March has brought a moment to pause and reflect, following the publication of our latest Ofsted inspection report.
For us, the report matters not because it is a milestone, but because of what it says about the experience apprentices have when they learn with Kingdom Academy. The inspection recognised the culture behind our programmes, from the support provided by tutors and skills coaches to the strong connection between learning and real workplace application.
Alongside this, there have been further developments across the skills landscape, from apprenticeship policy updates through to continued momentum following Apprenticeship week in February and Scottish Apprenticeship Week this month.
We are also proud to be supporting the ADR Mediation CIC Conflict Resolution Week 2026 as sponsor of the national toolkit, contributing to practical, sector-led conversations about communication, professionalism and confidence in practice.
If you have been thinking about starting learning with us, then our spring start dates are now approaching, creating a key opportunity for you to invest in you or your teams professional development ahead of the Competence and Conduct standard taking effect this autumn.
Here is what’s inside this month’s update:
- Our Ofsted Report: What It Means for Learners and Employers
- Highlights from Scottish Apprenticeship Week
- Apprenticeship Changes: What Employers Need to Know
- Spring Start Dates Now Enrolling
- Supporting Conflict Resolution Week 2026
- Backing a National Campaign to Protect Security Officers
Our Ofsted Report Is Out. Here’s What It Says
Following our recent inspection, Ofsted has now published its report on Kingdom Academy.
What matters to us is what it reflects about the experience apprentices have when they learn with us.
Throughout the inspection, there was consistent recognition of the culture behind the programmes. The support from tutors and skills coaches. The way individual needs are picked up early and properly understood. The effort that goes into making sure apprentices feel able to succeed.
There is also clear acknowledgement of how closely learning is tied to the reality of the workplace. Apprentices are not working towards something abstract. They are applying what they learn day to day in their roles, building confidence, judgement and capability as they go.
The report also touches on the importance placed on wellbeing, with practical support available through the Mental Health Toolkit and development built into the structure of programmes.
That culture does not happen by accident. It comes from the consistency, care and professionalism of the whole team, and from the commitment our apprentices show every day in balancing learning alongside their roles.
We are grateful to everyone involved in the inspection, and to our learners and employer partners who continue to trust us with their development.
As one of the earlier providers to be inspected under the updated framework, the report also highlights where we continue to strengthen and refine what we do. That work is already well underway and being reflected in our provision.
Scottish Apprenticeship Week 2026 – Celebrating Progress in Practice
This month, Scottish Apprenticeship Week gave us the chance to celebrate the progress being made across construction and the individuals building their careers through it.
One story that stood out this year was Adam, a Trainee Estimator at JM Roofing Specialists, who has successfully completed his SVQ Level 6 through the Modern Apprenticeship programme.
Adam originally applied for a hard metals roofing apprenticeship and has since progressed into a technical role, with a clear pathway ahead into SCQF Level 9 Quantity Surveying. Alongside this, he has been able to apply his learning directly to live projects, building both technical knowledge and confidence in a specialist area of the industry.
It is a strong example of what apprenticeships can create over time. Not just a qualification, but a career that develops with real responsibility and clear progression.
We also want to recognise the employers, tutors and skills coaches who make that development possible. Apprenticeships work because of that shared commitment to building capability in a way that lasts.
Our construction apprenticeship programmes span SCQF Levels 5 through to 11, supporting development across the full career pathway. As demand continues across Scotland’s built environment, that structured approach to workforce development becomes increasingly important. If you would like to discuss workforce planning for your organisation, explore our programmes and get in touch with us.
Apprenticeship Changes – What Employers Need to Know
Recent apprenticeship announcements are already prompting important conversations across housing and construction.
These are not abstract changes. They will influence how organisations think about workforce planning, skills development and the long term delivery of services.
One of the most significant updates is the planned defunding of a number of widely used management apprenticeship standards from September 2026, including Team Leader, Operations Manager and Coaching Professional programmes.
For many organisations, these have been central to developing leadership capability. Their removal from the apprenticeship route will require a rethink of how that development is structured and funded going forward.
Alongside this, wider reforms are focused on increasing opportunities for younger learners, with changes to funding priorities and the introduction of new pathways.
While full detail is still emerging, what is clear is that the apprenticeship system is shifting. For employers, that makes it more important than ever to stay close to what is changing and plan deliberately.
At Kingdom Academy, we are working closely with employers, learners and sector partners to understand how these changes will be applied in practice.
Our focus is to ensure organisations can continue to plan with confidence, and that learners are supported to start, progress and complete their programmes.
As further updates are confirmed, we will continue to share clear, practical guidance to support informed decision making.
Spring Start Dates – A Key Window for Planning Ahead
As we move into the new financial year, our next intake of programmes is now enrolling across housing qualifications and apprenticeships, with May and June start dates available.
