Contents. Apprenticeships Policy and Procedure. For use in: For use by: For use for: Document owner: Status:

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1 Trust Policy and Procedure Document ref. no: PP(18)354 Apprenticeships Policy and Procedure For use in: For use by: For use for: Document owner: Status: Trust Wide All involved in Apprenticeships Trust Managers and staff involved in Apprenticeships Deputy Director of Workforce (Development) Approved Contents 1. Purpose of document Definition Roles & Responsibilities Apprenticeship Eligibility Additional Apprenticeship Conditions (Statutory or ESFA/DfE) Apprenticeships and Redundancy Choosing a Training Provider and End Point Assessment Organisation Purpose of document English Apprenticeships: Our 2020 Vision set out the Government plans for raising productivity and training a highly skilled workforce. This included the introduction of an Apprenticeship Levy to invest in training and a structure intended to improve the quality of the apprenticeship system. The Governments Apprenticeship changes have included increasing the level of qualification that can be obtained as part of an Apprenticeship, with Apprenticeship Standards being developed to cover up to level 7 (Masters level) qualifications on the National Qualification Framework Scale. The Enterprise Act 2016 amended the Apprenticeships, Skills, Children and Learning Act 2009 to allow the Secretary of State to set Apprenticeship targets for prescribed public bodies. The Government has introduced a Public Body Apprenticeship Target (from April 2017). The target is set at 2.3% of headcount per annum (calculated on the 31st March of each year, achieved as an average for a defined period). The Act imposes a duty on all public bodies to have regard to that target. The Government consider having regard to be evidenced by demonstrably considering Apprenticeships within the workforce planning, both for new recruits and existing staff development. This will be achieved through annual reporting about progress against achievement of target. The Trust is committed to the Apprenticeship agenda and ensuring support of the NHS Talent for Care Strategy. It aims to provide high quality Apprenticeships for both new and existing staff, underpinned by strong governance, and will proactively explore opportunities to use Apprenticeships to develop collaborative and innovative working across systems to meet workforce needs.

2 Funds within the Apprenticeship Levy can be used for the delivery of Apprenticeship training and assessment only. Of note, they cannot support an Apprentices salary. This policy outlines the Trust s approach to Apprenticeships as an integral part of the Trust s workforce plans and aims to ensure: Education and Skills Funding Agency and Department for Education Apprentice rules are adhered to at all times Effective use and recoup of the Apprenticeship Levy The Trust has regard for the Public Body apprenticeship Target Delivery and support of high quality Apprenticeships 2. Definition Apprenticeship refers to an approved English apprenticeship as outlined in the 2009 act. The term apprenticeship is legally protected and can only be used to describe a statutory Apprenticeship (Enterprise Act 2016). An apprenticeship is a genuine job, with an accompanying skills development programme; the individual must be completing an approved Apprenticeship training Framework or Standard. 20% of the Apprentices time must be spent off the job. Off the job training is defined by the Education Skills Funding Agency (ESFA) 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 The off-the-job training must be directly relevant to the Apprenticeship Framework or Standard and could include the following: The teaching of theory e.g. lectures, role playing, simulation exercises, online learning Practical training e.g. shadowing, mentoring Learning support and time spent writing assessments/assignments Off the job training does not include: English and Maths (up to level 2) which is funded separately Progress reviews or on-programme assessment needed for an apprenticeship framework or standard Training which takes place outside the apprentices normal working hours (this cannot count towards the 20% off-the-job training) An Apprenticeship Framework outlines the elements an Apprentice must achieve in order to complete an Apprenticeship. This usually includes a competence qualification, a knowledge qualification and any Functional skills requirements (e.g. maths and English). Apprenticeship Standards are replacing Apprenticeship Frameworks. Standards contain the same information as Frameworks (though do not necessarily prescribe a qualification) but have been designed by groups of employers (called Trailblazer Groups). The standards relate to specific job roles and set out the core skills, knowledge and behaviours required to be competent in a role. Source: Deputy Director of Workforce (Development) Issue date: January 2018 Page 2 of 16

