“The rate at which [apprentices] grow and develop from their first day, nervous due to new surroundings, to confidently working in digital agile squads and even in some cases suggesting ways to improve in just a matter of a few months is hugely impressive.”
Ajit shares his experience with Makers of being an apprentice line manager for Employer Tuesday as part of National Apprenticeship Week.
I’m a Test Lead at DWP Digital, part of the largest government department in the UK. I’m also an engineering apprentice line manager.
The theme of 2024 National Apprenticeship Week is ‘Skills for Life’. The role of a line manager is crucial to set up the apprentice with skills they will carry throughout their career.
I’ve recently been shortlisted for Line Manager of the Year Award at the Makers Apprenticeship Awards; this recognises an exceptional line manager who provides unwavering support for apprentices in their technical and personal growth. This is a very proud moment in my career which has prompted me to reflect and share my experience to encourage others, both line managers and apprentices.
Digital engineering skills are crucial for government and private organisations in today’s world. This has resulted in higher demand for these competencies than ever before, but there’s a shortage of skilled digital people. Recruiting experienced specialists can sometimes be necessary to deliver at speed or to source subject matter experts in niche technical areas. There is also a largely untapped group who have an aptitude for technology but have never had the opportunity to work in a digital team.
I’ve met many people during my career, who work in areas such as operations, accounting, or manual engineering roles who use software to aid their jobs and, while using these programmes, they become curious about software development but have never had the opportunity to explore this. Or younger generations growing up in a digital world, playing video games who develop a similar affinity towards how the games they play are created.
Apprenticeships are an opportunity to launch your career or support career changers moving into tech, and employers can tap into this resource pool and nurture enthusiastic applicants into talented tech professionals.
What’s in it for the apprentice?
Whilst at DWP Digital, apprentices get a Level 4 industry-standard qualification working on real projects that have a positive impact on millions of people’s lives. DWP Digital apprentices get access to lots of learning and support throughout, and they contribute to the delivery of real business outcomes.
Apprentices learn from subject matter experts in the project team by working closely together and understand the working culture within the IT industry, which in DWP Digital is very collaborative, supportive, and welcoming.
The rate at which they grow and develop from their first day, nervous due to new surroundings, to confidently working in digital agile squads and even in some cases suggesting ways to improve in just a matter of a few months is hugely impressive.
What’s in it for the line managers?
It’s incredibly rewarding. The apprentice line manager is one of the key cogs in the wheel offering support, along with their placement coach and IT assessor. In this role, I’ve learned that an apprenticeship is a challenging but exciting journey.
Apprentices go through various stages including placement reviews, gateway, and final assessment. During this process, the apprentice may need different types of support, depending on what they’re going through.
DWP Digital has an excellent support system for us line managers, provided by the practice capability team.
Top tips for line managers
The most important tip is to understand the apprentice’s past working experience and the reasons why they’re on this journey. They may be fresh from education, or with experience but in a completely different field. They could have already been working in your organisation but aspire to change their career path. The experienced apprentice will need a different level of support compared to someone who is new to working.
Create time and space in their diary to ensure that they have dedicated time to learn. Provide structure to support the apprentice workload, so they can focus on learning. Put informal meetings into their calendar to provide assurance as a regular check-in. This is a chance to get to know the apprentice, understand their learning obstacles, and try to help. This can also be an opportunity to keep a view on their wellbeing and mental health to make sure that they’re happy to be at work and feel comfortable.
For first-timers to the working environment, you may need to guide them through an onboarding process, explaining and more importantly leading by example on working culture. Create a warm, welcoming environment. It’s important to have a structure through a clear mentor or designated project colleague who they can easily contact for day-to-day questions.
It’s also important to review their learning Knowledge, Skills, and Behaviour (KSB) needs and assign tasks to achieve these. Communicate with the wider team to set expectations on how everyone can support. Don’t be scared to give them responsibilities; ownership is a great motivator.
Apprentice managers are a guiding light in the apprentice’s learning journey. The best line managers are inspirational, good role models, and proactive. It’s important to listen to their apprentices' needs and be flexible enough to shape them.
A good manager should be able to give them space to grow and find their feet, whilst still being there to navigate them through the journey.
If you’re interested in a career with support and development opportunities, visit DWP Digital careers.
About the Author
The Makers team is dedicated to transforming lives by building inclusive pathways into tech careers. With a mission to align their success with their students' success, Makers challenges traditional education models by integrating training with employment support, helping aspiring developers find roles where they can thrive.
