Career Pathways
Summary
Industry recognised career progression pathways offer a framework around which businesses can build effective workforce recruitment, development, and retention policies.
To be accepted and useful, defined career progression pathways must both reflect what is happening in an increasingly dynamic employment market “on the ground” and be able to be integrated with public education and employment systems so that the impact of various interventions can be measured in a statistically robust way.
The Installation Assurance Authority here presents a career framework “starter” that can be recognised, used, and adapted by industry and government agencies. This framework uses IFATE Occupational Families and Standards (OS), National Occupational Standards (NOS), Standard Occupational Classifications (SOC) and extracts from O*NET (US Dept. Labor) to describe roles within pathways that reflect current, and project future, career development pathways throughout the United Kingdom.
Accompanying this report is a spreadsheet of relevant, currently available regulated qualifications at all available levels (from Ofqual – England).
Our Industry
The insulation industry plays an indispensable role in the United Kingdom's ambition to achieve net-zero carbon emissions by 2050. To achieve our national target and international commitments our industry helps in very specific ways.
Energy Efficiency
Insulation is critical in enhancing the energy efficiency of buildings, both residential, commercial, and public. According to statistics from the Committee on Climate Change, approximately 14% of the UK's total greenhouse gas emissions are attributed to heating homes. Effective insulation can considerably reduce this figure, thereby making a substantial contribution to the UK's environmental targets. The “Great British Insulations” scheme explains its benefits as:
Societal benefits from a reduction in GHG emissions account for 56% of the total benefit (£978m), whilst improved air quality accounts for a further 2% (£38m). Total fuel bill savings for households living in improved homes are estimated to be £1,065m over the 44-year appraisal period (of which £557m are societal benefits relating to avoided energy supply costs). In addition, £188m of comfort benefits are expected for households receiving measures. Installers of measures are assumed to acquire £70m of ‘economic rent’ (a transfer).
https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/1157227/gb-insulation-scheme-final-stage-ia.pdf
Economic Impact – domestic consumers & industry
Improved energy efficiency is an environmental imperative, but also carries significant economic benefits. Good insulation can substantially reduce energy costs and emissions in both residential and commercial properties. In the broader economic context, reduced energy usage means that the money saved on energy spending can help wherever the consumer needs it, be it contributions towards the general cost of living, mortgage costs, or business capex.
Employment Opportunities
The commitment to retrofit existing buildings to ensure that they meet current and new energy-efficient standards demands a skilled and knowledgeable labour force. The insulation industry has the potential to expand and create new employment opportunities across various sectors, including manufacturing, project management, installation, sales, and management – up to 4 million job opportunities across the UK according to one policy statement.
https://www.eceee.org/all-news/news/uk-labours-plan-to-insulate-more-homes-would-create-4m-job-opportunities/
International Leadership
The UK is an international leader in pioneering efforts to achieving net zero. We are positioning our country as a global leader in insulation technology and best practice. Our industry has the potential to attract foreign investments and open international markets for British insulation initiatives and expertise across developed and developing economies. The Installation Assurance Authority UK have licensed its best practice operating model to Australia and the bespoke Quality Assurance Framework is now being used by key industry stakeholders who have newly launched The Insulation Installation Assurance Authority AUS.
https://www.iea.org/countries/united-kingdom
Social Considerations and Sustainability
By improving energy efficiency in homes, particularly in lower-income communities, we play a role in combating fuel poverty. Government initiatives for homeowners and council interventions targeting social housing to be retrofitted, ensure that energy savings and the resultant economic benefits are distributed across society. The benefits of investment in insulation are long-term, both in terms of the durability of materials and the ongoing energy savings. for many insulation measures the initial investment will be recouped quickly, creating a compelling economic argument for both private and public sector investment.
Why do we need a defined career pathway?
Considering the above, it is fair to say that the insulation industry is not a minor construction sector but a fundamental component in the UK’s strategy to meet its net-zero emissions targets by 2050. The industry’s role provides benefits that are integral to our country's long-term sustainability and international competitiveness. These benefits include vital elements of population wellbeing through energy security and affordability such as the health benefits of comfort heating. It is, therefore, vital for stakeholders across government, business, and civil society to continue supporting and investing in the insulation industry as a priority.
Career progression pathways offer a structured approach for career development, giving both employers and employees a clear roadmap for growth. Having industry recognised career pathways is important for many reasons:
Benefits for Workers:
A clear career path, with identified skills and competencies that need to be developed at each stage, offers employees a chance to improve systematically, and at their own pace. Defined pathways can also help create a work environment that focuses on excellence in every role, encouraging individuals to excel in their current roles and move on to the next level.
An often-understated benefit of a defined career pathway is how in an increasingly gig-based economy, or where many workers are self-employed, an industry defined pathway can reduce job-based anxiety when a worker can see how their skills and role fits within the broader industry, why their current role is important, and how they can progress to the next level.
Benefits for Employers:
Clear career paths attract applicants who are ambitious and can see long-term opportunities and how they fit into them. It's easier to identify high-potential employees and prepare them for advanced technical or management roles in the future, ensuring the organization has a strong internal talent pipeline.
Retaining and retraining existing employees is also generally less expensive than recruiting and training new ones, and career paths are an effective retention tool that can be used in performance management.
Benefits for the Industry:
Career pathways establish industry-wide benchmarks for roles and responsibilities, making it easier for employees to move between companies, and while this may not be seen as a benefit for an individual company, it does help retain the worker within the industry, which benefits us as a sector.
Preparing workers for higher-level roles ensures that the industry has a talent pipeline ready to adapt to meet future demands.
Transparent and accessible career pathways can also make our industry more appealing to underrepresented groups, thereby enhancing diversity and inclusion. Defining the physical demands of a role, usual working conditions, skills, knowledge and behaviour along with possible accommodations can help set the conditions for an inclusive and equitable working environment meeting our social obligations.
Benefits for Educational Institutions:
When an industry adopts a defined career pathway, educational institutions can better tailor their provision to meet the specific needs of the industry if there is a clear understanding of the career paths available and the skills required at each level.
Schools and universities can partner more effectively with business in the industry to provide work experience that has real value to the learner and the business, and support apprenticeships that are directly aligned with a defined career path.
Benefits for Regulatory/Public Bodies:
For industries that require licenses or have voluntary or mandated safety codes and best working practices, having defined career paths can assist regulatory or trade bodies in setting standards and ensuring competency.
