Exhibit B1-50 May 10, 2002 Report BCH Market ......Comparator Group Employee Profile Salary...

B 1 - 50

BC Hydro

Market Compensation Comparison

Terry DugganFiona MacdonaldJayne Lindsay

May 10 , 2002 Discussion Draft

Towers Perrin

Table of Contents

1. Sa ckg ro u nd

.......... .............................................. .............. .............................. ................ '''''''' '''''' ......... ......

2. Market Co m pe nsatio n Data

....................... .................. ................. ............. ......... ............... ...... ............

Appendix 1 - Methodology/Actuarial Assumptions

Appendix 2 - Comparator Groups - Utility Samples

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1. Background

Situation

. BC Hydro prepared a market competitive analysis of base salary and annual bonus for severalmanagement and professional positions. The results were presented to the HRCC.

1\ Subsequently, the CEO indicated an interest in comparing Total Compensation of BC Hydroemployees to the market.

,) Total Compensation includes the following elements of pay:Salary;

- Annual Bonus;Expected Value of Long-term Incentives; andEstimated Value of Pension and Benefits.

..

As a result, we have been asked to provide additional market compensation data for long-termincentives , plus pension and benefits for the following benchmark positions:c) Treasurer

) Manager, Financial Review & Audit) Manager, Supply Investments) Engineering Manager) Senior Engineer

;) Engineer 2;) Admin. Assistant 2

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1. Background

II Our report addresses the following elements of pay:

;) Salary;) Target Total Cash (TTC = Salary + Target Bonus);) Total Direct Compensation (TDC = TTC + Expected Value of Long-term Incentives); and;. Total Compensation (TC = TDC + Estimated Value of Pension and Benefits).

II The Total Compensation market comparisons presented in this report include the following

elements of the BC Hydro benefits program:) Pension

.) Life insuranceShort and long-term disability

:) Extended Health.) Dental

Accidental death and dismemberment;) Vacation and statutory holidays

,) Core days

Compensation Philosophy

II We understand that BC Hydro s compensation philosophy is to target compensation at the 50thpercentile of the market.

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1. Background

Comparator Groups

II In preparing the market compensation analysis, BC Hydro had used various data sources andweighted the data according to relevance.

II For the purpose of our analysis, we have selected the most relevant comparator group for eachposition and provided the market data for that group:

Treasurer and Manager, Financial Review & Audit - All- Industry and Utility Samples;

;)

Manager Supply Investments and Engineering positions - Utility Sample; and

;)

Admin. Assistant 2 - Vancouver Sample.

II In addition to the Utility sample from Towers Perrin s Power Industry Survey, we have comparedthe relevant positions to a select sample from that survey, identified by management as beingthe most representative of the market for those positions (refer to Appendix 2 for a list ofcompanies).

II With regard to the pension and benefits, the following employee profiles and comparator groupshave been used for the purpose of developing the values of pension and benefits for selectedbenchmark positions:

Bonus%Postion Comparator Group Employee Profile Salary Comparator Group BC Hydro

Treasur .: $ 1 billon/Utilities Age 45/15 yrs. service $ 150 000 30% 9.50%

Engineering Manager Utilities Age 55/30 yrs. service $ 105000 12% 9.50%

Senior Engineer Utilities Age 45/15 yrs. service $ 80,000 0% 7.50%

Engineer 2 Utilties Age 40/10 yrs. service. $ 65,000 0% 7.50%

Administrative Assistant BC Sample Age 40/10 yrs. service $ 35,000 0% 7.50%

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2. Market Compensation Data

Key Finding

II The market data indicates that:

) The Treasurer, Manager Financial Review and Audit, and Manager Supply Investments arepositioned at or below the 25th percentile of the market on a Total Compensation basis;

cc) The Engineering positions and the Administrative Assistant 2 are positioned at or above the50th percentile of the market on a Total Compensation basis;

'c) There is not a significant difference market pay between the full Utility sample and the SelectUtility sample identified by BC Hydro; and

IC) At the 50th percentile , the implied long-term incentives are insignificant with the exception ofthe Treasurer and Manager Financial Review and Audit positions.

