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The leaders of the seven local councils, the North of Tyne Mayor and Northumbria's Police and Crime Commissioner encourage people to work together to move out of Tier 3 as quickly and as safely as possible.

Public sector apprenticeship target


The public sector apprenticeship target was introduced by government in April 2017 in accordance with The Public Sector Apprenticeship Targets Regulations 2017. The regulations set a target for any public sector employer in England with at least 250 staff to employ an average of 2.3% of their staff as new apprentice starts between 1 April 2017 and 31 March 2021.

The target for new apprenticeships includes both newly employed apprentices and any existing staff that have begun an apprenticeship. All public sector bodies in scope must submit a report annually to the government on their progress in meeting the target.

The government considers the duty to 'have regard' to the target to mean that in making staffing planning decisions, we should actively consider apprenticeships, either for new recruits or as part of career development for existing staff.

Councils have until 30 September in each year to complete and submit their return. As well as the data return, we are also required to publish some information about progress made towards meeting the target.

How are we doing towards meeting the public sector apprenticeship target?

Reporting Percentages1 April 2017 to 31 March 20181 April 2018 to 31 March 20191 April 2019 to 31 March 2020
The percentage of apprenticeship starts (both new hires and existing employees who started an apprenticeship) as a proportion of employment starts between 1 April to 31 March. 6.33%  26.40% 21.37%
The percentage of total headcount of employees that were apprentices on 31 March. 1.19% 3.01% 3.17%
The percentage of apprenticeship starts (both new hires and existing employees who started an apprenticeship) between 1 April to 31 March as a proportion of total headcount on 31 March. 0.72%  2.08%

 1.89%

What actions have we planned towards meeting the apprenticeship target in the future?

  • We have developed an Icon for pdf Apprenticeship Strategy 2019 to 2022 (PDF, 435.3kb)  which outlines what we want to achieve as an employer and the positive action we will take over the next three years, 2019 to 2022, to increase the number and range of apprenticeships within the council as part of our wider Workforce Development Strategy. 
  • We will continue to develop our apprenticeship programme to increase the occupational range and number of high quality apprenticeship opportunities. 
  • We will work with service managers to identify existing and future skills gaps and ensure that priority is given to apprenticeships for new and current staff that are designed to meet these challenges and develop skills sets relevant to the current and future workforce. 
  • Existing staff will be encouraged to use apprenticeships as a means of developing their skills and career path within the council where a relevant apprenticeship standard can be applied to support talent management. 
  • We will embed apprenticeships into workforce planning across the council through mapping apprenticeships standards to job roles and developing career pathways. 
  • We will widen participation in our apprenticeship programme, by targeting and maximising opportunities for those who face the most challenges to accessing employment.

Find out more about apprenticeship opportunities with the council.

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03000 267 803
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