Guide to Apprenticeships

Anderson Stockley Accredited Training Ltd (ASA Training) is a Grade 2 Ofsted training
provider and has been delivering high-quality apprenticeship training qualifications
since 2000.
We offer a flexible delivery of training to help support your needs. We offer start dates
throughout the year and will plan the schedule of appointments with you to minimise
any disruption to your employer.
Right from your first interaction with ASA Training Ltd, our friendly and knowledgeable
team will be ready to guide and support you every step of the way.
Our team of industry-specialist educational practitioners is committed to supporting
apprentices every step of the way, ensuring they achieve their qualifications in full.
We also take pride in high timely achievement rates and consistently strong learner
and employer satisfaction survey results, which remain above the national average.

Apprenticeships are government funded training programmes that are 100% work
based. After the completion of the apprenticeship individuals will achieve a nationally
recognised qualification whilst gaining real life experience in a working environment.

At ASA Training, we offer flexible training delivery that allows individuals to learn at
times that suit their personal and professional commitments. Every learner is given
access to a range of online resources, including revision tools tailored to their specific
qualification units and practice exam questions to support exam preparation.
Following sign-up and induction, ASA Training will work collaboratively with both the
learner and their employer to plan and agree on a schedule of appointments that
supports progress and achievement.

At ASA Training, we offer flexible training delivery that allows individuals to learn at
times that suit their personal and professional commitments. Every learner is given
access to a range of online resources, including revision tools tailored to their specific
qualification units and practice exam questions to support exam preparation.
Following sign-up and induction, ASA Training will work collaboratively with both the
learner and their employer to plan and agree on a schedule of appointments that
supports progress and achievement.

Apprenticeships are open to individuals of all ages, aged 16 and over who are not in
full-time education. They are ideal for both new recruits entering a business and
existing staff members seeking further development.

The new apprenticeship standards are modernised training frameworks designed to
better align apprenticeships with the needs of employers and the evolving job market.
Unlike the older frameworks, these standards focus on the specific skills, knowledge,
and behaviours (KSBs) required for particular occupations, ensuring apprentices are
fully prepared for their chosen careers.

Key Features of the New Apprenticeship Standards:

• Employer-Led Design: Develope in collaboration with industry expertd and employers to meet real workplace needs.
• Clear Competency-Based Training: Apprentices learn the exact skills and knowledge essential to their job roles.
• End-Point Assesment (EPA): At the end if the apprenticeship. apprentices complete an independent assessment to demonstrate their competence and readiness for the role.
• Flexible and Tailored: Training can be customised to suit different businesses and individual learner needs.
• Higher Quality Outcomes: Focus on developing well-rounded professionals equipped with practical skills and workplace behaviours.

1. Recruitment Stage: The journey begins when an individual is recruited either as a new employee or an existing staff member looking to upskill. Employers and training providers work together to identify the right apprenticeship standard based on the job role. The apprentice then completes an initial assessment and inductiom to ensure they are ready to start their learning journey.
2. On Programme: During this stage, the apprentice recieves training and develops the skills, knowledge, and behaviours required for the role. This includes a mix of on-the-job learning and off-the-job training, such as workshops, online resources, and practical tasks. Regular reviews and progress checks ensure the apprentice is on track to meet the apprenticeship requirements.
3. Gateway: Once the apprentice and their employer believe all learning and training components have been completed, the apprentice enters the Gatway stage. This is a readiness check, where the training provider and employerf confirm that the apprentice is prepared for the End-Point Assesment (EPA). Any final evidence or portfolios are completed at this point.
4. End-Point Assesment (EPA): The EPA is an indepentdent, rigorous assessment designed to test the apprentice’s competece across all areas of the apprenticeship standard. It can include practical tests, interviews, presentations, or exams, depending on the apprenticeship. The EPA is conducted by an external assessor to ensure impartiality.
5. Completion and Certification: After successfully passing the EPA, the apprentice completes their apprentceship. They recieve a certificate from the relevant awarding body, confirming they have met the national standards for their occupation. This certification is recognised by employers across across the industry and can open doors to further career opportunities or higher-level apprenticeships.

