RMEL Electric Energy Issue 3 2012

spotlight on critical energy issues

THE ELECTRIC ENERGY WORKFORCE CONTINUUM Innovative Generation Training at CPS Energy 2013 RMEL Event Details

ISSUE 3 / 2012

www.RMEL.org

NV Energy’s Hoshin Workforce Redesign College Energy Program Gets Real NPPD’s Career Outreach Initiative

AMEC is a focused supplier of engineering, procurement, construction (EPC), environmental and project management services employing more than 29,000 people in 40 countries worldwide. With annual revenues of more than US$5.2 billion, AMEC designs, procures and constructs strategic and complex assets for its clients. AMEC provides these services to the Power, Nuclear, Transmission & Distribution, Renewables, and Bioprocess industries.

AMEC offers full service capabilities from initial planning to EPC and EPCM services to the power industry.

Fossil Air Quality Control Nuclear Geothermal Biomass Solar Wind Transmission & Substations ATLANTA

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SALT LAKE CITY

CHICAGO |

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770.810.9698 power2@amec.com DENVER

SAN DIEGO

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HOUSTON

SEATTLE

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TACOMA

MESA

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TEMPE

MINNEAPOLIS |

TUCSON

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OAKLAND |

TORONTO

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amec.com/power

PORTLAND |

VANCOUVER

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RENO |

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SACRAMENTO

SANTIAGO

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LONDON

is one of the leading industrial contractors serving today’s Power industry. With over 44,000 MW of installed capacity, TIC is differentiated by its direct-hire capabilities, financial strength and diverse project experience, including: EPC: Coal–fired units including

large utility boiler installations (in excess of 750 MW) IGCC: Integrated Gasification Combined Cycle for the Polk Power Station project CFB: Extensive Circulating Fluidized Bed boiler experience AQCS: Major scrubber, baghouse,

FGD, SCR and DCS installations and retrofits

Renewable Power experience includes: WIND: Over 1,000 US wind

turbine units HYDROELECTRIC: Powerhouse

structure and turbines, major penstock installations and water distribution systems GEOTHERMAL: Nearly every major geothermal project in the US, including its first EPC and first global projects SOLAR: Large scale solar

installations, nitrate salt technology, water/steam receivers and oil/rock thermal storage systems

TIC is a complete Power contractor.

STEAMBOAT SPRINGS OFFICE

PO Box 774848 Steamboat Springs CO 80477 2211 Elk River Road Steamboat Springs CO 80487 970-879-2561 fax 970-879-5052

contents

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Features 09 Plan a Successful 2013 with RMEL Sections and Events 18 Using Hoshin Planning to Redesign a Workforce

By Peter Steinbrenner, Manager, Plant Engineering & Tech Services, NV Energy and Lisa Boisvert, Founder and Principal Consultant, Business Centered Learning, LLC

26 Enthusiastic Students Attend 2012 Spring Conference John Pierce, Program Chair of the Energy Generation Operations Program at SCC

30 Building Our Future Workforce One Classroom at a Time

By Steve Hollinrake, Workforce Development Team Leader, Nebraska Public Power District

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34 Since When Did Being Needy Become a Good Thing?

Transforming Into a NeedsBased Training Organization

By Chuck Francis, Manager, Employee Development, CPS Energy

40 Signature Events Headed to Colorado and Arizona in 2013

Departments

06 Board of Directors 44 RMEL Membership Listings 48 2013 Calendar of Events 50 Index to Advertisers

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Power

Designing and Building Success.

Solar Power Oil & Gas Metals and Mining Refining

Lauren Engineers & Constructors

Petrochemicals

is a Top 400 EPC contractor serving the Heavy Industrial Sector. We maintain offices across North America and India staffed with dedicated engineering and construction professionals who have the experience to effectively manage complex projects. From fast-track shutdowns to $500 million greenfield power plants, Lauren has the project experience, talent and resources to help our clients achieve project success.

Abilene, TX Houston, TX Irving, TX Knoxville, TN Atlanta, GA Bynum, MT Calgary, AB Vancouver, BC Saskatoon, SK Mumbai, India

laurenec.com

rmel information

RMEL Board of Directors Officers

Directors

President Andy Ramirez El Paso Electric Company VP, Power Generation

Vice President, Education Tony Montoya Western Area Power Administration, COO

Doug Bennion PacifiCorp VP, Engineering Services & Capital Investment

President Elect Dan Schmidt Black & Veatch Corp.

VP, Energy

Vice President, Finance Stuart Wevik Black Hills Corporation VP, Utility Operations

Tim Brossart Xcel Energy VP, Construction Operations & Maintenance

Past President Kelly Harrison Westar Energy VP, Transmission

Vice President, Vital Issues Richard PeĂąa CPS Energy Sr. VP, Energy Development

Vice President, Membership Scott Fry Mycoff, Fry & Prouse LLC Managing Director

Vice President, Member Services Mike McInnes Tri-State Generation and Transmission Assn.

Sr. VP, Production

Tom Kent Nebraska Public Power District VP & COO

Larry Covillo Yampa Valley Electric Association, Inc. President

Cheryl Mele Austin Energy COO, Deputy General Manager Mike Morris Zachry Holdings, Inc. VP, Business Development, Engineering

Mike DeConcini UNS Energy Corporation Sr. VP, COO Jon Hansen Omaha Public Power District VP, Energy Production & Marketing Mike Hummel SRP Associate General Manager

Rest Easy.

Tammy McLeod Arizona Public Service VP & Chief Customer Officer

Jackie Sargent Platte River Power Authority General Manager Secretary Rick Putnicki RMEL Executive Director

www.RMEL.org Published Fall 2012 Published For: RMEL 6855 S. Havana St, Ste 430, Centennial, CO 80112 T: (303) 865-5544 F: (303) 865-5548 www.RMEL.org

Kathryn Hail editor (303) 865-5544 kathrynhail@rmel.org Electric Energy is the official magazine of RMEL. Published three times a year, the publication discusses critical issues in the electric energy industry. Subscribe to Electric Energy by contacting RMEL. Editorial content and feedback can also be directed to RMEL. Advertising in the magazine supports RMEL education programs and activities. For advertising opportunities, please contact Deborah Juris from HungryEye Media, LLC at (303) 883-4159.

P u b l i s h e d b y:

Westwood’s solutions support the siting, design, and construction of electric transmission and energy projects. With offices and professional registrations across the U.S., we are able to service projects almost anywhere.

Put your project in our hands. At the end of the day, you will rest easy.

www.hungryeyemedia.com 800.852.0857 Brendan Harrington president Deborah Juris publisher (303) 883-4159 deborah@hungryeyemedia.com

888-937-5150 westwoodps.com

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Lindsay Burke creative director / ad production

Carol Rolland copy editor clrolland@comcast.net

POWER Play

We’ve been on the cutting edge of the industry, planning, building and renewing America’s most critical industrial infrastructure for more than 85 years.

Our power history spans decades, and our services range from engineering to construction and from maintenance to full EPC. Whether it’s gas-fired, coal, AQCS, nuclear or renewable; when you face off, we won’t stand for a delay of game.

Zachry — bringing your project to full strength, with dedication and purpose.

w w w. z h i . c om ENGINEERING | CONSTRUC TION | NUCLEAR | INDUSTRIAL SERVICES

ENERGY www.hdrinc.com

A New Outlook on Diversity Adding renewables? We’re on top of new ideas to help you make sound decisions. HDR combines variable energy technologies with traditional forms. This means you can meet real-time demands while creating a diversified power portfolio. And since today’s challenges are multifaceted, our multidisciplined teams examine projects from every angle to help you find the most cost-effective solutions. By taking new approaches and building customized solutions, we’re doing what we do best to help you deliver.

E n E r g y UNDERSTOOD®

Sound decisions made through understanding the business, your risk, and technology. That’s energy understood.® Learn more at hdrinc.com/energy.

Plan a Successful 2013 with RMEL Sections and Events By hosting 30 events every year, RMEL has consistently offered valuable and practical educational programming for the diverse electric energy professionals who make up its membership. The value of RMEL is its membership. The companies and people who are part of this association develop association resources, so content is by members for members.

RMEL events are easily identifiable by sections that include Generation, Transmission, Distribution, Safety and Management. Each section features core events that repeat every year at the same time, so everyone can plan ahead. More information on each section along with preliminary details about 2013 events are listed in the following article.

The Generation Section is a community of industry professionals dedicated to sharing, networking and solutions of all issues related to energy production and supply in the utility industry, including planning and development. Topics covered include renewable generation.

Power Supply Planning and Projects Conference and Roundtable Core Event:

This conference addresses subjects related to fuel mix, fuel costs, fuel availability, renewables, fossil fuels, resource planning, plant siting, facility development, technologies and demand-side management along with regulatory and policy issues. The 2013 event is slated for March 7-8 in Denver, CO.

Core Event:

Plant Management Conference and Roundtable

Topics at this event cover construction, operations, maintenance, emissions, water quality, plant personnel, fuels, planning, security, safety and technologies.

Regulatory and policy issues, strategies and procedures that plant personnel can use to optimize operations and performance will also be covered. Attendees will learn about best practices to improve efficiencies, reduce costs and extend the life of their existing plants. The 2013 event will take place June 13-14.

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The Transmission Section is a community of industry professionals dedicated to sharing, networking and solutions of all issues related to planning, engineering, operating and maintaining transmission facilities in the utility industry, including substations.

2013 Elective:

Transmission Operations and Maintenance Conference

The Transmission Operations and Maintenance Conference will take place June 27 in Denver, CO. This conference addresses subjects related to transmission operations and maintenance, such as NERC Facility Alert standardizing equipment, LiDAR, retention and training, vegetation management, birds, new technologies and asset management.

