4.0. SR 02-14-1994
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MEMORANDUM
AGENDA ITEM 114
TO: CITY COUNCIL
FROM: PATKLAERS
DATE: FEBRUARY 10, 1994
SUBJECT: PERSONNEL
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At the 1/3/94 City Council Meeting, a number of issues were referred to a personnel work
session meeting. One of these issues was the commercial fire inspections program that is
reviewed in a separate memo from myself. Additionally, staff has previously distributed
(on 1/21/94) the City personnel ordinance and the City job descriptions. Both of these
documents need some updating. The job descriptions need to be updated to comply with
the requirements of the Americans with Disability Act. The personnel ordinance needs to
be updated based on new laws that have been approved at the State and Federal level
since this ordinance was adopted. However, both of these documents have served the
City very well as guidelines over the past few years.
COMP ARABLE WORTH UPDATE
The City Council also requested comparable worth information. I understand this topic
will be discussed to a certain degree at this meeting. The comparable worth law was
passed in the early 1980's and required governmental units to pay comparable wages for
comparable work. It was clearly the intent of this law to raise the wages for positions that
were dominated by female employees. It was anticipated that when government began
paying higher wages to these positions that the private industry would follow
accordingly. The difficulty in implementing this law was determining what comparable
worth and work was between various positions. Most of the metropolitan cities
collectively hired a consultant (Control Data) to try and determine comparable worth
between positions based upon a number of factors including problem solving, know how,
responsibility, and working conditions. The City participated in the original 1986 study
and has recently participated in the 1994 update of the joint compensation study.
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Attached for your review are the results of the 1986 joint compensation study that shows
"benchmark" positions and point rankings for these typical City positions. As a
participant of this 1986 study, all Elk River employees also filled out forms which
described their individual positions. Point rankings were established in Elk River based
P.O. Box 490 · 13065 Orono Parkway · Elk River, MN 55330 · (612) 441-7420 · Fax: (612) 441-7425
Personnel Memo
February 10, 1994
Page 2
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on the written responses to these position questionnaires. The City later adjusted these
point rankings based on how the positions had changed since the initial responses and
based on the more generalized benchmark rankings. For example, in the mid 1980's it
seemed unreasonable to have our Chief of Police have a ranking of 88 and the Street
Superintendent a ranking of 98 when the benchmark point rankings were just the reverse.
Accordingly, based on a number of factors, we interpolated our City results and placed
the Chief of Police at the same level as the Street Superintendent. In late 1987, per state
law requirement, the City Council approved the City Comparable Worth Plan.
As positions were added and as the work responsibility was delegated out to different
positions, the City annually evaluated, and sometimes adjusted, its comparable worth
point rankings and made the appropriate salary adjustments. In late 1992, the City
submitted its comparable worth "snap shot in time" material to the State in order to
determine compliance with this law (see attachment). As you can tell by the employee
roster form in this attachment, the City had a number of new positions created since the
original 1986 study was conducted. A few of the positions were slightly above the pay
differential line, but more often than not, the City's positions were below the pay
differential line. In early 1993, the City was deemed by the State to be in compliance
with the comparable worth law. This was based mainly on the City having a female
employee as our Zoning Assistant. The next state required "snap shot in time" submittal
is 12/31/95.
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The original joint compensation study has been updated in 1994 and many of the
positions have changed in their relative ranking within the City organization. For
example, in the two attachments that show the updated 1994 study, the Chief of Police
comes out with a higher point ranking than the Finance Director where this was just the
opposite in the 1986 study. It is anticipated that in late February I will appoint a
committee of three department heads who will, with the assistance of other department
heads as appropriate, evaluate all the positions within the City. Some Elk River positions
will be a nearly perfect match to the benchmark job descriptions. In these cases, a point
ranking can quite easily be established. However, a number of positions will only be a
"good" match compared to the benchmark job descriptions and job variations will have to
be evaluated. The City position point rankings will then be adjusted up or down
depending upon whether the Elk River position has more or less responsibilities than the
benchmark job description. This is certainly true for a position like the Street/Park
Superintendent which is more unique to Elk River than to most metropolitan
communities. Additionally, positions like the Senior Citizen Coordinator, Economic
Development Coordinator and the Building and Zoning Administrator are not identified
as a benchmark position. These employees will have to go through the process of filling
out of a questionnaire and having this questionnaire reviewed by the consultants in order
to establish an Elk River point ranking for this position. The updating for the 1994
comparable work study in Elk River will not be a quick or fast project and will take
anywhere from six to nine months.
Personnel Memo
February 10, 1994
Page 3
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The City pays its employees based on their responsibility and relative worth according to
the comparable worth law. A lot of our positions are grouped together and you will see
different positions with different titles and point rankings having the same pay ranges.
According to the comparable worth law, equal points does not necessarily mean equal
pay, but certainly this has turned out to be very close to the actual case. Based on
information from other communities as compiled by the Association of Metropolitan
Municipalities, the pay at Elk River is not out of line, and is in fact slightly lower than
comparable cities.
ELK RIVER 1994 PERSONNEL ISSUES
At the 1/3/94 meeting, the Council made a number of salary and personnel policy
decisions but deferred a number of these issues until this work session. Attached for your
review are the 1/3/94 minutes, the background information for this 1/3 discussion, the
approved 1994 Compensation Plan, and the information on the Personnel Coordinator
employee. Attached with this Personnel Coordinator information are sample job
descriptions from the Cities of Maplewood and Maple Grove. One of the questions
raised at a past meeting, was what would a job description for this type of position look
like so the attached material is offered for your review.
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At the 1/3 meeting, the Council reviewed staff comments on various requests for changes
in the status of some employees or the benefits for these positions. Staff used the same
process in presenting this information as it has over the past six or seven years. This
process has been acceptable to the City Council in the past and is generally consistent
with page 8 of the personnel ordinance that discusses the position classification plan. In
this regard, department heads review the personnel issue with their employee( s) and, if
appropriate, brings the issue to me. I then review the situation with the department head
and Finance Director and, if appropriate, move the issue to the City Council level with or
without a staff recommendation. This is usually done at the end of each year. If the City
Council wishes us to change our process of evaluating the classification plan, employee
pay, and employee job duties, then this direction needs to be given to the City staff. If the
City Council wants us to adopt a personnel review policy which is similar to what is in
place at the County level, then this direction also needs to be given to the City staff.
Regarding the 1/3/94 City Council meeting and the issues discussed , the following
comments are offered: Please note that some City employees may attend this meeting to
hear the Council discussion on personnel issues.
ITEM #1 - This issue has been decided by the City Council.
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ITEM #2 - I support the Chief s request for this temporary assignment and pay
Increase.
Personnel Memo
February 10, 1994
Page 4
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ITEM #3 - Accounting Clerk and Secretary...! concur with the pay adjustment
made by the Council on 1/3/94, however, I still believe that these two employees
should receive retroactive pay.
Brenda and Alice assumed duties as the Accounting Clerk and Secretary when we
moved into our new facility around April I, 1993. This winter, I recommended a
pay adjustment retroactive to July 1, 1993. This pay adjustment for the last half
of 1993 would be 70 cents per hour. The City has given retroactive pay in the
past and if I understood that this practice would no longer be acceptable, I would
have recommended this adjustment at the time that Brenda and Alice assumed
these new positions, or, most certainly no later than during our August budget
discussions when this issue was reviewed. I still believe it is appropriate to pay
these employees for the work they were doing in their new positions.
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ITEM #4 - Clerk- Typist...Everybody knows that Geryl was hired as a back-up to
the Receptionist and the Building/Planning Secretary and as a Clerk-Typist. I do
believe that she is doing work that is on par with the Receptionist and that her pay
should be in line with this position. A number of options are open for the Council
to consider including the creation of a Clerk-Typist II position at the Receptionist
pay plan level and then elevating Geryl to this position. On the other hand, the
City Council could just change the pay range of the existing Clerk-Typist position
to the same level as the Receptionist. Regardless, I would recommend that the
Receptionist be retitled to Receptionist/Clerk. Again, this recommendation for
additional pay beginning in 1994 for Geryl is based on the work she is actually
performing as it relates to the pay for other positions and the fact that she
performs back-up functions more than Clerk-Typist functions. Geryl completed
her 6 months probation period this past fall.
ITEM #S - Out-of-Classification Pay...There is less urgency to deal with this
issue since Amy has had a change in her employment status, however, this is an
issue that needs to be addressed at some time. The position of the Street
Superintendent on out-of-classification pay is consistent with most communities
and I recommend this type of pay.
ITEM #6 - Call Out and Double-Time Pay for Snow Removal Activities...The
City Council took action on this issue on 1/3/94 and I concur with the motion that
was approved.
