Childcare Apprenticeships

This year Span has taken over provision in Childcare Apprenticeships from our subcontractor Haydon Training, who were graded “Grade one – Outstanding” by Ofsted.


We are now working with a number of Apprentices in nurseries and pre-schools
and will be expanding this sector over the forthcoming years.


We welcome all of our new clients and Apprentices to Span and hope that we can ensure each other’s success.
If you are interested in pursuing a Childcare Apprenticeship or are looking for a new Learning Provider then please get in touch for more information about our programme as well as our terms and conditions.


Please see the programmes we deliver below.

More Information


Research into the needs of businesses across the UK points to a genuine shortage of employees with strong enough skills to do the job. The effect of our training is to give your team the tools to produce better standards and higher levels of satisfaction to your customers. We aim to provide benefits such as supporting you in the development of highly skilled employees, providing nationally recognised qualifications that fit with working systems of your company and adapted to meet your needs and  possible reduction in staff turnover and the associated costs.


Span is funded by the government through the Skills Funding Agency to provide Apprenticeships for young people. We can secure enough funds to continue bringing our high quality service to increased numbers of learners in Berkshire, Buckinghamshire, Oxfordshire and Wiltshire areas. Through these subsidies and your own input are able to offer low cost and in many cases free training.

Entry Criteria

Employers who recruit candidates without English and Maths GSCE at grade C or above must ensure that the candidate achieves this standard or equivalent Functional Skills prior to the completion of the apprenticeship.


We can help you gain the skills that you need to become a great Early Years Educator. Span Training will be there every step of the way, from helping you to find a good employer to the competition of the vital training that you need to successfully complete your apprenticeship. Our aim is to help you gain full employment, become fully qualified in a Span approved workplace and to help you earn a living while learning to become Early Years Educator (getting the Level 3 EYE Diploma – please see the intermediate and advanced apprenticeship sections above).


Span is funded by the government through the Skills Funding Agency, so most of your training is free. All you have to do is work with a Span approved employer. Our Intermediate Apprenticeship is 12 months long and our Advanced Apprenticeship is a further 18 months.

Entry Criteria

All learners interested to start an apprenticeships must eligible to do so. The entry criteria is listed below.

  • – Are over the age of 16
  • – Have been a resident in the UK for more than 3 years
  • – Are employed

