Public Service Enterprise Group - Feb. 2010 NARUC Winter Meeting - Workforce Panel
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Public Service Enterprise Group – Feb. 2010 NARUC Winter Meeting g – Workforce Panel
Public Service Enterprise Group
• Diversified energy firm headquartered in New Jersey
• One of the 10 largest
g combined gas
g & electric companies
p in the US
• Annual revenues of $13 billion
• Employees -10,500
• Total assets: $
$28.4 billion
Linden Generating StationPublic Service Enterprise Group
Three principal subsidiaries:
¾ PSE&G – transmission and distribution of gas and electricity to 3/4 of
NJ population
• 2.1 million electric customers and 1.7 million natural gas
customers.
• Also includes appliance repair, business relocation assistance
programs and energy conservation programs
¾ PSEG Power
• Major supplier of electric energy in northeastern and mid-
Atlantic states
• Three major subsidiaries: PSEG Fossil, PSEG Nuclear and PSEG
Energy Resources and Trade
¾ PSEG Energy Holdings
• Manages financial investments in the energy industry
• In 2008 created a new company to explore compressed air
storage as a means of sustaining wind power sourcesWorkforce Planning Process
Diagnose
Translate Select
Implement
p
St t
Strategy into
i t Talent
T l t T l t Mgmt.
Talent M t
Strategic and
Implications Strategies
Talent Measure
¾Consider any Gaps
¾Identify potential ¾Consider all available ¾Identify and
technological skills gaps through talent management address obstacles
changes analysis solutions ¾Incorporate action
-- internal data ¾Select and prioritize plans into business
¾Identify key -- external labor appropriate solutions plan and budgeting
workforce ¾Measure the risk based on particular process
assumptions/ issues and impact of skill skill needed and ¾Identify metrics
gaps and prioritize existing resources that will demonstrate
areas of focus ¾- Develop an action progress toward
plan closing gaps
¾Track progress of
action plans
¾ A.S. degree in Energy Utility
Technology
¾ Knowledge Transfer & Retention
ProcessDemand for skilled workers in NJ
New Demand Green Jobs
Traditional Jobs
Supply
illustrative
Existing Demand
Talent pool
p
Development of creative programs and policies
are needed to ensure talent to power the future.Existing Demand……Traditional Jobs PSEG • Over 49% of our workforce is eligible to retire in the next ten years • Using the average retirement age of 60, we can expect 33% to retire. • Too few candidates for utility jobs have the math and mechanical skills Nationwide • Within five years ½ of skilled utility employees will be eligible to retire • More than 30,000 technicians and a similar number of lineworkers will be needed to replace the “baby boomer” generation
CEWD Update
p
January, 2010Who we are
First partnership between utilities and their
associations – EEI,
EEI AGA
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
institutions, workforce
system, and unions to create workable solutions
Currently have 74 members from large IOU’s to
smaller cooperatives and municipalities that
represent about 75% of employees in Electric and
Natural Gas UtilitiesCEWD Mission
Build the alliances, processes, and tools to develop
tomorrow’s energy workforce
Workforce
Career Development
Awareness and
Education
Industry
Solutions –
Regional
Implementation
Workforce
Planning and Member Value
Metrics and
d Support
S tResources for Career Awareness
Career Get Into Energy website for Youth
Workforce
Awarenes Development in Grades 8 – 14
and Education
s Get Into Energy: Military website
Industry
Solutions –
Regional Get
G t Into
I t Energy
E branding
b di materialt i l
Implementatio
n ShopCEWD
Workforce
Planning and Member Value Communication kits for target
and Support
Metrics audiences
Get Into Energy: Engineering
Coming Soon
Engineering videoGet into Energy
gy Website
*Add the new
g
GIE Google
badge to your
website
www.getintoenergy.com12
13
*Small brochure now available
Resources for Education
