Caddick Construction’s growing apprentice programme across the North West is going from strength to strength with the appointment of a further seven new faces over recent months. The young recruits come from a variety of educational backgrounds as Caddick continues its commitment to bring through new talent to meet demand
Ibstock Brick has been shortlisted for The Inspire Awards which celebrate diversity and inclusion in the construction, engineering and housing sectors in the UK. The leading brick manufacturer, part of Ibstock plc, has been named as a finalist in the Most Inspiring Apprenticeship Programme category. Ibstock Brick offers two engineering
Amid recent news that apprenticeship figures are still falling, the UK construction firm nmcn is driving demand for apprentices nationwide. More than 10% of employees at nmcn are currently participating in an apprenticeship, a figure that is expected to rise to 12% when the company’s graduate scheme is brought into
City of Bristol College students and apprentices aged 16 to 18 will benefit from support from Dickies, as the two announce their partnership. With a focus on employability and personal development, the partnership will help those preparing for a career in a range of vocational and technical trades and profession
Morgan Sindall’s annual scholarship programme has welcomed 18 new undergraduates. Developed by the Institution of Civil Engineers (ICE), the Quest programme aims to encourage students studying Civil Engineering to choose a career in the industry. “We’re thrilled to welcome our latest Quest scholars to the business and provide them with a
After relocating to larger headquarters in Doncaster, civil engineering firm Specialist Engineering Services (SES) has centralised its commercial and operational arms. Employing more than 200 people and boasting a turnover of £9 million, the company made the decision to move its headquarters to Balby Court, Balby Carr Bank, Doncaster earlier
Develop Training Limited (DTL), a leading provider to the utilities and construction sector, believes that apprenticeships can meet many of the challenges thrown up by falling university numbers. Many commentators have blamed high tuition fees for a growing number of young people applying for university, raising fears of a lack
Leading utilities and construction training specialist Develop Training Limited (DTL) has welcomed a business development specialist with extensive experience in apprenticeships and further education onto its team. Appointed as Business Development Manager based at DTL’s Derby training centre, one of seven that the company operates across England, Scotland and Northern
In response to the Welsh Government’s newly published budget, the Federation of Master Builders (FMB) Cymru has said that the announcement of a new £111 million fund for apprenticeships must be followed by a sector-specific plan as to where this training will be targeted. Director of FMB Cymru, Ifan Glyn,
The government has rolled out a new apprenticeship scheme that seeks to force companies to pay more to train new workers. The CECA (Civil Engineering Contractors Association) said they had concerns that this new system could result in companies paying more to train apprentices, in some cases companies could be
BDC 319 : Aug 2024
Caddick Construction’s growing apprentice programme across the North West is going from strength to strength with the appointment of a further seven new faces over recent months. The young recruits come from a variety of educational backgrounds as Caddick continues its commitment to bring through new talent to meet demand in the North West construction sector. Nathan Crowther and Malachy Cefai join as apprentice quantity surveyors while studying for their degrees in Quantity Surveying at the University of Salford. Nathan Worrall, from Liverpool, has joined as an apprentice administrator as he studies for his Level 3 in Business Administration at Warrington College. Harry Young, Georgia Harper, George King and Cameron Snow were taken on as trainee engineers while studying for their HNCs in Civil Engineering or Construction in the Built Environment. As well as studying at local colleges in Wigan and Leigh or Warrington, the apprentices are gaining live construction experience on Caddick Construction projects such as Guinness Point at Trafford Park, Gemini 8 in Warrington and AVIATOR at Ellesmere Port. All have the opportunity to shadow team members on site and, as part of their qualifications, they also spend a number of days on site to embed their knowledge and understanding of the wider construction industry. Ian Guildford, Contracts Manager at Caddick Construction, said: “We have a fantastic calibre of apprentices working closely with us on some high-profile projects across the North West. It is essential we equip the future workforce with valuable construction skills, enabling them to work on live projects. Work readiness is key if we are to continue to bolster the economy across the region and prepare the next generation for the construction sector.” Michelle Swarbrick, Social Value Manager from Caddick Construction, added:“Having joined Caddick to help deliver social value across the North West, I’m delighted to recruit seven apprentices from across the region demonstrating our commitment to tackling future skills shortages in the industry.”
Ibstock Brick has been shortlisted for The Inspire Awards which celebrate diversity and inclusion in the construction, engineering and housing sectors in the UK. The leading brick manufacturer, part of Ibstock plc, has been named as a finalist in the Most Inspiring Apprenticeship Programme category. Ibstock Brick offers two engineering apprenticeship programmes, both four years in duration; Advanced Mechanical Engineering and Advanced Electrical Engineering. There are currently 35 apprentices within the business, ranging from 16 to 25 years old, including two female engineering apprentices. One of these is Courtney Scarlett, a Dual Engineering Apprentice. She says: “I wanted to do something where I could use my practical skills rather than just learning about the theory behind it. An engineering apprenticeship allows me to do exactly that. Women are still a minority in engineering, and this is why I love working in an engineering team and showing other people that women can also be successful in a male-dominated field.” Paula Wardle, Group Learning & Development Manager at Ibstock plc, commented: “We are delighted that Ibstock Brick has been shortlisted for the Most Inspiring Apprenticeship Programme. It recognises the investment we have made in developing a comprehensive programme focussed on delivering world-class engineering skills and knowledge. As a building products manufacturer, our apprentice population currently reflects the traditional nature of the industry, yet we are working hard to encourage a more diverse range of apprenticeship applications, and are proud of the steps we are taking. “Our apprenticeship scheme has gone from strength to strength, and ensures that we create a pool of engineering and technical specialists who will help drive forward innovation and manufacturing excellence. It is only by nurturing our future talent that we will have people with the technical expertise and skills to manufacture our products for years to come.” The winners of The Inspire Awards will be announced on June 5th at The Hilton, Deansgate in Manchester.
Amid recent news that apprenticeship figures are still falling, the UK construction firm nmcn is driving demand for apprentices nationwide. More than 10% of employees at nmcn are currently participating in an apprenticeship, a figure that is expected to rise to 12% when the company’s graduate scheme is brought into the apprenticeship levy. “We’re training tomorrow’s talent to be our future. Apprenticeships aren’t a tick box exercise, we truly believe they are creating a legacy for the business. Over the last five years more than 270 of our people have been enrolled in an apprenticeship scheme and in that time we have seen a noticeable shift in the attitudes towards apprentices within the business. There’s been a pull to push shift, previously, managers needed to be persuaded to take on apprentices, now those managers are driving the demand. They see the value and momentum that apprentices can bring,” commented Karen Morris, nmcn’s group HR director. The latest statistics from the government show apprenticeships falling 15% behind pre-levy figures. “The apprenticeship levy has enabled us to open up training opportunities across the business in areas that can directly impact on our business growth right now. So while we’re developing the talent of the future we’re also investing in the business today,” added Karen.
City of Bristol College students and apprentices aged 16 to 18 will benefit from support from Dickies, as the two announce their partnership. With a focus on employability and personal development, the partnership will help those preparing for a career in a range of vocational and technical trades and profession with extended opportunities for learning. “We’re excited to be working with City of Bristol College as part of our commitment to instil pride in the next generation of tradespeople. Workwear can play a big part in feeling confident and ready to do a good job, but we know that’s just one aspect to starting a career on the right note. By supporting colleges like this to motivate and encourage students and apprentices, we hope we can make a difference to the careers of future tradespeople,” commented James Whitaker, Marketing Director for Dickies. The global workwear brand will also deliver talks by inspirational speakers and mentors and sponsorship of the College’s Student Awards, as well as provide items of specialist clothing and student induction packs to help students and apprentices with their studies and development. “A skilled, knowledgeable and motivated workforce is an essential ingredient for building a strong and sustainable economy. Our students were delighted with their Dickies induction packs containing essential items to help them make good progress in their studies and career development,” said Emma Jarman, Vice Principal – Curriculum and Quality. “Our partnership with Dickies will enable us to continue developing rich and stimulating learning experiences of our students and apprentices through co-design and co-delivery of our curriculum and engagement with current and highly respected industry practitioners,” Emma added.
Morgan Sindall’s annual scholarship programme has welcomed 18 new undergraduates. Developed by the Institution of Civil Engineers (ICE), the Quest programme aims to encourage students studying Civil Engineering to choose a career in the industry. “We’re thrilled to welcome our latest Quest scholars to the business and provide them with a head-start into the industry. After 10 years of being a part of this scheme, it’s fantastic to see how Quest scholars from previous years are continuing to develop their careers with us and I wish our latest cohort well as they join the Morgan Sindall Construction & Infrastructure family,” said Simon Smith, Morgan Sindall’s Infrastructure managing director. Over the next four years, the scholars will undertake placements around the business, while being mentored by a member of the previous Quest cohort and a chartered supervising civil engineer. “I am incredibly proud of what these young people achieve. Our Quest scheme offers scholars the opportunity to work on some exciting high-profile and major civil engineering projects across all of our sectors. They undertake highly responsible roles from their first undergraduate placements and; when they graduate they progress quickly in their early careers. I’m pleased to say that in recent years we have seen an increase in women amongst our Quest cohort where we now typically have a 50/50 representation of men and women scholars,” commented Tony O’Donnell, the company’s engineering director. Freya Buchan, Quest Scholar, also talked about his excitement to start working with Morgan Sindall and learn about the industry and its prospects. “I have been impressed by how closely they work with their Quest scholars so I’m eager to get the best out of the experience.” Applications for the 2019 Quest Scholarship open in March.
After relocating to larger headquarters in Doncaster, civil engineering firm Specialist Engineering Services (SES) has centralised its commercial and operational arms. Employing more than 200 people and boasting a turnover of £9 million, the company made the decision to move its headquarters to Balby Court, Balby Carr Bank, Doncaster earlier in the year. Funding for the firm’s relocation, as well as modifying the access point to its rail operating centre to allow for heavy plant access, has been secured from Business Doncaster, a partner of the Sheffield City Region Growth Hub Enhancement Project. “It’s great to see SES choosing Doncaster as the location of its headquarters and we are thrilled to have been able to support the team throughout this transition. Here at Business Doncaster, we are dedicated to offering comprehensive business support packages to established businesses and encourage all local business owners to get in touch and benefit from our independent advice and support service,” said Michael Stanley of Business Doncaster. Furthermore, with the help of Northern Rail Alliance and National College for High Speed Rail, SES is now in the process of rolling out an apprenticeship scheme that will allow students to benefit from their training programme. “Our move to the area contributed to boosting the local economy and creating jobs and so, as a result, we were able to benefit from funding which really helped us to transition between sites and improve the accessibility of our nearby operating centre,” said Emma Shrimpton, business services manager at SES. “We were delighted that Business Doncaster could introduce us to the Northern Rail Alliance which led to us working with the National College for High Speed Rail and getting access to students for work experiences and apprenticeships,” Emma added.
Develop Training Limited (DTL), a leading provider to the utilities and construction sector, believes that apprenticeships can meet many of the challenges thrown up by falling university numbers. Many commentators have blamed high tuition fees for a growing number of young people applying for university, raising fears of a lack of social mobility. But DTL points out that school leavers give other reasons too, including that they don’t enjoy studying or don’t think they have the necessary academic skills for university. The training company says that apprenticeships have the capability, not just to provide an alternative to university but also to address the wider issues. “Instead of racking up student debt, apprentices earn while they learn, and apprenticeships provide other ways of learning for those who aren’t suited to academia. At DTL, we specialise in practical training for high earning roles in utilities and construction. Yes, there is an element of classroom learning but for most of our apprenticeships, the focus is on learning through well-supervised, genuine on-the-job experience,” said Operations Director, John Kerr. Mr Kerr argued that apprenticeships can also generate social mobility, even beyond what might be expected from gaining a practical qualification and a well-paid job. “As an organisation that believes in providing a holistic educational experience, we support many young people who have fallen behind with academic learning,” he explained. Crucially, he points out, that includes ensuring that apprentices attain satisfactory levels of literacy and numeracy. Ensuring students attain a set level of literacy and numeracy is a requirement made of apprenticeship providers by the educational watchdog Ofsted, and DTL has invested in technology and teaching to ensure that apprentices reach the levels they need, not just to attain their qualification but also to equip them for life. “Clearly, people who have poor literacy or numeracy, or both, are going to be disadvantaged. This is a significant step in giving them social mobility,” said Mr Kerr. With these crucial core skills and the confidence of having completed an apprenticeship, they might well go on to get a university degree or similar-level qualification, he points out. “For us at DTL, this is much more than a question of meeting the requirements of the regulator. You can see this in our response to another Ofsted instruction. We have pioneered the introduction of safeguarding, ensuring that young people are safe in the workplace and the training environment,” he added. DTL’s latest Industry Skills Forum on the subject brought together leading figures in HR in the utilities and construction sector, to discuss safeguarding and the government’s Prevent initiative, which requires education providers to play their part in ensuring young people aren’t recruited into extremism. As an approved provider under the apprenticeship levy scheme, DTL says its customers expect it to deliver well-trained individuals, capable of carrying out their roles effectively and safely. This is particularly important when those roles are often in potentially hazardous environments in the gas, electricity, water and construction industries. “Our first duty is to the apprentices themselves, and we believe that ensuring their safety is paramount. By also ensuring they have those core literacy and numeracy skills, we add value to the opportunities created by their apprenticeship,” John Kerr concluded.
Leading utilities and construction training specialist Develop Training Limited (DTL) has welcomed a business development specialist with extensive experience in apprenticeships and further education onto its team. Appointed as Business Development Manager based at DTL’s Derby training centre, one of seven that the company operates across England, Scotland and Northern Ireland, is James Evans from Leicester. In his new role, James will be responsible for managing key accounts, including major utility and construction companies, performing skills analysis, matching DTL’s training courses to customer needs, promoting apprenticeships and offering bespoke courses. “I am excited to be joining DTL and eager to make an impact straight away, giving my accounts a thorough analysis of their training needs. I’m looking forward to learning new skills and sectors at the same time as being able to bring both DTL and the companies we work with my knowledge of training and apprenticeships,” commented James on his new appointment. Before joining DTL, James spent nine years as business development manager at an FE college where he was responsible for the quality and delivery of various sectors, managing a team of assessors as well as marketing apprenticeships across a range of sectors. Prior to that, he was an trainer assessor with a private training provider. Married with three children, James coached his son’s junior football club and is a Leicester fan. He also enjoys running and outdoor activities with his family. DTL is the UK’s leading accredited provider of compliance, technical, and safety training, supporting thousands of firms with their needs. Clients include some of the UK’s largest and best-known organisations from the utilities and construction to the defence, healthcare, facilities management and telecommunications sectors. Training programmes cover water and environmental, gas and energy, safety, electrical and mechanical, apprenticeships and management development delivered at DTL’s seven dedicated training centres in Linlithgow near Edinburgh, Romford, York, Derby, Bolton, Swindon and Lisburn near Belfast, or onsite at clients’ premises. DTL also provides bespoke and consultancy services, tailoring training programmes and initiatives to the requirements of individual clients.
In response to the Welsh Government’s newly published budget, the Federation of Master Builders (FMB) Cymru has said that the announcement of a new £111 million fund for apprenticeships must be followed by a sector-specific plan as to where this training will be targeted. Director of FMB Cymru, Ifan Glyn, said that they welcome the Welsh Government’s announcement of a new £111 million apprenticeship fund, aimed at creating 100,000 all-age apprenticeships. He added that is it now important that the Welsh Government focuses on the task of allocating those funds to training in industries where skilled workers are needed most and where the impact will be most beneficial for the wider economy. Glyn said that for that reason, it would be helpful to provide a sector break down of where these 100,000 apprenticeships will be created, so that key industries and businesses can plan ahead. Glyn concluded: “In particular, the construction industry is still waiting on a clear skills strategy from the Welsh Government. Our sector is already suffering from an enormous talent shortage, and this is only likely to worsen as the Welsh Government embarks on its drive to build more homes in addition to the obvious pressures that will be created by major infrastructure projects such as the new Wylfa nuclear power plant. “Businesses need to know whether the projected number of construction apprenticeships to be funded will be adequate to plug this skills gap. At a time of continued reductions in UK-wide spending and economic uncertainty in the wake of Brexit, creating jobs with a virtual guarantee of high value, well paid employment that will help generate activity throughout the Welsh economy is a no brainer. Few industries are better placed to provide such opportunities than construction. This is something which we hope the Welsh Government recognises.”
The government has rolled out a new apprenticeship scheme that seeks to force companies to pay more to train new workers. The CECA (Civil Engineering Contractors Association) said they had concerns that this new system could result in companies paying more to train apprentices, in some cases companies could be paying twice to train the same apprentices. Alasdair Reisner said this could actually cause the fall of apprentices potentially interested in joining the construction industry. The CECA chief executive discussed his fears about the future of apprentices in the construction industry. If forced to follow this new initiative companies will be less inclined to hire apprentices who will require more training, time and investment. It will become less affordable and less profitable for companies to train or hire apprentices. Companies would have to pay into the new scheme as the recent scheme actually asks that companies hiring apprentices should also pay in the government’s apprenticeship levy fun. The company would have to also pay thousands in additional training costs that will not be covered by the fund. The current system has the government contributing nearly £2bn to support apprentice training. The employers are expected cover the remainder of training costs. The new system will see this support removed for companies whose annual pay bills are over £3m. The new scheme requests that they pay 0.5% into the levy fund for apprentices. The apprenticeship type will be banded with maximum limits on what can be spent on each type of apprenticeship, contractors fear limits are lower the amount it actually costs to train certain types of construction apprentices. Stating that companies will have to food the extra cost. Early indication from the government are actually causing major concerns for industry professionals, the government are pushing the limits down to a point where it is no longer a viable option for most companies to invest time, money and effort into training apprentices.
