Mark Retention Agreement Made Easy

Mark retention agreement

this morning session is all about the construction talent retention scheme and will be delivered by bayes as stuart young the construction talent retention scheme is more than just an online jobs board it enables businesses to find skills and expertise while allowing candidates to showcase their talent permanent contract and loans between companies are also available and it's free for everyone at least until april next year so follow on with this webinar and we'd love to hear any comments you have on the construction talent retention scheme once you've watched it thank you great well good morning everyone i hope you're well so thanks the opportunity to come along and present on the tenant retention scheme this morning so just to kind of give you some brief introduction for those of you who don't know who i am so i am head of this stakeholder engagement management for the bayes construction unit but for the purpose of this conversation this morning i've been the policy lead on the construction tenant retention scheme working very closely with hannah vickers at ac i'm kind of developing the program and with chris's on the call this morning in terms of developing and delivering the program on an ongoing basis um it's worth kind of setting out at the start that kind of politically very strong interest in the program kind of construction more generally so we've got a lot of interest from number 10 the prime minister the chancellor special advisers and constructions very much at the kind of the forefront of the economic recovery i mean just to give you an uh a kind of example i i'm getting kind of i've been the civil service now for over 20 years and i have had more engagement with number 10 over the past couple of months what i've had in the previous 18 19 years um so very interested very engaged want to hear and it's and then kind of the construction set has been has been identified as being one of the top five vulnerable sectors um by the cbi in terms of um risks this the kind of water economy so the trs is very much at the center of the kind of construction sector recovery so if we just move on to the next slide please i'm just trying here we go thanks anna okay so this just kind of sets out in context where the talent retention scene sits in terms of the broader governance of the construction leadership council so there are a series of work streams of which this sits under the people and skills workstream chaired by mark reynolds at mace and within that there is a skills plan working group which is chaired by sarah bill ceo at citb and then underneath that you can see there are a series of working groups on which is the tenant retention scheme and sarah bill chairs that group uh i deputy chariot and a number of colleagues on that group including christopher mccall um just move on to the next slide please so this is really just to kind of really kind of get into the nuts and bolts of what the actual cannon retention scheme is about and how it came about so in terms of kind of background and it was announced back in july which seems like a very long while ago now um by the chancellor that was part of a broader kind of cross pulled a broader government package of announcement to the economy as kind of a part of code 19 so the talent retention scheme was announced as part of that announcement and base provided over 1 million pounds to support the scheme and that funding is for the current financial year and kind of how this came around was the clc had done a survey which basically noted that around 690 000 jobs were risk in the sector by the end of the calendar year so we knew there was kind of a bit of a gap emerging quite considerably and obviously we also know that a lot of companies have started and will continue unfortunately to make redundancies so with that kind of 690 000 figure in mind we also know that 500 000 left the industry during the last recession that is only likely to get worse and with the kind of um continuing entry with the end of furlough at the end of next month we know that more jobs more companies are going to be making redundancies and be honest the situation is going to get quite considerably worse um and obviously with eu transition as well we're going to have we've got around about 10 of the current uk workforce in construction it's made up of migrants so we're going to see more the kind of individuals leaving the sector so we've got a massive kind of skills issue in the sector in terms of kind of capacity and lack of numbers to fulfill contracts coming down and so you might hear i've got two puppies in the background they were just timely about to start barking um so we had a that was kind of the background so the proposal will come about but there was a kind of a talent retention scheme to be established to retain and redeploy staff in the sector at risk of redundancy between businesses in a century coordinated approach kind of recognizing that the approach was very much previously very fragmented very short term so the scheme helps to stop back to two aims of the scheme really so i'm reading off two laptops here which is one why it's a diversion here um so it's gonna facilitate talent matching and employee loans on a temporary basis between businesses and it's also going to support redeployment of staff at risk of redundancy across adjacent sectors some have been conversations with dft around aviation there is interest office of manufacturing and looking at aerospace and so on and so forth so it's part of the kind of the broader government narrative in terms of kind of protecting skills jobs and local communities so we know for example that there are over three million employed in the construction sector very much predominantly based around smes over 90 in the sector and it's a strong employer of kind of local in local communities so other key things to say at this stage it is free to use for everyone in the industry until april of next year so regardless of whether your sme small company large company blue collar white collar worker is free to use for everyone and it applies to everyone across the industry and is open to the entire industry when we move into the next financial year it will continue to be free for smes and we are currently looking at kind of the long-term funding model going forwards what that might look like so chris will kind of talk you through more of a kind of