Wausau utility weighs job-description overhaul, contracted training to address staffing shortages

The Wausau Water Works Commission on July 8 discussed options to address persistent staffing shortages, recruitment and retention challenges, and wage competitiveness raised in a Baker Tilly staffing assessment presented to the utility.

Director Eric told commissioners the staffing assessment (completed in 2022) identified gaps that have not been fully addressed and that the utility has been short roughly a quarter of its staff. Commissioners and staff agreed immediate operational fixes (for example, contracting safety training and targeted hires) could occur quickly, while a broader reclassification and pay-grade redesign will require more time and data from HR.

Commissioner Hadley asked for specific cost estimates tied to the Baker Tilly recommendations and questioned whether the suggested head-count changes (variously described in the assessment) had been validated; staff said a detailed cost breakdown and updated wage comparables will be developed in the next month or two. HR Director Lisa Nowak said job descriptions are the first priority and emphasized a multi-faceted approach to retention: compensation is important but not the only factor, and HR will pursue relationship building, updated job descriptions, and additional HR resources to support departments citywide.

Staff discussed possible near-term actions that would not require budgetary changes, including contracting a third party for safety training and consolidating vendor and training management to reduce duplicate spending across departments. Director Eric said the utility had moved its mobile service to AT&T and FirstNet this spring, which saved subscription costs and improved emergency communications. He also said an asset-management implementation is anticipated and budgeted in a future capital plan at roughly $500,000 to $600,000 to centralize maintenance and asset tracking across the utility.

Commissioners and staff agreed to meet with the new HR director to reconcile previous conflicting information and to bring specific wage and head-count cost projections to an upcoming meeting, with an August agenda item anticipated to track progress.

"I'm excited to bring forth new job descriptions so that my team will be able to assist," HR Director Lisa Nowak said. "Compensation is just a piece of the total reward package." Director Eric added that some safety and training changes could be implemented quickly and that starting sooner rather than later was advisable given current staffing levels.