Skill Cards in the Construction Industry in Malta

TOWARDS A SOCIO-RESPONSIBLE CONSTRUCTION INDUSTRY

White Paper

BUILDING INDUSTRY CONSULTATIVE COUNCIL

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The Ministry for Education and Employment and the Ministry for Social Dialogue, Consumer

Affairs and Civil Liberties would like to acknowledge Ms Nadette Azzopardi for co-ordinating

and writing this document. The following have contributed to the compilation of the document

by sharing information and data.

Hon. Charles Buhagiar MP Chairman Building Industry Consultative Council (BICC)

Hon. Stefan Buontempo MP Parliamentary Secretary for Local Government (LCG)

Mr John Vella Malta College of Arts, Science and Technology (MCAST)

Mr Charles Dingli Employment and Training Corporation (ETC)

Mr Silvio Farrugia Occupational Health and Safety Authority (OHSA)

Mr Richard Curmi National Commission for Further and Higher Education (NCFHE)

Mr Michael Ferry Building Regulation Office (BRO)

Special thanks to Dr Maria Scicluna for her insightful feedback and comments about the draft

and also to all the members of the Education and Training workshop.

NATIONAL COMMISSION FOR

FURTHER AND HIGHER EDUCATION

Acknowledgements

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Table of Contents

Acknowledgements 2

1. INTRODUCTION – An overview of the Construction Industry 4

2. OBJECTIVES OF THE SCHEME 7

3. WAY FORWARD 9

3.1 Skills Testing and Certification 10

3.2 Types of trades applicable to the scheme 11

4. PROJECT DESCRIPTION: Contemporary development 13

5. MALTA'S PROPOSAL: Procedural Requirements 14

5.1 Foreigners 15

5.2 Transitional Period 16

5.3 Termination and renewal of Skill Cards: 16

5.4 Funding Scheme 17

5.5 Upgrading of Skill Cards 17

5.6 Public Procurement Procedures 17

5.7 Administrative Procedures 16

5.8 Law and Enforcement 18

5.9 Equality of Opportunities 18

5.10 Ownership and withdrawal of skill cards 18

6. A GUIDE TO SKILL CARD ACQUISITION - The Role of: 19

6.1 MCAST 20

6.2 OHSA 21

6.3 ETC 22

6.4 BRO 23

6.5 NCFHE 23

6.6 Local Councils 24

7. PUBLIC CONSULTATION 25

8. CONCLUSION 26

APPENDIX 27

List of Trades and Professions within the Construction Industry

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1. INTRODUCTION - An overview of the Construction Industry

The construction industry is surely one of the oldest industries in the world. Notwithstanding the

huge advances in technology, the way we construct our buildings has not changed so much over

the years. We still construct our buildings by placing one stone (or brick) over the other. The

construction industry has changed very slowly over the years, and as a consequence most people

look at the construction industry as the industry of the past.

Over the past 20 years the use of the Maltese stone has decreased drastically and has been

replaced by concrete bricks and the use of pre-cast or pre-stressed beams and slabs. As a result, a

greater use is being made of concrete frame structures and lightweight partitions for the

construction of commercial and industrial buildings, leading to a greater demand of high quality

standard products, as well as a greater engagement of professional trades men, supervisors and

project managers.

In view of the above, the Building Industry Consultative Council (BICC), as the forum where all

the industry stakeholders meet to discuss the issues affecting the construction industry, has come

to the conclusion that certain issues need to be immediately addressed. The skills needed in this

industry are either acquired in an informal or non-formal manner or not acquired at all.

Another issue which needs to be addressed is the wrong perception which the construction

industry has attained over the years. Such perception is attributed to the belief that such industry

involves only hard labour, when actually such industry may also generate other burdens both to

workers and to third parties involved, especially when taking into account the number of

working hours, the modus operandi, and the physical risks and dangers which such an industry

en-tails.

The skills required for such industry may not necessarily be officially recognised, as a

consequence of which employees in the construction industry may not always appreciate their

skills.

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The BICC Advisory Board has

also assigned the Education,

Training, Registration and

Classifi-cation Working Group

to work on this initia-tive. The

preliminary concept of the Skill

Card was first introduced by the

Government in the Budget

2015, whereby it was officially

adopted as a government

policy. BICC together with the

Ministry of Education were

entrusted to prepare a white paper for the eventual launch of this initiative.

A BICC core group which includes representatives from MCAST, ETC, OHSA, NCFHE and BRO was

formed to oversee this initiative. This white paper is a culmination of the work and conclusions of

this core group. This group involved various stakeholders including sectorial representatives,

workers’ representatives and employers’ representatives.

In view of the preceding paragraphs, as well as to iron out the streamlining of the respective

entities concerned for the purpose of this whitepaper, reference should also be made to the

following definitions as prescribed in terms of the Education Act (Cap. 327):

"accreditation" means formal approval by the competent authority under this Act or any

egulations made thereunder that the operation of a further or higher education provider, or that

a programme of further or higher education, meets quality standards;

"Malta Qualifications’ Framework” means the national framework for lifelong learning, being the

national instrument for the development and classification of qualifications according to a set of

criteria, established through descriptors and applicable to a different set of levels, as provided by

this Act or any regulation made under this Act; and

"qualification" means a formal expression of knowledge, skills and competences of the individual,

which confers official recognition of value in the labour market and in education and training.

