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ESTIMATING STAFFING AND COST FACTORS FOR
SMALL WASTEWATER TREATMENT PLANTS LESS THAN i MGD
PART I. STAFFING GUIDELINES FOR CONVENTIONAL
MUNICIPAL WASTEWATER TREATMENT PLANTS
LESS THAN 1 MGD
by
Department of Industrial Engineering and Engineering Research Institute
Iowa State University
E. Robert Baumann
Program Director
Keith L. McRoberts
Project Coordinator
C. E. Smith
Associate Project Coordinator
for
Manpower Development Staff
Office of Water Program Operations
U.S. Environmental Protection Agency
Washington, D.C. 20460
June 1973
EPA Grant No. 5P2-WP-195-0452
This work is supported by the Department of Industrial
Engineering and the Engineering Research Institute at
Iowa State University.
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TABLE OF CONTENTS
Page
LIST OF FIGURES 1-ui
LIST OF TABLES I-iv
1. INTRODUCTION 1-1
1.1 Study Objectives 1-3
1.2 Study Techniques 1-3
1.3 Conclusions Based on Field Studies 1-7
1.4 Precautionary Note for the User 1-8
1.5 Modular Approach to Manpower Planning 1-9
1.6 Importance and Use of Occupation Descriptions and
Specifications in Manpower Planning 1-10
1.7 Time Factor Measurement 1-39
1.8 Factors Affecting the Time Variability 1-41
1.9 Scope of the Manual 1-43
2. GENERAL APPLICATION 1-45
2.1 Typical Plant Profile within the Scope of This Study 1-45
2.2 Development and Organization of the Criteria 1-47
2.3 Occupation Descriptions and Specifications Applicable
to Small. Plants 1-48
2.4 Unit Processes and Task8 on Which Guidelines Are
Based I-il
3. GUIDELINES RELATING OCCUPATION DESCRIPTIONS, TASKS, AND
TIME ESTIMATES 1-75
4. SAMPLE CALCtTLATION OF STAffING REQUIREMENTS USING TUE
GUIDELINES 1-87
5. SAMPLE STAFFING PATTERI S 1-113
6. REFERENCES I-ill
J f/
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I — L ia
Page
APPENDIX t-A: DESCRIPTION OF APTITUDES, INTERESTS, T fPER.AZIENTS,
PHYSICAL DEMAND, WORKING CONDITIoNS 1-118
APPENDIX I-B: GLOSSARy 1-120
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‘—iii
LIST OF FIGURES
Page
Fig. I-i. Modular approach to manpower planning. I-Il
Fig. 1-2. Dynamic characteristics of work relationships and
variables (1 through 15) which influence the ef-
fectivenes8 of human effort. 1-14
Fig. 1-3. Influence of job performance, wastewater treatment
facilities and waste on system effectiveness. 1-15
Fig. 1-4. Influence of phy8ical facilities on total system
effectiveness. 1-16
Fig. 1-5. Influence of wastewater treatment facilities and
unit processes on the task list. 1-18
Fig. 1-6. Basic building blocks for specific job assignments. 1-19
Fig. 1-7. Components of the job assignment. 1-20
Fig. 1-8. Influences on the job specification and description. 1-21
Fig. 1-9. Selections based on job specifications. 1-23
Fig. 1-10. Bases of job performance. 1-25
Fig. I-Il. Dynamic characteristics of work relationships and
variables (1 through 19) which influence the ef-
fectiveness of human effort. 1-27
Fig. 1-12. Flow chart for the preparation of job descriptions
and job specifications. 1-29
Fig. 1-13. Steps required to perform a specific job (worker
function scale). 1-30
Fig. 1-14. Additional steps required to perform a specific job. 1-31
F g. 1-15. Siary chart of worker function scales. 1-35
Fig. 1-16. Incorporation of planning tools into the conceptual
model. 1-38
Fig. I-li. Time estimate stratification. 1-40
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I- Lv
LIST OF TABLES
Page
Suary statistics from 138 plants studied.
Example job level and orientation profile.
Tasks which are identified with each unit process.
Average hours per week on tasks associated with
treatment type 1.
Average hours per week on tasks associated with
treatment type 2.
Average hours per week on tasks associated with
treatment type 3.
Table I-i.
Table 1-2.
Table 1—3.
Table 1-4.
Table 1-5.
Table 1-6.
1-5
1-36
1—72
1-76
1-81
1-84
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1
I. INTRODUCTION
The treatment of wastewater is vital to our survival. Little
needs to be said regarding the importance today of Its effective
treatment to prevent the pollution of our water resources, our streams,
rivers, and lakes; the water we drink.
This study is one of many which has as its primary objective
improved wastewater treatment. To meet the current concern for preserva-
tion of environmental quality, many factors contingent to the problem
must be examined. Some factors are readily recognizable and highly
popularized as faults that degrade our surroundings while others
are more obscure and do not capture public attention.
The steps which must be taken to correct and control many of the
problems are fundamental. Analytical and technical knowledge needed
to develop control measures is already available and requires only the
proper authorization and support to be implemented. In the area of
water pollution control, proper wastewater treatment is one such control
measure. One mechanism for good control is to insure that new and
existing treatment plants are operated by adequate numbers of well-
trained staff.
The 1970 Federal Water Pollution Control Act, and the Amendment
of 1972 in support of activities to assist in the proper operation of
waste treatment facilities, provides a significant opportunity to
develop adequate training programs in waste treatment plant design and
operation. However, the programs are disadvantaged by a lack of
information regarding both “task” and “cost” factors. Task factors
are defined as specific work elements which must be performed for proper
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1—2
operation of the plant and the estimates of time necessary to accomplish
these tasks. Without this information, estimates of the true costs
of operation and maintenance are inadequate and unrealistic. Develop-
ment of operating planning factors to determine current manpower needs
and training requirements, based on adequate knowledge of tasks and
costs, can provide benefits to communities operating treatment facilities
in cost control. But more importantly, these factors provide benefits
in the maintaining of high quality treatment systems. Information
regarding task factors forms the basis for manpower planning guide-
lines. In other words, identifying crew size requirements, job specifica-
tions, and job definitions is a function of descriptive parameters of
the size and type of plant. Specific benefits which accrue from the
development of guidelines for manpower planning are bases on which to
provide:
1. Design of man-machine systems
2. Orientation of work space
3. Design of work space environment control
4. Development of career structures
5. Identification of tasks required for optimal operation
6. Specifications of manpower requirement
7. Establishment of manpower selection standards
8. Identification of training requirements
9. Development of aids in job performance
10. Evaluation of work performance
Detailed knowledge of requirements in each of the above areas would
assist in maintaining a water pollution control development program de-
signed to provide a desired, high environmental quality standard.
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1-3
Through study results already reported to EPA, task analyses, job
profiles, and many other facets of operating a conventional wastewater
trea ent plant have been identified. These studies, however, have
so far referred to high volume treatment plants [ daily capacities oier
I million gallons per day (MGD)] and do not necessarily apply to the
operation of smaller volume plants (capacities of 999,999 gallons per
day and less). In many areas of the United States, custom design of
small, municipal, conventional plants is widespread. In this small-
plant category, over 200 were found in Iowa — the primary source of
data for this study. Thus, there is a very real and growing need for
the acquisition of operation and maintenance information which can be
used to provide realistic estimates of manpower needs and training
requirements for the small wastewater treatment plant.
1.1 Study Objectives
To meet the above stated needs, this study proposed:
To develop occupation descriptions and specifications for
conventional waste treatment facilities having an average
design flow of 0-1 MCD and to provide time requirement
estimates for job tasks in such a manner as to provide
bases for staff planning and hiring guides, training programs,
and operating procedure recoumiendations.
1.2 Study Techniques
For the purpose of providing information on manpower needs and
training requirements for municipal treatment plants, data was collected
from a sample of facilities varying in average design flow up to 1 MCD.
The method of sample selection was based on initial surveys of facility
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1-4
and sludge digestion
filter and final
without primary
sizes and locations for each category and size represented. A sequential
sampling was employed in the sense that the initial sample size was
increased depending on the availability and variability of the data
initially obtained.
Treatment plants operating in Iowa and the immediately surrounding
states were considered representative of the population of such facilities
in the United States.
The facilities included in this study can be classified into three
basic types:
Type 1: Primary sedimentation with separate sludge digestion
followed by a trickling filter and final sedimentation
tanks
Type 2: Imhoff tanks incorporating sedimentation
in a single unit followed by a trickling
sedimentation tanks
Type 3: Completely mixed activated sludge syst n
sedimentation.
Since the plants in the 0-1 MGD range are frequently operated with
part-time labor in the lower ranges and up to three or more in the upper
ranges, the data was separated into five size classifications of 200,000 gallons
per day average design flow. Table I-I. stmunarizes statistical data
from 138 plants included in this study.
The visitations to the various plant sites afforded an excellent
opportunity to observe conditions which normally are not evident from
pure statistical tabulations of data. While these observations do not
lend themselves to hard and fast recommendations, the study would be
incomplete without including this element as background material.
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Table I—I. Summary statistics from 138 plants studied.
Class
Reported
man-br/
week
Reported
No.
employed
Total
No. of
plants
Avg
emp loyed/
plant
Avg
man-hr/
wk/p lant
I
Primary sedimentationa
452
26
1.5
1.73
30.1
0.0-0.2 MCD
Imhoff tankb
Activated sludgeC
Composite
596
259
1307
44
j i
87
30
61
1.46
1.06
1.42
19.8
16.1
21.4
II
Primary sedimentation
786
34
17
2.00
46.2
0.2-0.4 MCD
Enhoff tank
Activated sludge
Composite
180
38
1004
9
3
46
6
2
25
1.50
1.50
1.84
30.0
19.0
40.1
III
Primary sedimentation
995
31
18
1.71
55.2
0.4-0.6 MCD
Imhoff tank
Activated sludge
Composite
20
184
1199
1
4
36
1
3
22
1.00
1.33
1.63
20.0
61.3
54.5
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Table I-i. Continued.
Class
Reported
man-hr/
week
Reported
No.
employed
Total
No. of
plants
Avg
employed/
plant
Avg
man-hr/
wk/plant
I V
Primary sedimentation
360
22
7
3.13
51.4
0.6-0.8 MCD
Imhoff tank
Activated sludge
311
... .
.
2.66
103.6
Composite
671
30
10
3.00
67.1
V
Primary sedimentation
1093
34
17
2.00
64.3
0.8-0.1 MCD
Imhoff tank
Activated sludge
162
10
.
3.33
54.0
Composite
1255
44
20
2.20
62.7
Trickling filter preceded by primary settling tank.
Trickling filter preceded by Imhoff tank.
Completely mixed activated sludge, no primary settling.
1:
b 1 2:
CTyp 3:
I-I
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I—7
1.3 Conclusions Based on Field Studies
1. It appears that with more uniform and controlled testing require-
ments the plants would conceivably be operated at a more uni-
formly high level. This would tend to occur through inspection
pressures as well as supervised maintenance of minimum standards.
In an attempt to identify the current status of reporting require-
ments across the United States, information was obtained from
35 states. The diversity found in the operating requirements,
enforcement policies, and inspection standards was extreme.
2. Unless local authorities are n tivated to provide adequate manpower
and funds for proper operation of the treatment plant regardless of
where the initial funding originates, the plant is not going to
operate effectively. This includes providing adequate man hours,
operating supplies, equipment, wages and related support. A peculiar
problem to the small plant is that priorities are attached to other
duties in the cou iunity. Operators in the small plant may be strictly
part time with this responsibility shared with street repair, park
mowing, solid waste problems, and law enforcement.
3. The operation of the small treatment plant is greatly affected by
the motivation and training of the individual operator. This
training must include knowledge of basic processes, how to operate
properly the plant equipment, how to recognize potential trouble,
how to diagnose and make temporary repairs, and where to obtain
additional assistance if it is needed. Thus the training must en-
compass what the process is and does, how to control it, when to
take corrective action, and where to obtain competent aid in time
of stress.
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1-8
4. The 1972 Amendment to the Water Pollution Control Act provides
a vehicle for area wide planning and management in areas
which have substantial water quality control problems. Re-
search should be encouraged to establish quality control
measures and guidelines which can identify the problem areas
and thereby facilitate the implementation of the provisions
of the Act as amended.
1.4 Precautionary Note for the User
Information obtained and resulting in the descriptions, specifica-
tions, and time requirements herein included should be used with other
localized information (when available) relating to individual motiva-
tion and implementation. Further, the guidelines resulting from this
study must be regarded as first steps. As conditions change, operating
standards become more uniform and stringent, performance tends to become
more consistent and important, and technology provides additional
operational improvement. The descriptions, specifications, and time
requirements must change to more precisely reflect conditions. A mail
survey was made of all 50 states to determine the universality of the
time requirements after the completion of the field work.
The results did not refute the conclusion made in this study, but
the results obtained in the survey were inconclusive relative to the
responses provided. It would appear that the approach taken in this
study, i.e., on site investigation by trained field personnel, provide
greatly improved reliability over other presently available data.
The reader may wish to turn directly to 2.1, p. 1-45 for applica-
tion of the guidelines provided in this study.
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1-9
1.5 Modular Approach to Manpower Planning
The occupations necessary to wastevater plant operation are composed
of various jobs which are identified by particular task groupings neces-
sary to the completion of the occupation objective. For example, a plant
which is operated by one individual will require an occupation descriptLon
which identifies that objective. Further, the occupation description
will be composed of jobs which indicate the operation and/or maintenance
of an individual unit process such as a primary sedimentation system,
or a trickling filter. Unit processes are made up of specific tasks
which describe the sequence of activities which must be performed such
as flow adjustment, equipment inspection, sci.un removal, housekeeping, etc.
Plants which are in operation or under design and construction
vary in type, or the unit processes involved, for many reasons including
quality of influent, geography, climatic conditions, magnitude of flow,
and design philosophy. Once designed, a facility defines the unit
processes involved and the tasks required. The frequency of performance
of these tasks and the length of time per performance is largely deter-
mined by the quantity and quality of the influent. The skills and
knowledge requirements for the performance of these tasks is determined
by the complexity of the task, the tools and equipment involved, and
the degree to which improper performance can cause loss of quality,
impair treatment, or create unsafe conditions.
A modular approach indicates that each task is examined, measured,
and described so that the tasks become building blocks. Each task can
be identified as to time requirement and skill and knowledge requirement.
As such the task is independent and a plant profile, within the range
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1-10
of facilities for which the tasks are defined, can be synthesized by
putting together the appropriate building blocks.
Figure I-I. illustrates the concept of determining the time require-
ments for various occupation levels given the technological profile, in
terms of the unit processes and tasks, of any particular plant. Use
of this modular approach enables the resulting guideline factors to be
“tailored” to a specific plant and avoids a rigid standardization of
the results which may not readily apply to any “real” plant.
1.6 Importance and Use of Occupation Descriptions and
Specifications in Manpower Planning
Data derived from the disciplines of industrial engineering and
industrial psychology can be used extensively in manpower planning for
water pollution control. Industrial engineering brings to h m an
engineering the knowledge of equipment layout, work flow, job/task time
requirements, and safe use of plant facilities. Industrial psychology
makes its contribution in the area of testing, selection, placement,
training, counseling, and evaluation of workers. Both disciplines are
concerned with developing and implementing programs to promote efficient
manpower utilization.
Therefore, our purpose here is to
I. Give the manpower planner a capability to apply manpower
planning criteria
2. Provide a means for understanding the disciplines, methods,
and concepts applied to develop the criteria
3. Provide a means for understanding how the methods and concepts
of human engineers — industrial engineers and industrial
psychologists — can be applied to overcome problems and im-
prove practices related to manpower recruitment, utilization,
and retention.
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I-li
TASKS
TOTAL TIME: OCCUPATION LEVEL I.
II.
III.
Fig. I-I. Modular approach to manpower planning.
Average time by
required occupation level
I II Ill
x x
xx
xx
xx
xx
xx
xx
xx
‘ cc
Manpower planning is vital to the successful operation and maintenance
of wastewater treatment plants. Therefore, it is necessary to understand
what is implied when we discuss manpower planning.
©
0
©
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1-12
Manpower planning is the act of
1. Determining the organization’s manpower needs in terms of
numbers, skills, and capabilities, and matching these needs
with present employees to identify current human resource
needs in terms of skills, capabilities, and numbers
2. Determining the future manpower needs in terms of numbers,
skills, and capabilities based on expected retirement rates,
turnover rates, and the anticipated growth (or decline) of
the service provided to identify future human resource
needs in terms of skills, capabilities, and numbers with the
expected date when these needs will be paramount
3. Determining trathing requirements and developing programs to
meet the manpower and training needs and overcome problems
of manpower recruitment, retention, and utilization.
Manpower planning therefore results in personnel policies and
practices which support the filling of current as well as future man-
power needs. Planning will also have an influence and effect on the
present and future recruitment and selection procedures used and on the
type and amount of training and development offered to personnel. The
establishment of employment goals, training programs, and budget needs
is based on manpower planning done by administrators, design engineers,
state agency inspectors, etc.
In developing a “manpower staffing plan,” we must first analyze
the current system. System analysis identifies the system objectives
and evaluates the different strategies which are available for achieve-
ment of the objectives.
System analysis is the act of studying a total system to identify
and evaluate:
I. All inputs into the system, such as personnel, raw materials,
equipment, etc.
2. The actions and transformation activities being performed by
personnel and physical facilities on other system inputs to
achieve system objectives, and the time and frequency per-
formance associated with these actions
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1-13
3. The interrelationships between the different actions and
ac tivi ties
4. The outputs of the system as compared to desired objectives
5. The alternative actions and activities available for achieving
system objectives.
The result of a complete system analysis will be, among other
things, the identification of those treatment activities being per-
formed by the present facilities, the “work tasks” which need to be
performed by the plant personnel in providing these treatment activities,
and the time required to perform these tasks.
The planners for each treatment plant must accomplish the above,
either superficially or after great study and thought. In either case,
some guidelines for determining job assignments with their job descrip-
tions and specifications would be helpful.
To aid the planners in this analysis, a “conceptual model,” such
as that shown in Fig. 1-2, is provided to show pictorially the dynamic
characteristics of work relationships and those variables which influence
the effectiveness of human effort at work and their relationships.
Variables that are discussed are represented by a circle, while a
rectangle identifies those variables which influence or are influenced
by the variables studied. For identification purposes, each variable
is represented by a number (1 through 15). The arrows indicate direction
of influence; thus: A - B means A influences B.
1.6.1 System Effectiveness
We are primarily concerned with increasing the effectiveness of
wastewater treatment. “System effectiveness” (variable 1) represents
the extent to which the system produces an effluent which is socially
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1-14
/
[ i ej \\
- .
