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No, you only have to hit the minimum OTJ for either the Planned or Actual Duration, whichever was shorter.
If the duration was shorter than planned, and so OTJ lower than planned, as long as it meets the minimum for the actual duration, and that was at least 12 months, it ok. You do have to fill in some extra paperwork to get it signed off by the employer.
With an apprentice who hits the original planned OTJ, nothing else needs doing.
That last question is difficult. ESFA were going to start looking at this and claw back where we were behind on OTJ at point of withdrawal. They did change their minds on that, as we pointed out that we might have had plans in place to catch them up, and it wasn't our fault if they left before that happened. If you did have an apprentice well behind on OTJ, you absolutely should have recorded that in the training plan with details on how you intended to catch up. If an auditor found several withdrawals who were well behind on OTJ, with no plan on how to catch that up before they left, they would have a problem with that.
Gary Petley
OTJ and Out of Funding
Created
Hi,
If a learner was on an apprentice for 18 months with planned OTJ Hours of 450. If they actually took 36 months to complete would an auditor expect to see 900 hours at gateway? Sticking to the 6 hours a week?
Is it more we agreed with the employer and learner we would train them for 450 hours to be knowledgeable and skilled and it took us longer to deliver it?
On a similar note the learner was active every 28 days/month and they withdrew after 18 months with half the OTJ hours - would the auditor expect half the money back as you only delivered half the hours? I don't see how you can input this on the ILR though.
Cheers