Asset Skills
Adult Advancement Career Services Labour Market Information
1
1 Asset Skills ............................................................................................................................4
1.1 Sector information .............................................................................................................4
2 Cleaning Sector ....................................................................................................................5
2.1 Sector information ...............................................................................................................5
2.2 Careers available, emerging jobs, transferable skills, careers paths, opportunities ............5
2.3 Pay scales ...........................................................................................................................5
2.4 Entry requirements and application processes ....................................................................6
2.5 Qualifications ........................................................................................................................6
2.6 Employment and labour market trends and forecasts ..........................................................7
2.7 Skill shortages .....................................................................................................................8
2.8 Opportunities for adults changing careers............................................................................8
2.9 Points of entry or transfer from another sector ....................................................................9
2.10 Jobs profiles ......................................................................................................................9
2.11 Case studies ......................................................................................................................9
2.12 Frequently asked questions ..............................................................................................9
2.13 Sources of additional information ....................................................................................10
3 Housing Sector ....................................................................................................................12
3.1 Sector information .............................................................................................................12
3.2 Careers available, emerging jobs, transferable skills, careers paths, opportunities ..........12
3.3 Pay scales .........................................................................................................................13
3.4 Entry requirements and application processes ..................................................................13
3.5 Qualifications ......................................................................................................................14
3.6 Employment and labour market trends and forecasts ........................................................14
3.7 Skill shortages ...................................................................................................................15
3.8 Opportunities for adults changing careers..........................................................................15
3.9 Points of entry or transfer from another sector ..................................................................15
3.10 Jobs profiles ....................................................................................................................16
3.11 Case studies ....................................................................................................................16
3.12 Frequently asked questions ............................................................................................17
3.13 Sources of additional information ....................................................................................17
4 Property Sector ....................................................................................................................19
4.1 Sector information .............................................................................................................19
4.2 Careers available, emerging jobs, transferable skills, careers paths, opportunities ..........19
4.3 Pay scales .........................................................................................................................19
4.4 Entry requirements and application processes ..................................................................19
4.5 Qualifications ......................................................................................................................20
2
4.6 Employment and labour market trends and forecasts ........................................................21
4.7 Skill shortages ...................................................................................................................23
4.8 Opportunities for adults changing careers..........................................................................23
4.9 Points of entry or transfer from another sector ..................................................................23
4.10 Jobs profiles ....................................................................................................................23
4.11 Case studies ....................................................................................................................24
4.12 Frequently asked questions ............................................................................................24
4.13 Sources of additional information ....................................................................................25
5 Facilities Management Sector ............................................................................................27
5.1 Sector information .............................................................................................................27
5.2 Careers available, emerging jobs, transferable skills, careers paths, opportunities ..........27
5.3 Pay scales .........................................................................................................................27
5.4 Entry requirements and application processes ..................................................................27
5.5 Qualifications ......................................................................................................................28
5.6 Employment and labour market trends and forecasts ........................................................28
5.7 Skill shortages ...................................................................................................................29
5.8 Opportunities for adults changing careers..........................................................................30
5.9 Points of entry or transfer from another sector ..................................................................30
5.10 Jobs profiles ....................................................................................................................30
5.11 Case studies ....................................................................................................................30
5.12 Frequently asked questions ............................................................................................30
5.13 Sources of additional information ....................................................................................31
6 Parking Sector .....................................................................................................................32
6.1 Sector information .............................................................................................................32
6.2 Careers available, emerging jobs, transferable skills, careers paths, opportunities ..........32
6.3 Pay scales .........................................................................................................................32
6.4 Entry requirements and application processes ..................................................................33
6.5 Qualifications ......................................................................................................................33
6.6 Employment and labour market trends and forecasts ........................................................33
6.7 Skill shortages ...................................................................................................................34
6.8 Opportunities for adults changing careers..........................................................................34
6.9 Points of entry or transfer from another sector ..................................................................34
6.10 Jobs profiles ....................................................................................................................34
6.11 Case studies ....................................................................................................................34
6.12 Frequently asked questions ............................................................................................34
6.13 Sources of additional information ....................................................................................35
3
1. Asset Skills
www.assetskills.org
1.1 Sector information – a brief description of what the sector covers
Asset Skills is responsible for the skills interests of employers in the following sectors across
the UK:
• Cleaning
• Housing
• Property and planning
• Facilities management
• Parking
These sectors make a vital contribution to the built environment, both in terms of the
management and protection of built assets, but also to the quality of people’s lives, and the
sustainability and regeneration of communities.
The sector covers private, public, voluntary sector and not-for-profit organisations, all of which
are seen as equally important, representing a wide range of activities and forms of
businesses ranging from small organisations including residential and registered social
landlords, tenants and sole traders, through to the very large private and public sector
organisations.
The workforce within the Asset Skills sectors comprises 3% of the UK workforce as a whole,
and it is estimated to contribute 7% of GDP to the economy 1 .
•
•
•
•
•
The number of employers and employees within the sectors has been steadily
growing since 1998.
The UK market for contract cleaning is estimated to be £5.6 billion 2
The housing sector plays an instrumental role in meeting key government targets in
relation to communities and social inclusion.
The property sector includes key areas of commercial and residential sales and
lettings and property management
The UK market for facilities management contracts is estimated to be between £10
billion and £173 billion.
More detailed Labour Market Information is available at www.assetskills.org/research
Other useful websites include those for the nations:
Wales
Cymraeg
Scotland
Northern Ireland
1
2
www.assetskills.org/Wales/WalesHomePage.aspx
www.assetskills.org/Wales/Cymraeg/CymraegHome.aspx
www.assetskills.org/Scotland/ScotlandProjects.aspx
www.assetskills.org/NorthernIreland/NIProjects.aspx
Asset Skills 3 Year Business Plan for Relicensing Submission, 2009
MSI, Contract Cleaning UK, 2007
4
2. Cleaning
www.assetskills.org/cleaning
2.1 Sector information – a brief description of what the sector covers
The cleaning sector covers all forms of contract cleaning including:
• Building interiors
• Transport vehicles
• Food premises
• Window and facade cleaning
• Chimneys
• Highways and land
• Carpets and upholstery
2.2 Information on careers available and new emerging jobs, transferability of skills,
career paths and opportunities for progression
Current jobs include:
• Cleaner
• Supervisor
• Caretaker
• Chimney Sweep
• Window Cleaner
• Upholstery Cleaner
• Highways and Street Cleaner
• Food Premises Cleaner
Customer service skills, along with basic numeracy and literacy are considered useful
transferable skills.
Cleaning can be perceived as a dead end job but that is far from the case. Cleaning can
actually offer a viable career with clear progression opportunities. It can provide an excellent
starting point for gaining managerial skills which can provide progression to more senior roles
within the sector or can be used to gain employment in other sectors.
A typical career in cleaning may see an employee progress from a cleaner towards
supervisory roles, caretaking and on to cleaning management. Many take the opportunity to
gain experience before starting up their own business.
For a cleaning progression route table please follow the link:
www.assetskills.org/CareersandTraining/ProgressionRoutes.aspx
2.3 Information on pay scales in the cleaning sector
Many jobs in the cleaning sector such as chimney sweep, carpet cleaner, window cleaner etc,
are carried out on a part-time basis, at an hourly rate, or through self-employment, so pay
scales should be used as a guide-line only. Salaries can often be increased by working
overtime.
