2017 Gaps in Energy Workforce Survey Results For CEWD Members and - - PowerPoint PPT Presentation

2017 Gaps in Energy Workforce Survey Results

For CEWD Members and Survey Respondents Only Not for Distribution

• Survey conducted every other year since 2007
• The number of companies participating in the surveys has

varied over the years. In 2017 we had:

• 56 Electric and Natural Gas Utilities / Energy Companies (which

includes 23 nuclear utilities and 17 public power utilities)

• All Electric Cooperatives
• 1 Nuclear Supplier
• This is the first time the American Public Power Association

has participated in the survey as a group

• The number of employees represented by the participating

companies has increased and represents over 75% of Investor-owned Utilities, 100% of electric rural cooperatives (Total combined population of 505,000) and 25% of public power utilities (Total population of 93,000)

Gaps in the Energy Workforce Survey

• Rev. 2

• The data from the survey are the sole source of

comprehensive numbers on the current and future state of the electric and gas utility industry workforce.

• The survey results provide a national, regional and state view
• f the workforce and the demand for future employees.
• The results are used by federal and state government

agencies as input into workforce training and development programs.

• State-wide energy consortia use the data to determine what

type and how many pipeline programs will be needed to meet the demand for a new workforce

• Individual companies can benchmark their own workforce

planning efforts against the national and regional numbers

Gaps in the Energy Workforce Survey Purpose and Use

• Rev. 2

• Data represent year end 2016 results.
• Data are collected for four key job categories (lineworkers,

power plant operators, technicians and engineers)

• Data include hires and attrition (retirement and non-

retirement), age and years of service, status of pipeline programs and veteran hiring

• Data were collected for the first time to provide an insight on

retention of new hires and to provide a deeper look into differences between coal and gas power plant operator demand.

What data were included?

• Rev. 2

Percent of Employee Population by Company Type

5

IOU's, 72%

Electric Co-ops, 13% Munis/Gov't, 16%

Includes Nuclear

Employees Investor Owned Utilities 427,431 Electric Cooperatives 77,758 Municipals/ Government Owned 93,000 Total 598,189

Job Category Investor Owned Utilities Rural Electric Cooperatives Public Power

Line Worker 12.9% 24.0% 6.0% Technicians 16.3% 7.7% 18.4% Plant Operators 9.6% 0.4% 5.6% Engineers 7.9% 7.5% 6.6% All Other 53.3% 60.4% 63.4%

Percent of Employee Population

(including Nuclear)

6

• Rev. 2

Preliminary Findings

Represents steady state without input on Game Changers

Size

Total number

• f jobs down

2.7%

Age

19% under age 32 49% under age 52 33% over age 53 44% Key Jobs 11% Veterans 22.5% Veterans in Nuclear 9% Female Minorities 17% Male Minorities

Composition

• Rev. 2

Workforce size

Changes from previous surveys

• Rev. 2

519,263 505,189 598,189 + =

Down 2.7%

2015 Gaps Survey 2017 Gaps Survey Public Power

93,000

2016 Industry Public Power 2016 Total Including Public Power Line Workers 73,899 5,537 79,436 Plant / Field Operators 41,143 5,197 46,340 Technicians 75,545 17,067 92,612 Engineers 39,547 6,151 45,698 Total Key Jobs 230,134 33,952 264,086 All Other Categories 275,055 59,048 334,103 Total Employees 505,189 93,000 598,189

How does Public Power impact totals?

• Rev. 2

For the first time, CEWD was able to allocate Public Power jobs to job categories which increases the overall totals by job and industry.

• Rev. 2

Age Distribution Comparison Total Company

5 10 15 20 25

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+

% of Employees Age 2006 2016

• Rev. 2

Age Distribution Total Company 2006 vs 2016

• Rev. 2

5 10 15 20 25

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+

% of Employees Age 2006 2016-IOU's 2016-Coops 2016-Muni's

The big bubble of employees becoming eligible to retire has flattened out

• Rev. 2

Workforce Composition Key Jobs make up 44% of workforce

Total Electric and Natural Gas Utility Employees

• Rev. 2

Workforce Composition

Percentage of Male and Female Minorities has increased

62 15 16 7 60 17 15 9

10 20 30 40 50 60 70

MALE NON-MINORITY MALE MINORITY FEMALE NON-MINORITY FEMALE MINORITY

Percentage of Population (Respondents only)

2016 all Employees 2014 all Employees

• Rev. 2

Workforce Composition

Overall Percentage of Veterans has increased

12.6 13.3 13.8 9.6 12.9 7 13 10 7 24

5 10 15 20 25 30 LINE WORKER PLANT OPERATOR TECHNICIANS ENGINEERS NUCLEAR

Percentage of Population (Respondents Only)

