Software Developer Training With Level 4 Apprenticeship


The initial training period would vary from 48-68 hours depending on the language/technology.

This Level 4 apprenticeship is normally lasts for 15 months.

Developers under Level 4 apprenticeship will typically be working as part of a team, in which they will have responsibility for coding in their chosen filed along with some of the straightforward elements of the overall project.

Typical job roles:

  • Microsoft SharePoint Developer
  • Microsoft SharePoint Administration
  • Application Developer
  • Software Developer
  • Web Developer
  • Mobile App Developer

What apprentices will learn?

Apprentices will study following two knowledge modules:

  • Professional level Software Development Life Cycle and Methodologies (Level 4)
  • Development lifecycle: can operate at all stages of the software development lifecycle, with increasing breadth and depth over time with initial focus on build and test.
  • Can apply good practice approaches according to the relevant paradigm (for example object oriented, event driven or procedural)
  • Can interpret and follow:
    • software designs and functional/technical specifications
    • company defined ‘coding standards’ or industry good practice for coding
    • testing frameworks and methodologies
    • company, team or client approaches to continuous integration, version and source control
  • Can respond to the business environment and business issues related to software development
  • Can operate effectively in their own business’s, their customers’ and the industry’s environments
  • Can apply the maths required to be a software developer (e.g. algorithms, logic and data structures)
  • Software Languages and Coding/Testing
  • Writing good quality code (logic) with sound syntax in the chosen language and creating a user interface for at least one channel
  • Linking code to database
  • Problem solving, testing code using manual and unit testing and analyzing results to correct errors
  • Design: creating data model and software designs to effectively communicate understanding of the program, following best practices and standards
  • Analysis: understanding and creating basic analysis artefacts, such as user cases and/or user stories
  • Deployment: building, managing and deploying code into enterprise environment

Qualifications and End-Point Assessment

The primary qualification to join this apprenticeship training will be a bachelor’s degree in computing or a bachelor’s degree in pure since or mathematics. Running students of 7th or 8th semester can be also considered should they be comfortable to manage time for apprenticeship after the training.

End-point assessment will be carried out by Asteroid Venture, a software R&D outsource/inshore service provider company and will include a multiple choice examination consisting of 50 questions.

The decision as to when an Apprentice is ready to cross the threshold from Learning and Formative Assessment to the End-point Assessment will be made by the Employer and Training Provider based on their monitoring of an apprentice’s progress. Before the apprentice takes the End-point Assessment they must have successfully completed all of the knowledge modules and satisfied the on-the-job practical and behavioral standards.

After completion of the initial training, you will go through Apprenticeship Eligibility Test that will check the following:

  • Basic software development concepts
  • Coding skills, knowledge of the platform
  • Ability to write clean, readable code
  • Learning ability
  • Aptitude
  • Communication skills
  • Analytical thinking
  • Problem solving ability

We will use global standard Skill Test for Software Developers tool for this purpose. You will have to score a minimum of 80 in this test to get apprenticeship opportunity.

Method(s) of delivery

The knowledge modules will be delivered through blended learning with taught sessions being delivered at the Asian College of Management and Technology, Naya Baneswor for the chosen knowledge units. These are supported by additional learning resources through our R&D department.

Vocational skill and entrepreneurship development project concluded successfully!

F-SKILL has successfully completed the Vocational Skill and Entrepreneurship Development  Training (VSEDT ) funded by UN WOMEN Nepal to 300 returnee women migrant workers from Dhading and Sindhupalchok district. the training was a 3-month training which comprises of vocation skill training, GESI training , Psychosocial support training and Entrepreneurship Development Training. Participants in the training were provided child care, residential and security as per the standard of UN WOMEN.



Ranjita Tamang

Ms. Ranjita Tamang, also a resident of Thakre Rural Municipality of Dhading district, was one of the participants of beads, pearl and crystal maker training. She returned from Jordan in May 2017 after working for 3 years in garment factory. Before joining the vocational and entrepreneurship development training conducted by F-SKILL, she was seeking for a job.

Ranjita actively participated in beads, pearl, and crystal maker training and also impressed the lead trainer through her dedication and commitment. After the closing of beads, pearl and crystal maker training. Currently, Ranjita is working as an assistant trainer and providing training in Dhunebesi rural municipality.

Ranjita Tamang: “I am glad and thankful to F-SKILL for providing me the opportunity to enroll in the vocational and entrepreneurship development training. I plan to take the TOT (Training of Trainer) and work as lead trainer for beads, pearl and crystal maker training in the future”


Basanti Tamang

Basanti Tamang a resident of Thakre Rural Municipality of Dhading district is a returnee migrant worker from Lebanon, who worked abroad four and half years as a housemaid in the year 2013. After returning from foreign employment, she did not have any earning job rather than daily household chores, she depended fully on her husband’s income. She was desperate for self- employment or work on wages to financially support the family.On 10th June 2017, Basanti Tamang came to know about the vocational and entrepreneurship development training through pre-training orientation which was organized in Hotel Highway Heaven- Thakre- Dhading. She was selected by the selection committee to undergo the training program. She was put through the vocational skills and entrepreneurship training program held at Simle- Dhading from 19th July, 2017 to 10th October, 2017.

