FATP · an independent directoryApprenticeship data sourced from DfE, ESFA and IfATEUpdated daily · GB
L6Apprenticeship553 approved providers
The Level 6 Chartered Manager (Degree), and the 3 providers delivering it.
Taking responsibility for long-term organisational success, managing people, projects, operations or services.
About this apprenticeship
What this apprenticeship covers
This degree-level apprenticeship develops the skills to lead people, manage operations and take accountability for long-term organisational outcomes. Apprentices study management theory alongside practical application, covering areas such as strategic thinking, financial decision-making, people management, project delivery and organisational behaviour. The programme leads to a full bachelor's degree in management or business, combined with Chartered Manager status through the Chartered Management Institute (CMI) on completion.
Day-to-day responsibilities
Apprentices typically carry genuine management responsibility throughout the programme, not just at the end. Week-to-week work involves leading a team or department, managing budgets or resources, overseeing projects from planning through delivery, and reporting on performance to senior stakeholders. They are expected to apply academic learning directly to their employer's context, which means producing work-based assignments, contributing to strategic decisions and handling the practical problems that come with running a team or service.
Career outlook
Completing this apprenticeship positions someone as a qualified, chartered manager with a degree, which opens mid-to-senior management roles across most sectors. Common job titles include operations manager, department manager, service manager and project manager, with progression routes towards senior leadership or director-level positions. Employers tend to be larger organisations with the structure to support degree-level study alongside real management responsibility, including public sector bodies, NHS trusts, financial services firms, logistics companies and large retailers. The CMI chartership also provides a recognised professional credential that supports career mobility.
3 approved providers
Sorted by achievement rate.
Corndel
Employer: 4.0
Corndel is a UK-based strategic skills partner that helps employers use the Apprenticeship Levy to f...
Anglia Ruskin University ARU
Employer: 3.0
Anglia Ruskin University (ARU) is an innovative UK university offering a wide portfolio of learning ...
Abingdon and Witney College
Employer: 4.0
Abingdon & Witney College is a further and higher education college in Oxfordshire offering a wide r...
Career outcomes
Roles after completion
Completing this standard typically leads into roles such as Operations Manager, Business Unit Manager, Department Manager, or Senior Project Manager. Some graduates move directly into a General Manager position, particularly in smaller organisations. Others take on a Team Leader or People Manager role with a clear mandate to progress, having demonstrated the strategic and commercial capabilities the degree-level qualification develops.
Progression paths
Within three to five years, many move into Senior Operations Manager, Head of Department, or Regional Manager roles. The leadership track points toward Director-level positions, including Operations Director or Head of Business Development, over a longer horizon. The specialist track is less common at this level, but some move into management consultancy, organisational development, or change management, particularly those who build expertise in a specific sector during the apprenticeship.
Where these roles sit
Employers across almost every sector hire for this standard. Large private-sector organisations use it to develop internal management pipelines in retail, logistics, financial services, manufacturing, and professional services. NHS trusts, local authorities, and central government departments run cohorts for existing staff moving into management. Mid-sized businesses use it to professionalise a management layer that has grown through experience rather than formal training. The qualification suits both early-career learners and established employees seeking a structured pathway to chartered status.
How it's assessed
How the apprenticeship is assessed
Throughout the apprenticeship, learning takes place within the workplace, with the apprentice applying management knowledge and skills directly to their role. Before final assessment, a gateway review confirms the apprentice is ready to proceed, typically requiring sign-off from the employer and training provider that the required knowledge, skills and behaviours have been demonstrated. Final assessment then confirms competence at a level appropriate to chartered management practice, including the ability to take responsibility for people, projects, operations, or services over the long term. Assessment models for degree-level standards are currently being updated, so check the gov.uk standard page for the current specification.
What learners need to prepare
Collecting evidence of real management activity from early in the programme makes a significant difference at gateway. Apprentices should keep records of decisions made, projects led, and people managed rather than attempting to reconstruct this at the end. Working closely with both the employer and the training provider to understand what evidence is expected, and reviewing progress regularly against the standard's knowledge, skills and behaviours, means there are no surprises when the gateway review arrives. Degree-level work will also form part of the academic assessment alongside the employer-based evidence.
