The Employee Apprenticeship Scheme

Apprenticeships enable employees to:

• Gain nationally recognised qualifications (without the cost of tuition fees);
• Develop skills directly relevant to their role;
• Learn from industry experts and specialist training providers;
• Enhance career progression opportunities;
• Achieve professional recognition;
• Apply learning immediately in the workplace;
• Build confidence and capability.

An apprenticeship combines:

• Practical workplace experience;
• Structured learning;
• Professional development;
• Protected learning time;
• Formal assessment;
• Nationally recognised qualifications;
• External funded training.

Training takes place alongside an employee’s normal role, allowing them to immediately apply the learning in the workplace.

*Funding restrictions now apply to many Level 7 programmes.

Apprenticeships are available across many professional and technical disciplines that support University activities. Opportunities change over time in response to workforce priorities, apprenticeship funding rules and the availability of approved apprenticeship standards.

Some relevant current examples are listed below:

Professional Services

• Business Administrator (Level 3)
• Associate Project Manager (Level 4)
• Corporate Governance Professional (Level 4)

People & Culture

• HR Consultant Partner (Level 5)
• Learning & Development Consultant Business Partner (Level 5)

Digital & Technology

• Data Analyst (Level 4)
• Cyber Security Technologist (Level 4)
• Digital & Technology Solutions Professional (Level 6)

Finance

• Assistant Accountant (Level 3)
• Professional Accounting Technician (Level 4)

Estates & Sustainability

• Facilities Manager (Level 4)
• Corporate Responsibility & Sustainability Practitioner (Level 4)

Research & Technical Services

• Laboratory Technician (Level 3)

Apprenticeships can provide structured development routes that can help attract, retain and progress talent. They can be used to support employees at entry, specialist and leadership levels.

Example apprenticeship progression pathways:

• HR Support (Level 3) → People Professional (Level 5)
• Business Administrator (level 3) → Associate Project Manager (Level 4) → Project Manager (Level 6)
• Data Technician (Level 3) → Data Analyst (Level 4)
• Assistant Accountant (Level 3) → Professional Accounting Technician (Level 4)
• Laboratory Technician (Level3) → Laboratory Scientist (Level 5)
• Learning & Development Practitioner (Level 3) → Learning & Development Consultant Business Partner (Level 5)

Employees and managers are encouraged to discuss development needs with the P&C Professional Development Team before identifying a specific programme.

The latest apprenticeship standards can be searched and details reviewed via the Skills England website

Off-the-job training is learning that develops knowledge, skills and behaviours required by the apprenticeship. It takes place during paid working hours and forms an essential part of every apprenticeship programme. The amount of off-the-job learning varies by programme, level and previous experience. As a guide, many apprentices spend the equivalent of around one day per week undertaking apprenticeship learning activities during paid working hours.

Off-the-job training does not necessarily mean time away from work. It includes learning activities undertaken during paid working hours that support achievement of the apprenticeship, such as workshops, project work, shadowing and structured self-directed learning.

All apprenticeships include assessment activities designed to demonstrate that the apprentice has developed the knowledge, skills and behaviours required for occupational competence.

Assessment arrangements vary depending on the apprenticeship standard and training provider. Assessment may take place throughout the programme and, for some apprenticeships, may also include a final assessment stage

Assessment activities may include professional discussions, interviews, presentations, workplace observations, knowledge tests, practical assessments, work-based projects, assignments, portfolios of evidence.

Throughout the apprenticeship, the apprentice will receive support to help them prepare for assessment activities and successfully complete the programme.

Successful completion of the apprenticeship leads to achievement of the relevant apprenticeship standard and, where applicable, professional recognition or qualifications linked to the programme.

Lindsey Hillman, People & Culture, studying with Newcastle College, BA Creative Digital Design Apprenticeship

"I am 1 year into a 3 year apprenticeship. I have been taught how to use new software and learnt new techniques that I would not have had the time to do whilst carrying out my day-to-day duties. I look forward to what the next 2 years have in store, and how I can apply the techniques I am learning into my current role." 

Kaetlyn Ulyate, UECS Finance, studied with Colchester Institute, AAT Level 3 & 4 Accounting Apprenticeships

"Choosing an apprenticeship has been one of the best decisions I have ever made. I would wholeheartedly recommend this route to anyone who is unsure of their next steps after school, wants to learn in a professional working environment, or is looking for a clear pathway into their chosen career. Being surrounded by experienced professionals who are willing to mentor, support, and challenge you creates an environment where you can grow both personally and professionally, laying the foundations for a successful and rewarding career." 

Nigel Collins, Academic Section, studied with Ixion, Career Development Professional Level 6 Apprenticeship

"The apprenticeship provided me with some practical knowledge and skills that I still use in my role on a daily basis. It solidified existing knowledge I had gained through experience and provided opportunities to reflect on my practice. I appreciated the opportunity to learn from career professionals across the country during regular online training sessions whilst the online element meant it was hugely flexible and I was able to fit it in around my working commitments."

