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Tender Ref: HCUK/ESF/2017.SD08 Skills Support for the Workforce Skills Gap Report Report Detailing Employer Skills Requirements up to 2022
Tender Ref: HCUK/ESF/2017.SD08
Skills Support for the WorkforceSkills Gap Report
Report Detailing Employer Skills Requirements up to 2022
Sector: Construction
Index
Background...........................................................................................................................3
Market Intelligence.................................................................................................................5
Construction Output – Yorkshire and Humber (£ Million, 2015 Prices)..............................7
Future Employment............................................................................................................7
Annual Recruitment Requirement by Occupation – Yorkshire and Humber......................8
SME Skills and Networking Groups.....................................................................................10
Skills Requirement Report Findings and Recommendations...............................................13
Bespoke Training.............................................................................................................14
Feedback.........................................................................................................................14
Legacy.................................................................................................................................19
References and Contributors to the Report.........................................................................21
Case Studies.......................................................................................................................24
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Key Contacts
Skills Requirement Sector Construction
Company/Organisation conducting the research
East Riding College
Key Contact for The Project
Name/Email/Telephone
Stephen Girking,
Report Produced by East Riding College
Company/Organisation Address
East Riding CollegeSt Mary's Walk,Bridlington,East Riding of Yorkshire,YO16 7JW
Company/Organisation Tel Number
0345 120 0044
Company/Organisation Key Contact Email Address
Alex Sheldon,
Any Other Contact Information
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Background
The Humber Local Enterprise Partnership (LEP) have commissioned the production of comprehensive skills gap reports that detail emerging employer skills requirements up to 2022. The sectors have been split into six reporting areas. This report relates to the Construction sector.
This report has been produced by examining research published by a number of leading organisations relating to the employer skills requirements within the Construction sector. The focus of the report has been for the Humber LEP region, however, research has also included the wider Yorkshire area, adjoining LEPs and the national picture where these can be seen to influence the Humber region.
The report examines the importance of the Construction sector to the economy. We will identify how the sector is made up within the area. It will review data available, which predicts how the Construction sector within the area is expected to perform up to 2022. Using this data, we will analyse the picture nationally and locally to identify which areas of the industry are expecting to see growth and which are likely to retract. We will identify the major investments in the immediate and adjoining areas and the impact these might have on the local workforce. Through this data, we will identify how many additional workers will be required to meet future local growth. We will identify the skills that will be required, and the training needs to ensure any growth can be realised.
The above research will be explored and tested with local Construction employers. This will be carried out through a series of interviews, questionnaire and meetings. We will see if their perception of future skills shortages and training needs match the findings of the reported data. We will determine their needs up to 2022 and the issues they perceive this will have on their recruitment and training.
A similar report was conducted in 2015 (LRF – Sector Skills GAP Group, Skills Gap Report, Construction, Engineering & Manufacturing). The research carried out as part of that report experienced difficulty in gathering views from employers. This influenced this research, and we proposed to carry out more 1-1 interviews as well as a shortened questionnaire, which gave the opportunity for further feedback through attendance at focus group meetings or 1-1 discussions.
We will examine the current issues local employers have in recruiting skilled staff and if their training needs are being met. Research to inform this has been gathered from many sources including the Humber Local Enterprise Partnership (LEP), Construction Industry Training Board, Office for National Statistics (ONS), LMI Humber, local authorities, humberbusiness.com and the Humber Training Group.
The current Skills Support for the Workforce (SSW) and skills programme is fully funded by the European Social Fund (ESF) and co-financed by the Skills Funding Agency (SFA). It is designed to deliver £6m of responsive workplace learning courses across the Humber region to meet individual, employer and regional economic needs.
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By up-skilling the workforce, the SSW and Skills Support for Redundancy (SSR) programmes aim to reduce the risk of long-term unemployment and enhance employee skills and career prospects.
The SSW programme is being delivered by HCUK Training (part of the Hull College Group) and a network of specialist training providers to engage with learners and employers within eight key sectors as identified by the LEP. The programme started in September 2016 and ran until July 2018.
