How to Identify the Right Training for Your Construction Workforce

Not sure what construction training your workforce actually needs? Use this practical guide to identify skills gaps, check competence and build a more effective training plan.

For construction businesses, deciding what training employees need can sometimes feel like working through a very long list of certificates, courses and industry requirements.

But effective training isn’t about collecting as many qualifications as possible.

The real question is:

Does each person have the right skills, knowledge, training and experience to carry out their work safely and competently?

The Health and Safety Executive (HSE) describes competence as a combination of training, skills, experience and knowledge, together with the ability to apply these effectively. This means that a training certificate is only one part of the bigger picture.

So, how do you identify the right construction training for your workforce?

Here is a practical five-step approach.

1. Start with the job, not the course

One of the easiest mistakes to make is starting with a list of available training courses and trying to match employees to them.

Instead, start by looking at the work each person actually does.

For each role, consider:

• What tasks does the person carry out?
• What equipment, machinery or tools do they use?
• What hazards and risks are associated with their work?
• Do they have any supervisory or management responsibilities?
• Do they undertake safety-critical activities?
• Are they required to work on particular types of construction sites?
• Have their responsibilities recently changed?

This helps you identify the competence needed for the role before deciding whether formal training is required.

For example, a site supervisor may need different training from a tradesperson, while someone taking responsibility for managing a construction site will have different training requirements again.

2. Check existing skills, knowledge and experience

Once you understand what the role requires, look at what the individual already has.

This should include more than checking whether they have a certificate.

Consider:

Skills: Can they carry out the task correctly?

Knowledge: Do they understand the hazards, risks and appropriate control measures?

Training: Have they received appropriate training for the work they undertake?

Experience: Have they had sufficient opportunity to develop and demonstrate their ability in the workplace?

Supervision: Do they currently require additional supervision or support?

This is particularly important for people who have recently joined the business, moved into a new role or taken on additional responsibilities.

A person who has completed a training course may still need practical experience and supervision before they can be considered fully competent for a particular task.

3. Identify the training gap

Now compare the competence required for the role with the individual’s existing skills, knowledge, training and experience.

The difference between the two is your training gap.

For example:

Role requirement	Current position	Potential action
Site supervision	Experienced but no formal supervisor training	Consider SSSTS
Site management	Experienced site manager requiring recognised management training	Consider SMSTS
Temporary works supervision	Responsible for temporary works but no relevant training	Consider TWSTC
Temporary works coordination	Responsible for coordinating temporary works	Consider TWCTC
General site health and safety	Existing training due for renewal	Review refresher training
Specialist high-risk activity	Limited experience	Training plus appropriate supervision

The right course will depend on the individual’s role, experience, responsibilities and the risks associated with the work.

This is why there isn’t one universal list of “mandatory construction training” that applies to every worker.

Training requirements should be proportionate to the work being undertaken.

4. Don’t overlook refresher training

Training shouldn’t necessarily be a one-off exercise.

People can move roles, take on new responsibilities, encounter new equipment or working methods, or simply need to refresh knowledge they don’t use regularly.

HSE guidance recommends keeping training records and reviewing training needs, particularly when circumstances change.

For employers, it is therefore useful to have a system that records:

• What training each employee has completed
• When it was completed
• Any expiry or recommended refresher date
• What role or activity the training relates to
• Any additional training required
• Any relevant practical experience or competency assessment

Refresher training can be particularly important for infrequent, complex or safety-critical activities.

The aim isn’t simply to keep certificates up to date. It is to make sure people remain capable of carrying out their work safely.

5. Consider whether a qualification is actually evidence of competence

A common misconception in construction is that holding a particular card, certificate or qualification automatically means someone is competent to carry out every aspect of a particular job.

It doesn’t.

Under CDM 2015, construction workers need the skills, knowledge, training and experience required to carry out their work safely. HSE guidance also makes clear that workers should not rely on industry certification cards alone as evidence that they have all the qualities required for a particular job.

Think of training as one part of the competence process:

Training → Knowledge → Practical experience → Supervision → Competence

The exact process will depend on the role and the risks involved.

