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How VMware Attracts and Retains Tech Talent

wow@shazamme.com (Default Author) — Mon, 24 Oct 2022 14:46:23 GMT

Long before COVID-19 made working from home the norm, this software company was experimenting with remote work and exploring its impact on employer brand. This unsung hero of the B2B technology space was powering some of the busiest and most visible brands of the early months of the pandemic, all while supporting a globally distributed workforce.

Keeping a watchful eye on these experiments was Global Employment Brand Manager Price Peacock, whose team is responsible for showcasing that employee experience to the public.

Embracing Remote Work

Embracing the distributed team model benefits businesses in several ways. Chiefly: It allows hiring managers to recruit from a larger pool, and it makes you a more attractive employer to the staggering number of workers who now prefer telecommuting .

The move to a distributed team helped VMware address its top talent challenge: standing out in the competitive local tech talent market in Palo Alto, California, where VMware’s headquarters sit. “From a talent perspective, we’re enabling our recruiters, sourcers, and hiring managers to look for people in areas not near VMware offices. That’s allowing us to remove some of those challenges that we historically faced and hire more diverse talent,” Peacock says.

Prioritizing the “Why”

Every year, Peacock’s employer brand team sits down for a “gut check.” They reevaluate their priorities and check their efforts against their larger relevance to the company. “It’s allowed us to be nimble, learn, and evolve our employer brand strategy,” Peacock says.

VMware’s internal EVP reflects this commitment to employees’ development: Own your future. Its employer brand team also maintains a close relationship with the corporate brand team to ensure the message they promote internally stays aligned with the values VMware professes externally.

Centering the Employee Perspective

One of the most direct, meaningful ways to keep your employer brand messaging aligned with employee perspectives is to center those perspectives in your content. “Employee referrals today are our number one source of hire. Knowing that, we recognize the importance of our people’s perspectives and voices,” Peacock says. “We actively partner with the 33,000+ employees that work at VMware to create, share, and participate in the content and experiences we’re creating for prospective employees.”

In foregrounding employee storytelling , Peacock is allowing VMware’s culture to speak for itself. “VMware’s brand is the sum of the emotions and attitudes that people have with us, whether it be our employees, our customers, or the broader community,” she says.

To follow Price Peacock’s work in employer brand, connect with her on LinkedIn . For help identifying the values and culture you want to create in your company, get in touch .

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STC INSISO ACQUIRES ARTIFICIAL INTELLIGENCE (AI) PRODUCT FROM LLOYDS REGISTER

wow@shazamme.com (Default Author) — Mon, 17 Oct 2022 15:09:35 GMT

Aberdeen-based performance improvement specialists, STC INSISO, has acquired, for an undisclosed amount, the intellectual property and software of a revolutionary Artificial Intelligence (AI) product created through a successful joint venture partnership with Lloyds Register.

COMET Signals, an AI driven tool that scans HSE data to deliver clear, immediate, and actionable insights, was co-developed by STC INSISO and Lloyds Register, the world’s premier trusted advisor to marine and offshore industry participants.

STC INSISO are now sole owners of the product following the acquisition, which allows them to drive an ambitious product roadmap to build out a series of new features and improvements that will continue to push what’s possible in the AI Data Analytics space.

Lloyds Register and STC INSISO will continue to work together to support clients in the oceans’ economy.

COMET Signals is currently in commercial pilots with a number of major global companies including Coca Cola, Network Rail and McDermott. The COMET Signals technology is deployed across the organisations, to enable them to manage and analyse all their leading and lagging indicator data using one comprehensive platform to ensure they are maintaining the highest HSE standards.

It analyses the natural language in large volumes of HSE data from observations, near misses, and incident reports to identify trends in Hazards and Topics, analyse Severity, and perhaps most importantly predict the presence of latent root causes with the potential to cause future incidents.

Mark Rushton, CEO at STC INSISO, said “This is a truly exciting development in our business. Having full ownership and control of the COMET Signals product allows us to surge forward with our ambitious plans to further develop the tool. We will continue to diversify, growing early progress in the Rail, Construction, Marine and Retail industries with a further push into the Oil & Gas, Renewables, and Utility sectors.

“We have a fantastic, long-standing relationship with Lloyds Register which we are immensely proud of. This latest development is absolutely not the end of this but quite the opposite. It is about new ways of working to ensure both businesses are creating most value add to the industries we support.”

Following the acquisition, COMET Signals will imminently transition into STC INSISO’s flagship COMET Safety Performance System, a collective suite of tools to support businesses improve performance through root cause learning.

For more information go to https://www.cometanalysis.com/comet-signals

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How the Automotive Technology Space Is Attracting New Talent

wow@shazamme.com (Default Author) — Thu, 13 Oct 2022 15:15:55 GMT

Big changes in the automotive technology space have inspired a renewed focus on attracting tech talent and workplace diversity for this company’s employer brand leadership.

That focus is just one of the creative challenges Joanna Babiarz faces as Aptiv’s Global Employer Branding Director.

Your Candidate Messaging Should Evolve with Your Industry

Recent and rapid tech innovation is rendering certain skill groups obsolete while placing others in high demand. This is especially true of the automotive industry, which now courts very different talent pools than it did a decade ago, according to Babiarz.

At first, Aptiv’s employer brand messaging wasn’t focused on tech. However, after clocking the industry shift toward being a tech-centric space, Babiarz and her team reshaped their candidate messaging to grab the attention of tech talent and position Aptiv as a competitive employer to this sought-after demographic. Today, roughly one-third of Aptiv’s engineers are software developers and ship over 40 billion lines of code each day.

To Achieve Workplace Diversity, Start Early

Refurbishing your employer brand is an ideal time to ensure your messaging reflects your values. During a recent rebrand, Babiarz and her team realized they had an opportunity to disrupt an automotive industry trend with Aptiv’s employer branding: its male-dominated workforce.

Aptiv employs a diverse team of workers from many backgrounds, but like most other companies in the space, it still struggles to reach women and other demographics underrepresented in STEM. “We are trying to change this ratio. We are trying to show that this space is a fantastic opportunity for growth for anyone, regardless of gender or ethnicity,” Babiarz says.

What Candidates Really Want

Today’s candidates don’t just want to collect a paycheck; they want their work to hold meaning . Babiarz observed this when talking to Aptiv employees who’ve stayed at the company for five years or more, as well as those who returned after leaving for a different job.

She noticed a theme among employee responses: “They have a purpose here. It’s not that they’re working on another software app; they’re helping save lives and mitigate the risks of accidents. They offer solutions that reduce emissions.”

No matter the nature and scale of the shifts occurring in your industry, Babiarz’s advice to employer brand leaders is the same: Ask your employees about what needs to change. “It’s not always about the market trends or what the stakeholders expect from you,” she says. “You have to talk to your employees!”

To follow Joanna Babiarz’s work in employer brand, connect with her on LinkedIn . For help gathering data and insights you can act on to improve your company, get in touch .

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Activating Employer Brand as a Science and Technology Company

wow@shazamme.com (Default Author) — Thu, 06 Oct 2022 15:21:58 GMT

Successful employer brand activation is all about thinking globally for this 352-year-old, progress-driven science and technology company.

Merck Group has dedicated itself to furthering human progress through science and technology. It’s a lofty mission and one its team takes very seriously, particularly employer brand leader Chris Dinwiddy.

You Value Curiosity

Merck Group’s EVP, “Bring your curiosity to life,” carries two meanings for Dinwiddy. It invites employees to nurture their curiosity, but it also encourages employees to direct that curiosity toward improving life on earth. Curiosity isn’t just a trait of a great hire; it’s a skill that helps Merck Group make the world a better place.

Curiosity also motivates the employer brand team’s investment in its ambassador network. With so many markets worldwide (including China, the US, Germany, and others), Dinwiddy has realized the importance of nurturing one-on-one relationships with regional heads of recruitment and demonstrating an interest in their unique region.

You Stay Innovative

When courting an in-demand demographic, filling a specific role type, or launching a campaign, the employer brand team relies on SAP SuccessFactors tools and custom landing pages. They keep a close on their Google Analytics and other sources of quantitative data, while also tracking more qualitative feedback (candidate comments like ”I didn’t know much about you before I applied” or “I’ve seen your brand around”) to measure success.

The team is also trying out a new tool that’s been instrumental in gathering employee-generated content : an app called PathMotion, specifically designed to help candidates connect with employees.

You Prioritize Humans

“The recruitment industry’s drifted in the last few years away from corporate and polished , ” Dinwiddy observes. Now, candidates are responding more to honest, authentic, and candid messaging.

For Dinwiddy, this human-centered and end-user-focused culture is key to what makes it a great place to work and such an easy employer to promote. In describing his experience at Merck Group, Dinwiddy offers the same kind of candidness he encourages in brands: “My job’s really special. I work for a brilliant company—and I’m not just saying that because they pay my salary!”

To follow Chris Dinwiddy ’ s work in employer brand, connect with him on LinkedIn. For help gathering data and insight that you can act on to improve your company, get in touch .

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Advanced course on biological wastewater treatment

wow@shazamme.com (Default Author) — Mon, 18 Oct 2021 14:59:16 GMT

The University of Aberdeen is delighted to offer an IChemE Approved online CPD Course, Biological Wastewater Treatment and Anaerobic Digestion: Theory, Design and Practice, which is aimed at professionals and PhD students working in the areas of biological wastewater treatment and anaerobic digestion. We take enrolments all year round and you can access all materials right from the start with up to 6 months to complete the course.