The outputs from the contract have been examined and analysed in order to establish the lessons learned from the delivery of the training element of the contract. Delivery data has been analysed to determine how many employers and learners took up the training and the impact this had. Views, successes and issues have been gathered from learners and parties responsible for the delivery of the training element of the programme. Consultation has been carried out with regional small to medium-sized enterprises (SMEs) to determine the impact of this funding and the lessons learned from the delivery of the training element. It will examine employer’s awareness of the range of qualifications and training provision available and if these adequately met their current and future training needs.
The above research and consultations with SMEs will examine how prepared for the future employers are, their willingness to invest in the up-skilling of their staff. Together with the importance they place on skills and the impact they have on business productivity and growth.
This report will be used by the Humber LEP to inform their future strategic economic plan and skills strategy. This may, in turn, influence future training programmes and tenders.
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Market Intelligence
Construction is of vital importance to the local and UK economy; it plays a leading role in delivering economic growth. The industry is essential in meeting the economic and social challenges that LEPs face across the infrastructure, housing, repair and maintenance, industrial and commercial sectors.
Construction is one of the largest sectors in the UK with a turnover of £370 billion, contributing £138 billion in value added to the economy and employing 3.1 million people (9% of the total UK workforce). The value of new work increased to its highest level on record in 2016 (Source: Department for Business, Energy & Industrial Strategy 2017).
Yorkshire and Humber play a major role, accounting for around 7.8% of all UK construction workforce employment in 2016. Overall, the region’s total construction output rose by 10% in 2016 and is estimated to go up by a further 7% to £11.12bn (2015 prices) in 2017 (Source: CITB research).
In the Humber area latest figures (April 2017) show there to be around 4055 businesses operating within the construction sector (Source: ONS 2018). These companies employ around 20,000 people and account for 6.7% of all employment in the Humber area (Source: LMIhumber 2018).
Around 4000 of these businesses are SMEs with 90% of companies employing less than 10 people. During this research project, we have been in direct contact with approximately 400 of these, equating to around 10% of all SME construction businesses across the Humber. In addition, we have used social media, through a series of established networks to widen the reach. (Source: ONS 2018).
Recent growth in the Humber area has been supported through significant investment generated through Hull City of Culture 2017 and Greenport with major projects been commissioned including
Siemens’ Green Port Hull £310m renewable energy project. This project saw the construction of a new facility that manufactures the world’s longest wind turbine blades, at 75m, along with service facilities and an investment in a brand-new installation harbour.
Major redevelopment of Hull New Theatre.
Hull Venue (music and event complex).
£25m hotel development.
Major redevelopment of the fruit market in Hull.
40,000 square metres of paving laid as part of construction work in Hull, making it Britain’s biggest paving project.
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Examples of other recent major projects within the Humber also include:
Improvements to the A160/A180 at Brocklesby Interchange and access to the Port of Immingham.
Large local developments within the Bridlington Town Centre Scheme.
New Centre of Scientific Excellence at RB plc, Hull.
Wolferton School Consolidation.
CITB research (shown in the table below) for Yorkshire and Humber predicts total construction output up to 2022 will grow at an annual average rate of 0.8%. New work is expected to perform better than repair and maintenance (1.2% v 0.2%).
This growth can be broken down by sector, with Industrial predicted to see the biggest gains of around 3.9%. This is followed by Commercial and Public non-housing predicting increases of 1.5%. Infrastructure 1.1% and private housing 0.6%, whilst public housing is expected to retract slightly.
The growth in these sectors in the Humber will be supported through major proposals including:
£390m, A63 Castle Street improvement in Hull.
£6.5m leisure centre revamp in Hornsea.
Gypsy Race Park redevelopment in Bridlington.
New Lifeboat station, Cleethorpes.
£3.5m improvement works to Scunthorpe Railway station.
£14m new custody suite in Grimsby.
Flood defence barrier to the river Trent as part of a £1 billion-plus Lincolnshire Lakes project.
Planned £200m mixed-use development at Brough South.
Potential £200m Train factory for Siemens, Goole.
