Work-place learning and off-the-job training

At least 20% of the Apprentice’s normal paid working hours must be dedicated to off-the-job training. This is a mandatory component of an apprenticeship, and the employing organisation has contractually agreed to provide this. In the past, a small number of organisations have not complied with this, and this resulted in Apprentices withdrawing after struggling to meet the demands of the programme.

In the first instance, much of the off-the-job training will be used to undertake the formal taught element at the University. However it does not need to be limited to this and other examples of how it may be used include:

• Practical training sessions: shadowing, mentoring and industry visits,

• Undertaking work outside of the normal job function in order to support, knowledge and skills development (such as secondment or a project role),

• Learning support and time writing assignments,

• Meeting with academic and practice mentors and workplace mentors,

• Working on their evidence portfolio.

Off-the-job training must:

• Take place during the employee's normal paid working hours. Any training taking place outside of these should be recognised through time off in lieu or an additional payment.

• Enable the Apprentice to learn and develop the required knowledge, skills and behaviours.

• Be recorded by the Apprentice in the Pebblepad account that we have created.

The UK Government website has further information about off-the-job training, including:

• Myths vs facts.

• A flowchart to help you to determine if an activity counts as off-the-job training.

• How to calculate the 20% allocation.