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HomeMy WebLinkAbout6.i. Hiring of City Administrator EXECUTIVE SUMMARY City Council Regular Meeting: November 14, 2016 AGENDA ITEM: Hiring of City Administrator AGENDA SECTION: Consent PREPARED BY: Emmy Foster, Assistant City Administrator AGENDA NO. 6.i. ATTACHMENTS: Employment Agreement APPROVED BY: ddj RECOMMENDED ACTION: Motion to formally appoint Logan Martin to the position of City Administrator effective January 3, 2017 and approve the attached employment agreement. ISSUE For City Council consideration is a recommendation to appoint Logan Martin to the position of City Administrator and to approve the attached employment agreement. Mr. Martin has served in positions with communities in the Twin Cities east metro area. He is currently the City Administrator of Bayport in Washington County, which he joined in 2013. While there, he has supervised budgeting and operations, including construction of a new fire station and work on economic development projects. Before his work in Bayport, he served as the Community Development Specialist in the City of Oakdale. Mr. Martin earned a Master of Public Administration degree from Hamline University, with a graduate certificate in economic development. He earned a Bachelor in Political Science and Criminal Justice degree from Gustavus Adolphus College. Pending approval of the appointment by the City Council, Mr. Martin is scheduled to start in his position on Tuesday, January 3, 2017. SUMMARY Staff requests appointment of Logan Martin to the City Administration position and approval of the employment agreement. EMPLOYMENT AGREEMENT AGREEMENT made this 14th day of November, 2016, by and between the CITY OF Rosemount, a Minnesota municipal corporation ("Employer"), and Logan Martin ("Employee"). The parties agree as follows: 1. POSITION. Employer agrees to employ Employee as its City Administrator. Employee agrees to serve as City Administrator in accordance with state statutes and City ordinances and to perform such other legally permissible and proper duties and functions as the City Council shall from time to time assign. 2. MOVING AND RELOCATION ALLOWANCE. Employer shall reimburse Employee an amount not to exceed $5,000 for moving his household goods to the City of Rosemount in the event he wishes to locate in the City. Payment shall be made upon receipt of actual expenses by the City of documentation that the expenses have been incurred and deemed reasonable. 3. PENSION PLAN. Employer shall contribute to PERA as required by State law for Employee or an alternate pension plan, if selected by Employee, authorized by State law. Employee has elected the PERA Pension Plan. 4. SALARY. Employer shall pay Employee a salary of $115,960 (Step 2) per year starting January 3, 2017. Employee shall be given an initial performance review in six (6) months and prior to completing the first year. Performance reviews shall occur annually thereafter. Future salary adjustments shall be made in the same manner as provided to other non-union employees including yearly cost of living adjustments. 5. SENIORITY. For purposes of vacation accrual, Employee will be credited with having completed five (5) years of employment with the City upon his first day of employment. This provision does not apply to time in office for separation purposes. 6. SICK LEAVE. Effective upon Employee's first day of employment, Employee shall be credited with ten (10) days of accrued sick leave. In addition, Employee shall accrue sick leave and receive sick leave separation benefits in accordance with the City's personnel policies. 7. VACATIONS. Effective upon Employee's first day of employment, Employee shall be credited with ten (10) days of accrued vacation leave. In addition, Employee shall accrue vacation leave and receive vacation leave separation benefits in accordance with the City's personnel policies. 8. HOLIDAYS. Employer shall provide Employee the same holidays as enjoyed by other non- union employees. 9. GENERAL INSURANCE. Employer shall provide Employee the same group hospital, medical, dental, life and disability insurance benefits as provided to all other non-union employees. 10. DUES AND SUBSCRIPTIONS. Employer shall budget and pay the professional dues and subscriptions for Employee which are deemed reasonable and necessary for Employee's continued participation in national, regional, state and local associations necessary and desirable for Employee's continued professional participation, growth and advancement. 11. PROFESSIONAL DEVELOPMENT. Employer shall budget and pay necessary and reasonable registration, travel and subsistence expenses of Employee for professional and official travel, meetings and occasions adequate to continue the professional development of Employee and to adequately pursue necessary official and other committees thereof which Employee serves as a member including the International City Manager’s Association Annual Conference, the Minnesota City Manager’s Association Annual Conference, and various League of Minnesota Cities conferences and training opportunities. Employee shall use good judgment in his outside activities so he will not neglect his primary duties to the Employer. 12. CIVIC CLUB MEMBERSHIP. Employer recognizes the desirability of representation in and before local civic and other organizations. Employee is authorized to become a member of such civic clubs or organizations as deemed appropriate by Employee and Employer; and at Employer's expense. 13. AUTOMOBILE. Employee shall be paid a monthly allowance of $300 per month for use of his personal automobile for Employer business. 14. GENERAL EXPENSES. Employer shall reimburse Employee reasonable miscellaneous job related expenses which it is anticipated Employee will incur from time to time when provided appropriate documentation. 15. HOURS OF WORK. It is understood that the position of City Administrator requires attendance at evening meetings and occasionally at weekend meetings. It is understood by Employee that additional compensation and compensatory time shall not be allowed for such additional expenditures of time. It is further understood that Employee may absent himself from the office to a reasonable extent in consideration of extraordinary time expenditures for evening and weekend meetings at other than normal working hours. 16. TERMINATION BENEFITS. In the event that Employee is terminated by the Employer during such time that Employee is willing and able to perform the duties of City Administrator, then in that event, Employer agrees to pay Employee at the time of receipt of his last pay check a lump sum cash payment equal to 6 months aggregate salary and to continue to provide and pay for the benefits set forth in paragraph 9 for a period of 6 months following termination. However, in the event Employee is terminated because of his malfeasance in office, gross misconduct, conviction for a felony, or conviction for an illegal act involving personal gain to Employee, then Employer shall have no obligation to pay the termination benefits. If Employer at any time during the employment term reduces the salary or other financial benefits of Employee in a greater percentage than across-the-board reduction for all non-union employees, or if Employer refuses, following written notice, to comply with any other provisions of this Agreement benefiting Employee or Employee resigns following a formal suggestion by Employer that he resign, then Employee may, at his option, be deemed to be "terminated" on the effective date of Employee's resignation and the Employee shall also be entitled to receive the termination benefits set forth above. If Employee voluntarily resigns his position with Employer, Employee agrees to give the Employer thirty (30) days advance notice. If Employee voluntarily resigns his position with Employer, there shall be no termination pay due to Employee. 17. GENERAL CONDITIONS OF EMPLOYMENT. Nothing in this Agreement shall prevent, limit or otherwise interfere with the right of Employer to terminate the services of Employee at any time, for any reason, subject only to the provisions of this Agreement and statutory requirements. Furthermore, nothing in this Agreement shall prevent, limit or otherwise interfere with the right of Employee to resign at any time from his position with Employer, subject only to the provisions of this Agreement. 18. IN WITNESS WHEREOF, Employer has caused this Agreement to be signed and executed on its behalf by its Mayor and its City Clerk, and Employee has signed this Agreement, in duplicate, the day and year first written above. EMPLOYER: CITY OF ROSEMOUNT BY: _____________________________ William H. Droste Mayor AND _________________________________ Clarissa Hadler City Clerk EMPLOYEE: __________________________________ Logan Martin