EWEB Starts General Manager Search

EUGENE: The Eugene Water & Electric Board (EWEB) took a major step in its search for a new general manager during its October 7 meeting, outlining a hiring timeline, leadership criteria, and salary range for the position.

Search consultant Lanie Mycoff, Managing Director of Mycoff Fry Partners briefed the board on the recruitment plan. Its goal, she said, is to identify and evaluate candidates through late fall, with finalist interviews expected between January 12 – 15 and a formal job offer targeted for mid-February

“This discussion is about making sure we’re all aligned on what we’re looking for in the next leader,” Mycoff said. “Once we finalize the description, I’ll begin networking, posting the position, and sourcing candidates. We have a solid window of time between now and mid-November to do that work.”

A review of feedback from a recent survey highlighted traits the utility considers most essential in a new general manager. Among the top priorities were integrity, trustworthiness, strategic vision, and the ability to develop and coach staff.

Mycoff noted that while regional experience and knowledge of the Bonneville Power Administration (BPA) market have been highly valued in other Northwest recruitments, they ranked lower this time.

Commissioners largely agreed that broader executive and leadership experience outweighs technical familiarity with BPA operations.

“I’d rather look at CEO or COO experience,” commissioner John Brown said. “It’s a whole lot more than BPA – water is more important than electricity.”

General Manager Frank Lawson’s leadership style was something board chair John Barofsky. “He’s built a strong executive team and empowered them to do their jobs instead of micromanaging. That approach has really moved this organization forward.”

During the board’s discussions, Sonya Carlson urged the group to keep diversity, equity, and inclusion principles in mind throughout the recruitment. “We have to make sure that our process is equitable and that we’re open to candidates of all backgrounds,” they said.

The board also revisited how to collect stakeholder feedback during the hiring process. While existing opportunities already allow for public comment at general sessions and direct communication with commissioners, the board debated whether to add a special listening session or online survey.

Several commissioners expressed concern that a dedicated listening session could create unrealistic expectations or attract a narrow group of voices.

“It could become performative,” according to board vice president Mindy Schlossberg. “We already have open avenues for feedback, and this is a responsibility we were elected to carry out.”

In the end, the board agreed to continue using existing public input channels, while staff may reach out directly to large account holders and key customers for additional feedback.

Human Resources presented an updated market compensation analysis, showing that EWEB’s general manager salary lags roughly 6% below market after adjusting for outliers.

The board tentatively settled on a $350,000 to $450,000 salary range, depending on the candidate’s qualifications and experience.

“This is a billion-dollar organization,” one Barofsky said. “To get the right person, we have to be willing to pay what the job demands.”

Others agreed, noting that EWEB’s size and complexity – spanning water, power generation, and renewable energy – require a uniquely skilled leader.

Recruitment efforts are expected to begin immediately following board approval of the job posting, with candidate screening starting as early as this week.