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Pinnacle West’s number one asset is its employees. The company offers a wide array of career opportunities in leadership, professional, administrative and internship positions as well as union and non-union positions.
At Pinnacle West, our goal is to treat every employee equitably, professionally and with the utmost respect. We have a highly-skilled human resources group dedicated to ensure that labor issues are addressed. We also have internal policies that spell out employees’ rights and the code of conduct expected by the company. The company also offers an employee concerns program through which employees can anonymously report any wrongdoing.
Attracting Employees
Our company’s Web site connects potential job seekers with employment opportunities as well as information about our family of companies. The company’s School-To-Work (STW) internship program and scholarships introduce students to virtually every part of our business from engineering to trades and crafts to information systems. Students are recruited for positions throughout the Pinnacle West family of companies. STW targets students who are attending community colleges, universities or who are enrolled in vocational programs tailored for the utility industry. In 2004, APS’ STW remained on track with its recruitment of targeted graduates and interns to support the internal businesses’ with a talented workforce. While 2004 was a very competitive year for new graduates, APS positioned itself to ensure its trained graduates would accept offers. Of the eligible graduating seniors, all nine graduates accepted regular fulltime employment. This is a strong return on investment for the company as the decisions of our interns demonstrate their loyalty and continued commitment to APS. Also in 2004, 88 student interns participated in our School-To-Work program. Job candidates come from far and wide in response to opportunities posted on the company’s Web site. Of job candidates offered employment in 2004, 73 percent accepted positions with APS and Pinnacle West. Our turnover rate in 2004 was less than 3 percent. Total Rewards
Our company offers competitive compensation and rewards for outstanding performance. We’re committed to offering competitive salaries, comprehensive benefits and a sound work environment. Through our Total Rewards benefits program, the company offers employees a bank of paid time off to be used for sick time and personal time. The company also offers health care spending accounts, short- and long-term disability as well as wellness and disease management programs. Employee Relations/Union Representation
As a company, when we approach employee relations, we try to find a common ground for resolutions. Our human resources department takes an interest-based approach, looking for a place where the interest of the employee and the company’s interests intersect. The company also offers employees a wage and benefit package that is comparable to any company in the state. Pinnacle West and APS enjoy a healthy partnership with local International Brotherhood of Electrical Workers (IBEW) Local 387, the largest union representing employees within the company. Through this partnership with IBEW, several initiatives have been implemented, including a multi-skill-training program, a process to hire supplemental workers, a drug-free workplace program, an apprenticeship program, a driver qualification program and numerous safety projects. The Union and the company often join in community-minded causes such as the Valley of the Sun United Way’s Community Service Campaign and a baseball field building program with Major League Baseball’s Arizona Diamondbacks. As far as the company’s relationship with its union employees, Human Resources Manager Kevin Salcido outlines the company’s philosophy: “We respect the rights of our union employees to bargain collectively. We strive to retain positive labor relations and we always try to resolve issues internally and at the lowest level possible to ensure positive outcomes for the employee and for the company.” In 2004, the company had no arbitration with union employees. The company’s relationship with its performance review employees is valued highly as well. In 2004, the company faced 14 U.S. Equal Employment Opportunity Commission (EEOC) charges. Of those, 13 were dismissed. Pinnacle West and APS enjoy a positive relationship with the EEOC. In fact, in 2004 Pinnacle West President Jack Davis participated in a CEO roundtable with EEOC Chair Carrie Dominguez designed to open communications between Arizona companies and regulators. The company also has a positive discipline program in which leaders work in conjunction with employees and human resources representatives to achieve positive resolution. Return to Employees
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