7.7. SR 05-31-1994
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ITEM 7.7.
MEMORANDUM
River
TO:
MAYOR & CITY COUNCIL
FROM: PAT KLAERS, CITY ADMIN~t!r'T~R
DATE: MAY 26, 1994 ~
SUBJECT: HUMAN RESOURCES COORDINATOR
The 1994 Budget includes some funding for an Elk River personnel employee.
The most appropriate title for this position is Human Resources Coordinator
(HRC). It is still uncertain as to if this position will be filled as it depends on
the feelings of the City Council regarding the need for this position, and I
know that some Councilmembers have strong feelings either for or against
this position.
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Attached for your review is some December, 1993, information on this HRC
position. The attachments include some information on Elk River duties for
this position, who does personnel work in other communities, and sample job
descriptions for a HRC type of position from Maplewood and Maple Grove.
Staff continues to believe that a HRC is needed in Elk River. We currently
have 62 full time employees and 37 part time or seasonal employees. This
number has increased rapidly over the past eight years and is anticipated to
continue to grow in the future.
Personnel is a specialized area of expertise and is not a responsibility that
the City can simply "give" to an existing position. New laws regarding
personnel or employees are created annually. A requirement for the City
would be to hire an employee that has both the education and experience in
personnel work. We are quickly approaching a time in our City's
development where neither the Finance Director nor myself have sufficient
time or expertise to allow us to do justice to this very technical and legal area
of City government. Based on the HRC work on employee benefits and
insurance, it is suggested that this position be under the supervision of the
Finance Director.
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The City has this position in the Budget at $30,000 per year and it is
scheduled to be hired around July 1. Based on information that we have
available, this pay range is too low. The pay range for a HRC should be
around the same as the City Planner or Economic Development Coordinator.
P.O. Box 490 · 13065 Orono Parkway · Elk River, MN 55330 · (612) 441-7420 · Fax: (612) 441-7425
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Please see the attached Comparable Worth Study information on this issue.
This Comparable Worth Study information may not be the same as what is
approved in Elk River, but it should offer you some idea of the ranking and
value of this type of position as compared to other City positions. The salary
range for this HRC position in Elk River should be in the $35,000 range to
start and should top out at about $43,500 in order to get a good, qualified,
and experienced employee. Similar to the recently hired City Planner, it
would be a goal of the City to hire an experienced assistant HRC employee
from a larger metropolitan suburban community.
The process for filling this position would include the following steps:
. The City Council authorizes the position and directs staff to do a job
description and pay range for the position.
. The City Council approves the job description and pay range for the
position and authorizes the advertisement for this position.
. A staff committee reviews the applications and interviews the
qualified candidates.
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. Staff recommends the hiring of the most qualified candidate.
. Employee is hired and hopefully working for the City somewhere
around Labor Day.
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~l}{; River
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TO:
MAYOR & CITY COUNCIL
FROM:
PAT KLAERS, CITY ADMI~J~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 disability act
(ADA) and other handicap accessibility state and federal
laws including updating our affirmative action plan and
job descriptions.
Assisting in the development of a
evaluation system including training for
(department heads and City Administrator).
written employee
the evaluators
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 (currehtly
City
only
- Improving the City employee training program.
- Improving the City employee assistance program.
- Developing and implementing an employee safety program.
P.D.Box 490 · 13065 Orono Parkway · Elk River, MN 55330 · (612) 441-7420 · Fax: (612) 441-7425
-)
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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 POPULATION'
Listed below,ln logical groupings lor survey reporting pUrposes, are the units 01 slate, metropolltaf)owlde, county and mUnldpal govemments In the Twin Cities
Metropolitan area. or these, 109 reported data In the 1992 survey.
-------------.------------.------.-----.------Group One - State Ag.ncl..---.------___._.______.__________.__.___-,....___.
