“This is only the start,” says Dr Trant. “I believe we should have double that figure and more going through the apprenticeship route every year. This pathway should become a substantial part of how people in Ireland learn and achieve their qualifications.”

 In describing the envisioned expansion of the apprenticeship scheme, she notes that it would evolve from being relatively small to something more akin to the German, Austrian, and Swiss models. “In those countries, the apprenticeship pathway is far more commonplace than it is in Ireland,” she says.

Explaining that the core idea behind transforming the system is to ensure it is “fit for purpose” in achieving these goals, she continues: “A major system transformation is now underway. This involves integrating the best elements of the traditional apprenticeship system with the new model we have in operation since 2016. New technology is needed to support the transformed system.

“It’s a big project for Ireland, very exciting, and there has been much progress this year. The new system will support more employers — including small employers — to get involved in apprenticeships, a great way of growing their businesses.” The Action Plan outlines a vision for a single national apprenticeship system — one that will enable continued growth and expansion of this vital work-based learning route. The creation of this single integrated system will help realise the vision of apprenticeship as a mainstream route to learning and qualifications in Ireland.

Another factor that will support this vision is a nationwide understanding of the value and relevance of apprenticeships. The outdated notion that the apprenticeship route is just for those unsuited to an academic approach is still prevalent today.

As one illustration of why this is no longer the case, Dr Trant recounts examples of more and more students who are achieving high points in the Leaving Cert and choosing the apprenticeship route. “One fantastic Electrical apprentice who is due to qualify later this year achieved 590 points in his Leaving Certificate. He was determined that was the route he wanted to take and he now describes himself as being in his ‘dream job’. 

 “What many people don’t realise is that there are so many options available. Traditional craft apprenticeships are most important and popular, but apprenticeship options are now so much broader than these areas, spanning international finance, engineering, tech, biopharma, hospitality, accounting, farming, hospitality and so much more. Our model of modern apprenticeship accommodates people who are interested in a wide variety of career paths.

“Increasingly, students who have done very well in the Leaving Cert are informed enough to choose the apprenticeship route when it aligns with their interests. They understand the value of putting their interests at the centre of their decision-making process when it comes to choosing a pathway to learning and career.” 

On the numerous benefits reaped by apprentices, she notes that many are earning €30,000 or more three to four years after leaving school. “By then, they’ve made significant progress in both their earning power and their careers, and they tend to continue to do very well.” Today, there are 77 national apprenticeship programmes, and 19 more in development. This is good news for anyone who appreciates the enormous benefits of earning while gaining a qualification and relevant expertise in the workplace.

One programme that has recently become available is in digital marketing. “This is open to school leavers and others,” says Dr Trant. “It’s a two-year programme leading to a Level 6 award, it offers an opportunity to get into a company and gain digital marketing and communications experience in a busy, exciting workplace environment, while getting paid.” 

Another programme launched in recent months is an apprenticeship in social work. Upon successful completion, apprentices graduate with a Masters of Social Work, a Level 9 award which is approved by CORU for registration as a social worker.

“This apprenticeship appeals to many people, including those who may already have careers but have long been interested in entering social work,” says Dr Trant. “Studying for four years via the academic route is not an option for everyone.” 

Clarifying that relevant work experience is not necessary, she says: “While it helps to have worked in that broad sector, there is a very broad access pathway. Recognition of prior learning may also be considered, so it’s not necessary to be a graduate to apply. Non-graduates with at least five years’ professional experience in a social work or social work-related field may also be considered for admission.” 

Apprenticeships are an effective way of bringing talent into businesses. For employers struggling to attract the right people, offering apprenticeships are advantageous. While taking on an employee is an investment, employers benefit from the strong business model of hiring people who work while also gaining a qualification. Offering such opportunities helps attract people to an organisation, especially in times of full employment.

Taking on apprentices can also help employers increase diversity in their workforce: “By going this route, their intake may include people they might otherwise miss out on. Instead of only hiring college graduates or those coming straight from the Leaving Cert, employers who take on apprentices can tap into a broader cohort.

“This might include people who are already working, as well as those who may have gone into another field and are now interested in a career change,” says Dr Trant. “Employers benefit greatly because the pathway into apprenticeships is so open.

“Apprenticeships only happen when an employer decides to take on an apprentice and invest in that person. In Ireland, 90% of all businesses are micro or small in size, many with less than nine employees. The apprenticeship system must become more accessible and user-friendly for these smaller businesses.

“We know that it needs to be much easier for these employers, the backbone of our economy, to get involved, so they know from the outset that they have the support they need and that taking on an apprentice will be of great benefit to them.” The "One More Job" campaign, which started last year and has continued this year, highlights the fact that every time an employer — no matter how small — takes on an apprentice, an additional job is created in the process.

Listing some of the practical incentives offered to employers via One More Job, Dr Trant says: “We explain what the apprenticeship programme is all about and how it benefits apprentices, employers, and the Irish economy. We help them get their apprenticeship set up and there is access to a free mentoring programme, either for them or someone in their business, to provide the necessary guidance on the requirements of on-the-job training for their apprentice. We also inform them about the financial support available, which includes a grant of €2,000 per apprentice per year, and, where applicable, a gender bursary.” 

Unsurprisingly — given the calibre of the helmsperson — the campaign has been really successful.

“When it was first launched last year,” she says, “our target was to get 500 extra employers on board. We got more than twice that number. This year, we’ve had a similarly positive response, which just goes to show that for many employers, all that’s needed is that little bit of extra support to get their apprenticeship up and running.” 

The National Apprenticeship Office