Getting the induction right is key for a successful apprenticeship. For many apprentices this is the start of their career. For others it may be a change of direction or an opportunity to upskill, nevertheless, a great induction is the key to getting your apprentice off on the right track.
This document sets out important information and the responsibilities for both parties. More information, including templates can be found here at the Apprentice Support Centre, employer section. Remember this should be reviewed regularly.
Introduce the company structure, ethos, goals and expectations. Take time to introduce the apprentice to important individuals they will be working with such as the line manager, site manager, fellow apprentices. Some apprentices will never have worked in a corporate environment and may need advice on workplace etiquette, social media policies, etc. It might be useful to provide a Who’s Who document with contact details.
Take time to provide a clear timeline for the apprenticeship and key milestones, contractual obligations, start and finish times, daily expectations, how the apprentice will work with the company, how the apprentice will be assessed. It is never too early to talk about future career opportunities either. It would be a good opportunity to introduce the apprentice to the Occupational Maps at IfATE where they will find information about the standards and progression routes for their apprenticeship.
There are two types of training. Off the job training is the training provided by the training provider. This is 20% of the apprentice’s time and can be completed on a weekly basis or in blocks of time. Further information can be found here.
On the job training is training which is provided by the employer at appropriate opportunities. It could be as simple as teaching the apprentice how to set up their email and the correct way to deal with a customer. Or it could be more specific such as how to operate a piece of machinery. You may also wish to provide support for the apprentice to develop their functional skills in English and maths.
Take time to explain to the apprentice how their role fits into the company, the contribution they will making and their contractual obligations. Make sure they understand what they will be doing on a daily basis and how this contributes to the wider organisation.. Include information such as how to report a sickness absence or book time off for a medical appointment. Explain the responsibilities of the organisation towards the apprentice such as providing time for off the job training, meeting training needs, support for preparing for assessment and functional skills.
Buddy systems are not exclusive to larger companies. It is useful to provide a buddy for a new apprentice as someone who can help to smooth the way for the apprentice and answer questions which the apprentice may not wish to ask a line manager. It is useful to set this up at the start or even before the apprentice joins so the apprentice and buddy can start to build up a working relationship.
A mentor is essential and provides a positive role model for many apprentices. It does not have to be the line manager and the mentor could be different at different points of the apprenticeship. It is important for the mentor to establish trust early in the relationship to encourage the apprentice to ask for help when they need it. The mentor should recognise the apprentice’s achievements and act as a critical friend. The mentor should also communicate with the training provider and support with any preparation for exams, coursework and end point assessments. Regular review meetings should be held to review and support apprentice progress.
Provide the apprentice with information about any support networks available in the organisation. This could be an apprentice group, or dedicated company employee support system. You may wish to provide information about external support networks such as the Association of Apprentices. You could encourage the apprentice to join professional bodies specific to the sector they are working in, such as the Institute of Plumbing for example.
Introduce the apprentice to the support available on the IfATE website and the Apprentice support centre.
All organisations should carry out a health and safety induction as part of the induction process.
It is never too early to talk to the apprentice about what their EPA might look like, when it will take place and how the employer will support the apprentice to be ready for it. It can take many forms such as an exam, coursework, a practical assessment.
You can read our section on 10 ways to make sure apprentices are well prepared for EPA.
It can be easy to forget all the things you didn’t know and wished you had when you first started your career. Take time to check that the apprentice understands basics such as how to use email, create and take part in online meetings, create and save documents, booking rooms, signing in visitors, where to find the correct equipment or even where to get the best cup of coffee!
Published 20 September 2024
Last updated 20 September 2024
(CF, NS)