Hiring Military in the Energy Insdustry

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Military Veterans In the Energy Industry
Ed Voelsing Orion International
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Presentation Objectives

• Confirm understanding of critical needs
• Overview of Military Candidates
• Overview of Military Experience Training
• Overview of competition for candidates
• Present topics for discussion and proposed hiring
  programs

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Industry Challenges

• Aging workforce
• Finding skilled workers
• Building future leadership
• Diversity and Inclusion
• Growth in demand, capacity, technology
• Aging infrastructure adding to workforce demands

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Military by the Numbers

• 160-220,000 service members transition to
  civilian careers from the military each year
• Nations second-largest renewable talent pool
  after new college graduates every year

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Why Hire Military?

• Outstanding education and training
• Hands-on leadership experience in some of the
  most difficult conditions in the world
• Experience building teams and motivating people
• Documented track record of success

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Military Culture

• Accelerated learning curves
• Teamwork
• Respect for process and procedures
• Integrity
• Conscious of health and safety standards
• Mission accomplishment mentality
• Diversity Inclusion

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Diversity Inclusion

• Reflective of the US Population
• 39 Diversity
• 25 Female
• Multi-ethnic force
• Global reach of military exposes service members
  to many cultures

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Junior Military Officers

• Junior Military Officers
• BS/BA advanced degrees
• Leadership and management experience of 20-200
  people and millions in equipment
• 4-10 years experience
• Excellent candidates for Leadership Development
  and Executive Succession Programs
• Entry- to mid-level management, project
  management individual contributor roles

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Senior Officers

• Broad Executive-level experience
• Extensive Program management budgetary
  experience
• 10-30 years experience
• Management experience with 200-200,000 employees

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Enlisted Non-commissioned Officers

• Technical non-technical backgrounds
• Technical Training roles
• Hands-on maintenance, planning operational
  experience
• First and second-line leaders
• HR, Financial and Logistics experts
• 2-30 years experience

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Navy Power Generation

• Nuclear Power (PWR)
• Conventional (Fossil)
• Gas turbines
• Oil-fired Steam boilers
• Diesel Generators
• Automation, I C

• Auxiliary Systems
• Industrial Electrical Systems and Distribution
• Water Chemistry
• Chemical/HAZMAT/Radiological Controls

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Gas Turbines Support

• Quality Assurance Programs
• Prime Power (generators compressors)
• High-pressure, Non-Destruct Testing
• Planned/Predictive Maintenance Programs

• Gas turbine maintenance,repair overhaul
• Electrical systems
• Electronics, alarms, monitoring and control
  systems

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Construction Trades Facilities

• Heavy construction
• Facilities maintenance
• Project management
• Superintendents
• Estimators

• Construction trades
• Welding
• Electrical
• Carpentry
• Fabrication
• Building Controls

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Non-technical Roles

• Infantry other direct combat roles
• Most roles are technical in nature
• Supply Chain Logistics
• Operations planning support
• Administrative support
• HR Generalists, Career Counselors, Payroll,
  Employee Services, Legal, EEO Program Managers

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Military Employment Trends

• Demographic shift from blue to green
• Many traditional support roles and functions have
  been outsourced to civilian contractors
• Heavy Maintenance Overhaul
• Facilities Maintenance
• HR IT

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The Nuclear Candidate Pool

• Nuclear vessels in 1990 150
• Nuclear vessels in 2007 80

Congressional Budget Office Navy Fact File
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Competition for Candidates

• NRC/INPO
• Manufacturing
• Steel
• Semiconductor
• Transportation
• Railroads
• Merchant Marine
• Air Carriers

• Oil Gas Production/Refining
• Engineering
• Consulting
• Heavy Construction
• Defense/Aerospace
• ISO/RTO

These industries consistently hire the same
candidates that are a fit for Power Generation,
and many have significant aging workforce issues.
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Power Generation

• Managers
• Engineers
• Operators
• Electrical and mechanical/HVAC maintenance
  technicians
• Chemistry analysts/technicians
• Trainers Instructors
• Military candidates have historically high
  scores on EEIs POSS/MASS Tests

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Power Distribution

• Leadership Project Management
• Electrical and Civil Engineers
• Line Personnel Testing Field Service
• Control room operators supervisors
• Emergency services and response
• Compliance Auditors

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Gas Distribution

• Leadership Management
• Field Service
• Control room operators
• Project Managers
• Construction Managers
• Welders
• Inspectors QA Managers

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Military Transition

• Defined out-dates allow for long-range recruiting
  programs
• Continuous pool allows for year-round training
  classes
• Military-paid relocation
• Good for 6-12 months
• Most enlisted veterans eligible for GI Bill

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Apprenticeship Training and OJT

• Alternative way to use VA (GI Bill) education and
  training benefits
• Approved apprenticeship programs allow veterans
  to receive GI Bill training pay above initial
  salary
• Up to 825.75/month while training
• Great way to train upgrade talent pools

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Recommendations

• Identify the veterans within your organization
• Determine which positions will be a fit for
  military candidates
• Do your homework
• Contact the State DOL for Veterans Affairs
• Commit to a program or you will lose to the
  competition
• Build training programs appropriate to skill
  level accelerated learning curve
• Develop tracking metrics and reporting schedule

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The Right People on the Bus

• Questions?

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Contact Information

• Ed Voelsing
• 1-800-872-5002 ext. 155
• evoelsing_at_orioninternational.com