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1 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Apprenticeships and Engineering Council Registration
for Plumbing and Domestic Heating
‘Industry Perception - Across the UK’
Final Report
October 2014
A joint research project between
The Chartered Institute of Plumbing and Heating Engineering (CIPHE) and SummitSkills, supported by
an industry employer group and stakeholder group from the plumbing and heating sector.
Sponsored by the Gatsby Charitable Foundation
2 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Contents
Acknowledgements........................................................................................................... Page 3
Executive Summary, key findings and summary of key recommendations…………. Page 4-6
Introduction....................................................................................................................... Page 7-8
Study approach…………………………………………………………………………………………………………….. Page 9
Methodology………………………………………………………………………………………………………………… Page 10
Research findings - Engineering Council registration………………………………………………………………………… Page 11-12
- Career progression support……………………………………………………………………………….. Page 13-14
- Gas Safe registration………………………………………………………………………………………….. Page 14
- Trade Association Membership………………………………………………………………………….. Page 15
- Aspirations to recruit more Apprentices…………………………………………………………….. Page 16-17
- Investing in training and qualifications………………………………………………………………. Page 18
- Apprenticeship duration……………………………………………………………………………………. Page 19-24
- Current qualifications and content……………………………………………………………………. Page 25-35
- Assessment methods………………………………………………………………………………………… Page 36
- Apprentice behaviours……………………………………………………………………………………… Page 37-38
- Additional comments……………………………………………………………………………………..... Page 39-43
Conclusions………………………………………………………………………………………………………………….. Page 44-45
Recommendations………………………………………………………………………………………………………. Page 46-47
Appendix 1
- Market size of the plumbing and domestic heating industry…………………………….. Page 48-50
- Plumbing and heating firms in the UK………………………………………………………………. Page 51
- Labour market forecast for the industry…………………………………………………………… Page 52
- Age of plumbing and heating engineers…………………………………………………………… Page 53
- Industry workforce – gender……………………………………………………………………………. Page 53
- Number of Apprenticeships…………………………………………………………………………….. Page 54-56
- Demographics of NVQ Level 3 technicians ………………………………………………………. Page 56
- Occupations and job roles within the industry…………………………………………………. Page 57
- Specific functions, skills and knowledge…………………………………………………………… Page 58-59
- Entry route and progression routes…………………………………………………………………. Page 60
- Industry demand for environmental technologies…………………………………………… Page 60
Appendix 2 - SummitSkills…………………………………………………………………………………………………….. Page 61
- The Chartered Institute of Plumbing and Heating Engineering…………………………. Page 62
- Gatsby Charitable Foundation………………………………………………………………………….. Page 63
Appendix 3
- Industry Employer Group and Industry Stakeholder Group………………………………. Page 64
Appendix 4
- Contacts for further information………………………………………………………………………. Page 65
3 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Acknowledgements
SummitSkills and CIPHE would like to thank the Industry Employer Group and Stakeholder Group for their
contribution to the research and also thank all participants who have taken part in this research, as well as
thanks to Baroness Wall of New Barnet for hosting the dissemination event of the key findings, at the House
of Lords on 29th
July 2014 and thank you to BPEC for providing full event support.
4 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
1. Executive Summary
The Skills for Growth White Paper (BIS, 2009) recognised the lack of technical skills and insufficient technician
level recognition across the UK. Further to this, the recent Apprenticeship Reform and recommendations
made through the Richard Review intends to make Apprenticeships more rigorous and more responsive to
employers’ needs resulting in the current transition from Apprenticeship Frameworks to new Industry defined
Apprenticeship standards, with a specific requirement to meet professional registration.
Furthermore, the government has made clear, Apprenticeships should, in the future, equip Apprentices with
the competence and experience needed to secure professional accreditation where it is available.
The plumbing and heating sector therefore identified the need to undertake research through an industry
employer group and stakeholder group, exploring the take up of Engineering Council registration. The aim of
this research, led by SummitSkills and The Chartered Institute of Plumbing and Heating Engineering (CIPHE)
and sponsored by the Gatsby Charitable Foundation (Gatsby), is to understand industry’s perceptions and any
barriers to professional recognition for Plumbing and Domestic Heating.
The response from all involved in the plumbing and heating industry and supporting stakeholders has been
excellent with universal agreement that collaboration to safeguard and enhance future Apprenticeship
training is essential. It is evident that technological advancements in recent years can be included within a
revised Apprenticeship standard to ensure that future Apprenticeships are fit for purpose. Employer led
training, supported by industry, leading to professional registration has overwhelming support from all
involved.
The research study was completed in July 2014. Following detailed analysis of findings, this final report has
been produced.
Key findings (Participants 521)
• EngTech registration supported
65% of respondents are currently registered with the Engineering Council, with 63% registered through
EngTech.
• Low understanding of EngTech
72% consider that registration to the Engineering Council is not adequately promoted. Further feedback
suggests that although the term EngTech may be known across the sector, most do not understand what it
represents and the benefits to individuals and employers are not known by those across the plumbing and
heating sector.
• Strong support for CIPHE to extend its license to award Chartered Engineer (CEng) status
With 95% in support of CIPHE extending its license, Industry has expressed that Chartered Engineer (CEng)
status is a natural and essential progression to a career in the trade, allowing individuals the opportunity to
reach new standards and progress through the engineering ladder. The process is also considered important
to enhance the professional image of plumbing and heating engineering.
• Sector supports career progression
98% support the promotion of career progression, with 83% confirming that Apprenticeships should lead
towards registration with the Engineering Council at EngTech level.
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• Industry aspirations to recruit more Apprentices
97% of respondents think it’s important to recruit more Apprentices, however only 35% of those are currently
employing Apprentices, with 47% not currently employing Apprentices and have no plans to.
• Investing in training and qualifications for employee development is important
96% confirm the importance of investing in training and qualifications.
This is an area that will need careful consideration and further consultation when determining the
underpinning qualifications and training for the new employer-defined standard.
• Level of Apprenticeship – Level 2 and 3
Feedback indicates that Level 2 and 3 Apprenticeships remain as the benchmark for plumbing and domestic
heating in England and Wales, however some comments indicate that investigation is required to look further
into Level 2; to establish the difference in terms of the perception of levels and competence across the
nations, with the benchmark in Scotland of a qualified plumber at Level 3.
Level 2
It is suggested that at Level 2 an Apprentice is ‘partially’ qualified with level 3 being the benchmark for fully
qualified status.
It was confirmed that a Level 2 Apprentice should be able to carry out instructed work but must be
supervised; feedback however indicates that in practice, this is not always happening.
Level 3
Industry expresses that Level 3 needs to be more practical; more in-depth and hands-on.
Respondents agree that time and experience is essential in the development of quality tradespeople. The
general consensus from feedback is that experience over many years is essential before becoming a site
supervisor/manager.
• Duration of Plumbing and Heating Apprenticeships
Feedback supports the requirement set against the new Apprenticeships standards ‘that the occupation will
require rigorous and substantial training of over a year to achieve full competence’.
61% believe that a Level 2 Apprenticeship should take 24 months to achieve and overall, the consensus to
achieve Levels 2 through to 3 must take at least 36-48 months.
• Apprenticeship content is correct; standards need addressing
Although 86% believe the current content of the qualifications that underpin the current frameworks is
correct, some feedback indicates that a number of employers hesitate recruiting Apprenticeships primarily
due to finances as well as the insufficient standards of an Apprentice on completion.
These findings however require further consultation and validation as there is currently not enough evidence
to conclude a true finding.
It is widely requested by industry to incorporate energy efficiency/renewable technologies as a core module
into the qualifications and training.
• Assessment methods to be confirmed
A synoptic end-point assessment is a key requirement of the new Apprenticeship standards. Feedback on
assessment indicates that practical assessments are the preferred option with multiple choice less favoured.
This is an area which requires further consultation with industry to establish the high-level assessment and
end-point assessment to be attached to the new employer-defined standard.
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• Top Apprenticeship Behaviours - ‘ Honesty and Integrity’
Employers expressed difficulty in selecting just five core behaviours considered to be most important in a
good Apprentice and felt that all 15 behaviours listed within the survey are important.
Survey findings however indicate that at 73% ‘Honesty and Integrity’ are considered as the top behaviours
closely followed by ‘Dependability and Responsible’, ‘Positive Attitude and Enthusiasm’. Further consultation
is required to validate these findings.
Other behaviours include:’Adaptability, Team Player, Effective Communicator, Self-motivation, Personal
Commitment, Safety Mind-set, Problem Solving, Quality Focus, Situational Awareness, Task Concentration and
Personable’.
Summary of key recommendations
• Primary recommendation is to change industry perceptions of plumbing through awareness raising
campaigns and providing up to date information to schools and career advisors
• Promote Engineering Technician registration through awareness raising events, campaigns and
workshops to deliver clear and consistent messages
• Provide recommendations to Trailblazer Employer Group for consideration when developing new
Apprenticeship standard
• Maintain employer and stakeholder groups as on-going working groups to develop new
Apprenticeship standard and act as the voice of the sector in regards to Apprenticeships for plumbing
and domestic heating
• Support Trailblazer Employer Group in submitting an expression of interest to gain approval to
develop a new Trailblazer standard as part of phase three
• Development of a new Apprenticeship standard with a specific route to professional registration
• Ensure future standards are and remain ‘Fit for Purpose’.
7 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
2. Introduction
The UK government has made clear, Apprenticeships should, in the future, equip Apprentices with the skills,
competence and experience needed to secure professional recognition where it is available.
The Skills for Growth White Paper (BIS, 2009) recognised the lack of technical skills and insufficient technician
level recognition across the UK and in comparison to international competitors, leaving employers with a
workforce with insufficient skills at intermediate technician, associate professional and skills occupation
levels. The proposals within this paper included ‘Expanding the Apprenticeship system to build a new
technician class with its aim of almost doubling advanced Apprenticeship places for young adults; recognised
as crucial to create a technician class’.
‘In our society, skills must always be a ladder up. Skilled people get more out of work and rise higher. The skills
system needs to mesh with our university system in such a way that there is a clear vocational route from
Apprenticeship to technician to foundation degree and beyond’ (Peter Mandelson, BIS 2009).
Further to this, the recent Apprenticeship Reform following recommendations made through the Richard
Review of Apprenticeships (2012) to make Apprenticeships more rigorous and more responsive to employers’
needs and the government’s Implementation Plan (2013) has resulted in the transition from Apprenticeship
Frameworks to new Industry defined Apprenticeship standards, with a specific requirement to meet
professional registration.
By partnering with professional bodies during the design stage of the new Apprenticeships, employers can
ensure that every Apprentice will have the opportunity to become registered through a professional body at
an appropriate stage once they have completed their training’; supporting the principal requirements for an
Apprenticeship as: employed status, technical expertise, occupational competency and professional
recognition of their skills.
Demonstrating their longstanding support and shared interest for professional recognition as a consequence
of the Skills for Growth White Paper (BIS, 2009) and Apprenticeship Reform, the Gatsby Charitable Foundation
(Gatsby) provided sponsorship for this research. Discussions between SummitSkills, CIPHE and Gatsby began
in early May 2014 with the research project commencing in June 2014.
The research, conducted as a joint project between SummitSkills and CIPHE, supported by Industry Employer
and Stakeholder Groups predominately focusses on the take up of Engineering Council registration, capturing
industry’s perceptions and barriers to professional recognition. In addition to this, to support the recent
Apprenticeship Reform further, the research also sought industry’s views on the current Apprenticeship
system for plumbing and domestic heating to determine what should be considered and addressed within the
development of any future Apprenticeship standard.
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Plumbing and Domestic Heating – Industry Overview
The plumbing and heating industry is part of the building services engineering (BSE) sector, represented by
SummitSkills, the Standards Setting Organisation for the sector. The BSE sector also includes electrotechnical,
heating and ventilating, air conditioning and refrigeration.
The UK’s plumbing and heating industry has an annual turnover in excess of £13 billion
(http://tinyurl.com/nc3sm8z) and together with the electrotechnical industry it represents between 2% and
3% of the gross domestic product.
The sector is affected by changes in many other domestic, commercial and industrial environments in the UK,
as well as changes in the construction industry. The recent recession had a great impact throughout the
construction sector and especially with regards to Apprenticeship training.
It is believed that the BSE sector today comprises over 60,000 businesses employing 600,000 individuals, of
which approximately 100,000 – 120,000 individuals are employed across the plumbing and heating industry.
Page 48 builds on this information further.
During the last ten years the plumbing and heating industry has experienced many technological changes,
particularly relating to the introduction of environmental technologies and environmentally friendly
processes.
Approximately 60% of the workforce is self-employed or works in micro SMEs. Some 20% of the workforce is
employed in sectors outside of the building services engineering/construction sector such as the prison
service, local government, education and the health service.
The World Health Organisation has declared plumbers the most important front line health workers around
the globe. It is not surprising that incorrectly designed and installed or poorly maintained plumbing and
heating systems can be hazardous, and in extreme cases the consequences can be fatal. In recent years
deaths attributed to Legionella pneumophila, hot water scalding and pseudomonas have been higher than
those attributed to carbon monoxide and fuel related fatalities. There is growing concern amongst industry
organisations and manufacturers that in the event of a skills shortage, public safety could be compromised.
The need to collaborate by maintaining and enhancing educational standards that lead to professional
recognition is strongly supported across the plumbing and heating industry.
The definition of plumbing and heating is:
• The competent design, specification, installation and maintenance of all distribution and retrieval
pipework systems for the transportation of fluids, both liquid and gaseous for domestic, non-domestic
industrial and medical facilities, including safe drinking water, sewerage and drainage systems.
• The provision of relevant advice, selection and installation of all methods of energy generation and
conservation. – i.e. coal, gas, oil, biomass and micro-generation.
• Ensuring that all terminal fittings, sanitary appliances, controls and equipment allow safe and efficient
operation of systems whilst protecting the environment and all individuals.
• The protection and preservation of buildings and structures against damage, due to ingress of
rainwater by the application of suitable weathering materials.
9 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
3. Study Approach
The research study was undertaken by SummitSkills and CIPHE. Industry Employer and Stakeholder Groups
provided expert technical input and guidance.
Target audience:
The industry is predominantly made up of micro SMEs responsible for plumbing, heating, public health and
renewable technology activities. The main emphasis of this research focussed on micro SMEs currently
engaged within the plumbing and heating industry, although other interested groups were not excluded.
Individuals, employees and owner/directors of businesses across the plumbing and heating industry were
invited to participate.
Some 10,000 industry representatives, including employers of all sizes, trade associations, training providers,
stakeholders and individuals, across the UK were involved as participants through on-line surveys and focus
groups.
The research aimed to:
‘Explore how the Apprenticeship system and professional recognition with Engineering Council
registration for the plumbing and domestic heating industry is currently working across the UK. In
particular, in the case of micro SMEs, to determine how it will be maximised within a future plumbing
and heating Apprenticeship standard’
The research was carried out over a 12 week period, attracting over 500 responses.
This final report was prepared collectively by SummitSkills, CIPHE and Industry Employer and Stakeholder
Groups.
10 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
4. Methodology
The process
1. Predominately quantitative with some qualitative responses through on-line surveys
2. Qualitative responses captured through face-face focus groups facilitated by CIPHE
3. House of Lords dissemination event of key findings and next steps on 29 July 2014
Timeline
This research project was carried out over a period of 12 weeks from May – July 2014 through surveys and
focus groups involving employers and individuals across the plumbing and heating industry.
