Download FTEI – Timber Harvesting (Thinning) Operators TNA

Forestry Training & Education Ireland (FTEI)
Timber Harvesting (Thinning) Operators
Training Needs Analysis - 2009
February 2009
Mark Tarleton
Purser Tarleton Russell Ltd.
Forest Industry Consultancy, Management & Research
36 Fitzwilliam Square, Dublin 2
Table of Contents:
Page
Executive Summary
Introduction
Section 1 - Quantification of the Expected Thinning Capacity Needed Over the next Decade
1.1
1.2
1.3
1.3.1
1.3.2
1.3.2.1
1.3.2.2
1.3.3
1.3.4
1.3.4.1
1.3.5
1.3.5.1
1.3.5.2
1.3.5.3
1.3.6
Background........................................................................................................................................
Coillte Supply.....................................................................................................................................
Private Sector Supply........................................................................................................................
Private Sector Supply – Thinning Volume Forecast Methodology.....................................................
Potential Yield from Forest Service Private Sector Afforestation Records (1969 to 2007)................
Species Reduction Factor..................................................................................................................
Scale Reduction Factor.....................................................................................................................
Potential Yield from Other Private Forestry Records (1973 Inventory)..............................................
Combined Potential Yield from all Private Sector Forests.................................................................
Comparing Potential Yield with Actual Yield......................................................................................
Three Private Sector Thinning Activity Level Scenarios....................................................................
Thinning Activity Scenario 1: 50% activity assumption.....................................................................
Thinning Activity Scenario 2: 25% initial activity assumption with traction to 75%...........................
Thinning Activity Scenario 3: Scale dependent activity assumption.................................................
Summary of Private Sector Thinning Activity Level Scenarios..........................................................
3
4
6
6
7
7
8
9
9
9
11
12
13
13
13
14
14
15
Section 2 - Quantification of the Personnel Required to Harvest the Forecast Thinnings
16
2.1
2.2
2.2.1
2.2.2
2.2.3
2.3
2.3.1
2.3.2
16
16
17
18
19
19
19
20
Background........................................................................................................................................
Equating Thinning Volumes to Manpower Requirements..................................................................
Forecast Productivity Improvements.................................................................................................
Coillte Harvest Manpower Requirements..........................................................................................
Private Sector Harvest Manpower Requirements..............................................................................
Equating Manpower Requirements to Training Capacity Requirements...........................................
Allowance for Operator Replacement................................................................................................
Estimated Training Capacity Requirements......................................................................................
Section 3 - Identification of Required Skills & Knowledge
22
3.1
3.2
22
22
Background........................................................................................................................................
Skills & Knowledge Listing.................................................................................................................
Section 4 - Profiling Suitable Candidates for Training & Career Development
28
4.1
4.2
28
28
Background........................................................................................................................................
Listing of Necessary & Desirable Characteristics / Behaviours / Traits.............................................
Section 5 - What Training is Currently Available?
32
5.1
5.1.1
5.2
5.2.1
5.2.2
5.2.3
5.2.4
5.3
5.4
32
32
32
32
33
34
34
34
36
Background........................................................................................................................................
Funding of Training within the Irish Forestry Sector..........................................................................
Overview of Training Resources Available in Ireland........................................................................
Informal Training................................................................................................................................
Coillte.................................................................................................................................................
Teagasc Ballyhaise (FETAC)............................................................................................................
Forestry Operative Traineeship – Mechanical Harvesting.................................................................
Overview of Training Resources Available Internationally.................................................................
Identified Gaps in Current Operator Training Resources..................................................................
Section 6 - What Training is Required?
37
6.1
6.2
6.2.1
6.2.1.1
6.2.2
6.2.3
6.2.3.1
6.2.4
36
38
38
39
39
40
41
41
Background........................................................................................................................................
Proposed New Operator Training & Certification System..................................................................
Structure for Training of New Entrants..............................................................................................
Profiling & Screening of New Entrants...............................................................................................
Structure for Training Existing Operators..........................................................................................
Proposed Syllabus Outline................................................................................................................
Availability of Machine Time for Training & Work Experience...........................................................
Accreditation of New System and Operator Assessment & Certification...........................................
Section 7 - What Encouragements & Supports are Required?
43
7.1
7.2
7.3
7.4
7.5
7.6
7.7
7.8
43
43
43
43
44
44
44
45
Background........................................................................................................................................
More Positive Promotion of Careers within the Harvesting Sector....................................................
Raising the Status of Harvesting Machine Operators........................................................................
Facilitating Easier Access to Training Systems.................................................................................
Developing Systems of Support & Sponsorship from Industry Members..........................................
Improving the Economic Viability of Thinning Work Packages..........................................................
Considering Alternative Payment Systems for Early Thinning Operations........................................
Focusing Research & Development on More Efficient Early Thinning Operations............................
Acknowledgements
46
Appendix 1 - Private Sector Harvest Manpower Requirements Based on Additional Thinning Activity Scenarios
47
FTEI – Timber Harvesting (Thinning) Operators TNA - 2009
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FTEI
Timber Harvesting (Thinning) Operators
Training Needs Analysis - 2009
Executive Summary:
Training has a major role to play in the development of a contractor base capable of thinning the
private sector resource successfully and releasing its optimum timber volume and value. International
experience has shown that improved skill sets among machine operators leads to higher (and
sustainably higher) productivity and reduced costs, key elements to economically viable thinning
operations.
This training needs analysis has been produced as a result of a broad ranging consultative process
involving all relevant sectors of the Irish Forest industry. It has looked at current and future training
needs for timber harvesting machinery operators, with particular emphasis on those employed in
thinning operations.
In order to assess training needs specific to timber harvesting operations within thinnings over the
next ten years, a realistic estimate of thinning volumes likely to enter the timber supply chain over this
period has been prepared. Potential yields have been estimated and then reduced to more realistic
levels using three activity scenarios, each portraying different levels of harvesting activity within the
private sector over the next decade. From these forecast activity levels, future harvesting operator
capacity requirements have been forecast, taking into consideration current operator productivity and
future forecasts of productivity improvements in line with international best practice. It is estimated
that future harvester and forwarder manpower requirements to service forecast estimates of private
sector thinning activity will increase to a maximum of 112 over the next decade, with a requirement for
almost 100 new entrants.
It is clear that there will be a significant increase in demand for operator training over the next decade
and it is important that this demand is met with suitable training resources that address the needs of
all sectors involved, and that suitable people are trained. A comprehensive range of operator skill and
knowledge set requirements has been identified and discussed, taking into consideration the
changing demands of the sector. Also, a set of profiling criteria for suitable candidates entering the
sector has been developed to assist in the selection of the right type of people, capable of meeting
the new demands of the sector.
A review of existing training resources available to timber harvesting operators in Ireland and
internationally has been documented and specific gaps within the current operator training system in
Ireland have been identified. Based on this review, a new vision for operator training has been
presented. It is proposed that the Irish Forest Industry develops a new nationally standardised and
accredited Operator Training & Certification System, implemented through a modularised and phased
approach over the next 5 years using existing training and educational resources in Ireland wherever
possible. The system would accommodate new entrants with no current employment in the sector,
new entrants with employment in the sector and existing operators. Training and certification
structures are proposed and a broad syllabus outline is developed, emphasising a modular approach
to skill and knowledge set development and recognising the additional training requirements
necessary to prepare operators for thinning operations.
Finally, it is recognised that encouragements and supports may be required to encourage the most
suitable people into the timber harvesting sector and in particular into private sector thinning
operations. Various suggestions are developed to make training and working within the sector a more
attractive and viable career path.
FTEI – Timber Harvesting (Thinning) Operators TNA - 2009
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FTEII
Timbe
er Harvesting (Th
hinning) Operato
ors
Trainiing Need
ds Analysis - 200
09
Introdu
uction:
It is widely recognised that we are
a now ente
ering a new phase of Irissh Forestry w
which must focus on
nagement off a new, privvately owned timber res
source resulting from an
n intensive period
p
of
the man
private sector
s
affore
estation over the past 20 years. 43%
% of Ireland’ss forest area
a is now clas
ssified as
privatelyy owned while more tha
an half (53%
%) of all forests under th
he age of 20
0 years are privately
owned 1. With this emerging
e
prrivate sector timber resource potential comes so
ome new cha
allenges,
most notably relating
g to the timelly initiation of
o thinning cy
ycles in orderr to release ttimber volum
mes to the
p
a
and
wood energy
e
secto
ors and, ulttimately, to maximise re
eturns for woodland
w
timber processing
owners. Forest indu
ustry observvers and practitioners are
e concerned
d that low levvels of activity in the
r
in a significant reduction in nationally fo
orecast volumes and
farm forrestry sector is already resulting
sub-optimal returns to
t owners.
n regarding th
he low levelss of activity within
w
our privvate sector timber supply
y chain is
The currrent situation
complexx. Without su
uitably qualiffied practition
ners the timb
ber cannot be harvested. However, additional
a
capacityy will not develop withou
ut sufficient levels of ac
ctivity within the sector. The presence of a
suitably skilled and equipped
e
wo
orkforce to ca
arry out thinn
ning operatio
ons in our em
merging priva
ate sector
e may well be
b a catalyst for increase
ed activity wiithin the secttor. A more skilled and informed
resource
workforcce, with speccific skill sets focused on the more challenging environmentt of the farm
m forestry
sector may
m well hellp to addresss some of the
t
economic barriers to
o the initiatio
on of thinnin
ng cycles
within th
he private secctor resource
e.
g has a majo
or role to pla
ay in the de
evelopment of
o a contracttor base cap
pable of thin
nning the
Training
private sector
s
resourrce successffully and rele
easing its opttimum timberr volume and
d value. Inte
ernational
experien
nce has sho
own that im
mproved skill sets amon
ng machine operators le
eads to higher (and
sustaina
ably higher) productivity and reduce
ed costs, ke
ey elements to economically viable thinning
operatio
ons. Irish tim
mber prices are
a dictated by internatio
onal trends and we must achieve ben
nch mark
operatio
onal efficienccies in line with
w internatio
onal best pra
actice. Figurre 1 below sshows how Sweden’s
S
harvesting costs havve been conssistently decrreasing overr the last deccade.
Figure 1: Falling
g trend in Swe
edish thinning operation cossts relative to C
CPI 2
EI) are working towards the development of a structured
Forestryy Training & Education Ireland (FTE
training and career path
p
for harvvesting perso
onnel and ha
ave recognissed the specialist require
ements of
08 FTEI iden
ntified the ne
eed for the Iriish Forest In
ndustry to
those involved in thinning operattions. In 200
ut a review off future training requirem
ments specific
c to timber harvesting op
peratives emp
ployed in
carry ou
1
2
Source: Forest Service (2007). Nation
nal Forest Inventory; Republic of
o Ireland - Ressults.
Source: Skogforsk New
ws No.1 2008 (http://www.skogfforsk.se)
FTEI – Tim
mber Harvestin
ng (Thinning) Operators
O
TNA - 2009
P a g e |4
thinning operations as a first step in establishing specialised training and career path support for
those involved in the harvesting of thinnings.
PTR have worked with FTEI and a representative cross section of the Irish Forest Industry to carry out
a Training Needs Analysis (TNA) specific to thinning operations and primarily focused on the thinning
of our privately owned “farm forestry” sector. It is hoped that this TNA will provide those responsible
for the allocation and management of forest industry training resources with a fresh focus on future
requirements to meet the training needs of our changing industry profile.
The following objectives, set by FTEI, were addressed during the analysis:
1.
2.
3.
4.
5.
6.
7.
Quantify the expected thinning capacity needed over the next decade
Quantify the personnel required
Identify the skills & knowledge required
Profile the suitable candidate for training & career development
Identify what training is available
Identify what training is required
Outline encouragements & supports required
This report has been produced as a result of a broad ranging consultative process involving all
relevant sectors of the Irish Forest industry. It has looked at current and future training needs for
timber harvesting machinery operators, with particular emphasis on those employed in thinning
operations.
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Section 1
Quantification of the Expected Thinning Capacity Needed Over the Next
Decade
1.1 Background
In order to assess training needs specific to timber harvesting operations within thinnings over the
next ten years, a realistic forecast of thinning volumes entering the timber supply chain over this
period is required.
Ireland can no longer forecast its thinning capacity (and associated training needs) solely on volumes
forecast from the Coillte estate, as a significant area of private sector forestry will reach timber
production stage for the first time over the next decade. To this end, the expected thinning capacity
for TNA purposes has been estimated based on both Coillte and private sector timber production
forecasts.
Estimates of thinning capacity requirements within the Coillte estate (see Section 1.2) is a relatively
simple task, largely due to the presence of Coillte’s up-to-date forest inventory and associated harvest
forecasting systems.
However, due to the absence of a nationally compiled, management focused inventory of privately
owned forests, estimating thinning capacity requirements within the private estate is a far more
difficult task. Without a detailed knowledge of the current development status of our privately owned
plantations, potential timber yields and associated thinning capacity requirements cannot be
accurately forecast. Also, the many and varied ownership profiles and associated ownership
objectives makes it difficult to forecast exactly how much of the potential volume will be realised. Low
levels of private sector activity to date demonstrates that a large percentage of forecast volume has
3
not materialised and Forest Service inventory data suggest that 87% of private sector grant aided
forests which are at thinning stage have not yet been thinned.
Most industry players acknowledge that there will continue to be sub-optimal exploitation of the
private sector resource for a number of reasons. These include:
•
•
•
•
sub-optimal plantation scale;
poorly developed organisational structures to co-ordinate harvesting operations and develop
economies of scale;
poor grower motivation and a general lack of forestry tradition in most geographic areas;
a shortage of suitably resourced harvesting contractors geared towards the private sector
timber supply chain.
It should be noted that the private sector timber supply chain is still very much in its infancy and it will
take several years to develop and gain momentum. Therefore, it is hoped that the degree of suboptimal exploitation of private sector thinnings experienced to date will reduce over time as
efficiencies are realised from more developed harvesting and supply chain management systems.
Section 1.3 presents private sector thinning capacity estimates based on a review of previous
forecasts and PTR’s interpretation of Forest Service grant aided afforestation data. Several private
sector timber production scenarios have been presented, each reflecting differing degrees of activity
within the sector.
