Building a renewable-ready workforce at Sureserve

As we support the transition to low-carbon heating, it’s vital to invest in the next generation of engineers and we’ve been building the workforce we need from the ground up. We combine structured apprenticeships with hands-on, in-house training that reflects the complexity and diversity of modern energy systems.

Aaron Petts, head of renewables and new tech for Sureserve Compliance Central, is instrumental in managing this process. 

The department was established in 2015 with just two installers, and the company has now grown to employ more than 100 specialist renewable engineers – 24 of whom are apprentices. 

“Apprenticeships play a vital role in the continued success of our department,” Aaron explains. 

“Around a quarter of the team are currently apprentices, which reflects our strong belief in investing in talent from the ground up. By training individuals in the way we work, we can ensure they develop the right skills, values, and approach that align with the company’s high standards. 

“While experience is valuable, we place equal importance on enthusiasm, dedication, and a willingness to learn – qualities that allow apprentices to grow into highly skilled professionals who are fully equipped to support our long-term goals.”

Sureserve apprentices typically follow the Level 3 Plumbing and Heating pathway. In their third year, they now have the option to specialise in either gas or renewables, depending on college availability. 

Suffolk College – with its dedicated Net Zero Skills Centre – is among the few able to offer the renewables route, thanks in part to a partnership with manufacturer Vaillant and ongoing input from Sureserve on curriculum and facility standards.

Yet, as Aaron points out, the training offer is still patchy across the UK. “One college invited us to use its training room, but nothing was installed correctly – no drainage, no tutor, and no system set up the way it would be on site,” he said. 

To help address these challenges, Sureserve actively works with several colleges to support and improve their training offer, sharing industry expertise and guidance on real-world standards.

This collaborative approach not only helps colleges align their facilities and teaching with the needs of employers but also ensures apprentices receive a higher-quality learning experience.

Nevertheless, the current gaps in provision have led Sureserve to continue investing heavily in its own in-house training capabilities, ensuring that apprentices and engineers alike are equipped with the skills and knowledge they need to deliver at the highest level. 

Once hired, new recruits – many of whom are career-changers with no prior engineering experience – are trained internally across a wide range of technologies including air source and ground source heat pumps, Mechanical Ventilation and Heat Recovery (MVHR), solar thermal, and biomass. 

“Some of our engineers come from completely different backgrounds,” Aaron said. “We’re not just training heating engineers; we’re creating energy specialists who can think holistically about the building and its systems.”

While the new apprenticeships are still in their early stages, Aaron sees them as vital to future-proofing the industry. The programme helps address national shortages and aligns with government targets to decarbonise heat, particularly in social housing. 

“The future of heating is evolving, as renewable technologies play an ever-greater role,” he adds. “For those looking to build lasting careers in the industry, developing skills in these emerging technologies offers real opportunity and long-term security.” 

Success is monitored through service KPIs such as first-time fix rates and number of appointments. These metrics are used to identify where additional training may be needed, explains Aaron: “When one of our engineers was reassigned to a patch with different system types, we noticed a drop in his performance reflected in the data. This allowed us to promptly arrange targeted manufacturer training to support him and restore his proficiency.” 

Looking ahead, Aaron is clear that colleges, manufacturers and employers must collaborate more closely. “No single party has all the answers. But if we work together, we can build a training system that reflects what’s really needed on the ground.”