HomeMy WebLinkAbout4. Salary and Budget Format DiscussionY `J
1992 EMPLOYEE BENEFITS COMPARISON
OCTOBER 13, 1992
Information collected from 1992 Twin Cities Metropolitan Area Salary Survey
DCA Stanton Group
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1992 METRO SURVEY
UNITS OF GOVERNMENT -- GROUPINGS AND POPULATION*
Listed below, in logical groupings for survey reporting purposes, are the units of state, metropolhan•wide, county and municipal governments in the Twin Cities
Metropolitan area. Of these, 109 reported data in the 1992 survey.
--- ------------•---Group One - Stats Agencies-----_ ---- __-__
State of Minnesota University of Minnesota
-----Group Two - Metropolitan -wide Agencies - (Seven County Area}---- --------------- - ---
Metropolitan Airports Commission Metropolitan Waste Control Commission
Metropolitan Council Metropolitan Transit Commission
-Group Three - Hennepin County, Ramsey County, Twin CMes-------
Hennepin County 1,039,099 Minneapolis 368,993
Ramsey County 488,363 St. Paul 272,537
-------- -Group Four - Selected Counties---.____------- --- - -- --- -- -- -
Dakota County 282,461 St. Louis County 198,213
Anoka County 248,553 Washington County 150,653
--�-_____________Group Five - Suburbs Over 10,01
Bloomington
86,453
Brooklyn Park
57,359
Coon Rapids
54,518
Plymouth
52,492
Burnsville
aoan
51,743
Minnetonka
4V, Ibb
48,658
Edina
46,079
St. Louis Park
43,781
Eden Prairie
40,091
Maple Grove
39,980
Blaine
39,757
Apple Valley
35.879
Richfield
30,
Roseville
33,493
Maplewood
31,365
Brooklyn Center
28,741
Fridley
28,313
Lakeville
26,408
Shoreview
24,912
White Bear Lake
24,865
Crystal
23,771
Cottage Grove
23,715
Inver Grove Heights
23,370
New Brighton
22,253
New Hope
21,715
Woodbury
21,392
Golden Valley
20,889
South St. Paul
20.123
Oakdale
19,735
a
West St. Paul
19,144
Columbia Heights
18,816 '
Olmstead County 106,470
Scott County 59.785
Carver County 49,312
Champlin 17,771
Anoka 17,216
Chaska 11.727
Vadnais Heights 11,26
Savage 1
-- -- ---- -- ---------- -- -- Group Six - Suburbs Under 10,000---------------------------------------------------------
Mendota Heights
9,650
Medina
3,219
Rogers
707
Mound
739r
Belle Plaine
3,166
Landfall
667
'Arden Hills
9,496
Bayport
3,121
Marine on St. Croix
602
Lino lakes
9,27r
Jordan
2,958
Greenwood
602
Rosemount
Independence
2,878
Wiilemie
584
Ham Lake
9,U47*
Lauderdale
2,698
Minnetonka Beach
571
Little Canada
9,028
Afton
2,683
Cologne
564
East Bethel
8,233
Osseo
2,652
Vermillion
510
St. Anthony
7,802
St. Francis
2,615
Ulydale
501
Orono
7,303
Victoria
2,497
Woodland
495
Spring Lake Park
6,561
Watertown
2,429
Hamburg -
492
Farminoton
6,136
New Prague
2,402
Mayer
483
Shorewood
6,135
Excelsior
2.378
Gem Lake
440
Forest Lake
6,007
Lexington
2,289
Rockford
438
Lake Elmo
5,900
Maple Plain
2,049
Pine Springs
434
Mahtomedi
5,679
Lakeland
1,997
Loretto
419
Falcon Heights
5,376
Long Lake
1,985
Bethel
416
Corcoran
5,300
Centerville
1,819
Medicine Lake
386
St. Paul Park
4,995
Spring Park
1,524
Hampton
373
Circle Pines
4,710
Greenfield
1,476
New Germany
$58
Hugo
4,621
Tonka Bay
1,472
St. Mary's Point
338
Dayton
4,507
Young America
1,374
Randolph
331
Wayzata
3,820
Norwood
1,344
Hanover
302
Newport
3,728
St. Bonifacius
1,191
Lakeland Shores
293
Deephaven
3,669
Lake St. Croix Beach
1,086
Elko
227
Oak Park Heights
3,583
Birchwood
1,035
New Market
224
Waconia
3,582
Dellwood
885
Coates
184
Minnetrista
3,501
Carver
756
Miesville
135
North Oaks
3,456
Hilltop
749
• Population figures based on 4/1/92 population census counts provided by Metropolitan Council
DOsStanton Group
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LONGEVITY PAY
SUMMARY -- Below are the jurisdications which report some type of longevity, stability or lump -sum
payment for one or more employee groups. Such payments are reflected in actual rates reported unless
specifically noted otherwise.
EMPLOYEE
GROUPS(S) PAYMENTS MADE --
Group Five
Burnsville
Pol
Add'I $85 after 4 yrs' svc; $140 after 8 yrs; $195 after 12 yrs; $250 after 16 yrs.
Fire
Add'I 1.5% after 4 yrs' svc; 3% after 8 yrs; 4.5% after 12 yrs; 6% after 16 yrs.
Eagan
Pol
Add'I 2.5% after 5, 10 and 15 yrs' svc.
Apple Valley
OTA
Add'I 75 cents/hr after 5 yrs' svc; 75 cents/hr after 10 yrs.
Pol
Add'I 75 cents/hr after 5 yrs' svc; 75 cents/hr after 8 yrs; 75 cents/hr after 12
years; 75 cents/hr after 16 yrs.
South St. Paul
Pol
Add'I 3% after 5 yrs' svc; 4% after 10 yrs; 5% after 15 yrs; 6% after 20 yrs.
Fire
Inver Grv. Hts.
LELS
Add'I 3% after 4 yrs' svc; 5% after 8 yrs; 7% after 12 yrs; 9% after 16 yrs.
Lakeville
Pol
Add'I 3% after 4 yrs' svc; 5% after 8 yrs; 7% after 12 yrs; 9% after 16 yrs.
West St. Paul
Pol
Pending.
Fire
Add'I $99.04/mo after 6 yrs' svc; $125.10/mo after 11 yrs; $156.38/mo after 16
yrs.
Hopkins
OT
Add'I 3% after 4yrs' svc; 4% after 7 yrs; 5% after 10 yrs; 6% after 13 yrs; 7%
after 16 yrs; 8 % after 18 yrs; 9 % after 20 yrs.
Pol
Add'I 3% after 4yrs' svc; 5% after 7 yrs; 7% after 10 yrs; 9% after 13 yrs.
Robbinsdale
Pol
Add'I 3% after 4 yrs' svc; 5% after 8 yrs; 7% after 12 yrs; 9% after 16 yrs.
Hastings
Pol
Add'I 555/mo after 4 yrs' svc; $70 after 8 yrs; $85 after 12 yrs; $100 after 16
yrs.
OTA;
Add'I 1 % after 5 yrs' svc; 2% after 10 yrs; 3% after 15 yrs.
PW -Fire
Champlin
Pol
Add'I 3% after 4 yrs' svc; 5% after 8 yrs; 7% after 12 yrs; 9% after 16 yrs.
North St. Paul
Pol
Add'I 3% after 4 yrs' svc; 5% after 8 yrs; 7% after 12 yrs; 9% after 16 yrs (hired
prior to 12/31/88.)
Shakopee
Pol Sgt
Add'I $112/mo after 5 yrs' svc; $139/mo after 8 yrs; $166/mo after 11 yrs;
$195/mo after 15 yrs.
Pol Off
Add'I 3106/mo after 5 yrs' svc; $131 /mo after 8 yrs; $156/mo after 11 yrs;
$184/mo after 15 yrs.
Prior Lake --
All
Add'I 3% after 4 yrs' svc; 5% after 8 yrs; 7%o after 12 yrs; 9% after 16 yrs; hired
prior to 1/1/90 grandfathered, anyone hired after does not get longevity.
Ramsey
LELS
Add'I 3% after 4 yrs' svc; 5% after 8 yrs; 7%after 12 yrs; 9% after 16 yrs.
Savage
Pol
Add'I 595/mo after 5 yrs' svc; 5100/mo after 7.5 yrs; 5105/mo after 10 yrs;
$110/mo after 15 yrs; $115/mo after 20 yrs.
Group Six
Mendota Hgts. Pol
Rosemount Non -Union
Police Union
Maint. Union
Farmington Pol
Add'I 3%after 4 yrs' svc; 5% after 8 yrs; 7% after 12 yrs; 9% after 16 yrs.
4%; 4 step 16 yrs.
5%; 4 step 16 yrs.
4%; 4 step 16 yrs.
Pending
VACATIONS
SUMMARY -
Typical vacation policy in the units of government surveyed is -
1 week vacation after 6 months' service
2 weeks'
vacation after 1 year's service
3 weeks'
vacation after 5-6 years' service
4 weeks'
vacation after 14-15 years' service
Vacation policies are expressed in a variety of ways by participating units of government.
the method of reporting below provides an
approach to comparing a
summary of these vacation policies in a consistent manner.
MINIMUM WORKING TIME REQUIRED FOR VACATION OF -
EMPLOYEE
GROUPS
1 Week 2 Weeks
3 Weeks
4 Weeks
5 Weeks 6 Weeks
DAYS
GIVEN
Burnsville
All
(12 da:l yr)
5 yrs.
15 yrs.
20
Eagan
OTA
6 mos. 1 yr.
5 yrs.
18 yrs.
20
20
PW
1 yr.
5 yrs.
18 yrs.
Disp., Pol.
1 yr.
5 yrs.
15 yrs.
20
Apple Valley
All
6 mos. 1 yr.
5 yrs.
10 yrs.
20
Lakeville
All
6 mos. 1 yr.
7 yrs.
15 yrs.
20
Inver Grove
OTA, PW
9 mos. 17 mos.
2.25 yrs.
2.75 yrs.
3.5 yrs. 4.25 yrs
25
Heights
Pol., Non -Union
South St. Paul
OTA, PW
12 mos. 2 yrs.
5 yrs.
15 yrs.
23 yrs.
25
25
Other
6 mos. i yr.
5 yrs.
15 yrs.
23 yrs.
25
Pol.
12 mos. 2 yrs.
i yr.
10 yrs.
15 yrs.
25
F.
12 mos. 2 yrs.
6 yrs.
12 yrs.
16 yrs.
West St. Paul
All
1 yr.
5 yrs.
15 yrs.
20 yrs.
25
Hastings
OTA
6 mos. 1 yr.
10 yrs.
15 yrs.
20
25
PW
1 yr. 2 yrs
8 yrs.
13 yrs.
25 yrs.
Pol., F.
1 yr. 2 yrs.
10 yrs.
15 yrs.
20
Andover
OTA, PW
6 mos. 1 yr.
5 yrs.
15 yrs.
20
Robbinsdale
All
6 mos. 1 yr.
5 yrs.
10 yrs.
20
Moundsview
All
1 yr.
5 yrs.
15 yrs.
20
Ramsey
All
6 mos. 1 yr.
6 yrs.
12 yrs.
20
North St. Paul
All
1 yr.
5 yrs.
10 yrs.
20 yrs.
25
VACATIONS - Page 2
EMPLOYEE
GROUPS
Shakopee
OTA
Mendota Heights All
PW
OTA
Pol.
Chaska
All
Prior Lake
All
Chanhassen
All
Savage
OTA, PW
Pol.
Pol.
Arden Hills
All
Mound All (Hired before 1/1/84)
All (Hired after 1/1/84)
Little Canada OTA, PW
Ham Lake
All
Mendota Heights All
Rosemount
OTA
DAYS
PW
2 Weeks 3 Weeks
Pol.
Farmington
OTA, PW, Pol.
Lino Lakes
OTA
25
Pol.
1 yr. 6 yrs.
PW
MINIMUM WORKING TIME REQUIRED FOR VACATION OF -
DAYS
1 Week
2 Weeks 3 Weeks
4 Weeks 5 Weeks 6 Weeks
GIVEN
6 mos.
1 yr. b yrs.
16 yrs. 25 yrs.
25
6 mos.
1 yr. 6 yrs.
16 yrs. 25 yrs.
25
6 mos.
1 yr. 6 yrs.
15 yrs.
20
1 yr. 5 yrs.
15 yrs.
20
6 mos.
1 yr. 3 yrs.
9 yrs. 18 yrs.
25
6 mos.
1 yr. 5 yrs.
15 yrs.
20
1 yr.
2 yrs. 6 yrs.
12 yrs. 20 yrs.
25
6 mos.
1 yr. 5 yrs.
12 yrs. 20 yrs.
20
(0-5 yrs, 9 hrs./yr.; 6-11 yrs, 130 hrs./yr.; 12-13 yrs, 143 hrs./yr.; 14-15 yrs, 156 hrs./yr.;
23
15-20 yrs,
169 hrs./yr.; after 20 yrs, 182 hrs./yr.)
1 yr. 6 yrs.
16 yrs. 21 yrs.
25
1 yr. 9 yrs.
19 yrs. 24 yrs.
25
Hired before 10/14/81 - 1-5 yrs. = 10 da.; 6-10 yrs.
= 15 da.; 11+ yrs. = 20 da.
20
Hired after 10/14/81 - 1-8 yrs. = 10 da.; 9-15 yrs.
= 15 da.; 16+ yrs. = 20 da.
12 mos.
2 yrs. 6 yrs.
15 yrs. 20 yrs.
20
1 yr. 5 yrs.
15 yrs.
20
(1st yr. =
8 da.; 2-3 yrs. = 12 da.; 4-10 yrs. =
18 da.; 11-15 yrs. = 21 da.; '16+ yrs. = 24 days)
24
(1st yr =
10 da.; 2-3 yrs. = 12 da.; 4-10 yrs. =
18 da.; 11+ yrs. = 21 days)
21
(1st yr =
10 da.; 2-3 yrs. = 12 da.; 4-10 yrs. =
18 da.; 11+ yrs. - 24 days)
21
6 mos.
1 yr. 10 yrs.
15 yrs.
25
12 mos.
2 yrs. 5 yrs.
15
12 mos.
1 yr. 5 yrs.
(11 yrs. = 16 da. and 1 day for each additional yr.25
up to 20 yrs. = 25 days)
12 mos.
2 yrs. 5 yrs.
(11 yrs. = 16 da. and 1 day for each additional yr.20
up to 15 yrs. = 20 days)
VACATIONS - Page 3
RELATED SURVEY DATA - VACATIONS
Private Industry (Twin Cities) 100 representative organizations
Most typical vacation policy is -
5 days after 1 yr's service 15 days after 5-8 yrs' service
10 days after' 1 yr's service 20 days after 15-20 yrs' service
Nearly half of the large organizations in the Twin Cities grant 25 days' vacation, usually after 20-25 yrs' service.
Federal Government
Vacation is accrued on an hours -per -payroll -period basis, resulting in -
13 days after 1 yr's service 26 days after 15 yrs' service
20 days after 3 yrs' service Limited - 240 hours per leave yr.
SUMMARY -
HOLIDAYS
Governmental units surveyed have policies which typically provide from 10 to 12 paid holidays per year, with the most common number being 11.
Several give 13 holidays per year. With some exceptions, units of government provide the following ten holidays --
Holidays Celebrated
1.
New Year's Day
2.
President's Day
3.
Martin Luther Kings' Birthday
4.
Memorial Day
S.
Independence Day
6.
Labor Day
7.
Columbus Day
8.
Veteran's Day
9.
Thanksgiving Day
10.
Christmas Day
Date
January t
Third Monday in February
Third Monday in January
Last Monday in May
July 4
First Monday in September
Second Monday in October
November 11
Fourth Thursday in November
December 25
Additional holidays most often given include: Good Friday, the day after Thanksgiving, Christmas Eve Day, New Year's Eve Day, a floating holiday.