It should be noted that the dramatic slowdown in our economy over the past six months, coupled with
a general international slowdown will result in a temporary decline in demand for timber and reduced
activity in the Irish timber harvesting sector. This will generate some temporary over capacity in
harvesting resources (both machinery and manpower) in 2009. This has already been observed
during the second half of 2008 and is set to worsen during 2009. However, this TNA must focus on
future training needs and on the training resources which must be developed to meet future demand.
3
Source: Forest Service (2007). Potential Private Sector Wood Supply (Unpublished report by Christy O’Donovan & John
Redmond).
FTEI – Timber Harvesting (Thinning) Operators TNA - 2009
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1.2 Coillte Supply
Coillte have provided the TNA project with timber production forecast data specific to planned thinning
operations within their resource over the next ten years. Production data have been broadly stratified
by harvest type (1st Thinning, 2nd Thinning and Subsequent Thinning). Unlike the private sector
supply forecast, this is a very good indicator of actual harvest volumes given Coillte’s relatively up-todate inventory system and operational focus on timber production.
Table 1 below outlines Coillte’s thinning volume forecast over the next decade. The most notable
trend in this forecast is the marked increase in thinning volumes relative to the total harvest forecast.
During the forecast period, Coillte’s total volume production remains reasonably constant at about 3.2
million m3 per annum. However, thinnings account for an increasing proportion of the total harvest,
rising from 21% to 41% of Coillte’s total production over the next decade.
Production
Year 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 1st Thinning (m3) 288,000 427,000 274,000 444,000 329,000 416,000 431,000 396,000 394,000 422,000 2nd
Thinning (m3) 189,000 247,000 248,000 287,000 250,000 356,000 303,000 355,000 379,000 374,000 Subsequent
Thinning (m3) 195,000 197,000 215,000 246,000 277,000 299,000 352,000 417,000 435,000 522,000 Total Thinnings (m3) 672,000 871,000 738,000 977,000 855,000 1,071,000 1,086,000 1,168,000 1,209,000 1,317,000 Table 1: Coillte Thinning Harvest Volume (m3) Forecast 2009 to 2018 4
The personnel requirements associated with these thinning volume production forecasts from the
Coillte resource are assessed in Section 2.
1.3 Private Sector Supply
Unlike Coillte’s resource which has a clearly defined management and timber supply plan for each
plantation area, relatively little is known about the tens of thousands of individual plantations that
make up the private sector forest resource in Ireland. As with private sector forestry resources in
many other countries, there is a significant information gap relating to the current inventory status of
these plantations and their current and future timber production potential. This information gap
presents a major problem for any resource planning exercise whether it be timber supply planning or,
as in this case of this study, infrastructural planning.
The objective of this private sector supply forecasting exercise within the Training Needs Analysis is
to develop indicative thinning volume forecasts on which to base plans for training requirements over
the next decade. Given the experience of other countries and our own experience to date, it would be
wrong to develop plans for infrastructural investment based on supply potential by simply
extrapolating afforestation statistics and assuming that all of the private sector resource will be
harvested. The profile of our private sector resource presents many challenges for economically
viable management and harvesting operations. The greater diversity of species, including a large
percentage of broadleaf planting in recent years combined with the small scale of many plantations
will exclude a proportion of the resource from conventional harvesting operations. Also, due to the
diverse ownership and largely un-coordinated management of our private sector resource, potential
supply will not be fully realised. Many owners will simply not present their plantations for active
management or will not be willing to invest their own money in management operations. This
phenomenon is already emerging and is exemplified by the recently published findings from the NFI
where only 13% of grant aided private forestry at a development stage where thinning is appropriate
5
have actually been thinned .
4
Source: Coillte, 2008. Note: these data have been supplied by Coillte and represent indicative trends of future supply. They
relate to standing, over bark volume and include forecast volumes from Coillte managed IForUT forests.
5
Source: Forest Service, 2007. National Forest Inventory Republic of Ireland – Results.
FTEI – Timber Harvesting (Thinning) Operators TNA - 2009
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Given the limited data availability and project timeframe and budget, PTR have endeavoured to
generate a best estimate of thinning volumes likely to be harvested over the next decade. This
estimate is based on all available data sets, a consultation process with relevant industry players and
our own knowledge and experience within the emerging private sector timber supply chain.
1.3.1 Private Sector Supply – Thinning Volume Forecast Methodology
In March 2001 COFORD published a fifteen year forecast of roundwood production from Irish
forests 6, based on a detailed analysis of all available afforestation records and inventory data. This
included a forecast specific to Ireland’s private sector resource up to and including 2015. While this is
a useful reference document it is outdated for the purpose of forecasting over the TNA period and is
more focused on potential supply forecasts rather than realisable supply forecasts.
In the absence of an up-to-date national timber production forecast relating to privately owned forests,
PTR have sourced grant aided woodland establishment data from the Forest Service from which a
baseline timber production forecast has been produced (see Sections 1.3.2 to 1.3.4). This forecast
estimates potential harvest volumes from areas of conifer plantations within the private sector
resource that are greater than 3 hectares. Importantly, for the purpose of this TNA, potential harvest
volumes have been broken down by harvest type (1st Thinning, 2nd Thinning, Subsequent Thinning
and Clearfell) in order to quantify future manpower needs within the mechanical timber harvesting
sector (see Section 2).
The gap between potential harvest volumes and actual volumes entering the timber supply chain
makes it extremely difficult to generate useful estimates of future thinning activity within the private
sector. In order to factor in this critical gap between potential and actual activity we have modelled
three “activity level scenarios”. Each of the three scenarios assumes that all coniferous plantations
that are less than 3ha will not be thinned through conventional harvesting operations.
Scenario 1 reflects an activity level where 50% of coniferous plantations greater than 3ha in
size are actively thinned (see Section 1.3.5.1).
Scenario 2 reflects an increasing activity level over time as the private sector timber supply
chain develops, with 25% of coniferous plantations greater than 3ha in size being thinned in
2009, and a steady increase in activity over the 10 year forecast period, culminating in a 75%
activity level by 2018 (see Section 1.3.5.2).
Scenario 3 acknowledges the likely trend that activity levels will be dependent on plantation
scale, with greater levels of activity within the larger plantations where economies of scale
make thinning more economically viable and where owners have a greater vested interest in
generating some financial returns from timber harvests (see Section 1.3.5.3). This more
dynamic scenario models a low level of activity (25%) in smaller plantations (3 to 5 hectares),
a moderate level of activity (50%) in medium sized plantations (5 to 10 hectares) and a high
level of activity (75%) in larger plantations (greater than 10 hectares).
It should be noted that University College Dublin and the Forest Service are currently collaborating on
a COFORD funded project entitled FORECAST - Geospatial Forecasts of Private Sector Timber
Supply. The overall objective of this work is to develop a reliable national GIS-based private sector
wood supply forecast. Interim results, including a 20 year (2009 to 2028) national and catchment
based forecast, are scheduled for early 2009. Results of this detailed forecasting work could be used
to update our volume forecasts and generate revised harvesting infrastructure and training capacity
requirement forecasts for FTEI if necessary.
6
Source: COFORD, 2001: Forecast of Roundwood Production from the Forests of Ireland 2001-2015.
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1.3.2 Potential Yield from Forest Service Private Sector Afforestation Records
(1969 to 2007)
The Forest Service has compiled basic afforestation statistics dating back to 1969 (see Table 2
below).
Planting Year 1969 1970 1971 1972 1973 1974 1975 1976 1977 1978 1979 1980 1981 Area (ha) 350 370 410 300 220 180 200 200 160 170 160 268 275 Planting
Year 1982 1983 1984 1985 1986 1987 1988 1989 1990 1991 1992 1993 1994 Area
(ha) 498 327 473 617 2,280 2,954 4,596 8,497 9,147 11,292 9,134 9,171 12,837 Planting
Year 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 Area (ha) 17,343 16,555 10,583 10,002 11,777 14,231 15,147 14,735 8,969 9,617 10,032 8,012 6,947 Table 2: Private Sector Afforestation Records (1969 to 2007)
While these generic statistics show the overall trend in private sector afforestation levels over the past
40 years, they do not give us an insight into the profile of individual plantations regarding scale and
species composition. However, more recent afforestation activity relating to specific EU and State
funded grant schemes are associated with more comprehensive records. The Forest Service has
been developing a new electronic database of all privately owned grant aided forest areas. While not
fully completed, it provides useful information about the profile of private forests for each planting year
in relation to species breakdown and plantation scale. This database has been used to generate
reduction factors to account for less productive or non-commercial species and plantation scale
relating to the actual profile of plantations within each planting year.
1.3.2.1 Species Reduction Factor
All plantation records within the new electronic database of privately owned grant aided forest areas
were analysed for species mix. All areas containing only broadleaves 7 and / or non-commercial
coniferous species were discarded. This generated a reduction factor specific to each Planting Year
ranging from 1% in the 1980’s to as high as 36% in 2007.
1.3.2.2 Scale Reduction Factor
All plantation records within the new electronic database of privately owned grant aided forest areas
were analysed for residual scale, following the removal of areas of broadleaves and / or noncommercial coniferous species. A threshold conifer area of >3 ha was set in order to discount the
very small plantations that do not have sufficient scale to merit thinning using conventional
mechanical harvesting systems 8. This allowed us to discard plantations which may show total scale
when all species are assessed but which contain relatively small areas (<3 ha) of commercial
conifers.
Table 3 and Figure 2 below show adjusted areas following a reduction to account for less productive
or non-commercial species and non-viable plantation scale. This is the baseline area from which we
7
Potential timber volumes from the recently established private sector broadleaf resource have not been forecast or equated to
thinning capacity within the relatively limited scope of the TNA harvest forecasting exercise.
8
While the economic viability of a thinning operation in standalone plantations ranging in scale from 3 to 5 hectares would be
considered extremely marginal by most mechanical harvesting contractors, it is hoped that the development of better operation
and supply coordination systems within the private sector will help to improve the marginal economics of thinning operations
within sub 5 ha plantations. This is discussed in Section 7.
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have developed our private sector supply forecast scenarios. It reflects all plantations that contain at
least 3 hectares of commercial conifer planting.
Planting Year 1969 1970 1971 1972 1973 1974 1975 1976 1977 1978 1979 1980 1981 Area (ha) 312 330 365 267 196 160 178 178 143 151 143 239 245 Planting
Year 1982
1983
1984
1985
1986
1987
1988
1989
1990
1991
1992
1993
1994
Area
(ha) 444
291
421
550
2,031
2,632
4,095
7,203
7,696
9,532
7,094
6,469
9,296
Planting
Year 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 Area (ha) 12,424 11,986 7,467 6,943 8,467 10,770 11,168 9,457 5,047 5,535 5,227 3,749 3,011 Table 3: Adjusted Private Sector Afforestation Records (1969 to 2007)
Figure 2: Adjusted Private Sector Afforestation Records (1969 to 2007)
The potential timber yields from the adjusted areas noted above have been forecast using the
following assumptions:
Species:
Yield Class:
Spacing:
Yield Model
Sitka spruce
9
18
2 meters
Forestry Commission Intermediate Thinning Model (R26b)
5 Year thinning cycle; Clearfell @ Year 41
Productive Area: 75% 10
9
There is a wide range of Yield Classes within the private sector resource. However, in the absence of site specific Yield Class
data for the national private sector resource, a generic Yield Class of 18 has been used for timber forecasting purposes. This is
consistent with Gallagher & O’Carroll’s approach in 2001.
10
This is based on findings from previous large scale inventories of private sector plantations conducted by PTR in counties
Clare & Cork.
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Potential timber yields over the TNA period (2009 to 2018) are presented in Table 4 below. Potential
yields have also been presented for previous years to show trends in potential supply to date.
2000 2001 2002 2003 2004 2005 2006 2007 2008 1st Thinning 6,736 11,283 11,577 20,966 13,767 19,913 25,976 95,987 124,363 2nd
Thinning 7,578 8,420 8,420 6,736 7,157 6,736 11,283 11,577 20,966 Subsequent
Thinning 14,735 15,577 17,261 12,630 9,262 22,313 23,997 25,681 19,366 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 193,490 340,339 363,651 450,406 335,178 305,645 439,219 587,044 566,331 352,820 13,767 19,913 25,976 95,987 124,363 193,490 340,339 363,651 450,406 335,178 16,419 14,314 19,703 19,997 27,702 20,924 26,649 37,258 107,565 145,328 Year Total
Thinnings 29,049 35,280 37,258 40,332 30,186 48,962 61,255 133,246 164,694 223,676 374,566 409,330 566,391 487,242 520,059 806,207 987,954 1,124,303 833,326 ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ Total Volume 29,049 35,280 37,258 40,332 30,186 48,962 61,255 133,246 164,694 ‐ 101,741 107,555 119,182 87,207 63,952 52,324 58,138 58,138 46,510 223,676 476,307 516,884 685,574 574,448 584,010 858,531 1,046,092 1,182,441 879,837 Clearfell Table 4: Potential Private Sector Thinning Volume Yields (m3) for 2000 to 2018 derived from Forest Service
Afforestation Records (1969 to 2007)
1.3.3 Potential Yield from Other Private Forestry Records (1973 Inventory)
A comprehensive Inventory of Private Woodlands in 1973 11 recorded about 15,000 ha of coniferous
high forest in Ireland, much of which related to actively managed woodlands within privately owned
estates. For the purpose of this exercise it is assumed that this resource has a normal age class
distribution and continues to be actively managed. Given these assumptions it can be broadly
accounted for by allowing an average annual thinning yield of 4.5 m3 per hectare and an average
annual clearfell yield of 8 m3 per hectare 12. Table 5 below shows the forecast annual thinning yield
potential from this resource, broken down by thinning operation type.
Year All 1st Thinning 17,000 2nd
Thinning 17,000 Subsequent
Thinning 34,000 Total
Thinnings 68,000 Clearfell 120,000 Total Volume 188,000 3
Table 5: Potential Annual Yield (m /annum) from Other Privately Owned Plantations
The current background level of private sector timber flow over the past decade is largely attributable
to supply from this resource.
11
Purcell T. 1979. Inventory of Private Woodlands - 1973. Forest and Wildlife Service, Department of Fisheries and Forestry,
Dublin.
