Bridging the Gap: mentoring LMI’s | Lifting Machinery Inspectors training

In industry, where the safety and efficiency of lifting equipment playa a crucial role, the role of lifting machinery inspectors is of paramount importance.

These professionals are tasked with ensuring that cranes, hoists, and other heavy machinery operate flawlessly, adhering to the strictest safety standards. Their responsibilities extend beyond routine inspections; they are the gatekeepers of worker safety and the integrity of industrial operations.

Despite the significance of their roles, one critical aspect seems to be overlooked – mentorship. It’s an issue that has raised many questions among industry experts and professionals. Why is there so little mentoring happening for lifting machine inspectors, and what are the consequences of this void? Lifting Africa spoke to several industry experts to find out more.

There is no doubt that the LMI carries a huge responsibility,” says Roger Day of Phakamisa Safety Consultants. “He/she is required to thoroughly examine lifting machines and do performance tests on them, establishing whether they are not only safe to use at the time of examining and testing, but also unlikely to fail going forward. It is important to bear in mind that while a 5 ton load falling on someone can be fatal, a 200kg load falling can be fatal too. Lifting any load is a potentially dangerous action.”

Day takes it a step further. “Some categories of lifting machines are extremely complex and the LMI needs to be experienced and familiar with the many models and variations. Hence the years of experience that an LMI-to-be must have before registering,” he explains.

“To be a competent LMI, one must have adequate training and experience. While some training is provided via courses, the mentor plays a significant role in providing both training and experience. It is his responsibility to teach and train the future LMI. This includes teaching by example and later allowing the LMI-to-be to do examination and testing under his supervision, and to guide the LMI-to-be where necessary.”

For Day there is no question that mentoring is an important aspect of LMI training. “It is imperative that the mentor is competent himself, and up to date on regulations, standards and practices. Whatever the mentor does as a role model is copied by the future LMI. Mentors strongly influence how lifting machines are going to be examined and tested in future.”

Gert Oosthuizen, technical manager at Skyjacks, says mentoring plays an important role in raising the confidence of candidate LMI’s. “It also enhances the proper engagement with end users and elevates the comprehension levels of candidates ensuring their safety and proficiency in workplace practices, which is all paramount when it comes to training LMI’s. Furthermore, this approach can enhance the problem-solving acumen of the individual under mentorship, a vital skill for on-site problem resolution. This extends beyond mere technical machine issues and encompasses a holistic grasp of executing performance tests on machinery with precision and safety. Lifting Machinery Inspectors training

Making a difference

Industry expert Ian Gerrard says the concept of mentorship in South Africa is not new, but it is not as common a practice as it should be. The issue is two-fold, he explains. “We simply don’t have enough mentors, but the mentoring process is also not being carried out correctly by all. There are cases where candidate LMI’s in the mentoring process are being used to carry out inspections and tests with a registered LMI then signing off on the certification, when in fact a candidate being mentored can only assist a registered LMI to undertake an inspection or load test as part of experience gaining process.”

Oosthuizen says while many believe that there are not enough official mentoring programmes in place it is important to acknowledge the many thousands of hours that are invested by unofficial mentors. “Many of these mentors do not have proper or even any training and are mostly supervisors who are roped in to provide a mentoring role to a candidate LMI.”

Whilst these informal mentors do make a difference, they cannot take the place of a structured – and much-needed – formal mentoring process. “The reason is that often times in the informal situations the mentors may know the sites and machines, but it is at a far lower level than where the trainee is heading or supposed to be heading,” explains Oosthuizen. “The LMI is a NQF Level 5 Qualification, and the candidate should be prepared for this level. Most of the basic “on the job” training is not enough to get the LMI to this required level.”

According to the experts, one of the main reasons why not more mentoring is done is simply because there are not enough independent mentors available to assist young candidate LMI’s. “If they have nobody at their workplace to assist, they are somewhat lost along the way,” says Oosthuizen. Day agrees saying many aspiring LMI’s are let down during the mentoring process only because the mentor unknowingly does not do things correctly on-site and this behaviour becomes emulated.

This happens particularly when there is no structured mentoring process in place and a supervisor or manager finds themselves having to perform the role. “Typically, lifting machines are overloaded when the respective standard specifies test at 100% of SWL or the standard specifies testing at the rated capacity. So, bad workmanship and incorrect procedures are passed on and gradually standards in the industry will suffer and safety will be more and more at risk,” says Day.

In many cases mentors are also not aware of requirements specified in standards and often are not aware that particular standards are Incorporated Standards (as defined in DMR 18) and must be adhered to. The really big challenge is in how the mentor can become more aware of his/her shortcomings and how to learn the correct practices and in turn how can the future LMI’s be trained and guided correctly?

LMI’s are required to earn CPD points and part of this is by attending CPD courses. Mentors should be treating this as investment in competency and not as a grudge expense.

Choose the courses carefully, advise the experts. According to Day, more CPD courses are required and existing LMI’s should consider attending non CPD courses if there is value.

Another source of information, practices and current trends is attendance of seminars and conferences (like the LEEASA annual conferences) which also provides opportunities for exchanging information and experiences. By being a member of LEEASA you will also receive updates on standards and practices and practical solutions.

Gerrard says, now more than ever, it is critical to ensure that candidate LMI’s are exposed to a sound knowledge base and experience of the type of equipment the candidate is expecting to register as. This can only be obtained by working with a registered LMI, and not by himself.

Ultimately, says Oosthuizen, it is all about knowledge. “Many of the current LMI’s have extensive knowledge in the specific machine type or make, but their overall general knowledge of all the other products or items that should be used is not being addressed and improved. If an LMI knows the mobile cranes better than anybody else but they have no idea about rigging or general lifting tackle, they could still end up causing huge harm by using a damaged tackle item or slinging method to perform the tests with.”

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