In order to continually promote this organizational culture, UOSA has created many policies and 
procedures to promote a collaborative organization, open communication, employee development, 
training and continual improvement such as: New/Promoted Employee Evaluation; Open Door Policy; 
Grievance Policy; General Statement of UOSA Personnel Policy; Employee Recruitment & Promotion; 
Harassment & Non-Discrimination; Tuition Assistance; Family & Medical Leave; Corrective Action 
Procedures; Longevity Pay; and Rewards & Incentives Program. 

UOSA has established career ladders for employees in the following areas of the plant: Laboratory; 
Information Management Section; Capital Improvement Section; Operation & Maintenance Division; 
and Treatment Process Division. These unique career ladders provide a mechanism for staff to chart a 
path to develop their skills and knowledge and to be fairly compensated as their knowledge and 
responsibility grows, and as they earn professional licenses and certifications. 

Every UOSA employee participates in an annual performance evaluation where past performance is 
reviewed and goals and expectations for the next year are established. In addition, training and 
development needs are reviewed and input is solicited from each employee on how UOSA’s 
management culture can better support them in their career development and job performance. 

Effective communication about UOSA’s organizational culture and sustainability efforts are done via new 
employee orientation, an annual State of UOSA meeting, department meetings, internal and external 
presentations, tours, emails, facility information management system, the internal and external 
webpages, posters, workshops, shift hand-off meetings, electronic Log (eLOg) documentation of shift 
activities, standard operating procedures review and sign-off, written maintenance procedures, process 
incident notifications, regular maintenance and operation coordination meetings, brownbag lunches 
and other meetings as necessary. The following are examples of some of the online training modules 
that are provided to all employees: Why Conserve Energy?, Waste Recycling and Reduction, 
Sustainability Policy, Fiscal Sustainability Plan, SPCC Annual Training, Potable Water Reuse at UOSA ( 
http://fims/DisplayContent.asp?ID=945 ), and The Cost of Over Treating Reclaimed Water. 

UOSA has been actively pursuing and implementing energy conservation measures since 2005 to reduce 
the resources and costs to treat wastewater. UOSA tracks energy consumption by process, building and 
in some cases by individual pieces of process equipment in order to monitor and minimize these energy 
costs. The metric used is kWh/MG which has improved by 33.0% in ten years and 38.3%, from 4008 
kwh/MG to 2472 kWh/MG, since FY2005. 

UOSA has recently conducted two formal facility wide energy audits to identify energy and cost 
reduction measures. The first facility wide energy audit was conducted in 2003 and identified 24 energy 
conservation and cost reduction measures. 

UOSA most recently completed a site-wide energy use assessment through a technical energy audit 
(TEA) under an energy performance contract in 2010. The TEA was a plant-wide review of all operations 
and facilities with the goal of identifying economically feasible energy conservation measures (ECMs) 
that would further reduce the annual energy costs and operational expenses. UOSA staff evaluated 56 
potential ECMs as part of the TEA project before selecting those that showed superior savings and 
financial performance. The project scope included construction and implementation of the following