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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)

The Centre is a member of a number of consortiums in Lincolnshire involved in delivering a co-ordinated response to construction training and the supply of construction staff to the industry, working with Lindum Construction, Priory Academies, BESA Construction, Gelders Construction and Site Competence Training with 50 employers engaged with the Centre. All learners join a 12-day employability programme and then participate in a further 4 week practical training experience within Bricklaying, Groundworks and Joinery when they are then ready to visit sites for experience. The learners are then supported to find employment within the network of employers identified. The funding from the ECO project will help support the individuals in employment by weekly touch points in the first month followed by regular monthly communication and discussion of further learning and development.

LBBD is currently going through a huge period of large-scale regeneration across the whole borough. This includes the construction of Barking Riverside (largest housing regeneration project in Europe), The relocation of three food markets (Spittlefields, Smithfields and Billingsgate) to Dagenham Dock, the creation of East London’s first film studios to Dagenham East and the introduction of a new Free Port which will also grow SME business opportunities for our construction supply chains. LBBD forecast that 20,000 new jobs will be created from this regeneration alongside the redevelopment of other areas including Barking Town Centre, Beam Park and Marks Gate. Individuals will be assigned a dedicated construction specialist Job Broker who will conduct initial assessments to clarify barriers and challenges they face. Action plans are then created with the individuals which identify key aims and objectives and include specialist referral points.

"Hampshire County Council is the ‘go to’ organisation linking construction to the benefit of the community through strong links and professional connections with the construction industry. The ECO project will continue to maximise the established pathways and far-reaching opportunities afforded by the Council’s Employment and Skills Plans to identify job start and progression opportunities. These connect to a wider range of construction developments with ESPs, District & Borough owned, across the county that we are in direct, regular contact through quarterly meetings. Established relationships through The Construction Skills programme work with Willmott Dixon, Churchill Contractors, WBR Company, Morgan Sindall, Berkeley Group, Grainger PLC, Wates, Milestone, Taylor Wimpey, Kier, Jackson Rowe, Rydon, Vistry Partnerships, Barratt Homes, Highwood, Bewley, Vivid Homes, Bellway, Miller Homes, Carmichaels, Taylor Woodrow. They report, on average, 15 vacancies a month.

Our experience supporting people into work on the CSF and TCS projects together with feedback from employers shows us that retention in work can be achieved when we support individuals and we have immediate access internally and via our partners to a number of opportunities including: Hampshire County Council ACL workshops including ‘Mentally Prepared for Work’, ‘Developing Confidence and Self-esteem’ and ‘Confidence and Motivation’.

In addition, there would be individualised guidance from the ECO team, providing drop-in sessions with volunteers and sector specialists from our construction sector partners. "

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. "

"At the West Midlands Combined Authority employer engagement is managed through a golden thread from Local Authority and WMCA Section 106 social value agreements for new entrant employment. Regionally, WMCA and its partners are members of the SEEC Group for HS2/BBV main works and Lendlease Perry Barr and Smithfield programmes which will run for the period and beyond the ECO programme. WMCA providers also jointly run on site training hubs established with employers following WMCA holding CSF1 contracts, establishing sustainable on site hubs with Lendlease, Willmott Dixon and John Sisk.
WMCA intention is to maintain our Construction Gateway brand and then offer to specific resident progressors, employers and labour supply partners the ECO offer where it can be established there are risks to retention when individuals are engaged but ECO will also be offered to residents as a voluntary opt in offer to assist with their transition to sector employment, especially where they are recruited from a disadvantaged group eg. care leaver, female, ex-offender. Pipeline vacancy activity in the WMCA region includes over 250 construction projects in Birmingham as well as an equal amount across our other local authorities including our extension to midland metro civil engineering, our residential house building programme, part funded by Homes England and direct and indirect activity required for HS2 including 4 new railway stations and our SPRINT 2 programme following the Commonwealth Games.
WMCA work closely with their training providers preparing the individuals for the job opportunity and as part of this framework ALL training providers must also offer free e-learning in specific areas of identified weakness for new entrant sector retention eg. mental health training as well as 24-hour access line support from partner organisations. All employers supporting ECO will also need to commit to an in work coach to assist individuals when training organisations are not accessible on site. The ECO fund will enable WMCA to co-ordinate this work and retain individuals in the West Midland construction community. "

"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.