2017 South / Southeast Region Meeting

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1 2017 South / Southeast Region Meeting

2 2017 Goals Update 2

3 CEWD Mission Build the alliances, processes, and tools to develop tomorrow s energy workforce Workforce Planning Career Awareness Industry Solutions Regional Implementation Education Structure and Support 3

4 What s new in Workforce Planning? National Strategic Workforce Plan Game Changers: a Fresh Look Delivering the Nuclear Promise (DNP) Webinars New WFP Tools like the Critical Job Assessment tool Workforce Analytics Best Practices 2017 Gaps in the Energy Workforce Survey Progress 2017 focus on Knowledge Capture and Retention 4

5 Quadrant 1, Business Planning Critical Job Assessments This template can be found in the Strategic Planning Wizard: 5

6 What s new in Career Awareness? Troops - Veterans in Energy Professional Society, Troops to Energy Jobs Commitment and Badge Women Strategic Linkages Guide for Women Engineers Youth - Get Into Energy / Get into STEM FIRST initiative Recruiting and Hiring Individuals with Disabilities Solution Guide 2017 focus on benchmarking data for different populations and Energy Engineering Career Awareness 6

7 Four Super Regional Competitions + Robot Doctors + Active social media campaign = Energy Career Awareness 7

8 Overview Before Hire After Hire Troops to Energy Jobs National Template and Implementation Wizard Roadmap for Transitioning Military and Veterans Professional Society to help new employees transition and to provide professional development opportunities for existing veteran employees 8

9 Opportunities for Military focus Troops to Energy Jobs Commitment and Badge Quarterly Community of Practice calls TEJ Registration site Next Veterans in Energy Forum October 5-7, 2017 in Arlington, VA 9

10 What s new in Education? Energy Industry Fundamentals 55 active approved Providers; 1882 EIF certificates issued; digital credential EIF Survey - 90% of 2016 survey respondents said that EIF helped prepare them for the industry GIE Math and Test Prep update National Energy Education Network 10

11 NEEN Schools 11

12 South / Southeast Region NEEN Schools 12

13 What s new in Support? Contractor Involvement Best Practices Guide 2017 focus on Knowledge Transfer and Retention All 2017 Meetings scheduled 13

14 Region and Consortia Update 14

15 Essential Elements of Workforce Planning Organized Workforce Planning Structure and Support Strategic Workforce Priorities and Implications Workforce Risk Analysis BUSINESS PLANNING Link Workforce Needs to Corporate Business Strategies Cross Functional Collaboration WORKFORCE ANALYTICS Forecast Talent Needs Map of Current and Future Workforce Strategic Workforce Analysis Short and Long Term Talent Requirements Talent Pipeline Development Effectiveness Internal Employee Development Effectiveness Feedback for Continuous Improvement EXECUTION & METRICS Measure Results WORKFORCE DEVELOPMENT Build Internal and External Talent Pipeline Short and Long Term External Talent Pipeline Development Internal Employee Development Knowledge Capture and Retention

16 Industry Game Changers Revised May 2016 Pace and Timing 16

17 Summary of Risk Assessment 17

18 Game Changer: Cleaner Energy Mix 2005 National Fuel Mix 2016 National Fuel Mix Non-Hydro Renewable s 8% Nuclear 20% Other 1% Coal 30% Natural Gas 34% Hydro 6% Source: Department of Energy, Energy Information Administration Source: EIA. Net Generation, Year 2016 Preliminary Data 18

19 Net Generation Fuel Mix, by CEWD Region Northwest Region Natural Gas 12% Non-Hydro Renewables 11% Midwest Region Non-Hydro Renewables 10% Nuclear 22% Other 1% Mid-Atlantic/Northeast Region Hydro 50% Coal 23% Nuclear 4% Other 1% Natural Gas 15% Hydro 2% Coal 50% Non-Hydro Renewables 4% Nuclear 31% Other 1% Coal 22% Natural Gas 37% Hydro 5% West Region Non-Hydro Renewables 17% Nuclear 11% Other 1% South/Southeast Region Natural Gas 44% Non-Hydro Renewables 7% Natural Gas 41% Hydro 9% Coal 22% Source: EIA. Net Generation, Year 2016 Preliminary Data Hydro 2% Coal 27% Other 1% Nuclear 19%

20 Current Generation Mix in the South/Southeast Natural Gas 44% Non-Hydro Renewables 7% Nuclear 19% Hydro 2% Coal 27% Other 1% Source: EIA. Net Generation, Year 2016 Preliminary Data 20

