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safety, excellence, commitment to customer service, diversity, integrity and respect, innovation and 
creativity, accountability, and stability of purpose. 

Strategic Planning:  Spartanburg Water utilizes a capital master planning process that attempts to 
project needs 10 or more years into the future based on factors such as projected community growth, 
foreseeable future regulation, customer expectations for service, quality and cost, etc. Built into this 
process is a goal to control operational costs to meet customer demands for competitively priced 
services, i.e. the cost of operating future capital improvements is factored into the plan. The master plan 
initiative provides a far-sighted framework for the shorter term (5 year) financial and capital 
improvement (CIP) plans, which reach to the operational level. 

Supervisory Training: Training for employees that have been promoted to a supervisory role or will 
potentially be promoted in the near future.  Training is provided through organizations such as the 
Upstate Employers’ Network, management and performance consultants, local companies, etc. 

Leadership Training: Each year additional training is provided for our Leadership Team to continue to 
develop their leadership and management skills.  Training is provided through organizations such as the 
Upstate Employers’ Network, management and performance consultants, local companies, etc. 

Ethics Training: Ethics training for the entire organization to be sure that business of Spartanburg Water 
is conducted in an ethical manner and to assist employees with tools to make ethical decisions at home 
and work.  Training is provided through organizations such as the Upstate Employers’ Network, 
management and performance consultants, local companies, etc. 

Diversity Training: Diversity Training for the entire organization to help in understanding how our 
differences can make us stronger as an organization but also how our actions now prepare us for the 
changing and future community.  Training is provided through organizations such as the Upstate 
Employers’ Network, management and performance consultants, local companies and alumni of major 
corporations (for example Coca Cola). 

Tuition Reimbursement: To assist Spartanburg Water employees in improving and developing their job 
skills.  Any accredited post-secondary classes or degree programs that improve knowledge, skills and 
performance related to the employee’s current job or future professional development are eligible. 

Apprenticeship program: To address changes in the available workforce, Spartanburg Water, 
Apprenticeship Carolina and Central Carolina Technical College have partnered with the SC 
Environmental Certification Board to develop Apprenticeship Program opportunities for drinking water 
and reclaimed water treatment facilities.  The Apprenticeship Program uses on-the-job training, 
education and wage progression as tools to develop an operational workforce that is registered through 
the US Department of Labor. 

Employee surveys: Surveys are utilized to assess employee sentiment, engagement, and satisfaction 
with the overall organizational culture. These are typically conducted every 3 years, but subject specific 
surveys (wellness, for example) are used periodically as well. 

Employee suggestion program:  Originating within the Health and Safety program, the suggestion 
program has expanded to include almost every area of utility operation.  Employees are encouraged to 
submit suggestions to enhance safety, efficiency, quality of products and services, cost savings,