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Fueling the Energy Pipeline . A Statewide Industry Solution Carol Higley – JEA Kathleen Woodring – Workforce Connection Mark Vianello – Marion Technical Institute. Who’s who…& why…. Carol Higley Manager, Corporate Workforce Planning, JEA Career Awareness Chair, FEWC Kathleen Woodring

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Fueling the Energy Pipeline

A Statewide Industry Solution

Carol Higley – JEA

Kathleen Woodring – Workforce Connection

Mark Vianello – Marion Technical Institute


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Who’s who…& why…

  • Carol Higley

    • Manager, Corporate Workforce Planning, JEA

    • Career Awareness Chair, FEWC

  • Kathleen Woodring

    • COO, CLM Workforce

  • Mark Vianello

    • Principal, Marion Technical Institute



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Florida Energy Workforce Consortium

  • First 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

  • Working Committees: State and National Outreach, Career Awareness, Policy & Education, Funding & Resources, and Untapped Pools of Labor

    Compete for a talent PUDDLE OR

    work together to create a talent POOL


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Response Question:

What percentage of the Energy Industry workforce do you expect would be eligible for retirement over the next ten years?

A) 25%

B) 38%

C) 50%

D) 72%

50% of the energy industry workforce is eligible to retire in the next ten years.


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The Challenge

The need for skilled, well-educated workers is growing

“More than half of today’s utility

workforce will be eligible for retirement over the next 10 years.” - US Bureau of Labor Statistics

Demand

is

up

“The positions that will experience the highest rates of attrition over the next five years are those most difficult to fill: Engineer technicians and skilled and craft employees.”- APPA

By 2010, 1 in 3 U.S. workers will be age 50 or older.

By 2015a 15% decline is projected in ages 35 – 44.


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Supplyisdown

“More than half of applicants for skilled, entry-level positions at utility companies lack academic or basic skills required for employment.”

- UBEC survey of industry CEOs

The Challenge

There are not enough skilled workers to fill the jobs

“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

“The number of high school students taking trade or industry-related vocational and technical courses in preparation for a skilled or craft labor job has declined by 35% in the past decade.” - UWPN Issues Update


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Situation Analysis

An Aging Workforce

52% in the 45 + age group

28% in the 35-44 age group

17% in the 25-34 age group

3% in the less than 25 age group

Experience Drain

50% of employees are “retirement eligible”

Retirement eligible experience = 10,703 years!

Average Age and Years of Service

44 years

18 years of service (42.5% have 20+ years)

* Industry Averages


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This shortage directly impacts the

Utility Industry

  • 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


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So What Is Our Need?

  • A qualified, diverse workforce – for us and our contractors

  • Various career entry points with various educational attainments

  • Pipeline of students

  • Core values


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The “Neglected Majority” of Students

Power Plant Operators

Line Workers

Mechanics

Technicians

Minimize

Drop out rate

Engineers & Scientists

15%

65%

20%

• Capable, but not achieving at high levels

• “Applied” (or contextual) learners

• The future utility workforce


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Partnership with Business/Industry

  • Advisory Board

  • Recruitment/Open House

  • Classroom Speakers

  • Field Study Experiences

  • Thematic Learning Activities

  • Job Shadowing

  • Internships

  • Mentoring

  • Teacher Externships




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Response Question:

Which would you expect to be the average annual salary of a Journeyman Line Worker?

  • 44,987

  • 51,328

    C) 58,954

    D) 63,470

    A Journeyman Line Worker can expect to earn $ 63,470 with up to 25% in overtime potential


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Critical to success: Partnerships at all levels

National

State

Local

ENERGY AND CONSTRUCTION INDUSTRY


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Regional Approach

  • 5 year regional strategic plan

  • Overlap of curriculum programs

  • Common articulation agreements across school districts for theme academies

  • Regional advisory board – goals/calendar

  • CAPE Legislation

  • National Standards of Practice


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How is this different?

  • 66% of Florida’s current academies result in NO certifications.

  • Business driven and product driven

    • NOT process driven

  • Result in marketable skills

    • HS Diploma has become questionable

    • National certification

  • Academy driven by demand and location

    • NOT what’s available (instructor, equip. etc.)


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Response Question:

Which career cluster do you believe jobs from the energy industry reside?

A) Agriculture, Food and Natural Resources

B) Architecture and Construction

C) Manufacturing

D) Science, Technology, Engineering and Mathematics

E) All of the above

Energy jobs fit in ALL OF THE ABOVE categories


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Competition Video

Florida Power

and Light

WIND

COMPETITION

DAY


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Local Workforce

  • In Citrus, 61% are 45 or over

    • 36% are working

  • In Levy, 47% are 45 or over

    • 42% are working

  • In Marion, 51% are 45 or over

    • 39% are working

  • Our regional average graduation rate is 70%

  • Unemployment rate is 3.2%


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Power Industry Task Force

  • Workforce Connection

  • Central Florida Community College

  • Citrus, Levy & Marion County School Boards

  • Central Florida Electric Cooperative

  • Sumter Electric Cooperative

  • Ocala Electric Utility

  • Progress Energy


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Situation Analysis

  • Project arose from discussions regarding area workforce needs and projected industry growth

  • Education & training partners came together with private industry representatives in a series of meetings to determine specific training needs, possible training locations, and appropriate curriculum.


