PROFILE - Avista

OUR
COMPANY
THE PEOPLE AND PROCESSES
THAT MAKE AVISTA SUCCESSFUL
organizational
PROFILE
Avista generates and transmits electricity and distributes
natural gas, while providing innovative energy solutions for
our residential, commercial and industrial customers. We are
a regulated business unit of Avista Corp., an investor-owned
corporation headquartered in Spokane, Wash. As one of the
largest taxpayers in the region, our economic impact
approximates $360 million, and supports family-wage jobs in
rural, suburban and urban communities in our 30,000
square-mile service territory in eastern Washington, northern
Idaho and parts of southern and eastern Oregon and
Sanders County, Montana.
4
OUR COMPANY
Kettle Falls
Seattle
Noxon
Coeur d’ Alene
WASHINGTON
Olympia
Othello
Stevenson
Portland
Spokane
OUR GUIDING PRINCIPLES
Sandpoint
Goldendale
Pullman
Clarkston
MONTANA
Missoula
Moscow
Lewiston
Helena
Grangeville
La Grande
Salem
OREGON
IDAHO
Boise
Roseburg
SERVICE TERRITORY
Medford
Klamath Falls
Electric and Natural Gas
Natural Gas
Trust: You can trust what we say, because
our word is reliable.
Integrity: We do what is right, because
integrity is essential to trust.
Innovation: We find ways to get things
done, because innovation leads to solutions.
Relationships: We are respectful of all
peopleat all times, because this
strengthens relationships.
Collaboration: We are our best when
working together, because collaboration
leads to worthy results.
O U R C O M M I T M E N T TO
DIVERSITY
S E L E C T E D C O M PA N Y S TAT I S T I C S (as of Dec. 31, 2011)
Avista Corp. total annual revenue $
Avista Corp. net income $
Number of employees Number of customer accounts
Retail — electric Commercial/industrial — electric Retail — natural gas Commercial/Industrial Natural Gas Population of service area Certain principles have stood the test of
time and remain deeply rooted in our
company. Every aspect of what we do
continues to be aligned with these
principles:
1,619,780,000
100,224,000
1,594
358,215
40,998
318,337
33,833
1,590,341
Avista is enriched by the diversity of our
employees. We are committed to the goals
of Equal Employment Opportunity and
Affirmative Action, maintaining an
environment of acceptance and inclusion for
everyone in all aspects of our daily
operations. Our employees and our
company value diversity and mutual respect,
and the work place is free from harassment
and discrimination for employees,
5
OUR COMPANY
customers, suppliers and other
stakeholders in all aspects of our
daily operations.
Our
EMPLOYEES
The culture at Avista is based on integrity
and respect. We offer employees the
chance to enrich their careers through
challenging and meaningful work
assignments, and ongoing training and
development — all in an equal opportunity
workplace that is surrounded by a supportive
environment. Our success lies in hiring
talented people and setting them free to
pursue great ideas — ideas that engage the
imagination, stretch us all and ensure that
Avista continues to provide exemplary and
cost-effective service to our customers.
Our workforce reflects the communities
we serve — approximately 6.9 percent of our
employees system-wide identify themselves
as minority. Spokane County, home to our
headquarters and some 1,100 of our
employees, has approximately 8 percent
minority population in the work force.
Roughly 27 percent of our employees will
be eligible to retire in the next five years,
and 43 percent will be eligible to retire in the
next 10 years. However, we’ve planned for
this shift in our demographics, and through
professional development programs
coupled with careful succession planning,
we continue to develop our workforce to
keep ideas fresh and leadership strong.
Avista does periodic assessments of future
retirement scenarios to anticipate how to
attract, retain and develop critical talent
needed for the continued effective operation
of the company.
W O R K I N G AT AV I S TA
Local Hiring
In an ongoing effort to recruit qualified
local employees, we post positions on local
job web sites such as Worksource (WA) and
Idahoworks (ID) as well as through
traditional and social media channels
(Facebook, craigslist and Linked In) and on
our company website. In addition, we
submit our external job postings to more
than 80 agencies across Washington, Idaho,
Oregon and Montana. As appropriate, we
also notify local schools of student
employment opportunities. Of the 13
executive level officers employed by Avista,
eleven were hired locally (from within the
Inland Northwest region).