Below are the total paid holidays granted to employee groups in each of the government units surveyed ---
Burnsville
Eagan
EMPLOYEE
GROUP(S) ADDITIONAL HOLIDAYS GIVEN OVER THE ABOVE -LISTED TEN TOTAL
OTA, PW 2 personal holidays (no Columbus Day)
Disp, Pol Easter, Christmas Eve Day (no Martin Luther King's Birthday)
Pol. Sgt. 1 floating holiday
Fire Christmas Eve Day, Easter (no Martin Luther King's Birthday or Columbus Day)
All 1/2 New Year's or 1/2 Good Friday, 1 floating holiday
Apple Valley OTA, PW
Pol.
Lakeville All
Inver Grove PW, OTA
Heights Pol., non -organized
South St. Paul
West St. Paul
Day after Thanksgiving, day before or day after Christmas (no Columbus Day)
Pending
1/2 New Year's Eve Day, 1/2 Christmas Eve Day, 1 floating holiday (no Columbus Day)
1/2 Good Friday, day after Thanksgiving, 1/2 Christmas Eve Day, (no Columbus Day)
1/2 Good Friday, day after Thanksgiving, 1/2 Christmas Eve Day, 1 additional day,. (no Columbus Day)
OTA, PW 2 personal holidays, day after thanksgiving (no Columbus Day)
Pol. Leave in lieu of specific holidays
F Leave in lieu of specific holidays
Other 2 personal holidays
OTA 1/2 New Year's Eve Day, day after Thanksgiving, 1/2 Christmas Eve Day, (no Columbus Day)
PW 2 floating holidays
Pol. (11 days per year figured into schedule)
11
11
11
10
12
11
11
11
12
12
11
6 shifts
12
HOLIDAYS - Page 2
EMPLOYEE
GROUP(S) ADDITIONAL HOLIDAYS GIVEN OVER THE ABOVE -LISTED TEN TOTAL
Hastings
OTA
PW
Pol.
Fire
Andover
OTA, PW
Robbinsdale
Pol.
OTA
PW
Oakdale
OTA, PW, Pol.
Moundsview
All
Ramsey
OTA, PW, Pol.
North St. Paul
OTA, PW
Pol.
Shakopee
OTA
PW, Pol.
Chaska
OTA, PW
Pol.
Prior Lake
All
Chanhassen
All
Savage
OTA
PW
Pol.
Arden Hills
All
Mound
OTA
Pol.
Little Canada
OTA, PW
Ham Lake
OTA
Good Friday, day after Thanksgiving, 1 floating holiday, (no Columbus Day)
Day after Thanksgiving, 1 floating holiday, (no Columbus Day)
(9 days per year figured into schedule)
Paid for 103 hours of holiday pay at year end
2 floating holidays, (no Columbus Day)
Day after Thanksgiving, Christmas Eve Day, (no Columbus Day)
Day after Thanksgiving, personal holiday, (no Columbus Day or President's Day)
Day after Thanksgiving, Christmas Eve Day, i floating holiday, (no Columbus Day)
Day after Thanksgiving, Christmas Eve Day, 1 floating holiday (no Columbus Day)
Good Friday, day after Thanksgiving, (no Columbus Day)
Christmas Eve Day
Day after Thanksgiving, 2 floating holidays, (no Columbus Day)
1 1/2 x regular salary paid for New Year's Day, President's Day, Memorial Day, 4th of July, Labor Day,
Veteran's Day, Thanksgiving Day, Christmas
Good Friday
Good Friday, 1 floating holiday
Day after Thanksgiving, 1 floating holiday, (no Columbus Day)
3 floating holidays, no Columbus Day, no Martin Luther King's Birthday
Day after Thanksgiving, 1 floating holiday, Christmas Eve Day, (no Columbus Day)
2 floating holidays
Day after Thanksgiving, floating holiday, (no Columbus Day)
Day after Thanksgiving, 2 floating holidays, (no Columbus Day)
Day after Thanksgiving
1/2 New Year's Eve, 1/2 Christmas Eve Day, 1 floating holiday, (no Columbus Day)
1/2 New Year's Eve Day, day after Thanksgiving, 1/2 Christmas Eve Day, (no Columbus Day)
Day after Thanksgiving, 2 floating holidays, (no Columbus Day)
(No Columbus Day)
1/2 New Year's Eve Day, day after Thanksgiving, 1/2 Christmas Eve Day, (no Columbus Day)
12
12
9
11
11
10
12
12
11
it
12
12
11
12
11
11
12
12
11
12
11
10
11
HOLIDAYS - Page 3
Mendota Heights OTA, Pol. 2 floating holidays, (no Columbus Day) 11
PW Good Friday, 1 floating holiday, (no Martin Luther King's Birthday) 11
Lino Lakes All New Year's Eve, Christmas Eve Day 12
Rosemount All Day after Thanksgiving 11
Farmington OTA, PW, Day after Thanksgiving, Christmas Eve Day, 1 floating holiday, (no Veteran's Day or 11
Martin Luther King's Birthday)
Pol. (11 days at end of the year) 11
RELATED SURVEY DATA - HOLIDAYS
Private Industry (Twin Cities) - 100 representative organizations
A policy of granting 10 paid holidays is most typical: the standard 6 (New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving and
Christmas) plus four additional
Most common among additional holidays over the standard 6 are: President's Day, good Friday, day after Thanksgiving, Christmas Eve Day and floating holidays
(organization -designated or employee option).
Federal Government
Ten paid holidays are granted.
SICK LEAVE
SUMMARY -
Twelve days of paid sick leave per year (1 day per month) is the most typical policy of the government units surveyed. Sick leave benefits, in most
cases, are cumulative,
usually to a maximum of 90-120 days; however, numerous jurisdictions reported below impose no maximum on sick leave
accumulation.
Provisions for "banking"
of earned sick leave beyond the
stated maximum are identified, along with an explanation of any conversion or payout (other
than as severance) formulas which may apply. Fifty percent of the units of government either do not offer conversion or payout at all, or reserve it for
termination only.
Below are the details of paid sick leave plans.
EMPLOYEE
DAYS MAXIMUM
GROUP(S)
PER YEAR ACCUMULATION
USE OF EXCESS OVER MAXIMUM OR EXPLANATORY PAYOUT FORMULA --
Burnsville
OTA, PW, Pol.
12 60
Accum over max reduced by 50% and banked for use during extended illness.
Fire
12 72
Accum over max reduced by 50% and banked for use during extended illness.
Eagan
All
12 No limit
No conversion or payout other than at termination.
Apple Valley
All
12 No limit
No conversion or payout other than at termination.
Lakeville
All
12 No limit
No conversion or payout other than at termination.
Inver Grove
OTA, PW
Have a personal leave policy which has
varying accrual rates depending on length of svc: 5 hrs./mo. up to 5 yrs. of svc; 6 hrs./mo.,
Heights
5-8 yrs. of svc; 7 hrs./mo., 8-12 yrs of
svc; 8 hrs./mo., 12 yrs. of svc and over.)
Pol.
12 120
No conversion or payout other than at termination.
South St. Paul
OTA, PW
12 130
May be converted into vac at the rate of 1 day vac for 2 sick days.
Other, Pol.
15 135
May be converted into vac at the rate of 1 day vac for 2 sick days.
Fire
- 70 shifts
May be converted into vac at the rate of 1 day vac for 2 sick days.
West St. Paul
All
12 No limit
No conversion or payout other than at termination.
Hopkins
All
12 120
No conversion or payout.
Hastings
All
12 120
Add'1 over stated max banked as 1/2 day sk Iv and 1/2 day vac/mo.
(Pol. & Fire - no limit)
Pay 1/2 sk Iv upon termination after 10 yrs' svc.
Andover
OTA, PW
12 100
If over 600 hrs can convert to vac at a rate of 2 hr. sk. Iv. to 1 hr. vac at anniversary date.
Robbinsdale
OTA, Pol.
12 120
Can convert accum over max. to 1/2 pay.
PW
12 120
Pay 50% at year end if over 120 days max accum.
Moundsview
Pol.
15 No max.
Health Club membership.
Other
12 No max.
Health Club membership.
Oakdale
All
12 100
No conversion or payout other than at termination.
SICK LEAVE - Page 2
Mendota Heights PW, Pol.,OTA 12 120
Lino Lakes
Rosemount
Farmington
OTA, PW
EMPLOYEE
DAYS
MAXIMUM
12
GROUP(S)
PER YEAR
ACCUMULATION
No limit
OTA
12
No limit
Ramsey
Pol.
12
120
12
A
12
60
OT, PW
12
120
North St. Paul
All
12
90
Shakopee
OTA, PW
12
100
Pol.
12
No limit
Chaska
All
12
720
Prior Lake
OTA, PW
12
60
Chanhassen
All
12
150
Savage
Pol.
12
120
OTA, PW
12
90
Arden Hills
All
12
100
Mound
All
12
No limit
Pol.
12
No limit
Little Canada
OTA, PW
12
120
Ham Lake
All
10
100
Mendota Heights PW, Pol.,OTA 12 120
Lino Lakes
Rosemount
Farmington
OTA, PW
12
120
Pol.
12
120
PW
12
No limit
OTA
12
No limit
Pol.
12
No limit
All
12
120
USE OF EXCESS OVER MAXIMUM OR EXPLANATORY PAYOUT FORMULA --
Accum over max converts to 1 hr of vac for each 2 hr of sk Iv at yrs' end.
Accum over max converts to 1 hr of vac for each 2 hr of sk Iv at yrs' end - no payment at
termination.
No other conversion or payout other than at termination.
No conversion or payout other than at termination.
No accum over stated max or conversion or payout other than at termination.
No accum over stated max or conversion or payout other than at termination.
No conversion or payout.
Payout 50% of unused sk lv in excess of 60 days at end of yr. No other conversion or
payout other than at termination.
No conversion or payout other than at termination.
No conversion or payout other than at termination.
No conversion or payout other than at termination.
No conversion or payout.
No conversion or payout other than at termination.
No conversion or payout other than at termination.
No conversion or payout.
Compensated annually for 25% of accum; payback at termination = 3-10 yrs = 33% of
accum Iv; 10 yrs plus = 50%.
City now has personal lv program which generates 2.67 hrs/mo OTA to max of 320 hrs. Can
be used alone or with vac. This sk lv policy remains the same for those who choose this
option. In 1991 contract, policy now has one time option to transfer to Personal LV Policy
which generates 4 hrs/mo to a max of 320 hrs, 100% of which is avail on separation.
No conversion or payout.
50% of unused sk days (12) converted to deferred compensation plan.
No conversion or payout.
Can buyout in excess of 480 hrs. based on years of service.
Can buyout in excess of 480 hrs. but limited to 5 days payment.
No accum over max; no conversion or payout other than at termination.
SICK LEAVE - Page 3
RELATED SURVEY DATA - SICK LEAVE
Private Industry (Twin Cities) - 100 representative organizations
For clerical employees, organizations provide a variety of sick leave programs which generally grant full pay for the personal illness of the employees, with some
limit on the total number of days per year.
For plant production employees, many organizations provide full or partial pay for the personal illness of the employee. Often insured -type accident and sickness
programs are also provided which pay a percentage of salary (50%-100%) or fixed dollar amount for 26 weeks after a waiting period, usually I day for accident
and 4 or 8 days for illness.
For administrative -management employees, organizations usually continue full pay during the personal illness of the employee.
Typically, sick leave in private industry is used for other reason than illness of the employee. Separate policies exist for time off for death of illness in family,
personal business, etc. Unlike government, unused sick leave is not usually banked or paid out in the form of severance pay.
Federal Government
The Federal Government grants 13 days of sick leave per year, with unlimited accumulation.
FUNERAL LEAVE
SUMMARY - Maximum time off from 1-5 days (the most typical 3), with pay is common for a death in the immediate family, though quite a few of the units of
government surveyed do not specify a set number of days allowed for funeral leave. In approximately 1/2 of the jurisdictions reported here, days used for
this purpose are not charged against sick leave.
The definition of immediate family continues to be broadened in some units, permitting more persons to be covered under the funeral leave policies.
Following is a reporting of the number of paid days allowed for funeral leave (death in the immediate family) and the treatment of such days in each of the
jurisdictions surveyed.
EMPLOYEE
GROUPS
MAXIMUM
ALLOWED PER
DEATH
DEDUCTED
FROM
SICK LEAVE? DEFINITION OF IMMEDIATE FAMILY --
Burnsville
OTA, PW
3
Yes
Parent, spouse, child, sister/brother, mother/father-in-law, grandparents,
grandchildren
Disp., Pol.
3
No
Parents, spouse, child, sister/brother, mother/father-in-law, grandparent
Fire
Parents, spouse, child, sister/brother, mother/father-in-law, grandparent, resident
member of the household
Eagan
All
2
No
Parent, spouse, child, sister/brother, mother/father-in-law, grandparent, grandchild,
sister/brother-in-law
(After 2 days administrative
funeral leave, OTA must use sick leave or vacation for additional time off. PW or Pol. must use vacation for additional time
off, Dispatch: sister/brother-in-law is not included,
but one close person not listed could be included, one time only during time of employment)
Apple Valley
OTA, PW
Discretionary
No
Discretionary
Pol.
3
Yes
Parent, spouse, child, sister/brother, grandparent
Lakeville
All
3
No
Parent, spouse, child, sister/brother, mother/father-in-law, grandparent
Inver Grove
OTA, Pol.
3
No
Parent, spouse, child, sister/brother, grandparent, grandchild
Heights
PW
(Pending)
South St. Paul
All
3
No
Parent, spouse, child, sister/brother, mother/father-in-law, grandparent, grandchild
West St. Paul
All
3
Yes
Parent, spouse, child, sister/brother, mother/father-in-law, grandparent
Hastings
OTA, PW, Pol.
3
No
Parent, spouse, child, sister/brother, mother/father-in-law, grandparent, grandchild
Fire
5
No
Parent, spouse, child, sister/brother, mother/father-in-law, grandparent
Andover
OTA, PW
3
No
Parent, spouse, child, sister/brother, mother/father-in-law, grandparent, grandchild,
step-parents, step -children, daughter/son-in-law, brother/sister-in-law
Robbinsdale
All
3 (OTA can accumulate
No
Parent, spouse, child, sister/brother, mother/father-in-law, grandparent, grandchild,
from 1 yr. to next
sister/brother-in-law, niece, nephew
to max of 6 days)
FUNERAL LEAVE - Page 2
MAXIMUM
DEDUCTED
EMPLOYEE
ALLOWED PER
FROM
GROUPS
DEATH
SICK LEAVE? DEFINITION OF IMMEDIATE FAMILY --
Moundsview
All
3
Yes
Parent, spouse, child, sister/brother, mother/father-in-law, grandparent, step-
children, sister/brother-in-law, minor for which employee is legal guardian.
Ramsey
All
3
Yes
Paren, spouse, child, sister/brother, grandparent, grandchild, stepparent, stepchild,
like members of spouse's family.
Shakopee
All
3
Yes
Parent, spouse, child, sister/brother, mother/father-in-law, grandparent
Chaska
OTA, PW
3
Yes
Parent, spouse, child, sister/brother, mother/father-in-law, grandparent, grandchild
Pol.
3
No
Parent, spouse, child, sister/brother, mother/father-in-law, grandparent, grandchild
Prior Lake
All
3
No
Parent, spouse, child, sister/brother, mother/father-in-law, grandparent
Chanhassen
All
Discretionary
No formal policy
Savage
OTA, PW
3
Yes
Parent, spouse, child, sister/brother, mother/father-in-law
it
Pol.