Cleaner
Chimney Sweep
Highways Cleaner
Street Cleaner
£10,000 - £14,500
£10,000 - £20,000
£14,000 - £20,000
£14,000 - £20,000
5
Caretaker
Car Valet
Carpet Cleaner
Cleaning Supervisor
Window Cleaner
Cleaning Manager
£16,000 - £20,000
£12,500 - £24,000
£11,000 - £25,000
£18,000 - £25,000
£15,000 - £28,000
£19,000 - £29,000
2.4 Information on entry requirements, application processes (e.g. Apprenticeships)
There are no formal entry requirements for jobs in cleaning however employability skills
including literacy, numeracy, communication, language, team working and customer service
skills are an advantage. A Diploma in construction and the built environment may be useful
for this role.
There is an apprenticeship in cleaning and support services. The apprenticeship covers
many aspects of cleaning including;
• Mechanised street cleaning
• Maintenance of hard floors
• Kitchen areas
• Hospital wards
• Large scale festival sites
The cleaning apprenticeship does not have any specific entry requirements except where
employers set their own entry standards. Those wishing to train as an apprentice should
demonstrate a commitment to the sector, show initiative and a willingness to learn.
Further information on the cleaning and support services apprenticeship can be found at:
www.apprenticeships.org.uk/Types-of-Apprenticeships/Retail-and-CommercialEnterprise/Cleaning-and-Support-Services.aspx
Information can also be found on the Asset Skills website:
www.assetskills.org/QualificationsAndStandards/Apprenticeships/CleaningServicesApprentic
eshipInformation.asp
Information on apprenticeship vacancies can be found on the Apprenticeship Vacancy
Matching Service website:
www.apprenticeships.org.uk/Be-An-Apprentice/Searching-for-Vacancies.aspx and the
apprenticeship helpline on 08000 150 600.
2.5 Qualifications
The following cleaning qualifications are available:
• NVQ Level 1 and 2 in Cleaning and Support Services (offered by C&G, guilds
WAMITAB, EDI FDQ, NCFE and HAB
• NCFE QCF Level 2 in skills for supporting public services
• FDQ Level 2 Certificate in Principles of Cleaning
• NCFE Level 2 NVQ in Team Leading
• BICSc Cleaning Operatives Proficiency Certificate
• BICSc Cleaning Supervisory Skills Certificate
• BICSc Food premises cleaning certificate
• The British Window Cleaning Academy and The Industrial Rope Access Trade
Association (IRATA) offer short course to aid progression in the window cleaning
sector
6
Cleaning sector acronyms
BICSc
C&G
WAMITAB
EDI
FDQ
NCFE
HAB
British Institute of Cleaning Science
City & Guilds
Waste Management Industry Training and Advisory Board
Education Development International
Food and drinks qualifications
Northern Council for Further Education
Hospitality Awarding Body
2.6 Data on Employment and labour market trends and forecasts
• The number of workplaces within the cleaning sector has been growing steadily over
the period 1998 to 2008 and there are now over 32,300 workplaces within Great
Britain 3 .
• The demand for cleaning is perceived as being less subject to the economic
downturn than other sectors as cleaning remains a necessity. However, training may
suffer when profit margins are tightened.
• The contract cleaning sector is thriving but intensely competitive, with an estimated
turnover of around £5.6 billion annually 4 - (excluding the many public and private
sector organisations that employ their own cleaning staff in-house).
• The cleaning sector continues to suffer from image, recruitment and staff retention
problems. Employers have welcomed migrant workers, who now make up 37% of the
English workforce 5 .
• A number of cleaning companies are moving to daytime cleaning (defined as cleaning
undertaken during normal working hours) and this has resulted in a range of positive
impacts, such as improved standards of cleanliness, improved customer satisfaction,
better staff retention, greater commitment from staff, eased recruitment concerns,
staff progression and improved communication 6 .
Demographic data of the cleaning sector workforce
The table below provides demographic details of the cleaning sector workforce.
Demographic
Variable
%
Age group
16-24
13%
25-54
65 %
55-74
22 %
Working status
Full-time
47%
Part-time
54%
Gender
Male
46%
Female
54%
70%
Highest qualification held Below NVQ level 2
(including other
qualification and no
qualifications)
NVQ Level 2
13%
NVQ Level 3 and above
17%
Source: Annual Population Survey, 2008
3
Annual Business Inquiry, 2008
The Contract Cleaning Market in the UK, MSI, February 2007
5
The role and importance of migrant workers in the cleaning industry, Asset Skills, 2007
6
Asset Skills, Improving the attractiveness of the cleaning industry – key outcomes from the qualitative research on
daytime cleaning, successful approaches to staff retention and good practice in cleaning procurement, 2008
4
7
Regional Information for the cleaning sector
The following provides a breakdown of the number of cleaning sector employees in each of
the English regions.
Region
2.6.1
East Midlands
2.6.2
East Of England
2.6.3
London
2.6.4
North East
2.6.5
North West
2.6.6
South East
2.6.7
South West
2.6.8
West Midlands
2.6.9
Yorkshire &
Humberside
Source: Annual Business Inquiry, 2008
Number of employees
22,000
45,800
110,200
16,700
47,100
64,600
27,700
24,800
24,100
2.7 Skill shortages
The cleaning sector is anticipating a decline in the number of cleaners (often working parttime) as companies shift towards daytime cleaning which will create full-time jobs. Quality
training is one of the key factors to retaining the workforce and improving the level of services
offered, alongside pay and conditions.
A number of specific skills have been identified within the cleaning sector, including:
• Technical, practical or job-specific skills
• Management and leadership
• Customer handling skills
• Oral communication skills
• Team working skills
• Office administration skills
• Literacy and numeracy skills
2.8 Information on opportunities for adults changing career direction
Career development opportunities within the cleaning sector are considered to be good:
• Those in basic cleaning jobs can progress mainly by taking on team leadership and
supervisory roles which provide employees with transferable skills to move into other
service industries such as facilities management and the retail sector.
• Specific cleaning functions (e.g. food areas) can lead into catering and health jobs.
Similarly street cleaning roles can lead to a wide range of local environmental and
council service jobs.
• People wanting to progress to area manager roles can develop people skills, financial
management skills and customer care skills that are transferable to other sectors.
• There are opportunities to move from cleaning into facilities management roles as
cleaning is one of the specialist services provided by facilities management
companies.
8
2.9 Information on points of entry or transfer into a sector from another sector.
•
•
•
There are a large number of women who take up cleaning jobs after bringing up
children.
Others come into cleaning from other job roles due to the flexibility cleaning provides
in terms of part-time work that fits with other family and personal commitments.
Some have cleaning as a second job to gain a supplementary income.
2.10 Job profiles
Cleaner
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=924&sID=179
Pest Control Technician
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=930&sID=179
Caretaker
http://www.assetskills.org/nmsruntime/saveasdialog.aspx?lID=1386&sID=1163
2.11 Case studies
Cleaner progressing to BICSc Executive Director
Stan Atkins
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=924&sID=179
Pest Control Technician
Phil Reilly
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=930&sID=179
Caretaker
Derek Gates
http://www.assetskills.org/nmsruntime/saveasdialog.aspx?lID=1386&sID=1163
Jobcentre Plus
Recruitment viewpoint
http://www.assetskills.org/Research/Projects/CasestudiesResearchProjects.aspx
2.12 FAQs
Q. What career opportunities are there in cleaning?
A. Cleaning jobs can give you an excellent opportunity to obtain a job with flexible working
conditions and prospects of promotion. There are a variety of jobs within cleaning such as
carpet/upholstery cleaning, window cleaning, highways cleaning or food premises cleaning.
