How Arcade UK uses apprenticeship to build in house engineering capability

by Featured NewsFire EngineeringTraining

Apprenticeship approach outlined by Arcade UK

Arcade UK has outlined how it uses apprenticeship routes to build workforce capability and support growth plans.

The Building Engineering Services Association (BESA) published an interview with Sam Williams, Project Director at Arcade UK, described as BESA’s National Contractor of the Year 2025 and part of its SEED Programme.

Williams said: “They are central to how we build the business for the long term.

“They are the heartbeat of our company, and we want our apprentices to become our leaders of tomorrow.”

The interview links apprenticeship investment to developing young engineers locally and responding to what Williams described as a skills issue in the industry.

Arcade UK described a delivery model that pairs an in-house lead engineer with an apprentice, with the aim of expanding in-house capability and reducing reliance on subcontractors.

Williams said: “They reduce over-reliance on subcontractors by building and expanding our in-house capability.

“We now use a model where we have an in-house lead engineer and an apprentice directly underneath.

“That supports profitability and resilience and shows us as a responsible employer who can help grow our team’s careers.”

How training partners and competency requirements shape delivery

BESA’s interview also set out how Arcade UK works with colleges and training providers and how it expects apprenticeship training to support future competency requirements.

Arcade UK said it works closely with Cambridgeshire Regional College to support apprenticeship routes, help identify courses, assist with candidates if needed and represent the company at careers fairs.

The interview describes early set-up as overwhelming and links progress to time spent finding responsive training partners.

Williams said: “Use the resources that already exist.

“We found providers through City and Guilds resources, and you can either start with the training package you need then find a college, or approach local colleges and ask what they are able to support.”

Arcade UK said it has apprentices across building services, electrical, air conditioning, service and maintenance, alongside routes linked to design engineering and project management.

The interview links apprenticeships to tighter competency requirements, including SKILLcards and task certification, and describes day-to-day impacts such as producing reports and documentation for management teams and customers.

Arcade UK said it is aiming for around 100 staff by 2030 and expects to employ 30 to 40 apprentices over the next three to four years.

The interview adds that current apprentices are expected to form part of a future senior management team and director group over the next 15 years.

New apprenticeship programme for firefighters launched across the United States

by Associations and OrganisationsBreaking NewsTraining

IAFF and US Department of Labor introduce first national firefighter apprenticeship

The International Association of Fire Fighters (IAFF) has announced the launch of the IAFF Fire and EMS Apprenticeship Program, a new federally registered apprenticeship designed to support firefighter and emergency medical services recruitment in the United States.

According to the IAFF, the programme was introduced at a signing ceremony hosted at the Frances Perkins Department of Labor building in Washington, D.C., and is the first federally registered apprenticeship of its kind for the fire service.

The IAFF stated that the programme has been established in response to long-term recruitment and retention challenges affecting fire departments across the country.

Programme offers new pathway into US fire and EMS services

The IAFF explained that the programme will allow fire departments to access a nationally coordinated model for hiring, training, and retaining new firefighters and EMS personnel.

The programme has been federally registered through the Department of Labor to provide departments with consistent support and expanded access to funding and other federal resources.

IAFF General President Edward Kelly said: “As we celebrate National Apprenticeship Day, what a fitting occasion to launch the first-ever apprenticeship programme for firefighters and paramedics in the United States. This programme will not only give firefighters in every jurisdiction a baseline of skills, but it allows those fire chiefs to tailor their training to the specific hazards they have in their jurisdictions – something that’s incredibly important.”

Kelly added: “This is a brand-new era for the US fire service.”

Partnership focuses on training and safety standards

The US Department of Labor said the programme has been created to ensure departments have enough properly trained personnel to meet community needs and maintain health and safety standards.

US Secretary of Labor Lori Chavez-DeRemer said: “Time and time again, the IAFF has demonstrated a strong commitment to advancing the rights, safety, and future of firefighters, emergency medical workers, and rescue workers.”

Chavez-DeRemer added: “Registered apprenticeships like these ensure responders have enhanced capabilities that help prevent harm and improve overall health and safety. Programmes like yours are reinforcing proper protections to avoid tragedies and build a future where everyone remains safe. That’s why I’m so excited to be part of this signing ceremony today.”

