National Water Skills Audit - Australian Water Association

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Figure 3.3.1: Workforce supply forecast to 2017, including all organisations100%5%3%12%11%6%27%80%23%9%60%100%36.4%40%81%59%20%27%0%Current 2009 2012 2017Net Supply Resignations - churn Resignations - 20% leakage Retirements - 62.5 yrsSource: Water Services Association of Australia 2008.Figure 3.3.2: Workforce supply forecast to 2017, excluding Sydney Water100%6%4%12%80%15%8%25%12%31%60%100%40%75%47%49%20%16%0%Current 2009 2012 2017Net Supply Resignations - churn Resignations - 20% leakage Retirements - 62.5 yrsSource: Water Services Association of Australia 2008.ICE WaRM • National Skills Audit (Phase One) Report 19
Figure 3.4.1: Workforce demand forecast to 2017 including all organisations14%12%10%8%6%4%2%5.0% 5.8%3.2% 3.4%4.8%3.9%0%2009 2012 2017Scenario 1 demand (Predicted change)Scenario 2 demand (Unplanned change)Source: Water Services Association of Australia 2008.Figure 3.4.2: Workforce demand forecast to 2017 excluding Sydney Water14%12%10%8%6%4%6.0%9.4%10.7%6.3%13.3%7.3%Mostlikelyoutcome2%0%2009 2012 2017Scenario 1 demand (Predicted change)Scenario 2 demand (Unplanned change)Source: Water Services Association of Australia 2008.• Infrastructure renewal.• Possible institutional reform.• Potential fiscal constraints for increased capitalexpenditure.The WSAA report also suggests that “it is also possiblethat, in some cases, increased demand is influenced bysignificant downsizing during previous decades” (page24).Figure 3.4.1 and Figure 3.4.2 shows the demandforecasts for workforce in the water utilities under twoscenarios: Scenario 1 incorporates predicted change,and Scenario 2 takes into account unplanned changes.WSAA indicated that the most likely scenario is Scenario1 excluding Sydney Water, which is shown in Figure3.4.2. Under this scenario, the urban water industryworkforce would need to increase by six per cent fromcurrent numbers by the end of 2009. Thereafter therequired increase would stabilise to 6.3 per cent by 2012and 7.3 per cent by 2017. Scenario 2 represents a ‘worstcase’ outcome, where the required increase would be9.4 per cent by the end of 2009, and 13.3 per cent by2012. The demand forecasts provided by Sydney Waterwere not consistent with those provided by the majorityof the water utilities, and thus it was excluded from thesample in calculating the most likely scenario.Gap AnalysisWSAA presented predictions based on ‘worst case’,‘best case’ and ‘most likely’ scenarios for the gapsexpected between the supply and demand for labourin the urban water industry. The best case scenario,including the ‘skewing agency’ of Sydney Water, had thesmallest gap between supply and demand for labour (asshown in Figure 3.4.1 and 3.4.2).It can be seen from Figure 3.5.1 that the expected gapunder the best case outcome was 39.6 per cent of theexisting workforce (3.9 per cent increased demand plus36 per cent [rounded up] diminished supply).20 ICE WaRM • National Skills Audit (Phase One) Report
Page 1 and 2: Department of Environment, Water, H
Page 3 and 4: Table of ContentsAcknowledgementsii
Page 5 and 6: Executive SummaryBackgroundThe Coun
Page 7 and 8: Executive SummaryFor the WSAA segme
Page 9 and 10: Executive Summarydemands. These and
Page 11 and 12: 1.2 Terms of ReferenceAppendix B. T
Page 13 and 14: 2 MethodologyThe methodology for th
Page 15 and 16: This section consists of desktop re
Page 17 and 18: Australian Water Directory. This ma
Page 19 and 20: educated at the top levels, but les
Page 21 and 22: members (at all educational levels)
Page 23 and 24: Table 3.5: Australian Government st
Page 25 and 26: priority issues within the educatio
Page 27: Ages of the employees were recorded
Page 31 and 32: Table 3.6: Estimated headcount gaps
Page 33 and 34: 3.3 The ‘Non-Urban’ Water Indus
Page 35 and 36: Figure 3.7: Percentage of employees
Page 37 and 38: Age BracketsThe organisations were
Page 39 and 40: Sources of Recently Appointed Staff
Page 41 and 42: Table 3.14: The types of employees
Page 43 and 44: Table 3.15: Preferences of organisa
Page 45 and 46: Table 3.16: Estimated total sampled
Page 47 and 48: Table 3.18: Projected total (non-WS
Page 49 and 50: Table 3.19: Projected total sampled
Page 51 and 52: in these three sectors, with the la
Page 53 and 54: Table 3.23: Qualifications in sewer
Page 55 and 56: Table 3.25 shows the age profile of
Page 57 and 58: 4 Analysis of Results4.1 Combining
Page 59 and 60: Table 4.4: Projected total addition
Page 61 and 62: Employment Gaps - Qualifications 20
Page 63 and 64: Recruiting and Retaining - GeneralW
Page 65 and 66: 4.3 DiscussionA survey response was
Page 67 and 68: 5 Outcomes/Issues5.1 Current Needs
Page 69 and 70: Figure 5.3: Composition of survey p
Page 71 and 72: Table 5.4 shows the combined result
Page 73 and 74: • There is a high demand for civi
Page 75 and 76: organisations such as CRCs or Inter
Page 77 and 78: 6 Next StepsThe first phase of this
Page 79 and 80:
ReferencesAttikiouzel Y 2008, ‘Li
Page 81 and 82:
Water Industry Capacity Development
Page 83 and 84:
Appendix ATerms of ReferenceICE WaR
Page 85 and 86:
2. Lodgement Details2.1 Quotes shou
Page 87 and 88:
PART A STATEMENT OF REQUIREMENT (Se
Page 89 and 90:
• includes an executive summary o
Page 91 and 92:
Appendix BProject organisation char
Page 93:
Appendix CJob Family Description Jo
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