Texas Water Supply Endangered by Workforce Shortage

Texas is facing a critical challenge that could eventually impact its water supply and infrastructure. A recent report highlights a growing concern for Texas' water supply due to a significant labor shortage in the water and wastewater utilities sector. 

The Texas Water Foundation and Texas Rural Funders released the report, compiled by Jobs for the Future, which underscores the critical role of skilled workers in maintaining the state's water infrastructure. This shortage poses a serious threat to the state's ability to maintain and repair its water systems, which are already under strain from climate change and a growing population.

The report warns that the next failure in Texas' water system could be exacerbated by workforce issues, such as unfilled positions leading to delayed repairs or inadequate training. The San Antonio Water System (SAWS) is among the agencies facing these challenges, with a substantial portion of their workforce nearing retirement and a shortage of qualified replacements.

To address these issues, the report suggests developing regional training programs, integrating water careers into existing education initiatives, and establishing a dedicated water fund for infrastructure. SAWS has implemented a policy to retain employees by offering raises for new certifications, aiming to keep skilled workers within the organization.

The labor shortage in Texas' water and wastewater utilities sector is a pressing issue that requires immediate attention. By developing regional training programs, integrating water careers into education initiatives, and establishing a dedicated water fund for infrastructure, Texas can work towards a sustainable solution. The efforts of agencies like SAWS to retain skilled workers through incentives are steps in the right direction.

Pathways for Career Development in Wastewater Treatment

Everyone in and around the water sector knows that there is a staffing and workforce shortage in treatment plants around the country, both in drinking water and wastewater. Much of the issue is due to the significant number of operators that have retired or are approaching retirement age, while replacement workers beginning careers are not entering the sector at a high enough rate.

As such, the question of how to recruit more younger workers has been a major focus of the water sector in recent years. Many of the recruitment issues are similar on the water and wastewater sides (less interest in trades and manual labor, lack of awareness that the jobs exist, competition from other industries), but wastewater has the added challenge of convincing young people to work with human waste.

However, when considering joining the wastewater treatment field or trying to recruit others, something important to look at are the opportunities for advancement and professional growth — in other words, the options for career development. Because the details and daily tasks of a wastewater operator’s job aren’t necessarily widely known, someone may incorrectly think that the opportunities for professional growth are limited.

In fact, that is not the case. Here, we take a look at some of the best ways to advance as a wastewater operator.

Advanced Certification and Licensing

Every state requires prospective wastewater treatment operators to obtain a license in order to perform the job. While the exact requirements for licensing are different across the states, typically they require the passing of a certification exam and completing continuing education courses to renew licenses at set intervals.

But in most states, there are higher levels of certification available beyond the basic license needed to become an entry-level operator. These advanced licenses are often labeled as Class II, Class III, Class IV, or perhaps even higher. To obtain a higher level license, a certain number of years of experience, continuing education credits, and passing more exams are typically required. Having high level licenses will help to open up more advanced positions and a higher pay grade.

Specialization

Another path to more responsibilities and higher wages is specializing in particular components of the wastewater treatment process. Possible specializations include industrial wastewater, laboratory analysis, environmental compliance, process control, maintenance, and biosolids management. Certifications for these specializations are often available. Getting an official specialization certification may not always be required, but is usually very helpful.

Supervisory and Management Positions

As with most jobs, there are supervisory and management roles at wastewater utilities that can be achieved with experience and competence. Progress high enough up the management ladder, and you can oversee plant operations and staff, enforce regulatory compliance, make financial decisions, build your plant’s workforce, and more.

Pursuing Higher Education

One of the reasons that water and wastewater treatment are excellent career choices is that becoming an operator does not require a college degree. But it’s also true that having degrees can open more doors for advancement in these fields. Associate’s degrees, bachelor’s degrees, or even higher level degrees in fields like environmental science, engineering, biology, chemistry, information technology, business administration, and beyond can enhance an operator’s skill sets and provide significant benefits to their utility.

