Issue 29 January · February 2014
Diversity & Inclusion at Exelon
2013: A Successful Year for Solar
A Day in the Life of a Nuclear Security Shift Supervisor
Employees Honored at 2014 BEYA Conference
A Letter from Leadership We succeed as an inclusive and diverse team: We foster an inclusive culture of trust, collaboration and performance. We welcome and respect people with different perspectives, backgrounds and traits because we know that diverse teams drive powerful outcomes. ~ Exelon’s values statement This issue of Inside Exelon is devoted to diversity and inclusion (D&I) at Exelon. Achieving full success in this critical area means that we must build a truly inclusive culture in which all employees feel respected. This is among our highest priorities as a leadership team, and we are focused on helping teams function more effectively through inclusive behaviors and diversity of talent, experience and background. At an enterprise-wide level, our strategy involves an intense focus on talent management and development, making sure that we provide the tools employees at all levels need to develop their careers, and gain the skills they need to succeed and help Exelon to grow and thrive. We aren’t limiting our efforts to our current employees: key partnerships with outside organizations help us make sure we are filling our pipeline with candidates among underrepresented groups, such as people with disabilities and military veterans. Beyond our focus on a more diverse pipeline, we are improving the on-boarding experience for our candidates and for our hiring managers. At a more micro level, each operating company is tackling areas of opportunity and building on existing successes.
Whether it’s reinvigorating local diversity councils, developing teams to get employees involved in the cultural aspects of a business, or making sure that white males (the majority of our workforce) are included in diversity efforts, Exelon’s companies are putting strategies in place to bring this value to life. Critically, employees continue to demonstrate their own initiative and passion by establishing and leading our nine Employee Resource Groups, including our newest: Families with Special Needs. Our executives are accountable for driving progress in D&I, and each employee has an important role to play in bringing this and all of our values to life in a way that is real, sustained and measurable.
President and CEO For a list of D&I resources at Exelon, please visit the D&I page on myExelon.
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Inside Exelon January â€˘ February 2014 Inside Exelon is published bimonthly by Exelon Corporate Communications for the employees and retirees of Exelon Corporation, highlighting the people, products, services and strategic issues that help shape our vision, performance that drives progress.
Editors: Courtney Williams and Emily Chen
Contributors: Rosalinda Abrego-Christmon, Martha Arendt, Ben Armstrong, Kelly Biemer, Paul Dempsey, Noelle Gaffney, Griffin Goldin, Bill Harris, Jeanne Hein, Lisa Jerome, Howard Karesh, Michelle McConnell, Stuart Page, Emily Ryan, Melissa Schuh and Greg Smore.
Design: Paragraphs, LLC (WBE), Chicago
Please direct inquiries regarding Inside Exelon to: Exelon Corporation Internal Communications 10 S. Dearborn St., 50-SE-001 Chicago, IL 60603 Fax: 312.394.4590 E-mail: InsideExelon@exeloncorp.com To report change of address: 877.739.3566
ECO - Team Pilots Community Supported Agriculture
John Cunningham receives Safety Leadership Award
OpCo Spotlight: Exelon Nuclear Continues to Act on Fukushima Lessons Learned
Also in this issue: 2 By the Numbers: Electric Smart Meter Programs 4 D&I: Employee Resource Groups 12 Break Time
By the Numbers | Letters from Employees | Three things
By the Numbers:
Electric Smart Meter Programs at Exelon Utilities
BGE, ComEd and PECO are undertaking significant electric smart meter installations. These programs are introducing new customer-focused and operational capabilities that will positively impact our business. More than 1.3 million Exelon Utilities electric customers currently have a smart meter. Facts and figures are current as of Nov. 25, 2013.
PECO 2,160 BGE 3,040
NUMBER OF EXELON EMPLOYEES IN THE
SERVICE TERRITORY WHO HAVE OR
COULD HAVE A SMART METER
CUSTOMERS WITH A
A SMART METER
COMED 1% COMPLETE SMART METER INSTALLATION PLANNED FROM SEPT. 2013-2021
6,000,000 4,000,000 2,000,000
PECO 47% COMPLETE
BGE 45% COMPLETE
NEW METER INSTALLATION PLANNED FROM 2011-2014
SMART METER INSTALLATION PLANNED FROM 2011-2015
* Residential and Commercial customer figures include BGE as of Oct. 31, 2013.
Letters from Employees
Three things you should know about… myExelon Home Page Personalization
1. Want to comment about something you read in Inside Exelon? Have a thought about a company initiative mentioned in an article? We’re looking for letters from employees to publish in this space each month. Write to InsideExelon@exeloncorp.com or send a note to: Inside Exelon – Letters from You 10 S. Dearborn, 50-SE-001 Chicago, IL 60603
Inside Exelon | January · February 2014
You can now personalize your myExelon homepage using six different customizable widgets, including My Work Tools, My Favorites, Weather, Stock, Internal News and Event Clocks.
You can use the star icon on the Applications tab to automatically add applications to your “My Work Tools” widget. Your “My Work Tools” and “My Favorites” widgets will feed into the green “My Links” button that is featured at the top of every page of myExelon, to allow easy access from anywhere on the site.
Exelon 2020 | Community Connection
Community Connection Exelon offers programs for employees impacted by storms Weather can be unpredictable. After extreme storms like Hurricane Sandy in November 2012 or more recently the tornadoes that affected numerous Illinois counties, many homeowners are forced to deal with loss or damage to their residences. To assist employees that were impacted by these storms, Exelon activated its vacation donation program, and the Exelon Foundation created a special program for employees affected by natural disasters.
Employees donated vacation days After the Nov. 17 storms in Illinois, Exelon recognized that those who experienced significant loss or damage to their residences needed to take time away from work beyond the paid time off benefits that are available. Through voluntary employee vacation day donations, the program provided additional paid time off to employees residing in federally declared disaster areas who were significantly impacted by the storms.
Exelon Foundation provides grants for employees Hurricane Sandy in New Jersey and the severe storms and tornadoes in Illinois were declared disasters by the federal government. As a result, the Exelon Foundation was able to create special programs to provide grants of up to $2,500 per eligible employee.
