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Adult Learning

Apprenticeship Magazine

Celebrate the power of apprenticeships and discover how they can transform careers and businesses.

Welcome

From Lisa Jarentowski

Principal, Adult Community Learning Essex

We’re here to help you achieve the goals you have set your sights on throughout your life. ACL is not just about second chances; it’s about third, fourth and fifth chances.

As well as skills and qualifications, ACL is also about making sure that learners flourish. This means their health, wellbeing and independence, their sense of community belonging, and their confidence and belief in themselves. Lifelong learning matters to us!

Whatever your ambitions for learning might be, we’re here to support you on your journey.

About Us

ACL Essex is the largest provider of adult education in the county. We’re at the heart of our communities across Essex making a difference to residents and businesses, so everyone has the chance to make a difference for themselves, those around them, and the places that they live in.

Our Apprenticeship Programmes

Our programmes blend practical workplace experience with structured training, helping individuals build skills and confidence while supporting employers to develop a motivated, capable workforce. Whether you’re starting out or growing talent in your organisation, we offer a clear, supportive pathway to progress.

Business & Management

Level 3 Business Administrator

Level 3 Team Leader

Level 5 Operations Manager

Level 5 Coaching Professional

Upskilling with Apprenticeships: Ruth’s Story

Ruth recently completed her Level 5 Operational Management apprenticeship, achieving a distinction, the highest possible grade. We caught up with her to learn more about her journey and experiences throughout the apprenticeship. Here’s what she shared with us:

Please tell us a little bit about your current role:

I currently work as a Business Centre Manager within Essex County Council’s Business Support Function. I manage a large team of admin staff who provide administrative support to different functions in ECC such as Adults and Children’s Social Care and Education. Much of my work involves staff resourcing, ensuring we have the right staff on the right work at the right time. Managing specific workstreams. Ensuring my staff are fully supported to do their roles effectively and efficiently and being involved with various projects to improve how Business Support Operates.

Why did you decide to do an apprenticeship?

I decided to do an apprenticeship for a couple of reasons. Firstly, I

was about to turn 40 and having spent the last 10 years putting my family first and raising a young daughter. I felt that it was time to invest in myself and my future. Also, I have been a manager for many years but have always learnt on the job – never having had any formal qualifications. I felt that an apprenticeship would allow me to learn whilst I was still doing my job, be able to improve my skills and knowledge in management and invest in myself for my future.

What are your career goals?

In the future, I’d like to develop into either Operational Management or Talent Development within the council. I am taking a break from studying at the moment, but I am considering a Coaching course in the future as I think this would help to broaden my skills in Operational Management and Talent Development.

Would you recommend an apprenticeship?

I would 100% recommend an apprenticeship to anyone that asked me about it. It has been by far the hardest thing I’ve studied for but the most rewarding. I have

been able to learn practical methods and models that directly help me in my current role and that will set me up for my future career. It takes a lot of hard work and dedication, but I believe that the effort you put in is rewarded back to you.

What is one thing you are proud of?

I’m proud of 2 things connected with this course. Firstly, I had to pass Maths Functional Skills before I could start my ILM Operational Management Level 5 course. This was a huge obstacle for me to

overcome and pass as I’ve struggled with numbers for my whole life. Passing my exams in this first time was an incredible personal achievement for me. Secondly, achieving a distinction in my ILM. At times I thought that I’d be lucky to get a pass but I with lots of hard work, support from my tutor, and dedication I was thrilled to be awarded with the highest grade possible.

We would like to congratulate Ruth on her amazing result and all the hard work she has put in throughout her apprenticeship. If Ruth’s story has inspired you, visit our website, where you can find out more about our offer and read more learner stories: www.aclessex.com.

I would 100% recommend an apprenticeship to anyone that asked me about it.

Ruth

Write a Winning Application

Applying for an apprenticeship can feel daunting, especially if you’re worried you don’t have enough experience.

The good news? Employers aren’t expecting you to be the finished article. They’re looking for someone with the right attitude, interest in the role, and a willingness to learn.

A strong application is your chance to show exactly that.

