Developing our Workforce:

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• Developing our Workforce
• The Future of the Water Industry
• Steve Dennis
• CA NV AWWA Board Trustee
• January 2009

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Todays Presentation

• American Water Works Association (AWWA)
• CA NV Section (CA NV AWWA)
• New and Emerging Issues in the Industry
• Workforce Needs
• CA NV AWWA Workforce Initiative
• Other Current Efforts of the CA NV Section
• Ideas for Collaboration with Academia

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• AWWA is an international nonprofit and
  educational society and the largest and oldest
  organization of water professionals in the world.

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Value of AWWA Membership

• Professional development
• Direct connection with current issues
• Technical and professional resources
• AWWA Journal, AWWA Bookstore, AWWA Water Research
  Foundation,
• Leadership opportunities
• Conferences and education
• California Nevada Section of AWWA

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• Largest AWWA Section Membership
• 8,000 Members
• Two Conferences per Year
• Six Divisions
• Forty-Five Committees
• Water College Educational Offerings
• Current Issue Topics and Industry Information
  Transfer
• Symposiums, Teleconferences, Workshops

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Opportunities Through Involvement with CA NV AWWA

• Career Development Local, Nationally
• Networking, Contacts
• Industry Specific Training
• AWWA Career Center
• CA-NV AWWA H2O Jobs Online Posting
• Conferences, Training
• Young Professionals Committee
• Scholarships
• Access industry information and contacts

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New and Emerging Issues and Challenges in the
Water Industry Today

• Workforce Shortage Current and Future
• Aging workforce
• Knowledge transfer
• Recruitment and retention
• Source Water Shortage
• Water Conservation
• Energy Management
• Sustainable use
• Aging Infrastructure
• Emergency Response Planning and Preparedness
• Water System Security

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A Matter of Perspective(Gardner Quote 1)

• "What we have before us are some breathtaking
  opportunities disguised as insoluble problems."
  - John Gardner

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Workforce Needs

• Expected Retirement/Loss of Current Utility
  Classifications over the Next 5 Years
• Executives and Managers approx. 33
• Operators approx. 25
• Engineers approx. 15
• AWWA State of the Industry Report (Mann
  and Runge, 2008)

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Key Contributing Factors / Issues

• Aging Workforce
• Baby Boomers set to retire
• The Silver Tsunami
• Knowledge Retention / Transfer
• Retiring utility workers have an average of 24
  years at the same utility
• Recruitment Hurdles
• Changing industry career perceptions

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• Utility Workers Older Than Workers in Other US
  Industries

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Mission Critical Job Classifications

• Managers and Executives
• Water Treatment Operators
• Collection/Distribution System Operators
• Engineers
• Environmental Compliance Specialists

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Operational Functions At Risk

• Water Delivery Reliability
• Customer Service
• Environmental Stewardship
• Safety
• Security
• Emergency Response

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Workforce Development Initiative Who, What, Why
and How

• Established by CA NV Sections Workforce
  Development Council
• Led by Jim Elliot, Park Water CompanyChair of
  Workforce Development Council

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Workforce Development CouncilPurpose

• To develop options for supporting the water
  industrys training and recruitment needs.
• To attract high performance employees.

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To Promote Value of Human Capital and
Infrastructure in the Water Industry
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A Need to Shift Past and Current Perceptions of
the Water Industry

• Its a dirty job that has to be done
• Were a backwards low-tech industry
• Were forced to meet regulations
• We are an employer of last resort
• Young workers are not interested

• We are stewards of the environment
• We are an advanced process, high tech industry
• Our regulations allow us to protect public health
• We are an employer of choice
• Young professionals can make a difference in the
  water industry!

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Something to Remember (Gardner Quote 2)

• "The society that scorns excellence in plumbing
  because plumbing is a humble activity and
  tolerates shoddiness in philosophy because it is
  an exalted activity will have neither good
  plumbing nor good philosophy. Neither its pipes
  nor its theories will hold water." - John Gardner

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Workforce Development Initiative Three Main
Components

• Workforce Training
• Outreach and Recruitment
• Apprenticeship Currently on hold

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Workforce Training

• The Sections role is to
• serve as the interface
• between the water
• Industry and academia.

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Workforce Training

• Provide Training Through our Water College
• Partner with Other Organizations and Educational
  Institutions
• i.e. The UCSC Programs
• Serve as a Clearinghouse for Industry Training
  Opportunities

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Outreach and Recruitment

• Promote the Water Industry as an Opportunity for
  a Important and Rewarding Profession
• Partner with Workforce Related Organizations
• Work with Universities and Community Colleges in
  CA and NV
• Leverage Relations with other Professional
  Organizations
• Association of California Water Agencies

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Additional Efforts by CA NV AWWA Workforce
Roundtables Series

• Hollywood, April 2008
• Reno, October 2008
• Santa Clara, April 2009
• Las Vegas, October 2009

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Water Fairs at Section Conferences- Engaging the
Next Generation of Water Industry Professionals

• Hosted Two Water Fairs in 2008
• Water Fairs are planned for 2009 (for high
  school and university students)
• Multiple Venues Hands on
• activities and speakers

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Some Specific Challenges, Technical and Policy
Issues

• Source Water Planning
• Drought
• Environmental Impacts
• Invasive Mussels
• AB 32 Requirements
• GHG Reduction
• Sustainability
• Disaster Preparedness and Business Continuity
• Earthquake
• Fire
• Aging Infrastructure
• Security

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In Summary, Were Working on.

• Establishing partnerships with Academia
• Website resources on workforce planning and
  careers
• Establish partnerships with utilities in Bay Area

• Participating in AWWAs Workforce Strategies
  Committee
• Utilize and develop materials on Careers in the
  Water industry
• Providing training and resources to individuals
  interested in entering the water industry

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Together, We Can Leverage the OpportunitiesIdeas
for Collaboration Between Industry and Academia

• Create linkages with faculty regarding curriculum
  and industry specific issues
• Establish and promote relationships with CA NV
  AWWA Young Professionals
• Confer with CA NV AWWA utility leaders to create
  internships
• Bridge the gap with utilities and agencies in
  mission critical areas
• Collaborate on training needs, industry standards
  and applied research for knowledge management
• CA NV AWWA is open to all ideas and opportunities
  to partner with you!

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• For more information
• Jim Elliot
• Chair, Workforce Development Council
• jim_at_parkwater.com
• Dawne Baker
• Director of Education and Workforce Development
• 909-481-2116
• dbaker_at_ca-nv-awwa.org
• Steve Dennis
• CA NV AWWA Board Trustee
• steve.dennis_at_acwd.com