Narrowly defined roles can assist in tracking workforce metrics, providing data that can inform policy and regulation, helping government to target spending and measure the impact of various interventions.
Defined career progression pathways provide many benefits that can impact every aspect of an industry, from an individual employee’s job satisfaction to industry competitiveness and social development.
The Virtuous Circle – Technical Education and Industry cooperation
The skills and education system plays a huge part in ensuring our industry has the workforce we need to implement and achieve our national targets. We are pleased to see new qualifications coming online and we are pleased that the Institute for Apprenticeships and Technical Education (IFATE) have several apprenticeships/ occupational standards (OS) in development that are relevant to our industry. We are especially pleased to note that the Level 3 apprenticeship for Insulation Installers and Building Treatment Technician is being developed with a high level of input from companies across the UK. We would like to go further, with careers in insulation being highlighted at every stage of careers advice and guidance throughout the UK, and an Occupational Standard developed for each of the individual occupations we highlight, where there is not one already.
National Occupational Standards (NOS) are widely accepted and used within our industry across the UK and we are pleased that they continue to inform the development of qualifications that support our need to build competence.
But as an industry we need to be able to clearly articulate our skills and training needs both within our companies for our internal training plans and to government, trade associations, local training providers, schools colleges, universities and other providers. It is vital for our industry’s future success that we ensure these stakeholders understand how they can support us in attracting and upskilling the workforce we need.
Routes into Insulation Installation – The Talent Pipeline
The insulation installation industry offers opportunities for people at every stage in their work life.
There are many demographic groups that may enter our industry including: school leavers, career changers, women returning to the workforce, and existing construction workers looking for upskilling opportunities, briefly the entry to our industry for those groups can be summarised as follows.
School Leavers
Apprenticeships: Apprenticeships provide a balanced mix of theoretical learning and practical application. They are an ideal option for school leavers seeking immediate employment, with the added benefit of avoiding student loan debt.[GM1]
Vocational Training: Specialised vocational courses are required at FE Colleges, offering foundational skills in insulation installation techniques, materials, and safety. It is important to choose the right course that provides the skills employers require. As an industry working with FE providers, we need to ensure the vocational courses available are valued by employers and are thus valuable to our potential workers.
T-Levels: A T-Level, or Technical Level, is a two-year qualification designed to offer a vocational alternative to A-Levels in England. It's aimed at students aged 16-18 and is equivalent to three A-Levels. The program is broken down into two main components:
We would like to work with government to ensure that insulation installation is mainstreamed within the construction T-Level, or any future 16+ provision, and highlighted as a key option for young people who want a rewarding career.
For Career Changers
Short-term Courses: These condensed courses offer rapid skill acquisition, making them ideal for individuals transitioning from unrelated career fields.
On-the-Job Training: Some employers offer comprehensive internal training programs, providing an expedited route into the industry.
Women Returning to Work
Part-time Employment Opportunities: The industry is becoming increasingly accommodating of flexible work schedules, offering part-time roles that can be balanced with other responsibilities, but we know we need to do more as employers.
Targeted Skills Development Programs: Specialised programmes are available that focus on equipping women who are returning to the workforce with needed skills to rejoin the world of work. But there are few that currently alert people to the potential of a career in insulation or its related occupations.
Construction Workers Looking to Upskill
Advanced Training Courses: Given the existing familiarity with the construction domain, specialised courses in insulation technologies and materials can be pursued for advanced skill acquisition. But again, these specialised courses must be valuable to both the employer and the worker. Courses approved and offered by industry bodies such as the IAA meet this requirement.
Installer Plus
To describe a broad framework that we believe both reflects what’s really happening in industry and supports good use of public funding within technical education we have developed what we are calling the “Installer Plus” model.
In brief, we recognise that businesses have a responsibility to train their workforce and that the public purse has an interest in supporting our population to be ready for the world of work.
We recognise that occupational skills and core competencies can broadly be categorised as 1) industry relevant, 2) occupationally relevant and 3) job specific. We suggest the following graphic usefully illustrates how this works:
Industry recognised career progression pathways offer a framework around which businesses can build effective workforce recruitment, development, and retention policies.
To be accepted and useful, defined career progression pathways must both reflect what is happening in an increasingly dynamic employment market “on the ground” and be able to be integrated with public education and employment systems so that the impact of various interventions can be measured in a statistically robust way.
The Installation Assurance Authority here presents a career framework “starter” that can be recognised, used, and adapted by industry and government agencies. This framework uses IFATE Occupational Families and Standards (OS), National Occupational Standards (NOS), Standard Occupational Classifications (SOC) and extracts from O*NET (US Dept. Labor) to describe roles within pathways that reflect current, and project future, career development pathways throughout the United Kingdom.
Accompanying this report is a spreadsheet of relevant, currently available regulated qualifications at all available levels (from Ofqual – England).
Our Industry
The insulation industry plays an indispensable role in the United Kingdom's ambition to achieve net-zero carbon emissions by 2050. To achieve our national target and international commitments our industry helps in very specific ways.
Energy Efficiency
Insulation is critical in enhancing the energy efficiency of buildings, both residential, commercial, and public. According to statistics from the Committee on Climate Change, approximately 14% of the UK's total greenhouse gas emissions are attributed to heating homes. Effective insulation can considerably reduce this figure, thereby making a substantial contribution to the UK's environmental targets. The “Great British Insulations” scheme explains its benefits as:
Societal benefits from a reduction in GHG emissions account for 56% of the total benefit (£978m), whilst improved air quality accounts for a further 2% (£38m). Total fuel bill savings for households living in improved homes are estimated to be £1,065m over the 44-year appraisal period (of which £557m are societal benefits relating to avoided energy supply costs). In addition, £188m of comfort benefits are expected for households receiving measures. Installers of measures are assumed to acquire £70m of ‘economic rent’ (a transfer).
https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/1157227/gb-insulation-scheme-final-stage-ia.pdf
Economic Impact – domestic consumers & industry
Improved energy efficiency is an environmental imperative, but also carries significant economic benefits. Good insulation can substantially reduce energy costs and emissions in both residential and commercial properties. In the broader economic context, reduced energy usage means that the money saved on energy spending can help wherever the consumer needs it, be it contributions towards the general cost of living, mortgage costs, or business capex.
