Total Compensation Study...methodology used in the 2015 and 2018 Studies to value total compensation for the 2021 Study with the exception of valuing Paid-Time-Off (PTO) as a separate

Application No.: A.19-08-Exhibit No.: SCE-06, Vol. 3, Part 2 Witnesses: M. Bennett

(U 338-E)

2021 General Rate Case

Total Compensation Study

Before the

Public Utilities Commission of the State of California

Rosemead, California August 30, 2019

Aon Consulting | Human Capital Solutions Proprietary and Confidential

Risk. Reinsurance. Human Resources.

2021 General Rate Case— Total Compensation Study Report—Draft Southern California Edison

August 2019

2021 General Rate Case 1

Introduction In 2019, Southern California Edison (“SCE”) will be filing an application for its 2021 General Rate Case (“GRC”) with the California Public Utilities Commission (“CPUC”). As part of this application, SCE will include a Total Compensation Study (“the 2021 Study”) that will provide a competitive analysis of SCE’s total compensation including pay and benefits. Total Compensation Studies that were completed in 2015 and prior GRC submissions, were conducted jointly with SCE and Cal Advocates (formerly called the Office of Ratepayer Advocates (“ORA”)) of the CPUC. Cal Advocates declined to participate in the 2018 and the 2021 Studies.

SCE selected Aon to conduct the competitive analysis of total compensation. Aon followed the approved methodology used in the 2015 and 2018 Studies to value total compensation for the 2021 Study with the exception of valuing Paid-Time-Off (PTO) as a separate benefit component. Valuation of PTO was excluded because the impact on results in past Studies was immaterial and TCS Studies conducted by other state Utilities do not include this component. To be consistent with other Utilities, the GRC Study Team (“the Team”) made up of representatives from SCE and Aon, determined that the PTO valuation should not be included as a separate component.

Aon independently completed all valuation and analysis of market compensation, benefits, and total compensation to obtain competitive data. Aon then compared that data to SCE total compensation levels. Aon developed analyses, summaries, and reports covering this information and presented them to the Team for review. The methodology used in the 2021 Study is described in detail in this report and discussions about the methodology are referenced in the meeting notes and working papers. The Team felt it was important that the methodology remain as consistent as possible to the approach used in the 2015 and 2018 Studies to reflect input provided by the ORA related to preferences in methodology and to allow comparison of results between Studies.

The Team members included the following:

Pamela Arnold—SCE

Mark Bennett—SCE

Olga Noemi Buendia—SCE

Penny Carter-Lockert—SCE

George Grana—SCE

Chuck Chan—SCE

Stephen Lumel—SCE

Jennifer Roberts—SCE

Al Kopec—Aon, Project Consultant

Kathy Miller—Aon, Project Consultant

Chelsea G. Penaloza—Aon, Project Consultant

Alison A. Peterson—Aon, Study Project Manager

This report contains the 2021 Study results and a description of the 2021 Study methodology.


Contents Study Results 3

Study Methodology 9

Appendix A: Benchmark Jobs 25

Appendix B: Comparator List 42

Appendix C: Detailed Results by Category 46

Appendix D: Competitive Analysis Summary 63

Appendix E: LTI Study Positions 67

Appendix F: Benefit Calculation Samples (SCE and Comparator Company) 72

Appendix G: Meeting Notes 79

Appendix H: Measurement of Error 80

Appendix I: Glossary of Terms 83


Study Results


Study Results The 2021 Study results—overall and by job category—are shown in Table 1:

Table 1: Competitive Summary (SCE versus Market)

SCE vs. Market

Job Category

SCE Population1

SCE Payroll Dollars

($000s)2Payroll

WeightingBase

PayTotal Cash

Comp3 LTI4 BenefitsTotal

Comp5

Physical/ Technical 3,628 $389,605.1 26.4% 15.1% 17.7% -5.6% 13.1%

Clerical 2,574 $184,417.7 12.5% -5.1% -7.2% -10.4% -7.9%

Professional/ Technical 4,421 $546,100.5 37.0% -9.4% -11.7% -100.0% -10.1% -12.8%

Manager/ Supervisor 1,816 $335,356.8 22.7% -0.3% 1.2% -93.4% -5.0% -5.1%

Executive 37 $19,089.7 1.3% -7.9% -16.6% -17.8% -19.8% -17.4%

Overall6 12,476 $1,474,569.9 100.0% -0.2% -0.4% -5.1% -8.0% -3.0%

This table presents SCE’s competitive status for each major element of total compensation (base pay, total cash compensation, long-term incentives (LTI), and benefits). Note that LTI grants are included only for those positions that were found to be eligible for LTI awards in the competitive analysis of pay practices.

The 2021 Study estimates that SCE total compensation levels are below market by 3.0 percent. Discussion of the 2021 Study results by SCE job category follows below.

Each element of total compensation was compared to a sample of the competitive market. Similar to the 2018 GRC Total Compensation Study, the 2021 Study results are intended to be a reasonable estimate of true competitive posture. Due to normal survey error, true market position could be above or below the estimate. Aon assumes the degree of accuracy to be within plus or minus 5 percent of the estimate.

The results of the 2018 Study were deemed to be valid for estimating the competitiveness of SCE’s total compensation levels. The 2021 Study retains the methodology used in the 2018 Study with the exception of valuing PTO as noted earlier. The TCS methodology was developed primarily at the request from ORA in the 2015 rate case, and the 2021 Study provides the same validity, transparency, and clarity as prior Studies. Transparency and clarity are achieved by providing significant detail in this report and in the meeting notes in describing the methodology and decisions made during Team meetings.

1 SCE’s population is as of December 31, 2018. 2 Payroll dollars include base pay as of December 31, 2018, and annual incentives (as defined on page 17), paid in 2018 for 2017 performance.

3 Total Cash Compensation reflects base pay plus actual short-term (annual) incentives for all categories, adjusted to December 31, 2018.

4 Total Compensation includes long-term incentives (LTI) for 17 Executive, 69 Manager/Supervisor, and 41 Professional/Technical jobs.

5 For Study purposes, total compensation is defined as total cash compensation, benefits, and actual LTI. 6 Results are weighted by SCE payroll dollars for all jobs; both benchmark and non-benchmark.


Discussion of Competitive Posture Overall, SCE total compensation is below the competitive norm by 3.0 percent. This amount was derived by computing an overall average based on the results of each category, weighted by its payroll dollars. SCE was 1.9 percent below the competitive norm in the 2018 Study. The greatest contributing factor to the shift in market position is due to changes SCE made over the past three years in the design of total compensation programs, including shifting the mix of value delivered through cash compensation and benefits to achieve better alignment with market practice. More specifically, SCE initiated a total rewards strategy to increase cash compensation, which was below market norms in the 2018 Study, and reduce the value of benefits, which were above market norms in the 2018 Study. As a result of these changes:

SCE’s average base pay increased overall from 5.0 percent below market in the 2018 Study to 0.2 percent below in the 2021 Study. The increase to market was found across all employee groups except Clerical where base pay decreased from 4.5 percent below market to 5.1 percent below market. Physical/Technical base pay improved from 11.1 percent to 15.1 percent above market. Professional/Technical base pay improved from 13.2 percent below market to 9.4 percent below market. Manager/Supervisor base pay improved from 9.4 percent below market to 0.3 percent below market. Executive base pay improved from 10.3 percent below market to 7.9 percent below market.

Total Cash Compensation (TCC) improved from 2.5 percent below market in the 2018 Study to 0.4 percent below market in the 2021 Study driven primarily by the increase to base pay noted above and increases to target bonus opportunity implemented as part of the total rewards strategy to improve alignment of cash compensation to market.

Long-Term Incentives (LTI) improved modestly from 6.1 percent below market in the 2018 Study to -5.1 percent below market in the 2021 Study.

SCE’s benefits decreased from 4.3 percent above market in the 2018 Study to 8.0 percent below market in the 2021 Study. The most significant reduction was in the Executive category with a decline in position to market from 96.4 percent above market in the 2018 Study to 19.8 percent below market in the 2021 Study. The Executive benefit value decrease is due primarily to significant changes to the executive retirement plans including:

Replacing the Defined Benefit (DB) pension with a Defined Contribution (DC) retirement plan;

Replacing the final average pay Supplementation Executive Retirement Plan (SERP) with an Executive Retirement Account;

Eliminating the non-qualified match from the Executive Deferred Compensation Plan (EDCP);

Eliminating the Executive Survivor Benefit Plan; and

Replacing the retiree medical plan with employer provided credits for a retiree health care account.

Other employee groups also saw reductions in benefit values from the 2018 Study to the 2021 Study ranging from 0.5 percent above market to 5.0 percent below market for the Manager/Supervisor category to 2.6 percent above market to 10.4 percent below market for the Clerical category. Consistent with the Executive category, the primary drivers of the reduction in benefit values for other employee groups were:

Replacing the Defined Benefit (DB) pension with a Defined Contribution (DC) retirement plan; and

Replacing the retiree medical plan with employer provided credits for a retiree health care account.


Competitive posture on total compensation varies by category as follows:

Physical/Technical SCE’s Physical/Technical jobs are above comparators by 13.1 percent on total compensation. The results were influenced by position to comparators above the market for several of SCE’s highly populated job classifications including: Lineman, Troubleman, Foreman Electrical Crew, and Operator, System. These benchmarks are 22.0 percent, 25.2 percent, 26.9 percent, and 19.4 percent above comparator pay levels, respectively. Position to comparators for this category was 15.0 percent above in the 2018 Study.

Clerical In the Clerical category, SCE is below comparator levels by 7.9 percent on total compensation. This result is due to a mix of position to comparators for several high incumbent jobs with some being above, approximately at, and below comparator pay levels. The four most highly populated jobs in this category are Analyst-Program/Project 2, Analyst-Business 2, Planning Specialist, and Construction Maintenance Accounting. These benchmarks are 14.3 percent below, 18.5 percent below, 19.3 percent below, and 38.3 percent above market respectively. Position to comparators for this category was 3.2 percent below in the 2018 Study.

Professional/Technical Overall, SCE’s total compensation for the Professional/Technical category was 12.8 percent below comparator group levels. The results were influenced by position to comparators below the market for several of SCE’s highly populated job classifications including: Analyst-Program/Project 3, Planning, Sr. Specialist, Engineer 3, and Analyst-Business 3. These benchmarks are 13.5 percent, 20.3 percent, 12.9 percent, and 11.6 percent below comparator pay levels respectively. Position to comparators for this category was 9.6 percent below in the 2018 Study.

Manager/Supervisor SCE’s total compensation for this category is 5.1 percent below comparator levels. In the 2018 Study, the Manager/Supervisor category was 7.6 percent below comparator levels. The Manager/Supervisor category has a higher percentage of low or single incumbent count jobs as compared to the Physical/Technical, Clerical, or Professional/Technical category. The most highly populated positions contributing to the below market result are the Sr. Attorney, Sr. Manager Project Management, Sr. Project Manager, and Sr. Manager Engineering at 12.7 percent, 9.2 percent, 12.4 percent, and 4.2 percent below comparator levels respectively.

Executive Total compensation for this category is 17.4 percent below comparators. In the 2018 Study, this category was 8.3 percent below comparator total compensation levels. The shift in position to comparators is difficult to isolate because there were a number of changes in the benchmark results for Executives from the 2018 Study. Twelve of the seventeen jobs included in the 2021 Study are either new or had a significant change in scope and accountabilities since the 2018 Study resulting in changes to benchmark matches. As a result, Study over Study comparisons are not useful.


Survey Error In addition to normal survey error, several additional sources of possible error are mentioned in the Study Methodology section. Aon estimates each is minor relative to the overall Study results. Table 2 provides Aon’s estimates of the impact of each factor relative to SCE’s total compensation vs. comparator companies:

Table 2: Source of Specific Survey Error7

Source of Error Report Reference Section—Page

Estimated Possible Error as Percentage of Total

Compensation

Job matching inaccuracies Job Match Validation—p. 14 -0.2% to +0.2%

Assume all employees receive salaried benefits

Employee Benefits—p. 18 -0.1% to +0.1%

Benefit Aggregation Data Aggregation and Average Benefit Calculation—p. 22

-0.1% to +0.1%

Total -0.4% to +0.4% Total error can either increase or decrease SCE’s competitive posture. However, the maximum error is estimated by Aon to be no more than –0.4 percent to +0.4 percent of total compensation. This is in addition to normal survey error, noted on page 4, of plus or minus 5 percent from the overall calculated estimate of competitive posture.

Benchmark Jobs As noted above, this competitive Study was an analysis of total compensation for a statistically significant portion of the SCE organization. Because of the high number of SCE employees in benchmark jobs, Aon is confident the Study accurately estimates competitive posture for the entire company.

Table 3 below presents the amount of coverage the Study provides as a percentage of SCE population. It shows the number of total SCE employees and job titles in each employee category compared with the number of SCE jobs and incumbents that are Study benchmarks.

“Benchmark” jobs are those classification titles that are common across comparator organizations and are found in surveys of competitive data (generally these are “high population” jobs).

The process used to determine benchmark jobs is detailed in the next section. Table 3 shows that the Study covers 75.4 percent of the SCE workforce. Compared with similar studies Aon has conducted, this is high coverage and, in Aon’s opinion, a sound basis for determining the competitiveness of total compensation.

7Estimated by Aon.


Table 3: Study Coverage of SCE Population

In Total In Study

Job Category SCE

Population # of

Jobs # of SCE

Incumbents % of SCE

Population # of Jobs % of SCE

Jobs

Physical/Technical 3,628 144 2,349 64.7% 28 19.4%

Clerical 2,574 107 2,201 85.5% 46 43.0%

Professional/Technical 4,421 418 3,663 82.9% 312 74.6%

Manager/Supervisor 1,816 276 1,179 64.9% 153 55.4%

Executive 37 37 17 45.9% 17 45.9%

Overall 12,476 982 9,409 75.4% 556 56.6%

Supporting Materials The appendices are key references in understanding Study results:

Appendix A presents the benchmark jobs in each category. It also presents jobs initially selected as benchmarks but not included in the Study due to a lack of data or appropriate survey match, as indicated.

Appendix B is the list of comparator companies used in the Study.

Appendix C presents the results for each benchmark job within each category. Subtotals are provided at the end of each category and are presented in Table 1 above.

Appendix D explains how the percentages in Table 1 above were derived. It shows average compensation dollars by category and pay element (Table D-2) and estimated total compensation dollars by category and pay element (Table D-3).

Appendix E lists the benchmark Study positions that include LTI values.

Appendix F contains examples of the benefit valuation for SCE and a sample comparator company. This section should be reviewed in conjunction with the methodology section, pages 17 to 21, describing the approach used to value benefits.

Appendix G is documentation summarizing each Team meeting.

Appendix H is a description of the methodology used to measure error in the Study results.

Appendix I is a glossary of terms used in this report.


Study Methodology


Study Methodology

Overview The principles behind the 2021 Study methodology were held constant to the 2018 Study. They include:

To collect and analyze data on a company-specific basis so that the levels of total compensation (for SCE and for each comparator company) were captured accurately; and

To express both cash and benefit elements of compensation on an equivalent basis for SCE and comparator companies as of a common point in time.

Aon obtained and valued pay and benefits information from comparator companies and SCE. Aon then calculated SCE’s competitive posture versus the comparator companies.

Job Categories SCE jobs were placed into one of five categories including Physical/Technical, Clerical, Professional/Technical, Manager/Supervisor, and Executive consistent with the methodology and approach used in the 2015 and 2018 Studies. Definitions for each job category are provided below. Study results include subtotals for each of these five categories. Nuclear jobs were excluded from the 2018 Study and again from this Study because total compensation for those jobs will be recovered as part of the decommissioning proceeding of the San Onofre Nuclear Generating Station (SONGS) rather than the GRC.

Physical/Technical. Usually, these are field jobs requiring physical activities that are repetitive in

nature. They are found more frequently in utility companies and are typically covered by a collective bargaining agreement (at SCE and at other comparator utilities). Physical jobs often have a formal apprenticeship program and typically do not require college study. Technical jobs are individual contributor jobs that may require some college study, but a college degree is not required. These jobs are subject to the Fair Labor Standards Act8 (“FLSA”) and are categorized as nonexempt.

Clerical. These jobs are nonexempt under the FLSA, typically include work in an office environment, and require activities that are generally routine and clerical in nature. These jobs may require some college study, but a college degree is not required. These jobs may be organized, but most are not—neither at SCE nor at most other comparator companies.

Professional/Technical. These jobs are individual contributor jobs that are typically exempt from the FLSA. Usually, these jobs require a college degree, and the nature of the work involves analytical thought and independent judgment.

Manager/Supervisor. These jobs are exempt from the FLSA; these jobs are primarily responsible for the direction and final product of the work of others.

Executive. This category contains the limited group of company top executives who are responsible for overall direction of the company.

8 The Fair Labor Standards Act (FLSA) of 1938 established overtime, record keeping, and a floor for minimum wage. It also determined the type of positions that are exempt from the overtime provisions. Federal law requires that “nonexempt” positions receive overtime pay for hours in excess of 40 worked in a week. Some states (e.g., California) require overtime pay for nonexempt positions for hours in excess of 8 worked in one day.


Benchmark Job Selection and Job Matching In the 2021 Study, Aon attempted to assess competitive posture for enough jobs so that the Team could be confident there was adequate coverage of each category.

The benchmark job selection process included a review by the Team of all benchmark jobs covered in the 2018 Study with consideration of the number of incumbents by job and coverage by job category. The Team agreed to use the 2018 benchmark jobs as a starting point in identifying benchmarks for the 2021 Study. In the 2018 TCS and prior Studies, SCE utilized the generic job benchmarking methodology for benchmarking jobs. This methodology identified functional benchmark matches for jobs within the same level (e.g. all Managers) and then calculated the average of the market data from all functional benchmark matches to develop an overall average market value. That overall average market value was then applied to all jobs in the group. The generic approach was implemented approximately 20 years ago to support the company’s desire to facilitate cross-organization movement of talent. By having the same pay opportunity for all Managers, for example, pay would not be a barrier to moving employees into a variety of jobs at the same level. This allowed employees to expand their knowledge of SCE and more easily move laterally across jobs in various functions in the company.

As part of the total rewards strategy to better align the value and mix of total compensation with external market, SCE determined that while the generic job benchmarking methodology facilitated cross-organization development, it hampered the company’s ability to align pay opportunity to functionally specific market levels, and in some cases, hindered the company’s ability to hire and retain critical talent in high-demand areas of expertise. In the new approach, which was implemented starting in 2017 and is consistent with best practices, SCE continues to benchmark jobs to functional benchmarks but discontinued the practice of determining an average market value and applying that to all jobs by level. Instead the Company utilizes each unique functional benchmark match and related market data to determine the market value of each functional job. The result is a significant increase in the number of benchmark jobs from 31 percent in the 2018 Study to 57 percent in the 2021 Study. This change also improved the alignment between SCE’s pay and market values. As a result of the shift in benchmarking methodology, job coverage increased from 31 percent in the 2018 Study to 57 percent in the 2021 Study.

Aon met with SCE staff familiar with SCE jobs to identify survey matches. During the matching process, Aon and SCE performed the following activities:

Aon identified initial job matches based on a review of the 2018 Study benchmark jobs, SCE job descriptions, and compensation survey databases.

Aon confirmed matches with SCE staff, which in some cases included conducting additional discussions with individuals knowledgeable about a specific job and its actual job duties. Based on the discussions, Aon adjusted some job matches.

Aon made these matches to surveys where it deemed job duties to be 80 percent comparable to the survey job (Aon follows this 80 percent guideline as an industry standard).

When Aon completed the benchmarking process, the coverage of SCE incumbents ranged from 45.9 percent (Executive) to 85.5 percent (Clerical). Overall, there was 75.4 percent coverage of SCE employees by benchmark jobs. This provides a statistically significant level of employee coverage, sufficient for Aon to be confident of the validity of Study results.

Appendix A shows the specific benchmark titles, by category, included in the 2021 Study with the number of SCE incumbents.


Labor Market and Comparator Companies For base salary, TCC and LTI, for non-executive positions, the Team selected comparator groups found in existing survey databases. Generally, the comparators included other comparably sized U.S. based utilities for roles specific to the utility industry, general industry organizations for roles that are not utility-specific, or a blend of utility and general industry companies for jobs that can be found in both markets.

For executives, the Team reviewed the 2018 comparator group to determine if each comparator company’s revenue aligned with the methodology guidelines of 0.5 to 2.0 times SCE’s revenue which was $12.65 billion in 2018. All but two companies fell within the range of $6.3 billion to $25.3 billion. NV Energy’s 2018 revenue was $3.0 billion, or about 50 percent below the lower end of the range, and Exelon’s 2018 revenue was $33.5 billion, or about 50 percent above the higher end of the range. The team weighed the pros and cons of removing both companies and replacing them with new companies with revenue that falls within the guidelines. The Team concluded that consistency in the comparator group was important for the reliability of the Study results, and that because both companies were similarly positioned above and below the range, there was a counterbalancing effect if both were retained.

The Team solicited participation from Los Angeles Department of Power and Water (LADWP), Sacramento Municipal Utility District (SMUD) and California Public Utility Commission (CPUC) for inclusion in the executive comparator group for compensation and the comparator groups for benefits for the 2021 Study. SMUD provided input for executive compensation and benefits, LADWP indicated willingness to provide input for the executive compensation group but was unable to submit data in time to meet the deadline required to complete the Study. LADWP did provide input for benefits. CPUC did not respond to requests for participation.

For each job category, it was determined to use the following labor markets:

Physical/Technical, Clerical, Professional/Technical, and Manager/Supervisor – For utility-specific jobs (e.g., Lineman, Troubleman, roles found in Operations, and roles found in

Transmission and Distribution): national energy utilities including those found in the western United States and California.

– For nonutility-specific jobs (e.g., roles found in Finance, Human Resources, and Information Technology): a national group of general industry companies or a blend of utility and general industry if the jobs are found broadly in both.

– The 2021 Study applies the same approach requested by ORA for the 2015 Study and retained in the 2018 Study to utilize national general industry data and apply a geographic differential to adjust for higher cost of labor in Southern California. A geographic differential of 11% (effective December 31, 2018) was obtained from the Economic Research Institute (ERI). This is the same data source used in the 2018 and 2015 Studies. For reference, the 2018 geographic differential was 12% (effective December 31, 2015).

Executive – For utility-specific jobs (e.g. VP Distribution, SVP Transmission & Distribution): national energy

utilities with revenues between $6.3 billion and $25.3 billion plus SMUD, NV Energy, and Exelon

– For nonutility-specific jobs (e.g., SVP & General Counsel, VP Tax): national general industry employers with revenues between $6.3 billion to $25.3 billion.

– Selecting specific companies for use for executive jobs in the Study allowed Aon to obtain total compensation amounts for each comparator by matching average cash compensation with average benefits for each Study job.


Because the survey databases used in the Study to cover base salary, bonus, TCC, and LTI do not also include benefits, the Team agreed to use the comparator group used in the 2018 Study to value benefits. This comparator group is made up of utilities and general industry companies with a particular focus on including employers from Southern California. Aon calculated benefits values for each Study company based on information contained in its database of benefit specifications. Aon required both cash compensation and benefits data from comparators in order to determine a total compensation value. Therefore, participation in the Aon Benefits database was required for Study inclusion.

The comparator companies are shown in Appendix B. The company revenue shown reflects 2018 information, which is the effective date of compensation data used for comparator companies and SCE.

Survey and Data Sources and Job Match Validation Benefits data for all Study companies were drawn from the Aon Benefits database. Aon obtained cash compensation data from the best available survey sources. The primary sources, shown by survey provider and the survey used were as follows:

Aon: Radford Total Compensation Survey (RADFORD).

The Edward A. Powell Data Information Solutions Study (EAPDIS).

Mercer: Salary Information Retrieval System (SIRS).

Willis Towers Watson: Energy Services Survey: Executive, Middle Management & Professional Database

Willis Towers Watson: General Industry Survey: Executive, Middle Management & Professional Database

Survey and Data Sources The cash compensation survey and data sources used for each job category are shown in Table 4.

Table 4: Cash Compensation Survey and Data Sources

Job Category Energy Utility General Industry Physical/Technical LADWP compensation data

EAPDIS Willis Towers Watson Energy Services

Clerical EAPDIS (Construction/ Maintenance Acct and Planning, Specialist only)

Willis Towers Watson Energy Services

Mercer: SIRS Aon: Radford

Willis Towers Watson General IndustryProfessional/ Technical

Willis Towers Watson Energy Services Mercer: SIRS Aon: Radford

Willis Towers Watson General IndustryManager/ Supervisor

Willis Towers Watson Energy Services Mercer: SIRS Aon: Radford

Willis Towers Watson General IndustryExecutive Willis Towers Watson Energy Services

SMUD compensation data Willis Towers Watson General Industry

The survey data were provided to Aon in an aggregate (total) manner.


Once Aon collected and analyzed compensation data, it noted the number of matches for each job:

If the job had insufficient company matches within the selected comparator subgroup (e.g., utilities had less than five matching companies), the combined group (e.g., utilities plus general industry) was used if appropriate. This approach was applied to Clerical, Professional/Technical, Manager/Supervisor, and Executive positions.

If both the comparator group and the combined group had fewer than five companies matching a job, then Aon excluded the job from the Study.9

Job Match Validation In the 2015 and prior Studies, Aon reviewed a list of benchmark jobs including incumbent counts with the Team. ORA selected approximately 30 jobs from this list for review in the job match validation process. Once ORA selected the list of jobs for validation, Aon compiled the SCE job descriptions and survey source job descriptions for use in validating matches.

9 This threshold complies with the antitrust survey guidelines established by the U. S. Department of Justice and Federal Trade Commission regarding surveys of salaries, wages, and benefits (Statement 6A from the September 1994 “Statements of Antitrust Enforcement Policies”).


Elements of Total Compensation

Elements of Compensation—Included The following elements of compensation were included in this Study:

Cash Compensation

Base pay

Short-term (annual) incentives

Total cash compensation (base pay plus short-term incentives)

Noncash Compensation

Employee benefits10

– Defined benefit pension plans

– Defined contribution plans

• Deferred profit sharing

• Savings/thrift plans with company matches

• Savings/thrift plans without company matches

• Stock purchase plans

• Employee stock ownership plans

• 401(k) plans

– Death benefits

• Preretirement group life

• Postretirement group life

• Group survivor’s income

– Long-term disability

– Health care benefits

• Preretirement medical

• Postretirement medical

• Dental and vision coverage

Supplemental executive benefits (Executive category only)

– Medical/dental

– Nonqualified retirement plans

• Defined benefit restoration plans

• Supplemental executive retirement plans

• Defined contribution restoration plans

– Long-term disability

10 Note that not all benefits listed are provided by SCE or by each comparator company.


– Nonqualified deferred compensation plans

– Executive death benefits

Long-term incentives

– Stock options and stock appreciation rights

– Deferred stock units

– Performance shares/units

– Restricted stock

– Phantom stock

Elements of Compensation—Excluded As in past Studies, pay elements other than base salary, annual incentives, long-term incentives, and benefits were excluded.

Shift differentials, spot awards, and overtime pay were excluded because this data is not available in surveys on a position-by-position basis, and wide variances exist in their utilization among comparators and SCE. None of these elements of compensation were included in total compensation amounts reported to survey databases used in this Study.

Also, Short-Term Disability was excluded from the Study. This benefit is usually paid by the employer as a salary continuation during the disability period and, therefore, is assumed to be part of an employee’s pay.


Valuation of Total Compensation Elements

Base Pay Average base pay data were obtained from SCE and comparators for incumbents in each benchmark job. Hourly pay data were annualized as needed by multiplying by 2,080 hours.

Consistent with the 2015 Study in which ORA requested that SCE use the CPUC-approved labor escalation factor for purposes of adjusting the market data, this factor was used in the 2018 Study and the 2021 Study (3.19 percent for the 2021 GRC). Both Aon and SCE disagree with use of the labor escalation factor as it is not a relevant measure of the rate of change of pay in the general industry and utility industry. However, the Team agreed to utilize the CPUC labor escalation factor to maintain consistency in the methodology used in the 2015 and 2018 Studies.

To illustrate the application of the adjustment factor, general industry survey data that needed to be adjusted by 3 months was increased by 3/12 of the annual rate of 3.19 percent, or 0.80 percent.

SCE base salary information was effective December 31, 2018, so it was not adjusted.

Short -Term (Annual) Incentives (Bonus) Average annual cash incentive payments were collected, by position, from each survey source for comparators and for SCE. Similar to base pay, survey amounts were adjusted by the aging factor to December 31, 2018. SCE amounts, which were paid in March 2018, were also adjusted to the same date.

SCE and survey company incentives were actual amounts paid (not planned or “target” amounts) in 2018 (for 2017 performance) and may include cash profit sharing, gainsharing awards, or other lump-sum payments from ongoing incentive plans requested by each survey. As noted earlier, spot award payments were excluded.

For SCE, these amounts included the employee Short Term Incentive Plan and Executive Incentive Compensation Plan awards. This Study did not examine the operation of these programs; rather, it examined the magnitude of awards provided by SCE to its employees as reported to Aon.

Total Cash Compensation Base pay and short-term incentives, as reported by the comparators and SCE, were totaled for incumbents in each Study position to obtain total cash compensation.

Employee Benefits Benefit values have been computed by Aon’s application of its Benefit Index® methodology. All values are net of employee contributions. Aon uses this proprietary methodology to value each type of employee benefit. (Note that the specific formulae used cannot be shared with third parties, due to potential loss of Aon’s competitive advantage.)

In the 2015 Study, at the request of the ORA and with agreement from SCE, the Team developed benefit values using SCE’s demographic models and assumptions because this approach would best reflect SCE’s benefits values. This methodology change was retained and applied in the 2018 Study and the 2021 Study. SCE’s actual demographic profile is based on employee and retiree data, including age, gender, years of service, rate of opt-out from health care coverage, etc., as well as economic and other


assumptions used in valuing SCE’s Retirement Plan and Postretirement Benefits Other than Pensions (PBOPs) such as projected salary increases, average retirement age, and rates of disability. Aon applied SCE’s demographic profile and assumptions to both SCE’s and the comparator companies’ benefit designs to isolate as best as possible the impact on benefit values resulting from differences in plan design.

For each job that was included in the Study (for all companies, including SCE), the average total cash compensation level of the incumbents in that position was used as the basis for benefit valuation.

Aon obtained a detailed description of each comparator company’s benefit program in effect, which it used to value benefits.

