About 18 months ago, the Awwa Research Foundation funded a study of the coming generational change in the water utility workforce titled "Succession Planning for a Vital Workforce in the Information Age". Recognizing that this problem was not unique to water utilities, the Water Environment Research Foundation elected to co-fund the study. The study is in the process of being prepared for publication. Major elements of the study included: an analysis of workforce demographic trends and forecasts; a survey of water and wastewater utilities involving a number of issues related to succession planning, training, and a variety of issues that affect a utility's ability to proactively manage through generational change; a workforce planning model designed specifically for water and wastewater utilities was developed and pilot tested at two utilities; an approach to developing training programs was demonstrated at two utilities - one for water operators and one for wastewater operators (this was done in conjunction with the National Center for Construction Education and Research); the loss of tacit (undocumented) knowledge emerged as a major concern, therefore a method for capturing such knowledge during a short period of time was developed and pilot tested at a water and wastewater utility; and, to guard against losing large amounts of tacit knowledge, integrate knowledge management techniques into the management of the utility. A knowledge management toolkit based on the "Circle of Knowledge" approach was developed. In addition, there are modules presenting operations and maintenance skill sets, merit pay, becoming an "employer of choice" and other topics of interest. This paper presents a summary of project findings. Includes table.