Investing in the Future: The Value of Supporting Electrotechnical Apprenticeships in Northern Ireland
As an electrical engineering company operating within the UK and Ireland construction industry, we have been supporting the Government Apprenticeship Programme for the past 10 years. Supporting electrotechnical apprenticeships is not just a business decision – it is an investment in the future of our industry, our communities, and our local economy.
Some Key Facts and Figures about Apprenticeships in Northern Ireland
• New participants on ApprenticeshipsNI are known as starts.
• Total starts increased by 71% between 2019/20 and 2023/24 and by 49% between 2022/23 and 2023/24
• “Electrotechnical”, “Engineering” and “Health and Social Care” are the three most popular frameworks for the current occupancy quarter.
• Males account for 73% of current participants. The proportion of male participants is highest in the Level 2/3 Apprenticeship group at 95%.
• The most common age group for Starts continues to be the 16 to 19 age group
• Around three-fifths (62%) of those who left Level 3 Apprenticeships in 2023/24, achieved a Level 3 Framework.
Sources: ApprenticeshipsNI
Here are our thoughts on the Programme along with some learning that we have had along the way.
Strengthening Our Workforce
Apprentices bring fresh perspectives, energy, and new ideas to our teams. By supporting apprentices, we ensure our workforce is equipped with the latest technical knowledge, hands-on experience, and a strong foundation in safety and best practice. Apprenticeship programmes also future-proof our business by fostering great organisational culture and securing financial benefits through available funding.
Our experienced employees benefit too, as mentoring apprentices helps fill resourcing gaps and establishes a positive development culture, offering new leadership and coaching opportunities through buddy systems.
Promoting Social Value
Beyond the commercial benefits, our commitment to apprenticeships is driven by a profound sense of social responsibility. Northern Ireland faces ongoing challenges around youth unemployment and skills shortages, particularly in construction-related industries.
By offering young people clear pathways into meaningful employment, we provide opportunities for learning in live environments, creating structure and discipline that support their professional growth. Every apprentice we support strengthens the social fabric of Northern Ireland and fosters a circular economy by providing jobs and opportunities within the local community.
Strengthening the Local Economy
Supporting local apprentices keeps investment within Northern Ireland. It promotes sustainable growth by developing a workforce that meets local needs and standards. Skilled workers are less likely to emigrate for opportunities elsewhere, ensuring that the benefits of their training are reinvested back into our communities.
Furthermore, businesses that invest in apprenticeships contribute to a resilient, future-proofed economy. A strong skills base attracts inward investment and fosters innovation, strengthening Northern Ireland's reputation as a leader in construction and engineering excellence.
Advice for SMEs Taking on Apprentices Based on Our Experience
If you are a small or medium-sized business considering apprenticeships, here are some key pieces of advice:
1. Choosing the Right Person
Take time to properly interview candidates. This establishes a professional approach by your company to the Apprenticeship Progamme.
Ensure the prospective Apprentice understands the realities of the trade and what is required. Question why they have chosen their specific discipline i.e. Electrical, Joinery etc.
2. Clear Pay and Contract Discussions
Make sure you have a contract agreement from the very outset. We used HR Made Easy to help us with contract templates.
Make sure you understand how pay is calculated for Apprentices. Remember their pay increases annually with the changes to the Minimum Wage and as they age. Be transparent about pay, expectations, and contract details from the outset with your Apprentice.
3. Manage Parental Involvement (if applicable)
Engage parents appropriately while maintaining professional boundaries, particularly concerning GDPR.
Help parents understand that you want to see the Apprentice take responsibility from applying for the job, the interview and throughout the life cycle of their Apprenticeship.
4. Understand the Programme
Review the Apprentice's Personal Training Plan (PTP) with them at the beginning of the programme and each key stage of learning
Know the learning outcomes, stages, and your responsibilities as an employer. We would highly recommend you appoint someone within your organisation to take responsibility for managing your accountabilities within the Apprenticeship Programme.
5. Build a Strong Relationship with the College
Meet with tutors and learning support staff early to demonstrate commitment.
You should have monthly contact from the college with regular updates regarding your Apprentices performance and progression.
There should be no surprises i.e. if Apprentices is not attending class or is late or leaves early on a regular basis you should be told this by the college.
6. Effective Performance Management
The importance of this cannot be underestimated.
Document all support and development.
Conduct regular, honest and transparent reviews.
Be patient — don't give up too quickly – we all had to start somewhere!
What to Expect Over the Apprenticeship Journey
Year 1
Unconscious incompetence — apprentices need high levels of support as they settle into new environments. They don’t know what they don’t know!
Year 2
Conscious incompetence — they begin developing skills and confidence with medium to high support. They are becoming aware of their skill gaps and this is where those regular reviews of the PTP will be so valuable. They need your support, understanding and patience a lot at this stage to help them bridge the skill gaps.
Year 3
Conscious competence — confidence rises, skill gaps become clearer, and support levels should be reduced with more accountability given.
Year 4
Unconscious competence — apprentices work independently with minimal support needed.
Our Commitment
At our company, we see apprentices not as temporary trainees, but as the future leaders of our industry. Supporting them is woven into the very fabric of our corporate values. We partner closely with the Colleges to ensure our apprentices receive the best possible start to their careers.
The journey of an apprentice enriches not only their own life but the wider community and economy. As employers, we have both a privilege and a responsibility to support them.
If you are a business considering supporting apprenticeships, we urge you to step forward. The returns — in loyalty, capability, innovation, and social good — are immeasurable.
Together, let's invest in a brighter, stronger future for Northern Ireland.
Main Image: We are very proud to have had one of our Electrical Apprentices visit Westminster College in London as a guest of one of our valued clients, McAleer & Rushe. Our 4th Year Apprentice, Jamie Morrison was invited to share his experience and advice to other Apprentices in London. We are very grateful to McAleer and Rushe for giving Jamie the opportunity to share his journey so far with AM Electrical Services and we are incredibly proud of Jamie who has been an exceptional Apprentice.