Before applying employees would need as a minimum to:

• Have line manager support;
• Be able to commit to the duration of the programme;
• Have a role that allows them to develop the knowledge, skills and behaviours required by the apprenticeship standard;
• Have the potential to gain substantial new knowledge and skills from the programme;
• Meet apprenticeship funding eligibility requirements and any training provider/programme specific entry requirements.

The Professional Development Team will be able to confirm funding and eligibility requirements.

1. Explore apprenticeship opportunities.
2. Discuss development goals with your line manager.
3. Contact the Professional Development Team for advice.
4. Confirm suitability, eligibility and funding availability.
5. Complete the Employee Apprenticeship Application Form (.docx).
6. Complete provider enrolment requirements.
7. Agree learning arrangements .
8. Begin the apprenticeship.

Apprenticeships can provide a structured solution for developing workforce capability. They can help managers:

• Build specialist expertise and/or technical capability;
• Address skills shortages;
• Improve workforce and succession planning;
• Reduce recruitment dependency;
• Strengthen leadership capability;
• Support retention, engagement and internal progression;
• Future-proof teams.

Departments can use apprenticeships strategically to:

• Address current and future skills shortages;
• Support workforce plans;
• Strengthen succession planning;
• Build talent pipelines;
• Develop future leaders;
• Support digital transformation;
• Create sustainable recruitment routes.

Recruiting an apprentice can:

• Introduce new skills and perspectives;
• Attract early-career talent;
• Fill hard-to-recruit vacancies;
• Support workforce diversity;
• Develop future specialists.
  
  

The OD & Talent Team can support line managers in the recruitment and selection processes of apprentices.

The process for recruiting a new apprentice would be to:

1. Identify the workforce need;
2. Contact OD & Talent Team for advice and guidance;
3. Obtain approval for the role and any apprenticeship levy funding required;
4. Develop suitable job documentation and confirm the training provider;
5. Advertise vacancy;
6. Recruit apprentice;
7. Onboard and support development.

Yes. Apprenticeships are available to existing employees as well as new recruits. They provide a funded opportunity to develop new knowledge, skills and behaviours while remaining in your current role.

Eligibility criteria apply.

Apprenticeships are available at a range of levels, from Level 2 (GCSE equivalent) through to Level 7 (Master's degree equivalent).

Many programmes also support the achievement of professional qualifications, recognition and/or membership of professional bodies.

Apprenticeship durations vary according to the programme and level being studied.

Most apprenticeships last between 12 months and 4 years. The training provider will confirm the expected duration during the application process.

Apprenticeships require a commitment to both learning and assessment activities alongside an individual’s normal role.

As a guide, a full-time apprentice will typically spend around six hours per week undertaking off-the-job training during paid working hours. The exact requirement will vary depending on the apprenticeship programme and individual circumstances.

Holding a qualification at a higher level than the apprenticeship you are considering does not automatically prevent you from undertaking the programme. However, you will not normally be eligible for funded apprenticeship training where the programme covers substantially the same knowledge, skills and behaviours as a qualification you already hold.

Individual eligibility should be discussed with the Professional Development Team.

No. Eligible apprenticeship training is normally funded through the University's apprenticeship levy funds.

There is no cost to the employee for approved apprenticeship training and assessment.

However, there may be additional costs to the Department, such as exam and resit fees.

A change of role does not necessarily mean your apprenticeship must stop.

However, the new role must continue to provide opportunities to develop and demonstrate the knowledge, skills and behaviours required by the apprenticeship standard. Any proposed changes should be discussed with your line managers, the Professional Development Team and the training provider as soon as possible.

The government will fund your apprenticeship training for at least 12 weeks following redundancy to give you time to find alternative employment so that you can continue with your apprenticeship.

There are some circumstances where you may be able to continue and complete your apprenticeship even if you do not find a new employer.

You should seek further advice regarding your individual circumstances.

Yes. Part-time employees can undertake apprenticeships, provided they meet the funding and programme requirements.

The duration of the apprenticeship and learning schedule may be adjusted to reflect contracted working hours.

Apprenticeships can be used to recruit new employees into a wide range of roles and occupational areas.

Recruiting an apprentice can help address skills shortages, support succession planning and develop future talent pipelines. Managers should discuss requirements with the Professional Development team at an early stage so that suitable apprenticeship standards, funding arrangements and recruitment processes can be explored. The levy can only fund the apprenticeship, not salary costs.

No. Eligibility does not automatically guarantee approval.

Applications are considered based on factors including alignment to role requirements, development needs, programme suitability, funding availability and managerial support.