1. Engaging the Energy Industry for Student and Program Success
Power Up!
Engaging the Energy Industry for Student and Program Success
Jennifer Grove
Gulf Power Company
Founding Chair, FEWC

2. Gulf Power Company Subsidiary of Southern Company 1,463 employees
427,663 customers
5 power plant sites with units - 2 sites are jointly owned - 2,644 MW capacity
161 substations/ 1,600 miles of transmission lines
7,636 miles of distribution lines (1,748 underground)

3. Florida Energy Workforce Consortium
Formed in 2006 to develop solutions to meet the current and future workforce needs of Florida’s energy industry
Comprised of energy industry, construction, preK – 12 and post-secondary education, and workforce representatives – 60+ members
Compete for a talent puddle or work together to build a talent pool?

4. 1 in 3 U.S. workers is age 50 or older.
The Challenge
The need for skilled, well-educated workers is growing
“More than half of today’s utility
workforce will be eligible for retirement over the next 10 years.” - US Bureau of Labor Statistics
Demand is up
“The positions that will experience the highest rates of attrition over the next five years are those most difficult to fill: Engineer technicians and skilled and craft employees.” - APPA
By 2010 one in three U.S. workers will be age 50 or older
By 2013, 43% of US Labor Force eligible for retirement
In 2015, a 15% decline of ages 35 – 44; demand increases 25%
50% drop in graduating engineers during the past 15 years
Sept. 1, 2002 T&D World
In North Carolina a Progress study found 32% of 9th graders interested in Assoc. Degrees or skilled trade: demand will be 65%
By the year 2050, the US population is projected to grow by almost 50% to 420 million with the greatest growth in non-white groups.
In 2000 whites made up 69% of the US workforce; by 2050 it will be 50% and the percentage of Hispanics and Asians will double its current rate.
Average age of today’s utility employee is 48 -almost 4 years older than the national average
In a 2004 UBEC survey of utility CEOs, 85% indicated a potential lack of skilled workers threatens the company’s ability to meet customer needs.
Carnegie Mellon found the demand for electric line workers will grow by 9% each year with 10,000 new jobs available annually by 2010
Need employees with some post secondary education and more advanced skills but the failure rates on utility pre-employment tests are increasing.
~500 power engineer graduates per year now; ~2000 in 1980’s IEEE
Utility executives estimate at least ½ of the technical workforce will reach retirement age in 5–10 years
1 in 3 U.S. workers is age 50 or older.
By 2015 a 15% decline is projected in ages 35 – 44.

5. Supply is down The Challenge
There are not enough skilled workers to fill the jobs
“More than 70% of HR executives say that incoming workers with inadequate skills are their most serious problem over the next three years.” – Deloitte Consulting
“The number of high school students taking trade or industry-related vocational and technical courses in preparation for a skilled or craft labor job has declined by 35% in the past decade.” - UWPN Issues Update
Supply is down
More than half of applicants for skilled, entry-level positions at Utility companies lack the academic or basic skills required for employment.
- UBEC (Utility Business Education Coalition) survey of industry CEO’s
“More than half of applicants for skilled, entry-level positions at utility companies lack academic or basic skills required for employment.”
- UBEC survey of industry CEOs

6. Simply put, demand exceeds supply
“Baby boomer” employees retiring
in large numbers
Smaller pool of workers who have the appropriate technical skills

7. This shortage directly impacts the Energy Industry
Utility workforce is four years older than national average
– US Bureau of Labor Statistics
Demand for technical and craft workers increasing
Failure rates on pre-employment tests are increasing
Potential threat to both productivity and reliability

8. The New Economic Development Reality
A skilled workforce has become more important than land and buildings
As layers of middle management have been eliminated, these workplace skills are increasingly required of all employees:
Critical thinking
Problem-solving
Communication skills
Teamwork and Self-direction
Global, civic, financial, economic & entrepreneurial literacy
INNOVATIVE and CREATIVE thinking!

9. Florida’s Economy 20th largest in the world
Also hit by recession – have lost 7M jobs
19M Floridians (4th largest state – will surpass New York to become 3rd in next 10 years)
By 2020…+2.5M / +1.4M Net New Jobs
By 2030…+5M
Current Realities (updated 12/1/09)
Florida is the fourth largest state and on pace to surpass New York state sometime after 2015
20th largest economy in world
Of the 40 Global Megaregions projected, 10 of which are in the US, Florida will participate in 2 directly, have drive time to 4 others and will have direct global trade lines established with most others.
Positioned for Global Economy. Consider that with the widening of the Panama Canal and the other changes in global trade lines, commerce will have to actively make choices to go around Florida.
BUT…

