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The identification and improvement of data skills involve a huge shift in the way employees work with data, across the entire organisation. Through collaborating with a strategic partner, organisations can begin to make changes at a large scale.

In August 2022, Jaguar Land Rover teamed up with Multiverse to take steps toward their data transformation.

The goal

Jaguar Land Rover had three main objectives for their upskilling efforts:

• Equipping employees with the knowledge and skills needed to identify opportunities to reduce costs and increase revenue.
• Building a data-driven culture that knows how to apply and leverage data in various scenarios – with the ultimate goal of increasing productivity and efficiency across the business.
• Increasing employee satisfaction and engagement by investing in skills development.

The solution

Jaguar Land Rover launched the Multiverse Data Fellowship programme to equip employees with the skills needed to become experts in data analysis, modelling and machine learning.

There are currently 600 Jaguar Land Rover employees on a Multiverse Data Fellowship programme across every department in the organisation, including Manufacturing, Product Engineering, Finance, Transformation, Supply Chain and many more.

"The Multiverse Data Fellowship programme has transformed our company's ability to harness the power of data, enabling us to make better decisions, innovate faster, and stay ahead of the competition. Our workforce is now equipped with the skills and knowledge to unlock valuable insights and drive real-world impact across our entire organisation.

"Multiverse has been an essential partner on this journey, and we look forward to continuing to work together to realise the full potential of our data-driven future." Martin Houghton, Chief Data Officer at Jaguar Land Rover

The results

Identifying opportunities to increase efficiency

After six months on the programme, Data Fellowship apprentice Kamil Poreda was able to identify production inefficiencies by creating a Tableau dashboard for Production Leads. These insights into the efficiency of the manufacturing lines have resulted in the production of 600 extra cars per week.

Increased productivity and efficiencies

Another apprentice, Huijie Ma, utilised Tableau to create dashboards reporting on the electrical diverts from manufacturing. This solution helped save Huijie and her team four hours a day, which equates to 85 hours saved per month.

The reports revealed the root causes of the divert, allowing ownership to be traced back to the specific functions, production lines and work groups, which created an opportunity for an efficient process of divert reduction.

Increased employee satisfaction

The Data Fellowship programme has also supported driving employee engagement - an incredible 100% of apprentices agree the apprenticeship aligns with their professional and personal goals.

“The apprenticeship has given me so much confidence. I am now far more structured in how I approach my work, taking the time to scope out projects with relevant stakeholders to understand their needs fully.” Kamil Poreda, Manufacturing, FACMON Controller at Jaguar Land Rover

Not sure what data analysis is or how it works? Keep reading for everything you need to know about analytics and data analysis methods. We’ll cover:

• What is data analysis?
• Qualitative vs. quantitative data analytics
• The data analysis process
• Quantitative data analysis methods

What is data analysis?

Data analysis turns raw data into actionable insights. Data Analysts collect and make sense of information so companies can improve efficiency, profit and more. Ultimately, data analysis helps companies make better decisions that contribute to success.

Qualitative vs. quantitative data analytics

The two main forms of data analysis are qualitative and quantitative.

Quantitative analytics

Quantitative analytics focuses on data that you can measure or quantify with numbers. Some examples of quantitative data include:

• Costs and revenue numbers
• Weight and measurements
• Projections and forecasts
• Anything you can count or quantify

You usually use quantitative data analytics to answer questions about how much, how often or how many.

For example, Google Analytics is a rich source of quantitative data, especially for your website. Analysing web traffic shows how your customers find your website and what they engage with when they’re there.

Qualitative analytics

Qualitative analytics looks at those harder-to-define areas, such as customer satisfaction levels or user experience.

Qualitative analysis can answer questions about how customers interact with a company. For example, qualitative analysis might provide insights into how to attract loyal customers or convert new leads. It also reveals the ‘why’ behind behaviours. You could use it to understand why:

• Customers buy from you
• People chose a competitor over your brand
• Some products are more popular than others
• Your sales increase or decrease

The data analysis process

Data analytics is an interactive process that, when done correctly, requires multiple steps to go from raw data to conclusion. The basic steps of the data analysis process are:

1. Define the question

Data analysis aims to answer questions. The more narrowly you can define your question, the better. These are a few questions effective data analytics can answer:

• How much time do users spend on your app?
• What’s driving your website traffic?
• How often do customers recommend your products?
• Which products do your customers prefer?
• How much does the average consumer spend per visit?

To get the most out of your data, you’ll need to formulate your questions clearly beforehand. Defining your questions gives you a roadmap to follow when you begin your data analysis.

2. Collect data

Once you know the goal or question you want to answer, you must collect accurate and relevant data to analyse. You can collect it from a variety of sources, but most Data Analysts start with internal or first-party sources. Companies collect this type of data directly from customers and other tools.

These include:

• Customer relationship management (CRM)
• Website heatmaps
• Customer and user surveys
• Google analytics and other tracking tools
• Marketing and sales data

You can also supplement data with external sources depending on your goal. Examples include:

• Review websites
• Public and government sources
• World health data

3. Clean and organise data

Raw data, on its own, is difficult to organise. Before you can analyse data, you’ll need to clean it and put it into a format that you can use. Check for duplicates and delete any unnecessary information. Make sure that you haven’t left any fields blank, as this can throw off your data.