Feedback captured from 521 individuals
We were pleased to receive 521 responses from individuals across the plumbing and heating industry, of
which 50% were employers.
The main survey consisted 25 questions, focusing on understanding industry perceptions of current
Apprenticeships and professional registration.
A separate research report ‘Burning the midnight oil’ by Bright PR and promoted under the WaterSafe banner,
was recognised as complementary to this research project and as a result we built on the findings of that
report through this research, collectively obtaining over 800 responses in support of the development of
future Apprenticeships.
Focus groups were also carried out during which installers, businesses owners and manufacturers participated
in a series of discussions.
11 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
5. Research Findings
Engineering Council Registration
Thirty-four percent of the survey respondents were members of the Engineering Council, mostly at the Eng
Tech Level. However, the vast majority of survey participants were not members.
Overall there was a general consensus among all respondents that registration with the Engineering Council
was not adequately promoted within the industry. Concern was also expressed that consumers knew little
about Engineering Council registration.
This equated to 79% of respondents not registered (base=294) and 61% who were (base=172). Among those
who were registered with the Engineering Council, almost 71% of IEng level respondents didn’t view the
Engineering Council as being adequately promoted, a view shared by a similar proportion of Eng Tech’s.
Conversely, 65% of CEng level respondents thought the Engineering Council was doing enough to promote
itself.
Eng Tech IEng CEng
Yes 37 29 65
No 62 71 35
Base= 469
Base= 183
12 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Examples of quotes from the survey noted:
• “There is very little public understanding of ECUKs Eng Tech and IEng qualifications against NVQs etc.”
• “What is it?”
• “Not being an engineer, the Council is not something which would be applicable to me and is not
often mentioned in the trade media I read.”
• “Personally I don't know what is required to be considered to join the register, do I need qualifications
or is it just based on length of time being a member of the CIPHE?”
• “Adequate for the industry but enough perhaps not beyond...”
• “Not sure what it is/does.”
• “Not many of the plumbers or my employer know enough about it.”
• “Rarely hear anything of the Engineering Council.”
• “1st I'm hearing of this route.”
• “I didn't even know about the fact that you could register as a plumbing and heating engineer.”
• “Through Trade Organisations it is but as for the General Public they are not really aware of it and its
benefits.”
• “The only engineering promoted in the UK is financial engineering…”
• “Most students as well as the general public do not know about it.”
• “Important for the trade to see this as an endorsement recognised by both consumer and industry.”
• “I believe it is a necessity for journey men to have this title to help promote the image of plumbing.”
• “We should be more proud of our engineering competence in the country.”
• “Engineers who are registered obviously know about it but other installers etc. who I talk to have no
idea until I explain it to them and then they seem all for the idea.”
• “Appears that the registration fee is a waste of money. The public are not aware of the Institute let
alone the standards and qualifications. Basically personal pride is the reason I am a member. It
seems that the public pay more attention to organisations like findatradesman.com.”
• “TV promotions, promote professional companies and engineers more!”
One respondent in particular was moved to vent their frustrations in regards to how the public perceived the
work performed by engineers, which he/she believes is much more difficult and technically demanding than is
given credit for.
• “In my opinion the term Engineer is wholly misunderstood by the British public. Registration with the
Engineering Council will make no appreciable difference. There are few actual Engineers in the
Country despite what the media would have described as such. This is because becoming a Chartered
Engineer is relatively difficult. A Chartered Engineer is expected to have a relevant academic training
to a tertiary education standard and be able to demonstrate technical knowledge in a range of
engineering disciplines. Ask a C.Eng.I.Chem.E whether he/she should be equated to a plumber or gas
fitter. To be a Chartered Chem Engineer, or Mech Eng., for example, would include academic proof of
competence in the relevant topics of thermodynamics, Heat & Mass Transfer, Materials, etc., etc. As
far as I can see, plumbing does not carry the in-depth knowledge necessary to carry out structural
design, specify appropriate materials using Fluid Mechanic principles in the manner expected of a
Chartered Engineer.”
13 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Career progression support
Almost all of the respondents thought that the industry should promote career progression.
When asked, the majority of the survey respondents agreed that they would support an organisation such as
CIPHE to extend its license to award Chartered Engineer (CEng) Status.
The vast majority of respondents (83%) would like to see Apprenticeships lead towards registration with the
Engineering Council at Eng Tech level, although it should not be automatic.
Base= 511
Base= 502
14 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
All three professional registration levels were in broad agreement on this issue:
Eng Tech (%) IEng (%) CEng (%)
Yes 81 75 89
No 19 25 11
Gas Safe Registration
Roughly half of the respondents were Gas Safe registered:
Base= 495
Base= 504
15 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Trade Association Membership
Approximately 34% of the survey respondents were either associated with or members of industry Trade
Associations.
A large number of other organisations were mentioned in the comments section, including:
• Scottish Electrical Trade Association (SELECT)
• The National Inspection Council for Electrical Installation Contracting (NICEIC)
• Oil Firing Technical Association (OFTEC)
• Federation of Small Businesses (FSB)
• Institute of Gas Engineers and Managers (IGEM)
• Institute of Fire Engineers (IFireE)
• Institute of Plant Engineers (IPlantE)
• National Association of Plumbing Teachers (NAPT)
• WaterSafe
• Institute of Electrical Contractors (IET)
• Electrical Contractor’s Association (ECA)
• HETAS
• World Plumbing Council
• The Society of Public Health Engineers (SoPHE).
Base= 176
16 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Aspirations to recruit more Apprentices
As in previous questions, the vast majority of those surveyed believed it was important for the industry to
recruit more Apprentices, with Eng Tech, IEng and CEng status respondents in agreement on this subject.
Eng Tech (%) IEng (%) CEng (%)
Yes 98 93 97
No 2 7 3
However, when it came to how many of the respondents actually employed Apprentices, the data showed
that just over a third of the respondents (34%) employed Apprentices. No data is available to assess how
many of the respondents owned their own businesses and how many were employed (and would therefore
not personally recruit Apprentices).
When analysed by response according to professional membership level, IEng level respondents in particular
are not likely to have Apprentices or plans to take them on.
Base= 485
Base= 442
17 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Eng Tech (%) IEng (%) CEng (%)
Currently employing an Apprentice(s) 30 24 36
Considering employing an Apprentice(s) 20 14 17
Do not employ an Apprentice(s) and have no
plans to 50 62 47
Between one and five is the most common number of Apprentices to be employed with over 7% of
respondents employing 11 or more Apprentices.
When analysed by response according to professional status level, again IEng stands out as being less likely to
employ Apprentices across the board. Both Eng Tech and CEng level respondents were the same with regards
to the numbers of Apprentices they employed, but differed when it came to employing greater numbers.
CEng level respondents consistently employ more Apprentices as their businesses grow.
There is a smaller number of respondents taking on between six and ten Apprentices for Eng Techs and IEngs.
Many medium-sized companies have struggled to remain profitable during the recession, and there is a well-
recognised ‘hurdle’ that medium-sized companies must take as they expand and invest in the infrastructure to
get to the next level. This may be reflected in the numbers of Apprentices they can afford to take on, but it is
not a problem that CEng level respondents appear to have.
Eng Tech (%) IEng (%) CEng (%)
1 11 7 11
2-5 14 4 14
6-10 2 4 11
11+ 7 7 11
None 66 78 54
Base= 406
18 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Investing in training and qualifications
The vast majority of respondents expected their Apprentices to achieve both NVQ Level 2 & 3.
Again, almost all of the survey respondents thought it was important to invest in training for employee’s
development (96%), while a small percentage thought that training on the job was more important (4%). It
was not clear whether these respondents were referring to all staff in general, including office-based
functions, or whether they did not fundamentally agree with the current NVQ qualification route, which is
approximately 20% theory-based learning in a classroom.
Base= 245
Base= 474
19 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Apprenticeship duration
When asked what they thought was the appropriate length of time for an Apprentice to achieve NVQ Level 2,
the majority of the survey respondents (61%) thought that 24 months was an adequate amount of time.
However, a significant proportion of respondents believed the process should be 12 or 36 months. This was
also the case regardless of professional registration level, with respondents broadly agreeing that 24 months
was appropriate. However, a significant proportion of CEng level respondents (29%) felt it was possible for
competency to be achieved within 12 months compared to those at IEng (10%) and Eng Tech (7%) level. Very
few CEng level respondents thought 36 months was appropriate compared to almost a third of Eng Tech and
IEng respondents respectively.
Some comments that were made by survey respondents fell broadly into the following categories:
That only Level 3 should be available:
• “I believe that all plumbers should be trained to Level 3 minimum basic qualification.”
• “I do not believe that NVQ Level 2 is at a competent level to remain in industry and would see this as
an intermittent qualified stage before Level 3 only.”
• “I do not believe that Level 2 be the minimum and should take into account the science of plumbing
and heating, not just is the pipe straight but why it’s there and why it is sized for its duty.”
• “Level 2 should be removed and it should be Level 3 only.”
• “I believe Level 3 should be the requirement.”
• “The requirement to complete a Level 2 as a pre-requisite to Level 3 needs to be removed!”
• “I believe that Level 2 DOES NOT train an Apprentice to have industry recognised competency. It
should be a milestone on the way to Level 3 training and not a destination.”
• “A competent plumbing and heating craftsperson needs to be at N/SVQ Level 3.”
• “Having had a lot of Apprentices over the last 15 years at Level 2 they seem to know very little and
still need constant supervision.”
• “Should be Level 3.”
Eng Tech (%) IEng (%) CEng (%)
12 months 7 10 29
24 months 60 57 68
36 months 33 33 4
Base= 450
20 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
That competency can be individual specific:
• “Some of the more able candidates, could complete sooner, but certainly no less than 12 months in
order for them to gain some experience working onsite.”
• “Depends entirely on the competence and enthusiasm of the person concerned.”
• “OR SOONER IF ABILITY ALLOWS - (THIS IS SUPPOSED TO BE THE WAY OF THE NVQ SYSTEM?)”
• “Time is irrelevant. Competence is not time-dependent. This question is the same as what age should
you be to achieve Grade 8 on the piano.”
• “36 months for a school leaver. 12 to 24 months for someone changing career dependant on ability.”
• “Some kids just aren't sharp enough after 1 year for a Level 2.”
That level of progression should be based on the employer’s needs, not the Apprentices:
• “We only require Apprentices to be trained to a level to carry out the plumbing needs of the
employer, and trained to an advanced standard is not required. If the Apprentice wants trained to
level 3 then they should do that at their expense and in their own time.”
That the training should be shorter, with some suggestions how this could be achieved:
• “Can set up a "semi-skilled" category for those after 12 months training and passed a trade test.”
• “Level 2 & 3 should be combined to reduce the overall 4 year timespan, with the majority of the
training happening on site in a real working environment. Classroom based assessments to test skills
is a small part - the real learning and experience happens on site.”
That the training should be much longer and should be the way it was ‘in the old days’ – i.e. longer training
of four or five years:
• “48 months for NVQ Level three. We need to make sure it's a trade and not a way to make a fast
pound.”
• “As an employer all the operatives I employ are older than me and I am 44. All the younger post
C&G596 lack the good basic grounding in plumbing and heating 596 gave. 603 was a paper ticking
exercise and you do not get the same quality but the changes were to allow the school rejects without
sufficient grade go somewhere and we are now suffering a poorer grade of operative. Minimum
entry Grade B maths.”
• “Apprentices starting at school leaving age are too young and not career focused when completing
Apprenticeship. Extending the period of training would give opportunity to complete training to a
higher standard or to ensure they have proven their skills in the real world before being awarded full
qualification.”
• “I believe in the return to a 5 year Apprenticeship covering commercial and industrial plumbing with
appropriate technical instruction including an element of design ability.”
• “I believe that the old Apprenticeship should be the answer, some that are trained still do not know
the little things like fall of soil or waste pipes.”
• “A minimum of twenty four months but with today's new technologies thirty six would be preferable.
• “When I did my Apprenticeship 1962- 67 it was 5 years before you were qualified.”
• “The general skill base at Level 2 in 12 months does not give a broad enough range of experience and
site based training.”
• “I feel that you learn the necessities and basics of plumbing over 24 months in Level 2, however you
must progress onto a Level 3 programme and complete another 24 month programme where you will
learn the complexities of plumbing systems and only after completing a four year Apprenticeship an
Apprentice should be certified as qualified.”
• “We have had a number of Apprentices who have joined us with Tech Cert Level 2 or NVQ2 and
frankly their theoretical and practical skills have been below that which we would consider directly
usable as an employer.”
21 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
• “If you are going to use the Heating Engineer then they have to be qualified in Gas Oil or Hetas and
that would take 3 years minimum.”
• “5 years min.”
• “It took me 4 years to acquire my C&Gs”
• “At least 36 months.”
• “An Apprentice needs time to understand theory and gain practical plumbing skills.”
Timing was dependent on the course being completed:
• “More for heating engineer with gas or other fuel qualification.”
• “This all dependant on the content of the course and the attendance criteria. 12 months of full time
college based work is not the same as 12 months of two days per week at college and 3 days per week
on site.”
• “24 months would be the duration for a part time day release student to become fully competent in
his trade, 12 months would be required for a student on a full time course, the short courses that are
available whilst a good thing, (because they address the shortages in the plumbing field) should not
be deemed fully competent until 18 months has passed (difficult to administer).”
• “The question is somewhat cursory, there are many aspects to plumbing and one won’t necessarily
come across all areas in 12 months, possibly not even 36 months. To be competent at something one
needs to experience it, if your question is 'capturing' domestic works then it could be 24 months.”
That 24 months is adequate:
• “Two years is adequate to cover the basic plumbing skills for a Level 2 operative.”
• “24 months should be the minimum time, longer for part time evening only students.”
• “Two years is sufficient for Level 2.”
• “To cover the range adequately it requires 24 months, they should remove the 3 to 6 month courses
which creates partly trained plumbers.”
• “I would have thought that 24 months would be more than sufficient to accomplish the required
Grade.”
• “24 months is appropriate, not too short for technical and skill training.”
• “I believe that 24 months is an appropriate amount of time. 12 months would rush learning to an
extent that would be a barrier to understanding.”
• “An Apprentice needs time to understand theory and gain practical plumbing skills.”
• “There has to be a reasonable amount of time during the initial learning period, to be able to be in
situations where you can physically put in to practice the things you are learning, so that they can be
absorbed and rationalised. However, if this period is too long, there is a risk of seeking shorter routes
into the industry leading to a poorer quality of work and practices.”
• “24 months is adequate to allow someone to find out if he is going to be able to qualify as a Pl&HEng.”
• “As long as reasonable but probably quicker than is currently available under the present college
terms and extended holidays.”
• “It is important that they gain all the skills required, both technical and practical and are able to use
these skills, I don't believe a shorter period would allow for this.”
That the system is not suitable or could be modified:
• “Should be weighted to hands on learning supplemented by night school or short top up courses.”
• “Ok for the people but what about middle aged who have been plumbers for many years maybe from
a skill centre and are now told they can’t upgrade?”
• “I DON'T THINK THAT THE NVQ SYSTEM IS VERY GOOD AND SHOULD BE REVIEWED MORE IN LINE
WITH THE OLD CITY AND GUILDS FORMAT.”
• “A combination of practical and academic skills and knowledge should be required for a crafts person
and I believe this should be attainable in 24 months.”
22 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
• “More ought to be done for mature students joining and training.”
