by Swan Barnaby, Vocational Coach.
I have worked in this industry long enough to see how it has evolved, adapted, and modernised in response to new technology and new expectations.
We invest in new printers without hesitation, recognising the gains in speed, quality, and capability they bring. We upgrade CNC machines to improve precision, output, and efficiency. We modernise systems and workflows to keep pace with changing technology and rising customer expectations.
But when the conversation turns to investing in people, the confidence often fades, and the discussion becomes more cautious.
The truth is straightforward. The sign trade has recognised qualifications, a structured training pathway, and clearly defined industry standards. Yet many employers, and even experienced operatives, are unaware that these formal routes exist or assume they are not relevant to them.
That is something we need to address as a sector.
Apprenticeships Build the Future
One of the biggest challenges we face is simple awareness. Many young people do not even realise the sign trade is a viable and rewarding career option.
An apprenticeship is not cheap labour or a short-term staffing solution. It is structured, guided training that develops digital skills, safe working practices, technical knowledge, and a strong understanding of materials over time. Done properly, it produces well-rounded signmakers who understand the craft, not just machine operators who follow instructions.
If we want new talent to enter the sector, we must show that there is a clear and credible route in, and that it leads to long-term progression and stability.
NVQs Protect Standards
NVQs serve a different but equally important purpose. They are not designed for beginners finding their feet in the trade. They are intended for experienced workers who are ready to demonstrate proven competence.
We recommend a minimum of two years’ experience before undertaking Level 2, and three years for Level 3, because genuine competence cannot be rushed.
Signmaking involves installation safety, machinery operation, regulatory compliance, detailed material knowledge and practical problem solving on site. These are skills developed through experience and accountability, not something that can be convincingly replicated in a classroom alone.
An NVQ validates real-world ability. It demonstrates that someone can perform their role safely, consistently, and to an agreed industry standard under normal working conditions.
Apprenticeships build structured foundations. NVQs confirm professional competence. Together, they create credibility for individuals and confidence for employers.
Professional Identity Matters
Training across the sector is still inconsistent. Some businesses mentor exceptionally well, embedding strong skills and pride in their teams. Others rely heavily on informal learning, where knowledge is passed down but not formally measured or recognised.
If we want the sign trade to be recognised as a skilled profession rather than simply a production service, qualifications matter. They raise standards across the board, strengthen safety practices, and protect the reputations of both businesses and individuals.
Professional bodies such as the British Sign & Graphics Association exist to support higher standards within the sector. Recognised training and demonstrable competence sit firmly at the centre of that mission.
As an education provider working from within the industry, with assessor status and direct site experience, we take that responsibility seriously. We assess thoroughly, we maintain clear standards, and we do not cut corners. In return, we expect the same sense of pride and professionalism from the businesses we support.
Investment Is Not a Handout
This is the part that requires honesty.
Qualifications require time, structured assessment, and experienced oversight. They are not a free add-on to day-to-day operations. We would not expect machinery, materials or consultancy to be supplied at no cost, yet training is sometimes treated differently.
If we do not invest properly in our workforce, we cannot then express frustration about a lack of qualifications, clear standards, or visible progression routes.
The future of the sign trade depends on structured training, digital confidence, environmental responsibility, and a stronger collective professional identity that reflects the skill involved.
That future will not happen by accident or through good intentions alone.
It will happen when employers reflect honestly on workforce development and decide that investing in people carries the same weight as investing in equipment.
If we want capable, confident professionals representing our industry, we must build them properly.
And we must recognise and support the qualifications that already exist.