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08-26-2015 HUCMMINUTES Regular Meeting — Hutchinson Utilities Commission Wednesday, August 26, 2015 Call to order — 3:00 p.m. President Hanson called the meeting to order. Members present: President Anthony Hanson; Vice President Donna Luhring; Secretary Mark Girard; Commissioner Monty Morrow; Commissioner Dwight Bordson; Attorney Marc Sebora; General Manager Jeremy Carter. 1. Conflict of Interest Commissioner Morrow declared a conflict of interest in voting on the Consent Agenda as he is listed in the payment of bills. 2. Approve Consent Agenda a. Approve Minutes b. Ratify Payment of Bills President Hanson pulled item a. Approve Minutes from the Consent Agenda for revisions. A motion was made by Secretary Girard, seconded by Commissioner Bordson to approve the Consent Agenda. Motion was unanimously carried. GM Carter explained page one in the second to the last paragraph of the minutes the word "in" should be replaced with "through" to mirror the financials in the packet. A motion was made by Commissioner Bordson, seconded by Vice President Luhring to approve the minutes with the proposed changes. Motion was unanimously carried. (Changes attached.) 3. Approve Financial Statements GM Carter explained the electric division is mirroring the budget due mostly to the power cost adjustment. Expenses are trending below budget in both divisions. Jared Martig mentioned the loan was paid off for the amortization study. After discussion, a motion was made by Vice President Luhring, seconded by Commissioner Bordson to approve the financial statements. Motion was unanimously carried. 4. Open Forum 5. Communication a. City Administrator — Matthew Jaunich i. Projects being worked on and completed: Second Avenue, Golf Course Road, and Highway 15 resurfacing. ii. Preparing budget for 2016. b. Divisions i. Randy Blake — 1. Materials are in for the Unit 8 ventilation project. ii. Dan Lang — Nothing to report. iii. Dave Hunstad — 1. Will return working on the School Road and Roberts Road projects when done working on various projects for the City of Hutchinson. iv. Jared Martig - 1 . The Annual Open House to celebrate Public Power/Natural Gas Week will be Tuesday, October 6, 2015 from 4:00 p.m. to 7:00 p.m. at HUC. 2. Kim Koski is moving to the HUC inventory building continuing her current responsibilities while serving as back-up for Jason Sturges to help serve employees and delivery personnel more quickly and efficiently. A phone tree is being set up for incoming main office calls. v. John Webster - 1 . MNOPS conducted a damage prevention audit last week. No issues were found. 2. Additional audits will be conducted in the next couple months. 3. A drug and alcohol audit will be done this next year as well. 4. Sent out the transportation capacity and interconnect agreements to Greater Minnesota Transmission today. 5. Received a request for HUC to assist Heartland Corn as they were experiencing a low pressure problem at their plant. c. Legal — Attorney Sebora i. Nothing to report. d. General Manager — Jeremy Carter i. Attended an Environmental Quality Board meeting last week regarding the EPA rulings. ii. Continuing to work on capital expenditures and strategic planning. iii. Will be working on the job evaluation and compensation process. Human Resources Director - Brenda Ewing had nothing to report. 6. Policies a. Review Policies i. Cold Weather Rule ii. Terminating Electric/Natural Gas Service by Customer iii. Definition of Your Bill iv. Surplus Property Policy No changes were recommended at this time. 2 b. Approve Changes i. Employee Handbooks — Petty Cash The change requested in the Petty Cash policy is to replace 'Financial Manager' with 'Accountant' to reflect which employee position at HUC is responsible for managing the petty cash funds, the reconciliation process and to verify proper documentation is kept to substantiate the items purchased. ii. Employee Handbooks — Time Clocks The Time Clocks policy should be rescinded because it reflects a physical time clock system previously used. RUC's current practice is to use an electronic time management system, where employees enter hours worked into an electronic time card through the ESS system which is fully integrated into HUC's payroll system. Hours worked by employees are set out in contract language, working schedules for shift work or agreed upon schedules by management and the Union to provide proper business coverage. iii. Employee Handbooks — Discipline The changes requested in the Discipline policy are to 1) clarify the grievance procedure is the process to be used if an employee feels disciplinary action is unjust or disproportionate to the alleged offense and 2) to strike the reference that a physical time clock is still being used. After discussion, a motion was made by Vice President Luhring, seconded by Commissioner Morrow to approve the changes to the Petty Cash, Time Clocks and Discipline policies. Motion was unanimously carried. (Changes attached.) 