Federal coordination and military career transitions included in scope

The IAFF noted that the programme will unify existing state-level apprenticeship models under one federal framework, allowing for broader implementation and support.

The programme has also been designed to align with Department of Veterans Affairs and Department of Defense employment transition initiatives, such as SkillBridge and Career Skills Programs.

According to the IAFF, the programme will provide an accessible path into the fire service for former military personnel and others facing barriers to certification and training.

Kelly said: “Together with the fire chiefs, we launched this concept to boost the ranks of the American fire service.”

Recruitment needs remain high for US departments

The IAFF stated that fire departments across the US continue to face staffing shortages, particularly in small and rural areas.

These shortages, it said, have contributed to increased workloads, burnout, and injuries among existing staff.

According to the IAFF, the new apprenticeship model is the first national solution aimed at reversing these trends through structured training and recruitment.

Kelly said: “We are going to redefine the US fire service through this programme.”

New apprenticeship programme for firefighters launched across the United States: Summary

The International Association of Fire Fighters has launched a new federal apprenticeship programme for fire and EMS personnel.

The announcement was made alongside the US Department of Labor during National Apprenticeship Day.

The IAFF Fire and EMS Apprenticeship Program is the first federally registered apprenticeship scheme for the US fire service.

It will support recruitment and training needs across fire departments in every state.

The Department of Labor said the scheme will improve safety and skill standards for fire and EMS workers.

The IAFF said it will coordinate existing state apprenticeship programmes under a national model.

Federal registration will provide departments with greater access to funding and resources.

The programme will also support former military personnel entering fire service careers.

Workforce shortages have affected departments across the US, especially in rural areas.

The IAFF said the programme was developed through discussions with the International Association of Fire Chiefs.

BESA launches programme to address shortage of trainers and assessors in UK building services

by Featured NewsTraining

Building services industry faces shortage of trainers and assessors

The Building Engineering Services Association (BESA) has launched a new initiative to address what it describes as a critical shortage of trainers and assessors in the building services industry.

BESA reported that the lack of qualified trainers is hindering the further education (FE) system’s ability to deliver skilled professionals into the workforce.

The Association warned that without intervention, the industry would struggle to fill skills gaps and meet service demands by the end of the decade.

The ‘BESA Skills Legacy’ programme seeks to enlist experienced industry professionals to support colleges and training providers in delivering essential courses.

BESA stated that the initiative aims to reassure education providers that there will be sufficient training capacity, enabling them to invest in necessary resources.

Programme aims to build capacity in further education sector

BESA said that the limited availability of qualified professionals to run apprenticeship schemes has led to the sector being classified as high risk by the FE sector.

This has resulted in a nationwide shortage of training opportunities.

Stuart Rattray, BESA’s head of skills and policy, said: “Our workforce is ageing and is already under intense pressure.

“The average age across construction-related sectors is 53, so without a dramatic increase in the number of young people coming in, a labour force crunch is looming.”

He added that simply increasing recruitment would not be enough to resolve the issue: “Unless we address the shortage of trainers and assessors who can deliver programmes, the industry will be unable to meet demand within a few short years.”

Recruitment drive launched during National Apprenticeship Week 2025

The Skills Legacy initiative was launched to coincide with National Apprenticeship Week 2025 (#NAW25).

The scheme is bringing together employers, represented by BESA, and the FE sector to establish a pathway for skilled professionals to become qualified trainers or assessors.

BESA explained that individuals must be qualified to the level they assess and will be responsible for training within their technical discipline.

The Association has set up a national network of FE providers to deliver the Training, Assessor, and Quality Assurance (TAQA) Level 3 programme across the UK.

Rattray said: “Being a qualified assessor isn’t just about working in a local FE college.

“Businesses can also benefit from having trades assessors in-house for a variety of assessment requirements.

“End Point Assessment Organisations (EPAOs) and private training providers are always looking for qualified assessors and quality assurance personnel.”

Pathway for new trainers and assessors outlined

BESA is working with education providers and employers to recruit candidates for the programme.

The Association is also creating an assessor register and plans to celebrate those who complete the training.

The training will be delivered through a hybrid model combining remote and in-person learning.

Candidates who complete the programme will be added to the BESA Assessor Register and assigned to their nearest partner training provider.

