Discuss Engineering Staffing and Future Public Works Structure

The purpose of this case is to discuss three Engineering/Public Works matters, including the immediate staffing needs in the Engineering Division, to provide a brief recount of the changes that occurred in 2022 and to discuss the planned 2026 reorganization in the Public Works Department.

Part 1:
Recently, the City received a letter of resignation from Mr. Len Linton, Civil Engineer IV.   Mr. Linton is retiring after 21 years of service with the City.  Following Mr. Linton’s departure, staff recommends eliminating the Civil Engineer IV position and creating a new Storm Water Specialist role.  A Storm Water Specialist role, as compared to the Civil Engineer IV role, has a budget impact of approximately an 18-percent savings.


The new Storm Water Specialist position is needed to effectively perform the duties which were previously done by the Civil Engineer IV, and to assume several new duties.  As noted in this evening’s consent case to Adopt Resolution #25-039 Approving Proposal for Interim Stormwater Management and Water Resources Engineering Services, approximately 70-percent of the Civil Engineer IV’s time is spent reviewing stormwater management design calculations/models/reports, administering permit applications for the Lower Rum River Watershed Management Organization (LRRWMO), serving as staff liaison to the LRRWMO and attending the monthly Board meetings, managing the City of Ramsey's Municipal Separate Storm Sewer System (MS4) program, inspecting stormwater infrastructure, addressing public inquiries related to stormwater management and wetlands, managing and programming stormwater capital improvement projects, and other various duties pertaining to stormwater management and water resources.

The new Storm Water Specialist will play a vital role in protecting and improving the City’s surface and stormwater resources. The position will ensure compliance with local, state, and federal water resource regulations while fostering community engagement and environmental stewardship. Key responsibilities include management of the City’s Local Surface Water Management Plan, Municipal Separate Storm Sewer System (MS4) Program, staff liaison to the LRRWMO, and related initiatives designed to enhance water quality and sustainability.

The role demands expertise in stormwater and water resources management, strong communication and analytical skills, and a commitment to both technical excellence and public education. Collaboration with internal staff, external agencies, and community stakeholders is essential to achieve the City's water resource goals.

Essential duties and responsibilities will include, but may not be limited to:

1. Stormwater and Water Resource Management
2. MS4 Erosion Control Program Oversight
3. Customer Service and Internal Support
4. Staff Training
5. Public Engagement and Education
6. Regulatory Compliance and Collaboration

The individual hired for this position must possess:

• Considerable knowledge in surface and stormwater management practices, including erosion control, water quality monitoring, nutrient mitigation, and stormwater infrastructure maintenance
• Advance knowledge of environmental regulations, MS4 permitting, NPDES standards, and TMDL implantation
• Familiarity with GIS tools, GPS technology, and water quality modeling software
• Strong communication and interpersonal skills for effective interaction with residents,  businesses, contractors, and regulatory agencies
• Analytical skills to assess complex water resource challenges and propose practical, sustainable solutions
• Proficiency in Microsoft Office programs; experience with GIS and hydrological modeling tools preferred
• Ability to manage multiple projects simultaneously, work independently, and contribute to collaborative teams
• Ability to effectively communicate both written and verbally
• Regular and reliable attendance during regular business hours, and after hours as needed
• Ability to work under tight deadlines and pressure
• Ability to perform duties with tact, diplomacy and discretion
• Ability to be detail oriented and follow through with tasks
• Ability to maintain a team and service-oriented approach to work
• Ability to accept criticism or discipline
• Must exhibit a positive attitude

As such, the 2025 wage scale for this position is recommended to be set at an amount not to exceed $36.18 to $45.23.  This wage will need to be negotiated with the AFSMCE (American Federation of State, County, and Municipal Employees) union. 

Note, the remaining 30-percent of the Civil Engineer IV’s role will be delegated to current Engineering staff for the remainder of 2025.

This evening, staff is asking for a consensus of the City Council to negotiate the wage scale with AFSCME and begin recruitment for a Storm Water Specialist.   The anticipated start date for the new position will be approximately late May or June.

Part 2:
Previously, in 2022, the City Council approved a restructure within Public Works which included eliminating the Public Works Superintendent position and returning to a Public Works Director/City Engineer structure to oversee all of Public Works and Engineering.  The process in 2022 included steps that would set the City up well for growth, having a well-defined staffing succession plan in place, allowing staff to grow their knowledge and potentially advance within the department.  This included:

• Promoting the City Engineer to Public Works Director while retaining City Engineer status
• Promoting the Parks and Assistant Public Works Superintendent to Assistant Public Works Director
• Promoting Civil Engineer II to Assistant City Engineer
• Promoting Engineering Technician II to Engineering Technician III
• Backfilling the Engineering Technician II position

The following reorganization above occurred prior to establishing an aggressive road maintenance plan.  Following the plan changes, additional inspection staff were added, bringing the Engineering Department to its current staffing level of 7.5 FTEs. 

Part 3:
2026/Planned restructure, as part of the succession planning discussion and general city growth, it was thought that the dual role of Public Works Director/City Engineer would be effective for about three years.   The three-year mark is nearing an end, and Staff proposes a final restructuring, effective January 1, 2026.   More information regarding this will be discussed at the meeting and through the 2026 budget discussions.   In summary, staff recommends the restructure to include the following changes:

1. Eliminate the dual role of Public Works Director/City Engineer and create a Public Works Director position to serve as department head over Public Works.  This adds .5 FTE to the Public Works Department.
2. Re-establish City Engineer to serve as department head over Engineering.  This adds .5 FTE to the Engineering Department.
3. Maintain three support positions to the City Engineer to complete office related tasks like plan design, reporting requirements, plan review and general customer service.  This may include some position title changes/reclassifications.
4. Hire an additional Engineering Tech II or similar to assist with field inspections.  This adds 1 FTE to the Engineering Department.

If implemented, the Engineering Department would move to 9 FTEs.  The increase in FTEs would be supported through the influx of road funding established in 2023, increasing our stormwater duties to better meet requirements and the continued private development that is occurring and expected to continue to occur over the next at least five years.  The work load for the increase is already present, but levy constraints and needs in other departments in recent years have limited the request.  To meet the work load requirements, the city utilizes contracted support from private engineering firms.

There is no funding required at this time for the purposes of eliminating the Civil Engineer IV and hiring a Storm Water Specialist.

To provide general consensus direction to negotiate the wage scale with AFSCME and begin a recruitment for a Storm Water Specialist.   

To provide general consensus direction to negotiate the wage scale with AFSCME and begin a recruitment for a Storm Water Specialist, or based on discussion.