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Workforce Planning At Georgia Power Company. Debra Howell Workforce Development Manager. Who is Georgia Power?. Largest Operating Company within Southern Company Employees: More than 10,400 across Georgia* (including Nuclear in Georgia) Customers: 2.4 million in all but four counties - PowerPoint PPT Presentation
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Workforce Planning At Georgia Power Company
Debra Howell
Workforce Development Manager
Who is Georgia Power?• Largest Operating Company within Southern Company
• Employees: More than 10,400 across Georgia* (including Nuclear in Georgia)
• Customers: 2.4 million in all but four counties
• Sales Revenue: $8.8 billion
• Transmission and Distribution Lines:
– Transmission: > 12,500 miles
– Distribution: > 72,000 miles
• Generation: Coal, Nuclear, Gas, Hydro, Renewables represent approx. 16,000 mw of
capacity
• Rates below the national average. Top quartile among peer utilities in customer
satisfaction
Preparing For The Future Is Critical
Desired OutcomeAttract a workforce with the
necessary skill sets to meet the needs of the business today and tomorrow.
All Hands Are On Deck…Engagement• Georgia Power WFP Chair is a member of the Management Council• Each functional organization is represented and committee meets
quarterly
Expectations• All members serve a minimum of two years with exception of
Workforce Development, Training and Human resources• Committee identifies workforce risk profile• Provides a data exercise which identified 4 commonly recruited for
external hires – Forecasted attrition, workforce availability and gaps
Risk Profiles Tell A Compelling Story
Each organization evaluates their current entry level key jobs and pipeline programs to alignment:–Align organization Workforce Planning and DevelopmentoTechnical College Pipeline ProgramsoLineman Development ProgramsoEngineering Co-op/InternshipsoNumber of students in pipeline programs
Distribution Makes Strides To Address Workforce Issues
Distribution WPC Efforts Show Positive Outcomes
Focus on Engineering Coordinates and manages engineering vacancies and succession planning
Focus on Skilled LaborAssess statewide line section workforce needs and recommends hiring and placement activity, volume and frequency
The Desired Outcome… Retain – Develop - Attract
What Does Success Look Like?
• Partnerships are key, both internal and external• Commitment on time and resources is critical• Everything must be linked, especially budgeting
and hiring• Support and Vision from executive management is
imperative!!
Questions?Debra Howell
Workforce Development Manager770-808-3126
[email protected]/in-your-community/cool-jobs/home