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Future Workforce Trends in Gas and Electric Utilities: 2007 Survey Results

Explore key findings from a survey conducted in 2007 on employee demographics, attrition rates, and hiring trends in the gas and electric utility industry. Discover insights on potential workforce challenges, strategies to address them, and recommendations for the future.

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Future Workforce Trends in Gas and Electric Utilities: 2007 Survey Results

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  1. Survey Background • Results represent more that 40 % of all employees in electric and natural gas utilities • Of the employees reported 48 % are in Transmission & Distribution, 15% are in generation (excluding nuclear) and the remainder are in other organizations. • Collected data on age and years of service for current employees, expected attrition, current vacancies • Detail on direct hires in five jobs: lineworkers, power plant operators, technicians, pipefitters / pipelayers and engineers • Did not collect data specific to the nuclear power industry or data on supplemental labor • Survey data collected as of May, 2007

  2. Summary Findings

  3. Issue is Greater in Generation

  4. Lineworker numbers begin to decline at an earlier age

  5. Note: Does not include nuclear plant operators

  6. Technicians and Pipefitter / Pipelayers are Older

  7. Engineers retire a little later

  8. Conclusions • Potential to lose between 40 – 50 % of electric and natural gas industry workforce over the next five years • Problem is greater in Generation • Lineworker numbers begin to decline at an earlier age • Some companies have begun to address problem by increasing hiring in targeted areas

  9. Recommendations • Expanding the pool of entry-level workers by creating career awareness campaigns and developing education programs to increase skill levels. • Increasing efforts to decrease attrition and retain aging workers by offering incentives to delay retirement. • Improving productivity and efficiency so that fewer workers are needed to get the job done. • Increasing on-the-job mentoring programs so that knowledge can be transferred from seasoned workers to younger, less experienced hires. • Developing apprenticeship programs that reduce the amount of time it takes for new employees to acquire needed competencies.

  10. 2008 Pipeline Survey • Collecting data in same five categories • Contracted with EMSI to produce reports by state, region and nation on supply of workers in those categories • Survey results will be available end of September

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