1. State of the Talent Pipeline 2016 Meeting

2. Welcome to NEEN

3. Agenda Review A Spotlight on Engineers and Technicians – The State of the Engineering Pipeline – The State of the Technician Pipeline Breakout Sessions by Program of Study Outreach to Target Populations for Engineering and Technician Jobs More About the National Energy Education Network Benefits of Being a NEEN Sponsored Educator

4. What is NEEN? The National Energy Education Network (NEEN) is a learning forum designed specifically for secondary and post-secondary educators and their energy and utility company partners. The purpose is to share successful examples of partnership in attracting and helping qualified and diverse applicants move along the Student Path into the industry’s key jobs.

5. Student Path to Success Preparation to enter education: Interest to Acceptance into program Education: Enrollment to Completion of credential with Labor Market Value Preparation to enter job market: Screening to Selection Career in Energy Energy and Education Partnerships

6. Gaps in the Energy Workforce Survey Spotlight on Engineers and Technicians

7. What Are “Key Jobs”? Key jobs are those deemed by the energy industry as critical to providing safe and reliable power: Lineworkers Power Plant Operators Utility Technicians Engineers Workers in key jobs make up 44% of all industry employees Many of these positions are unique to our industry

8. Electric and Natural Gas Utility Jobs Geographic Distribution 8

9. Percentage of Key Jobs

10. Essential Elements of Strategic Workforce Planning10

11. Industry Game Changers CEWD Board Revisions 2016 11 Physical / Cyber Security Affordability Infrastructure Modernization Cleaner Energy Mix Strategic Workforce Decisions

12. Impacts of Infrastructure Modernization and New Build affect the industry and its contractors Workforce Skills Impact of External Game Changers 12 EngineerLineworkerT & D Technicians Generation Technicians Plant / Field Operators Contractors High Low High Infrastructure Modernization EngineerLineworkerT & D Technicians Generation Technicians Plant / Field Operators Contractors New Build HighLow High

13. Generation Technicians and Plant / Field Operators are most impacted by the changes to a Cleaner Energy Mix and New Build As some plants close and others are built, skill requirements, workforce size and location will shift as well Workforce Skills Impact of External Game Changers 13 EngineerLineworkerT & D Technicians Generation Technicians Plant / Field Operators Other HighLow High Cleaner Energy Mix

14. A large number of physical/cyber security jobs are unlikely to be created by the industry. The knowledge, skills and ability to understand cyber and security threats to the energy infrastructure is a new workforce requirement for all employees and all jobs Workforce Skills Impact of External Game Changers 14 EngineerLineworkerT & D Technicians Generation Technicians Plant / Field Operators Contractors HighMedium Low High Physical / Cyber Security

15. Essential Elements of Strategic Workforce Planning 15

16. Key Findings of the 2015 Gaps in the Energy Workforce Pipeline Survey The workforce is getting younger! Youngest of the surveyed jobs are: Lineworkers Engineers Nuclear Operations Shows impact of workforce initiatives and hiring

17. Age Distribution Total Company 2006 vs 2014

18. Nuclear Industry Employment Distribution by Age Utilities Only Source: 2015 Gaps in the Energy Workforce Survey Results. Contractors and vendors are not included

19. 19 Down from 14% in 2012 Down from 15% in 2012 Total Key Jobs Potential Replacement Impact on Retirement and Non-retirement Attrition (Excluding Nuclear) 36% of skilled craft workers and engineers may retire in the next 10 years

20. Nuclear Generation Operations Worker 5 Year Attrition Potential Retirees are defined as employees that will be older than 53 with 25+ years of service, or older than 63 with 20 years of service, or older than 67 within the next five years. Contractors and vendors are not included. Retained (59.3%) Potential Retirees (25.8%) Non-Retirement Attrition (14.9%)

21. Areas of Concern Employees in the generation workforce are the oldest of the job categories surveyed with the highest percentage of employees over the age of 53. Engineers and technicians have the highest attrition and retirement forecasts and account for over half of the potential replacements in the next 5 years

22. Attrition versus Hires by Job Category

23. Technicians Generation Technicians category have the lowest percentage of employees under the age of 32, indicating a lack of hiring in the younger age groups. Technicians in general are the only job category where the percentage of hires did not exceed attrition for 2014.

24. Age Distribution by Key Jobs (Excluding Nuclear)

25. Age Distribution by Key Jobs (Nuclear Only)

26. Engineers In the Engineering job category, which includes electrical, civil, nuclear, and mechanical disciplines, 25% of engineers in nuclear generation and 20% of engineers in other generation, transmission and distribution segments are now under the age of 32. In contrast, a little over a third of all engineers are over the age of 53. While hiring of younger engineers has increased, the lowest percentages of employees are in the 38-47 or mid career age group. The number of engineers who are Ready Now to retire is 13% At issue is having a sufficient number of engineers with experience to replace those leaving and aging out.

