6.6. SR 02-14-2005
Item 6.6.
MEMORANDUM
TO: Mayor and City Council
FROM: Pat Klaers, City Administrator
DATE: February 14, 2005
SUBJECT: Discussion on Community Development Director Position
The community development director position has been a much discussed topic over the last year or
so. In April, July, and November 2004, the City Council had meetings to discuss changes in the city
organizational structure. During these meetings, the community development director was one of
the key positions discussed. Additionally, in April and May, the City Council had three worksessions
with all city department heads and Jim Brimeyer, the Brimeyer Group, to review top city issues,
goals, and priorities. Not surprisingly, one of the top two goals that came out of these three
worksessions was to adopt a new staff organizational structure and to implement this new plan.
Regarding the city organizational structure, it should be noted that the parks and recreation director
started in July 2004. In September 2004, the City Council decided to include in the 2005 budget the
salary for the community development director position. In November 2004, the City Council
adopted a revised city organizational chart and appointed Lori Johnson as Director of Finance and
Administrative Services. Finally, in December 2004, the City Council approved the hiring range for
the community development director.
It is now time to move forward with the recruitment and selection of a community development
director in order for this position to be filled by mid to late summer 2005. An important decision for
the City Council in how to proceed in filling this position relates to whether or not a professional
recruitment fIrm should be used in helping the city attract, interview, and select the best candidate
for this position. We have had success in the past using a consulting fIrm to assist the city in this
process and we have also been successful in the past without using a consulting fIrm. The Brimeyer
Group has assisted the city when we hired Paul Steinman and Cathy Mehelich for Economic
Development Director and Michele McPherson for Director of Planning. A professional consulting
fIrm to assist in the process can sometimes "depoliticize" the process. Accordingly, the fIrst decision
for the City Council is whether or not we should use a consulting fIrm to assist in the selection.
If the answer is yes to this question, then the next issue is whether or not the city should use the
Brimeyer Group or seek proposals from other fIrms for this work. Mr. Brimeyer has worked with
the city in the past in economic development strategic planning, in the City Council/staff goals and
priority worksessions, and in the selection of department heads. In this regard, Mr. Brimeyer may
know the city so well that he will be very important in helping us select the best candidate or he may
be too close to the city.
Once the decision on using a consultant is made, then staff will be able to work on a timetable and
an overall game plan on how to proceed.
S:\Council\Pat\2005\ Worksessions\community development dir.doc
City of Elk River
Community Development Director
Position Description
Department:
Community Develo ment
Pay Grade:
To be determined
Positions Supervised:
Building & Environmental Administrator, Director of Planning, Director of Economic
Develo ment
FLSA Status:
Exem t
Immediate Supervisor:
Ci Administrator
Last Updated: (date)
11/17/04
Position Summary
The Community Development Director is responsible for the management, leadership, and
oversight of the planning, economic development, and building and environmental departments.
Essential Functions
1. Establishes operating policies, practices, procedures, and controls required to manage the
City's community development activities.
A. Facilitates the comprehensive planning process.
B. Responsible for adherence to regulations for building code enforcement, sanitary
services, recycling, housing, zoning, City code enforcement, and economic
development and redevelopment.
C. Responsible for effective implementation and successful achievement of the
Comprehensive Plan. Ensures compliance to City plans and ordinance.
D. Provides leadership and direction in the development of short and long range plans
related to growth management, economic development and other related issues.
E. Gathers, interprets, and prepares data for community development related studies,
reports, and recommendations. .
F. Provides guidance on and gives departmental approval to economic development
and redevelopment incentive packages offered to developers and businesses.
G. Ensures open and frequent communication between planning, economic
development, and building departments o~curs so departments work cohesively.
H. Reviews and provides input to developer, city administrator, staff, City Council and
Planning Commission on development proposals.
2. Prepares, submits, and administers annual departmental budget including the controls
necessary to ensure budgetary compliance.
