The Apprenticeship Skills Coach (sometimes called Trainer, Learning Mentor, or Development Coach) plays a critical role in guiding learners through their journey. They support, assess, and coach apprentices to ensure they stay on track to achieve their qualifications and reach their potential.

Here’s how to write a compelling job specification for this key role, based on insights from the National Skills Agency, the UK’s leading apprenticeship recruitment specialist.

What Makes a Good Skills Coach Job Spec?

The best job specs:

• Clearly state delivery method (remote, hybrid, face-to-face)

• Highlight the caseload size and sector specialism

• Define expectations around EPA preparation, coaching, and assessment

• Focus on both support and compliance

Job Title Examples

• Apprenticeship Skills Coach – Business & Management

• Development Coach | Work-Based Learning | Remote

• Learning & Development Coach – Digital Apprenticeships

Example Job Overview

We are looking for a dedicated Apprenticeship Skills Coach to support and guide learners through their apprenticeship programmes, ensuring timely progression and successful completion. You’ll be delivering tailored coaching sessions, tracking performance, and preparing learners for end-point assessment.

Key Responsibilities

• Deliver one-to-one coaching and progress reviews (remote or in person)

• Track learner progress and maintain accurate records using the e-portfolio

• Support learners with their off-the-job training and EPA preparation

• Identify learner needs and provide appropriate support or referrals

• Ensure timely completions in line with funding rules

• Communicate effectively with employers and internal teams

Skills & Experience Required

• Relevant industry experience in subject area (e.g., business, care, IT)

• Assessor qualification (e.g., TAQA, CAVA, A1)

• Experience supporting apprentices in a work-based environment

• Strong understanding of apprenticeship standards and EPA processes

• Good IT skills and experience using e-portfolio systems

We’re Here to Help

At the National Skills Agency, we have a network of qualified apprenticeship coaches across the UK. Whether you’re hiring for Health & Social Care, Business, Digital, or Construction, we can support you with talent and well-crafted job specs that convert.

Contact us today: info@nationalskillsagency.co.uk
Visit: www.nationalskillsagency.co.uk

Hiring a strong Apprenticeship Operations Manager is vital to ensuring smooth delivery, compliance, and learner success across apprenticeship programmes. Whether you’re scaling nationally or enhancing internal quality, this role is your operational anchor.

At the National Skills Agency, we work with training providers of all sizes to help shape operations teams — starting with well-written, high-performing job specs.

Why a Clear Operations Manager Job Spec Matters

This is a senior role often responsible for:

• Performance management

• Resource allocation

• Ofsted and ESFA readiness

• Staff coordination

• Cross-team efficiency

A clear and detailed job specification helps you attract organised, high-performing candidates who can lead by example.

Job Title Examples

• Apprenticeship Operations Manager – National Delivery

• Head of Apprenticeship Operations | Remote with Travel

• Delivery & Operations Lead – Apprenticeship Programmes

Example Job Overview

We are seeking a proactive Apprenticeship Operations Manager to lead the end-to-end delivery of our apprenticeship provision. You’ll be responsible for managing performance, ensuring compliance, and supporting high-quality learner outcomes across multiple sectors and delivery models.

Key Responsibilities

• Oversee day-to-day operations of apprenticeship delivery

• Line manage delivery staff, coaches, assessors, and support teams

• Monitor KPIs including learner progress, timely completions, and retention

• Ensure ESFA compliance and support Ofsted inspection readiness

• Drive continuous improvement across delivery models

• Collaborate with curriculum and quality leads

• Produce performance and progress reports for senior leadership

Required Skills & Experience

• Proven experience in apprenticeship operations or delivery management

• Strong knowledge of ESFA funding rules and Ofsted EIF

• Confident leader with experience managing delivery teams

• Ability to interpret data and make strategic decisions

• Excellent communication and stakeholder engagement skills

Need Support Writing or Recruiting?

The National Skills Agency specialises in connecting training providers with experienced operations professionals who understand apprenticeship funding, inspection frameworks, and learner management. Whether you’re expanding or refining, we’ll help you get the right leadership in place.

 Get in touch: info@nationalskillsagency.co.uk
www.nationalskillsagency.co.uk

Hiring a strong Apprenticeship Compliance Manager is critical to funding success, audit readiness, and regulatory protection. With ever-changing ESFA rules and Ofsted pressures, getting the right person starts with getting the job spec right.

Here’s how to write one that attracts detail-driven, confident compliance professionals — with examples and insights from the National Skills Agency, the UK’s leading apprenticeship recruitment specialist.

What to Include in a Compliance Manager Job Spec

This role demands precision, confidence, and leadership in navigating ESFA rules and data integrity.

Your job spec should:

• Define the level of responsibility (hands-on, strategic, team management)

• Include specific systems and frameworks (ILR, PDSAT, DSAT, ESFA, Ofsted)

• Show the impact of the role — not just the rules

✅ Job Title Examples

• Apprenticeship Compliance Manager – ESFA & Ofsted Focus

• Funding & Compliance Lead | Apprenticeships | Remote/Hybrid

• Head of Apprenticeship Compliance & Quality

Example Overview

We’re seeking a meticulous and experienced Apprenticeship Compliance Manager to lead our data, funding, and audit functions. This role ensures our ESFA submissions are accurate and timely while supporting the quality and integrity of our apprenticeship delivery.

