BB 187 170 TITLE INSTITUTION SPONS AGENCY PUB DATE GRANT NOTE EDRS PRICE DESCRIPTORS IDENTIFIERS ABSTRACT DOCUMEERT RESUME SE 023 348 Hational Environmental/Energy Workfcrce Assessnent, Mational Summary: South Dakota-Virgin Islands. Volure Four. National Field Research Center Inc., Iowa City, Iowa. Environsental Protection Agency, Washington, D. C. 77 EPA~T~900591010 166p.; For related documents, see SE 023 292-360 HF~$0.83 HC-$8.69 Plus Postage. Air Pollution Control; *Career Opportunities; *Educational Programs; Energy; Environment; *Hanpovwer Needs; National Surveys; Pesticides; *Pollution; Post Secondary Education; Radiation; *State Legislation; Water Pollution Control Woise; Solid Wastes This report is one in a four-voluse National Summary which presents existing workforce levels, training programs and career potentials for each of the states, Washington, D.C., Puerto Rico, and the Virgin Islands. Each individual state program summary is follcwed by a depiction of the current and projected (1976-1981) workforce figures for the environmental polluticn control areas of air, noise, potable water, pesticides, radiation, solid waste, wastewater, and energy. An overview of selected environsental/energy education progrags is also included. More detailed information may be found in the respective State or Regional volumes. This report includes the following states: South Dakota, Tennessee, Texas, Utah, Versgont, Virginia, Fashington, West Virginia, Wisconsin, Wyoming, District of Columbia, Puerto Rico, and the Virgin Islands. (CS) OB SES ES OOS SS OF OF FE FEES OEEEEEESOEE8EESEEEEEDE SE OOE4 4886444489694 4844644 E48 * Documents acquired by ®RIC include many infcraal unpublished * * gaterials not available from other sources. ERIC makes every effort * * to obtain the best copy available. Nevertheless, iteas of marginal * * reproducibility are often encountered and this affects the guality * * of the sicrofiche and hardcopy reproductions ERIC makes available * * via the ERIC Document Reproduction Service (EDRS). EDRS is not * * responsible for the quality of the original document. Reproductions * * * * * supplied by EDRS are the best that can be sade from the original. SESE SEES SE SS EEESEEEEEEESES SE 4494EE$948$46E $F OEE FE4 4S 94S 9EESEEEEEEEE A National Environmental/Energ; Workforce Assessment NATIONAL SUMMARY Volume Four South Dakota—Virgin Islands US DEPARTMENT OF HEALTH, EDUCATION & WELFARE NATIONAL INSTITUTE OF EDUCATION THIS DOCUMENT HAS BEEN REPRO- OUCED EXACTLY AS RECEIVED FROM THE PERSON OR ORGANIZATION ORIGIN™ ATING IT POINTS OF VIEW OR OPINIONS STATED DO NOT NECESSARILY REPRE- SENT OFFICIAL NATIONAL INSTITUTE OF EDUCATION POSITION OR POLICY Conducted by: s s National Field Research Center, Inc. 21510» 10 sernoouce ms a e MATERIAL HAS BEEN GRANTED BY P 0 Box 287 Donald Cook TO THE EDUCATIONAL RESOURCES - INFORMATION CENTER (ERIC) AND lowa City, lowa 52240 USERS OF THE ERIC SYSTEM." © a) SE 023 34%" NATIONAL ENVIRONMENTAL /ENERGY WORKFORCE ASSESSMENT : NATIONAL SUMMARY South Dakota-Virgin Islands VOLUME FOUR Conducted by: NATIONAL FIELD RESEARCH CENTER, INC. Under Grant from: UNITED STATES ENVIRONMENTAL PROTECTION AGENCY Grant #T900591010 1977 This document has been reviewed by the Environmental Protection Agency and approved for publication. Approval does not signify that the contents necessarily reflect the views and policies of the Environmental Protection Agency, nor does mention of trade names or commercial products con- stitute endorsement or recommendation for use. Nationa Field R eseercn Center, INc. lowe City, lowa 52240 (319) 351-8789 INTRODUCTORY NOTE The National Environmental/Energy Workforce Assessment was conducted by National Field Research Center, Inc. with main offices in Iowa City, Iowa. The following personnel have had primary responsi- bility for the Assessment and project report. IOWA CITY, IOWA Dr. Darold E. Albright, President Paul E. Bridges, Executive Director Dr. Richard L. Benesh, Project Director Judith J. Gordon Alan M. Stowell Anita M. Stowell Mary Kay (Edge) Wade ATLANTA, GEORGIA Elizabeth G. Nielsen, Regional Director Robert Oxberger DENVER, COLORADO Nancy C. Dillenberg, Regional Director SEATTLE, WASHINGTON Steven Silva, Regional Director WASHINGTON, D.C, Frank E. Smith, Project Coordinator Lioyd B. Chaisson, Assistant Project Coordinator vack F. Seum Additional research and clerical assistance was provided by Frederick M. Wall, Maxine Wolfe, Margaret Fehn, Sandra Hogsed, Karen Kirchoff, Sharon Leiker, Marilyn Low, Mary McCormac, and Joan Urquhart. FIELO ATLANTA DENVER SEATTLE witghincTon dc OFFICES 2700 Cumperiand Pkwy 2600 S. Parker Rd 927 Unite Pacitic Bidg 1892 K Street, NW Suite 180 Suite 160, No. € 1000 2ng Ave Suite 600 Atienta, GA 30339 | Denver, CO 80232 Seartie, WA 98101 Washington. 0.C. 20005 (404) 433-2644 (303) 781-4962 '206) 623-9170 (292) 223-9136 TABLE OF CONTENTS ACKNOWLEDGEMENTS .... PREFACE FOREWORD. . . STATE SUMMARY SOUTH DAKOTA TENNESSEE . VERT 0 8 4 VIRGINIA WASHINGTON WEST VIRGINIA . WISCONSIN. . WYOMING . DISTRICT OF COLUMBIA PUERTO RICO... VIRGIN ISLANDS ACKNOWLEDGEMENT The names of the federal, state and local agencies, groups and individuals who made this study possible through their patience and cooperation would be too numerous to mention. However, it must be pointed out that the information in these summaries and the other volumes of this study is a direct consequence of their participation. The research staff served largely as reporters and documenters of the facts und opinions they provided. In some instances, the authors sup- plied editorial commentary, but it was with the knowledge and under- standing of the particular data source. Essentially, the study is theirs, from the landfill operator or the pesticide applicator to the state, regional or the federal administrator. Its relative degree of success will be a direct corollary of the credibility decision makers attach to the information furnished by those professionals working in the fields considered by this study. National Field Research Center Iowa City, Iowa Dr. Richard L. Benesh, Jr. Project Director PREFACE In reviewing these summaries, it should be pointed out that differences in the consistency of information is a reflection of several factors. To begir, for a number of states, figures were either not available at the time the field research was carried out or respondents were reluctant to provide estimates because of the tenuous nature of state and 'ocal program output reporting. Ina majority of instances, these circumstances were a consequence of budgetary constraints impesed by state legislatures. Thus, state and local environmental control officials have been confronted with a situation where they must depend, in large measure, on federal funding programs to maintain minimal operational status, which is not always in compliance with federal mandates. Still, some states have been especially active in mounting environmental programs con- sonant with federal standards and uniquely suited to their particu- lar problems. In these cases information is relatively complete and documented to be accurate. Moreover, the presence or absence of workforce information may be said to be a measure of the individual state approach to the importance of environmental pollution control and abatement programs; the degree of support provided by state and local government; the support for program operation and maintenance provided by the fed- eral government; and, the immediacy of environmental pollution prob- lems in a given state or area. Finally, though less quantifiable, but frequently voiced, pro- gram officials in several states were less than enthusiastic about participating in the assessment because they felt that little if any positive, substantive action would come of the effort. With this in mind, it is understandable that there would be occasional reluctance to "go the extra mile" in providing professional judgments regarding specific workforce fiyures or projections. Still, in the great majority of instances, program officials did go the extra mile as evidenced by their frequently unsolicited post-research interest in reviewing assessment outcomes. All of the foregoing are indicators of what might be termed an inconsistency in the level of reporting. However, it is more nearly correct to assert, given the experience of the project, that these informational disparities as well as the converse informational com- pleteness of many states are a reasonable and accurate represeritation of the state of the art across the nation. This can be exemplified by singling out states, for instance, which on one hand have no man- datory certification fo water treatment plant operators or no legis- lation governing the amounts of pollutants emitted into the air, and comparing them with those which have comprehensive legislation and commensurate funding to support that legislation. These