Line managers are key to paving the way for the future success of apprentices. ISE’s new toolkit shows how.

ISE’s Apprenticeship Working Group has launched a Line Manager’s Guide to Apprenticeships. Covering the lifecycle of an apprenticeship, it aims to support apprentices and equip line managers with the tools and strategies to foster skills development and encourage progression.

A key part of being an effective apprentice line manager is understanding the role. The following guidelines are designed to help managers create a productive, supportive environment that allows apprentices to thrive and contribute meaningfully to the team.

Roles and responsibilities of an apprentice line manager

Apprentice line managers have key responsibilities to ensure the success and development of their apprentices. Here’s a summary of expectations:

• Assign Business As Usual (BAU) tasks: When apprentices join, assign small tasks that grow in complexity over time, particularly after six months.
• Training and development plan: Develop a clear training plan with milestones, tracking performance against expectations throughout the programme.
• Support in meeting apprenticeship standards: If an apprentice struggles to meet the required skills, knowledge, and behaviours, provide additional opportunities like work shadowing or connecting them with colleagues to learn new processes.
• Set stretch goals: Set ambitious yet achievable goals for apprentices to promote continual growth and learning.
• Quality onboarding: Implement a structured onboarding process, set performance objectives, and provide resources for self-led learning. Schedule regular one-on-one meetings for ongoing support.
• Dynamic working practices: Remember best practices, especially for hybrid or dynamic work setups.
• Managing apprentices from different socioeconomic backgrounds: Cultivate a culture of respect and inclusion in which your apprentices feel valued regardless of their background.
• Career development: Leverage internal resources and training to facilitate their skill development. Encourage apprentices to think critically and understand the broader impact of their work.
• Supportive environment: Lead empathetically, fostering a welcoming atmosphere where apprentices feel comfortable being authentic.
• Wellbeing: Promote wellbeing, familiarise yourself with your organisation’s wellbeing support, and signpost available resources to apprentices.
• Autonomy: Encourage your apprentice to take charge of their learning. Ensure they meet for at least six hours a week for apprenticeship activities
• Regular reviews and compliance: Attend quarterly reviews with the training provider, monitor progress, and ensure apprentices participate in all mandatory sessions. Report any long-term absences or managerial changes to the apprenticeship programme manager.
• Workplace development: Provide meaningful work-based learning activities and track their progress. Address challenges, share knowledge, and help remove barriers to their learning.
• Celebrate success: Recognise and celebrate your apprentices’ milestones, sharing their achievements with the relevant apprenticeship contacts.
• Working with others: Remember that you have a vast support network available when managing your apprentice. This may include mentors, safeguarding and additional needs support teams, HR, L&D, colleagues, and the training provider.

Safeguarding 

A core part of welcoming young apprentices into an organisation involves ensuring their safety and wellbeing.

As these young individuals embark on their first work experiences, they may face unique challenges and vulnerabilities, including potential risks of abuse and neglect.

To create a supportive environment, it is crucial to consider their needs beyond just workplace integration. Many apprentices are navigating significant life transitions and may require guidance and support, especially if they have physical or mental health challenges.

Employers should proactively protect their apprentices by establishing a safe and welcoming workplace. This can include appointing a safeguarding lead to monitor and address concerns and ensuring all employees are trained to recognise and respond to potential issues.

Prevent is part of the UK’s counter-terrorism strategy, focused on safeguarding individuals from radicalisation. Apprenticeship providers follow this duty, and line managers should ensure a safe environment for apprentices.

Safeguarding young apprentices is a collective responsibility, requiring awareness and action from everyone within the organisation.

Five top tips for success 

Finally, we share top tips for a successful experience for apprentices and line managers, as shared by a former apprentice.

1. Understand the programme

Familiarise yourself with the apprentice’s programme, including 20% off-the-job training and the end-point assessment. Communicate study time and advocate for their learning hours.

2. Qualification vs. day-to-day role

Ensure the apprenticeship content aligns with their daily tasks. Collaborate to design projects that integrate theory with practical application.

3. Adjustment to the workplace

Help school leavers transition smoothly by discussing workplace norms like lunch breaks and dress codes early on.

4. Regular catch-ups

Schedule weekly one-to-ones (preferably on Mondays and Fridays) to discuss progress. Informal meetings can also strengthen rapport and motivation.

5. Be open

Keep communication open regarding future opportunities like further apprenticeships or full-time roles, fostering a supportive growth environment.

ISE’s Line Manager’s Guide to Apprenticeships is a modular guide so busy line managers can dip in and out for support throughout the apprentice journey. Key takeaways and tips are highlighted for ease of reference too.

Read more advice and best practice guidance in ISE’s Line Manager’s Guide to Apprenticeships.