Apprenticeship - 20% off the job training


A Manager’s guide

All apprentices, regardless of age and experience, must have time at work to learn, develop and practice their new skills. This approach is supported by the 70:20:10 model of adult learning.

The Education and Skills Funding Agency now require all apprentices to demonstrate that they receive at least 20% off-the-job learning during their apprenticeship.

The term ‘off-the-job’ learning is causing some confusion and consternation with managers, wondering how they will manage their service when staff members will be regularly attending training courses.

The purpose of this guide is to explode the myths around the 20% learning requirement and provide clear, common sense suggestions to enable apprentices to learn new skills and apply them in practice.

Off-the-job learning – what it is not.....

It’s not just about attendance at training courses, classes or workshops.

Off-the-job learning – what it is…..

It is anything in the workplace that is new learning and moves the apprentice towards the successful completion of their apprenticeship, which might include:

  • Mandatory training such as Safeguarding/Information Governance/Health and Safety etc.
  • All workshops relating to the apprenticeship programme (excluding Functional skills)
  • Being coached and/or mentored in relation to developing skills in their job role
  • The apprentice’s supervisions/monthly reviews/annual appraisals/ handovers (excluding progress reviews or on-programme assessment needed for an apprenticeship framework or standard)
  • Team meetings e.g. about implementing a new procedure at work or introducing an improvement to existing processes
  • Shadowing another member of staff in understanding the setting’s policies/procedures and relevant forms that are relevant to the service, e.g.: Health & Safety/Risk assessments/Communication
  • Attending conferences/reading relevant publications including our in-house magazines
  • Any external training days, including short courses booked on by the department
  • Practical training and practice (being shadowed/observed by another staff member and receiving feedback about performance)
  • Learning support and Reflective accounts of learning and new work experiences.
  • Time spent writing assessments/assignments/self-study
  • Research new skills techniques and better understanding relating to job roles and sector.
  • Any e-learning

What do managers need to do?

Discuss and review learning requirements with your apprentice on a regular basis. Agree with them time at work to complete work-based assignments and give them opportunities to practice new skills and give them feedback on what they are doing well and areas to work on. This could be part of the quarterly review with your Dynamic Training Skills & Development Coach. 

How is this recorded?

An Apprentice is responsible for ensuring that all off-the-job learning activity is recorded in their online learning log.
Dynamic Training will ensure that apprentices have access to and know how to update the learning log. We will also regularly review how many hours are being recorded and share this information with an apprentice’s line manager.