Water Utility Compensation and Employee/Contractor ...extension.msstate.edu/.../publications/P3412_web.pdf · and Employee/Contractor Retention Survey Results 2018. ... Table 7. Average

Water Utility Compensation and Employee/Contractor Retention Survey Results

2018

ContentsIntroduction ......................................................................................................................................................................... 1Survey Design ...................................................................................................................................................................... 1Water Organization Characteristics ............................................................................................................................. 2 Figure1.Percentageof organizationsizeclassificationsbytreatmentclass ....................................................................... 3 Table1.Numberof respondingorganizationsbyorganizationsize,treatmentclass,andorganizationalstructure ......... 3 Table2.Numberof organizationsbyorganizationregion ................................................................................................ 4Workforce and Organizational Structure ..................................................................................................................... 4 Table3.Averagenumberof employeesandcontractorsbyorganizationsize .................................................................. 4 Table4.Averagenumberof employeesandcontractorsbytreatmentclass ...................................................................... 5 Table5.Averagenumberof employeesandcontractorsbyorganizationtype ................................................................. 5 Table6.Averagenumberof employeesandcontractorsbyorganizationregion .............................................................. 5Compensation and Longevity Overview ...................................................................................................................... 6 Table7.Averagemonthlygrosscompensationforemployeesandcontractorsbyorganizationsize ................................. 6 Table8.Averagelengthof tenureforemployeesandcontractorsbyorganizationsize .................................................... 7 Table9.Averagemonthlygrosscompensationforemployeesandcontractorsbyorganizationtreatmentclass .............. 7 Table10.Averagelengthof tenureforemployeesandcontractorsbyorganizationtreatmentclass ................................ 7 Table11.Averagemonthlygrosscompensationforemployeesandcontractorsbyorganizationtype ............................ 8 Table12.Averagelengthof tenureforemployeesandcontractorsbyorganizationtype ................................................. 8 Table13.Averagemonthlygrosscompensationforemployeesandcontractorsbyorganizationregion .......................... 9 Table14.Averagemonthlylengthof tenureforemployeesandcontractorsbyorganizationregion ................................ 9Employee/Contractor Retention ................................................................................................................................. 10Appendix I – General Manager ..................................................................................................................................... 13 TableA-I-1.Percentage/numberof organizationsreportingageneralmanagerandaverage lengthof tenureforthispositionbyorganizationsize ................................................................................. 13 TableA-I-2.Averagemonthlygrosscompensationforgeneralmanagersandbenefitspackages foremployeegeneralmanagersbyorganizationsize ................................................................................... 14 TableA-I-3.Percentage/numberof organizationsreportingageneralmanagerandaverage lengthof tenureforthispositionbyorganizationtreatmentclass ............................................................... 14 TableA-I-4.Averagemonthlygrosscompensationforgeneralmanagersandbenefitspackages foremployeegeneralmanagersbyorganizationtreatmentclass ................................................................. 15 TableA-I-5.Percentage/numberof organizationsreportingageneralmanagerandaverage lengthof tenureforthispositionbyorganizationtype ................................................................................ 15 TableA-I-6.Averagemonthlygrosscompensationforgeneralmanagersandbenefitspackages foremployeegeneralmanagersbyorganizationtype .................................................................................. 16 TableA-I-7.Percentage/numberof organizationsreportingageneralmanagerandaverage lengthof tenureforthispositionbyorganizationregion ............................................................................. 16 TableA-I-8.Averagemonthlygrosscompensationforgeneralmanagersandbenefitspackages foremployeegeneralmanagersbyorganizationregion .............................................................................. 17Appendix II – Designated Operator ............................................................................................................................ 18 TableA-II-1.Percentage/numberof organizationsreportingadesignatedoperatorandaverage lengthof tenureforthispositionbyorganizationsize................................................................................ 18 TableA-II-2.Averagemonthlygrosscompensationfordesignatedoperatorsandbenefitspackages foremployeedesignatedoperatorsbyorganizationsize ............................................................................ 19 TableA-II-3.Percentage/numberof organizationsreportingadesignatedoperatorandaverage lengthof tenureforthispositionbyorganizationtreatmentclass ............................................................. 20 TableA-II-4.Averagemonthlygrosscompensationfordesignatedoperatorsandbenefitspackages foremployeedesignatedoperatorsbyorganizationtreatmentclass .......................................................... 21 TableA-II-5.Percentage/numberof organizationsreportingadesignatedoperatorandaverage lengthof tenureforthispositionbyorganizationtype .............................................................................. 21

i

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TableA-II-6.Averagemonthlygrosscompensationfordesignatedoperatorsandbenefits packagesforemployeedesignatedoperatorsbyorganizationtype ............................................................ 22 TableA-II-7.Percentage/numberof organizationsreportingadesignatedoperatorandaverage lengthof tenureforthispositionbyorganizationregion ........................................................................... 22 TableA-II-8.Averagemonthlygrosscompensationfordesignatedoperatorsandbenefits packagesforemployeedesignatedoperatorsbyorganizationregion ......................................................... 23Appendix III – Billing Clerk ........................................................................................................................................... 24 TableA-III-1.Percentage/numberof organizationsreportingabillingclerkandaverage lengthof tenureforthispositionbyorganizationsize .............................................................................. 24 TableA-III-2.Averagemonthlygrosscompensationforbillingclerksandbenefitspackagesfor employeebillingclerksbyorganizationsize .............................................................................................. 24 TableA-III-3.Percentage/numberof organizationsreportingabillingclerkandaveragelength of tenureforthispositionbyorganizationtreatmentclass ....................................................................... 25 TableA-III-4.Averagemonthlygrosscompensationforbillingclerksandbenefitspackages foremployeebillingclerksbyorganizationtreatmentclass ...................................................................... 25 TableA-III-5.Percentage/numberof organizationsreportingabillingclerkandaverage lengthof tenureforthispositionbyorganizationtype ............................................................................. 26 TableA-III-6.Averagemonthlygrosscompensationforbillingclerksandbenefitspackages foremployeebillingclerksbyorganizationtype ....................................................................................... 26 TableA-III-7.Percentage/numberof organizationsreportingabillingclerkandaveragelength of tenureforthispositionbyorganizationregion ..................................................................................... 27 TableA-III-8.Averagemonthlygrosscompensationforbillingclerksandbenefitspackages foremployeebillingclerksbyorganizationregion .................................................................................... 28Appendix IV – Meter Reader ......................................................................................................................................... 29 TableA-IV-1.Percentage/numberof organizationsreportingameterreaderandaverage lengthof tenureforthispositionbyorganizationsize .............................................................................. 29 TableA-IV-2.Averagemonthlygrosscompensationformeterreadersandbenefitspackages foremployeemeterreadersbyorganizationsize ...................................................................................... 30 TableA-IV-3.Percentage/numberof organizationsreportingameterreaderandaverage lengthof tenureforthispositionbyorganizationtreatmentclass ............................................................ 30 TableA-IV-4.Averagemonthlygrosscompensationformeterreadersandbenefitspackages foremployeemeterreadersbyorganizationtreatmentclass .................................................................... 31 TableA-IV-5.Percentage/numberof organizationsreportingameterreaderandaverage lengthof tenureforthispositionbyorganizationtype ............................................................................. 31 TableA-IV-6.Averagemonthlygrosscompensationformeterreadersandbenefitspackages foremployeemeterreadersbyorganizationtype ..................................................................................... 32 TableA-IV-7.Percentage/numberof organizationsreportingameterreaderandaverage lengthof tenureforthispositionbyorganizationregion .......................................................................... 32 TableA-IV-8.Averagemonthlygrosscompensationformeterreadersandbenefitspackages foremployeemeterreadersbyorganizationregion .................................................................................. 33Appendix V – Maintenance and Repair ...................................................................................................................... 34 TableA-V-1.Percentage/numberof organizationsreportingmaintenanceandrepairpersonnel andaveragelengthof tenureforthispositionbyorganizationsize ............................................................ 34 TableA-V-2.Averagemonthlygrosscompensationformaintenanceandrepairsandbenefits packagesforemployeemaintenanceandrepairsbyorganizationsize ....................................................... 35 TableA-V-3.Percentage/numberof organizationsreportingmaintenanceandrepairpersonnel andaveragelengthof tenureforthispositionbyorganizationtreatmentclass.......................................... 35 TableA-V-4.Averagemonthlygrosscompensationformaintenanceandrepairsandbenefits packagesforemployeemaintenanceandrepairsbyorganizationtreatmentclass ..................................... 36 TableA-V-5.Percentage/numberof organizationsreportingmaintenanceandrepairpersonnel andaveragelengthof tenureforthispositionbyorganizationtype .......................................................... 36

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TableA-V-6.Averagemonthlygrosscompensationformaintenanceandrepairsandbenefits packagesforemployeemaintenanceandrepairsbyorganizationtype ...................................................... 37 TableA-V-7.Percentage/numberof organizationsreportingmaintenanceandrepairpersonnel andaveragelengthof tenureforthispositionbyorganizationregion ....................................................... 37 TableA-V-8.Averagemonthlygrosscompensationformaintenanceandrepairsandbenefits packagesforemployeemaintenanceandrepairsbyorganizationregion .................................................. 38Appendix VI – Other Operators ................................................................................................................................... 39 TableA-VI-1.Percentage/numberof organizationsreportingotheroperatorsandaverage lengthof tenureforthispositionbyorganizationsize .............................................................................. 39 TableA-VI-2.Averagemonthlygrosscompensationforotheroperatorsandbenefitspackages foremployeeotheroperatorsbyorganizationsize.................................................................................... 40 TableA-VI-3.Percentage/numberof organizationsreportingotheroperatorsandaverage lengthof tenureforthispositionbyorganizationtreatmentclass ............................................................ 40 TableA-VI-4.Averagemonthlygrosscompensationforotheroperatorsandbenefitspackages foremployeeotheroperatorsbyorganizationtreatmentclass ................................................................. 41 TableA-VI-5.Percentage/numberof organizationsreportingotheroperatorsandaverage lengthof tenureforthispositionbyorganizationtype ............................................................................. 41 TableA-VI-6.Averagemonthlygrosscompensationforotheroperatorsandbenefitspackages foremployeeotheroperatorsbyorganizationtype .................................................................................. 42 TableA-VI-7.Percentage/numberof organizationsreportingotheroperatorsandaverage lengthof tenureforthispositionbyorganizationregion .......................................................................... 42 TableA-VI-8.Averagemonthlygrosscompensationforotheroperatorsandbenefitspackages foremployeeotheroperatorsbyorganizationregion ............................................................................... 43Appendix VII – Administrative Support ..................................................................................................................... 44 TableA-VII-1.Percentage/numberof organizationsreportingadministrativesupportpositions andaveragelengthof tenureforthispositionbyorganizationsize ........................................................ 44 TableA-VII-2.Averagemonthlygrosscompensationforadministrativesupportpositionsand benefitspackagesforemployeeadministrativesupportpositionsbyorganizationsize ........................... 45 TableA-VII-3.Percentage/numberof organizationsreportingadministrativesupportpositions andaveragelengthof tenureforthispositionbyorganizationtreatmentclass ...................................... 45 TableA-VII-4.Averagemonthlygrosscompensationforadministrativesupportpositionsandbenefits packagesforemployeeadministrativesupportpositionsbyorganizationtreatmentclass ...................... 46 TableA-VII-5.Percentage/numberof organizationsreportingadministrativesupportpositions andaveragelengthof tenureforthispositionbyorganizationtype ....................................................... 46 TableA-VII-6.Averagemonthlygrosscompensationforadministrativesupportpositionsand benefitspackagesforemployeeadministrativesupportpositionsbyorganizationtype .......................... 47 TableA-VII-7.Percentage/numberof organizationsreportingadministrativesupportpositions andaveragelengthof tenureforthispositionbyorganizationregion .................................................... 47 TableA-VII-8.Averagemonthlygrosscompensationforadministrativesupportpositionsand benefitspackagesforemployeeadministrativesupportpositionsbyorganizationregion ....................... 48

1

IntroductionThepublicwatersystemsinMississippiareestimatedtoservealmost2.9millionpeopleeachyear.Manyindividu-alsinthestateareservedbymultiplepublicwatersystems(home,work,school,church,etc.).Watersystemsmustbeoperatedinasafeandeffectivemanner,andthestateof Mississippihasdoneanexceptionaljobdoingso.Thestate’swatersupplyprimacyagency,theMississippiStateDepartmentof HealthBureauof PublicWaterSupply(MSDH–BPWS),hasdevelopeduniqueandinnovativeprogramsthat,inmanycases,haveledthenation.AnexampleisthelegislativelymandatedPublicWaterSystemBoardManagementTrainingProgramthatisrequiredforallwaterassociationsandmunicipalitieswithapopulationof 10,000residentsorfewer. Eighty-eightpercentof theover1,100publicwatersystemsinMississippiareconsideredcommunitywatersystems.Forawatersystemtobeconsideredacommunitywatersystem,itmustsupplywatertoatleast15serviceconnectionsor25residentsonanannualbasis.Manyof thesesystemswerecreatedinthe1960stoprovidesafedrinkingwatertoruralareasthroughprogramsdevelopedandimplementedbytheFarmersHomeAdministration(currentlyU.S.Departmentof AgricultureRuralDevelop-ment).Today,manyof thesesystemsfacesubstantialchal-lenges,includinganagingworkforceandinfrastructure,increasedlegalmandatesandregulations,andsuboptimalmanagementpractices.Of thesechallenges,onethatneedspromptattentionintoday’soperatingenvironmentisthemanagementof acommunitywatersystem’shumancapital. Humancapitalisthewatersystem’smostvaluableassetbecauseitisthekeyfactorinthewatersystem’sabilitytodeliversafewatertoitscustomers.Itisalsooneof thehighestexpendituresof theutility;inmostlocalgovernmentorganizations,employeesalariesandfringebenefitscomprisebetween50and75percentof thetotaloperatingbudget,andwaterutilitiesdonotdeviatefromthissubstantially(thisdoesnotincludethecapitalcostsof constructingtreatmentplants,installingdistributionlines,etc.).Theimportanceof investinginhumancapitalisunderscoredbythechangesoccurringasthebabyboomergenerationleavestheworkforce.Theabilitytoattractandretaintalented,highlycompetentemployeesinrapidlychangingtimeswillhelptocontaincostlyturnoverandalossof institutionalknowledge.However,littleefforthasbeendevotedtounderstandingthecompensationandbenefitsprovidedtoemployeesandcontractorsof Mis-sissippi’scommunitywatersystemsandhowthesevaryacrossfactorssuchassystemsize,treatmentclass,organi-zationtype,andgeographicregion. Tohelpcommunitywaterutilitiesfillthisknowledgegap,MississippiStateUniversityExtensionServicefacultysurveyedthestate’spublicwatersystemsin2004,2012,and2018togatherinformationaboutthecompensationandbenefitsprovidedtoworkersinMississippi’scommu-nitywatersystems.Ourgoalwastoreviewthecharacter-

isticsof variouswaterutilitypositions(suchascompensa-tion,benefits,andyearsof service)andhowtheserelatetothecharacteristicsof awaterutility(populationserved,complexityof watertreatment,organizationalstructureandlocation).Theinformationgatheredalsoallowedustocontrastemployeebenefitsprovidedbywaterutilitiesandtoidentifykeyfactorsthatinfluencetheyearsof serviceamongpersonnel. Wehopethatthefindingsfromthisstudyareof benefittowatersystemofficialsindevelopingfairandcompetitivepayandbenefitsstructuresdesignedtonotonlyrecruit,butalsoretain,qualityemployeeswhosupportandcon-tributetotheorganization’scultureandgoals. Equitablecompensationandbenefitsplansfosterahigh-qualityworkenvironmentthatsupportstherecruit-ment,training,motivation,andretentionof adiversegroupof qualityemployees.Jobdescriptionsshouldbeaccurateandthoroughlydescribethejobbeingper-formed,andpaystructuresshouldreflecttheresponsibilityandskillsrequiredfortheposition,aswellasaccountforcost-of-livingandsuperior-performanceadjustmentsincompensation.

