2009 Business & Financial Conference, Savannah 1 2009 APPA Business & Financial Conference APPA Work Force Summit Update and Implications Monday, September

2009 Business & Financial Conference, Savannah

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2009 APPA Business & Financial Conference APPA Work Force Summit Update and Implications

Monday, September 14, 10:30 – 11:45 a.m.

Danville, Virginia’s Career Development

ProgramPresentation byDenise Sandlin

Support Services DirectorDanville, Virginia


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Our program is a work in progress.We haven’t reached all our goals,

but we’re getting there!

DISCLAIMER


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Introducing Danville, Virginia

Web Siteshttp://www.danvilleutilities.com

http://ndanville.nethttp://www.danville-va.gov

http://www.discoverdanville.com

Size -- 44 sq. mi.; electric service area: 500 sq. mi.

History -- Founded in 1793, incorporated in 1830, initially a tobacco & textile manufacturing center

Government Structure -- Council-Manager

Municipal Employment -- 1,245 full-time and part-time employees

Services -- Typical municipal utility services plus natural gas, electricity, and telecommunications

Location -- Southside Virginia on the Virginia – North Carolina border

Population -- 45,400; metro area 107,000


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Danville Utilities DepartmentFunctions as a municipal department with a $172 million

operating budget; 189 fulltime equivalent employee positions


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Electric Services

• Annual Production: Summer peak load of 247,000 kilowatts; Annual sales of 1 billion kilowatt hours

• Customer Accounts Served: 41,900

• Service Area: Approximately 500 square miles including the City of Danville and portions of three counties; AEP serves several large industries

• Generation: 11,000 kilowatt hydroelectric plant and three diesel generators; Annual generation -- 30 million kilowatt hours; Additional generation capacity is being pursued through AMP-Ohio

• System Capacity: Electricity purchased from American Municipal Power (AMP); transmitted through two American Electric Power (AEP) delivery points; 1,400 miles of 12,470/7,200-volt distribution lines originate from 16 substations that are serviced by 118 miles of 69,000-volt transmission lines


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Our Strategy: Hire those with good potential and work ethic, then develop required job skills through formally structured training, sustainable programs

Our Need: Danville Utilities requires highly skilled workers in a wide variety of disciplines

The Challenge: It’s difficult to find new employees in our region with training, skills, experience, and certifications needed

Danville’s Dilemma


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The primary goal of our Career Development Program is neither learning for its own sake, nor simply to provide employees opportunities for personal fulfillment, but to enable Danville Utilities to operate with maximum efficiency and effectiveness for the customer’s benefit.

Customer Focus


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• Increases in pay are tied to the program progression; merit pay handled separately

• Covers blue and white-collar job classifications

• Combines on-the-job learning with structured technical training and classroom instruction

• Step progressions require completion of training, passing examinations, and demonstrating job proficiency

• Not just a collection of apprenticeships

Career Development

Program Highlights


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ProgramStep

KnowledgeSkills, & Abilities

RequiredSupervision Other

Trainee Limited Direct, frequent

Specialist Able to perform specific tasks independently

Intermittent

Experienced

Specialist

Can perform most work tasks proficiently

Minimal, infrequent May remain at this level for an extended period

Journeyman

Thoroughly knowledgeable & proficient

Rarely needed Provides on-the-job training to less experienced co-workers

Expert On the cutting edge; can analyze & implement tasks

Can function as lead worker

Leads training sessions

Master Possesses absolute job proficiency; skilled problem solver

Can lead work groups; fills in for supervisor

Designs & implements work group activities & training sessions

Adapted from Structured On-The-Job Training, 2nd Edition, Ronald L. Jacobs, 2003, Berrett-Koehler Publishers, Inc., Table 1.1, page 6

Career Development Program Steps


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Electric Line TechnicianJob Specific General Policies &

Procedures

Electricity principlesHandling wire coilsClimbing polesTransformer installationEnergizing/de-energizing & much more

Use of chain sawsFueling vehicles Work site set-upOSHA safety trainingPlan & map reading & much more

Radio protocolOperational policies Utility codesWork order systemWarehouse issuing & much more

Responsibilities for Each Job Classification Are Identified


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6 Months

6 Years

4 Years

2 Years

Delivere

d Over

Time

Job-Specific Tasks General Job Tasks Customer/Client Services Safety Administrative Functions Policies & Procedures

Training Curriculum Covers All Job-Related

Skills


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1. Instruction

2. Written/oral test

3. Performance test

4. Demonstrated on the job task proficiency over specified time period

5. Credit for training element

Training, Testing,

Demonstrating


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Training Methods

On-the-job instruction provided by qualified co-workers and supervisors

Self-study using printed materials and/or video products

Computer-based training, either via CDs or the internet

Correspondence courses Commercially provided instruction by electric

cooperatives, training establishments, or vendors City-administered training conducted by qualified

instructors Courses provided by Danville Community College and

other institutions


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Training Resource Training Provided

Virginia, Maryland & Delaware Association of Electric Cooperatives

Apprenticeship training for Electric Line Technicians

Rappahannock Electric Cooperative Apprenticeship training for Electric Substation Technicians and Operators

Bismark State College On-line courses for Electric Engineering Technicians

Midwest Energy Association On-line Gas Operator Qualification training courses

Virginia Tech & Virginia Department of Health-Office of Drinking Water

Waterworks Operator training

Coastal ClarityNet On-line safety training courses to meet OSHA requirements; management and customer relations courses

Vendor Training Microsoft Office applications training

Professional Associations Specialized training

Danville Utilities’ External Training Resources


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Skill-Based Pay Feature


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Benefits for Danville Utilities

Sustain essential staffing levels and comply with state and federal regulations

Deliver services safely, efficiently, and effectively

Retain experienced employees and reduce turnover

Keep employee productivity levels high

Train and continuously develop the workforce to our specifications

Recruit new employees with good potential, despite limited qualifications


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Benefits for Participating Employees

Opportunities to earn college credits and pursue degrees

Portable credentials recognized nationally

Maintenance of cutting-edge job knowledge, skills, and abilities

Increased job satisfaction

Jobs that pay good wages


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Comments! Questions?

Denise SandlinSupport Services DirectorDanville Utilities1040 Monument StreetDanville, Virginia 24541Telephone: 434-799-6581e-mail: [email protected]

Our program report is available upon request

Documents

2009 Business & Financial Conference, Savannah 1 2009 APPA Business & Financial Conference APPA Work Force Summit Update and Implications Monday, September