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Item No. Staff Report No. • Meeting Date: 4/7/97 Type of Business: WK WK Work Session;PH:Public Hearing; CA:Consent Agenda;CB: Council Business City of Mounds View Staff Report To: Bruce Kessel / From: Lynnette Morgan Item Title/Subject: Human Resource System Date of Report: March 27, 1997 In general, compensation is determined by incorporating the following three factors: a compensation plan,market salary data, and pay equity/comparable worth conformance. A. POLICY DEVELOPMENT Currently personnel policies are incorporated in the City Code as well as in the "Administrative Policy Manual." Those policies which are not in the code were adopted by Resolution or the City Administrator. The duality of personnel policies has created confusion regarding personnel procedures while also creating policy interpretation. As discussed with Bob Long, several cities have a personnel handbook which serves as their cities personnel rules and policies thus eliminating the possibility of policy interpretation and inconsistency. As proposed, staff is revising policies to clarify language and intent, while also including gender neutral language. Draft policies will be reviewed by Department Heads, City Administrator and Council. Once completed, the Personnel Handbook would be adopted by Resolution. Future amendments to policies would be by Resolution rather than by Ordinance, thus creating less procedure requirements while still providing the opportunity for all parties to remain involved with personnel changes and decisions. The attached draft Table of Contents and policies will be used for future reference. (Only pay and benefit policies were copied; if you would like copies of any or all of the other policies, please notify me.) B. BENEFITS Health/Dental/Life: The City contributes a maximum of$330 per employee for basic life insurance coverage, health insurance, and dental coverage. Benefits are provided to regular part- time and full-time personnel. This excludes temporary and seasonal personnel. (See attachment for additional information on benefits) Additional benefits costs incurred by the City include workers' compensation(percentage range from V2 of 1% to 5%) and PERA (4.48% non-police employees and 11.4% for police). Eligible employees may substitute accrued sick leave for health club reimbursement with a maximum 4110 amount of$40 per month per employee. Tuition reimbursement, with a maximum reimbursement amount$750 annually, is offered to eligible employees.