1. “Can FM Deliver
Social & Economic
Benefits?”
Mark Whittaker
BIFM North

2. 2 | 2015 KLE – FM - Delivering Social & Economic Benefits”
Welcome & Thanks

3. 3 | 2015 KLE – FM - Delivering Social & Economic Benefits”
The BIFM North Summer Ball
> Thursday 9th July
> Hilton Deansgate
> See BIFM website &
twitter feed for booking
details

4. 4 | 2015 KLE – FM - Delivering Social & Economic Benefits”
Next Events
> Friday 3rd July (12:30) , Exchange Station, Liverpool
> “Sustainability Seminar”

5. 5 | 2015 KLE – FM - Delivering Social & Economic Benefits”
Next Events
> Weds 9th September, Manchester Metropolitan University
> “BIM & Soft Landings Update”

6. 6 | 2015 KLE – FM - Delivering Social & Economic Benefits”
Next Events
> Thurs 19th November, MOJ Manchester
> “Outsourcings vs. In-House”

7. Today’s Event

8. 8 | 2015 KLE – FM - Delivering Social & Economic Benefits”
Twitter
Today’s event: #BIFMKLE
@BIFM_North
@BoltonUni
@Whitbags
@Cummins
@Vivark
@recyclinglives

9. 9 | 2015 KLE – FM - Delivering Social & Economic Benefits”
Delivering Social & Economic Benefits?

10. 10 | 2015 KLE – FM - Delivering Social & Economic Benefits”
Introduction to today’s speakers

11. 11 | 2015 KLE – FM - Delivering Social & Economic Benefits”
Contact Details – BIFM North
Mark Whittaker
Deputy Chair, North Region (NW)
E: mark.a.whittaker@intergral.co.uk
M: 07764840694
T: @Whitbags
Sue Gott
Chair, North Region
E: sue.gott@hallmark.com
M: 07764 809783
T: @Mrsgotty
Mick Anderson
Deputy Chair, North Region (NE)
E: michael.anderson@esh.uk.com
M: : 07713 122 164
T: @mandersfm

12. UoB CSR
Dr. Margaret Nelson
www.bolton.ac.uk
M.Nelson@bolton.ac.uk

13. UoB
 6 Schools
 Business and Law
 Education and Psychology
 Engineering, Sports and Biomedical
Sciences
 Health and Human Sciences
 Arts
 Creative Technologies

14. CSR
 New strategy
 Initiatives/Projects
 Health and wellbeing – community facilities
 FM in the Community - Research
 Raising aspirations - Outreach
 Internships

15. Models of Engagement
 Guest Lectures
 Students Projects
 Placements / Internships
 Staff Development
 Knowledge Transfer

16. For more information
www.bolton.ac.uk/facilitiesmanagement
M.Nelson@bolton.ac.uk
Facilitiesmanagement@bolton.ac.uk

18. Global Internship program
Date
Project
4th Dec 2014 Page 1Commercial in Confidence for Internal use only
Global FM
Internship Program

19. Global Internship program
Date
Project
4th Dec 2014 Page 2Commercial in Confidence for Internal use only
Personnel overview
Richard Keane
- Apprentice Electrical control Engineer
- Degree in Electrical Engineering
- Master Degree in Manufacturing Management
- Worked for Cummins 8 years
- Global FE Director for Facilities Operation and
maintenance
- Trained ISO 14001 + 18001 + 50001 lead auditor
- Cummins Energy Champion trainer
- I see facilities as a service provider for other teams. Supporting their
need to Establish the right environment
- IFMA Foundation BoT
Facilities Working as a team - Winning as a team

20. Global Internship program
Date
Project
4th Dec 2014 Page 3Commercial in Confidence for Internal use only
• By 2020 there will be more than 200 million unfilled jobs for skilled workers around the world, many of
which will be in the FM profession
• Further to this Facilities also faces challenge of an aging workforce
– Less than 8% of FM Association members are under 35
– More than half of FM professionals will retire over the next decade
• Rising demand for FM expertise can’t be met by investing in education alone
• European countries, notably Germany, UK and Belgium are already faced with shortages in the science,
technology, engineering, arts and mathematics (STEAM) professions
Richard Keane - Cummins Facilities Director
‘My personal experience and the reason why I wanted to invest in this process - Cummins have a large intern team based around the
world and Cummins have approximately 300+ interns a year. The return rate for the interns into longer term Graduate positions is
around 55%
In 2013 the facilities teams in the UK had a requirement for 4 interns working with the site teams of 2 manufacturing plants. The
Corporate HR intern team could not find any facilities interns in the whole of the UK. I had a number of contacts within local UK
Universities and within 2 days they had provided 30-40 applications – the need is there and students are there - how do we bring the
people of influence together and fill those gaps’
Why are we doing this

