Apprentice recruitment

Why take on an apprentice?

Recent government promotions have focused on apprenticeship as a valuable tool in training the workforce of the future. EEF believes that the apprenticeship programme, with its combination of off-the-job training and "hands on" learning provide skills which are of real value to employers.

What can an apprentice do for me?

These remarkable young people can make a real difference to the productivity and profitability of your business. They learn practical and theoretical skills in engineering which are of real value to your business. They bring a fresh perspective and outlook to the company culture. They can be an important part of your company’s strategic plans to expand, diversify or increase productivity.

What kinds of apprenticeship are there?

In recent years, there has been an increase in the types of apprenticeship available. The two most common varieties are the Apprenticeship (Level 2) and Advanced Apprenticeship (Level 3). More recent additions are the Young Apprenticeship (for pre-16), and the Higher Apprenticeship (Level 4 and above).

The following information relates directly to Apprenticeships and Advanced Apprenticeships. Information on Higher and Young Apprenticeships can be found further down.

What are apprenticeships?

An apprenticeship is a programme of learning which incorporates both off- and on-the-job training. It comprises a suite of qualifications – the Technical Certificate (the college day-release element), and an NVQ (to assess on-the-job competence). Key Skills in core functional subjects such as Communication, Problem Solving, and Application of Number are also included. Apprentices are usually employed by a company for the duration of the programme, with all the rights and responsibilities that this entails.

To find out more about how Apprenticeships operate, go to SEMTA website here (the Sector Skills Council for Science, Engineering and Manufacturing Technologies). This site has details of the content of both levels of Apprenticeship in Engineering.

Is funding available?

The funding available varies depending on how old the apprentice is, and what qualifications they are taking. For apprentices aged 16-18 at the start of the course, full funding is usually available. This means that the cash costs of the Technical Certificate, NVQ and Key Skills will be met by the local Learning & Skills Council.

You will need to pay the young person’s salary, and also any supervisory costs, and the cost of any extra training you might want. For young people aged 19-24 at the start of the programme, this funding is cut by nearly 50%. If you take on an apprentice who is aged 25 or over at the start of the programme, there is currently no national funding available. However, there may be regional priorities or sectoral programmes running which support adult apprentices.

How are apprenticeships run?

All apprenticeships in Engineering usually begins for the trainee with an intensive period of off-the-job training. This lasts 6-12 months, and covers health and safety, basic engineering principles, and basic engineering practical skills. It is usually undertaken at a college or private training provider such as a Group Training Association (see “What organisations exist to help with apprenticeships?”).

After this, the apprentice works at your company for four days a week, and attends college for one day a week (referred to as “day release”) for the remainder of the apprenticeship.

Can we tailor an apprenticeship programme to meet the specific needs of our company?

There are currently dozens of qualifications which are approved for delivery as part of the Engineering Apprenticeship frameworks. You can therefore choose a Technical Certificate and NVQ which meets your company’s needs. The college or training provider can help you navigate this element, and put together a programme suitable for your company.

What salary should we pay an apprentice?

If the apprentice is under 18, they are exempt from the National Minimum Wage until their 19th birthday, or until qualified. Apprentices aged over 18 are exempt from the National Minimum Wage for the first 12 months of their apprenticeship. However, in the first year of an apprenticeship, you must pay the apprentice a minimum of £80 a week (this is set by the Learning and Skills Council).

For apprentices aged 18-21 in their second year or later, the NMW is currently £4.45 an hour (from 1 October 2006). For apprentices aged 22 and over in their second year or later, the NMW is £5.35 from 1st October 2006.

You should also take into account the local market, and the fact that most young people who opt for an apprenticeship at 16 or 18 do so because they are attracted by the “earn as you learn” ethos. A recent (2005) national survey reports an average weekly salary of around £150 for Apprentices (Level 2) and £180 for Advanced Apprentices for the first year of their apprenticeship.

Another way of calculating a fair wage for your apprentice is to use the old National Agreement, which used percentages of “skilled worker’s pay”, based on the “stage”, or year, which the apprentice had completed. Using this method, take a skilled worker’s pay and offer the following salary: Initial Training 47.5%, Stage 1 65%, Stage 2 80%, Stage 3 90%.

Which organisations exist to help with apprenticeships?

In engineering and manufacturing, the tradition of apprenticeship is so strong that organisations, known as Group Training Associations (or GTAs) have been created specifically to support companies wishing to employ apprentices. A GTA can recruit an apprentice for you, and will manage their learning throughout the programme. See the list of GTA's on SEMTA's website here.

The government has produced a website to encourage young people and companies to take up apprentices – see it here.

EEF has a Model Contract of Employment for Apprentices available to members - download it here.

Higher Apprenticeships

SEMTA is running a pilot of the Higher Apprenticeship – see the EEF briefing here or go to SEMTA’s website here to find out more.

Young Apprenticeships

The new 14-16 apprenticeships are based in colleges and training providers, giving young people the chance to study GCSEs at school for three days a week, while spending the remaining two days learning practical skills and engineering theory. The managers of the programme are always happy to hear from employers wishing to support the programme – contact SEMTA on 01923 238 441.

How can I recruit an apprentice?

The EEF Engineering Connections service is FREE to all companies, requiring only registration and entry of the details of the vacancy.
Registered companies can also view online details of young people who have applied for an apprenticeship.

Engineering Connections website here

Of course, this matching service is only one tool available to you. You can also recruit apprentices through a range of other means:

• Advertise through local media such as newspapers, radio, etc
• Contact schools and Connexions Partnerships directly to see if they are able to recommend particular students
• Use your existing workforce – many potential apprentices are convinced of the value of the programme by seeing a sibling or other family member benefit

Taking on an apprentice

It is vital that employers seek LEGAL ADVICE in drawing up a contract with their apprentices. Currently, a different sent of legal rules apply to apprentices to other employees, which can leave an employer open to claims of compensation if an apprenticeship is terminated. EEF members can consult their local Association, and download EEF's Model Contract of Apprenticeship.

Improving completion rates

The Apprenticeship Ambassadors Network has created a short summary of the key ingredients for successful apprenticeship completion. EEF strongly recommends that you consider these when setting up an apprenticeship scheme. Download the summary here.

Upodated 30 January 2007