Benefits may differ by employee group. For Study purposes, Aon used the primary salaried employee benefit plans for employees hired in 2018. There were no material differences in benefits between employee groups for SCE but there were differences in benefits between employee groups for approximately 21 percent of the Study companies. In most of these cases, this difference was limited to the health care contribution for represented employees, who are primarily found in the Physical/Technical category. For simplicity and cost-effectiveness, the Team asked Aon to use salaried benefits for all Study jobs. This introduces a small amount of error in the Study. Aon estimates this decision overstates the competitors’ total compensation value by less than 0.1 percent of total compensation for most Study positions.

The assumptions used to value benefits using the SCE demographic profiles and assumptions are reflected in annual SCE Retirement Plan and postretirement benefit actuarial valuations and represent the signing actuaries’ best estimates of the future plan experience, taking into consideration past experience and reasonable future expectations. These actuarial valuations are used to determine pension and postretirement benefit expense under Accounting Standards Codification (ASC) Topic 715. Demographic actuarial assumptions, including rates of retirement and employment termination, postretirement health benefit claims and trend assumptions, are reviewed periodically based on actual plan experience and insurance premiums, as well as plan design features and national trends. All actuarial assumptions are reviewed each year for general consistency with emerging plan experience.

In general, the value of each benefit provided by SCE or a comparator company was determined in one of two ways:

Not every benefit is received by every employee in every year. Thus, for each individual in the standard population, the probability of an event, such as disability, is multiplied by the lump-sum value of all amounts to be paid arising from that event. This approach is used for all benefits for which value may be received in the current year; or

Certain benefits are commitments to provide a payment after active employment has ended. These are valued by establishing the benefit as a percentage of pay for the current year. This approach is used to calculate a discounted present value for a future promise.

These values are determined as (1) a percentage of cash compensation (for pay related benefits such as retirement) or (2) flat-dollar amounts (for programs such as medical coverage). Where compensation data are necessary to determine the value for a particular benefit at a given company, the appropriate actual cash compensation level is used.

Benefit values were calculated using each company’s plan features in place for employees hired during 2018.


Specific comments on valuation methodology for benefit elements are provided below, and examples are provided in Appendix G:

Defined Benefit Pension: Values for each position in the Study were determined by performing a standard pension valuation of qualified and, if applicable, nonqualified plans on the population. (Qualified plans are those that comply with Internal Revenue Code requirements of funding, vesting, and broad employee participation. Employers make tax-deductible contributions to trusts to provide for the future benefits to their employees. Nonqualified plans are generally provided for select management and highly compensated employees and are not subject to the same funding, vesting, and participation requirements as qualified plans. Employers generally pay such benefits as they come due.) The most important factors considered include the benefit formula, definition of covered pay, early retirement subsidies, subsidized payment forms, and the existence of benefit restoration plans.

Ultimately, pension values represent a consistent annual employer contribution that would be required to provide the promised benefit at retirement.

Defined Contribution: Profit sharing, 401(k), matched savings, broad-based stock purchase, and employee stock ownership plans were included in this area. Employer contributions were adjusted only for eligibility and the possibility of forfeiture.

Group Life: The value of this benefit for each incumbent was determined as the amount of the benefit times the probability of that person dying in the next year, minus any employee contributions. The benefits included were noncontributory and contributory qualified plans, supplemental programs, accidental death and dismemberment coverage, and continuation of benefits on disability.

Survivor Income Annuity Benefits: These programs were valued the same way as group life benefits, except that the benefit amount is converted to the lump-sum value of the annuity stream of payments that would be paid. Benefits paid from a pension upon death of an active employee were included, as were annuities not paid from the pension plan.

Postretirement Death Benefits: Values for postretirement death benefits were determined through a pension valuation approach, except that the benefit being funded was not an annuity payable while the retiree is alive, but a lump sum payable at death. Annuities paid from a pension to the beneficiary upon the retiree’s death were included in the pension value rather than the postretirement death value.

Long Term Disability: This benefit captures the value to the employee of coverage for disability that is longer than six months. The value of the benefit to each incumbent equals the probability of disability times the annuity value of the benefits received, minus employee contributions (if any). Both qualified and nonqualified plans were included. In addition, pension benefits paid to disabled employees prior to normal retirement were included in this category of benefits.

Health Care: The value of preretirement medical, dental, vision, and hearing plans is based on expected claims determined using Aon’s proprietary pricing model combined with SCE’s demographics, considering age and gender in the health care utilization in each of SCE’s employee groups, adjusted for the net effect of employees waiving coverage. For example, executives are assumed to be older, and to have higher utilization of hospital and surgical claims but lower maternity claims than the younger typical salaried or hourly employee (who has lower hospital and surgical claims, but higher maternity claims). A value for each active employee medical plan option is obtained by multiplying the coinsurance percent by: (1) the probability of claims for various medical services, and (2) the typical size of the claims. The types of claims in the valuation of medical coverage include, but are not limited to, hospitalization, surgery, physician visits, lab, x-ray, and prescription drugs. Other out-of-pocket amounts (e.g., deductibles and copays) paid for by the employee are accounted for in developing the value.


A purchasing efficiency adjustment was developed based on SCE’s actual costs and applied to each comparator company’s employee medical plan option. Employee contributions, if any, were subtracted from total values to determine the employer-paid value. Within each plan, the distribution of family size elections is based on the structure and patterns of SCE’s population. Overall plan values for each study company are aggregated using the plan enrollment distribution for that company. Definitions of the various delivery models are illustrated below in order of purchasing efficiency to the employer.

– Health Maintenance Organization (HMO): A “prepaid” medical group plan consisting of a defined panel of physicians and facilities. Patients must follow the HMO’s protocols in order to obtain coverage (the primary care physician must approve all care and provides referrals to specialists when necessary). Generally, no benefits are paid for care obtained outside the designated provider panel.

– Exclusive Provider Option (EPO): A medical group plan that mirrors the HMO concept but is self-funded by an employer. Claims are paid as they are incurred; medical care is not “prepaid.”

– Point-of---Service (POS): A medical group plan with two levels of benefits: in-network and out--of--network. Typically, in--network benefits mirror HMO benefits (patients must follow HMO--like protocols). Out--of---network benefits are available but are less comprehensive and typically are subject to higher deductibles and lower coverage levels. Some medical plans are “consumer-driven” plans which usually have larger deductibles but provide Healthcare Reimbursement Account (HRA) or Health Savings Account (HSA) dollars which mitigate the deductible’s impact.

– Preferred Provider Option (PPO): A medical group plan with two levels of benefits similar to a POS plan. The key difference is that the in-network benefits are not subject to HMO-like protocols. Patients can access specialists directly, referrals are not required, and medical utilization reviews are less stringent than in HMOs. Some medical plans are “consumer-driven” plans which usually have larger deductibles but provide (HRA) or (HSA) dollars which mitigate the deductible’s impact.

– Indemnity: A medical group plan without any provider networks or stringent utilization controls. A similar calculation is performed for dental and vision; however, a purchasing efficiency factor is not applied to vision. The types of claims included in the valuation of dental coverage are deductible, coinsurance percentages, annual maximum, and lifetime orthodontia. The additional value attributed to vision coverage, wellness credits, and opt out credits is relatively small. Hearing coverage is typically contributory or combined with medical coverage.

Retiree Medical: Postretirement medical benefit values were calculated in a manner similar to pensions and postretirement death benefits. SCE implemented retiree health care changes that affect all its employees hired on or after December 31, 2017. Aon determined that employees in benchmark jobs have approximately the same age and service as employees in non-benchmark jobs. Therefore, retiree medical values for SCE benchmarks are representative of the entire workforce.

Flexible Credits: Each company’s program is structured differently. Most often, however, flexible credits are granted by benefit type. For example, a company may give $3,000 toward the purchase of medical coverage, $500 toward the cost of dental coverage, enough flexible credits to purchase a 50 percent LTD plan, and enough credits to purchase two times pay life insurance. Credits were allocated back to the benefit types for which they were intended and were treated as offsets to employee contributions. Thus, using the flexible credits in the example above, if the overall medical price tag was $4,000, the $3,000 of flexible credits effectively reduced the employee


contribution to $1,000. If the credits for a given benefit area exceeded the price tag for that benefit, the extra credits that result were allocated to other areas where such credits were not sufficient to pay the entire cost. If the flexible credits in total were more than sufficient to purchase all eligible benefits, the excess credits were allocated to health care spending accounts, defined contribution accounts, or cash, depending on the terms of the program.


Data Aggregation and Average Benefit Calculation As noted earlier in this report, data from survey providers was provided in aggregated form. This means that Aon did not have access to the base salaries and short-term incentives paid by each company. Instead, Aon had only the total number of incumbents, average base salary, bonus, and total cash compensation (in aggregate) for each survey job.

Based on this information, Aon used the following process to calculate benefit values for each survey benchmark:

For each job, Aon used incumbent-weighted average (aggregated) base salary and bonus data.

Benefits for each comparator company and SCE were valued for each job category.

These values were averaged for utility, general industry, and the combined groups.

These averages were applied to appropriate total cash levels in each job category.

Aon summed the average base salary, bonus, long-term incentives (where eligible), and benefit values to determine an average total compensation figure for the job.

In past studies, Aon conducted test analyses using data provided in both aggregated and non-aggregated form to determine the significance of the differences between averaging benefits across each Study group and calculating benefits values separately for each company.

In the past analyses, Aon found the difference between the approaches was minor, and that the variance was sometimes positive and sometimes negative. Thus, over the group of survey benchmarks, variances offset each other, and the overall differences were negligible.

Aon believes that while error is possible, it would not affect Study results by more than +/- 0.1 percent of total compensation.

Long Term Incentives LTI compensation programs include such plans as:

Stock options;

Deferred stock units/performance units;

Stock appreciation rights;

Restricted stock; and

Phantom stock.

In determining which benchmark jobs were eligible for LTI awards and, therefore, should include LTI values in the 2021 Study, the Team examined eligibility data that reported the percentage of comparator companies that granted LTI for each benchmark job. Similar to the 2018 Study, the Team agreed to include LTI values for jobs that were eligible for LTI at 50% or more of the comparator companies. A total of 127 benchmark jobs met the criteria including 41 Professional/Technical positions, 69 Manager/Supervisor positions, and 17 Executive positions.

The Black-Scholes methodology was used to value LTI for the market and for SCE. The general principle behind the valuation method is to arrive at a figure that corresponds as closely as possible to the intrinsic (economic) value of the long-term incentive award on the date of grant.


Stock Options: To recognize the potential value inherent in stock option grants, Aon used the Black Scholes option pricing approach, adjusted for a variety of elements unique to employee stock options. This model does not assume a particular growth in stock price, but rather values the right to buy stock at a fixed price for a certain period of time. The model takes into account several factors in assigning a value to the option. These factors include the following:

– Option price;

– Fair market value on the date of grant;

– Length of exercise period;

– Vesting restrictions on the exercise of options;

– Stock price volatility;

– Projected dividend stream;

– Reasonable discount factor; and

– Recipient turnover.

The character of a stock is largely defined by its dividend yield and price volatility. The pricing model recognizes these characteristics in the valuation of stock options. Simply expressed, an option on a stable security (high dividend yield, relatively little fluctuation in price) is worth less, as a percent of stock price, than an option on an active, growth-oriented stock, which may not pay dividends. An option holder benefits from a stock in which the majority of the investment returns lies in appreciation; the holder of most stock options derives no benefit from dividends on the stock until after exercise of the option occurs.

The design of a stock option plan can have a material impact on an option’s value. An option with a ten-year term, for instance, is worth more than a five-year option, primarily because the recipient has a longer time period over which to benefit from relative stock price volatility.

Other plan design features incorporated into the valuation include dividend equivalents (payment of dividends as if the recipient held the stock), extension of the exercise period beyond termination of employment, and the frequency of grants.

Among Study comparators, Aon has found that utility companies are more likely to pay dividends and their stock price tends to be less volatile than general industry companies. Therefore, the per stock option value (assuming the same exercise price and other design features) Aon ascribes for a utility company would typically be lower (historically 20-25% of stock price at grant) than it ascribes to a stock option of a general industry company (historically 30-40% of stock price at grant).

Deferred Stock Units/Performance Units: The data obtained from each company in the Study includes: actual grant size (in number of shares or units) for each position, target (expected) and maximum award opportunities, performance requirements necessary to earn target and maximum awards, and the related performance measurement period for each grant. The starting point for deferred stock/performance unit valuations generally equals the market price of the company’s stock on the date of award, reduced for the probability of goal attainment. In cases where a performance share plan does not provide for the payment or accrual of dividends, the value is reduced further. The calculated unit or share value then is multiplied by grant size to determine the final grant value. Both deferred stock units, performance shares and units are valued to reflect:

– Volatility of performance;


– Maximum award levels;

– Length of performance period; and

– Recipient turnover.

If a deferred stock unit/performance share has the same design characteristics, Aon’s calculated value will be similar across industries.

Stock Appreciation Rights: Similar to stock options, stock appreciation rights (SARs) allow the recipient to obtain the gain from stock price appreciation but require no recipient payment. Generally, SARs are valued in the same manner as stock options.

Restricted Stock: The total value of each restricted stock grant is obtained by multiplying the number of shares granted by the value of the stock on the date of grant. This value is then reduced by an amount equal to the assumed turnover for the period of restriction. In cases where the plan does not provide for the payment or accrual of dividends on restricted shares, or where the recipient must make cash payment for such shares, the value is reduced further. If a restricted share has the same design characteristics, Aon’s calculated value will be similar across industries.

Phantom Stock: Phantom stock programs are valued in one of two ways. If the recipient obtains the full value of the phantom share or unit, then the valuation methodology is similar to that used for restricted stock. Alternatively, if the phantom stock award is based solely on the appreciation in the stock price, then the methodology is similar to that used for stock appreciation rights.

Project Workpapers Project workpapers are submitted along with SCE’s GRC filing. The project workpapers provide additional clarity regarding the Study process. The workpapers, combined with this Study report, provide a clear picture of how the Study was conducted, the decisions made by the Team, and the calculated results. The workpapers include:

A list of all SCE jobs (by job category) used to select Study benchmark jobs.

A list of survey job matches for each Study benchmark.


Appendix A: Benchmark Jobs


Benchmark Jobs The following tables report SCE job titles by category for all benchmark jobs covered in the 2021 Study. In total, 564 jobs were benchmarked; however sufficient market data was available for only 556 of the jobs. If the compensation surveys did not have a minimum of five companies matching, the benchmark was excluded from the Study consistent with the threshold set in the antitrust guidelines established by the U.S. Department of Justice and Federal Trade Commission regarding surveys of salaries, wages, and benefits. Benchmarks excluded from the Study due to insufficient market data are reported by job category.

Table A-1: Physical/Technical Positions Included in 2021 Study

Study Position Number SCE Job Title

# of SCE Incumbents

Comparator Group11

1 Control Operator 5 Utility 2 Driver Hvy Transp 15 Utility 3 Electn Constrn 44 Utility 4 Form Electl Crew 158 Utility 5 Groundman 2 Utility 6 Groundman 367 Utility 7 Handlr Mtrl 1 Utility 8 Handlr Mtrl 66 Utility 9 Handlr Sr Mtrl 1 Utility 10 Hydro Mechanical Maintenance Tech 18 Utility 11 Hydro Operator Mechanic 14 Utility 12 Inspector, Electrical System 48 Utility 13 Journeyman Lineman 666 Utility 14 Meter Technician 5 64 Utility 15 Operator Control 14 Utility 16 Operator, Hydro Station System 12 Utility 17 Operator, System 132 Utility 18 Opr Substation 111 Utility 19 Repr Fld Srvce 2 98 Utility 20 Splcr Subs Cable 8 Utility 21 SPLICER CABLE 22 Utility 22 Substation Electrician 131 Utility 23 Techn Chemical 3 Utility 24 Techn Comnctn 25 Utility 25 Technician 40 Utility 26 Technician, Test 76 Utility 28 Troubleman 205 Utility 29 Welder Cnstrn 3 Utility

11 In the Study, Aon used a comparator group with two subgroups. “Utility” is the energy utility comparator subgroup. “General” is the

general industry comparator subgroup. “Combined” included all utility and general industry companies.


Not Able to Include in 2021 Study Because of Insufficient Data

SCE Job Title # of SCE

IncumbentsTechnician, Test Supervising 54


Table A-2: Clerical Positions Included in 2021 Study


# of SCE Incumbents

Comparator Group12

30 Accounting Support Role 3 Combined 31 Analyst-Program/Project 1 108 Combined 32 Business Analysis Role 1 Combined 33 Construction/Maintenance Acct 197 Combined 34 Construction/Material Coordinator 1 9 Combined 35 Customer Solutions Representative 1 22 Combined 36 Customer Specialist 1 7 General 37 Energy Advisor 1 194 Combined 38 Energy Advisor 1 - L1 58 Combined 39 Executive Assistant 1 56 Combined 40 Mailing & Logistic, Specialist 1 9 General 41 Accounting Assistant 2 7 Combined 42 Administrative Aide 2 7 Combined 43 Analyst-Business 2 231 Combined 44 Analyst-Program/Project 2 300 Combined 45 Construction/Material Coordinator 2 47 Combined 46 Customer Solutions Representative 2 42 Combined 47 Customer Specialist 2 2 Combined 48 Energy Advisor 2 70 Combined 49 Energy Advisor 2 - L1 42 Combined 50 Energy Advisor 2 - L2 6 Combined 51 Executive Assistant 2 31 Combined 52 Legal Administrative Assistant 2 25 General 53 Mailing & Logistic, Specialist 2 15 General 54 Accounting Assistant 3 10 Combined 55 Administrative Aide 3 103 Combined 56 Construction/Material Coordinator 3 29 Combined 57 Energy Advisor 3 14 General 58 Energy Advisor 3 - L1 8 General 59 Administrative Assistant 85 Combined 60 Associate Specialist 1 Combined 61 Associate Specialist 1 Combined 63 Associate Specialist 1 General 65 Associate Specialist 1 Combined 66 Associate Specialist 1 Combined 67 Associate Specialist 2 Combined 68 Associate Specialist 2 Combined 69 Design/Drafting, Assoc Spec 67 Combined 70 GIS Tech Spec, Assoc Spec 18 Combined 71 Design/Drafting, Specialist 114 Combined





# of SCE Incumbents

Comparator Group12

72 GIS Tech Spec, Spec 33 Combined 73 Planning, Specialist 216 Combined 74 Specialist 1 Combined 75 Specialist 1 Combined 76 Specialist 2 Combined 77 Specialist 2 Utility



IncumbentsEngy Del / Distrib, Assoc Spec 1 Engy Trdg Ops / Support, Assoc Spec 1


Table A-3: Professional/Technical Positions Included in 2021 Study


# of SCE Incumbents

Comparator Group13

78 Administrative Support Role 2 General 79 Analyst-Business 3 179 Combined 80 Analyst-Program/Project 3 218 Combined 81 Customer Solutions Representative 3 27 Combined 82 Land Services Agent 3 16 Combined 83 Land Services Agent 4 21 Utility 84 Accountant Associate 6 Combined 85 Associate Specialist 3 Utility 86 Associate Specialist 1 Combined 87 Associate Specialist 2 Combined 88 Associate Specialist 1 Combined 89 Financl Anlys, Assoc Spec 7 Combined 90 Accountant 18 Combined 91 Claims Resolution, Spec 7 Combined 92 Engineer 1 69 Combined 93 Financl Anlys, Specialist 8 Combined 94 IS Security, Specialist 4 Combined 95 Modelg, Fcstg & Econ Anlys, Spec 5 Combined 96 Proprietary Telcom Sys, Specialist 9 Utility 97 Security, Specialist 9 Combined 98 Specialist 1 Combined 99 Specialist 1 Utility 100 Specialist 3 Utility 101 Specialist 1 Utility 102 Specialist 2 Utility 103 Specialist 1 Utility 104 Specialist 2 Utility 105 Specialist 2 Utility 106 Specialist 2 Combined 107 Specialist 1 Combined 108 Specialist 2 Combined 109 Specialist 2 Combined 110 Specialist 3 Combined 111 Specialist 2 Combined 112 Specialist 1 General 113 Specialist 2 Combined 114 Specialist 1 Combined 115 Specialist 2 Combined 116 Specialist 1 General 117 Specialist 2 General 118 Specialist 1 General





# of SCE Incumbents

Comparator Group13

119 Specialist 1 Combined 120 Specialist 1 General 121 Specialist 1 General 122 Specialist 1 Combined 123 Tech Training, Specialist 8 Combined 124 Tlnt Acquisition, Specialist 12 Combined 125 Accountant Senior 11 Combined 126 Acct Mgmt, Sr Specialist 20 Combined 127 Aircraft Mgmt & Ops, Sr Specialist 4 Combined 128 App Dev, Sr Spec 7 Combined 129 Auditor Senior 6 Combined 130 Bus Ops Anlys, Sr Specialist 42 Combined 131 Bus Process Imprvmt, Sr Specialist 8 Combined 132 Bus Sys Anlys, Sr Specialist 23 Combined 133 Business Continuation, Sr Specialist 7 Combined 134 Contract Admin, Sr Specialist 13 Combined 135 Elec Sys/Grid & Blk Pwr Trng, Sr Spec 9 Utility 136 Elec Trans &/Or Distr Prj Mgr, Sr Spec 7 Utility 137 Employee Relations, Sr Spec 8 Combined 138 Engineer 2 90 Combined 139 Engy Del / Distrib, Sr Specialist 9 Utility 140 Engy Eff/Cnsv Cmrcl/Ind Dsn, Sr Spec 5 Utility 141 Engy Effcncy / Cnsvrtion, Sr Specialist 17 Utility 142 Engy Mgmt Sys (EMS) Dev, Sr Spec 14 Combined 143 Engy Mktg & Trdg Fncl Anlys, Sr Spec 7 Utility 144 Engy Trdg Ops / Support, Sr Specialist 7 Utility 145 Engy Trdg Schdlng, Sr Specialist 8 Utility 146 Envir Science, Sr Specialist 13 Combined 147 Financl Anlys, Sr Specialist 21 Combined 148 GIS Tech Spec, Sr Spec 11 Combined 149 Info Tchnlgy Prj Mgmt, Sr Specialist 5 Combined 150 IS Security, Sr Specialist 12 Combined 151 IT Dev, Sr Specialist 5 Combined 152 IT Operations, Sr Specialist 6 Combined 153 Labor Reltns, Sr Specialist 4 Combined 154 Learning & Dev, Sr Specialist 4 Combined 155 Mgmt Data Anlys, Sr Specialist 4 General 156 Modelg, Fcstg & Econ Anlys, Sr Spec 16 Combined 157 Planning, Sr Spec 212 Utility 158 Power Systems Planner 2 10 Utility 159 Process Tech Spec, Sr Specialist 9 Combined 160 Proprietary Telcom Sys, Sr Specialist 30 Utility 161 Q A Methods, Sr Specialist 10 Combined 162 Q Cntrl / Inspection, Sr Specialist 65 Combined 163 Rates, Sr Specialist 9 Utility 164 Senior Specialist 2 Combined



# of SCE Incumbents

Comparator Group13

165 Senior Specialist 1 Combined 166 Senior Specialist 2 Combined 167 Senior Specialist 3 Combined 168 Senior Specialist 2 Utility 169 Senior Specialist 2 Utility 170 Senior Specialist 1 Combined 171 Senior Specialist 2 Combined 172 Senior Specialist 1 Combined 173 Senior Specialist 2 Combined 174 Senior Specialist 3 Combined 175 Senior Specialist 2 Combined 176 Senior Specialist 1 General 177 Senior Specialist 1 General 178 Senior Specialist 1 Combined 179 Senior Specialist 2 Combined 180 Senior Specialist 2 Combined 181 Senior Specialist 1 Utility 182 Senior Specialist 2 General 183 Senior Specialist 2 Combined 184 Senior Specialist 2 Combined 185 Senior Specialist 2 Combined 186 Senior Specialist 1 General 187 Senior Specialist 2 Combined 188 Senior Specialist 2 Combined 189 Senior Specialist 1 Combined 190 Senior Specialist 3 Combined 191 Senior Specialist 1 Utility 192 Senior Specialist 3 General 193 Senior Specialist 3 Combined 194 Senior Specialist 2 Combined 195 Senior Specialist 1 Combined 196 Senior Specialist 3 Combined 197 Senior Specialist 2 General 198 Senior Specialist 1 Utility 199 Senior Specialist 2 General 200 Senior Specialist 2 Combined 201 Sup Chain Dev & Opt, Sr Specialist 5 Combined 202 Tech Purchasing, Sr Specialist 23 Combined 203 Tech Spec, Sr Specialist 63 Combined 204 Tech Training, Sr Specialist 20 Combined 205 Vgtatn Mgmt & For Gnrlst, Sr Spec 23 Utility 206 Acct Mgmt, Advisor 10 Combined 207 Acctg, Advisor 9 Combined 208 Advisor 2 Combined 209 Advisor 3 Combined 210 Advisor 1 Combined



# of SCE Incumbents

Comparator Group13

211 Advisor 2 Utility 212 Advisor 3 Utility 213 Advisor 1 Utility 214 Advisor 2 Utility 215 Advisor 1 Utility 216 Advisor 1 Combined 217 Advisor 1 Combined 218 Advisor 2 Combined 219 Advisor 3 Combined 220 Advisor 3 Combined 221 Advisor 1 Combined 222 Advisor 1 Combined 223 Advisor 1 Combined 224 Advisor 1 Combined 225 Advisor 2 Combined 226 Advisor 1 Combined 227 Advisor 1 Combined 228 Advisor 1 General 229 Advisor 3 Combined 230 Advisor 2 Combined 231 Advisor 2 Utility 232 Advisor 1 Combined 233 Advisor 1 Combined 234 Advisor 2 Combined 235 Advisor 1 Combined 236 Advisor 3 Combined 237 Advisor 1 Combined 238 Advisor 1 General 239 Advisor 1 General 240 Advisor 1 General 241 Advisor 1 General 242 Advisor 3 General 243 Advisor 3 Utility 244 Advisor 3 Combined 245 Advisor 2 General 246 Advisor 1 Combined 247 Advisor 2 Combined 248 Advisor 1 Combined 249 Advisor 1 General 250 Advisor 1 General 251 Advisor 2 Combined 252 Advisor 3 General 253 Advisor 2 General 254 Audits Advisor 7 Combined 255 Bus Ops Anlys, Advisor 95 Combined 256 Bus Process Imprvmt, Advisor 8 Combined



# of SCE Incumbents

Comparator Group13

257 Bus Sys Anlys, Advisor 4 Combined 258 Business Continuation, Advisor 13 Combined 259 Business Controls, Advisor 8 Combined 260 Client Svc Del Mgmt, Advisor 14 General 261 Comp, Advisor 4 Combined 262 Contract Admin, Advisor 10 Combined 263 Corp Comm, Advisor 8 Combined 264 Creative Dsgn Svcs, Advisor 5 Combined 265 Elec Sys/Grid & Blk Pwr Trng, Advisor 6 Utility 266 Elec Trans & / Or Distrib Prj Mgr 93 Utility 268 Engineer 3 192 Combined 269 Engy Effcncy / Cnsvrtion, Advisor 57 Utility 270 Engy Mgmt Sys (EMS) Dev, Advisor 9 Combined 271 Engy Mktg & Trdg Financl Anlys, Advisor 5 Utility 272 Engy Trdg Ops / Support, Advisor 6 Utility 273 Envir Science, Advisor 55 Combined 274 Financl Anlys, Advisor 22 Combined 275 Govt Reltns, Advisor 34 Combined 276 Health & Sfty, Advisor 40 Combined 277 Info Tchnlgy Prj Mgr 46 Combined 278 Investigations, Advisor 5 General 279 IS Security, Advisor 34 Combined 280 IT Arch (Systems Design), Advisor 14 Combined 281 IT Dev, Advisor 5 Combined 282 IT Operations, Advisor 7 Combined 283 IT Outsrcing Mgmt, Advisor 30 General 284 Lgl Support, Advisor 4 Combined 285 Major Cnstrn Prj Mgr 22 Utility 286 Materials Mgmt, Advisor 12 Combined 287 Mktg Comm, Advisor 5 Combined 288 Mktg Prgm Mgmt, Advisor 4 Combined 289 Modelg, Fcstg & Econ Anlys, Advisor 25 Combined 290 Planning, Advisor 68 Combined 291 Power Systems Planner 3 18 Utility 292 Prdctve Anlytcs/Data Science, Advisor 11 General 293 Prj Mgr 65 Combined 294 Proj Cntrl Svcs Prj Mgr 5 Utility 295 Proprietary Telcom Sys, Advisor 25 Utility 296 Q A Methods, Advisor 14 Combined 297 Q Cntrl / Inspection, Advisor 17 General 298 Rates, Advisor 4 Utility 299 Real Estate & Fclties, Advisor 12 Combined 300 Reg Affairs & Compl, Advisor 36 Combined 301 Reg Compl Tech Ruls & Stds, Advisor 12 Combined 302 Security, Advisor 4 Combined 303 Social Media Mktg, Advisor 4 General



# of SCE Incumbents

Comparator Group13

304 Strgc Plng, Advisor 4 Combined 305 Sup Chain, Advisor 6 Combined 306 Tax, Advisor 8 Combined 307 Tech Purchasing, Advisor 40 Combined 308 Tech Spec, Advisor 28 Combined 309 Trade Shws / Evnts, Advisor 4 General 310 Web Cntnt Mgmt / Prdctn, Advisor 5 Combined 311 Workers Comp, Advisor 9 General 312 Bus Ops Anlys, Sr Advisor 46 Combined 313 Bus Process Imprvmt, Sr Advisor 10 Combined 314 Business Continuation, Sr Advisor 10 General 315 Client Svc Del Mgmt, Sr Advisor 19 General 316 Corp Comm, Sr Advisor 15 Combined 317 Envir Affairs & Compl, Sr Advisor 10 Combined 318 Envir Science, Sr Advisor 23 Combined 319 Financl Anlys, Sr Advisor 27 Combined 320 Govt Reltns, Sr Advisor 10 Combined 321 Health & Sfty, Sr Advisor 8 General 322 HR Gnrlst / Consult, Sr Advisor 15 Combined 323 Investigations, Sr Advisor 10 General 324 IS Security, Sr Advisor 8 Combined 325 IT Arch (Systems Design), Sr Advisor 15 Combined 326 IT Asset Mgmt, Sr Advisor 6 General 327 IT Dev, Sr Advisor 7 Combined 328 IT Operations, Sr Advisor 5 Combined 329 IT Outsrcing Mgmt, Sr Advisor 19 General 330 IT Svc Del & Relation Mgmt, Sr Advisor 6 General 331 Learning & Dev, Sr Advisor 4 Combined 332 Modelg, Fcstg & Econ Anlys, Sr Advisor 22 Combined 333 Org Dev, Sr Advisor 8 General 334 Q A Methods, Sr Advisor 6 Combined 335 Rates, Sr Advisor 13 Utility 336 Reg Affairs & Compl, Sr Advisor 42 Combined 337 Reg Compl Tech Ruls & Stds, Sr Advisor 12 General 338 Senior Engineer 94 Combined 339 Senior Power Systems Planner 7 Utility 340 Senior Advisor 2 Combined 341 Senior Advisor 1 Combined 342 Senior Advisor 1 General 343 Senior Advisor 1 Combined 344 Senior Advisor 1 General 345 Senior Advisor 1 Combined 346 Senior Advisor 1 General 347 Senior Advisor 1 Combined 348 Senior Advisor 3 General 349 Senior Advisor 1 General



# of SCE Incumbents

Comparator Group13

350 Senior Advisor 2 General 351 Senior Advisor 1 General 352 Senior Advisor 1 Combined 353 Senior Advisor 2 General 354 Senior Advisor 1 Combined 355 Senior Advisor 1 General 356 Senior Advisor 2 Combined 357 Senior Advisor 2 General 358 Senior Advisor 1 General 359 Senior Advisor 3 General 360 Senior Advisor 1 General 361 Senior Advisor 2 General 362 Senior Advisor 3 General 363 Senior Advisor 2 General 364 Senior Advisor 1 General 365 Senior Advisor 2 Combined 366 Senior Advisor 2 General 367 Senior Advisor 3 General 368 Senior Advisor 1 General 369 Senior Advisor 2 General 370 Senior Advisor 1 General 371 Senior Advisor 2 General 372 Senior Advisor 3 General 373 Senior Advisor 2 General 374 Senior Advisor 3 General 375 Senior Advisor 1 General 376 Senior Advisor 3 Combined 377 Senior Advisor 3 Combined 378 Senior Advisor 3 General 379 Senior Advisor 2 General 380 Senior Advisor 3 General 381 Senior Advisor 2 General 382 Senior Advisor 1 Combined 383 Senior Advisor 1 General 384 Strgc Plng, Sr Advisor 17 General 385 Sup Chain, Sr Advisor 7 General 386 Tax, Sr Advisor 5 Combined 387 Tech Spec, Sr Advisor 20 General 388 Tech Training, Sr Advisor 4 General 389 Consulting Engineer 8 Combined 390 Mgr 2 General



IncumbentsEmerg Tech Acq & Implm Prj Mgr 5


Table A-4: Manager/Supervisor Positions Included in 2021 Study


# of SCE Incumbents

Comparator Group14

391 Sup 1 Combined 392 Sup 3 Combined 393 Sup 1 Utility 394 Sup 1 General 395 Sup, Apparatus 5 Utility 396 Sup, Cnstrn 12 Utility 397 Sup, Engy Del / Distrib 12 Utility 398 Sup, Field 78 Utility 399 Sup, General Foreman 82 Utility 400 Sup, Project General Sup 38 Utility 401 Sup, Real Estate & Fclties 5 Combined 402 Sup, Substn Ops 5 Utility 405 Eng Sr Prj Mgr 5 General 406 Fclties Cnstrn Sr Prj Mgr 7 General 407 Info Tchnlgy Sr Prj Mgr 6 Combined 408 Major Cnstrn Sr Prj Mgr 8 Utility 410 Senior Attorney 57 General 412 Senior Advisor 2 General 413 Sr Prj Mgr 43 Combined 414 Mgr 3 Combined 415 Mgr 1 Combined 416 Mgr 3 Combined 417 Mgr 1 Utility 418 Mgr 1 Combined 419 Mgr 2 Combined 420 Mgr 2 Combined 421 Mgr 1 Combined 422 Mgr 1 Combined 423 Mgr 2 Combined 424 Mgr 1 Combined 425 Mgr 1 Combined 426 Mgr 1 Combined 427 Mgr 1 Combined 428 Mgr, Acctg 5 Combined 429 Mgr, Bus Ops Anlys 19 Combined 430 Mgr, Contract Admin 4 Combined 431 Mgr, Elect Trans Ops 7 Utility 432 Mgr, Eng 51 Combined 433 Mgr, Engy Del / Distrib 27 Utility 434 Mgr, Engy Effcncy 14 Utility 435 Mgr, Health & Sfty 7 Combined

14 In the Study, Aon used a comparator group with two subgroups. “Utility” is the energy utility comparator subgroup. “General” is the general industry comparator subgroup. “Combined” included all utility and general industry companies.



