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Make a Fresh Start in 2022

Make a fresh start in 2022

Peter Behan, Director of Group Horizon, encourages those looking to take the next step in their building controls career to consider a BEMS Controls Engineer Apprenticeship.

If you currently work in the BEMS industry you may already be aware of the Building Energy Management Systems (BEMS) Controls Engineer Apprenticeship being delivered by Group Horizon. Run in partnership with the Building Controls Industry Association (BCIA), the apprenticeship is directly addressing the well-documented industry shortage of BEMS controls engineers and bringing through a new generation of highly skilled operatives. But if you’re already familiar with the building controls industry, why should you take more of an interest in in training?

As energy prices continue to rise and show no sign of slowing down, improving energy efficiency will remain high on the agenda for business owners and building operators. One of the knock-on effects will be increased demand for highly skilled, adaptable engineers familiar with the latest building technologies and capable of integrating smart solutions into the built environment.

With new efficient building technologies emerging on a regular basis, energy management systems and solutions are no longer viewed as expensive extravagances but are essential long-term investments which help drive down costs and improve the wellbeing of building occupants. A new generation of skilled engineers is needed more than ever before and there is now fresh impetus to deliver the necessary training and ensure we have the talented individuals needed to deliver the buildings of tomorrow. Put simply, there has never been a better time to get involved and upskill in this exciting and dynamic industry.

The Group Horizon run apprenticeship offers a balance of on-the-job assessments and technical training delivered on the apprentice’s company site and through classroom and/or online learning sessions. All aspects of the industry are covered, including Controls Hardware and Logic; Field Devices; Networking; Communication Protocols and Supervisor Software and on successful completion of the programme, individuals will receive the Level 4 Building Energy Management Systems (BEMS) Controls Engineer Apprenticeship. In addition, on successful completion of technical modules BCM01 – 03 apprentices will receive the BCIA Technical Certificate and the BCIA Advanced Technical Certificate on successful completion of BCM04 – 06. Apprentices will also be eligible to apply for an Electrotechnical Certification Scheme (ECS) Building Controls card at Associate or Integrator Level (depending on level of experience) on completion of specific BCIA technical training modules.

With the first two cohorts now underway and a third about to start, demand for places on this apprenticeship is high. To register your interest please visit: https://grouphorizon.co.uk/bems-referral-form/

Developing the Buildings of the Future

Developing the buildings of the future

The drive to reduce energy consumption and increase efficiency in commercial buildings means that demand for skilled engineers will rise steeply over the coming years. Peter Behan explains how building controls engineers can acquire the necessary skills to meet growing demand for efficient, seamlessly integrated buildings.

As the world strives to reduce its carbon footprint, the importance of efficient building management continues to grow. One of the results of this is that the technology that goes into buildings, whether new-build or retrofit, is becoming more advanced than ever, and its complexity means trained and qualified engineers are required to install it.

Modern legislation and environmental targets have made good building management a priority and the next generation of Building Controls Engineers will be the key drivers in evolving technologies.

Group Horizon offers a full suite of training courses for the Building Controls Industry Association (BCIA) which are designed for those wishing to upskill or start their journey as a Building Controls Engineer.

BCM01, for example, gives an overview of the Building Energy Management Systems (BEMS) industry and the systems and technologies used in the control of heating, ventilating and air conditioning, while BCM02 offers comprehensive training on the theory of measuring and control technology and is designed for engineers and technicians who have some knowledge and field experience. BCM03 involves the main water circuits and systems used within the building services controls environment. This course includes the necessary mechanical knowledge needed to understand applications and covers all aspects of valve sizing and control.

Anybody who completes these three courses will be awarded a BCIA Technical Certificate and become eligible for the Electrotechnical Certification Scheme’s Building Controls Integrator ECS card provided the applicant also holds a formal BS7671 qualification in the current edition of the wiring regulations (currently BS7671: 2008, 18th edition) as well as a current (up to date) Health & Safety Certificate or recognised ECS H&S exemption.

A few steps further

After you have successfully completed the BCIA modules BCM01-03 then why not think about going a few steps further and qualifying for an Advanced Technical Certificate? This can be achieved by completing courses BCM04 to BCM06 and gives engineers the opportunity to prove to clients and employers their full understanding of the six building controls subjects which cover Fundamentals of HVAC & Building Technology, Measuring & Control Technology, Hydraulics in Building Systems, Control Function in Heating Plant, Control of Ventilation and Air Conditioning Plant and Control of Cooling Systems.