Survey DesignTherearemanyfactorsthatimpactthecomparabilityof publicwatersystems,suchasoperatingbudgets,commu-nityandorganizationalpriorities,levelof outsourcing,geography,anddepartmentalorganization.Althougheveryeffortwasmadetostandardizeavailabledata,notallservices,functions,orpositionscouldbeincludedinthisanalysisorappearinawaythatprovidesastraight-forwardcomparisonamongpeercohorts.Jobdescriptionswithsimilaroroverlappingdutiesandresponsibilitieswereconsolidatedforreportingpurposes.Itisimportanttonotethatalldatacollectedforthisstudyareself-reportedandunaudited. Inordertoaccuratelydeterminetheaveragecompensa-tionlevelsbyoccupation,yearsof service,benefitpackagesavailable,etc.,watersystemsweregroupedintoorganiza-tionsbasedontheresponsibleofficialandmailingaddress.Mostorganizationswerecomposedof onlyonesystem,butmanyorganizationswerecomposedof uptonineindividualwatersystems.Thelogicusedinthisgroupingisquitesimple:anorganizationthatiscomprisedof threewatersystemsmayonlyemployonecertifiedwaterworksoperator.Thisorganizationwouldbeunlikelytoemployseparatecertifiedoperatorsforeachsystemand,thus,usingaper-systembasis,ratherthanaper-organizationbasis,couldsignificantlyskewtheresults.Throughouttheremainderof thispublication,thetermorganizationwillcarrythismeaningunlessotherwisespecified. Surveysweresentto843organizations(representing1,043individualwatersystems).Effortsweremadetoexcludenon-communitysystems,althoughthiseffortwasnotentirelysuccessful.Onehundredfifty-eightorgani-zationscompletedandreturnedthesurveyinstruments(aresponserateof 18.7percent).However,foursurveys

2

werediscardedbecausetheyweresubmittedbyschoolsorfederalprograms.Thisresultedin154responsesbeingincludedintheanalysis(aneffectiveresponserateof 18.3percent). The154organizationsrespondingtothesurveyrep-resented185individualwatersystemsasdefinedbytheMississippiStateDepartmentof Health–Bureauof PublicWaterSupply(MSDH–BPWS).Onehundredthirty-threeorganizationswerecomprisedof onesystem,15organiza-tionswerecomprisedof twosystems,threeorganizationswerecomprisedof threesystems,twoorganizationswerecomprisedof foursystems,andoneorganizationwascom-prisedof fivesystems. Eachorganizationwasaskedtocompleteasinglesurvey.Organizationswereaskedtorespondtosurveyquestionsregardingnumberof employees/contractors,paystructure/scale,insuranceandretirementbenefits,vehicleandmileagereimbursement,andotherfringebenefitsthatreflecttheorganizationasawhole.Dataconcerningsystemsize,treatmentclass,typeof organiza-tion,andgeographiclocationwereverifiedusingamasterlistof systeminformationandcharacteristicsprovidedbyMSDH–BPWS.

Water Organization Characteristics WaterorganizationsinMississippicanbeclassifieddifferentlydependingonthesizeof thepopulationtheyserve,thecomplexityof thewatertreatmentprocessusedbytheorganizationintheindividualsystems,thetypeof management/governingboardusedbytheorganization,andthegeographiclocationof thestateinwhichtheyarelocated.Thereareundoubtedlyotherpossibleclassifica-tions,butthesearetheprimaryfactorstypicallydiscussedwhencomparingcontractorandemployeecompensationandyearsof service. Akeyfactorinclassifyingwaterorganizationsfocusesonthesizeof thepopulationserved.1Thesmallestre-spondingorganizationreportedservingapopulationof 62people,whilethelargestrespondingorganizationservedapopulationof 29,172.Sixteenof theresponses(10.4per-cent)werefromorganizationsconsideredtobeverysmall,and95of therespondingorganizations(61.7percent)

wereclassifiedassmall.Thirty-fourof therespondingor-ganizations(22.1percent)wereclassifiedasmedium,andtheremainingnineorganizations(5.8percent)werecon-sideredlarge.Thisclassificationof organizationsratherthanindividualsystemsisnotacommonpractice,butweconsidereditacceptableforthepurposeof thispublicationbecauseitprovidedacommonlyunderstooddelineation. Sincedifferentwatertreatmenttechniquesrequiredifferentlevelsof expertiseforthecertifiedwaterworksoperator(andperhapsmanagementanddistributionpersonnel,aswell),itisalsoadvantageoustoclassifytheorganizationsbytreatmentclass.2Oneorganizationmaycontainmultiplesystemsthatfallintomultipletreatmentclasses,soweclassifytheorganizationbythemostcom-plextreatmentclassusedbytheorganization’ssystems.Forexample,anorganizationthatconsistsof oneClassBsystemandtwoClassCsystemswouldbeclassifiedasaClassBorganization. Ninety-twoof therespondingorganizations(59.7percent)wereclassifiedasClassDtreatmentorganiza-tions,while33organizations(21.4percent)wereClassC,21organizations(13.6percent)wereClassB,5organiza-tions(3.2percent)wereClassE,and3organizations(1.9percent)wereClassA.Furthermore,10organizations(6.5percent)indicatedthattheypurchasebetween3and100percentof thewatersold.Of these10responses,fiveorga-nizationswereClassEorganizationsthatpurchase100percentof theirwater,whiletheremainingfivepurchasedfinishedwaterfromotherorganizationsinadditiontotreatinggroundwater. Regardingmanagementtype,100(64.9percent)of therespondingorganizationswereclassifiedaswaterasso-ciations,while48(31.2percent)weremunicipalwaterutilities.Thiscomparesfavorablytotheoveralldistributionof waterorganizationsinthestate,witharound55per-centbeingorganizedasassociationsand32percentbeingutilitiesgovernedbyamunicipality.Theremainingsixresponses(3.9percent)wereclassifiedasutilities,districts,orprivatelyownedcommunityorganizations.Figure 1 showsthepercentageof organizationsineachsizecatego-rybrokenintothevarioustreatmentclasses,whileTable 1presentsthesameinformationinanumericalformat.

1 Servedpopulationiscalculatedas2.6peoplepersystemconnection.Forthepurposesof thispublication,thefollowingcommonlyaccepted definitionsareusedtoclassifywaterorganizationsbysize: • Very Small–servesapopulationof 500fewer • Small –servesapopulationbetween501and3,300,inclusive • Medium–servesapopulationbetween3,301and10,000,inclusive • Large–servesapopulationof morethan10,0002 TreatmentclassesdefinedbytheMississippiStateDepartmentof Health–Bureauof PublicWaterSupplyareasfollows: • Class A–organizationshavingsurfacewatertreatment,limesoftening,orcoagulationandfiltrationfortheremovalof constituentsotherthan ironormanganese. • Class B–organizationshavingtwoormoreClassCtreatmentfacilities,withironormanganeseremovalfacilitiesbreakingpressureor requiringflocculationand/orsedimentation,asystemusingmembranefiltration,orionexchangetreatment. • Class C–organizationswithaeration,pHadjustment,corrosioncontrol,orclosedpressuretypefacilities. • Class D–organizationsthatprovidenotreatmenttothewaterotherthanchlorination,fluoridation,ordirectchemicalfeed. • Class E–organizationsthatpurchaseallfinishedwaterfromothersystems. (Source:RecommendedMinimumPerformanceGuidelinesforCertifiedWaterworksOperatorsintheStateof Mississippi,MississippiDepartmentof Health.)

Figure 1. Percentage of organization size classifications by treatment class.

Organization Management

Organization Treatment Class

Organization SizeVery Small Small Medium Large Total

Priva

te

ABCD 1 1 2

E

Distr

ict

A 1 1

BCD 1 1 1 3

E

Mun

icipa

l

A 1 1

B 4 2 6

C 4 2 3 9

D 3 21 6 2 32

E

Asso

ciatio

n

A 1 1

B 9 6 15

C 16 8 24

D 11 35 8 1 55

E 5 5

Total 16 97 34 9 154

Table 1. Number of responding organizations by organization size, treatment class, and organizational structure.

3

4

Duetotheplace-basednatureof waterutilitiesandtheinfluencethatneighboringutilitiesexertonmanyfunc-tionsof thewaterorganization,particularlyonpricinglevelsandstructures,organizationswereclassifiedbythegeographicregionof thestateinwhichtheyarelocated.3 Thedistributionof respondentorganizationscloselyresembledthedistributionof allorganizationsinthestatebygeographicregion.Therearetwoexceptions.First,theDeltaregionishometo16.1percentof theorganizationsinthestate,butonly8.4percentof therespondentorgani-zationscamefromthisregion.Second,theHillsregionishometo23.6percentof thestate’sorganizations,but30.5percentof therespondentswereinthisregion. Table 2presentsthenumberandpercentageof respondingorganizationsandallorganizationsinthestatebygeo-graphicregion.Thelargestnumbersof

respondentorganizationsarelocatedintheHillsregion,whilethelowestnumberof respondentsarelocatedintheDeltaregion,thusreflectingthedifferencesintherespon-dentversuspopulationdistributionspreviouslymentioned.

3TheCapital/River Regionconsistsof thefollowingcounties:Adams,Amite,Claiborne,Copiah,Franklin,Hinds,Jefferson,Lawrence,Lincoln, Madison,Pike,Rankin,Simpson,Walthall,Warren,andWilkinson. TheCoastal Regionconsistsof thefollowingcounties:Covington,Forrest,George,Greene,Hancock,Harrison,Jackson,JeffersonDavis,Jones, Lamar,Marion,PearlRiver,Perry,Stone,andWayne. TheDelta Regionconsistsof thefollowingcounties:Bolivar,Coahoma,Holmes,Humphreys,Issaquena,Leflore,Quitman,Sharkey,Sunflower, Tallahatchie,Tunica,Washington,andYazoo. TheHills Regionconsistsof thefollowingcounties:Alcorn,Benton,Calhoun,DeSoto,Grenada,Itawamba,Lafayette,Lee,Marshall,Panola, Pontotoc,Prentiss,Tate,Tippah,Tishomingo,Union,Webster,andYalobusha. ThePines Regionconsistsof thefollowingcounties:Attala,Carroll,Chickasaw,Choctaw,Clarke,Clay,Jasper,Kemper,Lauderdale,Leake, Lowndes,Monroe,Montgomery,Neshoba,Newton,Noxubee,Oktibbeha,Scott,Smith,andWinston.

Respondent Organizations All Organizations

Region Number Percentage Number Percentage

Capital/River Region 29 18.8 148 17.6

Coastal Region 27 17.5 162 79.2

Delta Region 13 8.4 136 16.1

Hills Region 47 30.5 199 23.6

Pines Region 38 24.7 198 23.5

Total 154 100.0 843 100.0

Table 2. Number of organizations by organization region.

Workforce and Organizational StructureOnehundredtwenty-sixof therespondingorganizations(81.8percent)providedthenumberof employeesassoci-atedwiththeirorganization,while73organizations(47.4percent)providedthenumberof contractorsassociatedwiththeirorganization.Table 3showstheaveragenum-berof employeesfororganizationsthatreportemployeesandtheaveragenumberof contractorsfororganizationsthatreportusingcontractors,basedonorganizationsize.Whilethenum-berof employeesforalargeorgani-zationisexpectedtobehigherthanthatof asmallerorganization,itisworthnotingthatthereportednum-berof workersinthisstudyishighforlargeorganizationsduetooneutilitydistrictintheCoastalregionof thestatereportinganatypicallyhighnumberof employeesandcontrac-tors.Thismaybeduetoanexcep-tionallylargecertificatedareaand

thehighnumberof connectionsthisutilitydistrictserves.Asmightbeexpected,theaveragenumberof employeesincreasesasthesizeof theorganizationincreases(thistrendismaintainedevenwhentheaforementionedutilitydistrictisexcluded).Itisimportanttorememberthatthesizeclassificationisbasedsolelyonthepopulationservedbytheorganizationanddoesnotaccountforinfrastruc-turefactorssuchasthemilesof distributionlineorthenumberof wells.

Organization Size Average Number of Employees

Average Number of Contractors

Average Number of Total Workers (both Employees and Contractors)

Very Small 2.6 2.4 4.8

Small 4.0 2.1 6.1

Medium 9.2 2.8 9.1

Large 34.1 22.3 65.3

Table 3. Average number of employees and contractors by organization size.

5

Table 4showstheaveragenumberof employeesandcontractorsbasedonorganizationtreatmentclass.Itiscommonlyacceptedthatthenumberof workersforamorecomplextreatmentplantwillbehigherduetowater

treatmentcostsandthatorganizationsusingmorecom-plextreatmentmethodsusuallyhavelargerpopulationsamongwhichthetreatmentcostisallocated.However,itisimportanttonotethat,fromthestandpointof this

survey,thehighernumberof workersintheClassAcategoryisdueprimarilytothehighnumberof employeesandcontractorsusedbythepreviouslymen-tionedutilitydistrict.Also,thehighernumberof employeesfoundintheClassCcategoryisduetoonemunicipalityreportingalargerthanexpectednumberof employees.Itispossiblethatthismu-nicipalityreportedallcityworkerswhohaveevenatangentialrelationshipwiththewaterutility.


Average Number of Employees


Average Number of Total Workers (both Employees and

Contractors)

Class A 46.7 34.0 69.3

Class B 5.9 2.3 6.7

Class C 10.6 2.0 9.9

Class D 5.2 2.3 5.1

Table 4. Average number of employees and contractors by treatment class.