# of SCE Incumbents

Comparator Group14

436 Mgr, Hum Resources 10 Combined 437 Mgr, IT Dev 4 Combined 438 Mgr, IT Ops 7 Combined 439 Mgr, Modeling, Fcstg & Econ Anlys 5 Combined 440 Mgr, Op Mid 16 Utility 441 Mgr, Project Mgmt 15 Combined 442 Mgr, Q A / Process Imprvmt 4 Combined 443 Mgr, Real Estate & Fclties 8 Combined 444 Mgr, Sfty & Training 6 Combined 445 Mgr, Tech Spec 24 Combined 446 Mgr, Trnsprtn Svcs 7 Combined 447 Mgr, Vegetation Mgmt & Forestry 4 Utility 448 Sr Mgr 1 Combined 449 Sr Mgr 2 Utility 450 Sr Mgr 1 General 451 Sr Mgr 1 Combined 452 Sr Mgr 1 General 453 Sr Mgr 1 Combined 454 Sr Mgr 3 Combined 455 Sr Mgr 1 Combined 456 Sr Mgr 1 Combined 457 Sr Mgr 3 General 458 Sr Mgr 1 Combined 459 Sr Mgr 1 General 460 Sr Mgr 2 Combined 461 Sr Mgr 3 General 462 Sr Mgr, Account Mgmt 8 Combined 463 Sr Mgr, Acctg 6 Combined 464 Sr Mgr, Audit 7 Combined 465 Sr Mgr, Bus Cont 5 General 466 Sr Mgr, Bus Ops Anlys 18 Combined 467 Sr Mgr, Communications 4 Combined 468 Sr Mgr, Eng 34 Combined 469 Sr Mgr, Engy Del / Distrib 24 Utility 470 Sr Mgr, Engy Effcncy 11 Utility 471 Sr Mgr, Engy Mktg & Trdg 4 Utility 472 Sr Mgr, Engy Trdg Ops 6 Utility 473 Sr Mgr, Envir 15 Combined 474 Sr Mgr, Finance 11 Combined 475 Sr Mgr, Health & Sfty 4 Combined 476 Sr Mgr, Hum Resources 15 Combined 477 Sr Mgr, IT Dev 9 Combined 478 Sr Mgr, IT Ops 9 Combined 479 Sr Mgr, Modeling, Fcstg & Econ Anlys 10 Combined 480 Sr Mgr, Project Mgmt 49 Combined 481 Sr Mgr, Q A / Process Imprvmt 5 Combined



# of SCE Incumbents

Comparator Group14

482 Sr Mgr, Reg Affairs & Compl 14 Combined 483 Sr Mgr, Strategic Plng / Corp Dev 8 Combined 484 Sr Mgr, Supply Chain 10 Combined 485 Sr Mgr, Tech Spec 12 Combined 486 Director 1 Combined 487 Director 1 Combined 488 Director 2 Combined 489 Director 1 General 490 Director 1 Combined 491 Director 1 General 492 Director 1 Combined 493 Director 1 Combined 494 Director 1 General 495 Director 1 General 496 Director 1 Combined 497 Director 1 Utility 498 Director 1 Utility 499 Director 1 Combined 500 Director 1 Combined 501 Director 1 Combined 502 Director 1 Combined 503 Director 1 Combined 504 Director 1 Combined 505 Director 1 General 506 Director 1 Combined 507 Director 1 Combined 508 Director 1 Utility 509 Director 1 General 510 Director 1 Utility 511 Director 1 Combined 512 Director & Managing Attorney 12 General 513 Managing Director 1 Combined 514 Managing Director 1 Utility 515 Managing Director 1 Utility 516 Managing Director 1 General 517 Prin Mgr 3 Combined 518 Prin Mgr 1 Utility 519 Prin Mgr 1 Combined 520 Prin Mgr 3 Combined 521 Prin Mgr 1 Combined 522 Prin Mgr 2 Combined 523 Prin Mgr 2 Combined 524 Prin Mgr 3 Combined 525 Prin Mgr 1 General 526 Prin Mgr 1 Combined 527 Prin Mgr 3 Combined



# of SCE Incumbents

Comparator Group14

528 Prin Mgr 2 Combined 529 Prin Mgr 2 Combined 530 Prin Mgr, Account Mgmt 4 Combined 531 Prin Mgr, Acctg 4 Combined 532 Prin Mgr, Bus Ops Anlys 7 Combined 533 Prin Mgr, Elect Trans Ops 4 Utility 534 Prin Mgr, Eng 12 Combined 535 Prin Mgr, Engy Del / Distrib 17 Utility 536 Prin Mgr, Engy Effcncy 4 Utility 537 Prin Mgr, Engy Mktg & Trdg 6 Utility 538 Prin Mgr, Finance 10 Combined 539 Prin Mgr, Govt Relations 5 Combined 540 Prin Mgr, Health & Sfty 5 Combined 541 Prin Mgr, Hum Resources 13 Combined 542 Prin Mgr, IT Dev 5 Combined 543 Prin Mgr, IT Ops 5 Combined 544 Prin Mgr, Modeling, Fcstg & Econ Anlys 7 Combined 545 Prin Mgr, Project Mgmt 23 Combined 546 Prin Mgr, Reg Affairs & Compl 18 Combined 547 Prin Mgr, Supply Chain 6 Combined



Incumbents

Elec Trans & / Or Distrib Sr Prj Mgr 7 Emerg Tech Acq & Implm Sr Prj Mgr 4 Proj Cntrl Svcs Sr Prj Mgr 9 Hum Resources Sr Prj Mgr 2


Table A-5: Executive Positions Included in 2021 Study


# of SCE Incumbents

Comparator Group15

548 VP 1 Combined 549 VP 1 Combined 550 VP 1 Utility 551 VP 1 Combined 552 VP 1 Utility 553 VP 1 Combined 554 VP 1 Utility 555 VP 1 Combined 556 SVP & CFO, SCE 1 Combined 557 SVP & General Counsel 1 Combined 558 SVP 1 Combined 559 SVP Transmission & Distribution 1 Utility 560 SVP 1 Combined 561 Chief Executive Officer SCE 1 Utility 562 EVP 1 Combined 563 EVP 1 Combined 564 President and CEO, EIX 1 Combined

15 In the Study, Aon used an executive comparator group. “Utility” is the energy utility companies in the group. “General” is the

general industry companies in the group. “Combined” included all utility and general industry companies.


Appendix B: Comparator List


Comparator List Table B-1: Energy Utility Industry Companies Used to Value Benefits for Non-Executive Jobs

Company Headquarters Location

Revenue Size($ Millions)16

1. AES Corporation Arlington, VA $13,8502. American Electric Power Company (AEP) Columbus, OH $15,4253. Consolidated Edison of New York, Inc. New York, NY $12,033 4. Dominion Energy, Inc. Richmond, VA $12,5865. DTE Energy Company Detroit, MI $12,6076. Duke Energy Corporation Charlotte, NC $23,1897. Entergy Corporation New Orleans, LA $11,0758. Exelon Corporation Chicago, IL $33,5319 FirstEnergy Corp. Akron, OH $13,62710. Los Angeles Department of Water & Power (LADWP) Los Angeles, CA --

11. NextEra Energy, Inc. Juno Beach, FL $17,19512. NRG Energy Princeton, NJ $11,27513. NV Energy, Inc. Las Vegas, NV $3,00014. Pacific Gas and Electric Company (PG&E) San Francisco, CA $17,13515. PacifiCorp Portland, OR $5,20016. Public Service Enterprise Group Newark, NJ $9,08417. Sacramento Municipal Utility District (SMUD) Sacramento, CA --18. Sempra Energy San Diego, CA $11,20719. Southern Company Atlanta, GA $23,031

16 Annual revenues reported by companies for 2018; LADWP and SMUD are governmental agencies and do not provide revenue statistics.


Table B-2: General Industry Companies Used to Value Benefits for Non-Executive Jobs


Revenue Size($ Millions)17

1. Aerospace Corporation, The El Segundo, CA $9002. Allergan, Inc. Irvine, CA $5,0003. Allianz Life (Fireman’s Fund) Minneapolis, MN $1,7004. Amgen Inc. Thousand Oaks, CA $22,8495. Anthem Indianapolis, IN $90,0396. AT&T Inc. Dallas, TX $160,5467. Avery Dennison Corporation Pasadena, CA $6,6148. Boeing Company, The Chicago, IL $93,3929. Chevron Corporation San Ramon, CA $134,53310. DXC Technology Company Tysons, VA $7,60711. Illinois Tool Works Inc. Glenview, IL $14,31412. Jet Propulsion Laboratory Pasadena, CA --13. Kellogg Company Battle Creek, MI $12,92314. McKesson Corporation San Francisco, CA $198,53315. Nestlé USA, Inc. Glendale, CA $7,80016. Northrop Grumman Corporation Los Angeles, CA $25,80317. Parker Hannifin Corporation Cleveland, OH $12,02918. Walt Disney Company, The Burbank, CA $55,13719. Wells Fargo & Company San Francisco, CA $97,741

____________________________

17Annual revenues reported by companies for 2018; Jet Propulsion Laboratory is a governmental agency and does not provide revenue statistics.


Table B-3: Energy Utility Industry Companies and General Industry Companies used to value Base Salary, Bonus, TCC, and LTI for Executive Jobs


Revenue Size ($ Millions)

1. American Electric Power Company (AEP) Columbus, OH $15.425 2. Amgen Inc. Thousand Oaks, CA $22,849 3. Baxter International Inc. Deerfield, IL $10,561 4. Consolidated Edison of New York, Inc. New York, NY $12,033 5. Dominion Energy, Inc. Richmond, VA $12,586 6. DTE Energy Company Detroit, MI $12,607 7. Duke Energy Corporation Charlotte, NC $23,189 8. Entergy Corporation New Orleans, LA $11.075 9. FirstEnergy Corp. Akron, OH $13.627 10. Illinois Tool Works Inc. Glenview, IL $14,314 11. Kellogg Company Battle Creek, MI $12,923 12. Northrop Grumman Corporation Los Angeles, CA $25,803 13. Pacific Gas and Electric Company (PG&E) San Francisco, CA $17,135 14. Public Service Enterprise Group Newark, NJ $9,084 15. Sacramento Municipal Utility District Sacramento, CA -- 16. Sempra Energy San Diego, CA $11,207 17. Southern Company Atlanta, GA $23,031 18. SunTrust Banks, Inc. Atlanta, GA $9,741 19. The Sherwin-Williams Company Cleveland, OH $14,984


Appendix C: Detailed Results by Category

Base

SCE (Avg. $000)TotalCash LTI Benefits

# SCEEEs Base

Market (Avg. $000)TotalCash LTI Benefits Base

SCE +/- MarketTotalCash LTI Benefits

Table C-1: Physical/Technical

TotalComp

TotalComp

TotalCompJob Title#

Control Operator $109.3 $115.3 -- $97.3 $102.4 -- 12.4% 12.6% --$22.5 $24.1 -6.7%5 8.9%$126.5$137.81Driver Hvy Transp $85.4 $89.5 -- $79.9 $83.7 -- 6.8% 6.9% --$20.0 $22.5 -10.8%15 3.2%$106.2$109.52Electn Constrn $100.3 $106.2 -- $95.9 $100.1 -- 4.5% 6.1% --$21.6 $23.9 -9.5%44 3.1%$124.0$127.93Form Electl Crew $132.6 $143.2 -- $106.3 $108.1 -- 24.8% 32.5% --$25.2 $24.6 2.3%158 26.9%$132.7$168.44Groundman $67.4 $70.2 -- $63.3 $65.9 -- 6.5% 6.5% --$18.2 $20.8 -12.7%2 1.9%$86.7$88.35Groundman $67.4 $70.1 -- $63.3 $65.9 -- 6.4% 6.4% --$18.2 $20.8 -12.7%367 1.8%$86.7$88.36Handlr Mtrl $79.2 $82.7 -- $77.1 $79.6 -- 2.8% 3.8% --$19.4 $22.1 -12.3%1 0.3%$101.7$102.07Handlr Mtrl $78.5 $82.4 -- $77.1 $79.6 -- 1.9% 3.5% --$19.3 $22.1 -12.4%66 0.0%$101.7$101.78Handlr Sr Mtrl $84.9 $88.8 -- $88.2 $89.3 -- -3.7% -0.7% --$19.9 $23.0 -13.2%1 -3.2%$112.3$108.79Hydro Mechanical Maintenance Tech $100.3 $105.3 -- $97.0 $97.8 -- 3.4% 7.7% --$21.5 $23.7 -9.1%18 4.4%$121.5$126.910Hydro Operator Mechanic $103.7 $109.3 -- $97.0 $97.8 -- 6.9% 11.7% --$21.9 $23.7 -7.5%14 8.0%$121.5$131.211Inspector, Electrical System $79.8 $83.4 -- $102.3 $107.1 -- -22.0% -22.2% --$19.4 $24.5 -20.8%48 -21.9%$131.7$102.812Journeyman Lineman $118.6 $126.3 -- $95.6 $99.0 -- 24.1% 27.6% --$23.5 $23.8 -1.0%666 22.0%$122.8$149.813Meter Technician 5 $105.7 $110.7 -- $94.2 $97.2 -- 12.3% 13.9% --$22.1 $23.7 -6.9%64 9.8%$120.9$132.814Operator Control $114.0 $121.3 -- $97.3 $102.4 -- 17.2% 18.5% --$23.1 $24.1 -4.3%14 14.2%$126.5$144.415Operator, Hydro Station System $118.0 $123.8 -- $94.1 $96.9 -- 25.4% 27.7% --$23.3 $23.7 -1.5%12 21.9%$120.6$147.116Operator, System $118.0 $125.6 -- $91.5 $100.8 -- 28.9% 24.6% --$23.5 $24.0 -2.2%132 19.4%$124.8$149.117Opr Substation $86.9 $92.0 -- $90.9 $95.0 -- -4.5% -3.2% --$20.3 $23.5 -13.7%111 -5.2%$118.5$112.318Repr Fld Srvce 2 $84.8 $88.8 -- $77.2 $78.7 -- 9.8% 12.8% --$19.9 $22.0 -9.4%98 8.0%$100.7$108.819Splcr Subs Cable $105.3 $111.5 -- $99.8 $100.6 -- 5.6% 10.9% --$22.1 $23.9 -7.5%8 7.4%$124.5$133.720SPLICER CABLE $104.9 $111.7 -- $99.8 $100.6 -- 5.2% 11.1% --$22.1 $23.9 -7.5%22 7.5%$124.5$133.921Substation Electrician $105.2 $111.4 -- $95.4 $99.1 -- 10.2% 12.5% --$22.1 $23.8 -7.1%131 8.7%$122.9$133.522Techn Chemical $100.3 $105.4 -- $89.8 $94.3 -- 11.7% 11.8% --$21.5 $23.4 -8.0%3 7.9%$117.7$127.023Techn Comnctn $101.6 $105.9 -- $100.9 $104.0 -- 0.7% 1.8% --$21.6 $24.2 -10.9%25 -0.6%$128.2$127.424Technician $77.1 $79.3 -- $86.5 $90.0 -- -11.0% -11.9% --$19.1 $23.0 -17.3%40 -13.0%$113.1$98.425Technician, Test $104.4 $109.9 -- $102.2 $105.7 -- 2.1% 4.0% --$22.0 $24.4 -9.9%76 1.4%$130.1$131.926Troubleman $128.9 $139.2 -- $103.3 $106.5 -- 24.8% 30.7% --$24.8 $24.5 1.3%205 25.2%$131.0$164.028Welder Cnstrn $100.3 $104.0 -- $94.7 $96.4 -- 5.9% 7.9% --$21.4 $23.6 -9.3%3 4.5%$120.0$125.429

$104.0 $110.4 -- $90.4 $93.7 -- 15.1% 17.7% --$22.0 $23.3 -5.6%2,349 13.1%$117.1$132.4


Represents average pay data for SCE and comparator (market) data.

Base


# SCEEEs Base



Table C-2: Clerical

TotalComp

TotalComp

TotalCompJob Title#

Accounting Support Role $39.9 $40.8 -- $42.8 $44.8 -- -6.8% -9.1% --$16.9 $19.7 -14.4%3 -10.7%$64.5$57.630Analyst-Program/Project 1 $59.3 $61.3 -- $66.7 $70.4 -- -11.1% -12.9% --$18.7 $21.4 -12.7%108 -12.9%$91.8$80.031Business Analysis Role $60.1 $62.4 -- $68.9 $72.8 -- -12.9% -14.3% --$18.8 $21.6 -13.0%1 -14.0%$94.4$81.232Construction/Maintenance Acct $93.3 $97.6 -- $62.3 $65.4 -- 49.8% 49.4% --$21.9 $21.1 4.0%197 38.3%$86.4$119.533Construction/Material Coordinator 1 $66.1 $69.0 -- $65.4 $68.8 -- 1.1% 0.3% --$19.4 $21.3 -9.0%9 -1.9%$90.0$88.334Customer Solutions Representative 1 $51.1 $53.3 -- $38.2 $40.1 -- 33.9% 33.2% --$17.9 $19.4 -7.3%22 20.0%$59.4$71.335Customer Specialist 1 $35.0 $35.0 -- $37.6 $39.1 -- -6.8% -10.5% --$16.4 $18.1 -9.7%7 -10.2%$57.3$51.436Energy Advisor 1 $46.5 $48.0 -- $52.9 $55.8 -- -12.1% -14.1% --$17.5 $20.4 -14.4%194 -14.2%$76.3$65.437Energy Advisor 1 - L1 $49.8 $51.6 -- $52.9 $55.8 -- -5.9% -7.6% --$17.8 $20.4 -12.9%58 -9.0%$76.3$69.438Executive Assistant 1 $74.8 $77.7 -- $64.8 $68.0 -- 15.3% 14.2% --$20.1 $21.2 -5.3%56 9.6%$89.3$97.839Mailing & Logistic, Specialist 1 $55.6 $58.6 -- $42.2 $44.1 -- 31.9% 33.0% --$18.4 $18.4 0.1%9 23.3%$62.5$77.040Accounting Assistant 2 $46.2 $47.9 -- $47.6 $49.7 -- -2.8% -3.6% --$17.5 $20.0 -12.6%7 -6.2%$69.7$65.441Administrative Aide 2 $44.6 $45.4 -- $52.3 $54.9 -- -14.8% -17.4% --$17.3 $20.4 -15.3%7 -16.8%$75.3$62.642Analyst-Business 2 $66.1 $68.5 -- $79.3 $85.3 -- -16.6% -19.7% --$19.3 $22.5 -13.9%231 -18.5%$107.8$87.843Analyst-Program/Project 2 $73.2 $76.1 -- $83.6 $89.3 -- -12.5% -14.8% --$20.0 $22.7 -12.1%300 -14.3%$112.0$96.144Construction/Material Coordinator 2 $75.3 $78.3 -- $75.4 $80.8 -- -0.2% -3.1% --$20.2 $22.1 -8.7%47 -4.3%$103.0$98.545Customer Solutions Representative 2 $56.5 $58.4 -- $46.2 $48.7 -- 22.3% 20.0% --$18.4 $19.9 -7.5%42 12.0%$68.6$76.846Customer Specialist 2 $39.0 $39.0 -- $41.8 $43.6 -- -6.6% -10.4% --$16.7 $19.6 -14.7%2 -11.7%$63.2$55.847Energy Advisor 2 $54.2 $56.3 -- $61.1 $65.5 -- -11.3% -14.0% --$18.2 $21.1 -13.7%70 -14.0%$86.6$74.548Energy Advisor 2 - L1 $56.6 $58.9 -- $61.1 $65.5 -- -7.4% -10.2% --$18.5 $21.1 -12.4%42 -10.7%$86.6$77.349Energy Advisor 2 - L2 $60.4 $63.0 -- $61.1 $65.5 -- -1.1% -3.9% --$18.8 $21.1 -10.7%6 -5.6%$86.6$81.850Executive Assistant 2 $85.8 $89.5 -- $73.8 $78.4 -- 16.2% 14.1% --$21.2 $22.0 -3.5%31 10.3%$100.3$110.651Legal Administrative Assistant 2 $74.0 $76.6 -- $81.3 $86.8 -- -8.9% -11.8% --$20.0 $20.6 -3.0%25 -10.1%$107.4$96.652Mailing & Logistic, Specialist 2 $58.2 $61.2 -- $35.3 $38.3 -- 64.7% 59.9% --$18.7 $18.1 3.2%15 41.7%$56.4$79.853Accounting Assistant 3 $56.6 $59.0 -- $53.5 $55.9 -- 5.8% 5.5% --$18.5 $20.4 -9.6%10 1.5%$76.3$77.554Administrative Aide 3 $54.8 $56.5 -- $62.5 $65.7 -- -12.4% -14.0% --$18.2 $21.1 -13.7%103 -14.0%$86.8$74.755Construction/Material Coordinator 3 $96.2 $100.4 -- $93.4 $100.8 -- 2.9% -0.3% --$22.2 $23.5 -5.8%29 -1.4%$124.3$122.656Energy Advisor 3 $60.0 $62.5 -- $77.5 $86.8 -- -22.6% -28.0% --$18.8 $20.6 -9.1%14 -24.4%$107.4$81.257Energy Advisor 3 - L1 $60.2 $62.6 -- $77.5 $86.8 -- -22.3% -27.8% --$18.8 $20.6 -9.0%8 -24.2%$107.4$81.458Administrative Assistant $63.9 $66.2 -- $79.8 $83.9 -- -19.8% -21.1% --$19.1 $22.4 -14.6%85 -19.7%$106.3$85.359Associate Specialist $61.3 $63.7 -- $59.3 $63.7 -- 3.2% 0.0% --$18.9 $20.9 -9.9%1 -2.4%$84.7$82.660Associate Specialist $67.0 $69.9 -- $68.9 $72.8 -- -2.8% -4.0% --$19.4 $21.6 -9.8%1 -5.4%$94.4$89.361Associate Specialist $78.6 $81.1 -- $64.7 $69.8 -- 21.5% 16.1% --$20.4 $19.8 3.4%1 13.3%$89.6$101.563Associate Specialist $76.9 $80.1 -- $73.8 $78.1 -- 4.2% 2.6% --$20.4 $21.9 -7.2%1 0.4%$100.1$100.565Associate Specialist $63.4 $63.4 -- $69.1 $73.0 -- -8.2% -13.1% --$18.9 $21.6 -12.7%1 -13.0%$94.6$82.366Associate Specialist $59.4 $59.4 -- $66.0 $70.8 -- -10.0% -16.0% --$18.5 $21.4 -13.6%2 -15.5%$92.2$77.967Associate Specialist $56.6 $56.6 -- $70.4 $73.8 -- -19.6% -23.3% --$18.3 $21.6 -15.6%2 -21.6%$95.4$74.868Design/Drafting, Assoc Spec $63.7 $65.6 -- $66.2 $69.4 -- -3.9% -5.5% --$19.0 $21.3 -10.8%67 -6.7%$90.7$84.669GIS Tech Spec, Assoc Spec $56.9 $57.3 -- $66.1 $67.7 -- -13.8% -15.4% --$18.3 $21.2 -13.6%18 -14.9%$88.9$75.670Design/Drafting, Specialist $85.4 $89.2 -- $85.6 $89.8 -- -0.3% -0.7% --$21.2 $22.7 -7.0%114 -1.9%$112.5$110.371GIS Tech Spec, Spec $79.2 $82.5 -- $90.2 $97.8 -- -12.2% -15.7% --$20.6 $23.3 -11.8%33 -15.0%$121.2$103.072Planning, Specialist $75.2 $77.9 -- $92.6 $98.2 -- -18.8% -20.6% --$20.2 $23.3 -13.6%216 -19.3%$121.5$98.173



Base


# SCEEEs Base



Table C-2: Clerical

TotalComp

TotalComp

TotalCompJob Title#

Specialist $75.4 $78.7 -- $83.4 $90.0 -- -9.5% -12.6% --$20.2 $22.8 -11.2%1 -12.3%$112.8$98.974Specialist $66.4 $69.2 -- $73.2 $77.8 -- -9.3% -11.0% --$19.4 $21.9 -11.5%1 -11.1%$99.7$88.675Specialist $72.2 $73.4 -- $83.6 $89.3 -- -13.6% -17.8% --$19.8 $22.7 -13.1%2 -16.8%$112.0$93.276Specialist $75.6 $78.1 -- $79.0 $86.4 -- -4.2% -9.6% --$20.2 $24.5 -17.4%2 -11.3%$110.9$98.377

$68.1 $70.7 -- $71.8 $76.2 -- -5.1% -7.2% --$19.5 $21.8 -10.4%2,201 -7.9%$98.0$90.2



