1^72 ?
A CLASSIFICATION SYSTEM FOR
WATER AND WASTE WATER
FACILITIES AND PERSONNEL
Part 2 — Personnel Certification and Examination System
Project Report
by the
•on of Boards of Certification
for Operating Personnel
in Water and Wastewater Utilities
ABC Administrative Of I
Municipal Building
Ames, Iowa 50010
for the
Office of Water Program Operations
U.S. Environmental Protection Agency
Washington, D.C. 20460
,nt No. T900369-01-2
July 1975
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A CLASSIFICATION SYSTEM FOR
WATER AND WASTEWATER
FACILITIES AND PERSONNEL
Part 2 — Personnel Certification and Examination System
Project Report
by the
Association of Boards of Certification
for Operating Personnel
in Water and Wastewater Utilities
ABC Administrative Office
Municipal Building
Ames, Iowa 50010
Robert L. Wubbena, Project Director
for the
Office of Water Program Operations
U.S. Environmental Protection Agency
Grant No. T900369-01-2
July 1975
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EPA Review Notice
This report has been reviewed by the Environmental Protection Agency and
approved for publication. Approval does not signify that the contents necessarily
reflect the views and policies of the Environmental Protection Agency, nor does
mention of trade names or commercial products constitute endorsement or
recommendation for use.
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ACKNOWLEDGEMENTS
The Association of Boards of Certification (ABC) wishes to
acknowledge material assistance received from a number of individuals in
this the second phase of the water and wastewater facilities and personnel
classification system studies.
Harry W. Tracy (California), Clarence H. Scherer (Texas), John W.
Saucier (Tennessee), Harris F. Seidel (Iowa), and A. H. Paessler (Virginia)
as officers or former officers of ABC have given freely of their time and
expertise in the development of this report.
Two ABC and a Canadian committee also have aided materially in
the conceptual and review work of the project. The Examination Criteria
Committee co-chaired by Paul E. Bridges of Illinois and Galen Gault of
Ohio, and the Reciprocity Committee co-chaired by Joseph B. Hanlon of
Massachusetts and Ray E. Shaw, Jr., of North Carolina, lent their
assistance. The Canadian committee, chaired by Robert N. Briggs of
Alberta and assisted by Alex B. Redekopp of Ontario, provided a coor-
dinated provincial review and counsel.
Terry M. Regan of Kentucky served as the principal consultant with
the assistance of Bob G. Rogers.
The project also was greatly enhanced by the advice and cooperation
of Robert C. Rose and Dr. James 0. Bryant, Jr., of the U.S. Environmental
Protection Agency (EPA). Mr. Rose served as EPA’s Project Director.
Three principal professional and technical organizations serving the
water and wastewater fields provided counsel throughout the project. The
staffs and apppropriate committees of the American Water Works Associa-
tion (AWWA), the Water Pollution Control Federation (WPCF), and the
Federation of Associations on the Canadian Environment (FACE) made
input vital to the final product.
Material aid was furnished by the great number of state/provincial
certification boards who furnished details on and about their respective
programs.
The contributions of all are gratefully acknowledged with the hope
that their efforts will be yet another step toward more efficient water and
wastewater system operation and management.
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TABLE OF CONTENTS
Acknowledgements
Section I. Summary and Recommendations 1
Section II. Certified Personnel Identification 3
Responsible Charge 3
Job Titles and Descriptions 3
Water Treatment Plant 3
Water Distribution System 8
Wastewater Treatment Plant 8
Wastewater Collection System 10
Section III. Entry and Advancement Through Certification 12
Section IV. Personnel Classification System 14
Section V. Classification Comparison 21
General 21
Comparison of Specific Examples 21
ABC Classification 21
Model Law Regulations 25
Existing State Programs 25
Section VI. Examination System 46
Section VII. Examination Criteria 52
Glossary of Terms 59
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LISTING OF TABLES
Table No. Title
I Typical Class I Utility Personnel Chart 4
II Typical Class II Utility Personnel Chart 4
III Typical Class III Utility Personnel Chart 5
IV Typical Class IV Utility Personnel Chart 6
V Career Path for Operator at a Small Plant 12
VI Career Path for Personnel at a Large Plant 13
VII Personnel Classification System — Formal
Education and Experience Requirements in Years 15
VIII Operator Qualifications: Experience, Education,
and Substitutions 16
VIII-A Education-Experience Equivalencies 18
VIII-B ABC Personnel Classification System —
Qualification Ranges 19
IX Certification Program Evaluation Short Form 22
X Certification Program Evaluation Short Form
—Model Law 26
X I Certification Program Evaluation Short Form
—Iowa 29
XII Certification Program Evaluation Short Form
—Kentucky 32
XIII Certification Program Evaluation Short Form
—Washington State 35
XIV Summary of State Programs for Water Treatment
Plant Personnel Classification 39
XV Summary of State Programs for Wastewater
Treatment Plant Personnel Classification 42
XVI Modular Examination System—Water Treatment
Plant Personnel 47
XVII Modular Examination System—Wastewater
Treatment Plant Personnel 48
XVIII Modular Examination System—Water Distribution
System Personnel 49
XIX Modular Examination System—Wastewater
Collection System Personnel 50
XX Subject Areas—Operator Examinations 52
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XXI Subject reas—Collection/Distribution
System Examinations 53
XXII Basic Subject Definitions for General Module 53
XXIII Basic Subject Definitions for Hydraulics Module 54
XXIV Basic Subject Definitions for Quality
Control Module 54
XXV Basic Subject Definitions for
Supervision/Management Module 55
XXVI Suggested Examination Criteria for Wastewater
Treatment Plant Personnel 56
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SECTION I — SUMMARY AND RECOMMENDATIONS
SUMMARY
The Association of Boards of Certification (ABC)
has studied the classification of water and
wastewater facilities and personnel and has propos-
ed a standard system by which to make such
classifications. 1
“Certification programs for operating personnel
in water and/or wastewater facilities have been
adopted on either a mandatory or voluntary basis in
more than 50 American and Canadian states and
provinces. These programs have become an impor-
tant link in the overall national effort to protect
America’s water resources and to provide a safe and
adequate water supply. The U. S. Environmental
Protection Agency (EPA) has recognized this fact
through its support and encouragement of state
certification programs, as shown by the activities of
the Municipal Permits and Operations Division of
the Office of Water Program Operations.
“In each certification program, a key element is
the classification system for facilities and personnel.
For some time there has been a need to develop a
sound foundation and improve the present classifica-
tion systems. In addition, the existing diversity
among programs has been recognized as a weakness
and an obstacle to reciprocity. These points were
made by state program representatives at the
Organizational Meeting of the Association of Boards
of Certification for Operating Personnel in Water
and Wastewater Utilities (ABC) in June, 1972. The
primary goal of ABC is to improve and strengthen
certification efforts through communication and
cooperation among the many certification programs
in North America.”
The basic elements of the report on the first phase
of the ABC studies were:
1. Facility classification by a point system.
2. Operator Classification.
3. Operator Qualifications.
(a) Experience.
(b) Education.
(c) Examination.
Also proposed was an examination procedure
based on a modular plan. The second phase of the
ABC project reported here is a continuation of the
first program. The basic elements of this report are:
1. Identification of personnel requiring certifica-
tion by law or regulation.
2. Identification of personnel who should be en-
couraged to be certified to improve the facility
operation and to establish a method of entry into the
field.
3. A standard definition of the term “responsible
charge.”
4. A method for classification comparison
between ABC and individual certification programs
based on education and experience requirements.
5. An examination system and initial examina-
tion criteria based on a modular plan. This modular-
type examination is divided into four major
categories and each category is further divided into
four levels of certification based on the required skill
level of the position.
RECOMMENDATIONS
1. Each facility must have an operator who is
certified to a level that equals the classification level
of the facility.
2. Existing and future certification programs
should adopt the ABC modular-type examination
system for facilities personnel. By basing ex-
aminations on required skill levels (as opposed to
desired knowledge), the objectives of Equal Employ-
ment Opportunity Commission (EEOC) or other
similar organizations would be met while providing a
more valid measurement of an operator’s ability to
properly operate his facility.
3. To assure increased and meaningful reciproci-
ty between certification boards, a compilation of
examination questions based on category and degree
of difficulty should be prepared by ABC for use as a
tool to help establish minimum skill, knowledge, and
ability levels for each operator certification
classification.
4. Existing and future certification programs
should recognize the need for a career ladder in utility
operations and management, and that the practice of
certifying only one person per facility is becoming
obsolete. Personnel in charge of an operating shift
should be certified at no less than one level below that
of the facility classification. All other operating
personnel who may affect the quality of operation or
a final product should be encouraged to become
certified at some level.
5. Existing certification programs should com-
pare their current classification system with the ABC
system and determine the equivalence of classes.
6. As existing certification programs are
periodically reviewed and revised, the ABC
classification system for both personnel and
facilities should be adopted.
7. Future certification programs and new
programs under development should adopt the ABC
classification system for both personnel and
facilities.
8. Both existing and new certification programs
should follow Section II of this report, as a minimum,
in identifying those positions for whom certification
is required and for whom it is encouraged.
1
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9. Federal agencies with responsibilities for
water and/or wastewater facilities should adopt the
ABC classification system if they have none, or
determine its equivalency to their own system if one
exists. They should also encourage their operating
personnel to become certified in the appropriate state
administered program.
“A Classification System for Water and Wastewater Facilities
and Personnel.” Assn. of Boards of Certification, Admin. Off.,
Municipal Bldg., Ames, Iowa 50010 (June 1974).
2
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SECTION II — CERTIFIED PERSONNEL IDENTIFICATION
(Responsible Charge)
Most certification agencies require that those
individuals in “responsible charge” be certified. In
this study, the term used is “direct responsible
charge” (DRC); its definition is:
The term “direct responsible charge” shall
mean, in smaller facilities where shift operation is
not required, active daily on-site charge and per-
formance of operation.
In larger facilities where shift operation is
required, “direct responsible charge” shall mean
both
(a) active, daily, on-site technical direction and
supervision; and
(b) active, daily, on-site charge of an operating
shift or a major segment of a system or
facility.
This definition would include all personnel
with responsibility for active, daily, on-site
technical direction and supervision in operations
within a system.
Personnel requiring certification under this
definition have been identified in this study. Some
selective and speciality personnel that member
boards should encourage to become certified on a
voluntary basis have also been identified. While ABC
does not recommend this latter category of personnel
be required to have certification, they should be
actively encouraged to enter the certification system.
This would supply a reservoir of certified personnel
for an expanding field.
The job titles used are a consensus of those
identified in recent literature. Because there is con-
siderable difference in job titles from one area to
another, a brief job description is included with each
title.
Illustrations of this certification concept are
shown in Tables I, II, III, and IV. This concept is not
parallel to general practice in existing certification
programs. However, constant improvement in the
“state of the art” of water and wastewatertreatment,
and the increasingly stringent drinking water stan-
dards and wastewater effluent requirements, make
the concept of one certified person per plant invalid in
plants that require the presence of an operator for
more than one shift per day.
All personnel should be encouraged to be certified
to their highest degree of competency based on their
responsibilities and their particular specialities
within the field.
In the larger systems, different levels of certifica-
tion are required because of job level variations and
responsibilities. This concept of certification, while
not mandatory, should be encouraged by the cer-
tifying authority. This approach would more readily
assure the public of a certain level of competency and
provide the employee a greater means for self-
improvement and advancement.
Job Titles and Descriptions
A. Water Treatment Plant
1. Certification Required
a. Superintendent (Classes III and IV)
Responsible for administration, opera-
tion, and maintenance of entire plant. Exer-
cises direct authority over all plant functions
and personnel in accordance with approved
policies and procedures. Inspects plant
regularly, analyzes and evaluates operation
and maintenance functions, initiates or
recommends new or improved practices.
Develops plans and procedures to insure
efficient plant operation. Recommends plant
improvements and additions. Coordinates
data and prepares or reviews and approves
operation reports and budget requests. Con-
trols expenditure of budgeted funds and re-
quests approval for major expenditures, if
required. Recommends specifications for ma-
jor equipment and material purchases.
Organizes and directs activities of plant per-
sonnel, including training programs. Main-
tains effective communications and working
relationships with employees, government
officials, and general public.
b. Assistant Superintendent
Assists in administrative and supervisory
duties, under general direction of superinten-
dent. Serves as superintendent in his absence.
Aids in analyzing and evaluating operating
and maintenance procedures and in develop-
ing new or improved practices. Participates in
maintenance of operating records, compila-
tion of data, and report preparation. Assists
in employee training. Inspects plant. Assists
in planning special maintenance work and
minor plant alterations, as required.
c. Operations Supervisor
Supervises and coordinates activities of
plant operators, laborers, custodians, and
other plant personnel. Prepares work
schedules subject to approval of superinten-
dent or assistant superintendent. Analyzes
recording instrument readings and
laboratory tests, and adjusts various plant
processes accordingly. Prepares reports and
maintains records. Inspects plant to deter-
3
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TABLE I. — Typical Class I Utility Personnel Chart
UTILITY
OWNER
SUPERINTENDENT
(SMALL PLANT OPERATOR)
Certified Class I for
Both Plant and Collection or Distribution System
Required
TABLE II. — Typical Class II Utility Personnel Chart
MAYOR AND COUNCIL
or
UTILITY MANAGER
SUPERINTENDENT
Certified Class II for
Both Plant and Collection or Distribution System
Required
OPERATOR
LINE LABORER
Certified Class I
Encouraged
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TABLE Ill. — Typical Class Ill Utility Personnel Chart
UTILITY MANAGER
CITY ENGINEER
CITY MANAGER
__ I
PLANT COLLECTION OR DISTRIBUTIONSYSTE
SUPERINTENDENT SUPERINTENDENT
Certified Class Ill Certified Class Ill
Required Required
I I _______
LABORATORY OPERATIONS OPERATI ONS SUPERVISOR
TECHNICIAN SUPERVISOR (FOREMAN)
Certified Class Certified Class II Certified Class I I
Encouraged Required Encouraged
I I
QUALITY CONTROL OPERATOR
INSPECTOR
Certified Class II Certified Class II
Encouraged Encouraged
5
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-I
I-
C,
C,
C ,,
C d ,
=
CD
-I
0
CD
C,
DEPARTMENT DIRECTOR*
or
GENERAL MANAGER*
— D SION OF NANCE
[ _ AND AD NISTRA1]ON
*ThIs position may require certification, depending on utility
management and administration policy.