You could choose to obtain further cleaning qualifications and work towards supervising or
caretaking or you could branch out into other areas such as facilities management.
Alternatively, you could gain experience and start your own business.
Q. Cleaning is sometimes seen as a dead end job - Is that true?
A. Not at all. Cleaning gives people the opportunity to gain skills and broaden their
experience in a variety of areas. With experience cleaners could move on to supervisory
roles and management as well as into pest control and facilities management.
Q. What qualifications will I need to get a job in cleaning?
A. You may be able to secure a job in cleaning with no set qualifications. However, in order
to improve your prospects of promotion you could study towards an NVQ in Cleaning and
Support Services.
9
Q. Is cleaning a good route into management?
A. Yes it is. There is a shortage of people who have good practical cleaning knowledge as
well as leadership and management skills so there are plenty of opportunities to progress into
management roles.
Q. If I have management experience in the cleaning sector could I move into a different
area of management work?
A. Definitely. Many of the skills used in cleaning management are the same as those used in
other types of management, for example, facilities management or catering. If you are able to
prove your skills in the cleaning sector you are well equipped to move into another area.
Q. Would I be able to improve my careers prospects via cleaning jobs?
A. Yes you would. A cleaning role would give you the opportunity to gain valuable skills such
as team-working, time management and communication. You could then use these skills as
evidence of your ability to do a job well which would be useful when applying for new posts.
The skills used in cleaning are similar to the skills used in many jobs which means you could
either progress to more senior cleaning roles or transfer into other sectors that use similar
skills, such as retail.
Q. Where could I find further information about cleaning?
The British Institute of Cleaning Science (BICSc) www.bics.org.uk will be able to provide
information about careers in cleaning. Asset Skills is the Sector Skills Council for the cleaning
sector and will be able to offer you advice on careers, labour market information,
qualifications and important developments within the cleaning sector. Visit the website for
more information www.assetskills.org/cleaning
2.13 Sources of additional information, web-links etc
The following information lists the professional bodies and other partners in the cleaning
sector that Asset Skills works closely with:
British Institute of Cleaning Science (BICSc) www.bics.org.uk
Cleaning and Support Services Association (CSSA) www.cleaningindustry.org
General careers information can be obtained via our direct phone number to the Careers
Advice Service on 08000 567 168. Careers information covering cleaning jobs in our sectors
can also be accessed via the Careers Advice website
www.careersadvice.direct.gov.uk
The following links to the careers advice website provide information on specific careers
within the cleaning sector:
Cleaner
www.careersadvice.direct.gov.uk/helpwithyourcareer/jobprofiles/JobProfile?code=146260573
4&jobprofileid=1282&jobprofilename=Cleaner
Window Cleaner
www.careersadvice.direct.gov.uk/helpwithyourcareer/jobprofiles/JobProfile?code=1694823197&jobprofileid=403&jobprofilename=Window%20Cleaner
10
Highways Cleaner
www.careersadvice.direct.gov.uk/helpwithyourcareer/jobprofiles/JobProfile?code=51570346&
jobprofileid=684&jobprofilename=Highways%20Cleaner
Car Valet
www.careersadvice.direct.gov.uk/helpwithyourcareer/jobprofiles/JobProfile?code=1969638480&jobprofileid=793&jobprofilename=Car%20Valet
Chimney Sweep
www.careersadvice.direct.gov.uk/helpwithyourcareer/jobprofiles/JobProfile?code=118235452
1&jobprofileid=685&jobprofilename=Chimney%20Sweep
11
3. Housing
www.assetskills.org/housing
3.1 Sector information – a brief description of what the sector covers
The housing sector covers all forms of social housing including;
• Housing Associations
• Private Landlords
• Local Authorities
Social housing is a vital provider of accommodation, and it is provided by Local Authorities
and Housing Associations. Social housing provision by Housing Associations has grown
substantially through Large Scale Voluntary Transfer (LSVT) of housing stock from Local
Authorities and investment in new affordable homes through the Homes and Communities
Agency. Housing Association provision now accounts for about half the affordable housing
provided in England.
Local Authorities are also responsible for leading on housing strategy with affordable housing
being a key policy area. As well as enabling housing development, Local Authorities also
ensure that housing support is available for vulnerable people by commissioning providers to
provide supported housing or floating support to people in their own homes. In addition, Local
Authorities are statutorily responsible for providing advice and assistance to people in difficult
housing circumstances such as those who are homeless or at risk of homelessness.
The private and public rented housing sector includes staff employed by central and local
Government, statutory agencies, Housing Associations, private landlords, voluntary sector
landlords, Registered Providers (previously Registered Social Landlords), homelessness
agencies and tenant managed organisations.
Housing is the platform for the delivery of a wide range of other services. Without a home,
people find it difficult to get employment, participate in society or access social and healthcare
services. Housing is at the very heart of the drive for neighbourhood renewal and sustainable
communities (now often referred to as place making).
3.2 Information on careers available and new emerging jobs, transferability of skills,
career paths and opportunities for progression
Current jobs include:
• Housing Officer/Manager
• Neighbourhood Officer/Manager
• Tenancy Support Officer
• Re-let Officer
• Hostel and Supported Housing Manager
• Learning and Development Officer
The ethos behind housing recruitment is to attract people with the right skills in terms of
personality and then train them in the details of the job. People need to be able to
communicate effectively and they must have the desire and ability to help people who may
find themselves in stressful situations.
A typical housing progression route could be from an administration role to housing assistant,
housing officer or housing manager and on towards area or national management roles.
12
For a housing career progression route table please follow the link:
www.assetskills.org/CareersandTraining/ProgressionRoutes.aspx
3.3 Information on pay scales in the housing sector
Administration role
Junior Housing Officer
Housing Officer
Housing Manager
£14,000 - £16,000
£16,000 - £18,000
£25,000 - £29,000
£29,000 - £50,000+
3.4 Information on entry requirements, application processes (e.g. Apprenticeships)
For junior posts there are few entry requirements although a good level of general education
is desired. The Diploma in construction and the built environment or the Diploma in public
services may be useful for housing roles.
Good communication skills and the ability to relate to the public are essential. It is important to
have an understanding of people from diverse cultural backgrounds and an ability to respond
to people with different needs.
Most organisations advertise jobs in the local and national press as well as in the magazine
“Inside Housing” and there is a housing jobs section in the Society Guardian Jobs Page.
A list of recruitment companies that specialise in the public and private sectors of housing can
be found on the Chartered Institute of Housing’s website. www.cih.org/careers/contacts.htm
More information on applying for jobs can be found on the Chartered Institute of Housing’s
website: www.cih.org/careers/introduction.htm
Currently there is a Level 2 and Level 3 apprenticeship available in the housing sector. These
apprenticeships do not have any specific entry requirements except where employers set
their own entry standards but it is likely that a good general education is required. As a guide
employers recruit apprentices who demonstrate a commitment to housing issues, show
initiative and a willingness to learn.
