Sound familiar? It might, but this actually occurred in 1950.

Ironically, at that time, the then Gas and Fuel Corporation of Victoria, a government-owned monopoly supplier of gas in Victoria, replaced the Melbourne Metropolitan Gas Company and acquired the Geelong Gas Company and the Colonial Gas Company, the only two remaining private gas companies in Victoria at the time.

It seems history does repeat itself…..

Today, we are still talking about the demands of administering construction, and commissioning and how many times have you heard “it’s hard to get ‘skilled’ people…?”

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Well, what are we doing about it?

Fortunately, our leaders within the APIA are progressive and forward thinkers. They have recognised the dilemma and are addressing the issue via the formation of the Young Pipeliners Forum (YPF). Established in May 2006, YPF provides a forum for all young ‘Gen X’ people working within the pipeline industry to exchange ideas, network and share pipeline industry-related issues.

We also have a number of old ‘pipeliners’ who are setting up strategies to assist the industry develop and maintain its skills base. Its goals are:

1. Attract new employees to the industry; 2. Keep employees within the industry; and, 3. Provide education and training opportunities.

Their tasks:

* Work with members to develop programs to attract new people; * Develop programs to keep young people within the industry; * Promote awareness of opportunities in the industry; * Instigate and maintain systems to encourage, debate and implement new ideas; * Work with members and APIA committees to develop training programs; * Co-operate with universities, technical colleges and industry apprenticeships and training; * Work with related industry associations on co-operative careers/training where appropriate; and * Provide training information through the Chief Executive’s newsletter, articles in The Australian Pipeliner magazine, e-mail and website.

What can I do to help?

Firstly, by recognising and respecting the four generations that may exist in your organisation:

• Grey Pipeliners (1942 – 49),

• Boomers (1950 – 64),

• Gen X (1965 – 79),

• Gen Y (1980 – now).

Each generation has its own set of values/views on the world, authority, loyalty, expectations and work ethics.

Secondly, with inadequate numbers of Generation ‘X’ and ‘Y’ to take up the slack, the ‘Grey Pipeliners’ will have to be flexible and offer their services for a day or two at a time as coaches/mentors to/of the next generation.

Companies that tap the Generation Y market and draw on its best and brightest - as the Grey Pipelines begin to retire - are in for sweet economic times.