What is Training Bridge?
Training Bridge is a bilateral exchange programme designed to promote British-German co-operation in the field of work-based training. Through the reciprocal exchange of apprentices and staff with other organisations in Germany, UK organisations can foster long-term bilateral training and business partnerships.
Click here to read our brochure or visit UK German Connection page for further information
Grant Support
What are the benefits?
How do i apply?
Preparatory Visit Application Form
Preparatory Visit Financial Spreadsheet
Exchange Visit Application Form
Exchange Visit Financial Spreadsheet
Guidelines Document
Frequently Asked Questions
What does a typical partnership involve?
How do I find a partner?
What is the selection criterion for an exchange project?
What will the British Council do with our application?
What is expected of the apprentices participating in an exchange?
Case Studies
Feedback
Contact us
Vocational exchange placements: 2 to 4-week placements in German companies for apprentices and other employees on work-based training programmes
Preparatory visits: 2-3 day visit to Germany for UK trainers and project co-ordinators to make contacts in their partner organisation and plan the exchange placements.
Trainer observation visits: a visit for up to 1 week to undertake an in-depth comparison of business and training practices in the German partner organisation.
The average funding for a project involving 8 participants and 1 project coordinator is approximately £10,000. Grants are awarded to organisations to help cover the principal costs of the project such as:
- Language training
- Travel
- Insurance
- Accommodation in Germany
In response to the growing need for employees to have international competences and qualifications, Training Bridge aids businesses and their trainees to gain a wider perspective through the other country's world of work. Beyond upskilling staff, some unique benefits of the programme are:
- Improved motivation and commitment from trainees
- Further status of corporate training programmes
- Long-term business and training links
- Straight-forward application process, flexible programme structure, and project support from British Council
"The apprentices learnt much from engaging with a different culture and most reported an increase in their self-confidence. The employers from both countries were enthusiastic about the exchange from the outset and became more so as the project advanced" Stephen Plant, Project Co-ordinator
"Valuable contacts and friendships have been forged between our two companies. This can only help future business arrangements". David Hicks, Project co-ordinator
To apply for preparatory visit funding, please complete and submit the following documentation at any point during the year:
Preparatory Visit Application Form (85KB, MS Word)
Preparatory Visit Financial Spreadsheet (273KB, MS Excel)
To apply for exchange visit funding, please complete and submit the following documentation by any of these deadlines:
1 December
1 May
1 September may also be an additional deadline if there is still funding available after 1 Dec and 1 May application rounds. Contact us for more details.
Exchange Visit Application Form (125KB, MS Word)
Exchange Visit Financial Spreadsheet (125KB, MS Excel)
It is recommended that you read the following guidelines before applying. These guidelines have been created to assist in the application process and in developing your exchange project.
Guidelines Document (91KB, MS Word)
•A preparatory visit and/or observation visit for trainers and project co-ordinators to agree common objectives, finalise details of the trainee exchange visits, and exchange best practice in training
•40-60 hours of language and cultural training for apprentices
•An exchange of 2 to 10 apprentices for a period of normally three weeks
•Reciprocal visit by apprentices and staff from your partner organisation
•Apprentices’ reports on their learning development
•Project co-ordinator report on the impact of the exchange on your organisation.
A suitable partner is critical to the success of exchange projects. Once you have identified a partner, the application process is fairly straight-forward. We expect you to approach potential partners, but the British Council and InWent can help you to identify appropriate partners. Training Bridge also encourages the use of multiple partnerships. Contact us for more information.
•Appropriate German and UK partners identified
•Practical hand-on training activity arranged in a partner company
•Clear vocational learning objectives for the partnership
•Defined work-plans and schedule for the exchange period
•A time scale that allows for a preparatory visit, apprentice selection, language training, reciprocal exchange visits and project development
•Potential for long-term sustainability
•Management support and business objectives
•Carefully planned evaluation and dissemination of project outcomes.