TREATMENT
DIVISION
SUPERINTENDENT
Certified Class IV
Required
COLLECTION OR DISTRIBUTION
DIVISION
STAFF
ASS ISTANT
Certified Class III
Encouraged
CHEMIST
Certified Class IV
Encouraged
SUPERINTENDENT
Certified Class IV
Required
ASSISTANT
SUPERINTENDENT
Certified Class IV
Required
LABORATORY
TECHNICIAN
Certified Class III
Encouraged
ASSISTANT
SUPERINTENDENT
Certified Class III
Required
OPERATIONS
SUPERVISOR
Certified Class IV
Required
H ___
MAINTENANCE
SUPERVISOR
I Uncertified
L____
SHIFT
SUPERVISOR
Certified Class
III
Required
OPERATOR
Certified Class
II
Encouraged
i QUALITY CONTROL
INSPECTOR
Certified Class
Ill
Encouraged
OPERATIONS
SUPERVISOR
Certified Class
III
Encouraged
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mine efficiency of operation, cleanliness, and
maintenance requirements. Determines
remedial action in emergencies. Conducts
training program. Requisitions chemicals
and supplies. Performs duties of assistant
superintendent in his absence.
d. Shift Supervisor
Supervises operation of plant and plant
operating personnel under general direction
of superiors. Performs duties of operations or
maintenance supervisor in his absence.
Supervises, instructs, and assigns specific
duties to shift workers. Reviews and
evaluates work performance. Participates in
training programs. Inspects plant equipment
and processes regularly. Analyzes instru-
ment readings and laboratory tests results.
Determines sites and causes of any malfunc-
tions. Orders, supervises, or participates in
required adjustments or repairs. Maintains
and evaluates operating records. Replaces
operator or maintenance worker during
emergency situation. Communicates with
other shift foremen regarding plant con-
ditions.
e. Small Plant Superintendent (Classes I and
II)
Operates water treatment equipment to
regulate flow and processing of water.
Monitors control panels and adjusts valves
and gates manually or by remote control to
regulate flow of water. Observes variations in
operating conditions and interprets meter
and gauge readings and test results to deter-
mine processing requirements. Starts and
stops pumps, engines, and generators to con-
trol flows of chemicals and wastewater
through the unit processes. May operate and
maintain power generating equipment to
provide heat and electricity for plant.
Operates automotive equipment.
Analyzes and evaluates operation and
maintenance functions for water treatment
plants processing an average daily flow of
less than one (1) million gallons; initiates or
recommends new or improved practices.
Controls expenditures of budgeted funds
and requests approval for major expen-
ditures, as required. Maintains effective com-
munications and working relationships with
other utility employees, government officials,
and general public. Composes routine cor-
respondence 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 done by an outside contract. Respon-
sible for maintaining buildings, structures,
and grounds. Establishes preventive
maintenance programs and regularly in-
spects 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 re-
quired. Requisitions chemicals and supplies.
2. Certification Encouraged
a. Staff Assistant
Assists in administrative and supervisory
duties under general direction of the assistant
superintendent. Aids in analyzing and
evaluating operation and maintenance
procedures and in developing new or im-
proved practices. Participates in
maintenance of records, compilation of data,
and plan and report preparation. Assists in
employee training. Inspects plant. Assists in
preparation of plans for minor plant
alterations and in planning special
maintenance work. May represent the
superintendent or assistant superintendent
in administrative meetings.
b. Operator (Large Plant)
Performs any combination of the follow-
ing tasks pertinent to controlling operation of
the plant. Operates treatment facilities to
control flow and processing of raw and finish-
ed water. Monitors gauges, meters, and con-
trol panels. Observes variations in operating
conditions and interprets meter and gauge
readings and test results to determine
processing requirements. Operates valves
and gates either manually or by remote
control; starts and stops pumps, engines, and
generators to control and adjust flow and
treatment processes. Maintains shift log and
records meter and gauge readings. Collects
samples and performs routine labortory tests
and analyses. Performs routine maintenance
functions and custodial duties. Operates
power generating equipment. Makes
operating decisions in absence of supervisory
personnel. May perform duties of the shift
supervisor in his absence.
c. Chemist/Bacteriologist
Supervises and performs specialized and
complex chemical, bacteriological, and
physical tests and analyses of raw, partially
treated, and treated water and by-products to
determine efficiency of plant processes and to
insure that the plant effluent meets local,
7
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state, and federal requirements. Conducts or
supervises less complex, routine tests. Super-
vises collection of laboratory samples. When
laboratory technicians are present, super-
vises them and provides routine procedures to
be followed. Evaluates and interprets test
results for superintendent, establishes test
priorities, and prepares reports. Assembles
data, maintains records, and prepares
periodic reports. Sets up pilot processes when
conducting research on improved procedures.
Provides direct or indirect instructions to
operating personnel regarding chemical re-
quirements and adjustments, and changes or
additions to various treatment processes.
d. Laboratory Technician
Performs any combination of routine
laboratory tasks. Collects samples of raw,
partially treated, and treated water within the
plant and treated water throughout the
system. Assembles instruments and equip-
ment for analytical or research work.
Prepares chemical and bacteriological media,
stains, reagents, and test solutions routinely
used in laboratory. Operates equipment and
performs routine chemical, bacteriological,
and physical tests as directed. Maintains test
result records and prepares data sheets.
Prepares or assists in preparation of reports.
Cleans, maintains, and stores instruments
and equipment. Maintains inventory and
orders supplies. Performs custodial duties in
laboratory.
B. Water Distribution System
1. Certification Required
a. Superintendent
Responsible for administration and opera-
tion of entire system. Exercises direct authori-
ty over all system functions and personnel in
accordance with approved policies and
procedures. Inspects the system regularly.
Analyzes and evaluates operation and
maintenance functions and initiates or
recommends new or improved practices.
Develops plans and procedures to insure
efficient system operation. Recommends
system improvements and extensions. Coor-
dinates data and prepares or reviews and
approves operation reports and budget re-
quests. Controls expenditure of budgeted
funds and requests approval for major expen-
ditures, if required. Recommends
specifications for major equipment and
material purchases. Organizes and directs
activities of system personnel, including
training programs. Maintains effective com-
munications and working relationships with
employees, government officials, and general
public.
b. Assistant Superintendent
Assists in administrative and supervisory
duties under the general direction of the
superintendent. Serves as superintendent in
his absence. Aids in analyzing and
evaluating operation and maintenance
procedures, and in developing new or im-
proved practices. Participates in
maintenance of operating records, compila-
tion of data, and report preparations. Assists
in employee training and safety program.
Inspects system. Assists in planning special
maintenance work and minor system exten-
sions.
2. Certification Encouraged
a. Operations Supervisor
Supervises and coordinates activities of
system maintenance personnel, meter men,
connection personnel, inspectors, and other
system personnel. Prepares work schedules
subject to approval of the superintendent or
assistant superintendent. Prepares reports
and maintains records. Inspects system.
Determines remedial action in emergencies.
Conducts training program. Requisitions
materials and supplies. Performs duties of
assistant superintendent in his absence.
b. Quality Control Inspector
Performs routine inspection of the system
and collects samples of treated water
throughout the system including cross-
connection inspection, hydrant flow testing,
chlorine residual determinations, and collec-
tion of bacteriological samples. Operates
equipment and conducts tests as directed.
Maintains records and prepares data sheets.
Prepares or assists in preparation of reports.
Responds to customer complaints.
C. Wastewater Treatment Plant
1. Certification Required
a. Superintendent (Classes III and IV)
Responsible for administration, operation,
and maintenance of entire plant. Exercises
direct authority over all plant functions and
personnel in accordance with approved
policies and procedures. Inspects plant
regularly. Analyzes and evaluates operation
and maintenance functions, initiates or
recommends new or improved practices.
Develops plans and procedures to insure
efficient plant operation. Recommends plant
8
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improvements and additions. Coordinates
data and prepares or reviews and approves
operation reports and budget requests. Con-
trols expenditure of budgeted funds and re-
quests approval for major expenditures, if
required. Recommends specifications for ma-
jor equipment and material purchases.
Organizes and directs activities of plant per-
sonnel, including training programs. Main-
tains effective communications and working
relationships with employees, government
officials, and general public.
b. Assistant Superintendent
Assists in administrative and supervisory
duties under the general direction of the
superintendent. Serves as superintendent in
his absence. Aids in analyzing and
evaluating operation and maintenance
procedures and in developing new or im-
proved practices. Participates in
maintenance of operating records, compila-
tion of data, and report preparation. Assists
in employee training. Inspects plant. Assists
in planning special maintenance work and
minor plant alterations.
c. Operations Supervisor
Supervises and coordinates activities of
plant operators, laborers, custodians, and
other plant personnel. Prepares work
schedules, subject to approval of the
superintendent or assistant superintendent.
Analyzes recording instrument readings and
laboratory test results and adjusts various
plant processes accordingly. Prepares reports
and maintains records. Inspects plant to
determine efficiency of operation, cleanliness,
and maintenance requirements. Determines
remedial action in emergencies. Conducts
training programs. Requisitions chemicals
and supplies. Performs duties of assistant
superintendent in his absence.
d. Shift Supervisor
Supervises operation of the plant under
general direction of superiors. Performs
duties of operations or maintenance super-
visor in his absence. Supervises, instructs,
and assigns specific duties to shift workers.
Reviews and evaluates work performance.
Participates in training programs. Inspects
plant equipment and processes regularly.
Analyzes instrument readings and
laboratory tests results. Determines site and
causes of any malfunctions. Orders, super-
vises, or participates in required adjustments
or repairs. Maintains and evaluates
operating records. Replaces operator or
maintenance worker during emergency
situations. Communicates with other shift
foremen regarding plant conditions.
e. Small Plant Superintendent (Classes I
and II)
Operates wastewater treatment equip-
ment 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 re-
quirements. 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 wastewater treat-
ment plant processing an average daily flow
oflessthan one (1) million gallons; initiates or
recommends new or improved practices. Con-
trols expenditure of budgeted funds and re-
quests approval for major expenditures, as
required. Maintains effective com-
munications and working relationships with
other utility employees, government officials,
and general public. Composes routine cor-
respondence 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 done by an outside contract. Respon-
sible for maintaining buildings, structures,
and grounds. Establishes preventive
maintenance program and regularly inspects
plant and mechanical equipment for malfunc-
tions and needed repair. Keeps maintenance
records. Performs craft-oriented duties (i.e.,
electrician, painter, plumber, etc.), along with
general custodial tasks as required. Re-
quisitions chemicals and supplies.
2. Certification Encouraged
a. Staff Assistant
Assists in administrative and supervisory
duties under general direction of the assistant
superintendent. Aids in analyzing and
evaluating operations and maintenance
procedures and in developing new or im-
proved practices. Participates in
maintenance of records, compilation of data,
and plan and report preparation. Assists in
9
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employee training. Inspects plant. Assists in
preparation of plans for minor plant
alterations and in planning special
maintenance work. May represent the
superintendent or assistant superintendent
in administrative meetings.
b. Operator (Large Plant)
Performs any combination of the follow-
ing tasks pertinent to controlling operation of
plant. Operates treatment facilities to control
flow and processing of wastewater, sludge,
and effluent. Monitors gauges, meters, and
control panels. Observes variations in
operating conditions and interprets meter
and gauge readings and test results to deter-
mine processing requirements. Operates
valves and gates either manually or by
remote control. Starts and stops pumps,
engines, and generators to control and adjust
flow and treatment processes. Maintains
shift log and records meter and gauge
readings. Extracts samples and performs
routine laboratory tests and analyses. Per-
forms routine maintenance functions and
custodial duties. Operates power generating
equipment and incinerators. Makes operating
decisions in the absence of supervisory per-
sonnel. May perform duties of the shift super-
visor in his absence.
c. Chemist/Bacteriologist
Supervises and performs specialized and
complex chemical, bacteriological, and
physical tests and analyses of raw, partially
treated, and treated wastewater and by-
products to determine efficiency of plant
processes and to insure that plant effluent
meets local, state, and federal requirements.
Conducts or supervises less complex routine
tests. Supervises collection of laboratory
samples. When laboratory technicians are
present, supervises them and provides routine
procedures to be followed. Evaluates and
interprets test results, establishes test
priorities, and prepares reports. Assembles
data, maintains records, and prepares
periodic reports. Sets up pilot processes when
conducting research on improved procedures.
Provides direct or indirect instructions to
operating personnel regarding chemical re-
quirements and adjustments, changes, or
additions to various treatment processes.
d. Laboratory Technician
Performs any combination of routine
laboratory tasks. Collects samples of plant
influent, partially treated wastewater, sludge,
effluent, and other by-products. Assembles
instruments and equipment for analytical or
research work. Prepares chemical and
bacteriological media, stains, reagents, and
test solutions routinely used in laboratory.
Operates equipment and performs routine
chemical, bacteriological, and physical tests
as directed. Maintains test result reports.
Cleans, maintains, and stores instruments
and equipment. Maintains inventory and
orders supplies. Performs custodial duties in
laboratory.
D. Wastewater Collection System
This section does not apply as a direct legal
requirement for many member boards. Many cer-
tification laws speak only to water treatment,
wastewater treatment, and water distribution.
However, the following section is included for infor-
mation.
1. Certification Required
a. Superintendent
Responsible for administration and opera-
tion of entire system. Exercises direct authori-
ty over all system functions and personnel in
accordance with approved policies and
procedures. Inspects the system regularly.
