A Guide to Apprenticeships for NHSScotland

WORKING TO LEARN AND LEARNING TO WORKA Guide to Apprenticeships for NHSScotland

FOUNDATION APPRENTICESHIPSBusiness Skills

Creative & Digital Media

Engineering

Hardware and System Support

Scientific Technologies

Social Services & Healthcare

Software Development


Social Services & Healthcare: Children & Young People

MODERN APPRENTICESHIPS Accounting

Business & Administration

Construction: Building

Creative & Digital Media

Dental Nursing

Digital Applications

Engineering

Facilities Services

Facilities Management

Fashion & Textiles

Healthcare Support (clinical)

Healthcare Support (non-clinical)

Hospitality (Professional Cookery)

IT & Telecommunications

Life Sciences & the Related Science Industries

Occupational Health & Safety Practice

Pharmacy Services

Plumbing

Procurement


Social Services & Healthcare: Children & Young People

GRADUATE APPRENTICESHIPSConstruction and the Built Environment

Cyber Security

IT: Software Development

IT: Management for Business

Business Management

APPRENTICESHIP FRAMEWORKS USED IN NHSSCOTLAND

WORKING TO LEARN AND LEARNING TO WORKA Guide to Apprenticeships for NHSScotland2

CONTENTSINTRODUCTION 5

MODERN APPRENTICESHIPS (MAs) 6

WHO CAN BE A MODERN APPRENTICE? 7

HOW RELEVANT ARE MAs TO NHSSCOTLAND? 7

HOW ARE MAs STRUCTURED? 8

WHO IS RESPONSIBLE FOR DEVELOPMENT OF 9 MAs?

WHAT FUNDING IS AVAILABLE FOR MAs? 10

BENEFITS OF MA PROGRAMMES 10

IS AN MA PROGRAMME RIGHT FOR 11 YOUR BOARD?

MAs: DECISION-MAKING CHECKLIST 16

FOUNDATION APPRENTICESHIPS 18

GRADUATE APPRENTICESHIPS 20


INTRODUCTIONThe Apprenticeship family is comprised of

¢ Foundation Apprenticeships (FAs)

¢ Modern Apprenticeships (MAs)

¢Graduate Apprenticeships (GAs)

By providing a framework for learning which leads to nationally-recognised qualifications, apprenticeships ensure the attainment of the knowledge and skills required to demonstrate competence in the chosen field. Meanwhile, NHSScotland can be confident that, in working to meet these national standards, the apprentice is applying their new knowledge and skills directly in the workplace.

Many Apprenticeship frameworks are directly relevant for roles in NHSScotland. To help Boards make the most of what apprenticeships have to offer, NHS Education for Scotland (NES) and Skills Development Scotland (SDS) have produced this Guide to Apprenticeships for NHSScotland. Along with information about the range, structure and content of apprenticeship programmes, it provides guidance to help you decide if and how apprentices could be used as part of your Board’s approach to workforce planning and development.

NHS Education for Scotland (NES) is a Special Health Board. Its remit is to develop and deliver education and training for those who work in NHSScotland, helping them to deliver the best in healthcare services for the people of Scotland.

Skills Development Scotland (SDS) is the non-departmental public body tasked with catalysing real positive change in Scotland’s skills performance by linking skills supply and demand more effectively and helping people and organisations learn, develop and use these skills to greater effect. As Scotland’s skills body, Skills Development Scotland’s aim is to deliver the very best possible outcomes for Scotland’s people, businesses and the economy, and building fairer and more diverse workplaces.

The SDS Employer Services Team liaises regularly with employers to advise and support them throughout their engagement with the apprenticeship family and other SDS products, such as Marketplace and Individual Training Accounts. They help employers invest in existing skills, develop new talent and get the right products to grow their business.

