Building Tomorrow s Workforce Today Center for Energy Workforce Development READ AND DELETE For best results with this template, use PowerPoint 2003 Page 1
Pacific Gas and Electric Company PG&E supports roughly 1 in every 100 jobs from Bakersfield to Eureka nearly 71,600 jobs. We contribute an estimated $22 billion or 2 percent of total economic activity in our service area. Page 2
Talent Landscape Current Talent Landscape Primary Highlights PG&E continues to see a steady increase in women and minorities. Largest gains continue to be at the director, manager and professional levels. Manager and professional increases help drive increases in director and officer levels. Current Openings Page 3
Our Workforce Challenge 43% of our workforce retirement eligible by 2019 We are hiring after years of little workforce growth The industry faces a critical shortage of skilled workers Many of our roles take years to reach full productivity STEM academic program enrollment lags demand California is a majority minority state Page 4
Imperative to Develop our Pipeline Demand Supply Business Strategy Workforce Plans Retirements Hard to source Critical positions Succession plans Internal Developing External Developing Internal Ready Now External Ready Now Page 5
Four Areas of Focus 1 2 3 4 High School College Interns PowerPathway Leadership Developing & Supporting Realistic Job Preview Career Gateway Development from Within Page 6
Developing High School Students Energy Academy Overview 3 year in-high school program at 5 schools Includes paid summer internship at PG&E for juniors, supported by IBEW 144 graduates per year $1.5 M investment In 2015, providing pilot bridge program into Power Pathway Bakersfield Fresno Sacramento San Luis Obispo Stockton Impact 10% higher graduation rates 20%+ increase in ability to meet UC/CSU entrance requirements Page 7
High School Graduation Bright Minds Scholarships Funded by Community Relations The PG&E Bright Minds Scholarship Program began in 2012 and has awarded more than $3 million in scholarships to 300 students throughout PG&E s service territory. Preference for Engineering majors, specifically electrical, mechanical and civil. Each year, we have awarded 10 renewable scholarships ($ 20,000) and 90 one-time ($ 2,000) awards. Employee Resource Group (ERG) Scholarships Funded by our employees and corporate match Our 10 ERG s determine criteria, make selection decisions, host award dinners 176 Students will receive a total of $429,000 in 2015, a 12% increase in students and 35% increase in dollars for scholarships $3.5 Million awarded in the last decade Page 8
College the Journey Continues University Programs 207 College Student Interns in 2014 = 59% Minority Engineering Rotational Program for 56 recent Graduates in 2014 = 73% Minority MBA internships MBA leadership program Optimizing our programs Internships throughout our service territory Executive speaker series to include our CEO Planned field trips to various PG&E centers Team building Kick-off event to include all 250+ interns Page 9
Our signature program...powerpathway Recognized by the National Commission on Energy Policy as a best practice program by Clean Edge Clean Tech Job Trends as an organization to watch and through our new partnership with the White House and Skills for America's Future initiative, PG&E's PowerPathway program is a distinguished leader in workforce development. Page 10
PowerPathway Vision - Developing Tomorrow s Workforce Today! Our Mission: To create a qualified pipeline of candidates for PG&E and the industry through public-private collaborations
Faraday Award On April 21, Pacific Gas and Electric Co. received the Faraday Award, which recognizes its successes with the PowerPathway program, during the 18th annual Electric Power Conference in Chicago. The award honors corporations who ve successfully connected, employed and engaged veterans to become long-term employees in the power industry. In 2014, PG&E conducted two PowerPathway programs in California s Fresno region, focusing on long-term unemployed veterans Company support of the Workforce Innovation and Opportunity Act has benefited successful public/private partnership training programs, like PowerPathway, by allowing these partnerships to apply for federal funding to enhance the opportunities to provide trainees the skills employers need. Sustained investment and support of VETS ERG that currently maintains over 1,000 members that itself is responsible for the mentorship of newly hired veterans as well as building relationships with Veteran Service Organizations in our local service territories. PowerPathway was featured by the National Journal in a series of stories last year about programs trying to tackle America s unemployment crisis. PG&E continues to be an industry leader in our drive for Supplier Diversity by promoting Veteran owned and Disabled Veteran owned businesses into our vendor program Provides benefits for employees who are deployed with the Reserve/National Guard
Curriculum Jointly Developed Top 5 jobs: utility worker, apprentice electrician, gas service rep, materials handler and nuclear security guard.
