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Managing for Succession

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U.S. Census records support what is seen in the workplace everyday, that is, we are an aging work force. The wastewater treatment industry is no exception. In addition, publicly owned treatment works (POTWs), in particular, tend to be one of the few remaining “cradle to grave” employers with an average length of service many years longer than for most other sectors of employment. As a result, the phenomenon of an aging work force possibly is felt more intensely in our work environment than in others. With an aging workforce comes unique management challenges, including planning for the unparalleled number of retirees that will leave our work force in the next few years, taking decades of talent and skills with them. Much can be learned from each other in how to prepare for this unique employment trend. This abstract is an overview of one such organization's experience with succession planning.

Document Type: Research Article


Publication date: January 1, 2003

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  • Proceedings of the Water Environment Federation is an archive of papers published in the proceedings of the annual Water Environment Federation® Technical Exhibition and Conference (WEFTEC® ) and specialty conferences held since the year 2000. These proceedings are not peer reviewed.

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