Time for training

The Government aims to increase the percentage of young people entering vocational education to 28%. It has established Advanced Apprenticeships (AA) as a major plank of its policy to raise the numbers of young people who stay on in full-time education. The take-up of apprenticeships is increasing annually and attracting young people does not appear to be a problem – last year JTL alone received 33 000 requests for application forms.

Advanced Apprenticeships encompass on-the-job training combined with a programme of study and off-the-job practical work. In our sector they take around four years to complete and include a National Vocational Qualification Level 3, plus the relevant key skills.

Electrical installation must rate as one of the most valuable skills available. The UK could not function without electricity and its maintenance is vital to the overall well-being of the economy. Thanks to employer support, JTL has achieved immense success. It manages 8000 apprentices, working with nearly 3000 employers across England and Wales.

There is, however, still talk of a skills shortage within the industry. The CITB’s Skills Foresight Report 2002 shows that there is a major shortage of electricians and plumbers. Over the forecast period of 2002–2006, the number of plumbers is set to rise from 111 100 to 114 500, with a required annual increase of 6000. The number of electricians in the industry, currently standing at 138 500, requires an annual increase of 7400, a total of 37 000 by 2006.

The debate surrounding skills shortages is a contentious one. There are continued disagreements on just how widespread it is, with some believing it is more of a localised than a national problem. One of the issues the industry faces is that when work is scarce people stop training, then when work starts to pick up there are never enough people to meet the demand.

The UK has an immediate need for an increase in qualified electricians, which will become even more apparent with time as our ageing workforce starts to enter retirement. We can’t predict what area is most likely to have the greatest demand, although there are some indicators that we can use to determine this. For example, the construction of Heathrow Terminal Five is likely to result in a high demand for qualified electricians from the south-east of England.

This could impact on other regions, as the demand for skills is likely to reach beyond the south of England. It could also result in a lack of available staff in other areas due to the concentration being focused on Terminal Five.

Regardless of a skills shortage it is still important for businesses to plan for the future. Apprenticeship training is one of the best ways to successfully grow a business and develop qualified staff who meet the required industry standards.

Having the right skills is an important part of any business, especially one wishing to survive in a competitive marketplace. A trained workforce ensures a firm has the right people for the job, with the skills that are needed for success and expansion, improving the firm’s efficiency, productivity and turnover.

The UK has an immediate need for an increase in qualified electricians

Recruiting an apprentice is a long-term investment that starts to come into fruition fairly quickly. As well as helping to sustain the current workload, having qualified staff on board helps businesses plan for the future and allows managers time to go out and pitch their services and build the business.

Additional benefits include the creation of a skilled workforce that has been trained to national standards with access to government funding. Having a large selection of young people to choose from when recruiting means that employers should find that they will have no trouble in securing the right person for their firm.

The practicalities

Although patterns vary across the country, the first year of the AA is when the majority of the theoretical training takes place. An employer should expect their apprentice to be attending college for around seven hours (one day) per week, as well as a number of week-long blocks built into the programme.

After this the number of guided learning hours required is reduced on a sliding scale over the apprenticeship, with the fourth year requiring only a two-week block commitment. Outside of college, the rest of the working week is spent on-the-job with the employer.

The cost implications of an apprenticeship to an employer vary depending on the type of training provider they opt for. In general, college fees are provided for free, with the main cost to the employer being the apprentice’s salary. The Joint Industry Board (JIB) for the electrical contracting industry recommends rates of pay. In line with these pay rates, an apprentice’s salary should increase in accordance with their progress and on completion of their AA.

For employers wishing to consider the apprenticeship route, it is much easier than they think. A good first move would be to contact a training provider, such as JTL, or speak to their local Learning and Skills Council office.