citizen
T H E
OCTOBER 2013 • PUBLISHED FOR GEORGIA POWER EMPLOYEES AND RETIREES
Based on current trending data, 33 percent of the population is expected to retire over the next 10 years – which means we need to prepare to fill vacancies.
With such significant changes, our relationships with customers and other stakeholders depend on our ability to recruit and retain qualified candidates from every available labor stream, and that’s where workforce planning and development comes in.
This issue of The Citizen is devoted to discovering how Georgia Power develops a pipeline of diverse, qualified employees to meet the needs of the citizens we serve.
workforce planning
Photo: Walter Kirk
This photo was used for a Georgia Power sports marketing ad. From left to right: Tyler Gordon, David Berry, Joshua Williams, Jason Waters and André Person.
2 o c t o b e r 2013 • w o r k f o r c e p l a n n i n g
I f you asked 10 different people what work- force planning is, there’s a good chance that you’d get 10 different answers. The Citizen recently sat down with Moanica Caston, Georgia Power’s vice president of Diversity and Inclusion, for a frank discussion about the broad area of workforce planning.
Q: What is workforce planning?
A: Workforce planning is where you seek to match up and anticipate the workforce your business must have in order to meet changing business priorities and needs.
Georgia Power introduced workforce planning more than a decade ago as a systematic approach for examining our staffing needs. We have suc- cessfully integrated workforce planning into our annual business planning cycle, and the work is being carried out at the business unit level.
As leaders of our company, managers and supervisors are expected to understand the business drivers and help develop the best strategies for the recruitment, retention and development of our workforce.
Q: Why do we have it? Why is it important?
A: Let’s face it – organizations and their workplaces are constantly chang- ing. We see that right here at Georgia Power.
We are always considering and planning for the workforce that we need. We try to understand and anticipate changes to our workplace.
Attrition is a normal part of what we look at. We anticipate that one-third of our workforce will retire over the next 10 years. This somewhat alarming trend is the result of normal attrition, including the projected retirement of a significant number of Baby Boomers.
Not only do retirements affect our workforce, but changes in how we do business can make an impact on the workforce. For example, last year we completed the installation of digital meters across the state, and this year we’ve announced the decertification of some of our plants.
These are just two examples of why workforce planning is important to Georgia Power.
We want our company to continue to be of increasing value to our customers and shareholders because as employees, we are customers and shareholders, too.
Q: What are the key elements of workforce planning?
A: When a lot of our employees think about workforce planning, the first thing – and sometimes the only thing – that comes to mind is knowledge transfer. I feel it’s important for employees to know that knowledge transfer falls under the workforce planning umbrella.
In addition to knowledge transfer, which deals with capturing knowl- edge and ensuring it’s readily available for future employees, we also have:
• Recruitment and retention: The ability to attract those individuals By Konswello Monroe
Workforce planning: What does it mean?
who have the best mix of skills and attributes for the job available. Then we must make sure we can retain them.
• External education: This piece involves building and creating a read- ily available workforce. We have and are continually creating alliances with technical schools, high schools, middle and elementary schools to ensure we will have the right employees with the right skills for future employment.
• Succession planning: We must make sure our employees’ skills stay up-to-date with our business needs. Succession planning involves assess- ing, refreshing and updating employees’ skills as needed.
Q: How does workforce planning differ at Georgia Power from other companies?
A: Our approach to workforce planning is very different from most com- panies. A lot of organizations have a person or group in Human Resources (HR) with the words “workforce planning” in their title, whose main respon- sibility is to go out and interview their business leaders about what is happening in the workforce. These individuals create charts and books to keep up with his or her workforce planning efforts.
We have a more decentralized approach to workforce planning and decided to put the responsibility of workforce planning out in the business units. If you really think about it, the different business units know best.
Each business unit knows what changes are coming, what employees they currently have and what skills they will need to keep that unit functioning.
Our HR business consultants work continually with our leaders to develop an approach to workforce planning that is based on each unit’s needs.
Photo: Christopher Moore
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GEICC (Georgia Energy and Industrial Construction Consortium) – Created to build a skilled energy and construction workforce to meet future energy needs targeting lineworkers, engineers, technicians and construction professionals, including pipefitters, welders and electricians.
Center for Energy Workforce Development – A national partnership that focuses on the need to create a skilled workforce pipeline that will meet the nation’s growing energy needs. Concentrates on four critical need areas, including lineworkers and engineering.
