STAFF & SKILLS
Investing in tomorrow’s talent…
Daniel Munn, chief operating offi cer at 1st Solutions Employment & Training Services Ltd, delves into the debate on the skills gap in rail.
T
he anticipated shortage of resources on Network Rail
managed infrastructure
projects through the CP5 period and beyond is near the top of the agenda and the impetus for many strategy discussions across the UK is. Human resource is a key area.
In their recent report on ‘The impact of effi ciency savings on Network Rail staff , performance and safety’ for the Working Lives Research Institute (more on page 44), Sonia McKay and Nick Clark say: “Without evidence of positive change for the future, the risk to the industry is that an increasingly older-aged workforce will leave the industry, without being replaced by a new generation of qualifi ed skilled workers who want to work in the industry for the rewards which it off ers, and who feel that there is a suffi cient degree of stability to encourage them to stay.”
This in itself is a powerful statement as to the challenges faced by the infrastructure owners, principal contractors and their supply chain partners when it comes to tackling the fl uid issues facing us regarding personnel. Local knowledge retiring, traditional trades and machine operators being in high demand across industries, and the retirement of senior or niche skill-sets are just some of the mountains that need to be climbed if the UK rail industry is to rise to the demands placed on it – and in doing so operate consistently at world-leading
60 | rail technology magazine Aug/Sep 14
It is made all the more sobering when looking at some of the statistics associated with the construction or civil engineering type skill-sets. According to the Offi ce of National Statistics 2013 labour market research:
• 19% (equivalent to 406,000 people) of UK construction workers aged 55-plus are set to retire in the next fi ve to 10 years; • 24% (equivalent to 518,000 people) of UK construction workers aged 45–54 are set to retire in the next 10 to 20 years; • 37% of the UK construction workforce is self-employed and 23% (equivalent to 182,800 people) of those are set to retire from the industry in the next fi ve to 10 years;
• The number of people retiring in Scotland and Wales in the next fi ve to 10 years is set to be similar to the total number of people retiring in the north east and south west of England combined (approximately 56,000 people).
As responsible companies, we need to work together to address these issues and establish grassroots strategies to counteract the negative trends being forecast.
At 1st Solutions, we are heavily involved in local area alignment and developing strategies
levels during the next fi ve to 25 years.
that will allow for sustainable positive trends. Continuity of work released from the infrastructure owners to the principal contractors, which in turn can be cascaded through to the supply chain, is one commitment that would enable a stable forward work-bank and enable these strategies to be eff ective.
1st Solutions is giving back to the communities in which we operate by engaging with schools to – amongst other things – showcase the rail industry as a career choice. We are forging relationships with local area initiatives to ensure we can reach those with barriers to work, and also identify future cross-trainable skill-sets.
Identifying key personnel before they leave the industry and setting up mentoring plans also allows for the development of tomorrow’s safety-critical staff with local knowledge, as well as machine operators and tradespersons.
We are also pleased to be involved in the promotion of and commitment to workforce diversifi cation, which opens up what are often male-dominated roles or positions to talented women, whether they are qualifi ed or at apprentice level.
FOR MORE INFORMATION
T: 08445 617419 E:
daniel@1sets.co.uk
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