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.
It’s not just about attendance at training courses, classes or workshops.
It is anything in the workplace that is new learning and moves the apprentice towards the successful completion of their apprenticeship, which might include:
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.
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.