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The process for review is simple, have the employee review the job description and <br />update it by adding new duties being performed and/o r removing those duties that are <br />no longer being performed, have it reviewed by the supervisor or Department Head and <br />take to Council for approval. I recommend reviewing job descriptions every three years. <br />The City Administrator Job Description is in the City Code and has a wide scope of <br />duties. I believe there would be value in reviewing this with the City Attorney to <br />determine does the City Administrator job description have to be in City Code and/or <br />could a more accurate and concise job description, similar to other City positions, be <br />developed. <br />I recommend including in all job descriptions a signature line for employees to sign and <br />date in agreement that they have had the opportunity to review their job and that it is <br />an accurate description of the work that they are currently performing in the position. <br />See below: <br />I have had the opportunity to review this job description and agree that it is an accurate <br />description of the work currently being performed. <br />Employee Date <br />10)Law Enforcement <br />Several staff shared a sense of disconnect with the a sey County heriff’s epart ent <br />when it comes to discussing the role of law enforcement in Little Canada. This <br />impression stems from the fact that representatives from Ramsey County Sheriff’s <br />Department have been invited to attend meetings but not attended to share <br />information and be part of proactively addressing issues impacting Little Canada <br />residents. <br />Looking at the 2022 Strategic Plan for the City of Little Canada, I see an overarching goal <br />of Enhancing Identity and Empowering Community including actions like a Diversity, <br />Equity and Inclusion (DEI) initiative in August of 2023. I believe that it would be <br />important to have law enforcement representatives as a partner with the City, working <br />towards those goals. <br />11)Professional training and networking <br />Many staff indicated that they go to training and participate in networking opportunities <br />within their professional organization and at League of MN Cities (LMC), but also <br />admitted that it is very difficult to find time and make it a priority when their position <br />has so many demands being placed on it. Through the changes being recommended in <br />this Study, I hope that several years out in the future the staff workloads become more