• “The training in colleges and other providers is at best poor in many cases and C&G seem to be
dumbing down on the requirements for training.”
• “The level of skills have dropped since the City & Guilds exam was axed. Modules are done, tests
completed and then it is all forgotten. The old exam system meant you had to know it to pass.”
• “The current scheme is a joke we have employed Apprentices over the last 14 years and the
framework is all wrong.”
• “If Level 2 only includes one specialist element then my view is that it should be extended to include
all alternative energy sources.”
• “If the required level for complete competency was left at Level 2 it should have the full overview of
the water regulations.”
When asked what they thought was the appropriate length of time for an Apprentice to achieve NVQ Level 3
after achieving Level 2, around half of the respondents felt that again 24 months was an appropriate length of
time.
This was also the case for Eng Tech level respondents (59%), however, a significant proportion of IEng and
CEng level respondents (42% and 41% respectively) felt competency should be within reach of an Apprentice
within 12 months.
Eng Tech (%) IEng (%) CEng (%)
12 months 23 42 41
24 months 59 35 48
36 months 18 23 10
23 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Some comments that were made by survey respondents fell broadly into the following categories:
That competency can be individual specific:
• “The time to complete is irrelevant.”
• “As above I have had three trainees sent to me by a quick-train college in West Yorkshire. One was
quick to learn and keen. The other two will never make competent tradesmen because of their
attitudes. Time will not make an impact on their training schedules.”
• “Do not see the need for the application of specific time scales to achieve.”
• “Difficult question, I would think that this decision should be based on the competency of the
individual in question, some folk are better with their hands, some talk the talk but cannot walk the
walk.”
• “Depends entirely on the competence and enthusiasm of the person concerned. Why make an
enthusiastic competent engineer take 3 years if they can do it in one year?”
Timing was dependent on the course being completed:
• “This would depend on the route which the Apprentice takes with the qualification e.g. Gas route.”
• “This all dependant on the content of the course and the attendance criteria. 12 months of full time
college based work is not the same as 12 months of two days per week at college and 3 days per week
on site.”
That the training should be short:
• “On the basis that a sound level of competence has been achieved at Level 2, it should be possible to
raise this to advanced with a further 12 months experience and training.”
• “In practice Apprentices do not develop sufficient practical experience within the current time scale. It
takes at least 5 years to become a fully competent worker who can be sent into any circumstance
with confidence.”
• “12 months should be the minimum time, longer for part time evening only students.”
• “12 months for more advance training is suitable.”
• “I have ticked 24 months but feel that 18 months is more appropriate, with 12 months spent on more
theory and the last 6 months spent on putting the theory into practice.”
That 24 months is adequate, with the possibility to extend if working with Gas:
• “Any less and they will not have the relevant workplace experience to complete the additional units
and gain competence.”
• “Yes I have completed both Level 3 and Level 4 IMHO most guys on my Level 3 course didn’t have a
clue about complex plumbing systems 1 year extra would have made a big difference for them.”
• “At least.”
• “Again 24 months to cover the range adequately, with an extra 12 months for Gas. Currently there is
not enough time to complete the Gas and the range required.”
• “There is potential to extend Level 3 if the Apprentice/employer wanted to cover a wider range of
training i.e. gas options & renewable technologies.”
• “I believe that 24 months is an appropriate amount of time. 12 months would rush learning to an
extent that would be a barrier to understanding.”
• “Dependant on the pathway chosen, this may go beyond the 24 months, as gas pathways have many
GLH's attached and you need to ensure the individual is competent and confident in what they are
doing.”
• “So many young people are coming through the trade these days without the training required as the
duration of training is far too short.”
• “This should be a minimum.”
• “Passing exams/tick boxes are great, but nobody fails anymore. Only experience makes the plumber.
We have 6 week wonders applying and they are more of a liability than a 2nd year Apprentice, they
want the wages, they wave the paperwork but definitely don't have the skills and experience.”
24 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
That the training should be much longer and should be the way it was ‘in the old days’ – i.e. longer training
of four or five years:
• “Cannot be rushed through.”
• “Level 3 should be the benchmark for qualified status. Having completed a pre-NVQ Apprenticeship
with the JIB the level for completion of college was an advanced craft or HNC over 4 to 5 years (16 to
21), which I felt created the best mix in practical and theoretical knowledge; particularly relevant with
increases in technology and need to understand low carbon solutions.”
• “Should be Level 4.”
• “I believe a longer time is required as an advanced plumber is required to be able to problem solve
without being present on certain problems (I have done but it took me a long time gaining
experience).”
• “Or 30 months.”
• “48 months.”
• “5 years min on-site training with an engineer.”
• “As a plumber you never stop learning working with older plumbers can give this experience.”
• “It has been 4 years for generations, why are we changing it? I do think though that after four years
the craft Apprentice who is a protector of public health should have the equivalent of an ordinary
degree at least.”
That the system is not suitable or could be modified:
• “All colleges want the money and the students, the quality of students are not good, and their
knowledge of central heating is terrible. Too much has been taken out of the City & Guilds
qualification, they are more like bathroom fitters.”
• “There should be a break in between Level 2 and 3. If businesses want a person to progress they
should invest time to allow a person to expand their knowledge in a trade area on site. Should that
person prove their worth, then invest the money to allow them to achieve a Level 3. If we are
expecting in the future to work until they are 70 then this short time between Level 2 and 3 would
sort the wheat from the chaff.”
• “I would think at Level 3 it would be mandatory to have a couple of years of experience working on
the job.”
• “When I undertook my Apprenticeship in my previous employment it was for a minimum of 5 years
and incorporated on the job training. Many Apprentices we have taken on who have a Level 2 have
been of the opinion that they now 'know it all' because they have a certificate. Greater emphasis
needs to be placed on showing that L2 & L3 are but stepping stones. There is also often the
expectation amongst Apprentices that as they undertake gas training in L3, that they will be able to
get Gas safe registered and hence work unsupervised on Gas appliances with minimal experience .... I
find this both a troubling and potentially dangerous concept.”
• “12 months should be allowed depending on what pathway the candidates follows. I believe that
using new technologies such as e-portfolio and digital assessing that a Level 3 Apprenticeship with
Level 2 completed en-route could be completed within 3 years, allowing for 1 year onsite as an
improver year still making the Apprenticeship a 4 year journey.”
• “More ought to be done for mature students joining and training.”
• “Should not include gas, keep plumbing to advanced plumbing.”
• “Between 12 to 24 months depending on the available pathways and content.”
• “It would appear that training is based on new works, more time is needed on repairs in old
buildings.”
• “I don't think the frame work at the moment caters for the sole trader, who if NVQ2 qualified after a
suitable period will have by default attained Level 3?”
25 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Current qualifications and content
When asked whether they thought the current qualification system was fit for purpose and met the needs of
Apprentices, employers and the industry as a whole, opinion was divided.
It was the same story when the responses were analysed between the different professional status levels,
with one notable exception. CEng respondents were either a ‘yes’ or a ‘don’t know’.
Eng Tech (%) IEng (%) CEng (%)
Yes 31 21 53
No 42 52 0
Don’t know 27 28 47
When asked whether they thought the current NVQ Level 2 Plumbing and Heating content (which generally
covers the planning, installation, testing and maintenance of cold water, hot water, central heating, rainwater
and sanitary pipework systems), was appropriate, the majority of respondents (86%) on the whole agreed.
Base= 454
26 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
The IEng level respondents were less convinced compared to Eng Tech and CEng level respondents, but on the
whole broadly agreed.
Eng Tech (%) IEng (%) CEng (%)
Yes 85 70 89
No 15 30 11
The main themes that came from the comments fell into two categories: additional subjects respondents
thought ought to be covered at Level 2 and how the Apprentices should be taught.
Additional subjects:
• “An introduction to renewables would be an advantage.”
• “I do feel that there should, at the very least, be an appreciation of Sheet Weathering systems
(especially Lead-work). Formal assessment need not take place but the candidate should know how to
make a building watertight and not just a set of pipes.”
• “Should include solar hot water and make up water for AC system.”
• “Needs much more emphasis on renewable/energy conservation & legislation.”
• “Basic level of skills for green technologies should be added as a matter of course.”
• “Green trades should be covered.”
• “New technology & environmental issues need to be included, plus an understanding of general
construction techniques.”
• “+ new technologies and pipe systems.”
• “It states maintenance, this is for the new products and current systems, it does not cover existing
systems and materials, plus sheet lead weathering.”
• “Although this is correct as far as in college quals' go, it is very difficult and sometimes impossible to
reach the criteria. The problem is that plumbing companies specialising in construction-installation
work tend to not deal with maintenance plumbing, and vice versa. Therefore it is difficult for trainees
working on a building site to reach the criteria with regards maintenance”.
• “Weather proofing should be reinstated.”
• “Should also include underground drainage.”
• “More renewable technologies are required as a part of the syllabus.”
• “I'm inclined to tick yes, but the content of these subjects needs to be more in-depth The H&S module
should be part of the entry qualifications for starting Level 2.”
• “I would like to see a return to instruction to include metal roofing techniques.”
• “I think lead work should be included as well.”
• “Are we covering all metals? I recently helped a very good, but young plumber that could not do steel
pipes.”
• “Plus also alternative energy, if it is not already included.”
• “Relevant renewables plus Basic electrical training required in today's work-environmental.”
• “Provided that these are taught properly. There may also be a case for the inclusion of other areas of
skill in certain parts of the country, i.e. Leadwork.”
• “Should cover some aspects of the Water Supply (Water Fittings) Regs 1999. Perhaps the Backflow &
cross connections section as a minimum.”
• “Needs much more emphasis on renewable/energy conservation & legislation.”
• “This should also cover underground drainage and the essential Water Regulations, Water Regs is
generally at Level 3 and is too late, and this must be at Level 2 with a C&G/BPEC type certification.”
• “I said yes provided the water regulations was another unit.”
• “Working with lead should have been kept in the curriculum.”
• “It is the basic qualification, although it should not include low carbon steel, but have this as an
optional course.”
• “Lead work is no longer relevant. More on renewables is required.”
• “So long as the basic heating supply/source technologies are covered also.”
27 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
• “Yes but with greater emphasis on efficiency in design and application and more references to a wider
energy environment. Covering basic principles with more detailed technical application being at Level
3 therefore a natural progression.”
• “Water regulations, what to do where to install. The importance of installing approved materials.”
• “Underfloor heating and basic sustainability ought to be included.”
How they should be taught:
• “I think we expect our students to be competent within all these areas, at this stage in their careers
they have minimum experience. It provides a good grounding, but there has to be some responsibility
from industry to provide relevant on-site training.”
• “Yes, but more emphasis should be put on the workplace evidence rather than the college workshop.”
• “Yes but where ever possible the employer should also undertake additional training to show the
individual how the whole company operates so they have a broader understanding.”
• “Yes I do think that this is appropriate, however the way the learners are tested is inadequate. It
needs to be a mix of assignments, on-line exams and written exams. The multiple choice do not allow
the learner to demonstrate the depth of their knowledge.”
• “Gives a good grounding to key areas of plumbing. However many first year will be tidying vans,
getting tools and materials, basic tasks. It is hard to match the onsite learning with off the job training
in these areas and difficult to complete the onsite competency assessments required for the plumbing
Apprenticeship programmes.”
• “But needs to be more in depth and a lot more hands on training backed up by relevant theory and
this needs to be greater sponsored by manufacturers.”
• “But again with site experience.”
When asked whether they thought the current NVQ Level 3 Plumbing and Heating content (which generally
covers the planning, selection, installation of complex systems, testing, commissioning, service and
maintenance of cold water, hot water, central heating, rainwater and sanitary pipework systems, along with
fuel options or environmental technologies) was appropriate, the majority of respondents (88%) on the whole
agreed.
Again, the IEng level respondents were less convinced compared to Eng Tech and CEng level respondents, but
on the whole broadly agreed.
Eng Tech IEng CEng
Yes 88 61 93
No 12 39 7
28 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
The main themes that came from the comments fell into two categories: additional subjects respondents
thought ought to be covered at Level 2 and how the Apprentices should be taught.
Additional subjects:
• “Gas installation and testing should be included.”
• “Also believe there should be a small section on plumbing history at Level 3 level.”
• “Need design and drawing as is required in Europe (Germany/Swiss).”
• “Renewable energy section should be compulsory along with practical experience of one of the micro
technologies.”
• “Further specialisation should be adopted within Level 3 and should cover an increased scope in
renewable technologies.”
• “Also to include sheet weathering a roof repairs.”
• “Why should the Plumber be dealing with "environmental technologies?" This should be covered
within the rules of installation, the young plumber has enough to remember, other issues come
later.”
• “Should including solar hot water and make up water for AC system.”
• “More movement away from gas towards renewables - biomass technology etc.”
• “Take out gas, keep the plumbing totally as plumbing.”
• “Level 3 also covers the Water Supply (Water Fittings) Regs 1999.”
• “The dominance of outdated technology should be challenged, modulation controls and bus
therm/BMS should be taught above on/off control. German engineering standards such as VD1 2035
parts 1 & 2 & 3 should be adopted because UK might as well be written in crayon, due to being
dominated by manufacturers commercial investment into standard development... Almost corrupt
the way British Standards are influenced by vested interested (chemical companies, TACMA etc.).”
• “Could be extended to include other types of water systems i.e., Distilled, Low Pressure and High
Pressure Steam. Medical Gas's, Special Drainage Systems for contaminated or radio-active discharge
effluents.”
• “More information and guidance is required on all renewable energy pathways.”
• “Some understanding of legislation of the contractual relationships & pricing needs to be included.
Also First Aid basics and task methodology including risk assessment.”
• “It should cover topics not covered at Level 2 and bring plumbers up to date with current and
emerging technologies.”
• “As above in regards to timescales. Fuel options is becoming more predominant as this should take
into account the type of system to be installed.”
• “Better to include awareness on other pipes services.”
• “More renewable technology required.”
• “Whether or not drainage above ground is taken care of by plumbers, should be clearly defined.”
• “Not every company is working with gas and so should be a bolt on course not mandatory.”
• “Government regulation, water quality.”
• “Perhaps more involvement with relevant industry challenges and possible innovation and growth.”
• “More needs to be covered on design, pipe sizing, heat loss calculations, pump specification and sizing
boiler sizing, pipe sizing, more complex systems, buffer vessels, low loss headers, de-aeration of
system, water quality, more on the science behind water.”
• “At this level there should be an understanding of design principles.”
• “Gas should be a given, as the majority of employers want their Apprentice to become Gas Safe
registered.”
• “Solar thermal & ASHP should be part of Level 3 as a standard.”
• “Gas should be in the core units.”
• “Although I think the term should also emphasise energy efficiency more and incorporate in a broader
and general sense with more specific detail of technology as part of a pathway.”
29 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Related to how the Apprentices are taught:
• “But the course is 2 short 9 college months, it should be 3 years, 2 years theory and last year pick a
fuel gas /oil renewables.”
• “Again I am inclined to tick yes, but the options should be part of the mainstream course.”
• “Now as a plumber you are not allowed to install gas equipment and I feel that it has gone over the
top as there used to be just Corgi and inspectors and BS standards then ACOPs with 16 modules and
now ACS with approx. 176 modules I have been with Corgi seen 1976 our gas number is 7036 less
than 10,000 members.”
• “Again not come across an Apprentice who could carry this out after competing Level 3, they still
need years of training.”
