Revised Policy Statement: Employee Compensation

AWWA Policy: Employee Compensation

April 9, 2024
 

The following revised AWWA Policy Statement on Employee Compensation has been approved by the Technical and Educational Council for member comment.

Comments on the policy statement will be reviewed by AWWA staff and forwarded to the Executive Committee if the comments are minor, or referred back to the originating body if the comments are substantive. Policies forwarded to the Executive Committee will be reviewed for approval and final action. 

AWWA Policy Statement on Employee Compensation – Revised

The American Water Works Association (AWWA) recommends that compensation programs be designed to attract, reward, and retain qualified personnel. Water utility workers contribute directly and indirectly to the protection of public health, environmental sustainability, and the economic well-being of the communities they serve.

Compensation should consider not only direct monetary remuneration for services rendered, but also such benefits as medical and other insurance coverage; holidays and vacations; educational assistance (including continuing education, skills enhancement, and certification); retirement; leaves of absence, and hybrid work options.

Overall compensation should be competitive for the regional market from which the utility draws its workforce, designed to ensure the organization is able to employ a qualified and motivated workforce and based on a credible, logical and consistent process that is objective and non-discriminatory in content and in practice.

Practices specified in this policy statement are consistent with all other pertinent AWWA policy statements.

Adopted by the Board of Directors Jan. 26, 1969, and revised June 24, 1979, and June 10, 1984, and Jan. 28, 1990, and Jan. 30, 1994, and Jan. 21, 2001, and June 12, 2005, and Jan. 24, 2015, and reaffirmed Jan 24, 2019.

Submit comments by May 9, 2024.