Core Event:

Transmission Planning and Operations Conference

This conference addresses subjects related to planning, permitting, design, construction, technologies, renewable integration and substations. It will also cover regulatory and policy issues. In 2013, this event will take place March 12-13 at the Denver Marriott South at Park Meadows in Denver, CO.

Core Event:

Renewable Planning and Operations Conference

Presentations at the Renewable Planning and Operations Conference will analyze planning, integration, operations and new technologies related to renewables. Presenters will also cover regulatory and policy issues. This event will take place October 17, 2013, at the Denver Marriott South at Park Meadows in Denver, CO.

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Register for 2013 Events Today at rmel.org

Power Engineers’ Peter Catchpole is a 30-year transmission-line trailblazer.

In Peter’s 20-year career with POWER, he has provided creative engineering solutions on projects that span from the traditional to some of the most difficult and interesting challenges in the world.

CONTACT PETER Tacoma Narrows crossing (6240 ft)

to discuss your everyday or not-so-everyday transmission needs. » 208-788-0497 » pcatchpole@powereng.com

Cable design and anchoring for Nick Wallenda’s high-wire walk over Niagara Falls

GET THE STORIES

Scan the code to get video links and articles that cover Peter’s extraordinary engineering feats, or visit Kildala Pass, British Columbia – transmission line catenary

powereng.com/peterpioneer2.

Energy

CollaboraTE. ConnECt. ComplETE. • • • • • • • • •

Feasibility Studies Siting & Permitting Power Plant Design Plant Upgrades & Retrofits Air Quality Control Services transmission & Distribution Substations & Switchyards Construction Management & Inspection Services owner’s Engineer

The Distribution Section is a community of industry professionals dedicated to sharing, networking and solutions of all issues related to planning, engineering, operating and maintaining distribution facilities in the utility industry, including distributed generation.

2013 Elective:

Workshop

Distribution engineers will have a unique opportunity to hear from a wide range of utilities during the Distribution Engineers Workshop February 7-8 in Denver, CO. Instructors will cover topics like system planning methodology, transmission design, transformer sizing, harmonics, interconnecting to distributed generation, new technologies and utility engineering through the eyes of a lineman.

Distribution Overhead and Underground Design and Staking Workshop 2013 Elective:

R

Global Engineering Service Provider Energy. Environmental. Transportation. Water.

www.stanleyconsultants.com 800.878.6806

The Distribution Overhead and Underground Design and Staking Workshop will take place April 10-12. This workshop will provide students with an overview of the tools, techniques and practices associated with the design of safe, reliable overhead and underground distribution systems. A review of electrical design formulas and the National Electric Safety Code will be included. The course will cover single- and three-phase residential and commercial design practices, including subdivisions and large commercial developments with complex loop schemes. The course concludes with an overview of essential system protection practices for designers and technicians.

2013 Elective:

Conference

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Construction • Industrial • Utility

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Distribution Engineers

Distribution Automation

The Distribution Automation Conference is slated for October 3 in Denver, CO. Attendees will hear from utilities that have successful distribution automation programs in place and from the companies developing the next generation of intelligent technologies. Best practices will be discussed as well as some of the benefits and costs utilities can expect from various distribution automation technologies.

Distribution Overhead and Underground Operations and Maintenance Conference Core Event:

Presenters at this event will discuss both overhead and underground distribution systems, distribution operations and maintenance topics, and substations topics. Planning may be touched on, but is not the focus of the conference. Regulatory and policy issues will also be discussed but are not the focus.

In 2013, the event will take place March 14-15 at the Denver Marriott South at Park Meadows in Denver, CO.

Power Generation Products ----------------------------------------------Environmental Control Solutions ----------------------------------------------After Market Services -----------------------------------------------

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* Hitachi offers the latest evolution in SCR NOx reduction catalyst. TRAC速 has been developed to increase the oxidation of mercury with minimal chlorine levels and can be used on bituminous and sub-bituminous (PRB) fuels. * TRAC速 significantly reduces or even eliminates the need for other mercury mitigation technologies saving owners and operators money and resources. * The TRAC速 advantage is the triple benefit of reducing NOx, minimizing SO2 to SO3 conversion and enhancing the mercury oxidation capabilities at the same time.

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The Safety Section is a community of industry professionals dedicated to sharing, networking and solutions of all issues related to workplace safety at production, transmission and distribution, and management facilities in the utility industry.

Arc Flash Low Voltage and High Voltage Workshop 2013 Elective:

The 2013 Arc Flash Low Voltage and High Voltage Workshop will be held April 4-5 in Denver, CO. This two-day class takes you through the steps required to perform low voltage and high voltage arc flash hazard calculation studies. Attendees will perform in-depth calculations of incident energy, arcing current and arc flash protection boundaries based on the various methods of NFPA 70E and IEEE 1584. There will also be a demonstration of how to perform the study using a commercially available computer program. As a member of the IEEE 1584 Working Group “Guide for Performing Arc Flash Hazard Calculations,” author of the book Complete Guide to Arc Flash Calculation Studies and founder of ArcFlashForum.com, the presenter will provide some of his “insider” views about arc flash, his own research and testing as well as electrical safety practices.

OSHA Reporting, Workforce Regulations, FMLA Seminar 2013 Elective:

The OSHA Reporting, Workforce Regulations, FMLA Seminar will be held October 10, 2013, in Denver, CO. This event will help utilities understand the employer’s responsibility when it comes to OSHA reporting, workforce regulations and FMLA. Topics will include the difference between OSHA reporting and workers’ compensation.

Core Event:

We couldn’t have done it without you.

A century of providing quality electric utility construction • overhead and underground distribution • transmission • substations • emergency restoration • renewable energy

www.sturgeonelectric.com

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Health and Safety Conference

One of the most critical areas of focus for every utility is safety.

Safety concerns impact every area of the business. The increase in threats to the industry, its people, assets and infrastructure has expanded safety concerns to those focused on security and health.

The conference will include broad safety, security and health initiatives and programs, and take that focus throughout the organization to include discussions about personal efforts to stay safe.

Topics will include health issues, personal security and industrial hygiene, and will also will cover regulatory and policy issues. In 2013, the event will take place April 23-24 at the Denver Marriott South at Park Meadows in Denver, CO.

Safety Roundtables — February, April, August and November Core Event:

Safety Roundtables are an opportunity to discuss corporate safety issues in the electric utility industry, issues for operations and craft safety, and other electric energy safety issues. Each participant can pose questions and share information. All attendees are encouraged to bring issues for discussion and materials for sharing. 2013 Safety Roundtables will take place February 22 in Denver, CO; April 24 at the Denver Marriott South in Park Meadows in Denver, CO; August 30 at Platte River Power Authority in Fort Collins, CO; and November 15 at Tri-State Generation & Transmission Assn in Westminster, CO.

NEBRASKA

Energy Generation Operations Program

First Program Graduates Land High-Paying Jobs!

13 students graduated June 8, 2012 As of Aug. 20, 11 had jobs as operators Average starting wage: $25/hr., with a top of $32.68/hr.

One Nebraska nuclear plant had 140+ applicants for 8 operator openings. SCC grads filled 4 of those positions. q Key skills you’ll learn: mechanical & fluid fundamentals, electrical fundamentals, refrigeration, physics, and more! q q q q

Focus areas: Biofuels, Fossil Fuels, Nuclear, Wind Milford Campus and Online. Call 800-933-7223 ext. 8394 or jpierce@southeast.edu

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The Management Section is a community of industry professionals dedicated to sharing, networking and solving all issues related to the management of assets, planning, operations and workforce of the utility industry, including corporatewide critical issues and topics that affect different management levels. Discussion may be technical but in general maintains perspective from a higher management level.

This section includes demand-side management, energy efficiency and sustainability. This section also incorporates miscellaneous industry areas and fringe topics not covered in other sections.

Spring Management, Engineering and Operations Conference Core Event:

The Introduction to the Electric Utility Workshop is set for January 17, 2013, in Denver, CO. This course is designed to acquaint nontechnical utility employees with the basics of their industry, from the generation to the distribution of electricity. The workshop will focus on five areas: an overview to electricity and electrical power systems, information about conventional production methods, alternative technologies, transmission and distribution systems, and customer service. The course places emphasis on understanding various words, terms and phrases unique to the electric power industry. Participants will gain a clear insight into how electricity works for the end-use customer.

The Spring Management, Engineering and Operations Conference has been a tradition since RMEL’s early beginnings. Known for providing outstanding continuing education and networking opportunities, this conference is a must-attend event for engineering, operations and management personnel in the electric energy industry. With 30 presentations, this conference covers issues in generation, transmission, distribution, safety, customer service, human resources and other management topics. The timely topics and breakout structure of the conference allow attendees to customize their education experience to focus on presentations and resources that address their needs. Ample time is also provided to network with industry peers and visit with exhibitors. Maximize your time and training budget with this value-priced and content-rich event. Continuing education certificates are provided for the sessions attended.

The 2013 Spring Management, Engineering and Operations Conference is set for May 19-21 at the Vail Marriott Resort & Spa in Vail, CO.

2013 Elective:

Electric Utility Workforce Management Roundtable

Fall Executive Leadership and Management Convention

The Electric Utility Workforce Management Roundtable will take place March 28, 2013, in Denver, CO. Workforce issues continue to be a challenge to the utility industry today, and it doesn’t look like they are going away anytime soon. Predictions that much of the industry’s talent and

The RMEL Fall Executive Leadership and Management Convention started in October 1903. Since that first meeting, the Fall Convention has grown and evolved into one of the industry’s leading events for senior management.

