Much like the Electrical Utility workers, the Water Utility workers face a future of intensive infrastructure upgrades and the lack of qualified candidates to perform the work.
As agencies confront issues such as an aging workforce, new technology, limited budgets, federal mandates, and crumbling infrastructure, many are seeing this as both an opportunity and an urgent matter that needs effective programs and policies to avoid a serious workforce gap.
According to Greg Kail, Director of Public Affairs for the American Water Works Association, the association’s 2010 State of the Industry report identifies workforce issues as one of the top five topics of concern for AWWA members. It’s a problem that has been rising in importance after industry research from 2005 revealed that the average age of water utility workers was 45 years old, and the typical retirement age was 56. “That gets our attention when about 40% of our workforce is retiring in the next 10 years”.
Frank Loge, a professor of engineering at the University of California at Davis, CA, and Director for the Center for Water Energy Efficiency predicts that issues related to the aging infrastructure will drive growth in construction and technology, and importantly, there will be a demand for new skills and education. “The vast majority of distribution systems, the pumps, the tanks, and anything associated with a water utility that was built more than 20 years ago and designed with that lifespan in mind, needs to be replaced,” says Loge. “Then there is the EPA, which has revised the Clean Water Act in the last five to 10 years and will probably make a couple of major revisions soon that are related to distribution systems.”
Kevin McCray, CAE, Executive Director at the National Ground Water Association says that a survey of members showed that there’s also a critical issue in getting a qualified workforce for construction companies and services that provide drilling and pumping. “The scientists and engineers in our manufacturing sectors are seeing challenges as well,” says McCray. “For the trade side involving construction of water systems, it’s hard work in the outdoors that can be dirty. Often that’s a hard sell to somebody contemplating the exposure to outdoors in northern climates and doing something with a possibility of working in the mud.”
“Dirty Jobs” or not, the work is coming up. We will need to facilitate the projects with qualified and often certified workers. Where will we find this skilled pool, and how do we attract them to the work? In his article titled “The Workforce Gap”, Ed Ritchie suggests that mentoring programs can attract job seekers to this line of work and highlights the process from San Diego that seems to be a success. More on that in Part Two!
By K.B. Elliott
K. B. Elliott is a freelance writer for UtilitesJobs.com. Working positions on both the corporate consumer and provider side of utilities in the Detroit area for over 30 years gives him a unique perspective on these 24/7 businesses. To read more of his blogs, please go to UtilitiesJobsblog.com, and be sure to check out the postings for jobs in nearly any industry at Nexxt
Become a member to take advantage of more features, like commenting and voting.
Register or sign in today!