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; and leaves of absence.
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.