Collective Bargaining
At Avista, 43 percent of employees are
covered by collective bargaining
agreements and 57 percent are not. Avista
employees are represented by the
International Brotherhood of Electrical
Workers, Local 659 (Oregon) and Local 77
(Washington/Idaho).
Performance Reviews
All regular, non-bargaining unit employees
receive formal performance reviews on an
annual basis and updates at mid-year.
Our union employees receive periodic
evaluations as needed.
Supporting Military Service
It is Avista’s policy to grant military
absence and military time off without a
break in service time or benefits, as
required by law and in accordance with the
needs of employees who are members of
the military service. Currently, Avista has
approximately 112 self-declared veterans of
military service, about 7 percent of our work
force. As the number of veterans returning
home from service increases, Avista is
actively working with local organizations to
identify opportunities to support
veterans-to-work initiatives.
Engaging our Employees
Avista employee engagement — their
level of commitment to and satisfaction with
employment at Avista — has been
measured every two years, beginning in
2006, in partnership with the independent
consulting firm, Mercer.
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OUR COMPANY
E M P LOY E E E N GAG E M E N T
WHO WE ARE
Years
2010 2008 2006
B
oard of Directors
• 33 percent female
• One of the 11 directors identifies
as a minority
Corporate Officers
• 29 percent female
• No officers identify as a minority
• Of the top 5 executive officers,
2 are female
Employees
• 30 percent female, 70 percent male
• 6.4 percent identify as a minority
Employee
participation
(Completing the
survey) 74% 69% 72%
Level of
employee
engagement
in Avista 79%* 79% 74%
* This level of employee engagement is 7 percent higher than the
norm for the utility industry as measured by Mercer.
A wide array of communication tools are
used to keep our employees informed about
our company, our industry and current
trends in the energy industry. These include
electronic and print newsletters and emails,
issue-specific information sheets, prepackaged information tools for managers,
and quarterly town hall meetings with
executives. In addition, an employee social
media roundtable meets periodically to help
frame the content and use of Avista’s
presence in this media channel —
Facebook, Twitter and the Avista Blog.
Avista’s employee population
demographics are aligned with the available
external workforce for similar occupations.
PROGRAMS AND PROCESSES
T O E N S U R E T H E AVA I L A B I L I T Y
OF SKILLED WORKFORCE
Avista Scholars Program
Avista partners with colleges and
universities throughout our three-state
service territory to provide several different
scholarship opportunities for students. The
mission of the Avista Scholars program is to
promote excellence in the fields of math,
science, technology and engineering,
leading students to become innovators,
problem solvers and diverse, talented
employees of our future.
S H A R E D VA L U E O P P O R T U N I T Y
F I N A N C I A L A I D A N D P R AC T I CA L
E X P E R I E N C E L E A D TO S U C C E S S
“I was part of the Avista Scholars
program in my senior year at the
University of Idaho. I chose engineering
because I loved math in high school. I job
shadowed and had a summer internship
with two different utilities, working on
projects like GIS mapping of all the
electrical distribution equipment. Being an
Avista Scholar helped me better
understand the engineering field, provided
much need financial support for my
studies, and helped me stand out when I
applied to Avista for this job in electrical
engineering. This was a very beneficial
program.”
ELIZABETH REESE,
Entry Engineer, Employee since 2011
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OUR COMPANY
Partnership with the Community College
Avista partners with Spokane Community
College to offer a course that provides an
introduction to the electric lineman field
through the Line Pre-Apprentice Program.
It is held at Avista’s Jack Stewart Training
Center, a 10-acre lineman training facility,
and is open to individuals interested in
entry-level positions leading to careers in
the electric line worker craft. Participants
learn, through hands-on and classroom
experience, the skills and knowledge
required for the position of a line
crew helper.
Training opportunities at Avista are
delivered through instructor-led, computerbased, field and workshop models that
include: craft, customer service,
environmental, natural gas, desktop,
warehouse, project management, gas for
non-gas workers, health and safety,
leadership development, electric, flagging/
forklift, line, apprentice, journeyman, power
resources, hydro and power supply.
OPPORTUNITIES FOR
CONTINUED LEARNING AND
P R O F E S S I O N A L D E V E LO P M E N T
Aspiring Leaders Program
In its 10th year, the Aspiring Leaders
Program provides development for those
employees preparing to be considered for
future leadership roles. This one-year
program provides qualified employees
exposure to a variety of departments,
training, mentoring and includes a team
project.
