Map job roles against a relevant apprenticeship standard or occupational framework to define programme scope.
Human Resources & Personal Development
Designing Employer-Led Apprenticeship Programmes and Work-Based Learning
Map roles to apprenticeship standards, design work-based learning plans, train workplace mentors and prepare apprentices for end-point assessment and progression.
🗓️Duration5 training days
📚Content4 modules · 8 sessions
🎓On completionAccredited attendance certificate
About the programme
Course Overview
An apprenticeship programme succeeds or fails on the work-based learning plan, not the marketing material: a poorly sequenced mix of off-the-job training and on-the-job practice leaves apprentices unprepared for the final assessment no matter how well the recruitment campaign performed. This course builds an employer-led apprenticeship programme from the standard outward, starting with mapping real job roles against an occupational standard and building the funding and business case that gets operational sponsors on board. Participants design a work-based learning plan that protects required off-the-job training time without disrupting daily operations, select and negotiate with a training provider partner, and train workplace mentors to document competency evidence rather than offer vague encouragement. The later modules prepare apprentices for end-point assessment through mock activities and evidence gap analysis, and build recruitment, induction and progression pathways that turn a completed apprenticeship into a genuine pipeline for hard-to-fill technical and trade roles rather than a one-off compliance exercise.
Expected Learning Outcomes
Design a work-based learning plan that blends structured off-the-job training with supervised on-the-job practice.
Select and brief a training provider or partner delivering the formal qualification component.
Train workplace mentors and coaches to support apprentices through structured, competency-based development.
Build an end-point assessment readiness process that prepares apprentices for final competency sign-off.
Design an apprentice recruitment and induction process suited to entry-level and career-changer candidates.
Track apprenticeship programme outcomes, including completion, retention and progression into permanent roles.
Who Should Attend
HR and learning and development professionals launching or expanding an apprenticeship programme.
Line managers and workplace mentors supporting apprentices through structured work-based learning.
Training providers and further education partners collaborating with employers on apprenticeship delivery.
Early careers and talent acquisition teams recruiting apprentices and career-changer candidates.
Skills and workforce development leads mapping roles against occupational standards.
Operations leaders assessing apprenticeships as a pipeline for hard-to-fill technical or trade roles.
Course Modules
Select any module to see its sessions and points.
01Scoping the Apprenticeship Programme and Standard
2 sessions · 8 points
Session 1Mapping Roles to Apprenticeship Standards
- Identify which job roles in the organisation align to an existing apprenticeship standard or occupational framework.
- Compare candidate apprenticeship standards against the specific skills and knowledge the role actually requires.
- Consult with occupational experts to validate that a chosen standard reflects current workplace practice.
- Define the programme's scope, duration and entry requirements based on the selected standard.
Session 2Building the Business Case and Funding Model
- Build a business case for an apprenticeship programme covering cost, funding mechanisms and expected return.
- Identify available funding routes, such as levy funds or government incentives, applicable to the programme.
- Model headcount and budget scenarios across multiple apprenticeship cohorts and standards.
- Secure sponsorship from operational leaders who will host and supervise apprentices day to day.
02Designing the Work-Based Learning Plan
2 sessions · 8 points
Session 1Blending Off-the-Job Training With On-the-Job Practice
- Design a work-based learning plan that sequences off-the-job training alongside supervised on-the-job practice.
- Allocate the required off-the-job training time across the apprenticeship duration without disrupting operations.
- Map specific on-the-job tasks and rotations to the competencies defined in the apprenticeship standard.
- Coordinate scheduling between the employer, training provider and apprentice to protect learning time.
Session 2Selecting and Partnering With a Training Provider
- Evaluate training provider options against curriculum quality, delivery format and employer support offered.
- Negotiate a partnership agreement defining roles, reporting and communication between employer and provider.
- Set a joint review cadence with the provider to track apprentice progress against the learning plan.
- Resolve common friction points between employer expectations and provider scheduling or assessment practice.
03Mentoring, Progress Tracking and Assessment Readiness
2 sessions · 8 points
Session 1Training Workplace Mentors and Coaches
- Train workplace mentors to give structured, competency-based feedback rather than general encouragement.
- Equip mentors to document evidence of competency development in a portfolio or logbook format.
- Set a regular one-to-one review cadence between mentor and apprentice throughout the programme.
- Address common mentor challenges, including balancing operational workload against mentoring time.
Session 2Preparing Apprentices for End-Point Assessment
- Map the requirements of the end-point assessment against evidence already being gathered during the programme.
- Design mock assessment activities that rehearse the format and pressure of the final competency sign-off.
- Identify and close portfolio or evidence gaps well before the formal assessment window opens.
- Coordinate assessment logistics and timing between the apprentice, employer and assessment organisation.
04Recruitment, Induction and Programme Impact
2 sessions · 8 points
Session 1Recruiting and Inducting Apprentices
- Design a recruitment process suited to entry-level, career-changer and non-traditional apprentice candidates.
- Build selection activities that assess potential and motivation rather than requiring prior formal qualifications.
- Design an induction programme that orients apprentices to the workplace, mentor relationship and learning plan.
- Prepare line managers and teams to integrate an apprentice into day-to-day operational work from day one.
Session 2Tracking Outcomes and Building Progression Pathways
- Track apprenticeship completion, retention and end-point assessment pass rates across cohorts.
- Build progression pathways that give successful apprentices a clear route into permanent, higher-level roles.
- Gather apprentice and mentor feedback to identify recurring weaknesses in the work-based learning plan.
- Report apprenticeship programme outcomes to sponsors in terms of workforce pipeline and skills impact.
What the participant receives
4 course modules
A structured syllabus
8 training sessions
across 5 days
32 detailed points
Applied, detailed content
Accredited attendance certificate
On completing the programme
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