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schedule per state statute.This position has been assigned additional responsibilities similar to <br /> those typical of a city clerk as related to data retention.The employee in this position has also <br /> recently completed a three year program to be certified as a municipal clerk.Because of the <br /> assigned responsibilities,this certification should be a minimum requirement of the position. <br /> Staff proposed to the committee that this there should be a re-evaluation of the position <br /> description,the essential job duties,the position minimum requirements,and the position <br /> paygrade points. <br /> The committee had consensus for staff to conduct an evaluation of this position and report <br /> back a follow up meeting. <br /> 4. Retirement notice for Foreperson and related succession planning—One of the forepersons <br /> has given advanced notice of retirement at the end of 2018.This employee has been with <br /> ERMU for approximately 35 years.The advanced notice allows the opportunities to <br /> succession plan and transfer institutional knowledge during the 2018 construction season.The <br /> leadership team has had numerous discussions regarding succession planning and replacement <br /> of this position. <br /> Currently,the two lineworker foreperson positions have the same job description;however, <br /> these positions have developed into drastically different positions over the years. Staff <br /> proposed to the committee that these two foreperson positons be re-evaluate and split into two <br /> different foreperson positions: a Line Crew Foreperson and a Field Foreperson.Additionally, <br /> it was recommended to the committee that this be implemented as soon as possible and the <br /> replacement be hired this June allowing for months of training before the planned retirement. <br /> The committee discussed and gave consensus to the development of the two job descriptions <br /> for the two foreperson positions.The committee discussed the budget impact of an advanced <br /> hire of the replacement foreperson to train with the employee who had given notice.The <br /> committee recognized the additional costs resulting from the proactive replacement hire fall <br /> within the defined spending authority delegated to the General Manager.And the committee <br /> discussed and recognized that in this instance,those additional costs would be covered by <br /> recognized savings from three vacant positions. The committee had consensus for the General <br /> Manager to hire the replacement foreperson in June to take advantage of the training <br /> opportunity. <br /> Staff then provided a high level overview on budget impact;and as proposed, itis anticipated that <br /> these changes would have an approximate net zero impact to the 2018 budget.Additionally,these <br /> proposed changes would have an approximate net zero impact to the budget going forward into 2019 <br /> and beyond.This is possible due to recognized savings while the positions have been vacant and the <br /> potential savings if there is a contraction from five Specialists to four.A follow up committee meeting <br /> has been scheduled for June 27. <br /> Page 3 of 3 <br /> 88 <br />