Employment Opportunities
The commitment to retrofit existing buildings to ensure that they meet current and new energy-efficient standards demands a skilled and knowledgeable labour force. The insulation industry has the potential to expand and create new employment opportunities across various sectors, including manufacturing, project management, installation, sales, and management – up to 4 million job opportunities across the UK according to one policy statement.
https://www.eceee.org/all-news/news/uk-labours-plan-to-insulate-more-homes-would-create-4m-job-opportunities/
International Leadership
The UK is an international leader in pioneering efforts to achieving net zero. We are positioning our country as a global leader in insulation technology and best practice. Our industry has the potential to attract foreign investments and open international markets for British insulation initiatives and expertise across developed and developing economies. The Installation Assurance Authority UK have licensed its best practice operating model to Australia and the bespoke Quality Assurance Framework is now being used by key industry stakeholders who have newly launched The Insulation Installation Assurance Authority AUS.
https://www.iea.org/countries/united-kingdom
Social Considerations and Sustainability
By improving energy efficiency in homes, particularly in lower-income communities, we play a role in combating fuel poverty. Government initiatives for homeowners and council interventions targeting social housing to be retrofitted, ensure that energy savings and the resultant economic benefits are distributed across society. The benefits of investment in insulation are long-term, both in terms of the durability of materials and the ongoing energy savings. for many insulation measures the initial investment will be recouped quickly, creating a compelling economic argument for both private and public sector investment.
Why do we need a defined career pathway?
Considering the above, it is fair to say that the insulation industry is not a minor construction sector but a fundamental component in the UK’s strategy to meet its net-zero emissions targets by 2050. The industry’s role provides benefits that are integral to our country's long-term sustainability and international competitiveness. These benefits include vital elements of population wellbeing through energy security and affordability such as the health benefits of comfort heating. It is, therefore, vital for stakeholders across government, business, and civil society to continue supporting and investing in the insulation industry as a priority.
Career progression pathways offer a structured approach for career development, giving both employers and employees a clear roadmap for growth. Having industry recognised career pathways is important for many reasons:
Benefits for Workers:
A clear career path, with identified skills and competencies that need to be developed at each stage, offers employees a chance to improve systematically, and at their own pace. Defined pathways can also help create a work environment that focuses on excellence in every role, encouraging individuals to excel in their current roles and move on to the next level.
An often-understated benefit of a defined career pathway is how in an increasingly gig-based economy, or where many workers are self-employed, an industry defined pathway can reduce job-based anxiety when a worker can see how their skills and role fits within the broader industry, why their current role is important, and how they can progress to the next level.
Benefits for Employers:
Clear career paths attract applicants who are ambitious and can see long-term opportunities and how they fit into them. It's easier to identify high-potential employees and prepare them for advanced technical or management roles in the future, ensuring the organization has a strong internal talent pipeline.
Retaining and retraining existing employees is also generally less expensive than recruiting and training new ones, and career paths are an effective retention tool that can be used in performance management.
Benefits for the Industry:
Career pathways establish industry-wide benchmarks for roles and responsibilities, making it easier for employees to move between companies, and while this may not be seen as a benefit for an individual company, it does help retain the worker within the industry, which benefits us as a sector.
Preparing workers for higher-level roles ensures that the industry has a talent pipeline ready to adapt to meet future demands.
Transparent and accessible career pathways can also make our industry more appealing to underrepresented groups, thereby enhancing diversity and inclusion. Defining the physical demands of a role, usual working conditions, skills, knowledge and behaviour along with possible accommodations can help set the conditions for an inclusive and equitable working environment meeting our social obligations.
Benefits for Educational Institutions:
When an industry adopts a defined career pathway, educational institutions can better tailor their provision to meet the specific needs of the industry if there is a clear understanding of the career paths available and the skills required at each level.
Schools and universities can partner more effectively with business in the industry to provide work experience that has real value to the learner and the business, and support apprenticeships that are directly aligned with a defined career path.
Benefits for Regulatory/Public Bodies:
For industries that require licenses or have voluntary or mandated safety codes and best working practices, having defined career paths can assist regulatory or trade bodies in setting standards and ensuring competency.
Narrowly defined roles can assist in tracking workforce metrics, providing data that can inform policy and regulation, helping government to target spending and measure the impact of various interventions.
Defined career progression pathways provide many benefits that can impact every aspect of an industry, from an individual employee’s job satisfaction to industry competitiveness and social development.
The Virtuous Circle – Technical Education and Industry cooperation
The skills and education system plays a huge part in ensuring our industry has the workforce we need to implement and achieve our national targets. We are pleased to see new qualifications coming online and we are pleased that the Institute for Apprenticeships and Technical Education (IFATE) have several apprenticeships/ occupational standards (OS) in development that are relevant to our industry. We are especially pleased to note that the Level 3 apprenticeship for Insulation Installers and Building Treatment Technician is being developed with a high level of input from companies across the UK. We would like to go further, with careers in insulation being highlighted at every stage of careers advice and guidance throughout the UK, and an Occupational Standard developed for each of the individual occupations we highlight, where there is not one already.
National Occupational Standards (NOS) are widely accepted and used within our industry across the UK and we are pleased that they continue to inform the development of qualifications that support our need to build competence.
But as an industry we need to be able to clearly articulate our skills and training needs both within our companies for our internal training plans and to government, trade associations, local training providers, schools colleges, universities and other providers. It is vital for our industry’s future success that we ensure these stakeholders understand how they can support us in attracting and upskilling the workforce we need.
Routes into Insulation Installation – The Talent Pipeline
The insulation installation industry offers opportunities for people at every stage in their work life.
There are many demographic groups that may enter our industry including: school leavers, career changers, women returning to the workforce, and existing construction workers looking for upskilling opportunities, briefly the entry to our industry for those groups can be summarised as follows.
School Leavers
Apprenticeships: Apprenticeships provide a balanced mix of theoretical learning and practical application. They are an ideal option for school leavers seeking immediate employment, with the added benefit of avoiding student loan debt.[GM1]
Vocational Training: Specialised vocational courses are required at FE Colleges, offering foundational skills in insulation installation techniques, materials, and safety. It is important to choose the right course that provides the skills employers require. As an industry working with FE providers, we need to ensure the vocational courses available are valued by employers and are thus valuable to our potential workers.
T-Levels: A T-Level, or Technical Level, is a two-year qualification designed to offer a vocational alternative to A-Levels in England. It's aimed at students aged 16-18 and is equivalent to three A-Levels. The program is broken down into two main components:
- Classroom-based Learning: This is where you get to dive into the theoretical aspects of construction, learning about regulations, different construction materials, and project management techniques.
