rlb graduate training programme
TRANSCRIPT
Graduate Training Programme
Exceptional People
Exceptional People
• To recruit and retain the highest calibre graduates into the company.
• To ensure that graduates are trained in their core discipline to the acknowledged professional standard within an agreed training period. • To ensure that graduates have a rounded training, across the entire RLB business, which means they are not pigeonholed too early in their careers and are able to think of “solutions” not services.
• To create a supported and supportive cohort of graduates on a rolling graduate training programme.
• To capitalise on the ideas and enthusiasm which the graduates bring to the organisation.
2. Key Objectives1. About RLB
Rider Levett Bucknall is an independent property and construction practice with over 3,500 people in more than 120 offices across Asia, Oceania, Europe, Middle East, Africa and the Americas. In the UK, we have eight offices in Birmingham, Bristol, London, Manchester, Sheffield, Warrington, Welwyn Garden City and Wokingham.
The firm is committed to delivering high quality outcomes through advice focused on the cost, quality and sustainability of the built environment. Rider Levett Bucknall adopts the principles of Responsible Management in everything we do and aims to deliver projects in line with this ‘more for less’ philosophy. This is based on reducing costs, improving asset efficiencies and reducing environmental impact.
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• An agreed number of graduates are recruited centrally each year onto the RLB graduate training scheme.
• Sponsorships for non-cognate graduate conversion diplomas are offered to successful non- cognate graduates to run alongside the two year RICS APC qualification route.
• Further school leavers (or other non-graduate intake) are recruited locally to go on day release degree courses.
• 2 - 3 bursaries/sponsorships are awarded annually for outstanding school leavers who wish to undertake a full time degree course (which may be linked to the Chartered Surveyors Training Trust or other local affiliation).
3. Intake 4. Bucknall First Rung
The First Rung Project was established to honour our former Chairman, David Bucknall. The project represents a long-term undertaking for Rider Levett Bucknall and is focused on upholding two of David’s personal drivers:
1. To encourage young people to achieve their full potential, and;2. To spread his passion for the construction industry.
It is recognised that there are many barriers facing young people trying to find a career, especially for those from a disadvantaged background. The project aims to work with those who are, or at risk of becoming classified as NEET (Not in Education, Employment or Training).
With the construction industry identified as a preferred employer for many disadvantaged young people, RLB believes we are well placed to help make a real difference.
Rider Levett Bucknall has made a commitment that each graduate member will have two weeks each to dedicate to working with their local communities to deliver this project.
The basic graduate training scheme takes place over 24 months, although this is likely to take 27-30 months to allow for holidays etc.
At the end of the training scheme graduates will have received sufficient practical and academic training to sit their Assessment of Professional Competence, and will be expected to do so, within a year of completing the training scheme.
The graduates will be employed by RLB, and during their training scheme may be expected to work out of more than one of the eight business units in addition to their home unit, plus secondment to sites for work experience as appropriate. However a minimum
period in any location would be agreed.
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The 24 months training programme will broadly be split up as follows:
Office or site based practical training relevant to discipline
Office or site based experience relevant to other service streams
Director / Management Board Shadowing
Off the job training to cover key areas of People, Service Customer and Profit
Bucknall’s First Rung Project
1 x 20 month placement (At any BU)
2 x 1 week placements (To be tied into same BU’s as discipline training: Month 7–12 & Month 13 – 22)
1 x day shadowing at National Forum: • Service Improvement, or • Customer Service Forum1 x day shadowing Office Operations Meeting2 x ½ day lunch/supper with Chairman/Directors
Off the job training to cover key areas of People, Service Customer and Profit
Induction
• Local Induction
• Group Induction
Personal Development:
People
• Behavioural Principles & Recognition
• Giving & Receiving Constructive Feedback
• Team Working
• Assertive Communications
• Time Management
Service/Technical
• APC/CIOB Training Programme – 7 days
• Company CPD
• Personal CPD
• MS Office Suite - 4 days (as appropriate)
• Intelligence
• Others e.g. CostX, TCM, BIM (as appropriate)
Customer Leading
• Presentation Skills Intro
• Meeting Participation/Chairing Meetings
• CSE / Business Development Introduction Profit
Profit
• Commercial Skills Intro
• Negotiating Skills
2 weeks working together and with local communities to deliver this project.
