22 March 2021         News

Develop extends a warm welcome to Sarah Fox who joined the Administration team earlier this month.

Based at the Derby training centre, Sarah’s main responsibilities include processing delegate certificates, liaising with various awarding bodies, and applying for cards.

Starting out in the hospitality industry

Sarah began her career at Derby University where she studied catering. Post-graduation she landed her first job in hospitality management at Derby-based, Mickelover Court Hotel, where after several successful years she unfortunately found herself being made redundant at the very outset of the Coronavirus pandemic.

After several temporary roles over the past 12 months, Sarah was thrilled to join Develop and continue progressing her career,

“Like many people in the hospitality industry, it’s been a really difficult few months due to the pandemic, but I’m beyond excited to start my new role at Develop; it’s a real change of scene from working in a hotel and I’m looking forward to getting stuck into a new challenge and working with some new people”, she explains.

Changing with the times

Sarah continues, “Everyone has been so welcoming and although it’s been challenging to learn the ropes whilst many people are working remotely, I’m quickly getting the hang of it all!

Something that’s been really interesting for me to see during my first few weeks is how Develop has pushed through the challenges of the pandemic and successfully adapted their training delivery in order to keep both staff and delegates safe, and still keep delivering industry essential training.”

Socialising and a spot of DIY

Outside of work Sarah enjoys spending time with her partner, Aiden, with whom she moved in with in 2019.

Together they enjoy fixing up their house with a spot of DIY, visiting garden centres, and socialising with friends and family (in non-pandemic times!).

   18 March 2021         News

Develop Training is delighted to confirm the promotion of Matthew Gray formally Operations Manager to the new role of Head of Operations and Training.

Matthew – who joined Develop in 2018 as Operations Manager – has a wealth of experience in the sector and has held roles of Electrical Training Manager and National Curriculum Manager, whilst beginning his career as an Electrical Lecturer.

A highly experienced operational background

Matthew has a proven track record and is an extremely experienced Operations Manager, skilled in strategic senior leadership and management as well as a high level of experience and skills in coaching, lecturing, training, electrical engineering, Matthew graduated from the University of Derby in 2010.

Matthew said:

“I joined Develop Training as I knew the Operations Manager role would expose me to every aspect of the business and therefore was the perfect match for my skills in the operational side of the business.

It also provided me with the opportunity to continue to work on the improvement of the customer journey as a whole, especially around the quality of training and to ensure every single touchpoint for our customers is of the highest quality, allowing us to be more responsive to their needs.  It is this whole operational and training ‘journey’ that has helped me to develop my existing skills and to create many new ones.

There has been further opportunity to make a real difference and to help support the business growth following the acquisition by JTL Training in October 2019, and this has allowed a broader approach with lots of further opportunities to share best practice across the whole group, which has been extremely beneficial.

In my new position as Head of Operations and Training, I will focus on continuing to develop the operational side of the business, further enhancing the quality and range of our courses and the way in which we deliver them through innovative methods, whilst continuing to build an incredible team.”

Supporting the overall strategic plan for the future

Develop’s Managing Director, John Kerr, said:

“The Operations and Training Manager is a new senior role we have introduced, which not only supports the business growth but importantly recognises the impact Matthew has made throughout the business. The role will also support Develop’s strategic plan for the  business over the coming years.

With the future, dare we say, starting to look very positive again and with the pandemic causing us to accelerate plans for taking more courses online, Matthew has been instrumental in this area as well as leading on the creation of Develop’s innovative blended learning courses aimed our sectors to meet demand from customers.

“Matthew’s contribution during his three years at Develop has been exceptional and demonstrates the pedigree of our team to flourish in their specialist areas. I am delighted to congratulate Matthew on his promotion and look forward to seeing his further development.”

   08 March 2021         News

Chris Parker has worked at Derby-based Develop Training for 15 years – and as she pushes on into her 70s, beyond what many might consider to be retirement age, she is keen to make sure that women are made aware of the opportunities in what has traditionally been seen as a man’s world.

Starting out in the Utilities industry

She said: “I personally started out by doing a temporary role in gas pipeline construction in the mid 80s. When a technical on-site vacancy emerged, the Project Engineer said it was a role I would be suitable for, so I applied, got the job and never looked back!

