Workforce challenges of electric sector employers
1 / 37

Energy Workforce - PowerPoint PPT Presentation

  • Uploaded on

Workforce Challenges of Electric Sector Employers. Summary of Research Findings Alan Hardcastle Senior Research Associate June 26, 2008. Mossy Rock Dam Photo courtesy of Tacoma Power. Electric Sector Workforce Study Sponsors. Center of Excellence for Energy

I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
Download Presentation

PowerPoint Slideshow about 'Energy Workforce' - Solomon

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.

- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
Workforce challenges of electric sector employers l.jpg

Workforce Challenges of Electric Sector Employers

Summary of

Research Findings

Alan Hardcastle

Senior Research Associate

June 26, 2008

  • Mossy Rock Dam

  • Photo courtesy of Tacoma Power

  • Electric sector workforce study sponsors l.jpg
    Electric Sector Workforce Study Sponsors

    • Center of Excellence for Energy

      Technology, Centralia College

    • IBEW Local 77

    • Lewis County EDC

    • Pacific Mountain WDC

    • State Board for Community

      & Technical Colleges

    • Tacoma Power

    • Thurston-Lewis-Mason

      Central Labor Council

    • Stator units at Grand Coulee Dam Third Powerplant

  • Photo courtesy of United States Bureau of Reclamation

  • Electric sector workforce survey purpose and design l.jpg
    Electric Sector Workforce SurveyPurpose and Design

    • Needs assessment of the industry

      • Existing data insufficient

      • Understand workforce issues

      • Benchmark for HR planning

      • Boost responsiveness

    • 12 Regional employers

      • WA and OR

      • Industry composition

    • Five key occupational groups:

      • Operator

      • Line Worker

      • Mechanic

      • Electrician

      • Technician

    Line School Instructor

    Photo courtesy of Avista

    National context three major factors l.jpg
    National Context: Three Major Factors

    • Impending Retirements

    • Shrinking Labor


    • Knowledge and

      Skill Gaps

    • Maintenance employees walk through the juvenile fish bypass

  • Photo courtesy of Chelan County PUD

  • Regional context l.jpg
    Regional Context

    • Economic Impact

    • Workforce demographics

    • Future labor supply

    • Education and training

    • Workers service a wind turbine at the Nine Mile Canyon Facility

  • Photo courtesy of Energy Northwest

  • Electricity demand increasing l.jpg
    Electricity Demand Increasing

    • Between 2003-2025 electricity demand in the Pacific Northwest is forecast to increase by around 40 percent (around 7,000 aMW)

      Source: Northwest Power and Conservation Council, 2005

    Electric power generation l.jpg
    Electric Power Generation

    Source: U.S. Department of Energy, Energy Information Administration, 2007.

    Problem 1 an aging workforce l.jpg
    Problem 1: An Aging Workforce

    • Nationally, the average age of utility craft workers is 50 years old.

      • Highest average age of any industry sector

    • Around 50% of U.S. utility workers are projected to retire over the next 10 years

      • 200,000 highly-skilled workers will exit

        Source: Electric Power Research Institute (EPRI)

    • Mobile Workstation

  • Photo courtesy of Puget Sound Energy

  • Problem 2 skill shortages l.jpg
    Problem 2: Skill Shortages

    Source: Washington State Workforce Training and Education Coordinating Board, 2006.

    Survey results topics covered l.jpg
    Survey ResultsTopics Covered

    • Current and future employment demand

      • Employment levels and future hiring

      • Retirement forecasts and replacement

      • Hiring challenges

    • Workforce and succession plans, strategies

    • Partnerships with colleges, others

    • Apprenticeship/pre-apprenticeship

    • Outreach to K-12 schools, students

    Current employment in 5 target occupations l.jpg
    Current Employment in 5 Target Occupations

    Key hiring challenges l.jpg
    Key Hiring Challenges

    • General shortage of qualified applicants

    • Occupational shortages cut across industry sectors

    • Increased recruiting and hiring costs

    • Filling the skills gap with subcontractors and overtime

    • Adjusting hiring expectations and processes

    • Work conditions as a challenge to recruiting and hiring

    • A lack of workforce diversity

    • Specific jobs: Line workers, technicians and electricians

    • Engineering (EEs)

