FIR Toolkit for Construction: Highways England launch … - employers event... · This project has...

This project has been delivered with support from the CITB Growth Fund, which aims to ensure that the construction industry has the right people, with the right skills, in the right place, at the right time and is equipped to meet the future skills demands of the industry.

FIR Toolkit for Construction: Highways England launch event

Birmingham, 24th November 2015


Welcome

Liz Holford Consultant , Action Sustainability


Agenda

Time Item Presenter

9.30am Icebreaker Liz Holford, Action Sustainability

9.45am What FIR is Nicky Ensert, Highways England

10.05am Why FIR matters to your business, to Highways England and to the sector

Nicky Ensert, Highways England and Duncan Elliott, Carillion plc

11.30am How can we develop site behaviours to promote FIR?

Liz Holford, Action Sustainability

11.45am Group exercise Liz Holford, Action Sustainability

12.15pm Call to action Nicky Ensert, Highways England , Phil Ellis, Highways England and Duncan Elliott, Carillion plc

12.30pm Close & lunch


Icebreaker

5 quick questions to get us thinking about FIR


Question 1

According to Construction Industry Training Board research, how many new people does the construction industry need to recruit, between 2015 and 2019, in order to meet current growth forecasts for the industry?

1. 42,500 (around 8,500 each year)

2. 160,350 (around 32,070 each year)

3. 223,450 (around 44,600 each year)


According to Construction Industry Training Board research, how many new people does the construction industry need to recruit, between 2015 and 2019, in order to meet current growth forecasts for the industry?

1 42,500 (around 8,500 each year)



Question 1

0%

0%

0%


Question 2

In 2014, how many people completed apprenticeships in the construction industry, and how many people completed them?

1. 9,306

2. 19,407

3. 25,226


In 2014, how many people completed apprenticeships in the construction industry?

1. 9,306

2. 19,407

3. 25,226

Question 2

0%

0%

0%


Question 3

Women account for almost 47% the total workforce in the UK. What percentage of the workforce in the construction industry are women?

1. Around 11%

2. Around 15%

3. Around 20%


Women account for almost 47% the total workforce in the UK. What percentage of the workforce in the construction industry are women?

1. Around 11%

2. Around 15%

3. Around 20%

0%

0%

0%

Question 3


Question 4

In summer 2015, the Federation of Master Builders conducted a poll of 400 companies. What percentage of these companies reported difficulties in recruiting skilled bricklayers?

1. About 25%

2. About a third

3. Almost a half


In summer 2015, the Federation of Master Builders conducted a poll of 400 companies. What percentage of these companies reported difficulties in recruiting skilled bricklayers?

1. About 25%

2. About a third

3. Almost a half

Question 4

0%

0%

0%


Question 5

Historically, the UK construction industry has relied on new immigrants to the UK to provide the skills we need. In the year to March 2015, net [im]migration to the UK was 330,000. The government’s actual target is how many?

1. Zero

2. 100,000

3. 300,000


Historically, the UK construction industry has relied on new immigrants to the UK to provide the skills we need. In the year to March 2015, net [im]migration to the UK was 330,000. The government’s actual target is how many?

1. Zero

2. 100,000

3. 300,000

Question 5

0%

0%

0%


What FIR is

Nicky Ensert, Highways England


‘An inclusive culture is one that makes everyone feel valued, respected and included – an integral part of the success of the

organisation’


‘Fairness is about giving everyone an equal opportunity to get in, develop and get on. It’s about ensuring that the only thing that matters is your ability to do the job.’


• Motivation – trained to be either part of a team and to work alone. Highly motivated, highly disciplined and trained to achieve their objectives using initiative and process to overcome challenges whilst meeting tight deadlines

• Communication – used to communicating with colleagues in a stressful and high pressure environment. Articulate, able to communicate and build relationships built on trust.

• Problem solving skills – dealt with various problem solving situations, often under extreme or pressured conditions – has the skills to think outside of box

• Adaptability – has undertaken a new role every -3 years, adjusts to new circumstances, has skills in a wide range of specialised trades and disciplines

• Teamwork – clear on how different roles both junior and senior need to work together, excellent team leadership, delegation and managerial skills

• Professionalism – trusted to do what is required, high level of honesty and integrity, punctuality outstanding.


• ‘An inclusive culture is one that makes everyone (contractor, consultant, client, first tier/second tier/supplier, experienced/new, old/young, male/female, black/white, muslim/Christian/jew/hindu/sikh…, disabled/not disabled, gay/straight/bi, customer/community member,)

feel valued , respected and included (your work and views matter, your contribution, insight and perspective is vital, your expertise, capability and difference are needed)

- an integral part of the success of the organisation’ (all the cogs are important from engineer - security, QS - cleaners, Plant - HR, traffic management - PM, site supervisor - Procurement, Public liaison – Finance etc etc)

• ‘Fairness is about giving

every employee an equal opportunity to get in, develop and get on. It’s about ensuring that the only thing that matters is your ability to do the job

Every customer and member of the community equal access to a service that takes genuine account of their needs.’


