Beaver Water District share strategies to retain and recruit a skilled water workforce

Early this summer, the Association of Metropolitan Water Agencies (AMWA) hosted a virtual meeting that really resonated with me. It focused on the current topics and challenges facing the water sector and utilities like? Beaver Water District (BWD). Large water systems throughout the country were well represented and discussed many issues, including new regulatory concerns, water accessibility and affordability, and emerging technologies. However, the greatest area of current concern and focus was workforce development and retention.

For generations, the water sector has typically been viewed as a stable and somewhat “blue-collar” with normally higher-than-average career longevity. Across the country, utilities are facing a crisis because more than half of the current workforce is at or nearing retirement age, and they contend with a significant gap in experience and preparedness. This perception holds especially true with licensed-required jobs like water operators, electricians, and others.?

With a few exceptions, and I believe that BWD is one of the exceptions, the industry has always been a “behind-the-scenes” work environment. Therefore, communicating the importance of these jobs has not been a focus of many in the industry…until now. One of the most important aspects of attracting and retaining employees is communication. The water industry is full of well-paying, mission-driven jobs, but utilities don’t always proactively communicate the positions available. The next generation of workers is looking for meaningful, high-growth opportunities in their work–and the water industry can provide both.

Within the water industry, career opportunities abound, from licensed water operators to diesel and mechanical technicians. But that’s not all! From licensed electricians to environmental educators, scientists, and engineers, to finance and administration, we have a?b r o a d?and diverse workforce focused on a singular and critical mission to sustainably provide our customer cities with safe, economical drinking water. To sustain BWD’s mission (as well as the similar missions of other drinking water suppliers), we must sustain and support our most valuable resource,?our employees. The District is taking this a step further. As we strive to fulfill our Vision “…to support the quality of life and economic growth of Northwest Arkansas…,” we also support the workforce development of our customer cities. Whether through local partnerships with our school districts and technical colleges or state-wide workforce initiatives like the Be Pro Be Proud – Arkansas, BWD is preparing for our future workforce.

Be Pro Be Proud?(BPBP) is an initiative led by the Associated Industries of Arkansas Foundation to help bring about a new generation of pride, progress, and professionals to America’s skilled workforce. The program uses two mobile workshops that consist of semi-trucks featuring simulators and virtual reality stations that introduce students to careers in areas many have not considered as a career path. Skilled workers have seen a sharp decline as most high school students looking to the future think a traditional four-year college experience is the only option. The Be Pro Be Proud initiative hopes to change that perception by promoting the companies within Arkansas having high demand for skilled workers. The water industry needs those skilled workers, and a partnership between BWD and? Central Arkansas Water will introduce students all over the state to the water industry as a career option.

BWD is also focusing on workforce retention. Beaver Water District is a great place to work, if I do say so myself! Just look at the campus, facilities, and pride of our staff. The integrity and skill with which they perform their jobs shines through every day. We cannot, however, rest on our laurels. In addition to attracting a new generation of employees to fill the gaps coming with the retirement wave, BWD and utilities around the country must prioritize retaining their current workforce. It is more important than ever to retain those valued team members who are not at retirement age than spend additional time recruiting replacements or trying to fill knowledge gaps.

So much of employee retention is about value. It is essential to ensure employees know that their work is making an impact, both within the utility and in the broader community. The water industry is the backbone of economic growth and the prosperity of the populations that it serves. We must communicate the opportunities within the water industry to ensure that the communities we serve understand the value of water. The future of the water industry depends on us remembering our own value.

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Beaver Water District is a wholesale drinking water provider in Northwest Arkansas, an area consistently ranked as one of the fastest growing metropolitan areas in the nation. The article, written by BWD CEO Lane Crider, P.E., LEED, AP, was adapted from its original publication in The Source, a quarterly newsletter by the District. Interested parties can find more information or sign up for the newsletter by visiting bwdh2o.org.