Preparing the Future Water Workforce

Learning objective: Attendees will learn how workforce development is a continuous cycle of assessment, planning, application, measurement, and learning and be able to take actionable steps to enhance workforce development initiatives. Public water utilities face particular challenges to building and developing the talented and committed workforce needed to ensure successful operations. A convergence of challenges makes this especially difficult as we approach the middle of the 21st century. Increasing demands of environmental regulations and economic forces impacting the ability to deliver services cost-effectively are coupled with the loss of experienced professionals and fewer people entering public service. Add to this changing expectations of the employer-employee relationship and competing demands for funding, and the water utility sector is facing an unprecedented challenge. While most utility leaders recognize these workforce challenges, few are able to independently overcome the barriers to tackle the issue and make significant headway. The water utility sector can build a strategic, holistic, compelling vision for its workforce and thrive in today's work environment by adopting a practice of continuous improvement by implementing a Cycle of Successful Workforce Development. This cycle includes five stages: assessment, planning, application, measurement, and learning. In each stage, utility leadership can take tangible, actionable steps to enhance workforce development. This presentation will (1) explore the barriers to significant investment in workforce development in the water industry, (2) introduce the Cycle of Successful Workforce Development, and (3) share examples of several utilities where elements of this cycle were applied for enhancing workforce development. Industry guidance, former utility leadership experience and case studies will be used to walk attendees through the cycle. The cycle begins by performing a comprehensive organizational assessment that considers what skillsets and positions are needed and where gaps exist in the current workforce. Benchmarking, span of control, and matrix of authority reviews are integral parts of this 'on ramp' to the cycle. The results are then utilized for planning business process improvements and assembling the desired organizational structure. Recruiting and hiring are crucial to identifying and securing candidates, and will be guided by competency assessments and job descriptions improvements informed by strategies grounded in the realities of the current workforce supply/demand environment. Onboarding and training are crucial application steps to set up employees for success, whether they are new to the organization or established staffers assuming new and more challenging roles. Well-planned training programs will ensure all know the organization's goals and objectives and have the opportunity to succeed. Training should be coupled with business process improvements. Career ladders, succession planning and leadership training provide flexible pathways for professional growth, improve organizational continuity and resiliency, and help retain talented employees. Measurement of achievement against defined goals helps achieve success through both organizational and individual performance monitoring. Competitive salary, mentorship programs and incentive programs foster a culture of continuous improvement. Reassessment of the organization at budget preparation time each year will identify opportunities to adapt the plan to changing circumstances and external influences. Learning from regular review of both organizational and individual achievement against goals provides opportunity to refine processes and will help employees identify and achieve their career goals.