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Total Compensation Treasurer (Utilities Sample)

- 220

g 200

g 180

160

8. 140

g 120

100

TOwers Perrn

Pon MatComprisons have be n made toTresurer poitioos in a utilty sampe ofCanadian compnes frem TaoersPerrn s 2001 Compesation Daa BankData have ben size-adjusted using BCHydro s estimate revrues of $3 billion.Pension & Banefits data hav benottained from To"" Perrin s BenefitsOata Bank aOO repreents a sample ofTotal Compensation (T 177 188 231 253 2ff compnes frm the FblMr Services94 77 70% 62% Industry. Data lreludes the value of

Ncte: TTC z: Salary + Targe Bo; roc = TT + EsirTed ,Aualiz Val ue of LT. Irca1ti. TC = TOC + Est. Value of Peia1 & &nerts vacon and holidays.

300

280285Salary

IB Bonus

Est. Value of L-T Incentives

Est. Value of Pension & Benefits

260

240 231

177

BC Hydro

Current25th 50th 60th 75th

1u,$J Be Hyro 200 Mark PerlesBC Hyro Cutrn lI %01 MH

ClIrent 25h

135

50h

154 1627!%

75t

174Salary 128

74%

223Target Total Cash (T) 140 1559(/,

18676%

19871%

20170% 63%

Total Direct Comp. (T) 140 160 21765%

24557%

S:\SEC-COMP\2002\00366\0510 Market Comp, ppt

21%

72%BC Hydro

14%

Utilties 50th


550Salary

483500 Bonus 21%

450Est. Value of L-T Incentives

Est. Value of Pension & Benefits389

0" 400

327 156!! 35072%

BC Hydro300

8. 250

11%U 200

150

100

All-Industry 50th

BC Hydro 25th 50th 60th 75thCurrent

(ln$l BC Hyro 202 Mar1 PerlesBC Hyro Cunw

-."

01 Mrdret

Total Compensation Treasurer (All-Industry Sample)

All-Industry

c..re 25h 50h 75tSalary 128 136 165 179 199

78% 77% 84%

Target Total Cash (T) 140 162 215 243 28565% 49%

Total Direct Comp. (TOC) 140 193 292 351 44173% 48% 40% 32%

Total Compensation (TC) 177 225 327 38979J 54% 37%

Position MlICbrrrisons have been made to

Treasurer pcitions in an all-indJstrysample of Canadian companies withrevenues greater than $1 bilion fromTONers Perrins 2001 Compensation DaaBank. Dat have ben size-adjusted

usin9 Be Hydros estimated revenues of

$3 tillon. Fension nefits data havebeen obtined from Towers PerrnBanefits Data Bank and rej:esents asample of canpanies with revenues

Nocs: TIC = S8lary + Targe Benus; TOC = TI + 8tmated AmUBlized Vaue ot LT. Inc1i.; TC ." TO + Est Value of Pensioo & Bene.. greater than $1 tillon. Data includes the

value of vacaton and holidas.Tbwers PerrnS:\SEC-COMP\2002\00366\0510 Market Comp.ppt


Total Compensation Manager Financial Review and Audit (Utility Sample)

200

180

-; 160

140

8. 120

100

Tbwers Perrn

Position M6tcComparisons have been made to TopInternai Audit positions in . utilty slIpleof Canadian compnies from TOlJrsPerrn s 2001 Compensation Data Bank.Data have been size-adjusted using BCHydro s estimated revenues of $3 bilion.Persian & Benefits data have beenobtained from Tovvrs Perrin s BenefitsDaUi 8 ank and represents a sample ofcompanies from the PO\or ServicesIrdustry. Data includes the value ofvacation and holidays.