2016 Total Population 2014 Total Population

• Rev. 2

Preliminary Findings

Represents steady state without input on Game Changers

Retirements

Total Company 12% Ready now 2.3% Per year forecast for next 10 years

Retirements

Key Jobs 10% Ready now 2.2% Per year forecast for next 10 years

Non Retirement Attrition

5 year Forecast 16% Total Company 14% Key Jobs Leave in first five years

• 4 in10 of Total Company
• 7 in 10 of Gas T & D
• 2 in 10 Lineworkers
• 4 in 10 Engineers

Retirement Assumptions

Non-Nuclear Assumptions Ready Now (2015)

• Over age 58 with 25 years of service
• Over age 63

Ready in 1-5 Years (2016 – 2020)

• Over age 53 and 21 years of service
• Over age 58

Ready in 6-10 Years (2021 – 2025)

• Over age 48 and 16 years of service
• Over age 53

Retirement forecasts are reduced for attrition

• Rev. 2

Retained (49%)

5 year Non- Retirement Attrition (16%) Ready Now (12%) Ready in 1-5 Years (12%) Ready in 6-10 Years (11%)

Down from 12% in 2014

Total Company Potential Replacement Impact on Retirement and Non-Retirement Attrition

Includes Public Power and Nuclear

Down from 14% in 2014 Up from 9% in 2014

• Rev. 2

Total Company Retirement Potential

(Includes Nuclear)

18

13 7.0 8 13 10 13 11 12 13

2 4 6 8 10 12 14 Investor Owned Utilities Rural Electric Cooperatives Public Power

% of Employees

Ready Now Ready 1-5 Years Ready 6-10 Years

• Rev. 2

Retained (54%)

5 year Non- Retirement Attrition (14%) Ready Now (10%) Ready in 1-5 Years (11%) Ready in 6- 10 Years (10%)

19

Down from 12% in 2015

Total Key Jobs Potential Replacement Impact on Retirement and Non-retirement Attrition (Excluding Nuclear)

Down from 14% in 2015 Up from 10% in 2015

• Rev. 2

Retirement forecasts for Key Jobs have decreased, while forecasts for other attrition have increased

6 7 8 9 10 11 12 13 14 15 16

5 YR Non- retirement Atrition Ready now Ready in 1-5 Years Ready in 6-10 Years

Attrition over Time

2012 2014 2016 Percent

• Rev. 2

Total Company Non-retirement Attrition – Retention Issues

(Overall, of the total number of employees exiting for non-retirement reasons, 4 out of 10 leave the company within the first 5 years and the problem is greatest in Gas T&D where it is 7 out of 10)

41% 21% 71% 36% 36% 12% 10% 9% 17% 22% 47% 68% 20% 47% 42%

Total Company Electric T&D Gas T&D Non-nuclear Generation Nuclear Generation 0% 25% 50% 75% 100%

2016

<5 YOS 6-10 YOS >10 YOS

Respondents only

• Rev. 2

20% 7% 73% 34% 22% 43% 37% 22% 41% 42% 18% 40%

0% 25% 50% 75% 100% < 5 YOS 6-10 YOS >10 YOS

2016 Data

Line Worker Plant/Field Operator Technician Engineer

Key Job Category Non-retirement Attrition – Retention Issues

Includes Nuclear Respondents only

• Rev. 2

Preliminary Findings

Represents steady state without input on Game Changers

Hires - Total Company

• Projected to replace

more than attrition

• 70% of new hires are projected to

be in all other category

Hires - Key Jobs

• The number of Key Job hires is

projected to be stable

• 30% of new hires are projected

to be Key Jobs

• 10% of new hires are projected

to be lineworkers

Diversity Hiring

33% Minority Hires 28% Female Hires 9.1% of new hires are veterans 23% of nuclear new hires are veterans

• Rev. 2

Total al Attrition n vs Total al Hires

Total al Company ny

0% 1% 2% 3% 4% 5% 6% 7% 8% 9% 10% % of Employees

Non-retirement Attrition Retirements Hires

Respondents only

• Rev. 2

Diversity Hires

(Respondents Only)

55 17 17 11 52 20 15 13 10 20 30 40 50 60 MALE NON-MINORITY MALE MINORITY FEMALE NON-MINORITY FEMALE MINORITY

Diversity Hires

2016 Hires 2014 Hires

• Rev. 2

Veteran Hires

(Respondents Only)

