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  1. Industrial heat decarbonisation: what low carbon technology options have we got?

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    Author
    Andrew McGhee

    Principal Engineer at Reheat

    5 minute read

     

    The scale of heat decarbonisation required across Scottish industry to achieve net zero by 2045 is undoubtedly vast. The UK Government has stated its ambition to replace 50TWh of fossil fuels with low carbon alternatives by 2035 – primarily focusing on hydrogen, electrification, and bioenergy to achieve this goal. Scotland’s Energy Strategy outlines how it plans to improve industrial and commercial energy productivity by at least 30% by 2032, through a combination of fuel diversity, energy efficiency improvements and heat recovery.

    This is particularly challenging when we consider industrial heat, which has a reputation as being ‘hard to decarbonise because of the high temperatures required and variety of applications. Drying, washing, baking, distilling and chemical reactions are just some of the ways industrial heat is used, further complicated by other factors such as industrial sites being dispersed or clustered, with the latter being responsible for around 8% of the UK’s carbon emissions.

    In response, Government is putting its efforts into industrial decarbonisation by supporting low carbon energy generation – namely hydrogen, electrification, bioenergy, and efficiencies, including heat recovery and other approaches such as carbon capture and storage.

    To benchmark how far along UK industry is on its journey to decarbonisation, a MakeUK survey stated that 96% of UK manufacturing businesses are either ‘already decarbonising their operations or have plans to do so’, with 31% saying decarbonising their business is a high priority right now and a further 49% said it is a medium priority. Comparing government policy and a snapshot of how companies are progressing gives an interesting perspective into the realities of industrial heat decarbonisation.

    With applications such as process heat, steam, pressurised hot water, thermal oil, combined heat and power and space heating all traditionally generated using fossil fuels, Government has set out its stall for three primary low carbon energy generation and efficiency methods with which to reduce industrial CO2e emissions.

    Here we offer up some insights around each approach to industrial energy generation and efficiency, and we also give an extended view on bioenergy:

     

    Electrification and hydrogen

    Direct electrification of heat is an option which can be highly efficient. Technology such as direct electric process heaters or eboilers can be used across various industrial processes to heat liquids and gases. However, how this kind of technology contributes to decarbonisation would very much depend on how ‘clean’ the electricity is that they draw on and the robustness of the local grid.

    Renewable electrified heat technologies include heat pumps, which of themselves provide a range of options, be it air source, ground source or water source (including heat extracted from mine water which is location-specific but has big potential). Heat pumps have huge benefits in being a commercially ready technology and can offer a viable option for early fuel switching but are currently limited to relatively low temperature processes.

    It is also worth taking into consideration the current difficulties with grid connection in order to generate heat from electricity. There are many reports of sites and business suffering from grid constraints, leading to prohibitively expensive upgrade work and extended timelines for connection, so if the ambition is to electrify, then onsite generation may be the most appropriate solution.

    Hydrogen is a promising low carbon option for high temperature direct firing. High temperature hydrogen technologies are not yet commercially ready and require innovation and testing to bring them to maturity.

     

    Heat recovery and efficiency

    According to the MakeUK survey, for 74% of manufacturers, optimising energy efficiency is the main focus of decarbonisation. This makes complete sense as recovering energy that is being lost through industrial processes is a much smarter approach, especially when you consider that sectors such as steel and glass making reportedly waste over 50% of the heat they produce. As a result, there is scope to improve the efficiency of these heating processes. The use of heat recovery technologies can significantly reduce energy consumption, improve the efficiency of manufacturing processes and reduce waste.

    It’s also worth noting industrial funds that support heat efficiency decarbonisation. Scotland’s Industrial Energy Transition Fund (SIETF) provides grant funding aimed at businesses with high energy use to reduce costs and emissions through increased energy efficiency. Despite the latest round (Call 3) of the SIETF having closed to new applications, Reheat understands that the policy team at Scottish Government is reengaging with representatives of key energy-intensive industrial sectors and will consider an extension to SIETF in 2024.

     

    Bioenergy

    Last year, the UK Government published its latest Biomass Strategy, which supports its use across the UK economy, and reinforced its use in industrial decarbonisation. There is also renewed interest in biomass to be used in conjunction with Carbon Capture, Usage and Storage (CCUS) or Bioenergy with Carbon Capture and Storage (BECCS).

    In Scotland, the last issued action on bioenergy was the Bioenergy Update in March 2021 that promised a subsequent Bioenergy Action Plan in 2023, which has been delayed but Reheat understands it will be available inside the first half of 2024. The tone of the Bioenergy Update was positive around bioenergy in industrial applications, saying ‘as a renewable energy source, it helps by directly displacing oil, coal and natural gas use or by decarbonising the fuel source for the production of materials such as steel and cement,’ so, we will hope for a similarly supportive Action Plan.

    Bioenergy is indeed a big opportunity in decarbonising heavy industry, and options such as biomass, bio derived fuels (or synthetic fuels) and biogas all have industrial applications. This is in part due to its flexibility in switching from fossil fuels in order to meet industrial heat demands. Modern biomass systems and control systems can achieve the high temperatures and heat requirements for a range of industries, especially suitable for distilling processes that have notoriously high and variable demands for heat.

    Reheat has designed and installed biomass systems for distilleries ranging from 850kW to 3MW which are required for round-the-clock process steam operation, coping with rapid peaks and intermittent heat demand. This has been a hugely successful for our clients, showing key metrics such as system availability at 99.4%, which is vital when unplanned production downtime is so costly. For one of our clients, Nc’nean Organic Whisky Distillery, both their production and space heating is provided by the company’s biomass system, and they have built their (now global) brand on the premise of being truly sustainability throughout every aspect of the whisky’s production.

    Part of this includes the support we gave to Nc’nean about sourcing local, sustainable wood chip for their biomass boiler. This is a broader point in terms of biomass systems in Scotland, where there is large availability of sustainable wood fuel as a result of the country’s substantial forestry and timber processing supply chain. Biomass installations provide 70% of Scotland’s renewable heat, so utilising this for industrial decarbonisation makes sense when taking into account the local, rural economic impact of sustaining this domestic industry, as opposed to relying on carbon intensive imports. In fact, the value add of this industry is in the region of £1bn per year, with a workforce in excess of 25,000.

    When we consider that bioenergy is widely available, a technically proven alternative to fossil fuels in industrial applications and supports Scotland’s rural economy, it becomes a very compelling option that is hard to ignore in the race to achieve net zero. If your business is interested in exploring solutions such as bioenergy, heat recovery, efficiencies and funds to help deliver your industrial heat decarbonisation efforts, then I would be happy to discuss this further with you.

     

  2. Updates on First Aid Publications

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    HSE has recently revised two publications on first aid at work:

    1. First Aid at Work: Guidance on Regulations (L74)

    The third edition has been updated with minor amendments in 2024 to:

    • emphasise employers’ responsibilities to take account of employees’ mental health in their first-aid needs assessment;
    • change the term ‘catastrophic bleeding’ to ‘life-threatening bleeding’ with more guidance on what employers should do if they identify this as a risk in their workplace;
    • simplify guidance on first-aid training providers.

     

    2. Selecting a First Aid Training Provider: A Guide for Employers (GEIS3)

    This document was updated in 2024 to simplify what employers should consider when selecting a training provider.

     

    For additional advice, resources, and information, please visit the HSE website (First aid – HSE)

     

     

  3. Moffat Catering Equipment Member Networking and Best Practice Meeting

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    Moffat Catering Equipment

    Thursday 25 April 2024

    Join us on Thursday 25 April 10am – 1pm, for an opportunity to share common challenges, better understand how fellow member companies are continuously improving their business, hear more about Bonnybridge based manufacture Moffat Catering Equipment, one of the UK’s leading manufacturers of equipment for the education, healthcare, foodservice and retail sectors.

    Established in 1963, the company has gone from strength to strength and remains a privately owned ‘family business’. Using a combination of traditional sheetmetal skills, aligned with the latest in CNC / CAD bending, folding and laser cutting technologies, Moffat Catering Equipment manufacture and supply an extensive portfolio of products in just over 100,000 sq ft of manufacturing space. As a major local employer, the company employs 94 people, the majority of whom live within the surrounding area. Moffat Catering Equipment is very proud of its heritage and solid reputation within the market, its core values of quality, honesty and a desire for continuous improvement has formed the cornerstone of its success.

    Following the 2020 Covid pandemic, Moffat Catering Equipment has invested heavily in a new ERP system (Epicor), and in 2021 took the decision to invest a further £1.25 Million in a new, state of the art laser and material handling system (Bystronic), going live with the full system in August 2022. The business quickly saw a noticeable improvement in productivity, efficiency and staff morale. Epicor has become a part of everyday working life for all, and very much the heartbeat of the business.

    Moffat Catering Equipment would like to share with you the story of its ‘reset’ post-pandemic, the management of change through this period and the benefits and improvements it has experienced. There will also be an opportunity for a factory tour and a brief overview of its production process.

     

    Register your interest now

     

     

     

  4. Engineering Sector Round Table

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    Hosted by the office of General Officer Scotland and HRFCA

    Thursday 28 March 2024

    Highland Reserve Forces’ and Cadets’ Association is hosting an Engineering Sector round table at the Golden Jubilee Conference Centre. The event will be opened by General Officer Scotland Major General Robin Lindsay CBE followed by a highly-informative briefing from Commander Phil Burgess Royal Navy, who is the Senior Naval Officer HMS Glasgow. Roy McLellan and Ray Watt will then discuss the Armed Forces Covenant and how Veteran and Reservist transferable skills can benefit your workforce in the Engineering Sector.

    This is an opportunity to explore the development of the relationship between the Engineering Sector and Defence. This is seen as an opportunity to brief on the Defence Family (Soldiers, Sailors and Air personnel of both Regular and Reserve Forces, their families, the wounded injured and sick and the Cadet Force Adult volunteers). The pathways and skills that lead from a Defence career to an Engineering career beyond that and how that transition looks to the Veteran or Reservist.

     

    To register, email hi-eeao3@rfca.mod.uk

     

     

     

  5. Employment law update – Immigration Law Updates in 2024

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    Immigration law is frequently evolving and 2024 will see a significant number of changes we feel members should be aware of. The UK Government has recently set out its five-point plan for immigration, which, if implemented in full, will see a number of changes to various immigration routes in the coming year that could impact your organisation if hiring foreign workers.

    Skilled worker changes – salary increases and more

    One of the most notable to potentially impact your business are the changes scheduled to be made to the skilled worker route for spring 2024. The most significant change is the plan to increase the minimum general salary threshold for sponsored employment by nearly 50%, from £26,200 per annum to £38,700. It is important to note that there are some roles which will be exempted from the increase, including those on the health and care visas route, and workers in national pay scale occupations. This planned increase will come into force on 4 April 2024.

    Immigration minister, Tom Pursglove, made a statement on Thursday (14th March) which announced the removal of ‘The Shortage Occupation List,’ now being replaced by a new Immigration Salary List (ISL). The contents of the new list have been informed by a review carried out by the independent Migration Advisory Committee (MAC). The MAC will carry out a full review of the list later in 2024. As with the previous list, included occupations have a 20% discount to the general salary threshold (to £30,960 or £23,200, depending on whether they would otherwise be subject to the £38,700 or £29,000 threshold), but the previous 20% discount to the going rate requirement is being removed.

    The planned salary increase will not apply to care worker and senior care worker positions. However, the sector has not escaped its own changes as care workers and senior care workers will no longer be able to sponsor their dependants to join them in the UK. Employers will need to wait and see whether this change will impact on the numbers of migrants willing to relocate to the UK to fill these important and vital roles.

    Family migration – minimum income requirement increase

    Spring 2024 will see the increase in the minimum income requirement (MIR) for partner visas increase from £18,600 per annum to £29,000 on 11 April 2024. When first announced in early December 2023, the MIR was due to be increased to £38,700, in line with the new proposed salary threshold for skilled workers. The government has however rowed back on their original announcement and have said that the MIR for families will now be increased incrementally, rising to £29,000 on 11 April 2024, then increasing to £34,500, and then £38,700 at a later date (currently expected to be in early 2025).

    For those unable to meet the new £29K threshold for a family/partner visa, there could be some relief. Existing exceptional circumstances and the need to safeguard and promote the welfare of children will continue to apply. Those unable to meet the minimum income requirement may still be granted leave where:

    • There are insurmountable obstacles to family life with their partner continuing outside the UK
    • It would not be reasonable for their child to leave the UK
    • There are exceptional circumstances which would render refusal of the application a breach of ECHR Article 8 because it would result in unjustifiably harsh consequences for the applicant or their family

    Students

    From 1 January 2024, only those studying on a postgraduate course that is a PhD or other doctoral qualification, or a research-based higher degree, will be able to bring their partner and child dependants where their course of study began on or after 1 January 2024.

    Civil penalty regime

    Another important change this year affecting employers is the change to the illegal working penalty regime. In August 2023, the Government announced plans to increase the civil penalties for illegal working from £15,000 to £20,000, and per illegal worker from £45,000 to £60,000. In preparation of these changes, the Home Office updated its Code of Practice on Preventing Illegal Working.

    Expansion of permitted activities for visitors

    Employers should also be aware of a widening of the permitted activities which can be undertaken by business visitors. Brexit has caused many businesses difficulties in bringing in individuals for specific purposes, including those from linked overseas entities. The changes, which came into force on 31 January 2024, included:

    • Permitting individuals employed abroad to carry out certain intra-corporate activities in the UK which involve working directly with clients, provided the client-facing activity is incidental to the visitor’s employment abroad and does not amount to the offshoring of a project or service to their overseas employer;
    • Permitting visitors to work remotely in the UK, provided it is not the primary purpose of the visit;
    • Permitting speakers at conferences to be paid for this activity;
    • Expanding the permitted activities for legal professionals and allowing scientists, researchers and academics to conduct research in the UK as part of their visit.

    Whilst the changes to the visitor route will not solve all problems, they will go some way to alleviate difficulties faced by some organisations.

    Immigration health surcharge

    The Increase to immigration health surcharge (IHS) came into effect on 6 February 2024. This has seen a 66% increase in the normal IHS fee, up from £624 per year to £1,035.

    Electronic travel authorisation

    The electronic travel authorisation (ETA) scheme was introduced in late 2023 for Qatari nationals. The rollout of this scheme continues with the next cohort of countries (Bahrain, Jordan, Kuwait, Oman, United Arab Emirates and Saudi Arabia) added to the scheme earlier this year.

     

    If you would like to learn more about this subject, or have any questions about the details given above, join our Breakfast Briefing on Wednesday 3rd April to hear more and pose your questions to the experts.

     

  6. Supporting your Muslim friends and colleagues during Ramadan

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    Author
    Areeba Mahmood

    Business Support Administrator, Scottish Engineering

    2 minute read

     

    Ramadan is here!!

    In the spirit of diversity and inclusion, I would like to share the following information regarding the holy month of Ramadan for anyone who would like to support their Muslim friends and colleagues and learn more about it:

    Ramadan is a special month for Muslims worldwide. It’s a time when we fast from sunrise to sunset, meaning we don’t eat or drink during that time. It’s a time for prayer, self-reflection, and getting closer to our faith. We break our fast each day with a meal called Iftar. Ramadan is important because it marks the revelation of the Quran to our Prophet Muhammad S.A.W. It’s a time for everyone to reset.

    During Ramadan you can support your colleagues by checking in with them and having a chat about how they feel. This will help them have a break and keeps them busy during their lunch hour. Throughout Ramadan our sleeping schedule changes so sometimes having flexibility to work from home/changing hours if possible, is highly appreciated.

    Please don’t hesitate to eat or drink in front of us, special treatment is not expected at all and we are happy for you to continue the way you like. Questions about Ramadan are always welcome, it is a great opportunity to share our traditional beliefs.

    Depending on health conditions, sometimes people like to take a break from fasting or may not fast at all. However, they may take part in the holy month in other ways such as, feeding the poor, doing chores for others to make it easier for them, prayer and any act of kindness.

    Fasting is for everyone. When fasting properly over a prolonged period of time, there are a lot of health benefits associated with the month some of these include; Lowers cholesterol. Detoxes the digestive system. Burns the harmful toxins in the fat deposits. Boosts metabolism and increases its efficiency which means nutrients are absorbed a lot better. Positive effects on mental health and spirituality. There’s an increase in the neurotrophic factor which causes the brain to produce more brain cells and increases the brain’s function. Reduction in cortisol/stress levels.

    The end of Ramadan is marked by the celebration of Eid al-Fitr, a festive occasion where Muslims gather for prayers, exchange gifts, and enjoy special meals with family and friends.

     

  7. April Breakfast Briefing 2024

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    Updates to Immigration Law in 2024

    Wednesday 3rd April 2024

    Join us on Wednesday 3rd April 0800 – 0830 for our next Breakfast Briefing, on the topic of Updates to Immigration Law in 2024, presented by Amie Trainor and guest presenters from Harper Macleod LLP.

    Immigration law is rarely at a standstill and 2024 will be no exception. The Government has recently set out its five-point plan for immigration, which, if implemented in full, will see a raft of changes to various immigration routes in the coming year.

    The changes scheduled to the skilled worker route for spring 2024 are wide-ranging and were unveiled by the Home Office in December 2023. The most significant change is the plan to increase the minimum general salary threshold for sponsored employment by nearly 50%, from £26,200 per annum to £38,700. There are some occupations that will be exempted from the increase, including those on the health and care visas route, and workers in national pay scale occupations. The Home Secretary confirmed on 30 January 2024 that the planned increase will come into force on 4 April 2024.

    The statement of changes to the immigration rules, which will contain the detail of the changes, is due to be laid before parliament on 14 March 2024. This statement is also expected to remove the 20% salary reduction on the going rate applied to occupations contained on the Shortage Occupation List.

    Register Now

  8. WB Alloys Member Networking and Best Practice Meeting

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    WB Alloys

    Tuesday 2 April 2024

    Join us on Tuesday 2 April 10am – 1pm, for an opportunity to share common challenges, better understand how fellow member companies are continuously improving their business, hear more about WB Alloys, a UK manufacturer of welding and cutting consumables.

    ​​​​​​​At the member networking and best practice meeting you will see AI/AR welding systems, robotics, a presentation on Industry 5 monitoring systems, gas equipment assembly/testing, the latest welding and plasma equipment and a tour of the welding academy.

     

    Register your interest now

     

     

     

     

  9. March’s Breakfast Briefing – Connecting with the next generation of engineers

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    Catch up with March’s Breakfast Briefing – Connecting with the next generation of engineers

    Our March Breakfast Briefing of 2024, is presented by Amie Trainor and in partnership with MCR Pathways.

    MCR Pathways is a national award winning charity, supporting young people from care-experienced backgrounds as well as young people who are experiencing barriers to their education. The main form of support MCR Pathways provides to the young people on its programme is a volunteer mentor. The role of the mentor is simple and also life changing. MCR Pathways mentors are matched with a young person and support them in school for 1 school period a week during term time. The purpose of these sessions is to help the young person to build their confidence and to find, grow and use their talent. The ultimate goal is to support the young person down a positive pathway when they leave school. Onto college, university, formal employment.

     

    Catch the recording below:

     

     

    Please look out for details of forthcoming Breakfast Briefings, which take place on the first Wednesday of the month from 08:00-08:30. If you have any questions on this Breakfast Briefing or suggestions for future briefings, then please contact Amie Trainor in the ScotEng legal team.

    Tel: 0141 221 3181

    Email:  amietrainor@scottishengineering.org.uk

     

     

  10. Catalent Member Networking and Best Practice Meeting

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    Catalent

    Thursday 28 March 2024

    Join us on Thursday 28 March 9.30am – 1pm, for an opportunity to share common challenges, better understand how fellow member companies are continuously improving their business, hear more about Catalent, a global leader in enabling pharma, biotechnology, and consumer health partners to optimize product development, launch, and full life-cycle supply for patients around the world.

    With over 25 years of experience, Catalent’s Bathgate location is an integral part of it’s European clinical supply services network. This 141,000 sq. ft. facility has a comprehensive range of capabilities to support sponsors’ studies throughout the UK, Europe and beyond, including clinical supply management, FastChain® demand-led supply, clinical-scale commercial packaging, and QP release services.

    Catalent has high-speed, automated primary packaging for blisters, as well as semi-automated primary packaging for bottles. It offers packaging design services on site, as well as secondary packaging and clinical labelling services.

     

    Register your interest now

     

     

     

     

  11. Keir Mitchell: Apprentice Success Stories for Scottish Apprenticeship Week 24

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    It’s Scottish Apprenticeship Week 2024!

    This week is all about highlighting the benefits that apprenticeships can bring to people of all ages, businesses and the economy.

    We have been sharing apprenticeship success stories this week to showcase the value they’ve brought to people in our network and encourage others to consider this path.

    Our final story comes from Keir Mitchell, Graduate Engineering Manager at our member company Certas Energy UK Limited. Below he shares his journey and how an apprenticeship changed his life:

    Keir’s story

    “An apprenticeship journey that began nine years ago changed the trajectory of my career in ways I couldn’t have imagined.

    After realizing that university wasn’t the right path for me, I seized the opportunity to embark on an apprenticeship with the University of Strathclyde’s Electronic & Electrical Engineering department. This decision proved to be life-changing.

    Over the course of four years, I not only earned my stripes as an engineer but also acquired invaluable skills and knowledge. The support and mentorship I received were instrumental in my growth, enabling me to complete SVQ Level 2 and 3 qualifications, along with two HNCs and an HND in manufacturing and mechanical engineering.