Nate: TIC = Salary + Target Bos;TDC = TI + Esimated Annualized Velue ofL.T. Incentives,TC =TO +E$t. Value of Pensloo & Benefits

260

240Salary

Bonus

180



BG Hydro


(ln$( BC Hyro 2002 Mark PerlesBe Hym QJINa _II "of Mtdc Dm

Cwrent 25h

107

50h

120 127

75t

136Salary 109

Target Total Cash (TC)101%

125981 82%

90%

146

85%

15676%

80%

17170%

119

Total Direct Comp. (TDC) 119 12992%

15577%

18083%

16771%

18684%

Total Compensation (TC) 149 15199J

19576%

21769%

S:\SEC-COMP\2002\00366\0510 Market Comp. ppt

20%

73%BC Hydro

14%

Utilties 50th


Total Compensation Manager Financial Review and Audit (All-Industry Sample)

Tbwers Perrn

g 220

!! 200

.. 180

:g 160

E 140

120

100

320

300

280

Salary

Bonus

297



240

BC Hydro


(;n$OOUs) BC Hydro 2002 Ma rket PercentilesBC Hyro CUtrnt... "of "",ket DlJtz

20%

73%BC Hydro

13%

13%

All-Industry 50th

Current 25th 50h GOh 7Sth

Salary 109 104 125 135 149

,""%

87% 80% 73%

Target Total Cash (TC) 119 118 151 167 191101% 79% 71% 62%

Total Direct Compo (TDC) 119 125 182 215 26695% 65% 55% 45%

Total Compensation (TC) 149

Positon MachComparisons have been made to TopInternal Audit positions in an el1 industrysample of Canadian companies withrevenues greeter than $1 billon fromTowers Perrin't 2001 Compensation DataBank. Data have been size-adjusted usingBC Hydro s estimated revenues of $3bilion. Pension & Benefits data havebeen obtaIned from Towers PerrinBenefits Date Bank and represents asample of companies with revenues

;: ::'

greeter than $ ' billion. D t8lncludes thevalue of vaCation and holidays.

NOIe: TTC.. SalCiry + Tergel Bonus; TOC .. TIC T Esimated Annualized Vaue otl.T. lnc81tivas.; TC D TOC + Est. Value of Pensio & Benefits

All-Industry

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Total Compensation Manager Supply Investments (Select Utilities Sample)

Ibwers Perrn

Position MBtComparisons have been made toRegional Busiress Developer pJsitions ina select sample of companies fromTCJ8rs Perrin's 2001 Po\or ServicesIndustry Compensation Survey. Pension& Banefits data have been obtained fromTONers Perrin's Benefits Data Bank andrepresents a sample of companies fromthe f'""rServices Industry. Dataincludes the value cJ vacation andholidays.

Note: TIC = 5Blary+ Target Bonu;TOC = TI + Esimated An1l1ized V ueofL.T. lncB'ti. TC ::TOC + Est Value of Pensio & Benes

400

350

Salary

308

Bonus



!! 250

200

8 150

100

BC Hydro


ffn$l BC Hydro 2002 Mor1 PerntlesBe H,ro CUtr as II % of Mtrktl DlI

C..rent 25h 50h

142 152

75tSalary 102 166

61%109% 72%

16767%

67%

184 21053%

27141%

Target Total Cash (TC) 112 107705% 61%

Total Direct Comp. (TDC) 112 113 17365%

21253%

Total Compensation (TC) 140 140100%

20469%

24557%

30845%

20%

73%BC Hydro

15%

70%

Select Utilties 50th



Total Compensation Manager Supply Invest ents (Utilities Sample)

300Salary

l1 Bonus



250228

g 200

150

100

142

BC Hydro

Current(in $Os!

25th 50th 60th 75th

BC Hydro 2002 Market PerenilesBe Hyro Qllre 11" of M6tfet Dm

Utilities

20%

73%BC Hydro

16%

72%

Utilties 50th

Positin Match

Comparisons have been made toRegional Business Developer fDsitions inall companies from Tm.wrs Perrin s 2001

PONe, Services Industry CompensationSurvey. Pension & Benefts data havebeen obtained from Towars PerrinBanefits Data Bank and rej:esents asample of companies from the PovvrServces Industry. Data includas thevalua of vacation and holidays.

