4.12. SR 10-26-1998~ity of
Item #4.12.
MEMORANDUM
TO:
FROM:
Mayor & City Council
Personnel Committee:
Lori Johnson, Phil Hals, Sandy Peine,
and Tom Zerwas
DATE:
SUBJECT:
October 26, 1998
Personnel Committee
Recommendations
The Personnel Committee has met numerous times throughout the summer
and fall to address point ranking changes on several positions. A few of the
positions are still under review and will be presented to the Council later this
year. At this time the personnel committee is prepared to make
recommendations on part time ice arena worker pay and several positions
including, planner, director of economic development, community service
officer, and maintenance supervisor. This memo will summarize the items
which the personnel committee is requesting Council consideration. The
committee has not made pay recommendations for each position with the
understanding that the Council will adjust the pay ff it wishes.
Community Service Officer
There are currently two community service officer (CSO) positions,
CSO/crime prevention specialist and CSO. Recently CSO Bob Swenson took
on additional duties including authorization to operate a tranquilizer gun.
He is also authorized to carry firearms. Since these duties go beyond the
CSO duties, the committee is recommending that a CSO II position be
created to include these duties. This addition would create the following
CSO structure:
13065 Orono Parkway * P.O. Box 490 * Elk River, MN 55330 · TDD & Phone: (612) 441-7420 · Fax: (612) 441-7425
Title Point Value Pay Grade
CSO/Crime Prevention Specialist 60 7
CSO II 52 5
CSO I 49 4
Current pay $13.19 - top of pay grade 4
Recommended pay $13.88 - top of pay grade 5
Maintenance Supervisor
Due to the increased project coordination and supervision which this position
has become responsible for over the last several years, a new Job Analysis
Questionnaire (JAQ) was recently completed by Mark Thompson. The results
of the JAQ reflecting the current duties indicate that this position should be
elevated. In addition to adjusting the point ranking, a change in title is
appropriate to more accurately reflect the duties of the position.
Current Recommended
Title Maintenance Supervisor Asst. Street Superintendent
Point Value 79 88
Pay Grade 14 17
Pay $19.90 $21.54
Step I+.60 H
Planner
Earlier this year the personnel committee requested a pay increase for the
planner even though a point ranking had not been determined for this new
position. The Council subsequently approved a second pay increase for Steve
Wensman to $14.00 per hour. Steve Wensman has completed a JAQ and a
point value has been determined. The landscape architect aspects of this
position cause the point value to increase significantly. For future reference,
the committee's intent is that the assistant planner and planner positions
should be reviewed again after a city planner has been hired.
Recommendation
Point value - 84 Pay Grade 15 Pay $14.90
Director of Economic Development
When Paul Steinman was hired as director of economic development, the
intent was that this position would be reviewed in the future when the duties
and responsibilities were more well defined. Paul recently completed a JAQ
which indicates that the point ranking should be increased.
Current Recommended
Point Value 91 98
Pay Grade 3E 5E
Pay $54.409.39 no recommendation
Step Top
Summa~, of Pay Adjustments
Some of these positions have been under review for several months, but
because the personnel committee was not able to present the information to
the Council as early as it had hoped, the committee is recommending that
any pay increase for Bob Swenson be retroactive to August i and retroactive
to September i for Mark Thompson. If the Council chooses to adjust Steve
Wensman's pay, the increase could be retroactive to June 16 which is the
retroactive date of the other two pay adjustments or September 1. At this
time the personnel committee is not making a recommendation regarding the
pay for the director of economic development.
Part Time Ice Arena Employees
Another issue which is not related to point values is pay for the seasonal and
part time ice arena workers. In consideration of the tight labor market and
the difficulty in attracting and retaining employees for these positions, the
Council is also asked to consider increasing the pay rates for the seasonal
and part time ice arena workers. Ice Arena Manager Rich Czech has
submitted a proposal for part time pay. The personnel committee is in
agreement with his recommendation with the addition of a cap of $2.00 - or
four years of a $.50 per hour increase for returning - on the annual increases
for returning employees.
