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CEWD Focus in 2013

CEWD Focus in 2013. Strategic Workforce Planning. What are the game changers?. Forecasts and critical jobs?. Company Strategic Direction. Workforce Analytics. Workforce Development. Execution and Metrics. Were you Successful?. Specific plans for pathways?. Industry Game Changers.

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CEWD Focus in 2013

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  1. CEWD Focus in 2013

  2. Strategic Workforce Planning • What are the game changers? • Forecasts and critical jobs? • Company Strategic Direction • Workforce Analytics • Workforce Development • Execution and Metrics • Were you • Successful? • Specific plans for pathways?

  3. Industry Game Changers Company Strategic Direction • External • Grid Modernization • Generation Mix / Carbon Management • New Build • Regulation / Policy changes • Internal • Aging workforce • Mergers / Acquisitions • Significant Organization Decision • Adoption of New Technology

  4. Workforce Implications Company Strategic Direction Directional Impact? Timing Impact? Input into Analytics

  5. Potential Education Implications Company Strategic Direction Unknown Knowledge / competency changes? Internal Training Known External Training Input into Education Pathways

  6. Forecast Model Projected StaffingLevel _________ • By type or classifications Current Staffing Levels____________ By type or classifications Employees Out Employees In Workforce Analytics • Workforce Implications of Game Changers • Outflows (HR Model) • Workforce Implications of Game Changers • Inflows (HR Model)

  7. Forecast Model Projected StaffingLevel _________ • By type or classifications Current Staffing Levels____________ By type or classifications Employees Out Employees In Workforce Analytics

  8. Forecast Model Workforce Analytics Employees Out • Current Staffing Levels_________ • By type or classifications • Workforce Implications of Game Changers • Grid Modernization • Policy changes • Plant Closings • Mergers / Planned Organization changes • Outflows (HR Model) • Retirements • “Normal” Non-Retirement Attrition • Terminations • Transfers out • Leaves (LTD) Included in CEWD Survey

  9. Forecast Model Workforce Analytics Employees Out Employees In • Current Staffing Levels_________ • By type or classifications • Workforce Implications of Game Changers • Grid Modernization • Policy changes • New Build • Mergers / Planned Organization changes • Inflows (HR Model) • Transfers in (including internal training programs /apprenticeships) • Hires • Experienced / Mid Career Hires • Entry level Hires from Education / Training Programs (Supply)- Operations, Technicians, Engineering, etc Included in CEWD Survey

  10. Forecast Model Workforce Analytics Employees Out Employees In • Current Staffing Levels_________ • By type or classifications Projected StaffingLevel _________ • By type or classifications • Workforce Implications of Game Changers • Grid Modernization • Policy changes • Plant Closings • Mergers / Planned Organization changes • Outflows (HR Model) • Retirements • Non-Retirement Attrition • Terminations • Transfers out • Leaves (LTD) • Workforce Implications of Game Changers • Grid Modernization • Policy changes • New Build • Mergers / Planned Organization changes • Inflows (HR Model) • Transfers in (including internal training programs /apprenticeships) • Hires • Experienced / Mid Career Hires • Entry level Hires from Education / Training Programs (Supply)- Operations, Technicians, Engineering, etc Workforce Development Input Included in CEWD Survey

  11. Forecast Model Projected StaffingLevel _________ • By type or classifications Current Staffing Levels____________ By type or classifications Employees Out Employees In Workforce Analytics • Workforce Implications of Game Changers • Outflows (HR Model) • Workforce Implications of Game Changers • Inflows (HR Model)

  12. Education Pathways based on Demand Workforce Development Youth Military Women Low Income Young Adults Transitioning Adults Competency Based Education Lineworker Utility Technician Plant Operators Engineers Nuclear 22,000 28,500 12,400 10,600 30,000 Replacements by 2015

  13. Implementation Strategy Workforce Development • Develop state energy workforce plans • Partner with similar industries – manufacturing, construction, mining, shale - where the plan directs • Communicate the skills required and which credentials are really Industry Recognized • Focus on Workforce Common Denominator - foundation and technical competencies • Conduct bootcamps for concentrated skill development • Implement common curriculum across institutions • Accelerate time to credential by recognizing prior training • Bundle courses and credit with transferable certificates and stackable credentials

  14. Key Performance Indicators Execution and Metrics

  15. CEWD Web Based Metrics Tool Execution and Metrics

  16. Strategic Workforce Planning • What are the game changers? • Forecasts and critical jobs? • Company Strategic Direction • Workforce Analytics • Workforce Development • Execution and Metrics • Were you • Successful? • Specific plans for pathways?

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