5
Yes
Parent, spouse, child, sister/brother, mother/father-in-law, grandparent, any
relation
Arden Hills
All
3
No
Parent, spouse, child, sister/brother, mother/father-in-law
Mound
All
3
No
Parent, spouse, child, sister/brother, mother/father-in-law, grandparent, grandchild,
like members of spouse's family
Little Canada
OTA, PW
3
Yes
Parent, spouse, child, sister/brother, mother/father-in-law, grandparent,
brother/sister-in-law
Ham Lake
All
3
Yes
Parent, spouse, child, sister/brother, mother/father-in-law
Mendota Heights All
3
No
Parent, spouse, child, sister/brother, mother/father-in-law, grandparent
Rosemount
OTA, Pol.
3
No
Parent, spouse, child, sister/brother
PW
5
No
Parent, spouse, child, sister/brother
Lino Lakes
OTA
3
No
Parent, spouse, child, sister/brother
PW
3
No
Parent, spouse, child, sister/brother, mother/father-in-law, grandparent, grandchild
Pol.
3
No
Parent, spouse, child, sister/brother, mother/father-in-law, grandparent
Farmington
All
3
No
Parent, spouse, child, sister/brother, mother/father-in-law, grandparent, grandchild
FUNERAL LEAVE - Page 3
RELATED SURVEY DATA - FUNERAL LEAVE
Private Industry (Twin Cities) -- 100 representative organizations
All organizations provide some time off with pay for a death in the immediate family -- with a maximum of 3-5 days being most common. Most organizations,
however, do not deduct funeral leave time from sick leave, unlike the typical policy in the government units surveyed.
The typical definition of "immediate family" is spouse, child, parent, sibling (brother, sister), grandparent, parent -in-law
Federal Government
Time off for a death in the immediate family may be charged to annual leave, which may also be used for several other types of leave.
COST OF HOSPITAL -MEDICAL -SURGICAL INSURANCE (FEE-FOR-SERVICE EXCLUDES HMOSI
SUMMARY - The most common practice of financing hospital -medical -surgical insurance is for the government unit to pay the cost of employee coverage and the
employee and employer to share the cost of dependent coverage. Employer and employee contributions for dependent coverage are increasing; a few
government units still pay the full cost of family (employee + dependent) coverage for all or some portion of their work force.
Below are details of the monthly contributions made by employee and employer toward hospital -medical -surgical insurance. It is important to note in
interpreting these costs that employee coverage + dependent coverage = family coverage.
EMPLOYEE COVERAGE DEPENDENT COVERAGE MAXIMUM
EMPLOYEE EMPLOYEE GOV'T TOTAL EMPLOYEE GOVT TOTAL GOVT
GROUP(S) PAYS PAYS COST PAYS PAYS COST COST
Inver Grove All
Heights
Hastings
OTA
373.09
PW, Pol., F.
Shakopee
Non -Union
265.11
Pol., PW
Prior Lake
All
Arden Hills
All
138.94 138.94
- 95.40 95.40
9.54 .85.86 95.40
(City pays $265/mo. toward all insurance)
(Pending)
Mendota Heights All NIA
Rosemount All (BCBS-1st $)-
(BOBS -Aware Gold 12.84
Co -Pay)
Farmington All -
103.94
270.00
373.09
270.00
20.00
245.11
265.11
245.11
26.51
238.60
265.11
238.60
84.88
84.88
-
246.04
246.04
129.67
129.67
84.81
250.00
334.81
N/A
N/A
59.81
275.00
334.81
113.54
100.12
100.12
299.48
399.60
113.55
126.39
89.48
299.48
388.96
159.00
159.00
98.00
343.00
441.00
246.04
250.00
275.00
299.48
299.48
343.00
RELATED SURVEY DATA - COST OF HOSPITAL -MEDICAL -SURGICAL INSURANCE (FEE FOR SERVICE - EXCLUDES HMO)
Private Industry Data -- 76 representative organizations
Sixty-seven percent of private industry employers share the cost of individual coverage and 83 % share the cost of dependent coverage.
About 7% of organizations reported pay the full cost of family (employee + dependent) coverage.
Federal Government
The government pays approximately 60% of the total cost of employee and dependent coverage.
COST OF GROUP DENTAL COVERAGE
SUMMARY - Below are the monthly contributions made by employer and/or employee toward group dental coverage.
EMPLOYEE COVERAGE DEPENDENT COVERAGE MAXIMUM
EMPLOYEE EMPLOYEE GOVT TOTAL EMPLOYEE GOV'T TOTAL GOVT
GROUP(S) PAYS PAYS COST PAYS PAYS COST COST
Burnsville
All
64.45
20.95
46.25
- MedCenters -
17.50
17.50
53.45
- Delta
Dental -
20.95
20.95
64.45
Apple Valley
All (City pays total of $270/mo.
for all insurance)
28.00
Lakeville
Pol. (EBP) -
10.87
10.87
-
Pol. -
10.87
10.87
6.74
(Empl. + spouse)
Pol. -
10.87
10.87
11.14
(Empl. + i dep)
Pol. -
10.87
10.87
23.10
(Empl. + family)
Inver Grove
OTA, Pol. (City pays $270/mo. toward
health and dental coverage)
South St. Paul
PW -
15.00
15.00
21.00
Hopkins
All -
17.65
17.65
-
(Delta Dental)
Robbinsdale
All -
21.07
21.07
46.95
Moundsview
All -
16.94
16.94
44.77
North St. Paul
OTA -
20.50
20.50
16.42
(Delta Dental)
Prior Lake
All -
28.00
28.00
-
Savage
All -
16.00
16.00
52.00
(NWNL)
Arden Hills
All -
21.09
21.09
67.33
Mound
All -
19.20
19.20
26.95
(Delta Dental)
Mendota Heights Pol. -
21.09
21.09
-
Rosemount
OTA, PW -
18.20
18.20
28.75
Farmington
All -
19.00
19.00
10.00
- 53.45
17.50
64.45
20.95
46.25
10.87
15.00 21.74
15.00
15.00 26.14
15.00
15.00 38.10
15.00
15.00
36.00
15.00
46.25
46.25
46.25
-
46.95
21.07
-
44.77
16.94
36.93
53.35
36.93
28.00
28.00
28.00
-
52.00
16.00
67.33
22.00
48.95
22.00
67.33
67.33
67.33
18.20
46.95
18.20
39.00
49.00
39.00
RELATED SURVEY DATA - COST OF GROUP DENTAL
Private Industry (Twin Citiesl - 76 representative organizations
About 29% of the organizations providing group dental insurance pay the total cost of employees coverage, and about 22% pay the full cost of family
(employee + dependent) coverage.
The above average employee contribution for single coverage is 24% of total premium cost and the average employee contribution for family coverage is 31%.
Federal Government
Cost breakdown data not available, due to varied nature and coverage of group dental plans offered.
MAXIMUM GOVERNMENT (EMPLOYER) COST OF HOSPITAL -MEDICAL -SURGICAL (FEE FOR SERVICE) OR HMO AND OTHER GROUP INSURANCE
SUMMARY -
This section contains breakdowns and totals of maximum monthly government (employer) costs for the four major types of group insurance coverage
provided to employees in the jurisdiction surveyed --
Hospital-Medical-Surgical (Fee -for -Service)
-- Life
-- Disability
-- Dental
The detailed cost breakdown enables government units to make general comparisons among the costs of individual group insurance programs in relation to
benefits received.
Employer and employee contributions to hospital -medical -surgical (fee-for-service) premium costs are outlined in a previous section.
Life insurance costs usually pertain to employee coverage only, but in a few instances, costs include coverage for dependents also. The full cost of basic
employee life insurance is almost always paid by the government unit.
Long-term disability costs are average costs obtained from fixed costs or through dividing total monthly premiums by the number of covered employees.
All costs listed represent the best estimate available of the full cost of coverage and are paid in full by the government unit.
HOSPITAL -MEDICAL-
MAXIMUM
EMPLOYEE SURGICAL
GOV'T COST'
GROUPS HMO (FEE-FOR-SERVICE) LIFE DISABILITY DENTAL
OF ALL GROUPS
Lakeville
OTA, PW, F., 288.92 No Plan 2.77 - -
291.69
Other
Pol. 288.92 No Plan 2.77 - 15.00
306.69
Burnsville
OTA, PW, Park,233.25 No Plan 6.75 Varies -
240.00
F.
Pol. Sgt., Disp. 223.25 No Plan 6.75 Varies 18.85
230.00
Eagan
OTA 274.58 No Plan 12.00 9.75 No Plan
296.33
PW, Disp. 262.76 No Plan 7.44 9.75 No Plan
279.95
Pol. 274.58 No Plan 2.40 29.75 No Plan
306.73
Clerical 262.76 No Plan No Plan 9.75 No Plan
273.47
Apple Valley
All (City pays $270.00/mo. maximum toward all group insurance premiums)
270.00
South St. Paul
OTA 259.00 No Plan 8.75 12.60 -
280.35
PW 259.00 No Plan 8.75 12.60 15.00
295.35
F 259.00 No Plan 10.50 - -
269.50
Other 385.00 No Plan 8.75 12.60 15.00
421.35
Inver Grove
All 270.00 270.00 34.84 29.98 30.00
West St. Paul
OTA, PW 260.24 No Plan 2.88 6.88 -
270.00
Pol., F. 267.12 No Plan 2.88 - -
270.00
Disp. 240.24 - 2.88 - -
250.00
11\�7Viltfl\VL` -
Page 2
HOSPITAL -MEDICAL-
MAXIMUM
EMPLOYEE
SURGICAL
GOV'T COST
GROUPS
HMO (FEE-FOR-SERVICE) LIFE
DISABILITY
DENTAL
OF ALL GROUPS
Hopkins
OTA, PW
256.50 - .85
-
17.65
275.00
Pol.
212.90 - .85
-
46.25
260.00
Other
(City pays 100% health insurance) Varies
-
46.25
Woodbury
All
271.53 - 4.47
4.20
18.55
298.75
Robbinsdale
OTA, Disp.
(City pays $240/mo toward health, life and dental ins.)
240.00
PW
(City pays $250/mo toward health, life and dental ins.)
250.00
Pol. Sgt.
(City pays $300/mo toward health, life and dental ins.)
300.00
Pol. Patrol
(City pays $255/mo toward health, life and dental ins.)
255.00
Hastings
All
- 238.60 8.70
Varies
-
Varies
Moundsview
All
283.30 - 1.70
Varies
44.77
283.30
Champlin
OTA, Pol.
310.00 No Plan 2.70
-
74.92
387.62
PW
335.00 No Plan 2.70
-
74.92
412.62
Ramsey
All
250.00 - .85
-
-
250.00
Shakopee
Non-union
(City pays $265/mo toward medical, life and disability ins.)
265.00
PW, Pol.
(Pending)
Andover
All
235.00 No Plan 1.70
-
-
236.70
North St. Paul
PW
195.00 - 1.08
14.86-27.47 varies
-
195.00
Pol.
220.00 - 5.40
17.61-27.34 varies
-
220.00
OTA
221.91 No Plan 5.40
13.60-52.98 varies
36.93
277.84-317.22
Prior Lake
All
- 246.04 6.10
4.50
28.00
284.64
Chaska
All
257.15 No Plan 1.85
-
-
259.00
Savage
All
255.00 - 32.00
.68/1000
52.00
255.00
Mound
All
339.58 No Plan 1.70
15.00
22.00
378.28
Arden Hills
All
250.00 3.40
9.00
-
Mendota Heights All
(City pays $275/mo. toward health and life, pol. may use toward dental)
275.00
Chanhassen
All
275.17 No Plan 5.56
13.54
-
294.27
HOSPITAL -MEDICAL- MAXIMUM
EMPLOYEE SURGICAL GOVT COST
GROUPS HMO (FEE-FOR-SERVICE) LIFE DISABILITY DENTAL OF ALL GROUPS
Ham Lake
All
200.00 - - - -
200.00
Little Canada
All
(Medica -Rates vary by individual - employees pay $41.00 for dependent coverage, individual paid by city)
Varies
Rosemount
OTA, PW
- 299.00 11.02 - 18.20
328.22
Pol.
- 299.00 11.02 - -
310.02
Farmington
OTA, PW, Pol.
- 343.00 3.00 - 39.00
385.00
RELATED SURVEY DATA - MAXIMUM GOVERNMENT COST OF GROUP INSURANCE
Private Industry (Twin Cities) - 76 representative organizations
Hospital -Medical -Surgical Insurance - Employers paying up to approximately 78% of the total cost of family coverage and 80% of cost of employee coverage are
typical. About 7% of the organizations do pay the full cost of family coverage.
Life Insurance - Employers paying the full cost of a designated basic life insurance program is most typical.
Disability Insurance - Employers paying full cost of short-term Accident & Sickness insurance is typical. Regarding Long -Term Disability insurance, policies
range from the employer administering plan only and paying no premium cost to the employer paying the full cost of coverage. In most cases, the employers pay
the entire premium.
Federal Government
Hospital -Medical -Surgical Insurance - The Federal Government pays approximately 60% of the cost of employee and dependent coverage.
Life Insurance - The Federal Government pays approximately 33-1/3% of the cost of basic life insurance coverage.
Disability Insurance - The Federal Government does not contribute toward the cost of disability insurance coverage.
EDUCATIONAL ASSISTANCE (TUITION REIMBURSEME
SUMMARY - Many of the larger units of government surveyed have policies allowing reimbursement of employees who, on their own initiative, take courses at the post
high school level to further their education.
Three assumptions can be generally made, unless stated otherwise -
-- Course must be job- and/or work-related
-- Prior supervisory approval is required before course is taken
-- Course must be successfully completed (grade "C" or better)
Payment for courses or seminars required by the employer is generally not considered or reported here.
Below are detailed reportings for the jurisdictions with formal tuition reimbursement policies --
EMPLOYEE
GROUP(S) AMOUNT OF TUITION REIMBURSEMENT PROVIDED
Burnsville All 100% tuition, books, fees & associated registration
Eagan OTA, PW, Pol. Pay 100% tuition, books, fees and registration
Apple Valley All Pay 100% tuition and fees
Lakeville
OTA
Pay 100 % tuition & fees
All
Pol. (ess.)
Pay 100% tuition
Robbinsdale
Pol. (non-ess.)
Pay 50% tuition
Inver Grove
OTA, PW, Pol.,
Pay 75% tuition, books, fees, & registration
Heights
non-union
South St. Paul
OTA
Pay 75% of tuition and books
PW, Pol., F.,
Pay 75% of tuition and books
Other
West St. Paul OTA
Pay 100% tuition, books and fees
Pay 50% tuition, 100% books and related materials; reimbursement based on passing grade
Pay 100% tuition and books
Pay 100% tuition
Pay 100% tuition
(Pending)
% of base depending on yrs. of service
Pay 100% tuition, books, fees and registration
MAXIMUM
YEARLY PAYMENT
No maximum
No maximum
No maximum
No maximum
No maximum
No maximum
$1500
$500
$300
No maximum
$200
No maximum
No maximum
No maximum
No maximum
F.
Hopkins
All
Hastings
OTA
Robbinsdale
OTA, PW
Pol.
Moundsview
Pol.
North St. Paul
All
Pay 100% tuition, books and fees
Pay 50% tuition, 100% books and related materials; reimbursement based on passing grade
Pay 100% tuition and books
Pay 100% tuition
Pay 100% tuition
(Pending)
% of base depending on yrs. of service
Pay 100% tuition, books, fees and registration
MAXIMUM
YEARLY PAYMENT
No maximum
No maximum
No maximum
No maximum
No maximum
No maximum
$1500
$500
$300
No maximum
$200
No maximum
No maximum
No maximum
No maximum
Shakopee
All
Pay 100% tuition, books, fees and registration
No maximum
Chaska
All
Pay 100% tuition and books
No maximum
Prior Lake
All
Pay 100% tuition, books, fees and registration
No maximum
Chanhassen
All
Pay 100% tuition, books, fees and registration
No maximum
Mound
OTA, Pol.