For anyone looking to embark on a career as a Building Energy Management System (BEMS) Controls Engineer, Group Horizon now offers a three-year technical training programme, which offers a balance of on the job assessments and technical training covering all aspects of the industry. The BEMS Controls Engineer Apprenticeship has been designed to address an industry-wide shortage of BEMS Controls Engineers and includes a series of classroom and/or online sessions covering the technical theory which is included in the BCIA technical course modules BCM00 – BCM15.

The first two Apprenticeship programmes have been fully booked up and the feedback has so far been very positive. Jake Jarram, BEMS Apprentice at Building Controls Specialists Ltd, said: “I have been very impressed with how well structured the modules are in the BCIA course I am completing. The lecturer is very experienced and skilled in the industry, showing a very positive outlook on HVAC and is very keen to pass on their knowledge.

“When working day-to-day for BCS I have developed a great variety of skills which are invaluable to someone of my age, working in various places and contributing towards the completion of the project/maintenance. I am looking forward to my future in the building controls industry.”

The Building Controls industry is wide and diverse and offers numerous opportunities for skilled engineers. To ensure you stay ahead of the competition and prove your competence in this rapidly expanding market Group Horizon’s specialist tutors, who each bring a wealth of experience in their chosen field, will deliver the training that will ensure the future of our built environment is in safe hands.

Dos and Don’ts When Taking on an Apprentice

Peter Behan of Group Horizon outlines some of the dos and don’ts when taking on an apprentice.

Do

Target your apprenticeship at areas where you have clearly identified skills gaps and shortages or future areas of growth

Give some thought to your business’ immediate and future needs and consider how an apprentice could help to fill skills gaps or help grow certain areas of your organisation. The skills that the apprentice will be learning should match the requirements of your business and provide a secure foundation that will allow them to foster a long-term career at the company.

Set clear and realistic expectations about what you are hoping to get from the apprenticeship

Discuss your business goals and how you expect the apprentice to help you achieve them. Plan ways in which the organisation can get the most from the apprenticeship by providing a clear support structure. You will eventually need to sign an agreement with your apprentice that will lay out details of the skill, trade or occupation the apprentice is being trained for, the name of the apprenticeship they’re working towards, the start and end dates for the apprenticeship and the amount of training you’ll give them.

Find a trusted organisation that offers training for the apprenticeship you’ve chosen

There are a great many regional and national training providers to choose from but be sure to select a provider with experience in your chosen field and a track record of successfully training apprentices to a high standard. An up to the minute curriculum that has been developed by businesses for businesses will offer the apprentice the transferable skills to succeed and flourish. When researching training providers, it’s worth looking out for those with industry recognised accreditations to their names.

Once the training has been agreed you will need to sign a commitment statement with the apprentice and training provider. This will document the planned content and schedule for training, what is expected and offered by the employer, the training provider and the apprentice and shed light on how to resolve queries or complaints.

Check if there is funding available for training or to cover other costs associated with taking on an apprentice

Funding for training is dependent on whether your business pays the government apprenticeship levy or not. If your organisation has an annual pay bill of more than £3 million it will be required to pay the levy and will receive funds (0.5% of the pay bill) to spend on training and assessing apprentices. The government will then add 10%. If your organisation does not need to pay the levy it will pay 5% towards the cost of training and the government will pay the other 95% up to the funding band maximum.

Organisations may also be eligible to claim an incentive payment for new apprentices who start between 1 April and 30 September 2021.

Create a job profile and advertise your apprenticeship

Create a detailed job description in the same way you would for other company positions, detailing exact requirements to attract the right sort of candidates. Apprentices aren’t always young people and they can even be current members of staff.

The National Apprenticeship Service can help promote apprenticeship opportunities to individuals, parents and education establishments and the government hosts a ‘recruit an apprentice’ service for registered training providers (including large employers with direct grant funding) to post vacancies and manage applications for apprenticeships and traineeships.

Understand that the apprentice will require time away from site for studying

Apprenticeships vary in length depending on the subject and level but will take a minimum of 12 months to complete. During this time the apprentice will require some time away from the day-to-day role within the workplace in order to attend a training programme or study.

