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HomeMy WebLinkAbout2025-01-08 CC PacketCITY OF CENTERVILLE CITY COUNCIL MEETING AGENDA teryiffe Wednesday, January 8, 2025 Estabfished 1857 6:30 p.m. Meeting Live Streamed at: https:Hnorthmetrotv.com/centerville-stream/ OPEN FORUM 6:30 p.m.: An opportunity for members of the public to address the City Council on items not on the current agenda. Items requiring Council action may be deferred to staff or Boards and Commissions for research and future Council Agendas if appropriate. You will be limited to five (5) minutes, and we ask that you conduct yourself in a professional, courteous manner, and refrain from the use of profanity. Failure to abide by this policy may result in the loss of your privilege to speak. Persons wishing to speak will be required to complete a sign-up sheet and give it to the Mayor or a Staff person prior to 6:15 p.m. COUNCIL MEETING L CALL TO ORDER 1. Oath of Office a) Mayor Nancy Golden b) Councilmember Russ Koski c) Councilmember David Kubat d) Councilmember Anita Rios e) Jr. Councilmember Sophie Wynn 2. Roll Call II. PLEDGE OF ALEGIANCE III. APPROVAL OF AGENDA IV. APPOINTMENTS & PRESENTATIONS 1. None V. PUBLIC HEARINGS 1. None VI. APPROVAL OF MINUTES 1. December 5, 2024 City Council Work Session & Meeting Minutes VIL CONSENT AGENDA 1. City of Centerville Claims through January 8, 2025 (Checks #37259-37285 & E2345-E2349) — 2024, (Checks #37286-37296) - 2025 & 37297-37317 & E2350-E2353) 2. Centennial Lakes Police Department Claims through December 23, 2024 (Checks #15511- 15533, E2024099-E2024105 & Payroll Check #15508-15510) 3. Centennial Fire District Claims through December 23, 2024 (Checks #9825-9831, E240015 & Payroll Check #9823-9824) 4. League of Minnesota Cities Membership VIIL OLD BUSINESS 1. Memorandum of Understanding — New Positions — UOE Local 49 2. Res. 25#-OXX Approving Comprehensive Plan Amendment for 1687 Westview Street (LaLonde) 3. Ordinance #138, Second Series —1687 Westview Street (LaLonde) Rezoning IX. NEW BUSINESS 1. Res. #25-OXX Adopting the 2025 List of Appointments 2. Res. #25-OXX Not Waiving Tort Liability Limits 3. Payroll Benefit Error Resolution 4. Resignation of City Administrator 5. League of MN Cities - City Day on the Hill 6. Res. #25-OXX In Memoriam of Lisa Roemeling for her Contributions to the Centerville Community. X. STAFF AND COUNCIL REPORTS 1. Administrator's Report 2. Council Reports a) Kubat (i) b) Koski (i) c) Rios (i) d) Mosher (i) e) Golden (i) ??? (ii) Police Governing Board (iii) Other Mayor Reports XI. ADJOURNMENT INFORMATIONAL MATERIALS ➢ 2025 City Meeting Calendar MEETING REMINDERS All meetings begin at 6:30 PM in City Council Chambers unless otherwise noted. ➢ 1/7/25 P&Z Commission (6:00 PM Work Session) ➢ 1/11/25 City Council Team Building Retreat (8 AM — Noon; Centennial Fire Station 3 (1880 Main Street)) ➢ 1/15/25 EDA (5:30 PM) ➢ 1/22/25 City Council (5:00 Work Session) ➢ Cancelled P&R Committee State of Minnesota) m County of Anoka) L City of Centerville) e terviffe OATH OF OFFICE Esta6Cished 1857 SEAT: Mayor January 8, 2025 — January 13, 2027 1 ! I ! ! / ! wI !/ / / ! I / / / ! I I I I �� / �I I ac /1 1 I I I ka/ / / / / / / ! / ! e/ Subscribed and sworn to before me this 8th day of January, 2025. Nancy Golden Mark Statz, City Administrator State of Minnesota) m County of Anoka) L City of Centerville) e terviffe OATH OF OFFICE Esta6Cished 1857 SEAT: Council Member—(4 Year Term) January 8, 2025 — January 10, 2029 11 !I, /! ddCWp4 I ! I ! I ! ! / / tvAc ! I ! ! / !%�I ! / / / ! / I / / ! I I I I �� / �I I ac !11 I I I I ! ! , W, / , / , , �, �, / / , / / ,I! / ! /W ! / / / / / / ! / ! e/ Subscribed and sworn to before me this 8th day of January, 2025. Russ Koski Mark Statz, City Administrator State of Minnesota) m County of Anoka) L City of Centerville) e terviffe OATH OF OFFICE Esta6Cished 1857 SEAT: Council Member—(4 Year Term) January 8, 2025 — January 10, 2029 '/ / // /! Ile�I "/ ! I ..! ! I ! ! c/ / W / / alk ! I ! ! / ! I ! �/ / / ! I / / / ! ac I I I I �� / �I I 11 I I I I to /W I ! / / / / / k aeandzpq! e/ Subscribed and sworn to before me this 8th day of January, 2025. David Kubat Mark Statz, City Administrator State of Minnesota) m County of Anoka) L City of Centerville) e terviffe OATH OF OFFICE Esta6Cished 1857 SEAT: Council Member—(2 Year Term) January 8, 2025 — January 13, 2027 / '!I /! IO&I"/ ! I ..! ! I ! ! c/ / mI / / alk ! I ! ! / ! �I ! / / / ! I / / �� / �I / ! I I I I I ac 11 I I I I to /W ! / / / / / aeandzpq! e/ Subscribed and sworn to before me this 8th day of January, 2025. Anita Rios Mark Statz, City Administrator State of Minnesota) m County of Anoka) L City of Centerville) e terviffe OATH OF OFFICE Esta6Cished 1857 SEAT: Jr. Council Member January 8, 2025 — December 31, 2025 I I I I I 1I I I I I Subscribed and sworn to before me this 8th day of January, 2025. Sophie Wynn Mark Statz, City Administrator CITY OF CENTERVILLE REQUEST FOR COUNCIL ACTION CVL,'e teryCCe Esta6Cished 1857 Agenda Item # Department: Requested Council Meeting Date: V1.1 Administration January 8, 2025 TITLE OF ISSUE: 2024-12-05 City Council Work Session & Meeting Minutes BACKGROUND AND SUPPLEMENTAL INFORMATION: Contained in the packet are the minutes from the December 5, 2024, Council Work Session & Meeting Minutes for review. COST AND SOURCE(S) OF FUNDING: N/A REQUESTED COUNCIL ACTION: Motion to Approve the December 5, 2024 City Council Work Session & Meeting Minutes as submitted or with revisions.. For Clerk's Use: SUPPORTED DOCUMENTS ATTACHED Motion By: Resolution Ordinance Contract Minutes Plan Map Second By: Vote Record: Ave Nay Golden FI Koski Other (specify) Rios Kubat Mosher Administration Department Use: Refer to: Consent Tabled Until: Regular Other: CITY OF CENTERVILLE SPECIAL MEETING WORK SESSION & CITY COUNCIL MEETING December 5, 2024 Pursuant to due call and notice thereof, the City of Centerville held their Special Meeting Work Session prior to their Scheduled Council Meeting of December 5, 2024, commencing at 5:00 p.m. The Council held their Special City Council Meeting at 6:30 p.m., in Council Chambers. The Special meeting (6:30 p.m.) was live streamed by North Metro TV. WORK SESSION (5:00 PM) I. CALL TO ORDER Mayor Love called the meeting to order at 5:00 p.m. 1. Roll Call PRESENT: Mayor D. Love Council Member Russ Koski Not Approved Council Member Darrin Mosher Council Member Raye Taylor Council Member Terry Sweeney Junior Council Member Avery Sauber (Non -Voting) ABSENT: None STAFF: City Administrator, Mark Statz Assistant City Administrator, Athanasia Lewis Finance Director, Bruce DeJong II. DISCUSSION ITEMS 1. Budget Finance Director DeJong reviewed the presented materials contained in the packet with Council. Comments were received by staff and questions were answered accordingly. 2. Staff Organizational Chart Changes Administrator Statz reviewed the presented materials contained in the packet with Council. Comments were received by staff and questions were answered accordingly. III. RECESSED Mayor Love recessed the meeting at 6:25 p.m. allowing for a five (5) minute break prior to the starting of the regular Council meeting. 3. Stormwater Reuse & Rain Garden Project — City Hall Campus Discussed following the regularly scheduled Council meeting. City of Centerville City Council Work Session & Meeting Minutes December 5, 2024 4. Light Display Policy Discussed following the regularly scheduled Council meeting. COUNCIL MEETING I. CALL TO ORDER Mayor Love called the meeting to order at 6:30 p.m. 1. Roll Call PRESENT: Mayor D. Love Council Member Russ Koski Not Approved Council Member Darrin Mosher Council Member Raye Taylor Council Member Terry Sweeney Junior Council Member Avery Sauber (Non -Voting) ABSENT: None STAFF: City Administrator, Mark Statz Assistant City Administrator, Athanasia Lewis Finance Director, Bruce DeJong City Attorney, Kurt Glaser (arrived at 8:10 p.m.) II. PLEDGE OF ALLEGIANCE III. APPROVAL OF AGENDA Mayor Love provided an opportunity for others to add or delete any items. Administrator Statz stated that before Council, a revised agenda and two items (revised Proclamation for Public Works Director Palzer and the correction of the title of IX. New Business, Item 95., Res. 424-OXX — Recognizing the Service of Outgoing City Council Member Taylor and the addition of the resolution). Administrator Statz stated that a Public Comment form had been submitted by Mr. Thomas Wilharber. Motion by Council Member Taylor, seconded by Council Member Sweeney to Approve the Set Agenda as presented. All in favor. Motion carried. PUBLIC COMMENT 1. Thomas Wilharber, 6849 Centerville Road (Communication & Accolades Public Works Director/Building Official Paul Palzer) Mr. Wilharber appeared before Council, introduced himself and stated that he felt that with the City's website, newsletter and social media, the appropriate amount of information is being delivered to Page 2 of 9 City of Centerville City Council Work Session & Meeting Minutes December 5, 2024 residents. Mr. Wilharber reminisced with Council and Mr. Palzer regarding his hiring in 1994 and other achievements throughout Mr. Palzer's career. IV. APPOINTMENTS & PRESENTATIONS 1. Proclamation Recognizing the Service of Public Works Director Palzer Mayor Love read the revised Proclamation contained in Council's packet. Administrator Statz provided Council with numerous highlights of Mr. Palzer's 30+ year career with the City stating that Mr. Palzer was the unofficial emergency response or backup person for the City of Hugo in the mid 90's for several years as they only had one Public Works Staff member; served as the city's emergency representative to Anoka County, FEMA and the BCA; spearheaded the environmentally friendly practices, and Centerville became the first of surrounding cities to implement a salt reduction program utilizing the use of salt -brine roadway treatment and followed up with creating a consortium with the communities of Lino Lakes, Hugo, Circle Pines and Lexington to receive a grant to purchase equipment for these communities to start their salt brine programs; a founding member of the Anoka County well -head protection group and surrounding cities' backup Building Inspector group; volunteered for the Minnesota Building Officials Emergency Response Team until 2023; in 1994 Paul was the 1,573 Minnesota Certified Building Official and was currently the 24t' longest licensed code official in the state; served as the City of Lexington's Building Official for two years; achieved many certificates of expertise in building inspections including the ICC's Certified Building Inspector, Certified Building Inspector Plans Examiner, Certified Building Official and most prominently a Building Code Specialist (highest combination certificate of any Building Official in the State. He stated that Mr. Palzer had coached four inspectors over the years with three of them having become Designated Building Officials for Minnesota cities. Administrator Statz also stated that Mr. Palzer holds a Minnesota Class D Water and Wastewater License and has mentored eight staff members in receiving their licenses over the years. He stated that Mr. Palzer also created a pond inventory program for over 100 ponds in the community and represented the city through varies groups (Anoka County Wellhead, Highway, Parks & Emergency Service Groups, MNWarn, RCWD, MDH, MPCA, AWWA, MRWA, ICC, MCES, Waterisac, MEGA, MS4, DOLI, EPA, DOT, OSHA, MNDOT, DNR and MN Duty Officer. He reported that Mr. Palzer has been on call 24/7 for 30 years, 8 months and five days as of December 27, 2024. Administrator Statz provided Council with Mr. Palzer's most memorable moments and challenges (water tower freezing, two watermain breaks which emptied the water tower due to contractors, many power outages, two storms damaging every building in town, underground lightning putting a hole thru the city's well pump on a clear afternoon, Y2K, 9/11, 2008 economic crash, staff reductions, lift station 3 flooding, the installation of a new watertower, overseeing the inspection of more than 800 new buildings and 40 subdivision/infrastructure project with the population growth from 1,750 to 4,000 throughout his career). Mr. Palzer thanked Council for the opportunity to serve the city, stated that he could not have had the career that he did without the dedication of his staff and stated that the city would be in good hands with the current Public Works staff that was on board. IV. PUBLIC HEARING 1. None. VI. APPROVAL OF THE MINUTES Page 3 of 9 City of Centerville City Council Work Session & Meeting Minutes December 5, 2024 1. November 13, 2024, City Council Meeting Minutes Mayor Love provided an opportunity for Council to make modifications if needed. Council Member Koski requested that under Appointment/Presentations, Item 42, paragraph 2, reflect "nothing" rather than "not" between "him" and "but". He also requested that under Council/Administrator Announcements, e. Love, sentence 4, reflect "done" rather than "do" between "are" and "right". Motion by Council Member Sweeney seconded by Council Member Koski to Approve the November 13, 2024, City Council Work Session & Meeting Minutes as Amended. All in favor. Motion carried. VII. CONSENT AGENDA 1. City of Centerville Claims through November 20, 2024 (Check #37201-37227, E2330-2334E & Voided Check #37145) 2. Centennial Lakes Police Department Claims through November 14, 2024 (Check #15479- 15474, E2024084-E2024089 & Payroll Check #15455-15457 & 15475-15477) 3. Centennial Fire District Claims through November 26, 2024 (Check #9809-9816, E240014 & Payroll Check #9807-9808) 4. Grant Agreement — State of MN — Solar on Public Buildings 5. Encroachment Agreement, 7313 Deer Pass Drive - Fence 6. Modify City Hall Hours for December 24, 2024 7. Contract — TruGreen — 2025 Turf Grass Agreement 8. Renewal of Tobacco License — Corner Express 9. Successful Probationary Period — Alex Barmettler — Public Works Technician Mayor Love provided an opportunity for members to pull items for additional discussion. Council Member Taylor requested that Items 44 be pulled for additional discussion. Motion by Council Member Taylor seconded by Council Member Koski to Approve the Consent Agenda Items #1, 2, 3, 5, 6, 7, 8 & 9 as presented. All in favor. Motion carried. Council Member Taylor stated that she wanted an opportunity to express her support for the project, ensuring that city facilities are being progressive in environmental impacts and changes. She thanked staff. Mayor Love stated that he was excited in the changes and savings. Administrator Statz clarified that the solar panels will be on both the City Hall and Fire Hall with them being on the back side of City Hall. Motion by Council Member Taylor, seconded by Council Member Mosher, to Approve the Consent Agenda Items #4 as presented. All in favor. Motion carried. Page 4 of 9 City of Centerville City Council Work Session & Meeting Minutes December 5, 2024 VIIL OLD BUSINESS 1. Ord. #XXX, Second Series — 2025 Fee Schedule Administrator Statz stated that this was the annual fee schedule with major changes made for storm sewer fees which are directly related to Met. Council's fees for what the city is charged. He stated that several years ago the city commenced mirroring their fees. He also stated that a cannabis fee was also included. Council Member Mosher asked about Food Trucks and licensing. Administrator Statz stated that the City has licensed these through either a Solicitor's permit or Special Event permit. Mayor Love asked about how the city knows about private events. Administrator Statz stated that compliance is generally completed through the police department with notice coming from the city. Mayor Love suggested that a reminder be placed in an upcoming newsletter reminding residents of private parties and the need for permitting as he was unsure that most residents are aware of the requirement. Administrator Statz stated that the reasoning for permitting is public safety services being aware of the event and the number of attendees. Motion by Council Member Taylor, seconded by Council Member Mosher to Adopt Ord. #137, Second Series — 2025 Fee Schedule as presented. All in favor. Motion carried. IX. NEW BUSINESS 1. 1687 Westview Street — LaLonde Property — ISD #12, Centennial School District a. Comprehensive Land Use Amendment b. Rezoning Administrator Statz stated that the item was placed before the Planning & Zoning Commission where a Public Hearing was held where the district presented information and that representatives were at this evening's meeting also to present information. Administrator Statz stated that there was general support for the proposed Comprehensive Land Use Amendment and Rezoning. He also stated that the district is proposing to purchase the LaLonde property that is currently zoned M-2. He clarified that the district is asking for the zoning to be amended to P-1 (Public). Administrator Statz stated that the district could purchase the property, construct a building on the parcel as a public building is an allowed use in all of the city's zoning districts. He explained that the reason to rezone the property to P-1 and re -guide the parcel within the Comprehensive Plan is so the future individuals considering or purchasing property can see that the parcel will be a Public Use and not Mixed Use. He stated that the city wants to be as transparent as possible and provides a very clean project for the district when they construct a building on the parcel with the same zoning as their current/abutting parcel. He reported that it was the Commission's and staff's recommendation. Mayor Love questioned when the parcel would be removed from property taxes and City Administrator Statz stated that the rezoning does not, but his best guess was when the existing building is removed. He did state that this was a county question, and he would provide additional information in the future. Mr. Jeff Holmberg, Superintendent Centennial School District, introduced himself to Council and stated that Mr. Pat Chaffee, Executive Director Centennial School District was also present. He stated that this was a joint application with the current property owners and he reviewed the same presentation as was presented to the Planning & Zoning Commission. Page 5 of 9 City of Centerville City Council Work Session & Meeting Minutes December 5, 2024 Council Member Taylor thanked the School District for being at the meeting, the partnership that is had and was supportive. Jr. Council Member Sauber also supported the project. Council Member Koski stated that the rezoning was much more transparent with the proposed modifications, he previously heard the presentation when he was at the Commission meeting and that he was surprised at the projections of new students in the future and very impressive. Council Member Koski stated that the relationship with the school would be strengthened if a shared facility was a possibility in the future as a community center has been a priority of residents and the city. Mr. Holmberg again reviewed needs of the facility stating that some of the schools are still hand -washing their lunch services equipment and Mr. Chaffee spoke of bus services. Council Member Sweeney felt that a plus would be common usage, and he remembers when all of the growth was happening. Mayor Love stated that he is supportive of the growth and population of Centerville is growing and he was convinced that open enrollment was extremely popular and as plans develop that conversations continue for equally beneficial collaboration. Mr. Holmberg stated that he appreciated the collaboration with the city. Motion by Council Member Koski, seconded by Council Member Taylor to approve the submitted Comprehensive Plan Amendment. All in favor. Motion carried. Motion by Council Member Koski, seconded by Council Member Taylor to approve the rezoning of 1687 Westview Street from M-2 to P-1 as presented. All in favor. Motion carried. 2. Ord. #XXX, Second Series —1st Reading (Cannabis Sales) City Administrator Statz stated that he would prefer that City Attorney Glaser be present for the item. Mayor Love stated that they would discuss the item a when Attorney Glaser was present. This item was discussed following item 95 without the presence of Attorney Glaser. Administrator Statz stated that the Planning & Zoning Commission has reviewed, stated that the city is required to register one retailer, not within 1,000 feet of schools, not within 500 feet of daycares and parks/play equipment. He showed council a map and stated that the required zoning for sales would be within the B-1 & B-2 zoning district. He stated that the east side of town would be where a licensee will be able to operate. Attorney Glaser stated that this was on the retail aspect and regulations for citizen protection. Attorney Glaser stated that with this ordinance, the city is ahead of the game as there remains litigation and modifications at the state level that continue. Administrator Statz stated that this code does not regulate the low potency sale of beverages or gummies. City Attorney Glaser stated that the city can regulate the low potency sale of beverages or gummies if desired. Council Member Koski stated that the Commission completed a large amount of research. Council Member Taylor stated that she would support the regulation and Mayor Love stated that at the League desired local control rather than state control as to who would be receiving a license by the state. Mayor Love stated that this was the first reading of the ordinance so no action would be taken at this time. 3. Changes to City's Organizational Chart Administrator Statz stated that the item was discussed previously at the work session and staff would be looking for all pay grade, and step increases accordingly along with Mr. Dan Schmitz being appointed as Building Official. Page 6 of 9 City of Centerville City Council Work Session & Meeting Minutes December 5, 2024 Mayor Love stated that a robust discussion was held at the Work Session and asked if any Council Members had additional comments. Council Member Sweeney stated that the chart will be redrafted to reflect that the Public Works staff reports to City Administrator Statz. Motion by Council Member Sweeney, seconded by Council Member Koski to Approve the submitted Organization Chart with the revisions of the Public Works Department reporting to City Administrator Statz. All in favor. Motion carried. 4. Advertisement for Open Public Works Technician Position Administrator Statz stated that with the previous motion to approve the organizational structure, the replacement of Mr. Palzer as the Public Works Director, staff would like to replace the position with a Technician position as some of Mr. Palzer's duties have been absorbed by other positions. Motion by Council Member Taylor, seconded by Council Member Mosher to approve the Advertisement of the Open Public Works Technician position as presented. All in favor. Motion carried. 5. Res. #24-OXX — Recognizing the Service of Outgoing Council Member Taylor Mayor Love read the resolution that was contained in the packet. Mayor Love also shared that he was amazed Dr. Taylor's speed of the operation of Council, her ability to attend additional educational opportunities and sacrifices that she has made throughout her service. Council Member Koski stated that she has been very kind, engaging, humanity and has provided many perspectives. Council Member Mosher stated that he has learned a lot from Dr. Taylor, and he appreciated her service and stated that working with her has been a pleasure. Council Member Sweeney appreciated her understanding and stated that it has been a pleasure working with her. Jr. Council Member Sauber thanked Dr. Taylor for her mentorship and stated that her presence would be missed. Dr. Taylor stated that it had been an honor to serve, she stated that she could not be fully committed to her continued service so she felt that she would allow someone else to serve. Assistant City Administrator Lewis stated that she echoed Council's previous comments and appreciated the opportunity to work with Dr. Taylor. Administrator Statz stated that it is rare that one council member will vote against an item, be the only one and he did not doubt that any council member felt that you voted that way for the wrong reason or were being vindictive as your reasoning was sincerity in your belief and he thanked her for her strength. Motion by Council Member Sweeney, seconded by Council Member Koski to Adopt Res. #24-026 — Reco2nizin2 the Service of Out2oin2 Council Member Taylor as presented. All in favor. Motion carried. X. COUNCIL/ADMINISTRATOR ANNOUNCEMENTS 1. Administrator/Engineer Report — Administrator Statz stated that his report was contained in the packet and that he would be happy to address any questions from the Council. He provided the Council with a brief review. Assistant City Administrator Lewis gave no report. Page 7 of 9 City of Centerville City Council Work Session & Meeting Minutes December 5, 2024 Attorney Glaser stated that his partner, Scott Baumgartner completed the major work on the Cannabis Ordinance. Jr. Council Member Sauber that it was opening night for the Fall Play. 2. Council Reports a. Taylor — (i) Economic Development Authority — Council Member Taylor reported that there was an opening on the board and that she was excited about the holiday lights. b. Koski — (i) Planning & Zoning Commission — Council Member Koski stated that the Commission discussed drafting land use language and the incorporation of all possible businesses. He stated that they also discussed a Lino Lakes development project adjacent to the previous Moore property with 262 homes with potential traffic issues that would impact the City and encourage Centerville residents to attend Lino Lakes Planning & Zoning meeting and a separate mailing to residents. (ii) Fire Steering Committee — Council Member Koski gave no report. C. Sweeney - (i) Fire Steering Committee — Council Member Sweeney gave no report. (ii) Parks & Recreation Committee — Council Member Sweeney gave no report. (iii) Fire Protection Council — Council Member Sweeney gave no report. d. Mosher — (i) Economic Development Authority — Council Member Mosher stated that he was not at the meeting. (ii) Police Governing Board — Council Member Mosher gave no report. e. Love — Mayor Love shared his condolences for the owner and family of Carboni's and he stated that he wanted to send out thoughts and prayers to them. (i) North Metro Telecommunications Commission — Mayor Love stated that he attended a workshop which involved a very strong recommendation of not joining another commission. (ii) Police Governing Board — Mayor Love stated that Chief Mork received a successful performance review. He stated that the City of Lexington would be chairing the meetings in 2025. (iii) Other Mayoral Reports — Mayor Love gave no report. XL ADJOURNMENT Motion by Council Member Sweeney, seconded by Council Member Taylor to adjourn the meeting of December 5, 2024, at 8:34 p.m. XII. RECONVENE WORK SESSION Page 8 of 9 City of Centerville City Council Work Session & Meeting Minutes December 5, 2024 Mayor Love reconvened the earlier Work Session at 8:39 p.m. All members were present as stated above in the Work Session section of these minutes. 3. Stormwater Reuse & Rain Garden Project — City Hall Campus Administrator Statz reviewed the presented materials contained in the packet with Council. Comments were received by staff and questions were answered accordingly. 