Pay 100% tuition
No maximum
Mendota Heights All
Pay 100% tuition
No maximum
Rosemount
OTA, Pol.
Pay 100% all costs to max. of $750/yr. plus 50% of costs above $750 max. It pays tuition plus
No maximum
fees and registration. (Pol. credits earned will not count toward education incentive option)
Lino Lakes
OTA
Pay 100% tuition plus books based on passing grade
No maximum
Farmington
All
Pay 50% tuition
No maximum
RELATED SURVEY DATA - TUITION REIMBURSEMENT
Private Industry (Twin Cities) - 100 representative organizations
Most organizations reported have tuition reimbursement programs, with three-quarters paying the full cost of tuition. Many also pay all or some portion of the
cost of books and fees.
The same requirements for payment mentioned in the Summary above -- prior approval obtained, and course is work-related and successfully completed -- also
apply for private industry.
Federal Government
Tuition reimbursement is provided; however, individual federal agencies administer their own programs, which vary. Courses typically must be job-related and
approved. Generally, tuition, books and supplies are covered - may reimburse or give official time during the work week.
EDUCATION INCENTIVE PAY
SUMMARY - Below are detailed reportings for the 27 units of government surveyed which provide incentive pay -- primarily to public safety employees -- for earning
college credits. Some government employers, as indicated, extend the program to other employee groups. Several units of government either eliminated
the program in the last year, or are phasing it out by not offering it to employees hired after a specified date.
Some of the objectives of such programs for police are --
To attract college-educated recruits to public -safety work
-- To motivate employees to improve their education and professional competence
-- To provide incentives for employees to remain on their jobs
Burnsville
MUST
Base salary is increased by
EMPLOYEE
Job-related college quarter
CHOOSE
ARE
EITHER
CREDITS
EDUCATION
EARNED
INCENTIVE
PRIOR TO
OR
EMPLOYEE MINIMUM AND DEFINITION EMPLOYMENT
LONGEVITY
GROUP(S) METHOD OF PAYMENT MAXIMUM PAID OF ELIGIBLE CREDITS ELIGIBLE?
PAY?
Burnsville
Pol., F.
Base salary is increased by
3%-9% for 45-180 job-
Job-related college quarter
Yes
Yes
variable percentages depending
related college quarter
credits
on number of credits earned
Lakeville
Pol.
Fixed dollar amt. paid monthly
$30/mo (4 year degree)
College quarter credits
Yes
Yes
based on number of credits
earned only when working
earned
towards a specific college degree
Inver Grove
Pol.
Fixed dollar amt. paid monthly
$l/credit in blocks of
College quarter credits in
Yes
Yes
Heights
based on number of credits
9 credits/mo.
and subject
Hopkins
Pol. Sgts.
Fixed dollar amt. paid monthly
.50/credit/mo. with no
Job-related college quarter
No
Yes
based on number of credits
credits
Robbinsdale
Pol.
Base salary is increased by
3%-9%
Job-related college quarter
Yes
Yes
variable percentages depending
credits
on number of credits earned
Chaska
Pol.
Fixed dollar amt. paid monthly
$45/mo.
All approved college
Yes
No
based on number of credits
credits
earned
Prior Lake
OTA, PW, Pol.
A one time 3 % salary base
3 % of base salary
adjustment for successful
completion of Master's Degree
program
EDUCATION INCENTIVE PAY - Page 2
MUST
EMPLOYEE
CHOOSE
ARE
EITHER
CREDITS
EDUCATION
EARNED
INCENTIVE
PRIOR TO
OR
EMPLOYEE
MINIMUM AND
DEFINITION
EMPLOYMENT
LONGEVITY
GROUP(S)
METHOD OF PAYMENT
MAXIMUM PAID
OF ELIGIBLE CREDITS
ELIGIBLE?
PAY?
Moundsview Pol.
Base salary is increased by
3%-9%
Use criteria outlined in
No
Yes
variable percentage depending
MN Bureau of Mediation Svcs
on number of credits earned
Case #78 -PN -370-A
Mound OTA, Pol.
One-time payment
$5 per credit
Job-related college quarter
No
No
credits
Mendota Heights Pol.
Base salary is increased by
3 %-9 % for 45-180 job
Job-related college quarter
Yes
Yes
variable percentages depending
related college credits
credits
on number of credits earned
Rosemount Pol.
Fixed dollar and paid monthly
$1.20/credit min. of
Job-related college quarter
Yes
Yes
based on number of credits
block of 45 credits
credits
earned
RELATED SURVEY DATA - EDUCATION INCENTIVE PAY
Additional pay for college credits
is not typically provided employees in private industry or the Federal Government.
SEVERANCE PAY
SUMMARY - Below are detailed reportings of the 80 units of government surveyed which have severance pay plans for one or more employee groups. Most plans
involve some payment of accumulated sick leave to employees who resign or retire.
Unused vacation is almost always paid to employees who terminate, and therefore is not reported here as a form of severance pay. Several units of
government reported the provision of outplacement services to employees terminated due to layoff or work force reduction.
Ramsey Pol., PW, OTA Pay 33-1/3% of accum sick leave
Do not grant severance pay.
North St. Paul Non-union Pay 16-2/3% accum sick leave after 10 yrs'; 33-1/3% accum sick leave after 15 yrs' service.
Union Pay 50% accum. sick leave after 20 yrs' service.
EMPLOYEE
GROUP(S)
SEVERANCE -PAY PLAN --
Burnsville
All
Pay from max of 30 days for 10 yrs' svc and meeting all criteria to 60 days after 15 yrs and meeting all criteria. Retirees must be at
least 50 years of age. No payment to those employees who are terminated.
Eagan
All
Pay 50% of accum sick leave after 5 yrs' service.
Apple Valley
All
Pay 33-1/3% of accum sick leave to max of 480 hours after 10 yrs' service.
Lakeville
All
Pay 35% unused sick leave after 5 yrs' service; 45% after 10 yrs' service.
Inver Grove
OTA, PW
Pay 100% accrued personal leave and vacation leave
Heights
Pol.
45% of accum sick leave (up to 960 hrs) after 10 yrs' service & 100% accrued vacation
South St. Paul
OTA
After 10 yrs' of service, pay $100/yr/service to max of $3,000
PW
After 10 yrs' of service, pay $75/yr/service to max of $2,700
F., Pol.
After 10 yrs' of service, pay $85/yr/service to max of $2,700
Other
After 10 yrs' of service, pay $70/yr/service to a max of $2,700
West St. Paul
All
Pay accum sick leave on retirement only.
Hopkins
OTA
Pay 3 weeks' salary after 10 yrs' service.
PW, Pol.
Pay 1 week's salary after 5 yrs' service. Pay 2 weeks' salary after 10 yrs' service.
Hastings
Pol.
Pay 50% of accum sick leave up to 160 days to employees with 10 yrs' service; 80 days payout max.
OTA, PW, F.
Pay 50% of accum sick leave up to 120 days to employees with 10 yrs' service; 60 days payout max.
Andover
All
Pay 20% of sick leave accrued after 3 yrs, 40% 6-10 yrs' svc, 50% after 10 yrs' svc; max of 10 weeks
Robbinsdale
All
Pay 33-1/3% accum sick leave.
Moundsview
All
Pay up to 240 hrs. earned comp time; also pay up to 50% accum sick leave for employees with 10 yrs' svc to a 120 day max.
Ramsey Pol., PW, OTA Pay 33-1/3% of accum sick leave
Do not grant severance pay.
North St. Paul Non-union Pay 16-2/3% accum sick leave after 10 yrs'; 33-1/3% accum sick leave after 15 yrs' service.
Union Pay 50% accum. sick leave after 20 yrs' service.
SEVERANCE PAY - Page 2
EMPLOYEE
GROUP(S)
Shakopee OTA, PW
Pot.
Chanhassen OTA, PW
Savage PW
Pot.
Mound All
SEVERANCE -PAY PLAN --
Pay 33-1/3% accum sick leave.
Pay 45% of all accum sick leave to max of 960 hrs + 100% of accrued vacation (employees hired after 1981 must have 5 yrs' service to
be eligible.
Pay 50% of accum. sick leave upon termination after 5 yrs' service.
Pay all unused vacation and 33-1/3% accrued sick leave.
Pay unused vacation.
Pay from 33 % of accum sick leave to max of 12 days after 3 yrs' service to 55 % of accum sick leave to max of 165 days after 25 yrs.
Mendota Heights OTA Pay unused personal leave up to max of 320 hours.
(Non -contract)
Rosemount PW, Pot. 2 weeks' salary after 5 yrs' service; 4 weeks' salary after 10 yrs' service.
OTA Pay 15% of accum sick leave if length of svc between 1-5 yrs; pay 30% of accum sick leave for 6-10 yrs; 45% of accum. sick leave for
11-15 yrs; 60% of accum. sick leave after 16 yrs' service.
East Bethel OTA, PW Pay 50% of accum sick leave to max of 120 days.
Orono All Pay 33-1/3% accum sick leave after 3 yrs' service.
Farmington All Pay 25% of accum sick leave after 5 yrs' service; 50% after 10 yrs.
RELATED SURVEY DATA - SEVERANCE PAY
Private Industry (Twin Cities) - 100 representative organizations
Organizations surveyed generally do not provide severance pay unless the termination is initiated by the employer because of the need for a permanent work -force
reduction, movement of plant or office out of the city, etc. In such cases, 80% of the firms surveyed have severance pay schedules based on defined formulas or
schedules. 15% of the firms surveyed grant severance pay on an individual and/or company discretion basis.
Rarely do organizations in private industry make any severance or other payments based on accumulated sick leave. Unused vacation days, however, are almost
always paid to terminating employees.
Federal Government
A severance pay plan based on years of service and age is paid upon involuntary separation only -- but not for misconduct, delinquency or inefficiency, or when
entitled to retirement benefits.
The plan requires a minimum of one year's service and provides on week's pay for each year of service up to 10, plus 2 weeks' pay for each year of service over
10. An additional 10% is paid for each year over age 40. Maximum benefit in one year's salary.
BENEFITS FOR PART-TIME EMPLOYEES
SUMMARY - Below are the detailed reportings of the 65 units of government surveyed which have benefits for part-time employees. Most of the jurisdictions reporting
indicated that the benefits are available to only permanent part-time employees (PPT).
r
EMPLOYEE
GROUP
MINIMUM HRS
PER WEEK
CALCULATION FOR PAYMENT
OF GROUP INSURANCE BY GOV'T
HOLIDAY PAY FOR
PART-TIME EMPLOYEES
OTHER PAID TIME OFF
FOR PART-TIlVIE
EMPLOYEES
Burnsville
OTA
15
15-19 hrs = 35% of full-time contrib.
Pro -rated based on actual hrs.
Pro -rated based on actual hrs.
20-24 hrs = 50% of full-time contrib.
worked
worked
25-29 hrs = 655 of full-time contrib.
30-39 hrs = 80% of full-time contrib.
Eagan
All (PPT)
17-22.5 hrs - City pays 50% employer
Pro -rated based on hrs worked
Pro -rated on hours worked
share
22.5-30 hrs - City pays 75% employer
share
30+ hrs - City pays 100% employer share
Lakeville
All (PPT)
30
Same as full-time employees
Pro -rated based on hrs. worked
Pro -rated based on hrs. worked
of a 40 hr. week
of a 40 hr. week
Inver Grove
All
20
Pro -rated based on hrs. worked per
Pro -rated based on hrs. worked
Pro -rated based on hrs. worked
Heights
week
per week
per week
South St. Paul
All (PPT)
20
Based on ratio of hrs worked per yr
Pro -rated based on hrs worked
Pro -rated based on hrs. worked
to total workable hrs.
Hopkins
All
30
Same as full-time benefits
Pro -rated based on actual hrs.
Pro -rated based on actual hrs.
worked
worked
Hastings
OTA
20
Same as full-time employees
If normal scheduled work day,
Sick leave - 2 hrs per pay period
employee receives holiday
(PPT only)
pay
Vacation - pro -rated based on hrs
worked in a month and length of
Svc
Andover
OTA
30
Pro -rated based on employees
Pro -rated based on employees
scheduled hrs.
scheduled hrs (PPT)
Moundsview
OTA
30
Percent of full-time equivalent
Based on hrs worked during
3/4 time employee earn
current paid period of which
3/4 time -off
holiday falls ,
Ramsey
OTA, PW
Not eligible
Previous 2 pay periods divided
Convert part-time employment
by days worked = hrs paid for
to equivalent adjusted
the holiday
full-time svc.
r
BENEFITS FOR PART-TIME EMPLOYEES - Page 2
Lino Lakes All
Pro -rated based on hrs scheduled
RELATED SURVEY DATA BENEFITS FOR PART-TIME EMPLOYEES
Private Industry (Twin Cities) - 100 representative organizations
Typically, an employee must work a minimum of 20 hours per week to be eligible for benefits. Benefits (vacations, holiday, sick leave, etc.) are most commonly
pro -rated based ont he number of hours worked per week.
Federal Government
Typically, an employee must work a minimum of 20 hrs per pay period to be eligible for benefits. Government payment for group insurance coverage is pro-
rated based on the number of hours the employee works per pay period. If a holiday falls on a regularly scheduled work day for a part-time employee, the
employee receives usual pay. If not, no pay is received for that particular day. Other paid time off is pro -rated.
r ,�
EMPLOYEE
MINIMUM HRS
CALCULATION FOR PAYMENT
HOLIDAY PAY FOR
OTHER PAID TIME OFF
GROUP
PER WEEK
OF GROUP INSURANCE BY GOVT
PART-TIME EMPLOYEES
FOR PART-TIME
EMPLOYEES
Shakopee
OTA, PW, Pol.
25
Hrs. worked divided by 40 = percent
Pro -rated based on hrs worked
Pro -rated based on hrs worked
(PP's
of city contrib.
Chaska
OTA, PW, Pol.
30
100% of single coverage
Pro -rated based on hrs. worked
Pro -rated based on hrs. worked
(PPT)
Chanhassen
All (PPT)
32
City pays 100% single coverage
Pro -rated based on hrs. worked
Must work 24 hrs per week to
secure holiday pay. Holiday pay
earned is based on the number of
hours worked per week.
Prior Lake
All
20
1 day of paid sick leave; pro-
rated based on hrs. worked
Mound
OTA, PW, Pol.
30
Same as full-time
Pro -rated based on hrs worked
Pro -rated based on hrs worked
(PPT)
Little Canada
OTA
Not eligible
20-35 hrs = 1/2 day; 24+ hrs = (PPT) 20-23 hrs = 1/2 of accrual
3/5 day
rate; 24+ hrs = 3/4 of accrual
rate
Ham Lake
OTA, PW
24
60% of full-time benefit
Pro -rated based on hrs. worked
Pro -rated based on hrs worked
Mendota Heights
OTA
20
Proportional
Pro -rated based on hrs. worked
Pro -rated based on hrs worked
20 hrs = 50% of full-time benefit
30 hrs = 75 % of full-time benefit
Lino Lakes All
Pro -rated based on hrs scheduled
RELATED SURVEY DATA BENEFITS FOR PART-TIME EMPLOYEES
Private Industry (Twin Cities) - 100 representative organizations
Typically, an employee must work a minimum of 20 hours per week to be eligible for benefits. Benefits (vacations, holiday, sick leave, etc.) are most commonly
pro -rated based ont he number of hours worked per week.
Federal Government
Typically, an employee must work a minimum of 20 hrs per pay period to be eligible for benefits. Government payment for group insurance coverage is pro-
rated based on the number of hours the employee works per pay period. If a holiday falls on a regularly scheduled work day for a part-time employee, the
employee receives usual pay. If not, no pay is received for that particular day. Other paid time off is pro -rated.
r ,�
C 5
s
OCTOBER 13, 1992
MR. MAYOR AND COUNCIL MEMBERS
Exciting news this week'. I read a newspaper article
regarding the projected growth for our city. Great! and with
this growth will come many changes. The changes will affect
every member of our community thru jobs, churches, civic
organizations, businesses, schools and our government.
