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2.4 ERMUSR 08-13-2019J Elk River Municipal Utilities TO: ERMU Commission MEETING DATE: j August 13, 2019 SUBJECT: Compensation Study FROM: Troy Adams, P. E. UTILITIES COMMISSION MEETING AGENDA ITEM NUMBER: 2.4 ACTION REQUESTED: Receive and file the Current Compass Compensation Study Revision 1 dated August 13, 2019. BACKGROUND: In November 2018 the commission directed the Wage & Benefits Committee (W&BC) to conduct a benchmarking study for the management pay group. The primary scope of the benchmarking was to analyze salary compression issues with the Electric Superintendent and the Assistant Electric Superintendent, as well as compare the other manager positions with the market. In March the commission contracted with consultant, Current Compass, to perform the benchmarking. At the July commission meeting Mark Fritsch of Current Compass presented the Compensation Study report to the commission. DISCUSSION: Since the July commission meeting staff has identified errors in the data included in the Current Compass compensation study report. Current Compass has corrected the errors and the revised report is attached. This is presented just for accuracy on record only. ATTACHMENT: • Current Compass Compensation Study— REV1 Page 1 of 1 37 ■ ■ ■ ire ■ ■ 3 prM ■ ■ i - ■ .. f k '.ft 't 6 x: COMPENSATION STUDY Elk River Municipal Utilities Submitted by: Mark Fritsch Date: July 9, 2019 R EV1 August 13, 2019 4563 Birchbark Trail North 612-799-3523 Lake Elmo, MN 55042 mark@currentcompass.com Table of Contents I. Introduction.........................................................3 II. Executive Summary ............................................3 III. Project Scope and Work Plan ............................4 IV. Compensation Study Parameters .....................4 V. Survey Results....................................................6 VI. Recommendations...........................................19 VII. Summary ...........................................................20 Current Compass uo 39 REV1 AUGUST 13, 2019 I. Introduction Current Compass was retained by Elk River Municipal Utilities (ERMU), to conduct a compensation study for ten leadership positions. The objective of the study was to determine how competitive the utility is by collecting and analyzing base salary compensation data within its labor market of Minnesota municipal utilities, national municipal utilities and cooperative utilities. ERMU provided most of the study data. This Compensation Study contains compensation results for ten classifications included in the survey, outlines the project scope and work plan, describes the methodologies utilized in data collection and analysis, and provides an overview of the study results. The study report also contains Charts 1 through 10, which present the study results by positions and ERMU's current compensation rates. II. Executive Summary When compared to local, state and national averages for the size and ranking of a municipal electric and water systems, Elk River Municipal Utilities (ERMU), rates for their top ten leadership salaries fall considerably short. Top rates for most of the senior leadership positions at ERMU are below average reported salaries in Minnesota Municipal Utility Association (MMUA), and American Public Power Association (APPA) national survey for comparable positions. Non-competitive compensation makes it very difficult to attract highly qualified leaders for the organization. A municipal utility is an enterprise and must be able to attract and retain talented leaders to oversee and improve the utility. A continuation of this trend will render ERMU, at best, a good place for young, talented individuals to gain experience before moving on to more lucrative opportunities. Current Compass LLC 40 REV1 AUGUST 13, 2019 III. Project Scope and Work Plan In order to complete this study, Current Compass completed the following tasks: Reviewed job descriptions and verified key tasks and responsibilities so correct market comparisons could be achieved. T. Determined appropriated markets for each of the ten leadership positions. it Obtained ERMU's approval of the surveys used. All Compared market data to current ERMU base salaries. Analyzed ERM U's compensation for salary compression. Developed recommendations based on this study. IV. Compensation Study Parameters The first step in conducting a compensation survey is to determine the basic parameters for the survey. These parameters