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Morson Vital Training


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 


Why Morson Vital Training?

Additional NEET support  •  First and only platinum award winning NSAR training provider  •  ROAPT approved training provider 
Bespoke training programmes    •   Innovative online training support   •   Network Rail preferred supplier for track safety
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    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.

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    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"}) })

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    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.

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    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.

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    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"}) })

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    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

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    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.

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    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.

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    Best Apprenticeships to Kick-Start Your Career in Construction

    With A-level and GCSE result now released, a large number of young people will now be wondering what their next career step should be. More focus than ever has now been placed on Apprenticeships and Graduate Schemes as an alternative to staying in full-time education as you can get on the job experience and learn as you earn. The government launched the Apprenticeship levy in 2017 which has encouraged businesses with an annual turnover of £3 million to invest in apprenticeships a lot more. This has had an extremely positive effect and the number of engineering apprenticeships available to young people and the uptake of these apprenticeships has dramatically increased. In an industry where apprenticeships are already popular, the Levy is providing new opportunities to attract fresh talent and improve diversity. TOP CONSTRUCTION APPRENTICESHIPS As the UK government continues to propose large-scale infrastructure projects, it’s clear that young engineers are needed now more than ever to facilitate the change of Britain’s landscape. We look at some of the best construction apprenticeships available to help you take the first steps of your career: Balfour Beatty Balfour Beatty describes their apprenticeship scheme as thinking “beyond the hard hat, beyond stereotypes, beyond ground-breaking and look forward to a future full of unlimited opportunity, infinite possibilities and far-reaching impact”. Earning while you learn, you’ll get lots of development opportunities, mentoring and support from across the organisation – as well as the chance to make an impact on the world around you. By completing this apprenticeship you’ll gain exposure to some pretty amazing projects too, like HS2, Hinkley Point C, Perth Transport Futures and the Manchester Engineering Campus Development project. Costain Group The engineering apprenticeship with Costain offers a structured development programme which leads to a Certificated Apprenticeship. The programme features one day of college study and four days working towards your qualification (NVQ Level 3) by gaining on-the-job experience. Costain provides two pay reviews a year for each apprentice, on-going support and exciting career development with what has been found to be one of the UK’s ‘Most Admired’ companies. The British Army If you are looking to develop your skills whilst travelling the world then this one’s for you. The Army has one of the largest Apprenticeship programmes in the UK with 18,000 young people enrolled and over 8,000 apprentices passing their training each year. Better still, the Army Construction Apprenticeship Programme is part of a nationally recognised scheme, giving you a once in a lifetime opportunity to work for an employer while learning relevant work-based skills. An apprenticeship with the army can open new doors as 98% of recruits finish with qualifications that they can build on during and after their Army career. Crossrail and HS2 Building a railway requires a lot of construction manpower and with two large rail construction projects underway there are plenty of jobs in the field available at your fingertips. It is believed that the cutting-edge HS2 project will create approximately 2,000 apprenticeships and will give young people the opportunity to work on one of the biggest and most complex construction projects to date. Crossrail is big on producing a skills legacy for the industry whilst furthering the careers of its apprentices. A number of opportunities are available across engineering and construction, which will give apprentices high-quality skills training, a paid salary and a relevant qualification upon completion Visit our dedicated HS2 page to keep up to date with the latest news and views from the project. MORSON’S APPRENTICESHIP PLEDGE Morson are champions of apprenticeships, we believe that they are a fantastic way to get both young people into employment and help professionals transition into new careers. Check out the video below where we chat to our apprentices at Morson Projects to find out what doing an apprenticeship is really like. Read more about our pledge to maintain a minimum of 5% of our workforce enrolled in apprenticeship schemes across our business.

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    Our Guide to Living and Working in Manchester | #MoreToMorson