For the sake of training offered to trainees by ETC, the afore-mentioned provisions should be

read and construed as one with the scope of the Employment and Training Services Act (Cap.

343) which inter alia provides for the regulation of employment and training services, and for

matters connected therewith or ancillary thereto, including the Trade-Testing certificate of

competence to be issued by ETC upon satisfaction of the Trade Testing Boards as established

under Article 40 of the Act.

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EDUCATION and TRAINING, REGISTRATION

and CLASSIFICATION WORKING GROUP

The working group’s aim is to advise and identify new technologies and products, to identify skill

gaps in the working force. Other goals are to , encourage employees who need to be trained as

regards the application of such new technology and materials, to prepare training programmes

in order to address such skill gaps and to ensure that current circumstances of employment

conform to existing laws and regulations and also to re-construe the current perception of the

construction industry as seen today in order to promote cultural development.

The members of the Education, Training/Registration and

Classification Working Group

Perit Charles Buhagiar, Chairman BICC Ms Nadette Azzopardi, Education Coordinator, BICC Mr Philip Schembri, Communications Coordinator, BICC Mr Emanuel Psaila, Secretary BICC Mr John Vella, MCAST Mr Silvio Farrugia, OHSA Ing Ray Vassallo, KTP Mr Jesmond Marshall, GWU Mr Matthew Agius, GRTU Ms Carmen Borg, GRTU

Mr Tristan Camilleri, MCCAA Perit Chris Azzopardi, MTI Profs Alex Torpiano, UoM Ing Tristan Farrugia, MEH Perit Carmelo Barbara, BRO Perit Danika Mifsud, KTP Mr Martin Caruana, UHM Mr Rupert Mifsud, ETC Mr Dennis Camilleri Mr Malcolm Mallia, MDA Mr David Xuereb, MCCI Mr Sandro Chetcuti, MDA Mr Angelo Xuereb, FOBC

Members of the Skill Card Sub-Committee

Perit Charles Buhagiar, Chairman BICC Ms Nadette Azzopardi, Education Coordinator BICC Perit Claude Borg, Restoration Directorate Mr Emanuel Psaila, Secretary BICC Mr John Vella, MCAST Mr Richard Curmi, Ministry for Education and Employment Mr Charles Dingli, ETC Mr Silvio Farrugia, OHSA

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2. Objectives of the Scheme

The Education, Training, Registration and Classification working group meets up on a regular

basis in order to deliberate and propose solutions to the various issues identified and discussed

by the BICC. One of the main issues in relation to which there seems to be consensus among all

stakeholders, is the gap between the supply and the demand of skilled employees in the

construction industry. Although Malta's construction industry has recently delivered various

excel-lent projects, there is a deep concern that the industry as a whole is underachieving and

that it may largely improve. Such concern was also reflected by a skill gap analysis which was

carried out recently by BICC.

Furthermore, most trades within the construction industry are not governed by any laws or

regulations. This has led to situations whereby individuals do not possess the adequate

knowledge, and, or training, or do not possess the necessary skills or capabilities which are

required to undertake a particular task. This often leads to inferior quality of work, unsatisfied

customers, frustrated employees, additional unnecessary costs and, or legal proceedings

resulting in a bad reputation for the construction industry.

Following various discussions and extensive research, the BICC believes that the issuing of skill

cards, which will also incorporate safety cards, would address this inadequacy in relation to the

construction industry. Furthermore, the Skill Card system will also create other beneficial

incentives, such as the increase of environmental safety awareness at work. The beneficial

incentives resulting from the provision of training in order to ensure the competency of workers

in the con-struction industry are various. Such incentives shall bear a positive outcome not only

as regards employment or services, but also as regards the workers themselves in achieving

certification re-lating to their employment. Upgrading and, or continuous learning and training

are certainly not the only solution.

Construction workers shall be more likely to cope with the new technologies that are made

available on the market. Skills and knowledge are essential driving forces of economic growth

and social development in all countries, especially in a country with limited resources. The

economy becomes more productive, innovative and competitive by means of more skilled human

poten-tial. The level of growth as regards employment opportunities is a salient feature in the

process of development of the economical sector.

Taking advantages of these opportunities as well as in minimizing the social costs will certainly

be a contributing factor to the level and quality of skills. Countries possessing better skill levels

adjust more effectively to the challenges and opportunities which the whole concept of

globalization offers.

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In view of the above, one of the budget measures to im-prove the competitiveness of the Maltese

economy, was the introduction of Skill Cards within the construction industry.

The objectives of introducing Skill Cards are multi-fold and include but are not limited to:

Improving the perception of the construction industry;

Enabling the industry to provide better quality products and service;

Facilitating the adoption and incorporation of new technologies;

Addressing the issue of lack of skilled workers within the construction industry;

Reduceing unwarranted costs;

Improving occupational health and safety awareness;

Reducing any detrimental impact which may be caused to the environment through

building and construction procedures ; and

Recogniseing the skills of workers in the construction industry which have been achieved

through an informal and non-formal educational level. This is clearly distinguished in

terms of Legal Notice 295 of 2012 on the Validation of Non-Formal and Informal

Learning Regulations, thus encouraging further training. In accordance with Article 63 of

the Education Act (Cap. 327), “informal training” provides for a learning process resulting

from daily life activities related to work, family or leisure, by which an individual acquires

and accumulates knowledge, skills, attitudes, insight and competences from daily

experiences and from exposure to one’s environment. “Non-formal training” caters for

learning embedded in a planned activity organised outside the formal educational system,

which activity is not explicitly designed as learning but which contains an important

learning component.

