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The RoofCERT programme (competence framework for the roofing sector) run by NFRC was funded by CITB for 5 years; with the original agreement ending in July 2023. The project brought together a cross-industry partnership to create and direct a unified National Workforce Development programme. It established and promoted industry wide standards for all roofing disciplines through an "Accredited Roofer" programme with the aim to act as a skills baseline for the sector.

This contract will provide the funds to allow 469 individuals who had commenced the training under the previous contract to complete their RoofCERT accreditation.

Bounce Back is one of the leading organisations supporting prison leavers into the construction industry, working with NOVUS, delivering construction skills training in 4 London prisons (HMPs Brixton, Wandsworth, Pentonville, and Isis) to help new entrants with 6 months left of their sentence to prepare for work. Through partnerships with local authorities, adult education providers, and training centres, they will source individuals looking to transition into construction from other sectors. Their employer network will support mid-career changers and women re-entering the workforce, ensuring they receive tailored mentoring and in-work support.

In collaboration with the National Association of Shopfitters (NAS), the Institute of Carpenters (IOC) are committed to fostering strong links with construction employers to ensure the successful retention of new entrants in the industry. Their approach includes proactive engagement with a UK-wide network of colleges, member employers, and strategic partners, providing a comprehensive support system for new starters.This strategic partnership enables a broader reach and provides additional opportunities for new starters within the construction sector.To address the individual barriers that new starters face in the construction industry, they have designed a robust support system that is tailored to meet the unique needs of each individual. Their approach will be iterative and they anticipate adaptation and changes to be reviewed and implemented in collaboration with CITB. Their objective is to ensure that every new starter receives personalised guidance, assessment, and support throughout their journey into sustained employment. The IOC and NAS will leverage its relationships with recruitment agencies within its network to identify and pursue additional employment opportunities for new entrants. This collaboration helps match new starters with suitable job openings in the construction industry.

Construction Skills People (CSP) have over 17 years’ experience placing new market entrants with construction employers. CSP is a well-regarded partner of DWP, operating in most Jobcentre branches throughout the country. CSP partner with various charitable organisations that are positioned well to offer support to participants such as Mind and Lighthouse, offer mental health support. These charities are placed well to support new entrants to build skills that increase mental resilience.

Once a new entrant is appointed to a job, CSP support moves to in-role mentorship. This is specifically designed to be complimentary to sector working, with appointments being prior to, or after shifts. CSP provide mentor opportunities in a variety of ways, virtually, by phone or face-to-face on site. For continuity purposes, appointed mentors are officers whom they work with through the application, learning and appointment phases.

In our experience, the types of challenges participants face in the early days of their role are:

• On site code of conduct rules.
• Environmental challenges
• Relational challenges
• Domestic challenges such as childcare

CSP partner with many training providers, including colleges including RNN College, Buckinghamshire College, Learning Curve Group, Back2Work Group, GTECH Training, VMR Training, Citrus Training, Birkwood Training, Manchester Plant Training, Greater Manchester Plant, SB Skills, amongst others.

CSP work closely with the probation service and prison service as a partner of choice to support residents leaving detention into sustainable careers. In some regions of the country, participant referrals can be as high as 20 per week from this source alone. This relationship has been built over a long period of time and is built on the back of job outcome performance. They will offer a programme of integrated and collaborative support for new entrants, to ensure the best results in terms of employment sustainability.

The funding will allow STC to build on initial work completed whilst learners are on their construction programmes. STC currently provide the support required to secure employment (CV writing, job search, signing up to agencies, arranging interviews, employer talks etc) but their time with learners is limited. The impact of this support will allow STC ‘follow’ the learners through the first year of their employment to help navigate their challenges.

STC work with a number of employers including Places for London, Breyer, Balfour Beatty, Insight, Aston Group and Kinovo. STC work with several Recruitment Agencies and employers directly who are continually placing their own candidates into work. STC will liaise with them to offer support to new entrants.

