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Impellus is an approved provider of leadership and management apprenticeships to employers.Click on image to expand
Book by Friday 21st December to start your apprenticeship(s) January 2019.
Links to key sections on this page
- Management Apprenticeships address Leadership Challenges
- Misconceptions around Management Apprenticeships
- Get on board with a Management Apprenticeship
- FAQs on Management Apprenticeships
- FAQs on Apprenticeship Levy
Delivering Management Apprenticeships under the Apprenticeship Levy
Impellus is approved to deliver the ILM Level 3 Diploma in Management and Leadership, an intensive development programme for managers.
It delivers the management apprenticeship across its 25 UK training venues having been appointed by the Education and Skills Funding Agency to the Register of Apprenticeship Training Providers in January 2018. This appointment offers interesting opportunities to work with existing clients who are paying into the Apprenticeship Levy and with new organisations – to help them address skills shortages by developing the leadership and management capabilities of their existing employees through subsidised learning.
How Management Apprenticeships can address Leadership Challenges
The development of leaders and managers is seen as a priority by many organisations as the environments in which they operate becomes increasingly changeable. However, only half of employers are aware that funding is available for learning across all levels of the business.
A management apprenticeship opens up the opportunity for structured learning leading to a recognised professional qualification. The top programmes offer rich blended learning that combines formal education with coaching, on the job training and experiences that help to embed the knowledge within the organisation.
This is where management apprenticeships under the Apprenticeship Levy come in….. Our infographic to the right highlights the leadership challenges currently facing organisations and the benefits to employees and employers to be gained by an apprenticeship programme.
Misconceptions around Management Apprenticeships
There are many misconceptions and myths around apprenticeships which hark back to the traditional apprenticeship which was for a young person to join a business and learn a trade over several years. Apprentices were often low-paid workers studying a technical trade.
As our Frequently Asked Questions (FAQs) below show, this is no longer the case.
We also handle the objection that is often raised around the ‘20% off the job training’ rule in our infographic on the right and within our FAQs.
These misconceptions have not helped the take-up of management apprenticeships since the launch of the Apprenticeship Levy. However, with improved communication among senior leaders, middle management, training providers and the Government, these perceptions can be changed and the shift to a culture of learning initiated.
How Impellus can help you get on board with a Management Apprenticeship
The introduction of the Apprenticeship Levy has not been straightforward and we know that there is considerable administration involved in setting up an apprenticeship programme. We also understand the reluctance of some managers to become involved due to the traditional reputation of apprenticeships – however, the new apprenticeship standards can transform these perceptions for the future.
Impellus will work with you to deliver the ILM Level 3 Diploma in Management and Leadership and to ensure that it:
- Is in line with your organisation’s goals
- Helps you to position the professional qualification as something that managers aspire to achieve
- Engages your senior and middle management to communicate and change the perception of apprenticeships
- Supports your HR department
- Inspires your learners
- Delivers return on your Levy payments
Impellus blog posts on Management Apprenticeships and the Apprenticeship Levy can be read here.
Frequently Asked Questions (FAQs) – Management Apprenticeships
Q. Can my managers and senior managers study an apprenticeship?
A. Yes, the best management apprenticeship programmes combine on-the-job training with formal learning and coaching to help to embed the learning. The Government has also approved a fund allocated for MBA’s and degree apprenticeships.
Q. Aren’t apprenticeships for manual workers or tradespeople rather than managers?
A. In the past, apprenticeships have traditionally been for low wage earners who wanted to learn a ‘trade’. Now apprenticeships are available across all areas of an organisation and are an excellent way to develop the leadership and management skills within a business.
A. ‘20% off the job learning’ must not be confused with ‘20% away from the workplace in training’. It can be used for learning and assessment time, as well as your managers working on the performance of their teams in line with strategy, as opposed to just working in their jobs – a fundamental skill of a manager.
Q. I want to spend more money than I have in my Apprenticeship Levy pot – is this possible?
A. It can be a great idea to consider overspending, as the Government will fund 90% of any overspend.
Q. What’s the time commitment required for a management apprenticeship?
A. A management apprenticeship demands significant commitment from the employer organisation and the individual themselves. The programme must be a minimum of 12 months and usually lasts 15-18 months and will involve working in class, assignments, projects and assessments.
Q. Is it right that leading management/business schools and professional management bodies are now offering apprenticeships?
A. Yes, the Open University, Cranfield School of Management and Ashridge Business School, for example, all offer higher and degree apprenticeships in leadership and management. Two of the most influential UK bodies, the Chartered Management Institute (CMI) and ILM, also offer management apprenticeships from Level 3 up to Senior Leader Master Degree apprenticeships.
Q. As an employer, I’m not confident about the long-term supply of leaders and managers in our organisation. I’d like to use the Apprenticeship Levy to fund a formal leadership development programme, but think my managers will feel that an apprenticeship denotes that they need additional support and are starting out in management – how do I overcome this?
A. This perception of apprenticeships (like others mentioned above) harks back to the traditional apprenticeships for tradesmen. It is not the case nowadays. The best apprenticeship training providers will work closely with an employer to deliver a programme that meets the organisation’s requirements and includes ‘off-the-job’ training and end point assessments to meet its objectives.