The Yorkshire & Humber region’s largest new work sector is new private housing. In the Humber significant housing developments have been carried out, with much more planned. These include 1,800 new homes to the south of Beverley, 180 near Castle Hill Hospital, Cottingham and a further 1,400 earmarked for land to the North of Bridlington. In Grimsby, there are plans for 850 homes at Scartho Top and 90 new flats at the former art college. In Hull, a £17m residential development has recently commenced at Hull’s Fruit Market. 6,000 new homes are proposed to be built up to 2028 as part of the Lincolnshire Lakes Area Action plan, with a further 85 planned on former allotments in Scunthorpe. North East Lincolnshire estimate that around 13,340 homes will have to be built in the borough by 2032, whilst Hull City local plan seeks to provide for almost 12,000 houses over the same period.
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Construction Output – Yorkshire and Humber (£ Million, 2015 Prices)
Estimate Forecast (Annual % change) Annual average
2017 2018 2019 2020 2021 2022 2018-22
Public Housing 345 2% 2% -6% 0% 1% -0.5%
Private Housing 2,270 1% 0% 0% 0% 3% 0.6%
Infrastructure 1,050 12% -8% 10% -4% -3% 1.1%
Public non-housing 647 5% 0% 0% 2% 1% 1.5%
Industrial 301 7% 1% 3% 4% 5% 3.9%
Commercial 1,888 3% -2% 0% 3% 4% 1.5%
New Work 6,501 4% -2% 1% 0% 2% 1.2%
Housing R&M 2,062 -3% 0% 1% 2% 2% 0.3%
Non-housing R&M 2,555 -2% 1% 2% 1% 0% 0.2%
Total R&M 4,617 -3% 0% 1% 2% 1% 0.2%
Total Work 11,118 1% -1% 1% 1% 1% 0.8%
Source: CSN, Experian, Ref: CSN Explained reproduced from CITB research, Industry Insights, Yorkshire and Humber, Construction Skills Network, Labour Market Intelligence, 2018-2022
Future Employment
CITB research predicts employment growth in Yorkshire and Humber is expected to be marginal at 0.2% a year on average. This equates to 2,010 extra recruits required per year over the five years to 2022. The annual recruitment requirement takes into account existing flows into and out of construction, such as the movement of people between industries, migration, sickness and retirement, it is, therefore, the number of extra new workers the sector needs to attract on top of those flows.
Growth is expected in over half of the occupational categories. Generally, managerial, administrative and professional occupations are predicted to be better than trade and manual ones in terms of growth in the region, and the breakdown can be seen in the table below. In 2022 the largest construction trade occupation in Yorkshire and Humber is
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predicted to be wood trades and interior fit-out followed by electrical trades (Source: CITB research).
Annual Recruitment Requirement by Occupation – Yorkshire and Humber
Non-manual occupations
Non-construction professional, technical, IT and other office based 360
Senior, executive, and business process managers 270
Other construction process managers 140
Construction Trades Supervisors 100
Construction Project Managers 70
Non–construction operatives -
Manual occupations
Wood trades and interior fit-out 360
Labourers nec* 210
Plant operatives 90
Painters and decorators 60
Logistics 60
Roofers <50
Scaffolders <50
Floorers <50
Electrical Trades and installation -
Plumbing and HVAC trades -
Bricklayers -
Plasterers -
Specialist building operatives* -
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Building envelope specialist -
Steel Erectors/structural fabrication -
Glaziers -
Plant mechanics/fitters -
Civil Engineering operatives nec*
Professional Occupations
Surveyors 160
Civil Engineers 60
Other Construction professionals and technical staff -
Architects -
Source: ONS, Experian. Ref CSN Explained. *Not elsewhere classified
Despite a broadly positive picture as seen above, future risks to the industry exist in the outcome from Brexit negotiations and any potential rise in the price of imports and fall in business and consumer confidence in the UK economy.
Current construction output nationally continued its recent decline in three-month on three-month series, falling by 2.7% in March 2018, the biggest fall reported in these series since August 2012. (Source: ONS 2018)
Following consultations with local construction business, we will examine their perceptions around potential growth and skills requirements against the above forecasts. We will also examine how training can be linked to addressing any identified skills shortages and support the government may provide.
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SME Skills and Networking Groups
Throughout the period of this research, project links have been established and discussions taken place with various groups and training organisations, including:
Construction Industry Training Board (CITB) who are the Sector Skills Council for the Construction sector.
Humber Training Group who are made up of local employers from within the Construction sector.
Regional Local Authority staff to understand the local construction landscape.