“Of course, there were very few women on site back then and there remains a clear imbalance in terms of women in the industry today. But I had previously spent ten years working face-to-face with young offenders, so I certainly wasn’t intimidated by that!”

Only one in six utilities workers is female

Nearly 40 years later, employment figures from the utility sector continue to corroborate Chris’s experiences. According to the Energy and Utilities Skills Partnership, only one in six utilities workers is female and only around one in a hundred technical roles is currently held by a woman. That compares to a nationwide average, which sees women accounting for 47% of the UK workforce, so it’s clear that the disparity remains extremely stark.

‘Women in Utilities’ Success Programme

As one of the UK’s leading providers of compliance, technical and safety training, with seven dedicated training centres throughout the UK, Develop Training is in the ideal position to help combat that. At the start of 2020, it embraced the ‘Women in Utilities‘ success programme with a view to helping address the gender imbalance, open up opportunities and change the profile of careers in classically male disciplines like gas, electricity and water – and it seems that the impacts of that are already being felt.

Utilities is no longer just a ‘man’s world’

Chris said: “It does feel like things are improving. There are noticeably more female apprentices than in the past and there are also more graduate trainees.

“In fact, I’m currently working with a couple of women on a new IOSH Safety, Health & Environment for Construction Manager’s course and it’s great to see. They know they need the skills and I guess the fact that they see me delivering the programme also helps validate and encourage their career choices.”

But as International Women’s Day approaches, with its annual celebration of the social, economic and cultural achievements of women, Chris warns that more still needs to be done.

The range of careers for women needs to be recognised and publicised

She added: “The utilities sector can offer a wonderful range of careers but we need that to be recognised and publicised. In place of isolated initiatives, we need a concerted campaign in schools that enables the idea to really take root in people’s minds – because the imbalance will only ever change when women themselves decide to make it happen.”

International Women’s Day 2021

Listen to Chris Parker speaking on Erewash Sound for International Women’s Day here.

   15 February 2021         News

The Safe Control of Operations (SCO) training programme is an initial training programme for individuals new to SCO and a renewal training programme for those individuals with existing and current SCO registrations whose registrations are nearing expiry.

EUSR have recently updated the SCO programme to a new modular scheme, and with this have changed the course codes and content.

SCO courses are now modular

There are 5 modules in total, and each module is delivered as a separate registered course. The candidate sits the required ones to achieve their Competent Person (CP) or CP/Authorising Engineer (AE) status. There are also two renewal courses available.

SCO Modules Explained

All learners must sit Module 1: Core. Following this learners will also need to sit Module 5: ‘Form of Authority’ if they require registration as a CP or AE to issue/receive Form of Authority for access to operational sites to carry out non-hazardous work.

If individuals need to apply for registration to give or receive permits to work and/or forms and authority as per the previous SCO 1 & 2 registration then they must sit Modules 1, 2 and 5 – AE’s will sit a different assessment to CP’s for Module 2 but can still attend the same course.

For any CP or AE candidates wishing to be registered to authorise or prepare and/or receive Routine Operational permitry, they must complete Modules 1, 2, and 4.

For any CP or AE candidates wishing to be registered to authorise or prepare and/or receive Routine Operational permitry and Non-Routine Operational permitry they must complete Modules 1, 2, 3 and 4.

Individuals will also need Module 5 Forms of Authority if they are going to need to issue as an AE or receive this permitry as a CP.

Converting current SCO registrations to the new SCO Scheme

Holding an in-date SCO 1 and 2 means an individual is eligible for:

• SCO Renewal Module 1: SCO Core, Module 2: PtW and Module 5: FoA.

Holding an in-date SCO 4 means an individual is eligible for:

• SCO Renewal Module 3: NRO.

Holding an in-date SCO 5 means an individual is eligible for:

• SCO Renewal Module 4: RO.

N.B. where the existing registration is not in date, or if the individual wants to add an endorsement, then they will have to take the initial programme, not a renewal.

Eligibility for SCO Renewal Modules 3 and 4 assumes an individual is holding an in-date SCO 1 and 2 as well as SCO 4/5.

The following table explains the changes:

   11 February 2021         News

Transform your business with our brand new Leadership & Management modules.

We’ve overhauled our Leadership & Development offering and have developed a diverse portfolio of interactive, blended learning modules created to inspire and enable managers and team members to be the best they can be.

