Activfirst Prospectus

Apprenticeships

prospectus

with

activfirst

Welcome to

activfirst

Apprenticeship

training

Activfirst is an innovative

and forward-thinking

apprenticeship provider with

over 10 years of experience.

We develop progressive, high-quality programmes;

aiming to work with the employer to create an

upskilled workforce.

Training is specifically tailored to ensure all apprentices

develop the skills they need to thrive in the workplace;

giving employees a real advantage with career

progression and allowing the employer to

futureproof their workforce.

Contents

Section 1

Section 2

Section 3

Section 4

Section 5

Introduction to Apprenticeships

The Apprenticeship Journey

Apprenticeship Requirements

Apprenticeship Standards

Contact us

2

3

Introduction to

Apprenticeships

An apprenticeship combines

paid work-experience with the

opportunity to train and gain

nationally recognised

qualifications.

Apprentices can add value to a business, from

improving its skills base to boosting productivity.

They can also raise staff morale and bring diversity

to the team.

Apprenticeships are a unique way to ‘grow your own’;

they combine on-the-job training in an organisation

with off-the-job learning and provide employers with

an effective way of growing their skills base.

The apprentice’s learning takes place in context and

provides a real understanding of the working world,

combining practical skills with theoretical knowledge.

Apprenticeships can provide a career route into the

organisation and an invaluable opportunity to develop

the expertise the business needs now and in the future.

The diverse array of apprenticeships allows employers

to look at roles across their business. It may be that

bringing in new talent meets the needs of the business

or that existing staff could be developed – or a

combination of both.

An apprenticeship is a great opportunity for people over

the age of 16, legally allowed to work in England and

who are:

Y Early in their career

Y Looking to upskill in their current role

Y Wanting a career change

Y Not in full-time education

4 5

The Apprenticeship

Journey

A prerequisite for a successful apprenticeship

programme is clarity about the role that

apprentices play in the organisation, job design

which ensures on and off-the-job learning and

development, and a shared understanding of how

they will be supported and by whom.

The employer will need to create a digital

apprenticeship service account to hire an

apprentice. They can use this account to

advertise apprenticeship vacancies and

choose a training provider who can advertise

on their behalf; or they can use their own

normal hiring process.

A supportive, engaged employer who is

involved in their apprentice’s training,

development and performance review

will make all the difference to their result.

The training provided depends on the sector

and skill levels of the apprentice, but all

comprise of core elements of knowledge,

skills and behaviours.

Employer involvement in the end-point

assessment is also critical. Together with

the training provider they ensure that any

apprentices have completed all the required

training, have had adequate time and

resources to complete the components of

their end-point assessment (such as the

portfolio and project) and have had the

opportunity to take part in practice activities.

This should be a positive experience,

where the apprentice is confident in what

they have learned and feel secure that their

employer and provider are also confident in

their ability.

Apprenticeship Programme Progress

Pre-enrolment

During Apprenticeship

Gateway

End Point Assessment

Eligibility & Prior Learning checks

Initial Assessment

Employer on Digital

Apprenticeship Service

Enrolment

The start of the learner journey begins

with a comprehensive introduction to

their training programme.

This is the longest part of the

apprenticeship and should provide

evidence of the learning and

development of the key knowledge

skills and behaviours for the standard

undertaken.

Before processing to EPA, the

employer, tutor and learner must

all be in agreement that no further

learning needs to take place and

sign a declaration to this effect.

The apprentice will prepare

and practice for their final

assessments.

The final part of the apprenticeship

journey is to complete the EPA.

A portfolio will be submitted alongside

the assessments as supporting

evidence.

Discuss optional qualification units

if applicable.

Set SMART learning targets.

6

7

Off the Job (OTJ) Learning

OTJ learning is a rule set by the ESFA which

states that the apprentice should spend at least

6 hours per week of their apprenticeship learning

and developing.

