Starting Up a Property Management Business

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Asset Skills – AACS LMI

Contents

UK, England and English Regions
1. Asset Skills
2. Cleaning
3. Housing
4. Property
5. Facilities Management
6. Parking

1. Asset Skills www.assetskills.org

Sector information - a brief description of what the sector covers at UK level

Asset Skills represents five industries in the UK:
 cleaning
 housing
 property
 facilities management
 parking

The workforce within the Asset Skills sectors comprises 3%1 of the total UK
workforce. The number of employers and employees within the sectors has been
steadily growing since 1998.
 The UK market for contract cleaning is estimated to be £5.6 billion2
 The housing sector plays an instrumental role in meeting key government
targets in relation to communities and social inclusion
 The property sector includes key areas of commercial and residential sales
and lettings and property management
 The UK market for facilities management contracts is estimated to be
between £40-95 billion per year3.

More detailed Labour Market Information is available at www.assetskills.org/research

Other useful websites include those for the nations:
Wales - www.assetskills.org/wales
Cymraeg - www.assetskills.org/wales/cymraeg
Scotland - www.assetskills.org/scotland
Northern Ireland - www.assetskills.org/northernireland

1 IER, 2004
2 MSI Feb 2007, Contract Cleaning UK
3 BIFM website/Facilities Management Outsourcing Market UK 2006, AMA Research

1
2. Cleaning www.assetskills.org/cleaning

2.1 A brief description of what the sector covers at UK level

The cleaning sector covers all forms of contract cleaning including
 building interiors
 transport vehicles
 food premises
 window and facade cleaning
 highways and land
 carpets and upholstery.

2.2 Information on careers available and new emerging jobs, transferability of skills
career paths and opportunities for progression

Jobs available include
 Cleaner
 Supervisor
 Caretaker
 Window Cleaner
 Upholstery Cleaner
 Highways and Street Cleaner
 Food Premises Cleaner.

Customer service skills, along with basic numeracy and literacy are considered
useful transferable skills.

A typical cleaning progression route could be from cleaning towards supervisory
roles, caretaking and on to cleaning management. Many take the opportunity to gain
experience before starting up their own business.

2.3 Information on pay scales in the sector

Caretaker £12,000-20,000
Cleaner £6,000-10,000
Cleaning Supervisor £8,000-10,000
Cleaning Manager £18,000-21,000

2.4 Information on entry requirements, application processes (e.g. Apprenticeships)

There are no formal entry requirements for jobs in cleaning however employability
skills including literacy, numeracy, communication, language, team working and
customer service skills are an advantage.

A new apprenticeship for cleaning and support services has been approved and is
available from March 2009.

The new cleaning apprenticeship does not have any specific entry requirements
except where employers set their own entry standards. Those wishing to train as an
apprentice should demonstrate a commitment to the industry, show initiative and a
willingness to learn. Information on vacancies can be found on the Apprenticeship

2
Vacancy Matching Service website www.apprenticeship.org, and the apprenticeship
helpline on 08000 150 600.

Information on the apprenticeship can be found on the Asset Skills website,
http://www.assetskills.org/QualificationsAndStandards/Apprenticeships/CleaningServi
cesApprenticeshipInformation.asp

2.5 Qualifications

Cleaning BICSc Cleaning Operatives
(Window, Upholstery, Land and Highways, Proficiency Certificate
Food Premises) BICSc Cleaning Supervisory Skills
Certificate
BICSc Food premises cleaning
certificate
NVQ Level 1 and 2 in Cleaning and
Support Services (offered by C+G,
guilds WAMITAB, EDI FDQ, NCFE
and HAB
Cleaning Acronyms
BICs - British Institute of Cleaning Science
C&G – City & Guilds
WAMITAB – The awarding body for the waste management industry
EDI – Education Development International
FDQ – Food and drinks qualifications
NCFE – Northern Council for Further Education
HAB – Hospitality Awarding Body

2.6 Data on employment and labour market trends and forecasts

 The demand for cleaning is perceived as being less subject to the economic
downturn than other sectors as cleaning remains a necessity. However,
training may suffer when profit margins are tightened.
 The contract cleaning industry is thriving but intensely competitive, with an
estimated turnover of around £5.6 billion annually4- (excluding the many
public and private sector organisations that employ their own cleaning staff in-
house).
 The cleaning industry continues to suffer from image, recruitment and
retention problems. Employers have welcomed migrant workers, who now
make up 37% of the English workforce.
 A number of companies are moving to daytime cleaning (during business
hours) which has helped to ease recruitment problems. Employers have been
able to increase the hours offered to individuals therefore provide a living
wage and opportunities for career progression.

