Staffing issues continue to be an issue.  The overall annual percentage is 69% and includes the winter weather event.

While there was an increase in participation across the Utility, there is still 59% of employees who are missing 1 or more required trainings.

This year the utility experienced a sharp rise in turnover. This can be attributed to numerous factors. First, almost 1/3 of the utility is eligible to retire and the utility is starting to see more and more employees opt to retire. Secondly, the impacts of the pandemic are starting to become evident. More and more employees are looking for remote work or positions that are more flexible when it comes to work-life balance. Lastly, the workforce is changing on a national level.  It is becoming increasingly harder to attract qualified candidates. Which has resulted in the private sector offering higher salaries and more benefits. This has greatly impacted our ability to retain employees as the utility cannot compete with the salaries offered in the private sector.  

Monthly Analysis: While the service level was still under the goal, great improvement was made in the monthly performance.  

FY21 Summary: COVID impacts, high call volume, increased average handle time, high absenteeism and staffing shortages all contributed to the low service level for FY21.

Due to the public health contingency all outreach activities have gone virtual and others have completely stopped, which is reflective of our engagement numbers.

Steam blowers off whole month.

Available at the end of the Calendar Year.