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Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
Workforce Needs of the California Solar Industry
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Workforce Needs of the California Solar Industry

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An April 19, 2011 webinar hosted by SolarTech, featuring SJSU faculty Meg Virick and Joel West; reported results from the first employer survey of the SJSU Solar Workforce Project

An April 19, 2011 webinar hosted by SolarTech, featuring SJSU faculty Meg Virick and Joel West; reported results from the first employer survey of the SJSU Solar Workforce Project

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  • Walk-In slide
  • Help in coding job titles from Fabienne
  • For example, among mid-level salespeople (residential) the average importance of sales experience is 3.86, but the average importance of solar experience is lower at 3.00 (on a scale of 1 to 5). Among mid-level salespeople (commercial), the average importance of sales experience is 3.75, but the average importance of solar experience is lower at 3.38. (on a scale of 1 to 5).
  • Transcript

    • 1. Workforce Needsof the California Solar Industry A webinar from SolarTech<br />April 19, 2011<br />10:00 a.m<br />
    • 2. Today’s Webinar<br />Logistics<br />Introductions<br />Research Background<br />Survey Results<br />Q&amp;A and Discussion <br />Summary and Next Steps<br />
    • 3. Housekeeping &amp; Logistics<br />For best audio fidelity we will be in presentation or audience muted mode.<br />We will be monitoring the chat line for:<br />Notifying the moderator of any GoToWebinar Issues <br />Posting any questions for the panel discussion. We’ll select, and pose your questions to the panel at appropriate times.<br /><ul><li>If we do at some point go “open mic,” please place your individual phones on mute.
    • 4. If you plan to use a phone for the audio, please be sure to TURN OFF your Laptop microphone.
    • 5. Best to use a “land-line” with headset, NOT built-in laptop microphone. If you hear feedback please immediately check your audio setup.
    • 6. Follow-up questions can be sent to David McFeely, dmcfeely@solartech.org or 408-529-0508</li></li></ul><li>Introductions<br />
    • 7. Today’s Speakers<br />Prof. Joel West, San José State<br />Prof. MeghnaVirick, San José State<br />David McFeely, SolarTech<br />
    • 8. Joel West, Ph.D.<br />Director, SJSU Solar WorkforceProject<br />Professor, College of Business<br />Researcher on strategy and innovation in high-tech industries<br />Ph.D., UC Irvine; S.B., M.I.T.<br />http://www.linkedin.com/in/joelwest<br />
    • 9. Research Background<br />
    • 10. Green Innovation Challenge<br />Funded by the State of California Employment Development Department (EDD)<br />Six public-private partnership grants<br />Funded July 2011-June 2013<br />$19m total<br />One of the six grants: SolarTech Workforce Innovations Collaborative (SWIC)<br />
    • 11. SolarTech Workforce Innovations Collaborative (SWIC)<br />SolarTech,<br />Program Mgr: David McFeely<br />Project Mgr: Justin Bradley<br /><ul><li>Industry Association
    • 12. 100+ Members
    • 13. Representing some of thelargest solar playersworldwide. </li></ul>FHDA (Catherine Ayers):<br /><ul><li>Spearhead Training Dev.
    • 14. Link with other CCDs</li></ul>Nova (Laura Caccia):<br /><ul><li>Case Management
    • 15. Placement Coaching</li></li></ul><li>SJSU Solar Workforce Project<br />SJSU College of Business, Engineering<br />Working for SolarTech and SWIC<br />Primary components<br />Survey employers about workforce needs<br />Develop EE/RE curriculum &amp; internships<br />For more info: go.sjsu.edu/solar<br />
    • 16. Workforce Surveys<br />Goal: scientifically valid sample of California solar employers<br />Use proven HR sampling measures, metrics<br />Multiple waves of samples<br />Different types of companies<br />Different questions<br />
    • 17. Sampling Process<br />Database of California solar companies<br />Compiled from CSI, other databases<br />Undersamples very small companies<br />HR contact, or general managers<br />Verified California operations<br />Contacted firms to participate in study<br />
