Take data on individual or population health and use of services and other forms of evidence and turn it into health and care intelligence.
This apprenticeship develops the skills to collect, analyse and interpret health and care data and translate it into intelligence that influences real decisions. Apprentices learn to define information requirements, advise on appropriate data sources and analytical methods, design bespoke data collections, and manage data sharing agreements in line with information governance legislation. They also develop the ability to review and apply research evidence alongside quantitative analysis, and to communicate findings clearly to non-technical audiences including senior managers and elected representatives.
Week to week, apprentices work across a mix of planned outputs and ad hoc requests. This includes querying health datasets, producing analysis using tools such as SQL, R, Python or Power BI, and writing reports for boards, commissioners or public health teams. They present findings to senior decision makers, liaise with IT and data teams on access and governance, and support colleagues with interpreting data. They may also contribute to annual population health reports or service evaluation projects.
Completion typically leads to senior analyst or intelligence manager roles within NHS organisations, local authorities, central government bodies such as NHS England or UKHSA, or arms-length bodies and public health teams. Typical job titles include senior information analyst, senior business intelligence analyst and insight and intelligence manager. From there, progression routes lead into head of intelligence, public health consultant or director-level roles overseeing data strategy and population health functions across integrated care systems or national organisations.
Sorted by achievement rate.
No training providers currently listed for this standard.
Completing this apprenticeship typically leads to senior or principal-level analytical roles. Common job titles include Senior Information Analyst, Principal Information Analyst, Senior Business Intelligence Analyst, Senior Cancer Information Analyst, Insight and Intelligence Manager, and Senior Information Scientist. These are substantive positions with responsibility for producing analytical outputs that feed directly into service planning, commissioning decisions, and policy development, rather than supporting roles working under close direction.
From a senior analyst position, two broad tracks tend to open up. The leadership track moves towards roles such as Head of Intelligence, Head of Information, or Director of Analytics, with responsibility for teams, organisational data strategy, and relationships with executives and boards. The specialist track goes deeper into areas such as epidemiology, population health modelling, or data science applied to health records. Both tracks typically involve increasing responsibility for governance, data sharing agreements, and shaping how organisations use evidence. Fellowship of the Faculty of Public Health or chartership through professional bodies is a realistic longer-term credential for those on the specialist track.
The primary employers are NHS organisations, including integrated care boards, acute trusts, mental health trusts, and specialist commissioning bodies. Public health teams within local authorities are significant hirers, as are arm's-length bodies such as NHS England, UKHSA, and NHSE regional teams. Academic Health Science Networks, Office for Health Improvements and Disparities, and health-focused consultancies also recruit at this level. Roles exist across all UK regions, with a concentration in larger urban areas and national hubs.
Throughout the apprenticeship, learning happens alongside employment. The apprentice applies analytical and intelligence skills directly in their day-to-day role, building competence in areas such as data analysis, evidence synthesis, stakeholder communication and project leadership. Before final assessment, both the employer and training provider confirm the apprentice is ready, a stage often called the gateway. Final assessment then confirms that the apprentice can perform the full range of knowledge, skills and behaviours expected of a health and care intelligence specialist at this level. Assessment models for many Level 7 standards are currently being updated, so check the standard's gov.uk page for the current specification.
From the start, apprentices should keep a running record of work they have produced, such as analytical reports, presentations to senior stakeholders, data sharing agreements and project documentation. Waiting until near the end to gather evidence makes the process significantly harder. Regular structured conversations with both the line manager and the training provider help track progress against the standard's requirements and identify any gaps early. Building a body of real, varied workplace evidence over time gives the clearest demonstration of competence when the readiness gateway approaches.
Providers worth serious consideration will have an achievement rate above 65% for this standard, ideally above 75%, given the academic demand of a Level 7 programme. Look for tutors who have worked directly in NHS analytics, public health intelligence or commissioning, not just generic data science backgrounds. Strong providers will have clear structures for supporting apprentices through data governance and information legislation, real exposure to NHS data flows and tools such as SQL, R, Python, or NHSD platforms, and genuine employer engagement at a strategic level rather than just administrative check-ins.
Be cautious of providers who can't describe how they cover health-specific data legislation, including data sharing agreements and patient confidentiality frameworks, since these are core to the role rather than optional extras. A high learner volume with a declining or opaque achievement rate is a serious concern at Level 7. Generic data or business intelligence programmes repurposed loosely for health settings rarely give apprentices the stakeholder communication skills or the population health context the end-point assessment tests. Vague answers about how they support the apprentice's off-the-job learning alongside NHS shift demands are also a warning sign.
There are no nationally mandated entry qualifications set in the apprenticeship standard itself, so employers set their own criteria. In practice, candidates typically hold a degree or have significant experience in analytical, public health, or health informatics roles. The apprentice must be in paid employment throughout and the role must genuinely require the knowledge and skills this standard covers. Employers should confirm eligibility with their chosen training provider before enrolling.
The typical duration is 36 months. The apprentice remains employed and carries out their normal job throughout, combining work with structured learning. A portion of their contracted hours must go towards off-the-job training, though the exact percentage is subject to ongoing reform under Skills England. Check the current funding rules on gov.uk for the up-to-date requirement before agreeing a training plan with your provider.
The apprentice must pass through a gateway before moving to end-point assessment. At the gateway, the employer and training provider confirm the apprentice has met all occupational competency requirements. Assessment models for many Level 7 standards are currently being reviewed, so the specific assessment methods, such as project reports, professional discussions or portfolio elements, may change. Always refer to the current version of the assessment plan on the Institute for Apprenticeships and Technical Education pages on gov.uk.
The funding band for this standard is £17,000, which is the maximum that can be drawn from apprenticeship funding to cover training and assessment costs. Levy-paying employers use funds from their digital apprenticeship service account. Non-levy employers co-invest with the government, currently paying 5% of the agreed training cost with the government contributing the rest. Employers with fewer than 50 employees who take on an apprentice aged 16 to 18 pay nothing; the government covers the full cost.
Day-to-day work involves collecting, linking and analysing health and care datasets, then turning that analysis into reports, briefings and presentations for senior managers, boards and elected councillors. Responsibilities include managing data sharing agreements, ensuring compliance with patient data legislation, advising colleagues on appropriate data sources, and overseeing junior analysts. Work is a mix of routine outputs such as annual performance reports, bespoke analytical projects, and ad hoc requests responding to emerging policy or operational questions.
Completion typically positions someone for senior or principal-level analyst and intelligence manager roles within NHS organisations, local authorities, central government, arm's length bodies or public health teams. Some move into population health, epidemiology or commissioning leadership functions. The Level 7 outcome also provides a foundation for further academic study, including postgraduate qualifications in public health, health data science or related fields, and may support applications for membership of relevant professional bodies.
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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: 580.
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.