CEFGA (Construction Education Foundation of Georgia) – Works to grow construction talent in high schools across the state and pique students’
interest in energy-and industrial-related construction jobs.
SkillsUSA – A partnership of students, teachers and industries working together to make sure America has skilled workforces. SkillsUSA serves more than 300,000 students and instructors each year.
FIRST (For Inspiration and Recognition of Science and Technology) – Founded to inspires young people’s interest and participation in science and technology by engaging them in exciting mentor-based programs, including the FIRST Robotics Competition.
Georgia Power’s Workforce Development organization grows awareness of the energy industry and potential careers through involvement in associations that match its needs. Below are several examples:
Georgia Power’s developmental programs
Workforce Development works with internal partnerships to align its efforts in order to make sure Georgia Power has the workforce it needs when it needs it.
Here’s a quick look at the purpose of each team:
Workforce Planning Core Team – Brings together data analysis, attri- tion projects, succession planning, leadership development, training and budget issues to improve the workforce and plan for the future.
Education Strategy Team – Aligns education strategies to build a trained, motivated workforce for Georgia Power and other businesses in the state and ensure a sound economic future for Georgia.
Business Unit Workforce Planning Committee – Manages labor strategies to develop a future skilled workforce.
Southern Company Workforce Development Council – Links work- force development efforts across Southern Company. Seven members serve on this council to share ideas and initiatives and highlight critical needs. Southern Company talent acquisition is involved to ensure that branding and other issues are aligned systemwide.
Internal Partnerships External Partnerships
4 o c t o b e r 2013 • w o r k f o r c e p l a n n i n g
Photo: Christopher Moore
Q: How long have you been with Georgia Power?
A: Most people don’t believe this when I tell them, but I’ve been with the company already 13 years and am 31 years old. I was introduced to Georgia Power through a workforce development program called the Youth Apprentice Program when I was a senior in high school.
Q: Tell me about your experience with workforce develop- ment programs at Georgia Power.
A: The Youth Apprentice Program allowed me to work with the line crew during high school for six months. It was a great experience.
When you are in high school, you really don’t realize what the real world is all about until you start working. Georgia Power was the real deal. It made me realize people had bills to pay, and people are working to provide for their families. It was a real eye-opener.
I liked the experience so much that when I attended Georgia Tech, I got involved in another workforce development co-op program called Engineer In Training (EIT). This co-op allowed me to train as an engineer while attending college and become a direct hire.
Q: Where do you think you would be if you hadn’t heard about Georgia Power as a high school student?
A: I really don’t know, but I can tell you this: Before my high school counselor told me about the workforce development opportunity, I had no idea who Georgia Power was. I was born in Mexico, and my family moved to the United States when I was a freshman. In Hall County where I lived, Georgia Power wasn’t my parents’ util- ity provider. I may have ended up at Georgia Power during my later years, but this introduction definitely helped me learn about the company and sent me toward a good career path.
Q: How many jobs/positions have you held at Georgia Power?
A: Wow, a lot. First, there was the internship in high school. Then, when attending Gainesville State College, I was a meter reader and customer service representative. I transferred to Georgia Institute of Technology, where I was involved in EIT, and since the EIT program, I’ve held various engineering positions through- out the years in Athens, Winder, Bainbridge, and, most recently, Carrollton and Cedartown.
Q: Do you consider yourself a Georgia Power success story?
A: Well, I guess it’s all about how you look at it. Growing up, I was taught that hard work pays off. I’ve always worked hard for what I have and what I’ve been able to accomplish in my career. I think it’s a great job, and I’m proud to be part of the Georgia Power family. I guess you can say that’s success.
Juan Madrigal,
Engineering supervisor
Juan Madrigal
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Student programs ensure that the company’s workforce needs in hard-to-fill jobs are strategically planned for and programs are in place to build a pipeline of qualified candidates.
The company’s activities include developing, selecting, hiring and placing new hires, as well as coordinating training and support upon hiring. Our key areas of focus include:
Engineering
Engineering opportunities at Georgia Power exist at its power generating plants, distribution and transmission units and corporate offices.
At the generating plants, engineers are involved in the maintenance, operation and design of fossil fuel, hydro or nuclear plants. Distribution and transmission cover all power lines and substations between the power generating plant and customers’ homes or businesses. Engineers study and design the expansion of line and substation system to meet future demand.