included: Confirmation of the utilities labor market position Labor market surveys f9 Survey classifications Labor Market Position Current Compass provided a labor market data analysis based on a top five Minnesota Municipal Utilities Association (MMUA), utilities match and American Public Power Association (APPA), 3rd Quartile, fully competent match for a customer size of 10,000 to 20,000. Using MMUA's top five salaries for comparison most closely matches ERMU market competition, based on size, budget, utility results and reputation. APPA's salary data for customer size of 10,000 to 20,000 and 3rd Quartile ranking was used as a best match. Third quartile is defined as meets preferred qualifications, demonstrated ability to perform duties independently and a seasoned professional in their mid -career. Current Compass prefers to use the top five municipals and 3rd Quartile data as being market competitive rather than labor market median data. Current Compass u� 41 REV1 AUGUST 13, 2019 Labor Market Surveys The surveys used comprise the agreed upon MMUA 2019, APPA 2018 and Owatonna Public Utilities (OPU), 2019 General Managers survey. Survey Classifications The survey classifications for the study are presented in Table 1, organized by highest to lowest paid salary. Position descriptions are not included in this report. Table 1 Elk River Municipal Utilities — Survey Classification General Manager Electric Superintendent Technical Services Superintendent Finance and Office Manager Assistant Electrical Superintendent Customer Service Manager Water Superintendent Operational Technology Superintendent Conservation and Key Accounts Manager Executive Administrative Manager Current Compass LLC 42 REV1 AUGUST 13, 2019 V. Survey Results As indicated in the previous section, the survey involved the collection of base compensation data for Elk River's survey's classifications from each of the selected labor market agencies and detailed results of the analyses were prepared. These results are presented as follows: • Table 1A provides the utility with a summary of study results. This is a base salary table representing all ten leadership positions with salary results compared to the average of the top five municipal utilities, the number of comparable classes identified, and the percentage ERMU's yearly salary for the survey classification that is above or below the top five average. • Charts 1-10 presents base salary data for the designated positions as compared to the top five municipal utilities and a national survey (APPA) and Cooperative survey (APPA) when applicable. When conducting a salary survey, the intent is to provide general market trends by comparing the span of control, duties and responsibilities, and knowledge, skill and ability requirements to determine whether these are comparable enough to utilize as a match. With a balance labor market and the use of whole job analysis, it is reasonable to assume that while some matches will have slightly higher responsibilities and some matches will have slightly lower responsibilities, the overall scope of duties and responsibilities of the combined matches will be balanced. When reviewing the data, it is important that Elk River Municipal Utilities be aware of the following: VI Current Compass has not included any salary increases for the APPA 2018 survey. MMUA's survey collected data from mid-March to the end of April 2019. OPU's General Manager survey includes 2019 actuals. Current Compass 43 REV1 AUGUST 13, 2019 APPA's salary data for customer size of 10,000 to 20,000, and 3rd Quartile ranking was used as the best match. Third quartile is defined as meets preferred qualifications, demonstrated ability to perform duties independently and seasoned professional/mid-career. First quartile is meeting minimal qualifications. Second Quartile is having previous experience, demonstrated ability to perform duties, and may need additional training to perform duties independently. Fourth quartile indicates a subject matter expert, exhibits broad and deep knowledge of job-related areas and senior -level job experience. fiE When obtaining data from APPA, the job positions were matched to job position descriptions given in their report. MMUA job positions were matched based on descriptions as well as Current Compasses background and experience with similar municipal utilities. Current Compass kept data from each utility confidential, so each Muni 1 through 5 are listed by highest salary to lowest instead of a utility designation. 