7. Unfinished Business a. Update on Commissioner Candidate Selection Process President Hanson reported he received feedback from all the Commissioners for the new commissioner candidate selection. He will be forwarding the Board recommendation to Mayor Forcier to consider Greg Wheatley as the new commissioner candidate. 8. New Business a. Approve Consideration of Proposal for Job Evaluation and Compensation Study HUC sent out a Request for Proposal to complete a comprehensive Job Evaluation and Compensation System Study that includes all HUC Union and non -Union positions. GM Carter distributed a memorandum summarizing the sub -committee's review of six proposals received from various firms ranging in price from $16,000 to $53,090. The sub -committee's recommendation was to enter into an agreement with Springsted Incorporated for $25,760. 3 After discussion, a motion was made by Commissioner Bordson, seconded by Commissioner Morrow to approve the Consideration of Proposal for Job Evaluation and Compensation Study. Motion was unanimously carried. (Memorandum attached.) 9. Adjourn There being no further business, a motion was made by Secretary Girard, seconded by Commissioner Bordson to adjourn the meeting at 3:28 p.m. Motion was unanimously carried. ATTEST: VIVI Anthony Hansonj President .! Mark Girard, Secretary MINUTES Regular Meeting — Hutchinson Utilities Commission Wednesday, July 29, 2015 Call to order — 3:00 p.m. President Hanson called the meeting to order. Members present: President Anthony Hanson; Vice President Donna Luhring; Secretary Mark Girard; Commissioner Monty Morrow; Commissioner Dwight Bordson; Attorney Marc Sebora; General Manager Jeremy Carter. 1. Conflict of Interest Secretary Girard declared a conflict of interest in voting on the Consent Agenda as he is listed in the payment of bills. 2. Approve Consent Agenda a. Approve Minutes b. Ratify Payment of Bills A motion was made by Commissioner Bordson, seconded by Commissioner Morrow to approve the items listed under the Consent Agenda. Motion was unanimously carried. 3. Approve Financial Statements Jared Martig sent out revised financial statements to the Commission to include the updates to the balance sheet ratios. GM Carter noted changes which were made as some information was lost during the format conversion for the packet. GM Carter noted Dan Lang has benchmarked the 2013 against 2014 numbers for HUC's base load contract which indicate HUC was in a little better position in 2014 than 2013. We will continually watch our base load contract relative to what energy our customers are using. GM Carter recommended not doing a mid -year budget amendment as the trending is close to 50% of the revenue side. As HUC starts entering the upcoming power cost adjustment months, we may be trending right at budget on the revenue side. On the expense side, we are trending below 50%. With the upcoming retirements, the cost savings will be offset by the severance payouts. Overall, HUC is doing better than +n- through June 2014. After discussion, a motion was made by Vice President Luhring, seconded by Commissioner Bordson to approve the financial statements. Motion was unanimously carried. (Changes attached.) 4. Open Forum 1 EXEMPT/NON-EXEMPT PETTY CASH Petty cash funds are kept with the Accountant. The petty cash fund will be used to reimburse payment up to $25.00. Any expenditure over $25.00 will be reimbursed by check. Itemized receipts must be attached to a complete petty cash slip whenever possible. An employee may obtain an advance of petty cash by completing a petty cash slip and reconciling the advance with the actual amount as soon as possible. RESCIND EXEMPT/NON-EXEMPT EXEMPT DISCIPLINE In general, HUC employees shall be subject to disciplinary action for failing to fulfill their duties and responsibilities, including observance of work rules approved by the Commission. It is the policy of the Commission to administer discipline fairly, without discrimination, and for just cause. The employee may demand a heafing or use the grievance procedure with respect to any disciplinary action believed to be unjust or disproportionate to the alleged offense. The General Manager, Director or Manager shall investigate any allegation on which disciplinary action might be based before disciplinary action is taken. The Commission supports the concept of progressive discipline but expressly reserves the right to impose various levels of discipline depending on the nature of the offense. Staff Personnel may impose oral and written reprimands. Only the General Manager may impose a suspension without pay, letter in lieu of suspension, demotion, or discharge. Notices of oral reprimand, written reprimand, suspension without pay, demotion, or discharge will be documented in written form and will state the reason(s) for the action taken. The employee shall be provided with a copy of each such notice and a copy shall be retained in the employee's personnel file. The following are examples of disciplinary action but do not constitute an exclusive list of possibilities and may be taken in any order or not used at all. These examples and their descriptions are not intended to create a contract or obligation on management's part. A Oral reprimand. An