They also consult with customers on products and services and propose solutions that best serve them.
Corporate engineers work at corporate offices, in the field and/or con- struction sites and support projects at any of our business units depending on need. Some examples are retrofitting plants with modern environmental controls and planning and design for the construction of new nuclear plants.
Due to the extensive need for technical expertise in our engineering ranks Georgia Power coordinates several engineering employee develop- ment programs. These include:
• Engineering Co-ops – Provides the opportunity for engineering majors to alternate between going to school and working at Georgia Power. The majority of full-time engineering vacancies are filled with engineering co-op students after they graduate.
Line Section/Lineman Development
• Unassigned Apprentice Linemen – Provides an entry point for new hires into the line section. Generally, candidates, who are hired and
Georgia Power’s student programs
See Student programs, page 12 enter the Lineman Development Program, are recruited from Electrical Lineworker Apprentice Certificate (ELAC) programs.
• Lineman Development Program (LDP) – Provides for systematic progression for all line section employees in association with a struc- tured training curriculum. The LDP is recognized as a registered appren- ticeship program with the U.S. Department of Labor.
Internships
• Engineering – Provides a one- or two-summer internship opportu- nity specifically to gain engineering experience. These internships are an alternative for those students whose schools do not offer co-op opportunities.
• Electric Utility Technology (EUT) – Provides eight-week internships specifically related to the job functions of engineering representatives.
These internships are offered as an elective course for the EUT degree program.
• Skilled Labor – Provides opportunity to gain field experience in craft positions, primarily in Line Section.
Technical College Partnerships
Georgia Power develops employee programs that build a pipeline of quali- fied job candidates for Georgia Power. Our activities include developing, selecting, hiring and placing new hires, as well as coordinating training and support once they are employees. Our key areas of focus include:
Electrical Lineworker
• Apprentice Certificate Program – Prepares individuals for entry- level lineworker position.
• Instrumentation & Controls Academy – Associates degree that prepares individuals for an I&C position. Graduates learn how to
Georgia Power defines Lee’s work as knowledge transfer. Knowledge transfer is tapping into criti- cal knowledge, skills and experience of employ- ees and passing this knowledge down to other employees.
Training supervisor Scott Johnson, who works closely with Lee, said knowledge transfer isn’t new to the company, but continues to be a success.
“Individuals like Lee are subject matter experts. Lee can produce and create material for us faster than any freelancer hired off the street. Lee knows the company front and back,”
Johnson said.
Since May, Lee has been working as a contractor, preparing presentations for Georgia Power’s Klondike Training Center instructors.
“Many people are unaware that Klondike instructors teach back-to-back classes year- round and really don’t have time to modify docu- mentation, presentations, etc. And that’s where Lee comes in,” said Johnson.
“I was an instructor for seven years at Klondike before becoming a training supervi- sor. I understand what Klondike instructors are asking for and can develop a program on my own. I don’t need a lot of monitoring, so it’s very cost-effective for the company,” said Lee.
Johnson explained that over the years, employees have retired, yet some of the posi- tions have not been refilled due to cost contain- ment. Lee and other retirees who are subject matter experts know how to transfer this knowl- edge productively and have been great assets to the company.
“It’s a challenge sometimes because you’ve got to find the right person who can package the information and teach it. You have to be really selective and try to pick the right person for the job,” said Johnson. “Lee’s done a great job pack- aging the information he knows, allowing us to teach it.”
Lee said he’s glad to be back, and he enjoys working with his co-workers again.
“Even though I’ve retired and am doing some other stuff, it’s fun to get back in the game,” he said.
6 o c t o b e r 2013 • w o r k f o r c e p l a n n i n g
our years ago, former training supervisor Mike Lee retired from Georgia Power with 37 years of service. Now, after a few endeavors and a little time off, Lee’s back, transferring his company knowledge to other Georgia Power employees.
By Jessica PennaMon-cochran
Transferring knowledge brings retiree back in action
F
“ Individuals like Lee are subject matter experts. Lee can produce and create material for us faster than any freelancer hired off the street. Lee knows the company front and back .”
–Scott Johnson training supervisor
Klondike is a 150-acre Georgia Power training facility located in Lithonia, Ga. The facility houses seven training buildings, ware- housing, a truck bay and 10 train- ing rooms. The site also includes several miles of roads with lines and equipment for training, overhead distribution, underground distribu- tion, transmission substations, and transmission line construction, as well as climbing circles.
