The NWSC MD Dr Eng. Silver Mugisha this Saturday, January 14, 2023, held a series of meetings with staff of Mbarara, Sheema and Bushenyi Areas respectively.
The purpose of the MD’s meeting was to discuss individual performance accountability, business growth, cost containment, staff welfare and loyalty to the corporation’s values.
In his address to the Mbarara team, Dr Eng. Silver Mugisha welcomed Mr Muramuzi Denis who pledged to grow the business from the current average collection of 1.6Bn to 2Bn as the General Manager of Mbarara.
He stated that this appointment is a clear example of promotions based on objective criteria, especially performance. In light of this, he urged staff to take individual performance appraisals seriously as it is the only basis for promotion or contract renewal.
Dr Eng Silver Mugisha also urged the team to carry out further investigation into the rising percentage of None Revenue Water which is at 48% and the highest in the entire corporation.
While in Sheema and Bushenyi, the MD commended the teams for the good performance they exhibit and encouraged them to remain committed to increasing water sales and ensuring every customer gets to feel our impact.
It’s in the same address that Dr Eng Mugisha cautioned the staff from Sheema Area to keep away from politics because NWsc is a non-partisan organisation, but rather concentrate on providing water supply services to all stakeholders including the MPs and other community members regardless of their political affiliation.
For Bushenyi staff, the MD urged the staff against sabotaging every team leader he sends to their area but rather put their efforts together to ensure our customers are served to the best of their ability.
With the implementation of the construction of the new water treatment plant known as the Warugo project, with a design capacity of 2500 cubic litres, a day will be an addition to the current 4200 cubic’s thus expecting you to grow our business even better.
Cost containment
In separate addresses, the MD advised the three areas to take a keen interest in cost containment while maximising revenue collection.
Gratuity and salary indexation
Dr Silver explained the delay in payment of gratuity but assured staff everything was being done to pay gratuity.
He explained that difficult economic times which include the rise of the cost of fuel, fittings and fixtures had put pressure on the cash flow situation of the Corporation. He said matters were made worse by the non-payment of Government arrears amounting to over 45 billion shillings.
He assured staff that the corporation was planning to index salaries with effect from July 2023.
“Let us collectively work to increase the income of the Corporation as it will be the basis for us to effect this,” the MD said.
Performance appraisals and promotions
We are doing quarterly appraisals based on objective and scientific criteria. Your performance classification is the key to your success in the corporation.
The MD disclosed that staff will be categorised according to classes depending on appraisal performance ie A+, A, B, C and D.
Promotions shall be performance-basis as those who score A+ consecutively will be assured of promotions at the end of the year. “You must wake up and get serious about work,” he said.
Restructuring. MD confirmed that a new structure has been approved. This has been done to improve performance and increase growth opportunities. He said getting new positions will not be automatic. The positions have to be competed for. It is performance-based based. It will be done in a phased manner.
Scientific approach to management. He asked staff to embrace a reading culture to develop themselves and the Corporation. He asked the staff to be serious about their competencies.
The MD emphasised that NWSC earns the money it uses to pay recurrent costs. We cannot afford not to perform. We are an income and expenditure institution. We must make income before we can spend. Performance is critical. We must understand the nature of our business.
Staff Satisfaction Survey: The MD thanked staff for participating in the staff satisfaction survey because it helped management filter the things that were making staff dissatisfied. He assured staff that the board and management are committed to staff welfare and steps had been taken to improve staff satisfaction. The steps include amendments to the Human Resource Manual, Salary indexation, notch increments, long services awards and the medical scheme.