Safeguarding Support Officer Level 3 Apprenticeship- Fareport Training

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Apprenticeship Achievement Rate

Course Overview

Safeguarding Support Officers operate across a wide range of public, private, and voluntary sector settings, working alongside Designated Safeguarding Leads (DSLs). They act as a first point of contact for safeguarding concerns, completing initial risk assessments, triaging information, maintaining accurate records, and signposting or referring cases appropriately within multi agency frameworks.

Safeguarding support officers will be skilled in recognising and responding to emerging safeguarding needs, initiating and advocating for early intervention when concerns first arise. They will have a strong understanding of key legislation and relevant processes to help prevent children, young people, and adults with care and support needs from requiring referral into safeguarding services.

14 months + EPA

Safeguarding Support Officer End Point Assessment consists of 2 assessment methods.

Assessment method 1 – presentation with questions
Assessment method 2 – professional discussion underpinned by portfolio

Once an apprentice has completed their apprenticeship, they will be ‘signed off’ by their employer/ provider as ready for end-point assessment of their knowledge and practical capabilities. In most cases, the assessment will be graded and must show the apprentice is fully competent and productive in the occupation.

Fully funded through the Apprenticeship Levy or 95% government-funded for eligible employers, with minimal contribution required.

This programme is best suited for:

Those in administrative or support roles involved in safeguarding processes
Individuals who handle sensitive information, case records or referrals
Staff who work alongside safeguarding leads or designated officers
People looking to progress into more specialised safeguarding roles

This course is aimed at those working in medium to large employers to advise, guide and supervise learners of all ages, and all levels, to develop within a new work role. In this role a learner should work with providers and colleagues to plan and implement structured learning and relevant work experience, review learners’ progress and evidence achievement, and liaise with relevant colleagues to support learners’ action plans.

Employers may also provide additional entry criteria.

Learners aged 18 who do not have exemptions will still be required to achieve Level 2 Functional Skills.

Learners over 19 will have the option to either opt in or out of Functional Skills training and examinations. For those who choose to opt out, Fareport remains committed to supporting all learners in developing their literacy and numeracy skills by embedding these essential topics within the curriculum and assessments of the apprenticeship.

To be eligible for an Apprenticeship you (or the apprentice) must:

Be living and working in England
Be 16 years old or above
Have the legal right to work in the UK
Have maintained UK residency for the last 3 years
Be employed in a real job; they may be an existing employee or a new hire
Work towards achieving an approved apprenticeship standard or framework
Work at least 30 hours a week
Be able to commit to the apprenticeship and its requirements
Not hold a prior qualification at the same or higher level in the same subject area
Not undertake or benefit from DfE funding during their apprenticeship programme, including Student Loans.
Have apprenticeship training and employment that lasts at least 12 months.

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Knowledge, Skills & Behaviours

Knowledge (K) – The theoretical understanding an apprentice needs to perform their role effectively. This includes industry-specific principles, regulations, and best practices.

