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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. Nuclear Generation 5-Year Attrition. Potential Retirements ~15,600 or 27%. General Attrition ~7,600 or 13%.

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The Problem

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

  2. Southeast Craft Labor Demand Proprietary & confidential

  3. Nuclear Generation 5-Year Attrition Potential Retirements ~15,600 or 27% General Attrition ~7,600 or 13% 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. Source: 2005 NEI Pipeline Survey

  4. Nuclear GenerationMaintenance/Craft Worker 5-Year Attrition 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. Source: 2005 NEI Pipeline Survey

  5. The Industry Solution Decrease the amount of time it takes to create educational programs and improve the skill levels of graduates and Increase the number of diverse, qualified applicants who want to come to work for utilities

  6. The Center for Energy Workforce 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

  7. The Center Approach Industry Solutions • Solutions developed by CEWD staff and working task forces • Guided by Advisory Councils Regional Implementation • Solutions tailored by regional teams based on economic and geographical differences • Focus on partnership building, funding and shared learning

  8. CEWD – The Big Picture

  9. CEWD Goals Industry Solutions - Regional Implementation Infrastructure Self sustaining structure with resources and partnerships to execute initiatives. National campaigns and initiatives to brand the industry and communicate the need for skilled and craft workers that can be tailored to regional needs. Awareness & Recruiting Workforce Development Successful models that target identified skill gaps and that can be reproduced at the regional or local level.

  10. Created the Center for Energy Workforce Development Develop partnerships with What We Have AccomplishedInfrastructure

  11. 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 AccomplishedInfrastructure

  12. 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 AccomplishedAwareness & Recruiting

  13. What We Have AccomplishedWorkforce 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 processesfor 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)

  14. 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

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