2012 center for energy workforce development summit november 14-16, 2012 crystal gateway marriott...

2012 Center for Energy Workforce Development SummitNovember 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:– 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 tenure-retirement 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

6

Workforce Readiness Enterprise ScorecardTable 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 · Page 9 Average Pay Overtime Pay Overtime Hours Worked

7


Movements · Pages 10 – 14Hires

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

8

Workforce Readiness Enterprise ScorecardTable of Contents (cont’d)

Movements · Pages 15 – 20Separations

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

9

Key Observations

*Excludes VSPsNOTE: The arrows indicate an increase or decrease from the previous year.

WFP Metrics Dashboard

2008 2009 2010* 2011* Q2 2012

# of EmployeesAverage Age of WorkforceAverage Length of Tenure# of EEs over 58 yrs of ageAverage Age of Leadership Average Age of Union WorkforceForecasted DemandHiring to replace workers?Hiring to expand workforce?

10

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

Dom VA Power

Energy Generation DRS-Managed

Dominion Total

Women in WorkforceMinorities in Workforce

New Hires

Ins & Outs*

Net Hire Ratio Staffing Changes

11

Movements: Hires Q2 2012

Formula: YTD External Hire & Rehire Actions / YTD Total Separations and Change in Position Divestitures

Formula: YTD External Hire & Rehire Actions by BU

*Includes Steel River Change in Position Divestitures

* Custom SAP Org Hierarchy as of 7/6/2012 and Energy includes E&P 50005698

Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit UnionQ2 2012 Data as of or through: 6/30/2012

Last Refreshed: 7/6/2012

NOTE: Hires include mergers and acquisitions

NOTE: Exits = retirements,VSPs, involuntary and Voluntary terminations

NOTE: Data collected from SAP BI




Dominion VA Power Energy Generation DRS-Managed Dominion Total2008

2009

2010

2011

Q2 2012

0

0

0

1

1

1

1

# of

Hire

/Reh

ire A

ction

s

HiresX

ExitsX

Minority: X% / X Minority: X% / X Minority: X% / X

Female: X% / X Female: X% / X Female: X% / X

Avg. Age: X Avg. Age: X Years of Service: X

Avg. Age: XYears of Service: X

EOP Employee Headcount on Payroll

employees = X

0.0

0.2

0.4

0.6

0.8

1.0

1.2

0

0

0

1

1

1

1

2008 2009 2010 2011 YTD Q2 2012

Ratio

# of

Em

ploy

ees

Hires Separations Ratio

Exits 2008 2009 2010 2011 Q2 2012Annualized 2012 %

of Q212 HdctVoluntary 0 0 0 0 0 0.0% Resigned Retirements Retirements w ith SeveranceInvoluntary 0 0 0 0 0 0.0% Dismissals Deceased Disability (incl retirements) Severance/Reduction in Force Cyclical Retirements Divestitures Termination/CIP Divestitures*Grand Total 0 0 0 0 0 0.0%

Entries 2008 2009 2010 2011 Q2 2012Annualized 2012 %

of Q212 HdctHires/Rehires 0 0 0 0 0 0.0%

Success Tips• 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

TO BE DISTRIBUTED TO HR EMPLOYEES ONLY14


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 · Page 9 Average Pay Overtime Pay Overtime Hours Worked



Movements · Pages 10 – 14Hires

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


Workforce Readiness Enterprise ScorecardTable of Contents (cont’d)

Movements · Pages 15 – 20Separations

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

*Excludes VSPsNOTE: The arrows indicate an increase or decrease from the previous year.

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 Dom VA Power Energy Generation DRS-Managed Dominion Total

Women in Workforce

Minorities in Workforce

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?


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%

Resignation Rate (voluntary separations excluding retirements)

The resignations of employees changed by X% across Dominion Q2 2011 as compared to YE 2011.

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.

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.


Separation Rate


Resignation Rate

From YE 11 – Q2 12 0 to 1 yr LOS 1+ to 3 yrs LOS 3+ to 5 yrs LOS

10 or more yrs LOS

Voluntary Separation Rate


Voluntary Separation Rate


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.