4. Analyse data and pull insights

Analysing data typically means looking for patterns, drawing connections and then, understanding what it all means. To make sense of data, you can use various data analysis methods. As you spot trends and connections, you’ll be better able to answer your initial question.

5. Visualise the data

You can visualise data by putting it in charts, graphs, tables and other visuals that help someone quickly interpret it. Data visualisation is an ideal way to share and explore insights with the rest of your team.

Once you’ve visualised and shared your analysis, you and your team can build an action plan or make decisions from the insights.

This is also the stage where you’ll become aware of any limitations in your data analysis. Visualising data can reveal holes or missing data in the process. Are you missing data points? Do the answers to your questions seem incomplete?

If so, go back and complete your analysis.

Quantitative data analysis methods

As previously mentioned, there are qualitative and quantitative data analysis methods. Qualitative data helps you understand why people make certain actions. It deals with words and feelings and you gather data through observation and interviews. Quantitative data focuses on information that you can measure. It puts insights in terms of quantifiable percentages and numbers that reveal how much, many or often.

In this post, we’ll focus on quantitative data analysis methods. But, both qualitative and quantitative analysis have important roles to play in data analytics.

Four of the most common quantitative data analysis methods are:

• Regression analysis
• Cohort analysis
• Cluster analysis
• Time series analysis

Depending on your goals and the specifics of your analysis, you may use one of these approaches, all of them or a blend.

Regression analysis

Regression analysis leverages historical data to reveal which variables have the most impact on your present outcome.

To carry out an effective regression analysis, you’ll need access to relevant data. In many cases, this means sales data. But, it can also include product quality, marketing, retail design and other relevant information.

Regression analysis is a useful way to make sense of changes in a business over time. For example, suppose you’ve noticed that your sales took a dip in the past year. You might want to do a regression analysis to try and understand which variables are driving the downward trend. Other questions it can help answer include:

• Are consumers spending less across the board?
• What’s changed over the past year— in your business and the overall economy?

Looking at a range of factors can help you pinpoint which variables drove the change that you’re seeing. Then, you can make educated decisions about how to address the change.

Cohort analysis

Cohort analysis looks at the behaviour of a particular set of people or “cohort.” To do a cohort analysis, you group cohorts based on similar behaviour or categories. Grouping cohorts together helps you more easily look at patterns and trends.

If you want to better understand how and why a group behaves a certain way, use cohort analysis. For example, you can do a cohort analysis to understand when users churn, or stop using your product.

To begin, you’d group users based on when they began using your product. Then, look at what points that group dropped off. You can further analyse cohorts to identify why users churn, form a hypothesis and an action plan to keep users.

Overall, cohort analysis can help you understand your customers better. You can use it to decide which product features to prioritise or craft more effective marketing campaigns.

Cluster analysis

Cluster analysis groups data points together according to their similarities. The goal behind cluster analysis is to seek out patterns that you may not have noticed before.

As we have seen, cohort analysis and regression analysis are both focused on answering a particular question. In contrast, cluster analysis is a way of looking for patterns and insights that you may not have been aware of otherwise.

Cluster analysis is a great place to start when you really aren’t sure what’s driving a particular trend. It can often push you to explore new areas and to re-analyse your existing data.

Time series analysis

A time series analysis lets you zero in on changes in a particular variable over a period of time.

The beauty of time series analysis is that it isolates the variable. So, you get a broad picture of how it operates throughout the time period. You can also understand how the variable interacts with other variables.

Time series analysis allows you to make successful predictions about the future, based on past behaviour. For example, let’s say you notice that consumers buy more leather boots in the autumn. You’ll be able to predict when demand for those boots will increase and alter your inventory ahead of time. In general, the more accurately you can track past patterns, the more effectively you can predict the future.

Data analysis tools

The right tools can make beginning your data analysis career much easier. Here are some of the most useful data analysis tools that apprentices learn in Multiverse’s analytics programmes.

• Excel: With Excel knowledge, you can clean and organise data. You can also create pivot tables to quantify data and more.
• Business intelligence (BI): The best BI tools help you analyse and create reports to share with decision makers. Tableau is a data visualisation tool, but Multiverse apprentices also it to prepare data and build dashboards.
• SQL: SQL is important for Data Analysts and Scientists to learn. You’ll use it to organise and extract data.
• Data visualisation: In Multiverse’s data analytics apprenticeship training, apprentices learn how to visualise data in Power BI.

Learning data analytics with Multiverse

Data analytics jobs are in-demand and often come with higher salaries and better benefits. One of the best ways to grow your data analytics career is through an apprenticeship.

Unlike university or other continuing education programmes, Multiverse apprenticeships are tuition-free for learners —and you get paid your regular salary while you learn.

Multiverse partners with top companies to provide on-the-job training for a broad range of tech roles. Participants gain real-world knowledge and experience, all while building relationships with successful people in the field.

Multiverse provides training in data analytics, software engineering and more. To become an apprentice, check eligibility requirements and complete an application in minutes today.

While this is true for lots of people, apprenticeships are a valuable resource to older groups as well. In fact, for this current academic year, over 25s make up 41.5% of new apprenticeship starts in the UK.

One of many in their 30s doing an apprenticeship

I am among this group of over 25s and I have just started my Level 3 apprenticeship. While attending university and gaining a degree in my early twenties had its merits, completing an apprenticeship in my thirties will be much more beneficial to my career in the long run.

