Associate Project Manager – Higher Apprenticeship Level 4
Colchester Institute are now able to offer the Level 4 Associate Project Manager apprenticeship.
Projects can be defined and delivered within different contexts, across diverse industry sectors. They can be large or small.
Every project needs to be managed to ensure its success, an associate project manager knows what needs to be achieved, how it will be achieved, how long it will take and how much it will cost, and works with the project team to achieve the required outcomes.
Starting employment as an apprentice can occur throughout the year. However, the start date for attending college for training, where required, or if delivered online, when sessions begin, will vary depending on the type of apprenticeship and will be communicated post-employment and sign-up.
Role Overview
Associate project managers need good planning, organisation, leadership, management and communication skills. An associate project manager utilises resources with suitable skills, qualifications, experience and knowledge to work together in a motivated and integrated team, with clearly defined reporting lines, roles, responsibilities and authorities.
Dependent upon the size of the organisations and the complexity of projects, associate project managers’ job titles will vary, but typically they can include: assistant project manager, junior project manager, project team leader. Some organisations use ‘project manager’ as a generic job title.
Typical job titles:
Assistant project manager, Junior project manager and Project team leader
Knowledge, skills and behaviours
Knowledge
An associate project manager will be able to understand and have knowledge of:
- Project governance -Different types of organisational structures and responsibilities, functions and project phases on different types of project. How governance can control and manage the successful delivery of projects. The significance of the project management plan (PMP).
- Project stakeholder management – Stakeholders: their perspectives, different interests and levels of influence upon project outcomes.
- Project communication – Key contexts of a project communication plan, its effectiveness in managing different stakeholders. Factors which can affect communications such as cultural and physical barriers
- Project leadership – The vision and values of the project and its links to objectives; the ways in which these can be effectively communicated and reinforced to team members and stakeholders. Leadership styles, qualities and the importance of motivation on team performance. Characteristics of the working environment which encourage and sustain high performance.
- Consolidated planning – Purpose and formats for consolidated plans to support overall management, taking account of lessons learnt and how the plans balance fundamental components of scope, schedule, resources, budgets, risks and quality requirements.
- Budgeting and cost control – Funding, estimating, overheads; direct costs, indirect costs, fixed costs, variable costs and an overall budget for a project; tracking systems for actual costs, accruals and committed costs; alternative cost breakdowns to provide for graphical representations, and performance management.
- Business case and benefits management – Preparation and/or maintenance of business cases, including benefits management.
- Project scope – Requirements management, and evaluation of alternative methods to learn from the past to improve delivery. Project scope change control, baseline change management, configuration management.
- Project schedule – Scheduling and estimating for project activities including how they can be quality assessed. Progress monitoring and metrics to assess work performed against the schedule. Schedule management methods to evaluate and revise activities to improve confidence in delivery.
- Resource management – Resource analysis, resource allocation and resource acceptance.
- Project risk and issue management – The need for and implementation of a risk management plan. Risk management methods and techniques to identify and prioritise threats or opportunities. Mitigation actions to minimise risk impacts and to optimise benefits by managing opportunities.
- Contract management and procurement – The nature of contracts, and their implications for contracting organisations. Procurement processes. Legal and ethical means for managing contracts.
- Project quality – Quality management processes, assurance and improvements. Outcomes of a quality management plan, metrics for processes and quality standards.
- Project context – The different contexts in which projects can be delivered, including health, safety, and environment management. The interdependencies between project(s), programme(s) and portfolio management. Project phases and key review points, across project life cycles.
Skills
An associate project manager will be able to demonstrate the following skills within the context of your organisation.
- Project governance – Project monitoring and reporting cycle to track, assess and interpret performance by the application of monitoring techniques to analyse status and manage information.
- Stakeholder and communications management – Manage stakeholders, taking account of their levels of influence and particular interests. Manage conflicts and negotiations. Communicate to a variety of different audiences. Contribute to negotiations relating to project objectives.
- Budgeting and cost control – Develop and agree project budgets, monitor forecast and actual costs against them and control changes. Support funding submissions. Tracking systems for actual costs, accruals and committed costs; structures for alternative cost breakdowns.