The basic graduate training scheme takes place over 24 months, although this is likely to take 27-30 months to allow for holidays etc.
At the end of the training scheme graduates will have received sufficient practical and academic training to sit their Assessment of Professional Competence, and will be expected to do so within a year of completing the training scheme.
The graduates will be employed by RLB, and during their training scheme may be expected to work out of more than one of the eight business units in addition to their home unit, plus secondment to sites for work experience as appropriate. However a minimum period in any location would be agreed.
5. Training Plan - Graduates
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Each placement will be planned in advance, so that the graduate trainee can develop their competencies, in accordance with the relevant professional body’s requirements.
Where graduates are seconded within or outside of their local office for relevant training as outlined above, a timetable for all areas to be covered will be produced and agreed in advance of the placement.
In each location (though not in each discipline or function) there will be a graduate mentor appointed, who will make sure that the graduate is made welcome and settles in as quickly as Birmingham the appointment of more than one will need to be made.
Each placement will be planned in advance, so that the graduate trainee can develop their competencies, in accordance with the relevant professional body’s requirements.
Where graduates are seconded within or outside of their local office for relevant training as outlined above, a timetable for all areas to be covered will be produced and agreed in advance of the placement.
In each location (though not in each discipline or function) there will be a graduate mentor appointed, who will make sure that the graduate is welcomed and settles in as quickly as possible.
Each graduate will also be allocated a training manager for the duration of their training period. The training manager may also be either the graduate’s APC/CIOB supervisor or counsellor.
6. Training Plan - Graduates
It is, however, incumbent upon the trainees themselves to get the best out of the training period. Graduates will be expected to be partially fee earning and useful to the office and so at times the available workload will not exactly reflect the planned experience or training programme.
The trainee’s progress will be formally reviewed by their training manager and local Managing Partner at six monthly intervals. This may be added as an agenda item and combined with the APC/CIOB six monthly review meetings if appropriate. This is to ensure that the programme is being properly implemented by the company and that good progress is being made by the graduate.
In addition, the cohort will be encouraged to give feedback on how the training is progressing at either one to one or group sessions as appropriate.The system will be administered by the RLB Academy and if graduates feel they are not getting sufficient experience, particularly in specialist areas, the HR Manager should be asked to intervene in the training scheme to ensure that this is being delivered.
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Each placement will be planned in advance, so that the graduate trainee can develop their competencies, in accordance with the relevant professional body’s requirements.
Where graduates are seconded within or outside of their local office for relevant training as outlined above, a timetable for all areas to be covered will be produced and agreed in advance of the placement.
Such a scheme requires a significant level of management input, and is therefore co-ordinated centrally to ensure it is delivered consistently.
All graduates will be identified and invited as a cohort to all training sessions on a regular basis to ensure:
• All graduates cover all the elements of the training scheme.
• The cohort have a regular opportunity to share experiences and maintain networking contact.
• Any concerns about training can be discussed and addressed with the HR Manager or Assistant.
7. Organisation
Once the graduates have completed their training RLB must then ensure that they are used to the best advantage of the company.
The graduate’s career path will be planned and reviewed at the various meetings with the Training Manager and as part of the annual appraisal and bi-annual personal development planning exercise to encourage further learning and experience gathering after completion of the initial training.
The RLB Personal Development Plan will be completed and reviewed at each of the review meetings.
8. Career Planning
Oceania
t. +61 2 9922 2277e. [email protected]
EMEA
t. +44 20 7398 8300e. [email protected]
Asia
t. +852 28231823e. [email protected]
Americas
t. +1 602 443 4848e. [email protected] www.rlb.com
Exceptional People | Graduate Training Programme