3 A new recruit Apprentice describes an individual who has applied and has been appointed for an Apprenticeship post. This could include an existing member of staff applying for such a post. An existing post holder Apprentice refers to a member of staff who is both eligible and is undertaking an Apprenticeship in their existing post to support their development. They were not initially appointed to an Apprenticeship post. An on programme Apprentice is defined as any individual on an Apprenticeship, at any point on their Apprenticeship 3. Roles & Responsibilities The Executive Team is accountable to the Trust board for ensuring Trust-wide compliance with the policy. The Executive Director of Workforce and Communications is responsible for: - The management of the Apprenticeship Levy - Non-clinical apprenticeships The Executive Chief Nurse is responsible for: - Clinical apprenticeships The Deputy Director of Workforce (Development) is responsible: - To the Executive Team for ensuring policy implementation. - Will provide professional advice and guidance on Apprenticeships to the Board, Executive Team and Managers. - Responsible for monitoring of the implementation and compliance with this policy, reporting and providing assurance to the Trust Education Group. The Education Team is responsible for: - Assisting managers in the identification of roles suitable for conversion to Apprenticeship posts. - Providing guidance to assist managers with the development of job descriptions and person specifications for apprenticeship roles. - Providing advice and guidance on the employment terms and conditions of an apprentice. - Supporting managers with the recruitment of candidates. - Identifying suitable training providers to deliver the academic qualification within the Trusts apprenticeship Programme and developing service level agreements. - Keeping up to date with key changed and updates to apprenticeships and providing managers with advice on the learning elements of apprenticeships. - Tracking, reporting and managing compliance with the academic programmes of apprentices including support and guidance to managers when an apprentice may not be able to complete part of their academic or work based components. - Working with managers to induct apprentices. - Agreeing in collaboration with the training provider and the apprentice optional modules to be completed within an apprenticeship framework/standard which are relevant to the job description and fulfil service requirements. Source: Deputy Director of Workforce (Development) Issue date: January 2018 Page 3 of 16

4 - Promoting the value of apprenticeships as development opportunities within the Trust. - Supporting managers in the performance management of apprentices; this includes formal meetings where an apprentice consistently fails to meet requirements set out in the competence criteria for the relevant academic framework. Service and Area Managers are responsible for: - Ensuring policy implementation and compliance in their area. - Developing workforce planning that determines the cost, number and nature of apprentices that will be employed within their department. - Identifying roles suitable for conversion to an apprenticeship. - Developing job descriptions. - Inducting the apprentice as per the Trust s Local Induction Policy. - Approving release time for the apprentice to attend study sessions and assessments. - Delegating tasks and monitoring the workload of an apprentice. - Providing local training and the practical work experience element of the apprenticeship programmes. - Working with the Education Team and training provider to identify when an apprentice is ready for end point assessment. - Identifying suitable mentors for the apprentices. - Ensuring that the workplace environment is suitable to support an apprentice and conducting risk assessments for the apprentices in liaison with the Health and safety Manager. - Informing the Education Team and seeking appropriate advice if there is any competence, performance or other issues that arise during the apprenticeship contract. - Managing the apprentice in line with the Trusts employment policies and procedures. - Identifying suitable substantive posts for apprentices to compete for at the end of their apprenticeship. Mentors are a work based colleague who is responsible for: - Providing pastoral support to the apprentice during the period of their apprenticeship as and when required. - If supporting a clinical apprenticeship will identify work based learning opportunities, assess clinical practice and provide feedback for on-going development. The Apprentice is responsible for: - Adhering to Trust policies and procedures and working in line with Trust values. - Completing the Apprenticeship framework/standards by meeting deadlines for submissions. Failing to meet deadlines and performance targets will be managed in line with the Trust s Capability Policy PP Contacting the assessor to arrange meetings and observation opportunities. - Attending all timetabled study days and notifying line manager and tutor if unable to attend for any reason. Source: Deputy Director of Workforce (Development) Issue date: January 2018 Page 4 of 16

