W1siziisijiwmtgvmduvmdivmdgvmdkvmdqvmta0l01wvc0wms5wbmcixsxbinailcj0ahvtyiisijeyodb4mzmwiyjdxq

Our Services

Morson Vital Training

W1siziisijiwmtgvmduvmdivmdcvntuvmdkvnjayl0dlbibtdwigmibkaxzpzgvylnbuzyjdlfsiccisinrodw1iiiwinzuweduwmfx1mdazyyjdxq

TRACK SAFETY WITH MORSON VITAL TRAINING | Explore the track safety elements, as well as the internal and external facilities, of Morson's platinum training provision - elected the best in the UK by the National Skills Academy for Rail >



Morson Vital Training delivers professional training programmes for individuals working in the UK’s rail industry. This includes training and assessments for apprentices, rail operatives and managers. We understand our responsibilities in addressing the national skills shortage and actively work with our clients to build diverse, long-term talent pipelines.

Morson Vital Training is the only holder of the NSAR Platinum Training Provider Award. The platinum award is recognition of our  best in class standard; MVT demonstrated an exceptional commitment to sharing best practice within the training community, and leaders within the business are seen as acting as role models for integrity, social responsibility and ethical behaviour both internally and externally.

What we offer:

  •  Network of 12 rail safety trainers and over 40 health and safety trainers and advisors.
  • Eight training centres around the UK; Manchester, Glasgow, Canning Town, Farnham, Chelmsford, Aylesford, Doncaster and Bristol.
  • UK’s number one training provider as awarded by the National Skills Academy.
  • Network Rail training provider.
  • Selection of courses to choose from, including rail specific courses such as PTS, PICOP, and COSS, to general health and safety courses such as first aid, fire marshall, manual handling.
  • Mobile e-learning facilities.
  • Both classroom facilities, and outside space with fully functional, multipurpose track layout.
  • Fully Link Up approved and members of the association of railway training providers ltd.

Network Rail

As the UK’s first and only “platinum” level training provider, MVT stand for more than just a solution to training needs. With dedicated training and assessment specialists with skills ranging from PTS right through to SPICOP and machine operation and controllers, we offer an all-encompassing service that stands for quality above all else.

Transport for London

MVT’S London operation offers a truly unique service as one of the UK’s only externally accredited training provider of TFL based training. The centre incorporates a fully accredited and approved training facility that combines both a theoretical learning environment and a proactive training area. Here our delivery team offer an exclusive opportunity for a reactive and customer focused training solution. MVT has an ever growing portfolio of delivery, making it the UK’s fastest growing training provision in rail.

For further information download our latest TfL & MVT Flyer.

Apprenticeships & Traineeships

MVT offer the ability to enhance your current workforce whilst creating the necessary skilled talent pool for the future of the industry. With national vocational training and assessment provision, MVT are able to offer fully funded training solutions to meet the needs of any growing workforce. Also, as an approved register of apprenticeship training provider (Roapt) alongside the City and Guilds approved centre, all training and assessment is fully assured and of the highest quality.

For more information or to contact us call: 0161 836 7000 

W1siziisijiwmtgvmduvmdivmdcvntqvmjqvnjyzl3nodxr0zxjzdg9ja18xnzy0otaymdygkdeplmpwzyjdlfsiccisinrodw1iiiwimjawmhg1mdbcdtawm2mixv0

Why Morson Vital Training?

Additional NEET support  •  NSAR platinum trainer award  •  ROAPT approved training provider 
Bespoke training programmes    •   Innovative online training support   •   Network Rail preferred supplier for track safety
  • W1siziisijiwmtgvmduvmdivmtyvmtevmjevnda4l2zpbguixsxbinailcj0ahvtyiisijmznxgzmzvcdtawm2mixv0

    Making a Bold Career Change | How One Woman Swapped Languages For Nuclear Reactors