Rattray stated: “Without recruiting more trainers and assessors, we simply cannot address the skills shortages that building services employers say are the biggest threat to their businesses.

“Engineers often undervalue their own knowledge and experience because it might come naturally to them, but by offering to share it with a whole new generation, they will be making an enormous contribution to the advancement of our industry.”

BESA launches programme to address shortage of trainers and assessors in UK building services: Summary

The Building Engineering Services Association (BESA) has launched the ‘BESA Skills Legacy’ programme to address a shortage of trainers and assessors in the UK building services industry.

BESA stated that the shortage is preventing the further education sector from supplying the workforce needed to meet industry demand.

The programme is recruiting experienced industry professionals to support colleges and training providers.

The scheme was launched during National Apprenticeship Week 2025 and will establish a structured pathway for qualified professionals to become trainers or assessors.

BESA has set up a national network of FE providers to deliver the TAQA Level 3 programme.

Training will be provided through a hybrid format.

Those who complete the programme will be added to the BESA Assessor Register and assigned to a partner training provider.

BESA has called for engineers to take part, stating that increasing trainer numbers is essential to overcoming industry-wide skills shortages.

UK election campaign renews focus on technical apprenticeships

by Featured NewsFire EngineeringTraining

Government promises increase in apprenticeships

The Building Engineering Services Association (BESA) has welcomed the renewed focus on technical apprenticeships triggered by the general election campaign.

The Conservative Party has pledged to deliver 100,000 ‘high skilled apprenticeships’ annually by the end of the next parliament as an alternative to university degrees, which it claims do not offer value for money or good employment prospects.

The Institute for Fiscal Studies (IFS) estimates that one in five students, approximately 70,000 each year, would have been financially better off not attending university in terms of lifetime earnings.

The Office for Students reports that nearly 30% of graduates do not secure skilled employment or further education within 15 months of graduation.

The proposed government initiative would represent a 30% increase in new apprenticeship starters.

Labour’s apprenticeship and skills proposal

Labour has also introduced its own proposal, a ‘growth and skills levy’, which would allow employers to allocate up to half of the government funding they receive to train existing staff in high-level technical skills, including building retrofit and engineering.

The party has committed to reserving at least 50% of the training levy funds for apprenticeships and aims to create 150,000 traineeships for young people.

BESA has highlighted that while technical apprenticeships are valuable alternatives to degree courses, employers require significantly more financial support to accommodate the increased number of apprentices proposed.

According to the IFS, the training levy raises around £550 million more from larger employers than is currently allocated to apprenticeship funding.

BESA’s involvement in apprenticeship standards review

The Building Engineering Services Association, representing employers across the building services engineering sector, has recently collaborated with the Institute for Apprenticeships and Technical Education (IfATE) on a comprehensive review of apprenticeship standards.

The Department for Education (DfE) has confirmed new funding arrangements for building services apprenticeships, including £12,000 a year for the new building services engineering (BSE) installer course, £17,000 for BSE craft person, and £18,000 annually for BSE service and maintenance apprentices.

These funding bands will take effect from the new academic year starting in August.

Helen Yeulet, BESA’s director of competence and compliance, said: “We are pleased to see technical apprenticeships getting high level political attention, which comes hot on the heels of the very positive funding news from the DfE.

“We have been working hard on behalf of our employers to update and improve apprenticeships to help plug the industry’s skills gap. Confirmation of funding is a huge step forward.”

The current state of BSE apprenticeships

According to DfE data, 15,570 apprentices started working in the BSE sector during the academic year up to last July, a 20% decrease from the previous year.

However, the BSE technician and professional categories experienced growth, albeit from a relatively low starting point.

The larger operative category saw a 9% decline.

BESA believes that recent changes to courses and the confirmation of government funding will encourage more employers to invest in apprenticeships in the coming years.

Yeulet added: “Apprenticeships offer great value for money and represent an excellent option for people of all ages looking to learn new skills and improve their employment prospects.

“We are encouraged that this is being debated by the main parties during the election and will continue to work with the new administration to turn the vision for a future powered by apprenticeships into reality.”

Read IFSJ’s exclusive interview with Xact on the advantages of apprenticeships in the fire sector.

