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4.12. SR SR 12-18-2000 . City of 1Y Elk Item 4.12. MEMORANDUM TO: Mayor & City Council FROM: Lori Johnson on behalf of the Personnel Committee Tom Zerwas Phil Hals Sandy Peine DATE: December 18, 2000 SUBJECT: Personnel Committee Recommendations . The Personnel Committee has completed its review of the Planning, Building and Zoning, Liquor Store Manager and Assistant Manager, and Government Access TV Producer positions. The Personnel Committee will only consider reviewing a position if one of the following criteria is met: . The department head must recommend a review based on a substantial change in job duties. . It is a new position or a department head position with a new employee in the position. . The Council has recommended that the position be reviewed. The Committee has met and is prepared to make recommendations on 14 positions that qualified for review. The Committee goes through a very thorough review of each position brought before it for review. The Committee reviews the position duties and responsibilities, not the employee in the position. Also, the Committee is extremely diligent in making unbiased and fair decisions; although this is sometimes the most difficult part of the decision making process, it is also the most important. . Each employee whose position is being reviewed completed a detailed job analysis questionnaire that was subsequently reviewed by the department head and the Personnel Committee. That questionnaire is the basis for a new position profile on which the position point ranking is based. After reviewing the new position profiles, the Committee is submitting the following recommendations for consideration: 13065 Orono Parkway. P.O. Box 490. Elk River, MN 55330. TDD & Phone (763) 441-7420. Fax (763) 441-7425 . . Positions with no change in point ranking: o Building and Environmental Administrator o Chief Building Inspector o Building Inspector (except as stated below) o Director of Planning . . Positions with a change in point ranking: o Liquor Store Manager - based on new position profile of current manager's duties and responsibilities. Point ranking moves employee from pay grade 3E to pay grade 6E. o Assistant Liquor Store Manager - based on new position profile of current duties and responsibilities. The duties have not changed but are more accurately reflected in the position profile. This position is reclassified from non-exempt to exempt. Point ranking moves employee from pay grade 10 to pay grade 2E. o Senior Planner - based on new position profile of current duties. Duties of this position have changed because last profile was based on additional duties and responsibilities of the Senior Planner in the absence of a department head. This position is reclassified from non-exempt to exempt. Point ranking moves employee from pay grade 15 (now eliminated) to pay grade 2E. o Planning Secretary - based on new position profile of current duties. This position is reclassified from secretary to administrative secretary. o Government Access Cable Producer - not previously rated. Based on new position profile of current duties and responsibilities, the point ranking places this position at pay grade 11. . · Positions with a change in point ranking and a new position classification: o Lead Building Inspector - the building inspector in charge in the absence of the Chief Building Official. Based on a new position profile of current duties by Terry Zajac, a new position is created to reflect the additional duties of this building inspector. Point ranking and classification change move employee from pay grade 13 to pay grade 14. o Lead Plumbing Inspector/Building Inspector - the building inspector with a master plumber's license who inspects complex plumbing installations. Based on a new position profile of current duties by Denny Anderson, a new position is created to reflect the additional plumbing license required for the inspection of certain plumbing installations. A master . . . plumber's license is required for this position. Point ranking and classification change move employee from pay grade 13 to pay grade 14. o Building Permit Technician - formerly the building secretary. Based on a new position profile of current duties and the opportunity to become certified, a new position is created specifically for the building department. A Minnesota Building Permit Technician certification is required for this position. (An employee may obtain the certification after hire but will not advance beyond step B until the certification is obtained.) Point ranking and classification change move employee from pay grade 6 to pay grade 7. . Other o Planner/Landscape Architect - this position will change based on the new duties assigned and the abilities of the applicant hired. The current position requires a bachelor's degree in landscape architecture. The new position may not contain the same duties and responsibilities as the current position. This position should be reviewed one year after it is filled. o Building Secretary/Receptionist - this part time position was not reviewed and no change is recommended at this time. If this position changes and state certification is required, the employee would be reclassified as a Building Permit Technician. Finally, the Personnel Committee recommends position point rankings and pay grades, it does not make pay recommendations. Please see the attached memo from the City Administrator for pay recommendations on these positions. Action Reauested The City Council is asked to approve the position point value and pay grade changes stated in the attached Position Review Summary as recommended by the Personnel Committee based on revised position profiles developed from job analysis questionnaires completed by the employees in these positions. . POSITION R. SUMMARY PERSONNEL COMMIT ECOMMENDATIONS December, 2000 . Points ~ Recomm. Pay Grade ~ Recomm. New Job Classification Comments/Exolanation Building and Environmental Department Building and Environmental Admin. 