    Making a bold career change can seem daunting, but Kim Vignitchouk is part of a growing trend of people who are turning their back on established careers in order to pursue a lifelong passion within a completely new industry. More than 10 years ago Kim made the move from linguistics and translation into the nuclear renaissance. Having lived and worked in China from 1988 – 1997 and fluent in Mandarin, it was time to pursue a career change and explore her real interest and passion, science, to which Kim then began studying a Physics degree at the Open University. Kim explains: “I always dreamed of one day becoming a scientist and I loved Physics at school. Unfortunately it was a career path that my parents weren’t keen on and they pushed me in the opposite direction. “After a successful career in linguistics and translation, I just thought enough was enough. Enrolling with the Open University helped me to connect back with everything that I loved when I was younger. I never dreamed at that point that I’d be able to build a new career and instead, was gaining a Physics degree just for me.” Now a contractor for Horizon Nuclear Power, Kim is part of a team in the UK and Japan helping to drive forward the new £10bn power station, comprising two nuclear reactors, at Wylfa Newydd in Anglesey. Adjacent to the former Magnox Wylfa Power Station, which is currently being decommissioned, the new nuclear power station will employ around 9,000 people at the peak of construction and once complete, generate around 2,700 megawatts of electricity – enough to power around five million homes. Having further upskilled her nuclear knowledge with a masters in Radiation and Environmental Protection, Kim is now working as an RP (radiation protection) engineer, where a typical day includes researching, reviewing and writing technical documents, answering technical queries and liaising with other engineers and contractors across civil, mechanical and chemical specialisms. Kim explains: “It’s our job to make sure that the nuclear power plant is being designed and built to UK and international standards so that it’s fully compliant and safe for people and the environment. “Nuclear is such an exciting and rewarding sector to work in, but there’s still a big misunderstanding in what a nuclear power plant actually does. The link between civil and military nuclear programmes also should be better managed as many people wrongly think they are one and the same. “There always seem to be a negative portrayal of nuclear power plants from the media as well, which leads to a negative public perception. Instead, we should be more transparent in showcasing what exciting careers the nuclear industry has to offer.” Kim has never struggled to find a role, even after previously being made redundant. Within the nuclear industry, there is no lack of exciting opportunities. New build programmes deliver a spectrum of roles across engineering, chemistry, environment and physics, which are also highly relevant for the decommissioning and maintenance of nuclear sites. Kim’s specific skillset in radiation and environmental protection is in huge demand across a number of sectors and careers, including medical, radiography and isotope generation for cancer care, which meant that she had already received a job offer before completing her masters. Kim continues: “Gaining my degree and masters were both career highlights as it completely changed my career direction and led me to where I am today. “I’m a firm believer in that you can achieve anything you set your mind to. Juggling a freelance interpreter career with my studies at the Open University wasn’t without its challenges and even at this time, my parents were still asking me when was I going to concentrate on a full-time job? Unfortunately they both passed away before I graduated, but they would have been so proud in where I am today. “My advice to anyone regardless of their age or gender is to pursue your passion, do what you want to do and don’t listen to anyone else. “Nuclear is a pretty hardcore industry but there are so many exciting pathways that can lead you to a very rewarding career, including apprenticeships and the university route. All you need to succeed is to work hard and be passionate about what you do.” Are you looking for a career change? Search hundreds of jobs here, or to learn more about adult apprenticeships with our training division visit www.morson.com/mvt.

    Find out more
  • W1siziisijiwmtgvmduvmdivmtyvmtevmzivmzkvzmlszsjdlfsiccisinrodw1iiiwimzm1edmznvx1mdazyyjdxq

    The State of Engineering in the North West

    The latest ‘State of Engineering: North West’ infographic is out from EngineeringUK, but what picture does it paint for the region? Operations director Adrian Adair takes a look at the figures and analyses the opportunities and challenges from within. The latest ‘State of Engineering: North West’ infographic is out from EngineeringUK, showcasing the vital contribution that the sector makes in driving the region’s economy, as well as current opportunities and challenges. According to the figures, more than a quarter of all North-West enterprises are engineering-related, which isn’t surprising when the region plays host to a number of global leaders in aerospace, automotive and manufacturing, to name but a few. Collectively, these businesses employ more than 60,000 people in the North West, an increase of 6.4% from last year, and contribute almost a third of the region’s combined turnover. Despite this growth, the North West needs to find an extra 18,200 engineers by 2024 to fill the newly-created jobs. A shortfall could be crippling and is why industry, educators and government must work harder to build a solid pipeline of talent to fill this gap. Encouraging more young people to choose a career in engineering is one way of tackling the recruitment shortfall. Currently, just 29% of 11 to 16-year-olds from the North West actually know what an engineer does and just 1 in 3 understand the different paths you can take to become an engineer. Luckily, we’ve known about this upcoming shortfall for some time and there are a number of great programmes already in place that are helping to change perceptions, reputation and bridge this skills gap. Here at Morson International, we’re a lead partner of the Girls’ Network and helped the charity to launch its award-winning mentoring programme in Salford. A number of females from across out team are currently training to be mentors and will partner with young women from disadvantaged communities to encourage them into aspirational paths. We also recently pledged a further 15 fully-funded engineering scholarships with Salford University as part of our ongoing commitment to develop the next generation of engineers. Bringing the total number to 30, the Gerry Mason Engineering Excellence Scholarship enables talented young people who would otherwise be deterred from university because of the associated tuition fees and living costs, to pursue an engineering degree. Schools must also rethink how they promote engineering and technical careers, especially to young girls, through the various stages of education. Engineering is a highly creative career where infinite solutions can be imagined, modelled, tested and made, and it’s this imaginativeness that needs promoting from primary level upwards. The shocking gender divide was another main focus for the report, with just 7% of engineering apprentices and 15% of engineering and technology graduates female. As part of our commitment to attract more females in technical sectors, we’ve pledged to double the number of female engineers we employ by 2020. Currently, Morson International has more than 1,800 female contractors working across the globe, yet specifically in engineering, the number of women compared to men sits at just 7.5 per cent. We’re also working hard to help young people understand what an engineering job actually entails, with evidence from engineers to show that it isn’t manual, dirty or boring, but instead, provides so many innovative opportunities. Engineering careers offer young people the chance to shape the world, as everything they touch has been engineered, from their phones, apps and game consoles. With 42,000 organisations in the North West now providing Apprenticeships, from entry-level right through to degree-level equivalent qualifications, the opportunities are there and it’s up to us all to help fill them with talented people.