To receive the grant, employees completed an application form and showed proof that they had registered with the Federal Emergency Management Agency for their property losses. Grant applications were reviewed and approved by an unaffiliated thirdparty organization. Disaster relief grants provided much needed financial support to employees impacted by the storms. “This couldn’t have come at a better time,” said Martin Farrell, a grant recipient from Oyster Creek. “The money we received was put to good use helping with purchases that would help put our home back to normal again. It is surely a good feeling when the company you work for realizes the difficulty that some of its employees are going through and rolls up its sleeves to help out.” The Exelon Foundation provided 38 grants associated with Hurricane Sandy and at publication time is still processing the grant applications for employees affected by the Nov. 17 tornadoes and severe weather in Illinois. No one knows when disasters will strike, but with programs like these, Exelon continues to offer support to employees in need. by Michelle McConnell, Corporate Relations and Emily Chen, Corporate Communications
Eco-Team pilots first-ever Community-Supported Agriculture The Baltimore chapter of the Exelon Eco-Team has been forging greener community connections and employee habits by piloting a community-supported agriculture (CSA) program in 2013. CSA is an alternative, locally based model of agriculture and food distribution that directly connects consumers and farmers. CSA members pay before the growing season for a share of the anticipated harvest and, in return, receive weekly deliveries of fresh fruits and vegetables. The CSA season typically runs from May/June through October/November. The pilot involved 29 employees at the Gas & Electric (G&E) Building in downtown Baltimore. Starting in May, and continuing for 20 weeks over the summer, members received a box of fresh vegetables, including eggplant, cucumbers, tomatoes, corn and much more. The vegetables were delivered directly from the farm to the G&E building, making it convenient for participants to pick up their vegetables. In a program satisfaction survey, 69 percent of respondents said they made a positive change to their eating
habits, 46 percent said they made healthy choices in other areas of their life, and 100 percent said they would participate in the program again. Based on the overwhelmingly positive response to the CSA program and employee demand at other offices, the Eco-Team is surveying employees and planning a program expansion in the Baltimore-Metro area. If you would like to see the CSA program deliver to your office or you would like to help in 2014, please contact Luba Abrams or Stuart Page.
Greg Ledoux, Mary Straub, Kathy Lang and Marcie Forster pick up their weekly CSA shares at the G&E Building in September 2013.
by Stuart Page, BGE Distribution Planning
Inside Exelon | January · February 2014
Cover Story | D&I at Exelon
Diversity and Inclusion: Exelon’s Employee Resource Groups Exelon’s Employee Resource Groups promote diversity and inclusion in the workplace Diversity and inclusion is an important part of Exelon’s corporate culture. Per our corporate values, “we succeed as an inclusive and diverse team. We foster an inclusive culture of trust, collaboration and performance. We welcome and respect people with different perspectives, backgrounds, and traits because we know that diverse teams drive powerful outcomes.” Following the merger with Constellation in 2012, Exelon added two new Employee Resource Groups (ERGs): Developing Young Professionals and Eco-Team. The addition of the most recent ERG, Families with Disabilities, makes a total of nine. Exelon’s ERGs are an essential part of Exelon’s D&I strategy and continue to support member development, community involvement and positive business impact. ERGs are actively involved in areas including military recruiting, fundraising for scholarships, and networking and professional development events. “The roles and responsibilities of ERGs are becoming increasingly more important to our business,” said Janese Murray, vice president, Diversity & Inclusion. “As America’s workforce continues to change and become more diverse, ERGs are moving beyond social networks and transitioning to think-tank groups that can directly impact the business.” Continue reading for more information about Exelon’s ERGs and how you can get involved. ERGs are open to all Exelon employees and membership information can be found on the diversity and inclusion section of myExelon. by Emily Chen, Corporate Communications
Asian American Resource Group (AARG) AARG is committed to making a difference for our customers, our company, our shareholders and our employees. It is a resource for enabling its member employees to achieve their maximum potential, serving as a bridge to the Asian-American community and helping Exelon gain a competitive advantage in utility services.
Executive Sponsor: Anne Pramaggiore, President and CEO, ComEd AARG Baltimore Chapter Sponsor: David Ellsworth AARG Chicago Chapter Sponsor: Jeff Williams AARG Philadelpia Chapter Sponsor: Ron Kim
Developing Young Professionals (DYP) DYP provides an open forum with opportunities to interact and share experiences with other Exelon employees from a variety of departments and from all levels of experience ranging from recent college graduates to seasoned Exelon executives through professional development, networking and community service events. We know that by engaging employees in the early stages of their careers we can contribute to their development and to the success of our company and our communities.
Inside Exelon | January · February 2014
Executive Sponsor: Ken Cornew, Senior Executive Vice President and Chief Commercial Officer, Exelon Corporation; President and CEO, Exelon Generation DYP Baltimore Chapter Sponsor: David Villa DYP Chicago Chapter Sponsor: Melissa Sherrod DYP Houston Chapter Sponsor: David Donat DYP Philadelphia Chapter Sponsor: Eric Helt
Cover Story | D&I at Exelon
Eco-Team Eco-Team strives to be a grassroots catalyst for sustained, carbon-reducing behavioral change at Exelon and in our communities. We will lead, coordinate and support innovative, action-oriented environmental entrepreneurs and enthusiasts seeking to implement workplace solutions that are environmentally responsible and cost-effective. We promote, support and drive implementation of “green” business practices that are good for the planet, good for the company and good for Exelon employees, contractors and their families.
Executive Sponsor: Chris Gould, Senior Vice President and Chief Sustainability Officer Eco-Team Baltimore Chapter Sponsor: Michael Smith Eco-Team Philadelphia Chapter Sponsor: Ellen Cavanaugh Contact the D&I office to start a chapter in your city.
Exelon African-American Resource Alliance (EAARA) EAARA enhances the personal and professional growth of its members through professional development programs, knowledge for advancement opportunities and networking, as well as helping members understand their contribution to Exelon's strategic goals.
Executive Sponsor: Jack Thayer, Executive Vice President and CFO, Exelon. EAARA Baltimore Chapter Sponsor: Martin Proctor EAARA Chicago Chapter Sponsor: Kevin Brookins EAARA Houston Chapter Sponsor: David Leone EAARA Philadelphia Chapter Sponsor: Ron Bradley
Exelon Militaries Actively Connected (EMAC) Recognizing that military service is an integral part of the lives of more than 1,600 Exelon employees, the purpose of E-MAC shall be to promote a positive workplace environment for those with prior military service and employees who would like to be involved in military issues, and establish a networking tool for all employees regardless of military affiliation across Exelon and its operating companies. We develop, support and mentor our members with a focus on community involvement, and we facilitate implementation of Exelon’s diversity goals.
