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Home My WebLink About2.g. Budget Update1 CITY OF ROSEMOUNT EXECUTIVE SUMMARY FOR DISCUSSION COMMITTEE OF THE WHOLE DATE: MAY 10, 2000 AGENDA ITEM: BUDGET UPDATE: Code Enforcement AGENDA NO. DISCUSSION PREPARED BY: THOMAS D. BURT, CITY ADMINISTRATOR - _ 2 ATTACHMENTS: JOB DESCRIPTION Attached is a draft job description and proposed salary range for the Code Enforcement position. Staff seeks direction from Council on code enforcement priorities to better define the job description. This position will either report to the Building Official or be part of the Police Department. Council code enforcement priorities will help to better define where the position will fit in the organization. RECOMMENDED ACTION NOTES: A *****DRAFT***** CITY OF ROSEMOUNT POSITION RESPONSIBILITY WRITE -UP MAY 2000 POSITION TITLE: ACCOUNTABLE TO: Code Enforcement Officer Community Development Building Official SUMMARY OF POSITION: To promote and maintain the health, safety and welfare of residents and general condition of the City by enforcing state and local codes as they pertain to zoning, general maintenance of private property and illegal use of facilities. ESSENTIAL DUTIES AND RESPONSIBILITIES: 1. Performs systematic inspections to detect and correct nuisance and other code violations. 2. Identifies and informs property owners, managers renters or others of specific code violations. 3. Invokes legal sanctions to ensure correction of violations where cooperative measures have failed. 4. Maintains documentation related to inspection and enforcement activities; prepares recommendations for amendments and additions to related codes or regulations. 5. Meets with owners, tenants, contractors, developers and businesses to review and explain code requirements and violations or potential violations; secure code compliance. 6. Provides prompt and courteous response to inquiries from owners, managers, renters and others regarding the City's housing maintenance code, related ordinances, policies and procedures. 7. Investigates complaints filed with the City involving matters of public health, sanitation, or substandard buildings, and takes appropriate action to secure correction of problems. 8. Drafts and distributes a variety of correspondence, memoranda, notices, flyers, brochures, media releases and reports relating to code enforcement issues. 9. Remains familiar with new housing practices and changes in the code to ensure that City ordinances are administered in a fair and effective manner. 10. Makes recommendations for additions or modifications to present ordinances or drafts new ordinances to address property maintenance issues. 1 I- 11. Performs other duties that are consistent with the tasks of the position and as may be assigned. MINIMUM OUALIFICATIONS: 1. Two years experience in the building inspection„ code enforcement, planning or public administration field (may be substituted with an equivalent combination of education and work experience). 2. Graduation from high school or GED equivalent. 3. Valid driver's license or ability to obtain prior to employment. DESIRED QUALIFICATIONS: Bachelor's degree in urban planning, public administration, building construction, architecture or related field. TOOLS AND EQOEMENT: General tools and equipment will include personal computer, calculator, copy machine, fax machine, telephone and portable telephone, postage machine, various handwriting items, automobile or other motor vehicle and based radio. NECESSARY KNOWLEDGE SKILLS AND ABILITIES: 1. Knowledge of safety practices regarding the inspection of housing. 2. Working knowledge of code enforcement principles, practices and methods as applicable to a municipal setting. 3. Working knowledge of applicable laws, codes, standards, rules and regulations relating to various land use, nuisance and public safety codes. 4. Knowledge of the practices, methods and techniques used in building construction. 5. Ability to follow verbal and written instructions. 6. Ability to read and understand complicated plans and blueprints. 7. Working knowledge of Microsoft Word, Excel and Access software programs. 8. Ability to work under stressful conditions, deal with frequent interruptions, and handle difficult or angry people. 