ÌìÃÀmv

Learn how St Monica Trust developed an inclusive, age-responsive apprenticeship programme that boosts recruitment, strengthens retention and improves care quality.

For CEOs, registered managers, finance directors and training and development and HR leads in adult social care providers.

This practical toolkit shows how age-responsive support and apprenticeships can help young care workers to stay. It sets out proven ways to tackle vacancies and turnover among under-25s - through fair pay, mentoring, wellbeing support and clear progression - helping providers build a stable workforce, reduce agency use and deliver better outcomes for both the workforce and the people who draw on care and support.

What this toolkit can help you achieve

• Age‑responsive support improves retention, confidence and overall team culture.
• Young people bring energy, connection and long‑term potential when well supported.
• Embedding apprenticeships within workforce planning helps build stability and reduces reliance on agency staff.
• Whole‑organisation commitment is essential for success.

Quick start

• highlighting the key points of the toolkit.

• Overview - a short overview of what the toolkit offers, overarching lessons and key takeaways.
  
  

Explore the toolkit at your own pace

Explore the toolkit step-by-step, or go straight to the sections most relevant to you. Each section includes practical recommendations to support you in applying the approach in practice.

Go straight to the sections

• Planning and preparing
  St Monica Trust launched its apprenticeship programme to tackle high agency costs, an ageing workforce and recruitment challenges. Explore the recommendations
• Digital and technology
  Digital systems were adapted to streamline recruitment and onboarding, with mobile-friendly applications, tailored eligibility screening and real-time tracking of where applicants were in the process. Explore the recommendations.
• Financing and investment
  The Trust combined its Apprenticeship Levy with internal budgets and charitable support, switching to a flexible national provider to cut overheads and improve delivery. Explore the recommendations

• Involving key stakeholders
  Strategic partnerships were established with internal teams – HR, finance and care managers – and external organisations such as Connect2AdultCare and HOPE Virtual School. Explore the recommendations.

• Governance and implementation
  Strategic direction came from trustees and the CEO, with HR, the apprenticeship team, and care managers leading recruitment and onboarding. Explore the recommendations.
  

• Workforce
  The Trust expanded its apprenticeship programme to build a sustainable workforce, including a greater number of younger workers. Explore the recommendations.

• Pilot, refinement and embedding
  As the programme matured, the Trust shifted from trial to strategy – adapting recruitment, contracts and training to meet operational needs. Explore the recommendations.

• Outcomes, impact and learning
  Young apprentices – especially those facing employment barriers – have gained confidence, skills and career progression through tailored support and hands-on learning. Explore the recommendations.

Print this page