Hiring an apprentice is the perfect way to improve your business in 2019!

As we’ve said before, hiring an apprentice brings a wealth of benefits to your organisation. 75% of employers reported that hiring an apprentice had improved the quality of their product or service while others saw a decrease in their turnover rates and an influx of new ideas in their workplace.

To help all of the interested employers out there, here’s a useful step-by-step guide on how to hire an apprentice

1. Choose a Standard

Line of doors.

There are still apprenticeship frameworks to choose from, but they are slowly being phased out as the government replaces them with the new and improved Apprenticeship Standards. So, the first step to hiring an apprentice is to choose an Apprenticeship Standard that would benefit your business. There are a huge variety of standards available spanning numerous sectors, from Healthcare to Business to Retail. By hiring an apprentice, you’ll join the many businesses who’ve benefitted from a 76% productivity increase, an increase in retention rates and will give back to your local community by helping combat youth unemployment in your area.

2. Find a Training Provider

Laptop on a table.

After you pick a standard, you should find a training provider that offers training for your chosen standard. We partner with many training providers that train apprentices for employers across the country. The Register of Apprenticeship Training Providers is a good place to start looking, as it contains the extensive list of training providers who are eligible to train apprentices.

3. Check Your Funding

U.K. pounds.

You can receive government funding to pay for your apprentice’s training. If you’re an employer with a pay bill of over £3 million every year, then you automatically pay the apprenticeship levy. This means that you’ll receive funds to spend on training and assessing your apprentices and the government will add 10%. If you’re a business that doesn’t need to pay the levy, then you only need to pay 10% towards the cost of training and assessing your apprentice. You’ll need to agree to a payment schedule with your training provider and pay them directly for the training. The government will then pay the remaining 90% up to the assigned funding band directly to your training provider.

The standard that you choose will have a funding band allocated to it, which is the maximum amount of money that the government will contribute towards your standard. If you’d like more information on funding bands, then check out our handy Funding Band page that’ll give you all the details

4. Advertise Your Apprenticeship

Man shouting on megaphone.

You’ll then have to advertise your apprenticeship vacancy and wait for an influx of applicants. Conveniently, your training provider will do this for you so that you won’t have to lift a finger!

5. Select Your Apprentice

Hand shake.

Once you’ve assessed your pool of candidates, you will select your apprentice and sign an apprenticeship agreement with them. You’ll also have to sign a commitment statement with your apprentice and your training provider. This includes details such as the planned content and schedule for training and what is expected from all parties involved.

Apprenticeships will last for a minimum of a year and can last up to five years depending on the programme. If you’d like more information on the apprenticeship process, then you can contact the National Apprenticeship Service at 0800 015 0600.

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We hope this useful guide helped you take that first step towards hiring an apprentice and taking your business to the next level in 2019!

To keep up to date with the latest news from TQUK EPA, return to our blog or follow us on TwitterFacebook and Instagram.

See you around The Hive!

 

With the recent additions of the Production Chef, Children, Young People & Families Manager and Children Young People & Families Practitioner Standards, we’re proud to announce that we now offer EPA for a nice, even 30 Apprenticeship Standards!

We’ve come a long way from our founding, when TQUK EPA was approved to deliver End-Point Assessment in April 2017. Since then, we’ve reached a lot of milestones on our journey to becoming a lead End-Point Assessment Organisation (EPAO) in the apprenticeship sector.

2018 was a particularly big year for us, as we were approved to deliver a huge number of Apprenticeship Standards and were the first EPAO to pass apprentices on a number of new standards in the U.K.! This includes passing the first apprentice in the country on the new Adult Care Worker Standard as well as the first apprentice on the new Lead Adult Care Worker Standard.

Now, we offer End-Point Assessment for an impressive 30 standards across a wide range of sectors! Some of our most popular sectors include Healthcare and Management, where we offer standards such as Adult Care Worker, Lead Adult Care Worker, Healthcare Support Worker, Operations/Departmental Manager and Team Leader/Supervisor. To see all of the standards that we offer End-Point Assessment for, head over to our Sectors page and give them a browse!

Stay tuned as we continue to grow in 2019 and gain approval for many more Apprenticeship Standards. We’re not planning to stop anytime soon!

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To keep up to date with the latest news from TQUK EPA, return to our blog or follow us on TwitterFacebook and Instagram.

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Do you have what it takes to join The Hive?

TQUK EPA is growing at lightning speed, and we’re looking for more busy bees to join our team!

We’re on the hunt for an EPA Assessor Coordinator and an EPA Health and Social Care Assessor/Trainer to hop on board as we continue to establish our place as an industry leading EPAO. To see the full job descriptions of these roles, head over to our Join The EPA Team page!

EPA Assessor Coordinator

This role sits at the heart of our EPA team. This individual will support the growth of our assessment provision and maintain consistently high quality assessment practices. They will be responsible for growing our team of assessors, including an associate bank, and establishing rigorous assessment practices that meet and exceed customer expectation. They will recruit, train and monitor EPA performance through a series of structured training, standardisation and performance review activities that deliver excellent assessment practice.

This individual must be organised, have significant experience in both assessment and internal quality assurance and will thrive on keeping up with developments in an ever changing landscape.

A few key responsibilities include:

  • Taking a lead role in the active recruitment of End-Point Assessors in line with our current and upcoming EPA offers
  • Managing the on boarding process of all EPA Assessors, both permanent and associate
  • Managing and growing a bank of associate EPA Assessors
  • Implementing a programme of pre and post assessment standardisation activities / events
  • Monitoring the performance of assessors to ensure high quality practice is consistently maintained

The essential skills and qualifications that this individual must have are:

  • A minimum of 2 years’ experience within the specialist vocational sector
  • A minimum of 2 years assessing experience with robust knowledge of assessment techniques
  • Evidenced experience in the vocational sector at or above the level to which they will assess
  • Relevant assessor / IQA qualification
  • Level 2 English and Maths qualifications (or equivalent)
  • Excellent communication and interpersonal skills including report writing

We’d like someone who is confident and ambitious with a “can do, will do!” attitude. They should be motivated, energetic and take responsibility for their own area of work. But most importantly they should work well with others and have fun as they join the TQUK Team!

EPA Health and Social Care Assessor/Trainer

An apprenticeship End-Point Assessor is responsible for providing independent, fair, reliable and consistent assessment services to our customers working with apprenticeship standards. This EPA Health and Social Care Assessor/Trainer must use their assessment experience with relevant industry knowledge of the Health and Social care sector to form judgements and grading decisions on a variety of apprenticeship assessment activities. This individual must be flexible in their approach to all tasks and have exceptional assessment abilities with the independence to travel.

This is a dynamic role which requires the post holder to manage a caseload of both EPA and IQA activities, as well as provide training and guidance to new and associate EPA assessors and deliver EPA process training to partnering training providers and employers. As with the EPA Assessor Coordinator role, this individual must be organised, have significant experience in assessment and internal quality assurance and must be able to keep up with developments in an ever changing landscape.

