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 Operators Technicians Engineers -
10,000
20,000
30,000
40,000
50,000
60,000
70,000
80,000
90,000
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
13Ready Now Ready in 1-5 Years Ready in 6-10 Years0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
12.0%
14.0%
16.0%
18.0%
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 At -trition (18%)
Ready Now (9%)
Ready in 1-5 Years (15%)
Ready in 6-10 Years (13%)
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%)
Ready in 1-5 Years (15%)
Ready in 6-10 Years (14%)
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%)
5 year Non-Retirement Attrition (11%)
Ready Now (8%)
Ready in 1-5 Years (13%)
Ready in 6-10 Years (14%)
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%)
5 year Non-Retirement Attrition (11%)
Ready Now (12%)
Ready in 1-5 Years (18%)
Ready in 6-10 Years (14%)
Technician Potential Replacement Impact on Retirement and Non-Retirement Attrition
55 % of Plant / Field Operators may need to be replaced in the next 10 years 18
Retained (45%)
5 year Non-Retirement Attrition (16%)
Ready Now (10%)
Ready in 1-5 Years (16%)
Ready in 6-10 Years (13%)
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%)
Ready in 1-5 Years (13%)
Ready in 6-10 Years (12%)
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
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
Retained (51%) 5 year Non-Retirement Attrition (11%)Ready Now (10%) Ready in 1-5 Years (15%)Ready in 6-10 Years (14%)
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
Retained (55%) 5 year Non-Retirement Attrition (11%)Ready Now (8%) Ready in 1-5 Years (13%)Ready in 6-10 Years (14%)
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
Retained (46%) 5 year Non-Retirement Attrition (11%)Ready Now (12%) Ready in 1-5 Years (18%)Ready in 6-10 Years (14%)
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
Retained (45%) 5 year Non-Retirement Attrition (16%)Ready Now (10%) Ready in 1-5 Years (16%)Ready in 6-10 Years (13%)
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
Retained (53%) 5 year Non-Retirement Attrition (11%)Ready Now (11%) Ready in 1-5 Years (13%)Ready in 6-10 Years (12%)
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 Development701 Pennsylvania Ave., N.W.Washington, D.C. [email protected]
www.cewd.org
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