2009 Business & Financial Conference, Savannah APPA Business & Financial Conference APPA Work Force Summit Update and Implications Monday, September 14, 10:30 – 11:45 a.m. Danville, Virginia’s Career Development Program Presentation by Denise Sandlin Support Services Director Danville, Virginia

2009 Business & Financial Conference, Savannah 2 Our program is a work in progress. We haven’t reached all our goals, but we’re getting there! DISCLAIMER

2009 Business & Financial Conference, Savannah 3 Introducing Danville, Virginia Web Sites Size sq. mi.; electric service area: 500 sq. mi. History -- Founded in 1793, incorporated in 1830, initially a tobacco & textile manufacturing center Government Structure -- Council-Manager Municipal Employment -- 1,245 full-time and part- time employees Services -- Typical municipal utility services plus natural gas, electricity, and telecommunications Location -- Southside Virginia on the Virginia – North Carolina border Population -- 45,400; metro area 107,000

2009 Business & Financial Conference, Savannah 4 Danville Utilities Department Functions as a municipal department with a $172 million operating budget; 189 fulltime equivalent employee positions

2009 Business & Financial Conference, Savannah 5 Electric Services Annual Production: Summer peak load of 247,000 kilowatts; Annual sales of 1 billion kilowatt hours Customer Accounts Served: 41,900 Service Area: Approximately 500 square miles including the City of Danville and portions of three counties; AEP serves several large industries Generation: 11,000 kilowatt hydroelectric plant and three diesel generators; Annual generation million kilowatt hours; Additional generation capacity is being pursued through AMP-Ohio System Capacity: Electricity purchased from American Municipal Power (AMP); transmitted through two American Electric Power (AEP) delivery points; 1,400 miles of 12,470/7,200-volt distribution lines originate from 16 substations that are serviced by 118 miles of 69,000-volt transmission lines

2009 Business & Financial Conference, Savannah 6 Our Strategy: Hire those with good potential and work ethic, then develop required job skills through formally structured training, sustainable programs Our Need: Danville Utilities requires highly skilled workers in a wide variety of disciplines The Challenge: It’s difficult to find new employees in our region with training, skills, experience, and certifications needed Danville’s Dilemma

2009 Business & Financial Conference, Savannah 7 The primary goal of our Career Development Program is neither learning for its own sake, nor simply to provide employees opportunities for personal fulfillment, but to enable Danville Utilities to operate with maximum efficiency and effectiveness for the customer’s benefit. Customer Focus

2009 Business & Financial Conference, Savannah 8 Increases in pay are tied to the program progression; merit pay handled separately Covers blue and white-collar job classifications Combines on-the-job learning with structured technical training and classroom instruction Step progressions require completion of training, passing examinations, and demonstrating job proficiency Not just a collection of apprenticeships Career Development Program Highlights

2009 Business & Financial Conference, Savannah 9 Program Step Knowledge Skills, & Abilities Required Supervision Other Trainee LimitedDirect, frequent Specialist Able to perform specific tasks independently Intermittent Experienced Specialist Can perform most work tasks proficiently Minimal, infrequentMay remain at this level for an extended period Journeyman Thoroughly knowledgeable & proficient Rarely neededProvides on-the-job training to less experienced co-workers Expert On the cutting edge; can analyze & implement tasks Can function as lead worker Leads training sessions Master Possesses absolute job proficiency; skilled problem solver Can lead work groups; fills in for supervisor Designs & implements work group activities & training sessions Adapted from Structured On-The-Job Training, 2nd Edition, Ronald L. Jacobs, 2003, Berrett-Koehler Publishers, Inc., Table 1.1, page 6 Career Development Program Steps

2009 Business & Financial Conference, Savannah 10 Electric Line Technician Job SpecificGeneralPolicies & Procedures Electricity principles Handling wire coils Climbing poles Transformer installation Energizing/de-energizing & much more Use of chain saws Fueling vehicles Work site set-up OSHA safety training Plan & map reading & much more Radio protocol Operational policies Utility codes Work order system Warehouse issuing & much more Responsibilities for Each Job Classification Are Identified

2009 Business & Financial Conference, Savannah 11 6 Months 6 Years 4 Years 2 Years Delivered Over Time  Job-Specific Tasks  General Job Tasks  Customer/Client Services  Safety  Administrative Functions  Policies & Procedures Training Curriculum Covers All Job-Related Skills

2009 Business & Financial Conference, Savannah 12 1.Instruction 2.Written/oral test 3.Performance test 4.Demonstrated on the job task proficiency over specified time period 5.Credit for training element Training, Testing, Demonstrating

2009 Business & Financial Conference, Savannah 13 Training Methods  On-the-job instruction provided by qualified co-workers and supervisors  Self-study using printed materials and/or video products  Computer-based training, either via CDs or the internet  Correspondence courses  Commercially provided instruction by electric cooperatives, training establishments, or vendors  City-administered training conducted by qualified instructors  Courses provided by Danville Community College and other institutions

2009 Business & Financial Conference, Savannah 14 Training ResourceTraining Provided Virginia, Maryland & Delaware Association of Electric Cooperatives Apprenticeship training for Electric Line Technicians Rappahannock Electric CooperativeApprenticeship training for Electric Substation Technicians and Operators Bismark State CollegeOn-line courses for Electric Engineering Technicians Midwest Energy AssociationOn-line Gas Operator Qualification training courses Virginia Tech & Virginia Department of Health-Office of Drinking Water Waterworks Operator training Coastal ClarityNetOn-line safety training courses to meet OSHA requirements; management and customer relations courses Vendor TrainingMicrosoft Office applications training Professional AssociationsSpecialized training Danville Utilities’ External Training Resources

2009 Business & Financial Conference, Savannah 15 Skill-Based Pay Feature

2009 Business & Financial Conference, Savannah 16 Benefits for Danville Utilities  Sustain essential staffing levels and comply with state and federal regulations  Deliver services safely, efficiently, and effectively  Retain experienced employees and reduce turnover  Keep employee productivity levels high  Train and continuously develop the workforce to our specifications  Recruit new employees with good potential, despite limited qualifications

2009 Business & Financial Conference, Savannah 17 Benefits for Participating Employees  Opportunities to earn college credits and pursue degrees  Portable credentials recognized nationally  Maintenance of cutting-edge job knowledge, skills, and abilities  Increased job satisfaction  Jobs that pay good wages

2009 Business & Financial Conference, Savannah 18 Comments! Questions? Denise Sandlin Support Services Director Danville Utilities 1040 Monument Street Danville, Virginia Telephone: Our program report is available upon request