HCUK Training (part of the Hull College Group) who are managing the current SSW programme.
The network of specialist training providers supporting HCUK Training in delivering construction training to learners and employers across the region as part of the SSW programme.
Consultations were made with groups and training providers at the beginning of this process to see if there was a need to develop any further network groups. It was clear that it would benefit the project more if we were to work collaboratively to avoid duplication. This has resulted in a good working relationship with the main organisations within the local Construction industry.
When deciding how to engage with employers for this research the findings of the previous Skills Gap report (2015) were considered. In this, despite sending surveys to over 300 employers, the response was very low, with only one response. This was tested when a comprehensive survey was initially sent to 10 local employers, for which no responses were received.
To improve the feedback from employers it was decided to:
Produce a short survey linked to survey monkey, which would briefly cover the main requirements of the research. This was sent out to over 380 employers, circa 9.5% of all Small and Medium Construction employers in the Humber area. Links to employers contacted were generated with support from Humber Training Group, Humber Local Enterprise Partnership, the SSW lead (HCUK Training) and their supporting training providers. This generated 61 responses.
Employers consulted were predominantly SMEs, but we also included a small number of large employers.
Meetings have been held with 19 employers of various sizes ranging from large national employers to small SMEs either in a small group or 1-1 format.
During communications, all 400 companies contacted were invited to attend a focus group meeting to discuss the research in more depth. Ten local employers committed to
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the focus group event but unfortunately, on the day, only three employers were able to attend. Despite low numbers, a meaningful thorough debate took place, and the findings are incorporated into this report.
The 61 employers taking part in the survey can be broken down to the following sizes:
Number of Employees Number of Employers engaged
0 - 5 21
6 - 10 9
11 - 49 18
50 - 99 5
100 - 250 5
250 + 3
Total 61
The following table shows that the employers responding worked across a broad range of sectors within the industry, with many involved across the range of the areas listed. Other sector areas were also identified which could have been included across the main group of options; for example, renewables / energy.
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Additional support and research recently carried out by the Humber Training Group and its members into skills gaps across the sector. The group consulted 68 of their members, with 35 responding of which 33 were SMEs. Findings and results from that on-going piece of work have also been used to inform this report.
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Skills Requirement Report Findings and Recommendations
In the Construction sector, the SSW programme has proved very popular. Currently (figures from HCUK Training sector report June 13th 2018) the programme has delivered training to 998 learners. Many employees have received upskilling on more than one programme resulting in over 1,712 units of training courses been delivered across over 100 programmes.
Of these 300 SMEs have accessed SSW, which equates to 7.5% of all SMEs in the Humber region. The seven programmes most popular with learners employed by Construction employers (in order) were:
NVQ Diploma/Certificate in Plant Operations.
Preparing and operating ride on rollers to compact materials in the workplace.
NVQ Diploma in Construction Operations and Civil Engineering Services – Construction Operations.
Preparing and operating forward tipping dumpers to receive, transport and discharge materials.
NVQ Diploma in Associated Industrial Services Occupations – Passive Fire Protection (Construction).
NVQ Diploma in Roofing Operations.
NVQ Diploma in Innovative/Modern Methods of Construction.
The majority of those receiving training are male (92%) compared to female (8%). The average age of the learners taking up training is 36.
Most programmes were at Level 2 (72%) and bespoke programmes (24%) designed to meet the specific needs of employers.
Learners are mainly based on the North Bank (86%) of the Humber, within the Hull local authority area (53%) and East Riding (33%).
We can see from the table below only the Engineering and Manufacturing sector has experienced a higher take up by learners.
Sector Number of Learners
Engineering and Manufacturing 1,457
Construction 998
Health & Social Care 966
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Food 400
Visitor Economy 352
Ports and Logistics 207
Creative& Digital 142
Retail/Sales 122
Renewable Technologies/Green Energy 121
Enterprise Skills Development 91
Voluntary, Community & Social Enterprise (VCSE) 88
Financial & Business Services 65
Steel 48
Chemicals 29
Agritech 28
Paper 18
Gas 3
Electricity & Water 2
Bespoke Training
As part of the SSW programme, the development of bespoke training has been a major success. Through a combination of 29 newly designed training courses and non-regulated courses, training has been able to be tailored closely to the specific needs of employers. In total 24% of all construction training carried out as part of SSW has been on programmes specifically designed in this manner, equating to 415 units of training. For example, these programmes included Concepts of Hazards in the workplace, Principles of Manual Handling and Banksman Training (theory and practical).
