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Personnel Committee 4. 1. Meeting Date: 07/10/2012 By: Colleen Lasher, Administrative Services Title: Resolution to Authorize Staff Position/Wage Modifications Due to Organizational Changes Background: The city maintains a position, classification, and wage plan for all positions in accordance with federal and state laws. The plan is reviewed periodically to ensure that responsibility levels and wages are commensurate with the work performed. Hourly wages are considered "base pay" calculated as "steps" that are four percent apart with step 6 representing 100%. From time to time it becomes necessary to update the city's positions and wages based on organizational changes and the City Council's staffing strategy. When this occurs, the City Administrator makes recommendations based on to the following factors: • Maintenance of equitable relationship between classes, based on relative duties, responsibilities, and educational requirements. • Indicators, from the appropriate labor market, for comparable work under similar conditions. • Current recruitment and retention experience. • Comparable worth for all positions within the organization. • Ability of the City of Ramsey to fund the position. Anoka County Employee "Thank You Checks" Aside from the above plan, staff was asked to provide data related to the Anoka County "Thank You Checks" that were issued in April to County employees. In summary, checks in the amount of $300 or $150 were given to employees as a "thank you" for the hard work that was demonstrated through their 2011 budget cutting process. The money was not added to the employee's base pay, nor was it processed through payroll. The memo is attached for review. Note: The following report focuses largely on significant changes to certain employee's position descriptions; changes that required additional responsibility, an overall increased workload, and, in some cases, additional education. Recent Staffing History in Ramsey In the last two years there have been seven professional level employees, in addition to others, that have left the City, as follows: Assistant Finance Director, Building Official, Deputy City Administrator/Community Development Director, Deputy City Clerk, Economic Development/Marketing Manager, Human Resources Manager, and the Planning Manager. As a result of these reductions and in an effort to realize savings through attrition, other employees have taken on many of the responsibilities previously handled by those that left. Most recently, when the Deputy City Administrator/Community Development Director resigned there were reverberations that effected Administrative Services, Community Development, and the Finance Department. Specifically, the responsibilities of the Senior Planner, the HR Representative, the Senior Accountant; as well as the Associate Planner/Environmental Coordinator were impacted. It should be noted; as a result of less significant staffing changes in 2010 and 2011, the following staffs positions were updated as follows: The Associate Planner became the Senior Planner, the HR Technician became the HR Representative, the Accountant I became the Senior Accountant, the Environmental Coordinator became the Associate Planner/Environmental Coordinator, and the Administrative Sergeant became the Lieutenant.