Scotland's Sustainable Housing Strategy: Analysis of Responses to 'Homes that Don't Cost the Earth' Consultation

6 Analysis of responses: Skills and Training

6.1 Questions 43 to 48 addressed skills and training issues:

• Challenges to ensuring that Scottish companies have the skills for the low carbon economy; action to ensure investment in skills and training; industry awareness of support for training opportunities and interaction with training providers;
• Access to training by diverse groups; diversity issues in employment in the construction industry.
• Skills and training issues for remote and island areas

6.2 Less than half the respondents answered this section (average 46%), but those responding included the trade associations, the sector skills body, the representative body for house-builders, and other organisations with a particular interest in skills and training.

Q43 a) Has Chapter 5 of this consultation identified the key challenges to ensuring Scottish companies have the skills to take advantage of the opportunities expected to be on offer? b) If not, what other challenges are there?

6.3 Over half the respondents answered Q43a (60%); and more than half of these agreed that the consultation identified all the key skills challenges (67%). Less than half the respondents answered the related question Q43b (44%). Several reiterated challenges identified in the consultation; others expanded on those challenges and suggested others.

6.4 Over two thirds identified quality and training issues, both in terms of the need for greater confidence in the quality of advice and the measures installed, and for training provision.

6.5 There were some direct criticisms of the quality of installation of energy efficiency measures and calls for checks on installation with accurate feedback to the landlord. Quality control, regulation and enforcement might be required alongside skills development, to fully imbed the higher standards of construction required.

6.6 It was suggested that there is a need to develop energy efficiency knowledge and skills in retrofit amongst architects, building materials suppliers, builders and tradesmen, to identify correct solutions and avoid damage to older properties. Small builders and tradesmen need training on how to undertake work without damaging energy efficiency. One respondent commented that there is a shortage of training in the skills necessary to maintain existing homes, including stone masonry, and roof slating, tiling, and lead work.

6.7 For newer technologies, it was suggested that skills development courses should include training in customer service skills to explain how technologies work and influence behaviour so that those technologies would be used effectively. Also, the NRP and Green Deal would require skilled specialists to provide high quality energy and welfare advice. Respondents argued that local businesses must be trained to maintain the newer technologies once installed and that rigorous standards, accreditation and verification would be needed to build consumer confidence in renewable technologies.

6.8 Particular quality issues identified by respondents were: installing and commissioning mechanical ventilation; fitting insulation to avoid thermal bridging; construction detailing; sequencing for air tightness; installation and commissioning of new heating and hot water systems; and installation and maintenance of micro renewables. Also, designers needed awareness of SAP rather than relying on third parties.

6.9 Respondents also identified a need to develop training and skills associated with cultural and behavioural change: collaborative working, project planning and project management, processes to improve productivity and reduce material waste, lean design and construction delivery, novel procurement and contracts.

6.10 There was considerable concern about reduced capacity in colleges, reflecting the recessionary environment and compounded by the regionalisation agenda in the post-16 review of vocational education - if capacity was lost at this point, it would be very difficult to re-establish.

6.11 Some respondents noted the impact of the recession on skills and capacity, while calling for investment to create demand and rebuild the skill base. The construction industry had suffered great loss of skills and capacity, with the number of registered apprentices falling from 2,758 in 2007 to 1,325 in 2010. Private sector respondents warned that the industry would struggle to achieve the required capacity when there was an upturn in the market. One private sector organisation commented that Ministers were not signalling clear and unambiguous commitments which would allow industry to train and invest. There is a need to prioritise direct capital investment in construction to rebuild lost capacity and give firms the confidence to recruit more apprentices – this could be assisted by aconsistent approach to specifying higher levels of energy efficiency in public sector procurement projects. There is also the need to build consumer demand in retrofit and there was concern that the general public was largely uninformed about the Green Deal or measures other than loft and cavity insulation.