14 In most studies, it is common to have some classification for which limited market data exists. Because a compensation plan is developed through analysis of external market data and internal relationships, the absence of sufficient labor market data for a particular class does not mean that no salary recommendation can be developed, since many salary recommendations are ultimately based upon interna•I equity with other classes. Some specific comments with respect to the job matching strategy and/or results for some job classifications is presented below: General Manager- Salary matches were obtained through an OPU survey completed this spring. That survey is not included in this report. Assistant Electrical Superintendent - There is not any comparable data for this position in the national survey. Market driven lineworker pay results in this position being above average to the top five municipals. '_O�N Currer--t Compass~ ,c 44 REV1 AUGUST 13, 2019 ■ Water Superintendent- The best MMUA survey match used was the Water Supervisor classification. There is not any comparable data for this position in the national survey. ■ Executive Administrative Manager - This position is usually a highbred and is based on the skills and abilities of the employee. Only two municipals surveyed had similar duties and responsibilities. APPA's closes match was the Communications Director Position and the Marketing Director classifications. Unfortunately, they were more focused and didn't have the broad responsibilities of ERMU's classification. Table 1A Elk River Municipal Utilities - Base Salary Survey Results ERMU Base # of % Utility is Salary Matches Above or Top Five Below Top /`L......:F:...s:...... RA -"i Au©r­� Chin AVnr9Qn General Manager Electric Superintendent $ $ 165,277 116,480 f 7 $ $ 196,495 134,692 -18.9% -15.6% Technical Services Superintendent Finance and Office Manager Assistant Electrical Superintendent $ $ $ 108,555 108,555 105,414 6 7 4 $ $ $ 133,303 144,476 100,537 -22.8% -33.1% 4.9% Customer Service Manager $ 102,336 6 $ 100,414 1.9% Water Superintendent $ 102,336 5 $ 103,339 -1% _ Operational Technology Superintendent $ 102,336 6 $ 108,843 -6.4% Conservation and Key Accounts Manager $ 94,141 6 $ 89,652 5% Executive Administrative Manager $ 94,141 3 $ 84,464 11.5% Average Above or Below Top Five Municipals -7.35% Note: Base salaries shown for ERMU do not include the potential 2% Utilities Performance Metrics -based Incentive Compensation (UPMIC). Current Compass LL� 45 REV1 AUGUST 13, 2019 Chart 1: General Manager GENERAL MANAGER BASE SALARY Coop's APPA Fully Qualified APPA Mean Elk River Average Muni Muni 5 Muni 4 Muni 3 Muni 2 Muni 1 $- $50,000 $100,000 $150,000 $200,000 $250,000 $300,000 w This chart reflects compensation for the highest paid member of ERMU. The top five municipals, APPA, and Cooperatives surveyed all have base salaries above ERMU's. Current Compass uc 46 REV1 AUGUST 13, 2019 Chart 2: Electric Superintendent ELECTRIC SUPERINTENDENT BASE SALARY Coop's APPA f=ully Qualified APPA Mean Elk River Average Muni Muni 5 Muni 4 Muni 3 Muni 2 Muni 1 $- $20,000 $40,000 $60,000 $80,000 $100,000$120,000$140,000$160,000$180,000 The top four municipals, and Cooperatives surveyed all have base salaries above ERMU's. Current Compass LLc 47 REV1 AUGUST 13, 2019 Chart 3: Technical Services Superintendent APPA Fully Qualified APPA Mean Elk River Average Muni Muni 5 Muni 4 Muni 3 TECHNICAL SERVICES SUPERINTENDENT Muni 2 I Muni 1 $- $20,000 $40,000 $60,000 $80,000 $100,000$120,000$140,0005160.000$180,000 The top four municipals, and APPA surveyed all have base salaries above ERMU's. 1-01� Current Compass u� 48 REV1 AUGUST 13, 2019 Chart 4: Finance and Office Manager FINANCE AND OFFICE MANAGER Coop's APPA Fully Qualified APPA Mean Elk River Average Muni Muni 5 Muni 4 Muni 3 Muni 2 Muni 1 E $- $20,000 $40,000 $60,000 $80,000 $100,000$120,000$140,000$160.000$180,000 ■ The top five municipals, APPA, and Cooperatives surveyed all have base salaries above ERMU's. Current Compass LL� 49 REV1 AUGUST 13, 2019 Chart 5: Assistant Electrical Superintendent Elk River Average Muni Muni 4 Muni 3 Muni2 Muni 1 ASSISTANT ELECTRICAL SUPERINTENDENT $- $20.000 $40,000 $60,000 $80,000 $100,000 $120,000 Only one utility has a base salary higher for this position. a There is not any comparable data for this position in the national survey. Market driven lineworker pay results in this position being above average to the top five municipals. There is a significant salary