4.11. SR 06-30-1997'ity of
iver
MEMORANDUM
Item # 4.11.
TO:
FROM:
DATE:
SUBJECT:
Mayor & City Council
Lori Johnson for the Comparable Worth
Committee: Tom Zerwas, Sandy
Thackeray, Phil Hals & Lori Johnson
June 27, 1997
Comparable Worth Recommendations
With the addition of ice arena employees and a seasonal park laborer
position, there was a need for the Comparable Worth Committee (CWC) to
meet and review the new positions. At the same time, the CWC took the
opportunity to review two other positions that the CWC felt had changed and
may need to be adjusted. The CWC's job is to review the positions based on
facts relating to the position and the City's internal job and pay structures
and present a fair and unbiased recommendation to the Council for approval.
The positions reviewed and the CWC's recommendations follow.
On another unrelated personnel matter, I wanted to provide the Council with
an update on the newly implemented performance review system. I will start
with that update first.
Performance Reviews
Reviews of employees started in May and most employees have now met with
their supervisor to discuss their review (all of the reviews will be completed
prior to June 30). The process was well received by both employees and
supervisors. The supervisor training which was presented by Bob Fjerstad
was very beneficial as can be evidenced by the results of the reviews; they
are as fair, accurate, and unbiased as possible. Supervisors took this
responsibility seriously and made the review a positive interaction with
employees.
There are, of course, minor improvements and changes that will be made for
next year in an attempt to make the process even better. Hopefully both
employees and supervisors will use the information from the reviews to help
capitalize upon the strengths of each employee and to implement goals for
improvement.
13065 Orono Parkway · P.O. Box 490 · Elk River, MN 55330 ° (612) 441-7420 · Fax: (612) 441-7425
Position Recommendations from CWC
The CWC made recommendations on each of the following positions based
mainly on actual duties and responsibilities of each position and how these fit
in our internal structure. Obviously, the CWC's recommendations are not
always consistent with an employee request. However, the CWC strives to be
fair, consistent, and unbiased. The department head of each of the positions
under review also assisted in defining the duties and responsibilities of the
position to assure accuracy.
Liquor Clerk II
The CWC again felt this position needed to be reviewed to
determine if all of the duties of this position were reflected in the
position profile. After reviewing the profile, it was determined that
duties such as ordering merchandise (a new duty), closing the
store, and fulfilling supervisory and management duties in the
absence of the manager or assistant manager were not included.
Based on the addition of these duties, the Committee recommends
the following:
Current Recommended
Point Ranking 51 56
Pay Grade 4 6
$7.86 to $12.80 $8.71 to $14.19
Pay $12.80 $13.58 on July 1
Step K
The Secretary position is also in pay grade 6. Pay grade 4 includes
the laborer, CSO, and officer service worker.
Assistant Liquor Store Manager
This is another position that the CWC felt should be reviewed. In
addition to the fact that the original position profile may not have
included adequate time allocations for some of the more important
duties of the position, the current point ranking does not reflect
several of the management duties this position is now performing.
Responsibility for scheduling employees and dealing with most
employee issues is delegated to the Assistant Manager. This
position now does part of the merchandise ordering and takes a
more active role in management of the store. The assistant serves
as the manager in charge when the manager is not on duty. Based
on these duties which were not reflected in the original position
profile, the CWC recommends the following:
C urre nt Recomme nde d
Point Ranking 60 68
Pay Grade 7 10
$9.16 to $14.93 $10.69 to $17.42
Pay $14.93 $15.29 on July 1
Step I
The Executive Secretary position is in pay grade 10. Pay grade 7
includes the Maintenance I and CSO/Crime Prevention Specialist
positions.
Ice Arena Manager
This position was added in January when the City began operating
the ice arena. Rich Czech completed a Job Analysis Questionnaire
(JAQ) to identify the duties and responsibilities of this position.
The JAQ was sent to PDI where a point ranking was assigned.
Based on the results of the JAQ, the Committee recommends the
following:
Point Ranking
Pay Grade
Pay
80
1E
$34,204.17/yr to $48,683.19/yr
$34,207.17 as of Jan. 1, 1997
$35,572.33 as of July 1, 1997
The City Clerk and Liquor Store Manager are also in pay grade
1E.
Rich's current pay is $32,760.00 which is what Elk River Youth
Hockey was paying at the time the City began operating the arena.