What Employers Are Looking For

When employers read apprenticeship applications, they’re not searching for perfection. Instead, they want to understand who you are and why

you’re applying. Enthusiasm, reliability and a genuine interest in the role often matter more than qualifications or previous experience.

Showing that you’ve taken time to understand the role, and the organisation, instantly sets your application apart.

Before You Start Writing

Before filling in the form, pause and prepare. Read the job description carefully and highlight what the employer is asking for. Spend some time looking at the organisation’s website or social media. This small amount of research can make your answers feel more confident and tailored.

Your Personal Statement

Your personal statement is often the most important part of your application.

Join Our Talent Pool

If you’re not ready to apply for a specific role yet, you can still send us your CV. By joining our talent pool, we can match you to upcoming apprenticeship opportunities that fit your skills and interests. We’ll keep your details on file and contact you when a suitable position becomes available.

Please email us: acl.businessdevelopment @essex.gov.uk

Start by explaining why you want this apprenticeship, then link it to what interests you about the role or industry.

If you don’t have work experience, don’t panic. Think about transferable skills from school, volunteering, hobbies or part-time work. Teamwork, communication, organisation and reliability all count.

Write clearly and honestly, and don’t be afraid to show enthusiasm.

Common Mistakes to Avoid

Many applications fall down not because of lack of ability, but because they feel rushed or generic. Avoid copying the same answer into every application, and always check spelling and grammar before submitting.

The Benefits of Apprenticeships for Employers

Once viewed primarily as an entry-level route for school leavers, apprenticeships today are a flexible workforce development tool that can support employees at every stage of their career. From new starters to experienced staff, apprenticeships help employers build capability, improve retention and grow talent from within.

Build Skills That Fit Your Business

One of the biggest advantages of apprenticeships is that training is tailored to the role and the organisation. Apprentices develop job-specific skills while working in your business, meaning learning is immediately applied rather than remaining theoretical.

Employers can shape training to reflect real workplace needs, ensuring apprentices gain the competencies, behaviours and knowledge that matter most to the role. This creates employees who are more productive and better aligned with company processes, values and expectations.

A Cost-Effective Way to Develop Staff

Apprenticeships are a financially attractive option for employers. In England, apprenticeship training costs are funded through the Apprenticeship Levy for larger employers, while non-levy paying employers can access government funding that covers the majority of training costs.

Compared to traditional recruitment or external training programmes,

apprenticeships offer excellent value for money. Employers are investing in skills development while gaining a motivated employee who contributes to the business throughout their training.

Improve Staff Retention and Loyalty

Employees who are given opportunities to learn and progress are more likely to stay with an organisation. Apprenticeships demonstrate a clear commitment to staff development, which can significantly improve engagement and retention.

For existing employees, apprenticeships provide a structured progression pathway that supports upskilling or career change without leaving the organisation. For new recruits, the opportunity to earn while they learn creates loyalty and long-term commitment.

Address Skills Gaps and Future Needs

With many sectors facing skills shortages, apprenticeships allow employers to develop talent internally rather than competing for experienced candidates. This supports succession planning and helps create a sustainable pipeline of skilled staff for the future.

Apprenticeships are more than a training solution, they are a strategic investment in people and performance. By developing skills in-house, improving retention and addressing future workforce needs, apprenticeships help employers build resilient, productive teams ready to meet tomorrow’s challenges.

Why Stability Matters in Early Years Settings

Stability is a key factor in highquality early years provision. For young children, consistent relationships with trusted adults support emotional security, communication and development. For families, continuity builds confidence in a setting and its ability to meet their child’s needs.

Early years employers know that maintaining stability is not always straightforward. Staff shortages, workload pressures and changing

sector requirements can all have an impact on teams. When roles are demanding, even experienced practitioners can feel stretched, which can affect confidence and continuity.

Supporting practitioners to feel secure and capable in their role is an important part of sustaining stable provision. When staff understand expectations, feel prepared for everyday challenges and have access to clear guidance, they are better able to focus on what matters most: the children in their care.

Many settings are now taking a more holistic approach to workforce support, looking beyond recruitment alone and considering how ongoing development, peer support and structured learning can help teams feel settled and resilient over time.

