BP Retail Learner Guide

bp Retail Apprenticeships in partnership with Learner Guide

Contents 4 5 Welcome to bp Retail Apprenticeships  6 The truth about apprenticeships  7 Why take part?  8 Eligibility  10 Retailer Level 2  12 Retail Team Leader Level 3  14 Training delivery – How it works  16 Off-the-job training  18 Off-the-job training Retailer Level 2 20 Off-the-job training Retail Team Leader Level 3 22 Aptem – Learning platform 23 Functional skills 24 Support for functional skills 26 End-point assessment 28 On programme support Your commitment 2

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Welcome to bp retail apprenticeships We are delighted to launch bp retail apprenticeships to support your development and career. Whether you are new to the business or are looking for a new challenge, apprenticeships offer an excellent opportunity to learn as you earn. Apprenticeships combine learning in the workplace with independent self-study, known as Off-the-Job Training. This is all completed during working hours which means that you will be able to put your new knowledge into practice every day. We’ve partnered with Lifetime, one of the UK’s leading training providers, to offer retail apprenticeship programmes. Apprenticeships provide exciting opportunities for our people to gain nationally recognised qualifications, learn more about the wider business, and achieve in their role. With specialist industry experts providing the training, Lifetime believe that everyone deserves to learn the life-changing skills they need to realise their full potential. This guide will explain more about the programmes on offer, how apprenticeships are delivered and the support you will receive throughout the programme. Read on to find out more. 4

The truth about apprenticeships Apprenticeships are often thought of as development options exclusively for young people who are new into workplace, but that isn’t the case. People of all ages and at all stages in their careers, right up to senior managers, are encouraged to learn through apprenticeships as it is recognised that on the job learning is the most effective way to upskill and implement new behaviours or skills. Here are some facts about apprenticeships you may not be aware of: There are no age limits to who can complete an apprenticeship Both established colleagues and new recruits can achieve an apprenticeship Doing an apprenticeship will not mean you take a cut in pay If you have a higher-level qualification such as a degree, you can still complete an apprenticeship, provided that your existing qualification is in an unrelated subject Programmes take a minimum of 15 months to complete but can be longer, depending on the level and your working hours Includes qualifications in math and English – if you don’t already have these – known as Functional Skills 5

Why take part? There are many benefits people find from completing work-based development programmes. It’s widely recognised that doing an apprenticeship can affect your personal life and your work life in a positive way. Here are more ways they can add value: Support career progression Expand your knowledge of the and development business and your sector Develop confidence and leadership Earn while you learn – all training is skills by taking on a new challenge completed during working hours Achieve a nationally recognised and industry endorsed apprenticeship 6

Eligibility To be eligible for these programmes, you will need to meet the following criteria: Aged 16+ years Contracted to work Not be in any other a minimum of 20 form of funded hours per week on education or training a permanent such as college or contract university Have been an EEA/ Do not have a UK resident for qualification at the a minimum of same level, or above three years in the same discipline 7

Retailer Level 2 The Retailer Level 2 programme offers a fantastic opportunity for those taking their first steps in their bp retail career. Apprentices who join the business on this programme will develop a range of excellent customer service, product, and industry relevant knowledge, supporting them to deliver in their role. This programme will grow their confidence working in line with brand standards and help them to develop a deeper knowledge of their impact on the customer experience. Duration 13 months plus End-point Assessment Suitable for Newly recruited Customer Service Assistants Modules include: The Customer Working as a Team Communication Skills Your Environmental Responsibility Personal Development Financial Operations Your Business Brand and Reputation Working with Technology The Sales Process and Marketing Legislation and Governance in your Organisation The Stock Control and Merchandising Process 8

Equivalent to 5 x GCSEs End-point assessment methods: • 30 minute Multiple-choice test • 2 hour Workplace observation • 60 minute Professional discussion 9

Retail Team Leader Level 3 The Retail Team Leader Level 3 programme will support those wishing to develop further within the business as they establish their leadership style and gain confidence leading their colleagues to achieve results. Assistant store managers are a critical support to the store, guiding and coordinating their team to complete tasks. Apprentices will develop a range of excellent retail leadership, customer, product and industry relevant knowledge, skills, and behaviours whilst on programme. Duration 14 months plus End-point Assessment Suitable for Assistant Store Managers Modules include: Team Development: Self and Others Financial Operations Customer Communication Skills Legal, Governance and Inclusion Brand Standards Principles of Stock Control Leadership Managing Performance Competitive Marketing Strategies Current and Emerging Technologies Product and Service Promotion 10

