Level 5
Coaching Professional Apprenticeship

Our Coaching Professional programme is an 14-18 month process aimed at aspiring coaches. It 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.


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.

What does the programme cover?

We take participants through an iterative coaching development process.

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

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.

Download our Coaching Professional apprenticeship flyer

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.

Learner journey and programme features

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

What our apprentices and customers are saying…


(per person)


Levy Funded


Non-Levy (for SMEs)

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