The electric power industry is undergoing rapid transformation driven by technological advancements, regulatory changes, and the increasing integration of renewable energy sources. As these changes unfold, the workforce responsible for substation and transmission operations faces new challenges and opportunities. This presentation will explore innovative strategies for developing and maintaining a skilled and adaptable workforce, ensuring operational excellence and reliability in an evolving landscape. Additionally, we will highlight how Pacific Gas and Electric Company (PG&E) is successfully implementing these strategies to overcome workforce challenges.

Key Takeaways:

Workforce Development and Training Programs:

• Developing comprehensive training programs that incorporate the latest technological advancements.
• Implementing continuous learning and certification processes to keep the workforce up-to-date with industry changes.
• Leveraging partnerships with educational institutions for specialized training and degree programs.
• PG&E case study: PG&E's PowerPathway™ program collaborates with community colleges and vocational schools to provide industry-specific training, creating a pipeline of skilled workers ready to meet the demands of modern substation and transmission operations.

Technological integration and skill enhancement:

• Training staff on advanced tools and software for substation and transmission operations, including SCADA systems, predictive maintenance technologies, and AI-driven analytics.
• Bridging the skills gap by introducing augmented and virtual reality training modules.

Succession planning and knowledge transfer:

• Developing robust succession plans to address the aging workforce and impending retirements.
• Creating mentorship and knowledge transfer programs to preserve institutional knowledge.
• Utilizing digital platforms for capturing and sharing critical operational knowledge.
• PG&E Case Study: PG&E's Knowledge Transfer Program pairs experienced employees with newer hires, ensuring the retention and dissemination of critical operational expertise.

Workforce diversity and inclusion:

• Promoting diversity and inclusion within substation and transmission teams.
  Implementing strategies to attract and retain a diverse workforce.
• The benefits of diverse perspectives in problem-solving and innovation.
• PG&E case study: PG&E's diversity and inclusion initiatives have resulted in a more representative workforce, fostering a culture of innovation and collaborative problem-solving.

Health, Safety, and Well-being:

• Enhancing workforce safety through comprehensive safety training and the implementation of best practices.
• Addressing mental health and well-being to improve overall workforce productivity and satisfaction.
• Adopting ergonomic practices and technologies to reduce physical strain and injury.
• PG&E Case Study: PG&E's Safety Leadership Program emphasizes proactive safety measures and mental health resources, leading to a significant reduction in workplace injuries and improved employee well-being.

Remote operations and workforce flexibility:

• Adapting to the rise of remote and flexible work arrangements.
  Implementing remote monitoring and control systems for substation and transmission operations.
• Training staff to operate in a hybrid work environment effectively.
  PG&E Case Study: PG&E's deployment of remote monitoring technologies has enabled seamless operations and maintenance activities, even with a distributed workforce.

Regulatory and compliance training:

• Keeping the workforce informed and compliant with the latest regulatory changes.
• Training on compliance management and reporting tools.
  Case studies on managing compliance in dynamic regulatory environments.
• PG&E case study: PG&E's comprehensive regulatory training programs ensure that all employees remain compliant with state and federal regulations, reducing the risk of non-compliance penalties.