Here are a few reasons why I’m benefitting from doing an apprenticeship in my thirties.

You don’t always know what career route to take at 18

Asking an 18 year old to know what direction they want their life to go in is a pretty big ask. When you leave school at 18 you don’t know a lot about the working world and you can’t always be completely sure what route to take. There are a few lucky people that know exactly what they want to do from a young age, but for most, it takes a lot longer.

You’ve got to try out different jobs until you find the right one

To me, it made more sense to venture out into the world with the skills and interests I did have. I tried out a few jobs, and found out what I liked and what I absolutely didn’t like.

I worked in the service industry for nearly a decade and it taught me a lot. It’s a perfectly valid career choice but it didn’t motivate me. Finding out what I didn’t like has been just as important as discovering what I do want from my career.

After ten years I hit a career crossroad

After ten years in the service industry, I was in a rut. I’d gotten everything out of it that I possibly could, yet I was still working every hour under the sun to make ends meet. I knew I wanted to do something different, but I didn’t know where to start.

The apprenticeship opportunity at Timpson came at just the right time. I was ready to learn something new. I jumped at the chance. Not only was I embarking on an exciting new career path, but I would receive several qualifications in the process.

Learning new skills at work invigorated me

It’s easy to forget what a privilege it is to have the opportunity to learn something new. I didn’t realise how rewarding learning could be until I found the path that was right for me.

A second chance to reach my full potential

One of my biggest regrets in life is not utilising my time at university to the fullest. I was young and foolish and didn’t take advantage of the opportunities I was given, ending up with a much lower grade than I knew I was capable of. Now that I’ve got the chance for a sort of do-over, I don’t plan on wasting it.

I’m so grateful to my employers for giving me the chance to better myself and finally reach my potential. That’s the main thing I take away from starting this apprenticeship in my thirties – gratitude.

I was at a key transitional point at work, thinking about my next steps. I was torn between leaving my admin role within the NHS or starting a Master’s in Spanish Translation. The pandemic threw a metaphorical spanner in the works and I reluctantly decided against pursuing the Spanish course.

That was when I stumbled upon a one-liner in the hospital bulletin. Something about a data apprenticeship. My interest was piqued. Clicking on the link, I realised it was exactly what I needed to flourish in my current job. At that moment I decided I had to do it. Just a few weeks later I was starting my apprenticeship and I haven’t looked back since.

Now I could tell you all about Excel formulas, programming languages, off-the-job training and assignments, but I want to tell you about the more unexpected benefits of what I now call my ‘Multiverse makeover’.

An apprenticeship has given me self belief

This apprenticeship is helping me remember my value. For a long time, I felt that I was lucky to have a job. Ten years ago, due to personal issues, I was redeployed from my role as a children’s nurse to a more administrative role. This meant a massive pay cut and a massive loss of self-esteem, but I have been able to turn things around and now I’ve realised what an asset I am to the team.

My apprenticeship has made me more confident at work

Everyone has noticed. First, it was one of the secretaries, then the nurses, and consultants. Now even one of the business managers has noticed: I am much happier and much more confident since starting my data apprenticeship. No doubt about it. I’ve found the leader in me I didn’t know was there.

Having a growth mindset is a phrase I’d not heard of until recently, but I am now developing mine. I no longer think I am powerless to make changes to things that affect me. What I used to think were stumbling blocks are now my climbing frame. Whatever role I'm in, my opinion counts and I can take the initiative.

I’ve found my people on an apprenticeship

My apprenticeship at the NHS has been a great opportunity to meet so many fabulous people. My coach, my cohort, the wonderful community team and my mentor have all been a big part of the journey so far. I feel blessed to have met them all. I am thriving in such a positive, upbeat community. There is power in creating a culture of encouragement and letting people know when they have done a good job.

I really get on with my cohort. I love the team I work with, but they aren’t data people and don’t always understand the data challenges I face. My cohort gets me. They know what I am talking about, and help me when I can’t remember which set of brackets to use in python code. They have my back and I have theirs. I would never have met them without the apprenticeship, even though some of them work at the same hospital as me.

A few people in my cohort even speak Spanish, which was a fabulous surprise. I made it my mission to try and insert some Spanish into our bootcamp chats. Even though I was unable to continue my Master's in translation, I still had fun setting the language to Spanish in PowerBI and when we recently covered Natural Language Processing I was excited to discover that it didn’t just apply to English. Thanks to my coach, I also realised learning Python code is not that far removed from learning Spanish.

I feel invested in on an apprenticeship

I had no idea that the Multiverse experience was so immersive. I thought I would just be learning data content. Nerdy stuff to help me at work, but that is not the case at all. I have such a wide range of resources at my fingertips aimed at the whole person.

The amazing resources that are available have challenged and inspired me. I’ve learned so much that has nothing to do with data. I have been soaking up everything about group facilitation, change management, leadership, feedback strategies, and public speaking as well as content on working through menopause, and overcoming procrastination.

My apprenticeship has been life changing

Since the beginning of my programme in September, I no longer feel old, past my best, or stuck in a rut. I have years ahead of me and I am convinced they will be the best years of my life. The impact of my ‘Multiverse makeover’ is propelling me towards a better future full of possibilities.

