Transcript Slide 1

2012 Center for Energy Workforce Development Summit
November 14-16, 2012
Crystal Gateway Marriott• Arlington, VA
Dominion’s Workforce Readiness
Enterprise Scorecard
2
Overview of Dominion
•
•
•
•
Serve 6 million utility and retail energy customers in 15 states
Headquartered in Richmond, VA
15,800+ employees in four business units
Business includes: electric generation, natural gas transmission,
gathering & storage pipeline, electric transmission & distribution
lines and a gas storage system
• Our values:
–
–
–
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Safety
Ethics
Excellence
One Dominion
CEWD’s Key Performance Indicators and
Critical Success Factors
Industry
Education/Training
Potential
Applicants
KPIs
•Planned & actual entry
level hires
•Planned & actual
experienced hires
•Attrition by tenureretirement and other
•Number of students enrolled
in pipeline programs
•Number of students
completing pipeline programs
•Percentage passing
each stage of screening
CSFs
•Total number of
employees over time
•Average age of existing
workforce over time
•Average length of tenure
over time
•Total openings/demand
•Strength of HR Practices
•Types of pipeline training
programs
•Number of apprentices by
year of program
•Length of apprenticeship
programs
•Career awareness
activities
•Number of candidates
screened
•Pre-employment test
pass rate by source of
hires (EEI, WorkKeys,
other)
4
WFR Enterprise Scorecard Sections
• Section I: Key Observations
• Section II: Metrics
– Staffing Metrics
– Productivity and Compensation Metrics
– Movement Metrics
• Section III: Appendix
Workforce Readiness Enterprise Scorecard
Table of Contents
Section I: Key Observations
·
Pages 2 - 4
Section II: Metrics
Staffing
·
Pages 6 - 8
 Business Unit Staffing by Union/Non-Union
 Employees by Union Name
 Employees by State
 Leadership Span of Control
 Women Leadership
 Minority Leadership
 Women as % of Workforce
 Minorities as % of Workforce
Productivity and Compensation
 Average Pay
 Overtime Pay
 Overtime Hours Worked
6
· Page 9
Workforce Readiness Enterprise Scorecard
Table of Contents
Movements
·
Pages 10 – 14
Hires
 New Hires
 Ins & Outs (arrow chart)
 Net Hire Ratio
 Staffing Changes
 Authorized Budgeted & Actual Staffing
 Financial Considerations
 Percentage of Internal vs. External Hires
 Student Employee to Full Time Conversions
 YTD 2012 Experienced/Entry Level Hires of Critical Jobs
 Candidates vs. Hires
 YTD 2012 Candidate Screen Out Reasons
 YTD 2012 Source of External Hires
 Trainees by Business Unit
 # of Apprentices by Year of Program
 Development Program Completion
 Supply & Demand Analysis of Dominion’s Highest Population States
7
Workforce Readiness Enterprise Scorecard
Table of Contents (cont’d)
Pages 15 – 20
8
Movements
·
Separations
 Total Separation Rate
 Resignation Rate
 Voluntary Separation Rate excluding VSPs
 Voluntary Separation Rate including VSPs
 Voluntary Separation Rate including VSPs by LOS grouping
 Turnover by Union/Non-Union/Leadership w/ VSP
 Turnover by Union/Non-Union/Leadership w/o VSP
 YTD 2012 Annual Attrition % of Critical Jobs
 Reasons for Leaving Company – YTD 2012
Retirements
 Retirement Eligibility (55 yrs of age)
 Retirement Eligibility (58 yrs of age)
 Age Distribution
 Actual Retirements by Month
 Age and Number of Retirements by Business Unit
Section III: Appendix
 Definitions
Key Observations
WFP Metrics
Dashboard
# of Employees
Average Age of
Workforce
Average Length of
Tenure
# of EEs over 58 yrs of
age
Average Age of
Leadership
Average Age of Union
Workforce
Forecasted Demand
Hiring to replace
workers?
Hiring to expand
workforce?
2008
2009
2010*
*Excludes VSPs
9
NOTE: The arrows indicate an increase or decrease from the previous year.
2011*
Q2 2012
Key Observations
Staffing
 Business Unit Staffing by Union/Non-Union
 Headcount changed [insert increased, decreased or stayed the same] by
X% since Q1 2012, by X% since Q2 2011 and by X% since Q2 2010.
 Span of Control and Leadership Demographics
 The leader to individual contributor ratio has changed the past X years.
 From YE 2008 to Q2 2012 women in leadership positions has changed by
X%.
 From YE 2008 to Q2 2012 minorities in leadership positions has changed
by X%.
 Workforce Demographics
 Women population as a percentage of the workforce has changed by X%
since YE 2011.
 Minority population as a percentage of the workforce has changed since
YE 2011.
