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HomeMy WebLinkAbout11/25/1986 TENTATIVE AGENDA ADJ .SPECIAL SESSION SHAKOPEE , MINNESOTA NOVEMBER 25 , 1986 Mayor Reinke presiding 1] Roll Call at 7 : 30 P.M. 2] Brief questions of Mr. Lon Carnahan 3] Filling Vacancy on the City Council - Res. No . 2653 4] Nomination to Downtown Committee 51 Comparable Worth - discussion (bring hand-out from Nov. 18th ) 6] Other business: a] b] 7] Adjourn John K. Anderson City Administrator RESOLUTION NO. 2653 A Resolution filling a Vacancy on the Shakopee City Council WHEREAS, a resignation of a member of the Shakopee City Council heretofore tendered has been accepted and a vacancy occurred within the last two years of the term of office of said resigned council person and the vacancy is to be filled by an appointment made by the Shakopee City Council for the remainder of Mr. Colligan's term of office which would have expired the last day of December, 1987, or as soon thereafter as a successor was elected and qualified. THEREFORE, BE IT RESOLVED, bythe Shakopee City Council, that a duly qualified person is hei7eby appointed to the Shakopee City Council to serve the unexpired term of former Council member Colligan, which term expires the last day of December , 1987, or as soon thereafter as a successor is elected and qualified. Passed in session of the Shakopee City Council held this day of 1986. Mayor of the City of Shakopee ATTEST: City Clerk Prepared and approved as to form this 8th day of September, 1986. City Attorney 221 E. 1 5T AVENUE, SHAKOPEE, MN 55379 (612)445-5275 L-J 11/19/86 Dear Mr. Stock: I have been following with interest the recent actions of the downtown co: mittee in regard to the proposed do,,Tntcwn redevelopment project. I am currently the owner of Signs of Quality, and am considering purchasing the building in which I am located. Therefore I am very interested in the development and/ter redevelopment of downtown Shakopee. With this in IninA. I would like to submit my name in consideration for appointment to the downtown committee. f, Sindai ly) ` t ` Z Kahleck Action Requested: Move to nominate Melanie Kahleck to serve as a member of the Shakopee Downtown Ad Hoc Committee. � '"1 1 TO: John K. Anderson, City Administrator FROM: Gregg Voxland, Finance Director RE: Comparable Worth DATE: November 21, 1986 Introduction Below is supplementary information to the memo dated 11/18/86 and data attached thereto. Council should bring the 11/18/86 memo with them. Back round Attached is an exerpt from the 12/10/85 Council meeting. Although there was no formal Council action, it shows Vierling, Lebens and Reinke in favor of comp worth adjustments for 1986 being retroactive to 1/1/86 and Leroux, Colligan and Wampach makeing no comment in that part of the discussion. Councilman Wampach may have left the meeting by that discussion took place. Subsequent to that meeting, the 1986 Pay Plan adopted by Resolution 2492 has a footnote that comp worth adjustments would be retroactive to 1/1/86. Attached is a memo from Marilyn Remer explaining the personnel duties assigned to her over the past two years. There has been no corresponding adjustment in compensation. Also attached is a memo regarding the Finance Directors position. City Council Tape of. Dec. 10, 1985 Discussion on whether to make normal adjustments to Technican & Department Head Pay Plan that are usually done everylyears per Stanton Survey. End of Side 3 1� John Anderson - Easier for me - I can get them to wait if I thought there was strong interest on Council of implementing when that study (Comparable Worth) came in and implementing it as quickly as we could. Side 4 John - We can make these adjustments across the board at the first of the year or we can wail til the Comparable Worth Study . . . . . .less painless for everyone if we wait. Problem is dept. heads - a number who instead of 4 1/2 would get 6 or 7 - will say - you did it at the first of year for clerical - be consistent. Mrs. Lebens - You can always go back and give them packpay can't you? Gloria - Seems ridiculous to give something and compromise later. (taking it away - Mrs. Lebens) I would rather see it if it was giving 2 1/2 or 3 and it should be 7 - would be better to pay - take it back to the first of the year than to give it them and then take it away from them. Gloria - Do it retro Mayor - Don't want to see somebody end up on the short stick - If hold the line now & they deserve 7% over here - go back to the 7% & not just give them 4 1/2 over here. Go back to Jan. 1st. John - Yeah, I'll take them back. Mayor - Because I think that's the only fair way. If you want people to work for you, you have to treat them decent. If you don't treat them fair you aren't going to have them long. 