5 - Meeting the assessment or examination requirements at the agreed level set out in the apprenticeship agreement/commitment statement 4. Apprenticeship Eligibility An individual must be either: Training for a new job role or Training in an existing job role but require significant new knowledge and skills An individual may undertake an Apprenticeship at a higher level than a qualification they already hold, including a previous Apprenticeship. They can also undertake an Apprenticeship at the same or lower level than a qualification they hold, if the Apprenticeship will allow the individual to acquire substantive new skills and it can be evidenced that the content of the training is materially different from any prior qualification or a previous Apprenticeship. The individual must: Start their Apprenticeship after the last Friday in June of the academic year in which they have their 16th birthday. The age of the Apprentice on the day they start their Apprenticeship is used for all other age based eligibility criteria. Be able to complete the Apprenticeship within the time they have available (the minimum Apprenticeship duration and typical Apprenticeship duration defined in the appropriate Standard/Framework will be used to guide this). Not to be enrolled on another Apprenticeship at the same time as the new Apprenticeship starts. Spend at least 50% of their working hours in England over the duration of the Apprenticeship. Have the right to work in England. Be one of the following: - a citizen of a country within the European Economic Area ((EEA) including other countries determined within the EEA or those with bilateral agreements)), or have the right of abode in the UK, and have been ordinarily resident in the EEA (including other countries determined within the EEA or those with bilateral agreements), for at least the previous three years on the first day of learning. - a non-eea citizen with permission from the UK government to live in the UK, (not for educational purposes) and have been ordinarily resident in the UK for at least the previous three years before the start of learning. 5. Additional Apprenticeship Conditions (Statutory or ESFA/DfE) Apprentices cannot contribute financially to the direct cost of learning or assessment for any element of their Apprenticeship. No study leave bonding can be put in place for learning as part of the Apprenticeship Framework or Standard. This is in line with the Trusts Study Leave Policy: PP 067. Of note, Apprentices cannot use a student loan to pay Source: Deputy Director of Workforce (Development) Issue date: January 2018 Page 5 of 16

6 for their Apprenticeship. Study leave bonding for study not connected to achievement of the Apprenticeship Framework or Standard is permitted. A Commitment Statement and an Apprenticeship Agreement (Appendix 1) as defined by the 2009 Act must be in place with all Apprentices. For new recruit Apprentices the Apprenticeship Agreement will be included as part of their offer letter pack, it must be in place before the individual starts their Apprenticeship. The Commitment Statement will be completed as part of their Initial Assessment during their induction period. Existing post holder Apprentices must complete the Apprenticeship Agreement and Commitment Statement (Appendix 1) before undertaking their Apprenticeship. These will be held, along with the Evidence pack by the Education Team. External Training Providers may also require a copy of the Commitment Statement. An Apprenticeship must be a minimum of one year, though specific Standards and Frameworks may mandate greater minimum durations. Minimum durations are based on Apprentices working 30 hour weeks on average; the one year minimum must still be complied with if the Apprentice works more than 30 hours per week on average. If the Apprentice works fewer than 30 hours per week (including any temporary reduction in hours) the minimum period must be extended on a pro rata basis using the following formula: (12 x 30) / Average weekly hours = new minimum duration in months. In circumstances whereby an Apprentice s average weekly hours are below 30 hours, either at the point of recruitment or reduced (following agreement of both the line manager and Apprentice, in line with the Flexible Working Statutory Right to Request Policy PP 127 a risk assessment must be conducted to ensure the Apprentice can still meet all the needs of their Apprenticeship. There must be evidence of why the agreed working pattern is needed. If a less than 30 hours on average per week Apprenticeship post is to be advertised, the risk assessment must be completed to ensure the post is viable. In circumstances where the Apprenticeship post is advertised at less than 30 hours per week on average, candidates must be made aware of the contents of the risk assessment before formally accepting an offer. They will be required to sign the risk assessment before commencing employment with the Trust. The Apprentice must complete all parts of their Apprenticeship within their working hours. Where an Apprentice is required to take a break in learning (defined as 4 or more consecutive weeks), this break must be excluded from calculating the minimum duration. A break in learning requires the apprentice to confirm they intend to return to their Apprenticeship and have they must not have left the employment of the Trust. The Apprentice must be involved in active learning or monitored workplace practice throughout an Apprenticeship. The Apprentice can, after achieving all mandatory requirements of an Apprenticeship, stay in learning until they meet the minimum duration and embed the skills they have gained. Evidence that the Apprentice continues in learning must be available and will be held in the Apprentice s Evidence Pack. Records of agreed weekly hours, including off the job training must be maintained. With the qualifying age for Apprenticeships being a minimum of 16; Apprentices may be aged under 18. Like any employee under 18, those under 18 in Apprenticeship posts are classed as a Young Person in law. As such there are additional requirements under the European Working Time Directive (EWTD). Please refer to the Work Experience Policy PP208 for more information, including risk assessment requirements. Source: Deputy Director of Workforce (Development) Issue date: January 2018 Page 6 of 16

