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Home My WebLink About2003-06-18 WS CC Packet Centerville City Council Work Session June 18, 2003, 6:30 p.m. Salaries & Benefits 1. Overview of Pay Equity System 2. Review Salary & Benefit Surveys 3. Discuss Budget Implications (C.O.L.A., etc.) Other Budget Considerations 1. Review City Expenditure Comparisons 2. Review Revenue & Expenditure History 3. Review Tax & Levy Comparisons 4. Levy Limit Capital Spending 1. Capital Improvement Projects for 2004 , ".'" . ~.^- Department of Employee Relations 200 Centennial Office Building 658 Cedar Street St. Paul, MN 55155-1603 651-297 -1184 TTY 651-282-2699 www.doer.state.mn.us June 11,2003 Kim Moore-Sykes City Administrator Centerville 1880 Main Street Centerville, MN 55038 Dear Ms. Moore-Sykes: Thank you for submitting your pay equity report required by the Local Government Pay Equity Act M.S. 471.991 - 471.999 and Minnesota Rules Chapter 3920. Unfortunately, your jurisdiction did not meet certain requirements, resulting in a non-compliance ruling by the Department of Employee Relations (DOER). However, the good news is that you have a grace period to meet the requirements and submit a new report prior to any penalties being assessed. You have received this "First Notice of Non-Compliance" because your jurisdiction did not pass one or more ofthe compliance tests. The details enclosed are public information and must be supplied to anyone upon request. More information about compliance and reporting requirements are on our website at www.doer.state.mn.usin the "Guide to Understanding Pay Equity Compliance and Computer Reports" and the "Instructions for Completing Pay Equity Implementation Report." You may also call and request copies of these materials. This first non-compliance ruling entitles you to two options: 1. Make any necessary salary adjustments and submit a new report within the grace period; 2. Request reconsideration. This option is for jurisdictions that need a longer grace period or believe the non-compliance ruling was made in error. A reconsideration request form is enclosed and must be submitted by the date written in on the top of the form. Whether you choose Option I or Option 2, your jurisdiction must submit a new report including current salaries and other data. It is very important that you respond on time for whichever option you choose. A "Second Notice of Non-Compliance" will result in penalties being assessed back to January 1, 2003. An equal opportunity employer that supports workforce diversity Page 2 June 11, 2003 We are eager to help you achieve compliance, and urge you to contact us as soon as possible. We are available to review the information you plan to submit prior to officially filing your new report. This informal "preliminary review" may prevent a second non-compliance ruling and the penalties that would result. Ifwe do not receive a report from you by September 11,2003 a second notice of non-compliance will be issued resulting in penalties being assessed from January 1, 2003 until compliance is achieved. If you have any questions about this notice or pay equity requirements, please contact me at (651) 296-2653; (651) 297-2003 TTY. Sincerely, c-- ~~ Faith Zwemke Pay Equity Coordinator Attachments \ ,.Ii.-/' , /:/ ,j q .,JL--!V~ )\ ~' 1; rp ~1 /"1., 1'iljV (..... '" . i",..I\J ,. "IV '~') (AA.,~ ;oJ....., Jill> ' . iT v :i' 'I"" ;. v Date: To: From: Pages: Friday, 16. January 1998 City ofCenterviHe Jim March Phone: 612-429-3232 Fax: 612-429-8629 Local Government Consulting Dorothy A. Person Phone: 612...465-3109 Fax: 612-465-3109 _14 w/cover_ Subject: Jim - attached is tbe Job .Evahlstion System which you: can wre for review 2S needed. If copies are requested, you can certainly distribute them as needed. I have talked with Mary Jo. A5 you will note on the Reeeptionist evaluation poin~, the position is rated as minimal as possible, except in two areas. The experience was rated with a year experience needed due tu operating the various machines, working with the public, and the ability to type aecurately. tl this experience Is seen u unnecessary by the City, this would reduce the poinu by 20 point3. The total points, however, would still be at a grade 2. The rnctor tbat gave the position the higher ranking is Contact~. If you will review the system attached, you will note that degree three is a~signed to this level for this ~ position. Then look at the the verbiage of the JOB ANALYSIS