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

Potential Replacements by 2026 for Key Jobs (Includes Public Power and Excludes Nuclear) Potential Potential Retirements Potential Job Category Non-Retirement includes Ready Retirements Attrition Now 2022 - 2026 2017- 2021 2017- 2021 Lineworkers 15% 11,000 17% 12,000 9% 7,000 Technicians 14% 10,000 25% 18,000 11% 9,000 Plant 13% 5,000 24% 9,000 10% 4,000 Operators Engineers 14% 4,000 21% 6,000 10% 3,000 Total Key 14% 30,000 21% 44,000 10% 25,000 Jobs Rev. 2

Potential Replacements by 2021 for Key Jobs in Nuclear Business Areas Potential Replacements 2017- 2021 Potential Attrition & Estimated Number of Job Category Retirement Replacements 36% 3,700 Operations 43% 4,800 Maintenance 41% 3,300 Engineering 40% 23,000 Total Nuclear Jobs Rev. 2

Overall Findings

Workforce size Changes from previous surveys Percent 2014 Industry 2016 Industry Change 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% The size of the workforce has decreased by 3%. Excludes Public Power Rev. 2

Age Distribution Comparison Total Company 25 20 % of Employees 15 10 5 0 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+ Age 2006 2016

Age Distribution Comparison

Total Company Attrition vs Hires Rev. 2

2017 Diversity (Respondents Only) 2016 Hires Total Population Female Female Male Non- Non- Minority, Male minority, minority, 17% Minority, Female 15% 15% 20% Minority, Female 9% Minority, 13% Male Non-minority, Male Non- 60% minority, 52%

Veteran Population (including Nuclear) Veterans as a % of Total Veterans as a % of Population – 11.0% 30% New Hires – 9.1% 30% 25% 25% 20% 20% 15% 15% 10% 10% 5% 5% 0% 0% Respondents only

Veteran Population (including Nuclear)

Industry View

Percent of Employee Population (including Nuclear and Public Power) Industry Plant Line worker Operators 13% 8% All Other Technicians 56% 15% Engineers 8% Key jobs make up 44% of the total employee population

Employee Population for Key Occupations Employee levels decreased in 2016 except for Engineers Total Key Occupations 80,000 70,000 60,000 50,000 40,000 30,000 20,000 Plant/Field Lineworkers Technicians Engineers Operators 2010 75452 44433 77406 34143 2012 76327 41595 78109 31631 2014 75810 42662 77779 34150 2016 73899 41143 75545 39547 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

2016 Age Group Distribution N uclear Generation has the oldest workforce Business Area Age 32 and Age 33 – 52 Age 53 and Over Under Electric T&D 21% 49% 30% Gas T&D 22% 48% 30% Nuclear 17% 45% 38% Generation Non-nuclear 17% 47% 36% Generation Total Company 19% 49% 33% Excluding Public Power Respondents only

Key Jobs View Industry View

2016 Age Group Distribution Excluding Public Power and Nuclear Engineers and Lineworkers are youngest, Non-nuclear Generation Technicians are oldest 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 22% 50% 28% Technicians Electric T & D Load 20% 51% 29% Dispatchers Plant Operators 17% 49% 34% Electric T&D 16% 49% 34% Technicians Generation 18% 44% 38% Technicians (including wind and solar technicians) Rev. 2

Potential Replacements by 2026 for Key Jobs (Excludes Public Power and Nuclear) Potential Replacements Potential Replacements 2017- 2021 2022 - 2026 Potential Estimated Potential Estimated Number of Attrition & Number of Retirement Replacements Job Category Retirement 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) 16 14 12 % of Employees 10 8 6 4 2 0 Line Worker Technicians Power Plant Engineers Operators Ready Now Ready 1-5 Years Ready 6-10 Years

Key Jobs Retirement Potential (includes Public Power and Excludes Nuclear) 14 12 10 % of Employees 8 6 4 2 0 Line Worker Technicians Power Plant Engineers Operators Ready Now Ready 1-5 Years Ready 6-10 Years Rev. 2

Total Attrition Vs Total Hires Key Job Categories Key Jobs Attrition vs Hires 10% 9% 8% 7% % of Employees 6% 5% 4% 3% 2% 1% 0% 2015 2016 2017 2018 2019 2020 2021 Non-retirement Retirement Hires Respondents Only Excludes Public Power and Nuclear

