Dr June O'Sullivan OBE, CEO of LEYF, explains building and sustaining an effective apprenticeship pipeline in the Early Years sector. She discusses strategic recruitment, retention challenges, the importance of apprentice coaching, and celebrating apprentices as a long-term workforce investment.
Key takeaways
- Develop a strategic apprenticeship plan with clear timelines:
Map every touch point from attraction through to completion, ensuring no stage is left to chance. Evidence shows that last-minute issues — particularly around functional skills — are a leading cause of non-completion.
- Recruit apprentices in pairs or small cohorts rather than individually:
Bringing in at least two apprentices at a time reduces isolation and builds peer support. June noted that a cohort model, including specialist groups such as an all-male cohort, produced positive retention outcomes.
- Designate and train a named apprentice coach for each cohort:
The coach role should be formally defined, given dedicated time, and compensated, as it directly impacts whether apprentices stay. Ex-apprentices make the most effective coaches as they understand the journey firsthand.
- Address functional skills (maths and English at Level 2) early in the programme:
Delays in achieving functional skills are the single biggest barrier to completion, so assessment and support should begin at onboarding rather than near the endpoint.
- Ensure apprentices receive their full 20% off-the-job training without interruption:
Settings should consider backfilling on training days so apprentices can attend without being called back, which protects both their learning and their wellbeing.
- Celebrate apprentice milestones throughout the programme, not only at completion:
Recognising early achievements — first observation, first display, passing a professional discussion — builds engagement and loyalty, reducing the likelihood of early departure.
