Maintenance Management

By Seth Skydel Workforce Planning

For David Johnson, director of fleet at PAR Western Line Contractors, there is no single answer. Success, and especially for growing operations, stems from several initiatives that strengthen hiring and retention pipelines.

Based on more than 30 years of leadership experience in fleet management, Johnson brought workforce planning strategies to light during EUFMC 2026. PAR Western Line Contractors, a Quanta Services company that provides a range of utility construction and restoration services, fields a large fleet of assets across California and Hawaii. Its fleet workforce includes field and shop mechanics, fabricators, equipment managers, and support staff.

“ Workforce planning matters,” Johnson said.“ Over the next 10 years, the skilled mechanic shortage is projected to remain severe, and without significant investment in training and retention, demand will

Three Phases to Mastery

New technicians at PAR Western Line Contractors can advance their careers through an apprentice program.“ We provide a structured path from yard hand to fully certified mechanic,” David Johnson explained.“ The program develops competent mechanics through a phased approach that emphasizes safety, technical skill, company culture, and accountability.”

The three phases of the PAR apprentice program include:

• Phase 1: Yard Hand / Entry Level Apprentice in a company facility or yard.

• Phase 2: Field Support / Field-Based Apprentice( with travel) for hands-on experience supporting field mechanics.

• Phase 3: Shop Mechanic / Shop-Based Apprentice for developing full mechanical competency across five progressive steps during a 30- to 36-month period under a journeyman. This phase includes mechanical repairs and PMs on company equipment; diagnostics, troubleshooting, and quality control; accurate work orders and service records; building required tool lists; 16 ASE certification exams; vendor training courses, and completion of 41 Job Performance Evaluations.

“ The program includes apprentice mechanics, supervisors who oversee training, journeyman mechanics who mentor apprentices, and management responsibility for evaluation,” Johnson explained.“ Advancement is earned based on demonstrated competency, completed training, and management approval, and compensation grows with added responsibility.”

exceed supply well into the mid 2030s. The most impacted sectors will be fleet, diesel, utility, municipal, and construction.”

Data on the fleet workforce shortage spells out the details. According to industry estimates cited by Johnson:

• 50 % of fleet technicians are eligible to retire within the next 10 years

• 73 % of fleet managers are reporting difficulty filling skilled roles

• 400,000 unfilled mechanic positions nationwide are projected annually by 2028

Developing employees at PAR includes tailboard meetings that help ensure crew members are safe, certified, and productive.

Four Pillars

At PAR, workforce planning is approached on four fronts.“ We’ re focused on attracting, developing, and retaining people, and on planning,” Johnson related.“ Each of those activities is aimed at building a stable of talent.”

To attract technicians, PAR is working to reach potential service employees by building a compelling employer brand,

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October 2026 • www. cranehotline. com