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3. Way Forward

The Skill Card initiative shall help to address the skill gaps in the construction industry. It shall also

serve as a mechanism that will facilitate all stake holders within the construction industry for a

better understanding of the level of competency of prospective workers. The BICC's Education,

Training, Registration and Classification working group concluded that such skill deficiencies are

making it difficult for contractors to meet the demand of customers for high quality buildings and

construction projects. Training is fundamental in order to satisfy the skill requirements necessary

for the undertaking of tasks in the construction industry. This is also an important factor in the

realization of other objectives, notably the promotion of health and safety awareness and

employment development within the construction industry.

The Skill Card system aims to incorporate and promote health and safety measures, while

diminishing the risks and accidents which may occur in the industry. These measures shall be

achieved by ensuring that all workers in the construction industry undertake adequate training

at least every five years. Successful applicants shall receive a photographic identity card which

shall serve as a means of evidence that the holder has undertaken adequate training in relation

to the attainment of appropriate skills and competence required for that particular task. Success-

ful candidates shall be registered online. Such registration shall be kept in the construction skills

register of the BICC and shall also be made available to the public including interested

stakeholders.

The main benefits of such register include but are not limited to the following:

As regards employees:

(i) Proof of skills, competence and qualifications;

(ii) Improves health and safety awareness;

(iii) Enhances employment prospects and opportunities.

As regards employers:

(i) Improves health and safety awareness among workers;

(ii) Provides a solid foundation for staff training and development and ensures that

occupational health and safety training is renewed every five years;

(iii) Diminishes the risks of accidents on construction sites;

(iv) Identifies personnel vested with recognised safety awareness training skills and adequate

competence;

(v) Provides easy access and facilitates the correct choice of qualified human resources.

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As regards customers:

(i) Improves standards of workers resulting in a better reputation for the construction

industry;

(ii) Encourages consumers to make use of the services provided by qualified workers;

(iii) Improves the quality of construction projects;

(iv) Increases the possibility of securing a better economic investment for Malta.

3.1 Skills Testing and Certification

Adequate training and skill testing, both incorporated into the certification process shall help both

employers and workers to develop and enhance their knowledge base and to apply in a more

proficient manner their existing and newly acquired skills.

Todate, the training scenario in Malta is that MCAST provides formal education by means of

fulltime (including apprenticeship schemes) and part-time courses for various trades falling within

the construction industry. These courses are pegged to a recognised Malta Qualification

Framework level. Upon completion of both part-time based or full-time based courses, successful

candidates are granted either a certificate or a diploma. Other Public or Private Training Service

Providers offer courses in these type of trades.

Persons who acquire knowledge skills and competences in an informal and non-formal manner

may undertake a trade test to confirm their competence in a particular occupation . In such case,

successful candidates shall also be awarded a Certificate of Competence.

One has to evaluate this also in terms of Article 40 and 41 of the Employment and Training

Services Act (Cap. 343), which provide for the conducting of examinations of trainees, designed to

ascertain their proficiency or competence in their particular skill or trade. Furthermore, the

Corporation shall issue, to each trainee who has completed his term of traineeship, a Certificate of

Competence, as the case may be, if the trainee has satisfied a Trade Testing Board that he has

attained the required standard of proficiency or competence:

Provided that the Corporation may, with the concurrence of the Minister responsible for the ETC

issue such certificates without reference to a Trade Testing Board, if it is satisfied that suitable

arrangements exist within any industry or undertaking, whether belonging to Government or not,

for the assessment of trainees as regards attainment of the required standard of proficiency or

competence in the particular skill or trade.

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In view of this, it must be emphasised that although the current situation at law makes

reference to the Trade-Testing Board for the assessment of individuals, the Sectors Skills Units as

established in terms of Legal Notice 295 of 2012 shall be the units responsible for the validation

of non formal and informal learning a process which identifies, assesses and formally certifies the

knowledge, skills and competences which individuals develop throughout their lives by means of

participation in non-formal and informal learning such as work, education and leisure activities

and which is pegged to the Malta Qualifications Framework. Furthermore, any reference made

to trade-testing by ETC contained in this document shall be read and construed within the mean-

ing of this paragraph, and shall in the long-term have the same meaning as that assigned for the

term ‘validation’ of non-formal and informal learning. The National Commission for Further and

Higher Education is the national competent authority responsible for the validation of non-

formal and informal learning.

3.2 Types of trades applicable to the scheme

In order to achieve the set of objectives mentioned in the preceding paragraphs, it is important

that all workers employed in the construction industry are duly recognised as qualified

employees and duly registered as such by the respective Authorities, and are nonetheless

required to undertake the necessary training skills in relation to their type of trade. In view of

this, such initiative is being launched with respect to four types of trades which are:

Tile laying;

Plastering;

Assistant electricians; and

Plumbing.