Terms & Conditions

The Agreement
  1. To work in active Partnership with Span Training and Development Ltd to support the achievement of Apprenticeship Frameworks Level 2 and/or Advanced Level 3.
  2. To issue a Contract of Employment at the start of the Apprenticeship in accordance with the Employment Rights Act 1996 or any subsequent amendments or legislation. To include with this Contract an Apprenticeship Agreement in accordance with and compliant to a relevant English Apprenticeship Framework and The Apprenticeship Skills Young People and Learners Bill 2009 (ASCL Act 2009)
  3. To ensure that at the start of the Apprenticeship there is an Apprenticeship Agreement in place between the employer and the Apprentice.
  4. To provide a planned induction programme for new apprentices, using as a minimum the Span Induction Check list.
  5. To ensure Apprentices are in a Safe and Healthy working environment, and are protected in accordance with national requirements and the Health and Safety Act and all Fire Regulations.
  6. To adopt and adhere to an Equal Opportunity Policy in Compliance with the Equality Act 2010 and to ensure learners understand their obligations within the Act. To work with the Span Equal Opportunity and Diversity Policy to ensure equal opportunity to all learners participating in SpanProgrammes.
  7. To support the Government Prevent Guidance July 2015 which focuses on protecting vulnerable people from being drawn in to terrorism and can be summarised as:
    • Identifying individuals at risk
    • Assessing the nature and extent of that risk
    • Developing the most appropriate support plan for the individuals concerned, and ifnecessary referral
  8. To conform to other National, Legal and ESFA requirements with specific attention to Registering with the Local Enforcing Authority, Employment Law, Employer and Public Liability Insurance, To make all reasonable adjustment as required by the Law.
  9. To pay and endeavour to exceed the current National Minimum Wage applicable to Apprentices. There is an ‘Apprentice rate’ that applies to Apprentices under 19 and Apprentices 19 and over and in the first year of their Apprenticeship, all other employees must receive at least the National Minimum wage.
  10. To ensure Apprentices work a minimum of 30 hours per week (unless specifically agreed) and not more than 40 hours (16-17 year olds) and 48 hours (18 years plus) and to notify Span Training and Development Ltd of any changes to agreed working hours. To agree with Span any necessary extension of Programme time for those of agreed reduced hours.
  11. To provide paid leave to attend all Off-Job training AND exams in addition to providing a minimum of 4 normal working weeks paid holiday.
  12. To treat the Apprentice fairly and plan for incremental wage increase payments, linked to competence and productivity, throughout the training period.
  13. To share in the Programme Aims and Objectives and support the Apprentices in the achievement of their targets and Individual Learning Plan.
  14. To provide the Apprentices with employment, work experience, planned Induction Training and supervised practical training (minimum 0.5 days per week) to support agreed action plans.
  15. To have a named person responsible for supporting Apprentices(mentor).
  16. To have a qualified assessor(s) or demonstrate support and commitment to a member of your Staff gaining an Assessor Award (TAQA) or equivalent qualification within one year of joining the programme.
  17. Ensure Assessors attend Assessor Meetings, to receive up-to-date information or training, a minimum of two meetings a year and receive and record Continuous Professional Development.
  18. To allow access to ESFA Inspectors, Ofsted Inspectors, Awarding Body External Verifiers (EQAs) and Span Internal Verifiers (IVs) as required and by appointment.
  19. To supervise and support your Assessors and allow sufficient time for Assessment Action Plans to be achieved.
  20. To allow sufficient time with Span Field Service Managers to review the Apprentice’s progress and agree Training and Assessment Plans (every 4 – 8 weeks according to need) and to review, sample and update Records.
  21. To be aware of the responsibilities Span Training and Development Ltd hold in the delivery of the programme and provide evaluation of this Service.
  22. To ensure equality of opportunity and access to assessment in line with National Requirements.
  23. To ensure that all learners are Safeguarded to be safe and feel safe in line with the Span Safeguarding and Every Child Matters (ECM) Policy.
  24. To notify Span Training & Development Ltd of any accidents or incidents resulting in 24 hours absence or more.
  25. To notify Span Training & Development Ltd of any Accidents reportable under RIDDOR.
  26. To notify Span Training & Development Ltd of any Apprentices likely to have prolonged absence.
  27. To provide Span Training and Devlopment Ltd. notification of any incidents or complaints with regard to Equal Opportunities, Bullying, Harassment or Discrimination issues.
  28. To provide 48 hours notice of cancellation or change to Span Appointments.
  29. To notify Span Training & Development Ltd of unauthorised absence.
  30. To notify Span of any learners considered to be vulnerable.
  31. To notify Span Training & Development Ltd immediately of any Apprentice wishing to terminate their programme, or your wish to terminate an Apprentice, from their programme.

The Span Programme can only be delivered in active partnership with Employers. Both Span and Employers hold key responsibilities for the successful delivery of an Apprentice’s Apprenticeship programmes.

The Apprentice’s success in achieving the Framework Qualification in ‘a timely manner’, is the Government’s primary aim in funding programmes. This Agreement is designed to support that success, whilst also recognising that an Apprenticeship is competence-based.

Span Training and Development Ltd do not currently charge Employers for its services* and our income is derived from the Education and Skills Funding Agency (ESFA). The ESFA is however ‘moving towards’ reduced funding and increased employer contributions for all Apprentices who start their qualification aged 19 or over (in line with the strategy outlined in Priorities for Success).

The success of Apprentices on the Apprenticeship programme is no longer only based on N.V.Q. achievement. We only continue not to charge with the full support of Employers and Apprentices in committing to the achievement of a full Framework Qualification*. A significant proportion of Span Training and Development Ltd’s funding is paid only upon the achievement of all aspects of the Framework. It is essential that Apprentices produce their GCSE Certificates to Span Training and Development Ltd at the latest within the first 4 months of the start of programme in order to be concessioned and/or proxied from the Functional Skills component. Should an Apprentice claim to have a concession or proxy and cannot produce any evidence by certificate, the Functional Skill Examinations will need to be re-taken and possibly at a higher level.

Government funding and quality requirements change from time to time and these changes will result in a periodic renewal of this Agreement. This could result in the introduction of charges. Should this need occur maximum notice would be given.

Training Aims
  • To achieve occupational competence through working in acommercial environment.
  • To provide broad-based relevant training and work experience.
  • To give the opportunity to achieve the agreed objectives of Individual Learning Plans(ILP) in a timely manner.
  • To achieve a nationally recognised Apprenticeship Framework Qualification.
  • To give priority to the achievement of Functional Skills early in the Programme of Learning.

