This is how we unite the entire pipeline industry to boost safety and environmental protection.

Inspectors are highly-trained, but the industry recognized there was a need to develop a training framework to ensure there are universally-accepted standards for pipeline inspectors.

That’s where the Pipeline Inspection Certification Program comes in. In 2016, the CEPA Foundation, in conjunction with the Interstate Natural Gas Association of America (INGAA) and the INGAA Foundation, developed the program, basing it on the American Petroleum Institute’s Pipeline Inspector Certification (API 1169) which originally met US requirements. The API standard was revised to include Canadian standards and references for pipeline inspection.

The program includes training, educational programs and a reference tool – A Practical Guide for Pipeline Construction – which focuses on creating an effective learning experience for pipeline inspectors. With the program, pipeline companies develop their own training, but use the certification as a baseline to build on.

Since the program launched, more than 1400 inspectors across North America have taken the certification exam. The CEPA Foundation, INGAA and the INGAA Foundation are now focused on continuing to build on that initial success, while also ensuring the new test remains current, relevant and is available for French-speaking inspectors.

In 2012, the Young Pipeliners Association of Canada (YPAC) was formed to bring together professionals under the age of 35 and/or with less than 10 years’ experience in the industry, to share knowledge and build a strong network.

As of mid-year 2017, YPAC has over 1200 members with membership spanning across Canada. CEPA has been supportive of YPAC since its inception, and in 2017, formally started sponsoring YPAC through its non-profit fundraising efforts.

But beyond sponsorship, CEPA and the CEPA Foundation have been collaborating with YPAC on key initiatives, specifically building a successful mentorship program and focusing on attracting employees to the industry.

Mentorship program
One issue facing the pipeline industry is how to successfully transfer skills and knowledge from experienced professionals to younger pipeliners, which is why the CEPA Foundation and YPAC developed an industry-wide mentorship program.

Formed two years ago, the CEPA Foundation’s mentorship program created an online space where mentors and mentees could connect and establish formal mentoring relationships.

Since launch, the mentorship program has seen interest and commitment grow from both mentors and mentees alike – in fact, from the first quarter of 2016 to the first quarter of 2017, the mentorship program has increased by 27 per cent to 180 members. Mentees are actively working with their mentors on setting objectives and goals – all with the intention of building knowledge and skills that will enable them to be successful in their pipeline careers.

For the remainder of 2017, the CEPA Foundation and YPAC plan to further expand participation among Foundation members and potentially invite other industry organizations to take part.

Employee attraction and engagement
Attracting the next generation of pipeline professionals is necessary for the industry to continue to build and operate safe pipelines. In 2016 and 2017, the Foundation’s Employee Attraction and Engagement program, which includes participation from YPAC, has been involved in career fairs across the country to demonstrate why a career in the pipeline industry could be an ideal option.

The CEPA Foundation and YPAC participated in the career fair at the SkillsCanada Competition in June 2017, and will be participating in the University of British Columbia’s career days in October, and the 2017 Canadian Student Energy Summit in November. The program is also developing a speaker series to provide an opportunity for interested students to learn from industry professionals about their pipeline career experiences.

The CEPA Foundation, in conjunction with Deloitte, has developed an adjustable workforce planning tool, called the Pipeline Labour Supply and Demand Tool, which provides an interactive view of current and future forecasted workforce supply and demand data for the Canadian pipeline industry.

The tool was developed as part of the CEPA Foundation’s Labour Supply and Demand Study conducted by Deloitte in 2016. That study took a 10-year view and predicted labour supply shortages in certain critical occupations for the pipeline industry.

With the tool, members can now assess a vast array of “what if” scenarios in external labour markets. They can use the added data to keep pace with changing labour dynamics, such as high baby boomer retirements or fewer qualified graduates. They can also forecast skill needs, identify critical occupation requirements in the pipeline industry and analyze specific geographic needs across the country.

The broader lenses provided by the online forecasting model will help members to better understand future demand for pipeline related skills so they can take steps to minimize and manage skill gaps and shortages. For instance, they may choose to adjust project timing, sponsor targeted educational program or collaborate with others within or outside the industry.

The Foundation and Deloitte began training members to use the forecasting model in 2016. The rollout is continuing in 2017 through workshop sessions to ensure every CEPA Foundation member is familiar with the tool.