by Clair Mooney | 8 Sep, 2022 | Skills
An employer is able to apply for grants in respect of construction industry related training undertaken by:
- directly employed staff (including apprentices) on the payroll;
- sub-contractors (both net and gross-paid); and
- sole traders and partnerships.
Provided the individuals are working at the time of the training for the employer making the application and that CITB grant support has not already been received for the particular training and/or qualification. An employer may authorise third party training providers and/or colleges providing services to the employer to complete a grant application on their behalf. Where the employer so authorises, the responsibility to ensure that applications are made in accordance with the Grants Scheme terms and conditions and to repay any grants received as a result of an error by the third party remains with the employer. The employers construction industry levy payments must be up to date. If your allowing training or qualification assessment of your sub-contractors on your jobs or sites, regardless of how the training and/or qualification is being paid for find out what they are undertaking and claim the Employer grant.
To apply for grant, applicants should visit CITB’s website. The requirements specific to each grant type should be checked prior to submitting an application as some grants operate restrictions. If you are unsure please contact Marie Flinter 07799 903103 or email marieflinter@thefis.org
by Clair Mooney | 8 Sep, 2022 | Skills
With construction needing to recruit over 53,000 new entrants every year to maintain output, Build UK has published the results of its latest survey of members to understand current levels of employment within the industry and the impact of job vacancies across the supply chain. ‘Increasing Employment in Construction’ reveals that 33% of respondents have increased their number of directly employed workers in the last 12 months, with 50% predicting an increase over the next year, which is being driven primarily by an increase in activity, followed by companies taking on more new entrants and apprentices.
68% of Build UK members confirmed they currently have vacancies, which is increasing pressure on existing teams and stifling business growth. To help recruit more new entrants into construction, Build UK will be focussing on improving the journey from education to employment, and will be reviewing the various ways that young people take their first step into the industry, including Apprenticeships, Traineeships, T Levels and Degrees.
by Clair Mooney | 5 Sep, 2022 | Skills
Now pupils are heading back to school and those who left in June or July follow their post school dreams there is going to be a number of young people who are undecided, back into education, further education linked to an occupation, employment or an apprenticeship. If you are looking to increase your workforce the pool of undecided could be an opportunity.
When you embark on the quest to recruit it is worth considering what qualification options there are available for your new employees. FIS have 34 Training Provider members up and down the country offering training, qualifications and apprenticeships from the trades to senior management take a look at FIS Training Directory for a fellow member in your area, some of these training organisations operate nationally and will deliver the necessary training onsite.
Vocational qualifications are the main stay of the sector but are more suited to experienced workers unless preceded by a formal training programme leading to a recognised national qualification, as they are in the apprenticeship frameworks for Scotland and Wales. Individuals learn the skills and knowledge in a training environment and apply these in the workplace to develop the appropriate attitude and gain experience.
For apprenticeships in England FIS members deliver training for the following trade options:
- Plasterer
- Option 1 – Solid
- Option 2 – Fibrous
- Interior Systems installer
- Option 1 – Dryliner
- Option 2 – Ceilings and Partitions Installer
Take a look and download a copy of the FIS Apprentice – Guidance for Employers. If you need any assistance to source training or qualifications call FIS on 0121 707 0077 or email info@thefis.org.
by Clair Mooney | 2 Sep, 2022 | Skills
A great way to launch a career in the sector is by one of the many Apprenticeships on offer. Age is not a restriction for career changers and there are opportunities to upskill in various occupations. There are more than 640 apprenticeships approved in England by employers, meaning someone could pursue a career in anything from Dryliner to Contracts Manager. The National Apprenticeship Service has some great advice for employers including clear information on costs. Take a look at the FIS Apprentice – Guidance for Employers and if you need information, advice or guidance call FIS on 0121 707 0077 or email info@thefis.org
Transfer and Receive Apprenticeship Levy
Employers in England that pay the apprenticeship levy can transfer their unused apprenticeship funds to help other organisations pay for apprenticeship training. The employer that receives the funds can only use them to pay for apprenticeship training and assessment. You can transfer up to 25% of your apprenticeship funds.
Prior to sign up you will need an apprenticeship service account
Create an account to manage apprenticeships – Manage apprentices (manage-apprenticeships.service.gov.uk)
Transferring your apprenticeship levy to another business – GOV.UK (www.gov.uk)
An apprenticeship levy paying employer can transfer up to 25% of their annual levy funds to another employer to pay for the training and assessment costs for apprenticeship standards. Transfers can support new apprenticeship starts, this includes existing staff starting an apprenticeship or where the apprentice’s employer has changed. Transfers may be used to support the skills gaps and shortages within locations or sectors.
Receive a levy transfer from another business to fund an apprenticeship – GOV.UK (www.gov.uk)
Transfers is one way of receiving funding to support the costs of apprenticeship training and assessment. By receiving a transfer, if you do not pay the levy then you will save the 5% employer co-investment. Also, transfers do not count towards reservation of funds. Apprenticeships are not just for new employees; they are available to upskill existing employees too.
If you need assistance to transfer, pledge or secure apprenticeship funds for taking on an apprentice give FIS a call on 0121 707 0077 or email info@thefis.org
by Oscar Venus | 26 Aug, 2022 | Skills
Thousands of businesses can now apply for up to £15,000 to help retrain and upskill their workforce. The Scottish Government’s Flexible Workforce Development Fund provides workers in organisations of all sizes with access to training courses through local colleges, the Open University in Scotland and Skills Development Scotland. Now entering its sixth year, the fund is open to organisations who pay the UK Apprenticeship Levy and small-to-medium size business (SMEs). The initiative plays a crucial role in Scotland’s National Strategy for Economic Transformation, which outlines how the Scottish Government will work to develop the best economic performance possible over the decade ahead.
Youth Employment and Training Minister Jamie Hepburn said:
“We know times are tough for many businesses, so this funding will help them to continue investing in their workforce, addressing skills gaps and improving productivity. A skilled workforce is vital to the Scottish economy and we want as many businesses as possible to benefit from this scheme. For the first time, all eligible employers can access training available via local colleges, Skills Development Scotland and the Open University, tailored to their needs. This provides an incredible opportunity for workers to upskill at a time when many businesses are opting for new ways of working. I would encourage all Scottish employers to find out more about the opportunities available to them.”
The Flexible Workforce Development Fund (FWDF) was introduced in 2017-18 and aims to provide employers with flexible workforce development training opportunities tailored to their needs to support inclusive economic growth through upskilling and reskilling of employees. Full information on the fund is available on the Scottish Funding Council website.
Employers can contact the Scottish Funding Council (SFC) at fwdf@sfc.sc.uk or Skills Development Scotland (SDS) at fwdf@sds.co.uk for further information on this year’s fund. Apprenticeship Levy-paying organisations will be able to access upskilling support to the value of £15,000, and non-levy paying SMEs up to £5,000. An independent evaluation of the fund was carried out in academic year 2021-22. The results will be published this autumn. More information on Scotland’s National Strategy for Economic Transformation
If you need information on funding available for skills, training and qualifications contact Marie Flinter on 07799 903103 or email marieflinter@thefis.org
by Iain McIlwee | 19 Aug, 2022 | Labour, Skills
Employing Ukranian and Afghan Workers
Minister for Refugees Lord Harrington has written to businesses confirming that Ukrainian and Afghan nationals have a right to work in the UK where they have resettled under the Ukraine Family Scheme, Homes for Ukraine Scheme, Afghan Relocations and Assistance Policy or Afghan Citizens Resettlement Scheme. Although the exact process will be determined by how the individual arrived in the UK, employers should conduct right to work checks in the usual manner and contact the Home Office Employer Checking Service (ECS) if further verification if required.
In his letter the Minister re-iterates that all employers in the UK have a responsibility to conduct simple right to work checks before employing someone. These checks are required regardless of nationality – even British citizens are caught by the measures.
Afghan nationals who have resettled in the UK under the Afghan Relocations and Assistance Policy or the Afghan Citizens Resettlement Scheme, and Ukraine nationals who have resettled in the UK under the Ukraine Family and Homes for Ukraine Schemes have a right to work. To evidence that right, employers should conduct right to work checks in the usual way.
For Ukraine nationals, the exact process required of the employer is shaped by how the individual arrived in the UK and the documentation held. But, broadly speaking, at the time of writing:
- Where an individual has a stamp in their passport which provides a time-limited right to work, the employer will need to manually check the passport as set out in published guidance, and perform a follow-up check to ensure the required documentation to evidence the right to work for a longer period (i.e. a Biometric Residence Permit) has been obtained;
- Where an individual has an eVisa (digital evidence of their immigration status, accessible online), the employer should use the online right to work checking service on GOV.UK in the same way as they would for others in possession of a biometric card; and
- Where an individual does not have a passport but instead has an Entry Clearance vignette attached to a ‘Form for Affixing the Visa’ (FAV), where necessary this document can be used as proof of right to work in conjunction with confirmation from the Home Office Employer Checking Service (ECS) in the form of a PositiveVerification Notice (PVN). However, in most cases, shortly after arrival a BiometricResidence Permit is available for collection, and this should be used to access the online checking service.
Where necessary, employers may contact the Home Office Employer Checking Service(ECS) verify right to work:
End of COVID-19 Temporary Changes
The temporary changes to right to work checks introduced in response to COVID‐19, which allow employers to undertake checks via video calls and use scanned copies rather than original documents, are due to end on 30 September 2022. After this date, employers are recommended to verify an individual’s right to work using a certified digital identity service provider (IDSP).
The relevant guidance on Right to Work Checks can be accessed here.
You can visit the FIS Employment Toolkit Here
