Building standards verification service - workforce strategy: closure report

3.0 Outcomes

This section provides an overview of the five projects with information on what has been delivered and realisation of benefits.

3.1 Project 1 – Implementing the Competency Assessment System

The Competency Assessment System (CAS) was launched in June 2021. The CAS supported the overarching Professional Competency Framework for Verifiers (PCF) which was launched at the same time. The building standards profession now, for the first time, has a consistent and national approach to assessing competence of the workforce. This change was necessary to identify training needs to meet the competency requirements for the individual’s current role and to build experience and knowledge necessary for career progression.

Individuals were mapped to standardised job roles with specific competency requirements based on the risk profile of building projects. The CAS toolkit provided a comprehensive method for each person to identify their skill gaps against the competency requirements for their role. The evidence from the skills assessment was used to support the development of upskilling training modules and in discussions with colleges and universities about including bespoke content for building standards in accredited courses.

The CAS, together with the PCF, defined the building standards profession down to individual job roles. As a result, perception of the building standards function in local government as a profession in its own right is changing and becoming more open and visible than before.

Outcomes

A single consistent process for managing competence and identifying skill gaps.

Definition of the building standards profession.

Greater openness and visibility of the profession and job roles.

Evidence base on training requirements to support the development of courses for building standards.

Benefits

Managers have an improved understanding of specific development needs for each person.

There is a comprehensive and inclusive set of competences for everyone in the profession.

Learning material in courses can be developed to address specific skill gaps to strengthen competence.

Succession planning is supported by effective skills acquisition.

3.2 Project 2 – Promoting the Profession

A priority was to raise the profile and esteem of the building standards profession in its own right. The aim was to show that a rewarding and lasting career is available in an essential regulatory role in local government. Early actions reframed the public’s perception of “building control” by referring to the verification service as the building standards profession and by providing accurate descriptions of job roles and a set of career information leaflets specifically for construction professionals considering a career change. The My World of Work website, managed by Skills Development Scotland, was revised to reflect the reality of a career in building standards. The information was presented in an accessible way for senior secondary school pupils who are at the point of considering their direction after leaving school.

The creation of the Building Standards Ambassadors’ Network was a significant development to support this aspect of the strategy. The role of the Ambassador was defined clearly to give an accurate idea of the activities to be carried out and the commitment required. Access to online training was provided to cover best practice approaches to running outreach activities. Volunteers from across the profession stepped forward in 2021 to become Building Standards Ambassadors. A network of 18 ambassadors was established, supported by Network Facilitators, to promote building standards careers in schools, colleges, universities and with construction professionals considering a career change. A fully funded Delivery Plan was developed by LABSS to direct the work of the ambassadors over the next three years to continue raising the profile and esteem of building standards and attracting individuals to work in the profession.

Outcomes

Accurate and consistent information is available online to promote building standards as a rewarding career choice.

The term “building control” has been replaced with positive references to “Building Standards Profession”.

Information on building standards job roles is available from reputable sources and is maintained for accuracy.

The profession has its own Ambassadors’ Network to promote careers in schools, colleges and universities.

Individuals who are Ambassadors use their own lived experience to give an authentic view of the profession.

A high level career route map has been developed to define entry points and progression routes to raise awareness.

Benefits

The nature of the profession is better understood by skills agencies and further and higher education institutions.

The profession has a positive and evolving profile in the built environment sector across industry.

The role of building standards in key aspects such as building safety and energy efficiency is appreciated more widely.

Awareness of careers and the opportunities for development and progression are much more visible.

Ambassadors are connected with Developing the Young Workforce and directly with colleges and universities.

3.3 Project 3 – Implementing a Professional Framework

The Professional Competency Framework for Verifiers (PCF) was developed, using the “Bsi Flex 8670 Built environment. Core criteria for building safety in competence frameworks. Code of practice”, to define the competence requirements of the profession. The PCF also introduced a nationally consistent set of job roles aligned with qualifications and experience.

The PCF was implemented from June 2021 supported by the Competency Assessment System (CAS). The introduction of standardised job roles enabled individuals working in a building standards role, to align themselves with the role that best matched their daily duties. Since the introduction of the PCF verifiers have confirmed it is fit for purpose.

The PCF was also used to define the profession for those who were unfamiliar with building standards. Having a single definition of the roles and competency requirements created a more transparent profession. Greater visibility is helping attract individuals into the profession by removing any confusion about the nature of the work and requirements of different job roles. The development of standard job descriptions for use in future recruitment campaigns will go even further to embed consistent naming of job roles and essential competency requirements irrespective of where the vacancy exists across the 32 verifiers.

Outcomes

The PCF provides a single and concise definition of the profession.

Everyone is aligned to a specific job role with its own competency requirements.

The PCF aligns with the broader requirements of professional institutions offering chartered membership.

The use of standardised job roles has introduced much needed transparency into the profession.

