This apprenticeship standard has been approved for delivery by the Institute for Apprenticeships and Technical Education. However, starts on the apprenticeship will only be possible once a suitable end-point assessment organisation (EPAO) has obtained Ofqual recognition. Once the EPAO has obtained Ofqual recognition, funding for apprentice starts will be permitted and this message will be removed.
Supporting the safe and efficient operation of the aviation, tram, bus, coach and rail transport networks
This occupation is found in the transport sector, across a range of different types of organisations such as airlines, train operators (overground and underground), bus and coach companies, tram operators and the military. These travel networks span the UK and beyond. Many travel networks cover multiple routes and services that connect to provide integrated travel solutions.
This occupation is found in diverse settings. It includes operators that provide public transport, commercial and military operators. Those working in this occupation help meet a wide range of different transport needs and objectives.
Transport schedulers provide support to key teams such as flight crews or bus drivers. They may be required to work on site, which could include commercial airports, bus/train/tram stations or military bases. They are also found off site in remote offices, a small control location, or a major operations control room.
The broad purpose of the occupation is to help ensure that transport services operate safely, efficiently and effectively by having all the necessary requirements at the right time and place.
Transport schedulers typically plan, review and develop timetables to help network operations meet service delivery requirements. They also plan the rostering of the onboard crew and any support staff that will be needed. They provide support during the live service, which may mean monitoring vehicle/aircraft progress or providing guidance. Finally, they may need to arrange for the resources needed, which could include the vehicle or any parts that are required.
Ultimately, transport schedulers help passengers and customers get to their destinations safely and on time. Transport schedulers therefore play a key role in delivering successful transport operations.
People in this occupation sometimes work normal office hours, but shift work may be expected, particularly where the travel network operates during unsociable hours.
In their daily work, an employee in this occupation interacts with members of their immediate team and other stakeholders critical to its safe operation such as the onboard crew, crew management, ground staff, engineers and suppliers. Transport schedulers may work independently or as part of a team.
Transport schedulers are responsible for delivering solutions to service stakeholders such as commercial managers and engineering managers and will collaborate with front-line staff and others involved in the scheduling process.
An employee in this occupation will be responsible for assessing and arranging the individual needs of travel service. To do this, they may consider (for instance) the vehicle/aircraft type, objective, the systems to be used, parts and repairs, the crew complement, and timing requirements. They may need to source these requirements, which may involve negotiation with stakeholders.
They are responsible for the creation, maintenance, allocation and delivery of timetables, schedules, rosters and diagrams. As well as being compliant, timetables, schedules, rosters and diagrams will be optimised to help meet the organisations objectives.
Transport schedulers typically risk assess and monitor several travel services at the same time. They must maintain safe and compliant operations while also prioritising their work to meet targets. They typically must allocate resources within a financial limit. They are responsible for ensuring all schedules/timetables and any bespoke requirements meet quality standards in line with legislative and organisational operating procedures.
Transport schedulers may be required to capture and analyse a wide range of performance data and information. They use this when reviewing and validating their solutions against existing services, business requirements and contracts, and customer standards. They may make recommendations to senior management on improvements. The kinds of improvements they look at might impact, for instance, customer service, compliance, the environment and sustainability, performance, industrial relations, or safety and financial efficiencies.
Transport schedulers sometimes encounter degraded travel conditions, or unexpected incidents on the route. They may also be required to handle responses in serious emergency situations that can be highly challenging and require rapid analysis and problem-solving to provide alternative travel solutions. They are also expected to provide short-term solutions for planned work, for example providing adjustments while repair work is undertaken.
Transport schedulers are accountable for their own area of work. Effective handovers to team members in the production timeline as well as at the end of a shift are a key feature, that ensures that transport services receive the required support. They typically work to a line manager, who is often a technical expert. They will be required to escalate issues that are beyond their own jurisdiction to their line manager or relevant technical expert.
This is a summary of the key things that you – the apprentice and your employer need to know about your end-point assessment (EPA). You and your employer should read the EPA plan for the full details. It has information on assessment method requirements, roles and responsibilities, and re-sits and re-takes.
An EPA is an assessment at the end of your apprenticeship. It will assess you against the knowledge, skills, and behaviours (KSBs) in the occupational standard. Your training will cover the KSBs. The EPA is your opportunity to show an independent assessor how well you can carry out the occupation you have been trained for.
Your employer will choose an end-point assessment organisation (EPAO) to deliver the EPA. Your employer and training provider should tell you what to expect and how to prepare for your EPA.
The length of the training for this apprenticeship is typically 18 months. The EPA period is typically 3 months.
The overall grades available for this apprenticeship are:
When you pass the EPA, you will be awarded your apprenticeship certificate.
The EPA gateway is when the EPAO checks and confirms that you have met any requirements required before you start the EPA. You will only enter the gateway when your employer says you are ready.
The gateway requirements for your EPA are:
Observation with questions
You will be observed by an independent assessor completing your work. It will last at least 2 hours. They will ask you at least 3 questions.
Interview underpinned by a portfolio of evidence
You will have an interview with an independent assessor. It will last at least 90 minutes. They will ask you at least 10 questions. The questions will be about certain aspects of your occupation. You need to compile a portfolio of evidence before the EPA gateway. You can use it to help answer the questions.
The EPAO will confirm where and when each assessment method will take place.
You should speak to your employer if you have a query that relates to your job.
You should speak to your training provider if you have any questions about your training or EPA before it starts.