21. Global Internship program
Date
Project
4th Dec 2014 Page 4Commercial in Confidence for Internal use only
48% more companies offered
internships in 2013
62% of companies plan to
implement a more structured
internship program 2014
56% of companies plan to hire
more interns 2014
2014
36% More companies
offered internships in
2012 to 2013
65% of companies plan to
hire more applications in
2012 vs 2013
53% of companies plan to
hire more interns 2012 vs
2013
2013
73%
LARGE
companies
To find full-time
employees
73%
SMALL
companies
To find part-help
with projects
Small companies less
then 50 employees
Large companies = more
than 100 employees
Expanded Search
Companies are considering a wider selection of interns
88%
Consider applications
from recent graduates
Consider applications from
High School students
43%
Why Employers hire interns
What are the main reasons why companies are hiring interns
51%
78%
80%
Summer
49%
80%
84%
Fall/Winter Summer
Students considering participating internships Employer offering internships
Internship Trend 2014

22. Global Internship program
Date
Project
4th Dec 2014 Page 5Commercial in Confidence for Internal use only
Humanities & Social Science $38,000
Communication $44,600
Math & Sciences $44,000
Looking for work after study
What you study isn’t always where you work
64%
2012 grads who say, I’ll work
full-time in my field of study.
2013 graduate who say. I’m
going to work full-time in my
field of study.
53%
Securing Graduate Employment
Only
of 2013 graduates will have secured
employment by graduation
16%
What 2013 Graduates did
to secure their first job?
“Accept my first
offer”
“Commute
Farther”
“Look in a
different city”
“Looking outside my
field of study”
37% 40% 46%27%
Business $55,100
Engineering $62,600
Computer Science $59,100
Education $40,600
Source: Classesandcareers.com
24%
<$25K
15%
59%
>$50K $50K > $25K
2013
Graduate Salary Expectations
Source: National Association of Colleges and Employers.
GRADUATE PAY 2014

23. Global Internship program
Date
Project
4th Dec 2014 Page 6Commercial in Confidence for Internal use only
Global FM Intern program

24. Global Internship program
Date
Project
4th Dec 2014 Page 7Commercial in Confidence for Internal use only
Mission
To create career pathways to prosperity which will make FM a career of choice and secure
a high calibre of future FM professional’s
Vision
Educate and invest in youth, veterans and unemployed
Act as a connector between educational institutions, Employers and students
Provide quality work-based learning opportunities to schools and university's
Market the field of FM promoting our near 100% job placement rate
Scope
To Create a Facilities Foundation in the UK
Values of the program
FMTrust

25. Global Internship program
Date
Project
4th Dec 2014 Page 8Commercial in Confidence for Internal use only
How can we close this Skills Gap
• Work to encourage young people from other disciplines into the FM profession through
internships beyond IF’s certified educational channels
• Ensure FM has a foundation entry level
• IF internship team is made up of the “3 spheres of influence” that combined can be the
foundation of an entry route to an FM career
– Employers To provide an environment to begin their FM career journey
– Education To open minds to the world of FM and
prosperous career path’s
– Students To exploit education and industry placements
to fast track their future potential careers in
FM fields

26. Global Internship program
Date
Project
4th Dec 2014 Page 9Commercial in Confidence for Internal use only
Employers
• Reduce cost of recruitment
• Succession planning in FM
• Long term savings in talent recruitment and
development
• Innovative CSR support through education of
future talent.
• Support in filling skills gap
• Increase brand awareness with generation C
Universities
• Create a marketing tool and Increase employment prospects of university graduates
• Provide education with real world relevance
• Offer practical training aligned with employer needs
• Maximize employability of graduates
• Increase connection with industry
• Support STEAM
Students
• Increase marketing of the Facility Management profession to future graduates
• Provide link to internship and placements
• Improves marketability
• Enhance academic performance with practical experience
• Offer opportunity for internships
• Increase chance of fulltime employment through internship opportunities.
• Offer opportunity for scholarships from IF
• Increase awareness and support of STEAM
Critical Contributors to long-term success

27. Global Internship program
Date
Project
4th Dec 2014 Page 10Commercial in Confidence for Internal use only
A year-round recruiting tool. Fall, Summer,
Semester and Quarterly internships. Means you
access future employees year round without
draining recruitment budget. Generation Y are
viral, impress one intern and the talent will come.
Additional manpower, take
advantage of short-term support.
An extra set of hands to help your
employees to be productive and
also check out their capability to
manage.
TOP 10 REASONS TO HIRE AN INTERN
INCREASE EMPLOYEE RETENTION
Proof of the pudding is 2009 NACE survey almost
40% of employers reported a higher 5 year retention
rate among employees they’d hired via an internship
program.
GIVE BACK TO COMMUNITY
CSR creation through a company internship program is an
excellent way of giving back ! Hiring interns not only
helps students in your community get started; it
enhances the local workforce as a whole.
BENEFIT YOUR BUSINESS
When looking for fulltime work top talent often go for
big-name businesses. But when seeking internships,
learning is the big draw. Once interns have worked with
organisations they tend to feel more comfortable going
back to where they’ve interned.
LOW COST LABOR ADVANTAGE
Salaries are significantly lower than staff and your not
obligated to pay unemployment or severance
packages should you not hire them fulltime. While
their wage requirements are modest. They’re among
the most highly motivated members of your team.
SUPPORT STUDENTS
Interns gain experience, develop skills, make
connections, strengthens resumes. Offering paid
internship is beneficial enabling economically
disadvantaged youth participation offering them to
be the next ‘Outliers’.
TEST DRIVE NEW TALENT
HR reality check – Potential Employee does
great at interview, but fails to fit in ! This
way you test drive without commitment.
Hiring interns is the most effective way to
evaluate potential talent and cultural fit.
FIND FREE OF CHARGE
IF works with many Universities around the
world to connect your organisation. To an
extensive future talent pool of young people
without putting a huge dent in your
recruitment budget.
ENHANCED PERSPECTIVE
New people bring with them novel perspectives,
fresh ideas, and specialized strengths and skill sets.
Augmenting the abilities of your existing
professional workforce.
FIND FUTURE EMPLOYEESINCREASE PRODUCTIVITY

