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

• Developed a succession planning and executive development program for executive and key senior staff consistent with the
Governance Study recommendations.
• Implemented a certification program for our water distribution and collections systems departments focused specifically on the
pumping branches.
Internship and Youth Programs - DC WASA remains firmly committed to supporting and encouraging the educational goals of
college students. Our internship program exposes students to careers in wastewater collection and treatment, and water
distribution. Participants in the program work closely with diverse groups of professionals and perform critical tasks that are required
to operate a large utility. Exposure to careers and opportunities at DC WASA help the interns make conscious decisions about their
academic and career choices. In FY 2009, 57 students from 38 different colleges and universities from as far away as Texas
participated in the program. In addition, there are twelve year-round interns. The interns completed challenging work assignments,
underwent professional development training, participated in environmental tours, and performed community service activities.
In addition to our internship program, during FY 2009 we hired five summer workers from the Covenant House of Washington to work
in our Facilities Department, one of which was hired as a full-time employee. The Covenant House is a community youth advocacy
organization which provides a variety of special services to assist young adults.
Engineering Management Training Program - To ensure a pool of qualified and diverse candidates are available for future
vacancies in the Department of Engineering and Technical Services, the Authority continued to implement the Engineering
Management Training Program. Six graduates from Howard University, the University of Virginia, and the University of Pennsylvania
with majors in civil, mechanical and environmental engineering began projects in the operations departments to gain hands-on
experience. Participants received classroom training on organizational structure and supervisory and interpersonal skills. One
candidate obtained his engineering-in-training (EIT) certification.
Succession Planning/Executive Development Programs - To ensure continuity in leadership for executive and key senior staff
positions, the Authority completed a draft design of the succession planning and executive development program. Another
component was added to the program that involved the identification of critical failure positions. These are positions that, if left
vacant for an extended period would result in a grave impact on Authority operations, the environment and services to the customer.
Elements of the succession planning program will cascade down and will be used to ensure adequate staffing is maintained for the
critical failure positions.
As part of its succession planning effort, the Authority continued with its knowledge capture workshops. These workshops capture
tacit knowledge of critical processes from employees who are eligible to retire and identify competences that are essential for
effective management of the processes. Knowledge capture workshops were completed in the departments of Water, Wastewater
and Engineering and Technical Services.
Budget Overview and Performance
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