What are the advantages of apprenticeships in the fire sector?

by Breaking NewsTraining

Rachel Willis, Apprenticeship Manager at Xact outlines the significance of apprenticeships in the fire sector, focusing on skill development and the transition to competency

Apprenticeships are a key entry point for skill development and workforce rejuvenation in the fire safety.

In her role as Apprenticeship Manager at Xact, Rachel Willis contributes significantly to addressing the challenges within the fire sector.

Her collaborative efforts with employer-led Trailblazer groups have paved the way for the establishment of new apprenticeship frameworks at Xact, ensuring that the next generation of fire safety professionals are well-equipped with the knowledge and skills required for the future.

Apprenticeships vs qualifications

“The key difference between pursuing a fire safety apprenticeship and obtaining a qualification is the emphasis on proving competence,” says Willis.

The apprenticeships at Xact, developed by employer-led Trailblazer groups, are designed to ensure that apprentices are fully capable of performing their roles competently and professionally upon completion.

These programs, she says, align closely with the NFCC competency framework, which stipulates that apprentices who complete their training are deemed competent to conduct audits or inspections at their respective levels without needing support or supervision.

In contrast, a standalone qualification primarily offers knowledge without requiring the learner to demonstrate practical competence.

“Our apprenticeships require apprentices to compile a portfolio of evidence throughout their training,” she tells.

“This portfolio must not only contain evidence of their work but also demonstrate that it is genuinely their own.

“Additionally, apprentices are assessed independently, which includes being observed while conducting audits or inspections relevant to their level of training.”

Xact works closely with Trailblazer groups, striving to ensure that its apprenticeships cater to all roles within the broader fire safety sector, not just the fire service.

This inclusivity, she says, acknowledges the diversity of the sector, adding: “Our tutors are subject matter experts who provide bespoke one-on-one support, and our mentoring system throughout the apprenticeship offers guidance on demonstrating competence in the workplace and other professional advice.”

Keeping up with change

Xact maintains a dedicated development team that is actively engaged with the fire safety sector in several significant ways, says Willis.

“Our involvement includes participation in Trailblazer groups and contributions to discussions about potential regulation in fire safety,” she notes.

“We also play a proactive role in the periodic reviews of qualifications, collaborating with awarding bodies to ensure these qualifications meet current industry standards.

“Our team prioritises continuous professional development and remains actively involved in the wider industry.

“This engagement positions us optimally to provide informed guidance, support, and training tailored to emerging trends and requirements in the fire safety field.”

Navigating the industry

Xact is positioned to facilitate career progression within the fire safety and engineering sector, offering courses from Level 2 to Level 5.

Its introductory courses, such as the Level 2 Award in Carrying Out Fire Safety Checks and the Level 3 Award in Fire Safety Management, provide a solid foundation for those starting a career in fire safety, equipping them with essential knowledge.

Its apprenticeship pathway supports both upskilling existing professionals and introducing new entrants to the industry.

“Both our Level 3 and Level 4 apprenticeships are designed to be accessible with no prior eligibility criteria, allowing individuals to start with no previous knowledge,” tells Willis.

“Those who have completed the Level 3 programme receive credit towards the Level 4 apprenticeship, reducing its duration by four months.”

Upon completion of their apprenticeships, individuals can pursue professional memberships, such as technical membership of the Institution of Fire Engineers or associate membership, depending on their qualification level.

Xact’s apprenticeships include a training record that aligns with CPD requirements, ensuring that by the end of their training, apprentices have sufficient CPD hours to apply for professional recognition.

Willis believe that the focus on apprenticeships has broadened awareness about the range of roles available in the fire safety sector: “For public sector organisations, apprenticeships play a crucial role in retaining talent.

We’ve seen seasoned firefighters transition to fire safety roles, extending their careers and applying their valuable skills and experience in new ways.”

Apprenticeships, she says, facilitate this retraining, with funding available to cover training costs, thereby alleviating financial pressures on limited training budgets.

She also highlights the housing sector as emerging growth area for Xact’s apprenticeships: “We’ve seen individuals previously involved in tenant support services, such as managing repairs, who have developed an interest in fire safety related to housing.

“This shift illustrates how apprenticeships can open up new professional pathways and contribute significantly to both individual career development and the broader industry.”

All of Xact’s qualifications are awarded by SFJ Awards and align with the National Occupational Standards for fire investigation and enforcement.

