preparing talent for tomorrow: an industry imperative

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Preparing Talent for Tomorrow: An Industry Imperative

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Preparing Talent for Tomorrow: An Industry Imperative. Gulf Power Company: Who Are We?. 1,365 employees 427,000 customers 6 power plant sites - 3 sites are jointly owned - 2,659 MW capacity 137 substations/ 1,595 miles of transmission lines - PowerPoint PPT Presentation

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Page 1: Preparing Talent for Tomorrow:   An Industry Imperative

Preparing Talent for Tomorrow: An Industry Imperative

Page 2: Preparing Talent for Tomorrow:   An Industry Imperative

Gulf Power Company: Who Are We?

1,365 employees 427,000 customers 6 power plant sites - 3 sites are

jointly owned - 2,659 MW capacity

137 substations/ 1,595 miles of transmission lines

7,644 miles of distribution lines (1,754 underground)

Page 3: Preparing Talent for Tomorrow:   An Industry Imperative

Southern Company

Employees: 26,421

Average Service: 18 years

Average Age: 45 years

Turnover: 5.1%

Highlights

Transmission lines: 27,000 miles

Substations: 3,700

Generation: 42,000 MW

Infrastructure

Page 4: Preparing Talent for Tomorrow:   An Industry Imperative

The Challenge

1 in 3 U.S. workers is age

50 or older.

By 2015 a 15% decline is

projected in ages 35 – 44.

The need for skilled, well-educated workers is growing

Demandisup

Supplyis

down

“More than 70% of HR executives say that

incoming workers with inadequate skills are

their most serious problem over the next

three years.” – Deloitte Consulting

Page 5: Preparing Talent for Tomorrow:   An Industry Imperative

The New Economic Development Reality

A skilled workforce has become more important than land and buildings

As layers of middle management have been eliminated, these workplace skills are increasingly required of all employees:

•Critical thinking/ Problem-solving•Communication skills•Teamwork•Self-direction•Global, civic, financial, economic &

entrepreneurial literacy• INNOVATIVE and CREATIVE

thinking!

Page 6: Preparing Talent for Tomorrow:   An Industry Imperative

• Utility workforce is four years older than national average – US Bureau of Labor Statistics

• Demand for technical and craft workers increasing

• Failure rates on pre-employment tests are increasing

• Potential threat to both productivity and reliability

Energy Industry Workforce Challenges

Page 7: Preparing Talent for Tomorrow:   An Industry Imperative

Gulf Power’s Multi-Prong Approach

• Gulf Power Company Programs

• Southern Company Efforts

• State Efforts

• National Efforts

Collaboration is Key!

Page 8: Preparing Talent for Tomorrow:   An Industry Imperative

Gulf Power Company Programs

• STEM (Science, Technology, Engineering and Math) Promotion

• Energy Career Awareness

• Energy Career Pipeline Development Programs

• Community Workforce Development

Page 9: Preparing Talent for Tomorrow:   An Industry Imperative

STEM Promotion Programs

• I LOVE Science

• BEST and FIRST Robotics

• Math in Energy Careers Day

• Electrathon Racing

• STEMflorida

Page 10: Preparing Talent for Tomorrow:   An Industry Imperative

Career Awareness Programs

•Energy Summer Camps

•Engineering Explorers Post

•Gulf Power Speakers’ Bureau for Career Fairs

Page 11: Preparing Talent for Tomorrow:   An Industry Imperative

Talent Development Pipeline Programs

Page 12: Preparing Talent for Tomorrow:   An Industry Imperative

Gulf Power

Academy Class of

2009

First major partnership to develop qualified, applicant pool opened August, 2001

Gulf Power Academy, WFHS

Page 13: Preparing Talent for Tomorrow:   An Industry Imperative

Gulf Power Partnership Includes:

• $25,000 per year donation to WFHS

• Guidance, support & instructional assistance in the Gulf Power Academy (Program Advisory Council)

• Serve on School Advisory Council

• Support of entire school through participation in Career Days, Open House, publicity events

• No commitment to hire students at end of program - no commitment for students to work for us

Page 14: Preparing Talent for Tomorrow:   An Industry Imperative

Gulf Power AcademyKey Components

• Academic rigor plus “hands-on” experience, based on NCCER Electrical Curriculum

• Mentoring Program Junior Year

• Advanced Career Experience (ACE) program Senior Year

• Over 50 % go on to college, utilizing 15 hours of articulated credit from the program

• We provide guest instructors, employee mentors, and work experiences – full engagement!

Students are prepared for work AND college

Page 15: Preparing Talent for Tomorrow:   An Industry Imperative

Gulf Power Academy Mentoring Program

• 12th Grade students matched with Gulf Power Employee (consideration given to job responsibilities/ experience, & individual characteristics)

• Provides students direction, guidance, and a direct link to one Gulf Power employee

• Provides Gulf Power an opportunity to make a determination about each student’s employability

Page 16: Preparing Talent for Tomorrow:   An Industry Imperative

Advanced Career Experience (ACE)

•Host 17 – 25 senior students each year, from GPA, Pre-engineering, Cox, and AOIT (this year: 20 ACE students)

•Students come to Gulf Power to learn & work instead of going to school every other day

•If successful on our industry pre-employment tests 1st semester, students are paid while learning/working 2nd semester

Page 17: Preparing Talent for Tomorrow:   An Industry Imperative

Advanced Career Experience (ACE)

•Second semester - OJT in jobs of student’s choice – Plant – Meter Shop – Line Crews – Customer Service – Engineering – Substation– Accounting– Information Technology

•Carried out under Partial Waiver to Hazardous Occupations Section of Child Labor Laws with tremendous focus on Safety!