Analyzes and evaluates operation and
maintenance functions. Initiates or
recommends new or improved practices.
Develops plans and procedures to insure
efficient system operation. Recommends
system improvements and extensions. Coor-
dinates data and prepares or reviews and
approves operation reports and budget re-
quests. Controls expenditures or budgeted
funds and requests approval for major expen-
ditures, as required. Recommends
specifications for major equipment and
material purchases. Organizes and directs
activities of system personnel including train-
ing programs. Maintains effective com-
munications and working relationships with
employees, government officials, and the
general public.
b. Assistant Superintendent
Assists in administrative and supervisory
duties under the general direction of the
superintendent. Serves as superintendent in
his absence. Aids in analyzing and
evaluating operating and maintenance
procedures, and in developing new or im-
proved practices. Participates in
maintenance of operating records, compila-
tion of data, and report preparation. Assists
in employee training. Inspects system.
Assists in planning special maintenance
work and minor system extensions.
10
-------
2. Certification Encouraged
b. Quality Control Inspector
a. Operations Supervisor
Supervises and coordinates activities of
system maintenance personnel, meter men,
connection personnel, inspectors, and other
system personnel. Prepares work schedules
subject to approval of the superintendent or
assistant superintendent. Prepares reports
and maintains records. Inspects system.
Determines remedial action in emergencies.
Conducts training programs. Requisitions
materials and supplies. Performs duties of the
assistant superintendent in his absence.
Performs routine inspection and monitor-
ing of the system including: sampling and
monitoring industrial discharges into the
system; inspection of pretreatment facilities
connected to the system; assisting plant
laboratory personnel in monitoring the
receiving stream, as required; and conducting
inflow/infiltration studies as directed.
Operates equipment and conducts tests as
directed. Maintains records and prepares
data sheets. Prepares or assists in the
preparation of reports.
11
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SECIION III — ENTRY AND ADVANCEMENT THROUGH CERTIFICATION
Certification programs, while developed and ad-
ministered to protect the public health and the
public’s investment, also must provide for the entry
into and advancement through the field for all
qualified personnel. Care must be exercised in the
administration of a certification program to avoid
the creation of a “closed shop” situation.
If qualified personnel are denied entry into the
field by artificial barriers or unrelated educational or
training requirements, the certifying authority may
expect to be involved in litigation. An unfortunate by-
product of this litigation could be the invalidation of
the entire certification program.
To be totally effective certification programs must
have the support and cooperation of operations
personnel in the field. It is naive to believe that a
regulation or law of this type can be implemented
properly without the support of a majority of those
people affected by the regulation or law. To provide
for this support the affected personnel must be shown
that they have a way to advance within the system.
As facility operations to meet new standards
become more complex, the need for more competent
operating personnel becomes greater. If there is no
opportunity for advancement, the personnel have no
motivation to improve their skills.
Two possible methods for advancement or “career
paths” are illustrated. Table V presents a “career
path” for the operator of a small plant, and Table VI
presents a “career path” for personnel in large
plants.
Certification must provide mobility for qualified
personnel. While it is understood that some small
plant operators will not want to relocate, those
desiring to advance themselves must be shown that
starting in a Class I facility is not a dead-end path.
- V
— — — — —— —
I I
L
TABLE V. — Career Path for Operator of a Small Plant
Entry Into Large System Career Path
/ *
SUPERINTENDENT
CLASS -lI PLANT
Certification
Required
OPERATOR
CLASS Ill PLANT
Certification
Encouraged
OPERATOR
CLASS IV PLANT
Certification
Encouraged
OPERATOR
CLASS U PLANT
Certification
Encouraged
OPERATOR
CLASS I PLANT
Certification
Required
NOTE: Movement from an uncertified position to a required certified position and from a
lower grade to a higher grade is dependent on education/experience requirements
and examination. A Class l( certificate may be obtained while working at a Class I
facility provided minimum requirements are met.
12
-------
LateraI
Movement ________
DRIVER
U ncertitied 4
NOTE: • Movement from an uncertified position to a required certified position and from a lower grade to a higher grade is dependent on
education/experience requirements and examination.
• Lateral entry as well as vertical entry must be provided to allow for entry into the field at higher levels.
• Entries illustrated are highest level possible based on education/experience. Personnel with higher qualifications may enter at a
lower level.
ENTRY
B.S. Engineer,
B.S. Engineering Technology, or
Superintendent of
Smaller Plant
SUPERINTENDENT
certification
Required
ASSISTANT
SUPERINTENDENT
certification
Required
DEPUTY OR
STAFF ASSISTANT
certification
Encouraged
- -
ENTRY
B.S. chemist/chemical Engineer
or Biologist/chemist
- -
r
CHEMIST
certification
Encouraged
ENTRY
Technical Institute,
community College,
or A,A. Degree
MAINTENANCE
SUPERVISOR
Uncertified
See Note _ , _ — + Note
OPERATIONS
SUPERVISOR
Certification
Required
SHIFT
FOREMAN
Certification
Required
-i4
LABORATORY
TECHNICIAN
Certification
Encouraged
ENTRY
Small Plant Operator
or Operator Training Course,
Public
+
MAINTENANCE
FOREMAN
U ncertified
4
MAINT EN AN CE
MAN
Uncertified
OPERATOR
Certification
Encouraged
ENTRY
High School or
Vocational School,
Public
1
I . ’,
r)
A,
-‘
CD
CD
-I
A,
-4’
0
-I
CD
-I
C ,,
0
CD
A)
A,
A,
CD
-c
A,
+
ENTRY
4 Trade School,
Public
ASSISTANT
OPERATOR
U ncertified
LABORER
Uncertified
CUSTODIAN
Uncertified
ENTRY
Labor Pool,
Public
-------
SECTION IV — PERSONNEL CLASSIFICATION SYSTEM
It is desirable that the Personnel Classification
System (Table VII) parallel the previously developed
facility classification system.
The ABC personnel classification system allows
for an unlimited number of specialty certifications to
be developed from the basic system or, in programs
with limited resources, the basic system alone may be
adopted.
In the previous ABC report, the personnel
classification system was presented in condensed
form. That material is presented here as Tables VII
and VIII, but in considerably expanded form, and
with additional comments to assist in its use as a
guide for making reciprocity determinations.
The changes reflected in Table VII consist of an
adjustment in Class III experience requirements
from 5 (2.5 DRC)years to 4 (2 DRC)years of ex-
perience, an adjustment in Class IV experience
requirements from 6(3 DRC)years to 4(2 DRC)years
of experience, and a restatement of the footnotes
supporting Table VII. The minimum experience
requirements and DRC requirements are based on
the minimum experience required to obtain the
necessary background to properly operate a given
facility.
This experience requirement, if it is acceptable
operating experience, would assure the certifying
authority that an operator applying for a particular
class of certification had been exposed to other than
“normal” operating procedures and had experienced
the various cyclic changes affecting facility opera-
tion. A major portion of operating knowledge is
acquired by actual experience, and knowledge of this
type is difficult to test for in a written examination.
Table VIII is arranged in four sections covering
experience requirements, formal education re-
quirements, and an extended outline of substitutions
for both experience and education.
A short-form tabulation or summary of equivalen-
cies between education and experience as prescribed
under the ABC personnel classification system is
presented in Table VIII-A. This should simplify the
evaluation of any certification program and an
individual’s qualifications for a specific certification
class.
Table VIII-B is a summary, in numerical form, of
the number of years of formal education, specialized
training, and experience required. It outlines all of
the combinations of education, training, and ex-
perience that meet ABC guidelines for certification in
a specific class.
The personnel classification system is given in
Tables VII, VIII, VIII-A, and VIII-B to aid boards in
adopting the ABC classification plan.
14
-------
TABLE VII.— Personnel Classification System—Formal Education and
Experience Requirements in Years
Type Facility/System
Operator Class
Operator-in-Training
I
II
Ill
IV
Operating
Education Experience
Operating
Education Experience
Operating
Education Experience
Operating DRC
Education Experience Experience
Operating DRC
Education Experience Experience
Wastewater Collection (WWC)
Wastewater Treatment (WWT)
Water Distribution (WD)
Water Treatment (WT)
12 (a)
12 (a)
12 (a)
12 (a)
12 1
12 1
12 1
12 1
12 3
12 3
12 3
12 3
14 4
14 4 (b)
14 4 (b)
14 4 (b)
16 4
16 4 (c)
16 4
16 4 (C)
(a) Three (3) months operating experience or completion of an approved basic training course. It is
recognized that the position operator-in-training (OIT) is not a legally required position in the majority of
existing programs. It is included here to illustrate a method of encouraging new entrants in the field to
enter into the certification program.
(b) Half (2 years) of the Operating Experience requirement for Class III must be DRC experience in Class II or
higher positions.
(c) Half (2 years) of the Operating Experience requirement for Class IV must be DRC experience in Class Ill or
higher positions.
NOTE: • For Class I, the minimum experience requirement is 1 year, without substitutions.
• For Classes II, Ill, and IV, substitutions may be made for required experience, but with the
limitation that 50 percent of all stated experience requirements (both operating and DRC) must be
met by actual on-site operating experience in a plant or system.
• This experience should be obtained under the supervision of a certified operator or under an
organized on-the-job training program.
• Also see Table 4 A Classification System for Water and Wastewater Facilities and Personnel.”
Assoc. of Bds. of Cert., Ames, Iowa (June 1974).
15
-------
TABLE VIII. — Operator Qualifications: Experience, Education, and Substitutions
EXPERIENCE REQUIREMENTS
Definitions
• Operating experience is defined as time spent at
a plant or system in satisfactory performance of
operation duties.
• In smaller facilities where shift operation is not
required, DRC experience is defined as:
(a) Active, daily, on-site charge and perfor-
mance of operation duties in the next lower certifica-
tion class.*
• In larger facilities where shift operation is
required, DRC experience is defined as both:
(b) Active, daily, on-site technical direction and
supervision of operation duties in the next lower
certification class,* and
(c) Active, daily, on-site charge of an operating
shift, or a major segment of a system or facility, in the
same or next lower certification class.
DRC Requirement
• For Class I or Class II certification, DRC
experience is not required.
• For Class III certification, one-half (½) of the
operating experience requirement must be DRC ex-
perience gained
(a) in Class II, if in a top supervisory position,
and as specified in the definition of DRC experience,*
or
(b) in Class II or higher, if on-site charge, and
as specified in the definition of DRC experience.
• For Class IV certification, one-half of the
operating experience requirement must be DRC ex-
perience gained
(a) in Class III, if in a top supervisory position,
and as specified in the definition of DRC experience,*
or
(b) in Class III or higher, if on-site charge, and
as specified in the definition of DRC experience.
Substitutions for Experience Requirements
Substitutions may be made for required ex-
perience for Classes II, III, and IV, but with the
limitation that 50 percent of any stated experience
requirement (both Operating and DRC) must be met
by actual on-site operating experience in a plant or
system.
Formal Education
• High school education cannot be credited for
substitutional value toward any experience require-
ment; high school education is in itself a basic
requirement for certification at any level.
• Approved relevantt formal academic education
at the post-high school or college level may be
substituted for experience requirement (either
crating or DRC) on a year-for-year basis, subject to
the 50 percent limitation previously described. Thirty
(30) semester or 45 quarter hours are considered the
equivalent of one (1) year of formal education.
• Education applied in substitution for an ex-
perience requirement cannot also be applied to the
education requirement.
Operator Training
• Specialized operator training courses,
seminars, workshops, approved technical con-
ferences, etc., may be substituted for experience
requirement (either Operating or DRC), subject to the
50 percent limitation previously described. Calcula-
tion will be based on Continuing Education Units
(CE U) as outlined in Section V.
Other Experience
• Partial credit toward operating experience
(both Operating and DRC) may be given for ex-
perience in plant or system maintenance, in the
laboratory, in a different utility division or certifica-
tion category than that which is being applied for, or
in related (allied) trades such as plumbing, as deter-
mined or approved by the board.
FORMAL EDUCATION REQUIREMENTS
Definitions
• A High School diploma (12 years) is prescribed
as a desirable minimum formal education level for
any class of certification.
• Applicants without a high school diploma are
strongly encouraged to pass a GED test or
equivalent.
• The formal education requirement of fourteen
(14) years for Class III includes two (2) years of
approved related or relevant college-level formal
education in the environmental field, or specialized
training (CEU to be determined), or a combination of
formal education and training.
• The formal education requirement of sixteen
(16) years for Class IV includes four (4) years of
approved related or relevant college-level formal
education in the environmental field, or specialized
training (CEU to be determined), or a combination of
formal education and training.
• Related or relevant college-level formal educa-
tion includes two-year courses or curricula in en-
vironmental technology; and four-year B.S. degree
programs in environmental engineering, sciences,
16
-------
TABLE VIII. (Continued)
and similar programs as approved by the board.
Specialized training includes courses, seminars, etc.,
which have been approved by the board and
evaluated in terms of CEU.
• Applicants lacking in formal education can
take advantage of specialized operator training
courses. These can be substituted for formal educa-
tion without limit. This assures that an operator who
has not had the opportunity to go to college still has
the opportunity to advance to the highest certifica-
tion class.
Substitutions for Formal Education
Requirements
Substitutions may be made for required formal
education, subject to the following criteria.
Experience
• A year of operating experience (Operating or
DRC) may be substituted for two (2) years of grade
school, without limitation.
• A year of operating experience (Operating or
DRC) may be substituted for one (1) year of high
school, without limitation.
• A maximum of one (1) year of DRC experience in
a Class II (or higher) position may be substituted for
one (1) year of college-level formal education require-
ment for Class III certification.
• A maximum of one (1) year of DRC experience in
a Class III (or higher) position may be substituted for
one (1) year of college-level formal education require-
ment for Class IV certification.
• Experience applied in substitution for an educa-
tion requirement cannot also be applied to the
experience requirement.
