Level 3 Learning and Development Practitioner

Introduction to the Apprenticeship

The Learning and Development (L&D) Practitioner apprenticeship is designed to develop the professional standard required of people working as L&D Practitioners in organisations across the private, public and third sectors. L&D Practitioners are typically involved with identifying learning/training needs, designing sourcing training and learning solutions, delivering and evaluating training, and working with stakeholder/business area managers. The role focus is often on the practical delivery of training. The L&D Practitioner will typically have expertise and competence in their specific field whether it be technical, vocational or behavioural (e.g. use of software, food preparation, working in teams). They link the learning within their area of responsibility to business objectives and performance, understanding the learning cycle and working by it.

The role can be more specialist, with a focus on and requiring in-depth expertise in a specific area of L&D such as learning design, e-learning or digital/blended learning. Whichever of these is an area of focus; the L&D Practitioner is future focused, understands the business context/culture and has a good grounding across the whole training and learning cycles. This may include an organisation’s sustainability strategy or exposure to the UK Government’s policy for net carbon zero emissions by 2050, for example, ensuring a just transition for those with legacy skills into the new green economy.

Apprenticeship Standard

For more information about the Level 3 L&D Practitioner standard, please visit: https://www.instituteforapprenticeships.org/apprenticeship-standards/learning-and-development-practitioner-v1-0

Apprenticeship Modules

The L&D Practitioner role supports the learning and development (L&D) function to contribute to, and influence, improved performance in the workplace at an individual, team and organisation level. Typically, the role would work alongside colleagues who specialise in Human Resources (i.e. employee relations, reward, recruitment) often supported by an L&D Administrator (more junior role) and report to an L&D Business Partner/Consultant/Manager. L&D Practitioners often work with Subject Matter Experts in different parts of the business.

Modules include:

• Principles and Practices of Learning and Development
• Promote Inclusion and Participation and Maintain Safety
• Principles of Learning and Development Functionality in Business and Commerce
• Identify and Analyse Learning and Development Needs
• Principles of Management of Information and Use of Technology
• Design, Develop and Structure Learning Resources
• Plan and Prepare Learning Events
• Deliver Learning and Monitor Learners’ Progress
• Evaluate Impact of Learning and Ways to Improve Learning Solutions
• Collaborate Effectively with Others in Learning and Development Practice
• Develop Self and Deliver Work Outcomes

Apprenticeship End Point Assessment

All apprentices must spend a minimum of 12 months on-programme (before the gateway) working towards the occupational standard and should meet the off the job requirements for an apprenticeship.

The EPA period should only start once the employer is satisfied that the apprentice is deemed to be consistently working at or above the level set out in the occupational standard. Apprentices without English and mathematics at level 2 must achieve level 2 prior to taking their EPA. The EPA must be completed within an EPA period lasting typically 5 months, the EPA consists of 2 discrete assessment methods.

• Work based project with professional discussion
• Presentation based on the learning journal

For more information about the End Point Assessment Process, please visit: https://www.instituteforapprenticeships.org/media/vc4lf2ev/st0562_l3_learning-and-development-practitioner_epa-plan_18072023.pdf

Contact us for more information about how to apply.