    The apprenticeship paved the way for further advancement, leading me to a senior role where I had the privilege of nurturing the next generation of engineers. Additionally, the opportunity to pursue a GA Engineering Degree while working full-time enhanced my expertise. Today, as an engineering business partner at Certas Energy, I am grateful for the foundation laid during my apprenticeship. The journey was not just about gaining qualifications; it was about seizing the chance to learn, grow, and shape a fulfilling career. I can confidently say that embracing an apprenticeship was one of the best decisions I’ve ever made, and I urge anyone considering it to embrace the opportunity—it’s a pathway to endless possibilities and a fulfilling career journey.”

    Thanks to Keir for sharing – his inspiring story really highlights how an apprenticeship can kickstart your career and build vital skills, all whilst earning. We hope you’ve enjoyed reading these successes this week, and that they may have inspired you to consider an apprenticeship in engineering or recommend this path to any young people in your life about to embark on the first steps of their career. 

  12. International Women’s Day – Some Scottish women that have shaped our industry

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    The 8th March is International Women’s Day and it is a chance for us all to reflect on what more we can do to create a gender equal world, free of bias, stereotypes, and discrimination. The purpose of the day is not only to reflect and consider what more we can do, but also to celebrate. Celebrate the achievements, resilience and genius of so many incredible women, that have played a fundamental role in our industry and our world becoming what it is today. We would like to take this time to introduce you to three Scottish Ladies that have shaped engineering into what it is today.

     

    MARGARET, LADY MOIR OBE   

    Born in Edinburgh in 1864,  Margaret  became heavily involved in the engineering world initially through her husband Ernest’s work,  but  made her own distinct mark on the profession.

    Training and working as a lathe operator, Margaret also organised  the Women Relief Munition Workers, where educated women provided weekend relief for weekday  staff,  and aided the munitions effort of the First World War. However, following the war, Margaret  found herself frustrated by the return of women to their domestic lives, so her and her peers created the  Women’s Engineering Society in 1919. By 1930 an engineering course  specifically for women was in operation  across  several polytechnics  thanks to the society.

    She  recognised  that  beginning a career in engineering alongside the  demands  of running a household  was  challenging, leading to her presidency of  the Electrical Association for Women, which promoted  the potential of electric appliances in easing the  labour  required for chores.

    The Women’s Engineering Society still operates today, acting as a networking space for female scientists and engineers.

     

    DOROTHY DONALDSON BUCHANAN

    Dorothy Donaldson Buchanan was born in  Langholm, Dumfriesshire  in 1899  and was awarded a degree in Civil Engineering from the University of Edinburgh in 1923.  She went on to become the first female chartered engineer, after qualifying for membership to the Institution of Civil Engineers  in 1927.

    Her journey began following her graduation when she  travelled to  London to work with Sir Ralph Freeman, working in the design and drawing offices  for  the  Sydney Harbour Bridge  project.

    Buchanan went on to work  for contractors  S. Pearson & Sons  at the Belfast Waterworks Scheme on the  Silent Valley Reservoir  project in  Northern Ireland, providing her with the necessary  on-site  experience  needed to  satisfy  the  qualification requirements  to become a chartered engineer. She then returned to London where she worked  for  Dorman Long in, the design office on  the  George V Bridge  project  in Newcastle,  Lambeth Bridge  project  in London, and  the Dessouk  and Khartoum bridges in Sudan. It was during this time that she  successfully  sat her exams  and  became the first woman in Britain to become a qualified  civil  engineer.

     

    VICTORIA DRUMMOND

    Victoria Drummond was the first British female Marine Engineer in the UK, born in Megginch Castle, Perthshire in 1894, and was a goddaughter to Queen Victoria.

    During World War 1, Victoria had the opportunity to begin an apprenticeship in Northern Garage, aged 21. She then moved on to Caledon Shipworks in Dundee – where she was the only woman in a company of 3000 men.

    Victoria studied at Dundee Institute of Technology as an apprentice. Once qualified, Victoria set sail on a merchant ship for the Blue Funnel Line Vessel, the SS Anchises as tenth engineer. Victoria met much prejudice and found it hard to find work during the depression, which may be the reason why she failed the chief engineers exam 37 times.

    Undeterred, Victoria achieved her chief engineer’s certificate from Panama. Victoria served on board ship, on the SS Bonita in 1940 and was attacked by a German bomber. Victoria sent all other engineers away and stayed below deck keeping the engines running during the attack, arriving in the USA a heroine.

    She was awarded an MBE and the Lloyd’s Medal for Bravery at Sea. Victoria continued her career in Dundee and Burntisland as a superintendent of shipbuilding and became a chief engineer. She returned to sea before retiring in 1962, aged 68.

    Victoria Drummond was not only the first woman to to serve as a chief engineer in the Merchant Navy, but the first woman to become a member of the Institute of Marine Engineers. She was a courageous and determined woman who was a trailblazer for women in Marine Engineering – and if you’re in the area, there’s a plaque in her memory outside Abertay University in Dundee.

  13. Spring Budget – What you need to know

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    You will have seen the Spring Budget announced by the Chancellor on Wednesday. There are a number of areas for our members to note.

    One of the major announcements is that the starting rate for NI will change from 10% to 8% for 27 million workers across the UK from 6 April 2024. Since 6 January, millions of employees have been paying 10% on their earnings between £12,571 and £50,270, (previously 12%).

    The government also made several announcements concerning updates to energy and fuel, some of which will be a welcome news for many businesses including a further freeze to fuel duty, the 5p cut in fuel duty on petrol and diesel that was originally set to end later this month will be kept for another year. The Chancellor also announced an additional £120m for a government fund that invests in green energy projects.

    Some other notable points include:

    • “Windfall” tax on the profits of energy firms, which had been scheduled to end in March 2028 has been extended until 2029
    • Threshold at which small businesses must register to pay VAT raised from £85,000 to £90,000 from April
    • Covid-era government loan scheme for small businesses extended until March 2026
    • Office for Budget Responsibility predicts UK economy to grow by 0.8% this year and 1.9% next year
    • UK’s inflation rate forecast to fall below 2% by the end of June and continue to drop to 1.5% next year
  14. Alan Muir: Apprentice Success Stories for Scottish Apprenticeship Week 24

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    It’s Scottish Apprenticeship Week 2024!

    This week is all about highlighting the benefits that apprenticeships can bring to people of all ages, businesses and the economy.

    We will be sharing apprenticeship success stories this week to showcase the value they’ve brought to people in our network and encourage others to consider this path.

    Our next story comes from Alan Muir, Production Lead and Health, Safety & Facilities Lead at our member company Martin Precision. Below he shares his journey and how an apprenticeship launched his career:

    Alan’s story

    “In 2001 I left 6th year at Carluke High School planning for life at university in Sports Coaching, but at the last minute I changed my mind. I spoke to my local job centre about apprenticeships available to me as my mates had all left school early and went down the apprenticeship route and were enjoying themselves. With good grades in English, Maths and Physics I was advised engineering would most likely suit me and I applied for a position with a company in Lanark which I was successful in after being interviewed and undergoing an aptitude test.

    I then spent 4 years working in the stores, milling and turning sections whilst attending a training centre in Hamilton, Mettech, and also working through my NC and HNC in Mechanical Engineering at Motherwell College on day release.

    As I was completing my apprenticeship and gaining my SVQ Engineering Level 3, an opportunity arose within the company to move into Non-destructive testing (NDT) which I still have my certification today in Dye penetrant and magnetic particle.

    Around 2009 I was offered the opportunity to advance my knowledge in a Quality capacity and work as a quality assistant where, as well as covering NDT, I learned new skills in gauging, documentation, auditing and F.A.I.R delegation.

    In 2018 a position was introduced within the company for a Health and safety and facilities lead which I moved into which allowed me to use a lot of skills I had gained working in various departments to define and manage the role and also gain my certificates in IOSH – Managing Safely, first aid and Mental Health First Aid.

    Over the last couple of years I have now moved across into the Production sector of our business starting as a production assistant before moving onto Production lead learning and gaining new skills constantly with managing people, customers and suppliers.

    In 2023 Martin Precision became employee owned and I was asked to become a trustee which I was delighted to accept.

    I would encourage anyone to have a look at an apprenticeship, especially in Engineering, as it has led to me learning so many skills, gaining various certificates and qualifications and allowed me to help people in so many ways in my 23 years and counting with the business. I now work closely with local schools to try and encourage the next level of apprentices coming through with STEM and careers fairs.”

    Thanks to Alan for sharing – his story really highlights how an apprenticeship can kickstart your career and build vital skills, all whilst earning. Stay tuned for more inspiring success stories to come this week.

    Find out more about Scottish Apprenticeship Week and get involved here.

  15. Aine MacKellar: Apprentice Success Stories for Scottish Apprenticeship Week 24

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    It’s Scottish Apprenticeship Week 2024!

    This week is all about highlighting the benefits that apprenticeships can bring to people of all ages, businesses and the economy.

    We will be sharing apprenticeship success stories this week to showcase the value they’ve brought to people in our network and encourage others to consider this path.

    We’re kicking things off with Aine MacKellar, Scottish Engineering’s own Business Support superstar. Aine completed her SVQ level 6 Business and Administration apprenticeship with us in June 2023. Below she shares her journey and the benefits this brought to her education and career:

    Aine’s story

    “I started my apprenticeship in October 2022 after leaving school at the start of 6th year and deciding that I wanted to start working full-time. I had been looking for jobs and came across this apprenticeship which interested me as it allowed me to work full time whilst gaining a qualification. I completed my SVQ level 6 Business and Admin apprenticeship in June 2023. I chose an apprenticeship as I wanted to keep learning, however, I didn’t feel ready to go to university or college yet so it was a perfect balance between education and working.  It allowed me to gain real work experience and a better understanding of how a business runs, and it has also given me many networking opportunities which has helped me to improve my confidence around others.

    Since finishing my apprenticeship I am currently in my first year of studying BA (Hons) International Business at Glasgow Caledonian University whilst also working part-time at Scottish Engineering. I would recommend apprenticeships to everyone as I believe It is a great way to kickstart your career by working in a setting where you can apply the knowledge you are receiving from education.”

    Thanks to Aine for sharing. Stay tuned for more inspiring success stories to come this week.

    Find out more about Scottish Apprenticeship Week and get involved here.

  16. Chief Exec’s report Q1 2024

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    Read the full Q1 2024 Quarterly Review

     

    3 minute read

     

    Our watchful eye each quarter for the direction of travel for our industry is a simple reflection of our reason for being.  We exist principally to support and promote Scotland’s engineering and manufacturing industry, and our ambition has always been to assist its growth to bring economic prosperity along with the high value and rewarding careers that enable success.

    It underlines and perhaps explains the themes we frequently review alongside our standards:  Skills, diversity, productivity, technology, innovation, and automation are some of the key enablers for the growth we seek to help, and the reason why we ask specific questions to industry related to these.  The answers give us insight in order that we can make sense of the answers, and reflect that back to help businesses make decisions based on these.

    The second half of 2023 saw at best a cooling picture for orders and output, particularly order input which swung negative after two years of post-pandemic recovery, so its return to being above the line catches our eye as the most directly geared indicator for our sector.  It’s backed by some noticeably strong forecast numbers across the board, but especially for orders which reflects the highest outlook in two years and this combination helps drive the pick-up in optimism also reported.

    Last quarter, metal manufacturing and fabricators were the sectors enduring the toughest time, reflected in them having the lowest optimism for all the sectors, and whilst both are reporting a flat picture for this, these are impressive forty to fifty percent climbs to get to that state.

    I always look to see if these numbers match the conversations that we have day in day out with companies, and so it’s reassuring to see a broad match for the increases, especially from defence, aerospace and energy companies which are visibly busy, with some finding themselves fairly stretched by demand.

    If we return to factors for growth, one concern that companies raise with us is the impact that the lack of availability of quality industrial buildings can have on expansion for growth.  Floorspace and roof height are two commonly cited capacity considerations, with energy efficiency impact on costs plus electrical supply constraints also a part of the consideration

    There is little in the way of useful objective data for industrial buildings, but a review for Edinburgh City Council in 2018 stated that “a large majority of the industrial stock (93%) is of a very basic standard, graded 2-star or 3-star (out of 5). The peak development era was the 1980s, mainly due to public sector activity, with a broad shoulder period from the 1960s to the 2000s. The majority of Edinburgh’s industrial stock is now at least 40 years old and is beginning to exhibit obsolescence.”

    It’s a description that feels broadly in line for the industrial building landscape across Scotland, and so this quarter’s survey we added some questions to get a better understanding of industry’s view on this.

    We thought it important to correlate these views with intention to grow, and here the good news is that an impressive 86% plan to grow their business, a statement of ambition that is heartening to hear.  42% said their current manufacturing facilities were a constraint on their business growth ambition, with 36% citing shopfloor space as the principal barrier.

    The strongest response however was for the detrimental business impact caused by poor building efficiency or condition which was the case for 45% of our respondents.  The clear connection here is the opportunity to manage costs, particularly energy, which good quality building spaces can offer.

     

    Paul Sheerin
    Chief Executive
    Scottish Engineering

     

    Read the full Q1 2024 Quarterly Review

  17. Net Zero Webinar – in Partnership with ESP

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    Net Zero HomeEvents

    Event description

    Our very own Eric Boinard delivered this in-depth road to Net Zero roadmap to ESP, who have kindly agreed to share the recording and expertise with Scottish Engineering members.

    Watch the video here

    Watch the recording through the link above.

    All of our Net-Zero skills support sessions are available to view below. If you have any questions at all about the support we’re offering, then please contact Eric Boinard ericboinard@scottishengineering.org.uk

     

  18. Employment law update – Further Gender Critical Beliefs Case

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    A claim has succeeded at Employment Tribunal against the Open University (OU) brought by a former Professor who worked for the OU, for direct discrimination, harassment, victimisation and constructive dismissal, all related to her gender critical beliefs. The Tribunal found that her views, including that a person cannot change their biological sex and that sex is not to be conflated with gender identity, satisfied the relevant legal tests laid down in the previous case of Grainger and were protected under the Equality Act 2010 as a philosophical belief.

    While this is only a Tribunal decision and therefore not binding on any other Court or Tribunal, it follows a line of cases in which it has been found that gender critical beliefs are a philosophical belief and have protection under the Equality Act 2010. It serves as a reminder that employers require to carry out a difficult balancing act between the rights of people holding such beliefs and their entitlement to manifest them in a non-discriminatory manner with the rights of any trans employees.

    The background to the claim was that Professor Phoenix (PP) made her gender critical views known by co-signing a letter to the Sunday Times in 2019. Thereafter she was harassed and discriminated against by colleagues, including one example where the deputy head of her department likened her to the “racist uncle at the Christmas dinner table”. In 2021 she and others established an academic research group “Gender Critical Research Network” (“GCRN”) which promoted research into sex, gender and sexuality from the gender critical perspective.

    360 colleagues then signed an open letter objecting to the GCRN and calling for it to be closed down, as it was hostile and harmful to the trans community. PP then raised a grievance of bullying and harassment, citing the “incorrect” allegations that she was hostile to trans rights and also raising damage to her professional reputation and mental health. She received death threats and began to suffer symptoms of PTSD and stress. Six months after the launch of the GCRN and following a statement being issued by the Vice Chancellor of the OU which failed to condemn the campaign against her, she resigned.

    The Tribunal found that PP was entitled to exercise her right to manifest her beliefs by setting up and participating in GCRN, and that the publication of the open letter by her colleagues encouraging adverse behaviour by others, amounted to harassment on the grounds of her philosophical beliefs. Although the University did not disaffiliate the GCRN, it didn’t do enough to protect PP from harm because it was afraid of being seen to support gender critical beliefs. Specifically it failed to produce an outcome for her grievance while she was still employed and refused to take down certain statements published online. In addition, the decision to terminate the grievance process after PP resigned was post-employment victimisation.

    The Tribunal also found that the University had committed repudiatory breaches of the implied contractual terms of the duty to provide a suitable working environment and of trust and confidence which amounted to a constructive and unfair dismissal.

    Please contact a member of the Legal & HR Team if you need any advice in this tricky area.

     

  19. Capital RDAs or Capital Allowances? A Guide to Maximising the Allowances on Offer

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    Blog penned by member company Visiativ

    We are often asked by companies if, given recent changes to capital allowances legislation, there is still any value in claiming Capital RDAs (R&D capital allowances). Unfortunately, like most tax-related questions, the answer is rarely straightforward!

    Visiativ is here to help you remain informed with the knowledge you need to maximise tax savings and improve cash flow.

    We asked our capital allowances partner, John Lovell of Lovell Consulting, to provide his expertise on the subject.

     

    1 – What’s the Difference Between RDAs and Capital Allowances?

    In general terms, companies can claim capital allowances on plant (equipment, machinery, vehicles) that are used in the business and with an expected lifespan of at least one year.

    RDAs provide a tax deduction on a company’s capital expenditure used for R&D purposes. They provide a 100% tax deduction and have a wider range of qualifying costs than standard capital allowances.

     

    2 – What Were the Recent Changes to Capital Allowances Legislation?

    The temporary super-deduction scheme allowing up to 130% tax relief on qualifying capital expenditure has now ended. Instead, the government has introduced ‘full expensing’ from April 2023. Under full expensing, companies can claim a 50% or 100% immediate tax deduction for special rate and main rate purchases, respectively, in the year of purchase on new qualifying expenditure.

     

    3 – RDAs vs Capital Allowances

    Structures and Buildings Allowances (SBAs) or RDAs?

    • If the expenditure was incurred on structural build, then it may qualify for SBAs. However, claiming SBAs only allows the taxpayer to write off 3% of the expenditure per annum and results in more Capital Gains Tax payable when the taxpayer sells the property.
    • But, if part or all of the property is being used for R&D activity, the company can claim RDAs on an appropriate proportion of the expenditure, claiming 100% of relief in the year of expenditure while claiming SBAs on the balance of the expenditure.

     

    Plant and Machinery Allowances (PMAs) or RDAs?

    • If you incur expenditure on new and unused assets qualifying as Integral Features / Special Rate Pool, such as installing lifts, lighting, or air conditioning. You may be entitled to claim relief on 50% of the expenditure in the first year, then a writing-down allowance (WDA) of 6% in subsequent years.
    • However, if the assets are used as part of an R&D project, RDAs may be available on all or a proportion of the investment, providing a faster tax relief of 100% first-year allowance (FYA).

     

    Full Expensing and General Pool Assets or RDAs? 

    • Expenditure qualifying for new and unused general pool assets, such as carpets and flooring, computer equipment, and sanitary fittings, may be offset at 100% in the first year.
    • However, second-hand general pool assets attract a much lower writing-down allowance of 18%, meaning companies can only claim relief against 18% of the investment in the year one and then 18% of the residual value year-on-year thereafter.
    • A company investing in second-hand general pool assets would, therefore, be better to claim RDAs, assuming these assets qualify as eligible expenditure under the R&D tax relief guidelines.
    • Note that, for expenditure incurred between 1 April 2021 and 31 March 2023, companies would have been entitled to claim super deductions at 130% FYA, which is more beneficial than RDAs.

     

    Annual Investment Allowance (AIA) or RDAs? 

    • This first-year allowance is available for current year expenditure on qualifying plant and machinery. Allowances are claimed at 100%, but a limit of £1m per year is available for individuals and companies alike.
    • We recommend that, in the first instance, AIA be claimed for special rate pool assets (6% WDA), then general pool assets (18% WDA) up to £1m, any extra qualifying expenditure for R&D purposes, over and above the £1.0million AIA, may be claimed as RDAs.
    • Once the taxpayer has utilised the full AIA, it will be more beneficial to claim any outstanding investments as RDAs, as there is no limit annual limit to the value of RDAs which can be claimed.

     

    IMPORTANT NOTE: It is important in all of these scenarios that companies only claim RDAs on expenditure which qualifies according to the relevant legislation.

     

    Visiativ can Support Your Allowances Claim

    Tax relief available on commercial property assets is significant but is the most complex area of UK tax legislation. As a result, less than half of all UK businesses entitled to claim capital allowances claim their entitlement, which could be worth hundreds of thousands of pounds when evaluated.

    If you’d like more information, please contact Sandy Findlay on 07807 739033 or by email at: sandy.findlay@visiativ.co.uk

    Our multi-disciplinary team, including lawyers, tax accountants and surveyors will quantify and allocate expenditure into the correct pools to ensure you obtain the appropriate tax relief.

  20. Forth Ports Limited Member Networking and Best Practice Meeting

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    Forth Ports Limited

    Thursday 21 March 2024

    Join us on Thursday 21 March 2024, 10am – 1pm, for an opportunity to share common challenges, better understand how fellow member companies are continuously improving their business. Hear more about Forth Ports an established Port Authority which has grown to be the UK’s 3rd largest Port Operator Group.

    Forth Ports is a dynamic and multimodal ports owner and operator, offering a wide range of diverse port related services to help connect the UK with Europe and the rest of the world.

    Forth Ports have recently announced their commitment to become carbon neutral by 2032 and Net Zero by 2042, as well as their substantial investment in infrastructure, port services and towage to support the build out of the UK’s renewable energy sector, including offshore wind.

