National Water Skills Audit - Australian Water Association

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Workforce Numbers and Gap Numbers Current/2009WSAA SACES CEET (2006 data)• 19,5000 positionsin 2007.• Estimated that the sector surveyed employsroughly 23,000 employees, although a numberof parts of the water sector are not included inthis estimate. An additional 2,000 positions arevacant.• 20,420 are in Water Supply group and 1,660in Sewage and Drainage, giving a totalof over 22,000. To this must be added anundetermined proportion of the 32,540 fromHeavy and Civil Engineering Construction.Summary comments• The CEET numbers for the core water industry groups confirm the WSAA numbers of employees (19,500 of 20,240). As theSACES estimate is for a separate segment on the industry minimum, the total is over 44,000.• To this 44,000 must be added to other parts of the industry not surveyed by SACES (including Commonwealth and Stategovernments) and a proportion of Heavy and Civil Engineering Construction identified by CEET. Hence the current industry iswell in excess of 50,000 and estimated at 80,000.• 2008 gap in WSAA segment is not precisely estimated due to differences in survey dates and projected movements over2007 to 2009.WSAA SACES CEET2018• The WSAA survey determined a mostlikely scenario of an aggregate urbanutilities workforce requirement of 20,924at 2017, with a gap of 8,656 employees.• There is a sizeable workforce gap forecastfor the future (8,656). This will be drivenpredominantly by retirements andresignations and to a lesser extent byincreasing demand.• In addition to current skills deficits, therewill be other skills which will becomeincreasingly important, specifically: assetmanagement, project management, andcommercial acumen/cost management.• The SACES survey determined an employmentrequirement at 2018 of 34,000, comprisingemployees of AWA members and local government,with a gap requiring 18,000 employees.• Total employment is projected to increase by justover 9,000, or 40 per cent.• For the current employees who may be retired by2018, it was assumed that in any given year 8 percent of those aged 55 and over will retire (based onABS data).• Overall, the projected job growth out to 2018 is themost significant driver, accounting for almost 70 percent. Current vacancies and projected retirementseach account for about 15 per cent of the additionalemployees needed.• Not in scope.Summary comments• For WSAA, growth is very modest; for SACES growth is the most significant factor.• The impacts of retirements and resignations are much greater than the numbers indicate, as the lost staff are typically themost senior, most experienced and represent the corporate memory of their organisations.ICE WaRM • National Skills Audit (Phase One) Report 53
Recruiting and Retaining - GeneralWSAA SACES CEET• The largest source of employees is other industries, ahead of sourcingemployees from within the water industry.• There was shown to be some movement within the organisationsthemselves.• The sources specified under the ‘other’ category included recruiters,personal networks, general trades, recent immigrants to Australia, localcommunity, and the private sector.• The segments that reported most commonly recruiting employees usinga 457 visa are the local and regional governments with 69 per cent andmanufacturers and distributors in the private sector (60 per cent). About33 per cent in the consultants and contractors/ constructors groupingshad recruited using a 457 visa. The three state government and the twoeducation and research respondents all said that they had not sourcedany employees in this way.• The occupational group which is most difficult both to recruit and toretain is professional engineers, with nearly half of the answers withregard to recruitment difficulties, and 40 per cent of retention problems.• The second key group which employees answered that they had themost difficulty recruiting and retaining is that of science/technicalprofessionals.• Nine organisations claimed to experience difficulty in recruitingmanagers, and two in retaining them. This issue mostly affected the localand regional government organisations and retaining managers seemedto be less of a problem overall.• In trades, the private sector experienced the most difficulty in recruitingemployees, particularly contractor/constructors and manufacturer/distributors. Retention was more problematic for contractor/constructors.• Not addresseddirectly butknown that theHeavy and CivilEngineeringConstructiongroup coversmultipleindustries, hencetransfer betweenindustries is likely.Summary comments• Interesting but insufficient data to draw significant conclusions other than confirmation of anecdotal data.Temporary skilled migration is used, but magnitude unclear.54 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 and 28: Ages of the employees were recorded
Page 29 and 30: Figure 3.4.1: Workforce demand fore
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: Employment Gaps - Qualifications 20
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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National Water Skills Audit - Australian Water Association

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