The Power Industry

Learning Programme Content

The Learning Programme provision shall comprise of three mandatory elements:

• Qualifications,
• Essential Skills
• On/off the job training

The total minimum credit value required for the Level 3 Pathway Wind Turbine Operations and Maintenance is 166 credits.

Entry requirements

Responsibility for the selection and recruitment of Apprentices lies with the employer who will have a clear idea of their requirements.

The qualifications included within this Apprenticeship are demanding and many employers will look for applicants who have gained the Welsh Baccalaureate Intermediate Diploma or above to demonstrate an ability to complete the Apprenticeship.

Applicants with level 2 engineering qualifications would be well suited for this  Apprenticeship although these skills can be developed through the programme.

Applicants should be mindful of the following (in no particular order of preference):

• Electricity can be dangerous if not handled correctly, so the safety of apprentices, their work colleagues and the public are of the up most importance in this job. Apprentices must be very safety conscious and have a very responsible attitude to work.
• These are physically demanding jobs that involve bending and lifting so a basic level of fitness is important to be able to conduct the job efficiently.
• Overhead Lines workers and Wind Turbine Engineers will be working at heights so individuals with a fear of heights would not be suited to these roles.
• Potentially all wind turbine engineers could work offshore and spend significant periods at sea so applicants for these roles should be prepared to consider this if required.
• These jobs involve work outdoors, so apprentices should be prepared to work in any kind of weather.
• Apprentices will need to have good practical skills for handling tools and instruments and be prepared for some hard work. These are very skilled jobs and some aspects require significant amounts of concentration.
• Excellent communication skills are needed plus the ability to work within a team and independently.
• The job may involve travelling as apprentices are often field based and will respond to emergencies day or night. Apprentices therefore need to be adaptable and flexible and a driving license is desirable.
• Cable core identification is often coloured and in these circumstances correct colour vision is important. If potential applicants are concerned about colour blindness, they should discuss this with the recruiting employer to identify any reasonable adjustments that can be made.
• Some of these job roles will involve working in confined spaces. If potential applicants are concerned about claustrophobia, they should discuss this with the recruiting employer to identify any reasonable adjustments that can be made.
• Apprentices will need a keen interest in the Power Sector and in mechanical/electrical/physical equipment and networks. 

In addition to the Apprenticeship entry requirements, employers would expect apprentices to hold a Level 2 NVQ Diploma in Performing Engineering Operations prior to commencing the Apprenticeship.

Learners without this qualification are not excluded from the Apprenticeship, but would be expected to complete it as an additional employer requirement of the pathway.

Apprenticeship pathway learning programme(s)

Level 3: Wind Turbine Operations and Maintenance

Level 3: Wind Turbine Operations and Maintenance Qualifications

Participants must achieve one of the following competence and knowledge qualifications below.

Essential Skills Wales (ESW)

Essential Skills Wales qualifications assessment languages are English-Welsh

On/Off the Job training

On/Off the Job Qualification details (Minimum Credit & Hours)

The Apprenticeship in Wind Turbine Installation and Commissioning requires a minimum of 175 credits to be achieved.

These are broken down as follows: Competence – 85,  Knowledge – 78,  Essential Skills Wales - 12

A total of 1374 on and off the job training hours must be achieved.

On/Off the Job Essential Skills details (Minimum Credit & Hours)

• 6 credits/45 GLH Level 2 Essential Skills Wales Communication
• 6 credits/45 GLH Level 2 Essential Skills Wales Application of Number

Other additional requirements

This pathway does not have any other additional requirements.

Job roles

Wind Turbine Apprentice Technician

Undertaking the inspection and maintenance of wind turbine systems and the location and diagnosis of faults as well as removing and replacing systems and components. Apprentices must comply with statutory regulations and organisational safety requirements and will be working with others.

