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2012 Center for Energy Workforce Development Summit November 14-16, 2012 Crystal Gateway Marriott Arlington, VA.

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Presentation on theme: "2012 Center for Energy Workforce Development Summit November 14-16, 2012 Crystal Gateway Marriott Arlington, VA."— Presentation transcript:

1 2012 Center for Energy Workforce Development Summit November 14-16, 2012 Crystal Gateway Marriott Arlington, VA

2 Dominion’s Workforce Readiness Enterprise Scorecard 2

3 Overview of Dominion Serve 6 million utility and retail energy customers in 15 states Headquartered in Richmond, VA 15,800+ employees in four business units Business includes: electric generation, natural gas transmission, gathering & storage pipeline, electric transmission & distribution lines and a gas storage system Our values: – Safety – Ethics – Excellence – One Dominion

4 CEWD’s Key Performance Indicators and Critical Success Factors IndustryEducation/TrainingPotential Applicants KPIs Planned & actual entry level hires Planned & actual experienced hires Attrition by tenure- retirement and other Number of students enrolled in pipeline programs Number of students completing pipeline programs Percentage passing each stage of screening CSFs Total number of employees over time Average age of existing workforce over time Average length of tenure over time Total openings/demand Strength of HR Practices Types of pipeline training programs Number of apprentices by year of program Length of apprenticeship programs Career awareness activities Number of candidates screened Pre-employment test pass rate by source of hires (EEI, WorkKeys, other) 4

5 WFR Enterprise Scorecard Sections Section I: Key Observations Section II: Metrics – Staffing Metrics – Productivity and Compensation Metrics – Movement Metrics Section III: Appendix

6 6 Workforce Readiness Enterprise Scorecard Table of Contents Section I: Key Observations · Pages Section II: Metrics Staffing · Pages  Business Unit Staffing by Union/Non-Union  Employees by Union Name  Employees by State  Leadership Span of Control  Women Leadership  Minority Leadership  Women as % of Workforce  Minorities as % of Workforce Productivity and Compensation · Page 9  Average Pay  Overtime Pay  Overtime Hours Worked

7 7 Workforce Readiness Enterprise Scorecard Table of Contents Movements · Pages 10 – 14 Hires  New Hires  Ins & Outs (arrow chart)  Net Hire Ratio  Staffing Changes  Authorized Budgeted & Actual Staffing  Financial Considerations  Percentage of Internal vs. External Hires  Student Employee to Full Time Conversions  YTD 2012 Experienced/Entry Level Hires of Critical Jobs  Candidates vs. Hires  YTD 2012 Candidate Screen Out Reasons  YTD 2012 Source of External Hires  Trainees by Business Unit  # of Apprentices by Year of Program  Development Program Completion  Supply & Demand Analysis of Dominion’s Highest Population States

8 8 Workforce Readiness Enterprise Scorecard Table of Contents (cont’d) Movements · Pages 15 – 20 Separations  Total Separation Rate  Resignation Rate  Voluntary Separation Rate excluding VSPs  Voluntary Separation Rate including VSPs  Voluntary Separation Rate including VSPs by LOS grouping  Turnover by Union/Non-Union/Leadership w/ VSP  Turnover by Union/Non-Union/Leadership w/o VSP  YTD 2012 Annual Attrition % of Critical Jobs  Reasons for Leaving Company – YTD 2012 Retirements  Retirement Eligibility (55 yrs of age)  Retirement Eligibility (58 yrs of age)  Age Distribution  Actual Retirements by Month  Age and Number of Retirements by Business Unit Section III: Appendix  Definitions

9 9 Key Observations * Excludes VSPs NOTE: The arrows indicate an increase or decrease from the previous year.

10 10 Key Observations Staffing  Business Unit Staffing by Union/Non-Union  Headcount changed [insert increased, decreased or stayed the same] by X% since Q1 2012, by X% since Q and by X% since Q  Span of Control and Leadership Demographics  The leader to individual contributor ratio has changed the past X years.  From YE 2008 to Q women in leadership positions has changed by X%.  From YE 2008 to Q minorities in leadership positions has changed by X%.  Workforce Demographics  Women population as a percentage of the workforce has changed by X% since YE  Minority population as a percentage of the workforce has changed since YE 2011.

