Vehicle Damage Paint Technician Apprenticeship
The Vehicle Damage Paint Technician Apprenticeship programme is designed to give you the relevant training and education required to become a successful employee within the motor industry. Learning through practical and theory sessions at College is teamed with work-based experience and training in order to achieve a level 3 qualification.
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.
Overview of the role
Preparing, spraying and finishing vehicles that have been involved in collisions and other incidents.
Vehicle Damage Paint Technician Typical job titles:
Painters, Vehicle Paint Sprayer, Paint Technician, Prepper/Painter, Refinish Technician, Car Sprayer, Applications Technician.
Occupational profile
A Vehicle Damage Paint Technician works in the vehicle body repair sector of the motor industry. The role is to prepare, spray and finish vehicles that have been involved in collisions and other incidents in an efficient manner. The vehicles can include Cars/Light Commercial Vehicles. This includes ensuring correct colour match and final finish to the company and customers exacting standards. This is usually within a collision repair workshop or smart repair workshops/mobile repair micro business and working alongside another fully qualified Paint Technician.
They understand the general principles of spray painting technology, paint composition, paint mixing and the various methods of paint spraying vehicles.
They prepare vehicles fully before painting to include masking, sanding and other necessary preparation work.
They are also responsible for keeping all company tools and equipment safe and in a clean, workable condition paying particular attention to the reduction of any fire hazards.
Their role includes repair, surface preparation and painting to the manufacturer paint specification. A technician is able to follow defined processes to restore the vehicle to a high-quality paint finish. This includes being able to demonstrate colour identification and select the correct materials such as primers, base coats and lacquers applied using spray equipment and utilising modern drying/curing techniques such as Ultra Violet (UV), Infrared and catalytic solutions used in the refinishing of vehicles. Create a safe environment working efficiently and reducing waste.
They usually work as part of a team and under supervision.
The Requirements – Knowledge, Skills and Behaviours
Vehicle Damage Paint Technicians demonstrate the following knowledge, skills, and behaviours:
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Entry Requirements
Entry requirements:
Individual employers will set their own selection criteria for applicants.
Candidates should already have an NVQ Level 2 in Vehicle Paint Operations. You will need to be dedicated and committed to your study and be responsible for your own learning. You will be required to attend an interview with the work based learning team and be asked to complete basic skills assessments in literacy and numeracy followed by a paper based trade assessment. Students on this course are required to be employed in a suitable work placement with a motor paint operations company and have four GCSEs (grades A*-E), or equivalent, including English and maths.
Additional Qualifictions
Qualifications:
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 apprenticeships 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.
Assessment
This section sets out the requirements for the End-Point Assessment (EPA), designed to prove occupational competence of apprentices following comprehensive training, development and occupational mentoring.
Full time apprentices will typically spend 36 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.
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 apprenticeships English and maths minimum requirement is Entry Level 3 and British Sign Language qualifications are an alternative to English qualifications for those whom this is their primary language.
They are also required to complete a mandatory portfolio of evidence that will be used as a basis for the “professional discussion” method of assessment which is described later on in this plan.
The EPA must be completed over a maximum total assessment time of 13 hours 15 minutes within a three-month period, after the apprentice has met the EPA
gateway requirements.
The practical skills task is to be completed over a two day period.
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 three distinct assessment methods:
Knowledge test = 90 minutes, professional discussion= 45 minutes and practical
skills test = 11 hours)
Professional Discussion (supported by a portfolio of evidence)
Practical Skills Test
What Can I Do Next?
Following further training and development, career pathways may include progression to roles such as insurance assessor, automotive loss adjuster, visual damage assessor or possible progression to the Institute of Road Transport Engineers programme.
College Attendance
College attendance will be required over the duration of the course and will be determined post-application.
Starting in September, apprentices are required to attend college on day-release, which means that they attend college one day per week in term-time and are required to complete self-directed study during half terms, unless they are required to attend for exams or assessments in half term for example. This is over a three year period depending on prior knowledge and skills.
The start-date for attending college for training will be communicated post-employment and sign-up.
***Applications for full-time courses and joint apprenticeship applications are now closed.***
What are my options?
There are a number of options available to you at this stage of the application cycle if you would like to start an apprenticeship.
The most important thing to remember is that in order to study an apprenticeship you must have an employer willing to take you on as an apprentice and have an offer of employment in place by September, ready for enrolment.
I have an employer lined up ready with an offer of employment
If you do have an employer with an Apprenticeship contract of employment in place, or you are already in employment and your employer would like to put you through an apprenticeship then please contact our Apprenticeship Admissions Team using our Late Apprenticeship Application Form, where they will work with you and your employer to complete the sign-up and enrolment onto the programme. Please do not fill in this form if you don’t have an employer in place.
