CEWD Workforce Survey:
Gaps in Energy Workforce Pipeline

2011 Workforce Survey Report

Executive Summary
Survey Questions
Survey Definitions
Survey Report Presentation

 

2009 Workforce Survey Report

Executive Summary
Full Survey
Survey Report Presentation

 

2008 Workforce Survey Report

Executive Summary
Survey Definitions
Survey Report Presentation

 

2007 Workforce Survey Report

Executive Summary
Full Report
Survey Fact Sheet
Survey Definitions

If aging electric energy workers retire as they become eligible, the industry as a whole will need to replace nearly half of its experienced workers over the next five years ñ with little time to bring new hires up to speed ñ a new CEWD survey report concluded.The first CEWD Workforce Pipeline Survey, which looked at workforce needs in the electric and natural gas industries and projected upcoming shortfalls, found the median age of electric energy workers was nearly 9 years older than that of American workers overall, indicating that electric and natural gas companies will face a workforce shortage earlier than most companies based in the United States.

The survey, released in October, found that more than half of all power plant operators may need to be replaced by 2012, as well as 52 percent of generation technicians. Nearly 40 percent of line worker jobs and 46 percent of all engineering jobs could also become vacant.Though many workers may choose to delay retirement ñ and companies are actively encouraging them to do so ñ many companies are already seeing the results of an early wave of retirements and are having to hire double and triple the number of workers from the previous year. What's more, the industry will feel additional pressure from an aging infrastructure and expansions planned to keep up with an increasing demand for service. Some are already facing difficulties in hiring to meet current needs.

The report included recommendations for energy companies to increase recruiting efforts and beef up staffing. However, it also concluded that filling entry-level positions was only part of the solution. CEWD recommends a comprehensive approach to meeting workforce development needs that also includes increased efforts to shrink attrition and retain aging workers; improved productivity and efficiency; increased on-the-job mentoring programs; and the creation of apprenticeship programs that can reduce the amount of time it takes for new employees to acquire needed competencies.

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