Bridging Military Veterans into Energy Industry Talent Pipeline

1. Military Veterans In the Energy Industry Ed Voelsing Orion International

2. 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

3. Industry Challenges • Aging workforce • Finding skilled workers • Building future leadership • Diversity and Inclusion • Growth in demand, capacity, technology • Aging infrastructure adding to workforce demands

4. 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

5. 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

6. Military Culture • Accelerated learning curves • Teamwork • Respect for process and procedures • Integrity • Conscious of health and safety standards • Mission accomplishment mentality • Diversity & Inclusion

7. Diversity & Inclusion • Reflective of the US Population • 39% Diversity • 25% Female* • Multi-ethnic force • Global reach of military exposes service members to many cultures

8. 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

9. Senior Officers • Broad Executive-level experience • Extensive Program management & budgetary experience • 10-30 years experience • Management experience with 200-200,000+ employees

10. 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

11. 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 Navy Power Generation

12. Gas turbine maintenance,repair & overhaul Electrical systems Electronics, alarms, monitoring and control systems Quality Assurance Programs Prime Power (generators & compressors) High-pressure, Non-Destruct Testing Planned/Predictive Maintenance Programs Gas Turbines & Support

13. Heavy construction Facilities maintenance Project management Superintendents Estimators Construction trades Welding Electrical Carpentry Fabrication Building Controls Construction Trades & Facilities

14. 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

15. 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

16. The Nuclear Candidate Pool • Nuclear vessels in 1990 *: 150+ • Nuclear vessels in 2007**: 80+ *Congressional Budget Office **Navy Fact File

17. NRC/INPO Manufacturing Steel Semiconductor Transportation Railroads Merchant Marine Air Carriers Oil & Gas Production/Refining Engineering Consulting Heavy Construction Defense/Aerospace ISO/RTO Competition for Candidates *These industries consistently hire the same candidates that are a fit for Power Generation, and many have significant aging workforce issues.

18. 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

19. Power Distribution • Leadership & Project Management • Electrical and Civil Engineers • Line Personnel Testing & Field Service • Control room operators & supervisors • Emergency services and response • Compliance Auditors

20. Gas Distribution • Leadership & Management • Field Service • Control room operators • Project Managers • Construction Managers • Welders • Inspectors & QA Managers

21. 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

22. 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

23. 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

24. The Right People on the Bus Questions?

25. Contact Information Ed Voelsing 1-800-872-5002 ext. 155 evoelsing@orioninternational.com