Action Requested
The City Council is asked to consider changes for the following positions as
outlined above:
1. Community Service Officer II -
2. Maintenance Supervisor - Assistant Street Superintendent
3. Planner
4. Director of Economic Development
5. Consider Ice Arena part time employee pay schedule as outlined in
attached memo from Rich Czech with the addition of a $2 cap on
returning employees.
ELK RIVER ARENA
1000 SCHOOL STREET
P.O. BOX 193
ELK RIVER, MN 55330
(6.12) 441- 2956
FAX * (612) 241 - 9432
To: Personnel Committee
From: Rich Czech tX..-
Date: October 2, 1998
Subject: Part time Employees pay schedule
With the demand for competent part time help rising I feel that there is a need to establish
a pay scale that will attract qualified people as well as keeping the workers we have. The
following pay schedule is my recommendation to the personnel committee for part time
personnel at the Arena:
Worker One: Starting salary: $7.50 ~ $8.25 per hour
Worker Two: Starting salary: $6.50 - $7.25 per hour
Worker Three: Starting salary: $6:00 - $6.75 per hour
Cashier: Starting salary: $6.50 - $7.25 per hour
The starting base would depend on the employee's qualifications and years of experience
with the type of work to be performed. I also recommend that employees receive a $.50
raise each year they are employed by the Arena. With the Arena's work schedule being
seasonal, (September - March) it is hard to retain workers season after season. I feel that
the raise will help retain employees.
