Apprenticeships: Information For Employers

All of these will benefit your company today and for the future.

Our apprenticeships are customised based on an initial training needs analysis and your exact needs so they will be able to fill any skills gaps that you currently have or those that are required for tomorrow.

We also offer commercial Management Training Courses if apprenticeships are not a viable option for you.

Ultimately your people will want to work for a company that invests in them so it will help with retention reducing your recruitment costs.

Instead, you can use the funds in your levy account to pay for your apprenticeship programmes and assessments.

If you’re a non-levy employer you can still take advantage of government funded apprenticeships where the government will pay 95% of the apprenticeship cost and you contribute just 5%.

They are growing as individuals and we all love the feeling of moving forward.

As your people learn new skills and start to embed them in the workplace it creates a new energy, vibe and positive attitude to all that they do.

This also has a direct impact on the people around them.

The government will pay 100% of the costs for apprentices aged 18 or under if you have fewer than 50 employees.

This flexible approach allows your employees to learn 24/7 and commence programmes at any time of the year.

With long-term industry experience and dedicated, professional enthusiasts behind all our operations, MTD Training is focused on delivering real and tangible results that leave your employees feeling more valued with increased loyalty and commitment.

In-between formal coaching sessions your people can email or call for help and guidance. There’s no metre running!

One of the key elements of an apprenticeship requires employers to give all apprentices at least 20% of their total working hours for “off-the-job” learning.

This is defined as “learning which is undertaken outside of the normal day-to-day working environment and leads towards the achievement of an apprenticeship”

This can include training that is delivered at the apprentice’s normal place of work but must not be delivered as part of their “normal working duties”

This can include the following:

• The teaching of theory (for example, skills development sessions, masterclasses, role playing, simulation exercises, online learning, manufacturer training).
• Practical training
• Time spent writing assessments and assignments
• Learning support
• Shadowing and mentoring
• Industry visits and attendance at exhibitions
• Online blended learning

It does not include:

• English and maths (up to level 2)
• Progress reviews or on-programme assessment required for an apprenticeship standard (i.e. skills coach meetings)
• Training which takes place outside the apprentice’s paid working hours

When calculating the 20% off-the-job, we take the following approach:

• Work out the total working hours for the apprentice. (This should exclude annual leave entitlement and bank holidays.)
• Calculate 20% of the total working hours across the planned duration of the programme:

Each of our programmes have a different number of face-to-face training days or virtual sessions.

We subtract these from the total to give a suggested number of hours of workplace off-the-job study each week.

The remainder will be completed in the workplace, but away from immediate pressures of the day job.