Multiverse helped me reevaluate what I needed to do and take the next step in my career, later than I expected. My life is fuller. I’ve made best friends, I’m smarter, and healthier. Oh, and by the way, I have even learned some stuff about data, I am doing a data apprenticeship after all.

Different apprenticeship levels are available to suit your goals, whether you're entering the workforce, upskilling in your current role, or developing expertise in your field.

Making an informed choice about your future can set you on the right career path. To help you choose the best option for you, we'll guide you through the following:

• What is an apprenticeship?
• 4 types of apprenticeships
• Apprenticeship levels (Levels 2-7)
• Who can do an apprenticeship?
• Which apprenticeship is right for you?
• How to get an apprenticeship with Multiverse

What is an apprenticeship?

An apprenticeship is a nationally recognised qualification that allows you to earn a wage while you study. With an apprenticeship, you'll upskill, get hands-on industry experience and gain a relevant qualification as part of your paid job.

While completing your apprenticeship, you'll dedicate 80% of your working hours to on-the-job training and 20% to learning—your employer will pay you for both. You'll also receive employee benefits like paid holiday leave.

You can find relevant apprenticeships for most industries. However, the entry requirements and course structure will vary depending on the apprenticeship level and these factors:

• The profession you want to pursue or master
• How long you want to study
• Where you are in you’re career

4 types of apprenticeships

Whether you’re entering the workforce for the first time or you’re an existing employee hoping to upskill, there's an apprenticeship for you.

There are four different categories or types of apprenticeships in England:

• Intermediate (Level 2)
• Advanced (Level 3)
• Higher (Levels 4-7)
• Degree* (Levels 6 and 7)

Apprenticeship types are also sometimes called levels, because they each correspond to a numerical apprenticeship level (Levels 2-7).

Also, the exact apprenticeship terms may differ in other parts of the UK. In Scotland, you'll find Foundation, Graduate, and Modern apprenticeships. Northern Ireland offers Level 2, Level 3 and Higher Level apprenticeships. Wales has similar apprenticeship types to England—the difference is Degree apprenticeships stop at Level 6.

*Degree apprenticeships are only available in England and Wales, but you can apply from across the UK.

Intermediate apprenticeships (Level 2)

Intermediate apprenticeships are a Level 2 qualification which is the equivalent of five GCSE passes. There are usually no qualification-specific entry criteria for Level 2 apprenticeships. However, employers might set job-specific entry requirements.

You'll also need to demonstrate to the education provider that you have what it takes to complete the course. You can show this through your enthusiasm for the subject or industry, relevant career goals or previous qualifications.

Level 2 apprenticeships are helpful if you need a 4 Standard Pass (previously grade C) or equivalent in English, Maths or both at GCSE. (You'll be able to gain Functional Skill equivalents as part of your apprenticeship, opening up more progression routes.)

They're also helpful if you've been out of the education system for a few years and want to build confidence before progressing.

Depending on your industry, job role and other factors, you can finish an Intermediate apprenticeship in 12 to 18 months.

Advanced apprenticeships (Level 3)

Advanced apprenticeships are equivalent to two passes at A Level and they’re classed as a  Level 3 qualification.

You'll generally need a minimum of five passes at GCSE (including English and Maths) or a Level 2 apprenticeship qualification to be eligible. You can also use Functional Skill passes instead of English and Maths GCSEs.

If you live in England, you must stay in education until age 18. Advanced apprenticeships are a good route for those who prefer a work-based alternative to Sixth Form or college.

Level 3 could be a natural continuation after completing a Level 2 apprenticeship. Progressing from Intermediate to Advanced can demonstrate your commitment to professional development and improve your potential career growth.

You can generally finish an Advanced apprenticeship in just over a year to two years. If you’re doing it part-time, it may stretch into three years, but it’s not the norm. For example, Multiverse’s Advanced apprenticeships for business and data literacy only take 13 months to complete.

Higher apprenticeships (Levels 4-7)

Higher apprenticeships cover Level 4, 5, 6 and 7 qualifications. You can achieve anything from a Foundation degree to a Master’s degree.

• Level 4 - Higher National Certificate (HNC), Level 4 NVQ, or the first year of an Undergraduate degree
• Level 5 - Higher National Diploma (HND) or Foundation degree
• Level 6 - Bachelor's degree
• Level 7 - Master's degree

You'll usually need five GCSE passes, including English and Maths or Functional Skill equivalents, to qualify for a Higher apprenticeship. Providers and employers may also consider your Level 3 qualifications (BTECs, Apprenticeships, A Levels or NVQs).

Employers sometimes set their own entry requirements specific to the Higher apprenticeship job role. They might ask for industry-relevant experience or qualifications. You don’t need industry experience to do any of our advanced apprenticeships.

Higher apprenticeships are work-related, vocational alternatives to theory-based study. They're ideal if you'd like a nationally recognised qualification, but becoming a full-time student or starting university doesn't appeal to you.

Higher apprenticeships can take anywhere from two to five years to complete.

Degree apprenticeships (Levels 6 and 7)

Degree apprenticeships cover Levels 6 and 7. Level 6 is equivalent to a Bachelor's degree, and Level 7 is equivalent to a Master's degree. Criteria for Degree apprenticeships vary, but as they're higher level qualifications, employers have specific requirements.

