07/11/1986 - City Council Human Resources CommitteeAGENDA
PERSONNEL COMMITTEE MEETING
JULY 11, 1986
FRIDAY - NOON
MUNICIPAL CENTER BUILDING
I. FLOW CHART FOR COMPARABLE WORTH
ANALYSIS
II. REVIEW POSITION VALUES/REVISE TSP'S
III. CONSIDER FINANCIAL IMPACT OF PROCEDURES
TO ACCOMPLISH COMPARABLE WORTH
IV. DEVELOPMENT OF RANGE PLACEMENT
CRITERIA
V. OTHER BUSINESS
VI. ADJOURNMENT
MEMO TO: PERSONNEL COMMITTEE MEMBERS TOM EGAN & TED WACHTER
FROM: CITY ADMINISTRATOR HEDGES
DATE: JULY 8, 1986
SUBJECT: PERSONNEL COMMITTEE MEETING
SCHEDULED FOR 7-11-86
A Personnel Committee meeting is scheduled for noon on Friday,
July 11, 1986, in Conference Rooms A & B to discuss items as
listed on the attached agenda. After review of the flow chart,
Administrative Assistant Duffy and the City Administrator will
briefly review the next three agenda topics. We are not expecting
the Personnel Committee to provide policy recommendations on
Items 2, 3, and 4 at this meeting. It is recommended that we
concentrate on Item 2 after the brief presentation during our
first meeting. Our purpose for adding the other two agenda
items for a brief review is to allow the Personnel Committee
to begin a thought process toward developing all policy recommenda-
tions associated with the Comparable Worth analysis for review
and consideration by the City Council at some future date.
Attached is an outline that provides some background information
f or Items 2, 3, and 4 on the agenda. A copy of the flow chart
is enclosed regarding Item 1. Also, some spread sheets that
designate the point value for certain positions by job category
and another spread sheet by Department are enclosed for your
review.
All Personnel Committee meetings will be adjourned promptly
at 1:30 p.m. or sooner to respect your work schedules.
City Administrator
cc: Honorable Mayor & City Councilmembers
Administrative Assistant Duffy
TLH/kf
Attachments
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OBJECTIVES/COMPARABLE WORTH
I. REVIEW POSITION VALUES/REVIEW & REVISE TSP'S WHERE
NECESSARY/ARRIVE AT FINAL POSITION VALUE STRUCTURE
A. Make recommendations for positions whose TSP's should
be reviewed.
1. Check for discrepancies.
a. Compare to benchmark hierarchy.
b. Compare to "like" positions' place in hierarchy.
B. Consider advising the changing of titles/designations
to match tasks/responsibilities.
C. Consider advising the reorganization and reassignment
of tasks/responsibilities in individual positions.
D. Consider the impact of the above:
1. On the City's organization structure.
2. On the individual employees.
NOTE: The administrative staff will be checking TSP's in
cases where they perceive possible discrepancies; department
heads and supervisory staff will be checking the TSP's for
their departments where they perceive possible
discrepancies; and it is presumed that many individual staff
members will wish to review their TSP's. Under the Control
Data method, only individual tasks and the percent of time
spent on these tasks can be changed. These type of changes
may or may not affect a position's total value.
II. CONSIDER FINANCIAL IMPACT OF & PROCEDURES TO ACCOMPLISH
COMPARABLE WORTH
A. Consideration of methods to bring salary ranges into a
comparable worth equity.
1. Consideration of different formulas for
establishing ranges to conform with point values.
2. Consideration of freezing positions which are
above salary range line.
a. Addition of lower starting salaries for
present ranges.
b. Freeze top/actual salaries until fall into
the equitable range.
1
3. Bargaining group ranges
a. Any "different" proposed salary ranges will
have to be bargained.
b. Consideration of reclassification of
positions within bargaining groups.
(1). Addition of classifications to Clerical
group contract (and/or reorganization of
individual positions to classifications)
(2). Consideration of division of Maintenance
Workers into three classifications:
Utility, Streets & Parks.
