Assess current organizational capabilities, structure, decision-making and collaborative processes, metrics/rewards, and people practices. The assessment must be sufficient to support recommendations on organizational design. Summarize the District’s obligations as a Wisconsin wastewater utility as they relate to organizational design. Include legal, regulatory, technical, community, and other obligations. The summary must be sufficient to support recommendations on organizational design. Gather and organize information from representative individuals or groups of District leadership and staff as well as other stakeholders as needed to make recommendations. Maintain regular and clear communications with the project manager. Provide information for use in updating leadership, staff, and stakeholders on project progress. Include relevant change management steps. Develop multiple (at least 3) organizational design alternatives. Provide detailed analysis of potential implementation approaches. In particular, analyze dimensions relevant for decision making by the Executive Director, including effort and cost of implementation, value delivery, and other factors as appropriate. Deliver recommendations that are suitable for action by the Executive Director either immediately or with further planning. Recommendations should include budgetary impacts including position counts and estimated costs. Address multi-dimensional considerations of the Jay Galbraith Star Model and Kesler-Kates Organizational Design Toolkit (or comparable) including structure, processes, metrics/rewards, and people practices to support District effectiveness. Address organizational design factors that affect equity and inclusion. Recommend success metrics and monitoring for evaluating whether implemented organizational design interventions are achieving intended results over time. Recommendations must be finalized by June 30, 2025.
