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