6.12 One private sector respondent suggested that Scotland was already experiencing skills capacity issues in boiler replacement, solar water heating, and biomass boilers. Some called for subsidised training and certification schemes for construction and maintenance companies, other for industry organisations such as SBF and FMB to ensure their members were up to date and skilled for Green Deal.

Q44 What further action is needed to ensure there isappropriate investment in skills and training to meet these opportunities?

6.13 Over half the respondents answered Q44 (57%). Many reiterated responses to Q43, in particular certainty about investment levels and future workloads were seen as central to companies' ability to invest in skills and training. The issue highlighted under question 44 by organisations representing the building industry and the skills council was investment for re-skilling and up-skilling.

6.14 The CITB-ConstructionSkills advised that the greatest challenge around retrofit and new build was not to increase new entrants to the construction industry, but to re-skill and up-skill existing workers at all levels from design, through to build. The majority of funding is targeted towards the 16-19 year old age group through Modern Apprenticeship programmes - flexibility of funding is also required to support construction employers to re-train and re-skill existing workers who might simply need a 'top-up' of skills and training rather than a new qualification.

6.15 A private sector organisation stated that in the current economic climate, SME construction companies would struggle to meet these costs and that government funding should support this programme.

Q45 How can the construction industry be made more aware of the potential funding and support for skills and training development opportunities and engage effectively with those providing training to ensure that it meets their current and future needs?

6.16 Less than half the respondents answered Q45 (46%). Several commented that industry was aware of training opportunities but constrained by lack of investment, business failures and difficulties in securing borrowing and that as resources were stretched people were not being offered the time they needed to be away from the business to take up learning opportunities.

6.17 CITB-ConstructionSkills initiatives included websites targeted at employers and prospective trainees (see Annex C). Other respondents suggested bodies to communicate opportunities: trade associations, training providers, trade regulating organisations such as Gas Safe, professional bodies, and BRE. Scottish Enterprise's Construction Scotland website is intended to serve as a single channel.

6.18 There were calls for the following: supplier development seminars to advise businesses on the skills they need to win contracts; a regional delivery and development body to engage relevant stakeholders in training and information sharing; and for an incentive to employers to extend their role within their communities.

Q46 How do we ensure that skills and trainingopportunities are provided on an equitable basis to all groups in society?

Q47 Apart from training and skills opportunities are there any other issues that should be addressed to make employment in construction and other industries becomes more representative?

6.19 There was much in common in responses to questions 46 and 47, which are treated jointly here. Less than half the respondents answered Q46 (48%); only just over a third of respondents answered Q47 (34%). Respondents identified both negative and positive features of the construction and retrofit industry and suggested ways to widen participation.

6.20 Some described the nature of the construction and retrofit industry, some listing negative perceptions of the industry as white male dominated, low paid, insecure, unskilled, and confrontational. There are cultural barriers, conventions and behaviours which are resistant to change: adversarial attitudes, a blame culture, silo operating, risk aversion, and resistance to collective working and delivery. The industry is not appealing to new entrants and those wishing to re-train, with women under-represented, although one respondent noted that in the last 10 years the construction industry has made progress in embracing and promoting equality and diversity.

6.21 Some suggested changes to make employment in the industry more representative of the labour force as a whole: Procurement and contractual conditions should be used to ensure employment is more representative, with the adoption of Community Benefits in Public Procurement principles – a contractual requirement for contractors and sub-contractors to recruit at least 10% of their workforce from apprenticeships and new entrant trainees; and to provide work experience places and business support to SMEs and social enterprises to enable them to compete for work. Others pointed to initiatives led by local authorities with private and voluntary sector partners to increase the number of jobs, education, or training opportunities available to young people. There should be greater efforts to recruit through Job Centre Plus and advertising rather than word of mouth. There were calls to raise awareness of existing or potential opportunities: early promotion of the industry and careers guidance in schools, including respect for trade skills; offering work experience to school pupils; strengthening links between local businesses and schools; promotion of role models in the industry; and increasing vocational qualifications in schools, with links to apprenticeships. There is a need to demonstrate career pathways to new entrants and experienced workers, both in traditional and in new and emerging technologies and the promotion of career opportunities through networks where construction is not a traditional career of choice.

