Cyber Security Technician Level 3

Enrol your team onto our Cyber Security Apprenticeship and provide first line cyber security support. with Fareport’s Level 3 programme, employees will gain the right skills to be cyber confident and further support business security. This is an entry level programme where learners will work in a real job while training in cyber security. It’s designed to teach you how to protect organisations from cyber threats such as hacking, malware, and data breaches.

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Overview

KSBs

Meet the Trainers

FAQs

Course Reviews

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5.0

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Apprenticeship Achievement Rate

Course Overview

A Cyber Security Technician Apprenticeship can lead to roles such as a cyber security technician, junior analyst, incident response technician, or access control administrator, all of which focus on monitoring systems, identifying threats, and helping protect an organisation’s data and infrastructure. These roles are needed across a wide range of sectors because almost every organisation relies on digital systems, including finance, healthcare such as the NHS, government and defence, retail, education, and technology companies.

Learners gain practical experience in protecting systems from cyber attacks and data breaches, while developing the ability to detect, analyse, and respond to real threats in a live working environment. They work with industry standard tools such as firewalls, intrusion detection systems, and monitoring software, and build a strong understanding of key concepts like risk, vulnerabilities, and threat management. The programme also develops incident response skills, teaching how to investigate and contain security breaches, as well as how to secure networks, devices, and user access within an organisation. Apprentices often gain exposure to Security Operations Centre environments, learning how to monitor threats in real time and apply security policies and best practices. Overall, it provides a solid foundation for progressing into more advanced roles such as cyber security analyst, penetration tester, or security engineer in a rapidly growing field.

18 months + EPA

The Cyber Security Technician Level 3 apprenticeship is assessed through a combination of practical demonstrations, professional discussion, and knowledge based testing to ensure apprentices can confidently apply their learning in real world environments.

The first assessment method is scenario demonstrations with questioning.
Apprentices will either achieve:

Pass
Fail

The second assessment method is the professional discussion supported by portfolio evidence.
Apprentices will either achieve:

Pass
Fail
Distinction

Apprentices will either achieve:
Apprentices will either achieve:

Pass
Fail

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:

People who are curious about how technology works and enjoy exploring systems
Individuals who like problem solving and logical thinking
Those who pay attention to detail and can spot unusual activity
People who can stay calm under pressure and respond to issues methodically
Anyone interested in IT, cyber security, or online safety, even without prior experience
Career changers looking to move into the technology or cyber field
Learners who are motivated and willing to continuously develop new skills
Individuals who can communicate clearly and work well as part of a team

The Apprenticeship is suitable for anyone looking to start a career in IT or cyber security, preferably having an interest in technology, problem solving, and data security.

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 organisational information security governance and the components of an organisation’s cyber security technical infrastructure including hardware, operating systems, networks, software and cloud
K2: Cyber security policies and standards based on an Information Security Management System (ISMS)
K3: Types of physical, procedural and technical controls
K4: Awareness of how current legislation relates to or impacts upon the occupation including Data Protection Act, Regulation of Investigatory Powers Act, Human Rights Act, Computer Misuse Act, Freedom of Information Act, Official Secrets Act, Payment Card Industry Data Security Standard (PCI-DSS), Wireless and Telegraphy Act, professional body codes of conduct, ethical use of information assets
K5: Cyber security awareness and components of an effective security culture, different organisational structures and cultures, the importance of maintaining privacy and confidentiality of an organisation’s information and the impact of a poor security culture
K6: Principles of cyber security compliance and compliance monitoring techniques
K7: Core terminology of cyber security – confidentiality, integrity, availability (the CIA triad), assurance, authenticity, identification, authentication, authorization, accountability, reliability, non-repudiation, access control
K8: Common security administrative operational tasks e.g. patching, software updates, access control, configuring a range of firewalls, security incident and event management tools (SIEM) and protection tools (Anti-virus, Anti-malware, Anti-spam)
K9: Cryptography, certificates and use of certificate management tools
K10: Processes for detecting, reporting, assessing, responding to, dealing with and learning from information security events
K11: Principles of identity and access management – authentication, authorisation and federation – and the inter-relationship between privacy and access rights and access control, and the types of access control, access control mechanisms and application control
K12: Types of digital information assets used in a controlled environment and the need to maintain an inventory of information assets used in a controlled environment and the need for and practice of secure information asset disposal
K13: Disaster prevention and recovery methods and the need for continuity of service planning and how an organisation might implement basic disaster prevention and recovery practices using conventional and incremental secure backup and recovery techniques and tools both onsite and offsite including geographic considerations
K14: Categories of cyber security vulnerabilities and common vulnerability exposures –software misconfiguration, sensitive data exposure, injection vulnerabilities, using components with known vulnerabilities, insufficient logging and monitoring, broken access control and authentication, security misconfiguration, incorrect cross-site validation
K15: Components of a vulnerability assessment scope and techniques to evaluate the results of a vulnerability assessment and provide recommendations based upon the evidence provided by the vulnerability assessment tools. The impact that vulnerabilities might have on an organisation and common vulnerability assessment tools and their strengths and weaknesses
K16: Threat sources and threat identification and network reconnaissance techniques and the impact that threats might have on an organisation
K17: Types of information security events – brute force attack, malware activity, suspicious user behaviour, suspicious device behaviour, unauthorized system changes
K18: Computer forensic principles – the importance of ensuring that evidence is not contaminated and maintaining the continuity of evidence without compromising it
K19: Standard information security event incident, exception and management reporting requirements and how to document incident and event information as part of a chain or evidence
K20: Common information security policies – acceptable use, incident management, patching, anti-virus, BYOD, access control, social media, password, data handling and data classification, IT asset disposal
K21: Cyber security audit requirements, procedures and plans, need to obtain and document evidence in an appropriate form for an internal or external auditor to review
K22: The significance of customer issues, problems, business value, brand awareness, cultural awareness/ diversity, accessibility, internal/ external audience, level of technical knowledge and profile in a business context
K23: Evolving cyber security issues in the digital world including the application to critical national infrastructure, communications technologies, the need for information assurance and governance, control systems and internet of things (IoT) devices
K24: Different learning techniques and the breadth and sources of knowledge and sources of verified information and data
K25: Importance of maintaining privacy and confidentiality of an organisations information and the impact of a poor security culture
K26: Concepts of service desk delivery and how to respond to requests for assistance received by a service desk and be able to describe different methods of escalation, when to escalate to a higher level where necessary and the need to communicate accurately and appropriately during an escalation
K27: Risk assessment, risk management and business impact analysis principles
K28: How their occupation fits into the wider digital landscape and any current or future regulatory requirements
K29: How to use data ethically and the implications for wider society, with respect to the use of data
K30: Roles within a multidisciplinary team and the interfaces with other areas of an organisation

