Overview

With a strong focus on innovation, industry engagement, and inclusive access to education, FVC plays a pivotal role in supporting regional economic transformation. Through externally funded initiatives such as the Grangemouth Skills Transition Employment Plan (G-STEP) and the Skills Transition Centre (STC), the College is equipping individuals and communities with the skills and knowledge required to adapt to emerging low-carbon industries – strengthening workforce resilience, promoting innovation, and supporting inclusive growth.

G-STEP is a proactive, place-based skills initiative led by FVC. It was developed as a direct response to the September 2024 announcement that Petroineos would decommission its Grangemouth oil refinery – impacting employees at Grangemouth and Finnart. Developed in partnership with the Scottish Government (SG), UK Government (UKG), and Skills Development Scotland (SDS), G-STEP forms a central part of the local support provided through PACE (Partnership Action for Continuing Employment). It is a bespoke programme designed to review existing skills, support workforce transition, and promote pathways into new and sustainable employment – contributing to the longer-term vision for Grangemouth and its communities. The skills provision to employees being made redundant at the Petroineos Grangemouth and Finnart sites will enable to them upskill, learn new skills and enhance existing skills.  This will enable employees to pivot between sectors, for example from onshore to offshore energy roles.

STC – the STC is a flagship skills initiative and is one of nine projects forming part of the   £90m Falkirk and Grangemouth Growth Deal which is funded by UK and Scottish Government.  The STC has been developed to support our area’s Just Transition to a Net Zero economy through a just and inclusive approach. Led by FVC and located within our state-of-the-art Falkirk Campus, the STC is a 10-year project which aims to develop a resilient, future-ready workforce by delivering innovative, industry-aligned training programmes responding to the needs of emerging sectors and supporting transitioning industries.   It will support wider economic initiatives related to the Just Transition including the Forth Green Freeport, Project Willow and Acorn.

Gap the project addresses

G-STEP is a bespoke and immediate response to support Petroineos employees impacted by the refinery closure.  Through the project, employees can access specialist 1-1 support, provided by FVC staff which includes – a comprehensive review of current skills, identifying skills gaps and supporting skills training to ensure they are fully equipped to take advantage of opportunities as they re-enter the labour market.

Employees at Petroineos include those in technical and non-technical role roles, therefore the training needs have been varied.  Opportunities within a range of sectors have been promoted and FVC have worked closely with employers who are actively recruiting roles.  Through the targeted training and skills support, the project aims to help retain a highly skilled workforce which will attract future local investment and promote long-term growth.  An innovative example of training provided is through the Engineering Construction Industry Training Board Wind Turbine course.  Petroineos employees received training through this pilot course.

https://www.ecitb.org.uk/news/wind-turbine-cross-skill-pilot-success/

STC – the STC is a long-term 10-year plan designed to future proof our curriculum and support current and future skills needs within key industries in the Falkirk and Grangemouth region.

There is a strong focus on inclusive growth and the project is working closely with local community partners, key stakeholders and local schools to develop a clear progression pathway – raising awareness of opportunities, aligning with industry needs and additionally upskilling our own staff.  Over the 10-years, the STC will respond to need and opportunity to actively support the transition to Net Zero.

https://www.forthvalley.ac.uk/news-events/fvc-s-skills-transition-centre-champions-change-at-events

Ownership model

FVC was established in 2005 as Scotland’s first regional college and through our mission of “Making Learning Work” we provide innovative learning, teaching and training opportunities to empower individuals with skills and knowledge to thrive in a rapidly changing world.  We welcome more than 12,000 students per annum across our 3 campus locations in Falkirk, Stirling and Alloa – with 97% progressing to positive destinations.

FVC is a registered charity and our Board of Management oversees the strategic direction of the College guided by the objectives of our  Strategic Plan 2025-30. Led by our Principal, the Senior Management Team report to the Board and work collaboratively to create a dynamic, inclusive and forward-thinking learning environment.

G-STEP is funded by Scottish and UK Governments, with project activity managed and delivered by FVC. The project works collaboratively with key stakeholders including: UKG, SG, Petroineos, SDS and union representatives.  In addition, a range of college departments support the work of the project including – Communications and Marketing, Finance, Estates and Corporate Governance.

FVC is also represented on external networks related to the Just Transition of the Grangemouth area, including the Grangemouth Future Industry Board (GFIB), Forth Green Freeport.  These promote collaboration and partnership working across the public, private and third sector, ensuring integration with the broader just transition agenda.

The STC project is funded by SG as part of the SG/UKG Falkirk and Grangemouth Growth Deal and FVC are the project lead, responsible for its delivery.  Falkirk Council functions as Programme Management Office (the accountable body), managing the financial and legal arrangements with both the Scottish and UK Governments. The project involves a broad partnership network that includes industry stakeholders, local authorities, and community organisations, ensuring shared governance and strategic oversight.