• “It's a joke made to put bums on seats. Not getting engineers trained to a set standard we need. It
requires 5 years on site, 1 day a week at college.”
• “It is the lucky few whose companies offer this broad spectrum of work.”
• “But I do not believe that this qualification approximates to an OND, let alone an HND in Engineering
disciplines.”
• “Needs to be more specialised, or training over a longer period.”
• “But more knowledge is absorbed while "on the job".”
• “If people only go as far as Level 2 then they should only be allowed to fit & commission certain
things. When heating systems etc., have to be energy rated next year Level 2 possessors should not
be permitted to do this.
• “Training is not extensive enough in these areas.”
• “Where an Apprentice does not have access to any of the environmental technologies or gas, then
they would not be able to undertake and complete a Level 3 qualification. There should be a
qualification geared towards just domestic plumbing and heating as in the previous qualification for
the Level 3 NVQ.”
• “Fuel option should be at advanced level.”
• “Yes again this gives good grounding and if completed properly gives good evidence towards industry
accreditation of chosen pathway, i.e. gas. However problems arise when the employers are not
carrying out the appropriate testing procedures. Many employers do not use weir cups or pressure
gauges to confirm incoming mains pressure for example and it seems that many hire in third parties
to commission jobs.”
• “These units are appropriate, however I am aware that there is also an electrical unit within the
framework which is the largest unit in it and cannot be taught by a plumbing tutor. I feel this is wrong
and there are too many GLH's set to this unit, it should be streamlined.”
• “Introduce portfolios and collection of works and the Level 3 craft Apprentice should be awarded a
degree after 4 years or at least have an easy progression route of short duration to accomplish a
degree.... Why not? You can get a degree for a lot less.”
• “A Level 3 Qualification is certainly seen as a problem solving Qualification and should be seen as a
qualification that is worthy of a competent plumber to work towards.”
• “Yes I think such a wide and diverse range needs to be covered if we want professional people to
work Engineering Technicians.”
• “I think it looks rather too much. Fuel options, Environmental technologies should be an additional
qualification should the Apprentice wish to avail him/herself of the option.”
• “More ought to be done for mature students joining and training.”
• “I do think that the fuel 'option' should be made compulsory though as some employers are
substituting cheaper solar options and the Apprentice isn't getting the fuel option in their
qualification.”
• “But the next stage. HNC/ HND should be as important to make it professional.”
• “I would consider an Apprentice at this level to be an improver who would need further site
supervision.”
30 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
• “I feel the monitoring of all NVQ s are not constant and vary some higher and some lower. The old
style Trade Examinations had set answers and Levels of performance to a better standard. Not
assessments.”
• “But in reality a lot more training is required to run a business and you have to have experience and
common sense and be confident and intelligent.”
• “But local colleges (normal ones anyway) are not being open to the alternative routes, meaning that
my Apprentices will never achieve above Level 2.”
• “But as we all know it takes years to fully understand and put into practice all of the above.”
• “I feel there needs to be also a bigger focus on practical on the job inspections.”
• “More theory and a greater academic emphasis should be placed on all of the courses.”
• “It’s a lot better than what we have had in the past. I do think there still needs to be more practical
and relevant theory, it tends to look towards management which at this stage these Apprentices have
only just started their career. We need quality trades people first, if they choose to do a more
design/management course in the future they can. 'Just because you have passed your driving test
does not make you a good driver'.”
• “That this is all far too complicated and too prescriptive in some of the assessments.”
• “Again should include introduction to further education opportunities such as NVQ Level 3 and Level 4
this being equivalent or of the same standing of a foundation degree for progress on to a full building
service degree.”
• “Needs broader base.”
• “This does not offer some skills that are required and each college or training centre may have a
different criteria.”
• “Yes, but more emphasis should be put on the workplace evidence rather than the college workshop.”
• “I believe that they should be separate professions, to develop a greater awareness of the industry
and to be in a better position to pass experience on in the future.”
When asked whether they thought the current NVQ Level 2 Plumbing and Heating qualifications were
designed to develop an individual so they can work competently on their own while under the instruction of
another, again the majority of respondents (88%) on the whole agreed. All levels of professional registration
were in agreement too.
Eng Tech IEng CEng
Yes 83 84 90
No 17 16 10
31 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
The comments that were made by survey respondents fell broadly into the following categories:
Qualified Level 2 Apprentices are at higher level of competence than generally perceived to be:
• “I believe Level 2 Apprentices should be able to complete smaller, non-complicated tasks without the
guidance of supervision.”
• “This should be done under some supervision.”
• “They should be able to work on their own.”
• “Level 2 should make you competent to work alone.”
• “Should be able to work independently at this level.”
• “Many Level 2 qualified plumbers work on their own and I consider that providing they only
undertake work for which they are trained and competent, it is quite acceptable for Level 2 plumbers
to work without instruction.”
• “There should be more emphasis at Level 2 on working as an individual without supervision, as this
would embed 'intuitive' skills. A 'supervisor' could be on hand at the end of a phone line for advice if
necessary.”
• “I've been working very happily for myself for the last 12 years with this qualification. I think it entirely
depends on what level of work is being undertaken.”
• “No I have proven a Level 2 can work on their own, with use of a mentor for the first year.”
• “Guidance would be more appropriate.”
Qualified Level 2 Apprentices are at lower level of competence than generally perceived to be:
• “They are never put in a situation in college where they have to plan a job, think it through, organise a
list of materials for their work. If they cannot do the above with me they are gone, as I don't have
time to be their mother.”
• “No, Level 2 qualified plumbers should not be allowed to work on their own.”
• “If only it were true.”
• “Whilst I think this is correct I do not believe that this happens often enough in the workplace
environment. Again I think this is down to the employer/mentor that the Apprentice is with.”
• “Level 2 qualified plumbers should not be permitted to work on their own as they do not possess
sufficient theoretical knowledge to undertake the job and understand the implications of their
actions.”
• “Individuals with Level 2 qualification work under supervision and instructions of another qualified
plumber to gain more industry practical work experience (Apprentices).”
• “Level 2 does not provide enough scope for competency, for working on their own. In my experience
Apprentices do not reach that stage until Level 3.”
• “I do not think Level 2 meets the requirements of competence.”
• “Most students are not aware of this and are under the impression that Level 2 is a full qualification.”
• “But this is not happening.”
• “But they don’t let’s be honest, there is not enough training and assessments, need to be more strict.”
• “No, not until Level 3 has been undertaken.”
• “At least Level 3.”
• “Referring to my previous comments, I do not feel that this is the reality of the situation when they
leave the college environment for the real world.”
• “I am confused - Level 2 means I am competent on my own while under the instruction of another -
this is an oxymoron. Either I am competent to work on my own to the level of my qualification, or I
need further instruction to gain competence at NVQ Level 2 - I think this is very ambiguous and may
well lead to individuals getting an NVQ2 qualification and then starting their own business, with no
instruction.”
• “There are too many people out there with the most basic or no proper practical experience, they
also have little or no insurance and take on work they are not trained for. The Gas Safe Register is
always chasing these people instead of working with the people they have.”
• “Providing they are being observed during the work.”
32 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
• “The only issue is perhaps that, similar to driving, if you learn with someone who has been on the
road for 20 years and is not an instructor, you are more likely to pick up their habits which are not
always accepted as doing it 'by the book'.”
• “They should be under the supervision of others not under their instruction...someone at Level 2
should be carrying out work they have demonstrated competence in.”
• “Yes the qualification is designed to do that but often the input of the Apprentice does not match
that. There is a significant change between school and work and many Apprentices seem not to be
able to adapt to self-study and the responsibility of completing their own work. Qualifications have
changed and need the full efforts of the learner.”
• “A Level 2 plumber should be competent under supervision.”
• “Providing the instructor & the individual appreciate the implications of the "lone" worker.”
• “You must be joking!”
• “Only working as an Apprentice.”
• “Needs policing.”
• “They do not achieve their goal yet still pass them off from college.”
• “Whilst a Level 2 plumber can be deemed competent he is only competent in the field of Installation
and as such, should he be outside his field he must be instructed and his work assessed.”
• “Many assessors complain of the student’s company’s abilities to liaise when they have or are actually
going to carry out these works.”
That the competence level of Apprentices is down to the employer’s expectation and attitude:
• “To a point, I would like every employer to think back and ask themselves what they were doing in the
industry when they were 17-18, give these people a realistic time to develop. The number of
companies that say 'he's no good he can't install a full heating system!”
• “I would like to see employers made more aware of this need, instead of the attitude of some - i.e. “I
wouldn't let them loose with a soldering torch etc."
• “All candidates must have a supervisor that is competent to advise and guide them, not just use the
student as a slave.”
• “Unfortunately many M&E contractors, due to the hire and fire nature of the building industry,
routinely employ agency workers and expect to manage them not to supervise them. Then the
contractor complains but does not accept that they are in the wrong when the standard of
workmanship and understanding of specification requirements is not met by the so called
tradesmen.”
• “It may sound good but I feel that there is a need for closer supervision of students/Apprentices while
performing on-the-job.”
• “Without Level three, they should not be let loose.”
• “Maybe after 3 years, 2 years is still too soon for most trainees.”
• “IT WILL DEPEND ON THE COMPETENCE AND SKILLS OF THE PERSON WHO IS ACTING AS THE
INSTRUCTOR. A LEVEL SHOULD BE DECIDED FOR THAT PERSON.”
Would like to see modifications to the existing system:
• “A happy medium, and regular contact from the local Water Regulations inspector or a lecture from
each college to see how their progress is going and make an assessment from there.”
• “Level 2 qualification should be with a qualified Plumbing & Heating Company only and not just
College based.”
• “To a degree, as I have known candidates that don't want to on gas or other technologies, but the
Level 3 doesn't give the option of them to just do the core subjects to further their understanding of
more complex systems, without them choosing gas, fuel or environmental options. Many are happy to
be bathroom/kitchen installers and would/could benefit from the core subjects on Level 3, but tend
to end up doing these as standalone short courses.”
33 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
• “A qualification needs to include multi-skilling elements for craft personnel entering the industry at
this level for one of the pathways (for both young and mature operatives). This would support career
progression and flexibility for employers on major sites.”
• “The initial training needs to be better quality and spread over a longer time and college etc. need to
stop taking on trainees just so they can claim the funding.”
• “Most people like myself that employ people are keen to teach new young plumbers and get back to
when a plumber was and still is the most skilled tradesman on site.”
• “I consider that different levels can confuse the trainee, levels are fine as long as you are also told that
you are not a plumber until you have them all.”
• “Unfortunately however, not operating in that way in relation to many small or micro businesses.
Seen as the minimum requirement to practice with add on Training to deliver Environmental
Technology gain MCS accreditation or undertake Building Regulation compliance areas.”
• “Site work is an essential part of training.”
When asked whether they thought the current NVQ Level 3 Plumbing and Heating qualifications were
designed to develop an individual so they can work competently on their own, and take responsibility for their
own work and the work of others, again the majority of respondents (87%) on the whole agreed. All levels of
professional registration were broadly in agreement, with IEng level respondents to a lesser degree. Every
CEng respondent to this question chose only the ‘yes’ option.
Eng Tech (%) IEng (%) CEng (%)
Yes 81 77 100
No 19 23 0
34 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
The vast majority of comments that were made by survey respondents were directly about experience for a
young tradesman in a supervisory role:
• “I think that taking responsibility for their own work is correct but not the work of others. I think the
Apprentice needs to build up their experience after the qualifications are achieved and needs to
prove to others that they are capable of being left to work on their own before being given the
responsibility of supervision of others.”
• “No, I worked my way up and after my time and working I progressed to site Foreman, Project
manager, Contracts Manager, Estimator and finally Director. The training in this area should not be in
the plumbing training but like I did went on and did Construction Craft Supplementary Studies,
covering costing, measuring, supervision, H&S etc. The plumbing course is to teach plumbing, if they
want or need to manage a site they need experience first and then return for specific training. I would
rather have a competent plumber and then add those skills later, than have a half-baked plumber that
doesn't understand the system, who thinks he can supervise a site.”
• “I see L3 as being more advanced than L2 in terms of occupational competency only. As in more
competent in terms of gas, unvented hot water and water regulations. I do not see the qualification
as being a supervisory one. This will come with site experience and possible relevant supervisory
qualifications.”
• “No, again too much too soon, let them develop, site experience is everything with a good relevant
education and training at College.”
• “But it’s important to allow the person to grow and gain confidence before putting in a supervisory
position.”
• “They should at this stage be able to carry out different ranges of installations but an inspection from
an inspector or lecturer for his comments.”
• “After gaining years of experience then they can take responsibility of others. Not at the start. Level 3
should be the gateway into further education and career progression.”
• “This can be used effective, if used correctly. However I don't believe Level 3 is a supervisor role,
because you are still getting extended knowledge of plumbing and heating systems. Supervisory roles
should be at a Level 4, or get Level 2 up to a very competent Level 3.”
• “Yes but in reality you are not fully able to do this without a few more years of experience. It is
experience out in the field that is more relevant.”
• “Level 3 should be working on their own, but have the full support and help from their employers
when they have problems as they are still very "green" to the industry.”
• “Competency is gained through experience as well as industry training. A Level 3 Apprentice does not
under any circumstances possess the skills to be responsible for others.”
• “Not straight away after Level 2, 4th year – yes.”
• “But again to defined levels of Skills.”
• “Again there is a case or greater monitoring and accountability especially at these most critical times
in the training process. Regarding the question below there are a number of techniques to measure a
student’s progress and whether he/she has assimilated the subject, and each has their place. Another
factor which hasn't been clarified here is whether this is referring to the acquisition of skill or
knowledge, both of which are completely different.”
• “Providing they have enough on site experience.........experience and competence only comes with
time.”
• “Maybe after 5-6 years of training & on-site experience.”
• “As with all things, the more experience the plumber gets the better able they are to carry out the
tasks identified above.”
• “But for me having a large gap between nvq2 and nvq3 (approx. 6 years) worked brilliantly for me. It
meant I got a lot of experience in between and really knew what I was taking on with nvq3.”
• “Level 3 will need to be longer to achieve this in my experience.”
• “I would think a Level 3 learner should still be under the supervision of a more senior representative
of the company, who would also be responsible for the work of others.”
• “Not without further certification.”
35 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
• “Having completed their Apprenticeship and gained their qualifications, I think experience is required
before expecting young Tradesmen to take too much responsibility.”
• “Achieving a level for yourself does not necessarily mean you are competent to supervise others.”
• “Present Level 3 plumbers would not have the knowledge to cope at site level.”
• “Level 3 is about working at a higher technical level....supervision should be a separate part of the
training with the requirement to have a Level 3 to move onto a supervising role. It is wrong to assume
that everyone who has a Level 3 is likely to be suitable for a supervisor role.”
• “It's far too much pressure to impose on an individual.”
• “Expectations are sometimes unrealistic, competence comes with experience.”
• “The scope is insufficient for the modern technologies and supervising others should be after some
further experience.”
• “Taking responsibility of others work, should only come after many years of experience.”
• “A further year with a fully qualified person.”
• “I find most NVQ3 staff are not good at site supervision and design in particular. I know of very few
operatives who can correctly size a pump, work out a boiler capacity but have reached this level.”
• “I do not feel that this is the reality of the situation when they leave the college environment for the
real world.”
• “Progression to a site supervisor or estimator would require further skills to be developed alongside
role focused training.”
• “However, the scheme design responsibility shall remain with a competent Engineer.”