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ITEM #7 - EDA Executive Director...There is definitely added responsibility
when someone assumes the title of the Executive Director for the EDA versus the
Economic Development Coordinator for EDA. As the Executive Director, Bill
Rubin would have the final say on the recommendations to the EDA (and City
Council) and on all Economic Development activities. In a sense, Bill's desk is
Personnel Memo
February 10, 1994
Page 5
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where the "buck would stop." This added responsibility is certainly worth some
pay increase. I still recommend $45,000 for 1994 for this added responsibility.
Bill is currently at $43,169 in 1994.
Regarding the extra vacation issue, this is more of a principle issue with Bill since
he has more comp time on the books than he can reasonably take in any given
year. Part of this request for an extra week of vacation relates to the fact that
when Steve Ach was hired, he got three weeks of vacation; and that when Bill was
hired he did not appreciate or understand the fact that there was some negotiations
for City benefits that were possible. I have mixed feelings on this vacation issue
but strongly support the pay increase.
ITEM #8 - Employee Vacation Schedule...This issue received very little
discussion on 1/3/94. A few employees who are near the top of the vacation
schedule are asking whether or not the City would consider adding more vacation
time for employees that have worked for the City for more than 20 years - similar
to what exists at the Utilities or the County.
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The above paragraphs are a recap of the issues discussed on 1/3/94. The other two issues
that may need a brief discussion at this meeting are the employees benefit issue and the
personnel coordinator position. At this time I do not expect any significant change in our
employee benefits in 1994. Restructuring the City Benefits Program is a time consuming
endeavor and at the very earliest this is a 1995 project. Regarding the personnel
coordinator position , I think that there is more than enough personnel related work to
keep this employee busy on an ongoing basis and I still recommend the filling of this
position.
I am not 100% sure of the overall intent of this personnel work session by the City
Council, but, I and the rest of the City Staff await City Council direction on how to
proceed in dealing with the requested items from the 1/3/94 meeting and other City
personnel issues.
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JOINT COMPENSATION STUDY
BENCHMARK JOB HIERARCHY
Hay 30, 1986
BENCHMARK JOB TITLE
Clty Manager
Finance Director
Pollce Chief
Fire Chief
City Engineer, Pub.1ic Works Supervisor 2nd Level
Ci ty Assessor
Line Person
Fire Marshal, Planner, Streets Foreperson
Recreation Supervisor
Building Inspector, Patrol Sergeant
Liquor Store Manager
Public Health Nurse
En.ineerlng Tech, Patrol Officer
Branch Librarian, rire Fighter
Dispatcner, Heavy Equipment Operator
Depart~ent Secretary Parks and Recreation
^ccount$ payaele Clerk
Light Equipment Operator
~oorer Streets and Roads
Clerk TyPIst CEntry)
SWItChboard/ReceptIOnist
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AU l:H.itsl..I14 I K
BASE CD M/F M/F/8 VAL.UE MAX
SALARY SAL
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P\J HALS
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p\J MACK
TC BREEZEE R L
PF TYLER
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PF ROLFE
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JD PO~ICE OFFICER
RL OPERATOR
ACCOUNTING CLERK
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L. MAINTENANCE \JORKER
VC MA NTENANCMAN
ML COMMUNITY SERVICE OFFI
L.IQUOR STORE ASST MGR
OFFSALE LIQUOR CLERK
CLERK
CLERK
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November 16, 1987
CITY OF ELK RIVER COMPARABLE WORTH STUDY
CITY OF ELK RIVER POSITION HIERARCHY
TITLE
JOB VALUE
City Administrator
*Finance Director
Chief of Police
Street/park Superintendent
Building and Zoning Administrator
Wastewater Treatment Plant Superintendent
Liquor Store Manager
Assistant Building Official (1)
Building Inspector
Deputy City Clerk
Sewer Plant Operator
Accounting Clerk (2)
Police Administrative Secretary (3)
Maintenance Worker II
Maintenance Worker I
Building and Zoning Secretary
Assistant Liquor Store Manager
Community Service Officer
*Secretary/Receptionist (4)
Off Sale Liquor Clerk
117
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94
94
99
99
79
77
73
65
62
61
69
59
58
55
55
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59
44
* Indicates positions where no time spent profile was completed.
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Depanmen [ l)f
Employee
Relations
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February 16, 1993
Lori Johnson
Finance Director
Elk River
720 Dodge Avenue N.W.
Elk River, MN 55330
Dear Lori Johnson:
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Congratulations! I am very pleased .to send you 'the enclosed notification of
compliance with ~he Local Government PaiEquity Act. Since~the iaw was passed
in 1984, jurisdictions throughout Minnesota have been working~dilig~tly to
meet the requirements of the act, and I commend your hard york and commitment
to aChieving compliance.
e As you know, our department adopted a rui\:!:"spe'cifying p;~~:iu~es and criteria
for measuring compliance, and informati~n about your; situaii~n is enclosed.
If you haye any questions about the mate~H:ls' or about pay-e'qUity in seneral,
please contact Pay Equity Coordin~tor, Faith 'Zwemke a~ 6l2-b~6-2653_
. ~. --... .. ........ ". 0'". . "'. .'. ~.
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---h.One' 'o'f the things the rule requires is that our department ~~tify each
jurisdiction when the next pay equity .r'eport ';"is due. In y~ut:: case" th~s date
is January 31, 1996, and we villbe.:.sending~you forIlls:1a.."'ld ~ins;ruttions' at a
later time. Also, this notice and~sults~oftlie c6mp1iari~e.revlev are public
information and must be supplied upo~: re~~isi .'to any interest~ party.
1"'" ~. 0 r: . '" i.. 0 J ..
Again, congratulations 'on a. job well done!
Sincerely,
[, '; ~
\....~. / .;. ...; "t',
.......Il.~.i.t.;! lZ- l:)tu..' ~"'_
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Linda Barton
Commissioner
Enclosures
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RESULTS OF TESTS FOR COMPLIANCE
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Jurisdiction: ~I L;
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Date:
~0-
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1. Completeness and Accuracy Test:
Passed. All required information ~as submitted accurately.
2. Statistical Analysis Test:
Passed. Jurisdiction had more than three male classes and an
underpayment ratio of 801 or more.
~ssed. Jurisdiction had six or more male classes, at least
one class ~ith a salary range, an underpayment ratio belo~ 801,
but a T-test ~hich was not statistically signi~icant
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Salary Range Test:
Passed.
to move
~ssed.
Too .fe~ classes had an established number of years
through a salary range.
Salary range test shows score of 801 or more.
4. Exceptional Service Pay Test:
L--IFassed. Too few classes receive exceptional service pay.
Passed. Exceptional service pay test shows score of 801 or
more.
The enclosed material describes compliance requirements in more detail. If
you have questions, contact Pay Equity Coordinator, Faith Zwemke, at
612-296-2653.
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February 2, i993
Pay Equity Sta:istical Analysis Report
for
Ci:y of Elk River
/20 Dodge Ave. ~.~.
Elk River
HIl 55330-0000
Pay Equity Contact Person: lori Johnson
Phone: 6i2 44i-/420
lIunber of Jobs
IlUT~er of Employees
AVe. Pay per Employee
Predicted Pay ~eighted
By Number of Employees
Jobs At/Above Predicted
Jobs 6elo~ Predicted
Percent Selo~ Predicted
Ave. Difference in Pay
from Pred. per Employee
Female
Jobs
9
10
2,251.70
2
7
71.78
s -69
Salary Range Test
Exceptional Service Pay Test
Hale Salanced
Jobs Jobs
20
37
2,931.27
2
10
10
50.00
Under
Payment
Ratio
n -
.,.,..:1
s 5 T-TeH 1.337
OF 45
96.00
0.00
All
Jobs
31
55
2,586.02'
2/02/93 Job List Page
Job Hale F e<r.a I e Total Vorl: ~.ax Ho. Predicad Pay
lIuroer Class Title E~l E~l Er.opl Sex Poina Salary Pay Difference
..--------..-----..------------ --.---..--- ...........- -.-.-........-
1 l ic;uor Store CIerI: I 2 3 5 s 40 1,~27.00 13$6.0~ . 259. O~
2 liquor Store Clerk II 2 0 2 H I.:' 1.544.00 1555.05 .j1.C5
3 Senior Citi;:en Coord 0 1 1 F 4l. 1,560.00 1555.05 4.95
4 Secretary Receptionist 0 2 2 F 50. '1,67j.00 1808.f9 '137..59
5 Po lice See'Receptionist 0 1 1 F 50 1,m.00 1808.89 '36.89
6 CommJnity Service Officer 1 2 3 B 5' 1,87'.00 2010.93 '136.93
7 Sui Iding . 20ning See 0 1 F 55 j,67~.00 2066.25 '192.25
8 Assr liquor Store H;r 1 0 H 58 2, n8.00 2079.97 38.03
9 Reeycl ing Coordinator 1 0 H 55 2,255.00 2079.97 175.03
10 t:aintenanee I 3 0 3 lot 55 2,132.00 2079.97 52.03
11 Hainrenance II 2 0 2 H 59 2, 234 . 00 2197.59 36.1.1
12 Zoning Assistant 0 1 1 F 59 2,'-16.00 2197.59 218.~1
13 TAC 0 1 1 F 60 2,153.00 2230.33 '77.33
14 Sr Acco\Jnting Clerk 0 1 1 F 61 2,153.00 2263.19 -il0.19
15 Maintenance III 1 0 1 H 62 2, '-64.00 25' 1. 19 -11.19
16 \.....TS Operator :3 0 3' K 62 2,234.00 2541. 19 .307 _ 19
17 Parrol OfH cer 7 1 8 H 65 2,964.00 2884.01 79.99
~ 18 Juvenile/lnv/Corp " 0 4 K 67 3,097.00 2919.70 177.30
19 Sui lding Inspector 1 0 1 K 73 2,598.00 3230.59 '632.59
20 City CierI: 0 1 1 F T7 3,064.00 3066.23 -2.23
21 Sui ldin; Official 1 0 1 H T7 3,064.00 3066.23 -2.23
-., Economic Devel Coord 1 0 '1 M 78 3,276.00 3411.84 -1::5.84
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23 police'Serseant 2 0 2 K 75 3,'-S2.00 3t.i 1. &4 70.16
