In a move to support travel apprentices, a specialist training provider is actively engaged with employers to ensure continuity after a course closure.
- Approximately 30 apprentices were affected when Northern Training Academy lost its contract for a Level 3 course.
- AS Training is collaborating with employers to integrate affected apprentices, utilising government funding where available.
- Anticipating an increase, AS Training could accommodate around 150 to 200 apprentices this year, partially through Jet2’s scheme.
- Michelle Van Sprang highlights a proactive approach to counter negative apprenticeship perceptions.
In a proactive response to recent disruptions in travel education, a specialist training provider has been liaising with employers to aid apprentices impacted by the sudden cessation of a travel consultant course. The Northern Training Academy’s loss of contract for its Level 3 travel consultant apprenticeship has disrupted the educational journey of around 30 apprentices nationwide.
AS Training, spearheading the initiative, has confirmed its efforts to collaborate closely with affected employers. By doing so, it aims to facilitate the continuation of apprentices’ educational paths. The director of AS Training, Michelle Van Sprang, has publicly stated the company’s commitment: ‘We have been working with employers and guiding those who need help with their apprentices to allow them to continue their [learning] journey.’
The allocation of resources, particularly government funding, conspicuously influences the capacity of AS Training to absorb NTA’s former apprentices. Funding for courses and examinations is directly channelled from the Department for Education to training providers, thus impacting the scale of possible intake for AS Training.
Entering the year with an optimistic outlook, AS Training anticipates a substantial increase in its apprentice intake, projecting numbers between 150 and 200. This growth is primarily supported by the Jet2 Appoint An Apprentice initiative, which leverages leftover Apprenticeship Levy funds to facilitate new talent entry into the sector.
Van Sprang has emphasised the organisation’s dedication towards overcoming any prevailing misconceptions about apprenticeship rigour. She advocates for comprehensive support systems and interactive training experiences designed to enrich the apprentices’ educational exposure. ‘Our goal is to hit the 200 mark,’ she noted, indicating a strategic expansion in their training services.
With National Apprenticeship Week on the horizon, there is heightened optimism that more firms will be encouraged to embrace apprenticeships, enhancing the industry’s talent pool and dispelling any historical misconceptions. Van Sprang’s statement underscores a crucial industry sentiment: ‘Some employers have not always found apprenticeships a slick experience historically. We try to get rid of any negative perceptions and tell them how easy it is.’
AS Training’s commitment highlights a dedicated effort to sustain and grow talent within the travel industry amidst challenges.