• “I employ a Level 3 plumber but they seem to lack practical skills and common sense by not thinking
the job through.”
• “There are other managerial qualifications that could be undertaken that would be broader and of
more benefit in this changing world.”
Other comments were more general in nature:
• “Given time I have no doubt they would eventually be experienced enough to run projects
effectively.”
• “Not often implemented by the average contractor. Too much reliance upon using unsupervised
domestic tradesmen in commercial, educational and industrial situations.”
• “This should be overseen by an outside body and maybe the CIPHE once they are happy they should
be approved, this would raise the standards again i.e. probation, as Gas Safe do for their engineers.”
• “The new Level 3 qualifications offer a fantastic opportunity of learners to gain industry aligned
qualifications. However they need to be working on the range of criteria onsite to support their
learning. Some qualification requirements are not achievable, as employers cannot provide all
required evidence from onsite, especially in the current economic climate.”
• “I partly agree but for me Level 3 is also focussed upon the development of competence to work more
complex systems.”
• “Again I wish this was true as would make the employers life a lot better, the colleges just seem to
pass the candidate where they have grasped it or not. I will not be taking on any more Apprentices as
it is no longer cost effective.”
• “The site supervisor element would depend on the student.”
• “Self-motivation is important for Level 3.”
• “By the time the individual has attained this level, he/her should be able to control his environmental
workplace, and be more adult and responsible.”
• “Level 3 Qualifications are something a really competent plumber should aspire to.”
• “Dependent on experience.”
• “Yes although there could even be an option for another category of Advanced Engineering
Technician.”
36 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Assessment methods
Respondents were asked about the perceived effectiveness of the different types of assessment methods,
with Most Effective = 1 and Least Effective = 3. The average rating of each was calculated.
Multiple choice knowledge unit exams and summative knowledge unit exams were ranked the highest from
respondents, indicating these were considered the least effective forms of assessment (red). Practical
assessments, both simulated and workplace, were ranked the lowest and therefore considered the most
effective (green).
When the data was assessed according to the professional level of registration it revealed slightly differing
opinions. All levels rate continual workplace assessment as the most effective method of assessment (green),
but rate multiple choice exams knowledge exams as the least effective (red).
Eng Tech
Rating
Average
IEng
Rating
Average
CEng
Rating
Average
Multiple choice knowledge unit exams 2.09 2.45 1.96
Multiple choice summative knowledge end exams 2.02 2.24 1.93
Long answer questioning knowledge unit exams 1.69 1.57 2.00
Long answer questioning summative knowledge end exams 1.72 1.52 1.93
Summative simulated practical end assessment 1.69 1.77 1.72
Summative work place practical end assessment 1.47 1.64 1.74
Continual simulated practical assessment 1.51 1.64 1.54
Continual work place practical assessment 1.34 1.46 1.59
Most
Effective Adequate
Least
Effective
Rating
Average
Multiple choice knowledge unit exams 105 221 107 2.00
Multiple choice summative knowledge end exams 100 245 85 1.97
Long answer questioning knowledge unit exams 177 164 82 1.78
Long answer questioning summative knowledge end
exams 171 161 81 1.78
Summative simulated practical end assessment 183 193 44 1.67
Summative work place practical end assessment 223 168 35 1.56
Continual simulated practical assessment 251 153 28 1.48
Continual work place practical assessment 307 106 22 1.34
37 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Apprentice behaviours
When asked what five core behaviours they would expect a good Apprentice to demonstrate, far and away
the largest response was Honesty and Integrity (73%). Dependable and Responsible gave the second largest
response (59%).
Other behaviours that respondents thought were important and listed in the comments included:
• “Willing to go that little bit extra without a fuss.”
• “An actual interest in the workings of the systems and an inquisitive attitude.”
• “A spark of get up and go, the ability to be an Apprentice and not a telephone receptionist with their
mobile.”
• “Wear trousers normally and not at half-mast. Have a clear and coherent conversion. Understand in
life nobody ever fails in school but in the real world people do if they don't work.”
• “All of the above together with good hands to make things happen.”
Behaviours Percentage
Honesty and Integrity (Truthful, sincere, ethical) 73
Dependable and Responsible (Punctual, reliable and committed) 59
Enthusiasm (Motivated, proactive, shows drive and energy) 57
Positive attitude (constructive thinking, optimism, motivated to succeed) 53
Problem solving (Identifies issues quickly, enjoys solving problems) 46
Quality focus (Follows instructions, processes and procedures, attention to detail, risk
assesses, quality checks) 44
Personable (Polite, courteous and professional) 41
Self-motivation: (Self-starter, able to make independent decisions) 40
Team player (Work and interact effectively within a team, work well with different
trades/disciplines) 39
Effective communication (Spoken, listening, body language, presentation, written) 37
Personal commitment (prepared to make a personal commitment to the industry and
own professional development) 36
Adaptability (Willingness to accept and adapt to change) 35
Safety mind-set (Compliant and disciplined) 34
Task concentration (Deals appropriately with distractions to enable tasks to be achieved) 20
Situational Awareness (Impact of changing circumstances on an activity) 19
38 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
• A good attitude goes a long way.”
• “In fact, all 15 of the above are very important. Just one area of shortcoming - say unpunctuality -
becomes serious if not curbed.”
• “Strong desire for quality of end product... for example, if they have not been successful then they are
not afraid to say so, rather then cover it up.”
• “Most of the above are really important, along with a willingness to learn and a thirst for knowledge,
to also have the ability to question why we do things the way we do.”
• “The desire to constantly learn about new products, technologies and techniques, and to actively seek
out new and better ways of doing things.”
• “There are more that I would tick in the list above but if the employer doesn't enforce these it has a
knock on effect at college.”
• “Presentation - of self and even vehicle. Although not strictly a behaviour, it's important.”
• “Not afraid to exceed min standards by creative problem solving (not rigid).”
• “I think some of the above qualities develop with age and experience.”
• “A strong "work ethic".”
• “Passionate to their career.”
• “I wish this type of Apprentice was available.”
• “Additional ambitions for more responsibility & reward and the need to have clear career pathways
available to individuals.”
• “Keeping calm when things go wrong (because they will sometimes).”
• “Ability to promote the profession.”
• “Know the limits of capability. Not afraid to ask for help.”
• “All the above would be a bonus, but I have yet to meet a young Apprentice with more than half of
them. People with all the above tend to run their own businesses like myself.”
• “Clean and tidy.”
• “Smartly dressed & no bad language.”
• “Knowledge or interest in relevant legislation applicable to the subject.”
• “To look ahead and plan each part of the project, the use of a pipe bender rather than soldered
fittings work as cleanly as possible and clear up as you go.”
• “It’s a vocation and a trade. You have to live it, to be good at it.”
• “Willing to pass on knowledge to others later on and keep on learning.”
39 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Additional Comments
Finally, respondents were asked to provide any additional comments they felt were important, and the
responses tended to fall into well-defined categories:
Quality of Apprenticeship training:
• “I do like the way JTL execute their programme. But they do require more assessors, to allow more
frequency on site assessments and more pressure should be applied on the colleges to preform, as in
my experience they are the weak link. A high percentage of the college lecturers are not suitably
experienced or qualified or motivated.”
• “The education system needs to meet all areas of the industry. Entry qualifications on to Level 2 need
to be more strict. Teaching staff need to have higher qualifications for the level they are teaching and
should have some degree of industry experience.”
• “Too much is put on speed of achievement and quantity of achievement. We need to develop the
basic skills that are not taught to the correct level in colleges as this is the bedrock of the skill. Pipe
bending, jointing, installation skills, marking out measuring etc.”
• “I have recently written to my MP to ask if the original YTS scheme as it was 30 years ago, be re-
introduced to encourage sole traders in particular to take on trainees.”
• “We need to improve standards to German levels.”
• “Training in this country is poor at best.”
• “Having served a 4 year Apprenticeship and worked my way up to be a Public Health Engineer, in
relation to mechanical and electrical engineers who have come straight in from university, I feel the
plumbing industry is the poor relative.”
• “To make sure there is a proper Apprentice training scheme in being.”
• “I believe the Apprenticeship should be held in high regard. It needs to be a programme for industry
training and not training to meet social needs. Although important social needs training should be a
pathway to an Apprenticeship. At the minute, in Northern Ireland they are in competition and this is
having a negative impact on the employed Apprenticeship route as employers are taking on free
labour through employability programmes and referring to them as Apprentices. I believe that
industry led training providers that are employer led should be the organisations who receive the
funding for the training, identify on behalf of the employer the best provider of training, identify for
Apprentices reputable employers and manage the current Apprentice intake into the industry in line
with sectors skills data instead of the industry being flooded with free workers who are not on
Apprenticeship programmes.”
• “As a person who qualified when aged over 24, I found the course was not adaptable to change of
career Apprentices, who cannot always get a placement with a company.”
• “I think colleges need a good shake up. My Apprentice is lucky if he gets to spend more than 3 hours
doing practical tasks in the workshop each week. Surely the 8 hour day should be half practical, half
theory. When it comes to the 4 days working with me his handling of tools and materials is very
poor.”
• “Apprentices can be influenced in bad ways, as well as good, by working with older tradesmen. Too
many bad practices are perpetuated by being learnt from others.”
• “We need to make the powers that be aware that skills are acquired from practice not learned from
books.”
• “There should be more concentration in helping the Young Persons to actually have a job to go to
after they achieved their Qualification.”
• “Apprentices on the whole are more focused on money than knowledge and see passing 'exams' as a
way up the financial ladder. However as the industry is forever evolving, it is almost impossible to
keep up to date without a hell of a lot of study and dedication. As most of us know, plumbing &
heating is not a 9-5 job, it's more of a lifestyle choice, not a 'get rich quick' solution which appears to
be the driving force behind applicants.”
• “Assuming the trainee has the basic literacy and numeracy skills to start with?”
40 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
• “School is good but is worthless without onsite training and supervision and to keep up there is a
great need for cpd.”
• “Have to get more practicable experience somehow, make it easy for a plumber to give work
experience with no cost for 2 weeks.”
• “To review and simplify Apprenticeships is a must, the current structure whilst retaining the key needs
of the sector, is on many occasions inflexible and encourages activity aimed at undermining the
purpose and seek ‘shorter quick fix’ mentality options.”
• “Yes I want Plumbers /Heating Engineers to leave college and know what they are doing ...not with a
certificate to say they have been to college.”
Financial impact of taking on an Apprentice:
• “To seriously encourage Apprenticeship in plumbing there needs to be financial support for the firm.
Although offering an Apprenticeship may represent investment in a company's future, there is no
guarantee that an Apprentice will stay on, and the cost of 1 day/week at college plus employer's NIC
is very high -too high- for small, especially sole-trader, concerns. We cannot afford to underwrite part
of the further education system without some public support. In my view, this is an important reason
behind the shortage of Apprenticeships.”
• “It's time employers were given a greater incentive to employ Apprentices through the entire training
period, help with the purchase of hand tool kits etc., the most frustrating thing for mentors is lack of
tools.”
• “The proposed funding changes should be scrapped, this will cause the industry to collapse due to the
number of Apprentices diminishing, this proposed new system will create a huge amount of
additional work for the employers, it would suit the larger employer with established training
departments but not the smaller ones, especially the one man bands. The current method works
sufficiently and the effort should be directed at the non performing providers.”
• “There should be more incentives available to encourage employers to engage Apprentices in the
Building Services sector.”
• “Why are financial support aids restricted to Apprentice's under 24.”
• “There must be more cash incentive to the employer for employing the Apprentice with a fixed stay
time when they are out of there, say 3 years at least.”
• “I'm not sure if I'm off the track with your survey here, however, I have in the past taken on
Apprentices, but currently it's not financially viable for me to do so. However if I had someone who
ticked the boxes I’ve ticked in your question 24, AND, here is the bomb shell, was financially
subsidised, I would be able to bring that person through, to support our industry, which lacks, in my
opinion quality up and coming replacements. There, I’ve said it.”
• “What about the real cost of employing Apprentices ££? This is one of the biggest non incentives!”
• “I would love to take on an Apprentice but it is not always that we turn over the work to allow this. If
the government gave a bit more than they do, I am sure the future of our profession and the
prospects of school leavers and teenagers would be a lot brighter.”
• “Why are the government going to complicate the employing of Apprentices by putting the onus on
the company to pay for the Apprentice training? All very well if you have a large HR dept but no good
for SME. Apprenticeships have been devalued by supermarkets and accountancy companies etc. using
it as a method of obtaining cheap labour with no future prospects of career advancement.”
• “For many years the Apprentice training schemes the government have not made funds available to
encourage companies to take on Apprentices.”
• “We do sometimes have problems getting young Apprentices, so we have been taking older ones but
have found now that we have to pay for their college fees of £700.00 a year; we now have fewer
Apprentices than we have ever had. The system needs looking at with great concern as there won’t
be any trades men left for the industry soon.”
• “Taking on Apprentices has now become very hard work for very little gain. Employers should charge
for it because the colleges and training centres do, but the employer is expected to take all the risks,
41 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
have all the problems and do it for nothing. Times have now changed and you need to wake up to
this.”
• “Reason we do not take on Apprentices is two-fold, bad experiences with Apprentices in the past and
the fact that they have too many rights with regards sick pay, holiday pay, length of holidays,
maternity leave etc. so will now NEVER take on any staff other than direct family.”
Raising the Industry’s profile:
• “The quality of the training needs to improve. The types of candidates should be better selected by
colleges. Usually you find all the lower ability youngsters shoved on a plumbing course because
everybody thinks it’s a low ability practical course that everybody can master. That is not so, that is
why plumbers have the reputation they have in the media sadly.”
• “No, other than there is a need to raise the Industry's profile in the eyes of the public. There are far
too many providing plumbing services to the public who have not be trained or educated sufficiently,
or indeed see the need for professional development throughout their working lives. If this situation
can be addressed then it will help to isolate those to whom I refer.”
• “It is extraordinary that important trades such as plumbing are not promoted through the main
stream school curriculum and for 15/16/17 year olds to be encouraged to develop their skills in this
excellent trade. Unfortunately there are too many unscrupulous individuals working out there
masquerading as qualified plumbers, and clearly that’s a problem that will probably never go away. I
firmly believe that UK schools should encourage and promote trade Apprenticeships as I had, when I
was at school in the late 1970's /80's, rather than brainwash students today that University is the way
forward, & then find themselves struggling to find a suitable career.”
• “The profile of engineering and other practical skills need to be raised in the awareness of the general
public. The status of repair operatives, who are commonly referred to as engineers, must be seen for
what they are.”
• “The construction industry as a whole needs to recognise the depth of knowledge attained by both
plumbing and electrical professionals and the responsibility that their work entails. Many people are
favouring the much easier trades as they seem to attract greater respect and appreciation. Customers
often through simple ignorance, undervalue the work done by both of these trades and this often
allows the cowboys a foot-hold as they offer the work at a price where it cannot be done correctly
leading to complaints that there are no good plumbers out there. There are, they just don't want to
pay for them.”
• “Until you have a register and only qualified plumbers can be on it, you are never going to raise the
standards of workmanship or our image to the public.”
• “Please ensure that any considerations for future training improve professional standards and build
trust with members of the public.”
• “Apprentices need to be shown how to value the profession ...... for the good engineers out there, it is
more than a job ... it is a way of life and it is a service that we provide, it is not just about the pay
packet at the end of the month.”
• “Very concerned that parents do not see Apprenticeships as their preferred route for youngsters.
