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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.

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 serveral 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.

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.

The skills shortage of construction needing an additional 50,300 individuals to join each year (from CSN May 24)

This intervention is supporting individuals from FE into industry to increase from the current 65% and to establish long term links between employers and colleges.

Industry loses 35% of individuals from the early pipeline of interested individuals from FE construction courses with the breakdown as below.

• 15% doing a construction-related apprenticeship.
• 23% working in construction.
• 27% studying other (non-apprenticeship) construction course.

The intervention specifically targets the 23% of those going from FE direct into construction to aim to increase this number.

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.  

Vinci Plc will embed GIRI training methodology to the appropriate staff and supply chain staff on the following 5 projects:

1. Taylor Woodrow South West
2. Bletchley Rail Depot
3. Meridian Water Business
4. National Grid
5. Taylor Woodrow North

The recently published Construction Skills Network 2023 – 2027 data shows a continuing demand for bricklayers in the Homebuilding Sector. It is estimated that the industry needs 4,000 additional bricklayers per annum.

The Brickwork Masterclasses will be delivered to existing workers in the homebuilding workforce. This 90-minute upskilling programme follows the success of a recent programme which delivered short brickwork training sessions which contributed to a reduction to defects in new housebuilding.

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.

The recently published Construction Skills Network 2023 – 2027 data shows a continuing demand for roofers in the Homebuilding Sector. It is estimated that industry needs 690 additional roofers per annum.

The Roofing Masterclass programme follows the success of an existing masterclass programme which delivers short brickwork training sessions which contributes to a reduction to defects in new homebuilding. CITB are expanding this approach to include roofing.