11 New Hires Ins & Outs* Net Hire RatioStaffing Changes 11 Movements: Hires Q Formula: YTD External Hire & Rehire Actions / YTD Total Separations and Change in Position Divestitures Formula: YTD External Hire & Rehire Actions by BU *Includes Steel River Change in Position Divestitures * Custom SAP Org Hierarchy as of 7/6/2012 and Energy includes E&P Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union Q Data as of or through: 6/30/2012 Last Refreshed: 7/6/2012 NOTE: Hires include mergers and acquisitions NOTE: Exits = retirements,VSPs, involuntary and Voluntary terminations NOTE: Data collected from SAP BI Hires X Exits X Minority: X% / X Female: X% / X Avg. Age: X Years of Service: X Avg. Age: X Years of Service: X EOP Employee Headcount on Payroll employees = X

12 Success Tips Educate on value of measurements Obtain management team buy-in on measurements Develop format and gather input Gather data Thoroughly label charts, data, formulas, etc. Develop a key observations page Have a definitions page Determine refresh period-twice a year, quarterly

13 Appendix

14 TO BE DISTRIBUTED TO HR EMPLOYEES ONLY 14 Workforce Readiness Enterprise Scorecard Table of Contents Section I: Key Observations · Pages Section II: Metrics Staffing · Pages  Business Unit Staffing by Union/Non-Union  Employees by Union Name  Employees by State  Leadership Span of Control  Women Leadership  Minority Leadership  Women as % of Workforce  Minorities as % of Workforce Productivity and Compensation · Page 9  Average Pay  Overtime Pay  Overtime Hours Worked

15 TO BE DISTRIBUTED TO HR EMPLOYEES ONLY 15 Workforce Readiness Enterprise Scorecard Table of Contents Movements · Pages 10 – 14 Hires  New Hires  Ins & Outs (arrow chart)  Net Hire Ratio  Staffing Changes  Authorized Budgeted & Actual Staffing  Financial Considerations  Percentage of Internal vs. External Hires  Student Employee to Full Time Conversions  YTD 2012 Experienced/Entry Level Hires of Critical Jobs  Candidates vs. Hires  YTD 2012 Candidate Screen Out Reasons  YTD 2012 Source of External Hires  Trainees by Business Unit  # of Apprentices by Year of Program  Development Program Completion  Supply & Demand Analysis of Dominion’s Highest Population States

16 TO BE DISTRIBUTED TO HR EMPLOYEES ONLY 16 Workforce Readiness Enterprise Scorecard Table of Contents (cont’d) Movements · Pages 15 – 20 Separations  Total Separation Rate  Resignation Rate  Voluntary Separation Rate excluding VSPs  Voluntary Separation Rate including VSPs  Voluntary Separation Rate including VSPs by LOS grouping  Turnover by Union/Non-Union/Leadership w/ VSP  Turnover by Union/Non-Union/Leadership w/o VSP  YTD 2012 Annual Attrition % of Critical Jobs  Reasons for Leaving Company – YTD 2012 Retirements  Retirement Eligibility (55 yrs of age)  Retirement Eligibility (58 yrs of age)  Age Distribution  Actual Retirements by Month  Age and Number of Retirements by Business Unit Section III: Appendix  Definitions

17 TO BE DISTRIBUTED TO HR EMPLOYEES ONLY 17 Key Observations *Excludes VSPs NOTE: The arrows indicate an increase or decrease from the previous year. Staffing  Business Unit Staffing by Union/Non-Union  Headcount changed [insert increased, decreased or stayed the same] by X% since Q1 2012, by X% since Q and by X% since Q  Span of Control and Leadership Demographics  The leader to individual contributor ratio has changed the past X years.  From YE 2008 to Q women in leadership positions has changed by X%.  From YE 2008 to Q minorities in leadership positions has changed by X%.  Workforce Demographics  Women population as a percentage of the workforce has changed by X% since YE  Minority population as a percentage of the workforce has changed since YE 2011.