Individuals who wish to be registered as construction workers in a particular trade need to

satisfy all the following requirements, namely:

(i) they shall be holders of a Maltese or an EU Member State Identity Card or a

Maltese Residence Card;

(ii) they shall be 18 years of age or more provided that trainees shall be 16 years of

age or more;

(iii) they shall be in possession of an accredited qualification proving their

competence in their respective trade, provided that where the qualification

does not include a health and safety module, applicants would need to provide

a separate health and safety awareness certificate.

Without prejudice to the above requirements, the type of employment, experience and

qualifications shall determine the type of card to be issued in terms of Appendix to this White

Paper.

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If applicants seek to gain skills and experience they shall undertake adequate training. Persons

who are already practising their trade but do not possess any formal qualifications will need to

undertake a trade test as evidence of their knowledge and skills.

Persons who are in possession of a license or a qualification, shall only require referrals from their

employers and/or past clients in order to be entitled to their respective Skill Card. If applicants

claim that they already possess skills and experience in a particular field of construction, their

performance, competences or otherwise shall be duly assessed, taking also into account their

knowledge and awareness in relation to occupational health and safety issues. An experienced

applicant would need to have acquired 3 years of relevant experience. This is to be verified by

submitting a letter of reference (which may be issued by employers, architects or engineers) and

also by submitting their job history together with an Occupational Health and Safety awareness

certificate.

The Trade Test requires applicants to demonstrate, in a real or simulated workplace environment,

their competence or otherwise, by virtue of their performance assessments. Applicants shall be

assessed by competent and qualified assessors.

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4. PROJECT DESCRIPTION: Contemporary development

4.1 The Construction Skills Task Force or Focus Group has been set up by the Chairman of the

BICC in consultation with the Prime Minister owing to justifiable concern for the construction

industry including that of its clients, taking into account the fact that such various trades in Malta

in this industry are not meeting the appropriate requirements in terms of its own demands and

those of its clients.

4.2 The construction industry in Malta is one of the main pillars of domestic economy. The

industry accounts for 11.1 per cent of gross value-added. This requires a multitude of skills and

according to the latest NSO statistics, there has been a 1% increase in employment in the

construction industry for the first quarter of 2014 when compared to the corresponding quarter

of 2013. The construction industry to-date employs more than 12,000 workers.

4.3 The Construction Industry is capable of delivering the most innovative projects. However

there is a need to address the skills gap in the various trades, because if this is not addressed in

time, the whole situation will only deteriorate. Thus, such industry needs to address the problems

it is facing in order to:

(i) establish a balance between the products’ supply and the clients’ demand while

ensuring the best quality product in the market; and

(ii) make more profitable returns in order to sustain and satisfy the need of employees.

The purpose of the skills card initiative is meant to address such deficiencies which find their root

in the mismanagement of such industry as a whole. One of the essential factors is the lack of

adequate training, since the percentage amount of trainees in the construction industry appears

to have declined considerably, which in turn gives rise to such skill deficiencies in the industry.

4.4 Few people are being given adequate training in order to replace ageing-skilled employees,

and as a result, few people are acquiring the necessary technical and managerial skills required

for a better construction industry. Construction also lacks a proper career structure to develop

supervisory and managerial grades. The introduction of skill cards shall mitigate this lacuna

which shall:

(i) ensure that the necessary skills are made available locally, for the purpose of

producing better quality projects; and

(ii) ensure that all employees, or visitors to the construction site, are vested with the

necessary knowledge and understanding of the risks of potential injuries which such

industry entails as well as to take all necessary safety measures required.

Currently, competency in the construction industry is developing by means of various

opportunities, these being among others, traditional courses, work placement learning and men-

toring, apprenticeships, as well as formal and standards employment assessments.

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5. MALTA'S PROPOSAL: Procedural Requirements

All trades falling within the Construction Industry in terms of Appendix to this White Paper shall

be certified by means of the skill card system. The following types of cards feature in the skill card

system:

1. The Skill card (which includes the safety card) is issued according to the four levels which

determine the competence of each type of trade;

2. The Professional card or Safety card issued for professionals who are already in possession

of warrants, certified skills and experience; and

3. The Visitors’ card which is issued for all visitors on construction sites including owners and,

or tenants thereof.

1. Skill cards shall be colour coded according to the level of competence acquired by applicants

in terms of their respective trade as follows:

(i) Red Skill Card for trainees – Trainees shall attend the basic health and safety

awareness seven-hour course prior to visiting a construction site and shall be

registered as an employee with the employer, whereby the trainee shall be given

adequate on-site raining in order to acquire the appropriate skills and other compe

tences as may be necessary. Skill cards for trainees shall not be subject to renewal.

(ii) Blue Skill Card for operatives (MQF level 2) - Operatives shall have on-site specific

training, attend the occupational health and safety awareness course and if they

do not possess the relevant qualifications, they shall undertake a Trade Test held by

a certified service provider like ETC.

(iii) Silver Skill Card for Craftsmen (MQF level 3) – Craftsmen shall have more than three

years’ experience in the field, and shall acquire on site specific training as may be

required, shall acquire adequate training as regards occupational health and safety

and if they do not possess the relevant qualifications, they shall undertake a Trade

Test held by a certified service provider like ETC.

