Through consultation with construction employers and federations in 2015, we identified key skills and training needs for the construction industry over the next few years.
We shaped these findings into CITB's strategic priorities.
CITB's strategic priorities
- Reducing skills gaps:
Skills gaps are defined as ‘holes’ in the knowledge and competence of existing staff. The gaps may result in low profitability and productivity, reduced quality, longer snagging, and a poor health and safety record.
- Reducing skills shortages:
Skills shortages are defined as the inability to recruit new staff with the appropriate skills at an appropriate wage. These may result in long-term vacancies, understaffing and high overtime for existing staff. We want to increase the number of people joining the construction industry so that employers can recruit from a wider pool of talent.
- Increasing access to the right training:
This involves encouraging and enabling more employers to access the training required to meet their skills needs.
- Increasing the appeal of working in construction:
This involves highlighting the benefits of working in the construction industry to people choosing a career as well as people who guide others in their career choices.
- Increasing training expenditure:
This means encouraging employers to invest more in training and to use training solutions that can be applied across the wider sector.
- Increasing the added value per employee:
This involves training staff so they have new skills that help employers be more productive and competitive.
How this impacts funding
We want to make sure our funding really benefits industry by addressing the above skills and training priorities.
To help us achieve this, from 2016 we will be allocating funding based on a project's outcomes and impact, rather than for the delivery of an activity.