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Learning and Skills Mentor Level 4

Learning and Skills Mentors operate across the public, private, and voluntary sectors, supporting training and development in a wide range of industries. For employers, this role strengthens workforce capability by supporting effective learning across sectors including healthcare, manufacturing, education, construction, technology, and more. The purpose of the learning and skills mentor occupation is to support individuals and groups with their learning and development towards agreed goals.

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Learning and Skills mentor Level 4

Overview

KSBs

Meet the Trainers

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5.0
+ EPA
Apprenticeship Achievement Rate

Course Overview

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

The purpose of the learning and skills mentor occupation is to support individuals and groups with their learning and development towards agreed goals. They will do this by working within ethical and legal frameworks to ensure a high standard of mentoring practice. They will work collaboratively with stakeholders to inclusively meet the individual needs of the mentee. They will be committed to their own professional development and reflective practice as a mentor and within their sector.

Learning and Skills Mentors support the development of learners’ knowledge, skills and behaviours throughout their programme, particularly in applying theoretical learning in practical work environments (and usually on a one to one, or small group basis). They give practical, technical and/or pastoral support and guidance.

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. In most cases, the assessment will be graded and must show the apprentice is fully competent and productive in the occupation.
Learning and Skills Mentor End Point Assessment consists of:
  • Learner Mentor Observation followed by Question and Answer
  • Professional Discussion underpinned by a Portfolio of Evidence

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

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. These learners may be, for example, apprentices, trainees or new recruits (ranging from young entrants, to new CEOs). 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: The roles and responsibilities of a mentor, understanding the organisational and professional boundaries, legal and ethical requirements, including safeguarding
  • K2: How to establish and manage a mentoring contract
  • K3: How to plan for mentoring sessions and review and revise action plans
  • K4: Mentoring theory and models, including maintaining good practice and protocols within the mentoring relationship
  • K5: Organisational and legal requirements for recording, storing and sharing personal information
  • K6: Strategies to assess starting points of the mentee, including potential barriers to development
  • K7: Methods of communication to maintain the mentoring relationship and review progress towards agreed outcomes
  • K8: Questioning and listening techniques
  • K9: Methods for providing feedback to inform progression
  • K10: The impact of their own values, beliefs and behaviours on mentoring practice
  • K11: How to provide accurate and relevant vocational/pastoral advice and guidance to meet mentee needs, including points of referral to other professional services
  • K12: Theories and models of evaluation and reflection
  • K13: Approaches to sustainable mentoring practice
  • K14: Opportunities for continuing professional development
  • K15: The role of supervision in supporting the mentor
  • K16: Evidence-based practice informed by own research

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

  • S1: Conduct sustainable mentoring practice within organisational and professional boundaries, and legal and ethical requirements, including safeguarding
  • S2: Establish and maintain mentoring contracts with mentees and where relevant, other stakeholders
  • S3: Conduct mentoring sessions according to agreed plans
  • S4: Implement established mentoring tools and techniques to help the mentee work towards agreed outcomes
  • S5: Maintain records of mentoring practice, complying with quality, confidentiality and data protection requirements
  • S6: Establish and use assessed starting points to establish agreed outcomes of the mentoring process
  • S7: Assess and review progress and achievement of agreed outcomes and revise action plans as appropriate
  • S8: Maintain mentoring relationship through a non-judgemental and objective approach
  • S9: Use questioning techniques to encourage reflection and progression
  • S10: Provide feedback to the mentee to inform progression
  • S11: Inform, advise and guide the mentee to support development toward agreed outcomes
  • S12: Apply theories and models of evaluation and reflection to support mentee development
  • S13: Monitor and reflect on own mentoring practice, including feedback from supervision, to develop self
  • S14: Apply evidence based mentoring practice informed by own research

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

  • B1: Demonstrate and promote sustainable practices with mentee
  • B2: Work to ethical and legal standards within professional boundaries
  • B3: Be resilient and adaptable when dealing with challenge and change, maintaining focus and self-control
  • B4: Demonstrate and encourage mutual respect, displaying a deep understanding of equality and diversity, with and between learners, colleagues and appropriate agencies
  • B5: Committed to improving their own professional practice in relation to mentoring

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.

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.

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