Merger Update for AllStaff meeting

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Merger Update for All-Staff meeting

• Thomas Yeung
• 21st March 2007

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Agenda

• Pay Award 2006 current status
• Merger Principles
• Remuneration Principles
• Proposed Organisational Structure
• AOB

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Agenda

• Pay Award 2006 current status
• Merger Principles
• Remuneration Principles
• Proposed Organisational Structure
• AOB

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Pay Award 2006 Current Status

• On 7th November 2006, staff requested a 5
  salary/wage increase for 2006 retrospective to 1
  January 2006
• No data was presented in support of this figure
• The Board is aware of this request, but has not
  yet met to consider the matter
• A paper is being developed outlining the key
  issues and options, which include 2, 3, 4, 5,
  and nothing
• The key factors that affect the size and timing
  of any increase include the financial position
  of the organisations the rate of inflation in
  Montserrat any pay awards granted by similar
  organisations for the period
• A Special Board Meeting has been called for
  Friday 23rd March to discuss and decide this
  matter

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Agenda

• Pay Award 2006 current status
• Merger Principles
• Remuneration Principles
• Proposed Organisational Structure
• AOB

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Merger Principles (subject to Board approval)

• MUL will comply with all applicable legislation
  covering the transition from Monlec and MWA to
  MUL
• MUL will ensure that no staff member is worse off
  as a result of the merger than they would have
  been in the predecessor organisation
• All assets, liabilities, duties and rights from
  the predecessor organisations are carried forward
  into the new organisation this includes years
  of service, pensions provisions etc.
• All commitments made by Monlec/MWA will be
  honoured by MUL
• Any obligations that staff have to Monlec/MWA
  will also be carried forward into MUL
• Salary scales, terms and conditions, etc. will be
  aligned across Monlec and MWA before the merger
  takes place negotiations will involve
  management, staff, and the Association

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Agenda

• Pay Award 2006 current status
• Merger Principles
• Remuneration Principles
• Proposed Organisational Structure
• AOB

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Remuneration Principles (subject to Board
approval)

• No individual will see a pay cut as a result of
  the merger, but several will see their salaries
  increased to bring them into line with others
• The actual salary an individual receives will be
  determined by
• The grade of the job that they do (as assessed
  by KPMG and the Job Evaluation Committee)
• Their individual (relevant) qualifications and
  experience
• How well they perform (performance related pay)
• Staff will advance up the grade progressively
  based upon merit and experience, but will not be
  able to change grade except by promotion
• The salaries for each grade will be increased
  annually to take into account increases in the
  cost of living so staff at the top of a grade
  will still receive an annual increase to cover
  inflation

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Agenda

• Pay Award 2006 current status
• Merger Principles
• Remuneration Principles
• Proposed Organisational Structure
• AOB

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Draft Organisational Structure - approach

• This latest draft structure is the result of
  several iterations it incorporates the
  suggestions of the Board, the senior management
  team and some feedback from staff already we
  seek more comments and feedback from you today
  and over the next few weeks
• The grades shown on the chart are taken from the
  KPMG Job Evaluation project where available, and
  any question marks still remaining should be
  addressed by the Job Evaluation Committee
• The names in the boxes are nominations by the
  Management team, based upon their understanding
  of relevant skills, experience, and development
  potential

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Senior Management Team
Senior Management Team
Chief Executive (grade 1)
Electricity Manager (grade 2)
Sewerage Manager (grade 2)
Financial Controller (grade 2)
Water Manager (grade 2)
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Professional Staff
Chief Executive (grade 1)
Electricity Manager (grade 2)
Sewerage Manager (grade 2)
Financial Controller (grade 2)
Water Manager (grade 2)
Generation Engineer (grade 3)
Networks Engineer (grade 3)
Accountant (grade 3)
HR Officer (grade 3 or 4)
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Proposed Electricity Business structure
Electricity Manager Kendall Lee (grade 2)
Networks Engineer Vacant (grade 3)
Generation Engineer Joseph Ryan (grade 3)
Power Station Supervisor Phillip Tuitt (grade 4)
Networks Supervisor Charles Williams (grade 4)
Trainee Engineer Vacant (grade 5)
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Proposed Electricity Business structure
Generation Engineer Joseph Ryan (grade 3)
Power Station Supervisor P Tuitt (grade 4)
Senior Operator G Hoyte (grade 7)
Senior Fitter C Liburd (grade 8)
Electrician F Martin (grade 8)
Operators H Bramble, J Williams, S Cassell (grade
8)
Fitter/Fitter Mechanic L Eastwick, Vacant (grade
8)
Fitter/welder Vacant (grade 8)
Asst Fitter M Lindsey (grade 9)
Asst Operators S Meade, V White, D Allen, O
Gordon (grade 9)
General Duty Z Lee (grade 10)
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Proposed Electricity Business structure
Networks Engineer Vacant (grade 3)
Networks Supervisor C Williams (grade 4)
Foreman, Constr. Maint. J Browne (grade 7)
Foreman, Faults Services Vacant (grade 7)
Linesmen S Silcott, D Daley, E OGarro, K
Browne (grade 8)
Linesmen C Jeffers, P Roache (grade 8)
Asst. Linesmen C Yearwood, N Daley (grade 9)
Asst. Linesman/Driver G Semper (grade 9)
Asst. Linesmen W Thomas, A Duberry (grade 9)
General Duty S Fenton (grade 10)
Carpenter/Handyman N Wallace (grade 10)
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Proposed Water Business structure
Water Manager Emile Duberry (grade 2)
Supervisor Wanford Weekes (grade 4)
Engineering Technician Kenaud Ryan (grade 7)
Foreman Neville Warner (grade 7)
Laboratory Services David Dias (grade 8)
Technician Vagan Daway (grade 8)
Senior Plumber D Greenaway, G Allen (grade 8)
Heavy Duty Operator H Williams, L Irish (grade 9)
Plumber E Fergus, R Tross (grade 9)
Pump Attendant Everson Weekes (grade 10)
Asst Plumber E Allen (grade 10)
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Proposed Sewerage Business structure
Sewerage Manager Bill Tonge (grade 2)
Snr Sewage Plant Operator Ruell Lee (grade 8)
Contracted to Water Bus. Laboratory
Services (grade 8)
Jnr Sewage Plant Operator Mervin Tuitt (grade 10)
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Proposed Finance Admin structure
Financial Controller Romilly Murrain (grade 2)
Accountant W Irish (grade 3)
Snr Acct Officer Y Jeffers (grade ?)
Stores Supervisor G White (grade ?)
System Administrator L Greenaway (grade ?)
Cust Serv. Off C Francis (grade 7)
Secretaries M Kirwan, H Oliver (grade 7/8)
Storekeepers W Williams, D Barnwell (grade 8)
Accounts Clerks S Tuitt, T Williams (grade ?)
Billing Clerks E Samuels, A Wade (grade 9)
Cashiers D Cameron, R Ponde (grade 9)
Meter Readers J Daley, I Lindo, K Nelson (grade 9)
Office Attendant S St Hill (grade 10)