City Council Minutes 12-05-1991 SpecialMINUTES
SPECIAL MEETING - MONTICELLO CITY COUNCIL
Thursday, December 5, 1991 - 4:30 p.m.
Members Present: Ken Maus, Shirley Anderson, Dan Blonigen, Brad
Fyle, Clint Herbst
Members Absent: None
2. Consideration of accepting final report on comparable worth
study and job evaluation system results completed by the
League of Minnesota Cities.
In his report, Rick Wolfsteller stated that Sherrie Le of the
League of Minnesota Cities recently 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. Compensation changes necessary for
compliance must be effective by that date.
In his report, Wolfsteller summarized the services performed
by the League of Minnesota Cities:
1. Complete job descriptions were prepared based on
input received from City employees and supervisory
personnel.
2. Using the new job descriptions, the League
developed a job evaluation system which utilized
five areas to determine a point value for each
particular job. The five factors included 1)
knowledge and experience; 2) accountability for
actions; 3) planning; 4) supervision; and 5)
working conditions.
3. The League conducted a market study of metro and
non -metro cities with populations ranging from
3,000 to 7,500 and developed a recommended salary
schedule for each job class. Salary ranges were
prepared for 22 possible grades. Each salary grade
has seven steps from the minimum to the maximum
salary for each grade. The League also recommended
that in order to initiate the step program, each
position's salary needs to be moved to the nearest
highest step. The rationale utilized was that
employees should be placed in their respective
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Special Council Meeting - 12/5/91
salary grades at the salary closest to but not
below their current salary. No one should receive
a pay cut when adopting a new system.
In addition to the items noted above, the League recommended
that the position of Office Manager be established, and the
position of Computer Support Analyst should be established as
well.
In his report, Wolfsteller went on to recommend that the City
take the advice of the report and develop the position of
Office Manager and develop the 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 establishment of the salary system based on
a structured step system is long overdue. The salary ranges
provide each employee with an opportunity to grow in the
position over time provided their performance is acceptable.
It should also ease the burden of the City Council in the
future in that the only concern the Council has to address is
the cost of living adjustments annually.
LMC Personnel Analyst, Sherrie Le, then reviewed the League of
Minnesota Cities report in detail. Questions were raised by
some employees regarding the scoring system used in
establishing point totals that determine the grade for each
position. Le noted that if there is a question regarding a
position point total, this question should be brought forward
through an appeal process. She stated that many other cities
have established appeal processes whereby employees are
allowed to present concerns in writing. The appeal would then
be reviewed by herself and ultimately acted upon by the City
Council. She also noted that the City also has the latitude
to reduce points as the result of an appeal.
Le went on to review the reasons why she suggested development
of the Office Manager position. She noted that the City
Administrator, under the current organization, has an
excessive number of people that 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 of the Office Manager position
should result in more efficiency and less duplication of
efforts.
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Special 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 was made by Clint Herbst and
seconded by Shirley Anderson to adopt the job descriptions and
associated grade and point values 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 writing. Motion does not include
City approval of Appendix G (salary schedule) of the study at
this time. Motion carried unanimously.
A motion was made by Shirley Anderson and seconded by Clint
Herbst to change the current Executive Secretary position to
the position of Office Manager. Motion carried unanimously.
A motion was made by Shirley Anderson and seconded by Dan
Blonigen to table consideration of a cost of living increase
at this time. It was the consensus of Council to adopt the
salary schedule (Appendix G) and the cost of living increases
at the next regular meeting of the City Council.
There being no further business, the meeting was adjourned.
ire 2O'Neill
Assistant Administrator
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