Associate Project Manager – Higher Apprenticeship Level 4
Associate Project Managers contribute to the successful delivery of a project, ensuring its scope and benefits are achieved as planned. Projects can be defined and delivered within different contexts, across diverse industry sectors. They can be large or small.
They do this primarily by identifying, resourcing, scheduling, and monitoring the activities that need to happen in a certain sequence and timescale. They monitor the project objectives and milestones and adjust plans in accordance with evolving circumstances.
When Can I Start an Apprenticeship?
Looking for a new career, job or maybe a qualification to take your current role to the next level?
Previously apprenticeships were primarily aimed towards 16-18 year olds but government reforms introduced in March 2017 mean that there is no longer an upper age limit for commencing an apprenticeship, even if you already possess a degree or higher level qualification (all applicants must be eligible for funding).
Starting an apprenticeship is dependent on your age and whether you have secured an offer of an apprenticeship from an employer.
You can apply for an apprenticeship while you’re still at school, but you cannot start until you have officially left school and completed your exams.
You need to be 16 or over by the end of the summer holidays to start the apprenticeship. You may start an apprenticeship at 15 years of age if your 16th birthday is between the last Friday of June and 31st August and provided you have completed your exams.
Provided you have left school and have an employment offer in place, then starting employment as an apprentice can occur throughout the year.
If you successfully apply for a vacancy, you may be able to start employment straight away.
Likewise, if you are already in employment and your employer is looking to train you through an apprenticeship, sign-up and enrolment can take place quite quickly.
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.
Some apprenticeships will have fixed attendance with training on-campus commencing at the start of the autumn term, with no availability for starting the training mid-year.
For other apprenticeships where the training is delivered entirely online, it may be possible to commence the training immediately.
Whichever delivery method applies, this will be communicated to you and your employer post-employment and sign-up.
Role Overview
Associate project managers contribute to the successful delivery of a project, ensuring its scope and benefits are achieved as planned. They do this primarily by identifying, resourcing, scheduling, and monitoring the activities that need to happen in a certain sequence and timescale. They monitor the project objectives and milestones and adjust plans in accordance with evolving circumstances.
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 support. Some organisations use ‘project manager’ as a generic job title.
Typical job titles:
Assistant project manager, Junior project manager and Project support
Knowledge, skills and behaviours
Knowledge
An associate project manager will be able to understand and have knowledge of:
- Project governance – The importance of alignment between the project and organisational objectives. The interdependencies between project, programme, and portfolio management. The need and benefit of the project governance structure, requirements, and process and the impact on their role.
- Project stakeholder management – The identification, analysis, and management of stakeholders. The principles of earned value management (EVM) and the interpretation of EVM information.
- Project communication – Communication techniques and approaches to interact with stakeholders to meet their requirements. Techniques for working collaboratively within a team and with stakeholders. Configuration management and change control.
- Project leadership – Techniques used to understand the project context, such as PESTLE (political, economic, social, technological, legal, and environmental), SWOT (strength, weakness, opportunities, threats) or VUCA (velocity, uncertainty, complexity, ambiguity). The differences between projects and business as usual. The use of information management. Techniques for managing conflict and negotiation.
- Consolidated planning – The differences and comparative benefits between functional, matrix and project structures. Different roles and responsibilities within a project environment.
- Budgeting and cost control – How and when to apply different estimating methods. Technology and software used in the performance of project management activities.
- Business case and benefits management – Approaches to the maintenance of a business case and the management of the benefits which will be achieved upon the successful delivery of the project. Importance, content, and purpose of a business case.
- Project scope – Methods used to define, record, integrate, deliver, and manage scope. The purpose, format, and significance of the project management plan.
- Project schedule – Project scheduling and maintenance, including critical path analysis. The differences and comparative benefits between linear, iterative and hybrid life cycle approaches.
- Resource management – The role and purpose of quality requirements, planning and control in a project environment. Allocation and management of resources throughout the project life cycle.
- Project risk and issue management – Principles of project risk and issue management. Relevant regulations and legislation such as data protection, and how they impact on their role.