K1: Principles of safeguarding and how to respond to safeguarding concerns within own scope of practice and organisational protocol
K2: Methods for person-centred communication.
K3: How to offer safeguarding advice based on legislation, working in remit of own role.
K4: The priority and recommended course of action of different safeguarding concerns based on local and national guidance.
K5: Ways of tailoring responses to safeguarding cases to suit the individuals views, feelings and cultural influences.
K6: When and how to escalate complex cases to senior staff in line with local policy and procedures.
K7: Local policy and procedures relating to safeguarding allegations against staff, including whistleblowing, and how to report allegations whilst maintaining confidentiality.
K8: Ways to use, record and store paper based, digital data and information securely, in line with local and national policies and procedures.
K9: When and how to share data and information in a safeguarding context, in line with local and national policy and procedures.
K10: Data sources available to inform safeguarding decisions, in line with local policy and procedures.
K11: Ways to maintain accurate and up to date safeguarding logs and registers through the use of digital and paper systems in line with local and national policy and procedures.
K12: Local safeguarding escalation pathways.
K13: Types of concerns and mechanisms for reporting incidents.
K14: Referral processes and local well-being services for individuals and staff.
K15: How to make a comprehensive and accurate referral to children or adult social care.
K16: Safeguarding legislation, local and national policies, procedures and codes of conduct that apply to own role.
K17: How to link safeguarding theory to practice.
K18: Ways to support the management of safeguarding caseloads working together within the wider team.
K19: The safeguarding process from when a safeguarding concern is raised to the end outcome.
K20: Different communication styles and approaches to suit the needs of individuals views, feelings and cultural influences.
K21: Principles of reflective practice and peer support related to safeguarding cases and concerns within scope of own role.
K22: Published local and national safeguarding reviews and how they can be applied to practice.
K23: Legislative safeguarding training requirements and how to deliver training content to stakeholders using different teaching and learning approaches.
K24: Principles of safeguarding inspections, reviews and audits.
K25: Methods of collating evidence to prepare for external safeguarding inspections, reviews and audits.
K26: How to interpret the results of inspections, reviews and audits to apply feedback to practice.
K27: The importance of continuous professional development and identifying and evaluating own learning and development needs.
K28: Models of safeguarding supervision and how to prepare and access supervision.
K29: How safeguarding can impact on own wellbeing and personal safety.
K30: Principles in supporting colleagues to follow safeguarding policy and procedures.
K31: Principles of safeguarding culture, safeguarding supervision and compassionate care.

You can view the standard here.

Skills (S) – The practical abilities developed through training and hands-on experience. These are the technical and transferable skills required for the job.

S1: Identify and respond to safeguarding concerns within role and responsibilities.
S2: Use person-centred communication.
S3: Use safeguarding legislation and organisational policies and procedures to advise colleagues on safeguarding matters.
S4: Triage and prioritise safeguarding concerns.
S5: Recommend courses of action in relation to safeguarding concerns.
S6: Tailor safeguarding responses to suit the individuals views, feelings and cultural influences.
S7: Escalate cases to senior staff in accordance with local policy and procedures.
S8: Report allegations about staff in line with local policies and procedures, whilst maintaining confidentiality.
S9: Use, record and store paper based and digital data and information securely and in line with local and national policies and procedures.
S10: Share data and information in a safeguarding context in line with local and national policy and procedures.
S11: Collate and use data to create reports to inform safeguarding meetings, processes and audits.
S12: Maintain accurate and up-to-date safeguarding logs and registers through the use of digital or paper systems in line with local and national policy and procedures.
S13: Identify when decisions are not in an individuals best interest and escalate concerns within scope of own role using the local safeguarding escalation pathway.
S14: Recognise and report incidents to own organisation.
S15: Provide emotional and practical support to internal and external stakeholders during safeguarding work.
S16: Support and supervise internal and external stakeholders to make multi-agency referrals.
S17: Apply safeguarding legislation, local and national policies, procedures and codes of conduct to safeguarding practice within own role.
S18: Apply safeguarding theory to practice.
S19: Work together within the wider team to plan and manage safeguarding caseloads.
S20: Comply with the safeguarding process when a safeguarding concern is raised in line with organisational policy.
S21: Use communication styles and approaches to suit the needs of individuals.
S22: Reflect on own performance within a group environment with other colleagues to inform best safeguarding practice.
S23: Embed lessons learned from local and national safeguarding reviews to practice.
S24: Assist with the delivery of safeguarding training to stakeholders in accordance with safeguarding training frameworks to ensure stakeholders achieve desired learning outcomes.
S25: Collate evidence to prepare for external safeguarding inspections, reviews and audits.
S26: Apply feedback from safeguarding inspections, reviews and audits to improve safeguarding practice.
S27: Participate in training and continuous professional development activities and evaluate the impact of learning on own practice.
S28: To seek advice and support from senior staff to preserve own wellbeing and personal safety when required.

Behaviours (B) – The professional attitudes and values expected in the workplace. These include teamwork, adaptability, problem-solving, and ethical responsibility.