Base


# SCEEEs Base



Table C-3: Professional/Technical

TotalComp

TotalComp

TotalCompJob Title#

Administrative Support Role $113.3 $123.8 -- $117.5 $131.1 -- -3.6% -5.6% --$25.4 $24.7 2.6%2 -4.3%$155.9$149.278Analyst-Business 3 $90.4 $96.5 -- $101.0 $109.5 -- -10.5% -11.9% --$22.7 $25.4 -10.7%179 -11.6%$134.9$119.279Analyst-Program/Project 3 $93.1 $99.6 -- $106.3 $115.8 -- -12.4% -14.0% --$23.0 $25.9 -11.3%218 -13.5%$141.7$122.680Customer Solutions Representative 3 $68.2 $72.6 -- $61.1 $65.5 -- 11.6% 10.8% --$20.4 $21.8 -6.7%27 6.5%$87.4$93.081Land Services Agent 3 $74.5 $78.4 -- $106.0 $117.3 -- -29.7% -33.2% --$20.9 $26.1 -19.8%16 -30.7%$143.4$99.382Land Services Agent 4 $100.1 $108.1 -- $126.1 $142.1 -- -20.6% -23.9% --$23.8 $30.8 -22.7%21 -23.7%$172.9$132.083Accountant Associate $63.8 $66.7 -- $61.9 $65.9 -- 3.1% 1.2% --$19.8 $21.9 -9.6%6 -1.5%$87.8$86.584Associate Specialist $80.3 $80.3 -- $65.9 $71.2 -- 22.0% 12.8% --$21.1 $23.9 -11.7%3 6.6%$95.2$101.585Associate Specialist $69.8 $75.2 -- $60.0 $63.3 -- 16.3% 18.9% --$20.6 $21.6 -4.7%1 12.9%$84.9$95.986Associate Specialist $73.0 $73.0 -- $59.8 $62.9 -- 22.1% 16.0% --$20.4 $21.6 -5.6%2 10.5%$84.5$93.487Associate Specialist $60.7 $63.0 -- $66.6 $71.0 -- -9.0% -11.3% --$19.4 $22.3 -12.9%1 -11.7%$93.3$82.488Financl Anlys, Assoc Spec $62.9 $65.5 -- $64.9 $68.6 -- -3.2% -4.5% --$19.6 $22.1 -11.1%7 -6.1%$90.7$85.189Accountant $86.1 $92.8 -- $74.9 $80.6 -- 15.0% 15.1% --$22.3 $23.1 -3.1%18 11.1%$103.6$115.190Claims Resolution, Spec $76.9 $81.6 -- $66.3 $71.6 -- 16.0% 13.9% --$21.3 $22.3 -4.8%7 9.5%$93.9$102.891Engineer 1 $77.8 $78.9 -- $88.0 $95.9 -- -11.6% -17.7% --$21.0 $24.3 -13.7%69 -16.9%$120.2$99.992Financl Anlys, Specialist $82.8 $87.9 -- $76.5 $81.8 -- 8.3% 7.5% --$21.9 $23.2 -5.6%8 4.6%$104.9$109.893IS Security, Specialist $94.7 $97.3 -- $89.2 $94.8 -- 6.2% 2.6% --$22.8 $24.2 -6.0%4 0.9%$119.0$120.094Modelg, Fcstg & Econ Anlys, Spec $72.6 $76.4 -- $84.7 $90.6 -- -14.2% -15.6% --$20.7 $23.9 -13.2%5 -15.1%$114.5$97.295Proprietary Telcom Sys, Specialist $88.3 $91.4 -- $98.7 $106.1 -- -10.5% -13.9% --$22.2 $27.3 -18.6%9 -14.8%$133.4$113.696Security, Specialist $78.2 $83.5 -- $73.5 $77.4 -- 6.3% 7.9% --$21.4 $22.8 -6.0%9 4.8%$100.2$104.997Specialist $72.0 $72.0 -- $76.1 $81.9 -- -5.4% -12.1% --$20.3 $23.2 -12.3%1 -12.2%$105.1$92.398Specialist $87.9 $94.8 -- $87.2 $96.4 -- 0.8% -1.7% --$22.5 $26.4 -14.6%1 -4.5%$122.8$117.399Specialist $84.0 $88.5 -- $83.3 $91.2 -- 0.8% -3.0% --$21.9 $25.9 -15.4%3 -5.8%$117.1$110.4100Specialist $71.0 $75.9 -- $106.0 $119.4 -- -33.0% -36.4% --$20.7 $28.6 -27.6%1 -34.7%$148.0$96.6101Specialist $80.1 $82.2 -- $93.3 $100.8 -- -14.2% -18.5% --$21.3 $26.8 -20.6%2 -18.9%$127.7$103.5102Specialist $97.1 $105.8 -- $83.9 $91.6 -- 15.7% 15.5% --$23.6 $25.9 -8.9%1 10.1%$117.5$129.4103Specialist $78.7 $81.5 -- $94.5 $102.6 -- -16.7% -20.6% --$21.2 $27.0 -21.4%2 -20.8%$129.6$102.7104Specialist $90.7 $90.7 -- $95.1 $106.0 -- -4.5% -14.4% --$22.2 $27.3 -18.8%2 -15.3%$133.2$112.9105Specialist $94.7 $101.0 -- $74.3 $79.0 -- 27.4% 27.9% --$23.1 $22.9 0.9%2 21.8%$101.9$124.2106Specialist $92.7 $97.3 -- $73.5 $78.2 -- 26.1% 24.4% --$22.8 $22.9 -0.4%1 18.8%$101.1$120.1107Specialist $85.8 $88.7 -- $75.5 $80.3 -- 13.5% 10.5% --$21.9 $23.0 -4.7%2 7.1%$103.3$110.6108Specialist $90.5 $93.8 -- $82.8 $89.7 -- 9.3% 4.6% --$22.4 $23.8 -5.8%2 2.4%$113.5$116.3109Specialist $93.2 $95.6 -- $74.5 $79.4 -- 25.1% 20.5% --$22.6 $23.0 -1.5%3 15.5%$102.3$118.2110Specialist $99.1 $106.7 -- $79.5 $85.3 -- 24.8% 25.1% --$23.7 $23.5 1.0%2 19.9%$108.7$130.4111Specialist $97.0 $97.0 -- $85.5 $93.2 -- 13.4% 4.1% --$22.8 $22.1 3.0%1 3.9%$115.3$119.8112Specialist $88.6 $90.4 -- $93.6 $99.4 -- -5.4% -9.0% --$22.1 $24.6 -10.1%2 -9.3%$124.0$112.6113Specialist $85.4 $91.4 -- $83.2 $88.5 -- 2.6% 3.3% --$22.2 $23.7 -6.4%1 1.2%$112.3$113.6114Specialist $93.5 $93.5 -- $109.5 $118.5 $19.9 -14.6% -21.1% -100.0%$22.4 $26.2 -14.4%2 -29.6%$164.6$115.9115Specialist $93.6 $102.7 -- $75.7 $83.4 -- 23.6% 23.1% --$23.3 $21.5 8.6%1 20.2%$104.9$126.0116Specialist $84.7 $84.7 -- $98.5 $105.5 -- -13.9% -19.7% --$21.6 $22.9 -5.9%2 -17.3%$128.5$106.3117Specialist $85.0 $85.0 -- $76.5 $83.6 -- 11.1% 1.7% --$21.6 $21.5 0.5%1 1.4%$105.1$106.6118Specialist $70.0 $74.9 -- $72.6 $77.2 -- -3.6% -2.9% --$20.6 $22.8 -9.6%1 -4.5%$100.0$95.5119



Base


# SCEEEs Base




TotalComp

TotalComp

TotalCompJob Title#

Specialist $71.0 $77.8 -- $75.0 $78.4 -- -5.4% -0.8% --$20.9 $21.1 -1.2%1 -0.9%$99.5$98.6120Specialist $70.0 $70.0 -- $78.5 $80.6 -- -10.8% -13.1% --$20.1 $21.3 -5.4%1 -11.5%$101.8$90.1121Specialist $80.0 $80.0 -- $79.7 $83.9 -- 0.3% -4.6% --$21.1 $23.3 -9.6%1 -5.7%$107.2$101.1122Tech Training, Specialist $85.3 $88.3 -- $80.1 $86.0 -- 6.5% 2.6% --$21.9 $23.5 -6.8%8 0.6%$109.5$110.2123Tlnt Acquisition, Specialist $92.5 $97.6 -- $76.2 $81.5 -- 21.3% 19.8% --$22.8 $23.1 -1.4%12 15.1%$104.6$120.5124Accountant Senior $104.5 $112.3 -- $91.2 $99.3 -- 14.5% 13.2% --$24.2 $24.6 -1.5%11 10.2%$123.9$136.6125Acct Mgmt, Sr Specialist $92.6 $99.4 -- $97.3 $113.5 -- -4.9% -12.4% --$23.0 $25.7 -10.7%20 -12.1%$139.2$122.4126Aircraft Mgmt & Ops, Sr Specialist $100.2 $108.4 -- $109.5 $112.9 -- -8.5% -3.9% --$23.9 $25.7 -7.2%4 -4.5%$138.6$132.3127App Dev, Sr Spec $105.9 $114.5 -- $118.2 $127.4 -- -10.4% -10.1% --$24.5 $26.9 -9.1%7 -10.0%$154.4$139.0128Auditor Senior $102.8 $109.2 -- $93.9 $102.8 -- 9.5% 6.2% --$23.9 $24.9 -3.9%6 4.2%$127.7$133.1129Bus Ops Anlys, Sr Specialist $105.8 $114.0 -- $100.9 $109.5 -- 4.8% 4.1% --$24.4 $25.4 -3.9%42 2.6%$135.0$138.4130Bus Process Imprvmt, Sr Specialist $105.7 $113.6 -- $101.9 $113.0 -- 3.7% 0.5% --$24.4 $25.7 -5.1%8 -0.6%$138.7$137.9131Bus Sys Anlys, Sr Specialist $108.4 $115.9 -- $106.8 $117.3 -- 1.6% -1.2% --$24.6 $26.1 -5.6%23 -2.0%$143.3$140.5132Business Continuation, Sr Specialist $102.4 $107.4 -- $105.9 $115.2 -- -3.3% -6.8% --$23.8 $25.9 -8.3%7 -7.1%$141.1$131.1133Contract Admin, Sr Specialist $86.5 $92.8 -- $93.9 $101.1 -- -7.9% -8.3% --$22.3 $24.8 -9.7%13 -8.6%$125.9$115.1134Elec Sys/Grid & Blk Pwr Trng, Sr Spec $108.4 $115.9 -- $124.9 $137.8 -- -13.2% -15.9% --$24.6 $30.4 -19.0%9 -16.5%$168.2$140.5135Elec Trans &/Or Distr Prj Mgr, Sr Spec $97.9 $105.3 -- $118.9 $133.7 -- -17.7% -21.2% --$23.6 $30.0 -21.5%7 -21.3%$163.7$128.8136Employee Relations, Sr Spec $112.8 $119.7 -- $97.4 $105.1 -- 15.8% 13.9% --$25.0 $25.1 -0.2%8 11.2%$130.2$144.7137Engineer 2 $96.4 $103.1 -- $110.3 $121.5 -- -12.6% -15.2% --$23.3 $26.4 -11.7%90 -14.6%$148.0$126.4138Engy Del / Distrib, Sr Specialist $103.9 $112.7 -- $102.4 $114.7 -- 1.5% -1.7% --$24.3 $28.1 -13.7%9 -4.1%$142.8$137.0139Engy Eff/Cnsv Cmrcl/Ind Dsn, Sr Spec $91.8 $99.1 -- $103.1 $110.7 -- -10.9% -10.5% --$23.0 $27.8 -17.3%5 -11.9%$138.5$122.1140Engy Effcncy / Cnsvrtion, Sr Specialist $101.9 $109.9 -- $106.4 $117.5 -- -4.2% -6.5% --$24.0 $28.4 -15.5%17 -8.2%$145.9$133.9141Engy Mgmt Sys (EMS) Dev, Sr Spec $111.6 $119.0 -- $135.6 $149.9 $28.2 -17.7% -20.6% -100.0%$24.9 $28.8 -13.5%14 -30.5%$206.9$143.9142Engy Mktg & Trdg Fncl Anlys, Sr Spec $95.0 $101.2 -- $113.3 $127.0 -- -16.1% -20.3% --$23.2 $29.3 -21.0%7 -20.4%$156.3$124.3143Engy Trdg Ops / Support, Sr Specialist $111.8 $122.5 -- $111.7 $122.4 -- 0.1% 0.0% --$25.3 $28.9 -12.6%7 -2.4%$151.3$147.7144Engy Trdg Schdlng, Sr Specialist $116.9 $127.5 -- $118.8 $134.5 -- -1.6% -5.2% --$25.8 $30.1 -14.4%8 -6.8%$164.6$153.3145Envir Science, Sr Specialist $102.5 $108.4 -- $110.8 $121.6 -- -7.5% -10.9% --$23.9 $26.4 -9.8%13 -10.7%$148.0$132.2146Financl Anlys, Sr Specialist $103.2 $109.1 -- $97.2 $105.0 -- 6.3% 3.9% --$23.9 $25.0 -4.4%21 2.3%$130.1$133.1147GIS Tech Spec, Sr Spec $100.3 $106.6 -- $105.7 $114.5 -- -5.1% -6.9% --$23.7 $25.8 -8.3%11 -7.2%$140.3$130.3148Info Tchnlgy Prj Mgmt, Sr Specialist $103.5 $111.9 -- $120.4 $132.0 -- -14.1% -15.2% --$24.2 $27.3 -11.4%5 -14.6%$159.3$136.1149IS Security, Sr Specialist $116.9 $124.4 -- $111.9 $120.3 -- 4.4% 3.4% --$25.5 $26.3 -3.3%12 2.2%$146.6$149.8150IT Dev, Sr Specialist $94.6 $98.7 -- $114.2 $124.1 -- -17.1% -20.4% --$22.9 $26.6 -14.0%5 -19.3%$150.7$121.7151IT Operations, Sr Specialist $113.1 $121.9 -- $114.9 $125.5 -- -1.6% -2.8% --$25.2 $26.8 -5.8%6 -3.4%$152.3$147.1152Labor Reltns, Sr Specialist $107.2 $112.2 -- $105.6 $117.2 -- 1.5% -4.3% --$24.3 $26.1 -6.9%4 -4.7%$143.3$136.5153Learning & Dev, Sr Specialist $111.4 $121.1 -- $94.0 $102.0 -- 18.6% 18.7% --$25.1 $24.8 1.2%4 15.3%$126.8$146.2154Mgmt Data Anlys, Sr Specialist $91.0 $96.6 -- $98.9 $106.8 -- -7.9% -9.5% --$22.7 $23.0 -1.3%4 -8.0%$129.8$119.4155Modelg, Fcstg & Econ Anlys, Sr Spec $97.3 $103.4 -- $102.7 $111.5 -- -5.2% -7.3% --$23.4 $25.6 -8.6%16 -7.5%$137.1$126.7156Planning, Sr Spec $99.3 $106.8 -- $118.9 $133.7 -- -16.5% -20.1% --$23.7 $30.0 -21.0%212 -20.3%$163.7$130.5157Power Systems Planner 2 $99.0 $107.1 -- $119.4 $131.6 -- -17.0% -18.6% --$23.7 $29.8 -20.3%10 -18.9%$161.4$130.8158Process Tech Spec, Sr Specialist $103.2 $112.2 -- $105.7 $114.2 -- -2.4% -1.7% --$24.2 $25.8 -6.1%9 -2.5%$140.0$136.4159Proprietary Telcom Sys, Sr Specialist $113.4 $119.8 -- $105.7 $116.0 -- 7.3% 3.3% --$25.0 $28.3 -11.5%30 0.4%$144.2$144.8160Q A Methods, Sr Specialist $101.3 $108.8 -- $101.0 $109.3 -- 0.2% -0.5% --$23.9 $25.4 -5.9%10 -1.5%$134.7$132.6161



Base


# SCEEEs Base




TotalComp

TotalComp

TotalCompJob Title#

Q Cntrl / Inspection, Sr Specialist $97.0 $104.9 -- $103.3 $114.0 -- -6.2% -8.0% --$23.5 $25.8 -8.8%65 -8.1%$139.8$128.4162Rates, Sr Specialist $102.4 $111.2 -- $107.8 $120.3 -- -5.0% -7.6% --$24.1 $28.7 -15.9%9 -9.2%$149.0$135.3163Senior Specialist $118.4 $128.2 -- $108.1 $119.2 -- 9.6% 7.5% --$25.8 $26.2 -1.6%2 5.9%$145.5$154.0164Senior Specialist $99.3 $104.0 -- $98.0 $106.0 -- 1.3% -1.9% --$23.4 $25.1 -6.7%1 -2.9%$131.2$127.4165Senior Specialist $85.0 $86.7 -- $86.2 $91.1 -- -1.4% -4.8% --$21.8 $23.9 -9.0%2 -5.7%$115.0$108.5166Senior Specialist $107.3 $115.7 -- $102.7 $111.6 -- 4.5% 3.7% --$24.6 $25.6 -3.9%3 2.3%$137.2$140.3167Senior Specialist $121.8 $131.8 -- $131.3 $165.2 -- -7.2% -20.2% --$26.2 $33.1 -20.9%2 -20.3%$198.3$158.0168Senior Specialist $91.2 $97.4 -- $103.4 $115.8 -- -11.7% -15.9% --$22.8 $28.2 -19.3%2 -16.5%$144.1$120.2169Senior Specialist $85.0 $87.6 -- $101.8 $110.4 -- -16.5% -20.6% --$21.8 $25.5 -14.3%1 -19.4%$135.9$109.5170Senior Specialist $118.6 $129.5 -- $98.7 $107.0 -- 20.2% 21.1% --$26.0 $25.2 3.0%2 17.7%$132.2$155.5171Senior Specialist $113.8 $124.3 -- $98.9 $108.3 -- 15.0% 14.8% --$25.4 $25.3 0.5%1 12.1%$133.6$149.7172Senior Specialist $98.1 $104.9 -- $95.9 $103.0 -- 2.3% 1.8% --$23.5 $24.9 -5.4%2 0.4%$127.9$128.4173Senior Specialist $101.9 $107.2 -- $101.6 $110.1 -- 0.2% -2.6% --$23.7 $25.5 -6.8%3 -3.4%$135.6$131.0174Senior Specialist $110.6 $118.6 -- $100.0 $108.3 -- 10.6% 9.6% --$24.9 $25.3 -1.7%2 7.4%$133.6$143.5175Senior Specialist $131.9 $141.8 -- $101.9 $108.0 -- 29.5% 31.2% --$27.2 $23.1 17.6%1 28.8%$131.1$169.0176Senior Specialist $95.0 $95.0 -- $104.8 $114.3 -- -9.3% -16.9% --$22.6 $23.5 -4.1%1 -14.7%$137.8$117.6177Senior Specialist $115.1 $123.6 -- $120.8 $131.4 -- -4.7% -6.0% --$25.4 $27.3 -6.9%1 -6.1%$158.7$148.9178Senior Specialist $124.0 $132.9 -- $110.6 $120.8 -- 12.1% 10.0% --$26.3 $26.4 -0.4%2 8.1%$147.2$159.2179Senior Specialist $96.0 $104.0 -- $98.9 $107.3 -- -2.9% -3.1% --$23.4 $25.2 -7.1%2 -3.9%$132.6$127.4180Senior Specialist $98.8 $106.8 -- $112.2 $122.8 -- -12.0% -13.1% --$23.7 $28.9 -18.1%1 -14.0%$151.8$130.5181Senior Specialist $93.3 $96.4 -- $129.1 $141.1 $16.9 -27.7% -31.7% -100.0%$22.7 $25.4 -10.7%2 -35.1%$183.4$119.1182Senior Specialist $98.7 $106.2 -- $95.2 $103.5 -- 3.6% 2.6% --$23.7 $24.9 -5.1%2 1.1%$128.4$129.9183Senior Specialist $91.1 $97.1 -- $102.1 $110.8 -- -10.7% -12.4% --$22.8 $25.5 -10.8%2 -12.1%$136.4$119.8184Senior Specialist $96.2 $102.9 -- $98.1 $106.4 -- -1.9% -3.3% --$23.3 $25.2 -7.3%2 -4.1%$131.6$126.2185Senior Specialist $86.5 $95.9 -- $93.4 $95.4 -- -7.4% 0.6% --$22.7 $22.2 1.8%1 0.8%$117.6$118.6186Senior Specialist $87.2 $94.1 -- $97.0 $105.1 -- -10.2% -10.5% --$22.5 $25.1 -10.3%2 -10.5%$130.2$116.6187Senior Specialist $89.4 $96.1 -- $98.4 $106.4 -- -9.2% -9.7% --$22.7 $25.2 -9.9%2 -9.8%$131.6$118.7188Senior Specialist $99.9 $108.4 -- $111.6 $122.6 -- -10.5% -11.6% --$23.9 $26.5 -10.0%1 -11.3%$149.2$132.3189Senior Specialist $96.8 $102.8 -- $106.1 $115.4 -- -8.8% -11.0% --$23.3 $25.9 -10.1%3 -10.8%$141.4$126.1190Senior Specialist $91.7 $97.7 -- $111.1 $123.8 -- -17.4% -21.1% --$22.8 $29.0 -21.4%1 -21.1%$152.8$120.5191Senior Specialist $88.7 $95.0 -- $99.4 $108.0 $12.8 -10.7% -12.0% -100.0%$22.6 $23.1 -2.3%3 -18.3%$143.9$117.6192Senior Specialist $97.6 $104.2 -- $111.1 $120.8 -- -12.1% -13.7% --$23.5 $26.4 -11.0%3 -13.2%$147.2$127.7193Senior Specialist $92.6 $97.6 -- $118.4 $128.5 -- -21.8% -24.1% --$22.8 $27.0 -15.6%2 -22.6%$155.5$120.4194Senior Specialist $104.4 $113.2 -- $99.1 $108.9 -- 5.3% 3.9% --$24.3 $25.4 -4.1%1 2.4%$134.3$137.5195Senior Specialist $91.6 $98.7 -- $98.0 $106.1 -- -6.6% -7.0% --$22.9 $25.1 -8.8%3 -7.4%$131.3$121.6196Senior Specialist $102.6 $111.4 -- $118.5 $132.8 -- -13.4% -16.1% --$24.2 $24.9 -2.8%2 -14.0%$157.7$135.6197Senior Specialist $106.2 $116.6 -- $108.5 $123.3 -- -2.1% -5.4% --$24.7 $29.0 -14.8%1 -7.2%$152.2$141.3198Senior Specialist $104.8 $114.8 -- $94.4 $99.3 -- 11.0% 15.6% --$24.5 $22.5 8.7%2 14.3%$121.8$139.3199Senior Specialist $73.3 $78.9 -- $91.0 $97.6 -- -19.5% -19.2% --$21.0 $24.5 -14.3%2 -18.2%$122.0$99.8200Sup Chain Dev & Opt, Sr Specialist $98.3 $104.9 -- $99.2 $108.7 -- -0.9% -3.4% --$23.5 $25.3 -7.2%5 -4.1%$134.0$128.5201Tech Purchasing, Sr Specialist $100.6 $107.1 -- $101.5 $108.5 -- -0.9% -1.3% --$23.7 $25.3 -6.3%23 -2.3%$133.8$130.8202Tech Spec, Sr Specialist $101.8 $109.2 -- $106.3 $115.9 -- -4.2% -5.8% --$23.9 $26.0 -7.8%63 -6.1%$141.8$133.1203



Base


# SCEEEs Base




TotalComp

TotalComp

TotalCompJob Title#

Tech Training, Sr Specialist $102.5 $107.7 -- $101.5 $111.7 -- 1.0% -3.6% --$23.8 $25.6 -7.1%20 -4.3%$137.4$131.5204Vgtatn Mgmt & For Gnrlst, Sr Spec $103.8 $112.4 -- $96.9 $107.3 -- 7.2% 4.8% --$24.2 $27.4 -11.5%23 1.5%$134.7$136.7205Acct Mgmt, Advisor $108.0 $113.9 -- $140.7 $167.4 -- -23.2% -31.9% --$24.4 $30.3 -19.4%10 -30.0%$197.7$138.4206Acctg, Advisor $122.9 $133.8 -- $115.5 $127.3 -- 6.4% 5.1% --$26.4 $26.9 -2.0%9 3.9%$154.2$160.2207Advisor $117.9 $127.3 -- $117.4 $130.2 -- 0.5% -2.2% --$25.7 $27.2 -5.2%2 -2.7%$157.3$153.1208Advisor $109.3 $115.7 -- $100.6 $110.7 -- 8.6% 4.5% --$24.6 $25.5 -3.6%3 3.0%$136.2$140.3209Advisor $134.2 $145.0 -- $126.7 $141.4 -- 5.9% 2.6% --$27.5 $28.1 -2.2%1 1.8%$169.5$172.5210Advisor $123.8 $138.7 -- $148.5 $172.5 -- -16.6% -19.6% --$26.8 $33.8 -20.7%2 -19.8%$206.3$165.5211Advisor $128.3 $138.9 -- $136.7 $156.3 -- -6.1% -11.2% --$26.9 $32.2 -16.6%3 -12.1%$188.5$165.8212Advisor $133.1 $145.3 -- $172.3 $222.0 -- -22.7% -34.6% --$27.5 $38.5 -28.5%1 -33.7%$260.4$172.8213Advisor $122.4 $136.3 -- $152.1 $184.9 -- -19.5% -26.3% --$26.6 $35.0 -24.1%2 -25.9%$219.9$162.9214Advisor $129.1 $139.8 -- $134.0 $151.3 -- -3.7% -7.6% --$27.0 $31.7 -15.0%1 -8.9%$183.0$166.8215Advisor $119.8 $129.6 -- $119.9 $136.1 -- -0.1% -4.8% --$26.0 $27.7 -6.1%1 -5.0%$163.8$155.5216Advisor $113.0 $122.9 -- $120.5 $138.1 -- -6.2% -11.0% --$25.3 $27.8 -9.1%1 -10.7%$165.9$148.2217Advisor $126.3 $137.4 -- $124.0 $140.8 -- 1.8% -2.4% --$26.7 $28.1 -4.7%2 -2.8%$168.9$164.2218Advisor $126.5 $137.8 -- $118.9 $130.5 -- 6.4% 5.6% --$26.8 $27.2 -1.5%3 4.3%$157.7$164.5219Advisor $118.9 $128.6 -- $126.3 $137.7 -- -5.8% -6.6% --$25.9 $27.8 -6.9%3 -6.7%$165.5$154.4220Advisor $123.8 $133.2 -- $123.9 $136.3 -- -0.1% -2.3% --$26.3 $27.7 -4.9%1 -2.7%$164.0$159.5221Advisor $144.3 $156.7 -- $123.4 $136.3 -- 17.0% 15.0% --$28.6 $27.7 3.4%1 13.0%$163.9$185.3222Advisor $98.9 $106.0 -- $121.6 $133.8 -- -18.7% -20.8% --$23.6 $27.5 -13.9%1 -19.6%$161.2$129.6223Advisor $128.6 $142.0 -- $120.1 $132.7 -- 7.1% 7.0% --$27.2 $27.4 -0.7%1 5.7%$160.0$169.2224Advisor $116.5 $116.5 -- $127.2 $142.4 -- -8.4% -18.2% --$24.7 $28.2 -12.4%2 -17.3%$170.6$141.2225Advisor $110.8 $113.3 -- $113.4 $124.5 -- -2.3% -9.0% --$24.4 $26.7 -8.7%1 -9.0%$151.2$137.6226Advisor $107.9 $117.1 -- $125.7 $137.9 -- -14.2% -15.1% --$24.7 $27.8 -11.0%1 -14.4%$165.7$141.8227Advisor $124.9 $136.0 -- $126.7 $143.1 $19.2 -1.4% -5.0% -100.0%$26.6 $25.6 4.0%1 -13.5%$187.9$162.6228Advisor $117.9 $126.3 -- $115.7 $127.8 -- 1.9% -1.2% --$25.6 $27.0 -4.9%3 -1.8%$154.7$151.9229Advisor $103.2 $105.5 -- $126.9 $139.3 -- -18.6% -24.2% --$23.6 $27.9 -15.5%2 -22.8%$167.2$129.1230Advisor $139.1 $153.5 -- $152.5 $174.0 -- -8.8% -11.7% --$28.3 $34.0 -16.7%2 -12.6%$207.9$181.8231Advisor $125.7 $125.7 -- $130.9 $149.1 -- -3.9% -15.7% --$25.6 $28.7 -11.0%1 -14.9%$177.8$151.3232Advisor $145.0 $145.0 -- $144.0 $160.8 -- 0.7% -9.9% --$27.5 $29.7 -7.6%1 -9.5%$190.6$172.5233Advisor $143.5 $154.7 -- $142.2 $157.5 -- 0.9% -1.8% --$28.4 $29.5 -3.5%2 -2.1%$187.0$183.1234Advisor $126.7 $135.8 -- $136.0 $150.4 -- -6.9% -9.7% --$26.6 $28.9 -7.9%1 -9.4%$179.3$162.3235Advisor $168.3 $168.3 -- $180.1 $212.7 -- -6.5% -20.9% --$29.8 $34.2 -12.7%3 -19.7%$246.9$198.2236Advisor $171.0 $204.4 -- $180.1 $212.7 -- -5.0% -3.9% --$33.4 $34.2 -2.4%1 -3.7%$246.9$237.7237Advisor $109.3 $119.0 -- $127.1 $141.8 -- -14.0% -16.1% --$24.9 $25.5 -2.1%1 -13.9%$167.2$143.9238Advisor $124.6 $130.1 -- $131.3 $147.1 -- -5.1% -11.6% --$26.0 $25.8 0.6%1 -9.7%$172.9$156.1239Advisor $112.1 $121.9 -- $125.0 $135.4 -- -10.3% -10.0% --$25.2 $25.0 0.7%1 -8.3%$160.5$147.1240Advisor $119.2 $130.3 -- $148.6 $165.6 $21.5 -19.8% -21.3% -100.0%$26.0 $27.3 -4.6%1 -27.1%$214.4$156.4241Advisor $132.5 $145.3 -- $140.1 $155.8 -- -5.4% -6.7% --$27.5 $26.5 3.9%3 -5.2%$182.3$172.8242Advisor $116.7 $126.7 -- $146.9 $173.9 -- -20.6% -27.1% --$25.7 $34.0 -24.4%3 -26.7%$207.8$152.3243Advisor $118.7 $128.1 -- $134.6 $151.7 -- -11.8% -15.6% --$25.8 $29.0 -10.9%3 -14.8%$180.7$153.9244Advisor $124.7 $142.3 -- $126.2 $141.8 -- -1.2% 0.4% --$27.2 $25.5 6.8%2 1.3%$167.3$169.5245



