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1 RiversideCA.gov
1 RiversideCA.gov
RIVERSIDE PUBLIC UTILITY
FOREMAN ACADEMY
Human Resources
City Council
November 28, 2023
RiversideCA.gov
2 • 15-month training program for field and operations Supervisors and Superintendents in Energy Delivery & Water
• Aimed at addressing key people challenges:
– Provide career development to staff; increase internal promotion rates and succession planning for critical retiring team members – Increase IBEW-member employee engagement
– Improve supervisor confidence and competence in their roles – Improve team communication, collaboration, and trust
– Embed new skills into the culture
– Provide consistent training for new hires.
BACKGROUND
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3 • Interviewed Leaders, Managers and Superintendents
– What do we want Supervisors and Superintendents to be able to…
• do differently
• say differently
• think differently
• feel differently
– What are the top leader behaviors that are important for their roles?
Internally-Led Needs Assessment
RiversideCA.gov
4 Internally-Led Needs Assessment
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5 – Effective communication & listening
– Effectively handling conflict
– Emotional Intelligence
– Appreciation of individual differences
and strengths
– Holding themselves and staff
accountable
– Building Trust
– Peer to Boss transition
– Handling performance issues and
holding performance conversations
– Giving effective feedback
– Interpreting MOU’s, leave
management, discipline, etc.
– Open to change; driving change and
continuous improvement
– Managing crew time and work
efficiently
– Reinforcing safety as top of mind
– Increase collaboration between
divisions; engage with peers; break
down silos
Leadership for Future Success
Build competence and confidence in skills and behaviors such as:
RiversideCA.gov
6 45 RPU Employees in
Water & Energy Delivery
at UOC
Includes GM, AGM, Division
Managers, Superintendents,
Supervisors
Incorporates Training Content
from existing City training
programs including EPIC,
Foundations of Supervision, and
HR Essentials
Facilitated by City
HR Training Team
Consultant to develop an
evaluation strategy to
measure program impact
Program Scope
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7 Program Elements
Foreman
Academy
13 Workshops
Licensed
content from
multiple
vendors and
in‐house
programs
360
assessment
and 1:1
development
coaching
Peer Coaching
Tailored
application
assignments
Tailored
scenarios and
role plays
Periodic
program
evaluation
and impact
measurement
RiversideCA.gov
8 Program Overview
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9 Kick Off:
December
2023
First
Workshop
January 2024
Graduation
February 2025
Timeline
RiversideCA.gov
10 Project Breakdown
Estimated AmountLicensed From:Work Type
$ 31,240.00
$ 7,016.87
$ 15,212.41
The Ken Blanchard Cos.
TalentSmart
Center for Creative Leadership
Training Content Licensing
$ 13,860.00
$ 5,343.75
$ 2,420.55
Center for Creative Leadership
Hedges & Associates
The Myers Briggs Company
Assessments
$ 9,000.00MeasureUpImpact Study
$ 15,475.00VariousMisc. Training Materials & Supplies
$ 99,568.58Total Project Costs
INVESTMENT
:
Estimated Division Cost: Electric - $58k and Water - $42k 9 10
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11 Priority No. 5 - High Performing Government
Goal 5.1 - Attract, develop, engage, and retain a highly skilled workforce across the entire City organization.
Goal 5.5 - Foster a culture of saf ety, well-being, resilience, sustainability, diversity, and inclusion across the city organization.
Cross-Cutting Threads
STRATEGIC PLAN ALIGNMENT
RiversideCA.gov
12 That the City Council:
1. Authorize the purchase of training materials and training supplies for the Foreman Academy in the amount of
$99,568.58; and
2. Authorize the City Manager, or designee, to execute any contracts and documents necessary to effectuate the
project described herein, as well as the ability to make minor non-substantive changes in accordance with all purchasing policies.
RECOMMENDATIONS
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