B1: Treat people fairly and with dignity and respect.
B2: Be caring and compassionate.
B3: Show discretion and empathy whilst maintaining confidentiality.
B4: Be adaptable and consistent.
B5: Be self-aware, resilient and objective.
B6: Show honesty and integrity.
B7: Be professional and courteous.

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Frequently Asked Questions

Off-the-job training is a mandatory requirement for all apprenticeships in the UK. It ensures that apprentices develop the Knowledge, Skills, and Behaviours (KSBs) outlined in their apprenticeship standard, beyond their day-to-day work duties.

How Much Off-the-Job Training is Required?
Apprentices must spend the equivalent of 6 hours per week on off-the-job training, which must take place during their normal working hours. This structured learning approach is designed to enhance their professional development and directly relate to their apprenticeship programme.

What Activities Count as Off-the-Job Training?
Off-the-job training can be delivered in various ways, including:
✔ Training sessions with Fareport – workshops, workbooks, online learning, and assignments
✔ Employer-led training – mentoring, job shadowing, and workplace projects
✔ Industry-related learning – attending relevant seminars, courses, or training events

This training can take place at the apprentice’s usual workplace or offsite, but it must always be completed within their normal working hours.

How is Off-the-Job Training Planned?
At Fareport Training, we work closely with employers and apprentices to plan and document off-the-job training within the Training Agreement. This ensures a structured learning journey that aligns with business needs while meeting apprenticeship requirements.

By dedicating time to off-the-job training, apprentices gain valuable knowledge and experience, helping them develop professionally and contribute more effectively to their workplace.

Fareport Training is an Ofsted ‘Good’ work-based training provider, delivering apprenticeships and commercial training to employers aiming to enhance their workforce’s skills and qualifications (indeed.com).

Established in 1981, Fareport has a longstanding reputation for high-quality training across various sectors.

Benefits of Partnering with Fareport:

Enhanced Skills and Productivity: Employers have reported that apprenticeships through Fareport help develop relevant skills, improve productivity, and enhance the quality of products or services.

Comprehensive Support: Fareport collaborates closely with employers to design high-quality teaching sessions tailored to business requirements, ensuring that apprentices gain substantial new knowledge, skills, and behaviors applicable to their roles (files.ofsted.gov.uk).

Employee Development and Retention: By investing in apprenticeships, employers can grow their own talent, leading to improved employee morale and loyalty.

Collaborating with Fareport Training enables organisations to effectively upskill their workforce, fostering growth and maintaining a competitive edge in their respective industries.

The Chartered Institute of Personnel Development (CIPD) is the professional body for HR, Learning and Development
We are an approved centre

Yes, Fareport Training operate across all of England. You can undertake your training at your workplace and live online with our trainers.

An apprenticeship in the UK is a paid position that combines practical on-the-job training with academic learning, leading to nationally recognised qualifications. Typically, apprentices spend around 20% of their working hours on classroom, 1-2-1 or individual learning, while the remainder is dedicated to hands-on work experience. This structure allows individuals to earn a salary while gaining valuable skills and credentials in their chosen field. Apprenticeships are for new employees as well as existing employees.

As of November 2025, the UK apprentice minimum wage is £7.55 per hour for apprentices under 19 or in their first year.

Apprentices are entitled to the apprentice rate if they’re either:

Aged under 19
Aged 19 or over and in the first year of their apprenticeship

Apprentices are entitled to the minimum wage for their age if they both aged 19 or over and have completed the first year of their apprenticeship.

No, you are only eligible to study our courses if you are living or working in England and meet all our eligibility criteria.