You should receive detailed information and support from the EPAO before the EPA starts. You should speak to them if you have any questions about your EPA once it has started.
If you have a disability, a physical or mental health condition or other special considerations, you may be able to have a reasonable adjustment that takes this into account. You should speak to your employer, training provider and EPAO and ask them what support you can get. The EPAO will decide if an adjustment is appropriate.
This occupation is found in the transport sector, across a range of different types of organisations such as airlines, train operators (overground and underground), bus and coach companies, tram operators and the military. These travel networks span the UK and beyond. Many travel networks cover multiple routes and services that connect to provide integrated travel solutions.
This occupation is found in diverse settings. It includes operators that provide public transport, commercial and military operators. Those working in this occupation help meet a wide range of different transport needs and objectives.
Transport schedulers provide support to key teams such as flight crews or bus drivers. They may be required to work on site, which could include commercial airports, bus/train/tram stations or military bases. They are also found off site in remote offices, a small control location, or a major operations control room.
The broad purpose of the occupation is to help ensure that transport services operate safely, efficiently and effectively by having all the necessary requirements at the right time and place.
Transport schedulers typically plan, review and develop timetables to help network operations meet service delivery requirements. They also plan the rostering of the onboard crew and any support staff that will be needed. They provide support during the live service, which may mean monitoring vehicle/aircraft progress or providing guidance. Finally, they may need to arrange for the resources needed, which could include the vehicle or any parts that are required.
Ultimately, transport schedulers help passengers and customers get to their destinations safely and on time. Transport schedulers therefore play a key role in delivering successful transport operations.
People in this occupation sometimes work normal office hours, but shift work may be expected, particularly where the travel network operates during unsociable hours.
In their daily work, an employee in this occupation interacts with members of their immediate team and other stakeholders critical to its safe operation such as the onboard crew, crew management, ground staff, engineers and suppliers. Transport schedulers may work independently or as part of a team.
Transport schedulers are responsible for delivering solutions to service stakeholders such as commercial managers and engineering managers and will collaborate with front-line staff and others involved in the scheduling process.
An employee in this occupation will be responsible for assessing and arranging the individual needs of travel service. To do this, they may consider (for instance) the vehicle/aircraft type, objective, the systems to be used, parts and repairs, the crew complement, and timing requirements. They may need to source these requirements, which may involve negotiation with stakeholders.
They are responsible for the creation, maintenance, allocation and delivery of timetables, schedules, rosters and diagrams. As well as being compliant, timetables, schedules, rosters and diagrams will be optimised to help meet the organisations objectives.
Transport schedulers typically risk assess and monitor several travel services at the same time. They must maintain safe and compliant operations while also prioritising their work to meet targets. They typically must allocate resources within a financial limit. They are responsible for ensuring all schedules/timetables and any bespoke requirements meet quality standards in line with legislative and organisational operating procedures.
Transport schedulers may be required to capture and analyse a wide range of performance data and information. They use this when reviewing and validating their solutions against existing services, business requirements and contracts, and customer standards. They may make recommendations to senior management on improvements. The kinds of improvements they look at might impact, for instance, customer service, compliance, the environment and sustainability, performance, industrial relations, or safety and financial efficiencies.
Transport schedulers sometimes encounter degraded travel conditions, or unexpected incidents on the route. They may also be required to handle responses in serious emergency situations that can be highly challenging and require rapid analysis and problem-solving to provide alternative travel solutions. They are also expected to provide short-term solutions for planned work, for example providing adjustments while repair work is undertaken.
Transport schedulers are accountable for their own area of work. Effective handovers to team members in the production timeline as well as at the end of a shift are a key feature, that ensures that transport services receive the required support. They typically work to a line manager, who is often a technical expert. They will be required to escalate issues that are beyond their own jurisdiction to their line manager or relevant technical expert.
| Duty | KSBs |
|---|---|
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Duty 1 Receive and provide other stakeholders with handover data to ensure continuity of planned travel operations. |
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Duty 2 Create the timetable, schedule, roster or diagram to meet objectives in relation to the transport service, contractual requirements, passenger experience and commercial requirements as appropriate. |
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Duty 3 Revise the timetable, schedule, roster or diagram to meet objectives in relation to the transport service, contractual requirements, passenger experience and commercial requirements as appropriate. |
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Duty 4 Operate organisational digital platforms to support the creating, revising and presenting of the timetable, schedule, roster or diagram. |
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Duty 5 Consider the needs of the planned transport service when creating a timetable, schedule, roster or diagram. |
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Duty 6 Arrange access to travel routes and register timetables, schedules, rosters or diagrams as required. |
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Duty 7 Allocate resources or slots to travel operations in line with organisational objectives. |
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Duty 8 Ensure timetable, schedule, roster or diagram complies with legislative and sector specific requirements. |
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Duty 9 Monitor and assess transport services performance, providing timely interventions and advice as needed. |
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Duty 10 Respond to prolonged or persistent disruption to transport services. |
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Duty 11 Contribute to supporting situations that occur due to unforeseen circumstances and liaising with key stakeholders. |
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Duty 12 Carry out compliance monitoring, report non-compliance and escalate to the appropriate person or authority. |
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Duty 13 Balance and prioritise own workload, contributing to organisational objectives. |
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Duty 14 Provide evidence-based recommendations that improve operational performance of an individual transport service or the wider travel network. |
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Duty 15 Complete compulsory training. |
K1: Sector and organisational specific handover information, from internal and external stakeholders, for example, crew numbers, crew replacement plans, train plans, planned maintenance activities
Back to Duty
K2: Sector regulations that need to be considered when creating timetables, schedules, rosters or diagrams.
