Originally published on 6 November 2017, shortly after the introduction of the Apprenticeship Levy. This interview reflects the apprenticeship funding system and SRSCC’s provision at that time. A current update has been added at the end of the article.
The introduction of the Apprenticeship Levy marked a significant change in how larger organisations funded workplace training and professional development.
For procurement teams, it also created new opportunities to access structured apprenticeship programmes focused specifically on commercial, procurement and supply chain skills.
In this interview, Barbara Keighley, then Operations Manager at SR Supply Chain Consultants, discussed the early impact of the levy, growing demand for specialist procurement apprenticeships and the issues employers needed to consider when developing their apprenticeship strategies.
Were you planning to deliver more apprenticeships?
Our area of expertise is procurement, and that is where we intend to maintain our focus. We will, however, consider offering additional procurement-based standards as they are developed.
At the time of this interview, SRSCC had been delivering procurement training for more than ten years, specialising in qualifications from the Chartered Institute of Procurement and Supply.
We were also among a relatively small number of CIPS training specialists offering the Commercial Procurement and Supply Apprenticeship.
The programme incorporated the CIPS Level 4 Diploma in Procurement and Supply, providing apprentices with both practical workplace development and a recognised professional qualification.
“Organisations have been crying out for a procurement apprenticeship.”
Could you support non-levy-paying employers?
At the time of publication, SRSCC could only offer its apprenticeship programme to levy-paying employers.
Other organisations could access open CIPS courses, short procurement programmes and bespoke training developed around their workforce requirements.
This reflected the funding and provider arrangements in place during the early implementation of the Apprenticeship Levy in 2017.
Did demand increase after the levy was introduced?
Yes. We received several tenders within days of joining the register of approved providers, although the level of interest was not unexpected.
Organisations had been seeking a dedicated procurement apprenticeship for some time.
Previously, employers often had to use broader business administration apprenticeships and then pay separately for the specialist procurement development their employees required.
The arrival of a dedicated pathway meant that professional procurement knowledge could be developed as an integrated part of the apprenticeship.
Which sectors were showing the greatest interest?
Interest came from a wide range of sectors, including the NHS, the Ministry of Defence and local authorities.
Public-sector organisations were particularly interested in structured commercial and procurement pathways that could support workforce development while improving organisational capability.
The demand demonstrated that procurement apprenticeships were not limited to one industry. Organisations across the public and private sectors needed professionals who could manage contracts, negotiate effectively, work with suppliers and deliver value.
How could the levy affect procurement and supply?
We believed the levy represented a positive development for both the training sector and the procurement profession.
As employers became more familiar with apprenticeships and the funding system, we expected them to place increasing emphasis on the quality, relevance and responsiveness of training.
Procurement and supply chain practices continually change, so apprenticeship programmes and training providers need to remain responsive to evolving industry requirements.
Providers operating within an increasingly competitive market would need to demonstrate that their programmes delivered practical value for employers and meaningful development for apprentices.
For procurement and supply, we also expected apprenticeships to increase awareness of the profession and the important contribution it makes to organisational performance.
What challenges were employers facing?
The Apprenticeship Levy represented a substantial change for employers and required time to become fully established.
Larger employers with dedicated human resources and learning and development teams were generally better placed to manage the system. Organisations with smaller internal teams could find the administration more challenging.
Employers also needed to look beyond enrolling someone onto a programme. Effective apprenticeship planning required organisations to consider:
- Which skills the business needed to develop.
- Which employees or new recruits were suitable for an apprenticeship.
- How learning would be supported in the workplace.
- How apprentices would apply their new knowledge.
- Which roles and progression opportunities would be available after completion.
Without this longer-term planning, organisations risked developing skilled employees without providing suitable opportunities for them to progress.
“Everyone needs to be at the top of their game to make this work.”
What advice would you give employers?
Employers should research prospective training providers carefully.
Consider their experience, professional expertise, track record and understanding of your sector. It is also important to assess how closely the programme aligns with your organisation’s workforce requirements and long-term objectives.
An apprenticeship provider should not simply deliver course content. Employers need a provider they can trust and with whom they can develop a productive working relationship.
What did the future hold for apprenticeships?
We were confident about the long-term future of apprenticeships, although the transition to the new funding system was likely to present challenges.
The UK needed to address skills shortages, and apprenticeships offered an important way for organisations to recruit new talent and develop existing employees.
They also provided an alternative to a purely academic route, allowing people to gain professional knowledge, workplace experience and transferable skills while remaining in paid employment.
For procurement, apprenticeships had the potential to help develop a new generation of commercially aware professionals capable of managing suppliers, contracts, risk and organisational spending.
Final thoughts from 2017
The Apprenticeship Levy represented a major change in workforce development.
As with any significant new system, there was likely to be a period between its introduction and its successful adoption by employers, learners and training providers.
SRSCC welcomed the opportunity to support the development of procurement professionals and remained committed to evolving its provision as employer and industry requirements changed.
Update: apprenticeship funding in 2026
The apprenticeship system has changed considerably since this interview was published.
The Apprenticeship Levy is being transformed into the Growth and Skills Levy, with revised funding arrangements, eligibility requirements and rules for employers and training providers.
Funding rules can vary according to when an apprentice begins their programme. Employers should therefore check the current guidance and obtain advice based on the proposed apprenticeship and start date rather than relying on the arrangements described in this 2017 interview.
SRSCC has published a current guide explaining what the Growth and Skills Levy means for employers.
The organisation also provides support for both levy-paying and non-levy-paying employers, subject to the funding rules, eligibility requirements and programme availability in place at the time of enrolment.
Current procurement and supply chain apprenticeships
SRSCC now offers apprenticeship pathways at several stages of a procurement or supply chain career, including:
- Level 3 Procurement and Supply Assistant Apprenticeship.
- Level 3 Supply Chain Practitioner Apprenticeship.
- Level 4 Procurement and Supply Chain Practitioner Apprenticeship.
- Level 6 Senior Procurement and Supply Chain Professional Apprenticeship.
These programmes combine structured learning with practical workplace development, helping organisations strengthen internal capability while supporting employees at different stages of their careers.
Employers can explore the complete range of procurement and supply chain apprenticeships or learn more about working with SRSCC as an employer.
For current advice on apprenticeship eligibility, available programmes and funding, please contact the SRSCC team.
