Approach of TVA nuclear to retaining critical knowledge in an ageing workforce

In 2002, TVA Nuclear developed and implemented a process to retain critical knowledge and skills that could be lost due to attrition. By the late 1990s the average age of the workforce was approaching 47 years and the average age of retirement was 55 years. It was evident that over the next five to ten years, attrition would result in the loss of a significant number of experienced workers. In fact, approximately 35% of the workforce has retired over the past six years and, based on current projections, an additional 35% will be eligible to retire within the next five years. In addition, many of the incumbent employees possess critical knowledge and skills gained over a career of building and operating TVA's nuclear facilities. The 'knowledge retention' process was developed to identify and retain this critical knowledge and skill that contribute to the organization's performance. The process consists of the following steps: assess and prioritize the risks of losing critical knowledge and skills; develop and implement plans to capture critical knowledge or adapt to its loss; and monitor and evaluate action plans and priorities. The three step process is one element of an overall strategic approach to workforce management, which includes workforce planning, recruiting, training, leadership development and knowledge retention. (author)