skilled workforce for

individual employers

who employ their

own staff

High quality care Over 160,000 people across England are now

employing personal assistants (PAs) to provide care

and support for themselves or a loved one. With the

benefits and flexibility of employing your own staff

comes the responsibility of being an employer.

PAs are a growing workforce and the need to train and

develop them is becoming even more important.

Apprenticeships provide a way to do this, leading to a

highly skilled and motivated workforce.

An Apprenticeship is a combination of on and off the job

training and learning, available for people of all ages to

develop skills in a real working environment.

Apprenticeships are available for your existing staff and can

also be used as an opportunity to recruit new PAs and

develop them for a permanent position. You can get financial

and practical support to run an Apprenticeship programme.

This guide provides more information on Apprenticeships,

the benefits of the programme and how you can support

an apprentice.

02

Apprenticeship programme

An Apprenticeship is a real job with training that

leads to nationally recognised qualifications, put

together by sector experts. The programme of how

it will be delivered is agreed between the employer,

the apprentice and the learning provider.

03

Apprenticeships provide a cost effective way to improve the skills of your PAs and

help build confidence.

You can create and manage a tailored Apprenticeship programme to meet your

needs and be involved in the training.

You can benefit from a motivated, knowledgeable and skilled worker.

Training and development support and government funding is available to

support Apprenticeships.

The flexible programme provides an opportunity to highlight any issues about

competence or skills needs and enables the apprentice to address these

with support.

CompetenceThis is the behaviour, knowledge and values expected of workers to fulfil a specific role competently.

How will I benefit from

an apprentice?

For more information on the benefits, including those for the apprentice, please see

Skills for Care’s guide for employers implementing social care Apprenticeships:

www.skillsforcare.org.uk/apprenticeshipsguide

04

the Apprenticeshiphas enabled my PA tofully understand herresponsibilities. Shehas gained a great dealof knowledge from herApprenticeship and isusing this to enhanceour care at home

05

Individual employer

How does an

Apprenticeship work?

06

The Apprenticeship in Health and Social Care is available to any new

recruit or existing employee over 16 years with no upper age limit.

There are three types of Apprenticeships available:

Intermediate level Apprenticeship (level 2)

Advanced level Apprenticeship (level 3)

Higher level Apprenticeship (level 5).

The Apprenticeship is made up of different parts:

The Apprenticeship is made up of different parts, including qualifications to

demonstrate competence in performing relevant skills and to demonstrate

knowledge and understanding relevant to social care. There are additional elements

to ensure apprentices meet good standards of literacy and numeracy and that they

understand their role within the social care sector. The Higher level Apprenticeship

has an additional Specialist Adult Social Care pathway so learners can gain credits

towards a university degree.

Most Apprenticeships last between one and two years with a combination of

‘off-the-job’ learning and ‘on-the-job’ training. You can partner with learning providers

directly or via a support organisation/network* or Apprenticeship Training Agency to

create a programme that is tailored to meet your needs and the needs of the

apprentice. The learning provider will look after all of the administrative aspects of the

study programme. More information can be found on page 14 of this document.

Assessment is done in the workplace whilst the apprentice does their job. The

delivery of new skills or knowledge is done with a learning provider at college or at

the workplace but ‘off-the-job’.

AssessmentThe process of gathering evidence of an apprentice’s competence. Assessment will cover

knowledge, ability and attitude. Assessment is a check that the apprentice understands the

learning and can meet the knowledge required in the outcomes.

07

*User led organisations, direct payments support organisations and other networkswill be referred to as support organisations/networks throughout this document.

Social care Apprenticeship programmes

08

Apprentices are expected to be contracted to work a minimum of 30 hours per

week. There are a number of solutions if your PA is not required for 30 hours.

You can share an apprentice with another employer(s) to make up the hours,

providing one employer holds the main contract of employment.

You can contact the Skills Funding Agency (who direct Apprenticeship funding)

and seek an exemption. The exemption means that in certain circumstances

where the learner is not contracted to work 30 hours per week, they may seek

permission to undertake the Apprenticeship whilst working less hours. In these

cases employment must be for more than 16 hours per week.

You can use an Apprenticeship Training Agency (ATA) who will manage and

employ the apprentice whilst hiring them out to you as the ‘host employer’.

This enables you to offer a placement to the apprentice for the duration of the

Apprenticeship and beyond. More information on this can be found on page 14.

Like all employees, apprentices must still receive a wage paid by the employer

(or ATA). Please refer to the National Apprenticeship Service website for the

latest information on wages. However as skills develop, many employers tend to

increase the wages. If the apprentice is an existing employee you can continue

to pay them their normal wage. You may decide from the beginning that you

wish to pay more than the minimum wage for your employee.

you can’t teachsomeone to care butyou can train them,give them new skillsand a qualification tobe proud ofIndividual employer

09

Government

funding varies for

Apprenticeships

How do I pay

an apprentice?The National Apprenticeship Service will match an employer’s commitment to

hiring apprentices by covering in full (or in part) the training costs depending on

the apprentice’s age and previous qualifications.

