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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 />p, 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 />oil 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 />57 REV1 AUGUST 13, 2019 <br />