Biological wastewater treatment is essential for the environment and for public health by avoiding the spread of diseases. Anaerobic digestion is a key technology in the handling of organic waste and in many renewable energy scenarios for a sustainable society. However, if not properly designed, operated and optimised, these processes may use large amounts of energy, occupy large areas of land and convert the organic matter in an inefficient way, at high economic and environmental cost for the society.

This advanced course describes how to use concepts of chemical reaction stoichiometry and kinetics to design and optimise biological wastewater treatment and anaerobic digestion processes in order to maximise treatment efficiency while minimising the capital and operating costs.

The course starts from the fundamentals of the biological processes relevant for wastewater treatment (e.g. kinetics and stoichiometry, COD balance, aeration and settling) and moves to their application to the design and optimisation of the following processes: activated sludge (carbon and carbon and nitrogen removal), anaerobic digestion, sequencing batch reactors, attached growth processes.

What is covered:

Fundamentals of biological wastewater treatment
Kinetics and stoichiometry of biological reactions
Step-by-step process of how to develop and solve the mass balances and design equations
The main processes used in the industry are described and the corresponding design equations are developed
The course includes numerical examples and design problems, solved by the course lecturer using Microsoft Excel.

Why study online?

Study in your own time – this CPD course does not require you to engage at specific times, giving you the freedom to choose when you study within the framework of your course.

You choose where to study – at home, on the go, in the park… the choice is endless. And chosen by you. As long as you can access the internet, you can study with us – meaning you can get the same CPD certificate as our campus students without having to travel or commute.

You will be supported – when you study online with us, you can expect a first-class support structure that means you are never alone in your studies.

You can achieve your potential – studying with us will help you reach your goals. Studying online shows employers that you are self-motivated, can manage your own time and are dedicated to your own development.

Don’t delay and register now for the chance to further your career

Visit the course website HERE for more information:

Email us: cpdservices@abdn.ac.uk

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Adsorbable organically bound halogens analysis as per new DIN 38409-59

wow@shazamme.com (Default Author) — Mon, 18 Oct 2021 14:50:08 GMT

DIN has published method 38409-59 describing the determination of adsorbable organically bound halogens by combustion ion chromatography (CIC) in different water samples. AOX and AOF analysis according to the new standard is performed in two steps, preconcentration of the adsorbable organic halogens on activated carbon, followed by direct combustion and subsequent ion chromatographic (CIC) analysis. A free Metrohm application note describes the new method and its application for the analysis of AOF, which provides a fast and economical solution for non-targeted PFASs screening.

Organohalogen compounds are widespread, persistent, and potentially toxic for humans and the environment. However, the techniques commonly used to monitor adsorbable organic halogens (AOX) can only determine the sum of organically bound chlorine, bromine, and iodine. These techniques do not provide individual results for AOCl, AOBr, and AOI, respectively, nor on the organofluorine (AOF) content.

DIN method 38409-59 describes a validated method for comprehensive AOX analysis including AOF by CIC. Analysis by CIC allows the determination of the sum parameter as well as the individual concentrations of adsorbable organically bound fluorine, chlorine, bromine, and iodine in different waters.

Advantages of the new standard method:

Selective determination of AOF, AOCl, AOBr, and AOI in waters
AOF as fast non-targeted screening for PFASs
Efficient and low-maintenance AOX determination
Easy-to-use, robust, and efficient

Further information on the application:

Application Note AN-CIC-033 – Monitoring PFASs in water sources: Non-targeted adsorbable organic fluorine (AOF) analysis by CIC

White Paper WP-078 – Adsorbable organic fluorine (AOF) – a sum parameter for non-targeted screening of per- and polyfluorinated alkyl substances (PFASs) in waters

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Building Employer Brand Awareness with Global Tech Talent

wow@shazamme.com (Default Author) — Sun, 17 Oct 2021 15:04:10 GMT

Everyone’s looking for tech talent, and the competition within this highly in-demand market is steep. This is the challenge Liz Gelb-O’Connor faces as ADP’s VP/Global Head of Employer Brand and Marketing. Here’s how Gelb-O’Connor and her team are tailoring their employer brand strategy to attract tech talent specifically.

Building Global Awareness

As a payroll services provider, ADP pays one out of every six workers in the US and is almost a household name. However, outside of the US, it doesn’t have the same level of recognition as major US consumer brands.

The employer brand team spent 10 months researching the international talent markets that yielded the most candidates and nurturing relationships with partner organizations in other countries. The result was an EVP localized for each country—a monumental effort that turned out to be well worth it, Gelb-O’Connor says.

Nurture Future Talent

ADP’s employer brand team also devotes energy to the very top of the tech talent funnel, those that aren’t looking for work right now but may be strong candidates in the future. ADP’s tech blog , a first of its kind for the company, keeps future talent abreast of industry conversations and news while showcasing the brand’s innovation and the thought leadership of its tech employees.

The results of this tech-tailored approach to employer brand have been powerful. In the five years since Gelb-O’Connor began leading employer brand, ADP has won industry accolades, and earned a strong NPS score for its candidate experience . Cost of hire has dropped, and the candidate conversion rate for the tech career site is twice the rate of its main career site (despite launching during the hiring slowdown of May 2020).

This rapid change and growth around tech is one of the things that makes Gelb-O’Connor so excited to lead employer brand at ADP. “It never gets old,” she says. “That’s been the most rewarding thing: seeing how far we’ve come.”

To follow Liz Gelb-O’Connor’s work in employer brand, connect with her on LinkedIn . For help identifying the values and culture you want to create in your company, get in touch .

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Webinar: Competency Assessment in the Water Industry

wow@shazamme.com (Default Author) — Sat, 16 Oct 2021 15:11:07 GMT

Water industry professionals are invited to join a free-to-attend webinar , which will provide an introduction to the leading OCG system and how it enables water companies to accurately measure the knowledge and competency of their workforce.

What is OCG?

OCG is a competency assessment system from Watertrain (an RSK Group company) and provides the most comprehensive suite of assessment pathways to measure competence on offer anywhere in the UK water industry.

OCG’s pathways provide a comprehensive competence structure across the entire function of the water industry – including the principal functions of the water cycle, water treatment, water network, wastewater network and wastewater treatment. In addition, OCG assesses competence in key industry support functions, such as ME and I and Operations Control.

If you are interested in learning more, register your place on the webinar via the link below.

Webinar Details:

Date: Monday 26 September 2022
Time: 12:00 PM

Registration link: https://mailchi.mp/ebb175a9f31f/ocg-walkthrough-webinar

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Employer Brand at a Booming E-Commerce Company

wow@shazamme.com (Default Author) — Sat, 16 Oct 2021 15:07:37 GMT

This pet care brand is building an exceptional culture while growing rapidly, thanks in part to its successful employer brand strategy. And though stay-at-home orders certainly played a role in Chewy’s success, it isn’t just the convenience of online shopping that’s driving its transformation.

Its employer brand is helmed by Senior Employer Brand Manager Kara Hendrick, who has played a crucial role in helping Chewy keep pace with a season of rapid growth.

Internal Champions

The employer brand function at Chewy grew out of the company’s goal to raise awareness of the growing number of diverse roles it needed to fill. Chewy’s HR department was one of its first champions, which kickstarted company-wide enthusiastic support for Hendrick’s work.

Hendrick knows that finding these internal champions is key to employer brand success, and she prioritizes building relationships with stakeholders in PR, talent management, branding, and social. These relationships are especially beneficial for employer brand projects with vast scope but limited resources; they help Hendrick avoid getting too “in the weeds.”

Culture Investment

This attention to the personal pervades Chewy’s culture beyond its customer service strategy. Team members aren’t “employees” but “Chewtopians,” and Chewy’s operating principles include statements like “Act like an owner.”

When lockdown restrictions forced Chewy’s corporate offices and customer service centers into home offices, the company’s talent management and employee experience teams met with its CHRO and CEO to revisit and recommit to its values.

No One-Size-Fits-All Strategy

Chewy recruits for corporate customer service, tech, and fulfillment center roles, all while maintaining a unified message and navigating each talent segment’s unique challenges. Hiring for a diverse array of roles, Hendrick has learned, demands diverse strategies.

“What attracts a software engineer in Boston isn’t the same as what attracts an operations manager in Dayton, Ohio,” she observes. Designing an employer brand strategy that will be successful for all these markets demands careful listening.

This fact hit home in Hendrick’s early days at Chewy when she met with the Head of Fulfillment Center Recruiting. After listening to Hendrick present her grand plans for targeting fulfillment center candidates, he asked, “Have you ever visited a Chewy fulfillment center?” Hendrick admitted she hadn’t yet. But after her first visit, “It all made sense.”

To follow Kara Hendrick’s work in employer brand, connect with her on LinkedIn . For help gathering the right data and developing strategies to make real change at your company, get in touch .

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Attracting Talent to a Tech Company with French Roots

wow@shazamme.com (Default Author) — Fri, 15 Oct 2021 15:13:53 GMT

This tech company with French roots has a unique way of framing its EVP—or, as Talend says, its JNSQ, or “je ne sais quoi.”“

Talend was on a mission to put words to what were necessarily undefinable qualities of its brand and culture. What its people marketing team, led by Global People Marketing Manager Jonathan Hehir, uncovered was the importance of culture, diversity, and company-wide EVP stewardship.

Why Culture Is Key

“It’s tough for candidates to truly understand what their next business looks like and the type of culture they’re interested in ,” Hehir says. “I can understand why candidates when they’re looking at their job search, are behaving more like consumers. Everyone’s edging for that little bit of attention.”