Off-the-job training is defined as learning which is undertaken outside of the normal day-to-day working environment and leads towards the achievement of an apprenticeship. This can include training that is delivered at the apprentice’s normal place of work but must not be delivered as part of their normal working duties.

Learners must complete 20% of ‘off the job training’ towards their qualification. This could include; lectures, role-playing, simulation exercises, online learning manufacturer training, practical training such as; mentoring, shadowing, industry visits and attendence at shows/conferences/competitions. This could also include time spent writing assignments and assessments.

This does not include; English, Maths, progress reviews, on programme assessment, or training which takes place outside the apprentice’s paid working hours.

What is the End Point Assessment?
The EPA is a holistic and independent assessment of the knowledge, skills and behaviours, which has been learnt throughout the apprenticeship. Each apprenticeship standard will set out the requirements for the EPA.

When do Apprentices take the EPA?
Apprentices will only be able to undertake the end-point assessment once they have been on programme for the minimum duration of the apprenticeship and have met all the gateway requirements, which are set out in the apprenticeship standard.

What will the EPA consist off?
Each apprenticeship standard will have different requirements to complete the EPA. Examples of these are, portfolio of work, professional discussion, work based presentation, work based observation knowledge test and an interview.
Most EPA centres will provide practice resources, mock tests and more to prepare learners fully for their EPA.

Anderson Stockley Accredited Training Ltd (ASA Training) is a Grade 2 Ofsted training provider and has been delivering high-quality apprenticeship training qualifications since 2000.

We offer a flexible delivery of training to help support your needs. We offer start dates throughout the year and will plan the schedule of appointments with you to minimise any disruption to you.

Right from your first interaction with ASA Training Ltd, our friendly and knowledgeable team will be reeady to guide and support you every step of the way.

Our team of industry-specialist educational practitioners is commited to supporting apprentices every step of the way, ensuring they achieve their qualifications in full.

We also take pride in high timely achievement rates and consistently strong learner and employer satisfaction survey results, which remain above the national average.

Apprenticeships are governement funded training programmes that are 100% work based. After the completion of the apprenticeship, individuals will achieve a nationally recognised qualification whilst gaining real life experience in working environmnet.

How do they work?
At ASA Training, we offer flexible training delivery that allows individuals to learn at times that suit their personal and professional commitments. Every learner is given access to a range of online resources, including revision tools tailored to their specific qualification units and practice exam questions to support exam preparation.
Following sign-up and induction, ASA Traning will work collaboratively with both the learner and their employer to plan and agree on a schedule of appointments that support progress and achievement.

Who are they for?
Apprenticeships are open to individuals of all ages, aged 16 and over who are not in full-time education. They are ideal for both new recruits entering a business and existing staff members seeking further development.

1. Apprenticeship Agreement
   – Provide a written agreement outlining the role, training, and employment terms.
2. Pay
   – Pay at least the Apprenticeship Minimum Wage (7.55/hour from April 2025) if the apprentice is aged 19+ and in the first year of their apprenticeship.
   – After the first year, pay at least the National Minimum Wage for their age group.
   – Pay for all working hours, including training time (both on and off the job).
3. Training
   – Ensure 20% off-the-job training (e.g. group sessions, shadowing, mentoring).
   – Work with a recognised training provider to deliver the apprenticeship programme.
4. Working Conditions
   – Offer the same rights as other employees (e.g. paid holiday, sick leave, breaks, health & safety protections).
5. Support & Supervision
   – Provide ongoing support, feedback, and supervision to help the apprentice succeed.
6. Duration
   – The apprenticeship must last at least 12 months, and typically longer depending on the standard.

Employing an apprentice is a cost-effective and strategic wway for businesses to expand their workforce while building a motivated, skilled, and qualified team.

