05 February 2024     News

National Apprenticeship Week: 5th -9th February 2024

Hi there, my name is Eleanor Hurt and I’ve worked at Develop Training since April 2022. As a member of the marketing team my role provides me with a lot of variation and exciting projects. I am also learning ‘on the job’ as I’m currently completing my Level 4 Marketing Apprenticeship with Apprentify.

Here’s a little insight into what a week in the life of a Marketing Apprentice at Develop is like:

Monday

The first thing I do on a Monday is to have a meeting with my manager, Stacey, to discuss and plan the week ahead. I personally prefer to have a to-do list I can work through and this is my opportunity to create that and get the week off to an organised start!

I later met with Ben Blessett, a Streetworks Trainer at Develop to talk through all our NRSWA Streetworks training. I’m creating two flowcharts for our customers to help them select the right training courses for their needs, so Ben talked me through all the options and who each course is suitable for.

After my meeting with Ben, I then had to turn the notebook scribbles into two on-brand and easy-to-follow flowcharts that are suitable for customers. For this I used Adobe InDesign; I really enjoy the graphic design aspects of my role but I’m still learning so this took me most of the day to complete.

Once they were both ready, I sent them to Stacey and she checks over them before I create a landing page in HubSpot ready for our customers to download them.

If you want to take a look at the flowcharts, you can find them here and here.

Tuesday

JTL’s Eastbourne training centre is having its official opening on Thursday 8^th February and Develop will be attending with a stand to promote our short courses. Stacey is attending this event along with Develop’s Key Account Manager, Nichola Kitching. In preparation, Stacey and I got a range of stands and promotional materials out of our marketing storage room and assembled it all to decide what would be the best fit for the space we have.

In the afternoon, I drafted our social media plan for the next two weeks. For this I look at the business focuses and the content we’ve recently published on the website, such as blogs, news articles, course updates etc. I then draft the posts along with the visual assets before passing them over to Stacey for her to check. Once they’re approved I’ll schedule them on our social channels using HubSpot.

Wednesday

On Wednesday, I travelled up to our York site with Stacey to meet with Brandon Clark, an F-Gas Trainer at Develop. We’ve recently re-launched our F-Gas Category 1 training course and part of the marketing plan for this is to have some short videos of Brandon offering tips and advice for those who work with fluorinated gases. We spent most of the morning doing the filming and then we’ll edit them back at the office before posting them on our website and social channels in the coming weeks.

Whilst we were in York, I also met with Tanya Crockett who has recently joined as a Centre Coordinator. We had a quick chat and I made some notes ready to draft her new starter article for our internal comms channels, website and socials.

Thursday

It was great to be back in the office today so I could actually get some work done! Following on from Wednesday’s filming, I began by using Adobe Premier Pro to edit the videos we had filmed. I really enjoy doing this because, although I’m nowhere near an expert, I’m really enjoying having the opportunity to learn such a complex piece of software.

We also had some more new starters in the business today, so I interviewed them for their news articles and talked to them about what we do in the marketing department.

Later in the day I drafted some promotional emails in HubSpot for distribution throughout February.

Friday

Friday’s are my dedicated apprenticeship day and I have my calendar blocked out all day to ensure I get uninterrupted learning time to focus. Develop are also paying for me to do my CIM qualification in addition to my apprenticeship and I’m really grateful for this opportunity because, although it’s hard work, it’s a great addition to my CV.

That’s it…the end of the week – phew! Being a marketing apprentice at an SME is definitely a full-on job but the way I look at it is I’m lucky to get exposure to such a broad range of marketing tasks and to have the opportunity to get involved in things that apprentices at larger organisations don’t get to.

I hope you’ve enjoyed reading about my week, and if you’re ever at Develop’s Derby centre please stop and say hello!

   01 February 2024         Blogs

Brandon Clark, a seasoned refrigeration and air conditioning engineer at Develop Training, the UK’s leading accredited provider of compliance, technical and safety training, sheds light on the pivotal role that F-Gas qualifications play in meeting the heating and plumbing industry’s growing demands.

In the ever-evolving landscape of the heating, ventilation, air conditioning, and refrigeration (HVACR) sectors, the role of F-Gas maintenance has become increasingly instrumental to meeting the growing requirements of the industry and to align with new net-zero targets set by the UK government.

As the UK strives to reduce CO2 equivalents by 21% by 2030*, the demand for qualified professionals in the HVACR industry is reaching unprecedented levels and therefore widening the existing skills gap.

What does Net Zero mean for F-Gas Regulations?

To form part of the UK government’s net zero ambitions, new installation targets for heat pumps have been set, which has increased the need for F-Gas qualified engineers. The heating and plumbing industry is moving away from the use of traditional boilers, and replacing them with heat pumps, which have been found to be three times more efficient than fossil fuel boilers.**

Due to their high efficiency, heat pumps are now being installed in a lot of new build sites instead of boilers. The use of natural gas contributes to approximately 20% of greenhouse gas emissions from the UK***, so the shift to lower carbon heating methods, such as heat pumps, is well founded for this reason.

Indeed, to meet the UK government’s net zero commitments, it is estimated that over 20,000 homes every week will need to switch from traditional heating methods to low-carbon heating methods between 2025 and 2050, to ensure those targets are met***. This surge in demand necessitates a skilled workforce capable of installing and maintaining these eco-friendly systems.