95 95 6E 6E Chief Building Inspector 84 84 4E 4E Building Inspector (Terry Z.) 78 80 13 14 Lead Building Inspector Building Inspector (Denny A.) 78 79 13 14 Lead Plumbing Inspector/Bldg Inspec. Building Inspector (all other) 78 78 13 13 No Change Building Secretary 57 58 6 7 Building Permit Technician (State Can't move above Step B until certification is certification required) obtained Building Sec./Receptionist (part-time) 54 54 6 5 Not Reviewed/No Change No Change No Change Planninq Department Director of Planning 96 96 6E 6E No Change Senior Planner 84 78 16 2E Moves to Exempt Pay Range Planner/Archt. Review based on new employee duties Planning Secretary 57 61 6 8 Reclassify to Administrative Secretary Liquor Operations Liquor Store Manager 82 93 3E 6E Assistant Liquor Store Manager 68 75 10 2E Moves to ExemptPay Range Cable TV Government Access Cable Producer n/a 70 n/a 11 Not previously rated 12/15/00Compw r~1 -\) ( ~ . City of ~ Elk Item #4.12. MEMORANDUM TO: Mayor & City Council Pat Klaers, City ~ator December 18, 2000 FROM: DATE: SUBJECT: Wage Adjustments Human resources in the City of Elk River is an ever-changing situation. Employees come and go, benefits are adjusted based on the market, job responsibilities/duties are changed based on current issues, and other similar types of situations all make municipal human resources an evolving environment. . As the council knows, there is a four member personnel committee established that makes recommendations to the City Council on comp worth, point rankings for positions, and the pay plan for the city. Related to this, I make recommendations to the City Council on actual pay adjustments that are appropriate based on various changes in an employee's responsibilities, internal comparisons, and similar jobs in similar cities. The last major set of changes was in the summer of 1999. Another round of comp worth point ranking evaluations has taken place and it is again time to present to the City Council the personnel committee's recommendations and also my recommendations on some pay adjustments. The personnel committee evaluated three departments plus commented on one administrative position. The three departments were planning, liquor, and building/zoning. I have met and conferred with the personnel committee and my recommendations on wage changes effective January 1, 2001, are as follows: . Building/Zoning - The point rankings for Dennis Anderson and Terry Zajac are changing based on the comp worth evaluations. The point rankings move these employees up one pay grade. It is recommended that they be at the top of the new pay grade as they have both been at the top of their previous pay grade for quite some time. 13065 Orono Parkway. P.O. Box 490. Elk River, MN 55330. TDD & Phone (763) 441-7420. Fax (763) 441-7425 . . . The building secretary position is being elevated one pay grade based on the current job responsibilities and new job requirements. The title of this position is changing. Robin has successfully demonstrated that she can competently handle the position and its responsibilities. It is recommended that Robin go to Step A of Grade 7. Planning - The senior planner position is going from non-exempt to exempt status based on duties and responsibilities of the position. The pay grade is going from 15 (non-exempt) to 2E (exempt). This position will no longer be paid for overtime. It is recommended that Scott go to Grade 2E, Step D and move to the top (Step E) on July 1, 2002. The secretary position is recommended to be changed to administrative secretary. This position will change from Pay Grade 6 to Pay Grade 8. It is recommended Debbie go to Grade 8, Step D. Liquor - Two positions were evaluated; the manager and assistant manager. It is now clearer that the assistant manager position requires acting manager responsibilities in case there is a vacancy or extended period where the manager is absent. From an administrative point of view, this position has always performed these duties. The assistant position will go from Grade 10 (non-exempt) to Grade 2E (exempt). Overtime pay is no longer a part of this position. Wages are to go from the top of Pay Grade 10 to Step C of Pay Grade 2E and move to Step D on July 1, 2002. The liquor store manager is recommended to go from Grade 3E to Grade 6E. The manager will go from the top of Grade 3E to Step D of Grade 6E and move to the top (Step E) on July 1, 2002. Administrative Position - The secretary in administration is recommended to go from secretary (Grade 6) to administrative secretary (Grade 8). Tina came to our department after working as the secretary/receptionist. After evaluation of the job responsibilities, it has become obvious that Tina really performs administrative secretary duties. It is recommended her Pay Grade go from 6 to 8 and that she move to Step C in July. City of Elk River Pay Plan . Effective January 1, 2001 NON-EXEMPT fAY POINTS GRADE A B .c .D f 40-42 1 8.69 9.60 10.52 11.44 12.36 43-45 2 9.15 10.11 11. 08 12.04 13.01 46-48 3 9.63 10.64 11.66 12.67 13.69 49-51 4 10.13 11.20 12.27 13.34 14.41 52-54 5 10.67 11.79 12.92 14.04 15.17 55-57 6 11.23 12.41 13.60 14.78 15.97 58-60 7 11.82 13.07 14.31 15.56 16.81 61-63 8 12.44 13.75 15.07 16.38 17.69 64-66 9 13.10 14.48 15.86 17.24 18.62 67 -69 10 13.79 15.24 16.69 18.15 19.60 70- 72 11 14.51 16.04 17.57 19.10 20.64 73-75 12 15.27 16.89 18.50 20.11 21. 72 76.78 13 16.08 17.77 19.47 21.17 22.86 79-81 14 16.92 18.71 20.50 22.28 24.07 EXEMPT A B .c .D f 71-74 IE 38,374.00 41,404.89 44,435.78 47,466.67 50,497.56 75-78 2E 39,972.92 43,130.09 46,287.27 49,444.45 52,601.63 . 79-82 3E 41,638.45 44,927.18 48,215.91 51,504.64 54,793.36 83-87 4E 43,373.39 46,799.15 50,224.91 53,650.66 57,076.42 88-92 5E 45,180.61 48,749.11 52,317.61 55,886.11 59,454.61 93-97 6E 47,063.14 50,780.32 54,497.51 58,214.70 61,931.88 98-100 7E 49,024.10 52,896.17 56,768.24 60,640.31 64,512.38 101-102 8E 51,066.78 55,100.18 59,133.58 63,166.99 67,200.39 103-107 9E 53,619.28 57,854.28 62,089.29 66,324.30 70,559.31 108-112 lOE 55,853.41 60,264.88 64,676.35 69,087.81 73,499.28 113-117 lIE 58,180.64 62,775.92 67,371.19 71,966.47 76,561.75 118-122 12E 60,604.83 65,391.58 70,178.33 74,965.07 79,751.82 123-127 13E 63,130.03 68,116.23 73,102.42 78,088.62 83,074.82 128-132 14E 65,760.45 70,954.40 76,148.36 81,342.31 86,536.27 .