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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.

This project aims to address the current skills gap and increase uptake and retention in all three roofing disciplines: (Slating/Tiling, Sheeting/Cladding, and Waterproof Membranes). This project will deliver specialist apprenticeships and pre apprenticeship study programmes and train skilled roofers to become competent tutors/assessors to ensure valuable skills and knowledge is passed on to students and apprentices

Following market research and employer consultation to identify key areas for support, this project will allow students to experience all roofing disciplines prior to committing to an apprenticeship, to best understand where their skillset is suited and to ensure the apprenticeship is right for both the student and employer from the outset.

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.

"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. "

"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.

"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. "