Policy and funding

G-STEP is being delivered in two phases to align with the refinery closure and redundancy timelines.  Phase One ran from October 2024 to March 2025 and Phase Two is underway with an expected completion of June 2026. The project is being supported financially by UKG and SG.

The STC is funded as part of the Falkirk and Grangemouth Growth Deal and has been awarded £4m over 10-years to support capital investment and revenue support. The project runs until 2034 and is now currently in year 2 from 1st April 2025.

There is no single policy mechanism which has enabled the delivery of these projects, however strategies such as Scotland’s National Strategy for Economic Transformation, Community Wealth Building, Green Industrial Strategy and Grangemouth Industrial Just Transition Plan prioritise the importance of skills in supporting the transition to net zero.  In addition, FVC are represented on networks such as GFIB (chaired by UKG and SG) which was established to the support the just transition of Grangemouth.

Impact to date (18^th September 2025)

G-STEP

• 282 one-to-one training reviews undertaken
• 308 individuals have requested training support
• 785 courses undertaken – these include courses in the renewable sector
• 8 individuals completed a pilot Wind Technician course launched in partnership with the Engineering Construction Industry Training Board (ECITB) https://www.ecitb.org.uk/news/wind-turbine-cross-skill-pilot-success/
• Increased awareness of opportunities in emerging sectors for individuals – upskilling, reskilling and learning new skills
• Enhanced collaboration and partnership working between key stakeholder across public, private and third sectors.
• Improved knowledge of emerging sectors and the skills required by individuals to move into these roles

The impact of the STC will be evaluated through several key data points, including:

• Development of 17 new training courses tailored to support the region’s transition to Net Zero.
• Access to upskilling and reskilling opportunities for approximately 11,415 students over the   project duration.
• Engagement with around 870 local businesses, ranging from micro to large enterprises, fostering industry participation and collaboration.
• Significant participation from under-represented groups – 2,282
• Investment of £2.476 million in advanced digital technologies eg drones, Augment Reality, Virtual Reality, Immersive Learning, Cobots, Robots.
• Delivery of approximately 150 STEM outreach sessions and community engagements, promoting awareness and participation among local communities and schools.
• An anticipated gross uplift in salaries totalling approximately £109.6 million, reflecting increased earning potential for trained individuals.
• An expected gross increase in productivity and economic output valued at around £209.5 million, indicating enhanced business resilience and regional competitiveness.
• Establishment of the STC Stakeholder Steering Group, ensuring ongoing industry, community, and partner engagement to adapt training provision to evolving needs and promote a sustainable skills legacy.

Contribution to just transition

G-STEP is a bespoke, targeted intervention developed as a direct response to the Petroineos Grangemouth refinery closure.

It delivers directly on Scottish Government outcomes by ensuring that individuals working in a high-carbon sector are supported to upskill, re-skill and learn new skills to ensure they are equipped to take advantage of current and future opportunities, many of which are related to the emerging green economy.

Through personalised support, G-STEP has raised awareness  in emerging sectors, eg renewables and offers tailored support to enable individuals to pivot between sectors for example,  into onshore and offshore energy sector roles. However, it also supports those choosing to retrain into other vital sectors such as health and social care – enhancing regional resilience and retaining a skilled workforce for our area.
By working with industry partners for example Engineering Construction Industry Training Board (ECITB), and our existing employer network, FVC is creating tangible routes into new, quality jobs. The Wind Technician pilot programme highlights a replicable model of transition-focused collaboration between education, government, and industry.

The STC is an essential contributor to Scotland’s vision of a just transition, aligning with the Scottish Government’s core outcomes of creating fair employment opportunities, promoting social inclusion, and ensuring environmental sustainability. By prioritising inclusive growth and skills development, the STC aims to facilitate a transition that benefits the local Falkirk and Grangemouth area. This longer-term project directly supports Scottish Government’s Just Transition outcomes by addressing employment disparities, enhancing workforce resilience, and ensuring equitable access to new future jobs. Through targeted community and school outreach, STEM engagement, and community-based programmes, the STC will increase opportunities for underrepresented groups and ensures local community are active beneficiaries of the region’s economic transformation.

Regional heritage

FVC is extremely proud of our long-standing and strong relationship with industry partners, including businesses based within the Grangemouth industrial cluster.  We have an excellent track record of developing innovative skills programmes that align with industry needs – ensuring a talent pipeline to support current need, increase resilience and promote future growth

Sector leading initiatives including the launch in 2021 of our Renewable Energy Training Centre at our Falkirk campus, has put FVC at the forefront of supporting individuals and industry to take advantage of opportunities as we move from a fossil-based industrial sector to a greener industrial landscape.

Benefits to the local area

G-STEP is supporting highly skilled individuals in both technical and non-technical roles to upskill, reskill and learn new skills as part of the PACE response which will help to retain the talent base locally.  This will encourage inward investment and promote economic growth to sustain Grangemouth’s future as a key industrial cluster in Scotland.  The project is promoting awareness of opportunities in emerging sectors including renewables, addressing skills gaps and shortages.

