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.

The timber industry skills gap isn’t new. For years we’ve recognised that more people are leaving the sector than joining. Now, however, the perfect storm of Covid-19, Brexit and the changing demographics of the workforce have culminated in the ONS reporting that 83,000 fewer people were employed within the construction industry within April - June 2021 alone.

A recent report has also suggested that 750,000 construction workers are likely to retire in the next 15 years with only 20% of workers being under the age of 30 . In addition to people leaving the sector, we have seen a significant drop in young people gaining the training they need to get involved in the industry.

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 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 the time it takes to build new houses by 50%, are more cost-efficient and help sustainability by reducing waste.

But it also means that while traditional skills such as carpentry and joinery will always be needed in housebuilding, we should also turn our attention to training machinery operators who can produce high specification timber frame houses or components. In addition, we need more skilled timber engineering designers, who can bring a structure to life in a 3D computer model before it’s assembled.

How do we tackle the issue?

Unfortunately for us, skilled designers do not grow on trees. We’ve recognised that the only way to maintain a continuous pipeline of talent is to develop our own training programme. People should undertake training no matter their age or what stage they are at in their career. As a sector we should review the notion that apprentices are typically school leavers – at Pasquill we have management undertaking advanced apprenticeships.

Schemes, such as the Government’s Apprenticeship Levy in England and Wales and the £15 million Apprenticeship Employer Grant in Scotland, offer funding so there has never been a better time for timber companies to take a proactive approach to training. I understand that many – regardless of sector – find the levy needlessly complex, but it is still a vital means to help companies access funding and provides the building blocks for a stronger workforce. In particular, it’s a great option while businesses are keen to minimise their overheads in the recovery from Covid-19.

Meanwhile at Pasquill we’ve also introduced our own internal training programme, to provide young people with an opportunity to work towards a Pasquill certification while learning valuable skills within the business. This involves creating a progression plan for each junior designer which is signed off by four managers: line manager, technical manager, regional manager and training manager. 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.

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 to learn and develop. In return, we provide them with guidance on everything from timber grading, training to understand the complex software we use and customer service skills, all delivered via modules spaced out across the two-year program.

Passing the baton

There is huge potential for employment within the timber industry, particularly for designers with the skills to unlock the potential of timber as a construction material. But we all need to make a commitment to bridging this ongoing skills gap in order to develop a workforce with the depth of skills to effectively deliver on the need for new housing. Plus, on a personal level, we owe it to the younger generation to give them a head start in the industry. After all, they are the future.

More at  www.pasquill.co.uk/careers-with-pasquill/ training-development