florida energy workforce...
TRANSCRIPT
Florida Energy
Workforce ConsortiumJanuary 30, 20191st Quarter Kickoff Meeting
UA Local Union No. 234
Jacksonville, Florida
Welcome & Introductions
Marlin VaughnFEWC Chair
• National and State CEWD Update
• FEWC Updates
• Energy and Economic Development Panel
• Discussion: Creating FEWC’s 3 year strategic plan & How to bridge
the gap between industry and education
• Education inventory
• Education Sector & Industry Partnerships Panel
• Masters Certificate in Energy at Florida Atlantic University
• Florida Ready to Work
• Update from Gas Partners
• IUOE 673: Creating a sustainable workforce
• Debrieft / tour of training center
Agenda
Executive Committee
2018/2019
- Chair: Marlin Vaughn, Reedy Creek Electric Services
- Chair-Elect: Maureen Wilt, FPL
- Career Awareness: John Havlik, NCCER*
- Education: Maureen Capp, Palm Beach State College*
- Immediate Past Chair: Kristie Kelley, Gulf Power
- Member at Large: Dale Calhoun, Florida Natural Gas Assoc.
- Honorary EC Members:
Andra Cornelius, Career Source Florida
Jennifer Grove, formerly of Gulf Power
Betsy Levingston, formerly Lakeland Electric
*denotes term ending June 30, 2019*
Succession Planning
Membership vote on two incoming
Executive Committee members
• Career Awareness Chair:
Bill Allison, Northwest Florida State College
• Education Chair:
Amy Albee-Levine, Lake Sumter State College
National and State CEWD Updates
Rosa SchmidtCEWD Representative
Florida Energy Workforce
Consortium MeetingJanuary 30, 2019
Rosa Schmidt
▪ Top issues facing the industry
– Diversity of the workforce
– Knowledge Retention
– Attracting job seekers to the
company/industry
– Building partnerships in education and
community
– Creating and implementing a strategic
workforce plan
CEWD Update
8
9
1. State Energy Workforce Consortia
2. Harvard Business Review Case Study
3. Strategic Workforce Planning
4. Education
5. Member Communication and Support
6. National Initiatives - Diversity and Inclusion,
Troops to Energy Jobs, Veterans in Energy
7. Career Awareness
CEWD Update – Six Big Things
10
TX
INOH
PA,
NJ,
DE,
MD
DCMS
▪ Tony Byers – Diversity and Inclusion
Expert
– Difference between diversity and inclusion
– Organizations that are good at D&I grow
their market by 45 % & 70% more likely to
capture new markets and get 2-3 time
more utilization of their talent.
– 7 behaviors of inclusion
– Diversity and Inclusion is a journey
Changing Workforce
11
▪ Harvard Business School CEWD case
study
▪ Managing the Future of Work
– Shrinking pipeline
– Job openings exceed the total number of
people who are unemployed
– Routine work is going away
Changing Skills
12
▪ Making the industry exciting –
Worcester Polytech Institute
▪ Innovative Programs
– Southeast Community College in
Nebraska
– West-MEC High School in Arizona
– EPRI Virtual Reality Demo
Changing Skills Panel
13
14
National Strategic Workforce Plan
14
15
Gaps in the Energy Workforce Survey
Resources Changes for 2019
1
5
▪ Non-retirement attrition by demographic breakdown
▪ Race and gender data at the business unit and job category for Total Headcount and Total Hires
▪ Financial contribution to education and pipeline hires will be collected for nuclear only
▪ Data for employees in “all Other” categories
▪ Electric and gas contractor data by job category
Building the Talent Pipeline
Employee Development and
Retention
Recruiting and Hiring
• Career Awareness and navigation
• Define education pathways and provide support from K through employment
• External Partnerships
• Connect recruiting to education pathways and talent pipelines
• Recognize industry credentials
• Support for Hiring Managers
• Defined career progression
• Policy alignment• Training, re-training and
upskilling• Knowledge Transfer and
Retention• Focused retention
practices
Internal coordination and reinforcementMeasurement and Feedback
CEWD Strategic Workforce Planning
Workforce Development
Building the Talent Pipeline
Employee Development and
RetentionRecruiting and Hiring
Value: Increased effectiveness of talent pipeline initiatives
Metrics:• Number of graduates• Number of applicants
from pipeline programs• Number of diverse
applicants
Value: Improved candidate quality and diversity
Metrics:• Pass rates on pre-
employment screening• % of diverse applicants to
hires• # of industry credentials
recognized• % of hires from pipeline
programs• Time to hire
Value: Increased employee retention
Metrics:•Non retirement attrition by years of service, critical jobs, demographics
CEWD Strategic Workforce Planning Metrics
Responsibility: • Workforce Development• Education Institutions
Responsibility: • Human Resources• Hiring Managers
Responsibility: • Human Resources• Management
Workforce Development Assessment Tool
18
ElementaryMiddle School
High School
Post-secondary
CEWD Curriculum
In partnership with NEF
19
ElementaryMiddle School
High School
Post-secondary
Strategic Linkages Initiatives
IEEE Scholarship PlusiCan toolkit
Energy Career Days
Internship/Co-ops toolkit
FIRST Lego
FIRST Robotics
FIRST Tech
Scholarships toolkit
Women in the Trades Career Day toolkit
GIE Summer Camp toolkit
Mentoring toolkit
Scouts Energy Badges
STEM Activities
SkillsUSA
Million Women Mentors
Indicates CEWD Toolkit
Get Into Energy Registration Site
20
National Energy Education Network
20
21
Where are the NEEN Schools?
