8.0. SR 11-25-1996 - Laserfiche WebLink

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law. A copy of the certification from the Department of Employee Relations is attached for your review. The second comparable worth issue relates to point ranking adjustments. There are three positions which were recently reviewed by the Comparable Worth Committee. Those positions include part time and full time liquor clerk and the fire chief. As you may recall, the Committee indicated to the Council earlier this year that these positions would be reviewed and discussed in conjuction with the pay resolution. The Committee has met and is making the following recommendations to the Council. First, that no adjustment be made in the pay grade or pay range of the part time liquor clerks. However, the Committee is recommending that the full time liquor clerk position move up two pay grades to pay grade four. The original position profiles for these positions indicated that the positions performed similar functions, and as a result, the positions were in adjoining pay grades. After further review and discussions with the store manager, it was determined that the position profile for the full time clerks was not an accurate reflection of the duties and responsibilities performed. A few of the duties which were not included are some of the duties usually performed by the manager or assistant manager which are the responsibility of the full time clerks when the manager or assistant is not on duty. These types of duties were added to the profile increasing the point ranking to 51 and the pay grade to four which is the same as a laborer. The other position which we are recommending be changed is fire chief. The fire chief had only been a city employee for a month or two when he completed a job analysis quesitonairre. The Committee felt that the original ranking was low but it was left as is with the understanding that it would be reviewed later. The fire chief has now reviewed the position profile and made ajustments in accordance with the current job duties and responsibilities. The revised position profile increases the point ranking to 100 points and pay range 5E. Action Requested In summary, the Committee is recommending that the following point and pay grade adjustments be made: