where
so my name is david our hair i'll follow amo that bob limits are generating station i've been in the human resources area my entire career property five to four years of human resources they of those years have been a killer human resources so i have a strange birds
now i've been in this field for so long i've been associate with knowledge management center around two thousand and water and so on we show you
i think will be practical solutions are approaches to knowledge management and use our power plant under very applicable to bomb research and development
to tactical support organization is an oversight incest organizations
so
but poverty we believe succession planning
it means above all other people start to the time of hot air
we're looking
in our organization five ten fifteen years now so we talk about
often sees we talk about skills for the future we talk about capability we're looking to make sure we're looking not just to fill the immediate bacon c. n. n. e. were working long term because knowledge management is not a continuum
overtime work with people don't want to talk about that continue to top that this threat my lectures to rob the week at a reinforces message nursery types of people in their organization
tender people who are new to the business new to the organization
there are people who go to work training program that's certify regulated at the end of the training program may come out as an independent champa workers have finally you've got people who are your systems experts you're go to people the people who hold back
okay so how do you work the
about the laser but no one tenth of the cell
when we look at this wardrobe of course there will cover all right now is
the time period when somebody who's new to the organization in the time they become independent pompano worker in an eight by the u. s. needle park while that may be different for your organization is one of four years
but time
it takes to come an independent confident worker
it's another four to ten years to become a senior react rear rattle the senior reactor operator and that of us nickel of rizzoli
is between eight to ten years
so that rush of the soul of a it's probably about the same
you'll be the same perini other plan in case you gotta go to a process exhort operator training
reactor operator training
time period you get to city experts is announcing your rack proper trying so there's a continuum of all of a talent and grosvenor and in an organization is so
each of these organizations have rules responsible it's human resources owns responsibility to make sure there are harming the right howland into the industry that put him through a particular program from atop of about that today and i'm trying means good talk about worse an independent
or of training that goes on to get them ready for that next lovell and finally
what the manager and so
it's a process of knowledge transfer risk assessment happens between these two gaps so throughout the week amid talk about each of these sort of gaps the happy understand how we look at it better than the u. s. and p. p. u. s. a new car park for so
is is a follow concept in a manner that picture died grandiose straight
the life cycle
of an employee in heaney organization
and the p. r. and b.
roger troy tech support
so
when you leave that process up with another process of workforce planning a new look at the larger process and panda
andrea koppel what about the law about this is climbing
waking this is planning worth workforce elements in a wooded talk about this all the way on today and very detail into work force development execution metrics we're talking about making sure we understand what the clinical job skills for you for the future that's the business planning for understanding the attrition olaf for us for the future what we need in our pipeline programs are we in nevada pipeline program
and how are we gonna measure of them at the end of college in a measure
to me about sir we're measure their performance some knowledge management wings of workforce climbing to sherwood got the right
competencies we need for the future is of this presentation is understanding those compensate for those of us copper season standards of them put together and those same competencies every show you have also been adapted by the check for pablo and their public domain competencies of amish are you you could use your organization if you want to see think it has value to help to ensure your develop in the right help for the future
so
at poverty
a pipeline program may look like this but this is the poverty pipeline programs is how we developed how it into the pit in the system river internship program summer internship program
we have somebody out there who's just appalling that have a candidate for that
it all logic something we have got caught letter exhilarated operator training program these are the novel licensed operators
we have our our reactor operator weiss's the operator training program
we have a maidens internship an apprenticeship program we train our boys peter clap workers as skilled craftsmen were working on it but because without them the public doesn't work actively well the operators cannot do their job effectively well it's all part of that the whole sequence or engineering development program he should have to have your engineers in the killer power and finally ration protection technology program these are our primary high flyer programs it would be anybody's primaries pipeline programming to an end pee pee and maybe replied one program for are the warrior pipeline program into by pure are ready to reassess what may look a little different but joe focus on things like reactor safety radiological safety