Finally,Table 6presentstheaveragenumberof employ-eesandcontractorsbasedontheregionof Mississippi

inwhichtheorganizationislocated.Whilethereissomevariationacrossregions,thepreviouslymentionedutility

districtwiththehighnumberof work-ersislocatedintheCoastalregionandthemunicipalitywiththerelativelyhighnumberof workersislocatedintheHillsregion.Also,theCoast-al,Hills,andCapital/Riverregionseachhostthreelargeorganizationsasclassifiedbythesizeof thepopulationserved.

OrganizationRegion




Contractors)

Capital/River Region

6.5 2.2 7.6

Coastal Region 10.3 9.7 11.3

Delta Region 9.6 2.4 6.4

Hills Region 7.2 2.3 7.2

Pines Region 6.1 1.8 5.7

Table 6. Average number of employees and contractors by organization region.

Table 5showsthenumberof work-ersbasedonorganizationtype.Themostcommontypesof organizationalstructuresrespondingtothesurveyweremunicipalities,associations,util-itydistricts,andprivateorganizations.Utilitydistrictsreportedhavingthemostemployees(anaverageof 33.8employ-eesperorganization)andcontractors(anaverageof 33.0contractorsperorganization),butthiswasprimarilyduetothepreviouslymentionedutilitydistrict.Municipalorganizationsre-portedanaverageof 11.8employeesand2.4contractors;associationsreportedanaverageof 3.8employeesand2.2contractors;andprivateorganizationsreportedanaverageof 2.0employeesandnocontractors.Municipalorganiza-

tionsownedbycitygovernmentsgenerallyofferadditionalservices(wastewater,gas,electricity,etc.)and,therefore,mayhavemoreofficestaff,maintenancestaff,aconsultingengineer,oranattorneycontributingtotheaveragenum-berof reportedemployeesandcontractors.

Organization Classification




Contractors)

Municipal 11.8 2.4 9.1

Association 3.8 2.2 3.1

District 33.8 33.0 33.5

Private 2.0 N/A4 2.0

Table 5. Average number of employees and contractors by organization type.

4N/Aindicatesthatnodatawerereportedforthespecificpositionandclassification(i.e.,noprivatelyownedwaterorganizationsreportedusing contractors).

6

Compensation and Years of Service OverviewThefollowingtablesprovidecompensationandyearsof service(lengthof employment/associationbyemployees/contractors)withtheorganizationbyjobclassificationandanalysisfactor.Whileadetailedanalysisof eachpositionbyorganizationfactorcanbefoundintheappendices,thereareseveralgeneralanalysisresults: •Employeewagestendtobehigherthancontractor compensationforallpositionsandorganizationfactors.

•Smallandmediumorganizationshavethelongest averageyearsof serviceformostpositionsinboththe employeeandcontractorcategories.

•Bothemployeewagesandcontractorcompensation tendtoincreaseforallpositionsasthesizeof the organization increases.

•TreatmentClassEorganizationstendtohavethe longestaverageyearsof serviceforbothemployees andcontractorsinallpositions;however,thesmall

numberof treatmentClassEorganizationspreclude theestablishmentof asolidtrendfortheseorganiza- tions.TreatmentClassCorganizationshavethe longestaverageyearsof serviceforbothemployees andcontractorsinthegeneralmanager,designated operator,billingclerk,andmeterreaderpositions.

• Ingeneral,employeewagesandcontractorcompensa- tiontendtoincreaseastreatmentcomplexityincreases.

•Associationstendtohavethelongestaverageyears of serviceforbothemployeesandcontractorsinall positions.

•Utilitydistrictstendtohavethehighestlevelof monthlygrosswagesforemployees,followedby municipalitiesandthenassociations.Municipalities tendtohavethehighestlevelof compensationfor contractors,followedbyassociations.Privateorgani- zationsdidnotdisclosewageorcompensationinfor- mation,andutilitydistrictshaverelativelyfew contractorsintheanalyzedpositions.

Employee Contractor

Very Small Small Medium Large Very

Small Small Medium Large

General Manager 845 2,221 4,022 5,761 413 1,336 N/D5 N/A

Designated Operator 805 2,190 4,030 3,879 895 1,617 3,295 N/A

Billing Clerk 635 1,660 2,431 N/A 350 1,700 N/D N/A

Meter Reader 419 1,581 2,376 3,043 509 923 2,552 N/A

Maintenance and Repair

1,600 2,180 2,382 2,274 345 1,981 10,000 N/D

Other Operators 923 1,930 3,044 2,990 N/A 788 N/D N/D

Administrative Support 580 2,101 3,138 2,704 N/A 1,100 N/A N/A

Table 7. Average monthly gross compensation ($) for employees and contractors by organization size.

5N/Dmeansthattheorganizationdidnotdiscloseinformationforthespecificpositionandclassification(e.g.,generalmanagercontractor compensationwasnotdisclosedbyanymedium-sizeorganizationthatreportedusingcontractors).

•Formostpositions, theCapital/River regionhasthelongest averageyearsof service foremployeesand contractors,followed bytheDeltaandHills regions.

•TheCoastalregion tendstohavethe highestmonthlygross wagesforemployees, whiletheCapital/ Riverregiontendsto havethehighestlevel of compensation for contractors.

Employee Contractor

Very Small Small Medium Large Very

Small Small Medium Large

General Manager 10.4 18.5 18.3 6.9 16.0 16.9 N/D N/A

Designated Operator 17.3 15.8 19.3 12.7 9.8 12.5 15.5 N/A

Billing Clerk 7.5 10.3 10.7 9.2 7.0 9.1 N/D N/A

Meter Reader 9.8 10.5 6.2 11.0 11.8 12.5 17.3 N/A


15.0 9.2 7.6 7.6 6.2 15.9 22.0 N/D

Other Operators 5.0 5.5 6.1 7.0 N/A 11.8 N/D N/D

Administrative Support 5.0 8.9 13.4 5.8 N/A 11.0 N/A N/A

Table 8. Average years of service for employees and contractors by organization size.

Table 9. Average monthly gross compensation ($) for employees and contractors by organization treatment class.

Employee Contractor

Treatment Class Treatment Class

A B C D E A B C D E

General Manager N/D 3,572 3,704 2,384 1,350 N/A N/A $1,133 $1,295 $300

Designated Operator N/D 3,063 3,225 2,397 2,945 $6,884 $1,667 $1,480 $1,503 $533

Billing Clerk N/D 1,896 2,048 1,771 1,707 N/D N/D $1,350 $1,616 $450

Meter Reader N/D 1,793 1,846 1,753 1,350 $2,100 $900 $1,853 $934 $483


N/D 2,522 2,416 2,009 2,100 $10,000 $3,000 $1,450 $1,819 $594

Other Operators 2,322 2,394 2,559 2,457 N/A N/A N/A N/A $788 N/A

Administrative Support 3,407 2,559 2,192 2,451 N/A N/A N/A N/A $1,100 N/A

Table 10. Average years of service for employees and contractors by organization treatment class.

Employee Contractor

Treatment Class Treatment Class

A B C D E A B C D E

General Manager 12.5 15.6 22.4 14.7 22.0 N/A N/A 14.3 13.0 50.0

Designated Operator 15.0 17.2 17.1 15.9 20.0 1.0 12.7 17.8 10.7 21.7

Billing Clerk 8.0 8.2 12.4 9.9 7.0 N/A N/D 11.5 8.9 N/A

Meter Reader 3.0 6.9 8.5 10.8 22.0 25.0 23.5 13.8 12.1 10.0


20.0 6.9 6.6 10.1 9.0 30.0 23.0 20.0 11.2 21.3

Other Operators 8.0 4.6 9.2 6.5 N/A N/A N/A N/A 11.8 N/A

Administrative Support 13.5 4.5 9.6 10.5 N/A N/A N/A N/A 11.0 N/A

7

8

Employee Contractor

Private District Municipal Association Private District Municipal Association

General Manager N/D 5,000 3,415 2,491 N/A N/A N/A 1,131

Designated Operator N/D 3,515 3,089 2,583 N/A 700 1,453 1,643

Billing Clerk N/D 600 2,018 1,791 N/D N/A N/D 1,475

Meter Reader N/D 400 2,102 1,551 N/D N/A 1,094 1,078


N/D 2,253 2,374 2,165 N/A N/D 3,125 1,744

Other Operators N/D 2,557 2,508 2,427 N/A N/A 550 1,025

Administrative Support N/A 2,687 2,699 2,053 N/A N/A N/D 1,100

Employee Contractor

Private District Municipal Association Private District Municipal Association

General Manager N/D 7.0 14.5 18.8 N/D N/A N/A 16.7

Designated Operator 20.0 12.7 13.9 18.0 N/A 19.0 10.4 12.4

Billing Clerk N/D 8.0 6.4 12.4 N/D N/A N/D 8.6

Meter Reader N/D 5.5 9.2 10.3 N/A N/A 12.0 13.3


N/D 11.0 9.7 7.3 N/A N/D 11.0 15.1

Other Operators N/A 8.5 7.3 6.2 N/A N/A 10.5 13.0

Administrative Support N/A 4.5 11.0 8.9 N/A N/A N/D 11.0

Table 12. Average years of service for employees and contractors by organization type.

Table 11. Average monthly gross compensation ($) for employees and contractors by organization type.

9

Employee Contractor

Capital/River Coastal Delta Hills Pines Capital/

River Coastal Delta Hills Pines

General Manager 2,616 3,413 2,345 2,586 3,274 1,350 650 475 800 1,388

Designated Operator 2,746 3,545 2,512 1,980 3,263 1,540 1,318 1,096 1,804 1,709

Billing Clerk 1,120 2,174 1,418 1,685 1,829 N/D 3,750 400 839 1,962

Meter Reader 1,796 1,676 1,451 1,748 2,046 1,931 1,007 750 1,051 743

Maintenance and Repair 2,203 2,117 1,986 2,362 2,386 967 500 263 2,446 2,363

Other Operators 2,405 2,556 1,962 2,292 2,752 N/D N/A N/A 783 800

Administrative Support 1,724 2,639 2,117 3,385 1,940 N/A N/A N/A 1,100 N/D

Table 13. Average monthly gross compensation ($) for employees and contractors by organization region.

Employee Contractor

Capital/River Coastal Delta Hills Pines Capital/

River Coastal Delta Hills Pines

General Manager 16.5 15.7 13.3 16.5 20.1 7.0 15.0 6.5 15.0 28.0

Designated Operator 21.0 13.8 20.3 17.2 18.8 10.4 5.7 7.3 15.7 14.0

Billing Clerk 14.7 6.1 6.4 11.5 8.4 N/D 3.0 3.0 11.1 11.0

Meter Reader 11.5 6.0 12.9 8.7 10.8 12.0 12.0 3.3 15.8 13.1

Maintenance and Repair 6.9 6.1 14.3 8.8 10.1 10.3 5.0 3.7 17.9 16.3

Other Operators 12.5 6.5 3.5 4.3 7.5 N/D N/A N/A 15.1 1.0

Administrative Support 9.9 9.3 7.6 10.5 11.8 N/A N/A N/A 11.0 N/D

Table 14. Average years of service for employees and contractors by organization region.

10

Employee/Contractor RetentionGiventheagingof thewaterutilityworkforceandtheexpenseof trainingnewworkers,aprimaryissueforwaterutilitiesintoday’senvironmentconcernsretainingbothemployeeandcontractorpersonnel.Thisisparticularlytrueforskilledpersonnelsuchascertifiedwaterworksoperatorsandbillingclerks.Theseconcernsaregrowingasgrantanddebtcapitalbecomesmoredifficulttoobtainandanincreasedemphasisisplacedonassetmanagementbyregulatory,lending,andtechnicalassistanceagencies.Giventhisenvironment,theutilitywouldbewelladvisedtounderstandthefactorsthatareimportantinanemploy-ee’sorcontractor’sdecisiontocontinuetheirservicetotheutility.Tohelpwaterutilitiesunderstandthefactorsthatarebothimportantandunimportantinanemployee’sorcontractor’sdecisiontostay,statisticalanalysis(regression)wasusedtogaininsightintotheimpactof variouseco-nomicfactorsontheyearsof serviceforbothemployeesandcontractorsforeachposition.Overviewsof theseanalysesareprovidedbelow;moredetailof theanalysismethodologiesandresultsisavailableuponrequest. Thegoalof thisanalysisistodeterminetheextentvariousfactorsarerelatedtoemployee/contractorlengthof serviceineachposition.Noeconomicreasoningwouldindicatethatthesizeof thepopulationserved,thetreat-mentmethod,orthegeographicregioninwhichtheutilityislocatedshouldhaveasignificanteffectontheyearsof serviceof anemployee.Thestatisticalanalysisof thesefactorsconfirmedthisbelief.Therefore,wewilldeterminethedegreetowhichmoreeconomicallybasedfactorsexplainthelengthof serviceforbothemployeesandcon-tractors.Foremployees,reportedmonthlygrosswages/salariesandprimarybenefits(healthinsurance,aretire-mentplan,and/ordisabilityinsurance)and/orsecondarybenefits(organization-providedvehicle,reimbursementof mileage,uniforms,and/orcostof continuingeducationunitscoveredbytheorganization)willbeusedtoexplaintheyearsof serviceforeachposition.Monthlycontrac-torcompensationwillbeusedtodeterminetheextenttowhichthelengthof contractorservicetoanorganizationcanbeexplained.

General ManagerNeithercompensationnorthepresenceof benefitsappeartosignificantlyaffectthegeneralmanager’sdecisiontoserveautility.Foremployeegeneralmanagers,allvariablesusedintheanalysis(monthlygrosswage/salary,primarybenefits,andsecondarybenefits)werenotsignificantwithregardtotheyearsof service.Furthermore,thesefactorsonlyexplain2percentof theemployeegeneralmanager’syearsof service.Forcontractorgeneralmanagers,com-pensationisalsonotsignificantinthedecisiontoservetheutilityandonlyexplainsjustover5percentof thecontrac-torgeneralmanager’sdecision.

Aswithallpositionsinthisanalysis,thissuggeststhatotherfactorsinfluenceageneralmanager’sdecisiontoremainwithautility.Thesefactorscouldincludequalityworkingconditions,adedicatedstaff,aneffectivegovern-ingboard,andastrongdesireonthepartof thegeneralmanagerandtheorganization’sstafftoservetheutility’scustomersaseffectivelyaspossible.Thesearefactorsthatgoverningboardsshouldconsiderwhenconsideringpoliciesthatcouldaffectthegeneralmanager’syearsof servicewiththeorganization.