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Remer, Personnel Coordinator Re: Responsibilities of Personnel Dept. (Informational) Date: November 17, 1986 Introduction Early in 1984 it was decided that many of the Personnel functions that had been previously handled by many various departments should be centralized to be more effectively and consistently administered. As many of the functions went hand in hand with the Payroll functions, it seemed quite logical for the Sr. Accounting Clerk to assume these duties. Present Personnel Coordinator Duties 1. Policy Administration The primary function of the Personnel Coordinator is to provide information, assistance and explanations on Personnel matters to the employees and the public. It entails the daily supervision and monitoring of all City of Shakopee Personnel Policies for adherence, in addition to drafting policies, resolutions and memos to administer and maintain those policies. Several new policies drafted include: Sexual Harassment Tuition Policy Comp Worth Appeal Process Telephone/reference policies for hiring new employees Pay of City Employees serving as Volunteer Fireman 2. Hiring Administration The Personnel Coordinator also assists the City Administrator in the hiring process by posting job notices, placing ads, reviewing applications, screening applicants (testing where necessary) and notifying all applicants as to the filling of the position. Proper procedures have been established for the entire hiring process including a policy on references. The importance of adhering to Equal Employment Opportunity and Affirmative Action quidelines are very important in order to diminish the potential threat of lawsuits that are becoming so prevalent in today's job market. 3. Records Administration Maintaining and updating employee personnel files Updating and monitoring Police & Public Works Union Contracts Monitor Employee Contracts - including recommending proper wording Maintain compliance with FLSA and other tax laws Liaison between City and Insurance carriers, EAP, etc. , including workers comp. Monitor anniversary dates for probationary periods, raises, vacation and sick accrual ,etc. Administer Pay Plan New Employee Orientation Provide appropriate informational items to keep employees informed of changes/ occurances that may affect them Verify employment 4. Comparable Worth Active participant in the Comparable Worth Program with Control Data. Responsible for the City's participation - administration of the TSP's (Questionnaires and Revisions) Participated in numerous meetings with Control Data as member of OAG (Occupational Advisory Group) thru entire process. Attended implementation strategy meetings/seminars. S. Various Training, Courses and Seminars Attended Human Relations (Evening College Course) Hiring & Firing Seminar Office Procedure for Secretaries Personnel Update Dealing with Stress People Skills Compensation & Performance Management: Strategies & Tactics for Cities ( A seminar for participants in the Control Data Joint Comp Study) Affirmative Action Update Supervisory Training sessions Represent City at various workshops/meetings such as Health Care Programs presented by St. Francis, MPELRA, etc. Member of Twin Cities Personnel Association Future Concerns/Issues of the 80's Many work places will have to deal with AIDS in the workplace (treated as a handicapped condition) , drugs & alcohol in the workplace, smoking policies, tardiness & absenteeism, discharged workers (potential slander suits) , harassment, etc. These subjects will be the responsibility of the Coordinator as they become issues the City must deal with. 5 TO: John K. Anderson, City Administrator FROM: Gregg Voxland, Finance Director RE: Correction of Error on Deptartment Head Pay Plan DATE: November 17, 1986 Introduction This memo is a follow-up of our discussion of November, 1985. While preparing the 1986 pay plan I came across an error that had been made in drafting the first department head pay plan for 1984. Back round An early proposal for a pay plan was based on 97% of the Stanton average. The plan adopted was based on 100% of the Stanton average for the top of the scale. A simple clerical type error occured and the position of Finance Director was skipped over during revision and therefore left at the 