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Elk River <br /> Municipal Utilities UTILITIES COMMISSION MEETING <br /> TO: FROM: <br /> Elk River Municipal Utilities Commission Troy Adams, P.E.—General Manager <br /> John Dietz—Chair <br /> Al Nadeau—Vice Chair <br /> Daryl Thompson—Trustee <br /> MEETING DATE: AGENDA ITEM NUMBER: <br /> March 13, 2017 5.1 <br /> SUBJECT: <br /> Organizational Growth <br /> DISCUSSION: <br /> With the recent resignation of our Technical Services Superintendent,the leadership team and <br /> staff have been working to develop a transition plan to cover responsibilities until that position <br /> can be filled. We have historically run lean. This management position vacancy has exposed <br /> weaknesses in our organizational structure. This is especially true with the highly significant <br /> initiatives currently in process including: migration from Great River Energy(GRE)to <br /> Minnesota Municipal Power Agency(MMPA) for wholesale power, electric service territory <br /> acquisition growing the electric customer base by 20%over a five year period, and the <br /> construction of a new 69kV/12.47kV Substation. In addition, ERMU is preparing for record <br /> organic growth following over five years of minimal growth. Looking towards 2020 when <br /> ERMU will have completed the electric service territory acquisition plan, it is anticipated that <br /> there could be multiple retirements from leadership roles within the organization. It is critical <br /> that ERMU begin to plan for this growth and retirements. There are likely short term actions that <br /> will need to be taken as well as long term strategic planning. <br /> During the February 23 leadership team introduction meeting held for ERMU's new <br /> Commissioners, this issue came to the surface. Frustrations among the leadership team were <br /> evident. Staffing levels are not where they need to be today in a few critical areas. Staff and <br /> management have consistently done what it takes to get the job done and cover for areas of <br /> inadequate resources. The underlying issues are not only staffing levels, but also compensation. <br /> There are critical positions within ERMU that need to be addressed in the short term in order to <br /> be competitive and retain current employees and incentivize employees to seek development and <br /> promotion opportunities. And both staffing levels and the compensation plan need to be <br /> addressed with a strategic view of the future. <br /> ACTION REQUESTED: <br /> Staff recommends conducting a review of the organizational structure, organization staffing <br /> levels, and compensation plan. <br /> 9 ' ® MEIYUi1 <br /> Page1of 1 E <br /> Reliable ptblic <br /> Power provider POWERED To SERVE <br /> 87 <br />