Flexible & practical leadership training

Our mission is to ensure our learners engage, learn, remember and act. We provide creative and innovative training solutions combining academic, evidence-based psychology and learning theories with practical workplace applications to maximise the after learning impact.

Our ‘menu’ of managerial, leadership and personal effectiveness modules have been designed to:

• promote ‘growth mindsets’ and self-reflection
• enhance behavioural changes leading to improved performance
• inspire and motivate our learners to achieve more
• enable our learners to adjust to change

Online, in-centre, or on-site – it’s up to you!

We have extensive experience of evaluating individual and business training needs and can, therefore, adjust and expand our current modules to address your specific business needs. Our modules can be structured and timetabled according to your workplace requirements, and can be delivered online, at one of our centres or, to minimise employee ‘downtime’, on site at your premises.

   03 February 2021         News

A warm welcome to Daniel Butcher who joined Develop’s Finance Team last week as a Payables Controller.

After the departure of several temporary colleagues, Daniel joins the team in a permanent capacity and is set to add a fresh perspective to the department.

His role will largely entail reviewing & verifying invoices, processing expenses, monitoring accounts to ensure payments are up to date, assisting with month end closing and maintaining accurate historical records…amongst much more! Phew!

A wealth of customer-facing and finance experience

After a varied career in retail, including a stint as an Assistant Store Manager at Next, Daniel’s career path took a turn almost a decade ago and he was able to follow his true passion; accounts.

In recent years, he has worked in numerous finance-based roles in order to build up his experience alongside undertaking the relevant accountancy qualifications, including a Finance Team Leader for the Co-op and most recently a Purchase Ledger Clerk at Repton School.

Congratulations are also in order as Daniel has recently passed his AAT Level 2, and is soon due to commence Level 3 – a fantastic achievement and great start to becoming a qualified Accountant!

It’s not all work and no play

Daniel has lived in Derby since 1997, and shares his home with his wife Lyndsay and their cat, Oliver. Outside of work he can generally be found pounding the pavements, with his goal for 2021 to partake in his first ever marathon! He’s even keen to run the hour-long route into the Derby office once we’re all allowed back in!

If that all sounds a bit too energetic, you’ll be pleased to know that Daniel is also partial to indulging in some down-time with a good book or video games.

Furthermore, Daniel also spends one evening a week volunteering at local charity, First Steps ED, where he helps people to understand how mental health & eating disorders can affect their finances.

   13 January 2021         News

Develop Training has pledged to play a full and active part in helping increase diversity in the industry during 2021 after it delivered the first free training days of a ground-breaking programme set up to help women take the next step in their careers.

Derby-based Develop Training, which is part of the JTL Group, described the issue as having moved to centre-stage during 2020 in the wake of a series of reports which recognise how the sector’s diversity is below the UK average for gender, BAME and disability, with one study from the Energy and Utilities Skills Partnership finding that just 17% of the workforce in utilities are female, with more than 99% of employees working at craft level being male.

This compares with to a UK workforce average of 47%.

15 days’ worth of training for women working in utilities

Last year Develop launched its Women in Utilities success programme, where it offered eight women working in the industry the opportunity to access high quality training, mentoring and support for free, giving them 15 days’ worth of training in any sector and any discipline, to be taken whenever they wanted.

COVID-19 delayed start of the programme

Develop sent out a call for applicants last March, but due to the lockdown it wasn’t until October that the first learner, Annie Thomson, Regional Customer Operations Administrator at Northern Gas Networks (NGN), was able to access her training days.

She chose a two-day Core Domestic Meter Installation & Commissioning (Limited Scope) course, where she learned the basics of how to install and commission domestic gas sized meters that are sealed off at the meter outlet fitting.

A few weeks later Charlotte King, Contracts and Procurement Manager at WK Engineering Services Ltd in Weston-Super-Mare, took up five days of free training on Develop’s Service and Mainlaying Skills for Managers course.

Aimed at agents, supervisors and network managers, the course offers entry-level experience of working in a utility environment, and is ideal for managers with no formal qualifications in gas networks.

Charlotte chose the course because she has been involved with the operational side of the business for six years and wanted to gain a more thorough understanding and awareness of the technical elements of upstream and downstream gas networks.

