Hist and Proj Operating Receipts FY 2011 2 17 2010 - DC Water

In the past few months, we have worked with the Office of the Deputy Mayor for Planning and Economic Development (DMPED) to
identify the infrastructure needs. Construction of the water and sewer rehabilitation/improvements is estimated to cost approximately
$15,000,000. The plan is for DC WASA to review and approve all designs, and for developers to construct all necessary
infrastructures, for the construction to be funded with either DC WASA or District Revenue Bonds, and for the District to create a
special tax assessment district to pay for the construction over a 30-year period.
NoMA represents the second area of the City where DC WASA has worked with District to develop an alternative financing structure
for needed area-wide water and sewer improvements; the first was the National's ballpark area. We have focused on developing a
model framework that can be used for future redevelopment areas whereby alternative financing is obtained for water and sewer
improvements without placing any burden on the ratepayers.
This Strategic Plan Critical Success Factor focuses on attracting, developing and retaining staff required to sustain DC WASA's
values, achieve our vision, and execute our mission by ensuring top management and technical talent in place for al key positions;
achieving local and national reputation as an employer of choice; and maintaining a safe and secure work environment.
The Human Resources Department continues to implement new and innovative incentives in an effort to recruit and retain
employees, in this very competitive job market. We will continue to invest in our employees, our most valuable assets, who are vital
to attaining our mission and the Board's strategic goals. Human Resources will continue to provide our managers the training and
tools to lead their departments and employees. In FY 2010, DC WASA will continue its efforts towards becoming recognized as a
workplace of choice.
Personnel Policies & Procedures - We completed our new personnel regulations in FY 2008. Following in FY 2009, the Human
Resources department continued to update personnel policies and procedures to reflect changes to the regulations, current laws,
industry changes and best practices.
Wastewater Treatment Incentive Plan for Foremen - During FY 2009, this plan was approved and implemented. Under the plan
VVWT foremen are eligible to receive additional compensation for hours worked and for successfully increasing their knowledge, skills
and ability to perform in all of the process areas. The incentive pay program consists of two components - (1) professional
certification, for which the employee receives additional pay per hour for attaining Level IV WWT operator certification, and (2)
process area proficiency, for which the employee receives additional pay per hour for attaining proficiency in each of two additional
wastewater treatment process areas.
Budget Overview and Performance
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