Operator Training
• Specialized operator training courses,
seminars, workshops, technical conferences, etc., as
approved by the board, may be substituted for formal
education without limitation. Calculation will be
based on CEU.
For example:
Ten (10) classroom or contact hours in an ap-
proved course = 1 CEU
Basic operator training course of 36 contact hours
3.6 CEU
Note: The equivalence or substitutional value of
CEU toward education or experience re-
quirements is to be determined by the in-
dividual boards and those agencies ad-
ministering the continuing education program
in their area. The ABC will develop guidelines
in a future project.
Other Education
• Partial credit toward formal education re-
quirements may be given for academic work or
vocational training in allied fields, as determined by
the board.
*Expenence in the same class cannot be credited for DRC
experience because the individual could not hold such a position
without previously being certified in that class.
tExamples of relevant or related formal education are college-level
courses in environmental engineering, environmental science,
and others as approved.
17
-------
TABLE VIII -A.—Education-Experience Eq u ivalencies
Also see Table 4, “A Classification System for Water and Wastewater Facilities and Personnel.”
Assn. of Bds. of Cert., Ames, Iowa (June 1974)
When Short of Experience—
This Education or Training May Be Substituted For Limit
High school education No credit
Relevant college-level 1 year operating or Half of experience
education, 1 year DRC experience requirement
Relevant and specialized
operator training as approved, 1 year operating or Half of experience
expressed as CEU* DRC experience requirement
Note: Regardless of education or training available for substitution, 50 percent of any/all experience requirement for Class II, Ill, or IV must
be met in or by actual on-site operating experience.
When ShOrt of Formal Education—
This Experience or Training May Be Substituted For Limit
Operating or DRC experience, 1 year 2 years grade school None
Operating or DRC experience, 1 year 1 year high school None
In Class Ill, ORC (only)
experience in Class II or
higher, 1 year 1 year college-level education 1 year substitution
In Class IV, DRC (only)
experience in Class Ill or
higher, 1 year 1 year college-level education 1 year substitution
Relevant and specialized
operator training as approved,
expressed as CEU* 1 year formal education None
*Thjs should be expressed by the certifying authority in terms of a specific number of CEU = 1 year formal education with 1 CEU equaling 10
contact hours. The specific number of CEU must be determined by the individual boards and those organizations responsible for continuing
education in their respective areas. The ABC will develop guidelines in a future study.
18
-------
TABLE Vlll-B. — ABC Personnel Classification System—Qualification Ranges
Class I
13 points” 12 + ‘/2 + ½ Not acceptable; no substitution is allowed for the 1-year
experience requirement.
Base Line—
12 Education and 1 Experience Minimum
11 + 2
10 + 3
(No limit to substitution of experience for education.)
Class II
15 “points” 14 + 1 Not acceptable
Limit of Substitution of Education for Experience—
13½ + 1½ minimum
13 + 2
Base Line—
12 Education and 3 Experience
11 + 4
10 + 5
(No Limit to Substitution of Experience for Education.)
Class III
18 “points” Limit of Substitution of Education for Experience—
16 + 2 (1 DRC) Minimum
15 + 3 (1½ DRC)
Base Line—
14 Education + 4 Experience (2 DRC)
13 + 5 (3 DRC) (DRC Requirement increases 1:1)
Limit of Substitution of Experience for Education—
12 + 6 Not Acceptable
12 Education + 5 Experience (3 DRC) Example of an acceptable alternate
+ 1 Training
Note that five (5) years is the maximum Experience which can be credited toward Class Ill certification.
19
-------
TABLE VIII-B. (Continued)
Class IV
20 “points Limit of Substitution of Education for Experience—
18 + 2 (1 DRC) Minimum
17 Education + 2 Experience (1 DRC) Example of an acceptable alternate
U 1 Training
17 + 3 (1½ DRC)
Base Line—
16 Education + 4 Experience (2 DRC)
15 + 5 (3 DRC) (DRC requirement increases 1:1)
Limit of Substitution of Experience for Education—
14 + 6 Not acceptable
14 Education + 5 Experience (3 DRC)
+ I Training
13 Education + 5 Experience (3 DRC) Example of an acceptable alternate
+ 2 Training
Note that five (5) years is the maximum Experience which can be credited toward Class IV certification.
Notes:
1. Points” means total of years of education and experience required.
2. All substitutions are 1 year:1 year equivalents. A college “year” is considered 45 quarter hours or 30 semester hours of credit. A CEU
‘year” will be defined after further study.
3. College-level education must be in the environmental field to be credited.
4. Education can be substitutedfor Experience, but limited sothat50 percent of any/all experience requirement must be met by actual
on-site operating experience. (Note the exception in Class I where the 1-year experience requirement cannot be reduced by
education substitution.)
5. Experience can be substituted for high school education in Classes I and II only.
6. Qualified DRC experience can be substituted for college-level education in Classes III or IV only, but it is limited to one (1) year only.
20
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SECTION V — CLASSIFICATION COMPARISON
GENERAL
The next step toward reciprocity is the com-
parison of a specific state/province certification
program with the ABC comparative method describ-
ed in Section IV. This comparison is carried out with
respect to personnel classification only and does not
involve the classification or rating of facilities.
The comparison method suggested in this report
is based on a system of numerical “points,” with each
year of formal education and each year of operating
experience being assigned one point. Specialized
operator training also may be accredited toward the
accumulation of equivalent points through the use of
Continuing Education Units (CEU). Therefore, any
combination of education and experience re-
quirements can be expressed as a specific number of
points. Similarly, the education and/or training
experience record of any applicant also can be
translated into a specific number of numerical
points. Subject to the qualifications discussed in the
following paragraphs, this makes it a simple matter
to compare the personnel classification requirements
of any certification program with the ABC
recommendations outlined in Section IV.
Any program can be compared easily with
another by using the ABC comparative method as a
common reference point. Even though both might
vary substantially from the ABC recommendations
for a given class, if the variances are equal, the two
programs can be considered equal in that class.
Further evaluation might be unnecessary for
reciprocity in that class between two jurisdictions,
subject to the decision of a certification board.
It is necessary also to recognize the minimum
qualifications. There will be differences in the actual
administration of programs that may appear to be
similar. It is recognized that there are great
variations in the quality of training accepted for
fulfilling education requirements at various levels.
The “completion” of training is subject to a wide
range of interpretation. In some jurisdictions ad-
vanced education must be relevant to the field, in
others this is not required.
The quality of experience, and even the length of
experience (part-time vs. full-time), is subject to
considerable difference in actual practice. Under
some programs no distinction is made between
experience in DRC and experience which is clearly
not in responsible charge. Some programs require
DRC experience for upper levels of certification and
others do not.
Another problem area, perhaps the most serious
in reciprocity, is the quality and handling of written
examinations for certification. The use of written
examinations is almost universal, but it is an area in
which those who administer certification programs
acknowledge that severe variations exist. Much
needs to be done both toward standardization and
upgrading of the examination process. Improvement
is needed in question content and arrangement, the
mechanics of handling and grading the ex-
aminations, and in all other aspects of the examina-
tion procedure. The ABC currently has projects
underway to help resolve these problems.
Nevertheless, it is absolutely essential to make a
beginning on a comparison system, both for
reciprocity and to help reduce the tremendous diversi-
ty that now exists in certification programs. The
comparison system and procedures are certain to
improve with experience.
The intent of ABC is that any comparison system
is voluntary; each certification program is free to use
it as it sees fit. Reciprocity procedures or transactions
are between the state/province programs which
remain free to accept, modify, or reject based on their
actual knowledge and experience of the specific
program or programs involved.
The ABC recommendations and comparative
method provide certification boards with the oppor-
tunity for self-evaluation by application of national-
ly recognized guidelines.
COMPARISON OF SPECIFIC EXAMPLES
1. ABC Classification System
As the first example, the ABC classification
system is presented in Table IX as sheets 1,2, and 3 of
a proposed evaluation short form. Note the addition
of years of education and experience to arrive at the
total “points” required for each class. By means of
the summary on sheet 1 and the series of questions
outlined on sheet 2, it is envisioned that much of the
additional information necessary for evaluation of
the quality of a certification program also can be
presented or developed.
21
-------
TABLE IX.—Certification Program Evaluation Short Form—Sheet 1
Program Name ______________________________________ Date of Most Recent Change
Voluntary or Mandatory Renewal: Annua’______________ or ______
Written Examination ____________________________________ This Evaluation By
(Lowest) I to IV (Highest)
Program Class No.
I
II
Ill
IV
Education and Experience
Requirements (yr)
Added as ‘Points”
Minimum On-Site
Experience (yr),
After All Substitutions
DRC Experience
Requirement in
Specific Class
EQUIVALENTS/SUBSTITUTIONS
When Short of Experience—
This Education or Training May Be Substituted For Limit
1 yr grade school
1 yr high school
1 yr relevant college
Approved training
When Short of Education—
This Experience or Training May Be Substituted For Limit
1 yr operating experience
1 yr DRC experience
Approved training
Other
22
-------
TABLE IX. (cont’d) — Certification Program Evaluation Short Form — Sheet 2
1. Is DRC experience an absolute requirement for the higher certification classes, or
may it be substituted for?
2. Is the DRC experience requirement for a given certification class specified to bein
the same or next lower certification class or is it unspecified?
3. Is some on-site operating experience an absolute requirement?
4. Is DRC credit given for responsible charge of major divisions or activities within a
plant or system?
5. What credit is given for work experience in allied or useful vocations and trades?
6. Are education:experience substitutions on a 1 year:1 year basis?
7. Is education credit given for any or all college-level work or just if relevant to the
field?
8. On what basis are approved training courses recognized for credit toward
certification?
9. Is a reciprocity-enabling statement included in your law or rules and regulations?
10. If your certification program already has formal reciprocity agreements with
other certification programs, please list.
23
-------
TABLE IX. (cont’d) — Certification Program Evaluation Short Form — Sheet 3
ABC Comparative Program Name _______________
Method
Education and Experience
and
“Points”
Education and Experience
and
“Points”
Point
Rating
vs. ABC
Needed to Match
ABC Guidelines
Class I
12+1
13
Class
No.
(Lowest)
.
Class II
12÷3
15
Class
No.
Class Ill
14+4(2)
18
Class
No.
Class IV
16 + 4(2)
20
Class
No.
Class
No.
(Highest)
24
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2. Model Law Regulations
The next example is an evaluation of the
1966 Model Law classification system. 2 As
determined in Table X, the numerical rating
for Class I and Class II is the same or equal to
the ABC system. However, Model Law Class
III and Class IV requirements receive a lesser
rating in terms of the ABC comparative
method. Also shown in Table X are the
combinations of additional education and
experience which are needed to upgrade the
Model Law requirements to meet or match the
ABC recommendations. This also could be
used as a specification for the additional
education and experience needed by an
operator who just meets the Model Law re-
quirements but who desires to upgrade his
qualifications to those required by the ABC
system.
3. Existing State Programs
Tables XI, XII, and XIII present
evaluations of three existing state certifica-
tion programs.
2 ”Model Law and Regulations for Mandatory Certification of
Operators of Water Treatment Plants, Water Distribution
Systems, and Wastewater Treatment Plants.” Journal Water
Poll. Control Fed., 38, 1898 (Dec. 1966).
25
-------
TABLE X.—Certification Program Evaluation Short Form—Sheet 1
Program Name Model Law Date of Most Recent Change 1966
Voluntary or Mandatory X Renewal: Annual X or ______
Written Examination Yes This Evaluation By ABC
When Short of Experience—
This Education or Training
1 yr grade school
1 yr high school
1 yr relevant college
Approved training
EQUIVALENTS/SUBSTITUTIONS
When Short of Education—
This Experience or Training
1 yr operating experience
1 yr DRC experience
Approved training
Other None stated
May Be Substituted For
2 yr high school or
1½ yr college
1 yr college
High school
College
Limit
Maximum 2 yr high school
Maximum 1 yr college
Maximum 1 yr college
Maximum 1 yr high school
Maximum ½ yr college
(Lowest) I
to
IV (Highest)
Program Class No.
I
II
Ill
IV
Education and Experience
Requirements (yr)
12 + 1
12 + 3
12 + 3(2)
14 + 5(2)
Added as “Points’
13
15
15
19
Minimum On-Site
Experience (yr),
After All Substitutions
1
2
2
3
DRC Experience
Requirement in
Specific Class
None
None
2
2
May Be Substituted For
No credit
No credit
2 yr operating or 1 yr DRC experience
Not stated
Limit
Half of experience
requirement
26
-------
TABLE X. (cont’d) — Certification Program Evaluation Short Form — Sheet 2
1. Is DRC experience an absolute requirement for the higher certification classes, or
may it be substituted for?
DRC experience of 2 yr an absolute requirement for III and IV.
2. Is the DRC experience requirement for a given certification class specified to be in
the same or next lower certification class or is it unspecified?
Same or next lower class.
3. Is some on-site operating experience an absolute requirement?
Yes.
4. Is DRC credit given for responsible charge of major divisions or activities within a
plant or system?
Not stated.
5. What credit is given for work experience in allied or useful vocations and trades?
At discretion of board.
6. Are education:experience substitutions on a 1 year:1 year basis?
No; depends on certification class and operating or DRC experience.
7. Is education credit given for any or all college-level work or just if relevant to the
field?
At discretion of board.
8. On what basis are approved training courses recognized for credit toward
certification?
Not stated.
9. Is a reciprocity-enabling statement included in your law or rules and regulations?
Yes.
10. If your certification program already has formal reciprocity agreements with
other certification programs, please list.
27
-------
TABLE X. (cont’d) — Certification Program Evaluation Short Form — Sheet 3
ABC Comparative Program Name Model Law
Method
Education and Experience
and
“Points”
Education and Experience
and
“Points”
Point
Rating
vs. ABC
Needed to Match
ABC Guidelines
Class I
12 + 1
13
Class
No.
(Lowest)
12 + 1
13
Equal
None
Class II
12+3
15
Class
No.