STC have several partnerships with local councils/boroughs Essex, Basildon, Thurrock, Havering, Redbridge, Newham, Waltham Forest), 12 London and 6 Essex JCP offices and over 20 local referrers including Maximus, Ixion, People Plus, Probation Services and specialists like Shaw Trust to support engagement of specific disadvantaged groups.

STC will deliver a Matrix Standard IAG and develop a holistic Individual Employment Support Plan (ESP) and Employer Action Plan setting out scheduled activities to support job entry and sustainment for new entrants. STC will engage with the individual to understand their goals, where they want to be in 2 years’ time and how to get there. Employer support will be delivered in line with agreed action plan and include line manager mentoring and management training where identified, buddy schemes, work shadowing.

STC will engage employers on a similar forum and broadcast list that focusses on employment CPD and networking, opening support for those looking to employ, or with newly qualified workers.

STC Learner Hub: Individuals will access wrap around support alongside core mentor and employer activities.

In response to the Grenfell Inquiry and subsequent report, and to support the need for training and upskilling in the sector, CITB is funding the piloting of 5 new short course training standards, 4 training Rainscreen Installers and 1 upskilling Rainscreen Supervisors. This training will be available to companies in England, Scotland and Wales and will be free of charge when accessing this training during the pilot period.

3B Training Ltd have been awarded the contract to deliver this pilot and are currently developing the training course material and delivery plan. The Installer training standards are all 1-day duration, and the Supervisor training a 2-day duration.

For more details on this training contact rob.boardman@3btraining.com

This project will test the demand for New Entrants and Existing Labourers enrolling and completing a 4-6 week Training Programme, allowing CITB to assess the feasibility, practicality and potential impact before determining next steps beneficial to the construction industry. This will contribute to the overall intervention to support urgent training and upskilling needs for the delivery of housing developments. The Training Programme is aimed at individuals looking to gain skills and knowledge needed to work as specialist labourers in the following homebuilding occupations:

• Groundworks
• Brickwork
• Drylining
• Timber Frame Erection

The Kent Skills Hub led by Gallagher Group Ltd, funded by CITB, will introduce a dynamic new learning environment that closely reflects real-world site conditions. It will feature an operational mobile training trailer and two simulators, designed to support civil engineering training and skills development.

Support new entrants who have not previously working in the construction industry into the civil engineering sector via bootcamps and other associated training (Key Courses).

Promote upskilling through structured programmes to equip the existing workforce with relevant, industry-aligned skills, increasing employability and career progression opportunities and strengthening the overall capability and resilience of the civil engineering sector and arising new infrastructure projects in the Kent area.

Engage with local schools and special interest groups to promote civil engineering as a viable and exciting career path. This includes outreach to charities supporting disadvantaged children, the prison service, and rehabilitation groups for young offenders.

To ensure that the construction industry has sufficient workforce to deliver the pipeline of work, employers need to:
• Recruit more people with particular focus on those from more diverse backgrounds and / or demographics; and
• Improve retention across the industry. There is an opportunity to increase numbers entering the industry by bringing in people from different demographics and / or diverse backgrounds. In relation to improving retention, there is a wider challenge that needs to be addressed around inclusivity as the existing workforce are of the view that industry is not reflective of the diverse society and being inclusive helps to retain the existing talent within the existing workforce and in the wider industry.

The purpose of the CECA Scotland Academy is to create an entry level pathway into the civil engineering sector, providing contextualised learning and underpinning knowledge which can then be applied and transferred into the workplace. CECA Scotland employers will participate in the Academy to offer interviews for available job opportunities.

Civil Engineering Operatives Course is an 18-week programme for Civil Engineering Operatives at SCQF level 5. It is 70% or more practical delivery, outside on site. The units were chosen by a working group of CECA Scotland members, and it provides an SQA qualification to all successful candidates.