WHAT IS OFF THE JOB TRAINING?
Off-the-job training is defined as learning which is undertaken outside of the normal day-to-day working environment and leads towards the achievement of an apprenticeship. This can include training that is delivered at the apprentice’s normal place of work but must not be delivered as part of their normal working duties.
HOW DOES OFF THE JOB TRAINING WORK?
Training must take place within the apprentices paid working hours and be directly related to the apprentice’s development within their job role either at the learner’s workplace or off site. The 20% off the job training does not include the following areas;
• English and/or Maths up to Level 2 which is separate as these are additional requirements to be achieved within the apprenticeship.
• Progress reviews or on-programme assessment needed for an apprentice frameworks or standards
• Training which takes place outside of your paid working hours
WHAT DOES OFF THE JOB TRAINING SHOW?
The 20% off-the-job training will be covered by The TESS Group and your employer. It is a requirement that the off-the-job training will be evidenced to support with the qualification to show how you have worked towards gaining the skills, knowledge and behaviours around the standards/framework you are completing.
THE BENEFITS OF OFF THE JOB TRAINING:
This gives employers and trainees alike a chance to do something original whilst learning new skills and adding value to the business. Across Europe, many countries buy into off the job learning and hence reap its rewards.
1. GREATER DEVELOPMENT OF YOUR STAFF
Allowing your staff the time to learn away from the workplace will deliver many benefits. They will develop new skills and bright ideas. This happens because they are freed from the pressures of work. Skills gaps will be closed, and even more, learning shared with colleagues. Fresh and vibrant new thinking can challenge old ways of working and revitalise the workplace.
2. CONTINUOUS PROFESSIONAL DEVELOPMENT
Off-the-job learning has clear benefits. Other members of staff often get on board. Professional development is an ideal way to boost productivity and improve morale. It also helps to increase retention rates. It is a cycle that continues to show benefits. Employees who can take on wider responsibilities will help your company to run more efficiently and therefore show a greater profit.
3. SHOWS AN INTEREST IN STAFF GROWTH
Bosses who invest in their staff through training and development show that they value their people. Their employees are the most important asset. Management who support personal growth will, as a result, find them more motivated and productive.
Off the job training can include many online activities, the teaching of theory, practical training, shadowing or using workbooks. There are many more eligible tasks that can be included in order to prepare for a final assessment. They should offer a lively and therefore a memorable diversion from a normal daily work.
This element of the training does not include English and maths tuition, training out-of-hours or progress reviews.
EXAMPLES OF ACTIVITIES THAT COULD INCLUDE AS PART OF YOUR OFF THE JOB HOURS:
• Participating in online forums relevant to their role and your industry
• Participating in mentor sessions
• Role-plays or simulations of workplace situations
• Attendance at industry shows
• Work shadowing with a colleague/mentor
• Completing workplace reflection activities
• Workplace 1-2-1 performance reviews conducted by their line manager
• Attending webinars on hot topics in your industry
• Independent study
• Delivering mentoring sessions for staff
• Visits to other businesses, or different business units to see how these works
• Internal learning and development programmes related to the apprentice’s standard
• Delivery and coaching sessions with the trainer and skills coach
DEMONSTRATING Off-the-Job Training
You and your trainer provider will add the 20% off-the-job-training to the programme. An audit may follow. ESFA and Ofsted won’t be trying to catch either of you out. What they will need to know, however, is that the investment in learning is effective and well documented. Each learner should have a commitment statement for the programme which shows the delivery method for the 20% off-the-job training.
For more information on how this can work for you contact The Tess Group today.