Apprentices
Understand your role as the apprentice, and how you can work with the training provider, employer and the CIPD as the end-point assessment organisation
Understand your role as a training provider, and how the CIPD, as the end-point assessment organisation, can support you
As the training provider you are required to:
To deliver the apprenticeship, a training provider must be:
It is the responsibility of the employer to choose which end-point assessment organisation it wishes to use from the government register of approved providers, although they will most likely be guided by the training provider on this.
The CIPD is registered as an end-point assessment organisation. The CIPD has significant expertise in HR standards and assessment, and has designed and developed the content of the end-point assessment in line with these, as well as its principles of championing better work and working lives.
All of our assessors have the following expertise:
Training providers who work with the CIPD gain full access to the digital platform as well as CIPD guides and support materials.
The new fees for end-point assessment are:
The resit fees are:
Retakes are charged at full EPA cost
Resits and Retakes can only be booked once the CIPD is in receipt of a written agreement from the Employer to cover the cost.
Selection of the end-point assessment organisation should be made at the initial scoping stage of the HR/L&D apprenticeships. The CIPD is happy to meet with Employers who want to understand more about the benefits of using the CIPD as their end-point assessment organisation. Likewise, as the training provider, if you would like to talk to us about selecting the CIPD as your end-point assessment organisation, email us on myepa@cipd.co.uk.
Read on for information on what's involved in the Level 3 and Level 5 HR and L&D apprenticeships. For apprentices completing their end-point assessment with us, we offer a range of support materials to equip them for success.
Apprenticeship standard: HR Support
This Level 3 Apprenticeship is the entry route for a career in HR. Some typical responsibilities may include:
HR Support professionals deliver front-line assistance to managers and employees. They take ownership for providing advice on a wide range of issues, using company policy and current law.
Applicants must be 16 or over and living in England.
The Level 3 Apprenticeship is comparable to an 'A'-level standard of education. Whilst applicants do not necessarily need 'A' levels for successful completion of this apprenticeship, they do need to demonstrate capability of operating competently at the Level 3 standard of work.
This may be judged according to the following descriptors:
Knowledge – shows an ability to learn factual, procedural and theoretical knowledge and understanding according to the HR Support Standard. As well as learning, retaining and processing this well-defined information, Level 3 apprentices show their ability to complete tasks and address problems that may be complex and non-routine. They can interpret and evaluate relevant information and ideas, and are aware of the different perspectives or approaches within HR.
Autonomy and accountability – Level 3 apprentices show aptitude to exercise responsibility, autonomy and judgement within limited parameters. They are able to take responsibility for initiating and completing tasks and procedures including, where relevant, responsibility for supervising or guiding others.
The selection criteria for recruiting an apprentice for an HR Support vacancy is the choice of the employer.
Before starting an apprenticeship, the training provider must conduct and document an initial assessment. The initial assessment covers:
The initial assessment ensures the apprentice is enrolled on the right level apprenticeship programme for their capability. It should also be an opportunity to cross-check the job role (or roles) with the Level 3 Apprenticeship Standard - HR Support and confirm whether the role offers the right opportunities for gaining the knowledge, skills and behaviours needed to achieve the apprenticeship training and successfully pass the end-point assessment activities.
Assessment of prior learning must be quantified with any relevant work experience and/or skills already attained. This is particularly relevant for existing employees. If an apprentice does not have a requirement for 20% off-the-job training, they will most likely have already attained the required level of competence and will therefore be ineligible for this apprenticeship.
The initial assessment provides an opportunity to assess the learning needs of apprentices who do not have the minimum requirements of Level 2 English and Maths (A to C grades). Apprentices without these grades must acquire them as part of their apprenticeship training programme and before they start their end-point assessment.
The apprenticeship training period must last a minimum of 12 months up to a maximum of 20 months. In addition, the end-point assessment takes 12 weeks plus an extra four weeks (should a re-sit be required).
All apprentices have to complete an end-point assessment to complete their apprenticeship. An apprentice will work with their employer and training provider to decide on whether they are ready for their end-point assessment. To check whether an apprentice is ready for end-point assessment they need to go through the 'gateway'.
With the support of their training provider, an apprentice will need to provide the following evidence to successfully pass the gateway. This will include:
When an apprentice has successfully completed the gateway, they will move on to the end-point assessment.
As part of the assessment process, an apprentice will need to complete:
Through the Consultative Project and the Professional Discussion, an apprentice will be assessed against the knowledge, skills and behaviours required for Level 3.
Both types of assessment are assessed by an experienced Assessor from the CIPD, as the independent end-point assessment organisation. All of the CIPD Assessors are Chartered Members or Chartered Fellows, have a strong background in HR and have been assessing against HR standards for at least five years.
The Consultative Project gathers evidence against the knowledge and skills components. In this assessment, the apprentice will work on a real project in the workplace relevant to their role. As part of the gateway, an apprentice will present the project they'll undertake by completing the Consultative Project Scope.
Once this has been approved, an apprentice has 10 weeks to complete and write up the Consultative Project.
The day after an apprentice submits their Consultative Project they will have a Professional Discussion with a CIPD Assessor. This Professional Discussion is via video conference and takes between an hour to an hour and a quarter. The purpose of the Professional Discussion is to gather evidence against the skills and behaviours required in the apprenticeship standard. An Assessor may also ask a few questions on the Consultative Project.
