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The review of these changes in this position,applied with the job evaluation system,result in a change in <br /> points shifting from a pay grade five in the manager pay plan group to a pay grade seven. It is well <br /> understood that the number of direct reports and quantity of work load do not directly factor into the job <br /> evaluation system calculations in the pay plan. However, observation is that the proposed change is <br /> consistent with other departments with consideration for size and work load. This is also consistent with <br /> market as well. <br /> Commission Compensation <br /> At a previous commission meeting the commission requested that staff look into the commission pay <br /> level. At a subsequent commission, legal counsel updated the commission that changes to the base <br /> commission monthly stipend would require council approval. <br /> Staff has reviewed 2014 data collected by Minnesota Municipal Utilities Association. The data included <br /> information from Shakopee Public Utilities, a municipal utility very similar to ERMU. The Shakopee has <br /> commission compensation structured differently than other commissions with levels related to <br /> responsibility. The W&BC discussed conducting a more detailed survey of the Minnesota Municipal <br /> Power Association utilities,which includes Shakopee,to determine if there is justification to propose <br /> changes to the current compensation levels. If determined that a change is justified, the W&BC would <br /> bring that back for commission consideration in the budgeting process with council approval needed prior <br /> to 2016. <br /> Electric Technician <br /> A request was made by an employee to evaluate how certifications are compensated for. Specifically, <br /> ERMU employees a master electrician and has registered that license. The license is required when <br /> ERMU works on the ball field lights or street lights which are behind the meter for the City of Elk River. <br /> The license is not used to take market share away from local electricians. This employee is not being <br /> compensated for the use of the license but the fees associated with maintaining the license are being paid <br /> for by ERMU. The license is not a requirement of the position either. However,this is something that <br /> ERMU needs to have in house. <br /> The rapid change in technology will greatly impact the future of the Electric Technician position as well <br /> as the Technical services department. This position dealt with mechanical meters and overcurrent <br /> protective devices only a few short years ago. More recently,the industry has computerized and so is <br /> ERMU. Similar to the lineworker's in-house apprentice training program managed through MMUA, we <br /> now have a Meter Technician and a Substation Technician apprentice programs available. Currently two <br /> employees in the Technical Services department have entered into theses apprentice programs. These <br /> programs will become a requirement going forward. <br /> The W&BC agreed that there is justification to further evaluate the request regarding compensation for <br /> the master electrician license,review the apprentice programs as a part of the minimum requirement for <br /> the position, and review the market. The W&BC will bring the results to the commission at a future date. <br /> ACTION REQUESTED: <br /> The W&BC recommends the Commission approve adjusting the Customer Service Manager pay grade to <br /> level 7 of the manager pay group. <br /> • <br /> POWERED er <br /> Page 2 of 2 NATURE <br /> Reliable Public <br /> Power Provider P O W E R E D T o S E R V E <br />