Re-evaluating how Develop offer training

Andy Holmes, Develops H&S Manager, who had the initial idea for the programme, said:

“Our Women in Utilities success programme is the first scheme of its type that we have undertaken and it was frustrating to have to wait until towards the end of the year to get it underway because of the coronavirus restrictions.

“However, straight away we realised how important it is to undertake something like this, because of the way in which it will help us to re-evaluate how we offer training to make sure that it’s inclusive of as many people as possible.

“We’re very grateful to all eight women for agreeing to take part because while we’re helping them, we know that we will learn a lot from their participation and how they feel about everything about the training right down to the minutiae like PPE and welfare issues.

“All of these things are important if we are to play our part in addressing the skills gap by making the industry as accessible and welcoming as possible in order that we widen the pool of talent that we recruit from.”

Helping women in utilities get hands-on experience

Annie applied for the course because she wants to be a site manager, but felt she needs hands-on experience of the practical side of the work in order to be taken seriously.

She said: “I feel that women in the gas industry have to work incredibly hard to prove themselves and gain respect, purely because it’s such a male-dominated industry.

“I wanted to be a part of this programme because of the exposure it’ll give me to different areas of the business and the knowledge it will allow me to gain that I would never normally have the opportunity, or access to, in my day to day administrative role.”

Supporting all women to engage in the utilities sector

Chris Adair, Training Manager at Northern Gas Networks, said:

“We are proud to support, not just Annie, but all women to engage in our sector. Women working in Utilities make up a small percentage of not just our workforce but across the entire Gas Distribution Network.

“Annie is keen to progress and she is an ambassador for both women and NGN.”

Charlotte added: “My goal by the end of the Women in Utilities programme is to understand not only what the operational teams are doing, but also why.

“Having this knowledge will be really empowering as it’ll not only build my confidence when I’m coordinating projects, but I hope it’ll also help me gain respect from my colleagues.”

   07 May 2019        Blogs

Every year people die as a result of work in confined spaces.

On average 15 people are killed each year in the UK during work in confined spaces and even more are seriously injured. Fatalities are not just confined to those carrying out work in confined spaces, but also those who attempt to rescue trapped personnel without proper confined space training and rescue equipment.

Under the Health and Safety at Work Act (1974) employers are responsible for ensuring the safety of their employees and others. This is further reinforced by the Confined Spaces Regulations (1997) which are in place to protect staff and others against risks to their health while working in a confined space.

Proper training helps employees remain competent and provides them with the knowledge to spot workplace risks, implement safety controls, write risk assessments and more.

What is classed as a confined space?

Confined spaces are not defined by the physical dimensions of a space but by the hazards that may arise in the space. Therefore, a confined space is defined as any place such as ducts, vessels, culverts, tunnels, boreholes, manholes, excavations, sumps, inspection pits, experimental hutches, tanks, building voids or other similar space in which, by virtue of its enclosed nature, there is a reasonably foreseeable risk of:

• Serious injury arising from a fire, explosion or excess of oxygen
• Loss of consciousness arising from an increase in body temperature
• Loss of consciousness or asphyxiation arising from gas, fume, vapour or the lack of oxygen
• Drowning arising from an increase in the level of liquid
• Asphyxiation arising from a free flowing solid or the inability to reach a respirable environment due to entrapment by a free flowing solid

Under this definition, if an area is substantially enclosed and also presents a reasonably foreseeable risk of one or more of the specified risks, then it should be defined as a confined space.

What responsibility do I have as a business?

Every business has a duty of care to its employees to keep them safe while at work, and this is especially important when confined space working is required.

In the UK, the Confined Space Regulations (1997) is the legislation specifically developed for this type of work. The Regulations and Approved Code of Practice L101 (ACoP) must be considered before any attempt to enter a confined space and emphasise the importance of understanding the environment as well as providing staff with a practicable method of completing the work in a safe way.

Confined space risk assessments

The Confined Spaces Regulations (1997) apply when the risk assessment identifies a serious risk of injury. When this happens, the regulations advise workers check to see if the work can be done another way to avoid entry/work in a confined space.

If this is unavoidable, then the regulations advise taking several precautions, including:

1. A supervisor to remain alert through each safety stage.
2. The air may need testing to see if it is free from toxicity and flammable vapours. If the air isn’t fit to breathe then utilising breathing apparatus is essential.
3. Do your workers have the relevant training or sufficient experience?

