K10 services | Apprenticeship Management & Apprenticeship Training Agency

Delivery & Impact Measurement

Apprenticeship Management & Apprenticeship Training Agency

K10 has an in-house Apprenticeship Training Agency (ATA), which is accredited by the National Apprenticeship Service (NAS) and supports the delivery of high quality apprenticeship programmes. It is independent of any contractor or developer.

K10’s innovative ATA model was designed to tackle the key challenges that limit the creation of construction apprenticeships:

Systemic changes to the structure of the industry and technological innovations meant that construction supply chains became fragmented, with higher levels of off-site manufacturing, and sub-contracting and shorter programmes, thus limiting the opportunities created using the traditional apprenticeship model.

Economic pressures within the sector and the structural changes mentioned above have resulted in a large-scale move away from employment and training provision using the in-house, PAYE model in construction.

K10’s ATA directly employs each apprentice on a PAYE basis and brokers each apprentice across multiple projects and work packages, therefore significantly increasing the yield of apprenticeships created, ensuring that the apprenticeships created are sustainable and delivering the highest quality of experience to both apprentices and employers.

The ATA enables us to employ apprentices directly or to run a bespoke programme for our clients for an agreed period. This ‘twin track‘ approach gives our clients greater flexibility and choice in determining the right apprenticeship solution to meet the needs of their project, supply chain strategy and delivery obligations.

If K10 is selected as the employer, we take responsibility for apprentice employment contracts, wages, tax, NI, Holiday and Sick pay.

We work with contractors and their supply chain partners to find suitable local young people for each job vacancy, and, crucially, tailor the opportunity, so that it matches an apprenticeship framework and an appropriate training provider can be appointed to deliver the non-work and assessment elements.

In 2014/15 K10
apprentices completed
hours of training and
site experience.

We paid for
CSCS cards and 58
individuals successfully
progressed into
sustained employment.

Effective partnering with these parties, the apprentice and local stakeholders is at the heart of our approach:


  • Define the project requirements and recruit suitable local candidates. See our recruitment page for more information on our strategy.
  • Confirm the start and end dates of a placement. We place apprentices for a minimum of 6 months (shorter placements can be agreed).
  • Ensure the host supervisor understands their requirements to support the apprentice whilst on-site. This includes supervising the learning element of the apprenticeship and also teaching and guidance in the job.
  • Ensure that an apprentice has further job placements lined up by working with our extensive network of construction employers in London Boroughs.
  • Issue a monthly performance report for each apprentice, which supports overall site reporting.


  • Ensure they are ‘Site ready’. This means that apprentices understand the job role and requirements, have the key work-readiness skills, and have passed the necessary health and safety test. In order to do this, we place apprentices in a Pre-Employment Training course (relevant for construction).
  • Ensure they progress through the apprenticeship effectively through regular catch-ups (weekly) with assigned Apprentice Managers.
  • Weekly phone call to the apprentice.
  • Contact with the supervisor every 2 weeks.
  • Site visits every 4-6 weeks.


  • Enrol the apprentice on an appropriate college course, ensuring it is fully funded.
  • Monitor an apprentice’s attendance and college performance.
  • Conduct regular reviews with Training Providers for each apprentice.
  • Liaise closely with site supervisors and assessors to ensure performance and attendance targets are being met by all parties.
  • Ensure there is a course completion strategy during the last few months of the apprenticeship.
  • Create and track Individual Learning Plans (ILP) for each apprentice.