Coaching Professional Level 5 Apprenticeship

Develop your people, increase performance and support organisational change

We're proud to offer the Coaching Professional Apprenticeship as a digitally-led learning programme, supported by our team of highly trained coaches and supervisors, backed by our specialist coaching and mentoring knowledge from over 20 years' experience in delivering accredited qualifications. If you pay into the Levy and you want to build an internal coaching pool, then we're best placed to support you.

We're proud to be Ofsted rated GOOD as an apprenticeship provider.

  • Level 5 plus additional EMCC accreditation
  • Duration 14 months
  • Learning Hours: 308 guided learning hours, plus other work-based activities, to total 321 hours (OTJ requirement).
  • Delivery format: online blended learning
  • Max funding £5,000.

A Coaching Professional needs to have a good level of self-awareness, be committed to self-development and be able to dedicate real time to this, as this apprenticeship includes approximately 308 guided learning hours over a 14-month programme. They also need to be able to build effective coaching relationships and deal with a wide range of stakeholders who may be at senior levels within HR, L&D, OD and Talent. All coaching activity can be delivered virtually. Delegates can come from any role or level within the organisation as long as they have the opportunity to act as an internal coach and/or deliver coaching in support of the organisations coaching and mentoring strategy.


What our apprentices say

“I’m really enjoying the programme and have already recommended it to a couple of my colleagues. I’ve been particularly impressed by The OCM’s online portfolio. I’ve worked with a number of apprenticeship providers over the years and this is one of the best I’ve seen.  It’s easy to navigate and breaks the learning down in to manageable tasks, allowing me to organise my learning around work. My manager has also commented on how structured and well organised the resources are.”

Katie Stafford, Senior Learning and Development Manager, Bouygues Construction

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

Programme overview

The apprenticeship 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 8 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.

Chat with our team

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

Learning outcomes

The Learning Outcomes can be stated as the achievement of the underpinning Knowledge, Skills and Behaviours that this apprenticeship 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.

End Point Assessment

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.

Upcoming Course dates

Full Programme starting May 2024

  • Getting Started on 8 May
  • Introduction to Coaching on 21 May
  • Coaching Skills and Supervision on 2 July
  • Psychological Insights on 20 August
  • Observed Practice on 12 November

Full Programme starting June 2024

  • Getting Started on 6 June
  • Introduction to Coaching on 18 June
  • Coaching Skills and Supervision on 6 August
  • Psychological Insights on 24 September
  • Observed Practice on 4 December

 (For Fast Tracks dates, please see the Fast Track page)