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About Apprenticeships
An apprenticeship is a work-based learning programme that combines teaching and learning in College and the workplace. As a general rule apprentices spend 4 days of the week at work with a day-release to College.
Programmes normally last between two and three years and there are two levels:
Apprenticeships
An Apprenticeship (previously known as a Foundation Modern Apprenticeship) enables young people to obtain foundation skills to NVQ level 2 standard. The young person is employed by the company, and the training programme usually lasts for approximately 2 years although progress can be made more quickly. An advanced apprenticeship may be available as a progression route.
Advanced Apprenticeships
An Advanced Apprenticeship (previously known as an Advanced Modern Apprenticeship) develops the learner’s skills to NVQ level 3 standard as potential supervisors, skilled craft technicians and managers. Again the young person is employed by the company but the training programme usually lasts for about three years. (although less time if a level 2 apprenticeship has been taken previously).
Both apprenticeships are comprised of industry specified components known collectively as the “Framework”, all components being mandatory to achieve full completion:
Certain GCSE results can exempt some people from all or part of the key skill requirements of your apprenticeship framework. Most notably these are Maths, English and Information Technology used towards the key skills in application of number, communication and IT respectively. Your key skills tutor will discuss this with you but we will need copies of GCSE certificates or result if we are to use qualifications in this way. If you are unable to prove your GCSE achievements, we have to deliver the full key skill with you.
Employment Rights and Responsibilities (ERR)
Apprentices are required to have awareness of their rights and responsibilities and those of their employer. They should know about their organisation, understand their role within that organisation and in the industry as a whole.
Ideally this information is provided by the employer as part of the induction process.
Each apprenticeship has its own unique framework with the specific components necessary to meet industry requirements.
Details of the specifics that apply to your apprentice are identified in the individual learning plan (ILP)
The Role of New College Stamford
The College as the learning provider has a vital role to play to ensure the success of the Apprenticeship. We are responsible for:
Apprenticeship Learning Agreement
At the start of the programme the employer and the learner will be asked to enter into an agreement with the college that sets out the terms and conditions under which the learning will take place. The employer, the learner and a member of the Work Based Learning Team sign this agreement and a copy will be provided to each party.
Individual Learning Plan (ILP)
The learning programme is agreed between the learner, the company and the college. It is at this stage that an Individual Learning Plan is developed that will follow the young person throughout the learning process.
This plan will record details of the learner, the specific details of the framework to be achieved, prior skills and achievements and any support that the learner may require. It will also record the assessor visits and programme reviews and will be updated as necessary.
A copy of the ILP will be sent to you for signing to agree the programme. It is important that the College is notified of any change in the details on the plan, e.g. supervisor, hours, learner/ company details etc.
Apprentices are employees and as such should have a written contract of employment that sets out their terms and conditions of employment and training. It is acknowledged that, as with any new staff, apprentices may be initially employed on a probationary period.
Either way, we feel it is important that they are given certain essential information from the outset.
Job title
Also description of duties, start date and details of any probationary period.
Hours of Work
Whilst the employer is entitled to set the hours of work, apprentices are subject to the Working Time Regulations and as such should do no more than 40 hours per week (under 18’s) and 48 hours (over 18’s). This includes the college day that ranges from 6.5 - 8.5 hours long depending on the programme. Furthermore they are entitled to a 12-hour break between each working day and two days off each week. All learners must work a minimum of 30 hours per week.
Sickness Arrangements
The procedures to be followed in the event of sickness should be explained in addition to entitlements to sick pay.
Salary
Apprentices are paid at the company’s discretion but it must not be less than the minimum of £80 per week. Incremental rises based on progress both at work and college are widely used and effective.
Details of overtime arrangements (if any) should also be included. Apprentices are not usually entitled to the national minimum wage at the outset of their training but it may apply at a later stage. Please ask us for details if you are unsure.
Apprentices are normally paid for their training time be it either for on or off the job training.
Annual Leave
Apprentices are entitled to a minimum of 4 weeks paid annual leave (inclusive of bank holidays), an entitlement that begins after they have been employed for 13 weeks.
Disciplinary and Grievance Procedure
Apprentices should be made aware of the disciplinary procedure that operates in the workplace. Whilst at College they are subject to the College’s disciplinary procedure as laid down in the student handbook.
Notice of Termination
Requirements for both parties of termination of the contract through redundancy or any other reason.
Induction
A well-planned induction is essential if the apprentice is to settle quickly and understand their new environment. The learner will undergo a general induction at College that details many aspects of their apprenticeship but we are unable to cover specific details that relate to their place of work.
Vital matters should be covered immediately whereas other issues may be more appropriately addressed in the first few weeks.
