Reporting and AnalyticsSouthern Company
July 2010
Today’s Discussion• Southern Company Overview• Reporting Journey• Southern Company’s Reporting Universe• Reporting Challenges• What’s Next• Questions
The Southern Company family
4.4 million customers
4 State footprint
Operating Companies- Alabama Power- Georgia Power- Gulf Power- Mississippi Power- Southern Nuclear- Southern Power- SouthernLINC Wireless
302 locations
Simple, transparent business model
#166 on Fortune 500 list
History of sustainable, predictable growth
Strong financial performance
#1 ranked, nine years in a row, electric service provider in customer satisfaction by ACSI
Values driven by Southern Style- unquestionable trust - superior performance - total commitment
Loyal, long tenured workforce
26,000+ employees strong
Premier Provider of Electric
Power
Attractive Investment
Strong Culture, Employer of
Choice
Workforce Profile
Employees: 26,421
Emp Growth: 4.7% since 2003
Average Service: 18 years
Average Age: 45 years
Average New Hire Age: 33
Average Retirement Age: 59
Turnover: 4.5% – 5%
Demographic Highlights
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200
400
600
800
1000
1200
18 20 22 24 26 28 30 32 34 36 38 40 42 44 46 48 50 52 54 56 58 60 62 64 66 68 70 73 77
AgeE
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Average Age = 45
Retirement Age = 59
Apprentice Linemen
Plant Equipment Operators
Electricians
Craft Labor
Customer Service Representatives
Security Officers
Administrative Assts.
Plant, Lab, Chemical and Technicians
Non Exempt
Engineers
IT Professionals
Accountants & Financial Analysts
Designers
HR Professionals
Exempt
Reporting Journey
• 4 Tier Reporting Model – each important to supporting business needs
• Requires a solid foundation for success - Data quality and consistency
Recruiting IntelligenceLeveraging Talent information, linking to business strategy
Workforce/Recruiting PlanningDelivering Modeling and scenario planning based on future needs.
* Southern’s Current Capabilities
DD
B
C
A
Recruiting AnalyticsOperational metrics for measuring performance.
Transactional ReportingDaily reporting from HR system
*
Reporting Journey
1980’s 1990’s 2000’s 2010’s
Standard ReportsData points onlyLimited functionality
Charts & GraphsPivot TablesManual development
Drill capabilityProgrammable
PredictiveInterpretative
Southern CompanyTaleo Reporting Tools:
Webi Reports Company/BU SpecificDashboards
Configurator
2008 2008/9 2009
Southern Company Recruiting
Actions Taken
Reporting Summit – brainstorm on measures, finalize definitions, ensure systems support needs
Integrations – integrate ATS system with HRIS system to ensure accuracy of source data (org structure, department, job attributes etc)
Reporting Implementation – develop, test, train, deploy, monitor
Data Integrity – ongoing audits and monitoring to ensure alignment with other systems
Evolving Process – research new concepts, listen to the business, push the envelope
2007 2008 2009 2010+
Recruiting Reporting
TransactionalReporting
Analytics Planning
Simple reports around volume and workload
• Hire counts• Applicant count• Career Site traffic• Job Board traffic
Operational Metrics that measure performance
• Standard Recruiting Metrics - Hire Count - Demographics - Source Effectiveness - Time to Start - Offer Acceptance Rate• Key Performance Indicators - Workload - Efficiency - Effectiveness - Compliance
Modeling and Scenario planning
• Attrition & Hiring Projections• Recruiter Resource Allocation
Best-in-Class Model
Done up until 2007, primarily in Excel Manually generated
Reproduced at any level of Organization Automated via ATS Pushed out Quarterly and on- demand Ad-hoc analysis
Attrition modeling underway Resource allocation being monitored
Intelligence
Leverage Information linking to business strategy
• Applicant Success Rates• Recruiter Performance
Quality of Hire Candidate Profiles
Applicant Funnel Analysis
Reporting Road Map Business Unit demand System linkage needed Change management needed
Southern Company Model
Reporting Migration
Transactional ReportingManually generatedExcel based
Reporting Migration
Transactional ReportingManually generatedExcel based
Analytics ReportingAutomatically GeneratedDrillableGenerated at any Org Level
Intelligence Reporting
Intelligence Reporting
Intelligence ReportingEffectivenessPerformance Management
Sampling of Taleo ReportsTraditional Webi Report
Sampling of Taleo ReportsTraditional Webi Report Drillable Webi Report
Sampling of Taleo ReportsTraditional Webi Report Drillable Webi Report Dashboard Report
269
139
194
Sampling of Taleo ReportsTraditional Webi Report Drillable Webi Report Dashboard Report Configurator Report
269
139
194
Sampling of Taleo ReportsTraditional Webi Report Drillable Webi Report Dashboard Report Configurator Report
269
139
194
Employee ProfilesOverview: Exist for all 25,000+
employees Integrated with HRIS –
updated nightly Searchable Basic Work Information and
Skill Assessment Results
Future State: Incorporate knowledge,
skills and abilities and other relevant information
Search for internal talent
Recruiting Metrics LandscapeReporting Challenges:1. Data integrity – trust and
buy-in with the data2. Analysis of data – telling
the story3. Decision Making / Strategy
conversation4. Custom reports vs.
StandardizationWhat’s Next?1. Monitor business needs
and be prepared to deliver2. Linkage with other
systems3. More “Intelligence” type
reporting
What’s Working Well?1. Able to answer every
request – data availability, reporting tool effectiveness
2. Reporting Charts - ready to go reports
3. Drilling capability
Questions
Reporting & Analytics