summaries, then, while they may present reasonable estimates of the national environmental/enevgy workforce situation, may do more to represent the problems of individual states with respect to meeting national standards, e.g., some cannot, some will not and some may not have a need or a desire for federal assistance. In sum, these state briefs may be distilled down to a postulate which suggests too little consistent articulation of federal policy and too little continued support for maintenance of programs which are either stop-gap in their efforts to contain pollution or have questionable long-range cost or human benefit. FOREWORD This report contains the state summaries of the National Environ- mental/Energy Workforce Assessment conducted for the United States Environmental Protection Agency by the National Field Research Center of Iowa City, Iowa. Each individual state program summary is followed by a depiction of the current and projected (1976-1981) workforce figures for the following areas: AIR NOISE PEST. CIDES POTABLE WATER RADIATION SOLID WASTE WASTE WATER ENERGY An overview of selected environmental/energy education programs has also been included. These programs do not necessarily represent the entire spectrum of ava."3b e opportunities, but rather a sample of those significant, well-define. o1,ccings which address the work- force needs of the disciplines outlined above. More detailed information regarding the workforce assessment is to be found in the respective State or Regional volume of the study. National Environmental Energy Workforce Assessment Phase | SOUTH DAKOTA State Summary I. AIR The major air quality problem in South Dakota is fugitive dust, as evidenced in the Black Hills Air Quality Maintenance Area and the Sioux Falis Air Quality Maintenance Area. The major sources are rock quarries, unpaved roads and unrestrained dust from paved roads. Other major areas of concern include monitoring for heavy metals and lead. The primary responsibility for air pollution control and abatement in South Dakota has been delegated to the Department of Environmental Protection, Air Quality Program. The DEP Air Quality Program includes eight personnel and has estimated that there are currently approximately six additional people involve. in air pollution control and abatement programs across the state. The Department of Environmental Protection (DEP) has stated that no changes in staffing levels of the Air Quality Bureau are anticipated to occur within the next five years, although program responsibilities may increase. A one to two percent per annum increase is projected to fulfill the statewide private sector workforce requirements to 1982. Occupational availabilities will be limited during the next three to five years and career oportunities at the state level will be scarce, mostly turnover replacements, as the staffing levels seem to have reached their maximum. Il. NOISE The State of South Dakota to date has developed no program- matic responsibility for noise pollution control] and abatement at the state level. The population fo the state is 665,507, a density of 8.8 persons per square mile. Although manufacturing is increasing statewide, South Dakota remains agriculturally based and nonindustrial. The need for legislation and a state noise program have not been demonstrated successfully as yet in South Dakota. Currently, there is no workforce at the state level. The municipal programs across the state are non-existent with the exception of two communities which have established ordinances. To date, there are no local noise pollution control and abate- ment perosnnel other than the law enforcement authorities. Within the next three to five years the establishment of a state level noise program is described by state officials as unlikely. However, with the passage of legislation, personne] would be assigned to establish a program. Career opportunities must be described as exceedingly lim- ited. With the establishment of a state level program, competi- tion would be keen were persons properly qualified. It appears likely that job opportunities in the noise field will be scarce at least for the ensuing few years. III. PESTICIDES The South Dakota Department of Agriculture, Division of Agricultural Regulations and Inspections has been designated as the lead agency for pesticides control. The Department of Agriculture is responsible for the implementation of the cer- tification program as well as other pesticides related acti- vities in South Dakota. The Department offers technical assistance and cooperation to the state's Indian reservations regarding training and certification of applicators and expertise regarding Integrated Pest Management (IPM) is available upon request. Department per;onnel feel that the major increases in the pesticides workforce have occurred. Minimal growth is antici- pated at the state level while a two percent per annum increase in commercial applicators will take place to 1980 at which time the workforce requirements will remain stable for the ensuing two to three years. There should be no increase in the private applicator category. Career opportunities at the state level will be limited over the next three to five years. Job openings will be more numerous at the applicator level. The applicator category is usually marked by a high turnover rate. Many of these jobs are seasonal in nature and characterized by meager salary and lack of upward mobility. IV. POTABLE WATER In South Dakota water is an abundant natural resource. The protection of the state's supplies and availability of drinking water to the citizens are a high priority within the state. The State of South Dakota has indicated intentions to assume primary responsibility for the Safe Drinking Water Act. The responsibility for potable water has been assigned to the Department of Environmental Protection, the Water Hygiene Program. The Water Hygiene Program is primarily concerned with drinking water and swimming pools. The Department of Environmental Protection has estimated increases in the Water Hygiene Program to meet the workforce requirements ic 1982 predicated on the state's assuming primary enforcement responsibility for the Safe Drinking Water Act. Should the state not assume "primacy", the DEP projects virtually no changes in the composition of the Water Hygiene Program staff. Statewide workforce profiles will illustrate an approximate five percent per annum increase to 1982. Job opportunities will be available in the water related fields. The career potentials, however, will be limited as little growth has been projected for this environmental area. Career opportunities at the degreed and professional level will also be available over the next three to five years but on an even'more limited basis than the non-degreed, non-professional level. V. RADIATION Although few radiation control problems currently exist in South Dakota, the SDCL 34-21 mandated responsibility for the prevention of unnecessary human radiation exposure to the Department of Health. Pursuant to this, the Radiological Health Hazards program was established. This program is primarily con- cerned with X-ray installations in medical and dental facilities. These facilities and activities related thereto are the major program component. The present staff allocated to the Radiological Health Hazards program consists of two full-time professionals. Across the state, Department of Health personnel have estimated that approximately 2,000 persons are occupationally involved in the medical radiation field. South Dakota is currently (1976) not an "Agreement State." South Dakota indicated that exposure to the citizenry from the atomic energy industry, natural radioactivity or weapons test- ing is insignificant when compared to the exposure from medical/ dental uses. The NRC currently is responsible for these other than medical uses and their ramifications in South Dakota. Engineering and scientific related career opportunities will be available over the next five years. New careers will, most likely, not emerge in the radiation control field in South Dakota. i i SOLID WASTE Among the major concerns of the State of South Dakota regarding solid waste management are: (1) dumps; (2) the allo- cation of monies to the local level for areawide planning; and, (3) the identification of toxic and/or hazardous wastes sites. The statewide solid waste management program is conducted by the Department of Environmental Protection (DEP). Solid Waste Management and the Air Quality programs have been combined and together compose one of the four DEP components. The Solid Waste Management Program is expected to experi- ence increases in staffing levels over the next three to five years. With the passage of the Resource Conservation and Recovery Act, however, increases may be greater in order to fulfill the new responsibilities. Information