Equivalent to 2 x A-Levels End-point Assessment: • 60 minute Multiple-choice test • 30 minute Presentation of project with Q&A • 60 minute Professional discussion 11

Training delivery How it works Apprentices receive one-to-one support from their Lifetime learning coach for the duration of their programme and complete independent learning activities and work- based development, known as off-the-job training - all during working hours. The learning coach will be there every step of the way to guide apprentices through their programme, answer questions, and prepare them for their end-point assessments. One-to-one Coaching Sessions Once enrolled, apprentices receive one-to-one sessions with their learning coach every 4-6 weeks. These will take place remotely over Zoom, with face-to-face visits in the workplace as required. In between sessions the learning coach will provide support via phone, email and Aptem. Weekly Independent Learning In between these sessions, learning activities are set by the coach to be completed by the apprentice on a weekly basis via Lifetime’s online learning platform, Aptem. All learning is broken down into manageable topics and can be accessed via mobile, tablet or PC. Work-based development Apprenticeship programmes focus on the development of skills and behaviours, as well as knowledge. You’ll need to take part in development opportunities to apply your new learning in the workplace and practice new skills. Additional development activities will be set by the coach to complete each month, which are designed to support you to apply, embed and demonstrate the learning in your role. 12

Quarterly Progress Reviews Formal progress reviews are scheduled every 3 months which will include you, the apprentice, and the learning coach, to discuss your apprentice’s areas for development or support. End Point Assessment Once apprentices have finished all the components of their learning plan, you will complete your final assessments – this is known as an End-point Assessment. This typically takes place over a 3-month period. You will receive your final grade and certificate on successful completion of those assessments. Math & English Qualifications As part of the apprenticeship, you may also need to achieve qualifications in math and English if you do not already hold relevant certificates in these subjects. Lifetime’s learning coaches will support you to achieve these alongside the programme. You will need to allow approx. 2-3 hours per week to complete the Aptem learning, as well as time for them to complete any workplace development activities. 13

Off-the-job training Apprenticeships are work based training programmes, so they are designed to be completed during work hours. Apprentices on programme are entitled to 6 hours of working time per week committed to learning and development. This is known as ‘off-the-job training’. Off-the-job training is an important part of an apprenticeship programme and forms the basis of a well-rounded learning experience. Managers, learning coaches, and apprentices all have a part to play in supporting the completion of off-the-job training throughout the programme. Read on to find out more about off-the-job training, you will complete this, and discover some great examples of activities you can take part in. Off-the-job Training is: • Any learning or training completed outside of normal day-to-day duties which supports development towards skills, knowledge and behaviours required to achieve the programme • In place to ensure that an apprentice is supported and has opportunities to embed learning into their role Off-the-job training does not mean time away from the workplace. Instead, it is best viewed as dedicated development time. All off-the-job (OTJ) activities will be guided by the Learning coach. Your commitment and effort to complete these activities will be invaluable in achieving your apprenticeship. 14

6 hours off-the-job training per week will be funded centrally to support operations in store How to know if an activity counts as off-the-job training? There are many activities that you will be completing that count towards your off-the-job training. This will count towards your development on the programme and can be logged towards the apprenticeship. To know if an activity counts as off-the-job training, you can use the guidance below: Did you develop new skills, knowledge or behaviours through the training you received? Yes No Did you complete the training No This is not during paid working hours? off-the-job training Yes Was the training received solely to Yes support English and math?** No Did the training align to and support No the requirements as set out in the This is apprenticeship standard? off-the-job training Yes **Contextualised English and math can support OTJ requirements if still aligned to the standard specification. Training for the sole purpose of passing Functional Skills cannot be included 15

Off-the-job training Retailer Level 2 Here are some useful examples of off-the-job training that can take place in the workplace for the Customer Service Assistants. • Access the online learning platform • Coaching sessions with the Aptem to review learning resources lifetime learning coach and engage in the learning activities • In house training modules • Learn new skills at work through shadowing other colleagues • Explore communication skills and learn how to apply these in your role • Role play till service with a colleague before you start serving customers • Training on new working practices or new equipment • Shadow a Fire Marshall as they complete some fire safety checks • Complete e-learning around Health and Safety, IT Security, • Visit another branch and then reflect on Data Protection and UK GDPR what you have learned from the visit • Shadow a colleague • Personal development discussions completing a stock check to plan new learning A typical week of off-the-job training: Off-the-job training does not need to be completed all in one day. The 6 hours can be spread throughout the week to support operations so you have the best opportunities to learn. Here are some examples of off-the-job training activities that could be completed in a week: 16

