Loading...
HomeMy WebLinkAbout5.E.4.-6. Assistant City Administrator/Human Resources Job Structuring/Job Title Change s: E. 'I. CITY OF SHAKO PEE s: Memorandum COI~~ CNT 6. TO: Mayor and City Council . ~ i \""h l!il.: ,Cl," ~~ FROM: Mark McNeill, City Administrator SUBJECT: Assistant City Administrator/Human Resources Job Structuring! Job Title Change DATE: May 31, 2006 INTRODUCTION: The Council is asked to adopt job descriptions, authorize the creation of and posting of the availability of a Human Resources Technician (HR Tech) position, and authorize the creation of an Assistant City Administrator (ACA) position and the filling thereof. In addition, Council is asked to approve a title change for the Payroll/Benefits Coordinator position. BACKGROUND: At its workshop meeting of May 30th, the City Council was presented with information relating to.restructuring the way that the City would provide personnel (RR) services for the City. The attached memo of May 24th describes the decentralized manner in which the City has operated its personnel function for the past several years. My recommendation is that these services be centralized into the City's Administration Department, under an Assistant City Administrator position, and that a full time HR Tech position also be created. In addition to the components of Human Resources responsibility, the ACA would continue to be responsible for telecommunications and special projects, and would also be supervising the to be filled half-time communications coordinator position. Finally, as discussed with Council, the Information Technology (IT) function would be transferred from the Community Development Department. The City would continue to use Scott County for its employee training opportunities, but otherwise, most of the Human Resources responsibilities which had been contracted through Scott County would be brought fully under the City's auspices. Job descriptions for botli the revised ACA and HR Tech have been created, and are attached. These have been reviewed for pay grade purposes by Riley, Dettmann & Kelsey, the City's compensation consultant. The ACA would be at grade 8 ($53,538to $66,867 - one grade higher then the current Assistant to the City Administrator position). The HR Tech position would be at grade 6 ($44,242 to $55,330). It is my recommendation that the HR Tech position initially be posted internally; if no internal candidate is hired, it would then be advertised for general availability. The ACA would be treated as a promotion for Ms. Wilson. Also discussed at the May 30th City Council meeting was the desire to get direction from the Council as to the future of economic development activities. For the past year, Economic Development activities have been under the Assistant to the City Administrator position. For the previous 8 years, it had been a full time position. However, it has become apparent over the past year that if the City wishes to take a more proactive role in economic development, it should consider a return to a full time position. Staffs recommendation is that the EDA function be assigned to the Community Development Department. Council consensus at the May 30th workshop meeting was that this would be acceptable; however, it did not appear that Council was ready to act on the EDA function in a full-time status at this time. Staff will put together ajob description, and will put this on an EDA agenda on July 5th to discuss. Finally, I have requested that the Payroll Benefits Coordinator title be changed to HR Coordinator, to more accurately reflect the HR aspects of the job that exceed the payroll benefits portion of the incumbent's (Marilyn Remer's) job title. She will be phasing out at a half-time status beginning July loth. This would involve no change in pay, or pay grade. The re-titled position would no longer be used upon the full retirement of Ms. Remer in January, 2007. BUDGET IMPACT: Such a restructuring would involve the following: Resources available from 2006 General Fund Budget: Salary FICA & PERA Payroll Benefits/Coord (Grade 7) $60,800 $8, 100 Asst. to CA (Grade 7) 25,600* 3,400 Shared HR Consultant (no benefits) 43.000 Total $129,400 $11,500 $140,900 *$27,000 (plus $3,600 PERA & FICA) is funded thru EDA; the $25,600 includes and $5,000 ($670) from Telecommunications) Restructured (Impact on 2006 General Fund): Asst CA (Grade 8) 53,500 7,200 HR Tech (Grade 6) 44,200 5,900 HR Coordinator (12 time for remaining 12 ofyr.)