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Texas Water Utilities Association Regional Training

2026 REGIONAL SCHOOL SCHEDULE

(Not all regions offer Surface 1 which is a 24 hour class these above dates reflect all regions starting on Monday and offering 24 hour classes. Once we receive all the schools fliers we will post if in fact the school begins on Monday at 1:00 or Tuesday at 8:00 )

Check the TWUA Website for the most up-to-date information related to TWUA Regional opportunities. If travel and being in crowds cause you concern or your employer has not approved travel, please look at the TWUA Computer Based Training options.

(https://twua.org/online-class-dates)

Annual School – The dates for the 108th Annual School are July 27th – 30th, 2026. Tuesday, July 27th, at 8:00 a.m., all training classes begin. The ability to pre-register for the 108th A.S. will be made available as soon as possible. * July 27 – 30, 2026, Annual School

TEXAS WATER UTILITIES JOURNAL

( ISSN – 1051709X) is published monthly by the Texas Water Utilities Association, located at 210 E. Hwy 79, Hutto, Texas 78634 for Operators, Engineers, Managers, Laboratory technicians, Customer service personnel, Vendors, and other Professionals employed in, or interested in, the water and or wastewater industry.

Ten dollars of each annual membership dues payment to the Texas Water Utilities Association pays for a subscription. Nonmember subscriptions price: the USA $100.00 per year; $10.00 per single copy

$125.00 per year outside the USA. Periodicals Postage Paid In Hutto, Tx. And Additional Mailing Offices.

The Texas Water Utilities Association is wholly independent, and is not affiliated with the American Water Works Association, the Water Environment Federation, or any other National Organization.

Postmaster: Send address changes to: Texas Water Utilities Association – Journal 210 E. Hwy. 79, Suite 101, Hutto, Texas 78634.

The Texas Water Utilities Association Journal is not responsible for facts and or opinions expressed by contributors or in advertisements herein. Editorials and comments do not necessarily represent the official policy of the Texas Water Utilities Association.

All inquiries should be directed to: Texas Water Utilities Association, 210 E. Hwy. 79, Suite 101, Hutto, Texas 78634. Phone 512-459-3124. Any materials accepted for publication is subject to revision and editing At the discretion of the publisher.

MANAGEMENT COMMITTEE:

Vicente Carrizales – Chair of Management

David Hinshaw – President

Bill Brown – President Elect

Travis Turner – Vice President

Clarence Wittwer – Past President

Jim Siddall - Past President

Ric O’Conner – Vendor Rep. Ex. Officio

Russell Hamilton – Executive Director

PRESIDENT'S MESSAGE: June 2026

David Hinshaw, TWUA President

“TWUA is more than an association; it’s a family.”

As we move into the summer months, I continue to be inspired by the dedication, professionalism, and spirit of service that define the Texas Water Utilities Association. The first half of 2026 has been filled with opportunities to connect with members across the state, and each visit reinforces what makes TWUA such a special organization. Whether through regional schools, district meetings, training events, or simply conversations with fellow members, I am continually reminded that our greatest strength is our people.

The water and wastewater professionals of Texas face new challenges every day. Population growth, aging infrastructure, regulatory requirements, and workforce development continue to demand our attention. Yet through it all, TWUA members consistently rise to the occasion. Your commitment to providing safe, reliable water and wastewater services is essential to the health and well-being of the communities we serve.

One of the greatest privileges of serving as your President is the opportunity to travel throughout Texas and spend time with our members. Recently, I had the opportunity to attend the North Central Texas RegionalSchool in Arlington. As always, the training, networking, and fellowship were outstanding. I especially enjoyed visiting with everyone at their 4th Annual Utility Industry

Appreciation Night. Events like these remind us that while training and education are critical to our success, building relationships and recognizing the people who make our industry strong is equally important.

Throughout this year, I have had the privilege of attending regional schools across Texas, including thePanhandle Regional School, the Southeast Texas Regional School in Beaumont, the Central West TexasRegional School in Abilene, and now North Central Texas in Arlington. Each region brings its own unique culture and strengths, but they all share the same commitment to excellence, education, and service.

As I write this message, I am preparing to attend the Central Texas Regional School in Killeen. I am looking forward to spending time with members during the Meet & Greet as well as the Cornhole and Darts Tournament. These gatherings provide a great opportunity to connect with members outside the classroom setting, strengthen relationships, and celebrate the fellowship that has always been at the heart of TWUA.

Of course, the highlight of the summer is just around the corner. Our Annual School will be held in Waco beginning July 27, 2026, and I encourage every member to make plans to attend. The Annual School represents the very best of what TWUA has to offer—highquality training, industry-leading instructors, valuable networking opportunities, and the chance to reconnect with friends and colleagues from across the state.

If you have not yet registered, I encourage you to do so

today. Whether you are attending for continuing education, certification opportunities, leadership development, or simply to connect with fellow professionals, the Annual School offers something for everyone. I look forward to seeing you there and continuing the conversations that help make our association stronger.

Education remains the foundation of TWUA’s mission. Every certification earned, every class completed, and every lesson shared contributes to a safer and more resilient water and wastewater industry. As Texas continues to grow, the need for trained and knowledgeable professionals becomes even more important.Through our regional schools, district programs, and Annual School, TWUA remains committed to providing the education and resources necessary for success.

