03-12-2025 Workshop Minutes - Laserfiche WebLink

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WORKSHOP MINUTES CITY COUNCIL March 12, 2025 position description, strategic direction, priorities for the first 6-12 months and position qualifications. The Council and staff discussed the organizational culture and if it presented the correct message. There was Council consensus to manke an amendment to the organizational culture section. The Council and staff discussed the city administrator position description. There was Council consensus to make an amendment to the city administrator position description. The Council and staff discussed the priorities for the First 6-12 months section. No changes were made. The Council and staff discussed the position qualifications. They discussed the areas of strong emphasis, leadership characteristics and additional characteristics. The Council and staff agreed that this was a strong representation of what they are looking for. There was Council consensus to approve the city administrator recruitment profile as amended. CITY ADMINISTRATOR SALARY SCALE The Acting City Administrator gave background information on the city administrator salary scale. She explained that the city completed a full compensation study with DDA Human Resources in 2022. She stated that staff worked with DDA recently to conduct a city administrator only compensation study since the salary market for this type of position has changed quite a bit in the last year. She explained that two market data sets were pulled from benchmark cities that are like Little Canada; city manager/city administrator data and city administrator only data, and it was determined that Little Canada's current Grade 15 for the city administrator is below market. She noted that a Minnesota Pay Equity test was run for both male and female to ensure all salary options provided would result in compliance. The recent compensation study for Grade 15 gave several options to consider: Option 1: Use current Wage Scale for Grade 15 Option 2A: At Market Salary Range with City Manager/City Administrator Option 2B: 95% of Market Salary Range with City Manager/City Administrator Option 2C: 90% of Market Salary Range with City Manager/City Administrator Option 3A: At Market Salary Range with only City Administrator Option 3B: 95% of Market Salary Range with only City Administrator Option 3C: 90% of Market Salary Range with only City Administrator Mayor Fischer asked Fursman for his feedback on the salary range options. The Council and staff discussed the positives and negatives of each option. There is an understanding that Little Canada contracts out fire and police services and there is now a Assistant City Administrator. There was Council consensus that Option 3B would be the best fit for the position. 2