Executive Sponsor: Mike Pacilio, Senior Vice President, Exelon Generation; President and Chief Nuclear Officer, Exelon Nuclear EMAC Baltimore Chapter Sponsors: Steve Miller and Ken DeFontes EMAC Chicago Chapter Sponsor: Terry Donnelly EMAC Philadelphia Chapter Sponsor: Mike Innocenzo
Exelon Pride PRIDE seeks to strengthen a sense of community within the workplace by aligning the goals of the group with business strategy. The events and activities organized by PRIDE focus on education and awareness, community support and membership development. PRIDE welcomes all including the GLBT community, friends and allies.
Executive Sponsor: Ruth Ann Gillis, Executive Vice President and Chief Administrative Officer, Exelon, and President, Exelon Business Services Company Baltimore Pride Chapter Sponsor: Steve Woerner Chicago Pride Chapter Sponsor: Duane DesParte Philadelphia Pride Chapter Sponsor: Mary Krick
continued on next page...
Inside Exelon | January · February 2014
D&I at Exelon
Diversity and Inclusion: Exelon’s Employee Resource Groups, continued
Families with Special Needs This new ERG will focus on providing resources for Exelon employees who have family members with special needs and coordinate events to provide educational opportunities for all employees.
Executive Sponsor: Darryl Bradford, Senior Vice President and General Counsel, Exelon
Network of Exelon Women (NEW) NEW is actively committed to creating an avenue for women to network across organizations and geographical areas. It provides opportunities to connect via educational and leadership events, and volunteer events in the community.
Executive Sponsor: Denis O’Brien, Senior Executive Vice President, Exelon, and President and Chief Executive Officer, Exelon Utilities NEW Baltimore Chapter Sponsor: Carol Dodson NEW Chicago Chapter Sponsor: Susan Rider NEW Houston Chapter Sponsor: Mark Huston NEW Philadelphia Chapter Sponsor: Elizabeth Murphy
Organization of Latinos at Exelon (OLE) OLE exists to assist Exelon and its operating companies in achieving strategic business goals, including diversity and inclusion; fostering employee career development; and maintaining a strong presence in the Latino community by utilizing the talent of OLE member employees.
ERGs involved in the community Pictured from left to right: AARG Cradles to Crayons Volunteer Event; AARG Love Your Park volunteer event; EMAC Tornado clean-up effort in Washington, Ill.; EMAC Veterans Day ceremony
Inside Exelon | January · February 2014
Executive Sponsor: Bill Von Hoene, Senior Executive Vice President and Chief Strategy Officer, Exelon OLE Baltimore Chapter Sponsor: Alex Nunez OLE Chicago Chapter Sponsor: Fidel Marquez OLE Houston Chapter Sponsor: Pete Torres OLE Philadelphia Chapter Sponsor: Romy Diaz
D&I at Exelon
Exelon employees honored at 2014 BEYA Conference Fourteen Exelon employees have been selected for leadership awards, and will be honored at the 2014 Black Engineer of the Year Awards (BEYA) Conference to be held in early February in Washington, D.C. The BEYA Awards honor men and women who demonstrate outstanding performance and will shape the future course of science, technology, engineering and math (STEM). The award winners are individuals whose stories of success merit national recognition.
engineer, Exelon Generation), Tiana Elam (general engineer, Exelon Generation), Ratanak Heng (general engineer, BGE), Ted Johnson (director, IT, BSC), Ray Moy´e Jr. (system engineer, Exelon generation), Dorvel Offord (new business manager, ComEd), Shadrack Orero (principal transmission specialist, Constellation), Ken Sahadewan (reactor engineering manager, Exelon Generation), Shalana Sugrim (associate engineer, BGE), and Derrick Williams (manager, new business, PECO).
Ron Bradley, vice president, Gas, PECO, will be honored with the Lifetime Achievement Award for his significant accomplishments in the STEM fields and for his performance as a role model and mentor for minorities in technology. Danielle Smith, supervisor, design services, BGE, will be honored with the BEYA Special Recognition award, which honors distinguished professionals who are establishing themselves as leaders in the STEM fields.
The BEYA conference is the largest gathering of STEM professionals and leaders who are committed to increasing the percentage of people from underrepresented communities in the technology workforce. The conference offers development and networking opportunities, and Exelon will meet with diverse and outstanding candidates in the STEM fields at the two-day BEYA Career Fair, including many from Historically Black Colleges and Universities.
In addition, Exelon is proud to have 12 employees who will receive the Modern Day Technology Leader (MDTL) Award, which honors a select group of bright women and men who are shaping the future of the STEM Fields. Exelon’s 2014 MDTL Award recipients are Isaac Akridge (director of Chicago Regional Operations, ComEd), Yooku Bedu-Addo (senior engineer, BGE), Dominique Brown (I&C system
by Griffin Goldin, HR Talent Acquistion
Inside Exelon | January · February 2014
D&I at Exelon
PECO Announces Partnership with NOD and New Hiring Initiative PECO has partnered with the National Organization on Disability (NOD) on a 2014 initiative to hire individuals with disabilities. The announcement was made recently at a luncheon and panel discussion co-sponsored by Exelon, the Exelon Foundation and NOD in honor of National Disability Employment Awareness Month. “For a generation, companies of all sizes have advocated the advantages of a diverse and inclusive workforce,” said PECO President and CEO Craig Adams. “PECO and Exelon are not alone in this initiative. As part of our efforts and commitment to fostering a culture of inclusion, we now have partnered with NOD to spearhead an initiative focused on hiring individuals with disabilities.” The initiative builds on PECO’s existing relationship with NOD and its Start for Success program, which offers students an early introduction to the workplace and enables them to learn skills that will allow for a future of independence and self-sufficiency. It also demonstrates to employers that these young people can become a highly valued resource in the workplace. As part of the program, PECO recently hired two students who just completed successful summer internships. “The community of people with disabilities is one that has traditionally seen high unemployment and underemployment rates,” said Adams. “It is also a community with a lot of great talent, and we want to take every opportunity to hire and retain that talent as part of our workforce.” In addition to working with NOD, PECO is planning to partner with community organizations, including AHEDD (a specialized human resources group for people with disabilities) and Bridges Community Support Services, to help ensure the company meets or exceeds new federal guidelines requiring that workers with disabilities make up at least 7 percent of a company’s employees. “NOD commends PECO, and its parent company Exelon, as trendsetters in disability hiring. They are taking all the right steps, including leadership from the C-Suite, partnerships with disability organizations, and the discipline of a quantitative goal,” said NOD President Carol Glazer. “With these steps, PECO and Exelon will lead the way for energy companies and other major employers and reap the benefits of new workers who bring a diversity of talents and skills.”