L ]
Fig. 1-2. Dynanilc characteristics of work relationships and variables
(1 through 15) which influence the effectiveness of human
effort.
Job
Performance
(15)
System
Effectiveness
(1)
W tewater
Treatment
Fac Iifles (2)
\
\‘
Motivation,
Worldng Condtions
;uperv;s;on,
Other (17)
I
I
I
I
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1—15
acceptable. “System effectiveness” is influenced by three major
variables: 1) the waste or influent being treated, 2) the present
wastevater treabnent facilities (variable 2), arid 3) the job per-
formance by the nployees (variable 15) (Fig. 1-3).
Job System Wostewoter
Performance — — Effectiveness Treatment
(15) (1) FacHities
_______________ _______________ ( 2 )
Waste
Fig. 1-3. Influence of job performance, wastewater treatment facilities
and waste on system effectiveness.
Another way of representing this relationship is to state the
following expression:
System effectiveness = f(JP, WF, W, 0)
where JP = job performance
WF wastewater treatment facilities
W = waste input
0 other variables.
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1-16
In our n de1, the “other variables” are not identified and are assim ed
to be relatively insignificant,
1.6.2 Wastevater Treatment Facilities
“Wastevater treatment facilities” (variable 2) represents the
current and given physical facilities at a treatment location. These
facilities might be new, old, or middle aged; well maintained or in
some degree of disrepair; excellently designed, poorly designed, or
somewhere in between.
This variable influences, as we have shown in Fig. 1-4, the total
system effectiveness. It is also the major variable influencing the
“unit processes” variable, for the treatment activities performed at
any location are a function of the condition and state of the physical
Fig. 1-4. Influence of physical facilities on total system effective-
ness.
System
Effact yenegs
(1)
W tewater
Treatment
Facfl te
(2)
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1-17
resources, the “wastewater treatment facilities.” This can be repre-
sented by:
Unit processes f(WF)
where WI = the wastewater treatment facilities.
1.6.3 Unit Processes
“Unit processes” (variable 3) identifies the different treatment
functions. Each unit process or function accomplishes a specified end
result which contributes to the total waste%qater treatment objective.
As an example, one unit process might be identified as grit removal.
This process references those plant facilities specifically designed
to remove grit from the influent.
Another way of viewing the unit process variable is to see it as
representing a way of classifying or categorizing portions of the
wastewater treatment facilities according to their function. The
unit processes influence the work tasks which must be performed by the
human resource as the operation and maintenance function of the waste-
water treatment facility (Fig. 1-5).
1.6.4 Task List
For the purposes of this manual, a work task is defined as
an action or action sequence grouped through time (and)
designed to contribute a specified end result to the
accomplishment of an objective and for which functional
levels and orientation can be reliably assigned. The
task action or action sequence may be primarily physical,
such as operating an electric typewriter; or primarily
mental, such as analyzing data; and/or primarily inter-
personal, such as consulting with another person.
Work tasks are performed by human resources in conjunction with
the physical facilities as the specified treatment activity is accompLished.
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1-18
Fig. 1-5. Influence of vastewater treatment facilities and unit pro-
cesses on the task list.
Only by the introduction of the human element do the wastewater treat-
ment plant facilities and their resulting treatment activities become
operational. The effective operation of the physical facilities re-
quires that certain functions be performed by the human resource
input. The “task list” (variable 4) therefore represents the variety
of different work tasks which are associated with wastewater treatment.
Work tasks viii vary in their complexity and in their demands upon the
employee.
“Task lists” are a function of the “treatment activities” per-
formed and are basic building blocks in determining specific job as-
signments (Fig. 1-6).
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1-19
Fig. 1-6. Basic building blocks for specific job assignments.
1.6.4.1 Time Task Requirement
Each task is measured in terms of the time which the performance
of that task should be expected to require.
1.6.4.2 Job Assignments
Job design is the act of determining which specific “work tasks”
will be grouped together and considered as a work unit for assignment
to one individual. The resulting group of “work tasks” assigned to one
employee is considered a work job assignment (ftg. 1-7). This may be
represented by:
Job assignment A = selected “work tasks”
Each “work task” requires an action or behavior on the part of
the employee which takes time and places various “demands” on the individual.
The normal approach to job design is to group “work tasks” such that the
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1-20
-
— -
—
—
( Job \d --
Fig. 1-7. Components of the job assignment.
time demand upon the individual, for the total job represents the time
the individual is hired to work. Normally this represents an eight-
hour workday.
1.6.4.3 Job Demands
The “work tasks” are also combined, where possible, so that demands
on the individual by the various work tasks are similar. That is, either
all, the work tasks place minimal demands on the individual, or the
majority of the work tasks place considerable, yet comparable demands
on the individual. “Job demands” (variable 8) therefore is influenced
by the job assignment and the work tasks associated with that assign-
ment. The “job demands” variable represents the abilities, personal
traits, and individual characteristics required of the employee to
adequately perform the job assignment.
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1-21
1.6.4.4 Job Specifications
Once the “job assignment” has been determined and the resulting
“job demands” identified, the “job description” and the “job specifica-
tion” can be written (Fig. 1-8).
Job
( nds
Fig. 1-8. Influences on the job specification and description.
Job specifications identify and summarize the trait components
for the specific job. They are used in determining the wage/salary
level of the position and in the selection procedure as a basis for
screening applicants and identifying the individual to be selected
for specific job openings. The job specification therefore is a very
important statement and needs to be carefully written.
1.6.4.5 Job Description
The “job description” is a statement in rather general terms about
the “tasks t ’ which comprise the job being described. It includes a
description of
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1-22
1. What actions or work tasks are to be performed by the worker
2. What accomplishments are expected by these actions or work
tasks
3. The tools or equipment the worker is expected to use or
operate
4. The degree of discretion the job holder has in determining
when actions are to be taken (i.e., whether actions are
prescribed by others or by equipment, or whether they are the
discretion of the worker).
The job’s design influences the “job description.” It also determines,
as has been noted, what demands the job will place on the individual.
1.6.5 Selection
The selection decision is based on the applicant’s ability to
perform the job, based on job specifications (Fig. 1-9). Typically
an entry-level examination is administered to assist in this determina-
t ion.
The individual selected brings to the job and the organization
specific capabilities and capacities (variable 12). It will be unusual
if the employee selected brings to the organization the necessary
requisites to fulfill the job demands immediately. In all probability,
the job’s demands will exceed in some manner the capabilities of the
employee when employed, and the employee’s deficiencies must then be
reduced through a training program.
1.6.6 Training
Training needs (variable 13) are thus a function of the “task list,”
job demands, job description (variable 10), and the employee’s capabilities
at any point in time (variable 12). Training needs, once identified,
should then lead to specific training activities (variable 14).
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1-23
I’
I”
I \
\
I \
\
I ( Spec;f;caf;ori\
I!
I! /
/
\ /
I! \ /
Actual
Employee
AbHties
(12)
Selection
.(1.I)
\
Training
Activities
(14)
Fig. 1-9. Selections based on job specifications.
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1-24
Training is defined as effort directed toward increasing an indi-
vidual’s skills and capabilities. If it is effective, it results in
modification of the individual’s behavior capabilities, and hopefully
leads to improved job performance and effectiveness. As the individual’s
capabilities are modified and changed, through training, there is a
corresponding revision of the individual’s deficiencies and thereby the
training needs.
Opportunities for appropriate training include formal academic
programs (leading to two- and four-year degrees), “short courses” on
university or coumunity college campuses, correspondence courses, and
on-the-job training in the operating facility.
1.6.7 Job Performance
The individual’s job performance (variable 15) is influenced by
the following:
Job performance f(EC, JD, TA and OF)
where (EC) = the given employee’s capabilities
(JD) the job’s description
(TA) the time allocated to the job
(OF) other significant factors
The need fo well-trained, highly capable employees to achieve highly
effective job performance is without question (see Fig. 1-1.0). There
is a direct relationship between the employee’s job performance and his
capabilities at a point in time. Other factors being equal, art increase
in the employee’s job capabilities will increase the possibility for
improved job performance.
-------
1-25
if’
/
/
/ /
\
/ /
I
/
/
//
I
I
System
Effectiveness
(1)
Job
Performance
(15)
Time
(16)
Other
Variables
(17)
\
Actual
Worker
AbHities
(12)
Fig. 1-10.
Bases of job pertormance.
-------
1—26
There are other variables, however, which are most significant in
influencing job performance. One is the time allocated to the total
job or the specific work tasks. Given equally capable individuals and
identical job assignments requiring six hours of time, the worker al-
located eight hours of time to perform the assignment will achieve
better job performance than the individual allocated less time, say
four hours, for the same assignment.
Likewise, the employee’s attitude toward the job, its pay, the
supervisor, and the working conditions generally will greatly influence
the employee’s level of motivation and the effort expended on the job
(variable 16). While the cause and effect relationships are difficult
to identify positively, it is generally true that low or inequitable
pay, poor supervision, undesirable working Conditions, scarcity of
resources, and lack of recognition will each influence attitudes
negatively and reduce levels of motivation, and thereby cause less
effective job performance.
We have now come full circle ... for the importance and influence
of job performance on the plant’s effectiveness have been recognized.
The complete model is again given in Fig. I-il. To complete our
conceptual model, we have added two additional variables. First, we
recognize that plant effectiveness is determined by comparing the
plant’s performance against predetermined goals or desired performance.
These goals are influenced by local, state, and federal agencies and
are a variable (18) to the extent that one desires and attempts to
achieve higher quality affluent. A “goals” variable has, therefore,
been added to the model.
-------
1—27
Fig. I—il.
onds
‘H
‘I
esses
Dynamic characteristics of work relationships and variables
(1 through 19) which influence the effectiveness of human
effort.
System
Effectiveness
(1)
Wastewater
Treatment
Facilities
(2)
[ waste
\
Management
Decision
(19)
Actual
Worker
Abilities
(12)
N
\
\
\
\
\
\
/
-------
1-28
The second variable is now a “management decision” variable.
This recognizes that the “managers” of each wastevater treatment plant,
in conjunction with the state water pollution control progr manager,
will compare each “plant’s effectiveness” against the “goals” which
have been established. When “plant effectiveness” is below the “goal,”
the plant “manager” will determine what action is required to improve
“plant effectiveness.” The state program manager will provide direction
and support as required. The actions taken to improve “plant effective-
ness” in these instances viii be varied.
The possible decisions include:
1. Modification of the “wastewater trea nent facilities”
2. Rearrangement of “work tasks” into job assignments for in-
creased worker utilization
3. Increased training activities
4. Allocation of increased time for job performance
5. Increased pay for job assignments
6. Improved worker selection techniques
7. Improved use of the human resources through better supervision.
1.6.8 Development of Planning Criteria
The flow chart shown in Fig. 1-12 provides an illustration of the
steps required to prepare job descriptions and job specifications.
This chart is supported by Figs. 1-13 and 1-14, which provide pictorial
illustrations of the steps as discussed herein. Three new terms, “oc-
cupational definition” (step 8), “qualifIcations profile” (step 10),
and “staffing guide” (step 11) have been introduced.
-------
1—29
Step
I Determine total treatment activities to be accomplished. (See A, Fig. 1—14.)
2 Describe the tasks within each treatment activity. (See B, Fig. 1-14.)
3 Estimate the time required to perform each task.
4 Group tasks according to general task categories. (See C, Fig. 1 -14.)
5 Evaluate groups in terms of kind of work performed and technology. (See
B and C, Fig. 1—14.)
6 Determine if cumulative totals of estimates of workday time for the tasks
in tentative groups will justify full—time jobs. (See Table 1—5.)
7 Evaluate and adjust groups untr t mast feasible practical arrangements of
tasks are developed.
8 Prepare occupational definition. (See 0 and E, Fig. 1—15.)
9 Determine job demands (general). (See F, Fig. —15.)
10 Prepare qualifications profile. (See G, Fig. 1—15.)
11 Formulate staffing guide.
12 Determine certification requirements.
13 Determine job assignments.
14 Prepare detailed job descriptions.
15 Determine job demands (specific).
16 Prepare job specifications.
Fig. 1-12. Flaw chart for the preparation of job descriptions and job
specifications.
-------
UNIT
PROC ESS ES
(A)
TAS KS
(B)
-4
0
TASK CATEGORIES
(C)
Fig. 1-13. Steps required to perform a specific job (worker function scale).
-------
UNIT PROCESSES
D) OCCUPATIONAL
DEFIN!TIONS
V
E) Occupational
Description——a statemen
Containing such items as:
Actions or work tasks to
be performed
Accomplishments expected
Tools and/or equipment
Supervision given or
received
Working conditions
Hazards
(see page 26)
F) Job Demands (general)
——the abilities
personal traits, and individual
characteristics required to per-
form job assignment
duc at ion
Experience
Training
Judgment
Initiative
Physical effort
Physical skills
Communication skills
Emotional charac-
teristics
Unusual sensory demands
such as sight, smell,
hearing
Degree of discretion
I-4
I -
G) Oualificotions
Profile——a statement which identifies and summarizes the
worker trait components required for the specific occupation
Worker function level for Interests
data, people, things Temperaments
Physical requirements
General education requirements Orientation
Specific vocational preparotion
needed
Fig. I-14. Additional steps required to perform a specific job.
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1—32
1.6.9 Occupational Definition and Qualifications Profile
The term “occupational definition” corresponds with the term “job
description” previously identified. The major difference is that an
occupational definition applies in general terms to personnel performing
a group of tasks (examples of two completed occupational definitions are
provided at the end of this section of the manual). They serve as
tools or guides for the preparation of job descriptions which are pro-
vided for as specific job or family of jobs at a given facility.
There are two significant inputs leading to occupational defini-
tions. First, there is the quantitative process such as work simplifica-
tion, methods engineering, time and motion study, and measurement.
These methods are applied in the design and layout of the vastewater
treatment facilities, unit processes, the design of work tasks, and
the grouping of work tasks. They also coincide with the design and loca-
tion of equipment to facilitate performance of required tasks often
referred to as Ithuman factors.”
Second, the qualitative process (job study) involves the subjective
determination of the characteristics that are required of an employee
to perform a particular job. A statement which identifies in general
terms the job demands, the minimum requirements of the individual
selected to perform the given job assignment, is typically identified
as the “qualifications profile.” It also identifies those abilities,
personal traits, and individual characteristics required of a worker
to achieve average-successful job performance.
A qualifications profile corresponds with the term “job specifica-
tions.” Again the major difference is the degree of generalization,
-------
1-33
in that a job specification is prepared for a specific Job at a given
facility. The qualifications profile serves only as a model or planning
tool. Often the term “occupational definition” used alone refers also
to the qualifications profile.
It is recognized that work tasks may vary in complexity, from the
simple to the highly complex, and thereby place differential demands
upon the worker. The method used by the U.S. Employment Service for
describing what workers do while performing a given work task recog-
nizes that all work is related, in some manner, to data, peopLe, or
things.
What workers do as they perform the tasks that make up their
jobs, they do in relation to Data, People, and Things. All
jobs involve the workers, to some extent:, with information
or ideas (data), with clients or co-workers (people), and
with machines or equipment (things).
Each work task places unique demands upon the worker. If a task
requires the worker to be involved with machines or equipment (things),
the worker will use physical resources (strength, dexterity, motor
coordination, etc.). Work tasks which require the worker to connnunicate
and use information or ideas (data), will require the worker to use
mental resources (knowledge, thought, decision making, insight, etc.).
And finally, work which requires the worker to associate with customers,
and co-workers (people), will require the worker to use interpersonal
and social resources.
The concrete and specific actions workers perform in relation
to Data, People, and Things as they execute different tasks
can probably be described in an infinite number of ways; that
is, there are as many specific ways of expressing what workers
do in relation to Data, People, and Things as there are
specific tasks to be performed or unique content and condi-
tions to which to relate. While there may be an infinite
number of ways of describing tasks, there is only a handful
of significant patterns of behavior (functions) which describe
how workers use themselves in relation to Data, People, Things.
-------
1-34
These patterns of behavior which have been articulated as describing
generally the entire universe of work are defined in “worker function
scales” (Fig. 1—15).
The functions in each of the three areas of Data, People,
and Things can be defined by a Worker Function Scale, in
which the performance requirements range from the simple
to the complex in an ordinal scale. The scale is ordinal
(that is, one in which any point on the scale includes
lower levels and excludes the higher ones). For example, on
scanning the Worker Function Scale for Data, when one selects
the compiling function as the appropriate worker behavior
to describe the way a worker must relate to information in
a given task, he is deciding two thing8: (1) that the
worker’s performance is more complex than copying and less
complex than analyzing; and (2) that the worker must be able
to perform all or at least comprehend all the data functions
below compiling , but does not have to be able to perform or
comprehend higher functions such as analyzing or coordinating .
It is now possible to identify the “level” and “orientation” of a
job which are measures of the job’s requirements or demands on the
individual (variable 8).
The level of a task indicates the relative complexity of a task.
It is expressed by selecting the appropriate pattern of behavior on
each of the worker function scales. The ordinal position of the func-
tion, on each scale, is the level measure. Thus, for the data function
scale, tasks requiring computing and compiling are a higher level than
those requiring only copying.
The orientation measure indicates the relative involvement of the
worker with data, people, and things as he performs a given job assign-
ment. For example, Table 1-2 shows a job which requires 50% of the
worker’s time working with data at a copying level, 407. of the worker’s
time working with people in the exchange of information, and 1O7 of the
worker’s time relating to things at the handling level.
-------
DATA
PEOPLE
THINGS
SUPERVISING
CONSULTING, INSTRUCTING,
TREATING
COACHING, PERSUADING
DIVERTING
I
EXCHANGING INFORMATION
\/
TAKING INSTRUCTIONS-HELPING
SERVING
V
\
PRECISION WORKING,
SETTING UP
MANIPULATING
OPERATING-CONTROLLING,
DRIVING OPERATING
\/
HANDLING
FEED ING—OFFBEARI NG,
TENDING
SYNTHESIZING
MENTORI NG
COORDINATING,
INNOVATING
ANALYZING
NEGOTIATING
/
COMPUTI NG,
COMPILING
/
COMPARING
V
U’
Fig. I—IS.
Suu nary chart of worker function scales.
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1-36
Table 1-2. Example job level and orientation profile.
Area
Functional, level
Orientation
Data
Copying
5O7
People
Exchange
information
4O7
Things
Handling
io°
A job specification therefore summarizes the worker trait components
which are required of the worker assigned a specific job. The specifica-
tion identifies:
1. Worker function level for data, people, and things
2. General education requirements
3. Specific vocational preparation needed
4. Approximate interest
5. Temperaments required
6. Physical demands of the job
7. Working conditions of the job.
A more detailed discussion of the “components and benchmarks” is
used by the U.S. Department of Labor in describing worker characteristics
and abilities that contribute to successful job performance.