i'll be focusing on safety of systems are safeguards are you may have different programs that you should have some type of development program to bring people in because without bringing new people into your organization you have no place to transfer the knowledge to
think about soccer pipeline
you've got knowledge
in order to use that knowledge to make a growing getting give it to somebody that you don't have the bottom of pipeline come in and that not to leave
annabelle stay there may be some system that people may not understand what you're reading so high flyer programs are for
so in the us
he may have seen the stats maybe not we're in a need
approximate wave
a hundred thousand workers in the next several years to replace
the types of skill several wounds and hobo energy not make it work the total energy uses includes new killer and i'm a killer power
returnees what we're about twenty thousand wyman
forty thousand utility workers these are our general plan we have about five thousand plow operators particular ten thousand engineers that's good news for those who are of engineering degrees and thirty thousand ah but technicians in the killer so this is a snapshot of what the u. s. industries in need an unwavering get this holly and about these people come in and your organization were caught the city cop and sea bass educations over talk about this today
so
balancing the supply demand for energy technicians
yesterday you heard john de talk about
the strategy to manage knowledge for over a hundred years
it's about that how many generations is that
it's three to four generations think about
what they're for generations look like
from now go back a hundred years
make your power wasn't even
the end
thought process where were we hundred years or go
different technologies dear friend science so think about the size of hundred years from now
so
in a more so for fire so's just bring us closer together
the people you're in need of vital to the pipeline program for the senior reactor operator shows operators the people who already come in those pipelines ten years from now
already there there are a great sport you wait there there are a great school right now
the people you're the ten years for your plan sir for your businesses are in grade school today brazil can't you see run around naked all that noise
and they to be your future operators
so think about that skinny fat isn't it hmm
so you've got it earlier in six to ten year term rates go
once they've been in history a five year from now there they are in high school boards are not high school once again next couple years are currently in your college's one genie knock early in your new graduate programs so
here in that poverty for instance
we have about thirty licenses can take years to the year twenty forty four with the extension potential extension good for the sixty four
that means a generation of technicians learned during the commission that's why at close it down
go back to the natural work
most folks on even born yet
and so the knowledge processes we put in place today the strategies we're putting together today and we put together his or her money needed for that generation yet to counsel mr day when he presented yesterday was very topical to very real love those strategies of that god has to be shot of hawaii and use later so that knowledge from all the longer apply annie's be discarded in some that not only be created
so i understand that down between what to leave
today we're in need be to ten years
so i leave you out of poverty what was our solution
to solve this problem of technicians
but we're in a need for the future we put a plan together and like any good organization we went to the government for help
but typically the government in the united states well it provides assistance but we actually got in my hand
can you believe that we've got we got the largest single gram of rewarded in the energy sector united states was given to poverty in our community college schools to building is what we refer to
as the errors are some color me and energy consortium
and it's five colleges building common curriculum
not just for the killer
for the energy sector jobs was in this particular that cor cochran sees you need
between the first time for for the first floor levels of jobs are common regardless of the industry you need your particular
only and so we're put this together so we are in about a year or two of that client
so
this is that which cost that terrible credentials
it builds upon
the basic training for a while training and jobs pacific friend with the zip two year degrees
then there's articulation bring matters with who are local universities so so the stairs can go on to four year degrees
so what we take you to an ex-wife as the back to better picture sorry about that so what is it look like well like basic copper season i'm mean
in persia looked at him as academic requirements were performed in a partial skills integrity professionalism motivation the pen of biller liabilities self development those are things we have to teach those those those duties so may come to us save have those foundational skills where the academic requirements that max what an interesting concept of your work to make of car you think you might know won't let him out right
yes i know that now we ride the riney nobody can writing more everybody taxiing hidden messages it's a problem for us
oh i'm try their radar corrective action that missis of these irina corrective action brockman caesar get greedy people who cannot spell who cannot use a proper english and so you don't understand what you're writing is a very big problem we're still checkpoint
listening i never do staking out into lax engineering technology in critical analysis thinking be mailed to solve problems to be innovative workplace requirements in the legal into all these things these are the basic skills eight the skills in your one of the training program

