Please contact Bob Artino, Staff Apprenticeship Manager, on apprenticeships@qmul.ac.uk with any queries about recruiting apprentices.
Benefits of recruiting apprentices:
Apprenticeship contracts
Apprenticeship costs
Steps to recruiting an apprentice
Recruited apprentice contracts are normally fixed term. Apprentices must be issued contracts which are long enough to complete the training and final end point assessment which will be determined by the chosen apprenticeship standard.
At the end of the apprenticeship, it is hoped that onward posts will be made available for the apprentice to apply for as an internal applicant, however, the future budget may not be known at the time of apprenticeship creation and is therefore not mandatory.
There are two main costs to hiring an apprentice:
Apprenticeship qualifications are funded centrally via the Queen Mary Apprenticeship Levy. This is managed by the Staff Apprenticeship Lead and paid directly to approved training providers. There will be no cost to your budget, except for any exam re-sits, professional memberships or where specific items, for example, software or uniforms are needed.
The apprentice’s salary must be funded from your departmental budget like any other role. Queen Mary Policy is generally to grade apprentice posts at the grade below the aspirational post and appoint at the bottom of the scale. The aspirational post is the job that the apprentice will be working towards by gaining the knowledge skills and behaviours.
We pay all apprentices in line with Queen Mary salaries, which will be above the London Living Wage.
Apprentices have the same employment rights and conditions as other employees including their annual leave entitlement, inclusion in the pension scheme, etc.
You will not have to pay employer National Insurance Contributions for apprentices under 25.
It is advisable that apprenticeship applications do not ask for a CV and use the application form only. This is to ensure a fair process for younger or less experienced applicants. There are specific questions that can be added to the application form.
When the advert closes, the Staff Apprenticeship Manager will check the applicant's eligibility for ESFA Levy funding and liaise with the training provider if necessary. The hiring manager will proceed with shortlisting as usual.
The panel should attend the ‘Recruitment and Selection’ training.
The Staff Apprenticeship Lead does not usually sit on interview panels, however can suggest questions or co-ordinate other apprenticeship champions from across the organisation to support this if required. The hiring manager will be responsible for designing and arranging the interview.