- Industry Placement: A 315-hour (approx. 45 days) work placement within industry.
We would like to work with government to ensure that insulation installation is mainstreamed within the construction T-Level, or any future 16+ provision, and highlighted as a key option for young people who want a rewarding career.
For Career Changers
Short-term Courses: These condensed courses offer rapid skill acquisition, making them ideal for individuals transitioning from unrelated career fields.
On-the-Job Training: Some employers offer comprehensive internal training programs, providing an expedited route into the industry.
Women Returning to Work
Part-time Employment Opportunities: The industry is becoming increasingly accommodating of flexible work schedules, offering part-time roles that can be balanced with other responsibilities, but we know we need to do more as employers.
Targeted Skills Development Programs: Specialised programmes are available that focus on equipping women who are returning to the workforce with needed skills to rejoin the world of work. But there are few that currently alert people to the potential of a career in insulation or its related occupations.
Construction Workers Looking to Upskill
Advanced Training Courses: Given the existing familiarity with the construction domain, specialised courses in insulation technologies and materials can be pursued for advanced skill acquisition. But again, these specialised courses must be valuable to both the employer and the worker. Courses approved and offered by industry bodies such as the IAA meet this requirement.
Installer Plus
To describe a broad framework that we believe both reflects what’s really happening in industry and supports good use of public funding within technical education we have developed what we are calling the “Installer Plus” model.
In brief, we recognise that businesses have a responsibility to train their workforce and that the public purse has an interest in supporting our population to be ready for the world of work.
We recognise that occupational skills and core competencies can broadly be categorised as 1) industry relevant, 2) occupationally relevant and 3) job specific. We suggest the following graphic usefully illustrates how this works:
The model here shows how an individual can build their competence from a foundation of industry relevant knowledge, skills and behaviour (KSBs) gained using public provision such as T levels, relevant GCSEs, or other school or college-based provision including the first year of many apprenticeships. They then move onto occupationally relevant knowledge, skills and behaviours gained through apprenticeships, work experience or recognised through national vocational qualifications which are especially relevant for recognition of the competence of experienced workers. The apex of the pyramid shows continuous professional development which is funded by the individual to maintain or increase specialised skills or by the business to support staff development and their unique selling point within the industry including their specialisms.
We suggest that where industry recognition of competence is needed, it happens at the interface of occupational and company specific training. This ensures that a recognised/licenced/carded worker has the knowledge, skills and behaviours necessary to work in any company employing people in this occupation.
Specifically for our Insulation Installer, they would have gained broad KSBs, relevant for both retrofit and new build sites, and would then specialise in the skills their employer needs.
Dual Competence
It is essential for workers in the field to possess skills in both retrofitting insulation in existing buildings and installing insulation for new constructions. This gives the individual the broadest possible chance of employment within the industry. It is important to recognise this dual competency requirement and ensure enough time and funding is allocated to allow the training and development of a fully rounded and competent individual.
The UK has instituted robust regulatory frameworks that differ for existing structures and new builds. A comprehensive understanding of both allows workers to apply the correct guidelines, ensuring compliance and avoiding potentially costly legal consequences. This is particularly important as the UK adopts increasingly stringent standards in line with its climate goals.
Practically, the technical skills required for retrofitting and insulating new installations can differ considerably. Retrofitting often involves dealing with older structures that may have non-standard architectural elements, existing insulation materials, or degraded structural components. Conversely, new builds offer the opportunity to implement new technologies that may not be appropriate to retrofit projects. Mastery of both skillsets expands a worker’s capability to adapt to different job requirements thus increasing their marketability and job prospects.
As government and private sector focus can shift between upgrading existing infrastructures and constructing new buildings this versatility is vital. This can also improve the profitability and competitiveness of insulation companies who can adapt to a broader range of client needs.
Given the critical role of the insulation industry in achieving the UK’s net-zero emission goals, it is imperative that the skills and education system works with industry so that the workforce is equipped with this comprehensive skill set.
Qualified / Recognised Installer – where next?
We want to demonstrate that the occupation of installation installer is not a dead end. We want to highlight the myriad of options that a qualified installation installer has to move onwards with their career.
During the summer of 2023 we commissioned a desk-based research study to look at what is happening in the job market. We looked at popular recruitment sites and noted where the vacancies in our industry are, and what salaries were being offered. Our focus was on insulation installation and related roles, and what opportunities were available for experienced insulation installers to progress in to. We also concentrated on the retrofit roles outlined in PAS 2035.
We then used ONS data to firm up our findings and produce a graphic of 15 occupations that are commonly found in our industry, and which are currently recruiting.
These 15 occupations are split in to three occupational pathways, Management, Technical, and Business. We kept these definitions as broad as possible since roles in one pathway often appeared in other pathways depending on the emphasis individual employers put on the skills within each job. The pathways are flexible with people able to jump from one to another as their career and interests progress.
We suggest that where industry recognition of competence is needed, it happens at the interface of occupational and company specific training. This ensures that a recognised/licenced/carded worker has the knowledge, skills and behaviours necessary to work in any company employing people in this occupation.
Specifically for our Insulation Installer, they would have gained broad KSBs, relevant for both retrofit and new build sites, and would then specialise in the skills their employer needs.
Dual Competence
It is essential for workers in the field to possess skills in both retrofitting insulation in existing buildings and installing insulation for new constructions. This gives the individual the broadest possible chance of employment within the industry. It is important to recognise this dual competency requirement and ensure enough time and funding is allocated to allow the training and development of a fully rounded and competent individual.
The UK has instituted robust regulatory frameworks that differ for existing structures and new builds. A comprehensive understanding of both allows workers to apply the correct guidelines, ensuring compliance and avoiding potentially costly legal consequences. This is particularly important as the UK adopts increasingly stringent standards in line with its climate goals.
Practically, the technical skills required for retrofitting and insulating new installations can differ considerably. Retrofitting often involves dealing with older structures that may have non-standard architectural elements, existing insulation materials, or degraded structural components. Conversely, new builds offer the opportunity to implement new technologies that may not be appropriate to retrofit projects. Mastery of both skillsets expands a worker’s capability to adapt to different job requirements thus increasing their marketability and job prospects.
As government and private sector focus can shift between upgrading existing infrastructures and constructing new buildings this versatility is vital. This can also improve the profitability and competitiveness of insulation companies who can adapt to a broader range of client needs.