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MODERN APPRENTICESHIPS (MAs)Modern Apprenticeships have a great deal to offer NHSScotland. They provide frameworks and support mechanisms which can help to

¢bring new pools of talent into vital support roles within the service

¢engage interest in service areas which may be considered difficult to recruit to

¢ensure that new recruits in service area learn exactly what is needed for their role, and develop skills to enable them to develop further as they become more experienced

¢support effective succession planning

By working alongside mentors, apprentices learn as they work and, by the end of the apprenticeship period, they are seen as competent, experienced workers. Modern Apprenticeships build on this approach of working and learning at the same time. However, unlike a traditional apprenticeship, an MA does not rely solely on the skills and experience of the individual employer/ mentor to ensure that they learn what is needed. Instead, MA frameworks provide the formal training needed to ensure that apprentice gains national recognition for their knowledge and skills.

Here are a few of the features of an MA:

¢A framework for learning: The requirements for apprenticeships in different occupations are set at a national level. Each MA Framework specifies the qualifications which are the essential requirements for someone to reach competence at their chosen level in their chosen field. They are developed by Sector Skills Councils or Sector Skills Organisations (SSCs/SSOs). SSCs/SSOs consult with employers and key partners in their sector to develop an apprenticeship framework which meets the needs of employers.

¢Registered training providers: In order to offer MA training, providers must be registered with the SSC/SSO responsible for the MA Framework. A wide range of providers are approved to offer MA programmes – from colleges and private training providers to employers themselves.

¢Formal training agreements between the employer, the apprentice and a registered training provider: All MA programmes combine learning in the workplace with more formal learning, sometimes in a classroom setting. The structure of this learning programme is agreed between the employer, the apprentice and the chosen training provider. The length of time taken to complete an MA varies according to the area being studied.

¢MAs are employees: In order to participate in an MA programme, apprentices must be in employment and receiving a salary. Please note that MA funding cannot be used to fund employees’ salaries – it only applies to the cost of the training programme itself.


WHO CAN BE A MODERN APPRENTICE? Most Modern Apprenticeships are open to anyone aged 16 or over who lives in Scotland and wishes to work towards recognised accreditation in their chosen role. They are particularly suited to new recruits to a role or area, but are also a suitable way to develop existing employees.

HOW RELEVANT ARE MAs TO NHSSCOTLAND? A very large number of MAs (over 100) are available and many of these relate to areas within the NHSScotland workforce.

Some examples of MAs suitable for clinical roles include:

¢Healthcare Support (clinical)

¢Social Services and Healthcare

¢Dental Nursing

¢LIfe Sciences

¢Pharmacy Services

Others are more appropriate for non-clinical areas including

¢Business & Administration

¢Engineering

¢Hospitality

¢IT and Telecommunications

¢Creative and Digital Media

¢Payroll

Details of all current Modern Apprenticeship Frameworks available in Scotland are at:

https://www.apprenticeships.scot/take-on-an-apprentice/modern-apprenticeships/browse-frameworks/

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HOW ARE MAs STRUCTURED? Each MA Framework details the learning which an apprentice needs to undertake. All frameworks consist of three elements:

¢An occupational SVQ (usually at SCFQ level 5 or 6), which is central to every Modern Apprenticeship Framework. Completing the SVQ enables the apprentice to develop the knowledge and skills required for their job.

¢Core skills (ommunication, numeracy, ICT/ digital, problem solving, working with others). All apprentices need to demonstrate that they have achieved the required level in these transferable skills.

¢Additional components which vary from sector to sector. In addition to the core occupational skills reflected in the SVQ, apprentices may need skills in other complementary areas. Additional components may include professional qualifications, additional SVQ units or other qualifications such as Higher National Certificates and Diplomas (HNC/HND).

Importantly, each MA Framework is developed in partnership with employers and representative bodies in the relevant sector or occupational area. As a result, employers can be sure that apprentices will learn the knowledge and skills required for their role.


