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Focus Group Summary
Promoting Career Pathways in the Drinking Water and Wastewater Sectors1
2-26-13
BACKGROUND
One of the recommendations of the report, Promoting Career Pathways in the Drinking Water and
Wastewater Sectors, was to gather some of the key informants to the study as well as other
stakeholders to vet the findings of the report and explore ways that the water and workforce
development communities might better work together to promote entry into drinking water and
wastewater jobs and careers.
The agenda and list of participants are attached. (Of interest is that 2 days after the focus group,
the Water Environment Federation announced its Operator Initiative to focus on recruitment and
retention of operators, education and training for operators and operator trainers, and recognition
for operators.) It should be noted that jobs in this sector are not just in municipalities. Many are in
quasi-governmental agencies, contractor-operated facilities, and private industry.
This summary includes recommendations from the discussion followed by highlights of the panel,
general discussion, and small group work about ways to promote entry into this sector.
1 Developed by Deborah Mutschler (Massachusetts Workforce Alliance) and Madeline Snow (Lowell Center
for Sustainable Production at the University of Massachusetts Lowell) with funding from SkillWorks.
Next Steps that individual participants indicated they would do as a result of this meeting:
1. Support networks addressing the issue of jobs and careers in the water sector.
2. Advocate for consistent sources of funding (e.g., from the Safe Drinking Water
Assessment, State Revolving Fund, and/or industry) to capitalize on models already
developed.
3. Work with veterans: EPA will continue its commitment to working with veterans groups,
the Veterans Administration, Career Centers and the water sector; participants from
professional water and wastewater associations will follow up with Jane Downing about
their potential involvement and collaboration; Career Centers will connect veterans’
representatives to Jane Downing.
4. Increase awareness of the water sector in STEM coaches: Deb Mutschler to talk about water
jobs to STEM coaches on April 16th.
5. Promote and/or explore existing or new Massachusetts jobs and training clearinghouses.
6. Promote succession planning for operators.
“You’re training people to do something good. And they’re not going to get laid off. It’s a feel
good type job. You really feel it inside.”
– Don Pottle, Professor Emeritus, University of Massachusetts Lowell
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RECOMMENDATIONS
The focus group affirmed that:
(1) The water profession (government, operators, contractors) are concerned about the
impact of upcoming retirements;
(2) There are a lot of existing efforts and programs to increase awareness of and interest
in this sector;
(3) The water profession offers a wide variety of job opportunities but their number,
type and geographic location are not clear; and
(4) There are opportunities for the water profession and the workforce development
and training communities to work more closely together.
Strategies for follow up emerged from the discussion and are listed below. Additional detail on
the recommendations, possible lead(s), potential partners and suggested next steps are included
in the table on the following pages.
A. Increase the general public’s awareness of the drinking water and wastewater industry and
its value
B. Increase opportunities for students and displaced workers to be aware of and learn more
about drinking water and wastewater jobs
C. Obtain additional information about the number, type and geographic distribution of jobs
D. Increase communication & collaboration between workforce development community and
drinking water/ wastewater industry
E. Support succession planning for higher level positions
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Recommendations for Follow Up
Strategy Recommendation Priority Possible Lead(s)2 Potential
Partners2
Suggested Next
Steps2
A. Increase the
general public’s
awareness of the
drinking water
and wastewater
industry and its
value
A1. Support existing efforts to change the
image of “wastewater” plants to
“water resource recovery facilities”
run by “water quality professionals,”
similar to using new ways to talk
about “advance manufacturing ” &
A2. Support existing drinking water
awareness efforts.
High
Drinking water &
wastewater
associations
EPA
MassDEP
Water
Environment
Federation
EPA and Mass DEP
convene state and
regional associations
to share existing
strategies and explore
opportunities for
collaboration and
shared messages.
A3. Include personnel as an asset in asset
management planning and programs.
Medium
EPA
Drinking water &
wastewater
associations;
MassDEP
EPA to discuss with
asset management
advocates.
B. Increase
opportunities for
students and
displaced workers
to be aware of and
learn more about
drinking water &
wastewater jobs
B1. Explore opportunities for veterans
High-
Medium
EPA
Veterans
Administration;
Career Centers;
Drinking water &
wastewater
associations
Convene meeting of
interested parties
B2. Explore and secure consistent and
dedicated sources of funding for
internship programs that provide
hands-on learning.
