Simple Solutions That Work! Issue 18

Continued on next page W hen it comes to casting ladles there are three basic types of foundry ladles, usually named for their method of pouring: lip-pour, teapot spout and bottom pour ladles. Each type has their benefits and drawbacks. The choice will vary depending on the metal being poured, the type of casting being produced, and the foundry preference. STEVEN HARKER Technical Director Acetarc Engineering Co. Ltd ARTICLE TAKEAWAYS: • Look at the bigger picture with respect to skills retention • Create an internal path where skills can be passed on • Support and work with the professional partners How to Retain Important Foundry Skills From talking to many sources, the general opinion, at least in the UK, is that the foundry industry has both a skills shortage and an image problem. Something that I suspect is replicated in many other countries. In the time I have been involved in the industry, I’ve seen it undergo a massive transformation. While you and I may see the changes, I suspect that it is still considered by the general public, and our politicians as a “dirty low tech, metal bashing” industry. Consequently, not an attractive career choice for many. A general impression that does everybody associated with the foundry industry a great disservice. The industry covers such a wide range—from foundries that are still using techniques based on processes introduced in the early part of the industrial revolution—to foundries that are using the latest technology, that wouldn’t be out of place in a Sci-Fi movie, to achieve products of a standard that would have been unthinkable a few years back. While it is not uncommon to see the latest in 3-D printers, laser measurement, robotics and scanning, robotics etc. used as an integral part of the daily production cycle, the general public perception of this industry, is of the past that conjures up images of hard physical labor in a dirty and dangerous environment. What is overlooked by the wider public are the many skills demonstrated by those working in the perceived “low tech” foundry, and where those skills came from and how they can be preserved. In the past, training was often carried out “in-house” with the knowledge being passed down, often from one generation to the next. However, massive changes to the industry have often broken these paths. Many smaller and medium- sized foundries simply do not have the time, personnel or the money to run training programs as they might have once done. Likewise, the change of personnel often makes it difficult to retain an in- house pool of skills. You cannot rely on a Bob being there, with his 25 years experience to mentor the new kid, Ted. I see the retention of skills and training as two halves to the same problem and one that needs to be addressed by foundries, if they are not already doing so, sooner rather than later. When foundries are faced with many immediate problems, I can see a temptation to keep pushing this issue as 37 HOW TO ISSUE