1.6.9.1 Certification Requirements
Certification requirements which appropriately reflect job demands
serve as a planning guide in determining training needs. The task list
should be used extensively in developing statewide certification require-
ments and training courses. Each class or training period should be
designed with appropriate task requirements and end performance objectives
-------
1—37
defined. Completion of training phases should be followed by rigorous,
yet realistic examinations. Proper training of plant personnel re-
garding how to perform operating and maintenance tasks, the impact of
improper task performance, and the ability to “troubleshoot” problems
as they occur and to take proper corrective action are of the utmost
importance. For the small plant which is dependent upon a relatively
small number of people, the training factor is crucial. As an aid
to the small plant operation, it is important that:
1. Statewide certification standards be provided to assure that
adequate capability and knowledge levels are maintained
2. Regional training courses in all phases of plant operation be
continually made available
3. A competent professional staff be available through state
agencies, private organizations, or other governmental
units which can readily provide troubleshooting assistance,
emergency relief, and perhaps aid as a “clearinghouse’ t in
locating and placing qualified people in operating positions
at small plants
4. Attention be given to wage scales and compensation plans
to small plant personnel to encourage competent individuals
to take the responsibility of plant operation.
Figure 1-16 incorporates the planning tools, certification require-
ments (A), staffing guide (B), and occupation definitions (C) into the
conceptual model.
1.6.10 Star y
The work performed by personnel associated with wastevater treatment
plants is quite varied. It requires that each organization develop,
for those positions within that organization, job descriptions relevant
to specific job assignments. Only then can the appropriate job
specifications be determined and written and proper selection, training
and certification be performed.
-------
1-38
System
Effectiveness
(1)
Pay, Motivation,
Working Conditions,
Supervision
Other
(17)
Actual
Worker
Abilities
(12)
-J
Selection
(11)
A
/
V
/
/
/
\
/
J
Fig. 1-16. Incorporation of planning tools into the conceptual model.
/
/
-------
—39
The data supplied in this manual and the occupational descriptions
and specifications can be used as guides to help develop job descriptions
and specifications applicable to the specific positions within an
organization. The analysis of the work being performed currently and
consideration of future work requirements is a part of “system analysis”
and the managers’ responsibility.
1.7 Time Factor Measurement
Data obtained from wastevater treatment facilities visited by
trained field engineers were stratified by process type and flow classifica-
tion. This data provided information regarding the frequency and time
necessary to accomplish each task. The time estimates from the field
were stratified to take into account some of the variation that existed
due to:
1. Nonstandardization of plant size and design
2. Nonstandardization of operator methodology
3. Nonstandardization of the measure of plant performance
4. Nonstandardization of operator training or experience
5. Nonstandardization of crew size, definition of duties, or job
priorities
6. Low frequency of performance of many of the identifiable
tasks.
A fundamental principle of work measurement is that the measurement
be made on a well-defined job performed by a trained operator. The
lack of existing standards of performance prevented this base. Where
the work performed has a wide variation, the job is broken into elements
for the purpose of reducing the variability in measurement. Each element
-------
1-40
is then measured in such a manner as to obtain an estimate of the
mean time and the dispersion of the time around the mean. In this
instance, the variance reduction was accomplished by describing tasks
within activities, plant size, and type. The structural hierarchy of
this nesting of data is shown in Fig. 1-17.
PLANT TYPE— 1
‘—SIZE CLASS 1
LUNIT PROCESS
LTASK GROUPING
Fig. 1-17. Time estimate stratification.
The data so collected provided a basis for a mean time against
which a planner or supervisor may compare his projected or actual
performance. Used in this way, the data provide a guideline to the
planning factors necessary to adequate staffing of small wastewater
treatment plants.
In obtaining the data, it was found that some of the tasks were
performed daily, weekly, monthly, or annually. Further, some of the
tasks were performed by more than one person. For example, sludge
disposal or some of the maintenance functions may be done a few times
a year by two men working together. Recognizing that these variations
exist, the data were structured to permit a uniform and consistent
means of estimating manpower needs. All data has been transformed to
hours per week in the preparation of this planning guideline. Conse-
quently, instructions for converting the data where the operation is
to be used in frequencies other than weekly are provided where necessary.
-------
1-41
1.8 Factors Affecting the Time Variability
A number of factors affect the operation of small facilities in a
manner not unlike the phenomena experienced by larger plants. These
factors have been discussed in previous studies reported to the Environ-
mental Protection Agency. Principle among those which the small plant
faces are:
1. Nondomestic waste. In the smaller communities the type of
waste that enters the system may provide difficult control
conditions. This is particularly true of a nonuniform influx
that might result from creamery operations, packing plants,
and other nortdomestic processes which inject a heavy loading
on the plant. A plant which has been properly designed and
maintained will have fewer problems, but the operating tasks
may well require higher-than-expected time duration.
2. Storm water. A shock load from ground water influx following
a rain storm can be detrimental to the processes of wastewater
treatment, particularly if the plant is operating at a marginal
level of its design specifications. In any event, these
surges create imbalances in the operation which again require
higher-than-normal time requirements in the operating tasks.
3. Equipment condition. Plants operating with old equipment
which has been properly maintained will require higher time
factors in the maintenance-related tasks. This also is true
of plants where the equipment has been improperly maintained,
but this condition tends to create a requirement of higher-
time factors for operational as well as maintenance-related
-------
1-42
tasks. An attempt to reduce manpower requirements by nutting
the tasks of housekeeping and other maintenance-related tasks
will ultimately result in higher time requirementR and other
penalty costs.
4. Climate variations. Without question, certain factors are
imposed by extreme temperature variations. However, the
properly designed plant will minimize the impact of these
factors. Extreme cold can create line-freeze problems which
are costly to correct. Consequently, the frequency and dura-
tion of certain tasks may vary some with extreme conditions.
5. Operator training. Proper training of plant personnel regarding
how to perform operating and maintenance tasks, the impact
of improper task performance, and the ability to “troubleshoot”
problems as they occur and to take proper corrective action
is of the utmost importance. For the small plant which is
dependent on a relatively small number of people, the training
factor is crucial. As an aid to the small plant operation,
it is important that:
a) certification standards be provided to assure that adequate
capability and knowledge levels are maintained
b) regional training courses in all phases of plant operation
be continually made available
c) a competent professional staff be available through state
agencies, private organizations, or other governmental
units which can readily provide “troubleshooting” assistance,
emergency relief, and perhaps aid as a “clearinghouse” in
locating and placing qualified people in operating posi-
tions at small plants.
d) that attention be given to wage scales and compensation
plans to small plant personnel to encourage competent
individuals to take the responsibility of plant operation.
-------
1-43
1.9 Scope of the Manual
The previous discussion has presented tn methodology of the study
conducted to:
1. Adequately identify and describe the requirements of the job
necessary to small plant operation
2. Specify the attributes necessary to meet the requirements
of the job
3. Provide time factors to guide the planning for the number of
people needed to staff the identified positions.
Since the detailed planning is a function of the tasks which must
be performed, and the tasks are to a large degree specified by the
plant design, the staffing requirement determination is a three-step
process:
Step I. Based on the specific plant design and process, the
knowledge in each case of outside available maintenance
assistance, and the particular emphasis that the responsible
individual(s) for plant management may wish to take, the
activities and tasks which are to be performed must be
identified.
Step 2. For the selected tasks, the expected task time can be
obtained from tables included in this manual.
Step 3. The task time must be allocated to the positions. If
the resulting total time requirement is greater than a
standard work week (herein assumed to be 40 hours), then
multiple personnel are required within the same job
description or assistance is needed in the form of one
or more of the other described jobs. It may be desirable
-------
1-44
to break the work time in order to spread it over the
active treatment demand period. However specific shift
breakdowns to cover periods in excess of a normal work
day are not included herein.
Examples of the application of data presented appear in subsequent
sections.
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1-45
2. GENERAL APPLICATION
2.1 Typical Plant Profiles within the Scope of This Study
Three general types of facility for wastewater treamnent in the
size range 0-1 MCD were included within the scope of this study. These
types were referenced in the preceding sections as types 1, 2, and 3
and are more fully described below. Plants included in this study were
not required to chlorinate the discharge to streams. Package plants,
lagoons, oxidation ditches, and processes other than described below
are not included in this study.
Primary sedimentation: Primary sedimentation with separate sludge
digestion followed by a trickling filter and
final sedimentation tanks.
Treatment facilities of this type were found in all size
ranges covered in this study. The unit processes found in
this type plant included the following: a) usually a lift
station at the plant; b) a screening device, sometimes bar
screens and sometimes consninutors; c) grit chambers, both hand
cleaned and mechanically cleaned; d) primary sedimentation
tanks, usually with mechanical cleaning equipment although
some hopper bottom tanks were provided; e) usually separate
heated and lor unheated sludge digestion, although a few
plants were filtering raw sludge for landfill disposal;
f) primary sedimentation; g) followed by a trickling filter
usually circular with a rotary distributor although some fixed
nozzle filters were found; h) final sedimentation in either
mechanically-cleaned sedimentation tanks or hopper-bottom
sedimentation settling tanks. Sludge from the final sedimentation
-------
1-46
tanks was returned by gravity to the wet wall of the lift
station or pumped to the influent of the plant if a lift
station is not provided; i) digested sludge is either dried
on sand drying beds or wet hauled to agricultural land.
Imhoff tank: Imhoff tanks incorporating sedimentation and sludge digestion
in a single unit followed by a trickling filter and final
sedimentation tanks.
These facilities generally had a capacity of less than 0.3 MCD.
The unit processes provided at these plants usually in-
cluded: a) a lift station although in some instances gravity
flow was possible; b) usually a screening device, commonly a
hand-cleaned bar screen; c) sometimes a grit chamber generally
hand cleaned; d) an Imhoff tank — either rectangular or
circular; e) a trickling filter, almost always with a rotary
distributor; f) a final sedimentation tank, oftentimes with
a hopper bottom so that no mechanical cleaning equipment was
needed. Sludge from the final sedimentation tank would flow
by gravity back to the wet well of the pumping station
and if no pumping station was provided, a lift pump was needed
to pump the sludge back to the plant influent; g) sand drying
beds were usually provided for drying of the digested sludge,
which was disposed of on land or in a landfill.
Activated sludge: Completed mixed activated sludge system without primary
sedimentation.
Activated sludge plants were found in all size ranges covered
in this study. The unit processes found in this type of
plant included the following: a) a lift station with the
total raw waste flow going directly into b) aeration tanks;
-------
1-47
c) sometimes through a bar screen or cori ninutor device (grit
chambers were usually not provided). The activated sludge
process used was either extended aeration or contact stabiliza-
tion with most of the plants using diffused aeration with
positive displacement blowers; d) final sedimentation tanks
were equipped with scum baffles and if mechanical sludge
removal was provided mechanical scum removal was also pro-
vided. Some of the final sedimentation tanks had hopper
bottoms which required no mechanical equipment. Return sludge
pumping to the aeration tanks was usually accomplished with
air lift pumps; a) many plants were followed by small polishing
lagoons; f) some plants were equipped with aerobic digestors
for digesting waste activated sludge; and g) some were pro-
vided with sludge holding tanks while others had no provisions
for sludge wasting.
2.2 Development and Organization of the Criteria
This study was designed to describe the variations in processes and
tasks in the plant types described and also to account for time duration
and frequency of task performance variations as the average flow in-
creased through the range from 0 to 1 MCD. As a result the approach
taken included separating the facility data and information by type and
flow and to describe the tasks which generally must be performed for
each of the unit processes.
The resulting 156 task items under 2-unit processes were identified
as separate and distinct units. Basic data necessary as outlined in
-------
1-48
Section 1.1 are the occupation descriptions which identify the scope of
duties which a given occupation should be expected to perform and the
background skill and knowledge levels which these occupations require.
The time data for each of the tasks, and the identification of the
minimum occupation level which should have the responsibility for
proper performance of these tasks are also included.
It should be noted that the tasks for which times are included
refer to normal preventive maintenance and simple repairs. In laboratory
testing, many tests were not performed but the times reflect sample
preparation for testing elsewhere.
2.3 Occupation Descriptions and Specifications Applicable to
Small Plants
For the plant operation at the flow ranges in this study, five
occupation levels have been identified. These are:
Operator II, small wastewater treatment plant
Operator I, small wastewater treatment plant
Shift Operator II, small wastevater treatment plant
Shift Operator I, small wastewater treatment plant
Helper, small wastewater treatment plant
A separate classification of superintendent reflecting the
specialized type of supervision and a more expansive organization
structure has not been included for facilities of this size. An
operator carries the responsibilities of training and general super-
vision of the plant operation. His reporting level is most frequently
to a member of the local governing authority and a more complex
organization to include an intermediate supervision is not warranted.
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I -49
Detailed description of these occupations are included on the
foflowing pages. It should be noted that the difference between
Operator I and II exists in the vocational preparation. The Operator II
level is distinguished by training beyond the 1-year level. The specific
tasks which should be the responsibility of this level of training are
identified in Section III.
*
2.3.1 Operator II (Small Wastewater Treatment Plant)
2.3.1.1 Job Description
Operates wastewater treatment equipment to regulate flow and
processing of wastevater and the waste solids produced. Monitors
control panels and adjusts valves and gates manually or by remote
control to regulate flow of wastewater and waste solids. Ob-
serves variations in operating conditions and interprets meter and
gauge readings and test results to determine processing require-
ments. Starts and stops pumps, engines, and generators to control
flows of chemicals, wastewater, and solids through the unit pro-
cesses. May operate and maintain power generating equipment to
provide heat and electricity for plant. May operate incinerator.
Operates automotive equipment.
Analyzes and evaluates operation and maintenance functions
for wastevater treatment plants processing an average daily flow
of less than 1 million gallons; initiates or recommends new or
improved practices. Controls expenditure of budgeted funds and
requests approval for major expenditures, as required. Maintains
effective communications and working relationships with other
municipal employees, government officials, and general public.
Composes routine correspondence and handles routine inquiries from
the public. Maintains shift log and records meter and gauge
readings.
Performs and/or supervises all preventive and corrective
maintenance on plant and equipment except where he decides the
work must be subcontracted out. Responsible for maintaining
buildings, structures and grounds. Establishes preventive
maintenance program and regularly inspects plant and mechanical
equipment for malfunctions and needed repair. Keeps maintenance
records. Performs craft-oriented duties (i.e., electrician,
painter, plumber, etc.), along with general custodial tasks as
required. Requisitions chemicals and supplies.
*The detailed information which served as a base for the occupation
description may be found in Handbook for Analyzing Jobs , U.S. Department
of Labor, Manpower Administration, 1972 and Estimating Manpower Require-
meats and Selected Cost Factors for Small Wastewater Treatment Plants ,
Engineering Research Institute, Iowa State University, Ames, Iowa. 1973.
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1-50
Collects samples of raw, partially treated and treated waste-
water samples of waste solids (sludge) and other by-products. As-
sembles analytical instr .nnents and prepares or arranges for purchase
of test solutions routinely used in laboratory. Operates equip-
ment and conducts tests to determine efficiency of plant operation
to insure that plant effluent meets local, state, and federal
requirements. Maintains test result records, data sheets and
reports. Files reports as required with the proper enforcement
authorities. Cleans, maintains and stores instruments and equip-
ment. Maintains inventory and orders supplies. Performs custodial
duties in laboratory.
2.3.1.2 Qualifications Profile
1. General educational development
a. Reasoning
1. Ability to apply knowledge of wastewater treatment
principles to solve practical problems of plant operation
2. Ability to interpret a variety of written, oral, or
diagrammatic instructions
3. Ability to apply principles of rational systems (book-
keeping, Internal combustion engines, electric wiring
systems) to solve practical problems of vastewater
treatment.
b. Mathematical
1. Perform ordinary arithmetic and algebraic procedures
in standard, practical applications
c. Language
1. Establish and maintain communications with superiors,
co-workers and subcontractors
2. Ability to comprehend oral and written instructions,
record information and request supplies and work orally
or in writing
3. Ability to interpret technical manuals, blueprints and
plant specifications
2. Specific vocational preparations
a. Completion of operator training course or equivalent training
and experience
b. State operator certification, if applicable
-------
1-51
c. Six to twelve months experience in wastewater treatment
plant, depending upon formal training, prior experience
and plant design
d. Training beyond the one-year level given in any of the
following circumstances:
I. Vocational education (shop training, technical school)
2. In-plant training (training given by employer in form
of organized classroom study)
3. On-the-job training (instruction given to trainee on
the job by a qualified worker)
4. Essential experience in other jobs (experience re-
ceived in less responsible jobs or other jobs which
qualify for a higher grade job)
*
3. Aptitudes — relative to general working population
a. Intelligence
b. Verbal
c. Numerical
d. Spatial
e. Form perception
f. Clerical perception Middle third
g. Motor coordination
h. Finger dexterity
i. Manual dexterity
j. Eye-hand-foot coordination
k. Color discrimination
4. Interests*
a. Prefer activities of a routine, concrete, organized nature;
dealing with things and objects as opposed to activities
of an abstract or creative nature
*
See Appendix A for explanation of desired worker traits.
-------
1-52
*
5. Temperaments
a. Situations involving a variety of tasks often characterized
by frequent change as opposed to repetitive short cycle
operations
b. Situations involving the direction, planning and control
of an entire activity or the activities of others
c. Situations involving working alone and apart in physical
isolation from others, although the activity may be inte-
grated with that of others
*
6. Physical, demands
a. Medium work; involving climbing, balancing, stooping,
kneeling, crouching, reaching, handling and fingering
*
7. Working condttions
a. Both inside and outside; exposed to weather, fumes, odors,
dust and toxic conditions; definite risk of bodily injury
ENTRY SOURCES: Operator I
**
PROGRESSION TO: Superintendent or Operator I of larger plant
*See Appendix A for explanation of desired worker traits.
** I
See Black and Veatch report
-------
1-53
JOB SPECIFICATION
1. Plant Location: ______________________________________________________
2. Job Title: Operator II - Small Wastewater Treatment Plant
3. Reports To:
4. Job Sumary: Operates wastewater treatment, sludge processing ,
and disposal equipment to regulate flow and processing of wastewater,
sludge, and effluent to insure that plant operation meets local,
state, and/or federal requirements. See detailed job description.
5. Work Performed Ratings:
Worker Functions Data People Things
3 5 3
6. Worker Traits Ratings:
GED 1 2 J4 56
SVP 123 4 J6 789
Aptitudes G3 V3 N3 S3 P3 Q3 K3 F3 M3 E3 C3
Temperaments (]) 2 3 5 ( ) 7 8 9 0 x y
Interestu (1) 6 2 7 8 4 9 5 0
Phys. Demands S L H A ( ) ( ) ( ) 5 6
Environ. Cond. 1 0 2 3 5 ® (
7 Other minimum requirements for job performance Additional training
beyond the one-year level.