28. Global Internship program
Date
Project
4th Dec 2014 Page 11Commercial in Confidence for Internal use only
Like all trees this one has strong roots (Objectives) and
firm branches (Initiatives).
Every year the leafs (Tasks) will fall and be renewed,
while the old leafs will feed the trees roots
Find Grow Manage
Students
Education
Employers
Education
Education
Students
Students
Employers
Employers
Goal Tree – Find Grow Manage

29. Global Internship program
Date
Project
4th Dec 2014 Page 12Commercial in Confidence for Internal use only
Budget
Forecast
Rental
Lease
Through-life
Costs
Design
Construction
Electrical
Engineering
Mechanical
Engineering
Environmental
Management
Risk
Management
Business
Continuity
Health &
Safety
Audit
Security
Management
Architecture
Space
Planning
BMS
Waste
Management
Interior
Design
Fleet
Management
Contract
Management
Catering
Soft
Services
Maintenance
Management
CAFM
Electrical
Engineering
Aviation GovernmentServiceConstructionManufacturing Healthcare Engineering
Goal Tree and Swim lanes
For each of these swim lanes we will need to find
‘Ambassadors’ to support the Program and help
drive it forward

30. Global Internship program
Date
Project
4th Dec 2014 Page 13Commercial in Confidence for Internal use only
• A clearly defined process for the Internship program has been developed to ensure that repeatable expansion
when creating new regions, with the following aspects:
• Shortened lead times to move into to other regions
• Less variation
• Fewer project resource requirements; time, people, money
• This is a standardized process that is intended to give a “checklist approach” to ensure all key elements
are captured
• This is a guide of what to do, by whom and by when. There is flexibility and latitude for the users; it is
not overly restrictive
• The process is designed to be expanded world wide
• There are 3 Main Swim lanes in the process with each swim lane having
specific tasks to be completed in each phase.
• There are 3 supporting Swim lanes - Find- Manage - Grow
• This is a gated process managed by the internship council
• A consistent vision is maintained by the internship council .
(The Internship council is made up of Associations, Education, Students and Employers)
The internship program
Find Grow Manage

31. The Living Wage
Tony Cahill – Executive Director
Business & Service Development
First Ark Group

32. An Introduction to Vivark
Vivark are a North West Based Facilities Management and
Refurbishment provider
We have over 300 directly employed staff and support functions from
the First Ark Group of companies
We focus on delivering true customer led solutions through our own
teams and key partners

33. What is the Living Wage
“A living wage is that which is sufficient to enable those who receive it
and those dependent on them to lead vigorous, full human lives.”
C.C. Cotterill, 1912
 Calculated according to basic cost of living in UK
 Set independently and reviewed annually
 Current UK Living Wage is £7.85 and London Living Wage is £9.15
(Minimum wage is currently £6.50 for over 21’s)
“Work should be the surest way out of poverty”

34. Why introduce the Living Wage
 Independent studies show > 80% employers felt that it had enhanced
the quality of work of their staff and absenteeism fell by 25%
 Increased customer awareness of status as an ethical employer
 75% of employees reported increased work quality as a result
 Following adoption of Living Wage PwC found turnover of
contractors fell from 4% to 1%
 The living wage can be part of a solution to reduce poverty and
improve peoples lives

35. Vivark’s Journey
 Values led Business with a social purpose
 The introduction of the Living Wage was a priority for us – became a
Living Wage Fully Accredited employer in 2012
 Its more than a badge – the journey needs to be planned through
 Supply Chain buy in
 Impacts and Benefits
 Learning

36. How can the wider FM Industry play a part
 Become an accredited Living Wage Employer
 Implement Living Wage principles
 Become a Living Wage Service Provider
 Service provider Recognition Programme
 Agree to pay LW for Head Office staff
 Commit to provide a LW bid alongside market rate
 Raise awareness of benefits of LW to clients

37. The FM Industry can lead the way for
Living Wage

38. For further information please visit:
www.vivark.co.uk
www.firstark.com
www.livingwage.org.uk