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G.4g1Performance Metrics and Incentive Compensation <br />1.0Purpose and Summary <br />our strategic goals and mission. By improving our efficiency and level of performance in <br />meeting our strategic goals and mission we can improve the delivery of value to our customers. <br />To create incentives for employees to take personal responsibility for accomplishment of the <br />Metrics-based Incentive Compensation system ( <br />ERMU will have an opportunity, as a group, to earn annual incentive compensation for each <br />qualifying employee by contributing individually to the overall success of ERMU on a daily <br />basis. <br />Under UPMIC, either all qualifying employees will earn an incentive compensation distribution <br />in a given year, or none will. And not only will incentive compensation under UPMIC in that <br />sense be an all or nothing proposition each year, but there will be an equal percentage sharebasis <br />for all on which the incentive compensation will be paid out if earned. This appropriately <br />reflects the reality that we all succeed, or fall short, together as a team. <br />To administer the UPMIC and measure objectively the level of performance that must be <br />achieved for qualifying employees to earn incentive compensation, the attached UMPIC <br />be subject to revision annually based on the performance metrics adopted by the Commission <br />Performance Metrics and creating incentive for employees to achieve the goals the Metrics <br />embody, the Utilities believes it will be better able to focus efforts and resources on becoming <br />more efficient and successful in meeting our strategic goals and mission and delivering improved <br />value to our customers. <br />2.0Utilities Performance Metrics Score Card <br />As reflected on the Score Card, the Performance Metrics are divided into the following three <br />categories: Safety, Reliability and Quality of Utility Services; Customer Service and Employee <br />161 <br />