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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