Inputs – Employer:
  • The hours of participation on the programme must conform to requirements under any current legislation or local provisions or any local bylaws. It is anticipated that Apprentices will usually attend for a minimum of 30 hours per week and employers will conform to the Working Time Directive. For further information go to
    ( legislation/working-time- regs/index.html)
  • To provide relevant work experience and training to cover the range of criteria as specified by the Awarding Body.
  • To release Apprentices (including Advanced Apprentices) to attend the off-the- job training programme, during normal working hours. To support Apprentices in the workplace to carry out practical work, projects and assignments and provide related training using the Span Training Integration Guide in partnership with Span Training and Development Ltd.
  • To release and encourage Apprentices to attend Functional Skills testing during working hours.
  • To support the Apprentice(s) in compiling and referencing evidence for portfolios.
  • To ensure each Apprentice has a named person responsible for his/ her trainingand supervision throughout their programme.
  • To provide an individual to be responsible for workplace assessments and gain Assessor Qualifications as appropriate. This person should work with the support of their Span Field Service Manager to submit completed portfolios that are of a high standard, with minimal errors.
  • Allocate adequate time to Span Field Service Managers and Retention Officers (where appropriate) in order to review the Apprentice’s progress, set action plans and up-date training records, and commit to the agreed Action Plan by adding representative‘s (preferably trainer/assessor) signature to the review.
  • To attempt to minimise changes to appointments for meetings and attend review meetings with the Apprentice and Span Field Service Manager as appropriate.
  • To ensure that every effort is made to clear action plans/targets as set out between the Span Field Service Manager and the Apprentice at review meetings from one review to the next.
  • To provide support, encourage, enable and advise Apprentices to achieve their Individual Learning Plan (ILP).
  • To monitor how Apprentices are progressing against Span Progression Benchmarks and attempt to keep them ahead or on target of their benchmark.
  • Monitor the progress of Apprentices, initiate and support assessments, and complete records of assessments.
  • To provide workplace training (minimum 4hrs a week) during normal working hours.
  • To allow reviews and assessment during normal working hours.
  • To provide access to Apprentices and their records for any necessary Government representatives, Awarding Body External Verifiers or ESFA monitoring functions.
  • To progress Apprentices through their qualification in a timely fashion where possible.
  • To attempt to retain Apprentices on the programme whenever possible. This involves providing additional support to Apprentices who may be at risk of finishing the programme without a qualification and should be achieved with the support of your Span Field Service Manager.
  • Where needs are identified provide financial support to learners with travel costs to Off-the-Job Training
  • Give a minimum of one month’s notice in writing if it is decided to withdraw from this agreement.
  • To adhere to national legal requirements with particular regard to Employment Law, the Apprenticeship Act 2009, Equality Act 2010, Every Child Matters and Safeguarding.
  • To support Government guidance with regard to the ‘Prevent Duty Guidance” issued July 2015 with the key Aim which focuses on protecting vulnerable people from being drawn in to terrorism.

Inputs – Span Training and Development Ltd:
  • To quality assure the delivery of the Span Programme.
  • To support Employers to enable them to provide a safe environment for learning.
  • To provide support and guidance to Apprentices.
  • To provide direct Assessment Support in exceptionalcircumstances.
  • To provide an Initial Assessment of all Apprentices.
  • To identify Apprentices with additional supportrequirements
  • To design the Span Programme of Training and initiate necessary development and research.
  • To provide a comprehensive Span Induction.
  • To register all Apprentices with the Awarding Body.
  • To provide Internal Verification and liaise with ExternalVerifiers
  • To provide on site visits to review progress, agree challenging targets and action plans.
  • To agree an Individual Learning Plan (ILP) with eachApprentice and to update and support the achievement of the ILP .
  • To provide a schedule for, and deliver Off-the-Job Training, in venues that have Health and Safety Approval, carried out by Span representatives.
  • To support and quality assure work-based Practical Training.
  • To supply and monitor the use of learning materials.
  • To issue and assess/mark projects and assignments.
  • To assist and support assessors in the work place.
  • To verify assessments and quality control according to nationalstandards.
  • To organise, prepare and register all Apprentices for Functional Skills testing(when required).
  • To organise and provide examination venues and invigilationservices.
  • To support Apprentices to compile and reference their portfolio of evidence.
  • To provide certification services.
  • To provide guidance and promote Equal Opportunities for all Apprentices and employers.
  • To quality assure and evaluate the Span Programme in order to maintain continuous quality improvement.
  • To ensure all Learners work within a safe and fairenvironment.
  • To keep Employers informed of relevant changes to the Law and useful sourcesof information.

