1. Energy Workforce Report BUILDING THE FUTURE ENERGY WORKFORCE

2. DEEP’s Assessment Priorities:  Inventory existing certifications, training and degree programs in the energy related fields including energy efficiency, renewable energy and energy installations.  Define the energy sector by using North American Industry Classification System codes.  Develop recommendations for aligning existing educational programs with industry demand.  Provide guidance for collaboration between the CTEWDC and the Board of Regents, the Board of Regents Community College Council of Continuing Education and the Board of Regents Community College of Academic programs.

3. Workforce Assessment  Surveyed approximately 200 companies. Fifty-eight responded in 3 categories  Installation of energy products  Generation and distribution of electricity  Manufacturing of energy products  Interviewed over forty companies, individuals, educational and workforce development providers  Met with Key Stakeholders  Community College Deans of Continuing Education  Academic Provost  Department of Labor  Utility company representatives

4. Survey Sample Size Descriptions of Companies Responding to Survey # of Responses Company provides/installs energy-related products or services 42 Company manufactures energy related products3 Company generates or distributes energy to residential, commercial or institutional customers 13

5. Survey Results  Identified Target Jobs and Salaries  Projected Hiring  155 positions now  175 by the end of 2015  154 by the end of 2016  Entry level apprentice, energy auditors, supervisor/manager, sales positions, home energy solution technicians and solar PV installers  257 of the 384 positions  75% of survey responders are confident or very confident in their hiring projections

6. Skill and Training Requirements  Soft skills, physical skills and job specific/technical skills were the top skill/training requirements  BPI certifications  Energy auditor training  NABCEP certifications  Customer service skills  Building controls  Sales training  DOE Home Energy assessor  EPA Lead certifications

7. Recruiting of Applicants  Employee referral was the top recruiting method (72%)  2 year and 4 year colleges were used by about 38% of the companies who responded to the survey.  Internet recruiting thru company web sites, CareerBuilder, Craig's List, CT Job.com and general internet had similar numbers to college recruiting  The results were position dependent

8. Difficulty in Filling Positions  The most difficult positions to fill were also the ones in demand:  Energy Auditor  Supervisor/manager  Sales  Home Energy Solution Technicians  Solar PV Installer  Difficulty in filling positions is based on demand and lack of training programs

9. Improving Employee Performance  All the participants indicated they were doing training to improve employee performance  On-the-job training was the highest response  Vendor provided certification was second  Twenty-eight percent of the companies were doing classroom training with 16% during work hours and 12% after work hours.  Twenty-three percent of the companies were using online education with 11% during work hours and 12% after work hours.

10. Inventory of Educational Programs  Regional gaps in education/training programs  Limited technical certification and 2 year degree programs  Limited use of online learning  Additional Information:  Multiple 4 year degree programs  Technical high Schools provide excellent technical programs  Several state supported and private educational providers  Lack of business involvement  No overall training plan

11. NAICS Codes  Sixty-four NAICS codes associated with businesses in CT  63,000 energy jobs at 5,600 business  Energy sector overlaps with other sectors such as construction industry SECTOR2014 Change 2010 to 2014 Total - All Sectors1,653,51757,742 ENERGY Utilities1,552-289 Construction22,9142,900 Manufacturing14,261-151 Wholesale Trade6,43547 Retail Trade4,354-58 Prof., Scientific & Tech. Services10,0481,541 Administrative & Support Svcs.3,184423 Health Care & Social Assistance3699 Total ENERGY63,1184,420

12. Key Stakeholder Meeting  Community College Deans of Continuing Education  Academic Provost  Department of Labor  Utility Company Representatives

13. Conclusions  The NAICS code analysis indicates a robust energy sector with over 5,600 businesses employing approximately 68,000 employees  The trends in job postings and stable employment indicators show growth in several areas  Construction  Professional, scientific and technical services  Regionally located education and training programs limit the availability to all business and individuals interested in an energy career  Technical High schools, entry level programs and apprenticeships are providing a pool of workers  Limited funding for training programs  Lack of energy workforce metrics and no training plan

14. Recommendations  Evaluate the need for a “clearinghouse” of energy related job opportunities and educational programs. Websites  Expand the business involvement in the consortium.  Expand the hands-on opportunities for technical high school students.  Develop a set of proactive and lagging metrics for the energy sector.  Evaluate providing financial incentives to energy efficiency companies that send their employees to continuing training  Expand partnerships between businesses, workforce boards and technical high schools to develop entry level and continuing training programs in the energy efficiency field

15. Recommendations  Evaluate the development of continuing training programs at the community colleges including entry level programs  Expand funding for entry level programs conducted by the workforce boards  Consider the development of standard curriculum for the energy efficiency businesses  Consider an expansion of online learning  Communicate the benefits of the “Home Energy Rating System” (HERS) to home owners and potential home buyers  Develop a consistent curriculum for “21 st Century Skills”  Develop a training plan for the state