Training Development Forum 2019 Simon Steed CEng FCIBSE

Training & Development Forum 2019 Simon Steed CEng FCIBSE, T&D Panel Chairman Adil Yilmaz, CIBSE Membership & Accreditation Coordinator

Format for the afternoon: • • • Presentation on mentor/trainee relationship Break out session to share best practice Presentation on how to run a successful scheme Break out session to discuss mentors and trainees Feed back T&D Schemes in the digital age Break out session Feed back Q&A session Close

Challenges of running a T&D scheme in 2019 • • • Dealing with change Developing leaders Engaging learners Delivering consistent training Application of skills Conflict management Tracking & assessment Improving learning effectiveness Demonstrating value to leadership team Millennials! • • Mobile workforce Training costs Reward for completion/recognition In house skills

T&D in the Digital Age…. What can CIBSE learn from others • Institutes • Organisations How can we adapt and develop How do we make schemes user friendly How do we track and record information Thoughts: • • • Embrace the “less is more” principle for online learning Enlist and creatively publicise support Use learner-centric design Make leaders into teachers Tap into the power of learning partnerships Measure what matters

Feed Back Questions

Further Information Adil Yilmaz Membership & Accreditation Coordinator E: Ayilmaz@cibse. org T: 020 8772 3604 CIBSE Membership Team E: membership@cibse. org T: 020 8772 3650 www. engc. org. uk

What makes a good Mentor-Trainee relationship?

4 basic fundamentals 1. The Trainees desire to be mentored 2. The Mentors desire to Mentor 3. Matching Process 4. Working Relationship

The Trainee • Need to want to be mentored • What do they want from the relationship • What do they need from the relationship • What level are they working towards • Do they need pushing or are they self-driven • Personality

The Mentor • Do they want to Mentor, do they have a Commitment to your scheme • Do they have time to Mentor • Personality • Job role • Ability to influence trainee line manager • Understanding of CIBSE requirements and a full understanding of your scheme

Matching Process • Mentor/Trainee locations • Maximise face to face meetings • Personality Matching • Mentor knowledge of CIBSE Scheme relevant to Trainee • Do not impress the relationship – options on matching ideal • Mentoring agreement • Line managers as mentors?

Working Relationship • Either party can terminate the relationship at any time • Open, honest and respectful relationship • Face to face meetings • Regular • Planned/Agenda • Avoid going off track • Recorded • Deal with issues early • Feedback to scheme manager is essential

Dealing with issues • The trainee needs to lead the relationship • When does a mentor pull? • Motivation for trainees • Career Progression • Ease of CIBSE applications • Financial rewards • Scheme Managers role in the relationship • When should you change a mentor

Summary • Clearly defined roles • Commitment and passion from both parties • Honesty • Not everyone wants a mentor (or to do the paperwork on the scheme) • Not everyone wants to mentor • Deadlines are required

Running a successful Training & Development scheme Andrew Pearson Bryden Wood

Agenda - Bryden Wood - Training Scheme Strategy - Bryden Wood Approach - Learning Environment & Opportunities - Apprentice Scheme

Bryden Wood Ian Pegrum Dale Perini Anthony Batey Andrew Pearson Board Director Training Scheme Sponsor Director Training Scheme Coordinator Associate Training Scheme Mentor Training Scheme Supervisor This is a Bryden Wood Scheme and is accredited with CIBSE. Not a CIBSE specific scheme. Therefore we can extend it to other disciplines and Barcelona.

Bryden Wood Current Scheme; 9 – Chartered Engineers 5 – Incorporated Engineers 3 – Engineering Technicians 2018 - Members Completed; 2 – Chartered Engineers 2 – Incorporated Engineers

Training Scheme Strategy

Bryden Wood Approach

Bryden Wood Approach

Bryden Wood Approach • Adapting and improving - Introduction of Excel-based spreadsheet - Bar charts for monitoring progress - Plan to upgrade bar chart monitoring

Bryden Wood Approach • Listening -Alongside mentor contact, regular 6 weekly group meetings with participants – allows dialogue about the scheme and forum to raise issues • Encouraging -Alongside mentor contact, Training Coordinator has regular one-to-one contact with participants - Sympathetic approach from scheme custodians

Bryden Wood Approach • Monitoring - All items and meetings are recorded - Recent Chartered Members become mentors - Mentor Training is available both within Bryden Wood and with CIBSE - All mentees issue diary invite to mentor and also copy in Anthony. This helps with busy engineers and also allows Anthony to help if the mentee is not getting the support they require

Bryden Wood Approach • Staff Feedback

Learning Environment & Opportunities • Internal CPD - Focused subject learning material - Learning with peers • Manufacturer Contact -Encouraging scheme participants to attend short courses provided by manufacturers -Arranging manufacturer factory visits for small groups of participants • Opportunities - Working with different teams - Exposure to different situations - Client meetings, site visits

Learning, Development & Opportunity • Applicants for CEng / IEng - Internal review by Bryden Wood chartered staff - Mock interviews • Subscription Fees paid by Bryden Wood

Apprentice Scheme • Linking with local Colleges and Universities - Normal interviews and employment Contracts - Funding from Employer Levy • Digital delivery, Building Services & Admin - Learning systems - Helping senior staff - CPD learning - Site visits

Thank you for Listening Any Questions?