Beyond the Skills Gap: Building a Resilient Automation Workforce

Workforce challenges, particularly the widening skills gap, remain a primary concern throughout the automation industry, with an emphasis on the shortage of skilled technical roles. This gap is rapidly increasing with the adoption of Artificial Intelligence (AI) and digital technologies. Controls engineering is among the most impacted areas, where demand for experienced professionals continues to exceed availability. This shortage is driven by several factors, including the retirement of experienced engineers, increasing system complexity, and the expanding technical scope required to meet evolving industry changes.

This shift has redefined the role of qualified engineers who are now expected to operate across multiple domains, integrating expertise in PLC programming, industrial networking, and cybersecurity. As a result, organizations are facing new challenges in recruiting, developing, and retaining the specialized talent necessary to support projects.

At ACE, we address these challenges by supporting our customers, employees, and the broader engineering community through knowledge sharing, workforce development, and technical expertise.

Challenge: Loss of Institutional Knowledge

Many facilities rely heavily on veteran engineers whose understanding of system history, failure modes, and past decisions exist primarily in their memory. When those individuals retire, critical knowledge often leaves with them, creating gaps that slow troubleshooting and increase operational risk.

For engineering teams, the loss of institutional knowledge can result in longer root-cause investigations, difficulty diagnosing recurring issues, and a greater need for external support.

Solution: Prioritize capturing and maintaining structured knowledge

• Historical knowledge repurposed into usable engineering assets
• Mentorship programs for senior experts to connect with early-career engineers
• Centralized knowledge libraries containing standards, guides, and best practices

Creating an internal resource designed to improve knowledge-sharing, collaboration, and operational efficiency across all teams ensures that critical expertise is retained and accessible.

CHALLENGE: EXPANDING TECHNICAL SCOPE

Modern control systems extend far beyond PLC logic. Engineers are now expected to work across industrial networking, cybersecurity, data systems, and platform integration, and often simultaneously. This shift requires broader, cross-disciplinary expertise and a continuous focus on upskilling.

Solution: Equip engineers with practical, cross-functional capabilities

• Cross-functional technical training in PLC programming, industrial protocols, and network diagnostic
• Cybersecurity fundamentals tailored to operational environments
• Hands-on simulation and digital twin environments for safe testing and validation
• Vendor-led deep dives that introduce emerging platforms and best practices

Participation in industry events and professional associations can provide both practical training and strategic insight, helping engineers, technicians, and operators stay adaptable and competitive. 

CHALLENgE: CONTINUOUS LEARNING & DEVELOPMENT

While technology continues to evolve rapidly, production demands often leave engineers with limited time for training and development. Without structured learning opportunities, technical skills can stagnate, making it difficult for teams to keep pace with evolving technologies, system upgrades, and industry best practices.

Solution: Integrate learning into day-to-day operations, so development is continuous, not disruptive

• Modular training paths that align with role requirements
• Association technical roundtables and peer-led sessions
• Certification pathways that connect skill development to career progression

Employee involvement in professional organizations, including participation in leadership roles, strengthen both individual capability and the broader industry network.

CHALLENGE: ALIGNING TALENT WITH OPERATIONAL NEEDS

Traditional hiring models often emphasize credentials over applied capabilities. As a result, engineers may enter roles with a strong knowledge but have limited exposure to real-world systems. At the same time, organizations need access to expertise without always expanding headcount. 

Solution: Focus on a practical, skills-based approach to workforce development

• Position descriptions that define clear, measurable technical competencies
• Hands-on assessments to validate engineering readiness
• Direct exposure to plant systems and live operational scenarios

Investing in long-term pipeline development through recruiting partnerships with local universities and technical schools helps bring new talent into the field with stronger alignment to real-world automation environments.

BUILDING WORKFORCE RESILIENCE THROUGH PARTNERSHIP

The workforce challenges facing the automation industry represent a long-term shift in how technical expertise is developed, retained, and applied. Addressing these challenges requires a dual focus: strengthening internal teams while delivering valued support to customers.

ACE is committed to helping our customers navigate workforce gaps, system complexity, and long-term operational planning. Our flexible support models align expertise with immediate and evolving needs, from staff augmentation and on-site engineering support to specialized technical services and owner’s representative capabilities.

Through knowledge transfer, technical expertise, continuous learning, and industry engagement, ACE helps organizations maintain critical systems, improve operational performance, and build a stronger, more adaptable workforce prepared for the challenges of today and tomorrow.

build a stronger automation workforce.