Provide a robust support network and put mentors in place from the very start

Apprentices will, more often than not, need practical support and guidance from day one in order to help them settle into the role. Regular engagement in the form of a work mentor is often beneficial to all parties, with the mentor helping the apprentice develop good working habits and reinforcing company procedure. Routine catch-up meetings to find out how the apprentice is getting on and address any concerns are also recommended.

Don’t

Treat apprentices as cut-price labour or just another pair of hands for the business

Apprentices should not be viewed as cheap/temporary labour for the business, they should be seen as a long-term business investment and as such should be a major part of the organisation’s future plans. Apprentices often bring fresh ideas and impetus and will more likely stay with an employer who has invested in them. A number of well-known business leaders started out as apprentices and worked their way to the very top.

Assign apprentices unfamiliar tasks without ensuring they have the necessary support or mentors on hand to offer guidance

The first few months of a new apprenticeship can be overwhelming and the apprentice may find themselves struggling to prioritise tasks in an unfamiliar work environment. Providing the necessary support and resources whilst carefully considering workload will help them settle into the role and integrate seamlessly into your team.

Leave the apprentice on uninspiring or repetitive jobs for long periods

Assigning an apprentice to menial tasks means you won’t get the best out of them and they won’t develop the specific skills the business needs. By offering a range of opportunities to carry out meaningful work the apprentice will grow in confidence and acquire an assortment of transferrable skills that will benefit the organisation.

Rush into taking on an apprentice without considering long term goals and engaging in succession planning

Consider how an apprentice could help your business thrive by looking at areas where they could really make a difference over an extended period of time. You may have a range of entry level positions that could work as apprenticeships or you may have hard to fill roles that require specialist training.

Always expect instant results

Set realistic expectations. Apprenticeships aren’t a short-term fix and some young people won’t have had a formal job before so may need nurturing to help them reach their full potential. For many this will be their first step on their career ladder and it will take time for them to develop the skills, confidence and experience needed to thrive.

Who and Why

Peter Behan, Director of Group Horizon, explains why the company’s Junior Energy Management apprenticeship programme is suitable for anybody considering their career options or looking for a new challenge thanks to its real-world work experience and a skill set that every company should have in the 21^st century.

Many of us have probably considered a career change at various points in our lives. For some, remaining in the same sector from their late teens/early 20s until retirement can bring many rewards and plenty of experience, while others reach a point where they feel they have got as far as they can on one career path and decide to go in a different direction altogether. Everyone is different and we all vary in how we are motivated.

The recent lockdowns have been difficult for everyone in a variety of ways, but they have also spurred people into trying new things like learning to play an instrument, learning a foreign language or improving their health and fitness – bike sales increased by 63 per cent during the first lockdown according to the UK’s Bicycle Association.

One thing that might deter people from making a fresh start is the thought of being behind everybody else while they are only just beginning and also being unsure of whether they will be able to secure a job. Group Horizon’s Junior Energy Management apprenticeship programme, however, really is open to anybody – and there is currently a major shortage of trained Energy Managers, so anybody who completes this apprenticeship will be helping to fill a void.

Many commercial buildings were left virtually empty during lockdown and this has led to many businesses having to reassess how they manage their premises. As more businesses come to realise that running their building at 100 per cent capacity is neither cost nor energy efficient when it is only partially occupied, there is a growing demand for the deployment of in-house Energy Managers. What’s more, it presents a fantastic opportunity for anybody who has been considering a change of career – especially during lockdown when the jobs market has been competitive and people have been assessing their career options or looking to try something new.

An Energy Manager could come from any previous background, whether it’s in banking, retail, construction, education or something else entirely. Apprentices are given the chance to learn a new set of skills and gain invaluable knowledge that will lead them on to a rewarding new career.

Liam Doughty, from Gateshead, previously worked in Facilities Management before starting a new role as an Energy Technician within Gateshead Council. Liam did not have any previous background within the energy industry, so he took up the Junior Energy Management apprenticeship opportunity with Group Horizon, a move that he is now reaping the benefits from. The qualification has provided Liam with a massive opportunity to progress his knowledge and skills in the energy industry and also move his career forward.

If Liam’s story inspires you then you too can begin your journey to become an Energy Manager under the guidance of Group Horizon. Also, if you are a company looking to meet your sustainability targets then an Energy Manager could be your answer. The Junior Energy Manager apprenticeship programme offers a balance of technical training and on-the-job assessments to match your needs and requirements and can be delivered on site in 24 months.