Back to Duty
K3: Organisational procedures to create timetables, schedules, rosters or diagrams: transport services, contractual, passenger expectation, commercial.
Back to Duty
K4: Sector regulations that need to be considered when revising timetables, schedules, rosters or diagrams in the case of special events, or unforeseen circumstances.
Back to Duty
K5: Organisational procedures to revise timetables, schedules, rosters or diagrams including sporting events, national and local agreements, weather.
Back to Duty
K6: Organisational digital platforms that are used to create and revise timetables, schedules, rosters or diagrams. General data protection regulation (GDPR). Cyber security requirements.
Back to Duty
K7: Methods of presenting timetables, schedules, rosters or diagrams, for example, using software platforms, the actual communication to wider external stakeholders.
Back to Duty
K8: Access requirements that are required for travel routes, including access plans, visa and qualification requirements, power types, registration of timetable, schedule, roster or diagram.
Back to Duty
K9: Sector specific legislation and other requirements that must be complied with when creating or revising timetables, schedules, rosters or diagrams, for example, union agreements, commercial contracts
Back to Duty
K10: Organisational procedures for monitoring and assessing the performance of transport services.
Back to Duty
K11: Organisational procedures for escalating transport services performance issues identified from monitoring and assessment activities within their limits of authority.
Back to Duty
K12: Organisational procedures and industry specific practices for responding to, and dealing with prolonged or persistent disruption, for example, weather conditions, mechanical issues, public events.
Back to Duty
K13: Organisational procedures and industry specific practices for supporting situations caused by unforeseen circumstances.
Back to Duty
K14: Compliance requirements of the organisation and wider industry in relation to transport services.
Back to Duty
K15: Workload planning tools and techniques.
Back to Duty
K16: Organisational and industry specific objectives and key performance indicators (KPIs).
Back to Duty
K17: Verbal communication techniques. Giving and receiving data and information. Matching style to audience. Industry terminology.
Back to Duty
K18: Techniques for written communication, plain English principles.
Back to Duty
K19: Impact of the sector on the environment. Efficient use of resources. Recycling, reuse, and safe disposal of waste.
Back to Duty
K20: Principles of equity, diversity, and inclusion in the workplace.
Back to Duty
K21: Documentation: methods and requirements - electronic and paper.
Back to Duty
K22: CPD (planned and unplanned) and recording methods.
Back to Duty
S1: Respond to sector and organisational specific handover data.
Back to Duty
S2: Carry out and record CPD.
Back to Duty
S3: Create timetables, schedules, rosters or diagrams.
Back to Duty
S4: Revise timetables, schedules, rosters or diagrams.
Back to Duty
S5: Use organisational digital platforms, for example, ATTUne, AIMs, Omnibus. Comply with GDPR and cybersecurity requirements.
Back to Duty
S6: Undertake pre-planning activities to identify considerations to be made in relation to transport services, for example, research country specific medical and visa requirements, review local, national and international events calendars, consider transport service capacity
Back to Duty
S7: Liaise with internal and external stakeholders to ensure access to travel routes and where required, register timetables, schedules, rosters or diagrams.
Back to Duty
S8: Comply with sector legislation for example union agreements, commercial contracts.
Back to Duty
S9: Monitor and assess the performance of transport services, intervening and providing support when required.
Back to Duty
S10: Respond to prolonged or persistent disruption to transport services, ensuring solutions take into consideration the requirements of internal and external stakeholders.
Back to Duty
S11: Support situations that occur due unforeseen circumstances, contributing where required in line with organisational procedures and industry specific practices, for example, emergency situations, extreme weather conditions, industrial action.
Back to Duty
S12: Liaise with internal and external stakeholders to ensure full support is offered during situations that occur due to unforeseen circumstances, for example, emergency situations, extreme weather conditions, industrial action.
Back to Duty
S13: Identify non-compliance in transport services through monitoring activities.
Back to Duty
S14: Escalate situations to the appropriate person or authority.
Back to Duty
S15: Manage own workload to ensure that contributions to organisational objectives meet all requirements.
Back to Duty
S16: Make operational performance improvements.
Back to Duty
S17: Communicate with others verbally for example, colleagues and stakeholders.
Back to Duty
S18: Communicate in writing with others for example, internal and external customers, colleagues, and managers.
Back to Duty
S19: Comply with regulations, standards, and guidance, including environmental and sustainability regulations.
Back to Duty
S20: Follow equity, diversity, and inclusion principles.
Back to Duty
S21: Record or enter information - paper based or electronic. For example, risk assessments, handover documents, work sheets, checklists, and any legal reporting requirements
Back to Duty
B1: Committed to maintaining and enhancing competence of self through Continuing Professional Development (CPD).
Back to Duty
B2: Respond and adapt to work demands and situations.
Back to Duty
B3: Collaborate within teams, across disciplines and with internal and external stakeholders.
Back to Duty
B4: Act ethically.
Back to Duty
Apprentices without level 2 English and maths will need to achieve this level prior to taking the End-Point Assessment. For those with an education, health and care plan or a legacy statement, the apprenticeship’s English and maths minimum requirement is Entry Level 3. A British Sign Language (BSL) qualification is an alternative to the English qualification for those whose primary language is BSL.
