Guidance for registering onto a SAP
Employers who are looking to register a new trainee onto a specialist applied-skills programme (SAP) must make sure that they can meet the programme's rules. They also need to make sure that the trainee they're registering onto to the programme meet the criteria for a new entrant.
Basic ground rules
- The new entrant must have a full-time contract of direct employement (PAYE) with a Levy registered employer.
- The new entrant must not have been enrolled in another CITB grant-assisted apprenticeship for the same vocational qualification (VQ) level
- In order for the employer to claim the framework achievement element of the grant, they must allow the new entrant to attend all 'off job' modules
- The employer cannot set an upper age limit for new entrants, although they may state the preferred age of a new entrant when taking them on. The minimum age for a new entrant is set at 16 years old.
- The employer must make sure that their new entrant applies and gets a CSCS Trainee Card in their first month of training
- The employer must provide twice as many on-the-job supervised training days as off-the-job training days. These training days must be recorded in the learner's logbook
- The employer is not allowed to put forward sub-contractors or self-employed workers even if they're referred to in the employer's Levy Return.
The programmes are open to non-members as well as members of a specialist trade association.
New entrant criteria
A new entrant can be:
- A career changer (i.e. new entrant to the sector):
- The person may have already completed an apprenticeship and attained a VQ for a different occupation. If they previously undertook a CITB grant-support apprenticeship, they are not eligible to enroll for a SAP.
- Currently working in the sector but with no formal training:
- The person may be employed in the sector for the last 12 months, but has had no formal training in the specialist skills and has not registered for a VQ in that occupation.
- A career progressor:
- The person may be moving up in their current company or moving from one company to another to take up a higher role. For example, labourer to skilled operative.
While these training providers have been contracted and paid by CITB to provide the training, employers still have to bear some of the training and assessment cost. These are payable to the partner training provider.