We will each be involved in the control of our
1) "Cost of Living" by making "Annual Adjustments"
2) We will "Merit" from this involvement and there will
certainly be "Movement in Ranae" and last, but not
least, we will hope for
3) "Longevity" so that we can all see with our own eyes
the progress our City will attain from this
involvement thru our jobs, churches, civic
organization., business and government.
Each one of us needs to ask himself/herself "What is
government, what is involvement and what is contribution?
As per the dictionary,
Government: is to rule, control or manage
Involvement: is bein involved, to have aaQ rt, to have
effect ffect on and to cause to be unpleasantly,
concerned
Contribution: is toig ve, to furnish as a SHARE!
It is not fun to be messengers, however, realizing we
citizens have a responsibility to be involved with our
elected Mayor -and Council Persons, we studied the budget. We
felt a need to scrutinize all spending to assure necessity
and service being provided is effective and efficient. As
business people, homeowners, taxpayers and citizens of
Rosemount it is necessary that we feel deeply our
responsibility to the city and to insure that tax monies are
wisely and properly spent. We have studied the budget and
would like to state -some of our concerns regarding the budget
as presented to the council.
The budget and documents presented for council consideration
are very difficult to use and a rg eat deal of time is
required to follow figures from one document to another. It
became evident that either a council Eerson would accept the
documents as presented:
A) without questioning the numbers;
B) without spot checking the additions as presented;
C) without checking the number flow from one document
to another;
D) without having any numbers from prior years
(especially useful and difficult for a new council
member to do without) - - - - - - - - - - - - - -
for comparison of increases for merit raises
(possible in 2 different levels),
for longevity increases (possible in 2 levels)
for car allowances,
movement in range increases (possible in 2
levels)
and other remunerations.
OEM
A) Each council member would spend much time
worksheeting the numbers to determine what the
increases actually amount to and whether that amount
is 3%, 5%, 10% or 20% etc?
Additionally, on Sheet #1 the numbers as presented for 1-1-93
already include the 3% cost of living increase and the
movement of range changes.
Then the column goes on to spell out the dollar
amount for car allowance, license pay, merit raise,
educational incentive, sergeant allowance and longevity which
can be 1, 2, 3, 4, or 5% of base salary. After accumulating
all of these increases, the document totals and labels the
next column 1992 budget. Should this read 1993?
It also omits car expense on one employee and further it does
not add any of the column totals for ease in identifying
what the increase of each expense is.
It does accumulate vacation expense numbers which total
$124,300 and holiday pay which totals $79,700 for total
1993 vacation and holiday expense of $204,000.00.
None of the documents state the allowable hours for sick
leave each month. That normally is an item that does not
have to be accounted for in cash dollars as it is not an
accountable expense but rather an accumulation of sick leave
hours allowable for use, with pay, in the event of serious
illness.
However, no listed information is available to council
members which would inform each of you of the status of
earned sick leave.
The total payroll for the City could be $2,600,000+ if the
presented budget and other city salaries are accepted as
presented. Included in the payroll are:
$70459 for Port Authority salary expense;
$246859 for Water, Sewer and Storm Utility salary
expense.
Additionally, there are salary expenses for:
Full Time/Part Time employees;
Part Time Employees and;
for hourly salaries paid for other services.
The remainder of the budget is not difficult to read, but it
could be presented for the council using a subsidiary budget
which would accumulate, for example, a particular account
expense like office supplies for all divisions into a ledger
account wh-ich would state what the total budgeted expense for
office supplies actually are annually. A ledger such as this
would show which division is managing its office supply
expense, or, perhaps, it would be easy to spot a need for
consciences use of office supplies within a specific
department.
In summary we would like to recommend the following:
Council request from the Administrator a budget that is
easily read and one that provides the following:
1: All Budget #S will follow thru from
Budget to
Sheet #1 to
Sheet #2 to
Employee Status and to
all other documents presented that pertain
to budget
with number accuracy for easy reading and decision making.
As part of the document, the Employee Status sheet numbers
will have an explanation as to what formula was used to
arrive at the numbers presented;
2) Previous year's base salary and increases as paid
employees will be provided for comparison and tracking which
will make decision making easier;
3) The budget be backed by financial data that shows income
and expense for city employees not considered part of
Administration, but, listed as city employees on the City
Payroll Employee Status Sheets. With this information
available, there would be no reason to ask "where, why and do
all or part of their expenses go to the Port Authority,
Sewer, Water and Storm Utility?.
We have been approached and asked how we can risk, as local
business people, being involved in examining the budget for
1993. Our reply is, "The City employees an Administrative
Director, Steve Jilk, and Department Heads who are
professional business people, who know it is part of their
job to be questioned by their employers, namely us, the
taxpayers."
Our qualifications for making statements regarding the
budget,
we are all citizens of the community;
local business people,
citizens from various occupations,
employed, unemployed and retired.
It is the responsibility of each one of us to balance
his/her budget using the income we earn.
In summary, the State of Minnesota may have a shortfall of
1.5 billion this year and during the last fiscal periods the
budget reserves have been drained. This shortfall will, and
already has, had the trickled down effect on cities.
Our City has committed itself to heavy spending, however, we
can bring about prosperity with thrift, good budgeting, good
planning and wise spending. We must know our cost ratios and
make wise decisions at all times. This can be our challenge!
Mr. Mayor, Council Members, Mr. Jilk, &Department Heads.
This is NO WITCH HUNT.
Those present tonight pledge their involvement and will
contribute and cooperate with you in making our City,
ROSEMOUNT, A MODEL CITY DURING REBUILDING AND NEW GROWTH!
You will receive a copy of this presentation at the end of
the evening. If you have questions I will be happy to visit
with you.
Thank you.
ADDITIONALLY, FOR MYSELF I WOULD LIKE TO SAY:
IN MY MIND, OUR CITY IS A LARGE CORPORATION. It is a
separate entity with an Administrator, instead of a
President, Department Heads instead of Supervisors,
and employees.
Like any business it has a budgettomaintain.
The difference is the City does not HAVE TO PRODUCE A
PROFIT TO EXIST.
THAT IS OUR JOB, BUT WE EXPECT OUR CITY NUCLEOUS TO BE
VERY PRUDENT AND WISE WITH OUR TAX $
The following are the questions that the Taxpayers for a
Responsible Budget are requesting that the City Council answer
for us in writing by Friday the 16th of October.
Why is FICA and Medicaid listed as a benefit?
What is longevity, longevity change? How are they figured and
what is the criteria for them?
What is a merit raise? The criteria and how are they figured.!
When was the last time each staff member received a review and
by whom?
The council has $6,000 in their budget for educational expense.
What educational courses do our elected officials attend?
Are salaries always allocated to their respective departments?
ie: City street snow plowing, by park and rec employees?
Where did the money come from to revive Tiny Tots?
How is a movement in range figured? Why are they so large in
some cases?
The voter election judges are treated as city employees. The
referees for the park and rec department are not. Why?
Is the revenue from park and rec a wash with their expenses?
If so, how come Tiny Tots was dropped?
Why are there two merit raises for some employees, one for others
and still non for others?
What type of review has been completed by our elected officials
on this budget?
ERSONNALSECRETARY (1/2 YEAR SALARY TO ADMINISTRATION -1/2 YEAR SALARY TO PORT AUTHORITY)
ONE EMPLOYEE CITY OF ROSEMOUNT (WHAT IS THE TRUE "TOTAL SALARY FOR ONE YEAR PERIOD?)
This information is compiled from various sheets as presented to the council from City Administrator from Finance Department
The Sheets are: Bud et (also made available at council meeting -marked: To not remove from Council Chamber)
eet 1
Sheet l
Employee Status Sheet
--------------------------------------------------------------------------------------=====axx=====_____====salsa=ssxsssxasxsx
I: FROM BUDGET AS PRESENTED: '
Budget shows salary at 1/2- to Administrative = $15384.00* *(Includes benefits)
1/2 to Port Authority = $15384.00*
TOTAL SALARY EXPENSE - - - - - - - - - - - - - - - - - - - - - ` - - - - $30768.00*
BASE SALARY FOR THIS BUDGET SUMMARY WOULD BE $25703.44 + BENEFITS $5065.14 = $30768.00*
Question? WHERE DOES THE BASE COME FROM - SEE SHEET #1 INFORMATION
II• SHEET jai cunvc uAeF cerAgy jANIjAg 10 1993 AS PRESENTED: $25618.90
That figure includes Base as shown on Employee
Status (presented below) - Base Salary $23291.00
1993 - 3% Raise 698.73
1993 - Movement in Range 1629.17
Sub -Total for Base Addn. $25618.90.
1993 - Longevity stated at 1% (of what?) 84.542* _ _ $30768.00*
TOTAL BASE SALARY 01-01-93 $25703.44 BENFITS $5065.14 = $30768.00 - - - - - - -
xxxxxsxxaxxxsxassaxssxxssxxassxxassxxasxaasaassxxsxxassxxsss=xssa xsaaxsssssaaxxssxaxaaxssasaaxsssx
III: SHEET #2 SHOWS BASE SALARY JANUARY 1, 1993 AS PRESENTED: $25703.44
Benefits
5065.14
-
.
- - - - - - - - -
- - - - $30768.00*
TOTAL SALARY EXPENSE
$30768.00 - - - - -
- -
x x x xx x s a xx x s sa G a s s as a x x xs x q x xa a
a a x x s x x x ax x s x x x s
a cx x x x s x x x ss a a x x x= a a s= x x sss a x xs s x a x a s x s s a x s x ax s s as a s
IV: EMPLOYEE STATUS SHOWS THE FOLLOWING
FIGURES
AS PRESENTED:
BEGINNING SALARY 01-01-93:
01-01-93
06-01-93
09-06-93
12-01-93
Base as presented
$ 23291.00
$ 23291.00
$ 23291.00 $
23291.00
Add 3% COFLE
698.73
698.73
698.73
698.73
Sub -Total
$ 23989.73
$ 23989.73$
9.
23989.73
Longevity 1%
84.54
gg
(of What) Not included5here
265.83
279.82
Movement of Range
1629.17
2592.99
2592.99
2592.99
.
1399.09
TOTAL BASE SALARY
$ 25703.44
$ 26582.72 per Status
$ 26848.55 per Status$
28261.63
PLUS BENEFITS OF $5065.14 -
TOTAL SALARY:
$30768.5:8 or 1��1W g
732.4�
$31913.69
$33326.77
_
=xa_asxxaaxxsaxxxsxxxxaxxax=x--.xaxxssasxsaaaxxxsxsssaaas=sss=sxssxxxsxxsaxasaasaxa
b�
FINANCE DIRECTOR (75% GENERAL ADMINISTRATION -BALANCE TO WATER AND SEWER UTILITIES FUNDS)
CITY OF ROSEMOUNT PLEASE NOTE: AS PRESENTED THERE COULD BE 4 DIFFERENT TOTAL SALARIES POSSIBLE
This information is compiled from various sheets as presented to the council from City Administrator from Finance Department
The sheets are: Budget- As presented to City Council at Budget Meeting
See t 1
Sheeta
mp oyee Status Sheet
2y -----------
I: FROM BUDGET AS PRESENTED:
Budget shows salary at 75% to Administrative _ $46308.36* *(Includes Benefits)
at 17.5%"to Water Utility Fund Not Stated
at 7.5% to Sewer Utility Fund Not Stated
TOTAL SALARY EXPENSE: (75%) $46308.00
BASE SALARY FOR THIS BUDGET SUMMARY WOULD BE $53472.24 + BENEFITS OF $8440.13 = $61912.37
Question: Where does this Base come from:- Employee Status Report + Benefitsfrom Sheet #2
sxsaaxsxsxxaxaxaxaaasaxxaxxxaaaaaxxxsa ss aassaax=xsaaaaaxxsaxaxaaaaaaaaaxaaaaaaaaaxxaxsxaaaxaaxaaaaxaaaaaaaaaxxassaaaaxsaaaas
II: SHEET #1SHOWS BASE SALARY JANUARY 1, 1993 AS PRESENTED: $50364.94
1993 - Base(Sheet #1) $50364.94
1993 - Car Allowance 2100.00
1993 - 1% Longevity 167.883 1N
1993 - 2% Longevity 671.533
TOTAL SALARY EXPENSE: $53304.356 + BENEFITS $8440.13 = $61744.486*
********DIFFERENCE FROM #I- - - - - - - - - - - - - - - - - - - - - - $167.884 SHORT
axxxaxaxaaaaaaaaaxxssxxxxssasaaxsxxxxxsxxxxxxxxxsaasaaaasaaaaaaaaasasssxaxaxassasa=aaaaasaaa=saxsaaaaaasxaaaxaaaaaaaxsxaaaaaa
III: SHEET #2 SHOWS BASE SALARY JANUARY 1, 1993 AS PRESENTED: $53304,36
Benefits 8440.13
TOTAL SALARY EXPENSE - - -
- - - - - - - - - -
- - - - - = $61744.486*
DIFFERENCE FROM #1-
- - - - - - - - - -
- - - - - - -, - - - -
- $167.884 SHORT
IV: EMPLOYEE STATUS SHOWS THE
FOLLOWING FIGURES AS
PRESENTED:
BEGINNING SALARY 01-01-93:
01-01-93
05-06-93
****THIS IS WHAT EMPLOYEE STATUS SHOWS****
Base as presented
$48898.00
$48898.00
#3: $48898.00 -
- - - -NOTE: In Longevity
Add 3% COFLE
1466.94
1466.94
1466.94
1% used $503.65 as shown
Sub -total
$3377-.§r
$_50-3-67.797$503
In second long -
Longevity 1%
503.65
503.65
503.65
evity at 2% used only
Car Allowance
2100.00
2100.00
2100.00
$503.65, WHY?
Longevity 2 % 05-6-93
1007.30
$52968.59
WHY NOT FIGURES 0\' SHEET
1007.30 2%
Longevity 5-6-93
TOTAL BASE SALARY $52968.592 $53975.89 sTTT73e9
****STATUS SHOWS TOTAL TO BE- - - - - - - - - - - - - - - - - - - - - - #4-$53472.24 Difference of $503.65
****SHEET.:1.'&:2 SHOW - - - - - - -$53304.356 DIFFERENCE OF $335.766
****SHEET 1 & 2 SHOW - - - - - - - - - - - - - - - - $53304.356 DIFFERENCE OF $671.534
IS THE BASE SALARY $53304.36 + BENEFITS OF $8440.13=AI$61744.48*OR
$53472.24 + BENEFITS OF $8440.13 =C $61912.37*OR $61408."72*OR $62416.02**ALL FIGURES WITH BENEFITS
#50
ASSISTANT PARK & REC DIRECTOR
CITY OF ROSEMOUNT
This information is compiled rom various sheets as presented to the council from City A ministrator from Finance Department
The sheets are: Budget (also made available at council meeting)
Sheet 1
Sheet
Emp-�oyee Status Sheet ALL STARRED NUMBER TOTALS FROM BENEFITS INCLUDED_________________________________________
I: FROM BUDGET AS PRESENTED:
Budget shows salary $51645.00* (This figure includes Benefits of $7323.51)*
BASE SALARY FOR THIS BUDGET SUMMARY WOULD BE $44394.11 + BENEFITS - - - - - - - - - - - - - - - - - - - - - $51717.62
(Employee Status Report) _ _ _DIFFERENCE- BUDGET SHORT $72.62?
xxxxxx=x=xxxxcxxxxxxxxxxxxxxxxxxxxsvxxxxxxxxx=----xxxxxxxx-----cxxp exec=xxcxxx _--------_------
II: SHEET #1 SHOWS BASE SALARY JANUARYI, 1993 AS PRESENTED: $43523.64 (Already includes 3% & Range Movement)
1% Longevity 72.539
2% Longevity 725.394
Total of base $44321.573
Plus Benefits 7323.51
TOTAL SALARY EXPENSE $ 1 5.0 3 - - - - - - - - - - - - - - - - - - - - $51645.0$
____________________________DIFFERENCE FROM BUDGET OF $72.537
III-: SHEET #2 SHOWS BASE SALRY JANUARY 1, 1993 AS PRESENTED: $44321.57
BENEFITS 7323.51
M-6275-- cTg* - - - - - - - - - - - - - - - - - - - - - - $51645.08
IV:EMPLOYEE STATUS SHOWS
THE FOLLOWING FIGURES AS PRESENTED:
BEGINNING SALARY 01-01-93
1-1-93
3-19-93
--
BASE AS PRESENTED
$35237.00
$35237.00
COFLI- 3%
1057.11
1057.11
Movement in Range •
7229.53
7229.53
Sub -Totals
$Ti3 +
$7=76:
Longevity - 1%
435.24
435.24
Sub -Totals
$43958.88
$ +TT9-5T. $$
Longevity.- 2%
870.47** Added only $435.23
same is 1% WHY????
