7.2. SR 10-16-2006
City of Elk River
REQUEST FOR COUNCIL ACTION
Agenda Section Meeting Date
Administration October 16, 2006
Item Description
Pa Plan Reclassification
Item Number
7.2.
Prepared by
Lori ohnson, Ci Administrator
Reviewed by
Introduction
In February 2006, the City Council hired Mr. Rod Kelsey of Riley, Dettmann, and Kelsey to complete a
full study of the city's pay plan, including reclassification of all city positions. Mr. Kelsey was present at
the August worksession to present the results of his study. The Council provided input at that time as
well as at last Monday's worksession when the revised hierarchy and pay plan were presented along with
details of an implementation plan. The Council's comments and input have been incorporated in the
attached hierarchy, pay plan, and implementation plan.
Discussion
Mr. Kelsey provided a revised 2007 pay plan that benchmarks the City of Elk River's pay to the sixtieth
percentile of comparable cities as directed by Council. The pay plan has been compressed and now
includes 18 pay grades; the previous pay plan had 29 pay grades. The pay plan retains the five-step
structure.
Implementation will basically be handled the same as past implementations; however, this time there are
fourteen employees who fall below step A of their pay grade. The Council requested that all employees
who are less than $3,000 below step A of their pay grade move to step A on January 1,2007 and the
remainder of the employees who are below step A move in three increments on January 1, 2007, July 1,
2007, and January 1, 2008 so that on January 1, 2008 no employees fall below the starting step of their
pay grade.
Further, the City Council directed staff to create positions descriptions for public works director, city
engineer, and assistant city administrator. Human Resources Representative Lauren Wipper will begin
developing those job descriptions and the Personnel Committee will review them to place them in the
city's hierarchy and pay plan after which they will go to the City Council for approval.
Financial Impact
The total implementation cost in 2007 is approximately $68,000 for all employees including the changes
made at the October 9 worksession.
Attachments
· City of Elk River position pay grades (hierarchy in alphabetical order by pay grade)
· January 1, 2007 pay plan
· Implementation plan
S:\Council\Lori\2006\Pay Plan Approva1.doc
Action Requested
City Council is asked to consider adoption of the attached position hierarchy, 2007 pay plan, and
implementation plan.
Council Action
Motion by _
Second by _
Vote
Follow Up
s: \ Council\Lori\2006 \Pay Plan Approval.doc
Updated: 10/10/06
City of Elk River
Position Pay Grades
Alphabetical Order within Pay Grade
Effective January 1, 2007
18 City Administrator 7 Accountant
Building Maintenance Supervisor
17 Engineering Technician 2
Environmental Technician
16 Finance Director Gov. Access Cable Coord.
Police Chief Lead Maintenance Mechanic
Lead Wastewater Systems Op.
15 Community Development Director Park Maintenance Supervisor
Fire Chief Senior Citizen Coordinator
Support Services Supervisor
14 City Prosecutor
Park and Recreation Director 6 Admin Assistant (Comm Dev)
Building Maintenance Assistant
13 Administrative Captain Executive See! Deputy City Clerk
Liquor Operations Manager Fire Prevention Specialist
Police Captain Ice Arena Maintenance Supervisor
Street Superintendent Legal Secretary
Maintenance Mechanic
12 Assistant Finance Director Park Maintenance Worker
Chief Wastewater Systems Op. Payroll Clerk
Director of Economic Development Police Executive Secretary
Environmental Administrator Recreation Administrative Coordinator
Information Technology Manager Recreation Coordinator
Planning Manager Street Maintenance Operator 2
Wastewater Systems Operator
11 Assistant Street Superintendent
Building Official 5 Accounting Clerk
Building Permit Technician
10 City Clerk CSO 2 I Crime Prevention Specialist
Ice Arena Manager I T Support Specialist
Recreation Manager Ice Arena Maintenance Worker
Recreation Marketing Coordinator
9 Asst. Dir. of Economic Development Street Maintenance Operator 1
Fire Marshal
Human Resources Representative 4 Administrative Assistant (streets)
Lead Plumbing/Mech. Inspector Engineering Technician 1
Park Planner I Planner Full Time Liquor Store Clerk 2
Plans Examiner Golf Course Clubhouse Coordinator
Senior Planner Police Records Clerk
Secretary
8 Assistant Liquor Store Manager Senior Citizen Programmer
Building Inspector
Golf Course Superintendent 3 Asst. Gov. Cable Producer
Community Service Officer 2
Ice Arena Office Assistant
Police Secretary I Receptionist
Recreation Assistant
Secretary I Receptionist
2 Community Service Officer 1
Public Works Laborer
Full Time Liquor Store Clerk 1
Custodian
"-
C>
C>
C\I
......'
e-
<1l
:J
t::
<1l
""')
.~
t5 E
~ :J
l.U w.~
x
ro
~
0 0 0 0 0 0 0 0 0 00 000 00) 0('1) 0,,- 000 000 00) 00)
0 0
0) CO_ O 0 0 0 0 0 0 ON ON 0('1) ON 00 01.0 0..... Oco 0","
co_ ~ ..... 0) 0) 0) 0) 0) . 0) . 0) . "'" . 0) . 00 . 0) . 00 . ('I) .
('I) 1.0 ..,f..... - 0) -CO -"'" -N - 0 ' 0) -,,- - CO
..... 0 "- ('I) 0) N CO N 00 CO ('I) ON "'"N ON ION NN 0)..... CO..... "'".....