WHO IS RESPONSIBLE FOR DEVELOPMENT OF MODERN APPRENTICESHIPS? A range of organisations are involved in the development of MAs in Scotland:

¢The Sector Skills Council (SSC) for the relevant sector develops the MA Framework in consultation with employers, qualification awarding bodies and Standard Setting Organisations (SSOs). Skills for Health and Justice is the SSC responsible for developing MA Frameworks in health-related topics.

¢The Modern Apprenticeship Group (MAG) is an independent group, constituted by Scottish Ministers and is drawn from key stakeholders involved in the management and delivery of the Modern Apprenticeship programme in Scotland. It has responsibility for approval of MA Frameworks and for encouraging best practice.

¢The Scottish Apprenticeship Advisory Board (SAAB) is led by employers across a range of sectors and contributes to the development of apprenticeships in Scotland, ensuring they are aligned with employer and industry needs. Skills Development Scotland works with SAAB to ensure there is a demand-led, responsive and adaptive work-based learning system for employers.

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WHAT FUNDING IS AVAILABLE FOR MAs? SDS provides funding to cover some of the MA training costs. This funding cannot be used by the Board to cover salary costs. SDS publishes a contracting strategy annually setting out the priorities for support. These priorities may include:

¢specific age groups (e.g. 16-19 years)

¢specific occupational areas, linked with Scottish Government targets for economic growth

¢specific frameworks to increase the proportion of higher level apprenticeships at SCQF level 6/7.

SDS uses the Public Contract Scotland portal to advertise its activity and organisations can bid to deliver training through this medium (http://www.publiccontractsscotland.gov.uk).

If an MA is appropriate to the needs of the department, service area or organisation, funds may be available from your Board’s training budget.

BENEFITS OF MA PROGRAMMES MAs are one of a range of vocational learning solutions which can support the development of skills in the workplace. Whether you are considering a place on an MA programme for a single employee, or the embedding of a more substantial MA programme within your Board, it is important to identify how both the Board and the individual learner(s) will benefit from the investment which is made. Before making your decision, it is recommended that you speak with other staff responsible for workforce planning, workforce development and/or commissioning other learning programmes to ensure that the MA links with wider workforce development and organisational goals.

The following sections of the guide are designed to help you decide if – and how – MAs should become part of your Board’s workforce development solutions.


IS AN MA PROGRAMME RIGHT FOR YOUR BOARD? Working towards nationally-recognised qualifications means that the learning undertaken by NHS staff is measured against consistent benchmarks and is transferable across the service. For each workforce development need you identify, there may be a range of suitable learning programmes and qualifications. When considering whether or not to use Modern Apprenticeships as an option for workforce development in your NHS Health Board, it is important to consider a range of questions:

WHO WILL PARTICIPATE IN THE PROGRAMME? MAs are especially appropriate if you are bringing in new employees, especially in the 16 to 19 age group. You should consider the level of experience existing staff have before deciding if the MA is the most appropriate learning solution.

WHAT SKILLS WILL MAs DEVELOP? It is important to remember that MA Frameworks contain more than the occupational SVQ. They enable individuals to develop and demonstrate important core skills and additional skills related to their main area of learning. For example, the MA will help staff develop their IT skills along with the key occupational skills in their area. MAs are especially appropriate if you have a recognised need to equip employees with core skills and additional skills that are appropriate to a number of jobs.

HOW DOES THE LEARNING TAKE PLACE? All vocational qualifications bring together learning on-the-job with more formal learning requirements. However, the way in which this learning is organised is dependent on the qualification(s) the individual is working towards. A learning contract should be agreed between the employer, the employee and the MA provider. This outlines the responsibilities of each in ensuring that the apprentice’s learning is successful.

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This table will help you decide whether an MA programme is the most appropriate learning solution for your situation – or if an SVQ, HNC/D or other qualification might be more appropriate.

WHICH QUALIFICATION IS RIGHT FOR YOUR LEARNERS?

