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An example for a 12 month programme is 52 weeks – holiday entitlement 5.6 weeks = 46.4 X 6 hours per week = 278.4 hours OTJ training.
For term time delivered over 39 weeks you would need to plan and deliver the 278.4 OTJ hours at 7.14 hrs per week (278.4/39).
As you say the learning plan would identify this is term time only and should not be an issue at audit.
Martin's answer is a solution, but that's not we've historically dealt with Term Time Only. With our apprentices that only do 36 weeks, that's nearly 7.73 hours a week, which is more than 20% of each working week, and causes a problem.
We've always treated our TTO as part time, and extended their duration as such. For example, 37 hours a week when working, but only 36 weeks. 37 x 36 = 1,332. 1,332/46.4 normal working weeks = 28.7 hours on average a week. That means they're part time, so we've always extended the duration, which allows them to work 20% OTJ (7.4 hours a week) in just the weeks they're working. I'm really hoping we can continue to do similar. Whilst the difference between 7.73 and 7.4 doesn't sound a lot, it makes a difference to the employer and apprentice.
And yes, we asked that question about the new 4 weeks of no OTJ needing to be a break rule. That would be absurd to do that for every TTO apprentice every summer, so I'm hoping they clarify.
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Term Time OTJ
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Hi All,
The new Draft Rule for 22/23 states the following:
Apprentices with term-time only contracts
P42 The off-the-job training requirement for an apprentice with a term-time only contract (e.g. those in the teaching profession) should be no less, as a minimum, than any other apprentice.
P42.1 Off-the-job training is calculated as though the apprentice is working 52 weeks per year (minus statutory leave). Once the calculation is made, the training can be delivered across the weeks specified in the contract (usually 39 contact weeks), if this is what has been agreed between the employer and provider. This will mean delivering more than the equivalent of 6 hours per week during term-time in order to meet the minimum requirements of the off-the-job policy
On the basis that this new rule will remain in the final draft, I am assuming this means that they are expecting some gaps in learning where their “non-term time” occurs (during school breaks) and this will not be highlighted at audit as long as it is clear within the evidence pack that the candidate is “term-time only” and their contract of employment confirms this?
Would be great to know your thoughts.
Lisa