Gas Engineers need to upskill and become F-Gas qualified

Becoming F-Gas qualified is not merely a checkbox activity, but is crucial for future-proofing the HVACR workforce, ensuring it remains adept at handling cutting-edge technologies to align with the government’s goals of improving the energy efficiency of buildings.

For current gas engineers, upskilling has become imperative to stay on-top of these industry shifts. Becoming F-Gas qualified is key to mastering new technologies and techniques that define the future of the HVACR industry.

The evolving renewable energy sector and the roll-out of energy efficient products such as the increased heat pump deployment further highlights the need for a skilled workforce, comprised of new and existing professionals, equipped with the knowledge to navigate and maintain these emerging green technologies.

Available F-Gas training

At Develop, our Cat 1 F-Gas training course is one of our most popular and we have recently relaunched the course, certified under the City & Guilds 2079-11 scheme, to tie in with the growth of the F-Gas industry. The course spans over five days and is delivered from our York, Derby and Linlithgow centres. However, the course equipment is mobile, so we are also able to deliver the training at any of our centres or, alternatively, travel directly on-site to customers too.

As the trainer of the relaunched course, it’s important for me to provide delegates with a wide range of essential theoretical, practical and green skills that they are able to take away and apply to F-Gas containing equipment in-line with EU Guidelines and regulations. I have previously been in the delegates’ position and therefore I always make sure I am providing the knowledge and understanding that I once required to those that I am now training.”

As the HVACR industry grapples with the challenges of climate change, these certifications are not just credentials—they are the building blocks of a workforce capable of steering the sector towards a sustainable and environmentally-conscious future, while contributing towards the wider net zero targets from the UK government.

To find out more about Develop’s F-Gas course or to sign up for training, please visit: https://www.developtraining.co.uk/courses/electrical-and-mechanical/f-gas

To learn more about F-Gases and how the regulations affect your business, take a look at the latest blog posts on the subject here: www.developtraining.co.uk/blogs

* https://netregs.org.uk/

** https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/1148252/powering-up-britain-energy-security-plan.pdf

*** https://www.nationalgrid.com/stories/energy-explained/what-is-a-heat-pump

   29 January 2024         Blogs

In today’s highly competitive and rapidly evolving business landscape, leadership effectiveness is not just an aspiration but a strategic imperative. Leaders are expected to navigate complex challenges, inspire their teams, and foster a positive organisational culture. To meet these demands, leaders need more than just technical skills; they require a high level of emotional intelligence (EI).

By understanding the impact of EI training and its various facets, businesses can unlock the potential for sustainable growth and resilience. Moreover, investing in EI training can lead to higher employee engagement, lower turnover rates, improved customer relations, and a more positive corporate reputation.

This article delves into the profound impact of emotional intelligence on leadership effectiveness in both private and public sector organisations, and gives insight into some of the requirements of implementing a successful EI training strategy.

What is Emotional Intelligence?

Emotional Intelligence (EI) is a set of skills and abilities related to the recognition, understanding, management, and use of emotions in ourselves and in our interactions with others. The term was first coined in 1990 by researchers John Mayer and Peter Salovey, but was later popularised by psychologist Daniel Goleman.

EI encompasses a wide range of emotional and social competencies that influence our behaviour, decision-making, and relationships. The most effective leaders consider emotional intelligence a critical skill to recognise and solve their team members’ problems.

EI can be broken down into several key components:

• Self-Awareness
• Self-Regulation
• Motivation
• Empathy
• Social Skills:

Emotional intelligence is considered a critical skill set in various aspects of life, including personal relationships, leadership, and workplace success. It plays a vital role in effective communication, conflict resolution, decision-making, and overall emotional well-being. High emotional intelligence is associated with better mental health, improved interpersonal relationships, and enhanced performance in both professional and personal realms. Employees with high emotional intelligence are more likely to stay calm under pressure, resolve conflict effectively, and respond to co-workers with empathy.

Leaders must lead by example

Effective implementation of EI training should be top-down, with leaders setting the example. Leaders set the tone of their organisation. Those who exhibit emotional intelligence not only serve as role models but also create a culture where EI is valued throughout the organisation. If they lack emotional intelligence, it could have more far-reaching consequences, resulting in lower employee engagement and a higher turnover rate.

Senior leaders, including the CEO, must model emotionally intelligent behaviours. However, this can be a challenge, as it requires a high level of self-awareness and a commitment to continuous growth. Leaders who prioritise emotional intelligence set the tone for the entire organisation and create an environment where EI is celebrated. An organisation led by a leader who lacks emotional intelligence cannot survive the tide of a complex business environment.

Mindfulness and Self-Awareness

Leaders’ mindfulness and high self-awareness are foundational to emotionally intelligent leadership. Mindfulness practices enhance self-awareness, allowing leaders to better understand their emotions and responses, ultimately leading to more effective decision-making and communication.

Voluntary Participation Enhances Engagement

Participation in EI interventions is most effective when it is voluntary. Learners must feel a genuine need, liking, or both, to learn, and spend the time and energy needed in developing their emotional intelligence. When individuals willingly invest their time and energy in such training, they are more likely to apply what they learn in their leadership roles. However, it’s essential to recognise that voluntary training may sometimes reach only those who are already inclined toward emotional intelligence.

Compassion-Driven Culture

A compassionate, rather than performance-driven, culture sets the stage for successful EI training transfer and consolidation in the workplace. When employees feel supported and valued, they are more likely to embrace and apply their emotional intelligence skills. Compassion fosters a sense of psychological safety that encourages open communication and collaboration.