21 Region Game Changers How do the Game Changers reflect what is happening in the Region? What kind of workforce impact are you seeing? Other Game Changers? What are Region Workforce Priorities? 21

22 Industry Game Changers Revised May 2016 Pace and Timing 22

23 23

24 Break 24

25 Making the Connection to a Diverse Qualified Pipeline 25

26 Purpose of this section Define the current situation with diversity efforts Review concept of strategic linkages to make the connection between diversity in the pipeline and diversity in the workplace Understand what it will take to make progress in this area and what CEWD can do to support 26

27 Essential Elements of Workforce Planning Organized Workforce Planning Structure and Support Strategic Workforce Priorities and Implications Workforce Risk Analysis BUSINESS PLANNING Link Workforce Needs to Corporate Business Strategies Cross Functional Collaboration WORKFORCE ANALYTICS Forecast Talent Needs Map of Current and Future Workforce Strategic Workforce Analysis Short and Long Term Talent Requirements Talent Pipeline Development Effectiveness Internal Employee Development Effectiveness Feedback for Continuous Improvement EXECUTION & METRICS Measure Results WORKFORCE DEVELOPMENT Build Internal and External Talent Pipeline Short and Long Term External Talent Pipeline Development Internal Employee Development Knowledge Capture and Retention

28 Building the Talent Pipeline Preparation to enter education Education Preparation to enter job market Qualified Diverse Applicant

29 Talent Requirements Diverse Qualified Right time Right place 29

30 The Search for Talent Recruiting Hiring Retention 30

31 Creation of a Diverse Qualified Workforce requires focus in every phase Preparation to enter education Education Preparation to enter job market Qualified Diverse Applicant Recruiting Hiring Retention to ensure diversity and quality of those coming in, and retention of those already employed

32 What happens when there is a disconnect? Preparation to enter education Education Preparation to enter job market Qualified Diverse Applicant

33 What happens when there is a disconnect?

34 So what s the problem? Preparation to enter education Education Preparation to enter job market Qualified Diverse Applicant Recruiting Hiring Retention There is not enough diversity in the energy education and talent pipeline Diverse candidates exist, but recruiting and hiring systems aren t aligned to sources We bring in diverse talent, but they leave. 34

35 The Community We Serve Population Demographics 70% 60% 50% 40% 30% 20% 10% 0% White Black or African American South Region Hispanic or Latino Asian American Indian or Alaska Native Native Hawaiian or Other Pacific Islander Two or More Races United States Population 35

36 Student Pipeline 3% 2% 0% 3% South Region K-12 Student Population White Students Black Students 41% 16% 35% Hispanic Students Asian or Asian/Pacific Islander Students American Indian/Alaska Native Students Hawaiian Nat./Pacific Isl. Students Two or More Races Students Data from National Center for Education Statistics

37 The Community We Serve 70% Population Demographics 60% 50% 40% 30% 20% 10% 0% White Black or African American Hispanic or Latino Asian American Indian or Alaska Native Native Hawaiian or Other Pacific Islander Two or More Races Southeast Region United States Population 37

38 Student Pipeline 2% 1% 0% 3% Southeast Region K-12 Student Population White Students 16% 28% 50% Black Students Hispanic Students Asian or Asian/Pacific Islander Students American Indian/Alaska Native Students Hawaiian Nat./Pacific Isl. Students Two or More Races Students Data from National Center for Education Statistics

39 Typical Community College Student From AACC Fast Facts, February

40 Military demographics? Demographics of Active Duty U.S. Military Males Females White Black or African American Total Other 40

41 100% 90% 80% 70% 76% 93% Workforce Demographics Diversity Benchmarking Data 79% 77% 67% 60% 50% 40% 52% 48% 30% 20% 10% 0% 24% 7% 14% 8% 10% Males Females Hispanic or Latino White 12% 9% Black or African American 6% 5% 5% 3% Asian Total All Industries Total Utility Workforce Total All Industry Key jobs 2% 1% 1% Total Other Data from EMSI, March

42 So what s the problem with increasing the number of women in skilled technician positions? There are not enough women in the energy education and talent pipeline Female candidates exist, but recruiting and hiring systems aren t aligned to sources We bring in female talent, but they leave Preparation to enter education Education Preparation to enter job market Qualified Diverse Applicant Recruiting Hiring Retention 49% Females in K-12 57% Females in Community College?% Females in Energy Technician Programs 15% Females in NUCP programs 4% Females in skilled technician jobs for all industries?% Females in utility skilled technicians?% Females leave positions 42

