The National Federation of Builders (NFB) put the spotlight on skills yesterday, when it hosted its members at the Houses of Parliament for a reception focused on ensuring the provision of quality support and improving access to training and talent are identified as top policy priorities. In a room full of
Future skills strategy launched following sector-wide collaboration. A new five-year plan has been launched today, 17 April, to help tackle Scotland’s heritage skills gaps. The skills strategy is a collaborative framework to create collective solutions that support the future of our historic environment and the communities across Scotland that rely
FOLLOWING the announcement that the Prime Minister has pledged £60m of funding for next year to boost apprenticeships, Lee Parkinson, chief executive at Efficiency North, the holding group for flexi-job apprenticeship service EN:Able Futures, shares his thoughts on what this means for the construction sector. Lee said: “We welcome the
City College Plymouth has won its bid to become part of a pioneering initiative to equip people with the skills to enter the nuclear industry. The College has gained approval to join the National College for Nuclear (NCfN) network, positioning itself as one of just two providers in the South West. Alongside Bridgwater &
The pressing need for a skilled retrofit workforce was once again the topic of much industry debate at the UK’s inaugural National Retrofit Conference, which took place at London’s ExCeL last week. Curated by The Retrofit Academy, the three-day Conference, in partnership with Futurebuild saw policymakers, industry leaders and other
Electricians can now upskill in sustainable technologies, thanks to a new Electrical Skills Bootcamp focussed on Solar Installation, EV Installation and Energy Storage Systems. Led by accredited training provider Option Skills, this program is fully funded as part of the UK government’s Skills for Life campaign, delivered by the Department
Negative stigma and a lack of proper training opportunities are blocking many people with criminal records from earning a second chance at life within the construction industry, a Chartered Institute of Building (CIOB) report has revealed. The report, called Building Opportunity: Employing People with Criminal Convictions in Construction, shows individuals
The Centre for Accessible Environments (CAE) has now opened up its Pathways Academy training to disabled Londoners of all ages, thanks to a funding boost of £303,000 from London’s biggest independent charity funder, City Bridge Foundation. This funding will further the impactful work of the Pathways Academy over the next
Tungsten Training Centre’s recent ‘Good’ Ofsted report goes beyond institutional acclaim; it reflects a deep commitment to fostering excellence and student success in vocational education across three apprenticeship standards: Installation and Maintenace Electrician, Plumbing and Heating and Gas Engineering. This achievement is a testament to the institution’s core mission of
The continued success of an Early Years’ Talent Scheme is helping a rapidly growing principal contractor bridge a skills gap accelerated by the impact of Brexit. Inco Contracts, which delivers hundreds of industrial and commercial refurbishment schemes across the UK every year, has invested more than £100,000 into a programme
The National Federation of Builders (NFB) put the spotlight on skills yesterday, when it hosted its members at the Houses of Parliament for a reception focused on ensuring the provision of quality support and improving access to training and talent are identified as top policy priorities. In a room full of a experts from all corners of the industry, from housebuilders and contractors to scaffolders and trainers, members were addressed by the Secretary of State for Education and Skills, the Rt Hon Gillian Keegan, MP. She commented, “I know that the construction industry has serious skills challenges and I know how important it is to educate people who take an out of date, short term, view about the careers offered by your sector. I understand that it (construction) offers great opportunities here and around the world. We need to make sure it is showcased in schools so that young people can see what’s available to them. I welcome the work that the NASC and NFB are doing to highlight how dynamic and rewarding construction can be.” This reception was held as part of a joint initiative with the National Access and Scaffolding Confederation (NASC). Mark Wakeford, incoming Chair of the NFB, stated, “The reception highlighted the need for more skilled people within our two essential and allied sectors, and allowed us to make our case for a coordinated approach across Government to work with industry to enable access to our sector and to support professionalisation. We are confident that there are friends across Government and industry who will work together to help solve this national skills crisis.” In respect of ensuring learners have employment security, Richard Beresford, Chief Executive of the NFB added: “Effective planning and procurement reform is also key to securing a strong pipeline of work so that employers can train and retain a new generation of learners and upskilled workers.” Building, Design & Construction Magazine | The Choice of Industry Professionals