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Best Practice Research

  • Researched similar career academies.

  • Task Force members have toured the FPL training site in Miami.

  • Task Force members have visited Lake Sumter Community College-Home of the Banner Center for Energy. This is the site for SECO’s lineman training programs.


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Best Practice Research

  • Task Force members attended the CHOICE Workforce Summit in Destin. They were able to tour the Gulf Power Academy at Pensacola.

  • In-depth curriculum questions were answered for our education partners and meaningful dialogue was had between power industry representatives.

  • Nuclear Power Needs Paper completed.

  • CFCC toured SFCC Nuclear Program.


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Power Industry Career Academies

  • Three career academies were set to begin in August 2007.

  • Articulation to CFCC Engineering Technology AS Degree.

  • The Withlacoochee Technical Institute (WTI) planned to develop a lineman training using the NCCER Industrial Electrician Curriculum modeled after the Gulf Power Academy with a small version field training site to introduce pole climbing.

  • With further feedback from Progress Energy, WTI is now going to partner with CFCC for Plant Operator Training.

  • The industry representatives on this task force will include Progress Energy, SECO and Withlacoochee River Electric Cooperative.


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Power Industry Career Academies

  • Marion Technical Institute opened a power institute for lineman training using the NCCER Industrial Electrician Curriculum modeled after the Gulf Power Academy.

  • MTI also opened a small version field training site.

  • The industry representatives on the local task force include Progress Energy, SECO, and Ocala Electric Utilities.

  • Marion County is also discussing the possibility of a plant operator/radiation Tech academy in Dunnellon High School to feed into CFCC program.


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Power Industry Career Academies

  • The Levy County School Board has designated Bronson High School as its site for a Power Industry Academy.

  • The main needs in Levy County will be the construction of a new power plant with some opportunities for employment in the distribution sector.

  • This academy will offer the NCCER Industrial Construction Curriculum.

  • The industry representatives on the local task force will include Progress Energy, Central Florida Electric Cooperative and local commercial builders.

  • Now working with Gilchrist and Union Counties to build a regional response.


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Internships

Career Coaches

Adjunct

Professors

Business Collaboration Model

College

Academy Chair

Jobs  Careers

Materials & Equipment


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Business Collaboration Concept

Corporate Involvement – What?

Task Force

Task Force Chair

Academy Chairs

Curriculum Development

Instructor Selection

Curriculum Review

Recruiting Students

School Visits

Parents Nights

Student Development

Internships

Career Advisors


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MTI - Business Support

  • Corporate Involvement – What? (Cont.)

    • Coordinate donation of materials and equipment where possible

    • Marketing Resources

      • Included in Marketing Materials for Student Recruitment

    • Grant Opportunities

      • Eligibility for inclusion in grants utilizing this format


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Another Key Ingredient to Success - The Internship Coordinator

Student - EDC - CLM - Superintendent - School Board - Taxpayer

Task Force

Performance Metrics

  • Basic Economics

    • When Demand Exceeds Supply – Perceived Value Increases

    • If shortfall in supply is significant – Market will pursue other solutions

    • Poor Quality will kill the program

Orders-Coordinator

Production-Academy Instructor

Internship

Coordination

Internships

Training

Business

Community

Students

Evaluation

Interns

Final QC –Coordinator/Principal

Sales-Coordinator


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Visionary Goals Coordinator

  • More Internships than Interns Available

    • Open internships available for 90% of enrollment by January

  • Training plan to get approx 90% of the students Intern ready by May of Junior year

    • Training and Evaluation

  • Customer Satisfaction with Students

    • We can not afford escapes

    • If they occur - must have Rapid response / Corrective action

      • Terminate intern

      • Replace intern with guaranteed success candidate

      • Determine how Student made it through the evaluation

      • Change training/evaluation criteria

      • Review other interns currently working for similar characteristics

        • Follow-up with those employers to make sure no similar issues

        • Take corrective Action if necessary


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Business CoordinatorCollaboration Concept

What is the Measure of Success?

Trained Workforce

Proper Certifications

Right Attitude and Drive

Lower Employee Turnover Rates

Student Performance Improvement

Graduation Rates

GPA Performance

Attendance

Attitude

Waiting List to Get into Business Collaborative School


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Intern Summary Coordinator

  • Quality of Interns must Exceed Expectations

    • Or Internship Positions Evaporate

  • Must Have more Internships Positions Available than Interns

    • Students Lack real world experience

    • 100% Job Placement or Post Secondary Education becomes unrealistic

  • Talent Development Process must get 90% of Students Internship ready by May

    • Business Community and School Board question value – Reduce support

Ability to deliver will make or break the Business Collaboration Concept

And the future lives of 1000’s of students


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Response Question Coordinator

How many Post Secondary credits can be earned in High School in the energy industry?

