2023/24 Apprenticeship Training Plan

Apprenticeship Training Plan - 2023/2024


The Training Plan (formally known as the Comitment Statement) is a mandatory document required by the Education and Skills Funding Agency. The document must be signed by all parties prior to the Apprenticeship commencing. Failure to sign the document will result in the cancellation of the Apprenticeship Programme. The Training Plan must be signed and submitted prior to the Apprentice's start date.

Please note that all aims will be delivered by Achievement Training Limited and there will be no Subcontractor involvement.

Apprentice Information

Employer Information

Important Contacts

Training Provider:                      Achievement Training Limited

Main Contact:                            Tracy Barnes (01752 202269) / Hayley Williams (01752 218596)

Learner Support Manager:       Paul Ebanks (01752 202263)

Complaints & Feedback:           Kay Miles (01752 202262)

ESFA Helpline:                            nationalhelpdesk@apprenticeship.gov.uk (0800 0150400)

ESFA Complaints:                       complaints.ESFA@education.gov.uk ( 02476 826482)

Overview of Apprenticeship Standard


Overview of Apprenticeship Standard Components

English and Math Aims

English and Maths (E/M) training will be delivered as part of the Apprenticeship in addition to the minimum 20% off the job training. If an Apprentice has previously achieved L1 Functional Skills (FS) or attains L2 or above during their Initial Assessment they will be required to start L2 FS during their Apprenticeship (where L2 has not been previously attained). If an Apprentice achieves L1 FS during their programme the Apprentice as a minimum will be required to undertake L2 (where L2 is a requirement within the Apprenticeship programme these aims will need to be completed and achieved). Apprentices may be exempt due to RPL, accepted exemptions can be seen below (to be updated by MIS only).

English and Math Exemption Evidence Submitted and Approved


Entry - Information, Advice and Guidance


During the initial completion and review of this Learning Agreement, the Tutor/Assessor will discuss the course programme, expectations, outcomes and support available with the learner. Please ensure any referrals on guidance provided by the Tutor is detailed below.

Course Content


The Tutor / Assessor must ensure that the learner is aware of the programme of delivery including the units covered and expectations of delivery.

Initial Assessment

All learners are required to undertake initial assessment on entry to an ESFA funded course (including Loan provision). The assessment is required to ascertain suitability for the programme, the learners starting point and any development needs. As part of this assessment the Personal Learning Record from the Learning Records Service is reviewed and where permission has been provided has been downloaded and is available ithin the 'Learner Online File'.


Induction Checklist


The following sections must be covered between the Learner and Assessor, where discussed and understood the learner must indicate that this has been covered. Copies of all terms and conditions, health and safety policies, the employer charter and codes of conduct are available on request from your Tutor / Assessor, by email to wbl@achievementtraining.com, or by phone tp 01752 202260.

Discussed & Understood
Expectations of Behaviour
Personal Harassment and Bullying Code of Behaviour (Also on Onefile)
Start and end dates of course / timetable of learning
Content of programme and delivery of training
Course costs
Assessment Processes
Review requirements
Onefile - Registration and use (if applicable to course)
Notification of personal / placement changes
How to report concerns regarding welfare and safety
Authorised and Unauthorised absence
Grievance / Complaints procedure
E-Safety Guidance
Fire Procedure / Policies and Fire Prevention
VDU Assessment and Safe use of Computers
Health and Safety policies (including Awareness of Emergency Lock-down and evacuation procedures)
Tour of centre / Introduction to staff
Learner handbook received
Break Times

Tri-partite Progress Reviews

In order to comply with the funding requirements of this course, there is a requirement that each apprentice's progress is reviewed a minimum of four times per year.  Apprentices and their Workplace Mentors must be available for every review, where one or more party is unable to attend the review the review must be re-scheduled within 10 working days of the planned date.

Please find the pre-planned review dates below:

  • 13/10/2023
  • 02/02/2024
  • 26/04/2024
  • 19/07/2024
  • 11/10/2024
  • 07/02/2025
  • 02/05/2025
  • 25/07/2025
  • 17/10/2025
  • 06/02/2026
  • 01/05/2026
  • 24/07/2026
  • 16/10/2026


Copies of reviews will be sent via email to Apprentices and their Employers. immediatley upon completion.

Off the Job Training

As part of the Apprenticeship the apprentice will be required to undertake a minimum of 20% off-the-job training. Off-the-job training is defined as learning which is undertaken outside of the normal day-to-day working environment (excluding English and math). This section specifies the minimum number of hours . Apprentices and Employers must also ensure they meet these requirements, apprentices will be required to undertake more than 20% off-the-job training if they are required to undertake English and/or math.


Off the Job Training

As part of the Apprenticeship the apprentice will be required to undertake a minimum of 20% off-the-job training. Off-the-job training is defined as learning which is undertaken outside of the normal day-to-day working environment (excluding English and math). This section specifies the minimum number of hours . Apprentices and Employers must also ensure they meet these requirements, apprentices will be required to undertake more than 20% off-the-job training if they are required to undertake English and/or math.


Holistic Support, Information, Advice and Guidance Arrangements


During enrolment and induction the learner has received details about the learning programme, the options available and was given the opportunity to ask further questions by arranging a holistic discussion with a member of the Learner Support Team. Support is available from Paul Ebanks (Learner Support Manager) and Charlotte Brockman (Youth Worker and SEN Support) to anyone wanting to talk about anything that can have an affect on life inside or outside of your education. This free and confidential service offers impartial advice, guidance and support on a range of topics. This service can be accessed at any time through your Tutor/Assessor, by phone on (Paul) 01752 202263 / 07497413181 or via email to paulebanks@achievementtraining.com and (Charlotte 07871 709602) charlottebrockman@achievementtraining.com.

Additional Learner Support


Training Providers are required to ensure that appropriate support is given to learners who demonstrate any Additional Learning Support (ALS) needs. Achievement Training have a range of support services available to learners who have a learning difficulty and/or disability. The additional support provided will provide the relevant reasonable adjustments and enable the learner to achieve their primary learning goal. All ALS provided to this learner will be monitored regularly and reviewed on a monthly basis. If the learner requires referring to the Learner Support team please complete the following form:


Apprenticeship Agreement Particulars

Apprenticeship Agreement

  1. Why is an apprenticeship agreement required?


The law requires an apprenticeship agreement to be in place, for nearly all apprentices.  The relevant law is contained in The Apprenticeships, Skills, Children and Learning Act 2009 (“ASCLA”) and The Apprenticeships (Miscellaneous Provisions) Regulations 2017 (SI No. 2017/1310).  The apprenticeship agreement forms part of the employment arrangements between the apprentice and their employer; it is a contract of service (i.e. a contract of employment) and not a contract of apprenticeship. If all the requirements of section 1 of the Employment Rights Act 1996 are complied with, the agreement can also serve as the ‘written statement of particulars of employment’. An apprenticeship agreement must be put in place when an individual starts a relevant apprenticeship programme and should remain in place throughout the entire apprenticeship.


  1. What is a ‘practical period’?

The practical period is the period for which an apprentice is expected to work and also receive training under an approved English apprenticeship agreement; it must have a minimum duration of 12 months. The practical period does not include the end-point assessment whereas the (full) apprenticeship does include it. The practical period start date set out in the apprenticeship agreement must match the practical period start date in the training plan.


  1. Can an apprenticeship be completed without an apprenticeship agreement?


There are some circumstances in which an apprentice can complete a statutory apprenticeship without an apprenticeship agreement; these can be found in the ‘alternative English apprenticeship’ section of the latest apprenticeship funding rules.


  1. What information is needed in an apprenticeship agreement?


The apprenticeship agreement must comply with the requirements in ASCLA and the 2017 Regulations. It must:

  • provide for the apprentice to work for the employer for reward, in an occupation for which a standard has been published by the Institute for Apprenticeships and Technical Education;
  • provide for the apprentice to receive training in order to assist the apprentice to achieve the standard in the work done under the agreement;
  • specify the apprenticeship’s practical period; and
  • specify the amount of off-the-job training the apprentice is to receive.


  1. Do existing contracts or terms and conditions need to change?

No, however any apprenticeship entered into after 15 January 2018 in connection with an apprenticeship standard must have an apprenticeship agreement that complies with the 2017 Regulations. The agreement can be attached to, or incorporated into, an existing contract.


  1. How much off-the-job training needs to be included?

Off-the-job training is a critical requirement of an apprenticeship and to meet the apprenticeship funding rules, this must be at least 20% of the apprentice’s normal working hours (working hours are capped at 30 hours per week for funding purposes only), over the planned duration of the apprenticeship practical period. The amount of off-the-job training should be discussed and agreed with the training provider; this should take into account any relevant prior learning that impacts the programme.


  1. What is the definition of off-the-job training?


Off-the-job training is defined as training which is received by the apprentice within their practical period, during the apprentice’s normal working hours, for the purpose of

achieving the knowledge, skills and behaviours of the approved apprenticeship that is referenced in an apprenticeship agreement. More information, including examples of off-the-job training, can be found on gov.uk.


  1. Who must sign the apprenticeship agreement?

The employer and apprentice must sign the apprenticeship agreement. The training provider, employer and apprentice must then sign a separate training plan, which builds upon the apprenticeship agreement and outlines the planned content and schedule of training to be delivered.


  1. What should happen with the signed apprenticeship agreement?


The employer must keep the agreement for the duration of the apprenticeship and give a copy to the apprentice and to the training provider.


  1. What is a break in learning?


A break in learning is where an individual takes a break of at least 4 weeks from their apprenticeship training but plans to return to it in the future. This can be with or without a break from work. When the apprentice restarts the programme, all documentation, including the apprenticeship agreement and training plan, must be reviewed and updated to account for the duration of the break in learning.


  1. What happens if an apprentice is made redundant?


Apprentices made redundant who, on the day of dismissal, are within six months of the final day of the apprenticeship practical period or who have completed at least 75% of the apprenticeship practical period will have their programme funded to completion.  Those who do not meet these conditions will have their training funded for up to 12 weeks while they look for alternative employment to enable their programme to continue (see The Apprenticeships (Alternative English Completion Conditions and Miscellaneous Provisions) (Amendment) (Coronavirus) Regulations 2020 SI No. 2020/1120).

Signatures / Declarations

All parties must sign a Training Plan which outlines the planned content and schedule for training, what is expected of and offered by the employer, provider and the apprentice, and how to resolve queries or complaints. This must be completed during th eon-boarding process prior to the apprentices start date. Please review and update all areas up to this point. 

Please be aware that your data will be stored, shared and processed in accordance with GDPR and the Data Protection Act 2018. A copy of Achievement Training's Data Protection and Document Retention Policy is available upon request. In addition to this please find links to relevant privacy notices below:


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