Discussion Regarding the AFSCME Career Ladder

The 2017 - 2018 labor agreement between the City of Ramsey and AFSCME included a Memorandum of Understanding to meet and confer over the course of the contract to discuss the possibility of creating and implementing a career ladder for the Public Works Maintenance staff.   

Staff partnered with the University of Minnesota and the Resilient Communities Project in an effort to develop a Career Development Program (Career Ladder) that could be presented to the City Council for consideration while also supporting the City's strategic plan; specifically as it relates to goal #4 An Effective Organization.  

A summary of the effort is shown below:

1.  Description 
The City of Ramsey has roughly 80 staff members. Recruiting and retaining talented professionals is an important aspect of the City’s human resource strategy. The objectives of this project included the following:

• Designing a “career ladder” for public works and maintenance employees in the City of Ramsey, including information on best practices, relation to compensation, job descriptions, and requirements for moving up the “steps” of the ladder
• Considering best practices for implementing a career ladder for public works and maintenance employees in other benchmark cities
• Considering how seniority and cross-training should be incorporated in the career ladder

2.  Methodology
• Researched best practices from benchmark cities identified by Ramsey human resources staff, including Coon Rapids, Champlain, and Anoka
• Conducted literature research on career ladders and compensation
• Identified advancement criteria—including licensing, training, and continuing education—for career advancement within each job ladder, based on interviews with senior staff/supervisors in Ramsey and other benchmark communities

3.  Findings
The report outlines a career ladder program for maintenance staff in Ramsey’s Parks, Street, Building Maintenance, and Utilities Departments, as well as mechanics employed by the City, including City policy regarding training and education reimbursement.

For each department, the report defines a three-level career ladder and progressive job opportunities, including minimum requirements for advancement through the career ladder as well as licenses, training, and/or continuing education coursework necessary for advancement.

The attached report contains an appendix with example forms and checklists to implement the proposed program, including:

• Application for Advancement
• Level Advancement Checklist
• Career Development Progress Report
• Level Movement Approval Form
• Continuing Education/School Request Form
• Development Activities Completed Form

4.  Recommendations/Conclusions
The student report proposes implementation of a career ladder program for public works and maintenance workers in the City of Ramsey, as well as further consideration of the following:

• Three-deep staffing: including cross-training requirements in the advancement criteria for each career ladder
• Clarification of entry requirements: consider including minimum requirements for entry into the program (either general requirements, or requirements specific to each role/position)
• Clarification of career-ladder progression process: include specifics about how employees will be evaluated at each stage of the respective career ladders

5.  Next Steps
The report recommends the following next steps:

• Finalize edits to Career Development program document
• Consider compensation numbers for each position in the career ladder; contingent upon funding and the contract negotiations
• Obtain final review and approval from employee unions, Ramsey senior staff, and elected officials as needed
• Announce program to employees

 

Up to 30 minutes.

There is no funding required at this time.  Any funding implications would be discussed as part of the negotiations process for the next union contract.

Colleen Lasher, Human Resources Manager

To receive City Council feedback and guidance regarding the career ladder program.