2030 Plan - Grand Strand Water and Sewer Authority

above were forecasted on historical information from 1998 through 2010. Although
historical information is often a reliable indicator of future performance, there will
usually be differences between the forecast and actual results as events and circumstances
frequently do not occur as expected, and those differences may be material.
E. Organization and Human Resources Plan
The organizational plan currently in place is anticipated to continue to serve as the basic
framework for providing efficient delivery of products and services to customers.
However, the organization will continue its flexible approach and adjust according to the
needs of customers, the strengths and weaknesses of its employees, and improving
technology and business practices.
A major goal of the organization is the development of its employees to meet future
needs. As such, emphasis will be placed on hiring the most qualified applicant, and
employee training and development. However, as the needs of the organization indicate,
qualified employees from other organizations will be hired to complement the existing
staff and to broaden the organizations perspective of practices within the water and
wastewater utility industry.
Several employees in top level management positions could be retiring within a five to
ten year time horizon. A major focus during the next several years will be succession
planning to ensure that each management position has at least one employee, qualified
and capable of assuming the role when a vacancy occurs. This effort is currently
underway with several employees identified for additional education and training.
1. General Administration
This group has recently been reorganized to provide additional support to the operating
divisions as well as improving its execution of the policies and directives of the Board of
Directors and general management of the organization. Some of these functions may be
delegated to divisions or more consolidated under administration depending on
circumstances and personnel requirements. It is anticipated however, that administration
will remain relatively stable and not grow at a pace proportionate to the general customer
base or the operating divisions. Some employees may be added in Human Resources as
the number of overall employees increase.
2. Financial and Customer Services Division
This division should grow at a pace substantially less than the overall customer base.
Accounting will continue to remain stable in its growth. Billing and Customer Service
Departments will continue to be directly affected by customer growth. Enhanced
technology and other innovative programs will continually be analyzed to maintain as
small and efficient staff as possible. The Purchasing and IS Departments will remain
stable in its future growth and should not be affected proportionately by the growth of the
general customer base.
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