Agenda - Council - 08/13/1996 - Laserfiche WebLink

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to respond whether they are interested in reappointment, advertisement, and review of the questionnaire. Mayor Hardin inquired regarding the definition of the term "vacancy." Administrative Services Manager Waite Smith advised a vacancy will exist when someone moves, dies, or term expires. Mayor Hardin suggested this be more clearly defined to assure new applicants and incumbents are treated the same. He supported including a definition of what "vacancy" is and language that says a term that is expiring is not considered a vacancy until the person notifies the City that they do not want to apply or some other action. Councilmember Beyer suggested that a revised draf~ be prepared by staff and submitted prior to consideration. On the list of sample interview questions, Mayor Hardin suggested adding a question regarding previous experience or background which would be helpful to serve on the commission. Administrative Services Manager Waite Smith explained these are core questions and concurred with Mayor Hardin's suggested addition. Consensus reached to direct staffto revise the draf~ policy on commission appointment to incorporate discussed revisions for consideration at the next Ramsey Personnel Committee meeting. Case #2: Exempt Employees City Administrator Schroeder recommended the City follow the same format for Exempt personnel wages as was followed with AFSCM~ personnel, including any changes in benefits or wage administration as occurred with AFSCIvI~ and in the case of medical, LELS as well. Over the last four years, that has been done and the City Administrator recommends a similar format as the AFSCME fOrmat used in 1996. The employer contribution to medical coverages results in an increase for those choosing dependant care to $312 per month effective August, 1996 and would remain at $290 for those purchasing lessor medical coverages. City Administrator Schroeder reviewed his recommendation for all exempt personnel, except his position, for an increase of 5% which varies depending on relationship to class and amount of tenure. He reviewed a table identifying wages, seniority, total step adjustment, salary, and percentage of increase, and noted one exception due to wage compression with the Police Department. Over the past three years, the police patrol unit has received somewhat higher increaser than the Sergeant position. Also, the patrol unit is eligible for overtime, while the Sergeant is not. City Administrator Schroeder explained this has resulted in a situation where the highest wages within the patrol unit are within 5% of the total annual earnings of the Sergeant. Therefore, he recommended in addition to the increase in the wage proposal, that an additional $1,153 be allocated to the Sergeant position which results in a total increase of 4.39%. City Administrator Schroeder advised he has asked with all impacted personnel except the Parks and Utilities Supervisor (who is out of town), and received negative comments from Personnel Committee/July 9, 1996 Page 4 of 6 I I I I