2013 Gaps in Energy Workforce Survey Results For CEWD Members and Survey Respondents Only Not for...

2013 Gaps in Energy Workforce Survey Results

For CEWD Members and Survey Respondents Only

Not for Distribution

What data were included?

Four key job categories more finely broken out into: lineworkers, plant/field operators, electric T& D technicians, electric T&D load dispatchers, gas T & D technicians, generation technicians and engineers

Jobs separated by Generation and Transmission & Distribution Data on nuclear power (except for total company data) or

supplemental labor are not included Data collected on age and years of service for current

employees, actual and forecasted attrition and actual and forecasted hires

Survey data collected in July-September 2013 for year-end 2012

Who participated? The number of companies participating in the past

surveys has varied. In 2013 we had:• 48 Electric and Natural Gas Utilities / Energy Companies• Data from NRECA on Electric Cooperatives

The number of employees represented by the data have increased:• 2006 – 235,235 employees• 2007 – 267,802 employees• 2010 – 261,092 employees• 2012 – 344,487 employees

• Data represent about two-thirds of all U.S. Electric and Natural Gas employees (Total US estimate is approximately 518,000 employees)

Mother Nature is still winning, but workforce efforts are paying off!

4

1. Total number of jobs is leveling off, but still fewer than 2010.

2. Employees are continuing to age; average age has increased.

2006 – 45.7 2007 – 45.3 2010 – 46.1 2012 – 47.2

3. Electric T & D Technicians are oldest category; lineworkers youngest.

4. Retirement wave has begun – Ready Now Percent has increased; Ready in 6-10 years has decreased.

5. Retirements forecasts are up and expected to exceed other attrition after 2013.

6. Hiring is up significantly from 2010 survey - hiring of younger workers most evident in Lineworkers and Engineers.

Preliminary FindingsRepresents steady state without input on Game Changers

5

Veterans make up about 6% of respondents current workforce and roughly 6% of new hires

Use of contractors in key job categories varies widely from 5% to 60%.

Most companies have a strategic focus on diversity but rated the effectiveness of diversity initiatives at 2.8 out of 5.

Jobs becoming more critical include Cybersecurity, IT, First line supervisors, System control operators/transmission dispatchers, Power traders, Customer service, Corrosion control/pipeline inspectors

Additional Questions in 2013

6

Total Number of jobs is leveling off, but still fewer than 2010

7

All data are preliminary and still under review

2006 Jobs

2007 Jobs

2008 Jobs

2009 Jobs

2010 Jobs

2011 Jobs

2012 Jobs

0

100,000

200,000

300,000

400,000

500,000

600,000

700,000

National, State and Local Government EmploymentPublic and Private Employment

Total Number of Key Jobs has decreased slightly

8

Lineworkers Plant / Field Op-erators

Technicians Engineers

2009 Jobs 77496 36504 67683 25858

2012 Jobs 76312 35650 66767 25033

5,000

15,000

25,000

35,000

45,000

55,000

65,000

75,000

85,000

Total Key Occupations Without NuclearN

umbe

r of J

obs

Age Distribution Total Company

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+0

5

10

15

20

25

2006 2007 2010 2012

Age

% o

f Em

ploy

ees

Job Category Age 32 and Under Age 33 – 52 Age 53 and Over

Engineers 24% 40% 32%

Line workers 20% 53% 27%

Gas T&D Technicians 16% 50% 34%

Electric T & D Load Dispatchers

18% 53% 29%

Plant Operators (non-nuclear)

15% 50% 35%

Generation Technicians (non-nuclear)

14% 48% 38%

Electric T&D Technicians

12% 48% 40%

Total Company 16% 50% 34%

2012 Age Group DistributionEngineers and Lineworkers are Youngest

Technicians are oldest

10

Ready Now (2013)– Over age 63– Over age 58 with 25 years of service

Ready in 1-5 years (2014 – 2018)– Over age 58– Over age 53 and 21 years of service

Ready in 6-10 years (2019 – 2024) – Over age 53– Over age 48 and 16 years of service

Retirement forecasts reduced for attrition

Retirement assumptions

11

Potential Replacements by 2022

12

Potential Replacements 2013 - 2017

Potential Replacements 2018 - 2022

Job CategoryPotential

Attrition & Retirement

Estimated Number of

Replacements

Potential Retirement

Estimated Number of Replacements

Lineworkers 32% 24,100 14% 10,300

Technicians 41% 28,300 14% 10,100

Plant Operators 42% 14,900 13% 4,600

Engineers 34% 9,200 12% 2,900

Total 36% 76,500 14% 27,900

Totals exclude Nuclear

13

Ready Now Ready in 1-5 Years Ready in 6-10 Years

Key Jobs 2010

0.0892790719634275

0.150065354304139 0.164391389951597

Key Jobs 2012

0.0990343778263418

0.150641587296371 0.135203184251801

1.0%

3.0%

5.0%

7.0%

9.0%

11.0%

13.0%

15.0%

17.0%

Key Jobs Potential Retirement Percentage

55 % of the workforce may need to be replaced in the next 10 years 14

Retained (45%)

5 year Non-Retirement Attri-tion (18%)

Ready Now (9%)

Ready in 1-5 Years (15%)


Total Industry Potential Replacement Impact on Retirement and Non-Retirement Attrition

49% of skilled technicians and engineers may need to be replaced in the next 10 years15

