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Military Veterans In the Energy Industry Ed Voelsing Orion International Presentation Objectives Confirm understanding of critical needs Overview of Military Candidates Overview of Military Experience & Training Overview of competition for candidates Present topics for discussion and proposed hiring programs Industry Challenges Aging workforce Finding skilled workers Building future leadership Diversity and Inclusion Growth in demand, capacity, technology Aging infrastructure adding to workforce demands Military by the Numbers 160-220,000 service members transition to civilian careers from the military each year Nation’s second-largest renewable talent pool after new college graduates every year Why Hire Military? Outstanding education and training Hands-on leadership experience in some of the most difficult conditions in the world Experience building teams and motivating people Documented track record of success Military Culture Accelerated learning curves Teamwork Respect for process and procedures Integrity Conscious of health and safety standards Mission accomplishment mentality Diversity & Inclusion Diversity & Inclusion Reflective of the US Population 39% Diversity 25% Female* Multi-ethnic force Global reach of military exposes service members to many cultures Junior Military Officers Junior Military Officers BS/BA & advanced degrees Leadership and management experience of 20-200 people and millions in equipment 4-10 years experience Excellent candidates for Leadership Development and Executive Succession Programs Entry- to mid-level management, project management &individual contributor roles Senior Officers Broad Executive-level experience Extensive Program management & budgetary experience 10-30 years experience Management experience with 200200,000+ employees Enlisted & Non-commissioned Officers Technical & non-technical backgrounds Technical Training roles Hands-on maintenance, planning & operational experience First and second-line leaders HR, Financial and Logistics experts 2-30 years experience Navy Power Generation • Nuclear Power (PWR) • Conventional (Fossil) – Gas turbines – Oil-fired Steam boilers – Diesel Generators • Automation, I & C • Auxiliary Systems • Industrial Electrical Systems and Distribution • Water Chemistry • Chemical/HAZMAT/ Radiological Controls Gas Turbines & Support • Gas turbine maintenance,repair & overhaul • Electrical systems • Electronics, alarms, monitoring and control systems • Quality Assurance Programs • Prime Power (generators & compressors) • High-pressure, NonDestruct Testing • Planned/Predictive Maintenance Programs Construction Trades & Facilities • Heavy construction • Facilities maintenance • Project management • Superintendents • Estimators • Construction trades – – – – – Welding Electrical Carpentry Fabrication Building Controls Non-technical Roles • Infantry & other direct combat roles – Most roles are technical in nature • Supply Chain & Logistics • Operations planning & support • Administrative support – HR Generalists, Career Counselors, Payroll, Employee Services, Legal, EEO Program Managers Military Employment Trends • Demographic shift from blue to green • Many traditional support roles and functions have been outsourced to civilian contractors – Heavy Maintenance & Overhaul – Facilities Maintenance – HR & IT The Nuclear Candidate Pool Nuclear vessels in 1990 *: 150+ Nuclear vessels in 2007**: 80+ *Congressional Budget Office **Navy Fact File Competition for Candidates Oil & Gas Production/Refining Engineering Consulting Heavy Construction Defense/Aerospace ISO/RTO NRC/INPO Manufacturing Steel Semiconductor Transportation Railroads Merchant Marine Air Carriers *These industries consistently hire the same candidates that are a fit for Power Generation, and many have significant aging workforce issues. Power Generation Managers Engineers Operators* Electrical and mechanical/HVAC maintenance technicians* Chemistry analysts/technicians Trainers & Instructors *Military candidates have historically high scores on EEI’s POSS/MASS Tests Power Distribution Leadership & Project Management Electrical and Civil Engineers Line Personnel Testing & Field Service Control room operators & supervisors Emergency services and response Compliance Auditors Gas Distribution Leadership & Management Field Service Control room operators Project Managers Construction Managers Welders Inspectors & QA Managers Military Transition Defined out-dates allow for long-range recruiting programs Continuous pool allows for year-round training classes Military-paid relocation Good for 6-12 months Most enlisted veterans eligible for GI Bill Apprenticeship Training and OJT Alternative way to use VA (GI Bill) education and training benefits Approved apprenticeship programs allow veterans to receive GI Bill training pay above initial salary Up to $825.75/month while training Great way to train & upgrade talent pools Recommendations Identify the veterans within your organization Determine which positions will be a fit for military candidates Do your homework Contact the State DOL for Veterans Affairs Commit to a program or you will lose to the competition Build training programs appropriate to skill level & accelerated learning curve Develop tracking metrics and reporting schedule The Right People on the Bus Questions? Contact Information Ed Voelsing 1-800-872-5002 ext. 155 [email protected]