(iv) Gold Skill Card for Technicians (MQF level 4) – Technicians shall acquire formal

training which includes occupational health and safety awareness course.

2. Black Card for Professionals – Professionals shall only be issued with a safety card, taking into

account their professional skills and competences in this regard, and shall only acquire adequate

training as regards occupational health and safety in addition to their warrant.

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5.1 Skill cards with respect to foreigners

A. Workers from EU Member States: Skill Cards issued to EU citizens by other member

states will be given recognition for approval through the MQRIC, provided that the

holder has acquired the necessary knowledge, skills and competence in relation to

the respective trade (including occupational health and safety).

B. Workers from non-EU member states: Skill cards may also be issued in respect of

third country workers provided that the holder shall satisfy all the following

requirements:

(i) Is in possession of a visa and working permit;

(ii) They shall be 18 years of age or more provided that trainees shall be 16 years of

age or more;

(iii) Has submitted a reference letter or document by employer, providing evidence

of relevant work experience;

(iv) Is in possession of a recognised qualification or has successfully passed a trade test

in the respective trade ;

3. White Card for Visitors – This shall be issued by the site manager or the health and safety

officer in favour of ALL visitors on the construction site including visitors who are the owners

and, or tenants thereof, provided also that these shall be accompanied by a registered skill card

holder during the whole duration of the site visit.

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(v) Has successfully completed a short-term course in relation to occupational

health and safety, provided that where the qualification presented includes a

health and safety module, applicants would not need to provide a separate

health and safety awareness certificate:

Provided that for paragraphs (a) and (b) above and in terms of the Mutual Recognition of

Qualifications Act (Cap. 451) and subsidiary legislation 451.03 on the Recognition of Professional

Qualifications Regulations (L.N. 422 of 2007), EU and non-EU nationals who are already in

possession of a skill card validly obtained in their country of origin shall not be submitted to

further training skills or assessment, unless they are required to do so for the sake of upgrading

their training skills, as may be deemed necessary from time to time.

Provided also that for paragraphs (a) and (b) above and in terms of the Mutual Recognition of

Qualifications Act (Cap. 451) and subsidiary legislation 451.03 on the Recognition of Professional

Qualifications Regulations (L.N. 422 of 2007), EU and non-EU nationals who are already in pos-

session of a skill card validly obtained in their country of origin shall not be submitted to further

training skills or assessment, unless they are required to do so for the sake of upgrading their

skills, as may deemed necessary from time to time. Therefore, the applicable legislation shall be

the laws of the country where one actually works as an employed or a self-employed person.

5.2 Transition Period

The BICC shall be introducing changes gradually. In 2015 skill cards shall be launched with

respect to the construction industry. For the first five years the skill card shall be awarded free

of charge so as to encourage employees and workers as much as possible in their occupation.

The skill card shall remain valid for a period of five years subject to renewal against a nominal

fee. Following the five-year trial period in the respective trade, it shall be mandatory for an

employee in the construction industry to be in possession of a skill card.

5.3 Termination and renewal of Skill Cards:

By means of formulating occupational standards and defining competences in order for a

person to achieve certification in terms of the skills and competence acquired, the system shall

not hinder such person from upgrading the educational or occupational standard or from

achieving higher qualifications. Notwithstanding that skill cards are means of evidence of a

person’s competence or otherwise in the field of expertise, these shall not hinder a person to

stop learning and develop one’s competence. One's learning curve is continuous and there is

no limit to developing skills and competences.

For skill cards to be renewed every five years, a person shall have acquired specific Continuous

Professional Development (CPD) requirements. Skill Cards have a termination period of

five years commencing from the date of issue. All applicants shall upgrade their training in

occupational health and safety to be eligible for renewal.

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5.4 Funding Scheme

Health and safety awareness courses required for the granting of skill cards shall be given free of charge to all persons working within the construction industry during the mentioned

transition period of five years. Furthermore, additional training during such transition period,

as regards persons already employed in the construction industry, shall also be given free of

charge , if such persons lack the appropriate skills and competence required for the granting of the skill card. In view of this, it may be possible to opt for European Social Funds for the

purpose of obtaining the training required for employment development.

5.5 Upgrading of Skill Cards

The cardholder may upgrade the skill card upon obtaining additional qualifications or skills

through informal and non-formal learning.

5.6 Public Procurement Procedures

With respect to government tenders awarded to contractors, it is proposed that when it comes to

technical evaluation, preference be given to contractors, self-employed or employees who are in

a possession of a skill card. Such preference applies during the five-year transition period, after

which it is proposed that the tenure of skill cards shall be mandatory in the awarding of tenders

by the Government. All other factors being equal, the holder of skill cards will be given

preference.

5.7 Administrative Procedures

The administration of skill cards shall fall within the remit of the BICC who by means of the

smartcard technology shall decide whether a person possesses or otherwise the necessary skills

and qualification requirements in order to be successfully employed in the construction

industry. The smartcard shall include a barcode and a hologram on the holder's photo to

prevent any form of alteration or tampering. The skill card shall include all personal data

pertaining to the holder, thus including name, surname, address, identity card number, photo,

and all other necessary information as may be required with regard to the skills and

competence acquired by the holder in the respective trade.

