8.3a. SR 11-13-2001 - Laserfiche WebLink

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The personnel committee evaluated the city prosecutor position with the understanding that some routine city attorney duties could be part of the position. How many of these duties and the type of these duties that the position can handle relates to a number of factors, including our city needs and priorities, the amount of work required for prosecuting services, and the timing for hiring adequate support staff. Recendy, and before the committee reviewed the position, I have had discussions about a change in the fide as to include the assistant city attorney reference and to have the posidon report to me versus the police chief, but this in itself does not necessarily change the make up of the position. With the city prosecutor position, the committee is recommending a slightly lower pay then what the chief of police would like to pay the top candidate for the position. The City Council has two options... 1) The City Council can agree with the personnel committee and offer the position to the top candidate at the pay range recommended by the committee. If this is the situation and the pay range is not acceptable to the top candidate, then the city will either have to re-advertise for the position or decide to pursue a contract for services arrangement...2) On the other hand, the City Council can accept the chief's recommendation and, in early 2003, the city will have to deal with the situation if the position profile and point ranking does not result in a match between the pay and the position. If this happens there will be a variety of issues that need to be addressed in order to be in compliance with the comp worth law. However, the position point ranking may turn out to match the pay and then there will be few if any issues that need to be addressed. Under ideal conditions, the top pay as recommended by the personnel committee would at least match the minimum pay expectations of the top candidate; but as we all know this is not a perfect world and we have to deal with this issue in a straightforward manner. Either we hire the applicant at a pay above the recommendation of the personnel committee or we don't. If we do so, then we will have some spin off issues to address in 2003 if the point ranking does not match the pay for the position.