How can employers create a better experience for apprentices?

As a headstrong nine-year-old, I declared that I didn’t want to go to a ‘traditional’ university, sending me on the path of apprenticeships.

I don’t say this lightly: doing an apprenticeship has been one of the most, if not the most rewarding journey in my life.

It offers an opportunity like no other – to work and learn from a wide variety of knowledgeable experts available to you.

Creating a better experience for apprentices

As more people choose apprenticeships, it becomes more important to continue improving the system.

Employers, educators, and apprentices must work together to create a supportive and effective experience.

Employers particularly play a crucial role in providing this support and ensuring apprentices succeed.

By addressing common challenges and misconceptions, we can create a more positive and effective apprenticeship experience for everyone involved.

Common challenges

Some common challenges apprentices face include:

• Perception that apprenticeship degrees are easier and cover less material than full-time students.
• Assumptions that university days are just for completing coursework at home, not attending eight hours of lectures.
• Being given the same amount of work as non-apprentice counterparts, despite having one less day to complete it. There can be expectations for deadlines to be met by Thursdays if Fridays are university days.
• Being told to monitor emails and attend meetings on university days.

Apprenticeships are incredibly beneficial

We are aware of how beneficial apprenticeships are to employers, the industry and to creating a dynamic workforce.

Government statistics show that 86% of employers said apprentices have helped the company build relevant skillsets.

Yet, not many understand what it takes to be an apprentice.

Apprentices need more support

How many of us remember how hard university was?

Once completed, we forget the journey we embarked on, making us less empathetic towards those currently going through it.

We hear a lot about burnout, yet it isn’t spoken about enough in the apprenticeship space.

Lack of support, mentorship, and guidance from colleagues, managers, lecturers, family, and friends can add to that load.

Busting apprenticeship myths:

Developing pathways to increase support leads to a better understanding of what being an apprentice actually entails. Here are a few myths, busted:

Academic commitments

Apprentices’ coursework and exams follow the same deadlines as full-time students, with no extra allowances.

Coursework and revision time takes away from evenings and weekends.

Job responsibilities

Apprentices seek meaningful work, not just tasks no one else wants.

Apprentices are driven, have work ethic, and need the same support to develop as graduates do.

Measuring success

Apprentices’ university success is measured by the company.

Line managers need to understand academic commitments and factor them into work planning.

Off-the-job training (OTJ)

Apprentices must spend at least 20% of their time on OTJ training during regular working hours. This includes training courses, university, and CPD activities.

It’s non-negotiable and employers need to ensure these hours are being met.

A common misconception is the expectation to complete role-related work five days a week during university breaks.

This is false, the OTJ training requirement stands throughout, and accounts for approximately 20% of the week during the practical period of the apprenticeship.

End point assessment (EPA)

EPAs evaluate the knowledge, skills, and behaviours (KSBs) gained during the programme. They’re crucial and should be integrated with development plans.

The EPA isn’t simply a tick-box exercise, it’s the baseline and standard from which the progress and growth of apprentices should be considered.

How employers can help

It isn’t that employers are unaware but there can be a breakdown in communication between HR departments and those managing and supporting apprentices.

Here are some steps that employers can take to improve the apprenticeship experience:

1. Training and awareness: regular training sessions for all levels of staff involved with apprentices can help bridge the knowledge gap. This includes educating line managers on the unique challenges apprentices face.
2. Supportive environment: create a culture that values and supports apprentices. Encourage open communication and ensure apprentices feel comfortable seeking help.
3. Flexible work arrangements: understand the demands of academic commitments and be flexible with work deadlines. Allow apprentices the necessary time to focus on their studies and off-the-job training.
4. Mentorship programmes: establish mentorship programmes that pair apprentices with experienced colleagues. This can provide apprentices with valuable guidance and support.
5. Recognition and development: recognise the hard work of apprentices and provide opportunities for career development. Regular check-ins on wellbeing and EPA progress should be part of the professional development review (PDR) process. Celebrate their achievements and integrate their learning into the workplace.

Apprenticeships are rewarding

By addressing misconceptions, providing plenty of support and recognising the unique challenges and contributions of apprentices, we can create more positive apprenticeship experiences.

It will require employers, educators, and apprentices to work together.

Having open lines of communication is essential, creating an environment where apprentices feel they can speak up if things are getting tough.