    Find out more
  • W1siziisijiwmtgvmdyvmtgvmdgvmtqvmdkvntq4l3zpdgfsigfwchjlbnrpy2vzllboryjdlfsiccisinrodw1iiiwimzm1edmznvx1mdazyyjdxq

    Morson Vital Training (MVT) hits monumental apprentice milestone

    Morson Vital Training (MVT) has recruited its 50th Track Maintenance apprentice, just a few weeks before its cohort of Level 2 Canning Town apprentices are due to complete their training and become fully qualified gang operatives. Currently, the training arm has 26 apprentices working and training across London, Doncaster and Manchester. The Canning Town apprentices are fully integrated into core gangs delivering on key LUL contracts for the group, receiving excellent feedback. Twenty-one-year-old apprentice, Ammar Sunderland from Kingston, explains: “I was labouring before my apprenticeship and wanted a career with more substance. I found out about MVT online and I’ve really enjoyed getting out on track. It’s great being part of a gang and meeting different types of people from all backgrounds. After this, I want to go on to be a skilled platelayer.” Recent recruit, 17-year-old apprentice Reece Wilkinson from Doncaster, added: “I always wanted to work in rail and am really excited at being part of the apprenticeship, it’s a great opportunity for me. The trainers help with everything and even though I’m the youngest, there’s a real team effort between us all and we’ve become friends as well as workmates. I’m excited to get out on track in the next few weeks and put everything in practice that we’ve learnt so far.” A number of the new apprentices in Manchester have come from particularly deprived areas across the city with high unemployment rates and engaged with MVT through the work it does with community projects such as Factory Youth Zone. Attracting predominantly all-male cohorts, the MVT team are hosting a series of taster days later this year, specifically designed to encourage more young women into rail. These events will work to break down the stereotypes within the industry and showcase the breadth of roles and progression opportunities, particularly higher skilled apprenticeships, which are available regardless of gender, race, age, sexuality or background. Andrew Robinson, training support manager for MVT, said: “We’ve partnered with education providers across the country to showcase the great training opportunities and build a solid pipeline of future talent, including being enterprise advisors for the Greater Manchester Combined Authority (GMCA) and engaging with young people at the biggest risk of becoming NEET (not in education, employment or training). “Whilst reaching our 50th apprentice may seem small compared to the volume training providers, we’re focused on quality over quantity and work hard to deliver talented operatives for the Morson Group by giving them experience, knowledge and the skills to hit the ground running and build a career for themselves in the expanding rail sector.” MIND THE GAP IN RAIL The skills shortage is one the biggest threats to UK rail and the increasing infrastructure pipeline is putting pressure on availability that has never been seen before. Current HS2 skills forecasts, for example, estimate that around half of the project’s workforce will need to be trained to Level 3 or above, equivalent to A Level. However, just 16 per cent of the workforce is currently trained to higher and professional levels. In response, MVT is now offering crane controller and machine operative training programmes to deliver skills and competencies in some of the most sought-after disciplines and complex roles. The MVT team are training a handful of experienced rail operatives based on present day and future client needs. Currently, in its pilot stages, we will reveal more about the programme in future issues, so watch this space. Download your copy of Morson's Safety Matters magazine Summer 2018 to read more about our involvement in the community, health and safety innovation, project wins, top tips and case studies. Or, to read more content on HS2 and the skills gap, click here.