12
The following assumptions have been made: Sitka spruce Yield Class 18; Intermediate thinning regime according to BFC
Yield Models R26b; Clearfell @ Year 41; Normal age class distribution across 15,000 ha estate; 75% productive area.
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1.3.4 Combined Potential Yield from all Private Sector Forests
The combined potential yields from Forest Service private sector afforestation records (1969 to 2007)
and 1973 private sector inventory records are presented in Table 6 below.
2000 2001 2002 2003 2004 2005 2006 2007 2008 1st Thinning 24,000 28,000 29,000 38,000 31,000 37,000 43,000 113,000 141,000 2nd
Thinning 25,000 25,000 25,000 24,000 24,000 24,000 28,000 29,000 38,000 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 210,000 357,000 381,000 467,000 352,000 323,000 456,000 604,000 583,000 370,000 31,000 37,000 43,000 113,000 141,000 210,000 357,000 381,000 467,000 352,000 Year Subsequent
Thinning 49,000 50,000 51,000 47,000 43,000 56,000 58,000 60,000 53,000 50,000 48,000 54,000 54,000 62,000 55,000 61,000 71,000 142,000 179,000 Total
Thinnings 98,000 103,000 105,000 109,000 98,000 117,000 129,000 202,000 232,000 120,000 120,000 120,000 120,000 120,000 120,000 120,000 120,000 120,000 Total Volume 218,000 223,000 225,000 229,000 218,000 237,000 249,000 322,000 352,000 291,000 442,000 478,000 634,000 555,000 588,000 874,000 1,056,000 1,192,000 901,000 120,000 222,000 228,000 239,000 207,000 184,000 172,000 178,000 178,000 167,000 411,000 664,000 706,000 873,000 762,000 772,000 1,046,000 1,234,000 1,370,000 1,068,000 Clearfell Table 6: Potential Private Sector Thinning Volume Yields (m3) for 2000 to 2018 derived from Forest Service
Afforestation Records (1969 to 2007) and 1973 Inventory
This approach has generated relatively similar results to the COFORD forecast in 2001, albeit over an
additional timeframe. However, in order to generate a more realistic picture of actual thinning activity,
we have applied the three activity level scenarios to these potential yields to establish more likely
volumes for TNA purposes (see Section 1.3.5 below).
It should be noted that there are additional potential thinning yields due to the lack of activity within
the private sector to date. Un-thinned areas forecast for thinning prior to 2009 have created a backlog
of yield potential. In 2007 the Forest Service estimated that there were over 20,000 ha of private
sector plantations at thinning stage but as of yet un-thinned 13. However, this potential yield may
never be realised as plantations pass the appropriate age for thinning intervention. Therefore, this
additional potential has not been incorporated into our forecasts.
13
Source: Forest Service (2007). Potential Private Sector Wood Supply (Unpublished report by Christy O’Donovan & John
Redmond).
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1.3.4.1 Comparing Potential Yield with Actual Yield
There is very little data available relating to actual historic timber yields from our private sector forest
resource. COFORD published estimates of private sector timber harvests in 2006 and 2007 14 as part
of their national wood flow analysis. Comparisons between the potential private sector volume yields
shown in Table 6 and COFORD’s recent reports of wood flow estimates from the private sector are
presented in Table 7 below. While 2006 figures for non-IForUT volumes were based on best
estimates, 2007 figures were based on findings from a survey of private sector management
companies.
Year IForUT 2006 2007 150,000 250,000 Other Sources 90,000 140,000 Total Private
Sector Volume 240,000 390,000 Potential Private
Sector Volume 249,000 322,000 Private Sector Activity 36% 43% Table 7: Approximate Volumes (m3) Harvested from Private Sector Forests (2006 & 2007)
A large proportion of the private sector harvest comes from IForUT sites. Given that Coillte
plantations account for the more mature element of the IForUT portfolio in Ireland, it can be assumed
that the majority of this harvest is from Coillte sites that are not accounted for in our private sector
potential yield forecast 15. Therefore, it is estimated that only 90,000m3 of timber was harvested from
private sector plantations in 2006, representing only 36% of our estimate of potential yield for that
year. Similarly, it is estimated that only 140,000m3 of timber was harvested from private sector
plantations in 2007, representing only 43% of our estimate of potential yield for that year.
1.3.5 Three Private Sector Thinning Activity Level Scenarios
The gap between potential harvest volumes and actual volumes entering the timber supply chain has
been modelled using three “activity level scenarios” introduced in Section 1.3.1 above. Each of the
three scenarios assumes that all coniferous plantations that are less than 3ha will not be thinned
through conventional harvesting operations.
1.3.5.1 Thinning Activity Scenario 1: 50% activity assumption
Table 8 below presents a private sector thinning volume forecast assuming an activity level where
50% of coniferous plantations greater than 3ha in size are actively thinned.
Year 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 1st Thinning 105,000 179,000 191,000 234,000 176,000 162,000 228,000 302,000 292,000 185,000 2nd
Thinning 16,000 19,000 22,000 57,000 71,000 105,000 179,000 191,000 234,000 176,000 Subsequent
Thinning 25,000 24,000 27,000 27,000 31,000 28,000 31,000 36,000 71,000 90,000 Total
Thinnings 146,000 221,000 239,000 317,000 278,000 294,000 437,000 528,000 596,000 451,000 Clearfell 60,000 111,000 114,000 120,000 104,000 92,000 86,000 89,000 89,000 84,000 Total Volume 206,000 332,000 353,000 437,000 381,000 386,000 523,000 617,000 685,000 534,000 Table 8: Scenario 1 Private Sector Thinning Volume Forecast (m3) for 2009 to 2018
14
COFORD (2006 & 2007). Estimated Woodflow for the Republic of Ireland – 2006; Estimated Woodflow for the Republic of
Ireland – 2007; IFORUT (2006 & 2007). Annual Reports.
15
Future yield potential from Coillte managed IForUT plantations are accounted for in the Coillte supply forecast (see Section
1.2)
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1.3.5.2 Thinning Activity Scenario 2: 25% initial activity assumption with traction to
75%
Table 9 below presents a private sector thinning volume forecast assuming an increasing activity level
over time as the private sector timber supply chain develops, with 25% of coniferous plantations
greater than 3ha in size being thinned in 2009, and a steady increase in activity over the 10 year
forecast period, culminating in a 75% activity level by 2018.
Year 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 1st Thinning 53,000 109,000 138,000 195,000 166,000 170,000 266,000 386,000 405,000 277,000 2nd
Thinning 8,000 11,000 16,000 47,000 67,000 111,000 208,000 243,000 324,000 264,000 Subsequent
Thinning 13,000 15,000 19,000 22,000 29,000 29,000 36,000 45,000 99,000 134,000 Total
Thinnings 73,000 135,000 173,000 264,000 262,000 310,000 510,000 675,000 828,000 676,000 Clearfell 30,000 68,000 82,000 100,000 98,000 97,000 100,000 114,000 124,000 125,000 Total Volume 103,000 203,000 255,000 364,000 360,000 407,000 610,000 788,000 951,000 801,000 Table 9: Scenario 2 Private Sector Thinning Volume Forecast (m3) for 2009 to 2018
1.3.5.3 Thinning Activity Scenario 3: Scale dependent activity assumption
Table 10 below presents a private sector thinning volume forecast acknowledging the likely trend that
activity levels will be dependent on plantation scale, with greater levels of activity within the larger
plantations where economies of scale make thinning more economically viable and where owners
have a greater vested interest in generating some financial returns from timber harvests. This more
dynamic scenario models a low level of activity (25%) in smaller plantations (3 to 5 hectares), a
moderate level of activity (50%) in medium sized plantations (5 to 10 hectares) and a high level of
activity (75%) in larger plantations (greater than 10 hectares).
Year 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 1st Thinning 146,000 243,000 266,000 330,000 251,000 233,000 325,000 431,000 417,000 267,000 2nd
Thinning 26,000 30,000 34,000 81,000 100,000 146,000 243,000 266,000 330,000 251,000 Subsequent
Thinning 45,000 44,000 47,000 47,000 52,000 48,000 52,000 59,000 106,000 131,000 Total
Thinnings 217,000 317,000 347,000 458,000 403,000 427,000 620,000 756,000 853,000 649,000 Clearfell 120,000 188,000 192,000 199,000 178,000 163,000 155,000 159,000 159,000 151,000 Total Volume 337,000 505,000 539,000 657,000 581,000 590,000 775,000 915,000 1,012,000 800,000 Table 10: Scenario 3 Private Sector Thinning Volume Forecast (m3) for 2009 to 2018
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1.3.6 Summary of Private Sector Thinning Activity Level Scenarios
Table 11 and Figure 3 below summarise our private sector volume forecasts specific to thinning
operations based on three different activity level scenarios.
Year 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 Yield Potential 291,000 442,000 478,000 634,000 555,000 588,000 874,000 1,056,000 1,192,000 901,000 Total Thinning Volumes Scenario 1
Scenario 2
50% activity 25% to 75% activity 146,000 73,000 221,000 135,000 239,000 173,000 317,000 264,000 278,000 262,000 294,000 310,000 437,000 510,000 528,000 675,000 596,000 828,000 451,000 676,000 Scenario 3 Scale dependent activity 217,000 317,000 347,000 458,000 403,000 427,000 620,000 756,000 853,000 649,000 Table 11: Summary of Private Sector Thinning Volume Forecasts (m3) for 2009 to 2018
Figure 3: Summary of Private Sector Thinning Volume Forecasts (m3) for 2009 to 2018
The personnel requirements associated with these thinning volume production forecasts from the
private sector resource are assessed in Section 2.
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Section 2
Quantification of the Personnel Required to Harvest the Forecast Thinnings
2.1 Background
Having developed best estimates of thinning volumes over the next decade we must now equate
these volumes to the future manpower needs within the timber harvesting sector. This section
assesses the number of operators that will be required to harvest the forecast volumes and looks at
the associated training needs to:
a) satisfy the forecast increase in demand for new entrants,
b) satisfy ongoing training needs within the existing workforce and
c) satisfy natural turnover of the existing workforce.
This analysis differentiates between the forecast manpower requirements for harvesting machines
and forwarding machines and acknowledges that there is a difference between the training needs and
skill sets of harvester and forwarder operators. This difference is addressed in Sections 3 and 4 of
this report.
2.2 Equating Thinning Volumes to Manpower Requirements
Harvesting capacity requirements must take into consideration machine type requirements and their
associated productivity (m3 per annum per operator) within the range of different thinning operations.
For the purpose of this analysis thinnings have been grouped into three main classes, 1st Thinning,
2nd Thinning and Subsequent Thinning, each of which yield different typical machine / manpower
productivity. Consultation with various industry members 16 involved in timber harvesting operations
has yielded average data from which to base average annual productivity assumptions for each of the
three harvest types. Table 12 below summarises these assumptions.
Thinning Type 1st 2nd Subsequent Operator Productivity
(m3/week) 215
310
600
Operator Productivity (m3/annum) 10,500
15,000
29,000
Table 12: Harvester Operator Productivity for Different Thinning Types
While most harvesting contractors have detailed information on harvesting machine productivity they
have less reliable information on forwarder productivity. However, many contractors cite relative
ratios between harvesting and forwarding productivity within their operations and forwarding capacity
requirements have been estimated based on a 60:40 workload ratio. This means that, on average,
the harvesting time demanded within a thinning operation is 60% of total time while the forwarding
time demanded is 40%. This equates to 33% higher forwarder operator productivity. While this may
not reflect the ratio of harvester vs. forwarder operator manpower requirements in smaller enterprises
operating two machines (one harvester and one forwarder) it does reflect the ratio in larger
operations. Table 13 below summarises forwarder operator productivity based on this assumption.
Thinning
Type 1st 2nd Subsequent
Operator Productivity
(m3/annum) 14,000
20,000
38,500
Table 13: Forwarder Operator Productivity for Different Thinning Types
16
Including timber harvesting contractors & operators; timber sales managers, timber procurement managers and timber
harvesting system training experts.
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2.2.1 Forecast
F
Prroductivity Improvem
ments
Productiivity figures cited
c
in Sectiion 2.2 abovve are based on “trained & experience
ed” personne
el, as per
current industry sta
andards. Th
hey represe
ent the typic
cal productivvity currentlyy being achieved by
ors in Irelan
nd given the
e prevailing system of skills training and career path
harvesting contracto
e current pro
ofile of harvessting machin
nery in use.
development and the
d be acknow
wledged that there is deffinite potentiial for machiine utilisation
n rates and machine
It should
operatorr productivityy to improve
e through the
e developme
ent of an improved train
ning structure
e, further
up-skillin
ng of our worrkforce and eventually
e
the developme
ent of a higher skills leve
el across the sector.
dged that pro
oductivity leve
els within the
e timber harvvesting secto
or are not
Similarlyy, it should be acknowled
static an
nd will rise ovver the next decade. Th
he Swedish forest
f
industtry has tracke
ed productiv
vity within
their secctor for manyy years and has reported constant growth
g
in the
e volume of ttimber harve
ested per
man-dayy since the 1950’s (see Figure
F
4 belo
ow). Over th
he past 50 ye
ears, producttivity levels within
w
the
Swedish
h forest secttor have rise
en by an ave
erage of 5%
% a year with much of tthis efficienc
cy growth
being atttributed to efficiency
e
imp
provements within
w
the tim
mber harvestting sector. Notably, adv
vances in
timber harvesting machinery and their associated
a
control systtems has lled to cons
siderable
ductivity overr the past decade.
improvements in harrvesting prod
Figure
e 4: Increasin
ng efficiencies (m3 harvested
d/man-day) in Swedish fore
est sector prod
ductivity since 1950 17
nts in harvessting machine productivitty can be forecast over the next dec
cade. In
Further improvemen
e Forestry Research
R
Insstitute of Sw
weden launched an aggressive deve
elopment
2008 Skkogforsk, the
program
mme in forest technologyy entitled Environmental and efficien
nt forest tech
hnology 2020
0 18. The
initiative
e’s principal goal
g
is to ach
hieve a 50% rise in productivity acrosss the Swedish forestry sector
s
by
2020 an
nd considera
able focus will
w be placed on new harvesting
h
machine technology and machine
control concepts.
c
O
On-going
devvelopments in
n areas such
h as multi tre
ee handling systems, ha
arwarders
and un-m
manned harvvesting syste
ems will all yield
y
various degrees of efficiency
e
im
mprovements over the
coming years. If Irissh timber pro
oducts are to
o remain com
mpetitive we must recogn
nise the deve
elopment
petitors and ensure that the Irish forest indusstry adopts evolving tec
chnology
goals of our comp
t
To thiss end, we ha
ave introduce
ed a “producctivity improvvement” scen
nario into
improvements over time.
power requirrement foreccasting in ord
der to allow for increasin
ng machine operator
our harvvesting manp
productivity over tim
me. A relative
ely conserva
ative 25% pro
oductivity inccrease has b
been allowed
d for over
y
forecastt period, equ
uating to a 2..5% increase
e per annum. This prod
ductivity imprrovement
the 10 year
scenario
o reflects a combination
n of increased operator productivityy through th
he developm
ment of a
higher skills
s
level am
mong operattors and incrreased mach
hine productivity associatted with the adoption
of evolviing technolog
gies and sysstems.