18 TO BE DISTRIBUTED TO HR EMPLOYEES ONLY 18 Key Observations Productivity and Compensation  Pay  Union, Non-Union and Dominion overall salaries have changed by nearly $X since Q  The total OT hours is the equivalent of approximately X extra full-time employees Movements  Ins & Outs (arrow chart)  There were X% changed exits than there were hires/entries as of Q Separations  Total Separation Rate (separations = retirements, VSPs, voluntary & involuntary exits)  From YE 2011 to Q2 2012, separations across Dominion changed by X%  Resignation Rate (voluntary separations excluding retirements)  The resignations of employees changed by X% across Dominion Q as compared to YE  Voluntary Separation Rates Total and by LOS  Voluntary separation rates (retirements and resignations) changed across the entire company Q as compared to YE   Employees with X to X years of service have the highest percentage of separations at X% as compared to their population size when excluding VSPs.

19 TO BE DISTRIBUTED TO HR EMPLOYEES ONLY 19 Key Observations Movements Retirements  Retirement Eligibility  The amount of employees eligible to retire has changed by X% since Q  Age Analysis  The age analysis chart shows that Dominion’s workforce is aging as compared to 2002 and  The percentage of employees in the Generations X and Y has changed by X% and X% respectively from Q (Generation X are employees born between the years 1961 – 1981 and Generation Y are employees born in 1982 and after)  The Baby Boomer Generation (born 1943 – 1960) changed by X%.  Age of Retirements  As of Q2 2012, the average age of retirees (X) has changed compared to the average age in 2011 (X) in all business units as well as Dominion overall.

20 TO BE DISTRIBUTED TO HR EMPLOYEES ONLY NOTE: Custom SAP Org Hierarchy as of 7/6/2012; Energy includes E&P orgs DRI Exec org in Total 20 Employees by State Employees by Union Name Business Unit Staffing by Union/Non-Union Staffing Q Formula: EOP Employee Headcount on Payroll by Union and Non-Union Formula: EOP Employee Headcount on Payroll by Work Location State Q Data as of or through: 6/30/2012 Last Refreshed: 7/6/2012 Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union Formula: EOP Employee Headcount on Payroll by Union Name NOTE: Data collected from SAP BI

21 TO BE DISTRIBUTED TO HR EMPLOYEES ONLY 21 Minority Leadership* Women Leadership* Leadership* Span of Control Staffing Q Formula: EOP Headcount / Leadership Headcount *Leadership = SAP Job Type Indicator (Supervisor and above) Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union Q Data as of or through: 6/30/2012 Last Refreshed: 7/6/2012 Formula: Women in Leadership Hdct / Leadership Hdct *Leadership = SAP Job Type Indicator (Supervisor and above) Formula: Minorities in Leadership Hdct / Leadership Hdct *Leadership = SAP Job Type Indicator (Supervisor and above) EUHRMG Median 2011 Overall Very Large Companies EUHRMG Median 2011 Overall Q Total Leadership is X EUHRMG Median 2011 Overall Q Total Leadership is X NOTE: Data collected from SAP BI

22 TO BE DISTRIBUTED TO HR EMPLOYEES ONLY 22 Minorities as % of Workforce Women as % of Workforce Staffing Q Formula: Women Headcount by BU / Headcount by BU Formula: Minority Headcount by BU / Headcount by BU Custom SAP Org Hierarchy as of 7/6/2012 Q Data as of or through: 6/30/2012 Last Refreshed: 7/6/2012 EUHRMG Median 2011 Overall Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union EUHRMG Median 2011 Overall NOTE: Data collected from SAP BI