TOTALS
$43958.88
$44829.35 Therefore total is
$44394.11
ADD BENEFITS
7323.51
7323.51
7323.51
TOTALS
$51282.39*
$52152.86*
$51717.62*
TOTAL DIFFERENCE
W/BUDGET -
- - - - - - - - - - - - -
- - - - - - - - - - - - - - -
$ 72.62 OVER
TOTAL DIFFERENCE
W/BUDGET -
- - - - - - - - - - - - -
$ 507.86 OVER
TOTAL DIFFERENCE
W/BUDGET -
- $ 362.61 UNDER
NOTE: O]SHEET.: #1 •& #2 AGREES WITH BUDGET
X151
PROGRAM DIRECTOR -PARK AND RECREATION
CITY OF ROSEMOUNT
This information is comiled from arious sheets as presented to the council from City Administrator from Finance Department
The sheets are: Budget (made available at council budget meeting)
Sheet 1
Sheet
Emp ogee Status Sheet_
sxsaasaaxaxaaccaxaascaa�xacsxxa=axassssaxxaxxxxxxxaxx=axxsx-
I: FROM BUDGET AS PRESENTED:
Budgetshows salary as: $30263.00* includes benefits
Base Salary $25252.64 + Benefits = $5010.45 - - - - - - - - - - - - - - - - - - - - - - - -$30263.09*
II: SHEET #1 SHOWS BASE SALARY JANUARY 1,1993 AS PRESENTED $25252.64
Annual adjustment and change of Tante in Base Salary 103093
$25252.64 + Benefits $5010.45= - - - -$30263.09*
ax--axacasxaxcxaxaxcassssasxa=xxxssaxxxa--axsaxcxs--xcc-xsxxxx-ssaxss- --- - ---- ---- K
r
III: SHEET #2 SHOWS BASE SALARY JANUARY 1,1993, AS PRESENTED $25252.64 + benifits $5010.45= - - $30263.09
ssaassasssssxssccacxcasasssas scxaaaxasxaaxsaasxaxxssaaaaaxcaxxssxassxxssxassaaxxxsxsxxxsxxcxxxs x =a,x xsxcxsccasaxacxxxcsxaxxx
IV: EMPLOYEE STATUS SHOWS THE FOLLOWING FIGURES AS PRESENTED:
BEGINNING SALARY STARTING IN NEW POSITION 01-01-92:
Beginning Salary 1-01-93: $19998.00
Annual adjustment
Movement in Range
'TOTAL OF BASE 1-01-93:
BENEFITS
1000.16
4254.48
$25252.64 INCREASE OF UP 26.27%
5010.45
$30263.09* BALANCES WITH BUDGET
(,914.467'from figure show as 1992 on Budget)
PHONE (612) 4234411
FAX (612) 4235203
TO
FROM:
DATE:
RE:
�i�y of �osemouni
2875 - 145th Street West, Rosemount, Minnesota
Mailing Address:
P.O. Box 510, Rosemount, Minnesota 55068.0510
Mayor McMenomy
Council Members:
MAYOR
J� I -5D Edward B. McMenomy
COUNCILMEMBERS
Sheila Klassen
James (Red) Stoats
Harry Wilkoox
Dennis Wippermann
ADMINISTRATOR
Stephan Jilk
Klassen, Staats'A Willcox, Wippermann
Stephan Jilk, City Administratc
December 16, 1992
Special Council Meeting
Thursday, December 10, 1992
I have written minutes of the special council meeting of
December 10, 1992 which was held to discuss concerns of my
performance. Those minutes are attached. Please review them and
write comments if you feel changes or corrections are
appropriate. Please provide those comments/changes to me by
December 30, 1992 so I can provide final minutes.
I want to thank all of you for meeting with me and discussing
openly your feelings and concerns about my performance.
I want to perform my responsibilities to the best of my ability
and to the most benefit for the City.
I have taken seriously those areas of concern mentioned and will
do my best in improving in those ureas.
I trust that my few comments about work load and staffing are
taken in a similarly serious view and as we continue to work
together to improve our working relationship and our
responsiveness to the residents we keep an open mind and spirit
of "can do".
I look forward to our meeting -on February 1st.
(Sverylkings Cooming `Up gosemounlY
ROSEMOUNT CITY PROCEEDINGS
EXECUTIVE CLOSED MEETING
DECEMBER 10, 1992
Pursuant to due call and notice thereof a special closed meeting of the
City Council of the City of Rosemount was duly held on Thursday, December
10, 1992, at 5:30 p.m. in the Council Lounge at City Hall.
Mayor McMenomy called the meeting to order at 5:40 p.m. with Councilmembers
Willcox, Rlassen, Staats and Wippermann present and City Administrator
Stephan Jilk. The meeting recessed for an 8:00 p.m. public hearing on the
1993 Budget, then reconvened at 10:10 p.m.
The purpose of the special meeting was to discuss the performance
evaluation of the City Administrator.
Mayor McMenomy indicated he had concerns about Steve Jilk's performance.
He felt it was appropriate to have City Council and Mr. Jilk discuss these
concerns openly. Council needs to focus on issues so Steve and staff can
work on issues. Council needs to set goals and give directives for Steve
to work on. The Mayor indicated that lack of council consensus and
direction makes it very difficult for staff and the city administrator.
The Mayor said his concerns were very specific and had a lot to do with
lack of follow up by Jilk. McMenomy mentioned several issues; a meeting
with owners of the Mobile Home Park on September 30, 1992 - not followed up
on; USPCI project by Ron Wasmund - not followed up on; lack of follow up
on the Mosquito Control District land use matter; the Condo project and
two matters relating to it; David Strese's request for information on
drilling a well - no follow up on; work attire worn by staff in City Hall
and the "messiness" of some offices in City Hall. McMenomy also suggested
staff is busy but not necessarily productive. Are some employees re: Ron
Wasmund and Lisa Freese qualified?
Council and the City Administrator discussed these issues.
Counc'ilmember Willcox noted several concerns:
- Poor follow up and timeliness of completed payments on Hawkins
Pond appeals
- Ron Wasmund hard position on the use of space in the Rosemount
Mall and indicated he (Willcox) had called the State Fire
Marshall to discuss this
- Highway 3 business relocations - no information to Council on
this
- Rich Lonnquist - Employment status, no feedback to Council
- Length of meetings too long, not good for Council or staff
- Staffing level is too high, state level of 540 of budget should
be met
- Lisa Freese - Mr. Willcox suggested he had City Administrator
write a deficiency report. She creates problems with developers
and should be disciplined
Council and the City Administrator discussed these issues.
ROSEMOUNT CITY PROCEEDINGS
EXECUTIVE CLOSED MEETING
DECEMBER 10, 1992
Councilmember Klassen noted that she understands staff and the City
Administrator need to respond in a timely manner, but staff is burdened
with an excessive work load. City Council should be less condemning of
staff. A positive support of staff will lead to better performance.
Councilmember Wippermann feels positive about staff. Staff has to be the
"front lines" with developers and special projects. Council should be more
supportive of staff. City Council must communicate with staff and discuss
matters before going public with disagreements and issues.
City Council and the City Administrator discussed these issues.
The City Administrator brought up the mayor's discussion with him on
November 18, 1992 and concerns about issues raised in the community and
possible need for the City Administrator to leave. Mayor McMenomy
discussed this and potential severance payment to the City Administrator.
Councilmember Willcox denied discussing or agreeing to a specific severance
package.
City Council and the City Administrator discussed this.
Mayor McMenomy indicated that he was of the opinion that he wanted to have
the City Council work together with the City Administrator to "turn things
around" and he felt if everyone would work together it could be turned
around.
The City Council and City Administrator Jilk agreed to meet again on
February 1, 1993 at 6:00 p.m. to continue these discussions and to discuss
progress being made.
MOTION by McMenomy to adjourn. Second by Willcox. All in favor. The
meeting was adjourned at 11:25 p.m.
Respectfully submitted,
ATTEST:
E.B. McMenomy, Mayor
Stephan Jilk, City Administrator
2
�c�in'c • ��>�ut�
TO:
FROM:
M E M O
Sheila Klassen, Councilmember
Susan Walsh, Administrative Assistant
DATE: December 10, 192
As you requested I am providing to you a daily log for the work
days of December 3, 4, 7, 8, 9. I believe this information is
to enlighten you on what a typical day entails for my position.
Unfortunately, I did not log times for each activity which I
believe brings these activities into a better perspective. I
would be happy to provide you with information of a greater
detail or short term or long term tasks that I consider should be
accomplished, or a more detailed list of my job responsibilities.
I have also attached a copy of my job description which was
approved by the city council in May, 1992. I wrote this job
description with input from the city administrator. I feel this
is a very good listing of my responsibilities. I would also be
happy to list specific duties under each of the responsibilities
which I think would provide even greater insight on my position.
DAY ONE:
Received telephone call from police reserve officer who was asked
to resign from the force.
Prepared memo to file regarding this telephone conversation.
Talked to Lyle Knutsen regarding this complaint.
Scheduled AFLAC Insurance rep to meet with employees.
Talked to Lyle Knutsen re police officers attending safety
seminar at Koch.
Memo to employees regarding AFLAC presentation in chambers.
Copied and sent taxdemos (renewals) for flex plan.
Met with Sheila Klassen re MVTA.
Talked to Bev Miller re MVTA regarding Pay Equity Plan. Also
discussed benefits proposed for 1993.
Met with Cindy Dorniden regarding phone line installed for modem
in engineering. Also for telephone bell in maintenance garage.
Instructed Deb Widstrom to order_
Talked with Mike Widstrom regarding right to know for fire
department re the fire department getting materials data safety
sheets.
Received telephone call from Dennis Wippermann re Xmas party.
Talked to Denise re party. Talked to Dennis about calling
special council meeting on December 7.
DAY TWO:
Called council re special meeting on Dec 7. Also discussed with
Harry Willcox re his request for me to prepare memo on meetings.
Processed resolutions approved at December 1 meeting and
forwarded documents to Briggs and Morgan.
Typed minutes from December l council meeting.
Reviewed liquor license renewals for 1993.
Prepared December 7, 1992 meeting notice.
Updated commission/committee appointment process for John Miller
for star city certification renewal.
Met with Jeff and Ron re PID information. Who should be
responsible for updating Paradox program. Who should be
responsible for answering telephone inquiries regarding PID
request.
Talked to American Legion regarding liquor license renewal.
Met with Steve regarding complaint from police reserve who was
asked to resign.
Spoke with mother of ex -police reserve officer.
Met with employee regarding garnishment summons received by city.
Met with Jane Gilb from Finance on process for employee
garnishment.
Worked on Summaries for 93 budget.
Coordinated preparation of special council meeting packet.
Talked to Inver Grove Heights regarding 93 employee salaries.
DAY 3
Prepared special meeting notice for December 14 and faxed to
paper.
Met with Jeff re budgets.
Prepared summaries for election and general government budgets.
Opened and reviewed mail.
Collected time cards
Spoke with Koch Refining re right to know training for building
department employees.
Met with Dave Bechtold re one of his employees.
Met with Jeff re 1993 Budget and coordinated putting together the
budget.
DAY 4
Met with AFLAC Insurance representative. Attended his
presentation to employees. Met with him following his two
presentations regarding follow up visits with employees.
Did memo to employees re his follow up meeting with individual
employees
Prepared draft city council agenda for Happenings Page.
Prepared recycling notice for town pages. '
Worked with Debbie on Town Meeting Notice.
Worked on and coordinated with Jeff re: revisions to 1993 Budget.
Prepared for meeting with Jane Mollman re benefits available to
her while on maternity leave. Contacted BXBS re her insurance
coverage during her leave of absence.
Met with Jane Mollman re maternity leave.
Opened and reviewed mail.
Spoke with Cy Smythe's office re his proposal and advise on
assisting MVTA with pay equity plan.
Met with new warming house employee regarding completion of
employment forms.
Received call from ex -reserve officer regarding status of his
complaint.
Worked on 1993 Fee Resolution.
Met with Ron Wasmund, Steve Jilk re Hawkins Pond refunds to
appellants.
Met with Ron Wasmund on right to know at Koch Refining for
building department employees.
DATE FIVE:
Worked on 1993 Fee Resolution. Met with employees from different
departments regarding their proposed 1993 fees.
Opened and reviewed mail.
Telephone conference with MVTA Board member re benefits for MVTA
employees.
Telephone conference with Beverly Miller of MVTA re pay equity
plan.
Prepared city council agenda for staff meeting.
Attended staff meeting.
Contacted Greg Goldsworthy re: inquiry as to whether spider
monkeys are permissible in city.
Reviewed proposal from Cy Smythe of Labor Relations.
CITY OF ROSEMOUNT
POSITION TITLE:
DEPARTMENT:
ACCOUNTABLE TO:
u
POSITION RESPONSIBILITY WRITE-UP
ADMINISTRATIVE ASSISTANT
ADMINISTRATION
CITY ADMINISTRATOR
MAY, 1992
SUMMARY OF POSITION
Provides assistance to the City Administrator in administrative
functions. Directs and coordinates all personnel -related activities;
serves as the City Clerk and is responsible for all related city clerk
duties for the City; supervises administration secretaries and
receptionist; performs specialized duties and projects as assigned by
the City Administrator and represents the City Administrator in
his/her absence.
SPECIFIC DUTIES AND RESPONSIBILITIES
1. Develops special personnel -related policies and procedures for
compliance with local, state and federal laws.
2. Represents the City on personnel -related projects and meetings.
3. Assists, or at the direction of the City Administrator, performs
Tabor relations including negotiations.
4. Coordinates personnel selection functions, including advertising
positions, screening, testing, interviewing, and hiring
procedures. Works with department heads from position vacancy
through appointment.
5. Provides recommendations to the City Administrator regarding
staffing additions.
6. Prepares annual salary reports and administers the City's salary
ranges and position classification system.
7. Maintains personnel files. Maintains employee data used for
initiating employee salary and benefit changes.
8. Administers city-wide employee benefit programs.
10. Processes and administers worker's compensation claims and
unemployment benefits claims.
11. Conducts all local, state and federal elections and keeps current
with State election laws.
POSITION RESPONSIBILITY WRITE-UP
ADMINISTRATIVE ASSISTANT
12. Functions as the City Clerk in relation to recording and
maintaining all official city records, including ordinances,
resolutions and legal publications.
13. Performs city clerk duties and functions inherent to that
position.
14. Coordinates the issuance of new and renewed liquor and beer
licenses, cigarette licenses and gambling applications.
