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20 <br /> VI. Recommendations <br /> Current Compass has several recommendations based on findings, analysis <br /> and our experience with utility compensation: <br /> • Increase compensation on positions that are below market. This can <br /> be done over a two-year period of time. <br /> • The Technical Services Superintendent position normally requires a <br /> four-year degree. <br /> • Consider hiring an HR Manager responsible for Human Resources, <br /> Safety, Compensation and Succession Planning. This position should <br /> report to the General Manager. <br /> • Fill the Operational Technology Superintendent position and have it <br /> report directly to the General Manager. <br /> • The Finance and Office Manager or CFO is usually the second highest <br /> paid employee in utilities. <br /> • Consider a salary range of 85% to 120% of midpoint. Midpoint being <br /> defined as fully qualified. <br /> • Consider using the top five average for Municipals as the midpoint. <br /> • A typical employee will reach midpoint in 3-5 years. <br /> • Fix compression issues. Compression differential should be a minimum <br /> of 10% with minimal overtime and 15% with overtime. <br /> • Positions without a comparable market should be given a salary <br /> midpoint that doesn't result in compression issues. <br /> • One option to fix the salary and compression issues with the Electrical <br /> Superintendent and Assistant Line Superintendent is to make the <br /> Electrical Superintendent an Operations Director (COO), and the <br /> Assistant Line Superintendent an Electrical Superintendent. The COO <br /> would report to the GM and be responsible for all field staff. <br /> • Use of a salary point system such as "Riley, Dettmann & Kelsey" is also <br /> an effective approach to salary determination when market data isn't <br /> available. <br /> • Similar titles should be in the same pay range. <br /> Current Compass LLC <br /> 114 <br />