TRAINING AND UPSKILLING
Having a clear vision about why training is required also helps companies identify priority areas that their business needs to upskill in. Bridge says: “Deciding on training is like picking the right tools for a job. Look at what your business needs right now and what it'll need in the future. Have a solid plan that covers both. Think about what training makes the most sense for your business and how it’ll help fill in any skills gaps.” A CITB advisor can also meet to discuss your business plans and suggest where to focus training efforts. Connect training with business needs Having a clear plan that connects the type of training with business needs will ensure you keep track of the impact of the training and enables you to make changes if required. “Keep it simple and flexible,” Bridge says. “That way, if anything changes, such as an increase in business or losing a key member of staff, you’ll stay on track.” Seek guidance from your local CITB advisor, but don’t delay applying for funding, urges Bridge, who says the paperwork is minimal and the process relatively simple. Once approved, be sure to keep the invoices to send to CITB to demonstrate the training has taken place. “If an application is not quite accurate or missing some information, the funding team will work with you to fully complete the application and help you secure funding,” Bridge says.
you see your business in the future? Where do you want to go? Work backwards from there. Identify which people you need to achieve that goal and what training they’ll need.” Despite a business’ best efforts to hold onto staff, the reality is people move on. “It’s a hard blow, I'll be honest. With every apprentice I take on, I have their future in the company planned so if one of them leaves it is a hard blow.” Over the years, Archibald has figured out tactics to mitigate the risk of them leaving. These include: understanding the person from the outset relying on formal interviews to determine where they see themselves in the future; checking in regularly with one-on-one reviews to see where their thinking is and if they still want what they initially said they did; and updating staff about where the business is currently
and where it is going and, most importantly, how they fit into this plan and the role they will play, as this increases their motivation and confidence because they feel a part of something purposeful. Archibald has also launched an ‘employee of the month’ rewards scheme and hosts quarterly team bonding days where everyone gets away from work and has a bit of fun playing pub golf or abseiling. “You do something others aren’t, and you hope your employees look at you as an employer who is trying to look after them and reward loyalty.” Accessing the CITB Skills & Training Fund Small and medium-sized construction companies can now apply for the CITB's Skills & Training Fund twice in every 12-month period and upon completion of any previous funding applications. The funding is available for a variety of training areas. To succeed in an application
Funding applications: mistakes to avoid
for CITB funding, Andrew Bridge, Senior Customer
“One of the most common mistakes is not submitting an up-to-date levy return or having outstanding levy payments,” Bridge explains. “If you’re an SME you may not have to pay the levy, but you need to submit a levy return to be eligible for CITB funding support.” Other common mistakes include: applying for funding for training that has already happened – CITB does not pay for retrospective activity; the training is not covered by the scope of the Skills and Training Fund – it needs to be construction-specific or relate to developing leadership and management skills; the application has been completed incorrectly or not in full; and applying for new funding before any previous funding has been closed. To avoid an application being declined, be sure to consult a CITB advisor and/or refer to the guidance notes at www.citb.co.uk
Engagement Manager at CITB, says companies need to have “a comprehensive plan” for training that fits your business needs for the next year”. Bridge explains: “It's not just about getting some funding. It’s about explaining why you really need the training and utilising your maximum funding entitlement. Talk about the challenges your business is facing and how this training will help tackle those challenges. “If you can show how the funding will not just help but actually make your business grow and your workers develop – that's even better.”
For more information on CITB’s Skills & Training Fund
or for support, contact skills.training@citb.co.uk
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Master Builder
www.fmb.org.uk
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