regarding the impact of this Act was not available at the time of this writing, however. Professionals in the field have estimated that the private sector workforce may experience a three to five percent per annum increase over the next. five years. Career opportunities, although limited, will be available from the non-degreed through the.degreed levels to 1982 in South Dakota.. The areas of resource recovery and.hazardous and/ or toxic wastes should present the largest number of job offerings. VII. WASTE WATER The responsibility for the environmental area of waste water in South Dakota has been allocated to the Department of Environ- mental Protection (DEP), the Water Quality Program. The Water Quality Program monitors and protects the lakes and waterways of the state. Supportive of the Program and the Department is the quasi- ltegislative, quasi-judicial Board of Environmental Protection. This Board issues rules and regulations governing water quality standards across the state. The statewide workforce including the DEP staff will experi- ence increases over the next three to five years. These increases will not be in excess of five percent per annum for the most part. Currently there are approximately 150 operators per year who are recipients of waste water treatment training. Primarily this training is accomplished: during on-site visitations by the Train- ing Officer. The Waste Water Training Officer often acts in the capacity of a trouble shooter. Career opportunities in the waste water field will be avail- able specifically on the certified operator level. Operators will require increasing skills training as plants are upgraded. Limited degreed level positions will represent job opportunities in South Dakota over the next five years. VIII. ENERGY The major resource in South Dakota is water which is a con- straining factor in energy conversion. Although the future is unclear as to conversion of coal to other forms of energy in the state, several fossil fuels related projects have been proposed for South Dakota. The environmental problems associated wi*h energy development will be manifested as a result of energy resource extraction and/or conversion in the neighboring states of North Dakota, Montana and Wyoming. The lead agency is the Office of Energy Policy and currently the staffing level totals seven. Firm figures are not availab’e for the private sector. Substantial increases will occur at the state level. Career opportunities will be available for the most part in the private sector. Attorneys and Policy Analysts will present job opportunities at the state level. Research, Environmental Impact Statement and energy conservation expertise will be representative of the occupational skills desired in the next three to five years at both the state and the local levels. Evidence suggests that South Dakota will become a "bridge" state for the transportation of coal through South Dakota to and from other states. Pipelines, railroads and other secondary factors will affect South Dakota as energy development continues within the neighboring states of North Dakota, Montana and Wyoming. STATE OF SOUTH DAKOTA - SUMMARY National Environmental/Energy Work*erce Assessment Pollution Control & Abatement ersonnel Projected Workforce Recuirements (1976-1981) (estimated) %/annum growth Environmental Area 1977. 1978 1979 1980 (average) AIR! io es ee 2% NOISE N/A N/A N/A sON/A PESTICIDES 1,423 1,451 1,480 1,510 POTABLE WATER 313 327 «3443359 RADIATION > 2,237 2,237 2,238 2,238 SOLID WASTE 226 «237 « 24926) WASTEWATER 249 «261 «274 «= 8A ENERGY * ee ee ee TOTALS 4,325 4,394 4,479 4,546 4,624 Vincludes no increase at state level. Does not include private applicators. Increases shown for state personnel only. Does not include private sector. EDUCATION South Dakota's institutions of higher education are just beginning to develop programs in the environmental area. Majors in such areas as engineering, earth science, agronomy, biology and chemistry are common, but there is apparently only one environ- inental program in the state. This program is an Environmental Management major at South Dakota State University. In 1976, the majority of the graduates were placed in environmental fields or in positions involving planning at the district level. There are very few two-year colleges in South Dakota. Because the state has a small population and is generally rural, it does not appear that more two-year institutions will be created in the near future. Of the few two-year colleges in the state, none has an environmental Guam 3 the present time. The environmental education needs of South Dakota will prob- ably have to be met at the four-year level for the foreseeable future. LEGISLATION Tue environmental/energy legislation for South Dakota was obtained by request from various agency personnel and through various library references. Summaries of the legislation deemed most relevant to the eight subject areas of the workforce assessment were prepared, and are included in the respective state report.. The following list of laws represents virtually all environmental legislation for the state. Onl certain of the following laws were summarized; the list is presented to show, by title, the kinds of laws which have been enacted. Environmental Policy Act Remedies for Protection of the Environment Law Clean Air Act Agricultural Pesticide Application Act Insecticides, Fungicides and Rowenticides Act of 1947 Radiation Control Act Radiation Exposure Control Act Solid Waste Disposal Act Water Pollution Control Law National Environmental Energy Workforce Assessment Phase | TENNESSEE State Summary I, AIR The Tennessee Department of Public Health, Bureau of Enviren- mental Health Services, is responsible for the implementation and enforcement of the state's Air Quality Act. Knox, Hamilton, David- son and Shelby Counties are authorized to administer local air programs. The state agency employs 90 persuns for air pollution control, consisting chiefly of engineers, scientists and technicians. The Knox program employs 11 staff members, Hamilton, 22, Davidson, 13 and Shelby, 13, with the same personnel as the state agency. Available information indicates that there are approximately 850 persons in Tennessee employed in air pollution control positions in other governmental agencies and private industry. Growth in the state program is not expected to occur. Of the four local programs, only the Nashville program will grow, according to officials, if it acquires responsibility for enforcing motor vehicle inspection/maintenance regulations. The career potential for all occupations within the air pollu- tion control] fields in the state is reasonably stable. However, even though workforce requirements for personnel have somewhat stabitized compared to the last five years, there will be a continuing demand for qualified personnel at all levels within the air pollution control field. In addition, it is important to note that technically oriented training programs for professionals are considered inadequate by officials although the training com- mittee formed by Region IV EPA is assisting in meeting training needs. II. NOISE Tennessee has not enacted any noise legislation on a state- wide basis. The State Legislature commissioned a joint committee study concerning noise pollution, and the Commissioner of Public Hoalth was designated to supervise this study. The Division's Technical Services Branch reviews citizen complaints but, without legislative authority, is unable to take substantive action. Sources are hopeful that legislation will be adopted within the next several years. The first year's program will require three to four persons, and further expansion is anticipated. In the Nashville-Davidson County Health Department, one person works part-time in noise althouth the county has no regulations for enforcement. In Memphis, the police department has authority to enforce nuisance and vehicle regulations, but no acoustical criteria are included in the regulations. The Chattanooga-Hamilton County Air Pollution Control Bureau recently completed a noise sur- vey and takes citizen complaints concerning noise pollution prob- lems, although it has no regulations to enforce. The Bureau plans to add a noise component to its program once regulations including acoustical criteria are enacted in the county. The staff will ini- tially include three persons. State sources regard the noise pollution field as a relatively new program area and will rely on the impetus and support of the Environmental Protection Agency for the development of a comprehensive program. If such a program is developed, the career potential in the field will markedly improve. III. PESTICIDES The Plant Industries Division of the Tennessee Department of Agriculture holds responsibility for the implementation of the state's pesticide programs. The Cooperative Extension Service provides