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Procurement and Supply Chain Practitioner Level 4

Procurement is essential to business success, enabling organisations to source goods and services efficiently while achieving best value for money. For employers, effective procurement professionals help control costs, strengthen supplier relationships, optimise supply chains, and support smooth operations and high-quality service delivery. Studying procurement can open doors to diverse career opportunities, develop valuable business skills, and make you a key player in helping organisations optimise resources and achieve their goals. 

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Procurement and Supply Chain Practitioner Level 4

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Apprenticeship Achievement Rate
Programme Achievement 2024-2025

Course Overview

Procurement has become a strategic function that directly impacts an organisation’s overall performance. A well-run procurement function can improve supply chain resilience, enhance innovation, and support long-term organisational goals. Studying procurement can open doors to diverse career opportunities, develop valuable business skills, and make you a key player in helping organisations optimise resources and achieve their goals.

We offer both Level 3 and Level 4 Apprenticeships with embedded qualifications from The Chartered Institute of Procurement & Supply (CIPS), formerly the Chartered Institute of Purchasing & Supply. CIPS is a global professional body working for the procurement and supply profession in many regions of the world.

The role of Procurement and Supply professionals includes the process of procurement and the buying of goods and services. This qualification includes a Level 4 apprenticeship standard and the CIPS (Chartered Institute of Procurement and Supply) Level 4 Diploma in Procurement and Supply. Candidates should already be working within a Procurement and Supply related role and have direct opportunity to manage procurement based projects within their job role. They must also be supported by a workplace technical expert, that has a minimum of 3 years commercial/procurement experience and a relevant professional qualification.

Additional fees – please note these cannot be paid from Levy funds.  A valid membership is required for learners to submit assignments and sit exams.  Latest prices as July 2025, please visit CIPS Membership for full details.  Information on study guides are also available.

Cost to Employer (£)Payment Terms
Student Membership £199Direct with CIPS
Level 4 – 2 books £55 each and 6 books £33 eachDirect with CIPS

18 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:
  • Presentation With Questions
  • Interview Underpinned by Portfolio of Evidence 
  • Case Study Test

Fully funded through the Apprenticeship Levy or 95% government-funded for eligible employers, with minimal contribution required. Additional costs include CIPS Student membership and optional study guides. – please see the course overview section for full details.

Candidates should already be working within a Procurement and Supply related role and have direct opportunity to manage procurement based projects within their job role. They must also be supported by a workplace technical expert, that has a minimum of 3 years commercial/procurement experience and a relevant professional qualification.  Employers may also provide additional entry criteria.
  • CIPS membership required to commence apprenticeship.
  • Candidates must be over 18.

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 this Apprenticeship you (or the apprentice) must:

  • Be living and working in England
  • Be 18 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: Procurement life cycles and how they fit into the organisation’s structure and budgets.
  • K2: Relevant regulations and legislation such as procurement, data protection, environmental, social and governance, and how they impact on the procurement process.
  • K3: How to collect and utilise market, supplier, and product intelligence to inform business strategies and optimise the procurement process.
  • K4: Market and product intelligence and supplier innovation support the development of business cases.
  • K5: How commercial models are applied to generate the best value for the organisation, and how they influence customer and supplier behaviour.
  • K6: The principles of achieving efficiencies and continuous improvement.
  • K7: The importance of collaboration between the Procurement, Finance, and other business functions.
  • K8: Incorporate business objectives and needs into procurement specifications by utilising tools and techniques to create solutions.
  • K9: The principles and purpose of commercial contracting.
  • K10: How contract terms, conditions and obligations affect delivery, supplier performance and outcomes for the organisation.
  • K11: Ethical and sustainability risks and opportunities related to sourcing decisions.
  • K12: The use of procurement to drive “social value” and sustainability, such as emissions reduction, use of diverse suppliers (SMEs, Ethnic Minority Business), addressing human rights in the supply chain, and combatting environmental harm.
  • K13: The documentation and terminology that form part of the commercial contract process such as the contract and its appendices.
  • K14: The procurement negotiation techniques required to reach a mutually beneficial agreement.
  • K15: The organisation’s commercial strategy and policies, procedures, and governance processes.
  • K16: Principles and purpose of the organisations contract governance, risk management, and internal controls.
  • K17: Supplier performance monitoring, management, and reporting techniques which impact on, service, quality, and sustainability objectives.
  • K18: Category specific knowledge of contracts, market, and legislative requirements to ensure goods or services are procured in a compliant and sustainable way.
  • K19: How to conduct planning and forecasting which support the business decisions and the delivery of procurement.
  • K20: Analyse spend data and generate recommendations to feed into business and commercial strategies.
  • K21: The components, benefits, and constraints of taking a category management approach throughout the procurement life cycle.
  • K22: The digital and software tools used in procurement and supply chain management, such as “source to contract” platforms, supply chain finance tools, complex sourcing, and auctions, spend analytics, AI, risk tools and guided buying.
  • K23: The organisation’s contract award process.
  • K24: The principles of continuous improvement and how to identify and implement opportunities for improvement within the procurement and contract management process.
  • K25: The use of horizon scanning to identify the current and future needs of the sector and procurement landscape.
  • K26: Project management tools and techniques.