Base


# SCEEEs Base




TotalComp

TotalComp

TotalCompJob Title#

Advisor $125.7 $136.5 -- $120.4 $134.9 -- 4.4% 1.2% --$26.6 $27.6 -3.3%1 0.4%$162.5$163.1246Advisor $118.9 $125.6 -- $129.7 $147.3 -- -8.4% -14.7% --$25.6 $28.6 -10.6%2 -14.0%$175.8$151.2247Advisor $106.8 $110.8 -- $128.1 $145.8 -- -16.6% -24.0% --$24.1 $28.5 -15.3%1 -22.6%$174.2$134.9248Advisor $118.1 $127.9 -- $154.0 $174.3 -- -23.3% -26.6% --$25.8 $27.9 -7.6%1 -24.0%$202.2$153.7249Advisor $130.0 $130.0 -- $151.9 $174.0 -- -14.4% -25.3% --$26.0 $27.9 -6.7%1 -22.7%$201.9$156.0250Advisor $111.5 $121.6 -- $126.2 $139.0 -- -11.6% -12.5% --$25.2 $27.9 -9.8%2 -12.1%$166.9$146.8251Advisor $116.9 $123.3 -- $124.3 $136.2 -- -6.0% -9.5% --$25.4 $25.1 1.0%3 -7.8%$161.3$148.7252Advisor $117.0 $117.0 -- $136.9 $145.6 -- -14.5% -19.6% --$24.7 $25.7 -3.9%2 -17.3%$171.3$141.7253Audits Advisor $124.4 $130.1 -- $117.8 $129.5 -- 5.6% 0.5% --$26.0 $27.1 -4.0%7 -0.3%$156.5$156.1254Bus Ops Anlys, Advisor $115.7 $124.2 -- $121.8 $132.6 -- -5.0% -6.4% --$25.4 $27.4 -7.1%95 -6.5%$160.0$149.6255Bus Process Imprvmt, Advisor $115.0 $122.9 -- $130.1 $145.8 -- -11.6% -15.7% --$25.3 $28.5 -11.1%8 -14.9%$174.3$148.2256Bus Sys Anlys, Advisor $123.9 $135.3 -- $133.9 $148.7 -- -7.5% -9.0% --$26.5 $28.7 -7.7%4 -8.8%$177.4$161.8257Business Continuation, Advisor $119.8 $128.2 -- $127.1 $141.0 -- -5.8% -9.1% --$25.8 $28.1 -8.0%13 -8.9%$169.0$154.0258Business Controls, Advisor $118.8 $127.3 -- $133.3 $150.5 -- -10.8% -15.4% --$25.7 $28.9 -10.8%8 -14.6%$179.3$153.1259Client Svc Del Mgmt, Advisor $111.5 $119.0 -- $113.7 $124.1 -- -1.9% -4.1% --$24.9 $24.2 2.8%14 -3.0%$148.4$143.9260Comp, Advisor $114.9 $121.9 -- $127.8 $141.5 -- -10.1% -13.8% --$25.2 $28.1 -10.3%4 -13.3%$169.6$147.1261Contract Admin, Advisor $104.3 $110.3 -- $121.3 $132.1 -- -14.0% -16.5% --$24.0 $27.3 -12.0%10 -15.7%$159.4$134.4262Corp Comm, Advisor $104.2 $111.2 -- $123.3 $140.2 -- -15.5% -20.7% --$24.1 $28.0 -13.8%8 -19.6%$168.3$135.3263Creative Dsgn Svcs, Advisor $99.6 $107.8 -- $111.7 $119.9 -- -10.8% -10.1% --$23.8 $26.3 -9.5%5 -10.0%$146.2$131.7264Elec Sys/Grid & Blk Pwr Trng, Advisor $110.1 $118.7 -- $142.6 $170.2 -- -22.8% -30.3% --$24.9 $33.6 -25.9%6 -29.5%$203.8$143.6265Elec Trans & / Or Distrib Prj Mgr $119.6 $129.7 -- $133.9 $153.2 -- -10.6% -15.4% --$26.0 $31.9 -18.6%93 -15.9%$185.1$155.6266Engineer 3 $120.9 $129.9 -- $136.4 $150.1 -- -11.4% -13.5% --$26.0 $28.8 -9.9%192 -12.9%$178.9$155.9268Engy Effcncy / Cnsvrtion, Advisor $114.2 $123.3 -- $123.3 $135.4 -- -7.4% -8.9% --$25.3 $30.2 -16.0%57 -10.2%$165.6$148.7269Engy Mgmt Sys (EMS) Dev, Advisor $132.3 $142.1 -- $161.2 $183.0 $36.2 -17.9% -22.4% -100.0%$27.2 $31.7 -14.2%9 -32.6%$251.0$169.3270Engy Mktg & Trdg Financl Anlys, Advisor $130.1 $140.8 -- $145.2 $166.2 -- -10.4% -15.3% --$27.1 $33.2 -18.5%5 -15.8%$199.4$167.8271Engy Trdg Ops / Support, Advisor $116.2 $126.0 -- $138.1 $163.0 -- -15.8% -22.7% --$25.6 $32.9 -22.1%6 -22.6%$195.8$151.7272Envir Science, Advisor $116.8 $125.8 -- $128.4 $142.1 -- -9.0% -11.5% --$25.6 $28.2 -9.1%55 -11.1%$170.2$151.4273Financl Anlys, Advisor $116.9 $123.7 -- $119.9 $131.8 -- -2.6% -6.2% --$25.4 $27.3 -7.0%22 -6.3%$159.1$149.1274Govt Reltns, Advisor $122.1 $130.1 -- $135.4 $154.9 -- -9.9% -16.0% --$26.0 $29.2 -11.0%34 -15.2%$184.2$156.1275Health & Sfty, Advisor $122.5 $132.5 -- $127.2 $140.1 -- -3.7% -5.4% --$26.2 $28.0 -6.2%40 -5.6%$168.1$158.7276Info Tchnlgy Prj Mgr $129.0 $141.2 -- $143.0 $159.4 -- -9.8% -11.4% --$27.1 $29.6 -8.5%46 -11.0%$189.1$168.3277Investigations, Advisor $136.2 $147.1 -- $130.2 $141.7 $23.5 4.6% 3.8% -100.0%$27.7 $25.5 8.7%5 -8.3%$190.7$174.8278IS Security, Advisor $132.4 $143.0 -- $140.5 $153.2 -- -5.8% -6.7% --$27.3 $29.1 -6.2%34 -6.6%$182.3$170.3279IT Arch (Systems Design), Advisor $139.0 $149.4 -- $148.4 $167.2 -- -6.3% -10.7% --$27.9 $30.4 -8.1%14 -10.3%$197.6$177.3280IT Dev, Advisor $129.7 $137.1 -- $138.9 $153.4 -- -6.7% -10.6% --$26.7 $29.1 -8.2%5 -10.2%$182.5$163.8281IT Operations, Advisor $133.0 $142.0 -- $136.4 $153.8 -- -2.5% -7.7% --$27.2 $29.1 -6.7%7 -7.5%$182.9$169.1282IT Outsrcing Mgmt, Advisor $133.7 $144.4 -- $137.0 $150.6 $35.1 -2.4% -4.1% -100.0%$27.4 $26.1 5.0%30 -18.9%$211.8$171.8283Lgl Support, Advisor $107.1 $116.6 -- $123.4 $140.2 -- -13.2% -16.8% --$24.7 $28.0 -11.8%4 -16.0%$168.2$141.3284Major Cnstrn Prj Mgr $130.5 $146.0 -- $139.5 $161.0 -- -6.4% -9.3% --$27.6 $32.7 -15.6%22 -10.3%$193.6$173.6285Materials Mgmt, Advisor $102.2 $109.9 -- $115.4 $127.4 -- -11.4% -13.7% --$24.0 $26.9 -10.8%12 -13.2%$154.3$133.9286Mktg Comm, Advisor $122.1 $131.9 -- $126.8 $143.5 -- -3.7% -8.1% --$26.2 $28.3 -7.4%5 -8.0%$171.8$158.1287Mktg Prgm Mgmt, Advisor $104.9 $112.9 -- $124.4 $137.6 -- -15.7% -17.9% --$24.3 $27.8 -12.5%4 -17.0%$165.3$137.2288



Base


# SCEEEs Base




TotalComp

TotalComp

TotalCompJob Title#

Modelg, Fcstg & Econ Anlys, Advisor $120.7 $130.2 -- $129.0 $142.4 -- -6.5% -8.6% --$26.0 $28.2 -7.7%25 -8.4%$170.6$156.3289Planning, Advisor $122.5 $134.0 -- $133.5 $148.7 -- -8.3% -9.9% --$26.4 $28.7 -8.1%68 -9.6%$177.4$160.4290Power Systems Planner 3 $123.6 $133.9 -- $144.0 $160.0 -- -14.2% -16.3% --$26.4 $32.6 -19.0%18 -16.8%$192.6$160.2291Prdctve Anlytcs/Data Science, Advisor $131.1 $136.3 -- $158.6 $176.4 $26.6 -17.4% -22.7% -100.0%$26.6 $28.1 -5.1%11 -29.5%$231.0$162.9292Prj Mgr $115.4 $124.9 -- $133.6 $147.4 -- -13.6% -15.3% --$25.5 $28.6 -10.8%65 -14.6%$176.1$150.4293Proj Cntrl Svcs Prj Mgr $103.2 $111.3 -- $132.6 $152.9 -- -22.2% -27.2% --$24.1 $31.9 -24.3%5 -26.7%$184.7$135.5294Proprietary Telcom Sys, Advisor $128.9 $137.4 -- $130.0 $145.0 -- -0.8% -5.2% --$26.7 $31.1 -14.1%25 -6.8%$176.1$164.1295Q A Methods, Advisor $120.0 $130.4 -- $125.0 $136.7 -- -4.0% -4.6% --$26.0 $27.7 -6.0%14 -4.9%$164.4$156.4296Q Cntrl / Inspection, Advisor $115.4 $124.7 -- $129.9 $148.8 -- -11.1% -16.2% --$25.5 $26.0 -1.9%17 -14.1%$174.8$150.1297Rates, Advisor $120.8 $128.2 -- $126.4 $143.7 -- -4.4% -10.8% --$25.8 $31.0 -16.7%4 -11.9%$174.7$154.0298Real Estate & Fclties, Advisor $116.2 $124.8 -- $127.4 $142.4 -- -8.8% -12.3% --$25.5 $28.2 -9.5%12 -11.9%$170.6$150.3299Reg Affairs & Compl, Advisor $115.7 $124.2 -- $136.3 $151.2 -- -15.1% -17.8% --$25.4 $28.9 -12.1%36 -16.9%$180.2$149.7300Reg Compl Tech Ruls & Stds, Advisor $120.5 $129.9 -- $141.9 $155.9 -- -15.1% -16.7% --$26.0 $29.3 -11.4%12 -15.8%$185.2$155.8301Security, Advisor $105.1 $113.7 -- $115.6 $126.2 -- -9.0% -9.9% --$24.4 $26.8 -9.0%4 -9.8%$153.0$138.1302Social Media Mktg, Advisor $105.2 $112.1 -- $115.1 $127.1 -- -8.6% -11.8% --$24.3 $24.4 -0.8%4 -10.0%$151.5$136.4303Strgc Plng, Advisor $109.9 $118.7 -- $142.9 $159.8 -- -23.1% -25.7% --$24.9 $29.6 -16.1%4 -24.2%$189.4$143.5304Sup Chain, Advisor $115.9 $125.5 -- $125.2 $138.8 -- -7.4% -9.6% --$25.6 $27.9 -8.3%6 -9.4%$166.6$151.0305Tax, Advisor $122.7 $134.6 -- $121.7 $134.0 -- 0.8% 0.5% --$26.4 $27.5 -3.8%8 -0.3%$161.5$161.1306Tech Purchasing, Advisor $124.3 $134.2 -- $129.6 $144.2 -- -4.1% -7.0% --$26.4 $28.3 -6.8%40 -7.0%$172.6$160.6307Tech Spec, Advisor $123.4 $133.6 -- $129.5 $143.8 -- -4.7% -7.1% --$26.4 $28.3 -6.9%28 -7.1%$172.1$160.0308Trade Shws / Evnts, Advisor $116.0 $123.1 -- $115.3 $128.9 -- 0.6% -4.5% --$25.3 $24.6 3.1%4 -3.3%$153.4$148.4309Web Cntnt Mgmt / Prdctn, Advisor $117.5 $126.4 -- $123.5 $135.9 -- -4.9% -7.0% --$25.7 $27.6 -7.2%5 -7.0%$163.5$152.1310Workers Comp, Advisor $100.3 $107.2 -- $116.5 $116.5 -- -13.9% -7.9% --$23.7 $23.7 0.2%9 -6.6%$140.2$131.0311Bus Ops Anlys, Sr Advisor $138.6 $156.1 -- $153.0 $167.5 $36.1 -9.4% -6.8% -100.0%$28.6 $30.4 -6.0%46 -21.1%$234.0$184.7312Bus Process Imprvmt, Sr Advisor $144.7 $160.7 -- $158.3 $182.2 -- -8.6% -11.8% --$29.0 $31.6 -8.3%10 -11.3%$213.9$189.7313Business Continuation, Sr Advisor $124.4 $131.7 -- $149.8 $161.4 -- -16.9% -18.4% --$26.2 $27.0 -3.0%10 -16.2%$188.4$157.9314Client Svc Del Mgmt, Sr Advisor $137.9 $154.5 -- $157.1 $176.4 -- -12.2% -12.4% --$28.4 $28.1 1.2%19 -10.6%$204.5$182.9315Corp Comm, Sr Advisor $136.0 $156.8 -- $168.0 $195.0 -- -19.1% -19.6% --$28.6 $32.7 -12.4%15 -18.6%$227.7$185.5316Envir Affairs & Compl, Sr Advisor $142.9 $157.5 -- $163.4 $191.3 -- -12.5% -17.7% --$28.7 $32.4 -11.5%10 -16.8%$223.8$186.2317Envir Science, Sr Advisor $133.9 $149.8 -- $153.0 $174.8 -- -12.5% -14.3% --$27.9 $31.0 -9.9%23 -13.7%$205.8$177.7318Financl Anlys, Sr Advisor $138.4 $156.3 -- $150.3 $169.1 -- -7.9% -7.6% --$28.6 $30.5 -6.4%27 -7.4%$199.7$184.8319Govt Reltns, Sr Advisor $134.1 $153.4 -- $192.8 $236.7 $47.4 -30.4% -35.2% -100.0%$28.3 $36.1 -21.7%10 -43.3%$320.3$181.7320Health & Sfty, Sr Advisor $132.8 $152.8 -- $151.2 $161.8 -- -12.2% -5.6% --$28.2 $27.0 4.5%8 -4.1%$188.8$181.0321HR Gnrlst / Consult, Sr Advisor $137.7 $156.1 -- $157.3 $178.4 -- -12.5% -12.5% --$28.5 $31.3 -8.8%15 -12.0%$209.7$184.6322Investigations, Sr Advisor $130.1 $140.3 -- $147.5 $164.8 $36.4 -11.8% -14.9% -100.0%$27.0 $27.2 -0.8%10 -26.8%$228.5$167.3323IS Security, Sr Advisor $149.2 $174.8 -- $168.9 $188.2 -- -11.7% -7.1% --$30.4 $32.1 -5.2%8 -6.8%$220.3$205.2324IT Arch (Systems Design), Sr Advisor $155.1 $177.6 -- $179.1 $204.0 $27.7 -13.4% -12.9% -100.0%$30.7 $33.4 -8.2%15 -21.4%$265.2$208.3325IT Asset Mgmt, Sr Advisor $142.7 $164.1 -- $157.3 $185.4 $41.8 -9.3% -11.5% -100.0%$29.3 $28.7 2.2%6 -24.4%$255.9$193.5326IT Dev, Sr Advisor $143.0 $158.3 -- $172.9 $191.2 -- -17.3% -17.2% --$28.8 $32.3 -11.1%7 -16.3%$223.5$187.0327IT Operations, Sr Advisor $141.3 $161.8 -- $164.8 $188.3 -- -14.3% -14.1% --$29.1 $32.1 -9.5%5 -13.4%$220.4$190.9328IT Outsrcing Mgmt, Sr Advisor $150.0 $169.2 -- $157.3 $185.4 $41.8 -4.6% -8.7% -100.0%$29.9 $28.7 4.1%19 -22.2%$255.9$199.1329IT Svc Del & Relation Mgmt, Sr Advisor $143.4 $166.5 -- $169.8 $212.8 $40.0 -15.6% -21.8% -100.0%$29.6 $30.8 -4.0%6 -30.9%$283.6$196.1330



Base


# SCEEEs Base




TotalComp

TotalComp

TotalCompJob Title#

Learning & Dev, Sr Advisor $128.4 $140.2 -- $154.4 $175.0 $36.0 -16.9% -19.9% -100.0%$27.0 $31.0 -12.9%4 -30.9%$242.0$167.2331Modelg, Fcstg & Econ Anlys, Sr Advisor $133.6 $150.5 -- $160.2 $186.8 -- -16.6% -19.4% --$28.0 $32.0 -12.5%22 -18.4%$218.8$178.5332Org Dev, Sr Advisor $140.7 $156.4 -- $169.5 $188.8 -- -17.0% -17.2% --$28.6 $29.0 -1.6%8 -15.1%$217.9$185.0333Q A Methods, Sr Advisor $144.3 $165.5 -- $156.2 $175.6 -- -7.6% -5.7% --$29.5 $31.1 -5.2%6 -5.6%$206.7$195.0334Rates, Sr Advisor $136.7 $155.9 -- $160.7 $187.6 -- -14.9% -16.9% --$28.5 $35.3 -19.2%13 -17.2%$222.9$184.5335Reg Affairs & Compl, Sr Advisor $140.5 $158.5 -- $169.4 $195.3 -- -17.1% -18.8% --$28.8 $32.7 -11.9%42 -17.8%$228.0$187.3336Reg Compl Tech Ruls & Stds, Sr Advisor $141.3 $161.7 -- $173.9 $199.5 -- -18.8% -19.0% --$29.1 $29.8 -2.4%12 -16.8%$229.4$190.8337Senior Engineer $144.1 $156.6 -- $167.6 $184.5 -- -14.0% -15.1% --$28.6 $31.8 -10.0%94 -14.4%$216.3$185.2338Senior Power Systems Planner $148.8 $163.9 -- $176.7 $203.1 -- -15.8% -19.3% --$29.4 $36.6 -19.8%7 -19.4%$239.7$193.3339Senior Advisor $127.4 $136.3 -- $145.7 $160.7 -- -12.6% -15.2% --$26.6 $29.8 -10.6%2 -14.5%$190.5$163.0340Senior Advisor $155.0 $179.9 -- $145.5 $166.9 -- 6.5% 7.8% --$30.9 $30.3 2.0%1 6.9%$197.2$210.8341Senior Advisor $139.6 $151.5 -- $165.1 $186.4 -- -15.5% -18.7% --$28.1 $28.9 -2.6%1 -16.6%$215.3$179.6342Senior Advisor $143.2 $165.6 -- $147.3 $168.1 -- -2.8% -1.5% --$29.5 $30.4 -3.2%1 -1.7%$198.5$195.1343Senior Advisor $114.9 $124.6 -- $158.2 $182.1 $31.2 -27.3% -31.6% -100.0%$25.5 $28.5 -10.6%1 -37.9%$241.8$150.1344Senior Advisor $135.0 $153.4 -- $143.0 $159.8 -- -5.6% -4.0% --$28.3 $29.7 -4.6%1 -4.1%$189.5$181.6345Senior Advisor $140.6 $161.2 -- $123.4 $140.1 -- 14.0% 15.1% --$29.0 $25.4 14.5%1 15.0%$165.5$190.3346Senior Advisor $133.8 $152.5 -- $182.7 $223.6 $37.8 -26.8% -31.8% -100.0%$28.2 $35.1 -19.7%1 -39.1%$296.6$180.7347Senior Advisor $121.0 $127.7 -- $162.2 $189.3 -- -25.4% -32.6% --$25.8 $29.0 -11.1%3 -29.7%$218.3$153.4348Senior Advisor $142.1 $162.8 -- $150.9 $164.6 -- -5.8% -1.1% --$29.2 $27.2 7.3%1 0.1%$191.8$192.0349Senior Advisor $168.7 $203.1 -- $179.9 $216.6 $42.0 -6.2% -6.3% -100.0%$33.2 $31.1 7.0%2 -18.4%$289.7$236.3350Senior Advisor $157.5 $198.0 -- $167.3 $193.9 $35.0 -5.8% 2.1% -100.0%$32.7 $29.4 11.1%1 -10.7%$258.3$230.7351Senior Advisor $126.5 $136.2 -- $159.8 $188.1 -- -20.8% -27.6% --$26.6 $32.1 -17.2%1 -26.1%$220.3$162.8352Senior Advisor $137.7 $157.2 -- $161.4 $175.6 -- -14.7% -10.5% --$28.7 $28.0 2.3%2 -8.8%$203.7$185.8353Senior Advisor $133.0 $143.0 -- $157.8 $178.5 -- -15.7% -19.9% --$27.3 $31.3 -12.9%1 -18.8%$209.8$170.3354Senior Advisor $153.2 $184.3 -- $160.0 $185.9 $31.0 -4.3% -0.8% -100.0%$31.4 $28.7 9.1%1 -12.2%$245.6$215.6355Senior Advisor $146.9 $169.3 -- $160.0 $180.7 -- -8.2% -6.3% --$29.9 $31.5 -5.1%2 -6.1%$212.2$199.2356Senior Advisor $135.0 $152.3 -- $165.5 $184.6 -- -18.5% -17.5% --$28.2 $28.7 -1.9%2 -15.4%$213.3$180.5357Senior Advisor $131.4 $143.0 -- $165.7 $197.0 -- -20.7% -27.4% --$27.3 $29.6 -8.0%1 -24.9%$226.7$170.3358Senior Advisor $139.7 $154.6 -- $173.9 $194.7 -- -19.7% -20.6% --$28.4 $29.5 -3.6%3 -18.4%$224.2$183.0359Senior Advisor $123.6 $132.8 -- $158.3 $185.1 $40.2 -21.9% -28.2% -100.0%$26.3 $28.7 -8.4%1 -37.3%$253.9$159.1360Senior Advisor $120.1 $138.8 -- $139.7 $165.5 $17.9 -14.0% -16.1% -100.0%$26.9 $27.2 -1.1%2 -21.3%$210.5$165.7361Senior Advisor $149.7 $172.8 -- $176.2 $202.0 $25.4 -15.1% -14.5% -100.0%$30.2 $30.0 0.8%3 -21.1%$257.4$203.0362Senior Advisor $161.9 $180.0 -- $169.0 $188.4 -- -4.2% -4.4% --$30.9 $29.0 6.6%2 -2.9%$217.4$211.0363Senior Advisor $207.7 $295.0 -- $235.8 $286.6 -- -11.9% 2.9% --$42.3 $36.3 16.6%1 4.5%$322.9$337.3364Senior Advisor $124.6 $134.6 -- $149.6 $162.3 -- -16.7% -17.0% --$26.4 $29.9 -11.7%2 -16.2%$192.2$161.1365Senior Advisor $143.1 $164.8 -- $194.8 $217.5 $24.9 -26.5% -24.2% -100.0%$29.4 $31.2 -5.8%2 -29.0%$273.7$194.2366Senior Advisor $167.3 $180.9 -- $191.6 $214.4 $46.5 -12.7% -15.6% -100.0%$31.1 $31.0 0.3%3 -27.4%$291.9$212.0367Senior Advisor $130.2 $150.2 -- $191.8 $229.7 $39.6 -32.1% -34.6% -100.0%$28.0 $32.1 -12.8%1 -40.9%$301.3$178.2368Senior Advisor $133.4 $153.8 -- $168.5 $199.3 $38.4 -20.8% -22.9% -100.0%$28.3 $29.8 -5.0%2 -31.9%$267.5$182.1369Senior Advisor $137.8 $165.6 -- $174.3 $202.4 $35.0 -21.0% -18.2% -100.0%$29.5 $30.0 -1.9%1 -27.1%$267.5$195.1370Senior Advisor $124.9 $140.7 -- $177.5 $203.8 $41.6 -29.7% -31.0% -100.0%$27.0 $30.1 -10.3%2 -39.1%$275.6$167.7371Senior Advisor $122.4 $133.0 -- $145.7 $158.9 -- -16.0% -16.3% --$26.3 $26.8 -1.9%3 -14.2%$185.7$159.3372



Base


# SCEEEs Base




TotalComp

TotalComp

TotalCompJob Title#

Senior Advisor $137.9 $158.8 -- $160.4 $180.8 $28.7 -14.0% -12.2% -100.0%$28.8 $28.4 1.5%2 -21.1%$237.8$187.6373Senior Advisor $140.3 $161.7 -- $159.1 $179.8 -- -11.8% -10.1% --$29.1 $28.3 2.8%3 -8.3%$208.1$190.8374Senior Advisor $157.6 $185.9 -- $166.3 $191.3 $25.6 -5.2% -2.8% -100.0%$31.5 $29.2 7.8%1 -11.6%$246.1$217.5375Senior Advisor $144.3 $169.0 -- $163.3 $190.4 -- -11.7% -11.3% --$29.8 $32.3 -7.8%3 -10.8%$222.7$198.8376Senior Advisor $147.7 $166.4 -- $184.0 $214.0 $37.5 -19.8% -22.2% -100.0%$29.6 $34.3 -13.6%3 -31.4%$285.8$196.0377Senior Advisor $110.0 $119.3 -- $133.4 $148.2 -- -17.6% -19.5% --$24.9 $25.9 -3.8%3 -17.2%$174.1$144.2378Senior Advisor $136.1 $154.3 -- $160.7 $184.6 -- -15.3% -16.5% --$28.4 $28.7 -1.0%2 -14.4%$213.3$182.6379Senior Advisor $133.6 $147.7 -- $147.1 $160.4 -- -9.2% -7.9% --$27.7 $26.9 3.1%3 -6.3%$187.3$175.5380Senior Advisor $176.3 $215.6 -- $169.0 $197.5 -- 4.3% 9.2% --$34.5 $29.7 16.1%2 10.1%$227.2$250.1381Senior Advisor $171.2 $206.3 -- $166.9 $193.3 -- 2.6% 6.7% --$33.6 $32.5 3.2%1 6.2%$225.8$239.9382Senior Advisor $163.8 $183.4 -- $199.9 $218.9 -- -18.1% -16.2% --$31.3 $31.3 -0.1%1 -14.2%$250.2$214.6383Strgc Plng, Sr Advisor $150.5 $174.6 -- $185.6 $215.1 $41.2 -18.9% -18.8% -100.0%$30.4 $31.0 -2.0%17 -28.7%$287.4$205.0384Sup Chain, Sr Advisor $137.1 $158.2 -- $158.6 $180.1 -- -13.6% -12.2% --$28.8 $28.3 1.5%7 -10.3%$208.5$186.9385Tax, Sr Advisor $143.5 $164.5 -- $154.2 $180.2 -- -7.0% -8.7% --$29.4 $31.5 -6.6%5 -8.4%$211.6$193.9386Tech Spec, Sr Advisor $131.7 $144.5 -- $153.9 $177.6 $37.4 -14.5% -18.6% -100.0%$27.4 $28.1 -2.6%20 -29.3%$243.1$172.0387Tech Training, Sr Advisor $126.7 $144.8 -- $141.1 $156.6 -- -10.2% -7.5% --$27.5 $26.5 3.5%4 -5.9%$183.1$172.3388Consulting Engineer $175.9 $201.9 -- $195.6 $223.4 -- -10.0% -9.6% --$33.1 $35.0 -5.4%8 -9.0%$258.4$235.0389Mgr $132.9 $154.1 -- $124.0 $126.2 -- 7.2% 22.1% --$28.4 $24.4 16.3%2 21.2%$150.5$182.4390

$112.7 $122.1 -- $124.5 $138.4 $35.1 -9.4% -11.7% -100.0%$25.2 $28.1 -10.1%3,663 -12.8%$168.9$147.4



Base


# SCEEEs Base



Table C-4: Manager/Supervisor

TotalComp

TotalComp

TotalCompJob Title#

Sup $105.7 $110.2 -- $103.3 $112.6 -- 2.3% -2.2% --$25.6 $28.0 -8.5%1 -3.4%$140.6$135.7391Sup $105.2 $112.7 -- $96.9 $107.3 -- 8.5% 5.1% --$25.9 $27.5 -5.9%3 2.8%$134.8$138.6392Sup $103.0 $112.2 -- $108.8 $121.7 -- -5.4% -7.8% --$25.8 $31.2 -17.3%1 -9.8%$152.9$138.0393Sup $105.0 $114.8 -- $81.9 $86.5 -- 28.2% 32.8% --$26.1 $23.8 9.6%1 27.8%$110.2$140.9394Sup, Apparatus $151.5 $168.2 -- $117.7 $131.9 -- 28.7% 27.6% --$31.6 $32.3 -2.1%5 21.7%$164.2$199.8395Sup, Cnstrn $125.4 $142.4 -- $117.7 $131.9 -- 6.5% 8.0% --$28.9 $32.3 -10.5%12 4.3%$164.2$171.3396Sup, Engy Del / Distrib $102.3 $112.8 -- $117.7 $131.9 -- -13.1% -14.5% --$25.8 $32.3 -20.0%12 -15.5%$164.2$138.6397Sup, Field $144.7 $165.1 -- $117.7 $131.9 -- 22.9% 25.2% --$31.2 $32.3 -3.3%78 19.6%$164.2$196.3398Sup, General Foreman $136.7 $155.6 -- $117.7 $131.9 -- 16.2% 18.0% --$30.3 $32.3 -6.3%82 13.2%$164.2$185.8399Sup, Project General Sup $145.5 $164.4 -- $117.7 $131.9 -- 23.6% 24.7% --$31.2 $32.3 -3.3%38 19.2%$164.2$195.7400Sup, Real Estate & Fclties $100.7 $110.4 -- $91.1 $100.9 -- 10.5% 9.4% --$25.6 $27.0 -5.0%5 6.4%$127.9$136.0401Sup, Substn Ops $125.3 $136.0 -- $117.7 $131.9 -- 6.4% 3.1% --$28.3 $32.3 -12.5%5 0.1%$164.2$164.3402Eng Sr Prj Mgr $154.4 $181.3 -- $183.5 $207.3 -- -15.9% -12.5% --$33.0 $33.8 -2.4%5 -11.1%$241.1$214.3405Fclties Cnstrn Sr Prj Mgr $132.2 $147.1 -- $165.4 $191.2 -- -20.1% -23.0% --$29.4 $32.4 -9.3%7 -21.1%$223.6$176.5406Info Tchnlgy Sr Prj Mgr $159.0 $189.5 -- $170.5 $197.5 -- -6.7% -4.0% --$33.8 $36.1 -6.5%6 -4.4%$233.6$223.3407Major Cnstrn Sr Prj Mgr $154.4 $179.6 -- $161.1 $186.2 -- -4.2% -3.6% --$32.8 $38.3 -14.4%8 -5.4%$224.5$212.3408Senior Attorney $207.2 $276.7 -- $221.3 $278.3 $48.1 -6.4% -0.6% -100.0%$42.9 $39.8 7.8%57 -12.7%$366.2$319.6410Senior Advisor $128.0 $132.9 -- $181.8 $198.9 $44.3 -29.6% -33.2% -100.0%$28.0 $33.1 -15.4%2 -41.8%$276.2$160.9412Sr Prj Mgr $139.2 $160.0 -- $165.4 $183.0 -- -15.8% -12.6% --$30.7 $34.8 -11.6%43 -12.4%$217.8$190.8413Mgr $117.6 $129.9 -- $120.8 $135.6 -- -2.6% -4.2% --$27.6 $30.2 -8.4%3 -4.9%$165.7$157.6414Mgr $117.4 $135.9 -- $91.5 $97.4 -- 28.3% 39.5% --$28.2 $26.6 6.0%1 32.3%$124.0$164.1415Mgr $123.1 $140.2 -- $96.1 $106.1 -- 28.2% 32.2% --$28.7 $27.4 4.7%3 26.5%$133.4$168.9416Mgr $137.6 $158.0 -- $167.2 $197.6 -- -17.7% -20.0% --$30.5 $39.3 -22.4%1 -20.4%$237.0$188.5417Mgr $150.1 $188.5 -- $152.5 $169.7 -- -1.6% 11.1% --$33.7 $33.5 0.5%1 9.3%$203.2$222.2418Mgr $142.4 $165.1 -- $125.7 $142.3 -- 13.3% 16.0% --$31.2 $30.8 1.3%2 13.4%$173.1$196.3419Mgr $133.0 $152.6 -- $136.8 $152.5 -- -2.8% 0.1% --$30.0 $31.8 -5.7%2 -0.9%$184.3$182.5420Mgr $120.0 $120.0 -- $129.9 $145.9 -- -7.6% -17.8% --$26.6 $31.2 -14.5%1 -17.2%$177.1$146.6421Mgr $120.5 $129.1 -- $136.9 $156.6 -- -12.0% -17.5% --$27.6 $32.2 -14.4%1 -17.0%$188.8$156.7422Mgr $124.8 $145.8 -- $105.8 $123.0 -- 18.0% 18.6% --$29.2 $28.9 1.0%2 15.2%$151.9$175.0423Mgr $131.7 $151.2 -- $136.0 $153.0 -- -3.1% -1.1% --$29.8 $31.8 -6.3%1 -2.0%$184.8$181.1424Mgr $112.8 $125.0 -- $115.9 $130.7 -- -2.7% -4.3% --$27.1 $29.7 -8.8%1 -5.2%$160.4$152.1425Mgr $135.5 $143.7 -- $163.6 $199.9 -- -17.2% -28.1% --$29.1 $36.4 -20.2%1 -26.9%$236.3$172.8426Mgr $125.1 $143.7 -- $113.0 $124.5 -- 10.7% 15.4% --$29.1 $29.1 -0.1%1 12.5%$153.6$172.8427Mgr, Acctg $131.4 $148.6 -- $121.9 $136.3 -- 7.8% 9.1% --$29.6 $30.2 -2.2%5 7.0%$166.5$178.2428Mgr, Bus Ops Anlys $130.3 $148.3 -- $137.0 $156.8 -- -4.9% -5.5% --$29.5 $32.2 -8.3%19 -5.9%$189.0$177.8429Mgr, Contract Admin $129.6 $146.4 -- $140.8 $155.9 -- -7.9% -6.1% --$29.3 $32.1 -8.6%4 -6.5%$188.0$175.7430Mgr, Elect Trans Ops $147.4 $172.0 -- $156.9 $186.1 -- -6.1% -7.6% --$32.0 $38.3 -16.3%7 -9.1%$224.3$204.0431Mgr, Eng $147.0 $167.5 -- $144.6 $164.1 -- 1.6% 2.0% --$31.6 $32.9 -4.0%51 1.0%$197.0$199.0432Mgr, Engy Del / Distrib $131.1 $148.0 -- $142.8 $165.6 -- -8.2% -10.6% --$29.5 $36.0 -18.0%27 -11.9%$201.5$177.5433Mgr, Engy Effcncy $129.2 $147.6 -- $137.2 $159.1 -- -5.8% -7.2% --$29.5 $35.3 -16.5%14 -8.9%$194.4$177.1434Mgr, Health & Sfty $146.9 $165.5 -- $125.3 $140.3 -- 17.3% 18.0% --$31.4 $30.6 2.4%7 15.2%$170.9$196.9435Mgr, Hum Resources $134.3 $154.5 -- $124.6 $139.3 -- 7.8% 10.9% --$30.2 $30.5 -1.1%10 8.8%$169.8$184.6436



