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opportunities, not to mention burnout for staff currently being taxed with much more than their <br />normal job responsibilities. Having the Management Intern fill in has worked thus far. As we <br />begin to get more applications in and the work load increases, I am not confident this will be the <br />case. This also does not take into account any other positions taking vacation or an extended <br />leave during this time and the ability to cover for that individual. Currently, we have the <br />Management Intern part- time; we cannot assume he will be here in perpetuity. <br />• Can the service provided be reduced, eliminated, or contracted out? <br />The service provided cannot be eliminated. Elements of the position could be contracted out, but not the <br />day to day phone calls, the meetings with citizens or helping the drop -ins. Also, it would not be practical <br />to contract out site plan review, although it could be done. Planning services are typically contracted at <br />$70.00 to$120.00 an hour depending on the level of expertise needed. The department already <br />contracts out larger projects on an as needed basis. <br />This is a replacement position. <br />• What is the budgetary impact if the position is not filled (e.g., additional <br />overtime /compensatory time off costs) <br />The environment coordinator consistently maxes out on compensatory time because of the additional <br />hours put in on projects and events. We have been so busy lately that the management intern could <br />have easily worked overtime hours every week for the last month. And all of this is indicative of a <br />workload during a downturn in the housing market. As the housing market recovers, the workload will <br />increase even more and the City should be prepared to be proactive rather than reactive. Therefore it is <br />my recommendation that the associate planner position be filled in order that the Department can <br />deliver services consistent with expectations./ have not considered the filling of this position in a vacuum. <br />1 have looked at it in the context of the overall Community Development Department and the staffing <br />plan for the entire department. 1 have attached additional documentation for your review. <br />• What are the circumstances that warrant the creation of this new position? <br />3. What is the total annual cost of the position (e.g., salary, taxes, benefits, equipment, <br />etc.)? <br />Annual Cost of the Position: The amount would be approximately $62,737. <br />