The Level 7 Post Graduate Engineer, and the 7 providers delivering it.
Developing innovative solutions to complex technical engineering problems
About this apprenticeship
What this apprenticeship covers
Apprentices at this level develop the skills to solve complex engineering problems, often using new or existing technologies and taking technical accountability for the solutions they design. The programme spans a wide range of engineering disciplines, including software, integrated systems, mechanical, electrical, electronic, electromechanical, fluid power and materials. Alongside technical depth, apprentices build competence in managing risk, applying innovation, and taking ownership of complex systems, equipping them to operate at a level equivalent to a master's degree.
Day-to-day responsibilities
Working within an engineering team, a post-graduate engineer will analyse technical problems, develop and evaluate solutions, and take responsibility for design decisions on complex systems. Week to week this might involve running simulations or testing, interpreting data, writing technical reports, contributing to design reviews, and working across disciplines with colleagues in manufacturing, software, or systems integration. The role typically involves some independent technical judgement rather than working entirely under supervision.
Career outlook
Completing this apprenticeship positions engineers for senior technical or specialist roles, including principal engineer, systems engineer, design engineer, or technical lead, depending on the discipline. Employers across aerospace, defence, automotive, energy, rail, and advanced manufacturing hire at this level, along with technology companies working in integrated or embedded systems. With experience, engineers can progress to chief engineer, technical authority, or management roles. The level 7 qualification also provides a foundation for chartered engineer registration with a relevant professional engineering institution.
Top providers by achievement rate
View the full Post Graduate Engineer provider ranking
Official 2024/25 achievement rates for Post Graduate Engineer, published by the Department for Education. Learner numbers shown - providers with fewer than 30 leavers are listed separately. Only one provider has enough 2024/25 data to be ranked for this standard, so this is a short table rather than a competitive field. The DfE rounds achievement and leaver counts to the nearest 10, so a rate marked * is approximate and the true figure may be lower. How this table works
| # | Provider | Achievement rate | Pass rate | Learners |
|---|---|---|---|---|
| - | National average for this standard(110 leavers nationally) | 68.1% | ||
| 1 | 66.1%-2 | 100% | 60 | |
| – | Cranfield University few learners | 100% | 100% | 10 |
| – | University of Portsmouth few learners | 92.9% | 100% | 10 |
| – | Aston University few learners | 68.2% | 93.8% | 20 |
Contains public sector information licensed under the Open Government Licence v3.0. Source: Department for Education, apprenticeship national achievement rate tables, 2024/25. Rankings are compiled by FATP and are not endorsed by the DfE. Providers with DfE-suppressed data (very few learners) are not shown.
Career outcomes
Roles after completion
Graduates of this programme typically move into roles such as Systems Engineer, Mechanical Design Engineer, Electrical Engineer, Software Engineer, Electromechanical Engineer, or Integration Engineer. The specific title depends on the discipline followed during training. In most cases, the apprentice takes on genuine technical responsibility from day one post-completion, working on product development, system design, or process improvement rather than in a support or junior capacity.
Progression paths
Within three to five years, engineers in these roles commonly progress to Senior Engineer or Lead Engineer level. Beyond that, two distinct tracks tend to open up. The leadership track leads toward Engineering Manager, Chief Engineer, or Head of Engineering. The specialist track allows engineers to develop deep technical authority, moving into Principal Engineer or Fellow-grade roles, particularly in organisations with formal technical career ladders. Chartership with a relevant professional body, such as the IMechE, IET, or BCS, is a common milestone along both paths.
Where these roles sit
Employers span a wide range of sectors, including aerospace and defence, automotive, rail, energy, advanced manufacturing, and telecoms. Both large multi-site engineering organisations and specialist SMEs hire at this level. The public sector, particularly defence agencies and infrastructure bodies, is also a significant employer. Because this standard covers multiple engineering disciplines, demand is spread across the UK rather than concentrated in a single region or industry.
How it's assessed
How the apprenticeship is assessed
Learning happens in the workplace throughout the programme, with the apprentice applying postgraduate-level engineering knowledge and judgement to real projects and technical problems. Before formal assessment begins, the apprentice and employer confirm readiness at a gateway point, demonstrating that the required knowledge, skills and behaviours have been developed to the standard expected at Level 7. Final assessment then confirms whether the apprentice can perform independently at that level, including solving complex engineering problems and taking technical accountability where required. Assessment arrangements for many Level 7 standards are currently being updated, so check the standard's gov.uk page for the current specification.
What learners need to prepare
Building a strong body of workplace evidence from the start of the programme is more effective than trying to compile records near the end. Apprentices should document the engineering projects and technical decisions they contribute to, keeping clear notes on outcomes and their own role in reaching them. Close, regular communication between the apprentice, employer and training provider is important for tracking progress against the standard and ensuring nothing is left to the final months. Consistent record-keeping throughout makes the gateway review far more straightforward.
Choosing a provider
What good looks like
Look for providers whose tutors hold postgraduate engineering qualifications themselves or have direct industry experience at an equivalent technical level. On FATP profiles, an achievement rate above 65% is a baseline expectation for a 30-month programme at this level; above 75% suggests the provider is supporting apprentices through the more demanding end-point assessment effectively. Because this standard spans disciplines from software and integrated systems through to mechanical and electromechanical engineering, check that the provider's covered standards on their profile actually align with your specific engineering discipline rather than offering a generic catch-all programme.