From YE 11
– Q2 12
Women in
Workforce
Minorities in
Workforce
10
Dom VA
Power
Energy
Generation
DRSManaged
Dominion
Total
Movements: Hires
Q2 2012
New Hires
# of Hire/Rehire Actions
1
1
1
1
0
0
0
Dominion VA Power
Energy
Generation
DRS-Managed
Dominion Total
2008
2009
2010
2011
Q2 2012
NOTE: Data collected from SAP BI
Formula: YTD External Hire & Rehire Actions by BU
NOTE: Hires include mergers and acquisitions
Ins & Outs*
* Custom SAP Org Hierarchy as of 7/6/2012 and Energy includes E&P 50005698
Hires
X
Avg. Age: X
EOP Employee Headcount
on Payroll
employees = X
Avg. Age: X
Years of Service: X
Female: X% / X
Female: X% / X
Female: X% / X
Minority: X% / X
Minority: X% / X
Minority: X% / X
NOTE: Data collected from SAP BI
Exits
X
Avg. Age: X
Years of Service: X
NOTE: Exits = retirements,VSPs, involuntary and Voluntary terminations
Net Hire Ratio
Staffing Changes
1
1.2
Exits
Voluntary
1
1.0
2008
2009
2010
2011
Q2 2012
Annualize d 2012 %
of Q212 Hdct
0
0
0
0
0
0.0%
0
0
0
0
0
0.0%
0
0
0
0
0
0.0%
Resigned
1
Retirements w ith Severance
0.8
Involuntary
1
0.6
0
0.4
0
0.2
Ratio
# of Employees
Retirements
Dismissals
Deceased
Disability (incl retirements)
Severance/Reduction in Force
Cyclical
Retirements Divestitures
Termination/CIP Divestitures*
0
0.0
2008
2009
2010
Hires
2011
Separations
YTD Q2
2012
Ratio
Formula: YTD External Hire & Rehire Actions / YTD Total Separations and Change in Position
NOTE: Data collected from SAP BI
Divestitures
11
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
Grand Total
Entrie s
Hire s /Re hire s
2008
2009
2010
2011
Q2 2012
Annualize d 2012 %
of Q212 Hdct
0
0
0
0
0
0.0%
NOTE: Data collected from SAP BI
*Includes Steel River Change in Position Divestitures
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
Success Tips
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Educate on value of measurements
Obtain management team buy-in on measurements
Develop format and gather input
Gather data
Thoroughly label charts, data, formulas, etc.
Develop a key observations page
Have a definitions page
Determine refresh period-twice a year, quarterly
Appendix
Workforce Readiness Enterprise Scorecard
Table of Contents
Section I: Key Observations
·
Pages 2 - 4
Section II: Metrics
Staffing
·
Pages 6 - 8
 Business Unit Staffing by Union/Non-Union
 Employees by Union Name
 Employees by State
 Leadership Span of Control
 Women Leadership
 Minority Leadership
 Women as % of Workforce
 Minorities as % of Workforce
Productivity and Compensation
 Average Pay
 Overtime Pay
 Overtime Hours Worked
14
· Page 9
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
Workforce Readiness Enterprise Scorecard
Table of Contents
Movements
·
Pages 10 – 14
Hires
 New Hires
 Ins & Outs (arrow chart)
 Net Hire Ratio
 Staffing Changes
 Authorized Budgeted & Actual Staffing
 Financial Considerations
 Percentage of Internal vs. External Hires
 Student Employee to Full Time Conversions
 YTD 2012 Experienced/Entry Level Hires of Critical Jobs
 Candidates vs. Hires
 YTD 2012 Candidate Screen Out Reasons
 YTD 2012 Source of External Hires
 Trainees by Business Unit
 # of Apprentices by Year of Program
 Development Program Completion
 Supply & Demand Analysis of Dominion’s Highest Population States
15
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
Workforce Readiness Enterprise Scorecard
Table of Contents (cont’d)
Movements
·
Pages 15 – 20
Separations
 Total Separation Rate
 Resignation Rate
 Voluntary Separation Rate excluding VSPs
 Voluntary Separation Rate including VSPs
 Voluntary Separation Rate including VSPs by LOS grouping
 Turnover by Union/Non-Union/Leadership w/ VSP
 Turnover by Union/Non-Union/Leadership w/o VSP
 YTD 2012 Annual Attrition % of Critical Jobs
 Reasons for Leaving Company – YTD 2012
Retirements
 Retirement Eligibility (55 yrs of age)
 Retirement Eligibility (58 yrs of age)
 Age Distribution
 Actual Retirements by Month
 Age and Number of Retirements by Business Unit
Section III: Appendix
 Definitions
16
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
Key Observations
WFP Metrics Dashboard
2008
2009
2010*
2011*
Q2 2012
# of Employees
Average Age of Workforce
Average Length of Tenure
# of EEs over 58 yrs of age
Average Age of Leadership
Average Age of Union Workforce
Forecasted Demand
Hiring to replace workers?
Hiring to expand workforce?
*Excludes VSPs
NOTE: The arrows indicate an increase or decrease from the previous year.