This is an important window for organisations reviewing workforce development. With apprenticeship funding changing and management pathways being withdrawn, decisions made now will shape capability over the next 12 to 24 months.
Our upcoming housing programmes include:
Level 3 Housing / Property Management Apprenticeship – 19th May, 24th June & 30th June
Level 4 Senior Housing / Property Management Apprenticeship – 20th May, 26th May & 30th June
Level 4 Certificate in Housing – 12th May, 27th May, 10th June & 18th June
Level 5 Diploma in Housing – 13 May & 17 June
Level 5 Diploma in Housing (Accelerated) – 21st May & 23rd June
Level 4 Certificate in Housing (Accelerated) – 9th June
Innovate Level 4 Senior Housing & Property Management – 11th June
Alongside this, we are introducing CIH Top Up units, designed to support organisations in aligning to the Competence and Conduct Standard and strengthening professional capability in a targeted and flexible way. You can find out more about our CIH Top Up Units on our new dedicated page:
We also recognise the gap being created by the defunding of leadership and management apprenticeships. In response, we are currently redesigning our leadership and management offer, including CMI and ILM programmes, to ensure organisations can continue to develop confident, capable leaders rather than relying on unstructured progression.
Whether the focus is on strengthening frontline delivery, supporting progression or planning ahead for regulatory expectations, this is a strong point in the year to take action.
If you are reviewing your plans ahead of the new financial year, we are already supporting organisations to map development in a way that is practical, structured and aligned to their priorities.
Supporting Conflict Resolution Week 2026 – Book Your Conference Space
We are proud to be sponsoring the Conflict Resolution Week 2026 toolkit, supporting practical, sector-led conversations about communication, professionalism and confidence in practice.
For many roles across housing and public services, conflict is part of the day to day. It sits within conversations with residents, within teams, and in the decisions that need to be made under pressure. How that is handled has a direct impact on outcomes, relationships and service delivery.
The toolkit has been designed to support teams to approach those situations with more confidence. It provides structured activities and practical resources that can be used to start conversations, reflect on real scenarios and strengthen how conflict is managed in practice.
Alongside this, Conflict Resolution Live will take place on Thursday 30 April in Manchester. The conference brings together practitioners, leaders and sector specialists for a day focused on real case scenarios, practical tools and approaches that can be applied immediately within teams and services. We will be there to talk about our programmes and answer any questions about the Kingdom Academy learning experience.
As part of our involvement, we are pleased to offer Kingdom Academy staff, learners and partners an exclusive 15 percent discount. Use code KING15 when booking.
Stress Awareness Month – Supporting Wellbeing in Practice
It will very soon be April, which marks Stress Awareness Month, an opportunity to create space to reflect on how wellbeing is supported across teams and organisations.
In many roles across housing, construction and public services, pressure is part of the day to day. Workloads shift, expectations are high and situations are not always straightforward.
What makes the difference is how that pressure is recognised and managed in practice.
At Kingdom Academy, wellbeing is a core part of the learning experience, not something separate from it. Our Mental Health Toolkit has been developed to provide practical support that can be used alongside learning and within the workplace. It includes tools to help individuals manage stress, build resilience and maintain balance, as well as resources that support open conversations within teams.
Alongside this, our Lunch and Learn sessions continue to create space for discussion around wellbeing, workload and maintaining healthy working practices.
For organisations, this is not about adding another initiative. It is about making sure the right support is in place so that people can perform well and sustain that over time. The toolkit is available to all staff and learners – if you need the password please contact your tutor.
Momentum Builds Behind a National Petition to Protect Security Officers
This month, Kingdom Security has been recognised for its role in supporting a national petition calling for assaults against security officers to become a specific criminal offence.
The petition has already gained significant traction, with more than 7,300 signatures in a matter of weeks. At 10,000 signatures, it will receive a formal response from government.
For many working across security, housing and public-facing roles, this is not a theoretical issue. It reflects the reality of frontline work and the need for clearer protections for those carrying out these roles.
It takes less than a minute to sign, and every signature contributes to the momentum already building behind the campaign.
Supporting Confident, Capable Teams
Across everything this month, there is a consistent theme. The importance of building capability in a way that is structured, practical and aligned to what organisations are navigating day to day.
From the Ofsted report reflecting the experience of apprentices, to apprenticeship changes reshaping how development is funded, through to the conversations being created during Conflict Resolution Week, the focus remains the same.
How organisations support people to develop confidence, judgement and professionalism in their roles.
For many, this is not about adding more. It is about making deliberate decisions about where development is focused, how it is delivered and how it supports both individuals and the wider organisation.
If you are reviewing your plans ahead of the new financial year, or sense checking how current changes may affect your approach, we are always happy to have that conversation.