your chair we start focusing on energy industry for miles an hour get into more specific minister why technical skills in terms of of industry principles and concepts
safety awareness regulation
rubble shooting an unrelenting got them understand our business of the operative jack need to learn i'm a killer transmission distribution gas distribution so we're teaching them at the at the tactical college level the two year college will those basic foundation skill so they don't have to get that we've trained at the plant
then the last two year last year
this very specific occupation trying to pay no more than ago mccabe linemen
technician
the cemex operations radiation protection those other those of the key areas so worried we built this
we are now five after two years is an industry best practice
as being shared across the united states ironically enough in wrestling out to check for public
got there or not this information about your half ago and they're building and into their program the czech republic was a presentation i saw him resource development conference and ita i had a big smile my face i saw the shape of them out there to have no idea didn't have
on him and there are more capturing the same for cause is a public domain is available to amy amy got a nice day in your organization to use the mayor publicly available so because of time on the middle of the facts of the rest of this presentation of what the new idea of that fight for credentials you have to build a foundational skills that are necessary for successful knowledge management program is not to mention is about
warning
trainee
the bellman of people
hi you do that
so
they out but if a program they can go into
i came to non that was a big going to remember different attributes the one that goes into the killer is the one on me and we can see all the different things so we we have our outrage retry bring people into the program we give them prior worry assessments we build some foundational cessna skills we get specific credentials for jobs their certificates to get along the way in and job opportunities in these other jobs so that same forties if you're building a pipeline program for your organization are you're considering a pipeline programs are your solution for knowledge mentioned strategy you have to think it from the beginning
no what the unresolved will look like for those graduates and they have to have opportunities those records at the end so i where i walk through and as you can get this off the website almost bit too much time these other gipper credential certifications this as an example of apartheid technology curriculum user of the courses in these revealed this is amount of credits know what that is what you see the types of things were teach it to community college level to reporters in this we're teaching them
on love all communication physics bob that god tactical mapping the zhivago mouse pad plan systems reactor theory wanting to ease the types of courses at that to your cause we're presenting to the students are coming to cooperate in any other nadler plan or any other short walk in the future it's worth trying to head them have those skills ready for success only come to us the retention is better
so far we have an internship program for maintenance these attacks of you it's it's it's a one year program the first term second term in and then i'll put the baby in to pressure program use of the courses of ideas out there on time we certainly should give alike gives based on that particular type of program so there's structure to have
bob we're we're plotting to kill your book red your program in the u. s. is for all the needle utilities of come together established a common curriculum for all for rock and tvs
this is to show issue with those look like
and then in addition to that training that they get that security card to say come on board begets additional training here's an example of some type of training for not licensed operators
to kill mr training for for cameras are made his trainer types of me is a problem also they get
and yet still a success to program so far out to you through to the college right to persist in to save a n. c. r. c. which is supposed to protect national korea misinterpret yet
seven nine percent her version of what those skills interpret get a lot of receiving him see certificate on energy industry vamos submissive person or persons have been hired to run program and we've had in nineteen sixty nine percent that's renown for employment as for the purposes so
i accepted to your progress
now let's talk about caught the engineers of law during junior's unwavering an engineer into poverty we do not put them to work with them through a eighteen month training program we rotate them to be different organizations of something to think about the raw engineers design engineering
i'm to engineering
the killer feel all
pirelli improbable assert risk analysis
oversight and u. n. an unusual concept ago when you're engineers circulated papa why do we do that when you think we do that
safety standards
i have to understand safety standards for the first line of all you were the mutineers denis pederson how we assess of standards
we knew before we put into what we make them go to what what these robberies do is be able got very engineering degree of yours that six years at college and got the great but they're not ready for russia they have found a shell skills in all have specific outlines skills
we're going to or ward at every step of the way and then
we try the maximum
we're the jobs that are available at the center skills as we may you may come in to us as a chemical engineer the bow tie were chatting with you you may go into systems engineering
about that he may go a lot come as a logical engineer and that as a i see it should
you may come as a nigger or engineer end up as a
design engineer
it is happy
