cewd update october 2008. build the alliances, processes, and tools to develop tomorrow’s energy...
TRANSCRIPT
CEWD Update October 2008
Build the alliances, processes, and tools to develop tomorrow’s energy workforce.
• First partnership between utilities and their associations – EEI, AGA, NEI and NRECA to focus solely on these issues
• Incorporated in March, 2006• Utilities, associations and supplemental labor
contractors join as members• Partnering with educational institutions, workforce
system, and unions to create workable solutions
Industry Solutions – Regional Implementation
Where are we now?
• Not enough skilled craft workers to:– build new infrastructure– install, maintain and repair equipment– operate facilities
• Not enough qualified workers coming through training pipeline
• Significant skill gaps• Growth in demand
Energy Workforce Dimensions
Suppliers
Manufacturing
Contractors
The quality of the U. S. labor pool begins with our public education system
Ten children enter kindergarten
70% graduate high school on time
75% of high school graduates enter postsecondary education
One third are not prepared to do college level work
One half fail to return after their first year
Data from the U.S. Chamber of Commerce ‘s Institute for a Competitive Workforce
How will we get there?
• Collaborative solutions – industry, education, workforce system
• Emphasis from national, state and local perspective
• Focus on both short and long term• Multilayered strategies– targeted awareness
and training for different age groups and skill levels
• Variety of training options – Grades 8-14, pre-apprentice, apprenticeship programs, technical and community college
Where will the workforce come from?
Both will require targeted Career Awareness campaigns
and specialized training programs
Energy Workforce Development Industry Solutions – Regional Implementation
CEWD Mission Build the alliances, processes, and tools to
develop tomorrow’s energy workforce
Career Awareness Goals
• Expand the Get Into Energy website.• Implement communication templates and
the Get Into Energy branding campaign.• Assess messaging for diverse
communities including the Hispanic population
Get into Energy Website
www.getintoenergy.com
Get Into Energy Branding
• New Get Into Energy logo, “look and feel” created
• Initial templates include a brochure, poster and presentation to be used by energy companies for their individual recruitment efforts
• Communication Council provided advice and assistance with materials tested through focus groups
• “ShopCEWD” Website currently available
Workforce Development Goals
• Complete Energy Competency Model and develop implementation tool kit.
• Update curriculum data base with model curriculum for each key job category.
• Align energy career pathways with national standards of practice.
• Provide support to curriculum consortiums.
Tier 1 – Personal Effectiveness
InterpersonalSkills
Integrity Professionalism Motivation Dependability& Reliability
Self-Development
Flexibility &Adaptability
AbilityTo Learn
Energy Competency Model
Tier 2 – Academic Requirements
Reading WritingMathematics Engineering &Technology
Listening SpeakingCritical & AnalyticalThinking
Tier 3 – Workplace Requirements
BusinessFundamentals
Teamwork
FollowingDirections
Planning,Organizing &Scheduling
Problem SolvingDecision Making
Working withTools &Technology
Tier 4 – Industry-wide TechnicalIndustryPrinciples& Concepts
SafetyAwareness
EnvironmentalLaws &Regulations
QualityControl &ContinuousImprovement
Troubleshooting
Tier 5 – Industry Specific Technical
NuclearGeneration
Non-NuclearGeneration (Coal, Natural Gas, Oil, Hydro, Solar, Wind, Biofuel, Geothermal
ElectricTransmission & Distribution
Gas Transmission& Distribution
www.CareerOneStop.org/CompetencyModel
Construction:• Boilermaker• Carpenter• Control & Valve Installers• Electrician• Electrical and electronics
repairers• Insulation Worker• Iron / Metalworker• Industrial machinery
mechanics• Lineworker• Machinists• Millwright• Pipefitter• Pipeline Installer• Pipelayer• Welder
Maintenance Operations:• Boilermaker• Carpenter• Control & Valve Installer• Corrosion Technician• Electrician• Heavy Equipment Operator• Industrial Machinery Mechanic• Insulation Worker• Iron / Metalworker• Lineworker• Millwright• Pipefitter / Pipelayer• Pipeline Installer• Substation Mechanic• Utility Metering & Regulation
Technician • Relay Technician• Welder
Engineering and Technology:
• Electrical Engineer• Power Systems Engineer• Mechanical Engineer• Nuclear Engineer• Chemical Engineer• Civil engineer• Energy Transmission
Engineer• Procurement Engineer• Environmental Engineer• Industrial Engineer
Science and Math:• Nuclear Chemist• Nuclear Technician• Materials Scientist• Radiation Protection
Technician• Health Physicist• Chemistry Technician
Science, Technology, Engineering and
Mathematics
Architecture and Construction
Clu
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Manufacturing Production Process Development:
• Electrical & Electronics Technician
• Engineering & related Technician
• Power Plant Operator• Nuclear Reactor Operator• Gas Processing and
Distribution Plant Operator• Power Distributor & Dispatcher• Gas Controller & Dispatcher• Auxiliary. Equip. Operator
Maintenance, Installation & Repair
• Boilermaker• Control & Valve Installers• Corrosion Technician• Pipefitter / Pipelayer• Pipeline Installer• Instrument & Control Tech• Electrical & Instrumentation
Tech• Elec.. & Electronics Repairer• Elec. Equipment Installer /
Repairer• Industrial Machinery Mechanic• Millwright• Welder
Manufacturing
Energy Career Cluster Map
Design and Pre-construction:• Engineer - Civil , Chemical,
Electrical, Nuclear, Mechanical, Power Systems, Energy Transmission, Environmental, Industrial
• Electrical & Electronics Engineering Technician
• Mechanical Technician• Machinists
Quality Assurance• Quality Control Tech• Quality Assurance Tech
Logistics & Inventory Control
• Heavy Materials Technician
Education Initiatives
• Model Curriculum• Data base now requires utility partner• Developing best practice data base• Curriculum Consortiums• ESTEC• Great Lakes Nuclear Consortium• Nuclear Common Curriculum• IBEW Training Centers• MEA Lineworker Consortium
• Summer Camp• Lego League• Career Choices• Science Fairs• Career Day
Focus Career Exploration
The Education Continuum
Middle School
High School
Technical and Community
College
Military and Second Career
Workforce Development
and Education
The Education Continuum
Middle School
High School
Technical and Community
College
Military and Second Career
• Career and Tech Ed. Majors• Career Academies• Summer Academies• Boy Scout merit badges• Robotics Competitions• Science Fairs
Focus Work Readiness and
Skill Building
Workforce Development
and Education
The Education Continuum
Middle School
High School
Technical and Community
College
Military and Second Career
•Boot Camps •Regional Skill Centers•Associate Degrees•Common Curriculum•Partnerships for hands on training
Focus Specific Career Skills
Workforce Development
and Education
The Education Continuum
Middle School
High School
Technical and Community
College
Military and Second Career
•Job Corp•Helmets to Hard Hats•Career Transition Office training support
Focus Transition Skills
Workforce Development
and Education
Workforce Planning and Metrics Goals
• Identify and assess additional job categories
• Assess renewables / alternative energy workforce implications
• Conduct 2008 CEWD Workforce Survey and expand to include supply data.
• Assess workforce demand and issues for engineers and leverage current initiatives with IEEE and other entities.
• Design and implement workforce development metrics to measure the success of industry and regional initiatives.
2008 Pipeline Survey Results
• Larger number of companies participating• Data represents larger number of employees• 2006 – 226,538• 2007 – 267,802• Average age has declined• 2006 - 45.7• 2007 – 45.3• Preliminary results show hiring taking place• Company comparisons for those who participated are being
sent this month.• Update to the Gaps in the Energy Workforce Survey Report
will be available in November.
2008 Pipeline Survey Results
Survey Comparison
Job Category 2006
Percentage of Potential Attrition &
Retirements
20067
Percentage of Potential Attrition &
Retirements
Technicians 51.4 49.0
Non-Nuclear Power Plant Operators
50.5 47.6
Engineers 46.1 44.7
Pipefitters / Pipelayers
45.3 45.0
Lineworkers 40.8 40.2
Total for Job Categories
45.6 44.8
Summary Findings
Job Category Percentage of Potential Attrition
& Retirements
Estimated Number of Replacements
Technicians 49.0 30,000
Non-Nuclear Plant Operators
47.6 12,500
Engineers 44.7 15,000
Pipefitters / Pipelayers
45.0 8,000
Lineworkers 40.2 30,000
Workforce Supply Reports
National, Regional and State Reports and supporting spreadsheets are now available on the CEWD Member website
Education Centers with Energy Related Training for Key Jobs
EducationSolutions
Workforce Metrics Focus
• Increased awareness among students, parents, educators, and government of:
• the critical need for skilled technical workers in the energy field and
• the opportunities for education that can lead to entry level employment
• Increased number of successful training and education programs with curriculum to support energy pathways
• Increased enrollment in and graduation to meet the demand for better educated and technically skilled entry level workers
• A sufficient supply of qualified, diverse applicants
Membership Value and Support Goals
• Identify model processes and develop solution
guides. • Conduct quarterly Quick Solutions Webinars.• Implement communities of practice for workforce
development activities. • Conduct the 2008 Annual Summit, sponsor
regional forums and support state consortium development.
Industry Solutions
• Toolkits and solution guides created - Energy Career Academy; Work Readiness Certification; Apprenticeships; Military Recruiting; Untapped Populations; Workforce Supply Analysis
• Quick Solutions Webinar series - Career Clusters, Energy Competency Model; Military Recruiting; Member Update
• Communities of Practice being launched at 2008 Summit• State Consortium Support – 14 consortiums,4 additional
states in planning• Regional Forums – 6 held this year; South postponed until
2009• 2008 Annual Summit – October 6-8 in Orlando
