Building standards - workforce data collection: analysis report 2023

17.0 Conclusions

Workforce demand

17.1. Demand for additional staff in the workforce remains above the current level of supply into job roles, with demand spread across job roles. There is a significant gap between supply of staff into the surveyor job role and current demand representing an ongoing recruitment challenge for verifiers.

17.2. There is a demand for assistant surveyors and building inspectors indicating a need for staff in mid-range roles. This may help to support longer term succession planning.

Workforce Supply

17.3. The current supply level has increased by 39 representing a 7% increase on the 2022 supply level. There has been notable increase of supply into the Surveyor role (12). There has also been an increase in pooled administration which accounts for 11 of the additional 39 staff in the profession in 2023. The increase in overall supply levels is a positive move and represents the highest supply level since the first workforce data collection in 2019 which saw a supply level of 572.

17.4. The fall in the overall workforce in 2022 could have been attributed to the movement of staff following the years of the COVID-19 restrictions where workforce levels were largely static. The increase this year indicates that the workforce is recovering and growing. The increased building warrant fees introduced in April 2024 are intended to provide more income for local authority verifiers to allow for investment to be made in the workforce and recruit into roles for which there is current demand.

Supply and Demand

17.5. There remains a gap between current supply and demand but this has reduced from 65 in 2022 to 39 in 2023. In the medium term (2026) the demand increases again by a further 51 staff. This remains broadly similar in the longer term until 2033.

17.6. The gap between supply and demand for the Surveyor role remains the biggest across all job roles. Current demand for surveyor is 212 against supply of 198 indicates there is still a need to resource this role, through recruitment or active succession planning. This gap rises to 32 in the longer term (2033). The data indicates slight increases in supply into more junior roles which will support succession planning into the Surveyor role over time.

17.7. The supply of people into job roles in 2023 has increased from 2022 as demonstrated by the higher number of people in the workforce compared to previous years. Meanwhile current to longer term demand remains broadly similar to previous years (2021 and 2022), illustrating that the gap between supply and demand has narrowed in 2023. There is an overall demand for an additional 100 staff between current supply and longer- term demand in 2033. The demand can be met by continuing the “grow your own” approach to recruit people into junior and mid-range roles, attract more younger people into the profession, and in turn support succession planning.

17.8. Demand will double in next 3 years but will level off in the longer term. The reason for the increased demand in the medium term is likely a result of the forthcoming Compliance Plan approach which is being delivered through the Building Standards Futures Board. There is an expectation that the new compliance plan approach, initially for high-risk buildings, will increase workload of verifiers and therefore this is reflected in the demand data. The levelling off in demand in the longer term could be as a result of the compliance plan being embedded by 2033.

Demographic Profile

17.9. The number of staff in the 16 to 39 age ranges continues to increase and as previous years may be a result of recruitment of more Modern and Graduate Apprentices.

17.10. The majority of the workforce is still over 40 however a gradual increase in the younger age ranges is evident. There are fewer people in the 40-49 age range while there is a notable increase in the over 50 age ranges. This profile of the workforce is beginning to be offset by increases in the number of staff in the younger age ranges who are choosing a career in building standards.

17.11. The demographic data is positive in showing that the profile of the profession is getting younger. The ongoing recruitment of Graduate Apprentices and the introduction of the Modern Apprenticeship pathway will generally drive the trend towards a younger profile to the workforce over time. This trend, while balanced against the loss of expertise from the profession, will deliver benefits for teams and support the achievement of long- term resourcing demands.

Length of Service

17.12. There is a continued increase in the number of staff with up to 10 years of service which reflects the uptick in the overall supply data.

17.13. The biggest increase is seen in the 0-5 years category, an increase of 33 staff from 2022. The 0 to 5 years range has saw the biggest increase and it represents the largest group across the whole profession.

17.14. The number of staff with longer service remains broadly the same as in previous years. This is a positive trend as it indicates good job retention and illustrates that the profession is able to retain experienced staff.