Beyond technical training, TWUA continues to thrive because of member engagement. The volunteers, instructors, district officers, regional leadership teams, vendors, and countless members who dedicate their time and talents to this association are the reason for our success. Your willingness to serve ensures thatTWUA remains one of the strongest and most respected utility associations in the country.

I encourage every member to find ways to become involved. Attend a district meeting. Volunteer at a school. Mentor a new operator. Join a committee. Share your experiences with others. The future of our association depends on members who are willing to invest in the next generation of water and wastewater professionals.

As we continue through 2026, our theme remains as relevant as ever: Communicate Better, EngageDeeper, and Live in Balance. These words are more than a slogan; they represent a roadmap for personal and professional growth. By communicating openly, engaging actively, and maintaining balance in our lives, we strengthen ourselves, our organizations, and our communities.

TWUA has always been grounded in the values of God, Family, and Profession. Those principles continue to guide us today. The work we do is important, but it is the people around us who make that work meaningful. I encourage each of you to take time this summer to appreciate your families, support your colleagues, and celebrate the impact you make every day.

Thank you for your dedication to TWUA and to the communities you serve. I look forward to seeing many of you in Killeen and, most importantly, in Waco on July 27th. Register today, and I’ll see you there!

God bless you, your families, and the important work you do.

- David

by Russell Hamilton, TWUA Executive Director

Father, we acknowledge you and bow our heads in respect as we humbly say thank You, and proclaim that You are the creator. We take comfort in knowing that You remain in charge and in control of life as we understand it. We need You, and we welcome You, in all we do. We come into Your presence seeking Your grace, calm, guidance, and forgiveness. Father, we pray for Your mercy and Your grace as we ask that You guide, direct, protect, and bless TWUA and its members. Father, thank you as we offer praise in the name of Jesus. Amen

The drought remains a concern in parts of Texas. While some areas are experiencing rain, many watersheds still remain dry, and reservoirs remain low. In West Texas, Lake Spence is at 11.3 % ( 0.0 %), White River is at 27.5 % (+ 1.8 %), and in the Panhandle, Lake Meredith is at 44.0 % (-0.5 %). Greenbelt is at 6.5 % (+ 3.7 %). For a full view of current lake levels, visit waterdatafortexas.org. For

ANNUAL SCHOOL Waco, Texas | July 27 - 30, 2026 BEST OPTION FOR 2027

July 26 - 29, 2027

The July dates might affect attendance since they are the week before the TCEQ Drinking Water event, but there is limited flexibility.

Visit the TWUA website to access our Regional School events or live in-person training for 2026.

some, the drought has never truly ended.

We are proud to report that the North Central Texas (Arlington) Regional training events was a success. The board did a great job. For those with immediate training needs, the Central Texas (Killeen) Region is June 9th 2026. The boards appreciate all the support and hopes to assist with your operator training needs.

The Central Texas (Killeen) Region is the week of June 9th, 2026, and the board extends a hearty welcome and encourages you to consider their regional event for your training needs.

The Central Office continues to receive inquiries about RESILIENCY TRAINING. Resilience emerged after Winter Storm Uri exposed vulnerabilities in some entities. TCEQ enacted rule changes to bring these vulnerabilities and needs to the forefront of Public Water Supplies. Every Water Operator (and those new to water) MUST complete an approved two-hour resiliency overview training session. This overview is essential for renewing, advancing, or obtaining a new license. Confusion seems to stem from future license renewals. The current rule states that each time a water license is renewed, a resiliency training class must be completed during the three-year period the license is in effect. The resiliency training must come from a different module. In other words, there are six modules, and operators are credited only once per module. An operator can take all modules back-to-back and receive training credit. However, when the water license renews, the operator will be tasked with finding a training course from a different source, such as NIMS.

The Story Goes Something Like This –

Life Is Not Measured by How Long We Live, but by How Well We Use the Time We Are Given.

Every person is given the same 1,440 minutes each day,

yet tomorrow is promised to no one. There is no guarantee how many days they will receive. Some live for many decades, while others leave this world far too soon. Because of this, the true measure of a life cannot be found merely in its length, but in its purpose, impact, and meaning.

A long life without purpose can leave little behind. Conversely, a shorter life filled with love, service, courage, and integrity can influence generations. History is filled with individuals whose years were limited, yet whose contributions continue to inspire long after they are gone.

Understanding that our time is finite changes our perspective. It encourages us to invest in relationships rather than possessions, character rather than reputation, and service rather than self-interest. It reminds us to speak words of encouragement, to forgive, to pursue worthy goals, and to spend time with those we love.

Too often people postpone their dreams, assuming there will always be another tomorrow. They plan to take the trip, make the phone call, mend the relationship, or pursue their passion “someday.” Yet someday is not promised. The awareness that life is temporary can become a powerful motivation to live intentionally today.

At the end of life, few people wish they had spent more time worrying, complaining, or accumulating more things. Most reflect on the people they loved, the lives they touched, the challenges they overcame, and the difference they made. Their greatest treasures are often memories, relationships, and acts of kindness (expecting nothing in return).

The value of life is not counted in years but in moments that mattered. It is found in the encouragement given to a struggling friend, the sacrifice made for family, the integrity maintained when compromise would have been easier, and the service offered to others.

