The Water Treatment Section of Oakland, California's East Bay Municipal UtilityDistrict (EBMUD) consists of 49 employees who operate and manage six watertreatment plants with a combined average annual production of over 200 milliongallons per day. Section management wanted the organization to become moreeffective in meeting its mission of achieving key customer expectations while atthe same time providing for organization, business, and employee needs. Thesection embarked on an extensive organizational development program. Sectionleadership identified two recommendations as the most significant: the sectionshould establish a process for leadership development; and, the section shouldimplement an Organizational Performance Management System (OPMS). This paperdiscusses the implementation of EBMUD's OPMS. Includes 2 references, table, figures.