According to Hehir, the people of Talend are close collaborators and united by love for their field. To succeed, Hehir’s team has to demonstrate that supportive culture to the rest of the tech world.

What Makes a Unique Workplace

Like many companies, the pandemic spurred the company to revisit its commitment to diversity and its employer brand. Led by its new CEO Christal Bemont, Talend sought out new ways to own its core values (agility, integrity, passion, and team spirit) and reexamined its “je ne sais quoi” (or JNSQ, as the team says).

Among the many positive results of this self-reflection was a recommitment to making Talend an inclusive workplace : “An environment where people feel safe and feel a sense of belonging; a place where they can be themselves, even if they may not be visiting offices or their coworkers,” in Hehir’s words. Public reception was positive as well. According to Hehir, “People enjoyed the idea that we were celebrating people’s differences from the outset.”

Revisit Your Culture’s Roots

This sense of shared stewardship of the EVP, or JNSQ, has had a major impact on the success of Talend’s employer brand activation efforts.

“Remember where your culture stems from,” Hehir advises fellow employer brand leaders. Remembering the people behind the brand, he says, is what gets him excited to tell Talend’s story—and welcome new faces into it.

To follow Jonathan Hehir’s work in employer brand, connect with him on LinkedIn . For help with your own EVP, get in touch . We help you identify the values and culture you want to create in your company.

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Is Your Employer Brand Helping or Hindering Your Hiring Objectives?

wow@shazamme.com (Default Author) — Thu, 14 Oct 2021 15:18:09 GMT

Most employers agree that great employees are at the heart of every business. To secure the best candidates, hiring managers typically put significant efforts into two key facets of the hiring process: producing an attractive job advert and properly screening the applicant’s CVs.

The interviews and onboarding that follow must be conducted with the utmost care, managed by members of staff with the knowledge and time to ensure they do not miss out on the opportunity to secure the right candidates.

However, with 72% of recruiting leaders worldwide agreeing that employer brand significantly impacts hiring , the key to enticing top talent could lie within how attractive your business seems to potential employees.

So, if you want to meet your recruitment objectives, it might be time to think about the meaning of business branding and how you can use it to gain a competitive edge in the market…

The ins and outs of company brands

In short, business branding is a way of identifying your business. It encapsulates what sets it apart, what makes its offering different, and, perhaps most importantly, reflects the company’s values.

A company develops a positive (or negative) impression of its brand through the quality and competitiveness of what it can offer its employees, including its salary and benefits, management style, culture, and commitments. As such, branding and recruitment go hand in hand — particularly in the digital world, where so much business and hiring activity happens online.

Organizations around the world are working on nailing their branding — but why? What benefits are employees looking for, and why is it vital to get it right?

Firstly, it generates cost savings. According to LinkedIn, companies with positive employer brands or favorable reputations within the market can get up to 50% more applications than companies with negative brands. And that is not all; successful employer branding has multiple proven benefits for hiring businesses, including:

Conversely, companies that fail to focus on branding stand to lose out significantly — financially and reputationally. One study revealed that 82% of prospective employees consider brand and reputation before applying for a job , which could prove disastrous for business growth and bottom lines in organizations that fail to meet expectations.

So, can you afford to fall short of the mark in the current recruitment landscape?

Establishing a brand for your business

A strong employer brand is crucial for securing skilled, engaged, and leadership-bound workers.

When done well, a branding strategy can deliver multiple functions simultaneously — from defining products and services to showcasing a unique approach to company culture. Consistent, first-rate employer branding should speak for itself, helping to communicate all a candidate needs to know through every interaction with your company.

Though defining and developing your business brand is a long-term commitment, there are a few key areas you can focus on to improve how your business appears to prospective candidates…

Refining your employer value proposition

Branding works alongside employer value propositions (EVPs): an employer’s marketing message and promise to its employees regarding its core values.

Every company’s EVP is different. It is the sum of everything you offer as an employer — an employee-centric approach that tells the story of your business and why someone should consider joining your team.

An EVP can be conveyed through consistent corporate messaging and recruitment marketing that helps communicate key messages to the employees you are trying to reach. However, whilst talking a good game is great, you must also walk the walk to ensure your branding comes across as genuine — a key facet to succeeding in your goals.

Bringing your online reputation up to scratch

One of the trickiest parts of navigating the job hunt for candidates is working out which companies they would enjoy working for. So, ensuring your business’ reputation reflects well across the board is crucial — from online reviews and staff testimonials to official accreditations.

Many employers throw out attractive perks and salary offers, but a growing number of workers look for something more. According to research by CareerBuilder, 83% of candidates are willing to accept a lower salary from an employer with an excellent reputation . So, building and maintaining your brand as a business can lead to lower salary responsibilities and attract more interest from serious job seekers.

In today’s world, social media plays a starring role in business branding, with many candidates basing their employment decisions on the quality of a company’s online presence. Monitoring and updating social media pages and websites are critical to ensuring you put your best foot forward.

Optimizing your onboarding process

Candidates often gain their first impression of your business brand during recruitment. As a result, every onboarding stage should be carefully considered to ensure talent is not dissuaded from pursuing an opportunity within your company.

For employers, this means issuing timely, thorough feedback, remaining organized, and staying up to date with the latest trends — from virtual recruitment and remote working to HR management.

Of course, this can quickly become an overwhelming task — especially in the current candidate-driven market. So, experts recommend enlisting the support of a specialist recruitment agency to support a successful business branding strategy.

After all, if you are going to invest time and money in your business brand, you want to do it right.

By Julie Mott, Managing Director, Howett Thorpe .

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Digital technologies have key role in reducing pollution

wow@shazamme.com (Default Author) — Wed, 13 Oct 2021 15:20:27 GMT

British Water Chief Executive Lila Thompson says the water industry must embrace new technologies to combat increasing concerns over pollution.

The latest report from the Environment Agency calls for much stricter enforcement of water quality measures, as public, political and media pressure heighten around the issue of surface water pollution. So how should industry leaders respond to these regulatory pressures, and what role can the supply chain play in tackling the myriad reasons pollution happens?

Thankfully there are plenty of proven solutions already available. As the UK’s leading water sector trade association, British Water works very closely with its membership – a vibrant supplier community that is continually researching, developing and innovating.

Companies providing digital technologies, smart water monitoring, advanced membranes and flexible wastewater treatment systems can all help water utilities meet environmental and regulatory requirements, and avoid reputational harm, by reducing the risk of serious pollution incidents.

While the water sector has traditionally lagged behind other industries in adopting digital technologies, it is now on the path to transformation. Examples include deployment of remote sensing equipment to improve the reliability of flood and drought predictions, real-time monitoring of water quantity and quality within watersheds, along with enhanced asset management tools and processes.

Powerful tools

Internet of things (IoT) connected devices, predictive analytics, and artificial intelligence (AI), including machine learning, are also emerging as powerful tools in achieving sustainable, resilient, and equitable access to water. Used in combination, digital technologies have the potential to revolutionise every aspect of water and wastewater management, including maintaining and expanding water infrastructure, detecting leaks and anomalies in the water distribution system, as well as identifying emerging water contaminants and improving the water treatment process.

In addition, the use of building information modelling (BIM) has had one of the biggest impacts on water services of any recent digital innovations. Its use in design and construction has enabled huge efficiencies in the way capital schemes are delivered, while leaving behind a legacy of better information which supports better asset operation, maintenance and upgrades.

Knowledge sharing

With utilities ready to harness the benefits of digital water solutions – collaboration and knowledge sharing will be key to its success moving forward. In order to help facilitate this necessary shift, on 3 November 2022 British Water will be hosting its annual Data Conference in London.

This year’s event will continue the discussion on ways to realise digital transformation for the water industry. It will provide an excellent forum for discussion around how collaboration can boost the use of data and analytics to drive efficiency and sustainability.

This is all the more pressing as the UK moves towards the next regulatory asset management period – AMP8, which runs from 2025-30, and the water sector seeks to embrace a progressive culture of consultation, collaboration and digital innovation.

Public awareness of the way water is managed in the environment may be a point of pain for the industry as it scrambles to catch up with expectations, but the focus is long overdue, and should be welcomed as an opportunity to drive innovation. New technologies and ways of working will deliver multiple benefits, not only for utilities and suppliers but also – crucially – for the environment and wider society.

To find out more visit
britishwater.co.uk/events/eventdetails.

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Wastewater treatment is not just a piece of cake

wow@shazamme.com (Default Author) — Tue, 12 Oct 2021 15:23:29 GMT

Remo Schulz, MD of Saxlund Group’s German operations, discusses German-led changes in European legislation for phosphorous recovery, and how innovation is supporting sustainability goals in wastewater recovery.

It makes sense to put the status of the industry in context. Specifically in Europe there is continuing debate on the appropriate handling of sludge as the defined solid waste produce from wastewater and sewage treatment.

Safer methods

The late 20th-century drive to clean final effluent discharge into rivers and seas means that sludge cake must now be safely utilised and disposed of. Putting raw or lime treated sludge cake directly onto agricultural land does not have a long-term future, while land filling is costly and a lost opportunity. Methods to safely utilise sludge cake are major drivers for wastewater companies. Dewatered sludge cake is generally 18 – 35% dry solids, and a non-free flowing material that can be variable in its mechanical handling properties due to process, location and / or season.

Pollution control at source is crucial

The wastewater sector is under pressure due to the presence of degradable and nondegradable pollutants entering our sewers and from the increased flow to sewers caused by climate change and urban development.