A. Monitors revenues and expenditures to assure sound fIscal control.
B. Assures effective and efflcientuse of budgeted funds, personnel, materials, facilities,
and time.
3. Promotes community development.
A. Provides professional planning and development advice and consultation to elected
Page 1
and appointed offIcials.
B. Makes presentations to City Council, boards, commissions, civic groups, and the
public. .
C. Responsible for staff liaisons with the Planning Commission, Economic
Development Authority, Business Incubator Advisory Committee, others as
assigned.
4. Manages and directs the operations of the Community Development Department and its
staff.
A. Trains, develops, and motivates staff.
B. Performs timely annual performance reviews of all employees supervised.
C. Evaluates employee performance on a formal and informal basis and creates job
performance improvement plans as appropriate.
D. Assists in selecting training to develop staff.
E. Studies and standardizes procedures to improve effIciency and effectiveness of
operations.
F. Delegates work assignments.
5. Performs other essential job duties.
A. Regular and timely work attendance.
B. Follows all safety procedures.
C. Participates in safety training.
Required Knowledge, Skills, and Abilities
o Thorough knowledge of community development, economic development, redevelopment,
planning, zoning, and urban land use principles, land use law, best practices, and trends.
o Knowledge of the strategic planning process, code enforcement, building inspection,
environmental health, and budget development and administration.
o Knowledge of public financing techniques including grants, loans, state and federal
programs, tax abatement, and tax increment financing and the ability to use them to design
effective financial assistance packages for new or expending businesses.
o Knowledge of engineering and building construction principles and concepts.
o Knowledge of geographic information systems and how to use them in the operation of a
community development department.
o Knowledge of landscape architecture and traffIc engineering.
o IZnowledge of the principles and practices of civil engineering as they relate to planning and
subdivision design and control.
o Excellent negotiation skills.
o Ability to supervise a complex set of department functions.
o Ability to think in a creative and strategic manner in order to develop alternative program
proposals designed to achieve. results consistent with community goals.
o Ability to communicate effectively orally and to write clearly, concisely, and legibly.
o Ability to make presentations to a variety of audiences.
o Ability to analyze technical and statistical information and to prepare and present technical
oral and written reports.
o Ability to prepare written grant applications.
o Ability to maintain effective working relationships.
o Ability to use Microsoft based computer software.
o Ability to write and administer development-related grants.
o Demonstrated leadership abilities.
Page 2
Community Development Director
Minimum Qualifications
o Bachelor's degree in public administration, urban studies, land use planning or closely related
fIeld.
o Five years supervisory experience.
o Seven years extensive experience of a progressively responsible nature in economic
development, planning, building code, and general community development activities.
o Experience as a department head for a community of 15,000 or larger.
Preferred Qualifications
o Master's degree in urban studies, public administration, or closely related fIeld.
o Supervisory experience in public administration, community development, or closely related
management position.
o National Development Council CertifIcation
Page 3
Community Development Director
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2004 Twin Cities Metropolitan Area Compensation Survey
Survey Title: Community Development Director
Job Number: 164
level: Top position in Community Development function with oversight responsibility in closely related areas such as planning,
inspection, economic development, code enforcement, parks and recreation, engineering, property management, etc.
Minimum Qualifications: Extensive experience and education in Community Development with the ability to supervise, when
required, in this or related functions.
Typical Duties: Manages and directs all activities in the Community Development function. Responsible for budget, staff, and
related operations.
Base Percentiles RanQe Data
#Of #Of Weighted Unweighted Excluding longevity longevity
Breakout By OrQs Empl Mean Mean P10 P25 P50 m P90 Min Max Max*
GROUP 1
GROUP 2 1 1 53.22 53.22 40.82 54.95
GROUP 3 1 1 54.95 54.95 53.87 59.54
GROUP 4 1 1 44.88 44.88 34.20 51.24
GROUP 5 19 19 44.22 44.22 36.71 41.06 44.18 46.64 51.90 35.94 45.32 43.74 [2]
GROUP 6 14 14 37.65 37.65 31.74 36.09 37.36 40.29 41.22 31.08 38.67 42.82 [1]
GROUP 7 4 4 28.45 28.45 22.21 23.56 27.33 33.35 36.95 21.76 28.68
OVERALL 40 40 40.85 40.85 31.66 36.83 41.12 45.55 50.07 33.47 42.25 43.43 [3]
* The number in brackets after "Longevity Max" indicates the number of jurisdictions used to calculate the longevity maximum.