and violator optimism swabs and shift shift technical advice for rules would move or would try moving junior's into the operations reproductive experience of the operations as part of training program so let me give you some pipeline results this is the program results of poverty when you bring talent and use locker right how long talk about another presentation the divan dominion vested that talent to stay with you
ninety percent retention rate the last seven years orange improper we're keeping an eight percent of the sturza come in
their status employees
i three percent retention rate cards or operative o. program ninety seven
we're keeping hundred percent every actor robert for allison
ah of pleasure program and turn our conversion from a from a entrance to the apprentices eighty one percent
our pleasure program lay people go under pressure programs they leave the company
in our summer internship program one that fifty percent versus item number is an honor one publisher but it gives you an idea that when you have the five processes to find curriculum
fine development and they know what they're part of that they're engaged to be stay with your organization
pulling together so
he points to consider
the acquittal must have support russia by the company
we helped write the curriculum at the kennedy politics
are you part of that process your organization
are you engaged at the universities to assure the curriculum is being top is a type of reformation your organization or in any number two
there must be some opportunities for students of them the process
if you read the producing students the tragic our program and are not being hired
they will not yet that program will die if your personal level
university wally produce duties for which they know they're getting some cop let mr inserting employees
but there are important is meant to ago our program make that investment time in miami
the fire at the end of processors no job for you gonna have that supply imbalance between what you need economic problem workforce pining later on the war you getting your platform for the final eight
you must years olds its value by the students
the school now
and the company
you have your investigative team approach
all this earnest together the universities
employers in the studs

i wanna get you back out on time
any questions for me on this process high level
a
i think hauptmann wooed by listed as the

yet he abandoned and of what is it comes to all the fifth which side or use a second set him up
keep busy on me for thought yes lad and he does show up at an all this all of us the walcott who told you lately that three or four and a p. n. get down to get them to let got to do and that's the senate at them this is harry yeah i talk about this sullivan's mother presentations this is done to train defying a training programs
you're becoming your organization in your running through an orientation process of the thought process you put him to define training for risk assessment process i'll be talking about others will be talking about is closing that gap right here in and you were we are not at all nah gets a question
i wanted her should a dead and i share question of that elizabeth question here
the
thank you we'd get that this is stations that we was that they not to me this is your paper mac sold get sure that your access to this group so you have retaining then you have school get sure that your taxes plus police day
at
even though
oh
hey i'm just i'm used to i made the students can you fought every year and khomeini their jobs you meet two will be placed on to sort out outlets yes we do we have about a hundred and fifty people in our pipeline program we hire about on the hotard ninety two hundred every year about this girl right now is producing about well it produced the hundred fifty last year the producer two hundred this next year but
but we're trying to get justin's father and other industries not just our history because
on those credentials rollie taking that hot credentials osha's score the best
we're really going to war but we're using those pipelines to feed other on the other a company's other utilities are not the killer in the area
the partnership with them and all you know this was just ersatz amado they adopted entire us
the battle yet to grant for
mr dictate what do you think about david eight economy is a aspect to retain people the economic aspect so that's a great question the question of forget the economic aspects will retire popcorn feathers
you get these numbers you about boy but i'll tell you
to try an operator what time you bring them on board an individual more good time they get your license
or actual licenses two hundred and fifty thousand dollars
but time ago and it is senior reactor operators about three hundred fifty four hundred thousand dollars that's for reactor operator for clapped it's about a hundred and fifty thousand dollars in from the engineers it's about a hundred thousand dollars of the economics are the program like this we're saving millions amiably millions forget the cost recruitment or just talk much it costs a dollar and every employee that we hire
don't we invest in too obvious been unemployed retorted time here she is higher time you leave your organization
what a thirty years later
is over ten million dollars over the lifetime with benefits training in compensation
excuse me of course
it is yeah average wage for individual is about a two hundred thousand u. s. d. plus benefits us about a hundred fifty thousand u. s. d. on the average on the average summer hire some lower an image was at times though to see that inflation to that in an adage bring peace to the cutting putting stalinists yes i think it has a subterranean end is that includes our cell
it is driving or is about a quarter
yeah
hey
okay thank you that they that you just flipped
i'm