- Business case – Contribute to the preparation or maintenance of a business case including achieving required outcomes.
- Scope management – Determine, control and manage changes to the scope of a project, including assumptions, dependencies and constraints.
- Consolidated planning – Consolidate and document the fundamental components of projects. Monitor progress against the consolidated plan and refine as appropriate, implementing the change control process where relevant.
- Schedule management – Prepare and maintain schedules for activities aligned to project delivery.
- Risk, and issue management – Identify and monitor project risk or opportunity, plan and implement responses to them, contribute to a risk management plan. Respond to and manage issues within a defined governance structure.
- Contract management and procurement – Facilitate a procurement process, contribute to the definition of contractual agreements and contribute to managing a contract.
- Quality management – Develop a quality management plan, manage project assurance, and contribute to peer reviews. Utilise an organisation’s continual improvement process including lessons learned.
- Resource management – Develop resource management plans for project activities, acquire and manage resources including commitment acceptance, monitor progress against plans.
Behaviours
An associate project manager will be able to demonstrate the following behaviours:
- Collaboration and team work – Understands and is effective as part of an integrated team.
- Leadership – Communicates direction, and supports the vision for project delivery.
- Effective and appropriate communication – Working effectively with and influencing others, taking account of diversity and equality. Influences and facilitates effective team performance.
- Drive for results – Demonstrates clear commitment to achieving results, and improving performance.
- Integrity, ethics, compliance and professionalism – Promotes the wider public good in all actions, acting in a morally, legally and socially appropriate manner. Promotes and models the highest standards of professional integrity, ethics, trust and continued development.
Information for Applicants
What are the entry requirements?
Individual employers will set their own entry requirements for their apprentices. Typically candidates will have achieved a grade C or above in at least 5 GCSEs including English and Mathematics, and hold a minimum of 48 UCAS points, or equivalent.
How often do I have to attend college?
College attendance where required will be communicated post-application and enrolment.
Qualifications
During the apprenticeship, apprentices will be required to achieve level 2 qualifications in English and Mathematics prior to taking end point assessment (EPA) if not already achieved. Apprentices will complete a mandatory qualification via either the IPMA Level D qualification or APM Project Management Qualification, prior to their EPA.
Link to professional registration
Upon commencement, apprentices may become student members of the Association for Project Management (APM) as the first step of professional membership. Apprentices will be eligible for progression to associate membership upon successful completion of the apprenticeship. Full membership can be attained through further experience and professional development.
Assessment
How is the apprentice assessed?
An end-point assessment (EPO) takes place at the end of the apprenticeship with an independent organisation and apprentices must successfully complete this to pass the programme. The end-point assessment is designed to enable apprentices to demonstrate that they are fully conversant in the skills, knowledge and behaviours expected of individuals at this level.
The end point assessment will consist of two parts.
- Presentation supported by a portfolio of evidence (to be submitted prior to the end point assessment)
- Professional discussion supported by a portfolio of evidence (to be submitted prior to the end point assessment)
College Attendance
Apprentices will attend college once every two weeks for delivery session starting at 9:30am and finishing at 4pm for the first 6 months of the programme. From month 7-18 apprentices will have optional monthly portfolio workshops on campus. Apprentices will have an individual training plan along with online materials via a Google Classroom and a bespoke study guide in order to self-study each week.
To apply for this apprenticeship please read through the information below and then click the ‘Apply Online’ button from the menu located further down the page where you will be able to proceed with your application.
In order to enrol onto this apprenticeship programme you must either:
- be already in employment in a suitable role with an employer willing to put you through the apprenticeship training
or
- have an employer willing to appoint you as an apprentice in a suitable role and put you through the apprenticeship training
If you are unsure about any of the above and would like to speak to our apprenticeships team directly then please contact us using the below:
01206 712043 – Applicant Enquiries or email:
ci.apprenticeships@colchester.ac.uk
Employer Enquiries
If you would be interested to find out more about how this apprenticeship can work for your business or already have a member of staff who this apprenticeship would be perfect for please contact us using the ‘Hire an Apprentice: Enquire Here’ button in the menu below.
