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Workforce Planning At Georgia Power Company

Workforce Planning At Georgia Power Company. Debra Howell Workforce Development Manager. Who is Georgia Power?. Largest Operating Company within Southern Company Employees: More than 10,400 across Georgia* (including Nuclear in Georgia) Customers: 2.4 million in all but four counties

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Workforce Planning At Georgia Power Company

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  1. Workforce Planning At Georgia Power Company Debra Howell Workforce Development Manager

  2. Who is Georgia Power? • Largest Operating Company within Southern Company • Employees: More than 10,400 across Georgia* (including Nuclear in Georgia) • Customers: 2.4 million in all but four counties • Sales Revenue: $8.8 billion • Transmission and Distribution Lines: • Transmission: > 12,500 miles • Distribution: > 72,000 miles • Generation: Coal, Nuclear, Gas, Hydro, Renewables represent approx. 16,000 mw of capacity • Rates below the national average. Top quartile among peer utilities in customer satisfaction

  3. Preparing For The Future Is Critical Desired Outcome Attract a workforce with the necessary skill sets to meet the needs of the business today and tomorrow.

  4. All Hands Are On Deck… Engagement • Georgia Power WFP Chair is a member of the Management Council • Each functional organization is represented and committee meets quarterly Expectations • All members serve a minimum of two years with exception of Workforce Development, Training and Human resources • Committee identifies workforce risk profile • Provides a data exercise which identified 4 commonly recruited for external hires • Forecasted attrition, workforce availability and gaps

  5. Risk Profiles Tell A Compelling Story Each organization evaluates their current entry level key jobs and pipeline programs to alignment: • Align organization Workforce Planning and Development • Technical College Pipeline Programs • Lineman Development Programs • Engineering Co-op/Internships • Number of students in pipeline programs

  6. Distribution Makes Strides To Address Workforce Issues

  7. Distribution WPC Efforts Show Positive Outcomes

  8. Focus on Engineering Coordinates and manages engineering vacancies and succession planning

  9. Focus on Skilled Labor Assess statewide line section workforce needs and recommends hiring and placement activity, volume and frequency

  10. The Desired Outcome… Retain – Develop - Attract

  11. What Does Success Look Like? • Partnerships are key, both internal and external • Commitment on time and resources is critical • Everything must be linked, especially budgeting and hiring • Support and Vision from executive management is imperative!!

  12. Questions? Debra Howell Workforce Development Manager 770-808-3126 dewhowel@southernco.com www.georgiapower.com/in-your-community/cool-jobs/home

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