TO BE DISTRIBUTED TO HR EMPLOYEES ONLY

NOTE: Custom SAP Org Hierarchy as of 7/6/2012; Energy includes E&P 50005698 orgs

DRI Exec org in Total

20

Employees by State

Employees by Union Name

Business Unit Staffing by Union/Non-Union

StaffingQ2 2012

Formula: EOP Employee Headcount on Payroll by Union and Non-Union

Formula: EOP Employee Headcount on Payroll by Work Location State

Q2 2012 Data as of or through: 6/30/2012


Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union

Formula: EOP Employee Headcount on Payroll by Union Name




Dominion VA Power Energy Generation DRS-Managed Dominion TotalUnion

Non-Union (excludes Leaders)LeadershipQ2 2012 Total% g from Q112 to Q212% g from Q211 to Q212

% g from Q210 to Q212

0

10

20

30

40

50

60

70

80

90

100#

of E

mpl

oyee

s

UWUA Lc 310 Manchester St.

UWUA Lc 308 WOG

IBEW Lc 326 & 486 Gen Svcs-

DENE

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 G-555 EOG

IBEW Lc 50 VA/NC/WV

Q212

Q211

% g from Q211 to Q212

0

200

400

600

800

1,000

1,200

1,400

LA DC RI NY TX MD IN IL NC MA WI PA CT WV OH VAQ212Q211% g f rom Q211 to Q212


2008 2009 2010 2011 Q2 2012Minorities as % Ldrshp

Minority Ldrshp Hdct

0.0%5.0%

10.0%15.0%20.0%25.0%30.0%35.0%40.0%45.0%50.0%55.0%60.0%65.0%70.0%75.0%80.0%85.0%90.0%95.0%

100.0%

2008 2009 2010 2011 Q2 2012Women as % Ldrshp

Women Ldrshp Hdct

0.0%5.0%

10.0%15.0%20.0%25.0%30.0%35.0%40.0%45.0%50.0%55.0%60.0%65.0%70.0%75.0%80.0%85.0%90.0%95.0%

100.0%

21

Minority Leadership*

Women Leadership*

Leadership* Span of Control

Staffing Q2 2012

Formula: EOP Headcount / Leadership Headcount*Leadership = SAP Job Type Indicator (Supervisor and above)



Formula: Women in Leadership Hdct / Leadership Hdct *Leadership = SAP Job Type Indicator (Supervisor and above)

Formula: Minorities in Leadership Hdct / Leadership Hdct *Leadership = SAP Job Type Indicator (Supervisor and above)

EUHRMG Median

2011Overall

Very Large Companies

EUHRMG Median

2011

Overall

Q2 2012 Total Leadership is X

EUHRMG Median

2011

Overall

Q2 2012 Total Leadership is X




0.0

10.0

20.0

30.0

40.0

50.0

60.0

70.0

80.0

90.0

100.0

2008 2009 2010 2011 Q2 2012



200920102011

Q2 2012

0.0%

20.0%

40.0%

60.0%

80.0%

100.0%

120.0%

Dominion VA Power Energy Generation DRS-Managed Dominion Total2008200920102011Q2 2012

0.0%

20.0%

40.0%

60.0%

80.0%

100.0%

120.0%

22

Minorities as % of Workforce

Women as % of Workforce

Staffing Q2 2012

Formula: Women Headcount by BU / Headcount by BU

Formula: Minority Headcount by BU / Headcount by BU Custom SAP Org Hierarchy as of 7/6/2012

Custom SAP Org Hierarchy as of 7/6/2012



EUHRMG Median

2011Overall


EUHRMG Median

2011Overall




$ 0

$ 0

$ 0

$ 1

$ 1

$ 1

$ 1

Q211 Q212

Union Non-Union Dominion Total

23

Overtime Hours Worked

Overtime Pay

Average Pay*

Productivity and Compensation Q2 2012

Formula: EOP Average of Annual Salary

Formula: Overtime Hours Worked by BU



NOTE: Includes temps/interns/co-ops on payroll; excludes contractors not on payroll. Historical numbers are not adjusted for organizational shifts.