24 Fire Chief 1 0 1 M 79 3,7:5.00 3736. j2 -i. j2
25 l iGuor Store Hanager 1 0 1 H 79 3,7:5.00 3736. j2 . 1. 12
26 \....75 Su;>erin:endent 1 0 1 lot 90 , , 0&4 .00 4051.86 32.14
27 Suit di n9 & 20nins !.cioni n 1 0 1 H 90 ',0&4.00 4051.86 32.1t.
28 S~reet Super; nt endent 1 0 1 K c' '-, 133 .00 4156.57 '23.57
...
29 Police Chief 1 0 1 H 9'- 4,133.00 4156.57 '23.57
30 Finance Director 0 , 1 F 100 1.,183.00 "05.61 -222.61
31 City Acininistrator 1 0 1 M 117 5,020.00 5005.02 14.98
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eI Benchmark Job Values - Sorted by Job Value
JAQ BM Benchmark Job Title
Code
.
ADM
PWU
POL
ADM
ADM
ADM
ADM
FIR
TEC
POL
PWU
ADM
ADM
POL
TEC
ADM
ADM
TEC
TEC
TEC
TEC
POL
PWU
ADM
ADM
ADM
TEC
FIR
ADM
ADM
ADM
TEC
PBH
TEC
FIR
ADM
ADM
e
77
10
34
64
45
70
75
38
18
33
09
60
68
32
56
44.
63
25
23
17
55
31
08
79
72
43
16
39
59
67
73
21
65
66
20
57A
62
City Manager/Administrator.....................
Public Works Dir/City Engineer (multidivision).
Police Chief...................................
city Attorney................ . . . . . . . . . . . . . . . . . .
Finance Director........ .................... ...
community Development Director (multidivision).
Human Resource Coordinator.....................
Fire Chief........................................
C it y En gin e e r. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Police captain........................~........
Public Works superintendent....................
Parks and Recreation Director (exc Parks Maint)
Planning Director..............................
Police Lieutenant..............................
MIS Coordinator................................
Assistant Finance Director.....................
Liquor operations Director (multi facilities)..
C it Y As s es s or. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Chief Building Official........................
Assistant City Engineer........................
Programmer / Analyst. . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Police Sergeant................................
Maintenance Supervisor/Foreman.................
City Librar ian. . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Housing/Redevelopment Specialist...............
Accountant (Intermediate)......................
Non-registered civil Engineer (Entry level) ....
Fir e Mar s ha 1 ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
I ce Arena Manager.. . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Planner (Intermediate).........................
City Clerk (Management) ........................
Building Inspector.............................
Public Health Nurse............................
Sanitarian/Environmental Inspector.............
F ire Code Inspector............................
Recreation Supervisor..........................
Liquor Facility Manager (single facility) ......
ou: C:\MAMAI8MVALFIN.OOC 10/21/93 .10:44 Pll 1
Job
Value
138
122
119
114
113
113
105
105
101
100
100
100
96
96
94
93
90
89
89
87
87
86
86
86
84
83
83
82
81
81
80
78
78
78
78
78
77
..II \.
.. ,'I '-
.
.
.
TEC
TEC
ADM
TEC
ADM
POL
TEC
OFF
FIR
TEC
OFF
OFF
OFF
PWU
TEC
OFF
PWU
PWU
PWU
PWU
PWU
OFF
OFF
OFF
OFF
OFF
PWU
OFF
OFF
POL
PWU
OFF
OFF
OFF
OFF
PWU
15
22
71
24
78
29
14
53
37
19
49
42
52
07
13
28
12
06
11
04
03
40
41
42D
51
80
05
46A
48
27
02
54
50
61
46B
01
Engineering Tech-Senior (Nonsupervisory) .......
Housing Inspector..............................
Recycling Coordinator..........................
Property Appra1ser.............................
Communications Coordinator......................
Police Officer.................................
Engineering Technician (Intermediate) ..........
Executive Secretary (Top Level) ................
F iref ighter. . . . . . . . . . . . . ... . . . . . . . . . . . . . . . . . . . . .
GIS Technician.................................
Special Assessment Clerk.......................
Payroll Clerk-Senior...........................
Secretary A-Senior (Community Devel. Example)..
Mechanic (skilled) .......... ...................
Engineering Technician (Entry-Level) ...........
Public Safety Dispatcher.......................
Waste Water Treatment Plant Operator...........
Heavy Equipment Operator/Maintenance Worker III
Water Plant Operator...........................
Utility Maintenance Worker.....................
Light Equipment Operator/Equipment Operator 1..
Accounts Payable Clerk (Non-entry).............
Utility Billing Clerk..........................
Payroll Clerk..................................
Secretary B-Intermediate (Engineering Example).
Library Assistan~, .............................
Park Maintenance Worker........................
Cashier. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ... . . . . . .
Office Service Worker (Clerk Typist) ...........
Community Service Officer (Nonsworn) ...........
Laborer. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Data Entry Operator....... .....................
switchboard Operator/Receptionist..............
Retail Clerk (Retail Store Clerk Example) ......
Retail Cashier (Liquor Store Example) ..........
Custodian (non-licensed) .......................
....: C:.....AMA\8MVAlFlN.DOC 10/21/113 10:44 llQ 2
77
77
76
76
76
72
70
67
66
65
64
62
61
61
60
60
59
58
58
57
55
55
55
55
55
55
54
52
51
48
47
46
45
44
44
40
e
e
e
...
.
\p
, I
Model Position Evaluation Ranking
Position Evaluation
City Manager/Administrator 1040
Police Chief 739
Public Works Director/City Engineer (Multi-divisional) T?
.:>-
Finance Director 677
Fire Chief 618
MIS Coordinator 588
Community Development Director (Multi-divisional) 588
Human Resources Coordinator 588
Public Works Superintendent ~., ~
:J...)
City Engineer 511
Parks & Recreation Director (excluding Park 496
Maintenance)
Liquor Operations Director 437
(Multi-facilities)
Police Sergeant 382
Ice Arena Manager . 375
Recreation Supervisor 366
Chief Building Official 362
City Assessor 358
SanitarianlEnvironmental Inspector 358
Planner-Intermediate 342
Accoun tant- Intermed ia te 332
Maintenance Supervisor/Foreman 320
City Clerk (Management) 291
Police Officer 280
HayGroup
1-17
,'"
-,
e Model Position Evaluation Ranking
Position I Evaluation
Building Inspector 262
Firefighter 230
Paramedic 215
Executive Secretary (Top level) 213
Engineering Technician - Intermediate 212
Heavy Equipment Operator/Maintenance Worker III 197
Public Safety Dispatcher 187
Secretary B-Intermediate 177
Library Assistant 174
Light Equipment Operator/Maintenance Worker II 170
Accounts Payable Clerk (Non-entry) 169
Payroll Clerk 169
e Utility Maintenance Worker 163
Park Maintenance Worker 144
Office Service Worker/Clerk Typist 122
Utility Billing Clerk 120
Switchboard OperatorlReceptionist 104
Custodian (Non-licensed) 82
e
HayGroup 1-18
. '~
~
. Typical Grade Structure
Point Spread
1279-1522
1075-1278
1020-1151
903-1075
759-902
638-758
536-637
450-535
378-449
318-377
267 -317
225-266
188-224
158-187
133-157
100-132
Under 100
e
.
.
