Aptem
The Apprentice Management System used to record the progress of the apprentice.
You will be sent log in details when the apprentice starts the course as this is the place where PRMs will be recorded and you will be asked to add comments about the apprentice’s progress.
Attendance
Attendance at taught sessions (online and on campus) and progress reviews is mandatory. Apprentices will register their attendance through a recording system called JISC. Attendance will be regularly reviewed and discussed at progress review meetings and any concerns escalated.
Employer Liaison Tutor (ELT)
This is someone employed by The University of Hertfordshire who supports the apprentice from onboarding through to EPA. You will meet every 12 weeks for progress reviews with them and the apprentice to discuss and support progress and development. They will monitor off-the-job learning, attendance, academic performance, portfolio development and readiness for gateway and passing through the EPA.
Employer Mentor (EM)
This should be someone from the apprentice’s employed organisation who supports development throughout the apprenticeship. You will attend progress reviews with the apprentice and work-based coach to monitor and discuss development and achievement to the KSBs. You should meet with your apprentice at regular intervals whilst on the job and support opportunities for off-the-job learning whilst in the workplace.
End Point Assessment
End-point assessment is the final stage of an apprenticeship. It is an independent assessment of whether the apprentice has developed the knowledge, skills and behaviours outlined in the apprenticeship standard assessment plan.
Gateway
This is a formal documented process that provides a check point for the employer and apprentice. The employer is required to confirm and sign that the apprentice has met the KSB’s of the standard and any other requirements (e.g. level 2 maths and English) and is ready for the EPA.
Knowledge, Skills and Behaviour (KSB’s)
Knowledge: The Standard will define the knowledge and understanding that an apprentice will need to acquire and apply in order to carry out the role effectively and become occupationally competent. The University of Hertfordshire, as the Training Provider, will provide the apprentice with the taught academic elements of their apprenticeship qualification (off the job learning).
Skills: The Standard will define the range of skills and competencies that the apprentice needs to practise and acquire in order to do the job to a specified standard. These skills are largely acquired and practised in the workplace.
Behaviours: The Standard will define the behaviours the apprentices will need to demonstrate in order to become occupationally competent. These are largely acquired, developed and practiced in the workplace.
Off the job learning (OTJ)
The target is a minimum of 6 hours for every working for learners who are contracted for more than 30 hours per week. This means the equivalent of approximately on day per working week, on average and over the duration of the apprenticeship should be spent gaining new KSBs. This can include lectured, online-learning, simulation activities, work shadowing, mentoring, industry/field visits, learning support and writing assignments. The majority of Off the Job training hours will be accounted for through delivery of learning at the University. this will be face to face and online.
All learners must be logging the hours and activities regularly, using OTJ log found in the Resource Centre on Atem. Verification for OTJ hours used outside of attendance at taught sessions must also be uploaded. You will work with the ELT to review this log and record of OTJ hours during progress reviews.
OTJ does not include progress reviews; training outside of paid working hours; exams; or study required in connection with achieving separate Level 2 English and Maths qualifications.
OTJ should take place within normal contracted hours. Any ‘Off the Job’ training that takes place outside of these hours may be included as ‘Off the Job’ hours and the apprentice must have ‘time owing in lieu’ and this must be evidenced.
On the job learning (work-based learning)
The majority of the apprentice training takes place in the workplace. It is here, in the workplace, that Knowledge is applied, and the Skills and Behaviours identified in the standard are developed until occupational competence is achieved. The University will support the apprentice and employer with this through Tripartite Progress Review Meetings.
Personal and Professional Development (PPD)
This will be discussed during Progress Review Meetings and learning have access to https://herts.ac.uk/careers where they will find lots of resources under the headings of:
Jobs and Experience
Applications/CVs/Interviews
Enterprise and Entrepreneurship
Further Study
Equality and Diversity
Portfolio
This is a collection of evidence of the apprentice’s development and achievements over the course, working towards the KSBs and the professional standard. This evidence will be collected from the workplace to demonstrate KSBs in action.
Professional Standard
This is a description of an occupation. It contains an occupational profile, and describes the KSBs needed for someone to be competent in the occupation’s duties. The standards are developed by employers for occupations that meet the Institute’s current occupation criteria. Along with and end-point assessment plan and funding band, the occupational standard is a component part of an apprenticeship.
Progress Review Meeting
Progress Review Meetings are regular planned on-programme evaluations involving the training provider (University), the employer (usually the line manager or mentor) and the apprentice.
These meetings take place every 8-12 weeks. This is a formal, recorded process where progress towards achieving the KSBs of the standard is discussed by each party.
They will monitor off-the-job learning, attendance, academic performance, portfolio development and readiness for gateway and passing through the EPA.
Training Plan
At the start of every apprenticeship there is a three-way agreement which is called the Training Plan and includes a series of obligations, commitment and expectations between the Apprentice, their employer and the apprentice training provider (The University of Hertfordshire). This includes a summary of how the OTJ is calculated.