Base


# SCEEEs Base




TotalComp

TotalComp

TotalCompJob Title#

Mgr, IT Dev $139.2 $158.7 -- $148.1 $164.8 -- -6.0% -3.7% --$30.6 $33.1 -7.5%4 -4.3%$197.8$189.3437Mgr, IT Ops $136.8 $150.8 -- $147.4 $166.7 -- -7.2% -9.5% --$29.8 $33.2 -10.4%7 -9.7%$199.9$180.6438Mgr, Modeling, Fcstg & Econ Anlys $133.0 $147.5 -- $139.0 $157.0 -- -4.3% -6.1% --$29.4 $32.2 -8.6%5 -6.5%$189.2$176.9439Mgr, Op Mid $155.5 $176.8 -- $142.8 $165.6 -- 8.8% 6.8% --$32.5 $36.0 -9.6%16 3.9%$201.5$209.3440Mgr, Project Mgmt $130.3 $148.8 -- $140.1 $156.7 -- -7.0% -5.0% --$29.6 $32.2 -8.1%15 -5.5%$188.9$178.4441Mgr, Q A / Process Imprvmt $131.6 $149.2 -- $121.0 $134.9 -- 8.7% 10.6% --$29.6 $30.1 -1.6%4 8.3%$165.0$178.8442Mgr, Real Estate & Fclties $135.4 $154.8 -- $117.7 $132.1 -- 15.0% 17.1% --$30.2 $29.8 1.2%8 14.2%$162.0$185.0443Mgr, Sfty & Training $145.0 $160.1 -- $126.2 $142.5 -- 14.9% 12.4% --$30.7 $30.8 -0.4%6 10.1%$173.3$190.8444Mgr, Tech Spec $137.5 $158.5 -- $121.3 $136.2 -- 13.4% 16.4% --$30.6 $30.2 1.1%24 13.6%$166.4$189.1445Mgr, Trnsprtn Svcs $123.7 $141.3 -- $96.2 $106.4 -- 28.6% 32.8% --$28.8 $27.4 5.0%7 27.1%$133.8$170.1446Mgr, Vegetation Mgmt & Forestry $124.0 $140.0 -- $131.9 $151.3 -- -6.0% -7.4% --$28.7 $34.4 -16.8%4 -9.2%$185.7$168.7447Sr Mgr $154.3 $165.4 -- $184.7 $223.9 $45.0 -16.5% -26.1% -100.0%$31.3 $38.7 -18.9%1 -36.0%$307.6$196.7448Sr Mgr $159.8 $192.8 -- $192.5 $246.5 $36.0 -17.0% -21.8% -100.0%$34.1 $44.4 -23.2%2 -30.6%$327.0$226.9449Sr Mgr $135.6 $154.8 -- $156.2 $186.5 -- -13.2% -17.0% --$30.2 $31.9 -5.5%1 -15.3%$218.4$184.9450Sr Mgr $173.9 $224.7 -- $184.8 $214.2 -- -5.9% 4.9% --$37.5 $37.7 -0.7%1 4.1%$251.9$262.2451Sr Mgr $168.3 $200.1 -- $152.4 $173.5 -- 10.5% 15.3% --$34.9 $30.9 13.2%1 15.0%$204.4$235.0452Sr Mgr $131.2 $155.2 -- $170.1 $198.4 -- -22.9% -21.7% --$30.2 $36.2 -16.5%1 -20.9%$234.6$185.5453Sr Mgr $147.1 $169.8 -- $168.0 $195.8 -- -12.4% -13.3% --$31.8 $36.0 -11.6%3 -13.0%$231.8$201.6454Sr Mgr $143.5 $164.7 -- $155.3 $181.1 -- -7.6% -9.0% --$31.2 $34.6 -9.9%1 -9.2%$215.7$195.9455Sr Mgr $154.8 $184.1 -- $165.7 $197.7 -- -6.6% -6.9% --$33.2 $36.2 -8.1%1 -7.1%$233.8$217.3456Sr Mgr $159.0 $187.1 -- $138.9 $160.5 -- 14.5% 16.6% --$33.5 $29.7 13.1%3 16.0%$190.1$220.6457Sr Mgr $148.0 $169.8 -- $150.9 $177.9 -- -1.9% -4.6% --$31.8 $34.3 -7.4%1 -5.0%$212.2$201.6458Sr Mgr $177.0 $222.7 -- $218.7 $261.7 -- -19.1% -14.9% --$37.2 $38.4 -3.0%1 -13.4%$300.1$259.9459Sr Mgr $158.8 $192.7 -- $143.9 $173.3 -- 10.4% 11.2% --$34.1 $33.8 1.1%2 9.6%$207.1$226.9460Sr Mgr $165.2 $191.6 -- $149.2 $163.1 -- 10.8% 17.5% --$34.1 $30.0 13.6%3 16.9%$193.1$225.7461Sr Mgr, Account Mgmt $145.6 $172.8 -- $157.6 $184.6 -- -7.6% -6.4% --$32.1 $35.0 -8.2%8 -6.7%$219.6$204.9462Sr Mgr, Acctg $160.9 $190.8 -- $156.8 $183.2 -- 2.6% 4.1% --$33.9 $34.8 -2.6%6 3.0%$218.1$224.7463Sr Mgr, Audit $156.2 $185.1 -- $167.0 $202.0 -- -6.5% -8.4% --$33.3 $36.6 -8.8%7 -8.4%$238.6$218.5464Sr Mgr, Bus Cont $158.1 $189.1 -- $162.5 $192.1 -- -2.7% -1.6% --$33.8 $32.4 4.1%5 -0.7%$224.6$222.9465Sr Mgr, Bus Ops Anlys $154.1 $180.0 -- $180.2 $210.6 $31.3 -14.5% -14.5% -100.0%$32.8 $37.4 -12.2%18 -23.8%$279.3$212.9466Sr Mgr, Communications $153.0 $181.5 -- $159.5 $189.0 -- -4.1% -4.0% --$33.0 $35.4 -6.8%4 -4.4%$224.3$214.5467Sr Mgr, Eng $165.4 $198.1 -- $175.5 $206.0 -- -5.8% -3.8% --$34.7 $37.0 -6.0%34 -4.2%$243.0$232.8468Sr Mgr, Engy Del / Distrib $159.5 $190.5 -- $171.7 $214.4 $25.5 -7.1% -11.2% -100.0%$33.9 $41.2 -17.6%24 -20.2%$281.1$224.4469Sr Mgr, Engy Effcncy $152.7 $184.0 -- $172.0 $211.5 -- -11.2% -13.0% --$33.2 $40.8 -18.6%11 -13.9%$252.3$217.2470Sr Mgr, Engy Mktg & Trdg $172.5 $210.9 -- $209.8 $268.3 -- -17.8% -21.4% --$36.0 $46.4 -22.3%4 -21.5%$314.7$246.9471Sr Mgr, Engy Trdg Ops $158.6 $195.0 -- $190.4 $257.5 -- -16.7% -24.3% --$34.3 $45.6 -24.6%6 -24.3%$303.1$229.3472Sr Mgr, Envir $157.8 $186.3 -- $161.8 $194.3 -- -2.4% -4.1% --$33.5 $35.9 -6.7%15 -4.5%$230.1$219.7473Sr Mgr, Finance $152.8 $178.0 -- $165.4 $194.5 -- -7.6% -8.5% --$32.6 $35.9 -9.0%11 -8.6%$230.4$210.6474Sr Mgr, Health & Sfty $165.0 $200.6 -- $166.4 $199.2 -- -0.9% 0.7% --$35.0 $36.3 -3.6%4 0.0%$235.5$235.6475Sr Mgr, Hum Resources $156.8 $184.4 -- $161.9 $189.7 -- -3.1% -2.8% --$33.3 $35.4 -6.1%15 -3.3%$225.1$217.7476Sr Mgr, IT Dev $164.8 $194.0 -- $179.8 $207.3 $32.3 -8.4% -6.4% -100.0%$34.3 $37.1 -7.6%9 -17.5%$276.6$228.3477Sr Mgr, IT Ops $159.7 $192.3 -- $175.6 $205.0 -- -9.1% -6.2% --$34.1 $36.9 -7.5%9 -6.4%$241.9$226.4478



Base


# SCEEEs Base




TotalComp

TotalComp

TotalCompJob Title#

Sr Mgr, Modeling, Fcstg & Econ Anlys $158.3 $189.6 -- $178.8 $210.6 $39.1 -11.5% -10.0% -100.0%$33.8 $37.4 -9.6%10 -22.2%$287.1$223.4479Sr Mgr, Project Mgmt $159.3 $186.6 -- $178.0 $205.5 -- -10.5% -9.2% --$33.5 $36.9 -9.2%49 -9.2%$242.4$220.1480Sr Mgr, Q A / Process Imprvmt $161.3 $187.4 -- $159.4 $185.0 -- 1.2% 1.3% --$33.6 $35.0 -4.0%5 0.5%$219.9$221.0481Sr Mgr, Reg Affairs & Compl $156.3 $184.3 -- $170.4 $204.3 $31.0 -8.2% -9.8% -100.0%$33.3 $36.8 -9.6%14 -20.1%$272.2$217.6482Sr Mgr, Strategic Plng / Corp Dev $147.2 $171.9 -- $183.9 $217.3 $41.3 -19.9% -20.9% -100.0%$32.0 $38.0 -15.9%8 -31.3%$296.7$203.9483Sr Mgr, Supply Chain $157.1 $190.9 -- $142.1 $167.4 -- 10.6% 14.0% --$33.9 $33.2 2.2%10 12.1%$200.6$224.8484Sr Mgr, Tech Spec $158.3 $191.0 -- $160.4 $186.9 -- -1.3% 2.2% --$33.9 $35.2 -3.5%12 1.3%$222.1$224.9485Director $200.0 $278.3 -- $230.7 $310.9 $99.0 -13.3% -10.5% -100.0%$43.0 $46.5 -7.5%1 -29.6%$456.4$321.3486Director $300.6 $440.1 -- $305.4 $445.1 $161.7 -1.6% -1.1% -100.0%$58.6 $52.0 12.6%1 -24.3%$658.8$498.7487Director $275.3 $375.6 -- $305.4 $445.1 $161.7 -9.8% -15.6% -100.0%$53.2 $52.0 2.3%2 -34.9%$658.8$428.8488Director $222.4 $287.7 -- $395.0 $712.5 $531.5 -43.7% -59.6% -100.0%$44.0 $57.1 -22.9%1 -74.5%$1,301.1$331.8489Director $214.5 $284.4 -- $248.3 $339.3 $154.7 -13.6% -16.2% -100.0%$43.7 $48.2 -9.4%1 -39.5%$542.2$328.1490Director $225.0 $323.7 -- $237.8 $330.4 $73.1 -5.4% -2.0% -100.0%$47.7 $44.1 8.2%1 -17.0%$447.6$371.4491Director $212.9 $283.5 -- $274.4 $349.8 $152.9 -22.4% -19.0% -100.0%$43.6 $47.7 -8.6%1 -40.6%$550.4$327.2492Director $216.8 $291.6 -- $241.3 $340.8 $102.0 -10.1% -14.4% -100.0%$44.4 $49.3 -9.8%1 -31.7%$492.0$336.0493Director $210.0 $256.5 -- $211.0 $276.0 $65.0 -0.5% -7.1% -100.0%$40.8 $39.6 3.1%1 -21.9%$380.6$297.3494Director $201.6 $273.9 -- $255.3 $360.2 $100.7 -21.0% -24.0% -100.0%$42.6 $45.8 -7.1%1 -37.6%$506.7$316.4495Director $257.6 $344.0 -- $262.5 $377.7 $116.0 -1.9% -8.9% -100.0%$49.9 $51.7 -3.5%1 -27.8%$545.5$393.9496Director $216.0 $281.2 -- $246.5 $366.2 $151.2 -12.4% -23.2% -100.0%$43.4 $55.1 -21.2%1 -43.3%$572.5$324.6497Director $225.8 $302.9 -- $246.5 $366.2 $151.2 -8.4% -17.3% -100.0%$45.7 $55.1 -17.1%1 -39.1%$572.5$348.6498Director $218.3 $290.8 -- $248.3 $339.3 $154.7 -12.1% -14.3% -100.0%$44.4 $48.2 -8.0%1 -38.2%$542.2$335.2499Director $222.6 $293.8 -- $257.4 $381.9 $158.0 -13.5% -23.1% -100.0%$44.7 $52.1 -14.3%1 -42.8%$592.0$338.5500Director $209.8 $269.6 -- $241.3 $340.8 $102.0 -13.0% -20.9% -100.0%$42.2 $49.3 -14.4%1 -36.6%$492.0$311.8501Director $223.6 $293.7 -- $277.8 $377.9 $132.3 -19.5% -22.3% -100.0%$44.7 $50.1 -11.0%1 -39.6%$560.4$338.3502Director $221.0 $291.0 -- $248.1 $339.3 $101.3 -10.9% -14.2% -100.0%$44.4 $48.2 -8.0%1 -31.4%$488.9$335.4503Director $210.0 $265.3 -- $220.3 $325.0 -- -4.7% -18.4% --$41.7 $48.1 -13.2%1 -17.7%$373.1$307.1504Director $247.2 $326.6 -- $284.6 $398.4 $142.0 -13.2% -18.0% -100.0%$48.2 $47.3 1.7%1 -36.2%$587.7$374.8505Director $251.6 $333.6 -- $254.8 $345.6 $153.3 -1.3% -3.5% -100.0%$48.9 $48.8 0.1%1 -30.2%$547.8$382.4506Director $227.1 $307.6 -- $226.7 $274.3 -- 0.2% 12.2% --$46.1 $43.0 7.2%1 11.5%$317.3$353.8507Director $230.2 $310.4 -- $229.8 $306.7 $102.1 0.2% 1.2% -100.0%$46.4 $50.0 -7.2%1 -22.2%$458.9$356.9508Director $207.1 $289.5 -- $270.9 $375.3 -- -23.5% -22.9% --$44.2 $45.5 -2.9%1 -20.7%$420.8$333.7509Director $215.0 $301.5 -- $247.4 $365.4 $175.0 -13.1% -17.5% -100.0%$45.5 $55.0 -17.3%1 -41.7%$595.4$347.0510Director $210.0 $279.1 -- $220.3 $297.2 $80.2 -4.7% -6.1% -100.0%$43.2 $45.4 -5.0%1 -23.8%$422.8$322.3511Director & Managing Attorney $234.6 $311.1 -- $273.1 $369.1 $93.4 -14.1% -15.7% -100.0%$46.5 $45.1 3.2%12 -29.5%$507.6$357.6512Managing Director $243.9 $352.0 -- $254.0 $346.2 $100.0 -4.0% 1.7% -100.0%$50.7 $48.9 3.8%1 -18.6%$495.1$402.8513Managing Director $225.0 $298.3 -- $255.3 $362.1 $99.6 -11.9% -17.6% -100.0%$45.2 $54.7 -17.3%1 -33.5%$516.4$343.5514Managing Director $227.2 $314.3 -- $226.3 $314.7 $82.5 0.4% -0.1% -100.0%$46.8 $50.8 -7.9%1 -19.4%$448.0$361.1515Managing Director $236.6 $330.4 -- $255.6 $330.8 $82.8 -7.4% -0.1% -100.0%$48.5 $43.4 11.7%1 -17.1%$457.0$378.9516Prin Mgr $172.4 $229.3 -- $172.0 $207.8 $46.4 0.3% 10.4% -100.0%$37.9 $37.1 2.2%3 -8.3%$291.3$267.3517Prin Mgr $211.0 $284.8 -- $230.8 $321.0 -- -8.6% -11.3% --$43.7 $51.5 -15.1%1 -11.8%$372.5$328.6518Prin Mgr $188.0 $245.7 -- $180.1 $215.0 -- 4.4% 14.3% --$39.7 $37.8 4.9%1 12.9%$252.8$285.3519Prin Mgr $192.3 $255.7 -- $174.7 $211.2 $47.4 10.1% 21.1% -100.0%$40.7 $37.4 8.7%3 0.1%$296.0$296.4520



Base


# SCEEEs Base




TotalComp

TotalComp

TotalCompJob Title#

Prin Mgr $199.1 $278.6 -- $173.3 $206.8 $40.3 14.9% 34.7% -100.0%$43.0 $37.0 16.2%1 13.2%$284.2$321.7521Prin Mgr $175.0 $225.9 -- $171.4 $210.0 $39.3 2.1% 7.6% -100.0%$37.6 $37.3 0.7%2 -8.1%$286.6$263.5522Prin Mgr $201.4 $264.6 -- $180.9 $222.5 $45.7 11.3% 18.9% -100.0%$41.6 $38.5 8.0%2 -0.2%$306.7$306.2523Prin Mgr $188.1 $228.2 -- $191.4 $238.9 $54.3 -1.7% -4.5% -100.0%$37.9 $40.0 -5.4%3 -20.1%$333.2$266.1524Prin Mgr $187.1 $235.7 -- $167.8 $200.4 $46.1 11.5% 17.7% -100.0%$38.7 $33.2 16.5%1 -1.9%$279.6$274.4525Prin Mgr $185.3 $240.5 -- $165.3 $195.5 $40.3 12.1% 23.0% -100.0%$39.1 $36.0 8.9%1 2.9%$271.8$279.6526Prin Mgr $192.2 $264.9 -- $184.4 $228.0 $54.9 4.2% 16.2% -100.0%$41.6 $39.1 6.6%3 -4.8%$322.0$306.6527Prin Mgr $177.3 $216.0 -- $175.4 $220.4 -- 1.1% -2.0% --$36.6 $38.3 -4.6%2 -2.4%$258.7$252.6528Prin Mgr $187.2 $262.1 -- $166.2 $199.9 $48.0 12.6% 31.1% -100.0%$41.3 $36.4 13.7%2 6.7%$284.3$303.4529Prin Mgr, Account Mgmt $185.6 $249.4 -- $174.1 $213.7 -- 6.6% 16.7% --$40.1 $37.7 6.3%4 15.1%$251.4$289.5530Prin Mgr, Acctg $180.8 $242.2 -- $169.5 $206.0 $42.1 6.6% 17.5% -100.0%$39.2 $37.0 6.2%4 -1.3%$285.1$281.4531Prin Mgr, Bus Ops Anlys $194.5 $254.8 -- $179.9 $221.4 $44.8 8.1% 15.1% -100.0%$40.6 $38.4 5.7%7 -3.0%$304.6$295.5532Prin Mgr, Elect Trans Ops $199.7 $280.7 -- $208.9 $280.7 $50.0 -4.4% 0.0% -100.0%$43.3 $47.7 -9.4%4 -14.4%$378.4$323.9533Prin Mgr, Eng $203.5 $274.4 -- $186.6 $233.8 $48.6 9.0% 17.4% -100.0%$42.6 $39.5 7.8%12 -1.5%$321.9$317.0534Prin Mgr, Engy Del / Distrib $194.8 $264.9 -- $190.1 $243.5 $50.0 2.5% 8.8% -100.0%$41.6 $44.1 -5.5%17 -9.2%$337.5$306.6535Prin Mgr, Engy Effcncy $190.3 $252.1 -- $199.8 $254.5 -- -4.8% -1.0% --$40.3 $45.3 -10.9%4 -2.5%$299.8$292.4536Prin Mgr, Engy Mktg & Trdg $199.2 $265.5 -- $238.8 $359.3 $80.4 -16.6% -26.1% -100.0%$41.7 $55.5 -24.9%6 -38.0%$495.2$307.2537Prin Mgr, Finance $187.9 $268.0 -- $179.1 $221.6 $46.3 4.9% 20.9% -100.0%$42.0 $38.5 9.1%10 1.1%$306.4$309.9538Prin Mgr, Govt Relations $190.5 $256.4 -- $194.3 $242.9 $56.6 -1.9% 5.6% -100.0%$40.8 $40.4 0.9%5 -12.6%$339.9$297.2539Prin Mgr, Health & Sfty $186.1 $236.5 -- $168.3 $208.1 $39.4 10.5% 13.7% -100.0%$38.7 $37.2 4.2%5 -3.3%$284.6$275.3540Prin Mgr, Hum Resources $180.0 $238.9 -- $174.4 $212.8 $45.2 3.2% 12.3% -100.0%$38.9 $37.6 3.5%13 -6.0%$295.6$277.8541Prin Mgr, IT Dev $202.6 $267.6 -- $176.0 $213.9 $51.6 15.1% 25.1% -100.0%$41.9 $37.7 11.2%5 2.1%$303.2$309.5542Prin Mgr, IT Ops $196.3 $254.2 -- $174.9 $207.5 $46.4 12.3% 22.5% -100.0%$40.5 $37.1 9.3%5 1.3%$291.0$294.8543Prin Mgr, Modeling, Fcstg & Econ Anlys $199.2 $258.9 -- $190.1 $238.5 $64.5 4.8% 8.6% -100.0%$41.0 $40.0 2.6%7 -12.6%$343.0$299.9544Prin Mgr, Project Mgmt $191.5 $242.7 -- $177.5 $216.7 $58.7 7.9% 12.0% -100.0%$39.4 $38.0 3.7%23 -10.0%$313.4$282.1545Prin Mgr, Reg Affairs & Compl $205.2 $285.6 -- $181.1 $228.9 $50.0 13.3% 24.8% -100.0%$43.8 $39.1 12.0%18 3.6%$318.1$329.4546Prin Mgr, Supply Chain $198.1 $245.7 -- $172.0 $212.1 $42.9 15.2% 15.8% -100.0%$39.7 $37.5 5.7%6 -2.5%$292.6$285.3547

$158.5 $191.8 -- $159.0 $189.5 $54.2 -0.3% 1.2% -100.0%$34.0 $35.9 -5.0%1,179 -6.5%$241.6$225.8



Base


# SCEEEs Base



Table C-6: Executive

TotalComp

TotalComp

TotalCompJob Title#

VP $257.3 $371.2 -- $310.8 $466.3 $268.6 -17.2% -20.4% -100.0%$63.4 $80.6 -21.3%1 -46.7%$815.5$434.7548VP $260.0 $260.0 -- $349.1 $506.9 $309.9 -25.5% -48.7% -100.0%$49.3 $85.1 -42.0%1 -65.7%$901.9$309.3549VP $267.3 $368.9 -- $254.6 $349.5 $134.1 5.0% 5.6% -100.0%$63.4 $65.1 -2.6%1 -21.2%$548.7$432.3550VP $320.0 $394.4 -- $311.4 $486.1 $199.4 2.7% -18.9% -100.0%$66.1 $83.1 -20.4%1 -40.1%$768.7$460.5551VP $247.5 $352.0 -- $297.4 $444.3 $217.8 -16.8% -20.8% -100.0%$60.8 $77.9 -22.0%1 -44.2%$740.0$412.8552VP $308.4 $443.7 -- $330.9 $508.7 $268.4 -6.8% -12.8% -100.0%$72.2 $86.0 -16.0%1 -40.2%$863.1$516.0553VP $265.0 $368.1 -- $272.5 $374.9 $260.0 -2.8% -1.8% -100.0%$63.3 $68.0 -7.0%1 -38.6%$702.9$431.4554VP $295.0 $295.0 -- $270.6 $364.8 $168.2 9.0% -19.1% -100.0%$53.6 $67.4 -20.5%1 -41.9%$600.4$348.6555SVP & CFO, SCE $343.2 $520.7 -- $525.9 $898.2 $1,080.2 -34.7% -42.0% -100.0%$81.6 $142.5 -42.7%1 -71.6%$2,120.9$602.4556SVP & General Counsel $380.1 $596.0 -- $392.0 $594.3 $346.4 -3.0% 0.3% -100.0%$91.0 $104.4 -12.9%1 -34.3%$1,045.1$687.0557SVP $288.7 $414.0 -- $336.9 $492.9 $254.8 -14.3% -16.0% -100.0%$68.3 $90.1 -24.2%1 -42.4%$837.9$482.3558SVP Transmission & Distribution $351.9 $517.7 -- $359.6 $552.1 $345.6 -2.1% -6.2% -100.0%$81.2 $98.1 -17.2%1 -39.9%$995.8$599.0559SVP $405.0 $639.7 -- $406.7 $720.4 $579.8 -0.4% -11.2% -100.0%$96.2 $120.1 -19.9%1 -48.2%$1,420.2$735.9560Chief Executive Officer SCE $605.0 $1,008.5 -- $534.7 $943.4 $850.0 13.2% 6.9% -100.0%$141.1 $146.8 -3.9%1 -40.7%$1,940.2$1,149.6561EVP $565.0 $1,007.0 -- $654.2 $1,223.0 $1,369.0 -13.6% -17.7% -100.0%$141.0 $180.7 -22.0%1 -58.6%$2,772.8$1,148.0562EVP $660.0 $1,142.2 -- $696.2 $1,360.9 $1,687.4 -5.2% -16.1% -100.0%$157.6 $197.3 -20.1%1 -60.0%$3,245.6$1,299.8563President and CEO, EIX $1,225.0 $2,731.8 -- $1,346.6 $3,420.3 $7,429.1 -9.0% -20.1% -100.0%$347.4 $422.1 -17.7%1 -72.7%$11,271.5$3,079.2564

$414.4 $672.4 -- $450.0 $806.3 $927.6 -7.9% -16.6% -100.0%$99.9 $124.4 -19.8%17 -58.4%$1,858.3$772.3




Appendix D: Competitive Analysis Summary


Competitive Analysis Summary Table D-1—Displays SCE’s competitive status for each element of compensation. This is the same

information presented in Table 1 of the Study Results.

Table D-2—Displays total compensation by job category and compensation element including base salary, total cash compensation, LTI, and benefits for SCE and the comparator companies. Total compensation for each compensation element is derived by adding together the compensation dollars for each incumbent covered by a benchmark job in the Study.

Table D-3—Displays average compensation by job category and compensation element for SCE and the comparator companies. Average compensation is derived by dividing the sum of compensation dollars for all incumbents covered by benchmark jobs for each compensation element by the number of SCE incumbents covered by benchmark jobs in the Study.


