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"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.

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.

This project will redevelop and deliver the Drilling and Sawing Association Specialist Applied Programme to meet the needs of millennials that are considering a career within the Construction Industry.

It will use the introduction of new technologies, such as, E-Learning platforms to include Digital imaging (videos & presentations), Functional Skills and App's to support learning and portfolio building to enhance the engagement of newcomers into the industry.

• To develop e-training modules as part of training for people who will knowingly disturb asbestos, that is doing non-licensable work (NLW) and the annual refresher training. It can be used as a standalone training tool and also complementary to current format of training that most people is receiving. 
• To develop a way to assess the impact of the e-training after it is launched.

This project will help leaders of small and medium employers identify digital solutions that increase productivity by exploring repetitive, time consuming process and other areas of waste, and identify digital solutions. Solutions will be taken through a process of product identification, benefit analysis, change management and implementation.

It will do this through discussion-led training and workshops, discovery sessions to identify new solutions and a 'digital board room' where participating leaders can collaborate and discuss best practice in business improvement.

After the project, all the materials used in delivery and guidance on the approach will be made freely available on an online platform. This will disseminated through the wider training group network so that others can emulate the approach. The digital boardroom will continue to be available for leaders to share best practice in digital adoption.

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.

This project will increase awareness and understanding amongst small employers of the importance of organisational resilience; develop the skills and capacity to implement it with five employers and develop an approach, which enables the effective implementation of organisational resilience across the sector, which can be sustained beyond the life of this project. 

The project will develop learning materials and toolkits to BS6500 standards, and pilot these in the sector.

After the project, the gap analysis tool will be freely available for organisations to map their resilience and identify training tools to address the gaps.  The project will have piloted organisations adopting the 'BeResilient' framework and will share its learning on best practice in doing so.

The project will produce a research paper on Human Factors Practice (HFP) for specific use within the UK Construction & Built Environment (CBE) sector. HFP is closely linked to leadership and management skills. The paper will conclude with recommendations.