37
58
31
6811
22
FACE TO FACE COMMUNITIES of PRACTICE
WEBINARSWEBSITES
Communication Channels
NEWSLETTERS and UPDATES
NEWS
SOCIAL MEDIA
Website Updates
23
Get Into Energy
Get Into Energy / Get Into STEM
CEWD Troops to Energy Jobs
24
Careers in Energy Week
24
Links to Related Social Media
Posts: https://cewd.org/careers-
week-social-media/
Trick or Treaters!
27
▪Webinar Series
▪New Alliances - CSMLearn
▪New resources
▪Integration with EEI’s Diversity and
Inclusion initiative
Diversity & Inclusion
28
▪New alliances
▪New resources
▪Registered veterans and
companies
▪Troops to Energy Jobs
Employers
Troops to Energy Jobs
28
Center for Energy Workforce
Consortium
For more information, contact:
Rosa Schmidt
Consultant
Center for Energy
Workforce Development
701 Pennsylvania Ave., N.W.
Washington, D.C. 20004-2696
732-266-9694
www.cewd.org
Marlin Vaughn
FEWC Updates
• New Members for 2018/19
• FEWC leadership hitting the road to visit schools, power partners, and industry
support companies recruiting membership.
• Learning more about the needs of the gas industry.
• Work with the FLDOE State Supervisor for Energy to review curriculum as needed.
• Strategically use the Executive Committee to visit a regional tech school, Power or
Gas company, or industry partner we can grow our membership exponentially.
Marketing & Membership
Career Awareness Updates
• Governor’s Proclamation
• Careers in Energy Week recap
• Expansion of Careers in
Energy Week for 2019
Education
• FETN Resources
– FEWC Website www.fewc.org
– CEWD website www.cewd.org
• Transitional year
– Dr. Amy Albee- Levine joining as Education chair July 1
– Best practices for teacher professional development
– Looking at new ways to engage with educators
• FAST
• FACTE
• FL Career Pathways Network
Financial Update
• Current cash on hand: $66,226.19
• Expenditures as of January, 2019: $14,291.51
• Budget details are available upon request
Energy Company Members
Reedy Creek
Electric Services
Industry Members
Education Partners &
Non Profit Members
Break
Executive Committee
Contact information
• Marlin Vaughn (Chair)
(407) 489-2112
• Maureen Wilt (Chair-Elect)
(561) 239-6154
• Kristie Kelley (Immediate Past Chair)
(850) 549-1298
• Maureen Capp (Education)
(561) 868-3333
• John Havlik (Career Awareness)
(386) 518-6943
• Dale Calhoun (Member at Large)
• Lindsay Silveus (Project Manager)
(850) 420-7520
Energy and Economic
Development Panel
• Mike Swindle, Hendry County School Board
• Geoffrey West, FPL Development Manager
• Candace Moody, CareerSource Florida Northeast
Discussion
Kristie Kelley
Creating FEWC’s 3 year strategic plan
&
How to bridge the gap between industry and education
Florida Energy Workforce Consortium Strategic Plan 2017- 2020
43
Vision: To ensure a sustainable, qualified workforce in order to support the energy needs of Florida.
Mission: Create an organized approach to leverage the resources of government, industry, education and labor to develop skilled workers for all stakeholders in the energy sector in the state of Florida.
Career AwarenessObjective: Improving the image of the industry and introducing to Floridians the high-paying jobs and career paths within it.Strategies:
• Plan and implement effective communications strategies that raise and create awareness among key
audiences.
EducationObjective: : Implement clearly defined education solutions that link industry recognized competencies and credentials to employment opportunities and advancement in the energy industry.Strategies:
• Evaluate and recommend actions required to satisfy new job demand on a specific occupation basis.
