REPORT ON
NEW ENGLAND REGIONAL
WASTEWATER INSTITUTE
RELATIONSHIP TO WATER POLLUTION
CONTROL TRAINING NEEDS IN
NEW ENGLAND
United States
Environmental
Protection Agency
Region I
JOHN F. KENNEDY FEDERAL BUILDING GOVERNMENT CENTER - BOSTON, MASSACHUSETTS 02203
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REPORT ON
NEW ENGLAND REGIONAL
WASTEWATER INSTITUTE
RELATIONSHIP TO WATER POLLUTION
CONTROL TRAINING NEEDS IN
NEW ENGLAND
Prepared by:
Elaine Pickle
Water Programs Division
Environmental Protection Agency
John F. Kennedy Federal Building
Boston, MA 02203
May 1978
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INDEX
PAGE
I, Introduction and Financial Statement . . . . . . . . 1
II. Wastewater/Technology Program . . . . . . . . . . . 3
III. Mobile Training Facility . . . . . . . . . . . 6
IV. Short Courses . . . . . . . . . . . , . . . . . . . . . 9
V. Physical Facilities and Capacity . . . . . . . . . . . 10
VI. Labor Market Analysis for Wastewater
Treathent Plant Operators . . . . . . . . . . . . . . 12
VII. Conclusions and Recommendations . . . , . . . , • . . , 25
i.
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I. Introduction and Financial Statement
The New England Regional Wastewater Institute(NERWWI)is
located at Southern Maine Vocational Technical Institute(SMVTI)
in South Portland, Maine. It was established and is operated
under the control of the New England Interstate Water Pollution
Control Comznission(NEIWPCC).
The Institute provides entry—level training for students
preparing to enter the wastewater treatment field through its
nine-month certificate program in Wastewater Treatment Technology.
There are also two additional programs that provide upgrade
training for operators currently employed Tn treatment plants.
One is a mobile training facility that travels throughout
New England offering 3-5 day courses at treatment plants on
topics requested by the operators. Two short courses are
offered during the summer for state—agency personnel and operators.
The subject matter is ordinarily of an advanced nature and
covers such topics as Process Control, Troubleshooting 0 & M
Problems at Municipal Wastewater Treatment Facilities, and
Pump Maintenance and Repair.
The Institute is supported from a variety of sources
including EPA funds, vocational education funds, and tuition
fees. Exhibit 1 is a Financial Statement delineating the
revenues and expenses of the Institute for the most recent
year.
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EXHIBIT 1
Financial Statement
New England Regional Waste Water Institute
Revenue % of Total
EPA Funds $83,480 49%
Tuition
WW Technology Program $20,650
Short Courses 4,200 $24,850 14%
Contribution - Southern
Maine Vocational
Technical Institute $62,670 37%
Total Revenue $171,000 100%
Expenses
Wastewater Technology Program
Personnel $44,700
Social Security 2,680
Health & Accident 1,340
Retirement 1,790
Scholarship 2,700
Operating Expenses 67,630 $120,840 71%
Mobile Training Facility
Personnel 27,400
Social Security 1,640
Health & Accident 820
Retirement 1,100
Operating Expenses 15,000 45,960 27%
Short Courses 4,200 2%
Total Expenses $171,000 100%
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As can be seen from the Financial Report, EPA provides the
bulk of the funding for the Institute. The next major source of
funds is SMVTI. If SMVTI were to absorb the Wastewater Technology
Program into its regular curriculum, it would cost the State of
Maine an additional $58,170 per year. An appropriation of this
size would have to be approved by the State legislature. We have
been advised that this is highly unlikely due to the State’s current
austerity programs. However, it may be a long range possibility.
In the short run, if the Institute is to continue in operation,
EPA must continue to provide the funds.
It should be noted that the expenses to present the short
courses are completely covered by the students’ tuition fees,
which usually are $70 per course. This fee includes tuition and
room and board, thus making it a very inexpensive training program
for the student. Given the sparcity of training funds in State and
municipal budgets, the low fee for the short courses allows many
individuals to receive training who would otherwise not.
II. Wastewater Technology Program
The Wastewater Technology Program began in October 1969 with
funding from the New England Regional Commission. Subsequently,
additional funding was obtained for a package treatment plant. This
certificate program consists of 1400 hours of instruction, divided
among the classroom, laboratory, and operating the package treatment
plant. It also includes 160 hours of on-the—job training at a
treatment plant in any of the six New England States. This is the
only institutionalized wastewater treatment plant operator training
program with this structure in New England.
