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The Dues, Subscriptions, and Fees budget reflected a 27.5% increase which is also the result of growth. Ms. Slominski and Mr. Tietz provide further details on the proposed increases. Based on the large increase for this portion of the proposed budget, Commissioner Bell had a question on what the desired bottom line is for the overall budget. Mr. Adams responded. Chair Dietz commented that he would reserve judgement until he sees how this fits into the complete budget. 5.4 Wage & Benefits Committee Update Based on Commission direction, the Wage & Benefits Committee (W&BC) met on July 22, 2019 to further analyze the inequities for the following positions: General Manager, Electric Superintendent, Technical Services Superintendent, Finance & Office Manager, and the Assistant Electric Superintendent. Mr. Adams shared that in consideration of the Commission's direction regarding an "apples to apples" comparison,the W&BC used a Muni 7 benchmarking analysis philosophy. At the meeting, the W&BC also reviewed the current organizational chart and looked at proposed changes to the structure that would add an additional level of leadership and improve on succession planning. Mr. Adams presented the W&BC update as outlined in the memo. Mr. Adams walked through the proposed organizational chart and the implementation plan. Also presented were the proposed management pay group revisions and the financial impact of the changes. To address the additional level of leadership, the W&BC had consensus to recommend the creation of two director positions: an Operations Director and an Administrations Director. In the field, the plan to add the director position would be accomplished through the internal promotion of the current Electric Superintendent to the Operations Director, and the internal promotion of the current Assistant Electric Superintendent to the Electric Superintendent. 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. Mr. Adams noted that through action of the Commission the proposed organizational restructuring can be done without the requirement for posting or interviews. For the Technical Services Superintendent position the W&BC determined that the inequity in position pay identified in the Current Compass report was related to the difference in minimum position requirements, therefore the pay for the Technical Services Superintendent did not warrant being adjusted at this time. As the proposed plan for the field would require changes in responsibilities for the Line Crew Foreperson, Field Crew Foreperson, and System Engineer, the W&BC had consensus to recommend a 1% pay increase for these positions. Elk River Municipal Utilities Commission Meeting Minutes August 13, 2019 Page 4