Apprenticeships FAQ
How is my business going to benefit from an Apprentice?
Fill your skills gaps: an Apprentice’s training is tailored to your organisation’s needs, resulting in a loyal, motivated work force Increase productivity by developing staff skills and expertise.
Value for money: a cost effective way to attract new talent and fresh eyes into your organisation.
Cost saving: we can advertise your vacancies and recruit the best candidates for your needs.
An industry recognised professional qualification can be built into the course which your apprentice will bring back to the business, providing value for money and a return on investment in their career as well as bringing back up to date knowledge from college.
What is expected of the employer?
When taking on an apprentice, there are certain expectations that must be met by the both the employer and the apprentice. As the employer, you are expected to:
- Pay the minimum wage for an apprentice
- Provide a full contract of employment for your apprentice
- Offer the same benefits package to your apprentice as other employees
- Arrange for a workplace mentor for your apprentice
- Deliver a safe working environment
- Ensure opportunities are made available to allow the learning of new skills and knowledge within the apprentice’s contracted working hours
- Ensure the apprentice is given opportunities within contracted working hours to develop maths and English skills, where a GCSE grade A-C (or higher) has not been previously attained
What will this cost my business?
Levy paying employers can access levy funds to pay for this programme, and our blended learning model can contribute to the 20% off- the-job training requirement.
The introduction of the Apprenticeship Levy in April 2017 has changed the way that government funds apprenticeships in England. All businesses operating within the UK with a wage bill of over £3million are required to contribute to the Apprenticeship Levy.
- If the levy applies to your business you will be required to pay 0.5% of your entire wage bill into the levy. This will be offset against a levy allowance worth £15,000 for each tax year.
- You will only be able to use your levy payment for government backed apprenticeships.
- Levy payments will expire after 18 months.
Speak to an Advisor at CI Business Solutions on 01206 712727 to make your levy payments work for you.
Non-levy paying employers will need to contribute 5% of the maximum funding band as published by the Skills Funding Agency for the delivery of training and assessment for their apprenticeship.
Levy paying employers will pay the full cost of the agreed funding band using their Digital Apprenticeship account.
Employers with less than 50 employees who are recruiting an apprentice aged 16-18 years old will not be required to pay the contribution fee.
Any associated cost to the individual will be made clear at the interview.
What about support in the workplace?
Skilled and knowledgeable staff must be available to support the apprentice in the workplace.
Does the apprentice have to attend college?
College attendance where required will be communicated post-application and enrolment.
Why should I choose Colchester Institute to support my recruitment and retention?
Colchester Institute is the largest college provider of apprenticeships in Greater Essex. We are experts at connecting the right people, to the right training, to the right business – and when it comes to Apprenticeships, our Apprenticeship Advisors can support your business every step of the way.
As part of our service we can support your business with:
- Advertising the Apprenticeship vacancy
- Manage the applications received in line with your individual requirements
- Match prospective candidates already known to us
- Conduct initial pre-screening for candidates
- Carry out visits to your premises alongside regular reviews to support you, your staff and your apprentice
- Advice on any grants or funding where available
Our team will provide:
- A fee free recruitment service.
- Personal 1:1 Apprenticeship Levy advice and guidance.
- A dedicated Account Manager.
- Industry experienced, professional, technical trainers.
- Bespoke programmes available upon request.
- An Essex priority skills focus.
- Free employer events.
Off-The-Job Training FAQ
Off-the-Job Training (OJT) is one of the key requirements for all apprenticeship standards.
Apprentices must spend 20% of their contracted working hours undertaking Off-the-Job Training, which is defined as “learning undertaken outside of the normal day-to-day working environment and leads toward the achievement of an apprenticeship.”
Off-the-Job Training must be directly relevant to the apprentice’s programme and teach them new knowledge, skills and behaviours that will help them reach competence in their occupation and ensure that apprentices are actively learning and working to attain the required knowledge and skills within their sector while enrolled in their placement program.
What does Off-the-Job Training Look Like?
Off-the-Job Training must account for at least 20% of an apprentice’s contracted working hours within their full-time employment as an apprentice.