detailed technical run through the system but just to give you a heads up there is an employer side and an employee side as an individual employee you would need to just go onto the portal create your profile register your details upload your cv and then kind of fill out details such as what part of the country you want to work in what your kind of background and skills are and kind of what particular part industry you're working in and then you then have access to the portal in terms of an employer we are not letting recruitment agencies onto the portal now being filtered out as an employer you will need to complete a light touch registration process and then you then have full access to the portal and then can upload your vacancies and then you can see which individuals have applied which of the expression interest and which individuals you might want to contact on a one-to-one basis who might be particular you might be particularly interested in kind of having a conversation about your particular roles you are um on the portal for so in terms of number companies we had as obviously and chris may have the updated figures about putting on the spot but we had around 700 companies um registered the portal and equal numbers of individuals registered and um companies who have actually put vacancies onto the portals so if we just move on to the next slide please this is just sets out the individual trade associations who are members of the construction leadership council task force and they are working with their individual memberships to kind of ensure that where individual organizations are making redundancies or are kind of having roles to feel that they push those through the the portal if we just move on to next slide please and this just kind of captures the time scale i previously alluded to so program was announced 8th of july and we had it formerly launched by the construction minister nadeem howie on the 24th of july i mean anna you may have been on that call and businesses were given a session with himself and chris on the 28th of july just to kind of understand more detail how they access the portal how it works and more than kind of the technical detail behind there on each of those course we had around about 150 on that call and there is considerable ongoing promotion activity around this which i'll come to in a minute so if we just move on to the next slide please so now we've got the kind of portal up and running the kind of the hardware has really begun so we've agreed membership for a steering group of the scheme which is kind of shaping the schemes future development and looking at the fundamental going forwards and we're also continuing to track sign up and comes with the program so we are also providing weekly reports on the sign up of the scheme to the clc and we'll win the press for greenery steering group project plan there is also a lot of ongoing engagement with key government departments which i've been leading on and chris has heard a few of my presentations so far so a lot of kind of conversations with for example departments such as um treasury ipa dfe dwp a considerable amount of conversation with dwp reaching out to record response teams and their job center plus also conversations with the growth hubs local enterprise partnerships mayoral combined authorities um and london councils and i'm also i'm talking as well to other organizations such as gatwick airport heathrow airport and also according to me about individual companies so if we just move on to the next slide please so we are continuing to develop a medium-term comms approach which includes reaching out to schools and we are also looking at the kind of educational establishments such as the institute for apprenticeships and so on we're also looking at targeted comms to specific companies this is where it's kind of really sort of driving the scheme now so there are a number of schemes who are making sorry number of companies who are making redundancies and we are getting those details for a daily distributionist from the insolvency service so i'm kind of fooling that through to kind of keep people on the trs program and we can um have conversations with each other's companies individually and as of last night i mailed out to quite a few companies on a one-to-one basis offering at the program as a support officer as part of their broader support to them when they are making affected individuals redundant and i'm also kind of i'm talking to other companies who may have been more public on their redundancy notices such as mcalpine gatwick airport heathrow airport and so on and so forth but really kind of this is ultimately where the scheme is going to stand or fall is on how we get the sound scheme out more to sort of front line audiences and i'd be very grateful for help on that today if we move on to the next slide please this is just a set of very grateful for their support of the early adopters and support of the program so prior to launch these individual organizations were provided with intensive one-to-one support from christian's team in terms of uploading their vacancies onto the portal and how to actually do that so we're very thankful and grateful for their support if we just move on to the next slide please thank you anna and that kind of probably really kind of concludes the formal kind of um part of my presentation so uh happy to take any questions or if you wanted to sort of pass on to christian he does his technical run through then maybe we take questions correctly and i'm not sure he wanted to do it i hope that was helpful you're mute anna there we go that's normally me it's not really me i don't normally put myself on mute but i thought just in case um yes if we can go straight over to chris i will make sure that you can share your screen chris anna thanks very much stuart thank you it's all good morning everyone um i'm chris jarman i'm the chief executive of the trs program and we've been responsible for providing this platform developing it as stuart mentioned it comes on the back of work that has been done in other sectors over a number of years to support people going through any kind of career transition redundancy being put at risk and it works both ways there are two sides of it as stuart explained one is really designed to support affected individuals and the other is designed to support companies whether they are losing employees or whether they're in the process