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<br /> <br />Item # S.9.A. <br /> <br />MEMORANDUM <br /> <br />TO: Mayor and City Council <br /> <br />FROM: Personnel Committee <br />Dave Potvin Joan Schmidt <br />Bruce West Lauren Wipper <br />Lori Johnson <br /> <br />DATE: January 9,2006 <br /> <br />SUBJECT: Personnel Committee Pay Plan Structure Discussion <br /> <br />In November 2004, the City Council approved a new organizational structure. The Personnel <br />Committee was charged with the task of placing all of the new division head positions and new <br />department head positions into the existing pay plan. The city's current pay plan was originally <br />developed in 1995 and was revised slightly in 1999 to deal with "internal and external" imbalances. <br />The Personnel Committee has been diligently working on this task, but has found it challenging to <br />fit these new positions into the current pay plan because of its structure. <br /> <br />When the pay plan was approved in 1995, the city had 43 employees and 35 different positions, <br />excluding those covered by the union. There are currently 96 employees and 70 positions (excluding <br />union employees) that are being fit into this same pay plan. This has caused a considerable challenge <br />for the Personnel Committee as we struggle to balance the internal structure for all of these new and <br />realigned positions. <br /> <br />The Personnel Committee would like to discuss with the Council the option of reviewing and <br />updating the structure of the pay plan for the purpose of regaining and maintaining internal balance. <br />Last year, the City Council approved increases in the pay plan to address the external issue with the <br />pay plan and brought the pay plan closer in line with other comparable cities. The intent of <br />reviewing and updating the pay plan now is to restructure the pay plan without changing the top pay <br />rates in the pay plan. This is an internal issue of balance and relationships of positions to each other, <br />not an issue of pay compared to external factors. However, anytime the internal structure is <br />changed we know that pay could change for some employees, some up and some down. The <br />Personnel Committee knows that this changing the pay plan is a very challenging and sensitive <br />project to undertake. However, as I stated earlier, the Committee is struggling with fitting in the new <br />division head and new department head positions into this pay plan; mainly because when the pay <br /> <br />S:\Col.lncil\Lori\2006\Pay Plan Discussion.doc <br />