Staffing
 Business Unit Staffing by Union/Non-Union
changed
decreased
or stayed the same]
by X% since Q1
2012,
by X%
From YE 11 – 
Q2Headcount
12
Dom
VA Power [insert increased,
Energy
Generation
DRS-Managed
Dominion
Total
since Q2 2011 and by X% since Q2 2010.
Women in Workforce
 Span of Control and Leadership Demographics
Minorities in  The leader to individual contributor ratio has changed the past X years.
Workforce
 From YE 2008 to Q2 2012 women in leadership positions has changed by X%.
 From YE 2008 to Q2 2012 minorities in leadership positions has changed by X%.
 Workforce Demographics
 Women population as a percentage of the workforce has changed by X% since YE 2011.
 Minority population as a percentage of the workforce has changed since YE 2011.
17
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
Key Observations
Productivity and Compensation
 Pay
 Union, Non-Union and Dominion overall salaries have changed by nearly $X since Q2 2011.
 The total OT hours is the equivalent of approximately X extra full-time employees
Movements
 Ins & Outs (arrow chart)
 There were X% changed exits than there were hires/entries as of Q2 2012.
Separations
 Total Separation Rate (separations = retirements, VSPs, voluntary & involuntary exits)
 From YE 2011 to Q2 2012, separations across Dominion changed by X%
From YE 11 – Q2 12
Dom VA Power
Energy
Generation
DRS-Managed
Dominion Total
DRS-Managed
Dominion Total
Separation Rate
 Resignation Rate (voluntary separations excluding retirements)
 The resignations of employees changed by X% across Dominion Q2 2011 as compared to YE 2011.
From YE 11 – Q2 12
Dom VA Power
Energy
Generation
Resignation Rate
 Voluntary Separation Rates Total and by LOS
 Voluntary separation rates (retirements and resignations) changed across the entire company Q2 2012 as compared to YE 2011.
From YE 11 – Q2 12
Dom VA Power
Energy
Generation
DRS-Managed
Dominion Total

Voluntary Separation Rate
 Employees with X to X years of service have the highest percentage of separations at X% as compared to their population size when excluding VSPs.
From YE 11 – Q2 12
0 to 1 yr LOS
1+ to 3 yrs LOS
Voluntary Separation Rate
18
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
3+ to 5 yrs
LOS
10 or more yrs LOS
Key Observations
Movements
Retirements
 Retirement Eligibility
 The amount of employees eligible to retire has changed by X% since Q2 2007.
 Age Analysis
 The age analysis chart shows that Dominion’s workforce is aging as compared to 2002 and 2007.
 The percentage of employees in the Generations X and Y has changed by X% and X% respectively from Q2 2007. (Generation X are employees born between the years
1961 – 1981 and Generation Y are employees born in 1982 and after)
 The Baby Boomer Generation (born 1943 – 1960) changed by X%.
Age of Retirements
 As of Q2 2012, the average age of retirees (X) has changed compared to the average age in 2011 (X) in all business units as well as Dominion overall.
19
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
Staffing
Q2 2012
Business Unit Staffing by Union/Non-Union
100
90
80
# of Employees
70
60
50
40
30
20
10
0
Dominion VA Power
Energy
Generation
DRS-Managed
Dominion Total
Union
Non-Union (excludes Leaders)
Leadership
Q2 2012 Total
% g from Q112 to Q212
% g from Q211 to Q212
% g from Q210 to Q212
NOTE: Custom SAP Org Hierarchy as of 7/6/2012; Energy
includes E&P 50005698 orgs
DRI Exec org in Total
NOTE: Data collected from SAP BI
Formula: EOP Employee Headcount on Payroll by Union and Non-Union
Employees by Union Name
1,400
1,200
1,000
800
600
400
200
0
UWUA Lc 310
Manchester St.