23 TO BE DISTRIBUTED TO HR EMPLOYEES ONLY 23 Overtime Hours Worked Overtime Pay Average Pay* Productivity and Compensation Q Formula: EOP Average of Annual Salary Formula: Overtime Hours Worked by BU Q Data as of or through: 6/30/2012 Last Refreshed: 7/6/2012 NOTE: Includes temps/interns/co-ops on payroll; excludes contractors not on payroll. Historical numbers are not adjusted for organizational shifts. Formula: Overtime Pay by BU *NOTE: Pay includes Base Pay only Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union NOTE: Includes temps/interns/co-ops on payroll; excludes contractors not on payroll. NOTE: Data collected from SAP (Payroll) NOTE: Data collected from SAP BI NOTE: Data collected from SAP (Payroll)

24 New Hires Ins & Outs* Net Hire RatioStaffing Changes 24 Movements: Hires Q Formula: YTD External Hire & Rehire Actions / YTD Total Separations and Change in Position Divestitures Formula: YTD External Hire & Rehire Actions by BU *Includes Steel River Change in Position Divestitures * Custom SAP Org Hierarchy as of 7/6/2012 and Energy includes E&P Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union Q Data as of or through: 6/30/2012 Last Refreshed: 7/6/2012 PREPARED AT THE DIRECTION OF COUNSEL, PRIVILEDGED AND CONFIDENTIAL NOTE: Hires include mergers and acquisitions NOTE: Exits = retirements,VSPs, involuntary and Voluntary terminations NOTE: Data collected from SAP BI Hires X Exits X Minority: X% / X Female: X% / X Avg. Age: X Years of Service: X Avg. Age: X Years of Service: X EOP Employee Headcount on Payroll employees = X TO BE DISTRIBUTED TO HR EMPLOYEES ONLY

25 25 Percentage of Internal vs. External Hires Financial Considerations Authorized Budgeted & Actual Staffing Movements: Hires Q Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union Q Data as of or through: 6/30/2012 Last Refreshed: 7/6/2012 Formula: Total External or Internal Hires / Total Hires NOTE: Data collected from SAP BI & HRDs; also used in Farrell Hdct Rpt NOTE: Data collected from Kenexa Brassring NOTE: Data collected from Budgeting & Finance Group & SAP BW for Hdct

26 TO BE DISTRIBUTED TO HR EMPLOYEES ONLY 26 YTD 2012 Experienced/Entry Level Hires of Critical Jobs Student Employee to Full Time Conversions Movements: Hires Q Q Data as of or through: 6/30/2012 Last Refreshed: 7/6/2012 Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union Formula: Total Student Employee Hires / Total Eligible Student Employees NOTE: Student Employees include interns, co-ops and student workers *Critical jobs as defined by CEWD across Energy industry NOTE: Data collected from SAP BI

27 TO BE DISTRIBUTED TO HR EMPLOYEES ONLY 27 YTD 2012 Source of External Hires* YTD 2012 Candidate Screen Out Reasons Candidates vs. Hires Movements: Hires Q Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union Q Data as of or through: 6/30/2012 Last Refreshed: 7/6/2012 % Hired Formula: # of Candidates Hired / # of Candidates Screened *Of the external applicants who applied, only X% disclosed their source NOTE: Data collected from Kenexa Brassring *# of Candidates Hired will not match those from SAP because of data from different systems and internal hires are included in this chart PIE CHART OF HIRE SOURCE PERCENTAGES YTD AS OF Q2 PIE CHART OF SCREEN OUT REASON PERCENTAGES YTD AS OF Q2

28 TO BE DISTRIBUTED TO HR EMPLOYEES ONLY 28 Supply & Demand Analysis of Dominion’s Highest Population States # of Apprentices by Year of Program Development Program Completion Trainees by Business Unit Movements: Hires Q Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union Q Data as of or through: 6/30/2012 Last Refreshed: 7/6/2012 NOTE: Trainees includes all jobs with trainee in the title & groundman NOTE: Data taken from the 2009 CEWD Supply and Demand Reports States Included: VA. OH, WV, CT & WI where 89% of Dominion’s workforce resides NOTE: Data collected from SAP BI NOTE: Data collected from Learning Council Members & Tech Training Depts