State 01 Minnesota
UnlYerslty 01 Minnesota
------------.---.---.--.-----Group Two - M.tropolltan-wld. Agencies - (Sev.n County Araa)-------_______________________
Metropolitan Airports Commission
Metropolitan Council
Metropolitan Waste Control Commission
Metropolitan Transit CommIssion
..--------.----------Group Thr.. - Hennepin County, Rameey County, Twin Cltle.-----.----_________.___.______________.
HennepIn County 1,039,099 Minneapolis 368,993
Ramsey County 488,363 St. Paul 272,537
----------------------- ..Group Four - Selected Countle. --------..
Dakota County 282,461 St. Louis County 198.213 Olmstead County 106,470
Anoka County 248,553 Washington County 150,653 scon County 59.785
Carver County 49,312
-------..--- --Group Five - Suburbs Over 10,000-
Bloomington 86,453 Brooklyn Cenler 28,741 ChalTlllin 17.nl
Brooklyn Pari< 57 .359 Fr1dley 28.313 Anoka 17.218
Coon Rapids 54,518 Lakevllle 26,408 Hopkins 16,391
Plymouth 52,492 Shorevlew 24,912 Andover 16.047
Bumsvllle 51,743 Whlte Bear Lake 24.865 Hastings 15.722
Eagan 49,158 Crystal 23,771 Robbinsdale 14,406
MIMetonka 48,658 Conage Grove 23,715 Stillwater 13,970
Edina 46.079 Inver Grove Heights 23,370 Ramsey 12.767
St. louis Pari< 43,781 New Brighton 22.253 North St. Paul 12,607
Eden Pralrie 40,091 New Hope 21.715 Mounds View 12,590
Maple Grove 39,980 Wood:lury 21,392 Chanhassen 12.339
B Ialne 39,757 Golden Valley 20.889 Shakopee 1 1 .966
. Apple Valley 35,879 South St. Paul 20,123 Prior Lake 11,730
Rlchllelcl 35.544 Oakdale 19,735 Chaska 11.727
Rosevllle 33,493 West St, Paul 19,144 Vadnais Heights 11.267
Maplewood 31.365 Columbia Heights 18,816 Savage 10,851
Group Six - Suburbs Under 10,000 ---..-...----
Mendota Heights 9,650 Medina 3.219 Rogers 707
Mound 9,586 Belle Plalne 3,166 Landfall 667
Arden Hills 9,496 Bayport 3,121 Marine on St. Croix 602
L1no Lakes 9.273 Jordan 2,958 Greenwood 602
Rosemount 9,129 Independence 2,878 WRlemle 584
Ham Lake 9,047 La uderdale 2,698 Mlnnetonka Beach 571
Llttle Canada 9,028 Anon 2,683 Cologne 564
East Bethel 8.233 Osseo 2,652 Vermillion 510
St. Anthony 7,802 St. Francis 2,615 UlyclaJe 501
Orono 7,303 Victoria 2,497 Woodland 495
Spring Lake Park 6,561 Watertown 2,429 Hamburg 492
Farmington 6.136 New Prague 2,402 Mayer 483
Shorewood . 6,135 Excelsior 2,378 Gem Lake 440
Forest Lake 6.007 LeXington 2.289 RockIord 438
Lake Elmo 5,900 Maple Plain 2,049 Pine Springs 434
Mahlomedl 5.679 Lakeland 1,997 Loreno 419
Falcon Heights 5,376 Long Lake 1,985 Bethel 416
Corcoran 5,300 Centervllle 1,819 Medicine Lake 386
St. Paul Park 4,995 Spring Park 1,524 Hamplon 373
Clrde Pines 4.710 Greenlleld 1,476 New Germany 358
Hugo 4,621 Tonka Bay 1,472 st. Mary's Point 338
Dayton 4.507 Young America 1,374 Randolph 331
Wayzata 3,820 Norwood 1,344 Hanover 302
Newport 3,728 SI. Bonltadus 1,191 Lakeland Shores 293
Deephaven 3,669 Lake St. Croix Beach 1,086 Elko 227
Oak Park Heights 3.583 Blrchwood 1,035 New Market 224
Waconla 3,582 Dellwood 885 Coates 184
Mlnnetrista 3,501 Carver 756 Mlesvllle 135
North Oaks 3,456 Hilltop 749
. Population figures based on 4/1192 population census counts provided by Metropolitan Council.
