With the continuing pressure on apprenticeships due to the Covid crisis today during National Apprenticeship Week #NAW2021 we look at the issues surrounding the continuing employer clamour to reduce the 20% training time known as off the job training.

Apprenticeships are an essential part of a well-developed economy. Time off to train is essential in setting standards across industry and ensuring, if done properly, individuals have skills sets that last a lifetime.

One of the more understandable quality indicators from the National Institute for Apprentices shows that apprentices are expected to continue with education after their apprenticeship.  This is in line with the unionlearn expectation for all individuals to be given the chance of lifelong learning.

The quality indicator states “Attainment of a higher level educationally and/or occupationally within 3 and 5 years of completion” of the apprenticeship. 

Unionlearn are not sure how we can “build the future”, #BuildTheFuture, if your basic apprenticeship training is less than the minimum of 20%.

So why did the Government way back in 2010/11 decide to introduce a set of standards and include time off for training? Because UK industry compared to its major competitors is poor at productivity, due in part to lack of training for the workforce. It's good at training managers but poor at training workers so productivity is lower than it should be. Do not take my word for it - ever since I started work in 1973 there has been report after report that says exactly the same.

It has long been recognised that the apprenticeship system needed support to succeed. The government asked employers to help design industry recognisable standards. Employers were asked to get involved by being the ones who set those standards, and many did just that.

The government brief was simple based on the need to have a more highly skilled workforce with career pathways and one that delivers more productivity. One of the ways the government thought this could be achieved after consultation was to introduce rules:

• Must be paid employment with at least a minimum wage set by government.
• Minimum length of time for an apprenticeship (e.g. Level 2, 12 months minimum).
• Time off to study and develop career skills equalling 20% as off the job training.

Within these rules employers and organisations could basically set the standard for their own particular industry. For example, the engineering sector were quick off the mark with a variety of engineering apprenticeship at different educational levels of attainment all aimed at the needs of the sector and drawing on the knowledge of the sector.

If the employer sets the standard and the employer knows that the minimum requirement for training is 20% then surely if the apprenticeship they develop requires less training time then it’s not an apprenticeship defined by the guidelines. In fact, the Institute for Apprenticeships would not certify such an apprenticeship.

The guidance on what off the job training looks like does give plenty of scope to learn other skills, if the apprentice is to become a more rounded worker.

The challenge for trade union representatives is understanding the best way to ensure individuals have the training they need. TUC Education have developed an eNote called 20 per cent rule. So in National Apprenticeship Week why not click here and complete this free learning module.

The eNote demonstrates that the apprentice needs a wide range of educational engagements to ensure quality. For unionlearn that is the key issue. The quality is what makes an apprenticeship worthwhile. This quality sets people up for more learning, a better career, skills they can transfer, and a standard of achievement recognised across that particular industry.

The trade unions are concerned that employers, not all, but a loud vocal group are happy with apprenticeship wage rates at as little as £4.15 for a 16 to 18 year old, but not happy to invest in 20% minimum training time. 

Employers need to wake up, it is them who set the standard for the apprenticeship, it is them who decide with others on the type of training for that apprenticeship.

Seventy-four per cent of employers included in the apprentice employer survey 2017 reported that apprenticeships improved the quality of their product or service, and 78 per cent believed they had improved productivity.

To end, a good quality apprenticeship is not a cost to the employer it’s an investment in the individual and the long term productivity of the organisation. Unionlearn will continue to support this important concept and are happy for organisations to look up and sign up to our Apprenticeship Charter.

In addition any apprentice can use a unionlearn tool to “Rate your Apprenticeship” and trade union representatives can use this tool to discuss issues good or bad with the employer. So don’t forget to download the app today and make sure every apprentice gets the time off to train. Download the Apprenticeship Essentials app here.