3
Demographic Data

The table below provides details of the people working in the cleaning sector.
Age group Cleaning
16-24 13%
25-54 47%
55-74 40%
Disability
Disabled 18%
Not Disabled 82%
Gender
Male 41%
Female 59%
Qualification
NVQ 1 and below 74%
NVQ 2 13%
NVQ 3 and above 14%
Source: Annual Population Survey (2006), Office of National Statistics

2.7 Skill shortages

The cleaning industry is anticipating a decline in the number of cleaners (often
working part time) as companies shift towards daytime cleaning creating full time
jobs. Quality training is one of the key factors to retaining the workforce and
improving the level of services offered, alongside pay and conditions within the
cleaning industry.

Skills shortages within the cleaning industry include in particular;
 Management and leadership
 Technical skills
 Employability skills including literacy, numeracy and English as a second or
other language (ESOL)

2.8 Information on opportunities for adults changing career direction

Career development within cleaning is good;
 Those in basic cleaning jobs can progress mainly by taking on team
leadership and supervisory roles which provide employees with transferable
skills to move into other service industries such as facilities management and
retail.
 Specific cleaning functions (e.g. food areas) can lead into catering and health
job roles. Similarly street cleaning roles can lead into a wide range of local
environmental and council service job roles.
 People wanting to progress to area manager roles can develop people skills,
financial management skills and customer care skills that can be transferred
to other sectors.

4
 There are opportunities to move from cleaning into facilities management
roles as cleaning is one of the specialist services provided by facilities
management companies.

2.9 Information on points of entry or transfer into a sector from another area sector.

 There are a large number of women who take up cleaning jobs after bringing
up children.
 Others come into cleaning from other job roles due to the flexibility cleaning
provides in terms of part-time work that fits with other family and personal
commitments.
 Some have cleaning as a second job to gain a supplementary income.

2.10 Job profiles

Profile Weblink
title
Cleaner http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=924&sID=179
Pest http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=930&sID=179
Control
Technician

2.11 Case studies

Cleaner→BICSc Stan Job profile
Executive Dir Atkins http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=924&sID=179
Pest Control Phil Job profile
Technician Reilly http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=930&sID=179

2.12 FAQs

Q. What career opportunities are there in cleaning?
A. Cleaning jobs can give you an excellent opportunity to obtain a job with flexible
working conditions and prospects of promotion. There are a variety of jobs within
cleaning such as carpet/upholstery cleaning, window cleaning, highways cleaning or
food premises cleaning. You could choose to obtain further cleaning qualifications
and work towards supervising or caretaking or you could branch out into other areas
such as facilities management. Alternatively, you could gain experience and start
your own business.

Q. What qualifications will I need to get a job in cleaning?
A. You may be able to secure a job in cleaning with no set qualifications. However,
in order to improve your prospects of promotion you could study towards an NVQ in
Cleaning and Support Services.

Q. Is cleaning a good route into management?
A. Yes it is. There is a shortage of people with good practical cleaning knowledge
available to progress into management.

Q. Where could I find further information about cleaning?

5
The British Institute of Cleaning Science (BICSc) www.bics.org.uk will be able to
provide lots of information about careers in cleaning.

2.13 Sources of additional information, web-links etc

The following information lists the professional bodies involved with cleaning that
Asset Skills works closely with.

British Institute of Cleaning Science (BICSc) www.bics.org.uk
British Cleaning Council (BCC) www.britishcleaningcouncil.org
Cleaning and Support Services Association (CSSA) www.cleaningindustry.org

General careers information can be obtained via our direct phone number to the
Careers Advice Service on 08000 567 168. Careers information covering jobs in our
sectors can also be accessed via the Careers Advice website
www.careersadvice.direct.gov.uk or www.connexions-direct.com/jobs4u

2.14 Cleaning - Regional Information

2.14.1 Cleaning - East Midlands.
There are 20,500 employees in the East Midlands.

2.14.2 Cleaning - East of England
There are 37,800 employees in the East of England.

2.14.3 Cleaning - London
There are 107,900 employees in London.

2.14.4 Cleaning - North East
There are 15,100 employees in the North East.

2.14.5 Cleaning - North West
There are 43,300 employees in the North West.

2.14.6 Cleaning - South East
There are 61,800 employees in the South East.

2.14.7Cleaning - South West
There are 27,900 employees in the South West.

2.14.8 Cleaning - West Midlands
There are 42,100 employees in the West Midlands.

2.14.9 Cleaning - Yorkshire and the Humber
There are 28,300 employees in Yorkshire and the Humber.

Source: The Annual Business Inquiry (2007), Office of National Statistics.

3. Housing www.assetskills.org/housing

3.1 A brief description of what the sector covers at UK level

6
The housing sector covers all forms of social housing including;
 housing associations
 private landlords
 the sustainable communities agenda
 local authorities

3.2 Information on careers available and new emerging jobs, transferability of skills
career paths and opportunities for progression

Current jobs include;
 Housing Officer
 Housing Manager
 Neighbourhood Manager

An emerging job is;
 Regeneration Officer
 Community Engagement Officer

The ethos behind housing recruitment is to attract people with the right skills in terms
of personality and then train them in the details of the job. People need to be able to
communicate effectively and they must have the desire and ability to help people
who may find themselves in stressful situations.

