Employers in the energy sector have outlined the benefits of taking on apprentices and shaping them into the employee of the future.
Australia’s energy sector is growing rapidly and with more private and government investments in the pipeline, it’s not slowing down.
While this push towards zero emissions is admirable, it also requires a multi-faceted approach to ensure skills shortages can be alleviated, so the sector can be future-proofed.
The importance of apprentices in this space cannot be overestimated. Apprentices can help employers build and develop a skilled workforce, bringing new skills, fresh talent and ideas to future-proof their organisation.
They can also improve productivity and lead to greater employee retention rates.
Apprenticeship programs give employers the chance to mould a young apprentice into the employee they need, imparting skills and wisdom to the next generation to ensure they complete their qualification and hit the ground running.
They can also provide the opportunity for existing workers to upskill, offering a cost-effective solution to develop a company’s existing team, including the opportunity to upskill and to develop leadership skills by having staff step into a supervisor role.
And if that’s not enough, there are also financial incentives on offer for both employers and apprentices.
The Australian Apprenticeships Incentive System provides a range of support to eligible employers to ensure Australians receive quality training while in paid employment.
Apprentices and trainees may also be eligible for financial support, which offer an incentive to follow certain career pathways, and can help with cost-of-living expenses including purchasing tools of the trade.
Three companies in the energy sector sat down with Energy Today to discuss their experiences with apprentices, how they impacted their companies in a positive way, and why they wouldn’t hesitate to encourage others in the sector to take on apprentices.
Flexibility and opportunity
ReGen is among the leading electric vehicle (EV) charging installers in Queensland and has supplied and installed personal and commercial EV chargers across Australia in the past five years.
Director and Founder Arran Blomfield spoke to Energy Today about hiring his first apprentice and his plans for taking on more in the future.
“When we took on our first apprentice in 2021, I was operating as just myself and another colleague,” he said.
“Then we lost that colleague in a full-time capacity – he still does some work with us, but just as a casual – so I decided to take on a full-time apprentice.
“It helped having someone else – it just gives you the flexibility to be able to complete jobs and not have to think about who’s on or who’s not on.”
Blomfield said he has no doubt that having a permanent apprentice on the team made a positive difference for the company.
He also outlined the benefits for the apprentice, who was able to get hands-on experience in a growing industry.
“It wasn’t just putting in solar on rooftops in the hot sun all day,” he said.
“It was also working with infrastructure and switchboards, and having the opportunity to make processes easier and better for our customers.”
After the success story of the company’s first apprentice, ReGen EV has since taken on more.
Blomfield highlighted the financial incentives for apprentices as a positive and said that career opportunities in the energy sector are definitely worth exploring.
“It’s definitely good that the government has put some sort of incentive in there to make it more effective for both employee and employer,” he said.
ReGen EV took on its first apprentice as a result of the growing EV sector in Australia, a growth that is showing no signs of slowing down.
“In 2021, we saw more interest in electric vehicles but there was nothing like the demand we’re seeing now,” Blomfield said.
After ReGen EV’s successful foray into the world of apprenticeships, Blomfield said he wouldn’t hesitate to recommend the same path to other employers in the industry.
Productivity and fresh ideas
Tropical Energy Solutions has made a name for itself over the last 17 years for delivering robust, reliable and innovative solutions in the off-grid, residential and commercial energy markets.
Owner and Systems Integrator Adam Wilson said the decision to take on an apprentice has changed the business in a number of ways.
“We took on our first apprentice in 2019 about 18 months after we took over the business,” he said.
“When I started, it was just me. I had all this knowledge and information about the industry in my trade that I couldn’t share with anyone, so it was nice for me to be able to share what I knew with someone else.”
Wilson also emphasised the responsibility that comes with taking on an apprentice but how it’s definitely worth it.
“You’ve got to show them a lot which is very hands-on,” he said.
“But very, very quickly, I found myself with extra time both on the job site and in the workshop, preparing for jobs as they became confident with certain roles.
“It freed me up to do other things that I’d never been able to attack… I certainly got a flow-on effect as soon as my apprentice’s skills increased and productivity for the business was able to increase as well.”
Wilson also revealed an unexpected benefit from taking on an apprentice.
“The main thing that I didn’t see coming was the diversity of ideas,” he said.
“Sometimes the rose-tinted glasses or a lack of different thinking can lead to doing things differently.
“But then the odd or unusual question, can make you think about it in a different way and actually really help.”
After experiencing success with his first apprentice, Wilson said he had no hesitation taking on more and currently has three apprentices with plans for more in the pipeline.
“We specialise in off grid, standalone and remote energy,” he said.
“Having someone that we can mould in our image is really good – by time they hit second or third year, they’re pretty well indoctrinated, and they’re very apt at what we do.”
Wilson said that tradespeople from other parts of the industry sometimes struggle to adapt to the ways of Tropical Energy Solutions.
“Apprentices, they’re very malleable, and it works well for our business,” he said.
This highlights the potential for other business owners to take on apprentices and reap the rewards.
“If any business owner is looking to the future, and if any business owner has a niche in their larger market, apprenticeships are the way to go because you can ensure you get the skills you need,” he said.
“Yes, it takes longer to develop, but to be honest, I don’t think it’s realistically that much longer when you know they will grow to be an asset in the future.
“I really feel the benefits of training people to be the person you need is really, really good, and especially with younger kids, because you’re not only just moulding their skills and capabilities, you’re actually helping mould that work ethic for the rest of their life.
“When you’re talking to these kids just leaving school, you’re the person who’s instilling in them how they should work, how they should be employable, and it’s really important not to underestimate that power and responsibility.
Retention and progression
Springers Solar has been powering energy independence to Queensland homes and businesses since 2002. The company has a rich history when it comes to taking on apprentices and shaping them into solar installers of the highest calibre.
“In the industry, it can be hard to retain apprentices, but we’ve found a way to do things differently,” Springers Solar’s People and Culture Manager Hollie Dawson said, pointing to Springers Solar’s life cycle for installers as the key reason for this.
“The majority of our apprentices start by doing solar roof work.
“After they do that for a year or two, we’ll usually give them an apprenticeship based on their loyalty and hard work – it is a reward.
“They get the opportunity to go into the apprenticeship and we fully support them through.”
Once they have finished their apprenticeship and have their electrical license, apprentices at Springers move into their SAA course so they are certified to sign off solar installations and move onto running a team.
“So, once they have finished their time, they are a valuable electrician to us.”
Even when Springers Solar hires qualified electricians without solar experience and SAA licenses, Dawson said they still need approximately 12 months of hands-on training to be at the level of a qualified apprentice at the company.
When apprentices hear about the financial incentives they can gain, it’s just an added bonus to the extensive, hands-on training and experience they gain, Dawson said.
“Most of the apprentices we get in just want to work, they’re not even aware of the incentives. They’re delighted and a bit shocked when we tell them.”
Dawson said she would have no hesitation in recommending the apprenticeship pathway to other employers.
“At the end of the day, if you as a business want to hire an electrician, you need to contribute to that,” she said.
“It goes hand in hand with being in a trade team that you pass your skills on to the next generation.”
“And if you put that hard work in the beginning, you’re planning for your future, and you’re getting that resource that you need.”
As the energy sector continues to transition towards net zero emissions, MEGT is well placed to support employers build a skilled team and maximise any government financial incentives they may be eligible for.
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