Attrition vs Hires by Job Category (Excludes Public Power and Nuclear) 12.0% 10.0% 8.0% 6.0% 4.0% 2.0% 0.0% Line Line Technician Technician Plant Plant Engineer Engineer Worker Worker Attrition Hires Operator Operator Attrition Hires Attrition Hires Attrition Hires 2016 Non-retirement Attrition 2016 Retirement Attrition 2016 Hires Rev. 2 Respondents Only

Attrition versus Hires by Job Category (including Nuclear and Public Power) 9% 8% 7% 6% 5% 4% 3% 2% 1% 0% Line Line Technician Technician Plant Plant Engineer Engineer Worker Worker Attrition Hires Operator Operator Attrition Hires Attrition Hires Attrition 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) 12000 10000 8000 6000 4000 2000 0 LineWorker Technician Plant Operator Engineer Respondents Only

Percent of Employee Population (including Nuclear) Line Industry – IOU’s and Coops Public Power Workers Plant 6% Operators 6% Line worker Plant 15% Operators 8% Technicians All Other 18% 54% All Other Technicians 63% 15% Engineers Engineers 7% 8% Rev. 2

Nuclear Generation 5-Year Attrition 12,000 Retained (59.7%) Potential Retirees (21.7%) 10,000 Non-Retirement Attrition (18.6%) 8,000 Employees 6,000 4,000 2,000 0 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+ 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 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

2016 Age Distribution – Key Jobs (Excluding Nuclear) 20% 18% 16% 14% % of Employees 12% 10% 8% 6% 4% 2% 0% 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus 01-05 06-10 11-15 Age 16-20 21-25 26-30 30+ 2016 Industry Trend 2016 Muni's Trend 2006 Trend Rev. 2

2016 Age Distribution – Key Jobs (Excluding Nuclear) 20% 18% 16% % of Employees 14% 12% 10% 8% 6% 4% 2% 0% 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus Age 2016 Industry Trend 2016 Muni's Trend 2006 Trend

Age Distribution by Key Jobs (Excluding Nuclear) 20% % of Employees 10% 0% 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+ Age Line Worker Plant Operator Technician Engineer

Age Distribution – Engineers 25.0% 20.0% 15.0% 10.0% 5.0% 0.0% 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 Rev. 2

Age Distribution by Key Jobs (Nuclear Only) 20% % of Employees 10% 0% 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+ Age Plant Operator Technician Engineer

2016 Age Group Distribution ( Includes Public Power and Excludes Nuclear) Engineers and Lineworkers are Youngest, Technicians and Plant Operators are oldest Job Category Age 32 and Age 33 – 52 Age 53 and Under Over Line Workers 30% 50% 20% Engineers 28% 45% 27% Plant 17% 50% 33% Operators Technicians 17% 50% 33% Rev. 2

2016 Age Group Distribution Nuclear Only Job Category Age 32 and Age 33 – 52 Age 53 and Under Over Engineers 28% 34% 38% Plant Operators 20% 52% 28% Nuclear 14% 45% 41% Generation Technicians

Total Attrition Vs Total Hires Key Job Categories Key Jobs Attrition vs Hires (Excludes Public Power and Nuclear) 9% 8% 7% 6% 5% 4% 3% 2% 1% 0% 2015 2016 2017 2018 2019 2020 2021 Non-retirement Retirement Hires Respondents Only

Hiring in Key Jobs has increased 10000 9000 8000 7000 6000 5000 4000 3000 2000 1000 0 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) 40,000 35,000 30,000 Number of Employees 25,000 20,000 15,000 10,000 5,000 0 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+ 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%

Preliminary Findings by Job Represents steady state without input on Game Changers 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%) Rev. 2

2010 vs 2016 Age Distribution Line Workers 20% 15% % of Employees 10% 5% 0% 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+ Age 2010 2014 2016-IOU/Coop 2016 Muni's

Lineworker Potential Replacement Impact on Retirement and Non-retirement Attrition Down from 11% in 2015 Ready in 6-10 Down Years (9%) from 12% in 2015 Ready in 1-5 Years (9%) Ready Now (7%) Retained (59%) 5 year Non- Retirement Attrition (15%)

Preliminary Findings by Job Represents steady state without input on Game Changers 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% over 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 Rev. 2

2014 vs 2016 Age Distribution Technicians (Excludes Nuclear) 20% 15% % of Employees 10% 5% 0% 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+ Age Rev. 2 2014 2016-Industry 2016-Muni's

