University of Hawai‘i researchers map water career pathways and identify gaps in training and hiring

University of Hawai‘i researchers Leah Bremer and Professor Aurora Kagawa Viviani briefed the commission on July 15 about a project to map water‑sector careers and educational pathways across the UH system and statewide. The project, funded by the Hawai‘i Community Foundation’s Freshwater Initiative, aims to identify skill gaps, successful training models and practical steps to place graduates in water‑management positions.

The research team presented results from a two‑phase scoping effort. Phase 1 focused on employers: interviews with federal, state and county agencies, private consultants, utilities and nonprofit organizations to understand current vacancies, required skills and recruitment obstacles. Phase 2 focused on educational assets: degree programs, experiential internships, workforce‑training programs and campus‑based non‑credit opportunities, with an emphasis on “connective tissue” — the advising, program coordination and internships that help move students from studies into jobs.

Key takeaways included: - High vacancy rates across agencies for positions such as engineers, hydrologists and aquatic biologists; limited applicant pools for specialized roles. - Retention and pay: staff at state and county agencies cited low pay and constrained advancement opportunities as contributors to turnover in a high cost‑of‑living environment. - Skills and breadth: employers seek technically trained graduates but also those with broader understanding of cultural, historical and policy contexts for water management, and practical skills (field and lab techniques, public engagement and communications). - Experiential learning is critical: interviewees and program coordinators emphasized internships, summer placements and field‑based learning as central to preparing students for water work.

The researchers described a range of existing UH assets — community‑college technical programs, campus degree programs, research centers and place‑based internship hosts — and proposed strengthening connections among them. They will finalize a draft report and continue stakeholder engagement; the project team said subsequent work will explore practical pilot programs and curricular or pathway changes that could be adopted by UH campuses and partner employers.

Ending: The project is a scoping and visioning effort; researchers will refine the draft report and continue outreach. The commission and DLNR staff welcomed the findings and discussed possible next steps, including convening HR and hiring managers to align job descriptions and create clearer career ladders.