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<br />, --~~-~~~~--~- -~~-,,------,--------~ ~~ -----~-----~" - ,- - -- ~~- -:;--~- <br /> <br />Civil service systems <br /> <br />Less than 10 percent (9.5 percent) of <br />Greater Minnesota cities under 2,500 <br />population and just under half (41.5 <br />percent) of Greater Minnesota cities over <br />2,500 population have civil service <br />systems. Typically, police and/or fire <br />jobs are included within a city's civil <br />service system. There were a few cities <br /> <br />which covered other employee groups <br />such as ambulance or civil defense. Of <br />the cities that have civil service systems, <br />the population breakdm\ln is as follows: <br /> <br />Cities Under 2,500 <br />Under 499 <br />500 - 999 <br />1,000 - 2,499 <br /> <br />Civil Service <br />Systems <br />25.9 percent <br />40.7 percent <br />33.3 percent <br /> <br />Table III. Union Representation Analysis <br />Cities Under 2,500 Population <br /> <br />Survey Title <br />Custodian <br />Laborer <br />Light Equipment Operator <br />Heavy Equipment Operator <br />Mechanic <br />Maintenance Worker <br />Maintenance Supervisor <br />Public Works Director <br />Street Superintendent <br />Lineworker <br />Water Plant Operator <br />Wastewater Plant Operator <br />WaterlWW Plant Operator <br />Water Plant Supt. <br />Wastewater Plant Supt. <br />WaterlWW Plant Supt. <br />Electric Superintendent <br />Dispatcher <br />Police/Patrol Officer <br />Police Sergeant <br />Police Chief <br />Library Assistant <br />Library Director <br />Accounting Clerk <br />Utility Billing Clerk <br />Accountant <br />Clerk-Typist <br />Receptionist <br />Secretary (Experienced) <br />Deputy Clerk . <br />Recreation Program Supv. <br />Retail Clerk <br />Bartender/Retail Clerk <br />Liquor Store Manager <br />Community/Econ. Dey. Dir. <br />C1erk- Treas.lCity Clerk <br />City Admin.lClerk-Admin. <br /> <br />Cities <br />Under 499 <br />N/A % <br /> <br />* <br /> <br />N/A <br />N/A <br />N/A <br />11.8 <br />16.7 <br /> <br />* <br /> <br />* <br /> <br />N/A <br />N/A <br />N/A <br />0.0 <br />N/A <br /> <br />* <br /> <br />* <br /> <br />N/A <br />N/A <br /> <br />* <br /> <br />N/A <br />0.0 <br />N/A <br /> <br />* <br /> <br />N/A <br />N/A <br />N/A <br />N/A <br />N/A <br />N/A <br />N/A <br />N/A <br />N/A <br />4.0 <br />0.0 <br />N/A <br />0.0 <br />N/A <br /> <br />Cities Cities <br />500-999 1,000-2,499 <br />* % 40.0 % <br />* 50.0 <br />N/A 43.0 <br />* 40.0 <br /> <br />N/A * <br />9.7 1.8 <br />9.7 4.0 <br />0.0 0.0 <br />* 12.5 <br />N/A 16.7 <br />* 16.7 <br />* 22.2 <br />0.0 28.6 <br />N/A N/A <br />N/A * <br />16.7 12.5 <br />* 0.0 <br /> <br />N/A * <br />12.0 17.2 <br />* 12.5 <br />2.0 4.8 <br /> <br />* * <br /> <br />* 12.5 <br />* 7.7 <br />* 10.0 <br />N/A 0.0 <br />* 0.0 <br /> <br />N/A * <br /> <br />* 0.0 <br />33.3 0.0 <br />N/A 14.3 <br />* 20.0 <br />9.1 11.1 <br />2.8 0.0 <br />* 0.0 <br />3.8 0.0 <br />0.0 0.0 <br /> <br />Overall <br />Percentage <br />25.0 % <br />41.7 <br />42.9 <br />36.3 <br /> <br />6.2 <br />8.3 <br />0.0 <br />8.7 <br />16.7 <br />14.3 <br />20.0 <br />11.3 <br />N/A <br /> <br />11.8 <br />0.0 <br /> <br />14.9 <br />9.1 <br />3.3 <br />20.0 <br />20.0 <br />6.7 <br />9.5 <br />0.0 <br />0.0 <br /> <br />0.0 <br />6.7 <br />14.3 <br />16.7 <br />7.7 <br />1.0 <br />0.0 <br />1.8 <br />0.0 <br /> <br />* <br /> <br />There was no information reported for positions in this population category. <br />This category was not analyzed since there were fewer than five participating <br /> <br />N/A <br /> <br />cities. <br /> <br />)-JY\ t-.- (lh e.5 Y\'\~O' <br /> <br />I 8\ q~ <br /> <br />Civil Service <br />Cities Over 2,500 Systems <br />2,500 - 4,999 23.1 percent <br />5,000 - 9,999 35.9 percent <br />10,000 + 41.0 percent <br /> <br />Health insurance <br /> <br />The majority of survey respondents <br />contribute toward health insurance for <br />employees: 63.2 percent of cities under <br />2,500 population and 100 percent of <br />cities over 2,500 population. Please note <br />that plans vary from city to city in >~','. <br />coverages, deductibles, and co-payments. <br />The average monthly contribution by <br />employers was: <br /> <br />Employee Family <br />Coverage Coverage <br /> <br />Cities Under <br />2,500 <br /> <br />$145.40 $272.28 <br /> <br />* <br /> <br />Cities Over <br />2,500 $145.11 $311.76 <br /> <br />Dental insurance <br /> <br />* <br /> <br />Some cities have health insurance <br />plans which include a preventative dental <br />plan. A small group of cities contribute <br />toward dental insurance: 12.3 percent for <br />cities under 2,500 population and 37.2 <br />percent for cities over 2,500 population. <br />Please note that plans vary from city to <br />city in coverages, deductibles, and co- <br />payments. <br />The average monthly contribution by <br />employers was: <br /> <br /> <br />> <br /> <br />* <br /> <br />Employee Family <br />Coverage Coverage <br /> <br />Cities Under <br />2,500 <br /> <br />$17.21 <br /> <br />$33.72 <br /> <br />Cities Over <br />2,500 <br /> <br />$15.92 <br /> <br />$31.18 <br /> <br />Life insurance <br /> <br />* <br /> <br />Life insurance is provided to employ- <br />ees in 36.5 percent of cities under 2,500 <br />population and 94.7 percent of cities over <br />2,500 population. The amount oflife <br />insurance provided typically ranges from <br />$5,000 to $30,000. <br />The average amount of life insurance <br />provided was $14,957.45 for the under <br />2,500 group and $17,477.85 for the over <br />2,500 group. <br /> <br />Vacation <br /> <br />J <br /> <br />Vacation varies in most cases by years of <br />service, so we are unable to compute an <br />average number of days per year. <br />