HayGroup 1-19
.,
Elk River city Council Meeting
January 3, 1994
Page 5
--------------~------
e
8.6. Consider Appointments for Boards and Commissions
A & B.EDA/HRA
MAYOR DUITSMAN MOVED THE FOLLOWING APPOINTMENTS:
1. JEFF GONGOLL TO THE EDA FOR A SIX-YEAR TERM ENDING 12-31-99.
2. GENE SCHULDT TO THE HRA FOR A FIVE-YEAR TERM ENDING 12-31-98.
COUNCILMEMBER FARBER SECONDED THE MOTION. THE MOTION CARRIED 5-0.
C. PARK AND RECREATION COMMISSION
COUNCILMEMBER DIETZ MOVED THE FOLLOWING APPOINTMENTS:
1. DAVE ANDERSON TO THE PARK AND RECREATION COMMISSION FOR A
THREE-YEAR TERM ENDING 12-31-96.
2. CLAIR OLSON TO THE PARK AND RECREATION COMMISSION FOR A
THREE-YEAR TERM ENDING 12-31-96.
3. SUE DALEIDEN TO THE PARK AND RECREATION COMMISSION FOR A
THREE-YEAR TERM ENDING 12-31-96.
.
COUNCILMEMBER FARBER SECONDED THE MOTION.
4-1. COUNCILMEMBER SCHEEL OPPOSED.
THE MOTION CARRIED
councilmember Scheel stated she voted against the motion because she is
opposed to having a person living outside of the city on the Commission and
also because she felt that applicant John Weicht would offer a new point of
view on park issues.
8.7. 1994 Budget Discussion
8.8. consideration of 1994 Salary Resolution
Mayor Duitsman stated that he would like the Administrative Assistant
removed from the budget. councilmember scheel questioned what role an
Administrative Assistant would take. In answer to Councilmember
Scheel's question, Pat Klaers indicated that this position would focus
mainly on personnel duties and the position would more appropriately be
titled Human Resources Director or Personnel. Director. Some of the
duties are outlined in the City Administrator's 12/15/93 memo to the
City council on this topic.
e
Councilmember Holmgren indicated he would not want to pull this item
from the budget, but would like to keep it in the budget and study the
issue. He further indicated he would like to study all of the
positions at the City. Mayor Duitsman stated that if the
Administrative Assistant position is authorized at a later date, the
money could be taken out of reserve. Pat Klaers indicated that if the
position is authorized at a later date, Council approval would be
necessary to advertise for the position.
.'
Elk ~iver City Council Meeting
January 3, 1994
Page 6
---------------------
e
COUNCILMEMBER HOLMGREN MOVED TO KEEP THE POSITION OF "ADMINISTRATIVE
ASSISTANT" IN THE BUDGET CONTINGENT UPON HAVING A WORKSESSION WITH THE
CITY COUNCIL AND CITY STAFF TO REVIEW PERSONNEL ISSUES AND THAT THE
WORKSESSION INCLUDE AN EXPLANATION OF THE COMPARABLE WORTH LAW.
COUNCILMEMBER FARBER SECONDED THE MOTION. THE MOTION CARRIED 5-0.
The City Administrator stated that the 1994 budget is balanced and has
been approved by the City Council. It was the consensus of the Council
to leave the $43,500 transfer-in from the cash flow reserve in the
budget and to address this throughout the year in the form of budget
amendments.
MAYOR DUITSMAN MOVED TO AUTHORIZE A 3% SALARY INCREASE TO ALL CITY
EMPLOYEES WITH THE EXCEPTION OF STEVEN ACH WHO WILL RECEIVE AN
INCREASED TO $42,000 AND THE FIRE CHIEF WHO WILL RECEIVE NO INCREASE
UNTIL A FIRE INSPECTION PROGRAM IS STARTED. COUNCILMEMBER HOLMGREN
SECONDED THE MOTION.
Council discussion was held regarding the status of a fire inspection
program.
Councilmember Farber stated that Police Chief Zerwas is underpaid and
feels he deserves an increase in merit pay. councilmember Holmgren
indicated that this issue could be discussed at the Worksession and
that any pay authorized could be retroactive.
e
MAYOR DUITSMAN WITHDREW HIS MOTION. COUNCILMEMBER HOLMGREN WITHDREW
HIS SECOND.
The City Council recessed at 8:15 and reconvened at 8:30 p.m.
COUNCILMEMBER HOLMGREN MOVED TO APPROVE A 3% PAY INCREASE TO
EMPLOYEES. COUNCILMEMBER FARBER SECONDED THE MOTION.
CARRIED 5-0.
ALL CITY
THE MOTION
COUNCILMEMBER DIETZ MOVED TO DIRECT
IMPLEMENT A WRITTEN COMMERCIAL FIRE
FOR REVIEW WITHIN THIRTY (30) DAYS.
MOTION. THE MOTION CARRIED 5-0.
THE FIRE CHIEF TO PROVIDE AND
INSPECTION PLAN TO THE CITY COUNCIL
COUNCILMEMBER SCHEEL SECONDED THE
The numbers below will coincide with the
Resolution memo from the City Administrator
Council dated December 16, 1993.
numbers
to the
in the 1994 Pay
Mayor and City
1. Title Change for Gary schmitz
COUNCILMEMBER DIETZ MOVED
FROM RECYCLING COORDINATOR
HOLMGREN SECONDED THE MOTION.
TO APPROVE A TITLE CHANGE FOR GARY SCHMITZ
TO PLANNING ASSISTANT. COUNCILMEMBER
THE MOTION CARRIED 5-0.
e
2. TAC Officer Assianment
Police Chief Tom Zerwas requested, in writing, an increase in salary of
$,52 per hour to TAC Officer Kathy Anderson for the added
Elk River City council Meeting
January 3, 1994
Page 7
---------------------
e
responsibility of supervising all of the clerical and receptionist
employees.
Mayor Duitsman indicated that he is not in favor of granting a raise in
salary for the TAC Officer as he felt it was the Police Chief's
responsibility to supervise the employees. Councilmember Holmgren
stated that he would not vote in favor of this request at this time due
to the lack of proper channels the request has gone through. He
indicated that this request should be considered at the Personnel
Worksession.
Chief Zerwas explained that his Administrative secretary had the
responsibility of supervising the clerical staff. When she retired,
Kathy Anderson was promoted to TAC OffiCer but the position of
Administrative Secretary was never filled. He indicated that he felt
Kathy Anderson should be compensated for the added responsibility of
supervising the clerical employees.
It was the consensus of the Council to discuss this issue during the
Personnel Worksession.
3. Accounting Clerk and Secretary
e
Request to change titles of positions
Heinecke and to increase the hourly wage by
July 1, 1993.
for Brenda
$1.25 per
Ebner and Alice
hour effective
Mayor Duitsman questioned the reasoning of jumping both employees from
step 3 to step 5.
COUNCILMEMBER DIETZ MOVED TO AUTHORIZE A PAY INCREASE FOR BRENDA EBNER
AND ALICE HEINECKE TO 30% ABOVE STEP 4 EFFECTIVE JANUARY 1, 1994, AND
FURTHER AUTHORIZED THE TITLE CHANGES FOR BOTH EMPLOYEES; BRENDA EBNER
AS ACCOUNTING CLERK AND ALICE HEINECKE AS SECRETARY. COUNCILMEMBER
SCHEEL SECONDED THE MOTION. THE MOTION CARRIED 4-1. COUNCILMEMBER
HOLMGREN OPPOSED.
Councilmember Holmgren indicated that he was opposed because he is
questioning the process that staff is using to recommend pay increases.
4. Clerk/Typist Job Description
Request pay range adjustment for Clerk/Typist to level of receptionist
to more accurately reflect the duties being performed.
Mayor Duitsman indicated because the employee was hired was as
clerk/typist to act as a rover and back-up position for the clerical
staff, he would not be in favor of an increase. Councilmember Holmgren
stated that he is opposed to an increase at this time as the City has
no formal process for reclassifying job titles.
e
COUNCILMEMBER DUITSMAN
PAY RANGE NOT BE CHANGED.
THE MOTION CARRIED 5-0.
MOVED THAT THE CLERK/TYPIST JOB DESCRIPTION AND
COUNCILMEMBER SCHEEL SECONDED THE MOTION.
e
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..
Elk River City Council Meeting
January 3, 1994
Page 8
It was the consensus of the Council that this item be discussed at the
Personnel worksession.
5. Out-of-classification pay
Request for increase in pay for Laborer employee when performing
Maintenance I work (snowplowing).
Mayor Duitsman indicated that he supports this request.
Farber indicated that this request is the same as
request and stated that the City must be consistent.
Councilmember
the TAC Officer
It was the consensus of the Council to discuss this item at the
Personnel Worksession.