II
12+3
15
Equal
None
Class Ill
14 +4(2)
18
Class
No.
Ill
12+3(2)
15
-3
ABC Alternates Include
15+3(1½),
13+5(3), and
(12 Education, 1 training) + 5(3)
Needed: 3 yr college, or
2 yr college+1 yr experience or
1 yr college and 1 yr training plus
2 yr (1 DRC) experience or
Combination_of_above.
Class
No.
lv
Class
No.
(Highest)
14+ 5(2)
19
-1
ABC Alternates include
17 + 3(1 ‘h)
13+7(4)
12 + 8(5)
(12 Education, 2 Training)÷6(3)
Needed: 1 yr college, or
1 yr (1 DRC) experience or
equivalent training or
Combination of above.
Class IV
16 + 4(2)
20
28
-------
TABLE X i —Certification Program
Program Name Iowa (Joint)
Voluntary or Mandatory X
Written Examination Yes
(Lowest) I
Evaluation Short Form—Sheet 1
Date of Most Recent Change January 1974
Renewal: Annual X or _______
This Evaluation By ABC
[ Q1J IVALENTS/SUBSTITUTI ON S
When Short of Experience—
This Education or Training
1 yr grade school
1 yr high school
1 yr relevant college
Approved training
May Be Substituted For
½ yr operating experience
1 yr operating or
½ yr DRC experience
2 yr operating or 1 yr DRC experience
29 hr basic training course = 1 yr operating experience
20 hr. laboratory course = ½ yr operating experience
Res. or OJT = 2 x length of course
Limit
Shown above
Shown above
Shown above
May Be Substituted For
2 yr grade school, or
1 yr high school, or
1/2 yr college
2 yr high school, or
1 yr college
As stated above, with appropriate
substitution credit
to IV (Highest)
Program Class No.
I
II
III
IV
Education and Experience
Requirements (yr)
10 + 1
12 + 2
12 + 6(3)
14 + 2(2)
12 + 10(5)
16 + 4(2)
Added as Points”
11
14
18 (High school graduate)
16 (2 yr college)
22 (High school graduate)
20 (4 yr college)
Minimum On-site
Experience (yr),
After All Substitutions
1
1
2
(1 for B.S.
graduate)
4
(2 for B.S.
graduate)
DRC Experience
Requirement in
Specific Class
None
None
None
None
When Short of Education—
This Experience or Training
1 yr operating experience
1 yr DRC Experience
Approved training
Other GED = high school graduate
Limit
None stated
None stated
None stated
29
-------
TABLE Xl. (cont’d) — Certification Program Evaluation Short Form — Sheet 2
1. Is DRC experience an absolute requirement for the higher certification
classes, or may it be substituted for?
No. Experience is a stated period of operating experience or ½ that period if
DRC experience.
2. Is the DRC experience requirement for a given certification class specified to
be in the same or next lower certification class or is it unspecified?
Same or next lower class.
3. Is some on-site operating experience an absolute requirement?
Yes.
4. Is DRC credit given for responsible charge of major divisions or activities
within a plant or system?
Not stated.
5. What credit is given for work experience in allied or useful vocations and
trades?
At discretion of board.
6. Are education:experience substitutions on a 1 year:1 year basis?
No; depends on certification class and operating experience requirement.
7. Is education credit given for any or all college-level work or just if relevant to
the field?
At discretion of board.
8. On what basis are approved trainrng courses recognized for credit toward
certification?
Not stated.
9. Is a reciprocity-enabling statement included in your law or rules and
regulations?
Yes.
10. If your certification program already has formal reciprocity agreements with
other certification programs, please list.
30
-------
TABLE Xl. (cont’d) — Certification Program Evaluation Short Form — Sheet 3
ABC Comparative Program Name Iowa (Joint )
Method
Education and Experience
and
“Points”
Education and Experience
and
“Points”
Point
Rating
vs. ABC
Needed to Match
ABC Guidelines
Class I
12+1
13
Class
No.
(Lowest)
10+1
11
-2
None
Class II
12+3
15
Class
No.
12+2
14
-1
None
Class Ill
14 +4(2)
18
Class
No.
III
12+6
18
or
14+2
16
-2
(DRC)
-2
ABC Alternates Include
16+2(1)
15+3(1½)
13+5(3)
(12 Education+ 1 Training) + 5(3)
Needed: 2 yr DRC experience, or
2 yr college+2 yr DRC experience, or
1 yr college or 1 yr training+3 yr DRC
experience, or
Combination of above.
Note: The needed years shown could be less if
some_experience_has_been_DRC_experience.
Class IV
16+4(2)
20
Class
No.
IV
12+10
22
or
14+6
20
or
16+4
20
Class
No.
(Highest)
31
-------
TABLE XlL—Certification Program
Program Name Kentucky (Joint )
Voluntary or Mandatory X
Written Examination Yes
(Lowest) I
Evaluation Short Form—Sheet 1
Date of Most Recent Change January 1975
Renewal: Annual X or ________
This Evaluation By ABC
EQUIVALENTS/SUBSTITUTIONS
When Short of Experience—
This Education or Training
1 yr grade school
1 yr high school
1 yr relevant college
Approved training
When Short of Education—
This Experience or Training
1 yr operating experience
1 yr DRC experience
Approved training See above
Other CEO High school graduate
May Be Substituted For
No credit
No credit
2 yr operating or 1 yr DRC experience
May Be Substituted For
2 yr high school
1 yr college
Limit
2 yr
4 yr
to IV (Highest)
Program Class No.
I
ii
Ill
lV
Education and Experience
Requirements (yr)
12 + 1
12 + 3
12 + 3(2)
16 + 5(2)
Added as “Points”
13
15
15
21
Minimum On-site
Experience (yr),
After All Substitutions
½
2
2
3
DRC Experience
Requirement in
Specific Class
None
None
1
1
Limit
6 mo—I
1 yr—Il, 1U
2 yr—lV
Courses approved by board; 6 hr = I Training Credit
45 Training Credits = 1 yr college = 2 yr high school
32
-------
TABLE XII. (cont’d) — Certification Program Evaluation Short Form — Sheet 2
1. Is DRC experience an absolute requirement for the higher certification
classes, or may it be substituted for?
Yes. Absolute requirement for III and IV.
2. Is the DRC experience requirement for a given certification class specified to
be in the same or next lower certification class or is it unspecified?
Same or next lower class.
3. Is some on-site operating experience an absolute requirement?
Yes.
4. Is DRC credit given for responsible charge of major divisions or activities
within a plant or system?
Yes.
5. What credit is given for work experience in allied or useful vocations and
trades?
At discretion of board.
6. Are education:experience substitutions on a 1 year:1 year basis?
No; depends on certification class and operating or DRC experience.
7. Is education credit given for any or all college-level work or just if relevant to
the field?
At discretion of board.
8. On what basis are approved training courses recognized for credit toward
certification?
6 classroom hours = 1 Training Credit;
45 Training Credits = 1 yr college or 2 yr high school.
9. Is a reciprocity-enabling statement included in your law or rules and
regulations?
Yes.
10. If your certification program already has formal reciprocity agreements with
other certification programs, please list.
33
-------
TABLE XII. (cont’d) — Certification Program Evaluation Short Form — Sheet 3
ABC Comparative Program Name Kentucky (Joint )
Method
Education and Experience
and
“Points”
________
Education and Experience
and
“Points”
Point
Rating
vs. ABC
Needed to Match
ABC Guidelines
Class I
12+1
13
Class
No.
(Lowest)
12+1
13
Equal
None
Class II
12+3
15
Class
No.
12+3
15
Equal
None
Class Ill
14 +4(2)
18
Class
No.
Ill
12+3(2)
15
-3
ABC Alternates Include
15+3(1½)
13+5(3)
(12 Education+ 1 Training)+5(3)
Needed: 3 yr college, or
2 yr college + 1 yr experience, or
1 yr college or 1 yr training+2 yr
experience, or
Combination_of_above.
Class IV
16+4(2)
20
Class
No.
IV
16+5(2)
21
+1
None
Class
No.
(Highest)
34
-------
TABLE XllI.—Certification Program
Program Name Washington IState) Wastewater
Voluntary or Mandatory X
Wriften Examination Yes
Evaluation Short Form—Sheet 1
Date of Most Recent Change September 1974
Renewal: Annual X or _____________________
This Evaluation By ABC
EQUIVALENTS/SUBSTITUTIONS
May Be Substituted For
Discretion of board
Discretion of board
Discretion of board
Neosho, 1 CS, 44 wk MDTA = 45 Training Credits
Sacramento Study Course = 30 Training Credits
Other college course 6 hr = 1 Training Credit
When Short of Education—
This Experience or Training
1 yr operating experience
1 yr DRC experience
Approved training See above
Other GED = High school graduate
May Be Substituted For
1 yr high school
Limit
1/3 minimum required
1/3 minimum required
1/3 minimum required
Limit
3 yr
(Lowest) I
to
IV (I-lighest)
Program Class No.
IV
Ill
II
I
Education and Experience
Requirements (yr)
10 + 1
12 + 3
13 + 4(2)
16 + 6(4)
Added as “Points”
11
15
17
22
Minimum On-site
Experience (yr),
After All Substitutions
8 mo
2 yr
2 yr 8 mo
4 yr
DRC EXPERIENCE
Requirement in
Specific Class
None
None
2 yr
4 yr
When Short of Experience—
This Education or Training
1 yr grade school
1 yr high school
1 yr relevant college
Approved training
35
-------
TABLE XIII. (cont’d) — Certification Program Evaluation Short Form — Sheet 2
1. Is DRC experience an absolute requirement for the higher certification
classes, or may it be substituted for?
Yes. Absolute requirement for II and I.
2. Is the DRC experience requirement for a given certification class specified to
be in the same or next lower certification class or is it unspecified?
Same or next lower class.
3. Is some on-site operating experience an absolute requirement?
Yes.
4. Is DRC credit given for responsible charge of major divisions or activities
within a plant or system?
At discretion of board.
5. What credit is given for work experience in allied or useful vocations and
trades?
At discretion of board.
6. Are education:experience substitutions on a 1 year:l year basis?
No. At discretion of board.
7. Is education credit given for any or all college-level work or just if relevant to
the field?
At discretion of board.
8. On what basis are approved training courses recognized for credit toward
certification?
6 classroom hours 1 Training Credit
45 Training Credits 1 yr college or 2 yr high school.
9. Is a reciprocity-enabling statement included in your law or rules and
regulations?
Yes.
10. If your certification program already has formal reciprocity agreements with
other certification programs, please list.
36
-------
TABLE XIII. (cont’d) — Certification Program Evaluation Short Form — Sheet 3
ABC Comparative Program Name Washington (State) Wastewater
Method
Education and Experience
and
“Points”
Education and Experience
and
“Points”
Point
Rating
vs. ABC
Needed to Match
ABC Guidelines
Class I
12 + 1
13
Class
No.
IV
(Lowest)
10 + 1
11
-2
10 yr education + 3 yr experience
12 yr education 1 yr experience
10 yr education+ 1 yr training +2 yr experience, or
Combination of above.
Class Il
12+3
15
Class
No.
Ill
12+3
15
Equal
None
Class Ill
14+4(2)
18
Class
No.
I I
13+4(2)
17
-1
14 yr education+4(2) experience
13 yr education+5(2) experience
13 yr education+ 1 yr training+4(2) experience
14 yr education + 1 yr training + 3(2) experience, or
Combination of above.
Class IV
16+4(2)
20
Class
No.
16+6(4)
22
+2
None
Class
No.
(H ig hest)
37
-------
4. Summary of Certification
Program Criteria
A detailed comparison of individual
programs to the ABC personnel classification
system was beyond the scope of this project.
However, Tables XIV and XV are provided as
a ready-reference source. The education and
experience requirements listed in these tables
are minimums stated in the laws and/or
regulations furnished ABC by the par.
ticipating boards.
For a detailed comparison, interested
boards may follow the outline described in
Table IX.
38
-------
TABLE XIV. — Summary of State Programs for Water Plant Personnel Classification
Program
Type
Program
Class
Education and Experience
Substitutions
and/or Remarks
Alabama
J
M
IV
III
II
I
12 + 4 or 14 + 2 or 16 + 1
12 + 3 or 14 + 1 or 16+1
12+1½
12+1
Acceptable training = Maximum 1 yr. Exp.
In All Classes
Arizona
J
M
IV
III
II
I
12+4 or 14±3 or 16+1
0+5 or 10+4 or 12+3 or 14+2 or 16+1
0+4 or 10+3 or 12+2 or 14+1
0+3 or 10+2 or 12+1
At Discretion of the Department
lnAllClasses
Arkansas
W
M
A
B
C
No Specific Requirement
For Any Class
All Operators MustAttend lAnnual
ShortCourseand9Monthly District
MeetingsperYear
California
W
M
—
V
IV
III
II
I
16±1(1)
16 ± 1(1) or 12 + 3(1)
16+0 or 12+2
12 + 1
None
Registered Engineer Requires No
Experience in ClassesV, IV,or Ill
Training May Be Substituted for
HighSchoolinClasseslland I
Colorado
J
M
A
B
C
D
16 +4(2)
14 + 4(2)
12±3
12±1
Based on Examination and
Experience Acceptable to Board
Florida
W
M
A
B
C
Any Combination of 12 yr. Training and Exp.
Any Combination of 8 yr. Training and Exp.
No Specific Requirements
Minimum 4yr. Exp. Required
Minimum 2yr. Exp. Required
Must Pass Examination
Georgia
J
M
I
II
III
IV
17 Points (1 yr. Education 1 Point;
1 yr. Exp. = 1 Point)
14 Points (Same as Class I)
12 Points (Same as Class I)
10 Points (Same as Class I)
Minimum High School and 2 yr. Exp.
Minimum 1 yr. Exp.
Minimum ½yr. Exp.
Minimum ½yr. Exp.