training to pesticide applicators. The Food and Drug Division of the Department of Agriculture performs pesticide-related analyses. The Plant Industries Division employs eleven persons: two administrators, five inspectors, one chemist and three secretaries. The Food and Drug Division employs three chemists. The Extension Service utilizes ten extension specialists, and 94 county agents train private appli- cators. An additional 28 positions are projected to be added within the next five years for pesticide programs, most to be in the Plant Industries Division. State sources predict that 3,287 commercial applicators will require certification by October 21, 1977, as will approx- imately 50,000 private applicators. The number of commercial applicators is not expected to increase appreciably during the next five years. Skill levels will increase to a small degree, and demands will increase for degreed professionals with exper- tise in the field to serve as consultants. No major changes are anticipated to occur in the operator training program. Agricultural curricula at the graduate and undergraduate level are chiefly carried out by the University of Tennessee. IV. POTABLE WATER The Tennessee Department of Public Health is responsible for the state's water supply regulatory program. State sources predict that Tennessee will accept primacy for the Federal Safe Drinking Water Act during 1977. While approximately 13 persons in the Department currently service the water supply program, significant staffing increases will be required to implement the Act. If sufficient funding is received, an estimated 40 persons will comprise the staff by 1982. Operators in charge of water treatment systems must be cer- tified. There are 1,143 certificates issued to operators, al- though the number of operators is approximately 800. Sources estimate that there are 50 laboratory workers, 50 maintenance workers, and 350-400 uncertified operators in the state. In- creased requirements for all these personnel are projected for tne next five years. The Department offers an Operator Training School that offers upgrade and short courses to plant personnel. Officials propose to develop a comprehensive vocational program to meet the needs of all levels of plant and system personnel. In order to do so, significant increases in instructional personnel wil] be required however, state budget limitations could prevent the development of such a program, Career opportunities should occur in the state agency for engineers and scientists. Demands for entry level and other operators should also increase. V. RADIATION The Tennessee Department of Public Health carries out the state's radiological health program as authorized by the Tennessee Radiological Health Service Act. The Department registers, licenses, inspects and monitors sources of radia- tion. The state currently contains several nuclear facil- ities. The Department's Radiological Health Section employs eleven persons: ten radiological physicists and one chemist. According to officials, this staffing level should increase within several years to include six additional radiological physicists, one technologist and one secretary. The Oak Ridge National Lab- oratory employs five health physicists for radiation control functions. The Tennessee Valley Authority is constructing two reactors in the state and data indicate that within five years one health physicist and nine technicians will be employed at both of the plants for radiation control. No new careers appear to be emerging within the radiation field in the state. State sources suggest that training avail- able to staff is adequate and is continually improving through the efforts of the regional training committee formed by the Region IV Environmental Protection Agency. There is currently no certification program for health physicists in the state. VI. SOLID WASTE The Tennessee Department of Public Health implements the state's Solid Waste Disposal Act. Officials expect that during 1977 state hazardous waste legislation will be enacted that will comply with the Federal Resource Conservation and Recovery Act. The program is currently staffed with 20 persons: four engineers, one attorney, nine environmental consultants, two geologists, one technician and three clerical employees. To implement the hazard- ous materials program, preliminary estimates provide for the addition of at least nineteen personnel consisting of engineers, geologists and other scientists. Sources estimate that there are approximately 214 persons in the state working in sanitary landfills, chiefly heavy equip- ment operators and weighmasters. There is one hazardous waste processing center in the state, which has three employees. Projections for the solid waste and hazardous materials operators o are not yet available. The state agency does not plan to promote recovery systems because of costs and potential market problems. Certification is not presently required for landfill opera- tors in the State of Tennessee. The Department does conduct a training program for operators twice a year. The Department evaluates landfills on-site, and every landfill must have at least one registered operator to be in total compliance with the law. VII. WASTEWATER The Tennessee Department of Public Health implements the state's water quality program and anticipates accepting NPDES permitting authority in 1977 or 1978. While approximately 159 persons presently work in wastewater, chiefly engineers and scientists, an additional eight will be required to implement the new program: one attorney, engineers and scientists. No other increases are projected to cccur during the next five- year period, due to legislative constraints. Operators in charge of wastewater treatment plants and collection systems must be certified. There are currently 1,064 certificates that have been issued to operators, although the actual number of active certified operators is approximately 700. Sources estimate that there are 50 laboratory workers, 50 main- tenance personnel and 600 uncertified operators in the state. An estimated 50 persons are employed by industries for wastewater and there are 20-30 consulting firms that service the field. The Tennessee Valley Authority also employs a significant number of persons for wastewater. The number of operators, laboratory personnel and maintenance workers is expected to increase about 8% annually and the number of persons in industries is expected to double. Increases will also occur in the Tennessee Valley Authority. The Department conducts an Operator Training School] which offers package plant schools, short courses and upgrade/improve- ment courses. VIII. ENERGY The Tennessee Energy Office is the state's lead energy agency. The Office advises the Governor on the general ener- gy situation and develops measures to minimize the state's energy problems. Under the mandates of the Federal Energy Policy and Conservation Act, the Office is conducting train- ing seminars to assist homeowners in reducing energy costs. Sixteen persons are employed in this office, consisting of administrators, energy management advisors, energy analysts, and energy analyst trainees. Officials indicate that there will be a growing need for conservationists and lawyers, al- tnough no specific projections could be made since’ new posi- tions will be totally dependent upon the availability of funds. A Governor's Advisory Committee was recently created which assists with the development of a State Energy Conserva- tion Plan. The Committee has worked in conjunction with the Tennessee Energy Office and the University of Tennessee Environ- mental Center to prepare the proposal for submission to the Federal Energy Administration. With the limited availability of information concerning energy programs, it is impractical to offer trends for career potentials in the energy conservation and conversion field. However, considering the growing energy shortage, it is reasonable to assume that while job opportunities are declining in traditional energy programs, there will be considerable demand for personnel with experience in nuclear energy. STATE OF TENNESSEE - SUMMARY National Environmental/Energy Workforce Assessment Pollution Control & Abatement Personnel Projected Workforce Requirements (1976-1981) %/annum growth Environmental Area 1976 1977 1978 1979 1980 1981 (average) AIR 1 150 150 150 180 180 150 NOISE 2 | 7 PESTICIDES 9 222, 236 250 280 260 260 POTABLE WATER4 | 1,613 1,777 1,937 2,089 2,245 2,400 RADIATION > ‘iS 2.3 ew SOLID WASTE ® 20 31 S Se Ss WASTEWATER ” 2,100 2,300 2,500 2,700 2,900 ENERGY © 16 TOTALS 4,137 4,517 4,903 5,264 5,631 5,893 lincludes the state and local agencies. Not included are an estimated 850 persons in other agencies and the private sector. 2The 1981 figure includes preliminary staffs for the state and Chattanooga- Hamilton County programs. Development of staffs in other agencies could also occur. 