The following link provides further information on the housing apprenticeship:
www.apprenticeships.org.uk/Types-of-Apprenticeships/Health-Public-Services-andCare/Housing.aspx
Further information on the apprenticeship can be found on the Asset Skills website:
www.assetskills.org/QualificationsAndStandards/Apprenticeships/HousingApprenticeshipInfor
mation.asp
Information on vacancies can be found on the Apprenticeship Vacancy Matching Service
website:
www.apprenticeships.org.uk/Be-An-Apprentice/Searching-for-Vacancies.aspx and the
apprenticeship helpline number 08000 150 600.
13
3.5 Qualifications
The following housing qualifications are available:
• CIH level 2-4 certificate in housing
• C&G level 2-4 in housing
• CIH Level 3 national certificate in tenant participation and neighbourhood renewal
• CIH Level 3 award in housing
• CIH level 4 access to housing
• CIH level 4 diploma in housing
• IRRV level 3 housing and local council tax benefits
• HNC/HNDs, Foundation degrees, degrees, postgraduate diplomas, masters and
PhDs in housing
Housing sector acronyms
CIH
C&G
IRRV
Chartered Institute of Housing
City & Guilds
Institution of revenues ratings and valuation
3.6 Data on employment and labour market trends and forecasts
•
•
•
The current economic climate is having a significant impact on the housing
sector.
As a result of the troubled housing market, attention has shifted to the provision
of affordable homes and with this comes the increased need to manage housing
provision.
There is a growing need to address higher level management skills
Demographic data of the housing sector workforce
The table below provides details of the housing sector workforce. However, due to the way in
which data is collected on the housing sector it sometimes also includes data on the property
sector. Where information is presented on the housing and property sector together this is
highlighted in the table below.
Demographic
Age group
Variable
%
Under 20
1%
20-29
14%
30-39
21%
40 +
64%
Working status
Full-time
76%
Part-time
24%
Gender
Male
49%
Female
51%
Highest
Below level 2 (including other
25%
Qualification held*
qualification and no qualifications)
NVQ 2
17%
NVQ 3 and above (including trade 58%
apprenticeship)
Source: Annual Population Survey, Housing and Property Labour Market Intelligence Update,
Asset Skills, 2008. * This data relates to the housing and property sectors.
14
Regional Information for the housing sector
The following provides a breakdown of the number of housing sector employees in each of
the English regions.
Region
Number of employees
3.6.1
East Midlands
14,100
3.6.2
East Of England
18,500
3.6.3
London
40,700
3.6.4
North East
11,800
3.6.5
North West
31,000
3.6.6
South East
36,300
3.6.7
South West
17,400
3.6.8
West Midlands
19,600
3.6.9
Yorkshire & The Humber
19,700
Source: Annual Population Survey, Housing and Property Labour Market Intelligence Update,
Asset Skills, 2008
3.7 Skill shortages
As a result of the troubled housing market, attention has shifted to the provision of affordable
homes. This has placed greater demands on the sector and has emphasised the need to
raise skills and recruitment within the sector.
New and additional skills are needed by 65% of companies and include:
• Legal and financial matters
• Building maintenance and refurbishment
• Health and safety
• Local Authority procedures
• Keeping up to date with building regulation changes
• Better communication
• People management skills for site managers and assistants
3.8 Information on opportunities for adults changing career direction
There are good opportunities for people to develop a career in housing which, as a sector,
has a strong tradition of developing the talent of its staff.
• There are a wide range of jobs in housing from the maintenance of buildings to
support for community development, regeneration and tenant support.
• There are many opportunities to move within the sector and progression could occur
across a variety of routes, such as
o Estate management to/from property purchasing or tenant and
neighbourhood support or middle and senior management roles
3.9 Information on points of entry or transfer into a sector from another sector
•
Recruitment remains a problem and the sector is actively seeking new entrants from
school leavers, graduates and other occupational areas such as care and
construction.
15
•
•
People with generic management skills are also sought from many different
occupational areas and there is a shortage of managers with financial and strategic
management skills in particular.
The sector is encouraging young people who first thought of careers in the police and
ambulance services, for example, to consider housing as an alternative but related
career option.
3.10 Job profiles
Housing Officer
http://www.assetskills.org/nmsruntime/saveasdialog.aspx?lID=1236&sID=1163
Tenancy Support Officer
http://www.assetskills.org/nmsruntime/saveasdialog.aspx?lID=1387&sID=1163
3.11 Case studies
Tenancy Enforcement Officer
Alan Kibble
http://www.assetskills.org/nmsruntime/saveasdialog.aspx?lID=1376&sID=104
Tenancy Adviser
Jenni Williams
http://www.assetskills.org/nmsruntime/saveasdialog.aspx?lID=1385&sID=104
Re-Let Officer
Janee Barnes
http://www.assetskills.org/nmsruntime/saveasdialog.aspx?lID=1384&sID=104
Hostel & Supported Housing Manager
Nicola Wilmot
http://www.assetskills.org/nmsruntime/saveasdialog.aspx?lID=1382&sID=104
Learning and Development Officer
Shaun Gagie
http://www.assetskills.org/nmsruntime/saveasdialog.aspx?lID=1381&sID=104
Regional Manager-Housing Strategy
Josie Wainwright
http://www.assetskills.org/nmsruntime/saveasdialog.aspx?lID=1383&sID=104
Head of communities
Vanessa Nicholls
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=239&sID=104
Chief Executive
Sarah Boden
http://www.assetskills.org/nmsruntime/saveasdialog.aspx?lID=1379&sID=104
Apprentice
Joanne Laverick
http://www.assetskills.org/nmsruntime/saveasdialog.aspx?lID=1377&sID=104
Area Surveyor – Housing
Alan Mason
http://www.assetskills.org/nmsruntime/saveasdialog.aspx?lID=1378&sID=104
Housing Management student
Kiran Singh
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=240&sID=104
Housing Officer
Sarah Chiltern
http://www.assetskills.org/nmsruntime/saveasdialog.aspx?lID=1236&sID=1163
Recruitment consultancy viewpoint
Tribal
http://www.assetskills.org/Research/Projects/CasestudiesResearchProjects.aspx
16
3.12 FAQs
Q. What career opportunities are there in housing?
A. There are a wide range of specialisms in housing from a strong emphasis on the
maintenance of the fabric of buildings to support for community development, regeneration
and tenant support. Housing jobs offer great opportunities at all levels. You could start in
administrative type roles within housing associations and then gain further housing
qualifications as you go along. Alternatively there are lots of graduate entry opportunities in
housing management.
Q. How much am I likely to get paid if I work in housing?
A. There are so many different levels of jobs that it is difficult to say but in an administrative
role you can expect around £14-£16,000, mid positions earn around £19-£29,000 but in
senior roles you could earn in excess of £50,000.
Q. What qualifications will I need to get a job in housing?
A. Level 3 qualifications such as A-levels would put you in a good position to work towards
further qualifications in the housing sector. The Chartered Institute of Housing (CIH) offers a
range of qualifications for people working in the sector. The Diploma in construction and the
built environment and the Diploma in public services also have units that have been
developed by the CIH and are particularly useful for jobs in housing.
Q. Is housing a good route into management?
A. Yes it is. There are many entry routes into housing and if you have the right skills, such as
communication skills and financial capabilities you will be able to work your way up the career
ladder.
Q. I have management experience but not in housing. Is it possible to transfer into the
housing sector?
A. Yes it is. Because housing associations need to run effectively as businesses more and
more focus is being put on management roles. Financial services or law are good examples
of transferable management skills.