Life is a gift measured not by its duration but by its contribution. Therefore, live with purpose, love generously, serve faithfully, and make every day count. For when our time is finished, the question will not be how long we lived, but how well we used the time we were given.

As Andy Dufresne in Shawshank Redemption put it – “Get busy living or get busy dying”. Life is a choice between actively pursuing dreams, hope, growth, and purpose—or passively giving up and letting circumstances define you.

Stay Safe, and Remember – we do not need all the operators in Texas to be members of TWUA – JUST YOU! ! !

-Russell

GOVERNMENT DOESN’T HAVE A TRAINING GAP. IT HAS A TRANSFER GAP

By Deadra Welcome, Govloop

simply delivering training to intentionally supporting learning

Here are five strategies that can help close the gap between training and workplace performance.

1. Align Learning to Operational Challenges

Training should begin with the business problem, not the

Before designing or delivering learning, What workplace challenge are we trying What behaviors need to change?

What would success look like operationally?

Learning becomes far more meaningful when employees clearly understand how it connects to mission outcomes, collaboration, service delivery, leadership effectiveness, or

2. Equip Managers to Reinforce Learning

Managers play a critical role in whether learning survives

Employees are more likely to apply new skills encourage experimentation create opportunities for practice model the behaviors themselves

Without reinforcement, even strong learning experiences can fade quickly under daily workplace pressures.

(continued on page 10)

(continued from page 9)

Learning transfer is not solely the learner’s responsibility. Leadership support matters.

3. Design for Application, Not Information Overload

Too often, training programs prioritize content coverage over practical application.

Employees do not need more information. They need opportunities to:

• practice

• reflect

• discuss

• solve problems

• apply learning to real workplace situations

Sometimes, less content with deeper application creates a greater impact than attempting to cover everything at once.

Designing for participation is just as important as designing the content itself.

4. Create Cultures Where Learning Feels Safe

One of the biggest barriers to workplace learning is fear. Employees may hesitate to:

• ask questions

• admit mistakes

• practice new skills

• offer ideas

• challenge existing approaches

When people fear embarrassment, criticism, or negative consequences, learning becomes performative instead of transformational.

Organizations that strengthen psychological safety create environments where employees feel more comfortable learning, growing, and contributing openly.

5. Measure More Than Attendance

Completion rates and satisfaction surveys only tell part of the story.

• Agencies should also examine:

• behavior changes

• collaboration improvements

• leadership effectiveness

• employee confidence

• knowledge sharing

• operational impact over time

The goal is not simply to prove that training occurred. The goal is to determine whether workplace performance improved as a result.

Government workforce development is evolving rapidly. Agencies are being asked to build adaptable, collaborative, and resilient workforces while navigating constant change and increasing complexity.

Training alone cannot accomplish that mission.

However, intentionally connecting learning experiences to culture, leadership, application, and performance can help organizations create a more meaningful and sustainable impact.

The future of workforce development is not just about delivering learning. It is about helping the learning live beyond the classroom.

DEALING WITH DIFFICULT STAFF: A LEADERSHIP CHALLENGE

AND OPPORTUNITY

Every organization, regardless of size or industry, will eventually encounter difficult staff members. In public utilities, private businesses, government agencies, and nonprofit organizations, leaders and supervisors must learn how to address challenging employee behaviors while maintaining productivity, morale, and professionalism. Dealing with difficult staff is one of the most demanding aspects of leadership, yet it is also one of the most important. How leaders respond to difficult employees can have a significant impact on workplace culture, team performance, and organizational success.

The first step in dealing with difficult staff is understanding that difficult behavior can take many forms. Some employees may be argumentative and resistant to change. Others may display negative attitudes, gossip excessively, miss deadlines, refuse accountability, or create conflict among coworkers. Some may appear disengaged, unmotivated, or unwilling to follow procedures. While these behaviors can be frustrating, effective leaders recognize that the behavior itself is often a symptom of a deeper issue.

Before taking corrective action, supervisors should seek to understand the root cause of the problem. Employees may be struggling with personal challenges, unclear expectations, inadequate training, workplace

stress, or dissatisfaction with their role. In some cases, what appears to be defiance may actually be confusion or a lack of confidence. Taking the time to listen and understand the employee’s perspective can help leaders address the real issue rather than merely treating the symptoms.

Communication is one of the most powerful tools available to leaders dealing with difficult staff. Problems rarely improve when ignored. Avoiding difficult conversations often allows issues to grow larger and more disruptive over time. Effective supervisors address concerns promptly, privately, and professionally. The goal should not be to criticize the employee but rather to discuss specific behaviors and their impact on the team or organization.

For example, instead of saying, “You have a bad attitude,” a supervisor might say, “I’ve noticed several occasions where negative comments during meetings have discouraged team discussions.” Focusing on observable behaviors rather than personal traits helps keep the conversation objective and productive. Employees are more likely to respond positively when they feel they are being treated fairly and respectfully.

(continued on page 12)

(continued from page 11)

Clear expectations are equally important. Employees cannot be held accountable for standards that have never been clearly communicated. Leaders should ensure that job responsibilities, performance expectations, workplace policies, and behavioral standards are understood by all staff members. When expectations are clearly defined, it becomes easier to address performance issues and measure improvement.

