How to get started

How to get started:

• Assess your organisations’ digital capability needs, and skills shortages (AI/Data/Cloud etc.)
• Could Apprenticeship vacancies be created for identified tech function gaps or job role vacancies?
• Consider existing employees as well as new recruits
• Are training needs analysis and staff professional development plans identifying training programme opportunities that align with Apprenticeships?
• Assess whether you can address skills gaps and/or integrate existing training programmes to Apprenticeship programmes
• Consider the value of professional qualifications, and whether the certifications your organisation requires map to Apprenticeship programmes
• How will your Apprenticeship training be funded – through The Apprenticeship Levy or through Co-Funding? What is your total levy impact and training budget?
• Aim to build long term relationship with your selected training providers – help them understand your business
• Ensure you have exec approval/sponsorship to onboard Apprenticeship programmes, enablement from the top is vital to approaching Apprenticeships with both a short and long term perspective in mind
• Also ensure Line Managers/Department Heads are with you on the journey, and primed to facilitate onboarding, mentoring, work flow planning, task managing, and reviewing Apprentices with the training provider. Sufficient release for technical training, coaching, study leave and evidence gathering is also vital to allow the progression to full capability, and may need back-filling
• Apprentices need to work within a role that is relevant to their Apprenticeship
• Apprentices need to work enough paid hours each week to undertake sufficient training to achieve their Apprenticeship in its entirety. This should be 30 paid hours a week or more which includes the off-the-job training hours
• Ensure Apprentices are given the opportunity to apply their learning in their role
• Plan for the future – incentivise with performance-related incremental pay rises based on performance milestones. After the completion of the Apprenticeship, what is next?

Employer Obligations:

• An employment contract (notwithstanding probationary period) for at least the length of the Apprenticeship programme (typically 18 – 24 months)
• Suitable salary
• Dedicated portion of working hours towards Apprenticeship study and application (minimum requirement is an average of 6 hours a week)
• Line Manager/Mentor
• Agree a collaborative training plan
• Attendance at 12 weekly reviews

Benefits Summary:

• Highly relevant training to specific roles
• Apprenticeships develop agile thinking, a learning mindset, helps unlock and fulfill potential
• New skills and knowledge can be applied immediately in their role, building confidence
• Fresh ideas, hunger for learning, can push existing employees up into more technically challenging roles and into leading/mentoring positions
• Lowering your salary bill and average salary
• Enables you to price client work more competitively
• Likely to lower the age of your average employee, helping future proof your business

To find out further advice and guidance click here

To view the range of GK Apprenticeships’ programmes click here