College Tuition Aid
The company provides tuition assistance
of up to $2,500 each year for undergraduate
and master’s level studies in programs that
add to employees’ performance and
effectiveness in present or foreseeable jobs
within the company.
Learning Center
Avista’s Learning Center was established
in 1998 to promote lifelong learning for all
employees. The center focuses on being
proactive rather than reactive in terms of
training and learning opportunities.
Resources available include audio/video
tapes, books, journal/periodicals and
self-study courses.
Workshops, Classes and Development
Programs
Avista offers a series of workshops and
classes that are open to all employees, as
part of an overall professional and
leadership development program. Topics
include leadership enhancement, business
process improvement and change
management. We also provide training
opportunities for understanding more about
the role of leadership, utility strategies and
operations through programs offered by the
Western Energy Institute. American Gas
Association, Edison Electric Institute,
University of Idaho, Willamette University,
Gonzaga University and others.
T R A I N I N G F O R P R O C E S S I M P R OV E M E N T
If you’ve ever seen a process and said,
“I know that could work so much better,”
you’ll understand the value that Avista’s
Business Process Improvement (BPI)
Leader Program is bringing to Avista
employees. The purpose of the BPI
Leader Program is to equip and certify
employees in the BPI methods (lean
process improvement) and enable them
to lead projects that benefit customers,
employees and the company. The valuable
skills participants gain through BPI will
eventually become a long-term core
organizational capability as we continually
look for ways to improve our business.
The BPI Leader Program is a part-time,
year-long program that consists of both
training and project experience.
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OUR COMPANY
E M P LOY E E H E A LT H
P R E PA R E D N E S S A N D
A S S I S TA N C E
S A F E T Y A N D H E A LT H
A safe and healthy work environment is an
essential part of our commitment to all our
employees. Fortunately, we had no
employee fatalities as part of our 2011
operations.
Our focus continues to be on reducing the
rate of vehicle accident and lost time
incidents, because we want every employee
to go home safely to their family at the end
of their shift.
Avista’s Central Safety Council is
committed to providing the safest workplace
possible and a safe environment for all of
our employees, their families and the
communities we serve. It reports quarterly to
the Energy, Environmental and Operations
Committee of Avista’s Board of Directors.
The Central Safety Council’s mission is to
act as a forum to provide leadership and
direction to the safety efforts; advocate the
steps needed to achieve safety goals;
coordinate, monitor and focus on safety and
prevention; and ensure proper action will be
taken to provide a safe and healthy work
environment for all our employees.
There are 37 location-specific safety
committees and safety chairmen throughout
Avista’s service territory.
F O C U S O N S A F E W O R K P R A C T I C E S PAY S O F F
Employees in Avista’s Natural Gas
Delivery department scored a big fat zero in
2011 – a couple of them, in fact. They had
zero vehicle backing accidents and zero eye
injuries during calendar year 2011. From
managers to servicemen, gas delivery
employees put their safety knowledge into
action every day on the job. Vehicle backing
accidents for this group have been trending
to zero over the past three years as a direct
result of using safe work practices, including
placing cones around parked vehicles,
doing vehicle walk-arounds and using a
second employee as a spotter when
backing up. It’s a similar story with achieving
zero eye injuries, where there had been an
increase in the number of eye injuries for
several years. With the regular use of safety
glasses and follow-up information at safety
meetings, the 2011 rate for eye injuries in
Natural Gas Delivery fell to zero.
In the event of widespread illness, Avista
has a pandemic emergency plan in place
that includes work force, community and
family assistance elements. The plan was
created to provide employees with
information, support and policy guidance
prior to, during and following a regional
pandemic event that impacts our ability to
provide services to our communities.
Coordinated response procedures are
instrumental in effectively maintaining our
customer services during a long-term
pandemic event.
In addition, employees and families
receive education, training, counseling,
treatment and prevention/risk control
opportunities through the Occupational
Health Department and the company health
and wellness programs. Avista maintains an
on-site clinic in the main office with
occupational and safety professionals
available to serve all locations. The
company provides an Employee Assistance
Program, and a Health Reimbursement
Arrangement (HRA). And to foster ongoing
wellness, onsite exercise facilities are
provided in many work locations throughout
our service territory.