•Though preparatory applications can be submitted and approved at anytime, we must discuss all exchange applications with our German partner InWent after the 1 December or 1 May deadlines
•Both the German partner and UK partner applications must be approved to receive Training Bridge grants
•Unsuccessful applications are discussed and can be re-submitted
•Successful applications are sent two contracts for signing and receive 50% of the grant upfront
In the UK, funding is currently only available in England. If you are from Scotland, Wales or Northern Ireland please contact us
- Improve their language skills
Language and cultural training is integral part of the preparation. Participants should be able to function in their host environment. Typically participants will spend up to 60 hours in language preparation although this can be adjusted to reflect their existing language skills.
- Engage as fully as possible in the exchange visit
Apprentices are expected to commit fully to the exchange as representatives of their home company and should be eager to receive hands-on training in the host company. The exchange visit is meant to be an invaluable international training experience with most apprentices working an average of 90 hours during three week visit. Social and work activities will likely be planned with apprentices from the partner company to maximize both cultural engagement and training objectives.
- Gain recognition for learning
The exchange can be incorporated into existing training plans and used to develop and accredit skills, through:
•formal qualifications (NVQs, BTECs and HNCs)
•apprenticeship
•informal accreditation (personal development plans and key skills)
•Europass
•Become involved in online discussions
The Training Bridge Forum in the UK-German connection page will offer Training Bridge participants the opportunity to plan and discuss their time in Germany, exchange tips and compare experiences online.
This Training Bridge project was co-ordinated in the UK by Shell UK to exchange eight apprentices with Shell Deutschland in Germany. During the three-week exchange in Germany, the UK apprentices work-shadowed the eight participating German apprentices and were given placements similar to their current job roles. Shell UK managerial staff also benefited by observing training practices in Shell Deutschland’s refinery.
The programme built upon their previous exchange’s success, the intention of which was to:
-expose young people to other methods of training and working
-demonstrate the European business and provide an international experience
-forge long-term relationships with their European colleagues.
In addition to this, the project added to the previous practices of building relationships with others in order to share information and improve short term and long term performance.
Examples of good practice were:
i)reviewing all aspects of their previous exchange (2006)
ii)using a systematic approach to plan the exchange (2007-2008)
iii)ensuring Emergency Procedures were in place, including contact names and telephone numbers
iv)participation of some of the refinery personnel during the “free time” excursions (in particular those that were to mentor / accompany the students whilst on Site)
v)consider / discuss all options before making any arrangements e.g. transport, accommodation, excursions etc in order to ensure costs were controlled
vi)regular contact with the students and colleagues at Rheinland Refineries
vii)Rheinland and Stanlow students working together on training exercises to problem–solve
viii)Students acting as hosts / guides to their visitors
ix)Integrating the Cultural experience e.g. history of Stanlow and Chester
x)Identifying sufficient / optimal free – time activities
“Training Bridge has enhanced the students communication and social skills and has generated a greater appreciation of both UK and German cultures … in addition, the practice of working with their Rheinland colleagues has contributed to a greater appreciation of team working, how it can be applied across artificial borders and how to communicate effectively” Alan Sweenie. Shell UK Project Coordinator
Thanet College is a Further Education College providing training to promote employment opportunities in East Kent. Their German college partner specialises in vocational training. They have an on-going educational relationship with each other which has been maintained through the use of their on-line student collaboration using their Virtual Learning Environment.
The whole exchange was supported by using the internet and college Virtual Learning Environment to create a virtual classroom to support a learning community before, during and after the exchanges.
The students formed social relationships, helped to educate each other about their country, shared comparative work experiences and completed various induction tasks to help prepare for the visits by supporting each other in preparing personal learning activities.
The exchange was of immediate benefit to their participants who learnt about the differences in cultural, ethical and business practices between the two countries in tackling similar business and commercial problems in running successful enterprises.
