Apprenticeships provide an additional route for employers to improve their skills base, boost productivity and grow their business. Apprenticeships can help employers address a range of key recruitment challenges, including diversifying their staff base and overcoming key hurdles associated with an ageing workforce.
RICS recognise apprenticeships as an integral route into the profession and can help guide employers on their apprenticeship journey.
Apprenticeships are not just for young people. They are available at a range of skills levels, from level 2 (GCSE equivalent) to degree (Level 6) and even masters (Level 7).
Employers are setting up apprenticeship recruitment schemes alongside their existing graduate recruitment schemes, but many others are using apprenticeships to develop existing staff and take advantage of the funding available.
Whether you are a large employer paying the apprenticeship levy or a small or medium enterprise, employing apprentices makes good financial business sense.
Research by the governments Education and Skills Funding agency has shown that apprentices give an excellent return for the investment of between 150 to 300% and apprenticeships reduce long term recruitment and training costs.
RICS see apprenticeships as one of the key ways that employers can meet their skills needs and expand their talent pool by attracting a more diverse range of talent with alternative routes into the profession. RICS can help employers with any questions you have about how to maximise the benefits that apprentices bring to your business.
An apprentice is an employee, so their employer has to pay them a suitable wage. Obviously existing employees who are learning new skills and developing their careers by becoming apprentices retain their existing salary and conditions. New recruits should be paid a wage that is competitive for the market. There are rules governing the minimum that you can pay an apprentice, but most employers recruiting surveying apprentices will pay a salary that is competitive to fill the vacancy.
Large employers with a staff payroll of over £3m will pay 0.5% of that pay bill as a levy, paid via their PAYE systems. This levy payment funds the training for any apprentices that they employ, both new recruits and their existing workforce.
Smaller non-levy paying employers pay for their apprenticeships through a subsidised formula where the government pay 90% of the cost and the employer pays 10% of the training cost.
Levy paying employers can also pass up to 10% of their Levy funding to as many other employers as they like.
Each apprenticeship has been assigned to a price cap which tells you how much apprenticeship levy or government money is available to put towards the training.
The process for enrolling staff (new or existing) onto an apprenticeship should be relatively straightforward and you should be supported by the training provider who you engage to deliver the training for you.
RICS is an approved Apprenticeship End Point Assessment Organisation (EPAAO) and there are several apprenticeship standards that lead to RICS qualification at both AssocRICS and MRICS level.
Finding a good and trustworthy apprenticeship training provider to work with will make the process of having apprentices as part of your business much easier.
A good provider will hold the knowledge about delivery, standards and processes and ultimately be able to advise that what is being delivered will enable the apprentice to pass their end point assessment. They may even be able to help with some of the administrative processes involved.
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As your professional body we are here to support all employers on their apprentice journey.
If you are looking to recruit apprentices for the first time then read our employers guide, or contact us with any questions.
If you already an apprenticeship scheme we want to hear from you so we can link up and help promote your opportunities.