在未来10年内，现有公用事业的35% 员工将有资格退休。大多数退休人员 是资深员工，拥有多年的工作经验和 丰富的机构和运营知识。 出于对人才流失的担忧，AWWA的研究 基金会与水环境研究基金会 共同资助了一项名为《企业继任规划》的研究 信息时代至关重要的劳动力。 这项研究分析了美国的人口数据 劳工部劳工统计局。这些 数据表明，美国劳动力正在变老 而且更加多样化，而且 工人人数正在减少。在公用事业部门，水 废水处理设施将需要更多的工人 在替换人员（尤其是 工程师）将越来越短缺。 继任计划研究的一个结论是: 每个公用事业公司都应该实施劳动力计划 正确管理过渡。12步劳动力规划 该模型是专门为公用事业开发的 以及他们具体的劳动力需求。研究还强调 知识获取对于确保 过程中不会丢失隐性（即未记录的）知识 这段时间是员工换岗的时间。包括6个参考文献、表格、图表。

Within the next 10 years, 35% of current utility employees will be eligible to retire. Most of these retirees are senior employees, with many years of experience and a wealth of institutional and operational knowledge. Concerned about this brain drain, the AWWA Research Foundation and the Water Environment Research Foundation co-funded a study titled Succession Planning for a Vital Workforce in the Information Age. The study analyzed demographic data from the US Department of Labor Bureau of Labor Statistics. These data indicate that the US workforce is becoming older and more diverse and that the number of available workers is declining. Within the utility sector, water and wastewater facilities will need even more workers at a time when replacement personnel (particularly engineers) will be in increasingly short supply. One conclusion of the succession planning study was that every utility should implement workforce planning to properly manage transition. A 12-step workforce-planning model was developed specifically for utilities and their specific labor needs. The study also underlined the importance of knowledge capture to ensure that tacit (i.e., undocumented) knowledge is not lost during this period of employee changeover. Includes 6 references, tables, figures.