INTRODUCTION A. BACKGROUND Need for Training Competency Based Validation

1. INTRODUCTION A. BACKGROUND Need for Training Competency Based Validation B. ROLES & RESPONSIBILITIES Trainee Supervisors Safety Services C. PROGRAM ADMINISTRATION OJS Written Test OJT No Cheating New Hires, Transfers, & Promotions

2. INTRODUCTION As with the “CT/DAPP” program, Power Pros has been established to provide a process that will ensure employees the same opportunity and advantages of a consistent system of development, evaluation and advancement. Power Pros takes the employee development process one step further by providing knowledge resources in addition to the traditional “On-The-Job-Training.” Power Pros is considered competency based training and is a proven form of learning based on observation and competency testing.

3. POWER PROS BACKGROUND • Owned and marketed by Tampa Electric Company • 1979 - Developed for line construction and maintenance personnel • 1986 - Evaluation and Validation done by Dr. Edward Levine • 1999 - Purchased by TNMP • 2000 - Employee committee edited program to meet TNMP processes • 280 construction, maintenance, and troubleshooting skills • Program is for Energy, System, and Customer Technicians

4. ROLES AND RESPONSIBILITIES Trainee: • Successful completion of “Power Pros Training Program” and associated OJT • SELF-DEVELOPMENT • Study written materials (80 hrs. per year of OJS will be provided) • Pass written exams (80% corrected to 100%) • Demonstrate skill proficiency to supervisor

5. ROLES AND RESPONSIBILITIES Supervisors: • Coaching is a very important role • Mentor - Make the trainee’s successful completion a team objective • STAY INVOLVED - stay aware of the trainees needs • Listen and help answer trainees questions and provide resources • OJT- Supervisors are responsible for providing as needed to complete requirements • OJS - Schedule and encourage trainee preparation for OJS session

6. ROLES AND RESPONSIBILITIES Program Administrator: • Non discriminatory administration of program • Positive and constructive • Safety Services will provide materials, facilitate training, administer testing, and maintain records • “Code of confidentiality” with regards to individual performance

7. PROGRAM ADMINISTRATION ON-THE-JOB-STUDY (OJS): • Resource information for required skills are formatted into modules • Trainees will study written material and gain knowledge from the associated OJT • OJS sessions will be scheduled 2.5 days per quarter (80 hours annually) • Make up study time will be scheduled at the administrator’s discretion • Trainees must attend scheduled training WRITTEN TEST: • Closed book test over resource material • Minimum score 80% corrected to 100% (Scores below 80% require re-take) • Number of test questions will be listed in front of binder • Trainees may test on a single skill or entire module

10. PROGRAM ADMINISTRATION ON-THE-JOB-TRAINING (OJT) • Each “OJT” skill will need to be “COMPETENTLY DEMONSTRATED” • Skills not required may be designated “Not Applicable” • Each skill must be initialed and dated by the supervisor or designee • Trainees must complete present assigned modules before moving to next level • Test and OJT documentation will be retained in trainees training file • Transcripts available on request CHEATING • Will not be tolerated • Will delay progression by 3 months • May be subject to disciplinary action

12. PROGRAM ADMINISTRATION • All newly hired Energy Technicians are expected to enroll in and demonstrate proficiency in the knowledge and skills requirements of the Power Pros Program. The modules are designed to prepare an employee to successfully execute tasks required of a “QUALIFIED” transmission and distribution technician. The program is structured so that the employee may reasonably complete the program within 4 to 5 years. • Experienced new hires will be evaluated based on documentation of equivalent and/or prior training. Depending on such prior experience, they may be required to demonstrate their knowledge and skills through testing and/or demonstration. Note: Experienced new hires may be classified at lower levels in order to allow sufficient time for skills evaluation. Once the new hire has “competently” demonstrated the needed skills for progression the employee may be promoted to the next level of competency. This should be communicated and understood at the time of hire.

13. PROGRAM ADMINISTRATION • Employees desiring to transfer or that have accepted a craft position covered within the Power Pros program, are expected to meet the requirements as set forth and/or completed to that level. The new supervisor may review the employees training record and access the employee’s actual skill level. The employee may be requested to participate in supplementary training for skills previously identified as non-applicable. • Promotions depend on the successful completion of both the Power Pros program and the employees PDP. The Professional Development Process may be used to set objectives for specific skills that may need to be improved on or that are not covered by the Power Pros program. PDPs include areas of performance not generally covered in the employee’s technical requirements. These areas include teamwork, initiate, productivity, and overall safety performance and customer service. To be considered for promotion both the employees PDP and Power Pros requirements must be met.

14. SUPPLEMENTAL TECHNICAL TRAINING Supplementary training will be made available as needs are identified and supervisors request. The following list of technical skills courses are presently offered on an alternating schedule and may be requested as needed. • Energy Technician Apprentice School (Climbing School & Power Pros level 1 A&B) • Transformer School (principles and connections) • Safety In Metering (basic safety and single phase meters) • Advanced Metering (three phase meters, CT’s and PT’s) • Dispatching • Underground Residential Distribution (URD) • Advanced Energy Technician School (energized maintenance)