7 All Apprentices will receive an Initial Assessment in line with ESFA requirements as part of their induction period. The Initial Assessment will be led by the Education Team with support from the Apprentice s line manager. At times this may also include the selected Training Provider. All Apprentices must have an Evidence Pack which will be held and maintained centrally by the Education Team. The Evidence Pack is a collection of documents that evidence the Apprentice s eligibility for their Apprenticeship and that the Trust complies with DfE and ESFA rules. 6. Apprenticeships and Redundancy In line with the Trust s Organisation Change Management Policy PP022 and Section 16 of the Agenda for Change Terms and Conditions, the Trust would wish to avoid redundancies wherever possible. In circumstances where an Apprentice is to be made redundant, the Trust would support the Apprentice in finding an alternative employer where possible, to facilitate the completion of their Apprenticeship. 7. Choosing a Training Provider and End Point Assessment Organisation To ensure compliance with Public Contracts Regulations 2015 and appropriate use of the Apprenticeship Levy funding available via the Trust s Digital Account, the Apprenticeship Levy Group must be contacted before any Training Provider is selected. 8. Apprenticeship Training Complaints Apprentices have the right to make a complaint about the Apprenticeship training they receive, both on and off the job training. All Apprentices will be made aware of the Trust s Grievance Policy PP035 and their Training Providers complaints procedure during their induction period. All Apprentices have the right to make a complaint via the Apprenticeship Helpline about their Apprenticeship training. They can be contacted on: or nationalhelpdesk@apprenticeships.gov.uk 9. Document Configuration Author(s): Clinical Practice Facilitator Other contributors: Training & OLM Manager Approvals and endorsements: Co-Medical Education and Training Committee Consultation: Apprenticeship Levy Group Talent for Care Group Issue no: 1 File name: PP(17)000 Apprenticeship Policy Supersedes: PP(17)000 Apprenticeship Policy Equality Assessed Yes Implementation Through named individuals and responsibilities as set out in the policy Monitoring: Source: Deputy Director of Workforce (Development) Issue date: January 2018 Page 7 of 16

8 Other relevant policies/documents & references: Additional Information: PP 067 Study Leave Policy PP 094 Capability Policy. PP 208 Work Experience Policy PP 022 Organisation Change Management Policy PP 127 Flexible Working Statutory Right to Request Policy None We welcome feedback on this policy and the way it operates. We are interested to know of any possible or actual adverse impact that this policy may have on any group in respect of gender or marital status, race, disability, sexual orientation, religion or belief, age or any other characteristics. The person responsible for equality impact assessment for this policy is the Deputy Director of Workforce (Development)) This policy has been screened to determine equality relevance. This policy is considered to have little or no equality relevance. Source: Deputy Director of Workforce (Development) Issue date: January 2018 Page 8 of 16

9 APPENDIX 1 Apprenticeship Commitment Statement This statement is made between: The Employer The Apprentice The Main Provider West Suffolk Foundation Trust The purpose of this statement is for all parties to agree and commit to their respective roles and responsibilities in ensuring the timely and effective achievement of the apprenticeship. What is an apprenticeship? An apprenticeship is a genuine job with an accompanying skills development programme. Through their apprenticeship apprentices gain the technical knowledge, practical experience and wider skills they need for their immediate job and future career. The apprentice gains this through a wide mix of learning in the workplace, formal off-the-job training and the opportunity to practise new skills in a real work environment. E24 Apprenticeship funding: rules and guidance for employers V2 March 2017 Apprenticeship Agreement An Apprenticeship Agreement is required at the commencement of an apprenticeship for all new apprentices. The purpose of the Apprenticeship Agreement is to:- identify the skill, trade or occupation for which the apprentice is being trained; and confirm the qualifying apprenticeship framework/standard that the apprentice is following. The Apprenticeship Agreement is incorporated into and does not replace the written statement of particulars issued to the individual in accordance with the requirements of the Employment Rights Act Apprenticeship Programme: Apprentice name: Skill, trade or occupation for which the apprentice is being trained: Relevant apprenticeship framework/standard and level: Start date: Estimated completion of learning date: Apprenticeship training delivered by: Source: Deputy Director of Workforce (Development) Issue date: January 2018 Page 9 of 16