Inside Exelon | January · February 2014
PECO President and CEO Craig Adams is pictured discussing PECO’s partnership with the National Organization on Disability (NOD), and providing a preview of the company’s initiative to hire individuals with disabilities.
As part of the luncheon, NOD and the National Business & Disability Council also announced the launch of the Disability Employment Tracker, a new tool that is expected to help companies across a range of industries assess their own readiness to launch or improve their hiring of people with disabilities and disabled veterans. The Disability Employment Tracker is designed for companies to: • C onfidentially assess their own disability and veteran employment practices; • B enchmark their efforts against leading practices; and • U se results to educate internal stakeholders on successes and opportunities. With input from Fortune 500 companies and guidance from leading research firm J.D. Power, the Disability Employment Tracker was developed with Sirota, a leading provider of organizational assessments and employee survey programs. Sirota will administer the survey and ensure confidentiality and data security. by Ben Armstrong, PECO Communications
D&I at Exelon
John Cunningham receives James M. Flanagan Safety Leadership Award “Energy Force” – Energy Efficiency Ambassador Program for Adults with Developmental Disabilities ComEd’s Energy Force program, in which individuals with developmental disabilities educate customers on energy efficiency, is making a difference in the lives of its ambassadors. The Energy Force is the Pictured with ComEd President and first and only program CEO Anne Pramaggiore is Energy organized by a U.S. Force ambassador Cristian Salazar, utility company to help who attends community events to empower individuals educate people about energy efficiency. with developmental disabilities to educate others on ways to reduce electricity use and save money. Since its launch in 2012, Energy Force ambassadors have conducted training sessions for more than 10,000 individuals. One of the passionate ambassadors who contributes to the program’s success is Cristian Salazar, bilingual in both English and Spanish, representing Chicago-based community organization El Valor. After joining Energy Force, the naturally shy and quiet Salazar set a personal goal to develop life skills. He was inspired to take more pride in his appearance, from combing his hair to tucking in his shirt every day, telling his peers that he “wanted to make ComEd proud.” With the boost of confidence gained in part through his Energy Force work, Salazar is now one of the most outgoing ambassadors in the program He recently delivered a presentation to El Valor’s board of directors, indicating that his life had been changed forever by the program. Salazar’s life-changing experience is just one example of the impact that Energy Force is creating. The program is increasing its reach and expanding into more opportunities to educate audiences even beyond individuals with developmental disabilities. Each of the 10 Energy Force team members is expected to conduct approximately 10 community outreach events annually. by Martha Arendt, ComEd Communications
During the fall of 2013, PECO recognized Gas Senior Distribution Mechanic John Cunningham with the James M. Flanagan Safety Leadership Award. This annual award honors Jim Flanagan’s memory and recognizes PECO and BSC-embedded employees for exceptional contributions to safety. Cunningham was selected to receive the award for his work as a champion for safety who identifies safety issues and helps resolve them. His attention to detail and safety focus helped him identify incorrect markings for underground 34KV lines during the excavation of a gas leak. In addition, Cunningham has helped to develop confined space procedures for entry and maintenance of vacuum excavation trucks. In addition to Cunningham, three other PECO employees were recognized as finalists for their commitment to safety: Brian Focht, senior training specialist in Gas Methods and Training; Luther Jones, engineering technician in Transmission and Substations; and James Roscovich, Revenue Protection foreman. The award focuses on employees’ achievements in one or more of the following areas: • S afety leadership: for employees that prevented a serious injury/event through the use of safety leadership courage. • P ublic safety: for employees who took extraordinary action to promote the safety of our customers and the general public. • E mergency response: for employees whose work during emergency situations greatly contributed to the safety of their fellow employees or the customers we serve. Flanagan, a PECO senior safety professional, passed away on July 21, 2009. During his 22 years of service with the company, Jim was dedicated to the safety of all PECO employees, contractors, and customers. He actively represented PECO in the community as part of the company’s public safety outreach efforts, visiting numerous schools and emergency response agencies, events and local organizations. In his role supporting Distribution System Operations, Jim provided immediate response to emergency and storm situations. Most importantly, safety was his top priority, and PECO is a safer place to work because of his efforts. by Greg Smore, PECO Communications
Inside Exelon | January · February 2014
Get to Know...
Get to Know... As we begin 2014, what are your priorities for HR? We surveyed about 80 of our Amy Best executives around the company last Senior Vice President summer, and their feedback was and Chief Human focused on continuous improvement Resources Officer in the areas of talent acquisition, talent management and organization effectiveness. That means leveraging technology to source and acquire top talent across the organization, and improving the candidate and hiring manager experience. It means making sure we have a robust development curriculum for all roles and levels – supporting our efforts to effectively develop current and up-and-coming leaders to meet the needs of the business now and in the future. We are increasing our investment in these areas – including within the HR practice area – to make sure we can implement best practices effectively and quickly.
What is a key focus area for your Communications teams as we move into 2014? Jamie Firth We’re in a complicated business Senior Vice President, that is currently facing a lot of Communications, challenges, and we’ve been trying Public Advocacy and to do a better, more complete job of Corporate Relations helping our employees understand circumstances we face and the context for the decisions we are making as a company. When you’re in a tough period like we are now, there’s a premium on reliable, factual and thorough information, and it’s our job to provide that, as effectively as we can, to our internal and external audiences. That’s why you’re seeing increased communication with employees directly from Chris Crane, more opportunities for face-to-face interactions with leadership, and an explicit focus on our business circumstances in our internal communications.
There are two other major priorities for us: diversity and inclusion, which of course is one of our core values, and the use of data and analytics to give line leaders real-time information about their teams and help them make better, more informed decisions.
What that means for our group is that in order to be advisers to leadership on the communication ramifications of the company’s decisions, and go beyond the tactical and beyond the individual projects we manage, we, ourselves, have to be very strong in our business acumen.
