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Employment Outlook Good for Operators, Grim for Utilities
Author(s) -
DeNileon Gay Porter,
Stubbart John
Publication year - 2005
Publication title -
opflow
Language(s) - English
Resource type - Journals
eISSN - 1551-8701
pISSN - 0149-8029
DOI - 10.1002/j.1551-8701.2005.tb01800.x
Subject(s) - workforce , insourcing , work (physics) , flexibility (engineering) , retraining , cites , business , succession planning , outsourcing , economic shortage , crunch , operations management , public relations , economics , marketing , management , economic growth , engineering , finance , political science , government (linguistics) , medicine , mechanical engineering , linguistics , philosophy , physical therapy , fishery , international trade , biology
This article addresses the issue of impending operator shortages in the water industry due to the demographic predictions of the Baby Boomers retiring. The article cites an AWWA Research Foundation study by Myron Olstein called “Succession Planning for a Vital Workforce in the Information Age,” and lists the positions in the water industry most likely to be affected by this trend. Loss of institutional knowledge is discussed, along with small utilities being hit the hardest with this trend. The article discusses the theory that the increase in technology such as automated meter reading (AMR) may offset the need for an equal amount of new employees to replace all who are retiring, and the need to seriously use technology as a strategy to prepare the utility for future resource shortages. The article discusses developing and maintaining a qualified future workforce by instituting such practices as cross‐training, reorganizing departments, flexibility in work hours, outsourcing, requiring some form/amount of higher education beyond a high school diploma, and retaining experienced operators by offering part‐time work hours with continued health insurance benefits.