4.2 ERMUSR 07-11-2017 - Laserfiche WebLink

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W&BC to not fill the Key Accounts Specialist position at this time and to re-evaluate the needs and related skill-sets required after the implementation of multi-billing cycles. Management has held several meetings regarding the current workload levels and has identified numerous options to manage the workload while this position remains vacant. If the ability to cover this workload changes prior the implementation of multi-billing cycles, this vacancy would be re-addressed by the W&BC and then by the Commission. Lead Electrical Technician: On June 19, ERMU's Lead Electrical Technician provided formal retirement notice stating his last day would be July 10. This position, the related responsibilities, and required skills had last been revised when ERMU's current pay plan structure was adopted by the Commission nearly 10 years ago. This position is a direct report of the Technical Services Superintendent and part of the Technical Services Department. The W&BC has discussed the succession planning for this position for three years identifying the potential for updating the position at the time of a retirement. With the announcement from the current Lead Electrical Technician,the opportunity to change this position and address department skill set needs can be accomplished through the hiring process. W&BC's staff representatives worked with the Technical Service Superintendent to identify department and company skill sets needed and work load concerns relating to this vacancy. Those discussions resulted in the consensus that the position should be changed to a Distribution Engineer. This position change makes it possible to shift and balance system design workload freeing up the Electric Superintendent and the Assistant Electric Superintendent to focus their efforts on more leadership responsibilities rather than design tasks. This proposed change would also allow ERMU to bring in house some engineering analysis work that is currently being outsourced to consultants. The Technical Services Superintendent believes that the current workload covered by the Lead Electrical Technician would be able to be covered during the hiring process and beyond as tasks and workload are balanced and redistributed. The draft position description was developed by staff and presented to the W&BC receiving consensus supporting the change. The proposed change of replacing the Lead Electrical Technician with a Distribution Engineer does not negatively impact the ERMU pay equity report; we still pass even under the most conservative hiring scenario. ERMU is not required to file the pay equity report until January 2018. FINANCIAL IMPACT: The Finance and Office Manager and the General Manager have analyzed the impact of the proposed Distribution Engineer on the Commission approved ERMU Pay Plan. Using the Commission adopted Riley, Dettmann& Kelsey Job Evaluation System, and the changes in the position result in a change in from Field Group Grade 9 to Field Group Grade 10. The potential impact to the 2017 budget if a highly qualified applicant were to be hired at the top pay step would be approximately $3,000 greater than the current position. However, the hiring process will result in a delay in filing which will produce an approximately saving of$14,000 (w/o benefit considerations, wages only) for the 2017 annual budget. There is also anticipated consulting expense savings related to the change. And although a midyear recommendation, this proposed change has been in discussion for three years. Page 2 of 2 169