[ Focus: Adult training ]
‘Our adult trainees know they are in the “last chance saloon” and are acutely aware that we have provided them with a golden opportunity of forging a great career for themselves within the electrical contracting Industry.’ ‘We find they actively display a hunger and thirst
for taking on board any additional training and up-skilling opportunities that we make available to them – and they in turn reciprocate by the sheer enthusiasm and productivity on site. ‘From a personal perspective, I get tremendous
satisfaction and pride that we are “doing our bit” in providing bright and secure futures for a fraction of the “Lost Generation” who – unfortunately for so many of them – face an uncertain and unfulfilled future.’
Complementing ECA immediate past president Paul McNaughton has also experienced success through complementing Darke & Taylor’s apprenticeship training scheme with the formal route for mature employees. ‘We’ve been running the scheme for a very long
time – one of our adult trainees has just celebrated his 25th anniversary with the company,’ says Paul. ‘We tend to employ four to eight apprentices each year – we see it as training for the future. I was an apprentice with Darke & Taylor, the same as many of our directors and office staff. But we also need the flexibility to interview potential employees outside of this group. They may not have the full qualifications to be an electrician straight away, but they have potential, nevertheless. ‘Using the adult trainee scheme gives us the
same outcome as an apprenticeship, but allows us to work with an older cohort of workers who have a different approach to their work; I believe offering opportunities like this fosters loyalty from employees. ‘It also helps to sort the “wheat from the chaff”,
so to speak – if employees wish to pursue this route, they have to fulfill their obligation in terms of training and attending college. Those who do see it through to the end have shown determination and have proven they are committed to their personal development.’
Assessment Before starting on the scheme, candidates undergo an assessment of their qualifications and practical site experience. This determines at which stage they can enter the scheme, and ensures any prior skills and knowledge is taken into account. For each stage there are a number of other
qualifications that are accepted as equal to the one that needs to be attained. This means that if a new recruit already has a historical electrical qualification that’s eligible under the scheme, they may be able to start beyond stage one. Throughout the training process, employers
Case study
Paul Radley, Boulting Group ‘I completed my A-levels but didn’t do too well – my dad was already working for Boulting and so I was able to get a job as a labourer. After about 18 months I was seeing others progress; long-term I wanted a better standard of living for myself and my family and better career prospects, so I approached Boulting about undertaking an NVQ and they put me on the adult training scheme. ‘It took about three years to finish the NVQ, and I also did my 16th (and
since 17th) edition, 2391 test and inspection. I’ve since done Compex 1-4, 5-6 and am currently studying for a NEBOSH award. ‘I’m now a supervisor and am seeing others coming through both
the apprentice route and the adult trainee scheme. The adults are in just as strong a position as the apprentices; in many cases the adults are more enthusiastic as they’ve actively chosen this career path slightly later in life, and so are 100 per cent committed. I certainly benefited from this route.’
need to provide the relevant support and practical site experience necessary to attain the qualifications. With such significant numbers currently going
They may not have the full qualifications to be an electrician straight away, but they have potential nevertheless
through the programme, it’s clear that such an initiative is helping to raise the skill levels of the electrical contracting industry. ‘We’re delighted that contractors are seeing the scheme as a viable, effective way of helping mature entrants to gain formal qualifications,’ said Steve Brawley, chief executive of the JIB. ‘By working in harmony with the traditional
apprenticeship route, it provides more flexibility to companies in terms of their recruitment and training strategies. We’re hopeful that the scheme will become even more popular in the future and continues to support the industry’s need for a fully competent workforce.’
n To find out more about the JIB adult craft training scheme call 03333 218 230.
September 2013 ECA Today 57
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