A Studies about Succession Planning and Career Development in Public Utility Organizations
Abstract:~ This paper compares and contrasts the drivers behind the two programs and how their distinct requirements addressed challenges that are common to all utilities regardless of size or location. In the first case, the utility had a mandate from their governing board to achieve certain organizational and financial goals. The paper will further elaborate on how these driving factors were specifically addressed. Certification programs for both operations and maintenance personnel were developed and implemented as a means of improving employee skills and reducing dependence on outsourced services. Additional benefits realized from the program included an increase in employee morale and improved employee buy-in and participation in suggesting programs for improvement. One of the greatest benefits for the utility was the ability to capture institutional knowledge that would have been lost had these programs not been successfully implemented.
Introduction:~ The District of Columbia Water and Sewer Authority (DCWASA) and Orange County Utilities (OCU) in Orlando, Florida each have a story to tell about their programs for training and certification of their operations and maintenance staffs. These two utilities exemplify organizations that face the looming challenges of supply and demand for skilled operations and maintenance personnel. An aging workforce, limited training resources, tight budgets, rapid advances in technology, aging infrastructure, and other time- and resource-intensive factors produce barriers that utility managers must overcome. This paper focuses on how these two utilities addressed challenges within their workforce. Among utilities nationwide, workforce, economics and regulations drive the demand for high performance. Keep reading…