JX:R....Stanton Group
e) v Champlin . ~ 17J771
. .
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.v Anoka '~';"'>_." '17 t~18. ':'"
\/. Hopkins . ........16 391
. .. ,
Andover .: 16,047
vi' Hastings 15,722
v Robbinsdale . " 14 406' ......
, .
Stillwater 13,970'
'. .
y/ Ramsey .12,767 -
North St. Paul ,'12,697. .
. .
.+ Mounds View '12 590
t
e) + Chanhassen ,12,339
.
.# v S hakopee '11t966 . !
+ Poor Lake . . 11,730 .
Chaska '11 ,727
.
...,. V.adnais Heights. 11 .267
+ Savage 10,851
~ .:p ~ '" 5 0 ~ '" e.. \ D i V'- ~ c..-1-D v-
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POSITION DESCRIPTION
e'~OSITION TITLE:
INCUMBENT:
DEPARTMENT:
REPORTS TO:
Februarv 1988
October 1993
~.~-<f.,:~
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Human Resource Director
ORIGINAL DATE:
REVISION DATE:
APPROVED BY:
Gail Blackstone
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.
.
MAJOR AREAS OF ACCOUNTABILITY
* 1.
* 2.
* 3.
* 4.
* 5.
* 6.
.* 7.
* 8.
Supervises and partiCipates in personnel recruitment, screening and testing for all
City departments.
Researches, manages, and participates in labor riegotiations 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.
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.
A..4uman Resource Di rector
,., Dctober 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
pub 1 i c.
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.
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JAfl 2 1 19~4
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.
HUMAN RESOURCE DIRECTOR JOB DESCRIPTION
4It) 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, 'or~comparable 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
~
c . CITY OF MAPLE GROVE
1993
Physical Demands & Job Description Supplement
HUM"", J<~'::>b;.'f"~ 0;....(0:.\-.;.;-
Position: Ass~stant-to city Administrator Department: Administration
Per ~ 1 Coordinator
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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 ~alking/Standing 0
X Sitting F
X Standing in one place 0
e Reaching: EE I !
1B^bove Sh~td."
X Away from Body
X Clinbing-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
~ N /use FEET for repetitive IIOvements i I
--
. -.
LI FTING Frequency Yeight Conments
Above Shoulder S ~10#
Waist to Shoulder S ~10#
. Knee to Waist S ~10# Copy paper
Floor to Knee S ~10#
Carrying S ~10#
PHYSICAL SENSES (check) Calments
Y Vision
N Color Vision
Y Hearing
y Talking
N Smell ing
y Feel ing
ENVIRONMENTAL CONDITIONS/JOB HAZARDS
. Hazardous Sltlstances
Frequency to Exposure Describe
N Gases
y Chemical White out
N Funes
N Dust
. Infection Diseases Describe
N Infectious Disease I
. Physical Agents Describe Describe
N Heat/cold/frequent N Unprotected heights
teB1'. 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 100%
y Ii me Spent in Vehicle 1 x week driving in metro
area
Additional Requirements: (i.e. driving, reading)
Data Source: Validated by:
.valuated by: Beckv Weber Date: 4-93
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Model Position Evaluation Ranking
Position Evaluation
City Manager/Administrator 1040
Police Chief 739
Public Works Director/City Engineer (Multi-divisional) 732
Finance Director 677
Fire Chief 618
MIS .coordinator 588
Community Development Director (Multi-divisional) 588
Human Resources Coordinator 588
Public Works Superintendent 525
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
Ci ty Assessor 358
SanitarianlEnvironmental Inspector 358
Planner-Intermediate 342
Accountan t- Intermedia te 332
Maintenance SupervisorlForeman 320
City Clerk (Management) 291
Police Officer 280
HayGroup
1-17
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Model Position Evaluation Ranking
Position 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
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
HayGroup
1-18
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Benchmark Job Values - Sorted by Job Value
JAQ
ADM
PWU
POL
ADM
ADM
,ADM
CADM
FIR
TEC
POL
PWU
ADM
ADM
POL
TEC
ADM
ADM
TEC
TEC
TEC
TEC
POL
PWU
A.DM
ADM
ADM
TEC
FIR
ADM
ADM
ADM
TEC
PBH
TEC
FIR
ADM
ADM
BM
Code
77
10
34
64
45
70
. :;'0J
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
Benchmark Job Title
city Manager/Administrator............ .........
