Training & Workforce Development: Building the Next Generation of PMG Professionals

Across the plumbing, mechanical, and fuel gas (PMG) industries, a single challenge rises to the top of nearly every conversation: the workforce shortage. Contractors struggle to hire qualified installers. Building departments face difficulty replacing retiring inspectors and plans examiners. Engineers report longer project timelines due to staffing gaps. All of this is unfolding as construction pipelines grow and technology evolves faster than ever before. 

The demand for skilled PMG professionals isn’t going away; it’s accelerating. The solution lies in how we, as code professionals and industry leaders, train, mentor and support the next generation entering our field. 

A Shrinking Workforce in a Growing Industry 

It’s no secret that the construction trades have been facing a labor shortage for more than a decade. As seasoned inspectors, tradespeople and engineers retire, the bench of new talent has not kept pace. Younger workers are often unaware that PMG careers offer competitive pay, long-term stability, national mobility and clear advancement pathways. 

Simultaneously, buildings are becoming more complex. Heat pumps, A2L refrigerants, high-efficiency plumbing fixtures, smart controls and alternative water systems are now part of everyday project discussions. The PMG workforce must be not only skilled, but also adaptable and technically fluent. 

This makes training and workforce development not merely optional, but essential. 

The Role of Code Professionals in Building the Future 

While workforce recruitment often focuses on the skilled trades or engineering programs, one critical group plays an outsized role in shaping new professionals: code officials. 

Inspectors and plans examiners serve as the bridge between design, construction and public safety. Their influence on new professionals is significant, either building confidence or shutting it down. A supportive, educational approach in the field or during plan review can inspire newer technicians and engineers, helping them understand not just what the code says, but why it matters. 

Here are ways experienced code professionals can strengthen the pipeline:

Coach Instead of Catch

Younger installers and designers often enter the field with limited practical exposure. When issues arise during inspections, taking an extra moment to explain the reasoning behind code requirements, rather than simply rejecting work, teaches future professionals how to think like an inspector.  

During my time as an inspector, I had several opportunities to coach installers on code requirements. Once during a rough-in inspection (studs open, pipes exposed, no drywall yet), I walked through a home where a new journeyman plumber had just finished the drain and vent layout for a bathroom group. The work was neat, the lines were supported well and you could tell they were proud of how clean everything looked. But as I traced the system, I noticed the tub’s trap arm was running farther than the code allows before tying into the vent. 

Instead of simply flagging it and moving on, I took a moment to explain why this matters before the walls were closed up. 

The installer reworked the piping while everything was still accessible, but the real value was the understanding they gained. They didn’t just learn that the layout needed to change, they learned why the venting rules exist. The next bathroom group rough in they did, I’m sure they remembered the requirement and reason for it and did not just follow the lines on a plan.

Celebrate Good Work

Positive reinforcement goes further than many realize. Calling out excellent workmanship or well-prepared submittals builds goodwill and motivates teams to aim high.

Offer Ride-Alongsand Shadowing

Many jurisdictions already use this training method for new inspectors, but it’s equally beneficial for apprentices, interns and engineering students. A day with an inspector can give emerging professionals a deeper appreciation for safety, compliance and system functionality.

Engage With Local Schools, Trade Programs and Veteran Groups

Nothing replaces visibility. Speaking at high schools, career fairs, apprenticeship programs and veterans’ transition programs can spark interest in code careers that people rarely hear about. 

Clear Career Pathways Through ICC Certification

One of the greatest strengths of the International Code Council (ICC) ecosystem is the structured and nationally recognized certification ladder. For someone entering the PMG profession, these certifications don’t just validate competence; they create a career path. 

Entry-Level Opportunities 

• Residential Building Inspector (B1) 
• Residential Plumbing Inspector (P1) 
• Residential Mechanical Inspector (M1) 
• Residential Electrical Inspector (E1) 
• Permit Technician (If starting in a building department) 

These entry-level certifications provide a foundation for understanding the fundamentals of the codes and can be achieved early in a career. 

Intermediate Certifications 

• Commercial Building Inspector  
• Commercial Plumbing Inspector  
• Commercial Mechanical Inspector 
• Commercial Energy Inspector 
• Commercial Electrical Inspector 
• Fuel Gas Inspector  

These broaden an inspector’s capability and help new professionals become more versatile within a department or company. 

Advanced Pathways 

• Residential Plans Examiner  
• Residential Energy Inspector/Plans Examiner 
• Building Plans Examiner 
• Plumbing Plans Examiner 
• Mechanical Plans Examiner 
• Electrical Plans Examiner 
• Accessibility Inspector/Plans Examiner 
• Certified Building Official 
• Master Code Professional 

For professionals who want to rise into leadership roles, combination inspector certifications or MCP status provide credibility, mobility and recognition across the industry. 

The Importance of a Ladder

The certification structure gives new professionals a clear sense of progression. Rather than feeling stagnant or limited, they can see each step and understand how to move forward. This clarity is a major selling point when recruiting young talent into municipal departments or industry positions. 

Leadership’s Role: Creating a Culture That Attracts Talent

Workforce development is not only about classes or credentials, but also about culture. Younger professionals thrive in environments that emphasize: 

• Mentorship over criticism 
• Growth over gatekeeping 
• Purpose over routine 

Leaders in PMG fields must advocate for professional development budgets, mentoring structures, cross-training and positive department identity. When an organization invests in people, those people stay and recruit others. 

Looking Ahead 

The PMG community is at a pivotal moment. As technology transforms our buildings and as experienced professionals reach retirement, the need for new talent is greater than ever. But we have something few industries do: a passionate, knowledgeable, mission-driven workforce that believes deeply in protecting public health and safety. 

By mentoring generously, showcasing the rewarding nature of our work and supporting clear certification pathways, we can build a future where the next generation not only fills the gaps, but leads the way. 

The next chapter of this industry will be written by those we train today, and as code professionals, inspectors, engineers and contractors, we are uniquely positioned to shape it. 

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