4.2. ERMUSR 07/09/2019 - Laserfiche WebLink

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tools and make a recommendation to the commission regarding the inclusion of that data in the Utility Performance Metric-based Incentive Compensation system (UPMIC) for the 2020 measurement period. • Disaster Recovery Plan —Staff has established a 2019 initiative to update our disaster recovery plan and perform a disaster drill tabletop exercise.The work is being coordinated with the City of Elk River Fire Chief. This plan, and its subsequent annual review, is a requirement in the American Public Power Association's (APPA) Reliable Public Power Provider (RP3) designation. • Website—Staff successfully developed a comprehensive Branding Plan which included a style standards guide identifying approved fonts, colors, logos, and taglines.The plan is currently being implemented.Then staff successfully completed a 2019 initiative to develop a Communication Plan. All of these initiatives build the foundation for a forecasted 2020 initiative to completely update the ERMU website. Staff is working on a Request for Proposal (RFP) for the website design. This will be included as a line item in the 2020 budget. Theme 2: Personnel and Governance—Develop our most valuable and vulnerable assets...our commissioners, employees, leaders, and future leaders. • Governance and Management Policy Manuals—Staff successfully completed the manual which was approved in 2017 and developed.The successful completion of this initiative leads into a 2019 initiative to systematically go through the old policies, identify with the commission and legal counsel what is policy overseen by the commission and what is procedure overseen by management.Then, establish a plan to work through all of those old polices and separate governance policy from management procedure. Staff is tentatively planning to discussion the policy review schedule with the commission during the August regular commission meeting. • Future Leaders Training— Identified during our recent organizational effectiveness survey, there is a critical need to provide leadership training for all levels of leadership vertically throughout the organization.The leadership team has ranked this initiative high on the priority list. The scope of the initiative and financial impact will be evaluated and the initiative will proceed into the budgeting process for potential approval in December. • Human Resource Support—Staff has been evaluating current and future human resource needs to develop a plan for consideration in the 2020 budgeting process. • Succession Planning Procedure—The initiative to develop a succession planning and staff addition procedure for use by the Wage & Benefits Committee (W&BC) was not started in 2018 and had been tabled for 2019 due to leadership bandwidth. Related to this initiative, the commission directed staff and the W&BC to implement an initiative to Page 3 of 6 65