SCQF LEVELS TARGET LEARNERS SKILL DEVELOPMENT

Modern Apprenticeship frameworks are available at SCQF levels 5 to 9

Particularly suitable for new recruits to an occupational area. Funding may be available if they fall into the 16-19 group, and part-funding is available for other age groups.

In addition to the occupational skills in the SVQ, apprentices need to demonstrate their core skills (communication, numeracy, ICT/digital, problem-solving, working with others) and the skills required by any additional components included in the MA Framework.

Scottish Vocational Qualifications (SVQs) are available at SCQF levels 4 to 11

Suitable for both new and experienced staff who need to demonstrate how they are applying knowledge/skills in their role. The SVQ is the central qualification within all MA Frameworks.

The SVQ focuses on the specific knowledge and skills required for the individual’s role, and how those are being applied in the workplace.

Higher National Certificates (HNCs) are available at SCQF Level 7

Higher National Diplomas (HNDs) are available at SCQF Level 8

HN qualifications are for people who may be preparing to enter a particular role or area of work. They focus on different occupational areas and prepare people with the knowledge to work in those areas. As a result, they may be particularly appropriate for staff preparing to take on new/extended roles or for people preparing to enter the NHS.

HN qualifications focus on the knowledge required for a particular occupational area. As a result, they require a programme of formal study, usually with a college or other learn-ing provider. This may be full-time or part-time study. Some HNCs/ HNDs also require an element of on-the-job learning.

Other vocational qualifications (including Professional Development Awards) are available at SCQF levels 6 to 12

This group covers a wide range of qualifications specific to a particular occupational area or topic. Many are ‘smaller’ qualifications that SVQs or HNC/D, containing as few as 2 units. MA Frameworks may contain one or more of these additional qualifications.

Depending on their content, these qualifications can combine on-the-job learning with elements of formal study.

The Scottish Credit & Qualifications Framework (SCQF) is used to benchmark Scottish qualifications.For more information, visit www.scqf.org.uk


WHAT ARE THE OPTIONS FOR MA DELIVERY? ¢internal delivery where the NHSScotland Board is the training provider and

is responsible for all aspects of the programme

¢external delivery where the NHSScotland Board contracts with an external provider to deliver all aspects of the Modern Apprenticeship

¢hybrid delivery where the NHSScotland Board delivers some aspects of the programme and other elements are subcontracted externally

SHOULD YOUR BOARD OPT FOR ‘INTERNAL DELIVERY’ AND BECOME AN MA TRAINING PROVIDER? Many NHS Health Boards are already approved SVQ centres and so you might consider seeking approval to deliver an MA framework. However, it is important to consider

a) if the necessary support mechanisms exist in your Board

b) if the number of participants – and the envisaged lifespan of the programme – will justify the work involved in becoming a training provider

In order to become an MA training provider, you apply to SDS and SSC/SSO for an MA contract. There are two different contracts you can apply for:

¢Employer contract: allows you to deliver in-house training and assessment to your own employees. Only training to your own staff can be funded through this contract.

¢Training provider contract: allows you to deliver assessment and training to other employers (e.g. other NHS boards, different dental practices, etc.)

If you decide to bid for a contract, you must

¢Register on Public Contracts Scotland.

¢Complete an Invitation to Tender, Proposal and Volume Bid. You will need to present evidence of your capacity to provide training, your experience of delivering VQs, and demand levels.

¢Review the Modern Apprenticeship programme rules.

¢Confirm that you have Awarding Body and Sector Skills Council approvals. You can find information about the relevant Awarding Body and Sector Skills Council in the framework document for the Modern Apprenticeship(s) you’re offering.

For more information and further steps, please visit https://www.apprenticeships.scot/training-provider/modern-apprenticeships/application-and-tendering/

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WHAT’S THE MOST APPROPRIATE APPROACH IN YOUR BOARD? The table below lists the tasks required to deliver Modern Apprenticeships and shows where responsibilities lie when programmes are delivered a) internally b) externally and c) hybrid model.

You can use this table to support discussions with your own SVQ Centre and with external providers.