Given the critical role of the insulation industry in achieving the UK’s net-zero emission goals, it is imperative that the skills and education system works with industry so that the workforce is equipped with this comprehensive skill set.
Qualified / Recognised Installer – where next?
We want to demonstrate that the occupation of installation installer is not a dead end. We want to highlight the myriad of options that a qualified installation installer has to move onwards with their career.
During the summer of 2023 we commissioned a desk-based research study to look at what is happening in the job market. We looked at popular recruitment sites and noted where the vacancies in our industry are, and what salaries were being offered. Our focus was on insulation installation and related roles, and what opportunities were available for experienced insulation installers to progress in to. We also concentrated on the retrofit roles outlined in PAS 2035.
We then used ONS data to firm up our findings and produce a graphic of 15 occupations that are commonly found in our industry, and which are currently recruiting.
These 15 occupations are split in to three occupational pathways, Management, Technical, and Business. We kept these definitions as broad as possible since roles in one pathway often appeared in other pathways depending on the emphasis individual employers put on the skills within each job. The pathways are flexible with people able to jump from one to another as their career and interests progress.
Technical Management Route
1.Supervisor/Trainer
A supervisor/ trainer plays a critical role in overseeing and guiding coworkers as they apply the skills and knowledge required for insulation installations. They ensure that safety protocols are followed, work is performed to industry standards, and that apprentices receive hands-on training to become proficient installers.
2.Team Leader
A team leader is tasked with overseeing the practical application of both retrofitting insulation in existing structures and installing new systems in new builds, ensuring each project aligns with regulatory requirements and quality benchmarks. By coordinating a team of skilled craftspeople, the team leader plays a vital part by managing the complexities and varying skillsets required for different types of insulation projects.
3.Project/Site Manager
A project or site manager orchestrates the planning and execution of insulation projects, whether retrofitting existing buildings or working on new constructions, ensuring they meet the stringent regulatory standards set forth by UK authorities. This role is crucial for aligning the technical, regulatory, and logistical aspects of insulation work. They may be responsible for site safety as well as managing team leaders, and ensuring the project is delivered on time and to budget.
4.Retrofit Coordinator
A retrofit coordinator plays a pivotal role in ensuring the successful building assessment, design and execution of retrofit projects. This role encompasses the responsibility of overseeing and coordinating all aspects of the installation process, from initial assessment to completion, while adhering to the PAS 2035 framework or new build regulations. The Retrofit Coordinator is instrumental in managing project timelines, budgets, and stakeholder communication, ensuring that the project aligns with the specified objectives, standards, and compliance requirements and importantly in ensuring the design for deep retrofit considers the interfaces and performance challenges, ensuring the delivery of agreed outcomes.
5.Chartered Builder
A Chartered Builder is the professional responsible for overseeing large-scale insulation projects, ensuring that they are executed to the highest standards of design, quality, safety, and regulatory compliance for both retrofitting and new installations. They use a deep understanding of industry best practices and the latest technological advancements.
Technical Route
1.Fully Qualified Installer
An insulation installer is the hands-on skilled worker responsible for the actual fitting and installation of insulation materials, be it in retrofitting projects for existing structures or new construction builds. The fully qualified installer has a specialised skill set built up from industry, occupation and job or business specific competences tailored to meet technical requirements and stringent regulatory guidelines. They are the front-line workers who translate the plan into reality. Their work has immediate impact on the project success.
2.Specialist/Experienced Installer
A Specialist/Experienced Installer is an expert craftsperson or technician who possesses deep expertise in specialised insulation techniques and is proficient in working with both existing structures requiring retrofitting and new constructions. They have a nuanced understanding of regulations, advanced materials, and innovative technologies. Workers in this role often handle the more complex and demanding insulation projects.
3.Retrofit Assessor and Quality Inspector
Retrofit Assessor is responsible for evaluating the condition of existing buildings to determine the feasibility and scope of retrofitting insulation and the Retrofit Quality Inspection is responsible for inspecting completed installations for quality and compliance with regulatory standards. Both occupations will have a good understanding of both the technical and legislative landscape which they will keep up to date by taking relevant CPD courses. These occupations provide a checkpoint in the insulation installation process, guaranteeing that both retrofit and new build projects meet the rigorous quality and sustainability standards required to contribute to national climate goals.
4.Designer
This is a highly skilled professional occupation. A Designer is tasked with conceptualising and designing insulation installation projects that are not only technically sound but also compliant with stringent standards and regulatory requirements. The Designer will ensure the design of the system(s) will meet set criteria for energy efficiency, sustainability, and occupant health and safety and operate in harmony with additional energy efficiency measures as well as the existing building fabric.
5.Research and Development Specialist
A Research and Development Specialist in the insulation industry will focus on the innovation and testing of novel insulation materials, solutions, technology, and techniques. They will understand retrofit building needs and new construction requirements and in line with that they work on developing materials, products and solutions that are better or more effective in terms of thermal performance but also environmentally sustainable and cost effective. This role is crucial for advancing the industry's technological capabilities. The Research and Development Specialist will often work as part of a manufacturing team to design specific systems.
Business Route
1.Retrofit Adviser
A Retrofit Adviser acts as consultant who guides homeowners, businesses, and contractors through the complexities of retrofitting existing structures with updated insulation systems. They will have a good understanding of both regulatory frameworks and the latest insulation technologies, and they may specialise in the products offered by their employer. They will give tailored advice aimed at achieving optimal energy efficiency while ensuring compliance with current standards. They may be the first or second point of contact with the client.
2.Technical Sales
A Technical Sales Adviser or Manager acts as the liaison between the technical and commercial aspects of insulation projects, offering specialised advice to prospective clients on the most suitable insulation solutions for both retrofitting and new builds. Drawing on an extensive knowledge of regulatory requirements, material properties, and energy-efficiency metrics, they help clients choose the right insulation products and services.
3.Sales/Business Development Manager
A Sales/Business Development Manager is responsible for identifying market opportunities and growing relationships with clients – future and existing, all while having a keen understanding of the technical intricacies and regulatory nuances involved in both retrofitting existing buildings and insulating new constructions. This is a managerial role that demands commercial acumen. They may manage a team of Sales Advisors and motivate them to hit set business targets while they set good service and business growth as a personal goal.