UWUA Lc 308
WOG
IBEW Lc 326 &
486 Gen SvcsDENE
USWA Lc
12502 State
Line
IBEW Lc 326
Salem Harbor
IBEW Lc 15
Kincaid
UWUA Lc 464
Brayton Pt
IUOE Lc 310
Kewaunee
UWUA Lc 69-II
Trans/Hope
UWUA Lc G555 EOG
IBEW Lc 50
VA/NC/WV
Q212
Q211
% g from Q211 to Q212
Formula: EOP Employee Headcount on Payroll by Union Name
NOTE: Data collected from SAP BI
Employees by State
LA
DC
RI
NY
TX
MD
IN
IL
NC
MA
WI
PA
CT
WV
OH
VA
Q212
Q211
% g f rom Q211 to Q212
NOTE: Data collected from SAP BI
Formula: EOP Employee Headcount on Payroll by Work Location State
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
20
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
Staffing
Q2 2012
Leadership* Span of Control
100.0
EUHRMG
Median
90.0
80.0
70.0
2011
Overall
60.0
50.0
Very Large
Companies
40.0
30.0
20.0
10.0
0.0
2008
Formula: EOP Headcount / Leadership Headcount
*Leadership = SAP Job Type Indicator (Supervisor and above)
2009
2010
2011
Q2 2012
NOTE: Data collected from SAP BI
Women Leadership*
100.0%
95.0%
90.0%
85.0%
80.0%
75.0%
70.0%
65.0%
60.0%
55.0%
50.0%
45.0%
40.0%
35.0%
30.0%
25.0%
20.0%
15.0%
10.0%
5.0%
0.0%
EUHRMG
Median
2011
Overall
Q2 2012 Total
Leadership is X
2008
2009
2010
2011
Q2 2012
Women as % Ldrshp
Women Ldrshp Hdct
Formula: Women in Leadership Hdct / Leadership Hdct
*Leadership = SAP Job Type Indicator (Supervisor and above)
NOTE: Data collected from SAP BI
Minority Leadership*
100.0%
95.0%
90.0%
85.0%
80.0%
75.0%
70.0%
65.0%
60.0%
55.0%
50.0%
45.0%
40.0%
35.0%
30.0%
25.0%
20.0%
15.0%
10.0%
5.0%
0.0%
EUHRMG
Median
2011
Overall
Q2 2012 Total
Leadership is X
2008
2009
2010
2011
Q2 2012
Minorities as % Ldrshp
Minority Ldrshp Hdct
Formula: Minorities in Leadership Hdct / Leadership Hdct
*Leadership = SAP Job Type Indicator (Supervisor and above)
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
NOTE: Data collected from SAP BI
21
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
Staffing
Q2 2012
Women as % of Workforce
120.0%
EUHRMG
Median
2011
Overall
100.0%
80.0%
60.0%
40.0%
20.0%
0.0%
Dominion VA Power
Energy
Generation
DRS-Managed
Dominion Total
2008
2009
2010
2011
Q2 2012
NOTE: Data collected from SAP BI
Custom SAP Org Hierarchy as of 7/6/2012
Formula: Women Headcount by BU / Headcount by BU
Minorities as % of Workforce
120.0%
EUHRMG
Median
2011
Overall
100.0%
80.0%
60.0%
40.0%
20.0%
0.0%
Dominion VA Power
Energy
Generation
DRS-Managed
Dominion Total
2008
2009
2010
2011
Q2 2012
NOTE: Data collected from SAP BI
Custom SAP Org Hierarchy as of 7/6/2012
Formula: Minority Headcount by BU / Headcount by BU
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
22
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
Productivity and Compensation
Q2 2012
Average Pay*
$1
$1
$1
$1
$0
$0
$0
Q211
Q212
Union
Non-Union
Dominion Total
NOTE: Data collected from SAP BI
Formula: EOP Average of Annual Salary
*NOTE: Pay includes Base Pay only
Overtime Pay
$1
$1
Amount Paid
$1
$1
$0
$0
$0
Dominion VA
Power
Energy
Generation
DRS-Managed
Dominion Total
YE 2011 $ Paid
Annualized 2012 $ Paid
Historical numbers are not adjusted for organizational shifts.
Formula: Overtime Pay by BU
NOTE: Data collected from SAP (Payroll)
NOTE: Includes temps/interns/co-ops on payroll; excludes contractors not on payroll.
Overtime Hours Worked
1.20
1.00
# Hours
0.80
0.60
0.40
0.20
0.00
Dominion VA
Power
Energy
Generation
DRS-Managed
Dominion Total
YE 2011 Hours
Annualized 2012 # of Hours
Historical numbers are not adjusted for organizational shifts.
Formula: Overtime Hours Worked by BU
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
23
NOTE: Data collected from SAP (Payroll)
NOTE: Includes temps/interns/co-ops on payroll; excludes contractors not on payroll.