A few key responsibilities of this post will be to:

  • Deliver outstanding End-Point Assessment and Internal Quality Assurance services to assigned apprentices and employers
  • Undertake End-Point Assessment activities with integrity and impartiality to offer a fair, reliable and consistent assessment experience for all apprentices and employers
  • Manage their assigned caseload to ensure all stages of the EPA journey are completed in a timely manner and to the expected standard
  • Produce accurate and well informed assessment feedback and written reports to validate assessment grading decisions
  • Support the on boarding process of EPA assessors through delivering training and wider induction activities

Their essential skills, experience and qualifications include:

  • A minimum of 2 years’ experience within the Health and Social Care sector
  • A minimum of a relevant Level 3 Health and Social Care Diploma
  • A minimum of 2 years’ assessing experience with robust knowledge of assessment techniques
  • Evidenced experience of preparing and delivering training
  • A relevant assessor and IQA qualification
  • Level 2 English and Maths qualifications (or equivalent)
  • Sound IT and digital literacy
  • Outstanding organisational and time management skills
  • The ability to work in a flexible manner, adapt to different environments and solve problems independently
  • Excellent communication and interpersonal skills including report writing

As with all of our staff at TQUK, we’d like someone with confidence, bravery and ambition. They should be able to maintain professional standards and boundaries, develop great relationships with team members, customers and stakeholders and be motivated and enthusiastic in their work!

As mentioned above, if you’re interested in these roles then you can go to our Join The EPA Team page and find the full job descriptions there. If you think you’d be a good fit, then email kelle.mcquade@tquk.org with a CV and a short cover letter to apply!

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To keep up to date with the latest news from TQUK EPA, return to our blog or follow us on TwitterFacebook and Instagram.

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It’s only a week into 2019 and we already have an exciting staff announcement!

Matt Garrod, one of TQUK’s shining Client Relationship Officers, is hanging up his hat as CRO and moving to the TQUK EPA team as an End-Point Assessment Officer!

His addition comes as the EPA Team continues to expand as a result of our non-stop growth as an EPAO. 2018 was full of exciting action for us, and we’re sure that Matt’s addition to the EPA Team is the first step to an even bigger and better 2019!

In his time at TQUK, Matt has already dazzled as a Client Relationship Officer, forming lasting relationships and providing world-class TQUK customer service to our centres. As an EPA Officer, he’ll provide invaluable support to our training providers and will be responsible for monitoring and maintaining the quality of our EPA provision.

On his move, Matt says:

“I wanted to join the EPA Team as it’s a fast growing part of TQUK and I wanted to become a part of the team before it could expand even more quickly! My role as an EPA Officer will also be more service oriented which is something that I really enjoy, and I look forward to providing fantastic support to our internal and external EPA staff. Here’s to a brilliant 2019!”

Kelle McQuade, our Head of End-Point Assessment Organisation, chimes in with her own thoughts:

“I’m delighted for Matt to be joining the EPA Team! His level of knowledge and experience of TQUK and our EPA services means that he’ll be the perfect addition to The Hive as we keep expanding into 2019 and beyond. I have no doubt that Matt will help us thrive as we solidify our position as a leading EPAO in the apprenticeship sector. We’re glad to have you on board, Matt!”

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To keep up to date with the latest news from TQUK EPA, return to our blog or follow us on TwitterFacebook and Instagram.

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It’s December and 2018 has nearly come to an end!

TQUK EPA has had an absolutely amazing year. From launching our new EPA website to being the first EPAO to pass apprentices on brand new standards, 2018 has been chock full of action.

We’re sure that 2019 will only bring bigger and better things. But for now, we’re looking back on our 2018 and reliving some of our best moments. Enjoy!

We Launched our EPA Website

2018 Website

Back in February, we launched our brand new TQUK EPA website which you’re currently reading this blog on! We wanted to have an easy-to-use, all-in-one destination for employers, training providers and apprentices to find all the information they needed on our End-Point Assessment services. The site was a culmination of months of hard work and includes many useful resources for our customers to demonstrate our dedication to providing the best EPA service possible!

Not too shabby, ey?

We Were Approved to Deliver Many More Standards

2018 Standards

From month to month, we were approved to deliver End-Point Assessment for a ton of new standards in 2018! Check out some of them below:

We’ll be approved for many more standards in 2019, so stay tuned for more updates!

We Reached a Lot of Firsts

2018 Firsts

Throughout the year, we were the first End-Point Assessment Organisation (EPAO) to pass apprentices on a range of brand new apprenticeship standards. Back in May, in collaboration with Creative Support, we were the first EPAO to pass an apprentice on the new Adult Care Worker Apprenticeship standard. Sona Peskin became the first apprentice to complete this standard after completing her Professional Discussion in late April. She received a Merit overall, and we were absolutely delighted with her hard work and results!

And it didn’t stop there! In August, we continued our brilliant partnership with Creative Support and passed the first apprentice in the U.K. on the Lead Adult Care Worker Standard! Lee Wild became the first apprentice to pass the standard on 1st August 2018, receiving a Merit overall for her hard work. We couldn’t have been prouder of her! Good job, Lee!

Back in July, we also passed the first Adult Care Worker apprentice in the U.K. to receive a Distinction! Joseph Bailey completed his apprenticeship in mid-June and received a Distinction for his amazing efforts. Both TQUK EPA and Creative Support were amazed by his drive, expertise and confidence. His achievement is also made more impressive by the fact that he is one of a small minority of male apprentices in the care sector. You go, Jo!

Exciting Staff Developments

2018 Staff Developments

Our Hive has only grown stronger over 2018! Back in January, our wonderful Kelle McQuade became our Head of End-Point Assessment Organisation. Under her decisive leadership, we’ve grown quickly and have blazed a trail across the End-Point Assessment landscape!

In April, Rochelle Crichton moved from the role of Business Support Officer in TQUK to End-Point Assessment Officer in TQUK EPA! Rochelle’s been an amazing addition to the Hive and is vital to the smooth running of daily operations. She assists employers, apprentices and training providers with all things EPA and we would be lost without her! More exciting developments are in the mix for Rochelle, as she’ll be taking on a new role in the team from January 2019! Watch this space!

In May, we added another busy bee to our Hive. Lucy Hall became our End-Point Assessment Coordinator, and we haven’t looked back since! Lucy has worked in hospitality and management for years and has extensive experience as an IQA. We couldn’t wait to snatch her up, and ever since she’s joined TQUK EPA she’s been working at the very heart of our EPA provision. As EPA Coordinator, she tracks and oversees all activities associated with designing, developing and delivering compliant, relevant assessment to our apprentices. She also works with a bank of external assessors to ensure our apprentices receive the highest quality EPA possible.

There’s even more on the horizon for TQUK EPA! In January 2019, one of TQUK’s Client Relationship Officers, Matt Garrod, will be moving away from his CRO role and into the post of End-Point Assessment Officer! Matt has already made a great impact in the Client Relationship Team, and he will no doubt continue to shine and dazzle in his new EPA role. We’re glad to have you soon, Matt!