The reason for this is to ensure that a quality programme is delivered by the employer

and the training provider which adds value to the apprentice. This will benefit not only the

learner but also the employer who should end up with a skilled, well-rounded employee

by the end of the apprenticeship.

OTJ does not mean ‘off work’. An apprentice does not have to be given one day off per week.

In fact, the term off-the-job learning is a little misleading, the ‘Off’ refers to their normal work.

The emphasis in OTJ Learning should be on the word ‘learning’. It is ‘anything that occurs

during working hours that is beyond the normal day to day work’. It’s important to note that

this must not be a contrived experience, it should be naturally occurring and specific to the

apprenticeship standard.

The sorts of things that count towards this are

Y Day release for training,

including the teaching of

theory, that is required as part

of the apprenticeship standard

Y Special training days/workshops

to develop knowledge, skills and

or behaviours that are included

as part of the apprenticeship

standard

Y Learning a new skill for the first

time at work under guidance

from a supervisor/mentor

Y Shadowing

Y Observing colleagues

Y Visits or secondments to other

departments or other companies

suppliers/customers

Y Industry visits

Y Mentoring

Y Time spent writing assignments

Y Revision

Y Guided online activities/revision

of knowledge

8 9

Off-the-Job Training

Steps to help you determine whether an activity

counts as off-the-job training

Is it directly

relevant to the

apprenticeship

standard or

framework?

Yes

Is it

teaching new

knowledge,

skills and

behaviours?

X

Yes

Is the learning

taking place within

the apprentice’s

normal working

hours (paid hours

excluding

overtime)?

This isn´t off-the-job training

Off-the-job training must make up

at least 6 of the apprentice's normal

1working hours per week.

2

an

Yes

You can deliver

off-the-job training

in the apprentice’s

normal workplace or at

external location.

If it’s English

or maths,

is it above

level 2?

No No No No

Key facts

to help you

3 off-the-job

Yes

Progress reviews

and on-programme

assessment do not

count towards 20%

training.

Y

This counts as off-the-job training

10 11

Functional Skills

Functional skills Maths and

English are an essential part of

every apprenticeship course.

As part of the apprenticeship standard, apprentices are

unable to sit their End Point Assessment without prior

achievement of maths and English qualifications

(GCSE grade 4/C or equivalent).

Individually tailored maths and English learning

plans will be automatically created following the

completion of a diagnostic assessment at the start of

the apprenticeship programme. Learning can be done

remotely on an online learning platform which will be

monitored by the Tutor Assessor.

Apprentices will also be given the opportunity to

practise and develop their maths and English skills in

their vocational setting through to their apprenticeship

portfolio; such as transposition of mathematic formulae,

risk assessment planning and softer skills, like effective

communication and customer service skills.

12 13

End Point

Assessment

End-point assessment (EPA)

tests the knowledge, skills and

behaviours that an apprentice

has gained during their training.

Unique to each standard, EPA demonstrates

the competence of an apprentice in their role.

These assessments are undertaken by an impartial,

external organisation which is chosen before the

apprenticeship begins.

The Employer makes the final decision about which

EPAO is chosen, however many employers take

guidance from their training provider on which

organisation is the best fit for them.

Types of assessment include:

Y Professional discussion

Y Q&A sessions

Y Portfolios

Y Presentations

Y Projects

Y Interviews

Y Observations

Y Showcases

Each apprentice is allocated an assessor who will

undertake all components of the EPA assessment.

Like a driving test, the EPA is very much where the

apprentice ‘goes it alone’, but the EPAO is not there

to catch them out, they are waiting to see them shine.

14 15

Myth Busting & FAQ

Apprenticeships have come a long way in recent

years, they help people ‘get in and go far’ but there

are still a lot of myths surrounding the choice to

combine earning whilst you learn.

1. Apprenticeships are for

people who want to do more

‘manual’ jobs

This is a common misconception of

apprenticeships. Yes, the apprenticeship

sector has many offerings in construction,

engineering and beyond but there are also

apprenticeships in business administration,

marketing, IT and more.

