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Learning & Development Practitioner Level 3

Learning & Development professionals help organisations grow by designing effective training and building a culture of continuous improvement. For employers, this programme develops skills in learning design, delivery, and impact measurement, supporting workforce capability across HR, education, and related functions.
A Learning and Development Practitioner’s role is often focused around the practical delivery of training, whilst working alongside colleagues in Human Resources to identify training needs.

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Custom Link Learning & Development Practitioner Level 3

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5.0
+ EPA
Apprenticeship Achievement Rate

Course Overview

The Learning and Development Practitioner Level 3 Apprenticeship provides employers with an opportunity to develop employees who can play an active role in improving skills, capability, and performance across their organisation.

Through the apprenticeship, employees develop practical capabilities across the complete learning cycle. This includes designing inclusive learning activities and resources, delivering learning through face to face, digital, and blended approaches, providing developmental feedback, and evaluating whether learning has achieved the required outcomes. They also develop their understanding of how data, technology, business priorities, and organisational objectives influence effective learning and development.

For employers, the programme can help build internal learning and development capability while ensuring that training is closely connected to genuine business needs. Apprentices learn to work collaboratively with managers, subject matter experts, HR teams, and other stakeholders, helping the organisation identify skills gaps and create learning solutions that support improved performance at individual, team, and organisational level.

The Learning and Development Practitioner Level 3 Apprenticeship provides employers with an opportunity to develop employees who can play an active role in improving skills, capability, and performance across their organisation. The programme is ideal for employees who are responsible for identifying learning needs, designing or sourcing learning solutions, delivering engaging training, and evaluating the impact of learning. It can support employees working within a dedicated learning and development function as well as subject matter experts who have responsibility for developing the knowledge and skills of others.

Through the apprenticeship, employees develop practical capabilities across the complete learning cycle. This includes analysing individual and team learning needs, consulting with stakeholders, designing inclusive learning activities and resources, delivering learning through face to face, digital, and blended approaches, providing developmental feedback, and evaluating whether learning has achieved the required outcomes. They also develop their understanding of how data, technology, business priorities, and organisational objectives influence effective learning and development.

For employers, the programme can help build internal learning and development capability while ensuring that training is closely connected to genuine business needs. Apprentices learn to work collaboratively with managers, subject matter experts, HR teams, and other stakeholders, helping the organisation identify skills gaps and create learning solutions that support improved performance at individual, team, and organisational level.

13 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.
End Point Assessment consists of:
  • Work Based Project / Professional Discussion
  • Presentation/ Q&A

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

The Learning & Development Practitioner Level 3 Apprenticeship is great for people who are starting their career in Learning and Development or who support learning activities within their organisation. Gaining knowledge throughout, on how to identify learning needs, considerations for delivery of training and delivering training. Learners will also understand how to effectively evaluate learning. This apprenticeship gives a great foundation of knowledge in a learning and development environment.

The programme is ideal for employees who are responsible for identifying learning needs, designing or sourcing learning solutions, delivering engaging training, and evaluating the impact of learning. It can support employees working within a dedicated learning and development function as well as subject matter experts who have responsibility for developing the knowledge and skills of others.

Candidates should be working in a role where they are identifying learning / training needs, designing / sourcing training and learning solutions, delivering and evaluating training, and working with stakeholder / business area managers. 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.