16 27 28 14 23 9 25 16 10 24

5 10 15 20 25 30

LINE WORKER PLANT OPERATOR TECHNICIANS ENGINEERS NUCLEAR

Veteran Hires

2016 Veteran Hires 2014 Veteran Hires

• Rev. 2

Attrition versus Hires by Company Type

(including Nuclear)

27

0% 2% 4% 6% 8% 10% 12%

Investor Owned Utility Attrition Investor Owned Utility Hires Rural Electric Coop Attrition Rural Electric Coop Hires Public Power Attrition Public Power Hires 2016 Non-retirement Attrition 2016 Retirement Attrition 2016 Hires

Respondents only

• Rev. 2

Potential Replacements by 2026 for Key Jobs (Includes Public Power and Excludes Nuclear)

Job Category Potential Non-Retirement Attrition 2017- 2021 Potential Retirements includes Ready Now 2017- 2021 Potential Retirements 2022 - 2026 Lineworkers 15% 11,000 17% 12,000 9% 7,000 Technicians 14% 10,000 25% 18,000 11% 9,000 Plant Operators 13% 5,000 24% 9,000 10% 4,000 Engineers 14% 4,000 21% 6,000 10% 3,000 Total Key Jobs 14% 30,000 21% 44,000 10% 25,000

• Rev. 2

Potential Replacements by 2021 for Key Jobs in Nuclear Business Areas

Potential Replacements 2017- 2021 Job Category Potential Attrition & Retirement Estimated Number of Replacements Operations 36% 3,700 Maintenance 43% 4,800 Engineering 41% 3,300 Total Nuclear Jobs 40% 23,000

Overall Findings

2014 Industry 2016 Industry Change Percent Change

Line Workers 75,810 73,899 (1,911)

• 3%

Plant / Field Operators 43,497 41,143 (2,354)

• 5%

Technicians 78,365 75,545 (2,820)

• 4%

Engineers 38,626 39,547 922 2% Total Key Jobs 236,298 230,134 (6,164)

• 3%

All Other Categories 282,965 275,055 (7,910)

• 3%

Total Employees 519,263 505,189 (14,074)

• 3%

Workforce size Changes from previous surveys

• Rev. 2

The size of the workforce has decreased by 3%.

Excludes Public Power

Age Distribution Comparison Total Company

5 10 15 20 25

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+

% of Employees Age 2006 2016

Age Distribution Comparison

Total Company Attrition vs Hires

• Rev. 2

2017 Diversity

(Respondents Only)

Male Minority, 20% Male Non- minority, 52% Female Minority, 13% Female Non- minority, 15%

2016 Hires

Male Minority, 17% Male Non-minority, 60% Female Minority, 9% Female Non- minority, 15%

Total Population

Veteran Population

(including Nuclear)

0% 5% 10% 15% 20% 25% 30%

Veterans as a % of Total Population – 11.0%

0% 5% 10% 15% 20% 25% 30%

Veterans as a % of New Hires – 9.1%

Respondents only

Veteran Population

(including Nuclear)

Industry View

Percent of Employee Population

(including Nuclear and Public Power)

Line worker 13% Plant Operators 8% Technicians 15% Engineers 8% All Other 56%

Industry

Key jobs make up 44% of the total employee population

Employee Population for Key Occupations

Employee levels decreased in 2016 except for Engineers

Lineworkers Plant/Field Operators Technicians Engineers 2010 75452 44433 77406 34143 2012 76327 41595 78109 31631 2014 75810 42662 77779 34150 2016 73899 41143 75545 39547 20,000 30,000 40,000 50,000 60,000 70,000 80,000

Total Key Occupations

Excludes Public Power

2016 Age Group Distribution

IOU’s have the oldest workforce

Job Category Age 32 and Under Age 33 – 52 Age 53 and Over IOU’s 17% 48% 35% Electric Co-ops 24% 51% 25% Muni’s/Gov’t 12% 56% 32% Total Industry 18% 50% 32%

Respondents only Includes Nuclear

Business Area Age 32 and Under Age 33 – 52 Age 53 and Over Electric T&D 21% 49% 30% Gas T&D 22% 48% 30% Nuclear Generation 17% 45% 38% Non-nuclear Generation 17% 47% 36% Total Company 19% 49% 33%

2016 Age Group Distribution

Nuclear Generation has the oldest workforce

Excluding Public Power Respondents only

Industry View

Key Jobs View

Job Category Age 32 and Under Age 33 – 52 Age 53 and Over Engineers 29% 43% 27% Line workers 30% 49% 21% Gas T&D Technicians 22% 50% 28% Electric T & D Load Dispatchers 20% 51% 29% Plant Operators 17% 49% 34% Electric T&D Technicians 16% 49% 34% Generation Technicians (including wind and solar technicians) 18% 44% 38%

