Apprenticeships are coordinated by Personnel Services and are funded by a wide breadth of government training frameworks. The government’s priority group for Apprenticeships is 16 to 18 year-olds and funding is organised to assist that group. Generally, government funding is provided as follows, with the balance made up through employer or individual contributions:
|16-18 year-olds||100% of training costs|
|Over 19 year-olds||Up to 50% of training costs|
However this is due to change as the new Apprenticeship Levy shall be enforced as of April 2017. For more information please click here
Funding may also be available for certain types of apprenticeships via the relevant Sector Skills Council. Training Providers can also reduce or even waive contributions where due. Some providers will count ‘in kind’ contributions - for example, they might count equipment supply or use of a training room as contribution for their training provision.
To ensure that early contact is made with a recognised and recommended Training Provider, departments are encouraged to contact the Apprenticeships Manager at an early stage when thinking about an apprenticeship.
Additionally, your department will normally be responsible for the following:
- Payment of any contribution to the training cost and examination fees
- Provision of the relevant books and equipment that the apprentice needs
- Travel expenses incurred by the apprentice to attend their training course(s) (when these are over and above the costs of their normal travel to work)
- Contribution to Personnel Services of a nominal sum based on the number of apprentices they have at the 1st June each year to support continued development of apprenticeships across the University
Apprentices join on a fixed term contract for the length of the apprenticeships. At the end of each apprenticeship, you can appoint the corresponding apprentice directly onto a role or end the fixed term contract.
To ensure that all staff are treated equally it is important that there is a clear and agreed salary progression framework that applies to all apprentices (except for existing staff). All apprenticeship jobs are evaluated at a grade according to the duties and requirements of the role at the end of the apprenticeship. Apprentices are initially recruited at a lower level than the grade of the post, with an appropriate adjustment to their duties. As the apprentice progresses through the programme, subject to meeting the milestones, they will be promoted to the next pay scale (as outlined below), and will be expected to take on more duties of the role accordingly. Towards the end of the apprenticeship, it is expected that an apprentice will have gained the necessary experience and training to carry out the full duties of the post.
Where an Apprenticeship is expected to last up to 3 years, the Apprenticeship role should be evaluated at Grade 2, and apprentices will progress as follows:
|On appointment apprentices will be paid at||Grade 1.4|
|On succesful completion of their first year and agreed milestone qualification, this will rise to:||Grade 2.3|
|On successful completion of the second year and agreed milestone qualification, this will rise to:||Grade 2.5|
Where an Apprenticeship is for 4 years, successful apprentices may then be able to progress as follows:
|On successful completion of the third year and agreed milestone
qualification this will rise to:
For current rates of pay see the University's Salary Scales.