2017 Strategic Goals

Vision: Where the industry speaks with one voice for a single purpose – Companies adequately staffed with a diverse workforce with the right skills to safely keep the energy flowing.

Mission: Build the alliances, processes, and tools to develop tomorrow's energy workforce.

Career Awareness - Build awareness of high skilled positions in the energy industry.

  • Communicate practices that work, conduct best practice webinars, and provide support for Diversity Advisory Council recommendations to increase diversity in talent pipelines.
  • Develop benchmarking data for women, underrepresented populations, and individuals with disabilities.
  • Develop an energy careers image campaign jointly with member associations.
  • Develop and implement a social media strategy for Get Into Energy Youth, Get Into Energy Women, Get Into Energy / Get Into STEM, and Troops to Energy Jobs.
  • Support member implementation of career awareness tools for youth, women, military, and transitioning adults.
  • Build national awareness of the need for skilled energy technicians and engineers.
  • Increase career awareness for energy engineering careers among targeted populations.

Workforce Development/Education - Implement short and long term education solutions to build a pipeline of skilled workers.

  • Increase the use of Get Into Energy Career Pathways credentials and resources by working with member companies to recognize GIE credentials in the recruiting process.
  • Develop talent pipeline resources for gas technicians.
  • Provide support for National Energy Education Network (NEEN) members and identify examples of successful practices.
  • Support member implementation of tools to help State Energy Workforce Consortia identify, build, and maintain strong education partnerships.
  • Provide support for implementation of middle and high school curriculum and career pathways.

Workforce Planning - Identify critical workforce needs and measure the success of workforce development initiatives.

  • Successfully execute the 2017 Gaps in the Energy Workforce Pipeline Survey.
  • Facilitate the industry Workforce Analytics Task Force and communicate key findings.
  • Identify and communicate best practices in knowledge transfer.
  • Analyze workforce retention concerns of CEWD members and identify methods/strategies to improve retention in critical populations and key jobs.
  • Benchmark Operations Technology/Cyber organizations and workforce needs among member companies.
  • Conduct workshops and webinars to support member company and State Energy Workforce Consortia use of the Strategic Workforce Planning Wizard.

Member Value and Support - Support the needs of CEWD members

  • Develop and implement membership strategy for contractors and increase involvement of contractors in State Energy Workforce Consortia.
  • Implement CEWD awareness and communication plan for industry executives.
  • Manage CEWD Communities of Practice, including Troops to Energy Jobs and Energy Industry Fundamentals.
  • Provide support for State Energy Workforce Consortia and increase executive sponsorship for consortia.
  • Conduct Implementation workshops and webinars, including workshops at Regional Meetings.
  • Provide communication to members on best practices, trends, and tools to support workforce development implementation efforts, including updates to National Templates.
  • Conduct the 2017 Annual Summit, National Forum, NEEN Convenings, Workforce Planning Council Face to Face, and Regional Forums.
  • Create mutually beneficial alliances with organizations that support and advance CEWD initiatives.

Download a PDF version of the 2017 CEWD Goals

Strategic Plan

2016 CEWD Goals

2016 CEWD Accomplishments