High MassDEP
EPA
Career Centers;
High Schools, 2
and 4 year
colleges; Drinking
water &
wastewater
associations
Propose annual set-
asides for internship
programs (e.g., from
Safe Drinking Water
Act Assessment)
B3. Document and compile case studies
on successful outreach internship,
training and educational models.
High
MassDEP
Partners in
existing models
Develop format for
case studies; develop
and publicize them
2 These suggestions are from the authors of this summary, not necessarily from the participants in the focus group.
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Strategy Recommendation Priority Possible Lead(s)2 Potential
Partners2
Suggested Next
Steps2
B4. Engage high school and college
students in this sector through a
variety of methods
High-
Medium
Vocational &
Technical High
Schools,
Community
Colleges
Drinking water &
wastewater
associations
Share strategies and
“lessons learned”
B5. Identify industries that have
aligned needs for the skills
required by water and
wastewater jobs (e.g. biotech,
plumbing, mechanic) to do
cross training and employee
recruitment.
High
Medium
SkillWorks and
Career Centers
Workforce
Investment
Boards:
Community Based
Organizations;
Commonwealth
Corporation
Convene workforce
development
professionals to
brainstorm potential
connections
C. Obtain additional
information about
the number, type
and geographic
distribution of jobs
C1. Refine and update projections
in Promoting Career
Pathways in the Drinking
Water and Wastewater
Sectors on upcoming
retirements and job
opportunities
Medium
SkillWorks
Drinking water &
wastewater
associations
MA licensing
boards;
MassDEP
Identify potential
funding sources
Explore use of
information from
operator certification
boards
D. Increase
communication &
collaboration
between
workforce
development
community and
drinking water/
wastewater
industry
D1. Develop and support a network of
trainers by sharing informational
resources, providing opportunities to
promote peer to peer learning, and
develop “train the trainers” programs
High-
High
EPA
MassDEP
Drinking water &
wastewater
associations
Providers of
training &
education (non-
profits, high
schools, 2 and 4
year colleges,
graduate schools);
Mass. Workforce
Alliance;
Convene regular
meetings of trainers
and educators
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Strategy Recommendation Priority Possible Lead(s)2 Potential
Partners2
Suggested Next
Steps2
UMassLowell
D2. Increase awareness of the potential
for private companies to access the
Workforce Training Fund Programs
for training and development of their
operators and workforce.
Medium-
Low
Drinking water &
wastewater
associations
Relevant
departments
within the MA EO
of Labor &
Workforce
Development
D3. Break down and rewrite the
standards and competencies
needed for various grade
level operator jobs and for
other entry level jobs (e.g.
maintenance) in language
that is accessible to the
workforce development staff
that are developing curricula
and/or advising hopeful
employees on the education
and training needed to apply.
Medium-
Low
Boards of
Certification of
Operators
Drinking water &
wastewater
associations
Career Centers Convene discussions
D4. Compile information on existing
postings/clearinghouses3 of jobs and
training opportunities, increase
awareness of these resources, and
assess whether they could be
improved
Medium EPA Drinking water &
wastewater
associations
Mass. Workforce
Alliance
Compile and
distribute
E. Support
succession
planning for
higher positions
E1. Continue Professional development of
existing operators up the career
ladder, particularly to supervisory
and management positions
Medium Drinking water &
wastewater
associations
MassDEP
EPA
3 E.g., http://mwwa.memberclicks.net/jobs, http://www.newea.org/YourCareer/Jobs/tabid/160/Default.aspx
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HIGHLIGHTS OF THE DISCUSSION
The following is a summary of highlights from the panel discussion, general discussion and small
group work.
Ongoing Efforts to (1) increase awareness of and interest in jobs in the water profession and (2)
recruit new people into the operator career “pipeline”
Elizabeth Kotowski from the Massachusetts Department of Environmental Protection’s
Central Regional Office in Worcester has focused on getting adults interested in drinking
water careers through a 6 week evening adult education course through the Assabet After
Dark program. The program gives an overview of the water field and regulatory
framework, and prepares people to take the VSS (Very Small System) drinking water
operator exam. The intent is to finish the course with a basic understanding of drinking
water, what a drinking water operator does, and the range of opportunities in the field.
Guest speakers and optional field trips are included.
106 people have completed the course. They range in age from high school students to
people in their 60s with good success for all age groups. Some had been laid off, are retired
and/or are looking for a new career. She typically has 20 students in each class, 3-5 of
whom go on to pursue water careers by first taking and passing entry level operator
certification exams. The ones that go for it “do it with great gusto, and interview well.”
She indicated the importance of making it cheap and easy to explore going into this field.
