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Compensation Trends in Public Power Utilities: Insights from the 2004 APPA Salary Survey

The 2004 APPA Salary Survey reveals key compensation trends among public power utilities compared to investor-owned utilities (IOUs) and cooperatives. Smaller public utilities tend to offer below-average salaries, while larger organizations pay competitively for lower-level positions. Bonus eligibility grows with organization size, yet long-term incentive programs remain scarce. Public utilities face increasing risks in attracting talent, emphasizing the need for competitive compensation strategies. Insights suggest opportunities for APPA members to enhance their incentive programs to better compete with IOUs and cooperatives.

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Compensation Trends in Public Power Utilities: Insights from the 2004 APPA Salary Survey

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  1. APPA Salary SurveyPublic Power Compared to IOUs and CooperativesMarch 2004Prepared by:Milliman USA1301 Fifth Avenue, Suite 3800Seattle, Washington 98101-2605206-504-5545

  2. Survey Participants

  3. Findings $5 to $50 million revenue • APPA members tend to pay at or below average for all positions in the analysis. $51 to $300 million revenue • APPA members tend to pay above average for lower level positions and progressively below average as positions become more senior. Other • Bonus eligibility increases with the size of the organization • Long-term incentive programs are virtually non-existent among the smaller organizations and only in place at one-third or less of larger organizations, depending on the position.

  4. Findings

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  14. Conclusions • Cooperatives and investor-owned utilities already appear to have established somewhat more aggressive compensation practices than their public counterparts. • Smaller public power utilities appear to be at greater risk in the competition for labor talent than do the larger organizations. • The use of short-term incentives is one approach to providing competitive total cash compensation levels, one which should be given serious consideration in establishing a competitive total pay program. • APPA members with over $50 million in revenue should seriously evaluate their incentive programs given the findings of this survey that bonuses are used by over half of the coops and IOUs. • The relative infrequency of use of long-term incentives may provide APPA members with an opportunity to lead the market by using this type of compensation vehicle.

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