Download State of the Talent Pipeline - Master Deck

2016
Meeting
State of the Talent Pipeline
Welcome to NEEN
Agenda Review
• A Spotlight on Engineers and Technicians
– The State of the Engineering Pipeline
– The State of the Technician Pipeline
• Breakout Sessions by Program of Study
• Outreach to Target Populations for Engineering and
Technician Jobs
• More About the National Energy Education Network
• Benefits of Being a NEEN Sponsored Educator
What is NEEN?
• The National Energy Education Network (NEEN) is
a learning forum designed specifically for secondary
and post-secondary educators and their energy and
utility company partners.
• The purpose is to share successful examples of
partnership in attracting and helping qualified and
diverse applicants move along the Student Path into
the industry’s key jobs.
Student Path to Success
Preparation to
enter
education:
Interest to
Acceptance
into program
Education:
Enrollment to
Completion of
credential with
Labor Market
Value
Preparation to
enter job
market:
Screening to
Selection
Energy and Education
Partnerships
Career
in
Energy
Gaps in the Energy Workforce
Survey
Spotlight on Engineers and Technicians
What Are “Key Jobs”?
• Key jobs are those deemed by the energy industry
as critical to providing safe and reliable power:
•
•
•
•
Lineworkers
Power Plant Operators
Utility Technicians
Engineers
• Workers in key jobs make up 44% of all industry
employees
• Many of these positions are unique to our industry
Electric and Natural Gas Utility Jobs
Geographic Distribution
8
Percentage of Key Jobs
15%
Lineworkers
56%
Total
Electric and
Natural Gas
Utility Employees
6%
8%
Plant / Field Operators
Technicians
Engineers
15%
All Other Occupations
Essential Elements of Strategic Workforce Planning
1
0
Industry Game Changers
CEWD Board Revisions 2016
Infrastructure Modernization
Cleaner Energy Mix
Strategic Workforce Decisions
Physical / Cyber Security
Affordability
11
Workforce Skills Impact of External Game
Changers
• Impacts of Infrastructure Modernization and New
Build affect the industry and its contractors
Infrastructure Modernization
Engineer
Lineworker
T&D
Technicians
Generation
Technicians
Plant / Field
Operators
Contractors
High
High
High
Low
Low
High
Engineer
Lineworker
Low
Generation
Technicians
High
Plant / Field
Operators
High
Contractors
High
T&D
Technicians
Low
New Build
12
High
Workforce Skills Impact of External Game
Changers
• Generation Technicians and Plant / Field Operators are most
impacted by the changes to a Cleaner Energy Mix and New Build
• As some plants close and others are built, skill requirements,
workforce size and location will shift as well
Cleaner Energy Mix
Engineer
Lineworker
T&D
Technicians
Generation
Technicians
Plant / Field
Operators
High
Low
Low
High
High
13
Other
Workforce Skills Impact of External Game
Changers
• A large number of physical/cyber security jobs are unlikely to be
created by the industry.
• The knowledge, skills and ability to understand cyber and security
threats to the energy infrastructure is a new workforce requirement
for all employees and all jobs
Physical / Cyber Security
Engineer
Lineworker
T&D
Technicians
Generation
Technicians
Plant / Field
Operators
Contractors
High
Medium
Medium
Low
Low
High
14
Essential Elements of Strategic Workforce Planning
15
Key Findings of the 2015 Gaps in the Energy
Workforce Pipeline Survey
• The workforce is getting younger!
• Youngest of the surveyed jobs are:
 Lineworkers
 Engineers
 Nuclear Operations
• Shows impact of workforce initiatives and hiring
Age Distribution Total Company
2006 vs 2014
25
% of Employees
20
15
10
5
0
18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+
Age
Excludes nuclear contractors
2006
2014
Nuclear Industry Employment
Distribution by Age
Utilities Only
30%
Total Employment:
2015 – 56,568
25%
2013–62,167
% employees
2011 - 59,700
20%
2009 - 57,200
2007 - 55,900
2005 - 57,900
15%
2003 - 58,400
10%
5%
0%
18-22
23-27
28-32
33-37
38-42
43-47
48-52
53-57
58-62
63-67
67+
Age Range
Source: 2015 Gaps in the Energy Workforce Survey Results. Contractors and vendors are not included
2003
2005
2007
2009
2011
2013
2015
2003 Trend
2015 Trend
Total Key Jobs Potential Replacement Impact on Retirement and
Non-retirement Attrition (Excluding Nuclear)
Down from
14% in 2012
Ready in 610 Years
Down from
15% in 2012
(12%)
Ready in 1-5
Years
(14%)
Ready Now
Retained
(54%)
(10%)
5 year NonRetirement
Attrition
(10%)
36% of skilled craft workers and engineers
may retire in the next 10 years
19
Nuclear Generation Operations Worker
5 Year Attrition
Retained (59.3%)
Potential Retirees (25.8%)
Non-Retirement Attrition (14.9%)
2000
1800
1600
Employees
1400
1200
1000
800
600
400
200
0
18-22
23-27
28-32
33-37
38-42
43-47 48-52
Age Range
53-57
58-62
63-67
67+
Potential Retirees are defined as employees that will be older than 53 with 25+ years of service, or older than 63 with 20 years
of service, or older than 67 within the next five years.
Contractors and vendors are not included.
Areas of Concern
• Employees in the generation workforce are the oldest of the
job categories surveyed with the highest percentage of
employees over the age of 53.
• Engineers and technicians have the highest attrition and
retirement forecasts and account for over half of the
potential replacements in the next 5 years
Attrition versus Hires by Job Category
8
7
Gen Tech Hires
6
5
Load Disp Hires
4
3
Gen T&D Tech
Hires
2
1
0
Elec T&D Tech
Hires
2014 Hires
2014 Retirement
Attrition
Technicians
• Generation Technicians category have the lowest
percentage of employees under the age of 32,
indicating a lack of hiring in the younger age
groups.
• Technicians in general are the only job category
where the percentage of hires did not exceed
attrition for 2014.
Age Distribution by Key Jobs
(Excluding Nuclear)
% of Employees
20%
10%
0%
18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+
Excludes nuclear suppliers
Age
Line Worker
Plant Operator
Technician
Engineer
Age Distribution by Key Jobs
(Nuclear Only)
% of Employees
20%
10%
0%
18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67
Excludes nuclear suppliers
Plant Operator
Age
Technician
67+
Excludes nuclear suppliers
Engineer
Engineers
• In the Engineering job category, which includes electrical, civil,
nuclear, and mechanical disciplines, 25% of engineers in nuclear
generation and 20% of engineers in other generation, transmission
and distribution segments are now under the age of 32.
• In contrast, a little over a third of all engineers are over the age of 53.
• While hiring of younger engineers has increased, the lowest
percentages of employees are in the 38-47 or mid career age group.
• The number of engineers who are Ready Now to retire is 13%
• At issue is having a sufficient number of engineers with experience to
replace those leaving and aging out.
