The new world of accountancy apprenticeships.

The new world of accountancy apprenticeships.
The new world of accountancy apprenticeships.

The new world of accountancy apprenticeships: Ever since the 2012 Richard Review of Apprenticeships, the government has been working to implement a programme of reforms which we now know as the Apprenticeship Levy. If you have a UK wage bill of over £3 million, you are required to pay 0.5% of that into a levy. The purpose of this levy is to boost productivity by investing in human capital, particularly when it comes to developing vocational skills.


Recently, I attended an event hosted by HTFT who gave an insight into the new world of accountancy apprenticeships. HTFT have an innovative approach to professional accountancy training and having worked with them for around five years now, I can see why so many employers use HTFT as their preferred training provider.  They are truly passionate about what they do, and this shines through all of their students.


In this blog, I’ll discuss the criteria and eligibility requirements of an AAT accountancy apprenticeship and highlight their suggestions for successful implementation of the level 7 Professional Accountant Apprenticeship Standard.


This is a professional accountancy apprenticeship programme that will lead to a CIMA qualification and will also develop an individual’s skill set to include things such as leadership skills, commercial knowledge and professionalism.  Not only does this course provide many broad skills that can be utilised across the finance function; but employers can also benefit from little or no cost at all to the organisation.


New Standards

The new apprenticeship standards will replace the old style (SASE) frameworks. Under the new frameworks, apprentices will be required to build up a portfolio of skills and behaviours that have been demonstrated in the workplace and will need to be fully competent in the role and meet the requirements of the employer. They will then have a discussion with their employer at the end of the apprenticeship to ensure these have been completed.


With the new standards in place, apprentices can receive training tailored by their employer (in-house or external).


There are currently two standards that have been approved for delivery and one in progress:

  • Assistant Accountant (Level3)
  • Professional accounting taxation technician (Level 4)
  • Professional Accountant (Level 7) Currently being developed


With these new standards, employers have more flexibility over how they want to develop their future talent. This means that with the inclusion of a discussion at the end of an assessment, employers can now ensure that the apprentices meet the skills, knowledge, and behaviours standard required, whether this is down external training providers, in-house training, or even a combination of both. The timescales to complete each of these programmes vary:

  • Assistant accountant – typically 15 to 18 months
  • Professional accounting/Tax Technician – typically 18 to 24 months
  • Professional accountant apprenticeship – typically 18-36 months


Planning your programme.

When planning your apprenticeship programme, there are various activities that you can carry out in order to ensure that your programme works for you.


Firstly, take time to choose which Apprentice Assessment Organisation will manage the end-point assessment of your programme. Secondly, agree on an on-programme curriculum, and finally, agree on employer-based skills and behaviour training and support programme to cover the skills listen in the Professional Accountant Standard.


Each new apprenticeship standard has been awarded a funding cap, meaning that trainees are able to gain a full professional qualification for a fraction of the traditional cost. The funding caps for the apprenticeships are as follows:

  • Assistant Accountant Apprenticeship is £9,000
  • Professional Accounting/Tax Technician Apprenticeship is £9,000
  • Professional Accountant Apprenticeship is £21,000


What is the eligibility criteria for the apprenticeship?

The key eligibility criteria include:

  • Having the right to work in the UK (ordinarily resident for 3 years)
  • 16 in academic year they start their apprenticeship
  • Able to complete the apprenticeship in contracted time i.e. 12-month contract won’t now cover the length of the programme
  • Spend 50% of their time working in the English borders
  • Not be enrolled in another apprenticeship
  • Not asked to contribute financially to any costs of the apprenticeship
  • Existing members of staff and graduates eligible, if receiving significantly new training
  • Potential apprentices will need to have English and maths to GCSE level. If they have not reached this level, or can’t not evidence they have, HTFT can help.


HTFT offer a holistic and specialist guide that will direct you through the planning of your Professional Accountant Apprenticeship.


For more information, please contact –  or visit

If you would like to discuss further you can email me at

You can view more about Sam Perry our Shared Services Executive Search expert here


Introducing Kate Wass, our executive interim specialist

Introducing Kate Wass, our executive interim specialist
Introducing Kate Wass, our executive interim specialist

We’d like to introduce you all to the newest member of the re:find team: meet Kate Wass our Executive Interim Specialist!


Having spent 7 years in recruitment with large corporates, and 4 years’ specialising in interim HR recruitment, I decided to take the plunge and join a small, boutique search firm.


Having found my feet in high street agencies, I wanted to do something that I was really passionate about – human resources.


Before entering the recruitment sector I had previously worked within HR as an L&D Specialist, and the world of human resources had always been one that resonated with me.


So, why re:find?

I chose re:find because it was about time they had a bit of diversity in the office!


All jokes aside, I wanted the opportunity to join a small firm where I would be able to see the company grow and develop around me, and have the pride of knowing I was a part of something really special.


When I first met the guys, there was an instant connection and it felt like we had known each other forever. So why not work somewhere where your colleagues are also your friends?


What is it like being a part of team re:find?

The culture is great – our offices are really unique and my fitness has massively improved running up and down what feels like 100 flights of stairs every day!


What I love about re:find is that they truly are about doing things differently (their actions can actually back up their talk).


The approach isn’t something I have experienced before, you won’t see us shouting about our vacancies online, or spending hours sifting through job boards. What we do is we establish genuine, long-standing relationships with clients who value us and work in partnership with us, rather than having what is simply a transactional relationship with them.


What will your role be at re:find?

Working alongside the rest of the team, I will continue to focus on the interim HR market, as their executive interim specialist. I’ll be recruiting across generalist and specialist roles, as well as change and project/ programme related HR roles for clients in a variety of sectors.


I love being given a difficult brief and going the extra mile to find candidates with niche skill sets, and I really believe that working at re:find will allow me to do this!


For all things interim management, change & transformation email me on

You can view more about Kate Wass our executive interim specialist here

Change management – the secrets of success part 2

Change management - the secrets of success part 2
Change management – the secrets of success part 2

Change management – the secrets of success part 2. Last night we hosted our final event of 2017, and because it’s almost Christmas and we felt like celebrating, we figured what the heck and made sure that it was an event to remember.


The main theme of the evening was Change Management, what exactly is it and how do you successfully implement it? Then just throw in a bit of mindreading and magic, and you have yourselves the recipe for our evening.


Our fantastic guest speakers, Francesca Valli and Stephen Seabourne, delivered incredible talks which outlined their unique perspectives on how to manage change and the importance of understanding the psychology of language.


First up, Francesca discussed how she had successfully managed multi-million-pound programmes and trackable change, and how she believed that it was critically important to demystify change in order to successfully implement it within your business. One of the key points which she highlighted was how embedding change on every level of an organisation is crucial to its success, and that in order to successfully deliver change you need to have good discipline and governance.


Next, Stephen Seabourne took to the stage. Stephen discussed how he successfully balanced his career as both a biomedical scientist and close-up magician. (Yes, we did just say magician. This is a re:find event after all, and you know that we like do things a little differently!). Stephen used his powers of magic and NLP in order to influence and astound the audience by demonstrating his slight of hand and hypnosis skills.


We ended the night on a great note and revealed that we had raised over £1,600 for the NSPCC as a result of all of our recent fundraising endeavours.


For those of you that attended any of our events in 2017, we’d like to say a big thank you for making each one such a success, and we look forward to seeing you all again in 2018 for even bigger and better things!


If you would like to donate to our Just Giving page, and help us raise even more for NSPCC, then please follow this link.