2016 Age Group Distribution

Excluding Public Power and Nuclear

Engineers and Lineworkers are youngest, Non-nuclear Generation Technicians are oldest

• Rev. 2

Potential Replacements by 2026 for Key Jobs

(Excludes Public Power and Nuclear)

Potential Replacements 2017- 2021 Potential Replacements 2022 - 2026 Job Category

Potential Attrition & Retirement Estimated Number of Replacements Potential Retirement Estimated Number of Replacements

Lineworkers 29% 24,000 9% 7,000 Technicians 39% 27,000 10% 7,000 Plant Operators 39% 14,000 10% 4,000 Engineers 32% 9,000 0% 3,000 Total Key Jobs 33% 74,000 10% 21,000

Key Jobs Retirement Potential

(Excludes Public Power and Nuclear)

2 4 6 8 10 12 14 16 Line Worker Technicians Power Plant Operators Engineers

% of Employees

Ready Now Ready 1-5 Years Ready 6-10 Years

Key Jobs Retirement Potential

(includes Public Power and Excludes Nuclear)

• Rev. 2

2 4 6 8 10 12 14 Line Worker Technicians Power Plant Operators Engineers

% of Employees

Ready Now Ready 1-5 Years Ready 6-10 Years

Total Attrition Vs Total Hires Key Job Categories

Respondents Only Excludes Public Power and Nuclear

0% 1% 2% 3% 4% 5% 6% 7% 8% 9% 10% 2015 2016 2017 2018 2019 2020 2021

% of Employees

Key Jobs Attrition vs Hires

Non-retirement Retirement Hires

Attrition vs Hires by Job Category

(Excludes Public Power and Nuclear)

• Rev. 2

0.0% 2.0% 4.0% 6.0% 8.0% 10.0% 12.0%

Line Worker Attrition Line Worker Hires Technician Attrition Technician Hires Plant Operator Attrition Plant Operator Hires Engineer Attrition Engineer Hires 2016 Non-retirement Attrition 2016 Retirement Attrition 2016 Hires Respondents Only

Attrition versus Hires by Job Category

(including Nuclear and Public Power)

0% 1% 2% 3% 4% 5% 6% 7% 8% 9%

Line Worker Attrition Line Worker Hires Technician Attrition Technician Hires Plant Operator Attrition Plant Operator Hires Engineer Attrition Engineer Hires 2016 Non-retirement Attrition 2016 Retirement Attrition 2016 Hires

Respondents only

2006 - 2017 CEWD Surveys

Number of Key Job Hires

(Excluding Public Power and Nuclear) 2000 4000 6000 8000 10000 12000 LineWorker Technician Plant Operator Engineer

Respondents Only

Line worker 15% Plant Operators 8% Technicians 15% Engineers 8% All Other 54%

Industry – IOU’s and Coops

Percent of Employee Population

(including Nuclear)

• Rev. 2

Line Workers 6% Plant Operators 6% Technicians 18% Engineers 7% All Other 63%

Public Power

Nuclear Generation 5-Year Attrition

2,000 4,000 6,000 8,000 10,000 12,000 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+

Employees Age Range

Retained (59.7%) Potential Retirees (21.7%) Non-Retirement Attrition (18.6%)

Potential Retirees are defined as employees that will be older than 53 with 25+ years of service, or older than 63 with 20 years of service, or older than 67 within the next five years. Contractors and vendors are not included

Additional Slides

The following slides have details regarding individual job categories and the nuclear business

0% 2% 4% 6% 8% 10% 12% 14% 16% 18% 20% 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus

% of Employees Age

01-05 06-10 11-15 16-20 21-25 26-30 30+ 2016 Industry Trend 2016 Muni's Trend 2006 Trend

2016 Age Distribution – Key Jobs

(Excluding Nuclear)

• Rev. 2

2016 Age Distribution – Key Jobs

(Excluding Nuclear)

0% 2% 4% 6% 8% 10% 12% 14% 16% 18% 20% 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus

% of Employees Age

2016 Industry Trend 2016 Muni's Trend 2006 Trend

Age Distribution by Key Jobs

(Excluding Nuclear)

0% 10% 20%

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+

% of Employees Age Line Worker Plant Operator Technician Engineer

0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus Electric T&D Engineers Gas T&D Engineers Non-Nuclear Generation Engineers Nuclear Generation Engineers