This means that their time might be broken down like the below:
- 5 x 7 working hours in a day = 35 working hours in a week
- 52 working weeks in a year x 35 working hours = 1820 total working hours in a year
- 20% Off-the-Job Training requirement of the 1820 hours = 364 hours dedicated to OJT over the course of the apprenticeship
- This is also equivalent to the apprentice spending one day per week during their 12-month apprenticeship undertaking Off-the-Job Training
The above depends on their contracted working hours within the day and/or working week, as well as the length of their programme.
For example, Apprentices working more hours in the day and the week, as well as those whose programmes are longer than 12 months in duration, then their Off-the-Job Training requirement will still consist of 20% of their contracted hours but the total number of working hours and total time dedicated to OJT will be different the above.
Why is Off-the-Job Training Conducted within the Apprentice’s Contracted Hours?
An apprenticeship is a work-based programme, and any training that contributes towards an apprentice’s development should be included in their contracted working hours.
The Department for Education (DfE) has said that it would be unreasonable to expect an apprentice to undertake training that is part of their apprenticeship in their own time, therefore if training must take place outside of the apprentice’s working hours, then this should be recognised by both the Employer and Training Provider.
An example of this would be if an apprentice has to attend a 2-hour lecture scheduled after their working hours, then arrangements should be made by the training provider and employer for the apprentice to make up the time by leaving work 2 hours early.
What does Off-the-Job Training Include?
Off-the-Job Training can include a number of activities that can take place on or off the employer’s normal work premises.
If you are unsure of whether an activity can be regarded as Off-the-Job Training, the below questions form a useful point of reference:
- Is the activity directly relevant to the apprenticeship?
- Is the activity teaching new knowledge, skills and behaviours?
- Is the learning taking place in the apprentice’s contracted working hours?
If the answers to the questions are all yes, then this counts as towards OJT. These can include:
The Teaching of Theory
This can include lectures, role playing, simulation exercises, online learning, manufacturer training and so on. Teaching theory should help the apprentice better understand their role, the topics and subjects relevant to their role and their sector in more detail.
Practical Training
This can include shadowing, mentoring, industry visits, attendance at competitions and so on. This training should practically train the apprentice and teach them skills that they can use in their current job or in a future position.
Learning Support
This refers to learning support provided by the Employer or the Training Provider. Some apprentices may require more assistance in their programme to help them reach their best potential. This includes time spent conducting projects, writing assignments and so on.
Learning support counts towards OJT to ensure that all individuals have the support needed and that all barriers to education and training are removed. This could include:
- physical adjustments
- access to accessibility software
- additional revision classes
- personal support from their Training Provider.
Time spent on assignments is also included in OJT as new knowledge, skills and behaviours can be developed while completing them.
While OJT takes place outside of normal working duties, it is possible to undergo OJT at the apprentice’s workstation. For example, OJT could include learning to use a new machine or undertaking e-learning. While conducting this training, normal working duties should not be required of the apprentice.
Off-the-Job Training can also take place at home via distance learning. If there is a program of study that the apprentice can complete online that contributes to the completion of their apprenticeship, as long as the learning package is included as part of a blended learning programme, this can be counted as an OJT activity.
The activity that the apprentice undertakes is the main focus of OJT. As long as the OJT activity actively contributes to the completion of the apprenticeship, the location matters less than the activity itself.
Essentially OJT is Employers or Training Providers setting aside time for the apprentice to improve themselves, their knowledge and/or their skills.
Off-the-Job Training cannot include:
- Enrolment
- Induction, including any basic safety, compliance or diversity training
- Training to acquire knowledge, skills and behaviours that are not required in the standard or framework
- Progress reviews or on-programme assessment needed for an apprenticeship framework or standard
- Training which takes place outside the apprentice’s working hours*
- English and maths (up to level 2) which is funded separately
- Time spent on compulsory activities in the apprenticeship, including time spent on English and Maths qualifications
(*although, as mentioned before, there are exceptions if this time is made up within their working hours)
The government acknowledges that apprentices will inevitably want to spend time outside of working hours to familiarise themselves with their work. However, any personal initiative shown by the apprentice will not count towards Off-the-Job Training.