2. Apprenticeships are low paid.

Apprentices receive a minimum wage,

however many companies may pay more,

Jaguar Land Rover’s Engineering Degree

Apprenticeship scheme has a starting salary

of £18,500 per year and this increases 10%

every 6 months. In the long-term some

apprentices also earn more than those of

their graduate counterparts.

Don’t forget, apprenticeships are debt

free too.

3. Apprenticeships are only for

school leavers (16 – 18 year olds)

Not true, apprenticeships can be started at

any age! Apprenticeships are not just for

those starting out in their career, learners

may be looking for a career change, trying

to upskill or perhaps secure a new role

after taking some time out.

4. Apprenticeships don’t lead

to a full-time job

Whilst there is no guarantee of a permanent

position once an apprenticeship is

completed, a lot of companies will employ

apprentices once their learning period is

over. In fact, over 90% of apprentices remain

in employment or go on to further learning.

92% of apprentices also stated that their

employment prospects had improved.

5. Apprentices don’t add value

to a business

Apprentices can add lots of value to a

business, from spreading the workload out

from overstretched employees to boosting

productivity. They may also raise staff morale

and bring a diversity to the team.

Those who are full-time employees and

decide to take on an apprentice to further

up-skill offer lots of value to the business as

they are often completing the apprenticeship

to fill a skill gap the business needs.

6. The process to hire an

apprentice is too timely

Apprentices can seek employment

opportunities through a college or training

provider or recruitment websites themselves.

Employers will need to get in touch with a

training provider or college to discuss total

costs and to source the apprentice. Once

this has been completed, the employer will

then be sent relevant candidates, to

continue through the normal hiring process,

from interview to induction and beyond.

Finding an apprentice is less work for

employers as the training provider or college

can do this for them.

7. 6 hours per week off the

job training means 1 day class

room learning

Off the job training does not necessarily

mean college learning, other forms of training

also count towards the percentage.

Shadowing employees and attending online

training can be included, meaning learners

don’t have to be off site. This will mostly

depend on the agreement set with the

college or training provider, on what the

course expectations are.

16 17

Level 2

Apprenticeship

Standards

Customer

Service

Practitioner

You may be the first point of

contact customers have of

your organisation.

Your actions will influence the customer experience

and their satisfaction with your organisation.

It is of upmost importance that you demonstrate

excellent customer service skills and behaviours as

well as product and/or service knowledge when

delivering to your customers.

This standard will develop knowledge skills and

behaviours in a range of areas including

Y Knowing your customer

Y Customer experience

Y Being open to feedback

Duration

12 months learning

15 months including EPA

Y Communication

Y Equality – treating all customers

as individuals

Y Influencing skills

Y Resolving customer complaints

Completion of this apprenticeship will

lead to eligibility to join the Institute of

Customer Service as an Individual

member at Professional level.

18 19

Customer

Service

Specialist

Level 3

Apprenticeship

Standards

The main purpose of a

Customer Service Specialist is

to be a ‘professional’ for direct

customer support within all

sectors and organisation types.

You are an advocate of Customer Service who acts

as a referral point for dealing with more complex or

technical customer requests, complaints, and queries.

You are often an escalation point for complicated or

ongoing customer problems.

You gather and analyse data and customer information

that influences change and improvements in service.

Utilising both organisational and generic IT systems

to carry out your role with an awareness of other digital

technologies. This could be in many types of

environments including contact centres, retail, webchat,

service industry or any customer service point.


behaviours in a range of areas including

Y Business knowledge & understanding

Y Customer service culture &

environment awareness

Duration

14 months learning


Y Working with your customers /

customer insights

Y Business-focused service delivery

Y Service improvement

Y Ownership / responsibility

20 21

Level 3

Apprenticeship

Standards

Business

Administration

Business Administrators

have a highly transferable

set of knowledge, skills and

behaviours that can be

applied in all sectors.