All Rates Quoted Hourly
Analyses Do Not Include Pending Data 253
STANTON I
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2004 Twin Cities Metropolitan Area Compensation Survey
Survey Title: Community Development Director Job Number: 164
Ran~e Data
#Of Excluding Longevity Including Longevity
# Of Weighted Empl # Of Yrs to #Of Yrs to
Breakout By Empl Mean Supv Functions Title Min Max Steps Max Max Steps Max
GROUP 2
METROPOLITAN COUNCIL 53.22 PL, , ED , , PR , , PM DIR-COMM DEV 40.82 54,95
GROUP 3
MINNEAPOLIS 54.95 PL, , ED , CP ,CO , ,EN, PM , DIR COMM PLAN 53.87 59.54 4 6.0
ST,PAUL 52,35 P 81 PL, , ED , CP , DIR, DEPT OF PED 42.36 54.82 6 5.0 57.95 2 15,0
GROUP 4
SCOTT COUNTY 44,88 33 PL, IT , I , CO COMM DEV DIR 34.20 51.24
GROUP 5
BLOOMINGTON 1 54.95 59 PL, IT , , ED , CP , CO ,OT DIR COM DEV 46,55 56,59
PLYMOUTH 1 51,90 29 PL, IT , I ,CP ,CO COMM DEV DIR 37.74 51,90 9
EAGAN 1 45,30 22 PL, IT , I , ED , CP , , PM ,OT COMM DEV DIR 42.00 49.42 10 9.0
ST, CLOUD 1 34,96 25 , PR , , PM ,OT CSDIR 29,29 34.96 5 5,0
COON RAPIDS 1 46.63 13 PL, IT , , ED , COMM DEV DIR 30.30 46.41
BURNSVILLE 1 48.24 12 PL, IT , I , ED , CP , ,OT DIR OF ECON DEV 41.64 48.24 6 5,0
MAPLE GROVE 1 40,69 7 PL, ,CP, CDDIR 37,01 46,26 6 4,0
WOODBURY 1 46.96 19 PL, IT , I , ED , CP , COMM DEV DIR 36.68 46,96 5 4,0
MINNETONKA 1 46.19 22 , IT , I , ED , , CO , PM ,OT COMM DEV DIR 41.57 46.19 5 3.0
APPLE VALLEY 1 46.64 4 PL, , ED , DIR COMM DEV 35.30 46.64
LAKEVILLE 1 43,17 13 , IT ,I , ED , COMM & ECON DEV 35.03 43.50 6 5,0
RICHFIELD 1 44.18 10 PL, , ED , CP , ,OT COMM DEV DIR 37,86 48,68 49.65 2 10.0
ROSEVILLE 1 45,80 10 PL, IT . I , ED , CP , COMM DEV DIR 35.45 50.83
COTTAGE GROVE 1 41,61 7 PL, IT , I , , CP , COMM DEV DIR 33.29 41.61 7 5.0
INVER GROVE HEIGHTS 1 44.18 12 PL, IT , I , ED , CP , , PM , COMM DEVEL DIR 35.34 44,18 5 3.0
BROOKLYN CENTER 1 39.45 6 PL, IT , I , ED , CP , COM DEV DIR 31.94 39.45 0
SHAKOPEE 1 41.06 12 PL, , I , , CP , ,OT COMM DEV DIR 32,84 41,06 7 6,0
FRIDLEY 1 41.47 10 PL, IT ,CP, CO ,OT DIRECTOR 34,09 41.47 5 5.0
ANDOVER 1 36.71 5 PL, IT , I , ED , CP ,CO, ,OT COM DEV DIR 29.00 36,71 7 6,5 37,82 3 20,0
GROUP 6
WHITE BEAR LAKE 42.88 P 7 PL, , I , ED , CP , CO , PM COMM DEV DIR