TASK INTERNAL MODEL EXTERNAL MODEL HYBRID MODEL

Recruitment of the Modern Apprentice NHS Board NHS Board

In a hybrid model, the NHS Board will take on some of the responsibilities of the training provider in the external model. The

responsibilities to be taken in-house will depend on the

individual context.

When this approach is taken, the NHS Board

should discuss how delivery costs might be affected.

Payment of Modern Apprentices in line with organisational policy and current legislation

NHS Board NHS Board

Agreeing roles and responsibilities for on-the-job training NHS Board NHS Board &

Training Provider

Agreeing where off-the-job training is required and defining roles and responsibilities for this

NHS Board NHS Board & Training Provider

Registering candidates with the SSC/SSO and, where appropriate, SDS Employer Training Provider

NHS Board Training Provider

Compiling and agreeing assessment plans Employer Training Provider NHS Board Training Provider

Meeting with trainers, assessors, verifiers and the Modern Apprentice to review progress

NHS Board NHS Board

Witnessing candidates performance and verifying evidence NHS Board Training Provider

Judging performance evidence NHS Board Training Provider

Ensuring that the experience, facilities and training necessary to achieve the outcomes of the training plan are made available

NHS Board NHS Board

Completing assessment records NHS Board Training Provider

Reviewing candidates’ progress at regular intervals NHS Board NHS Board &

Training Provider

Submitting records and evidence for moderation NHS Board NHS Board &

Training Provider

Supporting and encouraging Modern Apprentices generally NHS Board Training Provider

In your discussions, be sure to identify who within your NHS Health Board would be involved in the delivery of the areas identified as the Employer s responsibility.


USEFUL LINKS AND FURTHER INFORMATION The following links and resources are designed to help you identify if/how Modern Apprenticeships might be appropriate for your context.

MAs IN SCOTLAND Skills Development Scotland (SDS)

http://www.skillsdevelopmentscotland.co.uk/what-we-do/our-products/modern-apprenticeships/

MA FRAMEWORKS AVAILABLE IN SCOTLAND

Skills Development Scotland

https://www.apprenticeships.scot/take-on-an-apprentice/modern-apprenticeships/browse-frameworks/

BECOMING AN MA PROVIDER Skills Development Scotland

https://www.apprenticeships.scot/training-provider/modern-apprenticeships/

INFORMATION ABOUT SQA VOCATIONAL QUALIFICATIONS SUITABLE FOR USE IN NHSSCOTLAND

https://www.sqa.org.uk/sqa/78297

HOW MAS HAVE BEEN USED ALREADY TO SUPPORT STAFF IN NHSSCOTLAND

NHS Education for Scotland – case studies are available at http://www.careers.nhs.scot/apprenticeships/apprenticeship-real-life-stories/

LEARNING FOR HEALTHCARE SUPPORT WORKERS

Healthcare Support Workers’ Toolkit

www.hcswtoolkit.nes.scot.nhs.uk

Business and Administration Education Pathways

ba.nes.digital

Estates and Facilities Education Pathways

ef.nes.digital

THE SCOTTISH CREDIT & QUALIFICATIONS FRAMEWORK

SCQF Partnership website www.scqf.org.uk

MODERN APPRENTICESHIPS: DECISION-MAKING CHECKLIST TAKING THE FIRST STEPS

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If you are interested in using MAs in your Board, you may be required to submit a business case.

This checklist is designed to help you gather the information you need to make the case for Modern Apprenticeship(s) in your area.

1 WHAT IS THE SERVICE NEED?

What tasks/functions need to be carried out?

What level/range of skills are needed to do this?

What evidence do you have of the service need?

2 WHICH MA FRAMEWORK WOULD HELP ADDRESS THIS NEED?

What level of learning is required?

Which SVQ is included in the Framework?

What additional elements are there?

Why are they relevant to the service needs?

3 WHO WOULD PARTICIPATE?

Which staff members are in your target group?