She also indicated that having other kinds of licenses (e.g., commercial driver’s license,
OSHA 40 hour HAZWOPER) is helpful when applying for a job in this sector.
Jane Downing, EPA Region 1 New England, discussed her water career outreach efforts
after repeatedly hearing of the need for EPA to focus on upcoming shortage of workers due
to retirements. She is leveraging partnerships to focus on three areas:
A. Supporting the capabilities of technical high schools and community colleges:
developing curriculum tools for teachers, a compilation of free resources for
teachers, and a compilation of the best websites on a range of environmental topics,
including water.
B. Increasing awareness of the next generation to have general awareness around
environmental awareness (e.g., the “Splash” event at Roxbury Community College
to bring together kids and raise awareness about water issues and careers, The
Lowell Youth in Environment Program, and “Water Boot Camps” (a one week
immersion program to get kids talking about water, connected to water utilities,
and thinking about a possible future in water careers) and the creation of, Water Are
You Waiting For?, a 12 minute video for high school students that showcases the
water profession.
C. EPA is beginning outreach to veterans for retraining in the water profession. Jane is
reaching out to community colleges that have veterans training and water training
programs, and is working with the Veterans Administration about the potential for
funding internships.
She noted the challenges of how best to use limited funds, asking: “Are we over investing
in this? Where are the jobs? Will there be jobs?“
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Robert Rak teaches at Bristol Community College and considers his start in the field to be
his 1970 7th grade class presentation on the whole water system and cycle. He has
developed an associates major and concentration in water and wastewater, and “water
quality professional” certificate program. He is working on creating a Blue Center at Bristol
Community College to focus on all things water. He has added a GIS component to the
environmental program because it is a broad skill needed in several fields. He works to
make sure students get experience in general environmental training so they know why
they are doing what they do, thereby getting an increased awareness of the whole. He is
hoping to expand opportunities to provide training on maintenance of equipment.
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Additional Efforts or Concerns Identified by Participants
We need to think about forming a network of trainers and do “train the trainers”.
Internships are key because they give students a real taste of what the work is. Interns typically get
$10/hour for a 300 hour internship.
Under the Lowell Youth in Environment Program, the New England Interstate Water Pollution Control
Commission (NEIWPCC) hires an environmental student who, in turn, supervises five students from the
Career Center of Lowell for a seven week period. Those Career Center kids work throughout Lowell in
various places. They work in Lowell wastewater treatment, learn about the environment and go on a variety
of field trips.
The Massachusetts Water Works Association (MWWA) worked with vocational technical high schools with
approved Environmental Science and Technology programs to incorporate a drinking water curriculum into
their Framework. MWWA principally worked with Minuteman High School, Greater New Bedford Regional
Technical High School and Worcester Technical High School, arranging field trips to drinking water
treatment plants, guest lecturers and internship opportunities . This work was funded through a grant from
MassDEP.
Greater Lowell Tech High School is doing chapter 74 vocational education engineering technology – an
exploratory program that starts with engineering design. Principles of engineering are taught in 11th grade
with a portion on “municipal engineering”. With a $90,000 grant, they are building a lab to simulate a water
and wastewater chemistry lab. The Lowell Regional Wastewater Utility has funds set aside for co-op jobs.
MWWA is working with Massasoit Community College for training with existing employees as well as
raising awareness in a community college setting.
EPA Region 1 New England provided environmental justice funding to work with students in
Environmental Justice areas. Grants were made available for a Youth Fair at Roxbury Community College,
“Very Small System and Distribution” course offerings at Roxbury Community College and internships for
youth living in Environmental Justice communities.
NEIWPCC and MassDEP work together in providing a management development course for existing
operators.
Use of short videos for selectmen and students and use of the “Liquid assets” video about the critical role of
the nation’s infrastructure.
“We need people with pedagogical skills. We need people who can teach.”
Some technical high schools are introducing GIS into the 11th grade curriculum but getting instructors can
be a challenge.
Marketing and getting people to enroll in wastewater training at community colleges can be a problem.
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Other Comments
Upcoming retirements
o The average age of employees at the Massachusetts Water Resources
Authority is 51. They are expecting retirements and a lot of turnover.
o Certified and seasoned operators are often reluctant to move into more
supervisory and management positions becoming open due to retirements.
Career pathways
o The pathway for operators is very clear in terms of required exams,
experience and support in getting needed training and/or education.
o Job descriptions should be improved to include operator grade
requirements.