“With regards to Thanet College, the feedback and publicity generated from the programme will be an excellent tool for future recruitment …the partnership between Berufskolleg and Thanet College has strengthened as a result of this Exchange and will continue to enrich the experience of teaching and learning at both colleges” Kim Neve, Project coordinator, Thanet College
The apprentices for this 2007-2008 pilot project between Airbus UK and Airbus Deutschland were selected from the Aircraft / Manufacturing / Engineering Sector. The project allowed the trainees visibility of working in another manufacturing site within Airbus global entity and enabled them to participate in the production of related items for Airbus Broughton.
The placement period in Germany was for a three week duration where a week was held at the Bremen manufacturing site and two weeks on an intercultural programme. This enabled their trainees to work towards completing activities that constituted part of their apprenticeship. This included both vocational i.e. NVQ Level 3 and / or key skills activities e.g. improving own learning, Problem Solving and working with others.
“The German language training was very useful; we are contemplating carrying on with the training as the trainees enjoyed it very much … the trainees were very impressed by the German Airbus sites on manufacturing … Team working, improving own learning and performance are only a few of the benefits of taking part in the Training Bridge programme …The project was very successful and positive feedback was had by all those concerned” Kim Shallcross, Project coordinator, Airbus UK.
10 engineering apprentices from both Southern Railways and Siemens Braunschweig spent three weeks on work placements in their partner company. The aims of the reciprocal visits were for the apprentices to increase their awareness of other business models and engineering working practices.
The UK apprentices were given the opportunity to witness and test automatic warning equipment that Siemens was developing for use on the UK rail network. Participants said how much they valued the opportunity to see how another country runs their railway service and how they train their staff.
A DVD of produced by the project team to include interviews with apprentices before and after their exchange. The DVD illustrated the typical outcomes of a Training Bridge exchange. These are: significant development in the apprentices’ language skills, increased employability and cultural awareness as well as wider technical skills and greater motivation.
“The benefit of a relationship with Siemens is that we are able to take from them best practice and they’re able to take from us best practice of working methods and put that back in the workplace certainly through students and they can take that through hopefully into management positions as they move forward. So we really think that the benefits for everyone are there to be seen.” Lawrence Cramer, Head of Learning and Development, Southern
“Further apart from my work, I can understand what happens before and after. I am not just working in a depot; I can see other parts of the train industry.” Jamie Bryant, apprentice, Southern
“I think the exchange is a fantastic experience that all students should get an opportunity to do. I have thoroughly enjoyed this trip and i have become a more confident and skilled person of it.” Quin T, Trainee, York College
“As this is a pilot project for Airbus UK with Training Bridge, all the help and support has been excellent. I would encourage other organizations to be involved in and support trans-national projects.” Kim Shallcross, Project Co-ordinator, Airbus UK
"Generally huge personal development outcomes were achieved” Karen Dyke, Project Co-ordinator, Bournemouth & Poole College
“Apprentices felt they would definitely contribute more, be more confident to state their ideas and also felt more drive in terms of progressing their careers“ Lisa Rowntree, Project Co-ordinator, York College
“The fact that Training 2000 are oversubscribed by their companies who wish to send their apprentices to Germany demonstrates that the business’ involved think that they gain from the exchange and the Training Bridge Programme” Geoff Hayhurst, Project Co-ordinator, Training 2000
“The feedback and publicity generated from the exchange will be an excellent tool for future recruitment” Kim Neve, Project Co-ordinator, Thanet College
“It was a once in a lifetime experience and I thoroughly enjoyed it. I would recommend it to anyone!” Bryan Robinson, Trainee, York College
“I was extremely satisfied with the organisation of the conference – thank you!”
“Conferences such as these cannot be undervalued … they are vital to plan and execute a first class exchange scheme which meets the need of the apprentices and of our respective companies!”
“The workshops were useful to gain experience, knowledge and new ideas from other partnerships”
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