A typical housing progression route could be from an administration role to housing
assistant, housing officer, housing manager and on towards area or national
management roles.

3.3 Information on pay scales in the sector

Administration role £14,000
Junior Housing Officer £16,000+
Housing Officer £25,000+
Housing Manager £29,000-50,000+

3.4 Information on entry requirements, application processes (e.g. Apprenticeships)

For junior posts there are few entry requirements although a good level of general
education is desired. Good communication skills and the ability to relate to the public
are essential. It is important to have an understanding of people from diverse cultural
backgrounds and an ability to respond to people with different needs.

Most organisations advertise jobs in the local and national press as well as in the
magazine “Inside Housing” and there is a housing jobs section in the Society
Guardian Jobs Page. There are recruitment companies who specialise in the public
and private sectors of housing. More information on applying for jobs can be found
on the Chartered Institute of Housing‟s website as follows:
http://www.cih.org/careers/contacts.htm
http://www.cih.org/careers/introduction.htm

Housing apprenticeships do not have any specific entry requirements except where
employers set their own entry standards. As a guide employers recruit apprentices

7
who demonstrate a commitment to housing issues, show initiative and a willingness
to learn.

Information on vacancies can be found on the Apprenticeship Vacancy Matching
Service website. www.apprenticeship.org, and the apprenticeship helpline number
08000 150 600.

Information on the apprenticeship can be found on the Asset Skills website,
http://www.assetskills.org/QualificationsAndStandards/Apprenticeships/HousingAppr
enticeshipInformation.asp

3.5 Qualifications

Housing Officer/Manager CIH level 2-4 certificate in housing
CIH Level 3 national certificate in tenant
participation and neighbourhood renewal
CIH Level 3 award in housing
CIH level 4 access to housing
CIH level 4 diploma in housing
C&G level 2-4 in housing
IRRV level 3 housing and local council tax
benefits
Housing Officer Acronyms
CIH - Chartered Institute of Housing
C&G – City & Guilds
IRRV – Institution of revenues ratings and valuation

3.6 Data on employment and labour market trends and forecasts

 The current economic climate will have a significant impact on the
housing industry.
 As a result of the troubled housing market, attention has shifted to the
provision of affordable homes and with this comes the increased need to
manage housing provision.
 There is a growing need to address higher level management skills
 An up to date knowledge and understanding of the law regarding housing
and homelessness.

Demographic Data

The table below provides details of the people working in the housing and property
sector (Due to the way in which national data is collected for the housing and
property sector, it cannot be separated.)

Workforce demographics by sector
Age group Housing and Property
16-24 11%
25-54 48%
55-74 41%
Disability
Disabled 12%

8
Not Disabled 88%
Gender
Male 49%
Female 51%
Qualification
NVQ 1 and below 23%
NVQ 2 17%
NVQ 3 and above 60%
Source: Annual Population Survey (2006), Office of National Statistics

3.7 Skill shortages

As a result of the troubled housing market, attention has shifted to the provision of
affordable homes. This has placed a greater emphasis on the need to raise skills
and recruitment within the sector.

There is a demand for more housing managers with knowledge of;
 legal and financial matters
 building maintenance and refurbishment
 health and safety
 local authority procedures.

3.8 Information on opportunities for adults changing career direction

There are good opportunities for people to develop a career in housing which, as a
sector, has a strong tradition of developing the talent of its staff.
 There are a wide range of jobs in housing from the maintenance of buildings to
support for community development, regeneration and tenant support.
 There are many opportunities to move within the sector and progression could
occur across a variety of routes, such as
o Estate management to/from property purchasing or tenant and
neighbourhood support or middle and senior management roles

3.9 Information on points of entry or transfer into a sector from another area sector.

 Recruitment remains a problem and the sector is actively seeking new
entrants both from school leavers and other occupational areas such as care
and construction.
 People with generic management skills are also sought from many different
occupational areas and there is a shortage of managers with financial
management skills in particular.
 The sector is encouraging young people who first thought of careers in the
police and ambulance services, for example, to consider housing as an
alternative but related career option.

3.10 Job profiles

Housing http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=928&sID=179

9
Officer

3.11 Case studies

Housing Sarah http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=928&sID=179
Officer Chiltern
Head of Vanessa http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=239&sID=104
communities Nicholls
Housing Kiran http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=240&sID=104
Management Singh
student

3.12 FAQs

Q. What career opportunities are there in housing?
A. There are a wide range of specialisms in housing from a strong emphasis on the
maintenance of the fabric of buildings to support for community development,
regeneration and tenant support. Housing jobs offer great opportunities at all levels.
You could start in administrative type roles within housing associations and then gain
further housing qualifications as you go along. Alternatively there are lots of
graduate entry opportunities in housing management.