Allowing Sufficient Time for Change

Organisations often seek quick results, but emotional intelligence development is a gradual process. Change, especially in larger organisations, tends to be incremental. It’s crucial to understand that the compound effect of small changes can lead to substantial improvements over time. Patience and commitment to the process are key.

Fostering a Supportive Community

Being part of or creating a supportive community can significantly aid leadership development. Such communities provide mentoring and networking opportunities, fostering empathy and influencing skills. This type of support helps to consistently motivate team members and leaders to put their best foot forward as well as helping to develop a strong bond between a leader and their team.

Experiential Learning and Coaching

Effective EI training should be experiential, rooted in self-reflection, and aligned with self-selected goals. Coaching can play a pivotal role in supporting individuals on their EI journey, as it encourages self-discovery and provides personalised guidance.

Transformational coaching is particularly valuable for EI development. It activates positive emotions, which are essential for learning transfer and intentional change. Positive affect enhances motivation and fosters a growth mindset, enabling leaders to embrace and apply their emotional intelligence skills more effectively.

Develop’s Organisation Development Consultant’s have been developing a six-month Coaching & Mentoring programme that aims to provide opportunities to develop, practise and apply the coaching and mentoring thought processes, techniques and tools. This six-month programme will consist of monthly group sessions and 1-2-1 coaching. It has been designed to take leaders through the experience of being coached and undergoing deep self-analysis.

Individuals who partake in the course will get the opportunity to develop their listening and observation skills, empathy, communication, influencing and other supporting skills for coaching and mentoring management and leadership.

Register your interest here to find out more about the programme when it is released: https://resources.developtraining.co.uk/mentoring-coaching-leadership-register-interest

Risks of Internal Coaching

Internal coaching can be challenging due to the pressure internal coaches face while juggling their daily responsibilities. Insufficient support from leadership can also hinder the effectiveness of internal coaching efforts. Consider external coaching options when these challenges are present.

Conclusion

Emotional intelligence is a game-changer in leadership effectiveness, both in the private and public sectors. To harness its full potential, organisations must commit to voluntary, multi-level, and spaced-out EI training. They should prioritise resonant leadership, compassion-driven cultures, and senior leaders as role models.

Additionally, transformational coaching, mindfulness, and supportive communities are invaluable tools in fostering emotionally intelligent leadership.

In short, the insights offered here provide actionable strategies for businesses to create a leadership culture that drives performance, adaptability, and long-term success.

Investing in emotional intelligence is an investment in the future success of any organisation.

Does your organisation need help with mentoring & coaching leaders?

We can help.

Click here to browse our range of ‘off the shelf’ Leadership & Management training programmes.

Register your interest here to find out more about the Coaching & Mentoring programme when it is released: https://resources.developtraining.co.uk/mentoring-coaching-leadership-register-interest

Alternatively, we are highly experienced in developing bespoke training programmes for organisations across a wide variety of industries. Simply get in touch with our Customer Service team on 0800 876 6708 or enquiries@developtraining.co.uk and a member of our Leadership & Management team will call you back to discuss your unique needs.

In the meantime, why not take a look at a recent leadership programme we developed for National Grid. Click here to view.

   24 January 2024         Blogs

In this month’s instalment of our Meet the Team blog, we’d like to introduce you to Gas Utilities and Street Works Trainer, Wayne Stones.

Apprenticeship roots

Wayne grew up in the small Yorkshire town of Pontefract and took his first step onto the career ladder in 1992 when he began an apprenticeship with British Gas, which later rebranded to Northern Gas Networks (NGN). During his apprenticeship he worked as a Gas Distribution Craftsman before moving onto the role of Team Leader following the completion of his training. This saw him take responsibility for a team of colleagues repairing damaged parts on the gas network.

Wayne’s career journey went from strength-to-strength during this time as he undertook various roles including a Network Distribution Engineer, where he gained more responsibility and became an expert in installing and repairing a variety of gas networks and appliances, and a Network Officer, where he supervised a total of eight teams of engineers repairing gas escapes in the network, across six years. Wayne then decided to make a move into the IT side of the business in the role of Release Manager, whereby he was responsible for looking into the hardware and software that colleagues had collected from sites.

Joining Develop

Wayne joined the Develop team in January 2022 after having seen a Utilities & Streetworks Trainer vacancy advertised via the business’s Emerge & Evolve Trainer Recruitment Programme.

The programme is aimed at tackling the sector skills shortage and getting those who are currently working ‘hands on’ in the industry to become Trainers of the future. Develop provide a full package of training to help individuals’ hone their training and delivery skills so they can pass on their invaluable experience to the next generation of utility workers. Further information on the programme is available here: https://www.developtraining.co.uk/emerge-and-evolve

Wayne explains,

I felt it was time for a change in my career and I was keen to share the knowledge and experience that I’d gained over my30 years of working in the gas industry. The opportunity at Develop came at just the right time and I feel incredibly lucky to have been offered formal training, qualifications, and a fantastic mentor, to guide me on this journey.”

Much of the training that Wayne delivers is based in-centre at York and Derby, however he also travels across the country to Develop’s other centres in Swindon, Essex, Manchester & Scotland to deliver bespoke courses for various companies in the utilities sector. Wayne regularly teaches NCO Gas, Street Works (NRSWA) and gas escape training, and works with a number of high-profile organisations, including NGN.

