Coaching Professional Level 5 Apprenticeship Fast Track

Completing the Level 5 Apprenticeship in Coaching with The OCM has been fantastic – I’ve felt supported all the way through by my supervisor and peers, as well as by the fantastic resources that have helped me to learn, develop and track my progress over time. The pathway makes it easy to track my assignments and off-the-job hours, and has enabled me to link the learning I’m doing on my course to my day-to-day role.

Sam Webb, Learning & Development Manager, Explore Learning

Fast Track starting March 2025

Application Deadline 24th January 

• Getting Started on 6 March
• Coaching Models and Techniques on 18 March
• Observed Practice on 7 May
• Psychological Insights on 19 June

(For more information on the full Apprenticeship programme, please see the Coaching Professional Level 5 Apprenticeship overview here)

The Coaching Professional Level 5 Apprenticeship Fast Track is a blended learning programme delivered through virtual modules that map against the 9 duties outlined in the Learning Outcomes. 

• Attending live facilitated webinars;
• Working 1-1 with their own professional Coach-Mentor Supervisor (CMS);
• Coaching up to 4 clients (coachees);
• Writing up case studies and a coaching journal;
• Creating presentations;
• Attending Action Learning Sets;
• Completing e-Learning and online activities;
• Completing reflection notes and self-assessments.

We can deliver this programme both in house and to mixed groups on an open enrolment basis. 

Watch this live demo of our Learning Platform to understand how we deliver the programme online.

Please complete the form below to arrange a suitable time to talk.

The Learning Outcomes can be stated as the achievement of the underpinning Knowledge, Skills and Behaviours that this Coaching Professional Level 5 Apprenticeship Fast Track is built on. These are assessed against 9 duties, which are outlined below:

1. Plan, conduct and record coaching needs analyses to inform their coaching practice, coaching strategy and the organisation’s coaching culture.
2. Agree and develop coaching contracts with all the relevant parties that also consider ethical issues in coaching and boundaries
3. Deliver effective and responsive coaching sessions, ensuring they reflect boundaries and professional requirements and contribute towards wider objectives, such as embedding an organisation’s values, improving workplace resilience.
4. Select and use a suitable variety of coaching tools and techniques and/or psychometrics to challenge/support, analyse and enable learning and insights, such as awareness of others’ perspectives to increase team functioning and accountability.
5. Review and interpret coaching needs analyses, identifying when coaching is / isn’t appropriate, and signpost those receiving coaching to other professional services when needed to complement or replace the coaching process, e.g., mental health specialists, charities, substance abuse support organisations, occupational health.
6. Provide support to those receiving coaching in the definition and delivery of valid goals, through clearly-defined and committed-to actions, within the context of the cultures and systems within which those receiving coaching operate, and facilitate challenge to those systems where appropriate.
7. Design coaching interventions that frame, challenge and meet the agreed objectives in the coaching contract and conform to the coaching sponsor’s objectives and constraints, including budget considerations.
8. Evaluate the effectiveness of coaching interactions for the purposes of quality assurance, self-development for the coach and to measure return on investment (including being a recipient of regular coach supervision, and recording CPD, coaching hours, feedback and reflection, while ensuring confidentiality).
9. Maintain records of coaching practice including the logging of coaching hours, supervision, recording CPD and maintaining logs of practice.

Once the training has been completed, apprentices need to undertake their EPA. This is independent from the training and includes a range of specific assessment activities:-

• As a ‘Gateway’ to the EPA, there needs to be a review of their evidence, in the form of the Apprentice’s Portfolio. The content of this portfolio must be sufficient to evidence the apprentice can apply the knowledge, skills and behaviours required.

Assessment method 1: Observation with questions and answers.

• Overview - Apprentices must be observed by an independent assessor completing work in their normal workplace, in which they will demonstrate the KSBs assigned to this assessment method.

Assessment method 2: Interview supported by portfolio of evidence.

• Overview - This assessment will take the form of an interview which must be appropriately structured to draw out the best of the apprentice’s competence and excellence.

Assessment method 3: Knowledge Test.

• Overview – The test format will consist of 40 multiple choice questions.

Arrange a conversation with a member of our team to start your apprenticeship journey - book a call today HERE.