10. Are We Ready for 2030? “Florida needs to plan
better and grow smarter over the next 7 million people than we did
during the last 7 million.”
Florida’s Economy & Fundamentals are in Transition
Even with the bad news I have mentioned, there is still positive movement expected in our state.
Over the next 8 years, the Florida Agency for Workforce Innovation estimates that we will add an additional 1.1 million new jobs across the state.
And Florida, now the fourth most populous state, will within the next 7 years surpass New York to become the 3rd largest. Estimates suggest that Florida will add between 30-40% more people – between 5 to 7 million more people – by 2030.
Florida needs to plan better and grow smarter for the next 7 million people than we did for the last 7 million.
We don’t have the water, land, and infrastructure we will need to properly incorporate and handle these 7 million new Floridians.
Our tax system and governmental policies were designed for a different era, by a different era.
The pressures are great – and the structures to address them – antiquated. It is time for significant change if we plan to compete in the next economy and live up to our potential.
The 2030 Project is an attempt to build one plan – anchored to the future. The time to Plan for the Future is now. Florida has been in transition for some time but the current economic scenario highlights our need to prepare for the future economy.
Steve Halverson, President & CEO, The Haskell Company & Chair of the Florida Chamber of Commerce

11. “Talent is the new economic development currency.”
Mark Wilson
President & CEO
Florida Chamber of Commerce

12. Harvard University: Pathways to Prosperity Project
“ While much emphasis is placed in high school on going to a four-year college, only 30 percent of young adults in the United States successfully complete a bachelor’s degree”
According to the Organization for Economic Cooperation and Development, the United States now has the highest college dropout rate in the industrialized world.

13. Workforce Misperceptions…
National Center for Construction Education and Research
Slide # 13
Workforce Misperceptions…
U.S. Census Bureau
8 of the 10 fastest growing occupations through do not require a bachelor's degree
They Require a 2-year Associate's Degree or Post-Secondary Training – these can often be earned in high school now – have to rethink the traditional boundaries of secondary/ post-secondary – HAVE TO FOCUS ON CAREER ACADEMIES
SOURCE: 13
SOURCE: "Educate the Work Force of Tomorrow" by Luke Bellsnyder & Jon Fisher. (03/06/2009)
NCCER_Slide_Bank_ pptx

14. So What Is Our Need?
A qualified, diverse workforce – for us and our industrial construction contractors
Various career entry points with various educational attainments – technician-level and degreed engineers, accountants, etc.
Pipeline of students
Core values

15. Top Occupations of Concern
Line Installers and Repairers
Plumbers, Pipefitters & Steamfitters
Welders
Maintenance and Repair Workers
Electricians
Engineering Technicians
Engineers (electrical, mechanical, chemical, civil…)
Instrumentation & Control Technicians
Power Plant Operators

16. What Are These Careers Like?
All are high-skill, high-wage
All require some basis of knowledge/skill prior to entry, but we provide training
All have opportunities for advancement – both through technical and management paths
Provide world-class benefits, including pensions, 401k matches, tuition reimbursement, career development, etc.
For more information, visit

17. So How Do We Get There? PARTNER and COLLABORATE!
Work locally, regionally, at state, and at national levels to brand our industry careers and create talent pipeline programs
Focus on key areas:
- State & National Outreach - Career Awareness
- Policy & Education - Untapped Labor Sources
- Funding & Resources

19. Energy Competency Model
Plant Operator
Electrical
Technician
Mechanical
Instrument & Control Technician
Alternate Fuel Technicians
Lineworker
Substation Technician
Engineering
Relay
Natural Gas Technology
Business Fundamentals
Teamwork
Following Directions
Planning, Organizing & Scheduling
Problem Solving Decision Making
Ethics
Employability &
Entrepreneurship
Skills
Working with Basic
Hand & Power Tools & Technology
Mathematics
Locating, Reading & Using Information
Writing
Listening
Speaking
Engineering & Technology
Critical & Analytical Thinking
Science
Information Technology
Interpersonal Skills
Integrity
Professionalism
Reputation
Motivation
Dependability & Reliability
Self- Development
Flexibility & Adaptability
Ability To Learn
Non-Nuclear Generation (Coal, Natural Gas, Oil, Hydro, Solar, Wind, Biofuel, Geothermal)
Nuclear Generation
Electric Transmission & Distribution
Gas Transmission & Distribution
Tier 5 – Industry-Wide Technical
Safety Awareness
Industry Principles & Concepts
Environmental Laws & Regulations
Quality Control & Continuous Improvement
Troubleshooting
Tier 4 – Industry-Wide Technical Competencies
Tier 3 – Workplace Competencies
Tier 2 – Academic Competencies
Tier 1 – Personal Effectiveness
Tier 6-8 – Occupation-Specific

21. FEWC Outreach Highlights
March 2, 2012
Rep. Seth McKeel (R-Lakeland) talks about the resolution to honor lineworkers across the state on Aug Lineworkers from across state attended.
The motivation for Lineworker Appreciation Day comes from Tracy Moore, wife of former Lakeland Electric lineman Marc Moore, who died while working on Aug. 26, The resolution will honor thousands of men and women who risk their lives every day, ensuring the reliable delivery of electricity throughout the state.