1.0
This document explains the requirements for end-point assessment (EPA) for the transport scheduler apprenticeship. End-point assessment organisations (EPAOs) must follow this when designing and delivering the EPA.
Transport scheduler apprentices, their employers and training providers should read this document.
A full-time transport scheduler apprentice typically spends 18 months on-programme. The apprentice must spend at least 12 months on-programme and complete the required amount of off-the-job training in line with the apprenticeship funding rules.
The EPA should be completed within an EPA period lasting typically 3 months.
The apprentice must complete their training and meet the gateway requirements before starting their EPA. The EPA will assess occupational competence.
An approved EPAO must conduct the EPA for this apprenticeship. Employers must select an approved EPAO from the apprenticeship provider and assessment register (APAR).
This EPA has 2 assessment methods.
The grades available for each assessment method are below.
Assessment method 1 - observation with questions:
Assessment method 2 - interview underpinned by a portfolio of evidence:
The result from each assessment method is combined to decide the overall apprenticeship grade. The following grades are available for the apprenticeship:
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On-programme - typically 18 months
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The apprentice must:
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End-point assessment gateway
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The apprentice’s employer must be content that the apprentice is occupationally competent. The apprentice must:
For the interview underpinned by a portfolio of evidence, the apprentice must submit a portfolio of evidence.
Gateway evidence must be submitted to the EPAO, along with any organisation specific policies and procedures requested by the EPAO. |
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End-point assessment - typically 3 months
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The grades available for each assessment method are below
Observation with questions:
Interview underpinned by a portfolio of evidence:
Overall EPA and apprenticeship can be graded:
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Re-sits and re-takes
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The EPA is taken in the EPA period. The EPA period starts when the EPAO confirms the gateway requirements have been met and is typically 3 months.
The EPAO should confirm the gateway requirements have been met and start the EPA as quickly as possible.
The apprentice’s employer must be content that the apprentice is occupationally competent. That is, they are deemed to be working at or above the level set out in the apprenticeship standard and ready to undertake the EPA. The employer may take advice from the apprentice's training provider, but the employer must make the decision. The apprentice will then enter the gateway.
The apprentice must meet the gateway requirements before starting their EPA.
They must:
Portfolio of evidence requirements:
The apprentice must compile a portfolio of evidence during the on-programme period of the apprenticeship. It should only contain evidence related to the KSBs that will be assessed by the interview. It will typically contain 7 discrete pieces of evidence. Evidence must be mapped against the KSBs. Evidence may be used to demonstrate more than one KSB; a qualitative as opposed to quantitative approach is suggested.
Evidence sources may include:
This is not a definitive list; other evidence sources can be included.
The portfolio of evidence should not include reflective accounts or any methods of self-assessment. Any employer contributions should focus on direct observation of performance, for example, witness statements, rather than opinions. The evidence provided should be valid and attributable to the apprentice; the portfolio of evidence should contain a statement from the employer and apprentice confirming this.
The EPAO should not assess the portfolio of evidence directly as it underpins the interview. The independent assessor should review the portfolio of evidence to prepare questions for the interview. They are not required to provide feedback after this review.
Gateway evidence must be submitted to the EPAO, along with any organisation specific policies and procedures requested by the EPAO.
The assessment methods can be delivered in any order.
The result of one assessment method does not need to be known before starting the next.
In the observation with questions, an independent assessor observes the apprentice in their workplace and asks questions. The apprentice completes their day-to-day duties under normal working conditions. Simulation is not allowed. It gives the apprentice the opportunity to demonstrate the KSBs mapped to this assessment method.
This assessment method is being used because:
The observation with questions must be structured to give the apprentice the opportunity to demonstrate the KSBs mapped to this assessment method to the highest available grade.
An independent assessor must conduct and assess the observation with questions.
The independent assessor must only observe one apprentice at a time to ensure quality and rigour. They must be as unobtrusive as possible.
The EPAO must give the apprentice 14 days' notice of the observation with questions.
The observation must take 2 hours.
The independent assessor can increase the time of the observation with questions by up to 10%. This time is to allow the apprentice to complete a task or respond to a question if necessary.
The observation with questions cannot be split, except for comfort breaks or to allow the apprentice to move from one location to another. Such breaks will not count towards the total observed time.
The EPAO must manage invigilation of the apprentice during the assessment, to maintain security of the EPA, in line with their malpractice policy. This includes breaks and moving between locations.
The independent assessor must explain to the apprentice the format and timescales of the observation with questions before it starts. This does not count towards the assessment time.
The independent assessor should observe the following during the observation:
The EPAO should contact the employer to ensure the apprentice's activities for the day will be aligned to the skills to be observed.
These activities provide the apprentice with the opportunity to demonstrate the KSBs mapped to this assessment method.
The independent assessor must ask questions. Questioning can occur both during and after the observation.
The purpose of the questions is:
The time for questioning is included in the overall assessment time. The independent assessor must ask at least 3 questions. To remain as unobtrusive as possible, the independent assessor should ask questions during natural stops between tasks and after completion of work rather than disrupting the apprentice’s flow. The independent assessor must use the questions from the EPAO’s question bank or create their own questions in line with the EPAO’s training. Follow-up questions are allowed where clarification is required.
The independent assessor must ask questions about KSBs that were not observed to gather assessment evidence. These questions are in addition to the above set number of questions for the observation with questions and should be kept to a minimum.
