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MEMORANDUM <br /> <br />TO: <br /> <br />FROM: <br /> <br />DATE: <br /> <br />SUBJECT: <br /> <br />Mayor and City Council <br /> <br />Pat Klaers, City Administrator <br /> <br />January 28, 2002 <br /> <br />Building Department Issues <br /> <br />Under normal conditions, this entire building inspection personnel request would go <br />through the personnel committee but timing is becoming critical in this situation. <br /> <br />The applications for the Building Inspector positions in the City of St. Michael do not close <br />until January 31, 2002. Accordingly, the City Council can wait at least one week to make a <br />decision on this request. The Council can hear information on January 28, think about it, and <br />make decisions on February 4. (This would need to be added to the special meeting agenda.) <br /> <br />Building and Zoning Administrator Steve Rohlf sincerely believes he and the city have a <br />serious problem. Steve believes he is in danger of losing two of his most senior and <br />experienced inspectors to St. Michael unless these individuals get more pay. (Denny- our <br />plumbing inspector - has eight years and Bob has three years with the city). If these two <br />employees leave the City of Elk River then the department is very short in experienced <br />inspectors and this will impact the quality of services that are being provided. Steve wants to <br />increase wages for all of his inspectors based on what he has found is being provided in <br />comparable cities and also based on the inspectors having more commercial/industrial <br />responsibilities due to the building official leaving. <br /> <br />The Stanton Report is a salary survey of all the metropolitan communities broken down by <br />population ranges and employee groups. The personnel committee uses the Stanton Report <br />as this is the generally accepted resource for salary information. The Stanton Survey tries to <br />compare "apples to apples" and takes some of the uncertainties out of comparing employee <br />positions/responsibilities. Attached is some Building Inspector data from the 2001 Stanton <br />Report. <br /> <br />The city comparable worth (CW) plan calls for employee positions to be evaluated through <br />the job analysis profile system and then points are set for the positions. Subsequendy pay <br />ranges are then established for positions. The CW system is not perfect in any community <br /> <br /> <br />