EMPLOYING AN APPRENTICE

EMPLOYING AN APPRENTICE

If you are are interested in taking on a new recruit to become an apprentice or already have an apprentice within your business, we hope that this guide will help you understand the services and support which we can provide and the role which you can play in the process of work-based learning.

HOW CAN WORK-BASED LEARNING HELP YOUR BUSINESS?

We know that recruiting the right apprentice for your company and ensuring that they have the relevant skills and knowledge to do the job you require will be of paramount importance to you. We can help you in these activities through our work-based learning programme (Apprenticeship Programme) that will provide you with a number of key benefits.
  • Recruitment of the brightest and ablest young individuals
  • The highest possible standards of industry-leading training from dedicated Nissan experts
  • Training on current Nissan models, using Nissan equipment and the latest techniques in a modern, state-of-the-art facility
  • The most effective, in-depth training thanks to the highly focused nature of block release
  • Apprentices become productive, qualified technicians sooner
  • Technicians gain an appreciation of the Nissan culture and loyalty to the Brand
  • It acts as a springboard to Master Technician status

RECRUITMENT

At the recruitment stage the Apprenticeship Programme collects information from applicants so that we can monitor the effectiveness of our Equality and Diversity policies. At each stage in the recruitment process we are able to identify trends in terms of ethnic minority recruitment, gender recruitment and recruitment of people with a disability. These trends can be examined so that we can instigate further action if necessary.

In supplying applicants to companies for interview we would always aim to supply the most suitable person for the position offered in terms of skills, abilities and potential.

INDUCTION AT YOUR COMPANY

A comprehensive induction process at the company is the first step in ensuring the apprentice quickly settles into work and feels part of the team. The following items should be covered on induction:

a)    Working hours, breaks, lunch breaks
b)    Tour of premises, introduction to staff
c)    Fire exits, evacuation assembly points, fire extinguishers
d)    Rest room / canteen facilities
e)    First aid procedures, accident book, knowledge of nominated first aid person
f)    Established the wearing of personal protective equipment
g)    Highlight any restricted areas of working practices
h)    Identifying any restricted areas of working practices
i)    Procedures for sickness and holidays
j)    Establish wage and method of payment
k)    Contact to speak to at the company if the apprentice has a problem
l)    Grievance procedure
m)    Health and safety at work
n)    Disciplinary Rules and Procedures
o)    Equality & Diversity

OFF-THE-JOB TRAINING

Apprentices attend an Approved Training Centre for off-the-job training and this attendance is over 1 or 2 week blocks. You will be notified of these arrangements accordingly. Joining instructions will be sent out to you 3 to 4 weeks prior to commencement of each block.

Dependent on specialism the programme is either 2 or 3 years duration, you will be advised at the time of the apprentice starting the programme.

WAGES

The employer is responsible for setting the wage levels of their learner. The Apprenticeship Programme can advise on nationally recommended pay scales. In establishing wage levels the employer needs to take account of the minimum wage legislation and in particular the legislation regarding learners. Full guidance is available from the National Minimum Wage Helpline Tel: 0300 123 1100 or visit www.gov.uk/national-minimum-wage-rates , who will be able to confirm current minimum levels of pay.
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