17
Source: Skogforsk New
ws No.1 2008 (h
http://www.skog
gforsk.se)
18
Source: Skogforsk New
ws No.1 2008 (h
http://www.skog
gforsk.se)
FTEI – Tim
mber Harvestin
ng (Thinning) Operators
O
TNA - 2009
P a g e | 17
The development of double shifting systems is cited by many as the key to more efficient thinning
operations in the future. However our consultation process noted mixed opinion among industry
members regarding the real potential for double shifting to significantly improve efficiencies within
thinning operations. While it undoubtedly increases the annual utilisation rates of expensive
harvesting machinery, many contractors and operators reported problems with double shifts, including
increased machine down time, shorter machine lifespans, staffing problems and reduced operator
productivity during darkness shifts, especially in thinning operations. While this debate should be
explored in greater depth, for the purpose of this study the adoption of double shifting systems will not
have a significant effect on operator productivity or forecast manpower requirements. It will however
influence the profile of personnel required within the sector and this is noted in Section 4.
2.2.2 Coillte Harvest Manpower Requirements
Table 14 below presents estimated future manpower requirements to harvest Coillte’s thinning
volume forecast over the next decade, based on operator productivity assumptions presented in
Section 2.2 above. A “productivity improvement” scenario has also been presented, showing
adjusted manpower requirements assuming a 2.5% annual increase in operator productivity
(m3/annum).
Year 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 Total Thinnings (m3) 672,000 871,000 738,000 977,000 855,000 1,071,000 1,086,000 1,168,000 1,209,000 1,317,000 Productivity Scenario 1
Productivity Scenario 2 No Change in Operator Productivity
Operator Productivity +2.5%/annum
Harvester
Requirements (# persons) 47 64 50 70 58 74 73 76 78 83 Harvester
Requirements (# persons) 47 62 48 65 52 65 63 64 64 67 Forwarder
Requirements (# persons) 35 48 38 52 43 55 55 57 58 62 Forwarder
Requirements (# persons) 35 47 36 49 39 49 47 48 48 50 Table 14: Coillte Thinning Operation Manpower Requirements Forecast 2009 to 2018
It is noteworthy that, assuming no allowance for productivity improvements, the manpower
requirement to harvest Coillte’s forecast thinnings will increase by about 75% over the next decade,
rising from 82 in 2009 to 145 in 2018. If a 2.5% per annum productivity improvement is assumed,
manpower requirements will increase by about 43% over the next decade, rising from 82 in 2009 to
117 in 2018. However, as noted in Section 1.2, Coillte’s total volume production remains reasonably
constant at about 3.2 million m3 per annum during the forecast period. As an increasing proportion of
Coillte’s annual harvest shifts to thinnings, some of the existing harvesting contractor base serving
Coillte’s current clearfelling requirements will have to be re-deployed into thinning operations (with
possible up-skilling requirements) and some additional thinning manpower capacity will be required to
account for an overall drop in harvesting productivity. This will generate specific training needs
discussed in Section 2.3.
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2.2.3 Private Sector Harvest Manpower Requirements
Thinning activity Scenario 2 has been used to estimate the future manpower requirements (and
associated training requirements) within private sector thinning operations over the next decade,
based on operator productivity assumptions presented in Section 2.2 above. This scenario,
presented in Table 15 below, assumes an increasing activity level over time as the private sector
timber supply chain develops, with 25% of coniferous plantations greater than 3ha in size being
thinned in 2009, and a steady increase in activity over the 10 year forecast period, culminating in a
75% activity level by 2018. An “efficiency improvement” scenario has also been presented, showing
adjusted manpower requirements assuming a 2.5% annual increase in operator productivity
(m3/annum).
Alternative estimates of future manpower requirements associated with Thinning activity Scenarios 1
and 3 have been presented in Appendix 1.
Year 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 Total Thinnings (m3) 73,000 135,000 173,000 264,000 262,000 310,000 510,000 675,000 828,000 676,000 Productivity Scenario 1
Productivity Scenario 2 No Change in Operator Productivity
Operator Productivity +2.5%/annum
Harvester
Requirements (# persons) 6 12 15 22 21 25 40 55 64 49 Harvester
Requirements (# persons) 6 11 14 21 19 22 35 46 52 39 Forwarder
Requirements (# persons) 5 9 11 17 16 18 30 41 48 36 Forwarder
Requirements (# persons) 5 9 11 16 14 16 26 34 39 29 Table 15: Private Sector Thinning Operation Manpower Requirements Forecast 2009 to 2018
(Thinning Activity Scenario 2: 25% initial activity assumption with traction to 75%)
Assuming no allowance for productivity improvements, the manpower requirement to harvest our best
estimate of private sector thinnings will increase to a maximum of 112 over the next decade. If a
2.5% per annum productivity improvement is assumed, manpower requirements will increase to a
maximum 91 over the next decade. This is a considerable increase in manpower requirements and
will generate specific training needs discussed in Section 2.3.
2.3 Equating Manpower Requirements to Training Capacity Requirements
Estimates of manpower requirements for Coillte and private sector thinning activity forecasts must be
equated to annual training requirements for the purpose of training resource planning. Forecast
training capacity requirements have been calculated on a rolling two year average in order to smooth
the somewhat irregular annual forecasts of Coillte and private sector thinning activity. While there are
ongoing requirements for up skilling within the existing workforce, it is assumed that there is sufficient
trained capacity to cater for 2009 activity. Therefore, training capacity requirements have been
calculated based on annual increases in forecast thinning activity from 2009 to 2018.
2.3.1 Allowance for Operator Replacement
In order to present a true picture of annual training capacity requirements it is necessary to allow for
the on-going replacement of operators leaving the workforce in addition to forecast increases in
manpower requirements. We have allowed for on-going wastage within the current manpower
resource based on harvesting contractors’ experience of staff turnover levels in the past. While
reliable information on staff turnover was hard to source, anecdotal evidence suggests that 15 to 20
years can be considered a typical period of service for most operators. While there may be regular
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turnover of staff between contracting operations, loss of operators from the sector is considered less
of an issue, particularly in the current economic climate. Over the past decade there have been
considerable employment opportunities in alternative industries involving machine operation. These
opportunities are no longer present and contractors feel that operators will be less likely to leave the
sector in the short to medium term provided there is sufficient demand for their services. Also, it is felt
that levels of turnover within the sector can be further reduced through the adoption of a more
structured approach to career path development and more focused and objective screening and
selection of new entrants (see Sections 3 and 4).
For the purpose of estimating training capacity requirements to deal with the loss of operators from
the sector we have used a 20 year average service period. This equates to a 5% increase in annual
training capacity requirements and has been incorporated into our estimates below.
2.3.2 Estimated Training Capacity Requirements
Estimates of annual training capacity requirements have been presented in Table 16 below. For the
purpose of training capacity forecasting a 2.5% per annum increase in operator productivity has been
assumed (see Section 2.2.1).
Year 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 Coillte Requirements Harvester
Forwarder
Operators Operators (# persons) (# persons) New Rep. Total New Rep. Total 0 2 2 0 2 2 7 3 10 5 2 7 0 3 3 0 2 2 1 3 4 1 2 3 2 3 5 2 2 4 0 3 3 0 2 2 5 3 8 4 2 6 0 3 3 0 2 2 0 3 3 0 2 2 3 3 6 3 2 5 Private Sector Requirements Harvester
Forwarder Operators Operators (# persons) (# persons) New Rep. Total New Rep. Total 0 0 0 0 0 0 3 0 3 2 0 2 4 1 5 3 0 3 5 1 6 4 1 5 2 1 3 2 1 3 0 1 1 0 1 1 8 1 9 6 1 7 12 2 14 9 1 10 9 2 11 6 2 8 0 2 2 0 1 1 Table 16: Estimates of Annual Training Capacity Requirements – Coillte & Private Sector (2009 to 2018)
Table 16 above demonstrates the significant increases in specialist training resources required to
meet estimates of future thinning activity. Capacity estimates specific to the private sector equate to
almost 100 new entrants over the next decade, while on-going skills and knowledge development
training will be required among existing operators. The development of suitable training capacity
must be initiated immediately if forecast demand is to be met. It is imperative for the future success of
our developing industry that new entrants recruited to meet this demand are trained to best
international standards with specific emphasis on the particular skills set requirements for thinning the
developing private sector resource with maximum efficiency and silvicultural integrity (see Sections 3
and 6).
It can be assumed that much of the necessary increase in Coillte’s thinning harvesting capacity can
be drawn from the existing pool of operators currently working in clearfell operations. Therefore,
Coillte’s training requirements will largely be re-training and up-skilling of existing participants and
training of new entrants to satisfy on-going replacement requirements. However, some new entrant
training will also be required to compensate for the overall drop in manpower productivity as the
percentage of thinning operations within the Coillte annual harvest increases. The specific training
needs of existing operators being redeployed into Coillte’s thinning operations must be catered for.
While such operators will have many of the fundamental skills required, they will require training to
address skills gaps specific to thinning operations. Also, it should not be assumed that existing
operators working exclusively for Coillte should be trained to a different standard to private sector
operators because of different management levels. Some observers feel that operators working on
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Coillte sites experience a higher level of management and require less decision making skills.
However, if economies of scale are to be attained within our industry, there will need to be a high level
of cross-over between Coillte and private sector thinning operations to improve the geographic focus
of harvesting contractors’ work schedules and to allow the sectors to “piggy back” each other.
Therefore, operator training should prepare operators to work in both sectors. This is discussed
further in Sections 6 & 7.
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Section 3
Identification of Required Skills & Knowledge
3.1 Background
Following consultation with a broad range of industry participants and a review of the available
literature, a comprehensive listing of the technical skills, soft skills and knowledge base required by
harvesting operators has been drawn up. This listing includes the fundamental skills and knowledge
base that has been considered necessary to date and any additional skills / knowledge that may be
required as harvesting activity within the private sector develops.
There was strong consensus among all participants in the consultation process that there is a
requirement for operator skills sets to broaden in future to keep up with international best practice and
to cater for the new demands of the emerging private sector timber supply chain. The industry cannot
bear excessive costs in the management and administration of the timber supply chain and the
development of self management skills within our timber harvesting resource is considered extremely
important as management / supervisory capacity declines. It is felt that thinning operations within
many private sector plantations will only be economically viable if a new breed of entrepreneurial
operator / contractor develops, capable of interfacing directly with the forest owner. Such operators
will purchase standing timber directly from the grower or sell harvested timber on behalf of the grower.
In such cases a considerably broader operator skills set will be required to replace the traditional role
of the harvesting forester or forest manager.
Also, a new area of skills requirements centres on the day-to-day use of information technology by
timber harvesting operators. As the timber supply chain evolves, more and more emphasis is being
placed on the efficient capture and transfer of large amounts of information relating to timber
harvesting and transportation activities. Timber supply chain managers require more information in a
more real-time format. Given the dispersed and often remote nature of harvesting operations, the
obvious source of much of this information is from the operators located in the forests. Therefore,
training of operators in these new IT skills is becoming increasingly important if we are to develop
efficiencies in line with international standards.
It is also important to note that there is a difference in the required skill sets for harvester and
forwarder operators. Typically, harvester operation is more physically and mentally demanding, as it
requires more frequent decision making, resulting in a higher degree of pressure. Harvester
operators have a more critical role to play in the tree-to-timber conversion process, and thus have a
more responsible role when compared with forwarder operators. Also, more specific to thinning
operations, the harvester operator will often be responsible for planning the harvesting system
(extraction racks, stacking areas etc) and his / her ability to design and implement an efficient
harvesting system will impact on the productivity and safety of the subsequent forwarding operations.
3.2 Skills & Knowledge Listing
Tables 17 to 22 list the various technical and soft skills and knowledge areas that are considered
necessary for harvesting machine operators now and over the next 10 years. Skills and knowledge
areas have been broken down into six key groups:
1.
2.
3.
4.
5.
6.
Machine Operation & Production Oriented Skills
Timber Skills
Silviculture
Environment & Health & Safety
Operations Management
Business Management
Specific skills and knowledge base requirements to meet new demands as harvesting activity within
the private sector develops have been highlighted (**). While each of these identified skills and
knowledge bases should be taught as part of a suitable operator training programme, basic aptitude
should be identified from the outset wherever possible. To this end, it may be prudent to develop a
screening process to determine whether potential new entrants possess the basic aptitude for the
more important operator skills prior to investment in training. Aptitude or trainability testing is
discussed in more detail in Section 6.
