5.4 ERMUSR 08-13-2019 - Laserfiche WebLink

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The plan would also require changes to a number of the field positions' responsibilities including the Line Crew Foreperson, Field Crew Foreperson, System Engineer, and OT Superintendent. The foreperson and engineer positions would have added responsibilities for work direction and performance evaluation. These changes also contribute to succession planning by developing leadership skills in first line supervision type positions. Consistent with the recommendations of the Current Compass report, the OT Superintendent position is proposed to be modified to an IT/OT Manager position which would directly report to the General Manager rather than be an assistant to the Technical Services Superintendent. When filled, the proposed IT/OT Manager position would be posted and applicants would be interviewed. And, this position would be advertised externally. In the office, the plan to add the director position would be accomplished through the internal promotion of the Finance & Office Manager to the Administrations Director. This position would oversee finance, customer service, conservation, and key accounts. Through action of the commission, the proposed organizational restructuring can be done without requirement for posting or interviews. The Finance & Office Manager position currently includes responsibilities for human resources and oversight of customer service. The then vacant Finance & Office Manager position would be changed to a Finance Manager which would only be responsible for finance. The proposed plan would be for this Finance Manager position to initially be vacant with the intent of filling through internal promotion in 2019. This proposed position would be internally posted and applicants would be interviewed. If this were to occur in 2019, the position vacated for the promotion to the new Finance Manager position would not be filled at this time resulting in net zero change in full time equivalents in staffing levels. If there is not internal qualified applicant interest in the proposed Finance Manager position, filling this proposed position would be delayed until 2020 or later and would become a personnel addition request for commission approval at that time. The proposed plan also identifies future personnel additions for a second Line Crew Foreperson and a Human Resources Manager. The additional foreperson position is intended for future, but not intended to be included in the 2020 budget. The Human Resources Manager addition would be a new position request included with the 2020 budget. When filled, this proposed position would be posted and applicants would be interviewed. The Human Resources Manager position would be advertised externally. The proposed changes to the organizational structure result in changes to position points which align with results from the Muni 7 benchmarking conducted by the committee. The changes to the management pay group are indicated on the attached current and proposed management pay group tables. The added responsibilities to the Line Crew Foreperson, Field Crew Foreperson, and System Engineer result in a 1% increase. The proposed changes to the organizational structure would maintain the current 45 full time equivalent staffing levels as currently approved, so no additional staffing included as proposed. These changes are indicated on the attached current and proposed organizational charts. Because there are no personnel additions, the workload for employees would remain similar, if Page 3 of 4 105