The utility power generation industry is facing a workforce crisis. Here’s why it matters and how consulting can help:

• Retirement Wave: 50% of the workforce is set to retire within 5–10 years, creating massive gaps.

• Skill Shortages: Only 57% of companies have plans to reskill employees for renewable energy roles.

• Job Growth vs. Talent Shortage: 550,000 new renewable energy jobs are expected, but finding skilled workers remains a challenge.

• Retention Problems: 90% of professionals are open to leaving their jobs, and tenure has dropped by 37% in the past decade.

• Recruitment Issues: Utilities compete with tech giants for younger talent, and many lack clear career paths.

How Consulting Helps:

1. Workforce Planning: Short-term hiring, mid-term training, and long-term growth strategies.

2. Building Talent Networks: Skills-based hiring, cross-industry recruitment, and training partnerships.

3. Modern Training Programs: Virtual reality, mentorships, and hybrid learning models.

4. Retention Solutions: Career paths, leadership development, and competitive pay.

Addressing these challenges requires immediate action, strategic planning, and robust training programs to build a future-ready workforce.

Staff Planning and Assessments

How Power Generation Consulting Works

Power generation consulting addresses workforce challenges by creating focused strategies to fill critical gaps. With 70% of utility employers reporting difficulties in hiring skilled workers [2], these consultants provide customized, data-driven solutions to meet staffing needs.

Planning for Utility Staffing Needs

The process begins with evaluating current and anticipated staffing gaps, required skills, and organizational goals. This analysis helps shape actionable workforce strategies across three key timelines:

Building Expert Talent Networks

Once a strategy is in place, consultants work on creating robust talent networks. With 25% of the workforce projected to retire by 2030 [2], these networks are essential for maintaining operations.

"You need a trusted partner on the frontline to help you resolve today's challenges while creating new pathways to thrive the future." - TRC Companies [3]

To strengthen talent acquisition, power generation consulting emphasizes:

• Skills-based hiring to attract candidates with STEM backgrounds

• Cross-industry recruitment to tap into transferable skills from related fields

• Specialized training partnerships with schools and industry groups

Market Data and Workforce Trends

Consultants rely on market data to guide hiring and training decisions. For instance, energy jobs grew by 4% between 2021 and 2022, outpacing the U.S. workforce's 3.1% growth rate [4].

Here are some trends shaping workforce strategies:

Steps to Build Tomorrow's Utility Workforce

Effective Recruitment Methods

Power generation consulting firms are using smarter recruitment strategies to meet the shifting demands of the industry. With 70% of younger workers showing interest in utility careers [5], consultants are leveraging targeted approaches to tap into this talent pool.

Recruitment efforts focus on three main areas:

Duke Energy offers a great example of this approach. Their HBCU strategy includes campus liaison teams with 10 volunteers per campus to foster mentorship and recruitment. Additionally, the Duke Energy Foundation has committed $3.1 million to support career development in the energy sector, showcasing how strategic investments can enhance recruitment efforts.

"The industry is far more computerized and advanced than it was 25 years ago. These are the types of exciting things utility companies should be talking about to prospective employees." - Ryan Cross, Senior Practice Manager at Actalent Services [5]

Once new talent is onboarded through these methods, the next step is equipping them with the right skills through effective training programs.

Modern Training Programs

Investing in training programs is a direct way to address skill gaps in the utility workforce. With 57% of power companies lacking clear reskilling strategies [1], consultants are stepping in to create impactful training solutions.

One example is TRC's Power Academy, which uses:

• Virtual reality simulations for practical learning

• Interactive video modules for engaging education

• Hybrid models combining instructor-led sessions with self-paced learning

• Mentorship programs to ensure knowledge transfer

These training methods help employees gain the skills they need while laying the foundation for long-term workforce stability.

Staff Planning and Retention Tools

Data analytics now play a key role in workforce planning, helping organizations make informed decisions. Here's how:

Even though 85% of executives acknowledge the importance of skill development, only 57% have taken actionable steps [6]. To address this, consultants are helping organizations implement retention strategies such as:

• Career rotation opportunities to keep roles dynamic

• Leadership development programs with a forward-looking approach

• Enhanced employee value propositions

• Competitive and well-structured compensation packages

These methods not only promote career growth but also tackle retention challenges, ensuring a strong and skilled utility workforce for the future.

Tracking Workforce Program Results

Employee Retention Results

Keeping an eye on retention metrics is crucial, especially since 90% of power professionals are thinking about leaving their jobs [1]. To ensure smooth operations, organizations need to track workforce stability closely.

Here are some key retention metrics to monitor:

These metrics lay the groundwork for a more detailed look at workforce performance.

Staff Performance Metrics

Tracking performance metrics goes hand in hand with retention efforts. Southern Company provides a solid example of how aligning performance tracking with business goals can enhance workforce development. Their HR team created specific KPIs to keep both HR and management focused on what matters most [7].

Here are three main areas of performance tracking:

Skills Training Progress

With only 57% of power and utilities companies having clear reskilling strategies [1], measuring the impact of training programs is more important than ever. Ormat Technologies, for instance, uses a Learning Management System (LMS) to monitor and improve training outcomes.

"If somebody contacted me and said, 'is Vector Solutions a good company to work with,' I would definitely say yes because you're not going to find a company with more industrial content and such a vast array of content." - Ormat Technologies [1]

Modern training evaluations often focus on these components:

A lack of clear career paths impacts 63% of nuclear professionals [1], underscoring the importance of robust tracking tools. Using data-driven LMS platforms allows companies to monitor skill development, ensure employees gain the right capabilities, and measure how training investments pay off.

Conclusion: Next Steps for Utility Workforce Development

The utility sector is facing serious workforce challenges - employee tenure has dropped by 36.8% over the past decade [6]. Addressing these issues requires immediate and focused action.

Strategic Planning: With a wave of retirements on the horizon, organizations need well-thought-out talent strategies [2].

"This investment pays for itself through improved retention and hiring results." - Tom Taliaferro of Ernst & Young LLP [6]

In addition to planning, embracing digital tools is essential.

Integrating Digital Solutions: The skills gap is particularly noticeable in technology-related roles, with 80% of energy companies struggling to find workers proficient in digital skills [2]. Digital transformation can help bridge this gap by focusing on key areas:

Developing Future-Ready Leaders: Leadership programs must evolve to ensure long-term progress. According to McKinsey, 56% of employees want their work to have a greater societal impact [8]. Effective leadership programs should include:

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