They include small and large businesses alike, from

the public sector, private sector and charitable sector.

Your role may involve working independently or as part

of a team and will involve developing, implementing,

maintaining and improving administrative

services. Business administrators develop key skills

and behaviours to support you own progression

towards management responsibilities.

Your flexibility and responsiveness required allows

you to develop a wide range of skills.

You will develop knowledge skills and behaviours in

a range of areas including:

Duration

15 months learning


Qualification

Diploma in Business Administration

Y Record and document production

Y Communications

Y Planning and organisation

Y Project management

Y Relevant regulations

Y Policies

Y Business fundamentals

The administration role may be a gateway

to further career opportunities, such as

management or senior support roles.

22

23

Team Leader

Supervisor

A Team leader or supervisor is

a first line management role,

with operational and project

responsibilities or responsibility

for managing a team to deliver

a clearly defined outcome.

Level 3

Apprenticeship

Standards

They provide direction, instructions and guidance

to ensure the achievement of set goals. Working in

the private, public or third sector and in all sizes of

organisations, specific responsibilities will vary, but the

knowledge, skills and behaviours needed will be the

same whatever the role.


behaviours in a range of areas including:

Y Leading and managing people

Y Building relationships


Y Decision making

Y Self-awareness

Y Operational management

On completion, apprentices may choose

to register as Associate Members with

the Chartered Management Institute

and /or the Institute of leadership and

management, to support their

professional career development

and progression.

Duration

12 months learning


24 25

Level 4

Introduction to

Apprenticeships

Standards

An apprenticeship combines

paid work-experience with the

opportunity to train and gain

nationally recognised

qualifications.

Apprentices can add value to a business, from

improving its skills base to boosting productivity.

They can also raise staff morale and bring diversity

to the team.

Apprenticeships are a unique way to ‘grow your own’;

they combine on-the-job training in an organisation

with off-the-job learning and provide employers with

an effective way of growing their skills base.

Duration

The apprentice’s learning takes place in context and

provides a real understanding of the working world,

combining 15 months practical learning skills with theoretical knowledge.

Apprenticeships can provide a career route into the

organisation

17 months

and an

including

invaluable opportunity

EPA

to develop

the expertise the business needs now and in the future.

The diverse array of apprenticeships allows employers

Qualifications

to look at roles across their business. It may be that

bringing in new talent meets the needs of the business

Award in Education & Training

or that existing staff could be developed – or a

combination of both.

Award in Safeguarding

An apprenticeship is a great opportunity for people over

Certificate in Assessing Vocational

the

Achievement

age of 16, legally allowed to work in England and

who are:

Functional Skills ICT

Y Early in their career

Y Looking to upskill in their current role

Assessor Coach

The Assessor Coach is a

dual professional, using their

up-to-date professional

knowledge and skills to

support vocational and

professional development

across the formal education

and training sector as well

as in any employer setting,

and at any level.

They may, for example, coach and assess apprentices,

trainees or new recruits (ranging from young entrants,

to new CEOs) in the workplace, commensurate with

their own level of experience and qualifications, as

required by their employer or their sector. ACs coach

and assess vocational learners, usually on a

one-to-one basis, in a range of learning environments.

Coaching skills involve complex communication

techniques to actively listen, provide feedback and to

engage learners in planning their individualised learning

programme. These skills are also integral to assessing

learners’ competence in-relation to work-related/

industry standards and life skills.

The standard will develop knowledge, skills and


Y Resilience and adaptability

Y Information advice & guidance (IAG)

Y Inspiring & motivating

Y Professional practice

Y Supporting wellbeing

26

27

Leisure Team Member

The role of the Leisure Team Member is to support,

enhance and deliver the day to day operations

and services of a leisure / fitness facility.

