7.8.
CC Regular Session
- Meeting Date:
- 12/10/2019
- By:
- Colleen Lasher, Administrative Services
Information
Title
Adopt Resolution #19-288 to Approve Position Reclassifications
Purpose/Background:
The purpose of this case is Council consideration of the reclassification of four current city positions; the Human Resources Generalist, Deputy City Administrator, Assistant Fire Chief/Fire Marshal, and the Civil Engineer II. The reclassifications were included as part of the budgeting discussions and are accounted for in the 2020 budget. This case seeks to accurately classify and compensate City employees for the work performed.
The reclassifications listed below reflect the City’s desire to maintain an effective organization. Reclassifying positions, when needed, serves to retain high performing employees and furthers the City's mission to work together to responsibly grow our community, and to provide quality, cost-effective and efficient government services.
The following positions have changed to include additional, more complex duties and the employees in these positions are working outside of their current job classifications. Therefore, staff recommends the following reclassifications, effective January 1, 2020:
1) Reclassify the current Administrative Assistant to Human Resources Generalist
2) Reclassify the current Community Development Director to Deputy City Administrator
3) Reclassify the current Fire Marshal to Assistant Fire Chief/Fire Marshal
4) Reclassify the current Engineering Technician III to Civil Engineer II
Draft job descriptions are attached.
A brief explanation of the changes include:
Again, the staff in these positions have been working out of their job class in order to meet the public service needs in their respective areas.
The reclassifications listed below reflect the City’s desire to maintain an effective organization. Reclassifying positions, when needed, serves to retain high performing employees and furthers the City's mission to work together to responsibly grow our community, and to provide quality, cost-effective and efficient government services.
The following positions have changed to include additional, more complex duties and the employees in these positions are working outside of their current job classifications. Therefore, staff recommends the following reclassifications, effective January 1, 2020:
1) Reclassify the current Administrative Assistant to Human Resources Generalist
2) Reclassify the current Community Development Director to Deputy City Administrator
3) Reclassify the current Fire Marshal to Assistant Fire Chief/Fire Marshal
4) Reclassify the current Engineering Technician III to Civil Engineer II
Draft job descriptions are attached.
A brief explanation of the changes include:
Human Resources Generalist: This position has taken on more independent HR work including assisting employees with benefits and benefit changes, collaborating with payroll, overseeing city's employee Family Medical Leave Act (FMLA) administration, coordinating drug and alcohol testing, serving as point of contact for employee First Reports of Injury/workers compensation interactions as well as managing all on-line NeoGov recruitment.
Deputy City Administrator: This position was upgraded in 2018 to add additional responsibilities as Acting City Administrator. As part of this upgrade, the position assumed a greater role in supporting the City Administrator. The proposed position provides a role that develops skill sets and experiences in line with City Administration and creates a succession planning opportunity. New duties are to include, but not limited to: cross functional administrative project leadership, capital development project administration, and management analysis for the organization.
Assistant Fire Chief/Fire Marshal: This position, held by the full-time Fire Marshall also has paid on-call responsibility as Assistant Chief. This request will combine both positions and eliminate paid on-call position. The additional responsibilities of the position are to assist in the overall planning, implementation, supervision and direction of the Fire Department along with the development, coordinating and scheduling of fire/EMS training. This position will also assist the Fire Chief in implementing policy and direction to improve operational readiness and support responding firefighters.
Civil Engineer II: This position reclassification recognizes the achievement of successfully passing the Professional Engineer's examination and achieving a license to practice as a Professional Engineer under the laws of the State of MN. Obtaining a PE license allows the employee to legally sign engineering studies, reports, plans and documents on behalf of the city. The primary duties of the employee generally remain the same, except the employee is now eligible to sign off on behalf of the city those documents noted above, which will also enable the employee to assume additional duties with added responsibilities over time. This change works to provide better overall cross training and internal capacity and stability within the Engineering Department.
Deputy City Administrator: This position was upgraded in 2018 to add additional responsibilities as Acting City Administrator. As part of this upgrade, the position assumed a greater role in supporting the City Administrator. The proposed position provides a role that develops skill sets and experiences in line with City Administration and creates a succession planning opportunity. New duties are to include, but not limited to: cross functional administrative project leadership, capital development project administration, and management analysis for the organization.
Assistant Fire Chief/Fire Marshal: This position, held by the full-time Fire Marshall also has paid on-call responsibility as Assistant Chief. This request will combine both positions and eliminate paid on-call position. The additional responsibilities of the position are to assist in the overall planning, implementation, supervision and direction of the Fire Department along with the development, coordinating and scheduling of fire/EMS training. This position will also assist the Fire Chief in implementing policy and direction to improve operational readiness and support responding firefighters.