First-hand experience working on the gas network

After spending 30 years in the gas network industry, Wayne has invaluable experience and knowledge that he can share with the delegates that attend his courses. His past hands-on roles at British Gas/NGN have allowed him to develop technical knowledge that he is able to refer to during training.

Wayne says that he really enjoys his role at Develop and feeling that he is making a difference with his teaching.

He says:

There are people that I’ve trained, and I see them coming back for additional courses, so it’s always great to see how far they’ve come.”

He also says that he finds it extremely rewarding to see that his training is helping his delegates to progress in their career as they move into more senior and management roles.

Outside of work, Wayne is a keen house DJ and regularly plays at local bars and festivals, and also practices Brazilian Jujitsu with his son.

To find out more about the courses that Wayne delivers please click here: https://www.developtraining.co.uk/training/utilities

   10 January 2024         Blogs

Since 2011, anyone working on English highways is subject to street works training under the New Roads and Streetworks Acts 1991 (NRSWA).

NRSWA legislation also requires operatives and supervisors to be re-assessed every 5 years to ensure they maintain their level of skill and understanding since they registered or last re-registered.

Here are the top FAQ’s we receive about street works training and re-assessments:

1. What is a NRSWA course?

NRSWA (street works) training courses are designed for Supervisors and Operatives who work on the highways and are required to carry out their duties to the standards prescribed by an Awarding Body in-line with the New Roads and Street Works Act 1991 (NRSWA), current legislation, and any applicable Approved Codes of Practice (ACOP’s).

2. How do I get a NRSWA card (ticket)?

In order for operatives and supervisors to work legally on the highways, they must register with the Streetworks Qualification Register (SWQR) . To do so they need to hold the up to date Streetworks qualification.

When the individual has successfully completed their training and assessment (s) the Training Provider will notify the Awarding Body who will then issue certificates for the units or qualifications they have successfully completed.

Once the certificates are issued, the Training Provider will apply on the individuals’ behalf to the Street Works Qualifications Register (SWQR) for their ID Card.

To keep qualifications and NRSWA cards (tickets) up to date individuals must be reassessed every five years to show that they are professionally competent to work on English highways.

Develop Training offer a number of NRSWA training courses including, those for Operatives, Supervisors, Inspectors & Auditors, as well as re-assessment training.

View the full range here: https://www.developtraining.co.uk/training/utilities/street-works/

Individuals must ensure that they apply to renew their qualification(s) no less than 3 months prior to the expiry date. If they do not register in time, they will need to retake the full unit, which will result in additional time spent away from work and extra cost.

3. How much does a street works ticket cost?

In the industry, street works cards or SWQR cards are commonly known as ‘tickets’.

Streetworks courses vary in length, depending on the requirements of the learner. Courses range from 1-5 days and therefore vary in price. Question 4 of this blog post outlines the minimum requirements to obtain a streetworks card (or ticket) – therefore, these courses would form the minimum cost of a street works ticket.

4. What are the minimum qualifications required to get on the SWQR and get a Street Works ID card?

For Operatives:

LA – Location and Avoidance of Underground Apparatus

or

O1 – Signing, Lighting and Guarding

LA can be held in its own right, as can O1, however, both are required if you wish to progress on to further units.

For Supervisors:

LA – Location and Avoidance of Underground Apparatus

or

S1 – Monitoring, Signing, Lighting and Guarding

LA can be held in its own right, as can S1, but both are required if you choose to obtain further certificates.

Key Street Works (NRSWA) Units in Wales and Northern Ireland are:

For Operatives:

Certificates for LA, O1 and O2 must be held if you work in Wales and/or Northern Ireland.

LA – Location and Avoidance of Underground Apparatus

O1 – Signing, Lighting and Guarding

O2 – Excavation in the road/highway

For Supervisors:

LA – Location and Avoidance of Underground Apparatus

S1 – Monitoring, Signing, Lighting and Guarding

S2 – Monitoring Excavation in the Road/Highway

Note: In Northern Ireland and Wales, O1-Signing, Lighting and Guarding and S1-Monitoring Signing, Lighting and Guarding cannot be issued alone on an SWQR card. You must hold at least one of the above combinations in order to be issued with a valid ID card.

5. Which Units do I need to obtain a full Street Works card?

For Operatives:

LA – Location and Avoidance of Underground Apparatus. Find out more here.

O1 – Signing, Lighting and Guarding. Find out more here.

LA can be held in its own right, as can O1, however, both are required if you wish to progress on to further units.

O2 – Excavation in the Highway. Any operative who is performing excavations will need this unit to be able to dig down to reach buried utilities. Find out more here.

O3 – Reinstatement and compaction of backfill materials. Any operative working within a reinstatement team would need this unit to be able to reinstate the road after the utilities have been installed, however this only covers up to back fill level.

O4 – Reinstatement of sub-base and base in non-bituminous materials. This unit comes in after the backfill level (Unit O3) and allows operatives to reinstate up to base level, including sub-base and base.

O5 – Reinstatement in cold lay bituminous materials. This unit is about the reinstatement of cold lay to cover the excavation.

O6 – Reinstatement in hot-lay bituminous materials. This unit is about the reinstatement of hot lay.

O8 – Reinstatement of modular surfaces & concrete footways. This unit covers concreting in the footways, such as laying block paving and slabs. A reinstatement team would need this if working with concrete footways or modular footways and roads.

For Supervisors:

LA – Location and Avoidance of Underground Apparatus. Find out more here.

