An Apprenticeship Assessor plays a vital role in supporting learners throughout their vocational journey, ensuring they develop the skills, knowledge, and behaviours required to succeed in their chosen industry. A typical day for an Apprenticeship Assessor is dynamic, rewarding, and full of variety, often balancing remote work, learner visits, and administrative tasks.

The day usually begins with reviewing the learner schedule and preparing for upcoming visits. Assessors often work remotely, travelling to learners’ workplaces or conducting virtual assessments. Time management and organisation are key, as Assessors may support multiple learners across different employers and locations.

Morning visits typically involve observing apprentices in their working environment, assessing practical tasks, and providing constructive feedback. For example, in sectors like Business Administration, Construction, or Health and Social Care, Assessors ensure learners are applying theoretical knowledge in real-world settings. During these observations, they’ll take notes, gather evidence, and assess competency against the relevant apprenticeship standards.

After workplace visits, Assessors may hold 1:1 sessions with learners to review progress, discuss learning goals, and set action plans. These sessions can be face-to-face or delivered via video calls, depending on the learner’s schedule and employer preferences. Supporting learners’ development and wellbeing is a key part of the role, so Assessors often act as mentors, motivators, and problem-solvers.

In the afternoon, the focus typically shifts to administrative work. This includes updating e-portfolios, marking written assignments, and documenting evidence of progress in line with awarding body and ESFA (Education and Skills Funding Agency) requirements. Assessors also liaise with internal quality assurers (IQAs) and curriculum teams to ensure high standards of delivery and compliance.

Regular communication with employers is also essential. Apprenticeship Assessors provide feedback on learner performance and discuss how workplace experiences align with the apprenticeship standard. Strong employer relationships contribute to successful outcomes and future learner engagement.

Towards the end of the day, Assessors may take time to reflect, complete planning for upcoming visits, or engage in CPD (Continuing Professional Development) to stay updated with industry and curriculum changes.

Working as an Apprenticeship Assessor offers a fulfilling career for those passionate about education, skills development, and making a real difference in people’s lives. It’s a role that blends education, industry knowledge, and personal support – and for those looking to become or recruit Assessors, the National Skills Agency offers expert recruitment solutions tailored to the apprenticeship and training sector.

At the National Skills Agency, we understand the unique challenges of recruiting in the Apprenticeship and Training space. Here’s why working with a sector specialist like us is your best decision:

1. Save Valuable Time
Recruiting the right talent is time-consuming. With our deep industry knowledge and extensive candidate network, we streamline the process, delivering pre-screened, highly qualified candidates who match your needs. No more sifting through irrelevant applications!

2. Reduce Costs
Bad hires and prolonged vacancies can be expensive. Our expertise ensures you secure the right talent the first time, minimising recruitment costs and maximising your ROI.

3. Avoid Wasted Energy
Understanding the intricacies of the Apprenticeship & Training sector is crucial. We take the guesswork out of recruitment, allowing you to focus on driving your business forward.

Let us do the heavy lifting so you can focus on what matters most—delivering learner centric training and growing your organisation.

 Contact us today to see how we can help! 020 3 953 1984 spencer@nationalskillsagency.co.uk

Key Internal Roles Within a UK Training Provider

Training providers play a crucial role in equipping individuals with the skills needed to thrive in today’s competitive job market. These organisations rely on a range of internal roles to ensure that their programs are effective, compliant, and tailored to the needs of learners and employers. Here's a look at some of the essential roles within a UK training provider:

1. Operations Manager

The Operations Manager oversees the daily functions of the training provider, ensuring that all programs run smoothly and efficiently. They are responsible for managing staff, coordinating training schedules, and maintaining high standards of service delivery.

2. Quality Manager

Quality Managers are crucial in maintaining compliance with industry standards and regulatory requirements. They oversee the quality of training delivery, implement continuous improvement strategies, and ensure that learner outcomes meet or exceed expectations.

3. Tutor/Trainer/Assessor

Tutors, trainers, and assessors are the backbone of any training provider. They deliver training, assess learner progress, and provide feedback to help students achieve their qualifications. They play a direct role in shaping the learner experience and outcomes.