    Workforce succession planning l.jpg
    Workforce & Succession Planning

    • Few employers have formalized processes

    • Internal/external drivers

    • Informal approach typical

    • Management focus

    • New commitment to planning

    • Effective models in use

    • Implementation challenges

    Two year college connections l.jpg
    Two-Year College Connections

    • Limited in number and scope

      • Apprenticeship

      • Recruiting/hiring priority

    • Internal focus

    • Notable partnerships

    • Reaching out

    • Control Center

  • Photo courtesy of TransAlta

  • Apprenticeship issues l.jpg
    Apprenticeship Issues

    • A Big Investment

      • “For an apprentice, it’s a three year program, a half-million dollar investment. So we’re serious about making sure they’ll succeed.”

    • ROI

      • “We need to spend the money to get them through an apprenticeship, but we also need to look at retention. We can’t keep stealing from each other.”

    • Expanding Capacity

    Pre apprenticeship training l.jpg
    Pre-Apprenticeship Training

    • Eight employers routinely hire new employees into trainee-level positions that are preparatory to various craft occupations.

      • High school graduates

      • Locals as trainees

      • Develop a pool for regular apprenticeships

    • Resistance/support from Unions

    K 12 outreach l.jpg
    K-12 Outreach

    • Building a K-12 pipeline

    • More strategic

      • Specific recruiting goals

      • ROI

    • Competing priorities

    • Image problem

    • Skills and knowledge


    • Setting a Pole

  • Photo courtesy of Snohomish County PUD

  • Conclusions challenges l.jpg
    Conclusions (Challenges)

    • Labor shortages already here, will worsen

    • Recruiting and hiring challenges increasing

    • Workforce and succession planning informal

    • McNary Substation in Umatilla Oregon

  • Photo courtesy of Bonneville Power Administration

  • Conclusions challenges 2 l.jpg
    Conclusions (Challenges 2)

    • Two-year college connections limited

    • Apprenticeship capacity insufficient

    • K-12 outreach underdeveloped

    • System Control Map

  • Photo courtesy of Grays Harbor PUD

  • Implications l.jpg

    • Retirement effect:

      • Skills vacuum

      • Replacement churn

      • Limited labor pool

      • Wage pressure

      • Competitive disadvantage

    • Is Industry Prepared?

    • IBEW Local 77 Apprentices raise the US flag at the Center of Excellence for Energy Technology 2007 Energy Summit

  • Photo courtesy of Seattle City Light

  • Implications 2 l.jpg
    Implications – 2

    • Short and long-term strategies, solutions

      • Encourage employees to delay retirements

      • Re-hire retirees to fill skill gaps, train new workers

      • Restructure jobs, increase use of technologies

      • Expand internal and external training options

      • Increase use of incentives, pay and benefit options to attract and retain workers

    • Restore apprenticeship capacity

    • Expand college partnerships: skills, innovative new programs, career options

    Implications 3 l.jpg
    Implications – 3

    • To boost labor supply, grow the pipeline

    • Outreach to students, parents, educators

      • Build awareness, re-define the image

      • Reinforce skill requirements (STEM)

      • Work-based learning opportunities

    • The future workforce: women, minorities

    • Expand education and training capacity

    • Coordinated action for industry support

    Future research l.jpg
    Future Research

    • Engineering workforce: Engineering workforce demand and skill requirements

    • Apprenticeship: Analysis of apprenticeship trends and capacity issues for craft occupations

    • Succession planning: Best Practices model for workforce and succession planning

    • Renewable energy and energy efficiency: Analysis of current/future job demand and skills for clean energy occupations

    Electric sector workforce challenges l.jpg
    Electric Sector Workforce Challenges

    Next Steps:

    • Disseminate Study

    • Presentations to Industry

      and Stakeholders

    • Future Research and Action


      Alan Hardcastle

      Senior Research Associate

      WSU Energy Program

      (360) 956-2167

      [email protected]

    • Bigelow Canyon sunrise

    • Photo courtesy of Portland General Electric