3Includes state and county personnel and does not include an estimated 3,287 commercial and 100,000 private applicators to be certified by October 21, 1977. Little future workforce growth is expected for applicators. 4includes state personnel and estimates of all employees at the State's water : treatment plants. SIncludes state personnel, TVA and the Oak’ Ridge National Laboratory. 6Includes the state agency personnel. Does not include the estimated 217 other persons in the state involved in solid and hazardous wastes excluding collection. 7The above estimates include the state agency, plant personnel, the private sector and TVA. the above includes the state lead energy agency. Projections are unavailable, although increasing demands may occur for attorneys and conservationists. 99 wre EDUCATION There are several educational institutions in Tennessee which are designed to prepare students for employment in envi- ronmental fields in private industry and government. Chattanooga State Technical Community College offers an A.S. degree in Chemical and Environmental Technology. East Tennessee Univer- sity provides B.S. and M.S.E.H. programs in Environmental Health as well as a Public Health Sanitation School and Certificate. The University of Tennessee at Knoxville offers an envi- ronmental engineering curriculum on the B.S., M.S., and Ph.D. levels. Students at the University of Tennessee at Nashville may earn a B.S. or M.S. degree in Civil Engineering. Vanderbilt University offers two bachelor degrees, the B.Engr. in Environ- mental and Water Resources Engineering and the B.S. in Enviror- mental Science. The former program is also offered on the M.S. and Ph.D. levels while the latter program may be continued on an M.S. level. Austin Peay State University offers a B.S. degree in Environmental Science. The State Technical Institute at Memphis offers a two-year Environmental Technology program. A four- year curriculum in Environmental Science and Technology is of- fered at Middle Tennessee State University. Walters State Community College provides an A.S. program in Environmental Health Technology. Volunteer State Community College offers A.S. degrees in three options through the Department of Conservation and Environmental Technology. LEGISLATION The environmental/energy legislation for Tennessee was obtained by request from various agency personnel and through various library references. Summaries of the legislation deemed most relevant to the eight subject areas of the workforce assessment were prepared, and are included in the respective state reports. The following list of laws represents virtually all environmental legislation for the state. Only certain of the following laws were summarized; the list is presented to show, by title, the kinds of laws which have been enacted. Tennessee Air Quality Act Pest Control Operators Act of 1972 Insecticide, Fungicide and Rodenticide Law Public Water Supply and Sewer System Law Radiological Health Services Act Solid Waste Disposal Act Public Water and Waste Water Environmental Health Act of 1971 Water Quality Control Act of 1971 Production of 011 and Gas Law Surface Mining Law National Environmental Energy Workforce Assessment Phase | TEXAS State Summary I. AIR The Clean Air Act of Texas was passed in 1965. The major purpose of the Texas Clean Air Act is to safeguard the air resources of the state from pollution by controlling or abating air pollution and emissions of contaminants. The Act also pro- vided legislative authority for the establishment of a nine member Texas Air Control Board (TACB). The Board is composed of 365 persons. The TACB has been designated as the agency with primary responsibility for the protection of Texas air resources. Statewide staffing estimates include five to six..1ocal agencies with approximately 150 air pollution personnel. The number of air personnel in the private sector is estimated to be 250. Across the state, increases in air personnel are anticipated to occur at an approximate rate of three percent per annum. Career availability in the air quality field should be apparent at the degreed level and above for the next three to five years. Ever increasing technology will require added skills training and unique areas of expertise. Engineers will continue to be in demand but training will need to include the specialized air quality subject matter. Specific occupational areas which should be available include: radiation monitor, air analyst (air tester), meteoro- logist, industrial health engineer, and industrial hygienist. II. NOISE Currently in Texas there is very little activity in the field of environmental noise control. Texas has not enacted legislation at the state level. There are, however, municipal ordinances in several cities across the state. Currently, these 17 cities have a combined total of 4] municiap] noise ordinances. The Texas Department of Health Resources, Division of Occupa- tional Health and Radiation Control] has been designated as the state lead agency for the area of environmental noise control. The Division conducts the occupational health and safety program which has defined responsibilities in the area which includes the work place environment. No personnel are assigned on a full-time basis to environmental noise control. Approximately 50 to 75 persons are occupationally involved in noise control] activities across the state. Increased regulation and control of noise emission will require the development of particular courses and training programs to the two year level for careers which will supplement the activities of the more highly trained specialists already in the field. Such careers might be broadly termed environmental specialists or technicians. Other more specialized options such as noise techni- cians should also develop in the near future. There will be the continuing need for university trained scientists and researchers. Systems analysts, attorneys and graduates in business administra- tion will continue to comprise a smaller though important segment of the field. III. PESTICIDES The State of Texas has designated the Texas Department of Agriculture (TDA) as the lead agency for the control of pesti- cides related activities and persons as wel] as the products themselves. Several other agencies cooperate with the Depart- ment in various activities. Included are the Texas Structural Pest Control Board, Texas Department of Health Resources, Texas Water Quality Board, Texas Animal Health Commission and Texas A & M University. A Coordinating Council has been created by the Department of Agriculture and consists of members of all of the cooperating agencies. This council is responsible for coordinating certi- fication activities and for allocating overlapping areas of responsibility to the appropriate agency. Overall statewide increases in staffing levels will occur to 1982 at the rate of approximately three percent per annum. Private applicators, which number approximately 212,000 will experience a growth rate which should not exceed one percent per annum. A number of career options which will necessitate varying technical skill competencies, as wel] as those which will require more extensive educational programs, will be available to 1982. There will be a need for professional level training in less specialized areas since pest contro] extends into the areas of water, solid waste and air. IV. POTABLE WATER Aquifers, which are water bearing strata of permeable rock, sand or gravel, underlie in excess of 50% of the surface area of Texas. In the past, this water represented the major source of municipal supplies. Today, however, the cities of the state are becoming increasingly dependent upon surface water. The exhaustion of the aquifer water supplies is a major concern to the state. Texas has approximately 4,466 drinking water supplies, 90% of which are municipal systems. The predominant problems associ- ated with drinking water in Texas are fluorides and nitrates. The Texas Department of Health Resources, Bureau of Environ- mental Health, Division of Water Hygiene is designated as the lead agency to protect public drinking water supplies under the Texas Law and Statutes. As the population and industrial activity increase in Texas, so too will the need for drinking water personnel increase. Texas has indicated intention of assuming primary enforcement respon- sibility for the Safe Drinking Water Act, P.L. 93-523. The agency to be charged with this responsibility, has not as yet been deter- mined. However, it is most probable that the Department of Health Resources,. Bureau of Environmental Health, Division of Water Hygiene will be designated as the responsible agency. Career opportunities will be available in the field of drinking water over the next three to five years. Operating per- sonnel will be in demand as plants are constructed and/or