Working in Partnership

Span Training and Development Ltd will actively seek feedback on:

  1. Issues relating to the Apprentices and the provision of training, and the Span Service to Apprentices.
  2. Span Training and Development Ltd will provide opportunities to support the Apprentice by:
    – Arranging periodic and relevant workshops and meetings to provide support to employers
    – Provide advice and guidance including newsletters to assist employers Span Training and Development Ltd’s expectation is that employers will:
  • – Provide feedback on Span Training and Development Ltd’s training provision.
  • – Attend workshops to keep up to date with new legislation, regulations, and/orrequirements of Funding and Governing Bodies.
  • – Support their learners to achieve their ILP .

Requirements & Information
Legal Requirements

The Employer will conform with all relevant requirements under National Legislation or any by-laws relating to the employment of young persons with particular attention to:

  • – Conforming to the specific requirements of Health & Safety law, and provide, promote and monitor the workplace Health & Safety Policy (written if over 5 employees), undertake risk assessments of the workplace and provide thorough induction, ongoing training and supervision of Health & Safety in theworkplace.
  • – To provide opportunities as required under Every Child Matters requirements
  • – Holding written fire risk assessments for business premises.
  • – To ensure your learners are Safeguarded, are kept safe and feelsafe
  • – Conforming to the specific requirements of Equal Opportunity Act 2010, and provide, promote, and monitor the workplace Equal Opportunity Policy and practice, and provide thorough induction and ongoing training in Equal Opportunity in the workplace.
  • – Conforming to all aspects of Employment Law and issuing a written Contract of Employment to all Apprentices within two months of commencement of employment.
  • – To enter an Apprenticeship Agreement at commencement of the Programme
  • – Holding Employers Liability Insurance and Public Insurance that covers allApprentices.
  • – Registering with the appropriate Enforcing Authority (Health & Safety Executive/ Local Authority).
  • – Ensuring Apprentices are informed of, and have access to clear written grievance and disciplinary procedures.
  • – Complying with, and endeavouring to exceed current minimum wage law, provide itemised pay statements and conform to the government minimum wage guidance.
  • – Giving Span Apprentices a minimum of 4 normal working weeks paid annual leave, in addition to paid Bank Holidays (see Department for Business Enterprise and Regulatory Reform – DBERR website for further information: Span Training and Development Ltd will monitor employer’s actions to comply with current legislation and monitor it, where appropriate, employers will be advised to seek professional guidance.

Background Information:
  • Apprentices are expected to work a minimum of 30 hours per week. It could be possible by agreement with Span Training and Development Ltd and the ESFA for an Apprentice to work fewer hours.
  • It is expected if an Apprentice is working 30 hours or less they will have access to the training and experience and assessment opportunities that will allow them to qualify and achieve a timely Framework.
  • Maximum working hours for a 16 & 17 yr old Apprentice is 40 hours a week and 48 hours for an Apprentice aged 18 plus.
  • The Employer must inform Span Training and Development Ltd of:
    • – All Apprentices changing agreed hours of work and in particular if they fall below 30 hours.
    • – Apprentices likely to have prolonged absence from work, but who intend to return.
    • – Any unauthorised absence. Where unauthorised absence in excess of ten consecutive working days occurs
    • – Apprentices could be regarded as having terminated from the Programme.
    • – Any accidents or incidents resulting in absence from work of 24 hours or more.
    • – Any accidents reportable under RIDDOR.
    • – Any Apprentice who needs additional or alternative learningsupport.
    • – Any Apprentice reporting unfair or discriminatory issues in relation to Equal Opportunities.
    • – Any Apprentice wishing to terminate (Span must conduct an exit interview).
    • – A wish to terminate a Span Apprentice.