The Convention provides a relaxed forum for networking with your peers and colleagues to find and share solutions to the critical issues that keep you up at night. The primary focus of the Convention is the educational presentations. Utility executives offer their insight and thoughts on a variety of issues, trends, challenges and the direction they are leading their companies. Speakers are primarily CEOs, senior executives and other top leaders from inside the industry discussing the issues that matter most to you.

Find significant value in the two-day streamlined format. Make the connections you need and learn from education presentations that will benefit you and your company. The 2013 Fall Convention will take place September 8-10 at the Ritz-Carlton, Dove Mountain in Marana, AZ.

Introduction to the Electric Utility Workshop 2013 Elective:

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experience will be eligible to retire within the next five years are not myths but realities. At the same time, the pool of young talent coming into the industry may not be sufficient to replace this aging workforce. Is there light at the end of the tunnel? These presentations will look at programs and strategies that are under way to deal with this issue.

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Core Event:

Continue Discussing Issues in Your Section on Facebook, LinkedIn and Twitter RMEL’s trusted network is now accessible on Facebook, LinkedIn and Twitter. Join us by visiting www.RMEL.org and clicking the social network logos on the top right of the page.

Join RMEL’s social networks to: iscuss industry news and trends with your peers.

D Connect with RMEL members with similar interests.

Stay updated on the latest industry and RMEL news.

Find news and pictures from recent RMEL events.

Take an In-Depth Look at Section Benefits

network with RMEL contacts throughout the year — whether you are at an RMEL event, your desk or in the field.

Core Events Core events in each section are scheduled for the same time every year so you can plan ahead. At least one signature event has been established for each section, and section participants can quickly and easily identify with their events. Topics at core events evolve to stay relevant and ahead of electric energy industry trends.

Electives

RMEL has services and content focused on utilities’ top priorities that participants can attend year after year. The core events, electives, RMEL Course Catalog and roundtable events bring a fresh perspective to the RMEL educational experience in each section.

From year to year, RMEL will offer new events in each section to cover the latest technologies, evolving trends and critical issues that aren’t covered at core events. These events will zero in on your top priorities at any given time and may not repeat from year to year. Electives can take the form of an RMEL conference, workshop or roundtable.

Roundtables

Course Catalog

These forums allow you to meet in a setting that focuses on trust and peer-to-peer sharing. RMEL roundtables serve as a catalyst for future program development. By increasing your participation in discussion forums and enhancing roundtables, you can maximize the potential of the RMEL community and

Bring an RMEL workshop to your location or region. Refer to the course catalog for your section to choose a course from a listing of successful RMEL events, which will be taught by an instructor RMEL has worked with in the past. These are not scheduled events and are specifically designed to custom-fit your needs and timetable.

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By Peter Steinbrenner, Manager, Plant Engineering & Tech Services, NV Energy and Lisa Boisvert, Founder and Principal Consultant, Business Centered Learning, LLC

Using Hoshin Planning to Redesign a Workforce

Why Hoshin Planning for NV Energy?

Hoshin Planning Phases

What’s a ‘HOSHIN?’ The three characteristics of a hoshin are that it involves a fundamental change in the systems of the organization; requires the involvement of the entire organization to achieve; and when accomplished, will bring the organization to its next level of performance.

Select the Breakthrough In the 1950s, the hoshin planning process emerged in Japan as a means to focus an organization’s quality Align & Deploy the Plan improvement efforts on strategically critical systems and processes. Since TODAY Implement the Plan then the method has been applied successfully by leading organizations in many industries around the WHY Workforce Review the Plan world. Las Vegas-based NV Energy REDESIGN? embraced this method for strategic In August of 2009, Geraghty and figure 1 level improvement. his leadership team identified the Source: 2010 www.bclearning.com NV Energy’s Vice President for elements of a five- to 10-year vision Generation, Kevin Geraghty, says for NVE Generation. Eleven elements “In today’s environment, it is more important than ever emerged as essential for success. Figure 2 shows the result of to drive for ‘accomplishment,’ not just ‘effort’. Teams are a tool the team used to determine which of those 11 elements executing at a frantic pace. With hoshin planning, they are were driving change in the system and which were more doing that work together in a structured and reliable way.” likely to be outcomes of doing the drivers well.

In a context of almost daily changes in the economics, The leadership team does not necessarily repeat this initial politics, and technology associated with generating power, planning work each year. Rather, the team will be informed the hoshin planning disciplined process of review allows by the vision they created for as long as the environment and for mid-course changes, without losing the focus on the conditions remain more or less steady. Generation selected five- to 10-year objectives.

‘Improve Daily Planning and Scheduling of Work” as its first-year hoshin. This was simplified to ‘Work Management’ as part of a plan for communicating with all employees. The NVE’s Hoshin Planning Process following year, workforce redesign was chosen as the priority Under the leadership of Geraghty, his team’s hoshin-style for Generation’s hoshin planning efforts. strategic planning process (see Figure 1) parted from standard As can be seen in Figure 2, ‘Retooling the Staff to strategic planning in four important ways: Respond to Changes” was initially seen as more of an the selection each year of only one top priority outcome of doing other work well, rather than as a driver. the involvement of all levels and areas of the organization Through the implementation of ‘Work Management,’ this the use of planning and process improvement tools thinking evolved. The leadership team began to see the ways to engage a large number of people in creating and in which they could proactively redesign the workforce to reviewing the plan match the work management systems they were putting in t he discipline of the review meetings.

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generation vision elements

Excel at Financial Planning and Reporting

I=4 0=5

Improved Daily Planning and Scheduling of Work

I=2 0=6

I=6 0=3

Retooled Staff to Respond to Changes

Use Process Improvement throughout Generation

I=1 0=7

I=9 0=0

Reduced Costs

Manage Outages

I=4 0=5

Added New Alternatives for Generating Power

Reduced Safety Issues

I=5 0=1

I=2 0=5

I=2 0=2

Respond Successfully to Changes in Environmental Regulations

I=1 0=9

figure 2

Improved Use of Information Technology

Driver

Improved Plant Availability

I=8 0=1

outcome Source: 2010 | www.bclearning.com

place to meet operational needs.

As a hoshin, this priority was named ‘Workforce 2020.”

A word about the tools from Kevin Geraghty, ‘How do you get 8-10 High-Potentials to come to consensus? These tools provide a vehicle for including large numbers of people and a visual map for getting consensus on what to do first.’

WORKFORCE 2020 The Hoshin Workforce 2020 project is the basis for current workforce planning within the Generation Department of NV Energy. Nearly one-quarter of the employees inside Generation have been involved with developing the design. The design has

One of the most significant benefits to involving HR in this project has been the opportunity to share and transfer knowledge between operational and HR subject matter experts.

-Katrina Printup, HR Staff Consultant, NV Energy

fundamentally changed how we do business and impacts how we will do business in the future. Key breakthrough innovations developed by these employees include: A clear definition for Core Work A model that can be used to optimize and diversify staffing for each Generation location Use of competency based assessments for employee development and retention The mission for the Workforce 2020 project is to: Build well-trained, skilled, motivated and team-oriented employees Ensure employees will have the ability to successfully complete and lead tasks in many different capacities throughout the Generation department organization.

Involve many employees from several different levels in creating the workforce design.

The project involved identifying nine strategies for completing the work, and forming a team around each one. To be successful, it was necessary that these teams include members from departments external to Generation. These departments include: Human Resources, Supply Chain, Corporate Communications, Labor Relations and Energy Delivery. Each strategy was assigned a leader, who led the team in creating the next level of detailed plans.

The nine strategies are shown in Figure 3, the Annual Plan Table. w w w. r mel .o rg

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annual plan table: workforce design Strategies: 1.0 Define how Energy Supply will look in 2020 and 2030 (For example: Assets; Internal/External relationships) Outsiders = NVE, Customer, PUC, Senior Leaders, Legislators 2.0 Create a process for continuously reviewing and producing current and future competencies and staffing. Includes benchmarking best practices in staffing and compensation, make or buy criteria, define core versus non-core work, and produce an initial 2020 org chart and staffing plan.

3.0 Develop Service Level Agreements (SLA) with internal/external service providers.

4.0 Identify the process to create and review position requirements and duties that support the needs of the Generation fleet and result in flexible job descriptions for Workforce 2020.

5.0 Develop a multi-year, phased labor strategy for the 2020 workforce and align with contract negotiation schedule(s). (Strattegy should include labor philosophy and recommendations for labor management training) 6.0 Develop a standard fleet-wide process to manage external labor.

7.0 Develop a skills-based training plan for the Generation 2020 workforce (technology, job specific, hard skills).

(Includes certification/qualification process, training organization structure) (Include BU) 8.0 Create a two-way communication process to develop and implement the competencies. Create the “buzz”.

Gather employee input needed by strategy teams. Deliver leadership’s message (BU) 9.0 Identify emerging technologies and align technology strategy with 2030 Workforce figure 3

Strategy team 1.0 was assigned to define the likely asset strategy for NVE. This information became the foundation for the design. In addition, strategy team 2.0 used the asset strategy to develop a 2020 staffing design and a process for reviewing and updating that design annually.

Strategy teams met weekly in the first several months and then monthly. They applied the same tools the leadership team used to create the high level plan in creating their more detailed plans at the strategy level. A section of team 2.0’s Affinity Diagram is shown in Figure 4.

A few NV Energy departments outside Generation critically impact its performance. Strategy team 3.0 is responsible for developing service level agreements with these departments and a process for adding to and renewing these agreements.

