City Council Minutes 12-05-1991
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MINUT S
SPECIAL MEETING - MONT CELLO CITY COUNCIL
Thursday, December 5, 1991 - 4:30 p.m.
Members Present:
Ken Maus, Shir ey Anderson, Dan Blonigen, Brad
Fyle, Clint He bst
Members Absent:
None
2.
In his report, Rick Wolfstell r stated that Sherrie Le of the
League of Minnesota Cities rec ntly completed a detailed study
of our present organizational structure, all city positions,
and has recommended a plan for implementation that will result
in the City of Monticello complying with state laws regarding
pay equity. The deadline for compliance with the Local Pay
Equity Act is December 31. Co pensation changes necessary for
compliance must be effective y that date.
In his report, Wolfsteller su arized the services performed
by the League of Minnesota Ci ies:
1. Complete job descr. ptions were prepared based on
input received from City employees and supervisory
personnel.
2. Using the new j b descriptions, the League
developed a job ev luation system which utilized
five areas to det rmine a point value for each
particular job. he five factors included 1)
knowledge and expe ience; 2) accountability for
actions; 3) plann ng; 4) supervision; and 5)
working conditions.
3.
The League conduct d a market study of metro and
non-metro cities ith populations ranging from
3,000 to 7,500 and developed a recommended salary
schedule for each ob class. Salary ranges were
prepared for 22 pas ible grades. Each salary grade
has seven steps fr m the minimum to the maximum
salary for each gra e. The League also recommended
that in order to i itiate the step program, each
position's salary n eds to be moved to the nearest
highest step. Th rationale utilized was that
employees should be placed in their respective
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spec al Council Meeting - 12/5/91
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salary grades at t e salary closest to but not
below their current salary. No one should receive
a pay cut when adop ing a new system.
above, the League recommended
nager be established, and the
alyst should be established as
In addition to the items note
that the position of Office
position of Computer support
well.
In his report, Wolfsteller went on to recommend that the City
take the advice of the repor and develop the position of
Office Manager and develop th position of Computer Analyst.
It was his view that making these changes will enhance work
flow and coordination within City Hall. wolfsteller also
remarked that the establishme t of the salary system based on
a structured step system is I ng overdue. The salary ranges
provide each employee with n opportunity to grow in the
position over time provided t eir performance is acceptable.
It should also ease the burd n of the City Council in the
future in that the only concen the Council has to address is
the cost of living adjustment annually.
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LMC Personnel Analyst, Sherrie Le, then reviewed the League of
Minnesota Cities report in de ail. Questions were raised by
some employees regarding he scoring system used in
establishing point totals tha determine the grade for each
position. Le noted that if here is a question regarding a
position point total, this qu stion should be brought forward
through an appeal process. S e stated that many other cities
have established appeal pr cesses whereby employees are
allowed to present concerns in writing. The appeal would then
be reviewed by herself and ul imately acted upon by the City
Council. She also noted that the City also has the latitude
to reduce points as the resul of an appeal.
Le went on to review the reaso s why she suggested development
of the Office Manager posit on. She noted that the City
Administrator, under the urrent organization, has an
excessive number of people t at report to him and does not
have the time necessary to devote to the day-to-day office
operation and that it makes sense to appoint an individual
responsible for making sure that work flow is completed
efficiently. Establishment f the Office Manager position
should result in more efficiency and less duplication of
efforts.
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Spec al Council Meeting - 12/5/91
Council reviewed individual positions and asked questions
regarding the step program. Shirley Anderson stated that she
likes the concept of improving office efficiency by adding the
position of Office Manager.
After discussion, a motion as made by Clint Herbst and
seconded by Shirley Anderson t adopt the job descriptions and
associated grade and point alues and establish an appeal
process. Employees wishing to submit questions regarding the
pay equity study may do so in the next two weeks with all
appeals being completed in wr ting. Motion does not include
City approval of Appendix G (salary schedule) of the study at
this time. Motion carried un nimously.
A motion was made by Shirley Anderson and seconded by Clint
Herbst to change the current xecutive Secretary position to
the position of Office Manage. Motion carried unanimously.
A motion was made by Shirle Anderson and seconded by Dan
Blonigen to table considerati n of a cost of living increase
at this time. It was the co sensus of Council to adopt the
salary schedule (Appendix G) nd the cost of living increases
at the next regular meeting 0 the City Council.
There being no further business, t e meeting was adjourned.
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As ~stant Administrator
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