Group Horizon aims to “fill the void” of trained Energy Managers

Leading national training provider Group Horizon believes the impact of lockdown plus the increasing need for energy efficiency in buildings can inspire a new generation of Energy Managers that will help organisations meet their own sustainability targets and reduce costs.

Peter Behan, Director at Group Horizon, said: “There is a major shortage of trained Energy Managers and we want to help fill the void. The Junior Energy Management apprenticeship programme really is open to anybody and an Energy Manager could come from any previous background, whether you have worked in banking, manufacturing or construction or something else entirely. It will also provide the apprentice with a new set of skills and invaluable knowledge that could potentially open a lot of doors for them later in their career.”

With many commercial buildings left virtually empty during lockdown many businesses have had to reassess their approach to how they manage their premises. As more businesses come to realise that running their building at 100 per cent capacity is neither cost nor energy efficient when it is only partially occupied, there is a growing demand for the deployment of in-house energy managers. What’s more, it presents a fantastic opportunity for anybody who has been considering a change of career – especially during lockdown when the jobs market has been competitive and people have been assessing their career options.

Liam Doughty, from Gateshead, previously worked in Facilities Management before starting a new role as an Energy Technician within Gateshead Council. Liam did not have any previous background within the energy industry, so he took up the Junior Energy Management apprenticeship opportunity with Group Horizon, a move that he is now reaping the benefits from. Liam said: “The qualification has provided me with a massive opportunity allowing me to not only progress with my knowledge and skills in the energy industry but help me move forward in my career.”

Liam is hoping that this is just the start of his career in the industry saying: “The training has provided me with a foundation to start within the energy industry, allowing me to then further my education in this field. My goal is to complete the Junior Energy Manager apprenticeship with sight to go on to a higher-level education within this field.”

Note to editors

A national training provider, Group Horizon offer a range of specialist training programmes which include Apprenticeships, Functional Skills, Jobseeker Short Courses and Workforce Development Programmes.

Their fully accredited qualifications are delivered by specialist assessors who each bring a wealth of experience in their chosen field. Group Horizon invest heavily in research and curriculum development to ensure that all of their programmes are delivered to meet the needs of employers and the market ensuring the best support is given for the professional journey of each individual.

www.grouphorizon.co.uk

For further information about Group Horizon please contact Keystone Communications:

Russell Drury: Tel: 01733 294524, Email: russell@keystonecomms.co.uk

Tracey Rushton-Thorpe: Tel: 01733 294524, Email: tracey@keystonecomms.co.uk

Revised emissions target set to intensify demand for energy management skills

The UK government’s ambitious target to cut carbon emissions by 78% by 2035 compared to 1990 levels has refocused the spotlight on energy management and the need to reduce energy usage and carbon emissions whilst striving to lower costs. This new target amounts to a 60% reduction on today’s levels and will require a concerted, co-ordinated effort by organisations across all industries.

Energy manager job roles are becoming increasingly commonplace among organisations that are committed to developing sustainable business practices and understanding energy performance. To fully understand how the typical component parts and systems found in commercial buildings perform in terms of energy consumption there needs to be a thorough appreciation of how energy flows in and out of a building and how key elements can be reconfigured to work in harmony with one another to limit energy loss wherever possible.

With UK energy costs also on the rise once again, energy management skills are expected to be in high demand. Training and apprenticeships based around the core theme of energy management are becoming progressively more popular amongst learners and employers who recognise the need to act quickly and decisively on energy performance in buildings. A Level 3 Junior Energy Management Apprenticeship will provide foundation knowledge across 11 core topics of energy management, including technical, assessments, behavioural change, regulatory and legal, waste management, transport, procurement, water and more. Upon successful completion of the apprenticeship the individual will walk away with a clear understanding of the economics of energy consumption, the processes used to determine energy performance and the fundamentals of how to audit and advise on improvements to energy efficiency and reduce emissions. The employer ultimately benefits from having an in-house energy manager with the skills and expertise to meet the organisation’s sustainability commitments.

Peter Behan, director of Group Horizon, comments: “The Junior Energy Management Apprenticeship aligns perfectly with the government’s latest emissions targets and the pathway to net-zero. Group Horizon has a faultless record of delivering high quality training delivered on site or through online sessions and the Junior Energy Management Apprenticeship appeals to a broad range of industry sectors, including construction and the built environment, NHS, Network Rail, property, retail and leisure.”