Public Works Dir/City Engineer (multidivision).
Po 1 i ce Ch i e f . . . . .. . .. . .. .. . . . . .. .. . .. . . .. .. .. .. . .. .. .: .. . . . . . .
ci ty Attorney. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Finance Director........:......................
Community Development Director (multidivision).
Human Resource Coordinator.....................
Fir e Ch ie f . . . . . . . . . . . . . . . . . . . . . . . . . . . ,. . . . . . . . . .
City Engineer. .................................
Pol ice .Captain..............................,...
Public Works Superintendent....................
Parks and Recreation Director (exc Parks Maint)
Planning Director............~.................
Police Lieutenant. . . . .. . . . . ... . . . . . . . . . . . . . . . . .
HIS Coordinator................................
Assistant Finance Director.....................
Liquor operations Director (multi facilities)..
City Assessor.................. . . . -It . . . . .. . ..It .. . . .
Chief Building Official................~.......
Assistant City Engineer........................
Programmer / Analyst. . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Police Sergeant................................
Maintenance Supervisor/Foreman.................
city Librarian.................. '.. . . . . ... .. .. .. .. .. ..
Housing/Redevelopment specialist...............
Accountant (Intermec:Uate)......................
Non-registered Civil Engineer (Entry level)....
F ire Marshal. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
I ce Arena Manager.......................'.......
Planner (Intermediate) .... .... .................
city Clerk (Management) ........................
Building Inspector.............................
Public Health Nurse............................
Sanitarian/Environmental Inspector.............
Fire Code Inspector............................
Recreation Supervisor..........................
Liquor Facility Manager (single facility) ......
ou: C:\MAMAI8MVALFIN.DOC 10/21/83 .10:44 P9 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
I
,t#"
/..
\
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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 Appraiser..................... ........
Communications Coordinator......................
Police Officer.................................
Engineering Technician (Intermediate). .........
Executive Secretary (Top Level). ...............
F iref ighter. . ... . . . . . . . . . ... . . . . . . . ... . . . . . . . . . . . ..
GIS Technic ian. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
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..........................
P a yr 0 11 Clerk..................................
Secretary a-Intermediate (Engineering Example).
Library As s is tan 't: . . . . . . .. . . . . . . . . . . . . . . . . . . . . . .
Park Maintenance Worker........................
Cashier. . . .. . ... . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Office Service Worker (Clerk Typist) ...........
Community Service Officer (Nonsworn) ...........
Laborer. . . . . . . . . . . . . . a. . . . . . . . . . . . . . . . . .. . . . . . . . .
Data Entry Operator................... ... ......
switchboard Operator/Receptionist..... .........
Retail Clerk (Retail Store Clerk Example) ......
Retail Cashier (Liquor Store Example) ..........
Custodian (non-licensed).......................
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Exhibit 2
CITY OF ELK RIVER PAY RANGES
76.
e
1994 PROPOSED (3%)
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
WASTEWA 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 42000
BUILDING OFFICIAL 34235 35778 37299 38841 40384
CITY CLERK 34235 35778 37299 38841 40384
ASSISTANT LIQUOR STORE MANAGER 21509 23095 24723 26308 27915
The Jollowing positions are subject to overtime:
.L1CE SERGEANT 21.69 22;16 22.54
ILDING INSPECTOR 13.82 14.49 15.14 15.80 1 6.46
ZONING ASSIST ANT 11.77 12.65 13.52 14.4 1 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
T AC 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
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