Sometimes it helps to look at examples of strategy and implementation documents developed by other organisations. You can use the resources below a basis for developing your own local resources.
- National Apprenticeship Service Achieving the benefits of apprenticeships and Employ an apprentice for your business: step by step.
- Health Education England Apprenticeships in Primary Care
- Examples of Apprenticeship Development Plans Community Education Providers Networks – TST
NHS Long Term Workforce Plan
The NHS Long Term Workforce Plan was published in June 2023.
This Plan sets out an expansion in training, changes to ways of working, and improvements to culture that will increase the NHS permanent workforce over 15 years, this could mean at least an extra
- 60,000 doctors
- 170,000 nurses
- 71,000 allied health professional (AHPs)
There will be an expansion of new roles such as physician associates and nursing associates. There will also be an increase in the number and proportion of apprenticeships, creating opportunities for people to join the NHS from a range of different backgrounds and with a wealth of different experiences.
It aims to increase the use of apprenticeships aiming to provide 22% of all training for clinical staff through apprenticeship routes by 2031/32, up from just 7% today. To support this ambition, the plan aims to reach 16% by 2028/29.
This plan also aims to introduce medical degree apprenticeships, with pilots running in 2024/25, so that by 2031/32, 2,000 medical students will train via this route. To support this ambition the plan aims to grow medical degree apprenticeships to more than 850 by 2028/29.
You can access the summary here.
Access the NHS Long Term Workforce Plan here
In order for apprenticeship programmes to be really successful it is important that there is buy-in across your organisation. You will need to communicate with a range of staff internally from front line managers to CEOs. Apprenticeships will need to be embedded into workforce planning so that, over time, apprentices become a key and sustainable part of the workforce. Things to consider when engaging with your organisation over apprenticeships:
- What is your local target?
- Is there a policy or business case in place to define the organisation’s approach to apprenticeships?
- Have you carried out an options appraisal of the types of apprenticeship available, how much they cost and where they fit?
- Do you have an apprenticeship delivery plan?
- Have you carried out a training needs analysis?
- Where will apprentices be recruited from – internal or external applicants?
- What does an increased number of apprentices mean for individual work areas?
- What kind of mentoring, support and pastoral care do you need to put in place?
- What kind of reporting (both qualitative and quantative) do you need to put in place?
Meeting Targets / Public sector apprenticeships data return
Public sector bodies with 250 or more staff that were previously in scope of the public sector target (2017 to 2022) are asked to continue collecting and reporting data on their apprenticeships.
This includes data on their:
- new apprenticeship starts
- total number of apprentices
- organisational headcount
This data will be published annually to support transparency and external accountability, and to help maintain the momentum that public sector bodies employing apprentices have built up.
- Government’s Public sector apprenticeships data return