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

Total Rewards Statements - During FY 2009, for the fourth consecutive year, Total Rewards Statements were prepared and issued
to all WASA employees to provide a summary of their compensation and benefits that were provided annually by DC WASA on their
behalf.
Employee Benefits - DC WASA will continue to provide competitive benefits with other employers in the region and pursue
innovative ways of addressing. increasing health care premiums The greatest challenge is keeping the rising cost of health care as
low as possible for our employees and the Authority.
VVellness Program - In FY 2008, the Benefits Branch developed and communicated a calendar of Wellness events to employees.
These programs continued throughout FY 2009. The Wellness calendar featured additional topics such as Dental Hygiene, Child
Wellness and Healthy Heart Seminars. Technicians went to different sites to offer blood pressure and cholesterol screenings and to
provide flu shots.
The Wellness program also featured an internal Fitness Program "WASA Fit Program". The program challenged DC WASA
employees to walk a minimum of 5,000 steps a day for 12 weeks. A total of 100 employees participated in the fitness program,
which required that they maintain a regular exercise regimen. Participants received individual and group prizes at the end of the
program.
Training - We continue to invest in our employees by funding training and development classes and programs that provide skills
training in the areas of safety, technology, government regulations, and professional and career development. DC WASA remains
committed to ensuring a skilled, safe and competent workforce that is fully capable of supporting our customers' service delivery
needs.
In support of various internal improvement program efforts, we continued certification training in the departments of Maintenance,
Water and Sewer Services. In FY 2009, we also focused on the following training initiatives:
• Offered basic skills, technical training classes, and our adult literacy program using the results from the previously conducted
employee skills needs assessment.
• Enhanced the self-managed career development program to include a more robust web-site, additional workshops and new
online assessments.
• Continued the wastewater treatment operator trainee and engineering management training programs to develop a pool of
candidates for hard-to-fill positions and expand the diversity of candidates in supervisory positions.
• Provided refresher training on Authority policies to ensure a safe work environment and provide quality services to our
customers.
• Continued with the implementation of the maintenance certification training program.
Budget Overview and Performance
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