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CMS Energy Stock Price

65.19 +1.07 +1.67% Volume: 2,345,898 06.24.22 04:03 ET

Disclaimer

Please note that you are now entering a website directly or indirectly maintained by a third party (the "External Site") and that you do so at your own risk.

CMS Energy, Corp. (“CMS”) has no control over the External Site, any data or other content contained therein or any additional linked websites. The link to the External Site is provided for convenience purposes only. By clicking “Accept” you acknowledge and agree that neither CMS nor third party provider Virtua Research, Inc. (“Virtua) is responsible, or accepts or assumes any responsibility or liability whatsoever for, the content, the data or the technical operation of the Linked Site. Further, by entering the External Site, you also acknowledge and agree that you completely and irrevocably waive any and all rights and claims against CMS and Virtua and further acknowledge and agree that in no event shall CMS or Virtua, its officers, employees, directors and agents be liable for any (i) indirect, consequential, incidental, special, compensatory or punitive damages, (ii) damages for loss of income, loss of business profits, business interruption, loss of data or business information, loss of or damage to property, (iii) claims of third parties, or (iv) other pecuniary loss, arising out of or related to the Legal Notice, this disclaimer or the External Site

By entering the External Site, you further acknowledge and agree that the disclaimer of warranties and limitations of liability set out in this disclaimer shall apply regardless of the causes, circumstances or form of action giving rise to the loss, damage, claim or liability, even if such loss, damage, claim or liability is based upon breach of contract (including, without limitation, a claim of fundamental breach or breach of a fundamental term), tort (including, without limitation, negligence), strict liability or any other legal or equitable theory, and even if CMS and Virtua are advised of the possibility of the loss, damage, claim or liability. The waiver and release specifically includes, without limitation, any and all rights and claims pertaining to the processing of personal data, including but not limited to any rights under any applicable data protection statute(s). If in any jurisdiction, any part of this disclaimer is held to be unenforceable by a court of competent jurisdiction, such part of this disclaimer shall be restricted or eliminated to the minimum extent and the remaining disclaimer shall otherwise remain in full force and effect.

Please note the information presented is deemed representative at the time of its original release. Changes in historical information may occur due to adjustments in accounting and reporting standards & procedures.

Non-GAAP Information

In addition to disclosing results determined in accordance with GAAP, CMS may also disclose certain non-GAAP and pro forma non-GAAP results of operations, including net income, earnings per share, and operating income that make certain adjustments or exclude certain charges and gains that are outlined in the schedules included in this website. CMS provides historical financial results on both a GAAP and non-GAAP basis. Management views adjusted earnings as a key measure of the company’s present operating financial performance and uses adjusted earnings for external communications with analysts and investors. Internally, the company uses adjusted earnings to measure and assess performance. Adjustments could include items such as discontinued operations, asset sales, impairments, restructuring costs, regulatory items from prior years, or other items. Because the company is not able to estimate the impact of specific line items, which have the potential to significantly impact, favorably or unfavorably, the company’s reported earnings in future periods, the company is not providing reported earnings guidance nor is it providing a reconciliation for the comparable future period earnings.

CMS and Virtua also take no responsibility for third party pricing data provided for informational purposes and certain ratio results formulated from the provided third party pricing data. The non-GAAP information is not prepared in accordance with GAAP and may not be comparable to non-GAAP information used by other companies. The non-GAAP information should be considered supplemental information to assist in fully understanding our business results, rather than as a substitute for the reported earnings.

A reconciliation of each of these non-GAAP measures to the most directly comparable GAAP measure is included as a separate link and also posted on the CMS website at www.cmsenergy.com.

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CAREERS

CMS Energy and its subsidiaries are proud to meet Michigan’s energy needs. Our team of more than 9,500 co-workers work around the clock to bring safe, reliable, clean and affordable energy to 6.8 million of Michigan’s 10 million residents while investing in environmental stewardship, promoting social responsibility, building better communities and focusing on safety. Our corporate values are reflected in our Triple Bottom Line – People, Planet and Profit.

If you're looking for a career that will provide a challenging work environment and many opportunities to learn, CMS Energy is the place for you. Sharpen your skills, learn new talents and plan your career path. We support growth across our company.

We offer the following career and professional development opportunities to help our employees reach their full potential:

Individual Development Plans: Our employees work with their supervisors to create custom individual development plans based on their unique knowledge, experience and career interests.

Technical and Safety Training: Employees participate in onsite technical and safety training specifically designed to keep them working safely and effectively.

Leader College: Our leaders are the difference makers. To ensure that all leaders demonstrate consistent leadership skills that embrace our culture values, all leaders will go through a series of learning experiences that are based on the 70/20/10 model of learning (70% of learning comes from on-the-job experiences; 20% comes from learning through others; 10% of learning comes from traditional sources like classes, books, articles, podcasts, etc.).

Leadership Programs at Every Level: Whether you’re a leader of leaders, a leader of individual contributors, or an individual contributor, there is a leadership program for you. Our leadership programs provide the right leadership skills for each level. Each program gives employees the opportunity to attend a series of classes over a span of 4-6 months, together as a cohort, to enable them to share and interact with peers from all areas of the organization while developing their leadership skills and expanding their networks long after they have graduated from their program

Instructor-Led Professional Development Courses: Our Leadership and Professional Development team offers a wide variety of classes to help develop non-operational skills (traditionally called soft skills) in areas of communication, emotional intelligence, writing skills, presentation skills, time management, leveraging strengths, leadership, and many others.

Percipio: We have contracted with Percipio, a well-respected learning provider that has made available over 10,000 self-paced, online resources including eLearnings, articles, books, and podcasts on several technical and non-technical topics.

