Attracting, Developing and Retaining Employees
At Duke Energy, we seek innovative ways to attract new talent and provide our employees opportunities for professional growth. Here are some of the ways we attract, educate and develop our workforce:
Developing Tomorrow’s Leaders
We offer a variety of leadership development opportunities for employees. In 2008, we launched new programs to equip recently promoted supervisors for success in their role. More than 100 supervisors have completed the programs, gaining knowledge on business expectations, values, employment laws and supervisory skills and tools. Additionally, nearly 60 mid-level managers have taken part in a strategic development program designed for Duke Energy leaders at the University of North Carolina at Chapel Hill. As part of the program, Jim Rogers issues a “CEO Challenge” to participants to develop unique solutions to some of the most urgent issues facing our business.
In 2008, we established our newest employee resource group – Latinos United Cultivating Energy and Service (LUCES). These employee resource groups (ERGs) offer training and networking opportunities for employees with common interests or experiences. For example, members of our Leadership Development Network build leadership skills through mentoring opportunities, networking sessions and specialized training.
ERGs also help reinforce ties to the community and attract diverse candidates for future employment. For example, members of Duke Energy’s African American Network often mentor high school students and award merit and need-based scholarships for college. And, a chapter of our Business Women’s Network holds a clothing drive each year benefitting low-income women who need professional attire for work. These activities strengthen ties to the community and open new doors for those who might one day join our ranks.
Our employees are also involved in local chapters of national groups. Women in Nuclear (WIN) helps female employees broaden their knowledge of the nuclear power industry. WIN members frequently serve their communities by judging science fairs, conducting engineering-related workshops or teaching children about nuclear power. Similarly, North American Young Generation in Nuclear provides development and outreach opportunities for young professionals in the nuclear field.
Building a Talent Pipeline
Partnerships between Duke Energy and technical and community colleges also help us recruit new employees. In these programs, students learn valuable skills for the energy industry, and we develop a pipeline of trained technicians. Additionally, the skills these students acquire reduce training time and costs for those we bring on board. Examples include:
A program Duke Energy supports at York Technical College in South Carolina prepares students for entry-level work as power line technicians with classroom, lab and field instruction. A similar Duke Energy-sponsored program is being developed at Gateway Community and Technical College in the Greater Cincinnati area.
Instructors at the Catawba Nuclear Station in South Carolina recently helped launch a radiation protection technology program at Spartanburg Community College – the first of its kind in the nation. This program meets a company need for technical personnel and provides new job opportunities. Duke Energy hired the majority of students who graduated from the program in May 2008.
Our Commercial Associates Program is another strategic hiring initiative that recruits graduates from MBA programs and rotates them through different departments and business units. These associates develop a better understanding of the company that will serve them well in future leadership positions.
The Web is useful in attracting quality candidates for employment. In 2008, we expanded the number of avenues we use for online recruitment. We also enhanced our job application system to allow individuals to register their interest in working for Duke Energy, even if an applicable position is not yet available.