Historical numbers are not adjusted for organizational shifts.Formula: Overtime Pay by BU

*NOTE: Pay includes Base Pay only


NOTE: Includes temps/interns/co-ops on payroll; excludes contractors not on payroll. NOTE: Data collected from SAP (Payroll)


NOTE: Data collected from SAP (Payroll)

Dominion VA Power Energy Generation DRS-Managed Dominion Total

YE 2011 $ PaidAnnualized 2012 $ Paid

$0

$0

$0

$1

$1

$1

$1

Amou

nt P

aid

Dominion VA Power Energy Generation DRS-Managed Dominion Total

YE 2011 HoursAnnualized 2012 # of Hours

0.00

0.20

0.40

0.60

0.80

1.00

1.20

# Ho

urs

New Hires

Ins & Outs*

Net Hire Ratio Staffing Changes

24



Formula: YTD External Hire & Rehire Actions by BU

*Includes Steel River Change in Position Divestitures

* Custom SAP Org Hierarchy as of 7/6/2012 and Energy includes E&P 50005698


Last Refreshed: 7/6/2012 PREPARED AT THE DIRECTION OF COUNSEL, PRIVILEDGED AND CONFIDENTIAL

NOTE: Hires include mergers and acquisitions

NOTE: Exits = retirements,VSPs, involuntary and Voluntary terminations






2009

2010

2011

Q2 2012

0

0

0

1

1

1

1

# of

Hire

/Reh

ire A

ction

s

HiresX

ExitsX

Minority: X% / X Minority: X% / X Minority: X% / X

Female: X% / X Female: X% / X Female: X% / X

Avg. Age: X Avg. Age: X Years of Service: X

Avg. Age: XYears of Service: X

EOP Employee Headcount on Payroll

employees = X

0.0

0.2

0.4

0.6

0.8

1.0

1.2

0

0

0

1

1

1

1

2008 2009 2010 2011 YTD Q2 2012

Ratio

# of

Em

ploy

ees

Hires Separations Ratio

Exits 2008 2009 2010 2011 Q2 2012Annualized 2012 %

of Q212 HdctVoluntary 0 0 0 0 0 0.0% Resigned Retirements Retirements w ith SeveranceInvoluntary 0 0 0 0 0 0.0% Dismissals Deceased Disability (incl retirements) Severance/Reduction in Force Cyclical Retirements Divestitures Termination/CIP Divestitures*Grand Total 0 0 0 0 0 0.0%

Entries 2008 2009 2010 2011 Q2 2012Annualized 2012 %

of Q212 HdctHires/Rehires 0 0 0 0 0 0.0%



Percentage of Internal vs. External Hires

Financial Considerations

Authorized Budgeted & Actual Staffing




Formula: Total External or Internal Hires / Total Hires

NOTE: Data collected from SAP BI & HRDs; also used in Farrell Hdct Rpt

NOTE: Data collected from Kenexa Brassring

NOTE: Data collected from Budgeting & Finance Group & SAP BW for Hdct

1/1/2012 4/1/2012 7/1/2012ActualBudgeted% Staffed

0

0

0

1

1

1

1

% St

affed

# of

Em

ploy

ees

0

0

0

1

1

1

1

$0

$0

$0

$1

$1

$1

$1

2009 2010 2011 2012 2013 2014

Head

coun

t

O&

M a

nd C

apita

l

O&M Capital Headcount

Internal External Internal External Internal External2010 2011 Q2 2012

Dominion VA PowerEnergy

GenerationDRS-ManagedDominion Total

0%

20%

40%

60%

80%

100%

120%

% o

f Hire

s


YTD 2012 Experienced/Entry Level Hires of Critical Jobs

Student Employee to Full Time Conversions





Formula: Total Student Employee Hires / Total Eligible Student EmployeesNOTE: Student Employees include interns, co-ops and student workers

*Critical jobs as defined by CEWD across Energy industry



Dominion VA Power Energy Generation DRS-Managed Dominion Overall2008

2009

2010

2011

0%

20%

40%

60%

80%

100%

120%%

of S

tude

nt E

mpl

oyee

s

Plant Operators Technicians Engineers Lineworkers Security OfficersEntry LevelExperienced

