The document provides information about apprenticeships, including: - Apprenticeships combine paid employment, training, and the opportunity to gain nationally recognized qualifications. - Employers can take on new apprentice staff or enroll existing staff in apprenticeship programs. - Employers benefit from apprenticeships through improved performance, higher quality work, reduced costs, and increased recruitment and staff retention. - Employers are responsible for paying at least the national minimum wage for apprentices and providing training, induction, and mentoring.

1. A Guide to Apprenticeships
29th January 2016

2. The Apprenticeship Recruitment Team are committed to providing our
apprentice candidates with the right employment opportunities. We
get to know these young people well and we want the best for them!
Introduction

3. What is an Apprenticeship?
 Apprenticeships are a Government
initiative specifically aimed at
reducing unemployment &
increasing skills within the 16-24
year old age bracket.
 Apprenticeships are available to
over 24s however this is very limited
in numbers and restricted to a few
providers
 The Apprenticeship Scheme has
enormous benefits to both
employers & Apprentices.

4. Apprenticeships: The Basics
 It’s a full time job.
 The Apprentice should do a
minimum of 30 hours per week,
however, there are exceptions to
this.

5.  The National Minimum Wage (NMW) for Apprentices is £3.30 per hour.
 This applies to 16-18 year old Apprentices and those aged 19 and over in
the first year of their Apprenticeship.
 For all other Apprentices the Apprentice National Minimum wage
appropriate to their age applies.
 The Wage for Apprentices applies to both time spent on the job plus time
spent training.
 The Apprentice will all have the same rights as any other employee of the
company will have, this includes holiday & sick pay.
Apprenticeships: The Basics

6. Employers can take advantage
of the Apprenticeship Scheme
in two ways:
1. By employing a new
Apprentice member of
staff.
2. By enrolling existing staff
members of staff onto the
Apprenticeship Schemes.
Benefits to Employers

7. It will:
 Help a young person gain employment & a nationally recognised
qualification within a supportive & nurturing environment.
 Help small to medium businesses (SMEs) to grow their workforce in a
cost effective way.
 Lead to improved performance across the entire workforce as the
presence of a trainee often encourages existing staff to look at their
own work performance & improve.
Benefits to Employers
Employing a new apprentice member of staff

8. Benefits which apply to both taking on a new Apprentice member of
staff & enrolling an existing member of staff onto the apprenticeship
scheme.
 Positive return on investment (ROI): From higher productivity, quality
of work, staff loyalty & retention.
 Increased Competitiveness: Resulting from a well trained, highly
skilled workforce.
 Higher Quality of Work: From day one Apprentices are given the tools
to do their job and their quality of work is monitored & assessed.
Benefits to Employers
Taking on an Apprentice (new or existing member of staff)

9.  Reduced Costs: Usually businesses find costs are reduced by improved
productivity, government funding & less waste.
 Improved Recruitment: Businesses need new blood to ensure they
are able to deliver their strategic business objectives. By offering
Apprenticeships they find it easier to recruit able young people.
 Increased Staff Retention: Apprenticeship programmes reduce external
recruitment costs as a result of high retention rates. This gives businesses
a competitive advantage in a tight labour market by reducing training &
recruitment costs. Apprentices trained within your company will provide
a strong foundation to your staff base & show your commitment to the
future development of your business.
Benefits to Employers
Taking on an Apprentice (new or existing member of staff) Continued

10. Once an employer has thought about the benefits that an Apprentice
could bring to their workforce, it is important that they are
fully aware of the responsibilities of employing an Apprentice.
This stage is vital as getting young people into sustained
Apprenticeships which last the whole term of the programme.
Employers must be aware that by taking on an Apprentice
they are committing to the following:
Employers Responsibilities

11. The employer must pay the Apprentice at least the National Minimum Wage
(NMW) for Apprentices is £3.30per hour.
This applies to 16-18 year old Apprentices and those aged 19 and over in the first
year of their Apprenticeship.
For all other Apprentices the Apprentice National Minimum wage appropriate to
their age applies.
The Wage for Apprentices applies to both time spent on the job plus time spent
training.
For Apprentices aged 19 and over, this rate applies to the first
12 months; after the Apprentice has completed 12 months,
the employer must pay the National Minimum Wage for
the Apprentices age group.
Employers Responsibilities
Apprenticeship Wage

12. Training, Induction & Mentoring
 By taking on an Apprentice, the employer is committing to
providing the Apprentice with a full induction.
 Whilst Pathway is providing the qualification & an Assessor will
visit the Apprentice in the work place at least once per month,
the employer has a responsibility to ensure the apprentice
receives a full & constant training & mentoring programme.
 The Apprentice will not be the finished article at the start of
their programme & they should be prepared to invest
considerable time in on-the- job training!
 The employer must be prepared to accommodate the Assessor’s
visits to the workplace & allow some time for the Apprentice to
complete work towards their qualification during work time.

13. • The Apprenticeship programme lasts for a
minimum of 12 months & 1 day.
• The ultimate length of the programme
depends on a variety factors, including
the programme being delivered, the
Apprentice’s prior learning and
attainment & the Apprentice’s progress
through the course.
• If the employer is unable to commit to
this, then they are unsuitable for the
Apprenticeship Scheme.
Training, Induction & Mentoring
Length of programme

14. 1. Intermediate Level
Apprenticeships Level 2:
Equivalent to five GCSEs.
2. Advanced Level
Apprenticeships:
Equivalent to Two A levels.
3. Higher Apprenticeships:
Equivalent to Foundation
Degree Level.
Types of Apprenticeships

15. An Apprenticeship framework consists of three main elements
(in addition to working):
1. The NVQ/QCF
This is the practical and knowledge elements of your Apprenticeship.
This is assessed through observations & discussion.
2. Functional Skills
Functional Skills covers Maths, English & in some cases ICT.
(If the Apprentice didn’t achieve Maths & English at GCSE Grade A-C).
3. Employment Rights and Responsibilities (ERR)
Develops the underrstanding of the rights and responsibilities related
to the sector and job role.
What do the Apprenticeships Involve

16. •Customer Service
•Business Administration
•Teaching Assistants
•Child Care
•Warehousing
•Health & Social Care
•Team Leading
Types of Apprenticeships
Pathway Offer

17. Finally…
Pathway is committed & passionate about helping young
people into sustainable apprenticeship opportunities which
will help them to fulfil their potential.