CRYSTAL 37,12P 6 PL, , ED , ,OT CDDIR 34,68 41.86 0 0.0
CHANHASSEN 38.84 13 , IT , I , ED , , CO COM DEV DIR
NEW BRIGHTON 41,22 7 PL, , ED , DIR-COMM DEV 34,73 43.38 8 7.0
All Rates Quoted Hourly STANTON I
P After "Weighted Mean" Indicates Pending Rate GROIJP
. After "Max" Indicates Multiple Salary Ranges 254
2004 Twin Cities Metropolitan Area Compensation Survey
Survey Title: Community Development Director Job Number: 164-
Range Data
#Of Excluding Longevity Including Longevity
# Of Weighted Empl # Of Yrs to #Of Yrs to
Breakout BV Empl Mean Supv Functions Title Min Max Steps Max Max Steps Max
CHASKA 1 36.40 8 PL. IT , . CP . PLAN & DEV DIR 30.03 39.01
NEW HOPE 1 37.31 7 PL, IT , I . ED , CP , CO . .OT DIR COMM DEV 28.97 37.31 6 5.0
GOLDEN VALLEY 1 44.35 0 PL, , ED . ,OT DIR PLAN & DEV 40,36 44.35 4 2.0
RAMSEY 1 37.41 11 PL. IT , I , ED . CP . CO COMM DEV DIR
WEST ST. PAUL 1 37.07 5 PL. IT . I . ED . CP , CO , , PM COMM DEV DIR 31.20 39.00
PRIOR LAKE 1 40.29 10 PL. IT . , ED . CP . COMM DEV DIR 30.70 40.29 12 10.0
ROSE MOUNT 1 41.17 10 PL. IT . . ED . CP . COMM DEV DIR 32.93 41.17 6 5.0 42.82 4 16.0
ANOKA 1 41.20 P 9 PL, IT . I , CP , COMM DEV DIR 32.96 41.20 6 5.0
FARMINGTON 1 34.92 8 PL. IT , I . ED.. CP , COMM DEV DIR 31.38 38.46 5 3.0
L1NO LAKES 1 38.72 10 PL. IT , , ED . CP , , EN , COM DEV DIR 30.98 38.72 6 4.0
ROBBINSDALE 1 31.57 1 PL, . ED . CP , COMM DEV COORD 23.99 31.57 7 6.0
VADNAIS HEIGHTS 1 31.74 2 PL. IT , I . ED . CP . PLAN/COM DEVOIR 28.86 34.63 6 5.0
MOUNDS VIEW 1 36.09 5 PL. IT , . ED . CP , ,PM, COMMUNITY DEV 0 28.88 36.09 5
GROUP 7
MOUND 35.38 P 2 PL. IT , I . ED , CP . CO , COMM DEVELOP DIR 31.45 39.31 6 7.0
HUGO 36.95 3 PL. IT . I , ED . CP . CO , PR , COMM DEV DIR 28.38 36.95 6 6.0
VICTORIA 29.74 2 PL, . I , ED , CP , CO , CN&ECON DEV DIR 24.18 30.63 10
DEEPHAVEN 24.91 0 PL, . I , ,CP ,CO ZONING/PLANNER 18.94 24.91 7
NORWOOD YOUNG AMERICA 22.21 0 PL, . ED , CP , CO . PR , . PM . COMM DEVL DIR 15.54 22.21 7 6.0
All ~ates. Quoted Hourly
Flt-fief''Wei9hted Mean" Indicates Pendin9 Rate
~ft,er"Max"],hdicates Multiple Salary Ranges
255
STANTON I
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