Age Distribution – Engineers

• Rev. 2

Age Distribution by Key Jobs

(Nuclear Only)

0% 10% 20%

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+

% of Employees Age Plant Operator Technician Engineer

Job Category Age 32 and Under Age 33 – 52 Age 53 and Over Line Workers 30% 50% 20% Engineers 28% 45% 27% Plant Operators 17% 50% 33% Technicians 17% 50% 33%

2016 Age Group Distribution

(Includes Public Power and Excludes Nuclear) Engineers and Lineworkers are Youngest, Technicians and Plant Operators are oldest

• Rev. 2

2016 Age Group Distribution

Nuclear Only

Job Category Age 32 and Under Age 33 – 52 Age 53 and Over Engineers 28% 34% 38% Plant Operators 20% 52% 28% Nuclear Generation Technicians 14% 45% 41%

Total Attrition Vs Total Hires Key Job Categories

0% 1% 2% 3% 4% 5% 6% 7% 8% 9% 2015 2016 2017 2018 2019 2020 2021

Key Jobs Attrition vs Hires

(Excludes Public Power and Nuclear)

Non-retirement Retirement Hires

Respondents Only

Hiring in Key Jobs has increased

1000 2000 3000 4000 5000 6000 7000 8000 9000 10000 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 Line Worker Plant/Field Operator Nuclear Operators Gas Plant Operators Electric T&D Technician Gas T&D Technician Electric Load Dispatcher Generation Technician Nuclear Technicians Electric T&D Engineer Gas T&D Engineer Generation Engineer Nuclear Engineer

Respondents Only Includes Public Power and Nuclear

28% of employees in key jobs have been in their positions between 0 and 5 years (Excludes Nuclear)

5,000 10,000 15,000 20,000 25,000 30,000 35,000 40,000 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+ Number of Employees 0 to 5 YOS 28% 6 to 10 YOS 19% 11 to 15 YOS 15% 16 to 20 YOS 9% 21 to 25 YOS 6% 26 to 30 YOS 9% 30+ YOS 14%

Lineworkers

• There is a significant increase in younger

employees since 2012

• The total expected retirements is down from 35% in

2012 to 30% in 2014 and 25% in 2016;

• Lineworkers and Engineers are the only job

categories where the number of employees under age 32 (30%) is greater than those over 53 (20%)

Preliminary Findings by Job

Represents steady state without input on Game Changers

• Rev. 2

2010 vs 2016 Age Distribution Line Workers

0% 5% 10% 15% 20%

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+

% of Employees Age 2010 2014 2016-IOU/Coop 2016 Muni's

Down from 11% in 2015 Down from 12% in 2015

Lineworker Potential Replacement Impact on Retirement and Non-retirement Attrition

Retained (59%) 5 year Non- Retirement Attrition (15%) Ready Now (7%) Ready in 1-5 Years (9%) Ready in 6-10 Years (9%)

Technicians –

• Age curve has not changed much since 2012
• Oldest group of employees with 33% over age 53
• Generation technicians are the oldest group at 38%
• ver age 53;
• Only 18% of generation technicians are under age 32;
• Expected retirements down from 44% in 2012 to 41%

in 2014 and 36% in 2016

• Hiring percentage is slightly higher than attrition for

the job category

Preliminary Findings by Job

Represents steady state without input on Game Changers

• Rev. 2

2014 vs 2016 Age Distribution Technicians

(Excludes Nuclear)

• Rev. 2

0% 5% 10% 15% 20%

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+

% of Employees Age 2014 2016-Industry 2016-Muni's

Excludes Nuclear

Down from 13% in 2015 Down from 15% in 2015 Same as in 2015

Technician Potential Replacement Impact on Retirement and Non-Retirement Attrition

Retained (50%) 5 year Non- Retirement Attrition (14%) Ready Now (13%) Ready in 1-5 Years (12%) Ready in 6-10 Years (11%)

Operators –

• Expected retirements down from 39% in 2012 to

35% in 2014 and 34% in 2016;

• Non-retirement attrition is averaging 3%;
• Significant hiring since 2012 with peak hiring in

2014 and 2015

Preliminary Findings by Job

Represents steady state without input on Game Changers

• Rev. 2

2014 vs 2016 Age Distribution Plant Operators

(Excludes Nuclear)

• Rev. 2

0% 5% 10% 15% 20%

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+

% of Employees Age 2014 2016-Industry 2016-Muni's

Excludes Nuclear

Down from 11% in 2015 Down from 14% in 2015

Plant / Field Operator Potential Replacement Impact on Retirement and Non-Retirement Attrition

Updated Sept. 14, 2017 Retained (52%) 5 year Non- Retirement Attrition (13%) Ready Now (11%) Ready in 1-5 Years (13%) Ready in 6- 10 Years (10%)

Engineers –

• Only job category where expected retirements have

increased - from 36% in 2012 to 37% in 2014, but have decreased to 31% in 2016;

• The percentage of employees under age 32 (28%)

is almost the same as the percentage of employees

• ver age 58 (27%)
• Hiring for engineers has increased significantly from

2012 which can be seen in the increase in employees under age 28

Preliminary Findings by Job

Represents steady state without input on Game Changers

• Rev. 2

2010 vs 2016 Age Distribution Engineers (Excludes Nuclear)

• Rev. 2

0% 10% 20%

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+

% of Employees Age 2016 Industry 2016 Muni's 2014 2012 2010

Excludes Nuclear

Down from 11% in 2015 Down from 13% in 2015

Engineers Potential Replacement Impact on Retirement and Non-Retirement Attrition

Retained (55%) 5 year Non- Retirement Attrition (14%) Ready Now (11%) Ready in 1-5 Years (10%) Ready in 6-10 Years (10%)

1,000 2,000 3,000 4,000 5,000 6,000 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+ Number of Employees 0-5 YOS 37% 6-10 YOS 17% 11-15 YOS 12% 16-20 YOS 8% 21-25 YOS 6% 26-30 YOS 8% 30+ YOS 13%

37% of Engineers have been in their positions between 0 and 5 years (Excludes Nuclear)

• Rev. 2

Nuclear Generation Maintenance / Craft Worker 5 Year Attrition

500 1000 1500 2000 2500 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+

Employees

Retained (57.0%) Potential Retirees (24.3%) Non-Retirement Attrition (18.7%)

Potential Retirees are defined as employees that will be older than 53 with 25+ years of service, or older than 63 with 20 years of service, or older than 67 within the next five years. Contractors and vendors are not included

Nuclear Generation Operations Worker 5 Year Attrition

200 400 600 800 1000 1200 1400 1600 1800 2000 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+ Employees Age Range

Potential Retirees are defined as employees that will be older than 53 with 25+ years of service, or older than 63 with 20 years

• f service, or older than 67 within the next five years.

Contractors and vendors are not included.

Retained (63.8%) Potential Retirees (17.3%) Non-Retirement Attrition (18.9%)

Nuclear Generation Radiation Protection Worker 5-Year Attrition

100 200 300 400 500 600 700 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+

Employees Age Range

Potential Retirees are defined as employees that will be older than 53 with 25+ years of service, or older than 63 with 20 years

• f service, or older than 67 within the next five years.

Contractors and vendors are not included

Retained (59.7%) Potential Retirees (26.1%) Non-Retirement Attrition (18.5%)

Nuclear Generation Engineering Worker 5-Year Attrition

200 400 600 800 1000 1200 1400 1600 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+

Employees

Potential Retirees are defined as employees that will be older than 53 with 25+ years of service, or older than 63 with 20 years

• f service, or older than 67 within the next five years.

Contractors and vendors are not included

Retained (59.3%) Potential Retirees (22.6%) Non-Retirement Attrition (18.1%)

Industry View

Additional Charts

Additional Charts

• Rev. 2

The following charts exclude nuclear data (unless

• therwise noted) due to the differences in

retirement forecasting and job category data collection

4000 8000 12000 16000 20000

2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021

# of employees

Actual and Projected Attrition

Respondents Only Non-retirement Retirement

Total Company Attrition

Age Distribution by Company Type (2016)

• Rev. 2

0% 5% 10% 15% 20%

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+

% of Employees Age IOU's Co-ops Muni's

Respondents only Includes Nuclear

2013-2016 Attrition and Hires Projections vs Actuals

• Rev. 2

1 2 3 4 5 6 7 8 % of Employees

Retirement Non-retirement Hires

Includes Nuclear

2016 Actual Hires from Survey Respondents

Line Worker, 9.8% Operators, 2.5% Technicians, 11.5% Engineers, 6.9% All Other, 69.4%

Includes Nuclear

Includes Nuclear

10,000 20,000 30,000 40,000 50,000 60,000 70,000 80,000 90,000 100,000

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus

# of Employees

2017 Total Company Potential Replacements

Retained (49%) 5 year Non-Retirement Attrition (16%) Ready Now (12%) Ready in 1-5 Years (12%) Ready in 6-10 Years (11%)

