Great investment.

Yes – and certainly the early feedback has been that this is one of the most successful aspects since we introduced Apprenticeships for 25 + last year.

The National Apprenticeship Service will support a specified number of Apprenticeship places for 25+ learners. Employers can, of course, fund 25+ Apprenticeship places in addition to those that we provide the funding for.

They are one and the same thing - Modern Apprenticeships were re-branded in 2004 to ‘Apprenticeships’.

Yes. Clearly you would want to look at the needs of the business as well as the individual’s needs to ensure that they were moving on from their previous qualification.

Contact your local National Apprenticeship Service team on 08000 150 600.

Some of the most popular Apprenticeships at present are: Engineering, Business Administration, Construction and Hospitality.

The National Apprenticeship Service (NAS) supports, funds and co-ordinates the delivery of Apprenticeships throughout England. For more information click here.

 

Yes, an International GSCE counts as an equivalent to a GCSE. A qualification that is not called a GCSE or International GCSE, however similar it appears to be, is not counted as an acceptable qualification. GCSEs from Northern Ireland, Scotland and Wales are acceptable equivalents.

The National Apprenticeship Service covers the training costs of all apprentices depending on their age.

Age	National Apprenticeship Service contribution
16 - 18	up to 100%
19 - 24	up to 50%
25 +	Contribution for specified places

We also support employers through the process of recruiting and training a candidate, including signposting them to providers and advising on the Apprenticeship frameworks available. The National Apprenticeship Service also manages Apprenticeship vacancies - a free online system that helps employers and learning providers with managing vacancies, and potential apprentices with their applications for Apprenticeship opportunities.

Apprenticeship vacancies gives providers a powerful tool to manage and track all vacancies and applications - this is a key benefit for providers. Providers can also have a direct link to their own websites to enable integration with provider’s current systems. However, in these circumstances we do ask providers, through the system, for feedback on learners who have clicked through to their own websites.

Yes – you cannot post vacancies that are not linked to a real post.

Yes. Apprenticeship vacancies is there to enhance and support existing methods used to advertise vacancies not to replace them. However there will be marketing and communications activity inviting potential apprentices to look for Apprenticeships on the website so we would advise all providers to use it. Use of the system will become a contractual requirement from the start of the 2010-11 year.

You can access our support service partner online support guide. This provides step by step help to get the most out of Apprenticeship vacancies.

Access the online support guide »

It is free and available to anyone wanting to be an apprentice or for any employer or learning provider who want to advertise their vacancies.

Apprenticeship vacancies is an online service whereby employers and learning providers can advertise and manage vacancies, and potential apprentices can search, apply and then manage their applications for Apprenticeships and Advanced Apprenticeships opportunities anywhere in England.

The system is an important part of our commitment to make services simpler and less bureaucratic to access. It is free and available on the Apprenticeships website at www.apprenticeships.org.uk.  

All vacancies advertised on the service will involve the completion of nationally accredited Apprenticeship frameworks.

Yes

The requirement for an Apprenticeship Agreement between an employer and an apprentice, under the ASCL Act 2009 sections 32-36, came into force on the 6 April 2012. An Apprenticeship Agreement is required at the commencement of the Apprenticeship for all new apprentices who start on or after that date.

The Apprenticeship Agreement must state that the apprentice will be undertaking an Apprenticeship in a particular skill, trade or occupation.

The Apprenticeship Agreement can be in the form of a written statement of particulars under the Employment Rights Act 1996; or a document in writing in the form of a contract of employment or a letter of engagement where the employer's duty under the 1996 Act is treated as met.

Existing and new contracts of employment between the apprentice and the employer which meet the 1996 Act will also meet the Apprenticeship Agreement requirements provided they include a statement (which may be an annex) setting out the skill, trade or occupation linked to a relevant recognised English framework, issued by the appropriate Issuing Authority, for which the apprentice is being trained and is explicit.

The ASCL Act 2009 requires that all of the content of the Apprenticeship is delivered within the contracted hours and hence the apprentice is paid for the time to undertake the off-the-job learning.

There are a limited number of skills, trades and occupations that will be exempt through alternative completion conditions. Those that have been identified as exempt i.e. employment through receipt of a wage is not the norm within the sector are:

 - Sports designated as Olympic/Paralympic and Commonwealth Games

 - Sea Fishing

 - Occupations within the Creative Sector (yet to be determined)

The same applies to volunteers as to those who are self employed. The commencement of the Act requires apprentices to be working under a contract of employment with an employer and hence paid a wage in line with the National Minimum Wage regulations.

Yes they do. Part of the requirement of the Act is that all apprentices must we working under a contract of employment, unless they are part of the alternative completion conditions.

Yes. An individual employed under a contract of service is some one who is employed and is an “employee” for payroll purposes, an “employee” for employment rights purposes, and a “worker” for other employment rights purposes.

No. An individual who works under a ‘contract for services’, relates to a person who is self-employed and who provides services to clients. They are neither an employee nor a worker. There is no requirement for an employer to put such a person on the payroll; rather payment may be made on invoice. There is no entitlement to any of the employment rights available to employees and workers.

The commencement of the Apprenticeship Act in April 2011 requires all apprentices to be working under a contract of employment with an employer and hence paid a wage in line with the National Minimum Wage regulations. Therefore those who are self employed will therefore not be able to undertake an Apprenticeship unless the occupation/job has been designated as exempt under the ‘alternative completion condition’ regulations What occupations/job roles are exempt from employment in an Apprenticeship?'.

