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The RoofCERT programme (competence framework for the roofing sector) run by NFRC was funded by CITB for 5 years; with the original agreement ending in July 2023. The project brought together a cross-industry partnership to create and direct a unified National Workforce Development programme. It established and promoted industry wide standards for all roofing disciplines through an "Accredited Roofer" programme with the aim to act as a skills baseline for the sector.

This contract will provide the funds to allow 469 individuals who had commenced the training under the previous contract to complete their RoofCERT accreditation.

Bounce Back is one of the leading organisations supporting prison leavers into the construction industry, working with NOVUS, delivering construction skills training in 4 London prisons (HMPs Brixton, Wandsworth, Pentonville, and Isis) to help new entrants with 6 months left of their sentence to prepare for work. Through partnerships with local authorities, adult education providers, and training centres, they will source individuals looking to transition into construction from other sectors. Their employer network will support mid-career changers and women re-entering the workforce, ensuring they receive tailored mentoring and in-work support.

Construction Skills People (CSP) have over 17 years’ experience placing new market entrants with construction employers. CSP is a well-regarded partner of DWP, operating in most Jobcentre branches throughout the country. CSP partner with various charitable organisations that are positioned well to offer support to participants such as Mind and Lighthouse, offer mental health support. These charities are placed well to support new entrants to build skills that increase mental resilience.

Once a new entrant is appointed to a job, CSP support moves to in-role mentorship. This is specifically designed to be complimentary to sector working, with appointments being prior to, or after shifts. CSP provide mentor opportunities in a variety of ways, virtually, by phone or face-to-face on site. For continuity purposes, appointed mentors are officers whom they work with through the application, learning and appointment phases.

In our experience, the types of challenges participants face in the early days of their role are:

• On site code of conduct rules.
• Environmental challenges
• Relational challenges
• Domestic challenges such as childcare

CSP partner with many training providers, including colleges including RNN College, Buckinghamshire College, Learning Curve Group, Back2Work Group, GTECH Training, VMR Training, Citrus Training, Birkwood Training, Manchester Plant Training, Greater Manchester Plant, SB Skills, amongst others.

CSP work closely with the probation service and prison service as a partner of choice to support residents leaving detention into sustainable careers. In some regions of the country, participant referrals can be as high as 20 per week from this source alone. This relationship has been built over a long period of time and is built on the back of job outcome performance. They will offer a programme of integrated and collaborative support for new entrants, to ensure the best results in terms of employment sustainability.

The Kent Skills Hub led by Gallagher Group Ltd, funded by CITB, will introduce a dynamic new learning environment that closely reflects real-world site conditions. It will feature an operational mobile training trailer and two simulators, designed to support civil engineering training and skills development.

Support new entrants who have not previously working in the construction industry into the civil engineering sector via bootcamps and other associated training (Key Courses).

Promote upskilling through structured programmes to equip the existing workforce with relevant, industry-aligned skills, increasing employability and career progression opportunities and strengthening the overall capability and resilience of the civil engineering sector and arising new infrastructure projects in the Kent area.

Engage with local schools and special interest groups to promote civil engineering as a viable and exciting career path. This includes outreach to charities supporting disadvantaged children, the prison service, and rehabilitation groups for young offenders.

CITB wants to develop a Sector Skills plan in the RMI sector with specific focus on retrofitting to address current and potential future market needs. This will enable the creation of a sustainable market for domestic retrofit work, which will ultimately need to encompass all domestic RMI work if the Government’s ambition to be Net Zero by 2050 is to be met.

This research project will collect and analyse data needed to inform the creation of this Sector Skills plan.

The availability of fully trained apprentices is becoming a significant issue for the construction industry in London. Shooters Hill Sixth Form College (The College) in partnership with FMB propose a new curriculum and work ready delivery model designed to meet the needs of SMEs and prepare young people for the construction industry of today and the future through incentive and investment.

This project will work with 20 students and sustain that number as individuals gain employment through the network of employers. The 20 students will be between the ages of 16 and 19, they can be new entrants to The College or progressing from The College’s core programmes and consist of the following characteristics:

• 20% female
• 10% with an educational and health care plan
• 40% from an ethnic minority group

Creation of a Mentoring Training Toolkit to be hosted online on IOC website and when completed shared with others trades, training 30 Mentors to mentor 60 students.

The project will build individual, organisational and industry knowledge of Fairness, Inclusion and Respect (FIR) in the workplace.This will be achieved through upskilling of FIR ambassadors, managing a network of training and delivery workshops. This is a bridging agreement whilst a new commission is developed for 2024.

Productivity has been recognised as a strategic priority for CITB.  Research has shown that: 

• Error costs the UK construction industry between £10 and £25 billion per annum.  
• Industry-wide culture change is needed to improve construction productivity.  
• Historically, industry investment in non-technical skills is markedly low  

Employers require guidance, support and incentivisation to successfully address the identified skills gaps amongst supervisors and managers at all levels. 

This Contract is intended to increase training capacity in relation to the delivery of GIRI productivity training, designed to help organisations, projects teams and individuals to avoid error.  

BAM Nuttall Ltd will embed GIRI training methodology to the appropriate staff and supply chain staff on the following 6 projects:

1. Trans Pennine route upgrade – Hillhouse sidings
2. Victoria North (Manchester)
3. Cross Tay link Road
4. Guildford STW
5. Devonport Royal Dockyard
6. Environment Agency Collaborative Framework (Hub A)

"Gement’s main areas of operation are in Essex, Suffolk, Greater London, Hertfordshire, Buckinghamshire, Norfolk, Surrey and Kent, however due to Gement’s broad customer base, the wider UK area is regularly covered as well. This includes Gement’s involvement with Tier 1 contractors who have multiple sites across the UK, as well as smaller companies who have recently opened new branches in other counties of the UK during the duration of their involvement with Gement.
The support programme will comprise of a series of checkpoint meetings conducted at the job start and running 12 months post job start and include supporting individuals through a bespoke plan, encouraging new entrants to upskill and remain motivated in their job, provide honest feedback to the individual and improve employee satisfaction. "