WORKFORCE PLANNING
METRICS DASHBOARD
GETTING STARTED GUIDE
FOR STATE CONSORTIA
The Get Into Energy Career Pathways Model defines 3 key stakeholders in achieving the objective
to develop a sufficient supply of qualified and diverse applicants – Industry; Education; and
Students / Potential applicants. Each of the stakeholders represents a unique perspective in
achieving workforce development strategies. Each has an individual role in making a qualified,
diverse workforce a reality.
This guide provides information on when to use and how to use the Workforce Planning Metrics
Dashboard. The Dashboard is an online data capture and reporting tool for use by CEWD
members, state energy consortia, GIECP pilot states and Troops to Energy Jobs pilot companies.
The dashboard consists of six key performance indicators (KPIs) that measure the success of a
workforce planning and development process. Additional data are used to report on human
resources practices, candidate screening processes and candidate sourcing.
The KPIs and CSFs for each of the stakeholder groups are identified below.
KPIs
CSFs
Industry
Education / Training
Potential Applicants
Planned and actual entry
level hires
Planned and actual
experienced hires
Attrition by tenure –
retirement and other
Total number of
employees over time
Average age of existing
workforce over time
Average length of tenure
over time
Total openings / demand
Strength of HR Practices
Number of students
enrolled in pipeline
programs
Number of students
completing pipeline
programs
Types of Pipeline training
programs
Number of apprentices
by year of program
Length of apprenticeship
programs
Percentage passing each
stage of screening
Career awareness
activities
Number of candidates
screened
Pass rate by Source of
hires
The Dashboard tool is divided into two types of data entry surveys. The state energy workforce
consortia must use the National Survey in order to get a consolidated report for the state. The
dashboard captures a snapshot of the workforce at a specific point in time and also is used to
compare the state of the workforce over time.
National Survey: The national survey can be used by the state energy consortia to get a better
understanding of the supply and demand requirements in the state.
How do I get started?
Each state energy consortium has a unique PIN assigned for use by all members of the consortium.
Each of the consortium’s members will use the same PIN. If a company is a member of more than
one state consortium, it will have multiple PIN’s to use.
State energy consortia leads should give the PIN to all companies/entities that will be providing
data. The state energy consortia leads can create a hierarchy of companies that will roll up to the
state. If all of the state consortium members participate in and hire from the same
community/technical college programs, only one company should enter the pipeline information.
For example, in Georgia, the GEICC members work with the technical schools offering the line
worker programs. One company, such as Georgia Power, should enter the information on number
of students enrolled and expected number of graduates for the entire state.
Once you have received your PIN:
1. Login to the CEWD Members Only section of the CEWD website
2. Under the Workforce Planning and Development Metrics section, click on the Workforce
Planning Metrics Model. On this page you can see the Workforce Planning Evaluation
Toolkit and a list of definitions for the survey
3. Enter your 4 digit PIN and Submit
4. Click on Login to the Metrics Tool
5. Click on the National Survey to create a new survey
6. Click on Add to input the state consortium members that will be reporting data and enter
the year for which you are reporting
7. Click on Next and the data entry questions will appear
8. Enter the data and click Save and Next to continue through the survey
9. After completion, you will be brought to a listing of all surveys entered under that PIN
10. Click on the Results button and the online Dashboard will show up; you can then page
down to see the remaining data reports
11. You can download the report to a PDF (see the button at the top of the report page)
12. Click on the Edit button to continue to enter data or correct existing data
13. When you are finished entering data and the survey is complete, you must Lock the survey
on the page listing all surveys. Locking a survey indicates that the data entry is
complete and the survey can be included in the consolidated reporting.
14. Consolidated Reporting – if multiple companies/entities have entered data for reporting
(i.e., Ohio state energy consortium has asked for data from AEP, Duke Energy, Dayton
Power and Light and the rural cooperatives), the requesting entity (Ohio state energy
consortium lead) can run the consolidated reports to see the overall supply and
demand within the state. Note: the consolidated reports will only include those
surveys that have been Locked.
How can I use the dashboard?
The dashboard showing the six key performance indicators should be reviewed as a whole
picture. For example, if actual entry level hires are lower than forecasted, the question should be
asked Are there enough people enrolled and expected to graduate in the pipeline programs? Or
are more experienced hires taking place? The dashboard can be used to help the state energy
consortia balance supply and demand within the state. The dashboard can also be used to report
to senior management on the status of supply and demand expectations.
What data need to be captured?
It is not critical to complete the entire survey if data are not available. Initially, the most
important information is the hires, attrition, potential attrition and pipeline information so the
state can determine the supply and demand within the state and whether additional training
programs need to be started to address the future demand. The additional information can be
gathered as it becomes available.
National Survey:
Industry Demand:
1. Entry level actual and forecasted hires (by job category)
2. Experienced actual and forecasted hires (by job category)
3. Actual and forecasted non-retirement attrition (by job category)
4. Actual and forecasted retirement attrition (by job category)
5. Number of employees over age 58 with more than 25 years of service (by job category)
6. Average age (by job category)
7. Average years of service (by job category)
8. Are you planning to replace workers?
9. Are you planning to expand the workforce?
10. Total number of employees (by job category)
11. Total approved openings (by job category)
12. Rating of HR practices (don’t have to excellent) including performance evaluations, 360
evaluations, individual development plans, tuition reimbursement
Education/Training/Supply:
1. How many students are enrolled in a pipeline training program and how many are
expected to graduate in the next year? (by job category)
2. What types of pipeline sources are you involved with? (by job category)
a. High schools
b. Community/technical colleges
c. 4 year university
d. Community based
e. organizations
f. Labor unions
3. How many weeks of non-apprentice, job-specific training is provided (by job category)
4. Number of apprentices by year of apprenticeship (by job category)
5. How many years for each apprentice program (by job category)
Potential Applicants/Skills:
1. What is the current pass rate (by job category)
2. What types of career awareness efforts are you in
3. Total number of applicants for these jobs
4. % of total applicants hired
5. Reason for not hiring (pre-employment test, drug screen, physical ability, etc.)
6. What is the source of those hired (high school, community/technical college, labor union,
community based organization, etc.)