Q. Where could I find further information about jobs in housing?
A. You could get in touch with the professional body for the housing sector which is the
Chartered Institute of Housing (CIH). The CIH have an excellent website that will give you
lots of information about careers and job opportunities. The website is www.cih.org. Asset
Skills is the Sector Skills Council for the housing sector and will be able to offer you advice on
careers, labour market information, qualifications and important developments within the
housing sector. More information can be found at the following link,
www.assetskills.org/housing
3.13 Sources of additional information, web-links etc
The following information lists the professional bodies and other partners involved with the
housing sector that Asset Skills works closely with:
Chartered Institute of Housing (CIH)
Homes and Communities Academy (HCA)
National Housing Federation (NHF)
www.cih.org
www.hcaacademy.co.uk
www.housing.org.uk
17
General careers information can be obtained via our direct phone number to the Careers
Advice Service on 08000 567 168.
Careers information covering jobs in housing can also be accessed via the Careers Advice
website www.careersadvice.direct.gov.uk
The following links to the careers advice website provide information on specific careers
within the housing sector
Housing Officer
www.careersadvice.direct.gov.uk/helpwithyourcareer/jobprofiles/JobProfile?code=322563733
&jobprofileid=875&jobprofilename=Housing%20Officer
Housing Policy Officer
www.careersadvice.direct.gov.uk/helpwithyourcareer/jobprofiles/JobProfile?code=1379871409&jobprofileid=1470&jobprofilename=Housing%20Policy%20Officer
Accommodation Warden
www.careersadvice.direct.gov.uk/helpwithyourcareer/jobprofiles/JobProfile?code=86579957&
jobprofileid=663&jobprofilename=Accommodation%20Warden
18
4. Property
www.assetskills.org/propertyandplanning
4.1 Sector Information - a brief description of what the sub-sector covers
The property sector covers both the private and public sectors and includes;
• Acquiring, planning, surveying and valuing of commercial and residential property
• Valuing, selling, letting and managing of commercial and residential property.
4.2 Information on careers available and new emerging jobs, transferability of skills,
career paths and opportunities for progression
Current jobs include;
• Estate Agent
• Letting Agent
• Surveyor
• Town Planner
• Auctioneer
• Residential Property Manager (or Block Manager)
• Domestic Energy Assessors
New and emerging jobs include;
• Commercial Energy Assessors
• Housing Energy Advisers
• Community Energy Adviser
For property career progression route tables please follow the link:
www.assetskills.org/CareersandTraining/ProgressionRoutes.aspx
4.3 Information on pay scales in the sector
Domestic Energy Assessor
Estate Agent
Auctioneer
Block Manager
Surveyor
Town Planner
£16,000 - £22,000
£10,000 - £40,000+
£18,000 - £40,000
£28,000 - £40,000+
£25,000 - £40,000+
£25,000 - £40,000+
4.4 Information on entry requirements, application processes (e.g. Apprenticeships)
For certain occupations such as surveying a degree is normally required and there is a range
of degree courses in estate management, building surveying or other related areas.
To gain chartered status, degrees must be accredited by the Royal Institution of Chartered
Surveyors.
There is a new route to becoming an associate member (AssocRICS) whereby if you have
relevant work experience you can enhance your status and receive recognition for what you
have already achieved. The associate qualification also provides a stepping stone to full
chartered status.
19
It is possible to become a surveying technician by completing a HND/HNC or foundation
degree. A surveying technician could also work towards an NVQ 4 in quantity surveying
practice or NVQ 4 in spatial data management.
Other jobs in property, such as estate agency, do not always require formal qualifications and
there are many examples of people moving into property from other occupations later in their
careers.
The Diploma in construction and the built environment may be useful for jobs in property.
Strong customer service skills and an ability to work on your own are essential. As is excellent
communication skills.
The Sale of Residential Property and Surveying & Property Maintenance Apprenticeships do
not have any specific entry requirements except where employers set their own entry
standards.
As a guide employers recruit apprentices who demonstrate a commitment to the sector, show
initiative and a willingness to learn. The ability to communicate and come across well is an
important factor in recruitment.
The following links will provide more information on the property apprenticeship:
www.apprenticeships.org.uk/Types-of-Apprenticeships/Construction-Planning-and-the-BuiltEnvironment/Surveying.aspx and www.apprenticeships.org.uk/Types-ofApprenticeships/Retail-and-Commercial-Enterprise/Property-Services.aspx
Information can also be found on the Asset Skills website:
www.assetskills.org/QualificationsAndStandards/Apprenticeships/PropertyServicesApprentice
shipInformation.asp
Information on vacancies can be found on the Apprenticeship Vacancy Matching Service
website www.apprenticeships.org.uk/Be-An-Apprentice/Searching-for-Vacancies.aspx and
the apprenticeship helpline number 08000 150 600.
4.5 Qualifications
The following property related qualifications are available:
•
Domestic Energy Assessor (DEA)
o The Diploma in construction and the Built Environment
o ABBE level 3 diploma for domestic energy assessors
o NFOPP level 3 award in domestic energy assessment
o C&G level 3 diploma in domestic energy assessment
o C&G level 4 diploma in home inspection
•
Estate Agent/Lettings Agent
o The Diploma in construction and the Built Environment
o ABBE level 2 and 3 in sale of residential property
o NFOPP level 3 in the sale of residential properties
o NFOPP level 3 in residential lettings
o NFOPP level 3 in property management
o NFOPP level 3 technical award in commercial property agency
20
o
o
NFOPP level 5 diploma in residential estate agency
NFOPP level 5 diploma in commercial property agency
•
Land Auctioneer
o The Diploma in construction and the built environment
o ABBE level 3 in surveying
o ABBE level 4 in valuation
o ABBE level 4 in quantity surveying practice
o Degrees accredited by RICS
•
Residential Property Manger
o The Diploma in construction and the Built Environment
o IRPM parts 1 and 2
•
Surveyor/Surveying Technician
o The Diploma in construction and the Built Environment
o ABBE level 3 in surveying and property maintenance
o NVQ 4 in quantity surveying practice
o NVQ 4 in spatial data management
o HNC/HNDs, Foundations degrees in a relevant subject area
o Degrees accredited by RICS
•
Town Planner/Town Planning Support
o The Diploma in construction and the Built Environment
o NVQ level 3 and 4 in surveying, property and maintenance
o NVQ level 4 in built environment development and control
o NVQ level 4 in construction contracting operations
o QCF level 4 in ensuring buildings and amenities are inclusive environments
o Degree accredited by the RTPI
Property sector acronyms
ABBE
C&G
IRPM
NFOPP
RICS
RTPI
Awarding Body for the Built Environment
City & Guilds
Institute of Residential Property Management
National Federation of Property Professionals
Royal Institution of Chartered Surveyors
Royal Town Planning Institute
4.6 Data on employment and labour market trends and forecasts
•
•
•
•
Currently the recession is having a significant impact on jobs within the property
sector.
There is increased demand on both the social rented and the private renting markets.
The social rented sector has received higher levels of Government funding in an
effort to offset the downturn in the sales market.
Overall forecasts vary, however the property market hit rock bottom in 2009 and this
has been followed by slow growth. The predication is an upturn of 25% in prices by
2013.
The drop in demand in the sales market increases the requirement for higher skilled
estate agents to deal with challenging market conditions. The Carsberg Review 2008
recommends licensing for estate agents. This would result in a substantial increase in
21
qualified estate agents and will offset, to some degree at least, current shortfalls in
the market.
