Smart Grid hiring trends study (part 1 of 2)

Executive Summary mangers estimated that their overall hiring would
decrease in 2012, to 15.9 employees, on average. The
Within the Smart Grid ecosystem, the time for human study was conducted in June of 2012, thus this estimate
resources strategy development is now. Forward-thinking should be interpreted with caution. That said, there is a net
utilities, technology vendors, power engineering positive hiring growth trend in the Smart Grid industry.

2.
companies, universities, and government agencies will not
try to reinvent the wheel, but rather leverage as many best
practices as possible. This inaugural study by Zpryme and Companies with 501 to 1,000 employees hired an
Smartgridcareers.com gives Smart Grid hiring managers average of 27.0 employees in 2010 and 36.6 employees in
the baseline data they need to start benchmarking their 2011. These companies also indicated that they would
human capital strategy. The key findings and increase the average number of employees they hire in
recommendations of this report will help utilities and Smart 2012 (45.8). This is not surprising since these companies are
Grid vendors anticipate the challenges that lie ahead. likely more established than smaller companies in the
Further, universities across the United States must begin to Smart Grid industry, but not as heavily staffed as larger
educate a new generation of energy leaders from diverse companies.

3.
backgrounds in computer engineering, computer science,
and engineering-focused IT.
Fifty-nine percent of hiring managers said that
Methodology starting salaries for new hires are increasing. The average
annual compensation for new hires without previous
The Smart Grid Hiring Trends 2012 study was conducted by experience was $55,600.

4.
surveying 184 Smart Grid Hiring Managers and Executives
in June 2012. Only one response per company was
Sixty-five percent of hiring managers said that
allowed for the study. Only U.S. based executives and
managers who played a role in making hiring decisions for starting salaries for experienced hires are increasing. The
average annual compensation for Experienced Engineers
Smart Grid-related roles at their respective companies
were allowed to respond to the survey. and Operational Professionals, and Senior Experienced
Engineers and Operational Professionals was $93,800 and
Key Findings $119,200, respectively. The average compensation for
Experienced Management Professionals was $136,000. The
average compensation for Experienced Directors and

1. The overall average number of employees hired
increased from 24.8 in 2010 to 25.7 in 2011. However, hiring
Executive Managers was $175,000 and $190,000,
respectively.

3 www.zpryme.com | www.smartgridresearch.org | www.smartgridcareers.com Smart Grid Hiring Trends Study (part 1 of 2) | July 2012

Copyright © 2012 Zpryme Research & Consulting, LLC All rights reserved. | Brought to you by Zpryme & Smartgridcareers.com

5. Starting salaries between new hires and
Experienced New Hires was significantly different by
9. Sharing best hiring practices with industry and
professionals organizations was expressed to be the main
position. However, the data indicate that Smart Grid way hiring managers would solve their long-term hiring
career opportunities can be financially rewarding for challenges.

10.
employees with management skills and advanced
engineering expertise.

6.
Mentoring programs with employees who
already have skill sets for Smart Grid roles was chosen as
Overall, the use of hiring bonuses was found to be the top training method to build Smart Grid skills.

11.
more common for Experienced New Hires. Among the
managers that indicated that they did use hiring bonuses
for new hires, the largest group (33%) indicated a bonus According to the hiring managers, executive
amount of $1,001 to $2,500. Among the managers that leadership and hiring managers were most likely to set
indicated that they did use hiring bonuses for Experienced Smart Grid hiring policies at their respective companies
New Hires, the largest group (29%) indicated a bonus and organizations.

12.
amount of $5,001 to $10,000.

7. The time needed to recruit both new hires and
Experienced New Hires is increasing, but hiring managers
Sixteen percent of respondents said that
retention of Smart Grid employees is a large problem.
When asked about how retention of Smart Grid
indicate that it takes longer to recruit Experienced New employees has changed over the past five years, 24% said
Hires. that employees are staying less time now.

8. For new hires without previous experience, the top
sources cited for recruiting were headhunters and referrals
13. Seventy-seven percent of hiring mangers
indicated that they allow Smart Grid employees to
from industry contacts. Respondents identified referrals telecommute. Among those that said they allow
from industry contacts, word-of-mouth from current telecommuting, 32% said they have allowed
employees, and headhunters as their top sources for telecommuting for over 5 years. Thirty-eight percent
recruiting experienced industry professionals. indicated they have allowed telecommuting for 2 – 3
years.