27. 2012 vs 2014 Age Distribution Engineers ( Excludes Nuclear)

28. Job CategoryAge 32 and Under Age 33 – 52Age 53 and Over Electric T&D 16.7%49.0%34.3% Gas T&D 17.2%51.2%31.6% Nuclear Generation 16.6%45.9%37.5% Non-nuclear Generation 13.7%46.9%39.4% Total Company 17%49%35% Respondents only Excludes nuclear contractors 2014 Age Group Distribution Non-nuclear Generation has the oldest workforce

29. Potential Replacements by 2024 for Key Jobs (excluding Nuclear) Potential Replacements 2015- 2019 Potential Replacements 2020 - 2024 Job Category Potential Attrition & Retirement Estimated Number of Replacements Potential Retirement Estimated Number of Replacements Lineworkers 29%22,00011%9,000 Technicians 39%29,00013%9,000 Plant Operators 36%13,00011%4,000 Engineers 38%10,00011%3,000 Total Key Jobs 34%74,00011%25,000 Represents steady state without input on Game Changers

30. Potential Replacements by 2019 for Key Jobs in Nuclear Business Areas Potential Replacements 2015- 2019 Job Category Potential Attrition & Retirement Estimated Number of Replacements Operations 29%3,000 Maintenance 42%4,000 Engineering 39%3,000 Total Nuclear Jobs 38%10,000 Excludes nuclear suppliers Represents steady state without input on Game Changers

31. Essential Elements of Strategic Workforce Planning 31

32. HS Diploma, Bootcamp, Certificate, AA or AAS Degree HS Diploma, Bootcamp, Certificate, AA or AAS Degree Education Requirements 32 HS Diploma, Bootcamp, Certificate, AA or AAS Degree HS Diploma, Bootcamp, Certificate, AA or AAS Degree Certificate, AA or AAS Degree Bachelors or Masters Degree

33. Energy Competency Tier Model for Skilled Technician Positions in Energy Efficiency, Energy Generation and Energy Transmission and Distribution Stackable Credentials87 6 5 4 3 2 1 Tier 6–8 Job Specific Credentials Associate Degree/Accelerated Associate Degree Boot Camp / Apprenticeship Occupation-specific Certificate Tier 4–5 Industry Fundamentals (EIF) Energy Industry Fundamentals Certificate CEWD Core Technical Competences Certificate Tier 1–3 Basic Training Energy Industry Employability Skills Certificate (NCRC) National Career Readiness Certificate or NCRC Plus Occupation-Specific Requirements Occupation-Specific Technical Occupation-Specific Knowledge Areas Industry-Specific Technical Industry-Wide Technical Workplace Requirements Academic Requirements Personal Effectiveness Tier 1–5 CEWD Foundation Bundle Get into Energy – Math Certificate EIF Certificate NCRC Certificate

34. 5 Things Employers can do… Make it Easier 1 Signal Requirements 2 Partner Externally 3 Collaborate Internally 4 Provide Data and Feedback 5 Lower overall recruiting costs and cycle time Higher pass rates on pre- employment screening Ability to select from a more qualified and diverse applicant pool New hire “fit” and retention Lower overall recruiting costs and cycle time Higher pass rates on pre- employment screening Ability to select from a more qualified and diverse applicant pool New hire “fit” and retention To provide Value

35. 5 Things Educators can do… Conduct Bootcamps 1 Recognize Prior Training 2 Focus on the Common Denominator 3 Bundle Curriculum 4 Provide Supply Data 5 Higher employer engagement, support and curriculum relevancy Higher student employment after graduation Greater demand and sustainability of energy programs Increased enrollment and retention of qualified, motivated students Higher employer engagement, support and curriculum relevancy Higher student employment after graduation Greater demand and sustainability of energy programs Increased enrollment and retention of qualified, motivated students To provide Value

36. The State of the Engineering Pipeline Ray Kelly, Moderator Wanda Reder, S&C Electric Company Christine Carpenter, EPCE

37. Wanda Reder The State of the Engineering Pipeline

38. Christine Carpenter The State of the Engineering Pipeline

39. Panel: The State of the Technician Pipeline

40. State of the Technician Pipeline Panel

41. Ann Randazzo Gaps in the Energy Workforce Survey: Spotlight on Engineers and Technicians

42. Ann Randazzo Gaps in the Energy Workforce Survey: Spotlight on Engineers and Technicians

43. Ann Randazzo Gaps in the Energy Workforce Survey: Spotlight on Engineers and Technicians

44. Ann Randazzo Gaps in the Energy Workforce Survey: Spotlight on Engineers and Technicians