ENTRY SOURCES: Operator I
PROGRESSION TO: Superintendent or Operator I of larger plant
-------
1-54
2.3.2 Operator I (Small Wastewater Treatment Piançf
2.3.2.1 Job Description
Operates wastewater treatment equipment to regulate flow and
processing of wastewater and the waste solids produced. Monitors
control panels and adjusts valves and gates manually or by remote
control to regulate flow of wastewater and waste solids. Observes
variations in operating conditions and interprets meter and gauge
readings and test results to determine processing requirements.
Starts and stops pumps, engines, and generators to control flows
of chemicals, wastewater, and solids through the unit processes.
May operate and maintain power generating equipment to provide heat
and electricity for plant. May operate incinerator. Operates
automotive equipment.
Analyzes and evaluates operation and maintenance functions
for wastevater treatment plants processing an average daily flow
of less than 1 million gallons; initiates or recoimnends new or
improved practices. Controls expenditure of budgeted funds and
requests approval for major expenditures, as required. Maintains
effective consnunicatjons and working relationships with other
municipal employees, government officials, and general public.
Composes routine correspondence and handles routine inquiries from
the public. Maintains shift log and records meter and gauge
readings.
Performs and/or supervises all preventive and corrective
maintenance on plant and equipment except where he decides the
work must be subcontracted out. Responsible for maintaining
buildings, structures, and grounds. Establishes preventive
maintenance program and regularly inspects plant and mechanical
equipment for malfunctions and needed repair. Keeps maintenance
records. Performs craft-oriented duties (i.e., electrician,
painter, pLumber, etc.), along with general custodial tasks as
required. Requisitions chemicals and supplies.
Collects samples of raw, partially treated and treated waste-
water, samples of waste solids (sludge) and other by-products.
Assembles analytical instruments and prepares or arranges for
purchase of test solutions routinely used in laboratory. Operates
equipment and conducts tests to determine efficiency of plant
operation to insure that plant effluent meets local, state, and
federal requirements. Maintains test result records, data sheets
*
The detailed information which served as a base for the occupation
description may be found in Handbook for Analyzing Jobs , U.S. Depart-
ment of Labor, Manpower Administration, 1972 and Estimating Manpower
Requirements and Selected Cost Factors for Small Wastevater Treatment
Plants , Engineering Research Institute, Iowa State University, Ames,
Iowa. 1.973.
-------
1-55
and reports. Files reports as required with the proper enforce-
ment authorities. Cleans, maintains, and stores instruments and
equipment. Maintains inventory and orders supplies. Performs
custodial duties in laboratory.
2.3.2.2 QualifIcations Profile
1. General educational development
a. Reasoning
1. Ability to apply knowledge of wastewater treatment
principles to solve practical problems of plant operation
2. Ability to interpret a variety of written, oral, or
diagrammatic instructions
b. Mathematical
1. Perform ordinary arithmetic and algebraic procedures
in standard, practical applications
c. Language
1. Establish and maintain communications with superiors,
co-workers and subcontractors
2. Ability to comprehend oral and written instructions,
record information and request supplies and work orally
or in writing
3. Ability to interpret technical manuals, blueprints
and plant specifications
2. Specific vocational preparations
a. Completion of operator training course or equivalent
training and experience
b. State operator certification, if applicable
c. Six to twelve months experience in wastewater treatment
plant, depending upon formal training, prior experience
and plant design
-------
1-56
3. ptitudes — relative to general working populatjon*
a. Intelligence
b. Verbal
c. Numerical
d. Spatial
e. Form perception
f. Clerical perception Middle third
g. Motor coordination
h. Finger dexterity
i. Manual dexterity
j. Eye-hand-foot coordination
k. Color discrimination
*
4. Interests
a. Prefer activities of a routine, concrete, organized nature;
dealing with things and objects as opposed to activities
of an abstract or creative nature
*
5. Temperaments
a. Situations involving a variety of tasks often characterized
by frequent change as opposed to repetitive short cycle
operations
b. Situations involving the direction, planning and control
of an entire activity or the activities of others
C. Situations involving working alone and apart in physical
isolation from others, although the activity may be inte-
grated with that of others
*
6. Physical demands
a. Medium work; involving climbing, balancing, stooping,
kneeling, crouching, reaching, handling and fingering
*
See Appendix A for explanation of desired worker traits.
-------
1-57
*
7. Working conditions
a. Both inside and outside; exposed to weather, fumes, odors,
dust and toxic conditions; definite risk of bodily injury
ENTRY SOURCES: Shift Operator II
PROGRESSION TO: Operator II
*
See Appendix A for explanation of desired worker traits.
-------
1-58
JOB SPECIFICATION
I. Plant Location: ______________________________________________________
2. Job Title: Operator I- Small Wastewater Treatment Plant
3. Reports To:
4. Job Sutrinary: Operates wastewater treatment, sludge processing ,
and disoosal equipment to regulate flow and processing of wastewater,
sh.dge, and effluent to insure that plant operation meets locaL
state, and/or federal requirements
See detailed job description
5. Work Performed Ratings:
Worker Functions
6. Worker Traits Ratings:
Data
People
Things
3
5
3
ENTRY SOURCES: Shift Operator II
PROGRESSION TO: Operator II
GED
1 2 4 56
SVP
123
4( J6
789
Aptitudes
G V
N S P3 Q
Temperaments
2 3
5
( J 7 8 9
Interests
( ) 6 2
7 (i)
8 4 9 5
Phys. Demands
S L (5j)
H A
( ) ® ( ) 5
Environ. Cond.
1 0
2 3
5
7. Other minimum
requirements
for job
performance —
K3 F3 M3 E3 c.a
Ox Y
0
6
-------
1-59
*
2.3.3 Shift Operator II (Small Wastewater Treatment Plant)
2.3.3.1 Job Description
Performs duties of the operator (small wastewater treatment
plant) on shifts, but under supervision and direction. As is
required on shifts, analyzes and evaluates operation and maintenance
functions. Maintains effective communications and working rela-
tionships with other municipal employees. Composes routine cor-
respondence, as required, and handles routine inquiries from
operator. Maintains shift log and records meter and gauge readrngs.
Operates on shift the wastewater treatment equipment to regulate
flow and processing of vastewater and sludge. Monitors control
panels and adjusts valves and gates manually or by remote control
to regulate flow of wastewater. Observes variations in operating
conditions and interprets meter and gauge readings and test
results to determine processing requirements. Starts and stops
pumps, engines, and generators to control flow of raw sewage through
the liquid stream treatment processes and waste solids produced
through the sludge treatment processes. May operate and maintain
power generating equipment to provide heat and electricity for
plant. May operate incinerator. Operates automotive equipment.
Performs required preventive and corrective maintenance on
plant and equipment as directed and under supervision. Maintains
buildings, structures, and grounds. As directed, inspects plant
and mechanical equipment for malfunctions and needed repair. Keeps
maintenance records. Performs general custodial tasks.
Collects samples of raw, partially treated and treated waste-
water, samples of waste solids (sludge) and other by-products as
required. As directed, may operate equipment and conduct tests
to determine efficiency of plant operation to insure that plant
effluent meets local, state, and federal requirements. Maintains
test result records, data sheets, and reports for the shift.
Cleans, maintains and stores instruments and equipment. Performs
custodial duties in laboratory as necessary.
2.3.3.2 Qualifications Profiles
1. General educational development
a. Reasoning
1. Ability to apply knowledge of wastewater treatment
principles to solve practical problems of plant
operation
*
The detailed information which served as a base for the occupation
description may be found in Handbook for Analyzing Jobs , U.S. Department
of Labor, Manpower Administration, 1972 and Estimating Manpower Require-
ments and Selected Cost Factors for Small Wastewater Treatment Plants ,
Engineering Research Institute, Iowa State University, Ames, Iowa. 1973.
-------
[ -60
2. Ability to interpret a variety of written, oral or
diagr mnatic instructions
b. Mathematical
1. Perform ordinary arithmetic and algebraic procedures
in standard, practical applications
C. Language
1. Establish and maintain communications with superiors,
coworkers
2. Ability to comprehend oral and written instructions,
and record information
2. Specific vocational preparation
a. Completion of operator training course or equivalent
training and experience
b. State operator certification, if applicable
c. Six to twelve months experience in wastewater treatment
plant, depending upon formal training, prior experience
and plant design
*
3. Aptitudes — relative to general working population
a. Intelligence
b. Verbal
c. Numerical
d. Spatial
e. Form perception
f. Clerical perception Middle third
g. Motor coordination
h. Finger dexterity
i. Manual dexterity
J. Eye-hand-foot coordination
k. Color discrimination
*See Appendix A for explanations of desired worker traits.
-------
L-bi
*
4. Interests
a. Prefer activities of a routine, concrete, organized
nature; dealing with things and objects as oppo8ed to
activities of an abstract or creative nature
*
5. Temperaments
a. Situations involving a variety of tasks often characterized
by frequent change as opposed to repetitive short cycle
operations
b. Situations involving the direction, planning and control
of an entire activity or the activities of others
c. Situations involving working alone and apart in physical
isolation from others, although the activity may be
integrated with that of others
*
6. Physical demands
a. Medium work; involving climbing, balancing, stooping,
kneeling, crouching, reaching, handling and fingering
*
7. Working conditions
a. Both inside and outside; exposed to weather, fumes, odors,
dust and toxic conditions; definite risk of bodily injury
ENTRY SOURCES: Shift Operator I
PROGRESSION TO: Operator I
*
See Appendix A for explanations of desired worker traits.
-------
1-62
JOB SPECIFICATION
1. Plant Location:
2. Job Title: Shift Operator Il-Small Wastevater Treatment Plant
3. Reports To:
4. Job Sunm ary: Performs duties of operator - small plant - on shifts 1
but under supervision and/or direction of designated plant operator.
See detailed job description.
5. Work Performed Ratings:
Worker Functions
6. Worker Traits Ratings:
CED 1 2 ( )
SVP 1 2 3
Aptitudes C V
Temperaments ( ) 2 3
Interests 6 2
Phys. Demands S L
Environ. Cond. 1 0 (13
7. Other minimum requirements
456
4 6 7 8
N3 S P
8
7 8 4 9
V
2
for job performance
9
Q
9
5
5
K3 F3 M3 E3 C3
ox y
0
6
ENTRY SOURCES: Shift Operator I
PROGRESSION TO: Operator i
-------
1-63
2.3.4 Shift Operator I (Small Wastewater Treatment Plant)*
2.3.4.1 Job Description
Performs duties of the operator (small wastewater treatment
plant) on shifts, but under supervision and direction. As is
required on shifts, analyzes and evaluates operation and maintenance
functions. Maintains effective coimnunications and working rela-
tionships with other municipal employees. Composes routine
correspondence, as required, and handles routine inquiries from
operator. Maintains shift log and records meter and gauge readings.
Operates on shift the wastewater treatment equipment to
regulate flow and processing of wastewater and sludge. Monitors
control panels and adjusts valves and gates manually or by
remote control to regulate flow of wastewater. Observes varia-
tions in operating conditions and interprets meter and gauge readings
and test results to determine processing requirements. Starts and
stops pumps, engines, and generators to control flow of raw sewage
through the liquid stream treatment processes and waste solids
produced through the sludge treatment processes. May operate and
maintain power generating equipment to provide heat and electricity
for plant. May operate incinerator. Operates automotive equipment.
Performs required preventive and corrective maintenance on
plant and equipment as directed and under supervision. Maintains
buildings, structures, and grounds. As directed, inspects plant
and mechanical equipment for malfunctions and needed repair. Keeps
maintenance records. Performs general custodial tasks.
Collects samples of raw, partially treated and treated waste-
water, samples of waste solids (sludge) and other by-products as
required. As directed, may operate equipment and conduct tests
to determine efficiency of plant operation to insure that plant
effluent meets local, state, and federal requirements. Maintains
test result records, data sheets, and reports for the shift. Cleans,
maintains and stores instruments and equipment. Performs custodial
duties in laboratory as necessary.
2.3.4.2 Qualifications Profiles
I. General educational development
a. Reasoning
I. Ability to apply knowledge of wastewater treatment
principles to solve practical problems of plant
operation
*The detailed information which served as a base for the occupation
description may be found in Handbook for Analyzing Jobs , U.S. Department
of Labor, Manpower Administration, 1972 and Estimating Manpower Require-
ments and Selected Cost Factors for Small Wastewater Treatment Plants ,
Engineering Re8earch Institute, Iowa State University, Ames, Iowa. 1973.
-------
1-64
2. Ability to interpret a variety of written, oral or
diagrazmnatic instructions
b. Mathematical
1. Perform ordinary arithmetic and algebraic procedures
in standard, practical applications
c. Language
I. Establish and maintain cott unications with superiors,
co-workers
2. Ability to comprehend oral and written instructions,
and record information
2. Specific vocational preparation
a. Completion of operator training course or equivalent
training and experience
b. Three to six months experience in wastewater treatment
plant, depending upon formal training, prior experience
and plant design
3. Aptitudes — relative to general working population*
a. tntelligence
b. Verbal
c. Nimierical
d. Spatial
e. Form perception
f. Clerical perception Middle third
g. Motor coordination
h. Finger dexterity
i. Manual dexterity
j. Eye-hand-foot coordination
k. Color discrimination
*See Appendix A for explanations of desired worker traits.
-------
1-65
*
4. Interests
a. Prefer activities of a routine, concrete, organized
nature; dealing with things and objects as opposed to
activities of an abstract or creative nature
*
5. Temper ents
a. Situations involving a variety of tasks often characterized
by frequent change as opposed to repetitive short cycle
operations
b. Situations involving the direction, planning and control
of an entire activity or the activities of others
c. Situations involving working alone and apart in physical
isolation from others, although the activity may be
integrated with that of others
6. Physical demands*
a. Medium work; involving climbing, balancing, stooping,
kneeling, crouching, reaching, handling and fingering
*
7. Working conditions
a. Both inside and outside; exposed to weather, fumes, odors,
dust and toxic conditions; definite risk of bodily injury
ENTRY SOURCES: Graduates of operator training courses, treatment
plant helpers
PROGRESSION 10: Shift Operator II
*
See Appendix A for explanations of desired worker traits.
-------
1—66
JOB SPECIFICATION
1. Plant Location: ____________________________________________________
2. Job Title: Shift Operator I - Small Wastevater Treatment Plant
3. Reports To:
4. Job Suary: Performs duties of operator - small plant - on shifts .
but under supervision and/or direction of designated plant operator.
See detailed job deacriotion .
5. Work Performed Ratings:
Worker Functions
6. Worker Traits Ratings:
Data
People
Things
4
5
4
GED 1 2®4 56
SVP 123 4®6 789
Aptitudes G3 V3 N3 S3 P3 Q3
Temperaments ( ) 2 3 ( ) 5 7 8 9
Interests 6 2 7 8 4 9 5
Phys. Demands S L H V ( 3 (53 ® 5
Environ. Cond. 1 0 2 3 cD D
7. Other minimum requirements for job performance _____
K3 P3
ox y
0
6
N E C
E RY SOURCES: Graduates of operator training courses, treatment plant helpers
PROGRESSION TO: Shift Operator II
-------
1-67
2.3.5 Helper ( nal1. Wastevater Treatment Plant)
2.3.5.1 Job Description
Assists operator I or II (small wastewater treatment plant)
in the performance of any combination of tasks pertinent to controlling
operation of plant or performs various tasks as directed. Under
supervision of operator and as directed, operates wastewater treat-
ment and sludge processing equipment to control flow and processing
of wastewater, sludge and effluent. Cleans bar screens with rake
and hose. Scrubs processing tanks, walkways, and other equipment
with hose, brush, chemicals and detergents. Lubricates pumps,
valves, and other equipment using grease gun. Opens and closes
manually or remotely operated gates and valves according to gauge
readings or warning lights. Collects samples of raw, partially
treated and treated wastewater and by-products for tests. Loads
materials into containers, using shovels, forks, and special
purchase tools. Loads and unloads trucks; spreads sand, gravel,
or dirt. Cleans drains, ditches, and culverts. Cuts grass,
leaves, and brush; rakes grass, leaves, and trash; seeds and cares
for grass. Removes snow and ice from walkways, driveways, and
equipment. Collects and disposes of trash, garbage and sludge.
Under close supervision, extracts samples and performs routine
laboratory tests and analyses. Performs routine maintenance func-
tions and custodial duties. Operates and performs maintenance on
vehicles.
2.3.5.2 Qualifications Profiles
1. General educational department
a. Reasoning
1. Apply con non sense understanding to carry out simple
instructions
b. Mathematical
1. Perform arithmetic calculations for purposes of counting
and recording
c. Language
1. Ability to learn job duties from oral instructions or
demonstrations and request supplies and materials orally
*
The detailed information which served as a base for the occupation
description may be found in Handbook for Analyzing Jobs , U.S. Department
of Labor, Manpower Administration, 1972 and Estimating Manpower Require-
ments and Selected Cost Factors for Small Wastewater Treatment Plants ,
Engineering Research Institute, Iowa State University, Ames, Iowa. 1973.
-------
1-68
2. Specific vocational preparation
a. On-the-job training or previous experience as a laborer
3. Aptitudes — relative to general working population*
a. Intelligence
b. Verbal
c. Numerical
Lowest third, excluding
bottom 10°!.
d. Spatial
e. Form perception
f. Clerical perception
g. Motor coordination
h. Finger dexterity
i. Manual dexterity Middle third
j. Eye-hand-foot coordination
k. Color discrimination
*
4. Interests
a. Preference for activities dealing with things and objects
b. Situations involving a preference for activities of a
routine, concrete, organized nature as opposed to actL i - S
of an abstract or creative nature
*
5. Temperaments
a. Situations involving doing things only under specific in-
struction, allowing little room for independent action
or jud nent in working out job problems
b. Situations involving working alone and apart inphysica
isolation from others
C. Situations involving a variety of duties charact r1zei
by frequent change as opposed to repetitive short cycle
operations
*See Appendix A for explanations of desired worker traits.
-------
1-69
*
6. Physical demands
a. Heavy work involving lifting objects, climbing, balancing,
stooping, kneeling, crouching, crawling, reaching and
handling
*
7. Working conditions
a. Primarily outside with no protection from weather; ex-
posed to fumes, odors and toxic conditions; definite
risk of bodily injury
ENTRY SOURCES: Unskilled labor market
PROGRESSION TO: Shift Operator I
*
See Appendix A for explanations of desired worker traits.