Survey Respondent Characteristics Job Title

Company Size The titles of those managers who responded were (in
descending order of frequency*): Director (39%); Manager
Forty-one percent of hiring managers said they worked for (26%); Vice President (13%); CEO (9%); President (7%); and
companies with 1 to 100 employees, 16% worked for Consultant (6%).
companies with 101 to 500 employees, 6% worked for
companies with 501 to 1,000 employees, and the Percent of Respondents by Job Title
remaining 37% said they worked for companies with 1,000 (figure 2, source: Zpryme & Smartgridcareers.com)
or more employees.

Percent of Respondents by Number of
Employees in Thier Company
Manager,
(figure 1, source: Zpryme & Smartgridcareers.com)
26%
Director,
39%
Consultant,
6%
1,000 or
more, 37% 1 to 100, 41% Vice
President,
13%
President,
CEO, 9%
7%
101 to 500,
16%
501 to 1,000,
6%



Type of Smart Grid Employees Hired Sectors Served by Respondents

About half (49%) of the hiring managers in the study said The hiring managers in the study represented 25 Smart Grid
their company only hired experienced new hires with sectors. Sectors with the largest representation in the study
previous work experience. The other half (51%) said they were AMI, distribution automation, demand response,
hired new hires without previous work experience (outside utility systems, meter data management, network
internships) AND experienced new hires with previous work management, communications, and utility operations.
experience.
Sectors Served by Respondents
(table 1, source: Zpryme & Smartgridcareers.com)
What Type of Smart Grid Employees
Does Your Company Hire Sector % of Respondents
(figure 3, source: Zpryme & Smartgridcareers.com) AMI 62%
Appliances 16%
Battery technologies 19%
(BAN/HAN), energy management systems 36%
Only New Hires Community Energy Storage (CES) 22%
Experienced without Chips 4%
New Hires previous Communication (HW/SW/Control) 44%
with work Consumer advocacy 18%
previous experience Demand response 59%
work AND Distributed automation: communications and software 61%
experience, Experienced
Distributed automation: hardware and sensors 47%
49% New Hires ,
Distributed generation and storage 33%
51%
Electric vehicle technologies 30%
FAN 10%
GIS 29%
Greentech: PV solar, storage 23%
HVAC and building control systems 22%
LAN 27%
Meter data management (MDM) 47%
NAN 20%
Network management 47%
Security 42%
Smart meter manufacturers 32%
Utility operations 43%
Utility systems development/integration and consulting 50%



Total Hires by Company Size, 2010 – 2012 • Companies with 1,000 or more employees
accounted for 60 percent of the hiring in 2010 and
The overall average number of employees hired increased 2011. However, from 2010 to 2011 the average
from 24.8 in 2010 to 25.7 in 2011. However, hiring mangers number of employees hired by companies of this
estimated that their overall hiring would decrease in 2012, size decreased from 53.6 to 45.2. They also
to 15.9 employees, on average. The study was conducted estimated that their hiring would decrease
in June of 2012, thus this estimate should be interpreted significantly in 2012. That said, the overall trend is
with caution. That said, there is a net positive hiring growth positive as these companies are still hiring talented
trend in the Smart Grid industry. employees, just not at the rate they were hiring in
2010 and 2011.
• Companies with 1 – 100 employees showed an
increasing hiring trend from 2010 to 2012. Although Average Number of Smart Grid Hires
By Number Employees in Company
the hiring growth is minimal for these firms, it does
2010 - 2012*
indicate that these firms are slowly growing. (figure 4, source: Zpryme & Smartgridcareers.com)
60
• Companies with 101 – 500 employees showed an 53.6
increasing hiring trend from 2010 to 2011. However, 50 45.8 45.2
they estimated that their hiring would decrease in
40 36.6
2012. That said, the overall trend is positive as these
companies are still hiring talented employees, just 30 27.0
25.6 25.9 25.7
not at the rate they were hiring in 2010 and 2011. 22.6 24.8
20 16.2 15.9
• Companies with 501 to 1,000 employees hired an 7.5
10 5.8 6.9
average of 27.0 employees in 2010 and 36.6
employees in 2011. These companies also indicated 0
that they would increase the average number of 1- 100 101 - 500 501 - 1000 Over 1000 Overall
employees they hire in 2012 (45.8). This is not Average
surprising since these companies are likely more 2010 2011 2012
*2012 are estimated hires provided by each respondent.
established than smaller companies in the Smart
Grid industry, but not as heavily staffed as larger
companies.