Span reserve the right:
  • -To review the viability of the completion of any other on-going work in the workplace (e.g. Assessor support) in the event of a sole Apprentice in the workplace leaving the programme before achieving their Framework (unless there has been a separate agreement with the employer).
  • -To invoice employer for appointments cancelled with less than 48 hours notice unless there are mitigating circumstances.
  • -Invoicing will be made against our current pricing structure, available on request.
  • -To invoice for non-notification of inability to attend agreed appointments in theworkplace
  • -To invoice for external examination fees for Apprentices who fail to attend venues for examinations (at the examination fee determined by the Awarding Body)
  • -To invoice for additional visits required for Apprentices who have exhausted their funding allocation (fees to be determined annually) and who have not achieved their Individual Training Plan on the agreed date.

List of Laws, Acts and Regulations that govern Employment Law.

This list should be used as a guide and is not exhaustive and is subject to change.

  • ❖  The Apprenticeship Act 2009 (ASCL Act 2009)
  • ❖  Equality Act 2010
  • ❖  Human Rights Act 1948 and 1998
  • ❖  Health and Safety at Work Act (HASAWA) 1974
  • ❖  Workplace (Health and Safety and Welfare) Regulations1999
  • ❖  Management of Health and Safety at Work Regulations1999
  • ❖  Rehabilitation of Offenders Act 1974
  • ❖  Special Education Needs and Disability Act (SENDA)2001
  • ❖  Employment Rights Act 1996
  • ❖  Protection from Harassment Act 1997
  • ❖  Data Protection Act 1998
  • ❖  Working Time Regulations 1998 (amended April 2003)
  • ❖  Part Time Workers Regulations 2000Other relevant information:
  • ❖  NVQ Code of Practice
  • ❖  ACAS code of practice

Your Training
  • To achieve occupational competence
  • Toprovidebroad-basedrelevanttrainingandworkexperience
  • To achieve an Apprenticeship or Advanced Apprenticeship within agreed timescales.

Your Training

An integrated programme of theory training, supervised practical work experience and vocational training and Assessment will be provided. An Initial Assessment will take place to establish the training programme most suited to your needs.

The results will be discussed with you and a training programme agreed. Your Individual Learning Plan (ILP) will be agreed to meet your personal needs, be updated when necessary and should be kept in your training file.

If you or your Span Field Service Manager feel that satisfactory progress is not being made Span will review your situation which could lead to:
a) A programme of additional learning support
b) A change to your ILP
c) Additional support for assessment in the workplace
d) An alternative work placement being be sought
Any action will be mutually agreed and thoroughly discussed. If progression cannot be achieved this agreement could be discontinued.

Field Service Managers will visit you in your work placement on a regular basis, to monitor your progress. They will assess your progress jointly with the workplace assessor, set challenging targets, offer guidance and counselling, and ensure integration of your on, and off job training. An Action Plan will be agreed with you and your employer dependent on need, and any necessary information outlined on your ILP.

Your Apprenticeship should be completed in 20 months or earlier, within 14 months for an Advanced Apprenticeship and not under one year except in approved and limited circumstances.

During your training you will receive training and work experience from your work placement.

Span may issue a unit credit when at least one unit of competence has been achieved (according to service terms & conditions).

You will be undertaking the Apprenticeship in childcare. On satisfactory completion of the Apprenticeship provision you have the opportunity for training on an Advanced Apprenticeship dependant on ability, motivation, and previous experience.

Health and Safety

Health and Safety is key to learning and will be explained to you during your induction and through out you learning programme. It is your responsibility to observe all H&S rules. Please read and ensure you understand and act on any information given to. You have a duty to take reasonable care to avoid injury both to yourself and others, and to co- operate with everybody on the programme to ensure safe working practices.

If you have an accident that means you are absent from work for 3 days or more you should report it to Span. Span will then investigate the accident and report it to the LSC.

Should you suffer injury or contract an industrial disease, you are protected by the law as any employed person, and your Workplace will take the necessary precautions to safeguard your health and safety. However, you also have a legal duty to obey safety rules and not to interfere with or misuse anything provided to protect your health, safety or welfare in compliance with the HEALTH AND SAFETY AT WORK ACT (1974).

General Information
Guidance & Support

Guidance and support is available throughout the learning programme from your Field Services Manager. Should you require help between reviews please telephone Head Office (0845 548 5100)

Your Wages

Your wages will be agreed between you and your employer in line with the salons terms and conditions and with National Wage Regulations.


Your hours of work will be specified in your employment contract and will conform to current legislation or local by laws including the Working Time Regulations. It is anticipated that to be eligible for government funded training you will need to work a minimum of 30 hours unless part time attendance has been agreed.

