The role of an LGV driver is to operate large goods vehicles in a safe and fuel-efficient manner, ensuring timely and accurate delivery of products to various locations. They work in diverse settings, delivering goods for different types of customers, ranging from global organisations to private individuals and the military. LGV drivers may specialise in specific sub-sectors such as shipping, removals, import/export, freight, hazardous goods, or food. They often work alone and may be required to work shifts and unsociable hours.
Interacting with a wide range of people, including transport planners, managers, loaders, and end users, LGV drivers strive to provide a high-quality service that meets customer expectations and fosters satisfaction. They are skilled in using industry-recognised systems and services, adhere to load restraint and vehicle maintenance procedures, comply with traffic legislation and driving rules, and prioritise fuel-efficient driving practices. Customer service excellence is a key aspect of their responsibilities.
Obtaining the Driver Certificate of Professional Competence (Driver CPC) is a legal requirement for professional LGV drivers. This certification is acquired as part of the (C + E) license and involves completing 35 hours of periodic training every five years to ensure ongoing competency and the ability to drive LGVs professionally.
The learner journey
1. 12 months on-programme – This is when the individual will learn the skills, knowledge and behaviours which will support them for their End-Point Assessment. The learner could partake in a combination of activities, such as classroom based sessions, mentoring, shadowing, bespoke resources and off-site visits in order to support their learning and development.
You will be required to spend at least six hours a week on off-the-job training in order to meet the course requirements.
2. Gateway – After the 12 months teaching and learning, you, your training provider and the learner will review the learners journey and decide whether it is the right time for the on-programme assessment.
3. End-Point Assessment – This is when your learner will need to demonstrate they have learnt the required knowledge, skills and behaviours, through an on demand knowledge test, a professional discussion, practical observation and business project.
Those with an annual wage bill of less than £3m do not pay the Apprenticeship Levy. Instead, 95% of each apprenticeship is funded by the government whilst a 5% investment is required by the employer to enhance the skills of their employee.
- Employers are also be eligible for a £1000 incentive payment if the apprentice is aged 16–18.
- Employers with less than 50 employees and where the apprentice is aged 16–18, the government will fund 100% of the apprentice and are eligible for a £1000 incentive payment.
- Employers with those aged 19+ the government will continue to fund 95% of the apprenticeship programme whilst a 5% investment is required by the employer.
Businesses can manage this through the Apprenticeship Service online account.