     

    Register your interest now

     

     

     

     

  21. Scottish Apprenticeship Week 2024 Business Breakfast

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    Business Breakfast

    6th March 2024 | 08.30-10.30 | Scottish Engineering office, Glasgow

    We are delighted to be supporting Scottish Apprenticeship Week again this year and we’re holding a Business Breakfast on 6th March to celebrate. This event will shed light on the new Standards and Frameworks for the Engineering sector, and the benefits that work-based learning brings to:

    • people of all ages and backgrounds
    • employers of all sizes
    • the economy

    The theme for Scottish Apprenticeship Week is Skills Generation, which recognises that Scottish Apprenticeships are creating the new generation of Scotland’s skilled workforce.

    At our breakfast event, you will hear first hand accounts of the value of work-based learning from successful young apprentices within the network, insight from an employer’s perspective, and an update from Skills Development Scotland on the new Standards and Frameworks as mentioned above. We’ll provide breakfast and refreshments, and there will be opportunities to network with attendees.

    Please register your interest using the form below.

    Register interest.

    Agenda

    08.30Arrival
    08.30-09.00Breakfast, tea & coffee
    09.00-09.15Terry Dillon – Skills Development Scotland
    09.15-09.25Mark Diamond – Aggreko
    09.25-09.35Ellis Dunnachie – Spirit Aerosystems
    09.35-09.45Michelle Quinn – Almond Engineering
    09.45-10.30Networking
    10.30Close

    Confirmed Speakers

    Terry Dillon – Skills Development Scotland

    Since joining Skills Development Scotland Terry has successfully led the delivery of a range of innovative programmes and projects, including the design and implementation of Foundation and Graduate Apprenticeships in Scotland.

    Terry’s extensive knowledge of, and advocacy for, work-based learning has been instrumental in driving transformative change of Modern Apprenticeships in Scotland. Working with stakeholders across government, industry and employers, Terry led the design and implementation of the employer approach to apprenticeship development and frameworks which has improved industry engagement in workforce development whilst supporting inclusion and diversity in fair and productive workplaces.

    Terry will share key information on the developments of the new Standards and Frameworks for the Engineering sector and showcase the opportunities this will bring to the future of engineering and skills generation.

     

    Mark Diamond – Graduate Engineering Apprentice at Aggreko

    Mark’s career started when he left school in 2020 and joined Aggreko as their first-ever Graduate Engineering Apprentice, where he is now in his final year studying towards an Honours Degree in Engineering: Design & Manufacture. His striving ambition to learn has given him the opportunity to work in many different areas of the Aggreko business – gaining invaluable skills and knowledge from a vast array of disciplines.

    Mark played a key role in the teams who designed, installed, and commissioned Aggreko’s temporary power and HVAC equipment for both the 2022 Commonwealth Games in Birmingham and the 2023 FIFA Women’s World Cup in Australia. He also installed and integrated the remote monitoring equipment which would allow for vital, around-the-clock coverage of Aggreko and FIFA’s power equipment for the World Cup. The work Mark completed was critical in enabling a smooth delivery of power to the event which was broadcast to millions of people across the world.

    Currently, Mark is completing the final year of his apprenticeship in the electrical engineering department at Aggreko’s manufacturing facility, honing his skills to design, develop and improve future and current Aggreko products.

    Mark will share his journey and experiences over the past 4 years to present the value of apprenticeships.

     

    Ellis Dunnachie – Aircraft Fitter at Spirit Aerosystems (Europe) Ltd 

    Scottish Engineering’s Apprentice of the Year 2023 – Modern Apprenticeship in Aircraft Fitting 

    Ellis started working for Spirit in August 2019 after a change in career path. From day one her attitude and enthusiasm to not only learn but adapt into a generally male dominated environment has been inspirational to other apprentices who have followed in her footsteps. She has exceeded both academically and gained meta-skills which in turn has made her stand out from her peers. As part of Ellis’s additional development she asked for the opportunity to participate in a strategic level Kaizen event within one of the production lines. She worked in a team for two days where she had the ability to interact and provide ideas back to the business at a senior leadership level. Again she and the teams’ collective ideas have been integrated into the businesses operating processes. Ellis has also helped in creating draft training documents that form the basis for training employees on advanced drilling processes. As well as this Ellis has created an easy guide manual for new start employees to utilise.  She has also represented the Prestwick site for a corporate video on ‘Values’ on our Spiritube channel.

    Ellis will share her experience as a Modern Apprentice and the skills and benefits this brought her.

     

    Michelle Quinn – Owner/Managing Director of Almond Engineering Ltd

    Michelle started aged 17 as a temporary office junior with Almond Engineering Ltd, a successful Design and Precision Engineering company offering Design, Precision Engineering & Fabrication/Welding services to customers requiring high levels of service and technical excellence. Formed in 1979 in Livingston and now with 38 staff and an annual turnover of approx. £4million, they serve over 200 customers across most sectors dealing in a variety of materials including metals & plastics.

    Nearly 19 years on from starting with Almond, and having worked her way up through the company gaining valuable knowledge and experience in all aspects of the business, Michelle is also currently a Regional Board member of DYW West Lothian, Director of EDETA Training School (Edinburgh), Mentor for Career Ready (West Lothian), Executive Committee Member of Scottish Engineering, a previous winner of the West Lothian Women in business award and most recently, has completed a MBO of the business to become joint owner.

    Michelle is extremely passionate about being able to grow and continually improve Almond Engineering with the help of apprenticeships and by working with DYW and local schools to help transform how business and education engage in West Lothian in regards to apprenticeships in the local areas/Scotland. At the event she’ll talk about the way apprenticeships have shaped Almond Engineering, their experience in the past and hopes for apprentices in the future.

  22. First Line Management Training March 2024

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    We are delighted to announce spaces for our March cohort are now available.

    We are delighted to announce our first cohort of First Line Management (FLM) training for 2024, taking place on March 13th and 14th. We have had around 270 people complete our FLM training so far.

    The two day session will take place in our base in Glasgow, and will cover;

    • The role of the FLM; In this session we will break down the role, skills and qualities that those in or preparing for management will need to develop;
    • Absence Management; In this session we look at the impact managers can have on managing short and long term absence, and ways to support our teams;
    • Performance Management; We look at creating a culture of Performance Management, how to develop our good performers and how to improve poor performance;
    • Discipline and Grievance; In this session we cover the entire discipline and grievance processes, including investigations, hearings, outcomes and the legal framework that underpins both;
    • Courageous Conversations; Our most challenging topic – we look at ways to challenge poor conduct or behaviour within our teams, and a focus on achieving better outcomes;
    • Team Building – We look at what makes an effective team, how we can build and develop our people within teams to be greater than the sum of our parts.

    Sessions will be participative, and as always will give the opportunity to work on case studies.

    For more info, and to join the waiting list contact mariem@scottishengineering.org.uk

    Cost

    £425 + VAT for members

    £495 + VAT for non-members

  23. Legal update – tribunal fees

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    The government is considering the reintroduction of fees for taking claims to an Employment Tribunal and appealing to the Employment Appeal Tribunal.

    Members may remember the previous attempt to do so, which was struck down as unlawful following a challenge by Unison on the basis that the level of fees acted as a barrier to access to justice for many on low incomes, discrimination claimants and for women.

    The new proposal seems to have considered that finding. The fee level proposed would be £55.00 to raise a claim at an Employment Tribunal with no additional hearing fee. The same fee would be payable to lodge an appeal with the Employment Appeal Tribunal at the rate of £55.00 per judgment, decision, direction or order of an Employment Tribunal being appealed. There will also be provision for remission for those on the lowest incomes.

    The stated aims of reintroducing fees are said to be to contribute to the running costs of the Tribunals and put users on a similar footing to users of other Courts and Tribunals who already pay fees.

    A consultation paper has been published with the consultation closing on 25 March 2024. We will keep members advised of developments, but it appears likely that fees for Tribunals will be making a comeback soon.

  24. Edinburgh Napier University  Group Member Networking and Best Practice Meeting

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    Edinburgh Napier University 

    Thursday 29 February 2024

    Join us on Thursday 29 February 2024, 10am – 1pm, for an opportunity to hear from an award-winning skills provider to industry – Edinburgh Napier University.  

    The event will be hosted by the School of Computing, Engineering & The Built Environment, and will give an overview of the facilities and staff that provide a wide range of undergraduate and postgraduate courses, with particular emphasis on their Graduate Apprenticeship programmes in Engineering. Edinburgh Napier University prides itself on delivering meaningful, difference-making education and research for a rapidly changing world to future and current engineers alike.

     

    Register your interest now

     

     

     

     

  25. Scottish Engineering Leadership Forum

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    We are delighted to announce that places are now available for the March – May instalment of our Scottish Engineering Leadership Forum (SELF) programme, now into its fifth cohort, having run successfully for a number of delegates from 2022 to date. The SELF programme encompasses six face-to-face facilitated workshops, covering the range of leadership skills, and with a focus on your development as a leader. Feedback from our previous sessions has been fantastic.

     

    Specifically designed for and targeted at the Engineering and Manufacturing sector in Scotland, SELF provides face-to-face learning with structured modules, development goals and time and space to implement the learning between sessions. This programme is also a fantastic opportunity to build and develop a network across our membership, connecting participants to Scottish industry.

    The structured modules will enable Lanagers and prospective Leaders to make the step from day-to-day management, to developing their skills across both tactical management and strategy. The modules will enable you to get the best from your people through an in-depth examination of performance management, delegation, coaching and how to help their teams develop and grow. It will also develop your personal skills – making you a better communicator, improving your presentation skills for maximum effect, and improving your ability to influence others.

    Above all, these sessions will enable you to understand yourself better, understand the leadership role and give you the tools and support to enable you to continue to grow as a manager, and as a leader.

     

    Watch the video below to meet our Trainer, Gordon Robb, and let him introduce himself and the SELF programme to you – he explains it the best!

     

    SELF is suitable for:

    • Middle to Senior Managers
    • Junior or First Level Managers or Supervisors with potential to develop
    • Those whose roles are widening or changing and will require leadership skills
    • Graduates, Graduate Trainees and Graduate Apprentices
    • Any other staff who would benefit from developing their leadership skills

     

    Cost

    Members – £995 + VAT
    Non-members –  £1195 + VAT

    Sessions will run 0930-1630 and will include lunch.

     

    To book your place on this course, please contact mariem@scottishengineering.org.uk

     

    Trainer

    Gordon Robb

    Thanks to our partnership with Gordon, we can offer these six sessions and masterclasses. Gordon is a hugely experienced trainer, facilitator and coach with international experience. He will help develop your skills and competence to make you and your company better. 

     

    To book your place, contact mariem@scottishengineering.org.uk

     

  26. February’s Breakfast Briefing – Changes to Holiday Pay

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    Catch up with February’s Breakfast Briefing – Changes to Holiday Pay

    Our second Breakfast Briefing of 2024, is presented by Lindsey Miller. Just when we thought issues regarding holiday pay had been clarified, the new Employment Rights (Amendment, Revocation and Transitional Provisions) Regulations 2023 have been passed, bringing into force several changes impacting the treatment and calculation of holiday entitlement and pay. Some introduce new concepts; others are meant to enact changes already in place via case law or turn the clock back to the position before the case law existed. All of these changes take effect from 1 January 2024. 

    Employers should be aware of these changes to avoid legal challenges and to ensure they can work out holiday accruals and pay with confidence. 

     

    The session covers: 

    1. Consequences of the Supreme Court’s ruling in the case of Chief Constable of the Police Force of Northern Ireland v Agnew
    2. What is “normal remuneration” 
    3. Irregular workers and Part Year workers
      • Holiday accrual 
      • Rolled up holiday pay 
    4. Carry forward of annual leave from one holiday year to the next
      • Due to sickness or injury
      • Due to statutory leave 
    5. Accrual of Covid-19 carry over leave

     

    View the slides here

     

    Catch the recording below:

     

     

    Please look out for details of forthcoming Breakfast Briefings, which take place on the first Wednesday of the month from 08:00-08:30. If you have any questions on this Breakfast Briefing or suggestions for future briefings, then please contact Amie Trainor in the ScotEng legal team.

    Tel: 0141 221 3181

    Email:  amietrainor@scottishengineering.org.uk

     

     

  27. March Breakfast Briefing 2024

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    Connecting with the next generation of engineers – in partnership with MCR Pathways

    Wednesday 6th March 2024

    Join us on Wednesday 6th March 0800 – 0830 for our next Breakfast Briefing, hosted in partnership with MCR Pathways.

    Who are MCR Pathways?
    MCR Pathways is a national award winning charity, supporting young people from care-experienced backgrounds as well as young people who are experiencing barriers to their education. The main form of support MCR Pathways provides to the young people on its programme is a volunteer mentor.

    What is the role of a MCR Pathways Mentor?
    The role of the mentor is simple and also life changing. MCR Pathways mentors are matched with a young person and support them in school for 1 school period a week during term time. The purpose of these sessions is to help the young person to build their confidence and to find, grow and use their talent. The ultimate goal is to support the young person down a positive pathway when they leave school. Onto college, university, formal employment.

    How can I help?
    You can help by becoming a partner organisation with MCR Pathways or by becoming a mentor yourself. At the session MCR Pathways will go into detail about what both of these involve and the benefits that mentoring brings to the young people it supports, the mentors themselves and the organisations that partner with MCR Pathways.

     

    Register Now

  28. Malin Group Member Networking and Best Practice Meeting

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    Malin Group

    Tuesday 12 March 2024 – please note this event is fully booked

    Join us on Tuesday 12 March 2024, 10am – 1pm, for an opportunity to share common challenges, better understand how fellow member companies are continuously improving their business, hear more about Malin Group, marine specialists, providing end to end solutions for the industry, from feasibility studies and consultancy, through design, fabrication and specialist welding, to transportation, mobilisation and decommissioning. With a heritage dating back 125 years, we have worked on a number of iconic projects – from the Queen Elizabeth aircraft carrier, and big blue golf ball, to latterly HMS Glasgow, Hinkley point C and the Tay Whale.

    Situated at the iconic South Rotunda building, the session will start with an informal tour of their building, learning about its heritage and how this ties into their own transportation history, before coming to the gallery, which provides 360° views of the city. Here they will have a short welcome on the group, followed by two focused case studies:

    Chris Dunn, Managing Director and Jonathan Brown, Technical Director, both of Malin Marine Consultants, will be shining a spotlight on to the future of fabrication within (and beyond) Scotland. With high fabrication expectations surrounding the offshore renewables sector, teamed with the already sizeable defence, oil and gas, and nuclear needs, the clear mismatch between supply and demand with regards the existing infrastructure will be investigated. Jonathan will be drawing on his recent white paper in this area, before turning attention to the planned Scottish Marine Technology Park which aims to play a part in the need to expand and improve the current facilities open to industry. This will be followed by a consideration of new means and methods, beyond infrastructure alone. Here Chris Dunn, who successfully led in the delivery of MariLight, alongside partners NMIS, Lloyds Register, Altair Engineering and BAE Systems, will discuss additive manufacturing, lightweighting and the potential new technologies have, not only in reducing costs and materials, but also in reimagining design principles and supporting circular economies as we move forward.

    James Bowie, Engineering Diector of Malin Abram will then turn attention to transportation, and the operations involved in moving vessels, and large complex cargo by sea. Explaining what is involved in roll out and float off operations, he will cover the benefits of this type of operation over the dynamic launches of days gone by, as well as featuring some recently delivered projects including HMS Glasgow. This will be followed by a consideration of lessons learned for sectors outwith defence, to renewables, nuclear, tidal and beyond.

    Members will then be invited to ask any questions of speakers, whilst hosting an informal networking session over lunch.

     

     

     

     

     

     

  29. The Paternity Leave (Amendment) Regulations 2024

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    The Paternity Leave (Amendment) Regulations 2024, if enacted in their current form will make the following changes: –

    • Employees will be able to take their paternity leave as 2 separate weeks rather than being required to take either just a single week or 2 consecutive weeks.
    • The leave will be able to be taken at any time in the 52 weeks after the birth (rather than being limited to 56 days after the birth).
    • Employees will only require to give 28 days’ notice of intention to take paternity leave (reduced from the 15th week before the expected week of childbirth).

    The regulations are expected to come into force in April 2024 at the same time as a variety of other family friendly legal changes previously highlighted to members, including Carers Leave, Flexible Working and Extension of Redundancy Protection to include pregnancy and a period of time following maternity, adoption and shared parental leave.

    Please contact a member of the Legal & HR Team if you need to consider reviewing any policies in these areas.

     

     

  30. Employment Law Essentials for HR

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    Employment Law Essentials for HR

    Tuesday 26th & Wednesday 27th March 2024

    We are excited to announce a brand new training course for 2024! This two day in-person course has been designed for those who would like to add knowledge of Employment Law to their HR skills. Each day will cover a range of different topics so come along and learn more about:

    Day 1 

    • Contracts of Employment and Employment Status 
    • Unlawful Deduction from Wages 
    • Unfair Dismissal 
    • Family/Friendly Legislation 
    • Transfer of Undertakings 

    Day 2 

    • Dealing with Trade Unions 
    • Discrimination 
    • Employment Tribunals 

     

    Designed to compliment our existing training offerings, aimed specifically at those in HR, or those having responsibility for HR. It will be presented by Solicitors, Kevin Duffy and Amie Trainor and is designed to be interactive with attendees encouraged to ask questions as the course is presented. It aims to equip those with responsibility for HR with the confidence to be sure that in dealing with HR matters they remain on the right side of employment law, minimising risk to businesses.

     

    Numbers will be limited to 20, so reserve your place before they are gone! Lunch will be included.

     

    Register now

     

    Cost

    • £425.00 + Vat For Members 
    • £495.00 + Vat For Non-members 
  31. February Breakfast Briefing 2024

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    Changes to Holiday Pay 

    Wednesday 7th February 2024

    Join us on Wednesday 7th February 0800 – 0830 for our second Breakfast Briefing of 2024, presented by Lindsey Miller. Just when we thought issues regarding holiday pay had been clarified, the new Employment Rights (Amendment, Revocation and Transitional Provisions) Regulations 2023 have been passed, bringing into force several changes impacting the treatment and calculation of holiday entitlement and pay. Some introduce new concepts; others are meant to enact changes already in place via case law or turn the clock back to the position before the case law existed. All of these changes take effect from 1 January 2024. 

    Employers should be aware of these changes to avoid legal challenges and to ensure they can work out holiday accruals and pay with confidence. 

     

    The session will cover: 

    1. Consequences of the Supreme Court’s ruling in the case of Chief Constable of the Police Force of Northern Ireland v Agnew
    2. What is “normal remuneration” 
    3. Irregular workers and Part Year workers
      • Holiday accrual 
      • Rolled up holiday pay 
    4. Carry forward of annual leave from one holiday year to the next
      • Due to sickness or injury
      • Due to statutory leave 
    5. Accrual of Covid-19 carry over leave

     

    Register Now

  32. Unlocking Success: Aligning Technology with Business Strategy

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    Author
    Gary Montgomery

    CEO, Agenor

    5 minute read

     

    Understanding the Importance of Aligning Technology with Business Strategy

    In today’s rapidly evolving business landscape, technology plays a crucial role in enabling success. It is essential to align technology with the overall business strategy to maximise its potential and achieve desired outcomes. This does not necessarily mean having the newest or best technology. It is instead critical that companies use the right technology for their needs, at present and in the future. It is also critical to engage with an IT Services partner you can trust, who will work collaboratively to maximise the return on investment, and offers a tailored service to deliver the required outcomes within an agreed timescale and minimise business disruption.

    Aligning technology with business strategy ensures that investments and initiatives are consistent with the company’s long-term goals and objectives. It helps create a cohesive and integrated approach, where technology becomes a key enabler for the company. By aligning technology with business strategy, companies in the manufacturing sector can unlock numerous benefits:

    1. Operational Efficiency: By understanding the specific needs and objectives of the manufacturing sector, companies can identify technology solutions that streamline processes, automate tasks, and enhance productivity. In turn, this leads to cost savings, resource optimisation, risk reduction and improved overall performance.
    2. Driving Innovation & Growth: By evaluating the existing technology stack and identifying gaps or areas for improvement, companies can leverage emerging technologies to gain a competitive edge. Whether it’s implementing solutions for real-time monitoring and predictive maintenance or adopting advanced analytics for data-driven decision-making, aligning technology with business strategy opens doors to innovation and growth.
    3. Enhanced Customer Satisfaction: By understanding customer expectations and preferences, companies can leverage technology to deliver personalised experiences, improve product quality, and provide timely support. This customer-centric approach not only strengthens relationships but also boosts brand reputation and loyalty.

    In conclusion, aligning technology with business strategy is a critical step for companies in the manufacturing sector to unlock success. It ensures that technology investments align with long-term goals, drives operational efficiency, fosters innovation, and enhances customer satisfaction. By creating an integrated technology roadmap based on a strategic review of what is best for the business, companies can navigate the evolving digital landscape and stay ahead of the competition.

     

    Undertaking an IT Strategic Review

    Before aligning technology with business strategy, it is essential to conduct a strategic review of the existing technology environment. This review involves assessing the current systems, applications, and infrastructure in place to identify strengths, weaknesses, and areas for improvement.

    During the strategic review, companies should assess the compatibility, scalability, and security of their technology environment. They should also consider the level of integration between different systems and whether these support the desired business objectives.

    Additionally, companies should evaluate the performance and reliability of their technology environment. Are there any bottlenecks or limitations that hinder productivity? Are there opportunities to streamline processes or automate tasks? These are some of the questions that need to be addressed during the strategic review.