Joining Professional Organizations

Being a part of professional organizations in any field is a great way to further professional development. These organizations provide consistent opportunities to network, attend conferences, access cutting edge training, join leadership and advisory committees, and possibly achieve industry recognition.

Here are some of the top national professional organizations to check in the wastewater industry:

• Water Environment Federation (WEF)
• National Rural Water Association (NRWA)
• American Water Works Association (AWWA)

You could also check out the National Onsite Wastewater Recycling Association (NOWRA) and the National Association of Wastewater Technicians (NAWT), which are focused on onsite and decentralized wastewater (septic) systems, if you live in an area where such systems are incorporated into utilities.

Many states also have state level affiliates of WEF, NRWA, AWWA, and NOWRA. If possible, being a part of both your state organizations and national organizations will maximize development opportunities. Your state may also have an organization that is independent of any of these bodies, like the Wisconsin Wastewater Operators Association.

Are we missing any organizations for wastewater operators? Or any other avenues to professional development in the wastewater industry? Send us an email at info@wateroperator.org and tell us about it!

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."

RCAP's Drop of Knowledge: Article Roundup #3

Drop of Knowledge is a monthly digital article from Rural Community Assistance Partnership (RCAP.) The articles focus on topics like wastewater, drinking water, policy, and infrastructure in rural America. It contains how-to’s, tips, and guidance from more than 300 technical assistance providers (TAPs) across the country. Some featured articles are linked below:

• Assessing Your Collection System with a Pipeline Camera System
• Water System Achieves Compliance In One Year With Communities Unlimited’s Assistance
• Administrative Professionals and Their Continuous Contributions to Water and Wastewater Systems
• Staff in Nebraska is Helping to Build a Sustainable, Resilient Utility Workforce
• System Vulnerability Assessments and Emergency Response Plans
• Effective Communication with the Community

Looking for something else? Find more articles and subscribe to A Drop of Knowledge.

OSHA Requirements for Pumpers

It’s never a bad time for a refresh on the requirements of the Occupational Safety and Health Act (better known as OSHA). The act, passed in 1970, comprises a set of federal standards for workplace safety, but it also allows individual states to submit and operate their own safety plans and requirements. State plans may cover all workers in a state, or may only cover state and local government workers only. It is important to know which category your state falls under.

OSHA state plans covering private and state/local government workplaces:
Alaska, Arizona, California, Hawai’i, Kentucky, Indiana, Iowa, Maryland, Michigan, Minnesota, Nevada, New Mexico, North Carolina, Oregon, Puerto Rico, South Carolina, Tennessee, Utah, Vermont, Virginia, Washington, Wyoming

OSHA state plans covering only state/local government workplaces:
Connecticut, Illinois, Maine, Massachusetts, New Jersey, New York, Virgin Islands

No state plan, follows federal OSHA plans:  
Alabama, American Samoa, Arkansas, Colorado, Delaware, Florida, Georgia, Guam, Idaho, Kansas, Louisiana, Mississippi, Missouri, Montana, Nebraska, New Hampshire, North Dakota, Northern Mariana Islands, Ohio, Oklahoma, Pennsylvania, Rhode Island, South Dakota, Texas, Washington D.C., West Virginia, Wisconsin

State plans often don’t differ drastically from the federal OSHA plan, but the states of California, Michigan, Oregon, and Washington do have plans with substantial differences from the federal one.

Find your state OSHA office here >>

If you are in need of assistance in identifying and/or fixing workplace safety issues, most states do have consultation services available for free as part of the On-Site Consultation Program. Other OSHA programs workplaces can participate in include the Alliance Program, the OSHA Strategic Partnership Program, the Voluntary Protection Programs, and the OSHA Challenge Program.

Read more about the OSHA cooperative programs here >>

Keep in mind that the supervisor or crew leader of an onsite/decentralized wastewater work crew will typically be the OSHA competent person (unless there is a different employee specifically assigned to oversee safety). Whoever is in charge of safety, they must be able to identify critical issues, know and follow OSHA requirements, enforce a written safety plan, and create a culture of safety for the workforce.

