Off-the-Job Training Overview
What is Off-the-Job Training?
Off-the-job training is a key component of any apprenticeship. It refers to learning which takes place outside of the apprentice’s normal day-to-day job role but within their contracted working hours. Its purpose is to help the apprentice gain the knowledge, skills, and behaviours required for their apprenticeship.
This doesn’t mean it has to be delivered in a classroom, it can be done in the workplace, online, or at external training centres, as long as the activities are separate from their usual job duties and contribute to their apprenticeship development.
Why is Off-the-Job Training Important for Apprenticeships?
Off-the-job training is a tool for ensuring apprentices develop in their role. It deepens their understanding, provides them with an opportunity to reflect on their practice, and encourages them to engage in continuous learning.
For employers, planned off-the-job training leads to more confident, competent team members who are better equipped to contribute to your setting. For learners, it helps bridge the gap between theory and practice. Giving them the opportunity to grow both professionally and personally.
Off-the-Job Training Requirements
Off-the-Job training is a set amount of hours which remains the same no matter what hours the apprentice is contracted to work.
These Off-the-Job hours must be:
- Within their normal working hours
- Focused on learning that is directly relevant to their apprenticeship
- Properly recorded and evidenced
Learners should keep a monthly log of their activities, reflect on what they’ve learned, and stay in regular contact with their tutor to ensure they’re on track.
Employer Responsibility
Planning Off-the-Job Training Effectively
Off-the-job training shouldn’t feel like an add-on, it should be woven into the apprentice’s working week. This starts with effective planning. Think about:
- Busy vs quiet periods in your setting
- What training naturally fits with their role and development
- How to balance operational needs with learning time
Many settings build in dedicated time each week (e.g. Friday afternoons) or align training with quieter times of day. Others make use of project work, mentoring, or external learning opportunities.
Employers should ensure there are:
- Access to Resources: Provide access to necessary materials, equipment, and software that support off-the-job learning and allow apprentices to develop relevant skills.
- Mentorship and Guidance: Assign a mentor or line manager to support the apprentice, answer questions, and review their progress during training.
Examples of Off-the-Job Training
- In-house training programmes relevant to the apprenticeship
- The teaching of theory (e.g. lectures, role playing, simulation exercises, online learning and manufacturer training).
- Writing reflective journals.
- Practical training, shadowing, mentoring, industry visits and participation in competitions, where the activity has been agreed and documented as part of the agreed training plan.
- Learning support and time spent writing assignments.
- Attendance at workshops, training days and webinars relevant to the apprenticeship.
- Self-study that includes reading or watching videos.
- Training in new working practices or new equipment.
- Role-playing or simulation exercises.