-------
1-70
JOB SPECIFICATION
1. Plant Location: _____________________________________________________
2. Job Title: Helper - Small Wastewater Treatment Plant
3. Reports To:
4. Job Summary: Assists in shift operation— small plant —
in the performance of any combination of tasks pertinent to controlhrig
operation of plant or performs various tasks as directed or under
operator’s supervision. See detailed iob description.
5. Work Performed Ratings:
Worker Functions
6. Worker Traits Ratings:
GED I 3 456
SVP i J3 45678
Aptitudes G4 V4 N4 S4 P4
Temperaments (D 2 (1) 4 5 ( ) 7 8
Interests 6 2 7 8 4 9
Phys. Demands S L M V 0 ( ®
Environ. Cond. 1 B 2 3 5 (j
7. Other minimum requirements for job performance
9
Q
9
5
5
0
K3 F3 M3 E3 C3
Ox Y
0
6
ENTRY SOURCES: Unskilled labor market
PROGRESSION TO: Shift Operator I
-------
1-71
2.4 Unit Processes and Tasks on Which Guidelines Are Based
The following table indicates the major processes arid the tasks
identified within process which were used as the basis for developing
staffing guidelines. Some of the tasks represent small adjustments
and minor repair as in the case of time spent on raw wastewater pumps
and sludge pt ps. In other cases they represent routine checking and
adjustment through valves such as flow rate adjustment. Other processes
are highly variable in content based on the extent to which the job is
required, e.g., preparation of samples for testing elsewhere versus
completing the testing on site or chlorination within the process for
odor control, etc. In this latter case, the plants studied were not
required to chlorinate the effluent.
-------
Table 1-3.
Tasks which are identified with each unit process.
Process I:
Sewer and lift station maintenance
Process 4:
Primary settling tanks
Task (a)
(b)
(c)
(d)
(e)
(f)
(g)
(h)
(i)
(Li)
Hand cleaning of screens
Removal of debris (screenings)
Disposal of debris (screenings)
Comminutor cleaning
Maintenance of mechanical screens
Maintenance of comminutor
Housekeeping
Sampling for lab tests
Other maintenance
Other operation
Task (a) Inspection of mechanical
equipment
(b) Maintenance of mechanical
equipment
(c) Other general
(d) Inspection of
adjust flow
(e) Scum removal
(f) Cleaning scum removal
equipment
(g) Cleaning baffles-weirs
(h) Sludge collection
(i) Raw sludge pumping
(j) Housekeeping
(k) Sampling for lab tests
(1) Other maintenance
(rn) Other operation
Imhoff tanks
Task (a)
(b)
(c)
(d)
(e)
(f)
(g)
Hand cleaning grit chambers
Mechanical grit removal
Maintenance of equipment
Analysis of grit
Housekeeping
Other maintenance
Other operation
Task (a) Inspection and flow rate
adjustment
(b) Maintenance of equipment
(c) Squeegeeing the walls
(d) Scum removal
(e) Cleaning the slot
(f) Sludge removal
(g) Record
(h) Measuring sludge depth
(i) Samples for lab tests
(j) Other maintenance
(k) Other operation
Task (a) Inspection of sewers and
lift stations
(b) Maintenance of sewer lines
(c) Maintenance of lift pumps
(d) Other maintenance
(e) Other operation
Screening or comminuting tasks
Process 2:
maintenance
process -
Process 3: Grit removal
Process 5:
I. . ,
-------
Table 1-3. Continued.
Sludge digestion
Task (a) Temperature control and
boiler operation
(b) Boiler maintenance
(c) Check sludge, water, gas lines
(d) Maintenance pf sludge, water,
gas lines
(e) Maintenance of sludge mixing
equipment
(f) Maintenance of pumps
(g) Electrical maintenance
(h) Other mechanical maintenance
(i) Sludge pumping (other than raw
sludge)
(j) Scum control
(k) Sludge conditioning
(1) Gas collection and control (in-
clude drip trap emptying)
(m) Withdrawal of supernatant
(n) Withdrawal of digested sludge
(o) Record keeping
(p) Sampling for lab tests
(q) Housekeeping
(r) Other maintenance
(s) Other operation
Digested sludge dewatering and disposal
Drying bed preparation
Wet hauling sludge
Lagoon ing
Burial
Landfill
Other maintenance
Other operation
Task (a)
(b)
(c)
(d)
(e)
(f)
(g)
Inspection of equipment
Return pump maintenance
Aerator or blower maintenance
Cleaning air diffusers
Other electrical maintenance
Other mechanical maintenance
Return sludge-rate adjust-
men t
(h) Aeration rate adjusbnent
(i) Sludge thickening
(j) Sludge removal
(k) Disposal of sludge
(1) Record keeping — reports
(in) Sampling of sludge for lab
tests
(n) Housekeeping
(o) Polishing, lagooning,
maintenance
(p) Other maintenance
(q) Other operation
Task (a)
(b)
(c)
(d)
(e)
(f)
(g)
(h)
(i)
(j)
(k)
(1)
(m)
Pump maintenance
Maintenance of filter bed
Electrical maintenance
Other mechanical maintenance
Cleaning arms
Cleaning under drains
Cleaning filter bed
Inspection — flow adjust-
ment (recirculation)
Record keeping — reports
Filter fly control
Ice control
Othei uiainteflanCe
Other operation
Process 8: Activated sludge tasks
Process 6:
Process 7:
I - ,
Process 9: Trickling filter tasks
Task (a)
(b)
(c)
(d)
(e)
(f)
(g)
-------
Table 1-3. Continued.
Task (a) Inspection of mechanical equipment
(b) Maintenance of mechanical
equipment
(c) Other general maintenance
(d) Inspection of process-adjust flow
(e) Scum renx val
(1) Cleaning scum renoval equipment
(g) Cleaning baffles-weirs
(h) Sludge collection
(i) Raw sludge pumping
(j) Housekeeping
(k) Smnpling for lab tests
(I) Other maintenance
(m) Other operation
(o) Volatile acids
(p) Sludge volimie or sludge
density index
(q) Dishwashing
(r) Record keeping
(a) Lab maintenance
Ct) Housekeeping
(u) Other maintenance
(v) Other operation
Task (a) Maintenance of control
8yatem
(b) Maintenance checks
(c) Electrical checks
(d) Electrical repair
(e) Pump lubrication
(f) Pump packing
(g) Planning
(h) Supervision
(i) Training
(j) Housekeeping
(k) Crounds keeping
(1) Safety equipment maintenance
(m) Ventilation equipment
maintenance
(n) Chlorination
(o) Sampling of flow
(p) Record keeping (not re-
corded earlier)
(q) Other maintenance
(r) Other operation
Process 10: Final settling tank(s) (clarifiers )
Process 12: Miscellaneous tasks
Process Ii: Laboratory control
Wastevater solids determination
-4
Task (a)
(b)
(c)
(d)
(e)
(f)
(g)
(h)
(i)
(j)
(k)
(1)
(in)
(n)
Total
Suspended
Settleable
Volatile solids
Sludge solids
BOB
pH
Crease
Dissolved oxygen
Residual chlorine
Coliform organisms
COD
Relative stability
Weather
-------
1—75
3. GUIDELINES RELATING OCCUPATION
DESCRIPTIONS, TASKS, AND TTh ESTIMATES
On the following tables, the data are presented relating the
identified processes and tasks to average time requirements and minimum
occupation levels. The time requirements are stated in hours per week.
All time estimates have been normalized to this base regardless of
daily, weekly, monthly or other frequencies of performance. To convert
the time requirements to any other base, the following adjustments
should be made.
Desired frequency Task time in man-hours
Daily [ Time from Table] 7
Weekly Time from Table
Monthly [ Time from Table] x 4
Armually [ Time from Table] x 52
-------
Table 1-4.
Average hours per week on tasks associated with treatment type 1.
Average
time required/week
(by avg.
Primary sedimentation system 0-0.2 0.2-0.4
design
flow 1 MCD) Minimum required
0.6-0.8 0.8-1.0 occupational level
0.4-0.6
Unit process: sewer and lift station maintenance
Task
a — Inspection of sewers and lift stations
b — Maintenance of sever lines
c — Maintenance of lift pumps
d — Other maintenance
e — Other operation
1.38
2.20
0.30
0.07
0.26
2.33
2.50
0.70
0.13
0.35
3.00
2.90
1.20
2.20
0.43
3.40
3.20
1.70
2.30
0.46
5.00
3.40
2.00
2.70
0.51
Shift Operator
Helper
Shift Operator
Helper
Helper
II
II
Unit
process: screening or coinminuting
a — Hand cleaning of screens
b — Reu val of debris (screenings)
c — Disposal of debris (screenings)
d — Comminutor cleaning
e — Maintenance of screens
f — Maintenance of comininutor
g — Housekeeping
h — SampUng for lab tests
i — Other maintenance
j — Other operation
1.00
0.31
0.52
1.30
0.48
0.23
0.30
1.00
0.23
1.20
1.67
0.43
0.92
1.20
0.28
0.22
0.46
1.00
0.14
1.20
2.00
0.49
1.16
1.15
0.23
0.20
0.56
1.00
0.12
1.20
2.30
0.51
1.35
1.10
0.20
0.19
0.64
1.00
0.10
1.20
2.60
0.53
1.50
1.04
0.17
0.18
0.68
1.00
0.09
1.20
Helper
Helper
Helper
Shift Operator
Shift Operator
Shift Operator
Helper
Shift Operator
Helper
Helper
I
I
I
I
Unit
process: grit removal
a — Hand cleaning grit chambers
b — Mechanical grit removal
C — Maintenance of equipment
d — Housekeeping
e — Other maintenance
f — Other operation
0.78
0.58
0.38
0.65
0.08
1.02
1.17
1.34
0.54
0.74
0.17
1.18
1.42
1.74
0.65
0.83
0.24
1.27
1.55
2.33
0.72
0.85
0.30
1.33
1.69
3.00
0.78
0.93
0.37
1.38
Helper
Shift Operator
Shift Operator
Helper
Helper
Helper
I
II
P - I
—I
a’
-------
Table 1-4. Continued.
Average
time required/week
(by avg.
Primary sedimentation system 0-0.2 0.2-0.4
design
flow, MCD) Minimum required
0.6-0.8 0.8-1.0 occupational level
0.4-0.6
Unit process: primary settling tank
a — Inspection of mechanical equipment 0.43 0.63 0.74 0.84 0.94 Shift Operator It
b — Maintenance of mechanical equipment 0.29 0.34 0.40 0.43 0.44 Shift Operator II
c —Other general maintenance 0.13 0.23 0.28 0.30 0.38 Helper
d — Inspection of process-adjust flow 0.03 0.23 0.58 1.08 1.67 Operator I
e — Scum removal 3.50 2.60 2.30 2.00 2.00 Helper
f — Cleaning scum removal equipment 1.06 1.19 1.34 1.40 1.46 Helper
g — Cleaning baffles-veirs 0.20 0.24 0.30 0.33 0.38 Helper
h — Sludge collection 0.43 0.46 0.47 0.47 0.47 Shift Operator I
i — Raw sludge pumping 0.43 0.60 0.67 0.75 0.81 Shift Operator I . i
j — Housekeeping 0.14 0.50 0.90 1.25 1.67 Helper
k — S np1ing for lab tests 0.50 0.38 0.33 0.30 0.29 Shift Operator I
1 — Other maintenance 0.23 0.25 0.27 0.28 0.30 Helper
rn—Other operation 1.67 0.70 0.47 0.34 0.28 Helper
Unit process: sludge digestion
a — Temperature control and boiler operation 0.53 0.93 1.23 1.45 1.67 Operator I
b — Boiler maintenance 0.30 0.28 0.27 0.26 0.25 Operator II
c — Check sludge, water, gas lines 0.13 0.30 0.43 0.53 0.65 Operator I
d — Maintenance of sludge, water, gas lines 0.04 0.10 0.14 0.19 0.23 Operator I
e — Maintenance of sludge mixing equipment 0.09 0.16 0.20 0.25 0.27 Operator I
f — Maintenance of pumps 0.14 0.25 0.32 0.38 0.43 Operator I
g — Other mechanical maintenance 0.03 0.07 0.10 0.13 0.17 Shift Operator II
h — Sludge pumping 0.83 2.08 3.17 4.17 5.33 Shift Operator II
i — Scum control — 0.21 0.78 1.83 3.50 Shift Operator II
j — Sludge conditioning 0.13 0.11 0.10 0.09 0.09 Operator II
k — Gas collection and control (Inc. drip
trap empty) 0.21 0.38 0.50 0.60 0.68 Shift Operator II
-------
Table 1-4. Continued.
Average
time required/week
(by avg.
Primary sedimentation system 0-0.2 0.2-0.4
design
flow, MCD) Minimum required
0.6-0.8 0.8-1.0 occupational level
0.4-0.6
i—Withdrawal of supernatant 0.57 0.90 1.12 1.28 1.42 Shift Operator II
m — Withdrawal of digested sludge 0.65 1.00 1.25 1.42 1.57 Shift Operator II
n — Sampling for lab tests 2.60 1.52 1.13 0.93 0.83 Shift Operator 11
a — Housekeeping 0.15 0.25 0.32 0.37 0.42 Helper
p — Other maintenance 0.09 0.22 0.32 0.42 0.50 Helper
q — Other operation 0.03 0.09 0.14 0.19 0.25 Helper
Unit process: digested sludge dewatering and disposal
a — Drying bed preparation 1.50 1.90 1.95 2.20 2.75 Helper
b — Wet hauling sludge 1.83 2.42 2.80 3.00 3.25 Helper
c — Lagooning 3.00 3.43 3.67 3.83 4.00 Shift Operator I
d — Landfill 1.87 2.13 2.28 2.37 2.45 Shift Operator I
e — Other maintenance 0.58 0.51 0.48 0.47 0.45 Helper
Unit process: trickling filter tasks
a — Pump maintenance 0.11 0.37 0.65 0.93 1.25 Operator I
b — Maintenance of tanks 0.45 0.60 0.68 0.73 0.80 Shift Operator II
c — Other electrical maintenance 0.05 0.05 0.05 0.05 0.05 Operator I
d — Other mechanical maintenance 0.14 0.23 0.29 0.33 0.38 Shift Operator II
e — Cleaning arms 1.60 1.53 1.50 1.48 1.47 Helper
f — Cleaning under drains 0.83 0.98 1.07 1.10 1.15 Helper
g — Cleaning tanks 0.93 0.53 0.40 0.34 0.30 Helper
h — Inspection — flow adJustment 0.47 0.43 0.42 0.42 0.41 Operator I
i — Filter fly control 0.24 0.21 0.19 0.18 0.18 Operator I
— Ice control 1.00 2.28 3.33 4.17 5.00 Shift Operator II
k — Other maintenance 0.19 0.22 0.23 0.23 0.214 Helper
I — Other operation 0.29 0.20 0.17 0.16 0.14 Helper
-------
Table 1-4. Continued.
Average
time required/week
(by avg.
Primary sedimentation system 0-0.2 0.2-0.4
design
flow, MGD) Minimum required
0.6-0.8 0.8-1.0 occupational level
0.4-0.6
Unit process: final settling tank
a — Inspection of mechanical equipment 0.38 0.60 0.73 0.83 0.93 Shift Operator II
b — Maintenance of mechanical equipment 0.06 0.14 0.22 0.30 0.35 Shift Operator II
c — Other general maintenance 0.13 0.23 0.30 0.37 0.42 Shift Operator I
d — Inspection of process-adjust flow 0.12 0.22 0.29 0.35 0.40 Operator I
e — Scum removal 0.31 0.45 0.53 0.60 0.64 Helper
f — Cleaning scum removal equipment 0.23 0.28 0.31 0.33 0.34 Helper
g — Cleaning baffles-weirs 1.70 1.93 2.03 2.10 2.17 Helper
h — Sludge collection 2.92 4.50 5.50 6.33 7.00 Shift Operator I
i — Raw sludge pumping 0.73 1.83 2.72 3.50 4.33 Shift Operator II ..o
j — Housekeeping 0.25 0.31 0.35 0.37 0.38 Helper
k — Sampling for lab tests 0.35 0.25 0.22 0.20 0.18 shift Operator II
1 — Other maintenance 0.09 0.16 0.21 0.25 0.29 Helper
m — Other operation 0.50 0.42 0.27 0.20 0.16 Helper
*
Unit process: laboratory control
a — Total 0.52 0.52 0.52 0.52 0.52 Operator I
b — Suspended 3.00 1.40 0.95 0.77 0.65 Operator I
c — Settleable 1.75 1.52 1.42 1.37 1.33 Shift Operator 11
d — Volatile solids 0.35 0.57 0.70 0.80 0.88 Operator I
e — Sludge solids 0.18 0.28 0.34 0.39 0.43 Operator I
f — BOD 0.02 0.20 0.60 1.07 2.17 Operator II
g — pH 0.73 0.95 1.07 1.15 1.20 Operator I
h — Dissolved oxygen 0.50 0.64 0.72 0.77 0.83 Operator I
i — Relative stability 0.59 0.90 1.10 1.27 1.40 Shift Operator II
j — Weather 1.75 1.42 1.25 1.17 1.12 Shift Operator II
k — Volatile acids 0.75 1.00 1.12 1.25 1.50 Operator II
1 — Sludge volume of sludge density inde’ 0.10 0.22 0.35 0.48 0.60 Operator II
Variation lue to frequency and sampling on v rather than completing fufl test.
-------
Table 1-4. Continued.
0.09
0.23
0.03
0.06
1.67
4.50
1.83
2 • 70
7.67
0.04
0.28
1.50
0.71
0.27
0 • 27
0.12
0.24
0 • 03
0.06
1.73
4.50
5.67
3.00
7.83
0.09
0.30
1.50
0.63
0.22
0.25
0.15
0.26
0.04
0.07
1.82
4.50
12.50
3.17
8.00
0.17
0.32
1.50
0.58
0.18
0.23
I-f
3
0
Average
time required/week
(by avg.
Primary sedimentation system 0-0.2 0.2-0.4
design
flow 1 MCD) Minimum required
0.6-0.8 0.8-1.0 occupational level
0.4-0.6
m — Dishwashing
1.12
1.50
1.97
2.20
2.42
Helper
n — Record keeping
1.25
2.62
3.58
4.58
5.33
Operator I
o — Lab maintenance
0.97
1.12
1.22
1.28
1.33
Helper
p — Housekeeping
0.63
1.25
1.67
2.10
2.47
Helper
q — Other maintenance
0.40
0.33
0.30
0.28
0.27
Helper
r — Other operation
0.57
1.20
1.70
2.17
2.58
Helper
Unit
process: miscellaneous tasks
a — Maintenance of control system
0.05
Operator II
b — Maintenance checks
0.14
0.20
Operator I
C — Pump lubrication
0.02
0.03
Shift Operator
II
d — Pump packing
0.05
0.06
Shift Operator
II
e — Planning
1.43
1.58
Operator I
f — Supervision
4.50
4.50
Operator I
g — Training
—
0.33
Operator I
h — Housekeeping
1.83
2.37
Helper
i — Grounds keeping
6.85
7.50
Helper
j — Safety equipment maintenance
0.01
Operator I
k — Ventilation equipment maintenance
0.19
0.25
Operator I
I — Chlorination
1.50
1.50
Operator I
m — Smnpling of flow
1.25
0.83
Shift Operator
II
n — Other maintenance
0.80
0.38
Helper
o — Other operation
0.36
0.30
Helper
-------
Table 1-5. Average hours per week on tasks associated with treatment type 2.