2012 vs 2014 Age Distribution
Engineers (Excludes Nuclear)
% of Employees
20%
10%
0%
18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67
Age
2014
2012
2010
67+
2014 Age Group Distribution
Non-nuclear Generation has the oldest workforce
Age 32 and
Under
Age 33 – 52
Age 53 and
Over
Electric T&D
16.7%
49.0%
34.3%
Gas T&D
17.2%
51.2%
31.6%
Nuclear
Generation
16.6%
45.9%
37.5%
Non-nuclear
Generation
13.7%
46.9%
39.4%
17%
49%
35%
Job Category
Total Company
Respondents only
Excludes nuclear contractors
Potential Replacements by 2024 for Key Jobs
(excluding Nuclear)
Potential Replacements
2015- 2019
Potential Replacements
2020 - 2024
Potential
Attrition &
Retirement
Estimated
Number of
Replacements
Potential
Retirement
Estimated Number of
Replacements
Lineworkers
29%
22,000
11%
9,000
Technicians
39%
29,000
13%
9,000
Plant Operators
36%
13,000
11%
4,000
Engineers
38%
10,000
11%
3,000
Total Key Jobs
34%
74,000
11%
25,000
Job Category
Represents steady state without input on Game Changers
Potential Replacements by 2019 for Key Jobs in
Nuclear Business Areas
Potential Replacements
2015- 2019
Potential Attrition &
Retirement
Estimated Number of
Replacements
Operations
29%
3,000
Maintenance
42%
4,000
Engineering
39%
3,000
38%
10,000
Job Category
Total Nuclear Jobs
Represents steady state without input on Game Changers
Excludes nuclear suppliers
Essential Elements of Strategic Workforce Planning
31
Education Requirements
HS Diploma,
Bootcamp,
Certificate,
AA or AAS Degree
15%
Lineworkers
Plant / Field Operators
8%
Certificate,
AA or AAS Degree
Technicians
56%
Engineers
All Other Occupations
15%
HS Diploma,
Bootcamp,
Certificate,
AA or AAS Degree
6%
Bachelors or
Masters Degree
32
Stackable Credentials
Tier 6–8 Job Specific Credentials
• Associate Degree/Accelerated Associate Degree
• Boot Camp / Apprenticeship
• Occupation-specific Certificate
Tier 1–5 CEWD Foundation Bundle
• Get into Energy – Math Certificate
• EIF Certificate
• NCRC Certificate
Tier 4–5 Industry Fundamentals
• (EIF) Energy Industry
Fundamentals Certificate
• CEWD Core Technical Competences
Certificate
Tier 1–3 Basic Training
• Energy Industry
Employability Skills
Certificate
• (NCRC) National Career
Readiness Certificate or
NCRC Plus
8
7
6
5
4
3
Occupation-Specific Requirements
Occupation-Specific Technical
Occupation-Specific Knowledge Areas
Industry-Specific Technical
Industry-Wide Technical
Workplace Requirements
Academic Requirements
2
Personal Effectiveness
1
Energy Competency Tier Model for Skilled Technician Positions in Energy Efficiency,
Energy Generation and Energy Transmission and Distribution
5 Things Employers can do…
1
• Make it Easier
2
• Signal
Requirements
3
• Partner
Externally
4
• Collaborate
Internally
5
• Provide Data and
Feedback
To provide Value
• Lower overall recruiting
costs and cycle time
• Higher pass rates on preemployment screening
• Ability to select from a
more qualified and
diverse applicant pool
• New hire “fit” and
retention
5 Things Educators can do…
1
2
• Conduct Bootcamps
• Recognize Prior
Training
To provide Value
• Higher employer
engagement, support and
curriculum relevancy
• Higher student
employment after
graduation
3
• Focus on the Common
Denominator
4
• Bundle Curriculum
• Greater demand and
sustainability of energy
programs
5
• Provide Supply Data
• Increased enrollment and
retention of qualified,
motivated students
The State of the Engineering
Pipeline
Ray Kelly, Moderator
Wanda Reder, S&C Electric Company
Christine Carpenter, EPCE
Wanda Reder
The State of the Engineering Pipeline
Christine Carpenter
The State of the Engineering Pipeline
Panel: The State of the
Technician Pipeline
State of the Technician Pipeline Panel
Ann Randazzo
Gaps in the Energy Workforce Survey:
Spotlight on Engineers and
Technicians
Ann Randazzo
Gaps in the Energy Workforce Survey:
Spotlight on Engineers and
Technicians
Ann Randazzo
Gaps in the Energy Workforce Survey:
Spotlight on Engineers and
Technicians
Ann Randazzo
Gaps in the Energy Workforce Survey:
Spotlight on Engineers and
Technicians