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Qualifying the workforce and apprenticeships

Qualifying the workforce and apprenticeships

by | 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.

Apprenticeships explained

Apprenticeships explained

by | 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

Up to £15,000 for Eligible Businesses in Scotland

Up to £15,000 for Eligible Businesses in Scotland

by | 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

Right to Work: Ukrainian & Afghan Workers and end to COVID relaxations

Right to Work: Ukrainian & Afghan Workers and end to COVID relaxations

by | 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:

  1. 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;
  2. 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
  3. 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

Exam Results 2022 – getting the message out that an amazing career awaits in construction

Exam Results 2022 – getting the message out that an amazing career awaits in construction

by | 18 Aug, 2022 | Skills

Approaching 700,000 of students collected exam results today (18 August).  This included A and AS levels, level 3 vocational and technical qualifications as well as the new T’Levels – so far over 425,000 of these students have been confirmed places at University, but many others will be considering what next.

A collective effort to promoting careers in the finishes and interiors sector
Now is a vital time for employers to step up and get the message out there that the £10 billion Finishes and Interiors Sector, a sector that employs around 280,000 people is a dynamic part of construction and offers a range of opportunities.  This is our opportunity to champion that we are a credible choice, that we create the interior spaces and carry out the finishing that turns a structure into a home, hospital, cinema, hotel or school, basically we put the wow into buildings.   We need to make sure that those looking to step into the world of work know that there are opportunities to train for a trade in as an Interior Installer, Plasterer, Dryliner, Carpenter and Joiner, Ceiling Fixer etc.  We also need Designers, Building Information Modellers, Surveyors, Contract Supervisors and Project Managers as well as all the other array of roles that support the construction process, from IT through to commercial.

A new opportunity through T-Levels
One group to highlight is that 1,029 students received their T-Level results with 207 of these being in “Design, Surveying and Planning for Construction”.   This is the first batch of T-Level graduates who have completed the new 2-year courses.  These qualifications are taken after GCSEs and are broadly equivalent to 3 A Levels, but offer a more sectoral and vocational focus.  The qualification combines study with a substantial industry placement so that students gain the skills and valuable workplace experience they need to progress into a job, further study or an apprenticeship.

What should employers do
Every great career starts with a job!  FIS is recommending all members use the TalentView Construction service to promote any opportunities and jobs available through your business.  As well as providing a free job board that is being heavily promoted to school leavers, this service automatically links with the National Apprenticeship Service and ensures that young people have the best possible chance of seeing your vacancy through any career advice that they receive.  Consider also making contact with your local college or sixth forms to ensure that they know of any vacancies that you have available that could be communicated to prospective candidates and also reach out to your local Department of Work and Pensions and ensure that all of the local support is being utilised.

So whether you are looking to hunt down a T-Level graduate or are keen to take on a recent school or college lever on as a trainee, apprentice or even offer to sponsor a candidate through their degree there are a range of tools that FIS and others have made available to support a collective effort that helps to present more consistently a dynamic sector full of opportunities.

For top tips and support in promoting careers in the sector visit the Recruitment and Induction section on our website that includes links to useful resources or contact the FIS via telephone 0121 707 0077 or email info@thefis.org.

Targeting school leavers in 2023 and beyond
Effectively targeting the 700,000 annual school leavers and inspiring young people to think about a career in construction is critical.  To support you in this work the STEM Construction and Built Environment Ambassador programme provides vital training, tools and support, giving you confidence that the message is right and we are working (and learning) consistently as a sector.  Becoming an ambassador will also plug you in to the STEM network and will open up opportunities to visit schools and careers fairs.

Ambassadors play an essential role in inspiring young people to think about a career in construction through a range of activities, these include school presentations, careers talks and mentoring.  If you are interested in becoming a STEM Construction and Built Environment Ambassador, you can find out more by joining our webinar, register here .  Remember you are not alone and we are here to help.  At FIS we have members of our team who have completed the training and are actively working as ambassadors, we are maintaining a network of ambassadors and are using this network to better understand how to target our approach and to develop resources.  More on construction ambassadors here

If you are interested in offering T-Level industrial placement in 2022/2023 please email info@thefis.org and we will make the necessary introductions.

English apprenticeships off the job training policy has changed

English apprenticeships off the job training policy has changed

by | 18 Aug, 2022 | Skills

From 1 August 2022, the 20% off-the-job requirement for all apprenticeships will no longer apply.  It will be replaced by a baseline of six hours per week, irrespective of hours worked by the apprentice.  It means apprentices who work more than 30 hours per week can now spend less than 20% of their time doing off-the-job training.  The Education and Skills Funding Agency (ESFA) has stated that this move, part of a package of changes to apprenticeships, ‘must not dilute the existing requirement, but provide the right level of training to every apprentice’.  This shouldn’t be a problem for the training providers and employers.  Employers have control over the training provided in the workplace.

It is an eminently sensible rule change and it should lead to a rise in apprenticeship numbers for these three reasons:

  • Apprentices will be able to contribute more at a time when many businesses are still struggling to recover from the impact of the pandemic.
  • It levels the playing field, meaning all apprentices will be required to engage in the same number of off the job hours, and are not penalised whether they work 30 hours a week, or 48 hours a week.
  • It will be much more easily administered without the need for complex and varied calculations which have been an administrative burden for Training Providers

This now aligns to an academic training day of six hours rather than the working day of 7.5 hours, allowing Training Providers to standardise and create learning programmes for cohorts rather than individuals. It is advisable to create a working relationship with your Training Provider to ensure you know what subjects the apprentices will be covering when they are with the them.  This does not remove the employers responsibility for training apprentices in the workplace and giving them time to practice the skills they learn in training in the workplace.  If you need more information contact George on 07553 874838 or email georgeswann@thefis.org

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