Velda Bartholomew, training operations manager at the ÎÞÂëÌìÌÃ, outlines early years apprenticeships
Employing an apprentice can be an effective way to bring new skills to your early years setting and grow your workforce.
The apprenticeship training programmes cover the vocational skills and knowledge your member of staff requires to ensure babies and young children learn and develop well while remaining healthy and safe.
What is an apprenticeship?
An apprenticeship is a job with training.
Through an apprenticeship, an apprentice will gain the technical knowledge, practical experience and wider skills and behaviours that they need for their immediate job and future career.
The apprentice must be employed by you for a period which is long enough for the apprentice to complete the apprenticeship successfully (including the endpoint assessment).
Apprentices gain experience and learn through a variety of ways including formal off-the-job training and the opportunity to practise new skills in a real work environment. They must be aged 16 or over (with no upper age limit) and can be new employees or current employees who wish to obtain formal qualifications.
The benefits of employing an early years apprentice
The benefits of employing an apprentice:
- employing a motivated member of staff at an affordable pay rate
- well trained staff who work to the standard you expect as an employer
- supports loyalty and retention of staff
- apprentices gain up-to-date knowledge on current practice and can bring new ideas to the setting
- apprentices can be counted in ratios from aged 16, if ‘competent and responsible’ (EYFS 3.30)
How to employ an apprentice
There are two ways to employ an apprentice. Either an existing member of staff who requires formal training can be funded, or a vacancy can be offered to a new apprentice.
An apprentice should be treated the same as all other employees, with the same terms and conditions.
For existing staff, their terms and conditions must be honoured, including usual salary but in addition 20% of their contracted hours must be spent on off the job training.
Apprenticeships should be full-time roles – in some circumstances, the role can be part-time but this means the duration of the training plan must be extended to ensure the apprentice gains the necessary work experience to fulfill all elements of the programme and meet the apprenticeship funding requirements.
The apprenticeship rate can be paid to all new apprentices during the first year of their programme. If they are aged 19 or over on completion of this year, they are entitled to the National Minimum Wage or the National Living Wage for those aged 23 and over (gov.uk/national-minimum-wage-rates).
20% off-the-job training
20% off-the-job training is a compulsory component, defined as learning which is undertaken outside of the normal day-to-day working environment, for a minimum of 20% of their working hours.
The employers’ chosen training providers will guide and advise how this training can be delivered. The apprentice must be out of ratio and taking part in learning which is relevant to their programme.
Examples include completing on-line training, attending workshops, completing course work or shadowing their mentor.
Training may be delivered weekly or in blocks. This time must be planned well, with special consideration paid to the provider’s staff-to-child ratios to allow this aspect of the programme to take place.
Funding arrangements
Employers with an annual pay bill of over £3 million will pay the apprenticeship levy. Their levy funding is reserved in a digital account which can then be used to pay their chosen training provider.
Most early years providers annual pay bill falls below this amount, so they would need to set up an apprenticeship service account and reserve funding to pay for apprenticeship training.
These smaller, non-levy employers pay 5% towards the cost of training and the remaining 95% is paid by government.
There are additional payments of £1,000 for employers recruiting 16-18-year-olds, or under 25-year-olds either with an education, health and care plan or who have been in the care of their local authority.
Learning and assessing
Employers must have a contract with a registered apprenticeship training provider to offer a structured learning programme to cover the knowledge and skills requirements of their programme.
Employers are seen as central to the day-to-day training of apprentice’s work-based skills and competencies.
The employer and apprentice must sign an Apprenticeship Agreement, that corresponds with the duration and planned off job hours.
This is alongside a Commitment Statement, which contains information on the training plan and expectations of all parties.
End point assessment
On completion of the programme, the apprentice will be registered for their end point assessment which is the final part of their training. This includes a multiple-choice-question test and a professional discussion with an external assessor. The professional discussion will be based upon a portfolio of work-based products which will have been gathered throughout their time in the setting.
On completion, the apprentice could remain working with you, where a job opportunity exists. Where this is not possible you will need to work with the training provider to assist the Apprentice in seeking alternative opportunities. The visiting assessor will liaise with you during their visit and assist you with discussing the next steps.
Employing an apprentice is a big decision and there are considerable responsibilities that need to be undertaken. However, the rewards can be tremendous and for a sector that justly prides itself on offering career and life-changing opportunities, apprentices can only be embraced as a positive force for good.
Useful links and info
Or to learn more contact our ÎÞÂëÌìÌà Training Centre: training@eyalliance.org.uk or call 01732 363 070
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There is an obvious benefit to individual practitioners in developing the qualities and skills they need to improve their practice and move forward in their chosen career.
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