    Find out more
  • W1siziisijiwmtgvmdcvmdkvmdgvmzqvmjmvntizl1bpy3r1cmuxlmpwzyjdlfsiccisinrodw1iiiwimzm1edmznvx1mdazyyjdxq

    Collaborative Working is the Future of Transformational Rail

    Adrian Adair, operations director at Morson International, discusses the importance of working together to attract people into the rail sector. Over the past 7 years Adrian’s passion for innovation and commitment to delivering tailored solutions to employees, candidates and clients alike put him at the forefront of our industry. This article is also featured in July's edition of Recruitment International. Delivering the Government’s growing infrastructure and construction pipeline will contribute to solving a number of national concerns around regional inequalities, productivity and housing shortages, whilst delivering new opportunities in urbanisation, connectivity and sustainability. Rail travel is an essential part of this strategy and HS2 will be the new backbone of Britain’s national rail network. Europe’s largest engineering and construction project will create an estimated 25,000 interim roles, 3,100 permanent positions in operations and maintenance and more than 2,000 new apprenticeships, providing golden opportunities for suppliers and recruiters alike. Developing a sustainable talent pipeline Morson International, together with sister company Vital Rail, has been mapping HS2 from its infancy to understand the complete project lifecycle and skills requirements. Understanding the demands of the project, including the stakeholders’ objectives, targets and challenges, will help Morson to develop a sustainable talent pipeline, using HS2 Ltd’s Skills, Education and Employment (SEE) outputs as a guide for achieving this. To better interpret the SEE outputs and identify how Morson International, Vital Rail and the wider Morson Group can collaborate with its delivery partners, the Group brought together key opinion leaders from HS2 Ltd and the project supply chain to debate the opportunities and challenges, with senior representatives in attendance from BBV, Bechtel, CEK, Mott MacDonald and WSP. Collaborating for better results Collaboration, together with innovation and sustainability, are key principles of HS2’s delivery framework and will determine the effectiveness of the project and its overarching goals. There was real appetite from every organisation around the table to work together to achieve collective change, by preventing duplication of effort and increasing the effectiveness of training, recruitment and diversity programmes; but this collaboration must stretch further than the Tier 1 contractors and their own supply chains. HS2 presents significant opportunity for the recruitment industry, not only to deliver the thousands of niche and volume skillsets required throughout the project lifecycle, but to upskill an entire generation through apprenticeships and skills development opportunities for those already working within the sector. Yet the delivery timescales of the project align with a number of other major projects in the UK, including Hinkley Point C, highways schemes and airport transformations, increasing the demand for talent within what is already a limited talent pool of resources. The Brexit impact Recruiting and retaining the talent required to build the high-speed rail network is also further impacted by the Brexit decision. Britain’s eventual exit from the EU will see the rail industry lose 10 per cent of its workforce, a figure that could be even higher in some areas, particularly in the South East of England where EU nationals make up around 40 per cent of the construction workforce. We’re supporting HS2’s supply chain to work together to overcome the challenges that come with delivering the complexities and sheer scale of the project within the current social and political climate; and these same collaborative principles must be applied to the wider recruitment industry. Recruiters can no longer sit in isolation and instead must work in alliance to provide the entire supply chain with the best talent, especially during peak periods. Collaborative working has an important role to play in helping the industry complete critical infrastructure projects efficiently and cost effectively, and set the benchmark for the delivery of all major projects within the forthcoming pipeline. We’ve built integrated partnerships with a number of recruiters throughout the UK, from boutique agencies through to global leaders, and we’re always looking for new, like-minded partners to share best practice and create bespoke talent-based solutions that service all levels of a project. Talent-based solutions In response to the roundtable debate, Morson International, together with Vital Rail and Morson Vital Training, has developed a detailed whitepaper entitled ‘Skills on track: Future proofing the rail industry’, which outlines a number of bespoke talent strategies and techniques that support the achievement of a contractor’s SEE outputs and works to meet the specific skill levels required during key delivery points. The rail industry has one of the most positive forward outlooks, with more than £14billion due to be invested into the sector over the next decade. The whitepaper builds upon the insights gained from the Tier 1 contractors and their supply chain partners, which combined with our own expertise and knowledge of harnessing talent to help meet the demands of our clients working on some of the most ambitious infrastructure schemes, details the effective strategies that must be adopted to ensure HS2’s successful delivery. The importance of apprenticeships Engineering new perceptions around the sector and improving education and guidance, particularly from primary school age upwards, are two major factors detailed throughout the whitepaper report, which recruiters must play an active role in helping to improve. HS2 Ltd is committed to improving the take of apprenticeships during the project’s construction and operation phases and the whitepaper sheds light on what actions are needed to effectively achieve this core objective. There was unanimous agreement around the table that the current perceptions of apprenticeships being a ‘last resort’ are preventing young people from choosing this aspirational route. A number of Tier 1 contractors gave examples of how their own apprenticeship schemes, even those at higher levels, were being dismissed by parents and young people as a viable alternative to traditional A Level and University routes. Whilst parents still remain a major blocker, more needs to be done to promote the career opportunities in rail at a far younger age, something that we’re already working to achieve by partnering with education providers from primary school age right through to degree level. The whitepaper examines in detail a number of effective solutions that will work to ensure the successful delivery of HS2 and the achievement of its core objectives, including prioritising more spending at primary school level to educate teachers in becoming ambassadors for vocational training, and awareness campaigns to showcase engineering as an aspirational career path and dispel stereotypes. Attracting people into the sector Collectively, these solutions, combined with active strategies to support in-career transitioning to attract workers with similar skillsets, will support the upskilling of the current workforce and build a sustainable and diverse pipeline of talent that also works to attract people from underrepresented and hard to reach groups. Collaboration is the core theme running throughout the whitepaper and in response, Morson International has proposed launching a new HS2 ‘Think Tank’ to oversee, coordinate and facilitate joint effort amongst the supply chain, strengthen industry-wide initiatives and provide a vehicle for driving real action and progression. Collectively we can make recruitment stronger and we are committed to bringing real change, which is a case that we’re bringing to MPs, education providers and other key stakeholders to turn talk into action. HS2 is only the beginning and we’re working to replicate the same strategies to other major projects, including Hinkley Point C. Establishing shared goals with powerful solutions requires effective collaboration and we’ll be delivering a number of supplier days and workshops over the coming months with our like-minded recruitment partners, particularly those in the SME space, to upskill and improve industry-wide talent matching. We manage £multi-million contracts for our clients and these intelligent solutions rooted in collaboration and sustainability will achieve the best outcomes. For more information download our ‘Skills on track: Future proofing the rail industry’ whitepaper. To find your opportunity on HS2, search our latest rail jobs now. require(["mojo/signup-forms/Loader"], function(L) { L.start({"baseUrl":"mc.us12.list-manage.com","uuid":"70b8229547533b3af4724b408","lid":"28a6020019"}) })

