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Apprenticeships

In recognition of the need to give something back to the industry and of the growing skills shortage within the construction industry, Rydon has, for many years, sponsored apprentices through development programmes in conjunction with our supply chain partners.

Working with the C.I.T.B, our established supply chain partners and applicants who contact us directly, we select young people with a clear vocation and determination to qualify in their selected trade. We then support them and encourage them to complete an NVQ2 qualification over 3 years, providing them with day release as required for their college work.

Most of our apprentices have been carpenters and bricklayers but, more recently, we have also apprenticed plumbers, painters and a wall-tiler.

The costs of these apprentices are shared between Rydon and the subcontractors, providing a mutual benefit to both and a career path for the individuals involved.

Management Trainees

Rydon has historically taken on a number of management trainees each year, particularly within surveying and construction management. The objective of the trainee programme has been to:

• Encourage talented people to join the industry
• Create employment in the local area
• Identify and develop people to be our managers of the future

The Management Trainee scheme works on a day-release basis, encouraging participants to follow either BTEC, ONC, HNC or degree courses. All fees are paid by Rydon and full time on the job training is given outside college time.

Candidates may be school leavers at GCSE or 'A' level stage. The company has also accepted students with non-related degrees who have shown aptitude and desire to learn and grow. They have been given in-house training and exposure to all aspects of the build process.

Personnel Development

The company runs a performance appraisal system that aims to be constructive and transparent, setting out mutually agreed performance objectives and identifying individual training requirements.

From these we have created a training matrix which allows the training needs of all employees to be tabulated and co-ordinated into a company training plan. The plan deals with both hard and soft issues and seeks to deliver those needs over an agreed period and within reasonable and acceptable budgets.

Coaching & Mentoring

An important part of development of staff involves both coaching and mentoring. This is where we aim to utilise the skills of our more experienced staff to develop others to grow into more responsible roles.

We also seek to identify the high fliers who will, through succession planning, be our senior managers of the future. This career development is provided through both training and mentoring, ensuring that employees understand and commit to the company Vision and learn to develop an empathy with our clients which will further our success within the industry.

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