FACTORS - Contacts - Factor 4. Ii yon review degree 3, it talks about contact with general publi~ tact is re,quired to maintain goodwill. The next lowest factor, degree 2, references conta'~_t3 within the department or organization. For this reason, it cannot be at level 2. The rerommended title of the p<Jsltlon is sim.ply a. reflection of records, etc. If th~ title is not refie~tive, you may want to leave it at Receptionist for DOW, until you develop 8 job descripoon. Since!lo many items heipthe City Clerk, liuch as minutC3 and preparation of packet information, another title may become apparent later. If not, the receptionist title may be the best for now. CITY OF CENTERVILLE JOB ANALYSIS FACTORS FACTOR O~""E "EDUCATION Thil'! factor rneasu~ the knowledge cOMldererl to be the minimum pre-requisite to rearning and performing the job. Itre~erg to knowledge and ,,1..-11( attained from formal education rather than Oil the job expenence. Degrtt Description Some knowledge of basic rnathemati~ grammar and English. May include typing, shorthand. bookkeeping or machine operation usually acquired by comQ,letintt high ~chooL 1 2 Knowledge gained through speci:aJiz.ed C'llunes in 8ubjecm sueh as acrounring and office!setretaria.I procedures, bookkeepingl usually atqulred by one 'Ve.ar of con~ v~tioJ1aJ. business or technical S(h~ 3 Knowledge gained through $pecialiZffiCtJ~r2~-.irl5nbjec!s sueh as a social, administrative, 3cientifii; teC}u:i1~l;:.().r, specialized field of knoWledge as typically acquired by completing two Ve9l'S of collQle.. tec.hnkal or bU8m~ schoo~ or comoletion offuU anorenticesh!ps for four vean or more~ 4 Requi~ broad or considerable knowledge, advanced training in a comprehensive field of smdy of all administrative, socja~ finan.~ maltagemen~ compu:~ scienc~ or tedlnica] fi<!1o; equivalent to ;& four year deel'ee. 5 Requires advanced training in a compre.bensive field of study, an ad'Val]c~d or technically specialized freld. Equivalent tD one Dr two years in a graduate scbool leading to a Master'~ De2ree. copyright LGC Ja.nuary 1996 u~/~~/~~~O ~~~~~ OJ.~'-!-O'-'..:J':"':J:J L..W.....HL-. ................. I :----'-"'-.1'-''- I '..-IU FACTOR 1'W'O - EXPERIENCE This f&ctor repre~entl'l the minimal amount of time usually required for an individual to . 1 bave previou.sly e:~rned In order to perform the duties satisfactorily under normaUy supervision. Degree Delcdption 1 Up to one year 2 One to two years 3 two to four years 4 fulll' to six years 5 six years and over .~. .~- (,J.L.t ..:.. ~r _ ::l~l",J '-J.-/. .~...,. ~':'",,"""'.J.........J.'~ ..J FACTOR THREE ~ COMPLEXITY OF D1JTIES .~- This f~ctor mea:mres the degree to which the duties are complex, involved in the job, the amQunt Qf indepeJdellt action, tbe degree to whIch the dlrties are identified by standard practice., procedure, and the extent to which the employee is required to make ded~ions, the amount of reoIDurcefu1n~t and devising new method5. Degree Description 1 Work ~ routine or repffitiv~ and fullows c!airly prescribed standard practices; requires use of defmite procedures and minimal individual judgment; work is done under immediate supervision or mvolves little choice 35 to method of performance. 2 Work jg generally standardized but in'l'oives choices of action within sta.ndacd practice shown by a wide range of established rules and reguJ~tioIl!l; judgment :is required in application of various established rules, procedure5 a~d dedsions that may affect quality, ac.curacy. 3 Divenli'ied duti~, and :may reqUireextem!\ivc knowledge in a specific work a~; reguira the use of judgment in the analysis, adaptation and interpretation of eusblished pradices and procerlures to meet problems and situations to which their application is Bot cle2riy defined. ,~ 4 Wide vBrieiy of duties. typically difficult, complex or technical; application of policies and pI"Oeedu..re!l to situations not previously covered. Comirlerable judgment is required to apply independerrtly apply factna} background and fundamental principles, but decisions are guiden by general preee!ient and policies. Requite8 the ability tD act independently in formulating and implementing policies and programs for the organb:ation as a whole. Difficult work on highly tet:hnical or invo}yed proje1:t.~; :require:! ollbtanding judgment, initiative and ability to deal with complex f2ctorn not e~sny evaluate; little precerlent is present. 