The Williamson Free School of Mechanical Trades near Philadelphia has been training power plant operations professionals for 112 years, and its graduates hold top positions at many major gencos, refineries, equipment suppliers, and design and construction companies. Testimonials indicate that it provides one of the best models for training tomorrow’s plant operators.
Workforce training and transition are colossal concerns for the U.S. electricity industry. The average age of power plant craft workers is 50 (the highest of any industry), and 30% of them are expected to retire within the next 10 years. Since our report on the aging workforce a year ago (POWER, June 2005), the issue has gained currency at many utilities. The problem and possible solutions to it have been the subject of many recent conferences, white papers, consulting offers, and magazine articles. But the sad truth for our industry is this: There already aren’t enough competent operations personnel to go around, and the shortfall is growing.
In free markets, every trend provokes a response, and the labor market for plant O&M workers is no different. Over the past decade, as utilities cut costs to become leaner and meaner competitors, openings for experienced operators dwindled while those for entry-level positions approached zero. But with the rollback of deregulation and an urgent need for new generating capacity in many states, the supply/demand pendulum has swung back. Many operations managers in the power industry say they are now actively courting highly experienced O&M professionals with annual salaries between $50K and $100K. Opportunities for entry-level workers have grown as well.
Ten years ago, the recruiting process for many O&M organizations consisted solely of interviewing ex-Navy techs as they came down the gangplank. Selling them on working at a power plant was easy, because the job would be on terra firma, where they could put down roots and start a family. As you likely know, military veterans loom large in the ranks of O&M shops; at several, more than half the staff cut their teeth in the U.S. Navy.
However, over the past decade the shrinking of the American fleet and higher reenlistment rates have shrunk that talent pool. To fill their skilled-worker pipelines, some utilities have partnered with community colleges and high schools. Others hire based on aptitude and a promise to develop the skills an operator or technician will need through a combination of class work and on-the-job training. Some utilities are even offering retirees the opportunity to “double-dip” on their pensions by doing part-time work. The urgency of the situation demands innovative approaches to recruiting. Gone are the days of just posting a classified ad and sorting through the resumes.
The rigor required to become an O&M professional is exemplified by the intense, three-year training program of the Williamson Free School of Mechanical Trades, which offers an associates degree in power plant technology. The program is designed to be hands-on from orientation through graduation. Students are guided by experienced instructors who typify the traits espoused by Isaiah Williamson when he founded the school (see sidebar).
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