Feedback
Learner feedback has been captured in the form of exit reviews upon completion of their training. Overall the feedback has been very positive with learners completing reporting many positives from their training. Extra job responsibilities, gained confidence in the role, developed transferable skills, updating skills, increase in pay and securing long-term
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employment are just a few of the many positive statements received from employees upon completion of their training.
Of the 61 Construction employers responding to the survey, 28 said they were aware of the SSW funded training programme. Of those 19 had accessed the funding and have benefitted from SSW training with 84% saying the training received had a positive impact on their business.
Employer’s feedback reported that the availability of funding and the flexibility of the training resulted in the process been easy to utilise. Employers sited that the ability to use different programmes for different areas of the business, benefitting more of their workforce. A sample of case studies can be found in Appendix A which further highlight the benefits to employers of the training received by their staff.
87% of respondents to the survey expect their business to grow over the next five to ten years. There were no clear sectors where employers thought growth would exceed other areas. For example, would industrial perform better than commercial? This is in line with recent CITB reports which predict growth across the Yorkshire and Humber area over the next five years.
39% of respondents reported having a current skills shortage or vacancies they were unable to fill now. Taking into account their expected growth this rises to 70% of respondents in the next five to ten years. When asked where employers thought their skills shortages would be over this period it produced the results which can be seen in the table overleaf. It should be noted that responses are heavily influenced by the sectors the respondents work.
It can be seen that employers across the Humber region expect shortages across most areas, with slightly more requirements for trade and manual roles than managerial and administrative. Wood Trades and interior fit-out sees the highest demand, but employers generally identify requirements across all trades, including Bricklayers and Plumbers/HVAC
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trades. Labourers and Plant operative also figure highly. On the managerial side, shortages of supervisors/team leaders are the main areas identified.
Q11 Where do you think your skills shortages will be over the next 5 – 10 years
The majority of respondents indicated that they were unable to recruit staff who had the appropriate skills for their needs. When asked to expand on the reason employers felt they would have a shortage of skills, three main themes were cited:
1. Lack of people with technical ability to do the role.
2. Lack of new entrants into Construction.
3. Entrants lack employability skills.
70% of employers thought there were no gaps in the training provision they require either now or in the future. When this was explored further, employers raised the following points:
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When interviewing for roles, employers identified skills shortages as the main barrier to growth. They particularly struggle to recruit enough quality tradespeople, with good employability skills (communicating well, teamworking, self-management etc.).
A lack of high-quality Apprentices / new entrants coming into the industry.
Whilst training is often available some employers expressed confusion about the clarity of a focused local training offer with many training providers competing in the marketplace.
The need for funded bespoke training, which is responsive to employer / market needs.
Whilst training is available for some higher level / specialist construction areas, this is often out of the local area. Employers indicate this can impact on new entrants not coming to the region and existing/potential workforce leaving the region.
Ability to attract the workforce to relocate into the Humber region from out of the area is an influence, especially on white-collar workers.
The vast majority of employers felt the skills requirements for the industry in the future would change very little from those of today. The few employers that thought these would change were involved in the modular construction and plumbing / HVAC sectors.
The government has recently produced a new Industrial Strategy ‘Transforming Construction’ programme which aims to take advantage of new technologies to provide safer, healthier and more affordable places to live and work that use dramatically less energy to build and run. This will incentivise greater private investment in household and commercial building energy efficiency, to grow the markets for these types of buildings and technologies. (Source: HM Government Industrial Strategy: Building a Britain fit for the future. Nov 2017)
The vast majority of employers interviewed indicated they were prepared for the future, in terms of skills and workforce development. They are all prepared to invest in training new and existing staff and recognise the importance of training and the impact it has on improved productivity. Companies indicated that they invest in a wide range of training including Apprenticeships and in-house training for both new entrants and existing staff.
