What is an individual learning plan (ILP)?

An individual learning plan (ILP) is a collaborative document that outlines a learner’s academic, personal and employment goals. 

What is an individual learning plan (ILP)?

An individual learning plan helps training providers understand what success looks like for each learner and track their progress during the programme. It ensures that apprenticeships and training are tailored to each learner’s individual needs and ambitions, rather than following a one-size-fits-all approach.

By creating an ILP, you’ll help each learner build confidence and motivation, strengthen their learning skills and achieve their career goals.

In this article, we’ll explain:

• What an ILP is and how it’s used in apprenticeships

• The benefits of ILPs for learners and providers

• How to set effective targets in ILPs

What is an individual learning plan?

An individual learning plan outlines a learner’s needs and career aspirations, including details of prior learning and any requirements for additional learning support.

These plans are created at the start of an apprenticeship to ensure the learner, employer and training provider are all clear on the needs of the learner. This allows you to plan the programme and delivery methods accordingly, and agree responsibilities with their employer. 

While an ILP is created early on, it isn’t a static record that is set in stone for the duration of the programme – it should be a working document that is regularly reviewed. Training providers should use ILPs during progress reviews to monitor and reflect on the learner’s journey so far, celebrate progress, and add or change targets.

What are the benefits of individual learning plans?

An individual learning plan benefits learners in a number of ways. It provides:

• Clarity over learning goals and the process to achieve them

• Flexibility to shape learning around their unique needs

• Increased accountability and responsibility for their own learning and development

• Confidence that they’re developing the right knowledge, skills and behaviours for their careers

• A structure for short-term and long-term career planning

Creating an ILP is also a valuable process for training providers. It offers greater visibility into individual requirements, so providers can plan and allocate necessary resources in advance. 

Additionally, it serves as a useful framework when working with employers. One of the main barriers employers face with apprenticeships is poor communication and a lack of support from training providers. An ILP helps to define support needs from the start and foster stronger partnerships.

How to set effective targets in ILPs

Setting goals and targets is essential for learners’ growth and development throughout their apprenticeships.

It can be hard to commit to learning or reskilling, especially if you’re an adult. By explaining what is expected of learners, they know where to focus their efforts and will feel more motivated to reach their next milestone. This sense of progress is critical to reduce the risk of withdrawal and keep engagement high.

Four tips on setting targets for learners

With the above in mind, how do you set effective targets for learners that are ambitious but achievable? Here are some tips.

1. Establish a baseline

Highlight the learner’s strengths, as well as any prior learning or experience. Reminding learners of their abilities provides a great starting point to build on and boosts their confidence from day one. It also provides the chance to explore their ambitions in more depth and see which areas they’re most excited about developing.

This highlights their current strengths and provides a great starting point upon which you can build. It also reminds the learner of their abilities and helps boost their confidence from day one.

2. Set SMART goals

It’s crucial that learners know exactly what each goal entails and that you can clearly measure the results. Follow the SMART methodology and ensure each goal is specific, measurable, actionable, relevant and time-bound to drive success.

3. Start with short deadlines

Break any long-term goals into bite-sized chunks with short deadlines. This makes the overall learning experience seem more achievable and encourages regular reflection and feedback.

4. Review progress at regular intervals

The latest funding rules state that progress reviews must be completed every three calendar months at a minimum. During these reviews, you should discuss and update the individual learning plan to ensure it stays relevant and the learner’s progress is being tracked.

Aim to be positive and celebrate all targets that have been achieved, as well as discussing any that have been missed. In particular, look out for areas where additional learning support might need to be provided.

Boost learner outcomes with Bud

Bud is a joined-up training management platform, designed to streamline the processes involved in delivering apprenticeships and skills training. Bud offers:

• A smooth digital enrolment process, ensuring learners have an outstanding experience from the very first interaction and reducing the administrative workload for trainers

• Full visibility and control of learning, so your learners can track progress, access activities and submit work at their preferred pace

• Easy communication between learners and trainers within the platform, so all communications, events and feedback are captured

Book a discovery call now to learn more.