Re-tained (51%)

5 year Non-Retirement Attrition (11%)

Ready Now (10%)



Chart TitleKey Jobs - Potential Replacement Impact on Retirement

and Non-retirement Attrition

45 % of Lineworkers may need to be replaced in the next 10 years 16

Retained (55%)


Ready Now (8%)



Lineworker Potential Replacement Impact on Retirement and Non-retirement Attrition

54 % of Technicians may need to be replaced in the next 10 years 17

Retained (46%)


Ready Now (12%)



Technician Potential Replacement Impact on Re-tirement and Non-Retirement Attrition

55 % of Plant / Field Operators may need to be replaced in the next 10 years 18

Retained (45%)


Ready Now (10%)



Plant / Field Operator Potential Replacement Impact on Retirement and Non-Retirement Attrition

47 % of Engineers may need to be replaced in the next 10 years 19

Retained (53%)

5 year Non-Re-tirement Attrition

(11%)

Ready Now (11%)



Engineers - Potential Replacement Impact on Retirement and Non-Retirement Attrition

24% of employees in key jobs have been in their positions between 0 and 5 years

20

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+0

5,000

10,000

15,000

20,000

25,000

30,000

0 to 5 YOS 24% 6 to 10 YOS 19% 11 to 15 YOS 13% 16 to 20 YOS 6% 21 to 25 YOS 11%

26 to 30 YOS 11% 30+ YOS 16%

Num

ber o

f Em

ploy

ees

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+0

100

200

300

400

500

600

0-5 YOS 20% 6-10 YOS 20% 11-15 YOS 13% 16-20 YOS 5%21-25 YOS 10% 26-30 YOS 10% 30+ YOS 22%

Num

ber o

f Em

ploy

ees

20% of Electric T&D Load Dispatchers have been in their positions between 0 and 5 years

21

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+0

500

1,000

1,500

2,000

2,500

3,000

3,500

0-5 YOS 32% 6-10 YOS 17% 11-15 YOS 12% 16-20 YOS 6%21-25 YOS 8% 26-30 YOS 9% 30+ YOS 16%

Num

ber o

f Em

ploy

ees

32% of Engineers have been in their positions between 0 and 5 years

22

23

Total Attrition vs Total HiresTotal Company – Respondents Only

2008 Actual

2009Actual

2010 Actual

2011 Actual

2012 Actual

2013 Forecast

2014 Forecast

2015 Forecast

2016 Forecast

2017 Forecast

2018 Forecast

0

5,000

10,000

15,000

20,000

25,000

Non-retirement attrition Retirement attrition Hires

# of

Em

ploy

ees

Chart does not include NRECA

Hiring in Key Jobs has increased

242008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018

0

1000

2000

3000

4000

5000

6000

Hires - Survey Respondents Only

Generation EngineerGas T&D EngineerElectric T&D EngineerGeneration TechnicianElectric Load DispatcherGas T&D TechnicianElectric T&D TechnicianPlant/Field OperatorLine Worker

25

2012 Replacements

25

Excludes rural electric cooperatives

Year % of Attrition Replaced

2008 73%2009 57%2010 53%2011 86%2012 78%

Sample Company Scorecard

Additional Charts

28

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus0

20,000

40,000

60,000

80,000

100,000

120,000

Total Company Potential Replacements

Retained (45%) 5 year Non-Retirement Attrition (18%)Ready Now (9%) Ready in 1-5 Years (15%)Ready in 6-10 Years (13%)

30

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus0

5,000

10,000

15,000

20,000

25,000

30,000

35,000

40,000

Key Jobs Potential Replacements


31

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus0

2,000

4,000

6,000

8,000

10,000

12,000

14,000

Lineworker Potential Replacements


32

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus0

2,000

4,000

6,000

8,000

10,000

12,000

14,000

16,000

Technician Potential Replacements


33

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus0

1,000

2,000

3,000

4,000

5,000

6,000

7,000

8,000

Plant and Field Operators Potential Replacements


34

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus0

500

1,000

1,500

2,000

2,500

3,000

3,500

4,000

4,500

EngineersPotential Replacements


On average, veterans make up approximately 6% of respondents current workforce– That number varies based on job

category Veterans comprise between 3-13% of

new hires

Veteran Hiring

35

Use of contractors ranged from 5% to 60% Typical work that is contracted out includes:

– Tree trimming– Generator turbine overhaul– Large gas main installation and maintenance– New capital construction– Plant outage maintenance– Smart meter installation– Underground facility locating

Contractor Usage

36

Most of the companies responding indicated that they have a strategic focus on diversity

However, the average rating on how effective their diversity initiatives are was 2.8

Pipeline organizations such as professional organizations, military and state and local workforce development are used by many of the companies

Diversity

37

Companies were asked what new jobs are becoming critical in terms of difficulty in hiring, etc.– Cybersecurity / IT– 1st line supervisors– System control operators/transmission

dispatchers– Power traders– Customer service– Corrosion control/pipeline inspectors

New Critical Jobs

38

For more information, contact:

Ann RandazzoExecutive Director

Center for Energy Workforce Development

701 Pennsylvania Ave., N.W.Washington, D.C. 20004-2696

[email protected]

www.cewd.org

2013 Gaps in Energy Workforce Survey Results For CEWD Members and Survey Respondents Only Not for...

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