Choosing a provider
What good looks like
Look for providers with an achievement rate above 65% on their FATP profile; for a 48-month degree apprenticeship at this level, completion rate matters more than headline enrolment numbers. Strong providers will have genuine relationships with employers across the business and administration sector, visible in high employer satisfaction scores (above 80% is a reasonable benchmark). The degree element should be delivered by an accredited university partner with CMI or equivalent chartered body recognition built in, not bolted on. Check that off-the-job learning covers real management practice: budgeting, people decisions, operational planning, not just theory modules.
Red flags to watch for
Be cautious of providers with large cohorts but declining achievement rates, which often signals stretched support for a programme that demands sustained commitment across four years. Vague answers about how they handle the end-point assessment, particularly the degree classification and the CMI professional review, are a warning sign. Providers who cannot show you alumni now working at a senior or middle-management level, or who struggle to describe how they adapt delivery to your sector, are worth avoiding. Generic off-the-shelf content with no employer-specific project work should also give you pause.
Questions to ask before you commit
- What is your current achievement rate for this standard, and how has it changed over the last two years?
- Which university delivers the degree, and what is its CMI accreditation status?
- How do you structure the management projects, and can apprentices apply them directly to their own organisation?
- What does employer involvement look like beyond signing the initial commitment statement?
- How do you support apprentices who are already in management roles rather than aspiring to them?
- What is your typical cohort size, and how is pastoral and academic support allocated?
- Can you introduce us to employers who have previously put staff through this programme?
Common questions
What are the entry requirements for the Chartered Manager (Degree) apprenticeship?
Entry requirements are set by individual training providers, but most expect applicants to hold A-levels or equivalent Level 3 qualifications. Some providers accept relevant work experience in place of formal qualifications. Apprentices must be employed in a role where they can genuinely practise management, taking real responsibility for people, projects, operations or services. Check directly with your chosen provider for their specific academic and professional criteria before applying.
How long does the apprenticeship take and how is the learning structured?
The typical duration is 48 months, though individual programmes may vary. Apprentices remain employed throughout, applying their learning directly to their day job. Study is split between on-the-job experience and off-the-job learning, which could involve university attendance, online study or block releases. The current minimum off-the-job requirement is subject to revision under ongoing Skills England reforms, so check the latest specification on gov.uk for the figure that applies to your programme.
How is the apprenticeship assessed and what is the gateway?
Before taking the end-point assessment, apprentices must pass through a gateway, a formal checkpoint where the employer, training provider and apprentice confirm that the required knowledge, skills and behaviours have been demonstrated to the standard needed. Assessment typically combines a work-based project and a professional discussion. Assessment models for many standards are currently being reviewed, so refer to the current assessment plan on gov.uk to confirm the exact methods that apply.
How does an employer pay for this apprenticeship?
The funding band for this standard is £22,000, which is the maximum that can be drawn from the apprenticeship levy or claimed through government co-investment. Levy-paying employers use funds held in their Digital Apprenticeship Service account. Non-levy employers typically pay 5% of the training cost, with the government contributing the remaining 95%. Employers with fewer than 50 staff taking on an apprentice aged 16 to 18 pay nothing. Costs are paid directly to the training provider, not the apprentice.
What does a Chartered Manager apprentice actually do day to day?
The role centres on real management responsibility. Apprentices lead and develop teams, manage budgets or resources, oversee projects or operational delivery and contribute to strategic planning decisions. They handle performance conversations, resolve operational problems and represent their team or function to senior stakeholders. The work is not simulated; apprentices must be in a genuine management role where the decisions they make have a measurable impact on their team or organisation.
What can an apprentice do after completing this apprenticeship?
Completing this apprenticeship gives the apprentice a degree-level qualification and eligibility to apply for Chartered Manager status through the Chartered Management Institute or equivalent professional body. That opens routes into senior management, director-level or specialist leadership roles. Some graduates move into programmes such as senior leader apprenticeships or postgraduate study. The qualification is recognised across a wide range of sectors, so progression is not limited to the employer where the apprenticeship was completed.
Not sure which provider fits?
Tell us a bit about your team and we'll send a shortlist.
Need help choosing a provider?
Tell us your requirements and we'll match you with the right training providers.
Curated by Alex Lockey, FATP founder and editor. Last reviewed: .
Sources include the apprenticeship's official specification on apprenticeships.gov.uk, Skills England guidance, IfATE archive records, DWP funding bands, and provider data sourced directly from the public Apprenticeship Provider and Assessment Register (APAR). Standard reference: 55.
Some sections on this page were drafted with AI assistance from published source data and reviewed by a human editor before publication. See our editorial methodology for how we maintain this content. Spotted something out of date? Tell us.