In the words of clients and contractors


Why FIR matters to your business, to Highways England and to the sector

Nicky Ensert, Highways England

Duncan Elliott, Carillion plc


Tripling spend to over £3bn per year by 2021

Safety

Capital

investment

Planned/

unplanned

disruption

Customer

satisfaction

≥90%

Lane availability in

any one rolling year

≥97%

≥85% Motorway incidents to

be cleared within one

hour NRUSS respondents

who are Very or Fairly

Satisfied

- 40%

New company, new remit


Innovation essential

On safety One person has died in the last two

years… Cannot become one every 6 months…

On capacity Around 4,000 people on the ground

each day… Cannot become over 15,000…

Around 20,000 across the supply chain… Cannot become over 80,000…

Around 1,500 items of plant… Cannot become over 8,000…

On Efficiency Around £16.4bn worth of value

delivered for £15.2bn of cost

On Customer Service Step change in visibility, expectation and

information


Expanded population of skilled labour fundamental

• Roads Minister March 2015 –

even with new working practices and more efficient delivery, the workforce will need to grow significantly – this could be up to a third (10,000 full-time equivalents)

‘re- training current staff and bringing in new experts will take far-sightedness, ingenuity and innovation. It will mean encouraging a more diverse intake’.


A collaborative culture as a foundation

• Ambitious

• Skilled

• Confident

• Ingenious

• Courageous

• Supportive


In summary, we need a…

Collaborative, inclusive culture

Expanded skilled workforce

Innovative, responsive customer service


Difference makes a difference

Inclusive cultures improved productivity

Diverse workforce talent magnet

Varied perspectives better decisions

Different experience responsive customer service


In the words of clients & contractors


Benefits

Safer workplaces

Innovation & creativity

Improved productivity

Talent attraction

& retention

Diversity of leadership improves financial performance


If for no other reason…

Because clients demand it


Let’s discuss what you have just heard

Your questions, please!


Views of the group on FIR

• Please use the sticky notes to tell us (anonymously)

1. How would/ does this message land in your company?

• Very easily – it is welcomed by all

• With some difficulty amongst senior leadership

• With some difficulty at operational level

• With difficulty throughout most of the business

2. What would prevent you, within your team or business, progressing FIR?

3. What would help you, within your team or business, progress FIR?


How can we develop site behaviours to promote FIR?

Liz Holford, Action Sustainability


In the words of clients and contractors


The basics of FIR

At an organisational level Within teams

• Demonstrate leadership

• Establish and implement policy,

strategy and plans

• Make sure everyone understands

their rights and responsibilities

• Recruit and select fairly

• Manage people fairly

• Train and engage workforce

• Promote appropriate workplace

behaviours

• Prioritise health and wellbeing

• Collect and report data; review and

re-plan

• Use company policies, appropriately

• Understand and adapt to challenges that people have with language and literacy

• Develop soft skills of managers and supervisors

• When challenging, be constructive

• Be sensitive to need; avoid causing offence


Industry collaboration

FIR Toolkit development led by:

FIR Toolkit supported by:


Resource Library

Toolbox talk 1:

Respect

Toolbox talk 2:

Responsibilities

Toolbox talk 3: Wellbeing

Toolbox talk 4: Language

E-learning module:

Team & site managers

E-learning module:

Directors, senior managers &

professionals

FIR Toolkit for the construction industry

www.supplychainschool.co.uk/FIR


Resource Library

The Law Performance

advantage Being a good

employer

FIR in service delivery

Standards (e.g. Be Fair Framework)

Programme

What clients do 100 + “best in

class”, multimedia resources

Beginner, intermediate and advanced levels


2 x E-learning Modules

• Around 60 minutes • What FIR is, why it

matters, how to achieve it

• Test + certificate


4 x Toolbox Talks for site operatives Guidance on how to deliver Toolbox Talks

Respect • Respect Short film • Respect trainer script

Wellbeing • Wellbeing short film • Wellbeing trainer script

Responsibilities • Responsibilities short film • Responsibilities trainer script

Language • Language short film • Language trainer script


Experiencing a Toolbox Talk

Group exercise using the “Responsibilities” Toolbox Talk


Call to Action

Duncan Elliott, Carillion plc Nicky Ensert, Highways England

Phil Ellis, Highways England


Programme Manager: Phil Ellis

Objective: • To provide visibility of the work • Provide summary of Recommendations (Phase 1)

