Details of standard

Coaching and assessing vocational learners, usually on a one-to-one basis, in a range of learning environments

The  Assessor-Coach (AC) role has emerged within the Education and Training Sector (ETS), over the last 30 years, originally as a result of the implementation of vocational (competence-based) qualifications (notably NVQs) and formalised work-based education and training. The AC is a dual professional, using their up-to-date professional knowledge and skills to support vocational and professional development across the formal ETS as well as in any employer setting, and at any level. They may, for example, coach and assess apprentices, trainees or new recruits (ranging from young entrants, to new CEOs) in the workplace, commensurate with their own level of experience and qualifications, as required by their employer or their sector.  ACs coach and assess vocational learners, usually on a one-to-one basis, in a range of learning environments.  Coaching skills involve complex communication techniques to actively listen, provide feedback and to engage learners in planning their individualised learning programme. These skills are also integral to assessing learners’ competence in-relation to work-related/industry standards and life skills.

ACs work co-operatively with other ETS or professionals (such as teachers, human resource professionals and mentors/supervisors in the workplace) in supporting the learner’s development of vocational competence and the wider skills that relate to employability and professionalism.

Within the sector, ‘coaching’ is seen as a more complex set of interpersonal skills, compared with ‘mentoring’.  It is more learner-centred, exploring the learner’s understanding and needs rather than simply giving advice. (See the Level 3 Learning Mentor Standard for further clarification about these two different roles.)

The AC apprenticeship requires the development of following professional behaviours, knowledge and skills:

Professional behaviours. The Assessor-Coach will:

  1. Inspire, motivate and raise learners’ aspirations through their passion for the sector
  2. Operate at all times to ethical and legal standards and within professional boundaries
  3. Model and encourage mutual respect, displaying a deep understanding of equality and diversity, with and between learners, colleagues and appropriate agencies
  4. Be resilient and adaptable when dealing with challenge and change, maintaining focus and self-control
  5. Value the importance of maths, English and ICT skills in the learners’ future economic and social well-being
  6. Evaluate and improve their own professional practice in relation to the Professional Standards for Teachers and Educators in the Education and Training Sector

Qualifications outcomes must include:

  • Level 1 Safeguarding

Entry Requirements:

individual employers may set any entry requirements which may include:

  • (As a dual-professional) – A qualification, at an appropriate level, and relevant up-to-date experience in the candidate’s vocational/subject specialism.
  • Many candidates will already possess a Level 3 qualification in Assessing. Depending on the specific education and training context, employers (and/or Awarding Organisations) may require candidates without an Assessor qualification, to achieve this prior to completion of their apprenticeship.

Candidates may have achieved maths, English and ICT skills at Level 2 (equivalent to GCSE Grade C, or above) prior to commencing their training. Those that have not must achieve this prior to taking the end-point assessment.

Employers may also wish candidates to achieve appropriate additional qualifications in Education and Training, including coaching.

Cost

Levy £7,000

Non Levy £350.00

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Apprenticeship

How employers can get involved

Why should Employers get involved?

Apprenticeships can help businesses across all sectors by offering a route to harness fresh new employees. Apprenticeships ensure that your workforce has the practical skills and qualifications your organisation needs now and in the future. The mixture of on and off the job learning ensures they learn the skills that work best for your business. Apprenticeships deliver for businesses and help them grow by: Reducing training and recruitment costs, increasing productivity and your bottom line, developing a skilled motivated and qualified workforce, improving customer service results, providing financial return on investment.

Apprentices can be new or Existing staff!

ATL’s recruitment services are free!

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Duration

15 Months