Category: USA wind energy news

GWO (Global Wind Organisation) certification refers to a set of standardized training programs and certificates designed for professionals working in the wind energy industry. The certification is provided by the Global Wind Organisation, an industry-led body established by wind turbine manufacturers and owners to ensure a safe work environment and set a global standard for safety and technical training. Numerous training and education companies provide GWO Training Courses that meet the training standards, STL USA is one such provider.

Key Components of GWO Certification:

1. Basic Safety Training (BST):
   • First Aid: Training in emergency response and first aid specific to the wind industry.
   • Manual Handling: Techniques for safe manual handling of loads to prevent injuries.
   • Fire Awareness: Training to handle fire-related incidents and use firefighting equipment.
   • Working at Heights: Safety measures and practices for working at heights, including use of fall protection equipment.
   • Sea Survival: (Optional) Training for offshore wind turbine technicians, covering survival at sea and transfer techniques.
2. Basic Technical Training (BTT):
   • Covers bolt tightening, mechanical, electrical, and hydraulic systems in wind turbines.
   • Aimed at technicians who are new to the wind industry and need to understand the technical aspects of wind turbines.
3. Advanced Rescue Training (ART):
   • More specialized safety training for those who need advanced knowledge and skills.
   • Includes modules like hub and nacelle rescue and signgle rescuer options

Purpose and Benefits:

• Safety: Ensures that all personnel working in the wind industry are trained to a high safety standard, reducing the risk of accidents and injuries.
• Standardization: Provides a consistent training standard recognized globally, facilitating easier mobility of workers across different projects and regions.
• Compliance: Helps companies comply with regulatory and safety requirements in various countries.
• Efficiency: Improves the efficiency and effectiveness of wind energy projects by ensuring that workers are well-prepared for the technical and safety challenges they might face.

GWO certification is highly regarded in the wind energy sector and is often a prerequisite for employment in various roles within the industry.

While GWO accreditation is highly valuable and essential for working safely in the wind energy industry, it is not sufficient on its own for a few reasons. Additional training, certifications, and skills are often required to fully prepare individuals for the complexities of working on wind turbines. Here’s why:

1. Technical Expertise:

• Specialized Skills: Working on wind turbines requires specific technical knowledge and skills that go beyond basic safety and technical training. This includes understanding the mechanical, electrical, and hydraulic systems unique to different turbine models.
• Manufacturer-Specific Training: Many turbine manufacturers provide specialized training for their specific models, which is necessary to understand the nuances and proprietary technology of their equipment.

2. Experience and Practical Training:

• Hands-On Experience: GWO training includes practical components, but actual field experience is crucial for developing the proficiency needed to handle real-world scenarios and unexpected issues that may arise during maintenance and repair work.
• On-the-Job Training: Working under the supervision of experienced technicians and engineers helps new workers apply their training in real-world settings, which is critical for building competence and confidence.

3. Advanced and Specialized Certifications:

• Further Certifications: There are additional certifications and training programs beyond GWO that may be required, such as high voltage safety, rope access techniques (IRATA/SPRAT), and advanced rescue operations.
• Professional Licenses: In some regions, specific professional licenses or certifications may be required to perform certain tasks or to comply with local regulations.

4. Regulatory and Company-Specific Requirements:

• Compliance with Local Regulations: Different countries and regions may have their own safety and technical training requirements that go beyond GWO standards. Workers need to be aware of and comply with these local regulations.
• Company-Specific Training: Individual companies may have their own training programs and safety protocols that workers need to follow, which can include company-specific emergency procedures, operational guidelines, and additional safety measures.

5. Continuing Education and Skill Development:

• Ongoing Learning: The wind energy industry is constantly evolving, with new technologies and best practices emerging regularly. Continuous professional development and staying updated with the latest advancements are crucial.
• Advanced Technical Skills: As technology evolves, workers may need to acquire advanced technical skills, such as familiarity with SCADA systems, data analysis, and remote monitoring technologies.

6. Soft Skills and Team Coordination:

• Communication Skills: Effective communication is essential for coordinating with team members, especially in complex and potentially hazardous environments.
• Problem-Solving and Decision-Making: Working on wind turbines often requires quick thinking and problem-solving abilities to address unexpected challenges safely and efficiently.

7. Health and Fitness:

• Physical Demands: The job can be physically demanding, requiring a good level of fitness and the ability to work at heights and in various weather conditions. Regular health and fitness assessments may be necessary to ensure workers can meet these demands safely.

In conclusion, while GWO accreditation provides a critical foundation in safety and basic technical skills, it must be complemented by additional training, experience, certifications, and compliance with local regulations and company-specific requirements to fully prepare individuals for the comprehensive demands of working on wind turbines.

Here’s STL USA’s Training Manager, Brandon McKelvain’s view on the current landscape around GWO accreditations –

“The strength of the GWO accreditations is in basic safety and rescue training. The standards are laid out in a simple consistent method. The Taxonomy Framework is excellent for developing content and courses. The “generic approach” found in GWO standards is very effective for introducing participants to a verity of PPE and rescue kits.