The BICC shall also be responsible for skill cards awarded on a voluntary basis issued during the

transition period. However, during such transition period, all persons employed in the

construction industry shall be encouraged to obtain a health and safety awareness certificate.

Upon termination of such transition period, the BICC shall issue new skill cards subject to

renewal every five years. In order to qualify for a skill card issued in terms of a person’s

respective trade, such person shall provide, either a diploma or certificate of competence in the

respective skill issued by MCAST or any other recognized training institution, or a Certificate of

Competence issued by ETC, and in either case, a health and safety awareness certificate. Skill

cards may also be subject to renewal if the holder shows that he has successfully completed a

course as regards innovative material and technology awareness during the preceding five

years.

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5.8 Law and Enforcement

The Building Regulation Office shall be the entity responsible for the enforcement of the scheme.

According to current legislation the Building Regulation Office is already responsible for such

enforcement. Such enforcement may lead to suspension or withdrawal of the skill card, in which

case the holders have a right to appeal in front of the BRO Appeals Board.

5.9 Equality of Opportunities

Skill cards shall be issued with respect to any

individual. Qualification assessments shall not

be based on any form of discrimination and

shall be carried out in accordance with relevant

laws and regulations, and shall be carried out

without prejudice to the Employment and

Industrial Relations Act (Cap. 452), the Equal

Treatment in Employment Regulations (S.L.

452.95), the Equality for Men and Women Act

(Cap. 456) and the Disabled Persons

(Employment) Act (Cap. 210).

5.10 Ownership and withdrawal of skill cards

The skill card shall remain the property of its holder. The skill card shall be issued to the employee

and shall remain in possession of its holder. If the skill card holder fails to abide by the conditional

requirements contained herein, the BICC reserves the right to withdraw, suspend the skill card or

take any other necessary measure as may be required in the circumstances, provided that such

withdrawal or suspension shall reflect the act of non-observance or non-compliance on the part of

the skill card holder.

The holder shall inform the BICC as regards any change of information pertaining to personal

details, whereby the BICC shall thereafter register such information. The BICC shall also monitor

any lost skill cards which shall be replaced subject to a fee. Any complaints shall be addressed to

the BICC who shall thereafter act in accordance to the internal complaints procedure.

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6. A GUIDE TO SKILL CARD ACQUISITION

According to BICC's recent survey, shortage of skills in the industry is leading to fewer persons

wanting to enter the construction industry, especially persons of a young age, and this is a

prime contributor to current employment crisis. Additional factors include wage rate

perceptions and realities and most important the relative low participation in formal training

across the industry. If these issues are not addressed the industry will risk an increase in skills

deficiencies and shortages.

The accredited service providers mentioned in this document are subject to change if more

institutions are accredited to provide such courses or trade-testing certificates.

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6.1 The Role of MCAST

MCAST’s role is to provide accessible vocational and professional education and training with an

international dimension in accordance with the needs of the individual and the economy. The

institution aims to collaborate closely with local industries in order to ensure that the knowledge,

skills and competencies are appropriate and relevant to a dynamic and forward-looking

economy. This relationship stimulates the relevant needs of industries, which are constantly

evolving to meet the challenges of a changing global economy.

The only way to be constantly responsive to the needs of the economy is to maintain ongoing

consultation and collaborations with employers, and their representatives. MCAST highly values

its strong ties to local and international industry stakeholders, and is engaged in a continuous

effort to consolidate and extend such collaborations to as many industry sectors as possible.

The institution also provides links to local employers, and at times even helps in the organisation

of consultation meetings, where proposed new courses which such institution offers is

thoroughly analysed, with a particular emphasis on how it will be providing workers with the

skills, qualifications and experiences needed to meet the requirements of the latest industry in a

particular sector.

During such meetings, MCAST also invites the industry to discuss current and future skills gaps

and identify solutions as to how these can be tackled through the upgrading of current full-time

or part-time courses or through the introduction of new ones. At times, the industry itself

approaches MCAST to propose new courses which are needed to meet the requirements of the

latest industry. In this case, MCAST first understands the required competencies, and then

proposes new training programmes or amendments to existing courses to fill these lacunae.

In such cases, MCAST also pays particular attention to make sure that a course does not restrict

students to one particular skill or job position only, but also provides them with the required

flexibility to be able to further their studies or to seek career advancement through higher

positions. MCAST contribution in the skill card project aims to provide formal training up to a

MQF level 4.

21

6.2 OHSA's role

For the purpose of the skill card system, OHSA shall, together with MCAST, ETC and NCFHE,

ensure that all the conditional requirements relating to safety are included in the eventual OHS

training as part of the skill card system. This shall be practised by applicants who either perform

services in the construction industry and, or those who although they are not qualified employees,

have nonetheless acquired adequate training to operate in the field of the construction industry,

and shall ensure that the training provided in relation to occupational health and safety be made

subject to such conditional requirements. Approved training providers shall also issue a

compliance certificate with respect to applicants who carry out such training courses. The aim of

the training provided by such entity by means of the skill card system is:

(i) to ensure that the basic principles of occupational health and safety measures are

being observed, including conformity with occupational health and safety legislation;

(ii) to provide for the manner by means of which such training measures including the

prevention of risks and injuries need to be addressed; and

(iii) together with the NCFHE, ETC and MCAST, OHSA shall draw up the necessary

requirements to be used in the safety awareness training and assessments which need

to be carried out.

