Who decides the value of the allowance the trainee receives?
The trainee allowance is set at the beginning of the recruitment process in collaboration with the employer.
Does the allowance increase each year?
After one year we would request that the allowance increases in line with that of other employees.
What is the maximum allowance a trainee may receive?
The maximum trainee allowance is £15,480.
How many days' leave is an Encompass trainee entitled to?
Under the PATH contract the trainee is entitled to 20 days' annual leave.
Who is responsible for drawing up the trainee's job description and person specification?
PATH in collaboration with the employer.
Do the placements have to be full time? Or could part time placements be considered?
There is flexibility in the scheme. For example, two employers could offer a shared placement. CILIP and PATH can facilitate that.
Can the trainee's terms and conditions of placement be amended to match the employer’s terms and conditions for employees?
Yes.
Can the trainee’s starting date be varied – for example to suit the employer's financial year?
Yes.
Is the trainee subject to the employer's probation scheme and appraisal process?
The probation period can be set in line with that of the employer. The employer can also use their own appraisal process with the trainee, however PATH will still have the periodic review visits which act as a form of appraisal.
Will a trainee be expected to submit to any special security checks that an employer may require before placement?
Yes.
May Encompass trainees take advantage of opportunities offered to employees – such as overtime?
There is no provision for overtime for trainees. Time off in lieu – TOIL – can be offered as an option.
May an employer encourage an Encompass trainee to remain for all three years by guaranteeing them a job at the end?
No – such action would be unlawful as it would amount to positive discrimination. Trainees should apply for posts on the same basis as everybody else.