Consistency is another critical leadership principle. Difficult employees quickly notice when rules are applied unevenly. If one employee is allowed to arrive late repeatedly while others are disciplined for the same behavior, resentment and morale problems are likely to develop. Consistent enforcement of policies helps establish credibility and trust. Employees may not always agree with decisions, but they are more likely to respect leaders who are fair and consistent.

Documentation is often overlooked but can be invaluable when managing difficult staff. Supervisors should maintain accurate records of performance concerns, coaching sessions, attendance issues, and disciplinary actions. Documentation provides a factual basis for discussions and helps ensure decisions are based on evidence rather than emotion. It also protects both the employee and the organization if further action becomes necessary.

Leaders should also recognize the importance of positive reinforcement. While difficult employees often require corrective feedback, supervisors should not overlook opportunities to acknowledge improvement and success. People generally respond better when their efforts are recognized. A sincere compliment for improved performance or a positive attitude can reinforce desired behaviors and encourage continued growth.

Patience plays a vital role as well. Behavioral change rarely occurs overnight. Employees may need time, coaching, and support to develop new habits and attitudes. Effective leaders balance accountability with encouragement, helping employees succeed while maintaining appropriate standards. However, patience

should not be confused with tolerance of ongoing misconduct. If an employee refuses to improve despite coaching, training, and support, stronger corrective action may become necessary.

Team dynamics should also be considered. One difficult employee can negatively impact the entire workforce. Chronic negativity, conflict, or poor performance can lower morale and reduce productivity among otherwise dedicated employees. Leaders have a responsibility not only to the individual employee but also to the team as a whole. Addressing problems promptly demonstrates commitment to maintaining a healthy and productive work environment.

Perhaps the most important quality for leaders dealing with difficult staff is professionalism. Emotional reactions, public criticism, sarcasm, or personal attacks rarely solve problems. Professional leaders remain calm, respectful, and focused on solutions even when dealing with challenging situations. They understand that leadership is not about winning arguments but about guiding people toward better performance and behavior.

Ultimately, dealing with difficult staff is not simply about correcting problems—it is about developing people. Some of the most valuable employees in an organization may have experienced periods of struggle before receiving the guidance, coaching, and support needed to succeed. Effective leaders view difficult situations as opportunities to mentor, teach, and improve both individuals and the organization.

When handled with fairness, consistency, communication, and professionalism, difficult employee situations can often be transformed into success stories. While not every outcome will be perfect, leaders who address challenges directly and constructively create stronger teams, healthier workplaces, and more successful organizations. The true measure of leadership is not how we manage easy situations, but how we respond when people and circumstances become difficult.

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making Please continue to be safe out there and know that we are with you. Much respect and thank you!

making Please continue to be safe out there and know that we are with you. Much respect and thank you! Environmental Group Southwest would like to send a big THANK YOU to all the essential workers and water professionals risking their own health to keep us safe and keep our state going. We know it is not easy to be ready to work 24/7 during natural disasters like storms and floods, but especially during new and unfamiliar situations like the COVID-19 pandemic.

Your efforts are greatly appreciated and you all should be proud of yourselves and the difference that you are

There are no words to accurately express our gratitude. Your efforts are greatly appreciated and you all should be proud of yourselves and the difference that

Environmental Group Southwest would like to send a big THANK YOU to all the essential workers and water professionals risking their own health to keep us safe and keep our state going. We know it is not easy to be ready to work 24/7 during natural disasters like storms and floods, but especially during new and unfamiliar situations like the COVID-19 pandemic. EGSW

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TEXAS WATER UTILITIES TRAINING SCHEDULE

To register for any TWUA Training Classes – the preferred method of registration is using the online computer based electronic process, activated by clicking on specific event(s). For those who do not have internet as an option you may complete the registration form and fax to (512) 459-7124 and additionally you may contact TWUA Central Office @ 888-367-8982. Please Note – Due to recent increases for training materials, class costs have changed. Early Bird preregistration is defined to mean 30-days prior to any training event. All registrations received after the Early Bird period must pay additional registration fee. Central Office strongly encourages everyone to take advantage of the Early Bird pricing and utilize the computer based (electronic) registration.

20-Hour Classes: (Early Bird Pre-registration) $325 member $425 Non-member Onsite $375 member $475 Non-member

24-Hour Classes: (Early Bird Pre-registration) $385 member $485 Non-member Onsite $435 member $535 Non-member

ONLINE CLASS DATES

TWUA LIVE, INSTRUCTOR LED - COMPUTER BASED TRAINING

https://twua.org/events/event_list.asp?show=&group=&start=4%2F14%2F2026&end=&view=&cid=26484

REGIONAL SCHOOL DATES

TWUA IN PERSON TRAINING

https://twua.org/page/RegionalSchools

TRAINING CALENDAR ALL TWUA SCHEDULED TRAINING

https://twua.org/events/event_list.asp?

TEXAS WATER UTILITIES ASSOCIATION

Individual Membership Application

Use this form to:

1) Join TWUA "At Large"

2) Join TWUA and a District/Chapter

3) Renew your TWUA Membership

Please Print Clearly

Application for:

o Active Member

o Full-Time Student

o Retired Member

o Membership Renewal

o New Member

"At Large" or District/Chapter Name:

Membership for year 20____

Name:

SS# _______ - _______ - __________

Home Address:

City: State: Zip:

Home Phone: ( )

Work Phone: ( )

E-Mail Address:

Employer:

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Amount of Dues Enclosed: $

Signature of Member:

Today's Date:

A portion of your TWUA Dues is allocated for a subscription to the Texas Water Utilities Journal.