17.15. The group with the biggest reduction is in the 31-35 years of service range. This range may fall into the category of staff retiring after 30 years service. There is a slight reduction in staff with 11 to 15 years of service. This follows the trend over recent years in this range and as previous years may indicate the group most likely to leave building standards for a different career or a move to the private sector to pursue their longer-term ambitions.

Professional Memberships

17.16. After a significant reduction in professional memberships in 2022, the number held has seen a slight increase of 4 up to 250. The spread of memberships has remained fairly static with no single membership type seeing a significant reduction or increase in number. The Workforce Strategy promoted chartered membership of a professional body as an indicator of professionalism within the workforce. This remains true, however, the recruitment of younger staff into the profession and the focus on developing competence is likely to mean that the number of chartered memberships is unlikely to increase significantly for some time.

Qualifications

17.17. The data collected relates to the highest academic and/or vocational qualification held by each member of staff. Overall, the number of qualifications held has increased (+14) since 2022 with the largest increase in the number of Masters/SVQ5 qualifications (+20) at level 11 on the Scottish Credit and Qualifications Framework and other increases in the number of Honours/HND qualifications.

17.18. The largest reduction was in the number of Bachelor degrees held (-8) with other smaller reductions in the number of Doctoral degrees, HNC qualifications and other qualification types. The number of qualifications held is expected to vary annually due to staff being supported to continue their professional development and achieve qualifications relevant to their career aspirations. The increase in building warrant fees from 1 April 2024 is expected to enable ongoing investment in learning and development for building standards professionals to allow this positive trend to continue.

Qualifications – Currently Studying

17.19. There continues to be an increase in the number of staff studying for a qualification (+7) compared to 2022. This is the first year complete information is available on the new Modern Apprenticeship pathway, due to the course starting in 2022. Data for cohorts 2 and 3 to be captured in the 2024 data collection.

17.20. The number of staff studying for an Honours degree has reduced (-4). However, this reduction may be due to individuals completing their course and potentially progressing towards a Master’s degree qualification.

Types of qualification currently being studied

17.21. The Building Surveying qualification type remains the most popular across the profession. However, there has been a slight reduction in the number of staff studying for this qualification (-3) and for a Construction Management qualification (-2). There has been a notable increase the number of staff studying for a Built Environment qualification (+9), and this is now the second most popular qualification after Building Surveying. The number of staff studying an Architectural qualification has shown a steady increase since 2021 (+6) overall.

Apprenticeships

17.22. An important outcome from the Workforce Strategy was the introduction of a Modern Apprenticeship pathway designed specifically to meet the needs of the building standards profession. The workforce data is starting to show the impact of offering Modern Apprentices a career with clear progression opportunities in the building standards verification service.

17.23. The trend (2021 – 2023) shows increases in the number of Modern Apprentices with the highest increase in 2023 (+11). This is due to the capture of information in 2023 for Modern Apprentices who were in post for cohort 1 prior to the start of their studies. Additional recruitment for later cohorts will ensure this trend continues and the workforce is able to grow based on attracting new talent and investing in their development. There is a further reduction in the number of Graduate Apprentices.

Staff moving within or leaving the profession

17.24. For the first time since 2020, there has been a reduction in the number of retirements (-12) and the overall number of leavers from the profession with a recorded reason for leaving is 35. However, an additional five staff left the profession without a recorded reason which means the actual number of leavers is 40. This is still a much lower rate of turnover compared to the previous two years 2021 and 2022.

17.25. The number of staff who left to work in a building standards role in a different local authority has decreased by almost 50% compared to 2022. The number of staff moving to a public sector role out with the building standards profession remains low.

17.26. The peak in the number of leavers in 2022 was attributed to the removal of COVID-19 restrictions and the return to greater movement in the economy generally. It appears that the effect on staff movement has ended and the leaver rate has returned to expected levels.

Leavers with short service

17.27. Staff leaving the profession with short service has decreased from 25 in 2022 to 10 in 2023. In 2022 there was a peak in leavers, both generally and those with short service and this may be attributed to the end of COVID-19 restrictions. It appears that the number of leavers with short service has also now returned to the levels seen before the pandemic.