Today´s aging workforce — Who will fill their shoes?

Electric utilities depend on the knowledge and expertise of the power industry workforce to support the national electric power system. This paper examines the potential shortage of this needed expertise that, if not addressed, could have catastrophic effects on the industry and society. Studies show that the number of engineering graduates and skilled workers entering the workforce may not meet the imminent number of retirements. The soon-to-retire Baby Boomer Generation holds a wealth of knowledge and experience necessary to support current electric power systems. This presents a challenge to find replacements and transfer expertise accordingly. Today, as an industry, we are challenged to find qualified personnel who understand the design, operation, and maintenance of electric power systems. With smart grid and green power initiatives getting traction, even more demands are being created for personnel equipped with these mixed and specialized skills to support the power system. The range of personnel discussed includes electrical line workers and engineers. Recent reports show enrollments in engineering programs are increasing, possibly because of new initiatives, such as renewable energy, green solutions, and smart grid. However, the number of students interested in electrical engineering is declining, which leads to the aforementioned shortage of expertise to meet the demands of the industry. Electrical engineering programs aimed at providing graduates to the power industry have declined over the past two decades, and many of the faculty have retired and have not been replaced. It is estimated that 40 percent of senior faculty will be eligible for retirement within the next five years, and 27 percent indicate they may retire. This paper discusses the state of the electric power industry workforce and plans to meet future labor requirements. The intent of this paper is not to present doom and gloom but to understand the current workforce predicament, discuss rec- - ommendations for the industry, and share positive examples of actions and existing programs to help address the problems we face. Examples from utilities and manufacturers include: (1) Programs presently being conducted by companies to interest students (K through 12 to postsecondary) in electrical engineering and provide real-life, hands-on experiences once in college. (2) Company internship, apprenticeship, and education programs that ensure employees are getting the training necessary to prepare for long-term workforce needs. (3) Recommendations on how to act now to understand and prepare for long-term workforce needs.