A) 3

B) 6

C) 12

D) 15

Up to 15 post-secondary credits in energy can be earned prior to high school graduation


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Gulf Power Video Coordinator


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Gulf Power Academy Coordinator

West Florida High School of Advanced Technology

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

  • Based on NCCER Electrical curriculum

  • Students graduate with 15 hrs. college credit, a national credential, and a high school diploma

  • Significant investment of employees and resources


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Construction Academies Coordinator

Locklin Tech and Laurel Hill School

  • Proudly serve as the National Center for Construction Education & Research (NCCER) Accredited Training Sponsor for electrical, welding, carpentry, and HVAC programs

  • Provide guest speakers/instruction, field trips, industry certifications, and employees to serve on program and school advisory councils

  • Results:

    • Significantly higher success rate on pre-employment tests (100% on CAST first attempt for Locklin group!)

    • Have hired graduates from program into entry-level positions in plants & power delivery/ contractors who work with us have hired graduates


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Gulf Power Academy Results Coordinator

  • 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)


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National Standards of Practice Coordinator

  • Defined Mission and Goals

  • Academy Structure

  • Host District and High School

  • Faculty and Staff

  • Professional Development

  • Governance and Leadership

  • Curriculum and Instruction

  • Employer, Higher Education, and Community Involvement

  • Student Assessment

  • Cycle of Improvement


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Response Question: Coordinator

Are you currently working with an energy utility as a business partner in your school?

A) YES

B) No

  • Don’t know


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State Energy Consortiums Coordinator

Missouri

North Carolina

Pennsylvania

South Carolina

Tennessee

Texas

Virginia

  • Alabama

  • California

  • Florida

  • Georgia

  • Louisiana

  • Maryland

  • Mississippi

More Consortiums Forming …


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RESOURCES Coordinator

  • Best Robotics (BESTinc.org)

  • Center for Energy Workforce Development (CEWD.org)

  • Energyville online game (willyoujoinus.com/energyville)

  • FIRST Robotics (USFIRST.org)

  • GetintoEnergy.com

  • GetintoEnergyFlorida.com

  • National Energy Foundation (NEF1.org)

  • National Energy Education Development Project (NEED.org)

  • Project Lead the Way (PLTW.org)


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RESOURCES – Current Florida Career Academies in Energy Coordinator

Progress Energy

High School Career Academies:

  • Dunnellon H.S. – “Power Industry Academy” (Marion County)

  • Marion Technical Institute (H.S.) – “Electrical/Lineman Academy” (Marion County)

  • Dixie County H.S. – “Welding Career Academy” (Dixie County)

  • Crystal River H.S. – “Utility Operator Academy” (In the planning stages) (Citrus County)

  • Chiefland H.S. – “Plumbing/Pipe Fitting Academy” (In the planning stages) (Levy County)

  • Williston H.S. – “Welding Career Academy” (In the planning stages) (levy County)

  • Anclote H.S. – Power Industry Academy in partnership with TECO (In the planning stages) (Pasco County)

    Community Colleges:

  • Central Florida Community College – “Power Industry Engineering Program” (Citrus County)

  • Withlacoochee technical Institute – In conjunction with the CFCC program (Citrus County)

  • Lake Sumter CC – Lineman Boot Camp (Sumter County)

  • Indian River CC – Radiation protection program in partnership with FP&L (Indian River)

  • Community Technical & Adult Education, CTAE – Instrumentation & Control program (Marion County)


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RESOURCES – Current Florida Career Academies in Energy Coordinator

Gulf Power Company - High School Career Academies:

  • Gulf Power Academy at West Florida High School of Advanced Technology – Pensacola

  • Gulf Power Construction Academies at Locklin Tech – Milton

  • Gulf Power Institutes at Laurel Hill School – Laurel Hill 

    JEA - High School Career Academies:

  • A. Philip Randolph Construction Academy - Duval

  • Allen D. Nease Academy of Mechanical Engineering – St Johns

  • Bartram Academy of Architectural Design – St Johns

  • Creekside Academy of Environmental and Urban Planning – St Johns

  • Englewood Construction Academy - Duval

  • Middleburg Academy of Architecture and Construction - Clay

  • Orange Park Academy of Engineering and Design - Clay

  • Pedro Menendez Academy of Architectural and Building Sciences – St Johns

  • Robert E. Lee Engineering Academy - Duval

  • Terry Parker Coastal and Environmental Sciences Academy  - Duval

    Lakeland Electric - High School Career Academies:

  • Lakeland Electric Power Academy at Tenoroc H.S. In Lakeland. (Polk County)


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Touchstone Energy Video CoordinatorShoot for the Moon


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Questions? Coordinator

Questions?


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