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bargained for 3.0% for 1999.
<br /> Attached is also the Regression Analysis prepared by Labor Relations Associates. The
<br /> graph depicts the positions over and under the"ideal"line. The positions that are over the
<br /> regression line are the positions of Patrol Officer and Sergeant(both of which are unionized
<br /> positions), Finance Director, Public Works Director,Park and Rec. Director(no longer here),
<br /> Building Inspector, Administrative Secretary, Mechanic and Maintenance (both in collective
<br /> bargaining units). I have also included the market comparisons that were done on these
<br /> positions:
<br /> Mounds View Market/Stanton Group
<br /> Finance Director $50,062 - $62,578 $52,328 - 64-550
<br /> Parks Director $46,067-$57,584 $35,930-65,064
<br /> Public Works Director $53,456-$66,821 $48,201-73,512
<br /> Building Inspector $34,459-$43,074 $28,397-48,216
<br /> Dept. Secretary $26,498-$33,122 $21,204-42,120
<br /> Maintenance $24,731-$34,320 $22,706-37,416
<br /> Mechanic $24,731-$34,320 $27,061-38,646
<br /> Patrol $28,623-$44,036 $28,464-46,422
<br /> Sergeant $44,151-$55,188 $38,724-53,638
<br /> As discussed at the January 4 work session, it is my recommendation that Option One be
<br /> adopted for three reasons. First, a straight 3%cost of living increase is not only equitable and
<br /> fair,but coupled with the changes made specifically to the four underpaid positions this option
<br /> should bring us into compliance with the State.
<br /> Second, although it may not bring the City to the "ideal"line quite as quickly, the internal
<br /> problems that would be caused by option two can be avoided. We have nothing but hard
<br /> working flexible employees. Giving them less than the market standard of 3% sends the message
<br /> that they are undervalued and not appreciated. We have a team of bright and talented individuals
<br /> that we may risk losing if we send this negative message. The pay rates for our employees are
<br /> well within the market average (see table above).
<br /> Finally, as you can see from the regression analysis,the positions that are the most over
<br /> the line are unionized positions that cannot be affected. Giving the non union employees less
<br /> than 3%would essentially"punish"them for their lack of a collective bargaining unit- again, a
<br /> message that we don't want to send.
<br /> If you have any questions about the attached information,please do not hesitate to call me
<br /> at 717-4008.
<br /> Staff Recommendation: Adopt Resolution 5300 1999 Compensation Schedule, authorizing
<br /> a 3%increase for all employees including the changes for Cable Producer, Housing Inspector,
<br /> N:\USERS\CARIS\HAY 1.W PD2
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