15. Coordinates the assembling of City Council packet materials and
prepares final agenda. Coordinates weekly staff agenda.
16. Attend City Council meetings as required.
17. Servesascentral purchasing agent and coordinates the
preparation of specifications for all bid required purchases,
except those requiring professional signatures.
18. Coordinates interdepartmental matters as assigned or in the
absence of the City Administrator.
19. Prepares Administration Department budget.'
20. Represents the City Administrator at meetings and work sessions
as required.
21. Performs other duties and assignments as directed by the City
Administrator.
22. Directs the daily operation of the Administration Department.
MINIMUM QUALIFICATIONS
1. Bachelors Degree in Business, Public or Office Administration.
2. Two years of relevant experience in office administration and the
supervision of administrative support staff.
3. Ability to communicate effectively and tactfully in written and
oral form.
4. Demonstrates strong organization skills.
5. Demonstrates working knowledge of personal computers and
software.
POSITION RESPONSIBILITY WRITE-UP
ADMINISTRATIVE ASSISTANT
DESIRED QUALIFICATIONS
1. Masters degree in Public, Business or Personnel Administration or
a closely related field.
MEMORANDUM
To: Mayor McMenomy
Councilmembers: Klassen
Staats
Willcox
Wippermann
From: Stephan Jilk
City Administrator
A 11
Date: October 9, 1992
Re: Special Council Meeting - October 13, 1992
Salary and Budget Format Discussion
On Tuesday evening the special City Council meeting was called to
discuss wage freezes and the format that the budget is presented
in for the City Council's consideration. At the time this
meeting was set it was suggested that staff did not need to
prepare for the meeting since Councilmember Willcox would be
providing information on this matter. Since there was no further
direction given as to the format of the meeting or how these
subjects would be discussed, I felt that it would be helpful to
at least provide some suggestion as to the format for the
meeting.
I also felt that if these subjects were to be discussed in some
logical and professional manner it may be worthy of some research
on the matter. There has been an awful lot of local press on this
matter because of the letters to the editor that have been in the
papers. Much of this information is false and misleading. It
would seem that the purpose of some of these articles is to
mislead and not to inform. Two years ago this City went through
a six month investigation to prove allegations false, which was
done. At that time misinformation, was used to create a feeling
of mistrust and animosity. Even after that investigation was
complete and all parties charged were exonerated, mistrust and
hurt feelings remained. As in that case the publicity and
comments were not substantiated by fact and those making public
comment on the matter did not take the time or the effort to ask
city staff information in order to get the facts. This kind of
action, unless clarified to the public can only hurt the
functioning of the city council and city staff. I would like to
take some time on Tuesday evening to discuss these articles and
to discuss the "facts".
When the subject of wage freezes was brought up, I was not
informed of the idea until it was discussed at the meeting.
Approaching the subject in this manner may be good from a
strategic aspect if the desire is to not discuss it in an open
and professional manner, but it doesn't say much for setting a
legitimate process in motion which will allow you to make final
decisions in the matter which can be defended to both the
citizens and your employees. The employees of the City of
Rosemount are your employees. They are not my employees. They
are yours, and you have just as must responsibility to them to
insure that they are being treated fairly as you have to respect
and treat the other taxpayers in the City.
At this point the employees are very concerned about where they
stand and what your purpose is in considering a wage freeze.
Without any further explanation to them other than what occurred
at the Council meeting, it is easy to understand their concern.
I trust that as we move ahead on this budget discussion and the
topic of wages and benefits that it can be a process that is
orderly, credible and defendable. I trust that this is not the
continuation or the beginning of a process that is pointed to
individuals rather than the process.
It is of concern to me that two months ago the idea of a wage
freeze was not mentioned. When we were first discussing the
budget it was not a problem. Now it is. I cannot stress enough
my concerns that as we move ahead on this that we all agree as to
what the issue(s) really are.• If the City's salary and benefit
program is too high compared to other municipalities, when
compared on logical and reasonable fashion, then wages and
benefits should be scaled back. But we must make these
comparisons in the best and most appropriate fashion as possible.
I am including information in this packet which is gleaned from
the annual report from the League of Minnesota Cities. This
report is compiled by a private sector firm on contract with the
League. The report is public information and can be accessed by
anyone. The books which this information is collected from is
also included for your reference so that you don't get the idea
that it has been manipulated in any manner. Please, please
understand that you can't take and make direct comparisons
between each and every position as reported in the survey and
Rosemount positions. To use the survey you must be prepared to
discuss potential differences and similarities between positions.
No two cities are alike especially when you are discussing non
union positions and management level positions. The information
provided was taken from those cities, reporting, and we chose a
group of cities especially to compare to. Whether you agree on
the cities chosen is open to discussion. We chose all Dakota
County Cities and then all cities in the Metropolitan area with
populations up to 17,000. I will be pleased to go over that data
with you on Tuesday.
On Tuesday I will also have information in regard to the concerns
Councilmember Willcox has raised regarding the format of the
budget and the allocation of expenses to different departments.
I believe that this discussion is appropriate. I would suggest,
as Jeff May has reiterated several times, that item by item
allocation to department may be a better way to manage the
-2-
` financial controls; but it can be very time consuming and
expensive. At the time we feel that budgeting as we are is more
efficient and in the long run still very cost effective when
looking at the big picture. I will be pleased to discuss this
information on Tuesday.
Attached is a suggested outline for Tuesday's meeting.
-3-
Special Council Meeting
October 13, 1992
Budget and Wage j Benefits Discussion
> Tonight's Meeting - what are we going to decide tonight
> 1993 Budget as presented - Format and historical approach
> What is included and what is not
> Wages and Benefits approval - Process to gain approval
> Media information - clarification
> What are we after
> Salary and Benefits information - other cities
> Process to continue
> Rest of Budget - Adopted in December
T CONTINUED FROM 1A
benefit packages are excessive and
should be reformed. It cited, in particu-
lar, an eight-week paid vacation package
in the Iron Range city of Mountain Iron.
"Are public employees overpaid?
That's not generally the case," Dayton
said at a news conference. "They are
well -compensated for their work." He
called for no major reforms, saying citi-
zens need better information about em-
ployees' salaries to decide if action on
the local level is needed.
The report came out only a few hours
before municipal lobbyists and city offi-
cials, including St. Paul Mayor Jim
Scheibel, called their own news confer-
ence to argue against proposed cuts in
state aid to cities. The auditor's report
could make it harder for the cities to win
that lobbying fight, city and legislative
leaders said.
The auditor's study grew out of arti-
cles in the Pioneer Press last year about
the number of St. Paul employees earn-
ing more than $50,000 per year. The
study says the stories led to attempts to
freeze the salaries of highest-paid, non -
unionized employees. That proposal was
dropped, and the auditor was asked to
undertake a study instead.
Dayton said his staff looked at cities,
counties, school districts and other local
government bodies. It sought to compare
salaries and benefit packages to those in
private business. It made no attempt to
judge the quality or difficulty of the em-
ployees' work, nor workers' productivity
from one community to another.
Here are some of the key findings:
■ Among the counties, Ramsey County
had the highest percentage of employees
earning more than $50,000, at 10.5 per-
cent of its full-time workforce. St. Paul,
also at 10.5 percent, was highest among
the cities. North St. Paul -Maplewood -
Oakdale, at 8 percent, was tops, among
the school districts.
By comparison Hennepin County's per-
centage of "over -50s" was smaller, at 8.4 -
percent, although it has more employees
and more higher -paid workers. Minneap-
olis ranked well down the cities' list at
7.1 percent, behind such cities as Eagan
(9.8 percent), Golden Valley (8.9) and
White Bear Lake (8.3). Among the metro -
area school districts, St. Paul ranked in
the middle of the pack at 4 percent,
while Minneapolis was at 3 percent.
St. Paul, Ramsey
pay top officials
most, study fords
JIM RAGSDALE STAFF WRITER
Who pays the most?
The
mese local government officials have
state auditor on Thurs-
day identified Ramsey County,
the highest salaries in the metro area.
St. Paul and the North St.-
Schoo{ districi Position =Salary
Paul -Maplewood -Oakdale
;,.School district as high -paying
Minneapolis Superintendent $103,600
employers and called for regu-
White Bear Lake Superintendent_: $10O%095
lar public reporting of exactly
St haul_ Superintendent ; $200,000
what local government em-
-: Hopkins -'. � Superintendent ':598,600
ployees earn.
Anoka Hennepin Superintendent $95,492
In a lengthy report on local.
scales
=
government pay
throughout Minnesota, the au-
Hennepin Admirnstrator. $99;195
ditor's study said the three
Ramsey County government
Ramsey Attorney $94,3.7..7
'
jurisdictions ranked highest in
Ramsey Executive director $93,456 _
Attorney $89,788
the percentage of public em-
:Anoka .` -
Anoka Administrator $88,889
ployees earning more than
$50,000 a year.
city : s
While not criticizing the pay
Plymouth_ City^manager $86,800
scales directly, the report, re-
=Golden Valley City manager. _ $86,615
leased by State Auditor Mark
Dayton, suggested that more
Bloomington ` ,City manager ;$$6,500
cooperation is needed from
Minneapolis ' City }attorney r $86,104
public employee unions to keep
E 'ma : _ ° ; City`manager ;,$85;000_
costs down in the future, and
said some government fringe
r � -
.Source State Auditor
PAY coNnNUED ON 6A ►
0
■ In top management ions ana in pro-
fessional positions such as lawyers and
engineers, the report said, private pay
rates are often higher than those in local '
government. But the report said lower
paid employees of local governments
"tend to earn more than their private'-. '
.sector counterparts." State pay equity,
legislation, . aimed at bringing up low
paid,female workers, has contributed to.t
this trend for the lower -paid workers,
reportstates. .
■ Union representation, particularly in
St. Paul, is linked to higher salaries.
About 97 percent of St. Paul's workforce
is unionized and subject to collective liar
gaining, and many of the units can go to;, :
binding arbitration, where the amount of
the pay raise is taken out of the city's
hands.
The report said 85 percent of the St.
Paul employees earning more than
'$50,000 were unionized. It said "state and
local elected officials are reluctant to
conflict with employee unions, which !
wield considerable political clout."
■ The report "found evidence of good,
and often excellent, fringe benefit pack-
ages," including better vacation packages
and health benefits than comparable jobs
in private industry. It concluded that
"The combined effects of good pay and
great benefits means that local govern-
ment employees overall fare better than
their private sector counterparts."
■ Dayton focused on an eight-week va-
cation benefit in Mountain Iron in addi-
tion to 14 paid holidays. He said he found
it "excessive." The city administrator,
Larry P. Johnson, responded that no one
on the payroll now qualifies for that
much paid time off, although one senior
employee nearing retirement has seven
weeks of vacation.
Dayton said he would not criticize any
government for paying too much, but the
report says fuller reporting of pay rates
— which are already public information
for anyone who asks — might help com-
munities decide if they can afford the
salaries. It argues against imposing a
salary cap but says reasonable limts
should be imposed on paid time off.
Scheibel, who is trying to organize an
effort to fight a $10 million state aid cut
proposed by Gov. Arne Carlson, said of
the report, "The timing. is not good." But
he said he has worked hard to keep sala-
ries down, by freezing the pay of non -
unionized appointees, by negotiating
modest increases with unions and by
eliminating some high -paid positions
through early retirements.
With binding arbitration, state -re-
quired pay equity supplements and the
collective bargaining process, there is no
easy, quick way to cut ,salary, according
to Scheibel and Ramsey County officials.
j At the same time, they said, constituents
are demanding more police protection,
more library and park hours, tighter con-
trol of offenders on parole and quicker
response to child -abuse complaints.
"I find people asking for more, not
less," Scheibel said.
Officials of the American Federation
of State, County and Municipal Employ-
ees, the public -employee union which
represents hundreds of city and county
employees, had not reviewed the details
FRIDAY, MARCH 13, 1992
of the report and could not comment on
it.
Several state legislators suggested it
could make for a harder Legislative ses-
sion for city and county lobbyists..,
House Minority Leader Terry Demp-
sey, IR -New Ulm, said the report "is on a
collision course" with the cities' argu-
ment that they can't afford any further
cuts in state aid.
Paul Ogren, DFL-Aitkin, chairman of
the House Tax Committee, who said he is
sympathetic to the cities' concerns about
the budget cuts, said the report could
make it "harder for cities to make the
arguments that they can't take cuts in
state aid."
But Don Slater, executive director of
the League of Minnesota Cities, a munici-
pal lobbying group, said, "I don't think it
hurts us. It seemed to me it does not
indicate *any gross overpayments of city
employees."
North
St. -PaWkhoob
lead in to �seale
h- � pay.
NANCY LNINGSTON STAFF WWMR
■ he North St. Paul-Maplewood-0akdale School District,
where 8 percent of the employees earn more than $50,000 per
Year, has a greater share of highly paid employees than any .
Other district in the state, according to the state auditor's
report
The reason, district officials say, is that a large number of
senior teachers are at the top of the salary schedule and are
getting an early retirement incentive added to their normal pay.
The district has suffered from a financial squeeze in recent
years, officials say, and has a very lean administrative staff.
Twenty-eight percent of North St. Paul's 513 teachers make
top -scale wages of $45,492, and many of them earn another
$5,000 or $6,000 a year in severance pa
city
eine
dMc�t
forth St± Pahl Md. q... od
8
Aiurribi . Heights
7
blna'
,
t l�uts'Park
6
tr Antony-New°Brighton.
5
Ichfiefd
5
EM Intermediate '
<5
finnetonka
5
asdrgs
5
rookyn Center
5
noka.=Hennepin
5
county
The severance pay provision says that if a teacher retires at r� Grove 8 2 "� 7O
age 60 after 20 years' experience, he will receive oneyear's Maple Grove ;81 `Ramsey, 10.5
salary that can be spread out over five years. Anoka ;7 9 Hennepin 8:4
Judy Fletcher, communications director of the district, said Bottom ranked %.. Scott 6,7'
20 teachers retire per year and those who receive the severance Washington 6.6
Package boost the district's average salary. Wayrata 2.9 Dakota 5.3
Columbia Heights ranks second in the metro area, with 7 Hastings 2.6 qnQ� . 5.1
percent of its full-time employees $ Chanhassenr: 2.4
paid over 50 000 and then Rosemount 2.2 Carver.3.5
Edina and St. Louis Park with 6 percent.
St. Paul pays 4 percent of its employees over $50,040 and Champlin 2.0 Source: State Auditor
Minneapolis, 3 percent.
The auditor's report also lists superintendents' pay, .showing PIONEER PRESS GRAPHIC
Minneapolis' Robert Ferrara at the top at $103,600 and St.
Paul's Gorman Gaines third at $100,000. Cunio said his salary ranks high mostly because he has been
The second most highly paid superintendent is White Bear on the job for 16 years.
Lake's Ted Cunio,. who makes $100,095.
Cunio, who earns more than the St. Paul superintendent Comparing his responsibilities and salary with those of an
though his district is one-fourth as big, says urban superinten- executive in the private sector, Cunio said he makes considera-
dents are "grossly underpaid." y less.
"When you look at urban districts and the multitude of "All I know is, Lee Iacocca makes $5 to $6 million a year and
education issues you have to confront, those communities are Chrysler loses money," said Cunio. "I don't know what he would
getting a real bargain," said Cunio. make if they made money."
6A F
SAINT PAUL PIONEER PRESS
FROM PAGE �
`Doing the dirty work' calledpart
of reason for high city, county, pay
JIM RAGSDALE and BRIAN BONNER STAFF wRfrERs
St. Paul and Ramsey County have been good to their employ-
ees. But have they been too good?
That is both the conclusion and the question raised by a state
auditor's report on local government salaries. The city of St.
Paul and Ramsey County, both with about 10.5 percent of their
employees earning more than $50,000, are at the top of the
"over -50" pay charts compiled by the auditor.
