LMUD seeking new positions, outlines company structure
The board passed the item for the updated descriptions and compensation adjustments unanimously, without absent board director Nancy Cardenas.
LMUD General Manager Frank Cady presented what he called a conceptual blueprint to the board of directors.
In the blueprint, Cady outlined the general infrastructure of the entire utility. It highlighted virtually every employee in the company.
It also highlighted a problem the utility is actively working to correct. There are eight open positions, some of which are managerial.
Public Benefits Specialist Theresa Boucher said the approval on the salary increases was not going to raise the rates for LMUD ratepayers, saying the money for the raise was basically coming out of LMUD revenue.
Boucher said the raises were approved in order to keep the salaries of the specific positions competitive with other public and private utilities in California.
The positions receiving the raise include IT/GID technician, accounting and finance manager, electric operations manager, assistant general manager, facilities manager, board/district secretary, administration assistant to the assistant general manager, business office manager, energy services/compliance manager, accounting technician, executive assistant and new service representative. Cady did not receive a raise.
According to Cady, LMUD is broken up into five separate branches operating under the board of directors and the general manager, and he said of course, the rate payers and the voters.
The five departments include the accounting department, the legal department, the electric operations department, the energy services and compliance department and the customer services department.
While the legal department and the energy services and compliance department consist of only two employees, the electric operations department employs the majority of its workers.
The eight open positions vary in scope from lower level positions to management positions. Lower level vacancies include one groundman, one warehouseman, one draftsman and one lineman foreman. Upper level positions include a hazardous waste coordinator, an electrical superintendent and an electrical operations manager.
Regarding the upper level employees, Cady presented a plan that would make LMUD’s compensation program competitive with other utilities. He said the plan would allow LMUD to pay upper level employees comparative rates to other utilities, both private and public.
According to the report, the compensation review process occurred because of, “The concern of management and the board of directors that employees should be recognized for the level and scope of work performed and that they are paid on a fair and competitive basis that allows (LMUD) to recruit and retain high-quality staff.”
The agenda referred to the pay increase as market compensation adjustments for non-bargaining personnel.
Cady’s report also included updated job descriptions. With re-organized descriptions for both bargaining and non-bargaining positions, Cady’s report explained, “Special salary rates may be authorized by the board whenever the board finds that the governments hiring or retention efforts are, or are likely to become, significantly handicapped due to factors such as the higher rates of pay being offered by non-governmental employers or the nature of the work or undesirable working conditions.”
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