Earlier today, NSAR Chief Executive Neil Robertson appeared before the Transport Select Committee as part of its inquiry, Rail investment pipelines: ending boom and bust. The session focused on how the lack of long-term investment planning and visibility affects the sector’s workforce and skills development.
Below is a summary of Neil’s evidence. You can also watch the full committee hearing here.
Key Highlights from Neil’s Evidence
Planning and Productivity
Neil stressed that forward visibility and a stable investment pipeline are essential for effective planning, strategic investment, and efficient project delivery. He highlighted that skills shortages are a major driver of lost productivity, as reactive recruitment causes inefficiencies and wage inflation across the sector.
RNEP and Control Periods
He discussed the limitations of the RNEP and Control Period frameworks in supporting long-term skills delivery. Neil suggested that reforms are necessary to better align these mechanisms with the development of a sustainable workforce.
Procurement to Drive Skills Development
Neil emphasised that the government should use procurement levers more effectively to promote apprenticeships and training, ensuring the supply of skills aligns with planned infrastructure investment.
Economic Regulation and Incentives
Highlighting the need for stronger economic regulation, Neil explained that effective regulation can act as a catalyst to boost productivity across the rail sector. It would incentivise greater investment in workforce development and ensure skills are prioritised throughout project delivery rather than treated as an afterthought. He addressed this both within the current framework and in the context of forthcoming reforms under Great British Railways (GBR).
Social Value
Neil highlighted the rail sector’s potential to create meaningful employment opportunities across the country, particularly for people from disadvantaged backgrounds. He urged the Committee to press the government to consider this broader social value when making investment decisions and to provide the forward visibility needed for the sector to plan and deliver these jobs effectively.
Attracting a More Diverse Workforce
He emphasised the importance of attracting a more diverse range of talent, especially from underrepresented groups. Highlighting that broadening the industry’s appeal is vital to meeting future workforce demands and ensuring the sector better reflects the communities it serves.
Future of Workforce Planning under GBR
When asked about establishing a specific function under the new system to oversee skills delivery, Neil cautioned against it. He noted that Great British Railways will not represent the entire rail sector. Instead, workforce planning must encompass all employers, suppliers, and contractors across the industry, not only those within GBR’s remit.
What Happens Next
The Committee will consider NSAR’s evidence alongside other submissions and report its findings to the Secretary of State for Transport.
NSAR regularly provides evidence to select committees to represent our members and ensure their priorities are heard by policymakers. If you would like us to raise an issue or discuss a policy challenge in more detail, please contact Edward.hughes@nsar.co.uk.
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