The Six Cornerstones of Apprenticeship Improvement

These proven foundations help you build systems that deliver lasting results:

Trainers carefully consider each apprentice’s job role and prior experience to plan a coherent, personalised sequence of learning. This ensures apprentices build substantial new knowledge, skills and behaviours in a logical, progressive way - right through to EPA.

“Off-the-job training works best when the workplace is fully on board.”

Line managers actively contribute to planning and agreeing when, where and how off-the-job training happens. This enables apprentices to swiftly apply and master new learning in real-world settings.

"Compliance isn’t just about ticking boxes - it protects your funding and your reputation.”

Leaders and managers maintain clear oversight of planned and actual off-the-job training hours. Apprentices receive their full entitlement and every hour is relevant and well-evidenced - minimising risk of clawback.

“Early action prevents late surprises.”

Providers identify when apprentices fall behind and act swiftly. Effective remedial plans ensure apprentices catch up and stay on track to complete within their planned end date.

“Reviews should drive progress, not just record it.”

Apprentices and line managers attend structured reviews every 8–12 weeks. These cover all aspects of the apprenticeship - from knowledge, skills and behaviours, qualifications and literacy and numeracy, to training volume and readiness for gateway.

“Success at EPA starts long before gateway.”

Apprentices and managers understand the EPA process from day one. Mock assessments and feedback are built into the programme, helping apprentices refine their work and aim for merit or distinction.