Klondike staffs 35 full-time employees, including trainers, administrators, supervisors and training specialists.
The site is also home to the Klondike 500 kV substation, which is not part of the training facility, but is a very prominent feature.
Klondike has been in existence since 1973. In 1999, the site opened a new office and instructional building.
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Mike Lee
Photo: Christopher Moore
8 o c t o b e r 2013 • w o r k f o r c e p l a n n i n g
Photo: Walter Kirk
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Q: What is your educational and professional background?
A: I have a high school diploma from Martin Luther King Jr. High School in Lithonia, Ga. I also attended South Georgia Technical College to complete the Electrical Line Worker Apprentice Program.
Q: Tell us about yourself. Where are you from, and what is your passion?
A: I’m from Atlanta, but grew up in the Decatur area. I live in Conyers now. My passion is working with my church. I enjoy helping out the pastors of my church and doing a lot of volunteer work.
Q: How is it being an intern at Georgia Power? Any challenges?
A: I was an intern on a line crew, actually, after I graduated high school in May 2007. I did a lot of manual labor like digging holes and just stuff interns were able to do. Of course, we wouldn’t do anything with electricity. It was very challenging at first because I wasn’t used to being outside all day in all kinds of weather, and I had to dive right into it. I did get used to it though, so much that I made a career out of it.
Q: What are your current job responsibilities?
A: I just made lineman in February, so right now I’m just continuing to learn, building my skills and devel- oping new skills. I also guide newer apprentices who are coming through, helping them and showing them the right way – the safe way – to do things.
Q: Talk about the Georgia Power ad you participated in. Was it a good experience?
A: I, along with a few other linemen, participated in a television ad for the company a few months ago. It was a little outside of my element because although I was used to being outside all day, having someone putting makeup on me for a day was a little different than my normal routine. It was a very good and new experience; it was a lot of fun. I would definitely do it again.
Q: What do you like most about your job?
A: The thing I like most about my job is getting that “thank you” from customers when we turn the lights on after a storm hits, and a customer’s power is out for a while. You can work for two or three days straight, and you are tired, ready to go home to see your family, but you know you are out helping other people. It’s great to get that thanks from the customer – the good job and the hand clap – that gives you the extra boost you need to continue.
Q: What do you like to do after work?
A: After work, I enjoy volunteering at my church, spending time with my wife and cooking.
Q: If you weren’t in your current position, what would you choose as your career and why?
A: If I weren’t in my current position, I would actually be in the Air Force. I was going to go to the Air Force before I even found out or even considered Georgia Power in high school because I was in ROTC for three years and had my mind set on going to the Air Force. My senior year, I took an electronics class and a representative from Georgia Power came to our school. The representative told us about an internship at Georgia Power. My parents didn’t really want me to go to the military, so I decided to give it a shot to see if I would like it, and I did.
Q: Where do you see yourself 10 years from now?
A: Ten years from now, I hope I hit the lotto, but as far as the company goes, hopefully, I can be a crew leader or work my way to a foreman position.
André Person
Lineman
“The thing I like most about my job is getting that ‘thank you’ from customers when we turn the lights on after a storm hits, and a customer’s power is out for a while.
You can work for two or three days straight, and you are tired, ready to go home to see your family, but you know you are out helping other people. It’s great to get that thanks from the customer – the good job and the hand clap – that gives you the extra boost you need to continue.”
– André Person
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W hen Georgia Power had difficulty finding qualified co-ops who would work and live in Savannah, it kicked its workforce development strategy into high gear. Today, those efforts are being recognized as the first 14 students who’ve completed all four sequence courses in the Energy Pathway graduate from Jenkins High School’s School of Engineering.
Georgia Power initiated a partnership in 2008 with Jenkins High School to help “grow”
future engineers for the area. Since that time, 34 other area companies and post-secondary educational institutions are now a part of the Business Education Advisory Committee (BEAC) and also support the program. These businesses include Gulfstream, International Paper, El Paso Corp., O’Brien & Gere, SAGIS, U.S. Corps of Engineers, U.S. Coast Guard, Georgia Army National Guard, Mitsubishi Power Systems, and the city of Savannah.
“Through this engineering program, we are ensuring we have a workforce ready to meet the demands of the 21st century,” said Debra Howell, Georgia Power’s workforce develop- ment manager.
