To preserve our talent advantage, we are: ■ Identifying needs for new skills in areas like smart grid, fleet modernization and renewable energy, as well as fundamental skills essential to keeping the lights on for our customers ■ Forecasting retirements to identify future talent needs and risk of criticalknowledge gaps ■ Developing a talent pipeline through strategic hiring and sourcing programs, such as cooperative and intern positions ■ Continuing to partner with universities and technical colleges on energyrelated training ■ Offering on-the-job training and other development opportunities, including rotational programs for early-career professionals ■ Strengthening supervisory effectiveness with an enhanced curriculum for first-time supervisors ■ Using succession planning to identify and develop talent to fill key leadership positions ■ Benchmarking regularly to make sure compensation and benefits are competitive with similar companies ■ Better aligning pay with performance through an improved performance management process.