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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.

The project will deliver digital change in construction companies by upskilling leaders by developing three leadership training programmes that adopt an action learning approach. 
This method delivers change through achievable cycles of learn / test / do / review that allow leaders to undertake gradual stages of digital adoption, learn through the process but also taking practical steps to digitalise during the training. These programmes will increase adaptive capability and approaches to unlock and exploit digital opportunities within the sector.

Each training programme is proposed to be accredited with ILM at L3 (team level); L5 (departmental level); L7 (organisational level). The project aims to ensure training is eligible for grant funding as an exit strategy. 48 construction companies will each put two leaders through the programme. This will help to unlock digital change at strategic and operational levels of a business.

After the project participating employers will have taken measurable steps to digitalisation. The qualifications will be available for industry to access and benefit from. NFB will follow process to ensure they are eligible for grant funding.

This project will redevelop and deliver the Drilling and Sawing Association Specialist Applied Programme to meet the needs of millennials that are considering a career within the Construction Industry.

It will use the introduction of new technologies, such as, E-Learning platforms to include Digital imaging (videos & presentations), Functional Skills and App's to support learning and portfolio building to enhance the engagement of newcomers into the industry.

• To develop e-training modules as part of training for people who will knowingly disturb asbestos, that is doing non-licensable work (NLW) and the annual refresher training. It can be used as a standalone training tool and also complementary to current format of training that most people is receiving. 
• To develop a way to assess the impact of the e-training after it is launched.

This project will increase awareness and understanding amongst small employers of the importance of organisational resilience; develop the skills and capacity to implement it with five employers and develop an approach, which enables the effective implementation of organisational resilience across the sector, which can be sustained beyond the life of this project. 

The project will develop learning materials and toolkits to BS6500 standards, and pilot these in the sector.

After the project, the gap analysis tool will be freely available for organisations to map their resilience and identify training tools to address the gaps.  The project will have piloted organisations adopting the 'BeResilient' framework and will share its learning on best practice in doing so.

This project is the development of a training and accreditation scheme for ecological clerks of works on construction sites (Site Ecologists). Clients, contractors and the ecology profession will work collaboratively to agree the required competencies and set standards. A comprehensive training and assessment programme leading to accredited status will enable a sustainable supply of confident and well-trained ecological clerks of works able to meet the increasing supply needs of the construction industry.

This project is focussed on mentoring in order to support the retention of new entrants.

The project will:

• Provide 100 new entrants with a mentor
• Train 100 Level 3 apprentices as mentors
• Train 100 industry representatives as mentors
• Produce two best practice guidebooks - one for mentors and one for mentees
• Produce a video case study.

Developed in partnership with key contractors, who are all SMEs, the Breakfast Club will deliver eight bespoke interactive training and personal development sessions for 48 new industry entrants (4 cohorts of 12) over a 15-month period. 

Running concurrently as a controlled programme alongside the regular intake of new employees, the project will deliver evidence-based comparisons as to the benefit of the bespoke additional interventions for the retention of new entrants.

The project will extend the existing Special Upskilling Programme (SUP) in dry lining.

The purpose of this is to re-engage the unemployed with previous construction experience in the North East of England.

The projects objective is to encourage the target market to follow a career in construction to reduce the existing skills gap and reduce unemployment, by adapting the existing Specialist Upskilling Programme in dry lining to suit the needs of the client group.

The Think Build project is a pilot programme adapted from the award-winning Think Logistics programme set up in 2014 as a partnership between several logistics firms and the charity Career Ready.

Its aim is to provide an effective method of employer engagement in schools. Industry volunteers deliver workshops to younger teenagers, leading to an in-depth programme of mentoring, masterclasses and work placements for 16-18 year olds.