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The demand for this type of training is evidenced by the
number of applicants seeking to be enrolled in the program. From
September 1971 to August 1977, only 56 percent of the people who
applied for enrollment could be accommodated due to lack of space.
Table 1 lists the States from which the students were enrolled.
TABLE 1
Wastewater Technology Program
Enrollment by State
November 1971 — April 1976
% of Municipal
STATE NUMBER Flow in N. E. Difference
CT 24 9.3 25.5 (16.2)
ME 138 53.3 7.7 45.6
MA 19 7.3 50.3 (43.0)
NH 39 15.1 5.7 9.4
RI 1 .3 8.3 (8.0)
VT 38 14.7 2.5 12.2
OTHER 2 ____ ____
TOTAL 261 100.0 100.0
As can be seen from Table 1, when we compare the percentage of
students enrolled from a particular State to the percentage of munici-
pal flow in New England treated in those States, it becomes apparent
that too many students come from ME, VT, and NH; and not enough from
CT, MA, and RI. This could be explained by the geographical location
of the School, which is most accessible to the northern New England
States.
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Of the 261 students who enrolled, 200 students completed
the program satisfactorily, 9 failed, and 52 dropped out. Seventy
percent of the students who completed were placed by graduation.
It is anticipated that 85 percent of the Class of ‘78 will have
jobs by graduation. This signifies an increasing demand for
trained treatment plant operators, which coincides with the new
plants coming on line. One hundred twenty-seven of the graduates
have been traced, and Table II identifies their current occupations.
TP BLE 2
Job Titles _____ CT ME NH MA VT RI - OTHER
Public Works Dir. 2 2
Superintendents 25 25
Operators 81 10 6 29 17 16 1 2
Lab Technicians 2 2
Sewer Depts. 4 4
Engineer Co’s. 7 7
Sales 2 2
Water Depts. 4 ____ 4 ____ ____ ___ ____ ____
127 10 52 29 17 16 1 2
% of Total 100% 7.9% 40.9% 22.8% 13.4% 12.6% 0.8% 1.6%
This analysis indicates that there is very little outntigratioi
from New England. Yet,there is substantial mobility from state to
state especially for those students who choose to be operators. For
this reason we can consider the New England area to be a closed labor
market and could reasonably expect that students trained in New England
will remain in New England to work.
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This analysis indicates that the Wastewater Technology Program
is rated as a successful program using standard vocational education
criteria as a basis for judgement. Twice as many people apply as can
be accepted, and the placement rate is acceptable.
III. Mobile Training Facility
The mobile training facility is a specially equipped van that
travels throughout New England presenting 3-4 day short courses at
Wastewater Treatment facilities. Once the topic and dates have been
selected by the treatment facility, arrangements are made to have
operators from nearby facilities also attend the training course.
Over a period of years, the Institute .bas identified those
training courses which are most necessary to upgrade the skills of
treatment plant operators. The current list is presented in
Exhibit 2. These subjects are constantly being reviewed for
relevancy, and the list of course offerings is updated continuously.
EXHIBIT 2
MOBILE TRAINING FACILITY
COURSE OFFERINGS
Operational
West Process Control
Activated Sludge
Trickling Filters & Anaerobic Digestion
Stabilization Ponds
Sludge Dewatering
Advanced Wastewater Treatment
Lab
Basic Wastewater Analysis
Bacterial Analysis
Special Wastewater Analysis (Advanced)
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Maintenance
Pumps and Pump Maintenance
Electricity & Electrical Maintenance
Preventive Maintenance
Safety
Plant Safety Procedures & Equipment
Applied Basic Education
Introductory Chemistry
Introductory Bacteriology
Industrial Math
Introductory Hydraulics
The mobile training facility is in heavy demand and is
scheduled at least six months in advance. It has acquired a
very commendable reputation in the wastewater treatment field,
as evidenced by the answers to questionnaires completed by super-
visors and employees who had received training from the mobile
training facility. Excerpts from these questionnaires appear in
Exhibit 3.
EXHIBIT 3
MOBILE TRAINING FACILITY EVALUATION BY
SUPERVISORS P ND EMPLOYEES
Supervisor Evaluation of Mobile Training Facility
100% felt that the training resulted in dollar savings.
95% felt that the training resulted in more efficient
treatment plant operation.
47% felt that the training led to promotions.
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Employee Evaluation of Mobile Training Facili y
97% felt the training had increased their confidence and
ability.
90% felt that the training contributed to a more efficiently
operated treatment plant.
