1. The Business Case for Getting Involved in a State Energy Workforce Consortium  Presented by:

2. What is the state of the current pipeline?  82% of respondents from a Center for Energy Workforce Development (CEWD) survey felt graduates of high school/college programs were not prepared to enter energy careers –Increase in need for post-secondary education –Talent pool of skilled & qualified applicants is not keeping pace with current and future demand The cost to build the pipeline is increasing while the resources allocated to workforce development, recruiting, and training in most companies is decreasing.

3. What is state energy workforce consortium?  A state level collaborative group of bringing together energy employers, educators and state governments to provide a steady supply of talent, reduce the skills gap of graduates and meet the demands for increased skills in the future.

4. What is entailed in working together as a state consortium?  Define needs of energy industry employers  Identify the common competencies and curriculum to build education pathways to meet the needs of the employers  Build awareness and relationships at the state level that focus on industry needs  Work together to educate key demographics on the opportunities of the energy industry and how to get there

5. Why should our company get involved in the state energy workforce consortium?

6. It’s A Smart Decision  Working together: –Companies partner with educators to assure students have the right education and training coming in –Companies strengthen their applicant pools, reducing the time necessary to recruit, hire and training employees in advanced –Candidates are better prepared to be hired into and keep high paying jobs

7. It’s About Pride.  This qualified applicant pool can help carry on energy industry’s tradition of pride in their companies, communities and customers they serve.

8. It’s About Security.  A highly skilled workforce is key to maintaining reliability and customer service, as well as securing our assets  A highly skilled, “ready-now” workforce is essential for new construction, environmental compliance projects, and the emergence of new technologies.

9. It’s About Opportunity.  By working together as a state, we can tie into programs that attract and appeal to individuals who may not otherwise have a chance to enter these high quality careers, helping them build the American dream, while building a broader pipeline of qualified workers.

10. Why now?  With unprecedented challenges in the industry, workforce levels may increase or decrease and skill levels change, making it difficult for individual companies to manage their talent pipelines in the midst of uncertainty.

11. What are the business returns the company can expect?  Balance in supply and demand for the energy workforce in key job categories.  Reduction of skill gaps in potential applicants.  Greater adaptability to changing workforce requirements.

12. Effort will result in:  Lower ratio of hires to applicants reducing hiring and screening costs  Higher employee retention reducing the cost for recruitment and hiring  Increased rate of hiring satisfaction  Reduction in company training costs  Increased performance and productivity

13. Efforts will result in:  Greater workplace diversity or progress towards a company’s diversity goals  Regional workforce to grow regional economy and customer base

14.  Share the work of the consortium with your operations team  Provide internal resource to represent the company on the consortium  Provide resources to support the work required  Sign letters on behalf of the consortium/ company  Reach out to government officials for support, when necessary Executive Support 14

15. For more information, contact: