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The utility industry is on the verge of the greatest workforce shift it has ever seen. As the BabyBoomer generation reaches retirement age, there will be a mass exodus of valuable utilityemployees in the next 10-15 years. This phenomenon is not unique to our industry but it isgoing to strike the public sector particularly hard because of the culture of public servicebusiness. Some utilities will lose 30-50 percent of their workforce. More than 60 percent ofutilities anticipate a shortage of operators, maintainers, engineers, and scientists in the nearfuture.Exacerbated by recent "rightsizing" efforts at many utilities, the impact of retirements and utilityreorganization will cascade throughout the industry. Baby Boomers make up 29 percent of theAmerican population. The next generation, the so-called Gen Xers, comprise just 16 percent.A quick glance around the typical utility makes it obvious that there are not many young peopleon the payroll. What happens when utilities must compete with every other industry for the nextgeneration of talent? This creates some obvious challenges for the water utility industry.This paper examines what the Alexandria Sanitation Authority is doing in its efforts to becomethe employer of choice. We'll explore a process to encourage your organization to grow so thatit is more attractive to the next generation.

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Edition: Vol. - No. Published: 02/01/2007 Number of Pages: 6