The independent assessor must make the grading decision. The independent assessor must assess the observation and responses to questions holistically when deciding the grade.
The independent assessor must keep accurate records of the assessment. They must record:
The observation with questions must take place in the apprentice’s normal place of work for example, their employer’s premises or a customer’s premises. Equipment and resources needed for the observation must be provided by the employer and be in good and safe working condition.
Questioning that occurs after the observation should take place in a suitable environment, for example a quiet room, free from distractions and influence.
The EPAO must develop a purpose-built assessment specification and question bank. It is recommended this is done in consultation with employers of this occupation. The EPAO must maintain the security and confidentiality of EPA materials when consulting with employers. The assessment specification and question bank must be reviewed at least once a year to ensure they remain fit-for-purpose.
The assessment specification must be relevant to the occupation and demonstrate how to assess the KSBs mapped to this assessment method. The EPAO must ensure that questions are refined and developed to a high standard. The questions must be unpredictable. A question bank of sufficient size will support this.
The EPAO must produce the following materials to support the observation with questions:
The EPAO must ensure that the EPA materials are subject to quality assurance procedures including standardisation and moderation.
In the interview, an independent assessor asks the apprentice questions. It gives the apprentice the opportunity to demonstrate the KSBs mapped to this assessment method.
The apprentice can refer to and illustrate their answers with evidence from their portfolio of evidence.
This assessment method is being used because:
The interview must be structured to give the apprentice the opportunity to demonstrate the KSBs mapped to this assessment method to the highest available grade.
An independent assessor must conduct and assess the interview.
The purpose is to assess the apprentice’s competence against the following themes:
The EPAO must give an apprentice 14 days' notice of the interview.
The independent assessor must have at least 2 weeks to review the supporting documentation.
The apprentice must have access to their portfolio of evidence during the interview.
The apprentice can refer to and illustrate their answers with evidence from their portfolio of evidence however, the portfolio of evidence is not directly assessed.
The interview must last for 90 minutes. The independent assessor can increase the time of the interview by up to 10%. This time is to allow the apprentice to respond to a question if necessary.
The independent assessor must ask at least 10 questions. The independent assessor must use the questions from the EPAO’s question bank or create their own questions in line with the EPAO’s training. Follow-up questions are allowed where clarification is required.
The independent assessor must make the grading decision.
The independent assessor must keep accurate records of the assessment. They must record:
The interview must take place in a suitable venue selected by the EPAO for example, the EPAO’s or employer’s premises.
The interview can be conducted by video conferencing. The EPAO must have processes in place to verify the identity of the apprentice and ensure the apprentice is not being aided.
The interview should take place in a quiet room, free from distractions and influence.
The EPAO must develop a purpose-built assessment specification and question bank. It is recommended this is done in consultation with employers of this occupation. The EPAO must maintain the security and confidentiality of EPA materials when consulting with employers. The assessment specification and question bank must be reviewed at least once a year to ensure they remain fit-for-purpose.
The assessment specification must be relevant to the occupation and demonstrate how to assess the KSBs mapped to this assessment method. The EPAO must ensure that questions are refined and developed to a high standard. The questions must be unpredictable. A question bank of sufficient size will support this.
The EPAO must ensure that the apprentice has a different set of questions in the case of re-sits or re-takes.
The EPAO must produce the following materials to support the interview underpinned by a portfolio of evidence:
The EPAO must ensure that the EPA materials are subject to quality assurance procedures including standardisation and moderation.
Fail - does not meet pass criteria
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Theme
KSBs
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Pass
Apprentices must demonstrate all of the pass descriptors
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|---|---|
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Handover and planning
K1 S1 S6 |
Responds to handover information, using it to undertake pre-planning activities in relation to transport services in line with organisational requirements (K1, S1, S6). |
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Creating a timetable, schedule, roster or diagram
K2 K3 S3 S15 |
Manages own workload to create timetables, schedules, rosters or diagrams in line with sector regulations and organisational procedures (K2, K3, S3, S15). |
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Revising a timetable, schedule, roster or diagram
K4 K5 S4 |
Revises timetables, schedules, rosters or diagrams in line with organisational procedures and sector regulations (K4, K5, S4). |
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Operating platforms
K6 K7 S5 |
Uses organisational digital platforms when creating or revising timetables, schedules, rosters or diagrams, in order to meet operational needs, complying with GDPR and cyber security requirements (K6, K7, S5). |
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Documentation
K21 S21 |
Records or enters information, paper based, or electronically, for work tasks in line with organisational procedures. (K21, S21). |
Fail - does not meet pass criteria
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Theme
KSBs
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Pass
Apprentices must demonstrate all of the pass descriptors
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Distinction
Apprentices must demonstrate all of the pass descriptors and all of the distinction descriptors
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|---|---|---|
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Compliance
K10 K12 K13 K14 S9 S10 S11 S12 S13 B2 |
Explains how they monitor and assess the transport service, intervening and providing support when required. Describes how they ensure timetables, schedules, rosters or diagrams comply with sector specific legislation, regulations and organisational specific requirements, identifying instances of non-compliance (K10, K14, S9, S13). Explains how they have responded to prolonged or persistent disruption to transport services in line with organisational procedures (K12, S10). Explains how they respond and adapt to work demands, and have supported situations that have occurred due to unforeseen circumstances in line with organisational procedures and industry requirements, liaising with internal and external stakeholders as required (K13, S11, S12, B2). |
Justifies their actions when responding to prolonged or persistent disruption to transport services (K12, S10). Justifies the actions taken when they respond to situations that occurred due to unforeseen circumstances (K13, S11).
