Implementing Get Into Energy Career Pathways

1. Implementing Get Into Energy Career Pathways

2. Learning Objectives Participants will: • Describe the essential elements of the GIECP model and how they relate to the various audiences. • Summarize the steps required to implement a GIECP model within a state or a region. • Define the key stakeholders / partners required for success in any GIECP implementation; to include both internal and external stakeholders.

3. Learning Objectives, continued • Recognize the importance of conducting a supply and demand analysis within the state or region. • Align credentials with job requirements and the critical credentials needed for “front loading” for success. • Examine the need for buy-in at various levels in the organizations, including senior leadership and human resources.

4. Learning Objectives, continued • Identify the target audiences for the GIECP process. • Devise a detailed work plan for implementation of a GIECP process within the state or region.

5. Ice Breaker • Your name, about your company, role at the company. • What is your vision for your state’s Get Into Energy Career Pathways program?

6. Discussion of Pre-work • Get Into Energy Career Pathways for Low-Income Young Adults: Lessons Learned and Project Summary • Diversity Metrics worksheet

7. CareerPathways Targeted Outreach and Support Youth Military Women Low Income Young Adults Transitioning Adults Work Ready Bootcamps • Math • Employability • Learning to Learn • Physical Conditioning • Employability • Physical Conditioning • Math • Employability • Learning to Learn • Physical Conditioning • Math • Employability • Learning to Learn • Physical Conditioning • Math • Employability • Learning to Learn • Physical Conditioning • NCRC • Energy Employability / Work Keys • Industry Fundamentals Tiers 1-5 Credentials Job Specific Bootcamps Lineworker Bootcamp Gas Technician Bootcamp Nuclear Fit for Duty Bootcamp Apprenticeship for College Credit Utility Technician Accelerated Associate Degree or Associate Degree Apprenticeship for College Credit Non-Nuclear Generation Accelerated Associate Degree or Associate Degree Nuclear Uniform Curriculum Degree Job Specific Apprenticeships and Credentials

8. Success of GIECP • Success of the GIECP Model requires: • Start with one audience with whom to implement the full model • Key populations include: youth, low-income young adults, military, women, and transitioning workers

9. Elements of the Model • Targeted outreach and support • Customized career awareness campaigns depending on target audience • Clear career navigation, including career coaching and/or advising* • Availability of supportive services, such as child careand financial aid *See Role of GIECP Career Coach article

10. Elements of the Model • Career pathways and stackable credentials • Stackable credentials • Uniform curriculum • Education network

11. Tier 6-8 – Occupation-Specific Competencies Energy Competency Model: Generation, Transmission & Distribution Plant Operator Electrical Technician Mechanical Technician Alternate Fuel Technicians Instrument & Control Technician Lineworker Substation Technician Engineering Technician Relay Technician Natural Gas Technology Tier 5 – Industry-Specific Technical Competencies Nuclear Generation Electric Transmission &Distribution Non-Nuclear Generation(Coal, Natural Gas, Oil, Hydro, Solar, Wind, Biofuel, Geothermal) Gas Transmission & Distribution Tier 4 – Industry-Wide Technical Competencies Quality Control & Continuous Improvement Safety Awareness Troubleshooting Industry Principles & Concepts EnvironmentalLaws &Regulations Tier 3 – Workplace Competencies Ethics Employability & Entrepreneurship Skills Business Fundamentals FollowingDirections Planning, Organizing & Scheduling Problem SolvingDecision Making Teamwork Working with Basic Hand & Power Tools& Technology Tier 2 – Academic Competencies Writing Listening Speaking Engineering & Technology Mathematics Locating,Reading & Using Information Science Information Technology Critical & Analytical Thinking Tier 1 – Personal Effectiveness Competencies Interpersonal Skills Integrity Reputation Motivation Self- Development Flexibility & Adaptability Ability To Learn Professionalism Dependability & Reliability