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1 Machine Operation & Production Oriented Skills / Knowledge Specific Skill / Knowledge Good eye‐hand coordination & spatial perception Comment ∼ Good eye‐hand coordination and spatial perception are considered essential skills / abilities for all operators if they are to achieve harvesting productivity targets. ∼ While these may be considered to be largely dependent on an individual’s inherent aptitude, they can be learnt and developed over time through intensive training and subsequent machine time experience. Machine driving skills ∼
∼
∼
Basic mechanical & electrical ability Specific maintenance skills ∼
∼
Understanding of machine decision support & telemetric systems** ∼
∼
∼
These skills can be taught providing the candidate has a basic aptitude for machinery. However, operators must fully understand the abilities and limitations of their machines in order to achieve optimal productivity in a safe manner. Correct use of harvesting machinery leads to higher productivity, improved safety & reduced downtime. New machine driving skills requirements may emerge over the next 10 years as harvesting machinery evolves. For example, the further evolution of the “harwarder” concept may result in combined harvesting & forwarding machines suitable for early thinning operations in Ireland. The efficient adoption of any such technology will require new operator skill development**. Operators must have a basic skill set in machinery mechanics, hydraulics, diesel engine mechanics and electrics in order to carry out routine maintenance, perform basic repairs and diagnose & communicate more serious problems. This is essential if downtime and operational overheads are to be minimised. Modern harvesting machinery is equipped with advanced decision support and telemetric systems capable of capturing (and communicating) large volumes of data about harvested material. Operators must have the necessary skill and knowledge sets to set‐up, calibrate, maintain and utilise these systems to their full potential. In the past, there has been a significant skills / knowledge gap in this important area and decision support & telemetric technology has generally been underutilised. Over the last 3 years Coillte have undergone an intensive telemetric systems up‐skilling programme within their sub‐contracted harvesting infrastructure. This is of particular relevance to harvester operators and is further discussed under the “Operations Management” heading below. Table 17: Machine Operation & Production Oriented Skills / Knowledge
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2 Timber Skills / Knowledge Specific Skill / Knowledge Shortwood harvesting methods Comment ∼ A good working knowledge of the shortwood harvesting system operating in Ireland including the ability to interpret timber product specifications from harvest plans and to cut, segregate, extract and present harvested products ready for haulage. Wood energy harvesting methods** ∼
As wood energy markets develop, new systems of harvesting will emerge with specific operator skills and knowledge requirements. These may include whole tree harvesting systems and adapted systems of timber presentation designed to accelerate drying rates. Product specification & quality ∼
An understanding of timber product dimensional and quality specifications and associated tolerances. Understanding of and ability to implement quality control systems to ensure specifications are continuously met. An appreciation of the cost implications of out of specification timber entering the timber supply chain. ∼
∼
Product / value optimisation** ∼
∼
Harvested timber measurement** ∼
∼
∼
An understanding of timber product value based on dimensional, quality and demand criteria. Ability to implement value optimisation using available technology (machine telemetric systems). An understanding of timber measurement systems operating in Ireland with particular emphasis on volume/weight measurement and harvester head measurement systems. Harvesting operators must fully understand how timber is measured and valued as it passes through the supply chain. The new breed of entrepreneurial operator working in the private sector will require a higher skill / knowledge level in this area if they are purchasing standing sales or are selling harvested timber on behalf of forest owners. Table 18: Timber Skills / Knowledge
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3 Silviculture Skills / Knowledge Specific Skill / Knowledge General forestry knowledge** Comment ∼ An understanding of how forests grow, with particular reference to timber stage development and thinning interventions. ∼ The new breed of entrepreneurial operator working in the private sector will require a higher skill / knowledge level in this area if they are offering a thinning service directly to the forest owner. The silvicultural integrity of first thinning operations is vital if future value is to be optimised from our private sector plantations. A considerably higher standard of forestry knowledge will be required by the operator if thinning operations are not being directly planned and coordinated by a forester. General SFM knowledge
∼
A basic understanding of the principles of SFM should be instilled in all practitioners across the timber supply chain. Specific thinning skills**
∼
Fewer and fewer forests will be marked prior to thinning. Some harvester operators may be required to implement a thinning system and intensity in line with demonstration plots prepared by a forester while more will have full responsibility for harvest tree selection. Operators will therefore require significantly higher skill and knowledge levels as thinning activity increases within the private sector. Well executed first thinning operations are crucial to the silvicultural integrity of our forests, as a first thinning operation largely sets the scene for all subsequent operations 19. It should be noted that not all foresters have the skill / knowledge standard required for the prescription and management of thinning operations. A degree of up‐skilling among foresters will also be required as private sector thinning activity levels increase. ∼
∼
Standing timber measurement skills** ∼
Specific skills in standing timber measurement relating to thinning operations (see above). These include basal area / stocking assessment for thinning control purposes. Table 19: Silviculture Skills / Knowledge
4 Environment & Health & Safety Skills / Knowledge Specific Skill / Knowledge Basic environmental knowledge Comment ∼ Understanding of environmental best practice & associated operational guidelines. ∼ Understanding of operational compliance with environmental guidelines. Health & safety knowledge ∼
Understanding of health & safety guidelines and legislation with specific reference to harvesting operations. First aid skills ∼
Certified proficiency in basic and intermediate first aid skills. Table 20: Environment & Health & Safety Skills / Knowledge
19
The significant increase in broadleaf plantations with more selective, subjective and quality focused thinning requirements will
bring new challenges to forest managers and harvesting machinery operators and contractors. This specific demand has not
been quantified as part of this TNA.
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5 Operations Management Skills / Knowledge Specific Skill / Knowledge Literacy & numerical skills
Comment ∼ Basic reading & writing skills to facilitate good communication (see below). ∼ Basic numerical skills and a good working knowledge of the metric system (length, area, volume etc). Good communications & interpersonal skills ∼
∼
∼
Ability to communicate verbally and in writing (SMS, email etc) with other supply chain operators, forest managers, forest owners and timber purchasers (see IT skills below). Ability to receive, interpret and implement instructions. Ability to give instructions and monitor performance. Basic analytical skills ∼
Ability to analyse basic data (e.g. log specification quality report or weight docket report from a boardmill). Self management skills**
∼
Ability to operate with low levels of supervision or no supervision. While this may be considered to be largely dependent on an individual’s inherent profile, it can be learnt and developed over time through proper training and subsequent operational experience. The development of technical confidence through appropriate training will assist in the development of self management skills. There is a significant shift towards self‐management within our timber harvesting infrastructure. This trend is set to continue. ∼
∼
∼
Mapping & GPS skills** ∼
∼
IT skills** ∼
Work planning & networking skills** ∼
∼
Ability to read and interpret maps with particular reference to harvest plans. GPS technology offers many potential benefits relating to operational management and supply chain coordination and will be more commonly used within the industry over the next 10 years. This term encompasses a broad and evolving range of skills that are considered increasingly important in the development of more efficient timber harvesting systems. Timber harvesting operators can play a vital role in supply chain data capture, analysis and communication whether they are managed or self‐managed. Specific IT skills include the proficient use of machine telemetric systems (see Machine Operation & Production Oriented Skills above) and mobile communication devices such as the Blackberry PDA currently being used within Coillte’s timber supply chain management systems. Operators with good work planning skills will capitalise on any potential for economies of scale within the private sector resource, provided they can operate in a flexible manner and cross over between Coillte and private sector operations. Operators with the ability to network with other players will be more likely to source geographically focused work packages and improve economies of scale within the private sector resource. Table 21: Operations Management Skills / Knowledge
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6 Business Management Skills / Knowledge Specific Skill / Knowledge Business management skills & knowledge** Comment ∼ A new breed of entrepreneurial operator will be required to service an increasing demand for thinning operations within the private sector resource. Timber harvesting operators wishing to become owner operators or thinning service providers will require specific business skills in addition to other technical and soft skills noted above. These business skills include: · Understanding of machinery and working capital financing options; · Basic small business accounting including invoicing, payments & taxation; · Harvesting contract pricing, tendering and negotiating. Table 22: Business Management Skills / Knowledge
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Section 4
Profiling Suitable Candidates for Training & Career Development
4.1 Background
It is important that forecast manpower requirements to thin our developing private sector forests
identified in Section 2 are met with the right type of people. With limited training budgets and
resources available to the industry, any investment in operator training and education must be
focused on individuals who are most likely to perform well within the industry and most importantly,
stay within the industry for some time. An informed and focused selection process for new entrant
training will help to increase the average length of operator service within the sector and give optimum
returns from training investment. To assist in the selection of candidates for future training courses, a
hierarchy of necessary and desirable characteristics, traits, attitudes, backgrounds and motivating
factors of potential new entrants has been drawn up through industry consultation and a review of the
available literature 20.
While it is a complex task to determine whether an individual presenting for training is ideally suited
for the job of timber harvesting operator, the past experience of our harvesting contractor base and
timber supply chain managers combined with findings from international research has identified
particular characteristics that, when combined, create a profile of an ideal candidate for training. Such
a candidate is more likely to become a productive and safe operator and remain within the sector for a
sufficient period of time to justify training investment. However, it is unlikely that any one candidate
will possess all of the characteristics listed and it is important to recognise the fact that there is more
than one type of person suitable for training and entry into the evolving timber harvesting sector.
Some candidates will make excellent operators but may not be suitable for owner operator or self
management situations. However, such candidates should not be excluded. Not all future operators
will become or will aspire to become entrepreneurs and self managers. Some potential candidates
will simply wish to work within a managed system and therefore may not need to demonstrate an
entrepreneurial spirit or attitude. However, such individuals must demonstrate a certain amount of
fundamental characteristics if they are to develop into productive and reliable operators.
Experience to date demonstrates that entrepreneurs or timber harvesting contractors will evolve from
a well trained harvesting workforce and it is important that additional training and education is
available to support and encourage this process.
4.2 Listing of Necessary & Desirable Characteristics / Behaviours / Traits
Tables 23 to 26 below list the characteristics, behaviours and traits that contribute towards the profile
of a suitable candidate for a career in timber harvesting operations. As per the TNA terms of
reference, each characteristic has been classified as either a fundamental requirement (R) or a
desirable quality (D). These individual characteristics have been broken down into four key groups:
1.
2.
3.
4.
Background & Prior Experience
Aptitude & Ability
Character
Interests
While many of the necessary skills and knowledge areas identified in Section 3 can be taught as part
of a suitable operator training programme, the basic nature of people cannot be shaped to any great
extent. Therefore the selection process for new entrant training must carefully consider the overall
profile of the candidate, irrespective of their existing skills or apparent aptitude for developing new skill
sets. To this end, it may be prudent to develop a structured screening process to determine whether
potential new entrants are of the correct profile for the job prior to investment in training. Candidate
profiling is discussed in more detail in Section 6.
20
Sources include:
Heikki Ovaskainena and Maria Heikkila. Visuospatial cognitive abilities in cut-to-length single-grip timber harvester work.
International Journal of Industrial Ergonomics 37 (2007) 771–780.
Research Chart for Timber Harvesting Operators (2005). Fox Valley Technical College, Wisconsin, USA.
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Background & Prior Experience Comment Relatively young (D) ∼
Many observers feel that new entrants should be young and completely or relatively new to timber harvesting machine operation. They should not have had the opportunity to develop bad habits. From a forestry background / family (D) ∼
Much of the existing timber harvesting infrastructure is made up of small family businesses with father / son / brother / cousin teams being common. The phrase “sawdust in the veins” was cited by several contractors as a good profiling criterion. Lower rates of staff turnover are typically associated with these family businesses where there is more allegiance / commitment / responsibility and probably better long term career path prospects for family members. From an agricultural background / family (D) From a rural background (D) Previous experience with heavy machinery (D) ∼
It is important that potential new entrants have some understanding of the industry they are considering a career in. These criteria ensure that they have had some exposure to the rural way of life and are familiar with the workings of machinery (tractors etc.). Previous experience within timber or forestry sector (D) ∼
Many existing operators have “evolved” from chain saw operators and had a broad understanding of timber harvesting systems prior to operating a harvesting machine. However, too much experience prior to formal training can lead to the adoption of bad habits which are hard to lose. Good driving record (R) ∼
Entrants with a poor driving record (e.g. excessive penalty points) demonstrate careless and unsafe characteristics. On a purely practical level, machine operators have to travel relatively long distances to their place of work which is often in remote areas. A poor driving record may lead to excessive insurance premiums and / or an increased risk of a driving ban. ∼
Industry reference / recommendation / sponsor (D) ∼
∼
It is very difficult to assess and measure all of the characteristics of a potential new entrant in a short period. Typically we learn more and more about people over time. Therefore a bona fide reference from an existing industry member is a very useful means of determining suitable candidates based on a more long term viewpoint. Also, a candidate who is “sponsored” by an industry member (e.g. harvesting contractor, sawmill) may be more responsible and focused. Desire to live and work in Ireland (R) ∼
Potential new entrants expressing a desire to travel and explore the world may not settle within the Irish forestry sector and will be less likely to contribute to our growing harvesting capacity requirements. Training resources should be focused on candidates showing a genuine desire to develop a career path in Ireland. Willingness / ability to work and stay away from home (R) ∼
Operators must be flexible in their attitude to work place location and must appreciate that they could be required to travel long distances to work at times and stay away from home for periods. While there is a realisation that harvesting work packages must develop more geographic focus in future, there will always be this need for workplace flexibility. Table 23: New Candidate Profile - Background & Prior Experience
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Aptitude & Ability Comment Basic mechanical aptitude (R) ∼
∼
While basic mechanical aptitude is considered a fundamental requirement, some commentators note that poorer maintenance & repair skills can be balanced with good operational skills. A good operator who understands the limitations of a machine will be less inclined to over stress it and damage it excessively. Constant evolution of harvesting machinery means that newer machines are more robust and require less servicing. Therefore, while still important, the emphasis on mechanical aptitude & ability is reducing over time. Perceptive (R) ∼
Good basic coordination (R) Good eye‐hand coordination (R) Good spatial perception (R) Wide use of memory functions including visual & auditory memory (R) ∼
While training may improve on these abilities, it is important that a basic aptitude / inherent skill level is present if a sufficient level of tactic knowledge is to be developed through training. Research and experience has shown that a combination of these basis abilities is an important basic requirement for productive operators. Some or all of these abilities can be initially tested using virtual reality simulators. This is discussed further in Section 6. Ability to concentrate for long periods and work under pressure (R) ∼
Harvester operators must work under constant pressure with constant decision making demands requiring continuous concentration. This is particularly the case in thinning operations where tree selection is required and silvicultural integrity is always at stake. Proficient thinning operators liken productive thinning operations to a game of chess where the operator must be thinking three or four trees ahead. While one tree is being felled the next two have already been identified and the next is being selected. This process requires a high degree of concentration and mental capacity. Capable of multi‐tasking (R) ∼
Productive and safe machine operators and particularly harvester operators must be capable of multi‐tasking, both mentally & physically throughout their working day. Table 24: New Candidate Profile – Aptitude & Ability
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Character Comment Strong willingness to learn (R) Able to take criticism & direction (R) Open minded (R) Positive attitude (R) ∼
Trustworthy (R) Responsible & disciplined (R) Well organised & tidy (R)
Possesses common sense (R) Efficient (R) Productive (R) Natural appreciation of safety (R) ∼
Not only motivated by money (D) ∼
New entrants should demonstrate other non‐monetary motivating factors such as lifestyle, job satisfaction and a genuine interest in the industry. Entrepreneurial spirit (D)
Self motivated (D) ∼
Some candidates may demonstrate entrepreneurial spirit from an early stage and may be highly self motivated. This should be fostered and regarded as a very positive characteristic when profiling new entrants. Capable of being a team player (R) Capable of working with low levels of supervision (R) Enjoys solitude (R) ∼
Efficient timber harvesting operations require a spirit of team work even if individual operators are not working in direct contact with others. Each stage in the timber harvesting process is inter‐related. For example poor presentation of harvested timber will impact negatively on forwarding operations. Candidates must demonstrate a willingness and ability to work unsupervised and on their own in remote locations. ∼
∼
∼
Willingness / ability to work within a shift system (R) ∼
∼
Candidates with these characteristics will adapt to training and education more easily and will be more likely to progress within a structured training and development programme. Also, candidates with these characteristics will be more employable and will be able to adapt easily to an employer’s system of operation. Candidates with these characteristics will be easier to train & educate and will be more likely to “survive & thrive” in the workplace. Timber harvesting operations are an extremely complex working environment with high levels of danger and risk. Operators are delegated high levels of responsibility regarding the welfare of themselves, other operators, the public, the environment, the forest resource and the expensive machinery they operate. Double shifting is seen by some observers as the key to more efficient operations in the future. If double shifting is to become more widespread this may influence the desirable profile of new entrants who may have to demonstrate a willingness and ability to work non‐
standard and unsociable hours. Table 25: New Candidate Profile - Character
Interests Comment Enjoys outdoor life (R) Appreciation of environment, nature, wildlife etc. (D) ∼
Demonstrates that the lifestyle associated with timber harvesting operations will complement the existing interests of the candidate and contribute to overall job satisfaction. Demonstrates an interest in and understanding of the industry (R) Demonstrates a long term commitment to developing a career path within the sector (R) ∼
Demonstrates that the candidate is not just trying out the industry because it looks like fun or because he / she has nothing better to do. The timber harvesting sector requires dedicated operators who are genuinely interested in their careers. Table 26: New Candidate Profile - Interests
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Section 5
What Training is Currently Available?
