Education: Plugging the skills gap

Despite the initial increase in apprenticeship uptake following the pandemic, the heating and plumbing sector continues to fall short of the number of people needed to plug the growing skills gap.

Last year, reports advised that there were as many as 140,000 construction and trades vacancies in the UK. A survey by the recruitment specialist Search Consultancy found that 83% of businesses in the construction industry are feeling the strain from a lack of skilled workers. Plumbers and gas engineers are among the most in-demand trades, with 11,928 and 9,873 vacancies respectively. With the UK predicted to be the fastest-growing construction market of the major Western European economies over the next 15 years, hitting £381bn revenue in 2023, the skills gap is only going to widen (Oxford Economics).

The government’s Apprenticeships Reform Programme target of three million apprenticeship starts in England (2015–2020) wasn’t met. But the Department for Education’s 2021 progress report says apprenticeships are now longer, and co-designed with employers: ‘Our reforms mean that starts now on the Apprenticeship Programme are into higher-quality training, and are ensuring that apprenticeships are right for employers and apprentices. Our achievement rate for apprenticeship standards has gone up 11.8% – 46.9% (2018/19) to 58.7% (2019/20). But there is more to do.’

Precious resource

The statistics highlight the real need for more apprentices to join the heating and plumbing sector, so what’s the problem?

“There is a lack of understanding around apprenticeships – from what funding is available, to how they can benefit businesses,” says Emma Raymond, head of business development – apprenticeships, at Windsor Forest Colleges Group, a CIPHE-approved training centre. “At Langley College, our apprentices can access fantastic resources, and replicate college-learnt skills when on site. Experienced teachers/coaches who come from the industry teach them.

“One major advantage is that the skills an apprentice gains on the job are best suited to the business. They also bring a fresh perspective and willingness to learn.

“Apprentices are a great way to fill skills gaps,” says Emma. “Hiring one allows SMEs [small and medium-sized enterprises] and individual installers to access fresh talent and develop a skilled workforce. Their enthusiasm for learning and new ideas can be valuable. We provide comprehensive support to those interested in taking on an apprentice to ensure a smooth experience.”

Financial incentives

Hiring an apprentice can be cost-effective for businesses.They are typically paid lower wages compared to experienced workers, which makes it a sound investment.

“Businesses that invest in these programmes tend to have higher employee retention rates, as apprentices are more likely to stay with the

team after training is over,” says Emma, “and so a pipeline of skilled workers for the future is developed, filling skilled positions and contributing to the business’ long-term success. Apprenticeships enable the employer to tailor the training to their specific needs, ensuring that apprentices acquire skills and knowledge directly relevant to the business’ operations and requirements.”

As of 1 April 2024, the government fully funds the training costs for those aged 16-21, so SME employers will no longer have to contribute to the cost of apprenticeship training for this age group. Once a learner is 21 or over the government will cover 95% of training costs. Other incentives include £1,000 for taking on a 16- to 18-year-old, or a 15-year-old if the apprentice’s 16th birthday is between the last Friday of June and 31 August. Training providers can help employers access this funding.

“The value of using a trusted, certified training provider can’t be understated, particularly in the context of current skills shortages as we know businesses need highly skilled workers quickly, but also safely – imperative in the industries we work in,” says Chris Claydon, chief executive at JTL. “We pride ourselves on the quality of the training we provide and employers that take on a JTL apprentice receive a dedicated training officer to manage the process from initial appointment through to completion.”

Tailored training

Education providers offer support and guidance to both SMEs taking on an apprentice, as well as the apprentices. Support for employers includes assistance with recruitment and training plans throughout the apprenticeship.

“Programmes for apprentices are designed to be adaptable to the needs of the employer and apprentice,” says Emma, “so the training can be tailored to specific industry requirements and the employer’s work schedule. There are often financial incentives and funding available to SMEs and individual installers who take on apprentices. This can help offset the costs associated with training and employing an apprentice.”

A spokesperson for R G Evans Plumbing and Heating, which has an apprentice at Langley College, comments: “Apprenticeships are vital to our industry, with a unique blend of practical experience and theoretical knowledge. For our business, it allows individuals to develop essential skills and build confidence under our experienced mentors. This ensures high-quality workmanship and nurtures a strong sense of professionalism and dedication in new plumbers and gas engineers.

“As apprentices are often enthusiastic and eager to learn, this fosters a collaborative learning environment among our seasoned professionals. Many apprentices that we’ve worked with have become highly skilled, valued team members. Their journey from apprentice to fully qualified plumber is a testament to the robust framework of programmes. They gain a genuine understanding, and can move forward with expertise and confidence.”

BESPOKE BOOTCAMPS

The Green Skills Academy at Langley College is offering commercial training courses for adults

The Windsor Forest Colleges Group (Langley Campus) aims to address the long-standing skills shortage in the construction sector and to train a skilled workforce in green jobs essential for retrofitting the Green Economy. The group’s Training Centre of Excellence in Slough delivers industry-relevant training in environmentally friendly energy systems, and supports collaborative work between employers and educators, to target emerging green occupations.

“In autumn 2023 we began co-designing and delivering Skills Bootcamps with Berkshire-based employers, providing them with the opportunity to upskill their plumbing and heating engineers in renewable technologies such as domestic ventilation, solar thermal hot water and heat pump systems,” explains Emma. “In addition, supplementary modules such as water regulations, energy efficiency and the safe isolation of electrical installations were included.”

Bootcamps are bespoke 60-hour training programmes, substantially funded by the Department for Education, and enable SMEs to upskill employees in Level 2/3 technical training. Modules can be designed to best suit employees’ skill sets and a minimum of 60 hours/eight full days needs to be undertaken, around work schedules, within a 16-week timeframe.

Limited SME companies are required to contribute £380 VAT exempt per candidate. Sole traders can also apply and will receive 100% funding. All candidates need to meet the entry-level, pre-requisite qualification requirements in order to be accepted as a participant.

For more information, email greenskills@windsor-forest.ac.uk or call 01753 793244.

YOU SAY...

Skills for life

“It’s a really big decision as a self-employed plumber to find a wage every month with no help from the government. My apprentice is in his final year after completing three years. I wanted to give back to the industry I love, and customers really appreciate seeing a young man getting skills for life. If I did it again, the government would have to give incentives for it to really benefit small businesses, as I would not be able to afford to pay him once he’s qualified.”

Dave Grainger MCIPHE