1 Building the Energy Efficiency Workforce of the Future NEET Work Group 5 Pat Egan, PacifiCorp Phil Jones, WUTC Cal Shirley, PSE October 3, 2008

2 The Challenge Facing today’s demographics, how do we create systems that build and sustain energy efficiency talent to meet today’s and the future’s needs? -- NEET Work Plan, July 8, 2008

3 Our Process Work Group met 8/14 and 9/12Work Group met 8/14 and 9/12 Relied on expertise and input of group members and literature reviewRelied on expertise and input of group members and literature review Staff from PSE and PacifiCorp provided supportStaff from PSE and PacifiCorp provided support Decided to focus on short-term actionable items (0-5 years)Decided to focus on short-term actionable items (0-5 years)

4 What We Have Learned There are large opportunities…and challengesThere are large opportunities…and challenges Currently there is a lack of solid dataCurrently there is a lack of solid data Workforce development initiatives and studies are in progress nationally and regionallyWorkforce development initiatives and studies are in progress nationally and regionally –EE has received less focus than other green or energy job sectors Workforce development efforts are fragmented and often occur in “silos”Workforce development efforts are fragmented and often occur in “silos”

5 Barriers to Address Lack of informationLack of information Lack of coordination and communicationLack of coordination and communication Limited fundingLimited funding Competition with other industries for similar job skillsCompetition with other industries for similar job skills

6 Areas of Focus and Solutions Area of Focus Preliminary Recommendations A.Develop definitions and inventories of energy efficiency occupations and job skills. Recognize and emphasize the role of energy efficiency in the “green workforce”. Create common terminology and consistent processes across states to define and track EE jobs. Develop SIC-type job classification system for EE occupations Create an index of energy efficiency occupations and work skills and estimate demand for these jobs. Create a clearinghouse to track and share energy efficiency job data.

7 Areas of Focus and Solutions Area of Focus Preliminary Recommendations B.Create a bridging strategy for knowledge transfer between the retiring workforce and new hires. Contract with retiring workers to continue working in a mentoring role with new workers, making transition to part-time. Offer more attractive incentives to the present workforce population. Increase internal training and education for existing employees.

8 Areas of Focus and Solutions Area of Focus Preliminary Recommendations C.Integrate the EE industry with education, labor, and government institutions to foster effective communication and secure funding. EE industry should develop partnerships among: State workforce boards State workforce boards State education systems State education systems Private training programs Private training programs Labor and apprenticeship programs Labor and apprenticeship programs Community non-profit associations transitioning low-income workers Community non-profit associations transitioning low-income workers Organize and advocate with these partnerships to secure funding for energy efficiency training.

9 Areas of Focus and Solutions Area of Focus Preliminary Recommendations D.Expand the training and education infrastructure to fill the EE workforce pipeline. Leverage the existing workforce development infrastructure to: Communicate demand for EE careers Communicate demand for EE careers Inventory skills required and develop supporting curricula Inventory skills required and develop supporting curricula Recruit students for programs Recruit students for programs Replicate the “Lane College Model” to expand the pool of technical and management workers. Expand training programs for skilled labor and non-technical occupations.

10 Areas of Focus and Solutions Area of Focus Preliminary Recommendations E.Increase awareness and attractiveness of energy efficiency careers in the region. Initiate a marketing campaign to attract and retain workers: Align EE with the values of a younger and more diverse workforce Align EE with the values of a younger and more diverse workforce Emphasize what distinguishes EE careers from other industries Emphasize what distinguishes EE careers from other industries Identify the long term employment outlook for EE occupations Identify the long term employment outlook for EE occupations Describe the career paths for various EE occupations Describe the career paths for various EE occupations Create a regional clearinghouse for best practices.

11 Areas of Focus and Solutions Area of Focus Preliminary Findings F.Support legislative action in all four states to promote energy efficiency workforce development. In Oregon, The Governor’s Office has identified Clean Technology, including energy efficiency and renewables, as its priority industry cluster. Proposed 2009 workforce development initiatives are expected to target clean tech employers and skills. In Oregon, The Governor’s Office has identified Clean Technology, including energy efficiency and renewables, as its priority industry cluster. Proposed 2009 workforce development initiatives are expected to target clean tech employers and skills. In Washington, work is being performed to implement HB 2815, which sets a goal of having 25,000 green jobs by 2020, including energy efficency implementation. In Washington, work is being performed to implement HB 2815, which sets a goal of having 25,000 green jobs by 2020, including energy efficency implementation. ID and MT today do not have proposals that directly address energy efficiency workforce development. ID and MT today do not have proposals that directly address energy efficiency workforce development.