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Governor’s conference on energy

Governor’s conference on energy. Energy Education Needs to Support Economic Development. Dori Ramsey Director, Organization & Employee Development. October 17, 2013. Washington Gas Company Profile. Founded in 1848 Franchise area covers 6,213 square miles

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Governor’s conference on energy

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  1. Governor’s conference on energy Energy Education Needs to Support Economic Development Dori Ramsey Director, Organization & Employee Development October 17, 2013

  2. Governor’s Conference on Energy

  3. Washington Gas Company Profile • Founded in 1848 • Franchise area covers 6,213 square miles • Distribution system in District of Columbia, Maryland, and Virginia • Over 1.1 million customers • 93% residential and 7% commercial and industrial customers • Over 13,000 miles of distribution main and over 950,000 services • 1,362 Employees: • Approximately 150 contractor crews Governor’s Conference on Energy

  4. Workforce Challenges Increased demand for qualified candidates Mismatch between qualified and interested applicants (supply) and openings (demand) No such thing as “unskilled” workers! Governor’s Conference on Energy

  5. Challenges: Increased Demand for Qualified Candidates Looming retirements: in the Operations, Engineering, Construction and Safety Business unit, of the 340 management and senior technician employees 37% can retire today 44% can retire in 2 years 58% can retire in 5 years Aging infrastructure requires an accelerated replacement plan, and qualified employees to perform and supervise the work Hiring needs are increasing every year. We hired 116 employees (42 entry-level field employees) in FY13 vs 79 employees in FY12 (21 entry-level field employees) Governor’s Conference on Energy

  6. Challenges: Mismatch Between Qualified & Interested Candidates (supply) and Openings (demand) Recruiting for front-line field employees in a low-unemployment environment (DC area) Interest in that type of work (manual labor, shifts, nights, weekends, working in all of the outdoor elements) Not an energy career path; lack of awareness of energy jobs Applicants “drop out” of the process Due to Work Keys testing, driving records, drug screening, background checks At least 100 applicants for every one hire Governor’s Conference on Energy

  7. Challenges: No Such Thing as “Unskilled” Workers Employees require more extensive training/education Technologically savvy Mechanical and mathematical aptitude Writing and reading comprehension Follow directions to the letter of the regulation, which are increasingly complex Use good judgment Ability to interact professionally with customers More complex interpersonal dynamics with four generations in the workplace Governor’s Conference on Energy

  8. Workforce Solutions Increase the number of qualified and interested applicants WGL programs to continue to support employees’ learning and development Governor’s Conference on Energy

  9. Solutions: Increase the Number of Qualified and Interested Applicants WISE (women in sustainable employment) A comprehensive, forty-hour instruction and coaching program that focuses on providing women with an overview of non-traditional jobs (for example: utility and construction) and guides them on how to quality and apply for openings CEWD (Center for Energy Workforce Development) is piloting in the Greater Washington DC area in partnership with local community college systems, businesses and pipeline organizations; scheduled to kick-off in early 2014 Troops to Energy: creating an easier pathway from the military to energy-industry jobs Adding an energy career cluster; increasing awareness of energy-industry jobs in K-12 Educational institutions provide “basic training” (tiers 1-3 on energy competency tier model) Governor’s Conference on Energy

  10. Solutions: WGL Programs to Continue to Support Employees’ Learning and Development Internal programs to accelerate learning GOLD (Gas operations leadership development) 12 month leadership program to prepare selected individuals for supervisory positions LEAP (Leadership Excellence & Acceleration Program) 12 month leadership program for management employees identified as high potential CLDP (Crew Leader Development Program) 18 month program that develops field employees from team members to leading a field crew that performs maintenance on natural gas piping infrastructure Consists of classroom and “task” focused field development Developing employees work in teams to master each “task” component STDP (Service Technician Development Program) 24-month program that develops employees into technicians that respond to gas leaks and are qualified to introduce natural gas into customers’ homes Consists of classroom and “on the job” components Senior technicians mentor employees between classroom training sessions Governor’s Conference on Energy

  11. Questions? Dori Ramsey dramsey@washgas.com 703-750-4765 Governor’s Conference on Energy

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