31 companies responded representing 44% of all electric and natural gas utility employees ...
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31 companies responded representing 44% of all electric and natural gas utility employees
Respondents represent electric and natural gas operations in 46 states
Results do not represent Rural Electric cooperatives
Results are for non-nuclear generation, transmission and distribution
Survey Demographics
1
Employees are retiring after age 58 and 25 years of service – later than in previous survey results
Non retirement attrition is greater than previous estimates – 4.2% compared to 3.7 which may reflect moves within the company, but out of the skilled trades positions
What we learned
2
84% of respondents said they were not in a hiring freeze
But, 88% of respondents reported that their companies have slowed down hiring
30% of those in a hiring freeze expected it to last less than one year with the rest reporting the duration was unknown at this point
32% of respondents said they had some downsizing in 2009
Recruiting and Hiring
3
2009 Survey Results
4
2006 2007 2008 2009 -
1,000
2,000
3,000
4,000
5,000
6,000
7,000
8,000
9,000
Electric and Natural Gas Utility Industry Hires
Lineworker Technician Plant / Field Operators Pipefitters / Welders
Engineers
Industry hiring decreased by 56% from 2008 to 2009 with the
largest decrease in technicians and
engineers
2009 CEWD SurveyHiring by Function
5
2006 2007 2008 20090
1000
2000
3000
4000
5000
6000
7000
8000
Electric and Natural Gas Hiring by Company Function
Generation T & D
Generation hiring decreased by 49%
while T & D decreased by 60%
Skilled Trades SummaryYears of Service vs. Retirement Age
15
20
25
30
35
40
45
50 51 52 53 54 55 56 57 58 59 60 61 62 63 64 65
Aver
age
Year
s of S
ervi
ce
Average Age at Retirement
2006 2007 2008 Thru June 2009
Skilled Trades Retirement and Attrition
7Assumes an even age distribution for retirements over next 5 years
2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 -
5,000
10,000
15,000
20,000
25,000
30,000
35,000
40,000
45,000
50,000
Cumulative Forecast of Potential Retirements
Actual Non-retirement Attrition Actual RetirementsAverage Non-retirement attrition Over Age 58 with 25 years of serviceOver age 53 with 21 years of service
2008 Age and Years of ServiceData reflecting Potential retirements for Skilled Trades
8
18-22 23-27 28-32 '33-37
38-42 43-47 48-52 53-57 58-62 63-67 67 plus
-
5,000
10,000
15,000
20,000
25,000
30,000
35,000
Retained RetirementPossible Retirees Attrition
Summary Findings Estimated Number of Potential Replacements
9
Potential Replacements 2009 - 2015
Job Category Percentage of Potential Attrition
& Retirement
Estimated Number of Replacements
Technicians 50.7 27,800
Non-Nuclear Plant Operators 49.2 12,300
Pipefitters / Pipelayers 46.1 8,900
Lineworkers 42.1 30,800
Engineers 51.1 16,400
Potential Replacements by Skilled Trades Job Category by 2015
10
32,000
28,700
12,700
9,100
Total Skilled Trades Potential Replacements by 2015
LineworkersTechniciansNon-Nuclear Plant OperatorsPipefitters / Pipelayers / Welders
74 % of respondents require an electrical engineering degree from a 4 year university for an individual to work in a titled engineering position
52% provide tuition reimbursement for new hires or incumbents and 23% provide company sponsored training to gain the required level of knowledge if they do not have an Electrical Engineering degree
In the future, 85% will not likely hire for Electrical Engineering positions without an Electrical Engineering degree or relevant coursework
Most companies do not have the ability to identify employees by type of engineering degree
Engineering Positions
11
Skilled Trade Occupations with Apprenticeships
12
Lineworke
r
Technici
an
Plant /
Field O
perator
Pipefitter / Pipelay
er / W
elder0%
20%
40%
60%
80%
State RegisteredDOL RegisteredNot Registered
Respondents reported
How is Lineworker training conducted?
13
0%20%40%60%80%
100%
Most companies reported having internal company training programs for lineworkers
81% of respondents are currently partnered with one or more community colleges or vocational programs to provide new or pipeline employees
68% say these partnerships reduce required initial training and time to qualify new hires
76% say there are cost or other quantifiable benefits from the partnerships
Training partnerships
14
Workforce Planning Methodologies
15
Benchstrength
Retirement model (age and years of service predictions)
Dashboard (scorecard or metrics)
Predictive modeling
Scenario planning
Hosted solution (HR system)
Vendor provided service
0%10%
20%30%
40%50%
60%70%
80%90%
100%
Benchstrength and retirement modeling are the most
common methodologies used
Estimating Retirements
16
Age and years of serviceHistoric department av-erageEmployee declarationRetirement triggers (Social Security)No explicit methodVendor
Companies use Age and Years of Service and Historic department average most frequently in estimating future retirements
No respondents reported that their workforce planning system is fully integrated with business planning
47% of participants report their system is partially integrated
Workforce Planning
17
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