Please choose the option for your age-range from the below:
15 – 18 years old: Please fill in the below application form – Remember, this form is only for applicants who have an employer lined up ready with an offer of employment. If this does not apply to you, please view the information in the section underneath.
15 – 18 Years Old Late Application Form
19 years or older: Please click the button ’19+ Years – How to Apply’ located underneath this section, where you will be taken to the application form.
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
I don't have an employer lined up ready with an offer of employment
What if I don’t have an employer?
If you do not have a contract offer of employment from an employer in place then there are a number of options still available to you:
Apply for a live Apprenticeship Vacancy: We have apprenticeship vacancies available throughout the year in a variety of industries. You can view and apply for a live apprenticeship vacancy using the link below.
Join Our Talent Pool: All you have to do is complete and submit our Talent Pool application form, attend a pre-screening assessment/interview and be available when contacted. We will then send your details along with your profile to employers looking for an apprentice, inform you if you are selected and send you guidance to prepare you for interview.
Attend an Advice Day: Our August Advice Days will take place from GCSE Results Day on Thursday 24th August 2023, at both our Colchester and Braintree campuses. Apprenticeship advisers will be on hand to assist you with your options at this stage.
Bookings open at 08:00am on Thursday 24th August. When booking your appointment, please select apprenticeships rather than the subject you wish to do an apprenticeship in, as there are not apprenticeship programmes available for every full-time subject area. Our apprenticeship team will then advise you on what apprenticeship programmes are on offer.
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
Information for Employers
What about support in the workplace?
Skilled and knowledgeable staff must be available to support the apprentice as they complete work-based tasks.
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.
Apprenticeships - Parent's FAQ
As a parent, you want the best for your children and that often means helping them to make the right decisions regarding their future (including what to do after school/college). There are a lot of options for school leavers and with such a competitive job market, a professional apprenticeship could be the right answer to ensure your son/daughter secures a career well-suited to their specific wants/needs.
Colchester Institute is the largest college provider of apprenticeships in Greater Essex and can boast achievement rates higher than national averages. This section aims to provide answers to some of the most commonly asked questions we get from parents and carers about apprenticeships.
Apprenticeships give your child the chance to work towards a fully paid qualification from Level 3 (A level equivalent) to a university degree whilst training for a high skilled job. Plans to introduce more Higher Apprenticeship routes will provide learners with a real choice between work-based and traditional degree education.
The Facts
- The apprenticeship is designed by employers giving apprentices the skills directly relevant to the job role
- Apprentices study for around one day a week, or in a block. Some apprentices do not attend college and complete learning through our online platforms
- Courses can last from 1 year to 6 years if completing a degree apprenticeship
- All tuitions fees are paid by the government and the employer
- Apprentices are becoming the future leaders
- Employers are looking for initiative and enthusiasm as well as grades
- Apprentices will learn the skills employers look for but say that graduates seeking employment don’t always have:
- Creativity, Communication, Problem Solving, Project Management and Team Work
- 90% of apprentices stay in work when they finish
- 71% of apprentices remain with the same employer
- 83% of parents say they would do a degree apprenticeship themselves if they could wind back the clock
- Apprentices must be employed for between 16 and 40 hours per week
What is an apprenticeship?
An apprenticeship is a job, with formal training that will enable your son or daughter to earn nationally-recognised qualifications whilst earning a wage Experience is the key to a great career and by putting the job at the heart of what an apprentice learns, we ensure that they learn the skills that employers really needs them to have.
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.
Government funding is available to cover the cost of most apprenticeships, which means your son/daughter will not have to pay for any of their training – they will be debt free! Our apprenticeships last between one and six years (depending on which programme the apprentice chooses) and we provide progression routes from GCSE all the way to degree and MSc level qualifications with our own University Centre Colchester.
Will I lose any of my benefit entitlements if my child commences an apprenticeship?
Tax credits will not be affected by your child entering on to an apprenticeship; however, child benefit payments will stop once your child reaches 16 years old and officially leaves school year 11 and enters employment to commence the apprenticeship.
Vehicle Damage Paint Technician Apprenticeship
Course Outline: Provides the relevant training and education required to become a successful employee within the motor industry
If you are ready to make an application then please select the correct application button from the menu below.
| Level | Level 3 |
|---|---|
| Location | Colchester |
| Duration | This apprenticeship typically takes three years to complete |
| Campus / Adult Skills Centre | Colchester Campus |
| Apprenticeship Funding Band (Levy paying employers) | £15,000 |
| Employer Contribution Fee (Non-levy paying employers) | £750 |
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.