Without prejudice the above, OHSA shall not be responsible for either the procedural measures

which need to be followed as regards the issuing of skill cards and, or the administrative

procedures as regards enforcement measures which need to be applied in the case of

non-conformity of applicants with the procedural requirements; provided also in this regard that

safety awareness training provided by OHSA shall not act as a waiver from the requirements set

out by EU legislation requiring employers to provide health and safety training courses to their

employees.

Occupational Health & Safety Authority (OHSA)

22

6.3 ETC's role

EMPLOYMENT AND TRAINING CORPORATION

For the purpose of the skill card system, the Employment and Training Corporation shall offer

persons who are already employed in the construction industry, but who may not possess the

necessary qualifications in their particular field of work, to have their knowledge skills and com-

petences assessed through a Trade Test. The Minister for Education and Employment shall

appoint persons nominated by the Corporation to act as members of Boards which are already

functioning to continue performing their functions as regards such trade testing. The

Corporation may also provide training courses for such employees who operate in the

construction industry, but who nonetheless would like to improve their skills and abilities with

respect to other trades.

In view of the above and in terms of Article 16 and 17 of the Employment and Training Services

Act (Cap. 343.), the Corporation shall have interalia the following functions, in relation to the

training provided:

(a) to provide training courses or other schemes for the purpose of assisting persons

desiring to fit themselves for gainful occupation, or desiring to improve or update the

quality of their knowledge and skills for the same purpose;

(b) to enter into arrangements with the said employers, or any other person, for the

provision of training courses or other schemes contemplated by this article.

Furthermore, and for the purpose of encouraging adequate training through courses or other

schemes contemplated by article 16, the Corporation may interalia:

(a) provide or secure the provision of such courses and other schemes as it may

consider adequate, having regard to any courses or schemes otherwise available;

(b) make arrangements for the application of selection tests and of tests or other

methods for ascertaining the attainment of any standards recommended by it and

may award certificates of the attainment of those standards.

23

6.4 BRO'S role

The Building Regulation Office together with the Ministry for Education and the BICC shall ensure

that building and construction operators, as well as employees are in possession of a Skill Card,

and that enforcement officers within the Building Regulation Office verify the skill card upon

visiting the construction site, and shall, upon the lapse of the five year transition period

implement enforcement measures on site in the case where identified operators are not

registered with BICC accordingly.

6.5 NCFHE’s role

NATIONAL COMMISSION FOR FURTHER AND HIGHER EDUCATION

Without prejudice to the Validation of Non-Formal and Informal Learning Regulations (L.N. 295 of

2012) which provides for and regulates in particular educational and occupational standards, and

for the purpose of issuing skill cards, the National Commission for Further and Higher Education

(NCFHE), as the national authority for the validation of non-formal and informal learning, will be

assisting BICC in formulating and developing occupational standards for occupations within the

Construction Sector. Furthermore, the occupational standards will be quality assured by NCFHE

and pegged to the Malta Qualifications Framework. NCFHE will also work with BICC in

establishing performance criteria and assessments methods as tools for assessing, recognising and

validating individuals within the sector who have acquired knowledge, skills and competences in

contexts and situations outside the formal.

6.6 The role of Local Councils

The role of Local Councils in relation to the concept of Skill Cards does not only feature during

the public consultation stage, whereby such concept is introduced with the various stakeholders

concerned, however, such role also features in the educational phase of this reform, whereby

Local Councils may assist BICC in the organisation of various courses related to a particular trade

within their locality. Local councils shall also have the role of providing information about this

initiative to persons within their locality including the provision of assistance in the submission of

applications for skill cards. For ease of reference, the following flow chart illustrates an example

the steps by means of which a skill card may be obtained.

24

ETC

BICC

BRO SKILL CARD

NCFHE OHSA

CERTIFICATION

MCAST

25

7. PUBLIC CONSULTATION

A public consultation shall be

carried out with all contractors and

other interested stakeholders

involved in the process who shall

b e p a r t i c i p a t i n g i n t h e

development of the construction

industry by means of such initia-

tive, acting in the best interest of

their employees, especially where

the latter’s skills and competences

and are concerned.

It is in the best interests of all

stakeholders concerned, that all

employees within the construction

industry are capable to develop

their knowledge and enhance their

skills. This can only be achieved if

all employees in the construction

industry participate in the

educational and training schemes

provided by the various entities

concerned and are submitted to

adequate training, assessments

and relative examinations.

The skill card initiative would be

contributing to the initiative of

learning abi l i t ies and, or

continuous learning by contractors

and employees, as well as

enhancing the possibility of their

developing knowledge and

training skills. Thus, the aim of the

whole concept is that of creating a

safer working environment,

whereby risks are greatly

diminished and the occurrence of

injuries and imminent danger,

extending also to visitors on site

would be eliminated as much as

possible.

26

8. CONCLUSION

In view of the above, the purpose of Skill Cards initiative mainly comprises the following:

1. Identifies competences Enhances existing Occupational Health and

Safety standards. Competences, required at

this level reflect the need to diminishing

potential risks and injuries which may occur.

