Agenda Packets - 2005/04/04 - Laserfiche WebLink

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Assistant to the City Clerk/Administrator There is no Stanton Job Classification directly matching the duties and requirements of the Mounds View Assistant to the City Clerk/Administrator position. Consequently, the Assistant to the City Clerk/City Administrator job description was sent to Labor Relations for an assessment. The results of that assessment indicate that the position was scaled at a recommended 385 HAY Points, with a maximum (Step 5) wage of $55,500 a year. The current market rate for the position that was vacated in 2003 (Assistant City Administrator) position is $33.49/hour or $69,659.20/year according to the 2004 Stanton Survey. Engineering/Information Systems Tech Staff requested that a job evaluation be done for the Engineering/Information Systems Technician from Labor Relations, Inc., since there was not an updated assessment available for the position. In addition, there is no Stanton Classification relating to this position. It was the recommendation of Labor Relations that this position have 342 HAY points with no increase in salary. According to Labor Relations this position is currently at market value. Payroll/Utility Billing Technician The Payroll/Utility Billing Technician in most cities (according to the Stanton Book) are separate jobs and normally there is someone who is assigned as a Payroll clerk and another is assigned for utility billing. In addition, this job classification has taken on Human Resource responsibilities. Staff requested the assistance of Labor Relations to assess this position. It was recommended by Labor Relations that the HAY Points increase from 177 to 183 with a maximum (Step 5) wage rate of $43,500/year. Recommendation: Staff recommends that each non-union position be adjusted in order to remain consistent with each position’s professional compensation comparison per Mounds View Personnel Manual, Section 3.01. By implementing a plan that consists of using only cities in the market value parameters would not be consistent with Section 3.01 of the Personnel Manual (attached). In addition, many cities do not have the same job classifications as Mounds View, so averages are misleading. This is especially apparent in Stanton Group 7 cities. Most of the current non-union employees were hired under the current policy referencing Stanton Group 6 as the benchmark for compensation. Consequently, continuing that policy for existing employees is the approach recommended to best retain those employees. As indicated in the March 1, 2005, Work Session Staff Report, it is recommended that the adjustments for non- union positions made in a maximum of 5% “steps” (in addition to the scheduled salary adjustments) every six months starting January 1, 2005, and continuing until the dollar adjustment is achieved as indicated in the chart for each position (please refer to attached March 1, 2005 Work Session report for the chart). Note, this will continue the adjustments to the Assistant to the City Clerk/City Administrator position into budget year 2006.