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Continuous Improvement
K15 K16 S16 |
Explains organisational workload planning tools and techniques (K15). Explains how they have made operational performance improvements to support teams objectives or key performance indicators (K16, S16).
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Explains how their operational performance improvements have the potential to improve the work of the wider team or organisation (K16, S16).
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Communication and collaboration
K8 K11 K17 K18 S7 S14 S17 S18 B3 |
Explains how they communicate verbally in a context suitable to the audience, for example, technical and non-technical data with colleagues, and stakeholders (K17, S17). Explains how they communicate in a written context, suitable to the audience, for example, using plain English principles with internal and external customers, colleagues and managers. (K18, S18). Explains how they collaborate within and across teams, and how they liaise with stakeholders to ensure access to travel routes and where required register timetables, schedules, rosters or diagrams (K8, S7, B3). Explains how they escalate issues and tasks that are beyond the limit of their authority in line with organisational procedures (K11, S14).
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N/A |
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Legislation
K9 S8 |
Explains how they comply with sector legislation, for example, union agreements, commercial contracts (K9, S8).
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N/A |
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Environmental and Sustainability
K19 S19 |
Explains how they apply environmental and sustainability procedures in compliance with regulations, guidance and standards (K19, S19).
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Explains how complying with regulations, guidance, standards and their company's procedures reduces the impact on the environment, justifying actions they have taken (K19, S19).
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Equity, Diversity and Inclusion
K20 S20 B4 |
Describes how they act ethically and follow any equity, diversity and inclusion principles in their workplace. (K20, S20, B4).
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N/A |
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Continuing Professional Development (CPD)
K22 S2 B1 |
Carry out and record their own planned and unplanned CPD in line with organisational CPD requirements (K22, S2, B1). |
Explains how their CPD has made a difference to their work (K22, S2, B1). |
Performance in the EPA determines the overall grade of:
An independent assessor must individually grade the observation with questions and interview underpinned by a portfolio of evidence in line with this EPA plan.
The EPAO must combine the individual assessment method grades to determine the overall EPA grade.
If the apprentice fails one assessment method or more, they will be awarded an overall fail.
To achieve an overall pass, the apprentice must achieve at least a pass in all the assessment methods. To achieve an overall distinction, the apprentice must gain a distinction in the interview underpinned by a portfolio of evidence and a pass in the observation with questions.
Grades from individual assessment methods must be combined in the following way to determine the grade of the EPA overall.
| Observation with questions | Interview underpinned by a portfolio of evidence | Overall Grading |
|---|---|---|
| Fail | Any grade | Fail |
| Pass | Fail | Fail |
| Pass | Pass | Pass |
| Pass | Distinction | Distinction |
If the apprentice fails one assessment method or more, they can take a re-sit or a re-take at their employer’s discretion. The apprentice’s employer needs to agree that a re-sit or re-take is appropriate. A re-sit does not need further learning, whereas a re-take does. The apprentice should have a supportive action plan to prepare for a re-sit or a re-take.
The employer and the EPAO should agree the timescale for a re-sit or re-take. A re-sit is typically taken within 2 months of the EPA outcome notification. The timescale for a re-take is dependent on how much re-training is required and is typically taken within 4 months of the EPA outcome notification.
Failed assessment methods must be re-sat or re-taken within a 6-month period from the EPA outcome notification, otherwise the entire EPA will need to be re-sat or re-taken in full.
Re-sits and re-takes are not offered to an apprentice wishing to move from pass to a higher grade.
The apprentice will get a maximum EPA grade of if pass they need to re-sit or re-take one or more assessment methods, unless the EPAO determines there are exceptional circumstances.
| Roles | Responsibilities |
|---|---|
|
Apprentice |
As a minimum, the apprentice should:
|
|
Employer |
As a minimum, the apprentice's employer must:
|
|
EPAO |
As a minimum, the EPAO must:
|
|
Independent assessor |
As a minimum, an independent assessor must:
|
|
Training provider |
As a minimum, the training provider must:
|
The EPAO must have reasonable adjustments arrangements for the EPA.
This should include:
Adjustments must maintain the validity, reliability and integrity of the EPA as outlined in this EPA plan.
Special considerations
The EPAO must have special consideration arrangements for the EPA.
This should include:
Special considerations must maintain the validity, reliability and integrity of the EPA as outlined in this EPA plan.
Internal quality assurance refers to the strategies, policies and procedures that an EPAO must have in place to ensure valid, consistent and reliable EPA decisions.
EPAOs for this EPA must adhere to the requirements within the roles and responsibilities table.
