1. Ed Voelsing Orion International Military Veterans In the Energy Industry

2. Presentation Objectives Confirm understanding of critical needs Overview of Military Candidates Overview of Military Experience & Training Overview of competition for candidates Present topics for discussion and proposed hiring programs

3. Industry Challenges  Aging workforce  Finding skilled workers  Building future leadership  Diversity and Inclusion  Growth in demand, capacity, technology  Aging infrastructure adding to workforce demands

4. Military by the Numbers  160-220,000 service members transition to civilian careers from the military each year  Nation’s second-largest renewable talent pool after new college graduates every year

5. Why Hire Military?  Outstanding education and training  Hands-on leadership experience in some of the most difficult conditions in the world  Experience building teams and motivating people  Documented track record of success

6. Military Culture  Accelerated learning curves  Teamwork  Respect for process and procedures  Integrity  Conscious of health and safety standards  Mission accomplishment mentality  Diversity & Inclusion

7. Diversity & Inclusion  Reflective of the US Population  39% Diversity  25% Female*  Multi-ethnic force  Global reach of military exposes service members to many cultures

8. Junior Military Officers  Junior Military Officers  BS/BA & advanced degrees  Leadership and management experience of 20-200 people and millions in equipment  4-10 years experience  Excellent candidates for Leadership Development and Executive Succession Programs  Entry- to mid-level management, project management &individual contributor roles

9. Senior Officers  Broad Executive-level experience  Extensive Program management & budgetary experience  10-30 years experience  Management experience with 200- 200,000+ employees

10. Enlisted & Non-commissioned Officers  Technical & non-technical backgrounds  Technical Training roles  Hands-on maintenance, planning & operational experience  First and second-line leaders  HR, Financial and Logistics experts  2-30 years experience

11. Navy Power Generation Nuclear Power (PWR) Conventional (Fossil) –Gas turbines –Oil-fired Steam boilers –Diesel Generators Automation, I & C Auxiliary Systems Industrial Electrical Systems and Distribution Water Chemistry Chemical/HAZMAT /Radiological Controls

12. Gas Turbines & Support Gas turbine maintenance,repair & overhaul Electrical systems Electronics, alarms, monitoring and control systems Quality Assurance Programs Prime Power (generators & compressors) High-pressure, Non- Destruct Testing Planned/Predictive Maintenance Programs

13. Construction Trades & Facilities Heavy construction Facilities maintenance Project management Superintendents Estimators Construction trades –Welding –Electrical –Carpentry –Fabrication –Building Controls

14. Non-technical Roles Infantry & other direct combat roles –Most roles are technical in nature Supply Chain & Logistics Operations planning & support Administrative support –HR Generalists, Career Counselors, Payroll, Employee Services, Legal, EEO Program Managers

15. Military Employment Trends Demographic shift from blue to green Many traditional support roles and functions have been outsourced to civilian contractors –Heavy Maintenance & Overhaul –Facilities Maintenance –HR & IT

16. The Nuclear Candidate Pool  Nuclear vessels in 1990 *: 150+  Nuclear vessels in 2007**: 80+ *Congressional Budget Office **Navy Fact File

17. Competition for Candidates  NRC/INPO  Manufacturing  Steel  Semiconductor  Transportation  Railroads  Merchant Marine  Air Carriers  Oil & Gas Production/Refining  Engineering  Consulting  Heavy Construction  Defense/Aerospace  ISO/RTO *These industries consistently hire the same candidates that are a fit for Power Generation, and many have significant aging workforce issues.

18. Power Generation  Managers  Engineers  Operators*  Electrical and mechanical/HVAC maintenance technicians*  Chemistry analysts/technicians  Trainers & Instructors *Military candidates have historically high scores on EEI’s POSS/MASS Tests

19. Power Distribution  Leadership & Project Management  Electrical and Civil Engineers  Line Personnel Testing & Field Service  Control room operators & supervisors  Emergency services and response  Compliance Auditors

20. Gas Distribution  Leadership & Management  Field Service  Control room operators  Project Managers  Construction Managers  Welders  Inspectors & QA Managers

21. Military Transition  Defined out-dates allow for long-range recruiting programs  Continuous pool allows for year-round training classes  Military-paid relocation  Good for 6-12 months  Most enlisted veterans eligible for GI Bill

22. Apprenticeship Training and OJT  Alternative way to use VA (GI Bill) education and training benefits  Approved apprenticeship programs allow veterans to receive GI Bill training pay above initial salary  Up to $825.75/month while training  Great way to train & upgrade talent pools

23. Recommendations  Identify the veterans within your organization  Determine which positions will be a fit for military candidates  Do your homework  Contact the State DOL for Veterans Affairs  Commit to a program or you will lose to the competition  Build training programs appropriate to skill level & accelerated learning curve  Develop tracking metrics and reporting schedule

24. The Right People on the Bus Questions?

25. Contact Information Ed Voelsing 1-800-872-5002 ext. 155 evoelsing@orioninternational.com