SERT: Roadmap to a Skilled Retrofit Workforce
The retrofit industry faces a significant challenge: the lack of industry-wide consensus on the specific competencies required for effective roles. This inconsistency complicates the design and structure of training programmes, resulting in varying levels of knowledge and skills among course graduates. While some courses are comprehensive and include continuous professional development, others fall short, leading to variability in learner competencies. To address this, continuous professional development and vetting are essential to maintain high-quality work standards.
The Solution: A Unified Competency Framework
Industry stakeholders, training providers, and certification bodies must agree on core responsibilities for key retrofit roles and the essential competencies needed to fulfil them effectively. The development of National Occupational Standards for retrofit and the deployment of Competent Persons Schemes will provide clarity regarding expected skills, behaviours, and qualifications. This framework will improve the consistency and quality of retrofit training, similar to the high standards seen in the electrical industry through schemes like NICEIC, which certifies over 40,000 businesses.
Timing: Immediate Action Needed
Establishing an industry-wide competency management framework should be a priority for 2024. Early consensus on key competencies will facilitate the alignment of accreditation bodies, training providers, and the design of a National Retrofit Curriculum.
Pop-Up Training Centres for Local Demand
Local demand for retrofit training varies, especially during projects like the Social Housing Decarbonisation Fund (SHDF). Pop-up training centres can address local skill shortages by providing additional training. Scaling this model nationally with SHDF Wave 3 funding will benefit contractors, local authorities, and communities by creating skilled, secure jobs.
Integrating Social Value and Training
A Common Social Value Model requiring contractors to train local people in retrofit skills should be adopted. This approach ensures a steady supply of skilled workers for SHDF projects and provides long-term career opportunities. Industry, social housing providers, and government should agree on this model by 2024 for implementation in SHDF Wave 3.
Incorporating Retrofit in Construction Courses
Retrofit must be covered in all construction-related courses to increase awareness and ensure professionals can switch between newbuild and retrofit sectors. Collaboration between employers, government, and awarding bodies is crucial to integrate retrofit modules into existing qualifications by 2026.
Aligning Skills Funding
Current skills funding is fragmented and does not align with employer needs. A unified workforce development strategy is essential to streamline processes and ensure funding is effectively targeted. This alignment should be prioritised over the next couple of years.
Developing Formal Apprenticeships
There is a lack of formal apprenticeships for essential retrofit roles, creating barriers for school leavers. Introducing industry-approved apprenticeships will provide a clear career path and increase the appeal of the sector. This should be in place by 2026.
Creating a National Retrofit Curriculum
A standardised National Retrofit Curriculum will ensure consistent, high-quality training across the sector. This curriculum should align with PAS and MCS standards and be developed in collaboration with awarding bodies and Ofqual by 2026.
Supporting PAS Accreditation
A funded PAS Accreditation Business Support Programme is needed to help businesses navigate the costly and time-consuming accreditation process. This programme should be established by 2026 to increase the number of accredited organisations.
Retirement Pathway for Trainers
With a significant portion of the construction workforce nearing retirement, there is an opportunity to transition experienced practitioners into trainer roles. This pathway should be established by 2028 to facilitate knowledge transfer and preserve valuable expertise.
Mapping Accreditation Schemes to Competency Frameworks
Accreditation schemes should be aligned with an agreed-upon Competency Framework to ensure they effectively improve workforce competency. This alignment should begin once the framework is established.
Long-Term Funding for Subsidised Training
The government should implement a long-term funding scheme for subsidised retrofit training by 2028. This will create a sustainable pipeline of trainees and ensure consistent demand for training courses.
Expanding Competent Persons Schemes
Strengthening and expanding competent persons schemes will improve industry-wide quality standards and consumer confidence. This should be a medium-term priority.
Providing Living Expenses for Trainees
To make retrofit training more accessible, a fund to support trainees' living expenses should be established by 2028. This initiative will ensure more people can afford to train, boosting course completion rates and workforce readiness.
Conclusion
The proposed interventions in the Retrofit Workforce Roadmap by the National Home Decarbonisation Group (NHDG) are supported by SERT; it is vital for developing a skilled, consistent, and high-quality retrofit workforce. By collaborating across industry and government, we can build a unified approach to workforce development, ensuring the long-term success of the retrofit industry. SERT is committed to offering comprehensive retrofit courses aligned with these goals, contributing to a sustainable and skilled workforce for the future.