Average
time required/week
(by avg.
linhoff tank system 0-0.2
design
flow 1 MGD)
Minimum required
occupational level
0.2-0.4
0.4-0.6
Unit process: sewer and lift stations maintenance
4.00
1.45
0.68
1.92
1.22
0.55
0.67
1.23
0.07
0.90
0.28
0.93
1.83
0.83
0.34
0.16
0.44
1.23
4.67
I • 30
1.00
0.78
0.38
0.58
0.58
0.83
0.25
1.33
0.32
3.33
1.07
0.63
0.25
0.04
0.02
5.50
5.00
1.23
1.18
0.53
0.22
0.60
054
0.68
0.45
1 • 60
0.33
5.67
0.82
0.55
0.21
0.02
0.00
11.00
1-4
c!o
p-.
a — Inspection of sewers and lift stations
b — Maintenance of sever lines
c — Naintenance of lift pumps
Unit process: screening or coimninuting tasks
a — Hand cleaning of screens
b — Removal of debris (screenings)
c — Disposal of debris (screenings)
d — Housekeeping
e — Sampling for lab tests
f — Other maintenance
Unit process: lmhoff tanks
a T nspection and flow adjustment
b — Maintenance of equipment
c — Squeegeeing the walls
d — Scum removal
e — Cleaning the slot
f — Sludge removal
g — Measuring sludge depth
h — Other maintenance
i — Other operation
Shift Operator I I
Helper
Shift Operator II
Helper
Helper
Helper
Helper
Shift Operator II
Helper
Operator I
Operator I
Helper
Helper
He I per
Shift Operator I
Shift Operator II
He I per
Helper
-------
Thble 1-5. Continued.
Average
time required/week
Imhof F tank system
(by avg.
design
flow, MCD)
Minimum required
occupational level
0-0.2
0.2-0.4
0.4-0.6
Unit process: digested sludge dewatering and disposal
a —Wet hauling sludge 1.58 0.85 0.63 Helper
b — Landfill 0.93 0.58 0.48 Shift Operator I
Unit process: trickling filter tasks
a — Pump maintenance 0.70 0.22 0.12 Operator I
b — Maintenance of tanks 0.98 0.27 0.14 Shift Operator II
c — Cleaning arms 1.67 0.53 0.32 Helper
d — Cleaning under drains 0.70 0.82 0.88 Helper
e — Cleaning tanks 0.93 0.63 0.43 Helper
f — Filter fly control 0.28 0.82 1.33 Operator I
g — Ice control 2.50 1.03 0.70 Shift Operator II
h — Other maintenance 1.97 4.20 9.33 Helper
i — Other operation 0.18 0.19 0.2’) Helper
Unit process: final settling tanks
a — Inspection of mechanical equipment 0.92 0.63 0.58 Shift Operator II
b — Maintenance of mechanical equipment 0.14 0.08 0.06 Shift Operator II
C — Scum removal 0.08 0.25 0.42 Helper
d — Cleaning baffles-weirs 1.30 1.47 1.55 Helper
e — Sludge collection 0.04 1.00 4.50 Shift Operator I
F — Rev sludge pumping 1.02 0.58 0.43 Shift Operator II
g — Housekeeping 0.54 1.07 1.43 Helper
h — Sampling for lab tests 0.16 0.23 0.37 Shift Operator II
-------
Table 1-5. Continued.
Note: For tasks not included, use time estimate from primary sedimentation systems as an approximation.
‘-I
Imhoff tank system
Average
(by avg.
time
design
required/week
flow, MCD)
Minimum required
occupational level
0-0.2
0.2-0.4
0.4-0.6
Unit
process: laboratory control*
a — Settleable
1.45
1.83
2.05
Shift Operator
II
b — BUD
0.01
0.15
0.67
Operator II
c — pH
1.10
0.83
0.73
Operator I
d — Dissolved oxygen
0.68
2.50
4.58
Operator I
e — Relative stability
1.07
0.83
0.73
Shift Operator
II
F — Weather
0.83
0.97
1.05
Shift Operator
II
g — Dishwashing
1.17
1.67
1.95
Helper
h — Record keeping
1.33
0.73
0.57
Operator I
i — Lab maintenance
0.33
3.50
10.30
Helper
j — Housekeeping
0.95
0.38
0.25
Helper
k — Other operation
0.22
0.38
0.48
Helper
Unit
process: Miscellaneous tasks
a — Planning
1.92
2.50
2.83
Operator I
b — Supervision
3.75
5.00
5.67
Operator I
c — Housekeeping
0.83
0.95
1.00
Helper
d — Grounds keeping
2.73
1.53
1.17
Helper
e — Other maintenance
0.40
0.77
1.07
Helper
*
Variations due to frequency and sampling only rather than completing full test.
-------
Table 1-6. Average hours per week on tasks associated with treatment type 3.
Average
time
(by avg.
Activated sludge system 0-0.2 0.2-0.4
flow, MCD) Minimum recuired
0.6-0.8 0.8-1.0 occupational level
design
0.4-0.6
Unit process: sever and lift station maintenance
— Inspection of severs and lift stations
— Maintenance of lift pumps
— Other maintenance
Unit process: screening or coniminuting tasks
a — Hand Lieanthg grit chambers
b — Housekeeping
Unit process: activated sludge tasks
a
b
C
a — Hand cleaning of screens
b — Removal of debris (screenings)
C — Disposal of debris (screenings)
d — Comminutor cleaning
e — Maintenance of comminutors
f —. Housekeeping
g — Samp ing for lab tests
h — Other maintenance
Unit process: grit rerncval
-I
0.47
0.18
0.12
0.09
Operator
II
0.28
0.19
0.15
0.14
0.13
Shift Operator
Helper
II
0.48
0.73
0.90
1.00
0.18
0.28
0.33
0.37
Helper
0.28
0.49
0.63
0.77
0.88
Helper
0.52
0.77
0.93
1.05
Helper
0.53
0.39
0.33
0.31
Shift Operator
I
1.08
1.09
1.10
1.11
1.12
Shift Operator
II
0.33
0.33
0.33
0.33
0.33
Helper
0.01
0.05
0.08
0.12
0.15
Shift Operator
Helper
II
0.08
0.06
0.05
0.04
0.04
3.50
3.50
3.50
3.50
3.50
Helper
Helper
0.75
0.82
0.85
0.87
0.28
0.32
0.34
0.36
Shift Operator
11
0.12
0.12
0.11.
0.11
Operator I
0.77
0.80
0.83
0.83
0.11.
Operator II
0.50
0.15
Helper
a — Inspection of equipment
b — Return pump maintenance
c — Aerator or blower maintenance
d — Cleaning air diffusers
e — Other electric;1 maintenance
-------
Table 1-6. Continued.
Average
time required/week
(by avg.
Activated sludge system 0-0.2 0.2-0.4
design
flow, MGD) Minimum required
0.6-0.8 0.8-1.0 occupational level
0.4-0.6
Unit process: final settling tank
Unit process: laboratory control
U’
f — Other mechanical maintenance
0.32
0.32
0.32
0.32
0.32
Operator I
g — Return sludge — rate adjustment
0.49
0.18
0.12
0.08
0.07
Operator Ii
h — Aeration rate adjustment
0.31
0.39
0.43
0.47
0.49
Operator II
I — Sludge removal
1.07
0.43
0.28
0.22
0.18
Operator II
j — Disposal of sludge
2.20
2.13
2.07
2.03
2.00
Operator II
k — Record keeping — reports
0.15
0.53
0.92
1.33
1.75
Shift Operator
II
1 — Housekeeping
3.00
3.92
4.42
4.83
5.07
Helper
m — Other maintenance
0.07
0.07
0.07
0.08
0.08
Helper
n—Other operation
1.10
0.19
0.09
0.05
0.03
Helper
a — Inspection of mechanical equipment
1.03
1.33
1.50
1.62
1.77
Shift Operator
II
b
— Maintenance of mechanical equipment
0.33
0.08
0.04
0.02
0.02
Shift Operator
II
c - Other general maintenance
0.06
0.05
0.04
0.04
0.03
Shift Operator
II
d — Inspection of process — adjust flow
0.43
0.55
0.62
0.66
0.70
Operator I
e
— Scum removal
1.32
1.52
1.63
1.70
1.78
Helper
f — Cleaning scum removal equipment
1.17
1.50
1.67
1.82
1.92
Helper
g — Cleaning baffles-weirs
1.17
1.70
2.08
2.33
2.53
Helper
h
— Raw sludge pumping
2.33
2.87
3.13
3.33
3.52
Shift Operator
II
I — Housekeeping
0.83
1.33
1.63
1.92
2.15
Helper
j — Other operation
0.08
0.23
0.38
0.52
0.67
Helper
a — Settleable
0.83
0.95
1.02
1.05
1.08
Shift Operator
II
b — Sludge solids
1.27
0.25
0.12
0.08
0.05
Operator I
c — BOD
0.37
0.33
0.32
0.31
0.30
Operator 11
d —pH
0.42
0.88
1.25
1.58
1.87
Operator I
-------
Table 1-6. Continued.
Activated sludge system
Average
(by avg.
time requ
design f
ired/week
low, MCD)
Minimum required
occupational level
0-0.2
0.2-0.4
0.4-0.6
0.6-0.8
0.8-1.0
e — Grease
1.50
1.13
0.97
0.88
0.83
Operator 11
f — Dissolved oxygen
0.83
0.63
0.55
0.50
0.47
Operator I
g — Relative stability
2.97
3.45
3.75
387
4.00
Shift Operator II
h — Weather
1.02
0.80
0.72
0.67
0.63
Shift Operator II
i — Sludge volume or sludge density
index
0.53
0.38
0.33
0.29
0.27
Operator H
j — Dishwashing
1.93
2.38
2.67
2.83
3.00
Helper
k — Record keeping
3.00
7.17
.10.80
14.20
18.30
Operator I
1 — Housekeeping
0.62
0.90
1.08
1.23
1.33
Helper
Unit
process: miscellaneous tasks
a — Maintenance of control system
3.17
0.50
0.13
0.06
Operator II
b —Maintenance checks
0.06
0.38
0.90
1.58
2.33
Operator I
c — Pump lubrication
0.03
0.22
0.50
0.90
1.37
Shift Operator II
d — Pump packing
0.08
0.30
0.75
Shift Operator II
e — Grounds keeping
6.85
7.50
7.67
7.83
8.00
Helper
Note: For tasks not included, use’ time estimates from primary sedimentation systems as an approximation.
-------
1-87
4. SAMPLE CALCuLATION OF STAFFING
REQUIREMENTS USING THE GUIDELINES
Worksheets to be used in computing the staffing guidelines presented
in the previous section are shown on the following pages. The exa iples
presented are plants currently in operation and the tasks identified are
those currently defined as required of operating personnel at these plants.
These examples include a Type I basic plant with an average flow of 0.7 MGD,
a Type 2 facility with 0.1 MGD average flow, and a Type 3 plant with an
average daily flow of 0.3 MCD.
Each sheet is preceded by a suimnary sheet indicating the processes
and the general tasks that are performed. It should be noted that for the
Type 3 facility there were grounds keeping requirements, supervision require-
ments, and some laboratory testing requirements which were not included in
the data base for Type 3 facilities. These data were not included due to
insufficient information from these facilities from which to construct the
necessary time estimates.
In this case the data from Type 1 plants, which had the most complete
data base, were used to provide time factors. While there may be differences
in the estimates and actual between the two basic types, the error of omission
from the time requirement would be greater than the differences in the
estimates.
-------
1-88
Example 1 :
Average flow: 0.7 MGD
Liquid treatment
Raw wastewater pumping (sewer line inspection and maintenance excluded)
Preliminary treatment
Primary sedimentation
Trickling filters
Final sedimentation
Sludge treatment
Primary sludge pumping
Sludge holding tanks
Wet hauling and landfill disposal
Other
Yardwork
Laboratory
General supervision
Staffing Hour/week estimates from guidelines
Opr. II 1.4
Opr. I 10.6
Shift Opr. II 15.5
Shift Opr. I 2.5
Helper 36.0
Avg. Req’d Hours/wk 66.0
-------
STAFFING REQUIREMENT WORKSHEET (page 1) Avg. daily flow: 0.7 MCD
Location: Cl, Iowa
Primary sedimentation system
Operator II
(SWTP)
Operator I
(SWTP)
Shift opr. II
Shift opr. I
Helper
Unit process: sewer and lift station maintenance
Task a — Inspection of sewers and lift stations
b — Maintenance of sewer lines
C — Maintenance of lift pumps
d — Other maintenance 2.3
e — Other operation
Unit process: screening or comminuting
a — Hand cleaning of screens 2.3 —‘
b — Removal of debris (screenings) 0.5
c — Disposal of debris (screenings)
d — Cornxninutor cleaning 1.1
e — Maintenance of screens
f — Maintenance of comminutor 0.2
g — Housekeeping
h — Sampling for lab tests
— Other maintenance 0.1
j — Other operation 1.2
Unit process: grit removal
a — Hand cleaning grit chambers
b — Mechanical grit removal
c — Maintenance of equipment
d — Housekeeping
e — Other maintenance
I — Other operation
-------
STAFFING REQUIREMENT WORKSHEET (page 2)
Primary sedimentation system
Operator II
(SWTP)
Operator I
(SWTP)
Shift opr. It
Shift Opr. I
Helper
Unit process: primary settling tank
a — Inspection of mechanical equipment 0.8
b — Maintenance of mechanical equipment 0.4
c — Other general maintenance 0.3
d — Inspection of process—adjust flow 1.1
e — Scum removal 2.0
I — Cleaning scimi removal equipment 1.4
g — Cleaning baffles-weirs 0.4
h — Sludge collection
i — Raw sludge pumping
j — Housekeeping 1.3
k — Sampling for lab tests 0.3
1 — Other maintenance 03 0
m — Other operation
Unit process sludge digestion
a — Temperature control and boiler operation
b — Boiler maintenance 0.3
c — Check sludge, water, gas lines
d — Maintenance of sludge, water, gas lines 0.2
e — Maintenance of sludge mixing equipment 0.3
I — Maintenance of pinnps 0.4
g — Other mechanical maintenance 1.3
h — Sludge pumping
i Scum control
3 — Sludge conditioning
k — Gas collection and control (inc. drip
trap empty 0.6
-------
STAFFING REQUIREMENT )RKSHEET (page 3)
Primary sedimentation system
Operator II
(SWTP)
Operator I
(SWTP)
Shift opr. II
Shift opr. I
Helper
1 — Withdrawal of supernatant 1.3
m — Withdrawal of digested sludge 1.4
n — Sampling for lab tests
0 — Housekeeping 0.4
p — Other maintenance 0.4
q — Other operation 0.2
Unit process: digested sludge dewatering and disposal
a — Wet hauling sludge 3.0
b — Lagooning
c — Landfill 0.5 ‘
d — Other maintenance
Unit process: trickling filter tasks
a — Pump maintenance
b — Maintenance of tanks
c — Other electrical maintenance
d — Other mechanical maintenance 0.3
e — Cleaning arms 1.5
f — Cleaning under drains
g — Cleaning tanks 0.3
h — Inspection — flow adjustment 0.2
i — Filter fly control
j — Ice control 4.2
k — Other maintenance 0.2
I — Other operation 0.2
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STAFFING REQUIREMENT WORKSHEET (page 4)
Primary sedimentation system
Operator II
(swrP)
Operator I
(swTP)
Shift opr. II
Shift opr. I
Helper
Unit process: final settling tank
a — Inspection of mechanical equipment
b — Maintenance of mechanical equipment 0.3
c — Other general maintenance 0.4
d — Inspection of process-adjust flow
e — Scum removal
f — Cleaning scum removal equipment
g — Cleaning baffles-weirs 2.1
h — Sludge collection
I — Raw sludge pumping
j — Housekeeping
k — Sampling for lab tests
I — Other maintenance
in — Other operation
Unit process: laboratory control
a — Total 0.5
b — Suspended 0.8
c — Settleable 1.4
d — Volatile solids 0.8
e — Sludge solids 0.4
f—BUD 1.1
g—pI-I 1.2
h — Dissolved oxygen 0.8
I — Relative stability 1.3
J — Weather
k — Volatile acids 1.3
I — Sludge volume or sludge density index 2.2
-------
STAFFING REQUIREMENT WORKSHEET (page 5)
Primary sedimentation system
Operator II
(SWTP)
Operator I
(SWTP)
Shift opr. II
Shift opr. I
Helper
m — Dishwashing
n — Record keeping 4.6
o — Lab maintenance 1.3
p — Housekeeping O•3
q — Other maintenance 0.2
r — Other operation
Unit process: miscellaneous tasks
a — Maintenance of control system
b — Maintenance checks
c — Pump lubrication 0.03
d — Pump packing 0.1
e — Planning
f — Supervision
g — Training
h — Housekeeping 7.8
I — Grounds keeping
j — Safety equipment maintenance 0.1
k — Ventilation equipment maintenance
I — Chlorination
m — Sampling of flow
n — Other maintenance 0.2
o — Other operation ____ 0.3
Total hours/week 1.4 10.6 15.5 2.5 36.0
-------
STAFFING REQUIREMENT WORKSHEET (page 1) Avg. daily flow:
Location:
Primary sedimentation system
Operator II
(SWTP)
Operator I
(SWTP)
Shift opr. II
Shift opr. I
Helper
Unit process: sewer and lift station maintenance
Task a — Inspection of sewers and lift stations
b — Maintenance of sewer lines
c — Mainteinance of lift pwnps
d — Other maintenance
e — Other operation
Unit process: screening or comminuting
a — Hand cleaning of screens
b — Removal of debris (screenings)
c — Disposal of debris (screenings)
d — Coanninutor cleaning
e — Maintenance of screens
f — Maintenance of comminutor
g — Housekeeping
h Sampling for lab tests
i — Other maintenance
j — Other operation
Unit process: grit removal
a — Hand cleaning grit chambers
b — Mechanical grit removal
c — Maintenance of equipment
d — Housekeeping
e — Other maintenance
f — Other operation
-------
STAFFING REOUIREMENT WORKSHEET (page 2)
Primary sedimentation system
Operator II
(SWTP)
Operator I
(SWTP)
Shift opr. II
Shift opr. I
Helper
Unit process: primary settling tank
a — Inspection of mechanical equipment
b — Maintenance of mechanical equipment
c — Other general maintenance
d — Inspection of process-adjust flow
e - Scum removal
f — Cleaning scum removal equipment
g — Cleaning baffles-weirs
h — Sludge collection
i — Raw sludge pumping
j — Housekeeping
k — Sampling for lab tests
I — Other maintenance
m — Other operation
Unit process: sludge digestion
a — Temperature control and boiler operation
b — Boiler maintenance
c — Check sludge, water, gas lines
d — Maintenance of sludge, water, gas lines
e — Maintenance of sludge mixing equipment
f — Maintenance of pumps
g — Other mechanical maintenance
h — Sludge pumping
i — Scum control
j — Sludge condittoning