4. Light Display Policy Assistant City Administrator Lewis reviewed the presented materials contained in the packet with Council. She stated that all comments had been contained in the new draft. Comments were received by staff and questions were answered accordingly. Mayor Love closed the Work Session at 9:10 p.m. Respectfully submitted by City Clerk, Teresa Bender. Page 9 of 9 CITY OF CENTERVILLE REQUEST FOR COUNCIL ACTION e termfe EstabCi sfwd 1857 Agenda Item # Department: Requested Council Meeting Date: VIL 1 Administration January 8, 2025 TITLE OF ISSUE: City of Centerville Claims through December 23, 2024 BACKGROUND AND SUPPLEMENTAL INFORMATION: A detailed listing of disbursements is included in the packet for your consideration. Check 937259-37285 & E2345-2349, Check 937286-37296 & Check 937297-37317 & E2350-2353) COST AND SOURCE(S) OF FUNDING: $95,397.30, $40,967.75 & $637,313.91 REQUESTED COUNCIL ACTION: Motion to Approve Claims as submitted. For Clerk's Use: SUPPORTED DOCUMENTS ATTACHED Motion By: Resolution Ordinance Contract Minutes Plan Map Second By: Vote Record: Ave Nay Golden F, I Koski Other (specify) Detail attached. Rios Kubat —� Mosher Administration Department Use: Refer to: Consent Tabled Until: Regular Other: CITY OF CENTERVILLE REQUEST FOR COUNCIL ACTION CVL,'e tery(Ce Esta6Cished 1857 Agenda Item # Department: Requested Council Meeting Date: VIL 1 Administration January 8, 2025 TITLE OF ISSUE: City of Centerville Claims through January 8, 2025 BACKGROUND AND SUPPLEMENTAL INFORMATION: A detailed listing of disbursements is included in the packet for your consideration. Check 937259-37285 & E2345-2349, Check #37286-37296 & Check 937297-37317 & E2350-2353) COST AND SOURCE(S) OF FUNDING: $95,397.30, $40,967.75 & $637,313.91 REQUESTED COUNCIL ACTION: Motion to Approve Claims as submitted. For Clerk's Use: SUPPORTED DOCUMENTS ATTACHED Motion By: Resolution Ordinance Contract Minutes Plan Map Second By: Vote Record: Ave Nay Golden F Koski Other (specify) Detail attached. Rios Kubat Mosher Administration Department Use: Refer to: Consent Tabled Until: Regular Other: CITY OF CENTERVILLE *Check Detail Register© Batch: 122324PAY 2024 Check # Check Date Vendor Name Amount Invoice Comment 10100 MIDWESTONE BANK 2345 a 12/20/24 PUBLIC EMPLOYEES RETIREMENT G 101-21704 PERA $4,952.50 Total $4,952.50 2346 a 12/20/24 MINNESOTA DEPT OF REVENUE G 101-21702 State Withholding $1,587.27 Total $1,587.27 2347 a 12/20/24 IRS/EFTPS G 101-21701 Federal Withholding $3,589.22 G 101-21703 FICA Tax Withholding $5,804.18 Total $9,393.40 2348 a 12/20/24 OPTUM BANK - H.S.A. G 101-21714 HSA Payable $1,769.73 Total $1,769.73 2349 a 12/23/24 G 101-21711 37259 12/26/24 G 101-21712 37260 12/26/24 E 601-49400-433 E 602-43200-433 E 101-41400-433 37261 12/26/24 E 101-45202-380 E 101-42280-380 E 602-43200-380 E 101-43000-380 37262 12/26/24 E 101-41400-322 E 101-41400-430 E 101-41400-430 E 101-41400-441 E 101-41410-430 E 101-42280-220 E 101-42280-430 E 101-42400-212 E 101-43000-210 E 101-43000-212 E 101-43000-404 E 101-43000-441 E 101-43140-212 E 101-43140-220 E 101-45202-220 TASC FSA Payable $18.00 Total $18.00 AFLAC AFLAC Insurance $325.44 $325.44 PERA W/H - PAY PERIOD 26 STATE W/H - PAY PERIOD 26 FED W/H - PAY PERIOD 26 FICA/MED - PAY PERIOD 26 H.S.A W/H - PAY PERIOD 26 FSA W/H - PAY PERIOD 26 DECEMBER AFLAC $37.50 B241210E BROADBAND -DECEMBER $37.50 B241210E BROADBAND - DECEMBER $37.50 B241210E BROADBAND - DECEMBER 12/26/24 10:24 AM Page 1 6970 LAMOTEE DR - SERV THRU 11-26-24 1880 MAIN ST - SERV THRU 11-26-24 1785 PELTIER LAKE DR - SERV THRU 11-26-24 2085 W CEDAR ST - SERV THRU 11-26-24 ENDICIA EDA CHARGE - MISC. CUPCAKES ZOOM M. STATZ - CONFERENCE - NO RECEIPT ELECTIONS - LUNCH CITY HALL HOLIDAY LIGHTS ROVE PEST CONTROL - BOX ELDER & ANTS - NO RECEIPT FUEL SUPPIES - P.W. FUEL BATTERIES J. HUISENGA TRAINING FUEL MAINT. SUPPLIES PARK MAINT SUPPLIES CITY OF CENTERVILLE *Check Detail Register© Batch: 122324PAY 2024 12/26/24 10:24 AM Page 2 Check # Check Date Vendor Name Amount Invoice Comment E 601-49400-322 Postage $506.10 POSTAGE - WATER SAMPLES & BULK RATE STAMPS E 602-43200-322 Postage $500.00 POSTAGE - BULK RATE STAMPS Total $4,240.33 37263 12/26/24 CITY OF HUGO E 101-43140-300 Professional Srvs $1,890.00 STREET SWEEPER - FALL STREET SWEEPING Total $1,890.00 37264 12/26/24 CITY OF LINO LAKES E 602-43200-492 Lino Lakes Sewer Exp. No $978.66 2025 MICHAUD WAY - NORBELLA - SEWER E 602-43200-492 Lino Lakes Sewer Exp. No $308.58 2045 MAIN ST - KWIK TRIP STORE -SEWER E 602-43200-492 Lino Lakes Sewer Exp. No $203.04 2045 MAIN ST - KWIK TRIP CAR WASH #2 - SEWER E 602-43200-492 Lino Lakes Sewer Exp. No $720.22 2045 MAIN ST - KWIK TRIP CAR WASH #1 - SEWER Total $2,210.50 37265 12/26/24 GAMETIME E 409-45202-500 Capital Outlay (GENERAL $35,569.31 PJI-0257763 ACORN CREEK PARK REPAIRS Total $35,569.31 37266 12/26/24 HITCH - IT, INC. E 101-43140-404 Repairs/Maint Machinery/ $760.93 5305 PLOW MAINT Total $760.93 37267 12/26/24 HUGO EQUIPMENT COMPANY E 101-43000-220 Repair/Maint Supply $19.99 MUFFLER GUARD COVER E 101-43000-220 Repair/Maint Supply $21.48 AIR FILTER & SPARK PLUG Total $41.47 37268 12/26/24 INNOVATIVE OFFICE SOLUTIONS LL E 101-41400-200 Office Supplies (GENERA $134.81 IN4711308 OFFICE SUPPLIES Total $134.81 37269 12/26/24 INSTRUMENTAL RESEARCH INC E 601-49400-206 TESTING $60.00 6034 NOV. WATER TESTING Total $60.00 37270 12/26/24 INTERNATIONAL UNION OF OPERATI G 101-21707 Union Dues $140.00 DEC. UNION DUES Total $140.00 37271 12/26/24 LRS PORTABLES OF MINNESOTA E 101-45202-410 Rentals (GENERAL) $1,520.00 MP266250 LAMOTTE PARK & CORNER STONE PARK PORTABLE RESTROOMS Total $1,520.00 37272 12/26/24 MARCO TECHNOLOGIES, LLC. E 101-41400-400 Computer, Copier Main. C $2,355.18 INV13259613 DEC. USAGE CHARGES & FREIGHT SUPPLIES E 101-41400-400 Computer, Copier Main. C $595.16 INV13259613 CONTRACT BASE RATE - SERV THRU 12-1-24 THRU 2-28-25 Total $2,950.34 37273 12/26/24 METRO-INET E 101-41400-200 Office Supplies (GENERA $230.00 2328 ADOBE SUB. M STATZ & A. LEWIS Total $230.00 37274 12/26/24 METROPOLITAN COUNCIL ENVIROMEN CITY OF CENTERVILLE *Check Detail Register© Batch: 122324PAY 2024 12/26/24 10:24 AM Page 3 Check # Check Date Vendor Name Amount Invoice Comment G 602-20801 Service Availability Charge $4,920.30 NOVEMBER 2024 SAC FEES Total $4,920.30 37275 12/26/24 OLSON'S SEWER SERVICE, INC. E 602-43200-300 Professional Srvs $8,326.70 105072 6970 LAMOTTE DR - CLEAR GATE VALVE & INSTALL NEW SPIDER & EXISTING BOX Total $8,326.70 37276 12/26/24 PETERSON COMPANIES, INC. E 101-45202-300 Professional Srvs $150.00 58115 FALL BLOWOUT- DOWNTOWN IRRIGATION Total $150.00 37277 12/26/24 PETERSON, TEDD E 101-43000-439 Clothing Allowance $209.95 REIMBURSEMENT FOR BOOT ALLOWANCE Total $209.95 37278 12/26/24 PRESS PUBLICATIONS E 101-41400-350 Ord., Pub. Hearings, etc. $94.72 823115 ORD. 137 -SECOND SERIES Total $94.72 37279 12/26/24 SCHERPING, RUSS G 101-11500 Accounts Receivable $43.37 REFUND OVER PAYMENT ON FINAL UT BILL Total $43.37 37280 12/26/24 STANTEC CONSULTING SERVICES IN E 101-41950-303 Engineering Fees $81.50 2323087 GENERAL - SERV THRU 11-29-24 E 603-43000-303 Engineering Fees $1,979.50 2323087 BRIAN DR STORM POND - SERV THRU 11-29-24 E 452-43140-303 Engineering Fees $490.00 2323087 2025 THIN OVERLAY Total $2,551.00 37281 12/26/24 STATZ, MARK E 101-41400-321 Telephone $600.00 REIMBURSE PHONE EXPENSE PER CONTRACT Total $600.00 37282 12/26/24 SUMMIT HEATING & AIR COND. E 409-45202-500 Capital Outlay (GENERAL $3,980.00 6849 6970 LAMOTTE DR - NEW FURNACE - WARMING HOUSE Total $3,980.00 37283 12/26/24 VERIZON E 101-42400-321 Telephone $59.52 6100727157 CELL PHONE - SERV THRU 12-9-24 E 101-43000-210 Operating Supplies $73.87 6100727157 CELL PHONE - SERV THRU 12-9-24 E 601-49400-321 Telephone $73.87 6100727157 CELL PHONE - SERV THRU 12-9-24 E 602-43200-321 Telephone $73.88 6100727157 CELL PHONE - SERV THRU 12-9-24 E 603-43000-321 Telephone $40.01 6100727157 TABLET - SERV THRU 12-9-24 Total $321.15 37284 12/26/24 XCEL ENERGY E 601-49400-380 Utilities $1,200.53 1800 MAIN ST- SERV THRU 12-7-24 E 101-42280-380 Utilities $629.52 1880 MAIN ST - CITY HALL/FIRE STATION - SERV THRU12-5-24 E 101-43140-386 Other Utilities $16.18 1745 MAIN ST - SERV THRU 12-3-24 E 101-43140-386 Other Utilities $337.14 1682 MAIN ST - SERV THRU 12-3-24 E 602-43200-380 Utilities $52.91 7282 MAIN ST - SERV THRU 12-3-24 E 101-45202-380 Utilities $219.95 1600 LAMOTTE DR - BALLFIELD LIGHTS - SERV THRU 12-3-24 E 602-43200-380 Utilities $30.64 1889 CENTER ST - SEWER LIFT - SERV THRU 12-5-24 CITY OF CENTERVILLE *Check Detail Register© Batch: 122324PAY 2024 Check # Check Date Vendor Name E 602-43200-380 Utilities E 101-45202-380 Utilities E 601-49400-380 Utilities E 101-43140-386 Other Utilities E 101-43140-386 Other Utilities Total 37285 12/26/24 SWEENEY, KRIS E 101-41410-331 Travel Expenses E 101-41400-331 Travel Expenses E 601-49400-331 Travel Expenses E 602-43200-331 Travel Expenses Total Fund Summary 12/26/24 10:24 AM Page 4 Amount Invoice Comment $190.34 7300 MILL RD - SEWER LIFT - SERV THRU 12-3- 24 $45.04 1600 LAMOTTE DR - WARMING HOUSE - SERV THRU 12-4-24 $64.59 1875 FOX RUN - SERV THUR 12-3-24 $2,536.49 STREET LIGHTS - SERV THRU 12-4-21 $16.18 7098 CENTERVILLE RD - SERV THRU 12-3-21 $20.37 2024 MILEAGE REIMBURSEMENT- FROM 7-10- 24 THRU 12-17-24 $50.79 2024 MILEAGE REIMBURSEMENT- FROM 7-10- 24 THRU 12-17-24 $4.69 2024 MILEAGE REIMBURSEMENT - FROM 7-10- 24 THRU 12-17-24 $4.69 2024 MILEAGE REIMBURSEMENT - FROM 7-10- 24 THRU 12-17-24 10100 $95,397.30 10100 MIDWESTONE BANK 101 General Fund $35,015.64 409 CAPITAL EQUIPMENT REPLACEMENT $39,549.31 452 City Street Projects $490.00 601 Water Fund $1,947.28 602 Sewer Fund $16,375.56 603 Storm Water Fund $2,019.51 $95,397.30 Check # Check Date Vendor Name 10100 MIDWESTONE BANK 37286 12/26/24 AMERITAS G 101-21720 Vision Care CITY OF CENTERVILLE *Check Detail Register© Batch: 122324PAY2025 Amount Invoice Comment JAN. 2025 VISION CARE 12/26/24 10:44 AM Page 1 Total $12.24 37287 12/26/24 II MC E 101-41400-433 Dues and Subscriptions $195.00 T. BENDER MEMBERSHIP DUES Total $195.00 37288 12/26/24 LEAGUE OF MN CITIE E 101-41110-441 Conf. & Schooling $350.00 417898 2025 ELECTED LEADERS INST. -A. RIOS E 101-41110-441 Conf. & Schooling $350.00 417899 2025 ELECTED LEADERS INST. - N. GOLDEN E 101-41110-441 Conf. & Schooling $350.00 418116 2025 ELECTED LEADERS INST. - R. KOSKI - ADVANCE PROGRAM Total $1,050.00 37289 12/26/24 LINCOLN NATIONAL LIFE INSURANC G 101-21721 Long Term Disability Ins. $443.94 JANUARY LONG TERM DISABILITY INS Total $443.94 37290 12/26/24 MET LIFE INSURANCE CO. G 101-21716 Dental Insurance $325.58 JANUARY 2025 DENTAL INSURANCE Total $325.58 37291 12/26/24 MET. COUNCIL ENV. SERV. (SIDS) E 602-43200-440 MWCC Charges $26,416.12 0001180153 JANUARY 2025 WASTEWATER SERVICE Total $26,416.12 37292 12/26/24 MN PEIP G 101-21706 Hospitalization/Medical Ins $7,029.48 1464202 HEALTH INS - SERV THRU 1-31-25 Total $7,029.48 37293 12/26/24 SENSUS METERING SYSTEMS E 601-49400-400 Computer, Copier Main. C $3,700.00 ZA24030525 SUPPORT & SOFTWARE - SERV THRU 2-27-26 Total $3,700.00 37294 12/26/24 SESAC E 101-45201-370 Park Programs/Skate Nigh $610.00 1017468 2025 MUSIC PERFORMACE LICENSE - SERV THRU 12-31-25 Total $610.00 37295 12/26/24 SUN LIFE INSURANCE COMPANY G 101-21708 Short Term Disability Ins $126.74 SHORT TERM DISABILITY - JAN. 2025 G 101-21715 Life Insurance $287.97 LIFE INS. - JAN. 2025 Total $414.71 37296 12/26/24 TASC E 101-41400-300 Professional Srvs $28.30 IN3285320 ADMINISTRATIVE FEES - COBRA E 101-41400-300 Professional Srvs $742.38 IN3285320 MEMBERSHIP FEE & PER PARTICIPANT FEE SERV THRU 12-31-25 Total $770 68 10100 $40,967.75 CITY OF CENTERVILLE 12/26/24 10:44 AM Page 2 Check # Check Date Vendor Name Fund Summary *Check Detail Register© Batch: 122324PAY2025 Amount Invoice Comment 10100 MIDWESTONE BANK 101 General Fund $10,851.63 601 Water Fund $3,700.00 602 Sewer Fund $26,416.12 $40, 967.75 CITY OF CENTERVILLE *Check Detail Register© Batch: 123124 pay,010225PAY Check # Check Date Vendor Name Amount Invoice Comment 10100 MIDWESTONE BANK 2350 a 12/31/24 MINNESOTA DEPT OF REVENUE G 101-21702 State Withholding $1,518.95 Total $1.518.95 2351 a 12/31/24 IRS/EFTPS G 101-21703 FICA Tax Withholding $4,983.90 G 101-21701 Federal Withholding $3,388.33 Total $8,372.23 2352 a 12/31/24 PUBLIC EMPLOYEES RETIREMENT G 101-21704 PERA $4,560.53 Total $4,560.53 2353 a 12/31/24 EMPOWER G 101-21719 Health Care Saving Plan Total 37297 01/08/25 ANOKA COUNTY TREASURY E 101-43140-300 Professional Srvs Total 37298 01/08/25 ANOKA COUNTY TREASURY* E 101-41410-200 Office Supplies (GENERA Total $34, 065.51 $34, 065.51 STATE W/H - PAY PERIOD 27 01/03/25 12:55 PM Page 1 FICA/MED W/H - PAY PERIOD 27 FED W/H - PAY PERIOD 27 :T \VAT/I:e2\'a»V Eel 1111300l HEALTH CARE SAVING PLAN CONTRIBUTIONS $562.48 HWYSQ3202 OVER HEAD LIGHTING - MAIN ST & CSAH 54 - 2024 $562.48 $108.34 ELEC122624 POSTAGE & BALLOTS (ELECTIONS) - 2024 $108.34 37299 01/08/25 ASCAP E 101-45201-371 Music in the Park $445.00 Total $445.00 37300 01/08/25 CENTENNIAL FIRE DISTRICT E 101-42285-300 Professional Srvs $94,251.00 Total $94,251.00 37301 01/08/25 CENTENNIAL LAKES POLICE DEPT E 101-42110-300 Professional Srvs $93,249.92 Total $93,249.92 37302 01/08/25 CENTERPOINT ENERGY E 101-43000-380 Utilities $82.10 E 602-43200-380 Utilities $27.08 E 101-42280-380 Utilities $94.79 E 101-45202-380 Utilities $29.06 Total $233.03 37303 01/08/25 GOPHER STATE ONE CALL INC E 601-49400-300 Professional Srvs E 602-43200-300 Professional Srvs Total 37304 01/08/25 HAWKINS, INC. E 601-49400-216 Chemicals and Chem Pro ANNUAL LICENSE FEE - MUSIC IN THE PARK - 2025 1 ST QTR 2025 FIRE SERVICES REPLACEMENT CK 36959 JULY SERVICES - 2085 W CEDAR ST SERV THRU JULY 2024 REPLACEMENT CK 36959 JULY SERVICES - 1785 PELTIER LAKE DR SERV THRU JULY 2024 REPLACEMENT CK 36959 JULY SERVICES - 1880 MAIN ST - SERV THRU JULY 2024 REPLACEMENT CK 36959 JULY SERVICES - 6970 LAMOTTE DR - SERV THRU JULY 2024 $5.40 4120280 SERVICES FOR DEC. 2024 $5.40 4120280 SERVICES FOR DEC. 2024 $10.80 $415.87 6944824 CHEMICALS - 2024 Check # Check Date Vendor Name CITY OF CENTERVILLE *Check Detail Register© Batch: 123124 pay, 010225PAY Amount Invoice Comment Total $415.87 37305 01/08/25 HOTSY MINNESOTA E 101-43000-300 Professional Srvs $347.22 23659 Total $347.22 37306 01/08/25 KODIAK TECH SOLUTIONS LLC E 101-43000-300 Professional Srvs $178.20 2678 Total $178.20 37307 01/08/25 LEAGUE OF MN CITIES E 101-41400-433 Dues and Subscriptions $5,182.00 418799 Total $5,182.00 37308 01/08/25 LONNIOLSON E 101-41400-300 Professional Srvs $562.50 20-0604 Total $562.50 37309 01/08/25 MCDONALD HOPKINS E 101-41400-300 Professional Srvs $1,925.10 1535314 Total $1,925.10 37310 01/08/25 NORTHLAND TRUST SERVICES, INC. E 351-47000-610 Interest $2,250.00 E 351-47000-600 E 353-47000-600 E 353-47000-610 E 353-47000-620 37311 01/08/25 E 101-43000-404 37312 01/08/25 E 101-42403-300 37313 01/08/25 E 605-45350-300 E 604-43230-300 37314 01/08/25 E 401-43000-300 E 401-43000-300 Debt Sry Principal (GENE $250,000.00 01/03/25 12:55 PM Page 2 SERVICE CALL - FUSE 7A SLOW, SHOP SUPPLIES. LABOR - 2024 aMJAF-11A1 V LTA I&M011 :1dAWAIJ14.'101_10 MEMBERSHIP DUES COVERS 1-1 THRU 12-31- 25 CITY CALENDAR CANVA CONVERSATION & CANVA-2024 POTENTIAL BUSINESS EMAIL COMPROMISE - 2024 2025 - 1,815,000 GEN. OBLG IMPRV CROSSOVER REFUNDING BONDS, SERVIES 2016A 2025 - 1,815,000 GEN. OBLG IMPRV CROSSOVER REFUNDING BONDS, SERVIES 2016A Debt Sry Principal (GENE $90,000.00 2025 -1,255,000 GEN OBLG IMPRV REFUNDING BONDS, SERIES 2021A Interest $9,400.00 2025 - 1,255,000 GEN OBLG IMPRV REFUNDING BONDS, SERIES 2021A Fiscal Agent s Fees $495.00 2025 - AGENT FEES - 1,255,000 GEN OBLG IMPRV REFUNDING BONDS, SERIES 2021A Total $352,145.00 NOVAK HYDRAULICS & MACHINING LLC Repairs/Maint Machinery/ $625.00 3082 REPAIRS TO 2001 STERLING WING PLOW- 2024 Total $625.00 NYKANEN INSPECTIONS LLC Professional Srvs $455.20 DECEMBER 2024 ELECTRICAL INSPECTIONS Total $455.20 REPUBLIC SERVICES, INC. Professional Srvs $6,799.39 0899-004640 DEC. 2024 RECYCLING SERVICES Professional Srvs $21,429.84 0899-004640 DEC. 2024 GARBAGE SERVICES Total $28,229.23 RICE CREEK WATERSHED DISTRICT Professional Srvs $262.50 2025-01 2024 4TH QTR - OLD MILL ESTATES - 18-071 Professional Srvs $30.00 2025-01 2024 4TH QTR - CENTERVILLE MAX STORAGE - 21-137 Total $292.50 CITY OF CENTERVILLE *Check Detail Register© Batch: 123124 pay, 010225PAY 01/03/25 12:55 PM Page 3 Check # Check Date Vendor Name Amount Invoice Comment 37315 01/08/25 SAUTER & SONS, INC. G 401-24505 Sod Escrow $1,500.00 PARTIAL ESCROW RELEASE - D24-001 7230 LAVALLE Total $1,500.00 37316 01/08/25 TASC E 101-41400-300 Professional Srvs $28.30 IN3314687 ADMINISTRATIVE FEE - COBRA - SERV THRU 2- 28-24 Total $28.30 37317 01/08/25 THUL SPECIALTY CONTRACTING, INC. E 602-43200-300 Professional Srvs $8,050.00 3334 MANHOLE I&I REPAIR - 2024 Total $8,050.00 10100 $637,313.91 Fund Summary 10100 MIDWESTONE BANK 101 General Fund $246,643.43 351 2009 A Bond - 2009 Str. Proj. $252,250.00 353 2021A REFUNDING BOND $99,895.00 401 Escrow/Legal/Engineering $1,792.50 601 Water Fund $421.27 602 Sewer Fund $8,082.48 604 GARBAGE $21,429.84 605 RECYCLE SERVICE $6,799.39 $637, 313.91 Voided ck# 36959 CITY OF CENTERVILLE REQUEST FOR COUNCIL ACTION CV'e tery "(fe Estab fished 1857 Agenda Item # Department: Requested Council Meeting Date: VIL2 Administration January 8, 2025 Centennial Police Department Claims Through December 23, 2024 BACKGROUND AND SUPPLEMENTAL INFORMATION: The packet contains Check Register and Detail which includes the following disbursements. Check #15511-15533, E2024099-2024105 & Payroll Check 915508-15510 COST AND SOURCE(S) OF FUNDING: N/A REQUESTED COUNCIL ACTION: Motion to Approve Along with the Consent Agenda. For Clerk's Use: SUPPORTED DOCUMENTS ATTACHED Motion By: Resolution Ordinance Contract Minutes Plan Map Second By: Vote Record: Ave Nay Golden Koski other (specify) Sunnortina Documents Contained in Packet. Rios Kubat Mosher Administration Department Use: Refer to: Consent Tabled Until: Regular Other: CENTENNIAL LAKES POLICE DEPT Check Register - POLICE Page: 1 Check Issue Dates: 12/20/2024 - 12/23/2024 Dec 23, 2024 01:16PM Report Criteria: Report type: Summary Check Number Check Issue Date Payee Amount 15529 12/23/2024 BUREAU OF CRIM. APPREHENSION 1,560.00 15530 12/23/2024 Foremost Promotions 1,473.27 15531 12/23/2024 IMAGE PRINTING & GRAPHICS, INC 32.50 15532 12/23/2024 MIDWAY FORD INC 159.95 15533 12/23/2024 QUILL LLC 514.54 Grand Totals: 3,740.26 M = Manual Check, V = Void Check CENTENNIAL LAKES POLICE DEPT Check Register - POLICE Page: 1 Check Issue Dates: 12/6/2024 - 12/19/2024 Dec 19, 2024 09:18AM Report Criteria: Report type: Summary Check Number Check Issue Date Payee Amount 15511 12/19/2024 Amazon Capital Services 422.87 15512 12/19/2024 ANOKA CO TREASURY OFFICE 75.00 15513 12/19/2024 API Garage Door, Inc. 709.00 15514 12/19/2024 ASPEN MILLS, INC 3,172.75 15515 12/19/2024 BATTERIES PLUS BULBS 144.60 15516 12/19/2024 Capital One Trade Credit 39.48 15517 12/19/2024 CENTENNIAL UTILITIES 841.16 15518 12/19/2024 CONNEXUS ENERGY 1,471.87 15519 12/19/2024 E C S I, LLC 260.00 15520 12/19/2024 FOREST LAKE SPORTSMAN'S CLUB 1,080.00 15521 12/19/2024 GEORGE'S INC 310.00 15522 12/19/2024 LVC Companies, Inc. 83.00 15523 12/19/2024 Metro Sales, Inc. 124.98 15524 12/19/2024 MIDWAY FORD INC 639.24 15525 12/19/2024 OFFICE OF MN IT SERVICES 44.60 15526 12/19/2024 O'REI LLY AUTOMOTIVE, INC 8.18 15527 12/19/2024 Pomp's Tire Service Inc 664.12 15528 12/19/2024 VERIZON WIRELESS 1,140.13 2024099 12/19/2024 CENTURY LINK 131.18 2024100 12/19/2024 Group Health Non -Patient A/R .00 V 2024101 12/19/2024 HEALTH PARTNERS .00 V 2024102 12/19/2024 PITNEY BOWES, INC 127.80 2024103 12/19/2024 WEX BANK 3,324.69 2024104 12/19/2024 Group Health Non-PatientA/R 80.20 2024105 12/19/2024 HEALTH PARTNERS 17,390.02 Grand Totals: 32,284.87 Payroll Checks: #15508-15510 M = Manual Check, V = Void Check CENTENNIAL LAKES POLICE DEPT Police Disbursements Report Input Dates: 12/6/2024 - 12/19/2024 Page: 1 Dec 19, 2024 09:19AM Name Invoice Description Invoice Date Total Cost Amazon Capital Services (112) Amazon Capital Ser 11PD-FLKD- Roku Smart TV 50-Inch 12/17/2024 199.99 Amazon Capital Ser 1GVD-XKCL- HP Black Toner Cartridge 11/12/2024 122.89 Amazon Capital Ser 1GVD-XKCL- Water Bottle Station Replacement Filter 11/12/2024 99.99 Total Amazon Capital Services (112): 422.87 ANOKA CO TREASURY OFFICE (116) ANOKA CO TREAS B241210D Dec Broadband (CAC Fiber) 12/19/2024 75.00 Total ANOKA CO TREASURY OFFICE (116): 75.00 ASPEN MILLS, INC (124) ASPEN MILLS, INC 344392 PASGT Helmet - JM 12/06/2024 488.00 ASPEN MILLS, INC 344411 2 Custom Officer Chest badges silver w/ gold panels 12/07/2024 319.70 ASPEN MILLS, INC 344412 10 Officer cap badges, 2 Corporal cap badges, 3 Sergeant ca 12/07/2024 2,310.45 ASPEN MILLS, INC 344637 Patch Hashmarks - old taken off/new sewn on - JM 12/10/2024 54.60 Total ASPEN MILLS, INC (124): 3,172.75 BATTERIES PLUS BULBS (132) BATTERIES PLUS P78071614 12V Battery for computer plug-in 11/26/2024 36.15 BATTERIES PLUS P78690730 3 UPS batteries for office computer backup boxes 12/16/2024 108.45 Total BATTERIES PLUS BULBS (132): 144.60 CENTENNIAL UTILITIES (150) CENTENNIAL UTILI 121224 Nov Gas, Water 12/12/2024 830.16 CENTENNIAL UTILI 121224 Nov Irrigation 12/12/2024 11.00 Total CENTENNIAL UTILITIES (150): 841.16 CENTURY LINK (152) CENTURY LINK 121224 Dec Communications 12/12/2024 131.18 Total CENTURY LINK (152): 131.18 CONNEXUS ENERGY (170) CONNEXUS ENER 121924 Dec Electric 12/19/2024 1,471.87 Total CONNEXUS ENERGY (170): 1,471.87 ECSI,LLC (191) E C S I, LLC 24110391 2024 Bi-Annual Fire Alarm Inspection 12/11/2024 260.00 Total E C S I, LLC (191): 260.00 FOREST LAKE SPORTSMAN'S CLUB (203) FOREST LAKE SP 14113 RANGE RENTAL 10/29, 10/30 - 2 sessions 11/07/2024 720.00 FOREST LAKE SP 9184 RANGE RENTAL Half day 11/8,11/9 - 2 sessions 12/07/2024 360.00 Total FOREST LAKE SPORTSMAN'S CLUB (203): 1,080.00 CENTENNIAL LAKES POLICE DEPT Police Disbursements Report Input Dates: 12/20/2024 - 12/23/2024 Page: 1 Dec 23, 2024 01:47PM Name Invoice Description Invoice Date Total Cost BUREAU OF CRIM. APPREHENSION (145) BUREAU OF CRIM. 823324 July -Dec 2024 CJDN Access Fee 09/30/2024 780.00 BUREAU OF CRIM. 823324 Jan -Jun 2025 CJDN Access Fee -Prepaid 09/30/2024 780.00 Total BUREAU OF CRIM. APPREHENSION (145): 1,560.00 Foremost Promotions (463) Foremost Promotion 728012 Color changing pencils, Stadium cups, Police Car magnets, P 08/12/2024 1,473.27 Total Foremost Promotions (463): 1,473.27 IMAGE PRINTING & GRAPHICS, INC (229) IMAGE PRINTING 168974 500 Police Warning Tags 12/20/2024 32.50 Total IMAGE PRINTING & GRAPHICS, INC (229): 32.50 MIDWAY FORD INC (284) MIDWAY FORD INC 630791 '22 Explorer Diagnose I ntermittent Advance Trac, Engine and 12/18/2024 159.95 Total MIDWAY FORD INC (284): 159.95 QUILL LLC (338) QUILL LLC 41939334 Lysol sanitizing wipes, Purell hand sanitizer, blue, black, and r 12/11/2024 514.54 Total QUILL LLC (338): 514.54 Grand Totals: 3,740.26 CENTENNIAL LAKES POLICE DEPT Police Disbursements Report Input Dates: 12/6/2024 - 12/19/2024 Page: 2 Dec 19, 2024 09:19AM Name Invoice Description Invoice Date Total Cost Frattallone's Hardware & Garden (204) Frattallone's Hardwa 116377G XL Swiffer sweeper, Wet mopping cloth 12/06/2024 39.48 Total Frattallone's Hardware & Garden (204): 39.48 GEORGE'S INC (210) GEORGE'S INC 3239 '22 Explorer #222 Oil Change and Filter, rotate tires 12/09/2024 80.00 GEORGE'S INC 3245 '23 Charger#223 Oil and filter change 12/11/2024 70.00 GEORGE'S INC 3246 '19 Interceptor #201 Oil & Filter Change, Rotate Tires 12/12/2024 80.00 GEORGE'S INC 3260 '22 Explorer #221 Oil Change and Filter, Tire Rotation 12/17/2024 80.00 Total GEORGE'S INC (210): 310.00 Group Health Non -Patient A/R (454) Group Health Non-P 7082097 Dec Employee Assistance Program Premium 12/19/2024 13.00 Group Health Non-P 7082097 Dec Employee Assistance Program - Due From City 12/19/2024 33.60 Group Health Non-P 7082097 Dec Employee Assistance Program - Due From Fire 12/19/2024 33.60 Total Group Health Non-PatientA/R (454): 80.20 HEALTH PARTNERS (220) HEALTH PARTNER 8784904384 Jan Health Insurance Prem 12/19/2024 17,390.02 HEALTH PARTNER 8784904384 Jan Health Insurance Prem-Reimbursable 12/19/2024 .00 Total HEALTH PARTNERS (220): 17,390.02 LVC Companies, Inc. (269) LVC Companies, Inc 157558 FIRE EXT MTC 12/11/2024 83.00 Total LVC Companies, Inc. (269): 83.00 Metro Sales, Inc. (280) Metro Sales, Inc. INV2659511 Nov Copier Contract 12/12/2024 124.98 Total Metro Sales, Inc. (280): 124.98 MIDWAY FORD INC (284) MIDWAY FORD INC 630590 '16 Taurus Replaced Right Rear Wheel Bearing 12/11/2024 639.24 Total MIDWAY FORD INC (284): 639.24 OFFICE OF MN IT SERVICES (309) OFFICE OF MN IT DV24110422 Nov WAN Services 12/19/2024 44.60 Total OFFICE OF MN IT SERVICES (309): 44.60 O'REILLY AUTOMOTIVE, INC (314) O'REILLY AUTOMO 3472-369765 MINI BULB 12/10/2024 8.18 Total O'REILLYAUTOMOTIVE, INC (314): 8.18 PITNEY BOWES, INC (325) PITNEY BOWES, IN 1026616452 RED INK CARTRIDGE qty 2 12/16/2024 127.80 CENTENNIAL LAKES POLICE DEPT Police Disbursements Report Page: 3 Input Dates: 12/6/2024 - 12/19/2024 Dec 19, 2024 09:19AM Name Invoice Description Invoice Date Total Cost Total PITNEY BOWES, INC (325): 127.80 Pomp's Tire Service Inc (328) Pomp's Tire Service 150187860 4 FS Weathergrip 235-55VR18 for'16 Ford Taurus 12/05/2024 664.12 Total Pomp's Tire Service Inc (328): 664.12 TWIN CITY GARAGE DOOR CO, INC (385) TWIN CITY GARAG 397895329 Removed and replaced weather seal on both Entrance and E 12/17/2024 709.00 Total TWIN CITY GARAGE DOOR CO, INC (385): 709.00 VERIZON WIRELESS (391) VERIZON WIRELE 9979475813 Nov Cell Phones 12/12/2024 755.02 VERIZON WIRELE 9979475813 Nov Squad Laptop Data 12/12/2024 385.11 Total VERIZON WIRELESS (391): 1,140.13 WEX BANK (397) WEX BANK 101491058 Nov Fuel 12/12/2024 3,324.69 Total WEX BANK (397): 3,324.69 Grand Totals: 32,284.87 CITY OF CENTERVILLE REQUEST FOR COUNCIL ACTION CVL,e teryCCe Esta6Cished 1857 Agenda Item # Department: Requested Council Meeting Date: VIL3 Administration December 23, 2024 Centennial Fire District Claims Through December 10, 2024 BACKGROUND AND SUPPLEMENTAL INFORMATION: The packet contains Check Register and Detail which includes the following disbursements. Check #9825-9831, E240015 & Payroll Check #9823-9824. COST AND SOURCE(S) OF FUNDING: N/A REQUESTED COUNCIL ACTION: Motion to Approve Along with the Consent Agenda. For Clerk's Use: SUPPORTED DOCUMENTS ATTACHED Motion By: Resolution Ordinance Contract Minutes Plan Map Second By: Vote Record: Ave Nay Love Koski Other (specify) SuDDOrtina Documents Contained in Packet. Taylor -Q Sweeney Mosher Administration Department Use: Refer to: Consent Tabled Until: Regular Other: CENTENNIAL FIRE DISTRICT Check Register - FIRE Page: 1 Check Issue Dates: 12/11/2024 - 12/23/2024 Dec 19, 2024 11:42AM Report Criteria: Report type: Summary Check Number Input Date Check Issue Date 9825 12/19/2024 9826 12/19/2024 9827 12/19/2024 9828 12/19/2024 9829 12/19/2024 9830 12/19/2024 9831 12/19/2024 240015 12/19/2024 Grand Totals: M = Manual Check, V = Void Check Payee 12/23/2024 ALLEGRA 12/23/2024 ANOKA COUNTY TREASURY DEPT. 12/23/2024 CENTENNIAL UTILITIES 12/23/2024 CONNEXUS ENERGY 12/23/2024 MNIAAI 12/23/2024 PERFORMANCE PLUS LLC 12/23/2024 SPRING LAKE PARK FIRE DEPT,INC 12/23/2024 US BANK Payroll Checks #9823 - 9824 Amount 77.58 112.50 442.69 509.03 50.00 437.00 104, 722.90 1 ing 4A 1n7 Rr)4 1Q CENTENNIAL FIRE DISTRICT Fire Disbursement Report Input Dates: 12/11/2024 - 12/23/2024 Dec 19, 2024 Page: 1 11:34AM Name Invoice Description Invoice Date Total Cost ALLEGRA (112) ALLEGRA 76473 Programs for Awards banquet 12/23/2024 77.58 Total ALLEGRA (112): 77.58 ANOKA COUNTY TREASURY DEPT. (121) ANOKA COUNTY TREAS B241210C DECEMBER - Broadband (CAC Fiber) 12/23/2024 112.50 Total ANOKA COUNTY TREASURY DEPT. (121): 112.50 CENTENNIAL UTILITIES (138) CENTENNIAL UTILITIES 12 23 2024 NOVEMBER - Gas, Water (Station 1) 12/23/2024 442.69 Total CENTENNIAL UTILITIES (138): 442.69 CONNEXUS ENERGY (149) CONNEXUS ENERGY 12 23 2024 11/6/2024 - 12/5/2024 Electric (for Station 1) 12/23/2024 509.03 Total CONNEXUS ENERGY (149): 509.03 MNIAAI (241) MNIAAI 2286 2025 Membership Renewal 12/23/2024 50.00 Total MNIAAI (241): 50.00 PERFORMANCE PLUS LLC (255) PERFORMANCE PLUS LL 11062146 Preplacement Med/Phys. Consult./Drug/Chest X-ray: B.D 12/23/2024 437.00 Total PERFORMANCE PLUS LLC (255): 437.00 SPRING LAKE PARK FIRE DEPT,INC (270) SPRING LAKE PARK FIRE CFD 2024-001 Station 3: Paint supplies 12/23/2024 599.18 SPRING LAKE PARK FIRE CFD 2024-001 G1: Webbing & Carabiners 12/23/2024 230.07 SPRING LAKE PARK FIRE CFD 2024-001 E1: Mortal equipment for engine 12/23/2024 8,966.85 SPRING LAKE PARK FIRE CFD 2024-001 E3 & G1: Chainsaws 12/23/2024 1,212.04 SPRING LAKE PARK FIRE CFD 2024-001 G1: Hose 12/23/2024 143.02 SPRING LAKE PARK FIRE CFD 2024-001 G1: Belts 12/23/2024 355.22 SPRING LAKE PARK FIRE CFD 2024-001 2023 RAM: Lights 12/23/2024 6,399.59 SPRING LAKE PARK FIRE CFD 2024-001 G1: Tools, Truck box, Connectors, Track tool 12/23/2024 2,146.51 SPRING LAKE PARK FIRE CFD 2024-001 2023 RAM: Lights 12/23/2024 621.30 SPRING LAKE PARK FIRE CFD 2024-001 Tablet supplies - all trucks 12/23/2024 113.29 SPRING LAKE PARK FIRE CFD 2024-001 E1: Adapter, Monitor 12/23/2024 2,257.68 SPRING LAKE PARK FIRE CFD 2024-001 E1: Safety camera installation 12/23/2024 355.48 SPRING LAKE PARK FIRE CFD 2024-001 For all trucks: Truck tablets & supplies, mounts, 12/23/2024 3,556.90 SPRING LAKE PARK FIRE CFD 4Q 2024 4th Quarter - SBM Admin. Fee 12/23/2024 25,952.27 SPRING LAKE PARK FIRE CFD 4Q 2024 4th Quarter - CFD Full -Time pay/benefits 12/23/2024 51,813.50 Total SPRING LAKE PARK FIRE DEPT,INC (270): 104,722.90 US BANK (284) US BANK 12 23 2024 Paper Towels 12/23/2024 83.40 US BANK 12 23 2024 8.5x11 Paper 12/23/2024 51.86 US BANK 12 23 2024 Trash bags, Angel Soft TP 12/23/2024 226.38 US BANK 12 23 2024 LED light bulbs (2) 12/23/2024 148.42 CENTENNIAL FIRE DISTRICT Fire Disbursement Report Input Dates: 12/11/2024 - 12/23/2024 Dec 19, 2024 Page: 2 11:34AM Name Invoice Description Invoice Date Total Cost US BANK 12 23 2024 LED Light bulbs (2) 12/23/2024 324.47 US BANK 12 23 2024 Bottled water 12/23/2024 85.20 US BANK 12 23 2024 E1: AC2 green treated lumber 2x6-8' (for cribbing) (2) 12/23/2024 17.26 US BANK 12 23 2024 Saw Blade 12/23/2024 14.99 US BANK 12 23 2024 Paper towels 12/23/2024 15.99 US BANK 12 23 2024 E1: AC2 green treated lumber 4x4-6' (for cribbing) (2) 12/23/2024 21.58 US BANK 12 23 2024 E1: AC2 green treated lumber 4x4-6' 12/23/2024 10.39 US BANK 12 23 2024 E1: Wrap -It Strap100-40BX 12/23/2024 3.79 US BANK 12 23 2024 Disinfectant wipes 12/23/2024 25.56 US BANK 12 23 2024 12' Lashing strap 2pk 12/23/2024 7.99 US BANK 12 23 2024 Lag Screw 1# 12/23/2024 10.99 US BANK 12 23 2024 Glade Mist air freshener 12/23/2024 6.57 US BANK 12 23 2024 2.5 gal. Diesel Exhaust Fluid (2) 12/23/2024 18.96 US BANK 12 23 2024 Round outlet cover 12/23/2024 6.46 US BANK 12 23 2024 Gas Prop 35# 12.2" (gas strut) 12/23/2024 38.82 US BANK 12 23 2024 RETURN: Paper towels 12/23/2024 83.40- US BANK 12 23 2024 Jersey Mike's: First Due/Officers meeting 12/23/2024 98.93 US BANK 12 23 2024 Leather Gloves (8) 12/23/2024 135.92 US BANK 12 23 2024 E1: Mounting supplies 12/23/2024 31.96 Total US BANK (284): 1,302.49 Grand Totals: 107,654.19 CITY OF CENTERVILLE REQUEST FOR COUNCIL ACTION CWj,'.e teryCCe Esta6Cished 1857 Agenda Item # Department: Requested Council Meeting Date: VIL4 Administration January 8, 2025 TITLE OF ISSUE: League of Minnesota Cities Membership BACKGROUND AND SUPPLEMENTAL INFORMATION: The city received its membership renewal notice from the League of Minnesota Cities (LMC). The LMC provides support services to its member cities. Notably, the League stays on top of emerging issues, offering advice, including sample ordinances, policies and RFPs. The League's staff include attorneys, HR specialists, former administrators, and many other professionals with a wide range of expertise and experience. Guidance our city receives from the LMC is, perhaps, our most valuable resource. Staff strongly supports renewal of our membership in the League of Minnesota Cities. COST AND SOURCE(S) OF FUNDING: $5,182 - General Fund (Budgeted Expense) REQUESTED COUNCIL ACTION: Motion to approve the renewal of Centerville's membership with the League of Minnesota Cities, for 2025. For Clerk's Use: SUPPORTED DOCUMENTS ATTACHED Motion By: Resolution Ordinance Contract Minutes Plan Map Second By: Vote Record: Ave Nay Golden FI Koski Other (specify) MembershiD Renewal Rios Kubat Mosher Administration Department Use: Consent Refer to: Tabled Until: Regular Other: Invoice Number: 418799 LMC LEAGUE MINNESOTA CITI ES Membership Dues Invoice For the Period covering January I - December 31, 2025 City of Centerville Dues Amount: $5,182 (Dues amount rounded to nearest dollar) Population: 3,993 (Population represents the 2023 State Demographer and Metropolitan Council Estimates) Dues are based on your population. See how we calculated your dues at: www.Ime.org/dues For membership dues in the League of Minnesota Cities for the year beginning January 1, 2025. Annual dues for membership in the League of Minnesota Cities include subscriptions to Minnesota Cities magazine.