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This paper discusses a study by the American Water Works Association Research Foundation (AwwaRF) and the WaterEnvironment Research Foundation (WERF) called "Succession Planningfor a Vital Workforce In the Information Age." The study includes an analysis ofworkforce demographics and a utility survey. Products developed and pilot tested duringthe study include a Workforce Planning Model, Knowledge Capture Methodology,Curriculum Development, Becoming an Employer of Choice. The reasons forthe study included:the coming generational change as Baby Boomers retire;the increasing average age of the workforce;the concern that utilities are becoming more technologically complex workplacesrequiring more skilled workers;concerns that the pool of competent replacement workers is becoming moreshallow; and,concerns that retirements will result in the loss of valuable knowledge.The study scope included:an assessment of both national and utility workforce demographics;identifying future shortfalls in critical and technical skills; and,providing guidance for creating a succession strategy. A key feature of the study included pilot demonstrations at various utilities thatincluded:Howard County, Maryland;Frederick County, Virginia, Sanitation Authority (FCSA);Washington Suburban, Maryland, Sanitary Commission (WSSC);Massachusetts Water Resource Authority; and,Louisville Water Company.In performing the study, the following methods were used:analyzed national workforce demographics;surveyed utilities for demographics and Human Resources approaches; developed Knowledge Management Toolkit;developed and successfully piloted Knowledge Capture;piloted water and wastewater operator training curriculum development; and,developed a Workforce Planning Model.

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Edition: Vol. - No. Published: 09/01/2005 Number of Pages: 6File Size: 1 file , 240 KB