As a line manager, your role is crucial in supporting the apprentice’s journey from the outset. Your engagement during the initial sign-up and induction process helps set the foundation for a successful programme. This includes reviewing the Training Needs Analysis (TNA) and aligning the apprentice’s goals with their individual learning plan.

The TNA is a document that we ask the learner to complete that compares what they know already to the content of the standard from this we can then create a personalised learning plan. 

An apprenticeship is a significant commitment for both the learner and the organisation. A key part of this commitment is Off-the-Job (OTJ) learning. OTJ learning is a required component of every apprenticeship, involving an average of six hours per week during normal working hours. This dedicated time allows learners to engage in activities such as research, shadowing, online courses, and project work, all designed to enhance their skills and knowledge beyond their day-to-day responsibilities.

Learners will engage in monthly learning sessions with their tutor, conducted either in person or online. Your support in ensuring the learner has protected time for these sessions and to complete the work they are set between sessions is essential to get the most out of their programme.

Regular feedback and open communication are key to the learner's development. By keeping the tutor informed of any changes or challenges that may impact progress, we can make timely adjustments to the learning plan.

A formal review is conducted every 12 weeks and bring together the learner, line manager, and tutor. They serve as a checkpoint to assess progress, identify areas for improvement, and refine the training plan as needed.

Key Aspects of the Review:

• Progress Evaluation: Assess the learner’s achievements against their training plan and identify any additional support required.
• Review of OTJ Learning: Discuss and verify evidence of OTJ activities, and consider any new learning opportunities.
• Addressing Challenges: This is the forum to address any changes or concerns, ensuring that the training plan remains aligned with both the learner’s needs and organisational objectives.

We have a duty of care to our learners, which extends beyond skill development. To meet this responsibility, we provide a broader curriculum that supports their overall wellbeing. If you have any concerns about an learner's physical or mental health, please let us know. Our dedicated safeguarding team is on hand to offer the necessary support.

The gateway meeting marks the transition from the training phase to the assessment phase of the apprenticeship. It is a collaborative discussion involving the line manager, tutor, and learner to review progress and confirm that all required learning has been completed, all the OTJ requirements have been met and there is no reason the learner cannot proceed to End Point Assessment (EPA).

To help the learner prepare, mock assessments may be conducted. These practice sessions offer valuable feedback and provide a realistic preview of the final assessment process.

Once the learner is ready, we’ll formally sign off at the gateway stage, signalling that they are prepared to begin the EPA process.

The End Point Assessment is the final evaluation conducted by an independent assessor also known as an End Point Assessment Organisation (EPAO). It is designed to measure the apprentice’s competency across the knowledge, skills, and behaviours developed during the programme.

Utilising Smart Assessor

Request a line manager login for Smart Assessor to monitor the learner’s progress, review assignments, and provide timely input. This platform offers a clear overview of the learner’s activities and milestones