* Pursuant to the disclosure requirements of Minnesota Statutes, Section 6.76, the proportionate amount of dues spent for lobbying purposes is 10.4%. This percentage is reported to the State Auditor as required by statute. Payment from Public Funds Authorized by Minn. Stats, Sec. 465.58 I declare under the penalties of law that the foregoing account is just and correct and that no part of it has been paid. Dated: January 1, 2025 Luke Fischer Executive Director, League of Minnesota Cities Please Remit To: Finance Department League of Minnesota Cities 145 University Ave W St Paul, MN 55103-2044 Include this invoice or reference invoice 9418799 with your payment. Questions: billing(�lmc.org *Annual dues include subscriptions to Minnesota Cities magazine at $30 per subscription; the League reserves the right to limit the number of magazine subscriptions a member organization receives. This information is provided to meet USPS regulations; please do not factor in the value of the subscription when paying your dues invoice. The League will routinely communicate via e-mail with your city's staff and elected officials as part of your membership in the League. CITY OF CENTERVILLE REQUEST FOR COUNCIL ACTION CVi,'.e teryCCe Esta6Cished 1857 Agenda Item # Department: Requested Council Meeting Date: VIll.1 Administration January 8, 2025 TITLE OF ISSUE: Memorandum of Understanding - New Positions - Union of Operating Engineers, Local 49 BACKGROUND AND SUPPLEMENTAL INFORMATION: At the last City Council meeting, several changes to the organizational structure were approved, including the elimination of the Public Works Director positions and the creation of two new positions: Public Works Foreperson and Public Works Technician/Building Official. The two new positions will be under the union contract. The attached Memorandum of Understanding (MOU) outlines the particulars of the new positions, including wage scales. An MOU is a way to effectively modify the union contract to add these positions without formally opening the contract for renegotiation. Staff and the union have agreed upon the language contained in the MOU attached. COST AND SOURCE(S) OF FUNDING: Costs and wages presented and approved at the last City Council meeting. REQUESTED COUNCIL ACTION: Motion to approve the Memorandum of Understanding between the City and the UOE, Local 49, regarding the addition of two new positions in the public works department. For Clerk's Use: SUPPORTED DOCUMENTS ATTACHED Motion By: Resolution Ordinance Contract Minutes Plan Map Second By: Vote Record: Ave Nay Golden FI Koski Other (specify) MOU Rios Kubat Mosher Administration Department Use: Refer to: Consent Regular Tabled Until: Other: Memorandum of Understanding WHEREAS, This Memorandum of Understanding is by and between the Union of Operating Engineers, Local 49 (Union) and the City of Centerville (City). It outlines changes to the existing contract between the two parties, which remains in full force and effect through the end of 2026, and WHEREAS, through an organizational restructuring, the city of Centerville has established two new positions and eliminated one position within the public works department, WHEREAS, these changes will take effect beginning January 1, 2025, and WHEREAS, the city council has approved these new positions and their associated Pay Grade on the city's pay equity scale, and WHEREAS, these two positions are: Public Works Foreperson (Pay Grade 8) and Public Works Technician/Building Official (Pay Grade 9), and WHEREAS, the position which will be eliminated is the Public Works Director, and WHEREAS, all public works positions will now report directly to the City Administrator, and WHEREAS, the Job Descriptions and Pay Scales associated with the new positions are attached to this Memorandum, and WHEREAS, these positions are expected to be "Non -Exempt" positions, meaning they will receive normal overtime pay, and WHEREAS, these positions will be governed by the union's contract and the parties agree that the positions and job grades are hereby incorporated into the contract, as part of this bargaining unit, and NOW, THEREFORE, the two parties agree that this Memorandum and its attachments, solely, memorialize the changes to the city's organizational structure as it relates to union positions. 2025 Wage Rates for two new public works positions: Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 8 Hourly Annual $ 29.71 $61,796.80 $ 31.46 $65,436.80 $ 33.21 $69,076.80 $ 34.96 $72,716.80 $ 36.54 $76,003.20 $ 38.48 $80,038.40 $ 39.98 $83,158.40 $ 41.98 $87,318.40 $ 43.71 $90,916.80 9 Hourly $ 31.88 $ 33.75 $ 35.64 $ 37.49 $ 39.38 $ 41.26 $ 43.14 $ 45.01 Annual $66,310.40 $70,200.00 $74,131.20 $77,979.20 $81,910.40 $85,820.80 $89,731.20 $93,620.80 $97,510.40 These rates will increase by the prescribed Cost of Living Adjustment in the Union Contract for 2026. Adopted by the City Council of the City of Centerville, Minnesota this 8th day of January, 2025. Nancy Golden, Mayor ATTEST: Teresa Bender, City Clerk CITY OF CENTERVILLE REQUEST FOR COUNCIL ACTION CVi,'.e teryCCe Esta6Cished 1857 Agenda Item # Department: Requested Council Meeting Date: VIIL2 Administration January 8, 2025 TITLE OF ISSUE: Res. #25-OXX Approving the Comprehensive Plan Amendment BACKGROUND AND SUPPLEMENTAL INFORMATION: At the last city council meeting, the council approved a resolution requesting a that the Met Council authorize a Comprehensive Plan Amendment to reguide 2.79 acres from Central Business District/Mixed Use to Public/Semi-Public located at 1687 Westview Street. The purpose of the amendment is to facilitate expansion of the adjacent Centennial School District property. The Met Council has completed their review and authorized this amendment (see the attached letter). Staff is requesting that Council approve resolution 925-OXX approving the Comprehensive Plan Amendment; Comp, Plan Amendments require a 2-step process: Met Council Approval and City Approval. COST AND SOURCE(S) OF FUNDING: N/A REQUESTED COUNCIL ACTION: Motion to Approve Res. 925-OXX Approving the Comprehensive Plan Amendment. For Clerk's Use: SUPPORTED DOCUMENTS ATTACHED Motion By: Resolution Ordinance Contract Minutes Plan Map Second By: X Vote Record: Ave Nay Golden Koski Other (specify) Letter from the Met Council Rios Kubat Mosher Administration Department Use: Refer to: Consent Regular Tabled Until: Other: RESOLUTION #25-XX CITY OF CENTERVILLE RESOLUTION REVISING THE CENTERVILLE 2040 COMPREHENSIVE PLAN WHEREAS: The landowner of 1687 Westview Street authorized an application for rezoning the Subject Parcel. This Parcel is currently regulated for zoning pursuant to Code Section 156.052, the Mixed -Use Neighborhood (M-2). The application requests rezoning pursuant to Code Section 156.050 for use as Public/Institutional District (P-1). WHEREAS: On November 8, 2024, City Staff published a memorandum regarding Application for a Comprehensive Plan Amendment and Rezoning 1687 Westview Street (LaLonde Property). In this memorandum, Staff recommended requested rezoning and amending the City Comprehensive Plan to accommodate this request. WHEREAS: On November 12, 2024, the Planning and Zoning Commission held a public hearing on the application of the landowner requesting the action herein; and did recommend that the City Council grant the application of the landowner and amending the City Comprehensive Plan to accommodate this recommendation. WHEREAS: On December 12, 2024, the Metropolitan Council received the City's 1687 Westview Street City Comprehensive Plan amendment. The amendment reguides 2.79 acres from Central Business District/Mixed Use to Public/Semi-Public located at 1687 Westview Street. The purpose of the amendment is to facilitate expansion of the adjacent Centennial School District property. WHEREAS: On December 30, 2024, the Metropolitan Council staff found the amendment meets the Comprehensive Plan Amendment Administrative Review Guidelines adopted by the Council on November 30, 2022. The proposed amendment does not affect official forecasts or the City's ability to accommodate its share of the region's affordable housing need. Therefore, the Council waived further review and action; and authorized the City to place this amendment into effect. NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF CENTERVILLE RESOVLES AND DIRECTS AS FOLLOWS: 1. The 2040 Comprehensive Plan shall be amended in a manner consistent with the recommendations from the Planning and Zoning Commission. 2. The amendment reguides 2.79 acres from Central Business District/Mixed Use to Public/Semi-Public located at 1687 Westview Street. 3. The City Attorney and the City Zoning Administrator shall make the required revisions. ADOPTED by the City Council of the City of Centerville, Minnesota, this day of , 2025. ATTEST: Teresa Bender, City Cleric Nancy Golden, Mayor Dated METROPOLITAN C O U N O 1 L December 30, 2024 Athanasia Lewis, Assistant City Administrator City of Centerville 1880 Main Street Centerville, MN 55038 RE: City of Centerville — 1687 Westview Street (LaLonde Property) Comprehensive Plan Amendment — Administrative Review Metropolitan Council Review File No. 21982-3 Metropolitan Council District 11 Dear Athanasia Lewis: The Metropolitan Council received the City's 1687 Westview Street comprehensive plan amendment on December 12, 2024. The amendment reguides 2.79 acres from Central Business District/Mixed Use to Public/Semi-Public located at 1687 Westview Street. The purpose of the amendment is to facilitate expansion of the adjacent Centennial School District property. Council staff finds the amendment meets the Comprehensive Plan Amendment Administrative Review Guidelines adopted by the Council on November 30, 2022. The proposed amendment does not affect official forecasts or the City's ability to accommodate its share of the region's affordable housing need. Therefore, the Council will waive further review and action; and the City may place this amendment into effect. However, staff offers the following advisory comments for your consideration: Water Supply and Quality (Lanya Ross, 651- 602-1803) The site is located in the Lino Lakes Drinking Water Supply Management Area, which has been designated by the City and the Minnesota Department of Health as highly vulnerable to contamination. Development and redevelopment provide opportunities to install best practices that improve water efficiency and protect water sources, which benefit the long-term capacity of Centerville's water supply system and protect the health of residents in Centerville and neighboring communities. Housing (Olivia Boerschinger, 651-602-1327) The amendment is consistent with the Met Council's Housing Policy Plan. The Plan currently provides sufficient land to address Centerville's share of the region's 2021-2030 need for affordable housing, which is 14 units. As of this amendment, the Plan will be guiding approximately 1.25 acres of higher density residential land such that at least 15 units could be built. The amendment, explanatory materials, and the information submission form will be appended to the City's Plan in the Council's files. If you have any questions regarding the review please contact Merritt Clapp -Smith, Principal Reviewer, at 651-602-1567 or via email at merritt.clapp-smith@metc.state. mn. us. Metropolitan Council (Regional Office & Environmental Services) 390 Robert Street North, Saint Paul, MN 55101-1805 P 651.602.1000 1 F 651.602.1550 1 TTY 651.291.0904 metrocouncil.org An Equal Opportunity Employer As always, you can also contact your Sector Representative, Emma Dvorak, at 651-602-1399 or via email at emma.dvorak@metc.state.mn.us. Sincerely,icWa�<��K i,,� Angela R. Torres, AICP, Senior Manager Local Planning Assistance CC: Tod Sherman, Development Reviews Coordinator, MnDOT Metro Gail Cederberg, Metropolitan Council District 11 Emma Dvorak, Sector Representative Merritt Clapp -Smith, Principal Reviewer Reviews Coordinator iaAr�:.uza►����►r.�:r.:mn�r�a.�r�m�ra►�rra�r�asr�mir��,yz�►c�mra,►����rr�a� ...r�rr�nram,►�r�.�r .�r��.ra.����:r•���rrr� Page - 2 1 December 30, 2024 1 METROPOLITAN COUNCIL CITY OF CENTERVILLE REQUEST FOR COUNCIL ACTION CWj,'.e teryCCe Esta6Cished 1857 Agenda Item # Department: Requested Council Meeting Date: VIIL3 Administration January 8, 2025 TITLE OF ISSUE: Ordinance 9 13 8, Second Series - Rezone 1687 Westview Street to P-1 BACKGROUND AND SUPPLEMENTAL INFORMATION: In November of 2024 the city received an application for a Comprehensive Plan Amendment and Rezoning of the property at 1687 Westview Street (LaLonde Property). A public hearing was held at the Planning and Zoning Commission meeting on November 12th and the Commission recommended that the Council approve both the rezoning request and Comprehensive Plan Amendment. The City Council approved the both actions at their December 5, 2024 meeting. Staff submitted the Comp Plan Amendment to the Met Council and they have now formally accepted it. The action being considered here is simply the formal ordinance required to rezone the property, now that the Comprehensive Plan Amendment has been approved. Staff is requesting that Council approve ordinance 9138, second series to rezone the property at 1687 Westview Street to Public P-1. all COST AND SOURCE(S) OF FUNDING: N/A REQUESTED COUNCIL ACTION: Motion to approve the first reading, waive the requirement for a second reading and authorize publication of ordinance 9 13 8, second series to rezone the property at 1687 Westview Street to Public P-1. For Clerk's Use: SUPPORTED DOCUMENTS ATTACHED Motion By: Resolution Ordinance Contract Minutes Plan Map Second By: X Vote Record: Ave Nay Golden FI Koski Other (specify) Rios Kubat Mosher Administration Department Use: Refer to: Consent Regular Tabled Until: Other: THE CITY OF CENTERVILLE ANOKA COUNTY, MINNESOTA ORDINANCE NO. , SECOND SERIES AN ORDINANCE REZONING LOT 4, AUDITOR'S SUBDIVISION NUMBER 48, REVISED. WHEREAS: The landowner authorized an application for rezoning the Subject Parcel. This parcel is currently regulated for zoning pursuant to Code Section 156.052, the Mixed -Use Neighborhood (M-2). The application requests rezoning pursuant to Code Section 156.050 for use as Public/Institutional District (P-1). WHEREAS: On November 8, 2024, City Staff published a memorandum regarding Application for a Comprehensive Plan Amendment and Rezoning 1687 Westview Street (LaLonde Property). In this memorandum, Staff recommended requested rezoning and amending the City Comprehensive Plan to accommodate this request. WHEREAS: On November 12, 2024, the Planning and Zoning Commission held a public hearing on the application of the landowner requesting the action herein; and did recommend that the City Council grant the application of the landowner and amending the City Comprehensive Plan to accommodate this recommendation. The City Council of the City of Centerville hereby ordains: Section 1. Pursuant to City Code Chapter 156, the City's zoning ordinance, is hereby amended by rezoning this Subject Parcel, legally described as: Lot 4, Auditor's Subdivision Number 48 Revised, being a part of the NW 1/4 of Section 23, Township 31, Range 22, Centerville, Anoka County, Minnesota. Section 2. Henceforth, this parcel is regulated for zoning pursuant to Code Section 156.050, Public/Institutional District (P-1). Section 3. The action herein is conditioned upon a conforming amendment to the City Comprehensive Plan, as adopted under a separate Resolution of the City Council. Section 4. The Zoning Map of the City of Centerville referred to and described in City Code Chapter 156 shall not be republished to show the aforesaid rezoning, but the City Administrator or the City Administrator's designee shall appropriately mark the Zoning Map on file in the City Administrator's office for the purpose of indicating the rezoning provided for in this ordinance and all of the notations, references, and other information shown thereon are hereby incorporated by reference and made a part of this ordinance. City Attorney draft version 01022025 Page 1 of 2 Section 5. Effective Date. This ordinance takes effect upon its adoption and publication. ADOPTED by the City Council of the City of Centerville, Minnesota, this day of , 2025. ATTEST: Teresa Bender, City Clerk Nancy Golden, Mayor Dated City Attorney draft version 01022025 Page 2 of 2 CITY OF CENTERVILLE REQUEST FOR COUNCIL ACTION CWj,'.e teryCCe Esta6Cished 1857 Agenda Item # Department: Requested Council Meeting Date: IX.1 Administration January 8, 2025 TITLE OF ISSUE: Res. #25-001 - Adopting the 2025 List of Appointments BACKGROUND AND SUPPLEMENTAL INFORMATION: Attached you will find the above stated resolution. Staff has inserted potential names for the various committee assignments on the first page and has noted the existing assignments for council members Koski and Mosher for reference. These assignments are simply suggestions and the council may assign anyone with the few exceptions where the Mayor is the required appointee, as noted. On the second page, are non -council appointees for various named positions. Changes from last year are noted in italics. Again, these are simply suggestions and the council may make change as they see fit. COST AND SOURCE(S) OF FUNDING: N/A REQUESTED COUNCIL ACTION: Motion to Approve Res. #25-001 - 2025 Appointments. For Clerk's Use: SUPPORTED DOCUMENTS ATTACHED Motion By: Resolution Ordinance Contract Minutes Plan Map Second By: X Vote Record: Ave Nay Golden FI Koski Other (specify) Letter from Newspaper with Proposal for Rios Kubat Official paper. —� Mosher Administration Department Use: Refer to: Consent Tabled Until: Regular Other: CITY OF CENTERVILLE RES. #25-001 A RESOLUTION AUTHORIZING APPOINTMENTS FOR 2025 THE CITY OF CENTERVILLE RESOLVES: WHEREAS, the City Council of the City of Centerville met January 8, 2025 at City Hall and Mayor Golden and Council Members Koski, Kubat, Mosher & Rios were present; and WHEREAS, the City Council of the City of Centerville discussed appointments for the 2025 year, and THE CITY OF CENTERVILLE HEREBY RESOLVES, the following person(s) are appointed to the named positions: Acting Mayor Suggested Appointee Current Appointee Appointee: Koski Koski Alternate: Mosher Jr. Council Member Appointee: Sophie Wynn Check Signing Authority (2 of 3 must sign) Appointee: Mayor Golden (required) Appointee: Koski Koski Appointee: City Administrator (required) Anoka County Fire Protection Council (Qtrly., Last Thurs. I s'Month of Qtr., 7 p.m. Various Locations) Appointee: Koski Alternate: Mosher Centennial Fire District Steering Committee (Qtrly., 3'd Thurs., 6: 30 p.m. Circle Pines City Hall, 200 Civic Heights, Circle Pines) Appointee: Koski Koski Appointee: Kubat Alternate: Mosher Centennial Lakes Police Department Governing Board (Qtrly., 7 p. m. Centennial Lake Police Department, 54 North Road, Circle Pines) Appointee: Mayor Golden (Required) Appointee: Mosher Mosher Alternate: Kubat North Metro Telecommunications Commission (Qtrly., 3'd Wed., 6 p. m., Spring Lake Park City Hall, 1301— 81"Avenue N.E., Spring Lake Park) Appointee: Golden Alternate: Rios Weed Inspector Appointee: Mayor Golden (Required) COMMITTEE S/COMMISSION Economic Development Authority (2 of 5 must be City Council Members) (3'`d Wednesday, 5:30 p.m., Council Chambers) Current Appointee 1. Mosher Mosher 2. Rios 3. Mark Remillard, President 4. Vacant Seal, Vice President 5. Chris Swenson, Treasurer The three at -large seats (gray text) on the EDA have terms that do not require reappointment at this time. Parks & Recreation Committee (Is' Wednesday of Month, 6:30p.m. Council Chambers) 1. Heidi Errickson-Grahek* 2. Katya Port** 3. Deanna Loomis 4. Ashley Fuchs 5. Brian Peterson 6. Emem Akpan 7. Kathy Freiermuth Council Liaison: Kubat Alternate: Rios *Current Chair **Current Vice Chair Chair and Vice Chair are elected at the committee's first meeting of the year. Planning & Zoning Commission (I sr Tuesday of Month, 6: 30 p.m. Council Chambers) 1. Jon Krueger* 2. Darrell Olson Jr.** 3. Bruce Thompson 4. Dawn Kalina 5. Richard Nelson 6. Jeannie Seppala 7. Vacant Seat Council Liaison: Koski Koski Alternate: Kubat *Current Chair **Current Vice Chair Chair and Vice Chair are elected at the committee's first meeting of the year. Personnel Committee (Meets When Needed) 1. City Attorney Glaser (required) 2. Mayor Golden (required) 3. Koski Koski STAFF/CONTRACTED SERVICES Animal Control Otter Lake Animal Care Center/CLPD Escort (Dogs Only) Attorney BBG Law, Kurt Glaser Assessor Mary Wells, Erik Skogquist & Chris Larson Auditor Abdo Bond Counsel Eckberg Lammers Building Official Dan Schmitz City Engineer Kellie Schlegel, PE (Stantec) Drug Testing Total Compliance Solutions, Inc. Employment Medical Examinations North Memorial Clinics/Multi-Care Assoc. Emergency Services Organization Anoka County Emergency Services Director Terry Stoltzman Financial Advisor Northland Securities Fire Marshal Jacob Pfeffer Fire Protection Centennial Fire District Housing and Redevelopment Authority (HRA) Anoka County HRA Insurance Agent of Record Mark Remillard, Remillard Insurance Agency Investments & Official Depository MidwestOne Bank, Moreton Capital Markets, PMA (4M Fund) & RBC Wealth Management Official Paper The Quad Community Press Police Protection Centennial Lakes Police Department Recycling Coordinator/Solid Waste Representative Staff Solid Waste Advisory Committee Alternative Staff Deputy Weed Inspector Tedd Peterson Passed by the City Council of the City of Centerville this 8th day of January 2025. Mayor, Nancy Golden Attest: City Clerk, Teresa Bender e1 viV//V IS,50 Wain Street, CentervidEe, XN 55ojs `-sta&ish1ed -1857 651-42.9-3232orTa-t65.1-429-8629 Memorandum Date: December 23, 2024 To: Honorable Mayor and City Council From: Mark Statz, PE — City Administrator/Engineer Subject: City Administrator Resignation Logistics Background Administrator Statz has tendered his resignation by giving notice on December 19, 2024. His contract includes a 60-day notice clause which reads: "If the City Administrator decides to terminate employment, he will provide the City a minimum of 60 days' notice of his intent to terminate. " Administrator Statz has said he will honor this clause to the extent the City Council continues to find value in his employment. Should he continue through the full 60 days, his employment would end on February 17 (President's Day). Hiring a City Administrator is an important task and will have several decision points. The following outlines some of the relevant issues. We have also attached the League of Minnesota Cities' "Toolkit". Appointing an Interim Administrator The City Council may wish to appoint an Interim Administrator until the next City Administrator is hired. Options include: • Appointing the Assistant Administrator • Appointing the City Clerk • Hiring an Interim Administrator Appointing the Assistant Administrator Assistant City Administrator, Athanasia Lewis was hired in January of 2022. With three years of experience under her belt, she is well positioned to take on this role. One of the reasons for hiring an Assistant Administrator was to ensure there is a continuity of operations when the Administrator is unavailable or terminates their employment. Appointing the City Clerk Clerk Bender has over 25 years of experience and has been the interim administrator along with former Public Works Director, Paul Palzer on a couple of occasions when the Administrator was terminated. Often, it is appropriate for a temporary pay rate increase for whomever is appointed to be applied while in the role of Acting Administrator. The city attorney should be consulted regarding the potential need to move this to a salaried position. The League of Minnesota Cities has a stable of former administrators who are ready to step in on a temporary basis to Fill the role of Administrator if the city wants a more senior person at the helm. An rate of around $100/hr would be typical for this arrangement. In the absence of a City Administrator or Interim Administrator, the City Clerk would be authorized to sign various documents, contracts and the like. It will be important to name an Interim City Administrator even before the departure of Mr. Statz, so that communications, and other issues can begin to be directed to that person. Initiating a Search for the City Administrator Position There are a few different approaches to hiring a City Administrator. Options include: • Having city staff prepare hiring materials and publish the opening on various platforms. • Having the personnel committee lead the effort, with city staff support. • Hiring a professional search firm. Staff -led Process With this method, staff would prepare a draft position description, including salary range, benefits and other details for approval by the City Council. Staff would also outline the process related to evaluation of the applications, interviewing and other logistical issues for the Council's approval. Finally, staff would arrange interviews and facilitate making an offer of employment. While this method may be the most cost effective, it may be complicated by one or more of the staff members wishing to be candidates for the position, themselves. Additionally, with the size of the city's staff, the absence of one person from the office staff will add significantly to the workload of the remaining 3.5 FTEs. Adding these tasks to that workload could prove taxing. Personnel Committee Utilizing the Personnel Committee to complete the search for the next administrator may be a way to keep costs down, while separating the process from city staff, a bit. The city attorney's office may be able to help with some of the administrative duties related to the search to ease the burden on current staff and to keep the process independent. Search Firm Professional Service Firms routinely conduct searches for executive level positions in both the private and public sectors. Attached to this report are two proposals from firms capable of performing the work. Detailed work plans and a scope of services are included. The fees for the firms are as follows: • David Drown & Associates o $24,000 — Full Service Fee • Express Professionals o $XX,XXX o $X,XXX If the City Council wishes to hire a professional search firm to perform this work, they may hire either of these firms, or ask that Staff obtain more proposals. There is no need to hire the lowest fee proposal, since this is a professional services project. Consideration of 60-Day Notice Period for City Administrator While the city's contract with the City Administrator has a 60-day notice period, this does not necessarily mean that the city is required to employ him through that entire period. Certainly, Mr. Statz has considerable knowledge and history with the city which he can utilize during his remaining time to bring other staff members up to speed. Further, he is a respected professional, who will not be disruptive during the exit period. However, a number of things should be considered when deciding how long to keep Administrator Statz employed. • Paid Holidays (MLK Day; President's Day) between now and his last day. • 3-day off -site training seminar (City Engineer's Conference; Jan 29-31); Mr. Statz is required to attend this conference to maintain his engineering license. With this in mind, it may make sense to have January 28 be Mr. Statz's last day of employment, to avoid 4 days of pay (3 at the conference and 1 holiday) where he will not be actively working on city issues. Conclusions and Recommendations Staff offers the following recommended actions for the City Council: 1. Formally accept the resignation of Administrator Statz, acknowledging the beginning of his advanced notice requirement to be December 19, 2024 and the final possible date of his employment as February 17, 2025. 2. Formally appoint Assistant Administrator Lewis as the Interim Administrator, effective at the termination of Mr. Statz's employment and authorize a temporary pay increase for "Acting Administrator" pay. 3. Begin the City Administrator Search a. Option 1 — Direct staff to prepare documents for the advertisement of the position opening. b. Option 2 — Authorize the Personnel Committee, including the City Attorney's office to facilitate the search process. c. Option 3 — Utilize a professional Executive Search Firm (see attached proposals) to facilitate the process. 4. Release Mr. Statz from his employment a. Option 1 — effective at the end of the workday on January 28, 2025. 1. b. Option 2 — effective at the end of the workday on February 14, 2025. P4 Rwemss Publications 4779 Bloom Ave., White Bear Lake, MN 55110 • Phone: (651) 407-1200 • Fax: (651) 429-1242 November 27, 2024 Ms. Theresa Bender City Clerk City of Centerville 1880 Main Street Centerville, MN 55038 Dear Ms. Bender: VIA EMAIL - tbenderaa centervillernn.com The Quad Community Press would like to once again be considered as your designated official newspaper for 2025. Here is what our subscribers are saying, "Local stories, city council and sports." "l read every paper cover to cover. 1 love it!" We continue to meet all the legal publication requirements under state statutes. We offer submittal of legal notices by mail, or e-mail your notices to le als ress ubs.com - clearly labeling them as "Legal Notices." Due to increased costs, we are asking for $12.67 per column inch, in 7-point type at 9 lines per inch, in the Quad Community Press and $12.67 per column inch forpublishing in The Citizen. Our legal notice deadline is every other Wednesday by 5:00 p.m. for the following Tuesday's publication. A schedule will be provided if needed. As always, we will do our best to allow extra time because of your Wednesday night meetings to accept notices until noon on Thursday. We welcome the opportunity to serve you and look forward to any questions or concerns you may have. Sincerely, x<- L Grauer Legal Notice Coordinator LG:mkk Misc. Centerville 2025.doe Your Best Source For Community Information www.presspubs.com White Sear Press • Vadneis Heights Press - Quad CommunityPress • Shoreview Press • The Citizen - The Lowdown - North Oaks News ppinfo@presspubs.com news@presspubs.com circ@presspubs.com marketing@presspubs.com artmanager@presspubs.com CITY OF CENTERVILLE REQUEST FOR COUNCIL ACTION s e terviffe E.stabi •fished 1857 Agenda Item # Department: Requested Council Meeting Date: IX.2 Administration January 8, 2025 TITLE OF ISSUE: Resolution to Not Waive Tort Liability Limits BACKGROUND AND SUPPLEMENTAL INFORMATION: Each year, the League of Minnesota Cities Insurance Trust (LMCIT) asks each City Council, as part of the insurance contract renewal process, to decide if they want to waive the Minnesota State statutory liability limits. Those limits are $500,000 for an individual claimant and $1,500,000 for all claimants for a single incident. If liability limits are waived, then the liability limit goes up to $2,000,000 per claimant and per incident. Staff is proposing that the City Council elect to not waive the liability limits, just as it has in past years. The waiver form is attached for your review. COST AND SOURCE(S) OF FUNDING: 2025 Budget REQUESTED COUNCIL ACTION: Motion to approve the resolution as presented. For Clerk's Use: SUPPORTED DOCUMENTS ATTACHED Motion By: Resolution Ordinance Contract Minutes Plan Map Second By: X Vote Record: Ave Na 0 En Golden Koski F1 Rios Other (specify) Waiver Form _ F--J Kubat Mosher Administration Department Use: Consent Refer to: Regular Tabled Until: Other: COUNTY OF ANOKA CITY OF CENTERVILLE Resolution # 25- A RESOLUTION TO NOT WAIVE LIABILITY LIMITS FOR LMCIT INSURANCE COVERAGE BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF CENTERVILLE, MINNESOTA WHEREAS, The City of Centerville contracts with the League of Minnesota Cities Insurance Trust (LMCIT) for property, casualty, and liability insurance coverage; and WHEREAS, Minnesota Statutes set the standard liability limits at $500,000 per claimant and $1,500,000 per incident; and WHEREAS, Minnesota Statutes allow cities to waive the liability limits to a maximum of $2,000,000 per claimant and $2,000,000 per incident with a higher premium from the LMCIT; and WHEREAS, the City desires to minimize its exposure to loss and cost; and NOW THEREFORE, BE IT RESOLVED by the City Council of the City of Centerville that: 1. The City Council elects to not waive liability limits for the 2025 insurance renewal. 2. The Finance Director is authorized and directed to sign and return the waiver form indicating this election along with the renewal information provided to the LMCIT underwriters. Passed and Adopted by the City of Centerville this 8th day of January, 2025. Nancy Golden, Mayor Teresa Bender, City Clerk Q LMC LEAGUE MINNESOTA CITIES LIABILITY COVERAGE WAIVER FORM Members who obtain liability coverage through the League of Minnesota Cities Insurance Trust (LMCIT) must complete and return this form to LMCIT before their effective date of coverage. Email completed form to your city's underwriter, to pstech(a—)jmc.org, or fax to 651.281.1298. Members who obtain liability coverage from LMCIT must decide whether to waive the statutory tort liability limits to the extent of the coverage purchased. The decision to waive or not waive the statutory tort limits must be made annually by the member's governing body, in consultation with its attorney if necessary. The decision has the following effects: • If the member does not waive the statutory tort limits, an individual claimant could recover no more than $500,000 on any claim to which the statutory tort limits apply. The total all claimants could recover for a single occurrence to which the statutory tort limits apply would be limited to $1,500,000. These statutory tort limits would apply regardless of whether the member purchases the optional LMCIT excess liability coverage. • If the member waives the statutory tort limits and does not purchase excess liability coverage, a single claimant could recover up to $2,000,000 for a single occurrence (under the waive option, the tort cap liability limits are only waived to the extent of the member's liability coverage limits, and the LMCIT per occurrence limit is $2,000,000). The total all claimants could recover for a single occurrence to which the statutory tort limits apply would also be limited to $2,000,000, regardless of the number of claimants. If the member waives the statutory tort limits and purchases excess liability coverage, a single claimant could potentially recover an amount up to the limit of the coverage purchased. The total all claimants could recover for a single occurrence to which the statutory tort limits apply would also be limited to the amount of coverage purchased, regardless of the number of claimants. Claims to which the statutory municipal tort limits do not apply are not affected by this decision. LMCIT Member Name: City of Centerville Check one: 0 The member DOES NOT WAIVE the monetary limits on municipal tort liability established by Minn. Stat. 46604 ❑ The member WAIVES the monetary limits on municipal tort liability established by Minn. Stat. § 466.04, to the extent of the limits of the liability coverage obtained from LMCIT. Date of member's governing body meeting: 01-08-2025 Signature: Position: Finance Director League of Minnesota Cities 3/2/2023 Liability Coverage Waiver Form Page 1 CITY OF CENTERVILLE REQUEST FOR COUNCIL ACTION s e terviffe Estabfiished 1857 Agenda Item # Department: Requested Council Meeting Date: IX.3 Administration January 8, 2025 TITLE OF ISSUE: Payroll Benefit Error Resolution BACKGROUND AND SUPPLEMENTAL INFORMATION: Late in the year, we discovered that an employee had been overcharged for dental insurance for most of the year. Staff made this error and the employee did not catch it right away. Since this was part of the cafeteria plan, there was no ability for the employee to select a different non-taxable benefit. The amount of the error was $676.40. The employee's wage rate was $36.89. Staff and the employee have agreed that a reasonable non -cash settlement of the error is to compensate the employee with additional Paid Time Off (PTO) in the amount of 16 hours. Staff is seeking City Council authorization for this settlement COST AND SOURCE(S) OF FUNDING: 2025 Budget REQUESTED COUNCIL ACTION: Motion to approve the settlement as presented. For Clerk's Use: SUPPORTED DOCUMENTS ATTACHED Motion By: Resolution Ordinance Contract Minutes Plan Map Second By: Vote Record: Ave Na 0 En Golden Koski FI Rios Other (specify) _ F__j Kubat Mosher Administration Department Use: Consent Refer to: Regular Tabled Until: Other: CITY OF CENTERVILLE REQUEST FOR COUNCIL ACTION CWj,'.e teryCCe Esta6Cished 1857 Agenda Item # Department: Requested Council Meeting Date: IX.4 Administration January 8, 2025 TITLE OF ISSUE: Resignation of City Administrator BACKGROUND AND SUPPLEMENTAL INFORMATION: The Personnel Committee is in receipt of a letter of resignation from the City Administrator, dated December 19, 2024. The Administrator's contract includes a 60-day advanced notice requirement, prior to resignation. A number of decisions will need to be made regarding leadership transition. The attached staff memo outlines some of these issues and suggests prudent actions. COST AND SOURCE(S) OF FUNDING: N/A REQUESTED COUNCIL ACTION: Motion to accept the resignation of City Administrator Statz, and authorize the actions included in the attached staff memorandum. For Clerk's Use: SUPPORTED DOCUMENTS ATTACHED Motion By: Resolution Ordinance Contract Minutes Plan Map Second By: Vote Record: Ave Nay Golden FI Koski Other (specify) Staff memo, Letter of Resignation Rios Kubat Mosher Administration Department Use: Refer to: Consent Tabled Until: Regular Other: e1 viV//V IS,50 Wain Street, CentervidEe, XN 55ojs `-sta&ish1ed -1857 651-42.9-3232orTa-t65.1-429-8629 Memorandum Date: January 3, 2025 To: Honorable Mayor and City Council From: Mark Statz, PE — City Administrator/Engineer Subject: City Administrator Resignation Logistics Background Administrator Statz has tendered his resignation by giving notice on December 19, 2024. His contract includes a 60-day notice clause which reads: "If the City Administrator decides to terminate employment, he will provide the City a minimum of 60 days' notice of his intent to terminate. " Administrator Statz has said he will honor this clause to the extent the City Council continues to find value in his employment. Should he continue through the full 60 days, his employment would end on February 17 (President's Day). Hiring a City Administrator is an important task and will have several decision points. The following outlines some of the relevant issues. We have also attached the League of Minnesota Cities' "Toolkit". Appointing an Interim Administrator The City Council may wish to appoint an Interim Administrator until the next City Administrator is hired. Options include: • Appointing the Assistant Administrator • Appointing the City Clerk • Hiring an Interim Administrator Appointing the Assistant Administrator Assistant City Administrator, Athanasia Lewis was hired in January of 2022. With three years of experience under her belt, she is well positioned to take on this role. One of the reasons for hiring an Assistant Administrator was to ensure there is a continuity of operations when the Administrator is unavailable or terminates their employment. Appointing the City Clerk City Clerk, Teresa Bender has over 25 years of experience and has been the interim administrator along with former Public Works Director, Paul Palzer on a couple of occasions when the Administrator was terminated. Often, it is appropriate for a temporary pay rate increase for whomever is appointed, to be applied while in the role of Acting Administrator. A reasonable increase may be on the order of 10% of the person's current salary. The city attorney should be consulted regarding the potential need to move this to a salaried position. The League of Minnesota Cities has a stable of former administrators who are ready to step in on a temporary basis to fill the role of Administrator if the city wants a more senior person at the helm. A rate of around $100/hr would be typical for this arrangement. In the absence of a City Administrator or Interim Administrator, the City Clerk would be authorized to sign various documents, contracts and the like. It will be important to name an Interim City Administrator even before the departure of Mr. Statz, so that communications, and other issues can begin to be directed to that person. Initiating a Search for the City Administrator Position There are a few different approaches to hiring a City Administrator. Options include: • Having city staff prepare hiring materials and publish the opening on various platforms. • Having the personnel committee, including the City Attorney lead the effort, with city staff support. • Hiring a professional search firm. Staff -led Process With this method, staff would prepare a draft position description, including salary range, benefits and other details for approval by the City Council. Staff would also outline the process related to evaluation of the applications, interviewing and other logistical issues for the Council's approval. Finally, staff would arrange interviews and facilitate making an offer of employment. While this method may be the most cost effective, it may be complicated by one or more of the staff members wishing to be candidates for the position, themselves. Additionally, with the size of the city's staff, the absence of one person from the office staff will add significantly to the workload of the remaining 3.5 FTEs. Adding these tasks to that workload could prove taxing. Personnel Committee Utilizing the Personnel Committee to complete the search for the next administrator may be a way to keep costs down, while separating the process from city staff, a bit. The city attorney's office may be able to help with some of the administrative duties related to the search to ease the burden on current staff and to keep the process independent. There will, however, still be costs associated with this option related to the city attorney's work. Search Firm Professional Service Firms routinely conduct searches for executive level positions in both the private and public sectors. Attached to this report are two proposals from firms capable of performing the work. Detailed work plans and a scope of services are included. The fees for the firms are as follows: • David Drown & Associates o $24,000 — Full Service Fee • Specialized Recruiting Group o 25-30% of Is'Year Salary If the City Council wishes to hire a professional search firm to perform this work, they may hire either of these firms, or ask that Staff obtain more proposals. There is no need to hire the lowest fee proposal, since this is a professional services project. Consideration of 60-Day Notice Period for City Administrator While the city's contract with the City Administrator has a 60-day notice period, this does not necessarily mean that the city is required to employ him through that entire period. Certainly, Mr. Statz has considerable knowledge and history with the city which he can utilize during his remaining time to bring other staff members up to speed. Further, he is a respected professional, who will not be disruptive during the exit period. However, a number of things should be considered when deciding how long to keep Administrator Statz employed. • Paid Holidays (MLK Day; President's Day) between now and his last day. • 3-day, off -site training seminar (City Engineer's Conference; Jan 29-31); Mr. Statz is required to attend this conference to maintain his engineering license. With this in mind, it may make sense to have January 28 be Mr. Statz's last day of employment, to avoid 4 days of pay (3 at the conference and 1 holiday) where he will not be actively working on city issues. Conclusions and Recommendations Staff offers the following recommended actions for the City Council: 1. Formally accept the resignation of Administrator Statz, acknowledging the beginning of his advanced notice requirement to be December 19, 2024 and the final possible date of his employment as February 17, 2025. 2. Formally appoint [Option], as the Interim Administrator, effective at the termination of Mr. Statz's employment and authorize a temporary pay increase for "Acting Administrator" pay of 10%: a. Option 1 - Assistant Administrator Athanasia Lewis b. Option 2 — City Clerk Teresa Bender c. Option 3 — Chose a former Administrator from the LMC list. 3. Begin the City Administrator Search a. Option 1 — Direct staff to prepare documents for the advertisement of the position opening. b. Option 2 — Authorize the Personnel Committee, including the City Attorney's office to facilitate the search process. c. Option 3 — Utilize a professional Executive Search Firm (see attached proposals) to facilitate the process. 4. Release Mr. Statz from his employment a. Option 1 — effective at the end of the workday on January 28, 2025. b. Option 2 — effective at the end of the workday on February 14, 2025. v L rl C INFORMATION MEMO LEAGUE of Hiring a City Manager or Administrator MINNESOTA CITIES Toolkit Learn the steps to take in hiring a city manager or administrator, including how to manage interim time, whether or not to use a search consultant, setting position qualifications and attracting, interviewing and offering positions to candidates. Take action with Information Memo toolkits. They contain the forms, 10 samples, or models a city can use to take action on a process or project. Look for the toolkit icon so you can download that tool to use or modify it This toolbox icon marks the link to a downloadable tool. for your city. RELEVANT LINKS: 1. Pre -hiring action steps Your city is suddenly faced with the prospect of hiring a city administrator or city manager. What should you do? What should you be thinking about? Maybe even more importantly what should you NOT do? This overview is designed to address some of the questions you may have about how to go about hiring the top appointed position in your city. A. Interim administrator or city manager duties When there is a vacancy in the office of the city administrator or manager one option is to designate some other trusted staff member (finance director, clerk) to serve as interim administrator until a replacement can be hired. Another option is to divide responsibilities between several staff during the interim. This can work, but the council must be very clear about who has specific responsibilities for what functions, and to whom they all report. Cities with the council-manager form of government should probably not use this option, since State law or the city charter vest the city manager with very specific authorities. Another option is to work with or contract with a neighboring city to have its city clerk or administrator help out. Or some cities hire a retired administrator to serve as an interim administrator or look for an 800.925.1122 651.281.1200 administrator who is in-between jobs to serve in this role. LMC can provide HRbenefits@Imc.org a list of individuals who may be available for such interim service. While each recruitment is unique, a city can generally expect a recruitment process to take 90 to 120 day plus an additional 30-45 days for a candidate to start after a contract is approved. This material is provided as general information and is not a substitute for legal advice. Consult your attorney for advice concerning specific situations. 145 University Ave. West www.Imc.org 3/7/2022 Saint Paul, MN 55103-2044 (651) 281-1200 or (800) 925-1122 © 2022 All Rights Reserved RELEVANT LINKS: B. Using a consultant or doing it on your own The first decision the mayor and council will need to make is whether to hire a consulting firm to assist with the recruitment. There are both national and Minnesota -based firms specializing in the recruitment of city administrators/managers. The fees vary, but about $19,000 to $26,000 plus direct expenses, can be anticipated. While the consulting fee may appear substantial up front, many cities have found it to be a very worthwhile investment in keeping the overall recruitment process objective and in hiring a manager/administrator who is the best fit for their city. Search firms may also offer some type of "guarantee" if the employee doesn't work out or doesn't end up staying in the position for a specified amount of time. One option for examining search firms is to seek formal proposals from vendors. Please contact the League for sample Request for Proposals for Executive Search Consulting Services some cities have used in the past. There is no requirement for a formal RFP process for this type of service. Another option that can be accomplished more rapidly, is to reach out to specific firms and request they submit a service quote. The Council should evaluate the proposals or quotes using the same process used for other service proposals or quotes. If the council decides not to retain a consultant, but to handle the recruitment on its own, it is usually necessary to designate a trusted member of the existing city staff to manage the details of the process — the individual responsible for human resources matters would be the best choice, with the city clerk or finance director being other viable options. If the city is too small to have a staff member available for this purpose, the council will probably need to designate the mayor or a council member to handle it. The city attorney will also be a necessary and helpful resource in keeping the process legal and in finalizing the details of any employment agreement. If city decides not to retain a consultant, involvement of the city attorney is strongly encouraged. The council should agree up front on how it is going to organize itself for the task ahead — i.e., development of the posting, who will speak on behalf of the council in contacting candidates and the media, how the application process will occur, how the final terms of employment are established between the city and the successful candidate, etc. It should be very clear and agreed upon as to what roles individual councilmembers will and will not play in the process. II. Hiring tasks The remaining steps outlined in this memo would be similar regardless of whether a consultant is used. League of Minnesota Cities Information Memo: 3/7/2022 Hiring a City Manager or Administrator Toolkit Page 2 RELEVANT LINKS: 1CMa. MCMA. The difference is that in one case, the consultant would coordinate most of the tasks, while in the other, it would be the designated staff member in consultation with the mayor or the entire council. A. Establishing qualifications for the position The mayor and council will want to start by thinking carefully and broadly about the qualifications they would like in a new manager/administrator. For a moderately sized or larger community (e.g., population 4,000 to 5,000), it would be very reasonable to expect previous experience as an assistant city manager/administrator in a similar -sized or even larger city. Ideal candidates would hold a bachelor's degree and some candidates will have a master's degree in a relevant field (e.g., public administration, public affairs, business administration, leadership, urban affairs). Smaller communities (e.g., under 2,500) have often reported better results attracting less experienced city administrator candidates, including candidates with limited previous work experience (e.g., someone who has served as an assistant in a larger city, a candidate with experience that is not directly related but still generally relevant, or someone who has just graduated from a master's level program but has little or no experience). Beyond that, the council will want to think about specific demonstrated skills they may desire — i.e., staff leadership, policy work with the council, media relations, financial management, community and economic development, intergovernmental relations. No candidate is going to be strong in all areas! What skills are most important to the city at this time? It will be helpful to assess the strengths of existing staff, and then think about what skills the administrator/manager should bring in order to create a well- rounded staff team. Also remember managers and administrators are usually trained as generalists; if a particular skill is important, but not highly critical, most can learn quickly and apply those generalist skills in addressing particular issues and problems. On the more intangible side, the city administrator/manager is a critical position for setting a "tone" for the city. What personal traits will work best for the city at this time? What "style" is needed to earn the confidence of the council and effectively lead the staff? What values does the community expect to see in its city administrator/manager? Two basic core values any administrator/manager should bring to the job are a keen understanding of the public purposes and obligations of the city (which would be different than those for a private corporation) and a strong commitment to highly ethical behavior. The International City/County Management Association (ICMA) and its state counterpart, the Minnesota City/County Management Association (MCMA), are the professional associations for city and county managers and administrators. League of Minnesota Cities Information Memo: 3/7/2022 Hiring a City Manager or Administrator Toolkit Page 3 RELEVANT LINKS: Minnesota City/County ICMA and MCMA have adopted a very specific code of ethics to guide the Management Association, Code ofFthics. behavior of members While the mayor and council have the ultimate responsibility for hiring and supervising the city manager/administrator, it can be a very good idea to gather input from others in this beginning stage. Asking the opinions of key city staff is an especially good idea. The council may want to consult with the Chamber of Commerce, key local industries, school district and county officials, community leaders, or labor leaders (including city labor unions if appropriate). The key is to carefully balance the input of the many diverse groups, and to avoid weighing the input of any one group or any one suggestion too heavily. When asking for input, it is important to make it clear the council will have to balance the many suggestions received with its own assessment of the needs of the city; every suggestion will not be able to be accommodated. Another option is to ask for input from these groups later in the process when candidates are being interviewed. The council will want to complete this phase of the process by drawing up its list of the main qualifications being sought in the new city administrator/manager. B. Job descriptions and position profiles As with any recruitment, having a good job description is critical. The council should work with the consultant or staff member to review the existing job description, incorporating and emphasizing key qualifications City Manager position description, City of and attributes established in the first step above. Moorhead sample. City Administrator position description, City of Fosston sample. Many local governments go further, creating a "recruitment profile." Search firms routinely develop these for their clients. Such a profile usually goes into some detail about the community and city, describing its strengths, challenges and issues. The profile then describes the type of city manager/administrator the city would like to recruit to help address those challenges. Disclosing the salary range and benefits the council is willing to consider, along with information about the community, such as schools, recreational opportunities, etc. helps candidates decide whether to apply for a position. A profile is an opportunity for the city to "sell" itself to prospective candidates. Good administrators and managers can be hard to find, so it is important for the city to put its best foot forward throughout the process. League of Minnesota Cities Information Memo: 3/7/2022 Hiring a City Manager or Administrator Toolkit Page 4 RELEVANT LINKS: Minn. stat. § 412.651. Finally, in cities with the position of city administrator (as opposed to city manager which is more clearly defined in state statute — Minnesota Statutes §412.651) the job description or profile should be clear about the specific duties, responsibilities, and authorities of the position — i.e., does this position present a recommended budget to the council, what role does he/she have in hiring, disciplining or firing employees? III. Recruitment of candidates Next, the mayor and council must decide how broadly to "cast the net" for potential applicants. Given the specialized nature of a city administrator/manager position, it is a ai good idea to advertise at least statewide. Both the League of Minnesota Cities (LMC) and the Association of Minnesota Counties (the skills between City Administrator Job Advertisement, LMC Model city and county managers are often transferable) will place advertisements Form. on their websites. Members of the Minnesota City/County Management League of Minnesota Cities Association (MCMA) are able to distribute information about positions of city jobs Posting. professional interest to its members via its online MemberLink community Association of Minnesota Counties, employment with over 300 members around the state. Many cities choose to advertise listings. their position nationwide through the International City/County International City/County Management Association Job Management Association (ICMA). For some cities, it might make sense to at Center, Employer overview. least advertise the position in the nearby states. LMC can assist you in National Forum for Black Public Administrators. placing notices with the municipal leagues in those states. The city may also Local Government Hispanic want to consider sending the advertisement to universities and colleges with Network. graduate degree programs in relevant fields such as public administration or public policy. Many can bring the position to the attention of alumni, as well as current students. Many cities also advertise with a focus on diversity equity and inclusion efforts by posting on job boards of state and national chapters of affiliate organizations. A few groups are linked to the left. Another decision is whether to place the advertisement in local or statewide on-line newspapers of general circulation. The disadvantage is you will likely be deluged with applications from individuals who are not really qualified, and most professional local managers will see your notice in association publications from LMC, MCMA, and others. On the positive side, there is always the possibility of finding a great candidate you might not otherwise have reached! If you use a consultant, he or she will actively recruit applicants they believe might be a good fit with your position. If you do not use a consultant, the council may want to direct staff as to specific individuals to whom they would like to send the position announcement. There is also nothing wrong with individual council members and even staff bringing the position to the attention of potential candidates. League of Minnesota Cities Information Memo: 3/7/2022 Hiring a City Manager or Administrator Toolkit Page 5 RELEVANT LINKS: See Employment Application, LMC Model Form. LMC information memo, Veterans Preference in Hiring, Section I-13-3, exception for department head positions. City Manager or Administrator Training and Experience, LMC Model Rating Sheet Form. That said, it is critical everyone respects the established process. Individual contacts should be solely an encouragement to consider applying, with no implication whatsoever the person is being promised a job, an interview or any other special consideration. Interested candidates should be directed to the consultant, city staff member, mayor, or whoever has been designated to coordinate the process. Interested applicants are usually asked to send a professional resume, along with cover letter of interest, to the designated recruitment coordinator. Some cities require applicants to complete the city's employment application form or another standardized form called a "supplemental application" requesting specific job -related information and allows for the applicant to elect veteran's preference points, if appropriate. A. Evaluation of applications Cities may need to comply with veterans' preference laws when hiring a manager or administrator. The law does not require cities to give preference to department head positions, but cities should use caution in applying this exemption and consult an attorney before assuming an employee will be considered a department head. You may receive resumes and applications from more candidates than you wish to interview. The agreed upon process should include deciding who is going to narrow the list to a reasonable number for further consideration. If you have hired a professional recruitment firm, they will do this for you. If not, it may be done by the designated staff member, or perhaps the mayor or a small council committee working with the staff member. You will likely end up with at least three candidate groupings —those clearly not qualified; those that seem to fit the bill; and a third middle pile of strong potential candidates