Q. What qualifications will I need to get a job in housing?
A. Level 3 qualifications such as A levels would put you in a good position to work
towards further qualifications in Housing. The Chartered Institute of Housing (CIH)
offers a range of qualifications for people working in the sector.

Q. Is housing a good route into management?
A. Yes it is. There are many entry routes into housing and if you have the right
skills, such as communication skills and financial capabilities you will be able to work
your way up the career ladder.

Q. Where could I find further information about jobs in housing?
A. You could get in touch with the professional body for the housing sector which is
the Chartered Institute of Housing (CIH). The CIH have an excellent website that will
give you lots of information about careers and job opportunities. The website is
www.cih.org

3.13 Sources of additional information, web-links etc

The following information lists the professional bodies involved with housing that
Asset Skills works closely with.

Chartered Institute of Housing (CIH) www.cih.org
Homes and Communities Academy (HCA) www.hcaacademy.co.uk
National Housing Federation (NHF) www.housing.org.uk

10
3.14 Housing - Regional Information

3.14.1 Housing- East Midlands
There are 24,000 employees in the East Midlands.

3.14.2 Housing - East of England
There are 31,200 employees in the East of England.

3.14.3 Housing - London
There are 70,400 employees in London.

3.14.4 Housing- North East
There are 11,800 employees in the North East.

3.14.5 Housing - North West
There are 38,400 employees in the North West.

3.14.6 Housing - South East
There are 49,500 employees in the South East.

3.14.7 Housing - South West
There are 33,900 employees in the South West.

3.14.8 Housing - West Midlands
There are 29,800 employees in the West Midlands.

3.14.9 Housing - Yorkshire and the Humber
There are 22,800 employees in Yorkshire and the Humber.

Source: The Annual Business Inquiry (2007), Office of National Statistics.

4. Property www.assetskills.org/propertyandplanning

4.1 A brief description of what the sub-sector covers at UK level

The property sector covers both the private and public sectors and includes;
 acquiring, planning, surveying and valuing of commercial and residential
property
 valuing, selling, letting and managing of commercial and residential property.

4.2 Information on careers available and new emerging jobs, transferability of skills
career paths and opportunities for progression

Current jobs include;
 Estate Agent
 Letting Agent
 Surveyor
 Town Planner
 Auctioneer
 Residential Property Manager (or Block Manager)
11
 Domestic Energy Assessors
New and emerging jobs include;
 Commercial Energy Assessors
 Housing Energy Advisers
 Community Energy Adviser

4.3 Information on pay scales in the sector

Auctioneer £18,000-40,000
Block Manager £20,000-40,000
Domestic Energy Assessor £20,000-25,000
Estate Agent £10,000-40,000+
Surveyor £20,000-40,000+
Town Planner £20,000-60,000

4.4 Information on entry requirements, application processes (e.g. Apprenticeships)

For certain occupations such as surveying a degree is normally required and there is
a range of degree courses in estate management, building surveying or other related
areas. Surveying does involve a high level of numeracy. To get chartered status
degrees must be accredited by the Royal Institution of Chartered Surveyors.

Other jobs in property, such as estate agency, do not always require formal
qualifications and there are many examples of people moving into property from
other occupations later in their careers.

Strong customer service skills and an ability to work on your own are essential. As is
excellent communication skills.

The Sale of Residential Property and Surveying & Property Maintenance
Apprenticeships do not have any specific entry requirements except where
employers set their own entry standards. As a guide employers recruit apprentices
who demonstrate a commitment to the industry, show initiative and a willingness to
learn.
Information on vacancies can be found on the Apprenticeship Vacancy Matching
Service website. www.apprenticeship.org, and the apprenticeship helpline number
08000 150 600.

Information on the apprenticeship can be found on the Asset Skills website,
http://www.assetskills.org/QualificationsAndStandards/Apprenticeships/PropertyServi
cesApprenticeshipInformation.asp

4.5 Qualifications

Domestic Energy Assessor (DEA) ABBE - domestic energy assessors level 3
diploma
NFOPP Level 3 award in domestic energy
assessment
C&G level 3 diploma in domestic energy
assessment and level 4 diploma in home
inspection
Estate Agent NFOPP level 3 in the sale of residential
12
properties or residential lettings or property
management
NFOPP level 3 technical award in
commercial property agency
NFOPP level 5 diploma in residential estate
agency or level 5 diploma in commercial
property agency
ABBE level 2-3 in sale of residential
property
Land Auctioneer Degree approved by RICS, Assessment of
Professional Competence
ABBE level 3 in surveying
ABBE level 4 in valuation
ABBE level 4 in quantity surveying practice
Lettings Agent NFOPP technical award in residential letting
and property management
NFOPP level 5 diploma in residential letting
and management