Use a credentialing process among and between Florida, new curriculum, degrees and certificates ,
CEWD, and occupational data utilizing the Troops to Energy Jobs program template.
Workforce Planning
Objective: Balance the supply and demand for a qualified and diverse energy workforce
Strategies:
• Develop reliable supply and demand data on current and future jobs
Structure and Support
Objective: Organize and manage the FEWC to maximize its positive impact on national, state and
individual company initiatives
Strategies:
• Effectively manage FEWC projects and initiatives.
• Regularly convene the FEWC to build partnerships and alliances between industry, government and
education.
• Create mutually beneficial alliances with organizations that support and advance FEWC initiatives.
• Maintain the FEWC as a self-sustaining operating structure that includes governance, management,
succession plan and financial processes.
2019 Priorities
• Growing membership
• Co-ops, munis, contractors
• Build Alliances
• Veterans Association
• CTE and CareerSource
• What’s the ROI for membership?
• Better understanding of the demand in the state
• Communication strategy – educators, and pipeline workers
(future)
• Career Awareness: focus on a communication strategy for the
pipeline (future) – social media, graphics, I Got into Energy social
media campaign
• Careers in Energy Week
• Educators – Teacher professional development (FAST)
Lunch
Sponsored by:
Upcoming FEWC Meeting Dates
• SkillsUSA World of Energy
April 7 – 9, 2019
Pensacola, Florida
• South/Southeast Regional Meeting
May 14 – 15, 2019
NextEra Energy
Juno Beach, Florida
• FEWC Summer meeting
June 18-19, 2019
TECO
Tampa, Florida
• Careers in Energy WeekOctober 13 – 19, 2019
• 2019 CEWD Annual SummitNovember 12-13, 2019
Arlington, Virginia
Education Inventory
Kristie Kelley
Education and Industry
Partnerships Panel
• Indian River State College & Next-Era
(James Auld)
• Reedy Creek & Clewiston Adult School
(Marlin Vaughn & Mike Swindle)
• Palm Beach State College and Pratt Whitney
(Maureen Capp)
• Fort Myers Technical College & NextEra
(Valerie Clark)
• Northwest Florida State College & Gulf Power/Okaloosa Gas
(Bill Allison)
Break
Master’s Certificate in Energy
Dr. James VanZwietenFlorida Atlantic University
FAU’s proposed Graduate Certificate in Energy ResilienceJanuary 30, 2019
Dr. VanZwieten
Goals for Energy Resilience Certificate Program
• Prepare College of Engineering and Computer Science graduate students for careers in the energy field.
• Add value to the education obtained by graduate students within our three departments:
1. Computer and Electrical Engineering and Computer Science
2. Ocean and Mechanical Engineering
3. Civil, Environmental and Geomatics Engineering
• Develop classes that will benefit students from all three departments.
Potential Courses for Energy Resilience Certificate Program
• Required Courses:1. Electrical Power Systems: Basics of electrical power generation, transmission,
and distribution.2. Advanced Energy Engineering: An overview of renewable energy technology
including the basics of solar electricity, solar water heating, wind power, micro-hydro, biomass and heat pumps.
• Elective Courses (take two)1. Photovoltaics2. Wind Turbine Systems3. Ocean Energy Systems4. Smart Grid5. Energy Potential Surveying
My Goals for Today
1. Learn for the experts in Energy Education.
2. Determine which skill sets the energy industry (generation, transmission, and/or distribution) would like to see in future employees with graduate educations (MS and PhD levels).• Both those with EE and other Engineering backgrounds.
3. Identify gaps in preliminary course offerings.
4. Determine if pursuing certifications from NERC or others will improve the quality/marketability of our graduates.
5. Develop relationships with industry and other academics working within the energy field.
Florida Ready to Work
Colleen Englert
myfloridareadytowork.com
myfloridareadytowork.com
Foundational employability and soft skills
myfloridareadytowork.com
• Focus on foundational employability and soft skills
❖ Readiness for occupational training and successful completion❖ Reduce hiring costs, accelerate training, and increase retention
• ‘Pathway solution’ implemented by employers, high schools, technical centers, state colleges, workforce system, adult education, corrections, juvenile justice and other partners
• State funded, no direct cost to implementation partners or students / jobseekers / incumbent workers
• Performance bonus funding: $15 per credential or $30 per student
• Sponsored by Florida Department of Economic Opportunity and managed by WIN Learning, a national career readiness company
Overview
63 percent of graduates believe they are ‘very’ prepared.
Employers disagree.
Only 14 percent of employers believe recent graduates are ‘very’ prepared.