Progression

Level 3: Wind Turbine Operations and Maintenance

Progression routes into the pathway:

Applicants may come from a range of routes including:

• Relevant work or work experience
• Training and/or experience which could include a portfolio showing what they have done Academic qualification(s) such as the Welsh Baccalaureate Intermediate Diploma
• Achievement of Essential Skills Wales
• Successful completion of a relevant Level 2 Apprenticeship, for example in Engineering.

Progression routes out of the pathway:

Progression will depend on the performance and motivation of the individual and the vacancies/opportunities available within the organisation and other organisations in the sector.

For the right individual, the Level 3 Apprenticeship can provide a springboard to an exciting career in the Power Sector.

A vertical progression pathway could be as follows:

Apprentice Technician – Trainee Technician – Competent Technician/Technician - Authorised Technician – Trainee Site Supervisor – Site Supervisor – Senior Site Supervisor.

When an individual reaches Authorised Technician horizontal progression opportunities are available. An Authorised Technician could progress to a Blade Technician or to a Safety Trainer and then Technical Trainer.

Equality and diversity

It is important that Apprenticeship Pathways are inclusive and can demonstrate an active approach to identifying and removing barriers to entry and progression. Pathways should advance equality of opportunity between persons who share protected characteristics and those persons who do not as identified in the Equality Act 2010.

The Protected characteristics identified in the Equality Act are age, disability, gender re-assignment, race, religion or belief, sex, sexual orientation, pregnancy and maternity. Marriage and civil partnership is also included although only in respect of the requirement to eliminate discrimination in employment.

Training providers and employers must also comply with the other duty under the Equality Act 2010 to ensure that applicants are not discriminated against in terms of entry to the industry based upon those nine protected characteristics.

Under-representation in the sector

The Power Sector is affected by a gender imbalance with females constituting only 26.8% of the workforce compared to the 43% UK average. Females are even more poorly represented in technical roles at 1.7% of the workforce compared the UK average of 8.6%. In addition, only 4% of the Power Sector workforce is Black, Asian and Minority Ethnic compared to 8% of the UK workforce.

Barriers to entry and progression

Unfounded social perceptions about the suitability of technical roles within the sector for women provide the main barrier to entry and progression for these under-represented groups.

Actions being taken to address barriers to take up and progression.  Apprentices are seen as a vital route to encourage and facilitate a greater diversity of individuals into the industry.

This Apprenticeship does not discriminate. Employers/providers must be able to demonstrate that there are no overt or covert discriminatory practices in selection and employment. All promotion, selection and training activities must comply with relevant legislation, in particular, the protected characteristics of the Equality Act 2010.

For guidance please refer to:

www.equalityhumanrights.com/advice-and-guidance/new-equality-act-guidance/

Energy & Utility Skills and Power Sector employers have established the National Skills Academy for Power to develop the capacity, capability, quality and consistency of training and education to deliver the skills needs of a sustainable UK Power sector. One of the Skills Academy’s strategic objectives is to: "Increase the attractiveness and diversity of the sector to future and existing employees, learners and trainers, demonstrating clear recognised career and development paths and 'connecting up' the promotion of the sector to new recruits and learners in line with the education system through schools, careers advisors and Further and Higher Education."

The Skills Academy has established the Sector Attractiveness Working Group with the purpose to: "Broaden the "pool" of potential employees in the power industry through increased sector profile and attractiveness."

The working group has produced a sector attractiveness strategy which focuses on two key activity areas: stakeholder engagement and learner engagement. It will identify solutions to entry and progression.

The Think Power website www.thinkpowersector.co.uk  is one example of how sector attractiveness is being addressed.

Employment responsibilities and rights

Employment Responsibilities and Rights (ERR) is no longer compulsory.  But it is recommended that all apprentices (especially the 16 years -18 year group) receive a company induction programme.

Responsibilities

It is the responsibility of the Training Provider and Employer to ensure that the requirements of this pathway are delivered in accordance with the Welsh Government/Medr Apprenticeships Guidance.

Further information may be obtained from: Medr

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