9. Ability to work independently and as part of a team. 10. Ability to communicate effectively in both oral and written form. PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Much work is performed in field settings. Considerable outdoor work is required in the inspection of various land uses and other matters. Hand -eye coordination is necessary to operate computers and various pieces of office equipment. The employee is occasionally required to stand; walk; talk or hear, use hands to finger, handle, feel or operate objects, tools, or controls; and reach with hands and arms. The employee is occasionally required to sit; climb or balance; stoop, kneel, crouch, or crawl 2 The employee must occasionally lift and/or move up to 40 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception, and the ability to adjust focus. WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee often works in outside weather conditions. The employee occasionally works in high, precarious places and is exposed to wet and humid conditions, fumes or airborne particles, toxic or caustic chemicals, risk of electrical shock, and vibration. The noise level in the work environment is usually moderate. The duties listed above are intended only as illustrations of the various types of work performed and are not all - inclusive. This job description does not constitute an employee agreement between the employer and the employee, and is subject to change by the employer as the needs of the employer and requirements of the job may change. STATUS: Non- exempt Reviewed by: Approved by: Paula Graff, Human Resources Coordinator 3 Thomas D. Burt, City Administrator ks x{.y,y�e WAGE APPENDIX 2000 Base Wage Rates for Employees: N JOB CLASSIFICATION START STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 Assistant Planner $34,421 $36,716 $39,011 $41,305 $43,600 $45,895 Water Resource Eng. $34,421 $36,716 $39,011 $41,305 $43,600 $45,895 Sr. Engineering Tech. $34,421 $36,716 $39,011 $41,305 $43,600 $45,895 Fire Marshall $31,030 $33,098 $35,167 $37,236 $39,304 $41,373 Building Inspector $31,030 $33,098 $35,167 $37,236 $39,304 $41,373 Code Enforcement Officer. $31,030 $33,098 $35,167 $37,236 $39,304 $41,373 Plumbing Inspector $31,030 $33,098 $35,167 $37,236 $39,304 $41,373 Engineering Technician $31,030 $33,098 ` $35,167 $37,236 $39,304 $41,373 Sr. Accounting Clerk $28,192 $30,072 $31,951 $33,831 $35,710 $37,590 Accounts Payable Clk. $26,606 $28,379 $30,153 $31,927 $33,701 $35,474 Police Secretary' " $26,073 $27,812 $29,550 $31,288 $33,026 $34,765 Public Works Secretary $26,073 $27,812 $29,550 $31,288 $33,026 $34,765 Building Inspections Secretary $26,073 $27,812 $29,550 $31,288 $33,026 $34,765 Dep. Reg./Utility Billing Clerk $25,645 $27,355 $29,065 $30,775 $32,484 $34,194 Special Assessment Clerk $25,645 $27,355 $29,065 $30,775 $32,484 $34,194 Rental Coordinator $25,645 $27,355 $29,065 $30,775 $32,484 $34,194 Building Maintenance Worker $23,170 $24,715 $26,260 $27,804 $29,349 $30,894 Deputy Registrar Clerk $22,953 $24,484 $26,014 $27,544 $29,074 $30,604 Secretary Part Time $22,953 $24,484 $26,014 $27,544 $29,074 $30,604 Receptionist , : {` $21,910, $23,371 $24,832 $26,293 $27,753 $29,2141 Tiny Tot Instructor; $21,910 $23,371 $24,832 $26,293 $27,753 $29,214 Building Attendant $17,382 $18,541 $19,700 $20,858 $22,0.17 $23,176 Employees shall receive a three percent (3 %) increase in their 2000 wage rate for calendar 2000 unless such three percent (3 %) increase would place an employee above the STEP 6 rate as shown above for their job classification. Any part of the three percent (3 %) increase which would place an employee above STEP 6 for their job classification shall be paid as a lump sum and shall not affect the amount shown in STEP 6 above. N CITY OF ROSEMOUNT EXECUTIVE SUMMARY FOR DISCUSSION COMMITTEE OF THE WHOLE DATE: MAY 10, 2000 AGENDA ITEM: BUDGET UPDATE: Salary Survey &Budget AGENDA NO. DISCUSSION PREPARED BY: THOMAS D. BURT, CITY ADMINISTRATOR 2. G 2. and 3. ATTACHMENTS: NONE IL Paula Graff, Human Resource Coordinator, and myself will present City Council with some options on the salary survey. I will present the expected schedule and update on the regular budgeting process.