Forging New Partnerships

2018 Partnerships

We’d just like to thank all of the employers and training providers who’ve partnered with us over this past year as they use our EPA services for their apprentices! We hold ourselves to the highest possible standards and strive to deliver the best End-Point Assessment possible. We’re happy that many organisations recognise that, and we’re incredibly proud of all of the partnerships that we’ve forged in 2018. Here’s to building many more in 2019!

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And there you go! A few of our top moments from 2018. It was an absolutely brilliant year, and we’re thankful for all of our success. Here’s to a brighter future in 2019!

To keep up to date with the latest news from TQUK EPA, return to our blog or follow us on TwitterFacebook and Instagram.

See you around The Hive!

Teaching Assistants work in Primary, Special and Secondary education across all age ranges, encompassing special educational needs and emotional vulnerabilities. They are vital assets to have in a classroom to make sure classes function for all.

The primary role of the Teaching Assistant is to support the class teacher to enhance the pupil’s learning either in groups or individually, ensuring they understand the work set, know their learning objectives and stay on task in order to make progress. Teaching Assistants are good role models, act with honesty and integrity and contribute to planning and class activities.

A Teaching Assistant’s apprenticeship will include attaining vital knowledge, skills and behaviours to excel in their job role, including understanding how pupils learn and develop, IT skills, knowing a curriculum and how to deliver it, developing strategies for learning and support, assessment skills, knowing how to promote professional standards, and being able to maintain professional relationships across the organisation.

Once the apprentice has completed their training, they will move on to the final test: the End-Point Assessment.

The End-Point Assessment for Teaching Assistant apprentices is comprised of the following assessment activities:

  • Practical Observation with Question and Answers
  • Professional Discussion supported by Portfolio of Evidence

Practical Observation with Question and Answers

Teaching Assistant Grading

The Practical Observation will take place in the apprentice’s workplace by the End-Point Assessor. The Observation will last approximately 2 hours and the Question and Answer session will last for approximately 15 minutes after the end of the observation. All details of the event (venue, date, time) will be planned by the End-Point assessor, the Apprentice and the Employer at the End-Point Assessment planning meeting.

The Observation should:

  • Reflect typical working conditions
  • Allow the apprentice to demonstrate all aspects of the standard being assessed
  • Take a synoptic approach to assessing the knowledge, skills and behaviours as defined by this method
  • Be carried out on a one-to-one basis. It is mandatory that only one apprentice is observed at a time and without support or input from trainers

During the Observation, the apprentice will demonstrate the ability to, among other things:

  • Deliver/lead small group teaching within clearly defined/planned parameters using initiative, sensitivity and understanding
  • Implement current statutory guidance including ‘Keeping Children Safe in Education’ Part 1, safeguarding policies, Prevent Strategy
  • Use specific feedback to help pupils make progress
  • Use relevant technology competently and effectively to improve learning
  • Recognise the difference between pastoral and academic issues and model good behaviour for learning
  • Contribute to a range of assessment processes and use information effectively – for example, written records
  • Work closely with teachers to ensure own contribution aligns with the teaching

Once the Observation is complete, the End-Point Assessor will conduct a Question and Answer session with the apprentice, which will last for 15 minutes. This session will allow the End-Point Assessor to further question and apprentice an area that they have partially demonstrated during the Observation in order to provide additional assurance.

Questions that the End-Point Assessor will ask the Apprentice during the Questions and Answer session will be written by the End-Point Assessment Organisation.

Professional Discussion Supported by Portfolio of Evidence

Teaching Assistant Grading

The Professional discussion will last for approximately 90 minutes and will be a structured discussion between the apprentice and the End-Point Assessor following the Practical Observation, to establish the apprentice’s understanding and application of the knowledge, skills and behaviours. The discussion will be planned in advance with the Apprentice and the Employer and will need to take place in a quiet room away from distractions.

The Portfolio of Evidence will allow the End-Point Assessor to lead the discussion, asking the apprentice questions drawn from a template set by the End-Point Assessment Organisation. The Portfolio can then be used by the apprentice to evidence and support their responses to those questions.

The purpose of the Professional Discussion is to:

  • Make judgements about the quality of work
  • Explore aspects of the work, including how it was carried out, in more detail
  • Discuss how the apprentice would behave in specific situations with the assessor asking scenario based questions. EPAOs must develop question ‘test banks’ of sufficient size to prevent predictability and review them regularly to ensure they, and the questions they contain, are fit for purpose
  • Ensure there are no gaps within the evidence particularly in relation to Safeguarding and Health & Safety
  • Provide a basis for the independent assessor to make a decision about the grade to be awarded for this assessment method only

The Portfolio is completed during the Apprentice’s on-programme learning and is meant to support the Professional Discussion. It will contain a minimum of 10 pieces of evidence and a maximum of 15 which may comprise the following:

  • Feedback from Performance Management review system
  • Evidence of pupil progression
  • Work produced by the Teaching Assistant eg: interventions
  • Evidence from practical observations and general observations obtained over time
  • Observations carried out by competent Teaching Assistants and HLTAs, Line Managers, Class Teachers and Mentors
  • Assessor Reviews
  • Naturally occurring pieces of evidence. Eg: feedback from visitors/parents
  • Details of any training and courses attended
  • Notes from professional discussions

Grading for Teaching Assistant Apprenticeships

Teaching Assistant Grading

Final grading for this apprenticeship will be awarded based on the table below:

Practical Observation with Q&As Professional Discussion with Portfolio of Evidence EPA Grade
Fail Fail Fail
Pass Fail Fail
Fail Pass Fail
Distinction Fail Fail
Fail Distinction Fail
Pass Pass Pass
Distinction Pass Pass
Pass Distinction Pass
Distinction Distinction Distinction

 

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We hope this blog gave you a better picture of what’s involved in your Teaching Assistant’s End-Point Assessment. To keep up to date with all the latest EPA news from TQUK, return to our blog or follow us on Twitter, Facebook, Instagram and LinkedIn.

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We’re proud to announce that we now offer End-Point Assessment for the HR Consultant/Partner Apprenticeship!

HR Consultants/Partners provide and lead the delivery of HR solutions to business challenges. They also provide tailored advice to their business in various HR areas, typically to mid-level and senior managers. The HR Consultant/Partner can be a general role where individuals provide support across a range of HR areas or a more specialist role where they focus on a specific area of HR. Before their Apprenticeship, apprentices must choose which area of HR they will specialise in. They can choose from:

  • Core HR
  • Resourcing
  • Total Reward
  • Organisation Development
  • HR Operations

Regardless of their area of focus, individuals must have a good grounding across a range of HR disciplines as this is contained in both of the qualification options included in this Standard.

HR Consultants/Partners will often need to make decisions and recommendations on what the business can and should do in specific situations. They will help managers change their thinking and bring the best practices into their organisation. They are also likely to lead the people related elements of business or HR projects. Regardless of their role, HR Consultants/Partners must link their work to the priorities of their business. In larger organisations, they may be part of a team supporting the business and have responsibility for managing people.