    • 18. MeghnaVirick, Ph.D.<br />Research Director, SJSU Solar Workforce Project<br />Associate Professor, College of Business<br />Expert on technology industry worker employment patterns<br />Ph.D., UT Arlington; M.B.A, T.C.U.<br />http://www.cob.sjsu.edu/virick_m/<br />
    • 19. Survey Results<br />Respondent profile<br />General workforce needs<br />Sales workforce needs<br />Challenges<br />
    • 20. Respondent Profile<br />
    • 21. Initial Survey<br />Survey of solar installers<br />Selected 52 companies that are installers or vertically integrated including installation<br />Online survey, solicited via email in March 2011<br />Incentive for participation<br />Result: 32 responses (62%)<br />
    • 22. Value Chain<br />Business area:<br />System design/install: 100%<br />Product manufacturing: 13%<br />Distribution: 13%<br />Equipment manufacturing: 9%<br />Other: 19%<br />
    • 23. Line of Business<br />Technology<br />Photovoltaic: 100%<br />Water heating: 25%<br />Other (&lt; 10%): concentrated solar power, cooling system, cool roof<br />74% get at least ¾ of their revenue from solar<br />
    • 24. Company Size<br />
    • 25. Company Sales Growth: 2009 to 2010<br />
    • 26. General Workforce Needs<br />
    • 27. Where is the Industry Going…<br />Actual 2010 growth is mixed:<br />22% companies downsized<br />28% increased in size<br />28% stayed the same<br />22% declined to respond<br />Outlook for 2011 more positive <br />56% predict increasing workforce<br />22% predicting no change<br />3% expecting to downsize <br />19% declined to respond<br />
    • 28. Growth <br />Staffing Projection, 2011<br />Staffing Trends, 2010<br />
    • 29. Top Jobs in Solar<br /><ul><li>Each company was asked to indicate the number of openings for their top 3 jobs (i.e. 3 jobs with greatest hiring needs). This number does not include any jobs in sales.</li></ul>Number of New Hires in Top 3 Jobs<br />32 companies expect to have 483 openings in 2011. <br />
    • 30. Hiring Projections: Top 3 Positions<br />Number of Companies Mentioning Demand<br />162<br />Strongest demand is for Installation Crew <br />– 162 positions across 16 companies<br />R_a4AMUq3bUdfSjqs Default Response Set Anonymous 74.100.27.135 0 2011-03-01 08:52:01 2011-03-01 09:02:44 1 1 1 2 1 1 2 1 1 1 2003 2 8 4 4 1 Design Consultant 3 5 00 00 00 00 00 00 5 50 2 1 1 1 1 3 3 3 2 2 3 3 2 2 4 2 4 4 1 3 4 3 3 4 5 4 4 2 4 1-2 2-3 2 .0 100.00 1 Varies Self-motivated individuals 1 1 2 2 3 4 4 3 3 3 3 4 3 4 4 3 3 3 4 Steven Sabel 390 Alabama St., Suite A Redlands CA 92373 steven@seabrightsolar.com 1 1 2.00 1.00<br />38<br />31<br />84<br />38<br />9<br /> 6<br />107<br />1<br /> 1<br />3<br />Note: Size of bubble represents expected number of position openings<br />
    • 31. Sales Workforce Needs<br />
    • 32. Demand within the Sales Function - First Priority Jobs:<br />Mid-level sales (commercial)<br />Mid-level sales (residential)<br />Demand within the Sales Function - Second Priority Jobs:<br />Entry level and Inside sales<br /><ul><li>132 additional job openings are projected in sales functions. </li></ul>Top Jobs in Solar Sales<br />
    • 33. Hiring in Sales: First Priority Jobs<br />Number of Companies<br />The largest hiring is projected among mid-level sales (commercial) followed by mid-level (residential)<br />28<br />
    • 34. Hiring in Sales: Second Priority Jobs<br />Number of Companies<br />Trends indicate some increase in hiring entry level sales jobs and inside sales<br />
    • 35. Knowledge, Skills, and Experience for Sales Jobs<br />
    • 36. Overall Findings: Residential vs. Commercial<br />Knowledge requirements are different:<br />Most important knowledge for commercial sales: <br />System sizing/cost estimation<br />Most important knowledge for residential sales: <br />Sales/marketing concepts<br />Skill requirements are different:<br />Most important skill for commercial sales:<br />Critical thinking<br />Most important skill for residential sales:<br />Social perceptiveness, active listening, and speaking<br />
    • 37. Knowledge: Commercial vs. Residential<br />Very Important<br />Not very Important<br />
    • 38. Skills: Commercial vs. Residential<br />Not very Important<br />Very Important<br />
