FEATURE
APPRENTICESHIPS
drive for results and continuous development. Many employers seem deterred by the requirement for
20% off the job hours, often through the misconception that the employee will be away from their normal work one day per week, every week. While there will be periods of time that the employee is
away from their normal work to attend training and coaching, a large portion will be in the workplace developing and using their new skills, often by undertaking projects that improve your business, provided they meet the criteria for off-the-job training. To determine if an activity counts as off-the-job training, ask yourself the following questions:
1. Is the activity directly relevant to the apprenticeship standard or framework?
2. Is the activity teaching new knowledge, skills and behaviours?
3. Is the learning taking place within the apprentice’s normal (contracted) hours?
If the answer to those three questions is ‘yes’, then it
counts as off-the-job training. Depending upon the apprenticeship, the group size,
facilities available and the provider’s approach, delivery can be on-site. However, off-site day release or block release for the taught elements may be more appropriate. Online content, or virtual apprenticeships, can only enhance delivery, where suitable. However, on their own they would fall short of the requirements on the provider to deliver a quality apprenticeship and meet the funding requirements without regular face-to-face contact and on-programme workplace skills assessment. Finally, we arrive at the finances. I am still astounded by
businesses that pay into the levy but just consider it another tax, allowing the money to leave the business after 24 months. Yet, they still spend significant sums on ‘full fare’ courses where there is an apprenticeship alternative. This is particularly true for leadership and business
improvement skills development. If you don’t pay the levy, or have used up your levy fund, then you get a fantastic deal whereby you only contribute five per cent of the agreed cost, up to the maximum funding allowance. Typical comparisons place the apprenticeship route in the range of five per cent to 15% of the typical market rates for a comparable classroom-delivered course. Another factor that dissuades the use of apprenticeships
is the perceived operating complexity of accessing funding. The reality is that it is much simpler than you think – easier than managing a VAT account in my opinion – and a good provider will walk you through what you need to do, and then manage it thereafter. To summarise, don’t dismiss looking at apprenticeship schemes as a practical and cost-effective method of delivering new skills, to both current and new employees, to meet your needs for today and tomorrow.
Apprenticeships offer a cost-effective method of delivering new skills
68 business network February 2020
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