FEATURE SKILLS & EDUCATION
Train to Gain: what skills do we need? Brian Mackintosh, design and sales training and development manager at Pasquill, explores the issues contributing to the skills gap in the timber industry, how the timber construction skills we need are changing and what companies can do to create their own pipeline of talent.
T
he timber industry skills gap isn’t new. For years we’ve
in Scotland, offer funding so there has never been a better time for
recognised that more people are leaving the sector than
timber companies to take a proactive approach to training. I understand
joining. Now, however, the perfect storm of Covid-19,
that many – regardless of sector – find the levy needlessly complex, but
Brexit and the changing demographics of the workforce
it is still a vital means to help companies access funding and provides
have culminated in the ONS reporting that 83,000 fewer people were
the building blocks for a stronger workforce. In particular, it’s a great
employed within the construction industry within April - June 2021 alone.
option while businesses are keen to minimise their overheads in the
A recent report has also suggested that 750,000 construction workers
recovery from Covid-19.
are likely to retire in the next 15 years with only 20% of workers being
Meanwhile at Pasquill we’ve also introduced our own internal
under the age of 30 . In addition to people leaving the sector, we have seen
training programme, to provide young people with an opportunity to
a significant drop in young people gaining the training they need to get
work towards a Pasquill certification while learning valuable skills within
involved in the industry.
the business. This involves creating a progression plan for each junior
Despite a waning workforce, one thing everyone in the industry seems to agree on is the urgent need for new housing. Not only do we need to
designer which is signed off by four managers: line manager, technical manager, regional manager and training manager.
attract new people to the sector, but we also need to address that the way we build houses is changing – and therefore so are the skills we need. The uptake of modern methods of construction (MMC) and offsite manufacturing (OSM) are positive developments. After all, they can reduce
We believe this certifies the quality of their training and supports our aim is to reduce the amount it takes for them to become a designer from two and a half years to two years. Existing employees can be partnered with experienced mentors to nurture their talents and teach them new skills.
the time it takes to build new houses by 50%, are more cost-efficient and help sustainability by reducing waste.
All we look for in a junior designer is the right attitude, a keen interest in the construction industry and technical design and a desire
But it also means that while traditional skills such as carpentry and
to learn and develop. In return, we provide them with guidance on
joinery will always be needed in housebuilding, we should also turn
everything from timber grading, training to understand the complex
our attention to training machinery operators who can produce high
software we use and customer service skills, all delivered via modules
specification timber frame houses or components. In addition, we need
spaced out across the two-year program.
more skilled timber engineering designers, who can bring a structure to life in a 3D computer model before it’s assembled.
Passing the baton
How do we tackle the issue?
particularly for designers with the skills to unlock the potential of timber
There is huge potential for employment within the timber industry, Unfortunately for us, skilled designers do not grow on trees. We’ve
as a construction material. But we all need to make a commitment to
recognised that the only way to maintain a continuous pipeline of talent is
bridging this ongoing skills gap in order to develop a workforce with the
to develop our own training programme. People should undertake training
depth of skills to effectively deliver on the need for new housing. Plus,
no matter their age or what stage they are at in their career. As a sector we
on a personal level, we owe it to the younger generation to give them a
should review the notion that apprentices are typically school leavers – at
head start in the industry. After all, they are the future.
Pasquill we have management undertaking advanced apprenticeships. More at www.pasquill.co.uk/careers-with-pasquill/
Schemes, such as the Government’s Apprenticeship Levy in
training-development
England and Wales and the £15 million Apprenticeship Employer Grant
Timber Construction Magazine
Autumn 2021
14
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