The funding is paid directly to the organisation that provides and supports the

Apprenticeship – in most cases this will be a learning provider. The prices

charged by learning providers varies and you will be expected to meet the

shortfall (if any) between the government funding and the cost of the training.

To find out what is currently available, please visit the National Apprenticeship

Service website: www.apprenticeships.org.uk

Some or all of the training fees and other related costs such as PA cover may

be funded via Skills for Care’s individual employer skills funding.

For more information on this funding and how to access it visit:

www.skillsforcare.org.uk/individualemployerskillsfundingor contact your local Skills for Care Area Officer

www.skillsforcare.org.uk/areas

Skills for Care has created factsheets to help employers understand the funding

available for Apprenticeships. To view these visit:

www.skillsforcare.org.uk/apprenticeshipsand click on Apprenticeship resources.

10

How will I find

an apprentice?You may identify an existing employee as a potential apprentice. If

not there are a number of resources available to help.

Skills for Care has developed a toolkit to help people employ their

own PAs, which includes information on how to recruit staff. The

toolkit includes sample documents such as interview questions,

contracts of employment and risk assessments.

To view the toolkit visit:

www.skillsforcare.org.uk/employingpasor for a printed copy email

marketing@skillsforcare.org.ukor call 0113 245 1716.

If you are recruiting a new apprentice, it is

recommended that Skills for Care’s selection

and recruitment processes are followed and

that the potential apprentice (new or existing staff)

be assessed by the learning provider to

ensure they will be able to complete

the Apprenticeship framework.

11

The National Apprenticeship Service is a free service for employers to advertise

their vacancies and for potential apprentices to search and apply for vacancies.

Learning providers and Apprenticeship Training Agency can also be sourced

from this website though the list provided is not exhaustive. Visit their website at:

www.apprenticeships.org.uk

Support organisations/networks may also support you with recruitment.

Apprenticeship Training Agencies will recruit the apprentice and assume

responsibility as the employer.

If you would like more information please contact Skills for Care’s information line

on 0113 241 1275 who can put you in touch with one of our area officers.

Once you have identified a suitable apprenticeAn Apprenticeship agreement must be signed which is between the employer

and the apprentice. Details of the Apprenticeship agreement can be found at:

www.apprenticeships.org.uk/Partners/Policy/Apprenticeship%20Agreement.aspx

12

How is the

Apprenticeship

programme run?

Rory Moss, an individual employer, has created his own

bespoke Apprenticeship programme for his team of personal

assistants (PAs) with support from his local direct payments

support service, Cheshire Centre for Independent Living

(CCIL). Rory has worked in partnership with CCIL and his

chosen learning provider to create a successful Apprenticeship

programme which is tailored to his individual needs and the

needs of his apprentice.

CCIL supported Rory to find and communicate with local

learning providers and to develop a flexible Apprenticeship

which fits in around his day to day life.

“ The Apprenticeship scheme is justperfect for training your staff. Theyhave picked up, in my experience,a lot of useful skills and havemade my life a lot easier.”

13

14

Every Apprenticeship programme is different to meet the needs of the individual

employer, the apprentice and the demands of the role. There are three main

approaches to getting started.

1. You can identify an existing member of staff to undertake an Apprenticeship

programme or recruit a new apprentice and source Apprenticeship training

yourself. Detailed guidance and advice on how you can set up an Apprenticeship

programme is available from a variety of sources, including the National

Apprenticeship Service www.apprenticeships.org.uk. Learning providers can

also be sourced from this website though the list provided is not conclusive.

2. If you have access to a support organisation/network, an advisor may be able to

help you. The support offered varies depending on where you live, and between

organisations but may include funding, recruitment, selecting learning providers

and managing payroll.

3. You can use an Apprenticeship Training Agency (ATA). There is a cost for this

service. However, an ATA will:

support you with recruitment

assume responsibility as the employer for wages, tax, national insurance,

administration and performance management

arrange the training, coordinate the programme and supervise the apprentice

look to place an apprentice between employers – fulfilling the 30 hours

minimum contracted hours requirement

work with you to source a replacement should your apprentice leave.

The National Apprenticeship Service has details on their website for you to search

for one in your area.

How to get started

my PA is morecommitted to trainingand developmentsince accessing anApprenticeship

15

Individual employer

Social care Apprenticeship programmes

16

Top tipson runninga successful Apprenticeshipprogramme

It is recommended that the App

renticeship programme is delive

red via a

joint approach between the app

rentice, learning provider, and yo

urself (this

might include a support organi

sation/network or ATA where ap

propriate).

Effective communication is cen

tral to a quality Apprenticeship

.