oral notice advising an employee of inappropriate conduct and expected corrective action. B Written reprimand. A written notice advising an employee of inappropriate conduct. A written reprimand should describe in detail the behavior to be corrected, describe past actions taken by the supervisor to correct the problem, give direction and orders for the future including timetables and goals for improvement when appropriate, and specify consequences of repeating the inappropriate behavior. The employee will be given a copy of the reprimand and sign the original acknowledging receipt of the reprimand. The signature of the employee does not signify agreement with the reprimand. The reprimand will be placed in the employee's personnel file. C Prior to the suspension or as soon after as possible, the employee will be notified in writing of the reason for the suspension and its length. There are two forms of suspension: suspension as discipline and suspension pending investigation. An employee receiving a suspension as discipline may not be paid, may not accrue vacation, holiday or sick leave benefits during the suspension, and may not use paid time while suspended. An employee suspended pending investigation of allegations will have a copy of each written statement placed in the personnel file and will be paid during the investigation. If the allegations prove false, the statement will be removed. An employee placed on investigatory suspension should be notified as quickly as reasonably possible of the action taken regarding employment. D Demotion. Placement of an employee in a lower level position. E Discharge. The General Manager may discharge any employee, but if the employee has completed the probationary period, a dismissal will be made only for just cause. A dismissed employee will be notified by the previous posting of a summary of Minnesota Statute Sections 181.931 to 181.935 or by furnishing the terminated employee a copy of those statutes at termination that the employee has a right to make a written request for HUC reason for termination. If requested, HUC will provide reasons, in writing, within five working days. This notice will also contain a statement indicating that the employee may respond to the charges both orally and in writing and may appear personally before the official having authority to make or recommend the final decision. An adequate reason or "just cause" for a disciplinary action will include, but not be limited to, evidence of any of the following: A Incompetence or inefficiency in the performance of duties. B Negligence or carelessness in the performance of duty, such as in the handling or control of municipal property, equipment, or funds and failure to observe safety rules and regulations. C Offensive or inappropriate conduct or language toward Utilities employees or other persons. D Failure to obey any lawful and reasonable direction given by an employee's supervisor or the appointing authority. E Acceptance of a fee, gift, or other valuable item or benefit in the course of, or as a result of, the employee's work. This limitation is not intended to prohibit the acceptance of articles of negligible value, which are distributed generally, or to prohibit employees from accepting social courtesies, which promote good public relations. This prohibition is intended to prevent or discourage relationships, which may be construed as evidence of favoritism, coercion, unfair advantage, or collusion. Employees may accept food and refreshments in such instances as a luncheon, dinner meeting, or inspection tour in conjunction with HUC business. F Conviction of a crime, which affects or relates to the performance of assigned duties. G Using, threatening or attempting to use, political influence or unethical pressure to influence a decision on a promotion, transfer, leave of absence, increased compensation, other benefit, or any other matter in which the employee has an interest. Unethical pressure includes offers of gifts or other special benefits, coercion, collusion, threats of blackmail, requests for favoritism, and use of unfair advantage. H Absence from work without prior approval in accordance with this policy. During assigned work schedules, (1) consuming or being under the influence of alcoholic beverages, (2) having the odor of an alcoholic beverage on the breath, or (3) consuming or being under the influence of a controlled substance, other than one prescribed by a physician, which does not impair the ability to perform assigned duties. Tardiness or abuse of sick leave privileges. K Theft of public property, pilferage, or other unauthorized use or taking of property. L Sexual harassment. M Discrimination against or harassment of any HUC employee at any time, or any other person during work hours, based on race, color, creed, religion, national origin, sex, marital status, status with regard to public assistance, veterans status, disability, or age. N Performance of personal or other non-HUC work related matters during work hours. O Violation of the HUC's equal employment plan. P Engaging in a conflict of interest or performing public duties in a