However, the depth of basic technical is insufficient and the certification being enduring presents a problem for improvements. More advanced technical knowledge, skills, and abilities are essential for wind technicians before entering the field and unfortunately this isn’t happening.

In addition to GWO accreditations, I think the ACP’s Micro Credentials are an excellent step in the right direction. We’ve made it a point to start integrating these into our training courses. In doing so, technicians know how to apply their skills, which is essential for technicians.”

Hiring new wind technicians is one of the biggest challenges we face in the USA both now and into the future. There is huge growth potential in the wind industry but to achieve it we need to dramatically expand the workforce.

Unfortunately hiring new wind technicians is also time consuming and expensive. Firstly there is the recruitment process then the new employee needs to be trained not only to do the job but also they need to gain industry certification – GWO being the main accreditation. Added together and the cost of a new hire at the start of their career is significant, $10’s of thousands of dollars.

So how do we solve this, how do we create a flow of new people who will stay the course with wind, train them and do it all for a budget that makes sense?

WindStart for Employers

The WindStart Training Program

How does it work

From an employers perspective it’s super simple.

The employer sign-up process simply needs to define how many new hires are required and over what time period alongside any educational requirements and soft skills. 

STL USA then do the rest, including:

• Managing a 3-step process which includes a written application, face to face interview and screening
• Students who pass this are then enrolled onto the training program
• Once students graduate STL USA then places students into the roles the employer has committed to the program

Costs

This year, STL USA have added a number of new, more specialized courses to our roster to help boost skills and comptency training for Wind Technicians outside of the standard GWO accreditation requirements. Below is a quick overview of each course, either click the button at the bottom of the page to learn more or drop us an email at info@safetytechnologyusa.com for more information.

GWO Lift & 3S CAS?

The WindStart Program

Confined Space Awareness

Designed for those individuals who are responsible for managing and overseeing employees working in confined space activities.

Gearbox & Borescope

STL USA were honoured to be asked to feature on the Uptime Podcast – the No.1 Wind Energy podcast recently, to share their thoughts and experiences on how we can start to address the wind technician shortage in the industry.

Allen Hall and Joel Saxum speak with Brandon McKelvain and Jeremy McKelvain discuss their trailblazing WindStart program. They visited STL’s impressive training facilities in Abilene, Texas and discovered how the organization is addressing the critical shortage of wind technicians through hands-on, industry-focused education.

Listen to the podcast here.

STL USA, in partnership with Evident Scientific, world-leaders in boroscope technology, are proud to be the ONLY training provider in the US to run this course for Gearbox and Borescope training course.

What is a Borescope?

A borescope is an optical device consisting of a rigid or flexible tube with an eyepiece or display on one end, an objective lens or camera on the other linked together by an optical or electrical system in between. They are a vital piece of equipment for monitoring for wear and possible failure in hard to reach wind turbine gearboxes. Regular inspecition can highlight issues such as potential fractures, rubbing, corrosion and other defects early on, meaning they can be rectified, reducing downtime and extending the life of the gearbox.

Why do I need a borescope training course?

Borescopes are becoming more and more prevalent in wind turbine gearbox maintenance as a cost-effective way for companies and manufacturers to keep turbines spinning. Replacing a gearbox comes with huge financial burdens, not just the cost of the gearbox itself, but down time of the turbine as well as people and time resource to replace the gearbox. This course upskills Wind Technicians to competently be able to use borescopes to monitor gearbox health, making them highly desirable to employers.

Course availability

The first Gearbox and Borescope training course sold out almost immediately, such was demand by both wind techs and employers. The next course on the 17th June is already fully booked. After that there will be another course starting on the 1st July, so be sure to secure your place by registering your interest on attending the course.

Course overview

Training time: 3 days

Class size: Max 5

Course content:

Basic Wind Turbine Gearbox overview:

• Gearbox purpose & safety
• Drive train configurations
• Gearbox types
• Gearbox stages
• Gears & bearings
• Lubrication, filtration, and cooling systems
• Condition monitoring systems
• External inspections
• Internal inspections
• Forms of damage
• Reporting

Basic Borescope device training:

Based on Evident Olympus IPLEX G Lite-W Ultra-Portable Videoscope for Wind Energy Technology and Evident Olympus IPLEX GT

• Menus
• Specifications
• Reporting
• Images
• Maintenance and care
• Operation
• Hands-on use (exercise/activity)

The wind energy sector in the United States is burgeoning, driven by increasing demand for sustainable energy sources and significant technological advancements. However, for the sector to realize its full potential, a substantial and skilled workforce is essential. This essay will explore strategies for attracting and educating new hires, emphasizing the critical roles of training providers, employers, and the education system.

