Apprenticeship Methods of Delivery: Suiting the Needs of your Business.

Apprenticeships are growing in demand as young people look for better ways to get into careers. The problem is, employers aren’t all quite ready to embrace this change. Putting recent government change aside, there are a few nuances within apprenticeships, where lack of knowledge creates hesitation.

One of those is the method of delivery. A number of businesses will be put off by the requirement of apprentices to spend 20% of their time doing off-the-job training. However, this is a crucial part of an apprenticeship. With that in mind you can have some influence on how that training is delivered.

In this article, I will explain the different methods and discuss how to choose based on your individual business needs.

Understanding the Key Delivery Methods

1. What is Day Release Training?

Day release apprenticeships involve apprentices spending one day per week at an educational institution, such as a college or training provider, with the remainder of the week dedicated to reinforcing that training at the workplace with real tasks.

Pros

• Consistent Learning Routine: Apprentices benefit from a steady rhythm of alternating between work and education.
• Continuous Integration: Frequent exposure to both environments allows for seamless application of classroom learning to workplace scenarios.
• Employer Flexibility: Employers can plan workloads effectively, knowing apprentices will be available most days of the week.

Cons

• Scheduling: Education Providers are usually fairly rigid with their timetable so you will need to work around them and not the other way around. As your apprentice will form part of a cohort from many businesses with their individual needs.
• Fragmented Focus: Switching between work and study might make it harder for some apprentices to dive deeply into complex projects.
• First 6 months: The initial phase of the apprentices work-life will require a higher amount of shadowing as they begin to learn more skills in their training days.

In Summary:

This model allows for apprentices to constantly learn new skills and then put them into practice, sometimes the next day. It should create an engaged and motivated apprentice who is continually striving to improve and add more skills. Initially, the apprentice will require more support, but when their training is complimented with appropriate workplace activities, they should be flourishing in no time.

2. What is Block Release Training?

In block release apprenticeships, apprentices spend longer, concentrated periods (e.g., weeks or months) completing training at the provider or college, followed by extended periods back at the workplace.

Advantages

• Focused Learning: Extended time away allows apprentices to fully immerse themselves in theoretical and practical studies.
• Reduced Disruption: Employers can plan around predictable periods of absence.
• Cost-Effective Travel: If training requires travel, block release minimises frequency.

Challenges

• Extended Absences: Apprentices’ absence during peak business periods may strain team resources.
• Knowledge Retention: A significant gap between training and workplace application could hinder retention.

In Summary:

One of the main reasons you see Block Release training being required is for complex roles that demand a base level of knowledge, rather than being drip-fed over many months. The theory is that you will have an apprentice with a month of learning in one go, ready to commit three months solely to the business with minimal disruption. The challenge can be that this learning isn’t transferred into the workplace as fluidly as you might find in a day release apprentice.

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3. What is Work-Based Learning?

Work-based learning happens entirely on the job, with training integrated into daily tasks. A trainer or tutor may visit periodically to assess and guide apprentices. This can be found in many roles from Business Administration, to Early Years apprenticeships.

Advantages

• Real-World Application: Apprentices immediately apply their learning, reinforcing skills.
• Minimal Disruption: As apprentices stay on-site, business operations continue uninterrupted.
• Customised Training: Programs can be tailored to the company’s specific needs.

Challenges

• Resource-Intensive: Effective work-based learning requires significant input from trainers and supervisors.
• Limited Theoretical Depth: Apprentices might miss out on the broader theoretical context provided by formal education.
• Solitary: Apprentices will not see the benefit of learning in a classroom setting with a group of peers, they may miss out on a few of the social benefits from other models.

In Summary

Work based learning may sound ideal to you as a business, but is limited within the apprenticeship standard as to whether it is appropriate. For example, you are unlikely to find engineering or carpentry on a work based model, as there are theoretical principles that need to be taught. When considering this method, think about whether you have the appropriate resource in place to support effective training on the standard you are looking at.

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4. A Blended Approach

In an ideal world you might use a blended approach using all of the above. You might use a block release in the initial phases of the apprenticeship to create a foundation of knowledge followed by a day release model for the majority of the apprenticeship. Finishing off with a work-based model in the final stages as the apprentice has completed their training models and needs to create a solid portfolio for their End Point Assessment.

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Choosing the Right Method of Delivery for Your Business

Selecting the right delivery method depends on several factors:

1. Nature of the Industry

• Highly Regulated Industries (e.g., Healthcare, Aviation): Block release can ensure apprentices gain in-depth knowledge in a controlled environment.
• Creative Sectors (e.g., Media, Design): Work-based learning might be ideal for fostering creativity and innovation directly in the workplace.

2. Business Size and Resources

• Small Businesses: Day release or work-based learning may be more manageable due to limited capacity for long absences.
• Large Organizations: Block release might be feasible, as larger teams can cover for apprentices during their time away.

Checklist for Decision-Making

• What are your operational constraints?
  Consider production schedules, client deadlines, and team capacity.
• What skills need to be developed?
  Does the role require deep technical knowledge or primarily hands-on training?
• What resources are available?
  Evaluate budgets, mentoring capacity, and access to training facilities.
• What might benefit the apprentice the most?
  Although your business is a priority, the key to a motivated apprentice is to consider how it affects them.

Conclusion: Tailoring Delivery to Your Goals

The mode of delivery for apprenticeships should align with your business’s goals, industry requirements, and operational needs. While day release, block release, and work-based learning each have unique benefits, a blended approach offers the most adaptable and comprehensive solution for many organisations. Importantly to note however, not all providers can meet every one of your demands. So a blended approach, or even block release, may not be achievable, especially in small cohorts.

Investing in the right apprenticeship model can yield substantial returns, not just in skills but also in loyalty and productivity. To make the best choice, weigh the pros and cons, consult with training providers, and engage your apprentices in the decision-making process. After all, a well-designed apprenticeship program is as much about shaping the future workforce as it is about building your business.

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