Download
1 / 9
90 likes | 105 Views
Aging Workforce Issues. Panel Discussion and Luncheon: Aging Workforce Issues Hosted by: NC AWWA/WEF Utility Management Committee May 4. 2017 UNC Chapel Hill – Knapp-Sanders Building 400 South Road, Chapel Hill NC Room 2403 11:30 AM – 1:30 PM Also Available on Webcast.
E N D
Aging Workforce Issues Panel Discussion and Luncheon: Aging Workforce Issues Hosted by: NC AWWA/WEF Utility Management Committee May 4. 2017 UNC Chapel Hill – Knapp-Sanders Building400 South Road, Chapel Hill NCRoom 2403 11:30 AM – 1:30 PM Also Available on Webcast
Aging Workforce Issues Panelists: Rod Dones (Charlotte Water)Tamara Byers (Charlotte Water)Ed Kerwin (Orange Water & Sewer Authority)Courtney Driver (Winston Salem)Tom Roberts (UNC Environmental Finance Center, formerly Aqua NC) Moderator: JD Solomon (CH2M)
Aging Workforce Issues Knowledge Management Truly commit GIS All In Meetings SOPs After Action Reviews Checklists Mentoring Diversity & Inclusion Competitive Pay & Benefits Asset Management Use all your tools Employer of Choice Cross-Training Critical Task Redundancy Succession Plans Process Matters Teamwork Ed Kerwin
Introduction: Aging Workforce Issues AGING WORKFORCE IN WATER INDUSTRY • In a rapid changing social, economic, and regulatory environment, businesses and organizations must: • Continually assess the nature of the work to be done, and how this translate to needed workforce skill sets and the technical infrastructure to remain operationally resilient and meet sustainability initiatives. • Effectively utilize human capital and understand the nature of its workplace, as well as the composition of its workforce. • Efficiently adjust business practices to respond to changes in external environment factors and also look inside to identify areas where attention to workforce needs can maximize productivity while addressing competing priorities with limited resources. • The topics for discussions include: • Explore how water and other industry employers in both public and private sectors are preparing for an increasingly aging workforce and continue to attract, recruit, retain and train the next generation of talent. • Identify promising business and industry practices on all aspects of recruiting, hiring, retaining and accommodating workers from different generations, ethnicity, sexes, statuses, and/or workers with disabilities; and • Develop short-and long-term recommendations to address the gaps in policies, and/or practices that would support the adoption of employer strategies to retain an aging workforce and continue to attract, recruit, retain and train new talent into the workforce.