As a direct result of this challenge, STL USA has created the WindStart program, a low to no-cost solution for people looking to get into wind and a hiring resource for employers.

The Importance of Workforce Development in Wind Energy

The U.S. wind energy sector is poised for significant growth. According to the U.S. Department of Energy, wind energy has the potential to supply 20% of the nation’s electricity by 2030, creating thousands of jobs in the process. However, this ambitious goal is contingent upon the availability of a well-trained workforce. The challenge lies not only in attracting new talent but also in equipping them with the necessary skills to thrive in this dynamic industry.

Attracting New Talent

To attract new hires, the wind energy sector must address several key factors:

1. Awareness and Outreach: Increasing public awareness about the opportunities within the wind energy sector is crucial. Outreach programs targeting high schools, colleges, and universities can highlight the benefits of a career in wind energy, including job stability, competitive salaries, and the opportunity to contribute to environmental sustainability.

2. Incentives and Benefits: Offering attractive incentives and benefits can make careers in wind energy more appealing. This includes competitive salaries, health benefits, retirement plans, and opportunities for career advancement. Additionally, companies can provide relocation assistance and sign-on bonuses to attract top talent from other regions or industries.

3. Diversity and Inclusion: Promoting diversity and inclusion within the workforce can help attract a broader range of candidates. This involves creating a welcoming and supportive work environment for all employees, regardless of gender, race, or background. Implementing diversity hiring initiatives and providing mentorship programs can enhance the sector’s appeal to underrepresented groups.

Educating and Training New Hires

Effective education and training programs are essential for developing a skilled workforce capable of meeting the demands of the wind energy sector. The following strategies can help achieve this goal:

1. Collaborative Training Programs: Collaboration between industry leaders, educational institutions, and government agencies can lead to the development of comprehensive training programs. These programs should be designed to equip students with both theoretical knowledge and practical skills. For example, partnerships between community colleges and wind energy companies can facilitate internships and apprenticeships, providing hands-on experience.

2. Specialized Curriculum: Educational institutions must develop specialized curricula that align with industry needs. This includes courses in renewable energy technologies, electrical engineering, mechanical systems, and environmental science. Incorporating industry certifications and standards into the curriculum can ensure that graduates are job-ready.

3. Continuing Education and Professional Development: The wind energy sector is characterized by rapid technological advancements. To keep pace, ongoing education and professional development are crucial. Employers should invest in continuous learning opportunities for their employees, such as workshops, online courses, and certification programs. This not only enhances employee skills but also fosters a culture of lifelong learning.

4. Training Providers and Trade Schools: Trade schools and technical training providers play a significant role in preparing the workforce for wind energy careers. These institutions can offer specialized programs that focus on the practical aspects of wind turbine installation, maintenance, and repair. By providing targeted training, trade schools can quickly produce skilled technicians ready to enter the workforce.

The Role of Employers

Employers in the wind energy sector have a pivotal role in workforce development. Their responsibilities include:

1. Industry Partnerships: Employers should actively engage with educational institutions and training providers to ensure that training programs align with industry needs. This can involve participating in curriculum development, offering internships, and providing feedback on program effectiveness.

2. Workplace Learning: On-the-job training and apprenticeships are invaluable for developing practical skills. Employers should create structured training programs that allow new hires to learn from experienced professionals. Mentorship and coaching can further enhance the learning experience.

3. Career Pathways: Establishing clear career pathways within the company can motivate employees to pursue long-term careers in wind energy. Employers should outline the progression opportunities available, from entry-level positions to advanced roles, and provide the necessary training and support to help employees advance.

The Role of Education Systems

Educational institutions, from high schools to universities, are integral to preparing the next generation of wind energy professionals. Their roles include:

1. STEM Education: Promoting STEM (Science, Technology, Engineering, and Mathematics) education at all levels is fundamental. Early exposure to STEM subjects can spark interest in renewable energy careers. Schools should incorporate renewable energy topics into their curricula and provide hands-on learning experiences, such as science fairs and projects related to wind energy.

2. Career Counseling: Effective career counseling services can guide students toward careers in wind energy. Counselors should be well-informed about the sector’s opportunities and requirements and provide students with resources and information about relevant educational and training programs.

3. University Programs: Universities should offer specialized programs in renewable energy engineering, environmental science, and related fields. Research initiatives and partnerships with industry can provide students with practical experience and exposure to real-world challenges.

Conclusion

The growth of the U.S. wind energy sector hinges on the availability of a skilled and motivated workforce. Attracting and educating new hires requires a concerted effort from training providers, employers, and the education system. By raising awareness, offering competitive incentives, and developing comprehensive training programs, the sector can build a robust pipeline of talent. Employers must actively participate in workforce development, providing on-the-job training and clear career pathways. Educational institutions must promote STEM education, offer specialized curricula, and provide effective career counseling. Together, these efforts will ensure that the wind energy sector is well-equipped to meet the challenges of the future and drive the transition to a sustainable energy economy.