43 So, what s the problem with increasing the number of women in engineering? There are not enough women in the energy education and talent pipeline Female candidates exist, but recruiting and hiring systems aren t aligned to sources We bring in female talent, but they leave. Preparation to enter education Education Preparation to enter job market Qualified Diverse Applicant Recruiting Hiring Retention 49% Females in K-12 66% Females in Undergraduate College 19% females awarded Engineering degrees 12% Females in Engineering in all industries?% Females in Engineering in energy companies 75% Females leave Engineering positions?% Females leave Engineering positions in energy companies 43

44 Dozens of Possibilities Education Partnerships Wraparound Supports Employee Development Curriculum Support Employee Resource Groups Screening Summer camps Employee Mentoring New education programs Energy Industry Awareness FIRST Robotics Career Fairs Boot Camps On Campus Mentoring Knowledge Transfer Company Career Awareness Internships

45 What works? Linking Strategic Initiatives to a specific demographic: Reaching back (Elementary and Middle School) Keeping the momentum going (High School) Supporting diverse candidates through Post- Secondary Education Keeping them once they are through the door 45

46 The Energy Talent Supply Chain For Skilled Technicians Currently in Grades 4-8 Currently in Grades 9-11 Currently enrolled in CC or Grade 12 Currently in job market military, transitioning adults, CC or Training Graduates For engineers and other positions that require a bachelor s degree, students who will fill positions 6-10 years out are already in High School 46

47 CEWD Resources: Diversity Reaching Back and Keeping the Momentum Going ican Engineering Awareness Program for Girls Get Into Energy/Get Into FIRST Get Into Energy Camp (for a targeted demographic) Women in the Trades Middle & High School Girls Career Fair 47

48 CEWD Resources: Diversity Supporting Diverse Candidates Through Post-secondary Education. Scholarship Toolkit (for a targeted demographic) Internships and Co-ops Toolkit and INROADS Mentoring College Students Toolkit (for a targeted demographic coming in 2017) 48

49 CEWD Resources: Diversity Keep Them Once They Are Through the Door. EARN/CEWD InfoBrief for Disability Inclusion in the Workplace Employee Resource Group Solution Guide Workplace Mentoring Toolkit Diversity and Inclusion Planning Guide (coming in 2017) 49

50 CEWD Resources: Diversity Transitioning Worker Focus Women in Sustainable Employment (WISE) Pathways Workshop Women in Nontraditional Energy Careers National Template Cross-cutting Strategies Strategic Linkages Guides: Women in Engineering (completed), Minorities, and Individuals with Disabilities (coming in 2017) 50

51 Diversity Discussion: What does success look like? What s the goal? Where can we have the biggest impact on diversity? What would it take to make progress? How do we measure success? 51

52 Best Practice Presentations and Exchange 52

53 Making the Connection to a Diverse Qualified Pipeline 53

54 Purpose of this section Define the current situation with quality in the talent pipeline Review concept of competencies and credentials to determine quality Understand what it will take to make progress in this area and what CEWD can do to support 54

55 Quality, So what s the problem? Preparation to enter education Education Preparation to enter job market Qualified Diverse Applicant Recruiting Hiring Retention The education pipeline is not producing quality applicants. Quality candidates exist, but recruiting and hiring systems aren t aligned to sources. We bring in quality talent, but they leave. 55

56 How do employers define quality? Employability Skills? Knowledge / Skills / Abilities? Right School / Education? Right Certifications / Credentials? Screening requirements? Testing requirements? 56

57 CEWD Energy Competency Model: Generation, Transmission & Distribution Tier 6-8 Occupation-Specific Competencies Lineworker Substation Technician Engineering Technician Relay Technician Natural Gas Technology Plant Operator Electrical Technician Mechanical Technician Instrument & Control Technician Tier 5 Industry-Specific Technical Competencies Non-Nuclear Generation (Coal, Natural Gas, Oil, Hydro, Solar, Wind, Biofuel, Geothermal) Nuclear Generation Electric Transmission & Distribution Tier 4 Industry-Wide Technical Competencies Alternate Fuel Technicians Gas Transmission & Distribution Safety Awareness Industry Principles & Concepts Environmental Laws & Regulations Quality Control & Continuous Improvement Tier 3 Workplace Competencies Troubleshooting Business Fundamentals Mathematics Teamwork Locating, Reading & Using Information Following Directions Planning, Organizing & Scheduling Writing Listening Speaking Problem Solving Decision Making Tier 2 Academic Competencies Engineering & Technology Ethics Employability & Entrepreneurship Skills Critical & Analytical Thinking Tier 1 Personal Effectiveness Competencies Science Working with Basic Hand & Power Tools & Technology Information Technology Interpersonal Skills Integrity Professionalism Reputation Motivation Dependability & Reliability Self- Development Flexibility & Adaptability Ability To Learn