Competitive Analysis Summary Table D-1: Competitive Summary (SCE versus Market)

SCE vs Market

Job Category SCE

Population17 SCE Payroll

Dollars ($000s)18Payroll

WeightingBase

PayTotal Cash

Comp19 LTI20 BenefitsTotal

Comp21

Physical/Technical 3,628 $389,605.1 26.4% 15.1% 17.7% -5.6% 13.1%

Clerical 2,574 $184,417.7 12.5% -5.1% -7.2% -10.4% -7.9%

Professional/Technical 4,421 $546,100.5 37.0% -9.4% -11.7% -100.0% -10.1% -12.8%

Manager/Supervisor 1,816 $335,356.8 22.7% -0.3% 1.2% -93.4% -5.0% -5.1%

Executive 37 $19,089.7 1.3% -7.9% -16.6% -17.8% -19.8% -17.4%

Overall22 12,476 $1,474,569.9 100.0% -0.2% -0.4% -5.1% -8.0% -3.0%

Table D-2: Competitive Analysis—By Total Compensation Dollars (000s)

# Ees in Study

SCE Market

Job Category Base TCC LTI23 BenefitsTotal

Comp Base TCC LTI30 BenefitsTotal

Comp

Physical/Technical 2,349 $244,337 $259,267 $0.0 $51,724 $310,991 $212,248 $220,213 -- $54,793 $275,006

Clerical 2,201 $149,938 $155,663 $0.0 $42,941 $198,604 $158,049 $167,784 -- $47,911 $215,695

Professional/Technical 3,663 $412,925 $447,435 $0.0 $92,398 $539,832 $455,913 $506,780 $9,120 $102,832 $618,731

Manager/Supervisor 1,179 $186,870 $226,095 $4,209 $40,139 $270,443 $187,457 $223,467 $19,119 $42,273 $284,859

Executive 17 $7,044 $11,431 $12,954 $1,698 $26,083 $7,650 $13,707 $15,768 $2,116 $31,591

17 SCE’s population is as of December 31, 2018. 18 Payroll dollars include base pay as of December 31, 2018, and annual incentives (as defined on page 17), paid in 2018 for 2017 performance. 19 Total Cash Compensation reflects base pay plus actual short-term (annual) incentives for all categories, adjusted to December 31, 2018. 20 Total Compensation includes long-term incentives (LTI) for 17 Executive, 69 Manager/Supervisor, and 41 Professional/Technical jobs. 21 For Study purposes, total compensation is defined as total cash compensation, benefits, and actual LTI. 22 Results are weighted by SCE payroll dollars for all jobs; both benchmark and non-benchmark. 23Total compensation dollars for LTI for SCE and the market are derived by adding all LTI values for all incumbents in the 59 positions eligible for LTI.


Table D-3: Competitive Analysis—By Average Compensation Dollars (000s)

# Ees in Study

SCE Market

Job Category Base TCC LTI24 BenefitsTotal

Comp Base TCC LTI31 BenefitsTotal

Comp

Physical/Technical 2,349 $104.0 $110.4 $0.0 $22.0 $132.4 $90.4 $93.7 -- $23.3 $117.1

Clerical 2,201 $68.1 $70.7 $0.0 $19.5 $90.2 $71.8 $76.2 -- $21.8 $98.0

Professional/Technical 3,663 $112.7 $122.1 $0.0 $25.2 $147.4 $124.5 $138.4 $35.1 $28.1 $168.9

Manager/Supervisor 1,179 $158.5 $191.8 $3.6 $34.0 $229.4 $159.0 $189.5 $54.2 $35.9 $241.6

Executive 17 $414.4 $672.4 $762.0 $99.9 $1,534.3 $450.0 $806.3 $927.6 $124.4 $1,858.3

24Average LTI dollars by job category for SCE and the market is determined by adding LTI values for all incumbents in the 127 positions eligible for LTI and dividing the sum by the

number of SCE employees in the job category.


Appendix E: LTI Study Positions


Appendix E: LTI Study Positions Acct Mgmt Sr, Advisor Advrtsng, Sr Advisor Assistant Controller Asst General Counsel Asst General Counsel Bus Ops Anlys, Sr Advisor Chief Executive Officer SCE Creative Wrtng Svcs, Sr Advisor Dir & General Manager, ECS Dir Bus Intgrtn & Dlvry T&D & Power Sup Dir Commercial and Industrial Dir Corp Risk Management, EIX Dir Corporate Communications, EIX Dir Corporate Real Estate Dir Customer Contact Center Dir Cybersecurity & IT Compliance Dir Grid Operations Dir Grid Services Dir IT, Service Management Office & Ops Dir Risk Management Dir SCE Corporate Communications Dir Supply Chain Management Dir Tax Regulatory & Accounting Dir, IT Cust Srvc Replatform Program Director & Managing Attorney Director HR Business Partner Director Total Rewards & Srvcs Director, Generation Director, Investments Director, Major Projects Director, Reporting & Control Engy Mgmt Sys (EMS) Arch, Sr Advisor Engy Mgmt Sys (EMS) Dev, Advisor Engy Mgmt Sys (EMS) Dev, Spec Engy Mgmt Sys (EMS) Dev, Sr Spec EVP & General Counsel, EIX


EVP, CFO EIX Financl Rptg, Sr Advisor Govt Reltns, Sr Advisor Insrnce Risk, Sr Advisor Investigations, Advisor Investigations, Sr Advisor Investor Reltns, Sr Advisor IT Arch (Systems Design), Sr Advisor IT Asset Mgmt, Sr Advisor IT Outsrcing Mgmt, Advisor IT Outsrcing Mgmt, Sr Advisor IT Svc Del & Relation Mgmt, Sr Advisor Learning & Dev, Sr Advisor Lgl Support, Sr Advisor Major Cnstrn Sr Prj Mgr Managing Dir Tax Managing Dir, Grid Modernization & Res Managing Dir, State Regulatory Opers Managing Director, CS Replatform Prjct Mgmt Data Anlys, Advisor Mktg Comm, Sr Advisor Mktg, Sr Advisor Pnsn Pln Admin, Advisor Pnsn Pln Admin, Spec Prdctve Anlytcs/Data Science, Advisor Prdctve Anlytcs/Data Science, Sr Advisor Prdctve Anlytcs/Data Science, Sr Spec President and CEO, EIX Prin Mgr, Acctg Prin Mgr, Bus Ops Anlys Prin Mgr, Communications Prin Mgr, Elect Trans Ops Prin Mgr, Eng Prin Mgr, Engy Del / Distrib Prin Mgr, Engy Effcncy Prin Mgr, Engy Mktg & Trdg Prin Mgr, Finance Prin Mgr, Govt Relations


Prin Mgr, Health & Sfty Prin Mgr, Hum Resources Prin Mgr, IT Dev Prin Mgr, IT Ops Prin Mgr, Logistics Prin Mgr, Marketing Prin Mgr, Modeling, Fcstg & Econ Anlys Prin Mgr, Project Mgmt Prin Mgr, Q A / Process Imprvmt Prin Mgr, Real Estate & Fclties Prin Mgr, Reg Affairs & Compl Prin Mgr, Risk Mgmt Prin Mgr, Security Prin Mgr, Strategic Plng / Corp Dev Prin Mgr, Supply Chain Prin Mgr, Tax Prin Mgr, Tech Spec Prod Dev Proj/Prgm Mgmt Sr Prj Mgr Product Mgmt, Advisor Product Mgmt, Sr Advisor Public Reltns, Sr Advisor Real Estate & Fclties, Sr Advisor Senior Attorney Sr Mgr, Bus Ops Anlys Sr Mgr, Engy Del / Distrib Sr Mgr, Engy Mktg & Trdg Sr Mgr, Govt Relations Sr Mgr, IT Dev Sr Mgr, Modeling, Fcstg & Econ Anlys Sr Mgr, Rates Sr Mgr, Reg Affairs & Compl Sr Mgr, Strategic Plng / Corp Dev Strgc Plng / Corp Dev, Sr Advisor Strgc Plng, Sr Advisor SVP & CFO, SCE SVP & General Counsel SVP Corp Communications SVP Transmission & Distribution


SVP, Human Resources, SCE/EIX Tech Spec, Sr Advisor Technical Writing, Sr Spec Tlnt Acquisition, Sr Advisor Trade Shws / Evnts, Sr Advisor VP & Treasurer VP Customer Programs & Services VP Distribution VP Investor Relations, EIX VP Local Public Affairs VP Tax VP Transmission, Substations & Ops VP, IT Enterprise Services Web Cntnt Mgmt / Prdctn, Sr Advisor


Appendix F: Benefit Calculation Samples (SCE and Comparator Company)


Sample Benefit Calculations—SCE The following briefly summarizes the calculation methodology for a sample Professional/Technical SCE employee, using actual benefits.

Sample employee characteristics:

Age: 46

Service: 13 years

Base Salary: $100,000

Bonus: $9,000

These illustrations do not show the full, complex set of calculations. They are intended to represent the approach Aon took to value benefits according to Aon’s Benefit Index® methodology utilizing SCE’s demographic profile and assumptions. All values shown are annual amounts.

Defined Contribution Aon determined defined contribution plan values based on the amount of company contribution during the plan year.

SCE sponsors a defined contribution plan and a matched savings plan.

The SCE defined contribution plan provides an employer contribution of 6 percent of base pay. All employees are immediately eligible to participate. After five years of service, company contributions are fully vested. This sample employee has 13 years of service and, therefore, is fully vested this year. Therefore, this employee would receive a contribution of $100,000 x 6 percent.

This produces a value of $6,000.

The SCE plan matches up to 6 percent of base pay at a rate of $1 for each $1 of employee deferrals. All employees are immediately eligible to participate, and after five years of service, all company matching contributions are fully vested. This sample employee has 13 years of service and, therefore, is fully vested in the company match provided this year.

Assuming this employee defers 5 percent of salary into the plan, SCE’s contribution would equal 5 percent of base salary (or $100,000 × 5 percent).

This produces a value of $5,000.

The total defined contribution value for this employee is $6,000 + $5,000 = $11,000.

Defined Benefit Pension

SCE does not provide a defined benefit pension plan, so this value is $0.


Death Benefits Death benefits were valued taking into account the probability of an employee dying during the plan year. Several components of death benefits were valued:

Basic and accidental life insurance SCE provides 1 times base pay (maximum $50,000) of life insurance and an additional $50,000 of accidental death coverage. Assuming the probability of this employee’s death this year is 0.15 percent by natural causes and 0.04 percent by accident, the value of the basic and accidental preretirement life insurance benefit is $50,000 × 0.15 percent + $50,000 × 0.04 percent = $95.

Supplemental life insurance In addition, suppose this employee elects to purchase supplemental coverage equal to 3 times salary. This benefit has a value of 3 × $100,000 × 0.15 percent = $450. Assume that this employee pays a monthly rate of $0.10 per thousand dollars of coverage. Therefore, the contribution would be 300 × $0.10 × 12 = $360 per year for this benefit. Aon calculated the net value of this supplemental coverage at $450 – $360 = $90.

Death benefits from defined benefit plan

Because SCE does not sponsor a defined benefit pension plan, this value is $0.

Therefore, the total value of death benefits is $95 + $90 + $0 = $185

Disability The SCE program offers a choice of disability benefit levels of 50 percent, 60 percent, or 70 percent of pay, minus the primary Social Security benefit. Assume that this employee selects the 60 percent of pay option. Assume that the employee’s primary Social Security benefit is approximately $25,000. Therefore, the disability benefit amount would be 60 percent × $100,000 – $25,000, or $35,000 per year.

Assume that the probability the employee will become disabled this year is 0.5 percent and the actuarial present value of the disability payment stream (i.e., the annuity factor) is 5.14.

The value of the disability benefit is $35,000 × 0.5 percent × 5.14 = $900.

Active Health Care Health care is divided into medical, dental, vision and hearing benefits:

Medical Values for a given active employee medical plan option were based on SCE’s actual claims. Overall values were determined by taking a weighted average of the option’s rates based on actual election patterns at SCE and reflecting the percentage of employees who waive coverage. Within each plan, the distribution of family size elections was based on the structure and patterns of SCE’s demographic model.


Aon calculated the weighted average rate for all plans at $14,800 and assumes that the employee contributions average $3,000. The employer-paid value is $14,800 - $3,000 = $11,800.

Dental Aon used a similar approach to value dental coverage. Assume the weighted average value of each coverage tier and election is $1,100 and net employee contributions are $200. Therefore, the employer-paid value is $1,100 – $200 = $900.

Vision and hearing Vision and hearing have a combined value of $125 with zero employee contributions.

Therefore, the preretirement health care (medical, dental, vision and hearing) value is $11,800 + $900 + $125 = $12,825.

Retiree Health Care Retiree health benefits were valued in a manner similar to defined benefit pension benefits. The value at retirement is assigned equally to each year worked. Although a distribution of retirement ages is used, to illustrate, assume age 65 retirement. Ultimately, SCE’s retiree health values represent a consistent annual employer contribution that would be required to provide the promised benefit at retirement.

SCE provides employer credits to a retiree health care account to reimburse retirees for health insurance premiums and excess medical expenses. Retirees may withdraw from the account until it is exhausted. SCE credits $2,400 per year of service while employees are active, starting at their date of hire. The account accumulates without interest until retirees are eligible to receive payments at retirement, no earlier than age 55 and 10 years of service.

Assume the employee who is age 46 in 2018 will retire at age 65 in 2037 with 32 years of service. This employee’s account is projected to accumulate to $76,800. This is then discounted to the current year for the time value of money and the probability of remaining in service until age 65. As this value is attributable to all years of service, a portion is allocated to the current year. After reflecting this and the discounting, the total retiree health value for the current year is $600.

Overall Benefit Value The value for this sample SCE employee is approximately:

Benefit Area Benefit Index Value Defined Contribution $11,000 Defined Benefit 0 Death 185 Disability 900 Active Health Care 12,825 Retiree Health Care 600 Total $25,510


Sample Benefit Calculations—Comparator Company The following briefly summarizes the calculation methodology for a sample employee, using benefits plan features from a company in SCE’s comparator group.

Sample employee characteristics:

Age: 46

Service: 13 years

Base Salary: $100,000

Bonus: $9,000

These illustrations do not show the full, complex set of calculations. They are intended to represent the approach Aon took to value the benefits according to Aon’s Benefit Index methodology.

Defined Contribution Defined contribution plan values were determined based on the amount of company contribution during the plan year. The comparator company sponsors an ESOP (employee stock ownership program)/profit sharing plan and a matching 401(k) plan.

401(k) The comparator company matches employee contributions at a rate of $0.50 per $1 on the first $2,000 of employee deferrals and $0.25 per $1 on deferrals above $2,000. All employees are immediately eligible to participate, and after five years of service all company matching contributions are fully vested. This sample employee has 13 years of service and, therefore, is fully vested in the company match provided this year.

Assuming that this employee defers 2 percent of salary into the plan (2 percent × $100,000 = $2,000), the comparator company’s contribution would equal $1,000 (.50 × $2,000). This produces a value of $1,000.

ESOP The ESOP is assumed to provide contributions of 8 percent of base pay. Therefore, this employee would receive a contribution of $100,000 × 8 percent = $8,000.

The total defined contribution value for this employee is $1,000 + $8,000 = $9,000.

Death Benefits Death benefits were valued taking into account the probability of an employee dying during the plan year. Several components of death benefits were valued:

Basic and accidental life insurance The comparator company provides a basic death benefit of 2 times salary ($200,000 for this employee) and an additional 1 times salary ($100,000) of accidental death coverage. Assuming the probability of this employee’s death this year is 0.15 percent by natural causes and 0.04 percent by accident, the value of


the basic and accidental preretirement life insurance benefit is $200,000 × 0.15 percent + $100,000 × 0.04 percent = $340.

Supplemental life insurance In addition, suppose this employee elects to purchase supplemental coverage equal to 2 times salary. This benefit has a value of 2 × $100,000 × 0.15 percent = $300. Assume that this employee pays a monthly rate of $0.12 per thousand dollars of coverage. Therefore, the contribution would be 200 × $0.12 × 12 = $288 per year for this benefit. The net value of this supplemental coverage is $300 – $288 = $12.

Death benefits from defined benefit plan

Because the comparator company does not sponsor a defined benefit pension plan, this value is $0.

Therefore, the total value of death benefits is $340 + $12 + $0 = $352

Disability The comparator company provides a disability benefit equal to 67 percent of annual pay, minus the family Social Security benefit. Assume that the employee’s family Social Security benefit is approximately $40,000. Therefore, the disability benefit amount would be 67 percent × $100,000 – $40,000, or $27,000 per year.

Aon assumes that the probability the employee will become disabled this year is 0.5 percent and the actuarial present value of the disability payment stream (i.e., the annuity factor) is 5.14.

The value of the disability benefit is $27,000 × 0.5 percent × 5.14 = $694.

Active Health Care Health care is divided into medical, dental, vision and hearing benefits:

Medical Values for a given active employee medical plan option were based on SCE’s actual claims. Overall values were determined by taking a weighted average of the option’s rates based on actual election patterns at SCE and reflecting the percentage of employees who waive coverage. Within each plan, the distribution of family size elections was based on the structure and patterns of SCE’s demographic model.

Aon calculates the weighted average rate for all plans at $17,700, and that the employee contributions average $2,300. The employer-paid value is $17,700 - $2,300 = $15,400.

Dental A similar approach was used to value dental coverage. Aon assumes the weighted average value of each coverage tier and election is $1,200 and net employee contributions are $600. The employer-paid value is $1,200 – $600 = $600.

Vision and hearing


The comparator company provides a vision and a hearing plan on an employee-pay-all basis. Therefore, the employer-paid value is $0.

Therefore, the preretirement health care (medical, dental, vision and hearing) value is $15,400 + $600 + $0 = $16,000.

Retiree Health Care The comparator company does not sponsor a retiree health care plan. Therefore, this value is $0.

Overall Benefit Value The value for this sample employee is approximately:

Benefit Area Benefit Index Value Defined Contribution $9,000Defined Benefit 0Death 352Disability 694Active Health Care 16,000Retiree Health Care 0 Total $26,046


Appendix G: Meeting Notes

Aon | Consulting 1

Date: April 9, 2019

To: The GRC Study Team (the Team)

From: Alison Peterson, Aon

Subject: Meeting Notes, April 9, 2019

Meeting Attendees Name Organization

Jennifer Roberts Southern California Edison (SCE)George Grana SCE Pamela Arnold SCE Stephen Lumel SCE Olga Buendia Penny Carter-Lockert

SCE SCE

Al Kopec Aon Kathy Miller Aon Chelsea Penaloza Aon Alison Peterson Aon

Discussion Items Meeting Purpose and Agenda for April 12 Kick-off Meeting Alison outlined that the purpose of the planning call was to review the proposed agenda for the 2021

Total Compensation Study (Study) kick-off meeting that is scheduled for April 12th and outline the data request so that the SCE team could begin compiling data needed for the Study.

Alison outlined that we are planning to replicate the methodology and data sources used in the 2018 Study. We will discuss the methodology in detail at the kick-off meeting.

The team reviewed the proposed agenda for the kick-off meeting and agreed that the topics were correct.

The team also confirmed that the effective date of the Study would be December 31, 2018, and that the benefits in effect for a new hire as of that date will be used for the Benefit Index.

Data Request The Team reviewed the data request for compensation and benefits benchmarking and valuation.

Steve will take the lead on compiling the compensation data. Chelsea noted that the data request includes a custom cut from each of the executive survey data that is not accessible through SCE’s MarketPay site and will need to be requested by SCE. She also highlighted that the data request includes a GRC job category code that may not exist in SCE’s HRIS system. She will connect with Steve to determine how to get jobs mapped to the correct GRC category.

Alison noted that SCE no longer purchases the Aon Total Compensation Measurement (TCM) database that was used in the last Study to benchmark executive jobs. Aon will review the usage of this survey in the prior Study to determine the number of benchmarks that used this data and assess the impact on benchmark results of excluding it. If significant, SCE would need to purchase the data to access it for the Study. Steve will also check to determine if other data sources are being used for executive compensation benchmarking and will report back to the team at Friday’s meeting.

April 9, 2019 The GRC Study Team Page 2

Aon | Consulting 2

Kathy will compile the current SCE benefit plan information Aon has and will send that to Olga and Penny so that they can review and confirm the plan information is accurate as of 12/31/18 or provide updates if it is not accurate. Kathy also highlighted the use of actual executive demographic data in the benefits valuation and highlighted that we will need to get the last three years of data for each executive covered in the Study (the ORA’s desired methodology is for a 10-year history for each Edison executive, but Aon already has the prior 7 years from prior Studies). If SCE has promoted or hired new executives, we will only use data from the point in time that they started in the executive position.

SCE will target to have the compensation and benefits data to Aon by April 23.

The team discussed the need for data security and that data transfer between SCE and Aon should be done using a Dropbox or a Sharepoint site. Chelsea mentioned that Aon has used Ebox, which is similar to Dropbox, in the past. Pam will check with SCE’s data privacy team to confirm which of these data sharing approaches is acceptable and will report back to the team.

Comparator Companies The Study utilizes a group of approximately 20 utility companies and 20 general industry companies

to value benefits. The team briefly reviewed the list of companies used in the 2018 Study and Aon highlighted which are current participants. The team will need to identify 2-3 replacements for each comparator group for companies that are not current participants or that have been acquired or merged since the last Study. We also reviewed the list of comparators used for executive compensation benchmarking noting that we will need to select a few replacement companies for this group. We will review this information in greater detail at the kick-off meeting to finalize the final comparator groups.

Aon noted that the team will need to solicit benefits and executive compensation data from the Los Angeles Department of Water and Power (LADWP), Sacramento Municipal Power Department (SMUD) and the California Public Utility Commission (CPUC) and asked the SCE team to determine if they have contacts in these organizations to facilitate the data request.

Next Steps and Follow-Ups Aon Compile list of executive positions that utilized Aon’s TCM database for compensation benchmarking

in the 2018 Study to determine impact of not utilizing this resource in the 2021 Study.

Contact SCE to determine how to map jobs to the appropriate GRC job category.

Compile a list of participants in Aon’s Benefit Index database for use in selecting replacements for companies used the 2018 Study that are no longer participants.

SCE Review the data request for compensation and benefits presented during the April 9 planning call and

confirm data can be provided by April 23.

Compile data on executive demographics for the past three years.

Request custom data cuts for Radford and the executive salary surveys using the executive comparators once finalized.

Confirm the best method for transferring data between SCE and Aon (Sharepoint, Dropbox, and/or Ebox).

Identify contacts at LADWP, SMUD, and CPUC who can be contacted to provide benefit and executive compensation data.

Aon | Consulting 1

Date: April 12, 2019



Subject: Meeting Notes, April 12, 2019


Mark Bennett Southern California Edison (SCE)George Grana SCE Pamela Arnold SCE Stephen Lumel SCE Olga Buendia Penny Carter-Lockert

SCE SCE

Al Kopec Aon Kathy Miller Aon Chelsea Penaloza Aon Alison Peterson Aon

Discussion Items Opening Remarks and Introductions All participants introduced themselves.

Aon outlined the agenda items for the meeting and reviewed the materials that were sent out in advance to provide Team members a chance to prepare for the meeting and to make the meeting as efficient and productive as possible. Materials included:

– Presentation to be used to facilitate the meeting

– Participant lists from Aon Hewitt’s 2018 Benefits Index (BI) Database and Total Compensation Measurement (TCM) Database

– A compensation and benefits data request created by Aon for Southern California Edison (SCE)

Alison explained that Aon will facilitate this and future meetings with a focus transparency and allowing time to explore and discuss all topics while also working to stay on track with the project timeline.

Aon confirmed that the Team will strive to replicate the approach and methodology applied in the 2018 Study and that in this meeting we will review each component to confirm our approach.


Aon | Consulting 2

Process The intent is to meet face-to-face but for shorter topics, or where there are conflicts with scheduling,

conference calls may need to be scheduled instead of in-person meetings. The Team agreed to the approach.

For each meeting Aon will develop facilitation materials, an agenda, and a summary of the prior meeting notes. Aon will then facilitate the meetings and capture meeting notes.

The Team reviewed the meeting process, team ground rules, high level project steps, timing, key deliverables, milestones and preliminary schedule.

– Jennifer and Steve will act as Subject Matter Experts (SMEs) for SCE non-executive compensation.

– Olga will act as the SME for SCE executive compensation and benefits.

– Penny will act as a SME for SCE benefits.

– Pamela’s role will be to ensure issues are resolved, and that the Study stays on schedule as well as provide expertise from a regulatory perspective, including serving as a liaison if interaction is required with the regulatory team.

– George’s role will be to provide support on project management and serve as an additional liaison for benefits inquiries.

– Additional SMEs may be brought in around compensation, benefits or regulatory topics.

Aon described the process for reviewing the Study report which includes Aon creating the first draft of the report and circulating it to the Team for review and comment. The Team will come together to incorporate edits and discuss any changes to come to consensus.

The Team reviewed the meeting notes format and agreed that the format should remain consistent with the 2018 Study.

Methodology Job Categories The Team reviewed the list of the five job categories (executive, managerial & supervisory,

professional/technical, physical/technical & clerical) used in the 2018 Study and agreed to use those same categories and definitions. We agreed to the clarification that the executive category includes “Officers of the Company”.

Pay Elements The Team reviewed the pay elements included in the 2018 Study including base pay, total cash (base

pay plus actual bonus, benefits, and Long-Term Incentives (LTI) and confirmed these will be covered in the 2021 Study.

Pay elements to be excluded:

– Non-cash benefits such as paid-time-off (PTO) and short-term disability (part of base salary)

• The team discussed that PTO had been valued and reported in the 2018 Study at the request of the Division of Ratepayer’s Advocates (DRA). The impact of including PTO was not significant to the Study results. In addition, neither PG&E or SDG&E value or reported PTO as part of their most recent TCS Studies. Given the small impact of this component on Study results, the added time and cost required to value PTO, and the desire to be consistent with other California Utilities in the methodology used in the TCS Study, the decision was made to discontinue the valuation of PTO. This decision is consistent with Aon’s assessment that the value of PTO is considered to be part of base pay.

– Spot awards (not reflected in survey data and typically less than 1% of payroll)

– Shift differentials and overtime (not reflected in survey data and wide variances exist)


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Treatment of Edison International (EIX) jobs

– Similar to previous Studies, SCE will identify EIX executive level jobs that spend part of their time supporting SCE. That information will be reviewed at the next Team meeting including the percentage of time spent supporting SCE. We will then include the total compensation costs related to that percentage of time in the Study.

Benefits Demographic Profile Aon recapped the process for valuing benefits including using the SCE demographic profile versus

Aon’s standard demographic profile for valuing benefits for SCE and the comparator companies. This reflects the methodology requested by DRA. The DRA methodology also includes soliciting executive compensation and benefits data from the California Public Utilities Commission (CPUC), Los Angeles Department of Water & Power (LADWP), and Sacramento Municipal Utility District (SMUD) for inclusion in the Study.

For the 2015 Study, the DRA requested that the SCE executive population data be used to value benefits for executives. In prior Studies Aon ’s standard demographic profile was used to provide a credible sample size. Aon expressed concerns at that time that using the small SCE executive population for valuing benefits was problematic because the sample size is not large enough to be statistically reliable. For the 2015 Study, the Team agreed to use 20 years of SCE’s executive demographic data to create a larger sample, however, that approach meant that the same executive would be included multiple times since most have several years of tenure as an executive at SCE. This approach was used in the 2018 Study and will be used in the 2021 Study.

Comparators Aon highlighted that the majority of companies used in the 2018 Study are in the current Aon

database and should be retained for the 2021 Study. A few of the companies from the 2018 Study have been acquired or merged with another organization or did not participate in the 2018 Benefits Index database (BI) which will be used for valuing benefits for the 2021 Study. The team reviewed the companies used as comparators in prior Studies, including their revenue scope to ensure alignment with the revenue size guidelines of 0.5x to 2.0X SCE’s 2018 revenue (approximately $12.64B) used to select comparators. All companies align with these guidelines except NV Energy is below the minimum with revenue of $3.0B and Exelon is above the maximum at $33.5B. Both companies have been part of the comparator group for the TCS Study since 2009. The team weighed the pros and cons of removing both companies and replacing them with others with revenue that falls within the guidelines. We concluded that consistency in the comparator group is important for the reliability of the Study results, and that since one organization is low and one is high to the guidelines, we could balance the impact of the revenue variance if we retained both.

We then selected participants to replace companies that were acquired or that no longer participate in Aon’s BI database. Those changes are outlined below:

– Non-executive utility comparators: Removed Arizona Public Service and Energy Future Holdings/Vista Energy as they did not participate in the database. The Team agreed to replace with Sempra Energy and AES Corporation. These companies were selected because they are electric utilities, located in urban locations with similar revenue size as SCE.

– Non-executive general industry comparators: Removed Bechtel Group, Kaiser Permanente, Parsons Corporation and Science Applications International as they did not participate in the database. The Team agreed to replace with Illinois Tool Works, Jet Propulsion Laboratory, Kellogg and Parker Hannifin. These companies were selected because they are in industry sectors not overly represented in the general industry group and because their revenue size is comparable to SCE.

– Executive comparators: Removed Praxair and RR Donnelley & Sons as they did not participate in the database. The Team confirmed replacing with Illinois Tool Works and Kellogg as they are also being added to the non-executive comparator lists.


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Compensation Aon recapped that we benchmarked 234 jobs in the last Study and that data was available for 222

jobs. That allowed us to achieve coverage of about 73% of SCE’s population. We expect the number of benchmarks to increase to approximately 500 in the 2021 Study due to a change in SCE’s benchmarking methodology. Prior to 2016, SCE utilized generic jobs that covered large numbers of incumbents in a variety of functions. Starting in 2016, SCE changed their benchmarking methodology to identify benchmarks based on function and discipline. The result is that jobs that used to be grouped together (e.g. all Manager jobs were grouped into the same generic category regardless of their function of discipline), are now unique benchmarks that are mapped to unique functions and disciplines resulting in an increase in the number of benchmark positions.

SCE confirmed that nuclear is not part of the GRC recovery process and those jobs should be excluded from the Study.

Study Effective Date SCE proposed an effective date for the Study of December 31, 2018. The Team agreed.

Escalation Factor Aon described the alternatives for selecting an escalation/adjustment factor to bring the data to a

common date. Aon reminded the Team that the DRA changed the methodology in the 2015 Study to use the GRC labor escalation rate. At the time, Aon pointed out that the labor escalation rate is not representative of the rate of change in market data collected from salary surveys and therefore was not an appropriate escalation factor. The best practice methodology is to apply a compensation escalation factor derived from any of the major salary increase survey studies conducted each year.

The Team agreed that the market-based salary escalation factor best represents the salary market movement and was a more appropriate factor. However, because of the desire to align to the methodology used in prior Studies, we will utilize the GRC labor escalation rate in the 2021 Study.

The Team agreed that Aon will report back on the compensation escalation data at the next meeting so that we can compare market best practice to the GRC rate.

Survey Sources The Team reviewed and confirmed the list of preferred survey sources. SCE will confirm if there are

any additional survey sources available for executives.

Labor Market Definition Aon reminded the Team of the approach used in the 2018 Study of using a national cut of the market

data adjusted for geography for non-executive jobs.

Directors and Officers were benchmarked using revenue cuts, where available.

The Team agreed to keep the same approach as the 2018 Study.