k — Gas collection and control (inc. drip
trap empty)
-------
STAFFING REQUIREMENT WORKSHEET (page 3)
Primary sedimentation system
Operator II
(SWTP)
Operator I
(SWTP)
Shift opr. II
Shift opr. I
Helper
1 — Withdrawal of supernatant
m — Withdrawal of digested sludge
n — Sampling for lab tests
o — Housekeeping
p — Other maintenance
q — Other operation
Unit process: digested sludge dewatering and disposal
a — Wet hauling sludge
b — Lagooning
c — Landfill
d — Other maintenance
0%
Unit process: trickling filter tasks
a — Pump maintenance
b — Maintenance of tanks
c — Other electrical maintenance
d — Other mechanical maintenance
e — Cleaning arms
f — Cleaning under drains
g — Cleaning tanks
h — Inspection — flow adjustment
i — Filter fly control
j — Ice control
k — Other maintenance
I — Other operation
-------
STAFFING REQUIREMENT WORKSHEET (page 4)
Primary sedimentation system
Operator II
(SWTP)
Operator I
(SWTP)
Shift opr. II
Shift opr. I
Helper
Unit process: final settling ta&ik
a — Inspection of mechanical equipme it
b — Maintenance of mechanical equipment
c — Other general maintenance
d — Inspection of process-adjust flow
e — Scum removal
f — Cleaning scum removal equipment
g — Cleaning baffles-weirs
h — Sludge collection
i — Raw sludge pumping
j — Housekeeping
k — Sampling for lab tests
I — Other maintenance
m — Other operation
Unit process: laboratory control
a — Total
b — Suspended
c — Settleable
d — Volatile solids
e — Sludge solids
f — BOD
g — pH
h — Dissolved oxygen
— Relative stability
j — Weather
k — Volatile acids
I — Sludge volume or sludge density index
-------
STAFFING REQUIREMENT WORKSHEET (page 5)
Primary sedimentation system
Operator II
(SWTP)
Operator I
(SWTP)
Shift opr. II
Shift opr. I
Helper
m — Dishwashing
n — Record keeping
o — Lab maintenance
p — Housekeeping
q — Other maintenance
r — Other operation
Unit process: miscellaneous tasks
a — Maintenance of control system
b — Naintenance checks
c — Pump lubrication
d — Pump packing
e — Planning
f — Supervision
g — Training
h — Housekeeping
i — Grounds keeping
j — Safety equipment maintenance
k — Ventilation equipment maintenance
1 — Chlorination
c i — Sampling of flow
n — Other maintenance
o — Other operation
Total hours/week
-------
1-99
Exa np1e 2 :
Average flow: 0.1 MCD
Liquid treatment
Raw vastewater ptmiping (sewer line maintenance excluded)
Preliminary treatment (screening)
Trickling filter
Final sedimentation
Sludge treatment
Imhoff tank
Landfill disposal
Other
Supervision
Laboratory
Yardwork
Staffing Hour/week estimates from guidelines
Opr. II
Opr. I 5.6
Shift Opr. II 9.9
Shift Opr. I 1.2
Helper 15.2
Average required hours/week 31.9
-------
STAFFING REQUIREMENT WORKSHEET (page 1) Avg. Jaij f1o ( .1 MCL
.ocaiit.,n. 0. l wa
Imhoff tank system
Operator II
(SWTP)
Operator I
(SWTP)
Shift opr. II
Shift opr. I
Helper
Unit process: sewer and lift stations maintenance
a — Inspection of sewers and lift stations 4.0
b — Maintenance of sewer lines
c — Maintenance of lift p unps 0.7
Unit process: screening or comminuting tasks
a — Hand cleaning of screens 1.9
b — Removal of debris (screenings)
c — Disposal of debris (screenings)
d — Housekeeping 0.7
e — Sampling for lab tests
f — Other maintenance
Unit process: Imhoff tanks
a — Inspection and flow adjustment
b — Maintenance of equipment
c — Squeegeeing the walls 0.9
d — Scum removal 1.8
e — Cleaning the slot 0.8
f — Sludge removal 0.3
g — Measuring sludge depth 0.2
h — Other maintenance 0.4
i — Other operation 1.2
Unit process: digested sludge dewatering and disposal
a — Wet hauling sludge
b — Landfill 0.9
-------
STAFFING REQUIREMENT WORKSHEET (page 2)
Inihoff tank system
Operator II
(SWTP)
Operator I
(SWTP)
Shift opr. II
Shift opr. I
Helper
Unit process: trickling filter tasks
a — Pump maintenance
b —Maintenance of tanks 1.7
c — Cleaning arms 0.7
d — Cleaning under drains
e — Cleaning tanks
f — Filter fly control
g — Ice control
h — Other maintenance
i — Other operation
Unit process: final settling tanks
I —
a — Inspection of mechanical equipment
b — Maintenance of mechanical equipment 0.1
C — Scum removal 0.1
d — Cleaning baffles-weirs 1.3
e — Sludge collection
f — Raw sludge pumping 1.0
g — Housekeeping
h — Sampling for lab tests 0.2
Unit process: laboratory control
a — Settleable 1.8
b — BOD
c—pH 1.1
d — Dissolved oxygen 0.7
e — Relative stability 1.1
f — Weather 0.8
-------
STAFFING REQUIRE 4ENT WORKSHEET (page 3)
Imhoff tank system
Operator II
(SWTP)
Operator I
(SWTP)
Shift opt. II
Shift opr. I
Helper
g — Dishwashing
h — Record keeping
I — Lab maintenance
j — Housekeeping 0.2
k — Other operation
Unit process: miscellaneous tasks
a Planning
b — Supervision 3.8
c — Housekeeping 0.8
d — Grounds keeping 2.7 s
e — Other maintenance 0
M
Total hours/week 5.6 9.9 1.2 15.2
-------
STAFFING REQUIREHENT WORKSHEET (page 1) Avg. daily flow:
Location: ______
Imhoff tank system
Operator II
(SWTP)
Operator I
(SWTP)
Shift opr. II
Shift opr. I
Helper
Unit process: sewer and lift stations maintenance
a — Inspection of sewers and lift stations
b — Maintenance of sever lines
c — Maintenance of lift pumps
Unit process: screening or commthuting tasks
a — Hand cleaning of screens
b — Removal of debris (screenings)
c — Disposal of debris (screenings)
d — Housekeeping
e — Sanpling for lab tests
f — Other maintenance
Unit process: Imhoff tanks
a — Inspection and flow adjustment
b — Maintenance of equipment
c — Squeegeeing the walls
d — Scum removal
e — Cleaning the slot
f — Sludge removal
g — Measuring sludge depth
h — Other maintenance
i — Other operation
Unit process: digested sludge dewatering and disposal
a — Wet hauling sludge
b — Landfill
-------
STAFFING REQUIREMENT WORKSHEET (page 2)
Imhoff tank system
Operator II
(SWTP)
Operator I
(SWTP)
Shift opr. II
Shift opr. I
Helper
Unit process: trickling filter tasks
a — Ptnnp maintenance
b — Maintenance of tanks
c — Cleaning arms
d — Cleaning under drains
e — Cleaning tanks
f — Filter fly control
g — Ice control
h — Other maintenance
i — Other operation
p - I
Unit process: final settling tanks
a — Inspection of mechanical equipment
b — Maintenance of mechanical equipment
c — Scum removal
d — Cleaning baffles-weirs
e — Sludge collection
F — Raw sludge pumping
g — Housekeeping
h — Sampling for lab tests
Unit process: laboratory control
a — Settleable
b — BOD
c — pH
d — Dissolved oxygen
e — Relative stability
F — Weather
-------
STAFFING REQUIREMENT WORKSHEET (page 3)
Imhoff tank system
Operator II
(SWTP)
Operator I
(SWTP)
Shift opr. II
Shift opr. I
Helper
g — Diahwashing
h — Record keeping
I. — Lab maintenance
j — Housekeeping
k — Other operation
Unit process: miscellaneous tasks
a — Planning
b — Supervision
C — Housekeeping
d — Grounds keeping
e — Other maintenance
Total hours/week
-------
1-106
Example 3 :
Average flow: 0.3 MCD
Liquid treatment
Raw wastewater pumping (sewer line inspection and maintenance
excluded)
Preliminary treatment
Aeration
Final sedimentation
Sludge treatment
Primary sludge pumping
Sludge digestion
Other
Supervision
Yardwork
Laboratory
Staffing Hour/week estimates from guidelines
Opr. II 4.0
Opr. I 12.1
Shift Opr. II 4.5
Shift Opr. I 0.8
Helper 15.9
Average required hours/week 37.3
-------
STAFFING REQUIREMENT WORKSHEET (page 1) Avg. daily flow: 0.3 MGD
Location: H. Iowa
Activated sludge system
Operator It
(SWTP)
Operator I
(SWTP)
Shift opr. II
Shift opr. I
Helper
Unit process: sewer and lift station maintenance
a — Inspection of sewers and lift stations
b — Maintenance of lift pumps 0.2
c — Other maintenance
Unit process: screening or comminuting tasks
a — Hand cleaning of screens
b — Rer&val of debris (screenings) 0.3
c — Disposal of debris (screenings) 0.5
d — Coinminutor cleaning 0.8
e — Maintenance of comminutors 0.4
f — Housekeeping 1.1
g — Sampling for lab tests
h — Other maintenance 0.1
Unit process: grit removal
a — Hand cleaning grit chambers
b — Housekeeping
Unit process: activated sludge tasks
a — Inspection of equipment
b — Return pump maintenance 0.3
c — Aerator or blower maintenance 0.1
d — Cleaning air diffusers 0.9
e — Other electrical maintenance
-------
STAFFING REQUIREMENT WORKSHEET (page 2)
Activated sludge system
Operator It
(SWTP)
Operator I
(SWTP)
Shift opr. II
Shift opr. I
Helper
f — Other mechanical maintenance
g — Return sludge — rate adjustment 0.5
h — Aeration rate adjustment 0.3
I Sludge removal 0.4
j — Disposal of sludge 2.1
k — Record keeping — reports
I — Housekeeping o.i
i n — Other maintenance
n — Other operation
Unit process: final settling tank
a — Inspection of mechanical equipment
b — Maintenance of mechanical equipment
c — Other general maintenance
d — Inspection of process — adjust flow 0.6
e — Scum removal 1.5
f — Cleaning scum removal equipment 1.5
g — Cleaning baffles-weirs
h — Raw sludge pumping 2.9
i — Housekeeping
j — Other operation
Unit process: laboratory control
Total and suspended solids
a — Settleable 1.9
b — Sludge solids 1.0
c — BOD 0.3 0.3
0.9
d — pH
e — Grease
-------
STAFFING REQUIREMENT WORKSHEET (page 3)
Activated sludge system
Operator II
(SWTP)
Operator I
(SWTP)
Shift opr. II
Shift opr. I
Helper
f — Dissolved oxygen 0.6
g — Relative stability
h — Weather
i — Sludge volume or sludge density index 0.4
j — Dishwashing 2.4
k — Record keeping 3.0
1 — Housekeeping
Unit process: miscellaneous tasks
a — Maintenance of control system
b — Maintenance checks
c — Pump lubrication
d — Pump packing
e — Supervision 4.5
f — Grounds keeping
Total hours/week 4.0 12.1 4.5 0.8 15.9
-------
STAFFING REQUIREMENT .X)RKSHEET (page 1) Avg. daily flow:
Location: ______
Activated sludge system
Operator II
(SWTP)
Operator I
(SWTP)
Shift opr. II
Shift opr. I
Helper
Unit process: sewer and lift station maintenance
a — Inspection of sewers and lift stations
b — Maintenance of lLft p nnps
c — Other maintenance
Unit process: screening or comniinuting tasks
a — Hand cleaning of screens
b — Removal of debris (screenings)
c — Disposal of debris (screenings)
d — Coimninutor cleaning
e — Maintenance of comminutors 0
f — Housekeeping
g — Sampling for lab tests
h — Other maintenance
Unit process: grit removal
a — Hand cleaning grit chambers
b — Housekeeping
Unit process: activated sludge tasks
a — Inspection of equipment
b — Return pump maintenance
c — Aerator or blower maintenance
d — Cleaning air diffusers
e — Other electrical maintenance
-------
STAFFING REQUIREMENT WORKSHEET (page 2)
Activated sludge system
Operator II
(SWTP)
Operator I
(SWTP)
Shift opr. II
Shift opr. I
Helper
f — Other mechanical maintenance
g — Return sludge — rate adjustment
h — Aeration rate adjustment
i — Sludge removal
j — Disposal of sludge
k — Record keeping — reports
I — Housekeeping
m — Other maintenance
n — Other operation
Unit process: final settling tank
a — Inspection of mechanical equipment
b — Maintenance of mechanical equipment
c — Other general maintenance
d — Inspection of process — adjust flow
e — Scum removal
f — Cleaning scum removal equipment
g — Cleaning baffles-weirs
h — Raw sludge pumping
i Housekeeping
j — Other operation
Unit process: laboratory control
Total and suspended solids
a — Settleable
b — Sludge solids
c — BOD
d — pH
e — Grease
-------
STAFFING REQUIREMENT WORKSHEET (page 3)
Activated sludge system
Operator II
(SwTP)
Operator I
(SWTP)
Shift opr. II
Shift opr. I
Helper
f — Dissolved oxygen
g — Relative stability
h — Weather
i — Sludge volume or sludge density index
j — Dishwashing
k — Record keeping
I — Housekeeping
Unit process: miscellaneous tasks
a — Maintenance of control system
b — Maintenance checks
c — Pump lubrication
d — Pump packing
e — Supervision
f — Grounds keeping
Total hours/week
-------
1—113
5. SAMPLE STAFFING PATTERNS
The previous examples represented the application of guidelines
for selected locations where the tasks were identified uniquely to the
selected facility. However the largest requirement in hrlwk would
result from other task combinations. At the extreme, facilities which
would require all of the tasks identified in the guidelines would re-
quire the maximum staffing hours per week. Where tasks other than
those identified are required, the time requirement would increase ac-
cordingly. However, most plants will require fewer personnel than
indicated since it is not common for all of the identified tasks to
be required at a given plant.
In all cases, there are more occupations than positions. For the
small plant management, this implies that the highest qualification
level should be the basis for hiring for at least one of the positions.
However, the candidates must be expected to spend portions of his time
in lower level occupations in order to perform all of the required
tasks. A wage scale should be established for each occupation based
on best principles of wage determination and the position paid in
proportion to the time required in each occupation.
Further development of the time estimates to other unit processes
or to tasks not included in the study on which these guidelines are
based is recommended for future studies.
-------
1—114
SAMPLE STAFFING PATTERNS — PRThIARY SEDIMENTATION SYSTEM
Maximum Staff Levels Based on 40-Hour Work Week
Average daily design f1ow MGD
0-0.2 0.2-0.4 0.4-0.6 0.6-0.8 0.8—1.0
Operator II 1.95 1.90 2.53 3.27 4.76
Operator I 16.24 18.60 23.74 31.00 38.12
Shift Operator [ I 16.19 21.39 26.80 33.24 46.10
Shift Operator I 12.87 15.77 17.54 19.81 20.83
Helper 40.70 40.72 48.77 52.59 56.85
Total hr/wk 87.95 98.38 119.38 139.91 166.66
No. of personnel 2.19 2.45 2.98 3.49 4.16
Facility descriptions:
a) Lift station at the facility with some sewer line inspection
and maintenance required
b) Screening devices including bar screens and/or comminutors
c) Grit chambers both hand and mechanically cleaned
d) Primary sedimentation tanks, usually with mechanical cleaning
equipment but occasionally with hopper bottom tanks
e) Separate heated or unheated sludge digestion (occasional
filtering of raw sludge for land fill disposal)
f) Trickling filter, usually circular, with rotary distributor
with some fixed nozzle filters
g) Final sedimentation in either mechanically cleaned or hopper
bottom sedimentation settling tanks
h) Sludge from final sedimentation tanks returned by gravity to
the lift station wet well or p .znped to the influent if lift
station not provided
i) Digested sludge either dried on sand drying beds or wet hauled
to agricultural land
j) Laboratory control, supervision of process and personnel, yard-
work included
-------
I -U 5
0-0.2 ________ ________
Operator II 0.86
Operator 1 16.68
Shift Operator tI 16.46
Shift Operator I 1.31
Helper 7.O2 _____ _____
Total hr/uk 62.33
No. of personnel 1.56
Facility descriptions:
a) Lift station or gravity flow with some sever line inspection
and maintenance required
b) Screening usually by hand cleaned bar screen
c) Grit ch ber usually hand cleaned
d) Rectangular or circular Imhoff tank
e) Trickling filter with rotary distributor
f) Final sedimentation u8ually with a hopper bottom
g) Sludge return from final sedimentation by gravity to wet well
of the p iping station or by lift pump to the plant influent
h) Sand drying beds for digested sludge with disposal on
agricultural land or in landfill
i) Supervision of process and personnel, yardwork, and laboratory
control included
SAMPLE STAFFING PATTERNS
MaximLmt Staff Levels Based
— INHOFF TANK SYST t
on 40-Hour Work Week*
Average daily design f1ou MCD
- - fl.2-0.4 0.4-0.6
1.42 2.23
17.78 20.72
13.91 13.79
1.83 5.19
_____ 32.43 48.44
67.37 90.37
1.68 2.26
*tncludes laboratory and miscellaneous task estimates from primary
sedimentation systems when missing from the t hoff tank systems.