By focusing on stability, early years employers can strengthen relationships, improve experiences for children and families, and create environments where both staff and children are able to thrive.

The Poppins Bursary offers fully funded training: aclessex.com/ poppins

Staff receiving ongoing professional development opportunities and training is vitally important within the Early Years sector, especially due to recent Government legislation changes requiring all staff to have specific qualifications. Without the bursary, gaining training would have been a financial struggle.

Julie - Finance and Personnel Manager at Upshire Primary Foundation School

It was strange going back to studying, but I have enjoyed learning within my setting and being able to fit this around my family. I chose ACL specifically as the employer recommended it, and funding the course myself would not have been possible.

Amanda - Poppins Learner

Every day is different, full of laughter, curiosity, and those little moments that make the job so special. Working with children and their families is incredibly rewarding, and I love being part of something that makes a real difference in our local area.

Claire - Poppins Learner

5 Reasons to Start (or Grow) a Career in Care

Health and social care is a sector where the work you do has a real, visible impact. Whether you’re just starting out or looking to progress, there are strong reasons why a career in care can be rewarding, sustainable, and full of opportunity.

1. You make a genuine difference every day

Care work is built around supporting people to live well, maintain independence, and feel respected. Even small actions can have a big impact, and many people find that sense of purpose deeply motivating.

2. There are clear pathways to progress

Care roles can lead to supervisory, specialist, or management positions. As you gain experience, you can specialise in areas such as dementia, mental health, or supported living, and build a long-term career.

3. You develop skills that are always in demand

Skills like communication, empathy, teamwork and practical care are valuable in many settings. These abilities are transferable, meaning your experience can open doors across the wider care and health sector.

4. The work is varied and peoplecentred

No two days are the same in care. You’ll work with different people, face new challenges, and have the chance to support real outcomes, which keeps the role engaging and meaningful.

We have lots of interesting Art & Crafts courses starting all year round. Found out more and enrol on a course by visiting our website.

5. There are roles to suit different lifestyles

Care work can offer flexible hours, part-time opportunities, and a range of settings, from residential homes to community support. This means you can find a role that fits your life, not the other way around.

A career in health and social care offers purpose, progression and the chance to make a lasting difference to people’s lives.

If you’d like to explore training and support, the Nightingale Bursary may be able to help: aclessex.com/nightingale

I am currently completing the Level 5 Diploma in Leadership and Management in Adult Care, and undergoing this course has increased my confidence immensely, which led me to apply for my deputy role and look at higher positions within the health and social care industry.

Necitas - Nightingale Learner

Existing Employees

8 Reasons to start an apprenticeship with your current employer.

A common myth is that apprenticeships are designed for those who have just left school or college. We want to dispel this myth! An apprenticeship can be completed whilst employed, at any point in your career.

1 Increase Your Confidence

Whether you’ve been in your role for a while or have just started in a new role, an apprenticeship could be the perfect way to increase your confidence and get you feeling ready to take on any task thrown at you.

3 Gain a Qualification

An apprenticeship allows you to achieve a nationally recognised qualification while you continue in your current role. It’s a structured, supported way to deepen your expertise without taking time away from work.

2 Work Towards a Promotion

As well as evidencing your motivation & desire to develop yourself, apprenticeships support you to increase your skills, making you the perfect candidate for any promotion opportunities.

Earn and Learn

Unlike traditional study routes, you continue to earn your salary while gaining a nationally recognised qualification. It’s a perfect option if you want to grow professionally without sacrificing financial stability.

5 7 Develop Relevant Skills

6

Because the training is tailored to your workplace, everything you learn directly supports what you do day-to-day. This means you can immediately put new knowledge into practice, accelerating your impact.

Funded Training Opportunities

Your employer can use apprenticeship funding to invest in your development. This allows you to access high-quality training, resources, and expertise that might otherwise be difficult or expensive to obtain.

Completing an apprenticeship adds valuable qualifications and industry-specific experience to your CV. It shows ambition, dedication, and professional credibility, qualities that stand out in any sector.