but lacking in some area. If you and the city attorney determine the position is subject to the veterans' preference law, you will need to rate all candidates and veterans on a 100-point scale. Otherwise, at this point it is usual to come up with a list of about 8 —12 semi-finalists for further consideration. Copies of the resumes/applications of these top candidates are sent to each councilmember for their review and evaluation. It is very helpful to have some type of rating sheet to help the councilmembers score each candidate on key criteria. The scoring sheet can be based on a numerical rating system, but also allow opportunities for more subjective reactions. It is important everyone keeps in mind the identity of applicants is still private information at this point in time, and, thus, complete confidentiality must be maintained. League of Minnesota Cities Information Memo: 3/7/2022 Hiring a City Manager or Administrator Toolkit Page 6 RELEVANT LINKS: LMC information memo, Data Practices: Analyze, Classify Respond, Section VIII-A-I-c, Applicants for employment. LMC information memo, Meetings of City Councils, Section II-G-2, Interviews. Minn. Stat. § 13.43 subd. 3 The council will then meet to discuss their ratings of the semi-finalists and attempts to reach agreement on typically three to six finalists to be interviewed. As a prelude to this discussion, the consultant or designated staff member may compile the councilmembers individual ratings into some type of integrated report that helps council more quickly see where there is agreement as to the top candidates. At this point in the process, the city must begin to balance the somewhat conflicting demands of the Minnesota Data Practices and Open Meeting Law statutes. The council discussion to select finalists for interviews must be done in a public meeting, but the identity of applicants is private data. While the council can discuss private data at an open meeting when there is a business necessity, consider avoiding it altogether by having the council refer to specific candidates with something like "Candidate Number 4" or "Candidate D," rather than by name. private! Avoid using job titles or specific work experience that would identify the candidate as well. While the law does allow the council to discuss private data at an open meeting, the city will want to consider the potential for losing candidates who do not want to be identified until they officially reach the finalist phase of the process. Once candidates are chosen for an interview, they are considered "finalists" and the names of finalists are public data. Therefore, a highly recommended last step is to have the consultant, or designated staff member contact the finalists to advise them that they are going to be invited to interview and their identity is now public. This gives the applicant an opportunity to notify his or her current employer of their application before it comes out in the newspaper. B. Interview process In order to realistically compare candidates, it is best to complete all interviews in a relatively compressed timeframe, often over a one- or two- day period. Some cities choose to keep the candidates separated from one another, while others opt for a group event, including tours, receptions, and a group dinner with the council. As noted above, the identity of all finalists is public information at this point, and most candidates will understand that they are only one of several individuals being evaluated and considered. It is a nice idea to give all of the candidates a tour of the community, and perhaps even an opportunity to meet department heads, either one-on-one, or as a group. The candidates are evaluating you and your community at the same time you're evaluating them, so it is important to be open and provide a setting for them to ask questions and get honest answers. No one benefits by unpleasant surprises later. League of Minnesota Cities Information Memo: 3/7/2022 Hiring a City Manager or Administrator Toolkit Page 7 RELEVANT LINKS: In order to increase diverse perspectives for interview panel members, some cities will include a panel of community leaders to interview candidates within the city's hiring process. Keep in mind, private data (such as some criminal history and other background information) should be shared only with those individuals in the city who make the final hiring decision. It is then typical and preferable for the full council to meet as a group to Call HR for sample interview questions for a city interview the candidates, although some councils may appoint a administrator. subcommittee to conduct initial interviews. If either the full council or an See LMC information memo, official committee of the council conducts the interviewing, the interviews Meetings of city Councils. are subject to the Open Meeting Law. This would include posting notice of the meeting where the interviews are taking place and the interview being open to the public. LMC Model: Instructionsfor It is critical anyone conducting interviews on behalf of the city be trained in interview panel. LMC Model: Do not ask advance on interviewing skills and general legal requirements, as well as questions. informed of the duties and responsibilities of the position being filled. Refer to the links to the left for helpful interview panel instructions for aiding in explaining roles and procedures. LMC Model: Employment Interviewers should be prepared with a list of preset questions and some type interview panel rating sheet. of evaluation sheets to help them keep track of what they hear. Generally speaking, the evaluation sheets are considered private data under MN Data Practices laws, only to be shared with the candidate upon request. At the end of the day, individual responses can begin to blur into one. Be sure all of the candidates leave the interview with an understanding of approximately when a decision will be made, and how they will be contacted. LMC HR Reference Manual, You can find out more about the interviewing process, including questions Chapter 2, Section V, Interviewing. you should not ask, and whether you are asking the right kinds of questions, in the League's Human Resources Reference Manual. After all interviews are completed, the council usually tries to agree on a top candidate for further consideration. They may also want to agree on a second candidate in case something doesn't work out with their top pick. 1. Covering expenses Candidates may have expenses for traveling to your city, either by car, or even by plane, if necessary. There might also be overnight lodging and meal expenses. It is common for the city to reimburse such interview expenses up to a capped amount, provided detailed receipts are received from the applicant. Some cities also invite the candidates' spouses to be present at city expense with the idea that the city is selling a family, not just an individual, on the idea of moving to the community. League of Minnesota Cities Information Memo: 3/7/2022 Hiring a City Manager or Administrator Toolkit Page 8 RELEVANT LINKS: 16 Release for Employment Reference Checks, LMC Model Form. Minn. Stat. § 364.021. FIR Reference Manual, Chapter 5. Minn. Stat. § 364.021. FIR Reference Manual Hiring chapter. 2. Reference and background checks Never make a final job offer without this last, critical piece of due diligence, reference checks! An excellent tool for evaluating how a candidate is likely to perform in your city is his or her past track record with other employers. Potential legal issues can arise when considering Minnesota Statutes prohibit employers from requesting or considering an applicant's criminal history until an applicant has been selected for an interview. Thus, the city's employment application should not include any criminal history type questions. For additional information, refer to the Background checks section included in the Hiring Chapter of the HR Reference Manual linked to the left. From time to time, cities express an interest in completing the employment reference check stage early in the process on all potential finalists prior to inviting them to an interview. Again, this action is problematic for various reasons, including with the 2009 Criminal Offenders Rehabilitation Act. The Criminal Offenders Rehabilitation Act prohibits cities from inquiring into the criminal history of an applicant for employment prior to being selected for an interview, unless the background check is required by state or federal law. In 2009, the law was specifically designed to require public employers to remove the questions from their employment application forms that ask about criminal convictions, and then in 2012 the law was expanded to cover both private and public employers. While reference checks are important, they are not a substitute for a city conducting its own independent, comprehensive process -- completing these checks too early in the process can give them undue weight and unduly influence the process. A less time-consuming practice is to complete reference checks on the council's top one or two candidates. While the city ideally should make an offer of employment contingent upon any necessary steps still to be taken (like employment and personal reference checks), these steps should be taken as quickly as possible to avoid losing good candidates. Instead, let the candidate know that at this point, they are under serious consideration for the position, and with their permission, you will be continuing the evaluation with reference checks. Let the candidates know you will be calling the references they have listed, and likely a few others who would be in a position to comment on their past work record and make sure the city's authorization form allows for this practice (see below). Again, an agreed upon process is important. Who will conduct the checks? Who will they talk to? If you are working with a professional recruiter, they will perform that task for you. League of Minnesota Cities Information Memo: 3/7/2022 Hiring a City Manager or Administrator Toolkit Page 9 RELEVANT LINKS: If not, the city should have a trained person who is not a decision maker conducting the reference checks and any additional searches, so in the event protected class information is found, it will not be passed along to the decision makers. It is important to make sure the reference check process is objective, professional, and completed the same way for all candidates being given final consideration. Work with your human resources staff and city attorney regarding what are 10 and what are not allowable topics to be discussed during those reference checks. It is also a good idea to make sure candidates have signed an Release for Employment Reference Checks, LMC authorization and release form allowing you to verify the information they Model Form. provided — i.e., their backgrounds and employment references. LMC Flit Reference Manual, It is best to check with multiple references, including some who the Chapter 2, Section VII Background checks and candidate has not listed, to make sure you are getting a true, complete, and bonding. accurate picture of past performance. Then carefully evaluate and balance what you are being told. Remember, any one reference you talk with may have really liked, or really not liked, the candidate; you need a broader picture. Also, be on the lookout for inconsistencies in what the references shared and the candidate shared in his/her application and interview responses. Inconsistencies are something to check on but don't necessarily mean you shouldn't hire a candidate. Often there is a good reason for an inconsistency. It is good to check with both elected officials, and trusted staff in the candidate's current city or county. And it is fine to talk with others, such as the Chamber Executive Director, or even professional peers from nearby cities. LMC information memo: As with any position, it is also a good idea to complete a criminal history Background Checks: The ABCs ofBCA Data. and financial background review. Many cities have also started to undertake a simple public Google search on all finalists for city employment. Again, ideally, the city will have a trained person conducting this search who is not a decision maker, so in the event protected class information is found under this public search, it will not be passed along to the decision makers. C. Making an offer Once everything looks good for your preferred candidate, a contact should be made to tentatively offer him or her the position. If you are using a professional recruiter, they will handle this for you. If not, it should probably be done by the mayor. The administrator will be working for the mayor and council, so you owe it to him or her and yourself to establish that relationship right from the beginning. You may or may not choose to include a specific salary and benefit package in that initial discussion; however, both parties should be aware of the range you are considering. League of Minnesota Cities Information Memo: 3/7/2022 Hiring a City Manager or Administrator Toolkit Page 10 RELEVANT LINKS: It can be helpful to include the salary offer because for some candidates the process will not move forward without that on the table from the beginning 1. Establishing the compensation package Once the council and candidate have agreed they are mutually interested in pursuing an employment relationship, there are a number of benefits and terms and conditions of employment your candidate will likely want to discuss. Beyond salary, candidates with a number of years of experience will probably expect to receive some credit for that experience when it comes to the vacation, PTO and/or sick leave schedule — i.e., they will not want to start at the bottom of the schedule in many cases. The administrator/manager may also expect to be reimbursed for participation in one or two civic organizations, and for the considerable expense of moving to your community. An automobile allowance or mileage reimbursement arrangement as well as relocation assistance and options to work remotely at various times may also be requested by the candidate. And professionals will also be looking for financial support for their on -going professional memberships, involvement, and continuing education programs in organizations like the International City/County Management Association, the Minnesota City/County Management Association, and, of course, the League of Minnesota Cities. Savvy cities will not want to rely solely on an applicant's previous salary when determining wages offered in a compensation package. Several states, excluding Minnesota, have passed laws prohibiting employers from asking about a candidate's salary history. The goal of these statutes is to minimize and eliminate the gender pay gap. A more equitable process is to consider the city's pay plan, Pay Equity compliance efforts as well research how the city is compensating for the position compared to other similarly sized and location communities. See LMc salary anaBenefits Survey. The Survey Navigator for Minnesota Salary & Benefits Survey can help you evaluate what similarly sized cities around Minnesota are currently paying. Frequently, the council will want to agree on an initial salary offer but will give some latitude to the mayor or other designee to negotiate with the candidate. The council should also discuss in advance what is acceptable as far as other types of compensation, such as moving allowances, but again, needs to leave some flexibility to the designee for negotiating the offer. See LMc information memo, Governors Salary Cap. A best practices tip is to ensure the salary not only falls below the Governor's salary cap (link provided to the left) but also maintains See LMc information memo, Local Government Pay compliance with the City's pay equity reporting since Minnesota Rules Equity Act. require a jurisdiction to "maintain equitable compensation relationships." League of Minnesota Cities Information Memo: 3/7/2022 Hiring a City Manager or Administrator Toolkit Page 11 RELEVANT LINKS: After the city makes its initial offer, the candidate will likely ask for some time to think it over and will more often than not come back with a request that is somewhat higher, at least in some areas, than the city's initial offer. Be flexible and realistic in considering the candidate's counterproposal and consider various factors, including any unique issues/challenges in the city, the labor market, etc. It is unlikely the council will want to approve a compensation package wildly out of line with community values or what similar cities are paying. On the other hand, the manager/administrator position is extremely important to the overall success of your city government, so the council should weigh the cost/benefit of losing a preferred candidate over small differences, after spending so much time, effort and money recruiting the candidate. "Haggling" over small differences can start an important relationship off on the wrong foot. If both the council and the candidate maintain professionalism and mutual respect, differences can usually be worked out and an agreement reached that everyone can feel good about and defend. 2. Employment agreement You will need to decide how the salary, benefits, and other terms and conditions of employment will be documented. Your city may choose to rely on standard city personnel policies in all or many of these areas. In this case, you will at least want to provide a letter of appointment to the candidate. You should be prepared, however, that your candidate is likely to ask for an employment agreement. Hiring a city manager/administrator is different than hiring any other city employee. While other city employees may be covered by a collective bargaining (union) agreement or civil service rules, the manager/administrator generally serves "at the pleasure" of the council and should be considered an "at will" employee (i.e., the council can discharge him/her for any or no reason except as prohibited under federal or state law, i.e., protected class status such as ethnicity or gender). Granting the council such discretion preserves the democratic underpinnings of the council-manager plan and others form of local government where a chief administrative officer, appointed by the elected officials, exercises a significant amount of influence and discretion on city policy and administration. While as a general principle LMC does not recommend cities enter separate employment agreements with individual employees, the top-level administrative position in the city is very well an exception your council may wish to consider. In exchange for agreeing to be an "at will" employee, many, perhaps most, professional administrators and managers will expect the employment agreement includes a severance clause establishing what compensation will be provided should the council choose to terminate the administrator/manager's services. League of Minnesota Cities Information Memo: 3/7/2022 Hiring a City Manager or Administrator Toolkit Page 12 RELEVANT LINKS: State law generally limits such severance compensation to no more than the Minn. stat. § 465.722. See HR Reference Manual, equivalent of six months wages. Entering a well -crafted agreement can help Chapter s section III K 4 avoid a lot of conflicts in the future, including the chances of a messy and Severance pay. very public dispute or even litigation should the council terminate the administrator or manager. Refusing to grant an employment agreement may also mean your city is not able to attract the desired candidate. The Minnesota City/County Management Association, in cooperation with the League of Minnesota Cities, developed and reviewed sample employment agreement for possible use. If you choose to enter this, or any See City Manager or other agreement, please be sure to consult extensively with your city Administrator Employment attorney to understand the obligations being created on both parties. Once Agreement, LMC Model Contract. the terms of your employment agreement have come together, it is best to have the city attorney draw up the final document for signature by both parties. The candidate is likely to have his or her own attorney review it as well so don't be surprised or offended if there are still a few details to iron out. 3. Required employee notice HR Reference Manual Hiring Effective July 1, 2019, at the start of employment, all employers are required chapter. MN Dep't of Labor and to provide a written notice containing specific information. According to the Industry: wage Theft Department of Labor, this start -of -employment notice must be given to all Legislation 2019 and Summaries. employees, including temporary employees. The employer must keep a copy of the notice provided to the new hire and signed by each employee acknowledging receipt of the notice. For additional information see "Offer letter" in the Hiring Chapter of the HR Reference Manual. IV. Declined offers It is possible you won't get your first choice of candidate. That's why the city council will want to agree on a second candidate up front. Sometimes, things just don't work out, and you'll need a second choice. If number two doesn't work out, the city can go on to number three, and so forth, as long as the Council feels good about the candidate and believes he/she will meet the city's needs well. If the city council is not satisfied with anyone else interviewed, the council can always go back to that "middle" pile for another look and conduct more interviews. Keep in mind selection of these additional candidates will need to be in accordance with veteran's preference, if applicable, just like that which was undertaken for the first set of interview candidates. Or if that doesn't work, many cities and counties have had positive experiences completely opening up the process again. League of Minnesota Cities Information Memo: 3/7/2022 Hiring a City Manager or Administrator Toolkit Page 13 RELEVANT LINKS: Someone really great who didn't apply the first time just might be available See LMC information memo, now or be willing to give your city another look. Probably the worst thing a Veterans Preference in city can do is to settle for a candidate the council really is not enthusiastic Hiring. about. Whoever is serving as your interim city administrator/manager can probably handle the job for a few more months while the city takes the time to get the right person. Hiring a new city administrator/manager is one of the most important decisions your council will ever make for the city. It will cause the council to come together in focusing on what's really important to your community and to your city government right now. In finding the right person for this key position, you'll be well on your way to forging a council -administrator - staff partnership that will undoubtedly lead to great results for your city. Take whatever time is necessary to do the job right, keep your perspective and sense of humor, and be professional. If the city chooses to hire a search firm to assist you may also discover that expenditure of resources is a worthwhile investment in the future of the City. You and your constituents deserve the very best administrator/manager you can find. V. Further assistance 800.925.1122 Please feel free to call on us at the League if we can be of further help. 651.281.1200 HRbenefitsglmc.org League of Minnesota Cities Information Memo: 3/7/2022 Hiring a City Manager or Administrator Toolkit Page 14 0 LAGUE LMCMEN N ESOTA CITIES This list has been compiled by the League of Minnesota Cities. Last Updated: 09/10/2024 The League of Minnesota Cities offers this listing simply as a startingpoint in your city's search for interim, temporary assistance. This listing has been gathered from people who have continued interest in working for cities based on their prior local government experience and has not been vetted nor is it endorsed by the League. As such, it is assumed each city will not only make contact with consultants listed to determine availability, experience and pricing, but also pursue appropriate background and reference check processes to determine match and suitability. For information on typical background checks, please refer to the League's Hiring Chapter of the HR Reference Manual and the Hiring a City Manager or Administrator Toolkit. *Interim roles are italicized City Managers & Administrators Diane Anastos Terri Boese 763-227-0365 320-345-0180 anastos.diane@gmail.com boese.terri@gmail.com linkedin.com/in/dianeanastos PO Box 392, Dassel, MN 55325 Experience (pop. size): Experience (pop. size): 0-2,500 - Kenyon 0-2,500 — Pecluot Lakes, Stephen & Dassel 2500-5000- Ely Other Experience: Planning in Golden Valley, Richfield Other Experience: Neighborhood Program Coordinator (Avondale, City Clerk/Treasurer, Planning & Zoning AZ) Administrator, EDA Director, Head Election St. Paul Public Housing Agency Program Official, City Personnel Officer, MCFOA Past Coordinator President, Notary Public, Metropolitan Council Outreach Coordinator Minnesota Master Municipal Clerk, IIMC Certified Municipal Clerk Confirmed 1112023 Jerry Bohnsack Craig Dawson 24254 Placid Dr. 1548 Fairmount Avenue Deerwood, MN 56444 Saint Paul, Minnesota 55105-2316 Cell: 612-756-4206 h/ 651.699.8689 ierry.bohnsack@gmail.com cdawson956@hotmail.com "Wishes to remain in Twin Cities Metro Experience (pop. size): Region" 0-2,500 — Montgomery, Aitkin 2,500-5,000— Pine City, Chisholm Experience (pop. size): 145 University Avenue West PH: (651) 281-1200 FX: (651) 281-1299 St. Paul, Minnesota 55103 TF: (800) 925-1122 www.Imc.org 5,000-10,000 — New Prague Other Experience: Executive Coach/Strategic Advisor www.skyehillcoaching.com Confirmed 1112023 0-2,500 — Excelsior, Lake St. Croix Beach 2,500 — 5,000 — 5,000-10,000 — Shorewood, Lake Elmo 10,000-15,000 - 15,000 — 30,000 - Oakdale Other Experience: Assistant CM —St. Louis Park, Eden Prairie, Maplewood Dept. Director — Minnehaha Creek Watershed District Confirmed 1112023 Joel Dhein 1821 200t" Ave. Mora, MN, 55051 320-333-9870 runcible.quince@gmail.com Experience (pop. size): 0-2,500—Silver Lake, Buhl, Harmony, West Concord 2,500 — 5,000 — Cokato, Prescott WI, Mora, Two Harbors Confirmed 1112023 Michael Ericson Kristina Handt C:612-790-5166 kristina handt@vahoo.com h/o: 651-704-0397 763.458.3186 maericson@vahoo.com Experience (pop. size): Experience (pop. size): 0-2,500 — Luck (WI) 0-2,500 — Landfall 2,500 — 5,000 — Scandia 2,500 — 5,000 — Centerville, Watertown 5,000-10,000 — 5,000-10,000— 10,000-15,000 — Lake Elmo 10,000-15,000 - 15,000-30,000 — Forest Lake 15,000 — 30,000 - Hugo Other Experience: Confirmed 1112023 Lauren Highfill 510 Clyde Street West Concord, MN 55985 Cell: 507.251.5412 Isl8303@outlook.com Experience (pop. size): 0-2,500 - City of West Concord 10,000 + - City of New Orleans Other Experience: Professional with 20 years of experience in Administration and Management. Worked with City, State and Federal Government. In addition, I have a background working with Municipal Bars and Liquor Stores, Park and Recreation Departments, EMS, Fire, Police and Emergency Management Services, Public Libraries, City Utilities, Economic Development Agencies, Transportation and Public Works Departments. Available: Starting April 12, 2024 David Schmidt Ed Shukle 230 3rd Street East 2991 Highview Lane Wabasha, MN 55981 Mound, MN 55364 Mobile: 651.560.4081 612-269-7015 doschmidt2013@gmail.com edshukle@frontiernet.net Experience (pop. size): Experience (pop. size): 0-2,500 — Landfall, Lakeland 0-2,500 - 2,500— 5,000—Elko New Market 2,500 — 5,000 —Wabasha, Plainview, 5,000-10,000 —Mound, Jordan, Victoria Mondovi (WI) 10,000-15,000 - 5,000-10,000 — 15,000 — 30,000 — Farmington 10,000-15,000 — Buffalo County (WI) 15,000 — 30,000 — Other Experience: 30,000+ - Moorhead Deputy Division Manager of Public Services (Anoka County) Other Experience: Administrative and Economic Consultant - Confirmed 11/2023 Buffalo County Planner Director - Town of Kittery, ME Principal Planner - City of Schenectady, NY Planning and Community Development Director, City of Washington, NC. City Planner, New Bern, NC Confirmed 1112023 Shirley Slater -Schulte Cell: 763-439-3943 sslaterschulte@gmail.com Experience (pop. size): 0-2,500 — West Concord, Kimball, Arlington, Maple Plain, Clear Lake, Maple Lake, Oronoco 2,500 — 5,000 — Richmond 5,000-10,000 — Dayton 10,000-15,000 - 15,000 — 30,000 — Albert Lea (Clerk) Confirmed 0812024 Mark Sievert 651-448-3298 mark sievert@msn.com 204 KC Road New Ulm, MN 56073 Experience (pop. size): 0-2,500- 2,500 — 5,000 — 5,000-10,000— Lake City 10,000-15,000 — Fergus Falls, Fairmont 15,000-30,000 — Albert Lea Other Experience: Exec. Director of Albert Lea HRA Confirmed 1112023 David Spencer dspencer@iw.net Cell: 507-829-6814 Sunny Bjorklund Schultz Cell: 612-369-3794 setal4business@gmail.com Experience (pop. size): 0-2,500 — Starbuck, Richmond, Oronoco 2,500 — 5,000 — Greenfield Other Experience: Jordan, Carver Confirmed 1112023 Michael Skrbich skirb79@gmail.com 218.348.2445 5838 North Pike Road Hermantown, MN 55811 Experience (pop. size): 0-2,500 — Aitkin, Lester Prairie, Hoyt Lakes Other Experience: Brock White- Industrial Project Specialist Ikonics Corporation- Division Manager Sherwin Williams- Manager Confirmed 112024 Jeff Weldon itwelldone@�mail.com Phone: 320-557-8006 12405 County Road 11 M 101 Central Avenue Apt #303 Osakis, MN Experience: Experience (pop. size): 0-2,500 —Tracy, Lynd, South Haven and Grove City Other Experience: Also did some unpaid consulting work for Russel, Arco, Holland. Adm Asst to the MCFOA Board for 23 years. Confirmed 412024 Robert J Wolfington, Jr rwolf1752@gmail.com 615 11th Street South Benson, MN 56215 Experience (pop. size): 0-2,500 - Rushford 2,500 — 5,000 — Benson 5,000-10,000 — 10,000-15,000 — 15,000-30,000 — Other Experience: United States Army Confirmed 1112023 Sauk Centre, MN 56378 320-557-8006 Experience (pop. size): 0-2,500 — 2,500 — 5,000 — 5,000-10,000 —Redwood Falls, MN 10,000-15,000 - 15,000 — 30,000- Brookings, SD; Yankton, SD; Assistant City Administrator Apple Valley Other Experience: Executive search consultant; GMP Consultants ICMA Senior Advisor -MN & SD City Management Assns. Adjunct Professor, South Dakota State University Policy Analyst, Minnesota State Senate 5 Human Resources, Inc. a David Ofown Associates Company December 27, 2024 Mayor and City Council City of Centerville 1880 Main Street Centerville, MN 55038 Dear Mayor and Members of the City Council, Cottage Grove