of actively seeking recruiting new employees as well so it's a framework which actually is useful at all times and it's particularly useful in the current context where there are many people who will be at risk and losing losing their jobs to make them visible to other organizations across their sector and also as stewart mentioned into other adjacent sectors as well to give them every opportunity of finding new work but obviously their their first view is probably to look across their existing sector preferably so we're keen to gather as many vacancies as many opportunities as possible from those organizations who are recruiting at the moment and the portal has been really set up to help um support that so what i'll do is i'll just bring you into the the main screen and just quickly take you through it from both those perspectives i'll just move my box away here we go push it to one side um the system is really just set up there's a unique url which organizations and individuals can be pointed at and a simple um screen which really directs people straight in we we talk about it like a front door this is the point at which people arrive there's information for employers there's information for candidates and information for partners and a link into further information about participating partners through what we call microsites which i'll come onto later but if we approach it from the perspective of an individual at the moment coming onto the system they would simply come up and select register to come into the system and register their details and simply click candidate and that just takes them into a very straightforward registration process where their information is captured and it takes place at a two-stage level one is where we captured this general contact information and verify their email and the second stage is where they then add their personal profile and can attach their cv and we in that process capture questions about the individuals which help identify what part of the sector they've come from wherever possible who they've worked with the company they're working with beforehand and other useful pieces of information which help us not only have visibility of what's going on with the ability to report back on where people have come from and where they where they end up going as well the process is set up in such ways so that the initial registration is really i say it's very simple straightforward it is simple straightforward it happens in two stages we capture the generic information and then we allow them to attach their personal uh profile and cv at a second stage this enables individuals to quickly register on the system and be able to apply for any vacancies on it even if they haven't got the cv ready so it won't prevent them from applying for vacancies quickly if they see one on the system often it does take people a little time to get a cv together and attach it so it's really set up to enable them to quickly apply for any vacancies they see they have a cv that's great they can attach at the same time and be visible to um sector companies to contact them stewart mentioned it's a a system which is not just a job board it's not just a vacancy posting board it's a platform through which companies can actively seek individuals and contact them directly there is no intermediary there they when they click contact on their details it'll take them straight to that person and they can communicate with them what i'll do is just log in and show you what it will look like for an individual when they come into the system i'm logging in as an administrator so you'll see one or two screens on route to it which may not look pressure but i uh logging in this is a false person it's it's myself really but it's uh looking into live data now so we we've moved into the main system and um [Music] the first thing an individual will see when they come on to the having registered and having logged in they'll have their own dashboard screen which just gives them a quick reminder of some information they can modify and amend their cv or upload it if they haven't uploaded it they can change their status they i mentioned the two stages which enables people to quickly apply for vacancies and then subsequently add their cv and profile this also enables people to effectively not be visible to inquiring companies it just enables them to be on the system and able to apply for vacancies but not necessarily receive the attention of companies looking at people as well so it's it's just an important part of the process that enables individuals to manage and maintain all the information they want their cv and things before they make themselves visible on the system they can monitor the number of expressions of interest they've received from inquiring companies and it quickly shows them just vacancies they might be interested in and this is against any searches they've created so it builds up a sort of picture of what they might be interested in and also displays the last vacancies they've they've looked at on the system they then click on the construction portal vacancies and they will come into the main system to see all the live active vacancies on the system and on the left hand side of the screen you see a search bar really which enables them to define and shortlist vacancies on the system to look at in more detail we have a keyword search facility whereby they can put in a sequence of words or an individual word and search across all the vacancies it has full boolean logic and there's a little information button which enables people searching the recruiters or hr teams to be able to not just search for one word but sort of issue the and or not options as well and bracket words together to get exact matches so that's quite useful they can select by company if they just want to look at all the vacancies from a particular company they can simply i pick balfour beatty for example and click on search for that it will just show me all the vacancies from the alphabeti for example so they have quite a array of options where they can select they can select by sector we ask them when they register what other sectors they might be interested in looking in so they can look for vacancies across other sectors i'll come on to that more in a moment and job types this really is just an indication of general level are they're looking for experienced candidate roles or if they're a graduate or an apprentice