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Western Region CEWD Meeting March 2008. Van Ton-Quinlivan, [email protected] Director, Workforce Strategy & Diversity PG&E Corporation. Overview. PG&E needs to hire over 1,000 high wage workers (averaging $70-100K) over the next 3 years Utility Worker/Apprentice Lineworker: 750-1,000

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Western region cewd meeting march 2008

Western Region CEWD Meeting

March 2008

Van Ton-Quinlivan, [email protected]

Director, Workforce Strategy & Diversity

PG&E Corporation


Overview
Overview

  • PG&E needs to hire over 1,000 high wage workers (averaging $70-100K) over the next 3years

    • Utility Worker/Apprentice Lineworker: 750-1,000

    • Instrumentation Technician/Electrical Tech: 100-125

    • Apprentice Mechanics: 100-150

    • Apprentice Welders: 30

    • Power/Electrical Engineers: 150-250

  • PG&E’s workforce development framework is based on national best practices, leveraging Workforce Investment Boards and community colleges

  • PG&E’s 2008 pilots focus on utility workers / apprentice lineworkers

  • Programs outreach to Job Corp residents, veterans, and underserved populations

  • Significant collaboration potential opportunities exist

CONFIDENTIAL DRAFT


Pg e s viewpoint on workforce development
PG&E’s viewpoint on workforce development

  • The demand for technically skilled craftworkers is great and growing

  • We must collectively focus resources and efforts

  • Outreach, training, onboarding, and upskilling must be comprehensive and factor in California’s demographics

  • Programs should deliver the right people with the right skills into business at the right time

CONFIDENTIAL DRAFT


What our hiring managers want
What our hiring managers want…

  • Meets hiring requirements

  • Local

  • Productive immediately (through relevant experience or pre-training)

  • Capable of moving up

  • Has soft skills and good work ethics

  • Ethnic or gender diversity

Build systematic pipelines

of job-ready candidates

by emphasizing these factors in the outreach, screening and pre-training processes

CONFIDENTIAL DRAFT


The powerpathway model
The PowerPathway model

PG&E

Role: Hire

  • Advantages to company

  • Good workers

  • Lower training cost long run

  • Community presence and goodwill

Community-Based Organizations

(or Workforce Investment Boards)

Role: Outreach and Case Manage

Community Colleges

Role: Train

CONFIDENTIAL DRAFT


Initial 2008 powerpathway pilots are focused on hiring utility workers
Initial 2008 PowerPathway™ pilots are focused on hiring Utility Workers

Apprentice Mechanics (Veterans)

Goal: Train 20 candidates per year

Target group: Veterans with mechanical background

Site: Skyline College

Training: Community college certificate

Partners: Employment Development Dept, Skyline College, San Mateo WIB

Maintenance & Construction Associates (Veterans)

Goal: Establish 1 year training to intake veterans for potential line supervisory role

Target group: Non-commissioned officers

Site: PG&E

Training: 1.5 year combined formal and on-the-job training

Partners: City College of San Francisco, Fresno WIB

* Pending receipt of grants

Utility Workers / Apprentice Lineworkers

Goal: Train 100 candidates per year

Target group: Disadvantaged youth and adults; Job Corps; dislocated workers; veterans

Sites: Fresno, Oakland, San Mateo, San Francisco

Training: 3 month community college certificate

Partners: San Francisco, Oakland, Fresno, San Mateo community colleges and WIB

Apprentice Electrical and Instrument Technicians*

Goal: Train 30 candidates per year

Target group: Skilled dislocated workers, community residents

Site: San Mateo

Training: 2 year degree + capstone training

Partners: College of San Mateo, San Mateo WIB

Apprentice Welders*

Goal: Train 10 candidates per year

Target group: Current AA-level welding students

Site: Butte College

Training: 2 year degree + capstone training

Partners: Butte College, local CBO

CONFIDENTIAL DRAFT


2008 pilots powerpathway geographies
2008 Pilots - PowerPathway Geographies

SF

Oakland

Fresno

San Mateo

To apply for PowerPathway courses or for more information, visit www.pge.com/careers/powerpathway.

CONFIDENTIAL DRAFT


PG&E PowerPathway™ model for Bridge to Utility Worker / Apprentice Lineworker

JOURNEY LEVEL FITTER

$32.66 per hour

JOURNEY LEVEL LINEWORKER

$40.80 per hour

JOURNEY LEVEL WELDER

$40.80 per hour

STAGE 5

APPRENTICE FITTER

$27.73 per hour

APPRENTICE LINEWORKER

$29.11 per hour

APPRENTICE WELDER

$27.73 per hour

STAGE 4

ON THE JOB GASUTILITY

WORKER TRAINING

$19.91 per hour

ON THE JOB ELECTRIC UTILITY

WORKER TRAINING

$19.91 per hour

STAGE 3

  • INTENSIVE BRIDGE TO

  • UTILITY WORKER/

  • APPRENTICE LINEWORKER

  • COLLEGE OF SAN MATEO

  • (100-150 hours)

  • Introduction to gas & electric industry,

  • safety training, technical training

  • Intensive math, ESL & spatial skills

  • ACT test preparation

  • Delivered for college credit

  • FULL BRIDGE TO UTILITY WORKER/APPRENTICE LINEWORKER

  • LANEY, CCSF, AND FRESNO COMMUNITY COLLEGES (200-300 hours)

  • Contextualized training delivered for college credit

  • Introduction to gas & electric industry, safety training, technical training

  • Intensive math, ESL, spatial skills; Achievement of 10th grade reading level

  • Interview preparation

  • ACT test preparation; physical conditioning for ALP test

  • Wrap-around support and case management

  • Individualized education and career plan

  • Full financial aid available

STAGE 2

Literacy attainment at the Wonder LIC 8th – 10th grade level

OUTREACH, RECRUITMENT AND ASSESSMENT

TARGET GROUPS: Latino community, disadvantaged youth and adults, dislocated workers and veterans

PRIORITY AREAS: Fresno, SF Bay Area/Oakland, San Mateo/San Jose

SERVICES BY OUTREACH NETWORK: Industry orientation, assessment, community outreach, counseling, case management

STAGE 1


Video
Video

  • Start video

CONFIDENTIAL DRAFT


Collaboration opportunities
Collaboration opportunities?

  • Employer consortiums

  • Hire

  • Joint curriculum development

  • Use leads already generated

  • Amplify voice on public policy

  • Partnerships for expansion and sustainability

  • Additional geographies

  • Additional curriculums

  • Target outreach (females, Asians, etc.)

  • Leveraged resources/funding

  • Other

  • A systematic way to capture knowledge/talents of retiree pool

CONFIDENTIAL DRAFT


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