Team Leader or Supervisor Apprenticeship (Level 3)
Damar team leader or supervisor apprentices develop the skills to be highly effective first line managers. They can have operational and project management responsibilities or responsibility for managing a team to deliver defined outcomes. As they take on increased responsibility, apprentices may progress to the operations or departmental manager apprenticeship.
On completion, team leader or supervisor apprentices can register as Associate Members with the Chartered Management Institute (CMI) and/or the Institute of Leadership and Management (ILM).
Operations or Departmental Manager Apprenticeship (Level 5)
Damar operations or departmental manager apprentices learn how to effectively manages teams and/or projects and achieve operational or departmental goals and objectives. They are accountable to a more senior manager or business owner. Key responsibilities may include creating and delivering operational plans, managing projects, leading and managing teams, managing change, financial and resource management, talent management, coaching and mentoring.
On completion, operations or departmental manager apprentices can register as full members with the Chartered Management Institute (CMI) and/or the Institute of Leadership and Management (ILM). Those with 3 years’ management experience can apply for Chartered Manager status through the CMI.
Key facts
Team Leader or Supervisor Apprenticeship
15 months (includes end-point assessment)
The programme is formed of ten carefully planned and sequenced 6-week modules that help apprentices learn and apply the knowledge, skills and behaviours required for each of the core occupational duties.
- Module 1: self-awareness
- Module 2: management of self
- Module 3: decision making
- Module 4: building relationships
- Module 5: leading people
- Module 6: managing people
- Module 7: communication
- Module 8: operational management
- Module 9: finance
In addition, there is a module on Project Management that will be undertaken by students alongside the rest of the modules, timed to fit the student’s existing knowledge, the demands of their role and the end-point assessment.
All apprenticeships embed the functional use of maths and English as well as personal development topics in areas such as equality and diversity and British Values. Apprentices unable to evidence maths and English at GCSE level 4 or above may need to take functional skills exams as part of the apprenticeship. Additional training is provided if necessary.
People of all ages and educational backgrounds can undertake management apprenticeships, but there are some restrictions, the most important of which are:
- The employer and the training provider must ascertain that the apprenticeship will allow the individual to gain substantive new skills. The training therefore needs to be materially different from any prior qualification or previous apprenticeship.
- The apprenticeship must align with the skills needs of the apprentice’s role.
- The apprentice must be employed, usually for 30+ hours a week, and work more than 50% of their time in England.
- All apprenticeships must take at least 12 months with apprentices spending a minimum of 6 hours per week in off-the-job training. All Damar apprenticeships plan for more than the legal minimum. There is more on how we maximise the benefits of off-the-job training here: https://damartraining.com/news/2023/so-what-is-off-the-job-training/.
If your annual UK wage bill is over £3 million, the cost of training can be funded via the Apprenticeship Levy. We can help you navigate your Apprenticeship Service account to access this funding.
If your annual UK wage bill is below £3 million, the government covers 95-100% of the training costs. The level of funding available is determined by the size of your business and the age of the apprentice.
There is a wide range of progression routes from Damar’s management apprenticeships. The most common are career progression – with successful former apprentices taking on more responsibility – and progression from the team leader or supervisor apprenticeship to the operations or departmental manager apprenticeship. Further academic and apprenticeship progression is possible, including to degrees in business and management, to the level 6 chartered manager (degree) apprenticeship and the level 7 senior leader apprenticeship.
Operations or Departmental Manager Apprenticeship
16 months (includes end-point assessment)
The programme is formed of ten carefully planned and sequenced 6-week modules that help apprentices learn and apply the knowledge, skills and behaviours required for each of the core occupational duties.
- Module 1: self-awareness
- Module 2: management of self
- Module 3: building relationships
- Module 4: leading people
- Module 5: managing people
- Module 6: communication
- Module 7: operational management
- Module 8: finance
- Module 9: decision making
In addition, there is a module on Project Management that will be undertaken by students alongside the rest of the modules, timed to fit the student’s existing knowledge, the demands of their role and the end-point assessment.
Please note that, whilst module titles are similar at levels 3 and 5, the level of the content within the apprenticeship and the level of management required to be demonstrated by operational or departmental managers is significantly higher.
All apprenticeships embed the functional use of maths and English as well as personal development topics in areas such as equality and diversity and British Values. Apprentices unable to evidence maths and English at GCSE level 4 or above may need to take functional skills exams as part of the apprenticeship. Additional training is provided if necessary.
