Frequently asked questions

A. Both of our programmes are £9,000 per learner as per the funding bandings set for apprenticeships.

However – if your applicants demonstrate prior learning or experience, this would be considered in calculating the price.

If your company is an Apprenticeship Levy payer, you may also be eligible for ‘co-investment’, where you are only liable to pay for 5% of the total course cost. Speak to us directly to discuss your circumstances and needs.

A. Since April 2021, all apprenticeships in England must be registered and managed via the online ‘Apprenticeships Portal’ (sometimes still referred to as the Digital Apprenticeship Service). For more information on registering your company to use the portal, follow the guide provided by Government here, but we are happy to help any employer setting up for the first time.

A.We recruit all year round, not just September. Contact us to find out when our next cohort spaces will be available

A. Please Contact us in the first instance so that we can discuss your needs. Once we have received an application form signed by both the learner and employer, we will allocate the learner  a provisional place on our waiting list. Cohorts are filled on a first come first served basis, driven by the date we receive completed application forms. Once received we will begin our onboarding process which includes an initial assessment interview and online maths and English diagnostics. If your learner is eligible and suitable,  the learner’s place on a cohort is confirmed and both of you will be notified of the next steps.

A. See our grants and incentives guide, or contact CITB for more information on claiming travel, attendance and achievement grants. Potentially, CITB eligible companies can claim up to £2,500 a year, plus £3,500 for apprentices fully completing the course.

A. We do not cover the cost or provide accommodation or travel. However if you would like to place students from further afield with us, this is fine and there is funding support available via CITB’s ‘Travel to train’ scheme. There are several hotels and good local transport links to enable apprentices to get to us easily during block releases.

A. There are no age restrictions for apprenticeships but the course should always provide new knowledge, skills or experience – to justify enrolling experienced staff there must be a demonstrable benefit to their role to do so. Our onboarding process includes a pre-induction interview and evidence gathering stage and we will discuss with you any recommendations we have regarding prospective candidates on a case-by-case basis. If appropriate, we may offer alternative options to an apprenticeship.

A. Potentially, depending on the degree and other factors Construction management related qualifications from HNC, HND to Foundation Degree and full BSc programmes have too much overlap with the programme we deliver, and funding could not be justified as ‘new learning’. For other subjects, such as building surveying, engineering and architecture, there may be cross over that might reduce the price or learning required; but the candidate could still participate and complete the apprenticeship. Speak to us regarding your candidates and we will work with you to find the most appropriate route for them.

A. Each candidate and their employer will receive a plan of training and commitment statement, detailing the course anticipated end dates. They will also receive an email with all delivery dates to plan training or holiday commitments. Any end date is also subject to the learner completing the programme as directed and could be extended if required for individual circumstances.

A. On our Construction Site Supervisor apprenticeship – Higher Technical Apprenticeship Site Supervisor and Level 4 NVQ, Site Supervision (residential pathway).

On our Bricklayering apprenticeship -  Bricklayer Level 2 Apprenticeship Standard.

There are self study and consolidation weeks built into the programme at various points. NHBC apprenticeships do not have a formal “term” as such, providing more flexibility for builder employers. We do however have a longer break with no delivery at Christmas and again at Easter, and a three week period of no delivery in June this coincides with most, but not all builders year end busy periods by design.

Learners should notify us of pre-booked annual leave in advance and notify us of any sickness, bereavement special leave, paternity etc. Covering site should never be an acceptable reason for non attendance.

Each session is mandatory to attend – failure to attend will result in missed hours from the training plan, and there for a potential deficit of off the job hours required to complete the course. . If learners miss training days for any reason, they must repeat the delivery days at another point to accrue that training time. Consistent failure to attend training to cover site activities has a proven impact to learners ability to complete assignments.