Like many companies that rely on skilled labor, finding experienced, qualified employees is one of the most difficult challenges faced by Pipevision, a pipeline inspection and rehabilitation business based in Ashland, Virginia. 

“We get a lot of applicants when we have job openings, but the majority of them are not qualified,” says Dan Clatterbuck, vice president and co-owner of the company. “And the average person with little experience will struggle to do what we do.”

To attract and retain workers, the company emphasizes comprehensive employee training that includes professional certifications in a variety of operational areas. This focus on job training also pays off by making operations more efficient while at the same time fostering employee loyalty, Clatterbuck says. 

All employees receive training in first aid (including CPR certification), defensive driving and confined-space entry. In addition, they complete the following certifications: Pipeline Assessment and Certification Program (PACP), Manhole Assessment and Certification Program (MACP) and Lateral Assessment and Certification Program (LACP), all offered by the National Association of Sewer Service Companies. Employees are also required to earn the Hazardous Waste Operations and Emergency Response Standard (HAZWOPER) certification, says Craig Martin, president and the other co-owner of the company.

“It costs about $850 per person to obtain three of those certifications (PACP, MACP and LACP),” Clatterbuck says. “But it’s a great investment for our clients — and our employees. It also is a selling point for clients. It’s one of the reasons we win so many contracts. … We’re qualified to do work that other companies aren’t.” 

The comprehensive training also contributes greatly to job safety, which is critical for both business and ethical reasons. First of all, contractors with poor safety records don’t last long in any industry. “And our clients’ safety record is impacted by our safety record,” Clatterbuck points out. But even more importantly, the company’s No. 1 priority is sending its workers home safely to their families every day, Clatterbuck notes. 

In addition, the company also pays 80 percent of employees’ health care insurance premiums. The end result of all these efforts? Martin says that despite the company’s rapid growth, only two people have left the company since its inception. 

“Our work force understands what they have,” he says. “If you invest in your employees, they respond accordingly.”

Check out the complete profile on Pipevision in the February issue of Cleaner.