Strategy team 4.0 is developing job descriptions and competency models for each position identified in the workforce design.

Strategy team 5.0’s Labor Relations team ensures that proper labor protocols are followed as this process evolves.

Since a portion of our labor is supplemented by outside contractors and contingent workers, strategy team 6.0 is developing a process for managing external labor needs.

To develop new positions with new job descriptions and competency requirements, a structured training program must be implemented, a task taken on by strategy team 7.0.

Technology is shaping how we work in our power plants.

We need to know how to take advantage of this new technology and prepare our workforce to use it. Strategy team 9.0 is working to identify emerging technologies that our workers can use to optimize their performance.

Strategy team 8.0 is focused exclusively on communication. To be successful NV Energy employees need to be engaged. Regular, honest and clear communication is an important tool to make this happen.

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Source: 2010 | www.bclearning.com

Key Success Factors: Involve all departments that interface with the hoshin Form cross-functional teams representing all plants and corporate support groups Involve the bargaining unit, first-line supervision, staff positions and managers/directors Communicate constantly Hoshin affinity diagram What are all the things we must consider in developing the Generation Organization Chart for 2020 Well integrated core competencies across the fleet Core/non-core

Define core verses non core work

Know the future core work for NV Energy employees

What would it take to change job descriptions

Get buy-in. Work with union on core and non-core work

What competencies must we build verses buy

Can we use OPL’s to oversee non-core work?

What competencies will be easy to contract

Corporate verses plant functionality

Know the future core competencies of NV energy employees

Understand variability of core work load across seasons.

Understand capabilities of employees who will be in workforce in 2020

What core work can be performed by shared workforce

If we can buy a competency is it core?

figure 4 Source: 2010 | www.bclearning.com

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annual plan table: workforce design Major Work Process

NVE Generation Position Current

Future

Core Work?

Employees Current

Future

1a. Operate Plant

CCO & LCCO

Generation Tech

Y

1b. Lead Plant Operators

Shift Supervisor

Plant Supervisor

Y

5

5

1c. Manage operations

Production Mgr.

Production Mgr

Y

3

3

Y

2

1

1d. Direct Plant

Regional Director

1e. Interface with Resource Optimzation

Production Mgr.

Plant Supervisor

Director

Y

1f. Interface with Balancing Authority

CCO & LCCO

Generation Tech

Y

2a. Maintain Plant, Heavy Mechanical

Contractor

Contracts Supv

N

2b. Maintain Plant, Light Mechanical

Generation Tech

Generation Tech

Y

2c. Maintain Plant, Heavy Electrical

Contractor

Contracts Supv

N

2d. Maintain Plant, Light Electrical

Production Tech

Generation Tech

Y

figure 5 Source: 2010 | www.bclearning.com

Key Assumptions Behind the Workforce Design The leadership had to agree on key assumptions that would drive the workforce design. One assumption is that Generation will concentrate on performing core work and will contract for noncore work. This led to the need to define the term “core work”.

Key Assumptions for the workforce design: S elf-perform core work, contract non-core work Hire and retain skilled craft workers and train them to perform operator tasks The workforce will be flexible and mobile Common worker classifications between plants exist • The design will optimize the use of emerging technology

Definition of Core Work Core work includes all the duties required for NVE Generation employees to produce electric power that cannot be obtained externally without increasing total long-term cost, reducing quality or degrading reliability.

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THE WORKFORCE DESIGN TOOL Working with the support of process development consultant, Bob Llewellyn, the design team created a tool to organize its work. Figure 5 shows a sample of this tool. Listed down the left side are work processes. The current position performing this work is listed in the second column. To identify who should do this work in the future, the team reviewed their current and future asset strategy for each work location and then determined the classification that would most effectively perform this work in the future, listing that in the third column.

The team reviewed each work process to determine if it should be considered core work. If ‘yes (Y),’ then the position will be staffed for the future. If ‘no (N),’ the work will likely be performed by external labor resources. Other departments within NV Energy perform work for Generation. This work was identified, and service level agreements are being developed for those that do not yet exist.

Use of this tool invited the conversations that led to significantly reducing the number of job classifications for the

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two field classifications business unit. This process ensured that classifications were common among all the plants. It also helped create the highlevel picture of responsibilities for each classification. This allowed for easier development of position descriptions.

Additional Craft Skills

TWO BARGAINING UNIT CLASSIFICATIONS One outcome of applying this tool was the determination that by 2020 plants will likely have two primary bargaining unit classifications: Generation Tech and Asset Technician Figure 6 shows the two classifications and their development paths. Both classifications will be hired with craft skills.

The Generation and Asset Technicians will ultimately receive similar training. However, their work emphasis will be different. The Generation Technician will prioritize operating the plant. For this employee, maintenance will be a secondary emphasis.

The Asset Technician will be trained in a similar manner, but the emphasis will be on maintenance. These technicians will receive training in additional maintenance fields and eventually will be trained to operate the balance of plant equipment.

IMPLEMENTATION CHALLENGES AND NEXT STEPS Geraghty says, “Don’t short change the change management work. Demonstrable leadership is the most critical tool to change culture - when leaders look at things differently, so do their teams.” To this end, the leadership team is revamping its means for maintaining two-way communication as the process of implementing the new workforce design continues.

Division-wide surveys, focus groups, and steady messages from executives are among the specific activities being added to the hoshin communication plan.

Secondary Growth

Generation Tech

2nd Craft Skill

Hired with Primary Craft Skill

Field Operator Skills

Asset Tech

Secondary Growth

Primary Growth

Primary Growth

Control Room Operator Skills

figure 6 Source: 2010 www.bclearning.com

Building time into already busy schedules has been a challenge for everyone involved in the hoshin planning process. Plant Director Alan Anderson’s comments may be representative of what most are feeling, “There is always another pressing need on the plate. Still, I feel this process is what really made our Generation Leadership Team come together and function well. I’m proud of that, and consider it a great opportunity and learning experience.”

An additional challenge has been the significant reduction in production from the coal facilities in the fleet, a result of low prices for natural gas. Maintaining the commitment to build a mobile and flexible workforce, while providing meaningful work for coal plant employees, has not been easy. It has pushed the Workforce Redesign team to be ready sooner, particularly related to the labor relations and training strategies.

NVE Generation has responded by freeing up one of its operational leaders from day-to-day work to lead the implementation full time. Geraghty emphasizes the need to, “assign a project lead early in the process.” A central leader, with the authority to enforce the schedule, is proving critical to NVE’s success at this effort.

In the fall of 2012, the Generation leadership team will revisit its original planning work of 2009 and use it to help choose the next element of the vision that will receive focused attention for the 20122014 period. Work on the first two annual hoshins will continue in a monitoring and review mode, until the change each was chosen to effect is complete.

There’s more at Merrick Merrick’s client-focused project delivery teams have served the energy industry since the firm’s founding in 1955. At the core of our services is an understanding of your business, operations, industry, and marketplace conditions. That understanding is combined with the expertise of the firm’s talented professionals to deliver vital solutions that work.

Peter Steinbrenner is the Plant Engineering and Technical Services Manager at NV Energy. He can be reached at psteinbrenner@nvenergy.com.

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Enthusiastic Students Attend 2012 Spring Conference

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John Pierce, Program Chair of the Energy Generation Operations Program at SCC

he 2012 Spring Management, Engineer and Operations Conference in Omaha was well attended, including a contingent of students from Southeast Community College’s new Associate of Applied Science degree program, Energy Generation Operations. Thirteen students graduated June 8, 2012, from the Milford, NE, campus of SCC.

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Of these 13, four have been employed in a nuclear power plant as non-licensed operators, three have gone to work as operators in bio-fuels manufacturing facilities, one has been employed at a natural gas distribution facility, two are working in coal plants, one is working at a combined-cycle plant and the others are in various stages of negotiations with multiple potential employers.

This new program began in January 2011 in direct response to the labor needs of the utility sector. As we all know, the aging workforce is already starting to exhibit certain labor challenges in this business. As one of our nation’s most critical pieces of infrastructure, running short on manpower for running utility plants is simply not an option. Therefore, the utility industry has chosen to take a proactive position and is partnering with colleges around the country to replace retirees before they take their embedded knowledge with them. This transfer of knowledge is critical to keeping utility plants and services running with their embedded knowledge base intact.

SCC originally partnered with Nebraska Public Power District’s Cooper Nuclear Station to create the local Nuclear Uniform Curriculum Program partnership, which is a set of tasks and competencies that are provided by the Institute of Nuclear Power Operators and the Nuclear Energy Institute to ensure consistent training and education for incoming non-licensed operators for the nation’s 104 nuclear plants.

As curriculum and the program were being developed to ensure compliance with the NUCP requirements, it became clear to SCC’s curriculum developers that the skills, knowledge, behaviors, and attitudes necessary to be successful at a nuclear plant were nearly identical to those required of operators in fossil-fueled facilities, bio-fuel plants and wind turbine projects. Other industries also require similar skill sets. Some of these industries include refineries, breweries, pulp and paper mills, water and wastewater treatment plants, fertilizer manufacturers, food and pharmaceutical manufacturers, and many others.

As SCC designed and built this program, it became clear that since numerous energy-related industries and utilities required very similar skills and knowledge, this program should be one that requires all students to take a common core of curriculum, and then branch off into focuses which require certain specialty courses. Therefore, the first five

quarters of study include common topics such as physics, safety, mechanical and fluid fundamentals, technical diagrams, electrical and refrigeration fundamentals, SCADA systems, process dynamics, emission controls, motor controls, switchgear, instrumentation, process dynamics, boilers, steam turbines and many other related items. The sixth and final quarter provides focus training in one of four areas: nuclear; biofuels; wind; or fossil fuels (coal, natural gas turbines or combined cycle). Additional focuses will be relatively easy to add as the need for skilled operators becomes apparent. Some possible future focuses may include solar, fuel cells, geothermal, and others.

