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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 900 individuals who had commenced the training under the previous contract to complete their RoofCERT accreditation.

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.

CITB wants to develop a Sector Skills plan in the RMI sector with specific focus on retrofitting to address current and potential future market needs. This will enable the creation of a sustainable market for domestic retrofit work, which will ultimately need to encompass all domestic RMI work if the Government’s ambition to be Net Zero by 2050 is to be met.

This research project will collect and analyse data needed to inform the creation of this Sector Skills plan.

The availability of fully trained apprentices is becoming a significant issue for the construction industry in London. Shooters Hill Sixth Form College (The College) in partnership with FMB propose a new curriculum and work ready delivery model designed to meet the needs of SMEs and prepare young people for the construction industry of today and the future through incentive and investment.

This project will work with 20 students and sustain that number as individuals gain employment through the network of employers. The 20 students will be between the ages of 16 and 19, they can be new entrants to The College or progressing from The College’s core programmes and consist of the following characteristics:

• 20% female
• 10% with an educational and health care plan
• 40% from an ethnic minority group

Creation of a Mentoring Training Toolkit to be hosted online on IOC website and when completed shared with others trades, training 30 Mentors to mentor 60 students.

The project will build individual, organisational and industry knowledge of Fairness, Inclusion and Respect (FIR) in the workplace.This will be achieved through upskilling of FIR ambassadors, managing a network of training and delivery workshops. This is a bridging agreement whilst a new commission is developed for 2024.

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.  

BAM Nuttall Ltd will embed GIRI training methodology to the appropriate staff and supply chain staff on the following 6 projects:

1. Trans Pennine route upgrade – Hillhouse sidings
2. Victoria North (Manchester)
3. Cross Tay link Road
4. Guildford STW
5. Devonport Royal Dockyard
6. Environment Agency Collaborative Framework (Hub A)

"Gement’s main areas of operation are in Essex, Suffolk, Greater London, Hertfordshire, Buckinghamshire, Norfolk, Surrey and Kent, however due to Gement’s broad customer base, the wider UK area is regularly covered as well. This includes Gement’s involvement with Tier 1 contractors who have multiple sites across the UK, as well as smaller companies who have recently opened new branches in other counties of the UK during the duration of their involvement with Gement.
The support programme will comprise of a series of checkpoint meetings conducted at the job start and running 12 months post job start and include supporting individuals through a bespoke plan, encouraging new entrants to upskill and remain motivated in their job, provide honest feedback to the individual and improve employee satisfaction. "

Landau work with the The Marches which is home to Telford, currently the 4th most active area within the UK for new build homes and whilst Telford leads the way, there is a high level of activity in Herefordshire and Shropshire. Housing contractors are keen to develop good working relationships with the local area and are keen to work with training providers/agencies and recruiters to support new entrants and retain staff. Landau engage with local employers including Balfour Beatty, Connexus Housing, Redrow, Taylor Wimpey, Bovis, Wrekin Housing and Oakwrights. Landau has already established programmes with The Marches Construction ready partnership and Building Better Opportunities programmes will support new entrants into employment. Individuals will then be supported in the workplace, to sustain employment through a 3, and 6-month period. This will consist of a review with the employer to review the individuals progress and to discuss if any additional training and support has been identified. Landau have developed a 5-stage support framework with interventions for any and every stage of an individuals development. The ECO funding will allow this support and mentoring to be operated through work coaches and mentors visiting the workplace regularly.

"NFRC Roofing Careers Service supports roofing employer members and their current and future employees through the entire careers cycle. We are committed to promote roofing as a skilled, professional sector within the wider construction industry. The careers service is completely free to use (for members and non-members) and is a valuable and evolving resource for Young People, Employers, Parents and Career changers to come together in one place for careers information, guidance and signposting.
Once a new entrant has secured employment, challenges that cannot be immediately addressed can be managed through the ECO project, using the individual learning plan’s agreed support and actions, with tailored support provided by NFRC (including facilitating referrals to the employees’ barrier-specific support agencies including our free counselling services or free legal, tax and HR support service provided by ARAG) to support both the employee and their employer.
NFRC would brief the employer on buddy requirements (individual identified for this role as soon as possible – ideally during the recruitment of the employee). Once the buddy is identified, NFRC will brief the buddy and ensure that they are fully committed to delivering their responsibilities and are aware of their involvement requirements. "