Adding Value with Workforce Efforts: Developing a Diverse, Qualified Pipeline of Applicants

2. Are you adding value with your workforce efforts? • Based on a 2015 CEWD Member Survey: • 82% believe that High School and College Students in your state are not adequately prepared for energy careers • Respondents rated their company’s engagement with education providers at 3.4 out of 5 • Respondents rated their company’s workforce planning process at 3.26 out of 5 • Respondents gave their companies efforts on recruiting diverse candidates a 2.06 out of 4 • Only 32.7% of respondents use metrics to measure the success of Pipeline Development efforts Confidential and not for distribution outside of CEWD membership

3. Five things employers can do to develop a diverse, qualified pipeline of applicants • Make it easier for them to find us, understand our jobs, and what education pathways in your region will lead to an energy job. • Signal to students, job seekers and educators which credentials are required, preferred, and recognized by employers in your state, and are being used in hiring decisions. • Develop partnerships with other employers and educators to engage students from interest through employment. • Organize and educate within your company to communicate strategies, initiatives, policies and funding and Align companypersonnel, systems, policies and practices to support the needs of diverse, qualified applicants. • Provide data on the timing and demand for jobs in your company and feedback to educators and pipeline organizations on the quality of hires from their organizations.

4. What’s the benefit of pipeline development efforts? It’s the first question we are asked and the hardest answer to prove

5. Why is calculating ROI important? • It quantifies project value • It can build stakeholder support • It can uncover additional benefits • It can help to prioritize effective initiatives or stop ineffective initiatives

6. Is ROI the same as value? • ROI is calculated at a point in time – think P & L • Value creation occurs over time, not a point in time – think Balance Sheet A combination of Key Performance Indicators including ROI can measure value over time

7. So the question is… How do you calculate the value of creating a diverse, qualified pipeline of applicants?

8. Before we can calculate value – we have to define it Employers Students Educators ? ? ?

9. Value for Employers • Lower overall recruiting costs and cycle time • Higher pass rates on pre-employment screening • Ability to select from a more qualified and diverse applicant pool • New hire “fit” and retention

10. Value for Students • Save time and money by completing chosen program of study at a faster rate • Meaningful knowledge and skills with relevant credentials • Graduate with broader career options and higher earning potential • Shortened time from graduation to hire in the energy industry

11. Value for Educators • Increased employer engagement, support and curriculum relevancy • Increased student employment after graduation • Greater demand and sustainability of energy programs • Increased enrollment of qualified, motivated students

12. What Creates Value?CAUSE AND EFFECT Investment Value Investments alone are not sufficient

13. What Creates Value? CAUSE AND EFFECT Investment Value Targeted Actions But, investments in defined strategic actions

14. What Creates Value? CAUSE AND EFFECT Investment Value Targeted Actions Can create real value over time

15. How do you know? Time Money Quality

16. Give me an example, please Investment Value Targeted Actions Targeted Boot Camps GIE Math and Test Prep Workshop Competency Based curriculum Coaching

17. Get Into Energy Math and Test Prep Workshop

18. Return on Investment – GIE Math Yield - Number of applicants ready for next step Actual results of workshop pilot, estimated costs

19. IFan employer implements the GIE Math and Test Prep Workshop for a diverse mix of job seekers Then Over Time • Overall recruiting costs and recruiting cycle time will be lowered • Pass rates on pre-employment tests and screening will be higher • Will have a more highly qualified and diverse applicant pool to select from • Will have new hires who demonstrate a better “fit” with the energy industry and will stay

20. Back to the 5 Things Employers can do… To provide Value • Lower overall recruiting costs and cycle time • Higher pass rates on pre-employment screening • Ability to select from a more qualified and diverse applicant pool • New hire “fit” and retention

21. So what’s the real Value What we give What we get • Measured By: • Financial Metrics for Time and Money • Quality Metrics for Supply, Pass Rates, Diversity, Competency, and retention

22. Employer Metrics

23. Student Metrics

24. Educator Metrics