Technician Potential Replacement Impact on Retirement and Non-Retirement Attrition Down from 13% in 2015 Ready in 6-10 Down from Years (11%) 15% in 2015 Ready in 1-5 Years (12%) Retained (50%) Ready Now (13%) Same as in 2015 5 year Non- Retirement Attrition (14%) Excludes Nuclear

Preliminary Findings by Job Represents steady state without input on Game Changers 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 Rev. 2

2014 vs 2016 Age Distribution Plant Operators (Excludes Nuclear) 20% 15% % of Employees 10% 5% 0% 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+ Age Rev. 2 2014 2016-Industry 2016-Muni's

Plant / Field Operator Potential Replacement Impact on Retirement and Non-Retirement Attrition Down from 11% in 2015 Ready in 6- Down from 10 Years (10%) 14% in 2015 Ready in 1-5 Years (13%) Retained (52%) Ready Now (11%) 5 year Non- Retirement Attrition (13%) Updated Sept. 14, 2017 Excludes Nuclear

Preliminary Findings by Job Represents steady state without input on Game Changers 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 over age 58 (27%)  Hiring for engineers has increased significantly from 2012 which can be seen in the increase in employees under age 28 Rev. 2

2010 vs 2016 Age Distribution Engineers ( Excludes Nuclear) 20% % of Employees 10% 0% 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+ Age Rev. 2 2016 Industry 2016 Muni's 2014 2012 2010

Engineers Potential Replacement Impact on Retirement and Non-Retirement Attrition Down from 11% in 2015 Ready in 6-10 Years (10%) Ready in 1-5 Years (10%) Ready Now (11%) Retained (55%) 5 year Non- Retirement Attrition (14%) Down from 13% in 2015 Excludes Nuclear

37% of Engineers have been in their positions between 0 and 5 years (Excludes Nuclear) 6,000 5,000 Number of Employees 4,000 3,000 2,000 1,000 0 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+ 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% Rev. 2

Nuclear Generation Maintenance / Craft Worker 5 Year Attrition 2500 Retained (57.0%) Potential Retirees (24.3%) Non-Retirement Attrition (18.7%) 2000 Employees 1500 1000 500 0 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+ 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 Retained (63.8%) 2000 Potential Retirees (17.3%) 1800 Non-Retirement Attrition (18.9%) 1600 1400 1200 Employees 1000 800 600 400 200 0 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+ 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 of service, or older than 67 within the next five years. Contractors and vendors are not included.

Nuclear Generation Radiation Protection Worker 5-Year Attrition 700 Retained (59.7%) Potential Retirees (26.1%) 600 Non-Retirement Attrition (18.5%) 500 Employees 400 300 200 100 0 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+ 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 of service, or older than 67 within the next five years. Contractors and vendors are not included

Nuclear Generation Engineering Worker 5-Year Attrition Retained (59.3%) 1600 Potential Retirees (22.6%) 1400 Non-Retirement Attrition (18.1%) 1200 1000 Employees 800 600 400 200 0 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+ 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 Charts Industry View

Additional Charts The following charts exclude nuclear data (unless otherwise noted) due to the differences in retirement forecasting and job category data collection Rev. 2

Total Company Attrition Actual and Projected Attrition Respondents Only 20000 16000 # of employees 12000 8000 4000 0 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 Non-retirement Retirement

Age Distribution by Company Type (2016) 20% Respondents only Includes Nuclear 15% % of Employees 10% 5% 0% 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+ Age Rev. 2 IOU's Co-ops Muni's

2013-2016 Attrition and Hires Projections vs Actuals 8 7 % of Employees 6 5 4 3 2 1 0 Retirement Non-retirement Hires Includes Nuclear Rev. 2

2016 Actual Hires from Survey Respondents Operators, Line 2.5% Worker, 9.8% Technicians, 11.5% All Other, 69.4% Engineers, 6.9% Includes Nuclear

2017 Total Company Potential Replacements 100,000 90,000 80,000 70,000 60,000 # of Employees 50,000 40,000 30,000 20,000 10,000 0 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus Retained (49%) 5 year Non-Retirement Attrition (16%) Ready Now (12%) Ready in 1-5 Years (12%) Ready in 6-10 Years (11%) Includes Nuclear

