HIGHLIGHTS CLOSING THE ACCREDITATION GAP INSPECTION AND TESTING IN GLASSFIBRE CONCRETE ENSURING ROBUST TIMING FOR THE FUTURE SUMMER 2023 CONTENTS Page 2 – Editor’s Note Page 4 – News Page 8 – Hunting for unicorns – closing the skills gap in accreditation By Nick Rushfirth, UKAS Page 10 – UK officially signs biggest trade deal since Brexit By Samantha Izod, CPTPP Page 12 – Importance of inspection and testing in the glassfibre rein- forced concrete (GRC) industry By Bob Faulding, PBS Synergies Group Page 15 – Why we need an industrial strategy By Celia Charlwood, Make UK Page 16 – Ensuring robust timing for the future By NPL Page 18 – Flow test standard for light duty vehicle hydrogen refuelling stations By Dr Carl Wordsworth Welcome to the latest issue of the BMTA newsletter. In this edition, we’re looking ahead to what the CPTPP agreement means for UK manufacturers and how the Government hopes to support British businesses in seizing the opportunities created. We’re also revisiting the perennial issues of the industry skills gap, a topic so timeless it’s worth investigating regularly. And, talking of timelessness, we hear from the NPL about how its National Timing Centre (NTC) programme is developing an alternative, potentially primary solution for future timing. If you would like to contribute to the next issue of the BMTA Newsletter please contact editor.bmta@abacus-comms.co.uk with a brief synopsis. Equally, should your business produce any information, white papers or interviews that you would like to share, please submit this to enquiries@ bmta.co.uk. To subscribe to the newsletter visit: www.bmta.co.uk. EDITOR’S NOTE Welcome to the Summer issue of the BMTA Newsletter BMTA - the voice of measurement and testing BMTA was created in 1990 in response to the need for an independent ‘lobby’ for the private sector to speak with one voice to Government, UKAS, BSI and other official bodies on issues affecting the whole measurement, testing and calibration community. We encourage you to make your views known in the standards making process though your contribution to newsletters, participation in BMTA activities and membership of relevant BMTA and standards-making committees.MEET OUR NEWSLETTER CONTRIBUTORS Nick RushfirthBob FauldingCelia Charlwood Dr Carl WordsworthSamantha Izod Nick Rushfirth is talent acquisition manager at UKAS Bob Faulding is founder and owner of PBS Synergies Group Celia Charlwood is head of government affairs at Make UK Contribute to our next newsletter We encourage our readers to send in thought leadership articles and opinion pieces on a wide range of technical, operational and commercial issues impacting any aspect of the UK measure- ment and testing industry. To provide the best possible cov- erage for you within the newsletter we ask that alongside the article that you provide a 50-100 word synopsis which we can use to highlight the article before publication via news feeds and the BMTA website. Feature articles are usually be- tween a half A4 page and two A4 pages of text in length. In addition to this we would ask that you provide supporting images, at print ready resolution, together with a photo and short biography of the author. If you would like to contribute, please email Hazel Davis at editor@bmta.co.uk Dr Carl Wordsworth is head of water sector at TUV SUD National Engineering Laboratory Samantha Izod is CPTPP stakeholder engagement lead | TransPacific Negotiations and Policy Directorate NEWS 4 BMTA TIC Council/EURACTIV hybrid conference – EU’s directive on corporate sustainability due diligence – striking the right balance for business, consumers and investors? A TIC Council/EURACTIV hybrid conference will take place in September in Brussels (and online) to discuss the implications of the new corporate sustainability due diligence directive. In 2022, the European Commission put forward a proposal for a directive on corporate sustainability due diligence, aimed at creating more responsible corporate behaviour throughout global value chains. The Commission argues that these new rules will bring certainty and a level playing field for the business sector, while there will be more transparency for consumers and investors. The proposed directive aims to establish a mandatory due diligence framework for EU-based companies and their supply chains to identify, prevent, and mitigate adverse human rights, environmental impacts. The directive is expected to cover a wide range of issues. However, there are ongoing discussions about what should be covered in the directive, the size requirements of the companies that should be included and the impact it can have on SMEs. The conference will address questions such as how can clear standards help collect the most relevant data from companies and how can harmonious processes be enforced between different member states? For more information on the conference, visit the website or contact entivi@tic-council.orgday-2023 about what should be covered in the directive, the size requirements of the companies that should be included and the impact it can have on SMEs. The conference will address questions such as how can clear standards help collect the most relevant data from companies NEWS BMTA 5 National Manufacturing Day 2023 On 28 September manufacturers across the UK will be opening the doors to their factories and sites. National Manufacturing Day is an opportunity for manufacturers to showcase the range of highly skilled and well-paid jobs they have on offer. During the day, local communities will be able to see the potential careers and jobs on offer within the manufacturing sector, particularly sub-sectors including automotive, food and drink, aerospace, defence, chemical and pharma. Make UK is working with government on the event and details of the companies taking part in National Manufacturing Day will be circulated to every job centre and school across the UK. To get involved, contact nmd@makeuk.org or visit www.makeuk.org/news-and-events/events/national- Metrology Trailblazer Group kicks off - review of metrology apprenticeships The Metrology Trailblazer Group has started its activities with a discussion of metrology apprenticeship standards. In a meeting at the end of June, the group discussed the metrology apprenticeship standards review and mooted the idea of a working group. The present apprenticeship standards were drafted some time