Career Challenges

It’s a sad state when industry associations need to provide lists of components that meet in-service standards, whereas lists of non-complying components are seen as anti-competitive.

If a maintenance technician fits a critical non-compliant component and there is an incident, then that person is potentially in the firing line – responsible and accountable. I recently watched a YouTube video where aircraft engineers were conducting extra curricula activities with students at a Queensland school.  The students, under professional guidance, were building an experimental category kit aircraft under the supervision of the group of volunteer Licensed Aircraft Maintenance Engineers (LAMEs). 

The difference between a LAME and an AME (Aircraft Maintenance Engineer), lies in licensing and certification authority. A LAME holds a license from CASA in Australia, allowing them to sign off on maintenance, whereas an AME often refers to an unlicensed technician, apprentice, or a general trade term. 

The video quoted the average age of LAMEs is sixty-four.  What a great way to direct the attention of young minds to a potential career path. 

As individuals we don’t like being criticised. It’s easy to fall into the approach that if a senior workshop person knows something so intimately then why is it others don’t understand that issue. It’s a case of being patient and respectful, so that the senior person will explain in simple terms. 

Are there opportunities to work in road transport maintenance workshops? Yes, without doubt. However, there seems to be a general lack of discipline within the younger generations, in that they don’t like being directed.  This needs to be addressed, but the older practitioners also need to be more patient. 

Based on 2024-2025 data from the National Centre for Vocational Education Research, the long-term completion rate for trade apprentices in Australia is about 58 to 63 per cent. Measured over a typical six-year period this is less than two in three. The initial dropout rate is of greater concern, roughly 33 per cent of apprentices cancel or withdraw in the first year. 

While it is often stated that heavy vehicle tradespeople can adapt and become good heavy vehicle drivers (they can fix small things on the road) but it’s robbing Peter to pay Paul, taking from one shortage to fulfil another shortage. The broader problem is that the public don’t see truck drivers and maintenance persons as respected professionals – there is no glamour. 

There are reports that Australia ranks as having one of the oldest truck driver workforces. Reported as 47 per cent over the age of 55 and this translates that in Australia, 21 per cent of current drivers will have retired by 2029. For heavy vehicle maintenance persons the median age of a diesel mechanic is 32, whilst supervisory roles often fall into higher age brackets 45-plus, but this sector is also ageing.  

And the pressures on drivers and maintenance continue to increase. The only solution is really to help ourselves. A quote from an aviator friend rings true: “A legacy doesn’t survive on one person. It survives on stewardship. Passing the reins was never about stepping away. It was about making sure the standard never slips.” 

Developing heavy vehicle driving skills has become more difficult. By the time a person can attain an MC combination licence due to minimum age constraints, they are likely to be on another career path, and there is no formal recognition. 

For a workshop technician it’s feasible and possible to mould a career direction before school leaving age; there just needs to be opportunity. There is also potential scope to progress a trades assistant (TA) to a competency qualification, but there is no process available. I have long supported the principle of competency skills. There needs to be change and industry needs to find away, so that all possible opportunities are explored. 

The fix lies with significantly with maintenance and workshop managers. They have to get out of the mindset of: ‘I’m not training a person who will be poached by another company’.  They need to initiate in-house workshop programs with younger people and consider some competency based in-house authority and documentation, so that if a mishap occurs the evidence can prove that the person was properly trained and deemed component.