You mentioned diversity and inclusion…what should employees know about Exelon’s D&I strategy? D&I is a top priority for the company and is something Chris and the entire executive team are focused on intently. We are approaching D&I through three major work streams. The first is our work with operating companies, BSC practice areas and individual groups – and sometimes even individual leaders. This work is often behind the scenes and handled relatively quietly, and is so important to improving our levels of inclusion and diversity. Second, we have initiatives that are more companywide in focus – like our Employee Resource Groups, for example. We now have nine, with our newest ERG being one that focuses on families who care for individuals with special needs. Third, we are in the early phases of better engaging white males in D&I. White males, as you might expect, sometimes struggle to see their place in a company’s D&I emphasis. What’s the best lesson you’ve learned in your career at Exelon? I’ve been at the company for 22 years and shortly after I started in HR at ComEd, working at the Edison Building in downtown Chicago, I was given the opportunity to work at our Quad Cities nuclear plant. I took that chance – moving from the lake in Chicago to a river on the Illinois/Iowa border, and it was one of the best career decisions I ever made. The lesson I learned from that move, and encourage for others, is to take on challenging opportunities, including ones that others don’t want, and make them your own.
10 Inside Exelon | January · February 2014
What is one of the more rewarding aspects of your job? We’ve undertaken a concerted effort to use communications in a smarter, more sophisticated way to reach and influence key audiences, including policymakers. That means leveraging modern political campaign communications tactics to advance our business and policy agendas, and partnering with other groups like Investor Relations and Government Affairs to deliver the right message and strategy in effective ways. It’s been very rewarding for me to see the political experiences and skills I learned in my previous career as a consultant take root in a large company like Exelon. It’s our job now to grow that capability. Finally, what message would you have for our employees about the groups you lead? Simple: we want your feedback. Whether you have a suggestion for Corporate Relations about a volunteer opportunity, an idea for how we can get you better information in a more efficient and effective way, or some other constructive message you want us to hear, please get in touch with us either through the myExelon intranet or via email. We are constantly looking for ways to do what we do better than we’ve done it before. Interviews conducted and condensed by Howard Karesh, Corporate Communications.
Compliance Corner | Innovation Station
Compliance Corner At Exelon, employees are expected to embody our core values and the Exelon Corporation Code of Business Conduct (Code). The Ethics Office relies on acts of leadership from employees in each business unit and at every level to help to assure that the Code is applied consistently and fairly. The examples below, all of which are recent cases that started as Ethics Helpline reports or resulted from information brought to the attention of Human Resources or Security, demonstrate that the company carefully investigates the allegations brought to its attention and takes corrective action where appropriate. Conflicts of Interest • T welve employees received corrective actions, ranging from dismissals to written warnings, for Code violations that included accepting excessive gifts and gratuities, failing to disclose potential conflicts of interest and circumventing company procedures for the benefit of a vendor. • A management employee left the company after failing to disclose a conflict of interest stemming from the employment of a relative by a vendor whose relationship with Exelon the employee was in a position to influence financially.
Employees can be discharged for theft/misuse of company resources or position such as: • O rdering tools not needed for their department and utilizing them for an outside business. • R estoring utility service at their home after being cut off for non-payment • F ueling a personal vehicle at company gas pumps Employees or vendors can be discharged for inappropriate behavior such as: • Being physically aggressive towards coworkers • P articipating in an RFP after instructing an employee, who was assigned to a different Exelon project, to seek information not readily available to other bidders Employees and all Exelon stakeholders can report ethics concerns anonymously via the Ethics Helpline both by phone at 1-800-23ETHIC (1-800-233-8442) and via the internet at https://www.compliance-helpline.com/welcomeExelon.jsp The Ethics Office can also be reached directly via email at EthicsOffice2@exeloncorp.com.
Innovation Station The power to manage energy is now in your hands. That message is being communicated to customers who already have a smart meter as part of the new BGE Smart Energy Manager (SEM) advertising campaign currently running on cable television and in newspapers and online ads. The underlying message? Customers have the ability to make small changes that can lead to big savings when it comes to energy and money. As smart meter installations approach the halfway mark in the BGE service territory more customers are learning about the new online tools available through SEM, including daily energy use alerts and the ability to sign up for high usage alerts. Customers can opt to receive a message by email or text when they use more energy than is typical for a particular month. The alerts allow customers to assess what behaviors might be causing the spike in usage—along with an estimate of what their bill might be if they continue using the same level of energy for the rest of the month.
Power in Your Palm
customers with actions they can take to conserve energy, and each step is rated in terms of its potential effect on both energy and bill reduction. SEM also provides customers with a home energy report that details the energy efficiency of their household when compared to similar homes. That way, they can decide if there’s even more they can do to help lower their bills. by Jeanne Hein, BGE Communications
“We’ve received a lot of positive feedback about the usage alert feature in particular,” said Marcus Walker, product manager, BGE Smart Energy Manager. “We sent more than 4,000 alerts to customers in October alone.” The usage alert also provides
Inside Exelon | January · February 2014 11
Test your Diversity and Inclusion Knowledge!
This issue of Inside Exelon highlights the importance of diversity and inclusion at Exelon. See if you can solve this crossword puzzle using the clues below. Hint: Reading the previous articles in this issue may prove helpful! Send your answers to InsideExelon@exeloncorp.com by March 3. Ten winners chosen at random from the correct entries will receive Exelon prizes. Check the intranet during the week of March 10 for the correct answers and to find out if you’re a winner. Good luck!
3. AARG stands for _____________ American Resource Group.
1. O LE assists Exelon in maintaining a strong presence in the ___________ community.
5. NEW stands for the ____________ of Exelon Women. 7. Exelon currently has _____ Employee Resource Groups (ERGs). 10. The newest Exelon ERG is _____________ with Special Needs.
2. E MAC promotes a positive workplace environment for those with prior ___________ service. 4. After the Constellation merger, Exelon added two new ERGs: Developing ________ Professionals and Eco-Team. 6. O ur values state that “we ____________ as an inclusive and diverse team.” 8. Jack Thayer is the executive sponsor of _______. 9. Ruth Ann Gillis is the executive sponsor of Exelon ______.
12 Inside Exelon | January · February 2014
Our Values: Safety
Military veteran makes safety his top priority For Byron Station security supervisor Stephen Dunkel, the word “security” has summed up his life for most of the past 20 years. As a soldier in the United States Army, as a caring father, as an officer and then supervisor at a nuclear plant – security is an important aspect of his everyday life. Dunkel spent more than eight years in the Army, including a 15-month activation and deployment to Iraq in support of Operation Iraqi Freedom. After a fulfilling military career he knew it was time for civilian life – not so much for him as a person, but to get back lost time with his daughter. “It was a hard decision, but when I thought about how much of my now 13-year-old daughter’s life I had missed while deployed, the decision became easier,” Dunkel said. “At that point, after being honorably discharged as a veteran, I found myself on a quest to find that ‘career’ that every person dreams to find, and be happy with, for the rest of their working lives.” Transitioning from a career in the U.S. military to the civilian workforce is difficult for many veterans. Finding the right career can be a challenge. Dunkel had a pair of good jobs as a civilian before finding his true calling with Exelon Generation at Byron Station. “All of the positions I have held throughout my adult life have given me some sort of fulfillment, but none of them compared to the perfect fit that I found at Byron in the security department,” Dunkel said. “Having come from the Army, I was used to a very process-driven, regulated, and procedure-infused work environment. In that aspect, I felt very at home in a nuclear security role.” Dunkel started his career at Byron Station as a security officer in 2007 and became a supervisor the following year when Exelon transitioned to an internal security force. He spent three years in that role before being promoted to security shift supervisor in late 2012. As security shift supervisor, Dunkel manages a shift of security officers and supervisors who perform a number of daily activities to ensure the safety and security of the plant and the public. Their duties include controlling access to the plant, performing search activities, testing security equipment, conducting patrols and inspections, and escorting vehicles and visitors inside the plant’s protected area.
Stephen Dunkel (center) and his wife, Heather, are congratulated by Exelon Nuclear Chief Operating Officer Bryan Hanson at the McGregor Award ceremony.
His dedication to developing his people professionally earned him Byron’s “First Line Supervisor (FLS) of the Year” award and a nomination for the Michael J. McGregor Award by the Byron Station FLS peer group. The McGregor Award is the highest honor given to supervisors within the Exelon nuclear fleet. It is named for former Clinton Station supervisor, Michael McGregor, who passed away in 2004. In October, standing at a ceremony with nine of his fellow nominees from the Exelon nuclear fleet, Dunkel was named the McGregor Award winner. “To receive the station FLS of the Year and Exelon McGregor awards was indescribable,” Dunkel said. “I love this organization, what it stands for, and all of the people I have the honor to work with every day. I will continue to develop myself and others, and try to live up to the standards that Mr. McGregor set when he worked for this organization.” by Paul Dempsey, Nuclear Communications
Dunkel has made mentoring and personal development his mantra on shift, and tries to involve anyone interested in the process. “I learned in the military that continually challenging yourself and others is the key to sustaining an organization filled with effective and respected leaders,” he said.
Inside Exelon | January · February 2014 13
Constellation Solar Updates 2013 marked the completion of another successful year for Constellation’s solar group. The team added more than 38 megawatts of solar projects for customers in Arizona, California, Maryland, New York and Washington, D.C. Some of the year’s highlights included the completion of a 2.7-megawatt installation for Owens Corning in New York, a 3.3-megawatt portfolio of projects for Southern California Edison’s solar rooftop leasing program, and more than 19 megawatts of solar installation for six Arizona public school districts – bringing the company’s total statewide to 43 megawatts. Constellation owns and operates 164 megawatts of solar generation for commercial, industrial and public sector customers in ten states and Washington, D.C. The majority of solar projects developed for customers are behind-the-meter systems, which help to offset a portion of the customer’s electricity use from the grid. Constellation finances and maintains the system, and the customer purchases the electricity generated through a power purchase agreement (PPA) or solar services agreement with Constellation. Through a solar PPA customers avoid upfront installation expense, support environmental goals and lock in a portion of their electricity costs over the long term, often at less than the market rate. In addition to behind-the-meter systems, Constellation develops solar projects for utilities and public sector customers that supply power directly to the grid and support the customers’ renewable portfolio standard requirements. The company has developed “grid-connected” projects for customers including the State of Maryland, Portland General Electric, Southern California Edison, and Sacramento Municipal Utilities District.
Solar panels mounted to parking structures at the Maryland Science Center in Baltimore generate approximately 80,000 kWh each year and offset an estimated 60 metric tons of carbon dioxide.
In 2014, Constellation continues to focus its development efforts in California, Arizona and New York, where the solar markets offer the best opportunity for both customer savings and a profitable return on investment. “In more mature solar markets with higher all-in power costs, like California and Arizona, we’re beginning to see opportunities for behind-the-meter solar without the need for local incentives to make projects economically viable,” said Brendon Quinlivan, director, solar sales, Constellation. For example, Constellation’s recent 11-megawatt solar deal with Tucson Unified School District in Arizona will be one of the largest school solar projects developed without the use of state or utility incentives. Spanning 43 schools, the project will take approximately 18 months to complete. A key factor, according to Quinlivan, is the economies of scale that can be achieved during construction of portfolio-size projects on a repeatable and standardized basis. “As customers understand the economic and sustainability benefits available at scale, they’re more willing to commit on a larger scale versus an individual project,” he said. by Kelly Biemer, Constellation Communications
14 Inside Exelon | January · February 2014
Constellation’s 2.7-megawatt solar generation project at Owens Corning’s thermal and acoustical insulation plant in Feura Bush, N.Y., is designed to supply approximately 6 percent of the plant’s annual electricity needs.
Wellness at Work
Wellness at Work February is American Heart Month Heart disease is a serious issue. According to the Center for Disease Control and Prevention (CDC), approximately 715,000 Americans have a heart attack and about 600,000 people die from heart disease in the United States each year—that’s one out of every four deaths. Heart disease is the leading cause of death in both men and women. While these stats on heart disease may be scary, there is good news— you can take the necessary measures to prevent and control it, by practicing good heart health. Take a look at these heart healthy tips from the CDC:
First Steps to Better Health As you begin your journey to better heart health, keep these things in mind: • D on’t become overwhelmed. Every step brings you closer to a healthier heart. • D on’t go it alone. The journey is more fun when you have company. Ask friends and family to join you. • D on’t get discouraged. You may not be able to take all of the steps at one time. • R eward yourself. Find fun things to do to decrease your stress. Round up some colleagues for a lunchtime walk or have a healthy dinner with your family or friends.