89% used the skills acquired during training.
.8fl felt qualified to train inexperienced operators.
From November 1971 to April 1976 the mobile training facility
has trained 1383 people throughout New England. Table 3 shows the
students trained from each State compared to the percent of municipal
flow in New England treated by the State.
TABLE3 —
Mobile Training Facility
Students by State
November 1971 — April 1976
% of Municipal
STATE NUMBER % Flow in N.E. Difference
CT 289 20,9 25.5 (4.6)
ME 202 14.6 7.7 6.9
NH 299 21.6 5.7 15,9
MA 299 21.6 503 (28,71
VT 235 17.0 2,5 14.5
RI 59 4.3 8,3 (4.0)
As indicated in Table 3, the northern New England States
received more than their fair share of training, while CT, MA, and
RI do not utilize the mobile training facility to the extent that
we would logically expect. Again, the geographical location of
the van many explain the variance,
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The mobile training facility is vital to the Region as an
upgrade training program. It operates on site with full-time in-
structors knowledgeable in wastewater treatment. It can reach
into rural and urban areas. According to thoses employees and
supervisors who have received training from the mobile training
facility, it has succeeded in its objectives of providing skills
training.
IV. Short Courses
During June of each year, the Institute offers two one-week
short courses for people currently employed in the wastewater
treatment field. The topics for the short courses are based on
responses to questionnaires distributed to each of the State opera-
tors associations and students from the previous year’s short courses.
Courses have recently been offered on Process Control and Pump
Repair and Maintenance.
The tuition fee ranges from $70-85 per course and includes
room, board, coffee breaks, tuition, handout material, and parking.
The fee is certainly conducive to attracting students, and covers
all of the expenses of presenting the training.
Table 4 shows the number of students who have been trained
by State.
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TABLE 4
Short Courses
Students by State
% of Municipal
STATE NUMBER _____ Flow in N.E. Difference
CT 34 18.1 25.5 (7.4)
ME 54 28.7 7.7 21.0
NH 23 12.2 5.7 6.5
MA 30 16.0 50.3 (34.3)
VT 36 19.1 2.5 16.6
RI 1]. 5.9 8.3 ( 2.4 )
TOTAL 188 100.0 100.0
As Table 4 shows, a disproportionate number of students come
from ME, NH, and VT. MA, CT, and RI are underrepresented.
The Institute sponsors the only short courses available in New
England on a recurrent basis. The number of training programs in
New England geared to upgrading the skills of operators is very small;
yet, there is an immense need for this type of training if we are
to have efficiently operated treatment plants.
V. Physical Facilities and Capacity
The Institute ’s physical facilities include a building housing
a classroom, library, stockroom, equipment room, and administrative
offices. The space available is barely adequate. At times equipment
is stored outside. There is very little room for the students to
actually work on the equipment. The administrative offices are
cramped. Under these conditions it would be impossible to increase
the student body of the Wastewater Technology Program without a
sizeable capital investment.
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The mobile training facility is new; and therefore, the
roving training program is not in any current danger of being
eliminated due to lack of facilities. Three instructors are
assigned to the van. One instructor works on the van exclusively,
the other two instructors rotate, one week on the van and one week
in the classroom. The van is in heavy demand and is scheduled
at least six months in advance. The mobile training facility
is operating at full capacity. The only way to increase the number
of students being reached would be to purchase another van and
hire at least two additional instructors. It would double the
outlay for the mobile training facility from $46,000 to $92,000.
There is no way to increase the effectiveness of the mobile train-
ing facility by adding a smaller amount of funds.
The short courses are offered during the month of June because
that is the only month of the year when the dormitories on the
campus are available. The dorms are closed during July and August
for renovation. This is the only program the Institute operates
that could be expanded. Two one-week short courses are presented
during June. That could probably be expanded to four courses.
Other courses could be offered during July and August by acconunodat-
ing the students at local hotels. Any strain on the teaching
staff could be reduced by hiring outside instructors. Since these
courses are usually oversubscribed, serious consideration should be
given to expanding the number and types of training offered.
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Some thought has been given to offering training programs
in the evening. This approach does not appear feasible for several
reasons. The instructor workload is heavy as is, and there is
some doubt that the current staff could absorb an additional teach-
ing burden. Only ME residents could avail themselves of the training;
and as we have seen,a disproportionate number of students already
are from ME. Therefore, this type of program expansion should
probably be abandoned.
The Institute and its programs are operating at full capacity.