Office: 7383 Hyde Ave S Cottage Grove, MN 55019 (612) 920-3320x119 1 fax: (612) 605-2375 bart6a daviddrown.com www.ddahumanresources.com Thank you for the opportunity to submit a proposal and scope of work to assist the City of Centerville with a search for your next City Administrator. Our firm has extensive experience with, and we thoroughly understand, the complexities faced by local governments in Minnesota. DDA HR uses a proven, comprehensive process ensuring clients can identify the best candidate for their organization and community. The attached proposal includes several elements that set us apart in our approach to providing this service. Highlights include: • Knowledge: Our firm comprehensively understands local government in Minnesota, and our consultants are former Administrators with significant experience. • Neutral Third Party: We provide a neutral, objective perspective and ensure the process is focused on assisting the City with finding the best possible fit. • Brochure/Profile: We develop a detailed, professional profile to present the organization in the most positive manner. A sample is attached. • Outreach and Advertising: Our direct outreach and advertising is comprehensive and designed to penetrate deeper and reach more potential candidates. Our depth and scope of outreach is unparalleled. • Experience: DDA HR has conducted more Minnesota city and county executive searches in the last five years than any other firm by a wide margin. • Adherence to deadlines: When a deadline is established, we will meet it. • Video Interview: DDA uses video interviews in the screening process to get quality data that may not be apparent on resumes. These videos are used by the Council to make informed decisions on who to interview in person. DDA believes that the City should pick candidates to interview, not us. We will make sure you have the needed information to make this effective decision. You know your organization best. • Candidate Communication: Through direct contact and a sophisticated software system, we ensure candidates understand the process and where they stand at all times. Candidates deserve nothing less. • Work Personality Index: Prior to deciding on final candidates, the Council will receive a personality index report on each person being considered for an interview. • Background Check Process: Instead of doing a comprehensive background check on a single finalist, we do a comprehensive background and reference check on all finalists interviewed by the Council. • Intellectual Profile: Each finalist will complete an intellectual profile measuring verbal reasoning, mathematical and logical reasoning, and overall mental aptitude. • All Inclusive Pricing: Costs for the scope of services we provide and laid out in the attached proposal are included. No surprises with us. • Two-year Guarantee: We include a two-year guarantee because we use a proven process that you can trust. Thank you for your consideration. Sincerely, Bart Fischer DDA Human Resources, Inc. Enclosures tervife Esta6Cished 1857 CITY OF CENTERVILLE City Administrator Recruitment Proposal & Scope of Work Submitted by DDA Human Resources, Inc. DDA Human Resources, Inc. a David Drown Associates Company December 27, 2024 Prepared by: Bart Fischer Management Consultant ■ Description of the Firm ■ Approach to the Process ■ Service Team ■ Process Details ■ Timeline ■ List of Clients ■ Fee ■ Assurance ■ References ■ Acceptance ■ Addendum DDA Human Resources, Inc. (DDA HR) is a specialized consulting firm dedicated to serving the human resources needs of local governments in Minnesota. Established as an affiliate of David Drown Associates (DDA), the company was created in response to the growing demand for HR consulting services within the public sector. DDA has served hundreds of cities and counties providing fiscal and economic development services for over 25 years and human resource services for over 10 years. Team Expertise The team at DDA Human Resources includes 11 highly experienced professionals, many of whom are former practitioners who have served as Administrators or Human Resource Managers. This hands-on experience ensures a deep understanding of the unique challenges and needs of local government. Client Base DDA Human Resources serves a wide range of clients, including cities, counties, and special districts throughout Minnesota. The firm has built a strong reputation for its thorough understanding of local government operations and its ability to deliver tailored solutions that meet client needs. Commitment to Service Our company is known for its nimble, efficient, and personal approach. DDA Human Resources prides itself on providing high -quality services at fair and equitable prices, ensuring that clients receive the best value for their investment. Network and Reach With a vast network of contacts and a deep understanding of the local government landscape, DDA HR stays attuned to the latest trends and developments, positioning itself as a leader in the field of human resource consulting for local government organizations. Our Services: • Executive Recruitment • Organizational Studies • Classification and Compensation Studies • Ongoing Maintenance of Classification and Compensation Systems • Leadership Development Mentoring Our approach focuses on finding the ideal fit for the City by understanding your goals, objectives, and desired attributes for the next City Administrator. We begin by gathering background information, then comprehensively advertise the position and engage in direct outreach and recruitment to attract both active and passive candidates. After the application period closes, we analyze the applicants and present the best matches to the City Council. Once finalists are selected, we conduct thorough research and provide all necessary information for the Council's decision. We prioritize communication. Our consultant will be on site throughout the recruitment, provide weekly email updates, and will always be available for questions. CITY OF CENTERVILLE I City Administrator Recruitment BART FISCHER — PROJECT LEAD Bart joined DDA HR in 2023 as a Management Consultant that focuses on leadership development mentoring, organizational work, strategic planning facilitation, and executive search work. He has over 20 years of experience as a public sector leader/manager in local government organizations as well as most recently working as a consultant with public sector clients. Bart's experience has taken him from being the Assistant City Administrator in the Cities of Newport and Chaska, Minnesota, to being the City Administrator in the Cities of Falcon Heights and Oakdale, Minnesota. As a consultant, Bart has fostered existing client relationships, supported business development, helped mentor staff, and managed strategic client pursuits and partnerships. He is a strategic leader known for relationship development and connecting people around common themes and goals. Bart obtained Contact Information: his Master's in Public Administration from Metropolitan State University in St Paul and bart(a)daviddrown.com his bachelor's degree from the University of Northwestern -St Paul. 612-920-3320 x119 7383 Hyde Ave S Cottage Grove, MN 55016 Organizations/Affiliations Bart enjoys working with public administration colleagues through his involvement in ■ MCMA (MN City/County Mangers Association) ■ MCMAAnnual Conference Planning Committee ■ MAMA (Metro Area Managers Association) ■ ICMA (International City/County Managers Association) ■ League of MN Cities LIZA DONABAIJER Liza is a Management Consultant and specializes in Executive Search services. Like all DDA HR consultants, she has a background in public administration at both the city and county level, most recently in Kansas and Minnesota. Liza worked in Wright County providing administrative support to the Commissioners, Coordinator, and Human Resources Department. This path led her into city management for Clearwater, Kansas, and Arlington, Minnesota. Throughout the years, her work has centered on human resource management, strong community participation, and leadership development. Liza received her MBA with an emphasis in public administration from the College of St. Scholastica. Since joining DDA HR, Liza has conducted over 70 Administrator/Manager, Department and Executive Director searches. Liza will assist with recruitment and consulting as needed. Organizations/Affiliations Liza enjoys working with public administration colleagues through her involvement in: ■ MCMA, a state affiliation of ICMA ■ MCMA Women in the Profession Committee ■ MCMA Annual Conference Planning Committee ■ MCMA Recognition and Membership Committee ■ Secretary, Board of Directors, Minnesota Municipal Power Agency ■ Publicity Committee for City Clerks & Municipal Finance Officers Association (KS) Contact Information: liza(cDdaviddrown.com 612-920-3320 x111 P.O. Box 534 Waconia, MN 55387 CITY OF CENTERVILLF PAT MELVIN Pat joined DDA HR as a Management Consultant specializing in Executive Search Services. He has a Government and Management Degree from Saint John's University and a Public Administration Studies master's degree from the University of Minnesota — Mankato which he earned while working for the City of Edina. Pat grew from being the Special Projects Administrator in Wright County to becoming the Administrator in McLeod County and has city experience serving as City Administrator in the Cities of Arlington and Minnetonka Beach. While working in county and city government, Pat has been involved in numerous aspects of local government including policy development, budgeting, human resources (including recruiting), payroll, benefits and workplace investigations, capital improvement plans, contract negotiations, grievance settlements, and managed a group self -insured health insurance plan. Pat will assist with recruitment and consulting as needed. Organizations/Affiliations Pat enjoys working with public administration colleagues through his involvement in: ■ AMC (Association of Minnesota Counties ■ MCMA (Minnesota City/County Managers Association) ■ ICMA (International City/County Managers Association) GARY WEIERS Prior to joining DDA in 2013, Gary had over 20 years of county government management experience, the last 11 years as County Administrator in Rice County. Prior to becoming Administrator, Gary served as the Social Service Department Director in Rice County and worked as a Social Service Supervisor in Mower County and Sherburne County. Gary received his bachelor's degree from the University of St. Thomas and has honed his skills by working his way up from an entry level social worker position to be the head of a $50 million organization with over 350 employees. As a consultant, Gary has worked with local governments ranging in size from a couple thousand residents to Minnesota's largest county. In addition to conducting executive searches, Gary has done work with communities on sharing services, organizational analysis, strategic planning, and other management related work. Gary was instrumental in developing programs to assist new county administrators and presently mentors all new County Administrators and Coordinators in Minnesota. Additionally, he helped develop a Human Resource Technical Assistance Program that provides one-to-one consultation and access to a host of pertinent documents and policies to counties throughout Minnesota. Contact Information: pat daviddrown.com 612-920-3320 x116 3620 Northome Ave Wayzata, MN 55391 Contact Information: gary(a)daviddrown.com 612-920-3320 x109 1327 Merrywood Court Faribault, MN 55021 Gary has conducted over 95 executive searches and numerous organizational studies. Gary will assist with recruitment and consulting as needed. CITY OF CENTERVILLE I City Administrator Recruitment LIZ FOSTER ■ Since joining DDA in 2015, Liz has been involved in over 160 executive search processes and other human resource projects. As a Certified Professional Recruiter, Diversity and Inclusion Recruiter, Al Recruiter, and Internet Recruiter through AIRS®, Liz performs Recruitment Only search services for clients looking for assistance hiring those hard -to - fill positions. rlc��o In addition to recruitment, Liz provides support and assistance to the Management Consultants within the Human Resources Division. While assisting our Management Consultants, some of Liz's duties include community research, creating position #, lm- profiles and advertisements, posting position openings, assembling interview Contact Information: materials for our clients, and providing other general administrative support to our liz(a)daviddrown.com Management Consultants. 612-920-3320 x108 605 25th Ave NW Liz will provide administrative support for this project. Austin, MN 55912 STEP 1: PROJECT KICK-OFF & INFORMATION GATHERING DDA HR will gather and assemble background information pertaining to the organization and position. In addition, Bart will meet individually with all Council members to review the hiring process and discuss candidate attributes, experience, and other important qualifications. Others will be interviewed as per the direction of the City. At the same time, the job description will be reviewed and updated as needed, and we will gather relevant comparative salary information for consideration by the Council. We will quickly develop a comprehensive understanding of the organization, community, and position. Deliverables: ■ Information gathering via interviews with the Council and others as identified. ■ DDA HR receives information from the City such as organizational chart, logos/images, budgets, existing job description, etc. ■ Consultant will review scop of process and timeline. STEP 2: DEVELOPMENT OF POSITION PROFILE Based on the information received from the City Council, DDA HR will develop a professional position profile that is customized to present the City of Centerville in the most positive manner and provides prospective candidates with meaningful information. A draft will be presented to the City Council for consideration and approval prior to advertising. For a sample profile, see Addendum A. Deliverables: ■ Draft profile sent to City Council approximately one week before Council meeting. STEP 3: REVIEW AND APPROVE PROFILE AND SCOPE OF WORK DDA HR will meet with the City Council to review and approve the draft profile, salary range, job description, and scope of work. Deliverables: ■ Review and approval of draft profile, salary range, job description, and scope of work. CITY OF CENTERVILLE I City Administrator Recruitment STEP 4: RECRUITMENT AND ADVERTISEMENT DDA HR will make direct contact with possible candidates including those who are not active job seekers or traditional candidates. In addition, we comprehensively advertise the position. These efforts will include local, regional, and national outreach. In today's job market, it is important to reach candidates in ways that were not necessary even five years ago. Our efforts have resulted in 41 % of candidates applying from outside of Minnesota. This means that 59% of candidates still are from within the state, so comprehensive strategies are needed. To address the current challenging job market, we have added advanced recruiting methodologies to our portfolio through Linkedln's robust recruiter platform. Linkedln has nearly 800 million members with over 52 million job seekers visiting Linkedln Jobs every week. This offers us 100% visibility to all of those members. Our job posts receive high visibility for both active and passive candidates across more than 50 million organizations and over 38,000 skills. The recruiter platform provides over 40 advanced recruiting filters, recommended matches, and up-to-date insights allowing us to directly contact individuals that possess the desired backgrounds and/or experiences. At the same time, it allows us to personally connect with candidates in a career focused environment. Local efforts (within Minnesota) will include: • Direct outreach to candidates • League of Minnesota Cities • Association of Minnesota Counties • Govern mentJobs.com • University of Minnesota • Minnesota Private College Consortium- Augsburg University, Bethel University, Carleton College, College of Saint Benedict, The College of St. Scholastica, Concordia College, Gustavus Adolphus College, Hamline University, Saint John's University, Saint Mary's University, St. Catherine University, St. Olaf College, and the University of St. Thomas • Minnesota State Colleges and Universities- Bemidji State University/Northwest Technical College, Metro State University, Minnesota State Universities of Moorhead & Mankato, Southwest Minnesota State University, St. Cloud State University, and Winona State University • Minnesota City County Management Association • Linkedln Regional Outreach • Direct outreach to candidates • South Dakota Municipal League • Iowa League of Cities • League of Wisconsin Municipalities • Over 20 universities outside of Minnesota throughout the upper Midwest • Universities of Iowa, Wisconsin, South Dakota, Nebraska • Linkedln Nationwide Outreach • Direct outreach to candidates • National League of Cities • National Association of Counties • International City/County Management Association • Woman Leading Government (WLG) • Network of Asian Public Administrators • Linkedln CITY OF CENTERVILLE I City Administrator Recruitment The simple DDA HR online application process will be used. This system enables us to efficiently manage applicant flow, and corresponding reference information, and allows us to communicate with each applicant quickly and effectively. We are known for our communication with both the applicant and our client which engages and informs both parties of each step. Additionally, our system also allows us to access, review, and evaluate thousands of prior applicants who may not be actively seeking a job but who may be open to the "right opportunity." Deliverables: ■ Advertising outreach begins with posting on identified websites and social media platforms. ■ Direct contact through established professional networks. ■ We utilize our database of identified prospective candidates to contact via email or phone call. STEP 4: INITIAL SCREENING AND REVIEW DDA HR will complete a comprehensive analysis of every application received and determine approximately 8- 12 semifinalists based on job related criteria and desired attributes to complete a video interview. Our clients have most notably been pleased with the video interview component of our process. Video interviews allow our clients to gain additional insight on the candidate's education, experience, personality, as well as their ability to think on their feet, all of which has been said to help lay the foundation for the final interview process. Access to, and viewing of, this information is as simple as clicking on a link from the individual client's laptop, phone, or smart device in a location and at a time that is convenient for them. Candidate confidentiality when the Council is deliberating is maintained by assigning and referring to each semifinalist candidate as a number. Each semifinalist would also complete an information disclosure (any personal or professional incidents that could be viewed as reflecting negatively on job performance, qualifications, ethics, or other factors) and a Work Personality Index Select (assesses the personal characteristics and tendencies that influences an individual's job performance). For more information about the Work Personality Index Select, see Addendum B. About one week prior to selecting finalists for interviews, the information disclosure, video interview, personality index, cover letter, and resume from each of the semifinalists will be made available to the Council for viewing. This will allow you ample time to comprehensively review candidates prior to determining who to bring in for final interviews. Upon reviewing this introductory material, DDA HR will then assist the Council in selecting its finalists for final interviews. After the Council selects finalists, those not selected as finalists will be notified by DDA HR. Candidates are considered public once they are chosen as a finalist Deliverables: ■ List of approximately 8-12 semifinalists with cover letter, resume, and video interview. ■ Results of Work Personality Index Select. ■ Results of information disclosure. ■ Confirm interview schedule and logistics. ■ DDA HR will contact candidates not selected as finalists. STEP 5: SELECTION After the Council selects finalists, DDA HR will complete comprehensive background screenings including criminal history, civil court history, verification of education, driver's license review, credit check, and other items. Along with background checking all finalists, DDA HR will conduct character references with current and/or former employers to get a good understanding of each candidate's role and responsibilities, performance and strengths, leadership and management style, communication and interpersonal skills, community engagement, areas for improvement, and overall fit. In addition, DDA HR will administer an Intellect Profile which measures CITY OF CENTERVILLE I City Administrator Recruitment verbal reasoning, mathematical and logical reasoning, and overall mental aptitude. For more information about the Intellect Profile, see Addendum C. Early in the search process, Bart will discuss interview possibilities and will work with City staff to coordinate all interview logistics. Prior to interviews, Bart will prepare questions and then facilitate all interviews and other activities the Council determines appropriate. Our goal is to make the process smooth and painless so you can focus your energy on finding the right person for the job and minimize staff disruptions to ensure the City can focus on the tasks at hand. Approximately one week prior to the final interview process, the Council will have access to each of the candidate's application materials, video interview, background check results, reference information, information disclosure, a work personality report, and an intellectual profile on each person. Deliverables: ■ List of 3 to 5 finalists, confirming interview schedule and logistics. ■ Video Interview. ■ Summary of References. ■ Results of background checks. ■ Work Personality Index Select report. ■ Intellect Profile report. ■ Information Disclosure. ■ Cover letter and resume. ■ Press release. STEP 6: OFFER & AGREEMENT After interviews are complete, Bart will assist the Council with deliberations. After deliberations and if needed, Bart will present the offer to the recommended candidate and negotiate the terms of the agreement based on the parameters established by the Council. Deliverables: ■ Present offer to recommended candidate if needed. ■ Negotiate agreement terms if needed. ■ DDA HR will contact those not selected. STEP 7: FOLLOW UP DDA HR will make periodic contact with the new City Administrator for at least the first year of employment. Deliverables: ■ Periodic check in with new City Administrator and Council representative. ■ DDA HR offers follow up services including Leadership Development Mentoring, Performance Evaluation, and Strategic Planning. For more information on these additional services, see Addendum D. CITY OF CENTERVILLE I City Administrator Recruitment This timeline is tentative. The final timeline will be set after the Council's decision to proceed. Dates highlighted require Council participation. Decision by City Council to proceed ■ Meet with staff, stakeholders, and each member of the City Council Project Kick-off & Gather all pertinent background information Information gathering Gather salary information and review job description ■ Review scope of process Professional position Develop position profile and advertisement. profile Approve position profile and scope of work Candidate recruitment L Screening of applicants City Council approves profile, job description, salary range, scope of work, and timeline. ■ Post position upon approval of profile ■ Comprehensively advertise ■ Direct outreach and recruitment of prospective candidates DDA HR will review and rank applicants based on job related criteria & desired attributes and select semifinalists. COMPLETION DATE January 8, 2025 January 21, 2025 February 5, 2025 February 12, 2025 February 13, 2025- March 13, 2025 March 14, 2025 Personality Index DDA HR will administer a Work Personality Index Select to all March 30, 2025 semifinalists. Video interview Each semifinalist will complete a video interview. March 30, 2025 Selection of finalists � City Council selects finalists for interviews. April 9, 2025 DDA HR will notify candidates not selected as finalists. Includes: ■ Criminal background: county, state, national Background check of all Sex offender registry April 28, 2025 finalists ■ Social Security number verification ■ Education verification ■ Credit check DDA HR will conduct reference checks with current and/or former employers on all finalists assessing each candidate's: ■ Role and responsibilities Reference check on all Performance and strengths finalists Leadership and management style April 28, 2025 ■ Communication and interpersonal skills ■ Community engagement ■ Areas for improvement ■ Overall fit with organization DDA HR will administer an intellect profile measuring verbal reasoning, Intellect profile mathematical and logical reasoning, and overall mental aptitude. April 28, 2025 DDA HR will provide the Council information including: ■ Summary of references Finalist packet Results of background checks April 29, 2025 Intellect Profile and Work Personality Index Select reports ■ Video interview ■ Resumes, etc. DDA HR will prepare all interview materials and be present at all May 6, 2025 Interviews interviews and other functions to assist in facilitation. It is recommended Special Meeting that Council interviews be at a special meeting. Decision City Council will select candidate for offer. May 6, 2025 DDA HR will present offer to and negotiate an agreement with the Offer and agreement recommended candidate based on the parameters established by May 9, 2025 Council Projected start date New Administrator begins. June 2025 CITY OF CENTERVILLE I City Administrator Recruitment In addition to the specific references listed on the following page, the City is encouraged to speak with any of the entities listed below: CITIES Barnesville- Administrator Benson- Manager Breezy Point- Administrator/Clerk/Treasurer Chatfield- Administrator Corcoran- Administrator Credit River- Administrator Crystal- Manager East Grand Forks- Administrator Eden Valley- Public Works Director Fairmont- Director of Public Works/Utilities-Engineer Faribault- Administrator Granite Falls- Finance Director Hawley- Administrator Inver Grove Heights- Comm. Development Director Lake City- Asst. Public Works Director Lakeville- Finance Director Maple Lake- Administrator Maple Plain- Administrator Mayer- Administrator Melrose- Director of Electric Operations Mora- Administrator/Public Utilities GM Morris- Manager Mound- Manager New Hope- Manager New London- Clerk/Treasurer Newport- Administrator North Mankato- Administrator North St. Paul- Manager Nowthen- Administrator Olivia- Finance Director Pelican Rapids- Administrator Red Wing- HR Director, Finance & Accounting Manager Richmond- Administrator/Treasurer Rochester- Finance Director Spring Park- Administrator/Treasurer Staples- Economic Development Director Stillwater- Community Development Director, Administrator Waconia- Public Services Director Wadena- Administrator Watertown- Administrator Waverly- Administrator/Clerk Winsted- Administrator COUNTIES Anoka- Administrator Becker- Administrator, Asst. County Attorney Beltrami- Human Resources Director Cass- Chief Financial Officer Cottonwood- County Attorney Dakota- Manager Faribault- Assistant County Engineer Hennepin- Chief Financial Officer, Chief Human Resources Officer Mahnomen- Administrator Roseau- County Engineer Steele- Administrator Swift- County Engineer OTHER ENTITIES Albert Lea HRA- Executive Director Arrowhead Library System- Executive Director Dakota 911- Executive Director Des Moines Valley Health and Human Services - Administrator Kandiyohi County Economic Development - Executive Director Kitchigami Regional Library System- Director Middle Fork Crow River Watershed District - Executive Director Mississippi Watershed Management Organization - Executive Director Riley Purgatory Bluff Creek Watershed District - Administrator DDA HR is currently conducting searches for the Cities of Credit River, Crosby, Jackson, Lino Lakes, Mahtomedi, and Watertown, Minnesota, Cook, Freeborn, and Wadena Counties, Minnesota, and the Minnesota Inter -County Association (MICA). CITY OF CENTERVILLE I City Administrator Recruitment The fee for the full search process is $24,000, payable at the completion of the search. This all-inclusive fee covers professional services and all expenses including consultant's travel, advertising, personality index, intellectual profile, background checks on all finalists, etc. We do, however, acknowledge that different communities have different needs. Therefore, we would be open to discussing options for adjusting the scope of work if needed/desired. If the City chooses to offer a travel stipend or reimbursement for expenses of the candidates, that cost is handled directly between the City and the candidates. DDA HR would be available to provide input and guidance on this item. Full -Service Search Only- If the course of the full -service search process is followed as put forth in this proposal and no candidate is selected, we will repeat the recruitment once at no additional professional fee. The City will only be responsible for paying an expense charge of $5,000. Recruiting local government leaders, such as City Administrators, can be particularly challenging these days due to several factors including demographic shifts, the perception and attractiveness of public sector jobs, compensation and benefits, the political and organizational environment, skills and experience mismatch, changing workforce expectations, and geographic and lifestyle factors. To account for this, DDA HR has guarantees in place to reassure you that we are committed to your satisfaction and confidence in our ability to find the right candidate. Our goal has never changed — do the best job that we can and provide you the best possible candidates. Full -Service Search Only- If a full -service search and scope of work, as laid out in this proposal, is performed and the newly hired