C..rent 25h 50h 75t

Salary 102 143 145 150103% 71% 70% 68%

Target Total Cash (TC) 112 115 167 177 19197% 67% 63% 59%

Total Direct Compo (TDC) 112 115 167 177 19197% 67% 63% 59%

Total Compensation (TC) 140 142 198 210 22B99% 71% 67% 61%

Note: TTC:I Sarary+ Target Bonus;TOC = TT + Estimatod Annualized ValueofL.T. Incmtis. ; TC =TOC + Est. VarueofPension & Benefit

Tbwers PerrnS:\SEC-COMP\2002\00366\0510 Market Comp.ppt


Total Compensation Engineering Manager (Select Utilities Sample)

0- 160

!! 140

120

8. 100

Tbwers Perrn

Position MatComparisons have been made toManager/Expert Engineer positions in aselect sample.of oompanies from TowersPerrin s 2001 Power Services IndustryQ:mpensation Survey. Pension &Banefits data heve been obtained fromTowers Perrins Benefits Data Bank andrepresents a sample of companies fromthe Power Services Industry. Dataincludes the value of vacation aOO

holidays.Note: TIC = Selary+ Tsrgel Bmus;TOC = TTC + Esimated MnUllized Vaue of L.T. IncEntives.TC =TOC +EsI. V8lueofPe io &8anes

220

200Salary

II Bonus



BC Hydro


(;n$O BC Hyro 2002 Mar1 PerenilesBC Hym Cutrd II 01 Mldcet

Cwrent 25h

105%

50h

101101%

10696%

75t

11390%

Salary 102

Target Total Cash (TC) 111 100111%

100

11497%

11696%

12291%

12589%

13582%

137Total Direct Comp. (TC) 111111% 81%

Total Compensation (T) 139 118118%

138707%

14894%

16385%

S :\SEC-COMP\2002\00366\051 0 Market Comp.ppt

20%

73%

BC Hydro

16%

73%



Total Compensation Engineering Manager (Utilities Sample)

220

200Salary

Bonus


Est. Value of Pension & Benefits 160180

0- 160

!! 140

120

8. 100

BC Hydro


(in $(lj II Hyro 201\rf PerlesIE H, OJlTedasa %d_Da

Utilities

BC Hydro

Utilties 50th

c..re 25h 50h

Salary 102 101 104 100107% 101% 93%

Target Total Cash (7C) 111 113 121 134112% 92% 83%

Total Direct Comp. (T) 111 113 121 134112% 92% 83%

Totl Compensaton (T) 139 118 135 145 100118% 103 87%

Nao: lTC= 5001)+ Targe 8o;TOC = TI + 8tirrtedknlllizVaueofLT. I""tive "I =TD + Est. ValllofR!rsioo &BoTbwers Perrn

Potion Corrri50ns have ben made to

ManagerlExpe Erginee potions in allcorrries frm TONers Perrin's 2001PONer Serces IndLStry CorrnsatonSu/Vey. Pesion & Benefts dat havbe obtined from T o""s PenBenefits Daa Bank and rep'esents a

semple of ccrpmies from thePo""Servce Industry. Daa includas thevalue of vacaon and holidays.



Total Compensation Senior Engineer (Select Utilities Sample)

120

:. 100

Tbwers Perrn

Position MlIComparisons have been made toSpecialist/Group Leader En9ineerpositions in a select sample of companiesfrom Towers Perrin s 2001 Po.erSe !Vices Industry Compensation Survey.Pension & Banefits data have beenottained from Tovvrs Perrin s BenefitsData Bank and represents a sample ofcompanies frm the Power Services

Industry. Data includes the value ofvacation and holidays.

Note: TTC = Salary + Target Bonus;TDC = TI + Esimated Annualized VBlueof l.T. Incentives.; TC =TOC + Est. Value of Pensio & Benerts

180

160

Salary

l1 Bonus



BC Hydro


(in $O) BC Hydro 2002 Mar1 Perles8C iltO QII'8t 1111 % of MJdcf/

Cwrent 25h 50h 75tSalary

Target Total Cash (TC)702%

104%

88%

97% 94% 88%

705% 98% 91%

Total Direct Comp. (TDC)105% 97%704%

Total Compensation (TC) 105117% 107%

106 11790%99%

:." ;;." ' "

"'i,

!."

