Lead Practitioner in Adult Care – Higher Apprenticeship Level 4

The Lead Practitioner in Adult Care will guide and inspire team members to make positive differences to someone’s life when they are faced with physical, practical, social, emotional, psychological or intellectual challenges. They will have achieved a level of self-development to be recognised as a lead practitioner within the care team, contributing to, promoting and sustaining a values-based culture at an operational level.

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.

Course Info
How to Apply
Employers Info
Overview of the role

Managing teams of frontline carers to look after vulnerable adults with care needs.

Examples of job roles include: Dementia Lead, Re-ablement Worker, Physiotherapy Assistant, Occupational Therapy Assistant, Public Health Associate Worker, Keeping in Contact Worker, Community Care/Support Officer, Social Care Assessor, Care Assessment Officer, Social Services Officer, Brokerage Worker, Rehabilitation and Reablement Assistant, Independence Support Assistant, Reablement Support Workers/Officer, Telecare Assistant and Assistive Technology Co-ordinator/Officer.

 

Role Profile

Occupations: Lead Practitioner in Adult Care

Role Profile (what the successful candidate should be able to do at the end of the Apprenticeship)

A Lead Practitioner has a greater depth of knowledge and expertise of particular conditions being experienced by the user of services. They will have specialist skills and knowledge in their area of responsibilities which will allow them to lead in areas such as care needs assessment, occupational therapy, physiotherapy, rehabilitation and enablement, telecare and assistive technology. They will be a coach and mentor to others and will have a role in assessing performance and quality of care delivery. Lead Practitioners in Adult Care may work in residential or nursing homes, domiciliary care, day centres, a person’s own home or some clinical healthcare settings. As well as covering Lead Practitioners in Adult Care this standard also covers Lead Personal Assistants who can work at this senior level but they may only work directly for one individual who needs support and/or care services, usually within their own home.

  • Care – is caring consistently and enough about individuals to make a positive difference to their lives
  • Compassion – is delivering care and support with kindness, consideration, dignity, empathy and respect
  • Courage – is doing the right thing for people and speaking up if the individual they support is at risk
  • Communication – good communication is central to successful caring relationships and effective team working
  • Competence – is applying knowledge and skills to provide high quality care and support
  • Commitment – to improving the experience of people who need care and support ensuring it is person centred
Knowledge and Skills
KnowledgeWhat the Lead Practitioner on completion must know and understand:
Tasks and responsibilities
  • Statutory frameworks, standards, guidance and Codes of Practice which underpin practice in relation to the safe delivery of services
  • Theories underpinning own practice and competence relevant to the job role
  • Principles of assessment and outcome based practice
  • Principles of risk management
Dignity and human rights
  • How to contribute to, promote and maintain a culture which ensures dignity is at the centre of practice
Communication
  • Effective communication and solutions to overcoming barriers
  • Legal and ethical frameworks in relation to confidentiality and sharing information
  • Range of technologies to enhance communication
Safeguarding
  • Legislation, national and local solutions for the safeguarding of adults and children including reporting requirements
Health and wellbeing
  • Models of monitoring, reporting and responding to changes in health and wellbeing
  • Range of holistic solutions to promote and maintain health and wellbeing using person centred approaches
  • Importance of effective partnerships, inter-agency, joint and integrated working
Professional development
  • Goals and aspirations that support own professional development and how to access available opportunities
SkillsWhat the Lead Practitioner on completion must be able to do:
Tasks and responsibilities
  • Apply professional judgement, standards and codes of practice relevant to the role
  • Develop and sustain professional relationships with others
  • Identify and access specialist help required to carry out role
  • Lead the specialist assessment of social, physical, emotional and spiritual needs of individuals with cognitive, sensory and physical impairments
  • Mentor colleagues to encourage individuals to actively participate in the way their care and support is delivered
  • Contribute to the implementation of processes to implement and review support plans
  • Provide leadership and mentoring to others for whom they are responsible
  • Apply risk management policies
  • Contribute to the quality assurance of the service provided
Dignity and human rights
  • Implement a culture that actively promotes dignity and respects diversity and inclusion
  • Model high levels of empathy, understanding and compassion
Communication
  • Model effective communication skills
  • Identify and address barriers to communication using appropriate resources
  • Apply organisational processes to record, maintain, store and share information
  • Provide meaningful information to support people to make informed choices
Safeguarding
  • Apply and support others to adhere to safeguarding procedures
  • Work in partnership with external agencies to respond to safeguarding concerns
Health and wellbeing
  •  Apply person centred approaches to promote health and wellbeing
  •  Collaborate with external partners to achieve best outcomes in health and wellbeing
Professional development
  • Evaluate own practice and access identified development opportunities
  • Evaluate the effectiveness of own leadership, mentoring and supervision skills and take steps to enhance performance
  • Value individuals to develop effective teams in order to achieve best outcomes
  • Contribute to the development of an effective learning culture
  • Lead robust, values-based recruitment and selection processes
  • Contribute to the induction process by developing the knowledge of individuals within their role
  • Lead and support others in professional development through personal development plans, supervision, reflective practice, research, evidence based practice and access to learning and development opportunities
Assessment

