The document discusses several challenges facing public power utilities' IT workforces, including a severe shortage of IT talent, rapid technological changes, and the differing needs and preferences of Millennial workers. It summarizes drivers like cloud computing, business intelligence, the Internet of Things, and STEM skills shortages. The document provides recommendations for utilities to address these challenges through retention efforts, contingency planning, investing in technology, and changing their brand to attract talent.

2. Technology
Workforce
Challenges Facing
Public Power

3. • A division of Find Great People, FGP Tech is a Greenville, SC
headquartered IT Recruiting & Staffing firm. We assist
companies nationwide in searches from the executive level
down all the way to helpdesk
• We are here because Public Power serves the greater
community and it is our civic responsibility to ensure you
know and can prepare for the challenges facing you
pertaining to your IT workforce
So who is FGP Tech
and why are we here?

4. What that really means…
• We are directly engaged with candidates and know what
they are looking for in their careers
• We have our fingers on the pulse of what skills are “hot”
within the market and have the most current salary data
available
• Above all, we follow hiring trends as well as future
forecasting specific to the IT industry
This means that we are seeing both today and tomorrow’s
pain points for Public Power… a severe shortage of IT talent

5. Drivers influencing the IT
workforce
The CloudSTEM
BI
IoTMillenials
These factors and more are influencing your utility

6. So what is STEM…
Science
Technology
Engineering
Mathematics
And now there is STEAM (which includes Art)

7. By the numbers…
• According to the Bureau of Labor Statistics, Computer and
Information Technology occupations are projected to grow
by 22 percent from 2010 to 2020!
• More than half of all projected jobs in STEM elds arefi
related to IT
• Exploring Computer Science reported that the percentage
of US high school students taking STEM courses has
increased, but that it has dropped from 25% to 19% for
Computer Science
In short there are more IT-related jobs being created, but less
children going into Computer Science-related majors

8. In addition…
• Baby Boomers continue to leave the workforce
• Tighter immigration laws and “in-sourcing” has impacted
the available talent pool
• The U.S. continues to slide in global rankings with regards
to Math, Reading, and Science
So, demand is increasing while supply is decreasing. At the
same time we are falling behind in the key subject areas
that directly correlate to Computer Science

9. At the same time…
• Innovation is occurring at record pace (ex. operating
system upgrades moving from 5 years to a continuous
release models)
• The number of product offerings and/or the increase of
functionality are greater than ever before (creation of the
need to specialize)
• Reliance on technology has increased (we want it at all our
fingertips and we want it all right now)
• Cyber threats continue to grow

10. Three key innovation
movements within IT
• Business Intelligence (BI)
• The Cloud
• Internet of Things (IoT)

11. Business Intelligence (BI)
• Business users increased demand real-time reporting and
analytics
• It is now easier to combine data from varied sources into
one database
• BI is moving in the direction of using natural language to
empower end users to easily create their own
reports/dashboards
• BI is enabling organizations to automate decision-making

12. BI challenges
• One of the hottest skills sets in the market, so that means it
is a very expensive hire
• If the initial data architecture is not done correctly it can
become a money pit
• The end user demands and desires continue to change and
become a moving target
• When dealing with complex algorithms there is a very real
risk for human error

13. The Cloud
• The move from on-premise to being web-based
• Smaller organizations can now have enterprise-like
capabilities
• Cost is generally minimal when compared to “owning” it in-
house
• Updates and feature enhancements are generally free
• Employees can typically access services/applications with
greater ease when offsite

14. Cloud challenges
• You don’t control when/how changes are made
• Cyberattacks (vulnerability to DDoS attacks)
• The Cloud has not been standardized (there are no clear-
cut guidelines)
• Business continuity (what happens when you lose access to
the internet)
• Many organizations don’t even know their terms and
conditions with their Cloud providers (data ownership,
disaster recovery guarantees, compliances met, conditions
of termination, etc.)

