East Anglia and the East of England offers great potential to provide amix of skills relevant to the project due to the legacy of experience fromoil & gas exploration in the Southern North Sea. [S2,S3]


4.3.2 EA1 is currently updating its assessment of skills demand and supply to informits Skills Implementation Plan. This work is being informed by engagement with the supply chain, local enterprise, commerce and skills bodies. Although this work is incomplete, the early conclusions are: [S1,S2,S3,S4] {ii, iii}





In-house project teamdemand should bemet by the deployment of other parent company personnel into the EA1 Project team. The expected chronology of SPR’s offshore wind pipeline is favourable to allow the transfer of relevant staff fromits other offshore projects to transition and bring their skills to the EA1 Project at the right time. This approach also enables an effectivemeans to transfer knowledge and experience.


 Collaborationwith the supply chain, local educational institutions, adult retraining and national/local support bodies should continue to identify and address skills gaps. Further skills development is likely to be necessary in the following areas:





o National Vocational Qualification (NVQ) Level 2 & 3 offshore wind service andmaintenance skills o Engineering (all disciplines) o ProjectManagement o Support disciplines (Health & Safety, Quality Assurance, RiskManagement, etc.)


4.3.3 EA1 is being proactive in addressing these potential constraints through the actions and initiatives it, its parent companies and suppliers are involved in as described below.


4.4 Skills Initiatives Underway & Completed [S3]


4.4.1 EA1s parents are significant UK employers and are active in developing skills across the energy industry: EA1’s parent companies employ over 30,000 people. In the UK, ScottishPower employs over 7,000 people across the energy sector.


4.4.2 The parent companies play a leading role in the following initiatives to address the need for adequate skills in the offshore wind andwider energy industry: [S2,S3,S4,S5] {ii, iii}


4.4.3 Engineering targeted skills ScottishPower has invested significantly to address the engineering skills gap in the energy industry by implementing a number of programmes. Headline schemes include: STEM(Science, Technology, Engineering &Maths) events, online sector programmes andmedia, engineering and apprenticeship programmes. Further details can be found in Annex 2G. [S3] {ii, iii}


4.4.4 Graduate Recruitment Programmes - Both parent companies offer extensive graduate recruitment programmes. ScottishPower runs a graduate programme, with a yearly intake of 32 and an apprenticeship scheme with a yearly intake of 48, with 10% of the graduate intake working for SPR. This is complemented by a staff development programme open to all. [S3] {ii, iii}


4.4.5 Engineering Foundation Programme – Sponsoring engineering focused events via the ScottishPower Engineering Foundation Programme to provide students with a route into an apprenticeship as well as funding postgraduate scholarships relevant to the energy sector. [S3] {ii, iii}


4.4.6 Adult Retraining - ScottishPower has worked with themilitary resettlement organisation Career Transition Partnership to provide taster days to ex service personnel and EA1, through its Board representation on the EEEGR, is supporting industry awareness events formilitary personnel thinking about pursuing a career in the power industry via it’s ‘military in the Energy Industry’ initiative which supports transition training for those wishing tomove into the energy sector. [S3] {ii, iii}


4.4.7 Transferring Skills - Transferring skills fromthe parties’ wider portfolio of thermal generation, offshore & onshore windfarms to projects such as the EA1 Project. This is evident by the workshops held between onshore wind & generation assetmanagers to share best practice to informthe training needs of EA1 O&M personnel. [S3] {ii, iii}


4.4.8 Renewables Training Network Group (RTN) - RTN is an independent group established to address an expected shortage of skilled workers in the renewable energy sector. RTN aims to deliver training to 12,000 new entrants by 2016 and develop the skills of 11,450 employees currently working in the renewables industry. SPR is an active advisor of RTN and helps influence the targeting of specific training initiatives to ensure thismeets the needs of industry. [S2,S3,S4] {ii, iii} Page 25 of 30


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