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Operations Manager Level 5

This Operations Manager apprenticeship develops the leadership and strategic skills employers need to drive operational excellence. Learners gain the capability to lead teams, manage complex projects, and deliver measurable performance improvements across the organisation. This programme is ideal for individuals in senior management roles with direct responsibilities for leading teams and driving performance across various industries and sectors.

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Operations Manager Level 5

Overview

KSBs

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Course Overview

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

The Operations/Departmental Manager Apprenticeship is ideal for individuals in senior management roles with direct responsibilities for leading teams and driving performance across various industries and sectors. It offers a valuable opportunity for leaders to enhance their people management skills and gain fresh techniques that can be applied directly to their workplace.

To successfully complete this apprenticeship, you’ll manage teams and projects to achieve departmental goals aligned with your organisation’s strategy. You’ll also develop a strong understanding of leadership and motivation techniques, learning how to apply these effectively to improve team performance and manage supervisors and team leaders with confidence.

Example roles could be Senior or department managers in HR, Finance, Support Services, Retail, or Distribution, typically managing a team of first line managers.

15 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. 
Operational Department Manager End Point Assessment consists of: 
  • Project with Report 
  • Professional Discussion underpinned by Portfolio of Evidence 

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

The Operations/Departmental Manager Level 5 Apprenticeship is aimed at professionals in senior management roles across various industries who have direct responsibility for leading teams, managing projects, and driving business performance. It’s ideal for those looking to enhance their leadership skills, develop strategic thinking, and gain formal recognition for their management expertise.

Candidates should already be working at a Senior Management level and have direct line reports within their job role. 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: Presentation skills and methods.
  • K2: Relevant regulation and legislation requirements, and their impact on their team, the individual, their role and the organisation.
  • K3: Legislation and organisational policies relating to equity, diversity and inclusion in the workplace and their impact on the organisation and stakeholders.
  • K4: Approaches to people management, for example recruitment, performance management, reward, and talent management and resource planning.
  • K5: IT and software tools used to support the current and future needs of the organisation, including advances in technology.
  • K6: Methods for researching, analysing, interpreting and evaluating data to inform judgements and enable decision making.
  • K7: Financial management techniques and implications of decisions for budgets.
  • K8: How to identify and manage organisational improvement opportunities.
  • K9: Project management tools and techniques.
  • K10: Methods used to identify, manage and prioritise stakeholder relationships.
  • K11: The current and future needs of the sector and the impact on their organisation.
  • K12: Problem solving and decision-making techniques.
  • K13: Influencing and negotiation models and techniques.
  • K14: Conflict resolution and mediation processes.
  • K15: Communication techniques and approaches.
  • K16: Ethics and values-based leadership theories and principles, for example employee wellbeing.
  • K17: Change management concepts and methods for implementing change within the organisation.
  • K18: Leadership and management tools and techniques.
  • K19: The sector in which the organisation operates and its impact on their role.
  • K20: The continuous development requirements and learning needs of their team.
  • K21: Business continuity principles, including risk assessment, contingency planning and disaster recovery.
  • K22: Organisational policies and procedures, for example health and safety.
  • K23: Responsible organisation policies and practices covering social, environmental, and economic factors, including sustainability.
  • K24: Coaching and mentoring techniques.
  • K25: The strategic direction of the organisation and the impact on operational plans.

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

  • S1: Communicate and present information to stakeholders using different types of media.
  • S2: Identify problems and provide solutions.
  • S3: Manage and set goals and accountabilities for individuals and teams.
  • S4: Analyse performance data for individuals and teams to identify areas for improvement.
  • S5: Manage and influence project activity to deliver within budget and resource requirements.
  • S6: Lead and influence the team and individuals to support an inclusive culture of equity, diversity, and the promotion of well-being.
  • S7: Motivate team members and individuals through collaborative activities, for example one-to-one coaching and team meetings, to achieve organisational goals.
  • S8: Use digital tools to analyse information and monitor performance and budgets to drive the implementation and delivery of plans and projects.
  • S9: Research, interpret and analyse information to inform the implementation of business plans or projects.
  • S10: Evaluate the impact of outcomes from organisational plans or projects to drive the decision-making process.
  • S11: Interpret and implement the practical application of regulation, legislation and organisational policies for stakeholders.
  • S12: Manage continuous improvement and change for their team and organisation.
  • S13: Analyse and prioritise organisation activities in response to the operating environment.
  • S14: Implement business continuity plans, including risk assessment, contingency planning and disaster recovery, to ensure the uninterrupted operation of critical functions.
  • S15: Identify and respond to external factors that may influence the future landscape and evaluate their impact on the organisation.
  • S16: Influence and negotiate with stakeholders to shape and agree goals and outcomes.
  • S17: Manage relationships across multiple and diverse stakeholders.
  • S18: Deliver sustainable services and solutions which allow the organisation to respond to changes in social, economic and environmental factors.
  • S19: Manage and facilitate learning and continuous professional development for their team.
  • S20: Coach and mentor individuals within their team.
  • S21: Develop and implement operational plans that align with the strategic direction of the organisation.

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

  • B1: Acts professionally, ethically and with integrity.
  • B2: Supports an inclusive culture, treating colleagues and stakeholders fairly and with respect.
  • B3: Takes accountability and ownership of their own and the team’s tasks and workload.
  • B4: Seeks learning opportunities and continuous professional development for self and the wider team.
  • B5: Works flexibly and adapts to circumstances.
  • B6: Works collaboratively with others across the organisation and stakeholders.

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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.

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.

Pursuing a career as a Team Leader can be both rewarding and offer significant growth opportunities.
Team Leaders play a crucial role in guiding and motivating teams to achieve organisational objectives. They act as a bridge between staff and higher management, ensuring effective communication and workflow. Salaries for Team Leaders vary based on industry and experience, typically ranging upto £30,000 per year (National Careers Service).
With further training and development, progression to higher management roles is possible, with salaries upto £65,000, depending on the sector and employer (Sysco).

Pursuing a career as an Operations Manager can be both rewarding and offer significant growth opportunities.
Operations Managers oversee the day-to-day operations of a business, ensuring efficiency and effectiveness across departments. They are responsible for managing staff, resources, and budgets while driving improvements and maintaining operational excellence. The average salary for an Operations Manager in the UK is approximately £57,500, though this can vary based on experience, location, and industry (Total jobs).
Entry-level positions may start at around £28,000, with potential to progress to roles earning up to £65,000 or more (Reed).
Experienced Operations Managers, especially in sectors like construction, can earn between £60,000 and £80,000, with senior roles in large companies offering higher compensation (Essential Site Skills).

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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