they can look for apprenticeship roles or students particularly for internships and placements and things so it just gives the full array of options employment type again fixed term full-time part-time different types categories of jobs salary range is also included but we increasingly see most companies use the generic term competitive in salary we also allow them to indicate what areas of the country they would be prepared to work in and this is done on a top level it is done by international if they're looking at their roles might be international many of the companies we're working with at the moment do have international roles as well as an option all they can say i'd be happy to look for any roles across anywhere in the uk or just in england or just in scotland or just in wales and within england for example they can look by region so they could look for jobs across the east midlands um and in within the east midlands for example they can go right down to county level as well they can say actually i just want to look for jobs in derbyshire in nottinghamshire and select that this is a multi-select option so it enables them to create a subset of vacancies they can then work with also they can search by generic job family categories in the construction sector which we have listed here through which the vacancies are defined and then as i say they click the search button they can save searches and build up a library of saved searches which enables them to also alarm them so that if there isn't an opportunity and system for a particular criteria they're searching for if a vacancy comes in matching that criteria they will then receive an email telling them that's there they can turn that on or off they also have a favorites box which enables them to build up a list of favorites which they can then follow up follow up later so it's fairly straightforward it's fairly intuitive and the feedback is that people find it you know quite easy to use when they see a vacancy of course they then click on it and it gives them all the information about that vacancy about the um all the all the information that's provided by the company the qualifications any additional information closing date and they can simply click apply and that routes them back into whatever the company the channel the company wants them to go which may be into their existing recruitment system or it may be to uh to contact an individual whatever the account the company has requested it'll route them back into that into that framework so that's really how it looks from the perspective of an individual coming into the the system searching for vacancies what i'll do now is just show you um how it looks from the perspective of a company um looking for individuals so i'm just going to change my um status again i'm just going through the admin route back into now present as a company in the system um so this is the view that companies register on the system who are looking at people in the system will have again once they've logged in [Music] and been moderated stuart mentioned that there are no recruitment companies in the system we have a moderation for all companies that register which means that we through the sector check that these are bona fide companies and that um you know they are a sector they have the the well-being of the sector at heart as it were it's trying to filter out any inappropriate use of the system once they are registered and moderated and they come in they will have their own dashboard again and this time they will be able to view any expressions of interest that they've made in candidates on the system they will be able to see the number of applications they've received to any vacancies they have on the system they can monitor and track those again it prompts them for candidates that they might be interested in against their previous searches and it will also show the last candidates they've viewed on the system and then they can simply come in and look at all other candidates who've registered on the system and this will have the the same kind of search options available as well it's currently just been summarized under the um job family listing so this is where individuals registering have indicated which part of the construction sector family that they've they've indicated themselves being associated with at a job family level or you can simply just click up on view all the candidates and come straight into the at the full listing on the left hand side again you see the search the search bars which will enable recruiters to build up shortlists to be able to look for particular individuals on the system it has the keyword search so if you want to look for i just quickly show you how this works if i put in finance director i hope there is one in there but i've put it in inverted comma so that's using the functionality which says look for anyone who's put finance director in their listing or in their cv and it just brings up any any mix of that words finance director that exists in their details comes up on the system and they have further selections they can select by qualifications current employment type other industrial sectors they've indicated they'd be interested in working in employment type similar search options as you saw from the other side of it from the individual side employment sort this is just again the categorization of what type of job they want and then finally at the bottom work location and which part of the construction job family generically they would be interested in looking in they then will be able to look at the individuals in their short list and simply click on the details to find out more information and it's presented in a very similar way to the way vacancies are presented a summary of all their top level details uh qualifications any languages they speak or anything from the registration which they have entered the summary of their profiling key skills and where they would attach to cpv you can simply click on view the cv as well if you want to contact the candidate you simply click contact and then you can invite the candidate to do whatever what the next stage would be it might be to go to an online registration it might be to to phone you to send you an email if they haven't attached their cv you might want them just to send a copy a full copy of their cb things and company companies using it recruiters or hr teams again they have the option to build