RFAs: Investigating Progression Pathways Across the Water Workforce Program

Objectives

• Develop a baseline understanding for career movement across disciplines, organizations and skillsets
• Identify potential catalysts and barriers for career progression in the water sector
• Identify progression programs, models, and key factors for successful implementation

Research Approach

• In order to meet the objectives listed above, this RFP has organized the research approach into two major tasks, as described below. Proposals should include both tasks in the research approach; however, there is some flexibility with specific elements to be included to encourage creativity and originality from proposers. The following approach is intended as a starting point:
• Task 1: Compiling and analyzing progression programs across the water sector:
  • This task aims to gather and synthesize types of progression programs currently used across the water sector. Recognizing the opportunity to learn from different models, this task is intentionally bridging the gap between the public and private sectors.
  • Activities might include gathering information on different types of programs and analyzing them for the following:
    • Key aspects to how programs are structured
    • Where the programs exist in an organization’s structure
    • Resources (e.g., financial, staff, etc.) needed to start and maintain the program
    • Considerations that might affect program performance (e.g., organization size, organization type, etc.)
  • Understanding these aspects aims to help workforce professionals assess what needs to be considered when implementing or evaluating their own programs. Water professionals should be able to use the findings to identify different types of progression programs currently utilized in the water sector. Proposers should demonstrate an ability to capture a representative sample across the water sector. While proposals should demonstrate an initial ability to identify programs and an ability to execute the proposed scope successfully, it should be noted that WRF staff will also be able to help provide some support in identifying potential case studies.
• Task 2: Expanding awareness of diverse careers in the water sector:
  • Existing initiatives have begun to document the domain knowledge, responsibilities, and educational/training requirements necessary for key technical occupations in the sector, including (AWWA 2024):
    • Electrician/Mechanic
    • Engineer
    • Green Infrastructure Worker
    • Laboratory Technician
    • Operator
    • Pretreatment/Industrial Coordinator
    • Utility Leadership
  • To achieve a realistic and impactful outcome, this RFP asks proposers to select 7-10 critical positions and/or occupations that represent the innovation, financial, administrative, and communications-oriented aspects of the water sector to build on these existing career categories. Information should include knowledge, skills, abilities, education, and training to align with existing resources.
• Task 3: Develop career “maps” for key occupations in the water sector:
  • Career shifts are not always linear and can take place across disciplines, sectors (e.g., private, public, nonprofit), and organizations. As such, this RFP asks proposers to identify a means to develop career “maps” rather than career “ladders” to show what transitioning crossdirectionally (across a domain of knowledge as well as in directions to other disciplines e.g., finance, communications, data science) looks like. Proposals should identify which occupations these maps will cover.
  • Data to support these career maps should represent diverse experiences and potentially cover the following considerations:
    • Addressing how organizational size might affect movement
    • Adjacent and related occupations that allow for transitions
    • Identifying key inflection points to assist transitions from entry-level to management pathways
    • Identifying key policies that restrict or accelerate progression
    • Skillsets for professional growth (e.g., licenses, certifications, etc.) and the balance between education and experience in career development
    • Understanding how organizational structure impacts the ability to progress internally

Funding Information

• The maximum funding available from WRF for this project is $200,000. The applicant must contribute additional resources equivalent to at least 33% of the project award. For example, if an applicant requests $100,000 from WRF, an additional $33,000 or more must be contributed by the applicant. Acceptable forms of applicant contribution include cost share, applicant in kind, or third-party in-kind that comply with 2 CFR Part 200.306 cost sharing or matching. The applicant may elect to contribute more than 33% to the project, but the maximum WRF funding available remains fixed at $200,000. Proposals that do not meet the minimum 33% of the project award will not be accepted.
• The anticipated period of performance for this project is 18–24 months from the contract start date.

Expected Outcomes

• The deliverables for this proposal are intentionally flexible to encourage creativity and originality from proposers. However, proposals should be clear on how deliverables are relevant and the appropriate mechanism for communicating research findings to the target audience. Potential deliverables may include (but are not limited to):
  • Research report (must use WRF’s Research Report Template)
  • Literature review
  • Guidance manual
  • Peer-reviewed journal article
  • Infographic
  • Fact sheet, case study, white paper, etc.
  • Technology Deliverables (must follow the Technology Deliverables Guidance)
• Please note that conference presentations, workshops, and webcasts may be included as part of the Communication Plan but are not necessarily considered as stand-alone deliverables for this work.

Eligibility Criteria

• Proposals will be accepted from both U.S.-based and non-U.S.-based entities, including educational institutions, research organizations, governmental agencies, and consultants or other for-profit entities.
• WRF’s Board of Directors has established a Timeliness Policy that addresses researcher adherence to the project schedule. Researchers who are late on any ongoing WRF-sponsored studies without approved no-cost extensions are not eligible to be named participants in any proposals.
• WRF encourages participation from water utilities and other organizations in WRF research. Participation can occur in a variety of ways, including direct participation, in-kind contributions, or in-kind services.

Evaluation Criteria

• The following criteria will be used to evaluate proposals:
  • Understanding the Problem and Responsiveness to RFP (maximum 20 points)
  • Technical and Scientific Merit (maximum 30 points)
  • Qualifications, Capabilities, and Management (maximum 15 points)
  • Communication Plan, Deliverables, and Applicability (maximum 20 points)
  • Budget and Schedule (maximum 15 points)

For more information, visit Water Research Foundation.