S1 – Monitoring, Signing, Lighting and Guarding. Find out more here.

LA can be held in its own right, as can S1, but both are required if you choose to obtain further certificates.

S2 – Monitoring excavation in the highway. This unit covers the supervisory role of excavations. Find out more here.

S3 – Monitoring reinstatement and compaction of backfill materials. This unit covers the supervisory role of backfill.

S4 – Monitoring reinstatement of sub-base and base in non-bituminous materials. This unit covers the supervisory role of base and sub-base.

S5 – Monitoring reinstatement in bituminous materials. This unit covers the supervisory role of all bituminous material regardless of whether it is cold or hot lay.

S7 – Monitoring reinstatement of  modular surfaces and concrete footways. This unit covers the supervisory role of concrete in the footways and modular surfaces in the road and footways.

Download our handy pdf guide that shows which NRSWA courses are available for Operatives and Supervisors, and the courses that are offered by Develop Training: https://resources.developtraining.co.uk/develop-guide-to-streetworks-training

Develop Training offer a 5 day training course that covers all these units for Operatives and/or Supervisors. Further information can be found here: https://www.developtraining.co.uk/courses/streetworks/operatives-and-supervisors/nrswa-reinstatement-of-highway/

6. Why do I need streetworks (NRSWA) refresher training?

Undertaking a street works (NRSWA) re-assessment ensures that operatives and supervisors work legally, safely and efficiently on the highways, maintaining their level of skills and understanding. Refresher training helps operatives and supervisors to understand the latest NRSWA legislation, and any changes to practices on the highway that may have occurred since their last training.

7. What are the pre-requisites for individuals looking to undergo Streetworks Refresher Training?

Streetworks Refresher Training can only be taken in units that the operative or supervisor already holds. For new areas of work, the individual must attend the full streetworks (NRSWA) training course for the units they wish to complete, before they can register with SWQR.

Reassessment takes the form of multiple choice questions on each unit the candidate wishes to renew. These are completely electronically and are timed under exam conditions.

Develop currently offers two NRSWA re-asessment courses:

A 1 day course for individuals who need to be re-assessed to renew their SWQR Streetworks card for LA + O1, O2 / S1, S2 (Units 1, 2, 3, 10, 11). Find out more here.

A 1 day course for individuals who need to be re-assessed to renew their SWQR Streetworks card for O3 – O8 / S3 – S7 (Units 4, 5, 6, 7, 8, 9, 12, 13, 14, 15, 16). Find out more here.

8. How can I obtain a copy of my NRSWA certificate?

If you undertook your street works (NRSWA) training with Develop Training at one of our training centres in Derby, York, Swindon, Manchester, Brentwood, Linlithgow (Scotland), Birmingham, or Norwich then you can contact our Customer Service team on 0800 876 6708 or enquiries@developtraining.co.uk and request a copy of your certificate (certificate charges may apply). This also applies to any training that was undertaken on-site but run by Develop Training.

For all other certificates, you must contact the training provider at which you completed the training.

9. Which Awarding Organisation does Develop Training use?

Following successful completion of a written and practical assessment for each unit/qualification, learners will receive a CABWI certificate in recognition of their achievement.

10. Where does Develop run NRSWA training courses?

Develop has eight dedicated training centres and NRSWA training courses can be run from the majority of them, including Derby, York, Birmingham, Norwich, Swindon, Linlithgow (Scotland), Brentwood, and Manchester. We may also be able to provide a training course on a site or location of your choice. Find out more about our training centres here.

11. What’s the difference between streetworks and roadworks?

Street works are those completed by utility companies to install, repair and maintain their services. Road works are works completed by the highway authorities.

At Develop Training we’ve streetworks courses to meet the training needs of every streetworks discipline; from signing, lighting and guarding, to reinstating the highways, dropping a kerb, and locating and avoiding underground apparatus. We deliver NRSWA training at centres across the UK including: Derby, Swindon, York, Brentwood (Essex), Manchester, Norwich, Birmingham & Linlithgow in Scotland. We can also deliver onsite training if required.

View our full range of streetworks training courses here: https://www.developtraining.co.uk/training/utilities/street-works

Download our handy pdf guide that shows which NRSWA courses are available for Operatives and Supervisors, and the courses that are offered by Develop Training: https://resources.developtraining.co.uk/develop-guide-to-streetworks-training

Unsure which course you need? Our flowchart will help you work out which training course you require to safely & competently carry out specific aspects of street works: https://resources.developtraining.co.uk/develop-streetworks-flowchart

Contact us

Contact us today on 0800 876 6708 or enquiries@developtraining.co.uk to book a place on a street works (NRSWA) training course or enquire about a bespoke course at a location of your choice.

   08 January 2024         Blogs

For this month’s Meet the Team blog, we’re introducing our Senior Confined Spaces Trainer, Chris Tennant.

With a rich background in the water industry, Chris has brought a wealth of experience and expertise to Develop over his nine years at the business.

A background in the water industry

Chris began his career after leaving school in electrical engineering, where he worked in the role of coil winder on repairing and rewiring electric motors. Following this, he transitioned into the water industry as a leakage technician on water systems through spells working for companies surveying and mapping of underground assests, including a short spell in the Kurdish region of northern Iraq to train local staff in low cost leak detection methods. Chris eventually joined GWC Ltd., where he was contracted to Thames Water, Severn Trent and Scottish Water to work across various roles including working in a drawing office, surveying manholes and managing the distribution of pressure and leakage surveys.

