Off-the-Job Training Explained

What is off-the-job training?

Off-the-job training is defined by the Apprenticeship funding rules as:

"Training which is received by the apprentice within their practical period, during the apprentice’s normal working hours, for the purpose of achieving the knowledge, skills and behaviours of the apprenticeship they are undertaking."

This is a key part of an Apprenticeship and is protected time for the learner to complete Apprenticeship activities during working hours. The minimum off-the-job training for a full-time apprentice is 6 hours per week and this development time is planned to ensure the apprentice covers the range of KSBs for their Apprenticeship standard.

Development time is unique to an individual’s development needs and is an opportunity for them to explore learning that has taken place and support them to make links into their job role and the KSBs of their apprenticeship standard. When you meet with your Development Coach prior to the apprentice starting the programme you will be asked what development areas you would like the apprentice to focus on. Your Development Coach will then plan this into the apprentice’s learning plan.

What activities count towards off-the-job development time?

For an activity to be included as off-the-job training, it must:

1. Teach new knowledge, skills and behaviours

2. Be directly relevant to the Apprenticeship standard

3. Take place within the apprentice's normal working hours

4. Exclude ineligible activities such as initial assessment and English and maths

The activities can include, but are not limited to:

• Employer-led training
• Workshops
• Research
• Conferences/Webinars
• eLearning
• Job-related projects
• Shadowing
• Mentoring/Coaching

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What are the most common misconceptions about off-the-job training?

1.       My apprentice will spend a lot of time away from work.

On average, an apprentice will need to spend 6 hours per week on off-the-job training. This can happen on-site through activities such as shadowing and mentoring, and can be delivered flexibly, for example, all in one day, or in time blocks across the week.

2.       Off-the-job training can be completed in the apprentice’s own time.

As an Apprenticeship is awork-based programme, all off-the-job training must be completed within the apprentice’s normal working hours.

3.       Spending time on off-the-job training disrupts productivity.

Many employees actually praise the positive effect off-the-job training has on productivity as new knowledge, skills, and behaviours can be applied into their role straight away. Apprentices can demonstrate new learning through activities such as workplace projects and case studies.

4.       Off-the-job training only includes classroom-based learning.

While this is one method, providers have developed a range of flexible delivery methods to suit the employer and the apprentice. Don’t worry, they won’t be sat behind a desk for 6hours, their training can include practical workshops, webinars, shadowing, eLearning, and many more delivery methods.

5.       Off-the-job training is hard to track and prove.

A training plan must be in place from the very beginning of the apprenticeship which sets out the training content that the apprentice will receive and what counts as off-the-job training. Providers can help with documenting any evidence to ensure compliance.

Off-the-job training isn’t a box-ticking exercise. When done right, it helps apprentices build role-specific skills, boosts productivity, and adds value to your business from day one.

Are you ready to make the most of apprenticeships in your organisation? At BMS Progress, we help businesses and learners navigate the apprenticeship journey with expert guidance and tailored learning plans. Get in touch to learn how we can support your apprentices and ensure they get the most out of their off-the-job training!

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