situation where the employee has a conflict of interest. Q Violations of the provisions of this Handbook and/or policies. R Horseplay, loafing or sleeping on the job. S Proven dishonesty in the performance of duties T Acts or threats of physical violence directed toward HUC employees. U Unauthorized use or release of confidential, sensitive or privileged information. V As a supervisor, knowingly permitting another employee to violate this policy or other work rules. W Acting or failing to act in a manner not otherwise specified that tends to lower discipline or morale among HUC employees, brings or tends to bring discredit to the HUC, its employees, or that adversely affects the prompt, courteous and efficient provisions of public services. Freedom of speech protected by the First Amendment shall not be a basis for discipline. X Unauthorized possession or use of firearms or hazardous materials on HUC time or property. Y Refusal, during working hours, to submit to a Breathalyzer or other drug test required by law. NON-EXEMPT DISCIPLINE In general, HUC employees shall be subject to disciplinary action for failing to fulfill their duties and responsibilities, including observance of work rules approved by the Commission. It is the policy of the Commission to administer discipline fairly, without discrimination, and for just cause. The employee may demand a hearing ^r use the grievance procedure with respect to any disciplinary action believed to be unjust or disproportionate to the alleged offense. The General Manager, Director or Manager shall investigate any allegation on which disciplinary action might be based before disciplinary action is taken. The Commission supports the concept of progressive discipline but expressly reserves the right to impose various levels of discipline depending on the nature of the offense. Staff Personnel may impose oral and written reprimands, and may send an employee home for the remainder of a shift without pay. Only the General Manager may impose a suspension without pay, letter in lieu of suspension, demotion, or discharge. Notices of oral reprimand, written reprimand, suspension without pay, demotion, or discharge will be documented in written form and will state the reason(s) for the action taken. The employee shall be provided with a copy of each such notice and a copy shall be retained in the employee's personnel file. The following are examples of disciplinary action but do not constitute an exclusive list of possibilities and may be taken in any order or not used at all. These examples and their descriptions are not intended to create a contract or obligation on management's part. A Oral reprimand. An oral notice advising an employee of inappropriate conduct and expected corrective action. B Written reprimand. A written notice advising an employee of inappropriate conduct. A written reprimand should describe in detail the behavior to be corrected, describe past actions taken by the supervisor to correct the problem, give direction and orders for the future including timetables and goals for improvement when appropriate, and specify consequences of repeating the inappropriate behavior. The employee will be given a copy of the reprimand and sign the original acknowledging receipt of the reprimand. The signature of the employee does not signify agreement with the reprimand. The reprimand will be placed in the employee's personnel file. C Prior to the suspension or as soon after as possible, the employee will be notified in writing of the reason for the suspension and its length. There are two forms of suspension: suspension as discipline and suspension pending investigation. An employee receiving a suspension as discipline may not be paid, may not accrue vacation, holiday or sick leave benefits during the suspension, and may not use paid time while suspended. An employee suspended pending investigation of allegations will have a copy of each written statement placed in the personnel file and will be paid during the investigation. If the allegations prove false, the statement will be removed. An employee placed on investigatory suspension should be notified as quickly as reasonably possible of the action taken regarding employment. D Demotion. Placement of an employee in a lower level position. E Discharge. The General Manager may discharge any employee, but if the employee has completed the probationary period, a dismissal will be made only for just cause. A dismissed employee will be notified by the previous posting of a summary of Minnesota Statute Sections 181.931 to 181.935 or by furnishing the terminated employee a copy of those statutes at termination that the employee has a right to make a written request for HUC reason for termination. If requested, HUC will provide reasons, in writing, within five working days. This notice will also contain a statement indicating that the employee may respond to the charges both orally and in writing and may appear personally before the official having authority to make or recommend the final decision. An adequate reason or "just cause" for a disciplinary action will include, but not be limited