Residential Property Manager IRPM parts 1 and 2
Surveyor A degree accredited by RICS with
Assessment of Professional Competence
ABBE level 3 in surveying & property
maintenance
Town Planner A degree accredited by RTPI
Property acronyms
ABBE – Awarding Body for the Built Environment
C&G – City & Guilds
IRPM - Institute of Residential Property Management
NFOPP – National Federation of Property Professionals
RICS – Royal Institution of Chartered Surveyors
RTPI – Royal Town Planning Institute

4.6 Data on employment and labour market trends and forecasts

 Currently the recession is having a significant impact on jobs within the
property sector.
 There is increased demand on both the social rented and the private renting
markets. The social rented sector is receiving higher levels of Government
funding in an effort to offset the downturn in the sales market.
 Overall forecasts vary, with some suggesting that the market will hit rock
bottom in 2009 followed by slow growth, and others predicting a 25% price
upturn by 2013.
 The drop in demand in the sales market increases the requirement for higher
skilled estate agents to deal with challenging market conditions. The
Carsberg Review 2008 recommends licensing for estate agents. This will
result in a substantial increase in qualified estate agents and will offset, to
some degree at least, current shortfalls in the market.
 Recruitment difficulties face certain parts of the industry and there is an
urgent need to recruit town and country planners and property managers.

Demographic Data

13
The table below provides details of the people working in the property sector. (Due
to the way in which national data is collected for the housing and property sector, it
cannot be separated.)

Workforce demographics by sector
Age group Property and Housing
16-24 11%
25-54 48%
55-74 41%
Disability
Disabled 12%
Not Disabled 88%
Gender
Male 51%
Female 49%
Qualification
NVQ 1 and below 23%
NVQ 2 17%
NVQ 3 and above 60%
Source: Annual Population Survey (2006), Office of National Statistics

4.7 Skill shortages

 Within the property industry there is an urgent need to recruit town and
country planners and property managers.
 The drop in demand in the sales market increased the requirement for higher
skilled estate agents to deal with challenging market conditions.
 The transference of sellers into the lettings market has increased the need for
skilled staff to deal with lettings legislation and demand.
 In addition to this there is an on-going need to recruit and retain residential
property managers (or block managers) (those who manage the services to
residential buildings).

4.8 Information on opportunities for adults changing career direction

 In normal economic circumstances estate agency work would provide
reasonable career mobility in terms of moving from negotiator into team
leader and middle management functions.
 Clearly these are very limited in the current climate where staff are being
shed. Similarly companies are shedding qualified surveyors.
 Energy assessing could be an alternative job role for those in the property
sector as is town planning where there is a shortage of young people entering
the profession.

4.9 Information on points of entry or transfer into a sector from another area sector.

14
 Entry to estate agency from other sectors is relatively common as there are
opportunities for part-time and full-time negotiator roles, especially for those
who come from customer service backgrounds.
 Entry to surveying requires formal undergraduate training although access to
full professional status via alternative routes is being explored.
 Entry to energy assessment functions can be direct following achievement of
the relevant qualification or through being a qualified property surveyor.

4.10 Job profiles

Profile Weblink
title
Domestic http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=925&sID=179
Energy
Assessor
Estate http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=926&sID=179
Agent
Land http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=923&sID=179
Auctioneer
Letting http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=929&sID=179
Agent
Surveyor http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=931&sID=179
Town http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=922&sID=179
Planner

4.11 Case studies

Job Name Where
Auctioneer Melfyn http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=923&sID=179
Williams
Chartered John Moss http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=931&sID=179
Surveyor
Domestic Claire http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=925&sID=179
Energy Thompson
Assessor
Estate Steve http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=926&sID=179
Agent Morgan
Lettings Nick Mason http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=929&sID=179
Agent
Residential Karen http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=998&sID=179
Property Combellack
Manager
Surveyor John Moss http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=931&sID=179
Town Janine http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=922&sID=179
Planner Xavier

4.12 FAQs

Q. What career opportunities are there in property?

15
A. The property sector offers a vast array of jobs. Most jobs in property involve being
„out and about‟ and talking to people. The types of jobs available include Town
Planner, Estate Agent, Surveyor and Auctioneer.

Q. What qualifications will I need to get a job in property?
A. This depends very much on the type and level of job you are interested in. For
example, you may be able to secure a job in estate agency work without any formal
qualifications (although you could work towards the Sale of Residential Property
qualifications to improve you prospects of promotion) and other jobs within the
property sector such as surveying or town planning require a degree.

Q. I am an Estate Agent – what else could I do in times of economic downturn?
A. In times of economic downturn many estate agents look for alternative
employment and a good option is to investigate roles in residential property
management. Residential property managers (or block managers) look after
buildings of multiple residencies and estate agents have many of the skills needed to
perform this role.

Q. Where could I get more information about jobs in property?
A. The Royal Institution of Chartered Surveyors (RICS) has a website with lots of
information about surveying www.rics.org and the National Federation of Property
Professionals (NFOPP) www.nfopp.co.uk would also be a good place to find out
about jobs such as estate agency and block management.

4.13 Sources of additional information, web-links etc

The following information lists the professional bodies involved with property that
Asset Skills works closely with.

