VOCATIONAL TRAINING

EST. 1982

95% learner satisfaction

100% employer satisfaction

Employer Apprenticeship Information

How to recruit
an Apprentice

Who are
Apprenticeships
for?

Which
Apprenticeships
are available?

What are my
obligations as an
employer?

Is there a
cost?

Benefits of an
apprentice

Why CMS?

How to recruit
an Apprentice
Who are
Apprenticeships
for?
Which
Apprenticeships
are available?
What are my
obligations as an
employer?
Is there a
cost?
Benefits of an
apprentice
Why CMS?

1. How to recruit an Apprentice

Stage 1:

Employer Needs Analysis

Stage 2:

Recruitment and Selection

Stage 3:

Ongoing Support

Stage 1: Employer Needs Analysis

  • Speak to CMS about how how we can support your organisation in achieving your objectives
  • Provide a job specification and agree the most appropriate and developmental programme
  • Identify areas of development for existing employees
  • Identify specific organisational requirements you require to be included in the programme

Stage 2: Recruitment and Selection

  • CMS will advertise the vacancy on the National Apprenticeship Service Website and vet applicants on your behalf
  • We will forward you the most suitable applicants and arrange interviews with the selected person(s)
  • Complete your interview process as normal. We can assist with the interview process if it requested / preferred.
  • CMS will feedback to all applicants and offer the position to the successful applicant

Stage 3: Ongoing Support

We will provide ongoing support via a personal account manager to ensure a successful and beneficial apprenticeship programme. This could be in the area of:

  • Maximise the value the employer and learner receive from programme
  • Regular two way communication to ensure the programme remains as beneficial and relevant as possible
  • Our account managers have regular contact (at least every 90 days) with employer contacts
  • Advice and guidance regarding the ESFA funding rules or Levy processes

2. Who are Apprenticeships for?

16-66
YEARS OLD

30+ HOURS
A WEEK

OPPORTUNITY TO
DEVELOP SUBSTANTIAL
NEW SKILLS

Existing Staff and New Staff

Apprenticeships benefit those who are new to a role and also those who are experienced in an existing role, but could develop their skill set further in a given area.

Existing Staff

With an ageing workforce and a later retirement age it is important to keep your staff skilled in the changing landscape. Apprenticeships are focused around developing substantial new skills. No matter who you are, administrator, manager, accounts, we can all learn more and be more.

We are here to discuss how we can support the development of your employees next step in supporting your organisation.

New Staff

Whether recruiting for a new role, expanding a team or refilling a existing role we can advertise the vacancy, vet the applicants, support in the interview process (if requested), offer and confirm acceptance of position and support development of the new team member in their role.

Apprentices must work 30+ hours a week and be on programme for at least 367 days (although some programmes are longer)

Beneficial For All Age Groups

Apprenticeships are aimed at developing substantial new skills. Our trainers skill scan every learner to ensure the programme is pitched at the correct level no matter the experience of the learner.

3. Which Apprenticeships are available

Leadership &
Management

Human
Resources

Business
Administration
and Customer
Service

Accountancy

Sport and Leisure

Childcare

Level 3 Team Leader / Supervisor

Level 5 Operations / Departmental Manager

Level 3 HR Support

Level 3 Learning and Development Practitioner

Level 5 Learning and Development Consultant / Business Partner

Level 2 Customer Service Practitioner

Level 3 Customer Service Specialist

Level 3 Business Administrator

Level 4 Business & Professional Administration

Level 3 Assistant Accountant

Level 4 Professional Accounting / Taxation Technician

Level 2 Leisure Operations

Level 2 Instructing Exercise and Fitness

Level 2 Community Activiator Coach

Level 3 Personal Training

Level 3 Leisure Duty Manager

Level 2 Children and Young People’s Workforce

Level 3 Early Years Educator

Level 3 Team Leader / Supervisor

  • Expected Duration: 12 Months
  • Programme Type: Standard
  • Enrolment: roll on roll off
  • Structure: Delivered onsite via tutor visits every 5 weeks with blended learning resources to support development
 