As a sponsor for the last five years, Georgia Power has served as a catalyst in building and chairing an active BEAC, sponsored summer camps for incoming freshmen, hosted upper- classmen camp for tours of plants Kraft and Vogtle, sponsored the FIRST robotics team and multiple activities including Girls in Engineering, Science Olympiad, Get into Energy Week and teacher development, and provided
summer internship experiences for rising or graduating seniors.
“Our company’s investment in workforce development through the School of Engineering reinforces our commitment to helping our cus- tomers and communities succeed,” said Cathy Hill, Georgia Power’s Coastal Region vice presi- dent. “Our involvement with the BEAC also pro- vides an opportunity for us to partner with some of our largest customers and opinion leaders.”
The School of Engineering has a mission to provide a stimulating curriculum enriched in the fields of science, engineering and mathemat- ics and a goal to produce graduates who are successful in their pursuit of higher education within these fields and serve the coastal region of Georgia.
“Business partners are essential to the growth and effectiveness of the program,”
said Grace Herrington, director for Jenkins’
School of Engineering. “Our business partners provide the applications for the classroom les- sons and also opportunities for students to see/experience the various disciplines within engineering.”
According to Herrington, 11 of these students have been accepted into college engineering programs. Seven of them have completed or will complete an engineering internship prior to college, including two who are serving as interns this summer for Georgia Power in the Savannah area.
Each year a maximum of 63 students from Chatham County who meet program eligibility may be accepted into Jenkins’ School of Engineering. The 150 students currently enrolled have the opportunity to participate in advanced engineering courses, including intro- duction to engineering design, principles of engineering, digital electronics and engineer- ing design.
“Georgia Power and the other partners are all dedicated to the success of this school,”
Howell said. “There’s nothing else like it in Georgia.”
Georgia Power helps “grow engineers”
Jenkins High School’s School of Engineering summer campers (grades 9-12) visit Plant Vogtle.
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Photo: Scott Ross
M A R K E T WAT C H
Sixty students were hired so far this year.
Below is a breakdown:
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• 9 conversions (former co-op or Intern)
• 10 entry level (Seniors hired off campus, no previous working relationship with company)
• Auburn University
• Fort Valley State University
• Georgia Institute of Technology
• Georgia Southern University
• Georgia State University
• Kennesaw State University
• Mississippi State University
• Southern Polytechnic State University
• University of Alabama
• University of Central Florida
• University of Florida
• University of Georgia
• University of Mississippi
• University of Puerto Rico at Mayagüez
hires have come from the following schools:
24 INTERNS 17 CO-OPS
entry 19 level
Internal Communications Manager Lisa Frederick
Editor Meredith Leigh Knight
Design Jane Hill The Citizen is published by Corporate Communication for active and retired Georgia
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RETIREES
Annette B. Perry, 90, senior PBX operator, Macon, March 3 J. C. Martin, 90, lineman, Lawrenceville, July 6
Margaret B. Anthony, 84, senior KDS operator, Data Conversion, July 10 T. C. Sanders Jr., 87, assistant boiler turbine operator, Plant Bowen, July 25
Sue F. Kerce, 74, customer service representative, Columbus, July 29 Phillip R. Brown, 69, senior security officer, Plant Hammond, Aug. 4 Luie A. Wisenbaker III, 73, assistant to executive vice president, External Affairs, Aug. 6
Bobby Evans, 64, mechanic, Plant Scherer, Aug. 12
Herman M. Lane Jr., 88, substation construction superintendent, Aug. 14
George Y. Mosteller, 86, field engineer, Rocky Mountain, Aug. 20 Henry T. Tucker, 69, troubleman, Waycross, Aug. 22
I N M E M O R I A M
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Student programs
continued from page 5
troubleshoot, calibrate, repair, install and maintain control devices and electronic equipment.
• Customer Service Certification Program – year-long program that features resume writing and interview workshops, department shadow overviews, role-playing activities, simulations and presentations. Georgia Power’s participation lends real-world experience direct from Customer Care Center representatives, managers and local office regional staff. Open to high school and college- level students and adults at Southern Crescent Advanced Academy in McDonough.
On-the-job training
Colleges include:
Georgia Piedmont Technical College North Georgia Technical College Okefenokee Technical College South Georgia Technical College Central Georgia Technical College Georgia Northwestern Technical College
