OMS 25 recap – Life beyond technician 1.0

An Industry Looking to Level Up

Over the past 18 months, the wind and solar industries have seen a surge in new hires. As companies strive to expand their workforce, the focus has largely been on meeting immediate manpower needs. However, this rapid growth has exposed significant challenges—particularly when it comes to technician development beyond the entry level.

At OMS 2025 in Nashville, TN earlier this month, one key theme dominated discussions: the need for structured training pathways to support technicians moving from foundational roles to intermediate and advanced levels. While Global Wind Organisation (GWO) certifications provide an essential starting point, they do not address the critical knowledge and skill gaps technicians face as they progress in their careers.

The Workforce Development Challenge

The clean energy sector’s rapid expansion has created an imbalance between new hires and experienced professionals. Companies that once had a strong mix of entry-level and veteran technicians now find themselves struggling with a workforce that lacks mid-level expertise. This issue is particularly pressing for ISPs, whose ability to deliver quality service and maintain uptime is directly tied to the competency of their teams.

Key Challenges Discussed at OMS 2025:

• Gaps in technical knowledge beyond entry-level training – While GWO certifications cover the basics, they don’t provide the hands-on expertise needed for complex troubleshooting, advanced repairs, and system optimization.

• Lack of structured training pathways – Many companies, especially those experiencing rapid growth, have no clear roadmap for technician development beyond the initial certification stage.

• The risk of falling behind – ISPs that fail to invest in technician progression risk losing contracts to competitors with higher service quality and better-trained teams.

Ben Dickens, VP of STL USA, highlighted the shifting landscape of the broader industry, noting that “while the sector has experienced significant growth, that momentum may begin to slow—especially given the current administration’s policies”. This slowdown is expected to intensify competition, making it increasingly difficult for ISPs to differentiate themselves on price due to already tight margins. Instead, Dickens emphasized that the “key to staying competitive lies in service quality. To achieve this, companies must prioritize building quality into their workforce by establishing clear progression pathways”. These should be assessment-based and aligned with career milestones, ensuring that employees develop the necessary skills to drive superior service delivery in an increasingly competitive market.

Building a Structured Training & Progression Model

To stay competitive, companies must prioritize structured training programs that take technicians from basic certification to true industry expertise. At OMS 2025, the focus was on how to create structured, assessment-based pathways that align with career milestones and employer needs.

Best Practices for Workforce Development:

1. Comprehensive Competency Assessments –

   • Companies should begin with a detailed competency evaluation to understand each technician’s strengths and weaknesses.

   • STL USA, for example, leverages assessments conducted by qualified Certified Clean Energy Professional assessors to map out skill gaps and development needs.

2. Defined Career Milestones –

   • Establish clear expectations for what defines a Tech 1, Tech 2, and Tech 3.

   • Develop a competency framework that outlines the skills, certifications, and practical experience required at each level.

3. Regular, Skill-Based Assessments –

   • Implement ongoing evaluations to ensure that technicians are retaining knowledge and progressing at the expected pace.

   • Use a combination of hands-on assessments, field evaluations, and knowledge-based testing.

4. Employer-Aligned Training Programs –

   • Training should be tailored to real-world job tasks rather than generic coursework.

   • Employers should have a say in milestone setting to ensure alignment with business goals.

The Business Case for Investing in Workforce Development

Beyond simply improving technical competency, structured technician development programs offer significant business advantages:

• Increased Operational Efficiency – Well-trained technicians reduce downtime and costly service delays.

• Higher Retention Rates – Investing in career progression leads to greater job satisfaction and lower turnover.

• Competitive Differentiation – Companies with clear training pathways stand out in an industry where service quality is a key differentiator.

• Improved Safety Performance – More experienced and properly trained technicians contribute to a safer work environment, reducing the risk of accidents and compliance violations.

Looking Ahead: The Next Phase of Technician Training

As the industry moves forward, the focus on workforce development will only intensify. Companies that invest in advanced technician training, competency-based assessments, and structured career pathways will be best positioned for long-term success.

Upcoming Developments:

• Expansion into Solar Training – With solar installations booming, specialized training programs are being developed to support the unique needs of this sector.

• Recruitment for Intermediate and Advanced Technicians – To bridge the talent gap, new hiring initiatives will focus on bringing in experienced professionals with the right skillsets.

• Enhanced Training Technologies – The use of VR, simulation-based learning, and mobile training units will revolutionize how technicians gain hands-on experience.

Final Thoughts

The OMS 2025 conference made one thing clear: the industry can no longer rely solely on entry-level certifications to build a skilled workforce. Companies that take proactive steps to define, implement, and invest in structured development pathways will emerge as the leaders in service quality, efficiency, and technician retention.

For ISPs, OEMs, and energy companies alike, the message is clear: leveling up your workforce is no longer optional—it’s essential for long-term success.