5 6 Mast act independently in forIIlulating and implementillg policies and program!5Jj)r the o~nization as a whole;rese.a~ch, pial.'l and organize inllolviBg the appncatiQD of 11 bigh. degree of judgment, initiative and ingenuity. ---. ~~i_~/_~~O y=.~~ vJ.~....,.....)......--,.J.r...;= L...,-'............t- ''''':UV! ............, l-....J'..JL... FACTOR FOUR ~ CONIACTS WITH OTHERS This factor meast'res the requirement or respoD:!libility for handling contacts that are comidcred essent.Jl for complete performance of the job; consider the rrequeJllcy and importance {lfthe contacts, tae4 imluencing, and the good will afthe public. Degree Description 1 Personal cOnta~1s are routine in llilture. such as furnishing and obtaining information upon reque5t, with others within the org~mh:gtion. 2 Occasional conta~1s with others within the d.e~rtment or orglurization on routine :mattei3 or occasional contacts outside of the organization to furnish or obtain routine information or r{'lplH1:s; requires some tact to avoid roisundentanding or improper handling which could l!ff~t results. However, the primary re.-;ponsibility of harmonious relationsbipsls remined by the immediate supervlooi'. , ,3 Reg-um contact with other ~ncies or general public to obtaiu or supply factual information. Tact il!i required to obt.ain cuoperation or maintain goodwill, avoid friction. 4 Regular contacts with others outside or inside the organization, including elected officiab and frequently with admin~trative or llupervisory F~sitioms; obtains cooper1itinn; approvaL'l of action:!, may rep.re>ent organiz2tioD. to the public which requires m.fl.uence to obtain cooperation or approval::!; improper handling of wme of the duties will ha:ve a .major impact OR .operating results. s Regular contacts of considerable importance on significant matter'l, usually with contacts outside the organ.ization; frequently involve difficult negotiatioos that require a well deve1cpcl ability to infiuenct: and mainmin good relations, I -'..H._ ULi_~/~j~O ~=:~~ OJ.....:.'.::::::i..:lLt:J-: L-w.......,...,l- ~.::1-' '-,/ r '......'~, 1"":;1.-;.... FACTOR FIVE - WORK SCHEDULE CONTROL The conditions w':lich a job is performed and the effect on an incumbent!~erting pre53ures from eA~ernally impooed factor.3 beyond the immediate Cl)Dtrol of the employee. ~ 1 2. 3 4 ::'l Oe$cription Wark m not typically demanding, can be acrompli8herl. normally in the normal work day and involve!! minimal stress or pressure.. Up to 20 % of a typical day is involved iu this level of str-a!!. \Vork is occasionally den1anding and may requir9the incumbent to work beyond reguiar hours, meet desd1in:es, or reschedule work because of interruptions; this occasionally e:o.o:erts unusually pressure or strm. Up to 4a% of the typical day is involved in this level of stress. 'York is :wmetime5 demanding and frequently C2llSe5 pressure; r~chedules work becaine of inlerruptions Of meetings or other de!a)'s. The typica1 a!l$lgnmenfu J].o:nnaUy e~ert unusual p~ure or stress. Up to 60% oftb.'i: tj''Pd('3],;~:Y is involved in tlilii level ohtres~. Work ffl iU.lmsually demudin~ and cause> 3ubstantial pressure; rescheduie3 work because of interruption5, meetings, or other delays. The 3:!lsignmenVJ oormally aert lmUgnal pre!lSure or stress. Up to 75% of the typical day is involved in thi.81evel of !tTe!;S. Normal working ennditions el!USe5 conthmou:!l gt~8; res.cheduling of work is regular b~U8e of frequent or regular interruptions, meetings or de!ays. The work rn a 3eries of crises overwhieh the incumoont has little control. Up to 100% of the typical day i5 illvolverl. in this level of stress. ~-..:<.:... 0,' '..JJ.I _:J.'" _~~O U:;.:.J~ OJ.":''"+';.J...J...J.l...c..:..J 1.-'-1......;-.,1..- .~'" '.Jl..JI'-.J'-''-- FACTOR SLX - LA TrrUDE Consider the deg:~~ to which decisions are typically made. Review the amount of uncertainty invol:erlt how much the position requires the i1lcumbent to seek alternatives and impacton othen 1 ,., .. :3 .1 "T 5 .