Agenda - Council - 05/12/1992 - Laserfiche WebLink

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POSITION OF PERSONNEL By: Ryan Schroeder, City COORDINATOR Administrator CASE # 7 Background: At the Apvi~ 28,~ 1992 Personnel Committee meeting, the Committee recommended that an increase for the Pers{bnn01 Coordinator in salary grade and wage retroactive to January 1, 1991 be dealt with by the City ~2oU~cil as a whole. Enclosed for your review is the Personnel Committee agenda and the draft mihut~s from that meeting. I have also enclosed a survey of the positiOns that deal with personnel issues in the Stanton V cities between 10,000 and 20,000 population. The question has been raised[;on more than one occasion if the City of Ramsey is too small to have a full time position of P~ers0nnel Coordinator. It has been my position that regardless of title, each city has an individual; 6r individuals, working on personnel issues as all or part of their position. This survey bares this 0t~t, This survey also points out that there are generally three strata of positions working on personln~l issues. From the survey, 17 cities responded that their city manager or city administmt' 6r spends a proportion of his/her time on personnel items. The percentage of times varied and ~ou ~will note that the average rate of pay for these positions is $59,645/year. Nine cities resp0fided that they additionally had department managers or quasi-department managers working onI.~perSonnel matters as well. The average rate of pay for these positions is $44,282. Eleven citiei responded that they had technical or clerical support personnel working all or part of their time off personnel with the average wage ranging from $26,584 to $29,491. It has been, rny e.gperience that personnel is becoming an ever more complex and important issue to be dealt witl~ in ,a professional manner; and that when a department head such as a finance officer or similar pq~sit~n has the principal charge of personnel, personnel will take a back seat to other duties. Th~ef0re Federal and State requirements such as ADA compliance and the AWAIR program ot~t6n either do not get handled or do not get handled effectively. It follows then that I am absolutely ic~)nvtnced that the City of Ramsey has benefitted and will continue to benefit by the position ofiaifull; time personnel coordinator. You will note by a perusal of the Personnel Committee agenda as well as the m~nutes that it ~s my position that{it was the Council intent in 1991 to make an adjustment in the wage of the Personnel CoordinatOrlin some manner. You will also note that it is my position that when an adjustment is made and [lie p~)sition changes from an hourly one eligible for overtime payment to a salaried position, th~ all overtime and compensatory time earned during 1991 should be rescinded and replaced by ~t salary. This would be a savings of $1,355 in 1991 in overtime and compensatory time. You ~ill n~ote also that I made three suggested recommendations from which to chose with the verbal Plesei~tation that there may be other potential adjustment scenarios but that it was my position thatranY adjustment be tied to something rather than picking a wage which does not bare any relationship .to a salary plan or something similar. Finally, it shpuld be noted that my recommendation to the Negotiating Committee on the exempt package, being considered the same evening, includes in it a base wage for 1991 for consideration 1992 for th~ 7Perionnel Coordinator of $28,160.