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III. 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 />T. Determined appropriated markets for each of the ten leadership positions. <br />it Obtained ERMU's approval of the surveys used. <br />All Compared market data to current ERMU base salaries. <br />Analyzed ERM U'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 />f9 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 u� <br />41 REV1 AUGUST 13, 2019 <br />