Week One Week Two Week Three 3 hours Aptem 2.5 hours Aptem 2 hours Aptem learning learning activities learning activities activities 1 hour shadowing a 1 hour appraisal with 1.5 hour virtual stock count, complete manager reviewing coaching session with small sections performance and setting the learning coach independently and SMART goals for next 3 receiving feedback months 15 minutes deal with a customer enquiry 15 minutes dealing 20 minutes ask the relating to allergens and with a challenging manager about a slow shadow a colleague to customer using adapted selling product and observe correct process communication skills propose a new plan to increase sales through 30 minutes research 45 minutes complete a merchandising in store local competitors and store walk checking for share a SWOT analysis of Health & Safety points 40 minutes complete findings to your manager learnt on programme an online bp learning module about Data 45 minutes complete 45 minutes creating a Protection and GDPR training on new returns new display following process brand guidelines 45 minutes complete till training and 1 hour mock observation 15 minutes watch a practice whilst being for end point assessment Ted Talk about the observed by a colleague receiving feedback from future of technology your learning coach in retail 17

Off-the-job training Retail Team Leader Level 3 Here are some useful examples of off-the-job training that can take place in the workplace for Assistant Store Managers. • Complete security learning of cash • Learn about a decision-making process procedures e.g. legal tender, locked safe and how to apply it to the team • Take part in banking training and shadow • Spend some time in a different a colleague putting this into practice department learning about other roles • Practice counting large sums of • Complete in-house training about cash e.g. manual or technical using the stock control system and managing stock levels • Practice calculating targets e.g. sales, wage costs, profits • Reviews organisational policies & procedures around • Analyse factors external to the performance management company e.g. PESTLE • Learn about different leadership styles • Plan a review of team ability and reflects on different situations and attendance that you might apply these to • Learn about a time management • Shadow/ receive training on how technique and how to apply it to plan, conduct, manage and to your team evaluate a formal meeting A typical week of off-the-job training: Off-the-job training does not need to be completed all in one day. The 6 hours can be spread throughout the week to support operations and so you have the best opportunities to learn. Here are some examples of off-the-job training activities that could be completed in a week: 18

Week One Week Two Week Three 3.5 hours Aptem 2.5 hours Aptem 3 hours Aptem learning activities learning activities learning activities 1 hour prepare for a 1.5 hour virtual 15 minutes complete future stock take by coaching session with PESTLE activity to completing scheduling the learning coach research potential and assigning tasks projects for end independently, receiving 15 minutes watch a point assessment feedback from Ted Talk about different your manager leadership styles 30 minutes research local competitors and 30 minutes complete 1 hour observe and share a SWOT analysis of team induction on health take notes for a findings to the manager and safety, assessing disciplinary meeting their understanding and 45 minutes complete knowledge after, setting 45 minutes review internal training on back goals to review P&L with manager office process for logging and identify opportunities holiday requests 1 hour deal with a high for growth/savings level issue in the site in store 1 hour complete relating to customer probation review service experience under the supervision of a senior member of management 30 minutes write up part one of project research for the end point assessment 19

Aptem – Learning platform Aptem is Lifetime’s online learning platform used to deliver and track your learning throughout the course. Aptem is the one system you will use from enrolment all the way through to assessment on the apprenticeship programme. • All your learning is set out into manageable monthly learning topics • Aptem hosts a variety of interactive resources and activities to suit different learning styles • The helpful dashboard allows you to view your progress, track your off-the-job hours and highlight any upcoming or overdue learning activities • With Aptem, you can send and receive messages from your learning coach and view your scheduled training sessions • Aptem offers a safe place to upload and store all completed work For Line Managers Aptem not only provides a seamless experience for you, from enrolment to end-point assessment, but it is also designed to make your manager’s role easier in supporting your development. Aptem provides a real-time view of your progress so managers can see exactly how you are progressing, meaning they can support you more throughout your apprenticeship journey. 20

