Two Years of Technician Assessment Data

Wind turbines are a dependable and reliable source of energy that have been in commercial use for 130+ years. These remarkable towers of energy have improved so much year over year, and require diligent human skill and time to keep them working. But how do we measure our performance with the current and available technology? Can we manage these machines better? How can we improve the quality of our wind service employees for the future? Understanding the competency of technicians and supporting workforce will provide the roadmap to answer to all these questions.

What is competency assessment?

A competency assessment is used to evaluate an individual's skills, knowledge, abilities, and behaviors against specific criteria or standards required for a particular role, task, or function. Once skill gaps are identified, this information can be used to develop targeted training programs to improve or update employees' skills.  A successful implementation of this process helps employees understand their strengths and areas for growth, aligning them with future career opportunities.

Wind turbine technician competency study

Before diving into two years’ worth of assessment data and findings, it’s important to understand the structure and purpose of the assessment: 40 carefully selected questions were developed by technical experts with over 200 years of combined wind turbine experience. The four technical areas assessed are:

1. Mechanics
2. Hydraulics
3. Electrics
4. Controls

A significant competency gap

The first task was to examine the overall competency level across the four different areas.

Surprisingly, the hydraulics section is the area where most people need upskilling. This is a challenge because the lack of knowledge in hydraulics can affect brake controls, blade rotation, turning the blades, and more. This could result in reduced turbine availability; in the worst case, it can lead to breakdowns or damaged components.

28 percent of the individuals assessed passed the test, but did not achieve over 70 percent in all required areas, which is beneficial to progress in the competency pathway and more advanced training programs. Although they demonstrated proficiency in most categories, they need further development in one or more areas, most commonly in hydraulics.

Years in the field do not always translate to increased competencies

The assessed individuals have experience ranging from 0 to 20+ years. As the colored bar graph illustrates, experience level does not correlate directly with competency. This makes sense as defined training programs were not as common a decade ago. The most significant improvements in wind turbine training occurred from the late-2000s onward, with rapid growth between 2010 and 2020 as the global wind energy sector expanded. 

We often rely on more experienced individuals for guidance and training. In many places, training and onboarding are conducted by having experienced individuals pass along their knowledge. However, the data suggests that it may be advantageous to implement additional training methods beyond just peer-to-peer learning and depending solely on experienced staff for acquiring new knowledge.

More individuals with 0 to 2 years of experience excel in all four competency areas compared to those with 12 to 15 years of experience and beyond.

Main findings 

1. 90 percent need of upskilling

90 percent of those who have taken the Stage 1 assessment test would benefit from enhancing their competencies in one or more of the four areas assessed.  Most individuals score above 70 percent in one or more areas (but not all four) indicating a need to further develop their competencies.

2. The majority encounter difficulties with hydraulics

Understanding hydraulics and how the turbine is affected is crucial for optimal output. Only 20 percent scored 70 percent or higher in this area, which could result in reduced availability.

3. The people with the most experience score the lowest

It is a significant challenge when those we typically learn from are among the lowest scorers in assessment tests. This indicates a substantial need for additional training. People with 2 to 7 years of experience score the highest across all four areas.

4. 10 percent are successful in their platform.

Out of the individuals assessed over the past two years, 10 percent are proficient in their line of work. Having solid understanding of the fundamentals in the four categories can propel the individual into advanced problem-solving capabilities, and ability to benefit from more advanced training.

Conclusion

Data is the key to efficiency. This also applies to competency development. By assessing participants’ competencies from the outset, you create personalized development plans that target specific areas for improvement, ultimately saving time and resources.

Denise Voss is Head of Commercial Operations – Americas, and Blake Green is Sales and Training Coordinator at Danish Wind Power Academy (DWPA). DWPA programs combine global best practices with turbine-specific insights and trainers with more than 20 years of hands-on experience, training across all continents globally in multiple languages.

DWPA | danishwpa.com