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Workforce Challenges of Electric Power Employers in the Pacific Northwest, 2013-2020

Explore the workforce challenges of electric power employers in the Pacific Northwest from 2013-2020. Delve into retirement trends, technology impacts, economic influences, and regional demographics. Understand the implications through comprehensive analyses and proposed strategies for the future labor market.

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Workforce Challenges of Electric Power Employers in the Pacific Northwest, 2013-2020

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  1. Workforce Challenges of Electric PowerEmployers in the Pacific Northwest, 2013-2020 • Mossyrock Dam • Photo courtesy of Tacoma Power PNCECE Advisory Board Meeting Research Design Alan Hardcastle Sr. Research Manager

  2. Goals for Today: Design Plan Discussion • 2013 Core Topics, Analyses • Input: Additional Topics and Analyses • Financing the Study • Study Launch: Fall 2019 • Next Steps

  3. National Context: Major Factors • Post-Recession Economy • Retirement Trends • Technology: (Digital, Grid, Data and Analytics) • Shrinking Labor Pool • Knowledge and Skill Gaps

  4. Regional Context • Economic Impact • Workforce demographics • Future labor supply • Education and training • Regional hydropower system

  5. Utility Industry Employment by State, 2008 vs. 2011

  6. Good Jobs: Average Annual Wages, Utilities vs. All Employment, 2011

  7. 2011 Utility Employment by Age Cohort and State, vs. All Industries (5-states)

  8. Population and Workforce Shifts • Retirements likely to increase, especially as economy improves • Working age population lags retiree cohorts • Nearly all industries and occupations • More ethnically-diverse labor pool • Under-represented in higher education • Millennial Generation (born 1981-2000): • Different attitudes, expectations about work • “…knowing when and how to lead, delegate, train and support the younger generation of employees can be challenging but is key to developing the future workforce and leveraging the unique knowledge, skills and curiosity that new, younger workers often bring to the job.” Source: Skill Profile for Utility Foremen, 2018

  9. Washington's Utility Workforce Employment: Counts by Yearly Averages and Worker Age, 1998

  10. Washington's Utility Workforce Employment: Counts by Yearly Averages and Worker Age, 1998, 2008

  11. Washington's Utility Workforce Employment: Counts by Yearly Averages and Worker Age, 1998, 2008, 2018

  12. Current Vacancies and Projections

  13. Retirements Forecasts, 2013-2017

  14. Study Conclusions • Recession: demand down, companies right sizing, looking for experienced people. • Openings at mid and upper levels hardest to fill—limited supply. • Retirements imminent—replacement concerns • Fewer entry level vacancies and apprenticeships-no room to enter • Greater reliance on technology and automation • Rising knowledge and skills bar

  15. Implications • Short-term solutions • Retire-rehire • Knowledge transfer • Restructuring, technology • Longer-term strategies • Partnerships-leverage resources, effectiveness • Enhance education/training capacity • Adapt to the future labor market • Region and State Policy • Align economic development/workforce for energy • Invest in effective collaborations/strategies/practices • Focus on emerging needs, skills • Upgrade related programs, reward innovation • Promote/require work-based learning for all students

  16. Looking Ahead: Design andLaunch • Input: Topics and Analyses • Resources: Financing the Study • Study Launch: Fall 2019 or 2020 • Next Steps

  17. Questions?

  18. Contact Information Alan Hardcastle WSU Energy Program hardcast@wsu.edu 360/956-2167 2013 Workforce Challenges final report and DOE project results: http://cleanenergyexcellence.org/ Or http://www.energy.wsu.edu/ResearchEvaluation/ WorkforceDevelopment.aspx

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