In August 2008, the Upper Occoquan Service Authority (UOSA) implemented a Career Ladder program for their maintenance staff to give them incentives to further train, develop new skills and promote knowledge sharing. The Career Ladder program provides an opportunity for staff to be
recognized and rewarded for their skills. It also encourages development of a well-rounded skill set. Since an important part of the program is on-the-job training, the career ladder program also helps to retain experience gained over the years that will reduce the impact of the imminent wave
of retirements. The Career Ladder program has made the maintenance division more attractive to potential employees, reduced the turn-over rate and opened up paths to hire younger more inexperienced staff. Another benefit of UOSA's Career Ladder program is that it has made employees
responsible for their own career development and their continuous training and skill development. The objective of this paper is to share significant features of UOSA's Career Ladder program with maintenance professionals in other utilities. The paper will present the details of the
maintenance Career Ladder program and the results and the experiences that UOSA has gained since it was implemented in August 2008.
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