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Labour Market Intelligence Report. May 2014. Labour Market Intelligence Report. Specific aims included: Analysis of the sector in terms of number and type of employers, size and composition of the workforce and economic contribution;
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Labour Market Intelligence Report May 2014
Labour Market Intelligence Report Specific aims included: Analysis of the sector in terms of number and type of employers, size and composition of the workforce and economic contribution; Assessment of the demographics of the workforce, including the size and occupational breakdown; Assessment of the current skills and labour market needs of employers, as well as how well the current workforce meets the needs of employers; and Assessment of how the demand for skills and labour are likely to change over the course of the next decade.
Methodology Desk Research Employer Survey – 32 companies In-depth Stakeholder Interviews – 5 stakeholders
BAFSA Membership Approximately 150+ businesses Estimates 5000 employees within the fire sprinkler sector • No single SIC code for the sector Expectations of continuing growth • Driven by: Legislation, new construction and Awareness/lobbying campaigns
Employer Survey Main business activity of organisations
Performance Effects of the recent recession • Varied effects across the industry • 25% stated it had no effect at all • 16% stated it had a ‘large’ effect Biggest challenges facing the industry • Managing cash flows, competition (41% each) • Finding new business, recruiting and retaining staff (34% each)
Future Performance Organisations were hopeful about the future • 91% actively seeking to grow in the next 12 months • Same proportion expect workforce to grow Positive expectations for the industry • Next 3-5 years, 97% expect growth, no companies expect it to shrink.
Recruitment Numbers recruited • 4/5 have recruited new staff in the past 12 months • Most commonly recruited occupations • Admin and secretarial, trainees 34% • Technical occupations 31% • Only 22% recruited for skilled trade occupations
Hard-To-Fill Vacancies Majority (53%) of organisations had HTFs • 41% of these have more than half of vacancies as HTFs Most common causes for HTFs • Few applicants with required skills (65%) • Few applicants with required attitude, motivation or personality (53%)
Skills Needs Two-thirds of employers felt they had employees who were not fully proficient in their roles • Need for additional training • Of these, 43% felt less than 10% of their workforce has gaps, highest proportion was 25-49% • Most common skills gaps were ‘technical, practical or job specific skills’ (57%) much higher than PSI (43%) • Impact of skills gaps – increased workload for other staff (62%)
Nationally Recognised Qualifications Less than half have funded or arranged training for a recognised qualification • Mean average 24% of workforce trained for qualification • 5-9% most commonly trained (40%)
Training Providers Overall, organisations were very positive • 81% ‘satisfied’ or ‘very satisfied’ • 19% ‘neither satisfied nor dissatisfied’ • ‘Supplier and Mechanical Fire Protection equipment’ and ‘Other’ most likely to be ‘ neither satisfied nor dissatisfied’ (33%) Unable to source desired training (13%)
Young People and Apprenticeships Taken on anyone aged under 24 to their first job on leaving full-time education in the last 12 months
Young People and Apprenticeships 92% felt that young people were ‘fairly well prepared’ • Only one organisation felt young people were ‘poorly prepared’ – time keeping, attendance and reliability issues. Only 22% of all organisations provided apprenticeships • 58% of those who hired young people
Apprenticeships Only 28% offered adult employees apprenticeships Main reasons to persuade organisations to offer apprenticeships: • Financial assistance (35%) • 61% would use apprentices if they had the right kinds of external support Demand for higher level apprenticeships 44%
Sub-contractors 66% used sub-contractors in the past 12 months • Larger organisations more likely to use them • ‘Design, Installation and Maintenance of Mechanical Fire Protection Systems’ (80%) Sub-contractors most likely used for: • Site Installation (71%) • Design Engineering 48%) • Project Management (24%)
Sub-contractors Sub-contractors account for an average of 28% of work completed by organisations
No technological developments Knowledge being lost Industry standards for sub-contractors Focus on residential fire sprinkler systems Research, Development and Other Concerns
Overall the state of the Fire Sprinkler industry is positive • Expected growth, increase in workforce • New recruits, vital role of training recognised Aging nature of the workforce Skills issues relating to ‘technical, practical or job specific skills’ Sub-contractors need basic qualfications or certification Conclusions
Presented by Ruth Oliver Thank you