    Furthermore, it is crucial to involve key stakeholders, including IT professionals, business leaders, and end-users, in the strategic review process. Their insights and perspectives can provide valuable input for identifying gaps and determining the best course of action.

    By conducting an IT strategic review, companies can gain a comprehensive understanding of their current IT infrastructure and its alignment with the business strategy. This review serves as a foundation for developing an effective IT roadmap that addresses the identified gaps and drives business success.

     

    Identifying Key Business Objectives

    Part of the IT strategic review is to identify key business objectives. This involves determining the specific goals and outcomes that the company aims to achieve through technology alignment.

    In the manufacturing sector, common business objectives may include improving operational efficiency, reducing costs, increasing product quality, enhancing supply chain management, and fostering innovation.

    To identify key business objectives, companies should consider their unique challenges, industry trends, and competitive landscape. They should also consult with various stakeholders, including department heads, employees, and customers, to gather insights and align objectives with their needs and expectations.

    By clearly defining key business objectives, companies can ensure that technology investments and initiatives are focused, targeted, and aligned with the overall business strategy. This clarity helps prioritise resources, set realistic expectations, and measure the success of technology alignment efforts.

     

    Developing an IT Roadmap

    As part of the IT strategic review companies can now develop an IT roadmap for the future. This is a comprehensive plan that outlines the phases, timelines and the level of investment required to align technology with business strategy.

    When developing an IT roadmap, companies should as a priority consider the identified weaknesses, gaps and areas for improvement that have been identified. They should then prioritise initiatives based on their impact on key business objectives and feasibility of implementation.

    It should also address the integration and compatibility of different technology solutions. It should outline the necessary infrastructure upgrades, software implementations, and process changes required for successful technology alignment.

    Furthermore, the roadmap should include milestones and timelines for each phase. This helps track progress, identify any delays or bottlenecks, and ensure that the technology alignment efforts stay on track. This requires collaboration between IT teams, business leaders, and other stakeholders. It is a dynamic process that should be flexible enough to adapt to changing technology trends and evolving business needs.

    By developing an IT roadmap, companies can have a clear plan for technology alignment, ensuring that the right technology is implemented at the right time to achieve desired business outcomes.

     

    Ownership and Maintenance of the IT Roadmap

    Once the IT roadmap is defined and implemented, it is critical to continually manage it and make necessary adjustments along the way. Technology and business landscapes are constantly evolving, and it is essential to adapt the roadmap to stay aligned with changing needs and opportunities.

    As such, its ownership should be assigned to a key individual within the organisation i.e. Director of IT, IT Manager. This owner will have responsibility for ensuring the roadmap remains aligned to the business and technology strategy.

    Maintaining the IT roadmap involves tracking the implementation of projects and initiatives, measuring their impact on key business objectives, and gathering feedback from stakeholders. It is important to regularly review and assess the effectiveness of technology solutions and adjust as required.

    Additionally, companies should stay updated on emerging technologies, industry trends, and best practices. This knowledge can help identify new opportunities for technology alignment and ensure that the IT roadmap remains relevant and effective.

    Furthermore, it is essential to maintain open communication channels between IT teams, business leaders, and other stakeholders. Regular meetings, progress reports, and feedback sessions can facilitate collaboration, address challenges, and make informed decisions.

    By monitoring and adjusting their roadmap, companies can ensure that technology alignment efforts remain on track and continue to contribute to the overall business strategy. It allows for continuous improvement, innovation, and adaptation to changing market dynamics.

     

    Embrace the Future with Agenor

    In the competitive landscape of Manufacturing and Engineering, where technological advancements are constant, an IT Strategic Review can be the compass guiding organisations towards excellence.   At Agenor, we specialise in leveraging our years of expertise to propel organisations into a future-ready state.

    Are you ready to unleash the full potential of your IT environment? Agenor’s IT Strategic Review is not just a service; it’s a transformative roadmap tailored to your specific business needs that leads to Manufacturing and Engineering excellence.

    Schedule a consultation with us today and embark on a path where your IT infrastructure aligns seamlessly with industry standards, paving the way for sustained success and innovation. Your future begins with an IT strategic review; let’s build it together as partners.

     

    If you would like more information or an initial free consultation contact Gary Montgomery

  33. Albacom Member Networking and Best Practice Meeting

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    Albacom

    Thursday 22 February 2024 – Please note this event is full

    Join us on Thursday 22 February 2024, 10am – 1pm, for an opportunity to share common challenges, better understand how fellow member companies are continuously improving their business, hear more about Albacom. Established in 1990, Albacom is a technology company, offering their customers engineering design, machining, electronics, procurement and manufacturing services.

    Core products of custom designed power supplies, transformers and machined components combined with electronic, electrical and environmental test services enables them offering ground up design & development through full turnkey contract manufacture – and anything in between.

    Albacom’s customer base ranges from start-ups to blue-chip companies in medical, aerospace & defence, oil & gas, utilities, and Industrial market sectors, for both domestic and Global export supply.

     

     

     

     

     

     

     

  34. Engineering Apprentice of the Year Award 2024

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    Submit your application for Engineering Apprentice of the Year Award 2024

     

    We are delighted to announce that applications are now open for Engineering Apprentice of the Year Award. This incredible opportunity for our industry’s apprentices will recognise the enthusiasm, innovation and imagination of up-and-coming engineers and manufacturers.

    Is there an engineering apprentice in your team who has stood out and deserves recognition? Managers or supervisors are invited to submit an application on their behalf for the Scottish Engineering Apprentice of the Year Award, giving them the opportunity to be recognised for their work, and for our winner the chance to win our award trophy and £500, presented at the annual awards dinner on 23rd May in Glasgow.

     

    The closing date for entries is 5pm on Friday 8th March 2024

     

    Download the application form here

     

    Criteria 

    The winner will be invited to attend our Annual Awards Dinner where they will be presented with the trophy.

    • Entry is open to individuals currently enrolled in a recognised apprenticeship
    • Entrants should be employed in the engineering industry based in Scotland
    • Entrants must be available on Tuesday 19th March and Wednesday 20th March for interview if initial application successful
    • Those submitting an application should detail how the apprentice has stood out and/or gone above and beyond within their role and demonstrated enthusiasm, innovation and imagination throughout their programme so far
    • This is an individual award – unfortunately we cannot accept joint applications or group applications

     

     Reviewing of applications 

    • All applications will be acknowledged via email and then reviewed by our panel of judges
    • Successful candidates (or, the “Shortlist”) will be invited to a teams interview accompanied by their sponsor where they will make a brief presentation to discuss their experience with the judging panel

     

    Submitting your application 

    • You can download our application form here.
    • The submission deadline is Friday 8th March 2024
    • Applications should be no more than 500 words and can include images to illustrate the application
    • Applications should include relevant information about the candidate and a description of why they deserve the title of Engineering Apprentice of The Year.
    • As the first round of judging will be made on this submission, it is important that you give as much information as possible within the word count available.
    • Upon completion, please send your application by email to sarahsimpson@scottishengineering.org.uk who will be in contact further application instructions.

    Policy 

    • Judging will be based solely on the information submitted by the candidate.
    • Decisions reached will be regarded as final after the decisions have been announced.
    • Scottish Engineering reserve the right to publicise entries and will make an appropriate acknowledgment of the entrants and their employers.
    • Our winner will be displayed on our social media platforms and the Scottish Engineering website.

    The closing date for entries is Friday 8th March 2024

     

    Our 2023 Engineering Apprentice of the Year Winners –

    2023 Engineering Apprentice of the Year – Ellis Dunnachie of Spirit AeroSystems

    Engineering Apprentice of the Year was presented to Ellis Dunnachie of Spirit AeroSystems for being an inspirational role modelexceeding academically and gaining meta-skills which in turn have made her stand out from her peers. 

     

    2023 Runner Up for Engineering Apprentice of the Year – Rachel Kelly of Babcock

     

    2023 Runner Up for Engineering Apprentice of the Year – Calum McCrindle of Clansman Dynamics Ltd

    The Engineering Apprentice runner up trophies were awarded to Rachel Kelly of Babcock for her work on developing the Project Control Apprentice programme, and also to Calum McCrindle of Clansman Dynamics Ltd for his project which reduced cost, part count and variation.

     

    Download our application form here.

  35. YEYA 2024

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    Submit your application for YEYA 2024

     

    The Scottish Engineering Young Engineer of the Year Award (YEYA), has recognised and celebrated the best young engineers in Scotland for over 25 years.

    Is there a young member of your team who has shown excellence, innovation, and imagination within your industry? Encourage them to submit an application for the Young Engineer of the Year Award, giving them the opportunity to be recognised for their work, be presented with the “Incorporation of Hammermen of Glasgow Award” trophy, and receive a £1000 and £500 prize for our winner and runner-up.

    The closing date for entries is 5pm on Friday 8th March 2024

     

    Download the application form

     

    Criteria 

    The winner will be invited to attend our Annual Awards Dinner where they will be presented with the Hammermen Trophy.

    • Entry is open to recognised engineers who are 35 years of age or under at closing date.
    • Entrants should be employed in the engineering industry in Scotland.
    • Entrants should be able to demonstrate that they are in or have taken a major role in an engineering/technological project which has or will significantly improve the technology and/or competitiveness of their employing organisation.
    • Entrants must be available on Wednesday 17th April and Thursday 18th April for interview if initial application successful
    • The individual’s entry should include an email endorsement of its content by a relevant manager from the company.
    • We do not accept joint applications or group applications.

     Reviewing of applications 

    • All applications will be acknowledged via email and then reviewed by our panel of judges.
    • Successful candidates (or, the “Shortlist”) will be invited to an interview where they will make a brief presentation on their project and discuss it with the judging panel.

    Submitting your application 

    • You can download our application form here.
    • The submission deadline is Friday 8th March 2024
    • Applications can be in the form of a report or presentation and should include relevant information about the candidate and the background to the project or work undertaken.
    • Applications must not exceed five pages, including diagrams
    • As the first round of judging will be made on this submission, it is important that you give yourself the best chance of recognition for the content of your project.
    • Upon completion, please send your report or presentation by email to sarahsimpson@scottishengineering.org.uk who will be in contact with further application instructions.

    Policy 

    • Judging will be based solely on the information submitted by the candidate.
    • Decisions reached will be regarded as final after the winners have been announced.
    • Scottish Engineering and the Incorporation of Hammermen of Glasgow reserve the right to publicise entries but will make an appropriate acknowledgment of the entrants and their employers.
    • Our winner will be displayed on our social media platforms and the Scottish Engineering website.

    The closing date for entries is 5pm Friday 8th March 2024

     

    Our 2023 YEYA Winners –

    Our Young Engineer of the Year 2023 is Natasha Pell of Wallace McDowall

    Our 2023 Young Engineer of the Year Award (YEYA23) in partnership with The Incorporation of Hammermen of Glasgow was presented to Natasha Pell of Wallace McDowall for her role in implementing automation technology to the shop floor through the introduction of a collaborative robot to the factory.  

     

    Young Engineer of the Year 2023 runner up is Natasha Dell of Thales 

     

    Young Engineer of the Year 2023 runner up is Mark Leckenby of Mersen

    The YEYA23 runner up trophies were awarded to Natasha Dell of Thales and also to Mark Leckenby of Mersen.

     

    This award is in association with The Incorporation of Hammermen of Glasgow

  36. Important Employment Law Changes in 2024

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    Early 2024 promises to be a busy time for changes in Employment Law, with a particular focus on family friendly policies. It’s particularly busy because the Government did not issue an employment bill in 2022/23, so much of the legislation that was being proposed and under discussion has waited until 2024 for implementation.

    The first definite change we outline is to the statutory right to make a Flexible Working request. Currently, employees have to work with their employer for 26 weeks before they can make a statutory request to work flexibly. The change, which will come into effect on the 6th April 2024 will confer the right to make a statutory request from day one of employment. There are some other changes, which we covered in our recent Breakfast Briefing, linked here.

    From the same date, employees who care for another person – the definition of who that person can be is relatively wide, effectively encompassing ‘any person who reasonably relies on you for care – will have a statutory right to one week leave with the implementation of the Carers Act, which can be unpaid to provide care where it is required. Carers Leave is also a day one right. From a procedural perspective, employers should consider the following;

    • Employees using the leave must take a minimum of half a working day at a time; a working day meaning the employee’s usual working pattern. There is no need for the leave to be used on consecutive days either. Employees could therefore take five separate days over a 12-month rolling period.
    • Employees are required to provide notice, although this does not need to be in writing. The notice must include the fact that the employee is entitled to take carer’s leave and the day(s) or part of a day that will be taken.
    • Employees will be required to give notice which is either twice the length of time being requested, or three days, whichever is the longest. It is open to employers to waive the notice requirement provided the employee is otherwise eligible to take carer’s leave.

    From the same date, employees who are pregnant or returning from maternity, adoption or shared parental leave will gain priority status for redeployment opportunities in a redundancy situation. The changes will materially increase the numbers of employees with protection (for example, fathers taking just 6 weeks’ of shared parental leave will become eligible for 18 months of protection). These changes will impact on the period of pregnancy when the employer is informed of the pregnancy on or after 6th April 2024.

    Also in April 2024, the government is expected to make minor changes to paternity leave. This will allow paternity leave to be taken at any time in the first year and to be split up into two separate blocks of one week. The current six-month qualifying period, overall limit of two weeks’ leave and low levels of statutory payment will continue, however, so this does not make paternity leave into a much bigger right.

    Looking further forward into later 2024, the Worker Protection Act comes into effect, requiring employers to take proactive steps to prevent their employees from being sexually harassed at work. Ahead of the October 2024 commencement date, the Equality and Human Rights Commission will be publishing new guidance or a new Code of Practice on what proactive steps employers. are expected to take. What the EHRC say (whether in new guidance or a new Code) will be critical in setting the bar for employers. This will put much more focus on our measures to prevent, and our means of dealing with sexual harassment at work, and a much greater emphasis on pre-emptive measures and analysis of the impact of those protection measures. The e EHRC can take enforcement action against employers, and that a claim is successful an ET can award an uplift of 25% on any compensation awarded.

    All of these changes will require handbooks and policies to be updated; as ever, we are here to support, so if you take our services and need assistance in anything noted here, please let us know.

     

  37. January’s Breakfast Briefing – Flexible Working: Dealing with Requests and Changes Coming in 2024

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    Catch up with January’s Breakfast Briefing – Flexible Working: Dealing with Requests and Changes Coming in 2024

     

    Our first Breakfast Briefing of 2024 considered the changes due to be made to flexible working requests, we thought now would be a good time to refresh your knowledge on flexible working requests. This session will cover:

    • The legal framework
    • Flexible working request process
    • Changes due in Spring 2024

     

    View the slides here

     

    Catch the recording below:

     

     

    Please look out for details of forthcoming Breakfast Briefings, which take place on the first Wednesday of the month from 08:00-08:30. If you have any questions on this Breakfast Briefing or suggestions for future briefings, then please contact Amie Trainor in the ScotEng legal team.

    Tel: 0141 221 3181

    Email:  amietrainor@scottishengineering.org.uk

     

     

  38. Allied Vehicles Group Member Networking and Best Practice Meeting

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    Allied Vehicles Group

    Thursday 18 January 2024 – please note this event is fully booked

    Join us on Thursday 18 January 2024, 10am – 1pm, for an opportunity to share common challenges, better understand how fellow member companies are continuously improving their business, hear more about Allied Vehicles Group, Europe’s leading supplier of wheelchair accessible cars, minibuses and taxis.

    The Allied Vehicles Group was established in 1993 and has grown consistently since, now a market lead, the group boasts an annual turnover of over £200 million, employing more than 680 people. Its sales and support staff are located across the UK while the majority of the workforce is based at its main manufacturing plant and administrative headquarters, in Glasgow.

     

     

     

     

     

  39. January Breakfast Briefing 2024

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    Flexible Working: Dealing with Requests and Changes Coming in 2024

    Wednesday 10th January 2024

    Join us on Wednesday 10th January 0800 – 0830 for our first Breakfast Briefing of 2024, presented by Amie Trainor. In consideration of the changes due to be made to flexible working requests, we thought now would be a good time to refresh your knowledge on flexible working requests. This session will cover:

    • The legal framework
    • Flexible working request process
    • Changes due in Spring 2024

     

    Register Now

  40. Catch up with December’s Breakfast Briefing – 12 Employment Contract Clauses of Christmas

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    Catch up with December’s Breakfast Briefing – 12 Employment Contract Clauses of Christmas

     

    Our last breakfast briefing of 2023 covering the ‘12 Employment Contract Clauses of Christmas’, is delivered by our Trainee Solicitor, Amie Trainor. As the new year comes closer, members may be considering refreshing or updating their employment contracts for 2024. In this session, we look at 12 key clauses of the employment contract including key errors, tips and practical advice.

     

    View the slides here

     

    Catch the recording below:

    Please look out for details of forthcoming Breakfast Briefings, which take place on the first Wednesday of the month from 08:00-08:30. If you have any questions on this Breakfast Briefing or suggestions for future briefings, then please contact Amie Trainor in the ScotEng legal team.

    Tel: 0141 221 3181

    Email:  amietrainor@scottishengineering.org.uk

     

     

  41. Chief Exec’s report Q4 2023

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    Read the full Q4 2023 Quarterly Review

     

    6 minute read

     

    Last quarter we asked the question of whether the UK’s rising interest rate had brought a lasting negative impact, or more hopefully if this was just a temporary dip.  The conversations with members since have definitely erred towards the side of caution, and in reviewing our year end survey responses the word that jumps out is perhaps the one that also best describes the Scottish and UK economies: flat.

    The key indicators when considered across industry don’t actually reflect a decline, and in fact there is a mild increase in order intake alongside output volume that is within a couple of percentage points of being static.  Future forecasts and optimism are just about positive, but have dropped since last quarter, and this all contributes to an outlook for 2024 that feels like we are in somewhat of a holding pattern overall, and cautiously watching to see which way the new year will steer us.

    Conversations are helpful at a company level, but in the round add little clarity.  Companies aligned to construction have seen orders softening with most feeling an impact or are predicting that fall when current backlogs are fulfilled, and as a result fabricators and metal products carry the lowest levels of optimism for the next three months.  Yet despite five out of six of our categories being either negative or flat for orders this quarter, four out of six register a positive score for optimism.

    With movements in the metrics being marginal, accepting a neutral outlook along with patience to get a clearer read on where we are heading feels like our most rational conclusion for now.

    If that all feels a little lacklustre and lacking in definitive direction, perhaps this is timely reminder that the release of this quarterly review coincides with the opening of COP28, the 28th United Nations Climate Change conference, being held at the Expo City, Dubai.

    We have said before that after the intensity that we felt when COP26 was held in Scotland, it was always going to be difficult to judge if that was our own shortsighted view, or the inflation that the four-year big event naturally gets, but once again COP28 feels even quieter than last year’s event in its build up.

    For our sector, understanding the expected pace that our infrastructure will have to change as we transition from our current energy supply model to a renewables future is critical to allow companies to look ahead for their own diversification planning.  And whilst no-one is going to hand us the opportunity to manufacture those requirements on a plate, its sheer size and scale drives our ambition to capture as much as is reasonably possible.

    For almost four years now, we have been asking members for their outlook on whether they see threat or opportunity from climate change, and in that time, we have seen an increase of 11% who see opportunity for their business, with that shift matched almost exactly by a reduction in those who see it as a threat.

    However, in just twelve months, the ratio of companies who see an opportunity from addressing climate change has changed direction, falling by a couple of percent, and likewise companies pursuing operational or product/service design changes to support reduced climate impact have fallen by 7% and 5% respectively.

    It’s hard not to draw a parallel between our own UK government’s flip-flopping approach to climate actions in the last year, and the resulting dip in commitment from our engineering sector trying to chart their own course to survive and thrive in uncertain times.  As an example, the removal of confidence to investment caused by the Contract for Difference (CfD) round that was predicted to strike out even before it’s launch is the opposite of what industry needs to get behind and make the most of what remains a massive opportunity.  Changes to planned timing for phase outs for gas boilers, internal combustion engine vehicles add to the lack of conviction that today’s commitments will be tomorrow’s plan.

    Part of that frustration is that this lack of clarity feels at odds with initiatives that we welcome, such as the Advanced Manufacturing Plan recently released by the Department for Business and Trade, which aims to invest in the future of manufacturing across the UK through relevant investments such as delivering a competitive battery supply chain for the UK

    For a government that says it wants the economy to grow its way out of the current cost of living crisis, for our sector, these inconsistencies, and the loss of confidence they bring, feels like an unhelpful way to help us contribute to that aim.

     

    Paul Sheerin
    Chief Executive
    Scottish Engineering

     

    Read the full Q4 2023 Quarterly Review

  42. Metalworking Inspections: Looking After Your Metalworking Fluid

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    Maintenance of fluid quality is key to controlling risk

    The Health and Safety Executive (HSE) has announced that it will be inspecting manufacturing businesses that use metalworking fluids or ‘white water’ in their machining processes until March.  One of the common reasons that manufacturing companies, particularly smaller businesses, fail compliance is that regular fluid quality checks have not been completed.

    HSE have put together a guide on how to look after your metalworking fluid and some reminders.