up- graded. V. RADIATION Texas was one of the first states to become an "agreement" state with the Atomic Energy Commission, or Nuclear Regulatory Commission (NRC) as it is called today. Under the terms of this agreement, the state licenses byproduct, source, and special nuclear materials. Currently, Texas has a total of 1,338 licenses across the state. The NRC maintains 118 of these, while the state has accomplished 1,220 licensing acti- vities. Texas conducts an extensive radiation control program. Currently, only five states across the country maintain radio- logical health personnel which number in excess of the Texas state and local workforce. The primary responsibility for radiation control in Texas has been allocated to the Depart- ment of Health Resources, Occupational Health & Radiation Control Division, Radiation Control] Branch. It has been estimated that the statewide workforce consists of 16,050 persons in addition to 28 state level personnel. Increases have been projected to approximate a five percent per annum growth rate to 1982. Career opportunities, as a result of expansion in the radiation control field, are anticipated to be available in the medical, industrial, nuclear, and dental areas. Demand will exist for technically trained people, to work as medical and nuclear technicians. VI. SOLID WASTE Solid waste management has gained new dimension in Texas during the last few years. Surrounding states regard the Texas solid waste legislation as a model] within the field. Texas has identified approximately 1,200 solid waste sites across the state. An estimated 95% of these sites are public and the remaining 4% are private facilities. Primary responsibilities for the administration of the Solid Waste Management Act have been delegated to the Texas Department of Health Resources. Surveillance of municipal sites and enforce- ment of standards are two major activities. This Division is also involved in engineering and geological evaluation and will become extensively involved in the new federal Resource Conservation and Recovery Act. The total number of people working across the state at solid waste sites has been estimated at 3,153. State level personnel number approximately 59. Historically, solid waste has not been high on the list of environmental concerns in Texas. With the passing of recent state and federal legislation, however, the state anticipates increases in solid waste personnel. Workforce requirements in solid waste will experience increases due to past neglect and increasing needs. The integration of more advanced technology, along with more stringent regulations and public demand for more efficiently operated sites indicates good career potential in the solid waste management field. VII. WASTEWATER Substantial improvements have taken place across Texas in the areas of water pollution. But problems do exist. Agricul- tural wastes constitute one of the most serious threats to the waters of Texas. The manifestations of agricultural wastes include mineralization return flows, animal and poultry wastes, pesticide and herbicide laden runoff, crop residue, and silting. A problem which is somewhat unique to Texas and which is now well under control] is subsurface or underground waste disposal. Pursuant to the Texas Disposal Well Act and the Texas Water Code, the Texas Water Quality Board has been designated as the agency with primary responsibility in the area of water pollution control and abatement. The Board with over 230 staff employees is responsible for the issuance of permits, holding of public hearings, enforcement, administration of the construc- tion grants program, stream monitoring, and other areas related to statewide water quality management. Statewide increases should occur within the wastewater workforce. These increases are estimated to approximate three percent per annum to 1982. Wastewater treatment technology is becoming increasingly more sophisticated. Operators will require intensified training in order to increase skills and knowledges requirea to operate these plants. VIII. ENERGY Texas is a leading energy resource state. Texas has led the nation for the last 40 years in mineral output value and ranks first in output of petroleum (crude), natural gas, natural gas liquids, carbon black, magnesium chloride, magnesium metal, natural graphite, and value of cement and recovered sulphur output. Texas also pro- duces substantial quantities of aluminum metal, metallic sodium, uranium, clays, lime, salt, sodium sulphate, helium and sand and gravel. The major state agency identified for purposes of this study is the Governor's Energy Advisory Council. The Council was created by executive order in 1974. With the enactment of the Energy Policy Planning Act in 1975, the Council became a state agency. The major purpose of the Governor's Energy Advisory Council is to formulate state energy policy. Other areas of responsibility are included within the scope of the Council. The Council includes 39 personnel and no firm figures are available at present regarding the total number cf personnel statewide. The legislature must pass on all increases in staff for the Energy Advisory Council. At the present time, the staff is con- sidered to be adequate and no increases or decreases are anticipated. While workforce projections for the private sector are highly tentative, sources in the field indicate that significant growth may occur in areas involving conservation expertise. Other areas of specialization will also experience growth. STATE OF TEXAS = SUMMARY National Environmental/Energy Workforce Assessment Pollution Control & Abatement Personnel Projected Workforce Requirements (1976-1981) (estimated) %/annum growth Environmental Area 1976 1977. 1978 1979 1980 1981 (average) AIR 765 786 807 829 853 877 NOISE! ECA. ee PESTICIDES ® 16,607 17,117 17,480 17,836 17,842 18,201 POTABLE WATER 7,451 7,703 8,126 8,550 8,979 9,426 RADIATION * +. ee See SOLID WASTE 3,277 3,519 3,790 4,085 4,395 4,730 WASTEWATER 14,397 14,397 15,130 15,881 16,828 16,834 ENERGY N/A N/A N/A N/A N/A N/A TOTALS - 42,593 43,621 45,435 47,286 49,005 50,179 ‘does not include growth for state personnel. 2Does not include private applicators. 3poes not include more than 16,000 people involved in radioactive materials usage. EDUCATION Approximately 10% of the public and private postsecondary educa- tional institutions in Texas offer environmentally related courses and/or degree programs. Information was not as readily available regarding community or junior colleges in the state. East Texas State University at Commerce offers Bachelor's and Master's degrees in Environmental Studies through the Department of Earth Sciences. Lamar University at Beaumont conducts several environ- mental/energy programs which offer a Bachelor of Science degree. Master's and Doctor's degrees are available in Environmental Science and Environmental Management from the University of Texas, while Sam Houston State University offers a B.S., M.A., and M.Ed. in Environmental Science. The Stephen F. Austin University conducts a Bachelor level degree program in Environmental Science and Texas A & M University offers an environmental program which leads to a Bachelor of Science degree. Of the 36 private senior colleges and universities in Texas, four have been identified as currently maintaining environmental/ energy related programs. William Marsh Rice University offers the following degrees: B.A., B.S., M.E.S.E., M.S., and Ph.D. through the Department of Environmental Science and Engineering. The Department of Mechanical Engineering at Southern Methodist Unviersity offers post baccalaureate degrees in environmental engineering which include the M.S. and the Ph.D. LEGISLATION The environmental/energy legislation for Texas was obtained by request from various agency personnel and through various library references. Summaries of the legislation deemed most relevant to the eight subject areas of the workforce assessment were prepared, and are included in the respective state reports. The following list of laws represents virtually all environmental legislation for the state. Only certain of the following laws were summarized; the list is presented to show, by title, the kinds of laws which have been enacted. Texas Clean Air Act Pesticide Control Act Herbicide Law Texas Sanitation and Health Protection Law Radiation Control Act County Solid Waste Control Act Solid Waste Disposal Act Refuse Dumping Law Disposal Well Act Oil] and Hazardous Substances Spill Prevention and Control Act Texas Water Quality Act National Environmental Energy Workforce Assessment Phase | UTAH State Summary I. AIR The State of Utah had no air pollution control] laws until May, 1967. Public concern for air quality, however, dates to 1906. By 1920, Salt Lake City was the smelter capital of the world and air quality was deteriorating. Air quality has signi- ficantly improved, however, through