An employer might require you to have a Higher apprenticeship, five GCSE passes with English and Maths, or Level 3 qualifications. You might also need industry-relevant experience, including voluntary work.

When it comes to Multiverse degree apprenticeships, you’ll need the following minimum qualifications:

• A grade of 4/C GCSE (or equivalent) in Maths and English
• Be able to work in the UK
• Lived in the UK for at least three years

Currently, there are two Multiverse programmes—Technology Consulting and Advanced Data Fellowship—that offer a degree. It’s an Applied Degree, so you learn through personalised coaching and on-the-job experience rather than traditional classroom study.

Degree apprenticeships can offer a more affordable alternative to the full-time university route. You'll earn a wage while studying, and apprenticeships are employer-funded, so you avoid student debt.

They're also viable if you'd like a degree but would prefer to start your career and learn real-world skills immediately. Or you don't want to leave the workforce and would like to improve your career trajectory by upskilling.

Degree apprenticeships take anywhere from three to six years to complete.

Apprenticeship levels

The six apprenticeship levels go from two to seven. Some apprenticeships combine several levels in one programme. For example, Multiverse’s Advanced Data Fellowship covers Level 4, but you can complete a second part for Levels 5 and 6.

The higher the level, the more challenging the qualification. Across all levels, you'll earn a wage, enjoy employee benefits like holidays and get paid for time spent learning. To top it off, there's usually a permanent job waiting for you at the end of your apprenticeship.

Level 2

You can find Level 2 apprenticeships for most industries and job roles. Level 2 apprenticeships (Intermediate) are usually linked to entry-level roles, You don't usually need formal qualifications to be eligible as they're a lower level. However, having relevant industry experience or an interest in the sector helps.

If you don't have GCSE English and Maths (or equivalent), a Level 2 apprenticeship could be right for you. You'll be able to gain GCSE equivalents (without the intensity of a Level 3 or higher) as part of your apprenticeship.

Level 3

A Level 3 apprenticeship (Advanced) is the next step up. It’s usually a good fit for those starting out in their careers. You can find Level 3 apprenticeships for Data Technicians, Software Engineers, Veterinary Nurses, Personal Trainers and more.

If you passed GCSE English and Maths and show you're working at Level 2 or above, you can usually skip straight to Level 3. Many Level 2 and 3 apprenticeships require Functional Skills qualifications. These show that you have developed your knowledge of English and maths enough for the role. To gain the qualification, you study and take an assessment.

When relevant to the job role or industry, some Level 3 apprenticeships require you to complete Functional Skills in Information and Communication Technology (ICT). This can be helpful if you'd like to progress to Higher apprenticeships in digital and tech sectors.

Level 4

Level 4 (Higher) apprenticeships are helpful for those who've completed a Level 3 apprenticeship and are looking for a natural progression. You might also pursue a Level 4 apprenticeship if you fall into one of these categories:

• Career starter - someone who’s entered the workforce in the last few years and may be deciding what path they want to pursue (usually age 16-24)
• Builders - someone who wants to take the next step in their career, upskill, or future-proof their role

Remember, progression looks different for everyone. Level 4 apprenticeships can set you up for a new career or help you upskill and hone your expertise.

Level 5

Where Level 2 and even Level 3 apprenticeships can be broad, Level 5 apprenticeships tend to be more specialised. Level 5 apprenticeships are more challenging than lower levels as well, so employers will set more specific entry requirements. They’ll look for relevant qualifications and a problem-solving attitude to indicate applicants are committed to completing the course.

At Multiverse, we offer Level 4-6 apprenticeships to people who have recently done their A Levels. However, they need to prove their commitment to learning and becoming a master in their field. Industry experience isn’t a requirement, but it doesn’t hurt to have it.

Although you can start a Level 5 apprenticeship with Multiverse, most people that do them are further on in their career. They’ve typically worked in their field for eight to 15 years into and want to upskill or change careers.

For example, you might pursue a Level 5 apprenticeship if you’re in a data-heavy role (data science) and you need to upskill and learn how to code to automate. If you currently work in finance but want to become a Software Engineer, you could also do a Level 5 apprenticeship to transition.

Level 6

A Level 6 apprenticeship is equivalent to a full Bachelor's degree. There’s a broad range of Level 6 apprenticeships across industries. They're also more common for those that want to upskill, change careers, or further advance in their current field.

Level 6 apprenticeships are sometimes a progression from lower levels. If you start a Higher apprenticeship, you could progress to a Degree level. For example, an Advanced Data Fellowship programme takes you from Level 4 (Higher) to Level 6 (Degree).

Similar to a Level 5, you could do a Level 6 apprenticeship to upskill in your current role. If so, it could be worth raising this with your Line Manager in your next 1:1 meeting. Sometimes employers offer an educational stipend, fund Continuing Professional Development (CPD) or have an Apprenticeship Levy allowance available.

Level 7

There are Level 7 apprenticeships for Doctors, Game Programmers, Senior People Professionals, Creative Industries Production Managers and more.

Since Level 7 apprenticeships are the equivalent of a Master's degree, the entry requirements are strict. Expect training providers and employers to ask for more hours of relevant experience or an Undergraduate degree or equivalent.

Apprenticeship levels recapped

Who can do an apprenticeship?