Leadership and Professional Development Coaches: The Leadership and Professional Development team is excited to work with our employees 1:1 to help them create a robust, individual development plan (IDP) that incorporates a wide variety of learning opportunities.

Educational Assistance Program: Full- and part-time employees can get reimbursed for qualified degree programs at approved colleges and universities.

Project Management Training and Certification: We provide project management training that may lead to Associate, Master and/or PMP (Project Management Professional) certifications.

The Consumers Energy Utility Institute: To embrace the company’s strategy and evolving business environment to perform at a high level, it is important to understand the utility industry. Consumers Energy Utility Institute (CEUI) is designed for new employees and those growing in their roles. The 4-day curriculum educates employees on the specifics of the utility industry including rates and regulation, finances and the distribution of natural gas and electricity.

DIVERSITY, EQUITY & INCLUSION

Our mission is to drive success in three key pillars that encompass the entirety of our interactions.

Our culture: We embed Diversity, Equity and Inclusion (DE&I) into our culture to focus on educating our employees and leaders and highlighting opportunities in which they can contribute to create an inclusive environment.

Our processes: We ensure all our processes have a DE&I focus. We believe that DE&I-proficient people and DE&I-proficient processes yield better DE&I outcomes.

Our talent: We work to build a diverse, equitable and inclusive workforce through our strategies to attract and retain diverse talent. This begins with a talent-sourcing strategy that recruits in areas representative of all demographics and allows us to build diverse, qualified candidate pools. Creating a diverse and inclusive workforce expands to hiring, promoting, developing and succession planning.

We’re inclusive in our hiring through diverse candidate pools and hiring committees for every position posted. We engage in short- and long-term talent pipeline development using the U.S. Chamber of Commerce Talent Pipeline ManagementTM system. We work in partnership with K-12, post-secondary institutions and professional associations to prepare a diverse, qualified workforce for immediate and future needs.

We offer eight Employee Resource Groups (ERGs) to help foster an environment where all employees feel they belong.

capABLE: Removes barriers, opens minds, and creates pathways to meaningful work for current and future employees of ALL abilities by promoting accessibility, accommodations and work-life flexibility.

GENERGY: Bridges learning, networking and mentoring gaps across the generations of our workforce.</>

Minority Advisory Panel: Promotes a culture of diversity, equity and inclusion among all racial and ethnic minorities through education, leadership, development and networking.

Pride Alliance of Consumers Energy: Promotes an inclusive environment that is safe, supportive and respectful for lesbian, gay, bisexual and transgender persons and allies.

Veteran’s Advisory Panel: Provides support to former active military personnel and helps recruit and retain veterans through career development.

Women’s Advisory Panel: Supports the retention, development and success of women at our company.

Women’s Engineering Network: Empowers women in science, technology, engineering and math (STEM) fields while building capabilities to support company objectives.

Interfaith Employee Resource Group: Enables employees of all faiths and backgrounds to gather and celebrate their unique beliefs, bringing their whole selves to work to create a safe environment of understanding and respect for all faiths, religions and spiritual beliefs, including those with no faith affiliation.

EMPLOYEE SATISFACTION

We value our employees and continuously work to improve their employee experience. Our culture values include focus on diversity equity and inclusion (DE&I) and employee empowerment and engagement. This means we listen to our co-workers and use their feedback to make our workplace better.

Measuring our employee experience is part of an established process to improve our workforce. It includes quarterly pulse surveys among a subset of our employees and annual surveys of all our co-workers. These surveys measure employee satisfaction and the strength of our culture.

We know satisfied employees are more invested in their workplace, and we use our scores to adopt new strategies to improve and set long-term goals. Some of our actions include creation of senior executive outreach sessions, career management support, and developing more effective leadership to enhance engagement at all work locations. We also implement new systems, processes and tools to improve satisfaction and efficiency. Our goals and successes are shared with senior executives and our board of directors.

Our Culture Index measures our employee engagement, empowerment and DEI experience, and drives us to improve year to year. In 2021, we ranked in the second quartile against industry benchmarks for our overall Culture Index scores. We are proud of our strong performance during the COVID-19 pandemic.

Culture Index Scores (1-100)

Workplace Culture Measure

2020 Baseline

2021

2022 Goal

2023 Goal

2024 Goal

Engagement

83

82 (1st quartile)

82

82

82

Empowerment

63

63 (2nd quartile)

65

67

69

DEI

76

78 (1st quartile)

80

80

81

Culture Index

74

74 (2nd quartile)

76

76

77

We’re working to reach top-quartile performance across our Culture Index by 2030.  

Join our team at CMS Energy and become part of company full of exciting opportunities. We help employees achieve their personal best by offering many opportunities that develop and enhance their skills and promote career advancement. Search our Consumers Energy Careers Page for current opportunities.

CMS Energy is an Equal Opportunity Employer. Please review our Equal Employment Opportunity Policy and Family and Medical Leave Act.

ACCOMMODATION NOTICE

Federal law and many state laws require employers to make accommodations to disabled applicants and employees where the accommodation does not impose an undue hardship on the employer. For those applicants seeking a position within the State of Michigan, a disabled individual needing accommodation for employment must notify the employer in writing within 182 days after the need is known or should have been known. Michigan law provides that failure of a Michigan employee to properly notify the employer will preclude any claim that the employer failed to accommodate the disabled individual. However, this does not waive an individual’s right under the Americans with Disabilities Act of 1990, as amended, which sets no time limit for requesting an accommodation nor does it require such accommodation to be in writing.

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