Succession planning

Our recruitment planning, coupled with our training programs, eases the arduous and expensive process of hiring water and wastewater operators and retain them.

retiring workforce

The Gray Tsunami is draining our industry of institutional knowledge as well as experienced operators. We ease the pain with proactive planning and implementation.

unskilled labor pool

We have had a training gap. To many experienced operators retiring and not enough operators in training. You must be certified to work in the industry!

lack of sector awareness

The Water Industry has been a well kept secret. How important is our life source?

high expense of training new recruits

The average length of employment for operators is under 3 years. Losing a trained employee costs the organization an estimated $20,000. Our program works with employers and employees to develop a competitive highly trained labor force who stays put. Our strategic planning goes out 10 years, to allow for predictable operating expenses.