"/0 " 1'1;

74%

BC Hydro

,:/i

" " :/:"

82%




Total Compensation Senior Engineer (Utilities Sample)

Tbwers Perrn

100

Potin MaComparisons haw ben mae toSpialist/G-o", Leader Engineerpoitioos in all companies from TO\MrsPenn s 2001 PO\Mr Selces IndustrCompnsation Surv. Pension &Banefits data have ben obtained franTONrs Perins Benefits Data Bank and

. represerts a sample of compnies fromthe fb\Mr Service Industr. Data

includes the value vacation andholidays.

Nete: TIC = Salary + Targe Bc;TOC =TT + Esimated..ualizedValueofLT.lrcEnUv.;1C ""TO +Esl Velueof Peioo &Ba

160

140

Salary

I! BonusEst. Value of L-T IncentivesEst. Value of Pension & Benefits

120

BC Hydro


(in $(s! BC Hyro 20l\rk Perles8C /lro OJffM a" d MI Dt

Utilities

c..re 25h 50h

96% 91%

Salary104%

90%

98%

Target Total Cash (TC)108% 104% 98%

Total Direct Comp. (T)104% 90%708% 98%

Total Compensaton (TC) 105113% 107%

105100%

11492%

:'0

74%

BC Hydro

Yc 17%

81%

Utilties 50th



Total Compensation Engineer (Select Utilities Sample)

0- 100

Tbwers Perrn

Position MatcComparisons have been made to FullyOJalified Engineer positions in a selectsample of companies from To'lrs

Perrn s 2001 PO'lr Servces Industr

Compensation Survy. Pension &

Benefits data have been obtained fromTowers Perrins Benefits Data Bank andrepresents a sample of companies fromthe Power Services Industr. Dataincludes the value of vacation andholidays.

Ncte: TIC = Salary + TergetBon;TOC = TI + Esimated Annualized ValueofLT. lncmUves.; TC =TOC + Est. Value of Pension & Benes

140

120

Salary

Bonus



BC Hydro


(in $Os) BC Hydro 2002 Mariet PerceilesBC Hydro Curred lI II of Mllkft D8

C..rent 25h 50h

89%

75tSalary

107% 94% 83%

Target Total Cash rrC)108% 99% 87%94%

Total Direct Compo (TDC)94% 87%108% 99%

Total Compensation (TC)112% 104% 98% 90%

S :\SEC-COMP\2002\00366\051 0 Market Comp,ppt

73%

BC Hydro

17%

81%



Total Compensation Engineer (Utilities Sample)

0- 100

.. 80

Tbwers Perrn

140

120

Salary

II Bonus


IJ Est. Value of Pension & Benefits

BC Hydro

Current60th 75th25th 50th

(m$Os! BC Hyro 2002 Market Perilesa; H)1O Mil %af MJllcetDm

21%

73%

BC Hydro

17%

81%

Utilties 50th

Potin MatCwre 25h 50h 75t Comparisons have been made to Fully

Clalified Engineer positions in allSalary companies from Towers Perrins 2001

100% 93% 90% 85% PONer Servces Industry CompensationTarget Total Cash (TC) Survey. Pension & Benefts data have

105% 97% 94% 91% ben obtained from TOIM's Perrn

Total Direct Comp. (T) Banefits Data Bank and rej:esents a

105% 97% 94% 91% sample of companies from the POlMr

Total Compensation (TC)Servce Industry. Daa includes the

710% 102% 91%value of vacation and holidays.

Ncto: TIC = Sel8ry + Terset Bous; TD "" TI + Esimated M\ualized V8!Jof L T. Inctives. TC "" TO + Est Value of Pensio & Benes



Total Compensation Admin. Assistant 2

Tbwers Perrn

Salary

ii Bonus


I2 Est. Value of Pension & Benefits

g 60

:; 50

78%Vancouver 50th

BC Hydro

BC Hydro


(in $ld 20 Mart PelesirHPOm",a%d _Di

Po MaCorrrisons h"" ben rm toV\rkrgCsree OericeVAd1iristreon po ions in an all-

indu sample of corrnies ba Vancuw frcm TO\ Perrin s 201Con-saton Daa Bank (CD). Penicn

Bets daa h"" ben cbined frcmTON Penin's Benef Daa Bank andresert a sample of corrnies 41 46 49 53 in Brtish Colurra. Da in:lude the139% 124% 118% 108,6value of vaon and holidls.