Chartered Institute of Building (CIOB) www.ciob.org.uk
National Federation of Property Professionals (NFOPP) www.nfopp.co.uk
Royal Institution of Chartered Surveyors (RICS) www.rics.org
Royal Town Planners Institute (RTPI) www.rtpi.org.uk
Association of Building Engineers (ABE) www.abe.org.uk

4.14 Property - Regional Information

4.14.1 Property - East Midlands
There are 24,000 employees in the East Midlands.

4.14.2 Property - East of England
There are 31,200 employees in the East of England.

4.14.3 Property - London

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There are 70,400 employees in London.

4.14.4 Property - North East
There are 11,800 employees in the North East.

4.14.5 Property - North West
There are 38,400 employees in the North West.

4.14.6 Property - South East
There are 49,500 employees in the South East.

4.14.7 Property - South West
There are 33,900 employees in the South West.

4.14.8 Property - West Midlands
There are 29,800 employees in the West Midlands.

4.14.9 Property - Yorkshire and the Humber
There are 22,800 employees in Yorkshire and the Humber.
Source: The Annual Business Inquiry (2007), Office of National Statistics.

5. Facilities Management www.assetskills.org/FacilitiesManagement

5.1 A brief description of what the sector covers at UK level

The facilities management sector covers all forms of management of services which
includes:
 „Hard‟ FM services such as property and estates management, building
maintenance, energy management, environmental protection
 „Soft‟ services such as cleaning, security, reception and customer care.

5.2 Information on careers available and new emerging jobs, transferability of skills
career paths and opportunities for progression

Jobs available include;
 Assistant Facilities Coordinator
 Facilities Manager
 Support Services Manager (such as cleaning, catering or security)
 Building maintenance personnel
New and emerging jobs include;
 environmental management
 sustainability in response to legislation and changes to building design
 Risk management

There are transferable skills between hard and soft services and often someone
would enter being responsible for either hard or soft services whilst more senior staff
would have responsibility for both.

A typical career path would be from a support service manager (such as cleaning) to
assistant facilities manager, facilities manager, area manager. There are
opportunities to progress into senior roles or specialisms.

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5.3 Information on pay scales in the sector

Assistant Facilities Manager £20,000+
Facilities Managers £26,000-50,000
Director £50,000+

5.4 Information on entry requirements, application processes (e.g. Apprenticeships)

For entry into Facilities Manager posts a first degree in FM or related subject is
preferred. However, with relevant experience there are opportunities for entry
without formal qualifications.

For junior positions there are no specific entry requirements. Many come from
specific industry roles in cleaning, catering and security which are separate
disciplines which make up facilities management.

FM companies are looking for entrants with a strong commitment to customer
services, good negotiating skills and the capacity to manage separate types of
technical services within an overall FM contract.

A new facilities management apprenticeship is now available.

Updated information will be placed on the Asset Skills website as it becomes
available.
http://www.assetskills.org/QualificationsAndStandards/Apprenticeships/FacilitiesMan
agementApprenticeshipInformation.asp

5.5 Qualifications

For those with experience of being an FM manager there is the NVQ Level 3 in
facilities management.

A Level 4 NVQ is currently under development.

The British Institute of Facilities Management has a membership qualification in two
parts and is developing a suite of qualifications in facilities management at level 3, 4,
5 and 6. Further details of these can be found at
http://www.bifm.org.uk/bifm/careerdevelopment/education/bifmqualification

There is a range of related suitable degrees such as environmental management or
hospitality that have been designed to be accessed by people already working in the
industry.

5.6 Data on employment and labour market trends and forecasts

 This sector has grown over the past decade. The value of the UK market for
outsourced facilities management services was estimated to be between £40
and £95 billion in 2006.
 Procurement has become increasingly regulated and subject to European
Union rules, with greater emphasis placed on the need to meet „best value‟
criteria.

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 There is a lack of a clear definition of the role of facilities management which
makes the creation of career pathways and qualification structures difficult
and impacts on the recognition of facilities management as having full
„professional status‟.
 There is a need for both technical „hard‟ skills and for the softer skills such as
people management and customer service skills.
 The desire for more commercial, business-orientated skills is being driven by
a number of factors, including increasing competition and changing client
requirements.
 Facilities Management is seen as a relatively new industry and companies
seem positive with 70% of companies expected to grow. However, FM
companies with a property focus could experience a tougher time.

Demographic Data

The table below provides details of the people working in the facilities management
sector.
Age group Facilities
Management
16-24 7%
25-54 52%
55-74 41%
Disability
Disabled 12%
Not Disabled 88%
Gender
Male 59%
Female 41%
Qualification
NVQ 1 and below 30%
NVQ 2 15%
NVQ 3 and above 55%
Source: Annual Population Survey (2006), Office of National Statistics

5.7 Skill shortages

Strong recent growth within the facilities management industry has highlighted
existing skills needs and gaps. Skills shortages within the facilities management
industry include;
 Technical and practical skills
 Softer FM skills such as people and client relationship management
 Strategic and communications skills.

