The Problem The Problem

Simply put, the demand for workers in the energy field over the next 10 years far exceeds the supply.

Southeast Craft Labor Demand

Proprietary & confidential

0

20,000

40,000

60,000

80,000

100,000

120,000

2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016

O&M Envir SE Industrial w Katrina New Gen LNG/Petro Chem

Nuclear Generation 5-Year Attrition

Source: 2005 NEI Pipeline Survey

0

2,000

4,000

6,000

8,000

10,000

12,000

14,000

16,000

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+

1. 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.

General Attrition

~7,600 or 13%

Potential Retirements

~15,600 or 27%

Nuclear GenerationMaintenance/Craft Worker

5-Year Attrition

Source: 2005 NEI Pipeline Survey

0

500

1,000

1,500

2,000

2,500

3,000

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+

Non Retirement Attrition (12%)

Potential Retirees (31%)

Promotion (21%)

Retained (36%)

1. 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.

The Industry Solution

Decrease the amount of time it takes to create educational programs and improve the skill levels of

graduatesand

Increase the number of diverse, qualified applicants who want to come to work for utilities

The Center for Energy The Center for Energy Workforce DevelopmentWorkforce Development

• The need to address workforce issues on a national level was impetus for creation of CEWD

• First partnership between utilities and their associations – EEI, AGA, and NEI to focus solely on these issues

• CEWD is teaming with educational institutions, workforce system, and IBEW to create workable solutions

The Center Approach

• Solutions developed by CEWD staff and working task forces

• Guided by Advisory Councils

• Solutions tailored by regional teams based on economic and geographical differences

• Focus on partnership building, funding and shared learning

Industry Solutions

Regional Implementation

CEWD – The Big PictureCEWD – The Big Picture

CEWD GoalsCEWD Goals

InfrastructureInfrastructure

Workforce DevelopmentWorkforce

Development

Awareness & Recruiting

Awareness & Recruiting

Self sustaining structure with resources and partnerships to execute initiatives.

Successful models that target identified skill gaps and that can be reproduced at the regional or local level.

National campaigns and initiatives to brand the industry and communicate the need for skilled and craft workers that can be tailored to regional needs.

Industry Solutions - Regional Implementation

What We Have Accomplished Infrastructure• Created the Center for Energy Workforce Development• Develop partnerships with

What We Have Accomplished Infrastructure

• Developed the CEWD website and Clearinghouse to support information exchange and to communicate workforce development efforts (www.cewd.org)

• Summit – Annual convening of the industry

What We Have Accomplished Awareness & Recruiting

Developed Get Into Energy - A website targeted toward youth that includes educational content, utility career stories, content on required skills and education, and links to community college and company recruiting sites. (www.getintoenergy.org)

What We Have Accomplished Workforce Development

• Drafted task analysis and competencies for four key jobs – • Power plant operators• Line installer and repairers• Maintenance and repair • Pipefitters and Pipelayers

• Identified model workforce development processes for high school, community colleges and skill centers.

• Developed template for Energy Career Academy creation.• Developed Small Learning Community and Community College

rubrics for utilities to use to assess successful programs.• Developed nationwide inventory of training programs (available on

the Clearinghouse)

Success means:Success means:• Increased number of graduates of training

programs to fill critical skilled and craft jobs• Qualified applicants that can enter utility

careers• Increased perception of utility careers as a

preferred choice• Greater awareness of skills needed to enter

utility careers