Have a look at our frequently asked questions about Bauer Academy apprenticeship programmes. If you need more help, please get in touch with us. You can also read our Frequently Asked Questions.
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Essentially, apprenticeships are long term learning programmes (minimum of 12 months) which allow you to learn and gain a qualification as part of your job role.
Apprenticeships have changed in recent years, with new apprenticeship standards allowing for a greater flexibility in the delivery of the qualification. The apprenticeship standards provide a detailed job description which covers all the knowledge, skills and behaviours needed to be successful in that particular field. They span various qualification levels, from entry levels (2 & 3) right up to post-graduate qualification (Level 7 & 8). This helps to provide dedicated career progression from within the workplace for learners at all ages and stages of their careers.
Bauer Academy delivers apprenticeships from inside the industry, which allows us to provide impactful programmes to develop entry level talent and upskill and reskill people at all career stages. We work closely with employers to design impactful programmes that address key industry skills gaps.
|Apprenticeship level||Equivalent educational level|
|Level 2 and 3||5 GCSE passes at grades A*– C
(4–9 on the new system) or A-Level (2 passes)
|Level 4 and 5||Higher National Certificate (HNC) or Higher National Diploma (HND) or a Foundation Degree (the first year of a degree)|
|Level 6/7||Bachelor’s Degree|
|Level 7||Master’s Degree|
No, apprenticeships can be used for staff at all stages of their career, to upskill and create structured learning and development – as well as for new starters.
There are two answers to this question!
We typically work with employers in groups of 10–15 apprentices – this allows us to fully co-create our apprenticeship programmes so that they align with each employer’s needs (this is often referred to as a ‘closed cohort’).
We also have opportunities for employers to enrol smaller numbers or single learners onto programmes that start at various points across the year (this is often referred to as an ‘open cohort’).
All of our programmes can be delivered online, face to face, or a blend of both – depending on employer needs and Government guidance. Our skilled tutor team ensure that online workshops are fully effective and engaging for our learners.
When delivering programmes remotely, we also host regular online learner huddles, to increase connectivity and ensure that all learners have easy access to the support and information that they need.
Face to face workshops and coaching visits could also take place within your business or at one of our main Bauer Media locations across England.
Our online learning platform is a valuable source of programme content and resources, as well as being the portal for programme assignments and learners’ monthly DDT (Dedicated Development Time) logs.
We continue to rigorously monitor the quality of our teaching and learner data and feedback. All Bauer Academy staff are trained on our remote delivery practices, including safeguarding online.
We don’t have fixed start dates for our closed cohorts, preferring to work with our clients to schedule programmes around the needs of their business. Enrolment and co-creation take 8–12 weeks, depending on the scale of the training.
The learning experience is made up of a combination of workshops with industry professionals (this can be either the programme lead or a guest speaker), peer-to-peer/group learning, set assignments and independent learning. There will also be optional huddles and opportunities to meet fellow Bauer Academy learners. This blend gives our learners an immersive, varied experience and puts them in charge of their own learning.
Apprenticeship programmes require that your learning should equate to at least 6 hours per week. We call this DDT (Dedicated Development Time). DDT is flexible and will include different types of learning to suit each learner’s role and learning style. The number of DDT hours required will vary by programme and will be based on the learner’s working patterns.
We prefer to call this DDT (Dedicated Development Time), and it’s not as challenging as it sounds. We provide a flexible approach that is carefully aligned to each learner’s role. DDT can include all of the time spent in workshops, self-guided learning, as well as other activity such as spending time shadowing other people in the business, mentoring sessions, job swaps, attending conferences or webinars, or even time spent listening to relevant podcasts. Our programme leads help each learner to keep track of DDT using a reflective log that each learner completes once a month.
Yes, all apprentices will have access to a dedicated e-learning platform where they can access the workshops’ content, as well as additional resources for self-guided learning. The monthly DDT log, detailing each learner’s progress, will also be uploaded onto this platform.
Whilst all of our Apprenticeship Standard programmes will meet and exceed the requirements of the Standard and the corresponding End Point Assessment, we ensure that they are tailor-made to meet the requirements of each client’s people, business and culture.
This is key to winning both hearts and minds, and particularly important for line managers as well as the learners themselves. We can advise and assist with all communications relating to the programme, including drop in sessions, marketing materials, and enrolment workshops.
1. The first step of enrolment is for the employer representative to sign a non-legally binding letter of intent. This reserves a place for the learner(s).
2. Our Operations Team will issue our training framework agreement to the employer which must be signed before training can commence. This agreement has been carefully audited to be compliant with the ESFA.
3. Once the letter of intent and agreement have been signed, our Client Team will send out our online application forms for the learners and line managers to complete and then run our initial eligibility checks.
4. Once candidates have applied, our Client Team will organise a pre-enrolment call with the employer to discuss upcoming paperwork, processes and what is expected from them to support their employees during their learning with us.
