GET INTO WATER! A Colorado Front Range Workforce Development Initiative Funded by a grant from the Colorado Department of Labor and Employment and by the American Recovery and Reinvestment Act.

OUTLINE  About the Get Into Water! Project  National and Colorado Research  Workforce Data  The Board/Staff Partnership

WHAT IS GET INTO WATER?  Get Into Water!, led by RMSAWWA and RMWEA, is an alliance of Colorado-based water and wastewater utilities, workforce centers, educators and other partners to attract people to work in the water industry  Mission: The water and wastewater industry will sufficiently recruit, train and retain personnel to ensure mission-critical positions are filled with qualified, trained & technically skilled employees

THE FOCUS: Operations Employees Get Into Water! focuses on recruiting and training:  Drinking Water Treatment Operators  Wastewater Treatment Plant operators  Wastewater Collection Operators  Water Distribution Operators  Plant Maintenance Technicians  SCADA/Instrument Control Operators

OPERATIONS FOCUS  The Industry Advisory Council (IAC), comprised of Front Range water and wastewater utilities, desires to focus exclusively on these operations-level positions. We intend to focus on sustainable programs and activities that will add value to employers and potential employees at times of high and low unemployment.

GOALS AND OBJECTIVES  GOAL #1: Training  The Front Range water and wastewater utilities will conduct and promote training programs to ensure mission critical positions are filled with qualified, trained and technically skilled personnel.  GOAL #2: Outreach and Recruitment  The Front Range water and wastewater utilities will conduct adequate outreach and recruitment efforts to ensure interest in, and attraction to, mission-critical positions.

GOALS AND OBJECTIVES  GOAL # 3: HR/Operations Collaboration  The Front Range water and wastewater utilities will enhance collaboration, education and communication between operations staff and human resource professionals to create a positive culture for workforce development.  GOAL #4: Knowledge Management  The Front Range water and wastewater utilities will conduct knowledge management and employee retention efforts to ensure mission critical personnel have the knowledge and skills to operate effectively.

RESEARCH OVERVIEW Primary Data:  Water Research Foundation Reports  AWWA Research-State of the Industry Report  Occupation Data from the U.S. Department of Labor and Local Workforce Centers  2009 Colorado Workforce Survey (Although a four- county project, survey sent to all Colorado utilities) AWWA State of the Industry Report  Counties: Arapahoe, Boulder, Denver, Douglas

NATIONAL NEED  Over $1 million in national research  AWWA/WRF Workforce Sustainability Initiative:  Improve water sector career pathways definition  Enhance the water sector job image  Establish a water workforce resource clearinghouse

NATIONAL RESEARCH Source: AWWA

NATIONAL RESEARCH Source: AWWA

WORK FOR WATER CAMPAIGN (AWWA/WEF)  To enhance the image of water careers among present and future job candidates.  To guide targeted audiences to the WorkforWater.org web site.  To provide utilities with adaptable communication tools that help promote water jobs.  To build partnerships among stakeholders with an interest in promoting water careers.

COMPETITION FOR EMPLOYEES Source: U.S. Bureau of Labor Statistics

2009 COLORADO WATER WORKFORCE SURVEY Q9/10: Employee shortage next 3-5 years % RESPONDING MODERATELY OR VERY CONCERNED ABOUT: Drinking Water Treatment Operators 24% Drinking Water Distribution & Transmission Operators/Maintenance and Repair Workers 24% First-Line Supervisors/Chief Operators 28% Wastewater Collection Operators/Maintenance and Repair Workers 16% Operations Managers 20% Electricians/Instrument/SCADA/Electronics 32% Wastewater Treatment Operators 28%

2009 COLORADO WATER WORKFORCE SURVEY Q11: Concern over addressing issues in next 3-5 years % RESPONDING MODERATELY OR VERY CONCERNED ABOUT: Knowledge Retention/Management 52% Workforce/Succession Planning & Continuity 56% Leadership Development 44% Career Planning/Management 44% Compensation & Rewards 56% Recruitment & Outreach 52% Training & Development 40%

2009 COLORADO WATER WORKFORCE SURVEY Q12: Level of risk to organization RESPONDING MODERATELY OR VERY CONCERNED ABOUT: Lack of adequate labor pool with appropriate qualifications, training and experience 44% Uncompetitive pay/benefits 44% Current, future retirements 48% Loss of employees to larger utilities 32% Staff turnover, not due to retirement 32%

ADDITIONAL RESEARCH  Web Site Link to Employer Resources: employers/resource-sharing/  Human Resource Tools  SCADA/Instrumentation Research and Tools  Knowledge Management Research and Tools  Colorado Water and Wastewater Career Map

WORKFORCE DATA  Percent eligible to retire in 1, 3, 5 and 10 years by:  <Department  Job Role> 

THE BOARD-STAFF PARTNERSHIP  Discuss our workforce data; update it regularly  Review and discuss short and long-term trends at a local, regional and state level  Identify and prioritize our key workforce issues for  Think outside the water industry-all industries will be competing for the same labor pool  Develop a workforce sustainability plan with varying assumptions for the utility  Participate in ongoing discussions at the state and national level

 Thank You! Presenter: