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ERMU Commission Policy G.4g Organization, Staffing, and Compensation <br />______________________________________________________________________________ <br />3. Presenting for Commission approval, as part of the Annual Business Plan, a Budget that will <br />support the staffing and contracted services levels described in items 2 and 3 above. <br />4. Upon approval by the Commission of the Annual Business Plan, Budget, Organizational <br />Chart and Employee Compensation and Benefits Plan, managing ERMU and its staffing and <br />contracted services at the budgeted levels, with appropriate allowance for changes in <br />workload requirements and the limitations of the market for qualified employees and <br />contracted services. The General Manager shall assign specific responsibilities to the <br />positions approved, shall designate the employees that fill specific positions and their <br />compensation, and shall engage contracted services as provided in approved ERMU Policies. <br />5. If the Commission fails to timely approve the Annual Business Plan, Budget or Employee <br />Compensation and Benefits Plan, managing ERMU and its workforce as necessary to serve <br />6. Considering <br />and stakeholders, advances in technology, relevant employment/service markets and other <br />requirements. <br />7. Maintaining current and accurate organization charts that identify all authorized management <br />and staff positions and their reporting relationships as well as the status of those positions <br />(occupied or vacant). <br />8. Maintaining current and accurate position descriptions or equivalent documentation of the <br />qualifications, accountabilities, and working conditions for each authorized permanent or <br />temporary position in the ERMU organization. <br />POLICY HISTORY: <br />Adopted August 8, 2017 <br />______________________________________________________________________________ <br />Page 2of 2 <br />215 <br />