Average Annual Compensation by Position Are Starting Salaries for New Hires Changing?

Fifty-nine percent of hiring managers said that starting Yes, they are
increasing
salaries for new hires are increasing (slightly and greatly).
greatly, 13%
The average annual compensation for new hires without
previous experience was $55,600.
No, they are
staying the
Sixty-five percent of hiring managers said that starting same, 37%
salaries for experienced hires are increasing (slightly and Yes, they are
greatly). The average annual compensation for increasing
Experienced Engineers and Operational Professionals, and slightly, 46%
Yes, they are
Senior Experienced Engineers and Operational decreasing
Professionals was $93,800 and $119,200, respectively. The greatly, 2%
average compensation for Experienced Management Yes, they are
Professionals was $136,000. The average compensation for decreasing
Experienced Directors and Executive Managers was slightly, 2%
$175,000 and $190,000, respectively.

Are Starting Salaries for Experienced
Average Annaul Compensation by Position New Hires Changing?
(figure 5, source: Zpryme & Smartgridcareers.com) (figure 7, source: Zpryme & Smartgridcareers.com)

Executive Managers $190,000 Yes, they are
increasing
greatly, 16%
Directors $175,000
No, they are
Management Professionals staying the
$136,000 same, 30%
Sr. Engineers/Operations
Professionals $119,200 Yes, they are
Yes, they are
Engineers/Operations decreasing increasing
Professionals $93,800 greatly, 2% slightly, 49%

New Hires* Yes, they are
$55,600
decreasing
$0 $50,000 $100,000 $150,000 $200,000 slightly, 3%



As expected, starting salaries between new hires and Distribution of New Hire Average Annual Compensation
Experienced New Hires was significantly different by (figure 8, source: Zpryme & Smartgridcareers.com)
position. However, the data indicate that Smart Grid 50%
46%
career opportunities can be financially rewarding for
employees with management skills and advanced 40%
engineering expertise.
30%
• Among new hires, the highest frequency starting
salary was $40,001 to $60,000 (46%). 20%
20%
13%
• Among Experienced Engineer & Operation
10% 9% 9%
Professionals, the highest frequency starting salary 4%
was $80,001 to $100,000 (31%).
0%
Up to $25,001 to $40,001 to $60,001 to $80,001 to $100,001 to
• Among Senior Experienced Engineer & Operation $25,000 $40,000 $60,000 $80,000 $100,000 $125,000
Professionals, the highest frequency starting salary
was $100,001 to $125,000 (29%). Fourteen percent
indicated they started at over $150,000. Distribution of Experienced Engineer & Operation
Professionals Average Annual Compensation
• Among Experienced Management Professionals, the (figure 9, source: Zpryme & Smartgridcareers.com)
40%
highest frequency starting salary was $125,001 to
$150,000 (40%). Sixteen percent indicated they
31%
started at over $150,000. 30%

22%
• Among Experienced Directors, the highest
20% 20%
frequency starting salary was $175,001 to $200,000
(24%). Thirteen percent indicated they started at
10%
over $200,000. 10%
6% 6%
3%
• Among Experienced Executive Managers, the 2%
highest frequency starting salary $175,001 to 0%
Up to $25,001 to $40,001 to $60,001 to $80,001 to $100,001 to$125,001 to Over
$200,000 (28%). However, 24% indicated they started $25,000 $40,000 $60,000 $80,000 $100,000 $125,000 $150,000 $150,000

at over $200,000.



