The purpose of this presentation will be to educate peer utilities on the career progression efforts Johnson County Wastewater (JCW) developed for our Collection System Division. In the current workforce recruitment/retention challenges, the Collections Division is where we have nearly all our remaining vacancies. The career progression effort was significant which took a lot of planning and committed time from several key individuals in our organization. The career progression impacted over 50 FTE’s directly and cost JCW over $500,000 more annually to implement. Industry wide there is a national shortage of water/wastewater workers. Ather challenge, in the next 3-5 years is that 30%-50% of the water workforce is projected to retire. Nationally, the blue-collar workforce has become a constant struggle to recruit and retain employees in frontline, n-management staff positions. To combat these dynamics post-COVID, JCW approached strategically the collections progression implementation. The development of the career progression established consistency between our organization merit scoring and pillars of performance/values. We made intentional efforts to align these items into our career progression to ensure that we are progressing the highest level of employees and establishing the expectation that the higher they progress in their career, the more is expected in 4 categories: Teamwork Job Proficiency Learning & Development Leadership Practices
After this session, participants will be able to:
– Explain Challenges in Recruitment & Retention
– Explain Career Progression as a potential solution to combat Recruitment & Retention Challenges.
– Implement a Career Progression in their organization

Contributor/Source

Jose Leon Jr

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