You can do an apprenticeship in an existing or new role, provided the course is relevant to your job. Apprenticeship entry requirements vary depending on the level, industry, learning provider and employer. You can generally apply for an apprenticeship in England if you're:

• 16 or over
• Not in full-time education
• Currently living in England
• Have the right to work in England

The criteria may differ if you live in Scotland, Wales and Northern Ireland.

Apprenticeship providers have varying requirements. The requirements for Multiverse apprenticeships depend on the specific programme. At minimum, the requirements for eligibility are that you must:

• Be 16-24 years of age
• Have the right to work in the UK and lived there for the last three years
• Be able to provide GCSE English & Maths 4-9 (C-A*) or equivalent
• Not have completed a university degree

Which apprenticeship is right for you?

Choosing the right apprenticeship for you depends on a few factors—your interests, career goals, qualifications and experience.

Interests

If you prefer to start working over staying in full-time education, consider your interests first. Let's say you're fascinated by technology. You may have done well at GCSE ICT and started to learn to code in your spare time.

You're legally required to stay in education, but a hands-on approach suits your learning style. Plus, the end goal of completing a Computer Science degree at university doesn't appeal to you.

A tech apprenticeship programme could be a great way to develop your practical skills and kick-start your career in tech.

Career goals

Let's take this idea further, using the tech industry as an example. Say you're already working in a Junior Data Analyst role, but your ultimate career goal is to become a specialist in your field.

Completing an Advanced Data Fellowship programme (covering Levels 4-6) can give you the tools to become a trusted specialist.

Previous qualifications and experience

An apprenticeship provider should work with you to help you determine the best apprenticeship level for your needs. You can get a rough idea by looking at where you are in your career and where you want to go.

Anyone can do an apprenticeship, but are here are some examples to help you choose an apprenticeship level.

For those starting their careers, we usually recommend Level 3 apprenticeships. As mentioned, we have some career starters that do Level 4-6, but they provide additional proof of their qualifications or experience.

Those that have been working for years and want to upskill or change careers, consider Level 4-6 apprenticeships.

How to get an apprenticeship with Multiverse

As a Multiverse apprentice, you earn a competitive salary while you learn on the job. We provide business, digital and tech apprenticeship programmes that give hands-on practical learning experiences. Unlike university, our apprenticeships are fully funded and come at no expense to you.

The first step is to apply for a paid Multiverse apprenticeship. To be eligible, you must be at least 16 with the right to work in the UK. You'll also need at least a grade of 4/C GCSE (or equivalent) in Maths and English.

You'll then create a profile of your skills, traits, and experiences during the application process. Next, we'll get to know you and your goals for your future. Then, we'll help you land a paid apprenticeship at a top company.

Apply for an apprenticeship today and join the 93% of Multiverse apprentices who completed their programme and landed a job in their field within 90 days.

The training will be delivered by EdTech start-up Multiverse on programmes such as the Business Transformation Fellowship and the Data Literacy apprenticeship.

The fully-funded apprenticeships will enable SMEs to address the number one barrier to growth and success: a shortage of digital skills.

77% of UK organisations are facing a shortage of digital skills, which is having a negative impact on growth, efficiency and competitiveness. Through this partnership, eligible SMEs can enrol their staff onto Multiverse programmes with the cost of training fully borne by Goldman Sachs.

The investment is part of the Goldman Sachs 10,000 Small Businesses UK initiative. Small businesses are integral to the UK economy - accounting for nearly 17 million jobs in the UK and more than half of private sector turnover. The 10KSB programme is designed to provide high-quality, practical education and business support to leaders of high-growth small businesses and social enterprises across the country.

To date, 88% of graduates of the programme expect to increase the number of people they employ in the next two years, compared with 63% of similar high-growth businesses.

Jeremy Duggan, President at Multiverse, said: “Having the right digital skills is essential for any business to scale. As the backbone of the UK economy, it's essential that small businesses are supported to develop these vital skills.

"That's why we're so pleased to partner with Goldman Sachs. Through this initiative, the company will help SMEs develop digital skills through apprenticeships - which are simply the best way to build both capabilities and diversity within an organisation.”

Charlotte Keenan, Managing Director at Goldman Sachs and Head of the Office of Corporate Engagement International said: “Retaining top talent and upskilling the workforce is a critical component for small business growth and something Goldman Sachs is incredibly committed to. We are proud to be partnering with Multiverse - these apprenticeships will enable employees at our 10,000 Small Businesses to progress and help drive business growth across the UK.”

The donation is made possible by the government’s Levy Transfer system. All companies with payroll over £3 million are required to pay 0.5% Apprenticeship Levy - which goes into a pot that can be spent on training costs, or transferred to other organisations such as small businesses.

Multiverse is a startup tech company building an outstanding alternative to university and corporate training through apprenticeships. Last year, the company announced the closing of a $130 million Series D funding round and has trained over 10,000 individuals in tech, leadership and digital skills to date.

In May 2022, the company announced that it would facilitate the transfer of £30m from large organisations to SMEs and charities.

The fully funded apprenticeship programmes have supported more than 30 different SMEs to upskill and future proof their workforce. The training has been delivered by tech start-up Multiverse.

77% of UK organisations are facing a shortage of digital skills, which stifles growth, efficiency and competitiveness. Through this partnership, eligible SMEs enrolled their staff onto Multiverse programmes with the cost of training fully borne by Capita.

