Apprenticeships 101: As an employer

What are the different types of apprenticeships?

Apprenticeships come in various forms, however the most common are non-degree surveying apprenticeships and degree apprenticeships. Non-degree surveying apprenticeships, also known as intermediate and advanced apprenticeships, provide an excellent opportunity to enter the surveying industry without pursuing full-time classroom learning, heavily focusing on real life scenarios and workplace environments.

Apprenticeships in England, Wales and Northern Ireland that do not lead to a degree are regarded as Levels 2-5. These courses can take between 2-3 years to complete. Following successful completion of these courses, it is possible to move on to further education or a degree apprenticeship. Entry requirements vary, but typically require 5 GCSEs grade 9-4 including English and Math.

Degree apprenticeships offer a hybrid approach, combining full-time work with part-time university study. This type of apprenticeship offers degree-level study (Level 6) whilst gaining a head-start in a surveying career.

Entry requirements will vary, but typically a surveying degree apprenticeship will require a minimum of 3 A levels at Grade C or higher, a T level (or their equivalent), or a Level 3 Apprenticeship in an appropriate discipline (such as a Surveying Technician apprenticeship). All degree apprenticeships are delivered by universities and typically take between three and six years to complete. On successful completion, apprentices will receive a full bachelor’s or master’s degree.

How do I employ an apprentice?

Most employers will have their apprenticeships listed on their website careers page but apprentices can also apply through the Government Portal. The application process varies between employers but is similar to a job application such as submitting a CV, interviewing and offer.

Who funds an apprenticeship?

Apprenticeships allow financial independence for apprentices as there’s no student debt or tuition fees to pay. Apprenticeships are mostly funded and backed by the Government. For a smaller employer, they are eligible for government funding which will pay between 95% and 100% of the apprentice training costs. Large employers can use their levy to pay for apprenticeship training.

Employers must pay apprentices at least the National Minimum Wage. There are different rates of pay for apprentices depending on their age and what year that the completed their apprenticeship, but the contract of employment should make it clear what wage you’ll pay your apprentice and for how many hours.

How are employers involved?

Many universities lead Surveying Apprenticeships, and since COVID-19 many institutions provide remote learning opportunities, but as apprenticeships are split between 20% classroom work (‘Off-the-job’ training) and 80% work experience, the majority of the time for an apprentice is spent with the employer. Therefore employers, alongside the RICS and the Government, will work together to create a training plan. This will ensure the apprentice is following the correct curriculum so the qualification they are working towards is achieved.

The training plan sets out the commitment of the training provider, employer, and apprentice and records key details. It will set out the planned content and schedule for training, what is expected and offered by the employer, the training provider, and the apprentice and how to resolve queries and complaints.

Employers need to provide time during paid working hours for apprentices to study. As well as this, employers must offer apprentices the same conditions as other employees working at similar grades or in similar roles. This includes paid holidays, sick pay, any benefits you offer such as childcare voucher schemes and any support you offer such as coaching or mentoring.

What are the benefits of apprenticeships?

Unlike traditional university degrees, an apprenticeship provides the apprentice the benefit of hands-on learning and experience. The training received is tailored to the needs of the industry but also teaches the essential skills needed to progress in the workplace and wider working world, narrowing the skills gap between school leavers and the workforce. For an employer this means that their apprentices are learning exactly how to do the job the way they want them to, building the team they need to meet their business objectives.

In a survey commissioned by the Government in 2017, 86% of employers reported benefiting from ‘the development of skills relevant to the organisation’ by hiring apprentices.