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FILE <br /> CITY OF ARDEN HILLS <br /> MEMORANDUM <br /> DATE: March 1, 2001 <br /> TO: Mayor and City Council <br /> FROM: Joseph P. Lynch, City Administrator <br /> SUBJECT: Proposed Reorganization <br /> Recommendation <br /> The City Administrator recommends that the City Council authorize the restructure of the City of <br /> Arden Hills organizational chart, and position(s), roles, responsibilities and job descriptions to <br /> achieve: <br /> 1. Better customer service for both internal and external customers; <br /> 2. Reduce the number of direct reports to the City Administrator; <br /> 3. Create more accountability for the establishment and prioritization of workload for <br /> support staff, as well as performance evaluation; <br /> 4. Allow management to more-effectively deal with the highest priority goals and <br /> projects of the City. <br /> • Background <br /> When I was brought on board, there seemed to be a lot of questions surrounding what to do <br /> about the morale and possibility of increasing the size of the support staff. The City had just <br /> undergone some significant changes in a short period of time. The Community Development <br /> Director and the Assistant to the City Administrator had just left the City. The Department <br /> Secretary had been with the City for less than one (l)year; the Receptionist had been with the <br /> City for less than one (1)year; there was a new Parks and Recreation Director who had been <br /> with the City for less than one (1) year; and the Recreation Program Supervisor had been with <br /> the City for less than one (1)year. <br /> During the course of the interviews for the position of City Administrator, it was pointed out to <br /> me that there would need to be some changes or something done in the way of support for <br /> administration. I was given to understand that the previous City Administrator had been <br /> authorized to increase the size of support staff, but had never brought back a recommendation to <br /> do so. I have waited until this time, because I wanted to see what was in place, evaluate the <br /> skills and abilities of current staff, discuss needs with Department Heads, look at the current <br /> structure and function, and evaluate all of that together. <br /> • <br />