Key Benefits of Hiring an Apprentice:

• Reduced Recruitment Costs: Benefits from 0% recruitment fees (subject to TOB’s) and lower overall hiring expenses.
• Tailored Skill Development: Apprenticeship qualifications are designed to address specific skills gaps within your business by equipping apprentices with the knowledge, skills and behaviours required for their role.
• Motivated and Loyal Workforce: Apprentices are often highly motivated and demonstrate strong loyalty to the compamies that invest in their development.
• Retention and Progression: Many apprentices choose to stay and grow within the organisation they trained with, contributing to long-term workforce stability.
• Improved Productivity and Quality: Employers with established apprenticeship programmes rport a 76% improvememt in workplace productivity and a 75% enhancement in quality of their products or services.

The new apprenticeship standards are modernised training frameworks designed to better align apprenticeships with the needs of employers and the evolving job market. Unlike the older frameworks, these standards focus on the specific skills, knowledge, and behaviours (KSB’s) requireed for particular occupations, ensuring apprentices are fully prepared for their chosen careers.

Key Features of the New Apprenticeship Standards:

• Employer-Led Design: Developed in collaboration with industry experts and employers to meet real workplace needs.
• Clear Competency-Based Training: Apprentices learn the exact skills and knowledge essential to their job roles.
• End-Point Assessment (EPA): At the end of the apprenticeship, apprentices complete an independent assessment to demonstrate their competence and readiness for the role.
• Flexible and Tailored: Training can be customised to suit different businesses and individual learner needs.
• Higher Quality Outcomes: Focus on developing well-rounded professionals equipped with practical skills and workplace behaviours.

Off-the-job training is defined as learning which is undertaken outside of the normal day-to-day working environment and leads towards the achievement of an apprenticeship. This can include training that is delivered at the apprentice’s normal place of work but must not be delivered as part of their normal workig duties.
Learners must complete 20% of ‘off-the-job training’ towards their qualification. This could include; lectures, role-playing, simulation exercises, online learning manufacturer training, practical training such as; mentoring, shadowing, industry visits and attendance at shows/conferences/competitions. This could also include time spent writing assignments/assessmements.
This does not iclude; English, Maths, progress reviews, on programme assessment, or training which takes place outside the apprentice’s paid working hours.

What is the End Point Assessment?
The EPA is a holistic and independent assessment of the knowledge, skills and behaviours, which has been learnt throughout th apprenticeship. Each apprenticeship standard will set out the requirments for the EPA.

When do Apprentices take the EPA?
Apprentices will only be able to undertake the end-point assessment once they have been on programme for the minimum duration of the apprenticeship and have met all the gateway requirements, which are set out in the apprenticeship standard. For some apprenticeship standards, there is no traditional EPA; the provider assesses the apprentice, and the EPAO scrutinises the evidence to confirm it meets required standards.

What will the EPA consist of?
Each apprenticeship standard will have different requirements to complete the EPA. Examples of these are, portfolio of work, professional discussion, work based presentation, work based observation knowledge test and an interview.
Most EPA centres will provide practice resources, mock tests and more to prepare learners fully for their EPA.

As of 2025, changes have been made to the way apprenticeships are funded. The level of funding support your business can access will depend on the size of your organisation.

Levy-Paying Employers
If your business has an annual wage bill exceeding £3 million, you are classified as a Levy Payer. The Apprenticeship Levy, introduced in May 2017, requires Levy Payers to contribute 0.5% of their annual payroll into a government-managed digital apprenticeship account.
These funds can only be used to cover te cost of apprenticeship training and cannot be applied to other forms of training or development. As a Levy Payer, you are responsible for covering the full cost of the apprenticeship programme using the funds available in your digital account.
Training providers will outline a payment schedule at the start of the programme. with course fees typically divided into monthly instalments deducted directly from your digital account.

Non-Levy Paying Employers
If your business has an annual payroll of less than £3 million, you are classified as a non-levy paying employer. You are eligible to access governement funding to support apprenticeship training.
Government Co-Investment:
Effective from 1st of April 2024, the government has introduced new funding measures to support small and medium-sized enterprises (SME’s) that do not pay the Apprenticeship Levy.
Under the new rules, the government will fully fund the cost of apprenticeship training – up to the maximum funding band – for eligible apprentices, removing the need for SME’s to contribute to training costs. This change is designed to create more opportunities for young people and make it easier for smaller businesses to invest in workforce development.