5.1 Background
Existing training resources available to timber harvesting operators in Ireland and internationally have
been documented. In the case of Ireland, both formal and informal training has been identified. While
it has not been possible to conduct an exhaustive review of all international training resources, some
examples have been given which are useful in reviewing best international practice when considering
what training resources are required in future (Section 6).
5.1.1 Funding of Training within the Irish Forestry Sector
FTEI currently administer the majority of all Forest Service funding specific to training within the Irish
Forestry Sector 21. While some other government agencies are funding specific training courses and
initiatives within the sector, all harvesting machine operator training is currently funded by FTEI which
has no long term funding security, and is currently operating on a three monthly budget. This lack of
long term training & education funding security is a definite obstacle to the structured development of
training resources.
5.2 Overview of Training Resources Available in Ireland
There is a strong consensus among industry participants and observers that the current “system” of
operator training in Ireland is largely ad hoc and lacks any form of strategic focus. There is currently
no structured approach to operator training and much of the training being offered is viewed as a
stopgap to satisfy the immediate needs of the industry (e.g. SFM certification) rather than to develop a
more efficient, productive and safe harvesting infrastructure.
Traditionally, most timber harvesting contractors and operators in Ireland have developed their skills
organically over time, with little or no formal training intervention. There is currently no requirement
for formal training prior to entry into the timber harvesting sector and, theoretically, anyone can
acquire a machine, teach themselves how to operate it and begin to offer a thinning service within
private sector forests. There is currently no structured form of career path development for harvesting
operators, nor is there an industry standardised system of recognising training, qualifications and
experience within the sector. In recent years, Coillte have introduced a system of regulating
operators within their own forests through an operator certification system. Operators undergo a
theory and driving assessment to NPTC standards and must attain official certification to work in
Coillte forests and tender contractual services. This system does not require operators to undertake
any formal skills training. Many observers feel that it has largely been driven by SFM certification
compliance requirements rather than by a motive to up-skill and develop our harvesting infrastructure.
Currently, the limited source of training for harvesting operators in Ireland includes informal training by
existing operators (Section 5.2.1) and specific training courses offered by Coillte (Section 5.2.2).
Other non-operator courses providing training in forestry skills relevant to harvesting operations are
offered by Teagasc under the FETAC system (Section 5.2.3). Reference has also been made to a
previous operator training initiative offered jointly by the Irish Forestry Contractors (IFCA), Coillte and
FAS which is no longer available (Section 5.2.4).
5.2.1 Informal Training
Many machine operators in Ireland begin work without any formal or structured training. Basic on the
job training is provided by existing operators or machine owners and experience is gained gradually.
Contractors often employ a slow and phased approach to trainee machine time exposure. Some
contractors start their trainees on chainsaw activities (brashing etc) supporting thinning operators and
observing the machines in operation. Some supervised machine time is then allocated to trainees
during operator breaks and, eventually some un-supervised machine time is allocated outside of
normal operating hours (evenings and weekends) so as not to impact on the day-to-day productivity
of an operation. Also, many thinning operators “graduate” from forwarder operation to harvesting
21
Some other government agencies are funding specific training courses and initiatives within the sector. These include
Teagasc (e.g. Farm Forestry Management Demonstrations), COFORD (e.g. Growfor dynamic yield model training) and County
Enterprise Boards (e.g. small business development training).
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machine operation over time. This approach allows many of the necessary machine driving skills to
be developed before harvesting machine time is allocated to a trainee. It should be noted that an
unproductive thinning machine is costing its owner at least €3,500 a week in lost turnover so time
availability for training purposes will always be limited. Also, modern machines are extremely costly
and early training sessions can often result in machine damage, repair costs and downtime.
Often entry to the sector via this form of training is through family connections. While this may be a
relatively cost effective means of getting new entrants started, most observers feel that this form of ad
hoc entry into the industry is not ideal. The quality and effectiveness of informal training systems is
highly dependent on the skills and training capability of the operators instructing and supervising the
trainees, something that is difficult to regulate across the industry. The best machine operators are
not necessarily the best trainers and poor instruction during the initial phase of an operator’s training
curve can lead to the development of bad habits, inefficiencies and poor safety, environmental &
silvicultural standards. Nevertheless, a large percentage of operators in Ireland have been trained in
this way and most of these operators have achieved NPTC certification.
5.2.2 Coillte
Coillte offer a specific skills based harvesting machinery training course focused on training new
entrants or inexperienced operators in harvester or forwarder operation. The following points
summarise the main features of the course:
•
•
•
•
•
•
•
•
•
•
•
Initial one day trainability test prior to course to focus training on suitable candidates;
6 week training course with 2 weeks theory and 4 weeks continuous dedicated machine
time with one-to-one instruction;
3 months consolidation process (on the job training) followed by assessment and NPTC
certification;
In-house training personnel and machinery employed;
Courses specific to either harvester or forwarder operation;
No course specific to thinning operations currently offered;
22
Initiated in 2006 and has now run for three years (2006, 2007 & 2008) ;
To date, five participants each year resulting in 15 qualifications. Of these 15, 14 are
currently employed in harvesting operations;
Coillte claim course participants attain a minimum of 70% “normal” productivity after 160
hours of intensive machine time over a 4 week period;
This course currently costs about €17,000 per operator and is has received FTEI funding;
Course capacity is limited by machine availability. Current maximum capacity is 12
harvester operators and 12 forwarder operators per annum.
Coillte also offer various training courses to machine operators aimed at improving skills and
knowledge in the areas of environmental protection, thinning control and health & safety. These
courses are run periodically to ensure that all operators working in Coillte forests are kept up to date
with the latest procedural guidelines and associated monitoring systems. While these courses are
undoubtedly leading to a more informed harvesting workforce, many observers feel that the
motivation for running them is somewhat flawed. The focus of these training modules is always on
SFM certification compliance rather than on developing systems of best practice which in turn will
satisfy future certification requirements. Ideally, certification requirements should be satisfied by dayto-day best practice among an up-skilled and informed harvesting contractor base.
Coillte also offer various training courses relating to the adoption of technology within the timber
supply chain. Operators are trained in machine telemetric systems (including optimal use of harvester
head measurement systems) and timber supply chain data communications. The development of
operators’ IT skills is introducing efficiencies into the timber supply chain as Coillte moves towards a
system of harvesting contractor self management. Some operators and contractors view the
additional responsibilities associated with self management as a burden and feel that this is simply a
way for Coillte to delegate workloads previously borne by Coillte management. However, this
negative perception is largely due to the way in which the training courses are implemented rather
than the training outcomes which are largely positive. The courses are often mandatory in order to
satisfy harvesting contract criteria, and some participants feel that most of the focus is on specific
Coillte data requirements rather than on other potential benefits to the contractor.
22
A similar course ran from 1991 to 2003, funded by the Forest Service.
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5.2.3 Teagasc Ballyhaise (FETAC)
While the FETAC accredited course in forestry offered by Teagasc at Ballyhaise is not specific to
harvesting machine operators, it does provide a fundamental grounding is forestry skills and
knowledge that is relevant to harvesting operations. The following points summarise the main
features of the course:
•
•
•
•
•
•
•
•
Run by Teagasc in Ballyhaise Agricultural College, Co. Cavan;
Offers a one year FETAC Level 5 Certificate in Forestry with an additional one year
FETAC Level 6 Advanced Certificate in Forestry;
Incorporates forestry management, forestry operations and business management
modules;
Has a strong focus on learning through workplace experience with almost 50% of course
credits attainable through work based learning;
A structured, modularised and flexible course built into the National Framework of
Education;
Compatible with HETAC, facilitating progression through the Irish education system.
Gives credits towards HETAC courses (e.g. WIT receive Ballyhaise FETAC Level 6
nd
students into the 2 year of their forestry degree course);
Considered to be a very practical approach to developing a general knowledge base in
forestry;
This course currently does not provide skills training specific to harvesting operators but
is seen by many as a potential starting point for the development of a new structure for
operator training in Ireland (see Section 6).
5.2.4 Forestry Operative Traineeship – Mechanical Harvesting
The Irish Forestry Contractors Association (IFCA) developed a bespoke forestry operative traineeship
in 2004. While this initiative is no longer in operation, it has been reviewed in order to compile
experience and feedback which may be useful in the development of new training structures in future
(see Section 6). The following points summarise the main features of the traineeship:
•
•
•
•
•
•
•
•
Collaborative initiative with input from IFCA, FAS and Forest Service;
FETAC and NPTC accredited;
Funded by Forest Service & FAS;
36 week course piloted in 2004 with 16 weeks of specialist training prior to 20 week
placement for on the job training with existing contractors designated as mentors;
Difficulties with operation and funding of course from the outset with specific difficulties
regarding the cost of machine time allocation to course participants;
High attrition rates and low levels of subsequent industry participation;
Generally there has been negative feedback regarding the overall success of this
initiative;
Some observers feel that it ignored and did not tap into existing forestry training and
education resources, leading to poor value for money and questionable quality.
5.3 Overview of Training Resources Available Internationally
A comprehensive online database of qualifications and associated training resources in forestry
across Europe has been published by an InnovaWood initiative entitled ENQuaFor (the European
Network for Qualification in Forestry). This can be accessed on line at www.enquafor.com/ and
includes qualification and training resource details relevant to timber harvesting operators across
European member states. Another InnovaWood initiative, InnovaWood-EDU 23, provides an archive of
teaching materials and best practice examples in vocational education & training (VET) in the forestrywood chain across Europe. A non exhaustive review of training resources available internationally
demonstrates that some of the more developed European forest industries such as Finland and
Sweden have invested heavily in training and education resources for timber harvesting operators
and, unlike Ireland, have more defined career development structures in place.
23
http://innovawood.learnonline.ie/
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Finland and Sweden have well developed training systems for forestry machine operators, which
are integrated into their general educational system. Finland 24 has eight vocational training
schools with dedicated forest machine operator courses and Sweden has two. While there is no
official requirement for forest machine operators to undergo formal training in these countries, most
new entrants begin their careers by attending vocational training schools after leaving school at the
age of 16. Vocational training courses in Finland are typically 3 years in duration, including extended
periods of on the job training. These courses may seem somewhat long but should be considered in
the context of the Finnish educational system. School leavers in Finland are relatively young (16
years) and vocational training courses are seen as part of the second level or “high school” education
system.
While most international harvesting operator training resources are catering for the domestic training
requirements of the host countries, some of the forestry colleges and training centres offer places for
international students and in some cases, funding for course fees and living expenses has been
provided from European educational funding bodies. This has been availed of by a small number of
Irish operators in the past. For example, Lapland Vocational College in Finland offers an International
course for forest machine operators, taught entirely in English. This is a one year course covering
harvester and forwarder operation offered to international students of 18 years or more with some
previous forestry experience. While these courses may appear to be highly focused, some observers
feel that actual one-to-one tuition on harvesting machinery operating in a live working environment is
limited and spread out over a long period of time, resulting in a slower and more limited skills learning
curve. Actual machine time exposure per student can be as low as 5 hours per week.
Short courses in operator machine skills training are also available internationally. For example, a
two week machine operator course is offered by Kuru Institute of Forestry in Tampere, Finland.
Costing about €2,500 per operator, this course covers machine operation and maintenance,
telemetric systems and health & safety. While it is possible for existing Irish operators or prospective
new entrants to tap into some of these international training resources, it is unlikely that sufficient
capacity or sufficient levels of funding would be available for large numbers of Irish students to attend
periodically.
