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62 The Authority | June 2025 formal education. Competency-based training models and operator-in-training programs can build a pathway of qualified staff. Oh……and stop using the term pipeline. Pipelines have a defined entrance and exit; pathways are flexible and accommodate the professional journey of your employees. Implement Knowledge Transfer Mechanisms - Institutional knowledge is often held by senior staff. To prevent knowledge loss, utilities should implement knowledge management strategies such as documentation of standard operating procedures, mentorship programs, video tutorials, and job shadowing. Consider retiree engagement, such as phased retirement or post-retirement consulting. Establish Mentorship and Coaching Programs - Mentoring helps junior staff build technical, leadership, and organizational knowledge. Pairing experienced personnel with less experienced employees supports hands-on learning and fosters professional relationships. Coaching also aids in development of soft skills essential for supervisory roles. Monitor Progress and Update Plans Regularly - Succession planning is a dynamic process. Utilities should establish metrics to evaluate program success. Plans should be revisited at a minimum annually. Promote an Organizational Culture of Learning and Advancement - For succession planning to be successful, it must be embedded in the organizational culture. Leadership should promote transparency in career development opportunities, support staff participation in professional associations, and recognize employee achievements. A strong culture of learning increases retention and prepares staff for long-term advancement. Back to the Gallup data, when Millennials are in roles with well-defined expectations and goals, where their goals align with team and organizational objectives, and the pathway to success is clear, engagement in the workplace skyrockets from 55% to 72%. Don’t Go it Alone - Utilizing consultants in succession planning offers water utilities expert guidance, industry benchmarking, and objective analysis. Consultants help identify skill gaps, design competency frameworks, and develop tailored training strategies. Their insights ensure regulatory alignment, support leadership development, and strengthen internal capacity—enhancing the effectiveness and sustainability of workforce planning efforts. Succession planning is a strategic process that ensures the continuity of leadership, technical expertise, and institutional knowledge in the water workforce. Given the aging workforce, regulatory complexity, and operational demands in the water industry, it is critical for utilities to proactively prepare for retirements, turnover, and leadership transitions. Effective succession planning not only safeguards public health and environmental compliance but also strengthens organizational resilience and workforce morale. S S uccession planning is a strategic process that ensures the continuity of leadership , technical expertise , and institutional knowledge in the water workforce . Heath Edelman is a licensed professional engineer and Pennsylvania certified water and wastewater operator. He serves as the 2nd year professor for the Water and Environmental Technology Program at Thaddeus Stevens College of Technology. Heath currently sits on the State Board for Certification of Water and Wastewater Systems Operators. Heath holds a B.S. in Environmental Resource Management from Penn State and an M.S. in Environmental Engineering from the University of New Haven. He is currently pursuing his PhD – Education - Workforce Training and Organizational Development at Old Dominion University.