For example, are they existing staff members who may be in a new or extended role, or will the programme focus on recruits to vacancies in a specific service area?

Why is the MA the most appropriate route for them?

How many people will participate?


4 WHAT IS THE MOST APPROPRIATE DELIVERY MODEL?

Who is the MA provider?

Who would need to be involved in order to deliver the Employer’s responsibilities?

5 HOW WILL IT BE FUNDED?

Is internal funding available for the MA programme?

Is the MA Provider funded to deliver places on this framework?

What other resources need to be funded?

6 How will you know if the MA programme has delivered what is needed for the service?

Remember to build in evaluation planning from the outset so you can demonstrate the impact of the programme on the service.

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FOUNDATION APPRENTICESHIPSWHAT IS A FOUNDATION APPRENTICESHIP? Foundation Apprenticeships help young people gain valuable, real-world work experience and access work-based learning while they’re still at school. School pupils complete a Foundation Apprenticeship in S5 and S6. As it’s at the same level of learning as a Higher, pupils take it as one of their subject choices alongside Highers or Nationals. They spend time out of school at college, and with employers. By taking on a Foundation Apprentice, employers provide them with on-the-job training and an industry-recognised qualification.

In contrast with Modern Apprenticeships, FAs are not employees. Employers are simply required to provide FAs with work-based learning experience and support to achieve a recognised qualification, with no need to pay a wage. Once the apprenticeship is completed, FAs will have gained relevant insight into the employer’s organisation, which will be very valuable if the employer decides to recruit.

WHAT FOUNDATION APPRENTICESHIP FRAMEWORKS ARE AVAILABLE? There are currently 12 Foundation Apprenticeship frameworks, many of which would be suitable for NHS Health Boards. For a current list of these, please visit the following page: https://www.apprenticeships.scot/take-on-an-apprentice/modern-apprenticeships/browse-frameworks/

Some examples of FAs for clinical areas include:

¢Scientific Technologies (laboratory skills)

¢Social Services and Healthcare

Some examples of FAs for non-clinical areas include:

¢Hardware and System Support

¢Business Skills


HOW ARE FOUNDATION APPRENTICESHIPS (FAs) STRUCTURED? Pupils spend time at college but also undertake work experience with an employer. FAs are normally completed over two academic years.

The level of involvement of the employer across the two years varies: during the first year, it is common for the employer to either visit the school to provide insight into their organisation, or to offer pupils the opportunity to visit their workplace. During the second year, the employer will offer work experience to the FA. The apprentice normally spends two days a week in their workplace, where they are able to apply what they have learnt to real projects and tasks, and develop essential employability skills.

WHO IS RESPONSIBLE FOR THE DELIVERY OF FAs? College or local authorities are responsible for the delivery of FAs. For a list of training providers near you, follow this link: https://www.apprenticeships.scot/take-on-an-apprentice/find-a-training-provider/

Please not that it is not possible for employers to become FA training providers. However, they are expected to mentor and support the FA to achieve their qualification.

WHAT FUNDING IS AVAILABLE FOR FAs? FAs are not employed by the organisation where they carry out their work experience, which means employers are not required to pay them a salary. SDS funds the apprentices’ training and supports them with travel expenses.

IS AN FA RIGHT FOR YOUR BOARD? Foundation Apprenticeships are suitable for any organisation who may be considering:

¢succession planning in response to an ageing workforce

¢how to fill skills gaps

¢how to better recruit and retain specialist skills

¢how to better engage in new technologies such as social media.

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GRADUATE APPRENTICESHIPSWHAT IS A GRADUATE APPRENTICESHIP? Building on the success of Foundation and Modern Apprenticeship programmes, Graduate Apprenticeships provide a way into degree-level study for individuals who are currently employed or who want to go straight into work. They allow employers to support staff in the development of their skills to industry and professional standards. Because they are designed around the needs of industry, employers can be confident that what their staff are learning at college or university will directly contribute to the success of their organisation.