Apprenticeships help you build a strong skill set that supports both your current role and future opportunities. With industries changing rapidly, ongoing development is one of the best ways to stay relevant and resilient.

Employer Case Study: Magic Helping Hands

Rose, a care manager at Magic Helping Hands, spoke to us about how the Nightingale Bursary has helped her team access fully funded training in health and social care and develop their skills and confidence in the workplace. Find out what she has to say below:

How important is it for your staff to receive ongoing professional development opportunities?

Ongoing professional development is absolutely vital for our staff. In such a dynamic and evolving sector, it ensures they remain equipped with the latest knowledge, skills, and practices to deliver high-quality care. It also fosters confidence, enhances job satisfaction, and motivates our team to continuously improve their performance.

From a broader perspective, professional development benefits not only individual staff members but also the organisation as a whole. It helps maintain compliance with regulatory standards, improves client outcomes, and supports career progression, which is essential for

staff retention in a competitive industry.

The feedback has been outstanding, highlighting excellent communication with the assessor. Regular meetings are held to provide support.

We prioritise creating pathways for training and development, whether through certifications, hands-on workshops, or advanced qualifications, to ensure our team is both competent and fulfilled in their roles, ensuring we have the right staff on the right work at the right time. Managing specific workstreams. Ensuring my staff are fully supported to do their roles effectively and efficiently and being involved with various projects to improve how Business Support Operates.

Which courses have your staff completed or are currently completing and how has your experience been with ACL?

Four members of staff are completing or have completed courses, plus one other will be starting soon.

The feedback has been outstanding, highlighting excellent communication with the assessor. Regular meetings are held to provide support and address any challenges.

Assessors encourage managers to offer guidance and share helpful resources, including relevant links to access information. Rather than simply providing answers, they focus on teaching staff how to independently find solutions, fostering problem-solving skills and confidence.

What do your staff enjoy about working in Health & Social Care sector?

Most of the time the feedback is that this is the industry the found themselves growing in and they would like to develop their skills. They love the interaction with other human beings and learning from their experiences.

How has The Nightingale Health & Social Care Bursary benefited your organisation?

ACL offers significant benefits as it is free of charge, and there is no requirement to contribute or incur a student loan that would need to be repaid in the future. This is a huge advantage for staff, especially in terms of financial flexibility.

From a job security perspective, a qualification provides stability. In a competitive job market, some companies prefer to hire trained care assistants, and without a qualification, it may feel like starting from scratch. A qualification not only offers

reassurance but also provides peace of mind for employees, knowing that they have the credentials needed to secure a role.

From the client’s perspective, having staff with qualifications adds a layer of trust and confidence. When clients ask about staff qualifications, being able to confirm that care assistants and nurses have the relevant certifications helps reassure families that their loved ones are in good hands. It also enhances the professional worth of the staff member, who is recognised for their skills and expertise, compared to those who may have started without any formal training.

Ultimately, while guidance and support from managers are necessary for growth, qualifications also play a critical role in the growth of the business itself. They not only improve service quality but also help in staff retention, as employees feel valued and empowered through the professional development they gain.

What would say to other health and social care organisations that are thinking about using the Nightingale Bursary/ACL?

I would definitely recommend it. The enrolment process is incredibly smooth, and there is always someone available to guide you through each step. You’ll have a dedicated person supporting you throughout the journey, ensuring you never feel alone. If any challenges arise, they work closely with your manager to provide the necessary feedback and assistance. The customer service is outstanding, and the skills and support provided are truly exceptional. It’s an amazing experience that I highly recommend to anyone looking to further their career.

www.aclessex.com/nightingale

Accessible Apprenticeships

Opening the Door to Skills, Confidence and Opportunity.

Apprenticeships have long been celebrated as a powerful route into skilled work, a way to earn, learn and build a career. But for too many people with disabilities, long-term health conditions or learning differences, traditional apprenticeship pathways have felt out of reach.

That landscape is changing. Across the UK, a growing movement toward Accessible Apprenticeships is reshaping what inclusion looks like in education, training and employment.

What Makes an Apprenticeship Accessible?