    • Water-mix metalworking fluid deteriorates over time and can become contaminated with harmful bacteria and other contaminants.
    • Irritated skin and lung problems don’t have to be associated with working with metalworking fluid if you take the right precautions.
    • Maintaining fluid quality also improves machine performance and quality of machined components.
    • Fluid quality checks are simple to carry out with some basic equipment
    • Visual and odour checks should be done daily
      • Concentration, pH and dip slides should be weekly
      • If results are outside of recommended levels, you should take corrective action

    Basic equipment needed

    • Dipslides (bacteria)
    • Incubator
    • pH test strips (or electronic pH meter)
    • Refractometer (concentration)

    Who should do the fluid quality checks?
    Whilst the requirement to have appropriate fluid quality checks in place is with the user of the metalworking fluids, the checks themselves can be carried out by users, the supplier, another third party, or a combination.

    The important thing is that the checks are carried out at the recommended frequencies and corrective action is taken if the results are outside recommended levels. If the checks are being carried out by a combination of parties, it needs to be clear who is undertaking which checks to ensure none get missed.

    Guidance and downloads
    For explanations of the checks required and frequency, and technical advice on the methods and information on actions to take based on the results:

     

     

     

  43. National Minimum Wage changes for 2024

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    National Minimum Wage changes for 2024

    The Government have now published the National Minimum Wage (NMW) rates for 2024. Please note, these do not come into effect until 1 April 2024. The new rates are:

    • 21 and over (National Living Wage): £11.44
    • 18 to 20: £8.60
    • Under 18: £6.40
    • Apprentice: £6.40

    Members will notice that the 2024 rates do not contain a 21 to 22 category, which is normally included. The government have removed this age category which means from 1 April 2024 all workers aged 21 and over will be entitled to the National Living Wage of £11.44. The increase to NLW amounts to an almost 10% rise, which is the largest increase in the last decade. It has been reported that this measure has been taken as part of the government’s manifesto to end low pay for those living on the NLW.

    These changed should be implemented from 1 April 2024 onwards.

     

     

     

  44. Scottish Engineering Awards Dinner 2024

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    We are delighted to announce that tickets for the Scottish Engineering Awards Dinner 2023, held on the 23rd May, are now available to purchase.

    Our annual awards aim to recognise both inspiring individuals and exceptional organisations, who are the epitome of Scottish excellence. Keep your eyes peeled for the application opening for our Young Engineer of The Year and Apprentice of the Year Awards

    If you wish to purchase a ticket, or sponsor the event, please contact Marie McCormack.

     

    2024 Ticket Prices

    Ticket Price – £140.00 incl VAT

    (Includes pre-dinner drinks, a 3-course meal, table wine) 

     

    Dress Code: Occasion Wear

    Time: 18:30 for 19:15 (until 23:00)

    Seating: Tables of 10/12 can be reserved
    Smaller numbers are also welcome

     

    Sponsorship Packages 2023 –

    • Gold – £2250 (includes a table of 10)
    • Silver – £1150 (includes a table of five)
    • Bronze – £560 (Includes two tickets)

     

    All prices are inclusive of VAT

     

    Our Guest Speaker

    Sir Geoff (Godfrey) Palmer

    Professor Sir Geoff (Godfrey) Palmer was born in Jamaica in 1940. He migrated to London in 1955 and unexpectedly had to return to school because he was one month younger than the school leaving age of 15 years. He was designated Educationally Sub-Normal and attended a Secondary Modern School in London. In 1958 he secured a job as a Junior Laboratory Technician at Queen Elizabeth College. After his university applications failed, Professor Chapman assisted his entrance to Leicester University in 1961.

    He gained an Honours Degree in Botany in 1964 from Leicester University, a PhD Degree in 1967 from Edinburgh University and Heriot-Watt College in grain science and technology and completed a Post-Doc Fellowship in 1968. Working at the Brewing Research Foundation (1968 to 1977) he used the fundamental research from his PhD to develop the innovative industrial process of Barley Abrasion and pioneered the use of the Scanning Electron Microscope to study cereal grains. In 1977, he returned to the Heriot-Watt University as a staff member, gained a DSc degree for his research work in 1985, secured financial support from the industry to set up the International Centre for Brewing and Distilling (ICBD), retired in 2005 and became Chancellor of the Heriot-Watt University in 2021.

    He sits on the Boards of Community Organisations and has received Honorary Degrees from various Academic Institutions. His awards include an OBE (2003) and Knighthood (2014) for his scientific research, charity and human rights work. He was the fifth recipient and the first European resident to gain a distinguished research award from the American Society of Brewing Chemist, regarded as the ‘Nobel Prize’ of the industry.

    His work on the history of the enslavement of African people as British slaves has led him to work on slavery projects with Glasgow University and to chair projects set up by Edinburgh City Council, the Scottish Government on Museums and the University of Edinburgh. In 2022 Leicester University gave him its Diversity and Inclusion award and named a building after him. He has published books on race relations and cereal science and technology. He is the first Honorary Consul for Jamaica in Scotland and the Freeman of Midlothian. In 2021 he gained the Pride of Scotland’s Life Time Award. In 2022 he was elected Honorary Keeper of the Quaich by the distilling industry, Leicester University named one of its buildings after him and he received the special Edinburgh Award.

    In 2023, as part of the King’s Windrush Project, his portrait was painted as one of ten Windrush Pioneers.

     

    Entertainment

     

    Multi-award-winning stand-up comedian – Ray Bradshaw

    Ray was handpicked to support John Bishop on his recent UK arena tour and has previously supported Frankie Boyle on his last two tours. His previous two tour shows have been performed in both English and British Sign Language; the first, Deaf Comedy Fam, was a huge success and won awards both in the UK and Australia, leading Ray to become the first comedian ever to win a Scottish Culture Show Award

     

    A special thanks to our sponsors

     

     

  45. 35 Business Bodies Unite to Call For Rates Freeze

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    35 Business Bodies Unite to Call For Rates Freeze

    Scottish Engineering is proud to be one of thirty-five leading business groups and industry bodies that has jointly written to the Scottish Government’s Deputy First Minister and Finance Secretary asking her to freeze the business rate in the coming financial year.

    The thirty-five organisations represent a broad cross section of Scottish industry and commerce, including retailers, wholesalers, manufacturers, tourism, leisure, and commercial property.

    The collective call comes ahead of the unveiling of the Scottish Government’s Budget on 19 December, which is expected to set the business rate and associated reliefs and thresholds for the 2024-25 financial year.

    Scotland’s business rate is already at a 24-year high and a fifth higher than at the start of the previous decade. If increased in line with current CPI inflation this could see ratepayers across Scotland face an extra £205 million on their rates bills from next Spring. This would be at odds with the Scottish Government’s recently stated aim to use business rates to “boost business”.

    The joint letter from the business representative and trade bodies was submitted to Shona Robison MSP, the Scottish Government’s Finance Secretary, on 2 November. The text of the letter was:

     

    Dear Deputy First Minister,

    We are writing jointly ahead of the Scottish Budget to ask that you do not increase the poundage rate in the coming financial year.

    We fully recognise that the Scottish Government, like business, is facing its own costs and inflationary pressures at the present time. The work to improve the administration of the rates system through the New Deal for Business is encouraging, as is the headway made in recent years on broader aspects of reform including more frequent revaluations, the retention of the uniform business rate, and the pledge to restore parity on the higher property rate with England which should benefit 11,650 commercial premises here in Scotland.

    Yet, after three and a half turbulent years of the pandemic and costs crunch the fact is trading conditions remain challenging, the cost of doing business remains elevated, and the near-term economic outlook is weak. We therefore ask that Scottish Ministers prioritise a freeze in the headline business rate poundage – which is already at a 24-year high – in the coming financial year. This would aid firms with the costs crunch, help them keep down prices for customers, and support business investment and competitiveness.

    Our organisations have a range of ideas on how Scotland’s rates system could be improved. However, we collectively believe this practical measure to freeze the business rate requires to be taken in your upcoming Scottish Budget, which would be a positive step applicable to all commercial premises, help ease the burden at this difficult time, and support our shared objective of delivering more sustainable economic growth.

    Yours sincerely,

    David Lonsdale, Director, Scottish Retail Consortium

    Alan Anthony, Scottish Chair, Revo

    Fran Barnes, Chief Executive, The Horticultural Trades Association

    Miles Beale, Chief Executive, The Wine & Spirit Trade Association

    Sandy Begbie CBE FRSE, Chief Executive, Scottish Financial Enterprise

    Tracy Black, Director, CBI Scotland

    Clare Bottle, Chief Executive, UK Warehousing Association (UKWA)

    Dr Liz Cameron CBE, Chief Executive, Scottish Chambers of Commerce

    Dr Pete Cheema OBE, Chief Executive, Scottish Grocers’ Federation

    Phil Clapp, Chief Executive, UK Cinema Association

    Marc Crothall MBE, Chief Executive, Scottish Tourism Alliance

    Huw Edwards, Chief Executive, ukactive

    Andrew Goodacre, Chief Executive, British Independent Retailers Association

    Meryl Halls, Managing Director, Booksellers Association of the UK and Ireland

    Malcolm Harrison, Chief Executive, Company Chemists’ Association

    Sarah-Jane Laing, Chief Executive, Scottish Land & Estates

    Mark Kent, Chief Executive, Scotch Whisky Association

    Hussan Lal, President, Federation of Independent Retailers Scotland

    John McLellan, Director, News Brands Scotland

    Andrew McRae, Policy Chair, FSB Scotland

    Catherine McWilliam, Nations Director – Scotland, IoD Scotland

    David Melhuish, Director, Scottish Property Federation

    Gordon Nelson, Scotland Director, Federation of Master Builders

    Garry Richmond, Director, Print Scotland

    Howard Saycell, Chief Executive, Retra

    Tavish Scott, Chief Executive, Salmon Scotland

    Paul Sheerin, Chief Executive, Scottish Engineering

    Anthony Short, Executive Director, Music Industries Association

    Marion Sinclair, Chief Executive, Publishing Scotland

    Colin Smith, Chief Executive, Scottish Wholesale Association

    David Thomson, Chief Executive, Food & Drink Federation Scotland

    Leon Thompson, Executive Director, UKHospitality Scotland

    Paul Togneri, Senior Advisor, Scottish Beer & Pub Association

    Colin Wilkinson, Managing Director, The Scottish Licensed Trade Association

    Jane Wood, Chief Executive, Homes for Scotland

     

     

     

  46. December Breakfast Briefing 2023

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    12 Employment Contract Clauses of Christmas

    Wednesday 6 December 2023

    Join us on Wednesday 6th December 0800 – 0830 for our last breakfast briefing of the year, on ’12 Employment Contract Clauses of Christmas’, delivered by our Trainee Solicitor, Amie Trainor.

    As the new year comes closer, members may be considering refreshing or updating their employment contracts for 2024. In this session, we will look at 12 key clauses of the employment contract including key errors, tips and practical advice.

     

    Register Now

  47. Webinar recording – Reducing Energy Costs and Building an Energy Strategy

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    Catch up with Beyond Innovation webinar

    Member company Beyond Innovation Ltd held a webinar on Energy Solutions for businesses and extended that invite to fellow Scottish Engineering members. The session covered the importance of energy profiling before considering how to lay out a suitable technology roadmap, alongside the use of custom micro-grids, and considerations for Electric Vehicles (EVs), and used live results to outline case studies that illustrate what a good solution looks like.

    Watch the webinar recording below:

     

     

     

     

  48. November Breakfast Briefing – Government Backed Finance, Insurance and Guarantees to help you Export

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    Catch up with November’s Breakfast Briefing – Government Backed Finance, Insurance and Guarantees to help you Export

    This Breakfast Briefing looks at the topic of ‘Government Backed Finance, Insurance and Guarantees to Help you Export,’ in partnership with UKEF.

    UKEF works with over 100 private credit insurers and lenders to help UK companies access export finance – the loans, insurance policies or bank guarantees that enable international trade to take place as easily and securely as possible. UKEF has 100 years’ of experience supporting UK businesses to achieve global success. As the world’s oldest Export Credit Agency (ECA) it has a proud history of innovation whilst maintaining standards and principles. Now, at the outset of its second century, UKEF continues to innovate, improve and diversify in order to ensure that UK exporters of all shapes and sizes, backed by the UK’s world-class ECA, can achieve sustained international success.

    UKEF helps UK companies to:

    • Win export contracts by providing attractive financing terms to their buyers
    • Fulfil contracts by supporting working capital loans
    • Get paid by insuring against buyer default

    Catch the recording below:

    Please look out for details of forthcoming Breakfast Briefings, which take place on the first Wednesday of the month from 08:00-08:30. If you have any questions on this Breakfast Briefing or suggestions for future briefings, then please contact Amie Trainor in the ScotEng legal team.

    Tel: 0141 221 3181

    Email:  amietrainor@scottishengineering.org.uk

     

     

  49. RWG Member Networking and Best Practice Meeting

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    RWG

    Thursday 23 November 2023 – Please note this event is full

    Join us on Thursday 23 November 2023, 10am – 1pm, for an opportunity to share common challenges, better understand how fellow member companies are continuously improving their business, hear more about  RWG, a global market leader for maintenance, repair and overhaul of Siemens Energy Industrial aero-derivative gas generators. RWG is authorised by Rolls-Royce Naval & Marine to maintain gas turbines used for marine propulsion, it is headquartered in Aberdeen, Scotland, employing 500 highly skilled and experienced people across the world.

    A tour of RWG’s facilities provides insight into the complex world of gas turbine maintenance. Visitors will observe a disciplined and professional team, using well-defined procedures and processes to ensure the quality, performance and integrity of overhauled rotating equipment in service. RWG’s investment in the circular economy will be evident, with a focus on advanced component repair technology to restore worn or damaged gas turbine components. This comprehensive repair capability covers 90% of components contained within a gas turbine, avoiding additional cost and lead time associated with supply of new replacement parts.

     

     

     

     

     

     

  50. Alstom Member Networking and Best Practice Meeting

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    Alstom

    Thursday 7 December 2023 – Please note this event is full

    Join us on Thursday 7 December 2023, 10am – 1pm, for an opportunity to share common challenges, better understand how fellow member companies are continuously improving their business, hear more about Alstom and see them in action first-hand at the site at Polmadie.

    Alstom is the UK’s foremost supplier of new trains and train services, and a major supplier of signalling and rail infrastructure. It has built, or is building, almost 40% of the UK mainline train fleet. It strongly supports the Scottish Government’s plans to remove diesel trains from the network by 2035 – and believes that Scotland’s SMEs must be given every opportunity to play their part in meeting this goal.  
     
    This is an operational depot so numbers are limited to 16 – please register your interest for this event using the link below.

     

     

     

     

     

     

  51. Breathe Safe Campaign

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    The Breathe Safe Campaign is seeking to raise awareness across the engineering sector on the potentially serious health effects of exposure to welding fume and they have asked Scottish Engineering to share information on this critical issue with our members.

    There are estimated to be up to 80,000 welders in the UK, and every day these workers come into contact with welding fume.

    Whether it is a full-time occupation, or just part of a job function, it has been shown that welding fume can be harmful to health, and just before lockdown the UK’s Health and Safety Executive (HSE), classified welding fume, including fume from mild steel welding, as a carcinogen and revised its guidance for workers’ protection.

    All businesses undertaking welding activities should ensure effective engineering controls are provided and correctly used to control fume arising from these activities.

    Where engineering controls are not adequate to control all fume exposure, adequate and suitable respiratory protective equipment (RPE) is also required to control risk from the residual fume.

    Please see a message for employers from Breathe Safe in the short video here:

    Visit the Breathe Safe website to learn more. Breathe Safe – Welding fume can be fatal. (breathesafeuk.org)

     

  52. Reducing Energy Costs and Building an Energy Strategy

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    In partnership with Scottish Engineering

    Member company Beyond Innovation Ltd are holding a webinar on Energy Solutions for businesses and is extending that invite to fellow Scottish Engineering members. The session will cover the importance of energy profiling prior to considering how to lay out a suitable technology roadmap, alongside the use of custom micro-grids, and considerations for Electric Vehicles (EVs), and will use live results to outline case studies that illustrate what a good solution looks like.

    Join Beyond Innovation Ltd on Thursday 2nd November 0930-1030 and discover more about Reducing Energy Costs and Building an Energy Strategy.

     

    Register now

  53. From burden to benefit: PDMS give a practical guide to modernising your legacy systems without disrupting your business

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    Webinar in partnership with PDMS

    In this webinar, the PDMS team led attendees through the process, impact, and benefits of modernising critical business legacy systems. Given the variation of systems across multiple industries and their individuality to each organisation, there is no ‘one-size-fits-all’ approach. The session explores different approaches to modernising legacy IT systems. If you’re tired of dealing with outdated technology, this is the perfect opportunity to learn about the latest modernisation trends and strategies. The expert speakers share their insights and experiences, providing you with valuable knowledge on how to modernise your system.

    Speakers

    Watch the recording below:

     

    Discover more

     

  54. November Breakfast Briefing 2023

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    Government Backed Finance, Insurance and Guarantees to help you Export

    Wednesday 1 November 2023

    Join us on Wednesday 1st November 0800 – 0830 for our next breakfast briefing, on the topic of ‘Government Backed Finance, Insurance and Guarantees to Help you Export,’ in partnership with UKEF.

    UKEF works with over 100 private credit insurers and lenders to help UK companies access export finance – the loans, insurance policies or bank guarantees that enable international trade to take place as easily and securely as possible. UKEF has 100 years’ of experience supporting UK businesses to achieve global success. As the world’s oldest Export Credit Agency (ECA) it has a proud history of innovation whilst maintaining standards and principles. Now, at the outset of its second century, UKEF continues to innovate, improve and diversify in order to ensure that UK exporters of all shapes and sizes, backed by the UK’s world-class ECA, can achieve sustained international success.

    UKEF helps UK companies to:

    • Win export contracts by providing attractive financing terms to their buyers
    • Fulfil contracts by supporting working capital loans
    • Get paid by insuring against buyer default

     

    Register Now

  55. Aggreko Member Networking and Best Practice Meeting

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    Aggreko

    Tuesday 14 November 2023 – Please note this event is fully booked

    Join us on Tuesday 14 November 2023, 10am – 1pm, for an opportunity to share common challenges, better understand how fellow member companies are continuously improving their business, and hear more about Aggreko, a provider of power generation and industrial heating and cooling solutions.

    With over 60 years of experience, Aggreko is a sector specialist, offering a choice of energy and rental services across industries. To improve productivity for its customers, Aggreko uses the latest technologies, combining innovative thinking with their sector knowledge to help customers achieve their goals, however complex, through a range of flexible, modular solutions.

    Aggreko is investing in more sustainable products, fuels, and services to make greener solutions accessible for our customers, supporting their move to a more sustainable and efficient future.

    Attendees can expect to meet Aggreko’s Head of Manufacturing, Kimberley Campbell, who will give a presentation covering Aggreko’s Lomondgate facilities and what is carried out on site. Attendees will then be given a tour of the Manufacturing facilities where they will enter the shop floor environment to see the build and lifecycle of its products first-hand.

     

     

     

     

     

     

  56. October Breakfast Briefing – Attracting and Developing Young Talent, in partnership with Fuel Change

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    Catch up with October’s Breakfast Briefing – Attracting and Developing Young Talent, in partnership with Fuel Change

    This Breakfast Briefing looks at the topic of Attracting and Developing Young Talent, in partnership with Fuel Change.

    In order to ease concerns with recruitment and retention, Fuel Change is empowering the next generation with enhanced skills and abilities to create a pipeline of talent for businesses, especially those involved in the transition to net zero. This is delivered through an established programme of change which Fuel Change embed in schools, colleges and business which is specifically focussed on meta-skills with a wrap around of sustainability.

    You can view the slides here:

    Catch the recording below:

    If you have any questions regarding the topics covered in this webinar, please contact David Reid: david.reid@fuelchange.co.uk

    Please look out for details of forthcoming Breakfast Briefings, which take place on the first Wednesday of the month from 08:00-08:30. If you have any questions on this Breakfast Briefing or suggestions for future briefings, then please contact Kevin Duffy in the ScotEng legal team.

    Tel: 0141 221 3181

    Email:  amietrainor@scottishengineering.org.uk

     

     

  57. MacTaggart Scott Member Networking and Best Practice Meeting

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    MacTaggart Scott

    Thursday 26 October 2023

    Join us on Thursday 26 October 2023, 10am – 1pm, for an opportunity to share common challenges, better understand how fellow member companies are continuously improving their business, and hear more about MacTaggart Scott, suppliers of engineering solutions for the marine market.

    MacTaggart Scott was founded by Hugh MacTaggart and Robert Scott in 1898.  It remains a privately-owned engineering company employing 380 people in Loanhead, Midlothian and celebrated its 125th anniversary this year. Since its formation, MacTaggart Scott has supplied innovative engineering solutions for the marine market. Today naval defence forms the backbone of the Company’s turnover, with equipment being designed and manufactured in Scotland for both domestic and export markets.  Examples of current MacTaggart Scott business include:

    • Aircraft Elevators
    • Ammunition & Stores/Personnel Elevators
    • Helicopter Traversing Systems
    • Deck-handling Equipment
    • Mast Raising Equipment
    • Towed Array Handling Systems
    • Hydraulic Power Units and Actuators
    • Secondary Propulsion Systems

    Register Now

     

     

  58. Leviton Member Networking and Best Practice Meeting

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    Leviton

    Thursday 19 October 2023

    Join us on Thursday 19 October 2023, 10am – 1pm, for an opportunity to share common challenges, better understand how fellow member companies are continuously improving their business, and hear more about Leviton, a large US based company that supplies electrical devices, lighting systems and networking solutions to a wide range of customers globally.

