1. State Energy Workforce Consortium Industry & Education Partnership Summit Date

2. State Energy Workforce Consortium
Welcome
Safety Message
Introductions
Name
Organization
Role
What you hope to gain from the Summit

3. Agenda Welcome, Safety Message and Introductions
Purpose of the Summit and Desired Outcomes from Industry
Overview of the (State) Energy Workforce Consortium
Process Used to Identify Summit Participants
CEWD Overview (20 minutes)
State Labor or Workforce Development Speaker (Optional)
Game Changers and Workforce Issues in the State
Industry Partner Overviews (20 minutes per company)
Education Partner Overviews (20 minutes per school)
Educators’ Q&A with Industry
Completion of Educator Sponsorship Forms for CEWD Membership
Next Steps

4. Center for Energy Workforce Development
In 2006, a consortium of utilities (electric, natural gas, and nuclear) and utility associations (EEI, AGA, NEI, NRECA) formed the non-profit Center for Energy Workforce Development (CEWD)
Utilities, associations, and supplemental labor contractors join as members
Partnering with educational institutions, workforce systems, and unions to create mutually beneficial employment solutions
Currently have over 100 members from large IOU’s to smaller cooperatives and municipalities that represent over 85% of employees in Electric and Natural Gas Utilities
Edison Electric Institute
American Gas Association
Nuclear Energy Institute
National Rural Electric Cooperative Association

5. CEWD Mission Build the alliances, processes, and tools to develop tomorrow’s energy workforce
Industry Solutions – Regional Implementation
Career Awareness
Education
Workforce Planning and Metrics
Structure and Support
Goals in 4 different areas

6. CEWD Mission Build the alliances, processes, and tools to develop tomorrow’s energy workforce
Career Awareness
Troops to Energy Jobs National Template
Get Into Energy: Women
Pathways for Low Income Young Adults
Careers in Energy Week – October 12-18, 2015
Education
Credentials – NCRC, Energy Industry Fundamentals, Common Technical Core
Bootcamps – Math, Natural Gas, Employability
National Energy Education Network
Energy Career Clusters and Pathways
Engineering Competency Model and partnership with IEEE PES
Strategic Workforce Planning tools – National and State
Gaps in the Energy Workforce Survey – underway now
State Demand Forecasts
Partnerships with other industries
Workforce Planning and Metrics
Structure and Support
State Energy Workforce Consortia Support and Tools
Communities of practice /Sharing best practices
Alliance with National Energy Foundation
Goals in 4 different areas

7. State Energy Workforce ConsortiaWA OR ND MN WI NY CT SD MI ID WY PA IA NJ NE OH DE IL IN MD CO UT VA KY DC CA MO KS NC TN AZ SC
What makes them work? How can they be sustained
Some incredible accomplishments – Career Clusters, Partnerships with education, Careers in Energy week
Executive level support NM GA MS AL TX LA FL
Regional Consortium Existing Consortium Planned Consortium

8. 49% of skilled technicians and engineers may need to be replaced in the next 10 years

9. 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.
The need for a skilled workforce is not new. Traditionally companies have been able to hire workers with appropriate skills or to train them from scratch. What is different? According to a new study from the McKinsey Center for Government, US employers say that less than half of graduates / new hires are adequately prepared by their pre-hire education and training. A recent survey by the Center for Energy Workforce Development (CEWD) showed that 82 percent of respondents felt graduates of high school and college programs were not prepared to enter energy careers. Couple that with data on the increasing number of jobs that require post-secondary education, and we see that the talent pool of diverse, skilled and qualified applicants for energy jobs is not keeping pace with current or anticipated demand.
That means the cost and time to build a skilled diverse talent pipeline that meets the needs of energy companies, contractors and suppliers is increasing at the same time that resources allocated to workforce development, recruiting, and training in most companies is decreasing.

10. Game Changers External Internal Grid Modernization
Generation Mix / Carbon Management
New Build
Regulation / Policy changes
Internal
Mergers / Acquisitions
Significant Organization Decision – Outsourcing
Adoption of New Technology

11. Industry Partner Overviews

12. Educator Partner Overviews

13. Next Steps

14. Questions?

15. Travel Safely!