Organizational Development for Knowledge Management at Water ...

# Subject Utility Size Estimated Cost Benefits
13 Increasing the
Number of
SOP’s
14 Converting from
Paper Utility to a
Geodatabase
15 Increasing the
Number of
Interns Hired
16 Career Ladder
Program
17 Rally a Team of
Exceptional
Employees
18 Hired a Private
Firm to
Determine the
Utility’s
Communication/
Knowledge
Sharing Needs
19 Computerization
of all Customer
Service Records
20 On the Job
Training
City of
Akron
Public
Utilities
Bureau
City of
Akron
Public
Utilities
Bureau
City of
Akron
Public
Utilities
Bureau
Waterford
Township
Department
of Public
Works
Orlando
Utilities
Commission
Rice Lake
Utilities
Evergreen
Metro
District
Southeast
Morris
County
Municipal
Utilities
Authority
21 Retiree Program City of
Phoenix
Water
Services
Department
310 No cost identified Improved training programs and the Utility
can tweak SOP’s after a year or two.
310 $300,000-
$500,000
310 $3,000- $5,000 per
Utility intern
Better data for asset management and can
make better decisions. This process allows
the Utility to better integrate asset
information with other applications.
The ability to hire a new young employee
with six to nine months of experience.
53 $40,000 a year Allows the employee to advance with the
correct licensing based on their knowledge.
1158 No cost identified Reducing or mitigating Utility risk by
identifying key positions. The Utility is not
running the risk of the employee leaving
without gathering critical institutional
knowledge and documenting it.
11 Several thousands
of dollars.
28 At completion
$500,000
Employees have the opportunity to realize
they were not just a part of their individual
departments; they are a team. The staff—
including management has learned to
communicate better.
The Utility can easily look into the future
and see the long-term possibilities when the
plan is completed.
49 No cost identified Employees are able to learn while employed
in an entry level position and are given the
opportunity for career advancement.
1400 $200 Employees get an opportunity to receive
hands-on, one-on-one training from
experienced retires; the facility does not
have to allocate remaining experienced staff
to provide this training. The use of retirees
allows the Department to pass on critical
knowledge and skills without adding to the
workloads of the remaining supervisors and
subject matter experts.
Appendix A 51
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