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Functional skills As part of the Apprenticeship, you will also need to achieve qualifications in math and English, if you don’t already have them. These are known as Functional Skills – the ‘industry transferable skills’ equivalent to holding the relevant GCSE levels. If you have already completed these qualifications before, you will be exempt so long as they meet the necessary requirements*. If you don’t have the required level, you will be supported by Lifetime so you can achieve these during your apprenticeship. You just need to make sure they’re in place before you take your end-point assessment. The levels of math & English required are: Level 2 apprenticeship Level 3+ apprenticeships Level 1 Functional skills or Level 2 Functional skills or equivalent (e.g. GCSE Grade E/2) equivalent (e.g. GCSE Grade C/4) is the minimum math and English is the minimum math and English qualification required. qualification required. *To qualify for an exemption, you will be asked to evidence original copies of the certificates that meet the required level during the pre-enrolment stage. 22

Support for functional skills If you do have to complete functional skills, Lifetime offer a range of support options to help you! Over 100+ virtual classrooms Lifetime have a dedicated team are hosted every week to provide of English and math coaches additional coaching to learners who can support on an ad-hoc basis or long term if required All functional skills exams Your learning coach will give you can be sat face to face in a lots of opportunities to practice comfortable environment – for the exam – with mock papers no need for you to travel to a separate college or test centre marked and feedback given The BKSB Platform, integrated into Aptem, offers videos and tutorials broken down into bitesize learning chunks to support you 23

End-point assessment Your apprenticeship will be achieved on passing an end-point assessment [EPA]. This is your opportunity to demonstrate all of the knowledge, skills, and behaviours you have developed to an independent assessor. There are two key parts to the end-point assessment: Pre-assessment phase End-point assessment: Throughout the programme, you will Your end-point assessment phase have the opportunity to complete begins with a planning meeting regular practice assessment activities (phone call) with you, your manager, with your learning coach and a full and the end-point assessment mock assessment at the end of your organisation, Innovate. training period. Your end-point assessment will You will then enter EPA following include 3-4 types of assessment a Gateway discussion between you, which will be scheduled with an your manager and learning coach independent assessor over a typical to determine whether you are ready period of 3 months. for assessment. The independent assessor will then deliver your final grade, which could be a pass or distinction. If you don’t quite pass an assessment first time, you will receive more training and the opportunity to take it again. 24

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On programme support Successful completion of your Apprenticeship is a team effort; you, your manager and learning coach all have a part to play. By offering you this development opportunity, we are making a commitment to give you the support needed to succeed, but you must also be prepared for the challenge and ready to commit to your own development. Support from your manager Your manager will play an important part in your development journey. Lifetime will support the delivery of the knowledge training as well as coaching and support for your assessment, whilst your manager will be required to support your development of ‘skills’ and ‘behaviours’ on-the-job. Your manager will need to: Attend your enrolment session at the beginning of the apprenticeship programme. Attend progress review sessions with you and your learning coach (every 3 months) to understand your development areas & provide any additional support needed. Ensure you have time during work hours to complete independent and work-based learning activities. Provide input to your skills radar - supporting you to develop the required skills and behaviours for the apprenticeship. Use Aptem to track your progress, sign-off progress reviews and enrolment documentation. 26

Support from your learning coach Your learning coach will be your key point of contact on programme and will be on hand to guide you every step of the way. Your learning coach will: Schedule & deliver regular learning sessions, check off-the-job training, review progress & agree new learning actions with you. Maintain regular contact with you via phone, email and aptem. Prepare you for your end-point assessment. Provide regular feedback on your work and progress. Deal with enquiries and help quickly with any problems. 27

Your commitment Apprenticeships take a minimum of 15 months to complete. You must be prepared to work hard and have the drive to push forward with your development. You will need to: • Sign a training plan at the start of the programme to outline your commitment (this will also be signed by your manage. • Be motivated to learn, develop and implement new skills, knowledge and behaviours. • Attend all scheduled learning sessions and reviews with your learning coach. • Commit to completing Aptem and work-based learning activities within agreed timescales. • Upload all completed work to Aptem, logging your off-the-job hours. • Give at least 48 hours’ notice to postpone or cancel a session with your learning coach Where to find help Our priority is to support all apprentices to successfully complete their apprenticeships and enjoy the process of learning. You have a network of support in place for to help you progress through these programmes such as: • bp capability team • Learning coach • Your Manager • The other apprentices on programme 28

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