Steven Hurst, director of corporate partnerships at Arden University, looks at the benefits of Level 7 apprenticeships for the healthcare industry. 

Level 7 apprenticeships are postgraduate-level programmes, equivalent to master’s degrees. They’re designed to help professionals develop advanced skills, leadership capabilities and strategic insight.

Within the healthcare sector, these apprenticeships play a pivotal role in closing key competency gaps, particularly in leadership, healthcare management and digital transformation. They provide targeted training in areas such as digital technologies, clinical leadership and operational management – skills urgently needed to modernise healthcare services.

Level 7 programmes also support upward career mobility, helping to address issues like workforce retention and the lack of diversity in senior roles, by offering equitable opportunities for employees from underrepresented groups to gain the credentials needed to step into leadership roles. 

They also allow for tailor-made learning, aligning directly with the unique challenges and goals of healthcare organisations. This also enables them to play a vital role in addressing both clinical and non-clinical skill gaps, so organisations can build resilient, future-ready teams. 

But with levy changes – a tax on UK employers to fund apprenticeship training introduced in 2017 and revised last year – soon coming into play, alongside ever-tightening budgets in the industry, many healthcare organisations are understandably concerned about funding future leadership development. 

Addressing critical skills gaps 

Level 7 apprenticeships remain a vital and cost-effective way for healthcare organisations to prepare for the future. They bridge critical skills gaps, foster diverse leadership and equip professionals with the tools they need to thrive in a rapidly evolving sector. 

However, for many healthcare organisations, there may be limited scope to invest more in staff development. This means that funding Level 7 apprenticeships post-levy changes may not be a viable option. 

Yet the sector’s core challenges remain – it’s under tremendous pressure to adapt to growing patient demands, ageing populations and technological advances. And, unfortunately, many organisations face acute shortages of leaders equipped to drive innovation and manage complex systems. 

The good news is, there are other options for healthcare providers. Many apprenticeship programmes, such as the Level 6 Chartered Manager Degree Apprenticeship in Health and Care Management, are still covered under levy funding and can help healthcare practices to nurture a talent pipeline that’s designed to meet these challenges head on.  

Future-ready healthcare leaders need to marry technical proficiency with strategic vision, and Level 6 apprenticeships, especially those that also offer a CMI qualification in leadership, give learners a robust blend of these capabilities.

According to workforce studies, ineffective management is one of the key drivers behind employee dissatisfaction in healthcare, with one in four believing senior leadership in their organisation is ineffective. Both Level 6 and Level 7 apprenticeship programmes help to foster effective leaders who can inspire, motivate and retain their teams.

Finally, the integration of tools like AI, electronic health records and telemedicine requires leaders who understand both technology and its ethical application in clinical settings. Level 6 apprenticeships focus heavily on equipping professionals with digital acumen.

The NHS workforce plan has set an ambitious target: to expand clinical-led training through apprenticeships from around 7% today to 22% by 2032. This makes apprenticeships a strategic and high-priority route for workforce development across the sector.

Keeping upskilling accessible after the levy changes

Continuous upskilling is critical for the healthcare industry to succeed. With levy changes fast approaching, it’s important that leaders assess their options while also maintaining a strong strategy to give employees the skills they need. To do this, we recommend: 

  • Conducting a workforce skills assessment – Identify gaps in the existing workforce. What leadership skills are lacking? Are there specific operational or digital challenges that teams are unprepared to tackle? Pinpointing the organisation’s needs will help to guide enrolment decisions.
  • Partnering with education providers – Form partnerships with universities and training providers who specialise in healthcare apprenticeships. These providers can offer streamlined application processes, help candidates meet qualification requirements and ensure effective programme delivery. As mentioned, many Level 6 apprenticeships – which will still fall under the Levy funding – offer the skills and knowledge many employees need.
  • Communicating internally – Raise awareness about the opportunities and benefits of apprenticeships among current staff. Highlight how upskilling can help them to progress and give them the skills they need to excel in their role. 
  • Develop succession plans – Use Level 6 apprenticeships to nurture future leaders. Strategic succession planning ensures organisations have well-trained staff ready to step into senior roles as and when needed.

Healthcare organisations that use apprenticeships will not only strengthen their workforce but also position themselves to deliver better outcomes in the years to come. Make sure to assess employee needs, communicate effectively with teams and partner with experienced education providers to make the most of these valuable programmes.