For any learner attending on a part time basis, this must first be approved and then they must be given the opportunities to develop the skills required and be able to prove their competence through appropriate assessment opportunities, and planned training to ensure competence , is achieved within a planned and agreed achievement date.


You are entitled to holidays in accordance with your Employment Contract. In addition you are entitled to Bank and Public Holidays although you may be expected to work and be given time off or paid in lieu. Holidays should be agreed in accordance with the needs of your Salon and National Law.

Safeguarding and Care

Span and your employer have a responsibility to ensure your wellbeing and this can be summarised as:

  • -Protecting young people from maltreatment
  • -Preventing impairment of young peoples health or development Ensuring that young people are growing up in circumstances consistent with the provision of safe and effective care, and
  • -Undertaking that role so as to enable those young people to have optimum life chances and to enter adulthood successfully.
  • There are three main aspects to safeguarding and promoting welfare of young people on the Span Programme:
  • -Arrangements to minimise risks
  • -Arrangements to take all appropriate actions to address concerns
  • -Actively promoting the concept of the ‘safe learner’.

There are 5 other Key areas embraced by our programme to give all Young People the support they need to:

  • -Be healthy
  • -Stay safe
  • -Enjoy and achieve
  • -Make a positive contribution
  • -Achieve economic well-beingConcerns relating to any of these areas should be reported to your Salon Manager and your F.S.M should be informed.

Prevent Duties

Span have a responsibility to deliver Government Prevent Duty Guidance 2015. These have been used to guide the principles embedded within the Span Prevent Policy which focuses on protecting vulnerable people from being drawn in to terrorism and can be summarised as:

  1. Identifying individuals at risk
  2. Assessing the nature and extent of that risk
  3. Developing the most appropriate support plan for the individuals concerned, and if necessary referral.

Span Disciplinary Procedure

There are rules to be observed during your Training Programme both at your Workplace and any training location. These rules will be outlined during your induction, will be confirmed in a hand-out and will relate in particular to attendance, health and safety, the Equality Act and Prevent Regulations. and general conduct.

Should you be found to be breaking any rules, your Workplace and FSM will be informed and, where appropriate, action will be taken. In the event of a serious incident, you could be suspended from the Programme whilst the matter is investigated. For a confirmed serious breach of discipline, immediate dismissal from the Programme could take place, in consultation with your Workplace and Span.

Span Grievance Procedure

If you have any problems concerning your programme or about the way in which you have been treated, you must first talk to your Workplace Supervisor. If he / she is unable to help you, ask to speak to your Span FSM.

If you feel you have been wrongly accused of a serious breach of discipline, which has not been resolved via your workplace procedure you are entitled to seek advice from the Citizens Advice Service and/or make representation to the SFA. You may do this after all other grievance and disciplinary procedures have been pursued.

Complaints and Appeals Procedure

If you feel you have been unfairly treated or are dissatisfied with matters relating to the assessments of your progress you have the right to appeal.
The situations where disputes may arise will usually involve:
– A Span Assessor decision
– A Workplace Assessor decision
– A Span Internal Verifier Decision
– Irregularities

A copy of the Span procedure for Complaints & Appeals will be issued to you with this training agreement.

Equal Opportunities

Span operates an Equal Opportunity Programme in accordance with our Equal Opportunities Policy, and actively promotes equality of opportunity to all learners.

Bullying and Harassment is not tolerated on a Span Training programme and any instances must be reported to your FSM who will investigate.

The Span Training Programme

Span is an approved Training Organisation, CACHE ITEC and City and Guilds Centre, and contracts with the Education and Skills Funding Agency to provide training according to terms standards. Should these standards/terms change during your learning programme you will be informed and your ILP will be changed accordingly.

You and Your Programme

The success of your learning will largely depend upon your involvement interest and commitment. Span expects that you:

  • -Fully participate in project work and open learning exercises.
  • -Attend all required exams.
  • -Present work to Span Trainers/FSM on agreed dates.
  • -Treat all equipment and premises with due care and regard to health and safety.
  • -Participate fully in any End of Year Presentation, Shows or Competitions.
  • -Build and reference your own portfolios to agreed standards.
  • -Act in a responsible and respectful manner towards all people with whom you come into contact.
Leaving your Programme

You must give notice in accordance with your contract of employment. Span must be informed immediately and will need information on why you have left and your plans for the future. All learners leaving are expected to fill out a Leaver Survey.