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Power Up!
Jennifer GroveGulf Power Company
Founding Chair, FEWC
Engaging the Energy Industry for Student and
Program Success
Gulf Power Company Subsidiary of Southern Company
Florida Energy Workforce Consortium• Formed in 2006 to develop solutions to meet the
current and future workforce needs of Florida’s energy industry
• Comprised of energy industry, construction, preK – 12 and post-secondary education, and workforce representatives – 60+ members
• Compete for a talent puddle or work together to build a talent pool?
The Challenge
1 in 3 U.S. workers is age 50 or older.
By 2015 a 15% decline is projected in ages 35 – 44.
The need for skilled, well-educated workers is growing
“The positions that will experience the highest rates of attrition over the next five years are those most difficult to fill: Engineer technicians and skilled and craft employees.”- APPA
“More than half of today’s utility workforce will be eligible for retirement over the next 10 years.” - US Bureau of Labor Statistics
Demandisup
“More than 70% of HR executives say that
incoming workers with inadequate skills are
their most serious problem over the next
three years.” – Deloitte Consulting
The ChallengeThere are not enough skilled workers to fill the jobs
“The number of high school students taking trade or industry-related vocational and technical courses in preparation for a skilled or craft labor job has declined by 35% in the past decade.” - UWPN Issues Update
Supplyis
down“More than half of applicants for skilled, entry-level positions at utility companies lack academic or basic skills required for employment.” - UBEC survey of industry CEOs
Simply put, demand exceeds supply
“Baby boomer” employees
retiring in large numbers
Smaller pool of workers
who have the appropriate
technical skills
• Utility workforce is four years older than national average – US Bureau of Labor Statistics
• Demand for technical and craft workers increasing• Failure rates on pre-employment tests are
increasing• Potential threat to both productivity and reliability
This shortage directly impacts the Energy Industry
The New Economic Development Reality A skilled workforce has become more important
than land and buildings
As layers of middle management have been eliminated, these workplace skills are increasingly required of all employees:
• Critical thinking• Problem-solving• Communication skills• Teamwork and Self-direction• Global, civic, financial, economic &
entrepreneurial literacy
INNOVATIVE and
CREATIVE
thinking!
Florida’s Economy• 20th largest in the world• Also hit by recession – have lost 7M jobs• 19M Floridians (4th largest state – will surpass
New York to become 3rd in next 10 years)• By 2020…+2.5M / +1.4M Net New Jobs• By 2030…+5M
Are We Ready for 2030?
“Florida needs to plan better and grow smarter over the next 7 million people than we did
during the last 7 million.”
Steve Halverson, President & CEO, The Haskell Company& Chair of the Florida Chamber of Commerce
“Talent is the new economic development
currency.”Mark Wilson
President & CEOFlorida Chamber of Commerce
Harvard University: Pathways to Prosperity Project
• “ While much emphasis is placed in high school on going to a four-year college, only 30 percent of young adults in the United States successfully complete a bachelor’s degree”
• According to the Organization for Economic Cooperation and Development, the United States now has the highest college dropout rate in the industrialized world.
Workforce Misperceptions…
• 8 of the 10 fastest growing occupations through 2014 do not require a bachelor's degree
SOURCE: "Educate the Work Force of Tomorrow" by Luke Bellsnyder & Jon Fisher. (03/06/2009)
U.S. CENSUS BUREAU
They Require a 2-year Associate's Degree or Post-Secondary Training – these can often
be earned in high school now – have to rethink the traditional boundaries of
secondary/ post-secondary – HAVE TO FOCUS ON CAREER ACADEMIES
13
So What Is Our Need?
• A qualified, diverse workforce – for us and our industrial construction contractors
• Various career entry points with various educational attainments – technician-level and degreed engineers, accountants, etc.
• Pipeline of students• Core values
Top Occupations of Concern• Line Installers and Repairers
• Plumbers, Pipefitters & Steamfitters
• Welders
• Maintenance and Repair Workers
• Electricians
• Engineering Technicians
• Engineers (electrical, mechanical, chemical, civil…)
• Instrumentation & Control Technicians
• Power Plant Operators
What Are These Careers Like?
• All are high-skill, high-wage• All require some basis of knowledge/skill prior to
entry, but we provide training• All have opportunities for advancement – both
through technical and management paths• Provide world-class benefits, including pensions,
401k matches, tuition reimbursement, career development, etc.
• For more information, visit www.getintoenergy.com
So How Do We Get There?
