POWER SECTOR MANPOWER TASKFORCE ADDRESSES GROWING ENERGY CHALLENGES

The Power Sector Manpower Taskforce (PSMT) has completed an extensive review to tackle manpower issues for Singapore's power sector.

Formed in March 2012, the PSMT is helmed by Mr Quek Poh Huat, Singapore Power's Senior Adviser, and comprised representatives from power sector organisations, the Union of Power and Gas Employees, institutions of higher learning and government agencies.

The sector currently faces an ageing workforce, and has a high median age of 48 years. With the growth and challenges faced by the industry to attract and retain Singapore talents, the power sector will need an additional 2,400 technical professionals over the next decade.

To address these tough issues, the PSMT has submitted three key recommendations to the Government in December 2012. They are to:

  1. Establish an attraction, retention and development framework
  2. Launch a sector-wide branding exercise
  3. Adopt a coordinated approach to drive manpower efforts
ATTRACTION, RETENTION AND DEVELOPMENT FRAMEWORK

As part of this framework, the PSMT recommended increasing outreach efforts for Singapore's youths, as well as offering scholarships and internships for the different educational levels. EMA will look at developing a National Energy Competency Framework to help articulate career progression opportunities as well as the competencies required for the various professionals within the sector.

SECTOR-WIDE BRANDING EXERCISE

A branding exercise will also raise public awareness of Singapore's power sector. It will highlight interesting developments and opportunities within the sector, attracting Singapore's youth. Focusing on the message of "Powering Lives", the branding exercise also targets those looking for a mid-career switch, including individuals from related industries.

COORDINATED APPROACH TO DRIVE MANPOWER EFFORTS

To better align manpower efforts across the power sector, a coordinated approach will be adopted to look into the training needs of the sector, and to drive manpower initiatives such as branding, training and workforce planning. This includes setting up a centralised training institute to meet training needs across the sector, as well as establishing a coordinating industry body.