1.  31 companies responded representing 44% of all electric and natural gas utility employees  Respondents represent electric and natural gas operations in 46 states  Results do not represent Rural Electric cooperatives  Results are for non-nuclear generation, transmission and distribution Survey Demographics 1

2.  Employees are retiring after age 58 and 25 years of service – later than in previous survey results  Non retirement attrition is greater than previous estimates – 4.2% compared to 3.7 which may reflect moves within the company, but out of the skilled trades positions What we learned 2

3.  84% of respondents said they were not in a hiring freeze  But, 88% of respondents reported that their companies have slowed down hiring  30% of those in a hiring freeze expected it to last less than one year with the rest reporting the duration was unknown at this point  32% of respondents said they had some downsizing in 2009 Recruiting and Hiring 3

4. 2009 Survey Results 4 Industry hiring decreased by 56% from 2008 to 2009 with the largest decrease in technicians and engineers

5. 2009 CEWD Survey Hiring by Function 5 Generation hiring decreased by 49% while T & D decreased by 60%

6. Skilled Trades Summary Years of Service vs. Retirement Age

7. Skilled Trades Retirement and Attrition 7 Assumes an even age distribution for retirements over next 5 years

8. 2008 Age and Years of Service Data reflecting Potential retirements for Skilled Trades 8

9. Summary Findings Estimated Number of Potential Replacements 9 Potential Replacements 2009 - 2015 Job CategoryPercentage of Potential Attrition & Retirement Estimated Number of Replacements Technicians50.727,800 Non-Nuclear Plant Operators49.212,300 Pipefitters / Pipelayers46.18,900 Lineworkers42.130,800 Engineers51.116,400

10. Potential Replacements by Skilled Trades Job Category by 2015 10

11.  74 % of respondents require an electrical engineering degree from a 4 year university for an individual to work in a titled engineering position  52% provide tuition reimbursement for new hires or incumbents and 23% provide company sponsored training to gain the required level of knowledge if they do not have an Electrical Engineering degree  In the future, 85% will not likely hire for Electrical Engineering positions without an Electrical Engineering degree or relevant coursework  Most companies do not have the ability to identify employees by type of engineering degree Engineering Positions 11

12. Skilled Trade Occupations with Apprenticeships 12 Respondents reported

13. How is Lineworker training conducted? 13 Most companies reported having internal company training programs for lineworkers

14.  81% of respondents are currently partnered with one or more community colleges or vocational programs to provide new or pipeline employees  68% say these partnerships reduce required initial training and time to qualify new hires  76% say there are cost or other quantifiable benefits from the partnerships Training partnerships 14

15. Workforce Planning Methodologies 15 Benchstrength and retirement modeling are the most common methodologies used

16. Estimating Retirements 16 Companies use Age and Years of Service and Historic department average most frequently in estimating future retirements

17.  No respondents reported that their workforce planning system is fully integrated with business planning  47% of participants report their system is partially integrated Workforce Planning 17