Excellence in Learning & Development

Acivico Group
Nurturing talent and expertise in the built environment

Acivico’s Learning & Development initiative demonstrates a comprehensive and innovative approach, with a significant investment of over £100K, which is high for a SME this size. Operating in the Built Environment, our L&D strategy is central to nurturing employee career development, enhancing organisational performance and growth. We believe investing in L&D is essential for cultivating skills, attracting talent, promoting career progression, supporting women in construction and leadership, and enhancing job satisfaction in the Built Environment. This investment not only helps to address the skills shortage in the industry but also contributes to the UK economy and our communities.

ATM
Empowering futures through tailored career development

ATM prioritizes tailored career development, showcased by Jade Urch's progression from Finance Administrator to studying an Advanced Diploma in Quantity Surveying, sponsored by ATM. Internal role adverts encourage staff mobility, complemented by apprenticeships offering double the national wage. Partnerships with The Apprenticeship Academy and ESTIO ensure apprentices receive robust support. Collaborations with colleges and career fairs expand career horizons. Notably, our training expenditure surged from £49,000 to £112,000 in 2023, reflecting our steadfast commitment to staff growth.

Balfour Beatty Vinci
Supervisor Development Programme

The SDP vast, with 860 supervisors currently engaged in it and numbers expected to increase; has the full backing of both our client HS2 and our Executive Leadership team as an innovative and world-class programme which goes above and beyond anything delivered before by either of our parent company organisations (Balfour Beatty or Vinci). BBV’s SDP is a robust initiative that not only standardises training but also elevates supervisory competence. By investing in our front-line leaders, BBV ensures safer, more efficient operations on the HS2 project.

Flannery Plant Hire
Operator Skills Hub

The Operator Skills Hub (OSH) and the exceptional Flannery training team set the gold standard in the construction industry. Our state-of-the-art facilities and cutting-edge training methods ensure trainees are prepared for the future. The team’s dedication and expertise are evident in our comprehensive, accredited programs and successful Skills Bootcamp initiative, which secured historic funding and trained over 1,000 operators. Through strategic industry collaborations and an unwavering commitment to excellence, our skills hubs continually advances workforce development, making a significant impact on both the local economy and the broader construction sector.

Huber Parking
Expand

A bespoke and innovative personal development programme designed in collaboration with Longshaw Consulting, the Expand programme is specifically devised to foster a nurturing culture wherein individuals are encouraged to harness their unique strengths and skills to become more confident and competent leaders. An extremely interactive process, employees play an active role in shaping both their own and the wider team’s targets, ensuring they are engaged and aligned with these values and aims. With the requisite flexibility to fit around each employee’s unique needs and requirements, the programme ensures everybody is supported in attaining the career path they envisage at Huber.

LABC
Building control: People development programme

These apprentices achieved a 3% higher pass rate on their level 4 diploma compared to other cohorts which were not made up of apprentices but rather often individuals with substantial building control experience. Their overall grades were 8 % higher, with 16% more achieving a distinction grade. Some apprentices having achieved their level 4 qualification were headhunted by the private sector, offering them substantially higher salaries and benefits and these apprentices turned down these offers due to their commitment to public service and the programme’s objectives which aim to protect our communities and build resilience in the profession.

McGee
Upskilling: Our workforce journey

Our Learning & Development initiatives are meticulously aligned with business goals and integrated into our People strategy, delivering exceptional outcomes. Key programmes include a bespoke Project Manager Programme with one-to-one coaching and a 5-day workshop leading to a C-ILM Level 3 Certificate, enhancing leadership and problem-solving skills. Our Supervisors Programme supports career development and succession planning, while our H&S Right Way workshops emphasise safety through impactful storytelling. Our early careers programme focussed on diversity of thought and hiring the best people for the job. Our innovative approach ensures we attract, retain, and develop top talent in the construction industry.

Myco 
SEED programme: Skills enhancement and employee development

MYCO’s SEED programme, short for Skills Enhancement and Employee Development, is a cornerstone of our commitment to nurturing talent within our organisation. This initiative focuses on providing our employees with opportunities for growth and learning through a variety of training sessions, workshops, and seminars. A key feature of the SEED programme is the inclusion of external speakers who are carefully selected for their expertise and relevance to our industry. Participation in the SEED programme extends to all levels in our organisation from administration, delivery teams, commercial and senior management, ensuring comprehensive skill enhancement and professional development across the board.

Pasquill
Designer progression pathway

Our DPP is a clear plan which communicates what we value and what the designer needs to achieve to progress. The behaviours is a great way of us communicating what we value and importantly an area that is 100% within the control the individual. This allows colleagues to progress at the speed that suits them best. Investing in training is a responsibility we take seriously and is vitally important for the future of our industry.

Reds10
Finding superpowers

Reds10 consistently challenges its leadership, staff, supply chain and the industry to be the best they can be. Learning is embedded in company guiding principles, with leadership committed to finding everyone’s superpower. The 2023-4 wider HR strategy aimed specifically to enable the workforce to thrive and grow. Reds10 has taken a multi-prong approach to learning, training and skills sharing, delivering over 1,300 hours of training in 2023-4. This included a month-long focus on Learning & Development, groundbreaking line manager training, a dedicated apprenticeship workshop with a devoted mentor, revolutionary Career Pathways for individuals joining the industry, meaningful partnerships and more.

Ringway
Multiply: Road to success

This programme has highlighted the potential in our people, which is not always supported by learning in an academic environment. The Road to Success project opens up opportunities for those who never thought they could tackle maths at school. This is often seen as a barrier to some, so by creating a unique course outside of an academic environment the opportunities of progression are opened to a much wider audience which helps us retain people within our industry.

Scottish and Southern Electricity Networks - Southern Electric Power Distribution Operations
Workforce optimisation programme

We would hope that you will consider the speed at which we've moved to implement meaningful changes, to improve learning and development across the Operations business. We also hope you'll consider the extent to which we have honestly taken on the challenges we faced within the business, and how we've had a challenging, honest conversation among ourselves about the changes that have needed to happen. We also hope you can realise the context in which these changes are occurring; namely challenging labour market conditions and at a time where the net zero revolution is happening at pace and with expectation.