2. Identifies or proposes standard level

or levels and sets course objectives

At this stage entry level requirements and

attainable results shall be set.

3. Establishes learning outcomes and

sets knowledge, skills and compe-

tences

Once occupational standards are in place,

learning outcomes are ideally based on the

knowledge, skills and competences required

by such standards.

4. Sets Learning Activities Establishes the total number of learning

hours, the number of credits as well as

course duration.

27

APPENDIX

List of Courses (C ) and Trade Tests (TT) Concerning the Building Industry

Item No Supervision/ Professional UOM MCAST ETC OTHERS

1 Architect

2 Civil Engineer C

4 Electrical Engineer C

5 Mechanical Engineer C

6 Project Manager C

7 Construction Engineer C

8 Project Manager C

9 Laboratory Technician C

10 Site Supervisor C

11 Health & Safety Officer C

12 Draughts person C TT

13 Quantity Surveyor C TT

14 Land Surveyor C TT

15 Foreman C

16 Building Control Officer QA C

17 Planner C

18 Conservator C

19 Environment Designer C

20 Planner C

21 Conservation Architect/Eng C

22 Environment Engineers C C

23 Planning Officer/Technician C

24

Geographical Information Systems Officer C

25 Mapping Technician

26 LPG Engineer C

27 Drainage Worker

28

Building Inspector/Enforcement Off.

29

Environment Inspector/Enforcement Off.

28

30 Interior Designer C

31

Stone Heritage Techni-cian (Mastru) C TT

32

Stone Heritage Techni-cian (Sewwej) C TT

33

Landscaper & Environ-ment Off

Construction

34 Stone Sculptor C TT

35 Welder & Fabrication C TT

36 Welder - Operative Level C C & TT

37 Electrician 'A' & 'B' C C ‘A’ only

38 Stone Cutter C

39 Stone Dresser C TT

40 Stone Carrier C

41 Mason C TT

42 Mason Rubble Wall C

43 Labourer C

44 Skilled Labourer C

45 Digger C

46 Carpenter Shutters C

47 Steel Fixer C

48 Concrete Worker C

49 Conservator Technician C

50

Highway and Roads Con-struction & Maintenance C

51

Woodwork Workshop Technician TT

52 Woodworker C TT

53

Woodworker Conserva-tion & Restoration C

54 Marbler + Marble layer C TT

55

Award in Stone Masonry & Brick Laying C

Equipment Operators

56 Crane Operator C

29

57 Driver Heavy Plant

Excavators, wheel shov-els, Trucks &

Rollers

C

58 Jack Hammer Operator C

59 Scaffolding Erector C

Finishes

60 Marble layer C TT

61 Tile layer (wall) C C TT

62

Tile layer (floor)/Vinyl Ti-tle/Carpets C

C (floor only) C & TT

63 Decorator C

C included with Plaster-

ing)

64 Guilder C

65 Plasterer (Traditional) C C & TT

66 Plaster (Gypsum) C C & TT

67 Painter C

C (included with Plaster-

ing)

68 Blacksmith C

69 Aluminium Worker C

70

Galvanized door Rolling Shutters C

71 Carpenter - Joiner C

TT (woodworker)

72 Glazer C

73

Joiner & Furniture Making + C

TT (woodworker)

74

VET Award in Refrigera-tion and AC C

75

Award in Maintenance and Servicing of Refrig-eration

and Air-conditioning Sys-tems C

76

VET Award Electricians Assistant C

77

VET Award in principles of gardening & Landscap-ing C

78

VET Award in Carpentry and Joinery C

79

VET Award in Principles of plumbing C

80

VET Award Foundation in Tile Laying C

30

81 VET Award in Plastering C

82

Award in Water well repair and Maintenance C

83

Water Well repair and Maintenance C

84

Award in Occupational Health and Safety C

85 First Aid C

86

Award in Lift Installation and Maintenance C

87

Award for PV system in-stallers assistant C

Services

88

Air-Conditioning Fitter/technician + Ventilation C

89 Solar Water Heater Fitter C

90 Solar Panels Fitter C

91 Insulation Layer C

92 Pipe Fitter C TT

93 Drain Pipe Layer C TT

94 Lift Installer / maintenance

Car lifts/home lifts/service

lifts/Stair lifts

C TT

95

Escalator/Conveyor In-staller C

96

Electrician/Building Man-agement Systems/Low Voltage Installations tech-nician

C

97 LPG Technician C

98

Fire fighting System Tech-nician

C

99

Stainless steel Handrails/Steel works

C

100

Fire doors/Doors/Garage doors/Canopies/tents

C

101

Swimming Pools Techni-cians C

102

Boiler technician/plant room C

31

103

Plant room attention to: Osmoses water treat-

ment/sewage treatment C

104 Plumber C C & TT

105 Water Proofer Damp-proof

C, Membrane & Kontra Bejt

C

106 Fire Technician C

107

Window Cleaners - Fa-cades

C

C (part of VET Award for Cleaning Attendants)

32

BUILDING INDUSTRY CONSULTATIVE COUNCIL

Building Research Centre 36, Old Mint Str., Valletta

Tel: 22479300

www.bicc.gov.mt info.bicc@gov.mt