Progress South Central Progress South Central: The Lifelong Learning Network for Berkshire, Buckinghamshire, Oxfordshire and Surrey

Construction Employers' Needs and Perceptions Analysis

LEAD ORGANISATION

Progress South Central

PROJECT SUMMARY

This project was carried out in 2007-08 by Progress South Central's then-Development Manager for the Construction sector. The research was undertaken as part of the LLN's development phase in order to establish a baseline of information on the needs of employers and their perceptions of certain education issues and initiatives.

Six major contractors participated in the research:

  • Carillion
  • Costain
  • Cyril Sweett
  • HBG
  • Kier Group
  • Willmott Dixon

14 SMEs were also invited to participate in the survey, but unfortunately none responded.

The report included a summary of the construction provision currently offered in the LLN's geographical region. The outcomes of discussions with fdf (then Foundation Degree Forward) and ConstructionSkills were also incorporated into the research report.

IMPACT

Formal qualifications and On Site Assessment and Training (OSAT)

  • All of the organisations surveyed stated that on site training and experience of the workplace was equally as important as formal qualifications, with the exact balance dependent on the role in question.
  • One employer, while supporting their staff in the achievement of level 4 qualifications, confirmed a preference for the part-time degree route, as this was seen to guarantee the appropriate balance of vocational and academic ability.
  • One major contractor confirmed that interest vocational qualifications and work based learning is now increasing, and that more of these types of programme are being supported. This is partly due to the requirements of the ConstructionSkills Certification Scheme (CSCS), which relies solely on occupational competence, and the need for practical, rather than purely academic, management skills.

Apprenticeships

  • All of the employers attested to the value of Apprenticeships for the industry in general, but mentioned a number of issues and barriers associated with both the scheme itself and progression from it.
  • The particular employers surveyed for this research employed very few Apprentices, largely because, as major contractors, they employ a low direct labour force with the majority of work appropriate for Apprentices being undertaken by sub-contractors. The exception is Carillion, a major employer that supports over 800 Apprentices through its national network of training centres.

NVQs

  • Most of the employers surveyed considered NVQs 'the' qualification, as the only real way to the attainment of a CSCS card, without which many companies will not allow workers on site. CSCS is becoming the industry standard. NVQs are widely considered a good competency-based assessment tool, as well as being part of the membership application process for a number of professional bodies.

14-19 Diploma

  • Employers expressed more reservations about the (then very new) 14-19 Diploma. There was acknowledgement of the fact that the Diplomas will encourage interest in a career in the construction industry from a younger age, and that this, in itself, was a positive thing.
  • One of the greatest sources of apprehension came from a perception of insufficient information. Concerns were also raised stemming from the particular nature of the construction industry: including the difficulty for major contractors in committing to a particular consortium on a long-term basis; difficulties around the prescribed 10 days' work experience.

Foundation degrees

  • The employers surveyed expressed cautious support for Foundation degrees. The work-based learning element was widely acknowledged as a positive thing, particularly in ensuring that graduates complete the FD with a greater knowledge of the construction industry and its' culture. However, concern was expressed over lack of information regarding content and progression opportunities.
  • The importance of choosing an appropriate delivery partner should also be noted. In the case of construction-related Foundation degrees, research has shown that the major contractors are strongly biased towards universities rather than FE colleges, and maintain that the universities must have a strong construction history.

Continuing Professional Development (CPD)

  • One thing acknowledged by all of the major contractors is the importance of both CPD and membership of the appropriate professional body. The latter is seen as the industry standard, and having a high number of professionally qualified employees is seen as a mark of quality. All of those questioned also encourage all of their staff in the maintenance of CPD, and for those who are members of a professional body, this is a requirement of membership.

The report highlighted a number of key issues for the LLN to focus on during its funding period:

  • Communication: raising awareness and understanding of progression routes within the Progress South Central region; raising awareness and understanding of the different qualifications and what can be expected from graduates of these qualifications
  • Research into the types and availability of provision in the Progress South Central region, and identification of gaps in provision
  • Support for the development and embedding of new qualifications

LINK TO FULLER REPORT

Read the full report

© copyright Progress South Central 2012