The top reasons for accidents include rushing, poor concentration, and simply being in the wrong place at the wrong time. A comprehensive safety plan can help address some of these causes and minimize damages after accidents do occur.

For more:

• A Pumper's Guide to Federal and State OSHA Standards, Pumper Magazine
• Focus on Safety: Installers Need to Make Safety a Priority, Onsite Installer
• Occupational Safety and Health Administration

Careers in Decentralized Wastewater | Onsite Overview #1

The decentralized wastewater sector has thousands of well-paying jobs to offer, so why is the field experiencing a shortage of qualified workers? According to the U.S. EPA, “there are many reasons for this shortage, including the high number of existing systems that require routine maintenance, an increase in the number of systems installed annually, and an aging decentralized workforce that is expected to retire in high numbers over the next several years.” Due to these factors, the need to recruit and train new decentralized wastewater professionals is more critical than ever. We have compiled a list of resources to get you started if you are interested in starting a career in the field of decentralized wastewater or just interested in learning more.

Our best resources on this topic:
Career Perspectives in Decentralized Wastewater Management | U.S. Environmental Protection Agency
This 2-hour webinar recording highlights the careers and perspectives of three decentralized wastewater professionals - each bringing more than 40 years of experience to the industry. During this webinar, our speakers shared their experiences spanning decades of work in the decentralized field, including how they started, why they got into this field, how the industry has changed over the years, and what their thoughts are on the future of the industry.

Education and Training Landscape: Providing a Supply of Talent for Decentralized/Onsite Wastewater Occupations | U.S. Environmental Protection Agency
This 27-page report focuses on understanding the demand and supply of labor for the decentralized industry. It builds off the report, Pipeline to a Sustainable Workforce: A Report on Decentralized/Onsite Wastewater Occupations, through identification of education and training programs aligned with five key decentralized job functions necessary to be successful in decentralized career pathways and occupations. It provides the decentralized industry and educational institutions with an understanding of the skills and training aligned to these job functions and high growth decentralized occupations.

Decentralized Wastewater Systems - Problems and Solutions from the Field | Rural Community Assistance Partnership
This 90-minute webinar recording includes a discussion of experiences RCAP Technical Assistance Providers (TAPs) have encountered in the field. It covers the following topics: Training & Technical Assistance Examples, Operation & Maintenance Issues Discovered, and Resources & Tools that are available to provide guidance. The webinar is targeted at individuals who operate, manage, or own a decentralized system, as well as TA providers and regulators who deal with these systems in their professional role.

Pipeline to a Sustainable Workforce: A Report on Decentralized/Onsite Wastewater Occupations | U.S. Environmental Protection Agency
This 34-page report provides a foundational understanding of the career pathways and job clusters in the decentralized industry. It further expands upon occupational characteristics, including growth projections, as well as basic education and training requirements aligned with occupations in the industry, outlining challenges that have led to shortage in the supply of decentralized workers. This report is intended to be used by decentralized professionals looking to better understand the demand for and variety of decentralized occupations.

Decentralized Wastewater Treatment Can Be Cost Effective and Economical | National Onsite Wastewater Recycling Association
This 2-page fact sheet explains how to avoid large capital costs and maintenance costs for decentralized systems. Decentralized wastewater treatment can provide a long-term and cost-effective solution for communities by avoiding large capital cost, reducing operation and maintenance costs, and promoting business and job opportunities. Two examples of where it worked are also discussed.

How to find more resources on this topic on our website?
If you are interested in looking through our database for other resources on this topic follow the instructions below:

1. Select "CATEGORY" in the dropdown then choose "Decentralized WW Systems." 
2. Once you make that selection, a second dropdown will appear where you can choose "TYPE" if you are looking for a specific kind of resource (videos, factsheets, etc.)
3. Optional: In the Keyword Filter, you can type a specific word or phrase to target the search even further.
4. The last step is to click the "Retrieve Documents" button to see your results.

Elevating Women in Water

Contributed by Margaret Golden

Women make up over half of the population, but account for less than 20% of workers in the water industry. The work that women contribute to the water industry is necessary and important, offering valuable insight to bring the industry into the future.