~ RespoI15ible for minimal decision making in work product quality or quantity; typically decisions are limited to tasks or activities as assigned by others. Deci51oD5 aTe usually based on the basis of previoull exptrience, procedur~ and estabiimerl practice; may identify procedures, techniq ues or routines in specitlc circumstances. Moderate re;poJ15ibility for improvement and cozuistency of work product; typical deci~ions rosy develop plans and schedules to acrnmpHsh goals, including how to best use n."3ourc~ for goals as dneloperl by others. DeparimentEd or unit responsibility; formulates plans for the department, including ohjectives ami gmilii; Effe>.:t orded~:\)m affect the public, clients or others outiide of the depsrtIrle3t; dedsit,ms are orten .!1l.sde within uncertainty and.b.lvoh'e ' the ~nocation of rewurces. Resul-m both internal and external to the organization are a common part of this position; deci1rion~ generally are only limited by orga~oon policy, governlng body approvj} OT nmmcial COll!tr:aints. Outcomes may not be easily known. FACTOR SEVEN - PHYSICAL EFFOR.T The physical erro:rt required to perform the job is measured. includin2 the fatigue due to intensity and rom Ji.uity of the work; include manual dexterity and coordination required to do tbis position. Dea".ree Description 1 Little or 110 mart of a poysicalnature Qr coordination is requirerl; dutie5 allow for intermittent sitting, 5tanding or walking ., ... Light ph)l81cal effort ~uiIiOO, working with ligDt'weight materials; Routine operation of busin~s machines or light equipment which resuit5 in some fatigue; !Ilome standing/walking. 3 F:r~ueDt or repetitive wQrk of a mechanical or machine nature. Almost continuous work. Occasional difficult working positioml. moderate phY:3ic:al effort, some liftingl carrying. ,1 .... Continue::pbysicaI effort in working with moderately heal')' ,i'l2t..eri;lI. Ongoing sumding, twisting, eye or back main; conUnUQU5l1Se . ofae:o:t{;rity i.;nd ~rdinatioo 5 Use of heavy materials 00 an ongoing basm, s~taineU U3e of physical effort in heavy materlabl; continual effort or :frequent work with heavyweight materials.. Continuou~ standing or walking. '_'.l. I _::':l :.. ::::J 0 "-I ~. ...; ~ O.1...:..'-T':';''';'':;.1.r:..J;:J L-;-'......I"-!1._ .....u .., f """-'1 1_''-.'1.... . ."AT.' F ACTOR EIGHT - WORKJNG CONDITIONS '-.... This factor measneg the SUTI'DUndings or physical conditions under which the job ill typically perform",..;! and the extent to which conditions make the job d~greeable or uncomforUlbie. Degree Description 1 Work em-ironment is generall.v plea82llt, free of dust, di...-t, loud noises orphysI~aI distractions; typically an office environment. 2 Good working conditions. Occasional expooure to noise, dust, ne34 etc. as part 01 job t)'pically performed. Some element present that mak.e5 conditions less desirable than usually found in office. 3 Somewhat undesirable working conditions. Exposed to noise, dust beat, humidity and other elements, but non continuously pl"'e!.ent to the extent of being disagreeable. 4 U"ndesi~ble wor.illlg conditioi1g.,~~~:,;) noise, dust, beat, humidity and other elements. One e1emeni~Jltii,li1cusiypre:;ent to the extent of being disagreeable, but not ii!ually' more tnan one at ~ time. 5 E.xtreme1y Ulldairabie working cvnrlilions. EJ.!:poseO to noise, dU5t, beat, fum~ ~d other elements with several C!lntinuously pre3eTIt to the e,."rtent of being di!l2~-eesble. r ;-;\....ii... _ "-' 01/:3;:398 03:54 51:24:;53103 LOC,:l,L 1;;c.JV I '(';UN~LJL l;;d r'~'.:;=- _ _ FACTOR N!l"m - CHARACTER OF SUPERVISION Thi~ factor rnea3~Tes the type of responsibility for supervision or directing other employees and fur the accountability of time, equipment and materials or coordinating planning, overseeing or directing activities of othen. Degree Description 1 Part lime immediate supervisiolI or work diroc.tion over several employ~; acts as lead worker or foreman, primarily coordirulting the activities of (liners; limited responsibility for time, equipment and materials. 2 Immediate supervision over a major functio.o!section or department; most oi rime is spent in instruding, directing 2nd 1llilin taming/reviewing the work of others on a regular basis. Moderate respo.!1sibility for time, equipment and material3, Cj!n refer to supervi50r for :u~tance in thi:z r~pon8ibility. Di~ su~rvjsion ora major department wJthm theorganh.stio"Jf;._, pians, directs, maintains or reviews the work Qf:a grolfpOf ~plo~!~ on a :regular basis; relpooeible for time, equipment and m2teriels ,. of the department. 4 Direct and coordin2te the operations of a major .function. Organize work, sets up standards of performance; shape and interpret agenc'j policy. Directly responsible for this major function its accountability fur tiIne, equipment and materials. ~1/1c/lj~~ ~j:04 blL'I,?O",l!j~ LUI..,;f.l,L \;IUV I '!,...UN:::;UL I b\:J r'P.l..:::1:. FACTOR TEN - SCOPE OF SUPERVISION This factor measure the size or, number ofthe supervisory responsibility, expressed in terll15 oftbe nllmIX'!f' ofpenonsgeneraUy supervised; FuR Time Equivalents (FTE) are the basis in terms of p,nrt time or volunt~r situatioDe. Degree De8eription 1 Supervises 1-2 FTE , Supervises 2-5 FTE ,.. 