Capacity and Capability Strategy - Diversity


Agenda

• Objectives

• Outputs to Date

• Approach

• Market Issues/Root Causes

• Solutions

• Next Steps


Objectives Capacity & Capability Project

Primary Objectives • Minimise shortfall in supply chain Capacity to deliver HE Capital

and Maintenance Programmes • Ensure Resources are adequately skilled to deliver HE Capital and

Maintenance Programmes (including skills ‘shift’) • Minimise future construction sector inflation caused by

insufficient capacity or capability Secondary Objectives • To maximise the opportunity to source and distribute resources

on a local/regional basis (…for efficiency & local employment) • To support Diversity & Inclusion


Outputs to Date

• HA in context to the UK Construction Sector

• Key Material, Plant & People Resources identified

• Engagement with Stakeholders

• Draft Demand Model built (…for key Material, Plant & People Resources)

• Key Issues Identified

• Suite of Solutions Identified

• Shortlist of Solutions Identified


Approach (1) - Stages & Timeline

Search & Discover

Recommend

Solution Implementation

Stage 1

Stage 2

Stage 3

Oct 14 Sept 15 Oct/Nov 15

• Analysis • Demand • Capacity • Market Issues

• Model Building • Stakeholder Engagement • Supply Chain Engagement

• Solutions • Priorities • Funding • Business Cases • Phased Implementation

• Phase 1 • Phase 2 • Phase 3


Approach (5) – Stakeholder Engagement

• IUK (Treasury) • Highways Supply Chain Grp • CITB • CECA Roads Forum • ICE • CIHT • DfT • MIROG (Major Infrastructure

Resource Optimisation Grp) • CPA (Construction Products

Association) • MPA (Minerals Products Association) • AIA (Asphalt Industry Alliance) • Experian • NSAfC (MP) – National Skills

Association

• HE Supply Chain • Plant Community (manuf/hire) • Materials Community (Product/transport) • NSARE – National Skills Association Rail • NR Freight Division • FTA • RHA • HA Diversity Group • HA Procurement – Supply Chain Mapping Group • T&T Cross Industry Skills Working Grp


81

14 12

107

0

20

40

60

80

100

120

People Plant Materials Total

Issues -Totals

46

7 7

60

17

5 3

25 18

2 2

22

0

20

40

60

80

100

120


Issues - by RAG

Green

Amber

Red

16

45

20

People Demand Capacity Capability

Issues – by Type

7

5

2

Plant

4

8

0

Materials

14 12

Market Issues (…Root Causes)


Market Solutions (1) -

Proposed

Demand Capacity Capability

Solutions – by Type

47

51 52 47

150

0

50

100

150

200


Solutions - Totals

21 26 26 73 15 22 14

51

15 4 7

26

0

50

100

150

200


Solutions - by RAG

Green

Amber

Red

5

33

13

People

20

20

12

Plant

18

29

0

Materials


People

Economic

Volatility

& Workload

People Resources

Issues & Priority Solutions Level 1

Continuity of Work

Understand Capacity

Issues

Public Perception

Training

Barriers to Recruitment

Funding for

Training

Diversity Career

Progression

Inefficient use of existing

Resource

Restrictive Client

Requirements

Pay & Rewards

Career Progression Perception

Working Environment

Gov. Benefit Schemes

Professional Management

Heat-Wheel


Response & Solutions Shortlist People Resources Phase 1 Implementation

Solutions

Objectives

National Advertising Campaign

Implement National

Skills Academy

Support & Ensure

Provision of Regional Training Centres

Develop & Roll-out Diversity Practices

Communicate Demand &

Future Workload

Strategic Benefit

Attract New Talent

Direct & Ensure

Training

Allow Industry to

Plan supply & Commit

Investment

Build & Improve Capacity

Build & Improve

Capability

Direct & Ensure

Recruitment

Develop Highways Sector – Training

Organisation

Enhance HE

Roads Academy


Diversity Solutions Develop & Roll-

out Diversity Practices

ATTRACT RETAIN

STRATEGY 1 STRATEGY 2

Find

Expert Advice

Recruit

Monitor

DIVERSITY MATURITY ASSESSMENT & GUIDELINDES

DIVERSITY CRITERIA

5 LEVELS OF MATURITY

ASSESS SUPPLY CHAIN

IMPROVEMENT ACTION PLANS

WORKING PRACTICES

CULTURE & BEHAVIOUR

WORKING ENVIRONMENT


Next Steps

• Agree Shortlist to Implement

• Develop Business Cases; Impact, Cost, Benefit, Impact, timescale to implement, engagement & collaboration with Industry

• Funding

• Resourcing

Plan: Phase 1 - Implementation Plan

Phase 2 - Solution Plan

Establish Long-Term Operational Plan (into BAU)


Let’s keep talking!

Close (for now) and lunch

FIR Toolkit for Construction: Highways England launch … - employers event... · This project has...

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