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
Movements: Hires
Q2 2012
New Hires
# of Hire/Rehire Actions
1
1
1
1
0
0
0
Dominion VA Power
Energy
Generation
DRS-Managed
Dominion Total
2008
2009
2010
2011
Q2 2012
NOTE: Hires include mergers and acquisitions
NOTE: Data collected from SAP BI
Formula: YTD External Hire & Rehire Actions by BU
* Custom SAP Org Hierarchy as of 7/6/2012 and Energy includes E&P 50005698
Ins & Outs*
Hires
X
Avg. Age: X
EOP Employee Headcount
on Payroll
employees
=X
Avg. Age: X
Years of Service: X
Exits
X
Avg. Age: X
Years of Service: X
Female: X% / X
Female: X% / X
Female: X% / X
Minority: X% / X
Minority: X% / X
Minority: X% / X
NOTE: Exits = retirements,VSPs, involuntary and Voluntary terminations
NOTE: Data collected from SAP BI
Net Hire Ratio
Staffing Changes
1
1.2
Exits
Voluntary
1
1.0
2008
2009
2010
2011
Q2 2012
Annualize d 2012 %
of Q212 Hdct
0
0
0
0
0
0.0%
0
0
0
0
0
0.0%
0
0
0
0
0
0.0%
Resigned
1
Retirements w ith Severance
0.8
Involuntary
1
0.6
0
0.4
0
0.2
Ratio
# of Employees
Retirements
Dismissals
Deceased
Disability (incl retirements)
Severance/Reduction in Force
Cyclical
Retirements Divestitures
Termination/CIP Divestitures*
0
0.0
2008
2009
2010
Hires
2011
Separations
YTD Q2
2012
Ratio
Formula: YTD External Hire & Rehire Actions / YTD Total Separations and Change in Position
NOTE: Data collected from SAP BI
Divestitures
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
Grand Total
Entrie s
Hire s /Re hire s
2008
2009
2010
2011
Q2 2012
Annualize d 2012 %
of Q212 Hdct
0
0
0
0
0
0.0%
NOTE: Data collected from SAP BI
*Includes Steel River Change in Position Divestitures
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
24AT TO
PREPARED
THEBE
DIRECTION
DISTRIBUTED
OF COUNSEL,
TO HR EMPLOYEES
PRIVILEDGED
ONLY
AND CONFIDENTIAL
Movements: Hires
Q2 2012
Authorized Budgeted & Actual Staffing
1
1
% Staffed
# of Employees
1
1
0
0
0
1/1/2012
4/1/2012
7/1/2012
Actual
Budgeted
% Staffed
NOTE: Data collected from SAP BI & HRDs; also used in Farrell Hdct Rpt
1
$1
1
$1
1
$1
1
$0
0
$0
0
$0
Headcount
O&M and Capital
Financial Considerations
$1
0
2009
2010
2011
O&M
2012
Capital
2013
2014
Headcount
NOTE: Data collected from Budgeting & Finance Group & SAP BW for Hdct
Percentage of Internal vs. External Hires
120%
% of Hires
100%
80%
60%
40%
20%
0%
Internal
External
2010
Internal
External
2011
Internal
External
Q2 2012
Dominion VA Power
Energy
Generation
DRS-Managed
Dominion Total
Formula: Total External or Internal Hires / Total Hires
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
NOTE: Data collected from Kenexa Brassring
25
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
Movements: Hires
Q2 2012
Student Employee to Full Time Conversions
120%
% of Student Employees
100%
80%
60%
40%
20%
0%
Dominion VA Power
Energy
Generation
DRS-Managed
Dominion Overall
2008
2009
2010
2011
Formula: Total Student Employee Hires / Total Eligible Student Employees
NOTE: Student Employees include interns, co-ops and student workers
NOTE: Data collected from SAP BI
YTD 2012 Experienced/Entry Level Hires of Critical Jobs
1.2
1
# of Hires
0.8
0.6
0.4
0.2
0
Plant Operators
Technicians
Engineers
Lineworkers
Security Officers
Entry Level
Experienced
*Critical jobs as defined by CEWD across Energy industry
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
NOTE: Data collected from SAP BI
26
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
Movements: Hires
Q2 2012
# of Candidates/Hires
1
1
1
0
0
0
2008
2009
2010
2011
Q2 2012
100%
95%
90%
85%
80%
75%
70%
65%
60%
55%
50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
% Hired
Candidates vs. Hires
1
# of Candidates Screened
# of Candidates Hired
% Hired
*# of Candidates Hired will not match those from SAP because of data from different systems
and internal hires are included in this chart
NOTE: Data collected from Kenexa Brassring
% Hired Formula: # of Candidates Hired / # of Candidates Screened
YTD 2012 Candidate Screen Out Reasons
PIE CHART OF SCREEN
OUT REASON
PERCENTAGES
YTD AS OF Q2
NOTE: Data collected from Kenexa Brassring
YTD 2012 Source of External Hires*
PIE CHART OF HIRE
SOURCE
PERCENTAGES
YTD AS OF Q2
*Of the external applicants who applied, only X% disclosed their source
NOTE: Data collected from Kenexa Brassring
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
27