City Administrator leaves the organization for any reason within the first 24 months of employment, DDA HR will conduct one additional search without charging professional service fees. The City will only be responsible for paying an expense charge of $5,000. Andy Benish Employee Relations Director, Dakota County Phone Number: 651-438-4382 Email: andy.benish(a)co.dakota.mn.us Joe Kohlmann Administrator, City of Stillwater Phone Number: 651-430-8800 Email: ikohlmann(a)stillwatermn.gov Shane Fineran Administrator, City of Waconia Phone Number: 952-442-3100 Email: sfineran(a)waconia.org Darvin Schoenborn Board Chair, Mahnomen County, MN Phone Number: 218-935-2389 Email: darvin.schoenborn(a)co.mahnomen.mn.us Your signature below indicates acceptance of the terms of the proposal stated herein. Any deviations from the scope of work must be agreed upon in writing by the City and consultant. Client Representative Name: Client Representative Signature: Date CITY OF CENTERVILLE I City Administrator Recruitment Addendums Addendum A: Sample Position Profile Addendum B: Work Personality Index Information Addendum C: Intellect Profile Information Addendum D: Additional Services CITY OF CENTERVILLE I City Administrator Recruitment Addendum A 7�i VA - 00 ■ �00 yMPj L f t COUNTY MANAGER SALARY: $167,482 TO $261,691 Anticipated Hiring Range: Low to Mid $200s Welcome to Dakota County Cities in Dakota County Apple Valley Mendota Burnsville Mendota Heights Coates Miesville Eagan New Trier Empire Northfield Farmington Randolph Hampton Rosemount Hastings South St. Paul Inver Grove Heights Sunfish Lake Lakeville Vermillion Lilydale West St. Paul Townships in Dakota County Castle Rock Nininger Douglas Randolph Eureka Ravenna Greenvale Sciota Hampton Vermillion Marshan Waterford Dakota County has an area of 587 square miles including 22 cities and 12 townships. It is one of seven counties comprising the Twin Cities metropolitan area. Dakota County lies within the confluence of the Minnesota and Mississippi rivers along the northern border and the confluence of the Mississippi and St. Croix rivers on the eastern border. The county seat, Hastings, is located on the Mississippi River 18 miles southeast of the state capital, Saint Paul. Dakota County is the third most populous county in Minnesota, with an estimated population of 447,440. Prominent employers in Dakota County include a variety of Fortune 500 companies and industries including many technology companies, leading U.S. food distributors and headquarters for the Minnesota Vikings. The largest industries, in terms of the number of establishments, include professional and technical services, construction, retail trade, health care, finance and insurance. The county workforce is well-educated, and the unemployment rate in Dakota County is well below the state and national averages. Welcome to Dakota County s'LM1 j 1 Public School Districts • Burnsville -Eagan -Savage Public Schools • Cannon Falls Public Schools • Farmington Public Schools • Hastings Public Schools • Intermediate School District • Inver Grove Heights Public Schools • Lakeville Area Public Schools • Northfield Public Schools • Randolph Public Schools • Rosemount -Apple Valley -Eagan Public Schools • South St. Paul Public Schools • West St. Paul -Mendota Heights -Eagan Area Schools Higher Education Facilities • Dakota County Technical College (Rosemount) • Inver Hills Community College (Inver Grove Heights) Dakota County is also home to a number of high quality non -denominational and denominational private schools. Community Health Care There are three hospitals in Dakota County — Fairview Ridges, Regina Medical Center and Northfield Hospital, with a total of approximately 244 beds. There are also 33 primary care clinics scattered throughout the county and roughly 270 dentists providing care in Dakota County. Long-term care facilities include 14 supervised living facilities, 181 assisted living facilities and nine nursing homes. Recreation in the County The Dakota County Parks System includes three regional parks, two regional park reserves, one county park and seven regional trails. Recreation opportunities include hiking, biking, camping, picnicking, swimming, boating, fishing, archery, cross-country skiing, mountain biking, snowshoeing and horseback riding, among other activities. Popular Amenities • Dakota County Library (10 locations) • • Big Rivers Regional Trail • • Byllesby Dam & Lake Byllesby Regional Park • • Lebanon Hills Regional Park • • Mississippi River Greenway • • Rock Island Swing Bridge • • Spring Lake Park Reserve • Thompson County Park Whitetail Woods Regional Park Minnesota Zoo Pine Bend Bluffs Vermillion River Vermillion Falls Dodge Nature Center The Organization Dakota County is governed by a seven -member Board of Commissioners individually elected from seven separate districts. The Board is responsible for adopting an annual budget, setting the annual property tax levy, hiring the County Manager, adopting ordinances, and setting staffing levels, compensation and benefits. The Board develops annual priorities, represents the County in multijurisdictional organizations, provides direction and strategic planning for County services, approves plats, and approves design and development projects. The Board also acts as the Community Public Health Board. Strategic Plan Goals A Great Place to Live Dakota County strives to be a welcoming place where all people are safe, have opportunities to thrive, and enjoy a high lifelong quality of life. A Healthy Environment with Quality Natural Areas Dakota County protects and maintains natural resources for the health and enjoyment of current and future residents. A Successful Place for Business and Jobs Dakota County fosters business and employment success through modern infrastructure, low taxes, and a prepared, connected workforce. Excellence in Public Service Dakota County demonstrates sound stewardship of human and financial resources, communicates and engages with the public, and innovates and collaborates to provide excellent service. Board Priorities Action items Role of Government • Revise a state -mandated Solid Waste Management Plan • Refresh the County's Park System Plan • Refresh the Library Strategic Plan • Decide the County's future role and funding for the Dakota 911 communications center Housing • Develop a strategy for allocating $12 million annually in new state housing funds • Refine the Housing Business Plan — a continuum of housing stabilization, shelter and new unit production in cooperation with the Dakota County Community Development Agency (CDA) Economic Development • Revisit current County roles and practices through an economic development lens • Explore opportunities for collaborating with potential partners on strategic infrastructure and land development Budget and Finance • Determine future capital finance strategies • Implement revisions to the budget process and calendar Health and Accessibility • Evaluate Family Resource Centers as a strategy to improve community access to integrated human services • Update the County's Community Health Improvement Plan based on the results of the Community Health Assessment Monitoring Items • Administer 2024 elections • Pursue 2024 legislative priorities • See progress on key capital improvement projects • Ensure the Freeway Landfill, a legacy site adjacent to the Mississippi River, is remediated appropriately • Decide on utilization of opioid settlement funds • Plan for a new County website The Organization County Sheriff's Office andEInformation nseF County and Adminislration Services (EF I&)I County eoard of Commis" onem Dakota County Manager Community Services Commodity EFISA[Nninistralian Employee Relafi ns Services Mini nistration Ofroa of Communication and Employment Pefomenczand Pu6licAffairs Economic AnalysisAssistance F name and 6udge4 L Office ofthe County SoclalSen ices Manager Office of Risk 6aanagement Information Technology Gomrnunily Corredtiats Veleran's Services PLkbk Health Extansion Services Public Services& Revenue Public. Services & ReveTlue Administration Ejections Assess ng Services Property Taxation & Records County Auorr" Office Physical l}evelopmenl Physical Development Administfal'ron Enviromxnlal Resourees Facililies Management Parks once rcense Center Transporlal on County Ltbnaries FIwManagemerm County Falr Soil and Water Canservatior, L Hislorical Soc iety E., Organizatic NW P mama Dakota County's financial strengths are affirmed by the current bond ratings by both Moody's and Standard & Poor's, indicating Dakota County's strong capacity to meet its financial obligations. The County's strong financial condition was recognized by the AAA bond rating by Standard and Poor's and Aaa bond rating by Moody's. Dakota County currently maintains a competitive property tax rate among the metropolitan counties. During the past several years, the County has continued to provide exemplary services with little increase in the overall cost of government to residents. The Position Position Summary The Dakota County Manager reports directly to the County Board and functions as the administrative head of the County. This position participates with the Board in the creation of the vision and strategic plan for Dakota County and assists the County Board in developing policies, programs and plans for improved management of the County. The County Manager provides direction to County division leaders and oversees the planning, development, management, coordination, delivery and evaluation of overall administration of County affairs. The County Manager also provides direction in the implementation of County Board policies and directives and recommends the annual County budget. The position of Dakota County Manager involves the application of a high degree of judgment and independent initiative. They are responsible for appointing and supervising all division leaders and County Administration staff and authorizes division leaders to appoint, review and transfer subordinates in their divisions and departments. Core Duties of the Position • Participates with the County Board in the creation of the vision and strategic plan for Dakota County. • Provide direction to division leaders in developing policy recommendations and programs and in clarifying and delegating County Board directives and policies. • Provides recommendations and day-to-day assistance to the County Board and Board committees in the development and evaluation of policies and programs for the County. • Provides management and leadership direction to the County by evaluating current operations and developing new plans and programs. • Prepares, recommends and presents the annual budget to the County Board and manages and administers the budget throughout the year. • Promotes a motivated workforce that demonstrates professionalism and competence. • Promotes a respectful workplace that values inclusiveness and excellence. • Provides day-to-day assistance and management direction to County departments and programs through program review, fiscal control and administrative overview. • Performs other duties and exercises other responsibilities as may be necessary and appropriate to the head of County administration. • Maintains effective working relationships with intergovernmental partners, the business community and other agencies that work with Dakota County. The Position Working with the County Board: Communication, Trust and Relationships Builds trust through candid, straightforward, honest, equitable and transparent communication to create a strong and effective working relationship with Board members. Role of the County Manager Understands that the role of the County Manager in Dakota County is evolving and has the desire and capacity to work with the County Board to define the role with clear expectations for the future. Vision, Systems, and Strategy A visionary and strategic thinker who understands the macro view and how systems work together, seeks input and then charts a course of action, delegates appropriately, and moves forward with determination and resolve. Understands Environmental Pressures Understands the multiple external and internal dynamics shaping a large suburban, growing county; brings an anticipatory perspective to think ahead and project their impact on the work of the County. Decision -Maker with Clarity and Conviction Capacity to make decisions with confidence, clarity, and purpose and brings an energy and passion for identifying "what's next" to reimagine the future of County programs and services. Strategic Financial Acumen and Leadership Brings a strong understanding of government finance including strategic financial acumen and a sense of fiscal responsibility to balance day to day operations with short- and long-term capital needs in a fiscally conservative culture. Collaborator that Builds Partnerships and Develops External Relationships Enhances relationships with the many distinct and diverse County partners including the County Sheriff, County Attorney, businesses, Chambers of Commerce, and local governments, including schools, cities, nonprofits, regional entities, etc. Self -Confident Leader with Character, Integrity, and Transparency Brings a high level of emotional intelligence, positive energy and vibrancy to the role of County Manager; has the capacity to motivate and lead a diverse workforce with self-confidence that builds trust and integrity with the staff. The Position Accountability, Responsibility, and Consistency Understands the role of a County Manager is challenging and takes responsibility for their own actions and actions of others; adapts, adjusts and makes changes to ensure consistency and accountability. Organizational Development and Infrastructure Experience leading large, complex multi -dimensional public sector organizations with the interest and capacity to assess its strengths and needs, including understanding the critical role of the support service departments and supporting them to make advances in overall organizational efficiency and effectiveness. Organizational Capacity and Health Ability to assess the County's overall health with an understanding of the mental and physical pressures within the workplace; takes action to support a strong and healthy workplace culture. Analytics and Innovation Capacity to ask difficult and probing questions to uncover underlying problems and potential solutions and be open to innovative ideas, approaches and new opportunities. Workforce Development Understands the many employment dynamics in the public sector; partners to create a culture which focuses on succession planning, employee development, recruitment and retention, and building a diverse workforce in a post-COVID environment. Strategic Planning Rapidly gets up to speed with the strategic planning work underway; works with the Board and staff to fulfill the commitment that began in 2023. Communicator and Effective Listener Strong verbal and written communication and listening skills, using tools and methods distinct and unique to the message, individual and group. Position Announcement County: Dakota County, Minnesota Position: County Manager Salary: $167,482 to $261,691 (anticipated hiring range: low to mid $200s) Application Deadline: April 24, 2024 H T y Job Summary: The Dakota County Manager reports directly to the County Board and functions as the administrative head of the County. This position participates with the Board in the creation of the vision and strategic plan for Dakota County and assists the County Board in developing policies, programs and plans for improved management of the County. The position provides direction to County division heads and oversees the planning, development, management, coordination, delivery and evaluation of overall administration of County affairs. The County Manager also provides direction in the implementation of County Board policies and directives and recommends the annual County budget. Minimum Qualifications: Master's degree in Public or Business Administration, or closely related field, with coursework or experience in program planning and budgeting, 10 years of experience with increasing responsibilities in administration in the public sector, at least five of which are at an advanced management level, or an equivalent combination of education and experience. Apply: Visit https://daviddrown.hiringplatform.com/205500-dakota-county-manager/831823-application-form/en and complete the application process by April 24, 2024. Finalists will be selected on May 21, 2024, and interviews will be held on June 12, 2024. Please direct any questions to Bart Fischer at bart@daviddrown.com or 612-920-3320 x119. DDA Human Resources, Inc. Phone: 612-920-3320 x119 DDA Cottage Grove Office Fax: 612-605-2375 Human Resources, Inc. 7383 Hyde Ave S bart@daviddrown.com a David mown Associates Company Cottage Grove, MN 55016 www.ddahumanresources.com Addendum B Work Personality Index Assessment Description The Work Personality Index® -Second Edition, an updated version of the Work Personality Index®, is a work -oriented personality inventory that assesses the personal characteristics and tendencies that influence an individual's job performance. Comprised of 198 items rated on 5- point scales, the Work Personality Index® -Second Edition takes approximately 25 minutes to complete. It identifies behaviors that predict work success as well as individual strengths and weaknesses. The assessment is well -suited for use in selection as well as coaching and development. What the WPI Measures The WPI assesses 21 personality traits that directly relate to work performance • Energy • Dependability • Ambition • Persistence • Leadership • Rule Following • Social Confidence • Attention to Detail • Persuasion • Planning • Initiative • Innovation • Flexibility • Analytical Thinking • Multi -Tasking • Self -Control • Outgoing • Stress Tolerance • Teamwork • Management and Leadership • Concern for Others Potential (Select Report Only) • Democratic • Sales Potential (Select Report Only) WPI Reports Select Report • Provides results on each scale and supplemented with a narrative explaining the individual's results and their implications for the workplace. The results on the WPI scales are presented as Sten Scores, which range from 1 to 10 with an average of 5.5. These scores compare the responses on the WPI items to those of a large sample of working adults. The number in the middle of the circle indicates the candidate's score on the scale. The range of scores is shown below. G 01' kG-' D-1 -0 11 (a.,.ov, 0"..'ov, -.1 4.0 -:-, Im l. 11-0; WR % % I/ LOW LOW MID MID Addendum C Elite Intellect Profile 4lit ' R:SY M1=-TR I C 5 Assessment Description The Elite Intellect Profile is an assessment of cognitive ability and measures the ability to be trained, solve problems, and comprehend complex relationships. Designed for selection, it is comprised of 40 multiple-choice items and has a 12-minute time limit. Research from the testing literature regarding intelligence consistently shows that cognitive ability is a valid predictor of job performance, learning ability and training success, across most, if not all, jobs. The Elite Intellect Profile (EIP) helps employers accurately test a candidate's level of general cognitive ability. More specifically, the test measures the individual's potential to be trained, to effectively and efficiently solve problems, to communicate clearly and to comprehend complex relationships. What the Elite Intellect Profile Measures Verbal Reasoning o Verbal Reasoning measures the degree to which the individual is likely to understand logical relationships among written or spoken words, including word comprehension and associations. This ability is especially important for jobs requiring quick and fluid thinking and jobs requiring that conclusions be drawn from moderate to complex verbal or written communications. Mathematical and Logical Reasoning o Mathematical and Logical Reasoning measures the degree to which the individual is likely to reason logically and to understand and solve basic to more complex mathematical, logical and abstract problems. While research has shown that logical reasoning is important for most jobs, this ability is especially critical for jobs requiring analytical problem solving Overall Mental Aptitude Elite Intellect Profile Report The candidate's raw and norm -based percentile score on each scale is reported and supplemented with extensive interpretive information. Also included in the report are the IQ equivalency scores for the Total Score and the degree of fit between the Total Score and the job the individual is applying for with respect to the intellectual requirements of the job. Elite Intellect Profile is a copyright and mark owned solely by PsyMetrics, Inc. Addendum D Additional Services 0 D®A Human Resources, Inc. a David D.— AssaciW- Company Goal Setting/Strategic Planning - cost varies based on scope of work Many organizations, and especially those with new leadership, will find it beneficial to bring their leadership team together to discuss and set goals and strategies for the organization's future. Bart Fischer, a DDA HR Management Consultant, can assist in providing this service for your organization. The objective of this process is to have a clear direction and action steps for the leadership team to work towards over the next several years. Areas of discussion and focus for a goal and strategies setting process/session include: • Team Building • The opportunity for individuals to express their desires and goals for the organization and community • The opportunity for others to listen and hear the desires and goals of each individual participant • Focused discussion and prioritization of individual goals and strategies into a clear direction and action steps for the community's future • A list of prioritized goals and strategies for the organization that is fluid, useable, and does not sit on the shelf For more information on a goal and strategy setting session for your leadership team and organization, please contact your assigned Management Consultant or Bart Fischer at 612-920-3320 x119 or bart,@daviddrown.com. Leadership Development Mentoring - $5,000/year a& DDA HR is committed to helping foster a successful relationship between an organization and their newly appointed City Administrator. Our Leadership Development Mentoring ;nr�uen service offers the opportunity for DDA HR to work with the new Administrator to navigate ple develcjp through issues or challenges that arise and share valuable knowledge, help them develop` In -`'Pir�tia and/or refine skills, and guide them toward their purpose to succeed as a public on MENTORING 9 p p p ientOr tea ., d efj administrator. successfu i �u t-p ccor,p°r?- • Trusted Advice and Mentorship . Shared Experiences'` err • Professional & Personal Development • Alignment with Council Goals _i . • Networking & Valuable Connections . Refocus & Reenergize • Clarity of Purpose . Developing Leadership Skills and Emotional Intelligence For more information on our Leadership Development Mentoring service, please contact your assigned Management Consultant or Bart Fischer at 612-920-3320 x119 or bart@daviddrown.com. Performance Evaluations - cost varies based on scope of work A successful community is often built on good leadership. This leadership is not the achievement ppp- of a single person but rather a strong team of leaders working and communicating with staff and,Q-'`� residents to communication elitor build effective trusting efficient rel t onsh ps services betweennprovide the Ad min strator/Managerili aigd Board/Council is more critical than ever to a community's success. DDA HR can assist your organization with performance evaluations in any of the following ways: Create a new performance evaluation process based on a thorough review of the needs of the organization Reviewing and improve an existing performance evaluation process with specific goals in mind, i.e. retention of employees, succession planning, gaining additional input, identifying more relevant criteria, etc. Conducting the performance evaluation process Providing training for supervisors and managers on how to effectively evaluate performance and establish upcoming goals For more information on our Performance Evaluation service, please contact your assigned Management Consultant or Pat Melvin at 612-920-3320 x116 or pat @ daviddrown.com. City Adm'nistrator Search An SRG Proposal for the City of Centerville 0 tervtffe stabf shed 1857 SPECI LIZECim RECRUITING GROUP AN EXPRESS EMPLOYMENT PROFESSIONALS COMPANY SPECI LIZED RECRUITING GROUP--, AN EXPRESS EINPLOYM EN I PROF ESSIONALS COMPANYWZ1'-111j2L-M OF 5TILLWAyTER ININSEEL a express Employment Professionals was founded in 1983 headquartered in Oklahoma City, OK 0obal presence, over 850 locations in 5 countries )Uer 700 offices in North America, ready to serve your Staffing needs 'rovided support to 79,000 client companies in 2022 +r a Specialized Recruiting Croup is the Professional Division of Express Employment Professionals WE SUCCEED BY HELPING OTHERS SUCCEED L All Specialized Recruiting Group offices are locally owned and operated, and backed by nearly four decades of staffing, professional search, and HR expertise through our international headquarters. • More than 100 Specialized Recruiting Croup franchises across North America • !tanked 91 on Forbes' 2023 Best Professional Recruiting Firms list Our office staff lives and works in this community, so we stay in tune with the local employment environment and have a vested interest in the success of our business community. The franchise business model allows us to act independently and respond quickly to your specific needs, while our international footprint dives us access to unparalleled resources and support. IT'S THE BEST OF BOTH WORLDS —SMALL BUSINESS FLEXIBILITY BACKED BY BIG COMPANY RESOURCES. BUTIO ,•.-77 S' CLrlrhtT eerrpaclow �D"2— P�=�% 00ANCHIS1 WORLD -{LASS se7� MEMBER About SRG Stillwater: -1 st franchise in Red Wing, MN started in 1991, added professional search in mid-1990s -Expanded offices in 1999 (River Falls), 2013 (St, Croix Falls), 2015 (Forest Lake) -Partnered in 2020 with childhood friend and fellow Mounds View H.S. graduate, Casey Kraus -Opened stand alone search office in Stillwater in 2022, bought Maple Grove territory -Grew Stillwater to #1 revenue direct hire team out of 600+ Express Pros franchises in 2023 --�SPECILIZE D RECRUITING GROUP AN EXPRE5 Key Areas of Expertise (2023) Roles Filled Nationally # Filled Administrative: 37151 Human Resources: 11,616 Legal: 21543 Procurement: 5,244 Engineering/Technical: 41683 Accounting Admin: 171183 Clerical: 311723 Express Employment Professionals has >800 offices nationwide and > 100 Specialized Recruiting Group offices with 300+ professional recruiters + INITIAL DISCUSSION First, we want to understand your company's culture, establish the candidates` specific requirements, desired qualities, and discuss a strategy for filling your need. 0 CANDIDATE SEARCH Next, we'll review our extensive contact database, as well as seek out r passive candidates through a variety of proven methods and technology. We leverage A.I. and the latest technology to rapidly identify prospective candidates. MATCHING SKILLS TO POSITION Once we've identified candidates who match the skills and experience the position requires, they will be thoroughly vetted. Our "secret sauce" is our personal touch with candidates. only those candidates that fully meet the specific qualifications and requirements are moved forward in the process. INTERVIEWS/REFERENCE CHECKS Meaningful and specific reference checks will be performed, as well as phone and in -person interviews. We utilize an I50 certified selection process. This process can provide a thorough, adjudicated (verified) background check that accounts for the specific job duties and the needs of your business. CANDIDATE SELECTION _ our clients only receive the top candidates that fully meet the criteria for each role. THE DETAILS MAKE THE DIFFERENCE When it comes to adding a new member to your team, details matter. We go the extra mile to take a thorough and complete job order so you can rest assured we understand what a successful placement looks like for your specific needs. In fact, this is one of the most important parts of the proces. We want to uncover not only the functional skills that are important to you, but the workplace communication and relationship skills, as well. And of course, any candidate we submit must be the right cultural fit for your organization. Attitude, personality, work ethic, the ability to be a productive member of a team — these things matter. ; The details make the difference, and the Specialized Recruiting Group doesn't take the opportunity to earn your business lightly. Our job isn't complete until we fully meet your professional search and placement needs. SPECIALIZED RECRUITING GROUP SEARCH AND PLACEMENT PROCESS r t Develop Search Specifications: In our initial meeting. we established the process. search strategy, and timeline for completing this placement_ 2. Research and Sourcing: After reviewing our pool of candidates and recruiting both active and passive job seekers, we narrowed the list down to the talented individual(s) ksted in this proposal. 3. Initial Contact, Screening, and Evaluation: The individual(s) listed in this proposal have already been vetted and interviewed by our team to ensure they meet the criteria for the position and have all the necessary education, expertise, certifications, and skills. We also completed preliminary reference checks to verify their information. Candidates Submitted, Interviews Scheduled: This proposal is our official submission of candidates that meet the criteria for the job_ We will work with you to schedule interviews and prepare the candidates to meet with representatives from your company. Interview Follow -Up: Second lnterviews Scheduled: After the first interview, we will follow up to verify whether a second interview is required and complete in-depth reference checks. 