- Contract management and procurement – Principles of conducting project management activities which are ethical and inclusive. Presentation tools and techniques.
- Project quality – Principles for evaluating project success, including how lessons learned are captured and can impact future project delivery.
- Project context – The impact of project objectives and how to respond to challenges around sustainability and the UK Government’s policy to achieve net carbon zero.
Procurement strategies and processes that are both ethical and sustainable
Skills
An associate project manager will be able to demonstrate the following skills within the context of your organisation.
- Project governance – Use project monitoring and reporting techniques to track, interpret and report on performance and influence and negotiate with others to create a positive outcome for the project. Provide underpinning data to support the written submission through the governance process.
- Stakeholder and communications management – Manage and engage with stakeholders, resolve conflict as and when required with stakeholders within limits of responsibility.
Adapt communications to different stakeholders and Communicate and support the project vision, to ensure buy in to the project objectives.
- Budgeting and cost control – Collate and analyse information and provide input to support negotiations relating to project objectives and work within the approved project budget. Monitor and analyse project budgets.
- Business case – Review and provide feedback on a project business case to ensure the project remains valid. Use digital tools and software to meet project objectives for example research, collaboration, presentations, and resolution of problems.
- Scope management – Apply change control processes to support the management of project scope.
- Consolidated planning – Evaluate an integrated project management plan to provide recommendations on areas for improvement. Use data to inform decisions on actions to take to mitigate risks on project.
- Schedule management – Prepare, monitor, and schedule activities that contribute to the delivery of the overall project schedule and objectives. Ensure that integrated schedules support critical path analysis, interface management, resource forecasting and risk management. Use configuration management and change control to schedule and maintain projects.
- Risk, and issue management – Evaluate and make recommendations on the risk management plan to threats to delivery and recommend solutions. Identify and monitor project risks and issues; and plan and implement responses to them.
- Contract management and procurement – Use an organisation’s continual improvement process including lessons learned to improve performance. Work with stakeholders to deliver the project. Apply relevant legislation, regulations, codes of practice, and ethical guidance where appropriate to their work.
- Quality management – Deliver a Quality Management Plan which contributes to quality control processes.
- Resource management – Manages resources through the project lifecycle. Support the preparation or maintenance of a resource management plan for project activities.
Behaviours
An associate project manager will be able to demonstrate the following behaviours:
- Collaboration and team work – Has accountability and ownership of their tasks and workload.
- Leadership – Works flexibly and adapts to circumstances.
- Effective and appropriate communication – Works collaboratively and builds strong relationships with others across the organisation and external stakeholders.
- Drive for results – Seeks learning opportunities and continuous professional development.
- Integrity, ethics, compliance and professionalism – Operates professionally with integrity and confidentiality.
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 have the option to complete the APM Project Management Qualification, prior to their EPA. This course can be completed to gain a nationally recognised qualification in addition to the apprenticeship standard.
This qualification will provide the skills training below:
• Setting up for project success
• Preparing for change
• People and behaviours
• Planning and managing project deployment
The aim of this qualification is to support the apprentice’s preparation for the End Point Assessment (EPA), but is not essential.
Course cost: £800
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?
Whilst on programme apprentices will complete a knowledge assessment in the first 6 months followed by a series of practical work-based skills activities in the workplace to demonstrate occupational competence.
At the end of the apprenticeship apprentices will complete an end-point assessment (EPO). 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.
- Assessment method 1 – written project report with presentation and questioning.
- Assessment method 2 – professional discussion underpinned by a portfolio of evidence.
College Attendance
Apprentices will attend college once every four weeks for delivery session starting at 9:30am and finishing at 4pm for the first 6 months of the programme. From month 7-14 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 our employer engagement team on 01206 712043 to make your levy payments work for you.
Levy paying employers will pay the full cost of the agreed funding band using their Digital Apprenticeship account.
Where applicable, 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.
An employer contribution fee will be required for:
- All non-levy paying employers recruiting an apprentice aged 22 or over*
*For non-levy paying employers full government funding is available for an apprentice aged between 16-21 years old and apprentices aged between 22-24 years old who have either an Education, Health and Care Plan (EHCP) or has been in the care of their local authority, where the employer employs less than 50 employees.
