“More than attrition, it would be lack of an applicant pool,” he said.Īcross the nation, rail companies have stepped up recruiting efforts to fill in behind retiring baby boomers. His competition, however, comes from the oil field, not an aging work force. Steve Sheldon, marketing manager for the Yellowstone Valley Railroad, a short line with headquarters in Sidney, says he’s looking for qualified employees, too. The extra positions will also beef up crews installing new rail ties between Billings and Huntley and Laurel and Wyoming, part of BNSF’s $54.4 million statewide capital improvement plan for this year. They will fill a variety of positions, including track, signal, mechanical and conductor trainees. In fact, earlier this year the company announced that it planned to add 106 employees to its Montana payroll. “For decades, BNSF was one of the top two employers in the state, and it remains in the top five.” “BNSF is in the hiring mode and will add positions across Montana this year,” he said. Gus Melonas, spokesman for BNSF Railway, said 38 percent of the company’s employees are 50 or older and only 24 percent are younger than 35. Across Montana, the rail industry is competing for a limited pool of employees in a state with an unemployment rate of 2 percent, the lowest in the nation. MRL is not alone in its quest to replenish its ranks. But ultimately, he foresees a need for 20 percent more employees. Some of the pressure will be absorbed through increased employee efficiency and a shift to heavier and longer trains, he says. He attributes the boom to a shift from truck to rail transport. By 2020, he says, the rail industry projects a 70 percent increase in the tons of goods moved nationwide. And that presents a critical challenge as the industry faces a surge in business. Walsh doesn’t expect the situation to change soon. Now, you have two to three to choose from.” “You could choose from whoever you wanted. “In the late ‘80s, you had 20 to 30 people (apply) for a job,” Walsh said. Rail mergers were common, and the resulting layoffs created a pool of railroaders looking for work. It did so, but those were different times. Two decades ago, the fledgling company had two weeks to fill its entire roster of 600 people. This fall, MRL will celebrate its 20th anniversary. “We always want to hire the best and the brightest,” he said. The company’s single largest challenge, he said, is recruiting, developing and retaining the best people. Considering the industry’s alluring retirement policy – full retirement at age 60 for employees with 30 years of service – and expectations of significant growth during the next 20 years, he would like to avert the potential train wreck ahead. Tom Walsh, president of MRL, points out that the average age of MRL employees is fast approaching 45. They also represent a challenge for the entire industry. “I have mixed emotions about it.”Įmployees like Miller represent the aging demographic at MRL. “Those eight years are going to go fast,” he said. But he can’t draw his pension until he hits 60, the magic age at which he will qualify for full retirement and benefits. BILLINGS – Steve Miller is 52 and beginning to think about the end of the line.Ī career railroader, the Montana Rail Link engineer has put in enough years to retire.
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