Future skills strategy launched following sector-wide collaboration. A new five-year plan has been launched today, 17 April, to help tackle Scotland’s heritage skills gaps. The skills strategy is a collaborative framework to create collective solutions that support the future of our historic environment and the communities across Scotland that rely on it. The Skills Investment Plan (SIP) identifies priority actions to build a healthy and sustainable skills system which supports paid staff, volunteers, sole traders, and organisations of all sizes spanning this diverse sector. Over its lifespan, the plan will focus on three priority themes: to grow provision and build capacity; attract future talent and improve access to the workforce; and foster innovation. Historic Environment Scotland (HES) and 15 sector partners coordinated extensive research with 160 organisations and 340 individuals to support the development of the refreshed plan, including sector partners, employers, volunteers, professional bodies, skills bodies and educational institutions. Together, these groups identified the priority areas for action to continue to build on the roadmap set out in 2019 in the sector’s first dedicated skills strategy. The first five-year plan saw progress in key areas including the creation of employability programmes in traditional building skills, developing a new training programme in energy efficiency, and reaching nearly 15,000 young people through campaigns like Creative Careers Week, Build Your Future, and Defend the Castle to attract new talent. The landscape has changed since the first plan was published and the sector continues to face challenges in attracting and retaining talent post-Brexit, as well as the additional work required to bring operations back to pre-pandemic levels. The refreshed plan will be launched at the Engine Shed, Scotland’s national conservation centre, to over 100 representatives involved in skills planning and delivery, leading heritage organisations, and funders, and will feature an address from Kaukab Stewart, Minister for Culture, Europe and International Development. Culture Minister Kaukab Stewart said: “The launch of the refreshed Skills Investment Plan for the Historic Environment represents a significant step forward in our collective efforts to safeguard and celebrate our historic environment. But it is only the beginning and I call upon those involved to actively engage in the delivery of the Skills Investment Plan over the next five years and face the challenges head-on together, with confidence and innovation. “Through this refreshed Skills Investment Plan, and through collaboration across the country, we aim to build an accessible skills system for the historic environment sector that will provide a fairer and more sustainable future for everyone.” Alison Turnbull, Director of External Relations and Partnerships at HES, said: “The partnership and collaboration involved in developing this strategy demonstrates how we will work together as a sector and with our partners to build a skills system that works for the sector, that supports us to address challenges and seize opportunities collectively. We have learned from recent global challenges and their impact on the delivery of the SIP. Therefore, it’s important that we work together as a sector and we remain committed to cooperation and collaboration. The themes and priority actions in the refreshed plan move us closer to our collective goal of helping to address the skills challenges constraining the operation and growth of the historic environment. “A sustainable and successful heritage sector is also vital in meeting Scotland’s net zero target. This plan helps pave the way for us to attract and retain the skills and talent we need for a fairer, greener future. The plan recognises that a skilled workforce is crucial for the sector to continue to deliver for Scotland’s economy and to manage, protect and conserve our historic environment for generations to come.” The Skills Investment Plan supports the delivery of Our Past, Our Future, Scotland’s strategy for the historic environment. Under this strategy organisations across the country are working together to sustain and enhance the benefits of Scotland’s historic environment which, pre-covid, contributed £4.2 billion to Scotland’s economy. The plan responds to one of its key principles to help nurture and grow an inclusive, diverse and skilled workforce. Cara Jones, Sector Skills Manager at The Chartered Institute for Archaeologists (CIfA), said: “Being part of the Skills Investment Plan (SIP) has supported Scottish archaeology to further develop a strategic approach for skill development initiatives. It has enabled fresh conversations within our sector and beyond, and supported us to explore shared challenges, barriers and potential solutions. This includes maintaining the role that our sector plays in the active delivery of Our Past, Our Future and ‘Scotland’s Archaeology Strategy’. The sub-sector collaboration, enabled by being part of the Skills Investment Plan helps save time, resource and enables us to share expertise and learning experiences. “CIfA has been pleased to contribute to the development of the refreshed SIP which will support the delivery of our own strategic objectives to ensure that our standards for accrediting competence, education, training and qualification standards are applicable and appropriate across all specialisms and roles. This work will not only help shape and promote archaeology as an attractive, rewarding and worthwhile career with parity of esteem with other professions, it will also support the development and promotion of non-traditional, diverse pathways to and through a career in Scottish archaeology. “We are delighted to see the refreshed Skills Investment Plan launch today and look forward to supporting the future delivery of the strategy.” The refreshed plan is available to download on the HES website. Building, Design & Construction Magazine | The Choice of Industry Professionals
FOLLOWING the announcement that the Prime Minister has pledged £60m of funding for next year to boost apprenticeships, Lee Parkinson, chief executive at Efficiency North, the holding group for flexi-job apprenticeship service EN:Able Futures, shares his thoughts on what this means for the construction sector. Lee said: “We welcome the announcement that apprenticeships are getting not only the financial boost they need, but the attention in the media and wider government. As a flexi-job apprenticeship provider, we are passionate about supporting the construction skills gap. “The latest government data shows that 24,530 new apprentices were taken on in the construction sector between 2022-23, down from the 26,060 recorded the previous year (2021-22). This decrease could be attributed to the sheer amount of red tape businesses need to navigate in order to take on an apprentice, which is even harder, if not impossible for SMEs, coupled with the expense. “From April 1, the government will fully fund apprenticeships in small businesses, compared to organisations previously being required to fund the training aspect, a move which is expected to see an increase of 20,000 apprenticeships across all industries. Having supported many construction SMEs in hosting an apprentice, cost is a huge factor, particularly in the current challenging economic climate, so we hope to see this make a big impact. “Making a variety of routes to the industry viable and attractive to people is essential to tackling the skills gap, in addition to showcasing the range of options available to employers looking to future-proof their workforce. “However, the news today is only impacting those up to 21 years old. While many apprentices fall into this age category, there are a lot of others we don’t want to discourage from a career in construction by introducing upper age limits of 21. At any age you can train or retain to become an asset to the industry, so we’d like to see more inclusive opportunities go a step further. “Furthermore, the government might consider simplifying Digital Apprenticeship Service accounts to aid the uptake of apprenticeships by SME and bolder steps are needed to fund in part or in full some apprenticeships for SMEs, which would certainly catalyze their uptake. “That being said, this is a fantastic start that includes other benefits such as those who are paying the apprenticeship levy being able to share up to 50% of their funds, an increase of 25%. Equally important is the requirement for reporting to be simplified, supporting SMEs in removing those barriers. Overall, it’s a positive move and one that will further our work as a flexi-job apprenticeship provider helping more host businesses and apprentices. We’re looking forward to seeing the impact.” To find out more about EN:Able Futures, please visit: https://www.efficiencynorth.org/futures/find-an-apprenticeship Building, Design & Construction Magazine | The Choice of Industry Professionals
City College Plymouth has won its bid to become part of a pioneering initiative to equip people with the skills to enter the nuclear industry. The College has gained approval to join the National College for Nuclear (NCfN) network, positioning itself as one of just two providers in the South West. Alongside Bridgwater & Taunton College, it will play a crucial role in equipping individuals with the essential skills required to contribute to the growth of the evolving nuclear sector. The NCfN is a cornerstone of the Government’s response to nuclear skills provision, and the College will help meet the capacity and capability employers in the sector need. The College had to go through a rigorous process to win the right to be part of the network. It means that by September the College will deliver a nuclear skills suite of programmes that meet the needs of our local, regional and national organisations across both the defence and power generation (civil) nuclear sectors. The UK’s nuclear sector is growing rapidly, with numbers in the civil and defence workforce estimated to double over the next 20 years, bringing around 80,000 additional jobs across the UK. The Government has recognised an urgent need to ramp up recruitment activity in the sector, but also that developing people’s skills in a wide range of disciplines which feed into the nuclear sector is needed if demand is to be met. Jackie Grubb, Chief Executive of City College Plymouth, said the programmes would focus on the careers and jobs within the nuclear sector, providing students with access to world-class learning opportunities that enhance their skills relevant to the industry. She added: “City College Plymouth actively collaborates with the defence sector, equipping this essential workforce with the necessary skills for safeguarding our nation’s at-sea security. Recognising the critical role played by our nuclear submarine fleet, the College is committed to providing comprehensive training covering all aspects of this highly sophisticated machinery, including its intricate nuclear power system. “As a proud member of the National College for Nuclear network, we will gain valuable insights into the specific requirements for delivering both nuclear-related skills and comprehensive expertise to meet the demands of our defence sector. We will be able to exchange best practices through working closely with Bridgewater & Taunton College to ensure that our workforce is thoroughly prepared and capable of addressing the challenges posed by the evolving needs of our national defence.” Andy Berry, Principal & CEO of Bridgwater & Taunton College said: “It is an incredibly exciting time for the nuclear sector in the South West. City College Plymouth joining the National College for Nuclear significantly strengthens the response to the civil and nuclear defence projects. Working together, FE can respond to the growing need for high-skilled people in the nuclear sector. We have a long-established close working relationship with City College Plymouth, and we are delighted they have become a member of NCfN, which will take it to the next level as we continue to collaborate on exciting skills challenges.” Jenny Ashworth, Managing Director at the National College for Nuclear said: “We are delighted to welcome City College Plymouth to the NCfN family. At such an exciting and vital time for the nuclear and zero carbon sectors, we are thrilled to build upon the NCfN network with such a pioneering and dynamic institution such as City College Plymouth. We look forward to working closely with the team there to further build upon our ability to build a competent and agile workforce for the sector”. The Government has also launched a campaign called Destination Nuclear, working with partners to fill critical skills gaps in the nuclear industry. The ambition is for nuclear power to generate a quarter of the UK’s electricity by 2050. Plus, the Government has recently announced that one of the UK’s ballistic submarines, HMS Victorious, will be modernised in Plymouth by Babcock International under a new £560m contract. The move – announced by Defence Secretary Grant Shapps – will create around 1,000 jobs in the region. Building, Design & Construction Magazine | The Choice of Industry Professionals
The pressing need for a skilled retrofit workforce was once again the topic of much industry debate at the UK’s inaugural National Retrofit Conference, which took place at London’s ExCeL last week. Curated by The Retrofit Academy, the three-day Conference, in partnership with Futurebuild saw policymakers, industry leaders and other interested parties share their views on the best retrofit practice that will accelerate progress toward a more sustainable future. Day one of the Conference was focused on Retrofit Policy, Programmes and Leadership with keynote speakers such as Lord Martin Callanan, the Parliamentary Under Secretary of State for the Department for Energy, Security and Net Zero. Discussing the Government’s plans to help decarbonise 27 million homes, Callanan and the wider panel outlined how the industry can support the Government’s plans to retrofit homes at scale. The Retrofit Academy also launched a proposed Retrofit Workforce Roadmap to highlight specifically how the business intends to train and upskill thousands of individuals to join the retrofit revolution within the next five years. This year, The Retrofit Academy will be opening a consultation with local government and industry professionals with the aim of agreeing a collaborative roadmap geared towards achieving this goal. The second day of the Conference saw the focus shift to an exploration of how the Government and industry is rising to the challenge of decarbonising 27 million homes. Multiple panel discussions addressed topics such as keeping residents at the heart of the process and the importance of creating a close team of PAS 2035 professionals capable of delivering the quality required. One of the sessions, ‘Developing our Workforce and Growing the Supply Chain’ was chaired by David Pierpoint, CEO of The Retrofit Academy, and enabled the audience to understand in real terms the approaches they can take to develop their own partnerships capable of delivering high-quality retrofit successfully. Finally, the third day of the Conference concluded with a focus on Unblocking Skills and Unlocking Innovation. This included the panel discussion on ‘Retrofit at Scale’ chaired by Loreana Padron, Associate Director at ECD Architects where the shortage of retrofit-literate architects and design professionals was addressed. The discussion followed Loreana’s contribution to The Retrofit Academy’s Domestic Retrofit Designer course. Developed by over 20 leading industry professionals over an 18-month period, the new course will help to address this skills gap by upskilling architects and design professionals around retrofit design best practice. David Pierpoint said: “The UK’s very first National Retrofit Conference was a huge success. During the three-day event, multiple industries were able to come together and discuss ways that we can tackle the challenges we face, all the way from MPs to those on the ground conducting the work. In a conference arena that was twice the size of last year, and with the apparent lack of empty seats, it was evident that the industry is really engaging with retrofit and the challenge at hand. Our team was able to have multiple meaningful conversations with interested individuals looking to upskill into retrofit and help become part of the solution, especially those looking to become retrofit designers. “As a partner to the event, we were able to shine the light on vital topics such as tackling the skills gap through our Retrofit Workforce Roadmap and how we are striving to qualify competent professionals to complete projects to the PAS 2035 standard. At the 2025 National Retrofit Conference, it will be amazing to measure the progress made and see how far we have come in achieving net zero.” Excellence celebrated at The Retrofit Academy Awards Day one of the conference concluded with this year’s The Retrofit Academy Awards which celebrated both individuals and businesses making significant effort to help decarbonise the UK housing stock. The full list of 11 award winners is as follows: Commenting further on the Awards, David added: “All of the individuals and businesses who took home awards are setting the standard for how retrofit should be conducted to achieve high quality results and pleased residents. They are showing those interested in a career in retrofit what could be achieved and how this booming industry has so much to offer those who upskill into it. Throughout the next year, all these people and businesses will go on to decarbonise the UK housing stock and lead the way for others to become next year’s nominees.” For more information about The Retrofit Academy, please click here. Building, Design & Construction Magazine | The Choice of Industry Professionals
Electricians can now upskill in sustainable technologies, thanks to a new Electrical Skills Bootcamp focussed on Solar Installation, EV Installation and Energy Storage Systems. Led by accredited training provider Option Skills, this program is fully funded as part of the UK government’s Skills for Life campaign, delivered by the Department for Education. The Electrical Skills Bootcamp offers comprehensive training in Solar (PV) Photovoltaic Systems, Electric Vehicle (EV) Charge Points, and Electrical Energy Storage Systems. These skills are essential in a world increasingly focused on renewable technologies. Mick Fitzgerald, Director at Options Skills, said, “Our Skills Bootcamp is a unique opportunity for electricians to stay ahead in their field by mastering sustainable technologies. It’s not just a course; it’s an investment in the future of our trade and our planet.” “To thrive in the evolving landscape of electrical work, it’s crucial to adapt and expand your skill set,” added Fitzgerald. “Our Skills Bootcamp does exactly that, preparing electricians for a future where these technologies are the norm.” The Skills for Life – Skills Bootcamps are free, flexible courses giving people the opportunity to build up sector-specific skills. Eligible candidates must hold an N/SVQ 3 in Electrical Installation or equivalent and have the 18th Edition Wiring Regulations (BS 7671) certification. The program includes 80 guided learning hours combining centre-led training and webinars across 6 – 8 weeks. Currently available at their Birmingham training centre, the Options Skills Electrical Skills Bootcamp will soon be offered in Manchester and London, bringing this vital training to electricians across the UK. For more information on training opportunities, visit here. Or call 0800 802 1306. Building, Design & Construction Magazine | The Choice of Industry Professionals
Negative stigma and a lack of proper training opportunities are blocking many people with criminal records from earning a second chance at life within the construction industry, a Chartered Institute of Building (CIOB) report has revealed. The report, called Building Opportunity: Employing People with Criminal Convictions in Construction, shows individuals with a criminal record face significant barriers to gaining employment within the industry including perceived risk to the business by employers and fears about business reputation. It urges the Government to break down barriers and provide more accessible training opportunities to improve individual’s employability and ease the skills shortage in the construction industry. Statistics show nearly 75 per cent of people leaving prison are still without work six months after their release. CIOB says breaking down barriers would lower unemployment amongst people with criminal convictions. Meanwhile, the Government estimates the current cost of re-offending is approximately £18 billion per year. Niamh Evans, Policy and Public Affairs Officer North at CIOB, said more people within the industry should consider an open-minded approach to hiring people looking for a fresh start, adding: “Construction companies across the UK are facing a labour shortage and there is an untapped market of potential candidates waiting to be unearthed. “However, negative stigma and a lack of access to proper training for people in prison means there are many people missing out on a second chance at life. “Companies can proactively show they are willing to consider applicants with a criminal record by making this known on their website and teaming up with organisations that support people with criminal convictions to find work. “While there are some training opportunities available for people with criminal convictions, we would like to see improved access to give more candidates a chance to develop their skills ahead of a rewarding career within construction.” CIOB’s research shows just 25 per cent of construction managers surveyed* would consider hiring a person with an unspent criminal conviction – despite the sector facing a significant labour crisis. Thirty-two per cent of respondents said they would not consider hiring someone with an unspent criminal conviction while 43 per cent said they might. More than 12 million people in the UK currently have a criminal record with hundreds of thousands of convictions remaining unspent – so candidates must declare their convictions when applying for a job. Some survey respondents said they would not hire people with criminal convictions due to the lack of trust in an individual’s behaviour and concerns over existing employees’ safety, particularly in a high-risk environment like a construction site. Despite this CIOB’s report highlights how some construction companies have already enjoyed success through hiring people with criminal convictions and specifically showcases how one large construction company and one much smaller one, are being proactive in this area. They include Williams Homes, based in Bala, Wales, which has taken on several recruits through its work with HMP Berwyn. Owain Williams, joint managing director, added: “Our initiative to provide work experience and training to individuals in our local prison has been incredibly successful. We have gained loyal workers and we have been able to tailor our supply chain to meet the company’s needs, whilst giving back to the community. “Everyone working in the prison academy and on site through temporary release receives a high standard of training. Our colleagues and clients have all supported and embraced the project as it allows us to make an immense difference to the lives of people leaving custody by broadening their career opportunities. “As we have had such a positive experience with this initiative, we are now exploring how to scale up this work and employ more people following their release from prison.” It is estimated 225,000 additional construction workers will be needed to meet demand by 2027, according to data from the Construction Industry Training Board (CITB). Demand for construction work is likely to increase in the years ahead with significant plans for the regeneration of the built environment in the UK, particularly with the Government’s flagship levelling up agenda and political focus on delivering a faster rate of housebuilding. CIOB obtained its data through a survey of more than 130 construction companies across the UK. To read the report in full, visit: www.ciob.org/industry/research/criminal-convictions-employment Building, Design & Construction Magazine | The Choice of Industry Professionals
The Centre for Accessible Environments (CAE) has now opened up its Pathways Academy training to disabled Londoners of all ages, thanks to a funding boost of £303,000 from London’s biggest independent charity funder, City Bridge Foundation. This funding will further the impactful work of the Pathways Academy over the next three years, training and supporting disabled adults to kickstart careers in inclusive design and access-related roles. Over 70% of Pathways graduates are now employed in inclusion and access-related roles, with, so far, 40 disabled people trained from 14 London boroughs. Pathways has been pivotal in providing trainees with the confidence, skills, and support necessary to embark on careers in the access field. The initiative by CAE, which is part of Habinteg Housing Association, won the best career development initiative award in 2023’s Women in Housing Awards, following its launch three years prior. Trainees are equipped with a solid foundation of knowledge and skills through nine months of online and in-person theory and practical training. They also benefit from on-the-job shadowing and mentoring by industry experts, who align with their areas of interest. Fara Muneer, Head of Business Development at CAE, said: “This significant funding enables us to continue and expand the reach of the Pathways programme. It not only sustains the ongoing success of Pathways Academy, but allows us to eliminate age restrictions, making the course accessible to a broader group of disabled people in London. “This extra three years of funding provides us with an opportunity to explore further national funding for the programme.” Nicky Sutherland, a former Pathways student said, “Access to me, was a bottomless pit of standards and regulations. It wasn’t something I was interested in, but Pathways changed that. The programme has allowed me to pick apart inclusive design and see what interests me. It opened my eyes to the inaccessibility baked into many aspects of society, and it made me want to learn more.” Giles Shilson, City Bridge Foundation Chairman, said: “We’re really pleased to be able to continue to support the really important work CAE’s Pathways Academy is doing. It will help give even more disabled people the confidence, skills and support they need to forge a career in inclusive design and access-related roles.” Building, Design & Construction Magazine | The Choice of Industry Professionals
Tungsten Training Centre’s recent ‘Good’ Ofsted report goes beyond institutional acclaim; it reflects a deep commitment to fostering excellence and student success in vocational education across three apprenticeship standards: Installation and Maintenace Electrician, Plumbing and Heating and Gas Engineering. This achievement is a testament to the institution’s core mission of nurturing highly skilled professionals within the building services sector. Ofsted reported, “apprentices value their learning and recognise how their training is critical for their chosen careers.” At Tungsten, the care of their apprentices is paramount, and their progression within the chosen sector has incurred “an industrious attitude to learning”. Tungsten has successfully built “an ambitious curriculum” that surrounds education quality, student behaviour, personal development, leadership, and management. Learners at Tungsten Training Centre benefit from a conducive learning environment marked by respect, professionalism, and safety consciousness, with a syllabus designed to meet the demands of local employers and equip apprentices with industry-relevant skills. “Employers value the interactions with the provider,” conveying the institution’s commitment to continuous communication and improvement. The quality of learning experiences is actively enhanced by the support and knowledge provided by tutors who strive to “adapt learning to meet individual needs…to overcome barriers and challenges.” Pedagogical approaches are utilised to ensure that all apprentices are presented with the most refined training. “What sets Tungsten Training Centre apart is its industry-focused training approach, prioritisation of holistic student development, and strong partnerships with local employers,” says Managing Director Dayna Barlow. “The centre prepares learners for successful careers through apprenticeships in highly regulated sectors like installation and maintenance electricians, plumbing and heating technicians, and gas engineering operations.” The apprenticeships offered by the centre are bespoke and provide learners with fantastic opportunities that can escalate their careers within the construction industry. Whether apprentices are learning the skills for the electrical, plumbing, or gas engineering provision, apprentices are safely taught how to apply their knowledge and skills appropriately within the workplace. For example, “apprentices studying electrical installations learn the fundamental principles of working safely and the use of hand tools to wire basic circuits before completing more challenging tasks such as fault finding and testing and inspecting their work prior to making it live. Apprentices develop the specialist skills required within the building services sectors.” Ofsted has recognised how the centre’s operations are most suitable and adequate for apprentices who are committed to the progression of their careers. As Tungsten Training Centre celebrates its ‘Good’ Ofsted report, they also look ahead with purpose and determination. The institution remains steadfast in empowering apprentices with the knowledge, skills, and confidence to thrive in dynamic work environments. In an era marked by rapid technological advancements and evolving industry landscapes, the role of vocational education providers like Tungsten Training Centre cannot be overstated. As they adapt to changing needs and embrace innovation, they pave the way for a new generation of skilled professionals poised to make meaningful contributions to society. “Receiving a ‘Good’ rating from Ofsted underscores our commitment to excellence and student success,” says Dayna Barlow. “We are dedicated to providing high-quality vocational education and preparing our learners for rewarding careers in the building services sector.” For more information, please visit: https://www.tungsten-training-centre.co.uk/ Building, Design & Construction Magazine | The Choice of Industry Professionals
The continued success of an Early Years’ Talent Scheme is helping a rapidly growing principal contractor bridge a skills gap accelerated by the impact of Brexit. Inco Contracts, which delivers hundreds of industrial and commercial refurbishment schemes across the UK every year, has invested more than £100,000 into a programme that attracts, recruits, and fast-tracks enthusiastic and high-performing individuals in the construction industry. Launched in 2020, the initiative has so far recruited four people at the firm’s three offices in Stafford, Stevenage and Warrington, with every person progressing quickly into important roles in its contracts teams. They are all appointed with a mentor to oversee their development, 3-monthly training reviews to identify strengths and weaknesses, enhanced responsibility to lead and company-funded education at college or university. “The nature of the industry we work in has presented itself with more challenges than ever before, with Brexit having a huge impact on skilled workers across the UK, in particular blue-collar staff,” explained Sam Norton, Operations Director at Inco Contracts. “Our Early Years’ Talent Scheme has given us an opportunity to bridge the skills gap, but also develop individuals with the unique skills sets needed to fulfil the contracts managers role in our business.” He continued: “This is made easier by having the opportunity to train and develop staff at an early stage of their career, so by the time they have completed the programme and training, they have the skills, mentorship, and confidence to undertake their roles. Importantly, they also live and breathe our culture.” Harry Merrick has made the most of Inco Contracts’ Early Years Talent Scheme, joining as Trainee Contracts Manager in 2020 and progressing to Assistant Contracts Manager in just twelve months. He quickly secured his Level 3 BTEC in Construction and the Built Environment, a host of sector-related qualifications and is currently studying at Birmingham City University for his HNC in Construction Management. “The scheme has given me a clear pathway for progression and over the last four years I’ve been continually improving due to the experience and knowledge sharing of my colleagues and the educational opportunities I’ve been given at college and now University – all funded by the company,” added Harry. “I had a target to work towards from the very start, which is a huge motivating factor that has ultimately enabled me to gain promotion quickly. The support I received internally has ensured I have the knowledge, skills and behaviours required to progress even further.” He continued: “The plan for my future is to qualify from university with my degree in construction management, become a member of the Chartered Institute of Building and finally gain promotion as an independent Contracts Manager with Inco. “My progression in such a short amount of time has been incredible and I recommend anyone thinking about a career in construction to take a look at this initiative.” Inco Contracts has built a strong reputation for delivering more than 2100 industrial and commercial refurbishment schemes across the UK. These often tend to be turnkey in nature and involve the company working alongside architects, designers, and landlords to bring warehouse and commercial office space back to life or to the required modern-day standards. Sam concluded: “Josh Brown is our latest recruit to the Early Year’s Talent Scheme and is already impressing the team. As a business, this programme has given us so much and is now a cornerstone of our recruitment policy going forward.” For further information, please visit www.incocontracts or follow @incocontracts on Twitter. Building, Design & Construction Magazine | The Choice of Industry Professionals