Whereas I understand that in Germany, many types of careers are expected to be based on the
Apprenticeship principle as a matter of course.”
• “Thank you for supporting our industry and trying to get it the recognition it deserves. Not enough is
made of the fact that plumbers work on protecting human health and environment.”
• “Plumbing and Heating as an industry has made positive strides in the last few years, however we are
still seen as the 'poor relation', the wearers of bib and brace overalls riding around on a pushbike
unblocking toilets. This concept needs to change, it frightens me to see the weekend 'professionals'
parading around B&Q buying and ADVISING others how to do this and that. Promoting a disciplined,
highly trained and knowledgeable professional body has to be improved. Improve the professional
standing and we also improve the salary level. There is much to be gained from the old saying 'pay
peanuts and you get monkeys', there are too many unqualified monkeys out there in the market at
this time. Training, registration (possibly license) is the way forward. The chap on his hands and knees
42 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
is no less competent than the chap sitting at the drawing board. Their individual knowledge would be,
as would their individual skill sets but their commitment should be the same to achieve the best that
they can be.”
• “It would be good to see the industry insist that all operatives raise their attitude to their customers
and their employers, so that our reputation in the view of our customers is raised to a very high
standard. I am old fashioned at 72 but I think we must hold our high standard.”
• “Quality is compromised by finance managers taking the lowest price, meaning the less thorough
individuals get work, which affects decent companies’ profits and ability to take on Apprentices. 3
prices, specification not considered seems rife. Technical Managers with discretion should be in
charge of technical equipment, not accountants shortening system life with clerks’ policies.”
Concerns about colleges, manufacturers and employers:
• “I would like to see the colleges take more responsibility and qualified employers, particularly very
small employers, should not be used as unpaid tutors.”
• “Employers and the various trade bodies must be given more input to how colleges deliver training
and what type of training they deliver. Too much control is given to the colleges. Apprentices should
be employed from day one. PLAs or free Apprentices are a major problem when considering future
operative ability. Despite the colleges needs for bums on seats and the various government initiatives
that are designed to provide positive national employment statistics, Apprentices must be employed.”
• “All of the courses are about profit maximisation for the training bodies at the cheapest cost to the
training providers and the quality of the end product is shocking. The school will not release the
candidates the industry need, those with B grades and above, as they want them to keep up their
exam results and cast us the unwanted C grades as they will pull down their exam league tables. I was
fortunate and went back twice and got two 1st class honour degrees and I see a lot of dyslexic people
in our trade who are not stupid but struggle in the written world like me and the training from the
core and manufacturers fail to address. I have examples of engineers who a trainer wrote off as thick,
I spent an hour covering what he did for three days with the engineer and when he returned for
assessment, the trainer could not believe it was the same person. He was far from thick, hejust learns
a different way. The plumbing course is about learning plumbing, not how to be a supervisor, run
their own business, not to surf facebook in college time, but learn plumbing. If they wish to advance
then do this at night classes, day release like I did. Work hard and get results, not sit back and drift
along as the current mode of operation.”
• “I feel that the tutors are teaching kids the answers to criteria and should also be expanding that and
teaching outside the set criteria.”
• “I have found that learners attend college think of it as a day off and that they are able to turn up and
go when they want. They are not motivated enough in themselves that they will actually open books
to read and study and think that they should be handed the qualification without any work.”
Unfortunately in my experience a lot of employers do not really want to support the colleges in
helping the Apprentice achieve and study for their qualifications.”
• “Apprenticeship management should become a QCF qualification with a very detailed Managed
Learning Program.”
• “Surveys are a good basis to start from but if the industry is to go forward then companies must
accept that if they don't have Apprenticeships they have nobody coming through to replace those
that leave the industry, or have been promoted. We all have a responsibility to ensure this happens.”
• “I hope the government takes a positive attitude to supporting the importance of Apprenticeships and
qualifications.”
43 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Concerns about aspects of the current system:
• “The wage structure for trainees needs to be looked at when a supermarket shelf stacker earns more
than a first year Apprentice?”
• “I am critical of there not being a consortium/federation based employer scheme to ensure the
continuance of an Apprenticeship when a master company fails. There are too many "chancers" due
mainly to the effects of failed employers leaving part finished Apprenticeships. The lads then are left
to fend for themselves without being able to complete formal Apprenticeships.”
• “The current training scheme at present is so limited that we are de-skilling the trade. A system that is
used in Germany would produce a better all-round tradesman. The trade should also be registered,
as with gas.”
• “I do not believe NVQ's are the answer they were not originally developed for Apprentices and have
been taken over by educationalists generally out of touch with reality!”
• “I think focus should be on recruiting mature people for Apprenticeships (18-25) as 16 year old school
leavers do not in my opinion know what they enjoy or want to do as a career and I have found that
young Apprentices leave to follow another career after completing their training.”
• “Until the government insist that all plumbers should be qualified. The situation is unfair to
Apprentices and plumbers alike who have bothered to do training as the plumbing industry is so
unregulated.”
• “The Government need to make it easier for companies to employ more Apprentices.”
Suggestions for modifying the current system:
• “The Level 3 NVQ Diploma in Domestic Plumbing and Heating (All routes) needs the electrical unit
removing. The Apprentices do not appreciate having to complete 100+ hours of teaching and learning
and do not qualify for an appropriate qualification to enable them to work on site legally with
electrics. E.g. Part P or 17th Edition.”
• “I think you should have a Master Plumber cert before you can start your own plumbing business, or
have a higher payment method for them holding the cert.”
• “Too much electrical content in the current qualifications; gas should be assessed in isolation and not
as part of site assessments.”
• “More ought to be done for mature students joining and training.”
• “Less year one and two and use that money to train all one and two, to year three.”
44 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
6. Conclusions
Eng Tech registration support
• Generally favourable to Apprenticeships leading to Eng Tech registration, but it should not be
automatic.
• Generally, only those who were members of organisations such as the Engineering Council and
CIPHE, understood what the three levels of professional registration were.
• Promotion of these organisations, and therefore professional registration, is not reaching the
majority of those who would benefit the most.
• Interestingly, a significant proportion of CEng level members did believe enough was being done
to promote professional registration. More research into the methods and frequency with which
CEng members tend to be engaged with by their respective member organisations, may provide a
more in-depth answer as to why this should be.
Career progression support
• There was considerable support for CIPHE pursuing a license to award CEng registration.
• There are thirty six Professional Engineering Institute’s (PEI’s) licensed by the Engineering
Council, thirty four of which are permitted to grant CEng registration. None of the thirty four
PEI’s are dedicated exclusively to the plumbing and heating industry. If an industry-dedicated
organisation, such as CIPHE, were licensed to do so it could increase the likelihood of domestic
plumbers and heating engineers progressing upwards through the engineering career ladder.
However, a prime focus is the registration of Engineering Technicians embarking on their career
pathway.
Aspirations to recruit more Apprentices
• Almost all respondents agreed that Apprentices were a vital part of the future of the Heating and
Plumbing Industry, with a third actively employing Apprentices.
• Both Eng Tech and CEng registered business owners are more likely to have and be considering
taking on Apprentices compared to IEng. More analysis is required to find out why this should be.
• Small and large businesses are more likely to take on Apprentices. Medium-sized business do take
them on, but not in such numbers. Additional research on the barriers to Apprenticeship
employment in this company size band may unearth hidden opportunities.
• Concern was expressed during the survey that plumbing is not seen as a desirable vocation,
especially among parents who see it as a career ‘unblocking toilets’, and the BSE sector, who
regard plumbing as a ‘lower status’ career. More research needs to be done on how to elevate
the profile of the plumbing industry and how its work is perceived, both by consumers and the
BSE sector.
Investing in training and qualifications
• The majority of respondents expect their Apprentices to achieve NVQ Level 2 and 3. Those that
expect their Apprentices to only achieve Level 2 may have a specific business need that is fulfilled
by the Apprentice staying at this level. It is unknown what effect this will have on the Apprentice’s
future career.
• The Government’s changes to Apprenticeship funding has frustrated the industry and, as a result,
many business owners may not be taking on Apprentices despite supporting the industry to do so.
Many business owners are still recovering from the effects of the recession and the recent
financial changes may have led to Apprentices becoming unaffordable for them.
45 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Apprenticeship duration
• A duration of 24 months each for Level 2 and Level 3 was considered appropriate.
• There is a strong belief that Apprenticeships are not as in-depth as they need to be to develop
competent tradespeople.
• There is a general belief that there needs to be an additional practical element to Plumbing and
Heating Apprenticeships to consolidate what an Apprentice has learned and help them apply it
more fully in the field. This could be achieved by increasing the Apprenticeship duration either at
the end of Level 2 or Level 3, with additional practical experience similar to a ‘year out in industry’
that is often a part of traditional degree courses.
Current qualifications and content
• On the whole, the respondents believed the content of Level 2 was considered appropriate,
however, there seemed to be some confusion about what constitutes ‘under the instruction of
another’. Many respondents believed that a qualified Level 2 Apprentice will still need
supervision, not just instruction, especially if they are young (e.g. 17/18 years old).
• The majority of respondents believe that Level 3 content is appropriate, however, a considerable
number expressed the additional concern about the supervisory aspect of the NVQ. Many
respondents believed it was not appropriate for recently qualified Level 3 individuals to be
supervising others without an additional period of practical experience. There were suggestions
that a standalone module on supervising skills could be undertaken after the Apprenticeship if it
was required, or a longer Apprenticeship could provide this if the supervising skills were taught in
year 4 onwards.
• Many suggestions were made about curriculum content for both Level 2 and 3, however, it is
unclear whether these are specific to the respondent’s business needs and/or background.
Further investigation may reveal specific subject areas that are common to the needs of all
employers and would prove beneficial to be added to NVQ content in the future.
• Some respondents commented that there should be separate option modules for gas training, as
‘pure’ plumbers may not desire to spend the time training in something they do not intend to use.
Assessment methods
• Respondents gave much more credence to practical-based assessment methods compared to any
others, whether that was simulated or in the workplace.
• Multiple-choice was considered generally ineffective as an assessment method.
Apprentice ‘behaviours’
• The top five behaviours that were considered paramount in a good Apprentice were honesty and
integrity, dependable and responsible, enthusiastic, positive attitude, and problem-solving.
• Other notable behaviours that respondents desired centred on Continued Professional
Development. That is, a willingness to learn, keep on learning and pass that knowledge on, as well
as having commitment to quality and a desire to do a good job.
• Some behaviour cited as undesirable in the comments section may be a product of the youth of
the Apprentice, including “clean and tidy”, “smartly dressed & no bad language”, and “wearing
trousers and not at half-mast”. These are likely to become less of an issue as the Apprentice ages
and progresses through their Apprenticeship.
46 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
7. Recommendations
Promotion of the industry
• Promote career pathways through schools.
• Change the mind-set of parents through awareness raising campaigns.
• Work closely with career advisors in schools and colleges to ensure they have the most up to date
industry information and are portraying the right image of the industry.
Industry collaboration
• All stakeholders including the Chartered body, standard setting organisation, trade associations,
training organisations and industry employers (micro sme’s and sme’s) agreed the need to develop
and maintain a plumbing and domestic heating Trailblazer Apprenticeship programme.
Promote professional registration
• Carry out further consultation with employers to determine when a Level 3 Apprentice is sufficiently
experienced to apply for Eng Tech registration.
• Promote the role of professional institutions and promote the levels of professional registration
available.
Career progression through CIPHE
• Support the CIPHE’s aspirations to extend its license to award CEng registration.
Act as ambassadors on behalf of the industry
• Gain full understanding of the new funding model and act as ambassadors to communicate this to
employers with the intention to minimise concerns and act as a vehicle to raise any concerns on
behalf of industry to BIS.
Ensure employer validated assessment methods
• Awarding Organisations to take account of industry views in regards to ineffective assessment of
Apprenticeships through multiple-choice assessment. Also to ensure standards are not compromised.
Support Trailblazer Employer Group
• Support Employer Group in submitting an expression of interest to gain approval to develop a new
Apprenticeship standard as part of Phase 3 for Plumbing and Domestic Heating.
• Support Employer Group in the development of new Apprenticeship standard.
Future Apprenticeship standard - recommendations for the Employer Group to consider:
• Maintain established Employer and Stakeholder Groups as a legacy to develop the new standard
• Carry out further consultation with employers to fully establish reasons for not employing
Apprentices
• Carry out further consultation with employers to determine the continued value of the Level 2
qualification.
47 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
• Any future Apprenticeship standard developed for Plumbing and Domestic heating should last for 48
months, to achieve full competence from Level 2 through to Level 3. This recommendation should be
passed to the Trailblazer Employer Group responsible for developing the new standard
• Build in a synoptic end test as an additional practical element to plumbing and domestic heating
Apprenticeships to consolidate and demonstrate competence and what an Apprentice has learned
• Consider ‘gas training’ as an optional route to take account of those employers who do not require
gas
• Consider the appropriateness of the supervisory aspect of the Level 3 Apprenticeship. Consider
excluding ‘supervisory skills’ out of the Apprenticeship and develop as a standalone bolt-on which
could be taken up if the Apprentice wishes, after a certain amount of experience has been gained.
• Consider the inclusion of the favoured Apprentice ‘behaviours’ into the new standard.
• Consider suitable and effective assessment methods for new standard.
48 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Appendix 1
Market size of the plumbing and domestic heating industry
The construction sector accounts for 6% of total economic output in the UK. Output in the construction sector
fell faster than the whole economy in 2008. The construction sector saw recovery faster than the economy as
a whole in 2009, and 2010 and 2011 saw broadly flat growth, followed by another contraction in 2012. The
sector grew through 2013, but is still 11.6% down on the 2007 level, whilst the whole economy is 2.1% up
over the same period. During 2000 the plumbing industry alone accounted for a turnover of £7.3bn and as
referred to on page 8, more recently the combined turnover for plumbing and heating is in excess of £13bn.
The industry has consistently claimed to employ circa 120,000 individuals (which mirrors those registered with
Gas Safe (formerly CORGI). As a result of the recent recession, a slump in housing construction and
commercial building construction affected demand across industry. Revenue declined during the depths of
the economic downturn, which led to various construction projects being scaled back or put on hold. This
resulted in a detrimental impact on those employed across the sector resulting in an employment reduction
of up to 20%.
The current work engagements for the construction industry as a whole directly impacts on the BSE sector,
and in turn the plumbing sector, with the main variation being growth in energy conservation and the
renewables market.
Source: Experian/CNS 2014
The workload of the plumbing industry can be split be into a number of broad work areas:
• Private Commercial (office accommodation, shops)
• Private Industrial (warehouse and factory-type developments)
• Major Public Works (NHS, new school build/refurbishment)
• Private Housing
• Social Housing
• Repair and Maintenance.
Although the impact of the recession has affected all work areas, in a survey of 2000 BSE operatives
SummitSkills found it was perceived to have been slightly worse in the commercial sector because the repair
49 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
and maintenance work in the domestic sector tends to be less affected by economic trends (SummitSkills,
2010).
The table below shows the annual business enquiry data for the plumbing, heating and air conditioning
industries during key years of the recession between 2008 and 2011. The data for 2012 and 2013 is currently
not available, and the data that is not at a depth needed to isolate the plumbing industry.
Table X: the GVA calculations for SIC 43.22 - the plumbing, heating and air conditioning industries.