Further details

Level 5 Operations / Departmental Manager

  • Expected Duration: 18 Months
  • Programme Type: Standard
  • Enrolment: roll on roll off
  • Structure: Delivered onsite via tutor visits every 5 weeks with blended learning resources to support development
 

Further details

Level 3 HR Support

  • Expected Duration: 12 Months
  • Programme Type: Standard
  • Enrolment: roll on roll off
  • Structure: Delivered onsite via tutor visits every 5 weeks with blended learning resources to support development
 

Further details

Level 3 Learning and Development Practitioner

  • Expected Duration: 15 Months
  • Programme Type: Standard
  • Enrolment: roll on roll off
  • Structure: Delivered onsite via tutor visits every 5 weeks with blended learning resources to support development
 

Further details

Level 5 Learning and Development Consultant / Business Partner

  • Expected Duration: 15 Months
  • Programme Type: Standard
  • Enrolment: roll on roll off
  • Structure: Delivered onsite via tutor visits every 5 weeks with blended learning resources to support development
 

Further details

Level 2 Customer Service Practitioner

  • Expected Duration: 12 Months
  • Programme Type: Standard
  • Enrolment: roll on roll off
  • Structure: Delivered onsite via tutor visits every 5 weeks with blended learning resources to support development
 

Further details

Level 3 Customer Service Specialist

  • Expected Duration: 12 Months
  • Programme Type: Standard
  • Enrolment: roll on roll off
  • Structure: Delivered onsite via tutor visits every 5 weeks with blended learning resources to support development
 

Further details

Level 3 Business Administrator

  • Expected Duration: 15 Months
  • Programme Type: Standard
  • Enrolment: roll on roll off
  • Structure: Delivered onsite via tutor visits every 5 weeks with blended learning resources to support development
 

Further details

Level 4 Business & Professional Administration

  • Expected Duration: 15 Months
  • Programme Type: Framework
  • Enrolment: roll on roll off
  • Structure: Delivered onsite via tutor visits every 5 weeks with blended learning resources to support development
 

Further details

Level 3 Assistant Accountant

  • Expected Duration: 12-18 Months
  • Programme Type: Standard
  • Enrolment: September, January, April / May
  • Structure: Delivered via weekly classroom attendance in Batley. Regular visits and communication will also take place between the employer and tutor
 

Further details

Level 4 Professional Accounting / Taxation Technician

  • Expected Duration: 21 Months
  • Programme Type: Standard
  • Enrolment: September, January, April / May
  • Structure: Delivered via weekly classroom attendance in Batley. Regular visits and communication will also take place between the employer and tutor.
 

Further details

Level 2 Leisure Operations

  • Expected Duration: 12 Months
  • Programme Type: Framework
  • Enrolment: roll on roll off
  • Structure: Delivered onsite via tutor visits every 5 weeks with blended learning resources to support development
 

Further details

Level 2 Instructing Exercise and Fitness

  • Expected Duration: 12 Months
  • Programme Type: Framework
  • Enrolment: roll on roll off
  • Structure: Delivered onsite via tutor visits every 5 weeks with blended learning resources to support development
 

Further details

Level 2 Community Activiator Coach

  • Expected Duration: 15 Months
  • Programme Type: Standard
  • Enrolment: roll on roll off
  • Structure: Delivered onsite via tutor visits every 5 weeks with blended learning resources to support development
 

Further details

Level 3 Personal Training

  • Expected Duration: 12 Months
  • Programme Type: Framework
  • Enrolment: roll on roll off
  • Structure: Delivered onsite via tutor visits every 5 weeks with blended learning resources to support development
 

Further details

Level 3 Leisure Duty Manager

  • Expected Duration: 15 Months
  • Programme Type: Standard
  • Enrolment: roll on roll off
  • Structure: Delivered onsite via tutor visits every 5 weeks with blended learning resources to support development
 

