knowledge and responsibility grows, and as they earn 
professional licenses and certifications. 

Resource efficiency improvements related to 
staff utilization  

Employee Retention and Satisfaction: 


2015 Voluntary turnover: 1.0% 


2015 Retirement turnover: 3.0% 


2015 Experience turnover: 5.0% 

Workforce Succession Preparation: 


Key position vacancies: average time vacant: 40 days 


Key position internal/external recruitment (%): 40%/60% 


Long term succession plan coverage: 10%  

Examples where employees and stakeholders 
have made the necessary modifications within 
their control and capabilities 



UOSA has placed employees in leadership roles on a trial 
basis. This gives the employee some experience leading 
and allows senior management to assess their readiness 
for future permanent placement. 


UOSA’s Sustainability Team and Sustainability Policy were 
the vision of UOSA employees and was organically formed 
and drafted by the employees before being adopted and 
officially endorsed by UOSA’s Executive Management. 





Indication of management commitment (e.g., energy efficiency standard operating procedures; 
board/executive management energy efficiency policy, including quantitative goals developed 
and shared with stakeholders)  


Energy audit/benchmarking conducted to identify priorities for energy efficiency improvements  


‘Energy teams’ established and individuals empowered within the utility for energy efficiency 
activities (e.g., an “energy advocate” or “energy champion”)   


Energy management-related training provided to plant staff 


Utilization of energy conserving operational methods (e.g., optimization of primary 
sedimentation to reduce utilization of pure oxygen) 

UOSA has established employee performance plans that include energy program-related activities to 
support the utility’s energy vision and goals where appropriate. 

UOSA has a Sustainability Policy and a Fiscal Sustainability Plan that includes water, resource and energy 
efficiency master plans. UOSA’s internal communications strategy includes direct team member 
communication; intranet postings and alerts; team meetings; progress reports; and incentive awards. 

UOSA has established a Sustainability Team and O&M energy efficiency personnel that are empowered 
to implement the Sustainability Plan elements and communicate results to management and staff. 

Internal incentives are in place for achieving energy efficiency goals. UOSA uses its Rewards/Incentive 
Program Policy to recognize an employee or groups of employees for extraordinary service to UOSA 
which includes achieving and/or establishing energy efficiencies. 

As required by UOSA’s Sustainability Policy, energy efficiency is evaluated for all equipment purchases 
and capital projects.