EXHIBIT 2
NON-EXEMPT- HOURLY PAY
PAY
POINTS GRADE A B
40-42 1 6.94 7.27
43-45 2 7.30 7.65
46-48 3 7.69 8.05
49-51 4 8.09 8.47
52-54 5 8.52 8.92
55-57 6 8.97 9.39
58-60 7 9.44 9.88
81-63 8 9.94 10.40
64-66 9 10.46 10.95
67-69 10 11.01 11.53
70-72 11 11.59 12.14
73-75 12 12.20 12.77
76-78 13 12.84 13.45
79-81 14 13.52 14.15
82-84 15 14.23 14.90
85-87 16 14.98 15.68
88-90 17 15.77 16.51
EXEMPT- ANNUAL PAY
PAY
POINTS GRADE
76-82 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 1OE
128-132 11E
133-138 12E
1998 PAY PLAN
7.61 7.95 8.31 8.68 9.07 9.48 9.91 10.35 10.82
8.01 8.37 8.75 9.14 9.55 9.98 10.43 10.90 11.39
8.43 8.81 9.21 9.62 10.05 10.51 10.98 11.47 11.99
8.87 9.27 9.69 10.13 10.58 11.06 11.56 12.08 12.62
9.34 9.76 10.20 10.66 11.14 11.64 12.16 12.71 13,28
9.83 10.28 10.74 11.22 11.73 12.25 12.80 13.38 13.98
10.35 10.82 11.30 11.81 12.34 12.90 13.48 14.09 14.72
10.90 11.39 11.90 12.43 12.99 13.58 14.19 14.83 15.49
11.47 11.98 12.52 13.09 13.68 14.29 14.93 15.61 16.31
12.07 12.62 13.18 13.78 14.40 15.O4 15.72 16.43 17.17
12.71 13.28 13.88 14.50 15.15 15.84 16.55 17.29 18.07
13.38 13.98 14.61 15.26 15.95 16.67 17.42 18.20 19.02
14.08 14.71 15.38 16.O7 16.79 17.55 18.34 19.16 20.02
14.82 15.49 16.19 16.91 17.67 18.47 19.30 20.17 21.08
15.60 16.30 17.04 17.80 18.61 19.44 20.32 21.23 22.19
16.42 17.16 17.93 18.74 19.58 20.47 21.39 22.35 23.35
17.29 18.06 18.88 19.73 20.61 21.54 22.51 23.53 24.58
L POSITIONS IN PAY RANGE
11.31 Liquor Clerk I; Ice Arena Worker~
11.90 Receptionlat
12.~3 none
13.19 Liquor Clwrk II (full time); Laborer; Community Sen4ce Officer;
Office S~wica Worker;, Park Laborer
13.88 Secret arv/Receptioniet
15.38 CSO/Crime Prewntlon Spec.; Maintenance 1; Ica Arena Meint.
16.19 WWTP Operator; S~. Acct/Spec. Aeemt CIk; Payroll CIk;
Sr. Citi=en Coord; TAC/Senior Record. Tach.; Maintenance II;
Admini=tratlve Secretary; Environ. & Code Enl. Officer
17.04 none
17.94 Ex~cutiv. Secretary;Park Foreman; Ae.t. Liquor Mgr.;Moohanic
18.88 Police Officer
19.88 none
20.92 Bldg & Bldg/Hsg Inwpca; Corp~rel; Juvenile Officer; Inv~etigetor
22.03 Maintenance Supervieor
23.19 Planning Aaelatant; Building Official
24.41 Police Sergeant
25.69 Ae=i=tant Finance Director
STEP
35,230.29 36,639.50 38,105.08 39,629.29 41,214.46 42,863.04 44,577.56 46,360.66 48,215.09 50,143.69 City Clerk; Liquor Store Manager; Ice Arena Mgr.
3G, 698.22 38,166.15 39,692.80 41,280.51 42,931.73 44,649.00 46,434.96 48,292.35 50,224.05 52,233.01 WWTP Superintendent
38,227.31 39,756.41 41,346.66 43,000.53 44,720.55 46,509.37 48,369.75 60,304.54 52,316.72 54,409.39 Director of Economic Development
39,820.12 41,412.92 43,069.44 44,792.22 46,583.91 48,447.26 50,385.15 52,400.56 54,496.58 56,676.44 CItyPlann®r; Building &Zoning Admin./Envimn. Cooed.
41,479.29 43,138.46 44,864.00 46,658.56 48,524.90 50,465.90 52,484.53 54,583.92 56,767.27 69,037.96 Fire Chief
45,367.26 47,181.95 49,069.23 61,032.00 53,073.28 55,196.21 57,404.06 59,700.22 62,088.23 64,671.76 Street & Perk Superintendent
47,257.57 49,147.87 51,113.78 53,158.34 55,264.67 57,496.06 59,795.90 62,187.73 64,675.24 67,262.25 none
49,226.63 51,195.70 53,243.52 55,373.27 57,588.20 59,891.72 62,287.39 64,778.89 67,370.04 70,064.85 Finance Dir./Aeet Adm.; Police Chief
51,277.74 53,328.85 55,462.01 57,680.49 59,987.70 62,387.21 6~,882.70 67,478.01 70,177.13 72,984.22 none
53,414.31 55,550.89 57,772.92 60,083.64 62,487.19 64,986.68 67,586.15 70,289.59 73,101.18 76,025.22 none
55,639.91 57,865.51 60,180.13 62,587.33 65,090.83 67,694.46 70,402.24 73,218.33 76,147.06 79,192.94 CityAdminlstrator
57,958.24 60,276.57 62,687.63 65,195.14 67,802.94 70,515.06 73,335.66 76,269.09 79,319.85 82,492.65 none
4/6/98:Comp.
"v of
River
FROM:
DATE:
SUBJECT:
MEMORANDUM
Lori Johnson
Stephen Wensman, Planner
October 26, 1998
Personnel Committee
Recommendations
Request
Please consider my request for an increase in pay from the $14.90
recommended by the Personnel Committee to $15.50.
Justification
· The recommendation of the Personnel Committee is less than what was
generally promised me by the former City Planner, Steve Ach.
· Since June, Scott Harlicker and myself have been without the direction of
a City Planner and have successfully dealt with the work load and issues.
My landscape architecture experience has been useful to Paul with site
planning for city economic development and with other City landscape
projects.
In the future, the City of Elk River will be faced with some significant
planning issues regarding the location and design of a commuter train
depot.
The downtown Elk River visioning process and issues related to park
development require consistency and continuity that can only be
maintained by retaining staff.
13065 Orono Parkway · P.O. Box 490 · Elk River, MN 55330 · TDD & Phone: (612) 441-7420 · Fax: (612) 441-7425