12-10-2007 CC - Laserfiche WebLink

Home Browse Search

Position Reclassification Dec 10, 2007 Page 2 Discussion: At the November 26, 2007 meeting, the Council indicated its support to bring this forward for official consideration on December 10, 2007, agreeing that action should be taken regarding Ms. Crane’s position in light of her present job responsibilities, experience, salary and job title. The Council asked that Laumeyer and Associates respond to a number of questions which are summarized below: 1. Would the reclassification affect the "points" assigned to the position? Laumeyer responds that the points for Ms. Crane’s position already reflect that she takes on more of a supervisory role within the administration department. Making this a formal and permanent aspect of the job responsibilities would not increase the previously assigned points. 2. Would the additional points warrant additional compensation? Laumeyer responds that if the additional compensation Ms. Crane presently earns during the interim was made permanent, the salary would be more consistent with her points and her present responsibilities. 3. Does the reclassified position need to be posted or advertised? Laumeyer indicates that changing the title of one’s position does not obligate the employer to advertise for the vacancy or to require the employee to “apply” for her position. Other position titles have been modified without such action. 4. Are there any policy considerations resulting from a "promotion in place" type of change? Laumeyer responds that it is always good “policy” to consider internal candidates for promotions either through promotion without advertising, advertising within the organization first then outside the organization if no qualified internal candidates come forward, or simply giving priority to internal candidates when measured side-by-side against external candidates. Laumeyer points out that the Section 1.23 Subd I of the City’s Personnel Manual contains a provision on promotions which reads: “The City will fill vacancies by promotion of qualified full-time or part-time employees whenever practicable.” Laumeyer reiterates that the change is more consistent with a reclassification, however, not a promotion. 6. W ould the reclassification affect the City’s Pay Equity status? Laumeyer responds that the City is currently in compliance with Minnesota pay equity laws.