Designated OperatorEmployeedesignatedoperatorsdoseemtovaluethelevelof monthlygrosswages/salariesandthepresenceof atleastoneprimarybenefit,butthepresenceof secondarybenefitswasfoundtobestatisticallyinsignificanttotheyearsof service.Theanalysisexplainedalmost15percentof theemployeedesignatedoperator’sdecisionregardingthelengthof servicetothesystem.However,anunexpect-edresultwastheindicationthatthepresenceof primarybenefitsresultedinfeweryearsof servicetothesystem.Thiscouldbeduetotheperceptionthatprimarybenefitsreducedthelevelof themonthlygrosswage/salarypaidtotheemployeedesignatedoperator. Contractordesignatedoperatorsdonotseemtocon-sidertheirlevelof compensationasasignificantfactorintheirdecisiontoservetheutility.Thisfactoronlyexplained3percentof thecontractor’sdecision,andthelevelof compensationwasstatisticallyinsignificant.How-ever,manycontractordesignatedoperatorsservemultiplesystemsthatmayserveasmallpopulationof customers,andthesesystemsmaynothavetheresourcestoprovideahighlevelof compensationtothedesignatedoperator.Inthesecases,havingmultiplesystemsintheoperator’sport-foliomaygenerateadditionalneededwages;andhavinggoverningboardsthatareappreciativeof theoperator’seffortscouldbesufficientforthecontractortoextendtheiryearsof service.

Other Positions: Billing Clerk, Meter Reader, Maintenance and Repair, Other Operator, and Administrative SupportTheefforttoexplaintheyearsof servicebyanyof theotherpositionsexaminedinthispublication,eitherem-ployeesorcontractors,closelyresemblesthatof generalmanagers.Noneof theemployee-focusedfactorswerefoundtobestatisticallysignificantintheanalysis,andtheabilityof thesefactorstoexplainthelengthof servicebyanyof thepositionswasextremelylow,rangingfromlessthan1percentforbillingclerkstojustover24percentforadministrativesupportemployees.Theexceptionisinthemaintenanceandrepairpersonnelposition.Monthlygrosswages/salarieswerefoundtosignificantlyinfluencetheyearsof servicethatmaintenanceandrepairemployeesservedtheorganization,butonly7.6percentof thelengthof servicebytheseemployeestotheorganizationwasexplainedbyouranalysis.

Similarsituationswerefoundwhenexaminingthelengthof serviceforcontractors.Inmostcases,thelevelof monthlycompensationforeachpositionwasnotstatisticallysignificantinexplainingtheyearsof serviceforcontractorsinthespecificposition;theabilityof theanalysistoexplainthelengthof servicerangedfrom3percentformeterreaderstojustunder5percentforotheroperators.Again,theexceptionisthecontractormaintenanceandrepairposition.Themonthlycompensationforthispositionwassignificantininfluencingtheyearsof serviceforthesecontractors,andtheanalysiswasabletoexplain13percentof thevariationintheyearsof service. Theweaknessof compensatoryfactorstoexplainthelengthof serviceforbothemployeesandcontractorsleadstothebelief thatthereareotherhumanfactorsthatinfluenceanemployee’sorcontractor’sdesiretoservetheorganization.Ina2014blogpostforForbesmagazine,Ja-cobMorgan6wrotethattheBostonConsultingGroupconductedaworldwidesurveyof over200,000people.Thiseffortdeterminedthatthetop10factorsforemployeesatisfaction,inorderof importance,are: 1.Appreciationof theemployee’swork 2.Goodrelationshipswithcolleagues 3.Goodwork-lifebalance 4.Goodrelationshipswithsuperiors 5.Thecompany’sfinancialstability 6.Learningandcareerdevelopment 7. Jobsecurity 8.Attractivefixedsalaries 9. Interestingjobcontent 10.Companyvalues

6Morgan,Jacob.“TheTop10FactorsForOn-The-JobEmployeeHappiness.” https://www.forbes.com/sites/jacobmorgan/2014/12/15/the-top-10-factors-for-on-the-job-employee-happiness/#3f50b4255afa. December15,2014.

Whilethissurveysolelytargetedemployees,itisreasonabletoexpectthatthesamevaluesareheldbycontractorsinthewaterutilitysector. Whatismostinterestingisthatcompensationisrankednumber8onthelistandbenefitsarenotmentionedatall.Inotherwords,acompanycan’texpectaworker,eitheranemployeeoracontractor,todoagoodjobandstaywiththecompanyjustbecausetheygetanicepaycheck;theyalsomustbelievethattheyarevaluedbyandcontributingtotheorganization. Thetakeawaylessonforgoverningboardsandorganizationmanagementisthatemployeesandcontractorsmustfeelvaluabletotheorganization’smissionof providingcleanandsafewatertocustomers.

11

13

Appendix I. General ManagerSeventy-sixof therespondingorganizations(49.4percent)reportedhavingapersonintheroleof generalman-ager.Sixty-fourof theseorganizations(84.2percentof theorganizationsthatreportedusingtheroleof generalmanager)reportedusinganemployeeastheorganization’sgeneralmanager,and12of theseorganizations(15.8percentof theorganizationsthatreportedusingtheroleof generalmanager)reportedusingacontractorastheorganization’sgeneralmanager.Table A-I-1presentsthepercentageandnumberof respondingorganizationsthatreportedhavinganexplicitroleof generalmanager.Thepercentagesarebasedonthenumberof organizationsrespondingineachspecificsizecategory(forexample,sixof the16verysmallorganizationsrespondingtothesurveyusedanemployeeintheroleof generalmanager;thismeansthat37.5percentof theverysmallorganiza-tionsusedanemployeeinthisrole).Itisinterestingtonotethatthepercentageof organizationsthatreportedhavinganemployeegeneralmanagerincreasedasthesizeof theorganizationincreased,buttheoppositeistrueforcon-tractorgeneralmanagers.

Table A-I-1alsoprovidestheaverageyearsof serviceforageneralmanagerinthevariousorganizationsizeclassifications.Fororganizationsusingemployeesinthegeneralmanagerrole,thelongestaveragetenure(yearsof service)wasfoundinthesmallandmediumclasses(whiletherearenomediumandlargeorganizationsthatuseacontractorinthegeneralmanagerposition,thesameaveragetenurepatternheldinthattheaveragetenureforsmallorganizationswaslongerthattheaveragetenureforverysmallorganizations).Theshortestaveragetenurewasfoundforlargeorganizations;wesuspectthisisduetothelargernumberof employeestypicallyfoundintheseorganizationsandthefactthatmoreexperiencewithawaterutilityistypicallyrequiredbygoverningbodiesforanemployeewhofillsthisrole.Requiringmoreexperiencetoassumetheroleof generalmanagertypicallyindicatesashorterworkingtimeuntilretirementinthisposition. Reporteddataforcontractorsservingintheroleof generalmanagerwerelimitedtotheverysmallandsmallorganizations.Theaverageyearsof serviceforthisposi-tionintheseorganizationsizeswasvirtuallythesame.

Organizations with General Manager – Employee Organizations with General Manager – Contractor

Organization Size Percentage/Number Average Tenure Percentage/

Number Average Tenure

Very Small 37.5%6 of 16 orgs 10.4 years 12.5%

2 of 16 orgs 16.0 years

Small 47.4%45 of 95 orgs

18.5 years 9.5%9 of 95 orgs

16.9 years

Medium 76.5%26 of 34 orgs 18.3 years 2.9%

1 of 34 orgs N/D

Large 88.9%8 of 9 orgs 6.9 years 0.0%

0 of 9 orgs N/A

Table A-I-1. Percentage/number of organizations reporting a general manager and average years of service for this position by organization size.

Table A-I-2presentstheaveragegrossmonthlywages(employees)andmonthlycompensation(contractors)forgeneralmanagerpositionsaswellasthenumberof organizationsprovidinganybenefitstoemployeesinthispositionbyorganizationsize.Theaveragemonthlygrosswages/salariesforemployeegeneralmanagersandtheaveragemonthlycompensationforcontractorgeneralmanagerstendedtoincreaseasthesizeof theorganiza-tionincreased,withlargeorganizationshavingthehighestaveragemonthlygrosswages/salariesandsmallorgani-zationshavingthehighestcontractorcompensationfororganizationsthatreportedcontractorcompensationdata.

Regardingthenumberof organizationswithprimaryorsecondarybenefit7packages,anorganizationthatprovidedatleastoneprimarybenefittypicallyprovidedatleastonesecondarybenefit(thisistrueforalljobclassifications).Thepercentagesof organizationsprovidingbenefitstoemployeesservingintheroleof generalmanagerforeachorganizationsizecategorywereasfollows: •VerySmall–6of 16organizations(37.5percent) •Small–45of 95organizations(47.4percent) •Medium–26of 34organizations(76.5percent) •Large–8of 9organizations(88.9percent)

7 Primary benefitsaredefinedashealthinsurance,retirementplan(s),and/ordisabilityinsurance.Anorganizationwascategorizedasproviding primarybenefitstoaparticularemployeejobclassification(e.g.,generalmanager)if itprovidedatleastoneof thesebenefitstotheemployee. Secondary benefitsaredefinedasprovisionof acompany-ownedvehicle,mileagereimbursementforapersonallyownedvehicle,uniforms,and/ orcoveringthecost(s)requiredforcontinuingeducationunit(CEU)hours.Anorganizationwascategorizedasprovidingsecondarybenefitstoa particularemployeejobclassification(e.g.,generalmanager)if itprovidedatleastoneof thesebenefitstotheemployee.Contractorsdonottypically receivethesetypesof benefitsfromtheorganizationduetotheirstatusasindependentbusinesses.

14


Organization Size Average Monthly Gross Wages/Salaries

Organizations with Primary/Secondary Benefits

Average Monthly Compensation

Very SmallAverage – $845

Minimum – $365Maximum – $1,500

Orgs reporting – 6 orgsPrimary – 0 orgs

Secondary – 3 orgs

Average – $413Minimum – $350Maximum – $475

SmallAverage – $2,221Minimum – $10

Maximum – $5,216



Average – $1,336Minimum – $300

Maximum – $3,000

MediumAverage – $4,022Minimum – $250

Maximum – $8,409


Secondary – 24 orgsN/D

LargeAverage – $5,761

Minimum – $4,000Maximum – $8,500


Secondary – 8 orgsN/A

Table A-I-2. Average monthly gross compensation for general managers and benefits packages for employee general managers by organization size.

Thesametypeof analysiscanbeappliedtotreatmentclasses. Table A-I-3presentsthepercentageandnumberof organizationswithageneralmanagerandtheaverageyearsof servicebytreatmentclass.Whiletheaverageten-ureforClassEorganizationswasamongthelongestof alltreatmentclassifications,itshouldbenotedthatonlytwoClassEorganizationsreportedhavingtheexplicitroleof generalmanager. ClassAorganizationsreportedtheshortestaverageyearsof serviceforemployeegeneralmanagers.Itis

assumedthatthisisduetothelargepopulationsthatClassAorganizationstypicallyserveandthatpeoplehiredinthispositionarerequiredtohaveasubstantialamountof supervisoryormanagementexperience.Thiswouldlikelyreducethelengthof serviceintheposition.ThismayholdtrueaswellforClassBorganizations.ClassCandClassEorganizationsreportedthelongestaveragetenuresforemployeegeneralmanagers.

7 Primary benefitsaredefinedashealthinsurance,retirementplan(s),and/ordisabilityinsurance.Anorganizationwascategorizedasproviding primarybenefitstoaparticularemployeejobclassification(e.g.,generalmanager)if itprovidedatleastoneof thesebenefitstotheemployee. Secondary benefitsaredefinedasprovisionof acompany-ownedvehicle,mileagereimbursementforapersonallyownedvehicle,uniforms,and/ orcoveringthecost(s)requiredforcontinuingeducationunit(CEU)hours.Anorganizationwascategorizedasprovidingsecondarybenefitstoa particularemployeejobclassification(e.g.,generalmanager)if itprovidedatleastoneof thesebenefitstotheemployee.Contractorsdonottypically receivethesetypesof benefitsfromtheorganizationduetotheirstatusasindependentbusinesses.



Percentage/Number Average Tenure Percentage/


Class A 66.7%2 of 3 orgs 12.5 years 0.0%

0 of 3 orgs N/A

Class B 57.1%12 of 21 orgs 15.6 years 0.0%

0 of 21 orgs N/A

Class C 66.7%22 of 33 orgs 22.4 years 9.1%


Class D 52.2%48 of 92 orgs 14.7 years 8.7%


Class E 20.0%1 of 5 orgs 22.0 years 20.0%


Table A-I-3. Percentage/number of organizations reporting a general manager position and average years of service by organization treatment class.

15

Table A-I-4 presentstheaveragemonthlycompensationforgeneralmanagersbytreatmentclass.Theaveragemonthlygrosswages/salariesforemployeegeneralman-agersandtheaveragemonthlycompensationforcontrac-torgeneralmanagerstendedtoincreaseasthetreatmentmethodsbecamemorecomplex. Table A-I-4alsopresentsthenumberof organizationsthatprovidedatleastoneprimaryand/orsecondarybene-fitforemployeesinthispositionbytreatmentclass.Itisin-terestingtonotethat,exceptforClassEorganizations,atleasthalf of theorganizationsineachtreatmentclassthat

providedbenefitstogeneralmanageremployeesprovidedprimarybenefitstothoseemployees.Thepercentagesof organizationsprovidinganybenefitstoemployeesservingintheroleof generalmanagerforeachtreatmentclasswereasfollows: •ClassA–2of 3organizations(66.7percent) •ClassB–12of 21organizations(57.1percent) •ClassC–22of 33organizations(66.7percent) •ClassD–48of 92organizations(52.2percent) •ClassE–1of 5organizations(20.0percent)



Average Monthly Gross Wages/Salaries

Organizations with Primary/Secondary

BenefitsAverage Monthly

Compensation

Class A N/DOrgs reporting – 2 orgs

Primary – 2 orgsSecondary – 2 orgs

N/A

Class BAverage – $3,572Minimum – $246

Maximum – $8,409



Class CAverage – $3,704Minimum – $200

Maximum – $8,500




Maximum – $1,900

Class DAverage – $2,384Minimum – $10

Maximum – $5,216




Maximum – $3,000

Class EAverage – $1,350





Table A-I-4. Average monthly gross compensation for general managers and benefits packages for employee general managers by organization treatment class.

Table A-I-5presentsthepercentageandnumberof or-ganizationswithageneralmanagerandtheaverageyearsof servicebyorganizationtype.Thisanalysisrevealssomeinterestingresults.First,neitherdistrictsnormunicipalitiesreportedusingacontractorinthegeneralmanagerrole.Second,organizationsoperatingaswaterassociationshad

thelongestaveragetenureof employeegeneralmanagers,thusraisingthepossibilitythatthebenefitsofferedbymu-nicipalities(thesebenefitstendtobemoresubstantialthanbenefitsofferedbyassociations)arenotthemainfactorthatenablesanorganizationtoretainemployees.


