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November 20, 2024
As infrastructure and technology experts, we're always keen to share exciting developments in major engineering projects. The Long Bridge project between Washington and Arlington represents one of the most significant rail infrastructure developments in recent US history - and it's now officially underway. A Century of Service The existing Long Bridge has served the region for over 100 years, carrying both freight and passenger trains across the Potomac River. However, with approximately 6 million passengers relying on this crucial connection annually, the need for expansion has become increasingly pressing. The Project at a Glance The new Long Bridge development, with its $2 billion investment, will effectively double the rail capacity across the Potomac. This isn't just about replacing ageing infrastructure - it's about creating a robust foundation for future growth in regional rail services. Key features include: Additional tracks to separate freight and passenger services Improved reliability for Amtrak and Virginia Railway Express services Enhanced capacity for future service expansion Modern design incorporating latest engineering standards Funding and Future Outlook The project secured $729 million through the 2021 infrastructure law, demonstrating strong governmental commitment to rail infrastructure improvement. While recent political developments, including Trump's election, have raised questions about federal infrastructure spending, there are several compelling reasons for optimism: The project is already underway with secured funding It enjoys strong bipartisan support, particularly from rail advocates in Congress Projects at advanced stages typically maintain momentum, as seen with similar developments like Baltimore's tunnel replacement Key supporters like Republican senator Roger Wicker continue to champion rail infrastructure The project's economic benefits, including job creation and improved regional connectivity, align with various political priorities Wider Context The Long Bridge project isn't occurring in isolation. It's part of a broader push to modernise American transport infrastructure, alongside developments like New York's Second Avenue subway expansion. These projects reflect a growing recognition of the need for robust public transport systems in major urban centres. Our Role We at Deploy understand the crucial importance of projects like the Long Bridge. We're proud to be a trusted delivery partner for some of the highest-profile projects across rail and infrastructure, connecting niche, skilled talent with the organisations driving these transformative projects forward. Get in touch to discuss how we can help you.
November 13, 2024
As Network Rail embarks on its ambitious Control Period 7 (CP7) journey from 2024 to 2029, the £45 billion investment programme presents both exciting opportunities and significant challenges for the rail recruitment sector. At Mane, we're closely monitoring these developments to ensure we can support both our clients and candidates in navigating this transformative period in British railway history. Understanding the Scale of CP7 The scope of CP7 is truly remarkable, encompassing comprehensive improvements across Britain's railway infrastructure. With major projects planned in both the Southern region and Scotland, alongside nationwide initiatives, the demand for skilled professionals is set to surge across multiple disciplines. Key Areas Driving Recruitment Demand Digital Transformation The emphasis on digital signalling upgrades and modern technology implementation will create substantial demand for: Systems engineers Digital technology specialists Signalling design engineers Data analysts Sustainability Focus With Network Rail targeting a 20.5% reduction in carbon emissions, we're seeing increased requirements for: Environmental sustainability experts Electrification specialists Clean energy consultants Environmental impact assessors Infrastructure Resilience The £2.8 billion allocation for resilience and maintenance activities will require: Civil engineers Structural specialists Geotechnical engineers Project managers with experience in climate adaptation Regional Opportunities Southern Region The Southern region's focus on major station improvements and digital upgrades is creating particular demand for: Station development specialists Passenger flow consultants Digital infrastructure experts Construction project managers Scotland's Railway The emphasis on rural connectivity and decarbonisation in Scotland is driving requirements for: Rural infrastructure specialists Electrification engineers Community engagement professionals Environmental impact specialists Skills Gap Challenges The scale of CP7 investment brings into sharp focus the existing skills gaps within Britain's rail sector. The industry faces several critical challenges, including an ageing workforce approaching retirement, increased competition for engineering talent from other infrastructure sectors, and the rapid evolution of technical requirements, particularly in digital systems. The push for new green technologies and sustainable solutions has also created additional pressure on the talent pool, as these specialised skills are in high demand across all infrastructure sectors. Traditional rail engineering expertise must now be complemented by digital capabilities, environmental knowledge, and modern project management methodologies. Furthermore, the industry needs to attract a more diverse workforce to bring fresh perspectives and innovation to these challenges, particularly as it embraces new technologies and ways of working. Looking Ahead The transformation of Network Rail into Great British Railways during CP7 adds another layer of complexity to the recruitment landscape. This institutional change, combined with the ambitious delivery targets, means that flexible and innovative recruitment strategies will be essential. Our Commitment As we progress through CP7, Mane remains committed to supporting both clients and candidates in meeting the challenges and opportunities ahead. Our deep understanding of the rail sector, combined with our extensive candidate network, positions us perfectly to support the delivery of these ambitious plans. Whether you're an organisation looking to build your CP7 delivery team or a professional seeking to be part of this exciting period in British railway history, we're here to help shape the future of Britain's railways. For more information about CP7 opportunities or to discuss your recruitment needs, contact our specialist rail team today.
A machine is working on a motherboard in a factory.
August 12, 2024
