2.3 ERMUSR 01-14-2020UTILITIES COMMISSION MEETING
TO: FROM:
ERMU Commission Michelle Canterbury Executive Administrative Manager
MEETING DATE: AGENDA ITEM NUMBER:
January 14, 2020 2.3
SUBJECT:
Performance Metrics and Incentive Compensation Policy
ACTION REQUESTED:
Receive the 2020 Performance Metrics and Incentive Compensation Policy Score Card.
Approve the Revised Performance Metrics and Incentive Compensation Policy.
BACKGROUND:
At the December 17, 2019 commission meeting, the Commission approved revisions to the
2020 Utilities Performance Metrics and Incentive Compensation(UPMIC) Score Card. The
revisions were to include replacing the Customer Satisfaction component with Clean Energy
Choice Program Participation, with a weight of 5 percent, and a goal of 15 new customers for
the 2020 measurement period.
DISCUSSION:
Following the December commission meeting, staff made the approved revisions to the 2020
UPMIC Score Card. As the Customer Service component has now been removed, staff is
recommending the category title on the Score Card be changed from Customer Service and
Employee Development, to Workforce Development. Attached is the updated UPMIC Score
Card.
As Section 2.0 of the UPMIC Policy also identifies the category titles, the UPMIC Policy has been
revised to reflect the language change.
ATTACHMENTS:
ERMU Policy G.4g1 Performance Metrics and Incentive Compensation Policy
ERMU Policy G.4g1a Performance Metrics and Incentive Compensation Policy Score
Card 2020
______________________________________________________________________________
Page 1 of 1
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G.4g1 Performance Metrics and Incentive Compensation
1.0Purpose and Summary
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 employees to take personal responsibility for accomplishment of the
Metrics-based Incentive Compensation system (
ERMU will have an opportunity, 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 share basis
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
be subject to revision annually based on the performance metrics adopted by the Commission
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.
2.0Utilities Performance Metrics Score Card
As reflected on the Score Card, the Performance Metrics are divided into the following three
categories: Safety, Reliability and Quality of Utility Services; WorkforceCustomer Service and
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Employee Development; and Financial Goals. These categories are used to characterize the
overall strategic goals and mission of ERMU.
Under the Performance Metrics, these three main categories are then divided into various
weighted factors, or sub-categories. These sub-categories, their percentage weight, and the goal
or target for each, shall be established by the Utilities Commission annually. The Performance
Metrics as adopted are reflected in the attached Score Card. As discussed above, the
Performance Metrics and thus the Score Card are subject to modification and adoption by the
3.0Utilities Performance Incentive Compensation Distribution Criteria
Under the UMPIC a Performance-Based Compensation Incentive, if earned, will be distributed
to Qualifying Employees annually. The total amount available to be earned by Utilities
employees as a Performance Based Compensation Incentive each year will be an amount up to
during the Measurement
Period.
The measuring period used to calculate how much, if any, of the Performance-Based
Compensation Incentive the Utilities employees have earned will be the calendar year (the
d is complete and the Commission has
received its audit in the spring of the year following the Measurement Period, the Performance
Metrics will be applied to determine whether the Performance-Based Compensation Incentive
has been earned for the Measurement Period. In doing so, the performance of the Utilities in
each sub-category will be reviewed. If the sub-category performance meets or exceeds the
established goal, the sub-category will be scored with the designated percentage that will
contribute to a total Performance Metrics Multiplier to be used as a factor in calculating the
maximum factoring effect of 100%. The Multiplier is used to determine how much, if any, of
the amount established by the Commission for the UMPIC Performance-Based Compensation
Incentive has been earned in the Measurement Period. (For example if the Multiplier equals
100%, the distribution would equal 2%. If the Multiplier equals 75%, the distribution would
equal 1.5%.) In other words, the amount established by the Commission may be earned on an
annual basis by the group of Qualifying Employees (as defined below in Section 4.0) in whole,
in part, or not at all.
After the Multiplier is calculated on the Score Card, the Performance Based Compensation
Incentive earned, if any, will be distributed to Qualifying Employees. The total amount to be
distributed as the Performance Based Compensation Incentive will be the product of: a) the
M
Measurement Period.
The percentage of the Performance Based Compensation Incentive awarded to each Qualifying
Employee will be based on the gross wages of each Qualifying Employee during the
Measurement Period. To each Qualifying Employee, the distribution would be allocated in a
paid during the Measurement Period.
earned during the Measurement Period were equal to $50,000 and the Multiplier was equal to
100%, the total distribution to that employee would be equal to: $50,000 x 2% x 100% =
$1,000.)
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If the Utilities
industry or customer base, the Commission reserves the right to withhold distribution of the
Performance Based Compensation Incentive in any given year.
4.0Employee Qualifications and Distribution of the Incentive Compensation
An employee of the Utilities will be eligible for participation in the Performance Metrics
Incentive Compensation distribution if the employee meets the following eligibility requirements
a. The employee is in good standing with the Utilities. An employee would not be eligible
while on disciplinary probation or a performance improvement action plan.
b. The employee was a Full Time or Part Time employee during the Measurement Period.
Seasonal, and Temporary employees are not eligible.
The UMPIC Performance Based Compensation Incentive distribution will be made to Qualifying
Employees on the first payroll date after the thirty day period following the date on which the
GP:3300714 v4
Adopted December 12, 2012
Revised January 14, 2020
38
Awarded
Multiplier
Percentage
Score
39
95% 95%
+15
<5% 7.5%
Goal
< 0.5
Meet <12%
Target
>>
Budget
<
<90 Min>
samples
>
<120 Min
0 positive
Total Multiplier:
Requirements
90th percentile
5555555555
10102010
Sub-Percent
Sub-Category Water Quality StandardsLead and Copper qualityBacteria DetectionCAIDISAIDISAIFILine LossWater LossClean Energy Choice Program ParticipationEmployee TurnoverParticipation
in Recommended and Mandatory TrainingsMargins/Net ProfitReservesInventory Accuracy
402535
Percent
Category
Workforce
Development
and Quality of
Utility Services
Financial Goals
Safety, Reliability
Elk River Municipal Utilities G.4g1a - Performance Metrics and Incentive Compensation Policy Score Card - 2020
Adopted December 12, 2012Revised October 11, 2016Revised December 17, 2019