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
Movements: Hires
Q2 2012
Trainees by Business Unit
# of Trainee Employees
1.2
1
0.8
0.6
0.4
0.2
0
2008
2009
2010
2011
Q2 2012
Dominion VA Power
Energy
Generation
Dominion Total
NOTE: Trainees includes all jobs with trainee in the title & groundman
NOTE: Data collected from SAP BI
# of Apprentices by Year of Program
Development Program Completion
1.2
1.2
100%
90%
1
1
70%
0.8
0.4
60%
0.6
50%
% of Completion
0.6
# of Employees
# of Apprentices
80%
0.8
40%
0.2
0.4
30%
0
Year 1
Year 2
Year 3
Year 4
Year 5
20%
0.2
Lineworker
10%
Power/Field Operator
Technician
0
DVP
Energy
Generation
Dominion Total
0%
In Development Program
Pipefitter
Completed Development Program
% Completed
NOTE: Data collected from Learning Council Members & Tech Training Depts
NOTE: Data collected from Learning Council Members & Tech Training Depts
Supply & Demand Analysis of Dominion’s Highest Population States
1.2
# of People
1
0.8
0.6
0.4
0.2
0
Technicians
Lineworkers
Pipefitters/
Pipelayers
Engineers
Plant/Field
Operators
2008 Graduate Supply
2009 Employee Demand
NOTE: Data taken from the 2009 CEWD Supply and Demand Reports
States Included: VA. OH, WV, CT & WI where 89% of Dominion’s workforce resides
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
28
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
Movements: Separations
Q2 2012
Total Separation Rate
120.0%
100.0%
EUHRMG
Median 2011
80.0%
60.0%
Overall
40.0%
Very Large
Companies
20.0%
0.0%
Dominion VA Power
Energy
Generation
DRS-Managed
Dominion Total
2008
2009
2010
2011
Annualized 2012
NOTE: Data collected from SAP BI
**Includes Steel River & Highmount Change in Position Divestitures
Custom SAP Org Hierarchy as of 7/6/2012
Separations = retirements, VSP, involuntary and voluntary separations
Formula: YTD Total Separations by BU / YTD Headcount by BU
Resignation Rate
100.0%
90.0%
80.0%
70.0%
60.0%
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Dominion VA Power
Energy
Generation
DRS-Managed
Dominion Total
2008
2009
2010
2011
Annualized 2012
Custom SAP Org Hierarchy as of 7/6/2012;
* Resignations = voluntary separations excluding retirements & VSPs
NOTE: Data collected from SAP BI
Formula: YTD Resignations by BU / YTD Headcount by BU
Voluntary Separation Rate excluding VSPs
120.0%
EUHRMG
Median
100.0%
80.0%
2011
60.0%
Overall
40.0%
20.0%
Very Large
Companies
0.0%
Dominion VA Power
Energy
Generation
DRS-Managed
Dominion Total
2008
2009
2010
2011
Annualized 2012
NOTE: Data collected from SAP BI
Formula: YTD Voluntary Separations by BU / Headcount by BU
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
29
* Includes resignations and retirements
Custom SAP Org Hierarchy as of 7/6/2012
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
Movements: Separations
Q2 2012
Voluntary* Separation Rate including VSPs
120.0%
EUHRMG
Median
100.0%
80.0%
2011
60.0%
Overall
40.0%
20.0%
Very Large
Companies
0.0%
Dominion VA Power
Energy
Generation
DRS-Managed
Dominion Total
2008
2009
2010
2011
Annualized 2012
* Includes VSPs, retirements and resignations
Custom SAP Org Hierarchy as of 7/6/2012
NOTE: Data collected from SAP BI
Formula: YTD Voluntary Separations by BU / Headcount by BU
Voluntary Sep Rate 0 to 1 LOS
Voluntary Sep Rate 1+ to 3 LOS
100.0%
100.0%
90.0%
90.0%
80.0%
80.0%
70.0%
70.0%
60.0%
60.0%
50.0%
50.0%
40.0%
40.0%
30.0%
30.0%
20.0%
20.0%
10.0%
10.0%
0.0%
0.0%
2008
2009
2010
2011
Annualized
2012
Formula: YTD Voluntary Separations with Less than 1 Year of Service / Headcount with Less
NOTE: Data collected from SAP BI
than 1 Year of Service
Voluntary Sep Rate 3+ to 5 LOS
2008
2009
2010
2011
Annualized
2012
Formula: YTD Voluntary Separations with 1 and 2 Years of Service / Headcount with 1 and 2
NOTE: Data collected from SAP BI
Years of Service
Voluntary Sep Rate 10 or More LOS
100.0%
100.0%
90.0%
90.0%
80.0%
80.0%
70.0%
70.0%
60.0%
60.0%
50.0%
50.0%
40.0%
40.0%
30.0%
30.0%
20.0%
20.0%
10.0%
10.0%
0.0%
2008
0.0%
2008
2009
2010
2011
Annualized
2012
Formula: YTD Voluntary Separations with 3 and 4 Years of Service / Headcount with 3 and 4
NOTE: Data collected from SAP BI
Years of Service
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
30
2009
With VSP
2010
2011
Annualized
2012
W/O VSP
Formula: YTD Voluntary Separations with 10+ Years of Service / Headcount with 10+ Years