Organization Type Percentage/Number Average Tenure Percentage/Number Average Tenure

Private 50.0%0 of 2 orgs N/A 0.0%

0 of 2 orgs N/A

District 75.0%3 of 4 orgs 7.0 years 0.0%

0 of 4 orgs N/A

Municipal 66.7%32 of 48 orgs 14.5 years 2.1%

1 of 48 orgs N/D

Association 50.0%50 of 100 orgs 18.8 years 11.0%


Table A-I-5. Percentage/number of organizations reporting a general manager and average years of service for this position by organizational type.

16

Table A-I-6presentstheaveragemonthlycompensationforgeneralmanagerpositionsaswellasthenumberof organizationsprovidinganybenefitstoemployeesinthispositionbyorganizationtype.Theaveragemonthlygrosswages/salariesforemployeegeneralmanagerswerethehighestforutilitydistrictsandwerefollowedbymunicipal-itiesandthenbyassociations.Associationsweretheonlyorganizationtypethatreportedusingcontractorsinthegeneralmanagerrole.Notsurprisingly,ahigherpercent-ageof municipalitiesreportedprovidingbenefitstotheirgeneralmanageremployeesthandidassociations(66.7

percentversus50.0percent).Thisispresumablyduetomanymunicipalitiesacrossthestateparticipatinginstateemployeebenefitprogramsforallemployeesof themunic-ipality.Thepercentageof organizationsbyorganizationtypeprovidingbenefitstogeneralmanageremployeeswasasfollows: •Private–0of 2organizations(0.0percent) •District–3of 4organizations(75.0percent) •Municipal–32of 48organizations(66.7percent) •Association–50of 100organizations(50.0percent)


Organization Classification




Compensation

Private N/DOrgs reporting – 0 orgs


N/A

DistrictAverage – $5,000




MunicipalAverage – $3,415Minimum – $365

Maximum – $8,500



AssociationAverage – $2,491Minimum – $10

Maximum – $5,771




Maximum – $3,000

Table A-I-6. Average monthly gross compensation for general managers and benefits packages for employee general managers by organization type.

Table A-I-7presentsthepercentageandnumberof or-ganizationswithageneralmanagerandtheaverageyearsof servicebyregionof thestate.ThePinesregionhadthelongestyearsof serviceforbothemployeeandcontractor

generalmanagers,althoughitrankedthirdintheper-centageof organizationsthathadanemployeeactingasageneralmanagerandsecondinthepercentageof organi-zationsthathadacontractoractingasageneralmanager.


Organization Region



Capital/River 65.5%19 of 29 orgs 16.5 years 10.3%


Coastal 74.1%20 of 27 orgs 15.7 years 3.7%


Delta 46.1%6 of 13 orgs 13.3 years 15.4%


Hills 48.9%23 of 47 orgs 16.5 years 4.3%


Pines 44.7%17 of 38 orgs 20.1 years 10.5%


Table A-I-7. Percentage/number of organizations reporting a general manager and average years of service for this position by organization region.

Table A-I-8presentstheaveragelevelof monthlycom-pensationforgeneralmanagerpositionsaswellasthenumberof organizationsprovidinganybenefitstoem-ployeesinthispositionbygeographicregion.Theaver-agemonthlygrosswages/salariesforemployeegeneralmanagerswashighestfortheCoastalandPinesregions,whiletheaveragemonthlycompensationforcontractorgeneralmanagerswashighestforthePinesandCapital/Riverregions.Whilethenumberof organizationswithinspecificregionsthatreportedusingageneralmanagervar-iedwidely,approximatelyhalf ormoreorganizationsthatreportedhavinganemployeegeneralmanagerprovided

atleastoneprimarybenefittothatemployee,andhigherproportionsreportedprovidingsecondarybenefits.Thepercentageof organizationsprovidingbenefitstothegen-eralmanageremployeesforeachregionwereasfollows: •Capital/RiverRegion–19of 29organizations(65.5 percent)

•CoastalRegion–20of 27organizations(74.1percent) •DeltaRegion–6of 14organizations(42.9percent) •HillsRegion–23of 47organizations(48.9percent) •PinesRegion–17of 37organizations(45.9percent)


Organization Region




Compensation

Capital/RiverAverage – $2,616Minimum – $246

Maximum – $5,376




Maximum – $2,000

CoastalAverage – $3,413Minimum – $365

Maximum – $5,216




DeltaAverage – $2,345





HillsAverage – $2,586Minimum – $10

Maximum – $8,500




PinesAverage – $3,274Minimum – $450

Maximum – $8,409




Maximum – $3,000

Table A-I-8. Average gross monthly compensation for general managers and benefits packages for employee general managers by region.

17

Appendix II – Designated OperatorOnehundredthirty-sevenof therespondingorganiza-tions(89percent)reportedhavingapersonintheroleof designatedoperator.Ninety-fourorganizations(68.6percentof theorganizationsthatreportedusingtheroleof designatedoperator)reportedhiringadesignatedoperatorasanemployee,while43organizations(31.4percentof theorganizationsthatreportedusingtheroleof designatedoperator)reportedusingacontractorasthedesignatedoperator.Table A-II-1presentsthepercentag-esandnumbersof respondingorganizationsthatreportedhavingadesignatedoperatoratthetimeof thesurvey.Whilestateregulationsrequireallwatersystems(systemsarethebuildingblocksof theorganizationdefinitionusedinthisstudy)tohaveadesignatedoperator,itisinterestingtonotethatthepercentageof organizationsthatreported

havingadesignatedoperatorincreasedasthesizeof theorganizationincreased. Table A-II-1 alsoprovidestheaverageyearsof serviceforadesignatedoperatorinthevariousorganizationsizeclassifications.Mediumorganizationshadthelongestav-eragetenureforbothemployeeandcontractordesignatedoperators.Largeorganizationshadtheshortestaveragetenureforemployeedesignatedoperators,andverysmallorganizationshadtheshortestaveragetenurefororgani-zationsusingcontractorsinthisrole.However,virtuallyallsizeclasseshadanaveragetenurefordesignatedoperatorsof over10years.Thissuggeststhat,atleastatthepresenttime,theworkforcethatcomprisesthiscriticalpositionisverystable.Thisfindingheldintheothersectionsof theanalysis,aswell.

Organizations with Designated Operator – Employee Organizations with Designated Operator – Contractor

Size Classification Percentage/Number Average Tenure Percentage/Number Average Tenure



Small 57.9%55 of 95 orgs 15.8 years 30.5%





0 of 9 orgs N/A

Table A-II-1. Percentage/number of organizations reporting a designated operator by organization size and average years of service for this position.

18

19

Table A-II-2 presentstheaveragelevelof monthlygrosswages(employees)orcompensation(contractors)fordesignatedoperatorsaswellasthenumberof organiza-tionsprovidinganybenefitstoemployeesinthispositionbyorganizationsize.Theaveragemonthlygrosswages/salariesforemployeedesignatedoperatorsandtheaveragemonthlycompensationforcontractordesignatedoper-atorstendedtoincreaseasthesizeof theorganizationincreased,althoughtheaveragelevelof monthlygrosssal-aries/wagesforlargeorganizationswasslightlybelowthat

of theaverageformediumorganizations.Thepercentageof organizationsprovidingbenefitstoemployeesservingintheroleof designatedoperatorwasasfollowsforeachorganizationsizecategory: •VerySmall–4of 16organizations(25.0percent) •Small–55of 95organizations(57.9percent) •Medium–26of 34organizations(76.5percent) •Large–9of 9organizations(100.0percent)


Size Classifica-tion


Organizations with Prima-ry/Secondary Benefits





Secondary – 1 org

Average – $895Minimum – $225

Maximum – $1,800


Maximum – $5,216




Maximum – $6,499

MediumAverage – $4,030




Average – $3,295Minimum – $1,200Maximum – $6,884





Table A-II-2. Average monthly gross compensation for designated operators and benefits packages for employee designated operators by organization size.

Table A-II-3 presentsthepercentageandnumberof organizationswithadesignatedoperatorandtheaverageyearsof servicebytreatmentclass.Withtheexceptionof organizationsusingClassAandClassDtreatmenttechniques,theaverageyearsof servicedeclinedforbothdesignatedoperatoremployeesandcontractorsasthetreatmenttechniquebecamelesscomplex.Onepossibleexplanationfortheloweraverageyearsof serviceforClassDdesignatedoperatorscouldbethenumberof organi-zationsinthistreatmentclass.SincetherearemanymoreClassDwaterorganizationsthananyothertreatment

type,itislikelythatthereismuchmoremobilityof skilledworkersinthisclassificationthaninanyother.OnlythreeClassAorganizationsrespondedtothesurvey;thissmallsampleprecludedtheestablishmentof anysolidtrend.Anotherinterestingresultof thisanalysisfocusesontheyearsof serviceof thedesignatedoperatorsforClassEor-ganizations.Theseorganizationshadthelongestaverageyearsof serviceforbothemployeeandcontractordesig-natedoperators.

Organizations with Designated Operator – Employee

Organizations with Designated Operator – Contractor














Table A-II-3. Percentage/number of organizations reporting a designated operator and average years of service for this position by organization treatment class.

20

21

Table A-II-4presentstheaveragelevelof monthlygrosswages(employees)andcompensation(contractors)fordesignatedoperatorpositions,aswellasthenumberof organizationsprovidinganybenefitsforemployeesinthispositionbytreatmentclass.Asmightbeexpected,theaveragemonthlygrosswages/salariesforemployeedesig-natedoperatorsandtheaveragemonthlycompensationforcontractordesignatedoperatorstendedtoincreaseasthetreatmentcomplexityincreased.Thepercentageof or-

ganizationsprovidinganybenefitstoemployeedesignatedoperatorswasasfollowsforeachtreatmentclass: •ClassA–2of 3organizations(66.7percent) •ClassB–15of 21organizations(71.4percent) •ClassC–26of 33organizations(78.8percent) •ClassD–49of 92organizations(53.3percent) •ClassE–2of 5organizations(40.0percent)










Maximum – $5,452





Maximum – $7,000




Maximum – $1,900


Maximum – $5,216




Maximum – $6,499






Table A-II-4. Average monthly gross compensation for designated operators and benefits packages for employee designated operators by organization treatment class.

Table A-II-5presentsthepercentageandnumberof organizationswithadesignatedoperatorandtheaverageyearsof servicebyorganizationtype.Of thenon-privateorganizationtypes,associationshadthelongesttenureforemployeedesignatedoperators,followedbymunicipali-

tiesandthenutilitydistricts.However,theonecontractordesignatedoperatorusedbyautilitydistricthadalongertenurethantheaveragetenurelengthforcontractordes-ignatedoperatorsusedbyeithermunicipalitiesorassocia-tions.




Private 50.0%1 of 2 orgs 20.0 years 0.0%

0 of 2 orgs N/A

District 75.0%3 of 4 orgs 12.7 years 25.0%






Table A-II-5. Percentage/number of organizations reporting a designated operator and average years of service for this position by organization type.

22

Table A-II-6presentstheaveragemonthlygrosswages(employees)andcompensation(contractors)fordesignatedoperatorpositionsaswellasthenumberof organizationsprovidinganybenefitstoemployeesinthispositionbyorganizationtype.Theaveragemonthlygrosswages/salariesforemployeedesignatedoperatorswashighestfordistrictswithemployeedesignatedoperatorsfollowedbymunicipalitiesandthenassociations.However,thisorderwasreversedwhencontractordesignatedoperatorswereexamined.Associationsprovidedthehighestcompensation

levelsandwerefollowedbymunicipalitiesandthenutilitydistricts(althoughonlyoneutilitydistrictreportedusingacontractorinthisposition).Thepercentageof organiza-tionsprovidingbenefitstodesignatedoperatoremployeeswasasfollowsbyorganizationtype: •Private–1of 2organizations(50.0percent) •District–3of 4organizations(75.0percent) •Municipal–32of 48organizations(66.7percent) •Association–58of 100organizations(58.0percent)



Organization Type Average Monthly Gross Wages/Salaries





N/A







Maximum – $6,000

Orgs reporting– 32 orgsPrimary – 30 orgs



Maximum – $4,000


Maximum – $7,000




Maximum – $6,884

Table A-II-6. Average monthly gross compensation for designated operators and benefits packages for employee designated operators by organization type.

Table A-II-7 presentsthepercentageandnumberof organizationswithadesignatedoperatorandtheaver-ageyearsof servicebygeographicregion.TheCapital/RiverandDeltaregionshadthelongestaveragetenure

foremployeedesignatedoperators,whiletheHillsandPinesregionshadthelongestaveragetenureforcontractordesignatedoperators.



Organization Region













Table A-II-7. Percentage/number of organizations reporting a designated operator and average years of service for this position by geographic region.

Table A-II-8presentstheaveragelevelof monthlygrosswages(employees)andcompensation(contractors)fordesignatedoperatorpositionsaswellasthenumberof organizationsprovidinganybenefitstoemployeesforthevariousgeographicregionsof thestate.Theaveragemonthlygrosswages/salariesforemployeedesignatedoperatorswashighestfortheCoastalandPinesregions,whiletheaveragemonthlycompensationforcontractordesignatedoperatorswashighestfortheHillsandPinesregions.Thepercentageof organizationsprovidingben-

efitstoemployeedesignatedoperatorswasasfollowsbygeographicregion: •Capital/RiverRegion–21of 29organizations(72.4 percent)




Organization Region




Compensation


Maximum – $4,988




Maximum – $4,000


Maximum – $5,216








verage – $1,163Minimum – $225

Maximum – $2,600


Maximum – $7,000




Maximum – $6,884

PinesAverage – $3,263





Maximum – $4,100

Table A-II-8. Average monthly gross compensation for designated operators and benefits packages for employee designated operators by geographic region.

23

24

Appendix III – Billing ClerkOnehundredtwenty-five(81.2percent)of therespondingorganizationsreportedhavingatleastonepersonintheroleof billingclerk.Onehundrednineorganizations(87.2percentof theorganizationsthatreportedusingtheroleof billingclerk)reportedhiringanemployeeintheroleof billingclerk,while16organizations(12.8percentof theorganizationsthatreportedusingtheroleof billingclerk)reportedusingacontractorasthebillingclerk.Table A-III-1presentsthepercentageandnumberof respondingorganizationsthatreportedhavinganexplicit

roleof billingclerk.Thepercentageof organizationsthatreportedhavingabillingclerkincreasedasthesizeof theorganizationincreased. Table A-III-1alsoprovidestheaverageyearsof ser-viceforthebillingclerkpositionforthevariousorganiza-tionsizes.Mediumorganizationshadthelongestaveragetenureforemployeebillingclerks,andsmallorganizationshadthelongestaveragetenureforcontractorbillingclerks.Verysmallorganizationshadtheshortestaveragetenureforbothemployeeandcontractorbillingclerks.

