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September 4, 2024 Navigating the Skilled Workforce Challenge: Cordia’s Commitment to Excellence through Apprenticeship and Internship Programs

Written By Jason Hill, Regional President - Midwest

In today’s dynamic industry landscape, one of the most pressing challenges we face at Cordia is ensuring a steady and reliable stream of skilled operators and technicians to maintain our operational excellence. The supply of replacement operators and technicians is not keeping up with the demand created by departures and retirements, creating a critical gap that needs immediate and effective solutions.

The pool of candidates qualified to step into these roles is small and shrinking.  In Omaha, operators must carry a 3rd or 1st grade Stationary Engineer’s license, requiring 1-5 years of experience and extensive study to operate the equipment and facility. Previously, retired U.S. Navy Boiler Technicians were a reliable source of new hires, but as naval propulsion plants modernize, these candidates are becoming rare. Additionally, new hires face a significant proficiency delay, needing months of mentorship and training before they can operate and maintain the plants independently.

Our workforce is aging, and unexpected departures and retirements lead to a loss of experience, proficiency, and knowledge, causing extended operational disruptions. As we navigate these challenges, it’s clear that a strategic, long-term approach is necessary to build a resilient and skilled workforce. –   retired US Navy Commander Mark Benjamin.

To address these challenges, we are developing a robust stream of entry-level operators and technicians through structured apprenticeship and internship programs. These programs, developed by Mark Benjamin former Clearway Plant Manager and retired US Navy Commander, offer several key benefits:

  • Long-term Organizational Health: These programs ensure a sustainable source of trained and proficient journeymen.
  • Investment and Returns: Initial investments in training, supervision, and mentorship build independence and competencies in interns and apprentices, providing lasting returns.
  • Competitive Wages: Compensation for apprentices and interns is well below the current average starting wages, making it economically viable.
  • Stability and Retention: These programs attract relatively young hires, whose long-term retention will provide stability, experience, and reliability to Energy Center Omaha and other sites.
  • Readiness and Flexibility: A pool of trained journeymen will be available for hire at various Cordia sites or other power plants in the Greater Omaha area.
  • Community Leadership: These programs introduce a new generation to the power plant industry and strengthen relationships with local schools, colleges, philanthropic organizations, and labor departments.
  • Diversity and Inclusion: Cordia actively sources candidates from a diverse pool, including outreach to underrepresented and traditionally marginalized groups, ensuring our workforce reflects the diversity of the communities we serve.

Our internship program, sponsored by the Avenue Scholars Foundation, Intern Omaha, and facilitated by Millard Public Schools, offers a blended training pathway that combines plant and classroom experience. High school juniors apply in the spring, and successful candidates begin their on-the-job training (OJT) in the summer, continuing through their senior year. Interns earn a competitive part time wage, gain valuable experience, and upon graduation, can apply for our apprentice programs.

Apprentices are managed by a Program Manager and supervised by a Training Supervisor. They must accomplish all job functions for each required credential, complete related instruction at Metro Community College, and obtain necessary certifications. The program prepares them to advance to a journeyman level.

Our apprenticeship program, certified with the U.S. Department of Labor, offers specializations in operations or maintenance. The blended training program includes a competitively compensated 40-hour work week in the plant and supplemented by classes at Metro Community College. Apprentices receive credentials such as the City of Omaha 3rd Grade Stationary Engineer’s License, Industrial Maintenance Mechanic Credential, refrigerant handling certificates, and relevant associate degrees.  Apprentices are not burdened with the expenses of this education and/or licensing as this is handled by the company.

We partner with Metro Community College and benefit from federal and state workforce funds, including the Workforce Innovation and Opportunity Act (WIOA) and Work Opportunity Tax Credits.  These partnerships ensure our programs are well-supported and our apprentices receive high-quality training.

At Cordia, we are committed to addressing the supply-demand gap for skilled operators and technicians through our apprenticeship and internship programs. By investing in these programs, we are not only securing the future of our workforce but also contributing to the community by providing valuable opportunities and fostering industry leadership. Together, we can build a resilient, skilled, and dependable team ready to meet the challenges of tomorrow.