3 Supervises 5-8 FTE 4 Supervw S-15 FTE 5 Supervises oyer 15 FTE ,- Co-y OF CE~TERVILLE JOB TITLE: DATE:. Factor Title 1. Ed~ati()n 2. Experience 3. Complexity 4. Contacts 5. Work Schedule 6. Latitude 7. Physical Effort 8. Working Conditions 9. Character of Supervision 10. Scope of Supervision POHfrSTOFACTO~EGREES Degree 1 2 3 4 5 6 POTh"TS 25 45 65 85 I 105 25 45 65 85 105 20 ~.. 50 65 80 95 -;) lO 20 30 40 50 5 10 15 20 25 10 20 30 40 50 S 10 15 20 25 :5 10 15 20 25 10 25 4D 55 70 10 25 40 55 70 1'OTALPOINTS JOB GRillE Grade 1 2 3 4 ~ 6 7 8 9 10 ..- 11 12 13 14 15 copyright LGC Jalluary 1998 TotJl] Points 120 ~nd under 121 - 156 157-192 193-228 229w264 265-300 301-336 337-372 373-408: 409-444 44~ 481-516 517-552 553-588 589-624 W..t J.Qt .. ,.JJ.... 0;..I-"~",, 1-0......_.-....... __ ~. -0:..._. .-__. __ OJ 41 .s:::. it) 1 III~! II N \1 1'''1 I~I !~ I rim I~I gl~1 I, I~II I, .L I _~ I /.I Ii, I . 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N ('I) o o N - ('I) ...... - co ,.~ City of Centerville Benefit Package Analysis V.E. 12-31-2002 Health Dental Life Total Afton 425.00 0.00 2.10 427.10 Arden Hills 560.57 88.92 4.10 653.59 Bayport 715.36 24.04 14.40 753.80 Centerville 478.74 58.77 0.00 537.51 Circle Pines 475.00 26.20 0.00 501.20 Corcoran 435.00 0.00 2.20 437.20 Dayton 480.00 68.55 1.95 550.50 Deephaven 440.00 36.11 0.98 477.09 Excelsior 490.63 27.63 varies 518.26 Falcon Heights 564.00 96.00 varies 660.00 Hamburg 793.00 0.00 0.00 793.00 Hanover N/A N/A 5.70 N/A Hugo 456.08 46.29 0.00 502.37 Independence 535.10 64.55 1.95 601.60 Jordan 475.00 0.00 6.30 481.30 Lake Elmo 100% 100% varies N/A Lauderdale N/A N/A 1.50 N/A Little Canada 100% 0.00 10.50 N/A Long Lake 100% 50% 2.40 N/A Mahtomedi 445.00 0.00 7.20 452.20 Medina 659.61 101.10 1.96 762.67 Minnetrista 440.00 0.00 6.40 446.40 Mound 585.00 26.20 1.95 613.15 New Prague 442.00 67.15 5.25 514.40 Norwood Young America 726.18 62.19 1.80 790.17 Oak Park Heights 872.93 91.40 varies 964.33 Orono 470.00 0.00 1.95 471.95 Osseo 565.00 12.30 3.50 580.80 Rockford 100% 100% 1.95 N/A Rogers 717.28 0.00 1.95 719.23 Shorewood 537.00 0.00 1.95 538.95 Spring Park 297.79 0.00 0.98 298.77 St. Anthony 525.00 0.00 1.95 526.95 St. Francis N/A N/A varies N/A St. Paul Park 500.00 34.65 1.90 536.55 Tonka Bay 526.11 36.11 1.95 564.17 Victoria 450.00 65.30 varies 515.30 Waconia 675.00 0.00 0.00 675.00 Wayzata 477.15 16.55 2.93 496.63 AVERAGE 538.70 31.89 3.02 576.93 Centerville % of Avg 89% 184% 0% 93% Source: Twin Cities Metropolitan Area Salary Survey - 2002 Compiled by: Stanton Group GrouD 7 Small Cities p' .., City of Centerville Benefit Package Analysis V.E. 12-31-2002 page 2 Notes: 1. The average city contributes $576.93 for a married employee , .,.;.7"" City of Centerville Health Insurance Analysis V.E.12-31-2002 Single Family Employee Employer Total Employee Employer Total Afton 0.00 272.80 272.80 359.99 425.00 784.99 Arden Hills 0.00 261.16 261.16 148.57 560.57 709.14 Bayport 0.00 308.85 308.85 45.16 715.36 760.52 Centerville 32.59 256.00 288.59 205.17 478.74 683.91 Circle Pines 0.00 268.83 268.83 246.34 475.00 721.34 Corcoran 0.00 297.79 297.79 350.25 435.00 785.25 Dayton 0.00 297.79 297.79 305.25 480.00 785.25 Deephaven 0.00 297.79 297.79 345.25 440.00 785.25 Excelsior 0.00 297.79 297.79 195.12 490.63 685.75 Falcon Heights 0.00 321.00 321.00 188.00 564.00 752.00 Hamburg N/A N/A N/A 0.00 793.00 793.00 Hugo 0.00 219.23 219.23 24.00 456.08 480.08 Independence 0.00 250.15 250.15 0.00 535.10 535.10 Jordan 0.00 221.25 221.25 175.95 475.00 650.95 Lake Elmo 0.00 100% 100% 0.00 100% 100% Little Canada 0.00 100% 100% N/A N/A N/A Long Lake 0.00 100% 100% 50% 50% 100% Mahtomedi 0.00 370.35 370.35 251.00 445.00 696.00 Medina 0.00 297.79 297.79 125.60 659.61 785.21 Minnetrista 0.00 297.79 297.79 345.25 440.00 785.25 Mound 0.00 297.79 297.79 200.24 585.00 785.24 New Prague 0.00 318.62 318.62 51.62 442.00 493.62 Norwood Young America 0.00 303.30 303.30 0.00 726.18 726.18 Oak Park Heights 0.00 364.71 364.71 130.00 872.93 1,002.93 Orono 0.00 297.79 297.79 315.25 470.00 785.25 Osseo 0.00 249.56 249.56 183.70 565.00 748.70 Rockford 0.00 100% 100% 40% 60% 100% Rogers 0.00 297.79 297.79 67.97 717.28 785.25 Shorewood 0.00 297.79 297.79 248.25 537.00 