    Prior to Leviton’s acquisition, the 50 year old Glenrothes site was the principle factory of Brand-Rex.  Today, it is now the European HQ for Leviton’s Network Solutions business. Leviton’s network cabling systems are found virtually everywhere, connecting offices, schools, hospitals, airports and vast cloud computing data centres.

    Attendees will be able to learn about the technologies involved in today’s high speed data networks and the importance of the copper and fibre-optic cabling and connectivity solutions that provide the vital connections that keep our lives operating smoothly. Leviton will also give attendees a short tour of its carbon neutral facility where they will be able to see cables being produced and customer assemblies terminated. Leviton will showcase its latest production equipment, live data monitoring along with some of the latest techniques used by our maintenance teams. It also has one of the largest roof based solar panel installations in Scotland and attendees can learn more about how this was deployed and the benefits the company has seen since it went live earlier this year.

    Register Now

     

  59. Dealing with sexual harassment complaints  

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    In light of allegations made in the media last week about Russell Brand, the Legal & HR Team wanted to share insight on how employers should deal with sexual harassment complaints. While no legal charges have been brought against Brand, at this point, it is clear that media allegations of this nature can have a serious reputational impact on both the alleged perpetrator and on the organisations they work for.  

    Sexual harassment is a form of unlawful discrimination in terms of the Equality Act 2010. It is defined as unwanted conduct of a sexual nature which has the purpose or effect of either a) violating the complainant’s dignity; or b) creating an intimidating, hostile, degrading, humiliating or offensive environment for the complainant. It is therefore important that as an employer, you deal with complaints of this nature appropriately to avoid not only legal risk, but harm to the parties and reputational damage to the organisation.  

     

    To ensure your organisation is equipped to deal with sexual harassment complaints, the below tips are recommended by the Legal & HR Team:  

    1. Have an anti-harassment and bullying policy in place 

    Employers should have an effective anti-harassment and bullying policy in place. This will set the standard expected in the organisation and assist in creating a culture which does not condone behaviour of this nature. The policy should define sexual harassment; set out a process for lodging a complaint; detail how the complaint will be heard; and outline the possible resolutions available at the end of the process. It should be noted that this is a sensitive topic and therefore, employers are urged to ensure that their policy reassures that any complaint will be dealt with confidentially. Having a robust policy in place will also send the message that complaints will be taken seriously and dealt with appropriately. Failure to adopt such a policy may result in employees feeling like they do not have a channel where they can open up about their complaint.  

    It’s important to make sure that those within your organisation know the policy is in place, where they can access it and who they can direct any questions to regarding the policy.  

    2. Take all complaints seriously 

    Complaints may not always be made through a formal procedure. For example, another employee may have witnessed their colleague being harassed or reports of inappropriate “banter” may be made to a line manager by someone in their team. Even if a complaint is not made formally, it is important that allegations raised informally are fully investigated and the appropriate action is taken. It is not advisable to classify issues raised as a joke or sweep under the rug – the behaviour may still meet the legal definition of sexual harassment. Addressing all complaints made promotes a culture within the workplace which does not condone sexual harassment and again, reassures those in the organisation that they will be supported. 

    3. Provide training on sexual harassment 

    Employers should provide training on the topic to embed anti-sexual harassment into their culture and educate employees. This training may include examples of what sexual harassment looks like in practice; how managers should deal with complaints; how employees should deal with any sexual harassment they witness as a bystander; and how complaints can be raised under the anti-harassment and bullying policy. In many cases, employees have failed to understand that what they deem as “banter” can actually meet the legal definition of sexual harassment. Providing training should remove any ambiguity over what is and is not acceptable. 

    Employers should also ensure the training is kept up-to-date and monitor the effectiveness of the training and your policies. Anonymous surveys and exit interviews may be helpful tools when monitoring the effectiveness of the training and policies in the workplace. 

    4. Take appropriate disciplinary action 

    Where an employer finds that sexual harassment has taken place (e.g. through a grievance process or formal complaint), appropriate disciplinary action should be taken against the individual. In practice, this would involve the employer referring the matter over to their disciplinary procedure. This demonstrates that the employer takes sexual harassment seriously and will reassure those in the organisation that their complaints will be handled appropriately. It’s unlikely that individuals will feel empowered to make a complaint if there are no consequences for the perpetrator. 

    5. Offer Support 

    Employers should consider what support is open to their employees who have experienced sexual harassment. This may take the form of employee assistance programmes (EAPs), counselling or therapy sessions or private healthcare. Even if a complaint has been dealt with appropriately, sexual harassment can have a long-term psychological impact on the victim. Offering follow-up support ensures the employer is looking after the mental health of their employee and promotes good employment relations. 

     

    Employers should be aware that the law on how sexual harassment is tackled in the workplace is about to undergo a fundamental change. The Worker Protection (Amendment of Equality Act 2010) Bill has received royal assent and will soon become law (predicted 2024). The Bill has been designed to place greater responsibility on organisations to protect employees against harassment, including sexual harassment. It will include employers being under a positive duty to prevent sexual harassment from taking place. This means when a claim is raised, employers must demonstrate they have taken reasonable steps to prevent harassment in their organisation. In anticipation of the legislation coming into force, employers should assess the policies, procedures and training they have in place. A good place to start is reading the EHRC Technical Guidance on Preventing Harassment  which is specifically designed to help employers avoid claims of sexual harassment and offers sound advice on how to deal with such matters if an issue arises. 

    As always, our Legal & HR Team are available to assist members with implementing a Anti-Harassment and Bullying policy, or any other matters related to sexual harassment in the workplace. 

     

     

  60. Oil States Member Networking and Best Practice Meeting

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    Oil States

    Tuesday 10 October 2023

    Join us on Tuesday 10 October 2023, 10am – 1pm, for an opportunity to share common challenges, better understand how fellow member companies are continuously improving their business, and hear more about Oil States, an industry leading supplier of innovative equipment, systems and services for the energy and industrial markets.

    Oil States has delivered engineered and manufactured products from Scotland for over 40 years, from Oil and Gas now through its Minerals and Renewables divisions it is leading the transition towards Net Zero. Partnering with its customers through the complete concept-to-delivery cycle on high-tech solutions, delivering best in class Scottish engineering innovation, support and value all validated through its UKAS approved test lab.

    Register Now

     

     

  61. Net Zero Webinar – The Feedback Series in Partnership with Highland Galvanizers

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    Net Zero HomeEvents

    Event description

    In this latest webinar in our Feedback Series, we were joined by Highland Galvanizers. The Highland Group believe that the benefits which emanate from the long term corrosion protection afforded by galvanizing, and further enhancement by powder coating will play a vital role in achieving the objectives of sustainability and the preservation of the environment and as such are committed to continued growth and development of the business in a way that fully embraces these objectives. We are looking forward to Iain Boyle, Environmental & Asset Management Director sharing with us their learnings and findings on their Net Zero journey to date.

     

    Watch our recent recording of Session 16 – The Feedback Series: In Partnership with Highland Galvanizers

    All of our Net-Zero skills support sessions are available to view below. If you have any questions at all about the support we’re offering, then please contact Eric Boinard ericboinard@scottishengineering.org.uk

     

  62. Why using the wrong (or no) energy broker can cost your business

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    Author
    Steve Wilson

    Director, Focus Energy Services Limited

    5 minute read

     

    Why using the wrong (or no) energy broker can cost your business

    With recent prices being as low and stable as they have been for the last 2 years it would be very easy to be complacent about when and from who you procure your energy. Indeed, as a result of the relatively lower price level and market stability we have secured some significant contract savings for our clients recently – a notable one being a reduction of £1,159,000 on a client’s electricity costs for the next 12 months. This is made more remarkable by it being one business premise and one half-hourly electricity meter.

    The sad truth, however, is that most of the factors that had contributed to the volatility in prices during the “energy crisis” are still there in the background and have not been eradicated or removed.

    With 1st October 2023 signifying the start of the winter period in relation to the energy market we are ever-mindful that supply issues, strikes and even an early cold-snap can spike the market. Add-in additional factors such as hidden broker fees and rising networks costs then it’s very easy to see why energy cost competitiveness has never been so important and neither has the need for efficiency and transparency in the energy supply & retail market.

     

    Finding the right broker is key, in a market lacking transparency and governance

    The UK’s business energy brokerage market is presently unregulated. Whilst the actual energy supply companies are regulated by OFGEM, the industry as a whole is still a long way from being fully transparent – particularly in relation to undisclosed broker commissions, and energy brokers / sales people are seen by many to be too pushy and sales-driven.  Many of the business owners we speak to find the constant barrage of speculative sales calls in relation to business energy a real turn-off.  We have seen clients who previously had been panicked by such calls advising them that they are out of contract or that the caller is their newly appointed broker calling to introduce themselves. It is frankly amazing that a country like the UK has so little regulation or codes of conduct covering this vital commercial sector and no all-encompassing regulator governing the activities of all the agents within it.

    That said, there are good and bad workers, advisers, and vendors in all aspects of life.  The key for businesses is to find a good, trustworthy energy consultant/broker who can help you find efficiencies, give quality advice, and better understand YOUR needs. Not all businesses want or need the same levels of help and input, and therefore finding the right broker pays dividends by offering savings in both time and money.

     

    Is bigger “better” with utility brokers?

    In our opinion – no.  If anything, size can be a distinct disadvantage in the broker sector.

    We have engaged with a number of larger, multi-site or corporate clients where it was clear that they’d previously been “sold” on the advantages of going with a big broker then, after the contract has been signed and the honeymoon period has worn-off, they have been frustrated and sometimes disappointed with the level of service or not getting to speak to the same person twice.

    We find it very interesting that large-scale users of energy or businesses with multi-site premises initially feel that they “need” to find a bigger broker.  What we would like to highlight is that using a large broker can often be detrimental (financially) to a business rather than beneficial for the following reasons:

     

    Economy – a large-scale brokerage could have:

    1.  100s of staff salaries
    2.  100s of  pension contributions,
    3.  100s of computers
    4.  Their own electric, gas, and water costs for their own trade premises.
    5.  Spend large sums of money on digital advertising.
    6.  Financially incentivise staff to close deals
    7.  Operate call centres where you never get the same person twice.

    These are just some of their issues and overheads BEFORE they even make profit which you are ultimately paying for.

     

    Look at your Broker’s fees – If they do not declare them ask them why not:

    Most energy brokers are paid by obtaining prices from various suppliers and then adding their margin onto the prices before showing them to the prospective customer or client. Smaller brokers with minimal overheads get exactly the same wholesale prices but add less margin which makes for lower prices for clients.

    Unfortunately, most brokers do not declare their fees or commissions although this is slowly being eradicated by OFGEM requiring suppliers to state on the contract what the commissions are. Sadly, this is often not spotted until after the contract has been signed.  Responsible brokers declare their fees openly and transparently at the quotation stage, they are not hidden in the contract where it’s “buyer beware” if you didn’t spot it.

    Rather than have somebody “sell” you energy, we find that business owners – particularly in larger or multi-site premises find it far more refreshing to be given transparent, consultative energy advice, comparisons and quotations and be offered some industry insight to help them make a more informed decision on when and from who they buy their energy.

     

    What does a GOOD Broker offer?

    Here are the main benefits of using a good broker who is professional and trustworthy:

    • They will have a genuine interest in understanding your business
    • They will work hard to source the best contracts for your business
    • They should be able to provide transparent figures for comparison and consideration
    • They should most always be able to beat any renewal figure you are given
    • They should never charge you for providing quotes and comparisons
    • They save you time and let you get back to doing what you do best – your business!

    If you have already had a relationship with a broker for some time, then you should still try to get a second quote to see how competitive (or complacent) your current broker still is – after all the only difference in prices should be the margin which they charge you for their services. Especially if you are in manufacturing, production or engineering – typically the larger users of business energy.

    If you are uncertain about how much to pay for your business utilities or would like to discuss or compare a renewal price which you have received or have lapsed into prejudicial out-of-contract rates, then please contact us.  We are happy to provide testimonials from satisfied clients and, if you are local enough, we are also happy to drop in for a cuppa and a chat about your individual requirements.

     

    Why Consider Focus?

    Focus Energy Services offer a range of services to customers:

    1. Instant access (mobile number and direct email address) to one of our 3 Directors, no call centre delays or info@ or support@ email address frustrations.
    2. A more personal service tailored to the needs of the individual business.
    3. Practical, consultative advice – not sales-driven.
    4. Access to all of the UK’s major/quality energy providers.
    5. Full transparency in pricing, fees and commission up front
    6. Lower overhead than competitors which ensures more competitive pricing.
    7. Fixed, Basket & Flex contracts.
    8. Reviews and audits to spot anomalies or incorrect billing.
    9. Discussions of all available options to help narrow-down the final choice.
    10. Availability of invoice validation for multi-site premises.

    We are a UK-wide business energy consultancy and brokerage whose three directors are preferred suppliers and energy partners to the care sector but also well-versed in the energy requirements of other sectors like manufacturing, production and engineering. We are proud members of Scottish Engineering and are happy to help fellow members source the best available utility contracts for their businesses.

    I will be speaking again at Scotland’s Manufacturing and Supply Chain Conference at the SEC, Glasgow on 25th October 2023 – courtesy of Scottish Engineering who are the main event sponsor. I have previously presented at other national conferences across the UK on business utilities and procurement strategies and offer transparent industry insight to help organisations purchase their utilities with more confidence. I am based in Fife; my colleagues Gavin Scott and David Woodward are based in Glasgow and York respectively.

    We have three directors and no employees and, comparatively, no real overhead in comparison to our competitors and can do ALL of the things a larger brokerage offers.

  63. October Breakfast Briefing 2023

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    Attracting and Developing Young Talent in partnership with Fuel Change

    Wednesday 4 October 2023

    Join us on Wednesday 4th October 0800 – 0830 for our next breakfast briefing, on the topic of Attracting and Developing Young Talent, in partnership with Fuel Change. In order to ease concerns with recruitment and retention, Fuel Change is empowering the next generation with enhanced skills and abilities to create a pipeline of talent for businesses, especially those involved in the transition to net zero.  This is delivered through an established programme of change which Fuel Change embed in schools, colleges and business which is specifically focussed on meta-skills with a wrap around of sustainability.

    There is an opportunity for all employers to be part of what it does and how it delivers to the benefit of your business and in the session Fuel Change will walk through what it does, how it does it and how that can deliver for you. Fuel Change is currently in 50 secondary schools with an embedded curriculum programme for 5th/6th years which provided an SCQF level 6 qualification – by this time next year it aims to be in 200 and connecting the workforce of the future with jobs.

     

    Register Now

  64. September Breakfast Briefing – Employment Status

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    Catch up with September’s Breakfast Briefing – Apt – a Scottish Government initiative dedicated to reducing the disability employment gap

    This Breakfast Briefing looks at Apt, a Scottish Government initiative dedicated to reducing the disability employment gap.

    Presented by Amrit Kaur Bedi, Development Manager for Apt. Recruitment today is often digital, with increasing numbers of employers posting vacancies on their websites and advertising through online job search websites. Many employers only accept applications which have been submitted online. This has created a scenario where disabled jobseekers face not just attitudinal barriers, but digital barriers as well. A significant portion of employer sites, recruitment boards and online tools are not fully accessible to disabled people. This can raise serious questions about diverse recruitment practices and discrimination. Apt is keen to educate employers on how they can have efficient and cost-effective recruitment processes that do not deter disabled applicants and applicants with long-term health conditions.

     

    You can view the slides here:

    Catch the recording below:

     

    Please look out for details of forthcoming Breakfast Briefings, which take place on the first Wednesday of the month from 08:00-08:30. If you have any questions on this Breakfast Briefing or suggestions for future briefings, then please contact Kevin Duffy in the ScotEng legal team.

    Tel: 0141 221 3181

    Email:  amietrainor@scottishengineering.org.uk

     

     

  65. Net-Zero Webinars – The Feedback Series – Session 16

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    The Feedback Series | Tuesday 26 September| 8.30-10.00am 

    Net Zero Home | Webinars On-Demand

     

    Scottish Engineering has now delivered a series of informative webinars on the topic of Net Zero, all of which can be found here. In our feedback series, whilst we are sharing our learnings and findings collected when developing Scottish Engineering own roadmap and during our interactions with Scottish businesses and skill providers, we are delighted to be joined with some of our members to share their own experience, learnings and findings gathered during their Net Zero journey.

    Highland Galvanizers was established in Elgin in 1978 to provide a service to the north of Scotland. 40 years on, they now provide hot dip galvanizing, powder coating and shot blasting to customers throughout Scotland, the North of England and beyond. The Highland Group believe that the benefits which emanate from the long term corrosion protection afforded by galvanizing, and further enhancement by powder coating will play a vital role in achieving the objectives of sustainability and the preservation of the environment and as such are committed to continued growth and development of the business in a way that fully embraces these objectives.

    We are looking forward to Iain Boyle, Environmental & Asset Management Director sharing with us their learnings and findings on their Net Zero journey to date.

     

    Register here

     

    Dr. Eric Boinard – Net Zero Skills Support Project Lead

     

    Navigating Net-Zero can be a daunting prospect; therefore, we are extending the offer of tailored guidance through our free 1-2-1 sessions. Our net-zero project lead, Dr. Eric Boinard is on hand to assist SMEs to begin planning their own net-zero route map to ensure that they’re ready to play a role in Scotland’s green recovery, and take full advantage of any opportunities that may come their way. If you’d like to arrange a 1-2-1 session, please contact Eric Boinard ericboinard@scottishengineering.org.uk to discuss further.

  66. Legal Update Webinar September 2023

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    Employment Law Updates

    Wednesday 28 September 2023

     

    It’s time for our Autumn Legal Update Webinar. We will be covering a variety of topics as always, including:

    • Update on dealing with employees with conflicting beliefs
      • Case Law
      • Practical Tips
    • Discrimination Update – Positive Action -v- Positive Discrimination
    • Feature on the DWP’s mid life MOT service which has recently been expanded to cover the whole of the UK
    • Case Law Roundup – Practical Guidance for Employers
    • Legislation Roundup – Overview of what employers need to be prepared for and when

    We hope you can join us on 28 September for an informative session presented by Amie Trainor and Lindsey Miller

     

    Cost:
    £35 + VAT Member rate
    £50 + VAT Non-Member rate

     

    Please click the below link and complete our registration form to attend. We will then forward you the joining link and invoice.

     

    Register here

  67. From burden to benefit: PDMS give a practical guide to modernising your legacy systems without disrupting your business

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    In partnership with Scottish Engineering

    In this webinar, the PDMS team will lead you through the process, impact, and benefits of modernising critical business legacy systems. Given the variation of systems across multiple industries and their individuality to each organisation, there is no ‘one-size-fits-all’ approach. The session will explore different approaches to modernising legacy IT systems. If you’re tired of dealing with outdated technology, this is the perfect opportunity to learn about the latest modernisation trends and strategies. The expert speakers will share their insights and experiences, providing you with valuable knowledge on how to modernise your system.

     

    Speakers

    Richard Graham – Head of New Business (Scotland)

     

    Ian McNeish – Solution Architect

     

    Derek Rae – Head of Key Accounts

     

    Alistair Cubbon-Wood – Senior Account Manager

    Register now

     

  68. The Funding Landscape

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    Author
    Stuart McCallum

    Partner RSM UK / Head of Manufacturing Scotland – RSM UK

    5 minute read

    It is fair to say the last three years have been full of turmoil and risks are still evident – some known and some will be unknown in the coming years. One of the outcomes of this turmoil has been a spike in inflation which is proving stubborn to reduce. This clearly has impacts on engineering and manufacturing businesses in many ways including cost and wage inflation; and the problem of how to pass that onto customers or find ways of absorbing this pain. But the secondary impact on rising inflation is rising interest rates which is the main tool that the Bank of England has been using to try to control inflation and bring it back to a target of 2%.

    So, for nearly 13 years the UK base rate has been less than 1%. From May 2022 we have seen this accelerate from 1% to 5.25% as at 3 August, so it is fair to say the era of “cheap” funding appears to be over for the foreseeable and we are now back in an environment where around 5% may become more like the norm.

    With that change in funding costs the funding landscape becomes more challenging / interesting – depending on your perspective. Borrowing to fund growth or working capital is generally never a bad thing if properly worked through in a considered manner. The options across that funding landscape go from grants through debt products to equity products, and it is fair to say that the options in each category are myriad to consider.

    The current economic climate means any funder is going to be more risk averse, so getting your approach correct first time is going to be important. Also having a range of options across that funding landscape is vital to ensure you are assessing optimum solutions for your funding need now, and into the future.

    Having the right information is going to be critical to your success and with technology now rapidly improving the financial management and reporting side of your business, being on top of great board packs, monthly management information and a solid forecast is going to be non-negotiable for any funder. They will expect the best from you and in a format that is informative, easy to grasp and allows them to understand your business drivers.

    The manufacturing and engineering sector has various sub sectors to it, and it is clear that overall, it is a vital component of the Scottish economy. The funding landscape will have people who are aware of this sector strength, and you need to pick your funder carefully – do they know the sector, who have they supported, what can they bring to your growth plans etc. It is not all about the money as the terms and conditions from any funder are important to assess and also you need to ensure you have a great relationship with them. What else can they add be that contacts, information, or technology solutions to help with your plans – make sure that you get the funding you need but also make sure you maximise the “added value” aspects as well.