the implementation of more stringent state and federal legislation. Legal authority has been established for the Air Conserva- tion Committee (ACC) to adopt standards and regulations and to establish enforcement procedures. The ACC is established within the State Division of Health which has the responsibility of administering the Air Conservation Program, through the Air Quality Bureau. The Air Quality Bureau is composed of 21 pro- fessionals, while statewide air personnel are estimated to number approximately 100. Across the state, estimates have been proposed for a 6% per annum growth over the next three to five years. Emphasis within the Bureau is away from monitoring and data collection and toward enforcement and planning. Air quality specialists and public health engineers have the greatest career potential within the Bureau. In the private sector, implementation of new technology to achieve compliance standards will enhance the career poten- tial of highly trained engineers, industrial design specialists, chemists and air quality technicians. II. NOISE Currently in Utah there is no state noise restriction. How- ever, with the exception of Colorado, the State of Utah has the must active noise pollution control and abatement program in the Rocky Mountain Prairie Federal Region VIII at the municipal level. The Department of Social Services, Division of Health, Environ- mental Health Section has been designated as the lead agency. Current staffing levels include four personnel assigned to the Bureau of Radiological and Occupational Health and approyimately 50 professionals statewide. Some of these personnel, however, are involved in other areas of responsibility; for example, law enforce- ment. Workforce profiles should experience an approximate 6% per annum increase over the next three to five years in Utah. Increased regulation and control of noise emission will require development of special training programs at the technical level in order to supplement the activities of the more highly trained special- ists. Such careers may be termed environmental technicians. There will be a continuing need for university trained scientists and researchers but to a limited degree in the state. Salary levels in the private sector will be higher than at the state or local level. Noise control will remain somewhat restricted in terms of workforce for the next three to five years. III. PESTICIDES The Division of Plant Industry of the State Department of Agriculture, administers programs which pertain to plants and plant products. Programs included are: cooperative pest con- trol, enforcement of plant quarantines, and supervision of the testing and licensing of private commercial pesticides applicators. The workforce includes 26 state level personnel and 7,000 private applicators as well as 526 commercial and non-commercial applicators. Over the next three to five years, no increases or decreases are anticipated in the numbers of state personnel. Applicators in all categories should experience an approximate one percent per annum growth rate. Career opportunities in the area of pesticides in Utah will be limited due to minimal increases in personnel which have been forecast. Degreed level personnel will be needed in research and in administrative capacities. The less than degreed career options will represent the most numerous occupa- tional opportunities. Training aud certification of private and commercial applicators has accelerated. Utah's program has been wel! received within the agricultural community. Thus far, approxi- mately 400 commercial applicators and 2,300 private applicators have been certified. IV. POTABLE WATER Utah is water poor, the second driest state in the nation. On the other hand, Utah is an energy rich state. Not only will energy resource development affect water quality but it is, to a large degree, contingent upon availability of water. The two critical water issues in the state are quality and quantity, therefore. Primary responsibility for potable water has been allocated to the Utah State Division of Health, Bureau of Water Quality, Water Supply Section. Staffing levels for the Bureau include 10 water supply personnel. There are approximately 1,000 water personnel across the state. Statewide the workforce is antici- pated to experience an approximate 14% per annum growth rate to 1982. This is predicated on the fact that Utah has indicated intentions of assuming primary enforcement responsibility for the Safe Drinking Water Act. However, should the state not assume "primacy", the workforce projections would be decreased by approxi- mately 50%. Career opportunities will be available on the operator level in all classifications. However, specific staffing increases will be a corollary of the degree to which federal funding will be available to augment those state programs. necessary to meeting federal guide- lines. Positions at the state level will include engineers, biologists, computer specialists, and hydrologists. V. RADIATION Problems related to radiation and radioactivity are not as serious in Utah as in some other states. Utah does have uranium mining and milling and tailings are a source of concern. Utah citizens are also concerned that the state's salt dunes will become sites for radioactive waste disposal. The primary responsibility for radiation contro] in the state has been allocated to the Utah Department of Social Ser- vices, Division of Health, Environmental Health Section, Bureau of Radiological and Occupational Health. The workforce includes less than 100 persons statewide. A one percent per annum growth rate is projected for Utah radiation control personnel to 1982. State level personnel will experience a growth rate in excess of one percent due specifically to an expressed need for health physicists. Radiation control expansion will be kept to a mini- mum, however, relative to the workforce. The private sector will be responsible for the majority of the workforce increases, numerically, in Utah. The salaries will be higher and the turn- over maintained at its current low level. The development of power plants in the state will affect the workforce profile in the near future. Limited career opportunities will be available especially at the degreed level. Should Utah become an "agreement" state, job opportunities at the state level would increase somewhat. Nuclear expertise would be more in demand. VI. SOLID WASTE With the exception of one incinerator site, solid waste in Utah is disposed of at landfill sites. The Utah Bureau of Solid Waste Management, the Environmental Health Services Branch esti- mates that approximately 85% of these sites are not in total com- pliance. The Bureau of Solid Waste Management includes three professional personnel, while the statewide workforce includes less than 300. Increases in this workforce are forecast to 1982. These increases, however, will most likely not exceed two to three percent per annum. More emphasis will be given to enforcement and hazardous waste problems, but career potential is still limited to the standard positions. Statewide, these may include landfill operators, heavy equipment operators and collectors. This may change as resource recovery sites and established hazardous waste sites are developed. Trained engineers, geologists, and hydrologists will be instru- mental in the planning, development and operation of these sites. Integrated planning between state, local, and private sectors wil] be needed to select proper sites and to coordinate their operation. Proper site selection for wastes generated by the mining and oi] industry is an immediate priority. Five hazardous waste disposal sites, properly planned and executed, would adequately handle hazardous waste disposal in Utah. VII. WASTE WATER Utah's Water Pollution Control Act was passed in 1953 as the result of an intensive campaign to inform the. public of the need for effective water pollution control. The Utah Division of Health, Environmental Health Services Branch, Bureau of Water Quality is the lead agency. Raw sewage discharges and overloaded treatment plants are problems which have been iden- tified in the state. Workforce projections for state personnel are dependent upon whether Utah assumes responsibility for certain federal programs, €-9.» construction grants, over the next five years. Increases in state level staffing will occur at a per annum rate of between six percent and nine 1 30% SOLID WASTE © 15% WASTEWATER ” 11% # ENERGY , 140 TOTALS 1,813 2,055 2,308 2,556 2,803 3,049 11% ] 2 The above represents only personnel of the State Air Pollution Control Board. The above does not include law enforcement agencies or the private sector for which figures were not available. 