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-1 <br />7 <br />TRAINING <br />PROGRAM <br />In the last 20 years, the wastewater treatment <br />field has become more complex. The changes have <br />been driven by research and development on the <br />causes, effects, and control of pollutants; by new <br />technology; and by federal, state, and local legisla- <br />tion related to pollution control. <br />As in many other communities, the citizens of <br />Eugene and Springfield are more aware than ever <br />of the negative effects of inadequately treated <br />wastewater. In order to protect public health and <br />the environment, they have made and will con- <br />tinue to make significant public investments in <br />building, maintaining, and operating wastewater <br />treatment systems. <br />As the technology continues to advance, adequate <br />training and continued education of personnel are <br />imperative if the plant is to provide the best waste- <br />watertreatment for the lowest possible cost to the <br />community. Effective training allows Wastewater <br />Division personnel to develop job knowledge and <br />technical skills to their full potential and it el- <br />evates the overall performance of the division. <br />^ TRAINING <br />Many operations personnel not only needed in- <br />struction in new equipment and system operation <br />but also in activated sludge plant operation in <br />general. Although maintenance personnel were <br />more than competent in mechanical skills and <br />performance, additional training was needed in <br />new equipment and system maintenance. The <br />laboratory staff had to learn many new mandatory <br />testing procedures. An overview of the training <br />needs of the three sections follows. <br />OPERATIONS <br />Operations staff received in-house training through <br />various resources including a wastewater treat <br />rnent consultant, equipment manufacturer's repre- <br />Through a variety of formal and informal training <br />opportunities, the Wastewater Division has been <br />able to maximize individual and organizational <br />performance. <br />Continuing education is not only beneficial but is <br />mandatory to meet licensing and state certifica- <br />tion requirements for wastewater collection sys- <br />temspersonnel. The division has used a number of <br />internal and external training resources. Outside <br />training is obtained through resources, such as <br />consultants and equipment manufacturers; serni- <br />nars,conferences, and conventions; other govern- <br />mentagencies; andeducationalinstitutions. Inter- <br />nal training on such topics as safety, computers, <br />and human resources occurs through classes and <br />training programs that are available to all City of <br />Eugene employees. Extensive in-house training in <br />plant operation and activated sludge process con- <br />trol was provided before plant start-up. <br />The division also has formulated the first State of <br />Oregon-affiliatedapprenticeship trainingprogram <br />for wastewater technicians. <br />sentatives, the plant's computer programmer, and <br />internal supervisory staff. <br />A local wastewater treatment consulting firm was <br />hired to provide training in the activated sludge <br />process operation. The training was scheduled in <br />two phases. An initial eight-week course in opera- <br />tional control procedures was given one year be- <br />fore plant start-up. A second twelve-week course <br />inactivated sludge process control was taught one <br />year after start-up. <br />Many of the contracts involved with the purchase <br />of new plant equipment included language that <br />ensured plant staff would receive operations and <br />maintenance training. For example, plant opera- <br />