Demographic data for the property sector
The table below provides details of the property sector workforce. However, due to the way in
which data is collected on the property sector, it sometimes also includes data on the housing
sector. Where information is presented on the property and housing sector together this is
highlighted in the table below.
Demographic
Age
Variable
%
Under 20
2%
20-29
23%
30-39
22%
40 +
53%
Working status
Full-time
71%
Part-time
29%
Gender
Male
46%
Female
54%
Highest qualification held*
Below level 2 (including other 25%
qualification and no
qualifications)
NVQ 2
17%
NVQ 3 and above (including 58%
trade apprenticeships)
Source: Annual Population Survey, Housing and Property Labour Market Intelligence Update,
Asset Skills, 2008
* This data relates to the housing and property sectors.
Regional Information for the property sector
The following provides a breakdown of the number of property sector employees in each of
the English regions.
Region
Number of employees
East Midlands
9,400
East Of England
13,100
London
29,500
North East
6,300
North West
14,400
South East
26,500
South West
15,200
West Midlands
15,100
Yorkshire & The
11,000
Humber
Source: Annual Population Survey, Housing and Property Labour Market Intelligence Update,
Asset Skills, 2008
4.6.1
4.6.2
4.6.3
4.6.4
4.6.5
4.6.6
4.6.7
4.6.8
4.6.9
22
4.7 Skill shortages
A number of specific skills have been identified within the property sector, including:
• Skills relating to new legislation
• Potential issues with licensing of estate agents
• IT knowledge
• The demand for higher skilled estate agents to deal with challenging market
conditions.
• The need for skilled staff to deal with lettings legislation and demand.
• An on-going need to recruit and retain those who manage the services of residential
buildings, residential property managers or block managers.
4.8 Information on opportunities for adults changing career direction
•
•
In normal economic circumstances estate agency work would provide reasonable
career mobility in terms of moving from negotiator into team leader and middle
management functions.
Clearly these are very limited in the current climate where staff are being shed.
Similarly, companies are shedding qualified surveyors.
4.9 Information on points of entry or transfer into a sector from another sector.
•
•
•
Entry to estate agency from other sectors is relatively common as there are
opportunities for part-time and full-time negotiator roles, especially for those who
come from customer service backgrounds.
Entry to surveying requires formal undergraduate training, although access to full
professional status via alternative routes is being explored.
Entry to energy assessment functions can be direct following achievement of the
relevant qualification or through being a qualified property surveyor.
4.10 Job profiles
Domestic Energy Assessor
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=925&sID=179
Estate Agent
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=926&sID=179
Land Auctioneer
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=923&sID=179
Letting Agent
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=929&sID=179
Surveyor
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=931&sID=179
Town Planner
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=922&sID=179
23
4.11 Case studies
Auctioneer
Melfyn Williams
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=923&sID=179
Chartered Surveyor
John Moss
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=931&sID=179
Domestic Energy Assessor
Claire Thompson
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=925&sID=179
Estate Agent
Steve Morgan
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=926&sID=179
Lettings Agent
Nick Mason
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=929&sID=179
Residential Property Manager
Karen Combellack
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=998&sID=179
Surveyor
John Moss
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=931&sID=179
Town Planner
Janine Xavier
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=922&sID=179
Recruitment Consultancy
Judd Farris
http://www.assetskills.org/Research/Projects/CasestudiesResearchProjects.aspx
4.12 FAQs
Q. What career opportunities are there in property?
A. The property sector offers a vast array of jobs. Most jobs in property involve being ‘out and
about’ and talking to people. The types of jobs available include town planner, estate agent,
surveyor and auctioneer.
Q. What qualifications will I need to get a job in property?
A. This depends very much on the type and level of job you are interested in. For example,
you may be able to secure a job in estate agency work without any formal qualifications
(although you could work towards the Sale of Residential Property qualifications to improve
your prospects of promotion) other jobs within the property sector such as surveying or town
planning which require a degree.
Q. I am an Estate Agent – what else could I do in times of economic downturn?
A. In times of economic downturn many estate agents look for alternative employment and a
good option is to investigate roles in residential property management. Residential property
managers (or block managers) look after buildings of multiple residencies and estate agents
have many of the skills needed to perform this role. Also, you could look towards work in
lettings instead of sales.
24
Q. I am interested in becoming an estate agent but am concerned about the reputation
that some of them have. Is anything being done to overcome the poor image of estate
agents?
A. Yes. The National Federation of Property Professionals is the professional body for estate
agents and also an awarding body for qualifications. This means that they work with those in
the sector to promote good practice and they also write qualifications that help to improve the
training and standards within the sector. There are also on-going discussions looking at the
advantages of making estate agencies go through a registration process which would help to
‘weed out’ the unscrupulous traders.
Q. I am interested in becoming an estate agent but as a woman I am concerned about
my safety. Will I be safe at work?
A. All estate agents will have a code of conduct that takes steps to protect their staff at work.
Also, the apprenticeship and the relevant NVQ have a unit on maintaining the security of
individuals and property.
Q. Where could I get more information about jobs in property?
A. The Royal Institution of Chartered Surveyors (RICS) has a website with information about
surveying www.rics.org and the National Federation of Property Professionals (NFOPP)
www.nfopp.co.uk would also be a good place to find out about jobs such as estate agency
and block management. Asset Skills is the Sector Skills Council for the property sector and
will be able to offer you advice on careers, labour market information, qualifications and
important developments that are taking place within the property sector.
www.assetskills.org/PropertyAndPlanning/PropertyandPlanning.aspx
4.13 Sources of additional information, web-links etc
The following information lists the professional bodies and other partners involved with the
property sector and that Asset Skills works closely with:
Chartered Institute of Building (CIOB)
National Federation of Property Professionals (NFOPP)
Royal Institution of Chartered Surveyors (RICS)
Royal Town Planners Institute (RTPI)
Association of Building Engineers (ABE)
www.ciob.org.uk
www.nfopp.co.uk
www.rics.org
www.rtpi.org.uk
www.abe.org.uk
General careers information can be obtained via our direct phone number to the Careers
Advice Service on 08000 567 168.
Careers information covering jobs in property can also be accessed via the Careers Advice
website www.careersadvice.direct.gov.uk
The following links to the careers advice website provide information on specific careers
within the property sector
General Practice Surveyor
www.careersadvice.direct.gov.uk/helpwithyourcareer/jobprofiles/JobProfile?code=1807181584&jobprofileid=1070&jobprofilename=General%20Practice%20Surveyor
25
Estates Officer
www.careersadvice.direct.gov.uk/helpwithyourcareer/jobprofiles/JobProfile?code=1285948633&jobprofileid=943&jobprofilename=Estates%20Officer
Land and Property Auctioneer/Valuer
www.careersadvice.direct.gov.uk/helpwithyourcareer/jobprofiles/JobProfile?code=639469249&jobprofileid=232&jobprofilename=Land%20and%20Property%20Valuer%20and
%20Auctioneer
Estate Agent
www.careersadvice.direct.gov.uk/helpwithyourcareer/jobprofiles/JobProfile?code=629620565
&jobprofileid=247&jobprofilename=Estate%20Agent
Town Planner
www.careersadvice.direct.gov.uk/helpwithyourcareer/jobprofiles/JobProfile?code=1126959726&jobprofileid=210&jobprofilename=Town%20Planner
26
5.