up favorites and we're building into the favorite option now the um additional functionality which enables them to build libraries of favorites so that a recruiter may be looking for a number of different roles and this enables them to say well here are a list of favorites for this particular role it's a list of favorites for this role and so on so they can create a sort of hierarchy of favorites there they can create saved searches in the same way and specify those so they can simply run them again if i just click on this now to simply run that search which is for design and engineering and about with someone with a degree design in engineering they can control the monitor expressions of interest they've made in individuals and they can track how far they've gone through the process we have the vacancy management option which enables them to monitor applications they've received to their own vacancies or just to simply add new vacancies vacancies can be added either manually or we can set up automatic feeds to receive vacancies many of the large companies we have automatic feeds for directly into the system so that just gives you a quick view of how how it looks from a company's perspective it also allows um organizations using it to look across other trs programs at other sectors that are active at the moment or other programs that are active there are many people coming out of other companies at the moment um rolls royce being one you know you would have access and visibility of those candidates as well but i hope that just gives you a flavor of um what it looks like we just one final thing to show you here we as we go through this process which is all taking place very quickly but it is building and developing we also have facility for companies participating companies to be seen through what we call microsite so they can promote themselves through a mini microsite which just is a quick capture it's like a small website so they can promote themselves general summary of the company text images video links they can have tabs as well individual tabs so they can talk about the sectors they work in here any comments about shaping the future shape the answers this is one this is the balfour beatty one uh that it's very much whatever you you want it to be but it's a facility where you can create um a small effectively a small website promoting your organization or the message you have different population groups you can different message for graduates or for apprentices or whatever you want however you want to set up your uh your microsite and i hope that i've got this just been a very quick dump but i hope that's given a top-level view of how how the system works that's fantastic thank you thank you could you just stop sharing your screen and then we can jump into questions um do you have um either from yourself or from stuart do you have any early feedback on people that are using the site yeah it it hasn't been used long enough we are in the process we we've often in the past tried to work out the best way to receive feedback from users at both levels from a company level and so operationally how teams use it and we've had had quite a lot of discussion on that side from an individual level of course we want to know what's happened to people and where they've gone so we're implementing a new approach with this this construction sector portal to regularly contact individuals um not too often because you can drive people around the bend if you're constantly bombarding them with messaging but to sensibly just check up on what has happened we noticed that you were contacted by a number of companies or you've made a number of applications could you just quickly give us an update and we just give them simple buttons to click on the invoice on the email so they can just indicate what has happened progressively um that will build up a picture of where people are going what has happened um and we're probably we're six weeks it's probably into it two months and a bit you know by the end of september we'll begin to have some data in the end of october it'll be cumulative build on that and we'll have more and more visibility on the company side we're working very closely with a number of companies to understand how we can shape the system more effectively for them and use other functionality that's available to support them for internal redeployment opportunities or targeted redeployment to other joint venture companies supply chain companies as well that's mainly more applicable to larger companies but we're very keen to receive feedback and any ideas and suggestions this is evolving all the time and fortunately at the stage where it can be shaped you know quite flexibly so please uh feel free to give feedback yeah any aspects you want okay just to add to that we are sort of seeing a lot more local engagement as well so so just for example on tees valley combined authority are very interested in the program and they're looking at kind of working with us to how that might work for them locally so we are kind of getting to the stage now where we really sort of drive this forward and get some real kind of local engagement just as an example yeah and one of the um i was pleased to hear it in your section stuart where you're um talking to um job center pluses um because it was one of in a previous discussion that the council had it was one of the ideas that i wanted to feed into um into the the main sort of trs working group um around capturing people at that signing on opportunity that there is the construction trs available where there are positions vacant yeah i think i think if we're being honest i mean dwp have been really supportive and really engaged on this um if we're being really honest about this i i don't have any kind of re reader cost of kind of how successful it's been in getting you to the front line in those job centers so if there's anything and that you could do in terms of kind of getting to those those kind of job centers um i'm working with us up that'll be really helpful please i think it's um it's something that we need to sort of uh take within that group to think how can we because it's the place where people go once they have gone through their process um it's you know the first thing they do is um you know using old terminologies sign on um and and and just even just knowing that something like this exists will be a big thing and i'd like to open it up more