5.4 ERMUSR 04-11-2017 Elk River
Municipal Utilities UTILITIES COMMISSION MEETING
TO: FROM:
ERMU Commission Troy Adams,P.E.—General Manager
MEETING DATE: AGENDA ITEM NUMBER:
April 11, 2017 5.4
SUBJECT:
Wage &Benefits Committee Update
ACTION REQUESTED:
Approve effective immediately the hiring of one apprentice lineworker because of system
growth, a second apprentice lineworker to proactively address an upcoming anticipated
retirement, and change the part time Meter Reader position to full time status.
BACKGROUND:
The Wage & Benefits Committee (W&BC)was created to help the Commission develop and
maintain a pay plan structure and benefits package. The W&BC also helps the Commission with
succession planning and to review pay equity compliance. The W&BC evaluates and
recommends to the Commission. The W&BC does not have the authority to act without prior
Commission delegation of authority.
At the March Commission meeting, staff presented concerns to the Commission regarding
staffing levels, current work levels, and system growth rate. The Commission directed staff to
take the specific concerns to the W&BC and follow the established process for evaluation.
DISCUSSION:
The W&BC met on April 5 to receive an update on the recent Technical Services Superintendent
interviews,to evaluate current staffing level concerns, and to review the pay equity compliance
status.
Technical Services Superintend Update: An update on the Technical Services Superintendent
was provided. An offer was extended on April 7.
Staffing Levels, Organizational Growth, and Succession Planning: The W&BC evaluated
staffing levels for the electrical and technical services department. In comparison to pre-2009
recession Full Time Equivalent(FTE) numbers,the Electric Department currently has 0.5 FTE
fewer employees excluding previously outsourced work that has since been brought in house.
This is a 3.4%reduction in staff sizing. During the recession this reduction was manageable.
Even with the 2015 electric service territory transfer agreement these levels were sufficient. That
was true until the economy turned around in spring of 2017.
Similarly,the Technical Services Department has only grown by 1 FTE when excluding
previously outsourced work that has since been brought in house and excluding the sale of the
Page 1 of 2
177
security department. This is a FTE growth rate of 0.88%. During this same time period,the
number of electric meters has grown by 20%. And with planned future electric service territory
transfers, and projected organic customer growth, it is anticipated that the number of electric
meters with grow by an additional 12%by 2020.
In addition to the system growth, ERMU is anticipating a number of key retirements within that
same time period.
Also evaluated was the locator position. In 2009 ERMU had two full time locators. During the
recession, one of the locators applied for an internal promotion and became a Meter Technician.
That second locator position was not backfilled at that time. With the added 12 square miles of
electric service territory, and the additional 2,000 customers that will be transferred from
Connexus by 2020, ERMU will need to hire that second locator at some time. With the recovery
of the economy,the number of locates has increased substantially. The W&BC discussed options
and recommend hiring a second locator in 2018. This delay in hiring can be accomplished
through utilizing other labor resources temporarily. To do this,the W&BC discussed changing
the Meter Reader position from part time to full time as this is going to be needed either way,
then monitor the locating work load. Another factor that may change the timing of hiring a
second locater is the possibility of performing locating services for the City of Elk River for
Wastewater and Storm Water utilities. This will be evaluated for future discussion.
The W&BC also discussed the vacant Key Accounts Specialist position. With the sun setting of
ERMU's load management programs and the potential for replacement programs being
developed soon,the W&BC discussed delaying the hiring of a Key Accounts Specialist until the
position description can be finalized with updated essential job duties and required skills. The
W&BC will bring the Conservation&Key Accounts Manager in to evaluate the Key Accounts
Specialist position after a plan for the load management programs has been approved by the
Commission.
The W&BC considered the information and recommend to the Commission that they approve a
number of changes in staffing levels. First,the W&BC recommend hiring one additional
apprentice lineworker to accommodate the growth in the electric system. Second,the W&BC
recommended the hiring of a second additional apprentice lineworker as a proactive measure to
prepare for anticipated retirements. Third,the W&BC recommends increasing the Meter Reader
position from a part time position to a full time position.
Pay Equity Compliance: The W&BC reviewed the requirements and formulaic methodology for
calculating and submitting the pay equity reports. It is required to file the pay equity report to the
State of Minnesota every three years. ERMU's next required filing is at the end of 2017. ERMU
is currently in compliance.
FINANCIAL IMPACT:
The additions of the two apprentice lineworkers and the change in job status for the Meter
Reader are not directly budgeted. However, the anticipated retirements will create some
temporary savings in labor expense through the hiring process. Additionally, there are labor
expense savings which have occurred as a result of the other vacant manager and specialist
positions. It is anticipated that these factors will net out with minimal financial impact to the
2017 budget.
Page 2 of 2
178