JEA

21 W. Church Street Jacksonville, FL 32202 Phone: (904) 665-6000 Fax: (904) 665-7245

Diversity Leadership
Walette Stanford Labor Relations Coordinator E-mail: stanwm@jea.com

Location
Jacksonville, FL

Employment Contact
Maria Salgueiro ManagerTalent Acquisition and Retention E-mail: salgme@jea.com www.JEA.com/careers

Co-op Program
Carol Higley ManagerCorporate Workforce Planning E-mail: higlca@jea.com

Recruiting
Please list the schools/types of schools at which you recruit.
Private schools: Jacksonville University Public state schools: Clemson University, Florida State University, Georgia Institute of Technology, Penn State University, Purdue University, Rutgers University, Rensselaer Polytechnic Institute, University of Central Florida, University of Florida, University of North Florida Historically black colleges and universities (HBCUs): Bethune Cookman University, Edward Waters College, Florida A&M University

Do you use executive recruiting/search firms to identify new diversity hires?

Yes

Internships and Co-ops

JEA Co-op
Deadline for application: May 1, 2008 Pay: $10.50 to $15 per hour Length of the program: Summer, 12 to 15 weeks or part time, year round, and semester on/off also available Percentage of interns/co-ops in the program who receive offers of full-time employment: New formalized program for 2007 (TBD) Web site for internship/co-op information: careers/recruitment www.jea.com/

Do you have any special outreach efforts directed to encourage minority students and graduates to consider your firm?
Advertise in minority student association publication(s) or other minority-focused publications Participate in/host minority student job fair(s) or other minorityfocused job events Firms employees participate on career panels at schools Outreach to leadership of minority student organizations

JEA is interested in college students who make a long-term commitment to integrate classroom studies with learning through productive work experience in a field related to their academic/career goals. The desired skill sets generally include: Engineering: Chemical, civil, electrical, environmental, industrial and mechanical Chemistry/natural science: Environmental support, environmental/fuels analysis, process chemistry, sampling, technical support, permitting and compliance.

What activities does the firm undertake to attract minority and women employees?
Conferences: AABE Participate in minority job fairs Utilize online job services

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Finance: Accounting, audit, budget, planning, risk management and treasury services Information technology: Business intelligence, development, enterprise architecture, information security, infrastructure and project management General business: Communications, human resources, marketing and public affairs Qualifications Must be currently enrolled in an accredited institution Undergraduate student in related field of study Graduate student in related field of study Successful completion of standard JEA recruitment processes Schedule We offer co-op/internship opportunities year-round with flexible start and end dates, semester on/off, as well as full-time summer or part time. Environment The co-ops participate as a group in an employee orientation, networking/feedback sessions, including JEA subject matter expert speakers and facility tours throughout their duration of employment, and community outreach. Participation in individually challenging projects, while training on the job, will improve the co-ops technical skills, in addition to strengthening their behavioral competencies.

Does the committee and/or diversity leader establish and set goals or objectives consistent with managements priorities?
Yes

Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm?
Yes, informal

How often does the firms management review the firms diversity progress/results?
Quarterly

How is the firms diversity committee and/or firm management held accountable for achieving results?
JEA is committed to the success of the Equal Opportunity/Equal Access Program. The program applies without regard to race, creed, color, religion, political affiliation, sex, national origin, disability, age, veteran status, marital status or related personal characteristics. It pertains to every level of city government and all city implemented and/or sponsored programs and service related to employment. This includes, but is not limited to: recruitment, hiring, compensation, training, placement, promotion, discipline, demotion, layoff, recall, termination, working conditions and related terms and conditions of employment. The Equal Opportunity/Equal Access Program is designed to challenge all city employees to achieve equality, accessibility and equal opportunity throughout all levels of city government. Consistent with this commitment, every manager, appointed staff member and employee is encouraged to join together in an effort to achieve the full realization of a better, more open and equitable society. A variety of approaches, programs and tools will be used by JEA to promote and utilize diversity.

Strategic Plan and Diversity Leadership

What trends in your industry affect your corporate diversity goals, strategies and/or internal or external alliances?
Building company bench strength to prepare for the pending aging workforce retirements.

The Stats
NUMBER OF EMPLOYEES

REVENUE

How does the firms leadership communicate the importance of diversity to everyone at the firm?
Web site, corporate meetings and senior leadership meetings
Total worldwide

2006
1,903

2005
1,858

2006
$1.427 billion

2005
$1.199 billion

Who has primary responsibility for leading diversity initiatives at your firm?
Bill Hegeman, director, employee services

Does your firm currently have a diversity committee?

No

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Retention and Professional Development

How do 2006 minority and female attrition rates generally compare to those experienced in the prior year period?
Approximately the same as in prior years

Increase/improve current work/life programs Adopt/dispute resolution process Succession plan includes emphasis on diversity Work with minority and women employees to develop career advancement plans Strengthen mentoring program for all employees, including minorities and women Professional skills development program, including minorities and women.

Please identify the specific steps you are taking to reduce the attrition rate of minority and women employees.
Increase/review compensation relative to competition

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