Submit all dues to the TWUA Central Office: TWUA Central Office, 210 East Hwy. 79, Suite 101, Hutto, Tx. 78634

For more information, Ms. Adee at: 512-279-8129. Fax: 512-459-7124.

BACKFLOW PREVENTION ASSEMBLY TESTER

ADKISON, HOLLY BREWER

ALDAPA, MARK FITZGERALD

ATKINSON, JOSHUA THOMAS

BRADLEY, JOEL

BROWN, JIM

BURRIS, KALEB BRYCE

BUTLER, THOMAS WALKER

CASTORENA, EDUARDO

ENRIQUEZ, RICARDO

ESQUIVEL, ANTHONY MIGUEL

GARCIA, MANNY

GARCIA, ROGER ROSAS

GERMANY, SENJUN

GODINEZ, GABRIELLE

GOODLY, JARVIS RAMON

GRANELLO, HELEN LUCIA

GREGORY, DEREK WYATT

GROFF, ROYCE A

HERNANDEZ, ALICIA FRANCESCA

HERNANDEZ, ROSENBERT ANTHONY HERRINGER, JERRY ALLEN

HOUSE, TROY M

JUAREZ, KEVIN ANDREW

LANE, WYATT ASHLEY

LEAL, ANTONIO G

LEDBETTER, CHRISTOPHER DEAN

LEONARD, JAXON DON LINDSEY, JOSEPH MANNING, STEVEN

MARTINEZ, JESUS ANTONIO

MARTINEZ, JOSEPH N MASON, JACOB BRYAN MCNEEL, TYLER WARREN MITCHELL, KEVIN

MOORE, ZACHARY TYE

MORALES-DOMINGUEZ, JOEL

NEEL, DAVID JAMES

NICASIO, VICENTE

NIX, RANDALL

OMANA, JOSUE

PELZEL, CLAYTON LAYNE

PETERSON, DWIGHT NATHAN

PRYE, TRAVIS TAYLOR

RICHARDS, VAUGHN IAN

RIOS, RYAN

ROBLES, JIMMY

ROGERS, ISIS

SANTOS, APOLONIO

SHOOPMAN, DAVID ALEXANDER

SPIVEY, STUART

STAMM, HUNTER L

STORY, AUSTIN BRYAN

STRIETER, CHAD WILLIAM

TAIWO, JAMES GBENGA

TAVARES, LUCCA CARDOSO

TAYLOR, JAKE RANDOLPH

WAGONER, BRIAN L JR

WEST, STANLEY LEO

WISE, JOHN WESLEY

WOODY, CLAYTON DANIEL

YKEMA, MATTHEW

YOUNG, MUSA

CUSTOMER SERVICE INSPECTOR

ARIAZA, GERALD ALAN

AYUYU, PAULDANIEL

BARRERA, ALFONSO

BEATTY, BOBBY A

BERRONES, HECTOR ALEJANDRO

CHEATHAM, DAKOTA LEE

CLARK, JONATHAN

DAY, MARCUS BOYD

GOMEZ, ALFONSO

GONZALEZ, HERIBERTO LOISELLE, EMILY ANNE

MARTINEZ-GUERRERO, JOSE

FERNANDO

MCCONATHY, JACOB

RANDOLPH, BENJAMIN SETH

RODENBURGH, JAMES D

STOWE, DAMIEN MYLES

TREVINO, JOE ANDREW

GROUND WATER

TREATMENT OPERATOR

CLASS B

BRYAN, CODY E

CLASS C

ALLEN, MATTHEW W

BARRIENTOS, EINE

BRANAM-MATTES, GLENN L

CAMPOS, ALEJANDRO

CARLOCK, ROBERT

COLEMAN, ANDREW M

DAVIS, RICKY WAYNE

DAWSON, TYLER

DURHAM, TYRONE

ERVIN, JOHNNY

FRANCIS, STEVEN

GARCIA, BRIAN

GRANT, CHRISTOPHER

HERNANDEZ, MICHAEL PAUL JONES, COLTON LEE

LIVELY, CLAUDIUS W

MAHER, STEPHEN J JR

MARQUEZ, ANTHONY

MEDINA, VICTOR ELIAS

NAUNGAYAN, DYLAN KALAI

ONTIVEROS, FRANCISCO RAMIREZ III

PEREZ, RODRIGO

PIERCE, MICHAEL COLTON

RAMEY, TIA M

SCHNEIDER, TYLER EDWARD

SIGLER, DALTON R

SMITH, LUKE

WARNER, GREGORY II

WATSON, DERRIC

WILLS, JAMES W

SURFACE WATER TREATMENT OPERATOR

CLASS B

COOPER, DEMOND ONIEL

KWAN, JONATHAN MONTES, ANTHONY TYLER, GREGORY LYNN

CLASS C

BOCANEGRA, ALEC M

CARR, HERMAN CHARLIE FLETCHER, CHARLES FLOHR, TONI

FLORES, BRYAN

GRAYDON, CONOR AVERY

HENRY, ROBERT

JACKSON, JAMES ROBERT

KAHLA, KRISTOPHER NEIL

KELLEY, TIMOTHY

LEWIS, CARL MICHAEL

OCHOA, HARIM

PERKINS, JAKOBE

RAMIREZ, ARMANDO

REAMES, JONATHAN D

RIOS, CHRISTIAN

SINGER, ROBERT DAVID

STEHOUWER, JACOB

YOUNG, CAMERON SCOTT

ZUBIA-BUENO, IVAN

WATER DISTRIBUTION OPERATOR

CLASS B

ALVAREZ, MATTHEW ALEXANDER

CARTER, COLBY A CHRISTIAN, STEFFANIE

GONZALES, CARLOS J

GONZALEZ, JAVIER

GONZALEZ, SAMUEL

HUDSON, ZACHERY

MARTINEZ, FERNANDO

MORGAN, RICHARD STEPHEN

OBREGON, FRAY

SAMPLE, AUTHOR J

STANTON, CHRISTOPHER B

CLASS C

ACEVEDO, ANTHONY

ALLEN, MATTHEW E

ARGUMEDO, MARTIN

ARREDONDO, JOSE S

BARRON, KRISTOPHER GLENN

BARRONVILLA, DELFINO

CARDENAS, JEREMY EDWARD

CATANACH, PHILLIP ANDREW

COIN, AXEL JAY

COLUNGA, JOSEPH

COPELAND, THOMAS L

CRUTCHER, JEREMY SCOTT

FLEMING, KATHRYN

FOURNIER, DENNIS

GARCIA, SILVESTRE

GORDON, JOSEPH JR

GUERRA, LONNIE JOE

HARRIS, RICHARD W

HENAGER, WACEY HENNIG, CORY

HERNANDEZ, RENE MAURICIO

HUERTA, BRYANT

JONES, KALEB

JORDAN, JAMES

LADUE, JARRET

LAMPKIN, BRANDON OSHUN

LESTER, JERAD KINLEY

MARAVILLA, ADAN A

MARTINEZ, JAIME F

MARTINEZ, JONATHAN

MCLEAN, STEPHEN

MORENO, REYNALDO

MORGAN, TYRELL SCOTT

NIX, BARRY THOMAS

OVERBY, STEVEN

OYER, MATTHEW BRYCE

PENA-GARZA, ALEJANDRO

PEREZ, ALBERTO

PEYSEN, TYLER

PIENAAR, JUAN

REYES, FERNANDO C

REYNOLDS, KADEN EVERETT

ROWLETT, WILLIE JAMES

SALAS, ANDREW L

SANCHEZ, STEVEN LEE

SEBASTIAN, JOSE ROMAN

SEIDEL, DOUGLAS

SORENSEN, CODY

SPARKS, ZECHARIAH WILLIAM LEE

TAUFA, MAFILEO F

VARGAS, GERARDO

VASQUEZ, ISAIAH MOE

VELA, JAVIER

VILLELA, GISSELLE

WALKER, CHAD CALEN ROBERT

LEWIS

WALTISPERGER, WADE D

WATER OPERATOR

CLASS A

ABNEY, GREGGORY W

CURRIE, CAMERON M

ELLIOTT, DOUGLASS L

GARCIA, JESSE C III

KILBORN, RICKY

POSEY, KRISTOPHER K

SALAMEH, DAVID N

SAUCEDO, MARTIN ADRIAN

ZYCHA, KACY

CLASS D

ACUNA, ISRAEL

AGUIRRE, AARON

ALDAVA, BRIAN

ALEXANDER, JEMAL

ALEXANDER, RICKY REID

ARAIZA-MAGDALENO, ALEXIS

ALEJANDRO

ARRINGTON, CARSEN BOYD

AVILA, ALONZO CARMEN

AZNAVURYAN, SARKIS

BACHILLER, ROBERTO

BARNES, CAMDEN SCOTT

BARRIENTOS, FRANCISCO

BATISTE, JASON LAVAN

BOLEY, ETHAN

BOWERS, EARL EDWARD

BROWN, CASETTI

BUI, NGOCANH T

BURGESS, AVERY ALEXANDER RAY

BUTLER, ROBERT BRETTLEY

CAPPS, JEREMY LEWIS

CARL, MARLIN CHRISTOPHER

CASS, ETHAN LANE

CASTILLO-RIVERA, KENNY

CERECERES, ADAM LEE

CERVANTES, ALEXANDER JOSE

CHAPA, XAVIER

CHILDS, LAVONTE

CHINO, ANTHONY

CISNEROS, JAY MATTHEW

COOPER, KELLY

CRAIG, CLARENCE REX

CRUSE, DAVIN CORBETT

DAVISION, JEROME

DEBOLT, MARIN ELLIANA

ELAMIN, SAMI

ENRIQUEZ, AVA

ESPITIA, JUAN A

FAGERSTONE, DALE

FERGUSON, SLADE

FLORES, FERNANDO

FRIAS, OMAR UBALDO

GAMEZ-VALENCIA, ARMANDO

GUADALUPE

GARCIA, CARLOS

GLOVER, MICHAEL

GOMEZ, JOSE

GONZALEZ, ALFONSO

GRADY, JAMES

GREEN, ISAIAH

GREEN, RONSON

GREEN, ZACH

GRIFFIN, RUSTY LYNN

HERNANDEZ, DANIEL

HISER, BRANNON

HOLLINGSWORTH, ZACHARY

HUNT, HOUSTON

HUNTER, MICHAEL J

JAIMEZ, JAIME

JENKINS, STEVEN MICHAEL

JENNINGS, CHRISTOPHER

