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Goal 4
Maintain a High-Performing Workforce
To recruit, develop, and retain a motivated and well-qualified team
Attracting, training, and developing the next generation of utility staff is quickly becoming a significant focus area for every major water utility. A high-performing organization needs to capture and transfer knowledge. It must also conduct succession planning and provide career development opportunities for its workforce. Training and incentives enhance and recognize employee efforts. They also help establish higher standards to meet the needs of modern utility operations. PWSA’s shift to a learning-based culture will help attract and support a high-performing workforce.
Focus Areas
Increase hiring effectiveness
Developing a strong workforce relies on identifying and hiring qualified applicants. To that end, PWSA is committed to:
  • Implementing a new Human Resources Information System (HRIS)
  • Reviewing and improving job postings and position descriptions
  • Optimizing and streamlining the hiring process and timeline
  • Reviewing employee total compensation packages

Enhance workforce engagement and performance
Increasing the efficiency and effectiveness of its organization requires engaged, developed, and high-performing PWSA employees. Creating this workforce will require PWSA to:
  • Work cooperatively with unions to find and act on opportunities to increase workforce performance and effectiveness
  • Complete a training program roadmap and inventory of the training requirements for all positions at PWSA
  • Dedicate additional resources to training and development; as well as health, safety, and risk management
  • Establish and track productivity goals for work groups, where applicable
How We're Doing
Average Number of Training Hours Per Employee Per Year
January 2019
21:57:00