to, evidence of any of the following: A Incompetence or inefficiency in the performance of duties. B Negligence or carelessness in the performance of duty, such as in the handling or control of municipal property, equipment, or funds and failure to observe safety rules and regulations. C Offensive or inappropriate conduct or language toward Utilities employees or other persons. D Failure to obey any lawful and reasonable direction given by an employee's supervisor or the appointing authority. E Acceptance of a fee, gift, or other valuable item or benefit in the course of, or as a result of, the employee's work. This limitation is not intended to prohibit the acceptance of articles of negligible value, which are distributed generally, or to prohibit employees from accepting social courtesies, which promote good public relations. This prohibition is intended to prevent or discourage relationships, which may be construed as evidence of favoritism, coercion, unfair advantage, or collusion. Employees may accept food and refreshments in such instances as a luncheon, dinner meeting, or inspection tour in conjunction with HUC business. F Conviction of a crime, which affects or relates to the performance of assigned duties. G Using, threatening or attempting to use, political influence or unethical pressure to influence a decision on a promotion, transfer, leave of absence, increased compensation, other benefit, or any other matter in which the employee has an interest. Unethical pressure includes offers of gifts or other special benefits, coercion, collusion, threats of blackmail, requests for favoritism, and use of unfair advantage. H Absence from work without prior approval in accordance with this policy. During assigned work schedules, (1) consuming or being under the influence of alcoholic beverages, (2) having the odor of an alcoholic beverage on the breath, or (3) consuming or being under the influence of a controlled substance, other than one prescribed by a physician, which does not impair the ability to perform assigned duties. J Tardiness or abuse of sick leave privileges. K Theft of public property, pilferage, or other unauthorized use or taking of property. L Sexual harassment. M Discrimination against or harassment of any HUC employee at any time, or any other person during work hours, based on race, color, creed, religion, national origin, sex, marital status, status with regard to public assistance, veterans status, disability, or age. N Performance of personal or other non-HUC work related matters during work hours. O Violation of the HUC's equal employment plan. P Engaging in a conflict of interest or performing public duties in a situation where the employee has a conflict of interest. Q Violations of the provisions of this Handbook and/or policies R Horseplay, loafing or sleeping on the job. S Proven dishonesty in the performance of duties. T Acts or threats of physical violence directed toward HUC employees. U Unauthorized use or release of confidential, sensitive or privileged information. V As a supervisor, knowingly permitting another employee to violate this policy or other work rules. W Acting or failing to act in a manner not otherwise specified that tends to lower discipline or morale among HUC employees, brings or tends to bring discredit to the HUC, its employees, or that adversely affects the prompt, courteous and efficient provisions of public services. Freedom of speech protected by the First Amendment shall not be a basis for discipline. Unauthorized possession or use of firearms or hazardous materials on HUC time or property. Refusal, during working hours, to submit to a Breathalyzer or other drug test required by law. August 26, 2015 HUTCHINSON UTILITIES COMMISSION MEMO Administration Department TO: HUTCHINSON UTILITIES COMMISSION FROM: JEREMY CARTER, GENERAL MANAGER SUBJECT: JOB EVALUATION AND COMPENSATION STUDY The Hutchinson Utilities Commission board, on July 29`h, approved issuing a request for proposal (RFP) for a job evaluation and compensation study to be completed for Hutchinson Utilities. Since that time, six proposals were submitted by various firms ranging in price from $16,000 - $53,090. The sub -committee, comprised of Commissioner Girard, Commissioner Luhring, Brenda Ewing — HR Director, and I, have read, reviewed, and discussed the six proposals. Where additional information or further clarification was needed, follow-up questions were asked with adequate responses provided by the respective firms. A matrix was used to summarize the data from the various proposals submitted to ensure the scope of the work requested in the RFP was met, to compare the price for each component of the study and the overall cost, and to identify the different approaches each firm would take to deliver the scope of work. Based on these areas: methodology to be used in the scope of the project, the thoroughness of the proposal submitted, the credentials of the individuals tasked with completing this project, the reference lists provided, and the cost effective price of the study, it is the sub -committee's recommendation that the Hutchinson Utilities