Organizational Development for Knowledge Management at Water ...

Education level of many employees is low
(high school degree or less)
Some lack of knowledge/ understanding
Lack of outside knowledge
Staff/skill deficiencies
Technology
A formality has been added to ensure IT
system resources and this can be perceived
by the business as a hindrance to achieving
deadlines
IT holding back or not keeping up with new
systems…support wise
Pace too slow to upgrade to newer
technology
Compatible data transfers from different
organization functions
Complexity of current systems
Lack of measurement tools and processes
The ITD for county is overworked; have to
use the plant instrument tech for most
SCADA problems including PC repair
We are one of several city departments and
IT is very concerned with standardized
business solutions and systems
Most IT and many other functions are
contracted by outside providers
Lack of technical expertise and
understanding on the part of some.
Workload
Consistent work load
Current workload
Heavy workload
The current CIP # of projects has not
allowed for a respite to gather knowledge/
store/ and access it from previous projects.
Size
Small utility (2)
The size and complexity of the organization:
1,300 employees and 4 distinct lines of
business (water, drainage, wastewater, and
solid waste)
Regulations and laws
Union contracts
Limited by Nevada Revised Statutes and
other ordinances
City policies
Regulations and Union contracts
Typical Union issues
Being part of a public work dept (must
follow rules)
Lack of flexibility in laws/ regulations
affecting part time/flex time staffing options.
Internal procurement procedures
Planning
Lack of scenario planning
Lack of long term focus
Planning
Number of projects planned
Initiative
Depends on initiative most are carried out
easily
Difficulty to measure outcome; success and
failure
Problem solving
Have good solid base to start from and then
have good problem solving techniques
Training
Training of employee
Lack of training and education in the basics
involved in each dept.- in the past, virtually
all training was informed and on-the-job.
Many employees did not get the exposure
needed to develop skills.
Rewards
New ideas not appropriately rewarded
Silos
Silos that block open communications
Stove pipe organization
Silo’s, silo’s, silo’s
Silos of expertise and OPS isolated.
Communication
Poor communication between departments
Physical separation of our employees leads
to barriers of communication. We are spread
over 3 offices, approx. 35 miles apart.
New hires
Finding qualified candidates for new
positions.
Culture
Culture
Often more “feel good” than practical
Thick headedness
Attitude
Age related
Employee mindset
A-24
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