Further details

Level 2 Children and Young People's Workforce

  • Expected Duration: 12 Months
  • Programme Type: Framework
  • Enrolment: roll on roll off
  • Structure: Delivered onsite via tutor visits every 5 weeks with blended learning resources to support development
 

Further details

Level 3 Early Years Educator

  • Expected Duration: 15 Months
  • Programme Type: Framework
  • Enrolment: roll on roll off
  • Structure: Delivered onsite via tutor visits every 5 weeks with blended learning resources to support development
 

Further details

4. What are my obligations as an employer?

20% Off The Job
Learning

Employer training
and development

Reviews and
Contact

20% Off-the-job learning

Off the job learning is time spent developing knowledge and skills away from the direct pressures of the day to day role.

> It is learning and development activities issued or delivered by the provider or employer.

> If it is coaching, mentoring, shadowing or training then it is ‘Off the Job’.

>The off-the-job training must be directly relevant to the apprenticeship framework or standard

 

Off-the-job training can include:

> The teaching of theory (for example: lectures, role playing, simulation exercises, online learning or manufacturer training),

> Practical training: shadowing, coaching, mentoring, training, industry visits and attendance at competitions

> Learning support and time spent writing assessments/assignments.

 

Off-the-job training does not include:

> English and maths (up to level 2) which is funded separately

> Progress reviews or on-programme assessment needed for an apprenticeship framework or standard

> Training which takes place outside the apprentice’s paid working hours.

 

> CLICK HERE to download a copy of our Apprenticeship Agreement to be clear of your obligations

 

OTJ (Off the Job) How is it worked out?

Formulae: OTJ Hours Required = 20% of working week * (52 working weeks – Holiday entitlement in Weeks) x length of programme in weeks = OTJ Hours Required Across programme

 

OTJ (Off the Job) Calculator:

How many weeks are you contracted to per year (inc holidays)? Typically 52, however working in a school may be 43 including holidays.

How many days holiday do you get per year?

How many hours per week do you work, excluding breaks?

How long is your on programme learning?

Standard
hours of off the job learning you need to do.
Framework
hours of off the job learning you need to do.

Employer training and development

> Employers are required to contribute to the ongoing development of apprentices through structured coaching, support, mentoring and training.

> A personal development plan is required to outline the agreed training and ensure an opportunity to develop substantial new skills that benefit the organisation and learner.

> Employer training can contribute to the 20% off-the-job learning hours.

> CLICK HERE to download a copy of our Apprenticeship Agreement to be clear of your obligations

Reviews and Contact

Apprenticeships work best when employer, learner and training provider work on structure and content together. To ensure a successful programme, regular employer communication is required throughout programme to assess apprentice performance and perform planned learning reviews. This will be achieved through frequent communication with the tutor, during and in-between visits where necessary.

> CLICK HERE to download a copy of our Apprenticeship Agreement to be clear of your obligations

5. Is there a cost?

Do you have a payroll of more than £3 million pounds?
YES
NO
Do you employ less than 50 staff members?
YES
NO

You are a ‘Levy’ employer and must apply for an ‘Apprenticeship Service’ account in order to access your levy funds collected by HMRC each month.

1. We can help you do this.

2. The government top up your Levy funds by 10%

3. Your Levy funds can be shared with a supplier you wish to support

4. If and when your Levy funds are exhausted you will become a ‘co-investment employer’. This means you will pay a 10% contribution with the government paying the remaining 90% cost of an apprenticeship. This can be paid via direct debit on a quarterly basis or upfront in full.

5. You will receive a £1,000 employer incentive for every 16-18 year old you enrol on programme

1. If you enrol a 16-18 year old on an apprenticeship you will not need to contribute to the cost of an apprenticeship. You will receive a £1,000 employer incentive for every 16-18 year old you enrol on programme.

2. If you enrol a 19+ year old on an apprenticeship you will be expected to contribute 10% to the cost of an apprenticeship. This can be paid via direct debit on a quarterly basis or upfront in full.

3. You will be required to provide proof of employing less than 50 employees (via a pay roll report) in order be exempt from contribution.

