It’s National Apprenticeship Week, and at Assent, we want to highlight the impact apprenticeships have on the building control and fire safety industry; bridging the skills gap, ensuring regulatory competency, and developing the next generation of surveyors.
We recently sat down with Debbie Caldicott, Head of Learning & Development at Assent Group, to explore how structured training, mentorship, and professional development are shaping the next generation of building control surveyors. She also highlighted the evolving apprenticeship landscape, the importance of regulatory alignment, and Assent’s role in supporting apprentices’ long-term careers. Here’s what she had to say.
Can you tell us about your role as Head of L&D at Assent and what it involves?
My role at Assent Group is Head of Training and Development, which I started in late December 2024. The best part of my job is supporting colleagues’ development and helping them grow in their careers. I’ve joined Assent at an exciting time, as the industry navigates regulatory changes and the increasing requirement for competency assessments for Registered Building Inspectors.
As Head of Training and Development, I oversee all training initiatives within Assent and manage our external training offerings. My focus is on ensuring that our learning programmes align with both regulatory requirements and professional development goals.
How do you develop and structure apprenticeship programmes to ensure they provide real value to both the apprentices and the business?
Currently, I’m supporting our apprentice and trainee building control surveyors with internal training alongside their apprenticeships, giving them a broader understanding of the industry and helping them build meaningful careers. When structuring a training programme, it’s essential to tailor it to the group’s needs and define clear objectives. What do we want them to achieve by the end of the programme?
For our building control surveyors, we also have to align the training with regulatory requirements. The programme needs to be a mix of structured training, mentoring, and coaching to ensure apprentices get the best possible support. With this in mind, I always start by considering the end goal and then work backwards. Our programme is designed to support their apprenticeship learning, help them develop new skills, achieve RBI registration, and create a pathway for long-term success.
What are some of the biggest challenges in training apprentices in building control, and how do you address them?
Apprenticeships require significant time and commitment, and our apprentices are always eager to learn. The right training and support can make a huge difference in their progression. One of the biggest challenges is ensuring they receive relevant, hands-on experience.
Managers and leaders play a key role in this by providing apprentices with realistic on-the-job learning opportunities and responsibilities. This helps them develop essential skills such as communication, teamwork, and technical expertise. Mentorship is also crucial, having the right support from mentors, managers, and L&D professionals is fundamental to running a successful apprenticeship programme, developing meaningful careers, and retaining talent within the company.
How do you measure the success of apprenticeship programmes at Assent?
We measure success through continuous feedback, behaviour assessments, and individual evaluations of skills and knowledge. In the building control profession, the ultimate goal is for our surveyors to demonstrate competency in line with the RBI classification they aim to achieve.
We want to see our apprentices showcasing their knowledge, skills, behaviours, and experience in alignment with the Building Inspector Competency Framework (BiCoF) and company policies. By tracking their progress against these benchmarks, we ensure they are developing in a way that meets both regulatory and industry standards.
How do you ensure apprentices continue their professional development beyond their initial training?
I’m incredibly proud of our apprentices. They are a key part of how we grow and develop our people, as well as how the industry addresses the skills shortage. At Assent , we have a diverse range of expertise, covering everything from historical buildings to commercial construction.
Additionally, as part of the wider group, we benefit from the specialist knowledge of Xact and Clarke Banks, both renowned for their fire safety expertise. Xact even runs its own Fire Safety apprenticeship programme, further supporting skills development in this crucial area.
What trends are you seeing in the L&D landscape that could shape the future of apprenticeships in building control?
There have been recent government announcements regarding functional skills requirements, which may make apprenticeships more accessible to a wider talent pool. This could be a significant step forward in attracting new talent into the industry.
Another key trend is the growing recognition of the importance of professional skills—often referred to as “soft skills.” While technical training is essential, behaviours such as adaptability, communication, and a willingness to learn are equally crucial for long-term success. As the industry evolves, these skills will play an increasingly important role in apprenticeship development.
What advice would you give to other L&D professionals looking to enhance apprenticeship programmes in the industry?
One of the biggest lessons I’ve learned is the importance of balancing technical training with professional skills development. Apprenticeships require dedication, and the effort that individuals put into their training cannot be underestimated.
My advice to other L&D professionals would be to create programmes that not only meet regulatory requirements but also cultivate a supportive learning environment. Providing structured mentoring, practical on-the-job training, and opportunities for apprentices to develop their communication and leadership skills will help set them up for long-term success.
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