5,000 10,000 15,000 20,000 25,000 30,000 35,000 40,000

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus Number of Employees

2017 Total Key Jobs (w/o Nuclear) Potential Replacements

Retained (54%) 5 year Non-Retirement Attrition (14%) Ready Now (10%) Ready in 1-5 Years (11%) Ready in 6-10 Years (10%)

2,000 4,000 6,000 8,000 10,000 12,000 14,000

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus # of Employees

2017 Line Worker Potential Replacements

Retained (59%) 5 year Non-Retirement Attrition (15%) Ready Now (7%) Ready in 1-5 Years (9%) Ready in 6-10 Years (9%)

2,000 4,000 6,000 8,000 10,000 12,000 14,000

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus # of Employees

Technicians (w/o Nuclear) 2017 Potential Replacements

Retained (50%) 5 year Non-Retirement Attrition (14%) Ready Now (13%) Ready in 1-5 Years (12%) Ready in 6-10 Years (11%)

1,000 2,000 3,000 4,000 5,000 6,000 7,000 8,000 9,000 10,000

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus # of Employees

Plant/Field Operators (w/o Nuclear) 2017 Potential Replacements

Retained (52%) 5 year Non-Retirement Attrition (13%) Ready Now (11%) Ready in 1-5 Years (13%) Ready in 6-10 Years (10%)

1,000 2,000 3,000 4,000 5,000 6,000

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus # of Employees

Engineers (w/o Nuclear) 2017 Potential Replacements

Retained (55%) 5 year Non-Retirement Attrition (14%) Ready Now (11%) Ready in 1-5 Years (10%) Ready in 6-10 Years (10%)

Electric T&D, 39.5 Gas T&D, 6.5

Non-Nuclear Generation, 11.1

Nuclear Generation, 13.4 Other, 29.5

% of Employees

Respondents only

Percent of Employee Population by Business Area

• Rev. 2

Age Distribution by Business Unit

0% 10% 20%

18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+

% of Employees Age Electric T&D Gas T&D Non-nuclear Generation Nuclear Generation

Respondents only

Excludes nuclear contractors

2006 - 2017 CEWD Surveys

Number of Industry Hires

2006-2008 actuals from 2009 Survey 2009-2010 actuals from 2011 Survey 2011-2012 actuals from 2013 Survey 2013-2014 actuals from 2015 Survey 2015-2016 actuals from 2017 Survey

2000 4000 6000 8000 10000 12000

2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 LineWorker Technician Plant Operator Engineer 2009 projections 2011 projections 2013 projections 2015 projections 2017 projections Includes Nuclear Respondents Only

2012, 2013, 2014 & 2016 Attrition and Hire Comparison (includes Nuclear)

2.6 3.2 2.9 2.9 3.9 4.1 4.2 4.6 3.1 3.6 4.9 7.2

1 2 3 4 5 6 7 8 Total Attrition 2012 Total Hires 2012 Total Attrition 2013 Total Hires 2013 Total Attrition 2014 Total Hires 2014 Total Attrition 2016 Total Hires 2016

% of Employees

Retirement Attrition Non-Retirement Attrition New Hires 4.1 4.2 2.8 2.9

Respondents Only

Total Company Replacements

Year % of Attrition Replaced

2008 59% 2009 46% 2010 38% 2011 54% 2012 43% 2013 45% 2014 64% 2015 107% 2016 97% 2017 101% 2018 102% 2019 103% 2020 104% 2021 106%

2014 Data 2016 Data

Retained (49%) 5 year Non- Retirement Attrition (16%) Ready Now (9%) Ready in 1- 5 Years (14%) Ready in 6- 10 Years (12%)

Total Company Potential Replacement Impact on Retirement and Non-Retirement Attrition

Retained (49%) 5 year Non- Retirement Attrition (16%) Ready Now (12%) Ready in 1- 5 Years (12%) Ready in 6- 10 Years (11%)

2017 Total Company Potential Replacement Impact on Retirement and Non-retirement Attrition

Total Key Jobs Potential Replacement Impact on Retirement and Non-retirement Attrition (Excluding Nuclear)

2014 Data 2016 Data

Retained (54%)

5 year Non- Retirement Attrition (10%)

Ready Now (10%) Ready in 1- 5 Years (14%) Ready in 6- 10 Years (12%)

Total Key Jobs Potential Replacement Impact on Retirement and Non- retirement Attrition (Excluding Nuclear)

Retained (54%) 5 year Non- Retirement Attrition (14%) Ready Now (10%) Ready in 1-5 Years (11%) Ready in 6- 10 Years (10%)

