Executive Summary (This is a document excerpt)

BC Hydro, a Canadian electricity utility, is facing — and successfully addressing — the short- and long-term impact of a predominately aging workforce. The challenge has been daunting: In 2002, BC Hydro faced the largest potential retiring workforce of any Canadian utility. Top executives tackled the problem head on by making workforce planning a top priority. This decision was crucial because for some lines of business, such as Field Operations and Maintenance, it takes five years or more to prepare a well-trained line technician to replace a highly seasoned, experienced worker. By analyzing projected retirement numbers; developing apprenticeship, coaching, and learning programs; and implementing an employee performance management program, BC Hydro's field operations has increased the number of qualified apprentices and accelerated the rate of critical skills building. They have increased the number of apprentices and trainees from approximately 85 to approximately 125 since earlier this decade.

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