Entry into this sector
o There are various entry points and lots of variety in the backgrounds of
operators and other personnel.
o We need to make an initial foray into this field more accessible, starting
with increased awareness of the water profession and its importance.
o There are also opportunities with vendor, sales, construction – “the
possibilities are really widespread once you give people the tools.” For
example, people can go into chemical sales after starting as operators.
Careers can be really dynamic; once you get started you can go where you
want to go.
o Cross training is critical so people have a little bit of everything and can
pursue their passion.
Jobs aren’t only at large facilities and they aren’t only for operators
o Need for greater awareness of the sector and the many possible jobs
available
o Small wastewater operations (e.g., at condominium complexes or malls)
require the hiring of certified operators on a contract basis.
o On-site wastewater disposal systems require certified Soil Evaluators and
System Inspectors; these may be another point of entry in this field.
o Other jobs (e.g., maintenance, laborers, electricians, plumbers, equipment
manufacturing and installation) are associated with the water industry.
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WHAT WOULD IT TAKE TO PROMOTE ENTRY INTO THIS SECTOR?
Small groups tackled three issues:
(1) Internships and mentoring
(2) Training and education
(3) Better information on the number, type and location of jobs.
What would it take to fund, foster and study internships and mentoring models in the
water industry? What would it take to make this happen in a more regular way?
Leadership from the management teams (within government, private sector and
workforce development) to have a commitment to workforce and community
development.
Consistent funding sources
Capturing and building on successes to show that money spent is a good
investment.
Addressing potential obstacles to internships (e.g., liability, impact on staff
productivity)
Set-aside funds (e.g., Safe Drinking Water Assessment) specifically for internships,
acknowledging that there are competing demands to fill existing funding gaps for
infrastructure.
Promotion of the thinking of personnel as an asset in asset management programs.
Increased awareness/data on where the jobs are, both to generate the funding and
excitement to develop internships.
Tapping the Workforce Training Fund (which is available for incumbent training for
those that pay into it, i.e. private companies, contractors, NOT municipalities)
The Workforce Competitiveness Trust Fund, if it gets refunded.
Survey of all the vocational technical high schools and community colleges about
what they already offer.
Review of the MassBioEd Foundation – which is focused to facilitate peer learning,
and share curricula and competencies from the field.
Continued awareness of the cost and value of water.
Explore the similarities between the water sector and Advance Manufacturing in
terms of changing the way people think about jobs and workplace.
What would it take to ensure there was adequate training and education to help people
get into this pipeline? What is needed for and from the workforce development
community?
More inexpensive evening and other opportunities for people to get an
understanding of and “taste” for this sector.
Identified standards and competencies.
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Space/facilities to do training.
Competent teachers and volunteer guest speakers.
Increased general awareness of this sector.
Better connections between the sector, industry, and local career centers and
Workforce Investment Boards.
Use of social media and to increase awareness
What would it take to get to a more concrete estimate of the number, and geographic
breakdown of anticipated retirements as well as the skill sets/types of jobs needed to
replace them and/or coming up?
Compile additional data from previous surveys and studies, including DOL
information.
Attempt to track the impending retirement of people even though many operators move
from plant to plant because they are in demand.
Get info on the age of licensees through licensing boards or through a detailed survey.
(CT has done this successfully through its licensing board but MA may be more
complex.)
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A Focus Group on
Promoting Career Pathways in the Drinking Water and Wastewater Sector
Tuesday, February 26, 2013 8:30 AM – 12:15 PM
Location:
Massachusetts Technology Collaborative
Weiss Conference Center
75 North Drive
Westborough, MA 01863
http://www.masstech.org/about-mass-tech/location-and-contact
Objectives:
o Review findings in Promoting Career Pathways in the Drinking Water and Wastewater Sector at:
http://www.skill-works.org/documents/DrinkingWaterandWastewaterReport_web_May2012.pdf (see excerpts
on following pages)
o Share existing strategies and efforts to promote interest in and opportunities for entering this sector
(particularly the career ladder for operators)
o Identify potential actions and next steps that could be taken individually or collaboratively to
implement the recommendations in the report
Agenda
8:30 – 9:00 AM Registration, Networking and Refreshments
9:00 – 9:15 Welcome & Introductions
9:15 – 10:00 Panel Discussion on Ongoing Efforts:
Increasing awareness of and interest in operator jobs
Recruiting new people into the operator career ―pipeline‖
Jane Downing, EPA Region 1 New England
Elizabeth Kotowski, MassDEP
Robert Rak, Bristol Community College
10:00—10:30 Group discussion on current efforts to promote entry and career pathways in this
sector: Results, benefits, obstacles
10:30—10:45 Break
10:45—11:00 Overview of themes, issues, conclusions and recommendations from report
11:00—11:45 Recommendations moving forward to promote career pathways in the drinking
water and wastewater sector
11:45—12:00 PM Report out and action priorities
12:00—12:15 Next steps
12:15 PM Evaluations and Adjourn
Maintaining a well-trained, high caliber workforce is essential but no small challenge in the era of tight budgets,
increasingly sophisticated facilities, under-appreciation of the industry and profession, and graying of staff.
