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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. 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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 ' . ' -- SUPERVISUES TMEDCIANS CLERICAL ` nn--� _ ma OFF; a^NNomAIDE oMoRrommm,muum 64 � --- — '— '----'-- , � ny CIoAUmMMAuOR 62 122 FAYROLUACCM PAY CLEM 59 ' no CLEW Tjrp= (M) UMXrf MAINIENANCE WORE - ----'------- - — '' 119 55 - no --' '-------- — — n,115 51 50 GARAGE CLERK TYPTST DIRECTOR CF FnZbN[E= CLK 47 ,° . ,n ` 112 m _ _ ___ .ID9 108 .- xv---- ------- -------------- — � va -'---�-------------------------' - 104 AIM CAPTAIN; AIM ASK (HCHEN) 103 102 DIRECTOR CF. FUBLM -WORKS 101 99 98 96 FARE SUPERINBIMM 95 94 CITY PLANNER ���� - 93 CHIEF ouEFoUILIMmOFFICIAL, ~ n�--- - �--- --�-- ' 88 ASSIMANT CITY ENGnM PARK PLANNER/ARCH 87 86 OFFICE MANAGER 83 7a _�_ omAImra; cauT^vl= n aERMANT ounama 3T4EW w mmu=om INITSooM / 74 73 AM ASSISIANT (FINANCE) AD41N ASSISrANr (FINANCE) _ 72mEMsmIMa*ERmoOR _ _ umoEEmW TEmz " CHIEF MECHANIC m . m ' s 65 _ ma OFF; a^NNomAIDE oMoRrommm,muum 64 63 62 61 60 FAYROLUACCM PAY CLEM 59 58 CLEW Tjrp= (M) UMXrf MAINIENANCE WORE 56 55 51 50 GARAGE CLERK TYPTST 48 47 46 39 38 37 36 s 34 33 32 � � 1101091081061037ll 10219,99795 PARK SuPffmmmEa94 cny PLANNER13aZ9190 88 PARK PLqmwm 87 86 CEW OF POLICE \ 85 124 Id 123 MY ADMMMM 57 56 um ax, CWTV ANDM WARDEN 121 82 120 - --- ----''---- '--' JcO=ANT PER FOREMAN CHIEF nrdsrmum 118 80 117 ~ 116 �aEo�/�u� 78 114 76 DAMSrIGAMR 1101091081061037ll 10219,99795 PARK SuPffmmmEa94 cny PLANNER13aZ9190 88 PARK PLqmwm 87 86 CEW OF POLICE \ - - 59 85 MPT OF MTEEM/EXIP Id 84 57 56 um ax, CWTV ANDM WARDEN 82 PLANNER I - --- ----''---- '--' JcO=ANT PER FOREMAN CHIEF nrdsrmum ����� ���^M� --- ---' 80 ` m�smum�oz ~ 79 �aEo�/�u� 78 oom��wmmov�) 76 DAMSrIGAMR 75 AMNISTRATIM M. ASSISTANT OUNANCE) 72 F02ECICN SUPERVISOR 45 69 67 CSO 66 SEMAHY (PAM/P.I.) RADUNG AIDE POLICE OFFICER 65 40 64 ASSMW CLEW 63 62 37 61 -PAYRIVACONIS PAY CLERK 36 PART IDE HM MAW - - 59 MPT OF MTEEM/EXIP 57 56 um ax, CWTV ANDM WARDEN - --- ----''---- '--' .`` ����� ���^M� --- ---' � ` m�smum�oz ~ --------------�^==xMm�`- ----------~~ �aEo�/�u� , oom��wmmov�) - - 59 57 56 um ax, CWTV ANDM WARDEN a 51 45 42 CSO All 40 37 36 PART IDE HM MAW 34 33 12 31 30 29 zT 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