01 / STRUCTURE
Make the pathway visible.
Define the role, expected activities, supervision, milestones and relevant conditions before participation begins.
OPPORTUNITIES / 05 / APPRENTICESHIPS
Learn by becoming part of the work.
Apprenticeships connect people with structured, supervised work over time — creating a deeper bridge between capability development, contribution and the realities of a professional environment.
Work-based
Structured
Supervised
Progressive
Evidence-aware
01 / Positioning
Work, learning and responsibility — connected over time.
Apprenticeships are opportunity pathways built around sustained participation in a real working environment. The emphasis is not simply on completing an assignment, but on developing capability while contributing under appropriate supervision.
BUILD / Apprenticeships
Build apprenticeship capability inside the Academy.
BUILD Apprenticeships are Academy-designed experiences through which learners can practise work patterns, responsibility, reflection, collaboration and professional behaviours in a structured learning environment.
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Question: How can the Academy help someone become apprenticeship-ready?
OPPORTUNITIES / Apprenticeships
Enter a real organisation and learn through contribution.
Opportunities Apprenticeships connect participants with external hosts where the host defines the work context, supervision model, expectations and applicable terms.
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Question: Where can the participant learn and contribute through real work?
02 / Operating principles
An apprenticeship should grow responsibility, not just duration.
The quality of an apprenticeship depends on the relationship between work, learning, supervision and progressive responsibility.
02 / SUPERVISION
Work with guidance.
Provide a named workplace contact or supervisor and an appropriate route for questions, feedback and escalation.
03 / PROGRESSION
Increase meaningful responsibility.
Allow responsibility to develop as capability and familiarity with the work environment increase.
04 / EVIDENCE
Record what was actually done.
Capture work, feedback, contribution and reflection without overstating what the participant achieved.
03 / Apprenticeship lifecycle
From opportunity discovery to transition.
A clear lifecycle helps the participant, host and Academy understand what happens before, during and after a sustained work-based opportunity.
01
Discover
Find an apprenticeship opportunity aligned with interests, capability and eligibility.
02
Assess
Review role, host, duration, requirements, supervision and applicable conditions.
03
Apply
Submit the required profile, evidence, application information and declarations.
04
Select
Participate in the host's disclosed selection process where one is required.
05
Orient
Understand the workplace, role, people, tools, policies and expectations before active contribution.
06
Contribute
Perform meaningful work with appropriate supervision and increasing responsibility.
07
Review
Use checkpoints and feedback to understand progress, contribution and development needs.
08
Transition
Close the apprenticeship and identify appropriate next learning, work or career pathways.
04 / Apprenticeship models
Different environments can support different forms of apprenticeship.
The opportunity catalogue can accommodate different work contexts while preserving the underlying structure of supervised contribution and progressive learning.
01
Industry Apprenticeship
Structured work within an established organisation, business function or operational environment.
02
Technology Apprenticeship
Applied work across software, data, cloud, AI, cybersecurity, product or digital engineering contexts.
03
Business Apprenticeship
Work-based development across strategy, operations, finance, sales, marketing or business analysis.
04
Research Apprenticeship
Supervised contribution to research, experimentation, analysis, documentation or knowledge work.
05
Social Impact Apprenticeship
Work with mission-driven organisations, communities or programmes where contribution is structured and supervised.
06
Hybrid Apprenticeship
A planned combination of workplace, remote and Academy-supported activity where the host model permits it.
05 / Progressive responsibility
The experience should move from orientation to contribution.
Progress is not simply the passage of time. It is the participant's increasing ability to understand context, perform work, make decisions and take responsibility appropriately.
01 / ORIENT
Understand the environment.
Learn the organisation, role, tools, processes, policies, people and boundaries.
02 / ASSIST
Contribute with guidance.
Perform defined activities while learning the expected standards and working practices.
03 / OWN
Take responsibility for work.
Manage defined tasks or outcomes with greater independence while retaining appropriate supervision.
04 / REFLECT
Understand the capability gained.
Connect experience, feedback and outcomes to future capability and career direction.
06 / Roles
The apprenticeship is a relationship, not a listing.
A sustainable work-based opportunity requires clarity about who provides the work, who provides supervision and who supports the participant's development.
Apprentice / Learner
Commits to the opportunity, follows applicable workplace requirements, performs agreed work, seeks guidance and maintains an honest record of contribution.