Organizations with Billing Clerk – Employee Organizations with Billing Clerk – Contractor

Organization Size Percentage/Number Average Tenure Percentage/Number Average Tenure






0 of 34 orgs N/A


0 of 9 orgs N/A

Table A-III-1. Percentage/number of organizations reporting a billing clerk and average years of service for this position by organization size.

Table A-III-2presentstheaveragelevelof monthlygrosswages(employees)andcompensation(contractors)forbillingclerkpositionsaswellasthenumberof or-ganizationsprovidinganybenefitstoemployeesinthispositionbyorganizationsize.Theaveragemonthlygrosswages/salariesforemployeebillingclerksandtheaveragemonthlycompensationforcontractorbillingclerkstendedtoincreaseasthesizeof theorganizationincreased.The

percentageof organizationsizeclassificationsprovidingbenefitstotheiremployeebillingclerkswasasfollows: •VerySmall–4of 16organizations(25.0percent) •Small–59of 95organizations(62.1percent) •Medium–24of 34organizations(70.6percent) •Large–6of 9organizations(66.7percent)


Organization Size Average Monthly Gross Wages/Salaries









Maximum – $4,500




Maximum – $6,600


Maximum – $3,784







Table A-III-2. Average monthly gross compensation for billing clerk and benefits packages for employee billing clerks by organization size.

25

Table A-III-3presentsthepercentageandnumberof organizationsreportingthepositionof billingclerkandtheaverageyearsof serviceforemployeesandcontractorsbytreatmentclass.Interestingly,ClassCorganizationsnot

onlyhadthelongestaveragetenureforbillingclerksforbothemployeesandcontractors,butthistreatmentclassalsohadthelargestpercentageof organizationsthatusethespecificroleof billingclerk.


Treatment Class Percentage/Number Average Tenure Percentage/Number Average Tenure


0 of 3 orgs N/A


0 of 21 orgs N/A






1 of 5 orgs N/D

Table A-III-3. Percentage/number of organizations reporting a billing clerk and average years of service for this position by treatment class.

Table A-III-4presentstheaveragelevelof monthlygrosswages(employees)andcompensation(contractors)forbillingclerkpositionsaswellasthenumberof organiza-tionsprovidinganybenefitsforemployeesinthispositionbytreatmentclass.Theaveragemonthlycompensationforcontractorbillingclerkstendedtoincreaseasthetreat-mentcomplexityincreased.However,ClassCorganiza-tionshadthehighestreportedaveragewages/salariesforemployeebillingclerks,followedbyClassBorganizations,ClassDorganizations,and,finally,ClassEorganizations.

Thepercentageof organizationsprovidinganybenefitstoemployeebillingclerkswasasfollowsbyorganizationtreatmentclass: •ClassA–2of 3organizations(66.7percent) •ClassB–12of 21organizations(57.1percent) •ClassC–23of 33organizations(69.7percent) •ClassD–54of 92organizations(58.7percent) •ClassE–2of 5organizations(40.0percent)

Organizations with Billing Clerks – Employee Organizations with Billing Clerks – Contractor

Treatment Class Average Monthly Gross Wages/Salaries





N/D


Maximum – $4,500




Maximum – $3,784




Maximum – $1,900


Maximum – $3,500




Maximum – $6,600






Table A-III-4. Average monthly gross compensation for billing clerks and benefits packages for employee designated operators by treatment class.

26

Table A-III-5presentsthepercentageandnumberof organizationswithabillingclerkandtheaverageyearsof serviceclassifiedbyorganizationtype.Alargerper-centageof municipalitiesusedthepositionof billingclerkthananyotherorganizationtype,butassociationshadthe

longestaveragetenureforemployeebillingclerks.Fur-thermore,theaveragetenureforcontractorbillingclerksusedbyassociationswaslongerthantheaveragetenureof employeebillingclerksforeitherutilitydistrictsormunic-ipalities.



Private 0.0%0 of 2 organizations N/A 0.0%

0 of 2 organizations N/A

District 50.0%2 of 4 organizations 8.0 years 0.0%


Municipal 75.0%36 of 48 organizations 6.4 years 0.0%


Association 54.0%54 of 100 organizations 12.4 years 13.0%

13 of 100 organizations 8.6 years

Table A-III-5. Percentage/number of organizations reporting a billing clerk and average years of service for this position by organization type.

Table A-III-6presentstheaveragemonthlygrosswag-es(employees)andcompensation(contractors)forthepositionof billingclerkaswellasthenumberof organiza-tionsprovidinganybenefitstoemployeesinthispositionbyorganizationtype.Theaveragemonthlygrosswages/salariesforemployeebillingclerkswashighestformunici-palitiesfollowedbyassociations,althoughassociationsre-portedthehighestlevelof wages/salariesfortheposition(onlyoneutilitydistrictreportedthelevelof wagesforitsemployeebillingclerk).Noprivateorganizationsreported

usingthebillingclerkposition.Theaveragemonthlycom-pensationforcontractorbillingclerkstendedtoincreaseasthesizeof theorganizationincreased.Thepercentageof organizationsprovidinganybenefitstoemployeebillingclerkswasasfollowsbytreatmentclassifications: •Private–0of 2organizations(0.0percent) •District–2of 4organizations(50.0percent) •Municipal–36of 48organizations(75.0percent) •Association–55of 100organizations(55.0percent)





Private N/AOrgs reporting – 0 orgs


N/A

DistrictAverage – $600

Minimum – $600Maximum – $600




Maximum – $3,500




Maximum – $4,500




Maximum – $6,600

Table A-III-6. Average monthly gross compensation for billing clerks and benefits packages for employee billing clerks by organization type.

Table A-III-7presentsthepercentageandnumberof organizationsreportingthebillingclerkpositionandtheaverageyearsof serviceforthispositionbygeographicregion.TheCapital/Riverregionreportedthehighestpercentageof employeebillingclerksaswellasthelongestaveragetenureforthispositioncomparedtoallgeograph-

icregions.Relativelyfeworganizationsreportedusingacontractorbillingclerk,butthehighestpercentageof organizationsusingacontractorbillingclerkwasfoundintheDeltaregion,andthelongestaveragetenureforcontractorbillingclerkswasfoundintheHillsandPinesregions.


Organization Region



Capital/River 72.4%21 of 29 orgs 14.7 years 0%

0 of 29 orgs N/A









Table A-III-7. Percentage/number of organizations reporting a billing clerk and average years of service for this position by geographic region.

27

Table A-III-8presentstheaveragemonthlygrosswages(employees)andcompensation(contractors)forbillingclerkpositionsaswellasthenumberof organizationsofferinganybenefitstoemployeesinthispositionbygeo-graphicregion.Theaveragemonthlygrosswages/salariesforemployeebillingclerkswashighestfortheCoastalre-gion,followedbythePines,Hills,Delta,andCapital/Riv-erregions.Thesamepatternholdsfortheorganizationswithprimaryandsecondarybenefits,andtheaveragemonthlycompensationforcontractorbillingclerkstended

toincreaseasthesizeof theorganizationincreased.Thepercentageof organizationsprovidingbenefitstoemploy-eebillingclerkswasasfollowsbygeographicregion: •Capital/RiverRegion–21of 29organizations(72.4 percent)



Organization Region




Compensation


Maximum – $3,784




Maximum – $3,611




Maximum – $6,600

DeltaAverage – $1,554Minimum – $10

Maximum – $2,580





Maximum – $4,500




Maximum – $1,800


Maximum – $3,000




Table A-III-8. Average monthly gross compensation for billing clerks and benefits packages for employee designated operators by geographic region.

28

29

Appendix IV – Meter Reader Onehundredfive(68.2percent)of therespondingorga-nizationsreportedhavingatleastonepersonintheroleof meterreader.Sixty-eightorganizations(64.8percentof theorganizationsthatreportedusingtheroleof meterreader)reportedhiringameterreaderasanemployee,while36organizations(35.2percentof theorganizationsthatreportedusingtheroleof meterreader)reportedusingacontractorinthisposition.Table A-IV-1presentsthepercentageandnumberof respondingorganizationsthatreportedhavingameterreaderaswellastheaveragegrossmonthlywages(employees)orcompensation(con-tractors)classifiedinthispositionbyorganizationsize.The

percentageof organizationsthatreportedusingthemeterreaderpositionincreasedasthesizeof theorganizationincreased. Table A-IV-1alsoprovidestheaverageyearsof serviceforthemeterreaderpositionbyorganizationsize.Largeorganizationshadthelongestaveragetenureforemploy-eemeterreaders,followedbysmallorganizations,verysmallorganizations,andmediumorganizations.Thisisadifferentpatternthanisfoundforcontractormeterreaders.Largeorganizationsreportedthattheydidnotusecontractmeterreaders,andthemediumorganizationshadthelongestaveragetenureforthispositionbyawidemargin.

Organizations with Meter Reader – Employee Organizations with Meter Reader – Contractor









0 of 9 orgs N/A

Table A-IV-1. Percentage/number of organizations reporting a meter reader and average years of service for this position by organization size.

30

Table A-IV-2presentstheaveragemonthlygrosswages(employees)andcompensation(contractors)formeterreaderpositionsaswellasthenumberof organizationsthatofferanybenefitstoemployeesinthispositionbyorganizationsize.Theaveragemonthlygrosswages/sala-riesforemployeemeterreadersandtheaveragemonthlycompensationforcontractormeterreaderstendedtoincreaseasthesizeof theorganizationincreased.Also,withtheexceptionof aslightdecreaseintheproportionof mediumorganizationsthatofferedbenefitstoemploy-

eemeterreaders,theproportionof organizationsthatprovidedbenefitstoemployeemeterreadersincreasedasorganizationsizeclassificationincreased.Thepercentageof organizationsprovidingbenefitstotheiremployeeme-terreaderswasasfollowsbyorganizationsize:• VerySmall–5of 16organizations(31.3percent)• Small–42of 95organizations(44.2percent)• Medium–14of 34organizations(41.2percent)• Large–8of 9organizations(88.9percent)


Organization Size









Maximum – $1,800


Maximum – $5,000




Maximum – $2,600


Maximum – $3,600








Table A-IV-2. Average monthly gross compensation for meter readers and benefits packages for employee designated operators by organization size.

Table A-IV-3presentsthepercentageandnumberof organizationswithameterreaderandtheaverageyearsof servicebytreatmentclass.Itisinterestingtonotethattheaveragetenureforemployeemeterreadersdeclinedas

thetreatmentcomplexityincreased,buttheaveragetenureforcontractmeterreadersincreasedasthetreatmentcom-plexityincreased.













Table A-IV-3. Percentage/number of organizations reporting a meter reader and average years of service for this position by treatment class.

31

Table A-IV-4presentstheaveragemonthlycompensationformeterreaderpositionsaswellasthenumberof orga-nizationsprovidinganybenefitstothispositionbytreat-mentclass.Theaveragemonthlygrosswages/salariesforemployeemeterreadersandthemonthlycompensationforcontractmeterreadersgenerallytendedtoincreaseastreatmentcomplexityincreased.TheexceptionstothesetrendsarefoundinClassBorganizations.Of theorgani-zationsthatdisclosedwage/salaryinformationforemploy-eemeterreaderpositions,ClassCorganizationsprovidedthehighestlevelof wages/salaries.Furthermore,ClassCorganizationsprovidedhighercompensationpackages

thandidClassB,ClassD,andClassEorganizations(theexceptiontothistrendwastheClassAorganizationthatusedcontractormeterreaders).Thepercentageof organi-zationsprovidingbenefitstoemployeemeterreaderswasasfollowsbytreatmentclass: •ClassA–2of 3organizations(66.7percent) •ClassB–10of 21organizations(47.6percent) •ClassC–18of 33organizations(54.5percent) •ClassD–38of 92organizations(41.3percent) •ClassE–1of 5organizations(20.0percent)



Organizations with Primary/Secondary Benefits Average Monthly Compensation





Maximum – $3,600





Maximum – $4,000




Maximum – $3,406


Maximum – $5,000




Maximum – $3,600






Table A-IV-4. Average monthly gross compensation for meter readers and benefits packages for employee meter readers by treatment class.

Table A-IV-5presentsthepercentageandnumberof organizationswithameterreaderandtheaverageyearsof servicebyorganizationtype.It’sinterestingtonotethatforbothemployeeandcontractmeterreaders,associationshadthelongestaveragetenures,followedbymunicipalities

andutilitydistricts.Thelargestpercentageof organiza-tionsthatemploythespecificpositionof meterreaderwasfoundinmunicipalitiesandassociations,whicharevirtual-lytiedat72.9percentand72.0percent,respectively.











Table A-IV-5. Percentage/number of organizations reporting a meter reader and average years of service for this position by organization type.

32

Table A-IV-6presentstheaveragemonthlygrosswages(employees)andcompensation(contractors)formeterreaderpositionsaswellasthenumberof organizationsprovidinganybenefitstoemployeesinthispositionbyorganizationtype.Theaveragemonthlygrosswages/sal-ariesforemployeemeterreaderswashighestformunici-palities,followedbyassociationsandthenutilitydistricts.Whiletheaveragemonthlycompensationforcontractormeterreaderswasslightlyhigherformunicipalitiesthanforassociations,theseaveragesarestatisticallyinsignificantfromeachother.Associationsreportedahighermaximum

monthlyemployeewage/salaryandcontractorcompen-sationthandidmunicipalities,butassociationsalsohadthelowestemployeewage/salaryandcontractorcompen-sationforthisposition.Thepercentageof organizationsprovidingbenefitstotheiremployeemeterreaderswasasfollowsbyorganizationtype: •Private–0of 2organizations(0.0percent) •Districts–2of 4organizations(50.0percent) •Municipal–29of 48organizations(60.4percent) •Associations–38of 100organizations(38.0percent)




Private N/AOrgs reporting –0 orgs


N/A

DistrictAverage – $400





Maximum – $4,000




Maximum – $2,280


Maximum – $5,000




Maximum – $3,600

Table A-IV-6. Average monthly gross compensation for meter readers and benefits packages for employee meter readers by organization type.

Table A-IV-7presentsthepercentageandnumberof organizationswithameterreaderandtheaverageyearsof servicebygeographicregion.WhiletheHillsregionhadthelargestpercentageof organizationsthatusethepositionof meterreader,thisregionhadthesecondlowestaverageyearsof serviceforemployeemeterreadersand

thehighestaverageyearsof serviceforcontractormeterreaders.TheHillsregionandtheCapital/Riverregionstatisticallyhadthesamepercentageof organizationsthatuseemployeemeterreaders.Itisinterestingtonotethatthepercentageof organizationsusingmeterreaderswasamongthehighestforanyjobclassification.


