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