When your employee begins an Apprenticeship, they will need to complete their training through their employment. The apprentice will also need to complete off-the-job training.
We will explain what this entails, and how you as a business can support your apprentice through their training.
Off-the-job training (OTJT) is defined as the learning received from the Apprenticeship trainer, delivered to the apprentice during working hours.
Off-the-job training is a requirement for all completing an Apprenticeship, helping learners achieve the knowledge, skills and behaviours (KSBs) within their Apprenticeship.
Off-the-job training counts for 20% of the overall training requirement, with 80% being on the job. This is estimated at a minimum 6 hours per week. Training can take place as either a daily session per week, block release, or as several part time sessions in a week. No matter how the training is completed, the hours must be achieved before entering the End Point Assessment (EPA).
Off-the-job training is vital for an apprentice’s learning and development.
From the employer’s point of view, while it is easy to show an employee the practical side of their job role and how something is done, off-the-job training shows the apprentice why this is done to a standard.
The theory behind the practical is imperative to reinforce good practice. So, providing these sessions give clarity as to why certain aspects of practical work is done a specific way.
The criteria for off-the-job training differs depending on the programme you are completing. Generally, this training will consist of:
Apprentices are not allowed to progress to their EPA unless a full log of OTJT hours is in place.
No two Apprenticeships are the same, so each method will vary depending on the course. However, many the types of off-the-job training include:
The apprentice, employer, and training provider will work together to assess prior and potential learning needs alongside the employee’s job role and business objectives. This is done to create a bespoke training plan before the programme begins.
During the employee’s onboarding process, they will complete a Training Needs Assessment (TNA) which helps identify any learning gaps, and an Additional Learning Support (ALS) assessment so that we can tailor a personal development plan.
This helps both the employer and training provider to plan meaningful training activities and allocate time appropriately within the business.
For example, if a learner wants to develop presentation skills, their manager can work with them to plan and support a live presentation opportunity. We also consult with line managers on timing, shadowing opportunities, and in-house training to align with business needs.
Fareport calculates target OTJT hours based on the learner’s working hours, holiday allowance, and the programme’s duration.
Now that your employee has begun their Apprenticeship, and maybe even completed some of their off-the-job training, they must record each training session they have completed. This is just as important as completing the training, as it helps the Apprenticeship assessor understand that the employee has completed relevant and measurable training in line with their plan.
Do you have a valued team member that is looking to personally grow into their career? Or do you think there is an opportunity to fill a skills gap within your workforce? Fareport can help you upskill your team at little to no cost.
Call now on 01329 825805 and let us help you build a dynamic and industry leading workforce.
You can also email us today at info@fareport.co.uk.
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