The development and alignment of its apprenticeships with these standards are overseen by the Trailblazer group, which works closely with the National Fire Chiefs Council (NFCC).

The NFCC plays a leading role in most of these Trailblazer groups, ensuring that our apprenticeships not only meet the national competency frameworks but also adhere to the relevant regulatory frameworks.

Promoting inclusivity

Willis says that for Xact, supporting diverse learning needs is a priority, particularly for learners with neurodiversity and other specific requirements: “We accommodate these needs through various reasonable adjustments.

“For apprentices who are neurodiverse, we provide early access to course materials, supply copies of PowerPoint presentations to aid note-taking, offer extra time for assessments, and provide additional mentoring support.”

Xact’s flexibility extends beyond neurodiversity support.

For those working part-time, it offers extended programs to ensure they do not face undue pressure from balancing work and study.

Recognising that apprenticeships can span several years, Xact allows for apprentices to take breaks in learning.

Where to start

On what advice she would give to someone considering an apprenticeship in fire safety, Willis says: “Regardless of the age of the prospective apprentice, it’s crucial to thoroughly understand both the apprenticeship and the role you are considering.

“A valuable first step is to shadow someone already in the field or at least have a conversation with someone who performs the job.

“This experience provides insight into the realities of the role, which may include lone working and handling confrontations that can arise from enforcing fire safety improvements in buildings.

“Once you have a good understanding of the job, the next crucial step is to ensure you have robust support in place during your apprenticeship.

“Apprenticeships are a three-way partnership involving the apprentice, the employer, and the training provider.

“It is vital to have a supportive line manager or workplace mentor who understands the role deeply and can guide you effectively.

“They should be willing to take you on visits, explain their actions, and provide the reasoning behind their decisions.

“This type of support is essential for a successful apprenticeship experience in fire safety and engineering.”

This article was originally published in the May 2024 issue of International Fire & Safety Journal. To read your FREE digital copy, click here.

Edit: A previous version of this article listed ‘Skills for Justice Awards’ rather than ‘SFJ Awards‘.

Firefighter apprenticeships attract mid-career changers

by Featured News

Introduction to firefighter apprenticeships

A common misconception is that apprenticeships are solely for school-leavers entering the workforce for the first time, often in technical or engineering roles.

Nowadays, apprenticeships offer opportunities across a wide range of professions, attracting individuals from various age groups seeking a career change.

Notably, Andy Majer and Josh Manley from Nottinghamshire Fire & Rescue Service are among those who have chosen to pursue a new career path through apprenticeships.

Diverse backgrounds of apprentices

Andy Majer, who served in the Army for 12 years before leaving in 2021, saw a career in fire and rescue as an ideal fit for his next professional chapter.

Initially joining the Derbyshire and Nottinghamshire Joint Control Room as a call operator, he later seized the opportunity to train as a wholetime firefighter through a Level 3 Operational Firefighter Apprenticeship.

“I was in the Army for 12 years and I left in 2021, I thought that a career in fire and rescue would be a good fit for me,” said Andy.

Four months into his apprenticeship, Majer is fully committed to his training and eagerly anticipates becoming a full-time firefighter.

Josh Manley’s journey to firefighting

Similarly, Josh Manley, who previously worked as an assistant manager at an outdoor retailer, had always aspired to become a firefighter.

The apprenticeship route provided him with the practical experience and training essential for the role.

“On top of being physically demanding at times, there is a lot of information to take in – you’re always learning and improving which is a great thing, but it can be hard.

“I love being able to experience things not everyone can and testing my own limits,” Manley  shared, highlighting the supportive environment at Nottinghamshire Fire & Rescue.

Advice from apprentices

With National Apprenticeship Week (5 – 10 February) underway, both Andy and Josh offer advice to potential apprentices.

Manley encouraged: “Be yourself, ask for help when you need it, create a culture of support with those around you.”

Majer added: “It’s never too late to learn and develop your career through an apprenticeship,” underscoring the inclusivity and benefits of apprenticeships for individuals at any career stage.

IFSJ Comment

The increasing interest in firefighter apprenticeships from those seeking mid-career changes is a testament to the evolving nature of apprenticeship programs.

These programs not only cater to young individuals at the start of their careers but also offer valuable opportunities for experienced professionals seeking to embark on a new career path.

Andy Majer and Josh Manley’s stories exemplify the diverse backgrounds and motivations of individuals entering the firefighting profession through apprenticeships.

Their experiences highlight the adaptability, learning opportunities, and supportive environment provided by such programs, reinforcing the notion that it is never too late to pursue a new professional direction.

As apprenticeships continue to break traditional age barriers, they become a pivotal pathway for lifelong learning and career development, demonstrating the breadth of opportunities available beyond conventional entry points into the workforce.

IFE poll results direct National Apprenticeship Week towards an inclusive fire sector

by Associations and OrganisationsFeatured NewsFire EngineeringTraining

Survey highlights need for awareness in fire sector apprenticeships

As the country prepares for National Apprenticeship Week, a recent survey by The Institution of Fire Engineers (IFE) has shed light on the public’s perception of apprenticeships within the fire sector.

According to the poll, 57% of participants feel there is a lack of awareness about the wide range of opportunities available through fire-related apprenticeships.

Furthermore, another survey found that 45% of respondents believe the diverse job roles within the fire sector are not sufficiently represented in current apprenticeship programmes.

These findings underscore a pressing need for enhanced visibility and understanding of the varied career paths within the fire industry.

The IFE has pledged to promote further vocational routes into the fire sector, acknowledging the critical role of apprenticeships in the future of training across the built environment and other industries.

The results from these surveys highlight the significance of developing apprenticeship programmes that effectively showcase the full spectrum of careers available within the fire sector.

Enhancing pathways into the fire sector

In an effort to create more entry points into the fire sector, individuals who successfully complete their end-point assessment for the Operational Firefighter course at the Fire Service College in Moreton-In-Marsh can now apply for Technician grade membership at the IFE.

This membership is a recognition of two years of comprehensive practical and theoretical study, aligned with the competencies required in the field.

Steve Hamm, CEO of IFE, commented on the initiative: “The modern apprenticeship pathway not only ensures a more dynamic and inclusive workforce but also encourages individuals from various backgrounds and experiences to contribute to the fire sector.

“As a professional body, advocating for diversity and supporting candidates in their professional development is paramount.

“Our vision of a fire sector enriched by a broad range of experiences and socio-economic backgrounds continues to drive our activities.”

Supporting future fire professionals in National Apprenticeship Week

To assist those embarking on a career in fire, the IFE announced last year that its Student membership offering is now free.

This initiative extends to IFE exam candidates and individuals pursuing fire-related studies, providing them with access to learning resources, knowledge, and an international network of contacts to support their career development.

More information on Student membership can be found on the IFE website.

During National Apprenticeship Week, the IFE aims to raise awareness of the diverse opportunities in the fire sector, promote lifelong learning, and engage in discussions to challenge existing perceptions about apprenticeships.

IFSJ Comment

National Apprenticeship Week plays a crucial role in highlighting the importance of apprenticeships as a key pathway for career development, especially in specialised sectors like fire safety and engineering.

The findings from the IFE poll, highlighting the lack of awareness and representation in fire-related apprenticeships, are a wake-up call for the sector and underscore the necessity for a more inclusive and representative approach to vocational training in the fire sector.

The IFE’s commitment to broadening the spectrum of apprenticeship opportunities not only addresses the current gap but also sets a progressive path towards a more dynamic and diverse workforce in fire safety and engineering.

By offering free Student membership and integrating resources such as the Fire Service College course into their accreditation system, the IFE is making strides in nurturing a new generation of fire professionals who are well-equipped, both practically and theoretically.

This initiative also plays a pivotal role in breaking down barriers to entry and ensuring that individuals from various backgrounds have the opportunity to contribute their unique perspectives to the fire sector.

Such efforts are crucial for fostering a well-rounded, skilled, and diverse workforce, capable of tackling the multifaceted challenges of fire safety in the modern world.

The focus during National Apprenticeship Week to raise awareness and change perceptions is a commendable step towards achieving these goals.

The IFE’s vision for a fire sector enriched by diverse experiences and socio-economic backgrounds is essential for the evolution and effectiveness of fire safety practices globally.”