—New England Interstate Water Pollution Control Commission, special edition,
Keeping the Plants in Good Hands, Interstate Water Report, January 2005
Everyone’s time and resources are limited, but if each of us “does our part” in our professional spheres of influence,
we can recruit, develop and retain a competent, motivated, professional workforce to ensure a bright future for the
drinking water and wastewater professions.
—Chip Mackey, New Hampshire Department of Environmental Services, former Chair of NEWWA’s Operator
Certification Committee, and President of the Association of Boards of Certification
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Participants in 2/26/13 Focus Group on Drinking Water and Wastewater Jobs [Note that those without a were originally going to participate on 1/16/13 but could not participate on 2/26/13]
Participated? Name Organization Email Address Phone #
Almono, Susan Merrimack Valley Workforce Investment Board [email protected] (978) 682-7099
Bienkiewicz, Thomas Massachusetts Department of Environmental Protection [email protected] (508) 767-2781
Cousens, Cheri Charles River WPCD [email protected] (508) 533-6762
Denhard, George Massachusetts Water Resources Authority
[email protected] (617) 788-4030
Donnelly, Robert Massachusetts Water Resources Authority [email protected] (617) 788-4010
Downing, Jane U.S. EPA Region 1 New England [email protected] (617) 918-1571
Ghaemghami,Jalal Roxbury Community College [email protected] (339) 368-6838
Grieve, Matt Greater New Bedford Vocational Technical High School [email protected] (508) 998-3321
Hobbs, Robert Greater Lowell Technical High School [email protected] (978) 441-4827
Hom, Rose A.B.L.E. of Greater Boston [email protected] (617) 542-4180
Hoyt, Robert Worcester Water Filtration Plant [email protected] (508) 799-1513
Keneagy, Chris Woodard & Curran [email protected] (207) 774-2112 x 3402
Kenny, Ted New England Water Works Association [email protected] (508) 893-7979
Kennedy, Don New England Interstate Water Pollution Control Commission [email protected] (978) 323-7929
Kotowski, Elizabeth Massachusetts Department of Environmental Protection [email protected] (508) 767-2779
Leung, Loh-Sze SkillWorks [email protected] McFadden, Melany (Mel) Massasoit Community College [email protected] (508) 588-9100 x1616
Maynard, Michael Massachusetts Department of Environmental Protection [email protected] (508) 767-2735
Moran, Terry Youth Build [email protected] (617) 623-9900
Moreau, Mike MA Water Pollution Control Association [email protected] (508) 989-2744
Mutschler, Deb Massachusetts Workforce Alliance [email protected] (617) 997-1966
Narayanan, Hari Central Massachusetts Workforce Investment Board [email protected] (508) 478-4300 x 122
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Participated? Name Organization Email Address Phone #
Niman, Paul Massachusetts Department of Environmental Protection [email protected] (617) 556-1166
Pedersen, Jen Massachusetts Water Works Association [email protected] (978)- 263-1388
Pottle, Don [email protected]
Rak, Robert Bristol Community College [email protected] (508) 678-2811 x 2771
Rawlinson, Bill Boston Workforce Investment Board [email protected] (617) 488-1352
Regan, Terry Minuteman High School [email protected] (781) 861-6500 x 348 Snow, Madeline UMass Lowell, Lowell Center for Sustainable Production [email protected] (617) 817-5111
St. Pierre, Susan North Shore Community College [email protected]
Stewart, Elaine Massasoit Community College [email protected] (508) 588-9100 x 1560
Vrountas, Ted YouthBuild [email protected] (617) 623-9900
Walker, Steve Greater New Bedford Vocational Technical High School [email protected] (508) 998-3321
Wilbur, Tony Minuteman High School [email protected] (781) 861-6500
Wiley, Liz Bristol Community College [email protected]
Willis, Ray Onsite Engineering, Inc. [email protected] (508) 553-0616
Young, Mark Lowell Regional Wastewater Utility [email protected] (978) 970-4248