About Apprenticeships

Apprenticeships are not just for young people or for learning a trade. They cover most industry sectors and are available to employees of all ages. In some cases, particularly for young people or for those with few previous qualifications the Government will pay for some or all of the cost of the training. Apprenticeships are available at different levels, from entry level right through to management positions.

Apprentices may start an apprenticeship after they have been in work for some time or may start a new job with the intention of joining an apprenticeship programme.

The apprentice's salary is paid by the employer. Although most apprentices have permanent contracts some are employed on an initial fixed term of, say, 12 months.

"An apprenticeship is a valuable qualification. It shows that you have achieved a nationally recognised standard for your area of work. It is also shows your employer that you are committed to your job and that you want to develop your skills."

Apprenticeships are not an easy option – they require commitment both in work and outside work. This is why they are so well regarded by employers and, increasingly, by universities. This is also why apprentices have been proven, over time, to earn more than people who do not have apprenticeships or other similar qualifications.

As well as doing their job an apprentice is supported by their employer and Damar to achieve a group of qualifications which, together, comprise the apprenticeship "framework". These are:

An NVQ

A national vocational qualification (NVQ) forms the centre of all apprenticeships. NVQs have been developed, with the help of employers, to test individuals’ competence in their jobs. All NVQs are divided into individual units, each of which describes an area of an individual’s job as well as the standard of competence required.

Most NVQs have both compulsory and optional units and the full qualification is achieved when the required number of units has been successfully completed. The wide range of available units means that it is possible to tailor the qualification to match an individual's job.

NVQs differ from traditional qualifications in the following ways:

• There are no formal entry requirements.
• Individuals are assessed on their ability to do the job rather than by means of examinations.
• Assessment is via a portfolio of evidence.
• They take account of previous experience.
• Individuals work at their own pace in accordance with an assessment plan agreed with their supervisor and their assessor.
• Assessment is generally undertaken at work.

A Technical Certificate

This is assessed by way of an exam and tests an individual’s knowledge and understanding of the core competencies covered in the NVQ.

Key/Functional Skills

These ensure that the apprentice has the standard of communication, number and IT skills required for the role. This element is assessed by way of an online exam and a portfolio of evidence. Learners with good and recent GCSEs in maths, English and IT may be exempt.

As part of the apprentice's individual learning plan the employer, with our support, may include additional elements as part of the training – one day courses in telephone skills for example or some in-house training. This is all designed to ensure that, at the end of the apprenticeship, the individual is fully qualified and fully competent.

Planning

At the start of the programme we sit down with the apprentice and their supervisor to plan the apprenticeship. We tailor the qualification by choosing units that closely match the apprentice’s job. We also agree the likely timescale and consider any particular requirements.

Delivery

Most of the activity takes the form of 1:1 assessment and training visits from the Damar assessor. These take place at work about every three weeks and generally last a couple of hours. There will always be some work to do between visits and this is set out in an action plan agreed between the apprentice, the assessor and the workplace supervisor.

Additional training will often be required for the technical certificate and key skills. This is delivered in the form of training sessions at Damar (for which some day release is required) and 1:1 coaching in the workplace.

Progression

For many apprentices, the apprenticeship is a stepping stone towards additional responsibility at work or, for some, further qualifications including University. As well as celebrating achievement we always discuss progression with apprentices and their employers to ensure that the benefits of the apprenticeship are maximised.