The sector is being asked to deliver clean water by removing these pollutants from wastewater; however, this process generates an increasing amount of urban wastewater treatment sludge (UWWTS) and treatment efforts, as well as carbon emissions and higher costs to customers. Improved control of pollution at source is urgently needed for all non-biodegradable pollutants if we are to truly embrace the circular economy. The new EU Zero Pollution Action Plan is based on a ‘zero pollution hierarchy’.

This is outlined by research from organisations such as EurEau (the European Federation of National Associations of Water Services), representing national drinking and wastewater service providers from 29 countries. The Position Papers are of particular note: ‘Enabling the circular potential of sewage sludge within the EU legislative framework’ and further analysis in ‘Waste water treatment – sludge management’.

Innovative business models such as asset management and sludge retail followed by disruptive applications like hydrogen fuel from sludge will drive the circular economy of the European sludge treatment systems market.

It may be an established market in this respect, but many of its utilities suffer from ageing infrastructure where retrofits and rehabilitation will be key, along with technologies addressing micropollutants in sludge. The European Commission has approved fertiliser generated sludge, a key driver to minimise waste, lower energy consumption and reduce the risk of phosphorus shortage.

The market is broadly classified into two systems: sludge treatment and sludge recovery. The former include sludge thickening & dewatering, sludge digestion and sludge drying. The latter consist of nutrient recovery and alternate materials. The sludge treatment systems and recovery market are expected to expand at a CAGR of 6.51% from 2019 to 2025.

Processing methods

There are currently three main methods of utilisation / disposal:

ADD sludge

Widely seen in the UK and across Europe, this method generates additional anaerobic activity, boosting energy recovery in Anaerobic Digestion AD plants. There are currently two main technologies:

Thermal hydrolysis, where sludge is heated to a high temperature under pressure, and subjected to rapid decompression causing the solids fraction of the sludge to disintegrate.

Enzymic hydrolysis, where the sludge is broken down into small components which are acidified, before the material is transferred into the anaerobic digestion plant.

EfW sludge

Sludge cake is used widely in EfW plants and cement plants to dispose of material, and when having a high dry solids content, gain beneficial energy. It can be combusted when mixed with other waste fuels or mono-combusted on its own. Drying sludge cake using waste heat turns it into a valuable fuel.

Sludge for Phosphate Recovery

Recent European legislation, most notably in Germany, means that Phosphate recovery is a driver for change, with a move away from co-combustion to the building of new mono-combustion plants.

Germany – leading the way?

Since the German Sewage Sludge Regulation was introduced in 2017, sewage sludge must be recycled to recover phosphorus. The aim is to gradually close the phosphorus cycle and reduce Germany’s dependence on phosphorus imports, saving resources and reducing soil contamination.

Phosphorus is primarily used as fertiliser. Germany – as with most other EU states – depends almost entirely on imports of mineral-based phosphorus fertilisers. If the new regulations are complied with, 50% to 60% of imports can be replaced by phosphorus recovered from sewage sludge. To achieve that aim, operators of larger sewage plants (population equivalent of > 50,000) are required to recover phosphorus from sewage sludge.

Transition periods are allowed to help develop and optimise recovery processes. Large sewage plants (population equivalent of > 100,000) have 12 years to comply with the new regulation. Transition for smaller sewage plants (population equivalent of 50,000 to 100,000) is 15 years. However, sewage plant operators of the above sizes must submit their phosphate recycling concept to the regulatory authorities by the end of 2023.

The war in Ukraine has left the world short of fertilisers, and prices are skyrocketing. Previously Russia and Belarus provided about 40% of the world’s exports of potash, according to Morgan Stanley, but sanctions have sent prices increasing at an exponential rate.

Rationale for German approach

Scientists from Cardiff University estimate that between 31,000 and 42,000 tonnes of microplastics (or 86 – 710 trillion microplastic particles) are applied to European soils annually, mirroring the concentration of microplastics found in ocean surface waters. Their study estimates that microplastics removed from raw sewage at wastewater treatment plants make up roughly 1% of the weight of sewage sludge, commonly used as farm fertiliser. The UK has potentially the highest amount of microplastic contamination in its soils, with 500 – 1000 microplastic particles per sq m of agricultural land applied per year, followed by Spain, Portugal and Germany.

The study took samples from the Nash Wastewater Treatment Plant in Newport, which treats combined sewage from 300,000 people. Analysis revealed that the treatment plant was 100% effective in removing large microplastic particles, 1 – 5mm in size, from incoming sewage that would otherwise be released into the aquatic environment. Each gram of sewage sludge was shown to contain up to 24 microplastic particles, roughly 1% of its weight. This data was used to assess the impact of the use and application of sewage sludge as a fertiliser across Europe. Microplastics less than 1mm in size weren’t analysed, so the overall concentrations are likely to be a lot higher than their estimates.

The German approach of incineration eradicates microplastics as they are combusted in the process, allowing the resulting ash to be used for phosphorous recovery.

Phosphorus Recovery from sewage sludge

Currently phosphorus recovery from sludge cake ash is only practical from mono-incineration plants where just sludge cake is combusted. Sludge cake is used widely in a supplementary fuel in Energy from Waste plants but contamination from other materials in the ash means recovery is not possible.

Existing capacity in mono-incineration plants is about 450,000 mg dry solids/a, equivalent to roughly 25% of the total dry sewage sludge mass produced, thus new plants are needed.

An additional plant is required to extract phosphates from the ash. The new German Sewage Sludge Regulation requires a recovery rate of 80% in relation to input, so commercial plants are coming into operation (phos4green.glatt.com/projects/seraplant-haldensleben/)

Sludge satellites and processing hubs

The drive for innovation means projects are delivered as Satellite and Hubs. Smaller water treatment works will install sludge dewatering systems and Truck Loading storage silos, with 3 – 5 days of storage on each site. A larger water treatment works, with its own large indigenous sludge, will install a Sludge Cake Reception and Storage system that feeds the AAD or EfW process.

Future proofing

Germany has around 10,200 wastewater treatment plants which use approximately 4,400 gigawatt hours (GWh) of electricity per year (35 kWh/population equivalent per year), and account for around 0.7% of the power consumed in the country.

aerzen.com/applications/water-and-waste-water-treatment/adviser/water-treatment-in-the-future.html. Aeration is by far the main consumer for almost all the wastewater treatment plants with sludge processes; while power consumed by plants with aerobic sludge stabilisation is between 60% and 80%, it is still around 50% for plants with sludge digestion. Renewable energy sources to power efficiency include hydroelectric power in the inlets and outlets, depending on available fall height.

Particularly in the case of larger plants with sludge incineration, it is recommended to use bar screen debris as an additional fuel source. However, this technology is limited using bar screen debris washers, which reduce the accumulation of debris and also possible ash contamination.

Needless to say, a spectrum of new and emerging solutions is being tested, but they must be both safe to operate and offer a valuable return on investment.

Source

Cornerpiece Overpump

wow@shazamme.com (Default Author) — Mon, 11 Oct 2021 15:26:14 GMT

When Covid-19 restrictions were lifted and people started to take holidays in the UK, Wales had an influx of tourists which highlighted a shortfall in the amount of potable water available.

A plan was drawn up to upgrade strategic Water Pumping Stations operated by DwrCymru (Welsh Water) to increase the flow to its underground reservoirs and keep water flowing throughout the summer holiday.

To keep water flowing while works were being carried out at Cornerpiece pumping station, Selwood’s solutions teams were asked to support with a temporary overpump setup which could be automatically put into action when needed.

The challenge

The customer was able to access a piece of the farmland just behind the original pumping station which would house site cabins and a set of generators to run the temporary pump setup.

The size of the property presented challenges when it came to deciding where to place the equipment for the overpumping operation.

The setup needed to be completely automatic that it would run at a pre-set pressure and flow with the flick of a switch.

The other challenge was the flow and head of the system to meet the required flows, Selwood’s teams were asked to produce 63 litres per second at 110m head, with an inlet pressure of between 3 – 4 bar.

The solution

One pump on its own wouldn’t produce the flow that was needed so two pumps would need to run at the same time.

Selwood’s solution was to use three 55kw Lowara WRAS approved pumps in a Duty 1, Duty 2 and standby configuration. The pumps were coupled with 6”clean water flanged pipework bolted together to make a manifold with a single suction and single discharge connection.

The pumps and pipework were all built up in the depot ready so once the pumps landed on site they only needed to bolt together four flanges. The pumps were controlled via 55kw variable speed drives (VSD) linked to an IFM inlet pressure sensor with programable set points which could be set to shut the pumps down under low suction pressure and prevent the pumps running dry.

There was also a 4 to 20m pressure sensor fitted to the discharge pipework which could control the discharge pressure and speed the pumps up or slow them down to maintain outlet pressure when the VSD panels were set to PID (proportional integral derivative) loop.

Multiple parts of the VSD program were changed to suit the application:

Ramp up and ramp down times were extended to help against surge pressure.
A start delay timer ensured the generator would have time to warm up.

The result

The result was the customer could run their own pumps while the upgrade works were going on – but if a problem such as a pump failure occurred, they could just flick a switch and the temporary over pumping solution would take over without any other human input. The system was designed to mimic the existing pumping station with the minimum of downtime.