(Grade 7) 14.000 1.900 $111,700 $15,000 $126,700 As shown, the overall savings to the 2006 General Fund budget is approximately $14,200. There would also be an additional savings from not utilizing Scott County on recruitment, which currently averages about $1500 per full time position listing. Although the numbers will change in FY 07 due to cost of living adjustments and step changes, without the HR Coordinator in next year's budget, the annual savings to the General Fund budget based on2006 figures will be approximately $30,100. The additional Impact on EDA Budget by Going to FT Position: EDA Coord (FT) (Grade 8) $28,000 $3,750 $31,750 As pointed out at the May 30th workshop, adding the other half of the EDA Coordinator position back in would increase the overall cost to the EDA budget by $31,750 -this would then return the EDA levy to approximately where it had been when Paul Snook was employed by the City. The EDA fund balance for 2006 is currently at $258,000; it could absorb the additional amount for FY 06, should the Council later choose to go with a full time position. Council could also choose to use the EDA fund balance as a source of this funding for 2007. I ask that the uncertainty on the EDA position not delay the decision on the restructuring of the ACAlHR position. RELATIONSHIP TO VISIONING: This supports Goal D, Vibrant, resilient and stable. RECOMMENDATION: I.recommend the following: 1. That job descriptions for the ACA and HR Tech be approved, and that the HR Tech position be posted internally for availability. 2. That KrisWilson be promoted to the ACA position, to begin at Step I of Grade 8. (This is the next higher pay grade than her current Grade 7, Step 2 compensation), beginning at the start of the next pay period on June 12th. 3. That the Payroll Benefits Coordinator position be retitled to HR Coordinator, with no change in pay grade, effective immediately. No action on the EDA Coordinator position is being proposed at this time, other than to indicate the Council's concurrence to reassign the position (either full time or part-time) to the Community Development Department. However, reassignment of duties would not take place until after a job description is adopted. ACTION REQUIRED: If the Council concurs, it should, by motion, adopt the following: 1. Approve job descriptions for the Assistant City Administrator and Human Resources Technician positions, and action to fill and post those positions. 2. Authorize a t~tle change for Payroll Benefits Coordinator to Human Resources Coordinator position. 3. Adopt the following resolution: RESOLUTION NO. 6435 A RESOLUTION AMENDING RESOLUTION NO. 6338 WHICH ADOPTED THE 2006 PAY SCHEDULE FOR THE OFFICERS AND NON-UNION EMPLOYEES OF THE CITY OF SHAKOPEE Mark McNeill City Administrator MM:th CITY OF SHAKOPEE Memorandum TO: Mayor and City Council FROM: Mark McNeill, City Administrator SUBJECT: Human Resources, Economic Development, and Related Function Reorganization DATE: May 24, 2006 INTRODUCTION: At the workshop meeting of May 30th, the Council will be asked to review and discuss a recommendation for restructuring the Human Resources (HR) function, and related impacts onjobs in the Administration and Community Development Departments. BACKGROUND: HUMAN RESOURCES FUNCTION: For many years, the City has employed a "decentralized" approach to HR. Payroll Benefits Coordinator Marilyn Remer has served the City in many aspects of HR beyond her PayrolVBenefits title. Scott County has provided the City with recruitment and selection services, and we take advantage of many of their training opportunities. Each City department has been responsible for doing much of the work of putting together job descriptions for jobs that they need filled (with the assistance of Ms. Remer). Because of its civil service component, the Police Department has done some of its HR work in- house, and keeps its own personnel files. The City has grown to the point where this no longer works effectively. In the 2005 budget, there was money to begin using a shared HR professional, but two possible opportunities for splitting the position's time (City of Savage and Scott County) were not able to be actualized. Money again exists in the 2006 budget for shared services. However, after.full examination, it appears that the shared HR solution would be only temporary in nature. With more than 120 full time employees (and approximately 160 part-time and seasonal employees), the City has exceeded industry standards for a full time HR position. There is also an opportunity to do some restructuring, in that Ms. Remer has received permission from the Council to go on phased retirement (half-time) beginning July loth, and will be fully retired January 10,2007. It appears that creating a full time HR Technician would serve the City well in terms of processing payroll, recruitment, hiring, coordinating benefits, coordination of employee training and orientation. We investigated whether this job could be shared with other positions within the City, but once again came to the conclusion that a full time position was needed. For that reason, we are recommending that a full time HR Technician be posted, with that position to begin July I st. That would afford that position an opportunity to train in with Ms. Remer for the remaining six months of her employment with the City. That would be important, in that it would give the new individual valuable insights on health insurance renewals, end of year reporting, W-2 forms, etc. My recommendation would be