4.3. SR 07-16-2018 - Laserfiche WebLink

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A benchmarking survey was completed using the comparable cities that we have been using for several years and use with each of our three labor unions;Andover,Anoka, Champlin, Chaska, Farmington, Forest Lake, Hastings, Lino Lakes, Prior Lake, Ramsey, Rosemount, and Savage. There were a few positions that were benchmarked outside of our comparable cities because there wasn't sufficient data. The economic development director and chief wastewater operator are two examples. The results show the city is behind the averages of our peer cities. During the recession there were years when the city provided low or no general (cost of living) increases and when general increases were added they tended to be lower than our comparable cities. For example,in 2018 the city's general increase was 2.5% and the average general increase for our comparable cities was 2.83%. Of the 60 positions we collected benchmark data for, 46 of them (77%) fell below average. The updated compensation uses the average top pay within the average of our comparable cities to build off of. We believe this will bring us back in line with the market. A wellness incentive program was built into the plan to compensate employees who complete the program by 1.5%. This will also require employee participation to reach peer city alignment and will require some actions utilized in the police department wage incentive plan. The details of this program have not been developed yet and will be brought forward to the City Council for approval at a later date. Other changes as appropriate at this time. • We would like to change the title of Executive Secretary/Deputy City Clerk to Deputy Clerk. • Under the Fair Labor Standards Act the positions of Senior Citizen Coordinator, Support Services Supervisor, and the Recreation Coordinators meet the Administrative Exemption for overtime. We would like to change those positions to exempt. • The two positions at the front desk of the building safety division essentially perform the same duties,building permit technician and office assistant. The position review scoring placed them in the same pay grade. We would like to eliminate the office assistant position and replace it with another building permit technician position. There would be no additional costs for this change. • We have never had an official code enforcement officer position description. The employee in that position was shifted to this area during the recession when the building business declined. A position description is attached for your approval. • The Human Resource Representative position description hasn't been updated since our last comp study and the position has changed considerably. A new position description,including a title change,is attached for approval. Financial Impact To implement,positions will be placed onto a step in their grade based on the employee's current pay. If an employee position is in pay grade 5N is earning$23.50 per hour, they would be placed on step B of pay grade 5N which is $23.99 per hour. The impact of implementation for 2018 would be approximately $105,000 and could be funded from the 2017 General Fund excess fund balance,which is over$350,000. Attachments ■ Summary of Job Evaluation Factors in the RDK Job Evaluation System ■ Positions and Pay Grades ■ Pay Plan ■ Code Enforcement Officer position description ■ Human Resource Manager position description