Why should you take on an apprentice?

Supporting an apprentice is a rewarding experience, allowing you to not only shape their future career paths but to ensure that they are trained to work using your own methods and standards. In addition the government is currently offering financial incentives to employers taking on an apprentice.

Let TheLightBulb do the work for you  we can prepare a shortlist of outstanding candidates in the age group you require to meet your job specification, you can then choose the right one for your business and together we can make them shine.

What you need to know:

 

1. The importance of recognising prior learning and experience

Apprentices should not receive training on the knowledge, skills and behaviours they have already acquired through prior qualifications, training or work experience. The apprenticeship should be about learning new capabilities which support them to become competent in their job.

The benefits to employers when the prior learning and experience of their apprentices is correctly recognised, include;

  • Shortened or accelerated apprenticeships
  • Supports progression
  • Motivated and engaged apprentices
  • Make the most of apprenticeship funds

 

2. The roles of providers, employers and apprentices in recognition of prior learning and experience

All three parties have a responsibility in ensuring an apprentice’s prior learning is recognised and the assessment is effective.  Prior learning and experience’s impact on eligibility for apprenticeships.

To be eligible for funding there must be the equivalent of at least 6 hours per week of off-the-job training once any unnecessary training content has been removed from the training plan. There must also be a minimum of 12 months duration remaining

 

3. What’s involved in the assessment of recognition of prior learning and experience

  • Skills scan – The skills scan assesses the individual’s competence against the knowledge, skills and behaviour requirements of the standard.
  • Accreditation of prior qualifications – The provider must identify relevant prior qualifications or equivalents (particularly qualifications aligned to occupational standards) and unaccredited courses.
  • Reviewing the level of competence against the proposed training programme – Once the above steps have been completed the provider must identify the knowledge, skills and behaviours that the individual already has.

 

4. Supporting apprentices to prepare for initial assessment

Employers should make sure the apprentice understands the requirements of the apprenticeship standard they will work towards.

 

5. Employers’ involvement in the recognition of prior learning process

The provider conducts the assessment of prior learning and experience, documents the findings in the training plan and uses the assessment to develop the apprentice’s tailored training programme.

However, the employer and the apprentice must play active roles in ensuring the assessment accurately reflects the apprentice’s prior learning and experience, that the training programme is adjusted accordingly and that this is recorded in the training plan.