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 April 28, 1992 Personnel Comn-fittee meeting, the Committee recon-n-nended that an increase for the Persony~el Coordinator in salary grade and wage retroactive to January 1, 1991 be dealt with by tile City COuncil as a whole. Enclosed for your review is the Personnel Committee agenda and the draft mintiteSfrom that meeting. I have also enclosed a survey of the positions that deal with personnel issdes iff the Stanton V cities between 10,000 and 20,000 population. The question has been raised tm more than one occasion if the City of Ramsey is too small to have a full time position of Pepsonnel Coordinator. It has been my position that regardless of title, each city has an individual, or dndividuals, working on personnel issues as all or part of their position. This survey bares this out.i h also points that there are T' is survey out generally three strata of positions working on personneli issu~es. From the survey, 17 cities responded that their city manager or city administrat0r!spends a proportion of his/her time on personnel items. The percentage of times varied and You Will note that the average rate of pay for these positions is $59,645/year. Nine cities responded that they additionally had department managers or quasi-department managers working on personnel matters as well. The average rate of pay for these positions is $44,282. Eleven cities .i'esPgnded that the), had technical or clerical support personnel working all or part of their time on perSonnel with the average wage ranging from $26,584 to $29,491. It has been mY. experience that personnel is becoming an ever more complex and important issue to be dealt with iin a professional manner; and that when a department head such as a finance officer or similar Po~,iti°n has the principal charge of personnel, personnel will take a back seat to other duties. Theriefore Federal and State requirements such as ADA compliance and the AWAIR pro,am ofterl either do not get handled or do not get handled effectively. It follows then that I am absolutely convinced that the City of Ramsey has benefitted and will continue to benefit by the position of a full time personnel coordinator. You will note by a perusal of the Personnel Committee agenda as well as the minutes that it is my position that it was the Council intent in 1991 to make an adjustment in the wage of the Personnel Coordinator i.n some manner. You will also note that it is my position that when an adjustment is made and thc position changes from an hourly one eligible for overtime payment to a salaried position, theft alt overtime and compensatory time earned during 1991 should be rescinded and replaced by a salary. This would be a savings of $1,355 in 199i in overtime and compensatory time. You will note also that I made three suggested recommendations from which to chose with the verbal presentation that there may be other potential adjustment scenarios but that it was rny position that ~anY 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 should be noted that my recommendation to the Negotiating Committee on the exempt package, beigg considered the same evening, includes in it a base wage for 1991 for consideration 1992 for the PersOnnel Coordinator of $28,160.