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"This is a joint Island venture with the Western Isles, Shetland and Orkney local authorities. As island groupings with more than 80% of micro employers, anticipated levels of high unemployment, an aging population and an aging workforce, support with recruitment, accreditation and training is commonly reported to be an increasing problem. The Island employers need to encourage people to live, earn and learn locally. Across the islands, the demand for construction skills aligned to a just transition to net zero and wider environmental/sustainability will be critical to reach the commitments set out in the Islands Growth Deal.  Key projects that will require increased access to construction skills from 2023-2033 include: Orkney Islands Centre for Net Zero, Orkney Research and Innovation Campus Phase 2, World Heritage Site Gateway Project, Scapa Flow Future Fuels Hub, Creative Islands Wellbeing, Transmission Cable and Community Wind Farm projects. Shetland Dales Voe Decommissioning, Saxa Vord Space Centre, Hydrogen and Offshore Wind Developments, Sandveien Redevelopment, Energy Isles Wind Farm, Staney Hill Housing, New Gilbert Bain Hospital, Fair Isle Ferry Western Isles Deep Water Port, Stornoway Primary, HHP Housing, Lochmaddy Uist Ferry Port, Barra and Vatersay Community Campus, Water supply Upgrade, Wind Farm expansion,,Spaceport – Uist
Along with the many capital works that have been identified, there are a large volume of repairs, maintenance, house building and smaller commercial builds. As the islands are experiencing an influx of tourism the islands infrastructure needs upgrading. Without new major investment into new people into the construction industry we are going to reach crisis point. Funding opportunities like this are pivotal to the future success of our economy and communities. A training officer will be assigned to work with the individuals and the employers and the project will aim to have identified buddies on each site who can work with the participants and be that person who shows them the ropes and gives them a better understanding of the roles within construction. Experienced Apprentices are often good models for shadowing new entrants as they are fresh enough to remember what it is like to be the new person and have enough experience to give them valuable advice and guidance. "

Barnado’s has established links with employers Scottish and Southern Energy (SSE), Balfour Beatty and Kier and all the Construction group networks in the Highlands which they will utilise to train and support individuals into employment. Barnardo’s Works ETS has specialist knowledge and vast experience in meeting the needs of its clients to help them progress and evolve in their employment. Balfour Beatty is already working in collaboration with Barnardo’s Works through its Community Benefit initiative via its contract with the Scottish Prison Service. Through the SACO project we will offer Regular “touch points” - telephone/e-mail, formally recorded reviews and face to face contact visits at various points of the new entrants journey, mentor support – the offer of delivery of mentor training to employers and new managers to assist with supporting a new entrant into employment.

There is strong demand for additional CISRS qualified scaffolders to support the level of current and
upcoming housebuilding, energy retrofit and infrastructure work, and this is expected to grow in the
coming years. Based upon current levels of Scaffold training through the Construction Industry
Scaffolder Record Scheme (CISRS) in GB there may be difficulty meeting delivery demand in the
future. There are several factors that contribute to this issue with the two main ones are listed below:

• The number of Industry accredited CISRS centres in certain regions does not meet the training
  demand
• The number of accredited instructors within the industry does not maximise the capacity at
  every accredited centre. This project aims to increase the number of Scaffolding Instructors to ensure there are enough instructors for the centres.

This commission will develop, identify, evaluate, and increase the number and quality of work tasters specific to the construction industry in Scotland. The Tasters will be embedded into Scottish Careers processes. The Tasters will promote construction as an aspirational career path to support individuals make good career choices. This will include more people from a greater diverse background including those without a connection to construction are inspired to pursue a career in this Industry.

A suite of guidance documents will be developed to give clarity to employers on how to deliver a good quality taster including taster plans for large and small construction sites and across key skill areas. As part of the project 32 regions will be covered in the development and roll-out of Tasters to comply with Scottish Government legislation to provide support to isolated communities such as Shetland.

The OM Group was established over 14 years ago as a national provider of health and safety consultancy and training for the Construction and Build Environment sector. We have extensive real-life experience in the industry, which informs the training courses and programmes that we deliver. This allows us to provide relevant and authentic, practical advice and guidance to all our clients. Our approach is to ensure that employers in the industry understand the benefits of providing their front-line managers, Site Managers and Site Supervisors with Leadership and Management skills, to enable those individuals to make informed decisions that positively impact productivity, safety and commercial outcomes for both construction projects and the business in which they work.

Brickwork Masterclasses, a Home Building Skills Partnership initiative delivered by NHBC in partnership with the Association of Brickwork Contractors (ABC) and funded by CITB, are designed to deliver practical skills and knowledge on the most common brickwork issues found by our inspection teams. Delivered by our highly skilled and experienced NHBC Building Inspectors, we will discuss practical guidance on improving quality and standards and how to promote awareness of good practice on site. Sessions can be delivered on or near your site provided that a suitable room is available to seat the attendees, such as a large site office or canteen.

Creating high quality on and off-site training courses for Bricklayers, through the launch of 16 ATO delivered short duration training courses, provided by the ABC Assessment Centre.

The training courses will be written directly by bricklaying employers to target bricklayers on a nationwide scale. The areas of skill covered by the training courses have been determined by employers because of their relevancy to Modern Methods of Construction and to address the lack of skills seen from bricklayers and trainees on their sites.

Through the development and delivery of a mental health and wellbeing digital learning hub and supporting digital campaign, hard to reach (micro-organisations) in the construction industry will be better equipped to manage mental health, wellbeing and resilience issues that they encounter in the workplace.

Laing O’Rourke, in collaboration and partnership with other Construction Companies and Trade Organisations, will engage the Lighthouse Construction Industry Charity and The Samaritans to develop a Wellbeing & Resilience Hub. The aim is to raise awareness, develop skills and inform construction workers of themes of wellbeing, mental health and resilience. Specifically, the project will 'target' individuals who work for smaller businesses, and those classed as hard to reach. The project will work with the Samaritans to deliver a marketing campaign to drive traffic to the digital hub, increasing participation and long-term engagement. 

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.

The project will deliver skills and knowledge to enable business leaders across the supply chain to embed digital ledger technology (DLT / block chain) by demonstrating the business case for doing so, as well as practical digital concepts and methods. It will provide guidance on enhancements to existing processes and behaviours to enable this technology to be adopted.

The project will establish a network of champions and pathfinders across the supply chain to aid communication and engagement supporting the validation of digital ledger technology. It will develop training content that will upskill construction leaders across the supply chain in how to fully unlock this technology.

After the project, participating employers will have taken measurable steps to digitalisation. A white paper will report on the training outcomes and provide best practice guidance on how to embed DLT in the supply chain. The training materials use to achieve this will be made freely available to industry.