The primary solution is to attract more people into the profession and provide them
with opportunities to progress.

5.8 Information on opportunities for adults changing career direction

Career development within facilities management is good;
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 The most common form of career change is when a specialist (e.g. caterer or
cleaning supervisor) moves into a wider more generic facilities management
role.
 The development of customer service skills is normally required to progress
within facilities management as are generic communication and people
management skills.

5.9 Information on points of entry or transfer into a sector from another area sector.

 Traditionally facilities management has recruited from other sectors, looking
for people with good customer service and people management skills.
 It is also possible to move into facilities management from technical
engineering sectors including heating and ventilation and related building
management and maintenance functions.
 Hospitality is another area where people have appropriate transferable skills
useful in facilities management

5.10 Job profiles

Profile Weblink
title
Facilities http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=997&sID=179
Manager
Facilities http://careersadvice.direct.gov.uk/helpwithyourcareer/jobprofiles/profiles/profile1435/
Manager

5.11 Case studies

Facilities Jason http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=997&sID=179
Manager Cousins

5.12 FAQs

Q. What is facilities management?
A. The people who work in facilities management provide the expertise and services
to ensure the smooth running of many of the environments people encounter in their
working and personal lives. It is the facilities management teams who work behind
the scenes to support every aspect of the operations from building maintenance
through to services such as catering, cleaning, reception and security.

Q. What career opportunities are there in facilities management?
A. There is plenty of opportunities within the FM sector from Pest Control
Technicians to being responsible for the facilities management of venues such as
Wembly Arena. Facilities Management is a growing area and therefore offers
excellent job prospects.

Q. What qualifications will I need to get a job in facilities management?
A. It depends what area of FM you are interested in. For example to work in pest
control you could work towards Royal Society for Public Health level 2 certificate in
pest control or if you wanted to be a facilities manager you could study for a degree
in facilities management.
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Q. How do I get my first job in FM?
A. Look out for assistant or co-coordinator roles, ie first level opportunities, or take a
lower level job in an FM department and look for progression opportunities.

Q. Where could I find more information about facilities management?
A. You could get in touch with the British Institute of Facilities Management (BIFM).
The website address is www.bifm.org.uk

5.13 Sources of additional information, web-links etc

The following information lists the professional bodies in FM that Asset Skills works
closely with
British Institute of Facilities Management (BIFM) www.bifm.org.uk
British Pest Control Association (BPCA) www.bpca.org.uk
Chartered Institute of Building Services Engineers (CIBSE) www.cibse.org
Facilities Management Association (FMA) www.fmassociation.org.uk
National Pest Technicians Association (NPTA) www.npta.org.uk

5.14 Facilities Management - Regional Information

5.14.1 Facilities Management - East Midlands
There are 3,700 employees in the East Midlands.

5.14.2 Facilities Management - East of England
There are 9,300 employees in the East of England.

5.14.3 Facilities Management - London
There are 24,300 employees in London.

5.14.4 Facilities Management - North East
There are 3,700 employees in the North East.

5.14.5 Facilities Management - North West
There are 8,800 employees in the North West.

5.14.6 Facilities Management - South East
There are 11,400 employees in the South East.

5.14.7 Facilities Management - South West
There are 8,100 employees in the South West.

5.14.8 Facilities Management - West Midlands
There are 7,100 employees in the West Midlands.

5.14.9 Facilities Management - Yorkshire and the Humber
There are 5,900 employees in Yorkshire and the Humber.

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Source: The Annual Business Inquiry (2007), Office of National Statistics.

6. Parking www.assetskills.org/Parking

6.1 A brief description of what the sector covers at UK level

The parking industry covers a diverse range of public and private sector on and off
street parking. These include;
 local authorities
 hospitals, railway stations, supermarkets and airports
 enforcement agents
 national parking operators

6.2 Information on careers available and new emerging jobs, transferability of skills,
career paths and opportunities for progression

There is a variety of jobs available in the parking industry including;
 civil enforcement officer, civil enforcement officer supervisor
 car park attendant, car park attendant supervisor, senior car park attendant
 parking valet professional
 vehicle immobilizer
 notice processor
 parking administrator
 assistant operations manager
 traffic order maker
 contract manager, area manager, parking operations manager
 managing director, chief executive
Emerging jobs include those using CCTV enforcement.

Transferable skills include;
 communication techniques
 customer service
 basic numeracy and literacy
 information communication technology
 good record-keeping
 conflict management
 people management
 contract management
 finance

A possible on-street progression route could be civil enforcement officer, senior civil
enforcement officer, supervisor, assistant contract manager, contract manager,
parking manager to managing director.

