Plan
Agree the apprenticeship and prepare for success.
Apprenticeship journey
Your apprenticeship journey, from first conversation to achievement
See what happens at every stage, who is responsible and how Professional Academy supports apprentices and employers from initial suitability checks through learning, progress reviews, assessment and completion.
High-level journey
A clear path from enrolment to achievement
Our proven journey ensures apprentices are supported, employers are confident and outcomes are delivered.
Recruit and onboard
Find the right apprentice and set them up for learning.
Learn and develop
Build knowledge, skills and behaviours in the workplace.
Review and progress
Track progress, review and strengthen performance.
Gateway
Confirm readiness for final assessment.
Achieve
Complete assessment and celebrate success.
Detailed journey: ten stages
Each stage includes key activities and an expected output to keep you and your apprentice on track.
| Phase | Stage | What happens and output |
|---|---|---|
| Phase 1 Plan and prepare | Agree the apprenticeship | Confirm the right apprenticeship standard, level and duration for your business and apprentice. Output: Apprenticeship agreement. |
| Plan the learning | Build a personalised learning plan aligned to the standard and workplace needs. Output: Learning plan. | |
| Set expectations | Agree roles, responsibilities and expectations for employer, apprentice and provider. Output: Expectations confirmed. | |
| Phase 2 Recruit and onboard | Recruit the apprentice | Attract, assess and appoint the right person for your business. Output: Apprentice recruited. |
| Enrol the apprentice | Complete enrolment and initial assessments to start the programme. Output: Apprentice enrolled. | |
| Induct and onboard | Welcome your apprentice and introduce systems, tools and early goals. Output: Onboarding completed. | |
| Phase 3 Learn and develop | Begin learning | Apprentice starts learning with off-the-job training and workplace activities. Output: Learning commenced. |
| Apply and practise | Apply new knowledge and skills in the workplace with manager support. Output: Skills in practice. | |
| Review progress | Review progress, gather feedback and adjust learning as needed. Output: Progress review completed. | |
| Phase 4 Review and progress | Strengthen and develop | Deepen skills and behaviours, building confidence and capability. Output: Development strengthened. |
| Prepare for gateway | Check readiness, complete gateway requirements and evidence. Output: Gateway readiness confirmed. | |
| Phase 5 Gateway and achieve | Gateway | Provider and employer confirm apprentice is ready for end-point assessment. Output: Gateway sign-off. |
| End-point assessment | Apprentice completes end-point assessment with independent assessor. Output: Assessment completed. | |
| Achieve and celebrate | Apprentice achieves and we celebrate success together. Output: Apprenticeship achieved. |
Shared responsibility
Everyone knows their role
A successful apprenticeship is a shared responsibility. The apprentice develops and applies new capability, the employer creates the workplace opportunity, and Professional Academy structures the learning, support and progress process.
| Stage | Apprentice | Employer / line manager | Professional Academy |
|---|---|---|---|
| Before starting | Shares relevant experience, role details and development needs | Confirms role suitability, workplace context and support | Checks suitability, eligibility, prior learning and funding route |
| Training plan | Agrees the learning plan and responsibilities | Agrees workplace support, review involvement and learning time | Creates the personalised training plan and review structure |
| During programme | Completes learning, applies skills and builds evidence | Provides opportunities, feedback and workplace application | Delivers learning, mentoring and progress monitoring |
| Progress reviews | Reflects on progress, evidence and challenges | Provides workplace feedback and discusses support needs | Facilitates reviews, records progress and agrees actions |
| Assessment preparation | Prepares evidence and assessment activity | Supports readiness and confirms relevant workplace competence | Supports preparation and explains standard-specific assessment requirements |
In practice
What does the commitment look like?
An apprenticeship works best when learning is integrated into the apprentice’s role rather than treated as a separate activity. The exact pattern varies by programme, but the responsibilities are straightforward.
For the apprentice
For the apprentice
- Attend planned learning
- Apply new knowledge and skills at work
- Complete agreed learning and evidence activities
- Participate in progress reviews
- Prepare for assessment milestones
For the employer
For the employer or line manager
- Provide opportunities to apply learning
- Give relevant workplace feedback
- Support planned learning time
- Attend progress reviews
- Participate in readiness discussions where required
Professional Academy
Professional Academy
- Deliver structured learning
- Provide mentoring and learner support
- Monitor progress
- Facilitate reviews and record actions
- Identify intervention and support needs
- Prepare the apprentice for assessment
Established apprenticeship support
A structured journey needs a credible delivery partner
Professional Academy combines structured apprenticeship delivery with practical workplace development, named human support and regular progress monitoring from enrolment through to assessment.
2002
Established professional training provider
Good
Ofsted-rated apprenticeship provision
Role-led
Development grounded in a genuine workplace role
Named
Human support through learning and assessment
Study support you will receive
You are never developing alone
Hear how learners experience the people, resources and guidance around their development.
Learning support
Meet your tutors and mentors
Our tutors and mentors combine current professional experience with structured guidance, helping learners apply new knowledge at work and prepare for progress reviews and assessment.
Christopher Journeaux
Trainer and Learner Support
Diane Earles
Head of Customer Experience
Fahad Malik
Marketing Executive
Jess Turnbull
Business Administrator
John Finlay
Tutor and Mentor
Mandy Mercer
Qualifications Consultant
Margaret Hyde
Trainer and Learner Support
Martin Hutchins
CEO
Nat Milner
Accounts and Office Administrator
Nic Miles
Course Coordinator
Phil Knowles
Head of Learning
Sally Steadman
Trainer and Mentor
Stuart Parton
Tutor and Mentor
When things change
What happens if circumstances change?