At the least, induction should include the following:
• The company, its history, business and organisation
• a tour of the premises and introduction to key staff
• confirmation of the terms and conditions of employment
• company rules and procedures
• health & safety at work (see later)
Work Based Reviews
To check that the learner is getting the most out of their training programme it is important to monitor progress at regular intervals. The review is a way of checking pastoral and welfare issues and to monitor the apprentice’s progress against the Individual Learning Plan. It provides an opportunity for feedback to be given on a learners progress at College and will also be used to set targets to be achieved before the next review visit.
Every 10-12 weeks, appointments will be made at a time convenient to minimise disruption to workplace activities. The review will be summarised on a form, a copy of which will be available to all parties.
If a college tutor is unhappy with any aspect of progress, they will discuss the issue directly with the apprentice and record the problem on a “Tutor referral issue” form. A copy is issued to the learner and the work-based assessor who will report it to the employer. The situation will be monitored with the aim of correcting the problem. In extreme circumstances where concerns are not resolved, it may be necessary to exclude the learner from the programme.
Equity and Diversity (Equal Opportunities)
The College Equity and Diversity Policy applies to all members of the College community, whether students, staff or visitors. Organisations, such as employer placements, with whom the College works will also be expected to comply with the Policy.
The College recognises that equality of opportunity is fundamental to the provision of a quality service and this is embedded in the College Charters, Standards and Procedures.
The College will not tolerate any form of behaviour or activity that discriminates without proper justification on the grounds of gender, race, age, nationality, ethnic or national origins, marital status, sexual orientation, trade union activity, political or religious beliefs, and activity, family responsibilities, class, physical, sensory, mental or other forms of disability or medical condition.
Health, Safety & Welfare
We believe that apprentices are entitled to learning in a safe, healthy and supportive environment. To ensure this we will complete with you a health and safety inspection of the apprentice’s working environment and monitor the maintenance of minimum standards at times throughout the programme.
We also need you to work with us in encouraging apprentices to develop a positive attitude to health and safety and work towards the concept of the “safe learner”. Statically apprentices are more likely to have accidents because of their inexperience and therefore inability to recognise the hazards they may face.
Close supervision, certainly in the early stages of training, is essential to enable apprentices to develop an awareness of the hazards and the precautions to be taken to avoid these. Also at the outset it is vital that all apprentices undergo a thorough health and safety induction. The list below details issues some or all of which may be applicable to your operation:
• the company’s legal responsibilities and duty of care
• the learner’s legal responsibilities to themselves and others
• the company’s health and safety policy and arrangements
• supervision arrangements
• significant risks and control measures
• prohibitions and health and safety rules
• emergency and fire arrangements
• welfare arrangements including the location of drinking water
• first aid arrangements
• accident and ill health reporting arrangements
• provision and use of personal protective equipment and clothing
• safe use of equipment and machinery (inc VDU’s)
• protection from noise, dust, fumes and hazardous substances
• manual handling hazards and protective measures
All learners must have all the necessary protective equipment provided free of charge by the employer. Please ensure that apprentices use the PPE properly. Any accident or ill health that requires time away from work must be reported to the Work Based Learning team of Employer Direct.. If the incident is reportable under the Reporting of Injuries, diseases and dangerous occurrences regulations 1995 (RIDDOR), then it is vital that it is reported to us immediately by phone. In such an instance, the College’s Safety Officer will investigate and agree the action to be taken to prevent a reoccurrence.
All accidents must be recorded in the company’s accident book and it is the responsibility of the employer to notify the enforcing authority in the event of a RIDDOR reportable incident.
Maintaining Standards
All work-based learning and training is subject to internal and external inspection. At periodic intervals the views of the learner and employer/ placement provider will be sought. This may be through a questionnaire or a visit from one of the college’s external inspectors.
The College welcomes feedback from all its customers. We value your comments as a way of identifying areas for improvement. If you are not satisfied with our service then please tell us.
Our service pledges:
Providing Information
1. We will inform you how the College can help your business and assist you to conduct skill analyses of your staff and propose training solutions.
2. We will provide free information on the range of training opportunities we offer and where relevant, referral to partners where we cannot help
Training progress
1. We will keep you informed on a regular basis of the progress made by your employee on a college study programme
2. We will keep employees apprised of their progress on the course and invite you to be involved in decisions affecting their future
Business Dialogue
1. We will keep you apprised of College developments by way of a special newsletter, website and information sheets designed with employers in mind
2. We will give you an opportunity to tell us your opinion of the College and its services
Responsiveness
We will respond within seven working days of your enquiry
Complaints Procedure
New College Stamford has a complaints procedure designed to respond quickly and effectively to any complaint that may arise, from its students or employers, which is not readily resolvable. Forms for written complaints are available from any reception or a member of the Work Based Learning
Team.