During the construction, operation and maintenance of Rampion, we aim to support the development of a highly skilled UK workforce that is fully aware of the opportunities that exist in the offshore renewables industry. We want to make sure that all of the staff working on the construction, operation and maintenance of Rampion have the opportunity to enhance their skills so that they can also work on future projects across the industry. We’re looking to maximise the amount of local people that we’re able to employ on the project, and have put together a skills action strategy to outline our proposals. As part of our local skills programme, we’ll also be offering apprenticeships, to encourage more people into the offshore industry.
We’re also supporting the local University Technical College, opening in conjunction with Brighton University. They have a focus on encouraging young people into Science, Technology, Engineering and Maths (STEM) career paths, and we will help them to develop an industry led curriculum to prepare students for job roles.
The exact number of jobs created during construction will be influenced by how we phase the roll-out of the scheme and will also be dependent on the lead construction contractors. On average, there could be 250-300 jobs in the workforce working on the offshore site, 60-100 working on the onshore cable route split into two teams each working on a separate 1km section, and 40-60 working on the onshore substation.
Around 40 full time jobs will be created at the project management facility in Newhaven Port and we will utilise locally sourced vessels for the 3-year construction period.
Once operational, we envisage that Rampion could create up to 65 full time, permanent roles based at the operations & maintenance base in Newhaven Port, to manage and maintain the site. In additional to the directly employed workforce, the operation of the wind farm will give rise to opportunities for indirect local employment in the form of up to 30 support service contracts and other local expenditure.
Supply Chain Plan
It is recognised, due to the expansion within the renewable industry, that it is not sustainable to expect the site to be staffed purely by people already within the industry. As such we are expecting to recruit widely from outside the renewable sector, with a preference to bring local people with a strong commitment to the site and develop their skills and competence to take on significant roles in the team. The roles are expected to be filled in phases, starting late 2015. There will be an opportunity for both skilled and experienced staff, and for those with suitable aptitude but requiring further offshore training. For example, the apprenticeship scheme will be available for individuals with no prior experience in the renewables industry, perhaps younger people recently out of formal education.