Distribution of Experienced Sr. Engineer & Operation Distribution of Experienced Directors Average Annual
Professionals Average Annual Compensation Compensation
40% 30%

24%
30% 29% 21%
26% 20%
18% 18%
20%
20% 13%
14%
10%
10% 8%
5%
2% 2%
1%
0% 0%
Up to $25,001 to $60,001 to $80,001 to $100,001 to$125,001 to Over $60,001 to $80,001 to $100,001 to$125,001 to $150,001 - $175,001 - Over
$25,000 $40,000 $80,000 $100,000 $125,000 $150,000 $150,000 $80,000 $100,000 $125,000 $150,000 $175,000 $200,000 $200,000

Distribution of Experienced Management Professionals Distribution of Experienced Executive Managers
Average Annual Compensation Average Annual Compensation
50%
30% 28%
40% 24%
40% 23%

20%
30%

20% 19%
16% 11%
15% 10%
5% 6%
10%
3% 4% 2%
2%
0% 0%
$25,001 to $40,001 to $60,001 to $80,001 to $100,001 to$125,001 to Over $60,001 to $80,001 to $100,001 to$125,001 to $150,001 - $175,001 - Over
$40,000 $60,000 $80,000 $100,000 $125,000 $150,000 $150,000 $80,000 $100,000 $125,000 $150,000 $175,000 $200,000 $200,000



Bonuses How Long Have Bonuses Been Used For New Hires?

Overall, the use of hiring bonuses was found to be more Over 5
4 – 5 years,
years, 5%
common for Experienced New Hires. 2%

New Hires
2 – 3 years,
• A large majority (71%) of hiring mangers indicated 17%
that they did not use bonuses for new hires.
We don’t
1 year, 5%
use bonuses
• Among the managers that indicated that they did for new
use hiring bonuses, 17% said they have been using hires, 71%
bonuses for 2 – 3 years.

• Among the managers that indicated that they did
use hiring bonuses, the largest group (33%)
indicated a bonus amount of $1,001 to $2,500.
What is the Average Hiring Bonus for New Hires?
Experienced Hires (figure 15, source: Zpryme & Smartgridcareers.com)
Over $5,000, Up to $500,
• About half (49%) of hiring mangers indicated that 8% 8%
they use bonuses for Experienced Hires.

use hiring bonuses, 15% said they have been using
$2501 to $501 to
bonuses for over 5 years. $1000, 25%
$5000, 25%

use hiring bonuses, the largest group (29%)
$1001 to
indicated a bonus amount of $5,001 to $10,000. $2500, 33%



How Long Have Bonuses Been Used Length of Time to Recruit Smart Grid Employees
For Experienced Hires?
Overall, the time needed to recruit both new hires and
Experienced Hires is increasing, but hiring managers
indicate that it takes longer to recruit Experienced New
Over 5
years, 15%
Hires.
4 – 5 years,
We don’t
7% New Hires
use bonuses
for
2 – 3 years, experienced • Six percent of the managers indicated that it takes 7
12% hires, 51% – 12 months to recruit a new hire.

1 year, 14% • Four percent of the managers indicated that it takes
over a year to recruit a new hire.

• Twenty-five percent said the time it takes to recruit
new hires without previous experience is getting
longer.
What is The Average Hiring Bonuses
For Experienced Hires? Experienced Hires
Up to $500,
2% $501 to • Ten percent of the managers indicated that it takes
Over
$20,000, 5% $1000, 5% 7 – 12 months to recruit an Experienced New Hire.

$1001 to • Nine percent of the managers indicated that it
$2500, 12% takes over a year to recruit an Experienced New
$10,001 to Hire.
$20,000, 24%
• Forty-five percent said the time to recruit
$2501 to Experienced New Hires is getting longer.
$5000, 24%
$5001 to
$10,000, 29%



How Long Does it Take to Recruit a New Hire? How Long Does it Take to Recruit an Experienced Hire?
Over one Over one
7 – 12 year, 4% year, 9% 2 – 4 weeks,
months, 6% 10%
7 – 12
2 – 4 weeks, months, 10%
16%
One month,
4–6 16%
One month,
months, 22% 4–6
16%
months, 24%
2–3
2–3
months, 32%
months, 35%

Has The Length of Time Needed to Recruit Has The Length of Time Needed to Recruit
a New Hire Changed? an Experienced Hire Changed?