The recommendation

Jason Sanders, SEMD Delivery Manager, DwrCymru, said: “From the initial enquiry right through to the commissioning, Selwood gave great advice and support throughout the entire process. The project started with a site visit to the existing pumping station to ensure all needs were discussed with both the current flows and the proposed flows. Selwood provided a pump selection to suit DCWW design requirements for the Cornerpiece WPS system. It was a smooth transaction from start to finish with the temporary pumps now available to ensure the increased flows to the storage reservoir.”

www.selwood.co.uk

Source

A non-fouling solution to avoid pump failures resulting from grease accumulation

wow@shazamme.com (Default Author) — Sun, 10 Oct 2021 15:32:27 GMT

In wastewater measurement, accurate readings are essential to ensure proper pump operation. If such a measurement system fails, unhygienic wastewater can overflow and pollute the environment.

The pump systems themselves can also suffer damage if operated incorrectly on the basis of erroneous measurement values. Among other things, wastewater contains organic compounds such as proteins, carbohydrates and fats (grease). The latter in particular have the unpleasant habit of clumping together and forming sediments that are difficult to dislodge.

False measurements due to the formation of sediments

Newport News, Virginia in the USA offers a good example of what can happen in such a situation. Newport News was founded in 1621. It is situated along the James River and its nearly 180,000 residents make it the fifth largest city in Virginia. Here, several restaurants were built in an area serviced by the same municipal wastewater lift station. The high grease content in the wastewater then polluted the existing level measurement equipment, ultimately leading it to break down completely.

Antiquated solutions

Prior to the development of the commercial district, the Newport News Waterworks and the Hampton Roads Sanitation District relied on a combination of mechanical floats and conventional submersible transmitters. Both measurement systems stopped working after the restaurants opened: Both the primary and redundant level measurement equipment failed to properly transmit level data to the pump controller.

The heightened grease content in the wastewater caused by the restaurants led clumps to form on the level transmitter membranes, which ultimately blocked the flow of water to the measuring membrane. On the redundant float switch, whose purpose was to trigger the pump in the event of a failed level transmitter, the accumulation of grease blocked the mechanical operation of the float ball. The failure of the level transmitter and the backup system led to the failure of the entire lift station because the pumps either operated constantly or not at all. If technicians hadn’t acted quickly, the entire sewage system could have come to a complete standstill.

Kynar® membrane offers better resistance

If a lift station is to function properly, grease must not be allowed to block the measuring devices. Various manufacturers offer non-fouling products that often present difficulties in other areas, however. The instruments usually employ a Teflon-coated elastomer membrane, which, while non-fouling, is also relatively weak and prone to puncture. The membrane is therefore equipped with a rather bulky protective shield that is mounted on bolts. Grease tends to accumulate in the gaps that result from this setup, however, which means the problem just moves to another location, as clumps of fibres, grease and sludge form the wastewater continue to impair correct measurements.

In the case of Newport News, city officials contacted KELLER Pressure, whose 36KyX level transmitter, which is known in the USA as the LevelRat, enables a unique approach to wastewater level measurement.

The Kynar® membrane used in the 36KyX is harder and offers superior abrasion and puncture resistance relative to other non-fouling solutions. Bulky shields are therefore no longer needed, which also enables a more compact design for the sensor. The 36KyX can fully exploit the advantages offered by a non-fouling membrane without anyone having to worry about floating particles and small objects. Put simply, the level transmitter is perfect for this application. No incorrect measurements due to grease deposits have been recorded at Newport News Waterworks since the new transmitters went into operation: The LevelRat solved the problem.

Source

MCERTS Class 1 radars and controllers offer users all the options

wow@shazamme.com (Default Author) — Sat, 09 Oct 2021 15:34:18 GMT

In 2021, level and pressure instrumentation manufacturer, VEGA, became the first manufacturer to offer MCERTS Class one certification over a 5m range – either as a stand-alone sensor or with controller as a complete system.

Since then the company say they have been supplying a flexible portfolio of MCERTS devices for open-channel flow measurement with a structure, meeting CSA and environment agency standards.

Why is 5 m range significant? It means on assets like deep channels or inaccessible weir spill points, the sensor heads can be mounted well out of the way, yet still deliver 2mm accuracy.

MCERTS Stand-alone Class 1 sensors

Sensor options include IP68 devices with choice of top-cable entry or side-cable entry which can maximise head room. Compact units with built in indicators are useful for applications where a live level/flow rate needs to be displayed. All these sensors operate using their award winning VEGA Tools Bluetooth App. The company say this enables easy set up and, via the double PIN system for pairing and locking-down of a device, a ‘look but don’t touch’ viewing of flow or level data for operators or inspectors, for example.

MCERTS Class 1 System – local display, control and data-logging

Alternatively, a radar-based level system supplied with a VEGAMET 861 (single) or 862 (dual) flow controller is available. These use digital communications to the sensor to obtain maximum (mm) system accuracy, especially useful for local display, totalised flow, additional outputs for samplers, analytical devices or where local alarms are needed. Internal data-logging to an SD Card can provide over a 100 million data-points, offering best in class capacity. For example, a mind-blowing ‘190 years data’ can be recorded at a 1 minute resolution. A large colour-changing display can indicate when a level or max. flow is reached. The digital communication can also be used to transmit extra information like; data quality, distance-reading (for simple verification) or temperature values, which can prove valuable in some applications. Single or twin-channel systems are both certified for MCERTS, so adjacent MCERTS UMON3 and UMON4 (FFT/ PFF) measurements can be added into one system. They utilise the same VEGA Tools App for easy set up and system verification.

All VEGA radar sensors and controllers can be used for new and existing MCERTS applications, as stand-alone flow devices or as a system. To support users, VEGA provide regular MCERTS training seminars and courses.

Source

Improving performance of the Hong Kong sewers with flow monitoring

wow@shazamme.com (Default Author) — Fri, 08 Oct 2021 15:36:35 GMT

When flooding and an increase in sewer overflows led to complaints from residents, the utility responsible for Hong Kong’s waste water network turned to HWM for help.

If undetected, pipe blockages have the potential to cause untreated sewage to back up and flood drains, streets and buildings. This can result in huge problems, particularly in urban areas, and is becoming more prevalent as the demands on sewer systems increases.

In Hong Kong, incidents were commonly occurring in densely populated high rise apartment blocks and the subsequent hygiene concerns and mounting pressure necessitated the utility to invest in a proactive overspill management solution.

The previous system, which consisted of using CCTV to identify issues and high-pressure jetting to clear the network, was completely reactionary and did not have the ability to recognise issues before they arose.

The utility looked to upgrade their monitoring capabilities by investing in a system of depth and velocity sensors with highly versatile telemetry data loggers at the heart.

Depth and velocity data is used by the utility to monitor the capacity of their sewer system and the flow of its contents. Fluctuations in the data can indicate problems, such as blockages, which can be investigated and corrected before flooding and pollution incidents develop. This was crucial to the utility because of the negative press they were receiving for not being out in front of the issue.

Additionally, the data can be used to better understand the network and help to build forecasts and predictions of trouble spots or areas of interest. This is particularly useful where extreme weather events, such as sudden and heavy rainfall, add additional pressure to the network.

The utility chose Intelligens WW as the core of this system, installing 80 data loggers throughout their network. In selecting Intelligens WW, the utility recognised its ability to seamlessly connect to multiple third-party sensors, including RavenEye and Microflow-i. Intelligens WW was also chosen for its competitive pricing. As a cost-effective solution, selecting Intelligens allowed the utility to mass deploy throughout their network.

In larger sewer mains, the utility connected velocity and level sensors to the Intelligens WW loggers, while in proximity to residential and business properties the loggers were equipped with level sensors. Installing various sensors in different locations provided the most comprehensive network coverage for the utility, which was made possible because of the Intelligens WW compatibility.

The sewers in Hong Kong are particularly hazardous and so reliability was also a factor. Intelligens WW has a track record of consistency and holds ATEX certification, which demonstrates its dependability. The logger also benefits from a long life battery, allowing for ‘fit and forget’ deployments, which was an attractive proposition for the utility.

To be effective, the system relies on consistent transmission of data, something at which Intelligens WW excels. Our advanced modem is LTE-M and NBIoT-enabled, but also contains a 2G fallback for environments when an NBIoT connection cannot be achieved. This ensures continual data transmission, but also future proofs the loggers in an ever-developing cellular landscape.

As well as the reliable transmission of data, the utility was impressed by the smooth transfer of data from our DataGate system to its own system. Providing the data seamlessly is beneficial to not just the day-to-day operations of the utility’s control room, but also to their modelling team, which uses the data for support long term planning decision making.

As a result of installing of the system, the utility now has a much greater understanding of the real-time situation within its network.

It now can identify problem areas and proactively send teams to resolve issues before they develop. At the very least, in situations where it is unable to remove a blockage before an overspill, the utility is in a favourable position of being aware of the issue, rather than hearing about it because of a customer complaint.

www.hwmglobal.com

Source

Leakage innovation is desperately needed

wow@shazamme.com (Default Author) — Thu, 07 Oct 2021 15:38:55 GMT

By Tim Farley, Business Development Manager at Sanivar

Innovation is often perceived as radical and complex change using futuristic solutions to solve advanced challenges, but a shift in mindset to use proven technologies in everyday practices to tackle current issues could transform the rate at which the industry progresses.

Leakage is a well-recognised and established issue within the water industry, and we have a host of businesses and bodies looking at ways that leakage can be reduced. The Northumbrian Water Innovation Festival recently returned to Newcastle and discussions centred on developing ‘no dig’ solutions to usher in a massive reduction in leakage.

But while this solution is an extremely favourable one, the technology is likely another five years away. What is truly needed to overcome the challenge of leakage is immediate action.

