Off The Job

It is a requirement of the programme, that all participants are able to spend a minimum average of six hours per week of their normal working hours, developing and evidencing they are gaining and applying new skills, behaviours and knowledge. This applies for the duration of their leadership and management programme.

This is referred to as ‘off the job’ development activities. This time must be spent undertaking tasks and activities which are relevant to the leadership and management apprenticeship standards, including learning and training that leads towards improving the participants’ management capability and the achievement of the apprenticeship.

Fuel design the programme and structure off the job activities to be direct work related activity whenever possible. This approach maximises the return on investment, minimises the time ‘out’ of the business and significantly reduces internal conflict between the participants job role and developing new skills. Your Fuel facilitator and quality coach will work with you to ensure there is a clearly defined plan to apply the learning at work, whilst ensuring the activity is recorded correctly as off the job development.

This will also ensure participants are building a meaningful CPD log, as this also counts towards theOff the Job requirement.

A typical Workplace Application & Off The Job will consist of:

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Continued Professional Development,

achieved through additional activities related to developing the participants capability as a leader and manager, such as shadowing/observing others, development programmes, being mentored, developing others and passing on knowledge and much more.

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Classroom Based Workshops

and face to face development. Learning new tools and techniques in a safe and fun environment. The structured modules are highly interactive and focus on developing participants skills and capabilities through practice sessions and feedback.

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Digital Engagement

through the Fuel Hub to access professional development, ideas generation and increasing knowledge. The information through the Fuel Hub is accessible in many formats such as video, ebooks, vlogs, seminars, scenarios and quizzes.

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Direct Application

using the tools and techniques with team members, peers and stakeholders, such as team profiling, performance conversations, handling conflict, motivation, engagement and many more tools the participants learn throughout the programme. The participants will upload their direct application activity to the Fuel Hub to build a portfolio of evidence.

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Work Based Project

Fuel encourage all participants to complete a work based project as it is the best way to ensure they have context for learning and get to demonstrate their newly developing skills in a real working environment. For employers, the project is a great way of achieving a direct return on investment.

Most projects are related to continuous improvement and efficiency within their department or team.
The participants are given tools to scope, budget, analyse cost to benefit ratios, problem solve, engage stakeholders, create a solution, implement and embed the changes required to deliver meaningful results.
Participants work closely with their line managers to scope the projects to ensure they can be supported by the business and given adequate resources to implement and complete the project.

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The programme was delivered in a refreshing way that seemed to cater to multiple strong personalities. There was enough information to sink your teeth into throughout.

The instructors have amazing subject knowledge and move their teaching styles based on who is asking the question. Even being quite outspoken and strong willed, I felt like the points I raised were effectively shifted to group discussion.

Ash Herrington

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