Yes, gotten
longer, 25% No, still Yes, gotten
about the longer, 45%
No, still same, 45%
about the
same, 65%
Yes, gotten
shorter, 10%

Yes, gotten
shorter, 11%



Leading Sources for Recruiting What Are Your Top Sources For
Recruiting New Hires?
For new hires without previous experience, the top sources
cited for recruiting were headhunters and referrals from
22%
industry contacts. Respondents identified referrals from Referrals from industry contacts

industry contacts, word-of-mouth from current employees,
Headhunters/Recruiters 22%
and headhunters as their top sources for recruiting
experienced industry professionals. Word-of-mouth (current
15%
employees)

New Hires Universities/Colleges 15%

• Twenty-two percent of hiring managers said their Job boards 15%
top choice for recruiting new hires was referrals from
industry contacts and headhunters/recruiters. Internet 9%

0% 10% 20% 30%
• Fifteen percent said their top choice for recruiting
new hires was word-of-mouth, universities, and job
boards were. What Are Your Top Sources For
Recruiting Experienced Hires?
Experienced Hires
Referrals from industry contacts 35%
• Thirty-five percent of hiring managers said their top
choice for recruiting Experienced New Hires was Word-of-mouth (current employees) 23%
referrals from industry contacts.
Headhunters/Recruiters 22%
• Twenty-three percent of hiring managers said their Internet 9%
top choice for recruiting Experienced New Hires was
Universities/Colleges 4%
word-of-mouth.
4%
Job boards
• Twenty-two percent of hiring managers said their
top choice for recruiting Experienced New Hires was Industry organizations 3%
headhunters/recruiters.
0% 10% 20% 30% 40%



Solving Long-Term Hiring Issues Smart Grid Training Efforts

Sharing best hiring practices with industry and professionals Mentoring programs with employees who already have
organizations was expressed to be the main way hiring skill sets for Smart Grid roles was chosen as the top training
managers would solve their long-term hiring challenges. method to build Smart Grid skills.

The hiring managers were asked how they were going to Another way to build Smart Grid expertise within an
solve their long-term hiring challenges and their choices organization is to establish training programs. The hiring
were (in descending order of frequency): networking with managers’ preferences (again, in descending order)
industry or professional organizations to share best were: mentoring programs with employees who already
practices for successful hiring (66%); ask consultants to have skills (63%); a tie between training by outside
research and propose recommendations (33%); ask consultants and training programs/certifications using
human resources (HR) to build a database on successful professional organizations like IEEE or EPCE (both at 26%);
hires and/or statistically modeling commonalities that an internal online training program run by HR (25%);
successful hires share (33%); establish internal team to internship programs (24%); training/certification programs
research and propose recommendations (28%); and, last, by local college/university (22%); and an internal offline
ask university/college to research and propose training program run by HR (13%).
recommendations (15%).
What Training Efforts Have Been Undertaken to Build
How Do You Plan to Solve Your Long-Term Smart Grid Skills within Your Organization?
Hiring Challenges for Smart Grid Roles? (table 3, source: Zpryme & Smartgridcareers.com)
% of
Selection
Respondents
% of
Selection Mentoring programs with employees who already have these skill sets 63%
Respondents
Networking with industry or professional organizations to share best Training by outside consultants 26%
66%
practices for successful hiring Training programs/certifications that can be completed via a
26%
professional organizations such as IEEE, EPCE, etc.
Ask consultants to research and propose recommendations 33% Internal online training programs run by HR 25%

Ask HR to build a database on successful hires (tracking where Internship programs to groom new graduates 24%
successful hires come from and/or statistically modeling commonalities 30% Training programs/certifications that can be completed at a local
that successful hires share) 22%
college/university

Establish internal team to research and propose recommendations 28% Other 17%
Internal offline training programs run by HR 13%
Ask university/college to research and propose recommendations 15%
Internal video training programs run by HR 11%
Other 9%



Smart Grid Hiring Policies Retention of Smart Grid Employees

According to the hiring managers in the study, the level in Sixteen percent of respondents said that retention of Smart
organizations that establishes hiring policy for Smart Grid Grid employees is a large problem. When asked about
employees was: executive leadership (39%), hiring how retention of Smart Grid employees has changed over
managers (35%), HR (11%), mid-level managers (7%), and the past five years, 24% said that employees are staying
the board of directors (2%). less time now.

Who Establishes The Hiring Policies for Has The Retention of Smart Grid Employees Changed
Smart Grid Employees? Over The Past Years?

