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Our Apprenticeships

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Is an apprenticeship for me?

If you are looking for the opportunity to earn and learn, then apprenticeships might be just what you are looking for.  You will work full time or part time whilst learning on the job and gaining a qualification. Apprenticeships can be for anyone regardless of age or education. Whether you are leaving school, college, or university at 16/17/18 years of age or older, or if you have been working for a few or many years then apprenticeships could be an ideal opportunity for you.

You don’t need to wait until you are 18 if studying full time at educational establishments is not for you, you can commence an apprenticeship at 16 years of age. Apprenticeships may be best suited to people who prefer a hands-on approach to learning in a working environment.

There are numerous apprenticeships available for people leaving education and for those that have been in employment for either a few or many years you can access the information on apprenticeships here.

    Below are some of the advantages of an apprenticeship if continuing education is not for you.

    What are the benefits of being an apprentice?

    • You get hands-on training and also the chance to put your skills into practice.
    • Apprenticeships are available at multiple levels. From school leavers, people upskilling in their careers and complete career changes. There are hundreds to choose from and some include a qualification, like a degree. 
    • You will also earn whilst on an apprenticeship, how much you earn will depend on the industry, location and type of apprenticeship you choose.
    • If you’re aged 16 to 18 or in the first year of your apprenticeship, you’re entitled to the apprentice rate.
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    • If you’re 19 or over and have completed the first year of your apprenticeship, you’re entitled to the National Minimum Wage. This is the minimum you will earn – many employers pay a lot more and offer their apprentices a competitive salary. 
    • You will develop your soft skills, communication and teamworking skills, for example, receiving support in your place of work with regular visits from assessors, along with training and coaching which may be on or off the job.
    • You will gain experience in the workplace enabling you to demonstrate your ability either to the employer who has supported you with your apprenticeship or another employer should you apply for a new role on completion of your apprenticeship. Circa 71% of apprentices stay with their employer after finishing their apprenticeship and 90% stay employed
    • You can commence your career path at a much earlier age; however, your apprenticeship does not restrict you from moving into different industry or continuing your learning at a higher level

    Some of the advantages of an apprenticeship if you are already in employment?

    • You can work towards a qualification whilst continuing your current employment. 
    • You will receive a qualification and recognition for the skill and knowledge gained, which may include management, supervisory or administration along with many other.
    • The opportunity for promotion within your existing company or a new company.
    • Steppingstone to continue your learning and obtain further qualifications including degree level.
    • Qualification that is relevant to you. Increased salary and benefits

      What it costs to be an apprentice?

      • Apprenticeships are funded from contributions made by the government and your employer. This means you will not have any student loans or tuition fees.
      • You will just need to cover the cost of your day-to-day expenses, such as lunch and travel.
      • If you are 16 to 24 and a care leaver, you’ll receive a bursary payment to support you in the first year of your apprenticeship.

      To access a guide to apprenticeships click here.

      If you want to speak with one of our team to carry out your research into whether an apprenticeship is the right qualification for you then please contact us or telephone 01926 355560 and ask to speak to a member of our apprenticeship team

      Our Apprenticeship programmes

      How does Absolute Apprenticeship work?

      Throughout the apprenticeship Absolute Works will discuss the intent of the programme, how we will implement this and what impact the apprenticeship has on the apprentice, their employer and the company.  

      Exploration and Intent

      We offer a free consultation where we explain to employers and apprentices exactly what is involved in the apprenticeship programme and what costs (if any) are involved. 

      We will cover our commitment, employer and apprentices’ responsibilities and what the apprentice and employer can expect during the length of the apprenticeship. We will cover Information advice and guidance and our policy is available here 

      Commencing and implementation of the apprenticeship 

      The apprenticeship commences with an in-depth induction during which we explain step by step how the apprenticeship will progress, introduction to their assessor/s, and a bespoke ‘intent’ and training plan which will be completed in collaboration with the apprentice and employer. 

