What is Off-The-Job Training?
If you are involved in the world of apprenticeships (like most Assessors!), then you will already be aware that off-the-job training is a key component of an apprenticeship. What exactly does this training entail though? Let’s take a deeper look into this.
Off-the-job training is defined as learning which is undertaken outside of the day-to-day work duties, but within the apprentice’s contracted working hours. Of course, the training must be directly relevant to the apprenticeship too. It can take place in a variety of locations, including the workplace, a classroom, or at home via distance learning.
The training aspect of an apprenticeship should contribute to 20% of the overall contracted hours the apprentice has. As stated by the Government, the training must be out of the apprentice’s normal working duties. If an apprentice chooses to dedicate additional learning time outside of their paid hours then that is entirely up to them but is not a requirement.
The 20% allowance can’t be used for English or Maths training. The idea with the off-the-job training is to develop occupational competency. So if the apprentice is lacking in these areas, then they will have to spend their own time developing these skills.
Scheduling The Training
The off-the-job training should be a three-way discussion between the line manager, training provider and the apprentice themselves. This is to not only establish at which point during the apprenticeship is the best time for the training to be delivered but also to determine the best method of training.
By having an open dialogue, this means the training sessions are structured around the operational hours of the business. There is also no point in the apprentice undergoing training for a particular aspect of their job role that they haven’t experienced yet as they won’t be able to easily apply the knowledge.
There are lots of different ways that the training can be scheduled. For example, it could be a proportion of every day; once a week for a certain period of time; one week out of every month; or split evenly throughout a 3 month period. Planning this time depends on what is best for both the business and the apprentice.
It is worth noting that progressive reviews and on-programme assessments do not count towards the 20% off-the-job training allowance. This is mainly because they don’t deliver extra knowledge, skills or behaviours to help the apprentice advance.
At the beginning of an apprenticeship, a commitment statement must be set in place that details the level of training they will receive, and any elements that will contribute to off-the-job training. Then at the end of the apprenticeship, this commitment statement will be reviewed again to demonstrate that the correct level of training has been delivered.
We hope this has helped to clarify exactly what off-the-job training is, and the things to be aware of with an apprenticeship. If you require any further information then please give the Brooks & Kirk team a call on 01205 805155.
Steve is a Chartered Manager and a Fellow of the Chartered Management Institute.
He provides Educational Consultancy to the 19+ sector as well as being an Assessor, IQA, EPA and Digital Marketing Professional. When not doing any of these he finds time, every now and then, to write blogs and articles.