A survey of this position for six other metro communities indicates
that pay ranges from a low of $33,056 to a high of $53,895. Some of
these cities have only one sheet of ice; however, this position may
perform other park and recreation duties. In reviewing these
numbers it is important to take into consideration that Elk River
department head pay is typically 90 percent of metro pay. This
information indicates that the suggested pay range for this
position is correct based on pay at 90 percent of metro. After the
CWC met and made its recommendation, Rich surveyed several
communities with two sheets of ice. His survey is attached. Based
on Rich's information, the Council may choose to increase the pay
accordingly. A 90 percent average of the survey is approximately
$38,0O0.00.
Park Laborer
This is a new position which the Council recently approved. The
Committee recommends the following:
Point Ranking
Pay Grade
Main Job Functions
44
2
$7.09/hr to 11.56/hr.
Mow grass at parks
Pick up litter on park grounds
and shelters
Routine grounds maintenance at
parks
Finally, there are several other Ice Arena positions which will need to be
reviewed and placed in the City's pay plan. It is hoped that adequate
information will be available so those can be acted on during Ice Arena
budget discussions. Also, the changes for the Liquor positions have been
reviewed by the Liquor Store Manager and he is in agreement with the
recommendations.
Action Requested
The Council is asked to consider the point and pay grade recommendations of
the CWC for the Liquor Clerk II, Assistant Liquor Store Manager, Ice Arena
Manager, and Park Laborer positions. The Council is asked to review the
pay recommendations and either approve as presented or make adjustments
as the Council wishes.
Metro Area Arena Salaries for Arenas Operating Two Sheets of Ice
1)
Anoka
Manager: $44,000
Assistant: $29,000
Maintenance: $7.50 (24 - 32 hours per week)
Drivers: $6.00 per hour start.
2)
Burnsville
Manager: $42,000 (starting wage)
Assistant: $42,000
Secretary: $32,000
Drivers: (3 full time)
Stage One: $11.73 per hour
Stage Two: $12.23 per hour
Stage Three: $13.06 per hour
Stage Four: $14.38 per hour
Part Time: $6.65 - $7.65 per hour
3)
Cottage Grove
Manager: $40,000 - $49,000
Assistant: $35,000 - $45,000
Secretary: $30,000 - $35,000
Part Time Drivers: $7.00 - $8.00 per hour
4)
Eden Prairie
Manager: $45,000
Assistant / Maintenance: $40,000
Secretary: $35,000
Part Time Drivers.: $8.00 - $9.80 per hour plus benefits.
5)
New Hope
Manager $53,000 (also responsible for scheduling pool)
Assistant: $44,000
Maintenance.: $41,000
Part Time Drivers.: $6.50 - $8.50 per hour.
6)
Tartan (First year in operation)
Manager: $42,000
Assistant: $34,000
Maintenance.: $30,000
Part Time Drivers.: $6.00 - $8.00 per hour.
1997 ADOPi ED PAY RANGES
NON-EXEMPT . HOURLY PAY
PAY
POINTS GRADE _A _B
40-42 1 6.74 7.05
43-45 2 7.09 7.43
46-48 3 7.46 7.82
49-51 4 7.86 8.23
52-54 5 8.27 8.66
55-57 6 8.71 9.12
58-60 7 9.16 9.60
61-63 8 9.65 10.10
7.39 7.72
7.78 8.13
8.18 8.55
8.62 9.00
9.07 9.48
9.55 9.98
10.05 10.60
10.58 11.05
1997 ADOPTED PAY PLAN
E _F ~_
8.07 8.43 8.81
8.49 8.87 9.27
8.94 9.34 9.76
9.41 9.83 10.27
9.90 10.35 10.82
10.42 10.89 11.38
10.97 11.47 , 11.98
11.55 12.O7 12.61