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OUR COMPANY
H E A LT H A N D S A F E T Y T O P I C S
C OV E R E D I N F O R M A L
AG R E E M E N T S W I T H
T R A D E U N I O N S Avista has the intent and the commitment
to follow all federal, state and local health
and safety regulations and compliance
programs. We work with our craft
representatives to promote safety from the
foremen to their crews. Our Labor/
Management Committee meets quarterly or
as needed to address problems and
concerns. A joint union/management Safety
Advisory Committee addresses safety
issues and works to address safety
concerns, including injury and incident
review and personal protective equipment
recommendations. The union contracts also
include grievance and arbitration language
to deal with safety concerns or complaints.
POLICIES AND REQUIREMENTS
F O R H E A LT H A N D S A F E T Y
Avista is under the jurisdiction of
numerous regulatory agencies for employee
safety, including Occupational Safety and
Health Administration (OSHA), Washington
Division of Occupational Safety and Health
(DOSH), Oregon Department of
Occupational Safety and Health
(OREOSHA), and the Department of
Transportation (DOT). Our Safety Handbook
includes an accident prevention plan as well
as safety rules and practices for the different
operating units. In addition, Avista has
developed Standards Manuals that include
safe work practices materials and
procedures.
There are numerous training programs
conducted internally and externally as
required for employee and contractor safety
by OSHA, DOT, DOSH and OREOSHA. A
combination of instructor led, third-party and
online training programs are used
throughout the year to keep employees
properly trained and safe.
Avista supplies personal protective
equipment for employees as needed for
their work, including the tools, equipment
and machinery required to perform their jobs
safely. Ergonomic equipment is used
whenever possible to reduce potential
injuries. Contractors and sub-contractors
are required to follow all regulatory rules
and regulations as they relate to personal
protective equipment when working on
Avista systems.
Other programs that ensure a safe workplace include:
•A substance abuse prevention program,
including pre-employment, random,
for-cause and post-incident segments;
•Operator Qualification training for gas
employees to ensure safe operation of
gas systems;
•OSHA required training in craft work
areas; and
•Pre-job review and orientation for
contractors awarded bids on
Avista properties.
P R E PA R I N G F O R R E T I R E M E N T
Avista has a defined benefit pension plan
covering substantially all regular full-time
employees at Avista Utilities. Individual
benefits under this plan are based on the
employee’s years of service and average
compensation. The company’s funding
policy is to contribute at least the minimum
amounts that are required to be funded
under the Employee Retirement Income
Security Act, but not more than the
maximum amounts that are currently
deductible for income tax purposes.
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OUR COMPANY
GOVERNANCE
G OV E R N A N C E S T R U C T U R E
The board of directors of Avista Corp. has
long adhered to governance principles
designed to assure the continued vitality of
the board in the execution of its duties. The
board is responsible for management
oversight and providing strategic guidance
to the company. The board believes that it
must continue to renew itself to ensure that
its members understand the industry and
the markets in which the company operates.
The board also believes that it must remain
well-informed about the positive and
negative issues, problems and challenges
facing the company and markets so that the
board members can exercise their fiduciary
responsibilities to the company’s
shareholders. The board committees are
Audit Committee, Governance/Nominating
Committee, Compensation and Organization
Committee, Finance Committee, Energy
Committee, Environmental and Operations
Committee, Executive Committee.
Information about these committees is
available online at avistacorp.com.
C O M P O S I T I O N O F T H E B OA R D
According to the company’s Articles of
Incorporation, the board will consist of no
more than eleven directors, as determined
by the board from time to time. The majority
of the board will consist of directors who
meet applicable independence requirements
of the New York Stock Exchange
(“independent directors”), which will be
determined by the board on an annual
basis. Beginning in 2012, members of the
board are elected annually.
For most of the company’s history the
Chief Executive Officer has also served as
Chairman of the Board. The board does not
have a policy as to whether the role of CEO
should be separate from that of chairman.
The board selects the chairman in a manner
that it determines to be in the best interests
of the company and its shareholders. This
flexibility has allowed the board to determine
whether the role should be separated based
on the individuals serving and
circumstances existing at that time. The
board believes that it needs to retain the
ability to balance the independent board
structure with the flexibility to appoint as
chairman someone with hands-on
knowledge of and experience in the
operations of the company. The board
periodically examines its governance
practices, including the separation of the
offices of chairman and CEO.
INDEPENDENCE
It is the policy of the board that a majority
of the directors will be independent from
management. Independence determinations
are made on an annual basis at the time the
board approves nominees for election at the
next annual meeting and, if a director joins
the board between annual meetings, at
that time.