6. Double-time pay for employees performing snow removal on holidays
Request to receive double-time pay
plow snow on holidays and Sundays.
payment of regular wages per day
are on call.
for street maintenance employees who
Also, a request for one hour
that the street department employees
COUNCILMEMBER DIETZ MOVED TO AUTHORIZE DOUBLE-TIME PAY FOR STREET
MAINTENANCE EMPLOYEES PLOWING SNOW ON HOLIDAYS AND PAYMENT OF ONE HOUR
OF REGULAR WAGES PER DAY THAT STREET DEPARTMENT EMPLOYEES ARE ON CALL.
COUNCILMEMBER FARBER SECONDED THE MOTION. THE MOTION CARRIED 5-0.
7. EDA Executive Director
Request to recommend to the EDA that the title of Executive Director of
EDA be given to Economic Development Coordinator and to increase the
salary to $45,000 to reflect the increased responsibility. Also,
request to increase vacation to the three week level.
Councilmember Dietz indicated he is opposed to increasing the vacation
level for the Economic Development Coordinator.
The Council discussed the fact that Bill Rubin performs most of the
duties of the EDA Executive Director and, therefore, it would be
appropriate to give him the title. It was the consensus of the Council
to discuss the pay increase at the personnel worksession.
COUNCILMEMBER DIETZ MOVED TO RECOMMEND TO THE EDA THE REMOVAL OF THE
TITLE OF EXECUTIVE DIRECTOR FROM PAT KLAERS AND TO GIVE THE TITLE TO
BILL RUBIN. COUNCILMEMBER SCHEEL SECONDED THE MOTION. THE MOTION
CARRIED 5-0.
8. Employee Vacation Schedule
Request to study the City employee vacation schedule to consider
increasing the vacation level after 20 years of service.
It was the consensus of the Council to discuss this item at the
personnel worksession.
--
e
e
Elk River City Council Meeting
January 3, 1994
Page 9
COUNCILMEMBER DIETZ
$41,200 TO $42,000
MOTION. THE MOTION
OPPOSED.
MOVED TO INCREASE THE CITY PLANNERS SALARY FROM
for 1994. COUNCILMEMBER FARBER SECONDED THE
CARRIED 3-2. COUNCILMEMBERS SCHEEL AND HOLMGREN
COUNCILMEMBER DIETZ MOVED TO ADOPT RESOLUTION 94-4,
ADOPTING THE 1994 PAY PLAN FOR NONORGANIZED EMPLOYEES.
HOLMGREN SECONDED THE MOTION. THE MOTION CARRIED 5-0.
A RESOLUTION
COUNCILMEMBER
10.1 City Flag Contest
This item was continued to a later date.
11. Other Business
The City Administrator updated the Council on upcoming special city
council meetings on January 8 and January 17.
COUNCILMEMBER HOLMGREN MOVED TO CHANGE THE MEETING TIME OF THE SPECIAL
JANUARY 8, CITY COUNCIL MEETING TO 8:00 A.M. COUNCILMEMBER FARBER
SECONDED THE MOTION. THE MOTION CARRIED 5-0.
10. Adjournment
There being no further business, COUNCILMEMBER
ADJOURN THE MEETING. COUNCILMEMBER FARBER SECONDED
MOTION CARRIED 5-0.
HOLMGREN MOVED
THE MOTION.
TO
THE
The meeting of the Elk River City Council adjourned at 9:30 p.m.
Respectfully submitted,
j ~
c;ilt:'-1--cf2 a -$.d-.....v-?U.z/
Sandra A. Thackeray ~
City Clerk
.,
.
.
~
"
CITY OF ELK RIVER
1994 COMPENSATION PLAN
EXHIBIT 1
1.
All 1993 pay ranges established by the City Council will
increase by 3% in 1994, based on step 5, in order to
remain competitive to the private market and comparable to
similar communities. Based on acceptable work
performance, all City employees will move up one step in
their pay range or to the top of the pay plan, whichever
is less.
2. The 1994 pay ranges for City employees are listed in
Exhibit 2.
3. The 1994 Pay Plan continues the City's efforts to comply
with the Comparable Worth Law.
4. The part time Liquor Store Clerks shall be paid in
accordance with the following schedule:
o - 500 Hours
501 - 1000 Hours
1001 - 2000 Hours
2001 - 3000 Hours
3001+ Hours
$5.30
$5.82
$6.39
$7.16
$7.67
5.
Vacation, holiday and sick time shall be granted in
accordance with the City's Personnel Ordinance. All
permanent, part time employees scheduled to work an
average of at least 20 hours per week are to receive
prorated benefits for vacation, holiday, and sick time.
6. All unionized employees (Police Department) will have
their wages and benefits adjusted per City Council
approval of the Police Union Contract and are not governed
by any clauses of this resolution.
7. All probationary employees shall receive increases
according to the agreement when the employee was hired.
8. The City's contribution for the health, life and dental
benefits for employees will be increased to $280.00 per
month in 1994. Prorated insurance benefits will be
offered to all permanent employees scheduled to work an
average of 30 or more hours per week.
9.
When the Waste Water Treatment System Superintendent is
absent for at least one continuous eight hour period, at
the discretion of the Department Head, one employee in the
Waste Water Treatment System Department may receive pay at
step five of the Maintenance III pay range for functioning
as the "Lead Contact Worker". This adjustment during the
.
~
~
10.
11.
~
absence of the Department Head is to reflect additional
responsibilities directing the work crew and work program.
To encourage continuing education for City employees, the
City will reimburse 75% of the tuition fee to employees
for successfully completing classes directly related to
their position with the city. Any such class must be
taken on employee time and receive written approval by the
City Administrator before tuition reimbursement will be
made.
The City Council can
the pay plan at
compliance to the
emploYffient status,
based on performance
make adjustments in any section
any City Council meeting based
Comparable Worth Law, changes
changes in work responsibility,
incentives.
of
on
in
or
"
CITY OF ELK RIVER PAY RANGES
.1
1994 PROPOSED f3%)
Step 1 Step 2 Step 3 Step 4 Step 5
CITY ADMINISTRATOR 53656 56777 59898 63018 66139
FINANCE DIRECTOR 44714 47315 49916 52517 55117
POLICE CHIEF 44027 46636 49245 51854 54463
STREET SUPERINTENDENT 44027 46636 49245 51854 54463
BUILDING & ZONING ADMINISTRATOR 43504 46081 48658 51235 53812
W ASTEW A TER SUPERINTENDENT 43504 46081 48658 51235 53812
LIQUOR STORE MANAGER 38152 40984 40984 46647 49478
FIRE CHIEF 38152 40984 40984 46647 49478
ECONOMIC DEVELOPMENT COORD. 35478 37278 39120 41091 43169
CITY PLANNER 32960 35020 37080 39140 41200
BUILDING OFFICIAL 34235 35778 37299 38841 40384
CITY CLERK 34235 35778 37299 38841 40384
ASSIST ANT LIQUOR STORE MANAGER 21509 23095 24723 26308 27915
.e following positions are subject to overtime:
, LICE SERGEANT 21.69 22.16 22.54
...::JILDING INSPECTOR 13.82 14.49 15.14 15.80 16.46
ZONING ASSIST ANT 11.77 12.65 13.52 14.41 15.31
RECYCLING COORDINATOR 11.77 12.65 13.52 14.41 15.31
SR ACCOUNTING CLERK 10.39 11.21 12.00 12.81 13.64
TAC OFFICER 9.87 10.67 11 .46 12.29 13.10
ACCOUNTING CLERK 8.56 9.40 10.26 11.05 11.88
SECRETARY 8.56 9.40 10.26 11.05 11.88
COMMUNITY SERVICE OFFICER 8.56 9.40 10.26 11.05 11.88
SENIOR CITIZEN COORDINATOR 7.96 8.60 9.27 9.93 10.59
SECRETARY RECEPTIONIST 7.96 8.60 9.27 9.93 10.59
RECEPTIONIST 7.21 7.88 8.55 9.22 9.79
FULL TIME LIQUOR CLERK 7.34 7.96 8.56 9.22 9.79
CLERK TYPIST 6.18 6.90 7.57 ' 8.29 9.01 '
WWTS OPERATOR 10.84 11.39 12.34 13.05 13.74 14.46
MAINTENANCE III 12.84 13.49 14.16 14.87 15.61
MAINTENANCE II 11.34 11.67 12.03 12.74 13.43 14.15
MAINTENANCE I 9.27 9.84 10.40 10.97 11.54 12.10
LABORER 7.43 7.69 7.96 8.49 9.28 9.82
PART TIME LIQUOR CLERK 5.30 5.82 6.39 7.16 7.67
.
f
~ ,) ..
---\(
II
eY11 ;~/
E h River
ITEM 9. 1.
TO:
MAYOR & CITY COUNCIL
FROM:
DATE: DECEMBER 16, 1993
SUBJECT: 1994 PAY RESOLUTION
Attached for your review is the draft 1994 pay rasolution.