Commission approve entering into an agreement with Springsted Incorporated for $25,760. Any additional worked requested by the Commission outside the scope of work in the proposal submitted would be billed at the standard hourly rates provided in the proposal. If there are any questions regarding the sub -committee recommendation, please feel free to contact me before the meeting. Sincerely, Jeremy Carter General Manager Compensation Plan Proposal Consultant Matrix August 2015 CONSULTANT SCOPE OF WORK Flaherty & Hood PA. Cost Fox Lawson A Associates Cost George Gmach Compensation Consulting, LLP Cost Laumeyer Human Resource Solutions Cost JER HR Consultin LLC Cost S rim steel ' Cost Introduction & Pro nt Orientation � X $500 Review current job evaluation & Pcu -ys _ -identify-_ satwn s tem )Wars, X :3,500 Coiled current material to rt assess _ X P Pa philosophy development rocess; P current evaluation process X Meet with staff to _confirm scope and plans. Meet with -. _ Meetwith General ,1 Maria ger and HR Director to discuss proposal, _ X $2,340 Meet with the General Manager and other appropriate personnel. descriptions, evaluations tem & dei s tem: present job evaluation ion with stag 0 staff Commission and other keYstake- ether back round materials, and Finalize work plan and time table. -i' __ _ - -- ratings, oN qwt compensation, p�eguqreport. _ L_ Commission input via questionnaire re ardi HUC compensation philosophyand HUC structure methodologies; develop HUC compensation hiloso by and strategies; confirm project timetable; holders (union rep, managers, etc.) discuss compensation issues _ Review existing documentation_ _. T Obtain all relevant background information Discuss method) and major HUC _issues Position Anal is $2,500 $9,000 $3,500 $17,930 $5,200 Employee intro meeting X X X X Employee review FAQ Employee Questionnaire all X X X X M mt Questionnaire review X X X X Em Employee Interviews' - X X - m9 ud X inces mt - -- X ADA & FLSA X X X X _ _ X $2,970 l _ _ _ j ...- - Communicate process to union re Review Position Deacri tions X $2,000 1 Review descriptions, guidance on X Revise and develop descriptions X Edit descriptions as needed X Recommend and revise X $5,720 Review and analyze all X $3,275 _ Revise as needed standarization; mgmt review as needed _ desaiptiorus as need) Positions Classifications/ - Rankin s/Grades/Evaluation X 2,500 HUC current tem or Fla & $ 1 X 3,500 --- selected'ob evaluation X �_- Ci Stanton system or MRA S tem X $2,500 _-_ - $1,500 X 1 ,400 m Use JER -- Systematic Analysis d Factor Hood system; Advise Commission system; Review results with HR_ _ Employee appeals process _ _ Current system or Princeton Point Evaluation (SAFEO s tem _ on communication with ba aini unit and management _ Assist with union rWe�otiations Factor System Factor Evaluation System; appeals process o tion Establish External Market and Benchmarks _ X $3,500 X $ 10,000 Combination 3 options $ 7,500 published $ 15,000 custom X _ X 1 $4,500 Discuss market with HUC officalsT X Work with HUC to determine mkt, Staff administers custom survey $2,975 Varying market for positions Benefits Analysis & Recommendations X X X X $3,080 X $750 Compensation_-System Structure T X $1,500 X X $3,500 X $4,400 X $3,645 Pay Equity Compliance X $250 X X X X $750 Preparation of Final 1 X $3,000 X $4,000 X X $1,500 X $7,920 X $2,475 _ _ Documents /Presentations_ will present to staff HUC Commission Meeting X X X X and union I _ X Staff Trainin%on S tem and X $1,000 X _ X X X X $550 Maintenance System Implementation Plan X $750 X X X $1,500 X 1 included with project cost - determine im mentation costs $500 for additional plans Post Contract Services Future Reclassifications X $350 X $350 X no cost for 1 year X hourly rate X $754260/hour Job Descriptions X $300 X no cost for 1 year X :[hmdy rate X $7542601hour Other Services X $1451hour X $1504400Atour X $100Raur X no cost for 1 year X rate X $7542601hour Contract Terms Timelines 16 weeks 64 weeks or more 10 weeks 13 weeks or Was Nowmbar 30 compietiori 14 weeks Fees $17,500 1 Option_l $27,500 $16,000 $18,500 $51,590 $25,760 Option 2 $30,000 - on 3 $35,000 incidentals $1,500 MA Da $2 510/da TOTAL $53.090 Similar References Moorhead Public Service; Winona, Lincoln. NE Electric; Owatonna, Marshall Municipal Utility, MN Valley Pipestone City & Utilities, Mora No munid titles or public utilities New Prague City & Utility, Lake - _ WWralled, Bagley, Waseca, Plainview, Thief River Falls, Farm� Electric Co-op; Minneapolis, Edina, City & Utilities, Sebeka, Marshall, noted City & Utility; LeSueur City & Utility. St Goud Area Planning Org. Lake, Clarksville, TN: Counties - Eden Prairie, Red Win ,Roseau, Fa o Pipestone City & Utilities, Mora, New Ulm City & Utility; Waite Park, Blue Earth, Otter Tail,_ Olmsted,_ Moollet, Itasca; HCMC Minnetrista; Counties - Wright McLeod, Pine_ City, Pine River, Lake Park; Washington, Rice, Roseau, Jackson, Cqdf Hutchinson studies and _ _ _ New_Hope, Crystal, Cloquet; Counties - LeSueur, Beltrami, _ Nobles, Mille Lacs, Isanti, Chisago, Lake of the Woods; M Is. Park Boar 2007 HUC stualy r liherbume. Renville, Wabasha