An accessible apprenticeship is simply an apprenticeship where barriers are removed. whether those barriers are physical, digital, social or structural.

The UK’s Equality Act 2010 requires employers and training providers to make ‘reasonable adjustments’ to ensure disabled apprentices aren’t placed at a disadvantage compared to their peers.

This might include:

• Extra time for assessments or tasks

• Specialist software or equipment

• Adjustments to workplace layout

• More frequent assessor visits

• Flexible scheduling

• Support workers, interpreters or job coaches

Almost any apprenticeship can be made accessible with the right support, and here at ACL we design programmes with flexibility from day one.

To find out more, please visit our website: aclessex.com/accessibleapprenticeships

What it means for Employers

For employers, accessible apprenticeships are a great opportunity to strengthen your organisation from the inside out.

When you design apprenticeship programmes that remove barriers and welcome different needs, you build a workforce that’s more capable, loyal and future-ready.

Our Programmes

• Level 3 Business Administrator

• Level 3 Team Leader

• Level 5 Operations Manager

• Level 5 Coaching Professional

• Level 2 Adult Care Worker

• Level 3 Lead Adult Care Worker

Here’s just some of the benefits an inclusive approach unlocks:

A wider and more committed talent pool

Employers who embrace accessibility have access to a broader range of skilled people, which directly expands and strengthens their talent pipeline.

Fresh thinking and innovation

Research shows that businesses with diverse teams make better decisions and perform more effectively, boosting both creativity and financial outcomes.

A more diverse, resilient team

A diverse team has been strongly linked to better retention and stronger workplace culture, because people feel valued, respected and understood.

• Level 4 Lead Practitioner in Adult Care

• Level 5 Leader in Adult Care

• Level 2 Early Years Practitioner

• Level 2 Early Years Educator

• Level 5 Lead Early Years Practitioner

• Level 3 Teaching Assistant

• Level 5 Specialist Teaching Assistant

Workforce Development: Upshire Primary Foundation School

We recently caught up with Julie, Finance and Personnel Manager at Upshire Primary Foundation School, to learn more about how the Poppins Early Years Bursary has supported the school, the staff and the children attending. Read on to find out what she has to say:

“Staff receiving ongoing professional development opportunities and training is vitally important within the Early Years sector, especially due to recent Government legislation changes requiring all staff to have specific qualifications. Without the bursary, gaining training would have been a financial struggle, and thanks to the Poppins Early Years bursary, many people have accessed the training.

The Preschool here at Upshire Foundation Primary School has been around for 20-25 years.

ACL has been excellent and has always been a good provider that we have worked with for over 15 years. We currently have four learners who are on Early Years qualifications funded by Poppins, which has supported the need for Early Years-qualified

staff. We currently have 10-11 staff members working within our preschool.

Our staff here are all drawn to specific age groups and overall, really enjoy working with small children and those specific age groups that they work with. The bursary has also given learners the opportunity to gain a qualification in the age category that they enjoy working with.

New guidelines for the Early Years Sector have caused a big shift in the EYS sector and a big upheaval. However, having the training from ACL has enabled us to retain staff that were not necessarily trained yet, and not having to pay for the course is such a bonus during these really hard times.

Within Upshire, we also encourage those who have completed a Level 2 Diploma for the Early Years Practitioner to complete their Level 3 Diploma for the Early Years sector and upskill themselves within the sector. Quite a lot of our staff members accessing training are parents who need a career that fits around their lives, which not only benefits their role as

Julie

a parent but also benefits their children who attend our school and the other children they are looking after.

We are looking to expand. We recently opened a baby room last September and are looking to increase uptake in this. We are also looking at creating a sensory room and learning space, which can be used to accommodate more children and aim to offer full wraparound care during school holiday periods.

I would say to anyone who is looking for a career in Early Years to tap into training providers like ACL and access the Poppins Early Years bursary – this makes the training accessible and, thanks

to the qualification’s standard, supports the hands-on training, which is really beneficial. Do it! ACL’s Early Years qualifications are also not too challenging for individuals, and when multiple learners are all learning at the same time, this benefits each other as they can talk about the work they are completing for their qualifications. ACL also has a really good support network for learners and is very flexible in their approach to learning.

