A Commitment to People “Our Biggest Asset”and “A

Commitment to Action”

Alan Crane

Chairman

Rethinking Construction

The structure of Rethinking Construction

Steering Group

GCCP LGTF* M4I Board Housing Forum*

ClusterCluster Cluster Cluster Cluster Cluster

The M4I TEAM

Best Practice

Programme

* targeted to meet rethinking construction principles 100% in

four years

Committed leadership

Focus on the customer

Product team integration

Quality driven agenda

Commitment to people

Drivers forChange

Product

development

Production of

components

Project

implementation

Partnering

thesupply chain

Improving theProject Process

Targets forImprovement

Capital cost

Construction time

Predictability

Defects

Accidents

Productivity

Turnover & profits

-10%

-10%

+20%

-20%

-20%

+10%

+10%

‘Rethinking Construction’ – a reminder!

Why Respect for People?

•92 Construction workers died between Apr & Dec 2000

•1/3 of all work related fatalities

•1/3 of all HSE prosecutions

•11,000 reportable accidents/incidents

Why Respect for People?

• The CITB Forecast a shortfall of 75,000 construction workers each year for the next five years.

• The CITB skills survey shows that most construction managers lack the skills to develop long term relationships and long term business development.

• The Institute of Graduate Recruitment survey shows that the average salary for a graduate with five years work experience is £30,000

Why Respect for People?

Blacks & Asian are 6.4% of the UK workforce, and 2.1% in construction.

Women are 0.4% of craft tradespeople, 8.3% overall

Data Source: 2000 Labour Force Survey

Why Respect for People?

• The average age of leaving full-time education of construction workers (including professionals) IS 16.75 years.

• The average age of non-white people completing their full time education is 18.6.

• Only 12.2% of construction people have a degree or higher.

• 14.2% have qualifications below GCSE/G&G craft/NVQ grades

Data Source: 2000 Labour Force Survey

New construction students(analysis of UCAS data, Feb’00)

0

2,000

4,000

6,000

8,000

10,000

12,000

14,000

16,000

18,000

20,000

1995 1996 1997 1998 1999

applications acceptances

0

1,000

2,000

3,000

4,000

5,000

- 33%

- 49%

The ‘Three Rs’

Recruit

Respect

Retain

What do we mean byRespect for People?• Equality and diversity in

the workplace • The working environment• Health• Safety• Career development &

lifelong learning• Behaviour/culture• Work in occupied premises

Outputs for each action theme

• business case• People performance measures• toolkit(s) and guidance

– including simple ‘radar chart’

• recommendations for further work– taken forward by Rethinking Construction,

ODPM, etc

More satisfied clients, better profitability

Happier, healthier, more

productive employees

Better pay & conditions for

employees

Better delivery on

quality, cost, time

A Commitment to People:

the business case

The Business Case

Overarching recommendations

• Investors in People• Considerate Constructors Scheme• Overarching management framework

(BEM/EFQM; Benchmark Index; Clients Charter)

• Workforce involvement• Behavioural issues

Respect for Peopleperformance measures

• Employee satisfaction (1-10)

• Staff turnover (% FTE)• Absence from work

– all; sickness related

• Safety– Working hours since

last lost-time accident– Accident Incident Rate – Accident Freq. Rate– AIR travel

• Working hours– normal; O/T– travel time & mileage

• Diversity (tbc)– % white males; women;

ethnic origin; age

• Training/development– % qualified/certified– training/dev. days/yr

• Pay• IiP

01992 550050  www.considerateconstructorsscheme.org.uk

Better managing and presenting sites

• Considerate• Environmentally aware• Clean• Good Neighbour• Respectful• Safe• Responsible• Accountable

Aims Objectives of Trial Programme (2000-2002)

To raise awareness, and to encourage more demonstrations of innovative practices in the way people are recruited and treated.

To test the performance measures and toolkits to ensure they are effective for roll out 9th October 2002.  

To gather early data to enable the industry to develop benchmarks of performance measures.

Use of the Toolkits

Feed in and analyse the data

Make changes(Demonstration)

Repeat the processScore the Cards –

be consistent

Progress to Date

• The Respect for People team have commenced work with the Clients Charter, Investors in People, Considerate Constructors Scheme, EFQM, Benchmark Index and BSI.

• 103 accepted companies trialling Toolkits during period of 2000-2002.

• 66 Completed evaluations with work ongoing – Systematic Interview Approach (used in all similar studies).

• Respect for People ‘People Performance Indicators’ published 28 May 2002. (Available from Construction Best Practice Programme www.cbpp.org.uk)

• Enlarged Steering Group to widen industry sector participation.

• 41 companies using the benchmarking software – making us the busiest benchmarking club.

Analysis & Final Report

• Full report and recommendations in October 2002 • Toolkit Revisions (where necessary)• Performance measures validated and

benchmarks handed over to NCBF• A recommendation for Key Performance

Indicator(s) – ‘People Performance Indicators’• A number of case studies highlighting ‘real’

examples of successful Toolkit implementation – business case evidence.

• Demonstrations continue.

Trial Outputs

• The Revised Toolkits (x6)• Previously published People Performance Indicators

(Diversity still under development) • Final Report to Construction Minister (including roll

out programme & trial findings including a number of Case studies)

• Cross-mapping document mapping tools into:– IIP, Business Excellence; ISO 9000-2000, Considerate

Constructors; Clients Charter; Benchmark Index.

• A full description of emerging issues and matters that need to be addressed as ‘next steps’.

The People Performance Indicators

The Revised Toolkits (Oct 02)

Workforce Satisfaction Workforce Environment Checklist

Site

SafetyHealth

Work

in

Occupied

Premises

DiversityWorking

Environment

Blueprint

Planning

Working

Conditions

Planning Planning Planning Planning Planning

Respect for People Performance Indicators

Training

Plan

Planning

Outline future programme• Create Alliances

– Partners agree to • Adopt same terminology;• Brigade tools and information under standard headings;• Promotion of cross mapped linked tools;• Link to other partners who are better able to help.• Basis for potential PII Framework bid

• Develop the Business Case – DTI Business Benefits Study

– More ‘Respect for People’ Based Demonstrations

– Lessons form non-industry approaches

– Work with CRISP and DTI to identify key studies

Outline future programme (-2-)

• Engage Client & Designer– Development of a series of guidance documents and

enhancements to the toolkits– Develop case histories that addresses the needs of

these groups specifically.;– Link the Clients Charter directly to the People

Performance Indicators and toolkits.

• Regional Rollout– Planned regional events programme;– Develop Intermediary staff;– Supportive training programme (CPD??)

Further information…

If you require further information please contact the

Respect for People team on 0207 837 5702, or visit our

website: www.rethinkingconstruction.org/rc/respect.