How CIOB is reshaping the apprenticeship model

Apprenticeships continue to play a pivotal role in addressing skills gaps across the built environment sector, particularly as regulatory change has sharpened the focus on qualifications, assessment and demonstrable competence.

As the industry marks National Apprenticeship Week 2026 (9-15 February), the Chartered Institute of Building (CIOB) is taking the opportunity to underline not just the value of apprenticeships for new entrants, but their growing importance for experienced workers who need formal recognition of longstanding skills.

“Ultimately, apprenticeships are an amazing opportunity for individuals to gain experience, a qualification and get paid in their job role,” Steve Conopo, CIOB’s head of apprenticeships, explains. 

Within construction, this is particularly significant for experienced workers who entered the industry decades ago, often without formal qualifications.

“There are a number of mature apprentices who haven’t actually achieved any credible qualifications throughout their career, but they have a lot of solid experience,” Conopo says. “The industry has changed considerably in recent years. Now, with the Building Safety Act, formal qualifications and competencies are critical.”

That shift has left some experienced workers vulnerable. “Those individuals now are quite nervous and panicky because they haven’t got any official qualifications to prove that they can do the job,” Conopo explains. He adds that they can “really struggle to get employed” if, for example, they are made redundant.

Apprenticeships offer a route forward, without forcing people out of paid work. “Often, their circumstances mean they can’t go back to full-time education, because that would mean they wouldn’t have any income,” Conopo says. “But as well as the benefits for the individual, apprenticeships also give the employer a great opportunity to use their levy to fund their existing staff and put them onto an apprenticeship.”

A key element of making apprenticeships viable for experienced workers is the proper recognition of prior learning and experience. “All training providers should do a thorough RPL [recognition of prior learning and experience] to ensure that these individuals aren’t too experienced before they start their apprenticeship,” Conopo says.

That process should shape both funding and delivery. “Prior learning experience should be reflected by a reduction in the funding from the Department for Education, but it should also reduce the duration and the amount of training delivered to that learner so there’s not repeated learning.”

Crucially, Conopo believes apprenticeships should not focus solely on younger entrants. “Someone who’s more mature is likely to stay the distance because they’ve made that life-changing decision and they know that construction is for them,” he explains. “It’s really important that experienced workers are not forgotten.”

While the apprenticeship system is working well in principle, Conopo raises concerns about ongoing assessment reform. “The government is exploring reforms around how apprenticeships are assessed, and it’s causing some real pinch points,” he says.

Of particular concern is the growing reliance on qualifications as proxies for competence. “Competencies aren’t assessed by qualifications because generally, they’re simulated or hypothetical,” he explains.

Recently, industry leaders have voiced fears that changes to the apprenticeship system could weaken skills development, productivity and safety. 

Under the proposals, the use of ‘sampling’ within a competence-based assessment would move away from the current approach where apprentices are required to demonstrate they can meet all knowledge, skills and behaviour criteria. Each assessment organisation would be asked to select a smaller sample of criteria to assess and use that to determine an apprentice’s overall competence.

Degree apprenticeships can present additional risk. “Under the proposed changes, an apprentice could achieve a degree apprenticeship without having any proper competence-based assessment,” Conopo warns. “That’s a high risk for the industry.”

CIOB has welcomed a pause in the government’s construction standards reform, but it remains cautious. 

“There’s a sense that assessment is being diluted slightly so achievements are accelerated and more people are qualified more quickly,” Conopo says. “But the ramifications of that are concerning. We need to make sure that every apprentice is fully competent.”

Against this backdrop, CIOB has positioned itself as both a professional body and an apprenticeship provider focused on standards and competence.

“We offer equivalent qualifications,” Conopo explains, noting CIOB’s Ofqual-regulated alternatives to traditional routes. “The advantage we have is that we write the assessment specification, which is based around inclusion. We can effectively allow our apprentices to choose how they want to present their evidence for assessment.”

That flexibility allows apprentices to demonstrate competence in ways that reflect real work. “They can present it as a professional discussion, a written report, photographs or videos,” he says. “They also provide evidence based on things they’ve done in the workplace.”

CIOB is now expanding its offer further. “In September, we’re launching a new degree, which will allow us to offer a degree apprenticeship with a BSc,” Conopo confirms.

With experienced workers in mind, delivery of the course is designed to fit working lives. “Our model is delivered totally remotely. It allows a lot more flexibility for those apprentices.”

One of CIOB’s distinguishing features is its direct link between apprenticeships and professional membership. “At the end of the apprenticeship, the apprentice automatically qualifies for professional body membership as well,” Conopo explains.

Unlike some professional bodies, CIOB does not require additional assessment. “You’ve already shown your competencies over the course of the apprenticeship, so welcome aboard,” he says. “If someone’s ready and they’re competent, then they should be able to have that credibility of membership.”

That recognition is not just beneficial to employees, Conopo adds. “Becoming MCIOB or Tech CIOB adds extra credibility to the individual and the employer as well. 

“When they’re trying to win contracts, for example, they can demonstrate competence because they’ve got professional body members as part of their team.”

For employers considering apprenticeships, Conopo’s advice is clear: “Explore different training providers and do your research.

“Set up some meetings with them and ask questions. Maybe pilot a few apprentices with a new training provider, if you think they can better meet your requirements. 

“Don’t always go with what you already know and get the results you’ve always got.”

He also urges employers to be more vocal in shaping reform. “Get more involved by having a voice,” he says. “Apprenticeship reform is supposed to put more control into the hands of employers.”

As the industry grapples with skills shortages, regulatory change and workforce renewal, CIOB’s message is consistent: apprenticeships must remain rigorous, competence-led and aligned to real job roles – not just fast routes to qualifications.