REWARD
Good for the profession Of all the things I’ve done, perhaps my proudest achievement is bringing the apprenticeship to the profession. Plus, of course, the Level 5 Payroll Assistant Manager that followed. It was always my hope this would be taught by a number of apprenticeship training providers (ATPs) and that’s exactly what’s happpened. Some developed their own training material to meet the Standard’s requirements, while others are supported by material provided by commercial training organisations. In this regard, there’s no right or wrong ATP, as long as the material used fully meets the KSBs and learning outcomes. Employers need to be vigilant in this regard, as there’s little point following training that won’t meet 100% of the KSBs. This has led me to use another phrase, ‘not all ATPs are the same!’ Another pleasing development is seeing training providers using the apprenticeship as a benchmark for their own commercial qualification offerings. After all, the apprenticeship was ‘built by the profession, specially for the profession’, so it’s common sense that commercial qualifications follow a structure they know employers want and need. Another pleasing development is seeing training providers using the apprenticeship as a benchmark for their own commercial qualification offerings In 2021, it was necessary to amend the Standard to remove affiliation to any professional body. This was done after more engagement with the profession, who believed that alignment with two bodies wasn’t reflective of the payroll profession as it exists. Mention of bodies in the apprenticeship implied these were the only bodies in The reviews In 2021
payroll, something that’s far from the truth. Therefore, the Trailblazer and I met our obligation to ensure the apprenticeship ‘continues to reflect employer requirements’ and it now reads: ‘Due to the extensive number of professional bodies available, no individual entity has been singled out by the Institute’. In 2022 The apprenticeship is widely delivered by ATPs and assessed by end-point assessment organisations (EPAOs) and has led to many apprentices achieving what I consider to be the professional and vocational qualification. Yet, 2022 is the time to fulfil the ‘maximum of three years or when significant change is required’ commitment. It’s important to confirm that the review doesn’t mean a complete re-write of the role at this level. The role very much exists, something that was demonstrated more than ably during the height of the pandemic and the ever-changing coronavirus job retention scheme (and the statutory sick pay rebate scheme for that matter). Yet: ● after three years of delivery and assessment, we now see the apprenticeship in operation. We can identify things that have worked well and those that haven’t. We have an opportunity to remove any ambiguities
engagement with employers, ATPs and EPAOs, all keen to be updated on progress and providing input. Progress? With thanks to all the above and the significant engagement, the revised Standard is at the final draft stage and will be submitted later in the year for final approval. Thank you also to all that have provided input and have asked to be kept updated on progress. I will always do this. The message to ATPs, EPAOs and employers is that the apprenticeship will change format and the KSBs will be adjusted. Yet, the overriding existence of the role of the administrator at Level 3 hasn’t changed. Next month, I will update the profession regarding the progress of the second part of the apprenticeship, namely the end-point assessment plan. However, the 2022 review simply carries on the phrase I’ve used since 2018, and ensures that the apprenticeship is ‘built by the profession, specifically for the profession’. n
from the apprenticeship that may have existed, clarifying exactly what needs to be taught and, therefore, assessed ● the IfATE have updated their
guidance and have new funding rules. The current format of the apprenticeship is out of date – just look at the (new) format of the Level 5 Payroll Assistant Manager and the (old) Level 3 ● payroll in 2018 is different from payroll in 2022 and the KSBs need to reflect that. Take, for example, the fact that statutory bereavement leave and pay are here and the separate health and social care levy is coming in 2023. Both need to be included in the revised Standard, ensuring apprentices are taught this important information. I’m more than pleased to have an active and supportive Trailblazer group collaborating with me as we revise the apprenticeship. I’ve also had significant
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| Professional in Payroll, Pensions and Reward |
Issue 83 | September 2022
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