58 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 Competencies Certificate Tier 1 3 Basic Training Energy Industry Employability Skills Certificate (NCRC) National Career Readiness Certificate or NCRC Plus Occupation-Specific Requirements Occupation-Specific Technical Occupation-Specific Knowledge Areas Industry-Specific Technical Industry-Wide Technical Workplace Requirements Academic Requirements Personal Effectiveness Energy Competency Tier Model for Skilled Technician Positions in Energy Efficiency, Energy Generation and Energy Transmission and Distribution

59 Career Pathways Youth Military Women Low Income Young Adults Transitioning Workers Targeted Outreach and Support Career Navigation Middle & HS Programs Extracurricular (FIRST, SkillsUSA) Troops to Energy Jobs Career Navigation WISE Pathways Same as Youth Wraparound services Career Navigation Tiers 1-5 Recommende d Credentials National Career Readiness Certificate (NCRC) Energy Employability / NCRC Plus Energy Industry Fundamentals (EIF) CEWD Foundation Bundle Core Technical Competencies Job specific Bootcamps Lineworker Bootcamp Gas Technician Bootcamp Nuclear Bootcamp Job specific Education T & D Technician Certificate or Associate Degree Generation Technician Certificate or Associate Degree Nuclear Uniform Curriculum Degree Optional Work Ready Bootcamps Math and Test Prep Career Navigation Physical Conditioning Employability and Resume Writing Hired by Company Apprenticeship Entry Level technician Apprenticeship or Entry Level Entry Level Technician Entry Level Nuclear Technician

60 Quality, So what s the problem? Preparation to enter education Education Preparation to enter job market Qualified Diverse Applicant Recruiting Hiring Retention The education pipeline is not producing quality applicants. Quality candidates exist, but recruiting and hiring systems aren t aligned to sources. We bring in quality talent, but they leave. 60

61 Are we losing qualified candidates?

62 Discussion on Quality What moves an applicant to the front of the line? How do employers recognize these qualifications in the screening and hiring process? How do employers screen for preferred pipeline (NEEN) schools? 62

63 How is Recruiting and Hiring connected to talent pipeline efforts? Military and Troops to Energy Jobs Student Veteran Organizations TEJ Registration SkillBridge NEEN Bootcamps 63

64 Quality Discussion: What does success look like? What s the goal? Where can we have the biggest impact on quality? What would it take to make progress? How do we measure success? 64

65 How do we measure success? Who measures quality of applicant, quality of hire? Are they the same? How do you measure effectiveness of Credentials? What does the scorecard look like? 65

66 What works? Link initiatives across education continuum to create clear education and career pathways Embed credentials that count in curriculum Offer internships and other work based learning opportunities Provide scholarships, mentoring and services to support and maintaining connections with Energy Pathways students Connect recruiting and tracking systems to talent supply initiatives 66

67 CEWD Resources: Quality in the Pipeline Middle and High School Energy Academy Curriculum Summer Camps and STEM focused activities Contextualized Math for the Energy Industry Energy Industry Fundamentals Get Into Energy Foundation Bundle Natural Gas Bootcamp 67

68 CEWD Resources: Quality in the Pipeline Common Employability Skills Internships and Co-ops Toolkit GIE Math & Test Prep Workshop Online self-paced learning Instructor-led workshop 68

69 Math & Test Prep Results Estrella Mountain College (pilot of Workshop) Nearly 80% passed the pre-employment tests administered by Palo Verde Nuclear Generating Station and Arizona Public Service. Northland Pioneer ( ) A combination of EIF and Math & Test Prep yielded an 80% pass rate on MOSS and POSS. Energy Northwest (2016) - A 62.5% overall pass rate this year (67% for the CBC Nuclear Technology Program students). Increased from 33.3% pass rate for the group of Nuclear Technology Program students that tested in ConEd (2017) - 100% pass rate on Lopez pre-employment test. 69

70 Best Practice Presentations and Exchange 70

71 Summary of the Day and Close 71

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