785.25 Spring Park 0.00 297.79 297.79 487.46 297.79 785.25 St. Anthony 0.00 297.79 297.79 260.25 525.00 785.25 St. Paul Park 0.00 427.96 427.96 292.41 500.00 792.41 Tonka Bay 0.00 297.79 297.79 259.14 526.11 785.25 Victoria 0.00 233.86 233.86 98.35 450.00 548.35 Waconia 0.00 360.16 360.16 110.45 675.00 785.45 Wayzata 0.00 297.79 297.79 308.10 477.15 785.25 AVERAGE 1.05 296.16 297.21 197.66 538.64 736.30 Centerville % of Avg 3100% 86% 97% 104% 89% 93% Source: Twin Cities Metropolitan Area Salary Survey - 2002 Compiled by: Stanton Group Group 7 Small Cities " ' City of Centerville Health Insurance Analysis Y.E. 12-31-2002 page 2 Notes: 1. Centerville is the only city in Group 7 not providing 100% single coverage. 2. The City of Centerville pays 86% of the average city share of the single premium for group 7 cities. 3. The total single premium for the City of Centerville is 97% of the average total premium for group 7 cities. 4. Centerville employees contribute 104% of the amount that the average city employee in group 7 contributes for family coverage. 5. The City of Centerville pays 89% of the average city share of the family premium for group 7 cities. 6. The total family premium for the City of Centerville is 93% of the average total premium for group 7 cities. ~ City of Centerville Dental Insurance Analysis Y.E.12-31-2002 Single Family Employee Emplover Total Employee Employer Total Afton 28.81 0.00 28.81 68.22 0.00 68.22 Arden Hills 0.00 31 .49 31 .49 0.00 88.92 88.92 Bayport 0.00 24.04 24.04 36.05 24.04 60.09 Centerville 2.74 24.67 27.41 6.53 58.77 65.30 Circle Pines 0.00 26.20 26.20 79.00 26.20 105.20 Corcoran 0.00 0.00 0.00 0.00 0.00 0.00 Dayton 0.00 26.05 26.05 0.00 68.55 68.55 Deephaven 0.00 36.11 36.11 90.26 36.11 126.37 Excelsior 27.63 37.37 65.00 65.00 27.63 92.63 Falcon Heights 0.00 77.00 77.00 58.00 96.00 154.00 Hamburg 0.00 0.00 0.00 0.00 0.00 0.00 Hugo 0.00 32.50 32.50 2.44 46.29 48.73 Independence 0.00 38.60 38.60 0.00 64.55 64.55 Jordan 0.00 0.00 0.00 0.00 0.00 0.00 Lake Elmo 0.00 100% 100% 0.00 100% 100% Little Canada 0.00 0.00 0.00 0.00 0.00 0.00 Long Lake 0.00 100% 100% 50% 50% 100% Mahtomedi 0.00 0.00 0.00 0.00 0.00 0.00 Medina 0.00 37.80 37.80 0.00 101.10 101.10 Minnetrista 23.50 0.00 23.50 69.45 0.00 69.45 Mound 0.00 26.20 26.20 53.00 26.20 79.20 New Prague 0.00 22.35 22.35 0.00 67.15 67.15 Norwood Young America 0.00 26.10 26.10 0.00 62.19 62.19 Oak Park Heights 0.00 34.15 34.15 0.00 91.40 91.40 ~ Orono 27.30 0.00 27.30 72.80 0.00 72.80 Osseo 0.00 12.30 12.30 0.00 12.30 12.30 Rockford 0.00 100% 100% N/A N/A N/A Rogers 0.00 0.00 0.00 0.00 0.00 0.00 Shorewood 24.04 0.00 24.04 69.28 0.00 69.28 Spring Park 0.00 0.00 0.00 0.00 0.00 0.00 St. Anthony 36.11 0.00 36.11 99.45 0.00 99.45 St. Paul Park 0.00 34.65 34.65 86.58 34.65 121.23 Tonka Bay 0.00 36.11 36.11 54.15 36.11 90.26 Victoria 0.00 27.41 27.41 0.00 65.30 65.30 Waconia 33.00 0.00 33.00 84.00 0.00 84.00 ----~- - - Wayzata 0.00 16.55 16.55 48.59 16.55 65.14 AVERAGE 5.64 19.11 25.27 31.62 31.86 65.46 Centerville % of Avg 49% 129% 108% 21% 184% 100% Source: Twin Cities Metropolitan Area Salary Survey - 2002 Compiled by: Stanton Group Group 7 Small Cities .~ City of Centerville Dental Insurance Analysis Y.E. 12-31-2002 page 2 Notes: 1. A significant number of cities did not provide dental. 2. Centerville is on par with those that do contribute. .. City of Centerville Life Insurance Analysis V.E.12-31-2002 Premium Paid by City Amount of Coverage Employee Family Total Employee Family Total Afton 2.10 0.00 2.10 10,000 0 10,000 Arden Hills 4.10 0.00 4.10 10,000 0 10,000 Bayport 14.40 0.00 14.40 40,000 0 40,000 Centerville 0.00 0.00 0.00 0 0 0 Circle Pines 0.00 0.00 0.00 0 0 0 Corcoran 2.20 0.00 2.20 10,000 0 10,000 Dayton 1.95 0.00 1.95 10,000 0 10,000 Deephaven 0.98 0.00 0.98 5,000 0 5,000 Excelsior varies 0.00 varies 10,000 0 10,000 Falcon Heights 1 x salary 0.00 varies varies 0 varies Hamburg 0.00 0.00 0.00 0 0 0 Hanover 5.70 0.00 5.70 15,000 0 15,000 Hugo 0.00 0.00 0.00 0 0 0 Independence 1.95 0.00 1.95 10,000 0 10,000 Jordan 6.30 0.00 6.30 30,000 0 30,000 Lake Elmo varies 0.00 varies 25,000 0 25,000 Lauderdale 1.50 0.00 1.50 25,000 0 25,000 Little Canada 10.50 0.00 10.50 50,000 0 50,000 Long Lake 2.40 0.00 2.40 15,000 0 15,000 Mahtomedi 7.20 0.00 7.20 20,000 0 20,000 Medina 1.96 0.00 1.96 10,000 0 10,000 Minnetrista 6.40 0.00 6.40 20,000 0 20,000 Mound 1.95 0.00 1.95 10,000 0 10,000 New Prague 5.25 0.84 6.09 25,000 4,000 29,000 Norwood Young