The Impending Workforce Shortage in the Water Sector

There's a lot to think about when it comes to threats to our drinking water systems. Climate change, aging infrastructure, and cybersecurity are hot-button, current issues that we've all heard plenty about over the past few years. While these issues continue to threaten the safety and security of our drinking water, there is another issue on the horizon that we must not lose sight of. This is, of course, the impending workforce shortage in the water sector. We have highlighted some key takeaways from Bloomberg's December 2024 article "America’s Next Water Crisis? A Lack of Experienced Workers."

"Nationwide, many of the roughly 1.7 million people employed in the water sector have hit or are nearing retirement age. In total, between 30% and 50% of the workforce will retire in the next decade and there aren’t enough younger workers in the pipeline to replace them. A Brookings Institution analysis of 2021 data found that 88% of treatment plant operators were aged 45 or older, compared with 45% nationally."

The National Rural Water Association (NRWA) has been surveying water workers to get an idea of how widespread the shortage is and they're finding that succession planning hasn't been happening as much as it needs to be across the country, but specifically in rural areas. Many rural municipalities cannot afford to hire more than one water operator and sometimes one operator is responsible for the water systems of multiple small communities. This makes it difficult to hire an apprentice or operator-in-training since the budget may not always allow for that.

Another issue is that it's not just about finding workers who can pass the necessary certification exams and requirements, the sector needs workers who have real life work experience. It is urgent that the water sector starts to recruit now so the incoming workforce has the opportunity to get hands-on training and learn from their more experienced colleagues. There are some efforts underway to try and get younger workers interested in the water industry. "The National Rural Water Association, through its state affiliates, has launched an apprenticeship program. Veolia North America, formerly known as Suez, opened Veolia Academy, its in-house training program, to the public in 2023 to help water workers pass state certification exams."

It is important to promote this field of work to younger generations who may not know that water jobs even exist. Many who work in the water sector find that they end up in the industry incidentally, and hadn't necessarily known this was a career path until they stumbled upon it. Some great things to advertise about water jobs are:

• Competitive pay rates: The 25th annual Water and Wastewater Utilities Compensation Survey showed that from 2021 to 2022, large utilities’ salaries increased 1.7% and small utilities’ salaries increased 1.9%. Medium-sized utilities’ salaries showed the most significant increase at 8.7%.
• 53% of water workers have a H.S. Diploma: This means that many water jobs don't require much formal education in order to earn a living.
• Not a traditional desk job: The jobs that need to be filled include construction style work such as repairing water mains, working in water treatment facilities, and managing wastewater.

It is crucial to increase visibility of the industry if we want to stop the workforce shortage before it becomes a bigger problem. Water is "out of sight, out of mind,” said Shannan Walton, who runs workforce development for NRWA. “Even in disasters, the heroes are the linemen because you can see them climbing the poles and they're fixing everything for the communities. Water and wastewater is invisible."

What's on the Drinking Water Radar for the Year Ahead: 2019

Being a small-town water operator is not easy; it is up to you to ensure the quality of your community's water day-in and day-out, often with very limited resources. Let WaterOperator.org help you meet the challenge head-on with this list of tools and resources to put on your radar for the year ahead:

• Have you gotten in the groove yet with the new RTCR requirements? Here are two new documents from the USEPA designed to help small public water systems: Revised Total Coliform Rule Placards and a Revised Total Coliform Rule Sample Siting Plan with Template Manual. Additional compliance help, including public notification templates, a RTCR rule guide, a corrective actions guidance and more can be found here.
• While we know your hands are full just getting the job done, there are new and emerging issues you may have to deal with in the year ahead. For example, this past year many communities have been dealing with PFAS contamination issues. This ITRC website provides PFAS fact sheets that are regularly being updated on PFAS regulations, guidance, advisories and remediation methods. Especially of interest is this excel file that has begun to list the different state standards and guidance values for PFAS in drinking water as they are developed. Be sure to check back often for updates.
• Your utility may also have to adjust to new compliance rules in the coming year. In Michigan, for example, a new Lead and Copper Rule arising from the water crisis in Flint has gone into effect, making it the strictest in the nation. Other states, such as Ohio, have also adopted tougher standards, or are now requiring schools to test for lead. Oregon has established temporary rules that will require drinking water systems in the state using certain surface water sources to routinely test for cyanotoxins and notify the public about the test results.
• With a warming climate, these incidences of harmful algal blooms in surface water are on the increase, causing all sorts of challenges for water systems that now have to treat this contaminant. This cyanotoxin management template from the EPA can help assist you with a plan specific to your location.
• Worker turnover and retirements will still be an issue in 2019. According to this article, the median age for water workers in general (42.8 years) and water treatment operators specifically (46.4 years) are both above the national average across all occupations (42.2 years). You can keep transitions as smooth as possible by using EPA's Knowledge Retention Tool Spreadsheet and/or this Electronic Preventive Maintenance Log.
• New Tech Solutions: A UMass lab focusing on affordable water treatment technologies for small systems will be rolling out its Mobile Water Innovation Laboratory in 2019 for on-site testing. In addition, the facility is testing approaches to help communities address water-quality issues in affordable ways. "Early next year, in the maiden voyage of the mobile water treatment lab, UMass engineer David Reckhow plans to test ferrate, an ion of iron, as a replacement for several water treatments steps in the small town of Gloucester, MA.

But even without all these challenges and new ideas for the future, simply achieving compliance on a day-to-day basis can be tricky - if this sounds familiar, you may want to check out our recent video on how operators can approach the most common drinking water compliance issues.

Featured Video: What Does it Take to be an Operator?

Water and wastewater operators provide critical services to their communities, and yet the work they do often flies under the public's radar. This lack of visibility can make it challenging to attract new talent to the field. At the same time, a shortage of certified operators is expected as older operators retire.

This workforce shortage can hit rural areas and small systems particularly hard, as they often can't keep up with pay rates offered by larger, urban systems. Recruitment strategies include apprenticeship programs, partnerships with community organizations, programs for veterans, and more, but it certainly wouldn't hurt to attract the right kind of people to the field in the first place.

This video includes interviews with two operators who talk about how they got into the field and what skills they use in their jobs. This video can be shown to encourage people to enter the field, including high school, college and community college or trade school students.

If you are interested in learning more, check out this new workforce report from the Metropolitan Policy Program at Brookings describing the range of water jobs available regionally, the potential pools of labor to fill these jobs, and development strategies to equip workers with needed skills.