—By Zac Aldridge, CEO of Accelerate People

We’re about eight-months away from the introduction of ‘courses’ to be funded by the Growth and Skills Levy. It’s the same money as is used to fund apprenticeships, but the courses will be much shorter, targeted at the Industrial Strategy. In the meantime, we’ve got a halfway house. Last week, on 1st August, shorter duration apprenticeships came into play.

It’s important to emphasise the distinction between short and shorter. The ability to shorten the duration is about allowing flexibility. Designed to reduce non-completion rates, allow adaptability for standards delivered during term-time, and support the recognition of prior learning to still allow an apprenticeship to be funded, shorter apprenticeships are an opportunity for employers and providers. There is a small subset of apprenticeship programmes that will have their actual duration reduced to eight-months. For everything else, the content still needs to be delivered (subject to RPL), so they’re ideal for delivery models where the off-the-job training is delivered up front.

Shorter duration apprenticeships require a new level of precision. Every element of the programme must be intentional. The learning content must be highly focused, and assessment cannot be an afterthought. These programmes can only be successful if they are expertly structured, relevant, and credible to both learners and employers. The change in duration has required legal rubber stamping – because the minimum 12-month duration was seen as so essential to apprenticeships by previous administrations. As with assessment reform and the removal of the functional skills exit requirement for learners aged 19+, we risk damaging the apprenticeship brand if we present shorter duration apprenticeships as a way of ‘waving through’ apprentices, as an apprenticeship with a diluted level of quality.

The success – literally – of the first shorter duration apprentices will be critical in shaping the sector’s – and the wider public’s – perception. As an apprenticeship assessment organisation, we will closely monitor the pass rates and grades of apprentices on shorter programmes. If designed and executed with unwavering quality in mind, these apprenticeships could become a cornerstone of a more responsive skills system. However, if we compromise on depth or progression, we risk creating a model that is fast but ultimately lacks substance.

The implementation of Recognition of Prior Learning (RPL) is essential to the success of shorter-duration apprenticeships. This process allows for the formal recognition of an individual's existing skills and experience, ensuring they receive credit for what they already know. By leveraging RPL, we can tailor the learning journey, allowing apprentices to focus on new skills without repeating content they have already mastered. This is how we ensure that while the duration is shorter, the required learning is still fully completed and the assessment both accessible and representative of an apprentice just as worthy of their occupational competence as any other.

We are confident that these apprenticeships can thrive, but only if quality remains non-negotiable and outcomes are clearly defined. For learners, employers, and the entire sector, the goal is the same: programmes that are more efficient but never lacking in depth.

At Accelerate People, we’re ready to support providers and employers to deliver these programmes without compromising quality. Contact us here to learn more.

👉 Don’t miss the main edition — click here for the full update.

Next week, Samantha Sawyer, CEO of Accelerate People will share her thoughts on: Reallocating Funds Now That Level 7 Funding Is Phased Out. Stay tuned for next week!

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Apprenticeship Insights: is a ClickZ Media publication in the Education division