Pennsylvania American Water is expanding its focus on workforce development as the water and wastewater industry faces increasing demand for skilled employees. The state’s largest regulated water utility is using internships, summer programs, career outreach and nonprofit partnerships to introduce students and prospective workers to careers that help keep water and wastewater systems operating.
The effort comes as experienced employees move toward retirement and utilities face the need to replace specialized knowledge. Pennsylvania American Water says its workforce development strategy is intended to attract, develop and retain employees capable of supporting essential water and wastewater services across the Commonwealth.
Summer Program Introduces Students to Water Industry Careers
One of the company’s most visible initiatives is the Flow Forward Summer Camp Program, which recently completed two sessions for Pennsylvania high school students. More than 30 sophomores, juniors and seniors from 14 school districts participated.
The program gives students an opportunity to explore careers connected to water and wastewater operations through hands-on activities and mentorship. The approach is designed to introduce students to an industry they may not routinely encounter when considering career options.
American Water’s broader Flow Forward program also includes practical activities such as facility tours, skills workshops, resume and interview preparation, and networking with industry professionals. The company launched the 2026 Pennsylvania sessions in McMurray and Mechanicsburg in June.
This type of early exposure can be particularly useful for an industry that depends on specialized technical knowledge. Students who understand the range of available positions before entering college or the workforce may have more opportunities to identify relevant training programs and career paths.
College Internships Provide Hands-On Experience
American Water is also targeting college students through its Future Wavemakers Internship Program across the country. The program combines mentorship and professional development with projects connected to the company’s operations.
Participants gained experience in areas including engineering, finance, operations, health and safety, and communications. Interns also participate in networking activities, workshops and capstone projects.
The range of disciplines is significant because operating a modern water utility requires more than treatment-plant and field personnel. Engineers, financial professionals, safety specialists, communications staff and operations employees all contribute to delivering services to customers.
The internship model also gives students an opportunity to apply classroom knowledge to actual workplace projects. For the company, internships can serve as an early recruiting pipeline and provide access to students entering fields where experienced workers may be in short supply.
Outreach Extends Beyond Traditional Recruiting
Pennsylvania American Water’s workforce strategy also includes year-round outreach to students and adults. The company works with schools, colleges, government agencies, elected officials, nonprofit organizations and other groups to promote water-sector careers.
Activities include school presentations, facility tours, career fairs and community events. This broader approach allows the company to reach people at different points in their education and career planning rather than relying solely on traditional job postings.
This is important for an industry that may not be as familiar to young workers as technology, health care or manufacturing. Water and wastewater utilities employ people in technical, administrative and professional roles, but prospective employees may not know those opportunities exist until they encounter an outreach program.
Addressing an Aging Workforce
Workforce succession is a central reason behind the investment. Pennsylvania American Water President Justin Ladner said the water sector is experiencing workforce changes as experienced employees retire while demand for skilled workers continues to increase.
The company has previously provided a more specific indication of the challenge. In 2024, Pennsylvania American Water said approximately 22% of its workforce was already eligible to retire, with that figure expected to reach roughly 36% within five years.
Those figures help put the current programs into context. Training a replacement workforce is not simply a matter of filling vacancies. Water professionals often need specialized technical knowledge, safety training and familiarity with complex infrastructure. Losing experienced employees without sufficient succession planning can also mean losing institutional knowledge.
Programs that begin engaging potential employees while they are still in high school or college can give utilities more time to develop that next generation.
Grant Funding Broadens the Effort
The company’s workforce strategy extends beyond programs operated directly by the company. The American Water Charitable Foundation also supports workforce readiness initiatives in Pennsylvania.
In 2025, the foundation awarded $75,000 to two Pennsylvania nonprofit organizations through its Workforce Readiness Grant Program. The program focuses on areas including career readiness, financial and business literacy, youth development and life skills.
The foundation’s broader community investment provides another avenue for supporting workforce preparation outside the company’s own hiring pipeline. Pennsylvania American Water’s 2025 community impact report shows that education and workforce development was among the areas receiving financial support, with $69,630 directed to 10 organizations through the company’s charitable and community programs.
A Workforce Issue With Infrastructure Implications
The importance of developing water professionals extends beyond employment. Water and wastewater systems are essential infrastructure, and their reliability depends on having qualified people available to operate, maintain and improve them.
Pennsylvania American Water employs approximately 1,200 people and provides water and wastewater services to about 2.5 million people across the state. Treatment facilities, distribution systems, laboratories, maintenance operations and customer services all require employees with appropriate training and experience.
At the same time, the company’s programs represent one employer’s response to a broader industry issue. Other utilities, municipalities and private water-sector employers face their own staffing needs, and the effectiveness of statewide workforce development will depend on participation from educational institutions, government agencies and employers beyond Pennsylvania American Water.
