Why 20% off-the-job doesn't have to be a barrier

Although we work with brilliant employers that have seen many benefits from the levy, as??a??national??training??provider??we’re still hearing grumbles about the 20% off-the-job requirements and how they affect businesses.

As part of their programme, all apprentices must spend 20% of their learning ‘off-the-job’ to achieve their qualification. Although it supports the??development??of??the??apprentice, it’s??clear??that employers find the concept a barrier when recruiting into the business or putting existing employees on a relevant programme.

We published a survey in partnership with CIPD’s People Management Magazine, where we found that more than half (59%) of levy-paying respondents??felt??that??the??off-the-job??training??requirement was their main issue or concern with the levy to date. Although on paper 20% equates to one working day per week, it’s not as black and white as employees being away from their working environment for 8 hours every week.

Employers are still seeing off-the-job as the old fashioned ‘day release’ where apprentices went off to college or spent time in the classroom - but we’ve reached a new age of apprenticeships where it shouldn’t stop employers from implementing programmes that can enhance the development of their employees.

Classroom learning can make a portion of off-the-job, but it can also include mentoring, industry visits, events, shadowing or getting involved in community or CSR-based projects. There’s lots of flexibility in off-the-job too, it could be as a part of each day, one day per week, a week in every block of five, or as a block release.

Although it’s important for your apprentice to meet??with??a??sector??specialist??to??develop??their??skills, knowledge, and behaviours, not all the off-the-job training needs to be face-to-face with a tutor away from the workplace. 20% off-the-job has given greater flexibility for employers, as well as providing huge opportunities for apprentices to learn - they’re no longer chained to a desk in a??classroom??working??through??theory, they’re??learning through different experiences that really build their skills within the workplace.

We work with employers to find the right balance, and we know every sector is different which is why our trainers are specialists in their respective industries - they understand how their industry works and the best way to deliver training in its workplace.

It’s important that training providers are working with employers to find the right balance - if a programme doesn’t benefit your business, it won’t benefit the apprentice either.?Although it may seem that 20% is a high figure for apprentices to be away from their ‘day-to-day’ tasks and workings, when you look at the details of what off-the-job can include, it easily becomes a natural fit for many businesses and can really enhance development.

There’s no getting around it, off-the-job is an integral part of all apprenticeship programmes, and it is the joint??responsibility??between??the??apprentice, the??employer, and the training provider to ensure that apprentices are getting time to complete their off-the-job requirements.

If meeting the off-the-job requirements is proving to be a headache for your business, or putting you off utilising apprenticeships, I’d highly recommend speaking to a training provider about the different aspects of off-the-job and how it can work within your organisation.?It doesn’t have to be a barrier to succeeding with the levy.