Agenda Packets - 1999/10/04 - Laserfiche WebLink

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Regardless, the City is essentially comprised of three types of personnel positions. First, some employees meet functions that are not divisible nor are they marginalized by technology. Police are the obvious example. They are neither convertible to multiple functions like doing patrolling and processing zoning permits, nor are they replaced by technical means, like robotics or security systems. Public works workers are much the same. While their skills can be enhanced and technology can improve their effectiveness, the basic nature of their work requires individuals to fill the position. This naturally leads to collective bargaining since they become a marketable commodity. In order to reduce costs, replacing the nature of the service then become the question, such as contracting for the service, reducing or even eliminating it. This group of employees tend to be the most stable for the City in terms of longevity and have the most structured employment conditions. The second type of personnel are those that process or implement policy and procedural work of the City. This is the area that typically gets scrutinized the most for new efficiencies and technical applications. Receptionists get replaced by phone systems, utility billing goes to computer generated billing, and secretaries disappear as individual word processing and e-filing takes over. We have seen this move over the past three years within the City work force, and it will continue with additional use of software meant to speed up processes. The City has a stable group of employees remaining in these positions as well, only not as many positions exist as there used to be. For the most part, these individuals provide the City with its only administrative consistency over time. The third type personnel are management and policy determiners, the employees that so to speak run things, or are held accountable for their areas of responsibility. These positions tend to be scrutinized most for their use of judgment and personal interaction abilities, and also for the success of their area. Because of this, these positions tend to be considered a career discipline. They are responsible for effectuating the policies of the organization. Saving costs in this area of personnel is either something the manager must come up with and apply to others, or face having the same done to them. This has been the least stable of the City's work force, but it is also the group that has the most options for career development. Because of the variety of the work, the ability to interact with others and determine direction, this group develops the most transferable skills within the organization, and as we continue to see, many move to either higher paying or more responsible positions, or both. In considering the discussions and circumstances faced here in the City, I think is necessary to state this if it is not something obvious to all. While I am breaking these types down in general functions, it is not a statement of the value, for the organization needs each to function appropriately. Judgments can be made independently as to whether any of these areas meet the City's needs, but I think some understanding of what is happening to the work force should be part of the budget discussion. The difficult thing for the City to do is create a compensation system that applies adequately to all positions. There should be no question that right now market forces have dictated several of the changes that have taken place from the third group. It should also be kept in mind that the second group is becoming more and more like the third because of the necessary and developed skills they have acquired, and their abilities are highly marketable. It is also important to think about meeting the needs of one position function with someone either used to working in another or simply prone to self development in another, and what that would mean for the organization. There has been considerable discussion about the appropriateness of the use of Stanton standards. Right now, that is the only identifiable information that indicates market value for the positions that