The STC benefits to Scotland and the local area are substantial. The STC’s longer-term focus on adapting skills learning to technological advancements, supporting the development of high-value, sustainable industries, and inclusive growth, ensures that economic benefits remain within the region – creating a legacy.

Lessons learned

• Early engagement and clarity of roles has ensured smooth integration within PACE framework and other local partners.
• A bespoke Training Needs Analysis (TNA) platform has enabled robust, data-driven planning.
• The Wind Technician pilot highlighted the success of fast-tracked, employer-linked training.
• One-to-one engagement with individuals is proving vital in building trust and understanding worker aspirations including any perceived barriers to accessing roles in new sectors.
• Collaboration and partnership working has ensured clear objectives, set project priorities and parameters.
• Increased awareness amongst partners of the potential barriers to accessing opportunities in emerging sectors
• Clear communication is critical between partners which can help mitigate misinformation, rumours and reduce the anxiety levels for the employees impacted by the closure.
• For the STC a key positive learning point is the importance of industry collaboration. Engaging stakeholders early through the Stakeholder Steering Group has proven essential in aligning training programmes with evolving industry needs, ensuring relevance and increasing buy-in from employers. This collaborative approach has also fostered a shared understanding of skills gaps and emerging demands, enabling the Centre to be agile and responsive.
• The investment in the STC project has been critical for the College enabling the delivery of targeted training and procurement of state-of-the-art technologies.

Constraints and challenges

• Limited local job volume in emerging greener sectors creating a mismatch between stakeholder expectations and availability of roles
• Both projects are funded by government and would not be possible to deliver without additional, targeted funding
• Project delivery is flexible and adaptable – some challenges have arisen due to changing external timelines
• Managing the priorities and expectations of different partners and stakeholders can place pressure on existing resources and capacity
• High level of political and media interest in both projects with the potential for reputational damage to FVC

Replication and scaling

G-STEP offers a replicable model. It is already being used as a test-case for other industrial transitions across Scotland. The combination of embedded local delivery, government collaboration, and employer input creates a template that can be applied to support the transition of other carbon-intensive clusters. However, success relies on additional public funding, flexible procurement options, and early engagement with transitioning industries.

The STC is one project within the wider portfolio of the Falkirk and Grangemouth Deal with partnership working at its core.  The approach to collaboration, partnership and engagement could be easily replicated and is the approach used by other Growth Deals across Scotland.  The STC project could only be scaled up if additional funding becomes available.

Working conditions and fair work practices

Featured organisations and initiatives were asked to supply the following information regarding working conditions:

• Alignment with Scottish Government Fair Work First criteria
• If they have gone beyond Fair Work First by incorporating broader values on fair work
• For larger organisations, whether a union recognition agreement is in place.

This did not apply to co-operatives structures and membership-based initiatives, though all projects and initiatives were given room to provide any detail on fair work practices deemed relevant.

The following information was provided:

FVC is committed to Fair Work principles:

• All staff are paid the Scottish Living Wage or above
• Flexible working is offered where possible
• Equalities and diversity monitoring informs service delivery
• Trade union recognition is established and embedded with Unison and EIS-FELA.
• Training and CPD opportunities are widely available

The recognised principles of fair work include opportunity, fulfilment, effective voice, respect and security. These align to the college values of Respectful, Innovative, Trustful and Excellent.

In promoting opportunity, which is detailed in our new People Strategy 2025-30 under “we will empower our people to reach their full potential” the College supports and invests in staff development and training as well as conducts staff reviews and provides CPD and leadership programmes. Career progression opportunities are at the heart of our resourcing strategy with vacancies advertised internally and support given to allow staff secondments, and all staff have access to training opportunities through various mediums. In working towards fulfilment, we have a strong wellbeing support structure, paid development days and team building events. Our flexible approach to resourcing with multiple working patterns, supportive of many needs including those of carers, families, and promoting work-life balance is accessible by staff from day one of their employment.

To give staff an effective voice we support transparency in our surveys, have recognised trade unions with regular meetings and facility time, staff representatives on the Board of Management, regular news updates, employee groups on both general and specialist topics such as sustainability and equalities, and staff involvement in project development, as well as access to senior management through staff meetings. Respect is demonstrated not only in our approach to giving staff a voice and through our college values but to our actions on health & safety, wellbeing, our polices on flexible working, family friendly policies, hybrid working, as well as our open-door management approach.

Zero-hour contracts are restricted to where there are mutual benefits with the first consideration always set contracted hours. We also undertake an independent Equal Pay audit every two years that encompasses sex, ethnicity and disability and conduct Equality Impact Assessments on all major policies and decisions. Security is reflected in our transparency through union meetings, and staff briefings, as well as that we pay the real living wage as a minimum, have an excellent pension scheme, clear pay and progression practices. In these financially difficult times, the College reviews its structures with a view to minimising risk and improving stability.  Change in structure and establishment is undertaken only with full consultation with recognised unions and staff input, with justifications for change rightly scrutinised.