Laserfiche WebLink
communicating that occasionally their daily responsibilities require them to maintain an open <br />line of communication. <br />Mr. Hanson noted that feedback from managers shows a consensus that direction from the <br />Commission via the general manager has improved. <br />Mr. Hanson expressed appreciation for Mr. Mauren's inclusion of a comparison graph of the <br />scoring between commissioners and managers. <br />When referencing the open-ended portion of the evaluation, Mr. Hanson stated that he was <br />very pleased with the number of positive comments from management which indicated a <br />favorable perception of commission performance. <br />Chair Dietz expressed his appreciation for the improved evaluation process. <br />Commissioner Stewart also acknowledged the improved format, especially pointing out how <br />the evaluation results were displayed. <br />Commissioner Bell asked if the results could be displayed on the screen next year so he can <br />access the comments on his Pad. Mr. Mauren noted the request. <br />Mr. Hanson asked the Commission if they would like to see a similar update to the general <br />manager evaluation to include the consolidation of questions and a focus on written <br />comments, like the commission evaluation updates. The Commission agreed they would like to <br />see an updated general manager evaluation that can be adopted if approved. <br />Mr. Hanson confirmed the same approval process would be followed for a general manager <br />evaluation update as was implemented for the commission evaluation update. <br />5.0 BUSINESS ACTION <br />5.5 Compensation Study <br />Mr. Hanson reviewed the compensation study background information noting that all ten <br />commission -approved comparable peers responded to the request for information and all 35 <br />positions at ERMU had a 75% or greater match in duties and responsibilities, contributing to <br />the validity of the study results. Mr. Hanson then introduced Ms. Towne, consulting manager <br />with Baker Tilly, who was involved in the compensation study process as well as the <br />development of the proposed pay plan. <br />Ms. Towne presented the report from Baker Tilly explaining the methodology and results of <br />the compensation study. After an extensive review of the data, Baker Tilly determined that <br />ERMU's current pay structure is 4.4% below the market minimum, 9.5% below the market <br />midpoint, and 12.8% below the market maximum. <br />Elk River Municipal Utilities Commission Meeting Minutes <br />June 4, 2024 <br />Page 3 <br />33 <br />