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The Government’s new Construction Jobs Plan puts workforce skills and development firmly in the spotlight. But for construction employers, effective workforce planning starts with understanding the skills, qualifications and competence already within their business.
The Government’s Construction Jobs Plan, published on 19 October 2026, sets out a national framework to address workforce shortages, skills challenges and barriers to investment in construction workforce development.
The plan recognises the need for closer collaboration between government, industry, employers and training providers to ensure construction has the skilled workforce required to meet future demand.
While attracting new talent into construction is an important part of the solution, there is another equally important consideration for employers:
Are businesses making the most of the skills, experience and competence already within their workforce?
For many construction employers, the immediate challenge isn’t necessarily finding new employees. It’s understanding whether their existing workforce has the qualifications, competence evidence and training required to meet current and future operational needs.
And that’s where proactive workforce competence planning can make a significant difference.
Many employers maintain training records, qualification information and CSCS, CPCS or NPORS card details.
But having records doesn’t necessarily mean having a complete picture of workforce competence.
Employers need to understand:
Importantly, holding a card or qualification is not, on its own, proof of competence for every task. Employers must consider the skills, knowledge, experience and behaviours needed for the work being undertaken.
A planned approach helps employers identify where further assessment, qualifications, training or evidence may be required.
At Workforce Skills Support, we’ve seen first-hand how valuable a structured workforce review can be.
381 workforce checks identified 282 areas requiring further attention.
These findings don’t necessarily mean 282 employees needed additional training. They represent identified gaps or matters requiring clarification, which may relate to qualifications, card requirements, competence evidence or further development.
Since launching our free Workforce Competence Review service, we’ve completed 1,339 workforce competence checks, helping construction employers gain a clearer understanding of their workforce requirements.
During one employer review alone:
381 workforce checks identified 282 areas requiring further attention.
These findings don’t necessarily mean 282 employees needed additional training. They represent identified gaps or matters requiring clarification, which may relate to qualifications, card requirements, competence evidence or further development.
Without a structured review, some of these requirements could remain unidentified until they become an immediate operational issue.
For employers, the value is in understanding what needs attention, prioritising actions and putting an appropriate plan in place.
For many construction businesses, training and qualifications are still arranged in response to an immediate requirement.
A supervisor needs an NVQ for a new contract.
An employee needs an appropriate competence card to access a site.
A training certificate is approaching expiry.
An upcoming project requires additional skills or qualifications.
While these situations are familiar across the industry, addressing them individually can create unnecessary pressure on operational teams, budgets and project schedules.
Workforce competence management should be an ongoing process, not simply a response to an urgent requirement.
By reviewing workforce needs regularly, employers can identify potential gaps earlier, plan development around operational commitments and make more informed decisions about qualifications and training.
This is particularly important as businesses grow, employees change roles and project requirements evolve.
With construction training budgets under pressure and funding arrangements continuing to evolve, employers need to consider how best to support workforce development.
For eligible CITB-registered employers, grants may be available towards certain qualifications and training activities.
However, funding shouldn’t be the starting point for workforce development decisions.
The priority should be identifying what the workforce needs, then exploring the most appropriate and cost-effective way to address those requirements.
A structured workforce review can help employers identify opportunities to:
As a CITB Training Provider Network (TPN) member, Workforce Skills Support helps employers understand relevant funding opportunities alongside their qualification and training requirements.
Grant availability and eligibility depend on the applicable CITB rules and employer circumstances.
At Workforce Skills Support, we believe effective workforce development starts with understanding the workforce you already have.
That’s why we’ve introduced our free Workforce Competence Review programme for employers across construction and allied industries.
Our approach brings together five key areas:
1. Review – Understand the existing workforce, identify qualification and competence gaps, and establish current and future requirements.
2. Qualify – Identify suitable NVQ pathways to formally recognise occupational competence and support career progression.
3. Card – Review relevant CSCS, CPCS and NPORS card requirements and identify appropriate application or conversion routes.
4. Train – Plan workforce safety training and development around operational needs and project requirements.
5. Maintain – Arrange regular reviews to monitor changes, identify emerging requirements and keep workforce development plans up to date.
Our support doesn’t have to end after the initial review.
Through quarterly or six-monthly reviews, where appropriate, we can help employers maintain visibility of workforce requirements as their businesses develop.
The service is completely free, with no obligation to book qualifications or training.
The Government’s Construction Jobs Plan reinforces the importance of long-term investment in workforce skills and development.
For employers, the message is clear: preparing for future construction demand requires more than recruiting additional workers.
It also means understanding existing workforce capabilities, recognising experience, identifying development opportunities and ensuring employees have the competence needed for their roles.
Businesses that take a proactive approach will be better placed to plan workforce development, respond to changing project requirements and make informed decisions about their investment in skills.
The future of construction depends not only on bringing new people into the industry, but also on developing, evidencing and maintaining the competence of those already working within it.
Do you have a clear understanding of the qualifications, competence and development needs across your workforce?
Or are you still identifying requirements as they arise?
Workforce Skills Support can help you take a more structured approach.
Book your free Workforce Competence Reviews and find out how we can help you identify gaps, plan workforce development and explore available qualification, training and funding opportunities.
Review. Qualify. Card. Train. Maintain.
Source: UK Government – Construction Jobs Plan, published 19 October 2026.