They must also appoint independent assessors who:
Affordability of the EPA will be aided by using at least some of the following:
This apprenticeship is not aligned to professional recognition.
| Knowledge | Assessment methods |
|---|---|
|
K1
Sector and organisational specific handover information, from internal and external stakeholders, for example, crew numbers, crew replacement plans, train plans, planned maintenance activities Back to Grading |
Observation with questions |
|
K2
Sector regulations that need to be considered when creating timetables, schedules, rosters or diagrams. Back to Grading |
Observation with questions |
|
K3
Organisational procedures to create timetables, schedules, rosters or diagrams: transport services, contractual, passenger expectation, commercial. Back to Grading |
Observation with questions |
|
K4
Sector regulations that need to be considered when revising timetables, schedules, rosters or diagrams in the case of special events, or unforeseen circumstances. Back to Grading |
Observation with questions |
|
K5
Organisational procedures to revise timetables, schedules, rosters or diagrams including sporting events, national and local agreements, weather. Back to Grading |
Observation with questions |
|
K6
Organisational digital platforms that are used to create and revise timetables, schedules, rosters or diagrams. General data protection regulation (GDPR). Cyber security requirements. Back to Grading |
Observation with questions |
|
K7
Methods of presenting timetables, schedules, rosters or diagrams, for example, using software platforms, the actual communication to wider external stakeholders. Back to Grading |
Observation with questions |
|
K8
Access requirements that are required for travel routes, including access plans, visa and qualification requirements, power types, registration of timetable, schedule, roster or diagram. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
K9
Sector specific legislation and other requirements that must be complied with when creating or revising timetables, schedules, rosters or diagrams, for example, union agreements, commercial contracts Back to Grading |
Interview underpinned by a portfolio of evidence |
|
K10
Organisational procedures for monitoring and assessing the performance of transport services. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
K11
Organisational procedures for escalating transport services performance issues identified from monitoring and assessment activities within their limits of authority. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
K12
Organisational procedures and industry specific practices for responding to, and dealing with prolonged or persistent disruption, for example, weather conditions, mechanical issues, public events. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
K13
Organisational procedures and industry specific practices for supporting situations caused by unforeseen circumstances. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
K14
Compliance requirements of the organisation and wider industry in relation to transport services. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
K15
Workload planning tools and techniques. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
K16
Organisational and industry specific objectives and key performance indicators (KPIs). Back to Grading |
Interview underpinned by a portfolio of evidence |
|
K17
Verbal communication techniques. Giving and receiving data and information. Matching style to audience. Industry terminology. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
K18
Techniques for written communication, plain English principles. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
K19
Impact of the sector on the environment. Efficient use of resources. Recycling, reuse, and safe disposal of waste. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
K20
Principles of equity, diversity, and inclusion in the workplace. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
K21
Documentation: methods and requirements - electronic and paper. Back to Grading |
Observation with questions |
|
K22
CPD (planned and unplanned) and recording methods. Back to Grading |
Interview underpinned by a portfolio of evidence |
| Skill | Assessment methods |
|---|---|
|
S1
Respond to sector and organisational specific handover data. Back to Grading |
Observation with questions |
|
S2
Carry out and record CPD. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
S3
Create timetables, schedules, rosters or diagrams. Back to Grading |
Observation with questions |
|
S4
Revise timetables, schedules, rosters or diagrams. Back to Grading |
Observation with questions |
|
S5
Use organisational digital platforms, for example, ATTUne, AIMs, Omnibus. Comply with GDPR and cybersecurity requirements. Back to Grading |
Observation with questions |
|
S6
Undertake pre-planning activities to identify considerations to be made in relation to transport services, for example, research country specific medical and visa requirements, review local, national and international events calendars, consider transport service capacity Back to Grading |
Observation with questions |
|
S7
Liaise with internal and external stakeholders to ensure access to travel routes and where required, register timetables, schedules, rosters or diagrams. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
S8
Comply with sector legislation for example union agreements, commercial contracts. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
S9
Monitor and assess the performance of transport services, intervening and providing support when required. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
S10
Respond to prolonged or persistent disruption to transport services, ensuring solutions take into consideration the requirements of internal and external stakeholders. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
S11
Support situations that occur due unforeseen circumstances, contributing where required in line with organisational procedures and industry specific practices, for example, emergency situations, extreme weather conditions, industrial action. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
S12
Liaise with internal and external stakeholders to ensure full support is offered during situations that occur due to unforeseen circumstances, for example, emergency situations, extreme weather conditions, industrial action. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
S13
Identify non-compliance in transport services through monitoring activities. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
S14
Escalate situations to the appropriate person or authority. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
S15
Manage own workload to ensure that contributions to organisational objectives meet all requirements. Back to Grading |
Observation with questions |
|
S16
Make operational performance improvements. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
S17
Communicate with others verbally for example, colleagues and stakeholders. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
S18
Communicate in writing with others for example, internal and external customers, colleagues, and managers. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
S19
Comply with regulations, standards, and guidance, including environmental and sustainability regulations. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
S20
Follow equity, diversity, and inclusion principles. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