According to her, during the course of training at some point she thought she wouldn’t be able to pick up the training as other trainees since she did not have basic level of education. But the continuous support and motivation from F-SKILL helped me to build my confidence and believe in myself.

On successful completion of the training program she decided to start the business and invested Rs. 70,000/- with the support from her husband and started a tailor shop, her tailoring shop is currently under registration process. She provides services such like stitching and repair and has provided some space for display and sale of crystal handicraft made by other participants of F-Skill. Initially, she faced the problem of funds and experience but now her business is slowly picking up. She wants to expand her business and has requested additional training.

F-skill has selected Basanti Tamang for 1 month refresher training which will start from March 2018.

Lastly, she said, “I did not know anything about tailoring before; this is the first time that I operated a machine. I use to be afraid even to talk to strangers but now I feel confident. I believe that I can earn a living through my tailoring business. My husband is also very supportive and helps me with calculation. I would like to thank UN Women- Nepal and F-SKILL for tailoring training for returnee women workers like me.”

Opening of Crystal and Gem Stone Training in Dhading

In order to promote Women Empowerment, Livelihood and Entrepreneurship
F-Skill cordially started its 1st Training – Crystal and Gemstone training in Dhading,for the project The Future We Want : Creating Sustainable Foundations for Addressing Human Trafficking and Unsafe Migration of Women and Girls in Nepal” (FWW). FWW is a joint project of UN Women and International Organization for Migration (IOM) funded by Zonta International.

F-Skill’s Principles in the Training Program

F-SKILL’s goal is to become the leader in providing high quality vocational training’s and will continue to strive to be a leading service provider in Nepal’s TVET sector. F-SKILL will develop new products and innovative approaches to training by working with local partners and international organizations. F-SKILL will continue to provide high quality counseling and soft-skills to training graduates, potential migrants and returnee migrants. In addition to vocational training, F-Skill will adapt its program approach to incorporate other activities that contribute to building capacity of poor and disadvantaged groups in Nepal.

Developing an effective employee training program is vital to the long-term success of any business. Training programs provide multiple benefits for employees and the company, but only if they are carefully planned and properly implemented. Clear understanding of policies, job functions, goals and company philosophy lead to increased motivation, morale and productivity for employees, and higher profits for your business. Training is a means to a specific end, so keeping goals in mind during the development and implementation stages of your training program will assist in creating a clearly defined and effective program.

Define Needs And Goals
  • Define the needs of your company by identifying weak areas where training would prove beneficial. Examples may include how to use machinery, office equipment or a process (hard skills), or time management, conflict resolution, harassment or company policies (soft skills).
  • Define short- and long-term goals of the company, and identify possible training to meet those goals. Examples may include increasing productivity, enhancing customer service or improving employee relations.
  • Develop individual training modules based on your defined needs and goals. Trainings may be purchased from training companies, or developed by a member of your staff educated in employee training.
Identifying Employees And Planning
  • Plan your training by identifying individuals or groups likely to benefit. Some training modules, such as those covering company policies and time management for instance, should be given to all employees. Skill-based training, such as how to use a piece of equipment or perform a specific job duty, may only benefit employees whose jobs are directly impacted by such knowledge.
  • Create a spreadsheet with each employee’s name on the left column, and individual training modules across the top row. Use color-coded boxes next to the employee names under the training modules the employee is required to take. As the trainings take place, the trainer will place a date in the colored boxes indicating that the employee has fulfilled the training requirement. This sheet is called a \”training matrix,\” and is a useful and necessary tool for tracking purposes.
  • Plan a regular training schedule that will satisfy training needs within a specified time-frame. Getting all current employees trained will take time, so plan your trainings during slow periods or after business-hours to avoid undue work disruptions. Business owners must recognize that training is an investment in the future of the business, so training costs and down time are to be expected.
  • Implement training modules in the order of importance. If customer service or time management are major issues, roll out those trainings first.
  • Use a professional trainer or experienced employee whenever possible. The trainer’s interaction with the audience and presentation of the material is a major factor in training effectiveness.
  • Use multi-media tools. Professional training organizations use slide-shows, white boards and videos in addition to written material. Quizzes, Q&A sessions, games or role-playing are sometimes incorporated to keep participants involved.
  • Create an employee feedback form to rate the training and collect comments and opinions as to the training session’s perceived effectiveness. The most effective training modules and programs are those improved or altered when needed, and participant feedback must be taken seriously to grow the program and gauge its impact.
  • Make training a part of every new employee’s orientation going forward. You’ll probably play a lot of catch-up with current employees, but new hires are prime candidates for training during their first days on the job.