Benefits

The PCF raises the profile of building standards as a profession in the built environment sector.

Defining competency requirements improves understanding of different roles.

A single and nationally consistent framework supports recruitment.

Career pathways are supported through new training content to address competency requirements.

3.4 Project 4 – Developing Vocational Pathways

The loss of expertise from the profession as individuals pursue new career opportunities or leave through retirement was a key driver for change addressed by the strategy. Loss of skilled staff through turnover combined with an aging demographic required a new approach to developing a talent pipeline.

The dispersed nature of the profession based on geographical boundaries, and the demand for skilled professionals across the industry, raised challenges affecting recruitment of experienced surveyors. In particular, verifiers based in remote locations and those spanning large areas were more adversely affected. The strategy advocated a “grow your own” approach to talent development which required upskilling of current staff and efforts to employ individuals who live in the local authority area.

Learning on building regulations and the procedures underpinning the building standards system was incorporated into the Building Surveying degree course at Glasgow Caledonian University. Experienced building standards surveyors developed the content with their academic partners and provided guest lecturing to deliver the learning to students. This model proved to be highly successful with positive feedback from students.

Improved awareness and knowledge about the role of building standards resulted in a number of graduates from the course, and other courses such as Construction Project Management, Quantity Surveying and Fire Engineering, securing employment in the profession with various local authorities. This approach, which was a joint venture with Glasgow Caledonian University and LABSS, was cited in discussions with other institutions. Work is continuing to achieve national availability of in-person learning on building standards matters.

Recruitment of Graduate Apprentices provided a route for individuals with built environment related knowledge or a degree in a related subject to join the profession. This approach was successful as on-the-job training and mentoring reduced the time taken for a graduate to become competent in their role.

A new approach was developed to provide longer-term resilience for the profession. A vocational pathway for modern apprentices was developed to help address the age profile of the workforce and provide a clear entry point into the building standards profession. The course utilises the HNC Architectural Technology with the addition of new content for building standards learning requirements. The pathway enabled individuals to complete the apprenticeship in two years with the option of progressing to university to achieve a degree qualification within five years. Cohort 1 in 2022 attracted 14 apprentices into the profession while funding pressures in local authorities impacted on the ability to confirm posts for cohort 2 leading to four apprentices joining the course in 2023. Verifiers remain committed to the modern apprenticeship route and future work will seek to make the course sustainable for the long term.

Outcomes

The recruitment of Graduate Apprentices and Modern Apprentices has grown over the strategy period.

The inclusion of building standards content in the Building Surveying degree at Glasgow Caledonian University has been well received and recognised by other institutions.

Graduates from Glasgow Caledonian University have successfully secured employment in the profession.

The new pathway for Modern Apprentices provides a route for individuals to find employment in the profession while studying for a relevant qualification.

Benefits

Building standards learning content is now embedded into vocational and academic qualifications.

The introduction of apprentices helps to balance the demographic of the profession and provide long term resilience.

A ‘grow your own’ approach supports succession planning by ensuring there are competent individuals working at all levels in the profession.

Apprentices are increasing staffing levels in teams where recruitment has been difficult or unsuccessful.

3.5 Project 5 – Developing a Learning and Development Hub

A profession-wide approach to upskilling of all staff on the requirements of the building standards system was identified as a necessary outcome from the strategy. The aim was to develop a mechanism for efficient delivery of training directly to individuals at every level at different points in their career to address their training needs. The Competency Assessment System (CAS) provided an evidence base to enable the prioritisation of training modules covering specific aspects of the Building Standards Technical Handbooks, the role of the verifier and the local authority enforcement function.

LABSS led work to develop an online training platform comprising both a virtual learning environment and a learning management system. The platform has recently completed user acceptance testing and is expected to go live by Spring 2024, with an initial set of short, self-led, training modules developed to provide essential learning for new staff joining the profession. The provision of up-skilling opportunities will enable individuals to access learning anywhere and at a time that suits them best. Successful completion of modules is recorded and will contribute to closing the skill gaps identified across the profession.

All learning and development activities for the profession will be managed by the Building Standards Hub to provide a long-term and strategic approach to training based on evidence from the CAS.

Outcomes

A single point of focus for access to tailored training modules to address skill gaps recorded by the profession.

Online courses can be developed quickly to meet evolving training needs.

Individuals can complete training at a time that suits them best and in a location that is convenient.

Third party organisations are working with LABSS to develop training modules covering wider aspects of the regulations.

The platform is supported by a reputable digital partner with expertise in the delivery of online learning.

Benefits

Training modules and learning resources are delivered online to remove geographical constraints.

The Building Standards Hub has responsibility for a long-term strategic approach to learning and development.

The CAS process provides an evolving picture of training needs for the profession to keep courses relevant.

The online platform ensures consistency of the content and quality of training offered across the profession.