Key Responsibilities

• Oversee ILR submissions, ensuring accuracy and timeliness

• Manage PDSAT/DSAT reports and action planning

• Ensure compliance with ESFA funding rules and audit expectations

• Support Ofsted readiness through documentation and data quality

• Liaise with MIS and delivery teams to resolve compliance issues

• Lead on internal audits and continuous improvement

Skills & Experience

• In-depth knowledge of ESFA funding rules and ILR processes

• Experience using PICS, Maytas, or other MIS platforms

• Track record of managing audits and funding claims

• Analytical mindset with a high attention to detail

• Strong understanding of Ofsted EIF and compliance impact

Need Help Hiring or Writing the Spec?

The National Skills Agency works with the UK’s top training providers to place exceptional compliance professionals who protect funding and drive performance. Let us help you define your requirements and find your next compliance champion.

info@nationalskillsagency.co.uk
www.nationalskillsagency.co.uk

Hiring quality assurance (QA / IQA) professionals in education is crucial for maintaining high standards and ensuring continuous improvement. These professionals play a pivotal role in enhancing the quality of educational programs and services. Here are effective strategies to attract and hire the best QA talent in the education sector:

1. Define Clear Job Requirements: Start by outlining the specific skills, qualifications, and experience required for the role. A well-defined job description helps attract candidates who meet your criteria and understand the expectations.
2. Leverage Professional Networks: Utilise professional networks and industry associations to find qualified candidates. Attending education-focused conferences and events can also help identify potential hires with relevant experience.
3. Advertise on Industry-Specific Platforms: Post job openings on education and QA-specific job boards, such as the National Skills Agency, to reach a targeted audience. This increases the likelihood of attracting candidates with the right expertise.
4. Utilise Social Media: Platforms like LinkedIn are valuable for finding QA professionals. Use these platforms to post job openings and actively search for candidates with the desired background. Engaging content about your organization’s culture and values can also attract top talent.
5. Employee Referrals: Encourage current employees to refer qualified candidates. Employee referrals often lead to high-quality hires, as current staff members understand the company culture and job requirements.
6. Offer Competitive Salaries and Benefits: Attract top QA professionals by offering competitive salaries and comprehensive benefits packages. Highlighting opportunities for professional development and career advancement can also make your organization more appealing.
7. Conduct Thorough Interviews: Develop a robust interview process that assesses both technical skills and cultural fit. Include practical assessments or case studies relevant to QA in education to evaluate candidates’ problem-solving abilities and practical knowledge.
8. Highlight Organisational Culture: Quality assurance professionals often seek environments that value continuous improvement and innovation. Showcase your organization’s commitment to these values during the hiring process to attract like-minded individuals.
9. Invest in Onboarding and Training: A strong onboarding program helps new hires acclimate quickly and understand their roles better. Providing ongoing training and professional development opportunities ensures that QA professionals remain engaged and up-to-date with industry best practices.
10. Foster a Collaborative Environment: Quality assurance in education thrives in a collaborative setting. Emphasize teamwork and open communication within your organisation to attract professionals who value a supportive and cooperative workplace.

By implementing these strategies, you can effectively attract and hire quality assurance professionals who will contribute to the success and improvement of educational programs. Ensuring that you have the right QA talent in place not only enhances the quality of education but also supports the overall growth and reputation of your institution.

Here are my top 10 tips for successful recruiting:

1.     Craft Clear Job Descriptions: Define roles with precise job descriptions outlining responsibilities, required skills, and the company culture to attract suitable candidates.

2.     Leverage Diverse Platforms: Utilise multiple channels—job boards, social media, professional networks, specialist recruiters —to reach a wider pool of talent and increase visibility.

3.     Strong Employer Branding: Highlight the company's values, mission, and workplace culture to appeal to candidates seeking alignment beyond just a job.

4.     Streamline the Selection Process: Design an efficient and swift recruitment process. Avoid lengthy closing dates. If the right candidate appears offer them!

5.     Prioritise Diversity and Inclusion: Actively promote diversity in your hiring practices by fostering an inclusive environment and implementing strategies to attract diverse talent.

6.     Engage Passive Candidates: Build relationships with potential candidates, even if they're not actively seeking jobs, to create a talent pipeline for future roles.

7.     Offer Competitive Salaries and Benefits: Stay in tune with the market to attract and retain top-tier talent.

8.     Implement Effective Screening Techniques: Use assessments, case studies, and skill-specific evaluations to gauge candidates' abilities accurately.

9.     Promote Employee Referrals: Encourage current employees to refer potential candidates, as they often bring in experienced candidates who align with the company culture.

10.  Provide a Positive Candidate Experience: Ensure a smooth and respectful recruitment journey, regardless of the outcome, to maintain a positive image and potentially attract future applicants. A candidate shares a poor experience with many of their network and it is hard to win back that positive image.

Implementing these tips can significantly enhance the effectiveness of your recruiting efforts. Remember we are as good as the people we hire and develop. It’s worth getting it right! To chat about recruiting in the Apprenticeship, EdTech, Awarding or Training sector just reach out to me on: spencer@nationalskillsagency.co.uk 020 3953 1984 https://www.nationalskillsagency.co.uk/

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