Ne.: lTC-Se8l+ Tar9' Bc;TD = TI + e:iredl'uelizVdueofLT. I""tive 1C =TD +Es. Valueoffelm&EI",.fi

Salary

Cure

114%

10%

25h

129%

50h

Target Towl Cah (T)133 113%

1/3%

122%

Totl Direc Co. (T133 122%

Totl Consaton (T


Methodology/Actuarial Assumptions Appendix

Valuation of Pensions and Benefits

. Pension and benefits data for the Utiities and $1 billion plus comparator groups has beenextracted from Towers Perrin s Canadian Benefits Oata Bank (BOB); the BOB contains detailedinformation on benefit programs offered by more than 250 Canadian employers , and is updatedon an annual basis.

. To obtain a perspective on the competitive positioning of BC Hydro s benefits program for profileemployees relative to each comparator group, we examined the employer-provided value ofeach organization s program, by plan. The approach used within the BOB is to compute thevalue of the employer-provided portion of the benefits payable to profile employees in the future,based on current plan provisions; this approach , while capturing differences in the plan designneutralizes the effect of different cost-sharing arrangements that exist within the comparatorg rou p.

Benefit values that are age-related , such as death, short and long term disability, and post-retirement medical and dental benefits , are derived as a level percentage of pay during thecareer of an employee. Appendix I provides a detailed description of the BOB benefit valuationmethodology.



Measuring the Value of Benefits

Individual plan calculations are performed to take into account all of the benefit features thathave a significant impact on the resulting benefit values. The total value of each plan iscalculated, and then the employee-provided portion is subtracted using cost sharing informationprovided by each participant. Benefit values that are age-related , such as retirement, death,short and long term disability benefits , post-retirement medical and dental benefits , are derivedas a level percentage of pay during the career of an employee.

. An explanation of how each benefit plan is valued , follows:

Pension Plans

. The following benefits and provisions are calculated to determine the value of pension plans:normal retirement, early retirement subsidy, bridge, withdrawal, pre-retirement and post-retirement death benefits. Defined contribution plans are considered pension plans whencontributions are locked in during employment. If contributions can be withdrawn duringemployment, the plan is considered to be a savings vehicle.

. Employees are assumed to participate as early as possible even if on a voluntary basis, and tocontribute at the maximum level that is matched by the employer when an option is given.

. Career pay plans are converted to equivalent final pay plans based on past updates.

. Each participant's history of post-retirement pension adjustments is analyzed in relation to CPI todetermine for each one an assumption concerning future adjustment patterns.

Tbwers PerrnS:\SEC-COMP\2002\00366\0510 Market Comp. ppt


Savings, Profit Sharing and Stock Purchase Plans

Included are all plans where the company matches employee contributions regardless of thepercentage matched.

. Employees are assumed to contribute at the maximum level matched by the employer.

Group Life Insurance Plans

Benefit values are calculated for: pre-retirement basic, optional group life, survivor incomebenefits , post-retirement basic and optional group life.

. For optional coverage , 50% of all employees are assumed to elect the maximum coverageavailable.

. Maximums on benefits are applied and are increased at the same rate as salaries.

Disability Plans

. Short term and long term disability benefits are included.

. Maximums on benefits are applied and are increased at the same rate as salaries.



Extended Health and Dental Plans

II These benefits are valued according to a cost schedule based on a selected insurancecompany s rate manual.

II The cost is calculated as a percentage of current salary. It is assumed that the currentpercentage will remain the same throughout the employee s career. Coverage after retirement isalso valued and its cost is expressed as a level percentage of salary throughout the employeecareer.

Towers PerrnS:\SEC-COMP\2002\00366\0510 Market Comp.ppt


Valuation Interest Rate

Inflation (CPllnterest)

Salary Escalation

MPE Escalation

Old Age Security

Indexation of net income thresholdfor payment of OAS benefits

Towers PerrnS:\SEC-COMP\2002\00366\0510 Market Comp.ppt


...

