Team Leader Level 3

A Team Leader Apprenticeship helps employers develop confident first-line leaders with strong decision-making, communication, and people management skills. These highly transferable leadership capabilities support effective team performance and productivity across all industries. Team Leaders are the first line management role, with operational/project responsibilities or responsibility for managing a team to deliver a clearly defined outcome.

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Overview

KSBs

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Course Overview

This apprenticeship programme has been defunded. If you have any questions or would like to discuss your options, please contact us.

A Team Leader is a first line management role, with operational/project responsibilities or responsibility for managing a team to deliver a clearly defined outcome. They provide direction, instructions and guidance to ensure the achievement of set goals. Working in the private, public or third sector and in all sizes of organisation, specific responsibilities will vary, but the knowledge, skills and behaviours needed will be the same whatever the role.

Key responsibilities are likely to include supporting, managing and developing team members, managing projects, planning and monitoring workloads and resources, delivering operational plans, resolving problems, and building relationships internally and externally.

14 months + EPA

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. The assessment will be graded and must show the apprentice is fully competent and productive in the occupation.

Team Leader/ Supervisor End Point Assessment consists of:

Presentation and Q&A
Professional Discussion underpinned by Portfolio of Evidence

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

Candidates should already be working at a supervisory level and have direct line reports within their job role. 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: Performance management techniques.
K2: How to identify the learning needs of others and solutions to address them.
K3: Processes and policies which support the delivery of operational requirements.
K4: Project management tools and techniques.
K5: Relevant regulation, legislation, and compliance that impacts their role and the organisation.
K6: Organisational strategy and objectives and how their role impacts on them.
K7: How to manage resources to implement operational and team plans.
K8: Time management and prioritisation tools.
K9: Communication techniques including presentation skills, negotiation and influencing skills.
K10: Policy and procedure relating to people and organisational culture.
K11: Stakeholder management.
K12: Problem-solving and decision-making principles.
K13: Principles of change management and continuous improvement.
K14: IT and software used to support the activities of the business.
K15: External factors that affect the workplace, such as sustainability and net carbon zero, and how they are managed.
K16: The impact that internal and external factors such as environmental impacts, have on their role.
K17: Leadership and management approaches.
K18: The purpose of their role within the organisation, including their level of responsibility and accountability.
K19: The impact that cross-team working has in the delivery of organisational objectives.
K20: How to collate, interpret and communicate data and information to meet the needs of different audiences.
K21: The wider social and economic environment in which the organisation operates.
K22: Approaches to managing budgets, and options and choices to maximise efficient use of resources.
K23: Principles of equity, diversity and inclusion in the workplace and their impact on the organisation and the team.

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

S1: Use resources to implement operational and team plans.
S2: Use tools to organise, prioritise and allocate daily and weekly work activities.
S3: Able to collate and interpret data and information and create reports.
S4: Identify and support the development of the team through informal coaching and continuous professional development.
S5: Use information and problem-solving techniques to provide solutions and influence the decision-making process.
S6: Use digital tools for planning and project management to monitor project progress, taking corrective action to deliver against the project plan.
S7: Review work processes to identify opportunities to improve performance and for continuous improvement.
S8: Use technology and software to produce documentation, such as spreadsheets and presentation packages to communicate information.
S9: Manage individual or team performance by setting objectives, monitoring progress, and providing clear guidance and feedback.
S10: Manage others through change by identifying challenges and the activities to resolve them.
S11: Interpret organisational strategy and communicate how this impacts others.
S12: Interpret and apply regulation and legislation, share best practices, and advise stakeholders on their application.
S13: Communicate information through different media, such as face-to-face meetings, emails, reports, and presentations to enable key stakeholders to understand what is required.
S14: Collaborate with stakeholders in the organisation to ensure the delivery of operational goals.
S15: Manage and maintain relationships with a diverse workforce and stakeholders.
S16: Negotiate with and challenge stakeholders to manage change and reduce conflict.
S17: Interpret policy and support the delivery of equity, diversity and inclusion in the workplace and monitor their impact on their team.
S18: Identify future changes in the sector such as technology advances that may impact their organisation.
S19: Monitor the use of technology and the potential to reduce energy consumption through their optimisation in day-to-day tasks, such as reducing the use of paper and switching off items when not in use.

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

B1: Acts professionally, ethically and with integrity.
B2: Supports an inclusive culture, treating colleagues and external stakeholders fairly and with respect.
B3: Takes accountability and ownership of their tasks and workload.
B4: Seeks learning opportunities and continuous professional development.
B5: Works flexibly and adapts to circumstances.

Meet the Trainers

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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.

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 as a Business Administrator in the UK offers diverse opportunities across various sectors, including public administration, corporate enterprises, and non-profit organisations. Professionals in this field handle tasks such as managing operations, overseeing budgets, and ensuring efficient organisational processes. Starting salaries typically range from £16,000 to £19,000 outside London, with potential increases to £20,000 or higher with experience (Prospects).
Entry-level positions like administrative assistant, data entry clerk, and sales executive are accessible, providing a foundation for career growth. Additionally, business apprenticeships offer practical experience and can lead to roles in administration, consulting, and management (Total Jobs, Prospects).
Overall, pursuing a career in business administration can be rewarding, offering opportunities for skill development and advancement across various industries.

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

The course has been so much more than expected and I am already feeling more confident about what I’m doing. It also really feels like the changes we’ve made so far are already having an impact.

Jan Shaw

“I have recently completed the government funded Digital Marketing course, and found it invaluable. Kamal was an incredible trainer who personalised his support and went the extra-mile for each learner. The small group of learners started off as strangers, and have since become a support-network for one another.”

I have been able to structure the research I have been doing into a tangible project. I have learnt new methodologies and ways of presenting data. I can apply for roles which previously alluded me.

Lou Harris

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