Leakage is a huge environmental and societal challenge. Within the UK marketplace it is estimated that approximately 2.459 million litres of water leak across England and Wales water mains every single day. The cost of utility street works for water, electricity and gas, factoring in intervention and disruption, costs the UK economy £7billion every year.

Leakage at this rate represents a failure of industry – water is arguably our most precious resource and paying to treat water that we will never have an opportunity to use is a huge waste of funds and resource.

The problem is also set to worsen over coming years. Demographic changes in the UK will prompt higher demand for water, and the increasing number of housing developments apply further pressure, particularly in the South East where water stress is greatest. These changes will be compounded as we see the effects of the shifting climate impact our country in ways we can only begin to predict. With all of this considered, typical BAU practices are not sustainable and will not deliver the long-term outcomes needed to combat the challenges that the sector faces.

The industry-wide target identified at the Festival is to halve leakage by 2050 while simultaneously minimising interruptions and reducing repair costs. With more immediate interventions, this timeline could be much shorter.

The debate over this issue is centred around responsive and preventative solutions. Water companies are locked into a leak repair mindset as opposed to looking at maintaining the network, and a quantum shift is needed in our thought processes behind leakage solutions.

Fixing a pipe leak is a responsive action, however, repairing a leak often only shifts the issue further down the pipeline to another weak spot, deferring the problem to a later date. Pipe lining and spray lining technologies are preventative measures that ensure protection of the entire line and its supply.

For example, our stand-alone ‘pull in’ liners have been used around the world for the trenchless rehabilitation of pressurised water mains. Using ‘minimal-dig’ technology, they are inserted within existing pipes so that should a breakage or leak occur in the host pipe the supply of the resource is not compromised,

There are further changes that could also be made for immediate impact. A significant proportion of the operations teams within the water sector are over 50 and will be retiring within the next 20 years.

This can be a blocker to innovation as these individuals will often default to tried and tested methods and may not wish to embrace innovation in the twilight of their career, inhibiting innovation in the sector. Encouraging new talent into the industry to explore their fresh ideas and capitalise on their motivation to try new solutions to solve longstanding problems is vital to bring about an industry-wide cultural shift.

We shouldn’t be frightened of failing on the journey to innovation and allow fear to lull the industry into waiting for future Utopian solutions to solve problems. Innovation is about evolution and changing our working practices now is a vital step along this journey.

Source

Leakage reduces thanks to sprint led by Morrison Water Services at Northumbrian Water Innovation Festival

wow@shazamme.com (Default Author) — Tue, 05 Oct 2021 16:29:40 GMT

A ground-breaking solution to tackling the challenges of water scarcity and demand identified by Morrison Water Services and Northumbrian Water has reduced leakage in two pilot areas by at least a quarter.

Morrison Water Services, a part of M Group Services’ Water Division, and Northumbrian Water have been successfully trialling ground-breaking new leak-detection technology, VariSim Delta, since March in a bid to reduce leakage from the clean water network.

Leakage in the pilot areas, Newcastle and Dagenham, has reduced by 25% using the software system that uses flow meters, pressure sensors, high-frequency sampling and acoustic loggers to help identify leakages and bursts before they happen.

Trialling VariSim Delta came out of a sprint held at the Northumbrian Water Innovation Festival last October. Innovators from across the world came together to look at creating a proactive approach to avoid leakage from a clean water network.

Morrison Water Services is the exclusive UK supplier of VariSim Delta, a ground-breaking technology can help to minimise disruption to customers’ homes and businesses, keep water flowing and reduce the amount of water lost from the network through leakage.

VariSim Delta has already been implemented successfully in Qatar and Dubai, two of the most water-stressed countries in the world.

By using millions of calculations per second, VariSim Delta creates an identical digital replica of a water network, known as a digital twin or pipeline simulator.

This real-time virtual recreation of the network can also help water companies understand why bursts happen, assess the condition of network assets and pipes and the profile of customer demand to help make informed decisions about asset optimisation.

Driven by Artificial Intelligence (AI), VariSim Delta software can also be taught to spot new leaks and bursts, identify changes in customers’ water consumption and create alerts for malfunctioning assets.

Andy Carter, Business Services Director for M Group Services Water Division, said: “We are delighted our pilots with Northumbrian Water have so conclusively demonstrated that VariSim Delta is a proactive solution to water leakage. For this to come out of working together at the Innovation Festival is proof that collaborative working between innovative thinkers can successfully explore new ideas and identify new ways to tackle leakage and other challenges the water industry faces.

“Predicting leakages and bursts means fewer emergency excavations and more proactive action to tackle leakage in ways which are good for reducing costs, reducing carbon emissions and delivering better outcomes for customers.

“As the exclusive supplier of this progressive technology to the UK’s water industry, we are confident we can revolutionise the ways leakage and network performance are managed, minimising disruption on the network and keeping water flowing to customers’ homes and businesses.”

Andy added: “We’re pleased to be supporting the festival again this year and look forward to meeting people at the reception and throughout the week for more interesting conversations about the power of innovation.”

Glyn Addicott, operations director at Hydraulic Analysis, said “We are delighted to be working with Northumbrian Water in delivering an industry-leading Digital Twin. We will reduce leakage and improve asset performance by monitoring critical supply areas in the region using live hydraulic models driven by pressure, flow, and acoustic data. Our pipeline simulation software, VariSim Delta, is deployed on water networks and trunk mains around the world and we look forward to implementing our proven solution in the UK in this groundbreaking contract.”

Jim Howey, Head of Water Networks for Northumbrian Water, said: “By using this exciting new technology, we can look proactively at leakage – stopping the churn of finding and fixing without knowing the root cause.

“The digital twin is helping us to understand our networks better and has been built based on data we already have along with pressure sensors in pipes.

“By using it, we can look for anomalies and tackle leaks in a much more efficient way – helping to save water and resources across our operating areas.”

Source

‘Forever Chemicals’: What’s the fuss about PFAS?

wow@shazamme.com (Default Author) — Mon, 04 Oct 2021 16:37:27 GMT

Efforts to stem the potential harmful effects of the so-called ‘forever chemicals’ have started to gain traction among experts, decision makers, and other stakeholders in the wastewater and water management industries both in the UK and around the world.

In recent years, Per & Polyfluoroalkyl Substances (PFAS) have become a growing concern for their widespread presence in water, air, sediment, wildlife, and humans at low levels, as well as their persistent, long-range transport capabilities. PFAS are a group of chemicals which are divided into two families, polymer and non-polymers compounds, comprising of a broad group of several thousand chemicals.

Used since the 1940s, PFAS are by design very stable compounds, chemically resistant to oxidation, making them very difficult to break down. Partial breakdown of these compounds to shorter chain variants can be an even bigger concern as these can be new unknown molecules with equivalent or worse toxicity; requiring novel analysis, quantification and remediation approaches.

The most common use of these PFAS compounds is found in some firefighting foams (aqueous film forming foam or AFFF), coating fabrics and textiles, to make non-stick surfaces, paints, polishes and waxes. Because they are water soluble, environmentally persistent and stable, PFAS are very mobile in the environment and, as evidence shows, are known to impact drinking water supplies. Some PFAS compounds have been linked to cancer, liver and kidney damage, and low birth rate, among other illnesses.

While the regulatory landscape for PFAS is both complex and fragmented, there is a concerted global effort to build and enforce regulations worldwide. In recent years, monitoring, regulations, and even bans have been kickstarted by various governments and regulatory bodies including the US Environmental Protection Agency, the European Union, the International Stockholm Convention, and the UK, Welsh and Scottish governments’ Health and Safety Executive and Environment Agency.

The question of how to keep pace with the rapidly evolving requirements is made even more difficult due to the wide range of advisory limits set by different authorities. Testing equipment limitations and sampling contamination pose a challenge. The lack of toxicological studies on PFAS is also a concern with the need to further develop our understanding of both acute and chronic toxicity.

One of the key steps that the industry can take is to measure and understand where they stand with regards to the advisory limits. Then, they can develop mitigation plans way before these limits become regulatory compliance requirements.

Addressing the PFAS challenge needs a well-structured and though-out approach. All PFAS chemicals are not the same and require customised management solutions. SUEZ, a key player in environmental services, is at the forefront of meeting PFAS challenges with its bespoke solutions for its wide range of clients. PFAS contamination can have a direct impact on water utilities and water management companies, and their customers’ health ultimately.

Those that don’t understand the impacts of PFAS to their businesses need proper guidance on how to navigate the complex path to PFAS mitigation. Besides business and process assessments, they require sampling and analysis to identify specific PFAS compounds, which will allow them to identify suitable mitigation routes. Quick solutions, can be validated via laboratory scale testing and piloting, resulting in the development of robust and reliable scaled-up industrial solutions. Importantly, solutions need to be technically and commercially viable and future proofed.

SUEZ is doing this for its customers using the four-element solution development approach — diagnosis, monitoring, remediation, and control. SUEZ has validated and developed its methods based on USEPA 537.1 and USEPA 533. With the recent introduction of the draft USEPA 1633 method for non-potable water and other environmental media, SUEZ ensures that good practices outlined in the method are reflected. It has also developed its targeted methods focusing on the list of PFAS compounds outlined in the Environment Agency Chief Scientist’s Group report of August 2021. Furthermore, customers are supported from the start, all throughout the business impact analysis and development of tailored solutions.

