Master Craftsperson Level 4 Recognition Scheme

Learning Programme Content

The Learning Programme provision shall comprise of three mandatory elements:

• Qualifications,
• Essential Skills
• On/off the job training

The total minimum credit value required for the Level 4 Master Craftsperson is 151 credits.

Entry requirements

Level 4: Master Craftsperson

The scheme will lead to recognition at Level 4.

To qualify for entry on to the Level 4 scheme, candidates will be required to have: 

• previously completed an engineering related apprenticeship (at Level 3) in the area they wish to coach/mentor in or
• may have a variety of relevant qualifications such as STEM A Levels (eg Maths, Science, Design Technology), Certificate/ Diploma in Engineering, Apprenticeship in Engineering or
• if they do not have formal qualifications, they will be required to provide evidence that shows they are currently working at a Level 3 standard (perhaps through a portfolio of experience).

 In addition to Level 3 qualifications or experience, the candidates have to:

• undergo an employer interview process prior to acceptance onto the scheme
• have at least five years industry experience of working in the sector
• have the ability/potential to, or be carrying out the role of mentor, supervisor or leader in their company.

Although the qualifying experience does not need to be focussed on a higher role, the candidates should undergo an interview process to formally demonstrate their experience of the scheme requirements prior to their acceptance onto the pathway. However, participants will be judged on their ability, not by the length of time they have worked in the sector.

On completion of the scheme the candidates will receive a coaching and/or mentoring qualification. They will also receive either a knowledge based qualification or further competence units in engineering manufacture, or an assessor qualification. As part of the scheme candidates can choose to undertake qualifications which may lead to professional recognition as an Incorporated Engineer (*IEng).

* The IEng (Incorporated Engineer) status can be sought after the completion of the EngTech or higher formal qualification. Candidates must demonstrate technical and commercial management skills, commitment to professional standards and obligations, the use of technical/engineering knowledge to apply technology to their work and the application of theoretical and practical methods to a process, system, service or product.

Knowledge qualifications

If applicants have already achieved one of the knowledge qualifications listed (see qualifications pages) before starting their apprenticeship, they may count this and will not have to repeat the qualification, providing they have achieved this within five years of starting the apprenticeship.

The training hours that were spent gaining the qualification may be counted towards the total training hours for the apprenticeship.

Competence qualifications

If applicants have already achieved one of the competence qualifications at Level 4 or units at Level 4 (see competence qualifications pages) before starting their apprenticeship, they may count this and will not have to repeat the qualification providing they have achieved this qualification within five years of starting their apprenticeship. The hours that were spent gaining the competence qualification may be counted towards the total hours for the apprenticeship.

It is important that there is agreement between the employer and the apprentice that the applicant is currently competent.

Prior experience in the sector

Applicants that are already working in the sector or who have recently worked in the sector, can apply to have their experience formally recognised by an awarding organisation and this will count towards the qualification(s) in this pathway.

Apprenticeship pathway learning programme(s)

Level 4: Master Craftsperson

Level 4: Master Craftsperson Qualifications

Participants must achieve one of the following competence and knowledge qualifications below.

Essential Skills Wales (ESW)

On/Off the Job training

On/Off the Job Qualification details (Minimum Credit & Hours)

106 credits for competence and knowledge.

The total amount of learning hours which includes both on and off-the-job training for the Master Craftsperson Higher Apprenticeship is 836.

The duration depends on the qualification and unit options selected.

On/Off the Job Essential Skills details (Minimum Credit & Hours)

6 credits/60 GLH for Level 2 Essential Skills Wales Communication

6 credits/60 GLH for Level 2 Essential Skills Wales Application of Number

6 credits/60 GLH for Level 2 Essential Skills Wales Digital Literacy

Other additional requirements

None

Progression

Progression from the Level 4 Apprenticeship:

While significant numbers of candidates will seek internal progression to team leader or supervisory or further coaching/mentoring roles within their companies, some will want to progress to a Higher Apprenticeship in Engineering.

More generally, most participants aspire to a combination of internal promotion while at the same time undertaking company sponsored qualifications.

Equality and diversity

It is important that apprenticeship Pathways are inclusive and can demonstrate an active approach to identifying and removing barriers to entry and progression. Pathways should advance equality of opportunity between persons who share protected characteristics and those persons who do not as identified in the Equality Act 2010.

