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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. "

Landau work with the The Marches which is home to Telford, currently the 4th most active area within the UK for new build homes and whilst Telford leads the way, there is a high level of activity in Herefordshire and Shropshire. Housing contractors are keen to develop good working relationships with the local area and are keen to work with training providers/agencies and recruiters to support new entrants and retain staff. Landau engage with local employers including Balfour Beatty, Connexus Housing, Redrow, Taylor Wimpey, Bovis, Wrekin Housing and Oakwrights. Landau has already established programmes with The Marches Construction ready partnership and Building Better Opportunities programmes will support new entrants into employment. Individuals will then be supported in the workplace, to sustain employment through a 3, and 6-month period. This will consist of a review with the employer to review the individuals progress and to discuss if any additional training and support has been identified. Landau have developed a 5-stage support framework with interventions for any and every stage of an individuals development. The ECO funding will allow this support and mentoring to be operated through work coaches and mentors visiting the workplace regularly.

Barnado’s has established links with employers Scottish and Southern Energy (SSE), Balfour Beatty and Kier and all the Construction group networks in the Highlands which they will utilise to train and support individuals into employment. Barnardo’s Works ETS has specialist knowledge and vast experience in meeting the needs of its clients to help them progress and evolve in their employment. Balfour Beatty is already working in collaboration with Barnardo’s Works through its Community Benefit initiative via its contract with the Scottish Prison Service. Through the SACO project we will offer Regular “touch points” - telephone/e-mail, formally recorded reviews and face to face contact visits at various points of the new entrants journey, mentor support – the offer of delivery of mentor training to employers and new managers to assist with supporting a new entrant into employment.

The OM Group was established over 14 years ago as a national provider of health and safety consultancy and training for the Construction and Build Environment sector. We have extensive real-life experience in the industry, which informs the training courses and programmes that we deliver. This allows us to provide relevant and authentic, practical advice and guidance to all our clients. Our approach is to ensure that employers in the industry understand the benefits of providing their front-line managers, Site Managers and Site Supervisors with Leadership and Management skills, to enable those individuals to make informed decisions that positively impact productivity, safety and commercial outcomes for both construction projects and the business in which they work.

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 support infrastructure suppliers to be ready for Project 13, a fundamental change in how the sector’s clients deliver high performing infrastructure.

Project 13 was launched in May 2018. It seeks to develop a new business model – based on an enterprise, not on traditional transactional arrangements – to boost certainty and productivity in delivery, improve whole life outcomes in operation and support a more sustainable, innovative, highly skilled industry.

A major challenge for the roll out of Project 13 will be training and development of the workforce to deliver improved productivity. As Project 13 is a new initiative, there is no existing training provision.

The group’s proposal is to develop and deliver a Boosting Infrastructure Productivity syllabus focusing on Project 13, with a sustainable model that can continue after the funded period.

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.