Retained (59%)

5 year Non- Retirement Attrition (10%)

Ready Now (7%) Ready in 1- 5 Years (12%) Ready in 6- 10 Years (11%)

Lineworker Potential Replacement Impact on Retirement and Non- retirement Attrition

2014 Data 2016 Data

Retained (59%) 5 year Non- Retirement Attrition (15%) Ready Now (7%) Ready in 1-5 Years (9%) Ready in 6- 10 Years (9%)

Lineworker Potential Replacement Impact on Retirement and Non- retirement Attrition

Retained (48%) 5 year Non- Retirement Attrition (11%) Ready Now (13%) Ready in 1- 5 Years (15%) Ready in 6- 10 Years (13%)

Technician Potential Replacement Impact on Retirement and Non- Retirement Attrition (Excluding Nuclear)

2014 Data 2016 Data

Technician Potential Replacement Impact

• n Retirement and Non-retirement

Attrition (Excluding Nuclear)

Retained (50%) 5 year Non- Retirement Attrition (14%) Ready Now (13%) Ready in 1- 5 Years (12%) Ready in 6- 10 Years (11%)

2000 4000 6000 8000 10000 12000 14000 16000 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+ Number of Employees 0-5 YOS 27% 6-10 YOS 18% 11-15 YOS 17% 16-20 YOS 9% 21-25 YOS 6% 26-30 YOS 9% 30+ YOS 15%

27% of Technicians have been in their positions between 0 and 5 years (Excludes Nuclear)

• Rev. 2

Retained (53%)

5 year Non- Retirement Attrition (13%)

Ready Now (10%) Ready in 1-5 Years (14%) Ready in 6-10 Years (11%)

Plant / Field Operator Potential Replacement Impact on Retirement and Non-Retirement Attrition (Excluding Nuclear)

2014 Data 2016 Data

Plant/Field Operator Potential Replacement Impact on Retirement and Non-Retirement Attrition (Excluding Nuclear)

Retained (52%) 5 year Non- Retirement Attrition (13%) Ready Now (11%) Ready in 1- 5 Years (13%) Ready in 6- 10 Years (10%)

Retained (51%) 5 year Non- Retirement Attrition (11%) Ready Now (13%) Ready in 1- 5 Years (13%) Ready in 6- 10 Years (11%)

Engineers Potential Replacement Impact on Retirement and Non- Retirement Attrition (Excluding Nuclear)

2014 Data

Engineers Potential Replacement Impact on Retirement and Non-retirement Attrition (Excluding Nuclear)

2016 Data

Retained (55%) 5 year Non- Retirement Attrition (14%) Ready Now (11%) Ready in 1-5 Years (10%) Ready in 6- 10 Years (10%)

Industry Support for Education in 2016

(all respondents)

$0 $500,000 $1,000,000 $1,500,000 $2,000,000 $2,500,000 $3,000,000 $3,500,000 $4,000,000 $4,500,000 $5,000,000

Company 1 Company 2 Company 3 Company 4 Company 5 Company 6 Company 7 Company 8 Company 9 Company 10 Company 11 Company 12 Company 13 Company 14 Company 15 Company 16

Cash to Universities University Interships University SME $ University Equipment University Grant CC Cash CC Interships CC SME $ CC Equipment

Company 1’s contribution Is $10 M and Company 2’s contribution Is $6.2 M

Universities= $18.6M Community Colleges = $6.7 M

Total = $25.3 M

Industry Support for Education

(All Respondents)

4,947,257 12,802,410 2,462,441 3,000 37,466 1684,693 1,963,541 815,276 140,540 85500 4 Year - Cash Donations 4 Year - Coops-Salaries 4 Year - SME $ 4 Year - Equipment 4 Year - Grants 2 year - Cash 2 Year - Coop Salaries 2 Year - SME $ 2 Year - Equipment 2 Year - Grants

Industry Support for Nuclear Education in 2016

$0 $500,000 $1,000,000 $1,500,000 $2,000,000 $2,500,000

Company 1 Company 2 Company 3 Company 4 Company 5 Company 6 Company 7 Company 8 Company 9 Company 10 Company 11 Company 12 Company 13

Cash to Universities University Interships University SME $ University Equipment University Grant CC Cash CC Interships CC SME $ CC Equipment CC Grant

Universities= $3.2 M Community Colleges = $2.4 M

Total = $5.6 M

For more information, contact: Ann Randazzo Executive Director Center for Energy Workforce Development 701 Pennsylvania Ave., N.W. Washington, D.C. 20004-2696 ann@cewd.org www.cewd.org