0

0.2

0.4

0.6

0.8

1

1.2

# of

Hire

s


YTD 2012 Source of External Hires*

YTD 2012 Candidate Screen Out Reasons

Candidates vs. Hires

Movements: HiresQ2 2012



% Hired Formula: # of Candidates Hired / # of Candidates Screened

*Of the external applicants who applied, only X% disclosed their source




*# of Candidates Hired will not match those from SAP because of data from different systems and internal hires are included in this chart

PIE CHART OF HIRE SOURCE

PERCENTAGESYTD AS OF Q2

PIE CHART OF SCREEN OUT REASON


2008 2009 2010 2011 Q2 2012# of Candidates Screened

# of Candidates Hired

% Hired

0%5%10%15%20%25%30%35%40%45%50%55%60%65%70%75%80%85%90%95%100%

0

0

0

1

1

1

1

% H

ired

# of

Can

dida

tes/

Hire

s


Supply & Demand Analysis of Dominion’s Highest Population States

# of Apprentices by Year of Program Development Program Completion

Trainees by Business Unit

Movements: HiresQ2 2012



NOTE: Trainees includes all jobs with trainee in the title & groundman

NOTE: Data taken from the 2009 CEWD Supply and Demand ReportsStates Included: VA. OH, WV, CT & WI where 89% of Dominion’s workforce resides


NOTE: Data collected from Learning Council Members & Tech Training Depts NOTE: Data collected from Learning Council Members & Tech Training Depts

2008 2009 2010 2011 Q2 2012Dominion VA Power

Energy

Generation

Dominion Total

0

0.2

0.4

0.6

0.8

1

1.2

# of

Tra

inee

Em

ploy

ees

Year 1 Year 2 Year 3 Year 4 Year 5Lineworker

Power/Field OperatorTechnician

Pipefitter

0

0.2

0.4

0.6

0.8

1

1.2

# of

App

renti

ces

DVP Energy Generation Dominion TotalIn Development Program

Completed Development Program

% Completed

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

0

0.2

0.4

0.6

0.8

1

1.2

% o

f Com

pleti

on

# of

Em

ploy

ees

Technicians Lineworkers Pipefitters/ Pipelayers Engineers Plant/Field

Operators2008 Graduate Supply2009 Employee Demand

0

0.2

0.4

0.6

0.8

1

1.2

# of

Peo

ple



2009

20102011

Annualized 2012

0.0%

20.0%

40.0%

60.0%

80.0%

100.0%

120.0%


200920102011Annualized 2012

0.0%

20.0%

40.0%

60.0%

80.0%

100.0%

120.0%

29

Voluntary Separation Rate excluding VSPs

Resignation Rate

Total Separation Rate

Movements: Separations Q2 2012




Formula: YTD Total Separations by BU / YTD Headcount by BU

EUHRMG Median 2011

Overall

Very LargeCompanies

**Includes Steel River & Highmount Change in Position Divestitures Custom SAP Org Hierarchy as of 7/6/2012

Custom SAP Org Hierarchy as of 7/6/2012; * Resignations = voluntary separations excluding retirements & VSPs Formula: YTD Resignations by BU / YTD Headcount by BU

EUHRMG Median

2011Overall

Very LargeCompanies

* Includes resignations and retirementsCustom SAP Org Hierarchy as of 7/6/2012

Formula: YTD Voluntary Separations by BU / Headcount by BU

Separations = retirements, VSP, involuntary and voluntary separations





2009

2010

2011

Annualized 2012

0.0%10.0%20.0%30.0%40.0%50.0%60.0%70.0%80.0%90.0%

100.0%


Voluntary Sep Rate 3+ to 5 LOS Voluntary Sep Rate 10 or More LOS

Voluntary Sep Rate 0 to 1 LOS Voluntary Sep Rate 1+ to 3 LOS

Voluntary* Separation Rate including VSPs


Formula: YTD Voluntary Separations by BU / Headcount by BU

Formula: YTD Voluntary Separations with Less than 1 Year of Service / Headcount with Less than 1 Year of Service