• PARTNER and COLLABORATE!• Work locally, regionally, at state, and at national
levels to brand our industry careers and create talent pipeline programs
• Focus on key areas:- State & National Outreach - Career Awareness
- Policy & Education - Untapped Labor Sources
- Funding & Resources
For more information, contact:
Ann RandazzoExecutive Director
Center for Energy Workforce Development
www.cewd.org
Energy Competency Model
Plant OperatorElectrical Technician
Mechanical Technician
Instrument & Control
Technician
Alternate Fuel Technicians
LineworkerSubstation Technician
EngineeringTechnician
RelayTechnician
Natural Gas Technology
Business Fundamentals
TeamworkFollowingDirections
Planning, Organizing & Scheduling
Problem SolvingDecision Making
EthicsEmployability &
EntrepreneurshipSkills
Working with BasicHand & Power Tools
& Technology
MathematicsLocating,
Reading & Using Information
Writing Listening SpeakingEngineering &
TechnologyCritical & Analytical Thinking
Science Information Technology
Interpersonal Skills
Integrity Professionalism Reputation MotivationDependability & Reliability
Self- Development
Flexibility & Adaptability
Ability To Learn
Non-Nuclear Generation(Coal, Natural Gas, Oil, Hydro, Solar,
Wind, Biofuel, Geothermal)Nuclear Generation
Electric Transmission &
Distribution
Gas Transmission & Distribution
Tier 5 – Industry-Wide Technical
Tier 4 – Industry-Wide Technical Competencies
Tier 3 – Workplace Competencies
Tier 2 – Academic Competencies
Tier 1 – Personal Effectiveness
www.getintoenergy.com
FEWC Outreach Highlights
March 2, 2012Rep. Seth McKeel (R-Lakeland) talks about the resolution to honor lineworkers across the state on Aug. 26. Lineworkers from across state attended.
Outreach Highlights 2012• Florida Skills USA Worlds of Possibilities Career Expo –
May 1 & 2: Pensacola Civic Center (World of Energy)
• CEWD Southeast Meeting – April 19 Charlotte
• GIECP State Team Leads Meeting – June 4/5 DC
• Continued support of Florida Energy Teachers Network (will host meeting today/tomorrow)
• Comprised of teachers from throughout Florida who are now delivering or interested in delivering energy curriculum in the future
• Launched with training session in June, 2011 at Gulf Power in Pensacola – sponsored by FACTE
• Provide communications from industry/consortium to this network of teachers through email and have added teacher “toolkit” to FEWC website
• Second session June, 2012 (will be attended by reps from MS, KS, and CA too)
Florida Energy Teachers Network
Get into Energy Career Pathways (GIECP):• Implementation of Get into Energy Career Pathways
– Northwest FL Region: Jennifer Grove, Gulf Power• Gulf Power Academy at WFHS• Gulf Power Energy Institute at Milton High School• Electrical/welding programs at Locklin Tech• Adding Youth STEM program in Okaloosa/Walton county this summer
– Polk County: Betsy Levingston, Lakeland Electric• Lakeland Electric Power Academy at Tenoroc High School• May add Traviss Career Center Electrical/welding programs
– Have decided not to continue in Southeast FL region at this time– Will add Northeast FL locations with JEA as partner
• Collaboration with Workforce Florida:– WFI Strategic Plan explicitly addresses Energy as key
Infrastructure Industry to focus on and has STEM focus– WFI Banner Centers (Jennifer Grove chairs ad hoc committee);
In addition to Banner Centers for Energy, Clean Energy and Construction, the Banner Center for Water Resources was established in 2010
– Florida’s Green Jobs Workshop (5/09)
• Collaboration with STEMflorida and Florida Chamber Talent & Education Caucus through Jennifer Grove’s membership on both
State and National Outreach Highlights
Policy and Education• Partnered with Florida Department of Education to
gain approval for the addition of an Energy Industry Cluster - FIRST IN NATION!
• Partnered with FDOE to develop energy curriculum frameworks
• Continuously work with partners (CEWD, CORD, NCCER) to develop curriculum materials to support frameworks and keep frameworks relevant
• Looking at middle school curriculum
Energy Career Academies• Have 22 in Florida, including our Gulf Power Academy
at West Florida High School in Pensacola (2001)• Many utilize NCCER Electrical curriculum, resulting in
industry-recognized and valued credentials• Most offer articulation, energy industry pre-employment
testing, and local energy company engagement• Have piloted the new energy courses at multiple
locations throughout state, both as part of Energy Academies and as part of Get into Energy Career Pathways pilot
Career Awareness • State-wide student competition to brand energy careers
(www.getintoenergyflorida.com)• Purchase of “brand items” – marketing display, USBs, etc.• Recognize energy-related projects at Florida Science Fair • Recognize winners at Florida SkillsUSA state competition • Partner with CEWD on Energy Career Pathways program • Partner with STEMflorida on career awareness efforts and
student internship/teacher externship programs
Critical Success Factors• True business engagement, for both educators AND students• Inspire early and often (both educators AND students),
particularly in STEM disciplines• Project-based learning in teams• Integration of academics and CTE – BOTH DIRECTIONS:
Reinforce CORE in CTE and teach in context in academic classrooms!
• Have to address the CTE “squeeze” – funding and class time• Must continue to overcome perceptions… students, parents,
counselors, administrators, etc.
Final thoughts…• STEM literacy and workforce preparedness is a foundation
for personal, community, state, and national economic growth.
• These foundations cannot just be for those students in advanced STEM or CTE courses – we must figure out how to provide to ALL of our students!
• “If we don’t figure out how to do this, our children will be working for someone in another state or another country who did.” Susan Story at STEMflorida Business Roundtable
Thank you for what you do!
