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
Workforce Readiness Enterprise ScorecardTable of Contents
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
NOTE: Data collected from SAP BI
NOTE: Data collected from SAP BI
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
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
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY15
Workforce Readiness Enterprise ScorecardTable of Contents
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
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY16
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
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY17
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?
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY18
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.
From YE 11 – Q2 12 Dom VA Power Energy Generation DRS-Managed Dominion Total
Separation Rate
From YE 11 – Q2 12 Dom VA Power Energy Generation DRS-Managed Dominion Total
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
From YE 11 – Q2 12 Dom VA Power Energy Generation DRS-Managed Dominion Total
Voluntary Separation Rate
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY19
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
Last Refreshed: 7/6/2012
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
Formula: EOP Employee Headcount on Payroll by Union Name
NOTE: Data collected from SAP BI
NOTE: Data collected from SAP BI
NOTE: Data collected from SAP BI
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
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
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)
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
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
NOTE: Data collected from SAP BI
NOTE: Data collected from SAP BI
NOTE: Data collected from SAP BI
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
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
Dominion VA Power Energy Generation DRS-Managed Dominion Total2008
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
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
EUHRMG Median
2011Overall
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
EUHRMG Median
2011Overall
NOTE: Data collected from SAP BI
NOTE: Data collected from SAP BI
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
$ 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
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
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
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
NOTE: Includes temps/interns/co-ops on payroll; excludes contractors not on payroll. NOTE: Data collected from SAP (Payroll)
NOTE: Data collected from SAP BI
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
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 PREPARED AT THE DIRECTION OF COUNSEL, PRIVILEDGED AND CONFIDENTIAL
NOTE: Hires include mergers and acquisitions
NOTE: Exits = retirements,VSPs, involuntary and Voluntary terminations
NOTE: Data collected from SAP BI
NOTE: Data collected from SAP BI
NOTE: Data collected from SAP BI
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%
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY25
Percentage of Internal vs. External Hires
Financial Considerations
Authorized Budgeted & Actual Staffing
Movements: Hires Q2 2012
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
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
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY26
YTD 2012 Experienced/Entry Level Hires of Critical Jobs
Student Employee to Full Time Conversions
Movements: Hires Q2 2012
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
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
NOTE: Data collected from SAP BI
NOTE: Data collected from SAP BI
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
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY27
YTD 2012 Source of External Hires*
YTD 2012 Candidate Screen Out Reasons
Candidates vs. Hires
Movements: HiresQ2 2012
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
% Hired Formula: # of Candidates Hired / # of Candidates Screened
*Of the external applicants who applied, only X% disclosed their source
NOTE: Data collected from Kenexa Brassring
NOTE: Data collected from Kenexa Brassring
NOTE: Data collected from Kenexa Brassring
*# 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
PERCENTAGESYTD AS OF Q2
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
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY28
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
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: 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 SAP BI
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
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
Dominion VA Power Energy Generation DRS-Managed Dominion Total2008
2009
20102011
Annualized 2012
0.0%
20.0%
40.0%
60.0%
80.0%
100.0%
120.0%
Dominion VA Power Energy Generation DRS-Managed Dominion Total2008
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
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
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
NOTE: Data collected from SAP BI
NOTE: Data collected from SAP BI
NOTE: Data collected from SAP BI
Dominion VA Power Energy Generation DRS-Managed Dominion Total2008
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%
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY30
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
Movements: Separations Q2 2012
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
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
EUHRMG Median
2011Overall
Very LargeCompanies
NOTE: Data collected from SAP BI
NOTE: Data collected from SAP BI NOTE: Data collected from SAP BI
NOTE: Data collected from SAP BINOTE: Data collected from SAP BI
Dominion VA Power Energy Generation DRS-Managed Dominion Total2008
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
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY31
Turnover by Union/Non-Union/Leadership w/o VSP
Turnover by Union/Non-Union/Leadership w/ VSP
Movements: Separations Q2 2012
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
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
NOTE: Data collected from SAP BI
NOTE: Data collected from SAP BI
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
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY32
Reasons for Leaving Company – YTD 2012
YTD 2012 Annual Attrition % of Critical Jobs
Movements: Separations Q2 2012
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
Formula: YTD External Hire & Rehire Actions / YTD Total Separations and Change in Position Divestitures
NOTE: Data collected from Q2 2012 exit survey report
NOTE: Data collected from SAP BI
PIE CHART OF REASONS FOR LEAVING COMPANY
PERCENTAGESYTD AS OF Q2
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
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
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
Q2 2012 Data as of or through: 6/30/2012
Last Refreshed: 7/6/2012
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.
Excludes co-ops/interns/temp subgroups, contractors, Steel River and Credit Union
*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
NOTE: Data collected from SAP BI
NOTE: Data collected from SAP BI
NOTE: Data collected from SAP BI
NOTE: Data collected from SAP BI
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
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY34
Retirements – Dominion Overall
Movements: Retirements Q2 2012
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
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 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
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
Average Age Average Age w/o VSPs
# of Retirements # of Retirements w/o VSPs
TO BE DISTRIBUTED TO HR EMPLOYEES ONLY
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