It is part of the company’s business and impact goals, to equip Capita’s communities with the digital skills required for today’s world.

Amy Mulready, Global Head of Talent at Capita, said: “The need to equip communities to be able to engage effectively in an increasingly digital world has never been more important. Capita is delighted that in partnership with Multiverse we are able to utilize our apprenticeship levy to fund the training and development that enables this to happen as part of our commitment to being a responsible business.”

Capita and Multiverse began their partnership in December 2021. In that time, more than £1m of funding has been given to 32 different organisations, supporting the training and development of more than 70 individuals.

Learners come from a diversity of backgrounds, representing the communities they operate in. The initiative is in support of Capita’s diversity and inclusion commitments.

The donation is made possible by the government’s Levy Transfer system. All companies with payroll over £3 million are required to pay 0.5% Apprenticeship Levy - which goes into a pot that can be spent on training costs, or transferred to other organisations.

Yet more than £1 billion worth of levy goes unspent each year. That would be enough to create 115,540 apprenticeships✝: enough to almost halve the number of NEET 16-24 year olds.

Multiverse, a startup tech company, is building an outstanding alternative to university and corporate training through apprenticeships. The company now trains over 10,000 tech, leadership and digital apprentices and earlier this year announced that it would facilitate the transfer of £30m from large organisations to SMEs and charities.

Jeremy Duggan, president of Multiverse, said: "Small businesses are the backbone of the economy, and their ability to grow is contingent on having the right skills in place.

“But unlike cash or assets, skills cannot simply be handed over. Through the levy transfer system, Capita has supported the growth of these SMEs by 'donating' these vital digital skills through apprenticeships - which are simply the best way to build capabilities and diversity within an organisation.”

As the first apprenticeship provider to be awarded these powers we are in a prime position to break down barriers to an excellent career, and rethink what outstanding education looks like in today’s world.

The first apprenticeships will enrol on Multiverse Degrees in September, with applications for all 16-24 year olds opening later this year.

We currently work with over 8,000 apprentices, and now an initial cohort of 170 apprentices will be enrolled onto Multiverse Degrees this autumn.

The Multiverse experience already rivals that of a university - with our active Community and careers outcomes. Now, degree apprentices can achieve exactly the same qualifications with meaningful work experience and without debt.

A Multiverse Degree will have the prestige and rigour of a traditional education with all the benefits of an apprenticeship: applied learning, personalised coaching, a paid job and no debt. Our world-class education takes place in the real world, not just in the classroom. 8000 apprentices have been on our programmes, and unlocked the doors to outstanding careers, promotions and pay rises can attest to that.

This is great news for those at the start of their career. Young people turning 18 have been faced with an artificial choice between getting a degree - still a prerequisite for many jobs - or starting a career and learning while they work and earn. Now, they can do both. A salary will replace the debt. A high quality job will replace the risk of being unprepared for the modern workplace.

Applied Degrees

The Multiverse offer is an Applied Degree. It will be taught and tested through personalised coaching and immediate application in the workplace, not theoretical lectures and outdated exams. Unlike a traditional academic degree it will signify what you can do, not just what you know.

Our degrees will offer training in areas that are fuelling today’s economy: like data and tech. The proof is in the impact: our tech and computing programmes, for example, have higher employability than computer science degrees. These Degree Awarding Powers will enable us to take this even further. We’re starting with two programmes this year: the Advanced Data Fellowship and Technology Consulting.

We believe that there should be no barriers for talented people to enter the workplace. Far too often, the existing education system is creating barriers, not breaking them down.

Creating opportunities

In degree apprenticeships at universities, just 12% of those aged 19-24 are from the most deprived areas. Among under 19s, degree apprentices are more than five times more likely to come from the most advantaged neighbourhoods.

We will create opportunities for those that are currently disadvantaged through this system. Of the apprentices we currently place, more than a third meet one or more indicators of socio-economic disadvantage. 52% are women, 23% are Asian ethnicity and 21% are Black. 28% are disabled or have additional support needs.

Multiverse has had an extraordinary 12 months. In August, our first Ofsted inspection saw us receive ‘Outstanding’ in every category, making us the only provider of our size and sector that can claim this accolade. As the inspectors put it: “Apprentices are inspired to have high aspirations by exceptional coaches who are experts in their field.”

We’re also building our unique, world-class model to continue to scale: raising two record breaking rounds of investment. In September, we announced a $130m Series C. And in June, we announced a $220 Series D - making us the UK’s first EdTech unicorn.

Big problems need big solutions - and Multiverse is at the forefront of reinventing the systems of education and work with diversity, equity and inclusion at their heart. Having these powers will give us the flexibility to continue to reimagine what education can be. Our admissions system will test for potential. Our assessment will mirror real-world work demands, not the exam room. And we’ll give learners a route to a debt-free degree: in fact, apprentices will earn while they learn.

Young people have been faced with an artificial trade-off between getting a degree or starting a career and immediately learning real-world skills. Now they can do both. We have a vision for Applied Degrees that allow people to obtain a quality education - but where a salary replaces debt. A high quality job from the start replaces the risk of being unprepared for the modern workplace by the time they graduate. And applied learning and personalised coaching replaces theoretical lectures and outdated exams.

