CCP 07-31-2006 - Laserfiche WebLink

Home Browse Search

Page 2 of3 DISCUSSION . Proposal # I: The proposed organization chart is attached, Staff recommends approval of the chart as proposed. The changes can be summarized below: . The name of the department is changed from "Operations and Maintenance" to "Public Works" . lIence, the title of the position "Operations and Maintenance Director" is changed to "Public Works Director", . The position of "Recreation Program Supervisor" is upgraded to "Parks and Recreation Manager." . At some time after the Director position is filled, the engineering function will begin reporting to that position, One item of notc is that there will be some costs associated with the department name change. At this time we are putting together as estimate of those costs but at this point they appear to be minimal. At the July 31 meeting we hope to have a verbal update regarding these costs, Proposal #2: As noted under Proposal #1, the Recreation Program Supervisor position is being upgraded to Parks and Recrcation Manager. Attached is a proposed job description for the upgraded position, . As proposed the Manager position will take on some of the parks and recreation management responsibilities formerly assigned to the O&M Director position. This is proposed so that the Public Works Director can focus more on public works areas as well as engineering. With the upgraded position taking on additional management duties, I am proposing that we budget for additional seasonal hclp for recreation programming, This will likely take the form of an intern position, working from April or May through August at full time hours, The intern position will be visited in more detail during the 2007 budget preparation process, Because of the additional responsibilities being assigned to the position, 1 am proposing that the salary range for the position be upgraded. Due to time constraints and the lack of similar comparable positions in the metro cities, it is difficult to look at the external market for guidance on the salary at this time. However, in reviewing our internal structure, some conclusions can be drawn which lead to a salary recommendation, It should be noted that the Assistant City Administrator and 1 have started the process of reviewing salaries for non-union cmployees. Next year the City will be required to submit a Pay Equity report to the State of Minncsota, which will necessitate the process of reviewing salaries, In addition, with the recent resignations of two City employees and development ofrecruitment plans, we have studied salary comparables and feel that ultimately we may need to recommend some adjustments as we develop the 2007 budgct. So, the recommendations in this report are being made so that we can proceed with thc rcorganization and recruitmcnt of a Dircctor, but will be studied further to see if any additional adjustments are needed. .