29 TO BE DISTRIBUTED TO HR EMPLOYEES ONLY 29 Voluntary Separation Rate excluding VSPs Resignation Rate Total Separation Rate Movements: Separations Q Q Data as of or through: 6/30/2012 Last Refreshed: 7/6/2012 Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union Formula: YTD Total Separations by BU / YTD Headcount by BU EUHRMG Median 2011 Overall Very Large Companies **Includes Steel River & Highmount Change in Position Divestitures Custom SAP Org Hierarchy as of 7/6/2012 Custom SAP Org Hierarchy as of 7/6/2012; * Resignations = voluntary separations excluding retirements & VSPs Formula: YTD Resignations by BU / YTD Headcount by BU EUHRMG Median 2011 Overall Very Large Companies * Includes resignations and retirements Custom SAP Org Hierarchy as of 7/6/2012 Formula: YTD Voluntary Separations by BU / Headcount by BU Separations = retirements, VSP, involuntary and voluntary separations NOTE: Data collected from SAP BI

30 TO BE DISTRIBUTED TO HR EMPLOYEES ONLY 30 Voluntary Sep Rate 3+ to 5 LOS Voluntary Sep Rate 10 or More LOS Voluntary Sep Rate 0 to 1 LOS Voluntary Sep Rate 1+ to 3 LOS Voluntary* Separation Rate including VSPs Movements: Separations Q Formula: YTD Voluntary Separations by BU / Headcount by BU Formula: YTD Voluntary Separations with Less than 1 Year of Service / Headcount with Less than 1 Year of Service Formula: YTD Voluntary Separations with 10+ Years of Service / Headcount with 10+ Years of Service Formula: YTD Voluntary Separations with 1 and 2 Years of Service / Headcount with 1 and 2 Years of Service Formula: YTD Voluntary Separations with 3 and 4 Years of Service / Headcount with 3 and 4 Years of Service * Includes VSPs, retirements and resignations Custom SAP Org Hierarchy as of 7/6/2012 Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union Q Data as of or through: 6/30/2012 Last Refreshed: 7/6/2012 EUHRMG Median 2011 Overall Very Large Companies NOTE: Data collected from SAP BI

31 TO BE DISTRIBUTED TO HR EMPLOYEES ONLY 31 Turnover by Union/Non-Union/Leadership w/o VSP Turnover by Union/Non-Union/Leadership w/ VSP Movements: Separations Q Q Data as of or through: 6/30/2012 Last Refreshed: 7/6/2012 Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union Formula: YTD Total Separations by Union/Non-Union/Ldrshp / YTD Headcount by Union/Non-Union/Ldrshp Custom SAP Org Hierarchy as of 7/6/2012 Formula: YTD Total Separations by Union/Non-Union/Ldrshp / YTD Headcount by Union/Non-Union/Ldrshp Custom SAP Org Hierarchy as of 7/6/2012 NOTE: Data collected from SAP BI

32 TO BE DISTRIBUTED TO HR EMPLOYEES ONLY 32 Reasons for Leaving Company – YTD 2012 YTD 2012 Annual Attrition % of Critical Jobs Movements: Separations Q Q Data as of or through: 6/30/2012 Last Refreshed: 7/6/2012 Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union Formula: YTD External Hire & Rehire Actions / YTD Total Separations and Change in Position Divestitures NOTE: Data collected from Q exit survey report NOTE: Data collected from SAP BI PIE CHART OF REASONS FOR LEAVING COMPANY PERCENTAGES YTD AS OF Q2

