CHALLENGE

Our client, a mid-sized vertically integrated electric utility, announced one of the most aggressive net-zero carbon emissions goals in the United States. The company embarked on a long-term resource planning effort to meet this goal while maintaining reliability and affordability. The client faced several common challenges in this effort, including the consideration of a multitude of options, technology readiness, context and suitability for their territory, and the absence of a regulatory mandate that would require them to pursue lowcarbon options. ScottMadden was engaged to facilitate a long-term resource strategy that could meet ambitious decarbonization goals while maintaining (or improving upon) today’s levels of reliability.

The continual advancement of technology in The Utility Industry has complicated operations for natural gas local distributions companies (LDCs). Stakeholders- including corporate managers, regulators, and customers- have placed ever-higher expectations on LDCs to provide reliable service while adhering to increasingly stringent requirements. In light of this challenge, many utility organizations are seeking best practices that can help increase standardization across their organization. This case history examines a multiphased implementation strategy by a prominent U.S. – based energy company.

CHALLENGE

A leading private research university was navigating its journey to futurize its HR function, which consisted of more than 120 employees, streamline work, ensure compliance, and better support the university. Throughout the HR organization, a lack of understanding, trust, and alignment, coupled with the global pandemic, stumped the project team’s ability to implement change successfully. ScottMadden was engaged as a change management partner to help create a shared level of understanding and build trust among the HR department.

CHALLENGE

A midsize healthcare organization was experiencing employee dissatisfaction around perceived pay inequities. The company wanted to understand if compensation gaps existed across demographics, positions, departments, etc. and revise compensation policies to create a standardized approach. With the help of ScottMadden, the HR group was able to develop explanatory compensation models for key positions, identify specific pay gaps, define a standard approach to compensation, and apply the new standards and statistical models to address this sensitive issue.

CHALLENGE

Our client, a large investor-owned utility, was charged with implementing a $300M make-ready infrastructure program in support of state decarbonization and transportation electrification goals. Due to the program’s size and complexity, successfully developing and executing this program was going to require significant amounts of planning and cross-functional stakeholder alignment. As a result, our client reached out to us for support in providing regulatory strategy, program design, and implementation support.