Organizational Development for Knowledge Management at Water ...

Project Study # 15
Increasing the number of interns hired
Project Description: The utility started a program with the local school system to bring high
school seniors in for internships. The students are in vocational training for half a day and in
school for the other half. If the students perform the job correctly and efficiently, the utility will
hire them at an entry level position. This program provides a way to increase the skills and
aptitudes of entry-level employees while leveraging existing training programs that are in the
school system. It also includes mentoring at the operations level to produce entry level workers
that have both skills and aptitude and a working knowledge of operations.
Size of Utility: 310 employees
Critical Success Factors: These factors include a skilled mentor, quality high school level
vocational training, a good work ethic on the students’ part. Students must be able to provide
their own transportation.
Cost: There are some costs in providing tools and training, generally around $3,000 to $5,000
per utility intern.
.
Alignment: Aligned with the utility’s succession plan by first, bringing in new employees with
higher skill sets, aptitudes and training to perform the job; and second, minimizing the amount of
time it takes to learn institutional knowledge.
Benefits: A benefit to the utility is the ability to hire a new young employee within six to nine
months of experience; and have a young, strong body able to do what is considered manual
labor.
Compiled April 2008
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POC:
Cheryl Nero or Dave Matthews
City of Akron Public Utilities Bureau
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