10 Off-the-job training: There is a mandatory requirement for all apprentices to undertake and be paid for off-thejob training. Off-the-job training is defined as learning which is undertaken outside of the normal dayto-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. E28 Apprenticeship funding: rules and guidance for employers V2 March % of an apprentice s time at work (during normal paid working hours) must be dedicated to off-the-job training. Working towards achieving maths and English as part of the apprenticeship cannot be included in the mandatory 20% and additional time must be given to each apprentice for them to complete. Number of contracted hours per week 20% of contracted hours per week Total off-the-job training requirement (20% x number of weeks worked per year minus holiday x number of years on course) 20% off-the-job training content (list how the 20% will be met, include both college and employer activities and any specific day release time) Source: Deputy Director of Workforce (Development) Issue date: January 2018 Page 10 of 16

11 Roles and Responsibilities Employer Commitment West Suffolk Foundation Trust is committed to supporting the delivery of high quality Apprenticeships. The Trust will: Employ and pay the apprentice in accordance with agreed employment terms and conditions, taking into account relevant current legislation. Ensure the apprentice receives appropriate on the job experiences to allow for the completion of the Apprenticeship. Ensure the apprentice works under suitable supervision and has an allocated workplace mentor Ensure that 20% of the training is off the job and that it is undertaken during work time Release the apprentice from their duties to attend training and undertake the examinations and assessment as is reasonably required to complete the apprenticeship Ensure the apprentice follows the planned apprenticeship training content and schedule as set out later in this statement Commit to working with the apprentice and the main provider to provide the best possible Apprenticeship experience Regularly review the progress of the apprentice and provide regular support and feedback to both the apprentice and the main provider Notify the main provider immediately of any change of circumstance in relation to the apprenticeship Main Provider Commitment The main provider is committed to the delivery of high quality Apprenticeships and will: Work with you and the WSFT to provide you with the best possible Apprenticeship experience and support successful completion of the apprenticeship Ensure the delivery of the most up to date high quality Apprenticeship programme tailored to your learning needs Ensure any delivery subcontractors commit to the above Provide advice, support and guidance to the apprentice and the employer for the duration of the apprenticeship Provide a quality learning experience for all apprentices by o Employing highly skilled qualified staff with vocational expertise o Undertaking regular quality assurance of delivery staff including observations of teaching and learning o Giving meaningful regular developmental feedback to both apprentice and employer o Carrying out regular face to face support visits in the workplace with the apprentice a minimum of once every 5 weeks. o Providing access to additional support and mentoring for any identified needs such as Maths & English. Take reasonable steps to act on feedback received where relevant to enable continual improvement and development Source: Deputy Director of Workforce (Development) Issue date: January 2018 Page 11 of 16

12 Apprentice Commitment You commit to: Observe the terms and conditions of your employment and this apprenticeship agreement Behave in a professional manner at all times, with an awareness of the importance of their role as an ambassador for both the Employer and the main provider Always work to WSFT organisational rules, policies and procedures Undertake and record 20% off-the-job training Attend planned study days (an attendance of at least 80% is expected over the course) Notify the employer and training provider as soon as possible of any nonattendance at either scheduled training sessions or planned meetings Complete any work set within the planned timeframe to the best of your ability Submit assignment work by the due date Ask for help and support when you need it Submit evaluation feedback as requested Operate within the Trust s professional behaviours at all times. Undertake the end point assessment of your apprenticeship standard and complete all required preparatory work to ensure successful completion Notify the employer and training provider of any change of circumstances Failure to adhere to the apprenticeship commitment will be dealt with in line with West Suffolk Foundation Trust s Managing Capability Policy PP(15)094 Resolving Queries and Complaints about your Apprenticeship General Queries If you have a query regarding your Apprenticeship please contact: Contact Type Contact name Telephone Number Main Provider: Trust: Complaints For clinical apprentices the first point of contact is the Clinical Education Lead or Clinical Practice Facilitator in Nursing Directorate Education Team and for nonclinical apprenticeships contact Rostering & Training Improvement Manager in Human Resources & Communications Department Source: Deputy Director of Workforce (Development) Issue date: January 2018 Page 12 of 16