6.3 Information on pay scales in the sector

Car Park Attendant £13,000-18,000
Civil Enforcement Officer £13,000-24,000
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Car Park Team Leader £23,000-33,000
Parking Administration Manager £25,000-28,000
Contracts Manager £30,000-40,000
Car Parking Manager £35,000-45,000

6.4 Information on entry requirements, application processes (e.g. Apprenticeships)

There are no formal entry requirements for jobs in parking however employability
skills including literacy, numeracy, communications, language, team working and
customer service skills are an advantage.
There is no apprenticeship currently available in parking.

6.5 Qualifications

Civil Enforcement Officer C&G level-2 award for civil enforcement
officers (parking)

Civil Enforcement Officer / Car Park NVQ level 2 in controlling parking areas
Attendant / Vehicle Immobiliser / Vehicle
Removal Operator / CCTV Parking and
Traffic Enforcement Officer

Vehicle Immobiliser / Vehicle Removal BTEC level 2 award in vehicle
Operator immobilisation

BTEC – Business and Technology Education Council
C&G – City & Guilds
NVQ – National Vocational Qualification

6.6 Data on employment and labour market trends and forecasts

 Sector image, recruitment issues, treatment of employees by the general
public, and pay are amongst the key factors currently affecting the parking
industry.

Key issues faced by the parking industry over the next ten years include;
 an increased demand for relevant skills and qualifications
 greater car usage and customers demanding more from parking services
 the increased use of technology means that different skill are needed
 the effects of transport planning and the environment, the extension of
controlled parking zones and congestion charging in more towns and cities.

Demographic Data

The table below provides details of the people working in the parking sector and
relates to employees who work for public or private employers both on the roads and
in car parks.
Age group Parking
23
16-34 25%
35-54 56%
55-74 20%
Ethnicity
White 82%
Non White 18%
Gender
Male 90%
Female 10%
Qualification
Below NVQ 2 62%
NVQ 2 and above 38%
Source: British Parking Association Skills Need Assessment (2008)

6.7 Skill shortages

There will be a greater need for training in the parking sector to cover skills shortages
in the following areas;
 customer service and interpersonal skills
 information technology - the greater use of electronic equipment means there
is a need for employees to be competent in the use and maintenance of such
equipment

6.8 Information on opportunities for adults changing career direction

 Parking aspires to become an attractive employment option and retain its
existing experienced workforce. As parking becomes increasingly recognised
as a profession in its own right, there will be elements that are recognised as
specialist roles, for example, traffic order makers.
 Employees wanting to progress to managerial roles can develop customer
care, IT and financial management skills that can be used to further their
career in parking

6.9 Information on points of entry or transfer into a sector from another area sector.

 Parking seeks to recruit people with good customer service skills (including
conflict resolution) which are often found in areas such as hospitality or
facilities management
 People with generic management skills are sought from many different
occupational areas
 There is a growing need for IT skills as equipment becomes more
sophisticated

6.10 Job profiles

Civil http://www.assetskills.org/nmsruntime/saveasdialog.asp?lID=1059&sID=179
enforcement

24
officer
Civil http://careersadvice.direct.gov.uk/helpwithyourcareer/jobprofiles/profiles/profile791/
enforcement
officer

6.11 Case studies

Karen http://careersadvice.direct.gov.uk/helpwithyourcareer/jobprofiles/profiles/profile791/
Archibald

6.12 FAQs

Q. What career opportunities are there in parking?
A. Parking is often divided into two halves
1. Civil Enforcement Officers are employed by local authorities (or contractors
working on their behalf). Civil Enforcement Officers manage parking on
public roads and in public car parks.
2. Car Park Attendants are employed by commercial organisations to manage
private parking areas.
There are office-based notice processing roles in both halves of parking and beyond
this there are a range of roles from supervisory to senior management.

Q. What parking qualifications are available?
You could work towards the following qualifications;
 VRQ City & Guilds Level 2 Award for civil enforcement officers (parking)
 NVQ Level 2 controlling parking areas
 BTEC Level 2 Award in vehicle immobilisation

6.13 Sources of additional information, web-links etc

British Parking Association (BPA) www.britishparking.co.uk
Institute of Parking Professionals (IPP) www.theipp.co.uk

6.14 Parking - Regional Information

6.14.1 Parking - East Midlands
There are 100 employees in the East Midlands.

6.14.2 Parking - East of England
There are 200 employees in the East of England.

6.14.3 Parking - London
There are 400 employees in London.

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6.14.4 Parking - North East
There are 100 employees in the North East.

6.14.5 Parking - North West
There are 200 employees in the North West.

6.14.6 Parking - South East
There are 300 employees in the South East.

6.14.7Parking - South West
There are 200 employees in the South West.

6.14.8 Parking - West Midlands
There are 200 employees in the West Midlands.

6.14.9 Parking - Yorkshire and the Humber
There are 200 employees in Yorkshire and the Humber.

Specific data for the parking sector cannot be separated from „other supporting land
activities‟.
Source: British Parking Association Skills Need Assessment (2008)

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