JOSEPH, WILLIAM D

KLENK, CLINT LEE

LE, THOMAS

LOPEZ, KALEB

LOUDERMILK, PARKER

LOZA, ERIK

LUCAS, BRADLEY N

MARQUEZ, JUAN GABRIEL

MARTIN, MARCUS DYLAN

MARTINEZ, FERNANDO III

MATA, PEDRO E

MCCLAIN, JOSEPH BAILEY

MEDRANO, ESAU

MIDDLETON, CHASE BRIAN

MILLER, HUDSON SETH

MOLINAR, ADRIEL

MONTOYA, HECTOR JAVIER

MUELLER, NICHOLAS

MURRAY, DAKOTA

NARANJO, DAVID

NICOLAS PEREZ, JESUS

NOBLES, DANIEL

OLGUIN, DANIEL

OTTESON, HAYLEY

PALACIOS, DANIEL

PEEK, CAMERON

PENA, FIDENCIO JR

PERALES, JAIME ALEXANDER

PERKINS, JEREMY RAY-BENKER

PERRITTE, SAMUEL

PETTY, CANDON

PHAN, LONG VAN

POSPICHAL, EDWARD JOSEPH

POTTER, CHRIS

POWELL, CLARK CHRISTIAN

PRESTON, CORY

PRZYBYLSKI, CONNOR

PUGH, BYRON MATTHEW

QUINTERO, FRANK R

RAINEY, CHANCE CARLOS

RAMP, LEO

RENFRO, CARSON RYAN

REVILLA, RUDY

RIOS, MICHAEL

RIVERA, DAVID ARIEL

ROSE, RANDALL

RUSSELL, BRIAR

SALAS, ALEJANDRO

SALAZAR, JUAN LEONEL

SANCHEZ, SERGIO

SENTELL, SCOTTY DWAYNE

SHARPLES, STEPHEN SHERMAN, TIMOTHY

SILVA, DAVID

SMITH, SCOTT

SOTO, JOSHUA ALAN

SWARINGIN, SHAWN

TAGLE, JOEL CATARINO

TESTER, JACOB PAUL

THOMPSON, WILLIEM BLAYKE

THORNTON, ERIC MICHAEL

TREVIZO, JULIAN

TROXTELL, REAGAN JAE

UMPHLETT, ROBERT TODD

VALDES, MIGUEL

VALDEZ, LEEROY

VASQUEZ, KATIE LEE

VELAZQUEZ, KENNETH

VILLEGAS, MALACHI L

WALDEN, RICHARD WAYNE

WILLIAMS, COLTON MATTHEW

WRIGHT, KYLE

ZAVALA, GABRIEL

WASTEWATER COLLECTION OPERATOR

COLLECTIONS I

BOWMAN, MATT

CASS, ETHAN LANE

DELAROSA, HIRAM

DELOSSANTOS, TYLER

EBERSOLD, TRISTIN VRENI

ENSIGN, CODY R

FLORES, ROBERT

GIGGER, WILLIAM

GLOECKNER, ZACHARY ALOYSIUS

HERNANDEZ, ALEX

HERNANDEZ, FRANKIE

JACKSON, GIROUD ROCHON

JAIME, JACOB

JOHNSON, GARRETT

LECHUGA, FERNANDO

MANTOOTH, BRENDAN

MARTINEZ, EMMANUEL

MCDONALD, MATHEW THOMAS

EDDY

MENA, MARTIN

MONTOYA, RUDOLPH

OLEWIN, STANLEY ISAAC

PEREZ, MAXIMILIANO

PEREZ, MAXIMO

POCRNICH, NOAH

RAPP, RANDOL BUTARA

RODRIGUEZ, EMILY

SAGE, CHRISTOPHER LEE

SAUCEDA, DANIEL ESTEBAN

SMITH, CHRISTOPHER

SOROA, APRIL

SYKORA, MICHAEL ANDREW

TREVIZO, JULIAN

TROMANHAUSER, DANIEL

WILLIAMS, JOSEPH E

YEPMA, JASON B

COLLECTIONS II

ARANDA, MICHAEL

ATILANO, ADRIAN JOEL

BOLDEN, KEITH

BURNS, DAKOTA HUNTER

CHAVEZ, MAURO C

CLOUGH, JUSTON

FERRIS, NICHOLAS

FREGIA, BRIAN

GARZA, HENRY

GOODMAN, BRADY J

HERNANDEZ, MIGUEL

JACKSON, BO GARRETT

KILE, JAMES

MAIDEN, JASON MICHAEL

MORENO, OSCAR

MORROW, TYLER

NELSON, RAY ASBURY

PEREZ, ELIAS A

PEYSEN, TYLER

PRADO, JOSUE

RAMIREZ, FABIAN

ROLON, GILBERTO

ROMERO, DAVID

SCHWALIE, JOHN THOMAS

SOTO, RONNIE

WALKER, CHAD CALEN ROBERT

LEWIS

COLLECTIONS III

BINION, LARRY TYRONE

CAVAZOS, CHARLES L

CORTEZ-REYES, NOE

CRAVEN, PEYTON

DELGADO, DAMIAN

DICKEY, JUSTIN W

FARRELL, CONNOR JEFFREY

GARIBAY, BRYAN

HERNANDEZ, JAIME

PLACE, KENNETH D

SANCHEZ, ANGEL A

SANCHEZ, BRIAN

SLOAN, CORY C

THOMASON, TOMMY G