Plan for Prevention Some health conditions and lifestyle factors can put people at a higher risk for developing heart disease. You can help prevent heart disease by making healthy choices and managing any medical conditions you may have. • Eat a healthy diet. Choosing healthful meal and snack options can help you avoid heart disease and its complications. Be sure to eat plenty of fresh fruits and vegetables—adults should have at least five servings each day. Eating foods low in saturated fat, trans fat, and cholesterol and high in fiber can help prevent high cholesterol. Limiting salt or sodium in your diet also can lower your blood pressure. • Maintain a healthy weight. Being overweight or obese can increase your risk for heart disease. • Exercise regularly. Physical activity can help you maintain a healthy weight and lower cholesterol and blood pressure. The surgeon general recommends that adults should engage in moderate-intensity exercise for at least 30 minutes most days of the week. • Monitor your blood pressure. High blood pressure often has no symptoms, so be sure to have it checked on a regular basis. • Don’t smoke. Cigarette smoking greatly increases your risk for heart disease. If you don’t smoke, don’t start. If you do smoke, quit as soon as possible. Your doctor can suggest ways to help you quit. Exelon offers a smoking cessation program through Power Through Health. • Limit alcohol use. Avoid drinking too much alcohol, which can increase your blood pressure. • Have your cholesterol checked. Your health care provider should test your cholesterol levels at least once every five years. Talk with your doctor about this simple blood test. • Manage your diabetes. If you have diabetes, monitor your blood sugar levels closely, and talk with your doctor about treatment options. • Take your medicine. If you’re taking medication to treat high blood pressure, high cholesterol or diabetes, follow your doctor’s instructions carefully. Always ask questions if you don’t understand something. by Emily Chen, Corporate Communications
Inside Exelon | January · February 2014 15
OpCo Spotlight: Exelon Nuclear Continues to Act on Fukushima Lessons Learned Nearly three years after the accident at the Fukushima Daiichi plant in Japan, Exelon and the U.S. nuclear industry continue to take action to prevent a similar event from happening at a U.S. nuclear facility. Lessons learned were captured by the Nuclear Regulatory Commission in July 2011 in a set of prioritized recommended actions for enhancing U.S. reactor safety. Since 2011, Exelon has moved aggressively to put into place the NRC recommendations, some of which will take years to complete, and worked with the nuclear industry to develop innovative mitigation strategies called FLEX. FLEX addresses the main safety challenges that occurred at Fukushima — the loss of cooling capability and electrical power resulting from a severe natural event. The strategy is “flexible” in that it relies on portable equipment to protect against even the most unlikely events — events that go beyond the plant’s design basis. It focuses on cooling the reactor and spent fuel pool, and protecting containment integrity. FLEX is also site-specific and takes into account differences in plant designs and the most likely risks at each nuclear station. A flexible approach ensures that each plant can focus on planning for extreme events that have a greater probability of occurring locally. “Exelon has already implemented many of the FLEX strategies, including the purchase of additional safety equipment for the plants, the revision of site event response procedures, and broadened operator training, all to ensure our plants and our employees can respond properly during natural or manmade disasters,” said Jim Meister, Exelon Nuclear vice president, Operations Support.
More implementation work to be done in 2014 • E xelon will submit updated seismic hazard data to the NRC for all plants, based on present-day NRC design basis requirements. • Exelon will conduct flooding hazard re-evaluations for Braidwood, Byron, Clinton, LaSalle, Limerick, Oyster Creek, and Peach Bottom. Similar evaluations were conducted in 2012 for Dresden, Quad Cities and TMI. • By the fall of 2014, Byron Unit 2 will complete full implementation of FLEX strategies and spent fuel pool instrumentation, which monitors and reports water levels in the pool. All other units will follow in 2015 and 2016. Also in 2014, Exelon will begin developing plans for responding to NRC requirements to implement severe-accident-capable hardened vents at its boiling water reactor plants (except Clinton). There also will be a focus on emergency preparedness staffing and communication to ensure it is adequate to support FLEX. In relation to emergency preparedness, TMI will participate in a Regional Response Center (RRC) drill in the summer of 2014. The RRCs are located in Memphis, Tenn,. and Phoenix, Ariz., and will provide critical equipment that could be needed to maintain safety in the event of an extreme event at America’s nuclear facilities. During the exercise, the RRC in Memphis will deploy equipment to TMI to test its ability to get the equipment there within 24 hours. Communication is key Exelon and the nuclear industry have made great efforts to communicate with the public about what the industry has done and is doing to learn from Fukushima and assure them that U .S. nuclear facilities can and will continue to operate safely.
Exelon purchased portable diesel-powered pumps, like this one, and staged them at all of its nuclear facilities.
“It’s important that our neighbors, public officials, and community leaders remain as confident as we are about the safety of our plants,” Meister said. Public opinion surveys conducted by the Nuclear Energy Institute (NEI), which showed a decline in public favorability of nuclear energy in the year following Fukushima, now show public favorability to be nearly where it was before Fukushima. The most recent NEI survey of the American public showed: • 69 percent favor nuclear energy • 70 percent give nuclear a high safety rating • 8 5 percent agree that the U.S. should renew licenses and build new nuclear plants • 8 2 percent believe nuclear energy will play an important role in meeting America’s future electricity needs Exelon and the nuclear industry have learned much from Fukushima. The work done to date has raised nuclear safety in the U.S. to its highest level ever. As an engaged, learning organization, Exelon will continue to look for new and better ways to make its operations even safer. by Bill Harris, Nuclear Communications
16 Inside Exelon | January · February 2014
In memory of legacy Exelon employees and retirees East Actives Ronald Colbert Oct. 8, 2013, 56, Operations, Schuylkill Generating Station Valerie McCoy Oct. 30, 2013, 54, Operations Call Center & Billing, Main Office Building
East Retirees Richard Benner Oct. 13, 2013, 68, Rad Engineering, Three Mile Island Nuclear Power Station Eugene Bloomquist Sep. 9, 2013, 93, Electric Transmission & Distrib, Plymouth Service Building James Boland Jr Jun. 13, 2013, 93, Electric Transmission & Distribution, Warminster Service Building William Bono Oct. 18, 2013, 84, Electric Transmission & Distribution, Plymouth Service Building Agnes Bordner Sep. 12, 2013, 95, Electric Transmission & Distribution, Christian Street Service Building William Brown Sep. 18, 2013, 85, Main Line Div, Ardmore Service Building Myrtle Bullock Sep. 20, 2013, 86, Office of VP T&D, Main Office Building Daniel Cooney Jr. Oct. 5, 2013, 75, Plant Accounting, Main Office Building Domenic D’Acqua Aug. 25, 2013, 86, E&P, Delaware Generating Station Martin Ewer Sep. 21, 2013, 80, Methods & Training, Main Office Building
September / October 2013
Daniel Gartland Oct. 1, 2013, 84, E&P, Delaware Generating Station
Warren Pechin Oct. 7, 2013, 90, Electric Mechanic T&D, Electric Trans. & Dist.
