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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.  

Kier Infrastructure and Overseas Ltd will embed GIRI training methodology to the appropriate staff and supply chain staff on the following 8 projects:

1. Hinckley Point C
2. AWE (Atomic Weapons Establishment)
3. Regional Civils – Mansfield Suds (Sustainable Drainage Systems)
4. Wastewater Asset Assurance Program – Thames Water
5. UK Power Networks
6. EA Collaborative Delivery Framework
7. South West Water Framework Meica
8. Anglian Water Framework

This pilot would aim to understand how mental health education and support can contribute to improved retention for individuals during their apprenticeship in construction, as well as reducing their likelihood of a mental health crisis when in the workplace.

This project will work with 29 colleges to train 464 college tutors/training staff in Mental Health First Aid, 464 apprentices in Mental Health Awareness and provide additional 121 support to almost 100 apprentices.

The Centre is a member of a number of consortiums in Lincolnshire involved in delivering a co-ordinated response to construction training and the supply of construction staff to the industry, working with Lindum Construction, Priory Academies, BESA Construction, Gelders Construction and Site Competence Training with 50 employers engaged with the Centre. All learners join a 12-day employability programme and then participate in a further 4 week practical training experience within Bricklaying, Groundworks and Joinery when they are then ready to visit sites for experience. The learners are then supported to find employment within the network of employers identified. The funding from the ECO project will help support the individuals in employment by weekly touch points in the first month followed by regular monthly communication and discussion of further learning and development.

LBBD is currently going through a huge period of large-scale regeneration across the whole borough. This includes the construction of Barking Riverside (largest housing regeneration project in Europe), The relocation of three food markets (Spittlefields, Smithfields and Billingsgate) to Dagenham Dock, the creation of East London’s first film studios to Dagenham East and the introduction of a new Free Port which will also grow SME business opportunities for our construction supply chains. LBBD forecast that 20,000 new jobs will be created from this regeneration alongside the redevelopment of other areas including Barking Town Centre, Beam Park and Marks Gate. Individuals will be assigned a dedicated construction specialist Job Broker who will conduct initial assessments to clarify barriers and challenges they face. Action plans are then created with the individuals which identify key aims and objectives and include specialist referral points.

"Hampshire County Council is the ‘go to’ organisation linking construction to the benefit of the community through strong links and professional connections with the construction industry. The ECO project will continue to maximise the established pathways and far-reaching opportunities afforded by the Council’s Employment and Skills Plans to identify job start and progression opportunities. These connect to a wider range of construction developments with ESPs, District & Borough owned, across the county that we are in direct, regular contact through quarterly meetings. Established relationships through The Construction Skills programme work with Willmott Dixon, Churchill Contractors, WBR Company, Morgan Sindall, Berkeley Group, Grainger PLC, Wates, Milestone, Taylor Wimpey, Kier, Jackson Rowe, Rydon, Vistry Partnerships, Barratt Homes, Highwood, Bewley, Vivid Homes, Bellway, Miller Homes, Carmichaels, Taylor Woodrow. They report, on average, 15 vacancies a month.

Our experience supporting people into work on the CSF and TCS projects together with feedback from employers shows us that retention in work can be achieved when we support individuals and we have immediate access internally and via our partners to a number of opportunities including: Hampshire County Council ACL workshops including ‘Mentally Prepared for Work’, ‘Developing Confidence and Self-esteem’ and ‘Confidence and Motivation’.

In addition, there would be individualised guidance from the ECO team, providing drop-in sessions with volunteers and sector specialists from our construction sector partners. "

The Virtual tasters project will develop a standard and quality that positively promotes construction as an aspirational career path and is engaging and informative to support individuals to consider a career in construction.

Careers Collective Ltd will work in close collaboration with Education providers Experience Hubs to ensure the virtual tasters are aligned to their needs, and the outputs from this commission can be successfully incorporated into the Onsite Experience programme and that virtual tasters can be rolled-out to a wider audience within the construction industry.

To increase the number of assessors within specified sectors.

Assessors and IQAs will be recruited and trained to provide assessment resource for the trades covered under the Structural Concrete Alliance . Consequently , the number of assessors available in the industry and assessors via IQAs will increase, this will result in an increase in qualified leaners to NVQ standard linked to the three trade represented within the Alliance.

The Timewise: Designing Flexible Career Pathways in Construction project will work with several major contractors and their supply chains to gain new insight into how to make flexible working work in the construction industry, by designing and piloting new approaches to flexible working construction sites and in HQ offices, in order to evaluate, codify and share insights to create roadmap for wider change in the industry.

The project will deliver digital change in construction companies by upskilling leaders by developing three leadership training programmes that adopt an action learning approach. 
This method delivers change through achievable cycles of learn / test / do / review that allow leaders to undertake gradual stages of digital adoption, learn through the process but also taking practical steps to digitalise during the training. These programmes will increase adaptive capability and approaches to unlock and exploit digital opportunities within the sector.

Each training programme is proposed to be accredited with ILM at L3 (team level); L5 (departmental level); L7 (organisational level). The project aims to ensure training is eligible for grant funding as an exit strategy. 48 construction companies will each put two leaders through the programme. This will help to unlock digital change at strategic and operational levels of a business.

After the project participating employers will have taken measurable steps to digitalisation. The qualifications will be available for industry to access and benefit from. NFB will follow process to ensure they are eligible for grant funding.