15. The Internet of Things (IoT)
• With everything connected you can control anything from
anywhere
• More points of data collection means more opportunities to
make numerically supported decisions
• Increased efficiency (be it time, automation, etc.)
• Opens up a new realm of potential revenue streams

16. IoT challenges
• More interconnectivity increases potential for large-scale
attacks that could cripple US infrastructure
• With no universal language or protocol compatibility will
be an issue
• More opportunity for device failures and domino effects

17. The Millennials are here
• Millennials span 1982-2004 and have already surpassed
Generation X to be the largest make up within the labor
force
• According to the Bureau of Labor Statistics 53% of all
managers say that it’s difficult to find and retain Millennials
• 58% of Millennials expect to stay in their jobs less than 3
years (Generation X has averaged 5 years and Baby
Boomers has averaged 7 years)
• 69% of Millennials stated that they would choose to
freelance if they knew that they could find enough work

18. What motivates Millennials
• According to Deloitte’s Millennial Survey, 78% of Millennials
are strongly influenced by how innovative a company is
• Flexibility in the workplace and non-traditional work
schedules
• Millennials like collaborative environments
• Motivated by career growth and development
opportunities
• Look for organizations that give back to the community
• Money, surprisingly, isn’t their biggest motivator

19. Ask yourselves
Look yourself in the mirror and give yourself an honest
assessment…
•Do we have any current IT hiring needs?
•Are there any planned IT team loses we anticipate over the
next 2 years?
•Do we invest enough in IT and technology (would it excite
someone to work here)?
•Do we have a company culture that people want to be a part
of?
•What do we do for the community at large?

20. Let’s review the challenges
that impact hiring
•There is a severe and growing IT talent shortage
•Technology is changing at breakneck speed
•Organizations continue to rely more and more on
technology and analytics to drive efficiency/revenues
•The Millennials are vastly different than proceeding
generations and so are the things that they are looking for

21. There are solutions
•Concentrate on retention (it is almost always less costly)
•Create contingency plans
•Stop treating IT like a cost center and start treating it like an
efficiency and revenue center
•Monetize IT by offering aggregate IT services and look to
similar organizations to augment talent/skill gaps
•Ensure that you are committed to innovation, quality of life,
and a service driven culture. Ask yourself, “do we offer those
3 things”

22. Retaining talent
•Evaluate compensation and benefits structure
– You don’t have to be a market leader, but you cannot lag behind either
– Know what every person on your team could make on the open market
(trust me, firms like us are calling them every day)
•Listen to your employees and what motivates them
– Poll your workforce to learn what they like and don’t like
•Invest in their growth
– Trainings/certifications relevant to their roles
– Look for ways to expand their roles (lead projects, part of cross-
functional teams/boards, etc., teach them the business, etc.)
•Create a culture of treating people fairly, not equally
– Top producers can earn right to work from home
– Quarterly reviews with top grades earn an extra day off
– Discretionary bonuses

23. Contingency planning
•Are you following IT best practices…
– Extensive documentation
– Know your vendors and whether they offer consulting services
(Staffing Firms and Managed Services Providers are additional potential
solutions)
– 3rd
party IT health checks/audits
•Cross-train employees to create redundancies
•If you know someone is retiring consider bringing their
replacement early for a 3-6 month overlap

24. Invest in technology
•If you do not invest in technology you will lose talent
•User “power in numbers” to drive down technology costs
– Know what the pricing breaks are for various expenditures
– Many industries are creating GPOs to increase negotiating power to
reduce IT spend
•Teach IT employees about the ROI of technology purchases
– They will be happier if they are part of the of the decision-making
process
– Employees will better understand not making an IT purchase that has a
poor ROI

25. Think outside the box
•Offer aggregate IT services
– Offer municipalities/customers MSP-like services (red tape and inability
to generate revenue has left many of them with very real IT needs)
– This can turn IT into a revenue center and pay for additional headcount
and technology investments
•Create partnerships to augment deficiencies
– Split costs/time for employees
– Swap or outsource to someone who already knows your industry

26. Change your brand
You have to be a “brand” that people want to be a part of…
•Innovation: Commitment to technology doesn’t always
mean more money, it means openness to doing things
differently
•Quality of Life: Work-life balance, flexible scheduling (think
sick children work from home forgiveness), paternal child
leave, nursing care leave, including adoption benefits
•Service Culture: Be an organization that gives back to the
community, allow for volunteer opportunities during work
hours, Computer Science outreach at the K-12 level

27. Hiring best practices
•Interview, but always sell your organization
– People like to feel wanted
•Know your strengths and weaknesses, but share both
– Being genuine and transparent wins candidates over because so many
places don’t operate that way
•Hire attitude and aptitude, skills can be taught
– Don’t get caught in the “perfect” candidate trap
•Don’t forget about internship programs
– You can model these programs a number of ways to lock down future
employees

28. Blake Coleman
Business Development – FGP Tech
www.fgptech.com
Direct: 864-553-7222
E-mail: blake@fgptech.com
Twitter: @FGPTech
http://www.slideshare.net/blake_coleman/fgp-
tech-appa-conference-september-2015