Organization Region














Table A-IV-8presentstheaveragemonthlycompensationformeterreaderpositionsaswellasthenumberof organi-zationsprovidinganybenefitstoemployeesinthispositionbygeographicregion.Theaveragemonthlygrosswages/salariesforemployeemeterreadersvariedgreatlyamongregions,rangingfromahighinthePinesregiontoalowintheDeltaregion.Thepatternforcontractormeterreaderswasquitedifferent;thePinesregionhadthelowestcom-pensationforcontractormeterreadersandtheCapital/Riverregionhadthehighest.Thepercentageof organiza-

tionsprovidingbenefitstoemployeemeterreaderswasasfollowsbygeographicregion: •Capital/RiverRegion–14of 29organizations(48.3 percent)


Organizations with Meter Reader - Employee Organizations with Meter Reader - Contractor

Organization Region




Compensation


Maximum – $3,417

Orgs reporting –14 orgsPrimary – 9 orgs



Maximum – $3,600


Maximum – $2,926




Maximum – $1,554


Maximum – $2,150




Maximum – $1,800


Maximum – $5,000




Maximum – $2,600


Maximum – $3,600




Maximum – $2,280

Table A-IV-8. Average gross monthly compensation for billing clerks and benefits packages for employee meter readers by organization type.

33

Appendix V – Maintenance and Repair Onehundredfive(68.2percent)of therespondingorga-nizationsreportedhavingatleastonepersonintheroleof maintenanceandrepair.Seventy-fourorganizations(70.5percentof theorganizationsthatreportedusingtheroleof maintenanceandrepairpersonnel)reportedhiringamaintenanceandrepairpersonasanemployee,while29organizations(29.5percentof theorganizationsthatreportedusingtheroleof maintenanceandrepairper-sonnel)reportedusingacontractorinthisposition.TableA-V-1presentsthepercentageandnumberof respondingorganizationsthatreportedhavingamaintenanceandre-pairpersonatthetimeof thesurveyaswellastheaveragemonthlygrosswages(employees)orcompensation(con-tractors)classifiedinthispositionbyorganizationsize.The

percentageof organizationsthatreportedhavingamain-tenanceandrepairpersonatthetimeof completingthesurveyincreasedasthesizeof theorganizationincreased. Table A-V-1alsoprovidestheaverageyearsof serviceforthemaintenanceandrepairpositioninthevariousorganizationsizeclassifications.Verysmallorganizationshadthelongestaveragetenureforemployeemaintenanceandrepairpersonnel,followedbysmallorganizations,and,finally,mediumandlargeorganizations.Thisisadifferentpatternthanisfoundforcontractormaintenanceandrepairpersonnel.Largeorganizationsreportedthattheydidnotusecontractmaintenanceandrepairperson-nel,andthemediumorganizationshadthelongestaver-agetenureforthistypeof organizationbyawidemargin.

Organizations with Maintenance and Repair Personnel – Employee

Organizations with Maintenance and Repair Personnel – Contractor









0 of 9 orgs N/A

Table A-V-1. Percentage/number of organizations reporting maintenance and repair personnel and average years of service for this position by organization size.

34

35

Table A-V-2presentstheaveragemonthlygrosswages(employees)orcompensation(contractors)formainte-nanceandrepairpersonnelpositionsaswellasthenum-berof organizationsprovidinganybenefitsforemployeesinthispositionbyorganizationsize.Theaveragemonthlygrosswages/salariesformaintenanceandrepairperson-nelandtheaveragemonthlycompensationforcontractormaintenanceandrepairpersonneltendedtoincreaseas

thesizeof theorganizationincreased.Thepercentageof organizationsprovidingbenefitstomaintenanceandrepairemployeeswasasfollowsbyorganizationsize: •VerySmall–1of 16organizations(6.3percent) •Small–29of 95organizations(30.5percent) •Medium–24of 34organizations(70.6percent) •Large–6of 9organizations(66.7percent)



Organization Size




Very SmallAverage – $1,600





Maximum – $500


Maximum – $4,500




Maximum – $8,500


Maximum – $3,383








Table A-V-2. Average monthly gross compensation for maintenance and repair personnel and benefits packages for employee maintenance and repair personnel by organization size.

Table A-V-3presentsthepercentageandnumberof organizationswithmaintenanceandrepairpersonnelandtheaverageyearsof servicebytreatmentclass.Itisinter-estingtonotethatClassAorganizationshadthelongestaverageyearsof serviceforeitheremployeeorcontractor

maintenanceandrepairpersonnelandthat,inalltreat-mentclasses,contractorshadlongeraveragetenuresthandidemployees.Also,withtheexceptionof ClassEorgani-zations,theaverageyearsof serviceforcontractorstendedtoincreaseastreatmentcomplexityincreased.














Table A-V-3. Percentage/number of organizations reporting maintenance and repair personnel and average years of service for this position by treatment class.

36

Table A-V-4presentstheaveragemonthlycompensationformaintenanceandrepairpositionsaswellasthenum-berof organizationsthatprovideanybenefitstoemploy-eesinthispositionbytreatmentclass.Theaveragemonth-lygrosswages/salariesforemployeemaintenanceandrepairpersonnelandtheaveragemonthlycompensationforcontractormaintenanceandrepairpersonneltendedtoincreaseastheorganization’streatmentcomplexityincreased.Mostof theorganizationsthatreportedprovid-ingbenefitstotheiremployeesprovidedprimarybenefits(theexceptiontothisistheClassBtreatmentclass).TheloneClassEorganizationthatreportedprovidingbenefits

toitsmaintenanceandrepairemployeesdidnotreportanybenefitsinthecategoriesonthesurveyinstrument.Thissuggeststhattheyprovidedotherbenefitsthatwerenotincludedonthesurveyinstrument.Thepercentageof organizationsprovidingbenefitstotheiremployeeswasasfollowsbytreatmentclass: •ClassA–2of 3organizations(66.7percent) •ClassB–12of 21organizations(57.1percent) •ClassC–18of 33organizations(54.5percent) •ClassD–27of 92organizations(29.3percent) •ClassE–1of 5organizations(20.0percent)










Maximum – $4,500




Class CAverage – $2,416






Maximum – $3,730




Maximum – $8,500






Table A-V-4. Average monthly gross compensation for maintenance and repair personnel and benefits packages for employee maintenance and repair personnel by treatment class.

Table A-V-5presentsthepercentageandnumberof organizationswithmaintenanceandrepairpersonnelandtheaverageyearsof servicebyorganizationtype.Util-itydistrictshadthehighestaverageyearsof serviceforemployeemaintenanceandrepairpersonnelthaneithermunicipalitiesorassociations;thiscouldbeduetoutili-

tydistrictsbeingtypicallylargerorganizationsthatcanofferhigherwagesandbenefitsthaneitherassociationsormunicipalities.Associationshadthehighestaverageyearsof serviceformaintenanceandrepaircontractorsaswellasthehighestpercentageof organizationsthatusecontractorsinthisrole.












37





Private N/AOrgs reporting –0 orgs


N/A





MunicipalAverage – $2,374





Maximum – $8,500


Maximum – $4,500




Maximum – $10,000

Table A-V-6. Average monthly gross compensation for maintenance and repair personnel and benefits packages for employee maintenance and repair personnel by organization type.

Table A-V-6 presentstheaveragemonthlygrosswages(employees)andcompensation(contractors)formainte-nanceandrepairpositionsaswellasthenumberof orga-nizationsofferinganybenefitstoemployeesinthispositionbyorganizationtype.Theaveragemonthlywagesandsalariesforemployeemaintenanceandrepairpersonnelwereverysimilarformunicipalities,utilitydistricts,andassociations.However,theaveragemonthlycompensationforcontractorswasalmosttwiceashighformunicipali-

tiesasforassociations.Thepercentageof organizationsprovidingbenefitstoemployeemaintenanceandrepairpersonnelwasasfollowsbyorganizationtype: •Private–0of 2organizations(0.0percent) •District–2of 4organizations(50.0percent) •Municipal–26of 48organizations(54.2percent) •Association–32of 100organizations(32.0percent)

Table A-V-7 presentsthepercentageandnumberof organizationswithrepair/maintenancepersonnelandtheaverageyearsof servicebygeographicregion.TheDeltaregionhadthelongestaverageyearsof serviceforem-ployeemaintenanceandrepairpersonnelandtheshortestforcontractors,whiletheHillsregionhadthelongest

averageyearsof serviceforcontractorsinthisposition.TheCoastalregionhadthehighestpercentageof organi-zationsemployingmaintenanceandrepairpersonnel,andtheHillisregionhadthehighestpercentageof organiza-tionsusingcontractormaintenanceandrepairpersonnel.



Organization Region













Table A-V-7. Percentage/number of organizations reporting maintenance and repair personnel and average years of service for this position by geographic region.

Table A-V-8presentstheaveragemonthlycompensa-tionformaintenanceandrepairpositionsinthevariousgeographicregionsof thestateaswellasthenumberof organizationsprovidinganybenefitstoemployeesinthispositionbygeographicregion.Theaveragemonthlygrosswages/salariesforemployeemaintenanceandrepairper-sonnelandtheaveragemonthlycompensationformain-tenanceandrepaircontractorswerehighestfortheHillsandPinesregionsandlowestfortheDeltaregion.Thepercentageof organizationsprovidingbenefitstoemploy-

eemaintenanceandrepairpersonnelwasasfollowsbygeographicregion: •Capital/RiverRegion–13of 29organizations(44.8 percent)




Organization Region




Capital/RiverAverage – $2,203





Maximum – $2,500


Maximum – $3,730









Maximum – $475


Maximum – $4,500




Maximum – $10,000


Maximum – $3,383




Maximum – $8,500

Table A-V-8. Average monthly gross compensation for maintenance and repair personnel and benefits packages for employee maintenance and repair personnel by geographic region.

38

39

Appendix VI – Other OperatorsForty-eight(31.2percent)of therespondingorganizationsreportedusinganoperatorotherthanthedesignatedoperator.Forty-threeorganizations(89.6percentof theorganizationsthatreportedusingtheroleof “otheroper-ator”)reportedhiringanotheroperatorasanemployee,whilefiveorganizations(10.4percentof theorganizationsthatreportedusingtheroleof otheroperator)reportedusingacontractorinthisposition.Table A-VI-1presentsthepercentageandnumberof respondingorganizationsthatreportedhavinganotheroperatorpositionatthetimeof thesurveyaswellastheaveragegrossmonthlywages(employees)orcompensation(contractors)classifiedinthispositionbyorganizationsize.Thepercentageof organiza-

tionsthatreportedhavinganemployeeotheroperatoratthetimeof completingthesurveyincreasedasthesizeof theorganizationincreased.Asolidtrendforcontractorscannotbeestablishedduetothesmallnumberof organi-zationsusingcontractorsinthisposition. Table A-VI-1alsoprovidestheaverageyearsof ser-vicefortheotheroperatorpositioninthevariousorgani-zationsizeclassifications.Theaverageyearsof serviceforotheroperatorsincreasedasorganizationsizeincreased.Whileonly4.2percentof thesmallorganizationsusedacontractorinthisposition,theaverageyearsof servicewas11.8years,significantlylongerthananyemployeeyearsof service.

Organizations with Other Operators – Employee Organizations with Other Operators – Contractor



0 of 16 orgs N/A




1 of 34 orgs N/D


0 of 9 orgs N/A

Table A-VI-1. Percentage/number of organizations reporting other operators and average years of service for this position by organization size.

40

Table A-VI-2presentstheaveragemonthlycompensa-tionforotheroperatorpositionsinthevariousorganiza-tionsizeclassesaswellasthebenefitspackagesforem-ployeesinthisposition.Theaveragemonthlygrosswages/salariesforemployeeotheroperatorstendedtoincreaseasthesizeof theorganizationincreased.Thiscouldsuggestthatotheroperatorsinthemediumandlargeorgani-zationsareviewedasmoreintegralcomponentsof theorganization,whileotheroperatorsintheverysmallandsmallsystemsareviewedmoreassupportpersonneltothedesignatedoperator.Also,alargemajorityof theorgani-

zationsineverysizeclassificationthatusedemployeeotheroperatorsofferedatleastoneprimarybenefittothoseemployees.Thepercentageof organizationsprovidingbenefitstoemployeeotheroperatorswasasfollowsbysizeclassification: •VerySmall–4of 16organizations(25.0percent) •Small–55of 95organizations(57.9percent) •Medium–26of 34organizations(76.5percent) •Large–9of 9organizations(100.0percent)


Organization Size








Maximum – $5,000




Maximum – $1,600


Maximum – $4,438







Table A-VI-2. Average monthly gross compensation for other operators and benefits packages for employee other operators by organization size.

Table A-VI-3presentsthepercentageandnumberof or-ganizationswithotheroperatorpositionsandtheaverageyearsof servicebytreatmentclass.Whilethepercentageof organizationsusinganemployeeotheroperatorincreasedasthetreatmentcomplexityincreased,itisinterestingtonotethatClassCorganizationshadthelongestaverageyearsof service,followedbyClassAorganizations.Allorganizationsusingacontractorintheotheroperator

positionwereClassDorganizations(fourof theseweresmallorganizationsandonewasamediumorganization),butthemediumorganizationdeclinedtoreporttheyearsof serviceforthecontractotheroperatorposition.There-fore,theaverageyearsof servicefoundforthefiveClassDorganizationswasthesameastheaverageyearsof serviceforthesmallorganizationsseeninTable A-VI-3.




0 of 3 orgs N/A


0 of 21 orgs N/A


0 of 33 orgs N/A



Class E 0.0%0 of 5 orgs N/A 0.0%

0 of 5 orgs N/A

Table A-VI-3. Percentage/number of organizations reporting other operators and average years of service for this position by treatment class.

41

Table A-VI-4presentstheaveragelevelof monthlycompensationforotheroperatorpositionsinthevarioustreatmentclassesaswellasthenumberof organizationsprovidinganybenefitstoemployeesinthispositionbytreatmentclass.Theaveragemonthlygrosswages/salariesforemployeeotheroperatorsandtheaveragemonthlycompensationforcontractorotheroperatorstendedtoincreaseastreatmentcomplexitydecreased.Forthoseorganizationsthatdidofferbenefits,alargemajorityof organizationsineachtreatmentclassofferedprimary

benefits.Thepercentagesof organizationsbytreatmentclassprovidingbenefitstoemployeeotheroperatorswereasfollows: •ClassA–2of 3organizations(66.7percent) •ClassB–9of 21organizations(42.9percent) •ClassC–10of 33organizations(30.3percent) •ClassD–21of 92organizations(22.8percent) •ClassE–0of 5organizations(0.0percent




Class AAverage – $2,3228





Maximum – $4,438




Maximum – $4,015




Maximum – $5,000




Maximum – $1,600

Class E N/AOrgs reporting – 0 orgs


N/A

Table A-VI-4. Average monthly gross compensation for other operators and benefits packages for employee other operators by treatment class.