This is the same pay resolution that was presanted to the City
Council during the budget worksessions. This pay resolution
shows a 3% across the board for the City employees. The City
Council can approve a pay resolution with the changes that are
discussed at this meeting; or the City Council can give staff
direction to change the pay resolution and to present this
revised resolution at a later meeting (1/3/94).
The pay resolution is not an issue that requires City Council
action on 12/20/93. Depending on when we get to this agenda
item in the evening, we can certainly postpone all discussions
on pay adjustments until 1/3/93. However, if the pay
resolution is not approved by 1/10/94, it will require extra
work from the Finance Department (back pay).
e
There does not appear to be any clear consensus or agreement on
how to make pay adjustments for the non-union employees for
1994. This is not surprising as there is typically a fair
amount of debate on salaries prior to adjustments being made by
the Council. One issue that does need to be brought to the
Council's attention, as it relates to pay adjustments, is the
comparable worth law.
Regarding the comparable worth law, the City was deemed in
compliance as of 12/31/92. Since that time, we have lost our
Zoning Assistant and have not filled that position but instead
hired a City Planner. At this time, based mainly on this
change, the City is slightly out of compliance with the
comparable worth law. Any pay adjustments that are made by the
City Council that would not treat the female dominated
positions (clerical positions) the same as the male dominated
positions would then move the City further out of compliance
with the comparable worth law. It should be noted that the
results of the study the City participated in with all of the
metropolitan communities on updating the comparable worth plan
has been completed. The City will be analyzing the results of
this study and will be recommending comparable worth changes
and pay adjustments to the City Council in 1994. Finally, it
should be noted that any Council adjustments that may be above
or below the norm for department heads will have a minimum
effect on the City's comparable worth status.
e The Elk River Police Union employaes are scheduled to receive a
3% increase in 1994. Based on the 12/7/93 Utilities Commission
P.O. Box 490 · 13065 Orono Parkway · Elk River, MN 55330 · (612) 441-7420 · Fax: (612) 441-7425
",.
minutes, it appears that the Utilities employees are scheduled
to receive a 3.18% increase in 1994. Whether the City Council
gives a 2% or 3% increase to employees is not an overly
significant financial issue. What is more significant, is the
message that the pay adjustments will send from the Council to
the employees. At this time, staff still recommends that the
Council adjust pay 3% across the board, and then if the Council
would like to make further adjustments for individual
department heads, this can be done above (or below) the 3%
level and still not have a major effect on the balancing of the
1994 budget.
e
Above and beyond the pay adjustments for all the City
employees, there are numerous other title changes, pay
adjustments, and benefit adjustments that have been
accumulating over the last nine months that we would like the
City Council to consider incorporating into the 1994 pay
resolution. Some of these issues may be easy for the City
Council to either agree on or to reject, while others may be
more difficult and require Council discussion. The items for
the Council to consider include the following:
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e
1.
Change Gary Schmitz' title to Planning Assistant.
This would not change his payor his comparable worth
point ranking/status. Formerly Gary was called the
Recycling Coordinator, but now he is working more in
the Planning area, and with Steve Rohlf in the
environmental and code enforcement areas. Planning
Assistant is a more acceptable title for the work
that Gary is doing for the City. In 1994, we also
have to change Gary's job description to more
accurately reflect his duties.
2. Consider the TAC Officer assignment as outlined in
the attached 12/14/93 memo from the Chief of Police,
Tom Zerwas. This request seems reasonable and the
effect would be a $.52 per hour increase for the TAC
Officer.
3.
Change the title for Brenda's position to Accounting
Clerk and the title of Alice's position to
Secretary. We already have a job description for
Secretary, but we will need to do a job description
for Accounting Clerk in 1994 for Brenda.
Additionally, the pay for the Secretary has been in
past pay resolutions, and the pay for the Accounting
Clerk should be identical to this position. I would
like to make the pay change for these two positions
($1.25 per hour increase) retroactive to 7/1/93.
These two employees have been functioning in the
Secretary and Accounting Clerk capacity since we
relocated to our new facility (first day was 3/29/93).
,
\
.
4.
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e
The work that Geryl is performing for the City is
really above the Clerk/Typist job description. Also,
the work that she is performing is necessary for the
City to operate efficiently. In many regards, the
work of this "backup" position is similar to the work
of the receptionist as she performs those functions,
and the Building and Zoning secretary/Receptionist as
she also performs those functions. In this regard,
it is suggested that we adjust the Clerk/Typist pay
range to the level of the Receptionist and that we
adjust the job description to more accurately reflect
the duties necessary in Elk River. Also associated
with our clerical work, we should change the
Receptionist title to Receptionist/Clerk to more
accurately define the duties of Debbie in this
position.
5. Phil Hals, Street/Park Superintendent believes it is
appropriate to pay the Laborer position additional
wages when employees in that position work "out of
classification" and does Maintenance I work when
operating the snowplow. Please see the attached memo
from Phil Hals on this topic. I agree with this
request.
6 .
The Street Maintenance employees have advised me that
the County pays its snow removal operators double
time on holidays when they work, rather than the time
and one-half that we pay. Additionally, the
Utilities Department pays its employees double time
for working on holidays and Sundays. The Street
Department would like the City Council to consider
similar double time pay for them when they have to
plow snow on holidays (like what happened on
Thanksgiving Day) and on Sundays.
Two Street Department employees are on call every
night and on weekends throughout the winter.
Overall, all of the Street Department employees are
on call five weeks each during the winter. The
Street Department would like the City Council to
consider a one hour at regular hourly wages paYment
per day that they are on call. In comparison, MnDOT
employees receive fifteen minutes of pay per hour
that they are on call, up to a maximum of four hours
per day. The Utilities Department receives eight
hours of pay per week of call at time and one-half.
The County building maintenance department receives
six hours of straight pay for being on call.
7 .
As previously discussed with the City Council, I
would like to have Economic Development Coordinator,
Bill Rubin, be appointed the Executive Director of
the EDA and the Administrator of the HRA. This
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olI"
change would also have to be approved by the EDA and
HRA. From a functional point of view, Bill has been
performing these duties and has had the
responsibilities of the Administrator of the HRA and
Executive Director of the EDA. I have simply had the
titles but have not been performing the functions as
Bill has been doing this work for the City.
Associated with this change, I am recommending that
the pay for the Economic Development Coordinator be
adjusted to $45,000 (Step 5) for 1994 and that Bill,
in 1994, begin receiving vacation at the three week
level (this is typically not achieved until after
seven years of service, however, we did just recently
appoint Steven Ach as the City Planner at the three
week vacation level).
8.
A number of employees have approached me regarding
our employee vacation schedule. Currently, the
maximum number of vacation days accumulated is 20 (4
weeks) after seventeen years of service. These
employees advised me that after 20 years of service,
the Elk River Utilities provides 25 days of vacation,
and that the norm in the County is 24 days of
vacation after 20 years. However, the Sheriff's
Department receives 24 days of vacation after 15
years. No recommendation on this issue is offered,
however, a number of employees would like the Council
to at least consider this issue and possibly make
some adjustments in our vacation schedule.
Aside from all of the issues noted above, and the pay
adjustment issue, I would like to advise the City Council that
City Planner, Steven Ach, ends his six month probationary
period on December 28, 1993. I will be sending Steven a memo
on this topic, but I think it should be very clear to the
Council, as it is to me, that Steven has successfully completed
his probationary period and that his work has met our
expectations for fulfilling the duties and responsibilities of
the City Planner position.
-EIU
Memorandum
-~I
To:
Patrick Klaers, City Administrator
Thomas D. Zerwas, Chief of Police ~7.
December 14, 1993 t7
From:
Date:
Police Department
.
.
Subject:
T.A.C. Officer Position
For the past couple years, the police department has functioned
without filling the Administrative Secretary position. This has
created some problems without any direct supervision over the
clerical staff.
I am, therefore, requesting that T.A.C. Officer Kathy Anderson be
given the responsibility of supervising all of the clerical and
receptionist employees. This responsibility would be an assignment
rather than a promotion. At some point in time when the
Administrative Secretary position is employed, this responsibility
would revert back to the Administrative Secretary.
I am recommending that Kathy's salary increase to the same level as
the Senior Accounting Clerk.
TDZjkma
720 Dodge Avenue N.W., Elk River, Minnesota 55330 . (612) 441-2324
A.I :..\(
( II
rlkl River
TO:
MAYOR & CITY COUNCIL
FROM:
PHIL HALS, STREET/PARK SUPT.
DATE: DECEMBER 3, 1993
SUBJECT: OUT OF CLASS WAGES FOR SNOW
PLOWING
In October, 1992, Amy Borst was hired full-time in the Laborer
Class. It has been my intention to promote Amy through the
four step laborer schedule as her skills develop and then to
raise her to the Maintenance I worker schedule and eventually
to the Maintenance II worker schedule as her skills and
experience reach that level. Amy's present wage is $7.47 per
hour and I would ask the Council to authorize an "out of class"
wage of $9.55 per hour (which is Step 1 of the Maintenance I
worker schedule) for Amy when she is involved with snow
removal. Amy operates a snowplow on a designated route with
the same duties and responsibilities as the other operators and
I feel that in the spirit of equal pay for equal work, she
should be paid at least at the level of Step 1 of Maintenance I.
