It’s perhaps the biggest challenge facing the flooring industry today – as contractors reach the end of their careers, newly qualified professionals aren’t coming forward to step into their shoes. The resulting skills shortage is compounded by societal factors meaning people often overlook a vocational career in favour of going to university.
It’s an issue that Shaun Wadsworth has taken it upon himself to solve since he took up the role of CFA/FITA Training Manager last year.
“I manage training courses for the Flooring Industry Training Association (FITA), the not-for-profit training arm of the CFA. We offer courses at our training centre for flooring professionals of all skill levels, from people new to flooring to those looking to refresh their skills and knowledge after decades in the industry. We also provide commercial training for manufacturers,” says Shaun.
Recognising the importance of training, many of the flooring industry’s biggest names, including F. Ball, provide support for FITA, whether it’s with monetary donations or by supplying materials and tools for its training school.
“This enables us to offer the courses at a competitive price,” adds Shaun, “and we can afford to never let anyone who’s booked on a course down; we’ll run a course even if only one person is signed-up.”
First tasks
We asked Shaun what his main aims were coming into his new role.
“To begin with, my main job was overseeing the renovation of the FITA training centre, in Loughborough, including installing new flooring throughout, in order for it to reflect the standards of workmanship that we’re trying to promote. This is due for completion at the start of April.”
Shaun adds that he also had to quickly become familiar with the flooring industry. Despite a long career as a training provider, he’s an upholsterer by trade, previously providing training to the furniture industry.
“Since improvements to the FITA training centre are well underway, I’ve made it a priority to address the skills gap hampering the flooring industry by encouraging more people to consider a career in flooring, while getting companies to employ more apprentices. A large part of this involves demystifying reforms to apprenticeship schemes in recent years and informing companies about how they can benefit from these.”
Changing standards
Shaun talks about the move away from apprenticeships based on NVQ-based training to ‘apprenticeships standards’, covering training and assessment standards, established by ‘trailblazer’ groups. The floorlayer apprenticeship standard was developed by CFA and NICF members, including F. Ball sales director and then CFA President David Hibbert.
Now, a floorlaying apprenticeship will typically last 30-36 months, and for every four hours spent working, an apprentice needs to spend one hour engaged in ‘off the job’ training. At the end of this, apprentices undertake an ‘end-point assessment’, involving practical and online tests subject to audit by independent assessors.
“Crucially for employers,” says Shaun, “there have been significant changes to the way apprenticeships are funded, but it’s all quite complicated. The Apprenticeships Levy, introduced in 2017, requires companies with turnovers exceeding £3 million to pay an amount equivalent to 0.5% into a fund they can use for apprenticeships, but they must use this within two years. Similarly, there’s the CITB levy for construction firms, which can be used to fund some flooring training, and many companies can claim 90-100% of the cost of training back.”
Next steps
How are the CFA helping provide clarity on the new standards-based apprenticeships and funding while helping to narrow the skills gap?
“Part of my role so far has involved setting out this information in the most recent CFA Training Guide, published in January of this year. It contains guidance on everything related to apprenticeships, including how to claim grants under the various levy schemes. Of course, we provide advice on these subjects to CFA members who get in touch.
“At the same time, it’s about telling employers about the benefits of enlisting more apprentices. In particular, we’re encouraging CFA members to take on apprentices because training people up is the only way we’re going to tackle the skills shortage. By overcoming their skill gaps, they are better able to plan ahead, tender for more work and grow their businesses. Employers with an established apprenticeship programme report increases in productivity and service quality, and 82% of employers take on apprentices at the end of their training.”
Rewarding career
What about encouraging people to consider a career in the flooring industry?
“This is where our attention is turning now,” says Shaun. “We’re exploring working together with schools and colleges to tell young people about the rewarding career they can expect in the flooring industry. It’s well-paid, fulfilling work, and the industry is constantly changing. We’re also looking at advertising to make people aware of the
“But it’s not just about targeting young people. Given the competitive labour market, I’d encourage people of all ages considering reskilling to entertain the idea of training to be a flooring professional. There are lots of options open. You can be a domestic fitter or a contractor working on construction sites, in new-builds, hospitals and schools. You can work for a company or be self-employed.”
Shaun also wants to dispel the myth that apprenticeships are a route for people who aren’t good enough for education.
“For many people, undertaking an apprenticeship has come to be seen as second best to going to university. The truth is, an apprenticeship may offer more opportunities for many people. As a former apprentice myself, I want to tell people that there’s plenty of scope for career progression.”