As of Dec. 31, 2011, there were 11
members of the board, 10 of whom are
independent. The chairman of the board is
the president and CEO of Avista Corp.
CODE OF ETHICS
We strive to achieve the highest business
and personal ethical standards, as well as
compliance with the laws and regulations
that apply to our business. Obeying the law,
both in letter and in spirit, is the foundation
on which this company’s ethical standards
are built.
Because our business depends upon the
reputation of the company, the board,
officers and employees for integrity and
principled business conduct, Avista’s
Code of Ethics goes beyond the
requirements of the law.
It is the obligation of each and every
member of the board and each officer and
employee of Avista to become familiar with
the goals and policies of the company and
integrate them into every aspect of our
business. Our standard has been, and will
continue to be, that of the highest
ethical conduct.
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OUR COMPANY
C O M M U N I CAT I N G W I T H
T H E B OA R D
C O M P E N S AT I O N O F
D I R E C TO R S
B OA R D M E M B E R S H I P
CRITERIA
Shareholders and other interested parties
may send correspondence to the board or
individual directors through the Avista
Corporate Secretary’s office. All
communications will be forwarded to the
person(s) to whom it is addressed unless it
is determined that the communication does
not relate to company or board business, is
an advertisement or other solicitation, is
frivolous or offensive, or is otherwise not
appropriate to deliver.
Shareholder proposals, in writing, may be
delivered to the company’s Corporate
Secretary. Specific information about the
process to do this can be found in the
company’s proxy.
Directors’ compensation is determined by
the board, based on recommendations of
the Governance/Nominating Committee.
Members of management who are also
directors will not receive additional
compensation for their service as directors.
The board believes that it is important to
align the interests of the board with the
company’s shareholders and, accordingly, a
portion of directors’ compensation will be
provided and held in company stock.
The Governance/Nominating Committee
annually reviews with the board the
composition of the board as a whole and
recommends, if necessary, steps to be
taken so that the board reflects the
appropriate skills, attributes and
characteristics required of board members
all in the context of an assessment of the
needs of the board and the company at the
time. In conducting this assessment, the
committee considers diversity, retirement
age, skills and such other factors as it
deems appropriate.
REPORTING SUSPECTED
V I O L AT I O N S
The message hotline number
(1-877-861-6690) provides an alternate
point of access for serious concerns
regarding possible breaches of the
Code of Ethics, corporate policies,
business ethics or environmental
practices.
CONFLICTS OF INTEREST
The company requires its board of
directors, officers, employees, consultants,
representatives and agents to avoid
conflicts of interest, or even the appearance
of such, between their obligations to the
company and their personal affairs. None of
these persons shall have an interest,
position or relationship with any person, firm
or corporation with whom the company does
business or competes, if such interest,
position or relationship would influence or
might be likely to influence the actions of
such individual in the performance of his or
her duties.
S AY- O N - PAY
At the May 2011 annual meeting, Avista’s
shareholders approved the proposed
non-binding advisory vote on the company’s
executive compensation program. The
shareholders also voted to have the
non-binding advisory vote appear annually
in the company’s proxy statement.
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OUR COMPANY
Awards and recognitions for
AVISTA IN 2011
•Top Electric and Natural Gas Utility Website in the West; ranked Second
Electric and Natural Gas Utility Website in the United States — E Source
•Top Utility in the U.S. for Social Media —
E Source
•Named as one of the top 15 Utilities in the
U.S. for Energy Efficiency and DemandSide Management —
Target Rock Advisors, LLC
•Governor’s Commute Smart Award for
Best Employee Transportation Coordinator
— Washington Department
of Transportation
•Recognized by Deer Park (Wash.)
School District for “Support of Children”
•Recognized by Spokane Public School
District for partnering on energy efficiency
projects ($2 million in incentives 20052011)
•Governor’s Commute Smart Legacy
Award — Washington Department
of Transportation
•Spokane County CTR All Star Award —
Spokane County Commute
Trip Reduction Office
•Ranked 13th among the Top 25
Corporate Philanthropists, Large
Companies, in the state of Washington —
Puget Sound Business Journal
•Gold LEED Certification, Avista HVAC
Renovation Project, Fourth Floor
Commercial Interior — U.S. Green
Building Council
•ENERGY STAR Certification, Avista’s
Spokane Valley Contact Center — U.S.
