Download Hiring Military in the Energy Insdustry

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
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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
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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]