This Level 5 Apprenticeship will typically be 2-3 years long but could be closer to 18 months if the apprentice has previously completed the Level 3 HR Support Apprenticeship.

In the HR Consultant/Partner Apprenticeship, apprentices must complete an appropriate qualification considered most relevant by their Employer. In this qualification, they will be able to focus on their chosen speciality from the Chartered Institute of Personnel and Development. Their Employer can choose from:

  • CIPD Level 5 Intermediate Certificate in Human Resource Management
  • CIPD Level 5 Intermediate Diploma in Human Resource Management

Once apprentices have undergone all of their training, they will move onto their End-Point Assessment. These are the final pieces of assessment that an apprentice must undergo to ensure that they are equipped with the right skills, knowledge and behaviours required of the HR Consultant/Partner Standard.

The End-Point Assessment components of the HR Consultant/Partner Apprenticeship include:

  • Consultative Project
  • Professional Discussion

Consultative Project

HR Consultative Project

The Consultative Project will be a real example of work done by the apprentice in their role which must be completed after Gateway and take a maximum of three months. In the Project, the apprentice must describe how they have applied their knowledge and HR skills to deliver the services required by their role. Some HR knowledge and skill areas that the Consultative Project will assess include:

  • A good understanding of all HR disciplines, HR legislation and excellent working knowledge of their organisation’s HR policies and procedures
  • An understanding of what their organisation does, the external market and the sector it operates in
  • An understanding of HR systems and where to find HR and management data
  • An ability to provide support and advice on HR policies and processes
  • An ability to contribute to business change to support positive behavioural, business or organisational change

The Project should describe a situation where the apprentice has successfully worked with a customer, most likely an internal one, to deliver a specific piece of HR work or provide an HR solution for them. This piece of work should relate to their chosen speciality.

The Project should contain:

  • Project objectives
  • Scope of work
  • Description of the situation/problem/business need
  • Methodology used
  • Research undertaken/information gathered/analytical findings
  • Conclusions and recommendations
  • Implementation plan

An example of a project might be planning the resourcing requirements for a growing area of the business or changing the elements of the employee rewards package. The project should be 5000 words +/- 10%.

Professional Discussion

HR professional discussion

The Professional Discussion should be carried out within two weeks of the Project being reviewed and marked by the End-Point Assessor. It will focus on the skills and behaviours outlined in the Standard, along with any other knowledge and skill components that were not covered in the Consultative Project. Examples of skills and behaviours that the Discussion will assess include:

  • The ability to keep up to date with business changes and HR legal/policy/process changes relevant to their role
  • The ability to build effective working relationships with business managers, peers and other HR functions along with relevant external organisations
  • The ability to adapt positively to changing work priorities and patterns, ensuring key business and HR deadlines continue to be met
  • The ability to display tenacity and proactivity in the way they go about their role, staying positive when under pressure

The Professional Discussion should last between 60-75 minutes in which the End-Point Assessor will ask 10-15 questions, each of which will focus on a single component of knowledge, skill or behaviour. It may be carried out face to face or remotely using video conferencing such as Skype.

HR Grading

HR exam being graded

The results of these two assessment methods will build a cumulative picture of the apprentice’s performance against the Standard. Each component will be weighted equally to provide the final grade. A grading table can be found below:

Consultative Project Professional Discussion Grade
 

Pass

Pass Pass
Distinction Pass
 

Distinction

Pass Pass
Distinction Distinction

 

After their Apprenticeship, apprentices can apply to become an Associate Member of the Chartered Institute of Personnel and Development. They can later gain Chartered membership through further qualifications or experience based assessment. After completing their Standard, apprentices will be fully competent in their role and will have in-depth knowledge of HR in their chosen speciality. They can then continue to develop in their speciality or broaden their HR expertise in another area to develop their career.

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We hoped this gave you more insight into the different components included in the End-Point Assessment for the HR Consultant/Partner Apprenticeship!

To keep up to date with the latest news from TQUK EPA, return to our blog or follow us on TwitterFacebook and Instagram.

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After a lot of hard work, TQUK EPA has now been approved to deliver End-Point Assessment for three more Apprenticeship Standards!

Our new Production Chef Apprenticeship Standard will be the perfect complement to the range of culinary Hospitality Standards we already offer, including Commis Chef, Chef De Partie, Senior Production Chef and Hospitality Manager. Our new Children, Young People &  Families Manager and Children, Young People & Families Practitioner Apprenticeship Standards will strengthen our EPA offerings for the Childcare & Education sector, where we already offer services for the Teaching Assistant Standard.

Check out all our new Standards below:

Production Chef

Production Chef Apprenticeship Standards

Production Chefs can work in a range of kitchen environments including schools, hospitals, the Armed Forces and pub kitchens. They will likely work with centrally developed standardised recipes and menus, producing food in high volumes. They must maintain excellent standards of personal, food and kitchen hygiene as they produce food that is compliant with procedures, menu specifications and recipes. They will need to apply highly methodical organisational skills, energy, accuracy and attention to detail to their work.

The End-Point Assessment components for the Production Chef Standard include:

  • On-Demand Test
  • Practical Observation
  • Professional Discussion

Children, Young People & Families Practitioner

Children, Young People and Families Practitioner Apprenticeship Standards

Children, Young People and Families Practitioners work with a range of people, including carers, to achieve positive and sustainable change in the lives of children, young people and families. They must demonstrate a passion for caring about children, young people and families and will be skilled in recognising the complex needs that these individuals present. Each piece of work with a child or family will be different and Practitioners will exercise judgement on a range of evidence-based approaches to inform their practice.

There are two pathways which apprentices can choose from in this programme:

  1. Practitioner in Children’s Residential Care
  2. Children, Young People and Families Practitioner within the Community

There are two End-Point Assessment Components for this Apprenticeship:

  • Practical Observation
  • Competence Interview (with accompanying Portfolio)

Children, Young People & Families Manager

Children, Young People and Families Practitioner Apprenticeship Standards

Children, Young People and Families Managers ensure direction, alignment and commitment within their practice, team, organisation and across partnerships to help children, young people and families do their best and achieve sustainable change. They will build teams, manage resources and lead new approaches to working practices that will deliver improved outcomes and will put the child, young person or family at the centre of practice.

There are two pathways which apprentices can choose from in this Apprenticeship:

  1. Manager in Children’s Residential Care
  2. Children, Young People and Families Manager within the Community

There are two End-Point Assessment Components in this Apprenticeship:

  • Situational Judgement Test
  • Competence Interview

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To keep up to date with the latest news from TQUK EPA on Apprenticeship Standards, return to our blog or follow us on TwitterFacebook and Instagram.

See you around The Hive!

What We’re Looking For

TQUK is now hiring End-Point Assessors for three apprenticeship standards: Healthcare Support WorkerSenior Healthcare Support Worker and Healthcare Assistant Practitioner.

With our ever-expanding EPA offer, we now need more people than ever to keep with the demand!