As an environmental company, the SUEZ goal is the complete remediation, removal, and safe disposal of PFAS contamination from water, soil, and air worldwide. With a well-coordinated and united global effort, plus close, multi-tiered partnerships across governments and industries, the PFAS menace has a good chance of being contained, if not booted out of existence..

suez.com/uk

Source

Using digital technology to address the quality and availability of water

wow@shazamme.com (Default Author) — Sun, 03 Oct 2021 16:39:42 GMT

By Alain Dedieu, President, Water & Wastewater at Schneider Electric

We are currently dealing with a crisis of water scarcity, poor water quality, and water supply system limitations and failures caused by climate change. If we want to secure our future, we must address water sustainability along with net-zero goals. We have assumed that there is enough water for everyone for countless centuries. After all, more than 70% of the surface of the Earth is covered by water.

However, just 3% of the water on earth is fresh – suitable for consumption and industrial use. Furthermore, just 0.5-1% of the earth’s freshwater is available i.e. not locked in ice caps, atmosphere or soil. Water has become so rare, that it recently became a traded stock exchange commodity, the ‘new’ oil or gold, as a result of the difficulty of accessing it in certain regions.

Yet, this precious freshwater resource is being used in an unsustainable manner. Take the issue of non-revenue water, which is water that is produced and ‘lost’ before it reaches the customer, due to leaks and mains bursts. While 17% of EU territory is affected by water scarcity, globally, 40-60% of water is lost as non-revenue water. Aside from the loss of this precious water itself, non-revenue water results in greater carbon emissions, costs and inconvenience for all.

The impact of long-term sustainability

The demand for safe, high-quality water for industrial and domestic use is rising even as supply is becoming scarcer. It’s not just the increasing use of water within industrial processes that is an issue – it is what happens to the wastewater produced as a result of these processes.

Just one gallon of paint leaking into the ground can contaminate 250,000 gallons of drinking water. A gallon of gasoline spilt can contaminate 750,000 gallons. It is essential to ensure that we can stop and reverse water pollution – keeping our impact on rivers, lakes and groundwater to a minimum.

Not only is this issue of lost water affecting long-term sustainability, but with water services accounting for 30-50% of local authorities’ electricity consumption, the impact of this sector on broader net-zero goals should not be underestimated. 80% of all water withdrawn in the US is used for cooling power plants and irrigation purposes and in 2019 alone, EU wastewater treatment and discharge plants emitted 27 million metric tons of CO2 into the atmosphere.

Water suppliers and industry must focus efforts on measuring impact. Deploying sustainable solutions to these issues requires data transparency to recognise opportunities to reduce NRW, cut pollution and reduce the industry’s carbon emissions. Without insight as to where impact can be achieved, action is fruitless.

Face the challenge with a clear vision

With the help of digital technology, we can effectively manage all water sources, including groundwater, fresh water, and recycled water, to meet all demand needs. For example, data derived from digital technologies such as IoT, AI and cloud systems can help predict water demand, ensure the quality of supply and respond proactively to challenges.

Today’s digital solutions can help to make the quality, quantity and impact of water visible by ensuring infrastructure works for us, not against us. When we can extract performance data from water’s physical infrastructure we can plug gaps.

For example, advanced data analytics can deliver power monitoring systems that deliver energy savings up to 8%, while leak management systems utilise data from across various systems to detect faults and proactively mitigate leaks. Simultaneously pressure management systems use the information to control network pressure and alleviate stress on pipes.

Such digitally enabled asset management not only reduces NRW but also prolongs the life of infrastructure to reduce costly repair and replacement.

The ultimate team: technology, data and knowledge

Digital tools and data analytics offer unmatched prospects to increase efficiency when considering the size of water usage, for instance by assisting in the reduction of municipal water leaks or assuring effective irrigation in the case of agriculture.

However, this dream will only become a reality if we can build, operate and maintain sustainable and efficient water infrastructure, and manage it through the power of digital.

As a global utility, there are enormous amounts of data, from varied sources that can be harnessed to realise a more sustainable vision of water in our future. However, it requires all involved in the industry to embrace data-driven solutions. Through greater industry collaboration, harnessing cross-sector data and sharing knowledge we can come together to innovate and set new standards for sustainable water supplies.

Time is a crucial resource in the fight to achieve a sustainable future, and we mustn’t let it escape our control. The time is now to adopt cutting-edge digital water cycle management systems to speed up data-driven sustainability plans. Planning, running, maintaining, and optimising water treatment infrastructure through digital transformation will benefit suppliers, customers, businesses, and the environment.

Source

Metrohm releases OMNIS Client/Server

wow@shazamme.com (Default Author) — Sat, 02 Oct 2021 16:41:49 GMT

The laboratory data management platform for safe and efficient collaboration

Metrohm is pleased to announce that the company has released OMNIS Client/Server, the networkable version of the company’s flagship software. OMNIS Client/Server enables companies to collaborate and manage data, instruments, and SOPs in networks.

With OMNIS Client/Server any client of a network can access analyses and results generated by any other client. Data can be exchanged between clients of the same network at a single mouse click.

OMNIS Client/Server can be scaled to accommodate up to 100 clients
OMNIS Client/Server is compatible with all current systems of the Metrohm Titrando family
Any devices with an RS-232 or ethernet interface can also be integrated in OMNIS Client/Server
Clients can continue working for up to 48 hours without losing any data even when the connection to the server is disrupted
OMNIS Client/Server provides a central Audit Trail for complete documentation as per the requirements of FDA 21 CFR Part 11 and Eudralex, Volume 4, Annex 11
Dedicated modes (productive, qualification, and service) allow keeping service data separate from productive data
A long-term support (LTS) version of OMNIS is available for the regulated environment
Customised configurations are possible at each workstation

DOWNLOAD the brochure to learn more about OMNIS Client/Server

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How to Produce Engaging Social Media for Gen Z Candidates

wow@shazamme.com (Default Author) — Fri, 01 Oct 2021 16:44:17 GMT

While it may be difficult to imagine the generation Z cohort succeeding millennials having a major impact on the workforce – with the majority still working their way through higher education and some having barely even left primary school – the reality is, that Gen Zs will make up 27% of teams by 2025.

That’s why tapping into this talent pool, sooner rather than later, will be a key driver of cultural and commercial success for organizations of all shapes and sizes over the coming years. The question is, how?

As digital natives who can’t recall a time on Earth without the internet, Gen Zs are undeniably tech-savvy, which is why social media will be a holy grail to help attract and recruit top-tier talent.

Gone are the days of dry and colorless Indeed listings. Today, it’s all about injecting brand personality into every aspect of your comms, being omnipresent, and tapping into pain points with clear solutions.

The reality is, that Gen Zs know what they want – and are willing to walk away if they don’t get it.

Money-hungry recruitment rogues will tell you that the more you spend on your content, the more value you can drive – but that’s simply not the case.

Gen Zs wants to feel valued

It’s no secret that we’re operating in an employee-driven market. And with such fierce competition fuelling the race to get in front of jobseekers, demonstrating that you understand their needs and desires from the offset is crucial.

In any workplace, Gen Zs want to be seen – both figuratively and literally – and the rising use of social media is only enhancing this expectation of employers. From team-building exercises and company events to shout-outs for individual achievements within your organization, consistently showcasing your people online will be a key driver to help pique the interest of prospective candidates.

When it comes to recruitment ads, this element of value becomes increasingly important. Think of the listing itself as an opportunity to provide practical job information and hammer home on the prerequisites – think holiday allowances, retirement packages, flexible working policies, cultural initiatives, and more – but remember that the follow-up is equally, if not more, important.

The reality is, that 17% of Gen Z applicants will want a job within a week of application. Let them know you want them, and do it fast.

Omnipresence is key

Don’t shy away from using a multi-channel approach. We already know that the threshold of communication requirements for this demographic is higher, so leveraging different platforms to make sure your brand is front-and-center is a must.

But more importantly, make sure content is tailored appropriately to suit the style of each channel, so it doesn’t look like a lackluster copy-and-paste job.

Not every person that stumbles across your comms will be actively looking for a new opportunity – and applying for a new role requires thought and consideration – but by increasing the exposure of your brand you have an opportunity to make a lasting impression on passive candidates too.

If someone feels compelled enough by your content and your values truly resonate with them over a prolonged period of time, they might be inclined to seek out a position at your organization directly.

Make it meaningful

One of the most sought-after focuses for Gen Z jobseekers is an explicit focus on mental wellbeing – according to a recent survey by Employment 4 Students, 68% of 16-24-year-olds see this as a priority in the workplace.

With this in mind, do you have the right support systems, resources, and initiatives available to meet these needs?

We’re not talking about subtle nods to awareness days here, or half-hearted fundraising initiatives to help complete the charity champion tick-box exercise. Instead, efforts need to be focused, and they need to be consistently at the top of the agenda.

One of the most effective and impactful things you can do as an employee to engage Gen Z jobseekers – and to have a positive impact on the world overall – is to promote a culture of acceptance. Create compelling content that not only celebrates open and honest conversations around mental health, but that shows you, as a company, see mental illness as no different from ailments such as cold and flu, sickness, or diabetes.

Adopt a low-pressure approach through referrals

When using social media to market your brand to Gen Z job seekers, it’s not just about public content, but more personal and private content too.

According to data from talent acquisition experts, Yello, almost 62% of Gen Z job applications prefer to explore opportunities based on referrals. Let’s not forget that this cohort has always had access to the world’s information at their fingertips – they’re rightfully cynical and know not everything is always what it seems.