to have this HR Technician position report to, and work closely with an Assistant City Administrator position (this would be an upgrade of the current Assistant to the City Administrator position). The ACA would be restructured so that approximately one-half of that job would be human resources responsibilities, but at more of a policy level. The ACA under this format would continue to participate in collective bargaining negotiations, attend meetings of the Human Resources professional group for metropolitan area cities (TUG), provide for training, and engage in negotiations for the City's health insurance. There would also be other job duties assigned to the ACA. Another component of HR is training. We would continue to work with Scott County on this, as it is large enough to offer many training opportunities that are identical to the City's needs, without the City having to do that work itself. The Council should be aware that over the past several months, through the efforts of Ms. Remer and Wilson and City staff, we have been weaning the City from the County's assistance OIl recruiting and hiring. It seems to be working well. OTHER ASST. CITY ADMINISTRATOR RESPONSIBILITIES: Telecommunications/ Information Technolof!V: The Assistant to the City Administrator position currently oversees the single full time, and two part-time Telecommunications staff. The Telecommunications staffworks closely with Information Technology (IT), but ITis in the Community Development Department. IT has been a part of Community Development for many years, primarily because of the interest in, or skills of the two most recent Community Development Directors. However, structurally, it makes good sense to put this in a single division under Administration. I recommend that IT be moved under the supervision oftheACA position. Communications: Currently, the Assistant to the City Administrator is updating the city's website. While this was not specifically identified in the job description when it was advertised, Kris Wilson has those skills, and so has taken that duty on. However, there is a half-time Communications Coordinator position in the FY 06 budget, and we would seek to advertise for that to include web site responsibilities. The Communications Coordinator would also be responsible for the writing and publishing of informational brochures, educational iJ).formation, new releases and the like. The ACA would also oversee this position. Special Pro;ects: As with the Assistant to the City Administrator position, the ACA would continue to be responsible for a variety of miscellaneous and special projects as they come up. ECONOMIC DEVELOPMENT FUNCTION: Adding the above items to the ACA position will not allow for a continuation of the half- time position to be devoted to Economic Development. I recommend that the Council transfer Economic Development to the Community Development Department. In speaking with Ms. Wilson, many of her contacts with prospective businesses coming to Shakopee start with questions that are more related to zoning ("I'm looking for 5 acres where I can do X"). She contacts the Planning Department, gets an answer, and then returns the call to the prospect. If Economic Development was in Community Development, those questions could be answered more quickly. Having the Economic Development function being part of Community Development is a common model for cities. However, switching Economic Development for IT between Administration and Community Development is not an even trade - there would need to be an additional person added for Community Development staffing. However, this is where the EDA/City Council needs to have a serious discussion as to the function of Economic Development in Shakopee: . Should Economic Development be staffed with a full time position? . Is it a part~time position? . What tools should the City make available for economic incentives? Quite frankly, recent legislative changes have made it very difficult for cities to offer much more than abatement, and even that is something that has not been utilized frequently in Shakopee. Therefore, the question for the Council is how it intends to utilize economic development? The cities of Bloomington and Brooklyn Park are two examples of cities which have actively pursued economic development as a function of the city. (In some cases, those cities have relied upon other more controversial tools for economic development, such as eminent domain). If the mission of the City is to provide more public relations when it comes to economic development, a full time position would be needed. However, some one who meets with local businesses to find issues or problems, or prepares promotional information, will have a difficult time moving beyond the "meet and greet" function without economic development tools. City Council/EDA needs to give direction as to what is the intended future of economic development. (See attached memo from Kris Wilson regarding a request to utilize tax abatement for existing building as a discussion point). OTHER POSITIONS: While the Council is considering position changes, it should also be aware of two other Issues: 1. Public Works Secretary Upgrade - A new full time Office Service Worker position was created in Public Works last year, and is paid at a grade 3. It has since become apparent that this position necessitates a full secretary position, which would be at a grade 4. 