Commitment to Quality
Our commitment as an apprenticeship training provider is providing high quality. This means that those undertaking apprenticeships have confidence that the skills they’re learning will help them succeed, progress and thrive. And it means employers will see the bottom line return of a workforce with the right knowledge, skills & behaviours.
Learner Centric Approach
iSales Academy is dedicated to helping all Apprentices to achieve their destinations. Curriculums are developed to take into consideration the needs of the Apprentices, including SEND.
Curriculums are developed to meet the needs of employers and consider regional priorities. An employer checklist is used during the initial engagement to ensure clear understanding of their commitment to the Apprentice. This includes, for example, functional skills and off-the-job hours. Employers are asked to provide regular feedback through a range of methods, and a report is issued to them after each group training sessions to highlight KSBs developed as well as to confirm workplace learning expectations and project work.
As an apprenticeship training provider, we value engagement with industry and awarding bodies to ensure that curriculum is relevant and that we can adapt to market trends and adopt new innovative solutions. iSales value engagement with awarding bodies such as BCS, APS, CMI and CIPD to ensure that the curriculum is relevant and that they can adapt to industry trends.
The iSales team work closely with employers with regular meetings in which we specifically ask them about the knowledge, Skills and Behaviours (KSB’s) that they require. This ensures our offering remains up-to-date with current thinking.
A skills scan is completed for each Apprentice used to create a bespoke training plan, containing learning goals and objectives. Employer participation is critical to ensure additional training needs are addressed through a combination of on and off-the-job learning.
The sequence of content of apprenticeships’ programmes are designed to aid progression in the workplace. Plans, schedules, and expectations are shared from initial engagement whether part of the recruitment process for new learners or during programme induction for existing learners; this is maintained through frequent reviews.
The curriculum is taught in a logical and sequential manner by setting out the aims of a programme, including KSBs and detailed assessment plans. Apprentices are required to gather workplace evidence and keep reflective journals. Regular observations and feedback are used to develop Apprentices, appraise their progress, and prepare them for EPA. iSales provide additional support with portfolio planning and interview techniques.
Commencing from initial engagement, during induction and through to completion, Apprentices have regular 1-2-1 review meetings with an iSales coach to talk about their progress from starting point through to arriving at their destination. In these review sessions, the coach will identify any gaps and plan corrective action, including, where applicable, engaging employer support. Through the enrolment process, we can quickly identify those with SEND and utilise support mechanisms.
iSales have a range of measures at their disposal to address performance issues, commitment issues and identified employment risks. An example measure is the Apprentice Support Plan, a robust communication tool led by iSales to agree actions and expectations with the Apprentice and employer for handling high-risk scenarios. iSales believe that early intervention is critical to avoid programme leavers and or drive improvement.
Equally important is to ensure that all learners are challenged. That means ensuring stretch tasks for those learners that have demonstrated the capability to work at a faster pace and/or need to be challenged to enable them to arrive at their desired destination.
The welfare of our Apprentices is of upmost importance. We have put in place a set of proactive policies, practices and procedures that aims to keep everyone safe from a range of preventable harm and to create a culture of vigilance where everyone knows how to implement the safeguarding policy. This includes understanding roles and responsibilities, and recognising signs of safeguarding issues such as abuse, radicalisation and online safety. Regular training is provided to Apprentices and Staff.
Staff Communication, Development & Engagement
Regular and effective communication is critical to ensure intent is understood and is acted upon. This is achieved through regular team and quality meetings in which any new developments or requirements are discussed and debated. Actions to drive improvement are captured on the QIAP which is reviewed monthly along with learner progression trackers.
All staff are encouraged to share ideas and best practice in these sessions and in regular 1-2-1 meetings with their manager. Knowledge and skills gaps are logged on individual CPD records. The Managing Director is overall responsible for developing and reviewing KPIs and quality metrics.