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Data Technician Level 3

The Level 3 Data Technician Apprenticeship is designed to equip learners with the skills needed to collect, organise and analyse data to support business decision making. During the programme, apprentices will develop the ability to source data from a range of systems, ensure its accuracy and quality, and apply basic analytical techniques to identify trends and insights. They also learn how to present findings clearly through reports, dashboards or visualisations, while working in line with data protection, security and ethical standards. The programme combines practical workplace experience with structured learning and is assessed through a portfolio of evidence and an end point assessment, which includes a practical task and a professional discussion.

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Overview

KSBs

Meet the Trainers

FAQs

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Course Overview

Data Technicians will support businesses to make effective use of their data. In this role, a Data Technician is responsible for collecting and extracting data from different systems, ensuring it is accurate, complete and fit for purpose. They clean and organise data so it can be analysed, then apply basic analytical techniques to identify trends, patterns and insights that help inform business decisions. A key part of the role also involves presenting data clearly through reports, dashboards or visualisations, and communicating findings to a range of stakeholders. Data Technicians are expected to work in line with data protection regulations, security requirements and ethical standards, while collaborating with colleagues across the business to support data driven activities.

24 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. 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:

  • Early career or entry level individuals
  • People starting a career in data, analytics or digital roles
  • Individuals already working with data who are looking to upskill
  • Staff responsible for reporting, data entry or processing, or supporting teams through analytics

 

This programme is suitable for organisations across all sectors, as data plays a critical role in almost every industry. This includes in finance, retail, healthcare, manufacturing or the public sector. Businesses who rely on accurate data to inform decisions, improve performance and drive efficiency should also consider this programme. This Apprenticeship can be applied in a wide range of workplace settings where employees are responsible for handling, analysing or reporting on data.
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: Types of data, for example, structured, unstructured, qualitative, quantitative, numeric, strings, compound data types.
  • K2: Common sources of data, for example, internal, external, open data sets, public and private.
  • K3: Data storage formats and their importance for analysis, for example, relational database tables, spreadsheets, bespoke digital applications, comma separated value lists, text documents, voice and video.
  • K4: Data element formats and how their selection can impact precision, analysis and communication, for example, integers, floating point numbers and their precision, scientific notation, date formatting as strings.
  • K5: How to access and extract data from already identified sources.
  • K6: How to collate and format data in line with organisational standards.
  • K7: Why it may be important to anonymise data, for example for privacy, security and regulatory compliance, or to eliminate potential for bias.
  • K8: How to anonymise data, for example one-for-one replacement of names, addresses or telephone numbers with distinct new values, without changing data structure or relationships.
  • K9: Management and presentation tools to visualise and review the characteristics of data. Examples include spreadsheets with tables and charts, dashboarding tools, custom tools for particular data types, systems or contexts.
  • K10: Communication tools and technologies for collaborative working, including the ability to share data and findings of data reviews. Examples include dashboards, shared whiteboards, or presentation tools for video conferencing for face-to-face contexts or digital presentation displays.
  • K11: Communication methods, formats and techniques to help audiences understand data findings and their implications, for example written, verbal, non-verbal, presentation, email, conversation, storytelling and active listening.
  • K12: Roles within an organisation needing access to data or to understand data findings, and how these roles impact the amount of detail needed in data communications, for example, customer, manager, peer; technical and non-technical.
  • K13: How to combine data from multiple sources. For example using look ups, copy and paste and visualisation tools or data blending tools on bespoke systems.
  • K14: Understand the capabilities within data analysis, visualisation, and querying tools, for example, spreadsheets or database viewers or digital display screens on bespoke systems for use in answering questions, solving problems, and the potential to use automation for repeated data manipulation.
  • K15: How to filter details, focusing on information relevant to the data tasks and purpose.
  • K16: Basic statistical methods to extract relevant information from structured and unstructured data, for example, counting rows, calculating the mean and standard deviation of numeric fields, counting words in a document, listing the most common values, calculating percentage contributions or percentage differences between data items.
  • K17: Common data quality issues that can arise for example misclassification, duplicate entries, spelling errors, obsolete data, compliance issues and misinterpretation or translation of meaning.
  • K18: Methods of validating data and the importance of taking corrective action, for example checking the source of information, identification and standardisation of outliers, adjusting item counts or totals of values.
  • K19: Legal and regulatory requirements surrounding the use of data for example GDPR, Data Protection Act, data security, intellectual property rights, data sharing, marketing consent, personal data definition, and sector specific standards.
  • K20: The ethical use of data, including in relation to its use with Artificial Intelligence and other automated systems, and the potential impacts of unethical use of data on the organisation.
  • K21: The value of data to an organisation, for example to understand behaviours, to assess stakeholder sentiment, to interpret inputs received, to identify trends, to improve decision making and efficiency, or to build strategic or tactical plans to address a current situation.
  • K22: The significance of understanding cultural awareness, diversity and accessibility with respect to data sets.
  • K23: The relationships between data, machine learning, Internet of Things (IoT), Artificial Intelligence (AI) and Generative AI. For example, the impact of data and any biases within it on training AI models, and the impact of AI on data volume, quality, security, privacy and ethical considerations.
  • K24: Sustainable data practices for example organisational policies and procedures relating to environmental impact and sustainability, green data centres, and responsible data storage.
  • K25: Principles and policies of equity, diversity and inclusion in the workplace and their impact on the organisation.
  • K26: Understand when and how to apply the principles of prompt engineering to identify and research effective data transformation techniques to ensure data quality and integrity.

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: Select and migrate data from already identified sources.
  • S2: Format and save datasets.
  • S3: Summarise, analyse and explain gathered data.
  • S4: Combine data sets from multiple sources and present in format appropriate to the task.
  • S5: Use tools and/or apply basic statistical methods to identify trends and patterns in data.
  • S6: Identify faults and cleanse data to improve data quality, for example identifying gaps, duplicate entries, outliers and unusual variances, including cross-checking across data elements or between data sources.
  • S7: Audit data results for maintenance of data quality, reviewing a data set once all sources are combined, to ensure accuracy, completeness, consistency and traceability from original data.
  • S8: Demonstrate the different ways of communicating meaning from data in line with audience requirements.
  • S9: Produce clear and consistent documentation of the data provided to others and of actions completed. Where appropriate or mandated by the working context, this documentation should use standard organisational templates.
  • S10: Store, manage and distribute data in compliance with organisational, national, sector specific standards and or legislation.
  • S11: Considers sustainability and ways to reduce impact. For example, using cloud storage, sharing links to files, avoid storing multiple versions of files, and reducing the use of physical handouts of documentation.
  • S12: Parse data against standard formats, and test and assess confidence in the data and its integrity.
  • S13: Operate collaboratively in a working context that accounts for, and takes advantage of, the roles, skills and activities of others, especially those interacting with the same data sets or working towards a common goal.
  • S14: Prioritise own activities within the context of the duties to be performed, taking account of any known or expected impact on others.
  • S15: Follows equity, diversity and inclusion policies in the organisation for a common goal.
  • S16: Demonstrate the ability to use different tools and methods to formulate and utilise effective prompts to research, apply, and evaluate data transformation techniques.

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 whether working independently or in a multidisciplinary team.
  • B2: Work independently and methodically.
  • B3: Support social inclusion in the workplace. For example consider the needs of the audience.
  • B4: Takes responsibility for acting sustainably in their role for example switching off lights and systems when not in use, reducing file size and attachments on emails, and recycling.

Meet the Trainers

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.

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

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

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

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