The Job

End-Point Assessors provide independent, fair, reliable and consistent assessment services to TQUK customers. End-Point Assessors use their assessment experience in combination with their robust and relevant industry knowledge to form judgements and grading decisions for apprentice assessment activities, which test an apprentices’ occupational competency. This role requires someone who is flexible in their approach to all tasks, who has the ability to travel and who has exceptional assessment abilities that demonstrate integrity and impartiality.

End-Point Assessors will:

  • Deliver outstanding End-Point  Assessment services to apprentices and employers
  • Undertake End-Point Assessment activities with integrity and impartiality to offer a fair, reliable and consistent assessment experience for all apprentices and employers
  • Manage assigned caseload to ensure all stages of the EPA journey are completed in a timely manner and to the expected standard
  • Maintain an excellent working knowledge of apprenticeship standards and assessment plans
  • Undertake onsite and remote invigilation duties as part of your allocated caseload
  • Produce accurate and well-informed assessment feedback and written reports to validate assessment grading decisions

What You’ll Need

  • Minimum of 2 years’ experience within healthcare support or a related field
  • Minimum of 2 years’ assessing experience with robust knowledge of assessment techniques
  • Evidenced experience in the vocational sector at or above the level to which you will assess
  • Relevant assessor qualification
  • Level 2 English and maths qualifications (or equivalent)
  • Sound IT and digital literacy
  • Outstanding organisational and time management skills
  • Ability to work in a flexible manner, adapt to different environments and solve problems independently
  • Excellent communication and interpersonal skills, including report writing

Want to Know More?

For more info on each assessor position, click on the links, below:

Healthcare Support Worker

Senior Healthcare Support Worker

Healthcare Assistant Practitioner

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To keep up to date with the latest news from TQUK EPA, return to our blog or follow us on TwitterFacebook and Instagram.

See you around The Hive!

We’ve got more exciting news!

We’re proud to announce that we now offer End-Point Assessment for the Hospitality Manager Apprenticeship!

Hospitality Managers work across a huge range of organisations including bars, restaurants, cafés, hotels and more. These managers tend to specialise in a particular area, such as food and beverage or conference and events management. However, their core knowledge, skills and behaviours remain the same. Hospitality Managers across all businesses must have a passion for exceeding customer expectations and a desire to fulfil their business’ vision and objectives. Individuals in the Hospitality Manager role must be highly motivated team leaders who have a talent for management along with specific industry skills.

Hospitality Manager apprentices will be trained in multiples areas of a hospitality business and will gain vital skills, knowledge and behaviors across the people, customer, leadership and business sides of their organisation. In this Apprenticeship, apprentices must also specialise in a particular area to demonstrate their technical skill and expertise. They can could become a:

  • Food and Beverage Service Manager
  • House Keeping Manager
  • Front Office Manager
  • Revenue Manager
  • Conference and Events Manager
  • Hospitality Outlet Manager
  • Kitchen Manager
  • Multi-functional Manager

After they complete their training, apprentices will take on the final pieces of assessment, also known as End-Point Assessment, so that they can pass their Apprenticeship. End-Point Assessment consists of multiple assessment components that ensure an apprentice is able to meet nationally set standards.

The End-Point Assessment for the Hospitality Manager apprenticeship is split into three parts:

  • On-Demand Test
  • Business Project
  • Professional Discussion

On-Demand Test

The 90 minute On-Demand Test will include 35 scenario based multiple choice questions, with 4 response options per question. The Test will be on-screen and computer marked unless required otherwise. It will take place in a controlled environment, away from the day-to-day pressures of work. The questions will cover the knowledge and skills identified in the Apprenticeship Standard. Some questions will require knowledge recall whereas others will require the apprentice to consider a course of action to a problem based on a real-life workplace activity. The questions will require the apprentice to demonstrate reasoning and joined up thinking against key elements of the Standard.

The Test will include two parts: Part A which will be the core section of the Test, and part B which will be the specialist function of the Test. The core section will have 25 questions and the specialist section will have 10 questions, with all questions worth one mark each. The apprentice must pass both sections to pass their Test overall. Above a pass, marks from Part A and B will be combined to determine the overall Test grade.

Business Project

The 9,000 word Business Project will focus on an opportunity, challenge or idea which the apprentice thinks will improve their business. This Project requires the apprentice to gather information and make recommendations to management. It is designed to give them an opportunity to demonstrate their wider understanding of the business and examine how the operations of their specialist function could be improved.

After they’ve passed Gateway, the apprentice must write a two page proposal of their Business Project. In this proposal, the apprentice should identify the problem, issue or challenge and their intended approach to researching solutions and making recommendations. They will then discuss this with their End-Point Assessor at a planning meeting.

The Project will contain the following:

  • Introduction and background
  • Outline of challenge or opportunity
  • Aims and objectives
  • Identification of measurable improvements and benefits to the wider organisation
  • Evidence of consultation and engagement of stakeholders
  • Analysis of costs and commercial context
  • Legislative requirements explained and adhered to
  • Evidence of effective research
  • Justified recommendations for implementation
  • Proposed timeframes for implementation

The Project should follow a basic structure and a template will be provided for the apprentice by the End-Point Assessment Organisation (that’s us!) The apprentice will be given sufficient time (a minimum of 40 hours if required) during their work time and within the 2 month EPA window to research and write the Project.

Once the Project has been finished, the apprentice must submit their report to the End-Point Assessor at least seven days before their Professional Discussion.

Professional Discussion

The Professional Discussion will be a 90 minute structured discussion between the apprentice and their End-Point Assessor. In the End-Point Assessment window before their Professional Discussion, the apprentice will gather constructive and objective feedback on their competence across the areas below from their superior, a peer and a direct report. These areas include:

  • Business
  • People
  • Customers
  • Leadership
  • Specialist function with specific criteria
  • Behaviours (for the core and specialist function)

If the apprentice does not have a superior, then a main stakeholder, such as a prime customer or supplier, can be used instead. The feedback itself will not be marked, but used by the apprentice to reflect on the knowledge, skills and behaviours they developed during their programme.

The End-Point Assessor conducting the Professional Discussion should normally be the same person who assessed the Business Project. This allows the End-Point Assessor to ask the apprentice a minimum of 30 questions in relation to:

  • Coverage of the standard (a minimum of 5 questions)
  • Reflection on the superior, peer and direct report feedback (a minimum of 5 questions)

The Professional Discussion will take place in a controlled environment, away from the apprentice’s normal place of work. If all parties cannot meet in the same place, then the Discussion may be conducted using technology such as video conferencing as long as fair assessment conditions are maintained.

The Professional Discussion will recognise areas that have already been covered in the Business Project so that the apprentice is not reassessed in an area which they’ve already demonstrated competence in. The number of questions asked in total will vary according to the breadth and depth of the answers given. However, as a minimum, there must be 30 questions asked to cover all the criteria requirements and give the apprentice the opportunity to demonstrate all of the requirements needed for a distinction.

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We hope this helped all interested apprentices and employers gain more knowledge of the Hospitality Manager apprenticeship! To keep up to date with the latest news from TQUK EPA, return to our blog or follow us on TwitterFacebook and Instagram.

See you around The Hive!