Host Organisation
Defines the work context, role expectations, applicable terms, workplace requirements and the environment in which the apprenticeship takes place.
Workplace Supervisor
Provides practical guidance, assigns or reviews work as appropriate, gives feedback and supports safe progression toward greater responsibility.
Academy Opportunity Team
Supports discovery, application and opportunity records, helps clarify expectations and maintains the boundary between Academy support and host-employer responsibility.
Mentor / Reviewer
Where included, provides additional developmental perspective, checkpoint feedback or evidence review without replacing the workplace supervisor.
07 / Evidence architecture
Build a record of the journey, not just an attendance certificate.
The evidence layer should distinguish participation, workplace contribution, supervisor feedback and participant reflection.
01 / OPPORTUNITY
Apprenticeship Record
Role, host, duration, work context, supervision model and applicable opportunity information.
02 / PLAN
Learning & Work Plan
Defined activities, intended development areas, milestones and relevant responsibilities.
03 / WORK
Work Artefacts
Appropriate evidence of tasks, deliverables, analyses, outputs or contributions completed during the experience.
04 / FEEDBACK
Supervisor Review
Host or supervisor observations about contribution, work quality, professional practice and development.
05 / REFLECTION
Apprentice Reflection
The participant's account of what was learned, where capability changed and what should happen next.
06 / TRANSITION
Completion Record
Verified closure of the opportunity and, where applicable, a record of subsequent pathway or next-step activity.
Evidence should respect employer confidentiality, intellectual property, privacy and any restrictions on publishing workplace artefacts.
08 / Work-based safeguards
Real work requires real boundaries.
Because apprenticeships place participants inside real organisations and workflows, the opportunity record should make practical, legal, ethical and operational boundaries visible before the experience begins.
Role clarityDefine responsibilities, expected activities, supervision and reporting relationships.
Workplace safetyCommunicate applicable safety, conduct, access and escalation requirements.
ConfidentialityRespect employer information, customer information, internal systems and non-public material.
Data protectionHandle personal or organisational data according to applicable policies and requirements.
Intellectual propertyClarify ownership and permitted use of work created during the apprenticeship.
Professional conductApply appropriate workplace behaviour, communication and ethical expectations.
Support & escalationProvide clear contacts for workplace, safeguarding, grievance or opportunity-related concerns.
Accurate representationDo not represent an apprenticeship as employment, a qualification or a guaranteed career outcome unless it formally is one.
09 / Opportunity gates
Before an apprenticeship is published, the pathway should be ready.
These gates help ensure that a participant is entering a defined work-based opportunity rather than an informal or ambiguous arrangement.
GATE 01
Host verified
The organisation or host context is identified and the opportunity has an accountable contact.
GATE 02
Role defined
The work context, responsibilities, duration and expected activities are sufficiently described.
GATE 03
Supervision ready
A workplace supervisor or equivalent support structure is identified where required.
GATE 04
Terms disclosed
Relevant participation, workplace, confidentiality, IP and other applicable conditions are made clear.
GATE 05
Review path
Checkpoints, feedback and closure arrangements are understood by the relevant parties.
10 / What can follow
An apprenticeship can become a foundation for the next professional step.
The next step depends on the participant, host and circumstances. The Academy can help preserve the evidence and connect it to subsequent opportunity pathways.
01
Continued employment
Where the host has an appropriate opening and chooses to proceed through its employment process.
02
Industry internship
A participant may move into a different or deeper workplace experience where appropriate.
03
Live project
Experience can lead to further project-based contribution with the same or another organisation.
04
Career pathway
Work evidence can inform the participant's next role, specialisation or capability-development direction.
05
Portfolio evidence
Permitted work evidence, supervisor feedback and reflection can strengthen a credible capability narrative.
06
Further learning
Observed capability gaps can feed back into LEARN and BUILD for targeted development.
11 / The Academy ecosystem
From learning to contribution — and back into learning.
Apprenticeships are part of a larger capability journey. They connect learning and building with real organisational contexts while generating evidence that can inform future development.
01
LEARN
Acquire concepts, methods, knowledge and foundational capability.
02
BUILD
Practise and demonstrate capability through structured Academy experiences.
03
OPPORTUNITIES
Enter external work-based environments where capability can be applied and developed.
04
CREDENTIALS
Represent verified achievement, experience and evidence with appropriate boundaries.
Ready to enter the world of work?
Explore apprenticeship opportunities, understand the host environment and choose experiences that match your capability, readiness and development direction.