Idaho
W
W
V
I
II
III
IV
16 + 1 or 12 + 9
12 + 1
12 ± 1
0+1
1 yr. DRC or 2 yr. Exp. = 2 yr. High School or
1 yr. College
All Grades Require Minimum of
lyr.Exp.
Illinois
M
A
B
C
D
12+3 or 8±4
12±3 or 8+4
12+1 or 8+2
12 ½or8+1
lyr.College=lyr.Exp.
Maximumof One-Half of Minimum
Exp.MaybeSubstituted
Indiana
J
M
SP
GF-L
PF
CT
As Determined By The Commissioner
12 + 3
12+2
8+3
2 yr. Education = 1 yr. Exp.
Minimum lyr.Exp.
InClassesGF-L,PF,CT
Iowa
J
M
IV
III
II
I
12+ 10 or 14 6 or 16+4
12±6 or 14+2
12±2
10 + 1
lyr. Operating Exp.=2yr. Grade School=
lyr.HighSchool=½yr.College
1 yr. DRC=2yr.HighSchool
1 yr. College
Kentucky
i
M
IV
III
II
I
16 + 5(2)
12 + 3(2)
12 + 3
12+1
1 yr. Exp. = 2 yr. High School
2yr. Exp. = 1 yr. College
1 yr. DRC = 1 yr. College
Maine
J
M
All Qualifications are
Determined_By_Examination
39
-------
TABLE XIV. (Continued)
Program
Type
Program
Class
Education and Experience
Substitutions
and/or Remarks
Maryland
J
M
A
B
C
D
14+5(2) (Minimum Exp. 3 yr.)
12+3(2) (Minimum Exp. 2 yr.)
10+3 (Minimum Exp. 2 yr.)
8 + 1 (Minimum Exp. 1 yr.)
2yr.Exp.=lyr.College
lyr. DRC1yr. College
Massachusetts
W
M
IV
Ill
II
I
16+4 or 16+2 DRC or 12+6 DRC or 12+8
14+5 or 14+3 DRC or 12+4 DRC or 12÷6
12+3 or 12+1 DRC or 10+4 DRC or 10+6
10+1
MinimumDRCCannotBe
Substituted in Any Class
2yr. Exp.=lyr. High School
Michigan
W
M
Fl, 2 & 3
Dl & 2
M
I
Credit System for Education
and Experience in Each Class
Minnesota
J
M
A
B
C
D
16+3 or 12+7
16+2or12+5
12+3
8+1
lyr.Exp.=lyr.HighSchool
MinimumExp.Requiredin
AnyClassislyr.
Missouri
J
V
A
B
C
D
None +4(2)
None + 3(1)
None +2(1)
None + 1
Education RequirementsCovered
In a Modular Type-Examination
System
1 yr. College = 1 yr. Exp.
Montana
J
M
1
2
3
4
All Qualifications
Determined by
Examination
New Jersey
J
M
T-1
1-2
T-3
16 + 2
12+4
12+3
New Mexico
J
M
IV
Ill
II
I
16+201 14+4 or 12÷5
16+1 or 14+2 or 12+3 or 10+4
12+2 or 10÷3
12+10110+2
All ClassesAlso Requirea Minimum
Number of TrainingHours
New York
W
M
I
II
Ill
16+1
12+2
12+½
North Dakota
J
M
I
II
Ill
16+1 or 14+5 or 12+10
12+2
Examination + 1 yr. Exp.
Ohio
W
M
IV
III
II
I
12+5(2) Superintendent Only
12+5
12+3
12+1
B.S.degree=4yr.Exp.
P.E.License=4yr.Exp.
lyr.OperatingExp.Minimum
Pennsylvania
South Carolina
J
J
M
M
A
B
C
D
A
B
16+4 or 12+7 or 8+8 (Minimum Exp. 3 yr.)
12+5 or 8+6 (Minimum Exp. 2 yr.)
12+3018+4 (Minimum Exp. 1 yr.)
12÷1 or 8+2 (Minimum Exp. ½ yr.)
12+6
12+4
lyr.HighSchool3mo.Exp.
lyr.Collegelyr.Exp.
ShortCourses3mo.tolyr.
1 yr. Minimum Expenence
RequiredforAllGrades
lyr.College lyr.Exp.
C
D
12+1
8+1
40
-------
TABLE XIV. (Continued)
Program
Type
Program
Class
Education and Experience
Substitutions
and/or Remarks
South Dakota
J
M
III
II
I
16+1 or 12+7
12+3
12+1
lyr.College=2yr.Exp.
Tennessee
J
M
IV
III
II
I
16+1 or 12+7 (Minimum Exp. 1 yr.)
12+1 (Minimum Exp. 1 yr.)
12+1 (Minimum Exp. 1 yr.)
0 + 1 (Must Pass Written Examination)
lyr.College=l½yr.Exp.
Texas
J
M
A
B
C
D
17+4 or 16+5 or 14+6 or 12+8
16+1 or 12+3
13+2 or 12 3
12+Training
All GradesAlso Havea Specific
NurnberofTrainingHours
Required
Utah
J
V
I
II
III
IV
16+1 or 12+9
12+1
12 + 1
0 + 1 (Must Pass Written Examination)
lyr.College=2yr.Exp.
1 yr. Minimum Exp. Required for
All Grades
Vermont
W
M
1
2
3
4
12+4
12+2
12 + 1
8 + 1 mo.
lyr.College= lyr.Exp.
1 mo. Minimum Exp. Required for
All Grades
Virginia
J
M
I
II
III
IV
16 + (2) or 12 + 5(2)
16+ (1) or 14+2(1) or 12+5(1)
12+1 or 10+2
8+1
1 yr. DRC = 1 yr. College = 2 yr. High School
2yr. Exp. = 1 yr. College = 2 yr. High School
Washington
W
M
I
II
III
IV
16+6(4) (Minimum Exp. 4 yr.)
13 +4(2) (Minimum Exp. 2 yr. 8 mo.)
12+3 (Minimum Exp. 2 yr.)
10+1 (Minimum Exp. 8 mo.)
lyr.OperatingExp.=lyr.HighSchool
All Other Substitutions at
Discretion of Board
West Virginia
J
M
1
2
3
12+4
12+1
8+3 mo.
lyr.College= lyr.Exp.
6mo.MinimumExp.Required
ForC lasses land2
Wisconsin
J
M
Si
Gi
P1
Ml
P.E. or 17+1 or 16+201 12+4
16+10114+20112+3
14+lorl2+2
Training Course
Wyoming
J
V
A
B
C
D
16+1 or 12+9
14+lorl2+5
12+1
Examination Only
lyr.College=2yr.Exp.
• W=Water program only.
• J = Joint water/wastewater program.
• M = Mandatory.
• VVoluntary.
• In Education and Experience column entries such as 14 + 5(2) indicate that of the 5 yr of experience required, 2 yr must be DRC experience.
• P.E. = Registered Professional Engineer.
41
-------
TABLE XV. — Summary of State Programs for Wastewater Treatment Plant Personnel Classification
Program
Type
Program
Class
Education and Experience
Substitutions
and/or Remarks
Alabama
J
M
IV
I II
II
12+4 or 14+2½ or 16+1
12 + 3 or 14 + 1
12 + 1½
8+1’/
AcceptableTraining=Maximum lyr.Exp.
Acceptable Training = Maximum 1 yr. Exp.
Acceptable Training = Maximum ½ yr. Exp.
AcceptableTraining= Maximum 1 /2yr.Exp.
Arizona
J
M
IV
III
H
I
12+4 or 14+3 or 16+1
0+5 or 10+4 or 12+3 or 14+2 or 16+1
0+4 or 10+3 or 12+2 or 14+1
0 3or10 2or12 1
At Discretion of the Department
ForAllClasses
Arkansas
WW
M
IV
III
II
I
12+5(2)
12+5
12 + 3
12+1
lyr.MinimumRequiredExperience
All Grades
Substitutions at Discretion of the Board
California
WW
M
V
IV
III
II
I
P.E.+4 or 16+5 or 14+6 or 12+10
16+2 or 14+4 or 12+6
14+2 or 12+4
12+2 or 12+1½ DRC
8+1
2yr.Exp.Water= lyr.Exp.Wastewater
Education lyr. Exp.
Also Based ona Training Point System
Colorado
J
M
A
B
C
D
16+4(2)
14 + 4(2)
12+3
12+1
BasedonExaminationand
Experience Acceptable to Board
Florida
WW
M
A
B
Any Combination of 12 yr. Training and Exp.
Any Combination of 8 yr. Training and Exp.
Minimum 4yr. Exp.
Minimum 2yr.Exp.
Georgia
i
M
I
II
III
IV
17 Points (1 yr. Education = 1 Point;
1 yr. Exp. = 1 Point)
14 Points (Same as Class I)
12 Points (Same as Class I)
10 Points (Same as Class I)
Minimum High School and 2 yr. Exp.
Minimum 1 yr. Exp.
Minimum ½ yr. Exp.
Minimum ½ yr. Exp.
Idaho
WW
V
I
II
III
IV
V
16+6(4)
12+4(2)
10+3
8+1
0÷1
lyr.DRCor2yr.Exp.2yr.HighSchoolor
lyr.College
All Grades Require Minimum of 1 yr. Exp.
Illinois
WW
M
I
II
III
IV
190 Points 4-6 yr. Exp.
120 Points 4 yr. Exp.
70 Points+3 yr. Exp.
40 Points + 1 yr. Exp.
Extensive Point System Variestrom
3OPointsperYearofEngineeringCollege
toO.2PointsperHourofTraining
Indiana
J
M
IV
III
II
I
16 + 5(2) 3 yr. Minimum Exp.
12+3(2)2 yr. Minimum Exp.
12 + 3; 2 yr. Minimum Exp.
12+1; 1 yr. Minimum Exp.
1 yr. College = 1 yr. DRC
2yr. Operating Exp.
1 yr. Exp. = 2 yr. High School
Iowa
J
M
IV
III
II
I
16+4 or 16+(2) or 12+8 or 12+(6)
14+(3) or 14+5 or 12+6 or 12+(4)
12+(1) or 12+3 or 10+6 or 10+(4)
10+1
2yr.Exp.lyr.HighSchool
Kentucky
J
M
IV
III
II
I
16+5(2)
12+ 3(2)
12 + 3
12+1
lyr.Exp.2yr.HighSchool
2yr. Exp. = 1 yr. College
1 yr. DRC = 1 yr. College
42
-------
TABLE XV. (Continued)
Program
Type
Program
Class
Education and Experience
Substttutions
and/or Remarks
Maine
WW
M
VI
V
IV
III
II
I
12 yr. DRC+Examination
(Minimum Exp. 6 yr.)
10 yr. DRC+ Examination
(Minimum Exp. 5 yr.)
8 yr. DRC+ Examination
(Minimum Exp. 4 yr.)
8+6
(Minimum Exp. 4 Yr.)
4 yr. Exp.
(Minimum Exp. 1 yr.)
12+2
High School Graduate 1 yr. Exp.
1 yr. College = 1 yr. Exp.
Maryland
J
WW
M
A
B
C
D
14 + 5(2) (Minimum Exp. 3 yr.)
12 +3(2) (Minimum Exp. 2 yr.)
10 3 (Minimum Exp. 2 yr.)
8 + 1 (Minimum Exp. 1 yr.)
1 yr. College = 2 yr. Exp. = 1 yr. DRC
Massachuseffs
M
VII
VI
V
IV
III
II
I
8 yr. Exp. + Examination
(Minimum Exp. 2 yr.)
7 yr. Exp. + Examination
(Minimum Exp. 2 yr.)
6 yr. Exp. + Examination
(Minimum Exp. 2 yr.)
6 yr. Exp+ Examination
(Minimum Exp. 2 yr.)
5 yr. Exp.+Examination
(Minimum Exp. 1 yr.)
3 yr. Exp.+Examination
(Minimum Exp. 1 yr.)
1 yr. Exp. 4 Examination
(Minimum_Exp._1/2_yr.)
Experience Listed Is in the Grade Held or
NextLower
High School Graduate = 2 yr. Exp.
Engineering Graduate = 4 yr. Exp.
Michigan
WW
M
A
B
C
D
Credit System for Education
and Experience in Each Class
Minnesota
J
M
A
B
C
D
16 + 3 or 12 + 7
16+2or12÷5
12+3
8+1
1 yr. Exp. 1 yr. High School
Missouri
J
V
A
B
C
0
None+4(2)
None 3(1)
None +2(1)
None + 1
EducationRequirementsare
Covered InaModularType
Examination System
1 yr. College = 1 yr. Exp.
Montana
i
M
1
2
3
4
5
All Qualifications Are
Determined By Examination
Nebraska
WW
V
I
I I
III
IV
16+2(2) or 12+(6) or 12+8
14+3(3) or 12+6
12+2(2)orlO+3
10+1
2yr. Exp.lyr. High School
43
-------
TABLE XV. (Continued)
Program
Type
Program
Class
Education and Experience
Substitutions
and/or Remarks
New Hampshire
WW
M
VI
V
IV
III
II
I
16 + 8
12+10
12+8
12+6
12+4
12+2
College Graduate = 310 5 yr. Lx p.
New Jersey
J
M
S-i
S-2
S-3
16+2 or 14+3 or 12+5
16 1or14+2or12+4
16+1 or 14+1 or 12+3
New Mexico
J
M
IV
III
II
I
16+2 or 14+4 or 12+5
16+1 or 14+2 or 12+301 10+4
12+2 or 10+3
12+lorlO+2
All ClassesAlso Requirea Minimum
Number of Training Hours
North Carolina
WW
M
IV
III
II
I
16+2 or 14+3 or 12+4
16+101 14+2 or 12+3or4yr. Exp.
16+0 or 12+½ or 1 yr. Exp.
12 0or8+2
North Dakota
J
M
I
Il
III
2 yr. Exp.+Training
2 yr. Exp. +Training
3 mo. Exp.+Training
NoEducationSpecified;MustBeAbleto
Pass an Examination
Ohio
WW
M
IV
III
II
I
12+5(2) Superintendent Only
12+5
12+3
12+1
B.S.Degree=4yr.Exp.