..... ..... 0) 0) 00 00 "- "- CO E!)-E!)- ~E!)- ~E!)- ~E!)- ~E!)- ~E!)- ~E!)- ~E!)- ~E!)-
E!)- E!)- E!)- E!)- E!)- E!)- E!)- E!)- E!)-
0) 0 0 0 0) ..... CO CO CO CO ('I) ~OO .....0 ON lOCO 1.00) CO 00 0,,- 001.0
N "'"
CO CO_ "'" 0) 1.0 0) ..... CO ..... COo "'""'" 000 00) ~"! 00) "'"('I) NN
0 cri 0) 0 ":. "-- 0 ..... ('I) "'" . CO"'"-: 00 . 00 . CO . "'" . o . "- .
..... - 0 ' 00 - 1.0 -('I) , 0 -0) -,,- -CO ..,..:1.0
0 0 ('I) 0 1.0 0) "'" 0 CO N('I) OON NN "-N ('I)N 0..... "-..... "'".....
0) 0) 00 "- "- "- CO ~E!)- ~E!)- ~E!)- ~E!)- ~E!)- ~E!)- ~E!)- ~E!)- ('I).....
..... ..... E!)- E!)- E!)- E!)- E!)- E!)- E!)- E!)-E!)-
E!)- E!)-
00 0 0 0 00 ('I) ('I) ('I) ('I) ('I) CO ('1)00 ('I)..... 0..... Oco 00 ('1)00 0"," ION
1.0
('I) 00 00 00 ..... 00 ('I) ('I) ('I) ('1)00 ('1)0 00"," CO 00 .....00 1.00 ....."- 000 1.00
~ () ~ N. 1.0 "'" CO, ..... "'", "- o . ('I) . "- . ('I) . ('I) . "'" . 0) . N . ..... .
1.0 <0 N - 00 - "- '"," .0..... ..,..:0) '00 'co ..,..:1.0 .","
~ 0 "- 0 CO ..... "- ('I) ON CON ON "-..... "'"..... 0).....
t: 0) 0) 00 00 "- "- CO CO ~E!)- ~E!)- ~E!)- ","N "'"..... ~E!)- ~E!)- ('I)..... ~E!)-
it ..... E!)- E!)- E!)- E!)- E!)- E!)- E!)- E!)- E!)-E!)- E!)-E!)- E!)-E!)-
'- E!)-
O::
Jc ~
m 8!.
"-
0 to-..
~g CO 0 0 0 CO "'" 0) 0) 0) 0)0) 0)00 "'"N 00 lOCO ION 0)0) 0..... ('1)00
00
'- ~ 0 N N "- "- "- "'" 0) "'" 0) CO "'"0) N"," "'"CO ....."- "-,,- .....1.0 N,,- 00,,-
(.) OJ "-- CO_ 0 0 1.0 N_ ~ ..... 1.0 . o . "- . 00 . o . "- . "'" . 1.0 . 1.0 .
..... - "- -1.0 - ('I) - 0 '00 -CO - 1.0 -('I) -N
0 ('I) CO ('I) 0) ('I) 00 "'" ..... "-N "'"N OON NN 0)..... "'"..... N..... 00..... CO.....
..... 0) 00 00 "- "- CO CO CO ~E!)- ~E!)- ~E!)- ~E!)- ~E!)- ~E!)- ~E!)- ~E!)- ~E!)-
E!)- E!)- E!)- E!)- E!)- E!)- E!)- E!)- E!)-
E 1.0 0 0 0 1.0 1.0 1.0 1.0 1.0 ION 1.00) 1.0"," 000 01.0 0('1) 1.00) 000 0","
:J ..... CO CO CO ('I) CO CO CO CO CO 1.0 CO 00 CO"'" N('I) NCO 0"," N('I) CO ('I) .....1.0
<{ .~ 00 "-- 0) 1.0 ":. "'"_ ('I) 0) 1.0 ..... . "- . CO . ('I) . "- . ..... . 0) . "- . o .
-CO -"'" -N -0) -,,- ' 1.0 '"," -N ' .....
.5 CO 0) N 0) 1.0 0 1.0 ..... 00 ION .....N CON 0..... CO..... N..... 0)..... 1.0..... "'".....
0) 00 00 "- "- "- CO CO 1.0 ~E!)- ~E!)- ~E!)- ~E!)- ~E!)- ~E!)- ~E!)- ~E!)- ~E!)-
~ E!)- E!)- E!)- E!)- E!)- E!)- E!)- E!)- E!)-
Q) U)
-Ow
ro >
L.. Q)
<9...J
00 "- CO 1.0 "'" ('I) N ..... 0
~ ~ ~ ~ ~ ~ ~ ~ ~
1.0
"'"
('I)
N
0)
00
"-
CO
CO"-
00
00
NN
:;::: L..
~S
0-0
..... Q)
-00-
Q).Q
...... Q)
.5 >
L.. Q)
a... 0
CITY OF ELK RIVER
IMPLEMENTATION OF THE 2007 PAY PLAN
o Employees will receive 3% COLA on January I.
o No employee will be paid less than he/she is currently being paid.
o Employees whose 2006 pay plus 3% COLA falls within their 2007 pay range
will be placed in the 2007 pay plan and progress through their pay range until
they reach the top pay. Placement in the new plan is consistent with where the
employee's pay falls within the plan and not necessarily on a step. Employees
will move up one step July 1 of each year as long as they are performing
satisfactorily.
o Employees whose current pay plus 3% COLA exceeds the top of the new
pay range will receive increases equivalent to the COLA but their base pay (the
pay used to calculate next year's COLA) will increase by only one half of the
COLA percentage. Over time this will bring the employee's pay back in line with
the pay plan.
o Employees whose annual pay is $3,000 or less below step A of their pay
range shall move to step A on January I, 2007.
o Employees whose annual pay is more than $3,000 below step A of their pay
range shall receive 1/3 of the difference as a pay increase on January I, 2007, 1/3
of the difference as a pay increase on July I, 2007, and the final 1/3 plus COLA to
put them on step A on January I, 2008.