    Find out more
  • W1siziisijiwmtgvmdcvmtyvmtmvmdevmzqvmte5lzyzythiowm2ltu4mwytngzjyy05ntqzltcyyjaxogfhmmqxos5kuecixsxbinailcj0ahvtyiisijmznxgzmzvcdtawm2mixv0

    Morson Support UK’s First STEM Competition to Convert Used Petrol Go Karts to Fully Electric Machines

    To mark the Year of Engineering, the very first schools STEM competition to recycle used petrol go karts and turn them into high powered electric versions is being piloted this summer with five teams from Bolton, Wigan and Lancashire taking part. The teams are made up of young people aged 13 -18 years old. The fully-electric prototype vehicles will take to the track at Three Sisters Racing Circuit in Wigan on the 17 July (9am to 2pm) to test which is the fastest. Judging will be based on performance, design, energy storage and how well the teams work together to problem solve. The ProtoEV Challenge is the brainchild of Manchester based tech education specialists The Blair Project and Blackburn College’s Regional Automotive Technology Hub, with funding from Greater Manchester Higher and a range of sponsors and supporters including CAL International who specialize in designing and testing automotive concepts, Carbon Performance, PWHytek, Siemens, Northern Automotive Alliance, NIS Integrated Engineering and Prof John Perkins former Chief Scientific Adviser. All share a commitment to inspire and enthuse the next generation of technicians and engineers. Tragedy struck earlier this month when one of the school teams, Fred Longworth High School in Tyldesley had their self build kart stolen. Within hours of a crowdfunding campaign being set up to raise £4k to buy back the kart kit, the Morson Group in collaboration with the Morson Maker Space at The University of Salford stepped in to provide the sponsorship so the team could continue to compete. Blair Project CEO Nile Henry (22) said “The project is intended to inspire young people to get excited about science, technology and engineering using the exhilaration of motorsport innovation and design. There is a serious shortage of young people going into tech and engineering in the UK and the current school curriculum is not geared up to address it. We’re trying to plug that gap, by providing a project-based learning activity that gives young people the hands on, practical experience and life skills that employers want, as well as the inspiration and motivation to pursue well paid careers in engineering and tech that they might otherwise not have thought about.” According to Engineering UK, the engineering sector needs to employ 203,000 new people per year with the requisite skills. The annual shortfall of engineering graduates and engineering-related apprentices is close to 60,000. Adrian Adair, Operations Director at Morson International added, “We have several key engineering projects in the North West, not least HS2, and it’s critical that we work to bridge any skills gaps by attracting the best new talent in our region and for young bright minds to take up engineering skills and set them up for future careers right here in the North of England.” ProtoEV will be scaled up as a Greater Manchester wide championship in 2019 involving up to 20 x schools and colleges, with plans to roll it out into London, Birmingham, Edinburgh and Cardiff, and then export it into the USA the following year as a potential feeder series for Formula E. A small delegation of pupils and teachers will travel to the USA this autumn to visit other cutting edge STEM projects in New York and Florida. For many pupils, it will be the first time they have travelled outside of the UK. The visit will also be used to develop greater transatlantic trade links for the partners and sponsors involved in the project helped by UK Trade & Investment and Greater Manchester Chamber of Commerce. The Blair Project has also begun working with international tech partners and gaming specialists in India to develop a Global E-Learning Platform which will use gamification to teach STEM principles in a way that taps into how young people learn best. Join @MorsonGroup on Twitter for the action as it happens on the 17th July. Find your next engineering opportunity, search the latest engineering jobs.

