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4 <br /> Ill. Project Scope and Work Plan <br /> In order to complete this study, Current Compass completed the following tasks: <br /> ■ Reviewed job descriptions and verified key tasks and responsibilities so <br /> correct market comparisons could be achieved. <br /> ■ Determined appropriated markets for each of the ten leadership positions. <br /> ■ Obtained ERMU's approval of the surveys used. <br /> ■ Compared market data to current ERMU base salaries. <br /> ■ Analyzed ERMU's compensation for salary compression. <br /> ■ Developed recommendations based on this study. <br /> IV. Compensation Study Parameters <br /> The first step in conducting a compensation survey is to determine the basic <br /> parameters for the survey. These parameters included: <br /> ■ Confirmation of the utilities labor market position <br /> ■ Labor market surveys <br /> ■ Survey classifications <br /> Labor Market Position <br /> Current Compass provided a labor market data analysis based on a top five <br /> Minnesota Municipal Utilities Association (MMUA), utilities match and American <br /> Public Power Association (APPA), 3rd Quartile, fully competent match for a <br /> customer size of 10,000 to 20,000. Using MMUA's top five salaries for <br /> comparison most closely matches ERMU market competition, based on size, <br /> budget, utility results and reputation. APPA's salary data for customer size of <br /> 10,000 to 20,000 and 3rd Quartile ranking was used as a best match. Third <br /> quartile is defined as meets preferred qualifications, demonstrated ability to <br /> perform duties independently and a seasoned professional in their mid-career. <br /> Current Compass prefers to use the top five municipals and 3rd Quartile data as <br /> being market competitive rather than labor market median data. <br /> Current Compass uc <br /> 98 <br />