Any increase in the Wastewater Technology or mobile training facility
programs would require a substantial capital investment. The only
Institute offering that could be expanded cost effectively are
the short courses. Since this type of training is rare in New
England, we would reco imnend that expansion only be considered
in this area.
VI. Labor Market Analysis for Wastewater Treatment Plant Operators.
Each of the six New England States has gathered some data
that can be incorporated into a manpower forecast of supply and demand
for wastewater treatment plant operators within their respective
States. The methodology used ranges from best professional
estimate to a very sophisticated analysis of the labor market.
Following is an analysis of supply and demand for wastewater
treatment plant operators based on information the Water Programs
Environmental Workforce Unit has compiled from published studies,
grant documents, and some of its own data collection activities.
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These numbers are not to be regarded as infallible since
they were derived in many cases from estimates. However, they do
give an indication of the scope of the training effort needed by
each State. The NH Water Supply & Pollution Control Commission
prepared a very sophisticated manpower forecast entitled, “Manpower
Study and Training Evaluation for Municipal Wastewater Treatment
Systems.” In their analysis, they determined that the turnover rate
for wastewater treatment plant operators is 17.5% far exceeding the
average national manufacturing turnover rate of 4.5%. This means
that we need to train nearly four times as many new entry operators
than we would need to train if the turnover at treatment plants
were not so high.
Table 5 is a five—year projection of the demand for operators
in New England. The number of operators currently employed was
gathered from various sources. This number only includes operational
personnel. Maintenance personnel were excluded because they come
from a different segment of the labor market and their skills are
transferable among several different industries. The attrition rate
was assumed to be 17% except in the case of New Hampshire. The
number of operators needed to staff new and upgraded plants was
based primarily on State estimates. The number of operators who
need upgrade training over the next five years is essentially the
same as the workforce of operators in the next five years. The
assumption was made that at least 20% of the workforce must upgrade
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their skills on a yearly basis. This assumption was based on research
conducted by the Department of Labor that indicates the average worker
requires retraining every five years to keep pace with technological
changes in the field.
TABLE 5
FIVE-YEAR PROJECTION OF
DEMAND FOR TRAINING
Demand for New Operators
Next Five Years a + C
a. Current # b. c. d. # of Operators
State of Operators Attrition Construction Total in five years
CT 1300 1100 70 1170 1370
ME 600 500 125 625 725
NH 150 180 120 300 270
MA 1350 1175 325 1500 1675
VT 250 200 40 240 290
RI 220 185 125 310 345
TOTAL 3870 3340 805 4145 4675
The Water Programs Environmental Workforce Unit conducted a
Training Survey in Region I to identify the environmental education
programs in New England. That survey was subsequently followed up and
more detailed information was obtained on curriculum and number of
graduates per year. This information was used as a basis for estimating
the number of operators who will be supplied by the educational mech-
anisms in place.
EPA Region I has also funded many training programs and the
number of students graduated from these programs was also factored
into the supply of trained personnel. As in the case of the demand
for operators, all figures are projected over the next five years.
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Tables 6 thru 11 identify by State the nun ber of operators
who will be trained and identifies the training source.
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TABLE 6
CONNECTICUT
FIVE-YEAR PROJECTION OF
TRAINING ACTIVITIES
# OF OPERATORS
# OF NEW OPERATORS RECEIVING
SOURCE TRAINED UPGRADE TRAINING
Northwestern Community
College 60
New England Regional
Waste Water Institute* 25 325
Vocational Education System* 80 120
New England Water Pollution
Control Association* 200
Connecticut Depar znent of
Environmental Protection* 175
Total 165 820
* Partial or complete EPA funding
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TABLE 7
MAINE
FIVE-YEAR PROJECTION OF
TRAINING ACTIVITIES
# OF OPERATORS
# OF NEW OPERATORS RECEIVING
SOURCE TRAINED UPGRADE TRAINING
Eastern Maine Vocational
Technical Institute 60
New England Regional Waste
Water Institute* 140 260
New England Water Pollution
Control Association* 100
State Dept. of Vocational
Education* 50 30
TOTAL 250 390
* Partial or complete EPA funding
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TABLE 8
NEW HAMPSHIRE
FIVE-YEAR PROJECTION OF
TRAINING ACTIVITIES
# OF OPERATORS
# OF NEW OPERATORS RECEIVING
SOURCE TRAINED UPGRADE TRAINING
New England Regional Waste
Water Institute* 40 325
New Hampshire Water Supply
& Pollution Control Comm.
