Ed Voelsing Orion International Military Veterans In the Energy Industry.
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Transcript of Ed Voelsing Orion International Military Veterans In the Energy Industry.
Ed VoelsingOrion International
Military Veterans
In the Energy Industry
Presentation ObjectivesConfirm 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
Industry Challenges
Aging workforce Finding skilled workers Building future leadership Diversity and Inclusion Growth in demand, capacity, technology Aging infrastructure adding to workforce
demands
Military by the Numbers160-220,000 service members transition to
civilian careers from the military each yearNation’s second-largest renewable talent
pool after new college graduates every year
Why Hire Military?Outstanding education and trainingHands-on leadership experience in
some of the most difficult conditions in the world
Experience building teams and motivating people
Documented track record of success
Military CultureAccelerated learning curvesTeamworkRespect for process and procedures Integrity Conscious of health and safety standards Mission accomplishment mentalityDiversity & Inclusion
Diversity & InclusionReflective of the US Population
39% Diversity
25% Female*
Multi-ethnic force
Global reach of military exposes service members to many cultures
Junior Military OfficersJunior Military Officers
BS/BA & advanced degreesLeadership and management experience of
20-200 people and millions in equipment4-10 years experienceExcellent candidates for Leadership
Development and Executive Succession Programs
Entry- to mid-level management, project management &individual contributor roles
Senior OfficersBroad Executive-level experienceExtensive Program management &
budgetary experience10-30 years experienceManagement experience with 200-
200,000+ employees
Enlisted & Non-commissioned Officers
Technical & non-technical backgroundsTechnical Training rolesHands-on maintenance, planning &
operational experienceFirst and second-line leadersHR, Financial and Logistics experts2-30 years experience
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
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
Construction Trades & Facilities
• Heavy construction
• Facilities maintenance
• Project management
• Superintendents• Estimators
• Construction trades– Welding
– Electrical
– Carpentry
– Fabrication
– Building Controls
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
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
The Nuclear Candidate Pool
Nuclear vessels in 1990 *: 150+Nuclear vessels in 2007**: 80+
*Congressional Budget Office
**Navy Fact File
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.
Power GenerationManagers EngineersOperators*Electrical and mechanical/HVAC maintenance
technicians*Chemistry analysts/techniciansTrainers & Instructors
*Military candidates have historically high scores on EEI’s POSS/MASS Tests
Power DistributionLeadership & Project ManagementElectrical and Civil EngineersLine Personnel Testing & Field ServiceControl room operators & supervisorsEmergency services and responseCompliance Auditors
Gas DistributionLeadership & ManagementField ServiceControl room operatorsProject ManagersConstruction ManagersWeldersInspectors & QA Managers
Military TransitionDefined out-dates allow for long-range
recruiting programsContinuous pool allows for year-round
training classesMilitary-paid relocation
Good for 6-12 monthsMost enlisted veterans eligible for GI
Bill
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
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
The Right People on the Bus
Questions?
