Cafe L2 - Programme Guide

Cafe Apprenticeship Food & Beverage Team Member

Programme Guide

v1.1

AUG 2025

Contents 3

Apprenticeships at Morrisons

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Need to Know

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Introduction & Learner Journey

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Programme Overview

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End Point Assessment

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Roles & Responsibilities

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Next Steps

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Apprenticeships at Morrisons What is an Apprenticeship? ● ● ●

An apprenticeship is a development programme for a specific job role where you can learn the skills and experience required ‘on-the-job’.

Our Apprenticeships are delivered by an external training provider who teach key practical and behavioural skills, which are then put into practice in our stores.

At the end of the programme, apprentices will complete an end-point assessment to demonstrate the skills and knowledge they have learnt.

Enrolment to programme

Programme duration 12 months

End Point assessment

How Apprenticeships work with Morrisons ● ● ● ● ●

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We are a Top 100 Apprenticeship employer and we’re proud of our award winning apprenticeship programmes.

Our programmes help our colleagues be the best they can be, making a real difference to themselves and to our customers.

Our apprenticeship programmes are a fantastic way to develop key knowledge, skills and behaviours whilst investing in your personal development.

Retail apprenticeships benefit customers by improving the quality of customer service and creating a more positive shopping experience.

We pay for apprenticeships through the Apprenticeship Levy which means there are several criteria we have to meet in order to be compliant with government legislation. Read on or see next page for more detail.

Due to this we are subject to audits from Ofsted and Skills England. Not meeting this criteria could result in Morrisons not being able to deliver Apprenticeships.

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Need to know Legal Requirements ● ● ● ● ● ●

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Apprentices must have the right to work in the UK. Apprentices must be a resident in the UK or british overseas territories or in the EEA for at least the last 3 years.

Apprentices for this programme will need to be contracted to at least 20 hrs a week.

Apprentices must not be in any other educational training.

The apprentice must work in the relevant job role from the start of their apprenticeship and throughout.

Each apprentice must be assigned a competent in store Mentor, who can support with the development of knowledge, skills and behaviours day to day. Ideally, this should be their line manager or someone who has experience of the skill/ job role.

All apprentices must complete an (EPA) End Point Assessment.

Apprentices will need to be given 1 hour per week to complete their online learning, this can be used weekly or 4 hours per month. In addition, apprentices must be given the time to meet with their Development Coach once a month (Virtual or face to face) These visits are around 3 hours - We will backfill these hours through the bridge.

What is ‘off-the-job training’?

Off the Job training does not mean time off work, this is at work development time. An apprentice must be completing this during their working hours and this time must be dedicated to their apprenticeship learning. This activity will include: ● ● ● ● ●

Practicing new learnings in their role (self development time).

Online learning - 1 hour per week or 4 hours per month.

Time with their Morrisons Mentor or External Development Coach.

Shadowing their Morrisons Mentor.

Learning from others.

Application Criteria In addition to the legal requirements listed above please ensure you meet the criteria before applying for this programme. You will need to be; ● ● ● ● ● ● ● ● ● ●

Currently working as an hourly paid Customer Assistant.

Age 18 or over on or before programme start date.

Successfully completed and passed 6 month probation period.

Contracted to at least 20 hours per week.

Ideally have the flexibility to work across different areas of the store, checkouts, customer service, replenishment, merchandising etc.

Ability to be flexible with working patterns to attend development coach sessions.

Performing well and is positively demonstrating behaviours in line with our Ways of Working.

Have no live warnings or ROI’s.

Have a desire to develop and be passionate about learning.

Committed to completing the full Apprenticeship programme and the end point assessment.

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Introduction & Learner Journey Introduction ● ● ●

Qualification: Food & Beverage Team Member Level 2 Length of Programme: Typically 12 months Maths & English: Apprentices aged 16-18 without Level 1 in Maths and/or English must achieve it during the programme and work towards Level 2, if ready.

For those aged 19+, Maths & English are optional and can be included if agreed with Morrisons. Full support will be provided throughout the programme.

Ongoing Learning Activity

Regular meetings with in store Mentor/Manager

Regular check-ins and progress reviews

Sessions with your external Development Coach

Complete online learning on monthly basis

Complete E-Portfolio

Attend all scheduled visits

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Programme Overview What is the Food & Beverage Team Member Apprenticeship Programme?

The Food & Beverage Team Member Apprenticeship equips colleagues with the skills and knowledge to thrive in the hospitality industry, particularly in roles involving food and beverage service. Apprentices gain hands-on experience in serving, customer service, handling transactions, and teamwork within a fast-paced environment.

Topic

Overview

Assemble & serve food

Includes serving food and beverages to business standards, checking

& beverages

customers are satisfied and are acting on feedback

Sales and Customer

Greeting customers, taking orders, recommendations. Identifying

Experience

opportunities to promote menu items and increase sales.

Problem Solving

Communication

Addressing customer complaints, resolving issues, and escalating concerns to management when needed.

Understanding a customer focussed approach by tailoring their communication to meet different needs

Health & Safety, Food

Understands and applies appropriate methods to ensure safety, hygiene

Safety

are maintained and prioritised

Equipment &

Uses technology and equipment relevant to role in line with policies to

Technology

meet customer needs

Transactions &

Handles transactions & payments securely and in line with company

Payments

process

Teamwork

Professional Standards

Stock Control

Learning how to work effectively as part of a team, contributing to a positive environment to deliver products and services Observes professional standards in their role to meet the needs and expectations of the business Learn how to manage, maintain and rotate stock and the impact on customer and finance

Sustainability

Learn about reducing waste of resources using appropriate methods

Diversity and

Understanding the importance of diversity and inclusion and the

Environmental Impact

environmental impact of hospitality industry 6

End Point Assessment What is the end point assessment?

An Apprenticeship End-Point Assessment (EPA) is the final assessment an apprentice undertakes at the end of their apprenticeship to demonstrate they have achieved the required knowledge, skills, and behaviors outlined in the apprenticeship standard. It's an independent, regulated assessment conducted by an approved End-Point Assessment Organisation (EPAO). Passing the EPA is a requirement for completing the apprenticeship and achieving the apprenticeship certificate. ● ●

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This is your time to shine and demonstrate everything you’ve learnt along the way.

There are two assessment methods for the Food & Beverage Team Member End Point Assessment: ○ Assessment 1: Observation with questions • 2 hours Independent End Point Assessor observing the apprentice carrying out their job role. ○ Assessment 2: Interview underpinned by portfolio • 60 minute interview.

Upon successful completion you will be awarded a grade of either Pass or Distinction.

End of Programme Activity

Successful completion of the programme

Qualification received

Celebration of passing apprenticeship

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Roles & Responsibilities Colleague ● ● ● ● ● ● ●

Enjoy the challenge and take pride in own achievements.

Keep up to date with all studies and evidence.

Have regular meetings (at least once a month) with their Development Coach and (at least once a week) with their in store Mentor/Manager.

Inform their Development Coach in advance if they’re unable to attend a meeting.

Take ownership of their learning and development.

Ask for help when needed and escalate any concerns.

Complete the full apprenticeship including end point assessments.

In-store Mentor ● ● ● ●

A Mentor should be a person who is skilled and competent in the subject the apprentice is studying.

A Minimum of weekly check ins with the Apprentice to support the learner journey.

Provide feedback and guidance to apprentices as appropriate.

Carry out assigned monthly activities with the apprentice, set by Development Coach

Central Team ● ● ●

Key contact for queries and issues which cannot be resolved locally with Development Coach.

Manage relationships with training providers.

Provide regular progress reports and updates.

Please note: Colleagues should be aware of the commitment they are making to an apprenticeship before they enrol onto the programme.

If colleagues leave their apprenticeship, this will have a negative impact on both Morrisons and the training provider’s success rates.

It is important that only fully committed colleagues who are endorsed by their Managers are enrolled onto the apprenticeship and that colleagues are fully supported throughout the programme.

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Roles & Responsibilities (cont.)

Manager ●

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It is the role of the Manager to support the colleague in deciding if the apprenticeship programme is right for them, indicating the benefits and challenges.

Prior to the programme starting, the Manager will be responsible for assigning a suitable and experienced in store Mentor to support the apprentice.

Once on programme, the Manager will oversee the apprentice’s progress and ensure they are supported by the store team and training provider. This includes encouraging Apprentices and having regular conversations with them about their progress.

The Manager must also provide Apprentices with the relevant time and support needed for their apprenticeship training.

During the Apprenticeship programme, the Manager also has a role in regularly signing off an apprentice’s progress and visits with their Development Coach.

At the end of the programme, the Manager will support the apprentices in preparing for their end point assessment, allowing them adequate time to revise and prepare.

Upon successful completion of the end point assessments, Managers should recognise and celebrate the colleagues achievement.

Commitment Statement: ●

Before starting their apprenticeship all colleagues will be asked to sign a commitment statement, which is an agreement between the training provider, the colleague and Morrisons.

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From Colleague: On agreeing to enrol as an apprentice, the colleague must agree to complete their apprenticeship to the best of their ability, and fully understand their commitment.

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From Manager: By endorsing an apprentice, the Manager is agreeing to have the relevant time off the job to complete their training and support them in completing their programme.

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Roles & Responsibilities (cont.)

Training Provider ● ● ●

The training provider will provide all learning content and workshops during the course of the apprenticeship programme.

The training provider will ensure that colleagues follow a learning plan appropriate to their apprenticeship.

Each apprentice will be given a Development Coach who will be their main point of contact from the training provider.

Development Coach ●

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Development Coach will visit the apprentice at least once a month for their sessions, and this may be virtually or in stores. This will be planned with both the Apprentice and their Manager.

The Development Coach will let the apprentice and their Manager know details and dates of upcoming sessions and activities, including any requests where apprentices are asked to travel to training stores.

It is expected that they’ll speak to Managers regularly to discuss the progress of each apprentice and raise any causes for concern.

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Next Steps ● Speak with your line manager or store manager about being nominated for the programme. ● If you have any further questions please do not hesitate to contact us at: apprenticeshipsinbox@morrisonsplc.co.uk.

We look forward to receiving your nomination…

Good luck!

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