Donald Borzym Aug. 31, 2013, 81, Sales Services, Maywood Headquarters
Paul Lamich Sep. 21, 2013, 82, Meter Services, Commercial Center
Bertha Walsh Aug. 25, 2013, 81, Corporate Occupancy, Edison Building
Carlan Hough Sep. 21, 2013, 84, Engineering & Design, Main Office Building
William Pergine Oct. 22, 2013, 67, Technical Training, Eddystone Generating Station
John Bradstreet Oct. 18, 2013, 61, Midwest ROG TGSS, Cantera
Albert Liptak Sep. 20, 2013, 90, Hdlg/Bld, Will County Generating Station
John Brady Sep. 16, 2013, 66, Maintenance Programs, Quad Cities Nuclear Power Station
Maple McKnight Aug. 20, 2013, 70, The Power House
Richard Watts Aug. 1, 2013, 77, Mechanical Maintenance, LaSalle Generating Station
Peter Hurilla Oct. 9, 2013, 86, Gas Operations, West Conshohocken Gas Plant Edwin Ingersoll Jr. Sep. 23, 2013, 72, Operating, Cromby Generating Station Augustine Interrante Sep. 28, 2013, 82, Methods Section, 2300 Market Street Frederick Jackwood Sep. 22, 2013, 76, Customer Operations - Western, Coatesville Service Bldg Thomas Killeen Jr. Oct. 13, 2013, 76, T&D Clerical, Warminster Service Building William La Rue Oct. 2, 2013, 86, Electric Production Dept, Southwark Station Vance LaVanture Aug. 31, 2013, 85, Delaware Div T&D, Morton Service Building John Lynch Oct. 29, 2013, 81, Engineering, Main Office Building James M. Miller Oct. 14, 2013, 72, Project-Material, Peach Bottom Generating Station Richard (R.W.) Nyce Oct. 9, 2013, 93, Electric Production, Barbadoes Generating Station Martin O’Connor Oct. 1, 2013, 84, Installation Div., Limerick Generating Station
B.F. (Beryl) Price Oct. 28, 2013, 88, Testing & Labs Division, Research & Testing Labs Gordon Reider Sep. 24, 2013, 69, Radiation Protection, Three Mile Island Nuclear Power Station Joseph Riffitts Oct. 28, 2013, 90, Electric Production, Conowingo Station Thomas Schaeffer Oct. 22, 2013, 77, Telecommunications Division, Main Office Building A. Robert Shultz Sep. 14, 2013, 66, Gas Engineering, Berwyn Transportation Center William Steele Jr. Aug. 29, 2013, 71, Plant Accounting, Central Stores Building Dominick Trionfetti Aug. 23, 2013, 91, Commercial Operations, Ardmore Service Building Gordon Williams Sep. 12, 2013, 83, Technical Services, Plymouth Service Bldg
West Actives Chris Triantafillou Oct. 28, 2013, 54, IT Merger Integration Team, Corporate Headquarters
West Retirees Steven Anderson Oct. 11, 2013, 67, Dmc-Ovhd, Rockford Headquarters Edward Bielinski Sep. 22, 2013, 77, Region Oper, Chicago North Headquarters
Gerald Butz Aug. 27, 2013, 70, Mechanical Maintenance, Collins Generating Station Gerald Casper Oct. 19, 2013, 80, Overhead, Crestwood Headquarters Albert Crivellaro Sep. 8, 2013, 85, Overhead, Maywood Headquarters John Deatti Aug. 27, 2013, 77, Transportation, Bradley Headquarters Thomas Duffy Oct. 3, 2013, 63, SSC, Crystal Lake Headquarters Lonnie Green Oct. 10, 2013, 74, Oper Process, Joliet Operating Station 9 William Kallal Oct. 12, 2013, 82, Audit, Edison Building Duane Karjala Sep. 2, 2013, 65, Ofc Reg Assur/Lic M, Downers Grove Robert Keller May. 8, 2013, 86, Mechanical Operations, Crawford Generating Station Gregory Kern Sep. 27, 2013, 61, Fossil Construction, Downers Grove Paul Kuhel Sep. 2, 2013, 67, IS-Support Services, Unicom Corporate Office
Scott Miller Aug. 30, 2013, 58, Fossil Operations Planning, Downers Grove Ralph Nord Oct. 10, 2013, 97, Treasury, Chicago Robert Poole Sep. 19, 2013, 72, Dmc-Ovhd, Bolingbrook Headquarters Thomas Rausch Sr. Sep. 4, 2013, 85, System Electrical Engineering, Edison Building Hermina Razkowic Aug. 10, 2013, 87, Building Services, Edison Building Raymond Simandl Sep. 29, 2013, 86, Operation Analysis CN, Chicago Joseph Stapleton Oct. 21, 2013, 85, Overhead, Chicago North Headquarters Robert Stromdahl Oct. 4, 2013, 86, Overhead, Rockford Headquarters
Lawrence Werner Jun. 6, 2013, 74, Region Oper, Corporate Computing Center Henry White Jul. 22, 2013, 83, Mechanical Maintenance, Crawford Generating Station Frank Williams Aug. 24, 2013, 67, Mechanical Maintenance, Crawford Generating Station John Wolf Aug. 18, 2013, 79, Plant Accounting, General Office Roberto Ybarra Aug. 28, 2013, 69, Mechanical Maintenance, LaSalle Generating Station Kenneth Young Aug. 29, 2013, 63, Cust Req SouthEast, University Park Headquarters John Zigulich Sep. 22, 2013, 88, Mechanical Maintenance, Fisk Generating Station
Edmond Sutton Jr. Aug. 28, 2013, 86, Overhead, Crystal Lake Headquarters William Thorne Sep. 3, 2013, 76, Instrument Maintenance, Crawford Generating Station John Vanderwiel Aug. 31, 2013, 83, Customer Service, Crystal Lake Headquarters Michael Wall Aug. 27, 2013, 67, Fossil Oper QA, Collins Generating Station
Inside Exelon | January · February 2014 17
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©Exelon Corporation, 2014
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