Training Center* 60 30
New England Water Pollution
Control Association* 1.00
New England College 30
TOTAL 130 455
* Partial or complete EPA funding
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TABLE 9
MASSACHUSETTS
FIVE-YEAR PROJECTION OF
TRAINING ACTIVITIES
# OF OPERATORS
# OF NEW OPERATORS RECEIVING
SOURCE TRAINED UPGRADE TRAINING
Berkshire Community College 60
University of Lowell 75
Springfield Technical
community College 75
Northern Essex Community
College 50
New England Regional Waste
Water Institute* 20 330
State Dept. of Environmental
Protection 175 90
New England Water Pollution
Control Association* 200
Operators Association 200
TOTAL 455 820
* Partial or complete EPA funding
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TABLE 10
VERMONT
FIVE-YEAR PROJECTION OF
TRAINING ACTIVITIES
# OF OPERATORS
# OF NEW OPERATORS RECEIVING
SOURCE TRAINED UPGRADE TRAINING
Vermont Technical College
Bureau of Apprenticeship
& Training 120
State thru Vermont
Technical College* 60
New England Regional
Waste Water Institute* 40 270
New England Water Pollution
Control Association* 100
TOTAL 160 430
* Partial or completc EPA funding
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TABLE 11
RHODE ISLAND
FIVE-YEAR PROJECTION OF
TRAINING ACTIVITIES
# OF OPERATORS
# OF NEW OPERATORS RECEIVING
SOURCE TRAINED UPGRADE TRAINING
Davies Voc. Tech. 75
New England Regional Waste
Water Institute* 5 75
New Eng2.and Water Polliition
Control Association* 100
TOTAL 80 175
* Partial or complete EPA funding
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TABLE 12
FIVE-YEAR PROJECTION OF
DEMAND AND SUPPLY
OF WAS TE WATER
TREATMENT PLANT
OPERATORS
DEMAND SUPPLY DEFICIT
STATE ‘New Operators Operators ‘ ‘New Operators Operators ew Operators Upgrade Trn .
Next 5 Years Needing Upgrade Generated in Receiving Next 5 Years Existing
Training Next 5 Years Upgrade Trng. Operators
CT 1170 1370 165 820 1005 550
ME 625 725 250 390 375 335
NH 300 270 130 455 170 (185)
MA 1500 1675 455 820 1045 855
VT 240 290 160 430 80 (140)
pJ
RI 310 345 80 175 230 170
TOTAL 4145 4675 1240 3090 2905 1585
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Table 12 consolidates all the data collected relative
to demand and supply of operators and allows us to analyze the
training picture in New England. Over the next five years, there
will be 2905 people employed who have not received entry-level
training. Emphasis should be given to the fact that these people
will be hired and will receive some haphazard on-the—job training.
The result will be that five years from now 62 percent of the
operators working at treatment plants will not have received
basic training and another 1585 operators will not have received
any upgrade training.
One question remains unanswered. Why doesn’t the supply
of operator training expand to meet the demand? The answer may very
well be that the supply is not elastic and cannot change in the
time period necessary to meet the demand. Vocational education
systems should be the prime deliverers of entry-level training.
State budgets for vocational education are fairly fixed. Introduction
of a new operator training program means that you must eliminate
an ongoing program as well as allow 3 to 5 years lead time for
planning and obtaining funds. With this inflexible mechanism, it
is very difficult to respond to demand for training. The NERWWI,
operators’ associations, and EPA grants are flexible and can respond
almost instantaneously to demand increases untiltheir resources are
exhausted.
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The majority of the training done over the next five years
will be financed by EPA program grants, operator training funds,
construction grants training center funds, and Interagency Agreement
funds. The NERWWI will train 21% of the new entry operators and
will provide 45% of all the upgrade training in New England. This
is a substantial contribution to operator training needs in the
Region.
The analysis also indicates that CT and MA will have the
largest problems to contend with in all of New England. MA has
discussed the feasibility of operating a training center and tripling
their current training effort. This will help but will not address
all of the State’s needs. CT has not yet begun to recognize or
address the problem.
NH and VT have no problems with upgrade training due to
the mobile van run by the Institute; however, they still have a
need to train more entry-level operators.
In terms of priority of need for entry-level and upgrade
training, priority should be qiven to those states with th higher
magnitude of need. Below is the order in which resources should
be allocated:
1. MA
2. CT
3. ME
4. RI
5. NH
6. VT
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VII. Conclusions & Recommendation
Conclusions
The NERWWI operates three successful programs. The nine
month Wastewater Technology program graduates 21 percent of all
the new entry operators in New England. Twice as many students
apply for the program as can be accepted. Seventy percent of the
graduates are placed by the time of graduation. Follow-up indicates
that the Institute’s graduates occupy responsible positions in the
water pollution control field.
