GKR Scaffolding & SIMIAN LASC – Building a Skilled Workforce

At SIMIAN LASC, we are dedicated to providing industry-leading training that supports businesses in developing highly skilled scaffolding professionals. GKR Scaffolding currently has 22 apprentices enrolled in training with SIMIAN LASC, with many potential apprentices currently gaining experience as laborers in the yard. We sat down with Dan Williams, Contracts Manager at GKR Scaffolding, to discuss how their apprenticeship program is shaping the next generation of scaffolders and how SIMIAN LASC plays a role in their journey.

How do you support apprentices in their development?

Dan Williams: We take apprentices on with an initial six-month trial period to ensure the job is the right fit for them. The last thing we want is for someone to start a career they won’t complete. Some apprentices take to the job quickly, especially if they have prior experience as labourers. For those without experience, we focus on attitude and timekeeping. If an apprentice struggles with punctuality and attendance early on, it’s a strong sign they may not be suited for the role.

We also conduct monthly well-being checks for all staff. Apprentices meet with their supervisors regularly to discuss any concerns, ensuring they receive the necessary support both professionally and personally.

What steps do you take to ensure apprentices feel welcomed and valued on-site?

Dan Williams: It depends on how they adapt once on-site—how they take initiative, pre-plan, and manage materials like fixtures and fittings. Once they start using tools, we assess their ability to work safely and efficiently.

Initially, apprentices handle smaller tasks like installing handrails, which helps us evaluate their adaptability, teamwork, and understanding of safety protocols. We also rotate apprentices across different managers and projects to ensure they experience a range of tasks and challenges. This variation helps them develop a well-rounded skill set and understand different management styles.

How do you track and assess an apprentice’s progress on-site?

Dan Williams: We maintain ongoing communication with our apprentices and their supervisors. Depending on the individual, this can mean weekly or bi-weekly check-ins. If a supervisor flags an issue, we ensure follow-ups are conducted twice a week to provide additional support.

A strong indicator of a successful apprentice is their demand on-site—if a supervisor consistently requests to work with an apprentice, it’s clear they are excelling.

How do you keep apprentices motivated and committed to their training?

Dan Williams: We use SMART objectives, setting short-, medium-, and long-term goals. If an apprentice identifies a mentor they look up to, we map out what they need to do to achieve that level. We also encourage them to gain additional qualifications, such as becoming a qualified banksman, first aider, or completing SSSTS or SMSTS courses.

By showing clear career progression opportunities, we keep apprentices engaged and focused on their future.

What’s the most rewarding part of mentoring apprentices in your role?

Dan Williams: The best part is seeing an apprentice become self-sufficient and complete their training. Watching their confidence grow and knowing we’ve played a role in shaping their career is incredibly rewarding.

At GKR Scaffolding, we are committed to developing a highly skilled, safety-conscious workforce. With the support of SIMIAN LASC, our apprentices gain the training and experience needed to build a successful career in scaffolding.

To find out more about SIMIAN Apprenticeship opportunities, click here or email apprenticeships@simian-risk.com