Level 5 Apprenticeship - Learning and Development Consultant / Business Partner
Who is the programme aimed at?
The Level 5 Learning & Development (L&D) Consultant/Business Partner Apprenticeship is typically for those in a generalist or specialist L&D role whose focus is on driving the contribution that L&D makes to improving performance at individual, team and organisational level, aligning learning and development with strategic goals and objectives. Often leading on L&D projects, or the L&D element of other business projects, they are an influencer and decision maker, their work aligns to the context of the business and its strategic priorities, measuring the outcomes and impact of learning interventions.
How will the programme be delivered?
Our Learning and Development/Business Partner Apprentices study the CIPD Intermediate Certificate in Learning and Development.
In preparation for the programme, an individual learning plan (ILP) is put in place, with input from the employer, apprentice and us. As well as the CIPD qualification, the plan will include other activities such as work-based activities and progress reviews with the apprentice, skills-assessor and line manager.
All apprentices on the programme also need to have achieved Grade 2 in English and maths by the end of their studies – those who don’t already have these qualifications will study the subjects as part of their apprenticeship.
Each apprenticeship programme is individual to the needs of the apprentice and the organisation, but the information below gives an idea of what the programme may look like:
Introduction to the apprenticeship
- A learning needs analysis and diagnostics to inform the development of the individual learning plan
- Induction into the apprenticeship for both the apprentice and their line manager
- Enrolment onto the CIPD Intermediate Certificate in Learning and Development
- Development of knowledge and skills by attending:
- A series of workshops - two days each month, normally at our Doncaster-based training centre.
- (Or) If you have 4 or more apprentices - workshops delivered at your own premises.
- (Or) Individual coaching with a cHRysos HR tutor (CIPD Intermediate Certificate only).
- The modules included in the programme typically cover:
- Information, metrics and developing a business case
- Coaching and mentoring
- The context of learning and development
- Organisational development
- Developing professional practice in L&D
- Consultancy skills
- Facilitation skills
- In between attending workshops, each apprentice completes assignments and other work-related activities or projects.
- Each apprentice builds a record of their continuing professional development (Learning Journal) throughout the apprenticeship. This forms part of the final end-point assessment tasks and supports the development of skills and application of their learning and development into the workplace.
- Each apprentice has a named skills-assessor and attends three-monthly review meetings with their line manager and skills-assessor.
- Studying maths and English during the apprenticeship, using our online diagnostic and learning platform, supported by the skills-assessor.
End-point assessment (EPA) is the final ‘test’ undertaken by all apprentices once they have completed their learning. This is carried out and marked by an independent EPA organisation (EPAO) whose role, through assessment of the EPA activities, is to determine if the apprentice has met the requirements of the apprenticeship standard. EPA is normally funded through the organisation’s digital levy account.
The EPA activities for the Level 5 Learning and Development Consultant/Business Partner apprenticeship are a work-based project with professional discussion, and a presentation and question/answer session focused on the CPD record (Learning Journal). As the training provider we are not able to get involved in the EPA activity but will provide support in the form of:
- Information to help the employer decide which EPAO they would like to carry out end-point assessment.
- Scoping and agreeing the terms of the work-based project with yourselves and the EPA.
- Guidance to the apprentice on how to build the Learning Journal.
- Practice opportunities to help prepare apprentices for EPA.
20% Off-The-Job Learning
Employers must allow apprentices to spend 20% of their contracted hours on off the job learning. We will help you identify the learning activities that the apprentice will participate in; this is likely to be attendance at workshops or coaching sessions, along with workplace learning and other off the job activities either within the organisation or externally.
How long will the apprenticeship programme last?
The programme duration is normally 18-24 months. There are a number of dates throughout the year when apprentices can begin the programme.
Funding for the apprenticeship
This apprenticeship can be funded through the employer’s training levy digital account.
The maximum fee is usually £7000, including the fee payable to the End Point Assessment Organisation.
Apprentices are required to become a student member of the CIPD – there is an annual fee payable for this which cannot be funded by the digital account. Once successfully completed, the apprentice is upgraded to the professional status of Associate membership, using the designatory letters Assoc CIPD.
Our apprentices are invited to our annual graduation event - Celebration of Achievement – to celebrate their success with family and friends once they have achieved successful completion.
What about progressing further?
Currently this apprenticeship is the highest level available for learning and development professionals. There is however, a CIPD-accredited post-graduate qualification which provides the next step in the career pathway – CIPD Advanced Diploma in HR Development; this is available through our non-apprenticeship study programmes.