LSE is committed to the development of its staff, and to the recruitment of a diverse range of talented employees who can make a valuable contribution to the School.
As outlined in the Staff Apprenticeships Policy, the School views an apprenticeship as a real job with an industry recognised structured study programme. Therefore:
- As an employer, the School recognises that apprenticeship offer a unique opportunity to develop new and existing staff, into current and future roles.
- For individuals, apprenticeships can be used to gain the skills required to deliver in a current role, or to help prepare for a future role.
To support staff, managers and leaders in identifying and making the most of apprenticeship opportunities, the School has developed this Apprenticeship Toolkit - below.
This toolkit is in development. If you have questions, comments or feedback, please contact firstname.lastname@example.org
The School understands that an apprentice is first and foremost a School employee who is undertaking a structured development programme, and all School employment policies apply. Therefore, within the toolkit, the following terms are used:
- Apprenticeship – a real job with an industry recognised and Education and Skills Funding Agency (ESFA) approved structured study programme. Apprenticeships may be a framework or standard, with an end point assessment where applicable.
- Employee – any LSE employee who is using levy funds to complete an apprenticeship, and who has an employment contract and in a role that gives them suitable opportunity to develop and then put into practice, new behaviours, knowledge and skills. We are now encouraged to view the person completing the apprenticeship not as an apprentice, but as an employee, and the wording throughout LSE’s apprenticeship management toolkit reflects this.
- Apprentices – a group of people completing an apprenticeship (LSE employees or not).
- Job or Post – the position the LSE employee holds, or the work they are doing while completing the apprenticeship.
- Manager – the person managing the employee completing the apprenticeship, and the person with the overall responsibility for the apprenticeship process..
- Apprenticeship Training Provider (ATP) – an organisation on the Register of Apprenticeship Training Providers (RoATP), who is approved and selected to deliver the apprenticeship. For clarity, this is the main ATP as they are responsible for managing any subcontracted ATPs.
The toolkit is broken into sections, with each section focusing on a particular area of an apprenticeship. This allows you to easily find guidance to support you with your individual situation.
The toolkit sections are:
The toolkit also has a couple of summary documents, appendixed to the toolkit and containing useful reference information:
- Appendix A - A flowchart of the apprenticeship process (an interactive version is in development)
- Appendix B - A checklist for managers to use when considering and managing apprenticeships
- Appendix C - A list of the documents you may need to use when commencing an apprenticeship.
- Appendix D - A summary of rules that apply when using the apprenticeship levy to fund study (based on the full ESFA apprenticeship funding rules);
- Appendix E - A detailed process showing the apprenticeship process, and who does what, when.