P.E.4yr.Exp.
lyr.OperatingExp.Minimum
Pennsylvania
J
M
A
B
C
D
E
F
16+4 (Minimum Exp. 3 yr.)
12+5 (Minimum Exp. 2 yr.)
12 + 3 (Minimum Exp. 1 yr.)
12+1 (Minimum Exp. ½ yr.)
12+½ (Minimum Exp. ½ yr.)
12+½ (Minimum Exp. ½ yr.)
lyr.HighSchool=3mo.Exp.
lyr.College=lyr.Exp.
Short Courses = 3 mo. to 1 yr. Exp.
Rhode Island
WW
V
VII
VI
V
IV
Ill
II
I
16+10
16 + 8
16+6or12+1O
12+8
8+6
4 yr. Exp.
2 yr. Exp.
HighSchoolGraduate=2yr.Lxp.
College Graduate 3to 5 yr. Exp.
South Carolina
J
M
A
B
C
0
12+6 or 16+2
12+4
12 + 1
8+1
lyr. Minimum Experience Required
forAllGrades
1 yr. College 1 yr. Exp.
South Dakota
J
M
Ill
Il
I
16 + 1 or 12 + 1
12+3
12+1
1 yr. College = 2 yr. Exp.
Tennessee
J
J
M
M
IV
III
Il
I
16 + 1 or 12 + 7
12+1
12 + 1
0 + 1 (Must Pass Written Examination)
1 yr. College 1½ yr. Exp.
Minimum Exp. 1 yr.
Texas
A
B
C
D
17+4 or 16+5 or 14+6 or 12+8
16+1 or 12+3
13+2or12+3
12+Training
All GradesAlso Requirea Specific
Number of Training Hours
44
-------
TABLE XV. (Continued)
Program
Type
Program
Class
Education and Experience
Substitutions
and/or Remarks
Utah
J V
I
II
III
IV
14 + 5(3)
12+3(1)
10 + 3
8+1
1 yr. College = 2 yr. Exp.
Minimum Exp. for All Grades = 1 yr.
V lyr.Exp.
Virginia
i M
I
II
Ill
IV
16+(2) or 12+5(2)
16 + (1) or 14 + 2(1) or 12 + 5(1)
12+1 or 10+2
8+1
lyr. DRC lyr.College=2yr.HighSchool
2 yr. Exp. = 1 yr. College 2 yr. High School
Washington
WW M
I
II
III
IV
16 + 6(4) (Minimum Exp. 4 yr.)
13 +4(2) (Minimum Exp. 2 yr. 8
12+3 (Minimum Exp. 2 yr.)
10+1 (Minimum Exp. 8 mo.)
mo.)
1 yr. Exp. = 1 yr. High School
All OtherSubstitutionsat
Discretion of Board
West Virginia
J M
I
II
III
IV
12 + 7(2)
12+5
8+3
8+1
1 yr. Exp. 1 yr. Education
Wisconsin
J M
I
II
III
IV
V
17+1 or 16+2 or 12+4 or P.E.
16+1 or 14+2 or 12+3
14+1 or 12+2
Training Course
Demonstrated Aptitude
Wyoming
J V
A
B
C
D
16+1 or 12÷9
14+1 or 12±5
12+1
Examination Only
lyr.College=2yr.Exp.
British Columbia
WW V
I
II
III
IV
V
5 yr. Exp. Credits + Examination
4 yr. Exp. Credits+ Examination
3 yr. Exp. Credits + Examination
2 yr. Exp. Credits+ Examination
1 yr. Exp. Credits + Examination
1 yr. College 1 yr. Exp. (Maximum 3 yr.)
Minimum Exp. Required = 1 yr.
• WWWastewater program only.
• J = Joint water/wastewater program
• MMandatory.
• V=Voluntary.
• In Education and Experience column entries such as 16 + 6(4) indicate that of the 6 yr. experience required, 4 yr. must be DRC experie nce.
• RE. = Registered Professional Engineer.
• B.S. = Bachelor of Science degree.
45
-------
SECTION VI — EXAMINATION SYSTEM
Personnel and facility classification systems
provide the basic framework for the examination
system. The ABC program is based on what an
operator “needs to know.” The system is designed to
accept the many diversifies in plant design, staffing,
and operation and still maintain a basic framework
for easier administration.
The examination system is the most critical of the
three basic certification requirements (education,
experience, and examination). The examination
must measure how well, or if, the other two re-
quirements achieved their objective and if the
operator has the basic knowledge required to
satisfactorily operate the plant.
Many of the existing examinations studied fall
short of the objective. Unfortunately, some of these
examinations are out of date, poorly written, or do not
properly test for the needed skill. In addition, it
appeared that many of these examinations were not
developed by following a carefully prepared outline.
Without an examination plan or outline, itis difficult
to regularly prepare an examination that will proper-
ly measure the operator against the examination
objective.
For example:
Class I
Class II
Class III
Class IV
B. A single examination for both General and
Hydraulics in which all classes must make the same
passing score. The other modules or units would be
separate examinations for each certification class.
C. A single examination for each module or unit
divided into distinct classes or levels of difficulty.
The class is determined by the number of these sub-
Questions 1-25
Questions 26-50
Questions 51-75
Questions 76-100
All classes start with question 1 and continue
through the examination, with increasingly difficult
The ABC system is a modular approach that
allows the certifying authority to build specific
examinations by class and required knowledge.
Tables XVI through XIX indicate the area of
competency desired for the various classifications.
While the testing units for General and Hydraulics
are shown in Classes I through IV, these units could
be given in a single examination. The General and
Hydraulic areas of knowledge for a Class I system
are essentially the same as those for a Class IV
system. This “single test” concept could be applied in
any of several ways. Those boards using this concept
generally use one of the three following methods:
A. A single examination for each module or unit
(for example, General, Hydraulics, Quality Control,
Supervision/Management) which is answered as
completely as possible. All operators take the same
examination with the passing score being different
for each certification class. If an operator passes an
examination module in the next higher certification
class, he is not required to repeat that module if he
seeks certification advancement within a specified
period of time.
— 50 per cent
— 60 percent
— 70 percent
— 80 percent
units completed and passed by the operator. These
sub-units are marked and titled so that the operator
taking the examination is aware of the level for
which he is being examined. In this way the operator
is not required to answer questions beyond the
requirements of the classification level for which he
is being examined.
Class I
Class II
Class III
Class IV
STOP HERE
STOP HERE
STOP HERE
STOP HERE
questions, until they have completed the portions for
the desired level of classification.
For example:
46
-------
TABLE XVI. — Modular Examination System Water Treatment Plant Personnel
(Shaded Areas Indicate Modules Required For Each Certified Class)
PERSONNEL
POSITION
CATEGORIES
(Module or Unit)
EXAMINATION LEVEL
I
II
Ill
IV
WT-1
General
Hydraulics
Quality Control
Superv/Management
WI-Il
General
Hydra ulics
Quality Control
Su perv/Management
WT-III
General
Hydra ulics
Quality_Control
Su perv/Management
WT-IV
General
Hydra ulics
Quality_Control
Superv/Management
WT-1
*SELECTED QUALITY
CONTROL LIMITED TO
OPERATOR’s PLANT
General
Hydraulics
.
Quality Control*
Superv/Management
WI-Il
*SELECTED QUALITY
CONTROL LIMITED TO
OPERATOR’s PLANT
General
Hydraulics
Quality Control*
Su perv/Management
NOTE: Quality Control Module includes both process operation and required laboratory controls
47
-------
TABLE XVII. — Modular Examination System Wastewater
(Shaded Areas Indicate Modules Required For Each
WWT-lll General
_______________________ Superv/ Management
WWT-l General -__________
Treatment Plant Personnel
Certified Class)
Hydra ulics
Superv/Management
PERSONNEL CATEGORIES
POSITION (Module or Unit)
EXAMINATION LEVEL
II
Ill
IV
WWT-I
General
Hydra ulics
Quality Control
Superv/Management
WWT-II
General
Hydra ulics
______________
Quality Control
Superv/Management
WWT- II
SELECTED
ACTIVATED
SLUDGE
General
Hydraulics
Quahty Control
Superv/Management
—
f
WWT-Il
SELECTED
TRICKLING
FILTER
General
Hydraulics
Quality Control
Superv/Management
Hydraulics
Quality_Control
Quality Control
48
-------
TABLE XVIII. — Modular Examination System Water Distribution System Personnel
(Shaded Areas Indicate Modules Required For Each Certified Class)
PERSONNEL
POSITION
CATEGORIES
(Module or Unit)
EXAMINATION LEVEL
I
II
III
IV
WD-I
General
Hydra ulics
Quality_Control
Su perv/Ma nagement
WD-lI
General
Hydraulics
Quality_Control
Superv/Management
WD-lll
General
Hydraulics
.
Quality_Control
Superv/Management
— —
—.
WD-IV
General
Hydraulics
Quality_Control
Superv/Management
WD-l
SPECIALITY
(EXAMPLE)
General
Hydraulics
Cross-Conn. Control
WD-ll
SPECIALITY
(EXAMPLE)
General
Hydraulics
Cross-Conn. Control
49
-------
TABLE XIX. — Modular Examination System Wastewater Collection System Personnel
(Shaded Areas Indicate Modules Required For Each Certified Class)
wwc.
(EXAMPLE)
PERSONNEL
POSITION
CATEGORIES
(Module or Unit)
EXAMINATION LEVEL
II
III
IV
WWCI
General
Hydra ulics
Quality_Control
Superv/Management
WWC-Il
General
Hydraulics
Qu ty_Control
SupeR Management
WWC-l l
General
Hydra uhcs
Quality Control
Superv/Management
General
Hydraulics
1
Quality_Control
Supervi Management
. ______________
General
H ra ulics
r u _Waste_Mont. ________________
b’ ’ C-lI
SPECIALITY
(EXAMPLE)
General
Hydraulics
lndust. Waste Mont.
50
-------
The ABC system, by using the desired areas of
competency indicated, provides the outline of four
categories or modules of knowledge to be used in
preparing the examination.
These categories are:
1. GENERAL
This category will cover the general knowledge
(math, safety, etc.) required for all operators
regardless of certification class, will be a single
examination for all operators, and will require
the same passing score for all operators.
2. HYDRAULICS
This category will cover the basic hydraulic or
mechanical knowledge (pumps, valves, etc.)
required for all operators regardless of cer-
tification class, will be a single examination for
all operators, and will require the same passing
score for all operators.
3. QUALITY CONTROL
This category will include the more complex
questions of process operation, and will be
given in a modular form based on the
knowledge needed to operate a specific class of
facility. These modules will be separate ex-
aminations for each class.
4. SUPERVISION/MANAGEMENT
This category will include increasingly com-
plex questions based on the needed knowledge
in each class. As in the Quality Control
category, this category will be divided into
separate modules for each class.
The ABC system would further require that the
operator being examined must make a passing score
in each of the categories and not a combined score on
all categories. Adequate knowledge in each of the
categories is essential for proper operation and each
must be considered separately.
The basic ABC system w 111 require four ex-
aminations for each class:
1. GENERAL—same for all classes.
2. HYDRAULICS—same for all classes.
3. QUALITY CONTROL—by class.
4. SUPERVISION/MANAGEMENT—
by class.
The General and Hydraulics modules would not
have to be retaken if an operator is examined for the
next higher certification class within three years
after the examination was taken originally.
While these modules would be four separate
examinations, they would be given as a single
“package” for each class. This system would be no
more difficult to administer than the present systems
used by certification agencies, and it enables a board
to more easily monitor the quality of examinations
and to identify “knowledge deficiency” areas.
The ABC system can be structured and expanded
to permit either selective or speciality certification
based on a specific process or responsibility. Selec-
tive certification, as identified by a specific type of
treatment process, will be accomplished by develop-
ing selective “Quality Control” examination sub-
modules.
For example, in wastewater treatment facilities
the system could be expanded to include specific
modules for specific type and classes of plants:
1. Trickling Filter.
2. Activated Sludge.
3. Physical/Chemical (Industrial).
4. Package Plants and Lagoons.
The selective certification process permits a board
to develop a more “narrow” certification classifica-
tion system within its basic structure for industry or
a unit process in a municipal treatment plant. The
Quality Control sub-module examination, for exam-
ple, would cover only the selected industrial or
municipal treatment process category. The cer-
tificate issued would be so identified, such as
“Wastewater Treatment Plant Operator Class III —
Activated Sludge.”
Speciality certification is based on an individual’s
specific area of responsibility within a facility or
system and not on the treatment process involved.
For example, in wastewater treatment facilities, a
laboratory technician would be given an examina-
tion covering the General and Hydraulic modules
plus the Quality Control and Management/Supervi-
sion modules one level below operator requirements
for the facility, and an additional laboratory ex-
amination based on the requirements of a specific
class of plant. The system recognizes that the needed
level of operation knowledge for the specialist is
different from that required of the person in responsi-
ble charge of the total facility.
The ABC examination system provides for the
examination of those personnel required by law or
regulation and also provides, with a minimum of
additional administrative problems, a method to
expand the examination process to include those
personnel that should be encouraged to enter into the
certification program.
51
-------
SECTION VII — EXAMINATION CRITERIA
Any meaningful program to establish reciprocity
of certification must first establish a program or
system of examinations based on common, minimum
criteria. While it is beyond the scope of this project to
formulate standard examinations or questions, the
examination criteria required to identify the skill
levels required for each class must be identified.
Tables XX and XXI illustrate the basic subjects to
be included in the examinations for the various
classifications. Tables XXII through XXV further
define these basic subjects by content and skill level
desired. Table XXVI presents an outline of suggested
criteria for Wastewater Treatment Plant Personnel
as an example.