Tis’ the season to be jolly and no one knows this better than the UK’s retailers!

Yes, all of our Retail apprentices will be extremely busy in the upcoming weeks as they deal with hordes of hungry shoppers intent on getting their Christmas shopping done.

So, in order to help our Retail apprentices boost their sales this holiday season, here are some tips on how to take advantage of the Christmas craziness. Enjoy!

1. Go All Out with the Decorations

You’ll no doubt have decorations in your shop already – after all, a shop without holiday decorations at this time of year will not have a good Christmas in the least. So go crazy to stand out from the crowd! You really need to wow with your window display first to get shoppers into your beautifully decorated store.

The traditional green and red colour scheme will no doubt be over-used, so why not try something different? For some inspiration, check out these best Christmas window displays from around the world. If you need some help thinking outside of the box, then check out what this Greggs opposite the famous Fenwick window display did!

2. Social Media Is In

Social media has never been hotter, so make sure to use your social media channels as much as possible this December! Social media is the perfect platform for attracting new customers and interacting with your current ones so that you can build strong relationships and increase brand awareness. So make sure to advertise your promotional offers, take pictures of your wonderful shop displays and even throw in a Christmas contest or two!

3. Customer Service Sells

We know how stressful the holiday season can be for you and your employees, but your customers are also under a lot of stress as they deal with long queues and crowded shops. So, this December is the perfect opportunity to provide the best customer service possible to differentiate yourself from your competitors. A great shopping experience can keep your customers coming back to your shop again and again, maximising your holiday sales. It can also turn your customers into brand advocates so that they recommend your shop to family and friends.

Make sure you train your staff to stay polite and knowledgeable as they serve customers. You should also warn them of the large crowds and ask them to keep as calm and collected as possible. A good tip is to also ensure that your shop has hired enough seasonal employees, if needed, to remain adequately staffed.

4. Focus on Upselling

People are much looser with their wallets in December, so telling your employees to put a real focus on upselling will do wonders for your sales numbers. Make sure that you’ve put thought into the product pairings ahead of time. Your employees should know which products can be grouped together so that they can effectively upsell when the opportunity arrives.

Another good tip to upsell is to recommend a more expensive counterpart for a product that a customer has decided to buy. So, if they’re buying, say, a phone, then try to slide in and recommend a more expensive but high performing model.

5. Provide Free Gift Wrapping

Offering free gift wrapping will save your customers time and money as they won’t have to hectically wrap all of their presents on Christmas Eve. It may even entice the stray consumer to your shop once they see that you offer free wrapping.

You could also pre-wrap a few of your most popular items. They’ll add more Christmas decoration to your shop and may also encourage your customers to buy those items as they won’t have to wrap it themselves when they get home.

6. Support a Charity

Christmas is the season of giving, and there are loads of local charities that you can support this December. TQUK is going to donate goods to our local foodbank as we’re never one to shy away from kindness! Donating to a charity will not only help your local community, but will also help your business as your customers will have a greater appreciation for your brand. Your employees will also be happy to work for a business that cares about its community which will boost staff morale and improve your retention rates.

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And there you go! A few tips to help all of our Retail apprentices boost sales this Christmas.

To keep up to date with the latest news from TQUK EPA, return to our blog or follow us on TwitterFacebook and Instagram.

See you around The Hive!

 

It’s December and you know what that means… the Christmas season is finally here!

Yes, the advent calendars have been ripped into, the shops have put up their decorations and the Elton John adverts are taking over the TV. Christmas time is here and the holiday spirit is positively palpable.

The TQUK office is always festive when December rolls around. So, we thought it’d be good to share some of our wisdom and recommend some tips to our Management and HR apprentices on how you can keep the holiday cheer up in your own office!

Decorations

Katy, TJ and Kit in front of the TQUK Christmas tree

Your employees see the same four walls every day, so jazzing up your office with Christmas decorations is the perfect way of bringing the festive spirit to your workplace! The options are endless: Christmas trees, fairy lights, fake snow, a giant inflatable Santa… the more creative the better!

To involve all of your staff, why not ask them to bring in decorations that they’re not using at home? You could even host a best-decorated desk competition and add some competitive spice into the mix!

Secret Santa

Presenting a present

An age old tradition in offices across the world, but a welcome one. A Secret Santa exchange is a great way of bringing the Christmas spirit into your work. It ensures that every employee receives a gift every December, and generates some excitement when your staff play the guessing game after all the names have been drawn! Just be careful to set an inexpensive budget and a deadline so that no staff are left behind if anyone takes annual leave!

If you’d like to go the digital route, then Draw Names is a good online Secret Santa Generator. Invite all your staff to the website and it’ll ensure that no one draws their own name. It also includes a wish list function so that you don’t have to ask your Secret Santa what they want.

A Nice Christmas Do

Christmas dinner table

Treating your staff to a Christmas party is a great way of ending your year on a bang.  There’s a large range of options depending on your budget – a traditional office Christmas party, a round of drinks at the local pub, or even a nice gala in a hotel! Your staff work tirelessly throughout the year, so a nice treat like this goes a long way!

TQUK have already had our Christmas do this year, but unfortunately all evidence, err photos, have disappeared from the night. Crazy!

Christmas Songs

Choir angel statues

Some workers hate them, but there is no escape! The classics must always be considered: ‘Rockin’ Around the Christmas Tree’, ‘Sleigh Ride’ and ‘Santa Claus is Coming to Town’ are a few among many. There are also modern remixes from those currently big in the music industry, and you should never forget Michael Bublé! We recommend the ‘Christmas Classics’ and ‘Christmas Hits’ playlists on Spotify if you’d like any suggestions.

Just be careful to pace yourself with your Christmas music – if you blast the songs all day from the beginning of December until the end, then you might have an office riot on your hands!

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And there you have it! A few tips from TQUK Towers on how you can bring merry cheer to your office and have a spectacular holiday season! To keep up to date with the latest news from TQUK EPA, return to our blog or follow us on TwitterFacebook and Instagram.

See you around The Hive!

As an End-Point Assessment Organisation (EPAO), TQUK is dedicated to maintaining high quality standards in apprenticeships. The very root of what we do – assessment – is about making sure that apprentices are fully job-ready when they finish their programme and that national standards have been met.

That’s why recent revelations that 4,443 apprentices enrolled in certain higher level apprenticeships have gone unregulated since 2016/17 are so disappointing. In this particular instance, apprentices enrolled in these programmes were with training providers that were not inspected since the programmes began. In short, oversight is missing and there is now a lot of doubt about whether quality standards for these training programmes are being met.

So how did this happen?

Quality Concerns

According to the Department for Education’s apprenticeship accountability statement, responsibility for ensuring the quality of training for higher level apprenticeships is the responsibility of the Office for Students (OfS). However, the OfS has said that their remit only extends to those apprenticeships with a prescribed higher education qualification and that these apprenticeships had no degree element. The way the document is worded, it is not entirely clear who is responsible for what, and when the story broke, Ofsted and the OfS started playing pass the parcel.