With a new government in, there's a golden opportunity to rethink and replan for the long-term future. A major priority should be crafting a workforce strategy that ensures the UK can effectively address its infrastructure, digitalisation, and decarbonisation goals. From now until 2030, engineering and technology roles are projected to expand across all UK regions at a faster rate than any other job sector. These skills are essential not only for creative digital industries and big data but also for advanced manufacturing and transport. Need for Growth in 'Green' Engineering Positions The need for growth in 'green' engineering positions cannot be underestimated. Last year, the Climate Change Committee estimated that the transition to net zero would require up to 725,000 new roles. This includes specific figures like 100,000 jobs in onshore and offshore wind and 50,000 positions for heat pumps. The challenge is already apparent. Engineering and technology roles make up 19% of the UK workforce, yet account for 25% of job advertisements. Businesses are struggling to fill these vacancies, highlighting a significant skills gap that needs urgent attention. The pressure on the engineering sector is visible. In response, numerous government and industry task forces have emerged. While these groups address various aspects of the skills shortage, their efforts have been somewhat fragmented, with overlapping solutions and inconsistent approaches. Addressing the Issue Through Strategy To effectively address this issue, a cohesive and strategic approach is necessary. The government must take the first 100 days in office to step back and develop a comprehensive National Engineering & Technology Workforce Strategy. This strategy should promote collaboration across departments, be rooted in long-term industrial planning, and include sustainable funding from the Treasury. It must also align with Home Office immigration policies and work closely with the Department for Education. This strategy should be centrally managed, potentially by the Cabinet Office or Treasury, to streamline the work of existing taskforces, prioritise efforts, and foster collaboration across various departments. This unified approach would help eliminate inefficiencies and prevent different sectors from competing for the same talent. The strategy should also underpin a robust STEM education and skills plan. This plan needs to focus on increasing and sustaining apprenticeships, particularly for young people, committing to T Levels, providing comprehensive career advice for all students, and addressing the shortage of STEM teachers. Restoring funding for science professional development (CPD) would also be a key step, as it has been shown to improve teacher retention and recruitment. Attracting New Talent to the Engineering Industry A recent study by The Engineering Construction Industry Training Board forecasts that by 2026, 91,000 engineers, nearly 20% of the current UK engineering workforce, will retire, along with 29,000 technicians, or 18% of the technician workforce. The impending retirement of these experienced professionals underscores the urgent need to prepare the next generation of engineers. The current approach to recruitment and training must shift to ensure that new engineers can benefit from the wisdom and experience of their predecessors. Apprenticeships, while not an immediate fix, are a long-term solution to the skills shortage. These programs, which can last up to 42 months, provide new engineers with invaluable hands-on experience and knowledge transfer from seasoned professionals. Businesses need to plan to ensure their apprenticeship schemes are in place well before they face staffing gaps. This foresight will help in training apprentices effectively and ensuring they are ready to step into roles as experienced engineers retire. In a rapidly evolving technological landscape, the demand for skilled engineers is ever-increasing. Establishing a continuous pipeline of new talent is crucial for maintaining a steady flow of skilled professionals into the sector. Apprenticeships offer a practical solution by creating a pattern of recruitment that consistently introduces new, local talent into the workforce. Starting apprentices at an entry-level is cost-effective for businesses, as their wages grow with their skills and productivity. However, in regions with high living costs, like Oxfordshire, relocating skilled engineers can be challenging. Developing a long-term strategy to cultivate local talent through apprenticeships can help address this issue and build a sustainable workforce. Promoting STEM Careers Now is the time for the engineering sector to act. Significant progress has been made in promoting STEM careers and attracting young talent to engineering. With current government incentives, such as up to £3,000 for new apprentices, there has never been a better moment to start building a pipeline of skilled engineers. Take a moment to assess your workforce and anticipate potential skills shortages by 2026. If your business is likely to face a gap, it's crucial to start planning now. By investing in apprenticeships and developing a strategic workforce plan, you can safeguard against future shortages and ensure a steady flow of skilled, talented staff. Addressing the Skills Shortage To bridge the engineering skills gap, we must adopt a strategic, long-term approach. The new government should implement a National Engineering & Technology Workforce Strategy, promoting collaboration and sustainable planning. Enhancing STEM education, expanding apprenticeships, and addressing STEM teacher shortages are vital steps. With significant retirements looming, leveraging experienced engineers to mentor the next generation is crucial. Apprenticeships offer a sustainable solution by creating a steady talent pipeline. By acting now and investing in these strategies, we can ensure the engineering sector meets future demands and continues to drive growth and innovation. In summary, addressing the skills gap in engineering requires a strategic, long-term approach. By developing a cohesive National Engineering & Technology Workforce Strategy, enhancing STEM education, and building a robust pipeline of apprentices, we can tackle the shortage of skilled engineers and drive growth across the sector. The time to act is now, and with the right strategies in place, we can bridge the skills gap and secure a prosperous future for the engineering profession. The time to act is now. Get in touch with us today for more information and support in addressing the skills shortage.

Our accreditations and memberships include:

ISO 9001:2015 | ISO 14001:2015 | ISO 45001:2018 | RISQS (Verified and Audited) | The Recruitment and Employment Confederation (REC) | Supply Chain Sustainability School (Gold) | Construction line (Gold) | Builders Profile | RoSPA | The 5% Club | CIRAS | The Lighthouse Club Charity | The Recruitment Network (TRN) | Southern Shield

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