Employers interviewed were asked to place in order the following barriers that prevented them from investing in training - in order of importance results were:
1. Time employees spend away from their job.
2. Suitable training programmes.
3. Cost prohibitive.
4. Poor return on investment.
5. Demand for training locally.
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Employers were asked to place in order of importance how they would recommend the Government help to boost the Construction industry through skills investment.
1. Better careers advice.
2. Wage subsidies to help recruit new people into the industry.
3. Funding for basic training.
4. Funding for upskilling / multi-skilling.
5. Better links with available talent pools.
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Legacy
There are some well-established employer groups, federations and professional bodies within the region including the CITB, the Humber Training group, National Federation of Builders and CIOB. Good relationships also exist between employers and local training providers. This project has enabled the training providers to strengthen and improve their links with SMEs across the region.
The success of the project can be seen by the positive feedback from employers, learners and training providers.
Learners reporting many positives from their training and these are captured in exit interview documentation. Extra job responsibilities, gained confidence in the role, developed transferable skills, updating skills, increase in pay and securing long-term employment are just a few of the many positive statements received from employees upon completion of their training.
84% of Employers surveyed reported a positive impact on their business as a result of SSW training received by their workforce. Although the outcomes are not quantifiable benefits highlighted included increased productivity, staff development, motivation, satisfaction and retention. Further benefits can be seen in a sample of case studies included in Appendix A.
Training providers have developed bespoke programmes and non-regulated courses designed to meet the specific and immediate needs of local employers. They were able to use the SSW programme to engage with employers who have not recently accessed workplace training for the upskilling of their employees.
Training providers, employers and learners have reported that the SSW programme had been hugely successful. They would like to see a similar programme been replicated. There were some suggestions for improvement, namely:
Increase the contract duration as a number of employers wanted their employees to undertake training however due to the duration of the SSW programme, this could not be completed within the funding timeframe.
Increase the funding available for training at Level 3 and above. This will support the drive to improve standards within the sector and move up global league tables.
Permit higher level training to be delivered alongside existing training programmes, for example, Apprenticeships.
Ability to deliver bespoke training programmes which support moving unemployed into employment within the sector.
Increase the lead in time in order that providers can prepare better information advice and guidance and provided to employers / learners before the start of the contract.
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The national and local information available, together with the detail gathered as part of this report, clearly shows there is an expectation for growth locally across the sector over the next five to ten years. Whilst difficult to quantify, for this growth to be realised, it will be reliant upon attracting new entrants and upskilling existing employees across the majority of occupational areas within the industry. Employers indicate they can currently obtain the training programmes they require (including SSW), and most employers don’t see much change in construction techniques over the coming years. This, however, is not in line with the governments drive for improved productivity. In the areas we are seeing changes (modular building) the SSW programme has been a good medium to develop funded bespoke training at a speed that is generally not possible in the more traditional educational programmes. Through involvement in this research and discussion with employers across the region, future funding could also be targeted to:
Raise the profile of the Construction Industry as a good career option.
Invest in the time required for employers to attend / promote construction careers.
Support employers in attracting high-quality candidates to the industry and improve the perception of the construction trade in schools and as a good career option.
Continue to work with schools, training providers and employers to ensure learners receive the correct level of employability skills and understand the importance of this, whilst carrying out their training.
Promote the Humber as an outstanding place to live and work.
Provide financial support to enable firms to provide levels of support and training required for new recruits (Apprentices) and work placements.
Support the drive for the training of more Apprentices and skilled trade operatives.
Work with training providers to produce a clear training offer for employers that delivers the wider range of specialist and high-level training programmes required locally.
Continue to provide funding to support employers train their workforce in areas, which support increased productivity, changes to construction techniques and address identified skills trade’s shortages.
Provide managers with the skills required to develop their business to meet the challenges of growing business, whilst operating in a sector with recognised skills shortages.
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References and Contributors to the Report
1. LRF – Sector Skills Gap Group Skills Gap Report. Sector: Construction, Engineering & Manufacturing 2015
2. Policy Paper Introduction to Sector Deals Department for Business Energy & Industrial Strategy Published 27 November 2017
3. CITB Research, Industry Insights Yorkshire and Humber, Construction Skills Network, Labour Market Intelligence 2018-2022
4. Figures from Office of National Statistics (Nomis March 13th 2018)
5. LMIhumber.co.uk (30/01/2018)
6. Office for National Statistics Release date 10 May 2018
7. HCUK Training (part of Hull College Group) SSW programme data figures 13 th June 2018
8. Humberbusiness.com
9. HM Government; Industrial Strategy; Building a Britain fit for the future, Nov 2017
We are very grateful for the following Employers and Training Providers for their input into this report through participation in focus groups, 1-1 interviews or completion of an online survey.