Environmental Protection Agency
•Ranked 5th in the Target Rock
Sustainable Utility Index (out of 49
companies)
•Washington State Life Saving Award —
Washington Governor’s Industrial Safety
and Health Advisory Board
•Washington State Pole Rescue
Competition — 2nd place — Washington
Governor’s Industrial Safety and Health
Conference
•2012 Child Advocate of the Year —
Providence Sacred Heart Children’s
Hospital, Spokane, Wash.
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OUR COMPANY — BY THE NUMBERS
T O TA L W O R K F O R C E B Y E M P LOY M E N T T Y P E A S O F D E C . 3 1 , 2 0 1 1
Full time
Part time
Temporary Student Other 2011
1,441
84
44
9
16 2010
2009
1,401
75
47 12 19 1,390
76
27
18
22
C O M PA N Y C O N T R I B U T I O N S T O D E F I N E D B E N E F I T P L A N ( P E N S I O N )
2011
$26 million 2010
$21 million
2009
$48 million
2008
$28 million
2007
$15 million
TRAINING PROGRAMS
2011
2010
Pre-Line School Total students graduated
73
70
Hours of training
45,552
43,680
Credits awarded per student
49
49
Apprentices — All Crafts
Total number of apprentices
and journeymen trained
41
48
Number of active programs
9
10
Hours of training on the job
85,280
99,840
Hours of classroom training
2,269
4,310
Journeyman Training
Electric/Generation
3,540
8,773*
Gas refresher
1,565
1,840
2009
64
39,936
49
57
10
118,560
6,172
1,880
1,824
* In 2010 Avista added crane operator training and certification, and fork lift training, dramatically increasing the number of training
hours for apprentices
14
OUR COMPANY — BY THE NUMBERS
SAFETY
2011
Vehicle
incidents per
million miles
driven6.03
2010
7.8
2009
2008
2007
9.16
9.14
7.03
Work-related
injuries per
200,000
hours
worked6.42
3.73
4.27
4.52
5.08
Lost-time
incidents per
200,000
hours
worked2.5
1.68
1.62
1.35
1.67
Employee
fatalities0
0
0
1
0
Injuries to
the public
2
0
1
0
3
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OUR COMPANY — BY THE NUMBERS
S T R AT E G I C O B J E C T I V E S F O R 2 0 1 2
An integral part of our work at Avista is to establish a clear line of sight for employees from
the work they do every day to the outcomes that bring the most value to our customers, our
shareholders and our communities. The following objectives have been established to meet
that goal. We will report on our progress to achieving these objectives in subsequent reports.
StrategyTarget
Goal
Customer Satisfaction
Consistently maintain customer satisfaction
90% satisfied
as measured through the Voice of the
and very satisfied
Customer rating
System Reliability
Ensure that generation, Reliability Index
transmission and distribution
= 1.0 or better
systems reliably and cost-effectively
meet customer energy requirements
IRP Electric Efficiency
Acquire all cost-effective
49,844,000
conservation to help customers
KWh saved
get the most value for the
energy they choose to use
IRP Natural Gas
Acquire all cost-effective conservation 2,489,094
to help customers get the most value Therms saved
for the energy they choose to use
Generation Plant
Efficiency
Ensure that generation, 93%
transmission and distribution availability
systems reliably and cost effectively
meet customer energy requirements
Employee Engagement
Maintain engagement “drivers”
75%
that keep our employees involved
engagement
and committed to Avista
16
OUR COMPANY — BY THE NUMBERS
StrategyTarget
Goal
Employee Injury
Continuously reduce the number
10%
and severity of incidents for
reduction
a 13-month rolling period
Lost Time Incidents
Continuously reduce the number
10%
and severity of incidents for
reduction
a 13-month rolling period
Vehicle Incidents
Continuously reduce the number
10%
and severity of incidents for
reduction
a 13-month rolling period
Employee Volunteerism
Be an integral part of the
50,000
communities we serve and a hours annually
contributor in mutually
beneficial ways
Natural Gas Dig-ins
Maximize awareness and
Reduce dig-ins
adoption of safe practices that by 10% per
support our response to public safety
1,000 locates
Reach and Frequency
Maximize awareness and
100%
of Natural Gas Public
adoption of safe practices that of stakeholders
Safety Education
support our response to public safety
Natural Gas
Emergency
Response Maximize awareness and
adoption of safe practices that support our response to public safety
Meet natural gas
response targets on 93% of calls
17