5. All line managers will receive a welcome pack from our Client Team ahead of enrolment and are required to watch a 10 minute video which outlines their commitment to supporting their apprentice. Employers with closed cohorts will also receive a live briefing on Microsoft Teams with our Client/Performance Team. All line managers will be invited to live line manager briefing sessions across the duration of the apprenticeship
6. 3–6 weeks prior to enrolment, our Operations Team will send each learner their welcome pack which includes the learner handbook, Skills Scan and further enrolment paperwork to be completed.
7. After receiving the learner’s completed Skills Scan, our Bauer Academy programme lead will then arrange a 1-to-1 call with the learner via Microsoft Teams to establish their starting point on the programme and determine if there is any prior learning.
8. Based on the initial assessment calls, our Bauer Academy programme lead will create an individual training plan for the learner.
9. Our Programme Lead will then host a training plan call with both the learner and their line manager ahead of the programme start date. During this time there is the opportunity to sign any outstanding paperwork.
10. The apprenticeship programme will then begin with a 3 hour enrolment workshop, before the learning officially commences. The first day in learning will typically take place the day after the enrolment workshop.
Please get in touch. We pride ourselves on getting to know our employers and learners, and we’ll arrange an initial remote meeting to understand your training requirements and answer any questions you might have. We can then supply a ‘letter of intent’ to reserve your place(s).
The minimum entry requirements for apprenticeships in England are English and maths at Level 2 (GCSE A-C) as well as confirmation that the learner:
Maths and English at Level 2 (GSCE Grade C or above) are a condition of entry to all apprenticeship programmes in England. We require a copy of Level 2 qualification certificates upon registration. If you don’t have a copy anymore, we can help sign post you in how to request a replacement. If you have not previously achieved these grades, or if you are unable to provide evidence of your qualifications within the first 12 weeks on programme, then you will need to complete these qualifications alongside your apprenticeship training. We run workshops throughout the year and will enrol you onto a suitable group to ensure you can achieve your qualifications within the required timescales for successful completion of your programme.
If you’re an employer based in England with a salary bill in excess of £3 million each year, you will be paying the Apprenticeship Levy via HMRC, and these funds will be held in a Digital Apprenticeship Service account.
This money is used to fund the Apprenticeship Standard training delivered by a training provider like the Bauer Academy, who are on the Government-approved register.
For smaller businesses, (or once the levy funds are spent), the Government will pay for 95% of the cost of the Apprenticeship Standard training. Funds will expire 24 months after they enter your digital account, unless you spend them on Apprenticeship training, so it’s a case of use it or lose it!
Levy-paying businesses can now transfer up to 25% of their total unspent levy to benefit other organisations. This is an exciting opportunity to help key sectors, communities and targeted groups develop new skills for success.
Rather than letting your levy expire, we can work with you to create a project that meets your business and corporate social responsibility/charitable objectives.
Whether it’s to support entry level talent, provide a new upskill programme to a business in your supply chain, or offer training to your chosen charity, your levy contribution can change lives and make a vital contribution to the wider economy.
No – all our apprenticeship training can be fully funded by the levy, or for non-levy payers, the agreed costs will be within the maximum apprenticeship funding band. You can find details of all apprenticeship standards and funding bands here.
Yes, all learners who have enrolled on an apprenticeship programme will receive a digital Welcome pack, including a Learner Handbook and a Safeguarding Information card. In addition, all learners will have an introduction to their programme Lead and their course during the Welcome workshop, which will outline all the details of the course, the expected timetable, End Point Assessment date and other important information.
It is really important that we align our learning experience with our apprentices’ goals and aspirations for the training. To do this, the programme lead will help create an Individual Learner Journey plan for each apprentice at the start of the Programme.
This will be followed by progress reviews every 8–10 weeks with the programme lead. These sessions last between 30 minutes and 1 hour, depending on the apprentice’s stage of development, and should include input from their Line Manager in the first 15 minutes.
This is followed by a one-to-one session between the apprentice and the programme lead to check how they’re progressing against their goals tracked within their Individual Learner Journey, and to identify any support or additional resources needed. It’s also a great opportunity to pause and reflect on the impact the apprentice’s learning has had.
Our Bauer Academy client team and programme leads will carefully monitor every apprentice’s progress throughout their time on programme. The employers will receive regular updates from the client team, outlining how each of their apprentices has been progressing. In these reports, we flag any concerns and highlight exemplar work.
Mandatory progress reviews are held every 8–10 weeks between our Bauer Academy programme lead, the apprentice and their line manager. This regular check point provides a good opportunity to monitor the apprentice’s progress on their programme, using the training plan to check actual progress. It is vital that employers check in with apprentices and their line managers on a regular basis, suggested minimum is once per month.
All apprenticeship standards have different ways of measuring progress throughout the programme. The final set of tasks before gaining a certificate is called the End Point Assessment (or EPA), and it can include a professional interview, test/exam, a presentation, work observation, and building portfolios of evidence. Your Bauer Academy programme lead will provide full details.