2014 Center For Energy Workforce Development Annual Summit – Interactive Poll
During the 2014 Center for Energy Workforce Development Summit, we conducted an interactive poll of
the participants around the key areas of focus during the Summit. We wanted to understand where the
participants were with regard to workforce planning, focused pipeline strategies, and metrics to
determine impact of their workforce development initiatives. This was a small sampling of our member
base. Energy industry participation was about 58%, therefore, it may be possible that only one
participant from the company in attendance participated in the poll. It is, therefore, possible to consider
this a microcosm of the energy industry and their education partners. It also provided an opportunity for
the attendees to actively participate in the Summit.
Summit Participants: Industry = 77 Education = 36
Workforce Planning (average number of responses = 45 industry members and 30 educators)
The following game changers will have the greatest impact in 2015 for the companies in attendance:
- Environmental regulations
- Grid Modernizations
- Plant closings
For those companies that are closing their coal plants, approximately two thirds either had a plan in
place or were currently reviewing their workforce plans. Twenty-percent did not know whether their
company had plans to address the workforce issues as a result of plant closures.
About a third of the companies indicated that their hiring plan spans over a five year period. Another
third don’t have a hiring plan or don’t know if their company has one.
The aging workforce will still be a major internal game changer for almost half of the participants in
2015. New technology will also have a major impact for 24% of the companies in attendance.
The majority of companies (approximately 70%) communicate their credential requirements and preemployment screening though job postings. Only 14% have a clear strategy on credentials that includes
communication to educators, students and other potential job seekers. Over 16% say they need to
improve their communication of credentials to job seekers.
90% of schools in attendance have the ability to provide information to industry partners on graduating
students. 76% also indicated that they do provide data to industry partners on the number of students
enrolled in a relevant program and their expected completion date.
Focused Pipeline Strategies
In terms of hiring plans, minority hiring is a priority for over one third of the companies in attendance.
About 30% focus on women, and 20% focus on veterans as a hiring priority. Very few of the attendees
consider youth or transitioning adults as a priority in their hiring plans.
Only 27% of the companies in attendance have a well-defined focused pipeline strategy. The majority
feel they only have a somewhat defined pipeline strategy. However, over 80% of these companies work
with pipeline organizations that are directly connected with their priorities. In terms of measuring the
effectiveness of these pipeline strategies, only 30% measure the results of their efforts, and half of the
participants measure some, but not all.
Metrics – Industry (average number of responses= 32 industry members)
Approximately 60% of the participants stated that they do not have key performance indicators that
measure the quality and quantity of their overall pipeline development results.
Almost half measure the time it takes to recruit and hire new employees. However, only 15-20%
measure the quality of the applicant or the cost to recruit and hire new employees. Another 15% track
and measure all three of these.
More than half also track the sources of hires from education partnerships.
Only 16% of the companies measure the return on investment of their workforce development efforts.
Metrics – Education (average number of responses=15 education members)
Almost 70% of the educators in attendance have key performance indicators that measure quality and
quantity of overall pipeline development results. More than a third measure time to complete credential
or degree, and another 31% measure cost to complete. Only 11% measure the quality of the graduate.
Approximately 69% of the educators track graduate hiring by company.
In terms of measuring the return on investment of their workforce development efforts, the colleges
were split. Just 31% do measure ROI; however, 38% do not, and the balance of the educators did not
know.