compression issue, as this position is only 1.1 % above lineworkers being supervised. Correcting that will also cause salary compression with their supervisor. Current Compass LL� 50 REV1 AUGUST 13, 2019 Chart 6: Customer Services Manager CUSTOMER SERVICES MANAGER APPA Fully Qualified APPA Mean Elk River Average Muni Muni 5 Muni 4 Muni 3 Muni 2 Muni 1 $- $20,000 $40,00,', $60,000 $80,000 $100,000 $120,000 $140,000 $160:000 Only two municipals have a base salary higher than ERMU's. APPA's fully qualified survey is above ERMU's. Current Compass u� 51 REV1 AUGUST 13, 2019 Chart 7: Water Superintendent Elk River Average Muni Muni 5 Muni 4 WATER SUPERINTENDENT I Muni 3 Muni 2 Muni 1 $- $20,000 $40,000 $60,000 $80,000 $100,000 $120,000 $140,000 • The average of the top five municipals surveyed is very close to ERMU's base salary. 0 There is not any comparable data for this position in the national survey. Current Compass u� 52 REV1 AUGUST 13, 2019 Chart 8: Operational Technology Superintendent APPA Fully Qualified APPA Mean Elk River Average Muni Muni 5 Muni 4 Muni 3 Muni 2 Muni 1 OPERATIONAL TECHNOLOGY SUPERINTENDENT u- $20,000 $40,000 $60,000 $80,000 $100,000 $120,000 $140,000 $160,000 M The top four municipals surveyed all have base salaries above ERMU's. 4t APPA's fully qualified surveyed was also above ERMU's. Current Compass; LLc 53 REV1 AUGUST 13, 2019 Chart 9: Conservation and Key Accounts Manager CONSERVATION AND KEY ACCOUNTS APPA Fully Qualified APPA Mean Elk River Average Muni Muni 5 Muni 4 Muni 3 Muni 2 1 Muni 1 $40.000 n6r $80,000 $100,000 $120:000 N Only one of the municipals surveyed has a base salary above ERMU's. R APPA's fully qualified surveyed was also above ERMU's. Currerrt Compass uc 54 REV1 AUGUST 13, 2019 Chart 10: Executive Administrative Manager APPA Fully Qualified APPA Mean I Elk River Average Muni Muni 2 Muni 1 EXECUTIVE ADMINISTRATIVE MANAGER $- $20,000 $40,000 $60,000 $80,000 $100,0 $120,000 U Only one municipal surveyed was above ERMU's base salary. ri APPA's utilities surveyed was also above ERMU's. This position is usually a highbred and is based on the skills and abilities of the employee. Current Compass u� 55 REV1 AUGUST 13, 2019 THIS PAGE INTENTIONALLY LEFT BLANK Current Compass LL� 56 REV1 AUGUST 13, 2019 VI. Recommendations Current Compass has several recommendations based on findings, analysis and our experience with utility compensation: Increase compensation on positions that are below market. This can be done over a two-year period of time. p, The Technical Services Superintendent position normally requires a four-year degree. Consider hiring an HR Manager responsible for Human Resources, Safety, Compensation and Succession Planning. This position should report to the General Manager. Fill the Operational Technology Superintendent position and have it report directly to the General Manager. The Finance and Office Manager or CFO is usually the second highest paid employee in utilities. Consider a salary range of 85% to 120% of midpoint. Midpoint being defined as fully qualified. Consider using the top five average for Municipals as the midpoint. A typical employee will reach midpoint in 3-5 years. Fix compression issues. Compression differential should be a minimum of 10% with minimal overtime and 15% with overtime. Positions without a comparable market should be given a salary midpoint that doesn't result in compression issues. One option to fix the salary and compression issues with the Electrical Superintendent and Assistant Line Superintendent is to make the Electrical Superintendent an Operations Director (COO), and the Assistant Line Superintendent an Electrical Superintendent. The COO would report to the GM and be responsible for all field staff. oil Use of a salary point system such as "Riley, Dettmann & Kelsey" is also an effective approach to salary determination when market data isn't available. ® Similar titles should be in the same pay range. Current Compass LLc 57 REV1 AUGUST 13, 2019 VII. Summary This report provides detailed information concerning the scope of the project, the methodology used to complete the compensation study, as well as the results of the study which show where the utility stands in comparison to the labor market. Should you require any further information, or have questions and comments with respect to this report, please do not hesitate to contact Current Compass, Mark Fritsch, at 612-799-3523 or via email at mark@currentcompass.com Current Compass u� 58 REV1 AUGUST 13, 2019