2017 Total Key Jobs (w/o Nuclear) Potential Replacements 40,000 35,000 30,000 Number of Employees 25,000 20,000 15,000 10,000 5,000 0 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus Retained (54%) 5 year Non-Retirement Attrition (14%) Ready Now (10%) Ready in 1-5 Years (11%) Ready in 6-10 Years (10%)

2017 Line Worker Potential Replacements 14,000 12,000 10,000 # of Employees 8,000 6,000 4,000 2,000 0 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus Retained (59%) 5 year Non-Retirement Attrition (15%) Ready Now (7%) Ready in 1-5 Years (9%) Ready in 6-10 Years (9%)

Technicians (w/o Nuclear) 2017 Potential Replacements 14,000 12,000 10,000 # of Employees 8,000 6,000 4,000 2,000 0 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus Retained (50%) 5 year Non-Retirement Attrition (14%) Ready Now (13%) Ready in 1-5 Years (12%) Ready in 6-10 Years (11%)

Plant/Field Operators (w/o Nuclear) 2017 Potential Replacements 10,000 9,000 8,000 7,000 # of Employees 6,000 5,000 4,000 3,000 2,000 1,000 0 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus Retained (52%) 5 year Non-Retirement Attrition (13%) Ready Now (11%) Ready in 1-5 Years (13%) Ready in 6-10 Years (10%)

Engineers (w/o Nuclear) 2017 Potential Replacements 6,000 5,000 4,000 # of Employees 3,000 2,000 1,000 0 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67plus Retained (55%) 5 year Non-Retirement Attrition (14%) Ready Now (11%) Ready in 1-5 Years (10%) Ready in 6-10 Years (10%)

Percent of Employee Population by Business Area % of Employees Electric T&D, Other, 29.5 39.5 Nuclear Generation, 13.4 Non-Nuclear Generation, 11.1 Gas T&D, 6.5 Respondents only Rev. 2

Age Distribution by Business Unit Respondents only 20% % of Employees 10% 0% 18-22 23-27 28-32 33-37 38-42 43-47 48-52 53-57 58-62 63-67 67+ Age Excludes nuclear contractors Electric T&D Gas T&D Non-nuclear Generation Nuclear Generation

2006 - 2017 CEWD Surveys Number of Industry Hires 12000 2006-2008 actuals from 2009 Survey 2009-2010 actuals from 2011 Survey 2011-2012 actuals from 2013 Survey 2013-2014 actuals from 2015 Survey 10000 2015-2016 actuals from 2017 Survey 8000 6000 4000 2000 0 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 LineWorker Technician Plant Operator Engineer 2009 projections Includes Nuclear 2011 projections 2013 projections 2015 projections 2017 projections Respondents Only

2012, 2013, 2014 & 2016 Attrition and Hire Comparison (includes Nuclear) 8 7 6 4.1 4.6 % of Employees 5 4.2 3.9 4.1 4 4.2 7.2 3 4.9 2 3.6 3.2 3.1 2.9 2.9 2.6 2.8 2.9 1 0 Total Total Total Total Total Total Total Total Attrition Hires Attrition Hires Attrition Hires Attrition Hires 2012 2012 2013 2013 2014 2014 2016 2016 Retirement Attrition Non-Retirement Attrition New Hires 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%

Total Company Potential Replacement Impact on 2017 Total Company Potential Replacement Retirement and Non-Retirement Impact on Retirement and Non-retirement Attrition Attrition 2014 Data 2016 Data Ready in 6- Ready in 6- 10 Years 10 Years (12%) (11%) Ready in 1- Ready in 1- 5 Years 5 Years (14%) Retained (12%) Retained Ready Now (49%) (49%) (9%) Ready Now (12%) 5 year Non- Retirement 5 year Non- Attrition Retirement (16%) Attrition (16%)

Total Key Jobs Potential Replacement Total Key Jobs Potential Replacement Impact on Retirement and Non-retirement Impact on Retirement and Non- Attrition (Excluding Nuclear) retirement Attrition (Excluding Nuclear) 2014 Data 2016 Data Ready in 6- Ready in 6- 10 Years 10 Years (12%) (10%) Ready in 1- 5 Years Ready in 1-5 Years (11%) (14%) Retained (54%) Ready Now Ready Now Retained (54%) (10%) (10%) 5 year Non- 5 year Non- Retirement Retirement Attrition Attrition (14%) (10%)