4.Director of Business Development
A Business Development Director holds the top-level responsibility for shaping and executing the businesses development strategy and ensuring it aligns with the technical, regulatory, and sustainability challenges unique to both retrofitting and new building insulation. The Director of Business Development will have a wide-ranging understanding of the industry landscape and the economic and political environments. They will identify high-value market segments, partnerships, and regulatory developments that could impact the business. Their leadership plays a pivotal role in company success.
5.Contractor/Business Owner
A contractor or business owner holds the overarching responsibility for the company’s success. This role requires a comprehensive grasp of technical specifications, regulatory compliance, and broader market dynamics. To be successful in this role effective leadership and strategic vision is needed as well as commercial and political awareness.
Three Fluid Occupational Pathways
The three pathways described above should not be seen as set in stone. Starting out and progressing on the Technical pathway does not preclude someone from later in their career moving to the Business or Technical Management route. Every person in our industry will have their own career pathway that reflects their individual wants, needs and circumstances.
We’ll now look at a few examples of individuals within our industry, who all start as Installers and who then develop their career according to their own situation.
1. Adom Ali
1.Supervisor/Trainer
A supervisor/ trainer plays a critical role in overseeing and guiding coworkers as they apply the skills and knowledge required for insulation installations. They ensure that safety protocols are followed, work is performed to industry standards, and that apprentices receive hands-on training to become proficient installers.
2.Team Leader
A team leader is tasked with overseeing the practical application of both retrofitting insulation in existing structures and installing new systems in new builds, ensuring each project aligns with regulatory requirements and quality benchmarks. By coordinating a team of skilled craftspeople, the team leader plays a vital part by managing the complexities and varying skillsets required for different types of insulation projects.
3.Project/Site Manager
A project or site manager orchestrates the planning and execution of insulation projects, whether retrofitting existing buildings or working on new constructions, ensuring they meet the stringent regulatory standards set forth by UK authorities. This role is crucial for aligning the technical, regulatory, and logistical aspects of insulation work. They may be responsible for site safety as well as managing team leaders, and ensuring the project is delivered on time and to budget.
4.Retrofit Coordinator
A retrofit coordinator plays a pivotal role in ensuring the successful building assessment, design and execution of retrofit projects. This role encompasses the responsibility of overseeing and coordinating all aspects of the installation process, from initial assessment to completion, while adhering to the PAS 2035 framework or new build regulations. The Retrofit Coordinator is instrumental in managing project timelines, budgets, and stakeholder communication, ensuring that the project aligns with the specified objectives, standards, and compliance requirements and importantly in ensuring the design for deep retrofit considers the interfaces and performance challenges, ensuring the delivery of agreed outcomes.
5.Chartered Builder
A Chartered Builder is the professional responsible for overseeing large-scale insulation projects, ensuring that they are executed to the highest standards of design, quality, safety, and regulatory compliance for both retrofitting and new installations. They use a deep understanding of industry best practices and the latest technological advancements.
Technical Route
1.Fully Qualified Installer
An insulation installer is the hands-on skilled worker responsible for the actual fitting and installation of insulation materials, be it in retrofitting projects for existing structures or new construction builds. The fully qualified installer has a specialised skill set built up from industry, occupation and job or business specific competences tailored to meet technical requirements and stringent regulatory guidelines. They are the front-line workers who translate the plan into reality. Their work has immediate impact on the project success.
2.Specialist/Experienced Installer
A Specialist/Experienced Installer is an expert craftsperson or technician who possesses deep expertise in specialised insulation techniques and is proficient in working with both existing structures requiring retrofitting and new constructions. They have a nuanced understanding of regulations, advanced materials, and innovative technologies. Workers in this role often handle the more complex and demanding insulation projects.
3.Retrofit Assessor and Quality Inspector
Retrofit Assessor is responsible for evaluating the condition of existing buildings to determine the feasibility and scope of retrofitting insulation and the Retrofit Quality Inspection is responsible for inspecting completed installations for quality and compliance with regulatory standards. Both occupations will have a good understanding of both the technical and legislative landscape which they will keep up to date by taking relevant CPD courses. These occupations provide a checkpoint in the insulation installation process, guaranteeing that both retrofit and new build projects meet the rigorous quality and sustainability standards required to contribute to national climate goals.
4.Designer
This is a highly skilled professional occupation. A Designer is tasked with conceptualising and designing insulation installation projects that are not only technically sound but also compliant with stringent standards and regulatory requirements. The Designer will ensure the design of the system(s) will meet set criteria for energy efficiency, sustainability, and occupant health and safety and operate in harmony with additional energy efficiency measures as well as the existing building fabric.
5.Research and Development Specialist
A Research and Development Specialist in the insulation industry will focus on the innovation and testing of novel insulation materials, solutions, technology, and techniques. They will understand retrofit building needs and new construction requirements and in line with that they work on developing materials, products and solutions that are better or more effective in terms of thermal performance but also environmentally sustainable and cost effective. This role is crucial for advancing the industry's technological capabilities. The Research and Development Specialist will often work as part of a manufacturing team to design specific systems.
Business Route
1.Retrofit Adviser
A Retrofit Adviser acts as consultant who guides homeowners, businesses, and contractors through the complexities of retrofitting existing structures with updated insulation systems. They will have a good understanding of both regulatory frameworks and the latest insulation technologies, and they may specialise in the products offered by their employer. They will give tailored advice aimed at achieving optimal energy efficiency while ensuring compliance with current standards. They may be the first or second point of contact with the client.
2.Technical Sales
A Technical Sales Adviser or Manager acts as the liaison between the technical and commercial aspects of insulation projects, offering specialised advice to prospective clients on the most suitable insulation solutions for both retrofitting and new builds. Drawing on an extensive knowledge of regulatory requirements, material properties, and energy-efficiency metrics, they help clients choose the right insulation products and services.
3.Sales/Business Development Manager
A Sales/Business Development Manager is responsible for identifying market opportunities and growing relationships with clients – future and existing, all while having a keen understanding of the technical intricacies and regulatory nuances involved in both retrofitting existing buildings and insulating new constructions. This is a managerial role that demands commercial acumen. They may manage a team of Sales Advisors and motivate them to hit set business targets while they set good service and business growth as a personal goal.
4.Director of Business Development
A Business Development Director holds the top-level responsibility for shaping and executing the businesses development strategy and ensuring it aligns with the technical, regulatory, and sustainability challenges unique to both retrofitting and new building insulation. The Director of Business Development will have a wide-ranging understanding of the industry landscape and the economic and political environments. They will identify high-value market segments, partnerships, and regulatory developments that could impact the business. Their leadership plays a pivotal role in company success.