Apprenticeship journeys are not always perfectly linear. Progress, job roles, workload or support needs can change, so issues should be identified early and addressed through the apprenticeship review and support process.
See common questions about changes and supportOff-the-job training
Training that connects to real work
Off-the-job training is planned around the apprenticeship standard, the apprentice’s role and the minimum training requirement that applies to that standard. It is structured development that helps the apprentice build new knowledge, skills and behaviours.
It can include workshops, eLearning, work-based activities, projects, mentoring, shadowing, professional events and other planned development activities. It should support the apprenticeship standard rather than sit separately from the apprentice’s role.
Why this matters
The best apprenticeship programmes turn learning into visible workplace value. By planning training properly, employers can support development without treating learning as disconnected time away from the business.
Gateway and assessment
Preparing for assessment and achievement
Gateway and end-point assessment remain familiar terms for many apprenticeships. Apprenticeship assessment is also going through national reform, so the language and assessment model may vary depending on the apprenticeship standard, assessment plan and start date.
Apprenticeship journey
Gateway or gateway to completion
Gateway is the formal readiness point used by many current standards. The apprentice, employer and Professional Academy review whether the apprentice is ready to move into final assessment activity.
Apprenticeship journey
Assessment activity
Depending on the standard, assessment may include a project, presentation, interview, professional discussion, practical assessment, test or portfolio-based evidence.
Apprenticeship journey
Assessment reform
During the national transition, some standards may continue to use the existing EPA model while revised standards may use updated apprenticeship assessment terminology.
Important note about terminology
Apprenticeship assessment is currently going through a national transition. Many apprenticeships still use the familiar gateway and end-point assessment model, while revised assessment plans may use updated terminology such as gateway to completion and apprenticeship assessment. We will explain the requirements that apply to the specific apprenticeship standard and start date.
Next pages
Useful next steps
Learn more about apprenticeship options, funding routes and how we support employers and learners.
Apprenticeship journey
Apprenticeships overview
Explore apprenticeship options across marketing, sales, business administration and AI-enabled working.
Explore route
Apprenticeship journey
Apprenticeships for organisations
Understand how employers can use apprenticeships to build capability and support workforce development.
Explore route
Apprenticeship journey
Apprenticeships for learners
See how apprenticeships help learners develop skills while applying learning in their current role.
Explore route
Apprenticeship journey
Funding and compliance
Understand levy funding, co-investment, eligibility, compliance and training requirements for employers.
Explore routeFree programme guide
Request the apprenticeship brochure
Take away the programme information and review it with the people involved in the decision.
Questions
Apprenticeship journey FAQs
Getting started
Who is involved in the apprenticeship journey?
The journey usually involves the apprentice, employer or line manager, Professional Academy and, at the final assessment stage, the relevant assessment organisation where required by the standard.
What is the purpose of the training plan?
The training plan sets out the structure of the apprenticeship, including learning activities, review points, support arrangements, planned training and the responsibilities of the apprentice, employer and provider.
What does the employer need to do before the apprenticeship starts?
The employer helps confirm the apprentice’s role, responsibilities, suitability for the apprenticeship standard and ability to apply learning in the workplace. This helps ensure the apprenticeship is appropriate before the programme begins.
Learning and progress
How often are progress reviews held?
Progress reviews are held regularly throughout the apprenticeship and usually involve the apprentice, employer or line manager and mentor. They help confirm progress, discuss evidence, identify support needs and agree next steps.
Does off-the-job training mean the apprentice is away from work?
No. Off-the-job training is structured learning that supports the apprenticeship standard. It can include workshops, online learning, projects, mentoring, shadowing and planned workplace development. It should help the apprentice build and apply new knowledge, skills and behaviours.
Changes and support
What if the apprentice falls behind?
Progress is reviewed to understand what is causing the delay and what support is needed. Professional Academy works with the apprentice and employer or line manager to agree practical actions, address barriers and help the apprentice regain momentum.
What if their job role changes?
Professional Academy reviews the new responsibilities with the apprentice and employer to confirm that the role still provides the scope and workplace opportunities required by the apprenticeship standard. If the change affects suitability, the appropriate next steps are discussed before continuing.
What if they need additional support?
Support needs can be identified at enrolment or at any point during the apprenticeship. Professional Academy can discuss appropriate learning support, additional guidance and reasonable adjustments where applicable, and agree how these should be incorporated into the apprentice's programme.
Assessment and achievement
Who decides when the apprentice is ready for assessment?
Readiness is normally discussed between the apprentice, employer and training provider. The exact requirements depend on the apprenticeship standard and assessment plan that applies to the apprentice.
What if they aren't ready for assessment?
Assessment should only proceed when the relevant readiness requirements have been met. Professional Academy uses progress reviews and assessment preparation to identify gaps, agree further actions and help the apprentice and employer make an informed readiness decision.
What is gateway?
Gateway is the formal readiness stage before final assessment activity in many current apprenticeships. The employer, apprentice and provider confirm whether the apprentice has completed the required training and is ready for assessment.
What is end-point assessment?
End-point assessment is the final independent assessment stage used by many current apprenticeship standards. It checks whether the apprentice has achieved the knowledge, skills and behaviours required by the standard.
Are apprenticeship assessments changing?
Yes. Apprenticeship assessment is going through national reform, so terminology and assessment models may vary depending on the standard and start date. Some apprenticeships may continue to use gateway and end-point assessment, while revised assessment plans may use updated terminology such as gateway to completion and apprenticeship assessment.
Explore your options
Choose the programme behind the journey
The learning journey needs to fit the role. Explore the Marketing Executive apprenticeship for marketing delivery or the Sales Executive apprenticeship for sales responsibilities. Employers can also review the support needed from an organisation before planning enrolment.
Further Resources
Additional Information
Next step