NOTE: Data collected from SAP BI
of Service
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
Movements: Separations
Q2 2012
Turnover by Union/Non-Union/Leadership w/ VSP
120%
% of Employee Population
100%
80%
60%
40%
20%
0%
2008
2009
2010
2011
Annualized 2012
Union
Non-Union (excludes Leaders)
Leadership
Total
NOTE: Data collected from SAP BI
Custom SAP Org Hierarchy as of 7/6/2012
Formula: YTD Total Separations by Union/Non-Union/Ldrshp / YTD Headcount by Union/Non-Union/Ldrshp
Turnover by Union/Non-Union/Leadership w/o VSP
120%
% of Employee Population
100%
80%
60%
40%
20%
0%
2008
2009
2010
2011
Annualized 2012
Union
Non-Union (excludes Leaders)
Leadership
Total
NOTE: Data collected from SAP BI
Custom SAP Org Hierarchy as of 7/6/2012
Formula: YTD Total Separations by Union/Non-Union/Ldrshp / YTD Headcount by Union/Non-Union/Ldrshp
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
31
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
Movements: Separations
Q2 2012
YTD 2012 Annual Attrition % of Critical Jobs
1
120.0%
1
100.0%
1
80.0%
1
60.0%
0
40.0%
0
20.0%
0
Lineworkers
Plant Operators
Technicians
Security Officers
0.0%
Retirements
Terminations
Hires
Attrition
Formula: YTD External Hire & Rehire Actions / YTD Total Separations and Change in Position
Divestitures
NOTE: Data collected from SAP BI
Reasons for Leaving Company – YTD 2012
PIE CHART OF REASONS
FOR LEAVING COMPANY
PERCENTAGES
YTD AS OF Q2
NOTE: Data collected from Q2 2012 exit survey report
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
32
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
Movements: Retirements
Q2 2012
Retirement Eligibility (55 yrs of age)
120%
100%
80%
60%
40%
20%
0%
Dominion VA Power
Energy
Generation
DRS-Managed
Dominion Total
5 Yrs Ago Q207%
Q2 2012%
In 5 Yrs %*
NOTE: Data collected from SAP BI
*Assumes current staffing levels
5 Yrs Ago % & Current Qtr % Formula: EOP Employee Hdct Eligible to Retire (=> Age 55 + LOS 3)/ EOP Employee Hdct on Payroll
In 5 Yrs % Formula: EOP Employee Hdct Age 50 and Greater / EOP Employee Hdct on Payroll
Retirement Eligibility (58 yrs of age)
120%
100%
80%
60%
40%
20%
0%
Dominion VA Power
Energy
Generation
DRS-Managed
Dominion Total
5 Yrs Ago Q207%
Q2 2012%
In 5 Yrs %*
5 Yrs Ago % & Current Qtr % Formula: EOP Employee Hdct Eligible to Retire (=> Age 58)/ EOP Employee Hdct on Payroll
In 5 Yrs % Formula: EOP Employee Hdct Age 53 and Greater / EOP Employee Hdct on Payroll
NOTE: Data collected from SAP BI
*Assumes current staffing levels
Age Distribution
1
Generation
1
Silent Generation Hdct %
1
Baby Boomer Hdct %
1
Generation X Hdct %
0
Generation Y Hdct %
Q207
0
Silent Formula: Hdct Born Before 1943 / Hdct
Baby Boomer Formula: Hdct Born 1943–1960 / Hdct
Gen X Formula: Hdct Born 1961-1981 / Hdct
Gen Y Formula: Hdct Born After 1982 / Hdct
0
17
19
21
23
25
27
29
31
33
35
37
39
41
43
45
47
2002
49
51
2007
53
55
57
59
61
63
65
67
69
71
73
76
Q212
82
2012
NOTE: Data collected from SAP BI
Formula: EOP Headcount on Payroll by Age
Actual Retirements by Month
2010
Date
M thly
DOMINION TOTAL
2011
YTD
Date
M thly
YTD
Date
M thly
RETIREMENT COMPARISON (ACTUAL)
Energy
2010
2011
2012
Dominion Virginia Pow er
2010
2011
2012
2012
YTD
Date
M thly YTD
Date
M thly
YTD
Date
M thly
YTD
Date
M thly
YTD
Date
M thly
YTD
Date
M thly
YTD
Generation
2011
2010
Date
M thly
YTD
Date
M thly
YTD
2012
Date
M thly
2010
YTD
Date
M thly
DRS Managed
2011
YTD
Date
M thly
YTD
2012
Date
Jan
Jan
Jan
Jan
Jan
Jan
Jan
Jan
Jan
Jan
Jan
Jan
Jan
Jan
Jan
Feb
M ar
Feb
M ar
Feb
M ar
Feb
M ar
Feb
M ar
Feb
M ar
Feb
M ar
Feb
M ar
Feb
M ar
Feb
M ar
Feb
M ar
Feb
M ar
Feb
M ar
Feb
M ar
Feb
M ar
Apr
Apr
Apr
Apr
Apr
Apr
Apr
Apr
Apr
Apr
Apr
Apr
Apr
Apr
Apr
M ay
M ay
M ay
M ay
M ay
M ay
M ay
M ay
M ay
M ay
M ay
M ay
M ay
M ay
M ay
June
June
June
June
June
June
June
June
June
June
June
June
June
June
June
July
Aug
July
Aug
July
Aug
July
Aug
July
Aug
July
Aug
July
Aug
July
Aug
July
Aug
July
Aug
July
Aug
July
Aug
July
Aug
July
Aug
July
Aug
Sept
Sept
Sept
Sept
Sept
Sept
Sept
Sept
Sept
Sept
Sept
Sept
Sept
Sept
Sept
Oct
Oct
Oct
Oct
Oct
Oct
Oct
Oct
Oct
Oct
Oct
Oct
Oct
Oct
Oct
Nov
Nov
Nov
Nov
Nov
Nov
Nov
Nov
Nov
Nov
Nov
Nov
Nov
Nov
Nov
Dec
Dec
Dec
Dec
Dec
Dec
Dec
Dec
Dec
Dec
Dec
Dec
Dec
Dec
Dec
YTD
*Includes Voluntary & Involuntary Retirements
Historical numbers are adjusted for organizational shifts.
