Workforce Planning At Georgia Power Company

Workforce Planning At Georgia Power Company

Debra Howell

Workforce Development Manager

Who is Georgia Power?• Largest Operating Company within Southern Company

• Employees: More than 10,400 across Georgia* (including Nuclear in Georgia)

• Customers: 2.4 million in all but four counties

• Sales Revenue: $8.8 billion

• Transmission and Distribution Lines:

– Transmission: > 12,500 miles

– Distribution: > 72,000 miles

• Generation: Coal, Nuclear, Gas, Hydro, Renewables represent approx. 16,000 mw of

capacity

• Rates below the national average. Top quartile among peer utilities in customer

satisfaction

Preparing For The Future Is Critical

Desired OutcomeAttract a workforce with the

necessary skill sets to meet the needs of the business today and tomorrow.

All Hands Are On Deck…Engagement• Georgia Power WFP Chair is a member of the Management Council• Each functional organization is represented and committee meets

quarterly

Expectations• All members serve a minimum of two years with exception of

Workforce Development, Training and Human resources• Committee identifies workforce risk profile• Provides a data exercise which identified 4 commonly recruited for

external hires – Forecasted attrition, workforce availability and gaps

Risk Profiles Tell A Compelling Story

Each organization evaluates their current entry level key jobs and pipeline programs to alignment:–Align organization Workforce Planning and DevelopmentoTechnical College Pipeline ProgramsoLineman Development ProgramsoEngineering Co-op/InternshipsoNumber of students in pipeline programs

Distribution Makes Strides To Address Workforce Issues

Distribution WPC Efforts Show Positive Outcomes

Focus on Engineering Coordinates and manages engineering vacancies and succession planning

Focus on Skilled LaborAssess statewide line section workforce needs and recommends hiring and placement activity, volume and frequency

The Desired Outcome… Retain – Develop - Attract

What Does Success Look Like?

• Partnerships are key, both internal and external• Commitment on time and resources is critical• Everything must be linked, especially budgeting

and hiring• Support and Vision from executive management is

imperative!!

Questions?Debra Howell

Workforce Development Manager770-808-3126

[email protected]/in-your-community/cool-jobs/home