widely to other uh questions from the floor um who has the first question either post it in the chat or or just shout out i'm just looking along i think we've wowed everybody one of the things that um oh sorry chris sorry you carry on the london i'll ask you okay okay one of the things because obviously when we look at it initially it does look um very large companies posting lots of jobs um but i know that um the the system and the team have worked really hard to make sure that you know just single jobs can be posted and a recognition that 70 80 of the sector is smes and that's certainly the case in the rmi and home improvement sector um but the big thing there is that we've got to get those companies we've got to get the message out to those companies to use it both in terms of posting jobs and also in terms of um recruiting as well so that's a big role for us at the council and for our members to push the information out about the construction trs to those smaller sme companies the glaciers the roofers the electrical companies um the the stone masons the builders so that they get the knowledge of this system so that they can use it yeah absolutely exactly so go on chris i was just going to say sorry to interrupt um that our previous use of the system across other sectors has shown um a lot of interest by smes and what we noticed was many of the smes are less active at putting vacancies on the system but they're more active at actually looking for people and contacting them and it's just reminding um organizations whether they're large or small it it's not just a vacancy posting board you have full access and ability to search for people as well and contact them directly through the system so you may never get to the point of having a vacancy on the system you're an sme but you can still contact as many people through it as you want and and that's a very powerful feature many of the larger companies with many vacancies often rather sit back and just wait for people to apply for their vacancies the less proactive we have found in searching uh the people database as it were and rather just rely on people applying for their vacancies but smaller companies certainly more act exactly the opposite they're more active in looking for people and less active and putting vacancies on the system but it works both ways yeah and there's certainly nothing in the system that is there to restrict somebody having one vacancy or just even looking it is it the system is open and it's for us to get that message out to the to the smes and the micros um that it's there and available and to use it and it's a great platform chris coming on to your question yeah i was just gonna ask uh probably for chris is whether you feel that the um when you've got perhaps a slightly larger smes and they're having to notify that they're going into consultation to make a number of people redundant do you think that's being adequately picked up at the moment or is that something that you know you feel we could push hard as a message because that's way before somebody would end up at a job center and i'm thinking it's they've probably got a month where they're going through consultation but at least obviously well you understand the process probably at least as well as i do so it's just whether we you feel that's being captured at the moment probably i thought i think it is but but our view is that you cannot be too early in encouraging people to register and use the system and much of what we've done in recent years just with similar systems and with some of the companies using them you know sometimes very big companies is go that step back rather than wait to the point at which people are at risk or being made redundant go back and say when you know what other opportunities are there that we could use and this functionality yeah this functionality is actually available in the system where you can first of all check across if it's a large organization you can check that every part of the organization knows that people are available and particularly if you're multi-site or even multinational for big companies you can offer people out across the organization so that functionality is available the second stage and this is probably more interesting is that you can also point people out and make them visible to other partner companies joint venture companies supply chain companies local companies you can say look we may these people may be at risk here you are have a look at them if you want them click the contact button you can contact them so the earlier you can go the better then if both of those don't work you come into the point at which they do come at risk they do are being made redundant and we'll go to job centers and things and that you so it we really want to be able to be able to grab them at any level and the earlier the better wherever possible so any promotion of visibility is very helpful early on what you've just said there is that maps out on the website i think that's a really useful gen step by step as to how employers could actually use it on how employees can view it as well because it's quite a you know some a lot of opportunity there isn't there to actually for people to engage with the scheme yeah it it's of course not sort of applicable to every kind of company smes or smaller companies perhaps wouldn't use it but the raising of visibility early in the process we found this even many years of working with major redundancy programs and and these kind of transitions the earlier you can engage the earlier you kind of visibility the more effective the outcome so i think we could make perhaps more of a general statement that early notification uh the hr one visibility we receive at the moment is very helpful we could even go back a stage before that and just encourage companies be aware of what's available and the earlier you can engage useful i think because i think a lot of people could be new for probably some companies if not the fact that make it redundant the scale of the redundancies i think could be very challenging for a number of companies so yeah and i think it's really useful thank you thanks fantastic thank you chris does anyone else have a question or a comment or an idea on how we can support the promotion of this yeah can i ask something um one of the slides that you showed showed supporting trade associations and professional bodies um what are you looking for for them essentially