There is nothing ‘standard’ about the training needs of the timber sector, which makes it all the more difficult to judge where we should best place our efforts when it comes to the further development of timber-related training.
The nature of jobs in the sector is also changing, and at every level. “Increasingly, construction companies are acting as project managers, co-ordinating contractors and not directly employing tradesmen. As sub-contractors get smaller, so it becomes more difficult for carpentry and joinery students to find the work placements necessary to fulfil their qualifications,” said Ray Eldridge, lecturer and Institute of Carpenters member. This could affect the supply chain all the way up to timber producers. A lack of carpenters and joiners means both the construction industry and householders could turn away from timber towards using concrete, steel and so-called “maintenance-free” plastics.
Work-based training is provided by many companies in the engineered timber field, from designing roof truss systems to timber frame structures. The Trussed Rafter Association is particularly aware of the need for training and is working towards the creation of an online open learning module, which it is hoped will become available over the coming months.
In wood processing, recent research by the UK Wood Chain Group found that job opportunities fall into two main categories: machining and other ‘operational’ staff, for example fork lift drivers, and university graduates for management posts. This polarisation is not universally echoed in other areas, since many timber trading and merchant companies are still prepared to take on school leavers and develop their talents.
Nicholas Wilde, financial director and company secretary at Stamco, said that if a recruit has adequate literacy, numeracy and a positive attitude, Stamco could provide work-based training to develop their abilities to fulfil their role. “In specialised areas such as marketing and accountancy, degree-level qualifications or professional examinations are naturally necessary, and on the sales side we would perhaps look more for experience of the building products or timber sectors in a sales environment,” he said.
Simon Love, director of human resources at Snows Timber, seeks particular ranges of qualifications. “At GCSE level, we look for four good grades including English and maths. Alternatively, two A-levels in relevant subjects, such as business studies, would be acceptable if combined with some form of commitment to the world of work through a weekend job or work experience. We consider degree candidates with any subject discipline, though a Building Design degree could be useful, and they receive a fast-track career path into the business. We regard it as our responsibility to provide specialist timber-related training such as IWSc courses, once the graduates are established within our company.”
The recruiting of staff at agent Gill & Robinson underlines the premium value of timber business knowledge. Managing director Ian Robinson said that, as a small company, it does little hiring and firing. “The people we have tend to stay, and those we take on must have immediately available experience or knowledge of the trade,” he said. “While our local Job Centre can provide a pool of junior staff, our key staff generally come to us from other parts of the trade, bringing their knowledge with them.”
To avoid ‘poaching’, the sector needs a supply of recruits equipped with business knowledge of the sourcing, economics and logistics of timber and its end products, in addition to technical knowledge of the material itself. Some companies feel that current higher education qualifications are not geared to producing able timber business people, and seek candidates with business-related degrees, or with engineering or mathematics. In researching this article, it was surprising to find that awareness of the qualifications offered by the Institute of Wood Science, even given its recent 50th anniversary, is not universal.
After the demise of the Timber Trades Training Association, it has taken until the recent emergence of the UK Wood Chain group for industry leaders to begin questioning the training and career paths available, and whether future qualifications could be structured using credit-based learning.
The Timber Trade Federation’s Education, Training & Careers Committee has begun attracting interest in careers in timber and wood products, through the pan-industry website created with TTJ www.thedoorway.org.uk. A careers leaflet will follow shortly, as will events for careers advisers around the country. Now is the perfect time to ask ourselves what kind of people – and qualifications – will benefit our £7bn sector. We should stop wishing and start creating the recruits we want to employ.