Long-Term Incentive Eligibility Aon recapped the methodology used when determining which jobs in the Study would include LTI

values as part of total compensation. Only jobs where 50% or more of the comparator group reports that the job is eligible for LTI will be included. The Team agreed to continue with this approach.


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Next Steps and Follow-Ups Action Items for Aon include:

– Extract Economic Research Institute (ERI) data for geographic adjustment analysis.

– Compare list of current benchmark jobs with current data to reflect incumbent count and confirm the job still exists. Propose additional benchmarks across categories focusing on high incumbent jobs.

– Create a spreadsheet for SCE’s use in defining the appropriate labor market for each benchmark job and provide to SCE

– Calculate the weighted average escalation factor once updated employee and job data is provided by SCE.

– Reach out to contacts from the 2018 Study at CPUC, LADWP and SMUD to solicit their participation.

• Once participation is confirmed, send benefits data request including last submission as a starting point. After executive benchmark jobs have been selected, Aon will follow up with these contacts with a compensation data request.

– Distribute final comparator list to compensation team for use in extracting custom cuts of data from the executive survey sources.

– Propose future meeting dates and work with SCE on scheduling.

Action items for SCE include:

– Confirm approved 2021 labor escalation factor and distribute to the Team.

– Compile data on the EIX executive jobs that have SCE accountabilities and provide that information to the Team.

– Compile data on executive demographics for the past three years and present that at the next meeting.

– Respond to compensation and benefits data requests.

– Once approved, circulate the benefits comparator group list to the interveners for comment.

– Send out meeting requests for the dates selected for future meetings.

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Date: May 22, 2019



Subject: Meeting Notes, May 22, 2019


Pamela Arnold Southern California Edison (SCE)Mark Bennett Olga Buendia Chuck Chan

SCE SCE SCE

Stephen Lumel Jennifer Roberts

SCE SCE

Chelsea Penaloza Aon Alison Peterson Aon

Opening Remarks and Agenda Aon outlined the agenda items for the meeting which included reviewing meeting notes and follow up

on action items from the April 12, 2019 TCS meeting, discussing the status of compensation and benefits data collection and analysis, reviewing the preliminary base salary and total cash compensation results, excluding executive data, and previewing next steps for the Study.

Alison noted that the preliminary results do not include executive compensation because Aon is waiting for input from SMUD, LADWP, and CPUC on this information. Executive compensation results will be available and reviewed by the team in early June.

Follow-Up on Action Items. Extract Economic Research Institute (ERI) data for geographic adjustment analysis. (Complete)

o The geographic adjustment factor from ERI is 11.4%. Aon will round this factor down to 11% for use in the 2021 Study. The factor for the 2018 Study was 11.6% rounded up to 12%.

Compare the list of current benchmark jobs with current data to reflect incumbent count and confirm the job still exists. Propose additional benchmarks across categories focusing on high incumbent jobs. (Complete)

Create a spreadsheet for SCE’s use in defining the appropriate labor market for each benchmark job and provide to SCE (Complete)

Calculate the weighted average escalation factor once updated employee and job data is provided by SCE. (Complete)

o Consistent with the 2015 and 2018 Studies, the SCE approved labor escalation factor will be used in the 2021 Study. That factor is 3.19%.

Reach out to contacts from CPUC, LADWP and SMUD to solicit their participation. (Complete).

o LADWP and SMUD have agreed to provide benefits and executive compensation data. Aon has received the benefits information and has a deadline to receive the executive compensation data by May 28. CPUC has not responded to requests. At SCE’s request, Aon will contact Stacey Hunter who represented the Division of Ratepayer Advocates (DRA) on the 2015 Study team to determine if we can obtain input from CPUC.

May 22, 2019 The GRC Study Team Page 2

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Distribute the final comparator list to the SCE Study team for use in extracting custom cuts of data from the executive survey sources. (Complete)

Propose future meeting dates and work with SCE on scheduling. (Complete)


o Confirm approved 2021 labor escalation factor and distribute to the Team. (Complete)

o Compile data on the EIX executive jobs that have SCE accountabilities and provide that information to the Team. (Complete)

o Compile data on executive demographics for the past three years and provide to Aon (Complete)

o Respond to compensation and benefits data requests. (Complete)

o Once approved, circulate the benefits comparator group list to the interveners for comment. (In Process)

SCE will circulate the list to interveners the week of May 27th and ask for input by the week of June 3rd.

o Send out meeting requests for the dates selected for future meetings (Complete).

Discussion Items The Team reviewed Study coverage statistics and preliminary comparisons between the 2021 and

2018 results.

o Incumbent coverage is comparable with 75.5% coverage in the 2021 Study versus 73.1% in the 2018 Study

o Incumbent coverage increased in all categories except for the Manager/Supervisory category which saw a modest decrease of 1% from 65.9% to 64.9%.

o Job coverage increased significantly from 31% in the 2018 Study to 57% in the 2021 Study. This increase is primarily due to a change in the generic job benchmarking methodology. SCE utilized the generic job benchmarking methodology in past Studies. This methodology identified functional benchmark matches for jobs within the same level (e.g. all Managers) and then calculated the average of the market data from those benchmark matches to develop an overall market value. That overall market value was then applied to all jobs in the group. The generic approach was implemented approximately 20 years ago to support the Company’s desire to facilitate cross-organization movement of talent. By having the same pay opportunity for all Managers, for example, pay would not be a barrier to moving employees into a variety of jobs at the same level which would allow employees to expand their knowledge of SCE. Starting in 2017, SCE determined that while this approach facilitated cross-organization development, it hampered the company’s ability to align pay opportunity to functionally specific market levels, and in some cases, hindered the company’s ability to hire and retain critical talent in high-demand areas of expertise. SCE continued to benchmark jobs to functional benchmarks but discontinued the practice of grouping together jobs and using an overall market average. Instead they began to utilize each unique functional benchmark match and related market data to determine the market value of each job. The result is a significant increase in the number of jobs and improved alignment between pay and market values.

The Team reviewed the summary market data for non-executive groups overall and by benchmark job excluding benefits (base, total cash, and LTI)

o Overall SCE’s position to market is +0.1% on base salary and -0.1% on total cash. That compares to -5.0% below on base salary and -2.5% on total cash in the 2018 Study.


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Base salary is higher to market because SCE’s average increase in base salary between Studies was approximately +9% while the market value of benchmark positions increased during the same time period by +4%. The rate of increase in base pay at SCE is consistent with the market average of approximately 2.8% to 3.0% per year or 8.4% to 9% over three years. The more modest increase in market base salary of 4% is attributable primarily to the change in the generic benchmarking methodology which allowed the company to better align pay practices to functionally specific market rates of pay over the past three years.

Total cash has also moved closer to the market median increasing from -2.5% below market in 2018 to -0.1% in 2021.The increase to market in total cash is attributable primarily to the increase in base pay as noted above. Total cash is equal to base pay plus actual bonus and bonus is expressed as a percent of base pay. As base pay increases, bonus and total cash will also increase.

The position to market on Long-Term Incentives (LTI) for non-executive positions has moved from -6.1% below market in the 2018 Study to -5.6% below market in the 2021 Study. There was an increase in the number of jobs eligible for LTI from 99 to 110.

o The team reviewed the LTI eligibility guidelines that are unchanged from those used in the 2012, 2015 and 2018 Study. Those guidelines allow for reporting of LTI values only for jobs where eligibility for participating in LTI is greater than 50% in the market. The team reviewed the list of jobs that are eligible.


o Send an email to Stacey Hunter at CPUC to determine if we can obtain benefits and compensation data.

o Complete the benefits valuation and review at the next team meeting on May 29th.

o Complete the executive compensation analysis and the total compensation analysis and review with the team on June 7th.


o Circulate the benefits comparator group list to the interveners for comment.

o Review practices of reporting pay data for single incumbent jobs and report back to the Study team at the next meeting

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Date: May 29, 2019



Subject: Meeting Notes, May 29, 2019


Pamela Arnold Southern California Edison (SCE)Mark Bennett Olga Buendia Chuck Chan

SCE SCE SCE

George Grana Penny Carter-Lockert

SCE SCE

Al Kopec Kathy Miller

Aon Aon

Alison Peterson Aon

Opening Remarks and Agenda Aon outlined the agenda items for the meeting which included reviewing the preliminary benefits

results, excluding executive data, and previewing next steps for the Study.

Alison noted that the preliminary results do not include executive benefits because Aon is waiting for input from CPUC on this information. Executive results will be available and reviewed by the team in early June.

Discussion Items

Al noted that in the last study, SCE was slightly below the utility comparator group but well ahead of general industry. In contrast, due to changes in the design of benefits programs at SCE over the past three years, results for the 2021 Study show a decreased relative value in benefits of about 10% from the Utility and more significantly from General Industry comparators. Values for benefits at the comparators have not changed dramatically since the last Study, therefore the change in values is driven primarily by the changes in SCE benefits.

Alison asked if the outcome was what SCE was expecting. Mark responded that this was consistent with what SCE was trying to achieve through the change in mix of compensation and benefits to achieve better alignment with market. More specifically, over the past 3 years, SCE has increased cash compensation, which was below market norms in the 2018 Study, and reduced benefits, which were above market norms in the 2018 Study. The changes SCE has implemented have better aligned each component and the overall mix of total compensation to market as shown in these preliminary benefits results.

George asked if the impact was mostly due to changes in retiree health. Al explained that active health increases were larger than the decrease in retiree health. Health values are generally constant with the last Study. To the extent there were differences, they were primarily among those comparators that have medical employee contributions based on pay. Other benefits (e.g., retirement,


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death, LTD) are pay-related. The change in pay-related benefits at SCE had a bigger impact on changes to benefit values. Retirement is the largest component of pay-related benefits.

SCE asked about treatment of union plans. Aon clarified that the study methodology values benefits for employees from both SCE and the comparators using the salaried benefits plans. This was and has been done because the differences in benefits between union and non-union plans were found not to be significant enough to impact study results and the cost to value each benefit plan is prohibitive. Aon utilized SCE’s employee demographics profile to value benefits for SCE and all comparators.

SCE asked about the methodology used to value defined benefit retirement benefits. Al explained that Aon determines the value of a defined benefit plan at retirement and then discounts that value back to the effective date of the Study – 12/31/18. Aon then divides the value by years of service to determine the annual value which is the amount used to calculate benefits as a percent of total pay. SCE’s new defined contribution plan does not require this methodology. Aon looks at the six percent of base pay employer contribution and then adjusts that for any portion that is unvested to arrive at the annual value.

SCE asked Aon to highlight which changes in benefits is having the greatest impact on Study results.

– Al outlined that for the Utility peer group, the overall values declined modestly from the 2018 Study. Most of the reduction is a result of higher interest rates and different salary scale assumptions used in valuing the defined benefit retirement plans. Modest changes were made in the plans in place at the Study companies.

– There was even less change in the plan designs for benefits within the General Industry comparator group.

– The greatest impact on the change in Study results is from the changes SCE has made to the design of the retirement plans. Discontinuing the defined benefit plan and providing all retirement benefits through a defined contribution plan had the greatest impact on decreasing the value of SCE’s benefits.

Al walked through the illustrations of benefits valuations for each employee group covering the Utility valuations and the General Industry valuations separately. This analysis highlights that benefits values are different based on pay level with lower paid employees receiving a higher percentage of their total compensation from benefits and the value of medical benefits having greater influence for lower paid employees.

SCE asked a question about how medical plans are valued – specifically with regards to the heavy usage of an HMO plan at SCE vs. high deductible plans at many other companies. Al explained that the health care value represents the employer-provided medical benefit design rather than the cost of the plan. And even though the HMO allows for smaller employee contributions, SCE’s employer-provided value is lower than nearly all the comparator companies.

Alison asked if the report should reference SCE’s strategy for the better alignment of pay and benefits. SCE agreed that the topic should be addressed proactively with a paragraph or two in the report.


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– Include a summary of the change in benefits design strategy in the Study report

– Revise the benefit value illustration tables presented in the meeting to include labels and to add a column showing the cost as a total percentage of pay

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Date: June 7, 2019



Subject: Meeting Notes, June 7, 2019


Pamela Arnold Southern California Edison (SCE)Mark Bennett SCE Olga Buendia SCE Chuck Chan SCE George Grana SCE Al Kopec Aon Kathy Miller Aon Chelsea Penaloza Aon Alison Peterson Aon

Follow-Up on Action Items Aon Aon followed up several times with LADWP and CPUC to obtain executive compensation and

benefits data for use in the Study. The deadline for submission was May 28, 2019. CPUC did not respond to email requests. LADWP responded on June 5, well past the deadline. The team agreed that the time to revise the work and analysis to incorporate LADWP’s data would put the project timeline in jeopardy. In addition, the impact of the LADWP data is thought to be minor given that we have data from all other executive compensation and benefits peer companies. (completed)

Include a summary of the change in benefits design strategy in the Study report (in-process)

Revise the benefit value illustration tables presented in the meeting to include labels and to add a column showing the cost as a total percentage of pay (completed)

Complete the executive compensation analysis and total compensation analysis (completed)

SCE

Review practices of reporting pay data for single incumbent jobs and report back to the Study team (in-process)

June 7, 2019 The GRC Study Team Page 2

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Discussion Items Alison highlighted that the focus of this meeting is to review the valuation of executive compensation and benefits which were not available in prior meetings. In addition, the team will focus on reviewing the preliminary results of combining the compensation and benefits analysis for all employee groups into the total compensation analysis.

Al reviewed a summary of the benefits valuation results for executives. The value of executive benefits for SCE has dropped significantly versus the last study from about double the market to approximately 10% below market. While there was a 7% decrease in benefit value for the Study companies, the 60% decrease in benefit value for SCE led to the drop below market. The SCE benefit value decrease is due primarily to significant changes to the executive retirement plans including:

o Replacing the Defined Benefit (DB) pension with a Defined Contribution (DC) retirement plan

o Replacing the final average pay Supplementation Executive Retirement Plan (SERP) with an Executive Retirement Account

o Eliminating the non-qualified match from the Executive Deferred Compensation Plan (EDCP)

o Eliminating the Executive Survivor Benefit Plan

o Replacing the retiree medical plan with employer provided credits for a retiree health care account

Mark highlighted that the changes in benefits values are consistent with the Company’s strategy over the past three years to achieve better alignment on the mix of total compensation with market practice. That included increasing the value of the compensation components that have historically been below market for executives and some of the non-executive employee groups while simultaneously reducing the value of executive and employee benefits, which have historically been above market practice.

Al reviewed the methodology used to value executive benefits which was the same approach used in the 2015 and 2018 Studies. This includes the use of the SCE population to value both the company plans and the peer group plans and the use of a blended peer group made up of both utilities and general industry companies. He noted that the peer group was basically constant to the prior Study with the most notable exception being that LADWP did not submit their data in time for inclusion. Two companies from the prior Study were replaced due to mergers, acquisitions, and revenue size.

Mark asked if non-qualified benefits were included in the Study, and Al confirmed that they are. It was also noted that the pay-related benefits are driving the decrease in overall benefit values as the health care values, which are flat dollar amounts, become a less significant percent of pay as pay increases.

Mark asked about Aon’s insight with regard to executive benefits and the changes SCE has made. Aon referred to benefits prevalence data from Aon’s U.S. Executive Compensation Policies and Programs Report that notes the prevalence of enhanced executive benefits is declining, with the elimination of executive life, long-term disability, and medical, and replacing SERPs with simple restoration benefits to make up for Internal Revenue Code limits.

The team reviewed the updated Study coverage statistics that showed an increase in the number of executives covered by the Study from 15 in 2018 to 17 in 2021 moving from 34.9% to 45.9%. In addition, coverage increased for Physical/Technical (from 63.4%% to 64.7%), Clerical (from 83.2% to 85.5%) and for Professional/Technical (from 78.7% to 82.9%). Coverage decreased modestly for Manager/Supervisor by 1.0% from 65.9% to 64.9%

Alison reviewed the executive compensation results including base salary, total cash compensation (TCC) and Long-Term Incentives (LTI). Executives moved modestly closer to market on each of these components from -10.3% to -7.9% below market on base, -17.7% to -16.6% on TCC, and -21.5% to -17.8 on LTI. The increases in the compensation components were more than offset by the


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decline in the value of executive benefits. Overall executives moved from -8.3% below market on total compensation in the 2018 Study to -17.4% below market in the 2021 Study.

Twelve executive jobs either had a significant change in scope or were new to the Study in 2021. Five jobs remained the same.


– Note in the body of the report SCE’s strategy to shift the mix of total compensation to increase the value of compensation and decrease the value of benefits to better align with market practice.

– Provide detail of the executive job changes.

SCE:

– Determine the approach for reporting of pay data for individual incumbent jobs.

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Date: June 28, 2019



Subject: Meeting Notes, June 28, 2019


Pamela Arnold Southern California Edison (SCE)Mark Bennett SCE Chuck Chan SCE Penny Carter-Lockert SCE Jennifer Roberts SCE Stephen Lumel SCE George Grana SCE Al Kopec Aon Kathy Miller Aon Chelsea Penaloza Aon Alison Peterson Aon

Discussion Items The purpose of the meeting was to orient the Study Team to the draft Total Compensation Study (TCS) report and discuss the process and timing for completing the review and finalizing the report.

Alison walked through each section of the report and highlighted those parts that are in-process or that contain new or different information than prior Study reports. For example, the 2021 Study results were influenced by changes to SCE’s total compensation strategy and the changes in the design of compensation and benefits programs that resulted from the new strategy. These changes are highlighted in several sections of the report. In addition, the change to the generic job benchmarking methodology increased the number of jobs included in the Study and influenced the compensation results. Alison asked the team to focus on these sections of the report as they conducted their review.

The team discussed formatting the data in Appendix C which contains details of incumbent pay and market data for each benchmark job. With the increase in the number of benchmarks due to discontinuation of the generic benchmarking methodology, there is a significant increase in the number of single or low count incumbent jobs as compared to prior Studies. This will result in disclosure of actual employee pay levels for a much greater number of employees in this Appendix. The Team determined that we could retain the integrity of the Study but avoid reporting individual pay information by masking the functional designation for any jobs with between one and three incumbents. For example, instead of reporting the full job title for the Supervisor, Human Resources which is a single incumbent job where the pay data would easily be mapped to one employee, we would report the job as a “Supervisor”. The Team agreed that the report would include the Study job number but not the internal job code for the same reasons as above.

The Study Team will review the draft report and provide input back to Aon by July 9.


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Next Steps and Follow-Ups Action items for Aon include:

– Mask titles for jobs with one to three incumbents for detailed results reported in Appendix C.


– Review report and meeting notes and provide feedback by July 9. Pamela to consolidate feedback and send to Aon by July 10.

– Schedule next review meeting for the week of July 15 and reschedule final meeting the week of July 24.

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Date: July 15, 2019



Subject: Meeting Notes, July 15, 2019


Pamela Arnold Southern California Edison (SCE)Mark Bennett SCE Chuck Chan SCE Penny Carter-Lockert SCE Jennifer Roberts SCE Stephen Lumel SCE Al Kopec Aon Kathy Miller Aon Chelsea Penaloza Aon Alison Peterson Aon

Discussion Items The purpose of the meeting was to review edits to the draft Total Compensation Study (TCS) report that were submitted by SCE to Aon on July 9, 2019. The number of edits were small but there were a few open issues to discuss.

Alison led the team through a review of the revised draft report highlighting the open topics for discussion. Mark mentioned that it might be useful to describe that Aon followed the prescribed methodology from prior Studies and operated with independence and transparency in collecting market data, completing the competitive analysis, and developing recommendations for the Team’s consideration. Alison agreed to incorporate a comment into the Introduction section of the report to highlight that information. The Team agreed to remove references to the Generic Benchmarking methodology from the Study report since that approach is no longer in use and is not relevant for the 2021 TCS. Next, the Team reviewed a suggested format for reporting detailed results of employee pay and market data by job in Appendix C. During the July 15, 2019 Team meeting, the Team agreed to mask individually identifiable pay data so that we were not disclosing employees’ personal pay information. The team reviewed the proposed reporting format and agreed to a simplified format that would include employee titles but not the function or job family designation. This approach will be applied to all jobs and employees with three or fewer incumbents except for the top five most highly compensated executives. Actual compensation for the top five most highly compensated executives is already made public in other filings including the company’s proxy report. SCE will supply Aon with the top five most highly compensated executives for reference.

Aon will incorporate edits and provide a new draft to the Study Team by July 19.


– Incorporate edits into report and distribute to the Study Team by July 19

SCE:

– Provide list of top five most highly compensated executives to Aon by July 16


Appendix H: Measurement of Error


Measurement of Error Following is a description of how error was measured in conducting the 2021 Study.

Error Related to Assuming All Employees Receive Salaried Benefits Aon’s database does not have specific data for all employee types at all peer companies. However, eight companies in the peer group disclosed that they provide different benefits to union hourly than to salaried employees. When we evaluated the difference in benefits for these groups, we found that the primary difference was in the level of employer contributions toward active and retiree medical benefits with salaried employees paying approximately $87 less per year than union employees. When this is integrated with the full study group, salaried employees are paying approximately $18 less per year than union employees. When compared with the lowest pay for a Clerical employee (the group with the lowest pay), the impact on total compensation would be about 0.05 percent (equals $18 / $35,000 = .051 percent) of pay. This percentage would be lower for all other higher paid employees.

Aon compared all the benefit values for the Clerical employees who earn $35,000 and found the following summary data statistics:

$18,413 - mean

$1,803 - standard deviation

The calculated difference of $18 per year is clearly much smaller than one standard deviation for this employee group. The mean and standard deviation are both higher for higher paid employees.

Error Related to Benefit Aggregation To estimate the impact of aggregating benefit costs based on average pay data versus determining benefit costs for each employee, Aon looked at the benefits for employees at different pay levels within the Physical/Technical group, who had average pay of $55,200, and determined a simple average of their benefit costs. Aon then compared the average costs for these employees to the benefit cost for an employee in the Physical/Technical group who earns $55,200. Aon found that the difference between the average cost for the group and the cost for the sample employee was only $31 per year. This translates into about .06 percent of total compensation (equals $31/ $55,200 = .056 percent). For reference, Aon compared all of the benefit values for the Physical/Technical employees who earn $55,200 and found the following summary data statistics:

$18,590 - mean

$1,995 - standard deviation

The mean and standard deviation are both higher for higher paid employees.

Error Related to Job Matching Inaccuracies In prior Studies, to estimate the impact of job matching inaccuracies on survey error, Aon measured any dollar change in benchmark values resulting from changes made to benchmark positions during the review and validation process conducted jointly with ORA. Because Cal Advocates declined to participate in the 2021 Study, this process step could not be performed. However, in the 2012 and 2015 Studies, the validation process resulted in a measurement of error of -0.2 to +0.2 percent. For the 2021 Study, Aon has assumed a similar degree of error.



Appendix I: Glossary of Terms


Glossary of Terms The following terms are referenced in this report and are defined in this section for Study purposes.

Annuity A stream of payments, generally payable over a participant’s lifetime, but also payable for a limited time period or over the lives of a participant and beneficiary.

Annuity Factor An amount used to convert an annuity to an equivalent value paid in another form (e.g., single sum), or vice versa.

Average The arithmetic mean of a group of numbers (see “Mean” below).

Base Pay The fixed rate (whether hourly, weekly, monthly or annual), that an employee receives as compensation for work performed. Usually, these amounts are guaranteed.

Base Salary Compensation paid by the week, month or year rather than by the hour. Generally, a salary is a guaranteed amount that is not reduced for time not worked. Generally, salaries apply to higher-level professional or supervisory jobs that are exempt from the provisions of the Fair Labor Standards Act of 1938 (FLSA).

Benchmarking A process by which an organization seeks to identify information about other organizations and analyzes their practices (including pay) for comparison purposes. Benchmark jobs are specific titles used in the benchmarking process. Such jobs are commonly found at most organizations, have a high population, and perform a similar level of work.

Comparator The group of companies against which compensation and benefits are compared. Typically includes companies of similar size, in the same industry, that operate in the same geographic location, and with whom the Study company competes for talent.

Deferred Stock Units A form of long-term incentives that includes an award of units that correspond in number and value to a specified number of shares of stock. Units do not represent actual ownership or equity interest and typically are subject to vesting requirements and transferability restrictions.


Defined Benefit Formula/Points A formula is typically used in the calculation of an employee’s pension benefit. Often a point value, usually a combination of age and years of service (e.g., 55 years of age + 20 years of service = 75 “points”), influences the amount of benefit received.

Defined Benefit Pension Plan Both the Employee Retirement Income Security Act of 1974 (ERISA) and the Internal Revenue Code (IRC) define any plan that is not an individual account plan as a defined benefit pension plan. It is a pension plan that specifies the benefits, or the methods of determining the benefits, but not the level or rate of contribution. Contributions are determined actuarially on the basis of the pension benefits expected to become payable.

Defined Contribution Plan A defined contribution or individual account plan as defined by the Employee Retirement Income Security Act of 1974 (ERISA) and the Internal Revenue Code (IRC) is a plan that provides for an individual account for each participant and for benefits based solely on (1) the amount contributed to the participant’s account, plus (2) any income, expenses, gains and losses, and forfeitures of accounts of other participants that may be allocated to the participant’s account. The benefit amount actually received by the participant at retirement is unknown.

Demographic Profile and Assumptions Used in Valuing Benefits Since demographics of any group (such as age, marital status, length of service) affect the inherent value of the benefit package, it is important to use information that most closely reflects the experience of that group. To facilitate comparisons that focus on program design while minimizing the impact of differences in incumbent demographics, demographic data was collected from SCE and used to value the benefits for all companies in the Study. The value of benefits is determined by applying each benefit program to each individual in the demographic profile using SCE’s actuarial assumptions for all companies in the Study. Some of these assumptions, such as mortality (used for generating the group life insurance values) and rates of disability (used for generating the long-term disability values) are based on studies from the Society of Actuaries. Economic assumptions, such as interest rates and pay increases, are based on estimates of long-term future expectations.

EAPDIS The Edward A. Powell Data Information Solutions Study survey; formerly, the Edison Electric Institute Nonexempt Survey.

Employee Benefits A collection of noncash compensation elements, including, but not limited to, income protection, health coverage, retirement savings, and income supplements for employees, provided in whole or in part by employer payments.


FLSA The Fair Labor Standards Act (FLSA) of 1938 established overtime, record keeping, and a floor for minimum wage. It also determined the type of positions that are exempt from the overtime provisions. Federal law requires that “nonexempt” positions receive overtime pay for hours in excess of 40 worked in a week. Some states (e.g., California) require overtime pay for nonexempt positions for hours in excess of 8 worked in one day.

Health and Welfare Benefits Plans that provide dental, vision, disability, life insurance, medical, surgical, or hospital care, or benefits in the case of sickness, accident, death or unemployment.

Long-Term Incentives Any incentive plan that requires sustained performance of the firm for a period longer than one fiscal year. Most plans are based on stock value of an organization and may require investment by the participant. Stock options are the most common form of long-term incentive.

Mean A simple arithmetic average obtained by adding a set of numbers and then dividing the sum by the number of items in the set. A weighted average is used when there are multiple observations for one or more numbers in the set. In this case, the multiple observations are counted as individual observations and are included in the numerator and the denominator of the average calculation.

Median The median of a set of data is the value that half of the data are above, and half of the data are below. If there are an odd number of data points, the median is the value of the middle item when the data are arranged in ascending or descending order. If there are an even number of data points the median is the average of the two middle values when the data are arranged in ascending or descending order.

Performance Share Performance shares are a common form of long-term incentive. Typically, a performance share is a promise to provide a share of stock to a recipient at no cost, subject to achievement of performance goals over a specified time frame. The award of a performance share is usually structured so that the recipient forfeits the share if they terminate employment with the company.

Phantom Stock A long-term incentive, which is based on a hypothetical value of an organization’s equity (stock), rather than its actual equity. The incentive’s value is calculated based on a formula to derive the hypothetical (or phantom) value.


Restricted Stock Restricted stock is a common form of long-term incentive. Typically, a restricted share is a promise to provide a share of stock to a recipient at no cost. The share is usually “restricted” by a vesting schedule, so that the recipient forfeits the share if they terminate employment with the company.

Shift Differentials Shift differentials are a practice of paying a premium to employees who work a less desirable shift (evenings, weekends, holidays, etc.). Shift differentials consist of a base pay rate plus a premium. The base pay rate is typically the pay rate the employee would receive for working during a typical day-time shift.

Short-Term Incentives Usually a lump-sum payment (in cash) made in addition to an employee’s base salary for a fiscal or calendar year. Generally, these are formula-driven pay plans that are designed to reward the accomplishment of specific results. Plan awards can be based on individual, group, division, business-unit or company-wide performance, or a combination.

Standard Deviation In probability theory and statistics, the standard deviation of a statistical population, a data set, or a probability distribution is the square root of its variance. Standard deviation is a widely used measure of the variability or dispersion. It shows how much variation there is from the "average" (mean expected/budgeted value). A low standard deviation indicates that the data points tend to be very close to the mean, whereas high standard deviation indicates that the data is spread out over a large range of values.

Stock Appreciation Rights (SARs) This is a long-term incentive which allows the recipient to receive the increase in stock price of a share of stock over a specified maximum period of time. SARs are typically subject to vesting restrictions. They do not usually require that the recipient actually purchase shares of company stock.

Stock Options Stock options are the most commonly used form of long-term incentive. Stock options allow a recipient to purchase a share of stock at a fixed price, subject to vesting restrictions and contractual term. The recipient executes the purchase by “exercising” the option, allowing them to obtain the share, regardless of current price level, for the fixed contractual price.

Target/Actual Incentive Awards The planned or expected payout from an incentive plan is the target award. Usually, target incentives are expressed as a percentage of base salary. Actual incentive awards may be higher or lower than the target incentive award.


Total Cash Compensation The typical definition was used for this Study: the sum of annual base pay and annual incentives provided by an employer to an employee. In some cases, total cash compensation also includes spot bonuses or other cash awards. For this Study, spot bonuses were excluded due to lack of consistent, reliable data among comparator groups. Additionally, overtime pay was excluded from the Study because it varies with company operating policies and staffing practices.

Total Compensation Total Compensation is the sum of all elements of compensation provided by an employer to an employee. For Study purposes, the Team defined it to include annualized base pay, incentives, and benefit values. In other studies, other extrinsic elements of pay may be included. (For example, overtime pay and shift differentials). In some definitions, intrinsic awards (e.g., job satisfaction) are considered a part of total compensation, but these are not quantifiable and consequently not included in total compensation studies.

Documents

Total Compensation Study...methodology used in the 2015 and 2018 Studies to value total compensation for the 2021 Study with the exception of valuing Paid-Time-Off (PTO) as a separate