22. Outreach Highlights 2012
Florida Skills USA Worlds of Possibilities Career Expo – May 1 & 2: Pensacola Civic Center (World of Energy)
CEWD Southeast Meeting – April 19 Charlotte
GIECP State Team Leads Meeting – June 4/5 DC
Continued support of Florida Energy Teachers Network (will host meeting today/tomorrow)

23. Florida Energy Teachers Network
Comprised of teachers from throughout Florida who are now delivering or interested in delivering energy curriculum in the future
Launched with training session in June, 2011 at Gulf Power in Pensacola – sponsored by FACTE
Provide communications from industry/consortium to this network of teachers through and have added teacher “toolkit” to FEWC website
Second session June, 2012 (will be attended by reps from MS, KS, and CA too)
At all times we partner with CEWD to ensure what we do in Florida aligns with national competency model and curriculum pathways

24. Get into Energy Career Pathways (GIECP):
Implementation of Get into Energy Career Pathways
Northwest FL Region: Jennifer Grove, Gulf Power
Gulf Power Academy at WFHS
Gulf Power Energy Institute at Milton High School
Electrical/welding programs at Locklin Tech
Adding Youth STEM program in Okaloosa/Walton county this summer
Polk County: Betsy Levingston, Lakeland Electric
Lakeland Electric Power Academy at Tenoroc High School
May add Traviss Career Center Electrical/welding programs
Have decided not to continue in Southeast FL region at this time
Will add Northeast FL locations with JEA as partner

25. State and National Outreach Highlights
Collaboration with Workforce Florida:
WFI Strategic Plan explicitly addresses Energy as key Infrastructure Industry to focus on and has STEM focus
WFI Banner Centers (Jennifer Grove chairs ad hoc committee); In addition to Banner Centers for Energy, Clean Energy and Construction, the Banner Center for Water Resources was established in 2010
Florida’s Green Jobs Workshop (5/09)
Collaboration with STEMflorida and Florida Chamber Talent & Education Caucus through Jennifer Grove’s membership on both

26. Policy and Education
Partnered with Florida Department of Education to gain approval for the addition of an Energy Industry Cluster - FIRST IN NATION!
Partnered with FDOE to develop energy curriculum frameworks
Continuously work with partners (CEWD, CORD, NCCER) to develop curriculum materials to support frameworks and keep frameworks relevant
Looking at middle school curriculum
Special thanks to Dr. Kim McDougal and Loretta Costin for the flexibility and allowing us to get this developed
Also thanks to Ken Olsen who leads our Energy Working Group

27. Energy Career Academies
Have 22 in Florida, including our Gulf Power Academy at West Florida High School in Pensacola (2001)
Many utilize NCCER Electrical curriculum, resulting in industry-recognized and valued credentials
Most offer articulation, energy industry pre-employment testing, and local energy company engagement
Have piloted the new energy courses at multiple locations throughout state, both as part of Energy Academies and as part of Get into Energy Career Pathways pilot
WFHS and Tenoroc High School in Polk County

28. State-wide student competition to brand energy careers (www
State-wide student competition to brand energy careers (
Purchase of “brand items” – marketing display, USBs, etc.
Recognize energy-related projects at Florida Science Fair
Recognize winners at Florida SkillsUSA state competition
Partner with CEWD on Energy Career Pathways program
Partner with STEMflorida on career awareness efforts and student internship/teacher externship programs
Career Awareness
Obtain FEWC marketing USBs for State Science Fair & SkillsUSA Energy project recognition
Design Get Into Energy Florida Banner Stand graphic & purchase for FEWC marketing kit
Finalize, print and deliver poster(s) ’10 winning student design from Niceville High School
Design and purchase GIEF Wallet Cards to drive interest to the website
Design, price and purchase GIEF polo shirts for dues paying members and community representatives on behalf of FEWC(available for purchase by all FEWC membership)

29. Critical Success Factors
True business engagement, for both educators AND students
Inspire early and often (both educators AND students), particularly in STEM disciplines
Project-based learning in teams
Integration of academics and CTE – BOTH DIRECTIONS: Reinforce CORE in CTE and teach in context in academic classrooms!
Have to address the CTE “squeeze” – funding and class time
Must continue to overcome perceptions… students, parents, counselors, administrators, etc.

30. Final thoughts… Thank you for what you do!
STEM literacy and workforce preparedness is a foundation for personal, community, state, and national economic growth.
These foundations cannot just be for those students in advanced STEM or CTE courses – we must figure out how to provide to ALL of our students!
“If we don’t figure out how to do this, our children will be working for someone in another state or another country who did.” Susan Story at STEMflorida Business Roundtable
Thank you for what you do!

31. Jennifer Grove jlgrove@southernco. com www. fewc. org www
Jennifer Grove