6. Final Interview. Hiring Decision Made: After the second interview, we will follow uD to discuss Search Project Timetable PROCESS Developing the Search Specifications a. Initial Meeting & Conference b. Establish the Process c. Develop a Search Strategy d. Commit to a Timetable II. Research & Sourcing a. Review All Known Candidates b. Develop Centers of Influence c. Develop Third Party Contacts d. Gather Names of Potential Candidates Ill. Initial Contact, Screening, & Evaluation a. Initial Phone Contact b. Secondary Phone Contact c. Receipt of Paperwork d. Evaluation of Interview e. Identify Motivations for Change f. Prepare for Counteroffer g. Preliminary Referencing PROJECTED (completion date) TBD Day 5 Day 20 PROJECTED PROCESS (completion date) IV. Candidates Submitted, Interviews Arranged Day 25 a. Candidate Interview Preparation b. Client Interview Preparation V. Interview Follow -Up; Secondary Interviews Set Day 35 a. In -Depth References Completed b. Two Finalists Identified c. Client & Candidate Debriefs VI. Final Interviews, Decision Time Day 42 a. Pre -Offer Conferences, All Obstacles Removed b. Determine Parameters of Offer c. Extend Offer, Gain Offer Acceptance, Set Start Date d. All Particulars Confirmed in Writing VII.. Determine Onboarding Strategy Day 46 VilI Post -Employment Follow -Up Day 65 Client Testimonials for SRG Stillwater "Last year we retained a national firm to conduct statewide recruitment to fill a crucial director -level position. After a disappointing engagement that resulted in a failed search, we made the decision to retain Specialized Recruiting Group. Shortly thereafter, we had a contract, and Marc Gilker kicked off a targeted search for the same director -level role. Within days, he and SRG had provided us with several highly -qualified applicants, each of whom lived in the local market. After interviewing the top three of these candidates, we made an offer and subsequently hired our top choice. That individual has been an outstanding addition to our team. We were extremely pleased with the service provided by SRG and would not hesitate to recommend the firm to another organization." -Don Wortham, General Government Director, Polk County, WI ------------------------------------------------------------------------------------------------------- �.. "It's been absolutely fantastic working with Casey and everyone there at Specialized Recruiting Group - Stillwater. 1 have to admit that 1 started out working with about 4 different agencies and yours is the only one a 1 still work with. By far the most responsive, easy to work with and best candidate submittals!" — Elizabeth Swanson, HR Manager, Calspan ASE a,_ . i{- .S , _ vy-ITT..,. '�'-{L� � '�iPx�/'$Qi2��'�''. �: i•3Ni %�M .:4 fiT�.�-,. , I! f gTia_ y�_..+} .., a:. -_ ;4k j.. ..... _. I... ..;i.. ... .. il�.... ..�..�._... .. GUARANTEE SRG provides the following guarantee — if the new employee terminates for any reason within two years (730 calendar days), a one-time replacement will be made for the specific position detailed in the original order specifications at the same salary with no additional fee, provided the fee has been paid in full. If a suitable candidate is not found within 60 days after termination, the Client may elect to receive a 100% refund. FEE OPTIONS: • 30% of first year's salary with 1 year guarantee of employment • 25% of first year's salary with 6 month guarantee of employment • $5,000 for standardized interview process, background and reference checks of candidates sourced by City of Centerville BILLING Invoices will be presented upon the Client's hiring decision, and invoices are due within ten (10) days of the start date of the SRG candidate. QUALITY Client satisfaction is our primary concern. Please evaluate the performance of SRG on the Quality Assurance communication we provide at the completion of each search. Ir This feedback is an important part of our ongoing effort to ensure the highest standards for our specialized services. cell 1 651-249-8697 expresspros.com p karI.amIie@expresspros.com karl @irm �(B Express Employment Professionals Forest Lake, MN & Maple Grove, MN Specialized Recruiting Group OWNER Stillwater, MN 40 E��m /EMPLOYMENT PROFESSIONAiS SPECI► ILIZEL RECRUITING, GROUP AN ESPRM EMPLOYMENT PROFE55INAL5 COMPANY CITY OF CENTERVILLE REQUEST FOR COUNCIL ACTION CWj,'.e teryCCe Esta6Cished 1857 Agenda Item # Department: Requested Council Meeting Date: IX.S Administration January 8, 2025 TITLE OF ISSUE: League of Minnesota Cities - City Day on the Hill BACKGROUND AND SUPPLEMENTAL INFORMATION: Annually, the League of Minnesota Cities (LMC) hosts the "City Day on the Hill". The event includes a series of seminars and round -table presentations on topical issues during the morning. Often, the Governor and top legislators will also address the attendees. The afternoon is reserved for one-on-one meetings with legislators. Cities can request meeting times with the State Senator and State Representative who represent their city. The City Council and staff are encouraged to attend. Last year, our delegation was able to meet with Sen. Gustafson, Rep. Engen and even got a few minutes with the Governor. Developing these relationships can be very valuable as the city lobbies for or against legislation and can be helpful when requesting legislative assistance on unique issues. COST AND SOURCE(S) OF FUNDING: $125 per attendee. General Fund (Budgeted Expense) REQUESTED COUNCIL ACTION: Motion to approve the attendance at the League of Minnesota Cities' City Day on the Hill for all city council members and one staff member. For Clerk's Use: SUPPORTED DOCUMENTS ATTACHED Motion By: Resolution Ordinance Contract Minutes Plan Map Second By: Vote Record: Ave Nay Golden FI Koski Other (specify) Conference Info Rios Kubat Mosher Administration Department Use: Consent Refer to: Regular Tabled Until: Other: 1 /3/25, 9:02 AM City Day on the Hill - League of Minnesota Cities LMC LEAGUE MINNESOTA CITIES City Day on the Hill Advocate for Minnesota cities on March 6! Join the League of Minnesota Cities for the 2025 City Day on the Hill on Thursday, March 6, at DoubleTree by Hilton St. Paul Downtown to help ensure your city's voice is heard during the 2025 legislative session. m Am �IIBANI CITY DAY I8&�W ID THE HILL This event will feature updates on important legislative issues impacting cities, tips for advocating for your city, and opportunities to connect with state policymakers. Attend City Day on the Hill to: • Learn about important legislative issues impacting cities, including housing, bonding, and other key priorities. • Hear from state policymakers. • Learn how to effectively advocate for cities. • Build relationships with legislators during afternoon visits. • Connect with League intergovernmental relations (IGR) staff. • Increase the visibility of Minnesota cities as key partners in policymaking. Attendees are encouraged to meet with their legislators at the Capitol during the afternoon. The agenda allows for attendees to meet with their legislators between 1:30 and 4 p.m. (bussing from the venue to the Capitol is provided). Arrange meetings with your legislators now to ensure you have a meeting scheduled before their schedules are booked. Register today! Agenda 9-9:30 a.m. Welcome & Check -in Open 9:30-9:35 a.m. Welcome Remarks from LMC President Justin Miller https://www.Imc.org/learning-events/events/league-events/city-day-on-the-hill/ 1 /3 1 /3/25, 9:02 AM City Day on the Hill - League of Minnesota Cities 9:35-10:30 a.m. House and Senate Leaders Panel Moderator: Jake Loesch, Executive Director, Citizens League Invited: Rep. Lisa Demuth (R-Cold Spring), Rep. Melissa Hortman (DFL-Brooklyn Park), Sen. Mark Johnson (R-East Grand Forks), and Sen. Erin Murphy (DFL-St. Paul). 10:30-10:45 a.m. Remarks from Governor Tim Walz (invited) 10:45-11 a.m. Break 11 a.m.-12 p.m. Legislative Deep Dive 12-12:15 p.m. Break 12:15-1 p.m. Lunch Session: Legislative Update LMC Intergovernmental Relations Team Box lunches will be provided 1 P.M. Closing Remarks and Dismissal to Capitol LMC Executive Director Luke Fischer 1:30-4 p.m. Meetings with Legislators Capitol Hill —Please note that attendees are responsible for scheduling their own meetings with Legislators. Bussing to and from the Capitol will be provided. 4-6 p.m. Evening Reception DoubleTree by Hilton St. Paul Downtown's Town Square Ballroom Event Details Thursday, March 6, 9 a.m. - 6 p.m. at DoubleTree by Hilton St. Paul Downtown Event Location DoubleTree by Hilton St. Paul Downtown 411 Minnesota Street St. Paul, MN 55101 Lodging Information DoubleTree by Hilton St. Paul Downtown 411 Minnesota Street St. Paul, MN 55101 Phone: 651-291-8800 Room rate: $149 https://www.Imc.org/learning-events/events/league-events/city-day-on-the-hill/ 2/3 1 /3/25, 9:02 AM City Day on the Hill - League of Minnesota Cities You can make a reservation online or by contacting the hotel directly. To receive the special room rate via phone, ask for the League of Minnesota Cities (group code 93H) block when making reservations. Make your room reservations by Feb. 11, 2025 to receive the conference rate. The League will cover attendees' parking in the Town Square Parking ramp attached to the hotel. Details will be shared via email before the event. Fee $125 $99 for cities with a population of less than 2,500 Requesting Meetings with Legislators Wondering how to set up a meeting with your legislators? Follow these simple steps below: 1. If you don't know who your legislators are, you canape in your city hall address and the site will generate your legislators' contact information. 2. You can then call or email them to request a meeting. Some sample language: 1. "Hello Rep. or Sen. ______- I am ------ I am a constituent and I work for the city of ------ as a (position). On Thursday, March 6th, I will be at the Capitol as a part of the League of Minnesota Cities, City Day on the Hill. I am requesting a 30-minute meeting between 1:30- 4:30 p.m. to discuss issues impacting our district and cities. I can be reached at (provide email and phone number). Thank you. 3. If you have trouble reaching any of your legislators, arranging a meeting, or have any general questions, please contact Ted Bengtson at tbengtson@lmc.org or 651-281-1242 4. NOTE* Some larger cities fall within multiple legislative districts. You can check this by going to this page for representatives and this page for senators. On those pages, type "ctrl+f" and type in the name of your city. If it generates more than one result, you have multiple legislators and are encouraged to arrange meetings with all of your legislators. Your LMC Resource Event Registration (651) 281-1200 registration@lmc.org Cancellation Policy Cancellations must be sent to registration@lmc.org by Feb. 24 and are subject to a $50 cancellation fee. No refunds will be made for cancellations received after Feb. 24. If you are unable to attend, please consider sending a substitute. Substitutions are permitted up to the day of the event. Please notify the check -in desk of any on -site substitutions. https://www.Imc.org/learning-events/events/league-events/city-day-on-the-hill/ 3/3 CITY OF CENTERVILLE REQUEST FOR COUNCIL ACTION CVL,'e teryCCe Esta6Cished 1857 Agenda Item # Department: Requested Council Meeting Date: IX.6 Administration January 8, 2025 TITLE OF ISSUE: Res. 925-004 - In Memoriam of Lisa Roemeling BACKGROUND AND SUPPLEMENTAL INFORMATION: Contained in the packet is a resolution honoring Mrs. Lisa Roemeling's contributions to the City of Centerville. Lisa was always the first to participate in any local event showcasing Carbone's and the importance of community involvement. She will be deeply missed. COST AND SOURCE(S) OF FUNDING: N/A REQUESTED COUNCIL ACTION: Motion to Adopt Res. 425-003 - In Memoriam of Lisa Roemeling for her Contributions to the Centerville Community as presented. For Clerk's Use: SUPPORTED DOCUMENTS ATTACHED Motion By: Resolution Ordinance Contract Minutes Plan Map Second By: X Vote Record: Ave Nay Golden FI Koski Other (specify) Rios Kubat Mosher Administration Department Use: Refer to: Consent Tabled Until: Regular Other: CITY OF CENTERVILLE RES. #25-004 A RESOLUTION IN MEMORIAM OF LISA ROEMELING FOR HER CONTRIBUTIONS TO THE CENTERVILLE COMMUNITY WHEREAS, Lisa Roemeling opened Carbone's Pizza in the City of Centerville in 2016 with the support of her family; and WHEREAS, throughout the years, her outgoing personality and passion for providing residents of Centerville great food made a positive impact on the community. Her participation in many local events including Main Street Market, Music in the Park, Trunk or Treat and Fete des Lacs exemplify what is means to be part of a small town; and WHEREAS, Lisa and her family (husband Tad, son Austin and daughter-in-law Alyssa) have become a staple in the community making their home just steps away from their business on Main Street; and WHEREAS, her untimely passing leaves her family, friends and the community grieving; and THEREFORE, THE CITY OF CENTERVILLE HEREBY RESOLVES, to remember the positive impact Lisa Roemeling made on our community. PASSED AND ADOPTED by the City Council this 8th day of January, 2025. Attest: City Clerk Mayor Ce tervif e Administrator's Report E;stabhshed1857 January 8, 2025 Happy New Year We'd like to wish our residents a happy new year. We look forward to connecting with you over this next year. Feel free to stop by so that we can assist you with questions, concerns, inquiries, etc. We'd also love for you to say hello and learn more about how you can become more involved in your community. Other ways that we can be reached are via phone at: 651-429-3232 or via email: info e,centervillemn.com. ADMINISTRATION Welcome Mayor Golden and Council Members Rios and Kubat MAMayor Elect Nancy Golden will be sworn into office at the January 8, 2025, City Council Meeting. (Shown in the image on the far left) r- Council Member Elect Anita Rios will be sworn in at the January 2025, City Council Meeting. (shown in the image in the middle) Council Member Elect David Kubat will be sworn in at the January 2025, City Council Meeting. (Shown in the image on the right). Let's welcome our new mayor and council members aboard. We look forward to working with you in the new year! Welcome Junior Council Member Sophie Wynn Sophie Will join the city council this January. Let's also welcome Sophie. We look forward to working with you. COMMUNITY EVENTS Centerville Lions Annual Ice Fishing Contest Centerville Lions 40th Annual Ice Fishing Contest will be held on February 15, 2025, at 11 a.m. Please visit their Facebook page at: hLtps://www.facebook.com/search/top/?q=Centerville`/`20Lions I PARKS & RECREATION Name a Snowplow The Contest is still going on; Clearopathra needs to have a friend who needs a name. Please participate, you must be a Centerville resident and if you name is chosen, you win a $50 prize, a photo with you and the snowplow. The photo will be placed in all of Centerville' media outlets. All Centerville employees, Committee/Commission/Council Members are excluded from receiving the $50 prize but may enter the contest. Click here to enter. Annual Skate/Sled Night The Parks and Recreation Committee has planned it usual events with the assistance of the Wargo Nature Center; skating, sledding, kicksledding, snowshoeing, bonfire, free popcorn and cocoa on January 10, 2025, from 6-9 p.m. Come on out and join them come in handy. . That new furnace will Hiring P.T. — Rink Attendants The city is hiring rink attendants. Attendants are responsible for opening/closing the warming house during their work shift, maintaining cleanliness of the warming house and restrooms, and shoveling of snow from walkways and rinks if minimal amounts are deposited. If you are interested in earning $16.30/hr, working evenings and weekends, click here for an employment packet. CENTENNIAL FIRE DISTRICT Accepting Applications If you are interested in becoming a Centennial Fire District Firefighter/EMT, please visit their webpage for more information: JOIN US I Centennial Fire ADMINISTRATION Now Hiring — Public Works Technician The city is accepting applications for a full-time Public Works Technician. Hours are Monday -Friday, 7:30 a.m. — 4 p.m. with the ability to be on call, Monday -Sunday. Some overtime may be needed from time -to - time. For duties and responsibilities and an application packet, please visit the City's website: hLtps://www.centervillemn.com/199/Employment-Opportunities. VOLUNTEER OPPORTUNITIES 0-00,0 d�k;k S- There are currently vacancies on two city boards and commissions. There is a vacancy on the city's Planning and Zoning Commission (P&Z) and another vacancy on the city's Economic Development Authority (EDA). The P&Z meetings are held on the first Tuesday of every month at 6:30p.m. at city hall in the council chambers. The EDA meetings are held on the third Wednesday of every month at 5:30p.m. at city hall in the council chambers. Applications can be submitted to: infokcentervillemn.com. You can also access the application via the city's website at: www.centervillemn.com. From the main page of the website, type "apply" in the search bar at the top right-hand corner of the screen, and you will be directed to the online application. Please feel free to contact staff at 651-429- 3232 with any questions. Meeting and City Hall Schedule • January 7, 2025, 6:00 p.m. Work Session & 6:30 p.m. — Planning & Zoning Commission Meeting • January 8, 2025, 5 p.m. Work Session & 6:30 p.m., City Council Meeting • January 11, 2025, 8 AM —Noon, City Council Work Session (to be held at Fire Station) • January 15, 2025, Economic Development Authority Meeting • January 20, 2025, City Offices Closed in Observance of MLK Day • January 22, 2025, City Council Work Session, 5:00 p.m., 6:30 p.m., Regular Meeting PUBLIC WORKS Hiring The city is hiring a Public Works Technician. Click here for an employment packet. CENTERVILLE CARES Anoka County Library System Offers Accessibility Resources In 2023, the Anoka County Library system obtained sensory kits with items like fidget spinners and noise -canceling headphones to help make visiting the library more enjoyable for people of all abilities. The Library also betervirrie started offering Sensory -Friendly Storytimes for families with young children with special needs. Based on input from families, the Library offered adaptive cooking and art classes that paired teens with disabilities with peer buddies to learn and create together this summer. While their students were in class, parents had the opportunity to meet other caregivers in a supportive space led by special educator Rachel Jorgensen, author of "Supporting Your Child with Special Needs: 50 Fundamental Tools for Families." You can find adaptive and sensory -friendly programs on the Library's event calendar here. ECONOMIC DEVELOPMENT Monthly Small Business Call EMPLOYMENT AND ECONOMIC DEVELOPMENT O}F-IC' CF S.MAtt B4'SIHE$$AHD IN HOVATIOH SMALL BUSINESS CALL A platform to highlight topics and ask questions to experts and peers The Minnesota Department of Employment & Economic Development (DEED), Office of Small Business & Innovation is offering a monthly meeting for small business owners. The meeting, which is the 2nd Tuesday of every month from 2:00 p.m. - 3:00 p.m., is an opportunity for small business owners to have a conversation with business experts and their peers. Sign up here for reminders and to access the call. Upcoming Topic January 2025 — a representative from the MN Dept. Labor & Industry, Standards Division will present on topics wage theft, tipping, WESA and more. A R E A C H A M B E R Calendar of Events: January 14, 2025, Caffeine & Connection — 7:30am-8:30am — NorthPointe Garden Estates in Lino Lakes February 12-16, 2025, Winter Fest — 12:00pm-8:00pm. Various locations with the Centennial Area. See the schedule of events on the Centennial Chamber website. • February 17, 2025, City Offices Closed in Observance of President's Day E wintel'fest A0! Winterfest Event The Centennial Area Chamber is holding their first community -wide festival, and they are excited about the enthusiasm local businesses and community partners are showing. Winterfest will take place between February 12-16, 2025. Events will include a candlelit walk, a hot drink tour, and a medallion hunt among many other activities. The Chamber's goal is to encourage residents to get outside to dine, shop, and play local. Businesses and organizations are welcome to offer specials and activities, and the chamber will promote the offerings. To be added to the planning committee or to learn more about participating, please contact the Chamber here. CENTENNIAL LAKES POLICE DEPARTMENT SCAM Awareness Tech support scams, along with government imposter scams, were the top fraud categories affecting older adults in 2023, accounting for $1.3 billion in losses according to IC3(lntemet Crimes Complaint Center).2 These scams usually involve unsolicited offers to fix a "problem" with your computer or software. They typically come from someone pretending to be from a legitimate software company (e.g., Microsoft or Apple). The scammer may initially reach out to you by phone, text message, or email. Or, you may get a pop-up alert while using your computer. The "representative" requests remote access to your system, which allows them to install malware or steal your information. In other cases, they pretend to repair your technical issues. Then, the scammer demands payment via gift card, money transfer via an online payment app, or another hard -to -trace method. In a newer version of the tech support scam, the scammer tells you you're owed a potential refund for a tech - related subscription. They request your bank information and then claim to have accidentally transferred a much larger refund than you were owed. You are asked to return the difference to them by mailing wrapped - up cash to an address they provide. A good rule of thumb, verify the information they are providing independently after disconnecting with them. If additional assistance is necessary, contact Detective Katy Mannin with the Centennial Lakes Police Department. ENGINEERING 201 Avenue (CSAH 54) Corridor Study Staff recently met with County Engineering staff to discuss the timing, funding and logistics for projects along the corridor. County staff will be sending a draft of the schedule for the various projects along with cost share estimates to the cities in the next month or two. 2025 Thin Overlay Project The City Engineer and Public Works Director have been examining streets and working with the Finance Director to scope a potential overlay project for 2025. The street fund has roughly $1 Million in available cash to spend. An overlay project was last done in 2022. For the past 10 years or so, the city has been doing bituminous (blacktop) overlays in lieu of seal coating. The overlays aim for a cycle of around 15 to 20 years, where seal coating was on a 5-to-7-year rotation. In the end, the overall cost is roughly the same, but we believe the results are better with the overlays. Homes along the route of the overlay project are generally asked to contribute a small portion of the cost (usually about 20%), through special assessments. The remaining costs come from the street fund which is supported by general levy taxes and franchise fees. PUBLIC WORKS Solar on Public Buildings Grant A kick-off meeting with the contractor will be scheduled shortly. COMMUNITY DEVELOPMENT Planning and Zoning Commission Next Meeting The next meeting of the Planning and Zoning Commission will be January 7. Agenda item(s) are: • Amendments to the Downtown Master Plan and Development Guidelines Old Mill Estates 1st and 2ad Additions The development security has been reduced to $20,000, pending receipt of approval from the Rice Creek Watershed District of the final wetland delineation. Old Mill Estates Yd Addition The developer of Old Mill Estates is proposing a Yd Addition concept that went before the Planning & Zoning Commission for a "Concept Review" at their March 4th, meeting. This subdivision was always a part of the discussion when Old Mill Estates (Ist and 2nd Additions) was platted. However, the developer needed more time to work out wetland and power line easement issues. With some of those issues more in hand, the proposed subdivision would break up Lot 8, Block 2, into 4 lots (3 new lots). Block 7 Property (Downtown) The prospective developer again met with city staff the week of October 28 and presented some renderings of potential townhomes. Staff discussed architectural requirements, CDBG grant restrictions and other logistical issues with the site. 1737 Main Street (Block 3) No new inquiries. Max Storage The developers of Max Storage have decided wait until spring to begin construction of Phase II. 2062 Fairview Street — Design House Greetings Design House Greetings is considering a second building to expand their current operation in Centerville. A concept plan was reviewed at the Planning and Zoning Commission meeting on September 3. A formal Site Plan Review application is anticipated in the coming weeks. Kwik Trip The city council approved a reduction in the development's security, with the final escrow release coming at the end of the 2-year warranty period (Dec. '24) Bay View Villas (Waterworks Site) At the last City Council meeting, final payment of outstanding claims was authorized. A final accounting of the escrow account is being completed and a refund of any remaining funds will be sent in the coming weeks. 1687 Westview Street (LaLonde Property) Met Council has approved the Comprehensive Plan Amendment for the change from Mixed Use to Public guidance for the land. The council will be considering approval of the formal resolution to approve the Comp Plan Amendment and the formal ordinance for the rezoning at their meeting on January 8. Development Inquiries • Developer interested in discussing apartment (market rate and affordable) opportunities. COMMUNITY ENGAGEMENT (December, 2024) Website • 1,6 users • 1.4k new • 5.Ok page views Website (Featured News) • Stay Connected • Follow us on social media • Christmas Tree Pickup • Volunteer Opportunities • Centerville Cares • Holiday Delays (Garbage/Recycling) • Skate/Sled Night • Smart Irrigation Controller Rebate Follow Us on Social Media Stay in touch with us by following us on Twitter, becoming our friend on Facebook, or subscribing to one of our RSS Feeds. Stay connected! Two new ways of staying informed. Read on... Christmas Tree Pickup Pickup days: Jan. 10 & 17, 2025. Curbside by 7 a.m. Read on... Read on... Volunteer Opportunities Volunteers opportunities on city Boards and Commissions Read on... Holiday Schedule Changes 12/27/2024 and 1/3/2025 pickup days delayed Read on... t ';r 1e tervilel Christmas Tree Pickup Pickup days: Jan.10 & 17, 2025. Curbside by 7 a.m. Read on... A � r Parks & Recreation Annual Event Join us and Bring a Friend Read on... Reader Board (11,000+ cars/day) • Meeting Schedules • Holiday Hours • EDA & P & Z Vacancies • Centerville Lions Christmas in the Park • Santa Parade • Holiday Garbage/Recycling Delays • Christmas Tree Pickup Social Media (577 X; 919 FB Followers) (474/1786 Total Impressions) • City Accounts 0 12/5 CC Packet (85/389) 0 12/2 P & Z Packet (56/285) 0 12/3 P & Z Technical Difficulties (69/244) 0 12/4 P & Z Meeting On Demand (56/138) 0 12/27 Holiday Delays (90/266) 0 12/11 CC Packet (118/464) Centerville Cares Anoka County Library system offers Accessibility RBSoureeS Read on... City of Centerville Smart IrriWon Controller Program - Receive a Refund L� W i1N �11d Smart Irrigation Controller Rebate Earn a $150 rebate check Read on... Community Email List (30lemail addresses) • Upcoming Meeting Agendas, Admin. Report & Newsletter Business Email List (65 email addresses) • 12/04/24 — Monthly Small Business Call Google Business Profile • 226 profile views • 59 people asked for directions • 49 calls • 89 website visits Informational Kiosk — Cornerstone Park • Skate/Sled Night Sign up to Receive Text Messages and/or to be Added to the City's E-Blast • Receive text messages about upcoming events on the city calendar and the parks calendar. From the City's Website Click on the "Notify Me" icon to receive texts messages with information about upcoming events on the city calendar and the parks calendar. Click here to be taken directly to this page. • Sign up to be added to the city's e-blast list to receive meeting agendas, meeting packets, newsletters, the Administrator's Report, and other pertinent information via email. Click here to sign up via a Google Doc form. Once your information is submitted, your email will be added to our email distribution list. Click here to be taken to the "Stay Connected" page where you can then create an account and complete the Google Docs form. STAFF ACTIVITY Staff Training • Building Inspector Dan Schmitz attended the annual MnWARN (Water/Wastewater Agency Response Network) meeting. Educational topics include disaster recovery efforts and unexpected emergencies. Advocacy Work • Administrator Statz joined a group of 7 city administrators to meet with State Senator Gustafson regarding the "Missing Middle" housing bill and other bills of similar nature. The Senator is working with the League of MN Cities to craft alternate legislation in an effort to find more effective and less disruptive ways of solving the housing shortage. JANUARY S M T W T F S O 2 3 4 5 6 �� 9 11 12 13 14 17 18 19 ® 21 �� 24 25 26 27 28 29 30 31 APRIL T 19S 3 4 5 6 7 8 10 11 12 13 14 15 06 18 19 20 21 22 2le ' 25 26 27 28 29 30 JULY S M T W T F S �]r 3 4O 5 6 7 'jW` 10 11 12 13 14 j1C � 16 170 -t18 19 20 21i 23 24 25 26 27 28 jn 30 20 OCTOBER S M T 111F 2 3 4 5 6 9 10 11 12 13 14 it 17 18 19 20 21 �� it 24 25 26 27 28 29 30 31 FEBRUARY MARCH jWM T W T F S S M T W T F S 1 1 2 3 7 8 2 3 4 5 6 7 8 9 * 11 13 14 15 9 10 11 12 13 14 15 16 17 18 20 21 22 16 17 18 19 20 21 22 23 24 25 o� 27 28 23 24 25 26 27 28 29 30 31 MAY 1 2 3 4 5 8 9 10 11 0 13 14° 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 AUGUST S M T W T F S 1 2 3 4: 8 9 10 Is 12 15 16 17 18 19 22 23 24 25 26 of 28 29 30 31 NOVEMBER T F S 1 2 3 6 7 8 9 4 11� 13 14 15 16 17 18 20 21 22 23 24 25 26 2© 28 29 30 JUNE 1 2 � � 5 8 9 12 13 14 15 16 (19 20 21 22 23 �� 26 27 28 29 30 SEPTEMBER S M T W O 4 5 6 7 8 9 �� 11 12 14 15 16 0�110 18 19 20 21 22 23 je 25 26 27 28 29 30 31 DECEMBER T W 0 1 1W IF 4 5 6 7 8 9 11 12 13 14 15 16 M 18 19 20 21 22 23 24 25 26 27 28 29 30 31 Ctervif e Dtadirsfwd 1857 2025 CITY CALENDAR City Meetings City Council Parks & Recreation Committee Planning & Zoning Commission Economic Development Authority (EDA) Fire Steering Committee =7 Anoka County Fire Protection Council Police Gverning Board ' North Metro Telecom Commission O Holiday, City Hall Closed City Special Events Skate & Sled Night Garage Sale Days Music in the Park Main Street Market Fete des Lacs Night to Unite 0 Movie in the Park OTrunk or Treat