European courses may be used as a means of providing additional training capacity in the short term,
particularly in the areas of machine operation and the use of on-board technology. However, it should
be recognised that Irish (and UK) forestry operations differ somewhat from Scandinavian systems and
the Irish forestry sector requires bespoke training modules that are relevant to our operating
environment and our timber harvesting & supply chain systems. Also, Ireland should not become too
reliant on international training resources and must develop our own domestic training capacity,
particularly as the scale of our industry increases. A shift in the international emphasis of some
current course offerings may create a sudden drop in training capacity in Ireland.
A highly relevant training initiative closer to home is that developed by the UK Forest Products
Association (UKFPA) Harvesting & Contracting Committee. This eight week training course run in
association with Barony College in Dumfries was developed to address the current ad hoc nature of
machine operator training in the UK and begin to raise the standards of new entrants. Following a
very successful pilot scheme involving four operators in 2007, the UKFPA has agreed to develop the
scheme into a long term operator training resource. While there is currently some question over the
current funding status of this scheme, its content, structure and industry support systems should be
considered as part of the development of a new Irish operator training system.
24
See http://www.metsaopetus.fi for a detailed account of each of the eight forestry training schools in Finland.
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5.4 Identified Gaps in Current Operator Training Resources
Following a review of harvesting machine operator training resources currently available in Ireland,
the following gaps have been identified:
•
The current formal training system is ad hoc with the majority of training being focused
on immediate operational and standards compliance needs rather than a holistic skills
and knowledge development need. In particular, there is a lack of training in general
forestry / silvicultural skills which is of particular relevance to the training of thinning
operators;
•
The current training system, both formal and informal, is unsuitable and has insufficient
capacity to deal with the forecast increase in demand for new operators required to meet
expected levels of harvesting activity within the developing private sector resource over
the next decade;
•
There is currently no structured approach to training of existing harvesting machine
operators and new entrants;
•
There is currently no formal method of entry into the sector and applicant screening is
often informal and non-objective;
•
There is currently no defined system of career development for harvesting machine
operators and no advanced level training and associated certification catering for
operators who want to achieve a higher standard of operator and forestry knowledge;
•
Availability of unproductive machine time for training is limited 25 and there is currently
no access to simulator time for Irish operators;
•
There is no formal link between machine manufacturers and operator training systems
and it is felt that manufacturers could play a larger role in the development of a
sustainable training resource;
•
There is a low level of careers promotion in harvesting machine operation and timber
harvesting contracting among target groups (school leavers etc). Timber harvesting is
typically in remote locations and is generally not seen by the general public. For this
reason, it requires additional public awareness and promotion.
These gaps are addressed in Section 6 which identifies what training is now required.
25
This is currently not the case due to a dramatic slowdown in harvesting activity in recent months. However, training
resources must be planned based on the presumption that harvesting capacity is fully utilised among contractors.
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Section 6
What Training is Required?
6.1 Background
Forecast operator capacity estimates specific to private sector thinning activity presented in Section 2
equate to almost 100 new entrants over the next decade. While it is clear that a significant
investment in operator training is required to cater for this increased capacity, there is overwhelming
consensus that a new standard of training is required to specifically prepare operators for thinning the
private sector resource.
To date, the majority of formal timber harvesting training in Ireland has been driven by Coillte’s
business needs. However, there is now a requirement for a shift in emphasis to encompass the
needs of the private sector as well. It is noteworthy that Coillte’s level of thinning activity is forecast to
increase considerably over the next decade. Their timber production forecast data (Section 1.2) show
thinning volumes accounting for an increasing proportion of their total harvest, rising from 21% to 41%
of their total production over the next decade. This will mean that there will be a common need
across both Coillte and the private sector for increased thinning harvesting capacity. Investment in
training resources must cater for this need and recognise that thinning operations are typically more
demanding than clearfelling operations and require a higher level of operator skill.
Operator training for new entrants into the private thinning wood supply chain must focus on attaining
optimum efficiencies and ensuring high levels of client service. For thinning operations to be cost
effective in private sector plantation forestry, management & supervisory overheads must be
minimised or eliminated. Therefore, operators must be capable of working to pre-defined standards
with minimal supervision while also being able to “think outside the box” and make on-going
operational decisions. Also, thinning operators must be highly focused on productivity. One of the
most important factors influencing productivity in private sector plantation forestry is good operational
planning. Most observers feel that we need to provide a new level of training to equip operators with
additional skills to work within the private sector under very low levels of supervision and
management.
There are some differences in the current training needs emphasised by harvesting contractors and
foresters. Most harvesting contractors want training to focus on the development and optimisation of
operational productivity while forest owners and managers want training to focus on the development
of a more holistic competence level combining productivity and improved forestry skills. New training
requirements must cater for both demands.
A new operator training initiative is now required to meet the following objectives:
•
Fill the forecast operator capacity gap over the next decade identified in Section 2 while:
∼
Improving silvicultural results (especially the quality of thinning operations);
∼
Improving environmental standards;
∼
Improving the level of service offered to the private sector;
∼
Improving operator & machine productivity in line with international trends;
∼
Improving operational efficiencies through better planning and better use of
26
machines ;
∼
Improving overall economic viability of thinning operations and harvesting contractors’
businesses.
∼
Developing an accredited system of operator certification.
26
For example, recent research has shown that specific operator training can lead to a 7% fuel efficiency improvement in
forwarding operations. Source: Skogforsk Resultat #12, 2007.
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6.2 Proposed New Operator Training & Certification System
It is proposed that the Irish Forest Industry develops a new nationally standardised Operator Training
& Certification System, implemented through a modularised and phased approach over the next 5
years using existing training and educational resources in Ireland wherever possible. The system
would accommodate:
1. New entrants with no current employment in the sector
2. New entrants with employment in the sector
3. Existing operators
The system should be structured but modular, to allow participants to develop their skill base over
time while working productively within the industry and gaining valuable experience. It is felt that
FETAC may be the most appropriate foundation for the system, with the development of a new group
of FETAC awards specific to harvesting machine operators. For example, this award group could
cater for three operator standards:
I.
II.
III.
Forwarder Operator
Harvester & Forwarder Operator (Clearfell)
Harvester & Forwarder Operator (Thinnings)
Similar to the current FETAC award offered by Teagasc in Ballyhaise, the awards would be achieved
through the development of credits based on a combination of skills development training, knowledge
learning and practical work experience. Credits would be awarded by FETAC / FTEI accredited
training bodies (e.g. Teagasc (Ballyhaise), WIT, UCD, Coillte etc.) and administered by FTEI or an
outsourced service provider. By developing a modular or credit based training and certification
system, it will be possible for operators to develop skills and knowledge over time and gain
progressive certification. Ideally, the new Operator Training & Certification System should allow
progression from the FETAC system to higher education (HETAC), similar to the Teagasc (FETAC) /
WIT (HETAC) progression. While the numbers of operators progressing in this way may be relatively
limited, it would ensure that the new Operator Training & Certification System is not an unduly limited
career path.
If is felt that the new Operator Training & Certification System should piggy back modules within
existing forestry training and education courses wherever possible. For example, there are some
modules within the existing Teagasc (Ballyhaise) FETAC Certificate in Forestry course that would
meet the syllabus requirements of a new harvesting operator course. This would draw from the
valuable experience within the sector and possibly provide a more cost effective means of developing
training modules.
It is recommended that a pilot Operator Training & Certification System is developed as soon as
possible, with the initial emphasis on the development of a structured training programme for new
entrants.
6.2.1 Structure for Training of New Entrants
The Irish Forest Industry has an opportunity to radically change the way new entrants are trained and
prepared for a career in the timber harvesting sector. Many contributors to this consultation process
feel that all new entrants should attend a full time formal training course such as the Teagasc
(Ballyhaise) one year FETAC Level 5 Certificate in Forestry. While practical skills training is currently
not being focused on harvesting machine operation, the course could be adapted to cater for this
need and teaching modules and skills training modules specific to timber harvesting could be
incorporated. A crucial element of this training structure would be the development of machine
operation skills and currently there is no harvesting machine training resource at Ballyhaise.
However, it is possible that the Coillte training resource could be used for this purpose, albeit in an
adapted format. An intensive period of formal skills training by qualified instructors, followed by a
period of practical experience through job placement would be required. Some additional capacity in
this area could also be sourced from international training centres (see Section 5.3) and formal links
should be considered. Investment in a machine simulation facility should also be considered to
encourage the development of tactic knowledge among students. This facility could also be used in
trainee candidate screening (see Section 6.2.1.1). The concept of machine simulation use within
training systems is addressed further in Section 6.2.3.1.
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Such full time training would be appropriate for new entrants who have no current employment within
the sector. However, there is a strong tradition of harvesting contractors fostering machine operators
within their own operations in a phased manner (see Section 5.2.1) and the new training structure
must accommodate this as many contractors will be slow to release existing staff for long periods if
they are engaged in productive work such as chain saw operations (brashing etc). Therefore, trainee
operators currently employed by a contractor should be able to access training modules and build up
credits over an extended timeframe. There must still be a requirement for formal (off-the-job) machine
operation skills training, particularly relating to thinning operations, but the total amount of formal
machine training time would be less than that of new entrants providing on-the-job training can be
measured and certified.
Section 6.2.3 presents a proposed syllabus structure for the new Operator Training & Certification
System based on three proposed accreditation levels outlined in Section 6.2 (Forwarder Operator,
Harvester & Forwarder Operator (Clearfell) and Harvester & Forwarder Operator (Thinnings)). New
entrants would have to complete all prescribed modules and would obviously not benefit from credits
through prior practical experience.
6.2.1.1 Profiling & Screening of New Entrants
It is recommended that a new and objective system of profiling and screening potential new entrants
is developed and formalised within the proposed new Operator Training & Certification System.
Investment in training is expensive and if we are to attain a new standard of machine operator we
must pick the best individuals and invest in them. A profiling and screening process using criteria
documented in Sections 3 and 4 will help to determine whether potential new entrants are of the right
profile and possess the basic aptitude for the job prior to investment in training. Such a process will
help to improve the calibre of new entrants, reduce attrition rates among trainees and ensure qualified
operators are more likely to remain in the sector.
Potential applicants should be able to demonstrate that they have an understanding of and interest in
the sector and, ideally, they should have some form of industry sponsorship or backing or have at
least arranged for their own job placement with existing harvesting contractors.
6.2.2 Structure for Training Existing Operators
Existing operators will usually be experienced and proficient in machine operation and maintenance.
Therefore intensive training in these areas is not necessary. They may also have developed a broad
and comprehensive knowledge base relating to harvesting operations and forestry. Exactly what level
an existing operator has reached must be determined through a standardised assessment,
authentication and certification process (see Section 6.2.4). The true competence and skill sets of
existing operators must be assessed to the same national standard, regardless of how the
competence was attained. There are some existing operators who would almost certainly be
described as experienced and proficient thinning machine operators and their skills, knowledge and
experience must be acknowledged within the new Operator Training & Certification System.
The proposed modular structure of the new Operator Training & Certification System will allow
existing operators to gain certification at the various standards, either immediately or through further
training. For example, an existing operator certified as a Harvester & Forwarder Operator (Clearfell)
would be required to complete a number of additional skills training and knowledge modules in order
to become certified as a Harvester & Forwarder Operator (Thinnings). Modules could be completed
and credits gained over an extended period while the operator continues to work. Many of the
training modules for existing operators could be made available to existing operators through the
same structure proposed for new entrants (e.g. Teagasc (Ballyhaise)). A mixing of existing operators
and new entrants on certain training modules would be a positive development.
Additional training modules for existing operators must provide scope for additional operator skills
which may lead to improved efficiencies. The proposed Operator Training & Certification System
must not promote training as a means of “becoming more professional” or “qualifying for work” by
simply ticking the boxes. Such an approach may deter participation by existing operators and be
seen as another overhead. Training must be designed to provide actual benefits to operators and
their employers. For example, several harvesting contractors interviewed expressed a demand for
short skills training modules which would foster more productive and / or efficient machine operation.
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6.2.3 Proposed Syllabus Outline
While the scope of this TNA does not allow for the development of a detailed course programme for
the proposed new Operator Training & Certification System, an example of a broad syllabus has been
presented in Table 27 below to demonstrate the key training elements required, particularly relating to
the training of harvesting operators for thinning operations. It is important that the new training
programme is developed through broad consultation with industry members, and in particular with
existing harvesting contractors. Such a syllabus could include some elective modules, similar to the
current FETAC Certificate in Forestry.
Level 1:
Level 2:
Level 3:
Other:
Forwarder Operator
Harvester & Forwarder Operator (Clearfell)
Harvester & Forwarder Operator (Thinnings)
Other specialised modules leading to additional certification Training Category & Associated Modules Initial suitability and trainability screening process: Screening of new entrants Screening of existing operators Machine mechanics: Basic machine mechanics Forwarder maintenance & repair Harvester maintenance & repair Machine Operation: Basic chainsaw skills & safety Forwarder operation including basic crane skills Harvester operation Forestry / Silviculture / Environment: Harvest operations & environmental protection Introduction to SFM; Forestry & the environment Introduction to timber stage forest management Harvesting Operations: Understanding harvest plans & associated mapping Timber assortments and specifications Harvested timber measurement systems IT Skills: Timber harvest data communication Harvester head measurement systems Harvester optimisation systems GPS systems Harvesting in Thinnings: Planning & monitoring thinning operations Thinning control theory & practice Machine operation in thinnings (driving, crane use, presentation for forwarding etc) Rapid tree selection skills Standing timber measurement & timber sales systems Harvesting operation costings Additional Skills (examples): Small business skills Driving techniques for improved efficiency & productivity Broadleaf thinning systems; Wood energy systems Continuous Cover Forestry harvesting systems Level 1 Level 2 Level 3 Other 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 9 Table 27: Proposed Syllabus Outline for New Operator Training & Certification System
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As noted in Section 6.2.2, credits for individual modules may be achieved through on the job
experience. These credits would be formally assessed through skills and competency testing (see
Section 6.2.4 below).