Each student receives individualized

schedule rotating them through positions of interest to them…

Page 18: Preparing Talent for Tomorrow:   An Industry Imperative

Gulf Power Academy Results

• Gulf Power Academy seniors have significantly higher success rates on industry pre-employment tests than non-program job candidates

• Prepares students for work AND college – 50% go on to pursue 4 year degrees, primarily in engineering

• Have hired 6 – 11 each year into entry-level careers at Gulf Power Company (since first graduating class in May of 2005)

Page 19: Preparing Talent for Tomorrow:   An Industry Imperative

Community Workforce Development

• Every Child a Reader in Escambia (ECARE)– Founding member of community collaborative

focused on emergent literacy– Goal is to have every student who enters

kindergarten test “ready” when they begin

• Ford Next Generation Learning Community Program for ECSD & SRCSD– Founding member of community collaborative

to increase numbers and quality of career academies in our area

Page 20: Preparing Talent for Tomorrow:   An Industry Imperative

Southern Company Efforts

• Southern Company Workforce Development Council– Includes representative from each

operating company – Allows us to leverage our work

• Three key focus areas:1.Programs (Career Awareness)2.Pipelines (Talent Development)3.Partnerships (Collaborations)

Page 21: Preparing Talent for Tomorrow:   An Industry Imperative

PIPELINES (Talent):

11 Talent Pipeline programs Hired 18 students (138 from ’05-present) from Intern Programs Hired 25 students (156 from ‘05-present) from Talent Pipeline programs

Created partnerships with four additional technical colleges for future Talent Pipelines Created a comprehensive workforce development plan for Southern Nuclear

Partnerships (External Strategic):

CEWD ongoing support and participation on Executive and Education Councils Leadership for state Energy and Industrial Construction Consortia Partnered with Federal, State and Local Workforce Development entities on funding and pipeline development opportunities resulting in over $10 million dollars in secured federal grant funding for energy and/or construction job training Leadership on industry specific organizations (i.e., SEMTA, NEI, CGIA, ACRI)

PROGRAMS (Career Awareness): New “Power Up” career awareness/branding campaign Employee “Career Awareness Teams” Seven summer energy camps Two “On the Job” Television shows – “Women in Non-Traditional Roles” and “Careers at Southern Nuclear” Outreach to over 12,000 students and educators through Southern Company’s various career awareness activities and events

Southern Company 2009 Summary

Page 22: Preparing Talent for Tomorrow:   An Industry Imperative

Allows us to brand our careers throughout the Southeast

Southern Company High School Materials

Page 23: Preparing Talent for Tomorrow:   An Industry Imperative

Southern Company Military Branding

Campaign

12

Page 24: Preparing Talent for Tomorrow:   An Industry Imperative

Florida Energy Workforce Consortium (FEWC)

Industry Chair, Jennifer Grove, Gulf Power Company

www.fewc.org

Page 25: Preparing Talent for Tomorrow:   An Industry Imperative

• First state consortium to form in April 2006 to identify and develop solutions to meet the current and future workforce needs of utilities in Florida – now over 60 members

• Comprised of utility representatives, contractors, contractor associations, state and local secondary and post-secondary education representatives, state and local workforce system representatives, IBEW, and building trades

• Focus is to leverage our activities across the state – together we can accomplish so much more for our industry than we could individually

FEWC

Compete for a talent PUDDLE OR work to create a talent POOL

Page 26: Preparing Talent for Tomorrow:   An Industry Imperative

• Wrote new Florida Department of Education Energy Curriculum Frameworks to match industry needs

• Had “Energy” added as 17th career cluster in Florida

• Secured $13M+ from ARRA funds and $1.5M of state workforce funding for Florida energy workforce development programs

FEWC website: www.fewc.org

FEWC Recent Accomplishments:

Page 27: Preparing Talent for Tomorrow:   An Industry Imperative

• First partnership between utilities and their associations – EEI, AGA, NEI and NRECA to focus solely on these issues

• 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

National Solution

Page 28: Preparing Talent for Tomorrow:   An Industry Imperative
Page 29: Preparing Talent for Tomorrow:   An Industry Imperative

State Energy Workforce Consortia

Existing Consortium

Planned Consortium

WA

CA

MN

TX

TN

MS

LA

IN

MO

OH

MI

NJ

CT

MD

AL

VA

GA

FL

NC

SC

PA

KY

OR

CO

IA

AZ

Page 30: Preparing Talent for Tomorrow:   An Industry Imperative

Key Takeaways…

• STEM is our future!

• Students must have opportunities to learn about/ experience potential careers BEFORE deciding what to do following high school

• Rigor and relevance are an option and requirement for ALL students to be successful

Page 31: Preparing Talent for Tomorrow:   An Industry Imperative

Questions