3the above includes state program personnel, but does not include an estimated 2,095 commercial and 35,000 private applicators that will require certification. ‘the above does not include an estimated 2500 water supply and water treatment plant operators that will be required over the next jive years. “The above includes only state agency personnel. othe above does not include private sector personnel] for which figures were not available. ’ The above includes both state agency personnel and certified wastewater treatment plant operators. 8the above includes only state energy agency personnel. 71 EDUCATION The colleges and universities in Virginia have a variety of environmental education programs. Two notable programs are those of Virginia Polytechnic Institute and the J. Sargeant Reynolds Community College. Virginia Polytechnic Institute offers both a Master of Science and a Ph.D. program in Civil Engineering with Environmental Emphasis. The programs are located at the Institute's campus in Blacksburg and include several environmental courses such as environmental engineering chemistry, environmental health, air pollution, and the design of water and sewer systems. The J. Sargeant Reynolds Community College, located just outside Richmond, offers an Associate of Science Degree in Environmental Tech- nology, with options in Environmental Health ard Environmental Engi- neering. Reynolds has also been instrumental in working with the State Water Control Board and the Department of Health in the development and operation of the Virginia Wastewater Treatment Plant Operator Center. Although the Center is located at Reynolds, courses are taught both at Reynolds and at fifteen other community colleges throughout Virginia. In addition to the above schools, the University of Virginia has both undergraduate and graduate programs in environmental sciences, Emory & Henry Co)lege offers a program in environmental studies, Virginia Military Institute and Hampton Institute have courses in environmental] engineering, and Old Dominion University offers a program in environ- mental health. LEGISLATION The environmental/energy legislation for Virginia was obtained by request from various agency personnel and through various library references. Summaries of the legislation deemed most relevant to the eight subject areas of the workforce assessment were prepared and are included in the respective state reports. The following list of laws represents virtually all environmental legislation for the state. Only certain of the following laws were summarized; the list is presented to show, by title, the kinds of laws which have been enacted. Environmental Impact Report Law Environmental Quality Act Air Pollution Control Law Pesticide Use and Application Act of 1975 Pesticide Law Groundwater Act of 1973 Solid Waste Disposal Law State Water Control] Law Water and Wastewater Works Operators Law Water Pollution Control Laws National Environmental Energy Workforce Assessment Phase | WASHINGTON State Summary 1. AIR The Air Programs Office of the Departr.cnt of Ecology (DOE), is responsible for the control and abatement of air pollution. As an adjunct to the state programs, local air pollution control authority is vested in county or multicounty equivalents of DOE. Presently state and municipal air pollution contro) activi- ties involve a professional workforce of 93. Industrial air pol- lution control and abatement activity is estimated to involve 200 professional and technical personnel. Professional disciplines comprising this workforce include engineers, chemists, meteorolo- gists, and technicians. Many of these individuals have been involved with the environ- mental aspects of air pollution for a relatively short period of time. This problem, prompted by the recent development of pollu- tion contro] technology, has created a need for upgrade training at all levels. Constrained by time, money and program availabil- ity, this enrichment training goal may not be met. In 1976 the Office of Air Programs offered training via work- shops in plume opacity, high volume sampling, carbon monoxide, and sulfur dioxide for 283 attendees. Workforce projections indicate a limited growth at the state regulatory level, estimated to be about two percent over the next five years. This figure excludes the municipal effort for which projections were not available. II. NOISE The Department of Ecology, Office of Land Programs, Noise Control Section, is the state authority responsible for the con- trol and abatement of noise pollution. DOE workforce activity in noise pollution control involves the full-time efforts of one professional acoustical engineer. In addition to the state regulatory workforce, engineering consultant firms provide professional expertise to industrial con- cerns relating to noise specifications in architectural design. However, due to the competitive nature of consulting activities, specific workforce figures were not available in this area. Municipal enforcement of noise regulations is carried out through state patrol and local city police. At present, eleven cities have adopted noise contro] ordinances which involve nuisance, zoning, vehicle, recreation vehicle, railroad, aircraft, construc- tion, and building noise pollution standards. No workforce increases are anticipated to occur over the next five years at the state regulatory level. Further, in review of limited state activities, the noise effort is expected to continue to be a low priority program. Other noise-related activities, e.g., municipal ordinances, zoning stan- dards, will continue to involve local enforcement bodies which include noise activities as a part of their regular responsibilities. III. PESTICIDES The Department of Agriculture, Pesticides Division, is the prime authority responsible for the contro] and abatement of pesticide misuse and pollution. This agency administers the registration and licensing of pesticide dealers, applicators, and operators. The total staffing level currently involves eleven professional positions. Approximately 45 pesticide specialists are employed by the Cooperative Extension Service, which provides training services to dealers, applicators, and farmers in preparation for licensing exams. Private sector workforce activity involves 3,464 pesticide Operator/applicator personnel. It has been estimated that 20,000 private farmers will be certified to use restricted-use pesticides in the next five years. The Department of Agriculture expects no growth increase to occur in the state regulatory workforce. Growth in the number of commercial applicators will be approximateiy 12 percent per year, however, this estimation could be dramatically lowered as poor weather conditions could hamper agricultural activity in the years to come. The provision of training pursuant to certification of per- sonnel is expectedly the most smportant task facina pesticide regulatory authorities at this time. IV. POTABLE WATER The Department of Social and Health Services (DSHS) is con- sidered to be the principal authority responsible for maintaining high water supply quality standards in Washington. The water supply program of DSHS is carried out through its headquarters in Olympia and regional offices in Seattle and Spokane. A total of 29 professional and technical personnel are involved in the water supply program, with the majority of posi- tions filled bv sanitary engineers. Because Washington has yet to establish a mandatory certifi- cation program and has only a voluntary certification process, the number of operators holding certificates is fewer than if cer- tification were mandatory. Mandatory certification is anticipated within the next two years. Statewide, there are a total of 1,250 operators who have been certified in accordance with the Associa- tion of Boards of Certification Standards. There are an additional 30 professionals working in water supply through the county health departments. This workforce con- sists primarily of personnel degreed in sanitary engineering. In total, there are approximately 1,400 persons in Washington working in the field of water supply, combining both public and private sectors. Workforce projections indicate no growth at the public level. The number of certified water treatment personnel is expected to increase by 300 over the next five years, thus indicating a defi- nite need for training activity. V. RADIATION Regulatory responsibility for radiation contro] is vested in the Washington Department of Social and Health Services. At the present time, DSHS has a staff of eight professional personnel conducting all regulatory activities in this area. Although no growth in staff is expected to occur over the next five years, sources have indicated that the workload will con- tinue to increase as licensing and registration activities involve an ever growing number of facilities. An estimated 134 radiation control technicians are involved in radiation pollution control at the private sector level. Training for DSHS employees is partially accomplished through ERDA