1. You will have to contribute 10% to the cost of every apprenticeship. This can be paid via direct debit on a quarterly basis or upfront in full.

2. You will receive a £1,000 employer incentive for every 16-18 year old you enrol on programme.

6. Benefits of an apprentice

74%

of employers say that apprentices improved products or service quality

78%

of employers said that they improved productivity

Apprentices become highly skilled even before they finish their training

86%

of employers said that apprentices helped to develop relevant skills for the organisation, and to fill the skills gap

The
benefits of
employing
apprentices

Raise
staff morale
Reduce
staff turnover
Increase
your diversity
Upskill
existing staff
Improve your
productivity
Attract
the best
candidates
Create a
talent pipeline
across your
organisation
Improve
your company
image
Match
the skills
of employees
to the skills
you need

The benefits of employing apprentices

Raise staff morale
Reduce staff turnover
Increase your diversity
Upskill existing staff
Improve your productivity
Attract the best candidates
Create a talent pipeline across your organisation
Improve your company image
Match the skills of employees to the skills you need
CMSVOC apprenticeship case study Abbey Multi Academy

Case Study: Abbey Multi Academy Trust

Abbey Multi Academy Trust is a group of eight academy schools in West Yorkshire, built on a singular vision: To work in partnership to educate, nurture and empower. CMS has worked closely with the organisation since 2014 and has delivered more than 13 apprenticeships, both for the corporate services side of the Trust and four […]

Learn More
CMSVOC - Case Study - Dr Surgery Testimonial - Business Administration Apprenticeships

Case Study: Doctors’ Surgeries

Following an apprenticeship can lead to a good job in a wide variety of sectors and CMS is always on hand to help applicants progress their careers. But we don’t only help learners. Over the years, CMS has worked with more than 40 GP surgeries in the West Yorkshire region, providing high-quality trainees and apprentices […]

Learn More
CMSVOC Apprenticeship Case Study - Brookroyd Surgery

Case Study: Kerry-Ann Baines

A CMS success story, Kerry-Ann Baines developed on to a full-time role at Brookroyd Surgery at Heckmondwike Health Centre, where she first started work as an apprentice. In this Apprenticeship Case Study, we hear from both Kerry-Ann and Practice Manager Julie Jones about how enthusiasm and willingness to learn can set you on course for […]

Learn More
CMSVOC Traineeship Case Study - Idil Abdel Kadi

Case Study: Idil Abdel Kadi

Traineeship Case Study:  Idil Abdel Kadi When Idil Abdel Kadir first came to CMS Vocational Training, she was lacking in confidence and unsure what her next step in life should be, despite her obvious academic abilities. Following her Traineeship and work placement, she has transformed her life and is looking at progressing to a place […]

Learn More

7. Why CMS?

Ofsted 2018 Feedback

LEADERSHIP AND MANAGEMENT

  1. Leaders, managers and staff have worked effectively with employers to put in place comprehensive training programmes for apprentices
  2. Managers and tutors work well with employers to plan programmes that meet apprentices’ individual and specific development needs and employers’ business demands.
  3. Tutors and apprentices use online systems well to complete learning programmes, track and monitor the progress that apprentices make, set tasks and targets, mark submitted work and provide effective feedback on how apprentices can improve the standard of their work.

QUALITY OF PROVISION

  1. Sensible approach to ensure that employers and apprentices are fully aware of apprenticeship requirements of an apprenticeship.
  2. Leaders appreciate the need to provide good-quality provision
  3. The standard of apprenticeship programmes is high.
  4. Leaders work effectively with employers to ensure that they fully understand the on- and off-the-job training
  5. Apprentices benefit from their allocated off-the-job training which enables them to gain new skills, knowledge and behaviours.

How we support employers?

> Personal account manager to maximise the benefit of apprenticeships to your organisation
> Highly experienced, qualified and supportive tutors will develop apprentices via onsite visits every 5 weeks
> Regular tutor contact with employer stakeholders including apprentice performance reviews
> Learning is contextualised to fulfil employer and learner needs
> e-portfolio allowing 24/7 access to manage and monitor apprentice progression and expectations

Our success

Success rates

(National average 68% in comparison)

Learner opinions

Ofsted Learner View Survey 2018

Would you
recommend this
provider to a friend?