Level 2

Apprenticeship

Standards

Working as part of a team, it is the

responsibility of the leisure team member

to undertake a range of operational duties

such as assisting with the opening and

closing of the facility, undertaking routine

maintenance of equipment and maintaining

the cleanliness and safety of the

environment.

Alongside these operational functions they

ensure programmed activities and services

are available for customers. They act as

a Lifeguard, Swimming Teacher, Gym

Instructor and Group Activity Leader.

In a typical working day they may perform

all of these roles in one shift, for example:

open or close the facility, welcome

customers, deliver a gym induction, run a

group exercise session, teach a swimming

lesson, clean the facility, walk the gym floor,

prepare the sports hall for a sports activity

(for example badminton) and deliver the

session.

This standard will develop knowledge skills

and behaviours in a range of areas including:

Y Perform the duties

of a lifeguard

Y Perform all of the duties

of a gym instructor

Y Perform all the duties

of a swimming teacher

Y Plan activity sessions

Y Key legal and regulatory

requirements

Y Problem solving

Y Team Work

On successful completion of

this apprenticeship the Leisure

Team member will be eligible to

become a Recreation Assistant

Practitioner Member of the

Chartered Institute for the

Management of Sport and

Physical Activity (CIMSPA).

Duration

17 months learning


Qualifications

Award in Lifeguarding

Certificate in Teaching Swimming

Certificate in Gym Instructing

Certificate in First Aid

28 29

Level 3

Apprenticeship

Standards

Leisure

Duty Manager

The role of a Leisure Duty

Manager is to manage the

effective day to day ‘front line’

operation of a leisure facility.

These facilities will vary in size and the services

available such as swimming pools, multi-functional

sports hall, fitness suites, crèche, children’s soft play,

health suites, climbing walls and outdoor sports tracks.

It is the responsibility of the Leisure Duty Manager to

ensure the facility is prepared for use in accordance

with the planned activity programme and that all areas

are maintained to the highest possible standards of

safety, cleanliness, security and operational

effectiveness.



Y Business support

Duration

15 months learning


Qualification

Y Leisure facility management

Y Front line people management

Y Customer service

Y Legal and compliance

Y Financial responsibility

Award in First Aid at Work

Award in Managing Pool Operations

30 31

Personal Trainer

Through the design and provision of creative and

personalised exercise programmes and instruction,

nutritional advice and overall lifestyle management.

Level 3

Apprenticeship

Standards

Personal Trainers will motivate clients

to positively change their behaviour and

improve their overall wellbeing by providing

specialist, tailored advice within their scope

of practice, while always being aware of

when to refer clients to relevant appropriate

professionals for specialist information and

guidance (e.g. physiotherapist, registered

dietician, medical specialist).

Entry requirements

Employers will set their own entry

requirements; however applicants should

have acquired relevant, active experience

in the fitness sector prior to enrolment.

It is required that applicants will hold

a Fitness Instructing (level 2) qualification.

This standard will develop knowledge

skills and behaviours in a range of areas

including:

Y Lifestyle management

& client motivation

Y Anatomy, physiology &

kinesiology

Y Health and wellbeing

Y Exercise programme

design & delivery


Y Nutrition

On successful completion

of this apprenticeship the

Personal Trainer will be eligible

to apply to become a Personal

trainer practitioner member of

the Chartered Institute for the


Physical Activity (CIMSPA) and

a Member of the Register of

Exercise Professionals (REPS).

Duration

15 months learning


Qualification

Diploma in Personal Training

32 33

Level 5

Apprenticeship

Standards

Departmental

Operational Management

An Operations or Departmental Manager is someone

who manages teams and / or projects, and achieves

operational or departmental goals and objectives,

as part of the delivery of the organisations strategy.

They are accountable to a more senior

manager or business owner. Working in the

private, public or third sector and in all sizes

of organisation, specific responsibilities and

job titles will vary, but the knowledge, skills

and behaviours needed will be the same.

