Engaging the Energy Industry for Student and Program Success Power Up! Engaging the Energy Industry for Student and Program Success Jennifer Grove Gulf Power Company Founding Chair, FEWC

Gulf Power Company Subsidiary of Southern Company 1,463 employees 427,663 customers 5 power plant sites with 16 units - 2 sites are jointly owned - 2,644 MW capacity 161 substations/ 1,600 miles of transmission lines 7,636 miles of distribution lines (1,748 underground)

Florida Energy Workforce Consortium Formed in 2006 to develop solutions to meet the current and future workforce needs of Florida’s energy industry Comprised of energy industry, construction, preK – 12 and post-secondary education, and workforce representatives – 60+ members Compete for a talent puddle or work together to build a talent pool?

1 in 3 U.S. workers is age 50 or older. 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 one in three U.S. workers will be age 50 or older By 2013, 43% of US Labor Force eligible for retirement In 2015, a 15% decline of ages 35 – 44; demand increases 25% 50% drop in graduating engineers during the past 15 years Sept. 1, 2002 T&D World In North Carolina a Progress study found 32% of 9th graders interested in Assoc. Degrees or skilled trade: demand will be 65% By the year 2050, the US population is projected to grow by almost 50% to 420 million with the greatest growth in non-white groups. In 2000 whites made up 69% of the US workforce; by 2050 it will be 50% and the percentage of Hispanics and Asians will double its current rate. Average age of today’s utility employee is 48 -almost 4 years older than the national average In a 2004 UBEC survey of utility CEOs, 85% indicated a potential lack of skilled workers threatens the company’s ability to meet customer needs. Carnegie Mellon found the demand for electric line workers will grow by 9% each year with 10,000 new jobs available annually by 2010 Need employees with some post secondary education and more advanced skills but the failure rates on utility pre-employment tests are increasing. ~500 power engineer graduates per year now; ~2000 in 1980’s IEEE Utility executives estimate at least ½ of the technical workforce will reach retirement age in 5–10 years 1 in 3 U.S. workers is age 50 or older. By 2015 a 15% decline is projected in ages 35 – 44.

Supply is down 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 Supply is down More than half of applicants for skilled, entry-level positions at Utility companies lack the academic or basic skills required for employment. - UBEC (Utility Business Education Coalition) survey of industry CEO’s “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

Simply put, demand exceeds supply “Baby boomer” employees retiring in large numbers Smaller pool of workers who have the appropriate technical skills

This shortage directly impacts the Energy 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

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 and Self-direction Global, civic, financial, economic & entrepreneurial literacy INNOVATIVE and CREATIVE thinking!

Florida’s Economy 20th largest in the world Also hit by recession – have lost 7M jobs 19M Floridians (4th largest state – will surpass New York to become 3rd in next 10 years) By 2020…+2.5M / +1.4M Net New Jobs By 2030…+5M Current Realities (updated 12/1/09) Florida is the fourth largest state and on pace to surpass New York state sometime after 2015 20th largest economy in world Of the 40 Global Megaregions projected, 10 of which are in the US, Florida will participate in 2 directly, have drive time to 4 others and will have direct global trade lines established with most others. Positioned for Global Economy. Consider that with the widening of the Panama Canal and the other changes in global trade lines, commerce will have to actively make choices to go around Florida. BUT…

Are We Ready for 2030? “Florida needs to plan better and grow smarter over the next 7 million people than we did during the last 7 million.” Florida’s Economy & Fundamentals are in Transition Even with the bad news I have mentioned, there is still positive movement expected in our state. Over the next 8 years, the Florida Agency for Workforce Innovation estimates that we will add an additional 1.1 million new jobs across the state. And Florida, now the fourth most populous state, will within the next 7 years surpass New York to become the 3rd largest. Estimates suggest that Florida will add between 30-40% more people – between 5 to 7 million more people – by 2030. Florida needs to plan better and grow smarter for the next 7 million people than we did for the last 7 million. We don’t have the water, land, and infrastructure we will need to properly incorporate and handle these 7 million new Floridians. Our tax system and governmental policies were designed for a different era, by a different era. The pressures are great – and the structures to address them – antiquated. It is time for significant change if we plan to compete in the next economy and live up to our potential. The 2030 Project is an attempt to build one plan – anchored to the future. The time to Plan for the Future is now. Florida has been in transition for some time but the current economic scenario highlights our need to prepare for the future economy. Steve Halverson, President & CEO, The Haskell Company & Chair of the Florida Chamber of Commerce

“Talent is the new economic development currency.” Mark Wilson President & CEO Florida Chamber of Commerce

Harvard University: Pathways to Prosperity Project “ While much emphasis is placed in high school on going to a four-year college, only 30 percent of young adults in the United States successfully complete a bachelor’s degree” According to the Organization for Economic Cooperation and Development, the United States now has the highest college dropout rate in the industrialized world.

