Full Version - Essential Energy

Competency based classification
The implementation of an organisation-wide
competency based classification structure is well
underway, with the stores, substation design and meter
services divisions currently involved in pilot programs.
Country Energy workforce by
employment status
Casual 1% Part time 6%
48
The programs will take approximately three months to
complete. When they are evaluated, Country Energy
will be in a position to commence the roll-out across all
business areas, starting with the customer service and
information systems divisions.
The initiative has received broad union approval and
union representatives have been contacted to be
involved in a consultative group to review the program’s
progress.
As well as meeting due diligence requirements,
the initiative is designed to ensure employees are
appropriately trained and qualified to meet the current
and future requirements of their roles.
Future goals – complete roll-out by June 2007.
Powerful future
To become an employer of choice, we need to develop
a highly skilled workforce. This means providing
managers with a framework for making staffing and
development decisions based on our vision, strategic
plan, budgetary resources and a set of desired
workforce competencies for addressing present
and anticipated needs for the next five to 10 years.
Our new workforce planning initiative – known as
Powerful Future – aims to get the right number of
people, with the right set of competencies, in the right
jobs, at the right time. Essentially, it highlights the
“people factor” in achieving our goals.
Full time 93%
Considering that we have an ageing workforce,
with 43.7 per cent of employees over 45 years old,
workforce planning is vital. It will also help overcome
potential issues such as the loss of skills and
knowledge, employee retention in a highly competitive
market, the current lack of succession planning and
shortage of employees willing to work in remote
locations.
Longer term, resource and research planning indicates
an increase in powerline workers and decline in
electrical tradespeople. To prepare for this, we have
created dual qualified positions within the enterprise
award. More people with dual qualifications will provide
greater flexibility to combat the expected industry skills
shortage.
Future goals – Develop a current workforce profile
by October 2005 to help identify gaps and develop
workforce plans integrating retention and attraction
strategies. Plans will then be monitored and updated
on a yearly basis.
Number of employees
1200
1000
800
600
400
200
Employee age distribution
0
15-24yrs 25-34yrs 35-44yrs 45-54yrs 55-64yrs 65+yrs
Age
COUNTRY ENERGY ANNUAL REPORT 2004–2005