Civil Engineer II: This position reclassification recognizes the achievement of successfully passing the Professional Engineer's examination and achieving a license to practice as a Professional Engineer under the laws of the State of MN. Obtaining a PE license allows the employee to legally sign engineering studies, reports, plans and documents on behalf of the city. The primary duties of the employee generally remain the same, except the employee is now eligible to sign off on behalf of the city those documents noted above, which will also enable the employee to assume additional duties with added responsibilities over time. This change works to provide better overall cross training and internal capacity and stability within the Engineering Department.
Again, the staff in these positions have been working out of their job class in order to meet the public service needs in their respective areas.
Notification:
As stated, the reclassifications listed above were discussed as part of the 2020 budgeting process and have been included in the 2020 City budget.
None of the positions require back filling to replace the original position.
None of the positions require back filling to replace the original position.
Observations/Alternatives:
Observations/Alternatives:
Option #1: Reclassify the four positions as described.
Option #2: Do not reclassify the above listed positions.
The pros and cons of the above actions are tied to the Strategic Plan. The key reason to reclassify these positions is to more accurately recognize the job functions that these employees are currently performing and to proactively work to retain the City's talent--reducing the risk of turnover costs and loss of institutional knowledge.
Option #1: Reclassify the four positions as described.
Option #2: Do not reclassify the above listed positions.
The pros and cons of the above actions are tied to the Strategic Plan. The key reason to reclassify these positions is to more accurately recognize the job functions that these employees are currently performing and to proactively work to retain the City's talent--reducing the risk of turnover costs and loss of institutional knowledge.
Funding Source:
The 2020 funding required for this action has been accounted for in the 2020 budget at approximately $12,372 for all four reclassifications. Specific funding requirements are as follows:
1) Reclassify the Administrative Assistant to Human Resources Generalist $1423
2) Reclassify the Community Development Director to Deputy City Administrator $4305
3) Reclassify the Fire Marshal to Assistant Fire Chief/Fire Marshal $3397
4) Reclassify the Engineering Technician III to Civil Engineer II $3247
1) Reclassify the Administrative Assistant to Human Resources Generalist $1423
2) Reclassify the Community Development Director to Deputy City Administrator $4305
3) Reclassify the Fire Marshal to Assistant Fire Chief/Fire Marshal $3397
4) Reclassify the Engineering Technician III to Civil Engineer II $3247
Recommendation:
Staff recommends option #1 to reclassify the four positions listed and to adopt resolution # 19-288.
Action:
Motion to adopt resolution #19-288 to Approve Position Reclassifications, effective as of January 1, 2020, as follows:
1) Reclassify the current Assistant Assistant, Sue Hurd, to Human Resources Generalist, at step 3 of the new wage scale, which is $28.06 per hour; and
2) Reclassify the Community Development Director, Tim Gladhill, to Deputy City Administrator, at step 6 of the new wage scale, which is $62.36 per hour; and
3) Reclassify the Fire Marshal, Carey Schiferli, to Assistant Fire Chief/Fire Marshal, at step 3 of the new wage scale, which is $43.68 per hour; and
4) Reclassify the Engineering Technician III, Joe Feriancek, to Civil Engineer II, at step 3 of the new wage scale, which is $37.23 per hour.
1) Reclassify the current Assistant Assistant, Sue Hurd, to Human Resources Generalist, at step 3 of the new wage scale, which is $28.06 per hour; and
2) Reclassify the Community Development Director, Tim Gladhill, to Deputy City Administrator, at step 6 of the new wage scale, which is $62.36 per hour; and
3) Reclassify the Fire Marshal, Carey Schiferli, to Assistant Fire Chief/Fire Marshal, at step 3 of the new wage scale, which is $43.68 per hour; and
4) Reclassify the Engineering Technician III, Joe Feriancek, to Civil Engineer II, at step 3 of the new wage scale, which is $37.23 per hour.
Attachments
- Resolution #19-288
- Human Resources Generalist JD
- Deputy City Administrator JD
- Assistant Fire Chief Fire Marshal JD
- Civil Engineer II JD
Form Review
| Inbox | Reviewed By | Date |
|---|---|---|
| Colleen Lasher (Originator) | Colleen Lasher | 12/05/2019 10:42 AM |
| Kurt Ulrich | Kurt Ulrich | 12/05/2019 02:44 PM |
- Form Started By:
- Colleen Lasher
- Started On:
- 11/21/2019 03:51 PM
- Final Approval Date:
- 12/05/2019