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Funding your apprenticeship scheme

Understanding the funding available for the training element of your horticulture apprenticeship programme, plus ideas for how to fund apprenticeship salaries.

Hanging basket preparation in Richmond, London.

Photo by Robert Gray

How funding for apprenticeships works

Apprenticeship funding is available via the National Apprenticeship Service (NAS) for both public and private sector employers. The funding covers the off-the-job training element of the apprenticeship only. An apprenticeship is a job and it is the employer’s responsibility to fund the apprentice’s salary.

The funding is paid directly to the learning provider (usually a college) in three stages: a sum at the beginning of the apprenticeship, monthly payments throughout and then a final payment at the end. It pays for the training, administrative support and pastoral care that they deliver during the apprenticeship.

Funding for different age groups

The amount of funding available varies according to the age of the apprentice.

Age of apprentice	Funding available
16-18	Fully funded: The learning provider receives funding for the full training cost.
19-24	Co-funded: The funding covers a proportion of the training cost. The learning provider may ask the employer to cover some or all of the remainder. Instead of a cash payment, the learning provider may accept an in-kind contribution which reduces the cost of delivery.
25 plus	Co-funded and capped: The funding covers a proportion of the training cost. The learning provider may ask the employer to cover some or all of the remainder. Instead of a cash payment, the learning provider may accept an in-kind contribution which reduces the cost of delivery. Funding is capped for apprentices aged 25 and over, so learning providers can only access funding for a fixed number of apprenticeships in this age group.
18-24	Employment of apprentices may be subsidised by The Future Jobs Fund, which requests bids from organisations, national organisations or partnerships for at least 30 new jobs. It is aimed at 18-24 year olds who have been out of work for nearly a year to deliver real benefits to communities. About 10000 of the 150000 jobs created are expected to be green jobs. The Fund was announced in Budget 2009 and the money is to be spent between October 2009 and March 2011.

Salary costs

The minimum salary for an apprentice is £95 per week, although the NAS recommends paying a higher salary wherever possible. The national average is £210 per week (source: NAS).

Here are some of the ways in which green space employers are funding the salary elements of their apprenticeship programmes.

Internal budget allocation

Budgets for apprentice salaries need to be written into your organisation’s business or service plan. This makes the apprenticeship scheme very secure.

Some local authorities convert jobs left vacant through retirement or natural wastage into apprenticeships, as part of their workforce succession planning strategy. Because an apprentice’s salary is lower, this approach frees up budget to cover training costs. Other local authorities have drawn on internal training budgets to cover salary and training costs.

When contractors are invited to tender, it is important to include a requirement for a specified number of horticultural apprentices each year. While some see this as a high cost input, most realise the business benefits and cost it low. A good contractor would incorporate apprenticeship into its own training plans.

Grants

There is no regional variation in the amount of central funding available for apprenticeships, but you may be eligible for regional grants to help with the costs of your apprenticeship programme. Contact your regional development agency to find out if they provide any top-up funding for apprenticeships. Organisations in some areas have accessed European Social Fund money to provide bursaries for apprentice salaries.

Train to Gain wage subsidy for small businesses

Businesses with fewer than 50 employees can apply for Train to Gain wage subsidies to offset the costs of having an apprentice spend time away from the workplace.

Free and low-cost sources of additional training

You can enhance your apprentice’s training by taking advantage of free and low-cost training opportunities such as those outlined here.

Historic and botanic gardens bursary scheme

The historic and botanic gardens bursary scheme organises and funds secondments and staff exchanges to give horticultural workers experience of working in different garden settings. For example, they could fund secondment of staff from one local authority to another. The scheme also runs free and low-cost practical master classes on horticulture topics.

Training delivered by other green space organisations

If you know of a local authority or other green space employer that has expertise in a particular aspect of horticulture, find out if they would be interested in delivering training to your apprentices, either for a low cost or in exchange for training that you can provide. For example, if your team has strong skills in carpet bedding and a nearby organisation has strong skills in plant propagation, then a reciprocal training arrangement would benefit both organisations. Your GreenSpace regional forum may be able to provide useful contacts to help you with this.

Learning from good practice

Seeking out funding and training opportunities

Oldham Council’s parks team meets the costs of training its apprentices by drawing on internal training budgets, accessing external funds and negotiating free training opportunities with other organisations.