Key hazards associated with confined spaces

Employee injury, illness and death are real possibilities when working in confined spaces. That’s why proper training is so crucial to the safety of all workers. Some of the key hazards workers may face are:

• Poor visibility
• Substances entering through piping or other openings
• Moving parts of equipment and machinery
• Temperature extremes
• Noise
• Electrical shock
• Restricted access and egress
• Risk of drowning
• Loose and unstable materials
• Slip, trip, and fall hazards
• Restricted movement
• Falling objects

This list is by no means exhaustive as the hazards are numerous for those who work in confined spaces.

How to manage work in confined spaces

Work in confined spaces should always be avoided unless it is essential to do so. However, if the work is unavoidable then those undertaking the work must ensure that they aware of the risks that may occur and that they are capable and trained in the work due to be carried out. Any emergency equipment must have also undergone appropriate confined space training.

Any confined space work should have:

• A Supervisor – Someone in charge of the job who can ensure safe systems of work are adhered to.
• Persons Suitable For The Work – Someone who has the appropriate confined space training, experience, build, minimal risk of claustrophobia, and fitness to wear breathing apparatus.
• Isolation – In all cases a check must be made to ensure isolation of all flows, pipelines mechanical and electrical equipment is effective.
• Check The Size Of The Entrance – The access to the confined space must be big enough to allow workers wearing all the necessary equipment to enter and exit the confined space easily, and provide ready access and egress in an emergency.
• Atmosphere Testing – Testing for toxic and flammable gas should be carried out before and whilst in the confined space. Remember to use a gas monitor with appropriate sensors and a fitted oxygen sensor.
• Provision of Special Tools and Lighting – Non-sparking tools and specially protected lighting may be required. Use low voltage tools if working in metal tanks.
• Provision Of Breathing Apparatus – Essential if the air inside the confined space cannot be made fit to breathe because of present gases, fumes or vapours or lack of oxygen.

This list is by no means comprehensive and should by no means take the place of any formal confined spaces training.

For more information about the importance of confined space training visit the Confined spaces section of the Health and Safety Executive website at www.hse.gov.uk/confinedspace/

Confined Spaces training with Develop Training

A wide range of solutions are available for businesses that must operate in confined spaces, including advice on the identification of confined spaces from industry experienced specialists, help and advice with developing safe systems of entry, developing training packages relevant to the confined space entry being planned, and advising on the selection, supply and use of all the necessary equipment.

Everyone should go home safe at the end of the day and this is why DTL offer a full range of comprehensive confined space training.

Click here to browse our full range of confined space training courses. Alternatively, you can give our friendly Customer Service team a call on 0800 876 6708.

DTL also offer bespoke training programmes tailored to your organisations’ specific requirements – simply give us a call to get the ball rolling today!

   18 March 2019        Blogs

For years, employers have been calling for more vocational training in schools and further education. Now the government has introduced the T Level.

It’s a technical course that is an alternative to A Levels. Like A Levels, students will spend two years after completion of their GCSEs studying for the T Level, but unlike academic A Levels, T Level students will instead study one of a choice of vocational subjects.

There is still plenty of classroom work but the big difference is that each T Level will include at least 45 days on-the-job work placement with a participating employer.

T levels launching in September 2020

The new qualifications are coming in from September next year (2020). Successful participants will earn a single T Level, which the government says will be equivalent to three A Levels. The idea is that they will then go on either directly into skilled employment – quite possibly with the employer who provides them with work experience – or to further study.

Work experience or further study?

That further study could be in an academic environment (three A Levels will get you a university placement, so a truly equivalent qualification should offer the same). But it’s very likely that many students who have done well in the practical/academic mix of the T Level would go on to a higher apprenticeship. So it’s easy to see employers who have bought into the idea of apprenticeships as a great way to tackle the skills shortages in key industries doing the same with the T Level.

T Level are being designed on the same standards as apprenticeships

In fact, T Levels are being designed on the same standards as apprenticeships, and as with apprenticeships, employers are working with academic institutions to develop the first programmes.

