b'Partner News Spring 2023 35CorporateThe UK is one of the worlds largest and mostThis scheme supports the skills strategy ofon traditional support given by proactive mature markets for Offshore Wind. This is setRWE developing people and is recognised asleaders by installing a program that is open to grow further with the UK Governmentsone of best within the industry having beento a wide pool of technicians to further their target of 40 GW (gigawatts) of offshoreaccredited with the IET.careers. In conjunction with Llandrillo Colge, energy by 2030, however in April last yearthe Technician Career Pathway has been this was increased through the British EnergyAs well as this scheme it also has a graduateestablished enabling Technicians to complete Security Strategy (BESS), to 50GW. In orderscheme with the Supply and Trading schemeeither a HNC and or a HND qualification to deliver this ambitious green energy, targetvoted number 1 for graduates to work in forwhich involves practical and leadership the industry needs to attract the right2022/23 by TheJobCrowd. However, for RWEtraining. people with the right skills. In June 2022 theand for many organisations, the skills shortage Offshore Wind Industry Council published itsis still a fundamental challenge, and theseLooking AheadOffshore Wind Skills Intelligence report whichtradition schemes are not enough, hence itAt RWE it is recognised that to be successful revealed an increase of jobs in the sector byhas had to think of innovative new ways toa mentor programme was required which 16%. The report also concluded offshore winddevelop staff and its talent pool. both supports the students and builds on the now supports 31,000 jobs both directly andLeadership skills of the mentors. indirectly. This growth is expected to growA successful concept that has been threefold by 2030 with an estimated 100,000developed is the talent pool. This is a numberOver the coming years the company face people involved in offshore energy.of individuals who are placed within teamsmany challenging projects, however it believes and working alongside experience staff whothat by investing in its people and upskilling RWE is a global energy company and is theare given complex issues to solve.the new and existing workforce it will develop worlds number two in Offshore and Europesa strong solid grounding to become a third largest in renewables energy. It hassuccessful renewable business. pioneered offshore wind development in the UK for over two decades, having installed theRWE as well as having good and strong first offshore turbines at Blyth in 2000 andexisting talent schemes, is trying to seek commissioned the UKs first commercial scaleand develop more flexible schemes on offshore farm, North Hoyle in 2004. It nowlarger scales, which presently is proving very operates 17 Offshore Windfarms of whichsuccessful. It hopes it can meet the demands 10 are within the UK. It has a total installedof the skills shortages so it can play its part in capacity of 2.4GW with the goal being togrowing the green workforce and supporting achieve grid capacity of 8GW by 2030.the worlds energy needs.Successful Schemes Supporting TalentRWE has like so many within the industryThe talent pool consists of individuals with established some excellent schemes toa qualification of honours degree and an accommodate the skills shortage and supportinterest in energy and renewables. RWE its growing UK business. Working hand inoffered this talented group a two-year hand with Coleg Llandrillo in Wales thecontract with an evaluation at the end of the company has developed a national offshoreterm to establish suitability and the individual wind apprenticeship hub. The successfulcareer aspirations. The scheme has proved an apprenticeship programme was first launchedimmense success, solving real problems in the in 2012 to generate skilled wind technicianssector, unlocking serious issues, and driving who could meet the growing needs of thethe business forward. offshore wind sector, already successfully training over 30 apprentices.Since the launch of the scheme, RWE has employed everyone that completed the two-year course with many able to apply the knowledge they acquired during this time to some of the largest and most innovative wind farms in the world. Within the Energy Sector and indeed in any job, many of us have been supported by good mentors and managers, who will try to encourage development. ManyThe skills shortage is still a apprentices at RWE have taken their learningfundamental challenge, and further developing in both confidence and knowledge achieving senior positionsthese tradition schemes are within their organisations. RWE is trying tonot enough.build on this strength and has created the Technician Career Pathway which builds'