    Find out more
  • W1siziisijiwmtgvmdcvmtkvmdkvmdkvmjyvodk4l2nhc2v5ihdlbgxzlmpwzyjdlfsiccisinrodw1iiiwimzm1edmznvx1mdazyyjdxq

    Morson Apprentice Wins Engineering Apprentice of the Year

    Morson apprentice Casey Wells was been honoured with two awards at the West Suffolk Celebration of Achievement evening, which showcases the best of local young engineering talent. Casey, who has been working on Morson’s contract with Leonardo Helicopters at Wattisham Flying Station, was nominated for Engineering Apprentice of the Year but was unaware that he had also won another award, the College Apprentice of the Year award. Casey was thrilled and surprised to be nominated. “I was very proud to be told that I’d be nominated for the first award and then ecstatic to be told I’d won! The other award was kept a secret until the moment they ready out the winner. When I heard my name I couldn’t believe it and I couldn’t stop smiling!” Casey started working at Wattisham in 2016 and has worked on a wide variety of projects amongst many different teams, with a focus on the Apache Attack Helicopter. “I cannot thank the people I work with enough for sharing their wealth and knowledge with me. I have also had great support from Morson’s HR department since being at Wattisham” he said. Susan Watts, resource support manager for Morson at Wattisham Flying Station, said “I’m delighted to see Casey win not one but two awards. Apprenticeships are a core part of what we do at Morson and to have a double award-winning apprentice as part of the team is a fantastic testament to this." Casey is currently undertaking his second of three years to attain an NVQ and a BTEC in Aeronautical Engineering. require(["mojo/signup-forms/Loader"], function(L) { L.start({"baseUrl":"mc.us12.list-manage.com","uuid":"70b8229547533b3af4724b408","lid":"28a6020019"}) }) For more information on Morson apprenticeships, click here.

    Find out more
  • W1siziisijiwmtgvmdcvmtkvmtevmzgvmdqvnju3l2dlcnj5ig1hc29uihnjag9syxjzigdyywr1yxrllkpqryjdlfsiccisinrodw1iiiwimzm1edmznvx1mdazyyjdxq

    Graduation for First Gerry Mason Engineering Excellence Scholars

    The first graduates from the Gerry Mason Engineering Excellence Scholarship receive their awards this week in front of the family that have supported their success. The scholars – Yasir Alrufaee, Hamza Evans, James Kelly and Lewis Smith – have been funded throughout their degree by Gerry Mason, founder of Morson International. Sadly, Gerry passed away shortly after pledging £270,000 to support the students, but his wife Margaret, son Ged and daughters Natasha, Sara and Carmen have continued his legacy of support and attended the students’ Graduation at The Lowry on Tuesday, July 17. Gerry’s generosity enables talented young people who would otherwise be deterred from university because of the tuition fees and living costs, to pursue an engineering degree. Graduate in Aircraft Engineering with Pilot Studies, Hamza Evans, said: “A huge financial burden was lifted thanks to the scholarship. Not having the financial support from my parents would have meant me working really long hours to support myself, and cut into my study time. “Visiting the Morson offices was the most amazing experience. It was an honour to meet with Gerry’s son Ged (now CEO of the company) and for him to give us so much of his time.” The Mason family have since funded 10 students in 2016-17 and 15 in 2017-18 bringing the total number of scholarships to 30 and allowing students to study one of 13 engineering programmes at Salford University, including Civil, Aeronautical and Mechanical Engineering. Three female engineers are among the latest recruits in 2017 which is great news not only for them but for Morson which has pledged to double the number of female engineers it employs by 2020. Currently, Morson has more than 1,800 female contractors working across the globe, yet specifically in engineering, the number of women compared to men sits at just 7.5 per cent. Ged Mason explains: “The family is naturally delighted to see my father’s legacy live on and witness Yasir, James, Lewis and Hamza graduating and looking forward to the next step in their career in engineering. “Our partnership with Salford University is delivering real change by attracting new talent to technical sectors and developing the next generation of engineers.” Find your next engineering opportunity. Search the latest engineering jobs with Morson. require(["mojo/signup-forms/Loader"], function(L) { L.start({"baseUrl":"mc.us12.list-manage.com","uuid":"70b8229547533b3af4724b408","lid":"28a6020019"}) })

