HomeMy WebLinkAbout2.a. Consideration of Employment AgreementAGENDA ITEM: Consideration of Employment Agreement
AGENDA SECTION:
New Business
PREPARED BY: Emmy Foster,
Assistant City Administrator
AGENDA NO. 2.a.
ATTACHMENTS: Employment Agreement
APPROVED BY: K
RECOMMENDED ACTION: Motion to formally appoint Dwight Johnson to the position of
City Administrator and approve the employment agreement.
4 ROSEMOUNT
CITY COUNCIL
City Council Special Meeting: August 7, 2008
EXECUTIVE SUMMARY
ISSUE
For City Council is discussion and consideration of the appointment of Dwight Johnson to the position
of City Administrator and approval of the attached employment agreement.
Mr. Johnson's career in city administration spans three decades. He was City Manager of Plymouth,
Minnesota, from 1993 to 2003, and had the same position with the City of Shoreview, Minnesota. He
also led the City of Grand Island, Nebraska early in his career, and was most recently the manager of
Homer Glen, Illinois.
Mr. Johnson graduated from Carleton College in Northfield, Minnesota, and earned a masters degree in
public administration from the University of Colorado at Boulder.
The City Attorney will be in attendance to provide a verbal update on information related to the hiring.
Pending approval of the appointment by the City Council, Mr. Johnson is scheduled to start in his
position on Monday, August 18, 2008.
SUMMARY
If the City Council agrees, Staff requests that the above mentioned motion be made.
The parties agree as follows:
EMPLOYMENT AGREEMENT
AGREEMENT made this day of August, 2008, by and between the CITY OF Rosemount,
a Minnesota municipal corporation "Employer and Dwight D. Johnson "Employee
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 $8,500 for moving his household goods. Payment shall be made
upon receipt 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 elects to use the International City Managers Association (ICMA) pension plan in
lieu of PERA.
4. SALARY. Employer shall pay Employee a salary of $109,519 (Step 5) per year starting
August 18, 2008. Employee shall be given an initial performance review in six (6) months
and prior to completing the one year probationary period. Performance reviews shall occur
annually thereafter. The Employee's probationary period is one year in length in accordance
with City personnel policies. 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 the purpose of vacation accrual but for no other purpose, Employee will
be credited with having completed fifteen (15) 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 that 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 Dwight D. Johnson
Mayor
AND
Amy Domeier
City Clerk
EMPLOYEE: