by Clair Mooney | 20 May, 2021 | Skills
Last week the Government outlined its legislative agenda for 2021‐22, which included the
Skills and Post‐16 Education Bill as part of the Prime Minister’s pledge for a ‘
skills revolution’ in England. With the aim of bringing the skills and education system closer to the employer market, the Bill details significant reforms to post‐16 education and training, including the Lifetime Skills Guarantee to enable easier retraining for individuals, greater influence for employers in planning publicly‐funded training programmes, and reforms to the student finance system.
Prime Minister Boris Johnson has said these new laws “are the rocket fuel that we need to level up this country and ensure equal opportunities for all”. Education secretary Gavin Williamson added: “Through legislation, our vision is to transform the sector (Education and Training) and expand opportunity right across the country, so that more people can get the skills they need to get good jobs.”
The main benefits of the Skills Bill will be:
- Offering adults across the country the opportunity to retrain in later life through the lifetime skills guarantee, helping them to gain in demand skills and open up further job opportunities.
- Realigning the system around the needs of employers so that people are trained for the skills gaps (roles that have been vacant for a long time) that exist now and, in the future, in sectors the economy needs including construction, digital, clean energy and manufacturing.
- Improving the quality of training available by making sure that providers are better run, qualifications are better regulated, and that providers’ performance can be effectively assessed.
by Clair Mooney | 20 May, 2021 | Skills
The results of the third cross-industry ‘People Survey’, carried out by Build UK on behalf of the Construction Leadership Council (CLC) in April, have now been published. Providing an up to date snapshot of the ongoing impact of the coronavirus pandemic on the construction workforce, Maintaining Employment in Construction indicates that there will be a reduction of 1.2% in the size of the workforce by July. However, the number of apprentices employed is expected to increase by 2.7 % over the next three months, and the number of graduates taken on this September is expected to be 17% higher than last September.
Listed up front in the report the data highlights the following:
- A small number of job losses is expected over the next three months
- Anticipated change in the workforce for specialist contractors between April and July 2021 11.4%
- There is anticipated to be a slight reduction in the number of EU workers
- Overall the number of apprentices employed is expected to increase over the next three months
- The number of graduates taken on this September is expected to be higher than last September
- On average companies are still expecting to lose a third of their Apprenticeship Levy due to not being able to spend it within the timeframe
- Most companies have introduced some form of health and safety training related to COVID-19
Commenting on the findings, FIS CEO Iain McIlwee stated:
“With this report it is important to look beyond the headlines, the data and summary provided reflects wider construction and it shows a fairly stable picture. When we look beyond the surface at the Specialist Contractors, it is a different story. Plans are to scale the workforce up by over 10% between July and April and that is going to be tough when we know that immigration is tight and we still have the unknown impact of the July Right to Work checks and the Settlement Scheme and travel opening up for people who may not have seen their family for months and be keen to extend their holidays. At FIS we remain concerned that labour is and will remain short. The apprentice numbers are encouraging, but a drop in the ocean for our sector where, even if the immigration system has no impact on the existing workforce, our domestic recruitment target doubles. We need to be conscious of this when planning and pricing work in the coming months and longer term there needs to be a huge cultural change in the way that we recruit and train across the UK.”
Download the results here
by Clair Mooney | 20 May, 2021 | Skills
Following the latest easing of restrictions on 17 May, face‐to‐face teaching can resume at all schools, colleges and other further education settings. However, there has been no further guidance on resuming face‐to‐face training in the workplace, and companies should continue to determine if any training required can be undertaken remotely or is essential at this time, as they may be required to explain how they are complying with the current restrictions, which include working from home where possible.
by Clair Mooney | 13 May, 2021 | Skills
Are you an employer who could provide a T Level industry placement relating to design, surveying and planning for construction, or digital production, design and development?
In September 2020, the Department for Education launched the first three T Level qualifications, designed to equip young people with the technical skills on which to build their future careers. To achieve a T Level pass every student has to complete a substantial Industry Placement with a local employer as part of their course. The Covid-19 pandemic has placed additional pressure on colleges and other training providers in sourcing enough Industry Placements for their students.
You will find some background about T Levels below, along with links to further information, to help you decide if your organisation can get involved by offering students a good quality Industry Placement. As well as providing a young person with their first step into the world of work, it could be your first step to engaging with fresh new talent.
T-Levels are new courses which follow GCSEs and are equivalent to 3 A levels. These 2-year courses, which launched September 2020, are for 16 to 19 year olds and have been developed in collaboration with employers and businesses so that the content meets the needs of industry and prepares students for work, further training or study. T-Levels offer students a mixture of classroom learning and ‘on-the-job’ experience during an industry placement of at least 45 days. Most of the learning will take place in the classroom which makes them different from an Apprenticeship. The placement can take place as a block, day release or a mix of these. There are currently two Construction T-Levels:
Design, surveying and planning for construction (available now) the course offers a core knowledge of how the construction industry works, the principles of design and the role of technology and sustainability. Students then have the chance to specialise in either Building services design, Civil engineering, Hazardous materials analysis or surveying. Eight colleges are currently delivering this programme across England and they are seeking industrial placements for 67 students. If you are an employer interested in taking on an industrial placement please complete the form at https://www.tlevels.gov.uk/employers/next-steps or call 08000 150 600 (choose option 4).
Onsite construction (starting September 2021) learners will have the option to cover at least one trade from a choice of bricklaying, carpentry and joinery, painting and decorating or plastering. FIS are seeking support to develop an occupational specialism in interior systems installation.
There are a number of progression options open to students. These include skilled employment, an apprenticeship and higher education. UCAS points are attached to the overall T-Level achievement grade.
by Clair Mooney | 7 May, 2021 | Skills
A new flexi-job apprenticeship scheme approach was announced by the Chancellor in the last Budget. It is proposed that schemes will build on the existing Apprenticeship Training Agency model, to allow employers to join forces and access funding to create new or expand existing schemes to boost the use of apprenticeships in sectors with non-traditional employment patterns, including construction.
There is a growing appreciation that Apprenticeships are more important than ever in equipping individuals and businesses with the skills they need as we build back better from the coronavirus outbreak. As part of this Government want to make sure apprenticeships reflect modern models of employment for all employers in all sectors. One concept is developing portable apprenticeships, putting apprentices in the driving seat and enabling them to move with relative ease between employers in industries where short-term contracts are the norm. T his consultation asks you to consider how flexi-job apprenticeship schemes can support the growth of apprenticeships in sectors where short-term and project-based contracts are the norm.
The Department for Education (DfE) will launch the flexi-job apprenticeships fund in July 2021 with employers set to be invited to bid for a share of a £7 million fund to create and test new flexi-apprenticeships schemes, with the first approved flexi-job apprenticeships expected to start in January 2022.
As well as responding directly FIS is encouraging members to feed their views in so we can give consideration to the potential to explore early adoption within our supply chain. Please forward your thoughts to iainmcilwee@thefis.org.
Full details of the proposals and how to respond to the consultation are available here Flexi-Job Apprenticeships: Reshaping the role of Apprenticeship Training Agencies.
Responding to the Consultation
The DfE online consultation survey will close on 1 June 2021. Responses to FIS should be submitted by 27th May to allow time to build a sectoral response.
Key questions from the consultation, please send copies of your response to iainmcilwee@thefis.org:
Question 1: Do you agree with our vision for flexi-job apprenticeship schemes?
Question 2: How should flexi-job apprenticeships demonstrate that they are meeting the needs of employers?
Question 3: What expectations should we set of flexi-job apprenticeship schemes in providing a high quality experience for apprentices?
Question 4: What challenges and opportunities are relevant to flexi-job apprenticeship schemes achieving financial sustainability? How might they balance a fee-based model with other income streams?
Question 5: Does the name flexi-job apprenticeship scheme accurately describe our vision for these organisations and they role they will play? Would you propose any alternative names?
Question 6: Do you have any views on our proposals for portable apprenticeships, including on how portable apprenticeships and flexi-job apprenticeships schemes can complement each other?
Question 7: Do you agree that we should create a register of approved flexi-job apprenticeship schemes?
Question 8: What entry criteria do you think we should establish for admission to this register in order to ensure that approved flexi-job apprenticeship schemes meet our vision set out in section 2?
Question 9: How do you think the performance and quality of approved flexi-job apprenticeship schemes should be monitored and assured after admission to the register?
Question 10: To assure the quality of flexi-job apprenticeship schemes, should schemes entry to the register set out the standards they can offer to apprentices? What process should we develop to enable schemes to change the standards they offer?
Question 11: Do you have any concerns about the closure and withdrawal of the dormant register of ATAs?
More information on Apprenticeships in the finishes and interiors sector
Visit the FIS Skills Hub here
Are you currently or thinking of employing an Apprentice, we have set up an Apprentice Employers Group to support uptake of the new Interior Systems Installer Apprenticeship and the next meeting is set for the 19th May – you can reserve your place here.
by Clair Mooney | 7 May, 2021 | Skills
Nation Council Chair vacancies: Help shape the future of construction skills
CITB is seeking senior, experienced and knowledgeable industry representatives for its Nation Council Chair in England and Scotland.
The Nation Councils have an important role in supporting the CITB Board in its strategic leadership, by providing insight into industry challenges, across nations, regions and sectors and acting as a sounding board for Trustees. Applications are invited from across the industry, including SMEs, large employers, and independent consultants. The Nation Council Chair will help shape the future of construction as the industry begins to emerge from the shadow of the pandemic and adapt to new challenges, including Brexit and achieving Net Zero targets. They will:
- Capture and articulate to the Board key issues affecting or likely to affect industry;
- Assist the Board to accurately prioritise support for key issues affecting industry across Great Britain;
- Help review and advise the Board on CITB’s Business Plan to ensure that it addresses industry opportunities, pressures and priorities;
- Shape individual Nations Plans and to review performance against them; and
- Make recommendations to the Board about extraordinary matters arising that may impact on the ability of the Board to deliver the Plan.
Interested candidates should have a wealth of senior level experience in the sector and represent the voice of industry. It is essential that the Chair has a sound knowledge and understanding of both their nation and the wider construction landscape.
CITB Policy Director Stephen Radley said: “The role of Nation Council Chair is challenging and incredibly rewarding and represents the perfect opportunity for someone with industry insight and an understanding of the challenges facing the sector to make their mark. To fill the shoes of our current Chairs will be no easy task but we know the construction industry is full of incredibly talented people who I know will rise to the task.”
CITB is also recruiting independent members of its Audit and Risk, and Industry Funding committees. Anyone interested in applying for the vacancies should visit: http://sscl-innovation.com/CITBmicrosite/volunteering/