ago and while standards are more detailed now they also include duties as well as knowledge, skills and behaviours. There is still some thinking that the current metrology apprenticeship route could be offputting for those involved in industrial metrology. As an active member of the Metrology Trailblazer Group, BMTA would love to hear the views of all those working in industrial metrology, to ensure that the new standard is relevant to their requirements. It is likely to take around 12 months to complete the review and work through the IfATE approvals process. NEWS 6 BMTA UKAS accreditation for Kiwa Electrical Compliance Electrical safety testing firm Kiwa Electrical Compliance is now UKAS ISO 17025 accredited to safety assess measurement, control, and laboratory equipment to EN/IEC 61010-1 and audio/video and information and communication technology equipment to EN/IEC 62368-1. Compliance with the Low Voltage Directive and Electrical Equipment Safety Regulations is required for CE and UKCA marking of mains powered products sold within the UK and Europe. Evidence of safety or CB testing is often a prerequisite for accessing international markets. Kiwa Electrical Compliance, which is based in Wales, is recognised under the CB Scheme as a Certification Body Test Laboratory (CBTL), providing safety testing of laboratory and information technology equipment, as well as domestic and commercial appliances, including but not limited to, pumps, fans, clippers and heaters. “Our widened scope means that we are now fully accredited to assess measurement, control, laboratory, audio/video and information and communication technology equipment to the latest standards, offering our clients UKAS/ILAC accredited test reports that are widely accepted around the world,” said Leigh Picton, laboratory manager, KEC Wales, “We have some exciting plans for our laboratories in Blackwood and Brentwood and this achievement is a great start in our quest.” Increasing girls’ aspirations for engineering Engineering UK has published a new report on increasing girls’ aspirations for careers in engineering. Rapid Evidence Review – interventions to increase girls’ aspirations for engineering and technology careers brings together the available evidence on interventions that aim to increase girls’ aspirations for engineering and technology careers. It aims to inform programme design and delivery for STEM engagement practitioners and funders, and to highlight gaps where more evidence is needed. The report finds that, despite some improvements, women are still significantly underrepresented in engineering and technology, comprising just 16.5% of the engineering workforce, compared with 47.7% of the overall workforce. Providing high-quality impactful STEM outreach activities for girls is a vital part of addressing this. The report considers five main sections including activities for primary school students, programmes designed specifically for girls, role models and mentors, links to higher education and careers and summer camps. Read the full report here. NEWS BMTA 7 European Conference on Non- Destructive Testing (ECNDT) The European Conference on Non-Destructive Testing (ECNDT) took place from 3-7 July in Lisbon, Portugal. This conference is a major international event for the European Federation of Non-Destructive Testing, its member societies and stakeholders. This year’s conference placed particular focus on the technical and scientific aspects of non-destructive testing (NDT) and featured the most recent advancements in research and development, as well as the application of NDT in various industrial sectors. Opening highlights included a speech from TIC council general director Hanane Taidi on global trends and developments in the TIC sector and Professor Telmo G Santos from the Nova School of Science and Technology and chair of the ECNDT scientific committee. Other sessions included numerical simulation, modelling and data processing, materials characterisation and ultrasound phased arrays, as well as a look at NDT education around the world. An exhibition showcasing the equipment and instruments used by the industry took place alongside the conference and there was a launch of a new journal, the Research and Review Journal for Nondestructive Testing (ReJNDT), in which selected papers from the conference will be published. New BSI guidance on safe and secure use of crop robots in farming A code of practice designed to help farmers operate more sustainably, address labour shortages and respond to global demand for more intensive crop management has been published by BSI. Use of autonomous mobile machinery in agriculture and horticulture – Code of practice (BS 8646:2023) provides guidance around the safety and risk management processes that can be applied to farming operations, information on instructions and training for safe operation and maintenance of AMM and advice on farm planning, including hazard controls and emergency preparedness. The report comes in the wake of a global drive towards uptake of autonomous mobile machinery (AMM) in agriculture and horticulture to support labour shortages and a need for more intensive crop management. Data analytics solutions, such as sensing the moisture level of soil, are increasing crop precision and accuracy, while robotics technology is already being used in tasks such as fruit picking. Earlier this year, the UK Government pledged £168m to help encourage the development of new technology and innovative ways of farming. Though the benefits are huge, AMM carries risks and the new standard provides best practice guidance on their introduction and safer use, while encouraging wider adoption of AMM, particularly among smaller enterprises. “Using IT including robotics has the potential to accelerate progress towards a sustainable world while delivering higher, more profitable growth and improved food quality,” said Sebastiaan Van Dort, associate director, sustainability and energy at BSI, “This new code of practice can facilitate the development of the AMM manufacturing sector, helping to protect the future of farming and benefit us all.” For more information, or to download the standard please visit BSI Knowledge.FEATURE 8 BMTA Hunting for unicorns – closing the skills gap in accreditation Nick Rushfirth, UKAS As the accredited testing, inspection and certification (TIC) industry continues to grow