This type of "out of class" wage rates is common to many cities
throughout the area for this type of wage to responsibility
~ adjustment.
e
P.O. Box 490 · 13065 Orono Parkway · Elk River, MN 55330 · (612) 441-7420 · Fax: (612) 441-7425
! :.\)
( );
.y of 1Y
~ll{
TO:
MAYOR & CITY COUNCIL
FROM:
PAT KLAERS, CITY ADMI~~TOR
DECEMBER 15, 1993 ~
PERSONNEL/ADMINISTRATIVE ASSISTANT
DATE:
SUBJECT:
This position is still in the proposed 1994 budget and I am not
sure if this position will be cut or eliminated at this 12/20
meeting, or in January, or if the position will remain and be
filled in 1994. I know that some Councilmembers have strong
feelings regarding this proposed position. The City has
functioned without this position and clearly can continue to do
so if this position is not authorized. However, I am still
recommending that this position be filled based on our need,
requests from department heads, and experience on how similar
communities handle this responsibility and function.
-
During the summer worksessions on the budget, I presented the
Council with some information on the Personnel/Administrative
Assistant position. (The more appropriate title for personnel
is now "Human Resources Coordinator".) In this memo I have
outlined some of the possible work responsibilities of this
position. These duties included:
- Ensuring compliance to the Americans with
(ADA) and other handicap accessibility
laws including updating our affirmative
job descriptions.
disability act
state and federal
action plan and
Assisting in the development of a written employee
evaluation system including training for the evaluators
(department heads and City Administrator).
Evaluating the City employee insurance and benefits
package and recommending appropriate changes.
- Ensuring compliance with the state comparable worth law.
- Coordinating the recruitment and hiring process of new
employees to ensure compliance with state and federal
discrimination laws and data privacy laws.
- Monitoring and recommending
wellness/fitness program and
offered to union employees)
improvements in the
the WIP (currently
City
only
- Improving the City employee training program.
.
- Improving the City employee assistance program.
- Developing and implementing an employee safety program.
P.O. Box 490 · 13065 Orono Parkway · Elk River, MN 55330 · ~612) 441-7420 · Fax: (612) 441-7425
e
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"
- Updating the City personnel ordinance as appropriate.
- Monitoring proposed and new state and federal personnel
laws and legislation and ensuring compliance to all of
these laws...i.e., family leave law, sexual preference
law, employee benefits for partner law, etc.
In order to get more information as to whether or not this
proposed position is unique to Elk River, I referred to the
Twin City Metropolitan Area Salary Survey. A copy of all of
the cities included in the survey is attached. Almost all of
the larger population cities have a Personnel Director and this
is not a surprise as the need for the position increases with
the number of employees and typically the size of the
community. I was mainly interested in cities that have a
population similar to Elk River (last column of the group five
suburbs). In this regard, a "quick and dirty" telephone survey
was completed. The results of this survey are indicated in the
second attachment to this memo. The survey results show that a
number of communities in our population range have personnel
directors. Also, a number of cities in our population range
have the Assistant to the City Manager position in charge of
all the personnel work for the City. Finally, the cities
without any notation on the attached page, had the personnel
work completed by a variety of city employees. The cities of
Andover, Stillwater, North St. paul, and Chaska had the
personnel function completed by the City Administrator (or
manager), a Senior Accounting Clerk, or by each individual
department head. As with most government functions, no two
cities are identical and this seems to be true with personnel
work.
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1992 METRO SURVEY
UNITS OF GOVERNMENT - GROUPINGS AND POPULATIOW
Listed below, In logical groupings lor survey reporting purposes, are the units 01 state, metropolitan-wide, county and municipal governments In the Twin Cities
Metropolllan area. Of these, 109 reported data In the 1992 survey.
Stale 01 Minnesota
..----.----.--.---.---.--.--.--.---.--.--.---.---Group One .. State Ag.ncl....-.---.-.--.-.-....____._._._._.__._..,-_....
University 01 Minnesota
..------.--------.--.-----.---.-Group Two - M.tropolltan-wld. Agencl.. - (Seven County Area)-------.-.---._.---._.___.__._.
Melropolltan Airports Commission
Metropolitan Council
Metropolitan Waste Control Commission
Metropolitan Transit Commission
Hennepin County
Ramsey County
..--.-----.------.--.--.Group Three - H.nn.pln County, Ramsey County, Twin CIU..--.--.--.--.-----.......--__._._._.
1,039,099
488,363
Minneapolis
St. Paul
368,993
272,537
282,461
248,553
..--.-------------.--------.--..Group Four - Selected COuntl..---.-____._.__._._.__.______.
Dakota County
Anoka County
St. Louis County
Washington County
199,213
150,653
---------.-.--.--.-.--------Group Flv. - Suburbs Ov.r 10,000--
Bloomington 86,453 Brooklyn Cenl.r 29,741
Brooklyn Pall< 57,359 Fridley 28,313
Coon Rapids 54,518 Lakevllle 26,408
Plymouth 52,492 Shorevlew 24,912
Bumsvllle 51,743 While Bear LaKe 24,865
Eagan 49,159 Crystal 23,771
Mlnnetonka 48,658 Cottage Grove 23,715
Edina 46,079 Inver Grove Heights 23,370
St. louis Pall< 43,781 New Brighton 22,253
Eden Prairie 40,091 New Hope 21,715
Maple Grove 39,980 W()O(t)ury 21,392
Blaine 39,757 Golden Valley 20,989
. 'Apple Valley 35,979 South St. Paul 20,123
Rlchlleld 35,544 Oakdale 19,735
Rosevllle 33,493 West St. Paul 19,144
Maplewood 31,365 Columbia Heights 19,916
Olmstead County
Scott County
Carver County
Cha""lin
Anoka
Hopkins
Andover
Hastings
Robbinsdale
StUlwater
Ramsey
North St. Paul
Mounds View
Chanhassen
Shakopee
Prior Lake
Chaska
Vadnais Heights
Savage
.-.--.-----.-----..Group Six - Suburbs Und.r 10,000-.------.--.
Mendota Heights
Mound
Arden Hills
Lino Lakes
Rosemount
Ham Lake
Lillie Canada
East Bethel
St. Anthony
Orono
Spring LaKe Pall<
Farmington
Shorewood .
Forest Lake
Lake Elmo
Mahtomedl
Falcon Heights
Corcoran
St. Paul Park
Circle Pines
Hugo
Dayton
Wayzata
Newport
Deephaven
Oak Pall< Heights
Waconla
Mlnnetmta
North Oaks
9,650
9,586
9,496
9,273
9,129
9,047
9,029
8,233
7,902
7,303
6,561
6,136
6,135
6,007
5,900
5,679
5,376
5,300
4,995
4,710
4,621
4,507
3,820
3.729
3.669
3,583
3,582
3,501
3,456
Med'llla
Belle Plalne
Bayport
Jordan
Independence
Lauderdale
Anon
Osseo
St. Francis
Vlclorta
Water10wn
New Prague
excelsior
LeXington
Maple Plain
Lakeland
Long Lake
Centervllle
Sprtng Park
Greenfield
Tonka Bay
Young America
Norwood
Sf. Bon/laclus
Lake St. Croix Beach
Blrchwood
Dellwood
Carver
Hllhop
3,219
3,166
3,121
2,958
2,979
2,699
2,683
2,652
2,615
2,497
2,429
2,402
2.379
2,299
2,049
1,997
1,995
1,819
1,524
1,476
1,472
1,374
1,344
1,191
1,096
1,035
885
756
749
. PopulallQn figures based on 4/1/92 populallon census counts provided by Metropolitan Council.
'i
Rogers
Landfall
Marine on St. Croix
Greenwood
WHlemle
Mlnnetonka Beach
Cologne
VermHlion
Ulydale
Woodland
Hamburg
Mayer
Gem Lake
Rockford
Pine Springs
Loretto
Bethel
Medicine Lake
Hampton
New Germany
St. Mary's Point
Randolph
Hanover
Lakeland Shores
Elko
New Market
Coates
MiesvtUe
IXR... Stanton Group
106,470
59,795
49,312
17.n1
17.219
16,391
16,047
15,722
14,406
13.970
12,767
12,607
12,590
12,339
11,966
11,730
11,727
11,267
10,951
707
667
602
602
594
571
564
510
501
495
492
483
440
438
434
419
416
386
373
358
338
331
302
293
227
224
194
135
."",.. .. 'I
.
