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I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br /> <br />CASE # <br /> <br /> ORGANIZATIONAL CHART <br /> BY: Ryan Schroeder, City Administrator <br /> <br />Backgroun~l: <br />Attached is ~u' current Organization Chart dated June 21, 1991. As you can see, there are <br />several positions listed on the chart that are no longer at the City of Rarnsey, such as <br />Assessor, Ad~ninistrative Coordinator and the Senior Engineering Technician. In addition, <br />there are sev'~ral reporting relationships that have changed due to these changes. Also <br />attached is a ~roposed Organizational Chart dated February 4, 1994 taking into account all <br />of these. <br /> <br />In looking at ~he proposed Organization Chart you should note that the format has changed <br />to more acct~ately depict span of control. Senior Management continues to be shown <br />similarly to ~hat we are all used to. We have, however, shown first-line supervisors all on <br />the same line~egardless of department. Support and service personnel follow. <br /> <br />City Adminis{rator <br />Senior Management <br />Professional~echnical <br />Technica//Cldrical Support and Services <br /> <br />Salary Grade Comp Worth Points <br />22 134 <br />16- 19 100- 119 <br />13 - 15 85 - 99 <br />6- 12 50- 84 <br /> <br />The position~ proposed in the Senior Management line of Police Chief, City Engineer, <br />Finance Offiger, Fire Chief and Administrative Services Manager all control specific <br />functions.of the City. These positions however are also relied upon to view issues with a <br />"big picture" ~ocus where decision-making crosses deparnnental lines. <br /> <br />The position~ proposed in the Professional/Technical line of Public Works Supervisor, <br />Parks Superv!sor, Building Official, Accounting Supergisor, Sergeant and Assistant Fire <br />Chief all have. the common element of independent decision-making for their respective <br />technical are~ of expertise. They are all the fzrst line of supervision within their areas. <br />This staff is r~lied upon to-ensure that the task-oriented elements of their functional areas <br />are addressed ~ts efficiently and effectively as possible. <br /> <br /> 4 <br />The TechnicS/Clerical Support staff is expected to approach decision-making in a task- <br />oriented rnam!~r as it relates to their departments. <br /> <br />Committee &ction: <br />Motion to recOmmend/not recommend to City Council that the Organizational Chart be <br />approved. :: <br /> <br />Review Ch~klist: Also distributed to: <br /> <br />City Administrator Finance Officer <br />Personnel Coordinator Police Chief <br /> ~ City Engineer <br /> <br />PC:3/8/94 <br /> <br /> <br />