12. Preparation to Enter Education: Work Ready Bootcamps - Front Loading for Success • Short term solutions to build individual needs • Prepare and succeed, not fail and remediate • Math • Employability • Learning to Learn • Physical Conditioning

13. Education Tiers 1-5 Credentials – the Foundation • NCRC and Energy Employability assess ability to begin training; testing the levels for success through pilots • EIF curriculum available for free • ANSI accredited certificate available to approved providers • National Career Readiness Certificate • Energy Employability / Work Keys • Energy Industry Fundamentals (EIF)

14. What is the NCRC? The National Career Readiness Certificate, issued by ACT, is a portable, evidence-based credential of essential work competencies: • Problem solving • Critical thinking • Reading and using work-related text • Applying information from workplace documents to solve problems • Applying mathematical reasoning to work-related problems • Getting up and performing work-related mathematical calculations • Locating, synthesizing, and applying information presented graphically • Comparing, summarizing, and analyzing information in multiple graphics

15. NCRC: Qualifying for the Credential • A multi-level credential • Requires scores of Level 3 or higher on three assessments: Applied Mathematics, Locating Information, and Reading for Information • Bronze: Level 3 or higher on each assessment • Silver: Level 4 or higher • Gold: Level 5 or higher • Platinum: Level 6 or higher

16. Full Alignment to Tiers 1-3 • NCRC Plus • Business Writing • Applied Technology *See practice questions.

17. Why an Energy Industry Fundamentals Certificate? There is no other credential that ensures potential workers have an understanding of the industry as a whole. • This training/credential helps make occupation-specific training more meaningful, and • Enables students to understand how individual companies and jobs fit into the big picture.

18. Education Tiers 6-8 Credentials – Job Specific Lineworker Bootcamp Gas Technician Bootcamp Nuclear Bootcamp Apprenticeship for College Credit Utility Technician Accelerated Associate Degree or Associate Degree Apprenticeship for College Credit Non-Nuclear Generation Accelerated Associate Degree or Associate Degree Nuclear Uniform Curriculum Degree Non-licensed Operators, Mechanical Maintenance, Electrical Maintenance, I&C Maintenance, and Radiation Protection Technicians Lineworker Substation, Relay, Engineering, Alternative Fuel, or Meter Technician Natural Gas, Gas Service, or Corrosion Technician I & C, Mechanical and Electrical Technician, Auxiliary Equipment Operator, or Plant Operator Career Paths

19. Elements of the Model • Employer collaboration and support • State energy workforce consortia • Employment opportunities

20. Key Stakeholders/Partners • Internal • Executives • Human Resources • Operations • Communications • Technical Training • Outreach

21. Balancing Supply and Demand for Energy Jobs Existing Programs Existing and New Programs

22. Building a Talent Pipeline Strategy Green Blocks are prime candidates for demand Yellow Blocks are secondary candidates for demand

23. Building a Talent Pipeline Strategy Green Blocks are prime candidates for demand Yellow Blocks are secondary candidates for demand

24. Building a Talent Pipeline Strategy Green Blocks are prime candidates for demand Yellow Blocks are secondary candidates for demand

25. Building a Talent Pipeline Strategy Green Blocks are prime candidates for demand Yellow Blocks are secondary candidates for demand

26. Steps to Implement GIECP • Step 1: Identify the demographic population that industry wants to focus on. • Start with one audience with whom to implement the full model • Key populations include: youth, low-income young adults, military, women, and transitioning workers

27. Steps to Implement GIECP • This should be based on strategic planning discussions within the company and there should be buy-in and support from senior management within the company to focus on this demographic.

28. Resources for Step 1 • Youth: toolkits on hosting summer camps, career clusters, and career academies; Careers in Energy Week • Low-income Young Adults reports • Military: Member Wizard • Women: Women in Sustainable Employment (WISE) Pathways toolkit

29. Steps to Implement GIECP • Step 2:Identify how the company will measure success.

30. Guidance for Step 2 • Measures of success will vary by company, but could include: • Increase in the number of applicants from the particular demographic that are qualified for the position • Candidates are more qualified (e.g. pass pre-employment test or more meet minimum requirements)

31. Examples for Step 2 • Time to fill positions • Retention of hires • Progress towards diversity goals

32. Steps to Implement GIECP • Step 3: Identify the pipeline organizations within your state that can provide outreach and recruit that demographic. • Some go across states, e.g. Job Corps • Others can be more state-specific

33. Resources for Step 3 • Toolkit from Corporate Voices: A Business Engagement Toolkit for Community-based Organizations • Pipeline Organizations Overview document • Pipeline Organization Evaluation Form

34. Steps to Implement GIECP • Step 4: Identify programs/schools that are willing to partner with industry and the pipeline organizations to provide training that may be needed to prepare the demographic for critical, in-demand jobs.

35. Resources for Step 4 • Get Into Energy website • CEWD’s Promising Practices schools • Tips for Effective Partnerships document

36. Steps to Implement GIECP • Step 5: Identify bootcamps that may be needed to prepare the demographic for success.

37. Resources for Step 5 • WISE Pathways Program for Women • Troops to Energy Jobs Work Ready Toolkit • Math Bootcamp (new math bootcamp in development)

38. Steps to Implement GIECP • Step 6: Identify industry-recognized credentials that are valued by the companies in the consortium and pre-employment requirements that may be embedded into bootcamps or provided after.

39. Steps to Implement GIECP • Step 6 Examples: • NCRC Plus • Other WorkKeys assessments • Energy Industry Fundamentals • OSHA 10 and Hazwoper • Physical ability test • EEI Tests: CAST, POSS, MOSS

40. Resources for Step 6 • WorkKeyswebsite: http://www.act.org/workkeys/assess/ • Energy Industry Fundamentals website • Energy Industry Fundamentals Toolkit • OSHA website: www.osha.gov • EEI Construction and Skilled Trades Practice Test Toolkit

41. Steps to Implement GIECP • Step 7: Partner with pipeline organizations to ensure they understand the requirements of the industry and develop a process for screening people into the program; identify the role each pipeline organization will play and the outreach process.

42. Resources for Step 7 • Common Hiring Practices in Electric and Natural Gas Utilities document • Career Pathways online or printed Roadmaps • Summary of Credentialing in the Energy Industry document

43. Steps to Implement GIECP • Step 8: Work with partners to identify who will conduct bootcamps, assessment/education for credentials, career coaching, and supportive services. This will also include a discussion on costs and funding.

44. Resources for Step 8 • One Stops Locator (many administer WorkKeysassessments): http://www.servicelocator.org/ -Cost per student: $20 • WIN or Key Train products: $1,500 per site (if One Stop doesn’t have a license) if students need online tutorials in advance or after the assessment

45. Resources for Step 8 • Energy Industry Fundamentals: http://www.cewd.org/curriculum • application cost $50 per institution • assessment cost: $35 per student • cost to print materials

46. Steps to Implement GIECP • Step 9: Work with education partners to ensure industry needs are met in their programs and to ensure that the demographic that is the area of focus is recruited into the program.

47. Steps to Implement GIECP • Step 10: Bring pipeline and education partners together to begin working on process to recruit students into the program.

48. Resources for Step 10 • Arizona Sun Corridor Get Into Energy Consortium Recruitment Manual (has great ideas) • Get Into Energy Career posters and other energy careers materials (available on ShopCEWD)

49. Steps to Implement GIECP • Step 11: Implement programs. • Step 12: Industry works within the organization to ensure graduates from the program are considered in the hiring process and are seen as “value-added” by recruitment and hiring managers, and that these students don’t fall through the cracks.

50. Action Planning • Use GIECP Action Planning Template to devise strategies and actions, set deadlines and make assignments • Set up follow-up meeting to check in on the progress of GIECP Action Plan