4. Business Development Manager

Business Development Managers are responsible for identifying new opportunities and partnerships. They work to expand the provider's reach, build relationships with employers, and secure funding or contracts to support the growth of training programs.

5. Learning Support Coordinator

Learning Support Coordinators provide additional assistance to learners who need extra help. They work closely with tutors to offer personalised support, ensuring that all learners have the opportunity to succeed.

6. Compliance Officer

Compliance Officers ensure that the training provider meets all regulatory and funding requirements. They keep up to date with changes in legislation and help implement necessary adjustments to maintain compliance.

At the National Skills Agency, we specialise in recruiting for these key roles within the skills sector. Whether you’re a training provider looking for top talent or a professional seeking a new opportunity, our expert team is here to support your recruitment needs. Get in touch with us today to find out how we can help you build a successful team.

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Our recruitment services are designed to meet the unique needs of your training or awarding business. The National Skills Agency can help you find exceptional work-based learning assessors, employability trainers, apprenticeship assessors, and more. With an experienced and well connected team, we cover the education, skills, and training sector UK wide.

Urgent Roles

We understand that urgent situations arise where you may need a trainer or assessor on short notice, sometimes even within hours. The National Skills Agency has a pool of experienced candidates ready for their next role in training and assessing, across further education colleges, training providers, and end-point assessment organisations. We are confident we can help you find that perfect candidate!

Just let us know what you need, and we’ll make sure it happens.

www.nationalskillsagency.co.uk   020 3953 1984

Recruiting & retaining great talent within the FE & Apprenticeship Market

One of the key challenges for all employers in 2023 and beyond is the attraction and retention of talent. 

As we know the last couple of years has been a roller coaster of emotions which has seen employers and candidates reconsider the work life balance and how it is rewarded.

Lots of employers shed staff as the pandemic caused uncertainty and panic. Those that were furloughed got to experience more time at home with no work pressures and this has led to many rethinking what they want out of life, this has now translated into a much tougher working wish list for candidates.

As the specialist recruiter in Apprenticeship and Training we have seen these changes first-hand. The current market is certainly candidate led, there is a real battle for talent and a shortage of good people across the sector.

I have put together some key points for training providers to consider.

• Start the process as early as possible, be ahead of the game
• Be as flexible as you can re hybrid or remote working
• Put together a detailed spec ensuring it outlines all the benefits, the culture, targets, etc
• Check out Glass Door- it is worth seeing how your organisation is perceived
• Try to make the interview process as short as possible. When the process stretches to 3 or 4 interviews, or the time frame drags into 3-4 weeks you are very likely to lose the candidate!
• In the current market candidates often have 2-3 interviews underway and may have several offers to choose from. If you take too long or make the process to painful the chances, are you will be starting the hiring process again
• Ensure your salaries and benefits are in line with the market, there is still quite a lot of disparity. Those who are paying at the lower end of the market are seeing a steady stream of resignations and this is holding back their growth plans and unsettling clients
• If you make an offer, get the paperwork/email out ASAP
• Cultural fit is important - can they meet team members and get a tour of the office

Retaining your people is also key. Losing a talented team member causes more than just a vacancy. It takes time and energy to replace them. Often their workload is shared by the existing team before a new person is fully up to speed. This can affect the general morale and sets the wrong tone. Their loss can also impact client relationships and have bigger implications if the transition isn’t as seamless as possible.

A few thoughts on retention but worth re-iterating:

• Regular reviews
• Sensible targets
• Team events
• Recognise employee’s hard work
• Upgrade your equipment where possible
• Flexible approach to working schedules
• Professional development opportunities
• Promote from within if possible
• Good communication and collaboration

I believe our sector is in a unique and influential position to help the UK economy. Remote delivery has enabled training and coaching to continue throughout the pandemic giving greater flexibility to all parties. 

There are skills shortages right across the UK that can only be addressed through the effective use of apprenticeships and training. We have an opportunity to embed this learning culture into all businesses and this starts with all of us in the sector hiring and motivating the best people to share and deliver this agenda.

If you wish to explore how the National Skills Agency can help then please do reach out for an informal chat. Please also view on FE News

FE News

Spencer Mehlman

Managing Director

National Skills Agency

T- 020 3953 1984 M- 07775 805714

spencer@nationalskillsagency.co.uk