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School of Economics and Finance

Information for Employers

Attracting fresh talent and nurturing employees, apprenticeships give employers opportunities to develop and grow their businesses

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Find out more about our Economist Masters Apprenticeship programme


Apprenticeships are a valuable opportunity for organisations. Apprentices develop skills and knowledge directly related to their jobs through practical, work-based learning. The School of Economics and Finance provides more than just a degree programme.

As a result of identifying your business needs and contextualising learning, we can become a strategic partner for your organisation. By partnering with us, it allows you to receive support throughout the entire apprenticeship process - from the initial scoping to the launch of your apprenticeship programme.

Supporting Your Apprentice

Post-Experiences Students in Harvard Style Lecture TheatreApprenticeship schemes are an asset to organisations when they add value beyond the mere bottom line. By positively affecting cultural change, a successful apprenticeship scheme can improve both productivity and competitiveness whilst at the same time improving staff morale and retention, the ability to attract good staff and the reputation of that organisation in its respective sector.

Before your learner starts their apprenticeship, please make sure that you:

  1. Understand the apprenticeship that your learner is starting
  2. Understand what is required – please review the requirements of the Apprenticeship Standard and End Point Assessment
  3. Know what skills and behaviours your apprentice will be asked to demonstrate and how these
    will be integrated into their work schedule
  4. Read and understand the Commitment Statement
  5. Know what qualifications your apprentice will be taking as part of the apprenticeship
  6. Be aware of your apprentice’s key milestones and individual learning plan
  7. Familiarise yourself with the learning management system that your apprentice will be using
  8. Be aware of any Senior Tutor appointments and schedules. Line managers should be
    attending a meeting with their apprentice and the trainer roughly every 10 weeks
  9. Contact us (the University) or your Departmental Apprenticeship lead directly if your
    apprentice is struggling, you feel that they are not progressing with their

As Line Manager/ Mentor, your role is critical to the success of the Apprenticeship.

Because Apprenticeships are in essence all about the application of learning in the workplace, without even realising it, you will be contributing significantly to your apprentice’s learning experience. Our experience in delivering Apprenticeships tells us that without Line Manager/ Mentor support, apprentices do not fully benefit from the programme and in-extremis may struggle to complete their Apprenticeship.

We know that this can all seem quite daunting but we (the University) and your Departmental Apprenticeship lead are here to help you and ensure that you get the relevant support you need.

Whilst your learner is on their apprenticeship, it is critical that you remain involved and interested in how their studies are progressing. We have designed the programme to minimise disruption to daily work schedules but apprentices will need to take time to study, complete assignments and prepare for their End Point Assessment. To help your apprentice, please make sure that you are:

  1. Aware of their schedule and encourage them to take it seriously
  2. Sympathetic to their commitments and help them to plan their work accordingly
  3. Enthusiastic about their learning and how this relates to your Department and about your personal area of expertise

As Line Manager/ Mentor, you have a formally prescribed role in the Apprenticeship Programme. A full list of responsibilities can be found on the Commitment Statement, but your main responsibilities will include:

  1. Induction - Taking part in the apprentice’s induction to the programme
  2. Feedback - Providing regular feedback to the apprentice on their performance in their job in order to support their development and ensure they have the necessary skills and knowledge for their job role and apprenticeship
  3. Managing the apprenticeship – Making your Departmental apprenticeship lead aware if there is any risk that the apprentice will not complete their apprenticeship on time. E.g. if there are issues with performance in role or there are critical changes to the role or activities.
  4. Support the programme – Signing-off tri-partite review reports, providing witness testimonies and releasing the learner from the workplace to complete the programme
  5. Set objectives – When setting objectives for the apprentice through the Department’s usual review process, it is important that one of the apprentice’s objectives is linked to the successful completion of the apprenticeship.
  6. Monitor progress – As Line Manager you will be given access to management information to show the apprenticeship progress. You must work with the apprentice to ensure they are keeping track with agreed milestones.

Before your learner completes their apprenticeship, please make sure that you:

Discuss the next steps – Have a clear idea of the opportunities for progression available, whether it is finishing the apprenticeship and applying for a new role, going back to their role but applying their new knowledge, continuing study/ research at a higher level with the University.

Know what opportunities are available within your Department and the Civil Service more generally, after the apprenticeship has been completed.

Tri-partite reviews are a series of three-way meetings which take place at least twice a semester (four times a year) between your apprentice, you as workplace mentor/ Line Manager and the University Senior Tutor. It is during these meetings that the evidence your learner uploads to the e-portfolio is reviewed, discussed and a judgement made about whether the evidence is insufficient, partially meets or fully meets the relevant Knowledge, Skill or Behaviour requirement in the Apprenticeship Standard.

In summary, your requirements for these meetings are as follows:

  1. Review the Apprentice’s progress
    • In the workplace
    • On the taught programme
    • Against action plans or reports from previous meetings
    • Review evidence captured in the Apprentice’s e-portfolio
  2. Identify any issues that may impact on the success of the Apprenticeship
  3. Identify any issues or complaints for discussion
  4. Identify any points of satisfaction for discussion

Useful Links for Employers

The following links provide independent information and guidance about degree apprenticeships for employers.

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