America 1.80 0.00 1.80 10,000 0 10,000 Oak Park Heights varies 0.00 varies 50,000 0 50,000 Orono 1.95 0.00 1.95 10,000 0 10,000 Osseo 3.50 0.00 3.50 25,000 0 25,000 Rockford 1.95 0.00 1.95 10,000 0 10,000 Rogers 1.95 0.00 1.95 10,000 0 10,000 Shorewood 1.95 0.00 1.95 10,000 0 10,000 Spring Park 0.98 0.00 0.98 5,000 0 5,000 St. Anthony 1.95 0.00 1.95 10,000 0 10,000 St. Francis varies 0.00 varies 50,000 0 50,000 St. Paul Park 1.90 0.00 1.90 5,000 0 5,000 Tonka Bay 1.95 0.00 1.95 10,000 0 10,000 Victoria varies 0.00 varies 25,000 0 25,000 Waconia 0.00 0.00 0.00 0 0 0 Wayzata 2.93 0.00 2.93 15,000 0 15,000 AVERAGE 3.02 0.02 3.05 15,658 103 15,763 Source: Twin Cities Metropolitan Area Salary Survey - 2002 Compiled by: Stanton Group Group 7 Small Cities City of CenteNille Life Insurance Analysis Y.E. 12-31-2002 page 2 Notes: 1. CenteNille is one of few cities that do not contribute for life insurance premiums. 2. Only one city contributed toward family coverage. 3. The average amount of coverage provided for cities in group 7 is approx. $15,000 4. The average dollar amount contributed for premiums by cities in group 7 is $3.02. ,. '0'" Long-Term Disability Insurance Cost Analysis Qualifying Period 6 Months Employee No. Rate/ $100 $500/Mo. $1,000/Mo. $1,500 Mo. $2,000/Mo. $2,500/Mo. $3,000/Mo. Benefit Benefit Benefit Benefit Benefit Benefit 26 $1.58 $7.90 $15.80 $23.70 $31.60 $39.50 $47.40 47 $4.87 $24.35 $48.70 $73.05 $97.40 $121.75 $146.10 69 $1.58 $7.90 $15.80 $23.70 $31.60 $39.50 $47.40 75 $1.58 $7.90 $15.80 $23.70 $31.60 $39.50 $47.40 80 $0.96 $4.80 $9.60 $14.40 $19.20 $24.00 $28.80 91 $1.58 $7.90 $15.80 $23.70 $31.60 $39.50 $47.40 93 $2.54 $12.70 $25.40 $38.10 $50.80 $63.50 $76.20 94 $2.54 $12.70 $25.40 $38.10 $50.80 $63.50 $76.20 98 $1.58 $7.90 $15.80 $23.70 $31.60 $39.50 $47.40 $94.051 $188.101 $282.151 $376.201 $470.251 $564.301 $1,128.601 $2,257.201 $3,385.801 $4,514.401 $5,643.001 $6,771.601 Monthly Annual Long-Term Disability Insurance Cost Analysis Qualifying Period 3 Months Employee No. Rate/ $100 $500/Mo. $1,000/Mo. $1,500 Mo. $2,OOO/Mo. $2,500/Mo. $3,000/Mo. Benefit Benefit Benefit Benefit Benefit Benefit 26 $1.80 $9.00 $18.00 $27.00 $36.00 $45.00 $54.00 47 $6.55 $32.75 $65.50 $98.25 $131.00 $163.75 $196.50 69 $1.80 $9.00 $18.00 $27.00 $36.00 $45.00 $54.00 75 $1.80 $9.00 $18.00 $27.00 $36.00 $45.00 $54.00 80 $1.13 $5.65 $11.30 $16.95 $22.60 $28.25 $33.90 91 $1.80 $9.00 $18.00 $27.00 $36.00 $45.00 $54.00 93 $3.17 $15.85 $31.70 $47.55 $63.40 $79.25 $95.10 94 $3.17 $15.85 $31.70 $47.55 $63.40 $79.25 $95.10 98 $1.80 $9.00 $18.00 $27.00 $36.00 $45.00 $54.00 $115.101 $230.201 $345.301 $460.401 $575.501 $690.601 $1,381.201 $2,762.401 $4,143.601 $5,524.801 $6,906.001 $8,287.201 Monthly Annual 6/13/2003 2:26 PM L TO cost analysis -' '" 6/13/2003 Short-Term Disability Cost Analysis Employee No. Ratel $100 $100~eek $200~eek $300~eek Benefit Benefit Benefit 26 $4.50 $4.50 $9.00 $13.50 47 $4.50 $4.50 $9.00 $13.50 69 $4.50 $4.50 $9.00 $13.50 75 $4.50 $4.50 $9.00 $13.50 80 $4.50 $4.50 $9.00 $13.50 91 $4.50 $4.50 $9.00 $13.50 93 $4.50 $4.50 $9.00 $13.50 94 $4.50 $4.50 $9.00 $13.50 98 $4.50 $4.50 $9.00 $13.50 Monthly $40.501 $486.001 $81.001 $972.001 $121.501 $1,458.001 Annual Minimum Cost/Benefit STD & LTD Combined Employee No. $100~eek $500/Month Total Monthly STO L TO Premium 26 $4.50 $7.90 $12.40 47 $4.50 $24.35 $28.85 69 $4.50 $7.90 $12.40 75 $4.50 $7.90 $12.40 80 $4.50 $4.80 $9.30 91 $4.50 $7.90 $12.40 93 $4.50 $12.70 $17.20 94 $4.50 $12.70 $17.20 98 $4.50 $7.90 $12.40 Monthly $40.501 $486.00 I $94.051 $1,128.601 Annual $134.551 $1,614.601 2:16 PM L TD cost analysis "0:1' e i e + N 0 0 + CO 0) 1.0 + + ""'" ..- - ..- <Xl 0) 0) I "C en ..- c W I'-- CO 1.0 0 0 ('i) CO CO <Xl I'-- "0:1' ~ "d: <C! 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N ('t) o o ~ ('t) ..- -- co t City of Centerville Salary Step Calculation Budget Year 2004 End 2003 Beg 2004 Step Date End 2004 Kim Moore-Sykes 33.47 34.47 22-0ct 34.47 2,729.60 2,757.93 2,757.93 69,608.75 71,706.13 71,706.13 Paul Palzer 30.73 31.65 25-Apr 31.65 2,507.46 2,532.15 2,532.15 63,928.18 65,835.95 65,835.95 Ellen Paulseth 27.78 28.61 24-Apr 29.76 2,222.00 2,289.07 2,380.63 57,772.00 59,515.87 61,896.51 Teresa Bender 20.07 20.67 21-Dec 21.50 1,605.60 1,653.77 1,719.92 41,745.60 42,997.97 44,717.89 Ken Cook 20.54 21.16 8-Jul 22.00 1,643.20 1,692.50 1,760.20 42,723.20 44,004.90 45,765.09 Kristen Sweeney 14.50 14.94 17 -Jul 15.53 1,160.00 1,194.80 1,242.59 30,160.00 31,064.80 32,307.39 Tedd Peterson 17.51 18.04 15-Nov 18.76 (labor contract) 1,400.80 1,442.82 1,500.54 36,420.80 37,513.42 39,013.96 Joel McPherson 17.51 18.04 5-Feb 18.76 (labor contract) 1,400.80 1,442.82 1,500.54 36,420.80 37,513.42 39,013.96 Kim Stephan 12.68 13.06 13-Dec 13.58 1,014.40 1,044.83 1,086.63 26,374.40 27,165.63 28,252.26 Rink Attendant 8.00 8.24 8.57 640.00 659.20 685.57 16,640.00 17,139.20 17,824.77 6/13/2003 2:28 PM salary step calc-2004 00 00 00 00 "'0 '" 00 0 .. 