The idea with the T Level is that it gives students an in-depth flavour of a particular industry or industries – at 1,800 hours total study time, they’re a bigger commitment than other technical qualifications – whereas apprenticeships are more likely to suit school-leavers who have a clear idea of the career they want to pursue.

The link between T Levels and career progression

As with apprenticeships, it’s important to put away assumptions about the kinds of careers that T Levels will support. There are already a large number of subject areas that will start coming on offer next autumn, including professional services such as accountancy and creative industries. Click here to visit the Gov.UK website and find out more about T Levels.

Subject areas

At Develop Training, we’re pleased to see subjects on the list that will potentially allow our customers in the utilities and construction sectors to provide vocational training to T Level students, as they already do with apprenticeships.

Here’s the current list of subject areas:

• accountancy
• agriculture, land management and production
• animal care and management
• building services engineering
• catering
• craft and design
• cultural heritage and visitor attractions
• design, development and control
• design, surveying and planning
• digital business services
• digital production, design and development
• digital support and services
• education
• financial
• hair, beauty and aesthetics
• health
• healthcare science
• human resources
• legal
• maintenance, installation and repair
• management and administration
• manufacturing and process
• media, broadcast and production
• onsite construction
• science

   06 March 2019        Blogs

Here’s our quick guide to apprenticeships and where to find out more…

If you’re someone thinking about becoming an apprentice, a family member or an employer, the most important thing to realise is that apprenticeships have changed a lot. So, before you read any further, forget your existing ideas about what apprenticeships are like, and prepare to discover the new opportunities now available.

For a long time, young people and their families have seen universities as the pinnacle of further education, but that’s changing. Fewer young people are choosing to go to university, partly because of higher tuition fees, but also because they realise that a degree is not necessarily a passport to a job.

Apprenticeships, on the other hand, provide a direct path to a career, and better still, you earn while you learn. And those careers are by no means confined to the traditional factory-based jobs that used to be filled by apprentices. You can even do an apprenticeship in management.

High-quality apprenticeship opportunities

There are lots of high quality apprenticeship opportunities available at all levels around the country, in a huge variety of sectors, including aviation engineering, nursing, finance and policing. At Develop Training, we help employers in the country’s vital utilities – that’s gas, electricity, water and energy – to keep Britain running. They can’t do that vital work without highly skilled people, and we are running apprenticeship programmes for big-name employers to help to fill that skills gap. Our successful apprentices are well-qualified and almost always go on to well-paid roles.

Get paid to train

As an apprentice, there are lots of opportunities. Being paid while you go through your training is a big attraction for many young people, and some older ones too because apprenticeships aren’t just for young people.

Receive a recognised qualification

When you complete your apprenticeship, you receive a recognised qualification, which will help you to find work elsewhere if you need to. But, in fact, most apprentices go on to full-time jobs with the employer they trained with.

Classroom and practical-based training

Apprentices get personal support in the company that takes them on as well as guidance from external teachers. Alongside programmes where you learn on the job, you will probably do some classroom and practical training with an approved provider such as Develop Training before you qualify.

Receive paid holidays and student discounts

As an apprentice, you’ll get at least 20 days’ paid holiday a year and you’ll still be entitled to an NUS card entitling you to discounts on everything from rail travel to entertainment.

Find apprenticeship opportunities

The government has launched a new campaign called Blaze A Trail to tell everyone about the opportunities. Watch out for the events and advertisements and take a look at the website https://www.apprenticeships.gov.uk/.

Employer benefits

For employers too, apprenticeships offer significant benefits.

Large employers pay the apprenticeship levy, a kind of tax on their payroll, but they can recoup this by investing it in apprenticeship programmes. It’s been slow to take off, but more employers are now taking it up.

Employing apprentices saves on recruitment costs, and it’s also been shown to deliver a more motivated and loyal workforce, who have been trained to work the way that your company operates. Of course, a loyal, well-motivated and well-trained workforce will deliver better service so as well as saving on up-front employment costs, apprentices also deliver a measurable effect on your bottom line.

Apprenticeship programmes run by Develop Training Ltd

Apprenticeships are clearly good news for apprentices themselves and their employers, and we’re proud to be playing our part in their growing popularity. We’ve been successfully running apprenticeships in leadership & management, gas, water, smart meters and electrics for a number of years with some of the biggest names in the utilities industry. Click here to find out more about all our apprenticeship programmes.