Workforce Energy Competency Model
Career D
Developme
l
Awareness nt and Energy Career Cluster Map
Education Energy Workforce Supply Reports
Industry
Solutions –
Regional
Implementatio
Education and Curriculum Models
n - Ford PAS
Workforce
Planning and Member Value Toolkits and Solution Guides
and Support
Metrics
Education Consortiums – Power
and Energy Engineering
Collaborative
Get Into Energy Career PathwaysEnergy Competency Model
www.CareerOneStop.org/ Ti 6‐8
Tier 6 8 – Occupation‐Specific
O ti S ifi
CompetencyModel
Tier 5 – Industry‐Specific Technical
Non‐Nuclear Electric
Nuclear Generation Gas
(Coal, Natural Gas, Oil, Transmission & Transmission
Generation Hydro, Solar, Wind, & Distribution
BioFuel, Geothermal) Distribution
Tier 4 – Industry‐Wide Technical
Industry Environmental Quality
Safety Control &
Principles & Laws & Continuous Troubleshooting
Awareness
Concepts Regulations Improvement
Tier 3 – Workplace Requirements
Planning, Working With
Business Following Problem Solving
Team Work Organizing & Tools &
Fundamentals Directions Decision Making
Scheduling Technology
Tier 2 – Academic Requirements
Critical &
Engineering &
Mathematics Reading Writing Listening Speaking Analytical
Technology
Thinking
Tier 1 – Personal Effectiveness
Interpersonal Dependability Self‐ Flexibility & Ability To
Integrity Professionalism Motivation
Skills & Reliability Development Adaptability LearnResources for Workforce Planning
g
Gaps in the Energy Workforce
Workforce
Career
Development Pipeline Survey
Awareness
and Education
Workforce Supply Reports
Industry
Solutions – Workforce Demand Reports
Regional
Implementatio
n
Coming Soon
Workforce
Planning Member Value Workforce Development Evaluation
and Support
and Metrics and MetricsSummary Findings
Estimated Number of
Potential Replacements by 2013
Job Category Percentage of Estimated Estimated
Potential Number of Retirement
Attrition & Replacements Only
Retirements
Technicians 49.0 27,000 20,500
Non-Nuclear 47.6 12,000 9,000
Plant Operators
E i
Engineers 44 7
44.7 14 500
14,500 10 000
10,000
Pipefitters / 45.0 8,500 6,500
Pipelayers
Lineworkers 40.2 29,500 19,000Resources for Member Services
CEWD Website www.cewd.org
Workforce
Career
Awareness
Development
and Education
Toolkits and Solution Guides –
“Greening of the Industry”
Industry
Solutions –
Regional Communication
C i ti channels
h l –
Implementatio
n newsletters, communities of
Workforce Member practice, webinars
Planning and Value and
Metrics Support Partnerships and alliances
State Consortium supportEmployer Collaboration and Support
State Energy Workforce Consortia
StateState Energy Workforce
Consortia
WA
MN
OR CT
MI
IA PA NJ
IN OH
MD
VA
CA CO MO KY
NC
TN
SC
AZ GA
MS AL
TX
LA
FL
Existing Consortium
Planned ConsortiumLaying the Building Blocks for a Successful Career
in the Energy Industry:
GREEN:
Develop green
career pathways;
New Jersey Energy provide common curriculum &
Workforce industryy recognized
g credentials that
build on current energy career oppt.
Consortium
STEM :
Support the State of NJ and its
schools as they implement enhanced
STEM curricula at the primary and secondary
education levels.
JOB READINESS & BASIC SKILLS:
Collaborate among institutions and across
sectors to develop/ implement curriculum that is directly
responsive to industry needs.
AWARENESS:
Th industry
The i d t needs
d tto bbe promoted
t d as one offering
ff i stable,
t bl high-paying
hi h i jjobs
b
with visible career paths.National Outreach
Input to committee staff on the workforce training piece
of the energy bill.
bill
Ongoing meetings with DOE and DOL officials on how
CEWD can support the workforce development
components of the stimulus bill.
Actively engaged in the National Commission on Energy
Policy’s
y Taskforce on Workforce
Collaborating with NAM, AGC and other industry
workforce associations to develop cross industry
initiatives in career awareness and credentialing
credentialing.
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