My course/
programme is
preparing me for my
chosen next steps
(this may be into
employment, another course,
university and so on)

My course/
programme meets
my needs

Employer opinions

Ofsted Employer Views Survey 2018 (October 2018)

Would you recommend this provider to other employers?

This provider ensures that all employees receive the support, feedback and additional training in employability skills they need to help them to progress successfully

This provider has ensured that the training is up-to-date and relevant so that employees develop a broad understanding and knowledge of their chosen career

This provider works well with my organisation to review individual employees’ progress and to plan their future training needs taking into account the objectives and outcomes the employer expects

This provider communicates well with employers to ensure there are good links between the training employees receive at work and with the provider

Employer FE Choices

Learner FE Choices

OUR HISTORY

Trading since 2008 CMS Fitness Courses is a part of CMS Vocational Training Ltd. Specialising in Health and Fitness and Accountancy CMS offer commercial, Advanced Learner Loans and Apprenticeship routes for learners.

The history of our organisation goes back to 1982 ensuring we have a rich history of supporting and developing learners in their chosen profession.

Primarily delivering in West Yorkshire we are a family ran organisation focussed on offering high levels of expertise, support and flexibility to our learners and employers.

OUR MISSION

To create excellent training environments and personal, professional programmes that help our learners achieve their goals.

OUR VISION

We will be the preferred supplier of training in our specialist areas across West Yorkshire and beyond, using insight, technologies and professional expertise to excel for our learners whether at distance or face to face.

Our Values

Excellence

  • Encouraging each to fulfil their potential
  • Exceeding national average pass rates
  • Providing fresh, exciting resources
  • Supporting employers’ investment in their people

Commitment

  • Dedicated to learner success
  • Providing exceptional trainers
  • Helping employers to train creatively
  • Meeting our employers’ needs - perfectly

Inspiration

  • Creating confident achievers
  • Motivating our learners' continuous progress
  • Leading the way in professional development
  • Improving workplace productivity and profit

Flexibility

  • Flexible training methods for all
  • Times and venues to suit
  • 24/7 online access to programmes
  • Keeping employees learning and workplaces working
CMSVOC apprenticeship case study Abbey Multi Academy

Case Study: Abbey Multi Academy Trust

Abbey Multi Academy Trust is a group of eight academy schools in West Yorkshire, built on a singular vision: To work in partnership to educate, nurture and empower. CMS has worked closely with the organisation since 2014 and has delivered more than 13 apprenticeships, both for the corporate services side of the Trust and four […]

Learn More
CMSVOC - Case Study - Dr Surgery Testimonial - Business Administration Apprenticeships

Case Study: Doctors’ Surgeries

Following an apprenticeship can lead to a good job in a wide variety of sectors and CMS is always on hand to help applicants progress their careers. But we don’t only help learners. Over the years, CMS has worked with more than 40 GP surgeries in the West Yorkshire region, providing high-quality trainees and apprentices […]

Learn More
CMSVOC Apprenticeship Case Study - Brookroyd Surgery

Case Study: Kerry-Ann Baines

A CMS success story, Kerry-Ann Baines developed on to a full-time role at Brookroyd Surgery at Heckmondwike Health Centre, where she first started work as an apprentice. In this Apprenticeship Case Study, we hear from both Kerry-Ann and Practice Manager Julie Jones about how enthusiasm and willingness to learn can set you on course for […]

Learn More
CMSVOC Traineeship Case Study - Idil Abdel Kadi

Case Study: Idil Abdel Kadi

Traineeship Case Study:  Idil Abdel Kadi When Idil Abdel Kadir first came to CMS Vocational Training, she was lacking in confidence and unsure what her next step in life should be, despite her obvious academic abilities. Following her Traineeship and work placement, she has transformed her life and is looking at progressing to a place […]

Learn More

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