    Known as the northern powerhouse of England, Manchester is popular for its diverse culture, world-class football, less than ideal weather, legendary music scene and energetic nightlife. The city is attractive to people looking for a day trip, a night out, a holiday and even a job. With employment on the rise, outside of London, Manchester is becoming one of the biggest employment hubs to work in with the likes of Media City attracting big names such as the BBC and Manchester Science Park home to over 120 innovative businesses. So if you’re left wondering what it’s like to live in the second biggest city in England, then read on for our guide to living and working in Manchester: Living in Manchester Culture Transport Accommodation Things to do in Manchester Working in Manchester Key industries Top employers Living in Manchester Culture Whether you’re into art galleries or visiting old warehouses that have been converted into coffee shops, Manchester is the place to be for culture and adventure. You cannot say the word Manchester without thinking football so one thing that should be on the top of your list is a visit to the stadiums (red, blue or even both!) and the National Football Museum. There’s also a number of excellent theatres including the famous Lowry Theatre and art gallery which is definitely worth a visit. If you’re looking for something educational, you’ll be spoilt for choice when picking from Manchester’s best museums which include the Imperial War Museum North, the Museum of Science and Industry, and the People’s History Museum. Transport Thankfully Manchester is a relatively compact city with excellent transport links. The tram network is currently under construction following the approved expansion of the line which will dramatically improve the infrastructure of the city even more. Along with an excellent road network, Manchester has an excellent system of cycle lanes around the city so if you’re feeling (or wanting to get) fit, you can take to the wheels. There are two mainline railway stations in the centre and a world-class airport just a 15-minute drive from the city. Accommodation When moving to a new area people tend to rent first so they can make sure it is the right place for them. With the expansion of the city, there are new apartments available to rent being built in almost every direction. If you’re relocating with your family you may want to consider a move to the suburbs of the city where you will find plenty of houses and flats to buy or rent. However, families are now more than ever choosing to live in cities due to the number of high-quality apartments being built and improved services out there to support family life. As Manchester is home to a large number of students and professionals who have moved to the area to pursue their careers, flat sharing is very common in the city. There are a number of estate agents that specialise in putting like-minded individuals in contact to be able to secure a home together and therefore split rent and bills to make it more affordable for both parties. Things to do in Manchester Manchester is home to a vast retail scene both in the city centre and surrounding areas. The likes of Harrods, Selfridges and many other well-established brands are all grouped together around the city’s shopping centre, the Arndale. If you are after something a little different, the collection of small independent stores based in the Northern Quarter such as Affleck’s Palace is the place to be – a vintage lover’s paradise! Manchester is home to the Trafford Centre, one of the biggest and most popular shopping centres in the country where other activities such as Lego Land, the Sea Life Centre and Chill Factore are based. If you are more of an outdoors person, you can venture out into Manchester’s suburbs and visit one of the cities vast parks such as Haigh Hall and Heaton Park. The Peak District is less than an hour’s drive away from Manchester so it’s great for a day out in the countryside. Working in Manchester The Manchester city region offers a high-quality workforce of 7.2 million people within an hour’s commute of the city centre. It’s an attractive location for people from surrounding areas to work due to increased progression opportunities and pay. Manchester’s key industries Manchester has a strong history in the manufacturing sector which has played a big part in developing the city in the past. However, since its expansion, other specialisms such as ICT, Construction, Financial, Creative and Digital industries have become increasingly influential. Today, Manchester has been recognised by the UK government as one of the six “science cities” across the country. It is fast becoming a key city for not only research and development but also for innovation and academic excellence. Top employers in Manchester With four universities on its doorstep, Manchester is home to some of the best young talent in the country. Having previously ranked the third best student city in the UK, it’s no surprise why a number of top employers have set up camp in this vibrant part of the country. Some employers based in Manchester to note are Costain, the Manchester Airport Group, the BBC, the Co-Operative Group, Kellogg’s, Thomas Cook, Adidas and JD Sports. Does this sound like the place you want to be? Why not check out our latest jobs in Manchester and begin the process of making the big move.

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    Attracting Fresh Talent and Improving Diversity: How to Maximise The Apprenticeship Levy | #SkillsOnTrack

    Morson held a roundtable debate with HS2 and key representatives from the supply chain to discuss how we future-proof the rail industry in line with HS2’s skills, employment and education targets. The Apprentice Levy was one of the key topics discussed: There’s a clear commitment amongst the supply chain to develop new talent through the use of apprenticeships both at a lower and higher advanced level. In an industry where apprenticeships are already popular, the Levy is providing new opportunities to attract fresh talent and improve diversity. The Apprenticeship Levy gives employers a great incentive to invest in new staff and skills but it is crucial that the training is tailored to individual business or project needs. Supply chain partners must assess the short-term and long-term skill needs within their existing workforce and identify the gaps. Building a strong partnership with a bespoke training provider will also ensure training is delivered to your exact skills needs, company values and culture. Many of the organisations in attendance were either underusing their available Apprenticeship Levy funds or felt confused on how to best implement a bespoke skills development programme. Greater awareness is still needed on how Levy funds can be better spent and the effective use of transferring this to the supply chain to address specific skills shortages. THE SOLUTION Critical to engaging your internal audience is highlighting how the levy can be used strategically, to develop your business through the training and development of new skills. Barriers faced with signing off on how best to use the apprenticeship levy for an organisation can be the potential costs associated with the apprentice – not just from a funding perspective, but also from the time and investment of managers within your organisation. To combat this issue, it is important to demonstrate how an apprentice can add value to the business. Whilst the initial training and upskilling of an apprentice costs time and money, there is always a point where these costs will ‘break even’ and then surpass training expectations, generating a greater return on investment. Identifying this break-even point and the life cost of an apprentice is a service offered by MVT, to assist in securing funding and levy allocation to new trainees. MVT can also design a tailored plan which looks at both the short-term requirements and the long-term strategic business plan of your organisation, to identify how you can get the most out of your levy pot. 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.

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