Standard
Industrial
Classification
(Revised 2007)
Section Group
Class
Year Number
of Enterprises
Total
Turnover
(£million)
Approx. GVA
at basic
prices
(£million)
Total
purchases
of goods,
materials
and services
(£million)
Total
employment
point in time
(thousand)
Total
employment,
average
p/a (thousand)
43.22 2008 30,607 11,313 5,000 6,296 144 142
2009 29,967 10,766 5,068 5,669 145 133
2010 29,629 11,059 4,987 6,111 134 134
2011 30,424 12,321 5,613 6,686 129 134
Total
employment
costs
(£million)
Total net
capital
expenditure
(£million)
Total
net capital
expenditure
– disposals
(£million)
Total stocks
and work in
progress -
value at end
of year
(£million)
Total stocks
and work in
progress -
value at
beginning of
year
(£million)
Total stocks
and work in
progress -
increase
during year
(£million)
43.22 2008 2,870 88 136 48 421 427
2009 2,478 82 121 39 257 282
2010 2,690 115 164 50 327 286
2011 2,770 133 182 50 401 368
The performance of the plumbing and domestic heating industry (SIC 43.2) in the context of entrepreneurial
and business activity can be analysed in relation to the number of births and deaths that it is experiencing in
any given year. The table below shows the data for business ‘births’ each year between 2008 and 2011.
Table X: new enterprise ‘births’ in Plumbing and Heating industry; ONS (2013)
‘Births’ by employment size band
SIC 2008 2009 2010 2011
SIC 43
Electrical, plumbing
and other
construction and
installation activities
24,930 19,185 18,805 21,240
SIC 43.2
Plumbing heat and
air-conditioning
installation
9,805 8,070 8,050 9,810
50 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
The table below shows the ‘deaths’ by SIC code and by company size across the same period. The majority of
these ‘deaths’ will have occurred in the micro business area, where companies are most prevalent. This is
because micro companies are usually ‘one-man-bands.’ They are easy to set up and to close down because,
apart from the skills of the owner manager, they have little or no assets associated with them.
Table X: ‘Deaths’ of enterprises in the Plumbing, Heating and Air Conditioning industry; (ONS 2013)
‘Deaths’ by employment size band
SIC 2008 2009 2010 2011
SIC 43
Electrical, plumbing and
other construction and
installation activities
17,195 25,130 23,105 19,950
SIC 43.2
Plumbing heat and air-
conditioning installation
6,660 9,320 8,995 8,130
The following table shows the survival rate of a new company set up in 2008 in the plumbing, heating and air
conditioning industry during the first three years of the recession, showing just how hard the industry was hit.
Unfortunately, the data for SIC 43.2 for years 4 (2012) and 5 (2013) is not available.
Table X: three-year survival rate of a company birthed in 2011; (ONS 2013)
Survival rate of a SIC 43.2 business set up in 2008
SIC ‘Birthed’
2008 Year 1 Year 2 Year 3
SIC 43
Electrical, plumbing and
other construction and
installation activities
24,930 23,865 (95.7%)
19,120 (76.7%) 14,940 (59.9%)
SIC 43.2
Plumbing heat and air-
conditioning installation
9,805 9,470 (96.6%) 7,845 (80%) 6,315 (64.4%)
51 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Plumbing and Heating firms in the UK
The following three tables show the most current company data for the plumbing, heating and air
conditioning industries by employment size, region, turnover and age. There are a considerable number of
companies in the plumbing industry who are sole traders and usually not registered for VAT, so care should be
taken when using this data.
Employment size band
SIC 0 - 4 5 - 9 10 - 19 20 - 49 50 - 99 100 - 249 250 + TOTAL
43 142,090 17,565 7,870 3,610 950 350 90 172,525
4322 25,350 2,955 1,395 610 170 55 15 30,550
Table X: active local plumbing, heating and air conditioning industries ‘units’ in VAT or PAYE based enterprises, by employment size; (ONS
2013)
Enterprises by region
SIC NE NW Y/H EM WM East Lon. SE SW Wales Scot. NI Total
43 4,910 16,355 12,900 12,390 13,880 21,830 19,190 29,265 16,885 6,785 12,535 5,600 172,525
4322 830 2,735 2,375 2,325 2,440 3,900 2,890 5,455 3,255 1,180 2,215 950 30,550
Table X: active plumbing, heating and air conditioning ‘units’ in VAT or PAYE based enterprises, by region and nation; (ONS 2013)
Turnover size of enterprise (£ thousands)
SIC 0 - 49 50 - 99 100 - 249 250 - 499 500 - 999 1,000 - 4,999 5,000 + TOTAL
43 23,075 49,685 54,570 19,470 11,100 9,585 1,790 169,275
4322 3,325 6,545 6,230 2,480 1,305 1,060 185 21,130
Table X: active local plumbing, heating and air conditioning industries ‘units’ in VAT or PAYE based enterprises, by turnover; (ONS 2013)
Table X: active local plumbing, heating and air conditioning industries ‘units’ in VAT or PAYE based enterprises, by age; (ONS 2013)
Age of enterprise (years)
SIC Less than 2 2 - 3 4 - 9 10 or more TOTAL
SIC 43 27,910 22,885 53,420 65,060 169,275
SIC 4322 4,545 3,855 9,595 12,080 30,075
52 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Labour market forecast for the industry
The table below shows the likely labour market over the next two years for all of the SOC codes relevant to
the BSE sector, with particular emphasis on the plumbing industry (red). The current predicated performance
of the economy is forecast to increase the labour demand for the sector in 2014 and 2018 by 1.2% each year,
which will have a positive impact on the labour requirements and training needs of the plumbing industry.
For a more detailed analysis of the rationale behind the predicted growth figure of 1.2% per year, readers are
advised to consult the Experian Construction Labour Market Forecast produced by ConstructionSkills.
Table X: UK National Employment Data BSE Core 2013-2018
SOC Code 2014 2015 2016 2017 2018
5241 Electricians 185,641 187,869 190,123 192,405 194,714
5341 Plumbing 84,215 85,225 86,248 87,283 88,330
5341 Heating and Ventilating 51,825 52,446 53,076 53,713 54,357
5341 Air Conditioning 9,070 9,178 9,289 9,400 9,513
5341 Refrigeration Engineers 16,844 17,046 17,250 17,457 17,667
Source: Experian/SummitSkills amended 2014
The below table shows the replacement and additional labour demands of the sector allowing for those
operatives who will retire, die in service or seek alternative employment out of the sector plus the forecast
growth per annum. The total percentage of operatives who will leave the sector is assumed to be 3% per
annum, while the number of Apprentices making up the replacement figures is approximate.
Table X: UK Replacement and additional Labour Demand BSE Core 2014-2018
SOC Code 2014 2015 2016 2017 2018
5241 Electricians 7,797 7,890 7,985 8,081 8,178
5341 Plumbing 3,537 3,579 3,622 3,666 3,710
5341 Heating and Ventilating 2,177 2,203 2,229 2,256 2,283
5341 Air Conditioning 381 385 390 395 400
5341 Refrigeration Engineers 707 716 725 733 742
Source: Experian/SummitSkills amended 2014
The table below estimates the approximate number of operatives in each work area of the BSE sector, with
plumbing emphasised (red). As most BSE companies work across the broad spectrum of areas, the number
should be seen as an indicative, rather than fully accurate representation.
Table X: Approximate numbers of operatives in the BSE crafts across the defined work areas
Em
plo
ym
en
t
20
14
To
tal
Ind
ust
ria
l
an
d
Co
mm
erc
ial
Pri
va
te
Co
mm
erc
ial
Pri
va
te
Ind
ust
ria
l
Ma
jor
Pu
bli
c
Wo
rks
To
tal
Do
me
stic
Se
cto
r
Pri
va
te H
ou
sin
g
So
cia
l H
ou
sin
g
Re
pa
ir a
nd
Ma
inte
na
nce
Electrical trades 185,641 111,385 50,123 32,302 27,846 74,256 19,307 17,822 37,128
Plumbing 84,215 50,529 22,738 14,653 12,632 33,686 8,758 8,085 16,843
Heating and Ventilating 51,825 31,095 13,993 9,018 7,774 20,730 5,390 4,975 10,365
Air Conditioning 9,070 5,442 2,449 1,578 1,361 3,628 943 871 1,814
Refrigeration Engineers 16,844 10,106 4,548 2,931 2,527 6,738 1,752 1,617 3,369
Source: Experian/SummitSkills amended 2014
53 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Age of plumbing and heating engineers
Between 2007-09, the majority of plumbing, heating and ventilating engineers were between 16-29 years old, and over
51% were under the age of 40. This statistic is worrying, as it means that 49% of the workforce is likely to be retirement
planning. For 26% who are aged between 50-64 retirement could be imminent, with the industry left to cope with the
removal of a significant proportion of the industry’s skills base.
Table X: Age breakdown of Level 3 SET based technicians
16-29 30-39 40-49 50-64
Plumbing, Heating and
Ventilating Engineers 30.4% 20.7% 22.6% 26.3%
Source: IES analysis of the 2007 to 2009 LFS
The data shows a worrying lack of engineers in the 30-44 year age band. This relates to a period of time in the
1980s when Apprenticeship programmes were in severe decline in all but the technology industries, with the
government attempting to revitalise the system by introducing Modern Apprenticeships in 1994.
Table X: Percentage change in numbers of Level 3 SET based technicians, by age band
16-29 30-44 45-64
Plumbing, Heating and
Ventilating Engineers 16.4% 3.2% 10.7%
Source: IES analysis of the 2001 to 2003 and 2007 to 2009 LFS
Industry workforce - gender
The Labour Force Survey of 2011 recorded that in the plumbing, heating, ventilating and air conditioning
industries, (SIC 43.22), the workforce had around 9.5% women.
Table X: Percentage of males and females in SIC 43.22 by SIC code and gender
SIC Male Female Total
43.22 188,052
(90.5%)
19,819
(9.5%) 207,871
Source: LFS 2011
However, a comparison by occupation shows that most of these women were working in functions not
related to installation. Just 0.6% of the plumbing and heating engineers in the UK were women in 2011, and
there are no recorded female air conditioning and refrigeration engineers.
Table X: Percentage Plumbing and Heating Engineers by SOC code and gender
SOC Male Female Total
5314 Plumbing & Heating
Engineers
184,572
(99.6%)
1,103
(0.6%) 185,675
5225 Air Conditioning and
Refrigeration Engineers
18,556
(100%) -
18,556
(100%)
Source: LFS 2011
54 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Number of Apprenticeships
A survey of 200 BSE companies in 2010 revealed the attitudes and behaviour of the plumbing industry
towards Apprentices (SummitSkills, 2010).
The table below shows the number of Apprentices employed by companies in the plumbing industry at any
one time, showing that the plumbing industry is more likely to take on Apprentices than any of the other BSE
trades.
Total
Air Conditioning
and Refrigeration
Industry
Electrotechnical
Industry
Heating and
Ventilating
Industry
Plumbing
Industry
0 77% 89% 66% 90% 61%
1 14% 3% 20% 6% 26%
2 6% 2% 9% 3% 9%
3 1% 0% 2% 0% 2%
4 1% 0% 1% 0% 1%
5 0% 0% 1% 1% 1%
6-10 0% 0% 1% 0% 0%
11-25 0% 0% 0% 0% 0%
26+ 0% 0% 0% 0% 0%
The survey also revealed the percentage of survey respondents that has made at least one Apprentice
redundant at that point during the recession was higher than the other trades (2009). It is likely that the
proportion of ‘don’t know’ responses may have come from respondents within large companies and probably
did not have access to that information as part of their current job role.
Total
Air Conditioning and
Refrigeration Industry
Electrotechnical Industry
Heating and Ventilating
Industry
Plumbing Industry
Yes 6% 6% 6% 5% 7%
No 91% 94% 93% 84% 92%
Don’t Know 3% 0% 1% 11% 1%
Finally, the SummitSkills survey showed that around a third of plumbing companies interviewed in the survey
had employed Apprentices in 2008, but this had dropped by 13% in 2009.
55 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Total Air Conditioning and Refrigeration
Industry
Electrotechnical Industry
Heating and Ventilation Industry
Plumbing Industry
Yes 2009 14% 3% 26% 5% 20%
Yes 2008 27% 29% 22% 12% 33%
% difference -13% -26% +4% -7% -13%
No 2009 86% 97% 74% 95% 80%
No 2008 73% 71% 78% 88% 67%
% difference +13% +26% -4% +7% +13%
Source: SummitSkills (2010)
The number of Apprentices made redundant combined with falling numbers of plumbing companies
employing them during the recession, is reflected in the number of Apprenticeship achievements seen in the
last few years. The table below shows the number of Apprenticeship achievements by sector framework from
2002 to 2012 for MES Plumbing, Heating, Ventilating, Air Conditioning and Refrigeration (HVAC&R); and
Electrotechnical. 2009/10 was a peak year for achievements before declining, and in 2012/13, plumbing
Apprenticeship achievements were down 44% on 2009/10.
02/03 03/04 04/05 05/06 06/07 07/08 08/09 09/10 10/11 11/12 12/13
Plumbing 440 600 960 2,090 2,940 3,530 3,710 3,950 3,900 3,130 2,230
HVAC&R 160 180 250 580 800 680 1,000 1,110 1,030 810 530
Electrotech. 1,200 2,020 1,990 3,210 3,090 3,240 3,350 3,940 4,160 3,460 2,880
Source: NOMIS/ONS (2014)
The below table shows a snapshot of the claimant count for plumbing, heating and air conditioning engineers
between 2007 and 2014 for workers in receipt of Jobseekers’ Allowance. The figures suggest the
unemployment rates among them reached a maximum in 2010 at the height of the recession and began to
fall off to a current low of 3910. The cause of the sudden drop in numbers between 2013 and 2014 is not
clear, but is likely to be a combination of three possibilities.
JSA Claimants by year and region
SIC NE NW Y/H EM WM East Lon. SE SW Wales Scot. NI Total
Jan
2007 250 570 510 225 540 320 870 360 215 230 435 155 4680
Jan
2008 195 490 375 205 490 255 685 330 185 195 330 155 3890
Jan
2009 495 1,085 935 505 915 620 1,150 740 560 370 795 380 8550
Jan
2010 640 1,450 1,260 645 1,195 865 1,635 1,140 645 450 1,455 640 12020
Jan
2011 470 995 825 380 790 645 1,235 780 475 380 1,240 575 8790
Jan
2012 565 1,130 840 455 755 645 1,225 785 525 390 1,005 500 8820
Jan
2013 435 915 665 360 560 535 940 620 335 355 815 495 7030
Jan
2014 240 410 385 175 320 250 585 310 180 215 505 335 3910
Table X: Plumbing, Heating and Ventilating Engineers claiming Job-Seeker’s Allowance by region; NOMIS
56 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
The first possibility is that work and employment in the industry picked up as the construction sector
experienced a period of small growth during 2013 and 2014. This may have resulted in a demand for plumbing
and heating engineers, especially over the winter months when problems with plumbing and heating systems
are more common.
The second possibility is that some of the data for the 5314 SOC code has been assigned to another SOC code.
In 2011 a new SOC code, 5225, was set up specifically for refrigeration and air conditioning engineers,
however, there is no evidence of this new SOC code in the most recently released claimant data. The missing
data may account for approximately 1,125 claimants. A query has been lodged with the Office of National
Statistics.
