2025-01-22 CC Packet - Laserfiche WebLink

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While our full-time employee (FTE) count is down from 4.5 to 3.5, staff is proposing a few changes to routine operations in order to balance workload. The proposed changes are listed below: Proposed Temporary Changes to Routine Operations Increase the finance directorÓs hours to assist with compliance paperwork for state and federal grants, HR, IT and other related tasks. The finance director is already involved in these areas but would take on a larger role for each. Suspend or scale back responsibilities with Beyond the Yellow Ribbon, Chamber of Commerce and other outside agencies. Hold Board and Commission meetings every other month, or as needed to reduce staff time dedicated to preparing meeting packets for these groups Request that EDA members attend select partner agency meetings to ensure city representation at key events. Postpone installation of the next exhibit for our History Niche. Assign select website responsibilities to an alternate staff person(s). Strategically determine which off-site meetings, advocacy opportunities, and trainings to attend. Proposed Salary Historically, the Pay Plan has had the City Administrator position slotted for Grade 15. With that in mind, and recognizing the interim nature of Ms. LewisÓ role, we would suggest that the temporary compensation rate be set at the lower end of that Pay Grade. Given Ms. LewisÓ experience, staff suggests placing her at Step 2. While in the role as Interim City Administrator, Ms. Lewis would be on salary and not subject to overtime compensation. The base salary at Step 2 is $106,828.80 or $51.36 per hour for 40 hours per week. This range is still below the Finance DirectorÓs compensation at $59.54 per hour. As the City Council begins to formulate a job profile for the City Administrator position, it may be prudent to examine the pay range of Grade 15 on the Pay Plan. The current, 2025 range, across 9 steps is $100,921 - $148,428. Mr. StatzÓs current salary is $143,200, or slightly above Step 8 (of 9). If Ms. Lewis is not selected as the next City Administrator, her salary would revert to her current salary once the new Administrator is in place. If Ms. Lewis is selected as the next City Administrator it is important to understand that it may be appropriate to place her starting salary somewhere higher than her interim pay, to reflect the permanent nature of the position and the responsibilities that come with that. Summary and Recommendation If the City Council is amenable to the Leadership Transition Plan, as presented, herein, including the changes to routine operations and interim salary considerations, it would be appropriate to have a ÐMotion to approve the Leadership Transition Plan as presented in the Staff Memo dated January 16, 2025.Ñ 158