An apprentice will be awarded a Fail, Pass or Distinction. To achieve a Pass, an apprentice needs to have met all the components being assessed. To achieve a distinction, an apprentice needs to have passed all components as well as exceeding expectations in a number of components being assessed. Distinctions are by exception and recognise a small number of apprentices who are seen as outstanding.
If an apprentice fails, they are entitled to one resit. Further resits need to be agreed by the employer.
The CIPD, as the end-point assessment organisation, applies for the apprenticeship certificate within two weeks, upon successful completion of the end-point assessment.
Apprentices that successfully complete their end-point assessment with the CIPD can apply for Associate Membership by filling in our application form.
Information about the CIPD’s end-point assessment for the Level 3 L&D Practitioner Standard can be found below.
The CIPD, as the end-point assessment organisation, applies for the apprenticeship certificate within two weeks upon successful completion of the end-point assessment.
Apprentices that successfully complete their end-point assessment with the CIPD can apply for Associate Membership by filling in our application form.
Apprenticeship standard: HR Consultant/Partner
Level 5 apprenticeships are aimed at HR professionals who are leading on people initiatives or playing a key contributing role in larger organisations. Their work may include:
Applicants are usually 18 or over and living in England.
Employers will typically set the minimum entry requirements for this apprenticeship at two or more 'A' levels, or an occupationally suitable Level 3 or 4 apprenticeship.
The Level 5 apprenticeship is comparable to a Diploma of Higher Education (DipHE). Whilst applicants do not need a previously attained DipHE for successful completion of this apprenticeship, they do need to demonstrate capability of operating competently at a Level 5 standard of work. This may be assessed according to the following descriptors:
Knowledge – Capable of practical, theoretical or technological knowledge and understanding of the Level 5 Apprenticeship standard - HR Consultant/Partner. The ability to use first-hand experience or observations of work to find ways forward in broadly defined, complex contexts. Capacity to analyse, interpret and evaluate relevant information, concepts and ideas. They show awareness of the nature and scope of the area of study or work. They are able to understand different perspectives, approaches or schools of thought and the reasoning behind them.
Skills – They show an ability to determine, adapt and use appropriate methods, cognitive and practical skills to complete work activities, inform actions and address broadly defined, complex problems. They have the potential to use relevant research or development to inform actions. They are capable of evaluating actions, methods and results.
Autonomy and Accountability – Level 5 apprentices take full responsibility for planning and developing courses of action including, where relevant, responsibility for the work of others and allocation of resources. They exercise responsibility, autonomy and judgement within broad parameters. They are accountable for the analysis and diagnosis, design, planning, execution and evaluation.
The training period for the Level 5 Apprenticeship Standard – HR Consultant/Partner must last a minimum of 12 months (and no longer than 32 months). The end-point assessment will require an additional 12 weeks to complete. Should a re-sit be required a further four weeks should be added to the timeline for completion.
This obligation must be made clear to the employer when contacting terms and condition for the apprenticeship/s.All apprentices have to complete an end-point assessment to complete their apprenticeship. An apprentice will work with their employer and training provider to decide on whether they are ready for their end-point assessment. To check whether an apprentice is ready for the end-point assessment they need to go through the 'gateway'.
With the support of their training provider, an apprentice will need to provide the following evidence to successfully pass the gateway. This will include:
When an apprentice has successfully completed the gateway, they will move on to the end-point assessment.
As part of the assessment process, an apprentice will need to complete:
Through the Consultative Project and the Professional Discussion, an apprentice will be assessed against the knowledge, skills and behaviours required for Level 5.
Both types of assessment are assessed by an experienced Assessor from the CIPD, as the independent end-point assessment organisation. All of the CIPD Assessors are Chartered Members or Chartered Fellows, have a strong background in HR, and have been assessing against HR standards for at least five years.
The Consultative Project gathers evidence against the knowledge and skills components. In this assessment, the apprentice will work on a real project in the workplace relevant to their role. As part of the gateway, an apprentice will present the project they'll undertake by completing the Consultative Project Scope.
Once this has been approved, an apprentice has 10 weeks to complete and write up the Consultative Project.
An apprentice will be awarded a Fail, Pass or Distinction. To achieve a Pass, an apprentice needs to have met all of the components being assessed. To achieve a distinction, an apprentice needs to have passed all components as well as exceeding expectations in a number of components being assessed. Distinctions are by exception and recognise a small number of apprentices who are seen as outstanding.
If an apprentice fails, they are entitled to one resit. Further resits need to be agreed by the employer.
The CIPD, as the end-point assessment organisation, applies for the apprenticeship certificate within two weeks upon successful completion of the end-point assessment.
Apprentices that successfully complete their end-point assessment with the CIPD can apply for Associate Membership by filling in our application form.
Information about the CIPD’s end-point assessment for the Level 5 L&D Consultant/Business Partner Standard can be found below.
The CIPD, as the end-point assessment organisation, applies for the apprenticeship certificate within two weeks upon successful completion of the end-point assessment.
Apprentices that successfully complete their end-point assessment with the CIPD can apply for Associate Membership by filling in our application form.
Understand your role as the apprentice, and how you can work with the training provider, employer and the CIPD as the end-point assessment organisation
Understand your role as the employer, and how the CIPD, as the end-point assessment organisation, can support you