      Training and development implementation 

      Workshops, Elearning, coaching, workbook lead training will commence immediately following induction as per your individualised training plan 

      Assessor support and impact 

      Each apprentice will meet regularly with their assessor, in the workplace and or virtually. Progress will be reviewed, targets set, work signed off and a discussion will be held around the impact the training is having on the apprentice and the business. Objectives will be set for the next stage.  At the end of each meeting a review document will be completed, and it will record the details of what was agreed by the apprentice and the assessor and employer. Each apprentice will record their progress and achievement via an e-portfolio system. Career progression will also be discussion during these sessions

      End point assessment and impact

      At the end of the programme an external body will be responsible for End Point Assessment and awarding the apprenticeship. For most apprenticeships this will consist of an online exam, a workplace observation and professional discussion. This part of the programme will require the close involvement of the employer or line manager at what we call a Gateway Meeting.

      Celebrate and reflection 

      This should be the time to celebrate the successful conclusion of all the hard work and effort that has been put in during the apprenticeship and the apprentice has been rewarded with a pass or distinction. We encourage both employers and apprentices to celebrate this achievement and once they have done so to reflect on whether they would like to continue on the apprenticeships journey and reevaluate their career expectations

      You don’t need to wait until you are 18 if studying full time at educational establishments is not for you, you can commence an apprenticeship at 16 years of age. Apprenticeships may be best suited to people who prefer a hands-on approach to learning in a working environment.

      There are numerous apprenticeships available for people leaving education and for those that have been in employment for either a few or many years you can access the information on apprenticeships here.

      Our Apprenticeships

      We pride ourselves on having the expertise, knowledge and resource to offer the following apprenticeships. As an approved centre for Skills First and Highfields our apprentices are given the option to work towards an additional recognised qualification at the same time as studying towards their apprenticeship.

      Disciplinary procedures and employment contracts.

      An employer can also put their disciplinary procedures in the employment contract. If they do so and then do not follow the procedure, the employee could bring a claim for breach of contract.

       

      Disciplinary appeals

      If an employee thinks that the disciplinary action is unfair they can appeal to their employer setting out their grounds for appeal.

      The employee should be offered the option to attend a further meeting to discuss the appeal which should be heard as soon as possible and in accordance with any timescales as set out in the Disciplinary Procedure. This meeting should be chaired by someone with sufficient seniority who was not involved in the initial disciplinary meeting/ process wherever possible.

      As per the disciplinary meeting, the employee should be given reasonable notice and should be offered the right to be accompanied by a companion in accordance with the criteria above.

      Final decision

      Following the appeal meeting, the employer should write to the employee setting out their final decision. There is no further right of appeal.

       

       

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        Suspension

        Sometimes it is necessary to suspend an employee whilst a potential disciplinary issue is investigated, this is normally where the allegations are very serious or, if the employee being in the workplace or continuing to work may have an effect on the investigation or potentially put the safety of co-workers, visitors, themselves, property or data at risk. This means that suspension doesn’t happen very often. If, however it is necessary to suspend an employee, this will usually be with pay and the employer should (in most cases) be told why they are being suspended.

        The Employment Contract will dictate whether an employer can suspend without pay. If this is permitted, the employer must act reasonably in doing so.

        If the Employment Contract does not say that the employer can suspend the employee, the employer may still be able to suspend the employee, but this should be with pay.

        All employment rights remain in place during any suspension and if the employer does not have a contractual right to withhold pay, or even if the employer does, the employee may seek to make a claim in the Employment Tribunal for ‘unlawful deduction from wage.

        An employer should confirm the terms of suspension in writing. An employer may advise the employee that they are not permitted to talk to or make contact with other employees, customers and / or suppliers and should the employee do so, the employer may be able to bring further disciplinary action. Employers need to be aware however that the employee must be able to make any necessary contact to defend their actions and therefore some contact may be necessary so some leniency may be required. This may be the case where the employee considers they need to obtain evidence to support their case from a work IT system or speak to a co-worker who was witness to an incident. Of course, if an employee wants to request a co-worker accompany them to the disciplinary hearing, they will need authority from the employer to make appropriate contact.

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