While the latest reports show a huge increase in activity at all levels year on year, the target of 500,000 deep retrofits based on current performance seems an impossible target. While grant aid is significant, the capital cost of the overall project leaves an additional funding requirement for most average families that is well beyond their means. This, coupled with the need in most cases to vacate the dwelling for the duration of the work, means that, even for committed and environmentally aware families, this work is not a runner.
In tandem with this, the SEAI should work on restoring its goodwill with the thousands of contractors that they are depending on to carry out this work. This relationship has been badly eroded, if not completely lost, over the past few years, with large numbers of reputable tradesmen and small contractors actively opting to avoid SEAI-aided contracts in a buoyant market that allows them to do so.
Proposed measures like increasing stamp duty on the sale of buildings rated below the required B2 level are further examples of the “gloved fist” approach, an unwelcome development that will impact those who can least afford it, while depressing sales of their properties. Incentivising sales with an immediate upgrade of these homes may yield better results.
Apprenticeship schemes
The apprenticeship schemes have been in the news recently with the call for increased pay and conditions for all apprentices, particularly first years.
The basic requirement is that the apprentice goes out and finds an employer or “master” to train them. This makes it very difficult for many interested individuals to get into a trade, as they simply don’t know where to look.
From the employer’s point of view, many sole traders are loath to take on a trainee, as they feel that they are training their own opposition for ten years down the road. From a training point of view, all apprentices receive the same off-the-job training, but the practical aspects of the apprenticeship may be limited if the employer specialises in a certain type of work or niche area.
Would it not be better to change the whole system and let the training provider (in this case, SOLAS, the state agency that oversees further education and training in Ireland) employ the trainees and recruit them through the Central Applications Office (CAO) or a similar system, giving the trades wider appeal and improved accessibility? The employers could then register with SOLAS and receive apprentices for blocks of work experience. The duration would depend on the variety of work available, and the employer would pay the apprentices in the normal way.
Currently, apprentices receive good all-round training to QQI level 6, which is of a higher standard than many other countries. Despite the pressure to do so, the ever-increasing complexity and regulation of our trades make it essential that training and qualification should not be diluted in any way.
Those who are looking for an increase in pay or allowance may not be aware that all payments to apprentices are considered training allowances rather than pay and are based on a long-standing formula as a percentage of the craft rate. The argument that the first-year allowance is below the minimum wage is fair on its own, but maybe not when taking into consideration that, if the career path takes the apprentice to college, in general, there are no allowances available either, and they must also think of the large course fees.
Shaky start for SEI
In the gas industry, things are still up in the air. The new RGII scheme provider SEI, a division of SGS, has got off to a very shaky start, creating huge unease and unrest among gas installers. There have been difficulties in all areas of interaction with the new company, not least in making contact by phone or email and obtaining certificates.
The fact there is an uplift in all costs and fees certainly did not improve the mood of the members. The operation of the scheme has changed from a “not for profit model” to a “for profit” one this time, and it remains to be seen how this will pan out over the next few years.
Many of the staff previously employed by RGII have transferred to the new company, and they tell us that they are working hard to address the issues and that everything should be up to speed soon. We hope that they are right. While we wish them luck with the new venture, we need to ensure that any changes or upgrades are implemented for the benefit of the registered installers and for the safety of householders.
Following the success of the well-attended webinars over the past few weeks, we intend to continue both online training and information evenings on a regular basis. Watch out for details on Facebook. If you have a particular topic that you would like covered, please let us know.
The APHCI Team.
