Future Talent Apprenticeships
Apprenticeships at The University of Manchester are a launchpad for your career. They combine learning, earning, and real responsibility from day one, helping you build confidence and skills while contributing to the success of a world-class university.
Aligned with our Manchester 2035 strategy, Future Talent Apprenticeships drive inclusive growth and connect learning with real-world challenges, opening opportunities for young people and preparing us all for the future.
What is a Future Talent Apprenticeship?
- A paid role: Typically Grade 2 or 3, designed for those starting their careers.
- Open to all ages: Often 16–19 year olds moving on from school or college, but available to anyone at any stage of their career.
- Hands-on experience: Apprentices gain practical skills while contributing to real projects.
- Recognised qualifications: Work towards accredited qualifications and professional certifications.
- Future-focused development: Build the skills needed to meet tomorrow’s challenges head-on.
Why Apprenticeships Matter
Apprenticeships bring lasting value to both individuals and the University. Two key reasons stand out:
- Career progression: They open doors to higher level roles, degree level study, and specialist career pathways. Apprentices gain the skills and confidence to grow within the University and beyond.
- Impact: Apprentices make a tangible difference every day, supporting professional services, faculties, directorates, and enhancing the student experience. Their contributions strengthen a world class university and benefit the wider region.
What can apprentices expect from us?
- A welcoming start with induction, a clear training plan, and a mentor who supports their career.
- Real responsibility on meaningful tasks that build confidence.
- Flexible learning and accessible support.
- Clear progression routes into higher apprenticeships and degree study if required.
- A sense of purpose, seeing the public good of their work on campus and beyond.
Why Managers Should Champion Future Talent Apprenticeships
Future Talent Apprenticeships aren’t just great for apprentices, they’re a positive step for your team and the University. By offering an apprenticeship, you help shape the next generation of talent while strengthening our workforce with fresh ideas, energy, and commitment.
- Apprenticeships build capability in areas we need most
- Apprentices bring enthusiasm and a willingness to learn, while you provide guidance and real-world experience.
- Support Manchester 2035, Our strategy commits to inclusive growth and partner-enabled learning. Apprenticeships deliver both, creating opportunities for young people and connecting learning with real challenges.
What’s in it for your team?
- A motivated team member who learns on the job and contributes from day one.
- Access to structured training and support, so you’re not alone in developing them.
- A chance to build a pipeline of talent for future roles.
What support will you get?
- Help with recruitment and onboarding.
- A clear training plan and dedicated apprenticeship provider.
- Guidance from our Apprenticeship Team to make the process simple and rewarding.
FAQ's
Apprentice Salary Scales
- Aligned with the University’s staff pay scale and Real Living Wage.
- Most start at Grade 2, advanced apprentices may begin at Grade 3.
- Prior experience can justify a higher starting spine point.
- Salaries rise by one spine point every 12 months.
- Grade and spine point set via HERA job evaluation.
- Moving up a grade requires an Employee Change Request and Apprenticeships Team approval.
- Long term pathways include aspirational roles at Grades 3 and 4.
Future Talent Category, programme level and UoM pay grade
| Category | Apprenticeship equivalent level(s) | UoM Pay Grade |
| Intermediate | Level(s) 2 & 3 | Grade 2 |
| Advanced | Level(s) 4 & 5 | Grade 3 |
Eligibility
To qualify for an apprenticeship, you must meet the following criteria:
- Be aged 16+ at the time of enrolment.
- Be a UK or European Economic Area (EEA) or have lived in the UK or EEA for the past three consecutive years.
- Not already be in full-time education at the point of enrolment.
- Not already hold a qualification at the same level or above in the same area that you wish to study.
For more information about visa eligibility, visit Apprenticeship Funding Rules
Myth Busters Guide
Off-the-job (OTJ) training is often the biggest concern for line managers, but it is frequently misunderstood. It represents at least 20% of an apprentice's paid working hours, designed to build competence and capability, not just take them away from work.
The "Productivity Killer" Myth
- Myth: OTJ training reduces productivity and leaves me shorthanded.
- Reality: Apprenticeships are a net positive. Proactive planning allows you to schedule training during quieter periods. Upskilling improves competence, leading to a more efficient, motivated, and loyal employee, improving long-term productivity.
The "Must Be Away from Desk" Myth
- Myth: OTJ training means the apprentice must go to college or be off-site.
- Reality: OTJ does not have to be external. It can include online learning, shadowing, mentoring, industry visits, or completing assignments during work hours. It is flexible and tailored to business needs.
The "Weekly Disturbance" Myth
- Myth: I have to lose my apprentice for one day every single week.
- Reality: While it averages 6 hours a week, it is cumulative over the whole programme. Some weeks may involve no training, while others involve a full workshop. It can be tailored to fit around busy operational periods.
The "No Time to Learn" Myth
- Myth: We are too busy for them to be doing training.
- Reality: OTJ training is designed to be embedded into the job. It often involves using real projects, research, or service development tasks at work to achieve learning objectives.
The "Heavy Admin" Myth
- Myth: I will spend all my time recording their training hours.
- Reality: A good training provider takes care of this. They will manage the evidence pack, allowing you to focus on line management and supporting the apprentice's development.
The "OTJ is Voluntary" Myth
- Myth: If I’m busy, I can make them skip training.
- Reality: Off-the-job training is mandatory and non-negotiable, stipulated by government regulations. It must take place within working hours and cannot be done in their own time.
The "No Value" Myth
- Myth: They are just learning theory, not doing real work.
- Reality: OTJ training helps apprentices gain the knowledge, skills, and behaviours they need to do their job better. It is directly relevant to their role and competence.