Climbing the Ladder

Pathways, Roles & Progression

In any organisation having a clear career ladder matters for your employees and keeps them motivated by providing transparent pathways for progression. This not only benefits the individual but also the emploter as it attracts new talent and aids retention.

From Apprentice to Expert

Most paths begin with work experience or as an apprentice. As trainees gain hands-on experience and build foundational skills, they move into qualified roles performing roofing work independently. At this stage, quality, reliability and technique become key. You might choose to stop upon completing your apprenticeship, or continue to progress further.

For those who choose to progress within roofing, the journey often branches into two paths:

Technical / Compliance Track: focusing deeper in trade specialisms, adopting and applying industry standards, and becoming a master of the trade.
Management / Leadership Track: encompassing team supervision, site oversight, planning, client liaison and eventually contract or business management.

Progression through leadership levels requires not only greater responsibility, but the ability to lead, communicate, manage budgets, and make strategic decisions.

What Employers Can Do
What Individuals Can Do

What Employers Can Do

Employers should make the ladder visible, support development, rotate responsibilities, provide coaching and mentoring, and tie it into performance reviews and rewards. When staff see a realistic, supported path forward, they’re more likely to stay and grow within the business.

What Individuals Can Do

Take ownership of your development: seek feedback, volunteer for new tasks, learn from peers, and study the trade inside and out. The jump often comes when you can combine technical excellence with leadership behaviour.

Ladder levels and stages

This table demonstrates how your career path could look as you progress from entry level roles to senior positions.

Level	Typical Role / Job Titles	Key Skills & Responsibilities	Opportunities for Progression	Training / Qualification Needs
Entry / Trainee	Trainee roofer, apprentice, labourer	Basic trade skills; safety awareness; assist others	Move to qualified roofer, specialisation	Apprenticeship, health & safety courses
Qualified / Craft	Roofer, slater, tiler, single-ply installer, leadworker	Independent work, quality, problem solving, working safely, tool proficiency	Senior Roofer, Site supervisor	NVQ / Installer CPD / trade certifications
Specialist / Senior Craftsperson	Specialist installer (e.g. solar installer, green roofs), sheet/metal specialist	Advanced technical knowledge, mentoring others	Foreman, site supervisor, estimator	Specialist training, CPD, mentorship roles
Supervisor / Foreman	Site supervisor, team leader	Managing small teams, planning, quality control, liaising with clients	Contracts manager, project manager	Leadership/management training, on-the-job leadership experience
Manager / Project	Contracts manager, operations manager	Budgeting, project oversight, stakeholder management, regulatory compliance	Senior manager, director	Formal management qualifications (e.g. ILM, CMI), industry experience
Executive / Director	Managing director, business owner, head of operations	Strategic vision, business growth, risk management, industry leadership	Board roles, industry advocate	Leadership programmes, sector networks, executive mentoring