and evolve in response to a changing world of standards, regulations and legislation, the need to recruit and retain the right talent is paramount. The industry needs individuals with specialist skills and expertise who also have well-rounded knowledge and take an innovative approach. Here we take a look at the main hiring issues facing the TIC industry: The level playing field What would motivate a candidate to join your company? When you deliver the same testing or certification service as your closest competitor, you need to understand the main drivers. Salary will always be key. We don’t like to think that it is always the main motivator, but most people would not move roles for a lesser basic salary. As the cost-of-living continues to rise, compensation is more important than ever. With most TIC companies offering a strong wider package, it’s something that all job seekers will consider when looking for a new role. Work-life balance is also high on candidates’ priorities. They want to know what the employer’s expectations of them will be from the outset so they can decide if the role is right for them and if they will be able to meet their commitments outside of work. The main reason people resign in the first six months is because they under-estimated or were misled about the conditions of the role at interview stage. “Mis-hires are more costly than an open vacancy in the long run” Potential employees want to know what career path awaits them within their new organisation. Most workers are not looking for a promotion every two years; but they are looking for a clear pathway to continue their professional development, either through progression or by gaining additional skills or qualifications. The systems we use are critical when it comes to the retention of our existing employees. If our systems or reporting software is dated and cumbersome and takes up valuable time, employees may not feel that they are making the best use of their technical skills. Particularly if they have used better systems elsewhere. Similarly, changes in policies, travel requirements or the wider package can have more of an impact than you may think on existing employees. In 2016, an auditor for a global certification body approached me looking for a new role. After looking past his excuse of “I’m just looking for a new challenge” (no one ever leaves a job to look for a new challenge by the way), it transpired that his lunch allowance was reduced by the princely sum of £4 and this was enough motivation for him to explore the jobs market. An extreme example perhaps, but a reminder that when your competitor is offering the same role with a salary uplift, sometimes the smallest prompt is all that is needed. Skills shortage As the market becomes ever more dominated by large, multinational corporations on the Mergers and Acquisitions trail, we have found that talent within these organisations often have less well-rounded technical experience. Through no fault of their own, employees often have very specific responsibilities with limited experience of other departments and duties compared to someone working for a smaller business who develops wider technical and practical skills. As comprehensively covered in an article by Lauren Wakeling in the Spring 2023 newsletter, the lack of new STEM (Science, FEATURE BMTA 9 Technology, Engineering and Maths) skills coming through from education is a real concern when it comes to filling future technical roles, from entry level right up to leadership positions. Employees being siloed and staying focused on very specific technical areas can only compound this. Attracting the right(ish) people When recruiting, we are often hunting for unicorns. The candidates that meet every single requirement on the job specification, have twenty years of practical experience, live locally, will accept a market average offer and can start yesterday simply don’t exist. If they do, please get in touch as I would love to speak to them. But if we can’t find this ideal candidate, what do we look for in a hire? Someone who has a solid foundation to build on, be this experience in industry, working for a competitor or even a real passion and desire to work in the TIC space. We need to ensure that our recruitment process doesn’t just consist of a competency-based interview, with questions getting fired at the applicant. Instead it should be a forum for us to understand what they are looking for, how trainable they are and which other areas of our business they could develop in with the right mentoring and training support. What can TIC companies do to improve recruitment and retention? →Shut the back door – Do what you can to keep your employees. Key factors for retention include a good culture, salary reviews, continuous development opportunities and the chance to work with the best clients. The easiest recruitment is no recruitment. →Work with a small number of trusted talent partners - Recruitment is a full-time job so, if you have the resources, consider employing an internal talent manager who can not only fill active roles, but also develop a pipeline of talent for future hires. If not, try to use a small number of specialist agencies to ensure that the message going out to the market via a recruiter is ‘on brand’ - the application process starts from the very first contact. →Be open minded when recruiting and interviewing – Interviews are an inorganic situation and many people on both sides of the table are uncomfortable at the prospect. Be aware that some people may be the best technical mind in their field but can clam up under the pressure of an interview panel. Try to make every interview a two-way conversation, covering technical areas, but also trying to gain an understanding of the person sat in front of you and their ambitions. →Invest in training and development – employees who feel that they are gaining something outside of their core salary and benefits are much more likely to stay. If you sponsor or support an employee through industry qualifications, you are highly likely to retain that person. In summary, recruitment of talent is tough and is made tougher when we sell the same services as our competitors. However, if you have a passion for developing the best people and providing them with well remunerated and rewarding roles, you will always have people who want to join you on your TIC journey. Next >