PowerPathway Program Application Process Month 1 Month 3-4 Month 5 Month 6-9 Month 7-10+ Open Enrollment (over 1000+ applications) Candidate Screening Process Classes begin (Cohort size between 15-35) Classes Completed Candidate / Employee Tracking Marketing and outreach for Initial screening In-person Gas & Electricity curriculum; Safety Pre-employment tests Partners case manage course orientation Utility careers Graduates apply candidates Interested Assessments Field trips and for open Candidates gain candidates apply through PowerPathway website Interviews guest speakers Industry employer breakfasts Candidates positions PowerPathway certificates are awarded jobs at PG&E and in industry PowerPathway Alumni Network performance Supervisor field calibrated interview days
PowerPathway continues to sustain an 80% hire rate for graduates into PG&E or the utility industry Minorities make up 60% of the cohorts.
Vice President visits PowerPathway Vice President Joe Biden, on a two-day trip to the San Francisco Bay Area, paid a visit to the utility s Oakport facility to meet current students studying gas pipeline safety as part of PG&E s PowerPathway program. Students described how they came to the PowerPathway program, where they are being trained as damage prevention specialists to check for gas pipeline corrosion and ensure pipelines are properly coated. The thing that PG&E is doing is setting the framework for a lot of other big companies, not just utility companies. Vice President Joe Biden Page 16
1000 Careers Project Overview The 1,000 Careers Project harnesses our outreach, recruiting, training and awareness initiatives to hire 1,000 Military Veterans into PG&E over the course of the project s 8-year tenure. continues to meet and/or exceed the current Veteran hiring targets, accelerating the maturation of our strategic outreach programs. furthers the WFD strategy in branding PG&E as an employer-of-choice through an aggressive, visible public commitment the only such commitment amongst peer utilities. is a dynamic approach reaching far beyond simply recruiting former service members. The initiative incorporates training and development for our internal hiring staff and LOB hiring managers and field leadership through the service territory to better understand the skills and abilities of Military Veterans. integrates technology via the Jobvite portal and utilize an external MOS translator to assist applicants translate their skills to our unique industry career opportunities. 17 Page 17
Growing our Leaders from Within Leading Forward will help us achieve 75% of our leaders being hired from within and build a sustainable culture Employee Resource Groups are a key support system for leadership development Leadership Development Programs Panel Discussions with Leaders Breakfast Roundtables Mentoring ERG Leadership Development Workshop 18 Page 18
Talent Pipeline Partnership: Spark Recently, a diverse group of Oakland middle-schoolers was asking about how nuclear power works, the challenges of running hydroelectric facilities in a drought and the meaning of graphs displaying electricity supply levels on California s power grid. They weren t in their usual class at Westlake Middle School. Instead, they were at PG&E s San Francisco headquarters for their first day of orientation to the Spark program. Spark, a nationwide youth development program, places at-risk 7th and 8th grade students with mentors who provide inspiration and guidance about education, career interests, and professional goals. Michael Coyle, who manages PG&E s Diversity and Inclusion program, sees longer range benefits. Reaching back to middle school is part of our workforce development strategy, he said. Doing good for the community is by no means a secondary goal, but this is also a way to ensure we have a talent pipeline into our diverse communities. Page 19
Workforce Representation Hiring 2014: External Hires = 1,809 46% Minority 33% Female PG&E Workforce Demographics, 2011 2014 EEOC Category 2012 2013 2014 Women 28.4% 28.3% 28.2% Officials and Managers 32.4% 31.9% 32.2% Professionals 34.9% 34.8% 35.0% Technicians 18.3% 18.4% 18.7% Administrative Support Workers 72.5% 74.7% 72.3% Craft Workers 2.6% 4.0% 2.7% Operatives 12.6% 12.9% 3.4% Laborers and Helpers 7.9% 6.6% 9.2% Service Workers 9.9% 11.3% 9.7% Ethnic Minorities 39.8% 40.4% 41.1% Officials and Managers 30.8% 30.1% 31.3% Professionals 41.2% 42.3% 42.5% Technicians 37.3% 37.9% 41.9% Administrative Support Workers 58.5% 59.7% 59.7% Craft Workers 31.0% 32.3% 31.9% Operatives 39.5% 37.8% 33.3% Laborers and Helpers 44.3% 45.8% 47.7% Service Workers 30.7% 31.7% 32.2% Minority Groups American Indian or Alaskan Native 1.5% 1.4% 1.4% Asian 14.4% 14.5% 14.6% Black/African American 6.5% 6.4% 6.3% Hispanic/Latino 15.9% 16.3% 16.7% Native Hawaiian or Pacific Islander 0.3% 0.4% 0.4% Two or more races 1.2% 1.5% 1.7% Page 20
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