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 comprehensive service, we offer:
- Fee-Free Recruitment Service: We offer recruitment assistance at no cost to you.
- Advertisement of Apprenticeship Vacancies: We’ll promote your apprenticeship opportunities to attract the right candidates.
- Application Management: We handle applications according to your unique criteria, ensuring a streamlined process.
- Candidate Matching: Leveraging our extensive network, we can identify and recommend suitable candidates.
- Pre-screening: We conduct initial assessments to ensure candidates meet course requirements.
- Advice on Grants and Funding.
In addition, our team provides:
- Dedicated Account Manager: You’ll have a single point of contact for personalised support.
- Industry-Experienced Trainers: Our trainers bring real-world expertise to deliver high-quality training.
- Bespoke Programmes: We can tailor apprenticeship programmes to align with your business goals.
- Essex Priority Skills Focus: Our programmes are designed to address the priority skills needs of the Essex region.
- Free Employer Events: Take advantage of networking opportunities and stay updated on industry trends through our free events.
- Personalised Apprenticeship Levy Advice: Receive expert advice tailored to your specific needs.
- Ongoing Support: Our team conducts regular visits, providing support and guidance to both you and your apprentice.
Partner with Colchester Institute to unlock the full potential of apprenticeships for your business. Let us help you find the right talent and develop the workforce you need for success.
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 DfE funding (usually the main provider) should keep, update and maintain the relevant files.
The DfE 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 Department for Education.
Funding and Financial Support FAQ
How is the Apprenticeship funded?
The Government funds apprenticeships using the apprenticeship funding rules in place on the date the apprenticeship started. This applies to all employers, both those who pay the apprenticeship levy and those who do not.
Employers choose the training they would like their apprentice to receive throughout their apprenticeship. All new starts must follow an approved apprenticeship standard.
Each apprenticeship standard is in a funding band. These funding bands range from £1,500 to £27,000 and are paid through the employers digital apprenticeship account.
Employers can get help from the government to pay for apprenticeship training.
The amount you get depends on whether you pay the apprenticeship levy or not. You pay the levy if you’re an employer with a pay bill over £3 million each year.
Every employer who pays the levy has a digital account where they can access their levy funds to spend on apprenticeship training.
For non-levy paying employers the Government funding pays between 95% and 100% of the apprentice training costs, up to the funding band maximum. This is known as co-investment.
What will this cost my business?
Levy paying employers will pay the full cost of the agreed funding band using their Digital Apprenticeship account.
For new starts from 1st April 2024, employers who do not pay the levy, the government will fully fund apprenticeship training costs, up to the funding band maximum for apprentices who at the start of their apprenticeship training are aged between:
- 16 and 21 years old (or 15 years of age if the apprentice’s 16th birthday is between the last Friday of June and 31 August)
- 22 and 24 years old and have either an education, health and care plan (EHCP) provided by their local authority or have been in the care of their local authority and their employer has fewer than 50 employees
For starts before 31st March 2024, for employers who do not pay the levy and have fewer than 50 employees, the government will fully fund apprenticeship training costs, up to the funding band maximum, for apprentices who at the start of their apprenticeship training are aged between:
- 16 and 18 years old (or 15 years of age if the apprentice’s 16th birthday is between the last Friday of June and 31 August); or
- 19 and 24 years old and has either an education, health and care plan (EHCP) provided by their local authority and / or has been in the care of their local authority
Non-levy paying employers taking on an apprentice who does not meet the above age and eligibility criteria will be required to pay the 5% co-investment fee.
An employer contribution fee will be required for:
- All non-levy paying employers recruiting an apprentice aged 22 or over
For more information about funding bands, please visit Apprenticeship Funding Bands.
Any associated cost to the individual will be made clear when you speak with our employer engagement team.
For any agreed associated costs, payments will be made directly to the training provider at the point of enrolment or a payment schedule. Payment schedules can be discussed with our employer engagement team prior to signing contracts. For more information about apprenticeship contribution fees please contact our engagement team on 01206 712043.
