One of the most used indicators from the AWWA Utility Benchmarking Survey is the Staffing Levels metric, which allows participating utilities to compare their staffing levels to peer utilities. This is useful for aligning with strategic priorities, planning for anticipated changes in service delivery, and determining whether current resources are adequate to meet service levels. Participants submit …

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Culture is the lifeblood of any organization. According to management consulting firm McKinsey & Company, “Culture is the cumulative effects of what people do and how they do it.” A strong, positive culture can lead to increased employee engagement and retention, higher productivity, innovation and creativity, and better overall outcomes. The reverse can also be true when organizational culture …

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The 2025 WEF Operator Scholarship application period is now through March 31. The scholarship provides up to $5000 per individual for career development within the field of water/wastewater operations. Past recipients have used funds for things like: in person/online training and courses; study books; college courses in water, wastewater, environmental management, etc; attending local meetings; …

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For more than two decades, we’ve been anticipating a major exodus of baby boomers from the US workforce, which was expected to ripple through the water/wastewater industry shortly after the start of the new millennium. However, with the onset of the recession in late 2007, many boomers who would have transitioned into retirement opted to …

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The median age of water sector employees is 48—six years above the national median employee age. Estimates place the loss of current utility employees at 30–50 percent within the next 10 years, and millennials will make up 50 percent of the workforce by the year 2020. However, the challenges facing the water sector reflect larger …

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It is no secret that the water sector is grappling with significant workforce challenges. Per the U.S. Environmental Protection Agency, approximately one-third of U.S. water workers are eligible to retire within the next decade. Coupled with the rapid advancement of technologies in the sector, there is an urgent need to attract, train, and retain specialists …

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Utilities across the country are successfully developing and implementing workforce flexibility and skill-based compensation programs that are key to workplace innovation. Workforce flexibility gives employees the opportunity to learn and practice new skills, while skill-based compensation provides the motivation and reward for those new skills. This article looks at the benefits of each and how …

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Three divisions; six countries; 56 teams; 37 years. Many numbers can measure the magnitude of Operations Challenge, billed as the water sector’s premier skills competition. But for more than 300 contenders this year, a single number took precedence over any other: first place. Read the full coverage in December Water Environment & Technology.

A Midwestern utility dramatically improved its recruitment and retention by creating career progression pathways. Read the full story in November 2024 WE&T.

Historically, the prevailing belief has been that “you must go to college to get a good job.” Although this was true for previous generations, access to college has become more attainable today, leading to less interest and a deficit in the skilled trades workforce. Our society requires a balance between college education and skilled trades. …

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