During my eight years at GWC Ltd, I had the pleasure of travelling all across the UK, covering regions including Scotland, Yorkshire, Cornwall and North London to analyse DMA flow and pressure data.”

Chris then worked for just over a year with H20 Water Services Ltd. as a team leader, working to repair large water leaks in Yorkshire. Following this, Chris then moved back to his previous employer, GWC Ltd., and began training those starting to work in the water industry. This role involved Chris using his many years of experience to help to design and implement training and assessment programmes on leakage practices and equipment.

I grew to learn that many individuals that were entering the water industry had little to no previous experience, so I knew it was my duty to let them know the sorts of scenarios they would be dealing with.”

Joining Develop

In 2014, Chris joined Develop after hearing positive things from a previous manager that had recently joined the company.

Chris initially came on-board to work on the water-side of the distribution network as a training consultant, however, his previous skills quickly caught the attention of the team, and he was soon involved in a wide variety of projects, utilising his previous experience in training too.

Current role and responsibilities

Chris currently works as a Senior Confined Spaces Trainer at Develop. His responsibilities include working closely with other trainers to design Develop’s courses, and training delegates for confined spaces work.

It’s a priority for us to ensure the delivery of our courses meet the specific needs of each of our clients. We collaborate closely with each business we work with to understand their training requirements and how we can streamline our courses to meet their needs.”

Additionally, Chris plays a crucial role in the internal quality assurance aligning courses with the relevant awarding bodies. He also works closely with the sales team and senior account managers to ensure clients receive high-quality training that is catered to the confined spaces environments they are operating in.

Chris recently wrote a blog that provides a detailed 20-point confined space entry checklist for producing a safe system of work. The checklist underscores the critical importance of implementing rigorous safety measures when working within confined spaces, regardless of the industry involved, and has been very well received by Develop’s customers.

Bringing real-world confined space experience

Chris believes it is vital for trainers to apply their own industry experience into their role when training delegates to allow for real-world examples to be applied to the learning materials presented.

“I have found that delegates appreciate trainers with real-world experience, and at Develop, the majority of the trainers we work with have had extensive exposure to the areas they now teach.

In my previous role, we used to survey manholes and I have also experienced being in the Victorian brick sewers and large rainwater tanks, which are all scenarios that I now apply to my teaching from a practical perspective for delegates to learn from.”

10 years of success

Approaching his 10-year anniversary in November 2024, Chris has played a pivotal role in developing bespoke courses for Develop’s wide range of clients.

“A particular highlight of mine is when we designed and delivered a remote course for individuals that were managing the confined spaces work, but wouldn’t be entering the confined spaces themselves.

We developed an in-depth, interactive course that included breakout rooms, questionnaires and an assignment that we then marked and provided feedback on.

The remote course was a great success and evidenced our commitment to creating innovative and tailored solutions to meet the needs of delegates.”

Life in Norfolk

Outside of work, Chris keeps himself busy with cycling, hiking and photography. His weekends often involve walks along nearby rivers, and he’s even had the opportunity to explore the Lake District twice this year.

Chris Tennant is more than just a Senior Confined Spaces Trainer; he’s a dedicated professional with a passion for quality training and many years of industry experience.

Confined Spaces Training Team

Interested in finding out more about Develop’s Confined Space training team? Click here to discover more about the team and their range of abilities.

Visit our dedicated webpage to view all the confined spaces training offered by Develop, all of which can be offered at one of our training centres in Swindon, York or Derby, as well as on-site at a location of your choice via our confined spaces mobile unit.

Alternatively, click on one of the blog posts below to find out more about confined spaces and how your organisation should be managing them.

   08 December 2023         Blogs

The NCO gas scheme is an evidence-based skills scheme for individuals working on the gas network infrastructure. It categorises some aspects into ‘pipe size’ categories and can also incorporate registration of an individual’s specialist skills such as Escape, Locate & Repair.

There are 3 routes to registration for the NCO (Gas) scheme:

1. completion of a regulated national vocational qualification (NVQ), e.g. City & Guilds Level 2 Network Construction Operations (Gas), or
2. completion of the Level 2 Gas Network Team Leader (GNTL) Apprenticeship or
3. completion of the Gas Network Operative (GNO) Apprenticeship

Are you unsure which NCO gas training course you need? View our handy NCO Gas pathways guide to help you determine which course you need to take.

Develop Training offers the following NCO training courses:

Network Construction Operations Gas Level 1

Network Construction Operations Gas Level 2 – Initial Units 

Network Construction Operations Gas Level 2 – Service Laying

Network Construction Operations Gas Level 2 – Main Laying

Network Construction Operations Gas Level 2 – Escape, Locate & Repair

Network Construction Operations Gas Level 2 – Main Laying Upskills Gas 180mm-355mm

Network Construction Operations Gas Level 2 – Gas above 355mm

Network Construction Operations Gas Level 2 – Portfolio Build Day

Meter Disconnection for Gas Team Leaders

Under Pressure Branch Connections (Gas) – up to 7 bar

Impact Moling/Thrustboring

Multi-Utility Electrofusion Jointing – up to 355mm

Multi-Utility Butt Fusion Jointing – up to 355mm

Multi-Utility Large Diameter Fusion Jointing – above 400mm

   01 December 2023         Blogs

Regulations can be confusing, frustrating and difficult to understand; particularly when concerning confined spaces. The definition of a confined space is broad and can lead to a grey area that poses several risks for the safety of workers and the potential for large fines if regulations aren’t adhered to correctly.