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SAMPLE STAFFING PATTERNS — ACTIVATED SLUDGE SYSTEM
Maximum Staff Levels Based on 40-Hour Work Week*
Average daily design flow, MGD
0-0.2 0.2-0.4 0.4-0.6 0.6-0.8 0.8-1.0
Operator II 7.44 9.48 6.60 6.25 6.41
Operator I 17.28 20.19 25.81 34.11 46.24
Shift Operator II 12.68 13.50 14.74 16.08 17.79
Shift Operator I 0.52 0.77 0.93 1.05 1.L7
Helper 28.00 31.76 34.72 37.22 39.32
Total hr/wk 65.92 75.70 82.80 94.71 110.93
No. of personnel 1.65 1.89 2.07 2.38 2.77
Facility descriptions:
a) Lift station with raw wastewater flow going into aeration tanks
b) Bar screen or conuninutors. Grit chambers usually not included
c) Activated sludge process using either extended aeration or
contact stabilization
d) Diffused aeration with positive displacement blowers most
commonly used
e) Final sedimentation tanks with scum baffles; tanks with hopper
bottoms or mechanical sludge and scum removal
f) Air lift pumps used to return sludge to aeration tanks
g) Facilities frequently followed by small polishing lagoons
h) Facilities occasionally equipped with aerobic digestors and
sludge holding tanks
*
Includes Laboratory and miscellaneous task estimates from prl.mary
sedimentation systems when missing from the activated sludge systems.
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6. REFERENCES
1. Patterson, W. L. & Banker, R. F. “Estimating Costs and Manpower
Requirements for Conventional Wastewater Treatment Facilities.”
Black & Veatch Consulting Engineers. U.S. Environmental Protection
Agency, Office of Research and Monitoring. Water Pollution Control
Research Series 17090 DAN 10/70. (October 1971) Superintendent of
Documents, U.S. Government Printing Office, Washington, DC 20402
2. Cornell, Howland, Hayes, Merryfield/Clair A. Hill. “Preliminary
Draft Wastevater Treatment Plant Staffing Guidelines.” (1972)
3. Fine, Sidney A. and Wiley, Wretha W. “An Introduction to Functional
Job Analysis.” The W. E. Upjohn Institute for Employment Re-
search. (September 1971) Kalamazoo, Michigan 49007
4. Herzberg, F., Mausner, B., and Synderman, B. The Motivation to Work ,
New York, N.Y. John Wiley & Sons, Inc., (1959)
5. Maslow, A. H. A Theory of Human Motivation . Psychological Review,
50, 370—396 (1943)
6. “Manpower Planning for Wastewater Treatment Plants.” Olympus Research
Corporation. U.S. Environmental Protection Agency, Office of Water
Programs. (1972)
7. “A Handbook for Job Restructuring.” U.S. Department of Labor. Man-
power Administration 1970. Superintendent of Documents, U.S.
Government Printing Office, Washington, DC 20402
8. U.S. Employment Service. Dictionary of Occupational Titles . 3rd ed.
U.S. Department of Labor, Manpower Administration, Bureau of Employment
Security. Washington, DC (1965)
9. “Handbook for Analyzing Jobs.” U.S. Department of Labor, Manpower
Administration, Superintendent of Documents (1972)
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APPENDIX I-A: DESCRIPTION OF APTITUDES, INTERESTS
TErU ERAMENTS, PHYSICAL DEMAND, WORKING CONDITIONS 4
Aptitudes are defined as the specific capacities or abilities re-
quired of an individual in order to facilitate the learning of some
task or job duty. The amounts are expressed in terms of levels which
in turn reflect equivalent amounts of the aptitudes possessed by segments
of the working population, as follows:
1. The top 10 percent of the population. This segment of the
population possesses an extremely high degree of the aptitude.
2. The highest third exclusive of the top 10 percent of the
population. This segment of the population possesses an above
average of high degree of the aptitude.
3. The middle third of the population. This segment of the popu-
lation possesses a medium degree of the aptitude ranging from
slightly below to slightly above average.
4. The lowest third exclusive of the bottom 10 percent of the
population. This segment of the population possesses a below
average or low degree of the aptitude.
5. The lowest 10 percent of the population. This segment of the
population possesses a negligible degree of the aptitude.
General .‘opulation
High Low
A tttude
I I I I Level
3 4 4
Aptitudes defined:
1. Intelligence — General learning ability. The ability to “catch
on” or understand instructions and underlying principles: the
ability to reason and make judgments. Closely related to doing
well in school.
2. Verbal Aptitude — The ability to understand meaning of words
and to use them effectively. The ability to comprehend language,
to understand relationships between words and to understand
meanings of whole sentences and paragraphs.
3. Numerical Apcitude — The ability to perform arithmetic operations
quickly and accurately.
4. Spatial Aptitude — Ability to think visually of geometric forms
and to comprehend the two-dimensional representation of three-
dimensional objects. The ability to recognize the relationships
resulting from the movements of objects in space.
*Descriptions and explanations obtained in Handbook for Analyzing Jobs ,
U.S. Department of Labor, Manpower Administration (1972).
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5. Form Perception — Ability to perceive pertinent detail in
objects or in pictorial or graphic material. Ability to make
visual comparisons and discriminations and see slight differ-
ences in shapes and shadings of figures and widths and lengths
of lines.
6. Clerical Perception — Ability to perceive pertinent detail in
verbal or tubular material. Ability to observe differences in
copy, to proof-read words and numbers, and to avoid perceptual
errors in arithmetic computation. A measure of speed of per-
ception is required in many industrial jobs even when the job
does not have verbal or numerical content.
7. Motor Coordination — Ability to coordinate eyes and hands or
fingers rapidly and accurately in making precise movements with
speed. Ability to make movement response accurately and swiftly.
8. Finger Dexterity — Ability to move fingers, and manipulate small
objects with fingers, rapidly or accurately.
9. Manual Dexterity — Ability to move hands easily and skillfully.
To work with hands in placing and turning motions.
10. Eye-Hand-Foot Coordination — Ability to move the hand and foot
coordinately with each other in accordance with visual stimuli.
11. Color Discrimination — The ability to match or discriminate
between colors in terms of hue, saturation and brilliance. To
identify a particular color or color combination from memory
and be able to perceive harmonious or contrasting color combina-
tions.
12. Temperaments — the “personal traits” required of a worker by
specific job-worker situations.
13. Interests — preferences for certain types of work activities
or experiences, with accompanying rejection of contrary types
of activities or experiences.
14. Physical Demands — the physical requirements made of the worker
by the specific job-worker situation.
15. Working Conditions — the physical surroundings of job-worker
situations which make specific demands upon a worker’s physical
capacity.
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APPENDIX I-B:
GLOSSARY
Biochemical oxygen demand — the quantity of oxygen used in the biochemical
oxidation of organic matter in a specified time, at a specified tem-
perature, and under specified conditions. This term also refers to
a standard test used in assessing wastewater strength.
Biochemical oxygen demand, standard — biochemical oxygen demand as deter-
mined under standard laboratory procedure for five days at 20 °C,
usually expressed in parts per million.
Certification — the granting of a certificate which states than an
individual has successfully completed a given course or a series
of related courses and indicating that the individual is qualified
to perform a given function.
Effluent — 1) a liquid which flows out of a containing space, 2) wastewater,
water, or other liquid, partially or completely treated, or in its
natural state, as the case may be, flowing out of a reservoir, basin,
or treatment plant, or part thereof.
Final — the effluent from the final unit of a wastewater
treatment plant.
Stable — a treated wastewater which contains enough oxygen to
satisfy its oxygen demand.
Feedback — making available to a program the results of monitoring and
evaluation so that the program can be continuously improved.
Fringe benefits — those nonmonetary rewards or benefits provided by an
employer.
General educational development — embraces those aspects of education
(formal and informal) which contribute to the worker’s: (1) rea-
soning development and ability to follow instructions, and (2)
acquisition of “tool” knowledge, such as language and mathematical
skills.
General education development diploma (GED) — a program designed for
school dropouts to give them the development equivalent to that
received from securing a high school diploma, and generally accepted
in lieu of that diploma.
Grease — in wastewater, grease including fats, waxes, free fatty acids,
calcii.mi and magnesi .nn soaps, mineral oils, and other non-fatty
materials. The type of solvent used for its extraction should
be stated.
Grit — the heavy mineral matter in water or wastewater, such as gravel,
cinders, etc.
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Human resource development — the development of human beings into producers
through education, training, and employment services.
Index, sludge volume — the volume is milliliters occupied by one gram of
dry solids after the aerated mixed liquor settles 30 minutes, commonly
referred to as the Mohiman index.
Interests — preferences for certain types of work activities or experiences,
with accompanying rejection of contrary types of activities or
experiences.
Job assignment — a group of work tasks assigned to one employee.
Job demands — the abilities, personal traits, and individual characteristics
required of the employee to adequately perform the job assignment.
Job design — the act of determining which specific work tasks will be
grouped together and considered as a work unit for assignment to
one individual.
Job description — a general statement about the tasks which comprise the
job being described including: a) what actions are to be performed;
b) accomplishments expected by these actions; c) tools and/or equipment
to be used! and d) the degree of discretion the job holder has in
determining when actions are to be taken.
Job evaluation — the process of dividing a job into its major components
to enable analysis for the purpose of establishing rates of pay
and training.
Job specification — a statement identifying those abilities, personal
traits, and individual characteristics required of a worker in
order to achieve average-successful job performance on the job
specified.
Labor market — the geographical area within which most workers are secured.
For some occupations, this may be a given community, while for others
it may be nationwide.
Macro-manpower planning — that manpower planning associated with macro-
economic planning, which generally involves full employment of
human resources of manpower.
Manpower planning — the planning process directed to ensuring the right
number of the right types of people are available at the right
time in order to accomplish most economically the task or function
at hand.
Micro-manpower planning that manpower planning involved in meeting the
manpower needs of a particular company, agency or industry.
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National manpower program planning — that manpower planning involved in
meeting specific national needs, i.e., pollution, disadvantaged,
shortage of science skills, etc.
Occupational cluster — a grouping of closely related skills or occupations
having a conmton core of skills and/or learning.
Occupation description — a description of job duties, responsibilities,
and prerequisite qualifications related to a specific occupation
title, and developed in conformance with the Dictionary of Occupational
Title , published by the United States Department of Labor.
Occupation title — the title denoting a specific occupation description.
On-the-job training (OJT) — the usually informal training that is a part
of learning a job as compared with classroom and apprenticeship
programs.
Oxygen — a chemical element
Available — the quantity of uncombined or free oxygen dissolved
in the water of a stream
Balance — the relation between the biochemical oxygen demand
of a wastevater or treatment plant effluent and the
oxygen available in the diluting water
Consumed — the quantity of oxygen taken from potassium permanganate
in solution by a liquid containing organic matter.
Cotmi only regarded as an index of the carbonaceous
matter present. Time and temperature must be specified.
The chemical oxygen demand (COD) uses potassium dichromate.
Deficiency — the additional quantity of oxygen required to satisfy
the biochemical oxygen demand in a given liquid. Usually
expressed in parts per million.
Dissolved — usually designated as DO. The oxygen dissolved in
wastewater, water or other liquid usually expressed
in parts per million or percentage of saturation.
Residual — the dissolved oxygen content of a stream after deoxygena-
tion has begun.
pH — the logarithm of the reciprocal of the hydrogen-ion concentration.
It is not the same as the alkalinity and cannot be calculated therefrom.
Physical demands — the physical requirements made of the worker by the
specific job-worker situation.
Pollution — a condition created by the presence of harmful or objectionable
material in water.
Process — a sequence of operations.
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Activated sludge — a biological wastewater treatment process in
which a mixture of wastewater and activated
sludge is agitated and aerated. The activated
sludge is subsequently separated from the treated
wastewater (mixed liquor) by sedimentation, and
wasted or returned to the process as needed. The
treated wastewater overflows the weir of the settling
tank in which separation from the sludge takes place.
Biological — the process by which the lift activities of bacteria,
and other microorganisms in the search for food,
break down complex organic materials into simple,
more stable substances. Self-purification of
wastewater-polluted streams, sludge digestion, and
all so-called secondary wastewater treatments result
from this process. Also called Biochemical Process.
Productivity — the output per unit of input, usually per person or per man-hour.
Promotion — the movement up an occupational ladder.
Public employment — employment with a government agency.
Salary — payment by the week, month, or year.
Sludge — the accumulated settled solids deposited from wastewater or
industrial wastes, raw or treated, in tanks or basins, and containing
more or less water to form a senitliquid mass.
Activated — sludge floc produced in raw or settled wastewater by
the growth of zoogloeal bacteria and other organisms
in the presence of dissolved oxygen, and accumulated
in sufficient concentration by returning floe previously
formed.
Conditioning — treatment of liquid sludge preliminary to dewatering
and drainability, usually by the addition of chemicals.
Dewatering — the process of removing a part of the water in sludge
by any method, such as draining, evaporation, pressing,
centrifuging, exhausting, passing between rollers, or
acid flotation, with or without heat. It involves
reducing from a liquid to a spadable condition rather
than merely changing the density of the liquid (concen-
tration) on the one hand or drying (as in a kiln) on
the other.
Digester — the process by which organic or volatile matter in
sludge is gasified, liquefied, mineralized, or converted
into more stable organic matter, through the activities
of living organisms.
Solids — material in the solid state.
Dissolved — solids which are present in solution.
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Nonsettleable — finely divided suspended solids which will not
subside in quiescent water, wastewater, or other
liquid in a reasonable period. Such period is
cousnonly, though arbitrarily, taken as two hours.
Settleable — suspended solids which will subside in quiescent
water, wastewater, or other liquid in a reasonable
period. Such period is cotimionly, though arbitrarily,
taken as one hour. Also called Settling Solids.
Suspended — the quantity of material deposited when a quantity
of water, wastewater, or other liquid is filtered
through an asbestos mat in a Gooch crucible.
Total — the solids in water, wastewater, or other liquids;
it includes the suspended solids (largely removable
by filter paper) and the filterable solids (those
which pass through filter paper).
Volatile — the quantity of solids in water, wastewater, or other
liquid, lost on ignition of the total solids.
Specific vocational preparation — the amount of time required to learn the
techniques, acquire information, and develop the facility needed for
average performance in a specific job-worker situation. This training
may be acquired in a school, work, military, institutional, or a
vocational environment.
Stability — the ability of any substance, such as wastewater, effluent,
or digested sludge, to resist putrefaction (rotting) . It is the
antonym of putrescibility.
System effectiveness — the extent to which the system produces an effluent
which is socially acceptable. Influencing factors are: the waste
or influent; treatment facilities; and job performance.
Tank — a circular or rectangular vessel.
Final settling — a tank through which the effluent from a trickling
filter, or aeration or contact aeration tank flows
for the purpose of removing the settleable solids.
Imhoff — a deep two-storied wastewater tank originally
patented by Karl linhoff, consisting of an upper or
continuous flow sedimentation chamber and a lower
or sludge-digestion chamber. The floor of the
upper chamber slopes steeply to trapped slots,
through which solids may slide into the lower chamber.
The lower chamber receives no fresh wastewater directly,
but is provided with gas vents and with means for
drawing digested sludge from near the bottom.
Primary settling — the first settling tank through which wastewater is
passed in a treatment works.
Secondary — a tank following a trickling filter or activated
sludge aeration chamber.
Sedimentation — a tank or basin, in which water, wastewater or other
liquid containing settleable solids, is retained for
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a sufficient time, and in which the velocity of
flow is sufficiently low, to remove by gravity a
part of the suspended matter. Usually, in waste-
water treatrnenr, the detention period is short
enough to avoid anaerobic decomposition. Also
termed Settling or Subsidence Tank.
Septic — a single-story settling tank in which the settled
sludge is in immediate contact with the wastewater
flowing through the tank, while the organic solids
are decomposed by anaerobic bacterial action.
Task level — the relative complexity or simplicity of a task as expressed
on the worker function scales.
Task orientation — the relative involvement of a work with data, people,
and things as he performs a given job assignment.
Technical college — a post-high school educational institution which
prepares technicians in relatively narrow occupational areas.
Temperaments — the “personal traits’ t required of a worker by specific job-
worker situations.
Thickener, sludge — a type of sedimentation tank in which the sludge is
permitted to settle, usually equipped with scrapers traveling along
the bottom of the tank which push the settled sludge to a simip, from
which it is removed by gravity or by pumping.
Training — the development of vocational skills.
Treatment — any definite process for modifying the state of matter.
Preliminary — the conditioning of an industrial waste at its source
prior to discharge, to remove or to neutralize substances
injurious to sewers and treatment processes or to effect
a partial reduction in load on the treatment process.
In the treatment process, unit operations which prepare
the liquor for subsequent major operations.
Treatment activities — the different treatment functions, each of which
accomplishes a specified end result which contributes to the total
wastewater treatment objective.
Turnover — the change of personnel.
Unit process — a classification of portions of the wastewater treatment
plant facilities according to their function.
Upgrading — the improvement of job skills.
Vocational education — the preparation of an individual for a vocation,
usually requiring manual skills.
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4ag s — payment by unit of tinit .
W .jstewater — largely the water supply of a community after it has been
fouled by various uses. From the standpoint of source it may be a
combination of the liquid or water-carried wastes from residences,
business buildings, and institutions, together with those from
industrial establishments, and with such ground water, surface water,
and storm water as may be present.
Domestic — wastewater derived principally from dwellings, business
buildings, institutions, and the like. (It may or may
not contain ground water, surface water, or storm water.)
Fresh — wastewater of recent origin containing dissolved oxygen
at the point of examination.
Industrial — wastewater in which industrial wastes predominate.
Stable — wastewater in which the organic m?tter has been stablized.
Raw — wastewater prior to receiving any treatment
Sanitary — 1) domestic wastewater with storm and surface water excluded.
2) wastewater discharging from the sanitary conveniences
of dwellings (including apartment houses and hotels),
office buildings, factories, or institutions.
3) the water supply of a cormnunity after it has been used
and discharged into a wastewater.
Septic — wastewater undergoing putrefaction under anaerobic conditions.
Settled — wastewater from which most of the settleable solids
have been removed by sedimentation.
Stale — a wastewater containing little or no oxygen, but as yet
free from putrfaction.
Wastewater treatment — any artificial process to which wastewater is
subjected in order to remove or alter its objectional constituents
and thus to render it less offensive or dangerous.
Wastewater treatment facilities — the current and given facilities at a
treatment location.
Water quality — the chemical, physical, and biological characteristics of
water with respect to its suitability for a particular use.
Water standards — definitions of water quality established as a basis for
control for various water—use classifications.
Working conditions — the physical surroundings of job-worker situations
which make specfic demands upon a worker’s physical capacity.
Worker functions — the relationship, in a job-worker situation, on the
part of the worker to data, people and things. These relationships
are expressed by 24 worker functions arranged in hierarchies,
according to level; the lower the identifying number, the higher
the level.
GUS. GOVERNMENT PRINTING OFFICE 1973 546-3O9(4 1-3
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