00 00 00 00 ...0 ... 00 0 ... 00 cia 00 00 00 0 00 0 0 lO DO DO .. 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AsstlDeputv Clerk 1.00 $44,616 $43,153 $1,463 Total Administrative 4.00 $199,950 4.73 $235,531 -0.7 -$35,581 PW Director/Suoervisor 1.00 $44,429 $60,697 -$16,268 Wastewater Operator $40,545 Sr. Maintenance 1.00 $42,869 $45,327 -$2,458 Maintenance Worker 1.00 $34,403 $39,504 -$5,101 Park Supervisor $38,792 Park Maintenance $35,337 Other $29,931 Total Public Works 3.00 $121,701 5.37 $237,395 -2.4 -$115,694 ITotal Admin. & Public Works 7.001 $321,651 10.101 $472,926 -3.11 -$151,275 I Police Deoartment Budaet 5 FT - 4PT I $414,000 $500,266 I -$86,266 Pooulation 2,425 3,145 -720 General Fund Budaet - 2003 $1,372,626 $1,739,951 -$367,325 Sauare Mileage 1.0 1.8 -0.8 Street Mileaae 12 18 -6 Tax Caoacitv /03 oavablel $1,922,917 $3,006,701 -$1,083,784 Tax Capacitv Rate (City only) 39.06 48.83 -9.77 Tax Levv 2002 $647,943 $1,092,280 -$444,337 % of comm/ind. market value 31.4% 18.9% 12.5% -15.1% -48.7% -32.0% -17.2% -22.9% -21.1 % -45.5% -33.9% -36.0% -20.0% -40.7% 66.2% Osseo rankings vs. 10 comparable cities Administrative Staff Salaries Public Works Salaries Police Budget Police Budget (non-contract) General Fund Budget Tax Levy % of comm.ind. market value Osseo 7 of 10 (1 is highest, 10 is lowest) 9 of 10 8 of 10 60f6 6 of 10 9 of 10 1 of 10 Cities include Bayport, Centerville, Excelsior, Lauderdale, Long Lake, Newport, Oak Park Heights, Osseo, Rogers and Wayzata. All cities are located in seven county metropolitan area. All cities are less than 4,107 in population. All cities contain less than four square miles in land area. Most cities are landlocked with little or no room for new growth (Rogers, Oak Park Heights & Bayport may have future opportunities to annex lal Most cities are older cities with small downtown commercial areas. LL S -HI cljN ~l;; H i ~ w~ >-' LL -~~~~ ~~~~ !J g' ~a~ o ........0 ....ow >-' LL .ire ~ cll~ ~ j~'" '" '3 g .ll ..: w >-' LL ~ ~-~~ ~ ~l!!:!! ... a 888 ..,..;..,..:.... ~~ I~ f1f1 = ... aa ~ ....... ... ~~~t ! lHi i a 8888 "",;"",;""':Iri i~ U~~~i .lIl... II!~~~ H'" ... :>: -l! 8 888888 :. ..,..; .. ..,..; ..,..; ..,..; cD .>ow ~~ ~~Hi ~ - - JE;l!l J ~~ w >-' LL ~ " .. i t ~il1! 'alO c- teON .~i;' ..OlE ~u ~I! ... 888 ..,..;..,..:.",. 5. 'E ~I~ ~ 1~! ~i h ~ ~ ~~~I~)n !~~i 1jl"E.SI!! ..... c~.l1!ii5. I!! 8"'0( E .- "-I~ ~ c .5 "ii ::i~ So:~H~ '" "' co ~ ~ ~.~ ~ a ~! ~ 8 ~ :1l;; a 8~1 NI~ u '" "'... N ~... ... 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Q) a: tervi[{e 'DtaNislieti 1857 STAFFR"EPORT DATE: June 13, 2003 TO: Honorable Mayor and Councilmembers Kim Moore-Sykes, City Administrator ttA~~ FROM: RE: Staff Time for Commissions ......................................................................... Council asked that the amount of time Staff spent working with the City commissions be provided for budget considerations. Kim Stephan is the staffmember that primarily provides assistance to the Economic Development Commission and the Park and Rec Commission. It is estimated that she spends about 32 hours per month attending meetings, preparing agendas and packets, compiling the written minutes for each commission and miscellaneous assistance on various projects, i.e., Snow Biz, Business Appreciation, etc. Kim's hourly rate is $15.84, including benefits; overtime is estimated at $23.76, again including benefits. It is estimated that meetings are about 2 hours, so Kim works approximately 4 hours of overtime, earning about $95.04 on average per month. That leaves about 28 hours of regular time that she spends on the commissions, earning $443.52 per month. In a year, Kim's compensation for working with the commissions is approximately $6,463. These figures are based on estimates and if the Council is interested in real numbers, I can have Kim keep track ofthe time she works with the commissions. As the City Administrator, I provide staff assistance to the Planning and Zoning Commission.