Off the job learning is learning which is undertaken outside of the normal day-to-day working routine and contributes to the achievement of an apprenticeship. It can be delivered at the apprentice’s normal place of work or off-site.


Manager’s guide

All apprentices, regardless of age and experience, must have time at work to learn, develop and practise their new skills. This approach is supported by the 70:20:10 model of adult learning.

All apprenticeship programmes require all apprentices to demonstrate that they receive at least six hours per week of off-the-job learning during their apprenticeship.

The term ‘off-the-job’ learning sometimes causes some confusion and consternation with managers, wondering how they will manage their service when staff members will be regularly attending training courses.

The purpose of this guide is to explode the myths around the 'six hours per week' learning requirement and provide clear, common sense suggestions to enable apprentices to learn new skills and apply them in practice.

What do managers need to do?

Discuss and review learning requirements with your apprentice on a regular basis. Agree with them time at work to complete work-based assignments and give them opportunities to practise new skills and give them feedback on what they are doing well and areas to work on. This could be part of the quarterly review with your Hawk Training tutor.

How is this recorded?

An apprentice is responsible for ensuring that all off-the-job learning activity is recorded in their online learning log.
Hawk Training will ensure that apprentices have access to, and know how to update, the learning log. We will also regularly review how many hours are being recorded and share this information with an apprentice’s line manager.

Off-the-job learning – what it is not...

It’s not just about attendance at training courses, classes or workshops.

Off-the-job learning – what it is…

It is anything in the workplace that is new learning and moves the apprentice towards the successful completion of their apprenticeship, which might include:

  • Mandatory training such as Safeguarding/Information Governance/Health and Safety etc.
  • All workshops relating to the apprenticeship programme (excluding Functional Skills)
  • Being coached and/or mentored in relation to developing skills in their job role
  • The apprentice’s monthly reviews/annual appraisals/ handovers (excluding progress reviews or on-programme assessment needed for an apprenticeship standard)
  • Team meetings i.e. implementing a new procedure at work or introducing an improvement to existing processes
  • Shadowing another member of staff to understand the employer’s policies/procedures and relevant forms i.e.: Health & Safety/Risk assessment/Communication
  • Attending conferences/reading relevant publications including in-house magazines
  • Any external training days, including short courses booked by the employer, including product training
  • Practical training and practice (being shadowed/observed by another staff member and receiving feedback on performance)
  • Learning support and reflective accounts of learning and new work experiences.
  • Time spent writing assessments/assignments/self-study
  • Research of new skills techniques and better understanding relating to job roles and sector.
  • Any e-learning

Everyone benefits with apprenticeships

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  • Increase employee retention74% of companies surveyed said that apprentices tended to be more loyal, than non-apprentices. 
  • Use funds that will otherwise be lost, only 14% of Levy funds have been used.  
  • Fill any skills gaps and allow the business to source future managers and leaders from within.
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  • Teams are more motivated - 92% of companies who invest in apprentices reported a significant increase in employee motivation. 
  • Enhance team productivity, 76% say that productivity has improved since getting an apprentice. 

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  • Upskill, (92%) of apprentices felt that their apprenticeship had had a positive impact on their career. 
  • An apprenticeship gives staff the opportunity to become more valuable to the company.  
  • Higher morale, teams have higher spirit and morale, as the organisation invested time and training in them. 

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  • 97% of apprentices said their ability to do the job had improved 
  • 92% of apprentices said that their career prospects had improved 
  • Earn while you learn. 

Book a free consultation

Meet our dedicated programme design team to:

  • Discuss the process of building a programme that suits your business needs and represents your business' identity
  • Review your apprenticeship training strategy and development plans
  • The opportunities that apprenticeships can bring to your business
  • Setting up an apprenticeship role and recruiting to your vacancy
  • How staff can undertake training through apprenticeships