The skills required in the General and Hydraulics
modules, as previously noted, are basic skills re-
quired by all personnel requiring certification under
law. These two modules would be given to all
personnel.
In addition to thejob descriptions listed in Section
II, certain basic qualifications are required for each
certified position. These qualifications are basic to
the position and, to some degree, will determine the
level of difficulty of the examinations. These
qualifications also are outlined or inferred in the
various state laws and regulations and must be
considered in preparing examinations. An example
of a regulation that determines a skill level require-
ment of personnel in responsible charge is the
National Pollutant Discharge Elimination System
(NPDES) permit. The NPDES permit establishes
specific laboratory tests for specific treatment plants
as well as administrative procedures and operation
and maintenance requirements based on size and
type of facility. The recently enacted Federal Safe
Drinking Water Act (Public Law 93-523) will have a
similar effect on water treatment facilities.
TABLE XX. — Subject Areas — Operation Examinations
A. General Module (same for all classes)
1. Basic and Applied Mathematics
2. Basic and Related Science
3. Safety
4. Communication Skills
B. Hydraulics Module (same for all classes)
1. Pumps
2. Pipes and Valves
3. Meters and Chemical Feed Equipment
4. Equipment Maintenance
C. Quality Control Module (increasing difficulty by class)
1. Process Operation and Theory
2. Treatment Unit Operation
3. Laboratory Control and Procedures
D. Supervision/Management Module (increasing difficulty by class)
1. Records and Reports
2. Financial
3. Legal
4. Public Relations
5. Personnel
6. Emergency Procedures
52
-------
TABLE XXI. — Subject Areas — Collection/Distribution System Examinations
A. General Module (same for all classes)
1. Basic and Applied Mathematics
2. Basic and Related Science
3. Safety
4. Communication Skills
B. Hydraulics Module (same for all classes)
1. Pumps
2. Pipes and Valves
3. Meters and Chemical Feed Equipment
4. Maintenance
C. Quality Control Module (increasing difficulty by class)
1. System Operation and Theory
2. Sampling and Monitoring
3. Field Analyses
D. Supervision/Management Module (increasing difficulty by class)
1. Records and Reports
2. Financial
3. Legal
4. Public Relations
5. Personnel
6. Emergency Procedures
General Module
A. Basic and Applied Mathematics
1. Fractions
2. Decimals
3. Addition and Subtraction
4. Multiplication and Division
5. Percentage
6. Measurement
7. Compound Units
8. Metric System
9. Units of Expression
10. Conversion
11. Area and Volume
12 Detention Time
13 Overflow Rates
14. Hydraulic and/or Organic Loadings
15. ChemicalFeed
16. Graphics
17. Efficiency
B. Basic and Related Science
1. Characteristics of Water/Wastewater
2. Hydrological Cycle
3. Basic Physics
a. Energy
b. Machines
c. Electricity
4. Basic Chemistry
a. Composition of Matter
b. Symbols and Formula
c. Reactions
d. Equations
e. Expression of Concentration
C. Safety
1. First Aid
2. Safety Hazards
3. Safety Equipment
4. Personal Health
5. Housekeeping
6. Emergency Procedures
D. Communication Skills
1. Reading for Understanding
2. Writing Skills
3. History of the Field
4. Telephone Procedures
5. Blueprint Reading
TABLE XXII. — Basic Subject Definitions for
(Same for all Classes)
53
-------
TABLE XXIII. — Basic Subject Definitions for Hydraulics Module
(Same for all Classes)
A. Pumps
1. Types of Pumps and Applications
2. Pump Controls
3. Pressure and Head
B. Pipe and Valves
1. Types of Pipe and Applications
2. Types of Valves and Applications
3. Line and Grade
C. Meters and Chemical Feed Equipment
1. Types of Meters and Applications
2. Types of Chemical Feed Equipment and Applications
3. Meter Controls
4. Chemical Feed Equipment Controls
D. Equipment Maintenance
1. Pump Maintenance
2. line and Valve Maintenance
3. Meter Maintenance
4. Electric Motor Maintenance
5. Electrical and Control Troubleshooting
TABLE XXIV. — Basic Subject Definitions for Quality Control Module
A. Water Plant Personnel
1. Process Operation and Theory
a. Preliminary Treatment
b. Flocculation and Clarification
c. Filtration
d. Disinfection
e. Taste and Odor Control
2. Treatment Unit Operation
a. Screening Devices
b. Mixing Equipment
c. Clarification Equipment
d. Filtration Equipment
3. Laboratory Control and Procedures
a. Class I Plants
b. Class II Plants
c. Class III Plants
d. Class IV Plants
B. Wastewater Plant Personnel
1. Process Operation and Theory
a. Preliminary Treatment
b. Primary Treatment
c. Secondary Treatment
d. Tertiary Treatment
e. Sludge Digestion
f. Sludge Handling
g. Advanced Waste Treatment
2. Treatment Unit Operation
a. Lagoons
b. “Package” Plants
c. Screening Devices
d. Grit Removal Equipment
e. Primary Settling Units
f. Aeration Units
g. Secondary Settling Units
h. Trickling Filters
i. Anaerobic Digesters
j. Aerobic Digesters
k. Sludge Dewatering Equipment
I. Chlorination
m. Advanced Treatment Units
3. Laboratory Control and Procedures
a. Class I Plants
b. Class II Plants
c. Class Ill Plants
d. Class IV Plants
C. Water Distribution Personnel
1. System Operation and Theory
a. Ground and Elevated Storage
b. Booster Pumping
c. Booster Chlorination
d. Sterilization
e. Valving
54
-------
2. Sampling and Monitoring
a. Sample Collection
b. Cross-Connection Control
c. System Inspection
3. Field Analyses
a.pH
b. Chlorine Residual
c. Taste and Odor
D. Wastewater Collection Personnel
1. System Operation and Theory
a. Manholes
b. Pumping Stations
c. Flow Control Structures
d. Pre-Chlorination
2. Sampling and Monitoring
a. Sample Collection
b. Inflow/Infiltration
c. Industrial Pre-Treatment
3. Field Analyses
a. Temperature
b. pH
c. Chlorine Residual
TABLE XXV. — Basic Subject Definitions for Supervision/Management Module
A. Records and Reports
1. State and Local
2. Federal
3. Operation
4. Maintenance
5. Laboratory
6. Personnel
B. Financial
1. Purchasing
2. Inventory Control
3. Budget Preparation
4. Budget Review
5. Bonding and Grant Procedures
C. Legal
1. State and Local Regulations
2. Federal Regulations
3. Local Responsibility
4. Role of Regulatory Agency
5. Right-of-Way Acquisition
6. Code Enforcement
D. Public Relations
1. Customer Relations
2. Complaint Investigation
3. Public Speaking
4. Contractor Supervision
E. Personnel
1. Planning Work
2. Responsibility of Supervisors
3. Employee Management and Evaluation
4. Employee Training
a. Safety
b. Operational
E. Emergency Procedures
1. Bypass Reporting
2. Major System Break
3. Major Treatment Unit Failure
4. Total Plant Failure
5. Hazardous Materials
6. Alternate Modes of Operation
7. Labor Strike
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TABLE XXVI. — Suggested Examination Criteria for Wastewater Treatment Personnel
Module
No.
Module
Required Skill Level by Class
Class I
Class II
Class Ill
Class IV
I.
General (Same for all Classes)
A. Basic and Applied Mathematics
B. Basic and Related Science
C. Safety
D. Communication Skills
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
II.
Hydraulics (Same for all Classes)
A. Pumps
B. Pipe and Valves
C. Meters and Chemical Feed
D. Equipment Maintenance
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
Ill. Quality Control
A. Process Operation and Theory
1. Preliminary Treatment X X X X
2. Primary Treatment X X X X
3. Secondary Treatment X X X X
4. Tertiary Treatment X X X
5. Sludge Digestion X X X
6. Sludge Handling X X X
7. Advanced Waste Treatment X X
B. Treatment Unit Operation
1. Lagoons X X X X
2. “Package” Plants X X X X
3. Screening Devices X X X X
4. Grit Removal Equipment X X X
5. Primary Settling Units X X X
6. Aeration Units X X X
7. Secondary Settling Units
8. Trickling Filters X X X
9. Anaerobic Digestion X X X
10. Aerobic Digestion X X X
11. Sludge Dewatering X X
12. Chlorination X X X X
13. Advanced Units X
C. Laboratory Control and Procedures
1. Temperature X X X X
2.ph X X X X
3. Biochemical Oxygen Demand X X X X
4. Dissolved Oxygen X X X X
5. Suspended Solids X X X X
6. Settleable Solids X X X X
7. Fecal Coliform X X X X
8. Residual Chlorine X X X X
9. Sample Collection X X X X
10. Visual Monitoring X X X X
11. Total Goliform X X X
12. Volatile Acids X X X
13. Biology X X X
14. Stream Monitoring X X X
15. Alkalinity X X X
16. Acidity X X X
17. Sample Preservation X X X
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TABLE XXVI. (Continued)
Module
No.
Module
Required
Shill Level
by
Class
Class I
Class
II
Class
Ill
Class IV
18.
Process Monitoring
X
X
X
19.
Chemical Oxygen Demand
X
X
20.
System Monitoring
x
x
21.
Oil and Grease
x
x
22.
Total Solids
x
x
23.
Ammonia
X
X
24.
Nitrates
x
x
25.
Nitrites
x
x
26.
Chlorides
x
X
27.
Sludge Age
x
x
28.
F/M Ratio
x
x
29.
Cyanide
X
30.
Heavy Metals
x
31.
Toxic Materials
x
32.
Total Organic Carbon
X
IV Supervision/Management
A. Records and Reports
1. State and Local X X X X
2. Federal X X X X
3. Operation X X X X
4. Maintenance X X X
5. Laboratory X X X
6. Personnel X X
B. Financial
1. Purchasing X X X X
2. Inventory Control X X X
3. Budget Preparation X X
4. Budget Review X
5. Bonding and Grant Procedures X
C. Legal
1. State and Local Regulations X X X X
2. Federal Regulations X X X X
3. Local Responsibility X X X X
4. Role of Regulatory Agency X X X X
5. Right-of-Way Acquisition X X
6. Code Enforcement X X
0. Public Relations
1. Customer Relations X X X X
2. Complaint Investigation X X X X
3. Public Speaking X X
4. Contract Supervision X
E. Personnel
1. Planning Work X X X X
2. Responsibility of Supervisors X X X
3. Employee Management and Evaluation X X
4. Employee Training X X
F. Emergency Procedures
1. Bypass Reporting X X X X
2. Major System Break X X X
3. Major Unit Failure X X X
4. Total Plant Failure X X
5. Hazardous Materials X X
6. Alternate Modes of Operation X X
7. Labor Strike X
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TABLE XXVI. (Continued)
Note A
This table is included as an example of how examination criteria can be established for a specific
category, in this case wastewater treatment personnel. The same methodology would apply for the other
three categories.
Note B
As outlined in this table, the example is designed to provide the maximum possible mobility to the
personnel being examined and provides the simplest method of administration to the certifying authority.
However, this system may be modified or adapted by the individual certifying authorities to provide for
restrictive or “qualified” certification.
For Example:
1. An operator of a Class II trickling filter plant with anaerobic digestion facilities has indicated that
he does not want to relocate to another facility nor does he feel capable of answering examination
questions concerning activated sludge processes. The certifying authority may elect to examine
this individual within the specific area of the requirements for his individual plant. The
examination could be designed as:
MODULE I General — All Areas
MODULE II Hydraulics — All Areas
MODULE III Quality Control — Class II
A. Process Operation and Theory
1 through 6
B. Treatment Unit Operation
1 through 5, 7, 8, 9, 10, and 12
(omit 6 and 11)
C. Laboratory Control and Procedures
1 through 18
MODULE IV Supervision/Management
All Class II Requirements
2. A local school board operates several “package”-type plants. The school board has designated one
custodian at each school to be in responsible charge of the school’s treatment plant and the
required laboratory work will be performed by another agency. In this case, the certifying
authority could examine the custodians in the following manner:
MODULE I General — All Areas
MODULE II Hydraulics — All Areas
MODULE III Quality Control — Class I
A. Process Operation and Theory
1, 2, and 3
B. Treatment Unit Operation
2, 3, and 12
C. Laboratory Control and Procedures
Omit
MODULE IV Supervision/Management
All Class I Requirements
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GLOSSARY OF TERMS
ABC —Association of Boards of Certification
AWWA —American Water Works Association
CEU —Continuing Education Unit. Defined as: Ten contact hours of participation in an organized
continuing education experience under responsible sponsorship, capable of direction, and qualified
instruction.
DRC —Direct Responsible Charge. The term “direct responsible charge” shall mean, in smaller facilities
where shift operation is not required, active daily on-site charge and performance of operation.
In larger facilities where shift operation is required, “direct responsible charge” shall mean both:
(a) active, daily, on-site technical direction and supervision; and
(b) active, daily, on-site charge of an operating shift or a major segment of a system or facility.
This definition would include all personnel with responsibility for active, daily, on-site technical
direction and supervision in operations within a system.
EEOC —Equal Employment Opportunity Commission (U. S.)
EPA —U. S. Environmental Protection Agency
FACE —Federation of Associations on the Canadian Environment
GED —General Educational Development test. A standard test which, when successfully passed, normally is
accepted as the equivalent of high school graduation.
NPDES—National Pollutant Discharge Elimination System
Operating Experience —Time spent at a plant or system in satisfactory performance of operation duties.
Relevant Formal Education—College-level courses in environmental engineering, environmental sciences,
environmental technology, and similar courses of study.
Selective Certification —Certification designed to certify personnel for specific types of facilities. A
restrictive form of certification which would permit operation of a specific type of
plant within a given class of plants, but would meet the legal requirements of
direct responsible charge certification.
Speciality Certification —Certification designed to certify personnel for specific tasks or positions within a
system. These positions are not normally required to be certified by law, but
personnel in these positions are encouraged to become certified.
WPCF —Water Pollution Control Federation
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