Spec Finish

Skills Recruitment and retention of a skilled workforce is fundamental to the safety and reputation of our industry. George Swann, FIS Skills and Training Lead, brings us up-to-date with a new scheme to record and store proof of competence. WORKING TOGETHER TO PROVE COMPETENCE 8 www.thefis.org R ecent FIS regional events have focused on recruitment, retention, social responsibility, competence and funding. Attendees were provided with sources of support that they may not have previously considered, such as the Department for Work and Pensions, Talent Retention Scheme and the National Apprenticeship Service. Anecdotally, it seems that young people and jobseekers are having difficulty finding the apprentice places that are available in our industry. This does the sector no favours and it hides the variety of career opportunities we can offer, additionally, it could produce a ‘murky’ image of the sector’s overall competence. Some 55% of builders report delaying work because of a lack of skilled labour, this emphasises the fact recruitment and retention is vital to sustain the construction industry. The importance of wider work necessary to maintain a competent workforce includes improving procurement, programme lead times and a focus on the quality of workmanship through training and qualifications. Proof of competence at every level will support a ‘get it right first time’ culture and increase productivity, which is essential to bring recruitment targets down to sustainable levels. Research estimates approximately 17% of a dryliner’s time is spent on rework. Proof of competence Once recruited it’s important to anchor individuals to a long-term career within the sector and FIS does as much as possible to ensure employers are able to navigate the UK’s confusing skills landscape. Work has recently been completed with the Strategic Development Network on a guide that explains the education and skills landscape to employers ( www.educationlandscape. org.uk/the-landscape ) More work is being done at FIS to streamline the sector’s career and qualification paths – providing a platform that allows individuals to record and present achievements will support their proof of competence. FIS is working with e-Aptitude to create an eLearning package for dryliners using the Specialist Technical Education Programs platform, so they can study anywhere and anytime using display screen equipment. The package will also be promoted as continuous professional development for the existing workforce with all achievements recorded to support proof of competence.The ambition is to create eLearning packages that reflect the FIS Technical Support documents. Coaches and mentors Greatest success in recruitment and retention is experienced by organisations that provide coaches and mentors. Trained and qualified coaches and mentors encourage people to improve at a pace and tempo that stretches but does not break. At the regional events for micro, small and medium organisations, it was proposed there should be a network of mentors and coaches that could work via short-term contracts to provide direct support to new entrants. As apprentices in England are only required to spend six hours per week in off-the-job training, employers are effectively being asked to operate as ‘finishing schools’, but do not always have the training or resource available to offer the pastoral care necessary to support trainees or apprentices effectively. FIS is recognising mentors in its new Training Awards and this will help to establish a network. Mentors will need a method for showing proof of competence and have the ability to record individuals’ progress. Managing workforce competency In addition to the challenges of recruitment, data currently shows approximately 50%of the sector’s existing workforce do not have accredited qualifications or Construction Skills Certification Scheme (CSCS) card registration, so upskilling the existing workforce in the wake of new competency requirements in the Building Safety Act is a priority. CSCS is a registration scheme and does not show all of an individual’s achievements and experience. Upskilling and/or continuous professional development courses do not need to sit within official qualification structures but must be recognised. The Building Safety Act requires not only individual proof of competence but team and organisational proof of competence and consideration must be given to how this is to be recorded, maintained, developed and presented. As described in the July 2022 issue of SpecFinish on page 9, FIS looked at a number of platforms offering career management services and chose to team up with MyProfessionalPass (MPP) because of the flexibility of the system. It is free to use for individuals and substantial discounts have been negotiated for FIS member organisations. Proof of competence at every level will support a ‘get it right first time’ culture and increase productivity George Swann, FIS Skills and Training Lead