for trade associations to draw the attention of their members to the schemes and professional bodies like the cio draw attention to individual people who who might be looking for employment so what where what was thanks to the question paul what was specifically looking for is really what you just basically captured there is for the trade associations to draw this attention of their members and to make them aware that where if one of their members is either about to recruit for a particular post or is about to make an individual redundant then they're almost there first port of call straightaway needs to be tenant retention scheme and i'm i know that a couple of um people on the clc for example through linkedin are basically saying may print a similar message where you're making redundancy have you heard about trs you should go and look at the portal and put that detail on there so yes please could i just ask something or just just say something please do nicky association british plastics federation um and we've actually started a social media campaign around this um very much to do exactly um what you're looking for in terms of just to let our members know that there are opportunities uh for them to register as companies uh because we represent manufacturers so obviously from their point of view hopefully they'll be able to sign on and and be able to find other opportunities for anybody that might have to um be subject to redundancy thank you that's really helpful and i'm very much appreciated so yeah it might be i mean i suppose one thing in terms of kind of the communications behind this if you nikki if you could drop me an email kind of what you're doing about that so and we can probably link that to the kind of our wider communications plan and see almost see kind of if this and there probably is if there's some kind of stuff we can take from your what you're doing and kind of apply that more widely but that'd be really helpful if you was able to drop me a line down anna's got my details okay of course yeah i'll pass that on uh what i'll do after um this session is i'll put the links in of because the the trs team have done an amazing job in producing loads of collateral um and members of uh council members have already had that and i'll i'll link to that again so where there's the little video about the construction trs and various flyers and support documents for those potentially affected by redundancy and um and i'll also obviously send out the links to these sessions as well in your contact details stuart but um if um if if content can be amplified by each other then it it just reaches reaches more people doesn't it which is fantastic thank you nikki one of the things that i thought was very interesting um about the trs and and its um future that we were discussing at this morning's meeting with hannah vickers and and others um on the sort of steering group was around the data that's coming out of it and obviously at the minute it's very early days on the data and that's why there's a really big push that we want to get more companies registered and more vacancies on there and more um people candidates on there because it starts to allow information into government around the health of the sector and around the types of skills that are within the sector and the types of where those gaps are coming because it's really easy for us to say we've got a skills gap in construction um and we've got aging demographic but this using the data that's come that will be coming out of the trs over the weeks and months and years will start to really give a solid foundation to future policy um and and potentially future funding around supporting the skills agenda in the sector very much i think if i could add to that just to so that the data is going to build a very very interesting picture going forward because also by capturing um people data and vacancy data the vacancy data is really showing the real time need for skills across a sector and you can look at that by region by size of a company all sorts of things the individual database is capturing information on the presenting skills pool effectively so you're able to look and start comparing this is the predominant request from companies through their vacancies for people and skills this is the profile of the people in the system representing much of the sector and over time that will become more and more helpful i think to the sector generally as anna said i think the idea of just following up on on um what nikki was alluding to earlier as well the importance of getting companies to register and lifting visibility of the program is very helpful whether their need is to support redeployment and redundancy or whether they are actively looking for people and in some cases both at the same time you know depending on the size of the company so it's lifting visibility of what's available to companies if they are redeploying people they can notify their staff early on in the process to register on the system and be visible anyway and for individuals of course to be able just to register and take advantage of any opportunities on the system or beyond the system in other sector portals as well so thanks honestly fantastic thank you very much does anyone else have any final comments before we wrap the session up no well thank you so much stuart and chris for your time today we've really appreciated it um we'll get the full backing you know you've already got the full backing of the council we'll continue to push it out across our social channels and out to members and encourage them to push it out to their membership as well on the call today you've heard from nikki we've got that bathroom manufacturers association we've also got the not nikki but nikki is the british plastics federation and the national blown bead association um we've also got the bathroom manufacturers association on board the water label um corgi um i won't go through all of our members that are on the call but thank you very much the glass and glazing federation um but thank you very much to all of you for attending we will be pushing it out across um our usual comms and um thanks so much to it and we look forward to seeing you again soon and thanks chris for your time on showing us the the portal thank you thank you i love the opportunity thank you and if you need another catch up do drop me a line but very happy to come on the game thank you thank you so much