Agenda - Council - 02/08/1994 - Laserfiche WebLink

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BY: ORGANIZATIONAL ISSUES Ryan Schroeder, City Administrator CASE # Background: Under the Minnesota Human Rights Act, Section 363.073, businesses which (a) have more than 20 full-time employees on a single working day, at any time during the previous t2 months, and (b) bid on or make a proposal for a state contract or agreement for goods or services in excess of $50,000 must have a Certificate of Compliance issued by the Commissioner of the Department of Human Rights. The Affirmative Action Plan meets the requirements for receiving a Ce~ficate of Compliance. Every two yem's the City of Ramsey is required to update and submit an Affa'mative Action Plan to the Department of Human Rights, and we are currently at the point where our Plan must be updated and submitted for approval. As part of the Plan, the City's Organization Chart needs to be reviewed and updated in order to determine the results of our hiring practices as it relates to our Affirmative Action Plan. Also of note is that since 1985 the Pay Equity Act has impacted organizational swactures in many municipal organizations. Historical pay and classification patterns to which we are all accustomed have been altered by State compliance with comparable worth. Hence, our organizational decision making has been forced to rely upon position valuation by an outside third party which then receives State review. We can no longer afford to alter positions within a classification system unless it has valuation suppor~ Attached is our current Organization Chart dated June 21, 1991. As you can see, there are several positions listed on the chart that are no longer at the City of Ramsey, such as Assessor, Administrative Coordinator and the Senior Engineering Technician. In addition, there are several reporting relationships that have changed due to these changes. Also attached is a proposed Organizational Chart dated February 4, 1994 taking into account all of the above changes. I expect to have discussed the proposed chart with current department heads Police Chief Mike Auspos, Finance Officer Jessie Hart and City Engineer Steve Jankowski and will share those comments at this Personnel Committee meeting tonight. (There were no suggested changes in the Fire Department and therefore the Fire Chief was not present at the department head meeting.) In looking at the proposed organization Chart you should note that the format has changed to more accurately depict span of control. Senior Management continues to be shown similarly to what we are all used to. We have, however, shown first-line supervisors all on the same line regardless of department. Support and service personnel follow as the third-line in our three- level organization. In addition to format changes in the organization Chart itself, I have taken this opportunity to suggest changes within departments themselves as follows: The City Engineer has always worked closely with the Project Manager and Zoning Administrator. With the loss of the Engineering Technician position, coordination between these positions will become increasingly important. Therefore, I have suggested these two technical positions report directly to the City Engineer rather than the City Administrator. This will result in a limit of direct reports to the City Administrator to only Senior Management (although certainly working relationships will continue to be active). I have also suggested changing the Project Manager rifle to Economic Development Coordinator to more accurately depict the position budget and