NOTE: Although the clerical workers will
probably be agreeable to reclassification to
fit position values, the maintenance workers
have traditionally held to the concept of one
pay range for all maintenance workers,
whatever the classification.
c. Consideration of standard procedure to set
salary range for position classifications
which contain positions of different,
although closely related, point values.
(1). Standard of highest point value.
(2). Standard of averaged point values.
` (3). Standard of lowest point value.
B. Develop time frame for implementation of salary equity.
1. Beginning on or retroactive to October 15, 1986.
2. Target date for achievement of equity.
a. 1988
b. 1989
c. 1990
III. DEVELOPMENT OF RANGE PLACEMENT CRITERIA
A. Performance
B. Longevity and/or experience
C. Hours over 40 per week for exempt workers (no overtime
pay)
2
/
-
PCOM DEPAMMENr REAM
ASSISrAWS
PROFESSIONAL DEMM
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SAUGE, EIDE & SELLER, P. A.
ATTORNEYS AT LAW
WATER VIEW OFFICE TOWER, SUITE 303
1200 YANKEE DOODLE ROAD
EAGAN, MINNESOTA 55123
PAUL H. HAUGE
KEVIN W. EIDE
DAVID G. KELLER
LORI M. SELLIN
MICHAEL J. MAYER
Chief Jay Berthe
Chief of Police—City of Eagan
3830 Pilot Knob Road
Eagan, Minnesota 55123
ARLA GODS 612
TLLLPHONL 456.8000
July 10, 1986 454.4224
Re: Punitive Damages Against Municipal Officers or Employees
Dear Chief Berthe:
Being aware that the Minnesota Legislature has enacted a provision which reads
as follows: "A municipality may not save harmless,"indemnify or.insure-Ap!
officer or employee for punitive damages levied against the officer or ...._.
'employee. The municipality jaay provide the defense 4gainst a claim for
`punitive damages as a necessary incident to'other'elements of a defense.", you
have asked the following question: What may the City, the individual officers
or the officer's defense fund do to protect the individual officers against
claims for punitive damages?
The insurance policies held by the City of Eagan have, to my knowledge and
through my discussion with Bruce Medvec, never insured for awards against
punitive damages. These policies continue to provide for the defense of the
individual officers as well as the City of Eagan and so there is no change in
the insurance coverage provided to the municipality.
The City of Eagan's contract with the police officers does provide that the
City will indemnify the officer for claims of punitive damages awarded against
the officer where the officer was acting in the scope of his employment. As
now provided by statute this is no longer possible..
I have inquired of Mr. Medvec as to whether there is insurance coverage
available to the officers individually or as a group which would provide
coverage for the officers. To the best of Mr. Medvec's knowledge, if I am
quoting him correctly, this insurance is not available as, again, the
insurance industry has never been willing to insure claims against punitive
damages.
The only remaining source of security for the police officers in this area
would appear to come from the organizations of police officers either on a
municipal or on a state level. It is therefore suggested that the Eagan
Chief Jay Berthe
July 10, 1986
Page Two
Police Officers Defense Fund which has recently been established may serve as
a good vehicle to develop a "slush fund" at a municipal level to provide for
payment of claims on behalf of the officers. In addition, the Minnesota Peace
Officers Association may also serve as a statewide vehicle to provide this
security for the officers and the City may wish to become actively involved in
lobbying for such a fund.
I wish to reiterate that the City may still provide for the defense of the
individual police officers and this is specifically provided for in our
insurance coverage. Captain Geagan has informed me that someone at the County
level has indicated that insurance coverage could be obtained as a group. Mr.
Medvec was not aware of the availability of such coverage and this seems to be
philosophically inconsistent with policy exclusions which consistently exclude
coverage for punitive damages. If there is the possibility of such insurance
coverage, perhaps this could be brought directly to Mr. Medvec's attention so
that the scope of coverage and the cost of the premiums can be examined.
Very truly yours,
HAUGE, EIDE & KELLER, P.A.
Kevin W. Eide
KWE:cjb
cc: Thomas L. Hedges
Bruce Medvec