AWWA survey: compensation increases continue in water and wastewater utilities

Average salaries for water and wastewater utilities increased for a second consecutive year from 2018 to 2019, according to the 2019 Water and Wastewater Utility Compensation Survey recently released by the American Water Works Association (AWWA).

Based on a comparison from 2018 to 2019, large utilities’ (population served above 100,000) salaries across all job roles increased 1.7%, medium-sized utilities’ (population served 10,000-99,999) salaries increased 0.8%, and small utilities’ (population served less than 10,000) salaries increased 1.9%. Actual 2019 increases were higher than anticipated in mid-2018.

Between 2017 and 2018, according to the 2018 AWWA survey, salaries increased 5.1% for large utilities, 2.8% for medium utilities and 1.7% for small utilities.

Water utilities require a broad spectrum of skills in an ever-changing industry, said David Rager (pictured below), AWWA Immediate Past-President and principal of Rager Management Consulting.



“Engineering design, construction management, scientific research, operations management, information technology – these are just a few examples of the skills needed,” he said. “An individual can find a lifetime of learning while working within a water or wastewater utility.”

The 2019 survey results are based on input from 676 organizations through March 1 of this year, representing more than 30,100 employees. Detailed survey results addressing salaries, salary ranges and compensation practices are available for purchase in separate versions for large, medium and small utilities on AWWA’s website.

According to 2019 survey results, compiled by Newport Group, average salaries differed among large, medium and small utilities depending on organization complexities and job responsibilities. Larger utilities, on average, paid 18% more than medium or small systems across all job categories in the survey.

Other 2019 survey results include:

• Merit increases: compared to 2018, 50.3% of organizations plan on similar increases for 2019; 12% plan on higher increases; 4.8% plan on lower increases; 8.5% plan on no increases.

• Projected 2020 salary increases: projections average 3.13 for staff overall; this includes 3.09% for executives, 3.01% for managers and 3.04% for supervisors.

• Staffing levels: of the survey respondents, 61.6% remained consistent levels, 41.2% increased levels, 15.1% hired additional contract/seasonal or temporary labor; 2.2% implemented reduction-in-force; 4.8% modified work schedules and/or expectations; 8.8% outsourced work previously done internally.

• Cost control: top strategies in 2019 include healthcare plan changes, training and continuing education; 28.5% of respondents are addressing healthcare plans with changes impacting co-payments, deductibles, eligibility and employee premium cost-sharing.

• Performance evaluation: 20.4% of respondents are addressing changes to the performance evaluation process.

• Training: utilities are shifting the focus to cross-training to address aging workforce issues, staff reductions and budgetary constraints.

“Water utilities are a critical part of public health,” Rager said. “The health of residents and commercial success of businesses in a community are dependent upon the successful operation of the water and wastewater utility. Regardless of an individual’s interests, there are opportunities for them in water and wastewater utilities in all parts of the world.”