English firefighting apprentices share their experience for National Apprenticeship Week

by Featured NewsTraining

To coincide with the 16th annual National Apprenticeship Week (6-12 February), apprenticeships experts SFJ Awards spoke to firefighting apprentices across the country to find out more about their experiences of starting a career in fire and rescue.

Ellice Schnable (ES), Jolanta Paledzka (JP) and Chloé Cassar (CC) of London Fire Brigade, Jordan Ahmed (JA) of Hereford and Worcester Fire and Rescue Service, Charlie Thomas (CT) and Lauren Bradshaw (LB) of Cheshire Fire and Rescue Service, and Helen Pettersson (HP) of Dorset and Wiltshire Fire and Rescue Service give their views.

How did you start your apprenticeship?

CC: My dad’s business had a fire that completely destroyed everything, it was witnessing the calmness of the firefighters at the incident that made me want to do what they do. I turned a really tragic event into a part of my story to my ‘why’ and it was the best thing I’ve ever done.

LB: Prior to starting my apprenticeship I worked as an animal rescue officer for the RSPCA helping to rescue sick and injured animals. I really enjoyed the ‘hands on’ side of the job and having worked alongside the fire service on some rescues and seeing what they did, I started to look into careers within the fire service. I saw on social media that Cheshire Fire and Rescue Service were recruiting for community safety and firefighter apprentices. This really appealed to me as it would give me the opportunity to work within different areas of the service before proceeding onto the firefighter role which would give me a better insight to the organisation overall.

What has been the best part of your apprenticeship journey?

ES: The best part throughout the apprenticeship is making some really close friends with my squad which I had while at training school. Nearly 2 years down the line we all keep contact even though we are all at different stations.

HP: The support and encouragement of my watch, my station managers and the college – they were with me every step of the way and I couldn’t have done it without them.

LB: The best part for me has been getting out in the community and educating people to be safer in their homes. The prevention work that we do is so important as this contributes towards allowing people to live their lives safely. I also get to meet many different people from all walks of life which is great.

CC: Learning so much and enjoying every part of it! Not being bored by any element and eager to learn more. I made the best friends whilst in training and made some amazing memories that I won’t forget.

Apprentices in England must pass an End-Point Assessment (EPA) before formally completing their apprenticeship journey. The EPA tests the knowledge, skills and behaviours that an apprentice has gained during their training. How did you prepare for your EPA and what was your experience of it?  

HP: In preparation I completed a mock assessment, which was great for asking any questions that I had prior to the assessment. The assessment itself was a question/answer style format on the topics I had been working on throughout the apprenticeship. The assessor was very friendly and reassuring and helped me to feel relaxed so that my exam nerves didn’t get in the way of my exam performance.

JA: I spent lots of time with my head in books and taking time to work on the practical elements of the assessment too. Repetition works well for me, so repeating the information in my head and working on the practical skills required helped to make sure I learnt it and that it stayed with me.

JP: I’ve been working with my crew in the drill yard for the practical part of the assessment. Listening to feedback from the crew and paying attention to detail was essential. For the written and verbal part of the assessment I’ve been using my own notes and having one-to-one conversations with colleagues to practice my answers.

What tips do you have for those interested in embarking on an apprenticeship in fire and rescue?

ES: Always stay focused, and put 100% in, whether it be studying or practicing nonstop to achieve. Also, just have fun and enjoy every minute of it!

CT: Don’t give up! Firefighter apprenticeships are competitive, and fire and rescue services receive a lot of applications every year. Apprenticeships are for people from any background and at any age, so don’t let stereotypes hold you back. Take time to write your application and use examples from a range of scenarios and experiences, as bringing these to the table will help you and your team if successful. One thing is for sure, if you put the effort in and go the extra mile, it will not go unnoticed and you will have a very respectable and rewarding career to look forward to, with the apprenticeship giving the perfect grounding for just that.

LB: Go for it! I was a little sceptical about applying at the start as I was under the impression that apprenticeships were for people coming out of school. I was 36 years old when I applied, and it has turned out to be the best decision I’ve made. My advice to you would be don’t let your age be a barrier for something you want to do, age is just a number.

SFJ Awards is the End-Point Assessment Organisation of choice for the protective services, with industry leading-expertise in fire and rescue. Follow SFJ Awards on Twitter and LinkedIn for more live insights into the apprenticeships that we support during National Apprenticeship Week 2023 #NAW2023.