    Different types of growth plans will be of interest to the different lenders / providers across the funding landscape so think of what you need the funding for and then align your ask to the various sources across the funding landscape . Grants can be of valuable assistance but may only be part of a “funding cake” where grants are just one slice alongside potentially debt and equity. Ideally you want to keep the number of funders to a minimum as the information needs of many can be more varied and more difficult to manage through any process.

    You need to be aware of your internal skillsets as a funding project is not an everyday occurrence in business. Many FDs will have an awareness of how to approach this but perhaps they don’t have the in-depth skills and up to date market knowledge that a firm like us has within our UK wide reach. Thinking this through is vital and it will depend on the complexity in many ways. Discuss with your advisor and check how they can help – it could be you need strategic but limited input through a process or at the other end a full hands-on approach is a better option.

    Nothing is ever easy in business but with the right planning and a suitably experienced team around you, approaching a funding project is very achievable indeed. I do feel that the economic environment can only start to improve so making sure you are in the right place to grab growth plans should be at the top of your agenda in the next year.

    With my background in banking and my wide advisory experience I work with my clients to improve how they make money or guiding them on future strategy including assessing the funding landscape. My experiences enable me to take a balanced view from the perspective of how the funder will look on the funding request.

    Please join us for our Funding Landscape webinar in partnership with Scottish Engineering on 27 September 2023 when we will expand on the above and share more insights to help you with your growth plans! Details of the webinar will be announced soon.

    If you would like to explore further, please contact Stuart McCallum.

  69. Jenkins Fabrications Member Networking and Best Practice Meeting

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    Jenkins Fabrications

    Thursday 14 September 2023 – Please note that this event is now fully booked

    Join us on Thursday 14 September 2023, 10am – 1pm, for an opportunity to share common challenges, better understand how fellow member companies are continuously improving their business, and hear more about Jenkins Fabrications, steel specialists in the housebuilding and construction industry.

    Originally John Jenkins and Son before rebranding in 2022, this family run business has been operating for over 65 years, starting as a small blacksmith contractor working for the local council and private work. Over the years, the company has experienced significant growth, and coupled with significant investment, it has now firmly established itself as a key supplier to the housebuilding and construction sector. Jenkins Fabrications now employs over 30 members of staff, including welder fabricators, skilled tradesmen, labourers, and apprentices. There are major plans for expansion to cope with demand and attendees will see first hand where the business started and what the future holds.

     

     

  70. AI use

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    The Legal & HR Team at Scottish Engineering are reviewing the use of generative AI applications such as Chat GPT in the context of the workplace. This technology is new and ever-advancing, however, we would like to draw your attention to some FAQ and the associated risks with using such applications.

     

    What is generative AI?

    Generative AI applications generate text, media and other content, learning from training data which has been input into the application. Some specific generative AI tools, such as Chat GPT, focus on interactive conversations, where it can engage in text-based discussions which closely resemble human conversations. The AI is trained on a vast amount of text data, which enables it to understand context, language, nuances, and generate relevant and coherent responses.

     

    What can I use generative AI for?

    These AI tools can be used for a whole range of functions which are useful in a work context. For example, drafting documents; writing email responses; formulating social media posts; language translation; scheduling appointments; summarising information from larger documents or sources; providing information on a particular subject for learning purposes; assisting with the generation of ideas; and writing content for slides. This is only a snapshot of the capabilities, and AI apps are being developed rapidly to expand their uses.

     

    Are there any risks when using generative AI tools?

    Yes – there are several different risks associated with employer or employee use of AI tools.  There is a chance that work produced by generative AI models is inaccurate or fictitious, particularly if the input data it was trained on contained errors.  Further, there are data privacy concerns in the event an employee inputs confidential business or personal information. Additionally, results from AI tools are based on data entered at a specific date. For example, Chat GPT has learned from data input on September 2021. This means anything which has occurred since, such as legislation changes, is not factored into the data the application provides. There is also a risk of biased information which can lead to increased discrimination risk. This is particularly relevant if the data the AI model has learned from reflects biases present in the real world e.g. stereotypes, inequalities, preference for majority groups. The model can learn and replicate these biases in the results.

     

    What should we be doing to mitigate against this risk?

     

    There are a number of precautions that users can take to ensure they are using AI tools responsibly. This includes reducing the amount of data entered into the application and anonymising all sensitive data – it is advisable to avoid any sensitive personal or business data from reaching the application. Any results produced by the app should be checked by a human for inaccurate or fictional results. Member companies should consider whether they want to allow employees to use AI tools. If employees are allowed to the applications, then it is advisable to have policy provision in place which sets out what it can be used for, rules governing its use and what happens in instances of improper use. As previously mentioned, training is also advisable to ensure all users understand the limitations of the application and precautions they should be exercising to protect themselves and the organisation. As always, the Legal & HR Team are happy to assist member companies as they develop their own internal AI policies and procedures.

     

     

  71. September Breakfast Briefing 2023

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    Apt – a Scottish Government initiative dedicated to reducing the disability employment gap

    Wednesday 6 September 2023

    Please join us on Wednesday 6 September at 0800-0830, for our next ‘Breakfast Briefing’ webinar. The next Breakfast Briefing will look at Apt, a Scottish Government initiative dedicated to reducing the disability employment gap. Presented by Amrit Kaur Bedi, Development Manager for Apt.

    Recruitment today is often digital, with increasing numbers of employers posting vacancies on their websites and advertising through online job search websites. Many employers only accept applications which have been submitted online. This has created a scenario where disabled jobseekers face not just attitudinal barriers, but digital barriers as well. A significant portion of employer sites, recruitment boards and online tools are not fully accessible to disabled people. This can raise serious questions about diverse recruitment practices and discrimination. Apt is keen to educate employers on how they can have efficient and cost-effective recruitment processes that do not deter disabled applicants and applicants with long-term health conditions.

     

    Register now

     

    Who are Apt?

    Apt is a partnership of organisations that have chosen to work together to develop and deliver services that will improve and advance the prospects of disabled people who are looking to enter or sustain paid work.

    Only 45% of disabled people in Scotland are in employment. Apt are making it their mission to change this.

    Their approach is inclusive, supportive, and challenging.

    Their aim is to ensure that their services achieve real, sustainable, and significant improvements in workplaces. Change that will give employers confidence to hire disabled people and build their capacity to retain, support and develop the disabled people they employ.

    Apt are offering solutions that will make employers forward-thinking, brave, certain in their hiring choices and, eventually, recruitment processes and workplaces that are inclusive.

    Their solutions start at the very beginning of the hiring process and support employers throughout. Ensuring that you’re connecting with disabled people in the places that they are searching for, that the hiring process is inclusive and accessible for applicants and that once in the role, they are adequately supported, and employers and the new employees are set up for success.

     

    What do they do?

    Apt is offering fully funded solutions that will make you, as employers, forward-thinking, confident, and certain in your hiring choices. Ultimately creating workplaces that are diverse, inclusive, and fair.

    Apt work with organisations to ensure the hiring process is inclusive and accessible, and once in the role, people are properly supported, with both employee and employer set up for success.

    This is a tailored process and is led by you and what your business requirements are.

     

    Digital Recruitment Review

    Apt are keen to educate employers on how they can have efficient and cost-effective recruitment processes that do not deter disabled applicants and applicants with long term health conditions.

    A Digital Recruitment Review is a comprehensive analysis of an organization’s digital recruitment practices. This review is designed to evaluate the effectiveness and efficiency of the organization’s digital recruitment strategies and identify areas for improvement.

    During a Digital Recruitment Review, a team of experts will typically conduct an in-depth analysis of the organization’s website, social media presence, job board postings, applicant tracking system, and other digital recruitment channels. They will evaluate how well these channels attract, engage, and retain qualified candidates.

    The review may also include an assessment of the organization’s recruitment metrics, such as time to hire, cost per hire, and applicant conversion rates. These metrics can help identify bottlenecks or inefficiencies in the recruitment process.

    The goal of a Digital Recruitment Review is to help organizations optimize their digital recruitment strategies to attract the best talent more efficiently and effectively. The review provides valuable insights that can inform strategic decisions about recruitment, including where to invest resources, which channels to prioritize, and how to improve candidate engagement and retention. Ultimately, a Digital Recruitment Review can help organizations improve the overall quality of their talent pool and drive business success.

    Participating employers receive a full and detailed report, as well as key recommendations for improvement. Advice and guidance on implementing the recommendations is also available.

    This requires minimum input from the employer. All the work is done by our Experience Network behind the scenes at our offices along with the expert web developers. We do not require access to your coding or web teams.

    Following an agreed period, a second review will be undertaken to measure the success of any changes made to the digital recruitment process.

     

    The Outcomes:

    • Improved Recruitment Metrics: A digital recruitment review by NHS Greater Glasgow and Clyde led to a 30% increase in their online applications, as well as a 20% reduction in their time-to-hire metric. This review helped the organization identify areas where they could improve their recruitment processes and increase the efficiency of their recruitment efforts.
    • Enhanced Candidate Experience: A digital recruitment review by the Scottish Police Authority led to a significant improvement in the candidate experience. By implementing changes to their online application process and improving their communication with candidates, the organization saw a 14% increase in positive feedback from candidates.
    • Increased Diversity: A digital recruitment review by the Scottish Government led to a series of changes to their recruitment processes, including the implementation of blind screening and more targeted outreach to underrepresented groups. These changes helped the organization increase the diversity of their talent pool and improve their overall recruitment outcomes.
    • Cost Savings: A digital recruitment review by Scottish Water led to a significant reduction in their recruitment costs. By identifying areas where they could streamline their recruitment processes and reduce their reliance on traditional recruitment methods, the organization was able to save over £500,000 per year on recruitment costs.

     

    Register now

  72. Lochlie Construction Group Member Networking and Best Practice Meeting

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    Lochlie Construction Group

    Thursday 21 September 2023

     

    Join us on Thursday 21 September 2023, 10am – 1pm, for an opportunity to share common challenges, better understand how fellow member companies are continuously improving their business, and hear more about Lochlie Construction Group,  a fully streamlined construction services and project management company. Lochlie Construction Group are inviting Scottish Engineering members to its Hillington HQ, to see Scotland’s first carbon-neutral industrial office refurbishment, and learn more about unlocking sustainable energy solutions within your business.

    From appraisal of options, to funding avenues, to installation, Lochlie Construction Group will share the highs and lows of its journey and its learnings along the way. You’ll be able to see up close the renewable technologies it has invested in and the Managing Director, Douglas Aitken, will share data from our first 6 months in operation.

    Breakfast rolls and refreshments will be served as you join us for this exclusive learning and networking event.

    Register now.

     

  73. Boxshop Member Networking and Best Practice Meeting

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    Boxshop

    Tuesday 29 August 2023

     

    Join us on Tuesday 29 August 2023, 10am – 1pm, for an opportunity to share common challenges, better understand how fellow member companies are continuously improving their business, and hear more about Boxshop, a manufacturer of corrugated cardboard packaging solutions. It has its headquarters in East Kilbride and is proud to have been part of the business community since 1986. Part of the wider Logson Group, one of the UKs largest independent providers of corrugated board and packaging, Boxshop was acquired by the group in 2016 as the current owners retired. It currently employs almost 130 people from the surrounding communities, many of whom have been with the business for several years.  It has a satellite distribution site in Aberdeen to assist in the smooth supply of products to customers in the Northeastern regions of the country.

    Its main products are bespoke corrugated boxes, point of sale (POS), shelf ready packing (SRP), transit packaging, pallet boxes, fittings, dividers, and gift packaging.  It offers a full design service, support with artwork and print design, several delivery options including stock and serve, and an experienced team who have decades of experience between them.

    It has a varied customer portfolio and supports many sectors and industries including F&B, pharmaceutical, industrial, manufacturing, engineering, and electronics.

    Please note that spaces for this event are very limited and have to be allocated accordingly. Please use the link below to register your interest.

    Register now.

     

  74. From outdated to cutting edge: Approaches to modernising legacy IT systems

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    Author
    Richard Graham

    Head of New Business (Scotland) – PDMS

    5 minute read

    Legacy systems are often characterised by their age, complexity and lack of compatibility with modern technologies. They have usually been in place for many years and while they still serve a purpose, they have not evolved to keep pace with technology trends or business requirements. As a result, legacy systems often become a major obstacle. Some of the common challenges associated with legacy systems include:

    • Outdated technology – They often rely on outdated programming languages, hardware and software that are no longer supported or maintained. This can pose security risks as vulnerabilities may not be patched or updated regularly. It is also difficult to find people who are skilled in these outdated technologies.
    • Lack of flexibility – They can be rigid and inflexible, making it difficult to adapt to changing business requirements. Even making small changes to the system can be a time-consuming and costly process.
    • Limited integration – They may not easily integrate with newer technologies and platforms, which can cause data siloes, fragmented processes and inefficiencies across the organisation.

    These challenges are some of the reasons why organisations choose to modernise their legacy technology. By moving to a more modern technology stack, they can access enhanced functionality, improve their security and often cut costs.

     

    Planning the modernisation process

    Modernising legacy technology is easier said than done. This is partly because there are several approaches to modernisation, and it is difficult to know which method to follow. Trying to implement the latest all-in-one solution (if there was such a thing) might seem tempting, but it might not be the most effective or efficient solution. We often refer to this approach as the ‘throw the baby out with the bathwater’ approach. It happens when organisations fail to understand the value of the investment that has gone into their legacy systems and unintentionally discard much of it along with the old technology.

    Other stumbling blocks to modernisation are concerns around the cost to implement and the potential interruption to operations during the transition period.

    Implementation costs are a valid concern which make it difficult for management to take that first step to modernisation. But what organisations often overlook when they don’t modernise their systems is the cost of ineffective legacy systems. Modernisation should be seen as a cost-saving opportunity, the benefits of which will be realised in the future.

    Concerns around the potential interruption to operations are valid too, but these can be mitigated against by following a carefully designed modernisation strategy. For example, the replatforming approach mentioned below allows for a seamless transition as it maintains the existing application’s core functionalities and data structures. This approach ensures day-to-day operations continue without major interruptions, reducing the risk of downtime and productivity loss.

     

    Approaches to modernisation

    One helpful way to assess the best modernisation approach is to consider Gartner’s ‘Seven Options to Modernise Legacy Systems’. These seven options (highlighted below) are not mutually exclusive as legacy system modernisation can be a complex project that often requires multiple approaches to get the best results. However, these options will help you take all factors into consideration before designing the approach that works best for you and your legacy system.

    1. Encapsulation: Leverage and extend the system features by encapsulating its data and functions, making them available as services via an Application Programming Interface (API).
    2. Rehost: Redeploy the application component to other infrastructure without modifying its code, features or functions.
    3. Replatform: Migrate to a new platform, making minimal changes to the code but not the code structure, features or functions.
    4. Refactor: Restructure and optimise the existing code (though not its external behaviour) to remove technical debt and improve non-functional attributes.
    5. Rearchitect: Altering the code to shift it to a new application structure and exploit new capabilities.
    6. Rebuild: Redesign or rewrite the application from scratch while preserving its scope and specifications.
    7. Replace: Eliminate the former system and replace it, considering new requirements and needs at the same time.

     

    In conclusion

    Legacy system modernisation can be a complex and challenging process, but with careful planning, execution, and adherence to best practices, organisations can successfully transition to modern, agile systems. By understanding your legacy system and selecting the right migration strategy to suit your needs, you can unlock new opportunities for growth and stay ahead in today’s rapidly evolving digital landscape.

    PDMS has helped hundreds of organisations modernise their IT systems over the last 30 years. Our 90+ strong team of software specialists are currently working with Scotland-based organisations such as Rearo Laminates and McAlpine, and global organisations such as Stanley Black & Decker on modernisation projects.

    I would be delighted to talk with any organisations who are considering their modernisation approach. Please contact me at richard.graham@pdms.com or read more on our website.

    If you would like to learn more about legacy system modernisation, join us for a webinar on Wednesday 4th October 2023 which we are hosting in partnership with Scottish Engineering. Details will be announced in early September 2023.

     

     

  75. Clearway, protecting people, property and assets across Scotland

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    In partnership with Scottish Engineering

     

    We are pleased to announce that Clearway Group will be hosting an official event in Glasgow in September, which we are delighted to be supporting. Clearway is the UK’s leading provider of integrated security services and intelligent protection solutions, designed to protect people, property and assets. This event is an excellent opportunity to experience Clearway‘s extensive range of products and services, with Clearway’s knowledgeable technology team showcasing the latest in safety and security products.  Furthermore, senior Clearway personnel and key industry representatives from various Scottish organisations will be in attendance to support the event.

    There are a limited number of places available for this complimentary event, if you would like to register to attend, please contact Carly Marshall.

    We look forward to welcoming you to the event.

    To learn more about how Clearway can assist you, please click on the link – Clearway: Protecting People, Property and Assets | Security services

     

  76. ACAS Code of Practice Flexible Working

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    ACAS is reviewing its Code of Practice on Flexible Working in response to proposed changes to the Flexible Working Provisions contained in the Employment Rights Act 1996. ACAS has now launched a consultation seeking comments on the draft updated Code of Practice.

    One of the main features relates to the duty on employers to consult before coming to a decision in respect of a flexible working request. Clarification is awaited from the government on what the requirements around consultation will be, but ACAS has proposed that “consultation meetings about requests should be approached with an open mind to discuss what may be suitable. Meetings are an opportunity to listen carefully and engage meaningfully with each other so that a fully informed, evidence based decision can be made.

    The draft revised Code of Practice also suggests that employers should pro-actively offer employees a chance to appeal if their request for flexible working is not granted. The consultation ends on 6 September 2023.

     

  77. Worker Protection Bill Back on Track?

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    The Worker Protection Bill which sought to bring new protections against sexual harassment in the workplace, appeared to have been dropped following concerns by government back benchers about the impact on employers. There had also been concerns expressed about potential impact on free speech arising from the provisions of the Bill which would have made employers liable for third party harassment.  However, following significant amendments being agreed in the House of Lords last week, it now looks like the government will support the Bill again so that progress can be made. The amendments made by the House of Lords include:-

    1. Removing the provisions which made employers liable for harassment of employees by third parties and
    2. Amending the new duty to prevent sexual harassment so that rather than a very stringent requirement to take “all reasonable steps” this will be replaced by a pro-active duty to take “reasonable steps” which is a lower test.

    The Bill will continue its way through the parliamentary process. Scottish Engineering will update members if the Bill is passed into law.

     

     

  78. Changes to UK Immigration Rules

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    Changes were made to the immigration rules with effect from 17 July 2023. The government published a statement of changes on that date. The changes mean that:

    • From September 2023, the holders of pre-settled status under the EU settlement scheme will automatically have their leave extended by 2 years without any need to apply for an extension. The Home Office will attempt to grant settled status automatically after 5 years of continuous residence in the UK, if it can ascertain from available records that the requirements have been met.
    • International students on courses beginning on or after 1 January 2024 are not permitted to bring their dependents to the UK unless they are on post-graduate courses which are designated as research programmes.
    • International students cannot switch out of the student route into work routes and start work before completing their studies.
    • Certain jobs in the construction and fishing industries are added to the shortage occupation list.

     

  79. Trade Unions and Judicial Review Case

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    13 Trade Unions have won their judicial review challenge as the High Court in England has found that regulations implemented late last year, allowing employers to use temporary agency staff during strike action by their employees, are unlawful. In the case of Unison v Secretary of State for Business & Trade, the court found that the government had failed to comply with the mandatory consultation requirements under the Employment Agencies Act 1973. The court found there was virtually no consultation at all and that this was so unfair as to be unlawful and irrational.

    The court didn’t rule on a second aspect of the claim in which the Unions claimed the government failed to prevent unlawful interference with the rights of Trade Unions and their members under Article 11 of the European Convention of Human Rights. This was not necessary because the lack of consultation point had been upheld.

    As a result, if the government wishes, it can now undertake the necessary consultation and seek to reintroduce the legislation at a later date. If they do so the Trade Unions may raise another claim based on the second leg of their original arguments.

    Any member currently faced with strike action should not seek to replace their employees with temporary labour, as this has been found to be unlawful. Please seek advice from the Legal & HR Team if you have any questions.

     

  80. Paul and Kevin’s Highland Pedal

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    A huge well done to Paul and Kevin for an amazing effort on their Highland pedal, we are pleased to say our cyclists have made it back in one piece! Thank you everyone for all of the lovely messages of support over the week, it really helped keep Paul and Kevin going, with Kevin totalling 411 miles cycled over the course of the four days.

    A special thanks to: SWGR for the jackets and tops; Interflon Scotland for the chain lubricant; John Penman at Fife Fabrications Limited for the generous charity donation; Lochaber Engineering and Welding Services, Hydrasun and Highland Industrial Supplies Ltd for hosting; and thank you to Billy Milligan from Howden, Graeme Fleming from Caledonian Industries Limited as well as Graeme J Cook and Joe Robbin for joining in. We’ve put together a highlights video which you can watch below.

     

     

     

  81. Get Ready For Changes To The Flexible Working Regime 

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    The Employment Relations (Flexible Working) Bill 2022/2023 continues to make its way through the Parliamentary process. This is a Private Members Bill with government support and is likely to be enacted into law. Employers should therefore be ready to make these changes to their own flexible working application processes.

