Talent Management
Innovative programs develop the best leaders and front-line employees in the industry

Talent Management is one of eight corporate strategic initiatives for APS. Included in Talent Management, are employee development, leadership development, and succession planning. 

Succession Planning
APS is continuing and making significant improvements to its formal succession planning process, which establishes provisions to assure continuity of leadership for key positions throughout the organization and a formal process to identify high potential talent for future leadership roles. 

• Candidates proposed for succession planning will be reviewed and confirmed by a panel chaired by the CEO. 
• Development plans will also be approved by this group, for all Senior Management Group and Officer positions.
• In 2009, this process will be upgraded to an integrated, state-of-the-art Talent Management system which will enable greater identification, tracking and reporting capability, as well as the ability to more effectively manage developmental movement across the company.

Focused Multi-Leveled Leadership Development
The company’s formal leadership development processes are being upgraded for 2009/10 to provide for a more robust and aligned use of common leadership models and language:

• Alignment begins for all new hires in New Employee Orientation, establishing a firm understanding of the vision, values, and mission of APS as well as an orientation to the utility industry overall.
• Employees identified as having potential for leadership are identified and screened in nomination to the Exploring Leadership program. This program uses self-evaluations and situational exercises to help both the candidate and the company evaluate the employee’s aptitude and fit for leadership in APS.
• New leaders are provided with the basics of timekeeping, compliance training, managing performance and other “blocking and tackling” skills in Succeeding at Leadership. This program, offered over a six-month period, will enable leaders to learn, practice and demonstrate these skills in combinations of simulated and actual situations.
• Experienced and mid-level managers continue to experience enriching leadership development in Leadership Challenge. This program uses 360-degree feedback and numerous situational challenges to evaluate their leadership styles under stress and mirror the true strengths and weaknesses of each participant, improving their leadership integrity and ability to influence.
• Company leaders at the manager level and above participate in three to four Leadership Forums per year, to stay focused on the company’s business direction, results and challenges
• High-potential candidates for executive level roles as well as Senior Management Group members further their leadership development in Strategic Leadership. This program reinforces strategic competency development while building capacity to develop others and support the effectiveness within and across their organizations.
• Senior Management Group members meet on a quarterly basis to review new leadership development initiatives, as well as to receive updates on company initiatives, objectives and metrics.

Employee Development
APS also has formal employee development processes:

• The company provides an educational assistance program for employees seeking college credit or degrees. Employees are reimbursed 80 percent of tuition upon successful completion of a course. Within the annual limit of $5,250, employees may also be reimbursed the remaining 20 percent of tuition costs upon successful completion of a degree.
• Performance Review (non-union) employees receive an annual performance plan, which includes identification of learning and development objectives. New in 2009, each competency in the available competency model is supported by on-line training as identified in their development plan. Approximately 70 percent of the company’s employees are reviewed in this process.

Innovative Palo Verde Legacy Program develops engineers to run the nation's largest nuclear facility (learn more). 

Apprenticeship and Intern Programs

Fossil Joint Apprenticeship program
The Fossil Joint Apprenticeship program was formed by APS and the International Brotherhood of Electrical Workers Local 387 to develop qualified employees for all company fossil-fueled power plants. The program, registered in 2001 with the Arizona Department of Commerce and the Federal Department of Labor, offers on-the-job training for maintenance technician automotive/heavy equipment mechanic; maintenance technician-machinist; and Electrical & Instrumentation (E&I) Technician.

The Fossil Joint Apprenticeship Committee administers the program and works with San Juan College in Farmington, NM, Northland Pioneer College in northern Arizona, and Education Direct (an online distance learning program) to provide off-the-job training classes. In addition, journeymen in each craft teach both on and off the job to help apprentices become proficient in their chosen craft. Fossil apprenticeship positions are posted and applicants for apprenticeships must meet the minimum requirements.

APS Apprenticeship Program
The APS apprenticeship program, started in 1948, is a training ground for those interested in a career in the electric utility fields. Apprentices receive statewide on-the-job training along with trade-related classroom training. On successful completion of the apprenticeship program, apprentices become journeymen linemen, electricians, polyphase metermen and mechanics. APS also has a Utility Tree Worker Apprenticeship, one of the first of its kind in the nation. The mechanic program is college accredited and the APS apprentice trade programs qualify for the Montgomery GI Bill.

APS Intern Program
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 also targets students who are attending community colleges or universities, or who are enrolled in vocational programs tailored for the utility industry.  The company also works with Arizona State University, the University of Arizona, Northern Arizona University, Community Colleges, area high schools and local organizations on scholarship opportunities, career expos and more in order to help develop and hire the local workforce

Quest for Excellence (QFE) program
The Quest for Excellence (QFE) program is a Palo Verde-sponsored partnership with West Valley/Phoenix area high schools. Students participate in a seven-week program studying advanced math including algebra and physics.  After completing the high school program, graduating seniors are eligible for the summer intern program. All college intern graduates are eligible for fulltime employment based on the availability of entry level positions, performance standards met and workforce needs of the business units.

Other Accredited, Certified Training Programs

• Eleven nuclear training programs are accredited by the Institute of Nuclear Power Operations (INPO)
• Six craft apprenticeship programs meet state certification requirements
• Environmental, health and safety training programs meet and exceed requirements of the Occupational, Safety and Health Administration (OSHA), Environmental Protection Agency (EPA), Department of Transportation (DOT) and Nuclear Regulatory Commission (NRC)

Formal Training Requirements

• All employees are required to complete annual ethics, safety, environmental and business practices training, averaging four hours per employee. Training completion is tracked and reported.
• Approximately 70 percent of the company’s employees work in highly specialized craft, operations, technical, engineering, and customer service positions and have annual job specific training requirements. These training requirements range in duration from 16 to 400 hours annually, for an average of 46 hours of annual continuing training per employee in these job groups. Training completion is tracked and reported.

Dedicated Training Facilities and Resources
The APS Learning Center is the company’s corporate leadership development center, where company leaders and executives come together to explore new models of leadership practice.  Supporting our front line activities, the company has several dedicated training facilities which include a plant-specific nuclear control room training simulator; other power plant operations simulators; maintenance, electrical, instrumentation, chemistry, customer service, line worker and other technical training laboratories and equipment mock-ups. Employees have access to fully-equipped classrooms for instructor-led as well as computer-based training. The company also provides online business and information technology "referenceware" and courses that are accessible to employees at work or at home, 24-hours-a-day.