6.2.3.1 Availability of Machine Time for Training & Work Experience
Dedicated trainee machine time is vital to the development of operator skills. While some machine
time may be provided in a formal training environment, there is always the need for on the job training
and skills consolidation. However, machine owners are very reluctant to put new trainees onto their
machines during normal working hours. Productivity in thinnings can drop to as low as 50 m3 per
week when an operator is training and an unproductive thinning machine is costing its owner at least
€3,500 a week in lost revenues. Also, modern machines are extremely costly and early training
sessions can often result in machine damage, repair costs and downtime. Therefore, time availability
for training purposes will always be limited unless pre-defined commitments are secured. The
proposed new Operator Training & Certification System must incorporate structured work placements
for new trainees, with measurable competency assessment and learning outcomes. This will require
considerable support from the harvesting contractor sector.
Machine owners should be encouraged to utilise advanced on board IT systems to analyse operator
performance and provide regular feedback to trainees. Highly developed diagnostic systems, such as
the John Deere TimberLink, record all operator / machine interaction over time and provide detailed
analysis of key performance indicators relating to a specific operator’s timber output (quality &
volumes), fuel efficiency, crane use, saw use, etc. Currently, the more progressive contractors are
using these systems to monitor trainee progress and ultimately decide whether or not a trainee will
make the grade. Coillte are also using such a system to monitor the performance of their machine
operator training course participants. These systems help to identify an operator’s strengths and
weaknesses and can be a very useful tool in focusing training effort. When used in conjunction with
benchmark learning curve systems to monitor trainee progress against international best practice they
are an invaluable tool in monitoring the effectiveness of costly machine training modules.
The impact of trainee work placements on the productivity of contracting operations can be reduced
by ensuring that trainees have received some level of formal machine operation training prior to
placement. The only dedicated training machine currently available in Ireland belongs to Coillte. An
increase in formal machine training capacity will be required over the coming years if forecast
capacity is to be met. Initiatives to develop capacity must be considered in the short term, including
the possibility of existing harvesting contractors with state-of-the-art machines leasing any additional
capacity to accredited training organisations.
Also, the use of machine simulators in the early stages of skills training should be considered.
Simulator use is seen by many as a useful component of skills training and tactic knowledge
development. While machine operator training in Ireland has not adopted simulator technology to
date, largely due to cost, simulators have been widely used internationally to provide relatively
inexpensive machine time to trainees. They can be a safer, lower risk and more practical means of
initiating training of motoric skills and getting new entrants comfortable with basic machine control
systems. However, most observers feel that there is no substitute for actual machine time as
simulators do not fully portray the real forest working environment. Research has shown that trainees
that are over exposed to simulators without some complimentary real machine experience can
develop poor practices as skills to control dynamic forces which cannot be fully simulated must be
learnt on real machines. Simulators have also been found to be particularly useful in the up-skilling of
experienced operators in new cognitive skills such as those associated with cross-cutting
optimisation.
6.2.4 Accreditation of New System and Operator Assessment & Certification
There is overwhelming consensus that any new operator training system must be introduced in
conjunction with an accredited system of operator certification that not only caters for new trainees but
for existing operators as well. While the certification of all existing operators is potentially a relatively
costly undertaking, it is considered necessary if there is to be industry support of and participation in
the proposed new Operator Training & Certification System. Operators and their employers will invest
in skills training if they know that their career path options are broadened and that they will develop a
competitive edge over inexperienced, unqualified or uncertified operators. The development a new
standard will generate a demand for operators with this standard.
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It is not sufficient to simply certify that trainees and existing operators have attended specific training
modules. The proposed new operator skills training and education system must have competency
and learning outcome assessments which lead to programme credits and ultimately to certification.
The Swedish Professional Board of Forestry, in association with Skogforsk (the Forestry Research
Institute of Sweden) is developing a forest machine operator “validation” system 27 to test and certify
the competence and skills of operators. This initiative is being driven by employer demand. It is felt
that FETAC offers an obvious route for the development of an accredited certification system in
Ireland.
27
Source: Skogforsk Resultat #13, 2007.
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Section 7
What Encouragements & Supports are Required?
7.1 Background
If significant investment is to me made in the development of a new Operator Training & Certification
System, it is important that new entrants of suitable profile and ability are enticed into the sector,
encouraged to remain within the sector and, in particular, continue to work as thinning operators.
Thinning operations are often viewed as “messy”, “awkward” or “difficult to make money in” and this is
particularly the case in private sector plantations. However, some of the more progressive harvesting
contractors have begun to develop viable businesses within the sector, particularly if they are able to
move freely between Coillte and private sector work packages. Unfortunately, the harvesting sector
in Ireland is currently experiencing a significant downturn and there is both machinery and operator
overcapacity. As a result, the sector is in danger of losing existing operators with invaluable
experience. Whether this loss is temporary or permanent is yet to be determined. Several areas
have been identified which might help to encourage and support thinning operators to enter, return to
or remain within the sector.
7.2 More Positive Promotion of Careers within the Harvesting Sector
There is often a perceived or real degree of negativity within the timber harvesting sector and some
potential new entrants will undoubtedly be deterred by this. While the sector does face many difficult
challenges (particularly at present), there are many positive aspects to a career in harvesting machine
operation and the emerging private sector thinning resource presents many positive opportunities for
new, well trained entrants. There is a low level of promotion of the forest industry and more
specifically careers in the timber harvesting sector among target groups such as school leavers.
Additional public awareness and promotion is required. This should be focused at secondary schools,
at careers events, at agricultural shows such as the ploughing championships and at the career
guidance counselling profession.
7.3 Raising the Status of Harvesting Machine Operators
There is a requirement to promote harvesting machine operation as a well defined and positive career
path. The development of a new training & certification system would definitely help in this matter and
in particular, the introduction of operator certification would help to raise the status of proficient
operators and trainees. By raising the status of machine operators and defining a more structured
career path that is not too limited, it will be possible to attract more progressive candidates.
7.4 Facilitating Easier Access to Training Systems
There is a substantial hidden cost of training to operators and contractors in the form of operational
downtime. This must be considered in the development of any new operator training initiative. A
modularised training system would facilitate easier access to training by existing operators and
trainees currently employed in the sector. While full time training courses may suit some new
entrants, many training candidates will need to access training while still working and this is best
facilitated by modularised training, possibly spread over a relatively long timeframe. Also, simple
initiatives to facilitate training modules during weekends or evenings would minimise the amount of
unproductive down time associated with training. Regionalising training courses would also help.
With the advent of email and the internet, the development of distance learning or e-learning modules
is becoming more cost effective for small training groups. Modularised course content can be easily
posted on a website while a certain amount of “live” mentorship and student feedback can be
facilitated through the medium of email. A highly relevant example of e-learning is the Harvesthead
28
learn-on-line course developed by InnovaWood-EDU . This on line training resource covers aspects
of harvester onboard computer systems including software navigation, timber measurement systems,
optimisation systems and data transfer. Such on line learning systems would especially facilitate
certain training modules which have large elements of theory and could be administered by a regional
mentor in conjunction with some limited group training to encourage some debate among course
participants and to develop a social element to the training process.
28
http://innovawood.learnonline.ie/
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7.5 Developing Systems of Support & Sponsorship from Industry Members
Many industries have developed strong links with the training resources that serve their sector and
they provide direct and indirect funding to training & education facilities and their students. However,
the forest industry in Ireland seems to be lacking in this area. It may be worthwhile exploring the
concept of a scholarship system for new trainees. Such a system might support the training of one
new entrant each year and could be funded by industry. Sponsors might include Coillte, the ITC, the
Pannelboard Mills and the harvesting machinery manufacturers / importers. Such an initiative would
demonstrate to potential new entrants that there is industry support for their profession. It would also
foster a competitive spirit among potential training candidates.
Also, some formal links should be developed between the proposed new Operator Training &
Certification System and the principal harvesting machine manufacturers. Machine servicing &
maintenance course modules could be developed in association with manufacturers and systems of
student sponsorship, work experience placement or equipment supply or loan should be explored.
7.6 Improving the Economic Viability of Thinning Work Packages
If thinning operators are to secure viable employment within the sector there must be viable work
packages for them to harvest. Currently, within the private sector, thinning activity levels are low and
thinning operations are generally widely dispersed. A geographically focused operation is one of the
most basic means of improving the economic viability of thinnings as operational downtime and lowloading overheads are minimised. However, developing economies of scale through more localised
harvesting operations is easier said than done and thinning operators and contractors will require
industry support in the development of cross sector resource planning systems to provide more viable
thinning work packages.
Important research initiatives such as the COFORD & Teagasc cluster project indicates that a cluster
based approach to locating areas with large concentrations of private forest cover that are
approaching first thinning has strong potential for improving economies of scale within harvesting
operations over the coming years. It is important that operators and thinning service providers are
involved in these research initiatives and that they incorporate a strong knowledge transfer element.
Freedom of contractor movement between Coillte, sawmill and private sector thinning operations
must be fostered as private sector thinning activity increases. For example, harvesting work
packages offered by Coillte in the form of short term or long term contracts should accommodate
some degree of flexibility to allow contractors to pick up small areas of private sector thinnings which
might not be viable in isolation. This would allow contractors to begin a transition into private sector
thinnings without excessive risk. As Coillte’s harvesting operations shift towards a greater proportion
of thinnings in the coming decade, such flexibility may begin to benefit both sectors.
7.7 Considering Alternative Payment Systems for Early Thinning Operations
To a large extent, prevailing timber prices dictate the economic viability of most timber harvesting
operations, particularly in early thinnings where achievable stumpage values are relatively low.
Typically, all timber harvesting operations, including thinning operations, are paid for in cubic metres
or tonnes 29 produced. Some more progressive harvesting contractors purchase standing thinnings
from plantation owners, and sell the harvested timber to panelboard mills or sawmills either at a
roadside or a delivered-in price. This creates additional scope for margins, particularly if the
contractor can manage the timber supply chain activities efficiently.
Alternative systems for measuring and paying for harvesting production in early thinnings should be
considered, especially if growers are primarily looking for a high quality thinning service and are
willing to subsidise low or negative stumpage values. Payment systems in such cases might include
a time (€/hour) or area (€/ha) rate.
29
It is important that harvesting contractors are not disadvantaged by excessive timber weight loss through drying if they are
being paid by the tonne.
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7.8 Focusing Research & Development on More Efficient Early Thinning Operations
The Irish forestry sector should not assume that the old ways are always the best when considering
options for thinning the private sector resource. There may be a need to research and promote
alternative systems which facilitate more efficient or productive operations and make operator jobs in
thinnings easier and more economically viable. Possible areas for consideration include a move to
alternative rack selection systems or less selective (more systematic) first thinning systems. Also,
shorter shift systems are being considered as a solution to operator fatigue, especially in more
demanding thinning environments where harvester operators are under constant tree selection
decision making pressure. Research is showing that shorter shifts (e.g. 6 hours) result in significantly
higher average hourly productivity per shift. Shorter harvester shifts combined with double shifting
can also help to create a balance between harvester & forwarder productivity differentials.
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Acknowledgements:
The following people participated in the TNA consultative process or provided data for analysis. Their
involvement is gratefully acknowledged.
∼
Adriene Booth (Forestry Consultant)
∼
Sean Caplice (Coillte)
∼
Gerry Dolan (Glennon Bros. Ltd.)
∼
Michael Donnellan (Coillte)
∼
Christy O’Donovan (Forest Service)
∼
Eoin O’Driscoll (Drima Marketing)
∼
Mick Fenton (Coillte)
∼
John Joe Horgan (Harvesting Contractor)
∼
Diarmuid Horgan (Harvesting Contractor)
∼
Jerimiah Horgan (Harvesting Contractor)
∼
Willie Houlihan (Harvesting Contractor)
∼
Tom Kent (Waterford Institute of Technology)
∼
Traolach Layton (Palfab Ltd.)
∼
Tommy Lynch (Harvesting Contractor)
∼
John Lyons (Coillte)
∼
Marianne Lyons (Teagasc, Ballyhaise)
∼
Alfie Neville (Harvesting Contractor)
∼
Maarten Nieuwenhuis (University College Dublin)
∼
Christy Nolan (Harvesting Contractor; IFCA)
∼
Heikki Ovaskainen (University of Joensuu, Finland)
∼
Michael Pedini (Waterford Institute of Technology)
∼
Patrick Purser (Forestry Consultant)
∼
Liam Quinn (Coillte – Timber Resource Planning)
∼
Fionán Russell (Forestry Consultant)
∼
Clive Stoddart (Balcas Timber Ltd.)
∼
Mark Toomey (Forest Service)
∼
Donal Whelan (ITGA)
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Appendix 1
Private Sector Harvest Manpower Requirements
Based on Additional Thinning Activity Scenarios
Scenario 1
50% of coniferous plantations greater than 3ha in size are actively thinned.
Production Year 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 Total Thinnings (m3) 146,000 221,000 239,000 317,000 278,000 294,000 437,000 528,000 596,000 451,000 Efficiency Scenario 1
Efficiency Scenario 2 No Change in Operator Productivity
Operator Productivity +2.5%/annum
Harvester
Requirements (# persons) 12 19 21 27 23 23 35 43 46 32 Harvester
Requirements (# persons) 12 19 20 25 20 21 30 36 38 26 Forwarder
Requirements (# persons) 9 14 15 20 17 18 26 32 34 24 Forwarder
Requirements (# persons) 9 14 15 19 15 16 22 27 28 19 Scenario 2
Activity levels are dependent on plantation scale, with a low level of activity (25%) in smaller
plantations (3 to 5 hectares), a moderate level of activity (50%) in medium sized plantations (5 to 10
hectares) and a high level of activity (75%) in larger plantations (greater than 10 hectares).
Production Year 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 Total Thinnings (m3) 217,000 317,000 347,000 458,000 403,000 427,000 620,000 756,000 853,000 649,000 Efficiency Scenario 1
Efficiency Scenario 2 No Change in Operator Productivity
Operator Productivity +2.5%/annum
Harvester
Requirements (# persons) 17 27 29 38 32 34 49 61 65 47 Harvester
Requirements (# persons) 17 26 28 36 29 30 42 51 54 37 Forwarder
Requirements (# persons) 13 20 22 29 24 25 37 46 49 35 FTEI – Timber Harvesting (Thinning) Operators TNA - 2009
Forwarder
Requirements (# persons) 13 20 21 27 22 22 32 38 40 28 P a g e | 47
Notes:
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