How is the Lead Practitioner apprentice assessed?

This section sets out the requirements for end-point assessment (EPA) for the Leader in Adult Care apprenticeship standard. It is written for end-point assessment organisations who need to know how EPA for this apprenticeship must operate.

Full-time apprentices will typically spend 18 months on-programme working towards the apprenticeship standard, with a minimum of 20% off-the-job training. The EPA should only start once the employer is satisfied that the apprentice is consistently working at or above the level set out in the standard, the pre-requisite gateway requirements for EPA have been met and that they can be evidenced to an EPA organisation.

As a gateway requirement, apprentices must complete the level 4 Diploma in Adult Care prior to taking their EPA. Apprentices without level 2 English and maths will need to achieve this level prior to taking the end-point assessment. For those with an education, health and care plan or a legacy statement, the apprenticeship’s English and maths minimum requirement is Entry Level 3 and British Sign Language qualifications are an alternative to English qualifications for whom this is their primary language.

The EPA must be completed over a maximum total assessment time of two days, within a three month period, after the apprentice has met the EPA gateway requirements. EPA must be conducted by an organisation approved to offer services against this standard, as selected by the employer, from the Education & Skills Funding Agency’s Register of End Point Assessment Organisations.

The EPA consists of two distinct assessment methods:

• Observation of Practice
• Professional discussion

It is a requirement for the learner to be able to demonstrate in both end point assessment methods, that throughout the course of the Apprenticeship, they have achieved the required knowledge but have also been able to put this into practice through the evidence of the skills and behaviours. Apprentices should demonstrate this through giving authentic examples of how they have applied these skills. Performance in the EPA will determine the apprenticeship grade of fail, pass or distinction.

Entry Requirements

What are the entry requirements?

Applicants must be employed in a care management role and have passed GCSE English and Maths at Grade C/4 or above or achieved Level 2 functional skills in both English and Maths.

Apprentices without level 2 English and maths will need to achieve this level prior to completion of their Apprenticeship.

For those with an education, health and care plan or a legacy statement the apprenticeships English and maths minimum requirement is Entry Level 3 and British Sign Language qualification are an alternative to English qualifications for whom this is their primary language.

Industry-specific requirements.

Undertake the Disclosure and Barring Service process and provide the result.

Qualifications

What qualifications will I achieve?

  • Level 4 Diploma in Adult Care.
College Attendance

This Apprenticeship programme is delivered in the workplace, so that apprentices can gain experience and skills from you in conjunction with further online learning. Day-release study days may be required, and will be planned individually with you as an employer. Apprentice attendance at college may be required for interviews, Functional Skills exams and end-point assessment exams.

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.

Information for Employers

How is my business going to benefit from an apprentice?

Apprenticeships are a means of developing a skilled, motivated and qualified workforce, resulting in increased flexibility of the workforce and increased organisational efficiency. Recruiting apprentices helps you to ‘grow your own’ future talent, enabling individuals without the relevant qualifications to progress their career.

What about support in the workplace?

Our occupationally competent and highly experienced assessors will work closely with your staff to support your apprentice as they complete work-based tasks and assignments.

Our staff will deliver high-quality training, regular support, progress reports, workplace observations and action plans to support your apprentice from entry through to the gateway for end-point assessment.

Our flexible and bespoke courses are designed to meet your business needs with tailored delivery methods, including:

E-Portfolio, E-Functional Skills, Regular Communication, Online Learning Resources.

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 over21 to 2218 to 20Under 18Apprentice
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.

Lead Practitioner in Adult Care Apprenticeship
Course Outline: Managing teams of frontline carers to look after vulnerable adults with care needs.

If you are ready to make an application then please click the Apply Online button in the menu below.

LevelLevel 4
LocationColchester
DurationTypically 18 Months
Campus / Adult Skills CentreColchester Campus
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 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.