    Find out more
  • W1siziisijiwmtgvmdcvmjyvmtivndavntgvnzq5l1bpy3r1cmuylmpwzyjdlfsiccisinrodw1iiiwimzm1edmznvx1mdazyyjdxq

    Morson Inspire Future Female Engineers #CareersOnTrack

    A group of Year 10 and 12 girls from St Ambrose Barlow RC High & 6th Form in Swinton, Manchester, took to the track to get a taste of what a career in rail engineering can offer them, thanks to Morson Vital Training. The #CareersOnTrack event aimed to address the skills shortage and lack of diversity in the rail industry by shining a spotlight on the exciting diversity of careers and pathways into engineering, whilst breaking down the stereotypes that prevent females from entering the sector. The young girls aged 14 to 17 spent the afternoon at Morson Vital Training’s education hub in Salford, where they tried on full PPE before stepping foot on a replica outdoor rail test track to learn more about the industry, the equipment used and the different roles. The girls also stepped on board the Vital Safety Unit; a fleet of vehicles that travel the breadth of the country delivering safety talks to engineers out on site, and heard the inspiring stories of employees throughout the Morson Group and their pathways into the industry, be that apprenticeships, traineeships, graduate opportunities and more. Assistant head of 6th form at St Ambrose Barlow RC High & 6th form, Sally Cheshire, said: “The afternoon was truly successful for all the girls. It showed them the opportunities available within the rail sector and helped them release that there are career paths for them to follow in this sector. “It was such an insightful afternoon for all involved and we hope to do it again to inspire more students. A true representation of a local employer engaging with the employees of the future.” Paige a year 12 student at St Ambrose added: “It has opened my eyes into other project management opportunities, as it’s an area I’d never considered before but is certainly one I’ll be looking into more for my future career after 6th form.” The UK has the lowest percentage of female engineers in Europe, at fewer than 10%. Brexit is also likely to create a further 10% reduction in available rail labour, which is already suffering increasing competition from the aligning delivery schedules of major infrastructure projects, such as HS2, Hinkley Point C, airport expansions and highway schemes. Morson Vital Training, part of the Morson Group, delivers a range of professional training programmes, particularly apprenticeships, to combat this and build the future pipeline of industry talent. The specialist rail training provider has eight education centres nationally, including Manchester, Glasgow, Canning Town and Doncaster. To date, Morson Vital Training is the first and only training provider to receive the NSAR (National Skills Academy for Rail) platinum award. The Group’s technical recruitment arm, Morson International, has also pledged to double the number of female engineering contractors that it employs by 2020. With thousands of specialist female contractors working across the globe, the number of female engineers vs males sat at just 7.5% when the pledge was made in June 2017. Andrew Robinson, training support manager at Morson Vital Training, added: “The young girls were a credit to their school and it was superb to change their opinions about what a job in rail engineering looks like by bringing these careers to life. “We pride ourselves on breaking down the outdated views within our industry, to build a highly skilled and diverse future pipeline that doesn’t just cover gender but all areas of diversity. Gender, race, age, sexuality or background should never play a part in limiting a person’s ambition as there are so many career pathways within our industry. “With major projects like HS2 soon ramping up in its delivery, it’s never been a more exciting time to work in rail. These girls will be the future engineers delivering the digital railway and we hope the day inspired them, their friends and their family to enter engineering, especially when more than half of all females currently enter the sector through a family connection.” The event was also held in partnership with The Girls’ Network, of which the Morson Group is a partner of the charity’s Salford mentoring programme. The Girls’ Network raises the aspirations of young girls from disadvantaged backgrounds by partnering them with positive female mentors over a 12-month period to become more ambitious and reach their aspirations. Charlie Ledley, network manager at The Girls’ Network commented: ‘’This event has provided the girls from St Ambrose an insight into the wealth of possibilities that a career in rail engineering could bring them. ‘’Events like this are vital for breaking down stereotypes that often can discourage young talented girls from embarking on certain career paths and this session really challenged those conversations. We are extremely thankful to Morson Vital Training for organising and delivering such an informative, engaging and inspiring afternoon.’’ To find your next role in rail search our latest rail jobs. For more information on the rail training courses provided by Morson Vital Training email Matthew.leavis@vital.uk.com

    Find out more
  • W1siziisijiwmtgvmdgvmdyvmtavmzcvntavote2l0htmibtyxaucg5nil0swyjwiiwidgh1bwiilcizmzv4mzm1xhuwmdnjil1d

