We’ve always invested heavily in training and development. We do this for one vital reason – we know our people are our most valuable asset. So it was a natural progression for us to create the Cruden Academy, which uses best practice in all training, education, and development for employees at every stage of their career. We’re delighted this commitment to training is reflected in our Accreditations of Investors in People at Silver Standard and Investors in Young People at Gold Standard.
The Academy structure is designed to provide a platform for best practice in achievement and improvement and training; not only for full modern apprenticeships, but also on the job, vocational training and academic attainment and professional qualifications. The quality of education and training is implemented throughout the entire group, allowing us to consistently deliver excellence at all levels of the business.
The Academy covers direct training and accreditation throughout the company, including:
- Site staff and all safety and technical training and skill development
- Full modern apprenticeships programmes, including trades apprentices through colleges
- Professional apprenticeships, surveyors, bonus surveyors
- Head office and site management staff
- Vocational and academic qualifications, including;
- Lifelong Learning
- HNC/HND leading to SVQ Levels 2-4
- Distance & Part Time Learning
- University Degrees in Job Relevant Subjects
- Professional Qualifications; CIOB, RICS etc.
Pathway to Employment
We also operate an employment initiative called ‘Pathway to Employment’. Our initiative promotes construction as a career for all and provides a gateway into the industry, working with our social housing partners to create opportunities. This is the co-ordination of all aspects of training and employment through the Academy, ultimately leading to sustainable employment through several different routes.
We examine and forecast likely labour requirements for the future of the business through project planning and look at the skills, availability, and the age demographics of the industry, as well as demands and future trends. We also include academic input from the likes of the Farmer Review 2016.
The supplementing of our full-time direct trades labour on a project can be supported through local recruitment working with client wider action teams and employment training partners. We do this to bring new people to the industry or to encourage the return of tradesmen. The goal is to provide experience and employment that helps employees obtain a CSCS card to improve future employability. This has proven to be a source of good candidates for retained employment within the business, including:
- Full modern apprenticeships
- Direct employment of tradesmen and staff
- New entrants through contractual employment initiatives
- Work experience and work placements
- Supply chain partners support
Under Cruden Building supply agreements and sub-contractor contracts, all suppliers and sub-contractors are obliged to participate and contribute to any employment initiative required by Cruden Building.
At Cruden, we’re very proud of our social history and our track record on social justice issues. We subscribe to the National Minimum Wage and have also signed up to the National Living Wage Initiative, as well as being original signatories of the Glasgow Living Wage Initiative. We like to think that we’ve positioned ourselves as an employer with strong corporate and social responsibility values, as reflected in our CSR Policy.