The mobile training facility is the principal source of
upgrade training in New England. The three northern New England
States have received proportionally more training than the three
southern New England States.
The two short courses per year offered bythe Institute
are another major source of training in the Region. Together the
mobile training facility and the short courses provide 45 percent
of all the upgrade training in New England.
The three programs offered by the Institute have catered
to the northern New England States; Maine, New Hampshire, and
Vermont. More emphasis must be given to training in the Massachusetts,
Connecticut, and Rhode Island.
The physical facilities of the Institute are being utilized
to their maximum capacity. Additional students in the Wastewater
Technology program could only be accommodated by a huge capital outlay
to construct a new building. The mobile training facility is
now scheduled six months in advance. To do more training would
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require purchase of an additional van and hiring at least two
additional instructors. The number of short courses presented by
the Institute is currently determined by the availability of
dormitory space. The Institute must deliver all short courses
during the month of June. Expansion could occur if the courses
were offered at other locations in New England or if the students
were housed at local motels.
An analysis of the supply and demand for treatment plant
operators indicates that in the next five years 2905 operators will
be employed who will not have received entry—level training. An
additional 1585 will not have received upgrade training. The
situation is most severe in Massachusetts and Connecticut. Maine
and Rhode Island have substantial new entry and upgrade training
needs. New Hampshire and Vermont will receive enough operator
upgrade training, but will still need to develop a system for
generating more entry—level training.
The majority of all the training conducted in the Region
is funded in whole or in part by EPA. We have utilized operator
training funds, construction grants training center funds, 106
program grants, and Interagency agreements. These funds are flex-
ible and can respond to the demand for training almost immediately.
Conversely, the vocational education system requires a three to
five year time period to institute a new training program. State
budgets for vocational education are limited.
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Recommendations
The Institute should purchase one additional mobile training
facility and hire three additional instructors. One mobile training
facility could operate in northern New England and one in southern
New England.
The Institute should greatly expand the number of short
courses offered and expand the subject matter covered. The capability
vested in the Institute staff would make it possible for them to
present courses similar to those offered at EPA’s National Training
and Operational Technology Center in Cinicinnati, Ohio. The three
instructors hired for the mobile training facility could be assigned
responsibility for logistical arrangements and short course pre-
sentation on a rotational basis.
These two recommendations if implemented could satisfy the
majority of upgrade training needs in New England.
A major benefit of this type of centralization is the gen-
eration of an instructor cadre with a great deal of expertise in
pollution control training. The efforts of the Institute could
be supplemented by training activities of the New England Water
Pollution Control Association and State agencies.
The expansion of entry-level training at the Institute would
require a large capital investment. The municipality responsible
for staffing a federally funded wastewater treatment plant usually
hires from within its own geographical boundaries. The person
hired may not have any operational training or expertise. Convincing
a municipality to send a person away for nine months of training
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is extremely difficult. A better approach is to establish training
delivery mechanisms within each State that are in close proximity
to the newly hired operator. There are several innovative programs
within New England that could be emulated successfully. In Vermont,
the Bureau of Apprenticeship and Training has established Wastewater
Treatment Plant Operator as an apprenticeable occupation. The
Bureau and the State jointly fund and deliver training to a majority
of new operators.
The State of Massachusetts conducts an operator training
program offering 12 academic credits over a one-year period. Four
courses are offered: Basic and Advanced Treatment Plant Operations
and Basic and Advanced Laboratory Analysis. Each one of these
courses is offered one day a week making it relatively easy for
operators to attend. There is the potential to triple the size
of this program by utilizing training center construction grants
funds.
These are just two examples of approaches to deliver new
entry operator training. The Institute with assistance from EPA’s
Water Programs Environmental Workforce Unit could assist the States
to develop and implement various types of delivery systems. It
would require the addition of another staff position, but would
certainly cost less than the capital expenditure necessary to expand
the facilities in South Portland. This approach also has the added
benefit of graduating more students per year.
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These three recommendations could be implemented with an
initial capital investment of $15,000 and yearly operating expenses
of $70,000. Over the next five years, it would only cost $80 for
each student trained. Certainly a modest figure,compared to the
monetary losses incurred by having untrained personnel operating
and maintaining wastewater treatment plants.
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