ARU is one of the UK’s leading providers of degree apprenticeships. Over 330 regional and national employers have chosen to partner with ARU for our collaborative approach to working.
We offer a comprehensive range of degree level courses that are designed to fulfil your workforce needs whilst providing exciting career development opportunities for your apprentices.
We will attract and develop high calibre apprentices who will bring talent, skills, energy and diversity to your organisation as well as; developing and retaining your existing staff.
Why partner with ARU?
If you have any questions or would like to discuss any aspect of degree apprenticeships, then our dedicated Degrees at Work team are here to help. Get in touch today at firstname.lastname@example.org.
Driven by employer demand, we offer Degree Apprenticeships in Management and Leadership; Digital Technology and Data Science; Health; the Built Environment; Public Services and more.Explore our Degree Apprenticeships
Degree apprenticeships offer participating employers a wide range of advantages. The benefits to employers engaging with degree apprenticeships are extensive. For example, your organisation can:
Our dedicated Degrees at Work team will be on hand to help and advise you throughout the entire process. Our apprenticeship experts will help you decide if degree apprenticeships are right for your business, get you started and provide ongoing support throughout the life of the apprenticeship.
An approach to ‘up‑skilling’ that benefits the employer and the employee.
The degree apprentice is an employee who also studies part-time with our university. He or she can be an existing team member, or a new recruit of any age and at any point in their career. So, your organisation will gain a highly-skilled graduate with high level academic qualifications, up-to-the minute skills and an intimate working knowledge of your business and culture.
Sponsoring a degree apprentice will help you to fill the skills gaps in your workforce and to develop your existing talent through relevant degree courses – all with the aid of the Government’s Apprenticeship Levy funding arrangements.
Effective recruitment, talent retention, boosting staff morale, planning individual career developments, the enhancement of technical prowess – these are just some of the benefits you can expect from these transformational programmes.
In May 2017 the Government changed the funding structure for apprenticeships in England.
The Levy for large businesses
If you operate in England and your annual payroll is over £3 million, you pay a levy of 0.5% of your payroll into a Digital Account.
To reclaim this money, you must use it specifically for apprenticeship programmes.
Employers get their money back – and more
The Government will top up the employer’s account with a 10% bonus, so effectively you will draw £1.10 for every £1.00 you put in.
Funding for smaller organisations
If your organisation is not required to pay the levy, you will only pay 5% of the cost of the apprenticeship programme while the government pays the remaining 95%. Some very small organisations may be eligible for 100% of the cost to be funded by the government. From 1st August 2020 there is additional government funding available to support with the recruitment of new apprentices. Employers will receive £2,000 for each new apprentice aged 16-24 and £1,500 for those who are 25 and over. Apprentices must be employed as a new member of staff from 1 August 2020 to 31 January 2021. Talk to our team to find out how you could benefit.
Funds will be available to you as an employer to use for apprenticeship training in England through a Digital Apprenticeship Service account. This funding can be used to pay for apprenticeship programmes. Funds will expire 24 months after they enter a digital account unless they are spent on apprenticeship training. Once you’ve agreed to invest in apprenticeship training, and the apprenticeship has started, monthly payments will be automatically taken from your digital account and sent to us as the provider. This spreads the cost over the lifetime of the apprenticeship. You will see funds entering the digital account each month as you pay the levy, and funds leaving the account regularly each month as you pay for training.
To maximise the potential benefits of degree apprenticeships to your organisation, carefully consider the following:
Identify which degree apprenticeships would be most relevant to your business strategy
Where will your organisation be in five years’ time and, consequently, which skills should you be reinforcing or putting in place?
Carry out a skills audit
What is the range and extent of the skills presently available within your company? Which roles present the greatest challenge in recruitment and retention?
Identify future leaders
Which employees are demonstrating the traits and behaviours to become future leaders or major contributors to business growth? How can you invest in their development to improve the likelihood of retaining them? Answering these questions will help you to identify the ‘skills gap’ that could be effectively filled by degree apprentices.
Calculate the value of funds available
What funding might you expect to receive via the Apprenticeship Levy for investment in degree apprenticeships? What would be the most effective way of using these funds to meet your business objectives? Our specialist Degrees at Work team will provide expert advice on how to use degree apprenticeships to your best advantage. They will guide and support you at every stage of the process of setting up and implementing your degree apprenticeship programme.
For Anglia Ruskin University (ARU), higher and degree apprenticeships are a central element of our work to support the economic, cultural and social wellbeing of our region and to deliver an outstanding and inclusive educational experience. ARU’s strategy Designing our Future commits our University to substantially increase the number and range of degree apprenticeships we offer.
This policy defines the rationale by which the University will subcontract apprenticeship provision funded by the Education and Skills Funding Agency (ESFA) and the measures in place to ensure that any subcontracted delivery enhances our provision to apprentice and employer.
ARU only subcontracts apprenticeship provision if this enables us, our employers and apprentices to access specialist expertise and resources that would otherwise not be available.
Prior to engagement, all of our subcontractors go through a selection and approval process which ensures that:
All subcontracted delivery is subject to ARU’s quality controls as laid out in our Academic Regulations, Codes of Practice and other policies. This includes observation of delivery, feedback from apprentices and monitoring the quality of assessed work. All assessment on ARU apprenticeships is moderated to ensure that the expected standards are met.
Subcontracted delivery is subject to an annual independent audit, as required by the ESFA funding rules.
ARU ensure that employers are aware of, and agree to, any subcontracting arrangements before they commit to an apprenticeship programme with us.
ARU will retain a proportion of the apprenticeship funding for the management and quality assurance of the programme and supporting subcontracted delivery. The actual costs are determined on a case by case basis based on the requirements of the subcontracted apprenticeship programme and our established structure for determining costs for delivery partnerships.
ARU’s written agreement with each employer outlines these costs, the services associated with them and each provider’s role within the delivery of the apprenticeship.
This Policy is subject to annual review by ARU’s Board of Governors and relevant committees to ensure it continues to meet the University's needs and the requirements of the University's contract with the ESFA and all relevant funding regulations.
The structure of the Digital and Technology Solutions Degree Apprenticeship at ARU provides a great framework for us to fulfil our training obligations. Our apprentices receive high-quality teaching whilst being able to apply their knowledge in the workplace through academic study and on-the-job training.
Mark Thomas, CEO and Owner
For any firm that is looking to upskill their workforce, either by developing staff or by recruiting, we'd recommend having a conversation with the Degrees at Work Team. They will give you a great understanding about the programmes available and how you can fit them in to your training and development.
Nikki Treweek, Head of Talent Development