A career in Learning and Development (L&D) in the UK offers the opportunity to enhance employee skills and improve organisational performance. L&D professionals design training programs, identify learning needs, and support continuous development. Salaries vary based on experience, with entry-level roles starting between £20,000 and £28,000, mid-level positions ranging from £28,000 to £40,000, and senior roles like L&D Managers earning £40,000 to £60,000 annually. Director-level positions can exceed £70,000, with average salaries around £32,500 across the UK. (Reed.co.uk, Prospects, Totaljobs)
The demand for skilled L&D professionals is growing, with many employers seeking individuals with relevant qualifications, such as those offered by the Chartered Institute of Personnel and Development (CIPD). For those passionate about fostering growth within organisations, a career in L&D offers both personal satisfaction and competitive financial rewards, with opportunities for career advancement and professional development. (Morgan McKinley, Select.co.uk)

A career in HR support within the UK offers a fulfilling path for individuals interested in managing employee relations, recruitment, and organizational development. HR professionals are essential in recruiting new employees, planning training and development activities, ensuring appropriate pay and benefits, and handling employee support services (National Careers Service).
Salaries in HR support roles vary based on experience and location. Entry-level positions typically start around £20,000, with experienced professionals earning up to £40,000. For example, the Department for Work and Pensions offers HR Casework Operational Leader positions with salaries ranging from £42,614 to £45,081 (Find a Job).
Overall, HR support is a viable and rewarding career choice for those with strong interpersonal and organisational skills.

Embarking on a career as a People Professional, commonly known as a Human Resources (HR) Officer in the UK, offers a fulfilling path for individuals passionate about supporting and developing the workforce within organizations. HR professionals play a crucial role in hiring, developing, and looking after employees, contributing significantly to the overall success of a company (National Careers Service).
Salaries for HR Officers in the UK vary based on experience and location. According to the National Careers Service, starting salaries range from £24,000, with experienced professionals earning up to £40,000 per year (National Careers Service).
Overall, a career in the people profession is well-suited for those with strong interpersonal and organizational skills, offering opportunities for personal growth and the chance to make a positive impact within various organisations.

Apprenticeships in the UK offer a multitude of benefits for both individuals and employers.

For Individuals:
Earning While Learning: Apprentices receive a salary during their training, allowing them to gain work experience without incurring student debt (Moneyhelper).
Nationally Recognised Qualifications: Completing an apprenticeship provides credentials that are respected across industries, enhancing employability (MKCollege.ac.uk).
Practical Experience: Apprentices develop hands-on skills in real-world settings, making them valuable assets to employers (Apprenticeships.gov.uk).
Career Advancement: Many apprentices secure permanent positions post-training, with opportunities for further education and career progression (MKCollege.ac.uk).

For Employers:
Cost-Effective Recruitment: Apprenticeships can reduce hiring expenses by developing talent internally (FDMGroup.com).
Enhanced Employee Retention: Investing in apprenticeships often leads to higher staff loyalty and job satisfaction (Apprenticeships.gov.uk).
Addressing Skill Shortages: Tailored training ensures employees possess skills aligned with business needs (FDMGroup.com).
Diversity and Inclusion: Apprenticeships promote a varied workforce, enriching company culture and perspectives (Apprenticeships.gov.uk).

Overall, apprenticeships serve as a strategic approach to workforce development, benefiting both the apprentice and the employer.

Why Learn with Fareport Training?

Established in 1983, we’ve been helping people & businesses grow for over 40 years.

40+ Years’ Experience

Ranked in the top 25% of training providers inspected in England by Ofsted. Trusted by employers, councils & learners alike for over 40 years.

Expert Trainers

Our trainers are highly experienced professionals who bring real subject-based knowledge & skills to every session.

Career Support

We don’t just train you – with some of our courses we help you find work with CV support, interview coaching, and employer connections.

Course Reviews

A key strength of Fareport is “Flexibility to the individual and us as the employer. A good mix of visiting the workplace and offering some offsite specific training and tests. Good support with a personal touch too”.

Fareport more than meet our needs as an employer. A complete range of staff have benefited from the training provided by Fareport relevant to their area of work.

Fareport has been amazing, and all apprentices are happy with their programme. Without the support from Fareport trainers and Jodie, we wouldn’t have reached 50th place in the Top 100 Apprenticeship Employers. Thank you from The YOU Trust.

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