Concerns around climate change are driving increasingly rapid changes in government policy which in turn is leading to the creation of new sustainability and energy management job roles with excellent long-term prospects. Organisations across the UK are being prompted to rethink their longstanding energy strategies and should seriously consider the merits of investing in specialist in-house skills and know-how to promote long-term savings.

Benefits of the Junior Energy Management Apprenticeship

Peter Behan, Director of Group Horizon, discusses the company’s Junior Energy Management apprenticeship programme and the benefits it could bring to your company.

Before social distancing came along, energy efficiency had become the most important aspect in commercial building management. The onset of Covid and the subsequent lockdowns has perhaps exacerbated the need for energy efficiency in buildings; this was clearly evident when we were all told to stay at home while lights continued to burn brightly in office buildings up and down the country. Not all of them of course, and organisations who were well on top of their energy management will have had systems in place to switch off services that were not required as people began to work from home where possible.

Even now as some of us return to our normal places of work, in many cases commercial buildings will be operating at a reduced capacity, with some areas of a building used much less than before. Maintaining a tight grasp on their energy efficiency is therefore going to be crucial for organisations in both the short-term and the long-term. There is also the significant challenge of the UK’s net-zero carbon by 2050 target looming on the horizon. If we are to achieve this then we must continue to address the well-documented statistic that buildings account for over 40 per cent of the global energy consumption with commercial premises accounting for more than half of that figure.

Due to the rise of the cost of energy the UK will become one of the most competitive market places for energy management skills over the next five to seven years. With a major shortage of trained energy managers, Group Horizon can help companies reduce energy consumption and costs and meet their sustainability requirements through our Junior Energy Manager apprenticeship programme. Energy managers can come from all types of companies and industries, including hospitality, leisure, retail, banking, manufacturing, construction, and property. As I have already mentioned, energy management is going to become even more crucial for businesses and having somebody trained in-house will be a huge advantage to the consultancy market. Meanwhile new and existing employees or apprentices are given the opportunity to develop life-long skills and gain valuable, hands-on workplace experience whilst earning a wage.

During the course, the apprentice will learn a range of energy management skills which can benefit organisations and lead to long term savings, including:

How energy flows in and out of buildings, equipment and processes and how key energy systems operate
The economics of energy consumption, supply and demand of energy, sustainability issues and role of the organisation in tackling them
Relevant level of theory and practices that underpin the energy efficient use of equipment, processes, and IT systems
How to read meters and sub-meters, collect, record and analyse metered data and interpret the manufacturer’s installation and maintenance requirements
How to conduct an audit and write up findings to demonstrate any non-conformance concerns

Group Horizon has a proven track record of developing new and innovative provision in a range of subject areas. Our specialist assessors bring a wealth of experience in their chosen fields and invest heavily in research and curriculum development to ensure that all our programmes are delivered up to date and relevant to the job market and the needs of employers. With the Junior Energy Manager apprenticeship, you will ensure your company stays in firm control of its energy consumption while creating a greener future for the UK.

For more information please visit: www.grouphorizon.co.uk

Junior Energy Management apprenticeship helps companies meet sustainability targets

Group Horizon, a leading national training provider, has announced the launch of its Junior Energy Manager apprenticeship programme, which it believes will help organisations meet sustainability commitments by reducing energy consumption and reducing costs, as well as contributing towards the UK’s target of net zero carbon by 2050.

Due to the rise of the cost of energy the UK will become one of the most competitive market places for energy management skills over the next five to seven years. With a major shortage of trained energy managers, this apprenticeship will help to address the need for basic in-house energy management skills which can benefit organisations and lead to long term savings.

The apprenticeship takes up to 24 months to complete and can be delivered on an organisation’s own premises or through online sessions. An initial open day enrolment session will allow each learner to familiarise themselves with the aims, objectives, and outcomes of their programme, as well as getting to know the Group Horizon team who will offer support and guidance when needed.

Throughout the apprenticeship, learners will be required to attend a series of classroom/online sessions covering the technical theory and functional skills (English, Maths—if required) elements of their course. These sessions will be planned in advance to ensure minimal impact on day-to-day business.

Energy managers can come from all types of companies and industries, including hospitality, leisure, retail, banking, manufacturing, construction and property. Energy management is going to be crucial for businesses now and in the future. Having somebody trained in-house will be a huge advantage to employers and the apprentice is afforded an opportunity to develop life-long skills and gain valuable, hands-on workplace experience whilst earning a wage.

