Level 5
Coaching Professional Apprenticeship

Our Coaching Professional programme is an 14-18 month process aimed at aspiring coaches. Accipio are one of very few providers currently cleared to deliver this programme, which takes participants through a pragmatic process to shape them into a contemporary professional coach, and delivers against the Level 5 Coaching Professional Apprenticeship Standard. Participants can secure an internationally recognised qualification from CMI.

Overview

Who is it for?

This course is designed for an aspiring coach or someone looking for ways to develop existing coaching skills as a manager and leader.

What are the benefits?

Apprenticeship qualification
CMI Certificate in Professional Coaching Practice*
CMI membership*
Eligible for a TOTUM student card
Functional skills qualification (if required)

*for participants who achieve a timely EPA with distinction

Entry requirements

Lived in the UK/EU for at least 3 years
Commitment to learning at least 4-6 hours per week (included in the 20% off-the-job training)
Hold or be willing to complete level 2 functional skills in English and Mathematics
Attain at least level 2 in a functional skills initial assessment

Find out more about our Coaching Apprenticeship. Register your interest to receive more information. Plus, get access to our downloadable flyer.

What does the programme cover?

We take participants through an iterative coaching development process.

Oval indicating the process followed during a Coaching Apprenticeship programme. Labelled with workshops at regular intervals. Colourful series, writing in black.

Find out about our other apprenticeships
and how to use your levy.

Management Apprenticeships

Occupation duties

The 9 occupational duties that have been shaped by the latest standards for professional coaches and are designed to develop knowledge, skills and behaviours.

Duty 1 and Duty 2

Plan, conduct and record coaching needs analyses to inform their coaching practice, coaching strategy and the organisation's coaching culture. Agree and develop coaching contracts with all the relevant parties that also consider ethical issues in coaching and boundaries.

Duty 3

Deliver effective and responsive coaching sessions, ensuring they reflect boundaries and professional requirements and contribute towards wider objectives, such as embedding an organisation's values, improving workplace resilience

Duty 4

Select and use a suitable variety of coaching tools and techniques and/or psychometrics to challenge/support, analyse and enable learning and insights, such as awareness of others' perspectives to increase team functioning and accountability

Duty 5

Review and interpret coaching needs analyses, identifying when coaching is / isn’t appropriate, and signpost those receiving coaching to other professional services when needed to complement or replace the coaching process, such as mental health professionals, charities, substance abuse support organisations, occupational health

Duty 6

Provide support to those receiving coaching in the definition and delivery of valid goals, through clearly defined and committed to actions, within the context of the cultures and systems within which those receiving coaching operate, and facilitate challenge to those systems where appropriate

Duty 7

Design coaching interventions that frame, challenge and meet the agreed objectives in the coaching contract and conform to the coaching sponsor’s objectives and constraints, including budget considerations

Duty 8

Evaluate the effectiveness of coaching interactions for the purposes of quality assurance, self-development for the coach and to measure return on investment (including being a recipient of regular coach supervision, and recording CPD, coaching hours, feedback and reflection, while ensuring confidentiality).

Duty 9

Maintain records of coaching practice including the logging of coaching hours, supervision, recording CPD and maintaining logs of practice.

30 capabilities

Becoming an expert coach means having some core leadership and personal effectiveness skills. Participants explore core areas of our C30 framework, including self awareness and management, leadership, building relationships and communication.

Diagram of the Accipio C30 (30 Key Leadership Competencies) akin to a periodic table.

Learner journey and programme features

The programme is structured into four key phases from selection and onboarding, to delivery and recognition.

A line labelled with key checkpoints during a Level 5 Coaching Apprenticeship.

What our apprentices and customers are saying…

The Leadership and Management apprenticeship has given me the opportunity reinforce my leadership knowledge as well as learn new leadership skills to importantly make me an effective leader, support my team through change and deliver an outstanding service to the people of Kent. My Leadership Skills Coach, Wendy has been brilliant, she was flexible, skilled and always available to talk through my thinking and how I will use my skills to impact continuous improvement for Kent Fire and Rescue service. I would highly recommend the apprenticeship route as a real way to develop leadership and management skills. Completing the apprenticeship provided me with a different option to the university route. It has also given me the professional accreditation of being a Chartered Manager with the CMI, through completing my End Point Assessment.
Mark Havell - Kent Fire and Rescue Service
"We started working with Accipio back in December 2017 to deliver the Operational/Departmental Manager level 5 Apprenticeship. They offer a high quality of service, are very responsive and the assessors are really professional who provide regular support to our participants and track their learning progress. They have also shown great flexibility to accommodate our requests to meet individual’s unique needs and help them to overcome any challenges. Our second cohort started the programme in August 2018, and this has proved that Accipio is constantly looking at improving the process which reflected in better learners’ experience and programme completion rate."
Maria, NHS Property Services
“I chose to participate in the management and leadership apprenticeship as I felt I was at a stage in my career when it depends on more than just technical skills and a willingness to work hard. I also realised I needed soft skills, not least of which is the ability to take on a leadership role. I am only two leadership disciplines into the apprenticeship, and I am already applying the skills I have learnt which is having a great impact on my current role. I have applied a strategy for a leadership style that is right for me, which has enabled me to be more disciplined in leading myself before I can lead others. Developing situational awareness, inspiring others and empowering teammates. It has also taught me to be a discerning listener in resolving conflicts. Good leadership skills are essential to advancing my career. What a fanatic opportunity of having a blended learning package to engage in. I look forward to progressing through the apprenticeship.”
Rachel (Apprentice)
"I feel more enlightenment and empowerment following our session. The coach’s diverse skills make them hugely proficient at this role, they themselves exude – leadership qualities, avid listing, ability to steer strategic discussions in the right direction in a gentle way."
- Lead Business Analyst
"Eye opening experience looking at team preferences and this is only the start of the programme."
- Principal Policy and Portfolio Manager

Investment

(per person)

£5000

Levy Funded

£250

Non-Levy (for SMEs – non-Levy payers)

UK organisations could send their employees on this course at limited cost. How? By leveraging the government’s Apprenticeship Levy.

The Apprenticeship Levy is paid by large UK employers with a pay bill of over £3 million. Currently, only 2% of employers pay the levy. Every employer who pays the levy can access their levy funds. Spending this on apprenticeship training. Upskilling their workforce.

The funding generated by this levy also funds apprenticeship training for other employers. SMEs, with a total annual pay bill of less than £3 million – pay just 5% of the cost of their apprenticeship training. The UK government pays the rest.

That means, as a SME, you could send your employees on Accipio’s new coaching course for just £250.00 (or 5% of the £5,000 course fee). Why not ask your employer to support your CPD?