Champlin
Anoka
Hopkins
Andover
Hastings
RobbinsdaJe '
Stflrwater
Ramsey ,
North St. Paul
+ . Mounds View
+ Chanhassen
· v Shakopee.
Prior Lake
Chaska
Vadnais Heights,
Savage
/
.../
. .v,
V
-./
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+
.....
....
+
.
'., . 17,771
, .
',' '. '17 218 . .
". . t , .,' .
. ,
. '. .....16 391 .
.. , .
:16047. .
. ,
15,722 .
144(}6:.'
, .
13,970'~.
12,767 ..--
. .
.'12,607 .; .-
'12 590
t .
.12,339
. - 11 ,966 ' .
, 11 ,730 .
'11 ,727
11 '1267
10,851 .
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4ItPOSITION TITLE:
INCUMBENT:
DEPARTMENT:
REPORTS TO:
-
:,.
,.
POSITION DESCRIPTION
Human Resource Director
ORIGINAL DATE:
Februarv 1988
Gail Blackstone
REVISION DATE: October 1993
APPROVED BY: ~~./t-b~:--<
4AbLLtef~~d
Administration
City ManaQer
PRIMARY OBJECTIVE OF POSITION
Under the general direction of the City Manager performs responsible work in directing
the personnel program for the City of Maplewood.
Provide general management support to the City Manager in all areas as assigned to ensure
accomplishment of City objectives.
RELATIONSHIPS
Supervision of staff relative to personnel matters.
Has work contacts with City appointed officials, all employees, outside agencies, local
media, and the general public.
e
MAJOR AREAS OF ACCOUNTABILITY
* 1. Supervises and participates in personnel recruitment, screening and testing for all
City departments.
* 2. Researches, manages, and participates in labor negotiations with employee
representatives; at direction of City Manager, provides final internal City response
in grievance resolution; monitors, administers, and enforces provisions of
collective bargaining agreements.
* 3.
* 4.
* 5.
* 6.
e* 7.
* 8.
Conducts salary and fringe benefit surveys and analyzes results; administers and
updates City pay plans; conducts job analyses and recommends revision in salary
ranges; completes personnel related surveys/reports.
Develops, evaluates, and maintains job descriptions; conducts job audits and
analyzes positions for proper classification; recommends revisions in position
classification.
Administers, interprets, and updates Personnel Policy Manual and personnel
procedures; recommends revisions of personnel policies.
Manages and evaluates employee benefit programs.
Consults, advises, and interprets personnel policies and labor agreements with all
City departments; advises management on personnel related issues.
Monitors City's job performance evaluation system.
~
~
...~uman Resource Director
~ctober 1993
Page Two
MAJOR AREAS OF ACCOUNTABILITY (Continued)
* 9. Manages City's workers compensation program.
*10. Supervises the maintenance of all personnel files and records,' including dates and
records of sick leave, injuries, vacation, commendations, reprimands, job
performance evaluations, merit reviews, accidents or damage involving City property;
education and special training; and other department records.
11. Conducts and/or coordinates new employee orientation, exit interviews and employee
training programs.
12. Serves as City representative on Employee Safety and Insurance Committees, Human
Relations Commission and Police Civil Service Commission.
13. Performs other administrative duties as assigned by the City Manager.
* Essential Functions
~OOSITION QUALIFICATION REQUIREMENTS
Requires Bachelor's degree in Personnel, Public Administration, or related field.
Desire Masters Degree in Industrial Relations, Personnel or Public Administration.
Minimum of three (3) years experience in personnel administration with two (2) years
labor relations experience. Desire local government personnel experience. Relevant
supervisory and management experience may be substituted.
. Ability to establish and maintain effective working relationships with appointed
officials, staff and employees, employee representatives, outside agencies and general
public.
. Ability to communicate effectively in verbal and written form.
. Working knowledge of the principles and methods of personnel administration including:
employee recruitment/selection; job analysis and classification; job performance
evaluation; compensation and benefits, and related personnel principles.
Knowledge of state and federal laws relating to employee selection; affirmative action,
equal employment opportunity; labor relations and collective bargaining.
. Knowledge of the structure, functions and operations of municipal government.
. Knowledge of laws governing municipal personnel administration.
~
JAN 2 1 199'4
.
CITY OF MAPLE GROVE
1993
==============================================================================
POSITION: Human Resource Director
DEPARTMENT: Administration
LEVEL: Department Director
SALARY: $(? 38,880 - 64,721)
==============================================================================
NATURE OF WORK
Reporting to the City Administrator, this position directs all aspects of .the
Human Resource function for the City.
EXAMPLES OF WORK PERFORMED
* Monitors the interpretation and administration of personnel policies,
procedures, and practices throughout the City.
* Develops policies and regulations for City Council approval.
~ * Provides and maintains compensation/wage and salary programs.
* Plans and~evaluates non-insurance related benefit programs.
* Determines job content/specifications and writes job descriptions for the City.
* Administers the classification/evaluation system for the City.
* Manages City labor negotiations and relations.
* Manages recruitment and staffing activities for the City.
* Monitors City Affirmative Action plan.
* Monitors the administration of the City's performance appraisal program.
* Manages City worker compensation insurance plan.
* Develops and administers all human resource related policies for the Volunteer
Fire department.
Conducts research and prepares special reports, as requested, for the City
Administrator.
Administers employee Right to Know Act requirements.
~ Monitors legislation that may affect the City.
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HUMAN RESOURCE DIRECTOR JOB DESCRIPTION
PAGE 2
Conducts new employee orientation to the City personnel policies, procedures, and
programs.
Conducts exit interviews.
Monitors training and development activities for the City and participates in the
City's training committee.
KNOWLEDGE. SKILLS AND ABILITIES
Ability to effectively communicate both orally and in writing.
Ability to analyze situations and identify problems.
Ability to establish and maintain effective working relationships with staff,
consultants, the general public, and others.
Knowledge of the organizational objectives of City government.
Knowledge of personnel applications, benefits, and compensation systems.
TRAINING AND EXPERIENCE
Bachelor's Degree, 'orwcomparable experience, is required.
Familiarity with the Pay Equity Law is desired.
Knowledge of Minnesota Law as it pertains to Public personnel is desired.
* INDICATES ESSENTIAL JOB FUNCTIONS
position:
CITY OF MAPLE GROVE
1993
Physical Demands & Job Description Supplement
HUM"", ~~')b;..'l"~ 0;,,( c:.:\-.:- i
Ass'st to cit Administrator Department: Administration
Per 1 Coordinator
-Level:
E7 (101.0
105.9)
Date:
4-93
NARRATIVE: Under the supervison of the City Administrator, this position
mnages the personnel function of the City, as well as assisting the City
Administrator with special projects.
WORK ENVIRONMENT:
Office Environment
PHYSICAL DEMANDS
-Physical Activity Frequency-
N = Never
S = Seldom - represents 1 - 5%
o = Occasional - represents 6 - 33%
F = Frequently - represent 36 - 66%
C = Continuous - represents 67 - 100%
(Check)
Frequency
Describe:
X Walking/Standing 0
x Sitting F
X Standing in one place 0
Reaching:
~Abo" 'hrotde"
X Away from Body
ffi
I !
X Climbing-Height S
X Pulling/Pushing S
X Crawling/Kneeling/Squatting S
X Bending/Stooping S
Balancing N
v Twisting/Turning 0
^
X Repetitive Movement F
(hands/wrists)
Running N
Use HANDS for repetitive activity:
Describe:
Y Simple Grasping
N Firm Grasping
Y Fine Manipulating
Y Keyboarding
~use FEET for repetitive ~vements
LI FTI NG
Frequency
"eight
COllIIIeOts
Above Shoulder
S
:s10#
Waist to Shoulder
S
:s10#
Knee to Waist
S
:S10#
Copy paper
Floor to Knee
S
:S10#
Carrying
S
:S10#
PHYSICAL SENSES (check)
CoIIInents
Y Vision
N Color Vision
Y Hearing
Y Talking
N Smell ing
Y Feeling
ENVIRONMENTAL CONDITIONS/JOB HAZARDS
. Hazardous Substances
Frequency to Exposure
Describe
N Gases
Y Chemical
White out
N Fumes
N Dust
. Infection Diseases
Describe
Infectious Disease
. Physical Agents Describe Describe
.
N Heat/cold/frequent N Unprotected heights
temp. changes ~
N Lighting: bright/dim
N Wet/dry
N Electrical Hazards
N Noise
N Humidity N Mechanical Hazards
(ie, equipment, moving parts)
N Ionizing/Non-ionizing
radiation N Time Spent Outside
N Vibrations Y Time Spent Inside ~
Y Time Spent in Vehicle 1 x week driving in metro
area
Additional Requirements: (i.e. driving, reading)
Data Source:
evaluated by:
Validated by:
Beckv Weber
Date: 4-93