Executive Employees
39% are staying
leadership Employees
are staying longer now,
Hiring managers 35% less time 19%
now, 24%
HR 11%
Employees
are staying
Other 7% about the
Mid-level same now,
managers 7% 58%

Board of directors 2% Retention of Smart Grid Employees Is:
0% 10% 20% 30% 40% 50%

Not a
problem, A moderate
28% problem,
36%
A large
problem,
16%



Telecommuting Does Your Company Allow Smart Grid
Employees to Telecommute?
Just over three out of four (77%) hiring mangers indicated
that they allow Smart Grid employees to telecommute. Selection
% of
Respondents

• Forty-four percent let employees at all levels Yes, and at all levels 44%

telecommute. No 23%

• Nine percent only let lower-level and mid-level Yes, but only at lower levels 9%

employees telecommute. Yes, but only at mid-levels 9%

• Among those that said they allow telecommuting, Yes, but only at the executive and mid-levels 8%

32% said they have allowed telecommuting for over
Yes, but only at mid and lower levels 7%
5 years. Thirty-eight percent indicated they have
allowed telecommuting for 2 – 3 years. Yes, but only at executive levels 1%

• Twenty-one percent said they have only allowed
telecommuting for 1 year. How Long Have You Allowed Smart Grid
Employees to Telecommute?

Over 5 1 year, 21%
years, 32%

2 – 3 years,
38%
4 – 5 years,
10%



Conclusions & Recommendations another 29% indicated a range of $5,001-$10,000.
Not exactly chump change when you consider the
1. Salaries for Smart Grid Roles are on the Rise and volume of hiring that will have to occur in the utility
Surpass Industry Averages in the Engineering Sector sector as nearly half of this workforce approaches
retirement.
Fifty-nine percent of hiring managers reported that
starting salaries for new hires (those without previous We also predict hiring bonus usage will accelerate
work experience outside of internships) are dramatically in the new hire category as Smart Grid
increasing. This percentage increased to sixty-five curricula becomes more readily available, more
percent for experienced hires. The average starting comprehensive in nature, and more widely
salary for an experienced engineer was $93,800, accepted as sufficient training. Hiring managers in
eight percent higher than the industry average for a both the vendor space and the utility sector will
comparable position according to Salary.com. naturally gravitate to this less expensive alternative
Engineering managers in the Smart Grid are even to meet their human capital requirements. Initially,
more highly compensated, taking home an the competition for these new Smart Grid graduates
average of 20% more than their counterparts in will be fierce as the talent pool will remain relatively
other industries. small until this curriculum becomes more prolific.
However, even if the use of hiring bonuses becomes
What’s the net for the utility sector? The budgeting more commonplace, the overall cost of recruiting a
process must take these evolving compensation new hire will still remain less than hiring an
requirements into account. It’s not even a matter of experienced candidate.
being able to attract the “best” talent. It’s more
about being able to afford the candidates who 2. The Recruitment Process Takes Time and Requires
possess the skills needed to achieve proficiency in Advance Planning
Smart Grid operations.
Forty-five percent of survey respondents indicated
Survey respondents also reported leveraging hiring that the length of time required to recruit an
bonuses to land the talent they need. While only experienced hire has increased, with 19%
29% of participants stated that they leverage hiring responding that the process now takes over seven
bonuses as part of their recruitment strategy for new months. Recruitment of new hires seems to be a
hires, nearly half employ this tactic for experienced little easier and less time consuming according to
hires. Twenty-four percent of Smart Grid hiring those surveyed, with only 25% responding that the
managers reported paying experienced hires process is getting longer, and 90% reporting that the
signing bonuses in the $10,001-$20,000 range, and process is successfully being completed within six