9.21 9.62 10.O5
9.69 10.13 10.58
10.20 10.66 11.14
10.74 11.22 11.72
11.30 11.81 12.34
11.90 12.43 12.99
12.52 13.09 13.68
13.18 13.77 14.39
10.50 10.98
11.08 11.56
11.54 12.16
12.25 12.80
12.90 13.48
13.58 14.19
14.29 14.93
15.04 15.72
64-66 9 10.15 10.63 11.13 11.64 12.16 12.71 13.28 13.88 14.50 15.15 15.83 16.55
67-69 10 10.89 11.19 11.72 12.25 12.80 13.38 13.98 14.61 15.26 15.95 16.67 17.42
70-72 11 11.25 11.78 12.34 12.89 13.47 14.08 14.71 15.37 16.O7 16.79 17.54 ". 8.33
73-75 12 11.84 12.40 12.99 13.57 14.18 14.82 15.49 16.18 16.91 17.67 18.47 19.30
76-78 13 12.47 13.06 13.67 14.29 14.93 15.60 16.30 17.04 17.80 18.60 19.44 20.32
79-81 14 13.12 13.74 14.39 15.O4 15.71 16.42 17.16 17.93 18.74 19.58 20.46 21.38
82-84 15 13.81 14.47 15.15 15.83 16.54 17.29 18.06 18.88 19.73 20.61 21.54 22.51
85-87 16 14.54 15.23 15.94 16.66 17.41 18.20 19.01 19.87 20.76 21.70 22.67 23.69
88-90 17 15.31 16.03 16.78 17.54 18.33 19.15 20.01 20.92 21.86 22.84 23.87 24.94
STEP
D E
38,4~'5.04 40,0T4.04
40,078.16 41,681.29
41,748.09 43,418.01
43,487.59 45,227.09
45,299.57 47,111.56
49,545.63 51,527.46
51,610.03 53,674.44
53,760.45 55,910.87
56,000.47 58,240.49
58,333.82 60,667.18
60,764.40 63,194.98
63,296.25 65,828.10
F G H
41,6'~4.60 43,279.18 45,0~'0.35
43,348.54 45,082.48 46,885.78
45,154.73 46,960.92 48,839.36
47,036.18 48,917.62 50,874.33
48,996.02 50,955.86 52,994.09
53,588.56 55,732.10 57,961.38
55,821.41 58,054.27 60,376.44
58,147.31 60,473.20 62,892.13
60,570.11 62,992.91 65,512.63
63,093.86 65,617.62 68,242.32
65,722.78 68,351.69 71,085.75
68,461.22 71,199.67 74,047.66
34,204.17 35,572.33
35,629.34 37,O54.51
37,113.90 38,598.45
38,660.31 40,208.72
40,271.15 41,882.O0
44,045.89 45,807.72
45,881.13 47,716.38
47,792.85 49,704.56
49,784.22 51,775.58
51,858.56 53,932.90
54,019.33 56,180.10
56,270.14 58,520.94
EXEMPT- ANNUAL PAY
PAY
pOINTS ~RADE
78-82 1E
83-87 2E
88-92 3E
93-97 4E
98-102 5E
103-107 6E
108-112 7E
113-117 8E
118-122 9E
123-127 10E
128-132 11E
133-136 12E
36,995.23
38,536.69
40,142.39
41,814.99
43,557.28
47,640.03
49,625.03
51,692.74
53,846.61
56,090.22
58,427.31
60,861.78
J
52,909.30 55,025.67
55,113.86 57,318.41
60,279.84 62,691.03
62,791.50 65,303.16
65,407.81 68,024.12
68,133.14 70,858.46
70,972.02 73,810.90
73,929.18 76,886.35
77,009.57 80,089.95
POSITIONS IN PAY RANGE
Liquor Clerk I (Part Time)
Receptionist
none
Liquor Clerk fl (full time}; Laborer; Community Serv~o Officer;
Office Service Worker
Secretary/Receptionist
Secretary
Assistant Liquor Store Mgr; CSO/Crime Prevention Spec.;
Maintenance [
VVWTP Operator; Sr. AcctJSpac. Assmt elk; Payroll Clk;
Sr. Citizen Coord; TAC/Senior Records Tach.; Maintenance II;
Administrative Secretary; Environ. & Coda Enl. Officer
none
Executive Secretary
Police Officer
Housing Inspector
Building Inspector; Corporal; Juvenile Officer; Investigator
Maintenance Supervisor
Planning Assistant; Building Official
Police Sergeant
Assistant Finance Director
City Clerk; Liquor Store Manager
WWTP Superintendent
Director of Economic Development
City Planner; Building & Zoning Admin./Environ. Coord.
Fire Chief
Street & Park Superintendent
none
Finance Dir./Asst Adm.; Police Chief
none
none
City Administrator
none
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