5.Contractor/Business Owner
A contractor or business owner holds the overarching responsibility for the company’s success. This role requires a comprehensive grasp of technical specifications, regulatory compliance, and broader market dynamics. To be successful in this role effective leadership and strategic vision is needed as well as commercial and political awareness.
Three Fluid Occupational Pathways
The three pathways described above should not be seen as set in stone. Starting out and progressing on the Technical pathway does not preclude someone from later in their career moving to the Business or Technical Management route. Every person in our industry will have their own career pathway that reflects their individual wants, needs and circumstances.
We’ll now look at a few examples of individuals within our industry, who all start as Installers and who then develop their career according to their own situation.
1. Adom Ali
Adom here starts as an apprentice Insulation Installer. He gains a coveted apprenticeship with a large national construction company. This lets him earn while he learns. He finishes his apprenticeship and becomes a recognised installer, fully competent and equipped to work in retrofit or new builds. He enjoys his work and particularly likes working on retrofit projects. He starts to specialise in cork-lime thermal render for heritage assets. After a few years as a Specialist Installer Adom wants a new challenge.
Since he already holds a Level 3 qualification, gained as part of his apprenticeship, and worked supervising others he now wants to undergo training in the Level 5 Diploma in Retrofit Coordination and Risk Management, but he also wants to broaden his knowledge on the industry as a whole, so he returns to college on a negotiated day release from work to study for an HND in Construction Management.
After seeing his willingness to invest in his own education and progression by gaining the HND, Adom’s employer uses as grant from CITB to contribute towards Adom gaining the Level 5 Diploma on an accelerated track and promotes him to Retrofit Coordinator after he gains the diploma.
After seven years service as a Retrofit Coordinator Adom looks to become a Chartered Builder and expands his responsibilities within the company. Later using his experience and contacts he has gained throughout his career Adom decides to start his own business as a contractor. He signs a no-competition agreement with his employer and starts a specialist contracting company.
2. Bob Brown
Since he already holds a Level 3 qualification, gained as part of his apprenticeship, and worked supervising others he now wants to undergo training in the Level 5 Diploma in Retrofit Coordination and Risk Management, but he also wants to broaden his knowledge on the industry as a whole, so he returns to college on a negotiated day release from work to study for an HND in Construction Management.
After seeing his willingness to invest in his own education and progression by gaining the HND, Adom’s employer uses as grant from CITB to contribute towards Adom gaining the Level 5 Diploma on an accelerated track and promotes him to Retrofit Coordinator after he gains the diploma.
After seven years service as a Retrofit Coordinator Adom looks to become a Chartered Builder and expands his responsibilities within the company. Later using his experience and contacts he has gained throughout his career Adom decides to start his own business as a contractor. He signs a no-competition agreement with his employer and starts a specialist contracting company.
2. Bob Brown
Bob here starts as an apprentice. He joins a local insulation installation firm and works on a range of projects learning several finishes and techniques. He continues to work as an installation installer after he graduates from his apprenticeship and remains in this position, gradually taking on more responsibility as he gains experience. Unfortunately, in his mid-30s he suffers a knee injury from playing Sunday league football. Although his employer offers accommodations for his injury Bob finds it increasingly difficult to work at height or in cramped spaces and he feels he's ready to come off the tools.
Bob has a lot of background technical knowledge about the products used in a range of insulation installations and wants to use this as he applies for some office-based roles. He is successful in gaining a job as a Technical Sales Consultant. He enjoys meeting with potential clients and explaining what insulation solutions are available and how it can benefit them and their properties. To successfully work in an office-based environment Bob takes some freely available online courses to improve his IT literacy and office skills.
Bob becomes a successful salesman and after exceeding some of his targets he again changes company to work as a business development manager for a large construction contractor. With the background knowledge of being a technical skilled worker and extensive sales experience Bob sees his career grow as a business development manager. He takes responsibility first for a region and then nationally.
3. Jan Jones
Bob has a lot of background technical knowledge about the products used in a range of insulation installations and wants to use this as he applies for some office-based roles. He is successful in gaining a job as a Technical Sales Consultant. He enjoys meeting with potential clients and explaining what insulation solutions are available and how it can benefit them and their properties. To successfully work in an office-based environment Bob takes some freely available online courses to improve his IT literacy and office skills.
Bob becomes a successful salesman and after exceeding some of his targets he again changes company to work as a business development manager for a large construction contractor. With the background knowledge of being a technical skilled worker and extensive sales experience Bob sees his career grow as a business development manager. He takes responsibility first for a region and then nationally.
3. Jan Jones
Jan Jones didn't know what she wanted to do when she left school, but she knew she didn't want to work in an office. Throughout her teen years she was really interested in environmental conservation. She bounced around for a few years doing a number of different jobs working in retail, hospitality and catering but eventually decided she wanted a career in the built environment. Since she had good GCSE results and three years varied work experience, a local construction company took her on as a trainee and sponsored her to do a Level 3 NVQ in Insulation Installation.
After working as an installer for five years Jen took a career break to go travelling around the world. She came back to a different economic environment, but she had no trouble putting her skills as an installer to work in a new job. Jan worked in installation for another few years and gained experience across many varied installation projects.
Always one for a new challenge Jan completed a Level 4 Award in Domestic Retrofit Assessment to work as an assessor and she soon became a quality inspector for her company. She became interested in design after noting common faults or inconsistencies in installation practices and continued to grow her career by developing domestic system designs to embed best practise across her organisation.
Technical Education and Industry cooperation – Work Needed.
To ensure that these career pathways are supported, and workers can obtain the tools they need to progress we then went on to look at where gaps in provision exist. We applied a Red/Amber/Green rating to each of our 15 occupations. This rating signifies the level of coherent specialist provision across the career pathways.
We assessed the availability of National Occupational Standards, T-Level coverage, Apprenticeship coverage and availability, college-based provision etc. We then assigned a rating.
Red – Indicated work is needed and is a priority.
Amber – Some provision is available but needs to either be increased or tailed to meet our specific needs.
Green – Indicates we can work with the provision available, but it may need to be contextualised.
After working as an installer for five years Jen took a career break to go travelling around the world. She came back to a different economic environment, but she had no trouble putting her skills as an installer to work in a new job. Jan worked in installation for another few years and gained experience across many varied installation projects.