US Chamber of Commerce Foundation, / Allegheny Conference, 2015
The Research
Florida employers report gaps in foundational ‘soft skills’ twice as often as technical skills:
▪ communication▪ reliability and time management▪ leadership▪ problem solving
CareerSource Florida, Florida Skills Gap and Job Vacancy Study, 2018
The Research
myfloridareadytowork.com
• Ready to Work Courseware
Career contextualized, self-paced with embedded placement tests to pinpoint skill gaps and target instruction, and embedded learner interactions and posttests to benchmark learning gains
❖ Applied Math – Use of workplace math – four basic functions of math – to communicate information and problem solve (i.e. calculate percentage discounts and mark-ups)
❖ Reading for Information – Use of workplace text to communicate information and problem solve (i.e. emails, manuals, memos, policies)
❖ Locating Information – Use of workplace graphics to communicate information and problem solve (i.e. spreadsheets, charts, graphs, instrument gauges)
Curriculum
myfloridareadytowork.com
• NEW Soft Skills Courseware
Career contextualized, self-paced with embedded video scenarios, learner interactions, and posttests to benchmark concept understanding and application
❖ Conveying Professionalism – Dependability, courtesy, attitude, motivation, personal accountability, and time management
❖ Communicating Effectively – Verbal and nonverbal communication and listening; use of communication tools including email etiquette, cell phone, and social networking; resolving conflict; and acknowledging criticism
❖ Promoting Teamwork and Collaboration – Teamwork skills and interactions, benefits of diversity and sensitivity to differences, accepting responsibility, and leadership
❖ Thinking Critically and Solving Problems – Innovation, creativity, flexibility, overcoming adversity, goal setting, and critical thinking strategies
Curriculum
myfloridareadytowork.com
• Ready to Work Assessments
❖ Research based, criterion referenced, application of skills, career contextualized❖ Academic and employer subject matter expert developed and validated❖ Multiple choice, 55 minutes per assessment (AM / RI / LI)❖ Level Scores 3-7❖ Aligned to curriculum
• NEW Soft Skills Assessment
❖ Research based, criterion referenced, application of skills, career contextualized❖ Academic and employer subject matter expert developed and validated❖ Multiple choice ‘BEST’ and ‘WORST’ response to situation, 60 minutes❖ Scored Passed or Not Passed ❖ Aligned to curriculum
Proctored Assessments
myfloridareadytowork.com
• Florida Ready to Work Credential
❖ State sponsored, signed by Governor❖ Employer recognized❖ Four levels
▪ Platinum – Minimum score of 6, ready for 95% of jobs▪ Gold – Minimum score of 5, ready for 90% of jobs ▪ Silver – Minimum score of 4, ready for 60% of jobs▪ Bronze – Minimum score of 3, ready for 30% of jobs
• NEW Florida Soft Skills Credential
❖ State sponsored, signed by Governor❖ Employer recognized❖ One level
Credentials
myfloridareadytowork.com
• 1 Million+ Courseware Hours with the lowest skilled making the most significant gains and spot-on correlation between courseware use and Credential outcomes
• 191,000+ Credentials Earned with Credential earners outperforming those without the Credential in both job placement and earnings by as much as 30 percent
• Double-digit reductions in employer hiring and training time
• 325,000+ Unique Participants statewide developing their career readiness skills
Results
myfloridareadytowork.com
• Brainstorm – one program / goal for which Florida Ready to Work may be a solution (i.e. Gulf Power / NextEra Energy or Lee County Electric Cooperative models)
• Contact us – fully-funded, full-service professional development including implementation planning, training, progress monitoring, coaching, and reporting / evaluation
• Get started – measureable results in 30 days or less !
Next Steps
myfloridareadytowork.com
Colleen Englert | Executive [email protected]
850.228.9558
More Information
Creating a Sustainable
Workforce
Ricky MusslewhiteIUOE 673
Creating a sustainable workforce through Apprenticeship and training
State and Federally registered program
Journeyman level upgrade
/ skills improvement
Recruitment
• Websites
• Newspapers
• Radio
• Career events
• Department of Education
• Helmets to Hardhats / VA
• Word of mouth- personal experiences
Certifications and Qualifications to
meet Industry Standards
➢ OSHA
➢ ASME
➢ MSHA
➢ NCCCO
➢ CDL
➢ DOT Compliance
➢ Pipeline O.Q.
➢ Dirt Equipment
O.Q.
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STATIONARY
Training Course Schedule
2019 General Membership Construction
Training Course Schedule
2019
General Membership Construction Training Course Schedule (continued….)
2019
General Membership Construction Training Course Schedule
(continued…)
Debrief
• What did we do well?
• What did we miss?
• What can we do better?
Tour of Training Center
Kirk BarrasUA Local Union 234