The Protected characteristics identified in the Equality Act are age, disability, gender re-assignment, race, religion or belief, sex, sexual orientation, pregnancy and maternity. Marriage and civil partnership is also included although only in respect of the requirement to eliminate discrimination in employment.

Training providers and employers MUST also comply with the other duty under the Equality Act 2010 to ensure that applicants are not discriminated against in terms of entry to the industry based upon those nine protected characteristics.

SEMTA recognises the training and business benefits of having apprentices from a wide variety of diverse backgrounds. We are committed to ensuring equality and diversity drives all aspects of apprentice selection and recruitment. Equal opportunity and diversity refers to the active elimination of unlawful or unfair discrimination against any person or group on the grounds of gender, race, colour, nationality, ethnic origin, religion, age, sexual orientation, marriage and civil partnership, pregnancy and maternity, political belief, disability and where appropriate, prison/offender background where this is deemed irrelevant.

Despite the encouraging numbers of both female participants and Black, Asian and Minority Ethnic participants on the Engineering Manufacturing pathway at Level 3 and similar pathways, the engineering sector still has a significant way to go to encourage women into engineering and manufacturing careers.

SEMTA wishes to make a Gender Equality Commitment. SEMTA has signed the United Kingdom Resource Centre (UKRC) CEO's charter in a bid to step up female recruitment in its key sectors and programmes. Due to impending skills gaps it is estimated that 187,000 people will be required to be recruited and trained between 2010-2016 within SEMTA’s sectors of aerospace, automotive, composites, electrical, electronics, maintenance, marine, mathematics, metals and engineered metal products, renewables and science.

The UKRC is the Government’s leading body for advanced gender equality in science, engineering and technology (SET) and the CEO’s charter is a formal commitment to the UKRC’s agenda to challenge the under-representation of women in SET. Women make up 50% of the labour market, yet they make up less than 20% of the labour market in science, engineering and technology.

The UKRC believes that only a concerted effort by the SET industry will break down the gender barriers that exist in traditionally male dominated environments and we want to be part of a new consensus which will create an inclusive working environment for women. The manufacturing industries in which this pathway operates are traditionally dominated by a white, male workforce. However, faced with an aging workforce and the probability of skill shortages we must look to attract new entrants from a much more diverse recruitment pool. This means that all young people and adults considering engineering and manufacturing as a career are welcome.

Providers of apprenticeship training including employers must be able to demonstrate there are no overt or covert discriminatory practices in the selection and employment of apprentices this can be demonstrated by the implementing of a Single Equality Scheme (SES). The new Equality Duty (part of the Single Equality Bill) introduced to the public sector requires all public sector bodies to produce a SES combining their current race, disability and gender schemes and should be recognised by all providers of apprenticeship training. The implementation of a SES demonstrates the organisation's commitment to equality and diversity by identifying new and improved ways of working to ensure the organisation is more efficient and effective in meeting the diverse needs of both staff and customers. All those who recruit apprentices, be they colleges, training providers or employers, must comply with the Equality act of 2010 and apply the Equality and Diversity legislation taking full account of the following:

• The Sex Discrimination Act 1975 and Code of Practice
• The Race Relations Act 1976 and Code of Practice
• The Disability Discrimination Act 1995 and Code of Practice 
• Employment Equality (Religion or Belief) Regulations 2003 
• Employment Equality (Sexual Orientation) Regulations 2003 
• Employment Equality (Age) Regulations 2006 
• The Equality Act 2010

Employers and training providers must also actively monitor equality of opportunity and diversity procedures and take positive action where necessary to ensure equal access and treatment for all.

Employment responsibilities and rights

Employment Responsibilities and Rights (ERR) is no longer compulsory.  But it is recommended that all apprentices (especially the 16 years -18 year group) receive a company induction programme.

SEMTA recommends that all Master craftsperson's have knowledge and understanding of the ERR when inducting, coaching and mentoring others in the workplace.

Responsibilities

It is the responsibility of the Training Provider/Employer to ensure that the requirements of this Pathway are delivered in accordance with the Welsh Government/Medr Apprenticeships Guidance.

Further information may be obtained from: Medr

Document revisions