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: Follow information security procedures
S2: Maintain information security controls
S3: Develop information security training and awareness resources
S4: Monitor the effectiveness of information security training and awareness
S5: Handle and assess the validity of security requests from a range of internal and external stakeholders
S6: Follow technical procedures to install and maintain technical security controls
S7: Monitor and report information security events
S8: Recognise when and how to escalate information security events in accordance with relevant procedures and standards
S9: Review and modify access rights to digital information systems, services, devices or data
S10: Maintain an inventory of digital information systems, services, devices and data storage
S11: Scopes cyber security vulnerability assessments
S12: Evaluate the results of a cyber security vulnerability assessment
S13: Perform routine threat intelligence gathering tasks through consulting external sources
S14: Undertake digital information risk assessments
S15: Identify and categorise threats, vulnerabilities and risks in preparation for response or escalation
S16: Document cyber security event information whilst preserving evidence
S17: Draft information management reports using standard formats appropriate to the recipients
S18: Review and comment upon cyber security policies, procedures, standards and guidelines
S19: Perform cyber security compliance checks
S20: Translate audit requirements and collate relevant information from log files, incident reports and other data sources
S21: Communication skills to co-operate as part of a multi-functional, multi-disciplinary team using a range of technical and non-technical language to provide an effective interface between internal or external users and suppliers
S22: Keep up-to-date with legislation and industry standards related to the implementation of cyber security in an organisation

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

B1: Manage own time to meet deadlines and manage stakeholder expectations
B2: Work independently and take responsibility for own actions within the occupation
B3: Use own initiative
B4: A structured approach to the prioritisation of tasks
B5: Treat colleagues and external stakeholders fairly and with respect without bias or discrimination
B6: Act in accordance with occupation specific laws, regulations and professional standards and not accept instruction that is incompatible with any of these
B7: Review own development needs in order to keep up to date with evolution in technologies, trends and innovation using a range of sources

Meet the Trainers

Thomas Curwen

Trainer

With a strong background in cybersecurity and project management, Thomas is a passionate and knowledgeable tutor dedicated to helping learners build real-world technical skills. Drawing on his experience in both public and private sector roles, he specialises in cyber risk management, application security, and threat intelligence, with a talent for making complex topics easy to understand.

Key personal skills include a calm and engaging teaching style, excellent communication, and a genuine passion for helping others grow. Thomas is known for his learner-centred approach, practical mindset, and commitment to industry best practices. With recognised certifications including CompTIA Security+ and PMI’s CAPM, he brings both depth and clarity to the virtual classroom. He looks forward to supporting you on your journey into cybersecurity.

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.

Many successful careers start with an Apprenticeship. On completion, 90% of apprentices stay in employment with 71% staying with the same employer.
They are open to people of any age and can be for either new recruits or your existing staff. Even those with higher qualifications can undertake an apprenticeship where they are gaining substantial new skills and knowledge.