If your managers have been in their role for a while, they will value the opportunity and appreciate the professional and personal development.
Q. I have a technician who has shown interest in studying a Level 3 Management Apprenticeship. Is this possible?
A. Yes, if your technician has, or aspires to have, people reporting to them and the apprenticeship would help them in their current role and to develop their career in the future, it would be suitable.
Your senior management, HR department and the individual must be bought-in to the benefits of an apprenticeship and committed to the work involved. In addition, it will involve new HR administrative processes, if you have not run an apprenticeship programme before.
Q. I’m unsure on the levels of management apprenticeships – can you clarify?
A. Yes, a Level 3 Management Apprenticeship can be appropriate for a supervisor of first line manager. A Level 5 is for operational, departmental or regional managers and a Level 7 apprenticeship covers a Master’s level qualification for senior leaders.
Q. If we commit to a management apprenticeship, how can we ensure it will work and deliver on our investment?
A. It will require buy-in from all areas of the business and senior management will need to reinforce a culture of learning in your workplace. Time will be needed to make it work and it will require changes within your organisation to be effective.
That said, an apprenticeship can open doors for new learning cultures and development programmes demonstrating the vital importance of L&D initiatives. Before the programme starts, set qualitative and quantitative objectives. Apply the same measures for demonstrating ROI that you would to other learning and development programmes – assess employee retention and satisfaction rates, growth percentage and performance output, etc.
You may consider doing a pilot scheme first to test the waters and to help the entire organisation understand that apprenticeships are a long-term investment like any learning and development activity.
Apprenticeships under the Apprenticeship Levy
Q. Is the Apprenticeship Levy just for use by existing apprentices?
A. No, it feeds your organisation’s government subsidised overall learning and development fund.
Q. Why was the Apprenticeship Levy set up?
A. It was established by the Government to boost overall investment in training and to increase apprenticeship numbers.
Q. Is the funding available for learning across all levels of a business?
A. Yes, it is not just for young employees, graduates/school leavers or those starting out in their careers. It can be used for employees of all ages, duration of service and job titles across an organisation, as long as the apprenticeship is relevant to the employee’s role.
Q. If I don’t take advantage of the Apprenticeship Levy for learning and development in my organisation, do we still have to pay the levy?
A. Yes, your contribution will be deducted from your business irrespective of whether you use it.
Q. How do I know if our organisation has to contribute to the Apprenticeship Levy?
A. With effect from 6 April 2017, for all employers with a salary bill of over £3M per annum, payment is compulsory. The levy accounts for 0.5% gross of the organisation’s annual PAYE bill.
Q. I believe there was something in the Chancellor’s Spring 2018 statement to support small employers?
A. Yes, Phillip Hammond announced on 13th March 2018 that the education secretary will release up to £80M to support small businesses to employ an apprentice.
Q. I’m a large employer so have thousands of pounds worth of Apprenticeship Levy funds to spend. If I don’t claim the funds within the two years (6.4.17 to 5.4.19) what happens?
A. The unused funds will expire. So, you may as well invest in some learning and development for your employees and get a return on your expenditure by utilising the levy.
Q. Do the Apprenticeship Levy contributions cover all aspects of an apprenticeship programme?
A. No, the Levy contribution can only be spent on delivering the training. Other costs like the design, tailoring, administering and supporting the programme must be met by the organisation.
Q. Is the system for how employers can access funds the same across the UK?
A. No, Scotland, Wales, England and N. Ireland each has its own process. Employers in England can access money paid into their apprenticeship service account to invest in partnerships.
Q. We’ve not employed an apprentice before. Should we be considering one?
A. Yes, it would be worth considering an apprenticeship for any vacancy that occurs. Where learning and development needs are identified for existing employees, it is also worth considering an apprenticeship programme.
Q. How should I identify the area of the business to consider for an apprenticeship?
A. One way would be to analyse your business and identify skills gaps while looking at your aspirational needs. You could use the levy to meet these requirements. Another way would be to review where you’ve had to spend budget in the past on developing your employees and ask a provider to match this requirement to an apprenticeship standard and utilise the levy for this.
A full list of apprenticeships available under the Levy can be found at: www.findapprenticeship.service.gov.uk
Q. How do I find a training provider to work with who is approved to deliver under the Apprenticeship Levy?
A. The Education and Skills Funding Agency (ESFA) has a Register of Apprenticeship Training Providers (RoATP). You can consult this to identify providers that you may like to contact to discuss your requirements. We recommend that you select a provider who is willing to work in partnership with you and to support you to achieve strategic objectives.
Q. Is the registration for an apprenticeship tied to the academic year?
A. No, an apprenticeship can start at any time of the year, although you may find that the training provider you select to work with has an intake of apprentices at a certain time of the year.
Q. Is an apprenticeship tied to the period of employment with the existing employer?
A. No, an apprenticeship is a portable development programme that the apprentice can carry with them wherever their career takes them.
Q. We already have a graduate training programme. Can we rename this to fit into the Apprenticeship Levy?
A. No, you cannot rebrand your existing management training programme. Any programme funded by Levy contribution has to meet defined standards, has to be approved and a portfolio of evidence has to be compiled.
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