James Spicer, plant engineer at Metropolitan Water District of Southern
California. Photo courtesy of Metropolitan.
engagement and overall satisfaction for many women engineers
and should help ESG achieve greater representation of women in
senior technical and management roles.
Our focus moving forward will be on workforce
development. We will be implementing several new programs,
as well as expanding some of our existing programs, so that we
will better address the needs of individuals in different stages
of their careers.
Enhancing the Career Launch Program
Our existing Career Launch onboarding program, which has
helped more than 130 employees get off to a great start since 2012,
will be expanded to include additional monthly learning modules
aimed at providing more detailed information about ESG’s
functional units, project delivery process and more.
Adding an Engineer-In-Training (EIT) Program
The new EIT Program will accelerate the development
of entry-level engineers by providing on-the-job training
under the guidance of experienced engineers, increased
opportunities to make site visits and two mandatory nine-to-
12-month rotational assignments external to their home
teams. The aim is to help staff rapidly gain a practical, in-depth
understanding of Metropolitan’s overall mission, its
infrastructure and their role.
Creating More Cross-Training Opportunities
Beginning in 2019, ESG will provide more opportunities for
cross-training in certain critical areas. ESG maintains staff with
expertise in a number of areas, such as large diameter pipelines,
seismic resilience and water treatment processes. Cross-training
within teams and informal rotations between teams and sections
promotes staff opportunities in the organization and helps ensure
ESG maintains adequate technical depth to support critical proj-ects
and urgent repairs.