People of all ages and educational backgrounds can undertake management apprenticeships, but there are some restrictions, the most important of which are:
- The employer and the training provider must ascertain that the apprenticeship will allow the individual to gain substantive new skills. The training therefore needs to be materially different from any prior qualification or previous apprenticeship.
- The apprenticeship must align with the skills needs of the apprentice’s role.
- The apprentice must be employed, usually for 30+ hours a week, and work more than 50% of their time in England.
- All apprenticeships must take at least 12 months with apprentices spending a minimum of 6 hours per week in off-the-job training. All Damar apprenticeships plan for more than the legal minimum. There is more on how we maximise the benefits of off-the-job training here: https://damartraining.com/news/2023/so-what-is-off-the-job-training/.
If your annual UK wage bill is over £3 million, the cost of training can be funded via the Apprenticeship Levy. We can help you navigate your Apprenticeship Service account to access this funding.
If your annual UK wage bill is below £3 million, the government covers 95-100% of the training costs. The level of funding available is determined by the size of your business and the age of the apprentice.
There is a wide range of progression routes from Damar’s management apprenticeships. The most common are career progression – with successful former apprentices taking on more responsibility – and progression from the team leader or supervisor apprenticeship to the operations or departmental manager apprenticeship. Further academic and apprenticeship progression is possible, including to degrees in business and management, to the level 6 chartered manager (degree) apprenticeship and the level 7 senior leader apprenticeship.
Enrolment dates
Team Leader or Supervisor Apprenticeship
Application Close
29/09/2023
05/01/2024
15/03/2024
03/05/2024
Start Date
13/11/2023
19/02/2024
29/04/2024
24/06/2024
Operations or Department Manager Apprenticeship
Application Close
29/09/2023
05/01/2024
08/03/2024
10/05/2024
Start Date
13/11/2023
12/02/2024
22/04/2024
24/06/2024
To discuss how Damar apprenticeships can help your organisation and your colleagues to achieve their potential, please click 'Make an enquiry'
Our delivery model
- Pre-work. Usually, reading or video content relating to the module.
- Workshop. Apart from modules 3, 6 and 10, each module has a three-hour live workshop, delivered by an expert tutor, part-way through the module. As well as input from the tutor, apprentices come with their questions, discuss their learning with peers and prepare themselves for the final part of the module, which is to complete individual activity.
- Individual learning activity. An activity brief will be provided for the apprentice. The student will work through the activity brief, building their evidence to support the portfolio and end point assessment. Importantly, this final activity allows the apprentice to embed and contextualise their learning.
- Main learning. Self-directed, interactive content on our online learning platform.
- 1:1 Coaching Visit. Every six weeks, where work completed, and feedback are reviewed and, if it is to the right standard, the module will be signed off. It is also an opportunity to review progress and discuss personal development with the apprentice.
- Review meeting. Takes place with the apprentice and their supervisor every 12 weeks, immediately after a coaching visit, providing a further opportunity to review progress.
End-point assessment - Team Leader or Supervisor
- A 60 minute professional discussion with the independent end-point assessor, supported by a portfolio of evidence.
- A presentation followed by questions and answers based on topic(s) covered within the apprenticeship. The apprentice will be given their presentation title post gateway by the end-point assessment organisation, based on one of the following topics:
- Reviewing ways to reduce cost and increase efficiency in a business environment
- Implementing a performance management process within a team or business unit
- Supporting their team through a period of change within their organisation
- Managing a difficult situation within their team
End-point assessment - Operations or Departmental Manager
- Method 1: A professional discussion with the independent end-point assessor, supported by a portfolio of evidence.
- Method 2: A project proposal, presentation, and questioning by the independent end-point assessor. The project proposal’s subject, title and scope will be agreed between the employer and the end-point assessment organisation at the gateway.
Case study
Deb Shuttleworth – Team Leader/Supervisor Apprentice
Deb has been working at Wigan Council for just over 4 years and in May 2022 she enrolled onto the Team Leader/Supervisor apprenticeship. Click below to find out more about Deb’s apprenticeship journey.
Lynn Kydd – Operation/Department Manager Apprentice
Lynn of Clarity Business Travel has recently completed her Level 5 Operations/Departmental Manager apprenticeship. Click below to find out more about Lynn’s apprenticeship journey and how she feels the apprenticeship has benefitted her and the organisation.