Always one for a new challenge Jan completed a Level 4 Award in Domestic Retrofit Assessment to work as an assessor and she soon became a quality inspector for her company. She became interested in design after noting common faults or inconsistencies in installation practices and continued to grow her career by developing domestic system designs to embed best practise across her organisation.
Technical Education and Industry cooperation – Work Needed.
To ensure that these career pathways are supported, and workers can obtain the tools they need to progress we then went on to look at where gaps in provision exist. We applied a Red/Amber/Green rating to each of our 15 occupations. This rating signifies the level of coherent specialist provision across the career pathways.
We assessed the availability of National Occupational Standards, T-Level coverage, Apprenticeship coverage and availability, college-based provision etc. We then assigned a rating.
Red – Indicated work is needed and is a priority.
Amber – Some provision is available but needs to either be increased or tailed to meet our specific needs.
Green – Indicates we can work with the provision available, but it may need to be contextualised.
We found, perhaps not unsurprisingly, that the areas of priority are centred around our technical route.
We have a Level 3 Apprenticeship for Insulation and EWT Installation in development and are working closely to ensure its delivered and available as soon as possible. There is also a higher-level apprenticeship for Retrofit Co-ordinators in development. These developments are to be welcomed and we support them as first steps for our industry gaining the provision it needs in England.
The other occupations highlighted in red need attention. It is important to note that we are not insisting apprenticeships must be developed in all these areas, but we are saying that provision needs to be made to that people can be supported with world class training, certification and qualifications when they wish to progress their careers. We will work to support development of all needed National Occupational Standards, Occupational Standards, Technical and Professional Qualifications and CPD courses as a priority.
Conclusion
It is imperative that we have clearly defined career pathways into the Energy Efficiency sector and that in the case of insulation installers potential candidates have a clear understanding of the career prospects within the industry.
This paper sets out 15 key occupations which form the basis of career opportunities in the sector and considers how those considering a career in the industry can navigate between three career paths as part of their journey.
Qualifications exist in several of the key areas within mainstream education however there are very clear gaps in some of the more specialised occupations which need to be addressed. Gaps exist in entry level T level qualifications, full time college programmes and upskilling programmes which will need to be addressed to ensure new entrants, career transfers and returners to the industry can progress.
The Installation Assurance Authority is committed to supporting our members and our industry to become a career destination of choice for young people, career changers, experienced workers, and other cohorts. We also want to ensure that once we attract people into our industry we keep them by offering visible and defined opportunities for career progression.
This report is just the beginning of the conversation we want to have with our industry. It forms a basis for our consultation, and we would encourage everyone interested to read and comment on our findings and examples.
As it stands the three pathways we've defined and the 15 roles within them reflect a snapshot of the employment market as it was in summer 2023. In our industry change is a constant, occupations and specific roles within those occupations are constantly changing, and we recognise that many of the roles defined have overlapping duties and responsibilities. But we believe the pathways we have articulated here can form a basis for us to work together to form defined training plans that businesses can use to keep our workforce engaged, upskilled, and rewarded.
But to support our training plans, we as an industry need to work together with those responsible for general, technical, and vocational education. We need to ensure that National Occupational Standards both maintain their currency and are developed for the new areas we have identified. By developing the underpinning curriculum and maintaining the National Occupation Standards relevant across the UK we can ensure the gaps we have identified can be filled with consistent and quality provision.
We will work with the Government of the day to ensure opportunities in our industry, energy efficiency and our green technologies are not only included but highlighted in national educational provision, whether that be new Advanced British Standards, or Technical Excellence Colleges based on local skills improvement plans (LSIP). And we will continue to highlight opportunities to develop apprenticeships that support businesses and workers to gain the best foundation for a long career in our industry.
We have a Level 3 Apprenticeship for Insulation and EWT Installation in development and are working closely to ensure its delivered and available as soon as possible. There is also a higher-level apprenticeship for Retrofit Co-ordinators in development. These developments are to be welcomed and we support them as first steps for our industry gaining the provision it needs in England.
The other occupations highlighted in red need attention. It is important to note that we are not insisting apprenticeships must be developed in all these areas, but we are saying that provision needs to be made to that people can be supported with world class training, certification and qualifications when they wish to progress their careers. We will work to support development of all needed National Occupational Standards, Occupational Standards, Technical and Professional Qualifications and CPD courses as a priority.
Conclusion
It is imperative that we have clearly defined career pathways into the Energy Efficiency sector and that in the case of insulation installers potential candidates have a clear understanding of the career prospects within the industry.
This paper sets out 15 key occupations which form the basis of career opportunities in the sector and considers how those considering a career in the industry can navigate between three career paths as part of their journey.
Qualifications exist in several of the key areas within mainstream education however there are very clear gaps in some of the more specialised occupations which need to be addressed. Gaps exist in entry level T level qualifications, full time college programmes and upskilling programmes which will need to be addressed to ensure new entrants, career transfers and returners to the industry can progress.
The Installation Assurance Authority is committed to supporting our members and our industry to become a career destination of choice for young people, career changers, experienced workers, and other cohorts. We also want to ensure that once we attract people into our industry we keep them by offering visible and defined opportunities for career progression.
This report is just the beginning of the conversation we want to have with our industry. It forms a basis for our consultation, and we would encourage everyone interested to read and comment on our findings and examples.
As it stands the three pathways we've defined and the 15 roles within them reflect a snapshot of the employment market as it was in summer 2023. In our industry change is a constant, occupations and specific roles within those occupations are constantly changing, and we recognise that many of the roles defined have overlapping duties and responsibilities. But we believe the pathways we have articulated here can form a basis for us to work together to form defined training plans that businesses can use to keep our workforce engaged, upskilled, and rewarded.
But to support our training plans, we as an industry need to work together with those responsible for general, technical, and vocational education. We need to ensure that National Occupational Standards both maintain their currency and are developed for the new areas we have identified. By developing the underpinning curriculum and maintaining the National Occupation Standards relevant across the UK we can ensure the gaps we have identified can be filled with consistent and quality provision.
We will work with the Government of the day to ensure opportunities in our industry, energy efficiency and our green technologies are not only included but highlighted in national educational provision, whether that be new Advanced British Standards, or Technical Excellence Colleges based on local skills improvement plans (LSIP). And we will continue to highlight opportunities to develop apprenticeships that support businesses and workers to gain the best foundation for a long career in our industry.