What are the 1997 confined space regulations?

The Confined Spaces Regulations of 1997 contain the following three key duties:

1. Avoid entry to confined spaces where possible, e.g. by doing the work from the outside
2. If entry to a confined space is unavoidable, follow a safe system of work
3. Put in place adequate emergency arrangements before the work start

What should be done before working in a confined space?

Before any work in confined spaces takes place, a suitable and sufficient risk assessment must take place.

There is often confusion as to whether there are any specific hazards within an environment, but therein lies the problem; just because there are no known hazards doesn’t mean that they don’t exist.

A correct risk assessment involves identifying all of the potential hazards that are present, and from this, all risks can be assessed and safety precautions can be determined.

The following areas should be considered:

• The task and the environment
• The suitability of employees
• The working environment
• Working tools and materials
• Arrangements in case of emergency

A safe system of work for confined spaces

If your assessment identifies any risks of injury, the Confined Spaces Regulations 1997 outline several key duties:

If possible, avoid entry to confined spaces environments

Check if there is any other viable way for the work to be completed, a different approach (such as working from the outside) can reduce the need for confined space work. Pose the question as to whether the work is necessary at all or consider modifying the space itself so that entry is no longer required.

If entry is unavoidable, follow a safe system of work

Use the results of your risk assessment to identify all possible precautions in order to reduce the risk of injury. This system must be identified and put into practice and everyone involved will need proper training and instruction. Which of course, Develop can assist with – you can see our full range of confined spaces training courses here.

Suitability of employees

As well as the general training for all employees, you may need to appoint competent people to help you manage the risks. Furthermore, supervisors should be given responsibility to ensure that the necessary precautions are taken, to check safety at each stage and may need to remain present while work is underway.

Working tools and materials

PPE in such environments is a given, but in some cases the use of additional signage and special emergency communication tools and electronic sensors will be necessary. Workers will also need to be mindful of introducing a hazard within the space, such as flammable and aerosol like materials.

There should always be training on how to use all rescue and resuscitation equipment.

Safety arrangements in case of emergency rescue from a confined space

Regulation 5 of the Confined Space Regulations 1997 states:

... no person at work shall enter or carry out work in a confined space unless there have been prepared in respect of that confined space suitable and sufficient arrangements for the rescue of persons in the event of an emergency, whether or not arising out of a specified risk.”

Having a rescue team present at every confined space entry is not a legal requirement. However, it is a requirement to have both suitable and sufficient emergency arrangements in place.

Your arrangements should be aligned with the level of risk. They should be suitable, sufficient and in accordance with current best practice.

These rescue arrangements may include:

Self-Rescue – for a very low risk entry, this may include the use of gas detection equipment and escape breathing apparatus which gives the wearer sufficient air to evacuate.

Non-Entry Rescue – for a vertical entry where the entrant does not traverse and will not become entangled, this may include the wearing of a harness connected to a mechanical device capable of lifting a casualty out of the space.

Casualty Extraction – for an entry where there’s no risk of a hazardous atmosphere, a casualty extraction team can recover a casualty who has become ill or injured.

Rescue Team – this will be more appropriate for an entry where there is a reasonably foreseeable risk of a hazardous atmosphere.

Confined spaces training

At Develop Training, we believe that a well-trained workforce is the bedrock of workplace safety. Our tailored training programmes equip your employees with the knowledge and skills necessary to navigate confined spaces safely, ultimately reducing accidents and saving lives.

Remember, investing in training is an investment in your employees’ well-being and the overall success of your business.

We offer a wide range of confined space training solutions including:

Awareness of Confined Spaces

Confined Space Entry & Escape Breathing Apparatus

Level 2 Award in Working in High Risk Confined Spaces

Level 3 Award in Emergency Rescue & Recovery of Casualities from Confined Spaces

Level 2 Award in Working in Low Risk Confined Spaces

Confined Space Medium Risk & Top Person

Authorised Person: Confined Spaces

View our full range of confined spaces courses here: www.developtraining.co.uk/training/utilities/confined-spaces

Our locations

Training can be offered at our Derby, Swindon or York based centres or at a location of your choice via our mobile confined space unit: Learn more

Contact us

Contact us today on 0800 876 6708 or enquiries@developtraining.co.uk to learn more about our comprehensive confined space training solutions.

   23 November 2023         Blogs

Every individual working on equipment containing fluorinated gases must hold a personal F-Gas qualification/certificate. Every business entity, whether working as a sole trader or a limited company, must hold a company registration certificate (REFCOM) for any work involved with any part of an installation, repairs, servicing, maintenance, or decommissioning.

This means that someone working as a sole trader must be registered as a company as well as hold their individual F-Gas certification i.e. City & Guilds 2079-11, BESA FGas, CITB J11, or LCL FGas.

Qualifications for new entrants to the refrigeration, air-conditioning and/or heat pump industries

If you want to work in the Refrigeration, Air Conditioning and/or Heat Pump Industry, installing, servicing and leak checking systems the City & Guilds Award in F-Gas and ODS Regulations: Category I – Leak checking, recovery, installation, service, maintenance of equipment qualification is the legal minimum requirement.

Suitable for new entrants to the industry or those with no previous training, Category 1 f – gas means you are able to carry out any of the controlled activity on any size system.

