REWARD
The project This assessment method will replace the role simulation altogether. Although robust and deliverable, feedback from employers, apprentices and ATPs have suggested that this might not be appropriate for all apprentices, as it required them to become a payroll administrator at a fictional organisation. Hindsight is a wonderful thing, all exposed by three years of delivery and assessment, plus the development of a new assessment method at Level 5. I personally maintain that the role simulation is achievable, and I have no regrets about including this as an assessment method in the current apprenticeship. This is not to say that the new assessment method is more ‘robust, appropriate or deliverable’. It’s just different, more relevant to the payroll professional and recognises that things evolve. The project assessment method has two components, both designed to give the apprentice the best possible opportunity of demonstrating competence of the KSBs that are assessed: 1. the project itself must be based on actual workplace experience of processing an employee from the start of employment to the end. So, this will include things such as demonstrating starter processes (P45, starter checklist etc), manual calculations, internal and external engagement and leaver processes (the P45 and payments after leaving). This is a significant piece of work for the apprentice, to be completed over an 8-week period. There’s a maximum 3,000 wordcount, though the apprentice can use unlimited diagrams, charts and tables in appendices which aren’t included in the count 2. the apprentice will then be asked a maximum of four questions by the EPAO relating to the project they’ve completed. This is to allow the apprentice the opportunity of fully demonstrating they’ve achieved the KSBs assessed by this method I’m pleased a workplace project will replace the role simulation, as it’s equally robust, appropriate and deliverable for assessing KSBs. Plus, as this will be based on the real workplace environment, this can have real benefits for the employer. The professional discussion To be honest, there are few changes to this assessment method. The discussion is where the apprentice is assessed on any
possible, the assessment methods that exist at Level 5. In this way, employers, apprentices, ATPs and EPAOs will become familiar with the way that all payroll apprentices are assessed. I’m all for consistency, especially when it leads to assessment methods that are still ‘robust, appropriate and deliverable’. I’ve completed the revised end- point assessment plan in draft, and the assessment methods will change when it’s released to live. Two of the most significant changes are that the EPA period has been extended to four months (from three) and the assessment methods can be taken in any order. This is how the revised assessment methods will work: The knowledge test This replaces the MCQs assessment method. Yet, essentially, this assessment method is still a test of knowledge recall and has just been renamed. However, it’s been aligned with the same assessment method at Level 5: l the knowledge test will comprise 50 questions, 25 of which will require knowledge recall, for example, ‘what is the annual value of the lower earnings limit?’ The other 25 require the recall of knowledge based on a scenario, for example, ‘an employee asks why they have a tax code with the prefix S, what is your response?’ For each question, only one of the given answers will be totally correct l the test will be ‘open book’, meaning apprentices can access the internet to search for information if they cannot recall it immediately. This accurately reflects how we work anyway l the test will be based upon the legislation, rates and thresholds in force on the day the knowledge test is taken. This is regardless of the fact that on-programme learning may have used legislation, rates and thresholds relating to a previous tax year. Again, this reflects how we work, in that we must be able to change from one tax year to another overnight. However, this condition is necessary, as the test is open book meaning that previous legislation, rates and thresholds may not be easily accessible. I’m confident the revisions made to this assessment method will ensure my ‘robust, appropriate and deliverable’ priority is met whilst ensuring it’s relevant.
KSB that hasn’t been assessed elsewhere. It allows the apprentice to discuss what happens at the workplace, ensuring the payroll administrator apprenticeship is truly one that employers can consider both professional and vocational. Next steps At all stages, I’ve been pleased to engage with the Trailblazer, employers, ATPs and EPAOs. As I mentioned above, we now have the experience of the apprenticeship in operation, a view that we didn’t have back in 2018. Both parts of the apprenticeship are in draft format and will be submitted later in the year, together with funding information I’ve received from ATPs and EPAOs. This is to ensure the allocated funding band, currently £9,000, truly reflects the cost of delivery and assessment. We’ll submit this after any new UK government announcements, which may or may not affect the payroll profession. So, my thanks to all of those who have engaged to make this the truly realistic and relevant professional and vocational qualification for the payroll profession. Of all the things I’ve ever done, the development of the payroll apprenticeships will always rank among the most professionally fulfilling. No doubt I’ll be involved in more communication as we approach the ‘go live’ date, probably in early 2023. You know where I am at any time, so please do not hesitate to contact me with any questions or queries. n
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| Professional in Payroll, Pensions and Reward |
Issue 84 | October 2022
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