Formula: YTD Voluntary Separations with 10+ Years of Service / Headcount with 10+ Years of Service

Formula: YTD Voluntary Separations with 1 and 2 Years of Service / Headcount with 1 and 2 Years of Service

Formula: YTD Voluntary Separations with 3 and 4 Years of Service / Headcount with 3 and 4 Years of Service

* Includes VSPs, retirements and resignationsCustom SAP Org Hierarchy as of 7/6/2012



EUHRMG Median

2011Overall

Very LargeCompanies


NOTE: Data collected from SAP BI NOTE: Data collected from SAP BI

NOTE: Data collected from SAP BINOTE: Data collected from SAP BI


2009

2010

2011

Annualized 2012

0.0%

20.0%

40.0%

60.0%

80.0%

100.0%

120.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

90.0%

100.0%

2008 2009 2010 2011 Annualized 2012

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

90.0%

100.0%

2008 2009 2010 2011 Annualized 2012

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

90.0%

100.0%

2008 2009 2010 2011 Annualized 2012

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

90.0%

100.0%

2008 2009 2010 2011 Annualized 2012

With VSP W/O VSP


Turnover by Union/Non-Union/Leadership w/o VSP

Turnover by Union/Non-Union/Leadership w/ VSP





Formula: YTD Total Separations by Union/Non-Union/Ldrshp / YTD Headcount by Union/Non-Union/Ldrshp 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 Custom SAP Org Hierarchy as of 7/6/2012



2008 2009 2010 2011 Annualized 2012Union

Non-Union (excludes Leaders)

LeadershipTotal

0%

20%

40%

60%

80%

100%

120%

% o

f Em

ploy

ee P

opul

ation

2008 2009 2010 2011 Annualized 2012Union

Non-Union (excludes Leaders)Leadership

Total

0%

20%

40%

60%

80%

100%

120%

% o

f Em

ploy

ee P

opul

ation


Reasons for Leaving Company – YTD 2012

YTD 2012 Annual Attrition % of Critical Jobs






NOTE: Data collected from Q2 2012 exit survey report


PIE CHART OF REASONS FOR LEAVING COMPANY


Lineworkers Plant Operators Technicians Security OfficersRetirements

Terminations

Hires

Attrition

0.0%

20.0%

40.0%

60.0%

80.0%

100.0%

120.0%

0

0

0

1

1

1

1


0

0

0

1

1

1

1

17 19 21 23 25 27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 76 82

2002 2007 2012

33

Actual Retirements by Month

Age Distribution

Retirement Eligibility (55 yrs of age)

Movements: Retirements Q2 2012



5 Yrs Ago % & Current Qtr % Formula: EOP Employee Hdct Eligible to Retire (=> Age 55 + LOS 3)/ EOP Employee Hdct on PayrollIn 5 Yrs % Formula: EOP Employee Hdct Age 50 and Greater / EOP Employee Hdct on Payroll

*Assumes current staffing levels

Formula: EOP Headcount on Payroll by Age

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

Formula: YTD Retirement Actions by BU Historical numbers are adjusted for organizational shifts.


*Includes Voluntary & Involuntary Retirements

Retirement Eligibility (58 yrs of age)

5 Yrs Ago % & Current Qtr % Formula: EOP Employee Hdct Eligible to Retire (=> Age 58)/ EOP Employee Hdct on PayrollIn 5 Yrs % Formula: EOP Employee Hdct Age 53 and Greater / EOP Employee Hdct on Payroll

*Assumes current staffing levels





Generation Q207 Q212Silent Generation Hdct %Baby Boomer Hdct %Generation X Hdct %Generation Y Hdct %

Dominion VA Power Energy Generation DRS-Managed Dominion Total5 Yrs Ago Q207%Q2 2012%