Students conduct many hands-on lab exercises throughout the program. We also go on many field trips to utilities, ethanol plants and fertilizer manufacturing plants; and benefit from the experiences of many industry guest speakers who visit classrooms. An internship course is included in the program so that students can spend quality time in three different facilities of their choice prior to selecting their focus.

SCC, in compliance with state and national education guidelines, also includes basic general education courses in each program. These courses are from the areas of speech, English, science, math, and humanities. These courses, in concert with the technical program courses, provide a well-rounded education that will serve our students and their employers with responsible operators who will be very promotable and an asset to their companies.

SCC operates on the quarter system, which makes more practical use of the facilities and staff by conducting more classes each year than a semester system. Also, students can graduate with a two-year degree in 18 months. Therefore, employers have more students to choose from each year.

Of the 786 U.S. community colleges on the list, SCC ranks No. 8 in student success rate by CNNMoney. SCC also was ranked No. 1 in the nation in the number of precision

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production graduates by Community College Week for eight consecutive years. Precision production programs are computer aided design drafting, machine tool technology and manufacturing engineering technology.

SCC is one of the few colleges in the world that adheres to strict quality assurance practices using the Developing A Curriculum methodology (DACUM). Using DACUM’s toolkit, every program of study at SCC goes through a grueling test of its curriculum every five years to ensure that it is teaching current technology and procedures and eliminating outdated curriculum. This DACUM system was used to

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help develop the Energy Generation Operations program. Several SCC staff members are volunteer DACUM facilitators, and one staff member is a certified DACUM facilitator trainer. There are only about 25 such certified trainers in the world. Ohio State University is the repository for the DACUM methodology as well as the certifying body for this quality assurance and curriculum development process.

In addition to the Energy Generation Operations program at SCC, several other programs have been supplying highly-trained workers to the utility industry for decades. These programs include Electronic Systems Technology (Instrumentation & Control Techs), Electrical and Electromechanical, Welding, Non-Destructive Testing, Machine Tool, HVAC, Diesel, Business Administration and others.

Students in the Energy Generation Operations program come from diverse backgrounds.

Approximately 10 percent of program students are female and 90 percent are male, and students range in age from early high school graduates to 50+ years.

Several SCC students already have bachelor’s and master’s degrees in other fields of study.

Quotes from students regarding the new program at Southeast Community College: “I was so impressed with the quality of this college (SCC) and especially the Energy Generation Operations program. I could not have landed the job I did without the outstanding support of the staff there.”

“Thank you so much for putting together such a high-quality program. Without this education I could never have gotten where I am today.”

“This is an outstanding program!”

Quotes from students regarding the Spring 2012 RMEL Conference in Omaha: “The first things I noticed were the nice locale and the number of people attending. If what I witnessed is typical of these gatherings, the organizers of these events should be preparing themselves for many more recordattendance conferences.”

“One theme that kept presenting itself was the quality of the people at the helm of some of the largest private and public power districts, and their professionalism. The opening speaker started with an introduction and a safety brief. Even when we convene for meetings, we have a safety briefing. What a fitting tribute to how much safety has become second nature to us and a part of our industry. “ “The wide range of topics at this conference held my interest. I heard an incredible insight to, and rebuttal of, the issue of the carbon footprint and global warming effects of emissions from coal-fired generating stations. I heard of the real-world effects of the attempted EPA new standards for coal plant emissions. To top it all off, I learned of the new modular design for nuclear reactors. Fascinating!”

“Anyone enthusiastic about the power industry should consider attending an RMEL conference.”

In conclusion, the Energy Generation Operations program at SCC in Milford, Neb., has begun with great support from our utility partners, including NPPD, Omaha Public Power District, Lincoln Electric System, numerous biofuels facilities, fertilizer manufacturers, the University of Nebraska, NEI, AWEA, and other organizations. It is clear that there is a strong need for qualified, well-trained operators

in the utility and process industries now and for the foreseeable future. SCC is prepared to supply those operators with a high degree of confidence in their skills and practical knowledge.

John Pierce is the Program Chair of the Energy Generation Operations Program at Southeast Community College. He has been teaching electronics at SCC since 1996.

Prior to that worked in the electronics industry for 21 years. John can be reached at jpierce@southeast.edu.

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Building Our Future Workforce One Classroom at a Time

By Steve Hollinrake, Workforce Development Team Leader, Nebraska Public Power District

W

ith approximately 25 percent

of its current workforce 55 years or older, and statistics indicating decreasing numbers of Nebraska students interested in Science, Technology, Engineering, and Math (STEM) careers, Nebraska’s largest electric utility has launched a careers outreach initiative to address its future workforce

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requirements. The program supports STEM, makes students aware of Nebraska careers, and promotes the utility as an employer of choice.

The Nebraska Public Power District (NPPD) has been formally recognized by the Nebraska Department of Education each of the last two years as an Outstanding Business and Industry Partner for its work in these areas.

Now in its fourth year, NPPD’s careers outreach program has blossomed, taking the utility’s long standing relationship with Nebraska schools to another level. The utility’s focus has expanded from promoting electrical safety within schools to putting subject matter experts in front of the students, bringing the science of electricity to life through hands-on projects and lessons based on real life applications, and championing career education.»

Getting Started Beginning as the first corporate sponsor for NebraskaCareerConnections.com was one catalyst NPPD used to start enhancing student and teacher awareness of electric utility careers in Nebraska. The Career Connections website is coordinated by the Nebraska Department of Education and is free for Nebraska schools and students to use in career exploration and planning. On the site, students may assess their career interest, view videos of careers in a multitude of industries, view information about Nebraska businesses and industry, create individualized career plans, and receive applicable career-related messages from site sponsors. As a sponsor, NPPD’s logo appears on every page of the site with a hot link to information about the utility and to NPPD’s own homepage. The web resource has proven effective in the five years it has existed with approximately 95 percent of Nebraska’s public schools currently using the service for their career education programs.

NPPD is also giving grade-appropriate career presentations in classNPPD’s energy education outreach programs provide hands-on learning experiences for students room settings for students from sixth through 12th grade. In order to make a web site NPPD designed specifically teachers and administrators receptive Partnerships Further for exploring professions offered by to NPPD’s request for time in their Possibilities the utility. The breadth classrooms, NPPD’s NPPD’s participation in a National of careers offered by full-time outreach Science Foundation grant-funded projNPPD tends to come as specialist has worked ect has also worked well to connect the a surprise to students to ensure the content utility with teachers and bring STEM and teachers alike. of classroom presentato life in the classroom. Project SHINE WE ARE WHERE YOU WANT TO BE...

Named in associations correlates with (Shaping Highly Integrated Nebraska tion with NPPD’s emNebraska Department Education) is spearheaded by the local ployment brand, “We of Education careers community college in Columbus, NE, Are Where You Want curriculum. Teachers NPPD’s corporate headquarters locaTo Be!” the utility’s and upper classmen tion. The program has just completed careers exploration who are refining their its third year bringing teachers together NPPD’s utility careers brochure website (BeNPPD.com) career search and are for a two-week summer workshop is full of information useful to also offers utility caready for more in-depth including two to three days on location students and teachers reer posters and other exploration, are also in business and industrial settings. career-related resources that can be provided copies of brochures develParticipating teachers see first-hand used by teachers in their classrooms. oped by NPPD and they are directed to how skills they teach are applied in AUGUST / 2012

NPPD MISSION

Safely generate and

deliver reliable, low cost, sustainable energy and provide outstanding customer service.

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N E B R A S K A

P U B L I C

P O W E R

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Power Drive Competition

the workplace. The teachers are then paired with subject matter experts from the host business who serve as ongoing resources for classroom and lesson planning purposes. Each participating teacher is required to develop a minimum of three lesson plans in the subject area based on the experience with the host business. The lesson plans are then made available on-line to all teachers throughout the state of Nebraska.

To date, NPPD has hosted 18 Project SHINE teachers and coordinated tours of its nuclear power plant for another 25 teachers in the program. Ninety five STEM-related lesson plans directly attributable to their on-site experience with NPPD have been developed and shared by Project SHINE teachers.

NPPD also has a strong presence providing STEM-related labs, hands-on activities, and lectures in classrooms throughout Nebraska. The utility employs two full-time energy education specialists for that purpose. The energy education programs are designed to help teachers meet academic standards and provide students that “spark” of interest in energy-related careers. NPPD contacted more than 11,000 students and approximately 300 teachers during the 2011-2012 school year alone.

Two additional ways NPPD works to promote STEM in schools is through its sponsorship and coordination of Power Drive and VEX Robotics programs.

The Power Drive program began in 1998 and is co-sponsored by NPPD and the Omaha Public Power District (OPPD). Participating schools receive starter kits from which students design and compete with battery-operated cars. Competitions for duration, design and speed are held at multiple locations throughout the state of Nebraska. Sixty

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cars representing a total of 47 schools participated in competition this year.

Through the Power Drive program, students learn practical applications of math and science; as well as design, engineering, construction, electrical and mechanical skills. Working as a team and developing problem-solving skills are also benefits of the program.