months. However, these timeframes will only
increase over time, as there will continue to be a Our advice for utilities? Perform temperature checks
significant shortage of viable candidates. Utilities on employees frequently. Engage them on a
should anticipate that this process will be arduous personal level. Think out of the box when creating
for the foreseeable future, as it will take time to work schedules. Vendors are already way ahead of
encourage the nation’s collegiate recruits to pursue the game. For example, 77% of survey respondents
a career in the Smart Grid. indicated that they allow some employees to
telecommute. While this type of arrangement is not
Our suggestion for those responsible for hiring in the always viable for all types of utility workers, it should
utility sector? Identify the skill sets you anticipate be offered to those whose job function does not
needing and then pull the trigger on the recruitment require them to be physically onsite. The human
process at least a year in advance, especially if resources team within a utility has to evolve from a
there is a need for multiple candidates with similar payroll processing department to a dynamic, team-
qualifications in the same geographic area. leading, employee-developing entity that is highly in
tune with the needs and wants of its workforce.
3. Retention Requires Strategy
4. Connections, Affiliations, and Networking are Vital to
The Smart Grid human resources challenge does not Recruitment Success
end with the successful hire of a qualified
candidate. Over half those surveyed labeled the A utility will need to be actively engaged within the
retention of Smart Grid employees as a “moderate industry to ensure success in recruiting qualified
to large” problem. And while only 24% indicated talent. While headhunters will continue to play an
that employees’ tenure is declining, the writing is on instrumental role in identifying potential candidates
the wall. (22% of respondents said their top choice for
recruiting both new and experienced hires was
Utilities that are physically located in the same headhunters), industry contacts (according to
geographic area as a Smart Grid technology survey participants) are extremely useful in the
vendor will have the most difficult time retaining overall recruitment process. While it may seem
employees, as these vendors will aggressively court obvious, the only way to secure industry contacts is
their employees. To make matters worse, to actively seek them out by joining relevant
technology vendors are in the more advantageous professional organizations, attending industry events,
position of being able to adjust their p & l on the fly, and becoming more active within social media
giving them the flexibility to up the ante when forums.
needed to secure qualified talent.



5. Training May Require Outside Resources

When asked what types of training initiatives
vendors are currently leveraging to address the
current skill set gap, an overwhelming majority (63%)
indicated that they rely on mentoring programs with
employees who already have the desired skill sets to
bring their employees up to speed. As many utilities
do not yet have these skill sets in their wheelhouse,
this sector will most likely have to evaluate the use of
outside resources (consultants) to perform the
training function until a base of skilled employees
can be developed. Budgetary consideration needs
to be given to this process, and the training itself
should be taking place in the very near future (if not
started already) to ensure training is completed as
quickly as possible.



Q&A: Echelon
environmental reasons and show how the Smart
Grid is an area where young students can have a
Jeff Lund positive impact and a rewarding career.
VP of Business Development
www.echelon.com

ZP: How has your company attracted new talent to fill
Smart Grid roles? (eg. networking, recruiters, LinkedIn,
conferences, referrals etc.)

JL: Echelon uses a variety of methods to attract
new talent – we are active in LinkedIn, working
closely with recruiters, and tapping our employees
for referrals.

ZP: Overall, how can the industry work together to train
and build the Smart Grid work force of tomorrow?

JL: One great advantage that the Smart Grid has
as an industry is that we have a generation of
young people entering the workforce that is
conscious of energy as a precious resource to be
carefully managed. Even simple things like being
taught from early childhood to turn the lights off
when they leave a room has made the idea of
conserving energy almost an instinctive behavior.

The next generation of workers also have a
growing concern around the impact of energy
consumption of the environment. The Smart Grid
industry can tap into these trends by making
available education and other materials that
reinforce the idea that energy is an important
resource to manage for both economic and



Q&A: Itron
Tim Wolf
Director of Smart Grid Solutions
www.itron.com


TF: Many of our candidates come from networking at
industry events and online venues such as LinkedIn.
Leveraging social media is a key component of
successfully recruiting a new generation of workers for
the Smart Grid world. We also rely on referrals from
current employees and internships that turn into full
time positions.


TF: In many respects, the Smart Grid industry is still
evolving. As a result, universities, industry organizations
and associations have not yet developed fully formed
programs to the degree necessary to support a vibrant
training grounds for the future Smart Grid workforce.
Given the significant infrastructure and resource
challenges ahead, utilities, technology vendors,
academia and other stakeholders must continue to
commit time, financial resources and expertise to the
development of the next generation workforce.