13 If the response is felt to be unsatisfactory or for further information please refer to West Suffolk Foundation Trust s Grievance Policy and Procedure PP(16)035. The main education provider also has a complaints procedure as detailed below:- [delete as appropriate or add another training providers details] West Suffolk College If either Employer or Apprentice has a complaint or query in relation to their Apprentice or Apprenticeship with West Suffolk College please contact: First instance Please contact your Work Based Learning Co-ordinator If response is felt to be unsatisfactory or further information is required please escalate to [Enter relevant Programme Manager contact details] who will acknowledge receipt of your complaint/query within 5 days and respond fully within 10 days. University of Suffolk If the Apprentice wishes to query a recommendation or decision on his or her academic assessment, progression or award (an academic appeal ) or otherwise has a complaint which could reasonably be expected to have a material effect on the Apprentice s academic performance, the matter will (unless the University decides otherwise) be referred in the first instance to the Office for Student Appeals, Complains and Conduct (OSACC) at the University ( First Contact ) for consideration by the University in accordance with the University s policies, a copy of which is available from If the Apprentice has a complaint of a non-academic nature relating to their Apprenticeship, such complaint shall be referred to the Employer, save and except where such complaint relates to University training, services or facilities provided to the Apprentice by the University where such complaint should be referred to the First Contact at the University. Any such complaint will be dealt with by the Employer or the University (as applicable) in accordance with the applicable policies, regulations and procedures, copies of which are available from [insert]. The University and Employer agree to cooperate with each other to provide materials, responses and such other support as may be reasonably required in connection with any complaint or appeal. The parties acknowledge and agree that the appeal discipline and complaint procedures in this paragraph (Complaints) of this Commitment Statement may fall under the jurisdiction of the Office of the Independent Adjudicator (or any successor body) ( OIA ) and the Employer agrees it shall abide by the procedures implemented by the University, as amended from time to time, to participate in the OIA s scheme. If the Employer has a complaint in connection with any University training, services or facilities provided by the University or its subcontractors in connection with the Apprenticeship the Employer should refer such complaint to the First Contact at the University. Any such complaint will be dealt with by the University in accordance with the University s applicable policies, regulations and procedures, a copy of which has been provided to the Employer [Please note that the University must provide the Employer with a copy of its written complaints and dispute resolution procedure, policy and process.] Source: Deputy Director of Workforce (Development) Issue date: January 2018 Page 13 of 16

14 Apprenticeship Helpline All parties can make use of the Apprenticeship Helpline if they have any queries, concerns or complaints. Telephone: (8am to 10pm, 7 days a week) Data Protection The apprentice acknowledges that the main provider and the employer are individually registered as data controllers under the Data Protection Legislation. Each entity is separately responsible for processing the apprentice s personal data (as defined in the Data Protection Legislation). The apprentice consents to the main provider and the employer processing personal data (as defined in the Data Protection Legislation) relating to the apprentice for their respective legal, personnel, administrative and management purposes, and transferring such personal data, to the other for the purposes of management and administration of the apprenticeship. The Apprentice accepts that the main provider and the employer may share the apprentice s personal data with professional bodies if the Apprenticeship involves professional accreditation, but only to the extent necessary for such professional accreditation. The main provider and the employer will not share the apprentice s personal data with any other third party unless they have the Apprentice s express consent, are under a statutory obligation to do so or are otherwise permitted to do so under the Data Protection Legislation. Health Education England request that information on all apprentices in the health sector are recorded on a National Apprenticeship Monitoring Portal. Please can you sign below to consent to your information being added to this database. I understand that my personal information will be uploaded onto the National Apprenticeship Monitoring (NAM) portal database. I can opt out of sharing this information at any time by contacting Julia.Wood@wsh.nhs.uk or Rebecca.Rutterford@wsh.nhs.uk Signing the commitment Signing this Commitment Statement evidences each party s commitment to its contents. Trust commitment Print Name: Designation: Signature: Date: Source: Deputy Director of Workforce (Development) Issue date: January 2018 Page 14 of 16

15 Main Provider commitment Print Name: Designation: Signature: Date: Apprentice Commitment Print Name: Designation: Signature: Date: Parent/Guardian commitment (for Apprentices under 18 years only) Print Name: Relationship to Apprentice: Signature: Date: Source: Deputy Director of Workforce (Development) Issue date: January 2018 Page 15 of 16

16 Apprenticeship Training Content Mandatory Qualifications: Planned Start Date Planned End Date Delivery Organisation Funding WSFT digital account WSFT digital account WSFT digital account Maths Functional Skills Direct from ESFA English Functional Skills Direct from ESFA Additional content that is not eligible for funding EPA Content End Point Assessment (EPA) for Apprenticeship Standards Planned Planned End Point Assessment Gateway Completion Organisation Date Date Source: Deputy Director of Workforce (Development) Issue date: January 2018 Page 16 of 16