Select an a

ppropriate l

earning pro

vider who

will run a qu

ality Appren

ticeship pro

gramme that

is

flexible in d

esign and d

elivery to m

eet your nee

ds. A

support orga

nisation/netw

ork or Appr

enticeship T

raining

Agency may

be able to a

ssist you wit

h the proce

ss,

or potentia

lly make the

selection fo

r you. Choo

sing

workforce l

earning, dev

eloped by S

kills for Care

,

supports em

ployers to m

ake an app

ropriate sel

ection:

www.skillsforcare.org.uk/learningproviders

It is advisable to support your apprentice with a

mentor. This is generally a more experiencedperson who helps to guide the apprentice. Itcould provide a development opportunity for an

existing member of staff or for somebody whohas already completed an Apprenticeship. Youmay wish to adopt this role yourself. In addition,

your support organisation/network or ATA may be

able to assist in finding an appropriate person.

If you employ other personal assistants,let them know what the Apprenticeship isabout. They can support the apprenticeand a great additional benefit of running anApprenticeship programme is the opportunityit presents for existing staff to learn aboutnew techniques and practices as theapprentices share their new learning.

You are encouraged to agree with yo

ur learning provider how the

programme will be managed (this might also include a support

organisation/network where applicabl

e). For example, how will the

assessments in your home be manage

d in terms of agreeing flexible

times and reducing the disruption for you

? Will the apprentice

undertake the training in their time? D

oes the apprentice have

transport to attend training? Who will look after yo

u while your

apprentice is training?

16

17

since doing theApprenticeship all tasksundertaken by my PAsare being completedproperly, following thelegal requirements. Ihave more confidencein their abilities whenat work

Individual employer

An Apprenticeship is a real job with training. It is a nationally

recognised framework of qualifications put together by sector

experts. The programme of how it will be delivered is agreed

between the employer, the apprentice and the learning provider.

This is the organisation which delivers the Apprenticeship

programme, e.g. training provider, college.

This is the behaviour, knowledge and values expected of

workers to fulfil a specific role competently.

The process of gathering evidence of an apprentice’s competence.

Assessment will cover knowledge, ability and attitude. Assessment

is a check that the apprentice understands the learning and can

meet the knowledge required in the outcomes.

In this case exemption means that in certain circumstances

where the learner is not contracted to work 30 hours per week,

they may seek permission to undertake the Apprenticeship

whilst working less hours. In these cases employment must be

for more than 16 hours per week.

Refer to a set standard that needs to be met.

A relationship between an experienced person (mentor) and a

less experienced person for the purpose of helping the one with

less experience. The mentor provides wisdom and guidance

and helps answer questions to help an individual reach their

goal. The process can be informal or more structured.

Apprenticeshipprogramme

Learningprovider

Competence

Assessment

Exemption

Criteria

Mentor(Mentoring)

18

Skills for Care

www.skillsforcare.org.uk

Email info@skillsforcare.org.uk

Telephone 0113 245 1716

National Apprenticeship Service

www.apprenticeships.org.uk

Telephone 08000 150 600

Skills Funding Agency

www.skillsfundingagency.bis.gov.uk

Email info@skillsfundingagency.bis.gov.uk

Telephone 0845 377 5000

Publications

Printed copies of the following documents

mentioned in this guide can be ordered by

emailing marketing@skillsforcare.org.uk

or calling 0113 245 1716.

Apprenticeship employer guide – A

guide for employers implementing

adult social care Apprenticeships

(please note: delivery models in

section three may vary).

Personal assistant toolkit – A toolkit to

help people employ their own

personal assistants.

Choosing workforce learning – A

practical guide to help those responsible

for purchasing learning.

Other useful publications can be found at:

www.skillsforcare.org.uk/individualemployers

19

Acknowledgements

Thanks to the following people for their contribution in developing this guide:

Nikki WatsonCompass Disability Services

www.compassdisability.org.uk

Sarah BrysonWECIL Ltd

www.wecil.co.uk

Jackie TaylorHCPA Ltd

www.hcpa.info

Louise WhitleySuffolk Brokerage

www.suffolkbrokerage.org

Jonathan TaylorCheshire Centre for

Independent Living

www.cheshirecil.org

This document is part of Skills for Care's comprehensive range

of resources that includes case studies and guides aimed

at potential apprentices and employers considering

adult social care apprenticeships.

For more information about social care apprenticeships

and to access further resources, please visit:

www.skillsforcare.org.uk/apprenticeships

You can also see us online or get in touch via:

YouTube www.youtube.com/user/skillsforcare

Facebook www.facebook.com/icareapprenticeships

Twitter @skillsforcare

Skills for CareWest Gate

6 Grace Street

Leeds

LS1 2RP

Telephone 0113 245 1716

Email info@skillsforcare.org.uk© Skills for Care 2014