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:
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.
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.
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
As it’s National Apprenticeship Week we thought it was the perfect opportunity to catch up with our Apprentice of the Year, account apprentice Jodie Groom, who works at Morson’s sister company Morson Projects. She talks about why accounting apprenticeships are a great route into employment, no matter what age you are. What attracted you to Morson Projects/accounts? I was initially attracted to Morson by the strong reputation of the company. It is a friendly environment, supports charities and accommodates the needs of its staff. I was then attracted to joining the accounts team as my sister is an accountant, so I learnt a few things from her prior to starting at Morson. This inspired me to start my journey and accounting career by achieving each level of education whilst working in an accounting environment. Why did you choose an apprenticeship? I chose an apprenticeship because you can learn your trade academically but then you are able to put the skills you learn into practice in a working environment and expand on the knowledge you learn at college. As I am 18 years old, it helps that I get a wage as well as working and learning. If I just attended a college full time I would then have to get a part-time job alongside which may be too much and hinder my learning process. What has your experience of an apprenticeship been? I have enjoyed my experience so far as being an apprentice as I have worked in a team of accounts which has helped me expand on my skills and knowledge that I have learnt at college on evenings and weekends. I am enjoying my studies at Kaplan Finance in Manchester as the tutors are keen and willing to help as much as possible to ensure their students pass. Tell us a bit about what you have learnt so far… Considering I have only been studying for 7 months I feel I have learnt a fair amount about the basics. I am currently studying my AAT Level 2 in accounting and Finance. I have covered topics such as: Bookkeeping Transactions Bookkeeping Controls Elements of Costing Sage One Accounting System I am awaiting a few results back then I can complete my synoptic unit and sit my final exam to complete my Level 2 and move onto completing my Level 3 AAT Course. Would you recommend accounting apprenticeships to others? Yes, I would definitely recommend accounting apprenticeships to anyone who is intrigued to learn something new, no matter what age you are. You can get a full education as well as putting it into practice on the job, in a working environment. Morson are champions of apprenticeships, we believe they are a fantastic way to both get young people into employment and help professionals transition into new careers. Read more about our pledge to maintain a minimum of 5% of our workforce enrolled in apprenticeship schemes across our business. Want to find out more about the apprenticeships Morson offer? Email our Head of HR email@example.comFind out more
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
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
This National Apprenticeship Week, many students who are deciding between an apprenticeship or further education may be wondering ‘what is it like to be an apprentice’? We spoke to a selection of our apprentices at Morson Projects, each of whom are doing very different job roles from business and administration to engineering, to get their first hand experiences of an apprenticeship. It was revealing that each apprentices journey was so different, with one apprentice going onto a quantity surveying degree from her business administration apprenticeship. Hannah Worden, Business Administration Apprentice My name is Hannah Worden, I work for the commercial team at Morson Projects. I’ve been on a business administration apprenticeship. In September I also started a quantity surveying degree alongside my apprenticeship which will take me 5 years. I chose to do an apprenticeship as I knew I’d be able to work and earn while training. Morson Projects have supported me all the way, helping me progress within my career. I like the thought of doing learning more about the background of my current job role, which is why I’m doing the QS degree as that is what my role will be transitioning into. The best part of my job is the friendship and social side. I also feel extremely valued and I’ve been recognised higher up as I won Young Achiever of the Year in 2017. I’ve also been nominated by Salford City College for Apprentice of the Year, which is really nice. Lewis Stamper, Engineering Apprentice at Ematics My name is Lewis Stamper, I worked in the power department for the first part of my apprenticeship and then moved over to the Ematics department where I’ve been doing SCADA software engineering. The reason I chose an apprenticeship is that I like learning on the job rather than just looking at a text book, it means that I can apply my knowledge to real life. A standard day for me is, when I come in we have a 9am meeting where we share where we’re up to from the day before and organise what we’re going to do for the rest of the day. I’m involved with team coordination at the moment, making sure that we’re all on task and know what we need to get done for the day. Amy Brett, Business Administration Apprentice I’m Amy Brett and I work for the commercial team where I’ve been doing a Level 2 business admin apprenticeship, I’ll be going onto Level 3 this year. My work is payroll and general admin so on Monday and Tuesday I’m really busy. I help Hannah out with admin assistance and she helps me check through certain work. Lewis sends me his timesheets, which are never on time! I chose to do an apprenticeship with Morson Projects as it’s a family oriented business and I’d heard good things and since I came here I’ve been looked after and been welcomed. Before I came to Morson I used to go to attend Eccles College and they told me about the business. They suggested I went for an apprenticeship at Morson Projects because I didn’t enjoy going to college at the time. Sophie Williams, Hannah and Amy’s manager describes the working relationship between the apprentices: They work really well together, they are all willing to help each other. It’s really nice to see them get along inside and outside of work. Morson are champions of apprenticeships, we believe they are a fantastic way to both get young people into employment and help professionals transition into new careers. Read more about our pledge to maintain a minimum of 5% of our workforce enrolled in apprenticeship schemes across our business. Want to find out what is it like to be an apprentice first hand? To find out more about the apprenticeships Morson offer email our Head of HR firstname.lastname@example.orgFind out more
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
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.Find out more
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