According to the Supply Chain Sustainability School, the UK Infrastructure plan is valued at £600 billion and current statistics suggest there is a shortfall of 44,600 new recruits per annum. In this climate, it has never been more important to have a Workforce Strategy in place to meet the challenges of staff recruitment, selection, training; development and retention.
As a business, we have worked hard to continually adapt and innovate our services as well as add to our skills base to ensure we always stay ahead of the curve and surpass expectations. The Danny Sullivan Group utilised their CITB Apprenticeship Levy to give employees the opportunity to develop and further their skills and knowledge in their chosen profession. We are proud to say that we currently employ 176 apprentices across our organisation.
The aim of our training program is to create career pathways which will allow the opportunity for continuous growth and development. We offer a wide variety of apprenticeship programs ranging from Level 2 Construction Operations right up to Level 6 Site Management. In addition, these training opportunities are open to employees of all ages.
Rising to the challenge of an ever-changing industry has been a deliberate, planned and a fundamental ingredient of our Workforce Strategy. One of the key strategies surrounding apprenticeships is collaborating with our clients to identify opportunities for employment, so that apprentices can remain working within the industry once qualified.
We have worked hard to secure long term employment for more than 85% of our apprentices.
By focusing on competencies and using personal development plans to continuously improve and enhance the skills of our workforce, we ensure that the highest quality of skilled workers are supplied to clients. We aim to raise the bar in relation to competency, skills and talent. Having a workforce with the right experience, skills and knowledge is instrumental to building world class infrastructure projects.