East Riding College
HCUK Training (part of Hull College Group)
Bishop Burton College
Solvo Vir Ltd
Birkwood Plant Training
AIRCO Refrigeration and Air Conditioning Ltd
Almerico Ltd
Tokenspire Construction Ltd
Dawber Williamson Ceilings Ltd.
Brambles Construction Services Limited
HUXT Ltd
Ashcourt Contracts Ltd
Soper Group Limited
Gleeson Homes
CSH Interiors
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Cammack Builders Limited
Commercial Scaffolding Limited
Groundtech Landscapes
Gers Paving UK Ltd
LSEC
Mikeand Services
Kemp Developments Ltd
South Shore Holiday Village Limited
Atlas Leisure Homes Ltd
Chris Barr Architect Ltd
Risby Homes Ltd
Robert Bird
Daifuku Logan Ltd
Premier Site Services Ltd
M B. Roche & Sons Ltd
Paragon Space Limited
Level Best Concrete Flooring
Garness Jones Ltd
Hobson & Porter Limited
Paul Edwards Builders Ltd
The Yorkshire Maintenance Co (Hull) Ltd
John Blades Construction & Glazing
TBM (Hornsea) Ltd
Martin Dixon Ltd
Cook Group Ltd
S Voase Builders Ltd
CR Reynolds Limited
Premier Modular Ltd
D & D Painters & Decorators Limited
Tony Cook Ltd
Multispace Systems Ltd
Delaney Marlin Partnership Ltd
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Kingston Joinery Contractors Ltd
GHL Construction Ltd
Aclad UK Ltd
Black and White (UK) Ltd
Geo. Houlton & Sons Ltd
Blyth Property Maintenance
Almerico Ltd
J4Hire
Peter Ward Homes Ltd
A. Mackenzie
BSP Building Contractors Ltd
Jockclad Ltd
T Belcher Ltd
Heritage Joinery Concepts Ltd
Zircon Flooring Ltd
Space Projects(UK)Ltd
SR Structural Engineers Ltd
Jacobs
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Appendix A
Case Study 1
Sarah Sanders, Employer – Giroscope
Training Provider - Solvo Vir Ltd
Giroscope is a housing charity based in Hull that was established in the mid-1980’s by a group of students who purchased their first house using their Giros for a deposit. They renovated the property to help provide accommodation for the unemployed.
Now, over 30 years later, Giroscope continue to renovate dilapidated properties, providing affordable accommodation to those in housing need, as well as employment and training opportunities.
We engaged with Giroscope as we felt their staff and volunteer force could greatly benefit from the Energy Efficiency qualifications that Solvo Vir deliver.
Sarah Sanders looks after Giroscope’s tenants, amongst who are people claiming benefits or on low incomes, ex-offenders, young people and single parents. Before the training, Sarah had no real knowledge of domestic energy efficiency, how to make properties more energy efficient or how to advise people on how they can reduce their energy bills and save money.
We enrolled Sarah on to a Level 1 Introduction to Energy Efficiency qualification along with a few of her colleagues. All successfully completed and have been issued with their certificates.
The training has greatly increased Sarah’s knowledge of the energy market as a whole but more specifically the domestic energy sector. She is now able to confidently assess and advise tenants on how they can implement small, inexpensive measures in their homes which will help to lower their energy usage, reduce their bills and ultimately save them money. This knowledge and advice are playing a vital role in helping to improve the lives of the tenants, some of whom could otherwise be at risk of fuel poverty.
In addition to this, Sarah can now engage with the construction staff on renovation sites and discuss the energy efficiency measures that can be embedded into the fabric of the building during the renovation process.
Sarah has also decided to continue her training by enrolling on to a Level 2 qualification in Sustainability and the Renewables Industry.
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Case Study 2
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26 | P a g e SSW Skills Gap Report: Construction
Case Study 3
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