4.1 ERMUSR 03-08-2022 - Laserfiche WebLink

Home Browse Search

COMMISSIONPOLICY Section:Category: GovernanceDelegation to Management Policies Policy Reference:Policy Title: Performance Metrics and Incentive G.4g1 Compensation 1.0PURPOSE AND SUMMARY The successful performance of the ERMU is measured in ter our strategic goals and mission. By improving our efficiency and level of performance in meeting our strategic goals and mission we can improve the delivery of value to our customers. To create incentives for employeesto take personal responsibility for accomplishment of the Metrics-based Incentive Compensation system (Through UPMIC the employees of ERMU will have anopportunity, as a group, to earn annual incentive compensation for each qualifying employee by contributing individually to the overall success of ERMU on a daily basis. Under UPMIC, either all qualifying employees will earn an incentive compensation distribution in a given year, or none will. And not only will incentive compensation under UPMIC in that sense be an all or nothing proposition each year, but there will be an equal percentage sharebasis for all on which the incentive compensation will be paid out if earned. This appropriately reflects the reality that we all succeed, or fall short, together as a team. To administer the UPMIC and measure objectively the level of performance that must be achieved for qualifying employees to earn incentive compensation, the attached UMPIC The Score Card will be subject to revision annually based on the performance metrics adopted by the Commission By tracking and measuring the Performance Metrics and creating incentive for employees to achieve the goals the Metrics embody, the Utilities believes it will be better able to focus efforts and resources on becoming more efficient and successful in meeting our strategic goals and mission and delivering improved value to our customers. ______________________________________________________________________________ Page 1of3 130