For higher-risk or safety-critical activities, a more robust approach to competency assurance may be appropriate.

Where does CITB training fit in?

CITB training can form an important part of a construction company’s overall training and competency strategy.

For example, Site Safety Plus courses can support the development of people working in supervisory and management roles.

Courses such as:

• CITB SSSTS – Site Supervision Safety Training Scheme
• CITB SMSTS – Site Management Safety Training Scheme
• CITB SSSTS Refresher
• CITB SMSTS Refresher
• CITB Temporary Works Supervisor Training Course (TWSTC)
• CITB Temporary Works Co-ordinator Training Course (TWCTC)
• CITB Health and Safety Awareness
• CITB Site Environmental Awareness Training Scheme (SEATS)

can all form part of a wider programme of construction training.

However, the right course should always be selected according to the person’s actual role and responsibilities rather than simply because it is a recognised construction qualification.

What other construction training might be needed?

Construction workers may also need training related to the specific hazards and activities they encounter.

Depending on the work, this could include areas such as:

• First aid
• Manual handling
• Confined spaces
• Working at height
• Asbestos awareness
• Abrasive wheels
• Plant and equipment
• Temporary works
• Fire safety
• Emergency procedures
• Environmental awareness
• Site-specific risks
• Industry-specific health and safety requirements

For contractors working across different sectors, additional specialist training may also be required depending on the client’s requirements, the working environment and the activities being undertaken.

The key principle is simple: training should reflect the risks and responsibilities of the job.

A simple construction training needs checklist

If you’re reviewing your workforce training, ask these questions for every employee:

Role

What work does this person actually carry out?

Risk

What hazards and risks are associated with their work?

Responsibility

Are they responsible for supervising, managing or coordinating other people or activities?

Competence

Do they have the skills, knowledge, training and experience needed?

Training

What formal training is appropriate?

Experience

Do they have sufficient practical experience to apply what they have learned?

Refresher

Does any existing training need refreshing?

Change

Has anything changed that could create a new training requirement?

Records

Can you demonstrate what training and competency checks have been completed?

If you can answer these questions for every member of your workforce, you will have a much clearer picture of your actual training requirements.

Frequently asked questions about construction training

What training is required for construction workers?

There is no single training package that applies to every construction worker. Training should be appropriate to the person’s role, the work they undertake and the risks involved. Employers must provide appropriate information, instruction, training and supervision to enable workers to work safely.

How do I identify training needs in construction?

Start by assessing the skills, knowledge, training and experience required for each role. Compare these requirements with the individual’s existing competence and identify any gaps. The training required should then be based on those gaps and the risks associated with the work.

Does a CSCS card prove that someone is competent?

No. A card or certificate can provide evidence of particular training or qualifications, but it should not be treated as the only evidence of competence. Competence also involves skills, knowledge and experience and the ability to apply them effectively in the workplace.

How often should construction training be refreshed?

There is no single refresher period that applies to all construction training. The appropriate frequency depends on the course, the role, the risks involved and whether circumstances or working practices have changed. Training should be reviewed when responsibilities, equipment, processes or risks change, and refresher training may be particularly important for infrequent or safety-critical activities.

Is CITB training mandatory?

CITB is not itself a blanket legal requirement for every construction worker. However, specific training may be required because of a person’s role, the risks associated with their work, industry schemes, client requirements or employer policies. The appropriate training should be determined by the work and competence required.

The goal isn’t more certificates. It’s a more competent workforce.

A good construction training plan isn’t simply a list of courses and expiry dates.

It should provide a clear link between the work people do, the risks they face, the competence they need and the training that supports it.

By regularly reviewing roles, skills, knowledge, experience and training, employers can identify genuine skills gaps and invest in training where it can have the greatest impact.

At Pragmatic Consulting, we provide a wide range of accredited construction and health and safety training, including CITB courses, temporary works training, confined space training and specialist courses for the construction and utilities industries.

If you’re reviewing your workforce training requirements, our team can help you identify suitable courses for the roles and responsibilities within your organisation.