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.

  • S1: Manage relationships with stakeholders.
  • S2: Interpret business requirements by assessing the demand for the product or service.
  • S3: Undertake market analysis to establish potential routes to market.
  • S4: Conduct benchmarking to evaluate costs against industry standards.
  • S5: Prepare or contribute to the drafting of a sourcing plan which meets business needs, including corporate social responsibility factors.
  • S6: Use the organisation’s documentation designed for commercial procurement processes for the supply of goods and services.
  • S7: Notify potential suppliers of proposal requirements.
  • S8: Use selection and award criteria to source requirements from external suppliers evidencing how supplier bids are evaluated against them.
  • S9: Analyse the financial implications of decisions and identify cost-saving opportunities.
  • S10: Liaise and negotiate with suppliers and stakeholders to ensure the timely delivery of purchased goods and services.
  • S11: Support contract award and briefing of suppliers in line with the organisations processes and governance.
  • S12: Monitor and manage contract performance to meet time, costs, service, and quality objectives.
  • S13: Manage contract performance and advise suppliers on any areas for improvement.
  • S14: Maintain contract documentation such as change control, version control.
  • S15: Use IT and software to produce spreadsheets and presentation packages to communicate information.
  • S16: Identify, raise, and facilitate discussions with stakeholders to resolve any issues or risks.
  • S17: Analyses sustainability challenges and risks at each stage of the product or contract life cycle.
  • S18: Manage information in accordance with policy and processes.
  • S19: Continuously review work processes to identify and eliminate inefficiencies and simplify workflow.

S20: Use available systems and tools to identify relevant data.

S21: Interpret, analyse, and evaluate data through questioning to drive actionable intelligence and support decision making.

S22: Use horizon scanning to identify future changes in procurement and contracting.

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

  • B1: Role models ethical behaviour and practices.
  • B2: Seeks learning opportunities and continuous professional development.
  • B3: Takes responsibility, shows initiative, and is organised.
  • B4: Considers the “big” picture and the detail together.
  • B5: Works flexibly and adapts to circumstances.
  • B6: Works collaboratively with others across the organisation and external 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.

A career in procurement and supply in the UK offers diverse opportunities across various industries, focusing on sourcing goods and services to meet organisational needs. Professionals in this field are responsible for negotiating contracts, managing supplier relationships, and ensuring cost-effective purchasing strategies. The sector is experiencing significant demand, with many organisations actively seeking procurement specialists (Reed).
Salaries in procurement and supply vary based on experience and position. Entry-level roles, such as purchasing administrators, typically start around £19,000 per year. With experience, purchasing managers can earn between £40,000 and £55,000, while senior positions like procurement directors can command salaries up to £120,000.
These figures indicate a promising financial outlook within the field. For individuals with strong negotiation, analytical, and organisational skills, pursuing a career in procurement and supply can be both rewarding and offer substantial career growth opportunities.

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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