Who is Eligible for Full Funding?
For apprenticeship starts on or after the 1st of April 2024, non-levy paying employers will recieve 100% government funding for apprentices who are:

• Aged 16-21 at the start of their apprenticeship (including 15-year-olds whose 16th birthday falls between the last Friday in June and 31st of August)
• Aged 22-24, and:
  – Have an Education, Health and Care (EHC) plan issued by their local authorities, or
  – Have been in the care of their local authority, and their employer has fewer than 50 employees.

Employers outside of these criteria will continue to be required to contribute 5% of the apprenticeship training costs, with the governement covering the remaining 95%.

In order to access this funding the following eligibility is required:

• Learners must have a contract of employment.
• The cost of the apprentice’s wages must be met by the employer.
• The apprentice must have a job role within the organisation that provides the opportunity for them to gain th knowledge, skills and behaviours needed to achieve their apprenticeship.
• The apprentice must have appropriate support from within the organisation to carry out their job role.
• Learners must not be enrolled on another apprenticeship, or another DfE funded FE/HE programme, at the same time as the new apprenticeship they start.
• Learners must spend at least 50% of their working hours in England over the duration of the apprenticeship.
• Learners must have the right to work in England.
• All apprentices must be employed for a minimum of 30 hours per week.

Learners must be one of the following:

• A citzen of the UK.
• a citizen of a country within the European Economic Area (EEA) and have the right to live and work in the UK.
• An individual with the right to live and work in the UK who has been ordinarily resident in the UK or EEA for at least the past three years propr to the start of the apprenticeship.
• A person with the refugee status, indefinite leave to remain, or discretionary/exceptional leave to remain, depending on specific conditions set out by the Education and Skills Funding Agency (ESFA).

Aditionally, the learner must:

• Be 16 years or older.
• Not be in full-time education.
• Be employed in a real job, or have a valid job offer, where the apprenticeship training is directly relevent to their role.

How can ASA Training Ltd Support You?
At ASA Training Ltd, we offer a free recruitment service to all clients looking to hire an apprentice subject to TOB’s).
Recruiting the right candidate can be a time-consuming and challenging process – but our experienced team is here to help. We’ll work closely with you to understand your needs and match you with motivated, suitable & eligible candidates who are ready to grow with your business.

The Process

Step 1: Understanding Your Business Needs
We begin by gaining a clear understanding of your business and the type of the candidate you’re looking for. You’ll recieve a Vacancy Form to complete, ensuring all essential details are captured so we can create and manage your vacancy listing on your behalf.

Step 2: Vacancy Advertising on DAS
Your vacancy will be advertised on the National Apprenticeship Services (DAS) platform. To enable us to post on your behalf, please ensure you grant ASA Training Ltd the necessary permissions via your DAS employer account (guide available).

Step 3: Application Screening
Our team will review all incoming applications, ensurinf candidates meet the essential eligibility and suitability criteria before progressing to the next stage.

Step 4: Candidate Screening Interviews
Shotlisted applicants will be contacted for a telephone screening interview. This helps us assess their skills, eligibility, career goals, and motivation for the apprenticeship, in allignment with your requirements.

Step 5: Interview Scheduling
After successful screening and inital assessment, we will share candidate profiles and CV’s with you. If you choose to proceed, we will coordinate face-to-face interviews at your premises at a time that suits your schedule.

Step 6: Initial Assessments
Candidates moving forward will be required to complete Initial Assessments in Maths, English (if applicable), and a Skill Scan. These assessments help determine their current academic level and training needs.

Step 7: Offer and Enrolment
Once a formal job offer has been made and the successful candidate has a starting date in place, our team will contact you to begin the apprenticeship enrolment process, ensurng everything is in place for a smooth start.

What to consider when recruiting?
When recruiting an apprentice it is important to remember they won’t be the finished product. You should be looking for someone eager to learn, develop and grow into th role. It is likely that the applicant you will be interviewing will be of a young age and does not have the experience with being interviewed. They, therefore, may find it difficult to demonstrate their skills compared to more experienced applicants.