The Corndel DevOps Engineering Programme Guide

Your place on this programme is fully funded through the Apprenticeship Levy – a government initiative that helps employers invest in developing their people. Large organisations contribute a small percentage of their payroll into a fund that can only be used for professional development. 

For you, this means your organisation has set aside budget specifically to support your growth. Instead of being a tax, the levy is an opportunity – a way for employers to build skills, strengthen capability and invest in the people shaping their future. 

The Apprenticeship Levy is also evolving into the new Growth and Skills Levy. This shift reflects a bigger ambition: to give organisations more flexibility to respond to fast-changing markets, emerging technologies and new skills needs. For you, it means your development remains relevant – future-focused and designed to help you thrive in a world that’s constantly changing. 

You’ll take part in a mix of guided learning and on-the-job application, designed to fit alongside your role and help you grow in real time. 

• Work with your Corndel Coach – Through regular one-to-one sessions, your Coach will guide you, challenge your thinking and help you apply new skills directly to your role. 

• Join live workshops – Interactive sessions with experts and peers where you’ll explore new ideas, share experiences and learn together. 

• Engage with online modules – Flexible, on-demand content packed with case studies, tools and activities you can fit around your schedule. You’ll also have access to e-books, videos and audio content anytime, anywhere. 

• Complete work-based projects – Apply your learning to real challenges in your organisation, creating measurable impact. 

• Reflect and evidence your progress – Keep track of your development, capture CPD evidence, and prepare for projects, presentations and assessments with confidence. 

Everything you do on the programme connects back to your role, so the time you invest builds both your professional confidence and your organisation’s success. 

You’ll spend around 7–8 hours a week on your development. This is a mix of guided learning with your Coach and putting new skills into practice in your role. This balance means your growth feels manageable, practical and immediately relevant. 

Everyone learns differently and that’s more than okay. If you ever feel like you might benefit from additional support, whether you’ve identified a specific learning need or just want to explore ways to make learning easier, we’re here to help. 

Here’s how we’ll support you: 

• 1-to-1 welcome session – Meet with a learner support expert to talk through any barriers to learning and explore adjustments that will help you thrive. 

• Specialist advice and assessment – Access a short, confidential neurodiversity assessment (via Cognassist) or talk with an expert to better understand your strengths and support needs. 

• Ongoing personalised support – Your Coach and our Learner Success Team will stay alongside you, adapting support as you progress. This could include memory strategies, assistive technology, time management tips, accessibility adjustments, or signposting to wellbeing resources. 

• Your Cognassist dashboard – Practical, personalised tools and strategies to boost focus and confidence. 

• Flexible extra support sessions – Book additional time when you need it, to work through challenges in a way that suits you. 

• Reasonable adjustments – From adapted materials to extra time, we’ll make sure the programme works for you. 

If something feels like it’s making learning harder, let us know. Together, we’ll find tools, strategies and approaches that give you the confidence to succeed. 

Your line manager is an important part of your development journey. Their support helps protect your time, create opportunities to apply your learning and keep your progress on track. 

Here’s how they’ll support you: 

• Protect your learning time – Making sure you have space each week for study, assignments and reflection, while helping you put new knowledge into practice in your role. 

• Make it part of your role – Embedding the programme into your objectives and appraisals so your development is recognised as a key part of your growth at work. 

• Start strong together  – Your line manager will attend your first one-to-one coaching session with you and your dedicated Coach. Together you’ll review your Skills Radar, set a personalised curriculum, and agree areas for improvement, ensuring your development journey is tailored and supported from day one.

• Track and celebrate progress – Every quarter, you, your Corndel Coach and your line manager will come together for a progress review. These sessions are about celebrating achievements, reflecting on development and ensuring your learning connects directly to your role and wider business goals. They’re also a chance to identify any barriers to learning and, if needed, replan so you stay on track. Your manager will also take part in 360-degree feedback exercises with you and your Coach, showing their commitment to your growth and keeping your motivation high.

• Flag challenges early – If your workload or role changes, your line manager can raise this with your Coach so we can find solutions together. 

• Enable new opportunities – Supporting you to take on projects and challenges where you can apply your growing skills and make a measurable impact. 

With this support, your learning doesn’t sit apart from your job – it’s fully connected to your role, your growth and your organisation’s success.