  • Foundation level theories and models that underpin effective adult learning and group behaviour. For example, training/learning cycle, group dynamics, continuing professional development, evaluation.
  • How different learning delivery channels – face-to-face, blended or digital – contribute to effective learning.
  • How to measure the impact of a learning intervention on delegates, eg L1/L2 Kirkpatrick, improvement in skills.
  • The latest learning practice.
  • How diversity and inclusion influences the planning and delivery of L&D interventions.
  • What their organisation does, its structure, values and its external market and sector. This may include the needs of the staff impacted by the move to a net carbon zero economy by 2050 and the requirements for a just transition.
  • The commercial context and drivers and process behind learning needs and solutions.
  • This may include an organisation’s sustainability strategy or exposure to the UK Government’s policy for net carbon zero emissions by 2050, for example, ensuring a just transition for those with legacy skills into the new green economy.
  • The various L&D roles that may be required for effective learning and development in an organisation.
  • Their roles and responsibilities within the L&D structure.
  • The policies and processes required for effective organisation learning.
  • The role of data to analyse learning needs and ensure effective delivery.
  • How internal information systems can support learning.
  • How technology supports learning, including understanding of digital platforms / delivery channels as relevant.

More information on the Standard is available here.

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

  • Identify and analyse learning needs: establish team and individual capability and learning gaps, in line with organisational performance outcomes and to enable effective evaluation. This may include the needs of the staff impacted by the move to a net carbon zero economy by 2050 and the requirements for a just transition.
  • This may include an organisation’s sustainability strategy or exposure to the UK Government’s policy for net carbon zero emissions by 2050, for example, ensuring a just transition for those with legacy skills into the new green economy.
  • Use sound questioning and active listening skills to understand requirements and establish root causes i.e. establishing that it really is a learning/training need, before developing L&D solutions.
  • Consult with stakeholders to draw out relevant information and provide feedback to inform learning and training needs requirements.
  • Use effective analytical skills to seek out and analyse information.
  • Take ownership through to resolution, escalating complex situations as appropriate.
  • Design, construct and structure training / learning resources to meet a variety of needs, which will include:
  • Research of delivery options and resources including digital / online / blended solutions (including identifying existing resources)
  • Planning programmes / sessions / modules
  • Selecting appropriate delivery methods
  • Designing creative, engaging, appropriate, and inclusive learning activities (could be e-learning, digital collaboration, group sessions, blended etc.)
  • Developing materials and resources to support learning.
  • Confidently engage all learners in structured learner-centered training, primarily of ‘content-driven’ training resources.
  • Plan, organise and prepare for a training/learning event/intervention in a timely fashion.
  • Interact with learners of varying abilities, using a broad range of techniques and carefully planned and executed questioning techniques.
  • Facilitate and deliver learning in a face-to-face, blended and digital environment as appropriate.
  • Monitor a learner’s progress and deliver motivational and developmental feedback.
  • Manage participation, attitudes and behaviours to reach learning objectives.
  • Use effective coaching skills to enable learners to achieve learning objectives.
  • Evaluate the impact of learning solutions – measure and assess development initiatives for effectiveness, business relevance, efficiency, and continually seek ways to improve learning solutions.
  • Build evaluation mechanisms for learning outcomes including the use of quantitative and qualitative feedback where appropriate.
  • Apply techniques to analyse the impact of training from learners’ experience.
  • Communicate and influence through a range of media e.g. phone, face-to-face, email, online / virtual, adapting their style to their audience.
  • Build trust and sound relationships with customers/learners/colleagues.
  • Handle conflict and sensitive situations professionally and confidentially.
  • Consistently support colleagues / collaborate within the team and L&D to achieve results.
  • Build and maintain strong working relationships with others in the L&D team, HR and the wider business as required.

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

  • Proactively look, listen and question to understand and learn.
  • An interest in new ideas and techniques, seeking and taking on board feedback, identifying areas for self-development.
  • A willingness to explore and take risks to learn something new.
  • Consideration of the needs of others alongside the needs of the business.
  • They act with integrity and demonstrate organisational values in the way they interact with others.
  • They deliver the outcomes of their work through co-design, with a willingness. to question and challenge as appropriate.
  • An energy and enthusiasm for their work, ensuring the focus is always on delivering the best learning outcomes and impacts.
  • Responsiveness and flexibility to changing business and learner needs.
  • Personal resilience to manage competing priorities.
  • Confidence in delivery.

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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.

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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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