Our degrees will offer training in the areas fuelling today’s economy: like data and tech. Already, our tech and computing programmes have higher employability than computer science degrees. Multiverse’s degree awarding powers enable us to take this even further.

Elisabeth Barrett, VP Learning

The new programme, which was launched as part of the Data Saves Lives strategy, has been praised by Ming Tang, Chief Data & Analytics Officer who expressed how “pivotal” it is for the Data and Analytics community.

31 NHS England employees enrolled on the 15-month apprenticeship programme to enhance their careers and capabilities through learning analytical and data science skills which can then be applied directly into their specific role with support from an expert coach.

NHS England also hired 8 new entry-level apprentices who are also undertaking the same course. The programme exists to create new routes into Data Analytics and Data Science roles within the NHS - widening participation and ensuring a diverse workforce that is representative of the communities the NHS serves.

Chief Data and Analytics Officer at NHS England, Ming Tang, said: “We’ve been on a huge journey during COVID, really demonstrating how data can save lives by using data more effectively to support decision making across the NHS.”

“The pilot objective of making sure our staff have the right skills has been achieved, with 100% of participants reporting that they now have the skills needed to excel in their role and are confident in sharing these learnings with colleagues.

“These skill sets go a long way in providing efficiencies to the NHS, with apprentices reporting a 24% efficiency increase when working with data after completing the programme. It has also enabled us to invest in our employees and their futures and is a fantastic opportunity for those looking to hone their data skills or reskill into a data role, as well as those at the very start of their career.”

Multiverse trains 170 NHS employees in data, project management and leadership programmes, in a wide-ranging partnership that helps the vital organisation grow its in-house skills.

Diversity is at the core of the programmes. 38% of apprentices are from an Asian background, while 50% have one or more ‘contextual flags’, indicating they may be a young carer, care leaver, a refugee, or meet an indicator of socioeconomic disadvantage.

Multiverse CEO Euan Blair added: “Our mission is to create a diverse group of future leaders. I could not be more proud of the fact that we’re working with the NHS to accomplish that - there is no group of people in the country that have shown more diligence, more care, and more resilience during what have been the hardest two years of many people’s lives.

“We design these programmes to be challenging and highly technical, so completing them successfully is clear evidence of excellence. I want to recognise the achievements of everyone who has been part of the pilot programme.”

How Christine used new skills predicted staff absences during COVID-19

Christine Wells, Analyst in the Chief Data & Analytics Directorate who was enrolled on the programme in December 2020 was able to use the new skills from the apprenticeship to predict staff absences during the Omicron wave of the COVID-19 pandemic.

Her line manager, Gavin Bell, said: “Staff absences have a direct impact on patient care, bed capacity, and further medical treatment provided to patients. In the early stages of the Omicron wave, it was vital to have estimates of staff absences ahead of time to assist with planning and staff development during the pandemic to ensure patient needs would be met.

“Christine developed a regression model to predict the number of staff absences ahead of time based on the number of patients admitted & diagnosed with COVID-19. This provides an early warning signal to anticipate staff absences due to the delayed presentation of COVID-19 once being exposed to the virus.”

Christine said: “Before joining the programme, I had no prior knowledge of Python but before long, I was able to develop and enhance my Python skills whilst also applying the content taught on the programme directly back into my role addressing business critical needs.”

Through its Reimagine strategy, Jaguar Land Rover is at the forefront of the rapidly changing automotive industry with a focus on electrification, digital services and data. Leadership in these areas is critical to Jaguar Land Rover delivering a modern luxury experience to its clients now and in the future.

The work with Multiverse is the first of many initiatives planned by the company to increase data capability and invest in employees’ skills to meet the needs of the business during its transformation and in the future.

The shortage of data skills is estimated to cost UK businesses £2 billion a year, with 1 in 10 jobs requiring data expertise and 100,000 data positions unfilled. Multiverse is looking to fill this skills gap by building an outstanding alternative to university and corporate training through apprenticeships. It now trains over 8,000 tech, leadership and digital apprentices.

Through the collaboration, a Data Fellowship course, delivered by Multiverse, will be offered to employees. The 15-month course covers topics including data modelling, analysis, Python, and Machine Learning, and will support thousands of Jaguar Land Rover's employees to make the transition from spreadsheets and desktop data work to working on the cloud. The first 400 employees enrolled this summer, with additional groups launching each quarter.

Clive Benford, Chief Data Officer, said: "The automotive industry is rapidly changing to become digital and electric. The management and utilisation of increasingly high volumes of data in this new era will be central to Jaguar Land Rover’s future. We need to create a data-first mindset that will support our growth, enhance the customer experience, and increase the productivity and expertise of our teams.

"The business’ own digital transformation is already underway with software-over-the-air, which demonstrates the power of effectively harnessing data. The primary goal of our partnership with Multiverse is to empower all our employees to utilise data, gain insights from it and develop valuable solutions."

Euan Blair, founder and CEO of Multiverse, said: "This ambitious and far-reaching programme is one of the largest data apprenticeship programmes ever launched in the UK, and will deliver world-class training in data to hundreds of people on an ongoing basis. Jaguar Land Rover's investment in apprenticeships shows the premium placed on data skills and the power of apprenticeships to deliver impactful new skills into a business through applied learning."