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 2024 the national minimum wage for apprentices is £6.40 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 of the apprenticeship. 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 who use apprenticeship standards to upskill existing staff should avoid reducing an employee’s salary to place them on an apprenticeship. Instead, successful completion of the apprenticeship standard can serve as an opportunity to raise an employee’s salary. It’s important to note that this salary increase is not mandatory for completing the apprenticeship but is advisable to retain valuable staff.
Employers are free to pay above the national minimum 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 21 to get the National Living Wage – the minimum wage will still apply for workers aged 20 and under
Current rates
These rates are for the National Living Wage (for those aged 21 and over) and the National Minimum Wage (for those of at least school leaving age). The rates change on 1st April every year.
| 21 and over | 18 to 20 | Under 18 | Apprentice | |
|---|---|---|---|---|
| April 2024 | £11.44 | £8.60 | £6.40 | £6.40 |
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 £6.40.
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 £11.44.
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. For individuals aged 22 years and above, the government will fund 95% of the training costs for the apprenticeship, with the employer contributing the remaining 5%. This is known as co-investment.
Levy paying employers with available funds in their digital account will fund all apprenticeship training costs. Where a levy paying employers digital account does not have enough funds to cover training costs, then co-investment rules above will apply.
Additional payments for providers
We recognise that providers face some additional costs associated with training younger learners and those that need additional support.
Providers will get an extra £1,000 payment for supporting apprentices aged:
- 16 to 18
- 19 to 24 who have either:
- previously been in care
- an education, health and care plan
We pay this over 2 equal instalments at 90 days and 365 days. This is on top of the funds that providers receive for training. It does not come from employer accounts.
Unlock Additional Funding for Apprenticeships in Tendring
In collaboration with Tendring District Council and East Suffolk and North Essex Foundation Trust, an extra £1,500 is now available for employers based in Tendring. Whether you’re hiring a new apprentice or upskilling an existing staff member through an apprenticeship, this funding can be claimed. There are no age restrictions, and it can be combined with the existing funding for 16–18 year-olds. To qualify, the apprentice must be recruited with the intention of closing long term skills gaps, and the employer’s postcode must fall within the Tendring District.
How will this additional funding be paid?
We’ll send the payment in 3 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
- Successfully enter gateway and achieve their apprenticeship standard for your third payment
Once the apprenticeship information has been checked, we will process the payments.
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.
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 95% 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.
For new starts from 1st April 2024, where the employer does not pay the apprenticeship levy, the government will fund all of the apprenticeship training costs, up to the funding band maximum, for apprentices who are aged between 16 and 21 years old when they start their apprenticeship training. This removes the need for non-levy paying employers to pay the 5% co-investment cost of training if they meet the below:
- Employers who do not pay the levy, if at the start of their apprenticeship training the apprentice is aged between 16 and 21 years old (or 15 years of age if the apprentice’s 16th birthday is between the last Friday of June and 31 August).
- Employers who do not pay the levy and have fewer than 50 employees, if at the start of their apprenticeship training the apprentice is aged between 22 and 24 years old and has either an Education, Health and Care (EHC) plan provided by local authority and / or has been in the care of their local authority.
Non-levy paying employers taking on an apprentices who does not meet the above age and eligibility criteria will be required to pay the 5% co-investment fee.
Apprenticeship funding changes for SMEs
As of the 1st of April 2024, the government will now fully fund apprenticeships in small businesses by paying the full cost of training for anyone up to the age of 22 (previously only up to 18) – reducing costs and burdens to the business and delivering more opportunities for people of all ages to kick start their career or upskill/reskill within their current role.
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 16 months. |
| Campus / Adult Skills Centre | Colchester Campus |
| Additional Cost Information | Optional Qualification: APM Project Management Qualification |
| Apprenticeship Funding Band (Levy paying employers) | £7,000 |
| Employer Contribution Fee (Non-levy paying employers) | £350 |
Disclaimer
All fees, prices and funding information shown on this page are for courses starting in the 2024-25 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.