In 5 Yrs %*

0%

20%

40%

60%

80%

100%

120%

Dominion VA Power Energy Generation DRS-Managed Dominion Total5 Yrs Ago Q207%

Q2 2012%In 5 Yrs %*

0%

20%

40%

60%

80%

100%

120%

Date Mthly YTD Date Mthly YTD Date Mthly YTD Date Mthly YTD Date Mthly YTD Date Mthly YTD Date Mthly YTD Date Mthly YTD Date Mthly YTD Date Mthly YTD Date Mthly YTD Date Mthly YTD Date Mthly YTD Date Mthly YTD Date Mthly YTDJ an J an J an J an J an J an J an J an J an J an J an J an J an J an J anFeb Feb Feb Feb Feb Feb Feb Feb Feb Feb Feb Feb Feb Feb FebMar Mar Mar Mar Mar Mar Mar Mar Mar Mar Mar Mar Mar Mar MarApr Apr Apr Apr Apr Apr Apr Apr Apr Apr Apr Apr Apr Apr AprMay May May May May May May May May May May May May May MayJ une J une J une J une J une J une J une J une J une J une J une J une J une J une J uneJ uly J uly J uly J uly J uly J uly J uly J uly J uly J uly J uly J uly J uly J uly J ulyAug Aug Aug Aug Aug Aug Aug Aug Aug Aug Aug Aug Aug Aug AugSept Sept Sept Sept Sept Sept Sept Sept Sept Sept Sept Sept Sept Sept SeptOct Oct Oct Oct Oct Oct Oct Oct Oct Oct Oct Oct Oct Oct OctNov Nov Nov Nov Nov Nov Nov Nov Nov Nov Nov Nov Nov Nov NovDec Dec Dec Dec Dec Dec Dec Dec Dec Dec Dec Dec Dec Dec Dec

2010 2011 20122010 2011 2012 2010 2011 20122010 2011 2012 2010 2011 2012

RETIREMENT COMPARISON (ACTUAL)DOMINION TOTAL Dominion Virginia Power Energy Generation DRS Managed


Retirements – Dominion Overall

Movements: Retirements Q2 2012



Retirements - Dom VA Power Retirements - Energy

Retirements - Generation Retirements – DRS-Managed


NOTE: Data collected from SAP BI NOTE: Data collected from SAP BI

NOTE: Data collected from SAP BINOTE: Data collected from SAP BI

0

0.2

0.4

0.6

0.8

1

1.2

55

56

57

58

59

60

61

62

2008 2009 2010 2011 YTD Q2 2012

# of

Reti

rees

Aver

age

Age

Average Age Average Age w/o VSPs # of Retirements # of Retirements w/o VSPs

0

0.2

0.4

0.6

0.8

1

1.2

55

56

57

58

59

60

61

62

2008 2009 2010 2011 YTD Q2 2012

# of

Reti

rees

Aver

age

Age

Average Age Average Age w/o VSPs

# of Retirements # of Retirements w/o VSPs

0

0.2

0.4

0.6

0.8

1

1.2

55

56

57

58

59

60

61

62

2008 2009 2010 2011 YTD Q2 2012

# of

Reti

rees

Aver

age

Age



0

0.2

0.4

0.6

0.8

1

1.2

55

56

57

58

59

60

61

62

2008 2009 2010 2011 YTD Q2 2012

# of

Reti

rees

Aver

age

Age



0

0.2

0.4

0.6

0.8

1

1.2

55

56

57

58

59

60

61

62

2008 2009 2010 2011 YTD Q2 2012

# of

Reti

rees

Aver

age

Age




Definitions

35

Appendix

Headcount DefinitionsEOP 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.

Benchmarks Primary Source: EUHRMG YE 2011EUHRMG 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

AbbreviationsEOP = End of Period g = growth Hdct = Headcount LOS = Length of Service org = organization (unit) Q = Quarter YE = Year End YTD = Year to Date

Job Category DefinitionsField/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 DefinitionsApplicant – an individual who applies for a position and meets the minimum requirements of the jobApprentice 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 applicationEntry-Level Positions – skilled craft positions where candidates enter meeting the minimal requirements of the position and then enter a company sponsored apprentice programExperienced-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 classificationGraduates - people completing a company educational program award, degree, or certificate during a given year

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