33 TO BE DISTRIBUTED TO HR EMPLOYEES ONLY 33 Actual Retirements by Month Age Distribution Retirement Eligibility (55 yrs of age) Movements: Retirements Q Q Data as of or through: 6/30/2012 Last Refreshed: 7/6/ Yrs Ago % & Current Qtr % Formula: EOP Employee Hdct Eligible to Retire (=> Age 55 + LOS 3)/ EOP Employee Hdct on Payroll In 5 Yrs % Formula: EOP Employee Hdct Age 50 and Greater / EOP Employee Hdct on Payroll *Assumes current staffing levels Formula: EOP Headcount on Payroll by Age Silent Formula: Hdct Born Before 1943 / Hdct Baby Boomer Formula: Hdct Born 1943–1960 / Hdct Gen X Formula: Hdct Born / Hdct Gen Y Formula: Hdct Born After 1982 / Hdct Formula: YTD Retirement Actions by BUHistorical numbers are adjusted for organizational shifts. Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union *Includes Voluntary & Involuntary Retirements Retirement Eligibility (58 yrs of age) 5 Yrs Ago % & Current Qtr % Formula: EOP Employee Hdct Eligible to Retire (=> Age 58)/ EOP Employee Hdct on Payroll In 5 Yrs % Formula: EOP Employee Hdct Age 53 and Greater / EOP Employee Hdct on Payroll *Assumes current staffing levels NOTE: Data collected from SAP BI GenerationQ207Q212 Silent Generation Hdct % Baby Boomer Hdct % Generation X Hdct % Generation Y Hdct %

34 TO BE DISTRIBUTED TO HR EMPLOYEES ONLY 34 Retirements – Dominion Overall Movements: Retirements Q Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union Q Data as of or through: 6/30/2012 Last Refreshed: 7/6/2012 Retirements - Dom VA Power Retirements - Energy Retirements - GenerationRetirements – DRS-Managed NOTE: Data collected from SAP BI

35 TO BE DISTRIBUTED TO HR EMPLOYEES ONLY Definitions 35 Appendix Headcount Definitions EOP Employee Headcount Total number of active employees on a certain day at the end of the period. – Excludes co-ops/interns (employee subgroups A1, A2, C1, J7), temps/contractors (S6) – Excludes Credit Union, Steel River and Highmount organizational units Annualized For Q1, YE metric multiplied by 4. For Q2, YE metric multiplied by 2. For Q3, YE metric divided by 9 then multiplied by 12. Benchmarks Primary Source: EUHRMG YE 2011 EUHRMG benchmark demographics are available by Overall and Company Size. For consistency, the target range median based upon --- Overall and --- Very Large has been selected. Note: All metrics with benchmarks may vary slightly in definition from EUHRMG organizational differences in the companies sampled Abbreviations EOP = End of Period g = growth Hdct = Headcount LOS = Length of Service org = organization (unit) Q = Quarter YE = Year End YTD = Year to Date Job Category Definitions Field/Plant Operator – hourly craft positions including non-nuclear power plant operators, auxiliary equipment operators, gas metering and regulating station operators. This would include all classifications from entry-level to senior operator positions. Line worker – an hourly craft position that is responsible for the installation, maintenance and repair of underground and overhead electrical wires and equipment, including poles, transformers, circuit breakers, etc. in both the Transmission and Distribution departments. This would include all classifications from apprentice to journeymen, chief, crew leader, etc. Pipefitter/Pipelayer/Welder – hourly craft positions in non-nuclear generation or gas transmission and distribution departments, including all levels of classification from entry-level to crew leader. The types of jobs in this category are distribution mechanics, service specialists (gas leak responders, appliance repair technicians, etc.) Technician – hourly craft positions including substation mechanic/electrician, relay technician, engineering technician, instrument and control technician, maintenance technician, electrician, electrical technician, meter technician. These positions could be in non-nuclear generation, transmission or distribution departments. This would include all classifications from apprentice to senior or lead positions. Other Definitions Applicant – an individual who applies for a position and meets the minimum requirements of the job Apprentice Training – company sponsored program to train entry-level employees in the skills, work procedures, safety requirements of the skilled craft positions. The training may be state or DOL approved or not. These programs cover several years of training combining in-class instruction with on job application Entry-Level Positions – skilled craft positions where candidates enter meeting the minimal requirements of the position and then enter a company sponsored apprentice program Experienced-Level Positions - skilled craft positions where candidates enter having experience in the work and have tested out for placement either further along in the apprentice program or directly into a journeyman classification Graduates - people completing a company educational program award, degree, or certificate during a given year


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