The aging workforce in the petrochemical industries today represents huge challenges for the future that require innovative responses. Considering that the 50+ age group is the fastest growing segment of the workforce, and recognizing that 11% fewer people were born between 1966 and 1985 than in the 20 years immediately following WWII, our industry faces many obstacles in maintaining a stable, well-trained workforce. When one recognizes that over 35% of workers in technical fields are 45 years and older, this problem becomes more alarming.

Valero Energy Corporation has committed to a corporate simulation project initially consisting of twenty-nine dynamic unit simulations. The program includes simulator / console training for Foxboro, Honeywell Experion / TDC 3000, and Yokogawa systems. As an extension of this program, Valero has embarked on a path intended to systematically address the problem of knowledge loss. In parallel to the simulator program, Valero is standardizing its operator, maintenance and craft training activities and taking additional steps to maintain subject matter expertise, capture institutional knowledge, and mentor the next generation. This paper will describe some of Valero's initiatives, and discuss the technical and commercial benefits obtained.