97% figure. Consequently, that position has been underpaid approximately 3% for 1984, 1985 and 1986 compared to the other department heads and the intention of City Council. Unless Council acts, the inequity will continue in 1987 and possibly beyond. When I approached you last year on this issue, you requested that it wait until comparable worth was addressed. I complied with that request but strongly feel that this is not a comparable worth issue but rather a correction of a clerical type error and should not be considered as part of the comparable worth adjustments. It might be noted that to the best of my recollection, Finance did not prepare the orginal pay plan. errorThe attached schedule is a computation of the pay difference due to the Alternatives 1. Make payment in 1986 for errors in pay plans in 1984, 1985 and 1986 and adjust the 1987 plan accordingly. ($3,435 for 84,85 & 86) 2. Make payment for 1986 error in 1986, adjust the 1987 plan and grant vacation time in 1987 for errors in 1984 and 1985. ($1,235 and 119 hours of vacation) 3. Make payment in 1986 for 1986, adjust the 1987 plan and deny compensation for 1984 and 1985 errors. ($1,235 paid & $2,200 dropped) 4. Adjust the 1987 pay plan and deny. prior compensation. 5. Status Quo. Recommendation Alternative number one is recommended (requested) . Action Requested Move to direct payment of $3,435 in December 1986 in additional salary to the Finance Director to compensate for errors in the 1984, 1985 and 1986 pay plans and that the appropriate correction be made in the 1987 pay plan to bring that position to where it would have been if the error had not occured. Pay Plan error for position of Finance Director Pay Top of Top of Rate Plan Plan Plan Was Rate Approx Pay Date Step Was Corrected Paid Corrected Hours Shortage -------------------------------------------------------------------------------- 1/1/84 6 37,830 39,000 33,290 34,320 592 293 4/16/84 7 37,830 39,000 34,425 35,490 1,488 762 1/1/85 7 39,721 40,950 36,146 37,265 592 318 4/16/85 8 39,721 40,950 37,338 38,493 1,488 826 1/1/86 8 41,508 42,793 39,018 40,225 592 344 4/16/86 9 41,508 42,793 40,263 41,509 1,488 891 $3,435 Note: pay shortage for 184 & '85 is equal to about 119 hours of vacation. TO: John K. Anderson, City Administrator FROM: Gregg Voxland, Finance Director RE: Comparable Worth DATE: November 18, 1986 Introduction The City has been working on comparable worth for almost two years and staff has prepared the attached information for Councils review and first phase of implementation. Backzround The attached sheets will be discussed at the Council meeting. There are a few issues/items that warrant separate mention in order to focus attention on them. 1. The adoption of benchmarks Benchmarks are "standard" jobs that were similar across the whole Control Data Study. Most of our points were close to the benchmarks. Using them promotes standardazation and comparability to other cities and supports the validity of the study. The MAMA group for the study recommends adopting the benchmarks. 2. Adoption of Stanton Metro for market and upper level dispersion rate. The Stanton Metro is the best market survey available now. The metro is a wider base than the group five we have used before and correlates better to the CDC study group. 3. 5% error margin for 1986 & 87. 4. Freezing of pay over two years (87 & 88) to lower pay rates (Police Chief) . 5. Lump sum settlements for 1986 adjustment. There are only 3 payrolls left in 1986 and a lump sum settlement is much simpler to implement. 6. 1986 adjustment based on percentage or partially "worst case" . Two employees are much farther out of line than the others. These two have asked for reclassification/pay adjustments as far back as two years, but have been held off waiting for comparable worth. Should adjustments be strictly percentage which treats all employees the same or should some money be allocated to the "worst case" deviations as some degree of compensation of having to wait for adjustments while performing extra duties. 7. 1986 adjustment for Admin. Asst. prior to 10/15/86. Admin. Asst. was an intern under contract. As such does Council intend to make adjustment back to January? The City Administrator had told the employee that it would be retroactive. The argument can be made that because of the intern arrangement, any retro adjustment for the intern contract should not be taken out of the $20,000 set aside for comp worth. The retro adjustment is approximately $2,000. 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