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, revised June 24, 1979, June 10, 1984, Jan. 28, 1990, Jan. 30, 1994, Jan. 21, 2001, June 12, 2005, Jan. 24, 2015 and reaffirmed Jan 24, 2019.