Apprenticeships are available across a wide range of construction trades and varying levels of qualifications throughout England.
Traditional Apprenticeships - including Technical and Supervisory at Level 3
A Traditional Apprenticeship combines studying at college, for example the National Construction College or a training provider, with experience on-site over a two to three year period. This is the most common way to get qualified and is available across the UK.
Apprenticeships lead to industry recognised qualifications which will qualify your apprentice for one of the industry card schemes – essential for getting on-site.
As an employer you may also be able to claim CITB Grant to support you throughout an apprenticeship and following successful completion of the apprenticeship.
For further information, take a look at claiming available grants.
Specialist Applied-skills Programmes (SAPs)
Specialist Applied-skills Programmes (SAPs) are developed through partnerships with trade associations, federations and employers in specialist sectors.
SAPs are 18-month training programmes for new-entrants. The programmes lead to a vocational qualification (NVQ/SVQ) and are considered by trade associations and employers as 'sector apprenticeships’.
These new-entrant programmes are currently the only source of CITB grant recognised new- entrant training for the sectors involved.
New-entrants must have a full-time contract of direct employment with a CITB-registered employer. There is no upper age restriction, 16+ years; however, employer preference tends to be 18+ years.
Shared Apprenticeship Services
Shared Apprenticeship Services (SAS) is a different approach to training.
Apprentices get a variety of on-site experience by working on high-profile projects for more than one employer, as well as completing a full Level 3 Apprenticeship.
Flexible Apprenticeships
Designed to make apprenticeships more flexible, to better meet the needs of employers and apprentices.
the delivery of apprenticeship training can be flexed to meet employer needs; and
the length of an apprenticeship can be reduced where an individual has existing relevant knowledge or skills.
Some employers are already making use of apprenticeship flexibilities and are seeing the benefits of this, in workforce satisfaction, productivity, and improved value for money.
This type of apprenticeship allows employers to think creatively about how they can tailor apprenticeship training to meet their needs. Be it through a flexible delivery model, such as front loading which can support apprentices new to the sector to hit the ground running, to delivering accelerated apprenticeships for more experienced individuals who are able to build on their existing skills and complete more quickly.
To find out more about front loading, download the manual: Flexible Apprenticeships in Construction (PDF, 1MB)
Or visit www.gov.uk/employing-an-apprentice for more information.