Any time that an apprentice takes to conduct OJT is counted towards their normal working hours. That means that if an apprentice is interested in undertaking training outside of their working hours, they should ask their Employer and Training Provider first and see if arrangements can be made to accommodate this.
Preparing for Off-the-Job Training?
It is the responsibility of the Employer and Training Provider to ensure that the apprentice spends 20% of their apprenticeship undertaking Off-the-Job Training. Completion of OJT must be documented and evidenced in order for the apprentice to complete the apprenticeship.
In order to comply with the funding rules, each apprentice should receive a commitment statement from the Employer/Training Provider outlining the program of training the apprentice will receive and how the Employer/Training Provider intends to spend the Off-the-Job Training time. The recipient of ESFA funding (usually the main provider) should keep, update and maintain the relevant files.
The ESFA will remain flexible about the type of evidence that should be retained and provided. They want Training Providers and Employers to use naturally occurring evidence where it is available. Many Training Providers have their own systems of collecting and storing evidence. Some examples of naturally occurring evidence might include:
- Apprentice timesheets
- Training logs
- Registers
- HR training systems
For more details and examples on how to proceed with Off-the-Job Training, you can click here to see the full OJT document from the Education and Skills Funding Agency.
Funding and Financial Support FAQ
What will this cost my Business?
Non-levy paying employers will need to contribute 5% of the maximum funding band as published by the Skills Funding Agency for the delivery of training and assessment for their apprenticeship. Levy paying employers will pay the full cost of the agreed funding band using their Digital Apprenticeship account.
Apprenticeship Funding Bands
Apprenticeship Funding Bands
Employers with less than 50 employees who are recruiting an apprentice aged 16-18 years old will not be required to pay the contribution fee. Any associated cost to the individual will be made clear at the interview.
How is the Apprenticeship funded?
Full government funding is available for an apprentice aged between 16-18 years old and where the employer employs less than 50 employees. Full funding is also available for apprentices aged 19 to 24 who have either been in care or has an education health care plan.
An employer contribution fee will be required for:
- Non-levy paying employers recruiting an apprentice aged 19 or over
- Non-levy paying employers who employ more than 50 employees and recruit a 16-18 year old apprentice
Payment plans and schedules can be discussed with our apprenticeship Account Managers prior to signing contracts. For more information about apprenticeship contribution fees please contact one of our Apprenticeship Advisers on 01206 712727.
Apprentice Minimum Wage
A National Minimum Wage for apprentices was introduced on 1 October 2010. The wage applies to all apprentices aged under 19; and apprentices aged 19 or over in the first year of their Apprenticeship.
As of April 1st 2023 the national minimum wage for apprentices is £5.28 an hour and applies to time working, plus time spent training that is part of the Apprenticeship. This rate applies to apprentices under 19 and those aged 19 or over who are in their first year. Apprentices must be paid at least the national minimum wage rate if they’re an apprentice aged 19 or over and have completed their first year.
Employers are free to pay above the new wage and many do so, but employers must ensure that they are paying their apprentices at least the minimum wage. If an apprentice is on a higher wage, the employer must continue to pay that for the remainder of the training or until the apprentice becomes eligible for the full national minimum wage.
You must be at least:
- school leaving age to get the National Minimum Wage
- aged 23 to get the National Living Wage – the minimum wage will still apply for workers aged 22 and under
Current rates
These rates are for the National Living Wage (for those aged 23 and over) and the National Minimum Wage (for those of at least school leaving age). The rates change on 1 April every year.
| 23 and over | 21 to 22 | 18 to 20 | Under 18 | Apprentice | |
|---|---|---|---|---|---|
| April 2023 | £10.42 | £10.18 | £7.49 | £5.28 | £5.28 |
Apprentices
Apprentices are entitled to the apprentice rate if they’re either:
- aged under 19
- aged 19 or over and in the first year of their apprenticeship
Example: An apprentice aged 21 in the first year of their apprenticeship is entitled to a minimum hourly rate of £5.28.