WASTEWATER TREATMENT OPERATOR

CLASS A

DESPAULT, BRANDON

KIRBY, JASON A PE

MCCOY, MITCHELL DEAN

MCLELLAND, GEORGE H

OBRYANT, SCOTT D

POSEY, KRISTOPHER K

PRIMUS, ERIC WAYNE

RUVALCAVA, ROGELIO

SHIREY, NATHAN

SPAZIANI, SHANE

CLASS B

ELLISON, MICHEAL

GARCIA, JAMES

GARZA, JAY

MCCRACKEN, AMY L

MELSON, DUSTY

MORALES, JOSE J

PEEK, SHAWN THOMAS

SORIA, EDGAR IVAN

WIIKI, HAYDEN J

CLASS C

ANDERSON, ANDREW

ARNOLD, ALYSSA ROYELLE

BIGGERS, BRADEN

BONEY, CORY ALLEN

BRIDGES, TANNER

BROCK, JOEDON RICHARD

BUCKMASTER, TODD HUNTER

CARBALLO, JESUS ALEXANDER

CARMAN, JUSTIN M

COLEMAN, ANTHONY BERNARD

DAVIGNON, MICHAEL

DEAN, EMAUREON

DILDY, JUSTIN ERIC

ENGLAND, CORBIN

FERGUSON, DAVID HENRY

GAINES, KALYHL TYREEK

GALVAN, RUBEN JR

GANN, MATTHEW ADAM

GOMEZ, KEVIN

HOPKINS, CHRISTOPHER ANDREW

JACKSON, CURTIS A

KLINGBERG, CLAYTON KENNETH

LAPERNA, LAWRENCE LOYD

LOW, HEATHER DAWN

MARTINEZ, SANDRA

MOORE, DUSTIN J

PEARSON, MARK LEE

PENA, DEREK ALEXANDRO

REYES, JAVIER ANTONIO

ROBBINS, BRANDON OLAF

RUBIO, ALBERTO

SAEZ, DIEGO

SITTON, JACE

SLEDGE, CODY WESTMAN

SMITH, MAXWELL DANIEL

SWEARINGEN, JEFFREY

SWOPE, PAUL

VENEGAS, ANTONIO

YOUNG, CAMERON SCOTT

CLASS D

ABALOS, MICHELLE J

ALCALA, ETHAN

ALVARADO, RODOLFO JR

BALDWIN, JOSHUA

BISHOP, BOBBIE

BJORK, CARL STEVEN

BRAVO, VICTOR ADRIAN

BURRIS, JEREMY A

BURRIS, RONTAI

CAMP, KEVIN SCOTT

CASTRO, SERGIO ANDRES

CERVANTES GUTIERREZ, JAIME

ALONSO

CHAUVIN, JEREMY

CHISM, JESSE

CLARK, DARRYL KEITH

DARBY, CONNOR JOHN

DODSON, RAYMOND CHARLES

DUPLECHAIN, DOMINIQUE

ENRIQUEZ, AVA

FOSSATI, TARYNN

GARCIA, ANDERSON

GATES, HORATIO

GOFF, BRANDIN

GRONEMAN, MARK

GUILLEN, RICARDO P

HALL, NICKALOUS

HALL, TRAYVON RENARD

HENSLEY, MATTHEW

HINSON, RICHARD WAYNE

HULSEY, TRYSTAN

HURTADO, JOHN DAVID

HUTCHINSON, AJANI

JACKSON, BRUCE ELLIOTT

JENKINS, DERRICK LYNN

JENKINS, STEVEN MICHAEL

KLENK, CLINT LEE

LANDEROS ALTAMIRANO, NOE

LENIHAN, DANIEL

LEONDIS, ROBERT M

LOVETT, GREGGORY

MARQUESS, JEFFREY ALLEN

MAYOR, SEAN

MCDONALD, GARRETT LEE

MEDRANO, AILEEN

MUELLER, NICHOLAS

NEHILA, HAYDEN THOMAS

PERROW, ANDREW

PHILLIPS, ROSE MARY

RAMPERSAD, RUSTAN

ROCHA, WILLIAM DELEON

ROSS, KENNETH

RUSSELL, TAYLOR GOODNOW

SANCHEZ, ANDRES

SANTIAGO, MIGUEL

SIQUEIROS, ROBERT

SMITH, ISAIAH JAMES

SOLANO, JOSE RAMON

SOTO, ROBERTO JARAMILLO

TORRES, RODOLFO G

VASQUEZ, JACOB G

VAZQUEZ, ADRIAN ERNESTO

WALTERS, JARED

WARREN, CURTIS

WHITE, JAMES B

WILSON, KATHERINE

WITTMAN, RYAN THOMAS

W ith Micro - Solve® microorganisms multiply. This reduces the grease that binds wipes together. Micro - Solve® reduces the risk of contact with disease.

Wipes when flushed and combined with other products and grease that is poured down drains, create "fatbergs". Once they enter the sewer lines, they can accumulate and cause backups, damaging the city's infrastructure.