Finally, and this also applies to all of the year of data before 2014, lower counts do not mean that the
claimants are now employed. The data does not show those who became self-employed, moved from JSA
onto other benefits, or who retired, died, or left the industry or sector for another.
Demographics of NVQ Level 3 technicians
In its report ‘SET Based Technicians’, the Institute of Employment Studies assessed the levels of NVQ Level 3
technicians in the plumbing, heating and ventilating industries based on the Labour Force Surveys between
2001 and 2009. A Level 3 SET technician is equivalent to an NVQ Level 3 technician.
Table X: Numbers of Level 3 SET based technicians
2001 to 2003 2007 to 2009 % change
Plumbing, Heating and
Ventilating Engineers 163,785 195,723 19.5
Source: IES analysis of the 2001 to 2003 and 2007 to 2009 LFS
Over the boom years, prior to the numbers having increased by almost 20%, the majority of which (77%) hold
a Level 3 qualification. Only 4.5% of engineers had achieved a Level 4 or 5 qualification, with 2.2% achieving
the equivalent of a first degree.
Table X: Level 3 SET based technicians levels of qualifications
NQF first degree &
above plus teaching
qualifications
Other NQF Levels 4
and 5
NQF Levels 2 and 3
Other lower or no
qualifications
Plumbing, Heating and
Ventilating Engineers 2.2% 4.5% 77.0% 16.4%
Source: IES analysis of the 2007 to 2009 LFS
57 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Occupations and job roles Source: Pye Tait: A functional analysis of the Building Services Engineering Sector, February 2012
The occupations that exist across Plumbing and Domestic Heating are currently defined by industry
recognised National Occupational Standards (NOS) that sit within the footprint of SummitSkills, the Standards
Setting Organisation for the Building Services Engineering sector.
The main roles to be found in this industry are plumbers and heating engineers, the majority of which will be
self-employed, sole traders or SMEs (therefore the bulk of the industry are not employers). Within this
structure some companies will specialise in different disciplines, for example bathrooms, or kitchens and
some (at a higher level) might be more focussed on design. As with all trades, there is a distinction between
those who install, or service, and those who supervise, specify or provide consultancy. Within the larger
companies there are likely to be more specialisms.
In Scotland, plumbers will also work on heating and ventilation systems.
The basic requirements of roles in domestic, commercial and industrial plumbing contexts are very similar.
Non-domestic is distinguished by its emphasis on contracting and health and safety, in non-domestic work
(such as on housing sites) individuals will require only an appreciation of contracting. For example,
understanding of what might need to change, or how the company might need to react if it expands to work
with a house-builder and being aware of the pitfalls in terms of terms and conditions. Medium and larger
companies will install industrial/commercial plumbing systems, which will be on a large scale, usually involving
pipe fitting, large boilers, air conditioning and heat recovery.
58 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Specific functions, skills and knowledge required for Plumbing and Domestic Heating Source: Pye Tait: A functional analysis of the Building Services Engineering Sector, February 2012
Functions
The table below lists in priority order the functions identified by employers as being required by a competent
engineer in the plumbing and domestic heating industry. This table illustrates the proportion of employers
from a base of 28 prioritising the generic functions and a base of 30 prioritising the technical functions as
being necessary for the plumbing and heating industry.
Generic functions performed by a competent
engineer in the Plumbing and Domestic Heating
industry
Technical functions performed by a competent
engineer in the Plumbing and Domestic Heating
industry
Health and Safety / Safe working practices 100% Servicing 93%
Working with others / Team work 93% Maintenance 90%
Legislation / Compliance 89% Carrying out emergency work 87%
Customer services 79% Preventative maintenance 83%
Supervision 46%
Compliance (with specifications and
statutory and non-statutory regulatory
requirements) 80%
Costing 43%
Installing systems, equipment and
appliances 80%
Estimating 43% Fault diagnosis 77%
Collecting payments 25% Decommissioning 73%
Management & Leadership 21% Rectifying faults 73%
Project management 21% Testing 73%
Planning 18% Commissioning 70%
Promotion 14% Connecting equipment 63%
Transporting products 14% Replacing components 60%
Design 7% Working at heights 57%
Surveying 4% Inspection 47%
Preparing to carry out work 37%
Jointing 33%
Assembly 30%
Handover 30%
Base: 28 respondents Base: 30 respondents
Other functions put forward by respondents to our survey include: working in confined spaces, working at
heights on scaffolding and cranes.
Specialist skills were also cited by a couple of employers, which include leadwork and micro-generation, such
as solar.
Maths and Science
Mathematics and science knowledge are considered essential to the industry, combined with good hand skills.
Technical knowledge, fundamentally, is based on hydro and thermodynamics as well as pipe design, which will
need to become more advanced to work on complex systems (particularly in industrial and commercial
contexts).
59 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Knowledge requirements
For a competent individual the required knowledge should cover installation, design, fitting and understanding
energy efficiency of buildings, building regulations, Health and Safety and commissioning of systems. Customer
facing skills, attitude and presentation are crucial.
The controls, regulations and technologies used in the industry have changed and advanced in recent years,
and therefore technical knowledge must be maintained to keep a-pace with this – primarily in terms of
ensuring systems are energy and water efficient. Interest in renewable technologies has also increased and
stakeholders state that companies should be encouraged to seek training in this area (although renewable are
covered in current qualifications for new entrants).
The knowledge necessary to work in different contexts is dependant largely on the size of the equipment, for
example understanding the differences between domestic pipework, and that used in industrial or commercial
contexts. The operation of machinery for bending these different sizes of pipework will therefore differ.
Critical knowledge and behaviours
Regardless of where an individual works, the following knowledge and behaviours were considered to be
critical:
Knowledge *Soft skills/behaviours
• Maintenance
• Installation
• Health and Safety
• Fault finding
• Maths
• Knowledge of gas and oil heating systems
• Conscientious
• Work ethic
• Common sense
• Hand skills
*In comparison, the soft skills/behaviours considered critical above, fall in line with the top two behaviours
favoured by employers, as captured through the findings attached to this report; in particular in relation to
commitment and being ethical:
Behaviours Percentage
Honesty and Integrity (Truthful, sincere, ethical) 73
Dependable and Responsible (Punctual, reliable and committed) 59
60 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Entry routes Source: Pye Tait: A functional analysis of the Building Services Engineering Sector, February 2012
The general pattern of progression through the industry, for school leavers, begins as an Apprentice, or
trainee.
The starting point in the plumbing and domestic heating industry will usually be as an Apprentice, who will
work on basic plumbing systems in bathrooms, kitchens, and works on central heating, undertaking such
tasks as installation and joining pipework. Progression would lead to the design of systems.
In England, Apprentices will follow either a Level 2, or a Level 3 Apprenticeship, with some beginning at the
lower level and progressing to Level 3; some will be direct entrants at Level 3.
In England and Wales Apprenticeship frameworks for Plumbing and Domestic Heating are currently
available both at Level 2 and Level 3; in Scotland the minimum threshold is a Level 3 Modern
Apprenticeship.
Progression routes Source: Pye Tait: A functional analysis of the Building Services Engineering Sector, February 2012
The general progression routes for Apprentices are described in two ways:
Industry demand for environmental technologies Source: Pye Tait: A functional analysis of the Building Services
Engineering Sector, February 2012
As demand for environmental technologies increases and the industry becomes more regulated, fewer
companies, in particular small and medium sized companies are predicted to survive. There is
consensus among employers however, that those companies which do survive will become stronger as
a result. Within the design focussed consultancies it is not expected that the skills required will change a
great deal. It is anticipated that requirements will evolve as technologies are introduced but this is
accepted to have always been the case in the BSE industry and to be something that organisations are
well equipped to deal with.
Government tariffs are recognised most commonly by small companies as being a driver for the future,
along with the introduction of new technologies.
61 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Appendix 2
SummitSkills
SummitSkills is the Standard Setting Organisation for the building services engineering (BSE) sector.
The BSE sector represents the plumbing, heating, ventilation, air-conditioning, refrigeration, and electro-
technical industries.
A key part of SummitSkills' role as a Standard Setting Organisation is to act as the voice of employers of all
sizes across the BSE sector on industry standards and changes to qualifications and Apprenticeships, keeping
up to speed with policy changes and ensuring skills development projects meet the day-to-day needs of
businesses on the ground.
The BSE sector plays a vital part in UK economy - so it's essential that the sector continues to develop and
maintain industry standards, qualifications and Apprenticeships.
By having a BSE-specific approach, the industries within the sector - plumbing, electrotechnical, heating,
ventilating, air conditioning and refrigeration - can continue to benefit from a more specialised focus on each
industry's skills needs.
SummitSkills is dedicated to giving the BSE sector a voice on the ever-changing skills landscape. Each industry
within the sector has highly specific and technical needs and so a focused approach to skills development is
essential.
Core objectives
SummitSkills is dedicated in delivering its three core objectives in the development and maintenance of:
Industry Standards (NOS)
• Influencing and supporting government and industry bodies to utilise NOS and competence based
qualifications as the benchmark for their schemes
• Developing and maintaining industry recognised standards
Qualifications
• Working closely with and maintaining links with sector Awarding Organisations
• Supporting effective implementation and maintenance of the sector qualifications across the UK
• Maintaining and quality assuring units and qualifications across the UK
• Contributing to the delivery of skills investment plans across the UK
Apprenticeships
• Implementing the Richard Review (i.e. Trailblazers) and related changes across the UK and Devolved
Nations
• Responding to Governments policy consultations (i.e. new funding proposals) on behalf of the sector,
ensuring the voice of employers are heard
• Managing Apprenticeship registration and certification for the BSE sector.
SummitSkills works closely with and is supported by the sectors five main trade associations:
http://www.summitskills.org.uk/
62 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
The Chartered Institute of Plumbing and Heating Engineering
Founded in 1906, the Chartered Institute of Plumbing and Heating Engineering (CIPHE) is the professional
body for the UK plumbing and heating industry.
Membership is made up of individuals from a wide range of backgrounds such as consultants, specifiers,
designers, public health engineers, lecturers, trainers, trainees and practitioners.
The CIPHE has a membership of around 8,000 including approximately 200 manufacturers and distributors,
which support its work as Industrial Associates. Whilst the majority of members live in the UK, some 800 are
resident in Hong Kong and a further 300 are resident in over 30 other countries.
As an educational charity, the CIPHE supports initiatives which promote energy efficiency and sustainability,
but which do not have a detrimental effect on the general public and their health and safety.
As the body responsible for the Registers of Plumbers and Registered Heating Professionals and for the
promotion of the highest levels of plumbing and heating excellence, the CIPHE has a duty to ensure that
Registered Plumbers and Registered Heating Professionals are competent and are committed to Continuing
Professional Development.
The CIPHE is the Chartered body for the plumbing and heating industry and its registers of competency are
enshrined in its Charter of Incorporation, which is uniquely recognised through the Privy Council.
As custodians of public safety and health, the CIPHE is well placed to encourage the improvements of
educational standards for the plumbing and heating industry. It provides support for its members through
CPD and e-learning activities: www.ciphepd.org.uk.
Core aims and objectives:
Public Safety and Health
To benefit and educate the public worldwide by:
• Defining and monitoring professional standards
• Compiling and publishing a list of competent persons
• Co-operating with professional, research and educational bodies
Research
To promote study, research and publication by:
• Encouraging research groups in building engineering services
• Supporting technical advances within the industry
• Publishing research and development papers
Education
To further education of the profession, worldwide by:
• Promoting technical training programmes with colleges and the industry
• Supporting new and emerging technologies
• Publishing technical guidance
Membership
To raise the standards of individual Members by:
• Setting basic standards progressing to higher professional development
• Working towards Chartered status for members
• Development of Apprentice, Journeymen, Master Plumber Certificate and CPD programmes.
63 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
The Gatsby Charitable Foundation
In 1967 David Sainsbury set up the Gatsby Charitable Foundation and agreed its first grant – £50 to the
Liverpool School of Tropical Medicine.
David Sainsbury (now Lord Sainsbury of Turville) has since given Gatsby more than £1 billion to distribute to
charitable causes.
Gatsby works in areas that David Sainsbury and the Trustees are particularly passionate about and where they
believe charitable funding can make a real difference.
Gatsby is currently active in six tightly-focused areas:
• Plant science research
• Neuroscience research
• Science and engineering education
• Economic development in Africa
• Public policy research and advice
• The Arts
Gatsby has also supported significant programmes in mental health - in particular through the founding of the
Centre for Mental Health - although they are no longer focusing on this area.
Across all areas, Gatsby aims to be more than a funder. They act as an enabler for projects, designing,
developing, overseeing and, in some cases, delivering activities.
Gatsby are proactive in putting together projects to achieve their aims. Rather than wait for third-party
proposals, they identify areas of need, commission research and design interventions in partnership with
sector and industry experts.
As part of the work in education, Gatsby aims to increase the number of people with Level 3 and 4 STEM skills
by promoting the status of science, engineering and IT technicians and supporting technician training
pathways and qualifications that deliver real benefit to those who pursue them. Gatsby believe that the
science and engineering professional bodies have a key role to play in tackling this shortage by developing
professional registration standards for transferable skills that meet employer needs.
http://www.gatsby.org.uk/
64 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Appendix 3
Industry Employer Group and Industry Stakeholder Group
The Industry Employer Development Group and Supporting Stakeholder Group were initially established to
support the joint research project between The Chartered Institute of Plumbing and Heating Engineering
(CIPHE) and SummitSkills.
Membership of the groups is representative of the plumbing and heating sector across the UK and collectively
supports the need for delivery of Apprenticeships and are fully up to speed and committed to the
development of a new employer-defined Apprenticeship standard for Plumbing and Domestic Heating and if
successful in their bid, will develop the new standard as part of the phase three Trailblazers.
Across both groups, SummitSkills is acting as secretariat and co-ordinating the project on behalf of the
employers with APHC providing technical support as the main sector trade association for the plumbing and
domestic heating sector across England and Wales. CIPHE is the lead professional body and will ensure the
pathway to professional recognition.
Employer Development Group – Membership:
• Seddon Construction Ltd
• Millside Heating Services Ltd
• Parker Bromley Ltd
• E C Merrett Ltd
• Arthur Padgett Ltd
• Coulson Building Group
• Gasway
• Leaks and Locks
• Andrew Crookes Plumbing and Heating
• Mitie
Stakeholder Supporting Group - Membership:
• SummitSkills
• CIPHE
• The Association of Plumbing and Heating Contractors (APHC)
• Building and Engineering Services Association (B&ES)
• Scottish and Northern Ireland Plumbing Employers’ Federation (SNIPEF)
• Joint Industry Board for Plumbing Mechanical Engineering Services (JIB-PMES)
• JTL
• Unite the Union
• BPEC
• City and Guilds
• EAL
• Logic-Certification
• Pearson
• The Worshipful Company of Plumbers
65 Apprenticeships and Engineering Council Registration for Plumbing and Domestic Heating - October 2014
Appendix 4
Contacts for further information
SummitSkills
For further information in relation to SummitSkills, this research project and future Apprenticeship plans,
please contact:
Jacqui Chivers, Operations Manager
Tel: 0207 313 4892/07834 868947
Email: [email protected]
The Chartered Institute of Plumbing and Heating Engineering
For further information in regards to CIPHE, please contact:
Kevin Wellman, Chief Executive Officer
Tel: 01708 463101
Email: [email protected]
Gatsby Charitable Foundation
For further information in relation to the Gatsby Charitable Foundation, please contact:
Daniel Sandford-Smith
Email: [email protected]