Apprentices are entitled to the minimum wage for their age if they both:
- are aged 19 or over
- have completed the first year of their apprenticeship
Example: An apprentice aged 21 who has completed the first year of their apprenticeship is entitled to a minimum hourly rate of £10.18
Previous rates
The following rates were for the National Living Wage (previously for those aged 25 and over) and the National Minimum Wage (for those of at least school leaving age) from April 2016.
From 1st April 2021 the National Living Wage was extended to 23 and 24 year olds.
Financial Information and Support
Government support
Employers are not required to pay Class 1 National Insurance contributions for an apprentice, if the apprentice:
- is under 25 years old
- is on an approved UK government apprenticeship standard or framework (these can differ depending on UK country)
- earns less than £967 a week (£50,270 a year)
Employers with fewer than 50 people working for them will be able to train 16-18-year-old apprentices without making a contribution towards the costs of training. The government will pay 100% of the training costs for these individuals.
Funding
The government will pay employers, no matter what size, £1,000 for each 16-18 year old apprentice they employ.
Eligibility
All employers are eligible for a £1,000 payment for taking on an apprentice who is either:
- aged 16 to 18 years old
- under 25 and has an education, health and care plan or has been in the care of their local authority
This £1000 payment will be paid to your training provider and you will receive it from them.
When you’ll get paid
We’ll send the payment in 2 equal instalments for each apprentice.
To be eligible, your apprentice must complete:
- 90 days of their apprenticeship for your first payment
- 365 days of their apprenticeship for your second payment
Once the apprenticeship information has been checked, we will process the payments.
Payments will be made on the 14th working day of the month, it can take up to 3 days for the payments to reach your account.
You can track when your payments are due to be paid on your view applications page.
We cannot send any payments until we’ve received and verified the organisation and finance details. This could take up to 80 days.
The apprenticeship levy
The levy was introduced on 6 April 2017 and is charged at a rate of 0.5% of an employers’ pay bill, paid through PAYE on a monthly basis.
Each employer has a levy allowance of £15,000, this is not a cash payment. It works in a similar way to the personal tax allowance and cannot be used to purchase apprenticeship training.
The impact of the allowance means that fewer than 1.3% of UK employers, those with an annual pay bill of more than £3 million, are liable to pay the levy. Employers in England who pay the levy
will be able to get out more than they pay in, through a 10% top-up to their online accounts.
An employer’s pay bill is made up of the total amount of the employees’ earnings that are subject to Class 1 National Insurance contributions, such as:
– wages
– bonuses
– commissions
– pension contributions
What about non-levy paying employers?
Employers with a pay bill of less than £3 million a year will not need to pay the levy.
At least 90% of non-levy paying employers’ apprenticeship training and assessment costs in England will be paid for by the government. The government will ask these employers to make a 5% contribution to the cost, paid directly to the provider, and the government covers the rest. This cost will be spread over the lifetime of the apprenticeship.
The government is offering additional support to organisations with fewer than 50 employees* by paying 100% of training and assessment costs for their apprentices aged 16-18 and for those aged 19-24 formerly in care or with a local authority education, health and care plan.
Associate Project Manager Level 4 Apprenticeship
Course Outline: Managing project work and teams for businesses and other organisations
If you are ready to make an application then please click the Apply Online button in the menu below.
| Level | Level 4 |
|---|---|
| Location | Colchester |
| Duration | The typical duration of this apprenticeship will be 24 months. |
| Campus / Adult Skills Centre | Colchester Campus |
| Apprenticeship Funding Band (Levy paying employers) | £6,000 |
| Employer Contribution Fee (Non-levy paying employers) | £300 |
Disclaimer
All fees, prices and funding information shown on this page are for courses starting in the 2023-24 academic year unless stated otherwise, and are correct at the time of entering/printing information, however these may be subject to change due to factors outside of our control. The College cannot accept legal or financial liability as a result of any such changes.
Courses fees are generally not confirmed for September until June / July due to the above factors.
The course information describes programmes offered by Colchester Institute. The College takes all reasonable steps to provide courses as described, but cannot guarantee provision. The information is for guidance and does not form any part of a contract.
The College reserves the right to update and amend information as and when necessary. Colchester Institute will do its best to provide the courses shown, but may have to modify or withdraw a course depending on customer demand and other factors.
