In today’s fast-evolving industries, companies rely on skilled apprentices to bring fresh talent and innovative thinking to the workforce. Off-the-job training (OTJ) plays a pivotal role in developing these skills, equipping apprentices with the technical knowledge and broader competencies they need to succeed. But how does OTJ training work in practice, and how can businesses ensure it delivers maximum impact?
In this article, we’ll explore the fundamentals of off-the-job training for apprenticeships, covering what it involves, its benefits for employers, and key considerations for implementing a robust OTJ training strategy. Whether you’re looking to improve your current apprenticeship program or just getting started, understanding OTJ training is crucial to building a pipeline of capable, future-ready talent.
What is off-the-job training?
Off-the-job refers to the portion of an apprenticeship programme that takes place away from the apprentice’s usual tasks. This includes any learning, training, or development activities that build skills related to their role but occur outside of their standard work responsibilities. Unlike traditional “on-the-job” activities, off-the-job training broadens an apprentice’s capabilities, providing them with knowledge and techniques directly applicable to their industry.
Examples of off-the-job training include classroom-based learning, workshops, online courses, and mentorship sessions. This structured approach ensures apprentices gain well-rounded expertise, facilitating immediate and long-term value for employers.
Apprenticeship off-the-job training
Off-the-job training forms a core component of apprenticeship standards in the UK, as defined by the Department for Education (DfE). This has also been referred to as the ‘20% off-the-job hours’ and equates to 6 hours per week that an apprentice must spend engaging in off-the-job training.
Access Industry works closely with employers to tailor off-the-job training plans to specific roles, serving both the immediate needs of the business and the longer-term professional development of the apprentice. This improves skills and ensures that apprentices meet industry standards and regulatory requirements.
Off-the-job hours for apprenticeships
Managing off-the-job training hours can be strategic for employers aiming to balance productivity with skill building. Rather than seeing these hours as time “away” from work, employers can treat them as periods that boost an apprentice’s ability to perform efficiently. For instance, dedicating time to advanced technical skills or compliance can enhance day-to-day productivity when apprentices return to on-the-job tasks.
What counts as off-the-job training for an apprenticeship?
Off-the-job training is diverse and can include a range of activities that support an apprentice’s learning goals.
The following are eligible off-the-job activities:
- Workshops and classes: workshops and classes provided by training providers, such as Access Industry, to further an apprentice’s knowledge and practical skills.
- Project work: undertaking projects that are not part of usual duties to develop specific skills.
- Mentorship and shadowing: learning from experienced professionals helps apprentices understand best practices.
- Online courses or e-learning: interactive courses that allow flexibility while covering industry essentials.
- Practical assessments and simulations: scenarios that allow apprentices to apply what they’ve learned in a controlled environment.
What is the difference between on and off-the-job training?
On-the-job training is the hands-on learning that apprentices gain by actively engaging in their daily tasks. It’s the practical application of skills, where they get familiar with the specifics of their role and learn the “ins and outs” of the workplace. For example, when an apprentice is learning a new process, a more experienced team member might demonstrate it first, allowing the apprentice to practise and refine their skills. This real-time, guided experience helps build confidence and competence, directly relating to their job responsibilities.
Off-the-job training, in contrast, complements on-the-job training by focusing on the wider knowledge and skills necessary to excel. As a reminder, our examples of off-the-job training earlier in the blog included online courses, workshops, and classes. This dual approach creates well-rounded professionals who are prepared for the responsibilities of their current role and who possess the skills needed for advancement.
As a trusted training provider, Access Industry works closely with your organisation to help you hire the best apprenticeship talent for your role, and ensure a balanced training plan. We offer dedicated support to help you maximise the value of your apprentice’s contributions while ensuring they receive a quality, comprehensive learning experience. This means both employer and apprentice benefit fully from the apprenticeship.
Apprentice on-the-job work hours
An apprentice’s work hours consist of both on-the-job and off-the-job activities. While the exact distribution may vary by role, off-the-job training typically takes up 6 hours per week of their total hours. On-the-job training makes up the rest of the hours where the apprentice is learning whilst carrying out their responsibilities in the workplace environment.
Apprentices under 18 or in their first year should work a maximum of 40 hours per week and are generally not allowed to work over 8 hours per day. Apprentices aged 18 or over and beyond their first year can work the same hours as other employees, typically up to 48 hours per week. Apprentices are also entitled to breaks during shifts and at least one full day off each week. The working hours include both on-the-job and off-the-job training.
Do employers pay for off-the-job training?
Employers investing in apprenticeship programmes may wonder about the cost of off-the-job training. For most apprenticeships, government funding covers the majority or, in some cases, the entirety of training costs, with additional incentives available for hiring younger apprentices or those from disadvantaged backgrounds. Access Industry supports employers in navigating funding options and maximising available resources to make apprenticeship training a cost-effective investment.
Hire an apprentice
Hiring an apprentice with Access Industry provides employers access to workforce-ready apprentices who will deliver value. Whether you’re hiring for marketing, digital, events, or business roles, our programmes ensure that apprentices align with your business objectives. Our proven track record with top UK brands, including Disney and the Royal Opera House, demonstrates our commitment to quality and successful outcomes.
Ready to take on an apprentice? Contact us to explore how our apprenticeship programmes can drive your business forward.
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