Table A-VI-5presentsthepercentageandnumberof organizationswithotheroperatorsandtheaverageyearsof servicebyorganizationtype.Moremunicipalitiesusedemployeeotheroperatorsthananyotherorganizationtype,butthelargestpercentageof organizationtypesthatemployedthistypeof personwasutilitydistricts(notethatonlyfourutilitydistrictsrespondedtothesurvey).Utilitydistrictshadthelongestaverageyearsof service

foremployeesintheotheroperatorposition,followedbymunicipalitiesandassociations.However,associationshadthelongestaverageyearsof serviceforcontractorotheroperators,buttherewereonlythreemunicipalitiesandtwoassociationsthatreportedusingcontractorsinthisposition.Therefore,asolidbaselinetrendcannotbeestab-lishedforthisposition.











Table A-VI-5. Percentage/number of organizations reporting other operators and average years of service for this position by organization type.

8 WhilethreeClassAorganizationsreportedhavingemployeesintheotheroperatorrole,onlyoneof theseorganizationsreportedasalaryforthisposition.

42

TableA-VI-6presentstheaveragemonthlycompensationforotheroperatorpositionsinthevariousorganizationaltypesaswellasthenumberof organizationsprovidinganybenefitstoemployeesinthispositionbyorganizationtype.Theaveragemonthlygrosswages/salariesforemployeeotheroperatorpositionswashighestforutilitydistricts,closelyfollowedbymunicipalities.Whiletherewerefewmunicipalitiesandassociationsthatreportedusingcon-tractorsforthisposition,thecompensationforcontractorswasmuchlessthanthewagesandsalariesreportedforemployeesinthisposition(possiblyduetothemultiple

rolesthatanemployeeintheotheroperatorpositionmighthaveforautilitydistrictormunicipality).Theav-eragemonthlycompensationforcontractotheroperatorswasmuchhigherforassociationsthanformunicipalities.Thepercentageof organizationsprovidingbenefitstotheiremployeeswasasfollowsbyorganizationtype: •Private–0of 2organizations(0.0percent) •District–2of 4organizations(50.0percent) •Municipal–20of 48organizations(41.7percent) •Association–48of 100organizations(48.0percent






N/A


Minimum – $2, 557Maximum – $2, 557




Maximum – $4,438





Maximum – $5,000




Maximum – $1,600

Table A-VI-6. Average monthly gross compensation for other operators and benefits packages for employee other operators by organization type.

Table A-VI-7presentsthepercentageandnumberof or-ganizationswithotheroperatorpositionsandtheaverageyearsof servicebygeographicregion.Thelargestpercent-ageof organizationsusingemployeesintheotheropera-torpositionwasfoundintheCoastalregion,followedbytheHillsandPinesregions.Thelongestaverageyearsof serviceforemployeesintheotheroperatorpositionwas

foundintheCapital/RiverregionwiththeCoastalregionrunningadistantsecond.ThreeorganizationsintheHillsregionreportedusingcontractorsintheotheroperatorposition;theseorganizationsenjoyedanaverageof 15.1yearsof service,muchlongerthananyotherregionorpersonnelclassificationfortheotheroperatorposition.


Organization Region




1 of 29 orgs N/D


0 of 27 orgs N/A


0 of 14 orgs N/A





Table A-VI-7. Percentage/number of organizations reporting other operators and average years of service for this position by organization type.

Table A-VI-8presentstheaveragemonthlygrosswag-es(employees)andcompensation(contractors)forotheroperatorpositionsinthevariousgeographicregionsaswellasthenumberof organizationsprovidinganybenefitstoemployeesinthispositionbygeographicregion.Theaveragemonthlygrosswages/salariesforemployeesintheotheroperatorpositionwashighestforthePinesregion,followedbytheCoastalandCapital/Riverregions.Allorganizationsthatreportedusingemployeeotheroper-ations,withtheexceptionof theDeltaregion,providedprimarybenefitstotwo-thirdsormoreof theemployeesin

thisposition.Thepercentageof organizationsthatprovid-edbenefitstoemployeeotheroperatorswasasfollowsbygeographicregion: •Capital/RiverRegion–6of 29organizations(20.7 percent)




Organization Region




Compensation


Maximum – $3,956




Maximum – $4,050




Maximum – $3,000




Maximum – $5,000




Maximum – $1,600


Maximum – $4,438




Table A-VI-8. Average monthly gross compensation for other operators and benefits packages for employee other operators by geographic region.

43

Appendix VII – Administrative SupportThirty-seven(24percent)of therespondingorganizationsreportedusingadministrativesupportpositionsotherthanthebillingclerkposition.Thirty-fourorganizations(91.9percentof theorganizationsthatreportedusingtheroleof administrativesupport)reportedusingadministrativesupportpersonnelasemployees,whilethreeorganizations(8.1percentof theorganizationsthatreportedusingtheroleof administrativesupport)reportedusingacontractorinthisposition.Table A-VII-1presentsthepercentageandnumberof respondingorganizationsthatreportedhavingadministrativesupportpersonnelatthetimeof thesurveyaswellastheaveragegrossmonthlywages(employ-ees)orcompensation(contractors)classifiedinthispositionbyorganizationsize.Thepercentageof organizationsthatreportedhavingemployeeadministrativesupportpersonnelatthetimeof completingthesurveyincreased

asthesizeof theorganizationincreased.Theonlysizeclassificationthatreportedhiringcontractadministrativesupportpersonnelwasthesmallclass.Withonlythreeorganizationsreportinghavingcontractorsinthisposition,itisnotpossibletoestablishasolidtrendforcontractorsinthisposition. Table A-VII-1 alsoprovidestheaverageyearsof servicefortheadministrativesupportpositionforthevariousorganizationsizes.Theaverageyearsof serviceforemployeesinthispositionincreasedasorganizationsizeincreasedfromtheverysmallclassificationtothemediumclassification.However,largeorganizationshadthesecondlowestaverageyearsof serviceof anyof thesizeclassifica-tions.Whileonlythreesmallorganizationsreportedusingcontractadministrativesupportpersonnel,whichprecludesestablishingasolidtrend,thethreeorganizationsinthiscategoryenjoyedanaverageyearsof serviceof 11years.

Organizations with Administrative Support – Employee

Organizations with Administrative Support – Contractor



0 of 16 orgs N/A




0 of 34 orgs N/D


0 of 9 orgs N/A

Table A-VII-1. Percentage/number of organizations reporting administrative support positions and average years of service for this position by organization size.

44

45

Table A-VII-2presentstheaveragemonthlygrosswages(employees)andcompensation(contractors)foradminis-trativesupportpositionsaswellasthenumberof orga-nizationsthatprovideanybenefitstoemployeesinthispositionbyorganizationsize.Theaveragemonthlygrosswages/salariesforemployeeadministrativesupportper-sonnelandtheaveragemonthlycompensationforcontrac-toradministrativesupportpersonneltendedtoincreaseasthesizeof theorganizationincreased.Thepercentageof organizationsthatprovidedanybenefitstoadministrative

supportemployeeswasasfollowsbyorganizationsize: •VerySmall–1of 16organizationswithanadministra- tivesupportemployee(6.3percent)

•Small–18of 95organizationswithanadministrative supportemployee(18.9percent)

•Medium–10of 34organizationswithanadministra- tivesupportemployee(29.4percent)

•Large–5of 9organizationswithanadministrative supportemployee(55.6percent)



Organization Size








Maximum – $4,945




MediumAverage – $3,138








Table A-VII-2. Average monthly gross compensation for administrative support positions and benefits packages for employee administrative support positions by organization size.

Table A-VII-3presentsthepercentageandnumberof organizationswithadministrativesupportpersonnelandtheaverageyearsof servicebytreatmentclass.AllClassAorganizationsandnoClassEorganizationsreportedusing

administrativesupportemployees.ClassAorganizationsreportedthelongestaverageyearsof serviceforemployeesinthisposition,followedbyClassD,ClassC,and,finally,ClassBorganizations.





0 of 3 orgs N/A


0 of 21 orgs N/A


0 of 33 orgs N/A



Class E 0.0%0 of 5 orgs N/A 0.0%

0 of 5 orgs N/A

Table A-VII-3. Percentage/number of organizations reporting administrative support positions and average years of service for this position by treatment class.

46

Table A-VII-4presentstheaveragemonthlycompen-sationforadministrativesupportpositionsaswellasthenumberof organizationsprovidinganybenefitstoem-ployeesinthispositionbytreatmentclass.Theaveragemonthlygrosswages/salariesforemployeeadministrativesupportpositionstendedtoincreaseastheorganization’streatmentcomplexityincreased,withtheexceptionof aslightdecreaseintheaveragegrosswages/salariesforClassCorganizations.Atleasthalf of theClassA,ClassB,andClassCorganizationsprovidingbenefitstoadmin-

istrativesupportemployeesprovidedprimarybenefits.Thepercentageof organizationsprovidingbenefitstoadmin-istrativesupportemployeeswasasfollowsbytreatmentclass: •ClassA–2of 3organizations(66.7percent) •ClassB–12of 21organizations(57.1percent) •ClassC–22of 33organizations(66.7percent) •ClassD–48of 92organizations(52.2percent) •ClassE–1of 5organizations(20.0percent)





Class AAverage – $3,407





Maximum – $4,500




Maximum – $3,440




Maximum – $4,945




Class E N/AOrgs reporting – 0 orgs


N/A

Table A-VII-4. Average gross monthly compensation for administrative support positions and benefits packages for employee administrative support positions by treatment class.

Table A-VII-5presentsthepercentageandnumberof organizationswithadministrativesupportpersonnelandtheaverageyearsof servicebyorganizationtype.Utilitydistrictsandmunicipalitieshadthehighestpercentagesof organizationsthatuseadministrativesupportpersonnelotherthanthebillingclerkposition;thisisnotsurprising

giventhefactthattheseareoftenlargerorganizationswheremanyemployeesfillmultipleroles.Municipalitiesalsohadthelongestaverageyearsof serviceforemployeesinthisposition,followedbyassociationsandutilitydistricts.








1 of 48 orgs N/D



Table A-VII-5. Percentage/number of organizations reporting administrative support positions and average years of service for this position by organization type.

47

Table A-VII-6presentstheaveragelevelof monthlycompensationforadministrativesupportpositionsaswellasthenumberof organizationsprovidinganybenefitstoemployeesinthispositionbyorganizationtype.Theaveragemonthlygrosswages/salariesforadministrativesupportemployeeswerehighestforadministrativesup-portemployeesemployedbymunicipalities,followedverycloselybyutilitydistricts,withassociationsadistantthird.Onlyoneassociationreportedthemonthlycompensation

foradministrativesupportcontractors.Thepercentageof organizationsprovidingbenefitstoadministrativesupportemployeeswasasfollowsbyorganizationtype: •Private–0of 2organizations(0.0percent) •District–2of 4organizations(50.0percent) •Municipal–18of 48organizations(37.5percent) •Association–14of 100organizations(14.0percent)





Private N/AOrgs reporting – 0 orgs


N/A






Maximum – $4,945




Maximum – $4,500




Table A-VII-6. Average monthly gross compensation for administrative support positions and benefits packages for employee administrative support positions by organization type.

Table A-VII-7presentsthepercentageandnumberof organizationswithadministrativesupportpersonnelandtheaverageyearsof servicebygeographicregion.TheDeltaregionhadthehighestpercentageof organizationsthatuseemployeeadministrativesupportpersonnel,andthePinesregionhadthelongestaverageyearsof service

forthisposition.Twoof thethreeorganizationsthatusedcontractadministrativesupportpersonnelwerelocatedintheHillsregion;theaverageyearsof serviceenjoyedbytheseorganizationsrankedsecondamongallregionalclassifications.



Organization Region




0 of 29 orgs N/A


0 of 27 orgs N/A


0 of 14 orgs N/A




1 of 37 orgs N/D

Table A-VII-7. Percentage/number of organizations reporting administrative support positions and average years of service for this position by geographic region.

Table A-VII-8presentstheaveragemonthlygrosswages(employees)andcompensation(contractors)foradminis-trativesupportpositionsaswellasthenumberof organi-zationsprovidinganybenefitstoemployeesinthispositionbygeographicregion.Theaveragemonthlygrosswages/salariesforadministrativesupportemployeeswashighestintheHillsregion,followedbytheCoastal,Delta,Pines,andCapital/Riverregions.Themajorityof organizationsprovidingbenefitsineachgeographicregionprovidedatleastoneprimarybenefittoemployeeadministrativesupportpersonnel.Asdemonstratedintheotherorgani-zationclassificationpresentations,oneorganizationthat

usedcontractadministrativesupportpersonnelprovidedcompensationinformation;thisorganizationislocatedintheHillsregion.Thepercentageof organizationsprovid-ingbenefitstoadministrativesupportemployeeswasasfollowsbygeographicregion: •Capital/RiverRegion–7of 29organizations(24.1 percent)




Organization Region





Maximum – $3,000



CoastalAverage – $2,639





Maximum – $3,334



HillsAverage – $3,385






Maximum – $3,709



Table A-VII-8. Average monthly gross compensation for administrative support positions and benefits packages for employee administrative support positions by geographic region.

48

Publication 3412(02-20)ByAlan Barefield,PhD,ExtensionProfessor,LaurenBehel,formerExtensionAssociate,andSamanthaK.Seamon,studentassistant,AgriculturalEconomics.Copyright2020byMississippiStateUniversity.Allrightsreserved.ThispublicationmaybecopiedanddistributedwithoutalterationfornonprofiteducationalpurposesprovidedthatcreditisgiventotheMississippiStateUniversityExtensionService.ProducedbyAgriculturalCommunications.MississippiStateUniversityisanequalopportunityinstitution.Discriminationinuniversityemployment,programs,oractivitiesbasedonrace,color,ethnicity,sex,pregnancy,religion,nationalorigin,disability,age,sexualorientation,geneticinformation,statusasaU.S.veteran,oranyotherstatusprotectedbyapplicablelawisprohibited.QuestionsaboutequalopportunityprogramsorcomplianceshouldbedirectedtotheOfficeof ComplianceandIntegrity,56MorganAvenue,P.O.6044,MississippiState,MS39762,(662)325-5839.ExtensionServiceof MississippiStateUniversity,cooperatingwithU.S.Departmentof Agriculture.Publishedinfurtheranceof Actsof Congress,May8andJune30,1914.GARYB.JACKSON,Director

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