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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.

"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. "

"NFRC Roofing Careers Service supports roofing employer members and their current and future employees through the entire careers cycle. We are committed to promote roofing as a skilled, professional sector within the wider construction industry. The careers service is completely free to use (for members and non-members) and is a valuable and evolving resource for Young People, Employers, Parents and Career changers to come together in one place for careers information, guidance and signposting.
Once a new entrant has secured employment, challenges that cannot be immediately addressed can be managed through the ECO project, using the individual learning plan’s agreed support and actions, with tailored support provided by NFRC (including facilitating referrals to the employees’ barrier-specific support agencies including our free counselling services or free legal, tax and HR support service provided by ARAG) to support both the employee and their employer.
NFRC would brief the employer on buddy requirements (individual identified for this role as soon as possible – ideally during the recruitment of the employee). Once the buddy is identified, NFRC will brief the buddy and ensure that they are fully committed to delivering their responsibilities and are aware of their involvement requirements. "

"There is strong demand for additional CISRS qualified scaffolders to support the level of current and
upcoming housebuilding, energy retrofit and infrastructure work, and this is expected to grow in the
coming years. Based upon current levels of Scaffold training through the Construction Industry
Scaffolder Record Scheme (CISRS) in GB there may be difficulty meeting delivery demand in the
future. There are several factors that contribute to this issue with the two main ones are listed below:

• The number of Industry accredited CISRS centres in certain regions does not meet the training
  demand
• The number of accredited instructors within the industry does not maximise the capacity at
  every accredited centre. This project aims to increase the number of Scaffolding Instructors to ensure there are enough instructors for the
  centres.

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.

Creating high quality on and off-site training courses for Bricklayers, through the launch of 16 ATO delivered short duration training courses, provided by the ABC Assessment Centre.

The training courses will be written directly by bricklaying employers to target bricklayers on a nationwide scale. The areas of skill covered by the training courses have been determined by employers because of their relevancy to Modern Methods of Construction and to address the lack of skills seen from bricklayers and trainees on their sites.

Through the development and delivery of a mental health and wellbeing digital learning hub and supporting digital campaign, hard to reach (micro-organisations) in the construction industry will be better equipped to manage mental health, wellbeing and resilience issues that they encounter in the workplace.

Laing O’Rourke, in collaboration and partnership with other Construction Companies and Trade Organisations, will engage the Lighthouse Construction Industry Charity and The Samaritans to develop a Wellbeing & Resilience Hub. The aim is to raise awareness, develop skills and inform construction workers of themes of wellbeing, mental health and resilience. Specifically, the project will 'target' individuals who work for smaller businesses, and those classed as hard to reach. The project will work with the Samaritans to deliver a marketing campaign to drive traffic to the digital hub, increasing participation and long-term engagement. 

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.