6.22 There were calls to incentivise the recruitment of specific target groups, local areas, or areas of social deprivation with wage and training subsidies. A local authority advocated a national framework of fully funded training schemes that caters equitably for all groups. There needed to be measures to ensure that smaller contractors were included. Institutions, associations, education establishments and public support services should support trainees in securing the first step in employment or technical education.

6.23 Several respondents said that the industry needs to change culturally and to engage with women and ethnic minorities to determine the change required to make it an attractive career choice (see Annex C for examples of programmes to increase access). Suggestions to improve working conditions included: use of MMC and offsite systems; improved facilities at training centres, on site and within offices; flexible work and training arrangements; and community interest companies for retrofit.

"Training and skills programmes for this type of work need to be designed specifically to be attractive to women and other groups who are traditionally under-represented in these industries. This should include options for flexible working where appropriate." – Local authority

"Positive Promotion to Female & Ethnic groups. Change in culture. Better training conditions. Better working conditions." – RSL

Q48 Please describe any specific difficulties relating to skills and training that apply to those in remote and island areas and your view on how these may be addressed.

6.24 Just under a third of respondents answered Q48 (32%). They identified difficulties in accessing training and the nature of local economies, while proposing measures to boost access to training and secure employment. Key difficulties were limited access to training and the nature of the local economy.

6.25 Respondents suggested that training costs were higher due to the absence of economies of scale, while there was pressure on college budgets and the college regionalisation agenda. Public transport provision was poor, and there was sometimes limited access to broadband. The lack of local training was particularly problematic for upskilling the existing workforce.

6.26 There were few local employers, and they were mostly small and micro-businesses, offering a lack of progression opportunities, and unable to afford non-productive staff in the current climate. There were few trained specialist installers, limited training budgets, and the impact of unfortunate experiences during the UHIS scheme, where many households decided not to go ahead with work, leaving firms out of pocket. Contracts may have been awarded to large companies without consideration of community benefits. It was difficult to sustain a local economy that could support trained specialists and small companies tended to be reluctant to move away from tried and tested techniques.

6.27 Respondents proposed measures to address these difficulties: economic stimulus, alternative modes of training, and subsidy for training. There were calls for stimulation of consumer demand, award of contracts to local businesses wherever possible, and increased investment to create predictable workloads that would allow local firms to plan ahead for real increases in skills and training opportunities. One suggestion was for Government licensing to limit the number of trained specialist individuals in a geographic area. Another was for a regional delivery body which could assist smaller players to participate in Green Deal and ECO opportunities and access relevant information as easily as those in urban areas. A local authority wanted to encourage partnership working between smaller firms, reducing costs and sharing apprentices. The Federation of Master Builders offered to facilitate consultation with local employers to learn about their practical solutions to the challenges they faced.

6.28 There were calls for more on-the-job training and for mobile training rigs. Suitable broadband access was needed for distance learning, to allow e-learning, video conferencing, and download of animations to demonstrate installation techniques. There could be on-line assessment with webcam to watch trainees, and summer schools sited for access by remote trainees. Respondents thought much could be learnt from Highlands and Islands Enterprise and local networks' delivery of skills and training programmes. The University of the Highlands and Islands might be the right body to ensure that the necessary skills were available.

6.29 College training and accommodation could be subsidised so rural learners could attend college for 3-4 days intensive training packages, including up-skilling. Smaller contractors could be assisted with training and travel budgets. Local authorities could spend the Fairer Scotland Fund on transport for training, or could fund IT equipment for distance learning courses.

6.30 CITB-ConstructionSkills emphasised the need to 'future proof' training provision for future volumes in addition to current demand. They reported that they support industry training groups led by local employers who agree an annual training programme, and achieve economies of scale by ensuring critical mass on courses.