As the IRTE launches its eighth annual Skills Challenge, it has pulled engineering directors from some of the UK's top bus businesses to talk about the challenges facing the sector
What are the challenges facing today's bus engineering directors – and how can we overcome them?
This was the overriding question from the Institute of Road Transport Engineers (IRTE) last week, as it launched its annual Skills Challenge with a bit of a difference.
It pulled engineering directors from several bus operators together, including First, Metroline, Yellow Buses and HCT, for a forum to discuss the burning topics.
These included how to attract young people to become bus technicians, the wider engineering skills shortage, the new Apprenticeship Levy, and changing technology on vehicles.
The engineers' expertise fed back directly to the IRTE, which hopes to incorporate some of their ideas into the Skills Challenge and the organisation itself.
Launching the Challenge
First held in 2011, the Skills Challenge is an annual competition between teams of technicians and engineering apprentices from operators all around the UK. The challenge itself takes place over a few days in June, involving stringent, industry-standard mechanical, electrical and bodywork tests set by the Challenge's trade partners, including the likes of ADL, BAE Systems and Knorr-Bremse.
The Awards are held in July – a great opportunity for the engineering side of the industry, including younger technicians and apprentices, to mix with their peers. The prestige of winning is obviously a big benefit too, boosting recognition and professionalism in this vital industry – not to mention the top prizes.
Last year was the biggest Challenge yet, with 25 teams participating from 13 operators. This year looks set to be even better. Registration is now open, so if you're not already signed up, time to put your best foot forward.
Tech changes
The forum kicked off by talking about technology changes in the industry, and straight away vehicle emissions standards were put forward as one of the largest challenges for engineers.
With emerging technologies including electric, hybrid, gas and hydrogen all competing in the marketplace, operators are getting a lot of differing experiences from place to place, and expecting a technician to have the skills to deal multiple alternative technologies is implausible.
The engineers thought that there is a need for more specialist support on this from vehicle manufacturers and dealers.
Several of the engineers present were from the London bus operators, so are faced with the tightest emissions standards in the UK – but many more cities are looking at Clean Air Zones.
It was pointed out that the preferred technology and its associated infrastructure in one city may differ from that of another city, making fleet movement limited, both from day to day and for the vehicles' second life.
Also, the price of alternative propulsion systems remains prohibitively high.
Until these problems are overcome, diesel will remain the prominent vehicle technology for some years yet.
Driverless vehicles
The engineers talked about artificial intelligence (AI), and opined that driverless vehicles on the road are only a few years away – the technology is available now.
Again, differing technology used by different manufacturers will put strain on engineering departments expected to use them all – indeed, software and systems used on vehicles now often don't 'talk' to each other.
It was also pointed out that a lot of the data that comes into workshops from vehicles now is pointless, such as driver telematics data – it would be helpful to engineers if they only get the information that something is wrong.
One delegate pointed out the decline of the coach and bus industry, and predicted that more and more Uber-style 'disruptive' operators will introduce on-demand minibus services.
More accurate customer behaviour patterns can be determined from modern ticketing methods such as contactless; these could help to drive more demand-responsive services.
How to get them?
Recruiting and retaining new technicians was said to be one of the biggest challenges for engineering departments.
One engineer said that the skills shortage in engineering is endemic – it's not just in the PSV industry, but in more high-profile industries too such as aviation, and it's the case in other countries as well.
There are problems in attracting young people to a career in bus or coach engineering when other sectors are seen as more high-profile, and have better working hours – one delegate said that the bus sector is seen as the bottom end of engineering.
However, the apprenticeship has many plus points – including an attractive “guaranteed job for life”, owing to the skills shortage.
It was mentioned that the skills shortage has driven up wages, helping to promote engineering as a professional career.
How can you stop an apprentice from upping and leaving as soon as they've finished their training?
One delegate said his business requires apprentices to stay until they have covered the equivalent cost of their training.
The delegates talked about how to market apprenticeships to attract more people. The lack of women in the industry and high age profile were mentioned.
One talked about how his recruitment advertising focuses on the use of computers and high-tech diagnostic equipment. He advertises that buses are at the forefront of new technology, and strives to make engineering sexy.
Other messages include that apprentices are paid straight from sixth form and can achieve a degree-level qualification with no debt.
Talk turned to the apprenticeship levy and new Standards for apprentices. It was agreed that it's a good thing that the industry has been able to lead this.
One delegate said that while there has been pressure to make apprenticeships as short as two years, this is simply not long enough to learn how to maintain a bus that will carry 100 people. His business requires apprentices to do five years' training.
Help from the body
The delegates talked about the role of the IRTE in promoting professionalism. One delegate said the body should be involved in recognising and accrediting apprenticeships.
The irtec qualification was discussed, with delegates wishing for a more comprehensive training and recognition system. A series of irtec training modules could be made available for technicians to fill any gaps in their knowledge, it was suggested.
To promote professionalism among technicians, it was suggested that graduating apprentices could be given a period of free membership to the IRTE, encouraging them to stay in the sector and get involved. John Eastman of the IRTE took all the feedback on board.
The benefits of the Skills Challenge were talked about. One delegate said these were twofold: Engineers get to meet with their peers in the industry, and apprentices can have their eyes opened as to how much they can do in the bus and coach sector.
The possibility of having regional heats for future Skills Challenges was talked about, and it is something already under consideration as the next step as the contest grows.
Round the table
Immediate feedback from the session was very good, with the delegates saying they found it useful. It's always helpful to get like-minded people from different businesses around the table together, and this event served a dual purpose.
Firstly to get engineering bosses from some of the UK's top bus operators together to share their extensive knowledge, ideas and best practice.
Secondly of helping the IRTE to hone its business and the vital Skills Challenge – the only competition and awards scheme specifically for coach and bus engineers.