NPPD is also now entering its fourth year of promoting and sponsoring the VEX Robotics program as another way to bring STEM to life for students. Participating schools receive kits from which students design and compete with robots they program or control manually to score points during tournaments. The utility provides employee mentors from substation, line and engineering groups to help the teams learn the technical skills required for the program. Teamwork, problem solving, critical thinking, and troubleshooting skills also rank high as positive outcomes from the program. VEX Robotics teams may compete on local, state, national, and world competition levels.

added to the Energy Career Academy in the future. NPPD believes strongly that this program will assist in grooming the future workforce for its nuclear plant in that same part of the state.

The Energy Generation Operations Program was a joint effort between NPPD, OPPD and the Lincoln Electric System working with Southeast Community College to address hard to fill positions on a local basis. During this 18-month program, students begin with core curriculum and then move to specialization in a nuclear, biofuels, wind or fossil fuels area. The first graduating class in this program received their Associate of Applied Science degree this past spring.

School Programs and Classes The newest additions to NPPD’s toolbox of outreach programs are Nebraska’s first high school Energy Career Academy, and a new Energy Generation Operations Program at Southeast Community College in Milford, NE. VEX robot during tournament competition This past year, NPPD and Patience will be a key factor while OPPD partnered with the Educational NPPD waits for the students touched Service Unit in southeast Nebraska to by these career outreach programs to launch Nebraska’s first high school Enerenter the workplace. However, the utilgy Career Academy. Students from seven ity is confident it has established a solid high schools are eligible to participate in framework to build its future workforce the program. Participating students take one classroom at a time. an introduction to energy careers class, a related math class and a final dualcredit introduction class at Southeast Steve Hollinrake is the Workforce Community College in Milford, NE. An Development Team Leader at Nebraska additional class on renewable energy is Public Power District. He can be reached currently being developed and will be at sjholli@nppd.com.

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Since When Did Being Needy Become a Good Thing?

Transforming Into a N e e d s - Based Training Organization

By Chuck Francis, Manager, Employee Development, CPS Energy

A wise person once told me that most training questions can be answered with this one phrase: “It depends upon their needs.” Sounds easy, right? I would ask him questions like, “What type of program should we create to reinforce training received?”

“What types of curriculum should we offer?” “Who is the best person to deliver this training?” “How can we get management support for this initiative?” “How can I improve the development and delivery skills of my trainers?” His answer was always the same, “It depends upon their needs.”

As frustrating as it was to constantly have my questions answered with that phrase, it continued to reinforce that the needs of the trainee must be at the heart of any training development or initiative. Just because we are the “trainers” doesn’t mean that we should have all the answers. With that phrase at the heart of CPS Energy’s Power Generation training philosophy, we have worked with trainers as well as fellow employees to create a successful model for our business unit.

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This article is a review of our approach to creating an effective training program that emphasizes skill development.

After all, development and enhancement of skills are the primary goals of a training department.

Foundations The foundation of our training program is based on a five-year automatic progression plan for both operations and maintenance crafts. Once an employee completes the progression plan, that person can take Journeyman/Control Room Operator (CRO) level courses and can participate in the initiatives outlined below.

Trainer and Curriculum Development The life of a technical trainer can be difficult. For example, an employee may have been a welder for 20 years and may be the foremost expert in all skills that pertain to this craft.

The next logical step for the employee may be training so he can disseminate all the information he has learned throughout his tenure. After joining the training team, this individual is immediately expected to assess trainee needs, develop curriculum, deliver that curriculum and then ensure that skills are transferred back to the workplace. In addition, he must do all of these things effectively. All the while, the new trainer is thinking, “I don’t even know how to use a computer!”

This scenario does not make much sense, but it’s something that happens all too often. The CPS Energy Power Generation Training Team has developed a solution that meets the needs of both trainers and stakeholders.

Train-the-Trainer. From the moment trainers join the team, they are immersed into training culture and terminology. All trainers complete a two-week program that educates them on adult learning, effective training delivery and our curriculum development process. We also provide monthly Lunch and Learns—informal presentations and discussions about a variety of topics.

Instructional Designers. The addition and utilization of Instructional Designers (ISDs) is one of the biggest changes in the way we conduct business. During all curriculum development, each trainer or subject matter expert (SME) works directly with an ISD. The ISD comes with expertise on developing engaging, interactive and relevant material, while the trainer or SME comes with the content expertise. We call this the perfect marriage.

Templates. To create a consistent format and presentation of our materials, we have developed templates for instructor guides, participant guides and field guides. These templates aid both the ISD and SME by ensuring that all required sections of these documents are completed. As a result of this process, our trainers are now developing the ability to work within these templates with little guidance from the ISD. 36

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Subject Matter Experts. Will our trainers always be the foremost experts on all skills that are required for their craft? The answer to that is NO! This is the beauty of having ISDs. When a training need has been established, one of the first questions we ask is “Who is considered the expert on this skill?” Once this SME is identified, we are able to quickly pair an ISD with him or her to develop the curriculum. This pairing requires support from our leadership to take that SME off the job for intermittent periods of time. But, if a need has been established, this is rarely a challenge.

Course Approvals. Throughout the development of the curriculum, we are constantly meeting with our leadership stakeholders to ensure we are meeting their needs.

These meetings create ownership of the product developed and ensure that leadership is continually aware of what their employees are learning.

After the Training Event Once the training is over, our job is finished and it’s time to send the trainees back to the plant. Wrong again! Training must be a continual process of stimulating, reinforcing and leveraging learning. Once the classroom portion is complete, our job is just getting started. Here is what our team has done to meet the needs of our workforce.

Skills Transfer Process. This initiative directly impacts all areas of our maintenance crafts. Once a class is complete, our trainers will observe the trainee performing the skill in an actual live plant environment. This process is beneficial for multiple reasons. First, we know that performing a skill in a safe, shop environment is not the same as performing it on a live unit. Thus, we are able to provide feedback and reinforcement in a true, stressful environment. Second, our trainers can determine if the material they are presenting is directly applicable to the tasks being performed on the job.

If an area for improvement is identified, we can make those adjustments to our curriculum.

Post-Course Assignment. This initiative directly impacts our operators. CPS Energy has many power plants, each different in their operations. Because of this, our training often focuses on fundamentals and principles, as opposed to plant specifics. We just don’t have the time or man power to create curriculum that is completely focused on each plant’s operations. As a result, one of the biggest pieces of feedback is to make training more “plant specific.” Working with key stakeholders, a process has been created to solve this problem. On-the-job aides have been developed for each course that all operators complete with a supervisor that is specific to each plant. Once an operator completes the course, they must also go back to the plant and complete the “Post Course Assignment” with their supervisor. This allows the participant to take the principles and fundamentals that were just learned and identify how they are directly applicable to their plant.

60 Years of Excellent Utility Education

Utility Executive Course

“The Utility Executive Course is an exceptional learning opportunity and an important tool in the development of our

Save June 10 - 27, 2013 for the 60th Annual Utility Executive Course!

emerging leaders.”

Michael Yackira President and Chief Executive Officer NV Energy

A Rich Network of Utility Leaders • Proven Track Record • Competency-Based Curriculum

Phone: Fax: E-mail: Website:

208.885.6265 208.885.5580 uiuec@uidaho.edu www.uiuec.org

• World-Class Faculty • Exceptional Network Building

Save June 25-27, 2013 for the 3rd annual UEC SUmmit

Trainers in the Field. We are fortunate to have a very nice training facility that is miles away from the nearest power plant. However, this also creates a challenge for our trainers. It’s easy to stay in our nice, air-conditioned training facility and get disconnected from what is actually happening at the plants. Because of this challenge, we have created goals that require each trainer to spend time at the plants. For example, we require our operations trainers to spend time on shift, as well as spend time on plant simulators. We have seen very positive results from these types of initiatives.

On-the-Job Training. Not all training is best suited to take place in a classroom with a trainer.

Some training is most effective when conducted on-thejob (OJT). Because of this, once a training need is established, we work with key stakeholders to determine the best platform for training to occur. If OJT is determined to be the best approach, we have established templates and processes for this development.

Final Thoughts

CP I

Construction with Pride and I ntegrity 5401 N. Peterson Rd Sedalia, CO 80135

303 - 660 -3784 38

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One of the easy things about training and development is that we don’t have to be creative in our solutions. If we are asking the right questions and listening to our employees, they will tell us exactly what they need. A training organization that thinks it can prescribe solutions without assessing needs is a training organization destined to fail.

Being a “needs-based” training organization is at the heart of everything we do within CPS Energy’s Power Generation Training Department. We don’t move forward on any training initiative until a clear need has been established, along with a way to measure the effectiveness of the developed solution. This approach has allowed our employees to be successful in their jobs and improve their skills.

Before I end this article, I have one final question: What is the one thing that you can immediately create to make your training program more successful? As a wise person once told me, “It depends upon their needs.”

Chuck Francis is the Manager, Employee Development, at CPS Energy. He can be reached at cbfrancis@cpsenergy.com.

Signature Events Headed to Colorado and Arizona in 2013

For more than 100 years, RMEL has offered two signature annual events with unique programming for utility and service company participants. These events move to different locations each year to ensure RMEL members in various locations can attend.

In 2013, the Fall Executive Leadership and Management Convention will be held in Marana, AZ, and the Spring Management, Engineering and Operations Conference will be held in Vail, CO. 40

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Call us today at: 800-451-4252

110th Annual

Executive Leadership and Management VAIL, CO

T

T

Programming for Electric Energy Strategy

Customizable Format Provides a Unique Educational Experience

he RMEL Fall Executive Leadership and Management Convention started in October of 1903. Since that first meeting, the Fall Convention has grown and evolved into one of the industry’s leading events for senior management. The Convention provides a relaxed forum for utility industry executives to network with peers and colleagues to find and share solutions to critical industry issues.