PLTS is an acronym for Personal Learning and Thinking Skills. This is a new requirement for inclusion in an Apprenticeship framework and covers 6 areas of independent enquiry, creative thinking, reflective learning, team working, self management and effective participation. All frameworks must clearly specify how the achievement of the 6 elements is to be evidenced by the apprentice. Each framework developer will set out their individual requirements for how PLTS is required to be evidenced. Examples of this may be through completion of a specific qualification or through completion of a workbook.

Yes. If elements of the framework have already been achieved then the GLH requirement is reduced accordingly as the learner will have undertaken the GLH through a different route as part of their entitlement.

In terms of an Apprenticeship, ‘off the job’ guided learning mean learning which encourages and enables the apprentice to develop the technical skills of the job and to develop their knowledge of theoretical concepts across a range of contexts and the wider market. This type of guided learning will be delivered away from he immediate pressures of the job. It may be delivered in the workplace, in a college or training provider premises.

Under SASE the reference to 'GCSE English' relates to 'GCSE English Language' only.

Yes. The National Apprenticeship Service (NAS) has been working with Sector Skills Councils (SSCs) and Awarding Organisations to ensure that where possible, all frameworks are available until the new SASE framework is funded and available on the LAD. Please ensure that you check the LAD to confirm that your qualifications are available for Apprenticeship funding. If you have any concerns about frameworks that are currently unavailable please contact david.martin@apprenticeships.gov.uk.

To find out if a framework is brand new or if it replaces an existing framework, please view the framework implementation planner.

The GLH within an Apprenticeship is an entitlement for the learner as part of the Education Act. Therefore providers will need to ensure that the programme of learning they deliver includes the requirements of the GLH for the individual sector framework. They will be required to set out how the GLKH is to be delivered to the apprentice in the Learning Agreement. They will not be required to record individual hours. For certification purposes, the apprentice will be required to declare that they have completed the GLH requirement as set out in the individual sector framework.

In terms of an Apprenticeship, ‘on the job’ guided learning means learning which encourages and enables the apprentice to demonstrate practical job-related skills and to practise and apply these skills in the context of the job. This type of learning will be delivered in the workplace and through practical experience of doing the job.

The apprentice is entitled to receive all of the GLH as set out in the framework. If the apprentice declares that not all of the GLH has been undertaken at the point of certification, then a completion certificate will not be issued.

Existing Apprenticeship frameworks will be deemed as recognised frameworks under the ASCL Act. That means apprentices may continue to complete these frameworks and will be eligible for the award of a certificate on completion.

For any existing frameworks, current rates will apply until the 1 August 2011. From 1 August 2011, a new SASE framework rate will be set and the Learning Aims Database (LAD) will be updated. If the framework is new and doesn’t replace an existing framework the SASE rate will be applied from the date of implementation. Further details on calculations for new SASE rates will be made available shortly.

Each SASE compliant framework will contain details of the breakdown of the GKH to be delivered for both and off the job learning. Examples of on the job include the competence qualification. Examples of off the learning include the knowledge based qualification, mentoring and induction.

Anyone can be a framework developer e.g. employer, training provider, awarding organisation. The role of the framework developer is design the framework content based on the requirements of SASE and the additional non-statutory requirements that support the SASE. Additionally, they will have to make sure they have undertaken a quality assurance process to make sure the framework is fit for purpose. The role of the Issuing Authority is to review all frameworks submitted to them to ensure they meet the SASE requirements and that they have demonstrated that they have undertaken a quality assurance process. Issuing Authorities in England are designated by the Secretary of State to issue frameworks for a particular sector or sectors.

Providers will be required to set out how the GLH is to be delivered to the apprentice as part of their Learning Agreement. There will be no requirement for recording individual hours for on-and-off-the-job GLH. The apprentice when applying for their certificate will sign a declaration stating that the GLH has been delivered to them as set out in the Learning Agreement.

The provider will be required to deliver the GLH as set out in the individual sector framework. The SASE sets out the minimum quality requirements for an Apprenticeship in terms of GLH and credit values. Each framework developer is required to ensure that their framework meets at least the minimum criteria but they can, according to the sector and needs of employers, set the GLH and credit requirements higher than the minimum. The framework developer is also required to set out how they expect the GLH to be met along with the credit values of the qualifications to be undertaken.

Framework developers may still include additional employer requirements in their issued frameworks for the purpose of informing both the employer and the apprentice of additional learning that may be undertaken in order to support employment in the sector. However, they will not be mandatory for an apprentice to complete in order to achieve their completion certificate.

ERR is an acronym for 'Employer Rights and Responsibilities'. All frameworks are required to include the 9 national outcomes in relation to ERR. Every apprentice is required to demonstrate that they know and understand areas such as the range of employer and employee statutory rights and responsibilities under employment law, health and safety and equality and diversity procedures and documentation for their organisation. Each framework developer is required to set out their individual requirements for how ERR is required to be evidenced. Examples of this may be through completion of a specific qualification or through completion of a workbook.

As part of the transition from existing frameworks to SASE, NAS has been monitoring the availability of qualifications within existing frameworks to ensure that the offer to employers and providers remains available. As part of this work, NAS has worked with SSCs to ensure that qualifications in frameworks that were set to expire have been extended until the new SASE frameworks are available for funding. If you are aware of a qualification that is in an existing framework but is not available on the LAD, please contact david.martin@apprenticeships.gov.uk.

The Education Act introduces an entitlement for young people to receive 280 hours of guided learning each year. Whilst this primarily applies to young people it will also apply to all learners undertaking an Apprenticeship.

Yes. As long as the off-the-job learning is undertaken away from the immediate workplace e.g. in a different room.