Peter Behan

Group Horizon Director

Note to editors

www.grouphorizon.co.uk

For further information about Group Horizon please contact Keystone Communications:

Russell Drury: Tel: 01733 294524 Email: russell@keystonecomms.co.uk

Tracey Rushton-Thorpe: Tel: 01733 294524 Email: tracey@keystonecomms.co.uk

House of Lords Launch of the Energy Management Apprenticeship

House of Lords Launch of the Energy Management Apprenticeship

The new Junior Energy Management Apprenticeship was officially launched by npower Business Solutions and Group Horizon at the House of Lords on 30th January 2020. The event was attended by several members of the House of Lords, Ministers of Parliament and representation from the UK’s largest organisations such as Network Rail, Siemens and YPO.

Lord Rupert Redesdale from the Energy Management Association (EMA), opened the event explaining the importance of Energy Management within the government agenda and beyond. Shadow FE & HE Minister Emma Hardy then followed, focusing on Education and the routes of learning to which she stressed the pleasure in hearing that the Junior Energy Manager Apprenticeship was at Level 3 allowing entry point to be based on ability rather than academic achievements. Peter Behan, Chair and owner of Group Horizon, finished the session outlining Group Horizons involvement in energy efficiency and renewable training, our Ofsted result and outlining the Delivery and Partnership Model we can offer.

This Apprenticeship has arrived at a pivotal point with the Government commitment to move to “Net Zero” Carbon by 2050. The Junior Energy Management Level 3 Apprenticeship provides organisations with an in-house energy manager aimed at meeting sustainability commitments which will lead to reducing energy costs, energy usage, carbon emissions, upskilling and retraining their current workforce.

This Apprenticeship provides foundation knowledge across 11 core topics of Energy Management. The Apprenticeship can be delivered nationwide and can take up to 24 months to complete. Entrants can come from all types of companies/industries, including hospitality, leisure, retail, banking, manufacturing, construction and property.

Group Horizon, a National Training Provider offering a specialist range of Apprenticeships and workforce development programmes, originally ran pilots of the Apprenticeship back in April 2019 but due to demand have increased the number of Apprentices enrolled to 45 learners, which have been delivered in various areas across the UK.

To find out more from the day, please read Alison Washbourne’s blog from the launch by clicking here.

For further information on the Junior Energy Management Apprenticeship download the Product Sheet or contact Alison Washbourne and she will be happy to help (alison.washbourne@grouphorizon.co.uk).

SME employers can now access the Digital Apprenticeship Service

From the 1st January 2020 the Education and Skills Funding Agency (ESFA) gave access to the Digital Apprentices Service (DAS) to all small to medium size employers.

All employers in England will have better access to buy high quality apprenticeships from January 2020. SME businesses, who don’t pay the Apprenticeship Levy, will take full control over apprenticeships in their business as they will have to register them and bring them on board using the Education and Skills Funding Agency’s digital apprenticeship service (DAS)

Every apprenticeship employer in England will have access to the full benefits of the Education and Skills Funding Agency’s (ESFA) apprenticeship service. With the first employers and providers commencing their use from January 2020.

Previously, only apprenticeship levy-paying employers – those with an annual total pay bill of over £3m – or those in receipt of a transfer of apprenticeship funds – were able to use the full benefits that the apprenticeship service brings.

From January 2020 employers who do not pay the apprenticeship levy will be able to create accounts on the apprenticeship service and begin arranging their own apprenticeships. These employers will be able to:

Choose from a range of apprenticeship standards;
Choose a provider from the Register of Apprenticeship Training Providers (RoATP) to deliver apprenticeship training;
Find an End-Point Assessment Organisation (EPAO);
Reserve access to funding for apprenticeship training and assessment;
Agree contracts with providers; and
Benefit from collaborative relationships by delegating permissions to providers to service their accounts

To assist you in supporting your partners and employers with the changes Group Horizon have produced this guide, which includes some information received directly from the ESFA and also links to online tools and instructions to help and support. You can download our SME and The Digital Apprenticeship Service Guide by Clicking Here. Our guide includes the following:

How to register and use the apprenticeship service as an employer
Managing cohorts and apprentices
Using your account
Reservation of funds
How will reservations work?
How to make a reservation

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