It’s a time of great transition in the power industry. Not only are generation resources changing, but so are the work skills needed to operate and maintain those resources. Meanwhile, a large number of workers are reaching retirement age, leaving open positions that had long been filled by highly experienced staff. And the talent pool to fill those positions is not as large as many employers would like.

“Our research shows that up to 30% of the overall industry will be ready to retire within the next 10 years, with 10% being ready to retire now, 11% within the next one to five years, and 10% over the next six to 10 years,” she said. “While these retirements mount, the industry grows younger—22% of utility industry workers are below the age of 34. The concern becomes making sure there are no skills gaps, and we’re seeing a lot of effort in this space.”

“What we’re seeing is that power generation companies are starting to engage with those pools of talent very early in a new and exciting way,” she said. “One utility I know does outreach as early as middle school, educating children on what a utility does and the different types of careers available. I see high schools with some amazing apprenticeship programs. For example, my local high school has a four-year welding program. I also see a lot of power generation utility organizations making very strategic commitments and investments into hiring veterans. It’s an exceptional source of talent.”