Workforce Misperceptions… National Center for Construction Education and Research Slide # 13 Workforce Misperceptions… U.S. Census Bureau 8 of the 10 fastest growing occupations through 2014 do not require a bachelor's degree They Require a 2-year Associate's Degree or Post-Secondary Training – these can often be earned in high school now – have to rethink the traditional boundaries of secondary/ post-secondary – HAVE TO FOCUS ON CAREER ACADEMIES SOURCE: www.statesman.com/opinion/content/editorial/stories/03/06/0306bellsnyder_edit.html 13 SOURCE: "Educate the Work Force of Tomorrow" by Luke Bellsnyder & Jon Fisher. (03/06/2009) NCCER_Slide_Bank_2010-08-05.pptx

So What Is Our Need? A qualified, diverse workforce – for us and our industrial construction contractors Various career entry points with various educational attainments – technician-level and degreed engineers, accountants, etc. Pipeline of students Core values

Top Occupations of Concern Line Installers and Repairers Plumbers, Pipefitters & Steamfitters Welders Maintenance and Repair Workers Electricians Engineering Technicians Engineers (electrical, mechanical, chemical, civil…) Instrumentation & Control Technicians Power Plant Operators

What Are These Careers Like? All are high-skill, high-wage All require some basis of knowledge/skill prior to entry, but we provide training All have opportunities for advancement – both through technical and management paths Provide world-class benefits, including pensions, 401k matches, tuition reimbursement, career development, etc. For more information, visit www.getintoenergy.com

So How Do We Get There? PARTNER and COLLABORATE! Work locally, regionally, at state, and at national levels to brand our industry careers and create talent pipeline programs Focus on key areas: - State & National Outreach - Career Awareness - Policy & Education - Untapped Labor Sources - Funding & Resources

Energy Competency Model Plant Operator Electrical Technician Mechanical Instrument & Control Technician Alternate Fuel Technicians Lineworker Substation Technician Engineering Relay Natural Gas Technology Business Fundamentals Teamwork Following Directions Planning, Organizing & Scheduling Problem Solving Decision Making Ethics Employability & Entrepreneurship Skills Working with Basic Hand & Power Tools & Technology Mathematics Locating, Reading & Using Information Writing Listening Speaking Engineering & Technology Critical & Analytical Thinking Science Information Technology Interpersonal Skills Integrity Professionalism Reputation Motivation Dependability & Reliability Self- Development Flexibility & Adaptability Ability To Learn Non-Nuclear Generation (Coal, Natural Gas, Oil, Hydro, Solar, Wind, Biofuel, Geothermal) Nuclear Generation Electric Transmission & Distribution Gas Transmission & Distribution Tier 5 – Industry-Wide Technical Safety Awareness Industry Principles & Concepts Environmental Laws & Regulations Quality Control & Continuous Improvement Troubleshooting Tier 4 – Industry-Wide Technical Competencies Tier 3 – Workplace Competencies Tier 2 – Academic Competencies Tier 1 – Personal Effectiveness Tier 6-8 – Occupation-Specific

www.getintoenergy.com

FEWC Outreach Highlights March 2, 2012 Rep. Seth McKeel (R-Lakeland) talks about the resolution to honor lineworkers across the state on Aug. 26. Lineworkers from across state attended. The motivation for Lineworker Appreciation Day comes from Tracy Moore, wife of former Lakeland Electric lineman Marc Moore, who died while working on Aug. 26, 2002. The resolution will honor thousands of men and women who risk their lives every day, ensuring the reliable delivery of electricity throughout the state.

Outreach Highlights 2012 Florida Skills USA Worlds of Possibilities Career Expo – May 1 & 2: Pensacola Civic Center (World of Energy) CEWD Southeast Meeting – April 19 Charlotte GIECP State Team Leads Meeting – June 4/5 DC Continued support of Florida Energy Teachers Network (will host meeting today/tomorrow)

Florida Energy Teachers Network Comprised of teachers from throughout Florida who are now delivering or interested in delivering energy curriculum in the future Launched with training session in June, 2011 at Gulf Power in Pensacola – sponsored by FACTE Provide communications from industry/consortium to this network of teachers through email and have added teacher “toolkit” to FEWC website Second session June, 2012 (will be attended by reps from MS, KS, and CA too) At all times we partner with CEWD to ensure what we do in Florida aligns with national competency model and curriculum pathways

Get into Energy Career Pathways (GIECP): Implementation of Get into Energy Career Pathways Northwest FL Region: Jennifer Grove, Gulf Power Gulf Power Academy at WFHS Gulf Power Energy Institute at Milton High School Electrical/welding programs at Locklin Tech Adding Youth STEM program in Okaloosa/Walton county this summer Polk County: Betsy Levingston, Lakeland Electric Lakeland Electric Power Academy at Tenoroc High School May add Traviss Career Center Electrical/welding programs Have decided not to continue in Southeast FL region at this time Will add Northeast FL locations with JEA as partner

State and National Outreach Highlights Collaboration with Workforce Florida: WFI Strategic Plan explicitly addresses Energy as key Infrastructure Industry to focus on and has STEM focus WFI Banner Centers (Jennifer Grove chairs ad hoc committee); In addition to Banner Centers for Energy, Clean Energy and Construction, the Banner Center for Water Resources was established in 2010 Florida’s Green Jobs Workshop (5/09) Collaboration with STEMflorida and Florida Chamber Talent & Education Caucus through Jennifer Grove’s membership on both

Policy and Education Partnered with Florida Department of Education to gain approval for the addition of an Energy Industry Cluster - FIRST IN NATION! Partnered with FDOE to develop energy curriculum frameworks Continuously work with partners (CEWD, CORD, NCCER) to develop curriculum materials to support frameworks and keep frameworks relevant Looking at middle school curriculum Special thanks to Dr. Kim McDougal and Loretta Costin for the flexibility and allowing us to get this developed Also thanks to Ken Olsen who leads our Energy Working Group

Energy Career Academies Have 22 in Florida, including our Gulf Power Academy at West Florida High School in Pensacola (2001) Many utilize NCCER Electrical curriculum, resulting in industry-recognized and valued credentials Most offer articulation, energy industry pre-employment testing, and local energy company engagement Have piloted the new energy courses at multiple locations throughout state, both as part of Energy Academies and as part of Get into Energy Career Pathways pilot WFHS and Tenoroc High School in Polk County

State-wide student competition to brand energy careers (www State-wide student competition to brand energy careers (www.getintoenergyflorida.com) Purchase of “brand items” – marketing display, USBs, etc. Recognize energy-related projects at Florida Science Fair Recognize winners at Florida SkillsUSA state competition Partner with CEWD on Energy Career Pathways program Partner with STEMflorida on career awareness efforts and student internship/teacher externship programs Career Awareness Obtain FEWC marketing USBs for State Science Fair & SkillsUSA Energy project recognition Design Get Into Energy Florida Banner Stand graphic & purchase for FEWC marketing kit Finalize, print and deliver poster(s) ’10 winning student design from Niceville High School Design and purchase GIEF Wallet Cards to drive interest to the website Design, price and purchase GIEF polo shirts for dues paying members and community representatives on behalf of FEWC(available for purchase by all FEWC membership)

Critical Success Factors True business engagement, for both educators AND students Inspire early and often (both educators AND students), particularly in STEM disciplines Project-based learning in teams Integration of academics and CTE – BOTH DIRECTIONS: Reinforce CORE in CTE and teach in context in academic classrooms! Have to address the CTE “squeeze” – funding and class time Must continue to overcome perceptions… students, parents, counselors, administrators, etc.

Final thoughts… Thank you for what you do! STEM literacy and workforce preparedness is a foundation for personal, community, state, and national economic growth. These foundations cannot just be for those students in advanced STEM or CTE courses – we must figure out how to provide to ALL of our students! “If we don’t figure out how to do this, our children will be working for someone in another state or another country who did.” Susan Story at STEMflorida Business Roundtable Thank you for what you do!

Jennifer Grove jlgrove@southernco. com www. fewc. org www Jennifer Grove jlgrove@southernco.com www.fewc.org www.getintoenergy.com