Q&A: S&C Electric Company
selected undergraduate engineers committed to the
field of power and energy who meet academic and
Wanda Reder career experience requirements. This is intended to
VP of Power Systems Services increase the number of people available for Smart Grid
www.sandc.com positions in anticipation of significant workforce
retirement rates in the upcoming years. Convincing
ZP: How has your company attracted new talent to fill students to commit to Smart Grid careers and its
Smart Grid roles? (eg. networking, recruiters, LinkedIn, contribution to a vibrant U.S. economy requires
conferences, referrals etc.) continuous industry commitment where financial
support, meaningful career experiences, mentorship,
WR: All of these tools are used -- we are active in professional networking and lifelong education are
industry associations and technical working groups to needed.
network. In addition, we participate in job fairs that are
held in conjunction with major conferences and on In addition, industry needs to be actively involved in
campuses to meet students and introduce them to our curriculum development by providing adjunct
company and we occasionally use recruiters to make professors, lab equipment, technical projects and other
connections with experienced professionals. resources to facilitate real world experience for the
students. When industry and the academic community
S&C has also developed a relationship with come together, tremendous value can result from the
the academic community where we work with both development of innovative technologies, design
professors and students to discover potential methods, and new Smart Grid applications.
hires. We’ve found referrals and word of mouth from
these communities to be the best resources, but online
recruitment and social networking tools like LinkedIn
are becoming more applicable.


WR: The IEEE Power & Energy Society Scholarship Plus
Initiative is a great example of how industry is helping to
develop tomorrow’s Smart Grid work force. Industry
and individual contributions are providing the financial
support to award up to $7000 of scholarships to



Q&A: Siemens
Siemens Smart Grid Division
www.siemens.com


Siemens: We use all available resources, university
campus recruiting, linked in, professional recruiting
agencies, and the best of all, networking and referrals.


Siemens: Yes, it is important for companies to work
together, and we see ourselves working more and
more with not just traditional "utility" or "hardware"
companies, but also with software companies.
Those companies are more and more important
and Siemens is aligning with them closely, as
evidenced by our acquisition at the beginning of
this year with eMeter Corporation.



About Zpryme Smart Grid Insights Practice:

Zpryme-powered Smart Grid Insight Practice (link) and our Smart Grid
Insights Advisory Board (link) help organizations understand their
business environment, engage consumers, inspire innovation, and
take action. These practices represent an evolution beyond traditional
market research and consulting: combining sound fundamentals,
innovative tools and methodologies, industry experience, and
creative marketing savvy to supercharge clients’ success. At Zpryme,
we don’t produce tables and charts; we deliver opportunity-focused,
actionable insight that is both engaging and easy-to-digest. For more
information regarding our custom research, visit: www.zpryme.com.

Zpryme Smart Grid Insights Contact:
smart.grid@zpryme.com | +1 888.ZPRYME.1 (+1 888.977.9631)
www.smartgridresearch.org (Zpryme Smart Grid Insights)
www.zpryme.com (Zpryme Main Website)
Contributors:
About Smartgridcareers.com:
Echelon (Jeff Lund, VP of Business Development)
Itron (Tim Wolf, Director of Smart Grid Solutions)
SmartGridCareers.com is a niche recruiting firm offering a S&C Electric Company (Wanda Reder, VP of Power Systems Services)
comprehensive suite of human resources solutions to the Smart Grid Siemens (Siemens Smart Grid Division)
industry. Leveraging a powerful combination of experience, expertise
and cutting-edge technology, SmartGridCareers.com has established Disclaimer:
a proven track record of pinpointing candidates with the emerging
skill sets required by the Smart Grid and Renewable Energy sectors. For These materials and the information contained herein are provided by Zpryme Research & Consulting, LLC and are
intended to provide general information on a particular subject or subjects and is not an exhaustive treatment of
more information, visit: www.smartgridcareers.com. such subject(s). Accordingly, the information in these materials is not intended to constitute accounting, tax, legal,
investment, consulting or other professional advice or services. The information is not intended to be relied upon as
the sole basis for any decision which may affect you or your business. Before making any decision or taking any
action that might affect your personal finances or business, you should consult a qualified professional adviser. These
Zpryme Credits: materials and the information contained herein is provided as is, and Zpryme Research & Consulting, LLC makes no
express or implied representations or warranties regarding these materials and the information herein. Without limiting
the foregoing, Zpryme Research & Consulting, LLC does not warrant that the materials or information contained
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Editor Managing Editor Research Lead LLC expressly disclaims all implied warranties, including, without limitation, warranties of merchantability, title, fitness
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Smart Grid hiring trends study (part 1 of 2)

Smart Grid hiring trends study (part 1 of 2)

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Smart Grid hiring trends study (part 1 of 2)