Guiding Play: The Essential Role of a Playworker – An Apprenticeship Overview

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Level 2 Playworker Apprenticeship

Play is a crucial part of a child’s development, fostering creativity, social skills, and personal growth. But have you ever wondered who these specialized individuals are, trained to support and encourage children’s play in various settings? Enter the Playworkers Apprenticeship. In this blog post, we will delve into the world of being a Playworker and understand their vital role in nurturing children’s play.

Role Overview

A Playworker’s primary mission is to care for and support children as they take responsibility for their own play, all while creating an exciting and adventurous space for them to learn and explore. These dedicated professionals work in various play settings, each with its unique model of Playwork. Playworkers can be found in the voluntary, public, and private sectors, operating in diverse environments, from community settings and adventure playgrounds to hospitals and prisons, showcasing their versatility.

Key Responsibilities and Competencies of a Playworker

Playworkers have several key responsibilities and duties, for example:

  • Supporting children’s self-directed play and fostering their development.
  • Building positive relationships with children while maintaining professional boundaries.
  • Creating inclusive and accessible play environments.
  • Observing children during play, reflecting on their interactions, and maintaining records.
  • Advocating for children’s right to play with various stakeholders.
  • Designing stimulating play spaces and conducting risk-benefit assessments.
  • Choosing intervention styles to support children and extend their play.
  • Maintaining safety, health, and well-being standards.
  • Working as part of a team for site maintenance, off-site activities, and residencies.

Level 2 Playworker Core Competencies

As part of your job role, you will carry out duties that will satisfy several competencies. Some examples include:

  • Interacting with children, young people, and families from various backgrounds.
  • Completing dynamic risk-benefit assessments.
  • Supporting self-directed play.
  • Reflective practice.
  • Compliance with safety and health standards.

The Playwork Foundation

Playwork Level 2 apprenticeships are aligned with the Playwork Foundation, emphasizing the importance of child-directed and child-controlled play in children’s development. This professional recognition is a great advantage of the apprenticeship. The Playwork Foundation’s aim is to promote Playwork to policymakers, parents, the media, and the world at large, so that over time, more children benefit from the Playwork approach. Read more about the foundation here.

The Playwork Foundation Logo
The Playwork Foundation Logo

“Playwork is a practice – an art – in space and time. The role of the community and culture surrounding both the child and the playworker needs to be at the forefront of our discussions regarding the future of our practice now more than ever before”, argues Eddie Nuttall, Practicing Playworker for twenty years, Playwork Foundation.

Playworker Exam Overview

The apprenticeship for Playworkers typically spans 8months, with a 2- month EPA period.  The EPA assess your knowledge, skills, and behaviours developed during the apprenticeship.  Assessment method includes multiple-choice test, a professional decision supported by a portfolio of evidence, and an observation with questions.

Conclusion

In summary, Playworkers play a pivotal role in nurturing children’s play and creating a enriching environment where they can learnt, explore, and grow.  Their observant, supportive, and non-intrusive approach allows children to take charge of their play, fostering their independence and creativity.  As a Playworker, the ability to communicate effectively, adapt to different behaviours and learning needs, and ensure the health and well-being of children is paramount.  The role is both challenging and rewarding, offering endless opportunities for professional development and growth.

Read about our other apprenticeship offerings and more of the latest posts form our apprentice community here.

Level 3 Learning and Development apprenticeship

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Do you have that burning desire to help individuals and organisations to grow? Do you want to become a UK Apprentice? If so, please read on to see how the Level 3 Learning and Development Apprenticeship could be for you!

Learning and Development entry criteria and career opportunities

The learning and development apprenticeship provides a set of highly transferable skills, knowledge and behaviours. Some possible career paths include: L&D Advisor, L&D Manager, Head of L&D, Senior Instructor, Training Project Administrator. The average salary for a L&D Manager in the UK is £37,500, therefore proving to be an exciting career path. By pushing yourself further, you could find yourself with a salary more than £90,000. Furthermore, the average successful apprentice may be eligible to apply for Associate membership of the Chartered Institute of Personnel and Development (CIPD).

Whilst any entry requirements will be a matter for individual employers, typically an apprentice will have an area of technical, vocational or behavioural expertise in which the organisation needs others to acquire through training. Apprentices without Level 2 English and Maths will need to achieve this prior to taking the end point assessment.

Duration and Apprenticeship level

The duration of the Learning and Development apprenticeship will range between 18 – 24 months, and is classed as a level 3 apprenticeship.

What does Learning and Development involve?

You will complete a variety of duties in your day to day role that will satisfy a number of competencies. Some include:

  • Linking the learning within your area of responsibility to business objectives and performance, understanding the learning cycle and working by it.
  • work alongside colleagues who specialise in Human Resources often supported by an L&D Administrator and report to an L&D Business Partner / Consultant / Manager.
  • Support the learning and development function to contribute to, and influence, improved performance in the workplace at an individual, team and organisation level.
  • requires in-depth expertise in a specific area of L&D such as learning design, e-learning or digital / blended learning

Requirements: Core Knowledge, Skills and Behaviours

Knowledge

Business and commercial understanding – What their organisation does, its structure, values and its external market and sector.

Management information and technology – How technology supports learning, including understanding of digital platforms / delivery channels.

Technical expertise – Foundation level theories and models that underpin effective adult learning and group behaviour.

Skills

Identification of training/ learning needs – Identify and analyse learning needs: establish team and individual capability and learning gaps, in line with organisational performance outcomes and to enable effective evaluation.

Training / Learning Design – Planning programmes / sessions / modules and designing creative, engaging, appropriate, and inclusive learning activities.

Communication and Interpersonal – Build trust and sound relationships with customers/learners/colleagues.

Teamwork and collaboration – Build and maintain strong working relationships with others in the L&D team, HR and the wider business as required.

Behaviours

Constant and Curious Learner – An interest in new ideas and techniques, seeking and taking on board feedback, identifying areas for self-development.

Collaborative Partner – They act with integrity and demonstrate organisational values in the way they interact with others.

Passionate and Agile Deliverer – An energy and enthusiasm for their work, ensuring the focus is always on delivering the best learning outcomes and impacts.

Learning and development synonyms

To find out more of the desired knowledge, skills and behaviours of the applicant, please visit https://www.instituteforapprenticeships.org/apprenticeship-standards/learning-and-development-practitioner/

Conclusion

As you can see, the level 3 Learning and Development apprenticeship is a great way to start your career if you wish to be successful. The core skills that will be covered in the apprenticeship will set you up for an endless career of opportunities and you will have gained invaluable knowledge, skills and behaviours.

For more information on apprenticeships, please visit https://www.instituteforapprenticeships.org/developing-new-apprenticeships/