By encouraging existing employees to share company content on their own profiles, and reaching out to prospective candidates via direct message, you’re able to make more trusted hires based on networks of people your teams already know, but slash budgets in the process.

With a collective effort from individuals across the entire scope of your team, your current talent pool could be your company’s best asset when it comes to recruitment.

Don’t forget that Gen Z jobseekers are big on feeling valued, too – and what says, ‘we want YOU!’ more than a direct outreach?

It’s not Earth-shattering, this demographic is just more vocal about their needs. And that honesty is a real tonic in a recruitment landscape that’s uncertain in every sense of the word.

By James Urquhart, Managing Director and Co-founder of Let’s Run Marketing .

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Women in Water: How apprenticeships can help to build a rewarding career

wow@shazamme.com (Default Author) — Thu, 30 Sep 2021 16:47:19 GMT

In the 2019 Women in Water Utilities, Breaking Barriers study, led by The World Bank’s Water Global Practice, it was reported that less than one in five workers in the water sector are women. In this article, Watertrain look closer at the topic and how apprenticeships can help to tackle underrepresentation.

Diversity and inclusion are important to the success of an organisation in any sector, yet less than one in five workers in the water sector are women, according to the World Bank, and a further report found women make up only 29.1% of the water sector’s workforce, in comparison to 47.3% of women in the UK’s workforce across all sectors.

There is strong evidence to highlight the benefits of building a diverse workforce, as highlighted in a previous Watertrain article , including findings that organisations with an even gender balance are 25% more likely to outperform those who do not. The ability to improve productivity, creativity, and innovation through diversity in the water sector has never been more essential. Through different experiences, backgrounds and educations in technical and managerial teams, the water sector can enable more effective problem-solving.

What can the water sector do to improve gender balance?

Modern apprenticeships offer an opportunity to attract both newcomers to the sector and progress the skills of those already in the workforce.

In the first instalment of Watertrain’s Women in Water series, Lola Campbell of South West Water shared how an apprenticeship helped her career:

“The apprenticeship gave me the strong foundation of operational knowledge needed for me to succeed in this role. I was conscious that as a young female manager at just 24, I had a lot to prove.

If I had gone to University, I would never have ended up doing this job, I would not have found this role – this is what the apprenticeship has given me. I am now an Area Manager and loving my role. The apprenticeship was a crucial ingredient in allowing me to go from an entry level role to having a great career path. I’m doing a job I’m proud of, a role I’ve trained for. Without the apprenticeship I wouldn’t be here.”

Watertrain are proud to be supporting a wide range of learners to build rewarding careers in the water sector through apprenticeship training. Keri Davies, Managing Director of Watertrain, commented:

“Our apprentices are excited to learn and see the benefit of their training and how it helps support career progression. Our apprenticeship programmes support learners from all backgrounds, with a variety of needs, providing effective training that leads to the majority of apprentices gaining additional responsibilities or receiving a promotion.”

If you would be interested in learning more about Watertrain’s range of apprenticeships and training programmes for the water sector, visit www.watertrain.co.uk .

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New webinar series explores how to get the most out of TOC water analysis

wow@shazamme.com (Default Author) — Wed, 29 Sep 2021 16:50:28 GMT

TOC and TNb are important indicators in the process of wastewater treatment and monitoring to assess the organic matter contamination (TOC) as well as the eutrophication potential (TNb) in the water. The analysis of the TOC and TNb content in particularly saline solutions, particle-containing samples and solids are among the greatest challenges in wastewater analysis. A new webinar series launching in August 2022 will explore how laboratories can deliver the best results and processes from their TOC analyses.

The webinar series will be delivered by Elementar UK, the elemental analysis experts behind the enviro TOC platform. The presentations will provide vital insights into how analysts can get the most out of TOC analysis in various crucial applications, including wastewater, surface water, seawater and soil assessments.

The first in this webinar series will be held on August 2nd 2022, and will be entitled “ Overcoming the challenges of TOC and TNb determination in environmental & wastewater”. The webinar will be hosted by Dr Calum Preece, Elementar Environmental Market Manager who will explore the best methods for TOC and TNb determination in environmental and wastewater, and discuss the benefits of TOC compared to traditional COD and BOD methods

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FREE WEBINAR: IC-ICP/MS Analysis of Trace Chromate

wow@shazamme.com (Default Author) — Tue, 28 Sep 2021 16:52:47 GMT

Wednesday 27th July 1pm

Metrohm USA will host a webinar titled IC-ICP/MS Analysis of Trace Chromate . This webinar will contribute to addressing the public health issue by presenting a robust and sensitive method for the determination/speciation of chromium(VI) and chromium(III) in tap water.

By dedicating themselves to the problem, academics and analytical chemistry experts have delivered a creative, practical and incredibly effective approach to chromium analysis that doesn’t sacrifice selectivity or sensitivity. Since chromium can exist in two forms, with one of them highly toxic, separation of the different chromium species is a critical first step in the analysis followed by use of an optimal detector.

Join Chris LeValley, research contributor and chemistry major at the University of Wisconsin Parkside, and learn how he combined ion chromatography (IC) with ICP-MS to develop a robust and senstitive method for the determination of Cr(VI) and Cr(III) in tap water.

In addition to understanding how to run the hyphenated system, Chris will also share information regarding detection limits, spike and recovery results, as well as system stability. A basic overview of IC and ICP/MS will be given, with an emphasis on how the two techniques complement each other.

You will also hear from and get the chance to interact with a panel of additional experts who will be ready to answer your questions during the live Q&A session.

Don’t miss this opportunity… register for this webinar today!

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VEGA officially open their new building

wow@shazamme.com (Default Author) — Sun, 26 Sep 2021 16:56:11 GMT

Isabel Grieshaber VEGA CEO and Ray Tregale UK MD cutting the ribbon to declare the building open

After a ‘slightly COVID delayed’ build and hand-over, it meant the official opening had to be slightly delayed too. Fortunately this also coincided with the 40 ^th anniversary of the founding of VEGA UK, so a celebration was well overdue

On May the 25 ^th 2022, guests from all over the UK, Ireland and Germany were welcomed to the new UK headquarters, with the event beginning with a welcome reception in the new training and demonstration areas. The building, named Metior House, was officially declared open and the ribbon cut by Isabel Grieshaber the CEO of VEGA Grieshaber KG and Ray Tregale the UK Managing Director.

After an enjoyable lunch and music in the new cafe, guests toured the building, sampling products, as well as learning about the varied industries that VEGA are engaged in. It was then followed by an evening gala dinner with music and entertainment.

Managing Director Ray Tregale said, “Along with our exciting product portfolio, this high quality building is our vision and investment for the long term. We have carefully designed a spacious office, service centre, flexible training and seminar facility for generations to come.” He added, “It demonstrates our ongoing commitment to support our colleagues, product users and engineers from all industries.”

Metior House is located in a beautiful area of East Sussex countryside, yet within easy range of Gatwick airport, the M25 and railway connections to London. For motorists there is plenty of parking and EV charging available on site.

This award-winning, carbon-neutral building features ample working space to provide support and service for everyone. “We’re already busy hosting seminars and training courses for all types businesses, the feedback has been excellent, we’re looking forward to welcoming many more people here.” Ray concluded.

Web: www.vega.com/uk

Email: info.uk@vega.com

Call: 01444 870055

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Building Employer Brand at a Manufacturing Brand

wow@shazamme.com (Default Author) — Fri, 24 Sep 2021 16:59:28 GMT

Ball Corporation is a leading figure in the aluminum manufacturing industry: It manufactures 50% of aluminum cans in North America, along with household products and aerospace technology. However, it hasn’t released a new customer-facing product in 25 years.

That’s changing with the launch of its new, infinitely recyclable aluminum cup . This new product offers an alternative to the plastic cup and can be recycled as you would an aluminum can. The company’s hope is that consumers will reuse the cups when refilling their drinks, reducing plastic waste.

Leading employer brand through these historic changes is Heidi Myers, Director of Global Talent Acquisition at Ball. Myers and her team have embraced this spike in visibility as an opportunity to frame the brand as part of something bigger. This framing, Myers hopes, will attract the next generation of great talent to Ball.

Putting the Brand on the Map

Ball’s product launch coincides with another monumental event for its brand visibility: It’s just received the naming rights to a sports arena (formerly the Pepsi Center) in Denver, Colorado, where Ball is headquartered. The move is part of a partnership with Kroenke Sports & Entertainment and another outgrowth of Ball’s sustainability efforts.

Ball Arena’s presence in Denver is a huge step for brand awareness. Myers and her team see a tremendous opportunity to cultivate name recognition during home games and other events and sharpen their competitive edge as an employer.

A Spike in Visibility Leads to a Spike in Growth

What has all this headline-grabbing change done for Ball’s growth? A lot: The company is experiencing a 200% growth increase in North America alone and recently opened three new manufacturing plants. Ball’s team now encompasses roughly 18,000 employees around the globe.

This rapid expansion poses some exciting challenges for Myers and the talent acquisition team. New plant openings mean attracting talent to locations where Ball hasn’t recruited before. The secret to keeping pace with all this growth, according to Myers, is activation. “Don’t underestimate activation,” she says. “Any resources you can dedicate to it, do it.”

Myers recognizes the central role that employer brand and talent acquisition play in Ball’s future as an innovative, rewarding employer: “Talent acquisition is the backbone of an organization. Without good people, your organization is not going to grow.”

To follow Heidi Myers’s work in employer brand, connect with her on LinkedIn . For help gathering data and insights you can act on to improve your own company, get in touch .

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