We have also found that those accessing the training and qualifications through voluntary hours have further supported our organisation and our volunteers’ personal development, which has provided some paid opportunities for our volunteers.

Thank you to everyone for your support; you have all been very supportive and helpful.”

If Julie’s story has inspired you, please take a look at our fully funded Early Years offer as part of the Poppins Early Years Bursary.

Visit aclessex.com/poppins and take the next step in supporting your team, or yourself, to boost your skills and knowledge in the Early Years sector.

Signs You’re Ready for a Leadership Role

Step into your next chapter with confidence!

Stepping into leadership rarely happens in a single moment. More often, it’s a gradual shift, one you notice in your mindset, your confidence, and the way you show up at work. You might not have the job title yet, but you’re starting to feel different: more capable, more decisive, more curious about the bigger picture.

If you’ve been wondering whether you’re genuinely ready for that next step, here are the signs that your leadership potential is already shining through.

You Solve Problems Before They Grow

One of the earliest signs of leadership readiness is a natural instinct for spotting issues before they escalate. You don’t wait for someone else to

notice a gap or a challenge; you jump in, explore the root cause and look for ways to make things better. Whether you’re streamlining a process, offering a workaround during a busy period or proposing improvements to daily operations, your proactive nature shows that you’re already thinking like someone who’s responsible for outcomes, not just tasks.

People Seek Out Your Advice and Guidance

Sometimes your readiness for leadership is reflected not in what you say, but in how others respond to you. When colleagues approach you for your thoughts, support or perspective, it’s usually because they value your judgement and feel comfortable in your presence. Without even realising it, you become the person others trust, someone who listens, understands and helps them navigate challenges. This natural draw is a clear sign that you’re already influencing others in a positive way.

You Stay Collected Under Pressure

Leadership is often tested in moments of uncertainty, and your reaction during these times says a lot about your readiness. If you find yourself staying calm while others feel overwhelmed, or focusing on solutions instead of contributing to the stress, you’re demonstrating emotional steadiness. This kind of composure allows teams to rely on you, and it signals that you’re able to make clear decisions even when the environment around you feels chaotic

You’re Seeking Growth and Challenge

Leadership readiness isn’t only about the skills you already have; it’s about your appetite for development. If you’ve reached a point where your current role feels too comfortable

or you’re craving new challenges, opportunities or responsibilities, this is a powerful signal that you’re ready for more. An eagerness to learn, to expand your abilities and to stretch yourself beyond the familiar is a strong indicator that you’re prepared for the next stage.

If these signs resonate with you, you’re likely further along your leadership journey than you realise. The readiness to lead doesn’t appear overnight, it develops through actions, behaviours and the quiet ways you support and inspire others. Leadership isn’t something you wait to become; it’s something you grow into long before the official title arrives.

And if you’re recognising yourself in these descriptions, it may be time to embrace that next step with confidence.

Our Offer

We offer a comprehensive range of management development opportunities, including both accredited apprenticeships and flexible short courses. Whether you’re are stepping into leadership for the first time or strengthening existing management capabilities, our programmes are designed to build confidence, develop practical skills, and support real workplace impact.

• Level 3 Team Leading Apprenticeship

• Level 5 Operations Manager Apprenticeship

• Level 5 Coaching Professional Apprenticeship

• Level 2 Certificate in Principles of Team Leading

• Level 2 Lean Organisation Management Techniques

View our full offer: aclessex.com/ business-management

Take a Break

Take a quick break and put your apprenticeship knowledge to the test!

Have a go at our crossword and see how many training, skills and workplace clues you can crack.

1. A planned piece of work with goals to achieve.

3. An organisation approved to deliver apprenticeship training.

5. Someone who gives guidance and support at work.

2. The process of attracting and hiring staff.

4. A collection of work showing an apprentice’s progress

6. The point at which an apprentice is ready for end-point assessment.

8. A way for large employers to fund apprenticeships 7. When government and employers share apprenticeship costs.

Wordsearch

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p s c p X t Q e l p I l l e l

p p d l l o i l c i e i b e a

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