    • 39. Knowledge Requirements Mid-Level Sales<br />Numbers indicate mean values on a scale of 1 to 5<br />
    • 40. Skill Requirements Mid-Level Sales<br />Numbers indicate mean values on a scale of 1 to 5<br />
    • 41. Knowledge Requirements Senior-Level Sales<br />Numbers indicate mean values on a scale of 1 to 5<br />
    • 42. Skill Requirements Senior-Level Sales<br />Numbers indicate mean values on a scale of 1 to 5<br />
    • 43. Education and Certifications<br />A few companies indicated a preference for the following certifications, mostly for mid-and senior level commercial salespersons:<br /> NABCEP certification<br /> LEED<br />
    • 44. Sales Experience versus Solar Experience<br />RESIDENTIAL - Sales experience is considered more important for residential sales and entry level positions.<br />COMMERCIAL - Experience in the solar industry is a higher priority for hiring senior commercial sales.<br />
    • 45. Challenges<br />
    • 46. Hiring Challenges<br />Biggest challenge:<br />Over one-third of companies indicated that finding salespeople with solar experience was their biggest challenge. <br />Respondents indicated that solar sales experience tends to be capped at about 5-7 years, at best.<br />Secondary challenges:<br />Several companies indicated that finding salespeople who were motivated, had a strong work ethic, and good closing skills. <br />Other issues:<br />The following were also mentioned as challenges when hiring salespeople: good persuasion skills, critical thinking, judgment, and decision making. <br />
    • 47. Job Recruiting Sources<br /><ul><li>For Residential sales jobs, order of importance is:
    • 48. General employment websites, their own website
    • 49. For Commercial sales, order of importance is:
    • 50. Solar websites, Outplacement companies</li></li></ul><li>In-house Training &amp; Education for New Employees<br /><ul><li> 81% of companies indicated that they have in-house training for new employees
    • 51. External training options included SunPower, Nova, NABCEP, SLI, and Skillpath.</li></li></ul><li>Compensation Patterns:Mid-level Residential versus Commercial<br />Companies favor more contingent salaries for mid-level residential sales: on average their compensation was split on a 40-60 proportion of base pay to incentive pay. <br />(Range was from 0% base pay to 70% base pay)<br />Companies favor less contingent salaries for mid-level commercial salespeople: on average, their compensation was split on a 80-20 proportion of base pay to incentive pay. <br />(Range was from 15% base pay to 95% base pay, but only one company provided a base pay of 15%. All others had at least 50% base pay for mid-level commercial)<br />No clear patterns emerged on actual total compensation.<br />
    • 52. Future Analysis<br />Written analysis:<br />Full written report: see SWF Year 1 white paper (summer 2011)<br />Potential Samples for Future surveys:<br />Manufacturers: PV and balance of system manufacturing<br />Other renewable energy or energy efficiency segments<br />For more information:<br />Visit SJSU Solar Workforce website: http://go.sjsu.edu/solar<br />Contact Dr. Meg Virick at m.virick@sjsu.edu<br />
    • 53. Moderator: David McFeely<br />Director of Grants and Industry Solutions, SolarTech<br />Won grants from EDD, CEC<br />Program manager @ HP, Agilent<br />NABCEP certified<br />BSEE from Cal Poly SLO <br />
    • 54. Q&amp;A,<br />Discussion<br />
    • 55. Summary &amp; Next Steps<br />
    • 56. Acknowledgements <br />This project was sponsored by the State of California Labor &amp; Workforce Development Agency.It does not necessarily represent the views of the agency, its employees or the State of California. <br />
    • 57. SolarTech would like to follow up with additional in-depth explorations into both this material and other valuable findings in future webinars. Contact David McFeely with your ideas, interests and needs: dmcfeely@solartech.org.<br />SolarTech will be sending a survey to gauge your interests and preferences in an ongoing engagement on workforce topics in a webinar format.<br />To best serve you please be sure to respond to the SolarTech survey as soon as possible.<br />

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