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ETB 1st Joint Business & industry and Education & Skills panels meeting 21st April 09
Skills Agenda – Supply, Demand & Diversity
Sue GuestEnergy & Utility Skills
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Demographics – everybody’s problem
1971 2021
WW 1
WW 2
60s Baby Boom
80s Baby Boom
Between 2021 and 2031 some 50,000 Men and 78,000 Women will reach 55 years of age
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140
145
150
155
160
165
170
175
180
185
1997 1999 2001 2003 2005 2007
ST
EM e
nro
lmen
ts (
000s
)
9.0%
9.5%
10.0%
10.5%
11.0%
11.5%
12.0%
ST
EM en
rolm
ents %
total
STEM enrolments (LHS)
STEM enrolments % total (RHS)
40
41
42
43
44
45
46
47
48
1997 1999 2001 2003 2005 2007
STEM
qua
lifie
rs (0
00s)
9%
10%
11%
12%
13%
14%
15%
STEM
qualifiers %
total
STEM qualif iers (LHS)
STEM qualif iers % total (RHS)
STEM enrolments at UK universities
STEM qualifiers from UK universities
Source: Energy & Utility Skills Workforce & Qualifications Forecasts, June 08, Oxford Economics
STEM Enrolments and Qualifiers
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STEM and non-STEM enrolments at UK universities (Base 1997=100)
90
95
100
105
110
115
120
125
130
135
1997 1999 2001 2003 2005 2007
Un
der
gra
du
ate
enro
lmen
ts (
1996
=100
)
All subjects
STEM
Non-STEM
80
90
100
110
120
130
140
150
160
1997 1999 2001 2003 2005 2007
Und
erg
rad
uate
qua
lifie
rs (
1996
=100
)
All subjects
STEM
Non-STEM
STEM and non-STEM qualifiers from UK universities (Base 1997=100)
Source: Energy & Utility Skills Workforce & Qualifications Forecasts, June 08, Oxford Economics
STEM vs. Non-STEM enrolments / qualifiers
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Trends in students on electrical / electronic engineering courses
YEAR Total Grads in HE on Electrical/Electronic Courses
FT Undergrads
FT Postgrads
PT Undergrads
PT Postgrads
% Female % Foreign
2000/01 33,560 21,120 4,190 4,840 3,405 9.8% 27.5%
2001/02 33,545 22,995 4,510 4,700 3,335 10.1% 28%
2002/03 37,440 23,635 5,955 4,390 3,465 9.8% 32.2%
2003/04 35,650 21,065 6,455 4,495 3,635 10.3% 36.8%
2004/05 34,590 19,565 6,645 4,740 3,635 9.5% 39.3%
2005/06 32,795 18,315 6,235 4,665 3,575 9.4% 36.3%
2006/07 32,345 17,640 6,675 4,540 3,490 9.2% 40.3%
2007/08 30,340 17,605 6,720 4,270 1,745 9.4% 39.7%
HESA data
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STEM qualifiers from UK universities (supply forecasts)
25
30
35
40
45
50
55
1995 1998 2001 2004 2007 2010 2013 2016 2019
STE
M e
stim
ated
un
iver
sity
leav
ers
4%
6%
8%
10%
12%
14%
16%
STE
M %
tota
l uni
vers
ity le
aver
s
STEM university leavers (LHS)
STEM % total (RHS)
Source: Energy & Utility Skills Workforce & Qualifications Forecasts, June 08, Oxford EconomicsY Axis: student numbers in 000’s
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Chartered Engineer Age Profile
From the ETB guide to Labour Supply 2006 Report.
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“Engineering” ApprenticeshipsApprenticeship
framework
Number of starts in year Number of completers in year
05/06 06/07 07/08 05/06 06/07 07/08
211 – Electricity Industry
200 100 200 100 100 200
105 – Electrotechnical 5,800 6,500 6,500 3,200 3,100 3,200
106 – Engineering 11,500 11,600 13,900 8,100 7,200 7,800
107 – Engineering Construction
300 300 600 100 200 100
335 – Engineering Technology
- 100 - - - -
265 – Gas Industry 700 600 700 500 500 500
347 – Gas Network Operations
- - 100 - - -
117 – Plumbing4,400 5,300 5,500 2,100 2,900 3,500
277 – Water Industry - - 100 - - -
Total 22,900 24,500 27,600 14,10014,000 15,300
Source LSC
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Skills Issues for the Power Sector
• Ageing workforce
• Poor sector Image
• Limited long term resource planning
• Reducing recruitment pool
• Sector growth (infrastructure replacement and new build)
• Rapid technology changes in a global market
• Limited training capacity & availability of “educators”
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Even more aging workforce
Workforce Age profiles
0%
5%
10%
15%
20%
25%
30%
35%
40%
< 30 30-39 40-49 50-65 65+
Power
UK
Source: census data 2001
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Transmission workers – skills required to 2012
Supply and demand of skilled Linesworkers (2005-2012)
0
200
400
600
800
1,000
1,200
1,400
1,600
1,800
2,000
2005 2006 2007 2008 2009 2010 2011 2012
Year
Fo
reca
st N
um
ber
s
Forecastdemand basedon 100%investment
Forecastdemand basedon 75%investment
Numberscoming out oftraining"Schools" (at2005 levels)
Currentcapacity
600
825
1,050
1,215
1,380
1,555
1,710
1,875
450
619
788
911
1,035
1,166
1,283
1,406
365
620
875
50110
234
358
482
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Supply and demand for engineers in the electricity generation industry 2007 to 2013
0
500
1,000
1,500
2,000
2,500
3,000
2007 2008 2009 2010 2011 2012 2013
Year
Nu
mb
er
Additionaldemand forengineers
Supply atcurrent rates
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PSSSG Research: Public Perceptions of Careers in the Electricity Sector, April 2008
• Low awareness of electricity industry
“How well informed do you feel, if at all, about the work of the electricity industry?”
1
Nothing at all
10
Detailed understanding
4
48% of respondents answered 1 - 4
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• 28% of respondents felt knowledgeable about the industry, particularly:
– Men (33% )
– Over 55s (32%)
– AB and C2 Social Grades (32% and 37%)
– Those living in North of England (32%)
• However – workshop findings suggest that self perceptions are not always borne out in reality
– Seems to be ‘confidence’ in the extent to which feel informed
PSSSG Research: Public Perceptions of Careers in the Electricity Sector, April 2008
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• Generally unfamiliar with work conducted within the electricity industry - only 19% of survey respondents able to highlight roles
• Within workshop – 7 career ‘types’ emerged
Understanding of work undertaken by industry
The SparkyThe Boiler Suited
Meter ReaderThe Eccentric
ScientistThe Grey Executive
The Salesman
The High Risk Engineer
The Contact Centre Girl
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0% 20% 40% 60% 80% 100%
Varied
Exciting
Manual
White collar
Non-creative
Structured
Excellent pay
Serious
Science related
1 to 4 5 6 to 10
Arts related
Fun
Thinking
Flexible
Poor pay
Blue collar
Creative
Boring
Image of Working in the Electricity Industry
Routine
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Power Sector Skills Strategy
– National Skills Academy for Power – increased training capacity, capability and competence
– Extensive, long term & robust data – EUS Workforce Planning Model
– Sector Attractiveness Strategy incl sector brand
– Standards & qualifications frameworks up-to-date & fit for purpose
– Clarity on career routes & structures
– Standardising skills activities where appropriate
– Influencing key stakeholders eg Ofgem
– Significant increased investment from employers