S21
Record or enter information - paper based or electronic. For example, risk assessments, handover documents, work sheets, checklists, and any legal reporting requirements Back to Grading |
Observation with questions |
| Behaviour | Assessment methods |
|---|---|
|
B1
Committed to maintaining and enhancing competence of self through Continuing Professional Development (CPD). Back to Grading |
Interview underpinned by a portfolio of evidence |
|
B2
Respond and adapt to work demands and situations. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
B3
Collaborate within teams, across disciplines and with internal and external stakeholders. Back to Grading |
Interview underpinned by a portfolio of evidence |
|
B4
Act ethically. Back to Grading |
Interview underpinned by a portfolio of evidence |
| KSBS GROUPED BY THEME | Knowledge | Skills | Behaviour |
|---|---|---|---|
|
Handover and planning
K1 S1 S6 |
Sector and organisational specific handover information, from internal and external stakeholders, for example, crew numbers, crew replacement plans, train plans, planned maintenance activities (K1) |
Respond to sector and organisational specific handover data. (S1) Undertake pre-planning activities to identify considerations to be made in relation to transport services, for example, research country specific medical and visa requirements, review local, national and international events calendars, consider transport service capacity (S6) |
None |
|
Creating a timetable, schedule, roster or diagram
K2 K3 S3 S15 |
Sector regulations that need to be considered when creating timetables, schedules, rosters or diagrams. (K2) Organisational procedures to create timetables, schedules, rosters or diagrams: transport services, contractual, passenger expectation, commercial. (K3) |
Create timetables, schedules, rosters or diagrams. (S3) Manage own workload to ensure that contributions to organisational objectives meet all requirements. (S15) |
None |
|
Revising a timetable, schedule, roster or diagram
K4 K5 S4 |
Sector regulations that need to be considered when revising timetables, schedules, rosters or diagrams in the case of special events, or unforeseen circumstances. (K4) Organisational procedures to revise timetables, schedules, rosters or diagrams including sporting events, national and local agreements, weather. (K5) |
Revise timetables, schedules, rosters or diagrams. (S4) |
None |
|
Operating platforms
K6 K7 S5 |
Organisational digital platforms that are used to create and revise timetables, schedules, rosters or diagrams. General data protection regulation (GDPR). Cyber security requirements. (K6) Methods of presenting timetables, schedules, rosters or diagrams, for example, using software platforms, the actual communication to wider external stakeholders. (K7) |
Use organisational digital platforms, for example, ATTUne, AIMs, Omnibus. Comply with GDPR and cybersecurity requirements. (S5) |
None |
|
Documentation
K21 S21 |
Documentation: methods and requirements - electronic and paper. (K21) |
Record or enter information - paper based or electronic. For example, risk assessments, handover documents, work sheets, checklists, and any legal reporting requirements (S21) |
None |
| KSBS GROUPED BY THEME | Knowledge | Skills | Behaviour |
|---|---|---|---|
|
Compliance
K10 K12 K13 K14 S9 S10 S11 S12 S13 B2 |
Organisational procedures for monitoring and assessing the performance of transport services. (K10) Organisational procedures and industry specific practices for responding to, and dealing with prolonged or persistent disruption, for example, weather conditions, mechanical issues, public events. (K12) Organisational procedures and industry specific practices for supporting situations caused by unforeseen circumstances. (K13) Compliance requirements of the organisation and wider industry in relation to transport services. (K14) |
Monitor and assess the performance of transport services, intervening and providing support when required. (S9) Respond to prolonged or persistent disruption to transport services, ensuring solutions take into consideration the requirements of internal and external stakeholders. (S10) Support situations that occur due unforeseen circumstances, contributing where required in line with organisational procedures and industry specific practices, for example, emergency situations, extreme weather conditions, industrial action. (S11) Liaise with internal and external stakeholders to ensure full support is offered during situations that occur due to unforeseen circumstances, for example, emergency situations, extreme weather conditions, industrial action. (S12) Identify non-compliance in transport services through monitoring activities. (S13) |
Respond and adapt to work demands and situations. (B2) |
|
Continuous Improvement
K15 K16 S16 |
Workload planning tools and techniques. (K15) Organisational and industry specific objectives and key performance indicators (KPIs). (K16) |
Make operational performance improvements. (S16) |
None |
|
Communication and collaboration
K8 K11 K17 K18 S7 S14 S17 S18 B3 |
Access requirements that are required for travel routes, including access plans, visa and qualification requirements, power types, registration of timetable, schedule, roster or diagram. (K8) Organisational procedures for escalating transport services performance issues identified from monitoring and assessment activities within their limits of authority. (K11) Verbal communication techniques. Giving and receiving data and information. Matching style to audience. Industry terminology. (K17) Techniques for written communication, plain English principles. (K18) |
Liaise with internal and external stakeholders to ensure access to travel routes and where required, register timetables, schedules, rosters or diagrams. (S7) Escalate situations to the appropriate person or authority. (S14) Communicate with others verbally for example, colleagues and stakeholders. (S17) Communicate in writing with others for example, internal and external customers, colleagues, and managers. (S18) |
Collaborate within teams, across disciplines and with internal and external stakeholders. (B3) |
|
Legislation
K9 S8 |
Sector specific legislation and other requirements that must be complied with when creating or revising timetables, schedules, rosters or diagrams, for example, union agreements, commercial contracts (K9) |
Comply with sector legislation for example union agreements, commercial contracts. (S8) |
None |
|
Environmental and Sustainability
K19 S19 |
Impact of the sector on the environment. Efficient use of resources. Recycling, reuse, and safe disposal of waste. (K19) |
Comply with regulations, standards, and guidance, including environmental and sustainability regulations. (S19) |
None |
|
Equity, Diversity and Inclusion
K20 S20 B4 |
Principles of equity, diversity, and inclusion in the workplace. (K20) |
Follow equity, diversity, and inclusion principles. (S20) |
Act ethically. (B4) |
|
Continuing Professional Development (CPD)
K22 S2 B1 |
CPD (planned and unplanned) and recording methods. (K22) |
Carry out and record CPD. (S2) |
Committed to maintaining and enhancing competence of self through Continuing Professional Development (CPD). (B1) |
Contact us about this apprenticeship
| Version | Change detail | Earliest start date | Latest start date | Latest end date |
|---|---|---|---|---|
| 1.0 | Approved for delivery | 21/12/2023 | Not set | Not set |
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