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Memo <br />Proposed Staff Restructuring <br />Page 2 <br />That said, the second option can work and be successful but with some limitations. In addition <br />to the previously noted limitations, time and workload would also be limitations on management. <br />Because of the contraction in the number of employees through the loss of the General Manager <br />position plus the recently voided and unfilled lineperson position, the workload of many <br />employees would increase. This is especially true for the management positions. It becomes <br />imperative that this limitation be closely monitored to insure issues are still being identified and <br />addressed before jeopardizing safety and reliability. This limitation in management resources <br />due to the "full plate" scenario would also affect management's ability to unify and promote a <br />professional work environment for the employees. To address this identified limitation with <br />option number two, staff proposes for the Commission to review and consider a possible <br />solution, albeit still limited to option number one. The proposed solution would involve <br />promoting talent from within and restructuring the Utility organizational structure to utilize <br />existing untapped employee talent. For continued verbal discussion, please refer to the attached <br />organization chart outlining the proposed staff restructuring. <br />