2026 Workforce Composition Survey
The Water Group is now calling all NSW local water utilities (LWUs) to complete the 2026 Workforce Composition Survey.
Many LWUs across NSW are continuing to face real challenges in recruiting and retaining trained and skilled staff. These pressures affect day-to-day operations, long-term planning, and the resilience of teams. To build a clearer picture of what’s happening across the state, the Water Group and BuildSkills Australia have partnered to run a single, streamlined workforce survey this year.
BuildSkills is leading a national workforce census to inform its 10-year workforce roadmap, while the Water Group is preparing the 2026 Workforce Composition Report to support strategic planning for NSW LWUs.
By conducting this survey, we can monitor workforce trends over time. This allows us to support, adapt and implement strategies to attract, train, and retain skilled professionals in the water utility sector.
The survey will be delivered by independent research company Taverner Research. They’ll contact LWUs directly to complete a short phone interview followed by an online supplementary component.
Data collected will be used to support strategies for workforce development within LWUs, specifically relating to operational roles. Individual organisations will not be identified in reporting and the information provided will be treated as confidential by the department.
The survey will close on Friday 15 May 2026.
Support to complete the survey
LWUs will receive a unique link to complete the survey and are offered individual support if required.
Water workforce composition survey
The Water Group conducted a workforce composition survey in mid-2024 to understand more about the workforce in NSW local water utilities. The survey gathered information about staffing, skills and vacant positions with responses used to help implement targeted strategies to address the job shortage in the water industry.
The large copy of the snapshot is also available for viewing.
Download the snapshot (PDF. 454KB)
Report
Read the full NSW Local Water Utility Workforce Composition Report to understand the workforce needs of LWUs across the state.
Workforce development roadmap
The local water utility workforce development roadmap outlines strategic direction for workforce planning, focusing on attraction, career progression, quality training, and industry collaboration. This resource includes tips and tools for local water utilities to build resilient, skilled and inclusive teams across regional NSW.
Roadmap
This roadmap uses insights from the 2024 Workforce Composition Survey, consultation feedback, and other data available to the department to identify opportunities for workforce growth and development. This will ensure the water industry remains resilient and well-equipped to meet evolving demands.
New competency benchmark for local water utility operators in NSW
Following extensive consultation with the water and training industries, the competency benchmark for local water utility operators in NSW has been released. This includes a summary of what we heard through the development and consultation processes. Thank you to everyone who made a submission or provided feedback on the consultation paper.
The competency benchmark aims to address significant challenges in the water sector, including inconsistent training standards, limited access to quality training, and a lack of clear guidance on the skills required for critical operational roles. The benchmark will be implemented in partnership with the water and training industries throughout Phase 3 of the Town Water Risk Reduction Program.
To stay up to date with the competency benchmark, please subscribe to our monthly LWU newsletter.
Report
The competency benchmark aims to address significant challenges in the water sector, including inconsistent training standards, limited access to quality training, and a lack of clear guidance on the skills required for critical operational roles.
Download the Competency Benchmark for LWU operators in NSW (PDF. 3,370KB)
Consultation paper
Learn about the need for the competency benchmark, implementation and how we consulted with local water utility operators.
Advisory Panel
A new Advisory Panel has been formed to support the implementation of the competency benchmark for local water utility operators in NSW.
The Advisory Panel includes professionals across the water operations and training sectors, including local government, utilities, training providers, and industry bodies.
The Advisory Panel provides strategic insight, practical advice and sector expertise to ensure the benchmark reflects current operational realities, supports workforce development and aligns with national and state training frameworks. Participation in the Advisory Panel is intended to support the broader interests of the local water utility sector, with a focus on shared outcomes rather than individual or organisational priorities.
The Advisory Panel will meet 4 to 6 times per year, with occasional input requested between meetings. Members may be asked to review documents, provide feedback, or participate in targeted workshops. Panel appointments will be for up to 3 years.
Advisory Panel members represent the following organisations:
- Central NSW Joint Organisation – Carolyn Griffin
- Cowra Shire Council
- Goulburn Mulwaree Council – Trevor Sultana
- Local Government NSW
- MTWS – Murray Thompson
- Narromine Shire Council – Melanie Slimming
- NSW Department of Climate Change, Energy, the Environment and Water – Christine Rieksen (Chair) and Lisa Andersons (Secretariat)
- NSW Department of Education
- NSW Environment Protection Authority
- NSW Health
- NSW Public Sector Industry Training Advisory Body – Lisa Giammarco
- NSW Water Directorate – Brendan Guiney
- Riverina Water
- TAFE NSW – Iain Mcnivven
- Trility Training Services – Adrian Blinman
- Water Services Association of Australia
- Water Training Australia – Mike Rankin
- WilSolutions – Adam Wilson
Workforce and training analysis
Skilled and competent operators are vital to provide essential water and sewerage services in regional NSW and to managing drinking water quality. Currently there is a critical shortage of formally trained water operators in NSW.
To better understand these shortages, the Town Water Risk Reduction Program commissioned an analysis of the NSW water operations workforce and its access to training. A summary report (PDF, 420.89 KB) of the analysis published in September 2022 provides much-needed baseline data for use and further development by the local water utility and training sectors and government partners.
Water operations skills and training action plan
The Town Water Risk Reduction Program is working in partnership with Training Services NSW, the training sector, and the water utility sector to address both training supply and demand challenges.
Action plan
Our water operations skills and training action plan aims to address these challenges to increase skills of existing operators, attract more operators into the sector and increase employment and jobs in regional NSW.
National approach to water operations training materials
Water utility workforce, skills and training shortages exist across Australia. A major barrier to RTOs supplying training in the water operations training market is the high cost of developing teaching, learning and assessment materials consistent with the National Water Training Package. The draft action plan includes an action to reduce this cost barrier by developing high quality training materials and making them available to all RTOs. In consultation with water and training sector stakeholders, we have set out a case for a national approach to water operations training materials (PDF, 615.91 KB) and are discussing it with state, territory and national governments to gain their support.
Subscribe for updates
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Contact us
For more information call us on 1300 081 047 or email us at water.enquiries@dcceew.nsw.gov.au