HomeMy WebLinkAbout6.d. Authorize Reorganization 4RO SE N4 O LIN J'1T EXECUTIVE SUMMARY
CITY COUNCIL
City Council Regular Meeting: April 15, 2008
AGENDA ITEM: Authorize Reorganization AGENDA SECTION:
Consent
PREPARED BY: Kim Lindquist, Acting City Administrator AGENDA NO. 64.
ATTACHMENTS: Council memo April 9, 2008 APPROVED BY: 4y
RECOMMENDED ACTION: Approve the elimination of the Community Center Manager,
Fire Marshal, Code Enforcement Specialist, and one Building Inspector; and Authorize Staff
to Issue Notices of Layoff
ISSUE
At the April 9 City Council Work Session, staff presented a proposal for reorganization for Council
consideration. That memorandum is attached.
The purpose of the reorganization, which includes the elimination of four budgeted positions and the
creation of one new position, is to improve workload efficiencies within the affected departments and
to provide budget flexibility for subsequent organizational decisions related to community services,
facilities maintenance and capital improvements.
SUMMARY
The Community Center Manager position is a non -union position subject to the City's personnel
policies. The other positions are all included in the AFSCME bargaining unit. The disposition of these
jobs and the affected employees is covered by language in both the AFSCME labor contract and in the
City's personnel policies.
Upon approval by the City Council, the employees performing the duties of Community Center
Manager and Fire Marshal will be provided notice of layoff. The position of Code Enforcement
Specialist is currently vacant and will not result in a layoff. The notice of layoff to the Building
Inspector will be delayed subject to the outcome of an internal posting for the newly created position of
Building /Fire /Compliance Inspector that is also on the Council agenda.
ROSEMOLINT
CITY COUNCIL
M E M O R A N D U M
To: Mayor and Council
From: Jamie Verbrugge, City Administrator
Date: April 9, 2009
Subject: Budgeting and reorganization
As part of the discussion at the April 9, 2008 City Council Work Session regarding preparation of
the 2009 budget, staff is proposing a reorganization that will involve the elimination of four
positions in three departments, the creation of a new position, and the layoff of two city employees.
The positions proposed to be eliminated are:
Community Center Manager (Parks Recreation Department)
Fire Marshal (Fire Department)
Code Enforcement Specialist (Community Development Department)
Building Inspector (Community Development Department)
The new position that is proposed:
Code Inspector (Community Development Department)
The recommendations are the continuation of fiscal and organizational evaluations begun during the
budgeting process in 2007 for Fiscal Year 2008. The adopted budget for 2008 included the
contracting of custodial services, which resulted in the lay -off of one employee in the Teamsters unit
based on increased efficiency and cost savings associated with contracted services. The cost savings
element was important because budget pressures in 2007 made evident by the slow -down in new
residential development, combined with the knowledge that national and state housing market
conditions would be resulting in across the board valuation reductions, were going to make the next
couple of budget cycles very challenging.
It has now become apparent that there is little reason to be optimistic of a rapid rebound in the
housing market. The assessed valuation of the average home in. Rosemount was reduced by 2.8
The wide- ranging reduction of valuation has a direct correlation to tax capacity of the city's overall
tax base. The preliminary tax capacity of the community for 2009 has increased by less than 1
Consequently, the City Council will be making very difficult budgeting decisions over the next
several months.
The emerging budget challenges now require us to move toward an organizational structure that is
more efficient and more anticipatory in planning for subsequent staffing decisions related to
facilities maintenance and management.
2009 Budget and Reorganization
April 9, 2009
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4 ROSEMOUNT
CITY COUNCIL
M E M O R A N D U M
Within the Community Development Department, for example, reduced workloads associated with
the housing slowdown were managed in a couple of ways:
The Code Enforcement Specialist position was vacated by a voluntary resignation in 2006. The
position was not immediately filled but continued to be budgeted at 100% in 2007. At the time,
staff was aware that a housing slowdown was beginning but recommended the position not be
fully eliminated due to optimism that the housing market would rebound.
Code enforcement was covered during off -peak periods (fall /winter) by utilizing available staff,
primarily building inspectors and part-time community service officers in the Police
Department.
q> Code enforcement was performed by a temporary employee in summer 2007. The position was
subsequently funded at only 50% for 2008. Most code enforcement work since that time has
been performed by one of the building inspectors.
The Community Center Manager is a full-time non -union position. The Community Center
Manager is a middle management position. The Director of Parks Recreation will effectively
redistribute the work -load of this position by disbursing operational aspects to other employees
while sharing some of the management responsibilities among supervisors within the department,
including the Director himself. It is important to note that this is the first step in a reorganization
process that will evaluate operational efficiencies related to the Community Center, Ice Arena, park
shelters, and other city -owned and maintained facilities. While this reorganization will result in
immediate savings of about $50,000 in 2008, the ultimate cost savings may be realized in the ability
to reallocate financial resources to meet other organizational needs and priorities such as facilities
maintenance and management.
The position of Fire Marshal is a part-time position within the AFSCME union. The Code
Enforcement Specialist position is budgeted at 50% within the AFSCME unit and is currently
vacant. The Building Inspector position that is proposed to be eliminated will most likely not result
in an employee lay -off situation. There are currently three (3) individuals in the Building Inspector
job class.
The creation of a new position that is approximately 50% code enforcement, 25% building
inspections, and 25% fire inspections will be posted for internal recruitment. It is anticipated that at
least one of the current inspectors would apply for this position, making the actual laying off of an
incumbent inspector unnecessary.
The emphasis of the consolidated position on code enforcement will allow us to continue focusing
on maintaining the safety and appearance of properties within the city in a consistent fashion by not
having to seasonally hire a position for the sequential inspection program.
Should the Council choose to move forward with the reorganization as proposed, staff will bring the
action forward at the April 15 regular meeting of the city council. The notice of lay -offs would be
provided with 6 weeks notice of separation. This is similar to the notice provided during the most
recent lay -off.
2009 Budget and Reorganization
April 9, 2009
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