Our Data User (Level 3) apprenticeship is one of our newer offerings at Kaplan, yet is still extremely popular amongst clients.
We hosted a webinar discussing the Data User (Level 3) apprenticeship programme and how this benefits the employer. Here’s everything we discussed.
Event panellists
- Donna Poynter, Client Solutions Director, Kaplan
- Sharon Morgan, Apprenticeship Development Manager, Lloyds Banking Group
- Penny Thompson, Client Solutions Manager, Kaplan
Key topics discussed
What is the Data User apprenticeship?
The programme is ideal for a wide range of roles, not just IT or tech-focused jobs. It helps develop critical skills in data analysis, modelling, and presentation, making it versatile across industries.
Who is it for?
Ideal candidates include career changers, new hires, or existing colleagues looking to upskill. Sharon Morgan explains how Lloyds Banking Group uses the apprenticeship to develop talent in teams such as HR, finance, and customer proposition.
Benefits to the employer
- Enhanced employee confidence and engagement
- Reduced turnover and recruitment costs
- Support for diversity and inclusion goals
A closer look into the discussion
How the Data User apprenticeship benefits Lloyds Banking Group
Lloyds Banking Group has used apprenticeships for over a decade to attract and develop talent. Sharon Morgan describes them as “a key stream for bringing in talent and developing colleagues.”
By fostering proficiency in data, the programme helps Lloyds achieve its mission of helping Britain prosper. Teams from various departments benefit, as colleagues gain skills that directly support business objectives.
The selection and enrolment process
Penny Thompson explains how Kaplan supports employers and candidates through the application process. This includes:
- Information sessions for the candidates and employer to outline what the apprentices will learn and how
- Guidance for the line managers on supporting apprentices
- A clear pathway to successful enrolment
At Lloyds Banking Group, self-nomination drives the process which enables colleagues to actively step forward and develop their skills.
Structure of the apprenticeship
With years of experience in apprenticeships, Lloyds Banking Group has built strong support structures involving employers, line managers, and Kaplan. The programme is described as a ‘quick win’ for improving skills and confidence, delivering significant returns to the business through increased employee engagement.
Penny provides a detailed breakdown of the programme:
- Duration - the apprenticeship is around 18 months, divided between learning and an end-point-assessment (EPA).
- Topics covered - areas such as data analysis, visualisation, and data modelling ensure apprentices gain a strong foundation.
- Skills delivered - examples include complex Excel use, Power BI, and presenting insights in a clear, audience-specific manner.
- Certifications - apprentices earn an additional Microsoft Excel Specialist Associate qualification (with the opportunity to study the extra expert level) as well as their internationally recognised apprenticeship standard.
Referred to as ‘the apprenticeship advantage,’ Sharon highlights some of the benefits that go beyond technical skills, with apprentices gaining confidence, organisation, and innovative thinking.
How to measure ROI for employers
Donna Poynter asks how employers can measure the ROI of their investment in apprenticeships. Sharon provides examples from Lloyds Banking Group:
- Lower turnover - increased engagement leads to higher retention and reduced recruitment costs.
- Innovation - confident colleagues challenge the status quo and drive progression in the organisation.
- Diversity and inclusion - apprentices enhance representation across the workforce, aligning with customer demographics.
“If we can grow and develop our skills in our current colleagues to meet the requirements of our organisation, which is obviously to meet the requirements of our customers, that means we’ve got people in the right space so recruitment costs are mitigated.”
Advice to employers
In collaboration with Kaplan, Lloyds Banking Group has achieved an impressive 57% distinction rate for the Data User apprenticeship programme.
When asked by Donna what advice she would give to employers considering apprenticeship programmes, Sharon offers practical insights:
“I think it is trying to embed apprenticeships as part of what your organisation does. It’s part of learning, it’s part of your talent strategy, and it supports internal colleagues, but then it can also be a real driver for building up your recruitment in your talent pipeline. So it’s looking at apprenticeships and seeing them for the fullness of the opportunity they offer.”
Changing perceptions of apprenticeships
Sharon emphasises the growing appeal of apprenticeships, not just for existing colleagues but new talent. While schools have traditionally promoted university as the primary pathway, there’s a notable shift towards apprenticeships as a valuable alternative.
She also highlights the dual appeal of apprenticeships for two key audiences:
- Internal colleagues - apprenticeships offer colleagues the chance to move into new areas, like data-focused roles, even if they’ve traditionally worked in different functions.
- External talent - for school leavers and career starters, apprenticeships provide an alternative to university, allowing them to develop professional skills while earning a salary.
“We’ve got several case studies where we have the brightest of the bright deciding that university isn’t what they want to do. They want to earn a salary and grow and develop their career, which is fantastic.
But also we have case studies of internal colleagues in the organisation who want to grow their skills. Perhaps they’ve always worked in the branches or always worked in a certain function and they might want to make a change and do something different in the data space - so that’s great as well.
I think it’s more of an opportunity stream from those different angles that people are definitely starting to talk more about them.”
An example case study - Sally Lane
The panel briefly discuss a colleague and former apprentice at Lloyds Banking Group, Sally Lane. After over 20 years at the organisation, she was still keen to learn and develop. Although she admits that she found her apprenticeship difficult, she challenged herself and found support at Kaplan and LBG.
After achieving success through her apprenticeship, Sally now mentors other apprentices and promotes the apprenticeship she studied. Read more about Sally’s journey.
Question and answer session
The panel invites the audience to ask questions. Examples of questions answered include:
What are the effective strategies to gain buy-in for promoting apprenticeships from senior leaders?
Sharon shares her advice regarding referencing case studies and business cases while reflecting on examples of senior leaders at Lloyds Banking Group that have completed apprenticeships.
How can you determine what level of apprenticeship to begin with?
Donna provides examples of how Kaplan can support candidates and employers to understand which apprenticeship level is right for the candidate based on their role, experience, and the organisation’s goals.
Find out more
Catch up on the full webinar, browse through our Data User (Level 3) apprenticeship programme information, or look into our other programmes to find out more. If you’re looking to upskill your team, get in touch with our team at Kaplan who can assist you throughout the whole process.
And if you’re still unsure, read more about how apprenticeships can benefit your business.