5.5. SR 06-04-2007 - Laserfiche WebLink

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REQUEST FOR ACTION To Ci . Council Agenda Section Consent Meeting Date June 4, 2007 Item Number 55.* Prepared by Lauren Wipper, Human Resource Re resentative Reviewed by Bruce West, Personnel Committee Reviewed by Lori ohnson, Ci Administrator Item Description Position Analysis Appeal Recommendations Action Requested Approve the following Personnel Commitree recommendations resulting from position analysis appeals: Pay Grade Changes From To Payroll Clerk pay grade 6 pay grade 7 Park Maintenance Supervisor pay grade 7 pay grade 9 Under the Fair Labor Standards Act the Park Maintenance Supervisor position is exempt from overtime. It had previously been classified as non-exempt. Background/Discussion The City hired Rod Kelsey of Riley, Dettmann & Kelsey to complete a pay study and update the City's pay plan. In October 2006, employees received memos informing them of their position's ranking in the City's new pay plan. Any employee who felt his/her position was not appropriately placed had the opportunity to appeal the position ranking. Seven positions were appealed: Accounting Clerk, Payroll Clerk, Park Maintenance Supervisor, Ice Arena Maintenance Supervisor, Lead Maintenance Mechanic, Maintenance Mechanic, and the Street Maintenance Operator II position that works primarily in Equipment Services. Employees who wished to appeal were required to complete the attached Position Analysis Appeal Form. After complete, their forms were forwarded to their supervisor for comment. Each employee met with the Personnel Commitree to provide a verbal account of their appeal and answer questions from the committee. Employees who were not satisfied with the decision of the Personnel Committee were able to appeal to the City Administrator and, if still not satisfied, to the City Council. During each appeal, the Personnel Committee focused on the five evaluation factors used by the Riley, Dettmann & Kelsey system. Those five factors are formal preparation and experience, the freedom to act and the impact of decisions made, thinking challenges and problem solving, interactions and communications, and the hazards and physical requirements of the work environment. The committee's task was to get a complete understanding of the position description to assure the five factors were rated appropriately. The committee did not take this task lighrly and worked hard to assure accurate results. Mr. Kelsey performed his analysis based on our updated position descriptions and his vast knowledge of public employment. The committee was looking for areas where Mr. Kelsey's understanding of the