Facilities Management www.assetskills.org/facilitiesmanagement
5.1 Sector information - a brief description of what the sector covers
The facilities management sector covers all forms of management of services which includes:
• ‘Hard’ facilities management services such as property and estates management,
building maintenance, energy management, environmental protection.
• ‘Soft’ services such as cleaning, security, reception and customer care.
5.2 Information on careers available and new emerging jobs, transferability of skills,
career paths and opportunities for progression
Jobs available include:
• Assistant Facilities Coordinator
• Facilities Manager
• Support Services Manager (such as cleaning, catering or security)
• Building maintenance personnel
New and emerging jobs include:
• Environmental management
• Sustainability in response to legislation and changes to building design
• Risk management
There are transferable skills between hard and soft services and often someone would enter
being responsible for either hard or soft services whilst more senior staff would have
responsibility for both.
For a facilities management career progression route table please follow the link:
www.assetskills.org/CareersandTraining/ProgressionRoutes.aspx
5.3 Information on pay scales in the sector
Assistant Facilities Manager
Facilities Managers
Director
£20,000+
26,000-£50,000
£50,000+
5.4 Information on entry requirements, application processes (e.g. Apprenticeships)
For entry into facilities manager posts a first degree in facilities management or related
subject is preferred. However, with relevant experience there are opportunities for entry
without formal qualifications.
For junior positions there are no specific entry requirements. Many come from specific
industry roles in cleaning, catering and security which are separate disciplines which make up
facilities management.
The Diploma in construction and the built environment may be useful for this role.
Facilities management companies are looking for entrants with a strong commitment to
customer services, good negotiating skills and the capacity to manage separate types of
technical services within an overall facilities management contract.
27
A level 3 apprenticeship in facilities management is now available. Further information on the
facilities management apprenticeship can be accessed at the following link:
www.assetskills.org/QualificationsAndStandards/Apprenticeships/FacilitiesManagementAppre
nticeshipInformation.asp
5.5 Qualifications
Please bear in mind that most facilities management qualifications require the candidate to be
working in a facilities management role. There is a range of related suitable degrees such as
environmental management or hospitality that have been designed to be accessed by people
already working in the sector.
•
•
•
•
•
•
•
The Diploma in construction and the built environment
NVQ level 3 in facilities management
NVQ level 4 in facilities management
BIFM level 4 award, certificate and diploma
HNC/HND, Foundation Degree, Degree in facilities management
BIFM level 6 diploma in facilities management
Post graduate, MSc and PhD in facilities management
Facilities Management Acronyms
BIFM
British Institute of Facilities Management
5.6 Data on employment and labour market trends and forecasts
•
•
•
•
•
•
7
This sector has grown over the past decade. The UK market for facilities
management contracts is estimated to be between £10 billion and £173 billion.
Procurement has become increasingly regulated and subject to European Union
rules, with greater emphasis placed on the need to meet ‘best value’ criteria.
There is a lack of a clear definition of the role of facilities management which makes
the creation of career pathways and qualification structures difficult and impacts on
the recognition of facilities management as having full ‘professional status’.
There is a need for both technical ‘hard’ skills and for the softer skills such as people
management and customer service skills.
The desire for more commercial, business-orientated skills is being driven by a
number of factors, including increasing competition and changing client requirements.
Facilities management is seen as a relatively new sector and companies seem
positive with 74% of companies expecting to grow 7 . However, FM companies with a
property focus could experience a tougher time.
Barometer for the Facilities Management Sector, Asset Skills, October 2009
28
Demographic Data for the facilities management sector
The table below provides demographic details of the facilities management sector workforce.
Demographic
Age Group
Variable
16-24
25-54
55 +
Full-time
Working status
Part-time
Male
Gender
Female
Highest
qualification Below level 2 (including other
qualification and no qualifications)
held
NVQ 2
NVQ 3 and above (including trade
apprenticeships)
Source: Annual Population Survey, 2008
%
6%
67%
27%
71%
29%
59%
41%
28%
13%
60%
Regional Information for the facilities management sector
The following provides a breakdown of the number of facilities management sector
employees in each of the English regions.
Region
East Midlands
East Of England
London
North East
North West
South East
South West
West Midlands
Yorkshire & The
Humber
Source: Annual Business Inquiry, 2008
5.6.1
5.6.2
5.6.3
5.6.4
5.6.5
5.6.6
5.6.7
5.6.8
5.6.9
Number of employees
5,900
11,500
29,900
3,100
12,700
15,500
11,200
10,000
15,100
5.7 Skill shortages
Strong recent growth within the facilities management sector has highlighted existing skills
needs and gaps. Skills shortages within the facilities management sector include;
• Technical and practical skills
• Softer facilities management skills such as people and client relationship
management
• Strategic and communications skills.
• A wider knowledge of health and safety
• Development of energy management skills
• IT skills
The primary solution is to attract more people into the profession and provide them with
opportunities to progress.
29
5.8 Information on opportunities for adults changing career direction
Career development within facilities management is commonplace;
• The most common form of career change is when a specialist (e.g. caterer or
cleaning supervisor) moves into a wider, more generic facilities management role.
• The development of customer service skills is normally required to progress within
facilities management as are generic communication and people management skills.
5.9 Information on points of entry or transfer into a sector from another sector.
•
•
•
Traditionally facilities management has recruited from other sectors, looking for
people with good customer service and management skills.
It is also possible to move into facilities management from technical engineering
sectors including heating and ventilation and other related building management and
maintenance functions.
Hospitality is another area where people have appropriate transferable skills which
are useful in the facilities management sector.
5.10 Job profiles
Facilities Manager
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=997&sID=179
5.11 Case studies
Facilities Manager
Jason Cousins
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=997&sID=179
Contract Manager
Paul Cartwright
http://www.assetskills.org/nmsruntime/saveasdialog.aspx?lID=1380&sID=92
Facilities Manager
Sally Bolger
http://www.assetskills.org/FacilitiesManagement/CaseStudies/FMCaseStudies.aspx
Recruitment agency viewpoint
Hays
http://www.assetskills.org/Research/Projects/CasestudiesResearchProjects.aspx
5.12 FAQs
Q. What is facilities management?
A. The people who work in facilities management provide the expertise and services
to ensure the smooth running of many of the environments people encounter in their working
and personal lives. It is the facilities management teams who work behind the scenes to
support every aspect of the operations from building maintenance through to services such as
catering, cleaning, reception and security.
Q. What career opportunities are there in facilities management?
A. There is plenty of opportunities within the facilities management sector from Pest Control
Technicians to being responsible for the facilities management of venues such as Wembly
Arena. Facilities management is a growing area and therefore offers excellent job prospects.
30
Q. What qualifications will I need to get a job in facilities management?
A. The Diploma in construction and the built environment is relevant for this area of work.
Most other facilities management qualifications need you to be working in the sector as you
study. You can study NVQ level 3 or 4 in facilities management and the British Institute of
Facilities Management offer awards, certificates and diplomas in facilities management.
There are HNC/HNDs in facilities management. There is also a degree, a masters and a PhD
available.
Q. How do I get my first job in FM?
A. Look out for assistant or co-coordinator roles, ie first level opportunities, or take a lower
level job in a facilities management department and look for progression opportunities.
Q. Where could I find more information about facilities management?
A. You could get in touch with the British Institute of Facilities Management (BIFM). The
website address is www.bifm.org.uk. Asset Skills is the Sector Skills Council for facilities
management and will be able to offer you advice on careers, labour market information,
qualifications and important developments within the facilities management sector.
www.assetskills.org/facilitiesmanagement
5.13 Sources of additional information, web-links etc
The following information lists the professional bodies and other partners involved with the
facilities management sector and that Asset Skills works closely with:
British Institute of Facilities Management (BIFM)
British Pest Control Association (BPCA)
Chartered Institute of Building Services Engineers (CIBSE)
Facilites Management Association (FMA)
National Pest Technicians Association (NPTA)
www.bifm.org.uk
www.bpca.org.uk
www.cibse.org
www.fmassociation.org.uk
www.npta.org.uk
General careers information can be obtained from the Careers Advice Service on 08000 567
168.
Careers information covering jobs in our sectors can also be accessed via the Careers Advice
website www.careersadvice.direct.gov.uk
The following link to the careers advice website provides information on specific careers
within the facilities management sector.
Facilities Manager
www.careersadvice.direct.gov.uk/helpwithyourcareer/jobprofiles/JobProfile?code=799993974&jobprofileid=1435&jobprofilename=Facilities%20Manager
31
6.
Parking
www.assetskills.org/Parking
6.1 Sector information - a brief description of what the sector covers
The parking sector covers a diverse range of public and private sector on and off street
parking. These include;
• Local Authorities
• Hospitals, railway stations, supermarkets and airports
• Enforcement agents
• National parking operators
6.2 Information on careers available and new emerging jobs, transferability of skills,
career paths and opportunities for progression
There is a variety of jobs available in the parking sector including;
• Civil enforcement officer, civil enforcement officer supervisor
• Car park attendant, car park attendant supervisor, senior car park attendant
• Parking valet professional
• Vehicle immobilizer
• Notice processor
• Parking administrator
• Assistant operations manager
• Traffic order maker
• Contract manager, area manager, parking operations manager
• Managing director, chief executive
Emerging jobs include those using CCTV enforcement.
Transferable skills include;
• Communication techniques
• Customer service
• Basic numeracy and literacy
• Information communication technology
• Good record-keeping
• Conflict management
• People management
• Contract management
• Finance
A possible on-street progression route could be civil enforcement officer, senior civil
enforcement officer, supervisor, assistant contract manager, contract manager, parking
manager to managing director.
6.3 Information on pay scales in the sector
Car Park Attendant
Civil Enforcement Officer
Car Park Team Leader
Parking Administration Manager
Contracts Manager
Car Parking Manager
£13,000 - £18,000
£13,000 - £24,000
£23,000 - £33,000
£25,000 - £28,000
£30,000 - £40,000
£35,000 - £45,000
32
6.4 Information on entry requirements, application processes (e.g. Apprenticeships)
There are no formal entry requirements for jobs in the parking sector, however, employability
skills including literacy, numeracy, communications, language, team working and customer
service skills are an advantage.
The Diploma in construction and the built environment or the Diploma in public services may
be useful for jobs in parking.
There is no apprenticeship currently available in parking.
6.5 Qualifications
The relevant qualifications for parking roles are:
•
•
•
•
C&G level-2 award for civil enforcement officers (parking)
NVQ level 2 in controlling parking areas
BTEC level 2 award in vehicle immobilisation
NCFE QCF level 2 in skills for supporting public services
Parking sector acronyms
BTEC
Business and Technology Education Council
C&G
City & Guilds
QCF
Qualifications Credit Framework
6.6 Data on employment and labour market trends and forecasts
•
Sector image, recruitment issues, treatment of employees by the general public, and
pay are amongst the key factors currently affecting the parking sector.
Key issues facing the parking sector over the next ten years include;
• An increased demand for relevant skills and qualifications
• Greater car usage and customers demanding more from parking services
• The increased use of technology means that different skills are needed
• The effects of transport planning and the environment, the extension of controlled
parking zones and congestion charging in more towns and cities.
Demographic data for the parking sector workforce
The table below provides details of the people working in the parking sector and relates to
employees who work for public or private employers both on the roads and in car parks.
Demographic
Age group
Ethnicity
Gender
Variable
16-34
35-54
55-74
White
Non White
Male
Female
%
25%
56%
20%
82%
18%
90%
10%
Highest qualification held
Below NVQ 2
62%
NVQ 2 and above
38%
Source: British Parking Association, Skills Need Assessment, 2008
33
6.7 Skill shortages
There will be a greater need for training in the parking sector to cover skills shortages in the
following areas;
• Customer service and interpersonal skills
• Information technology - the greater use of electronic equipment means there is a
need for employees to be competent in the use and maintenance of such equipment
6.8 Information on opportunities for adults changing career direction
•
•
Parking aspires to become an attractive employment option and retain its existing
experienced workforce. As parking becomes increasingly recognised as a profession
in its own right, there will be elements that are recognised as specialist roles, for
example, traffic order makers.
Employees wanting to progress to managerial roles can develop customer care, IT
and financial management skills that can be used to further their career in parking
6.9 Information on points of entry or transfer into a sector from another sector
•
•
•
Parking seeks to recruit people with good customer service skills (including conflict
resolution) which are often found in areas such as hospitality or facilities management
People with generic management skills are sought from many different occupational
areas
There is a growing need for IT skills as equipment becomes more sophisticated
6.10 Job profiles
Civil Enforcement Officer and Car Park Attendant
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=1059&sID=179
6.11 Case studies
Civil Enforcement Officer and Car Park Attendant
Karen Archibald
www.assetskills.org/nmsruntime/saveasdialog.asp?lID=1059&sID=179
6.12 FAQs
Q. What career opportunities are there in parking?
A. Parking is often divided into two halves
1. Civil Enforcement Officers are employed by local authorities (or contractors working
on their behalf). Civil Enforcement Officers manage parking on public roads and in
public car parks.
2. Car Park Attendants are employed by commercial organisations to manage private
parking areas.
There are office-based notice processing roles in both halves of parking. Beyond this there
are a range of roles from supervisory to senior management.
Q. What parking qualifications are available?
You could work towards the following qualifications;
• VRQ City & Guilds Level 2 Award for civil enforcement officers (parking)
• NVQ Level 2 controlling parking areas
34
•
BTEC Level 2 Award in vehicle immobilisation
Q. Would I be trained to deal with angry members of the public?
A. Yes. Part of your training will include learning how to deal with confrontational situations
safely. There is also a unit covering protecting yourself from violence at work.
Q. Where can I find further information about parking?
A. The British Parking Association will be able to give you further information. Also, Asset
Skills is the Sector Skills Council for the parking sector and will be able to offer you advice on
careers, labour market information, qualifications and important developments within the
parking sector. www.assetskills.org/parking
6.13 Sources of additional information, web-links etc
British Parking Association (BPA)
Institute of Parking Professionals (IPP)
www.britishparking.co.uk
www.theipp.co.uk
General careers information can be obtained via our direct phone number to the Careers
Advice Service on 08000 567 168.
Careers information covering jobs in our sectors can also be accessed via the Careers Advice
website www.careersadvice.direct.gov.uk
The following link to the careers advice website provides information on specific careers
within the parking sector:
Civil Enforcement Officer
www.careersadvice.direct.gov.uk/helpwithyourcareer/jobprofiles/JobProfile?code=431133325
&jobprofileid=791&jobprofilename=Civil%20Enforcement%20Officer
35