Andrew Jones

64 SKILLS & RECRUITMENT
OCTOBER 2015
Developing talent
www.highwaysmagazine.co.uk
The issue around the shortage of skills and
recruitment/retention in the highways sector
is significant, according to the Highways Term
Maintenance Association (HTMA), which is
in the process of developing a number of
initiatives to encourage developing talent
A recent survey announced that
business confidence in the future
of the infrastructure sector is
high following the government’s
announcements on funding
investment and in the longerterm
approach to infrastructure
planning. In the same report it
states that businesses believe that
the government ‘understands that
infrastructure investment will boost
the economy’.
With the level of optimism generated by
the increased capital spending levels,
the future for those companies working
in highways maintenance should be
bright, however local authorities are
still facing revenue pressures which
presents a confused picture when
companies start to consider the pipeline
of future work and the resources they
need to deliver their services at the
standard of quality expected.
A recent piece of work by the Highways
Term Maintenance Association (HTMA),
has considered the capacity and
capability challenges our members
face, including the skills challenges.
During the recent recession in the
UK, many highways maintenance and
management people left the industry
resulting in weakening the available
resources based in the UK. Prior to the
announcement of the government’s
plans to increase investment in road
maintenance set out in Action for
Roads in 2013, uncertainty over funding
levels and the sustainability of the
industry made if difficult to recruit
staff. Subsequent plans contained in
the Road Investment Strategy and
recent announcements on the creation
of 30,000 new
apprenticeships
will help to
solve some of
the challenges
around the decline
of numbers of skilled
workers however, as
companies gear up in response to
the increased funding there is intense
competition for competent employees
leading to significant challenges in staff
retention, training and development.
HTMA was established in 2005 and
through our first decade we have grown
steadily in size and influence, now
being recognised as the established
voice of industry. As we celebrate our
achievements of the past, we have also
been planning for the sustainability of
the association and to play our part in
meeting the skills challenges.
New initiatives
To mark the 10th anniversary,
HTMA is currently developing a
number of initiatives to encourage
developing talent.
Richard Chinn, HTMA chairman stated:
“This is in addition to the ongoing work
of attracting new talent into highways
and promoting it as an industry of
choice for a rewarding career. We will
continue to engage with schools to
raise awareness of the breadth of roles
that exist in highways maintenance and
management and the various routes
available for learning and developing
the skills and knowledge required.
“These new initiatives however,
will provide fresh opportunities for
individuals, which will benefit them for
the rest of their careers.’’
One of the new initiatives is the
creation of an internship post within
the association’s secretariat. Designed
initially as a six-month post, the person
will be tasked to provide technical and
communication support to the five
working groups and the secretariat.
The intern will gain an insight to various
aspects of service delivery, a wide
range of health, safety and welfare
issues and the challenges employers
face with regards to people and skills.
The position will also provide the role
holder with a unique opportunity to
“HTMA will continue
to promote highways
maintenance as an industry of
choice for young people”
Richard Chinn
attend the HTMA committee meetings,
giving them exposure to senior
management from all our member
companies and the issues they address
as a trade association. HTMA executive
director, Geoff Allister adds: “This is an
exciting and rewarding opportunity for
an enthusiastic and dynamic person to
help raise the profile of the association
through engagement with member
companies and our stakeholders.”
We also plan to run a competition
that will offer younger colleagues the
opportunity to develop a project that
supports the HTMA’s vision and strategy.
The winner will then be expected to lead
a project group of three to six people, to
deliver the agreed output; again, giving
the individual the benefits which come
from interacting with a wide network of
fellow professionals and an opportunity
to step up and make an impact through
the outcomes that will be generated by
the project.
A further initiative for developing talent
will be through HTMA sponsorship for
research projects. The intention is that
students could benefit from funding,
in return for designing their research
project to support HTMA’s strategic
goals. This is likely to be in collaboration
with identified universities and the Rees
Jeffreys Road Fund.
“The industry is critically important to
the UK economy and has much to offer
anyone who chooses to make it their
chosen career. If we are to meet the
challenges of delivering on the promised
pipeline of work, we believe it is key to
support the development of skills and
provide an attractive and challenging
environment in which our people can
develop and thrive. In the interests
of the industry and the associated
stakeholder group, HTMA will continue
to work collaboratively to support
talent, improve standards of skills and
competencies, and promote highways
maintenance as an industry of choice for
young people,’’ Chinn concluded.