There are, however, a number of different F-Gas qualification levels. These are as follows:

• F-Gas Category 1 covers the installation, service, maintenance, recovery and leakage checking of stationary refrigeration, air conditioning and heat pump equipment with a charge more than 3kg or 6kg (if hermetically sealed).
• F-Gas Category 2 covers equipment with a charge of less than 3kg (6kg if hermetically sealed).
• F-Gas Category 3 covers refrigerant recovery from stationary refrigeration, air conditioning and heat pump equipment.
• F-Gas Category 4 covers leak checking of stationary refrigeration, air conditioning and heat pump equipment.

How do I apply for a F-Gas Category 1 certificate?

Develop Training are able to offer F-Gas Cat 1 (City & Guilds 2079-11) training course at centres across the UK including, York, Swindon, Derby, Manchester, Linlithgow (Scotland), Norwich, Brentwood & Birmingham. Our equipment is mobile so we can also deliver bespoke F-Gas training at a location of your choice. The training course is certified under the City & Guilds 2079-11 scheme.

Find out more about the F Gas Category 1 training course here: https://www.developtraining.co.uk/courses/electrical-and-mechanical/f-gas-fluorinated-gases-electrical-and-mechanical/f-gas-cat1-city-guilds-2079-11/

   20 November 2023         Blogs

For this month’s Meet the Team blog, we’re introducing our Organisational Development Consultant, Hanna Magdziarek, who is currently in the process of developing a bespoke mentoring and coaching programme for Develop.

A passion for personal development

Hanna’s career in developing people started several years ago following her first master’s degree. She subsequently became a qualified English teacher, training adult learners in organisation’s.

Hanna explains, “I’ve always enjoyed working with individuals who become responsible partners in the process of learning and help to co-create it. This experience led me to search for roles in the higher education sector, where, at least in my experience, there is a lot of emphasis on personal and professional development and support for the employee.

After almost 10 years working for a top 10 global university, which helped me explore and develop my skills and experience in areas of interests such as Leadership, Operational Excellence, Performance Coaching and Wellbeing, I set up my own coaching and training consultancy and worked with a range of clients from the HE, Finance and Utilities sectors as a consultant and trainer, and individual clients as an executive coach.”

Hanna continues, “I found setting up my own consultancy so rewarding and fulfilling that it inspired me to continue my higher education in MSc Business and Organisational Psychology, which opened new doors for me in people development.”

Hanna also has a keen interest and experience in delivering the ‘operational excellence’ methodology she often  revisits while improving organisational processes and systems.

Hanna’s role at Develop

Hanna joined Develop in December 2022 as an Organisational Development Consultant. A crucial element of her role is designing and delivering courses that allow delegates to maximise their leadership effectiveness and positive impact to their team.

Hanna delivers a wide range of short courses, typically lasting between one to five days and covering topic areas such as mental resilience and cognitive flexibility, managing oneself and positive communication. Whist the majority of Hanna’s courses are delivered virtually, she also travels to organisations to deliver face-to-face sessions.

In my role, I work with client organisations by advising, designing, delivering and evaluating training to help current and future leaders embrace the challenges of contemporary leadership that stem from the slightly cliché, but still true, VUCA world (volatile, uncertain, complex and ambiguous)). This helps them to become more people-oriented, nurturing leaders.”

Hanna’s role at Develop involves training and helping organisations to define their challenges and needs, and designing a suitable intervention for them to overcome these challenges.

All employers need to create a return-on-investment and my role at Develop is to ensure that the training we provide to our clients is both evidence-based and professional, as well as learner-centred, considering individual needs and aligning these with clients’ organisational goals.”

Introducing Develop’s new mentoring and coaching programme

Recently, Hanna has been in the process of creating and trialling a brand-newcoaching and mentoring programme for Develop, in response to the increasing need for leaders to be able to coach and mentor staff.

Our programme has been designed to take leaders through the experience of being coached and a deep self-analysis, including several psychometrics exercises, to let them become acquainted with the process and the value coaching and mentoring bring to the table. The programme will provide opportunities to develop, practise and apply the coaching and mentoring thought processes, techniques and tools that delegates can go on to apply to their work immediately, all while being supported by a qualified and experienced coach.

The six-month programme will consist of monthly group sessions and 1-2-1 coaching. Individuals who partake in the course will get the opportunity to develop their listening and observation skills, empathy, communication, influencing and other supporting skills for coaching and mentoring.

Further information on the programme will be available shortly. To register your interest please click here.

Reflecting on highlights at Develop

Hanna is quickly approaching her one-year anniversary at Develop and reflects on her key successes so far, in particular, the development of the new mentoring and coaching programme.

Develop is unique because we are truly committed to tailoring our training to delegates’ needs, including accommodating specific learning needs.”

Another highlight during Hanna’s time at Develop has been receiving positive feedback from delegates who have attended training and felt that they were able to take away valuable tools to implement in their day-to-day roles.

I have had feedback from various delegates which has highlighted how engaging and eye-opening they found the sessions and that they could tell I was an expert in and a strong believer in what I was teaching them.”

Hanna plans to launch Develop’s new coaching and mentoring programme at the start of 2024, delivering it across different organisations’ mid to senior management teams to support them with building their coaching and mentoring skillset and to take their leadership to the next level. Click here to register your interest and be the first to find out more once it is released to the public in early 2024.

Further information on Hanna’s Mentoring & Coaching Training Programme will be released at the start of 2024. If you would like to register your interest in this course please do so here: https://resources.developtraining.co.uk/mentoring-coaching-leadership-register-interest