Off The Job Training
This new apprenticeship standard has been designed by employers, it can lead successful apprentices into a variety of hospitality careers and progression into professional qualifications.
All apprentices spend at least 20% of their time on Off The Job (OTJ) training. Apprentices don’t need to be called away from their job one day a week - in fact, they don't even need to leave the office.
Learn the facts about the Off The Job requirement:
It can happen in the workplace - Off the job training refers to any activity relevant to the job but not covered by day-to-day tasks. Department of Education (DoE) guidelines on Off The Job training state 'It is the activity, rather than the location that determines whether the training meets the funding rules definition'
It doesn’t need to take up one day a week - The requirement is measured as 20% of an apprentice’s working hours over the course of the apprenticeship. It can be delivered as one hour a day, a few days over a few weeks, or a solid block – whatever suits best
There'll still be someone to tend the fort - For groups of apprentices, off the job tasks can be arranged for individuals or smaller groups. Firebrand Learning Mentors can arrange training courses across our public schedule, so that apprentices are not all out of the office at once
It enhances, not inhibits, the ability to do the job - Training should improve apprentices’ understanding of their role and your wider business. Where possible, it should form part of necessary day-to-day activity
How Together Training supports Off The Job training
Our Learning Mentors work with apprentices’ employer mentors, line managers and colleagues to identify job-related activities that qualify as OTJ activity.
These may include:
Classroom-based learning relating to the apprentice’s studies
Shadowing colleagues to gain a wider understanding of their job or the business
Observation of and/or practical assistance with job-related tasks new to the apprentice
Mentoring by a senior colleague
E-learning relating to the apprentice’s studies (built into Together Training apprenticeships)
Peer-to-peer forums (face-to-face or online) to discuss sector- and apprenticeship-related issues
Attending industry-related events with a bearing on the apprentice’s job (conferences, competitions etc.)
Learning Mentors make sure any Off The Job activities are eligible
Apprentices record time spent on Off The Job learning in an online log which our Funding Team submit to the ESFA for verification at the end of the apprenticeship
When it comes to off-the-job training, we can work with you to:
Identify your skills and training requirements via free organisational analysis
Help determine how learning can be achieved while minimising impact on the business – the 20% off-the-job model is flexible and we know how to make it work for you.
Assist in mapping existing in-house training programmes to ensure records are kept and off-the-job training meets requirements.
Keep good digital records and diaries of the off-the-job training your apprentices are receiving.