With a new generation of workers on the rise, it is important that women feel empowered to work in the water. Brianna Huber, chemist with the City of East Moline, is on a mission to not only recruit women into the industry but see equity in their opportunities. Her non-profit, Her2O, is currently seeking members who are ready to forge lasting change.

Women across the country are already making great impacts, breaking glass ceilings and blazing their path to the top of the water world. Two leaders in the water industry recently discussed what it means to them to be a woman in the water industry.

Newsha Ajami, the Director of Urban Water Policy at Water in the West at Stanford University, discussed in a podcast what we need to do to transition to 21st century sustainable water management. Michelle Harrison talked about her favorite parts about working as a wastewater treatment operator at the Northwestern Water & Sewer District.

Many organizations take the time to specifically acknowledge the women in their work place during women's history month. Last spring the U.S. EPA highlighted Sandhya Parshionikar, Director of the Water Infrastructure Division, Center for Environmental Solutions and Emergency Response. Rural Communities Assistant Partnership highlighted Ines Polonius, CEO of Communities Unlimited.

Cuyamaca College in El Cajon also hosts an annual symposium dedicated to Women in Water.

Free Wastewater Quizzes

Last year the much-loved Skills Builder tool from WEF, the Water Environment Federation, received an refresh along with a commitment to keep it updated.

The WEF Skills Builder offers randomized 10-question quizzes on wastewater and laboratory topics at three difficulty levels. The updates modernized the functionality as well as aligned the questions with ABC's standards for subject matter and format.

The tool is free to use and correct answers are provided, along with linked references to WEF's publication store.

Study guides and test preparation resources are a popular topic on our blog, including this post on studying for certification exams.

The Next Generation of Water Workers

The value of clean, safe water (and the essential water workers who provide it) has been in the spotlight during the COVID-19 pandemic. However, according to a report from the Brookings Institution, approximately 3 million workers will need to be replaced within the next decade. Who will be the next generation of water workers? This is a question that the American Public Works Association and many others are thinking about as the current water workforce heads toward retirement. 

Various entities such as the U.S. Environmental Protection Agency (EPA), the American Public Works Association, and Congress have all been working to tackle this important issue. The U.S. EPA announced its America’s Water Workforce Initiative late last year, using education programs and public outreach to help develop water as a career of choice.

Other organizations like the American Water Works Association and the Water Environment Federation have also been working to tackle this issue. The two collaborated to create the Work for Water website, which has been recently updated, to serve as a fantastic resource to find jobs and prepare individuals for water related careers.    

Featured Video: Infusing Innovation into the DNA of Our Culture

There are many factors that drive the current utility model for wastewater operations. With traditional values in play, we have reached difficult economic and operational challenges. In order to address these challenges, we must adapt a new mindset and new utility model to push affordability for water customers, better equipment management, and increased compliancy.

Adapting a more innovative approach and mindset:
Our current utility practices suggest that our societal and business values coincide with "extraction, use, and waste disposal". This creates a motivation that is, at bare minimum, driven by public engagement, capital investment, and operations & maintenance. As a result our current water resources are being utilized inefficiently and ultimately running low. We must instead adapt a Resource Recovery business model for a circular economy. Focus must be shifted from regulatory compliance, utility impact, and traditional utility models to pivot toward ecological uplift, collective impact, and a transformative entrepreneurial business model. This new business model should include focus on resource recovery and watershed health as well as pump, plant, and pipe health.

The start of a new, innovative, and effective approach might be slow but can grow exponentially. Water organizations must start with efficiency and work their way to optimization, which will lead into investments for bigger ideas and new intellectual property such as smart meters, efficient pumps, proper monitoring equipment, better facilities, and so forth. Collective cooperation and corresponding mindsets will keep the industry on the same track with the addition of new water personnel and management turnover.

In this week’s featured video by the Water Research Foundation, Diane Taniguchi-Dennis, Deputy General Manager at Clean Water Services, presents a case study for how her organization is improving utility functionality through a culture of innovation.