    The Importance of Tackling Worklessness on HS2 | #SkillsOnTrack

    There is an ongoing discussion in the industry relating to the skills gap an how we need to strengthen our UK skills base through apprenticeships, diversity and social engagement. HS2 Ltd’s strategic objectives in relation to skills provide a structure for mitigating this gap, however, there are still challenges associated with achieving all of the targets set. To understand these challenges, we hosted a roundtable event held at the National College High-Speed Rail (NCHSR’s) Birmingham Campus, which brought together representatives from the Morson Group, HS2 Ltd and the supply chain to discuss the issues and opportunities around training, apprenticeships, collaboration, Government policy and more. We take a closer look at some of our findings surrounding tackling worklessness within rail: TACKLING WORKLESSNESS HS2 is the perfect vehicle to address worklessness in some of the UK’s most deprived areas by tackling unemployment with quality roles and upskilling opportunities. Yet the opinions of those Tier 1 contractors in attendance was that worklessness was one of, if not the most difficult SEE target to achieve. Workless job starts are defined as one SEE output by HS2 Ltd, where a candidate that was previously unemployed sustains employment for a period of at least 26 weeks. Workless graduate job starts are another SEE output, classed as when a graduate was previously unemployed before commencing their new role. THE SOLUTION Worklessness must be tackled through the delivery of integrated and co-ordinated recruitment programmes that specifically focus on individual needs and circumstances in order to provide candidates with the right support and confidence to access the HS2 labour market. From a professional services perspective, it is critical that we design courses that specifically support the aspirational engagement of unemployed/workless candidates, alongside a bespoke programme of long-term skills delivery. Sharing best practice across the industry will also enable success to be replicated. Morson Vital Training (MVT) has an effective and impactive NEET campaign that has not only supported candidates back into work, but also seen NEET candidates win awards such as the apprentice of the year. “We’re working in some of the deprived areas in and around the West Midlands and you just see the excitement on people’s faces when you offer them an apprenticeship. One young man had his mum and dad crying in the background when we offered him the apprenticeship and he said that people from where he grew up didn’t get opportunities like this, which shows the real lasting legacy of what we can actually do as a consortium.” Dan Perry, interim senior resourcing manager at BBV. Download our whitepaper to read more about the solutions that are needed if we are to achieve HS2’s vision of being a catalyst for growth across Britain. Or click here to find your opportunity on HS2.

    Find out more
  • W1siziisijiwmtgvmdgvmtmvmdgvmzevntuvnja0l3nodxr0zxjzdg9ja180mdgxmty1otyuanbnil0swyjwiiwidgh1bwiilcizmzv4mzm1xhuwmdnjil1d

    Engineering New Perceptions Towards Apprenticeships | #SkillsOnTrack

    HS2 is committed to supporting and promoting technical and professional learning through the greater availability and take-up of apprenticeships during construction and operation. Overcoming the negative perceptions around apprenticeships, especially those at lower levels, was a key theme on the agenda at our roundtable event held at the National College High-Speed Rail (NCHSR’s) and one that most supply chain partners and education providers need greater support in overcoming. Apprenticeships are still dismissed and characterised as the ‘last resort’, which is preventing many young people from achieving their potential through this aspirational career route. Many of those around the table gave present-day examples of how their outstanding apprenticeship programmes were being dismissed by young people and their parents. This clearly shows that more needs to be done to improve the perceptions of apprenticeships and showcase how this pathway offers just as many advantages, if not more, as traditional education routes. Apprenticeships are a priority for HS2 as 50% of a contractor’s SEE targets must comprise apprentice recruitment as well as support for the NCHSR, workless job starts or work placements. THE SOLUTION Awareness campaigns targeted at successful behavioural change are needed. These campaigns need to engage media as well as key influencers such as teachers and parents. Engineering must be shown in the best light possible, positioning itself alongside other typically aspirational careers such as doctors, lawyers and accountants. According to IET’s research into what a ‘typical’ engineer looks like, more than 44% of schoolchildren believed they would wear a hard hat, 40% a hi-vis jacket, 67% said an engineer would be male and 51% said white. HS2 Ltd aims to inspire more young people to explore apprenticeships by presenting a new, modern image for the sector that’s user focussed, technology-driven and engineering led. If we are to successfully change the sector’s image then more must be done. Images of cutting edge technology, teamwork and creativity are far more appealing to young people and is the perception that we must work to collectively promote. Social media engagement campaigns and ‘gamification’ are other successful alternative strategies to target youngsters, mirroring the same successes from organisations that already adopt these approaches such as Sony, Samsung and Siemens. Gamification can lend itself to many different purposes, such as marketing and managing employee health, but is now increasingly used recruitment. Not only does gamification help to match candidates to roles but also is an aspirational engagement tool that can generate awareness of the training opportunities throughout HS2. Download our whitepaper to read more about the solutions that are needed if we are to achieve HS2’s vision of being a catalyst for growth across Britain. Or click here to find your opportunity on HS2.

    Find out more