M9r19IiJY...

DisabilitySTD and L TD Plans

4yy JhQ- tr:9rgiQ 9Qg i!b? gtpr9J g!tQQ.

Other Plans

'''''' ''''''''''''''''-'-'' '''''' '''''''' ''''' '",. .........,......"",,,,,,",,,,,,,,,"',...

Withdrawal

Distribution of Retirement

Society of Actuaries 1981 Report on Mortality and MorbidityExperience , with adjustment

None

"......., ...' ""'. '''' ''."'' ..... "",,,..... ".., ..,,.., "'''

''' ",,,,,,,,,,,,,...,..,,,. 'b'b'

BDB 2000 Table

20% at age 5540% at age 6040% at age 65

"'''''''''''''-

'''''''''h'h'h'

'''''''''' ''''''''''''' ,,,,"" '.'.-.-. '"'

* If early retirement is not permitted at one of the specified ages, the corresponding proportion istransferred to the next retirement age. If a plan defines normal retirement age to be before age 65, thecorresponding proportion is transferred to the preceding retirement age.



Plan Design Factors

"""""""""""""',,,,,,,,,,,,,,,,,,,,,,,,,,,,,,'...........,.......,............".,..,..,-,......,.... """"""""""""'..,.,..,.,.,."-,.,-,.",,....... ................................-..................................''''''''''.........................-.................................. -.""""""'"''''''''''''''''''''''''''''''''''''''''''''''''''''''''''""""""""'''''''''''-

Interest Credited on Contributions 5.

"""""""""""""""",-""""'.,","", -"""""""""""""""""""""""',,"'""""'"''''''''''''''''''''' '''''''-'-''''-'''''''''''''........ ""-'

Interest Rate Used in the Annuity for theCalculation of the Employee s Portion andfor Money Purchase Plans

"""""""""""""""""""""'"'''''''''''....................................,......................"""""""""'............................. ,.....................

Indexation of Flat Dollar Components andCurrent Plan Maximums Including Limitson Employee Contributions

Post-Retirement Indexation

.......-.--................................................ ..... ......... """"""""""""'" ............................................"""""""""''''''''''''''''''''''''-' ''''..-.......'-"'"'''''''''''''''''''''''''''''''''','''''''

'n,'''''''''''''"""""''''''''''''''''''''''''''''''''''.....,.....

'.................

Based on each participant's past adjustment pattern


Comparator Groups - Utility Samples Appendix 2

?::

i!- ijl1

~~~~

ATCO Electric Ltd.A TCO PowerBritish Columbia Hydro and Power AuthorityCalpine Canada- Resources Ltd.City of Medicine Hat - Electric UtiityCity of Saskatoon Electric SystemENMAX CorporationEPCORESBI Alberta Ltd.Great Lakes Power LimitedGuelph Hydro Electric Systems Inc.Hydro One Inc.Hydro OttawaLondon Hydro

Maclaren Energy Inc.Manitoba HydroNewfoundland and Labrador HydroNew Brunswick Power CorporationNova Scotia Power Inc.Ontario Power GenerationPanCanadian Petroleum LimitedPower Pool of AlbertaSaskEnergy IncorporatedSaskatchewan Power CorporationShell Trading GP Canada Company Ltd.TransAlta Corporation

TransCanada Power

Utilcorp Networks CanadaWestcoast Energy Inc.

Tbwers Perrn

ATCO Electric Ltd.A TCO PowerCalpine Canada Resources Ltd.EPCORHydro One Inc.Manitoba Hydro

Ontario Power GenerationPower Pool of AlbertaSaskEnergy IncorporatedSaskatchewan Power CorporationTransAlta Corporation

TransCanada PowerUtilicorp Networks CanadaWestcoast Energy Inc.


Exhibit B1-50 May 10, 2002 Report BCH Market ......Comparator Group Employee Profile Salary...

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Transcript of Exhibit B1-50 May 10, 2002 Report BCH Market ......Comparator Group Employee Profile Salary...