By employing an apprentice, you have certain requirements to meet. You must:
Give them an induction into their role and provide on-the-job training
Allow them to spend at least 6 hours per week on the off-the-job training required for their apprenticeship
Issue a contract of employment and pay at least the Apprenticeship National Minimum Wage. Apprentices who are under 19 and in the first year of their intermediate level or advanced level apprenticeship, must be paid a minimum of £6.40 per hour (tax year 24/25). However many businesses pay more. The Apprenticeship National Minimum Wage increases to £7.55 from April 2025
Provide apprentices with the same benefits as other employees

The minimum hours of employment for an apprentice is 30 hours per week. By exception, where the individuals circumstances or the particular nature of employment in a given sector makes this impossible, then an absolute minimum of 16 hours must be met. In such cases the duration of the apprenticeship should be extended

All apprentices must have an Apprenticeship Agreement between the employer and the apprentice

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 their occupation. End-point Assessment consists of a work based project and a professional discussion.

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.

In the UK, apprenticeships offer individuals the opportunity to earn while they learn, with the cost of training largely covered by employers and government funding. Here’s an overview of the financial aspects associated with apprenticeships:

For Apprentices:
Training Costs: Apprentices do not bear the cost of their training or assessment; these expenses are covered by the employer and government funding (UCAS.com).

Wages: Apprentices earn a salary during their training period. The minimum wage for apprentices is £6.40 per hour, applicable to those aged 16 to 18 and those aged 19 or over in their first year. Apprentices aged 19 or over who have completed their first year are entitled to the National Minimum Wage or National Living Wage for their age group (gov.uk).

For Employers:
Training Costs: Employers are responsible for covering the training and assessment costs of apprentices. The extent of this financial responsibility depends on the employer’s size and annual wage bill:

Levy-Paying Employers: Employers with an annual pay bill exceeding £3 million are required to pay the apprenticeship levy, set at 0.5% of their total pay bill. These funds are allocated for apprenticeship training and assessment (ICAEW.com).

Non-Levy-Paying Employers: Employers with an annual pay bill under £3 million contribute 5% towards the cost of apprenticeship training, with the government covering the remaining 95%. For example, if an apprenticeship costs £10,000, the employer would pay £500, and the government would fund £9,500 (simplyacademy.com).

Incentives: Employers may be eligible for additional payments, such as £1,000 for hiring apprentices aged 16 to 18 or those aged 19 to 24 with an Education, Health, and Care Plan (HTP.ac.uk).

Overall, apprenticeships are structured to minimize financial barriers for individuals seeking to develop their skills, while employers benefit from government support to invest in workforce development.

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.

Employers in the UK who engage apprentices have specific responsibilities to ensure a successful apprenticeship experience. Key obligations include:

1. Providing On-the-Job Training: Employers must deliver practical training that equips apprentices with the necessary skills and experience for their role. This involves guiding and supervising apprentices in their daily tasks to ensure they develop job-specific competencies (apprenticeships.gov.uk).
2. Facilitating Off-the-Job Training: Apprentices are entitled to spend at least 20% of their working hours on off-the-job training. Employers should collaborate with registered training providers to arrange this training, ensuring it complements the apprentice’s role and contributes to their development (hrprotect.wardhadaway.com).
3. Ensuring a Safe Working Environment: Employers are responsible for providing a safe and suitable workplace, adhering to health and safety regulations to protect apprentices during their training (edn.training).
4. Offering Employment Terms and Conditions: Apprentices should receive a contract of employment that outlines their terms and conditions, including working hours, wages, and holiday entitlements, in line with legal requirements (edn.training).
5. Supporting Apprenticeship Progress: Employers should contribute to the apprentice’s training plan, support their learning needs, and participate in regular progress reviews with the apprentice and training provider, typically at least every 12 weeks (apprenticeships.gov.uk).

By fulfilling these responsibilities, employers play a crucial role in developing skilled professionals and ensuring the success of apprenticeship programs.

At Fareport, we understand the requirement for training to be delivered to those residing in Scotland and Wales and as such, we are able to deliver qualifications in these locations, however, the qualifications cannot be paid for using the funds in your levy account.
The portion of your levy that relates to employees in the devolved nations will be paid directly to these governments and won’t go into your levy account. While this money is likely to be used for Apprenticeships it will not be identified as being for your organisation. The devolved authorities retain the right to continue with their own arrangements.
Where it is not possible to source a training provider in the area for funded programmes, we advise that the qualification is costed for privately; this means that they are included within any training offered and can complete their qualification alongside their colleagues based in England if required. We have worked with several national employers to design an apprenticeship programme that works across the United Kingdom.

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

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.

Fareport has worked with Liquid Friday since 2010, placing 22 apprentices and completing 17 qualifications. Their values align with ours, and apprentices bring excitement and fresh perspectives, growing with Fareport’s support.

“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.”

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