Off-the-job training is one of the essential components of a quality apprenticeship. It is a statutory requirement in order to receive government funding and must account for at least 20% of an apprentice’s normal working hours.
The purpose of off-the-job training is to help achieve the knowledge, skills and behaviours required for the apprentice to succeed in their apprenticeship. It does not include the training received by the apprentice for the sole purpose of enabling them to perform the work for which they are employed.
How to meet the requirements
The training must provide new learning to the apprentice. Examples of off-the-job training include:
- Simulated exercises
- Practical engagement – role play
- Online learning – webinars
- Manufacturer training
- Independent research
- Departmental rotation
- Receiving mentoring
- Industry visits
- Team training
- Visits to suppliers
- Coaching sessions
- One to one’s
- Reflective journal/account
- Visiting other employer departments
- Time spent by the learner completing assignments/assessments
- Attending SS&L centre’s
- E-portfolio submissions
- Learning provided by the provider or employer from identifying skill gaps
Maths and English does not count towards off-the-job hours. Off-the-job training does not have to be completed in one day and can be spread throughout the working week.
Some common misconceptions regarding off-the-job training are covered in the Myth vs Fact factsheet.
To calculate off-the-job hours
- Hours worked per week – 37.5
- Duration of qualification – 15 months/65 weeks
- Hours worked per week x qualification duration = 2438 annual work hours
- 20% of annual work hours – 488 hours
- This equals to 7.5 hours a week dedicated to off-the-job training
We hope this helps to clarify off-the-job training. Please call us on 0330 332 7997, email us at email@example.com or start a live chat below if you have any questions, or to find out how we can help you support and develop your workforce.