Key responsibilities may include creating

and delivering operational plans,

managing projects, leading and managing

teams, managing change, financial and

resource management, talent management,

coaching and mentoring.

On completion, apprentices can

register as full members with the

Chartered management institute

and/or the Institute of leadership

and management, and those

with 3 years’ of management

experience can apply for

Chartered manager status

through the CMI.



Duration

24 months learning


Qualification

Diploma in Management & Leadership

Y Operational management


Y Leading and managing

people

Y Building relationships

Y Self awareness

Y Decision making

34 35

Community

Activator Coach

Community Activator Coaches are more than

activity and sports leaders – they understand

communities and customers.

Level 2

Apprenticeship

Standards

They will be equipped with the

specialist knowledge needed to

effectively work with one customer group

(such as inactive teenagers) but also be

knowledgeable about other inactive

customer groups whom they may be

expected to work with on occasions.

When competent they will be experienced

working with a range of different

communities and all kinds of customers

who are likely to be defined as inactive,

sedentary or not doing enough physical

activity in their lives.

They also know how to make communities

and lives better through physical activity,

organised play and sport. The Community

Activator Coach will be a positive role

model who builds good rapport with

customers - especially those who are

young, inactive, or from low-income and

marginalised communities.



Y Benefits of physical activity

Y Principles of behavioural

change

Y Support customer welfare

Y Monitoring and evaluation

Y Planning and adapting

sessions

Y Managing disruptive

behaviours

On successful completion of

the Standard, all Apprentices will

be automatically given CIMSPA

(Chartered Institute for the


Physical Activity) at Affiliate

Member level.

Duration

18 months learning


Qualifications

Option 1


Certificate in Promoting

Community Health and Well-being

Option 2


Certificate in Gym Instructing

36 37

Level 3

Apprenticeship

Standards

Community

Sport and Health Officer

The key role of a Community Sport and Health

Officer (CSHO) is to initiate behaviour change in local

residents with regards engagement in sport and

physical activity across local communities.

Duration

16 months learning


Qualifications


38

By working within and across local

organisations individuals will scope, organise

and coordinate the delivery of opportunities

for local communities to get more physically

active. Employers are likely to come from the

private, public, charitable and third sector

and deliver core business activities in the

fields of leisure, sport, youth work, youth

justice, outdoor education, or public health.



Y Understand social barriers

Y Measure customer

satisfaction

Y Negotiation, lobbying

and brokerage skills

Y Problem solving and

effective decision making

Y Writing successful

funding bids

Y Building partnerships

Y Manage anti social

behaviour

Y Monitor and evaluate

programmes

Successful completers will be

able to move into senior roles

within the Sector – leading teams

of people or specialising with

certain populations, particular

sports or programmes.

On successful completion of this

apprenticeship the Community

and Health Officer will be eligible

to apply to become an Affiliate

of the Chartered Institute for the


Physical Activity (CIMSPA).

39

Community Health

and Wellbeing Worker

Community Health and Wellbeing Workers are

a rapidly expanding workforce supporting the

increasing emphasis across government

departments on improving the health of local

people and communities by preventing poor health

and tackling inequalities.

Level 3

Apprenticeship

Standards

Their work is informed by the wider

social determinants of health, such as

the social, cultural, political, economic,

commercial and environmental factors that

shape the conditions in which people are

born, grow, live, work and age.

The broad purpose of the occupation is

to work in partnership with individuals and

their communities to identify and address

health and wellbeing needs, improve health,

prevent ill-health and reduce inequalities.

The standard will develop knowledge, skills


Y Health inequalities and how

these impact on physical,

mental, and emotional health

and wellbeing

Y Behaviour change principles

Y Assist individuals, groups

and communities to

recognise their needs

Y Work in partnership with

people and groups


Duration

12 months learning


40 41

Fancy a chat?

call us on 01262 602598

or visit activfirst.co.uk

Scan for more information on

how we can support your business

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undertaking an apprenticeship with us

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