Learning and Development Consultant/Partner – Level 5 Standard

Existing or aspiring L&D Consultants/BPs who need ‘significant new knowledge and skills’. Aspiring L&D Managers or those who are inexperienced or do not have a formal L&D qualification. Exceptionally, newly appointed L&D Consultants/BPs, or L&D Managers who may not have developed through an L&D route and have no prior experience of L&D.

18-24 months depending on existing knowledge, skills, and experience.

£7000 (see funding)

End Point Assessment – conducted independently.

Two elements to build a cumulative picture of the application of knowledge, skills and behaviours and overall performance against the Standard – Project with a Professional Discussion and presentation of a Learning Journal with targeted questions.

Development in the following areas

Knowledge – L&D Technical Expertise, Business Understanding, L&D function, Management Information and Technology

Skills – L&D Consultancy Skills, Developing a Learning Culture, Budget/Resource Management, Relationship Management, Facilitation Skills

Behaviours – Constant & Curious Learner, Collaborative Partner, Commercial Thinker, Constructive Challenger, Passionate & Agile Deliverer

Attraction, development, engagement and retention of senior L&D staff. Development of L&D expertise at Consultant/Business Partner level: – accountable for ensuring L&D contributes to, and influences, improved performance in the workplace at an individual, team and organisation level. Improvement of an L&D Consultant’s/BP’s capability can have a direct impact on the overall productivity of your organisation.

This qualification is ideal if you are looking to move into the role of L&D Consultant / Business Partner, L&D Management Consultant or Training Manager within Learning and Development.

All Apprenticeships are employer-led and are the responsibility of the employer, with support of training providers. The employer will normally provide induction training; manage the employee, including performance management reviews; conduct monthly 1-2-1s; provide support; provide shadowing opportunities, coaching, and mentoring; agree scope and content of an L&D project; provide ongoing and final feedback; co-operate with the requirement for 20% of the Apprentices’ time to be spent ‘off the job’ learning related to the L&D Apprenticeship Standard.

CMT will provide initial advice and guidance, clarify roles and responsibilities, agree a timetable, complete relevant apprentice paperwork, identify learning gaps, deliver training, monitor progress, provide learner support, provide feedback, agree scope and content of project, register with appropriate bodies, prepare the Apprentice for the formal End Point Assessment (EPA) and claim the final Apprenticeship qualification certificate.

Course dates and locations will be planned by CMT which will be driven by demand. Please contact us to register your interest, or formally apply to join a Learning Set by completing our enrolment form.

For larger employers, this Apprenticeship will be funded through your Digital Apprenticeship Account – for smaller employers, not subject to the Apprenticeship Levy, the Apprenticeship will be funded 95% by the government and 5% by the employer. Costs for the End Point Assessment are paid through the overall Levy funding (up to 20% of the total Apprenticeship cost).

The funding CAP will be £7000. For more information on the funding CAP, contact CMT.

Choose to complete the CIPD level 5 Associate Diploma in Organisational Learning and Development.(extra £1,750)

Option to take part in a 3-day residential event (an additional charge applies for accommodation which cannot be Government funded).

• As stated on the Register of Apprentice Training Providers (RoATP) – CMT specialise in delivering a range of L&D and HR training qualifications and apprenticeships and have been an approved CIPD centre for over 20 years – all our Trainers have held senior positions in a range of organisations spanning the private, public and third sector.
• CMT take a cohort based approach. The approach taken to delivering the workshops allow for Apprentices to get to see other environments outside of their instead of a set classroom location. Alongside this, cohorts will have a mix of organisations or departments within an organisation offering wider experiences outside of the apprentices on environment.
• CMT can offer an equivalent level CIPD qualification and membership alongside the Apprentice qualification, further demonstrating individual professionalism and providing unparalleled access to relevant L&D and HR industry resources.
• CMT will provide, as part of the Apprenticeship Programme, a 3-day optional off-site ‘residential’ experience ‘event’ specifically designed to develop the requisite ‘behaviours’ stated in the standards. This is unique to CMT and, whilst educational, will be both fun and engaging.
• Paul Cadman and Emma Horne (both senior management of CMT) instigated and drove the development of the joint L&D/HR Trailblazer Employer Group, being instrumental in the creation of the two new Standards in L&D (being the first provider to start to deliver these) and completion of the two stalled HR standards, with CMT being the first in the country to deliver these and we are now entering the end point assessment for our first cohort.
• In addition, our CEO Paul Cadman is on the Board of the Institute for Apprenticeships whilst chairing the IfA Quality Committee and Emma Horne is one of only 135 CIPD members from 135,000 to have been awarded the honour of ‘Companion’ status, so you would have to go a long way to find involvement by any training provider who is at the very heart of Apprenticeships in the UK.