2. Payroll/Benefits Coordinator title change - A request has been received from Payroll Benefits Coordinator Marilyn Remer to retitle her job for the remainder of her tenure with the City. This was reviewed, and I have determined that this position has been doing work of general human resources nature that is above and beyond the Payroll Benefits Coordinator reflected in her title. Therefore, I recommend that Marilyn Remer's title be changed to HR Coordinator (from her current Payroll Benefits Coordinator position). This would involve no change in payor pay grade. BUDGET IMPACT: Such a restructuring would involve the following: Resources available from 2006 General Fund Budget: Salarv FICA & PERA Payroll Benefits/Coord (Grade 7) $60,800 $8,100 Asst. to CA (Grade 7) 25,600* 3,400 Shared HR Consultant (no benefits) 43,000 Total $129,400 $11,500 $140,900 *$27,000 (plus $3,618 PERA & FICA) is funded thru EDA; the $25,600 includes and $5,000($670) from Telecommunications) Restructured (Impact on 2006 General Fund): Asst CA (Grade 8) 53,500 7,200 HR Tech (Grade 6) 44,200 5,900 PW Secty Upgrade (Grade 4) 3,400 450 HR Coordinator (~time :(or remaining ~ ofyr.)(Grade 7) 14,000 1,900 $115,100 $15,450 $130,550 There would also be the savings from not utilizing Scott County on recruitment, which currently averages about $1500 per full time position listing. Additional Impact on EDA Budget by Going to FT Position" EDA Coord (FT) (Grade 8) $28,000 $3,750 $31,750 Therefore, the budgetary uncertainty is in the EDA Coordinator position. Going back to the Full Time EDA Coordiinator position, such as what was in place when Paul Snook was here, would cost an additional $31,750 annually from the EDA budget. That is available in the 2006 EDA fund balance, and could be drawn down from the 2007 budget). If the decision is made to stay half-time, the challenge would be to find a capable individual who could do it on this part-time basis. RECOMMENDATION: The purpose of the workshop is to discuss the needs. However, a decision should be made soon so that we can take advantage of the phased retirement of the (current) Payroll Benefits Coordinator. I recommend that Council discuss, and give direction on the following: 1. Future of the EDA function - is it a full time position or part-time position? Is it acceptable to reassign EDA to the Community Development Department? (Council reaction to the request for tax abatement on moving a business to an existing building would also be appreciated). 2. Should an Assistant City Administrator and HR Technician positions be authorized? If so, staff should be directed to bring back job descriptions to the June 6th meeting. 3. Should Public Works be authorized to upgrade the clerical position from Office Serviqe Worker to Public Works Secretary? If so, a formal proposal including a job description should be brought to a future Council meeting.. 4. Should staffbe directed to bring back.a title change for the Payroll/Benefits Coordinator position? ACTION REQUIRED: If the Council concurs, it should give direction on the above issues. Mark McNeill City Administrator MM:th Proposed Organization for Administration Department AssistantCity Administratbr HR Techo TelecommunicatioIls Coordinator Communications Coordil1atorll/2 time) IT. Coordinator andTTSnecialist Proposed Organization for Communi~ Development Department \ 9gIl1l11~pity :Q~-vy19P111ept Department Job Description Job Title: Assistant City Administrator Department: Administration . Location: City Hall Shift: 8:00 AM - 4:30 PM Reports To: City Administrator FLSA Status: Exempt Prepared By: Mark McNeill Prepared Date: May 17,2006 Approved By: City Council Approved Date: Pay Grade: Starting Salary: SUMMARY Coordinates and carries-out Human Resource functions, including managing recruitment and hiring process, supervising payroll processing and benefits administration, conducting new employee orientations, coordinating training opportunities; ongoing review and updating of personnel policies, participating in union negotiations and managing annual benefits negotiation and open enrollment process. Provides day-to-day management, coordination and oversight for City's Information Technology, Telecommunications and Communications functions. Assists the City Administrator in the overall administration of municipal management functions. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned: Human Resources ).Assist department heads throughout the hiring process, beginning with revising or developing position descriptions. Work with the City's HR Technician to advertise positions, prepare job postings, place advertisements, respond to inquiries and receive applications. Screen and score applications; work with Department Head or appropriate supervisor to select candidates for interviews and develop interview questions. Schedule and participate in interviews. Conduct reference checks and prepare written job offers. Prepare City Council memos related to the hiring process. ). Supervise HR Technician and oversee payroll processing and benefits administration. Ensure compliance with COBRA, the Family Medical Leave Act and other complex employees benefits and entitlements. Direct preparation of payroll authorizations for all salary adjustments and status changes. ( ). Work with individual departments to identify and meet a variety of training needs by partnering with other jurisdictions. and utilizing the offerings of the League of Minnesota Cities and other organizations to which the City belongs. When necessary, coordinate and schedule specific or customized training sessions for City employees. ~ Research and make recommendations related to personnel policies, compensation levels and employees benefits to reflect the City's goals, needs and resources and attract highly-qualified individuals to employment with the City. ~ Assists City Administrator in all aspects of the collective bargaining process. ~ Conduct new employee orientations. . Respond to. inquiries from current employees, supervisors and Department Heads on subjects such as benefits, discipline, and interpretation ofthe City's Personnel Handbook. . ,. Attend meetings of TUG and other fiR-related organizations, respond to inquiries and gather information from other public sector employers to inform the City of Shakopee' s policies and procedures. ~ Monitor and implement changes to state and federal regulations regarding public sector employment practices and policies. Implement corresponding changes to City policy and procedures as necessary. Information Technology / Telecommunications / Communications ~ Provides day-to-day oversight, management and coordination for the City's IT, Telecommunications and Communications staffto ensure effective and efficient delivery of administrative services to the City's seven departments. ~ Serve as a liaison between the management team and IT, Telecorinnunications and Communications staffto facilitate long-term planning and work-load management. ~ Assists IT, Telecommunications and Communications staffwith majorprojects and management of the City's I-Net, Cable Franchise and website. General ~ Assists City Administrator with general administration and special projects as assigned. ~ Participates as an active member of the City's management team. Attends City Council and committee meetings and/or workshops as necessary. ~ Researches, prepares and presents information and policy recommendations for City Council consideration. ~ Prepares, recommends and monitors budget for personnel, IT, telecommunications and communications functions. >- Represents the City as liaison to local, regional, and state units of government on matters affecting the City, as directed by the City Administrator. >- Assists in interdepartmental response to oral, written,.or emailed requests for services. >- Monitors legislation thatwill affect the City and its various departments. >- In the absence of the City Administrator, serves as point of contact between City Staff and elected officials. (The examples given above are intended only as illustrations of various types of work performed and are not necessarily all-inclusive. This position description is subject to change as the needs of the employer and requirements of the position change.) SUPERVISORY RESPONSIBILITIES Supervises HR Technician, Telecommunications Coordinator, IT Coordinator and Communications Coordinator. QUALIFICATIONS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative ofthe knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION and/or EXPERIENCE Minimum Qualifications: Bachelor's degree in Public Administration, Political Science, Business Administration or closely related field and five years of progressively responsible municipal government experience, including some supervisory experience, required. Desired Qualifications: Master's Degree in Public Administration or related field. ESSENTIAL SKILLS & ABILITIES Strong organizational and problem solving skills, attention to detail and the ability to work independently. Ability to develop and maintain effective work relationships with City staff, the public, and other governmept agencies and organizations using tact, courtesy and good judgment. Works with data and relationships requiring a high level of confidentiality, ethics and trust. Excellent written and oral communication skills. Abilities and skills in planning, analysis, and administration. Ability to research, and prepare detailed reports. Knowledge of word processing, spreadsheets, databases, statistical analysis-,-and other software applications and a general understanding of networked. computer systems. Ability to define problems, collect data, establish facts, and draw valid conclusions. MATHEMATICAL SKILLS Ability to work with mathematical concepts such as probability and statistical inference, sampling theory, and other quantitative analysis theories.Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations. CERTIFICATES, LICENSES, REGISTRATIONS Valid drivers license required. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel objects, tools, or controls; and talk and hear. The employee frequently is required to stand and reach with hands and arms. The employee must occasionally lift and/or move up to 30 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception, and the ability to adjust focus. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually quiet. City of Shakopee Job Description Job Title: Human Resources Technician Department: Administration Location: City Hall Reports To: Assistant to the City Administrator FLSA Status: Nonexempt Approved By: Date Prepared: May, 2006 Salary Level: Grade 6 SUMMARY Technical and administrative HR position responsible for administering payroll system; benefits enrollment, tracking and updating; coordinating workers compensation claims; maintaining personnel. files, providing. administrative support to recruitment and hiring process, and assisting with other human resources related functions. Works with data and relationships requiring a high level df confidentiality, ethics and trust. Requires strong attention to detail, ability to work independently, and ability to communicate effectively and appropriately with all levels of City staff. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned. Compensation/Payroll System Administer City payroll system; create and update payroll records and master files, establish proper deduction amounts, accrual schedules for vacation and sick leave, PERA eligibility and enrollment, direct deposits, spousal maintenance orders, retro pay,and other adjustments. Audittime sheets for errors. Process and compute payroll, coding payments to appropriate departments and processing withholdings to appropriate agents. Audit and reconcile payroll accounts/reports for accuracy and post to the financial system. Print and prepare checks, deposit advice and reports for distribution. Submit biweekly withholding tax deposit by electronic transfer, ensuring compliance with State and Federal reporting standards. Prepare and reconcile quarterly and annual tax forms: i.e 941, MW-l 's, Economic Security Wage Reports, W-4's, EEOC E-4. Calculate annual cost-of-living rate/step increases, lump sums, and retroactive amounts. Implement salary and benefit components of collective bargaining contracts. Provide cost analysis of pay rate increases. Calculate and update Wage Appendix in contracts. Benefits and Leaves Day-to-day administration of benefit programs including health, dental, life, and long-term disability insurance as well as flex spending accounts, retirement plans and other optional benefits. Responsible for initial troubleshooting of benefit issues and resolving employee/vendor benefit problems and questions in a helpful and positive manner. Responds to employee questions related to benefit programs and employee leave polices and procedures in a timely and accurate manner. Assist with annual open enrollment process. Tracks leave accrual balances and administers leave programs such as the Family and Medical Leave Act. Administer worker's compensation managed care program, unemployment claims, and employment verifications; ensuring timely reporting of incidents and forms. Administer COBRA and Chapter 488 notices and monitor applicable monthly continuation payments. Recruitment & Hiring Assist with job postings and clerical duties associated with hiring process. Schedule and coordinate pre-employment physical, drug testing, authorizations and background checks. Prepare Payroll Authorization Forms for new hires. Assist new hires in understanding benefit options and completing necessary enrollment forms. Training Notifies employees oftraining obligations and opportunities. Creates and maintains employee training records. Record Keeping & Data Reporting Maintains and updates employee personnel files, including both confidential and public data. Updates employee lists and departmental records. Responds as necessary and appropriate to requests for public data, such as employment verification. Understands and complies with records retention polices and data practices act asthey relate to personnel functions. Tracks probationary periods, anniversary dates and other significant dates; notifies Department Heads of necessary actions or follow-up. Responsible for the reporting of Comparable W orthlPay Equity data. Reports City salary and benefit data for League of Minnesota Cities Salary Survey. Other Coordinates Employee Recognitions and Events. Assists with and contributes to monthly Employee Newsletter. Perform other duties and responsibilities as apparent or assigned. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Ability to communicate effectively orally and in writing. Ability to establish and maintain effective working relationships with City personnel, City officials and the general public. Ability to schedule and organize work effectively and to maintain confidential information. Experience with word processing, spreadsheets, financial and mainframe computer applications and micro-computer functions. EDUCATION and/or EXPERIENCE Bachelors degree in Business Administration, Personnel Administration, Industrial Relations, or related field and 2 years experience in finance and/or personnel related functions; or equivalent combination of education and experience. LANGUAGE SKILLS Ability to read, analyze, and interpret general business periodicals, professionaljoumals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public. MATHEMATICAL SKILLS Ability to work with mathematical concepts. Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations. REASONING ABILITY Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Abilityto interpret a variety of instructions furnished in written, oral, diagram, or schedule form. PHYSICAL DEMANDS The physical demands described here are representative ofthose that must be met by an employee to successfully perform the essential functions ofthis job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel objects, tools, or controls; reach with hands and arms; and talk and hear. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is occasionally exposed to vibration. The noise level in the work environment is usually moderate. RESOLUTION NO. 6435 A RESOLUTION AMENDING RESOLUTION NO. 6338 WHICH ADOPTED THE 2006 PAY SCHEDULE FOR THE OFFICERS AND NON-UNION EMPLOYEES OF THE CITY OF SHAKOPEE WHEREAS, on December 6, 2005, the City Council of the City of Shako pee, Minnesota, adopted Resolution No. 6338, approving the 2006 Pay Schedule for the Officers and Non-Union Employees of the City of Shakopee; and WHEREAS, on June 6, 2006, the City Council of the City of Shako pee, Minnesota, approved the job description for the position of Assistant City Administrator, Pay Grade 8. This repla~es the Assistant to the City Administrator, Pay Grade 7; and WHEREAS, on June 6, 2006, the City Council of the City of Shakopee, Minnesota, approved the job description for the new position of Human Resources Technician, Pay Grade 6; and, WHEREAS, on June 6, 2006, the City Council of the City of Shakopee, Minnesota, approved changing the title of the Payroll/Benefits Coordinator classification in Grade 7 to Human Resources Coordinator. THEREFORE BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SHAKO PEE, MINNESOTA that the attached 2006 Classification Grade levels and Pay Maximums schedule is hereby amended for the above listed classifications. Adopted in session of the City of Shakopee, Minnesota held this day of, 2006. Mayor of the City of Shakopee ATTEST: City Clerk City of Shakopee,. Minnesota 2006 CLASSIFICATION GRADE LEVELS AND PAY MAXIMUMS Classification Titles Grade Levels 2006 Pay Maximums City Administrator 13 $107,860 Unused 12 $98,004 . . . Chief of Police 11 $90,612 Community Development Director 11 $90,612 Finance Director 11 $90,612 Parks, Recreation and Facilities Director 11 $90,612 PW Director/Engineer 11 $90,612 Police Captain 10 $80,979 Assistant City Engineer 9 $73,587 Assistant City Administrator 8 $66,867 Building Official 8 $66,867 City Clerk 8 $66,867 EDA Coordinator 8 $66,867 MIS Coordinator 8 $66,867 Planner II 8 $66,867 Project Coordinator 8 $66,867 Project Engineer 8 $66,867 Public Works Supervisor 8 $66,867 Building Inspector 7 $60,818 Fire Inspector 7 $60,818 Human Resources Coordinator 7 $60,818 Maintenance Supervisor 7 $60,818 Park & Landscape Designer 7 $60,818 Recreation Supervisor 7 $60,818 Technician IV 7 $60,818 Adopted by Resolution No. 6338 Classification Title Grade Level Pay Maximum Graduate Engineer 6 $55,330 Human Resources Technician 6 $55,330 Information Technology (IT) Specialist 6 $55,330 Natural Resources Specialist 6 $55,330 Planner I 6 $55,330 Planner I - GIS/CADD 6 $55,330 Technician III 6 $55,330 Telecommunications Coordinator 6 $55,330 Deputy City Clerk 5 $50,290 Executive Secretary 5 $50,290 Facility Maintenance Lead Worker 5 $50,290 Senior Accounting Clerk 5 $50,290 Accounting Clerk II 4 $45,698 Ice Arena Maint. Operator 4 $45,698 Records Specialist (Police) 4 $45,698 Secretary - Engineering 4 $45,698 Secretary- Planning 4 $45,698 Secretary - Police 4 $45,698 Secretary -Bldg. Inspection 4 $45,698 Secretary - Park I Recreation 4 $45,698 Technician II 4 $45,698 Office Service Worker 3 $41,554 Records Clerk 3 $41,554 Records Technician (Police) 3 $41,554 Community Service Officer 2 $37,746 Customer Svc. Representative 2 $37,746 Facilities Maintenance Worker 2 $37,746 Custodian I $34,273 Receptionist 1 $34,273 Effective 01/01/06 Amended 6/6/06 Adopted by Resolution No. 6338