The 2013 Fall Executive Leadership and Management Convention will take place September 8-10, at the Ritz-Carlton, Dove Mountain in Marana, AZ. Visit www.RMEL.org to register.

The primary focus of the Convention is the educational presentations, which include a vision and forecasting trends for the future, current and future projects, lessons learned, technology, regulation, compliance, public policy, fuel strategies, workforce development and other topics selected by RMEL’s leaders.

Utility executives offer their insight and thoughts on a variety of issues, trends, challenges and the direction they are leading their companies. Speakers are primarily CEOs, senior executives and other top leaders from inside the industry discussing the issues that matter most, and attendees find significant value in the two-day streamlined format.

A Continued Focus for Utility Industry Executives The Fall Convention is a unique opportunity for industry leaders to meet and discuss issues of strategic importance to the future of their companies and the electric energy industry. The RMEL Fall Convention attracts over 300 senior-level utility managers and executives.

Find chief executives, company officers, vice presidents, general managers, decision makers and senior management of energy companies.

Attendees represent the many utility ownerships including IOU, G&T, municipalities, cooperative and government agencies. Key representatives from suppliers, engineering firms, construction and manufacturers round out the one of a kind diversity only found at RMEL. Participants have responsibilities spanning the industry including generation, transmission, distribution, safety, human resources, information technology, compliance, customer service and executive leadership. Whether it’s building or operating a power plant, planning or constructing transmission and distribution systems or leading the way in safe working practices, senior-level networking contacts will be here.

42

May 19-21, 2013

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he Spring Management, Engineering and Operations Conference has been a tradition since RMEL’s early beginnings. Known for providing outstanding continuing education and networking opportunities, this conference is a must attend event for engineering, operations and management personnel in the electric energy industry.

The 2013 Spring Management, Engineering and Operations Conference is slated for May 19-21st at the Vail Marriott Mountain Resort & Spa in Vail, CO. Register online at www.RMEL.org.

With 30 presentations, this conference covers issues in generation, transmission, distribution, safety, customer service, human resources and other management topics. The timely topics and breakout structure of the conference allows attendees to customize their education experience to focus on presentations and resources that address their needs.

Exhibition Features Latest Technologies and Services Ample time is also provided to network with industry peers and visit with exhibitors. Maximize your time and training budget with this value priced and content rich event. Continuing education certificates are provided for the sessions attended.

Diverse Networking Opportunities Abound The Spring Management, Engineering and Operations Conference attracts over 300 management, as well as engineering and operations personnel from the many electric energy companies and supplier and service companies that are members of RMEL. Utilities of all types of ownership participate including IOU, G&T, municipal, cooperative, and others.

Vendors of all types are valued participants in the conference and community dialogue to improve operations and enhance customer service. Companies from outside RMEL’s membership will also be in attendance. Anyone managing people or projects, engineering, planning or operating systems in the electric utility industry should attend this event.

Reliable Proven

Solutions from a provider you can trust.

Our brand is about relationships and providing reliable energy solutions — working collaboratively with clients to earn repeat business and delivering the level of quality expected from Black & Veatch. From concept to completion, fresh insight and endless global expertise are delivered on time and on budget for power generation, power delivery, and oil and gas solutions you can count on.

We’re building a world of difference. Together.

member listings

RMEL Member Companies 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54

44

ABB, Inc. ABCO Industrial Sales, Inc. ADA-ES, Inc. Alexander Publications Alstom Power Altec Industries, Inc. AMEC American Coal Council AREVA Solar Inc. Arizona Electric Power Cooperative, Inc. Arizona Public Service Arkansas River Power Authority Asplundh Tree Expert Co. Associated Electric Cooperative, Inc. ATCO Emissions Management Austin Energy AZCO INC. Babcock & Wilcox Company Babcock Power, Inc. Basin Electric Power Cooperative Bechtel Power Corporation Black & Veatch Corp.

Black Hills Corporation Black Hills Electric Cooperative Boilermakers Local #101 Boone Electric Cooperative Border States Electric Brand Energy & Infrastructure Services Brooks Manufacturing Company Burns & McDonnell Butler Public Power District C.I.Agent Solutions Carbon Power & Light, Inc. Casey Industrial, Inc. CBS Arc Safe Center Electric Light & Power System CH2M HILL Chimney Rock Public Power District City of Alliance Electric Department City of Aztec Electric Department City of Boulder City of Cody City of Farmington City of Fountain City of Gillette City of Imperial City of Yuma Co-Mo Electric Cooperative CoBank Colorado Energy Management, LLC Colorado Powerline, Inc. Colorado Public Utilities Commission Colorado Rural Electric Association Colorado Springs Utilities

e l ec t r i c e n e r g y | fa l l 2 0 12

55 Colorado State University 56 Commonwealth Associates, Inc. 57 Continental Divide Electric Cooperative 58 Core, Inc. 59 Corporate Risk Solutions, Inc. 60 County of Los Alamos Dept. of Public Utilities 61 CPS Energy 62 Delta Montrose Electric Assn.

63 DIS-TRAN Packaged Substations, LLC 64 Dowdy Recruiting LLC 65 E & T Equipment, LLC 66 E3 Consulting 67 El Paso Electric Company 68 El Paso Natural Gas Company 69 Electrical Consultants, Inc. 70 Electrical Reliability Services 71 Emerson Process Management 72 The Empire District Electric Company 73 Empire Electric Association, Inc. 74 Encompass Energy Services LLC 75 Energy & Resource Consulting Group, LLC 76 Energy Reps 77 Equal Electric, Inc. 78 ESC | engineering 79 Estes Park Light & Power Dept.

80 Exponential Engineering Company 81 Finley Engineering Company, Inc. 82 Foothills Energy Services Inc. 83 Fort Collins Utilities 84 Foster Wheeler 85 Fuel Tech, Inc. 86 Garden City Municipal Utilities 87 GE Energy 88 Genscape, Inc. 89 Glenwood Springs Electric System 90 Golder Associates, Inc. 91 Grand Island Utilities 92 Grand Valley Rural Power Lines, Inc. 93 Great Southwestern Construction, Inc. 94 Hamilton Associates, Inc. 95 Hamon Research - Cottrell 96 Harris Group, Inc. 97 Hartigan Power Equipment Company 98 HDR, Inc. 99 Heartland Consumers Power District 100 High Energy, Inc. (HEI) 101 High Plains Power, Inc. 102 Highline Electric Assn.

103 Hitachi Power Systems America, Ltd 104 Holy Cross Energy 105 Homer Electric Association, Inc. 106 Honeywell Process Solutions 107 Howard Electric Cooperative 108 Hubbell Power Systems

109 110 111 112 113 114 115 116 117 118 119 120 121 122 123 124 125 126 127 128 129 130 131 132 133 134 135 136 137 138 139 140 141 142 143 144 145 146 147 148 149 150 151 152 153 154 155 156 157 158 159 160 161 162

Hughes Brothers, Inc. IBEW, Local Union 111 IMCORP Independence Power & Light Intercounty Electric Coop Association Intermountain Rural Electric Assn.

Irby Irwin Industries, Inc. J.L. Hermon & Associates, Inc. Kansas City Board of Public Utilities KD Johnson, Inc. Kiewit Kit Carson Electric Cooperative Kleinfelder Klondyke Construction LLC KVA Supply Co. La Junta Municipal Utilities La Plata Electric Association, Inc. Lake Region Electric Coop Inc. Lamar Utilities Board Laminated Wood Systems, Inc. Lane-Scott Electric Cooperative, Inc. Lauren Engineers & Constructors LEADERSHIP A Business Imperative, Inc. Lewis Associates, Inc. Lincoln Electric System Llewellyn Consulting Longmont Power and Communications Loup River Public Power District Loveland Water & Power Luminate, LLC Marsulex Environmental Technologies Merrick & Company Missouri River Energy Services Mitsubishi Power Systems Americas, Inc. Morgan County Rural Electric Assn.

Mountain Parks Electric, Inc. Mountain States Utility Sales Mountain View Electric Assn.

Mycoff, Fry & Prouse LLC NAES Corp.

Navigant Navopache Electric Cooperative, Inc. Nebraska Public Power District NEI Electric Power Engineering, Inc. NMPP Energy Nooter/Eriksen, Inc. Norris Public Power District North Platte Light & Power Northeast Community College Northwest Rural Public Power District Novinda Corporation NV Energy O I C Outage

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Contact Karen today for a competitive bid on Motor Repair, Motor Sales and Field Service.

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member listings

163 Omaha Public Power District 164 Omnicon Technical Sales 165 On-Ramp Wireless 166 Osmose Utilities Services, Inc. 167 Otero County Electric Cooperative 168 PacifiCorp 169 Panhandle Rural Electric Membership Assn.

170 PAR Electrical Contractors, Inc. 171 PCS Mobile 172 Peak Power Engineering, Inc. 173 Peterson Co. 174 Pike Electric, LLC 175 Pine Valley Power, Inc. 176 Pioneer Electric Cooperative, Inc. 177 Pipefitters Local Union #208 178 Platte River Power Authority 179 PNM Resources 180 Poudre Valley Rural Electric Assn.

181 POWER Engineers, Inc. 182 Power Equipment Specialists, Inc. 183 Power Pole Inspections 184 Power Product Services 185 PowerQuip 186 Provo City Power 187 Quanta Services 188 Raton Public Service 189 REC Associates 190 Reliability Management Group (RMG) 191 Reliable Power Consultants, Inc. 192 Rkneal, Inc. 193 Rossi Group, LLC 194 S&C Electric Company 195 Sabre Tubular Structures 196 Safety One Inc. 197 SAIC 198 San Isabel Electric Assn.

199 San Luis Valley Rural Electric Cooperative 200 San Miguel Power Assn.

201 Sangre De Cristo Electric Assn.

202 Sargent & Lundy 203 Scientech 204 Sega Inc. 205 The Shaw Group 206 Siemens Energy Inc. 207 Sierra Electric Cooperative, Inc. 208 Sierra Southwest Cooperative Services, Inc. 209 SNC-Lavalin Constructors Inc. 210 Solomon Associates 211 South Central PPD 212 Southeast Colorado Power Assn.

213 Southeast Community College 214 Southern Pioneer Electric Company 215 Southwest Generation 216 Southwest Transmission Cooperative, Inc. 217 Southwestern Power Group II 218 Southwire Company 219 SPIDAWeb LLC

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220 Springfield Municipal Light & Power 221 SPX Cooling Technologies 222 SRP 223 Stanley Consultants, Inc. 224 STEAG Energy Services LLC 225 Storm Technologies Inc. 226 STRUCTURAL 227 Sturgeon Electric Co., Inc. 228 Sulphur Springs Valley Electric Cooperative 229 Sundt Construction 230 Sunflower Electric Power Corporation 231 T & R Electric Supply Co., Inc. 232 Technically Speaking, Inc. 233 TestAmerica 234 Thomas & Betts Steel Structures Division 235 TIC - The Industrial Company 236 Total-Western, Inc. 237 Towill, Inc. 238 Trachte, Inc. Buildings & Shelters 239 Trans American Power Products, Inc. 240 Trees Inc 241 Tri-State Generation and Transmission Assn.

242 Trimble 243 Trinidad Municipal Light & Power 244 U.S. Water Services 245 UC Synergetic 246 Ulteig Engineers, Inc. 247 United Power, Inc. 248 Universal Field Services Inc. 249 University of Colorado 250 University of Idaho Utility Executive Course College of Business and Economics

800.438.0790

251 UNS Energy Corporation 252 URS Energy & Construction Inc. 253 Utility Ethernet Forum 254 Utility Telecom Consulting Group, Inc. 255 Victaulic 256 Wagner Equipment Company 257 W채rtsil채 North America, Inc. 258 Waukesha Electric Systems, An SPX Company 259 Wazee Companies LLC 260 West Plains Engineering, Inc. 261 Westar Energy 262 Western Area Power Administration 263 Western Cultural Resource Management, Inc. (WCRM, Inc.) 264 Western Line Constructors Chapter, Inc. NECA 265 Western Nebraska Community College 266 Western United Electric Supply 267 Westwood Professional Services 268 Wheat Belt Public Power District 269 Wheatland Electric Cooperative 270 Wheatland Rural Electric Assn.

271 White River Electric Assn., Inc. 272 White River Valley Electric Cooperative 273 William W. Rutherford & Associates 274 WorleyParsons Group, Inc. 275 Wyrulec Company 276 Xcel Energy 277 Y-W Electric Association, Inc. 278 Yampa Valley Electric Association, Inc. 279 Zachry Holdings, Inc. Total Number of Members: 279

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rmel 2013 calendar

2013 Calendar of Events January 17, 2013

March 28, 2013

July 9, 2013

Introduction to the Electric Utility Workshop Denver, CO

Electric Utility Workforce Management Roundtable Denver, CO

RMEL Golf Tournament Westminster, CO

January 29, 2013

April 4-5, 2013

Utility Financing for Non-Financial Personnel Workshop Denver, CO

Arc Flash Low Voltage and High Voltage Workshop Denver, CO

February 7-8, 2013

Safety Roundtable - August 2013 Fort Collins, CO

September 8-10, 2013 Fall Executive Leadership and Management Convention Marana, AZ

Distribution Engineers Workshop Denver, CO

Distribution Overhead and Underground Design and Staking Workshop Tempe, AZ

February 22, 2013

April 23-24, 2013

Safety Roundtable - February 2013 Denver, CO

Health and Safety Conference Denver, CO

2014 Spring Management, Engineering and Operations Conference Planning Session Denver, CO

April 24, 2013

October 3, 2013

Safety Roundtable - April 2013 Denver, CO

Distribution Automation Conference Denver, CO

March 7-8, 2013 Power Supply Planning and Projects Conference Denver, CO

March 8, 2013 Generation Vital Issues Roundtable Denver, CO

March 12-13, 2013 Transmission Planning and Operations Conference Denver, CO

May 19-21, 2013 Spring Management, Engineering and Operations Conference Vail, CO

Renewable Planning and Operations Conference Denver, CO

June 14, 2013 June 27, 2013

Distribution Vital Issues Roundtable Denver, CO

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OSHA Reporting, Workforce Regulations, FMLA Seminar Denver, CO

October 17, 2013

Transmission Vital Issues Roundtable Denver, CO

March 15, 2013

October 10, 2013

Plant Management Conference Golden, CO

Plant Management Roundtable Golden, CO

Distribution Overhead and Underground Operations and Maintenance Conference Denver, CO

September 26, 2013

June 13-14, 2013

March 13, 2013 March 14-15, 2013

48

April 10-12, 2013

August 30, 2013

November 15, 2013 Safety Roundtable November 2013 Westminster, CO

Transmission Operations and Maintenance Conference Denver, CO

continuing education certificates Continuing education certificates awarding Professional Development Hours are provided to attendees at all RMEL education events. Check the event brochure for details on the number of hours offered at each event.

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advertiser index

AMEC

www.amec.com

(770) 810-9698

Black & Veatch Corp.

43

www.bv.com

(913) 458-2000

Border States Electric

12

www.borderstateselectric.com

(701) 293-5834

California Turbo, Inc.

49

www.californiaturbo.com

(800) 448-1446

CoBank

23

www.cobank.com

(800) 542-8072

Colorado Powerline, Inc.

38

(303) 660-3784

DIS-TRAN Packaged Substations, LLC

17

www.distran.com

(318) 448-0274

ERG Consulting

21

www.ERGconsulting.com

(203) 843-0600

Great Southwestern Construction, Inc.

46

www.gswc.us

(303) 688-5816

HDR, Inc.

8

www.hdrinc.com

(402) 399-1000

Hitachi Power Systems America, Ltd.

13

www.hitachipowersystems.us

(908) 605-2800

Hughes Brothers

29

www.hughesbros.com

(402) 643-2991

www.kiewit.com

(913) 928-7000

Kiewit

Back Cover

KVA/WESCO

41

www.KVAsupply.com

(303) 217-7500

Laminated Wood Systems, Inc.

47

www.lwsinc.com

(402) 643-4708

Lauren Solar

5

www.laurenec.com

(325) 734-3747

Merrick & Company

24

www.merrick.com

(303) 751-0741

National Electric Coil

47

www.national-electric-coil.com

(614) 488-1151

Nebraska Public Power District

10

www.nppd.com

(402) 564-8561

Pioneer Electric Cooperative, Inc.

16

www.pioneerelectric.coop

(620) 356-4111

POWER Engineers

11

www.powereng.com

(208) 788-3456

Power Product Services

45

www.powerproductservices.com

(720) 859-4625

RK Neal

39

www.rkneal.com

(270) 442-9880

Rocky Mountain Power

49

www.rockymountainpower.net

(866) 870-3419

Sabre Tubular Structures

47

www.SabreTubularStructures.com

(817) 852-1700

Sega, Inc.

47

www.segainc.com

(913) 681-2881

Siemens

Inside Back Cover

www.siemens.com

(303) 696-8446

www.southeast.edu/

(402) 323-3401

Southeast Community College

15

Stanley Consultants, Inc.

12

www.stanleygroup.com

(303) 799-6806

Sturgeon Electric Co. Inc.

14

www.myrgroup.com

(303) 286-8000

T & R Electric Supply Co., Inc.

22

www.tr.com

(800) 843-7994

TIC – The Industrial Company

3

www.ticinc.com

(970) 879-2561

Trees Inc.

14

www.treesinc.com

(866) 865-9617

Ulteig Engineers, Inc.

33

www.ulteig.com

(701) 237-3211

University of Idaho Summit

37

www.uiueg.org

(208) 885-6265

Wazee Crane

15

www.wazeeco.com

(720) 281-2847

Wazee Electric

45

www.wazeeco.com

(720) 279-8449

Westwood/ETG

6

www.westwoodps.com

(952) 937-5150

Young & Franklin

25

www.yf.com

(315) 457-3110

7

www.zhi.com

(210) 588-5000

www.xcelenergy.com

(800) 481-4700

Zachry Holdings, Inc. Xcel

50

Inside Front Cover

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28

© Siemens AG, 2011. All Rights Reserved.

Fifty states, fifty states of energy.

The nation’s need for energy needs answers for all types of energy.

In the Northeast, storms threaten the reliability of power.

In the Southwest, heat waves tax the grid. Big cities dot the Atlantic seaboard. While out West, towns are separated by hundreds of miles of wilderness. It‘s a massive country, with energy needs that can differ massively depending on where you are. That’s why a single answer is not enough.

Siemens has a wide range of lasting energy answers to help the utilities that power the country meet their unique requirements. We provide our customers with efficient

energy solutions fitted to their diverse local, ecological and economic needs.

And, as we tackle environmental challenges, we keep finding ways to make conventional fuels cleaner than ever before.

We help customers integrate renewable power, and we remain committed to using our nation’s resources responsibly.

The journey to a new kind of energy system needs all types of answers. Answers today, and answers that last.

siemens.com /energy