WHO CAN BE A GRADUATE APPRENTICE? Just like MAs, Graduate Apprentices must be employed and receiving a salary. They must also be resident in Scotland before they start their apprenticeship and their workplace must be located in Scotland. Graduate apprentices must be 16 or over. However, some roles might only be appropriate for ages 18 and over because of health and safety requirements. Finally, just like MAs, Graduate Apprentices can be either new recruits or existing employees.

HOW RELEVANT ARE GAs TO NHSSCOTLAND? There are currently 11 Graduate Apprenticeship frameworks, many of which would be suitable for NHS Health Boards.

Some examples of GAs that might suit your Board’s needs are:

¢Cyber Security

¢IT: Software Development

¢IT: Management for Business

¢Business Management

For a list of all current GA frameworks, please visit: https://www.apprenticeships.scot/take-on-an-apprentice/modern-apprenticeships/browse-frameworks/


HOW ARE GRADUATE APPRENTICESHIPS (GAs) STRUCTURED? A Graduate Apprentice works full time. GAs spend about 80% of their time at work and 20% with a university or college. The mix between work and learning means that some of the work apprentices do in their workplace counts towards their qualification.

Employers work with the university or college delivering the training to decide what kind of learning timetable best suits them. For example, it might suit an employer to have apprentices attending university or college once a week. Online learning or a block release learning for several weeks, spaced throughout the year, may suit them better.

Graduate Apprenticeships last from two-four years, depending on the level of qualification and programme of study. They are currently available at SCQF level 8 (DipHE), SCQF level 10 (Honours degree), and SCQF level 11 (Masters). Flexible entry and exit points mean your employees can get qualified to the level your organisation needs.

WHO IS RESPONSIBLE FOR DEVELOPMENT AND DELIVERY OF GAs? The following bodies are involved in the development of GA frameworks:

¢Technical Expert Groups (TEGs): TEGs are groups of employers that act as an advisory group on behalf of the sector and are based on the premise that industry provides the expertise to identify the skills and knowledge they need for a competent graduate workforce.

¢Academic representatives: They develop the programme, quality standards and alignment to professional accreditation required for delivery of the award.

SDS will also take into consideration notes of interest when looking at demand. However, individual employers cannot commission the development of a GA framework.

SDS delivery partners are comprised of universities and colleges across Scotland. You can find a list of current delivery partners here: https://www.apprenticeships.scot/take-on-an-apprentice/graduate-apprenticeships/

The employer is also expected to mentor the GA apprentice and get involved in training and assessment elements as agreed with the delivery partner. However, in contrast with MAs, employers cannot be GA training providers.

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WHAT FUNDING IS AVAILABLE FOR GAs? For Graduate Apprentices starting in 2018, Skills Development Scotland funds learning costs for the duration of the course, at the time of writing. For more information on current funding, follow this link: https://www.apprenticeships.scot/become-an-apprentice/graduate-apprenticeships/graduate-apprenticeships-contact-form/

IS A GA RIGHT FOR YOUR BOARD? Graduate Apprenticeships are suitable for any Boards wishing to

¢bring new knowledge and skills into the board

¢plan for their skills needs

¢attract new talent, as an alternative to traditional graduate schemes

¢retain employees by supporting and investing in their development

¢develop networks with colleges and universities

Note that both existing employees and new recruits looking to start a GA will need to apply to the relevant GA course offered by the chosen university or college. Their application will then be reviewed by the university’s admissions department.

Contact [email protected] for further information.


NESD0872 © NHS Education for Scotland 2018. You can copy or reproduce the information in this document for use within NHSScotland and for non-commercial educational purposes. Use of this document for commercial purposes is permitted only with the written permission of NES.

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Revised: April 2018

NHS Education for ScotlandWestport 102West PortEdinburghEH3 9DN

www.nes.scot.nhs.uk

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A Guide to Apprenticeships for NHSScotland