In order to help you find answers to questions we are frequently asked we have put together FAQ's for Employers and Learners. We hope you find the answers you are looking for within these, however, if you do not please contact a member of our Team either via email on firstname.lastname@example.org or by phone on 01843 609300.
We are the provider of choice for numerous Businesses in the South East, the Kent County Council and the Kent Assisted Apprenticeship sheme. Our unique and bespoke delivery model ensures loyal customers and repeat business. We also hold the Matrix award for Information, Advice and Guidance and nationally we are one of two Training Providers that hold the Inclusion and Continuing Professional Learning and Development, quality marks which demonstrates our commitment to our employers and learners.
Here are the Profile Apprenticeship success rates for the last academic year (August 2017 to July 2018)
Overall success rate 92.31% - Overall Timely Success rate 92.31%
|Apprenticeship Framework Qualification||Profile Achieved %||National Average %|
|Supporting Teaching and Learning||96.50||69.20|
You are the apprentice's employer and it is therefore your responsibility to pay the wages of the apprentice, as you would any member of staff. They are your trainee employee.
As of 1st April 2019 the apprentice minimum wage is £3.90 per hour. Once the apprentice has been on programme for 1 year and is over the age of 19, the national minimum wage is applicable until the completion of the apprenticeship. See the https://www.gov.uk/national-minimum-wage-rates.
From April 2016 employers of apprentices under the age of 25 will no longer be required to pay secondary Class 1 (employer) National Insurance contributions (NICs) on earnings up to the Upper Earnings Limit (UEL), for those employees. https://www.gov.uk/government/publications/national-insurance-contributions-for-under-25s-employer-guide/paying-employer-national-insurance-contributions-for-apprentices-under-25
The minimum allowed is 30 hours per week. However, we would expect the job role to be full-time and around 37-40 hours per week.
As the employer, you are free to recruit your apprentice as you would any member of staff. However, we are able to help with the recruitment by placing your vacancy on the National Apprenticeship Service's (NAS) Apprenticeship Vacancy website and the new Kent County Council's website 'Apprentice in Kent'.
The amount an employer contributes depends on whether you are a Levy or Non-Levy paying employer. Any employer with a salary bill of over 3 million pounds will be a Levy payer from the the 6th April 2017. 0.5% of your salary bill will be paid into your own apprenticeship fund account. You will report and pay your Levy to HMRC through the PAYE process. More information can be found at: -
Levy Payers will contribute the full cost of training, however any additional training costs incurred, may be eligible for 90% funding from the Government, subject to meeting their criteria.
For non-levy paying employers, the level of funding available from the Government depends upon the number of employees in your organisation.
If your apprentice is 16 - 18 years old and you have less than 50 employees, all of the training costs are funded. If your apprentice is 19 years of age or over, this is part-funded and an employer contribution is required. (With the exception of apprentices, aged 19-24, who have an Education & Healthcare plan or are currently or have been in local authority care. These apprentices are also eligible for full funding. More information on this is available on the Government website.)
For employers with more than 50 employees, a 5% contribution is required for all apprentices, irrespective of age with the remaining 95% being funded by the Government.
All employer contribution amounts listed are exclusive of VAT at the standard rate.
|Framework||Level 2||Level 3|
|Teaching Assistant Standard||N/A||£250|
|Children and Young People's Workforce||£100||£125|
Currently, there is a £1000 incentive payment available for every apprentice that you employ that is between the ages of 16-18 years old for all employers. In addition to this 19-24 year olds who have an Education & Healthcare plan or are currently or have been in local authority care, are also eligible for an incentive payment. These grants are subject to eligibility and are usually administrered by local authorities.
Yes. Apprentices must work for a minimum of 30 hours per week, although it is expected that they would work 37-40 hours.
Yes. As with all of your staff, they must have a contract of employment which covers the duration of their apprenticeship. As our programmes are individually designed around your company and your apprentice's needs, the length of programme can vary from 12 months to 24 months, and therefore the contract would need to reflect this. We suggest the contract be for a minimum of 12 months or until the apprenticeship has finished.
The timeframe for an apprenticeship with Profile is for a minimum of 12 months , but can be up to 24 month depending on the apprenticeship programme, job role and the young person's needs and prior knowledge and qualifications.
The majority of the work is 'on the job' training - this is where the young person is guided, supported and trained by the workplace mentor in the job role. It is a funding requirement for the employer to allow the apprentice 20% of their time to focus on their portfolio and knowledge requirements of their apprenticeship. For example, the time can be allocated on a weekly basis, with one day out of each week set aside, or for one week a month. This will include time for the Assessor to meet with the apprentice and work through the programme, facilitate assessments and set new tasks.
This can vary depending on the complexity of the job role and the experience of the young person. However, we would expect the young person to be supported by a workplace mentor in their role until you are confident they can be left to complete the task competently. As with all new members of staff the level of support is usually more intensive at the start of the Apprenticeship and the Apprentice should be given guidance on how to complete tasks within their role, appropriate behaviour and conduct etc. whether this is as a formal induction process or not, will depend on individual company procedures.
You would need to supply the equipment and any Personal Protective Equipment (PPE) for the young person to complete their job effectively, as you would for any new member of staff.
In addition to this, when an Assessor visits, they would require access to a room/area in which they could meet with the Apprentice to discuss their progress. The Assessor is likely to also require access to the internet on these visits.
All apprenticeship frameworks require a set group of qualifications to be achieved by the young person by the end of the programme. This can include a Main Aim, Technical Certificate, Functional skills in English, Maths and ICT, Personal Learning and Thinking Skills and Employer Roles and Responsibilities.
By having an apprentice you are developing a new member of staff to help with the productivity and growth of your business. The young person will develop their skills in your working practices which will be used now and in the future. An apprenticeship allows you to grow your future talent. More information can be found at: https://www.gov.uk/government/publications/apprenticeships-guide-for-employers
The skills funding agency will work with a local provider to find the right provision for your apprentice to continue on their programme.
An apprenticeship is a real job, so it is expected that the apprentice is supported and given the appropriate level of responsibility for their qualification, understanding and competence. This could be limited when they start the role, but with the right level of support, it is expected that before the end of the apprenticeship they will be a productive member of the team.
The 'off the job' training is dependent on the programme and the level of support required. However, as previously mentioned it is a requirement of the programme that the apprentice is given a minimum of 20% of their work hours, away from their normal work to work on their portfolio and tasks each week. The expectation is that wherever possible, assessor contact meetings wil be scheduled within this time. The assessor meeting is normally every 4 weeks, with email and 'phone contact every 2 weeks. During the weeks between assessor face-to-face contact, tasks and work is set and access to their e-portfolio is unlimited.
This is very difficult to identify as it all depends on the job role, the type of assessment which can be used and the confidence of the apprentice. That said, it should take 5-6 hours each week, for the duration of the apprenticeship, to gather the evidence required for the portfolio. Hopefully, much of your apprentice's evidence will be generated and captured while performing their normal work duties.
Yes. As with all staff, an apprentice will accrue holiday in the same way that all staff do and they are entitled to take it as per your company's rules.
A mentor is the key person who will be supporting the apprentice in the workplace. They will work with the assessor and the apprentice to ensure that the work is being carried out as required in the workplace. The mentor will also liaise with the assessor to help plan the requirements of the qualification.
It is the responsibility of the company to make sure the young person is safeguarded and a risk assessment is carried out to ensure that the young person is not put at risk.
89% Success Rate
100% Timely Completions 2017/2018
For additional information on the areas we cover and the range of services we provide please contact us or call us on 01843 609300.