1. CEWD Update October 2008

2. Build the alliances, processes, and tools to develop tomorrow’s energy workforce. First partnership between utilities and their associations – EEI, AGA, NEI and NRECA to focus solely on these issues Incorporated in March, 2006 Utilities, associations and supplemental labor contractors join as members Partnering with educational institutions, workforce system, and unions to create workable solutions Industry Solutions – Regional Implementation

4. Where are we now? Not enough skilled craft workers to: –build new infrastructure –install, maintain and repair equipment –operate facilities Not enough qualified workers coming through training pipeline Significant skill gaps Growth in demand

5. Energy Workforce Dimensions Direct Hires Suppliers Manufacturing Contractors

6. The quality of the U. S. labor pool begins with our public education system Ten children enter kindergarten 70% graduate high school on time 75% of high school graduates enter postsecondary education One third are not prepared to do college level work One half fail to return after their first year Data from the U.S. Chamber of Commerce ‘s Institute for a Competitive Workforce

7. How will we get there? Collaborative solutions – industry, education, workforce system Emphasis from national, state and local perspective Focus on both short and long term Multilayered strategies– targeted awareness and training for different age groups and skill levels Variety of training options – Grades 8-14, pre- apprentice, apprenticeship programs, technical and community college

8. Where will the workforce come from? Military Non-traditional workers Under-employed Second Career Short Term Technical and Community College High School Middle School Longer Term Both will require targeted Career Awareness campaigns and specialized training programs

9. Energy Workforce Development Industry Solutions – Regional Implementation National State Local Awareness Educational Solutions Partnerships Awareness Educational Solutions Partnerships Awareness Educational Solutions Partnerships

10. CEWD Mission Build the alliances, processes, and tools to develop tomorrow’s energy workforce Career Awareness Workforce Development and Education Workforce Planning and Metrics Member Value and Support Industry Solutions – Regional Implementation

11. Career Awareness Goals Expand the Get Into Energy website. Implement communication templates and the Get Into Energy branding campaign. Assess messaging for diverse communities including the Hispanic population

12. Get into Energy Website www.getintoenergy.com

13. Get Into Energy Branding New Get Into Energy logo, “look and feel” created Initial templates include a brochure, poster and presentation to be used by energy companies for their individual recruitment efforts Communication Council provided advice and assistance with materials tested through focus groups “ShopCEWD” Website currently available

16. Workforce Development Goals Complete Energy Competency Model and develop implementation tool kit. Update curriculum data base with model curriculum for each key job category. Align energy career pathways with national standards of practice. Provide support to curriculum consortiums.

17. Tier 1 – Personal Effectiveness Interpersonal Skills IntegrityProfessionalismMotivationDependability & Reliability Self- Development Flexibility & Adaptability Ability To Learn Energy Competency Model Tier 2 – Academic Requirements ReadingWritingMathematics Engineering & Technology ListeningSpeaking Critical & Analytical Thinking Tier 3 – Workplace Requirements Business Fundamentals Team work Following Direction s Planning, Organizing & Scheduling Problem Solving Decision Making Working with Tools & Technology Tier 4 – Industry-wide Technical Industry Principles & Concepts Safety Awareness Environmental Laws & Regulations Quality Control & Continuous Improvement Troubleshooting Tier 5 – Industry Specific Technical Nuclear Generation Non-Nuclear Generation ( Coal, Natural Gas, Oil, Hydro, Solar, Wind, Biofuel, Geothermal Electric Transmission & Distribution Gas Transmission & Distribution www.CareerOneStop.org/CompetencyModel

18. Construction: Boilermaker Carpenter Control & Valve Installers Electrician Electrical and electronics repairers Insulation Worker Iron / Metalworker Industrial machinery mechanics Lineworker Machinists Millwright Pipefitter Pipeline Installer Pipelayer Welder Maintenance Operations: Boilermaker Carpenter Control & Valve Installer Corrosion Technician Electrician Heavy Equipment Operator Industrial Machinery Mechanic Insulation Worker Iron / Metalworker Lineworker Millwright Pipefitter / Pipelayer Pipeline Installer Substation Mechanic Utility Metering & Regulation Technician Relay Technician Welder Engineering and Technology: Electrical Engineer Power Systems Engineer Mechanical Engineer Nuclear Engineer Chemical Engineer Civil engineer Energy Transmission Engineer Procurement Engineer Environmental Engineer Industrial Engineer Science and Math: Nuclear Chemist Nuclear Technician Materials Scientist Radiation Protection Technician Health Physicist Chemistry Technicia n Science, Technology, Engineering and Mathematics Architecture and Construction Clusters Pathways Manufacturing Production Process Development: Electrical & Electronics Technician Engineering & related Technician Power Plant Operator Nuclear Reactor Operator Gas Processing and Distribution Plant Operator Power Distributor & Dispatcher Gas Controller & Dispatcher Auxiliary. Equip. Operator Maintenance, Installation & Repair Boilermaker Control & Valve Installers Corrosion Technician Pipefitter / Pipelayer Pipeline Installer Instrument & Control Tech Electrical & Instrumentation Tech Elec.. & Electronics Repairer Elec. Equipment Installer / Repairer Industrial Machinery Mechanic Millwright Welder Manufacturing Energy Career Cluster Map Design and Pre-construction: Engineer - Civil, Chemical, Electrical, Nuclear, Mechanical, Power Systems, Energy Transmission, Environmental, Industrial Electrical & Electronics Engineering Technician Mechanical Technician Machinists Quality Assurance Quality Control Tech Quality Assurance Tech Logistics & Inventory Control Heavy Materials Technician

19. Education Initiatives Model Curriculum Data base now requires utility partner Developing best practice data base Curriculum Consortiums ESTEC Great Lakes Nuclear Consortium Nuclear Common Curriculum IBEW Training Centers MEA Lineworker Consortium

20. Summer Camp Lego League Career Choices Science Fairs Career Day Focus Career Exploration The Education Continuum Middle School High School Technical and Community College Military and Second Career Workforce Development and Education

21. The Education Continuum Middle School High School Technical and Community College Military and Second Career Career and Tech Ed. Majors Career Academies Summer Academies Boy Scout merit badges Robotics Competitions Science Fairs Focus Work Readiness and Skill Building Workforce Development and Education

22. The Education Continuum Middle School High School Technical and Community College Military and Second Career Boot Camps Regional Skill Centers Associate Degrees Common Curriculum Partnerships for hands on training Focus Specific Career Skills Workforce Development and Education

23. The Education Continuum Middle School High School Technical and Community College Military and Second Career Job Corp Helmets to Hard Hats Career Transition Office training support Focus Transition Skills Workforce Development and Education

24. Workforce Planning and Metrics Goals Identify and assess additional job categories Assess renewables / alternative energy workforce implications Conduct 2008 CEWD Workforce Survey and expand to include supply data. Assess workforce demand and issues for engineers and leverage current initiatives with IEEE and other entities. Design and implement workforce development metrics to measure the success of industry and regional initiatives.

25. 2008 Pipeline Survey Results Larger number of companies participating Data represents larger number of employees 2006 – 226,538 2007 – 267,802 Average age has declined 2006 - 45.7 2007 – 45.3 Preliminary results show hiring taking place Company comparisons for those who participated are being sent this month. Update to the Gaps in the Energy Workforce Survey Report will be available in November.

27. 2008 Pipeline Survey Results

28. Survey Comparison Job Category2006 Percentage of Potential Attrition & Retirements 20067 Percentage of Potential Attrition & Retirements Technicians51.449.0 Non-Nuclear Power Plant Operators 50.547.6 Engineers46.144.7 Pipefitters / Pipelayers 45.345.0 Lineworkers40.840.2 Total for Job Categories 45.644.8

29. Summary Findings Job CategoryPercentage of Potential Attrition & Retirements Estimated Number of Replacements Technicians49.030,000 Non-Nuclear Plant Operators 47.612,500 Engineers44.715,000 Pipefitters / Pipelayers 45.08,000 Lineworkers40.230,000

30. Workforce Supply Reports National, Regional and State Reports and supporting spreadsheets are now available on the CEWD Member website

31. E ducation Centers with Energy Related Training for Key Jobs Education Solutions

32. Workforce Metrics Focus Increased awareness among students, parents, educators, and government of: the critical need for skilled technical workers in the energy field and the opportunities for education that can lead to entry level employment Increased number of successful training and education programs with curriculum to support energy pathways Increased enrollment in and graduation to meet the demand for better educated and technically skilled entry level workers A sufficient supply of qualified, diverse applicants

33. Membership Value and Support Goals Identify model processes and develop solution guides. Conduct quarterly Quick Solutions Webinars. Implement communities of practice for workforce development activities. Conduct the 2008 Annual Summit, sponsor regional forums and support state consortium development.

34. Industry Solutions Toolkits and solution guides created - Energy Career Academy; Work Readiness Certification; Apprenticeships; Military Recruiting; Untapped Populations; Workforce Supply Analysis Quick Solutions Webinar series - Career Clusters, Energy Competency Model; Military Recruiting; Member Update Communities of Practice being launched at 2008 Summit State Consortium Support – 14 consortiums,4 additional states in planning Regional Forums – 6 held this year; South postponed until 2009 2008 Annual Summit – October 6-8 in Orlando

35. Ann Randazzo ann@cewd.org or go to www.cewd.org www.cewd.org For more information…