A Larger Issue

This situation is representative of an ongoing structural problem with establishing and implementing the required oversight and quality procedures needed for apprenticeships. It is not limited to higher level apprenticeships.

Since TQUK started delivering End-Point Assessment, we have encountered level 2 and 3 apprenticeship standards that do not have confirmed external quality assurers (EQA), despite the Institute for Apprenticeships (IfA) stating that EQAs would be in place for all apprenticeship standards upon launch. As we have discussed in a previous blog, TQUK is doing everything we can to establish quality procedures that all apprentices deserve. EPAOs are also forced to navigate the often poorly written assessment plans without any support or comparability framework. Apprenticeship standards can easily slip when proper quality assurance procedures aren’t put in place by the regulators.

The Institute for Apprenticeships also continues with its ‘Better, Faster’ campaign to publish more apprenticeship standards while improving the experience for trailblazer groups. This is great and standards need to be released faster. However, not enough has been done to resolve issues raised around some early produced assessment plans which lack detail and have no comparability. Support for EPAOs has also been lacking. There needs to be far more effort to ensure that no apprentice is left behind and that rigorous quality procedures are in place for all apprenticeships.

As an EPAO, we are all about quality. It’s our job to make sure that apprentices receive a quality assessment, and by extension that employers get quality apprentices. We welcome more quality assurance into the apprenticeships process. Above all, we want all organisations involved in apprenticeships to be held accountable.

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To keep to date with the latest EPA news, return to our blog or follow us on Twitter, Facebook, Instagram and LinkedIn.

See you around The Hive!

We’ve got exciting news!

TQUK now offers End-Point Assessment for Retail Team Leader apprenticeships!

Retail Team Leaders are vital to any retail establishment. They provide crucial support to their managers and deputise for them in their absence. A large aspect of their role requires guiding and coordinating their retail team to complete tasks and meet business targets that help drive sales. They must also ensure that their team members maintain business standards in regards to product merchandising, customer service and promotional activities.

In this apprenticeship, apprentices will be trained to the highest standard in multiple areas of a retail business. They will gain vital knowledge and skills across the customer, financial, marketing, leadership and sales and promotion aspect of their business, among many other areas.

After they complete their training, apprentices will undertake the final stages of assessment, also known as End-Point Assessment, in order to pass their apprenticeship. End-Point Assessment consists of thorough assessment procedures that ensure an apprentice is able to meet nationally set standards.

The End-Point Assessment for the Retail Team Leader apprenticeship is split into three parts:

  • On-Demand Test
  • Retail Business Project
  • Professional Discussion

On-Demand Test

This 60-minute On-Demand Test will be in multiple-choice format. The questions will test apprentices on the knowledge and skills covered in the Apprenticeship Standard. They will be scenario based and will require apprentices to demonstrate reasoning and joined up thinking against key elements of the Standard. Some questions will require the apprentice to consider a course of action to a problem based on a real-life workplace activity.

Some examples of the subjects the apprentice will be tested on include:

  • Understanding how to support effective communication, quickly determining the situation and needs of individuals and how to respond in the most appropriate way
  • Knowing methods of merchandising throughout the retail operation
  • Understanding the principles of stock control, from sourcing to sale
  • Understanding the knowledge, skills and behaviours required of themselves and others to develop a high performing team in the business

The On-Demand Test will be on-screen and computer marked unless the apprentice requires an alternative method, such as a paper-based exam. The Test will take place in a controlled environment, away from the pressures of work.

Retail Business Project

The Retail Business Project requires the apprentice to plan and undertake a project that focuses on an immediate problem, opportunity or idea relevant to their day to day role. It should include a research proposal, identify measurable improvements in their business and make recommendations for implementation. An example of a Project could be to identify a potential cost-saving measure the business could use through improving efficiency, reducing waste or finding alternative ways of working to achieve business objectives.

The Project will be identified by the apprentice and discussed with their line manager first, then with their on-programme assessor at least one month before their readiness for independent end assessment. This allows the apprentice time to prepare a one-page synopsis of their proposed project which they must bring to their independent end assessment planning meeting. The independent end assessor and the employer will then determine whether the proposed project has the potential to meet the criteria of the Retail Business Project. The Project must contain the following:

  • Introduction and background
  • Outline of challenge or opportunity
  • Aims and objectives
  • Identification of measurable improvements and benefits to the organisation
  • Evidence of consultation and engagement of stakeholders
  • Analysis of costs and commercial context
  • Legislative requirements explained and adhered to
  • Evidence of effective research
  • Justified recommendations for implementation
  • Proposed timeframes for implementation

Once the project proposal has been approved by the independent end assessor, the apprentice will need to undertake their project and present their findings to the assessor within the three month end assessment period. The presentation will take place in a controlled environment and will last 30 minutes long, which includes time for questions and answers at the end.

The apprentice will also need to provide supporting evidence to show that they’ve completed each of the underpinning activities that lead them to make their recommendations to the independent end assessor. Additionally, the apprentice must supply evidence of the actions that they’ve undertaken as part of the Project at least five working days before the presentation. There is no word count and the apprentice can present this information however they’d like, such as in a business report. They must include details of how and what research was undertaken, the costings and how the legal implications have been considered.

Professional Discussion

The Professional Discussion is a structured one-hour discussion between the apprentice and their independent end assessor. Their employer will be in the discussion to provide further examples and support the apprentice, but will not lead or score the Discussion. The independent end assessor who conducts the Professional Discussion should normally be the same person who assessed the Retail Business Project. This allows them to ask the apprentice questions regarding:

  • The period of learning, development and continuous assessment
  • Coverage of the standard
  • Personal development and reflection

The apprentice will be informed of the requirements of the Discussion at least five days in advance. The Professional Discussion is an opportunity for the independent end assessor and employer to discuss the apprentice’s performance across the whole Standard. As part of this, the apprentice can bring materials to the Discussion to help demonstrate their competence. The Professional Discussion will recognise areas that have already been covered in the Retail Business Project so that apprentices will not be re-assessed in an area which they’ve already demonstrated competence in.

Here are a few examples of areas the apprentice must display capability in to pass their Discussion:

  • Explain why it is essential to instil the importance of following procedures to staff
  • Provide examples of how staff are managed effectively, including motivation and development of teams and individual staff members
  • Provide an overview of how the retail operation meets the needs of the business
  • Explain the importance of keeping up to date with current industry trends and provide examples of how this has been achieved

Here are a few examples of areas in which the apprentice must display capability to achieve a Distinction:

  • Demonstrate staff engagement, motivation, performance management and how this has led to increased performance
  • Describe how recommendations for the improvement of quality, cost, value or efficiency have been made and implemented in the organisation
  • Provide mentorship to team members with measurable improvements to the performance of individuals and the team

The Discussion will be conducted in a controlled environment, away from their normal place of work. If all parties can’t meet in the same place, then the Discussion may be conducted using technology such as a video link, as long as fair assessment conditions can be maintained.

After their apprenticeship, apprentices can progress into a junior retail management position.

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Whether you’re an apprentice or employer, we hope this gave you more insight into the Retail Team Leader apprenticeship!

If you’d like to see the range of standards we provide End-Point Assessment for, click here. Otherwise, to keep up to date with the latest news from TQUK EPA, return to our blog or follow us on TwitterFacebook and Instagram.

See you around The Hive!

 

 

Every kitchen is an orchestra. One station is the woodwinds, another is the strings, the next is percussion. Every person in each station plays a role that is vital to the overall production, and their contributions must be balanced against each other as they work towards a larger product.

Senior Production Chefs are the conductors of these orchestras who make sure all sections hit the right notes.

Senior Production Chefs work in settings where food is often produced to a high volume, like hospitals, care homes, schools, high street dining establishments and pubs. They often work to the specifications of centrally-produced menus. One of the challenges that Senior Production Chefs face is not only working towards perfection but maintaining that perfection over time and across a large array of dishes. They will be able to work independently or lead a team to maintain their establishment’s brand and reputation.

Apprentices taking on this apprenticeship programme will be trained to the highest standard in a variety of areas. They will demonstrate a range of culinary, food safety, people and business knowledge, skills and behaviours.

After they complete their training programme, apprentices will undergo the final test – the End-Point Assessment. End-Point Assessment is a balanced and rigorous assessment procedure that guarantees an apprentice is able to meet nationally set standards.

The End-Point Assessment for Senior Production Chefs is split into three parts: an On-Demand Test, a Practical Observation and a Professional Discussion. In order to achieve their certification, apprentices must pass every assessment activity.

On-Demand Test

The On-Demand Test will be in a multiple-choice format, with test questions devised and written by the End-Point Assessment Organisation. (That’s us!) The test will take 90 minutes and contain 45 equally weighted questions. In most cases, the test will take place on-screen and will be computer marked. However, in certain instances, paper tests can be provided.

The apprentice, assessor and employer will schedule a time for this test to take place. It will take place in a secure environment free from distraction and interruption.

This activity is designed to test the knowledge the apprentice gained during their apprenticeship. Knowledge areas covered will include, and are not limited to:

  • The importance of monitoring the correct use and maintenance of food production equipment and the procedure for dealing with misuse and malfunctions
  • The importance of combining nutrient groups to produce balanced menu items and dishes
  • The importance of checking that the food production team is meeting the specific needs of individuals
  • How to support and influence the team positively to deliver a high-quality product

Practical Observation

During the Practical Observation, apprentices will demonstrate their skills to the assessor in real time. During the Observation, the assessor will observe the apprentice in their normal place of work for 4 hours and can ask questions to clarify their observations. The Observation will be planned in advance, with the time and place agreed by the apprentice, employer and assessor.

The apprentice will demonstrate key skills and behaviours by supervising the production kitchen while adhering to:

  • Brand / organisational quality, standards and specifications, customer’s individual needs, safe and hygienic working practices
  • Organisational standards to support, inform and update team members
  • Correct use of technology, equipment and resources in daily working practices

During the observation, the apprentice must, among other things:

  • Supervise the production of centrally developed menu items and dishes according to organisational specifications
  • Monitor the production of food to ensure clients’ needs are met
  • Monitor and ensure the effective implementation of food safety management systems
  • Strive to achieve the required outcome and support positive, open communications that help team members achieve the best result for customers and the business

Grading will on a Fail, Pass basis. To Pass the observation, the apprentice must, among other things:

  • Demonstrate commercial understanding by producing food which supports revenue targets, cost reduction, improved performance and maintains profit margins.
  • Supervise the production of quality food items with passion and enthusiasm while maintaining organisational / brand standards, procedures and ensuring clients’ needs are met
  • Monitor the efficient, safe use of kitchen tools, equipment and technology ensuring productivity and business objectives are met.
  • Act as a role model to the team applying communication skills to demonstrate fairness and empathy within a customer-centric culture.

Professional Discussion

The Professional Discussion will take place after all other assessment activities are completed. This assessment activity will be a structured discussion between the apprentice and the assessor and is designed to cover any areas of the apprenticeship standard that were not covered by the other activities. The assessor will ask a minimum of 10 questions based on the criteria in the apprenticeship standard. The Discussion must be structured so as to draw out the best of the apprentice’s energy, enthusiasm, competence and excellence.

The Discussion can be conducted remotely (e.g. using conferencing technology like Skype) if needed and will always take place in a quiet controlled environment, free from distraction and interruption. The Discussion will last 60 minutes and will be marked by the assessor using a standard template.

During the Discussion, the apprentice must demonstrate, among other things:

  • The organisation or brand specifications and how to use them to produce standardised menu items and dishes
  • The importance of keeping up-to-date with product range, brand development, promotions and current trends
  • How to operate efficiently to deliver profit margins, reduce wastage and support the overall financial performance of the business
  • The ability to acquire and share with the team up-to-date information regarding product range, brand development, promotions and current trends

This assessment activity is graded on a Fail, Pass, Distinction basis. To Pass during the Professional Discussion, the apprentice must, among other things:

  • Correctly identify the organisation’s vision, values and brand standards and relate them to the food production
  • Explain the importance of upholding organisational standards and keeping up with product ranges, promotions and current trends
  • Relate the sharing of information regarding product range, brand development, promotions and current trends to the team
  • Identify customer profiles and main competitors and explain how these affect food production, market position and the growth strategy of the organisation.
  • Be able to explain efficient operating methods to deliver profit margins, reduce wastage and support the financial performance of the business and how to implement them

To achieve a Distinction, in addition to the Pass criteria, the apprentice must be able to:

  • Show evidence of proactive leadership, anticipating outcomes and offering solutions to challenges
  • Analyse methods used to develop a positive team-working environment, applying actions that support the team, organisation and stakeholders
  • Be able to confidently appraise team and business performance to support business objectives
  • Be able to generate data to justify profit margins, wastage reduction and cost savings.
  • Be able to propose measures to support due diligence of kitchen legislation

Grading

Once all assessment activities are complete, the assessor will compile all the apprentice’s grades and produce a final grade based on the table below:

Grade Achieved Overall Grade Awarded
Any activity

 

Fail Fail
On-Demand Test

 

 

Pass Pass
Practical Observation

 

Pass
Professional Discussion

 

Pass
On-Demand Test

 

Distinction Pass
Practical Observation

 

Pass
Professional Discussion

 

Pass
On-Demand Test

 

Pass Pass
Practical Observation

 

Pass
Professional Discussion

 

Distinction
On-Demand Test

 

Distinction Distinction
Practical Observation

 

Pass
Professional Discussion

 

Distinction

 

Once the apprentice has successfully completed their apprenticeship, they will be free to progress onto a higher level position, apprenticeship or further training.

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We hope this gave you more insight into the Senior Production Chef apprenticeship!

To keep up to date the latest EPA news, return to our blog, or follow us on Twitter, Facebook, Instagram and LinkedIn.

See you around The Hive.

How TQUK Can Help You

The new apprenticeship standards are designed to improve upon what’s gone before and help with the apprentice’s initial journey into their chosen career, before you know it, they’ll be on the road to success.

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