    The changes contained in the new legislation include:

    • Making the right to request flexible working a day one right and abolishing the current 26-week service requirement – the Bill does not actually do this, but the government plans to introduce this via regulations
    • Allowing employees to make 2 requests in any 12-month period, not just one.
    • Reducing the period within which employers are required to decide on flexible working requests and notify employees from 3 months to 2 months including any appeal.
    • Introducing a requirement for employers to consult with employees before rejecting any request for flexible working – this involves seeking and considering the employee’s views and responding to any points, questions, or suggestions the employee puts forward.
    • Removing the requirement for an employee to explain to the employer the effect the change would have on their employer and how that might be dealt with.

    The 8 reasons for refusing a statutory flexible working request remain unaltered and can be found in the ACAS Code of Practice.

    Scottish Engineering will update all members when this legislation is due to come into force. If you have any questions meantime, please contact a member of the Legal & HR Team.

     

  82. 4C Member Networking and Best Practice Meeting

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    4C Design

    Tuesday 1 August 2023

     

    Join us on Tuesday 1 August 2023, 10am – 1pm, for an opportunity to share common challenges, better understand how fellow member companies are continuously improving their business, and hear more about 4C Design, a creative product, technology and engineering consultancy with a broad range of multi-industry experience.

    4C specialises in the early-stage development and prototyping of new ideas, combining a skilled team of designers and engineers with a fully functional prototyping facility. In many instances, a challenge or opportunity can’t be met with an ‘off the shelf’ fix, because either the nearest solution doesn’t quite fit, or the technology request is brand new. In these circumstances, the best option is to generate a whole new solution. 4C has over 20 years of experience of doing just that for large and small businesses, operating as an innovation partner, developing new concepts, usable prototypes and even designing through to mass production.

    You are invited to meet the research and development team, see the unique facilities and understand a little bit about how 4C can help your business.

    Please note that spaces for this event are very limited and have to be allocated accordingly. Please use the link below to register your interest.

    Register now.

     

  83. How to Engineer for Tomorrow’s Talent – Webinar in partnership with Michael Page

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    Please join us on Wednesday, 23 August 2023 as leading recruitment specialists Michael Page, in association with Scottish Engineering, discuss the best ways to attract, engage and retain talent in today’s Scottish Engineering & Manufacturing workplace.

    Hosted by specialists within the UK Engineering & Manufacturing space:

    • Matt Devine, Customer Engagement Director – Engineering & Manufacturing, UK
    • Lynsey White, Business Director – Technical Markets, Scotland
    • Gail Henderson, Senior Business Manager – Procurement & Supply Chain, Scotland

    Matt, Lynsey and Gail will delve into the current issues faced within this market and how to overcome them, enabling you to build an engaged workforce for the future.

     

    Click here to register.

     

  84. August Breakfast Briefing 2023

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    Best practices for supporting employees with cancer

    Wednesday 2 August 2023

    Please join us on Wednesday 2 August at 0800-0830, for our next ‘Breakfast Briefing’ webinar. The next Breakfast Briefing will look at Best practices for supporting employees with cancer, hosted by Rebecca Duthart, Specialist Health and Work practitioner at Beatson Cancer Charity.

    Rebecca Duthart will deliver an informative session to share knowledge about best practices in the workplace while supporting an employee with a cancer diagnosis. The session will aim to increase knowledge, confidence and skills in compassionately working alongside and supporting colleagues experiencing cancer. Highlighting this as a valuable skill set for staff of any level. Through the exploration of case studies, positive practice will be spotlighted and opened up for discussion.

    We will focus on the following:

    • Increasing knowledge of the impact of cancer
    • What you can do to support a colleague
    • How managers can support
    • Case study example
    • How SHAWs can support employees and employers

     

    Register Here

     

     

  85. The Energy cost outlook & Tax Exemptions – In partnership with Leyton

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    Catch up with Leyton’swebinar in partnership with Scottish Engineering

    Is your manufacturing or engineering company concerned about business energy costs?

    Leyton UK, in partnership with Scottish Engineering are delighted to co-host “Energy cost outlook & tax exemption” webinar. Along with our trusted partner Consultus International, we will be discussing the outlook for the UK energy market, the associated impact on industry energy costs, and the potential tax savings available to your business.

     

    Catch the recording below:

     

     

  86. July Breakfast Briefing – Employment Status

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    Catch up with July’s Breakfast Briefing – Employment Status

    This session looked at the legal framework which governs employment status in the UK. We looked at the differences between employees, workers and those who are self-employed and discussed the legal rights belonging to each. The session also featured a breakdown of the key case law in this area and discussed the potential liability and risk for employers if they get employment status wrong.

     

    You can view the slides here:

    Catch the recording below:

     

     

     

    Please look out for details of forthcoming Breakfast Briefings, which take place on the first Wednesday of the month from 08:00-08:30. If you have any questions on this Breakfast Briefing or suggestions for future briefings, then please contact Kevin Duffy in the ScotEng legal team.

    Tel: 0141 221 3181

    Email:  kevinduffy@scottishengineering.org.uk

     

     

  87. Peak Scientific Member Networking and Best Practice Meeting

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    Peak Scientific

    Thursday 10 August 2023 – Please note this event is now fully booked

     

    Join us on Thursday 10 August 2023, 10am – 1pm, for an opportunity to share common challenges, better understand how fellow member companies are continuously improving their business, and hear more about Peak Scientific, a world-leading nitrogen & hydrogen gas generator manufacturer that supplies & supports laboratory-grade gas generators globally.

    PEAK provides highly reliable and robust solutions, validated by the world’s leading instrument manufacturers, for many laboratory applications, including LC-MS (Liquid Chromatography – Mass Spectrometry) and GC (Gas Chromatography).

    PEAK has has over 25 years’ experience in the gas generation market and has, in that time, opened offices in every continent on the globe which helps them to provide exceptional service to their customers.

    Join us on the Thursday 10th August where – along with round table discussions with Scottish Engineering, you will get a tour of our ISO 9001:2015 accredited facility where all activity from design and engineering to manufacturing of the generators takes place.

     

     

  88. July Breakfast Briefing 2023

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    Employment Status

    Thursday 6 July 2023

    Please join us on Thursday 6 July at 0800-0830, for our next ‘Breakfast Briefing’ webinar. The next Breakfast Briefing will be on the issue of employment status, hosted by our trainee solicitor, Amie Trainor.

    This session will look at the legal framework which governs employment status in the UK. We will look at the differences between employees, workers and those who are self-employed and discuss the legal rights belonging to each. The session will also feature a breakdown of the key case law in this area and discuss the potential liability and risk for employers if they get employment status wrong. We hope you can join us!

    Please note that July’s Breakfast Briefing will be held on a Thursday, if you would like to attend click the link below to register- we hope to see you there!

     

    Register Here

     

     

  89. Net Zero Webinar – The Feedback Series in Partnership with Highland Spring

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    Net Zero HomeEvents

    Event description

    In this latest webinar in our Feedback Series, we were joined by Highland Spring Group who are one of the UK’s leading producers of natural source water and recently had their net-zero target approved by the Science Based Target initiative (SBTi) under the new Net-Zero Standard. Morwen Mands, Head of Sustainability at Highland Spring, shared her insights, lessons learned and experiences of their Net Zero and SBTi journey. Morwen discussed the company’s sustainability ambition, the challenges they encountered and how they successfully overcame them.

    You can also download Session 15 – Net-Zero Webinar – The Feedback Series in Partnership with Highland Spring

     

     

    Watch our recent recording of Session 15 – The Feedback Series: In Partnership with Highland Spring below

    All of our Net-Zero skills support sessions are available to view below. If you have any questions at all about the support we’re offering, then please contact Eric Boinard ericboinard@scottishengineering.org.uk

     

  90. June Breakfast Briefing – Refugee labour mobility in the context of the UK immigration system

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    Catch up with June’s Breakfast Briefing – Refugee labour mobility in the context of the UK immigration system


    This Breakfast Briefing covers refugee labour mobility in the context of the UK immigration system. Businesses face acute labour shortages and a fight for talent, whilst millions of skilled refugees are unable to migrate for work, purely because of their displaced status. Fragomen and Talent Beyond Boundaries are working together to connect skilled refugees with employers, to address the global skills gap and lift people out of displacement.

    Refugee labour mobility is a win for the applicant (who is lifted out of poverty and into a career that befits their skills,) a win for the employer (who gains a skilled and dedicated employee,) and a win for the country of destination (which benefits from increased productivity.) This webinar will focus on Refugee labour mobility in the context of the UK immigration system, and most importantly, how your business can benefit from this labour stream. We look forward to discussing how your business, Scotland and displaced people can benefit from Refugee Labour Mobility

    Catch the recording below:

     

    You can view the slides here.

     

    Please look out for details of forthcoming Breakfast Briefings, which take place on the first Wednesday of the month from 08:00-08:30. If you have any questions on this Breakfast Briefing or suggestions for future briefings, then please contact Kevin Duffy in the ScotEng legal team.

    Tel: 0141 221 3181

    Email:  kevinduffy@scottishengineering.org.uk

     

     

  91. Mitsubishi Electric Air Conditioning Systems Ltd Member Networking and Best Practice Meeting

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    Mitsubishi Electric Air Conditioning Systems Ltd

    Tuesday 27 June 2023

     

    Join us on Tuesday 27 June 2023, 10am – 1pm, for an opportunity to share common challenges, better understand how fellow member companies are continuously improving their business, and hear more about Mitsubishi Electric Air Conditioning Systems Ltd, a world leader in air conditioning systems for residential, commercial and industrial use.

    Their efficient and extensive product range is ideal for a wide variety of buildings, from small retail outlets, up to vast multi-storey office complexes. By utilising heat pump technology their air conditioning units not only provide cooling, but also heating and often sanitary hot water and are much more efficient than those that use traditional methods such as gas.

     

    Register Now

     

  92. Unwrapping the Patent Box for engineering and manufacturing businesses

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    Unwrapping the Patent Box for engineering & manufacturing businesses: How Patent box can deliver significant value to your business

     

    Scottish Engineering members operate at the cutting edge of their industry. Challenging economic conditions and global competition mean it has never been more important to unlock the full value of your patentable intellectual property (IP).

    Patent Box relief rewards IP investment by helping to reduce your Corporation Tax rate, with April’s Corporation Tax rise making the 10% rate available on profits attributable to your IP even more generous.

    ForrestBrown will provide an update on the latest changes to R&D tax relief (which works in synergy with Patent Box) and other innovation incentives available as part of a wider innovation toolkit.

     

    Who should attend:

    • Business Owners
    • CEOs
    • Finance Directors
    • In-house tax teams
    • Accountants
    • BD professionals

     

    When:

    Thursday, 22 June 2023

    Time: 09.30-10.30

    Register here

     

    Speakers:

     

    Webinar background:

    Scottish Engineering members new to Patent Box will benefit from a practical overview of how it works and the benefits it delivers, while those already familiar with the regime can find out more about the synergies between Patent Box, R&D tax relief and other innovation incentives.

    ForrestBrown will also provide an update on the latest changes to R&D tax relief and what they mean for engineering and manufacturing businesses.

    Key takeaways:

    • Learn to identify untapped IP and R&D which may have been overlooked
    • Understand what qualifies for relief, including popular misconceptions
    • Quantify what Patent Box could be worth to your business
    • Industry update, how will the changes impact your business and what you can claim
    • Introduction to other innovation incentives available
  93. Supply Chain Managers are now Key Influencers

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    Author

    Chris Billinge

    Group Business Development Director

    7 minute read

     

    Vendor managed inventory (VMI) systems help businesses overcome supply chain disruptions

    Supply chain managers are at the sharp end of manufacturing, as post-pandemic economic effects and the Ukraine conflict have created vulnerabilities in today’s global supply chains. These managers heavily influence key business decisions — including grappling with scarcity of raw materials, strained logistics routes, and spiralling costs. Here Chris Billinge, group business development director at member company TFC, an AFC industries company, explains why supply chain managers mustn’t do it alone and how vendor-managed inventory (VMI)  partners can offer more value than ever.

    Supply chain leaders find themselves at the forefront of influencing business strategies. Gone are the pre-Covid days, where supply chains could be trusted or even taken for granted. Back then, manufacturing was routinely outsourced to Asia and the Far East, especially China, to reduce costs and enhance profits. As Harvard Business Review reports, “managers everywhere should use this crisis to take a fresh look at their supply networks, take steps to understand their vulnerabilities, and then take actions to improve robustness.”

     

    The reshoring trend

    One response taken by many manufacturers is to quickly reshore manufacturing back to their own countries, under slogans like “buy British”. However, before making this leap, manufacturers should ask, ‘can our manufacturing be reshored,’ or even ‘should it’? In other words, companies should think carefully about what’s right for them.

    According to a survey by Make UK, three-quarters of companies have increased their number of British suppliers in the past two years. Almost half of companies surveyed said they had further plans to boost their UK supply base, and more than ten per cent planned to reduce their reliance on Asian suppliers. Such efforts are an attempt to responsibly side-step supply chain issues while also reining-in costs, reducing lead times and improving quality of service.

    But reshoring isn’t an option for all manufacturers. Many British companies still rely on imports because domestic industries still cannot produce these products as efficiently or cheaply. Reuters reports that 10 per cent of the European Union (EU)’s $3.63 billion market for fasteners is still served by Chinese imports. In addition, the EU has recently imposed tariffs on the import of steel fasteners from China that covers everything from simple screws to complex high end components.

    This change further influences supply chain managers’ decisions on where, and how, to source these critical components. Some companies are now searching for alternative supply sources across multiple countries and geographies, which inevitably makes supply chain management more demanding. One the other hand, trading with longstanding partners is no longer a guarantee due to the changing geopolitical landscape.

    This raises the question: is British industry trapped by its own past sourcing decisions without enough options to enable an escape? Let’s examine some solutions.

     

    Building resilience

    McKinsey reports, “For companies in most sectors, a single prolonged shock to production could wipe out 30 to 50 percent of one year’s earnings before interest, taxes, and depreciation.” This is why disruptions to supply chains should be avoided at all costs. However, in PwC’s Digital Trends in Supply Chain Survey 2022, more than half of surveyed companies regarded securing raw materials from suppliers as being either a moderate (37 per cent) or major (27 per cent) risk.

    To minimise these risks, existing supply chain models are coming under scrutiny. Companies must therefore overcome any obstacles to sourcing the necessary materials or resources to manufacture their products, while also keeping up with fluctuating post-pandemic demands and the ever-changing geopolitical landscape.

    Ad hoc approaches will only go so far — resilience is the solution. According to research by Capgemini Research Institute, supply chain resilience is a key priority for businesses. The study found that 43 per cent of businesses are planning to increase investment in that area, with supply-chain diversification and digitisation being the priorities for the majority of organisations. British manufacturers need to be equipped to deal with change, pivot their strategies as needed and forecast appropriately.

    So, how can today’s supply chain managers build resilience and flexibility into their supply chains, while managing cost? One of the most tried-and-tested options is collaborating with a third-party vendor managed inventory (VMI) partner, who can shoulder the heavy burden of today’s supply chain challenges. In this scenario, the VMI provider takes responsibility for sourcing the components, as well as managing the supply and flow of parts delivered to the customer’s factory floor. A manufacturer therefore never has to find itself in a position where production comes to a halt because, for instance, a particular C-Class product is not available.

     

    Value creation

    VMI lifts supply chain managers out of the “noise” of their supply chains. There are fewer suppliers to chase and far less administration and paperwork to deal with. Supply chain managers can therefore refocus their efforts on areas that are more effective in delivering for their manufacturing business, rather than the nitty gritty of component sourcing.

    For example, VMI enables manufacturers to optimise operational costs, as it ensures the right parts are available when needed. The consolidation of suppliers through a VMI system helps reduce delivery costs, frees up warehouse space and improves internal efficiency. Optimising or even minimising inventory in this way frees up working capital, which can then be redirected into other business areas, like research and development.

    With VMI, it becomes possible to ensure product availability in even the most unpredictable manufacturing environments. A good VMI system also provides detailed material handling and usage data. This allows businesses to get ahead of supply chain problems, and decide which actions are needed to mitigate risks in their supply chain.

    For businesses that require a high level of traceability, there is also potential to build digital technologies into VMI systems. Take iBinScale , for instance, a smart scale-based system that improves companies’ abilities to monitor and control material use. With iBinScale, it’s possible to monitor stock levels, around-the-clock in real-time.

    While technologies like iBinScale create value, it’s important to consider that effective VMI implementation isn’t only about new technologies. Instead, a combination of technologies plus people — or trusted partners — is crucial for a successful VMI solution.

    The VMI partner must work with the customer with an intense focus on understanding their customer’s working environment and requirements. The VMI partner should become a proactive and creative extension of a business, with a daily mantra that is all about creating value. This means taking a never-ending approach to easing the pain of managing a broad, global and complex supply base.

     

    Paying close attention

    To explain this better, let’s look at the example of one TFC customer, a successful British manufacturer and supplier of power and technology solutions for over 30 years. The customer was experiencing growing logistical problems, and its purchasing and handling of over 400 stock lines of category-C fastener products was becoming more and more challenging. Regular stock shortages were causing on-going problems, leading to production downtime and customer service failures.

    To identify the solution, TFC carried out a thorough site survey — observing and listening is a key step in capturing the dynamic of manufacturing operations. TFC found the customer’s inventory management processes had developed from a traditional in-store facility, but lacked any routine controls of stock levels or stock rotation. The process was further compounded by the lack of product availability at the point of production.

    Based on its survey, TFC recommended a direct point of use VMI system and worked closely with the customer to create a tailored system suited to its needs. TFC proposed relocating stock closer to where it was needed, by incorporating purpose-designed bins and racks. The new process included barcoding, which allowed full and continuous control of stock levels and helped the customer achieve optimal inventory performance.

    Following implementation, the agreed solution resulted in a streamlined VMI stock system for standard/regular C-class parts. The new system eliminated costs associated with storing inventory, or replenishing and ordering new parts, and greatly improved the manufacturer’s production efficiency. Moving to a tailored system delivered immediate benefits, notably a reduction in total acquisition costs. The net result for the customer was significant bottom-line cost savings and greatly improved working practices.

    Moreover, this solution was achieved by listening to, observing and understanding the customer. This approach guided TFC towards designing a system that meets the manufacturing facility’s requirements today, while also supporting its future ambitions. But it doesn’t stop there. The VMI partner must also ‘live and breathe’ its customers everyday challenges, and continuously seek new opportunities to create value.

    It is easy to focus on the challenges of today’s supply chain network, but opportunities to create value are still out there. With VMI, supply chain leaders can stay a step ahead and, to quote Harvard Business Review, “use this crisis to take a fresh look at their supply networks, take steps to understand their vulnerabilities, and then take actions to improve robustness.”

    TFC can help to minimise distractions by installing a flexible VMI KanBan system that caters to your unique production requirements. Ensuring your supply chain runs efficiently, maximising productivity, saving money, and reducing stress levels – Learn more at vendor-managed inventory (VMI) or contact George Lawrie, General Manager, TFC Energy on 01236 751 815 or by email GLawrie@tfc.eu.com to discuss how TFC can support your business.

     

  94. First Line Management Training November 2023

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    We are delighted to see such a high demand for this event, currently, there are limited spaces left for our November cohort.

    After a hugely successful transition of our First Line Management (FLM) training to online delivery in response to the pandemic, we are delighted to announce the resumption of our on-site classroom training, on November 21st and 22nd. We will of course continue to offer the online FLM sessions. We have had around 250 people complete our FLM training online.

    The two day session will take place in our base in Glasgow, and will cover;

    • The role of the FLM; In this session we will break down the role, skills and qualities that those in or preparing for management will need to develop;
    • Absence Management; In this session we look at the impact managers can have on managing short and long term absence, and ways to support our teams;
    • Performance Management; We look at creating a culture of Performance Management, how to develop our good performers and how to improve poor performance;
    • Discipline and Grievance; In this session we cover the entire discipline and grievance processes, including investigations, hearings, outcomes and the legal framework that underpins both;
    • Courageous Conversations; Our most challenging topic – we look at ways to challenge poor conduct or behaviour within our teams, and a focus on achieving better outcomes;
    • Team Building – We look at what makes an effective team, how we can build and develop our people within teams to be greater than the sum of our parts.

    Sessions will be participative, and as always will give the opportunity to work on case studies.

    For more info, and to join the waiting list contact mariem@scottishengineering.org.uk

    Cost

    £425 + VAT for members

    £495 + VAT for non-members

  95. June Breakfast Briefing 2023

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    Refugee labour mobility in the context of the UK immigration system

     

    Please join us on Wednesday 7 June at 0800-0830, for our next ‘Breakfast Briefing’ webinar. The next Breakfast Briefing will be on the topic of refugee labour mobility in the context of the UK immigration system. Businesses face acute labour shortages and a fight for talent, whilst millions of skilled refugees are unable to migrate for work, purely because of their displaced status. Fragomen and Talent Beyond Boundaries are working together to connect skilled refugees with employers, to address the global skills gap and lift people out of displacement.

    Refugee labour mobility is a win for the applicant (who is lifted out of poverty and into a career that befits their skills,) a win for the employer (who gains a skilled and dedicated employee,) and a win for the country of destination (which benefits from increased productivity.) This webinar will focus on Refugee labour mobility in the context of the UK immigration system, and most importantly, how your business can benefit from this labour stream. We look forward to discussing how your business, Scotland and displaced people can benefit from Refugee Labour Mobility

    Please click the link below to register- we hope to see you there!

     

    Register Here