Apprenticeship employer toolkit

What is an apprenticeship?

Apprenticeships are an essential ingredient for achieving economic success, they are work-based training programmes which allow for on the job training whilst earning a wage and gaining a nationally recognised qualification.

They are an excellent way to develop skills within our workforce, by offering apprenticeships Denbighshire County Council are not only helping our own business to grow but are making an invaluable contribution to boosting our economy and equipping our workforce with the right skills.

All services should assess their workforce planning needs and consider how apprenticeship funding could help support future training/upskilling and recruitment.

What will it cost?

There are two costs associated with an apprenticeship - the apprentice’s wage and the cost of training. Denbighshire County Council pays the wage (Apprenticeship minimum wage) and the Welsh Government pay for the training / qualification via the Apprenticeship Levy.

Please note that any additional costs outside of the agreement will be funded by the service. Funding from Welsh Government will only be applicable for 16 to 19 year olds, therefore the service may have to fund frameworks for ages 20 plus, this is dependent on the criteria of the framework.

Types of apprenticeships

There are different levels of apprenticeships:

• Level 2 - Foundation Apprenticeship
• Level 3 - Apprenticeship
• Levels 4 and 5 - Higher Apprenticeships
• Level 6 - Degree Apprenticeships

You can find out more about apprenticeship routes and levels on the Business Wales website (external website).

Apprenticeship frameworks

External training providers will manage, deliver and assess all apprenticeships frameworks and their content have been created to ensure that apprentices are equipped with the relevant knowledge and qualifications to enable them to progress in their workplace.

Denbighshire County Council has strong links with Coleg Cambria (external website) and Grŵp Llandrillo Menai (external website).

All frameworks in Wales include:

• a competency qualification
• a technical qualification
• Essential Skills Wales qualifications
• other qualifications or requirements for the particular occupation.

There are a vast range of apprenticeships available and employers are encouraged to research the framework content.

Time for training

Apprentices must spend at least 20% of their time on off-the-job training. However, they may need more than this, for example, if they need training in English and Maths. It is up to the employer and training provider to decide how the off-the-job training is delivered 

The employer will provide apprentices with the opportunity to practise new skills in the work environment. This is called on-the-job training and helps an apprentice develop the specific skills for the workplace. Apprentices should be supported by their line manager and/or mentor.  The training provider will arrange for an Assessor to visit the apprentice in their own workplace to assess their progress.

Role of line managers in apprenticeship success

Line managers have a pivotal role in supporting and guiding apprentices through their training and ensuring they meet their objectives. Continuous support and monitoring are crucial for apprentices throughout their learning.

• Line managers should provide relevant work that aligns with training. ​
• Good communication and feedback are essential for apprentice development. ​
• Regular one to ones help address challenges and celebrate achievements.
• Managers must understand the apprenticeship standards and support apprentices' needs. ​
• Address any performance issues promptly and constructively. ​
• Ensure there is a supportive team environment for the apprentice to work in.
• Offer support for mental health and well-being, including access to resources.

Eligibility criteria

• Learners aged 16-19: the Welsh Government will seek to support apprenticeships (at all levels), irrespective of the length of time the learner has been in their job role.
• Learners aged 20+: the Welsh Government will seek to support apprenticeships (at all levels), however there are restrictions at Level 2 in our non-priority sectors of Business Administration, Retail and Customer Service and Hair & Beauty.

Support

The Business Wales Skills Gateway (external website) will provide you with information on all aspects of the Apprenticeship Programme. They have a dedicated team of Employer Liaison Advisors who are available to discuss your apprenticeship requirements in more detail.

Alternatively, you can discuss with HR/Learning and Development or if you know the apprenticeship training requirements to meet your business needs, you can contact the training providers direct:

• Coleg Cambria (external website)
• Grŵp Llandrillo Menai (external website)

Recruiting a new apprentice

There are steps to follow when recruiting to a new apprentice position:

Step 1: identify opportunity

Identify a post that could work as an apprenticeship opportunity.

Step 2: job description

Draft the job description, person specification and discuss with HR.

Step 3: identify the right framework

Identify the appropriate apprenticeship framework for the role. This can be done in partnership with the training provider / college direct or HR / Learning and Development.

You might wish to arrange a meeting with the provider to discuss what is required of you as a manager.

Step 4: start the paperwork

The normal recruitment process applies, so the vacancy control form (VCF) should be completed and sent into HR accompanied by the job description and person specification.

Step 5: advertise the post

Subject to CET Recruitment Panel approval (where applicable), HR will process the documents as required and advertise the position as per the instruction on the VCF.

The vacancy will be advertised on Denbighshire County Council's website. The learning provider can also advertise through their channels, so remember to send them a link to the advert once live.

Step 6: shortlisting

Once the vacancy closes, you will need to shortlist the applications in accordance with the recruitment and selection policy then submit the shortlisting matrix to HR along with the interview schedule form.

Step 7: interview candidates

Offer feedback to unsuccessful candidates as it’s helpful to them if they are in the early stages of their career.

Step 8: appointment

After the recruitment and selection process, you should be able to appoint a suitable candidate. Once the successful candidate has accepted the verbal offer, you will need to complete an appointment form and send to HR for processing.