Red flags to watch for
Be cautious if a provider cannot clearly describe how off-the-job training maps to postgraduate-level engineering problems rather than graduate-level content. A high volume of learners combined with a falling achievement rate often points to stretched academic staff and weak individual supervision. Vague answers about how workplace projects are assessed, or a lack of examples of alumni working at senior or principal engineer level, suggest the programme may not be stretching apprentices to the standard the funding band justifies.
Questions to ask before you commit
- What engineering disciplines have your current and past cohorts worked in, and how do you adapt the programme to match our specific technical environment?
- How do your tutors stay current with the engineering methods and standards relevant to our sector?
- What is your achievement rate for this standard over the last two years, and what were the most common reasons apprentices did not complete?
- How are workplace engineering projects selected and assessed, and who signs off on the level of technical complexity?
- What does your end-point assessment preparation look like, and how many of your apprentices pass at distinction?
- How large is a typical cohort for this standard, and what is the staff-to-apprentice ratio for academic supervision?
- Can you connect us with employers whose apprentices have completed this programme and moved into senior engineering roles?
Common questions
Who is eligible to start a Post Graduate Engineer apprenticeship?
Applicants typically need a relevant undergraduate engineering degree or equivalent prior learning at Level 6. Employers set their own entry criteria on top of that baseline, so requirements can vary. The apprenticeship is aimed at people already employed in an engineering role who need postgraduate-level knowledge and skills. Prior experience in a relevant discipline, such as mechanical, electrical, software or systems engineering, will usually be expected alongside the academic entry requirement.
How long does the apprenticeship take and what does the time commitment look like?
The typical duration is 30 months, though the exact minimum and off-the-job training requirements are subject to ongoing review under current Skills England reforms. Throughout the programme, the apprentice remains employed full-time, applying learning directly to their engineering role. Check the current specification on the Institute for Apprenticeships and Technical Education page for this standard at gov.uk to confirm the latest requirements before making a commitment.
How is the Post Graduate Engineer apprenticeship assessed?
Before taking the end-point assessment, the apprentice must pass through a gateway, at which point the employer, training provider and apprentice confirm that the required knowledge, skills and behaviours have been demonstrated to the necessary standard. Assessment models for many higher and degree apprenticeships are currently being updated, so the precise end-point assessment method, whether that includes a project report, professional discussion or other component, should be verified against the current specification on gov.uk.
How does an employer pay for this apprenticeship?
Larger employers who pay the apprenticeship levy use their levy account to fund training costs up to the funding band maximum of £27,000. Smaller employers co-invest with the government, currently paying 5% of the training cost with the government contributing the remainder, up to the funding band cap. Employers with fewer than 50 staff taking on an apprentice aged 16 to 18 pay nothing; the government covers the full cost. Costs above the funding band cap are met by the employer.
What does a Post Graduate Engineer actually do day to day?
Day-to-day work typically involves developing technical solutions to complex engineering problems, often drawing on innovation or new technology. Depending on the discipline, that could mean designing integrated systems, analysing materials performance, developing software for engineering applications or managing risk on complex electromechanical or fluid power projects. The role usually carries a degree of technical accountability, meaning the engineer is expected to make and justify engineering decisions rather than simply follow instructions.
What can a Post Graduate Engineer do after completing the apprenticeship?
Completing a Level 7 engineering apprenticeship puts the individual in a strong position to seek chartered engineer status with a relevant professional body, such as IMechE, IET or the BCS, depending on their discipline. From there, progression routes include senior engineering roles, technical leadership positions or movement into project management and consultancy. Some choose to pursue further academic qualifications. Employers in aerospace, defence, energy, manufacturing and infrastructure are among the sectors that regularly hire at this level.
7 approved providers
Providers with a published achievement rate for this standard first, highest rate at the top. Providers without a published rate for this standard follow.
Cranfield University offers a portfolio of apprenticeship and work-based learning routes focused on ...
The University of Portsmouth offers a wide range of degree apprenticeships that combine paid employm...
The University of Warwick is a Russell Group university that delivers an extensive portfolio of degr...
The University of Chichester is a registered provider of higher and degree apprenticeships, enabling...
Buckinghamshire New University (BNU) delivers higher and degree apprenticeships as a substantial par...
The University of Strathclyde is an international technological university that delivers a broad por...
The University of Sussex offers a growing portfolio of degree apprenticeships designed for both empl...
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Is an apprenticeship the right route?
Not always. An apprenticeship funds 12-24 months of structured, assessed learning for someone in a role. If you need a skill in weeks, are training someone already senior, or the person is not on your payroll, a short commercial course can be the better instrument. When to choose an apprenticeship and when to choose a course.
Curated by Alex Lockey, FATP founder and editor.
Data updated 7 Sept 2026Written guidance reviewed
Sources include the apprenticeship's official specification on apprenticeships.gov.uk, Skills England standards and funding bands, Ofsted inspection reports, and provider data sourced directly from the public Apprenticeship Provider and Assessment Register (APAR). Standard reference: 166.
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.