NOTE: Data collected from SAP BI
Formula: YTD Retirement Actions by BU
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
M thly
33
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
Movements: Retirements
Q2 2012
1.2
61
1
Average Age
60
0.8
59
0.6
58
0.4
57
# of Retirees
Retirements – Dominion Overall
62
0.2
56
55
0
2008
2009
Average Age
2010
Average Age w/o VSPs
2011
# of Retirements
YTD Q2 2012
# of Retirements w/o VSPs
NOTE: Data collected from SAP BI
62
1.2
62
1.2
61
1
61
1
58
0.4
57
56
55
2008
2009
2010
2011
0.8
59
0.6
58
0.4
57
0.2
56
0
55
YTD Q2
2012
0.2
0
2008
Average Age
Average Age w/o VSPs
Average Age
# of Retirements
# of Retirements w/o VSPs
# of Retirements
NOTE: Data collected from SAP BI
2010
2011
YTD Q2
2012
Average Age w/o VSPs
# of Retirements w/o VSPs
NOTE: Data collected from SAP BI
Retirements – DRS-Managed
Retirements - Generation
62
1.2
61
1
61
1
0.8
60
59
0.6
58
0.4
57
Average Age
1.2
# of Retirees
62
60
Average Age
2009
0.8
59
0.6
58
0.4
57
56
0.2
55
0
2008
2009
2010
2011
YTD Q2
2012
56
0.2
55
0
2008
2009
Average Age
Average Age w/o VSPs
Average Age
# of Retirements
# of Retirements w/o VSPs
# of Retirements
NOTE: Data collected from SAP BI
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
34
# of Retirees
0.6
60
Average Age
0.8
59
# of Retirees
Average Age
60
# of Retirees
Retirements - Energy
Retirements - Dom VA Power
2010
2011
YTD Q2
2012
Average Age w/o VSPs
# of Retirements w/o VSPs
NOTE: Data collected from SAP BI
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
Appendix
Definitions
Benchmarks Primary Source: EUHRMG YE 2011
EUHRMG benchmark demographics are available by Overall and Company Size. For consistency, the target range median based upon
--- Overall and --- Very Large has been selected.
Note: All metrics with benchmarks may vary slightly in definition from EUHRMG organizational differences in the companies sampled
Abbreviations
EOP = End of Period g = growth Hdct = Headcount LOS = Length of Service org = organization (unit)
YE = Year End YTD = Year to Date
Q = Quarter
Headcount Definitions
EOP Employee Headcount Total number of active employees on a certain day at the end of the period.
– Excludes co-ops/interns (employee subgroups A1, A2, C1, J7), temps/contractors (S6)
– Excludes Credit Union, Steel River and Highmount organizational units
Annualized For Q1, YE metric multiplied by 4. For Q2, YE metric multiplied by 2. For Q3, YE metric divided by 9 then multiplied by 12.
Job Category Definitions
Field/Plant Operator – hourly craft positions including non-nuclear power plant operators, auxiliary equipment operators, gas metering and regulating station operators. This would include all classifications from entry-level to
senior operator positions.
Line worker – an hourly craft position that is responsible for the installation, maintenance and repair of underground and overhead electrical wires and equipment, including poles, transformers, circuit breakers, etc. in both the
Transmission and Distribution departments. This would include all classifications from apprentice to journeymen, chief, crew leader, etc.
Pipefitter/Pipelayer/Welder – hourly craft positions in non-nuclear generation or gas transmission and distribution departments, including all levels of classification from entry-level to crew leader. The types of jobs in this category
are distribution mechanics, service specialists (gas leak responders, appliance repair technicians, etc.)
Technician – hourly craft positions including substation mechanic/electrician, relay technician, engineering technician, instrument and control technician, maintenance technician, electrician, electrical technician, meter technician.
These positions could be in non-nuclear generation, transmission or distribution departments. This would include all classifications from apprentice to senior or lead positions.
Other Definitions
Applicant – an individual who applies for a position and meets the minimum requirements of the job
Apprentice Training – company sponsored program to train entry-level employees in the skills, work procedures, safety requirements of the skilled craft positions. The training may be state or DOL approved or not. These
programs cover several years of training combining in-class instruction with on job application
Entry-Level Positions – skilled craft positions where candidates enter meeting the minimal requirements of the position and then enter a company sponsored apprentice program
Experienced-Level Positions - skilled craft positions where candidates enter having experience in the work and have tested out for placement either further along in the apprentice program or directly into a journeyman
classification
Graduates - people completing a company educational program award, degree, or certificate during a given year
35
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY