Compliance Analytics Model Governance and Oversight Apprentice Review

Model governance activities including implementation of PRA SS1/23 regulation policy. Weekly stand up meetings. Collating information for Governance meeting forums. Participation in periodic model review (PMR) team to ensure models post go-live are performing as expected to meet the businesses needs. Projects involve streamlining activities in relation to model re-tiering / reassessments, in line with the PRA's SS1/23 regulation.

The expectation was to develop skills aligned to the apprenticeship standard, including problem solving, planning, organisation etc. The apprenticeship encouraged apprentices to spend time learning these skills independently, which at times was useful, but I was not given too many hands on opportunities by management to apply these skills into meaningful practice. I think this lack of application was a major oversight.

I am regularly stressed as I am trying to move my projects forward (which are due to be assessed) with a minimal level of support from management. They don't appear interested at all in my projects that contribute to my programme. If I don't contact them, they will never reach to me to check in on how things are going. I don't think its right for an apprentice to experience this. Also, I'm always hopeful to receive more substantial tasks but I have been let down several times, even after voicing out my thoughts many times. Although it's nice to gain qualifications on the programme (by the ICA) and its a good opportunity to meet and network with people in your cohort and from other parts of the business, there are too many other elements including dishonest and disengaged management which makes the programme a worse experience.

The programme itself is relatively well arranged by the apprenticeship provider. They balance out the written assignments you have to submit so they don't clash with the project work which happens later on in the apprenticeship. Although the organisation is good, project organisation will depend upon how engaged your team, line manager is etc. If they are well engaged in terms of your development on the programme, then things can work out well.

I spent several months without support from my line manager. Because of this, I had to escalate my issues to the apprenticeship lead and got moved managers. However I'm still not given many responsibilities. From this angle, it is poor but there are good e-learning facilities so you can learn independently. The firm also regularly hosts a variety of webinars including wellbeing workshops for example that can be good to navigate stressful parts of work and personal life.

The support of the training provider is one of the better elements of the role. They give you detailed feedback on how you can improve your assignments to achieve your qualifications.

As mentioned, there has been a distinct lack of application to the role despite escalations.

Given its a global company there is always something new to get involved in. I am personally a part of the Christians in HSBC community but there are other opportunities depending on your interests including a sailing club and a cricket club. There are also socials nearer Christmas time some of which are free and some of them can involve payment to gain entry.

No

My experience as seen in the above points has generally been a poor experience. There is a lack of accountability in line management. It has also had an affect on the state of my mental health. However, in fairness, other apprentices from the cohort have not voiced the same concerns so it likely depends on what team you are placed in to and how engaged and invested your team and manager are in your development. I can only speak from my own experience.

You could explore the option of doing a rotation style experience where you can experience different parts of the business to gain insight into where you might be best placed. However be aware that if you go down this path, that the employer could be reluctant to provide you with big pieces of work with the knowledge you will be moving on from the team relatively quickly. The benefit however is that a rotation allows you to affirm who you would like to work with and who you think will remain engaged in your development. Also, don't be afraid to escalate concerns early on. Consider asking to switch teams if you are not feeling like your team are giving you enough of their time or enough work. Ensure you get to spend time with your line manager in ideally weekly 1-2-1 calls.