The people in the "over -50" group are no mystery. In the city,
about one-third are police officers and firefighters, whose wages
are subject to binding arbitration over which the city may have
no control. The group also includes the city attorneys, engineers,
department heads and top assistants.
In the county, the "over -50s" include about 95 child protection
workers and social workers, lawyers in the county attorney's
office, supervisors in the Corrections Department, department
heads and top administrators. ' In Ramsey County, about two-
thirds of the employees are union members, compared to about
97 percent in St. Paul.
City and county officials say they are dealing with a senior
work force, many of whom have advanced to - the highest pay
levels. They note that state -mandated pay equity laws, designed
to bring up low -paid women workers, have had the effect of
raising all workers' pay. They say with high levels of unioniza-
tion, they have little direct control over pay scales except
through the difficult process of contract bargaining. This year,
both the city and county have held unions to increases in the 1
to 3 percent range.
But the question — how much is too much? — is likely to be
asked again and again as residents look at higher property tax
bills and state legislators try to shave aid to local governments.
11 Roy "Pete" Jackson, a native St. Paulite who has lived in the
city all his 71 years, said he is thinking of moving to the suburbs
because he's sick of government waste.
"We can't afford it," Jackson said, referring to city taxpayers
in general and himself and his wife in particular. When he
retired as sales manager for the former Northwestern Bell in
1979, he said his top salary was $27,000.
Now he pays more than $1,000 in property taxes on .a house
worth $67,000, he says. "We have been looking at townhouses
outside of the city. One more shot in taxes and we're out of
here," Jackson said.
The problem is strong unions and too many political appoin-
Jackson Braun Abrams
tees, Jackson said. He contends government jobs shelter people
from the private sector.
"Then there's the (Mayor Jim) Scheibel appointees... Any-
body who can't make it in the private sector seems to be
working in the city. I think there's a lot of fat that could be
trimmed."
But Jane Braun, a senior child protection worker for Ramsey
County, said government workers take on tasks private compa-
nies wouldn't touch. She believes her salary of $50,268 is fair.
She is one of three people who screen 26,000 calls or reports a
year to determine whether a social worker should intervene in f
cases of child abuse or neglect and other family problems. She
works 10 -hour days, four days a week, has a bachelor's degree
in social work, and has worked for the county for the last 23
years.
"We work with situations that people in the private sector do
not want to have anything to do with," she said. "The reality is
that my day is listening about children not being fed, not being
clothed properly, children whose bones are being broken, who
are being sexually abused. I'm doing what the public finds
generally distasteful."
David Abrams, the city's labor negotiator, said "80 percent of
the people who make more than $50,000 a year are union-
ized... A traditional rank -and -file position is `give us the pay
we're due. If you have to raise taxes or lay people', off, so be
Terry Schutten, the Ramsey County executive director, said
the county has been adding new duties to its employees, and
taxpayers view a high level of services as part of the "quality of
life." He said the county's "dedicated, hard-working work force"
helps make the Twin Cities a desirable place to live by tending
to the social ills that have overwhelmed other urban areas.
Board OKs'salaryhike V
-for non-union employees -
u�- -
Rehwaldt's contract pays $_98, 754,
'The District 196 Board of Education, at its June 22 meeting, ap-
proved a 2.5 percent increase in the salary structure for non-union
employees for the 1992-93 school year.
The board's action `covers non-union employees 'who work in�the
-district office, -which comprises about 2 percent of total district
employees The salary appropriate for each employee was deter
mined by individual performance evaluations and the 2:5 percent in-
crease to the salary structure for each of the job classifications.
The salary structure for non-union employees was also increased,
by 2.5 percent last year: -
As part of its action, the board also approved a new contract for
Superintendent R.J. Rehwaldt. As he did last year, Rehwaldt re-
quested that his salary be increased by the minimum annual adjust-.
ment provided under his contract, which is roughly 2 percent. With
the 2 percent increase, Rehwaldt's annual salary increases to $98,754,
excluding benefits :and a 'monthly automobile* allowance.`. His,
previous salary was $96,818.
The following is a listing of the 1992-93 salaries of some other top"
District 196 administrators: Cal Zwiefel, director of elementary in-
struction, $81,666;. John Hanson, director of,secondary instruction,
$80,872; James Omdal, director of special education and pupil sup-
port services, $79,951; Terry Tofte, director'of curriculum, $76,670;
Joel Sutter, director of support services, $74,000; JoAnne Ellison; di-
rector of community education and demographer, $62,108; Dick
Thomas, coordinator of employment systems, $58,265; Steve Hanson,
director of buildings and grounds, $54,330; Stella Johnson, coor-
dinator of fiscal sgrvices,$53,719; Ellen Rogalin, administrative
assistant to the superintendent, $53,483; Jim Angermeyr, coordinator
of program evaluation, $53,247; Gloria Rea,-director of transporta
tion, $52,613; and Mary Begalle, coordinator of food services, $50,446.
T:f `
1992 EMPLOYEE SALARY COMPARISON
OCTOBER 13, 1992
Information collected from 1992 Twin Cities Metropolitan Area Salary Survey
DCA Stanton Group
-- ,1' 7T4kE.✓ PROM -74��c/l��eL.t.rl�l, C..►.'y`-tie�.s .
1992 METRO SURVEY
UNITS OF GOVERNMENT GROUPING'S AND POPULATION"
Listed below, in logical groupings for survey reporting purposes, are the units of state, metropolhan•wide, county and municipal governments in the Twin Cities
Metropolitan area. Of these, 109 reported data In the 1992 survey.
-------Group One - State Agencies--- - - - --------
-
State of Minnesota University of Minnesota
Group Two - Metropolftan-wide Agencies (Seven County Area}----
Metropolitan
rea}-- ---
Metropolitan Airports Commission Metropolitan Waste Control Commission
Metropolitan Council Metropolitan Transit Commission
Group Three - Hennepin County, Ramsey County, Twin Cities----------- ---- - --- �_
Hennepin County 1,039,099 Minneapolis 368,993
Ramsey County 488,363 St. Paul 272,537
Group Four - Selected Counties -----
Dakota County
282,461
St. Louis County
198,213
Olmstead County
106,470
Anoka County
248,553
Washington County
150,653
Scott County
59.785
Carver County
49,312
--Group Five - Suburbs Over 10.000 -------------------------------
--------.
Bloomington
86,453
Brooklyn Center
28,741
Champlin
17,771
Brooklyn Park
57,359
Fridley
28,313
Anoka
17,216
Coon Rapids
54,518
Lakeville
26.408
Hookires
16,391
Plymouth
52,492
noreview
, 1
Anoover
1
Bumsvllle
51,743
White Bear Lake
24,865
Hasunas
15.722
�'^
o
Crystal
23,771
Robbinsdale
1<406
Minnetonka
48,658
Cottage Grove
23,715
Giwater
13.970
Edna
46,079
Inver Grove Heiahts
23,370
Ramsey
12.767
St. Louis Park
43,781
New Brighton
22,253
North St. Paul
12.667
Eden Prairie
40,091
New Hope
21,715
Mounds View
12.590
Maple Grove
39,980
Woodbury
21,392
Chanhassen
12.339
Blaine
39,757
Golden Valley
20.889
Shakopee
11.960
Aopie Valley
35,879
South St. Paul
20.123
P nor Lake
11,7 0
Richfield
35,544
Oakdale
19,730
Chaska
11.121
Roseville
33,493
West St. Paul
19.144
Vadnais Heights
11,26
Maplewood
31,365
CoWmbia Heights
18,816
Savaoe
1D.6571
---- --- - -- -- -- --- -- ---- Group Six - Suburbs Under 10,000---•-----------------------------------------------------
Mendota Heiahts
9,650
Medina
3,219
Rogers
707
Mound
PBelle
Plaine
3,166
Landfall
667
Arden Hills
9,496
Bayport
3,121
Marine on St. Cron
602
Lino Lakes
Jordan
2,958
Greenwood
602
Rosemount
Independence
2,878
Wiliemie
584
Ham lake
Lauderdale
2,698
Minnetonka Beach
571
Little Canada
9.028
Afton
2,683
Cologne
564
East Betnel
8,233
Osseo
2,652
Vermillion
510
St. Anthony
7,802
St. Francis
2,615
Lllydale
501
Orono
7,303
Victoria
2,497
Woodland
495
Spring Lake Park
6,561
Watertown
2,429
Hamburg
492
Farmington
6,136
New Prague
2,402
Mayer
483
Shorewood
6,135
Excelsior
2,378
Gem Lake
440
Forest Lake
6,007
Lexington
2,289
Rockford
438
Lake Elmo
5,900
Maple Plain
2,049
Pine Springs
434
Mahtomedi
5,679
Lakeland
1,997
Loretto
419
Falcon Heights
5,376
Long Lake
1,985
Bethel
416
Corcoran
5,300
Centerville
1,819
Medicine Lake
386
St. Paul Park
4,995
Spring Park
1,524
Hampton
373
Circle Pines
4,710
Greenfield
1,476
New Germany
358
Hugo
4,621
Tonka Bay
1,472
St. Mary's Point
338
Dayton
4,507
Young America
1,374
Randolph
331
Wayzata
3,820
Norwood
1,344
Hanover
302
Newport
3,728
St. Bonifacius
1,191
Lakeland Shores
293
Deephaven
3,669
take St. Croix Beach
1,086
Elko
227
Oak Park Heights
3,583
Birchwood
1,035
New Market
224
Waconia
3,582
Deilwood
885
Coates
484
Minnetrista
3,501
Carver
756
Miesvilie
135
North Oaks
3,456
Hilltop
749
Population figures based on 4/1/92 population census counts provided by Metropolitan Council
f"_Stanton Grouo
ROSEMOUNT JOB TITLE: MAINTENANCE
SURVEY JOB TITLE: LABORER
Skill Level - Unskilled position involving manual labor
Example of Duties - Performs manual labor in such departments as street, highway, sewer, water or park. May occasionally operate simple machinery such as powermowers oi
drive trucks but principal function is unskilled labor.
Minimum Qualifications: 0-6 months' experience in performing manual labor in a street, highway, sewer, water or park department.
All Rates Quoted Hourly
WTD Wage Frequency Distribution
# of Mean
Jurisdiction Empl. Rates 7.75 10.13 12.50 14.88+ Union O/T Title
Apple Valley
4
9.90
3 1
Yes
Yes
Maintenance I
Robbinsdale
7
11.37
7
Yes
Yes
MM I
North St. Paul
Pending
9.00
11.03
Yes
Yes
Laborer
Chaska
1
11.18
1
Yes
Yes
Maintenance
Groun Statistic:
10.86
Rosemount
3
10.59
3
Yes
Yes
Maintenance I
Farmington
2
10.92
2
No
Yes
Pkkpr/San. Wkr
Grout) Statistic: 10.72
Salary Range Yrs
(Excluding Longevity) # of to
Min. Max. Steps Ma>
9.27
11.18
4
3.0
10.40
12.64
5
4.0
9.72
9.72
1
9.50
11.18
4
2.0
9.00
11.03
3
3.0
8.27
11.08
3
3.0
3
ROSEMOUNT JOB TITLE: MAINTENANCE II
SURVEY JOB TITLE: LIGHT EQUIPMENT OPERATOR
Skill Level - Semi -skilled position involving truck driving, equipment operation and repair or utilities/park maintenance. One level only reported
Example of duties - Operates trucks and other gasoline -powered equipment, including attachments, in the maintenance of streets, highways and other government property.
Specific duties may include driving truck in hauling oil and street aggregates, in plowing snow and in removing rubbish. May make and install street signs. Often performs
manual labor in connection with daily work routines.
Minimum qualifications - 6-12 months' experience involving the operation of various types of less complex road maintenance/construction equipment OR equivalent.
All Rates Quoted Hourly
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Burnsville
6
13.21
Eagan
9
13.85
Apple Valley
9
14.68
Inver Grove Heights
Pending
Yes
South St. Paul
7
14.59
West St. Paul
8
13.92
Hopkins
9
12.88
Hastings
Pending
3.0
Andover
Pending
Maintenance Worker 1
Robbinsdale
3
13.74
Moundsview
3
14.08
Ramsey
Pending
14.59
North St. Paul
Pending
Yes
Shakopee
Pending
Chanhassen
3
12.80
Savage
6
9.97
Group Statistic: 13.45
Waae Freauencv Distribution
7.85 9.76 11.68 13.59 +
1 5
3 6
9
4
3
1
2
7
8
6
3
3
Union
O/T
Title
Salary Range
(Excluding Longevity)
Min. Max.
# of
Steps
Yrs
to
Max
Yes
Yes
Maint. Worker
9.98
14.43
5
4.0
Yes
Yes
Street Maint. Worker
11.08
14.70
9
8.0
Yes
Yes
Maintenance 2
9.89
14,68
4
3.0
Yes
Yes
Maintenance Worker 1
11.19
13.21
3
1.0
Yes
Yes
Maintenance
11.67
14.59
5
3.0
Yes
Yes
MTCE 2
13.92
Yes
Yes
MW II
10.11
13.88
5
5.0
Yes
Yes
LEO
9.69
13.85
4
2.0
Yes
Yes
Maint. Worker
8.76
11.50
3.0
Yes
Yes
MM II
13.74
13.74
No
Yes
PW Maintenance
13.99
14.27
Yes
Yes
PW Maint. Worker
9.93
14.19
Yes
Yes
Light Equip. Op.
12.46
12.46
1
Yes
Yes
MTCE Worker
9.67
13.47
4
3.0
No
Yes
LEO
12.36
16.72
Yes
Yes
Maint.Opr. 1
9.64
10.86
4
3.0
Maintenance 11 - Light Equipment Operator
Page 2
All Rates Quoted Hourly
Group Statistic: 12.41
WTD
Wane Frequency Distribution
Salary Range
Yrs
# of
Mean
(Excluding Longevity)
# of
to
Jurisdiction
Empl.
Rates
7.85 9.76 11.68 13.59 +
Union
O/T
Title
Min. Max.
Steps
Max
Mound
Pending
Yes
Yes
Maintenance Worker
11.14 13.95
3
3.0
Mendota Heights
5
12.66
2 3
Yes
Yes
MTCE Worker
9.86 15.13
Arden Hills
6
14.19
6
Yes
Yes
Maint. Worker
Little Canada
3
9.80
1 2
No
Yes
PW Maintenance
8.17 10.88
6
5.0
Ham Lake
1
8.76
1
No
Yes
Public Works 1
7.79 9.74
5
3.0
Farmington
3
12.28
3
No
Yes
San. Op./MTCE Wkr.
10.23 12.25
3
3.0
Lino Lakes
Pending
Yes
Yes
General Maint.
9.44 13.18
Group Statistic: 12.41
ROSEMOUNT JOB TITLE: MAINTENANCE 11
SURVEY JOB TITLE: SEWER & MAINTENANCE WORKER
Skill Level - Semi -skilled position involving truck driving, equipment oerpation and repair, or utilities/park maintenance.
Example of Duties - Performs semi -skilled work in the maintenance and repair of municipal water or sewer systems. Specific duties may include maintaining and repairing
pumps, motors and related equipment in water pumping and sewage lift stations, flushing storm and sanitary sewers, cleaning storm catch basins and raising and lowering
manholes to street grade.
Minimum Qualifications - 6-12 months' experience involving maintenance and repair of municipal water/sewer systems or equivalent.
All Rates Quoted Hourly
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Wage Frequency Distribution
8.97 10.98 13.00 15.02+
Union
O/T
Title
Salary Range
(Excluding Longevity)
Min. Max.
# of
Steps
Yrs
to
Max
Burnsville
7
13.67
1
6
Yes
Yes
Maint. Worker
9.98
14.43
5
4.0
Eagan
13
13.70
4
9
Yes
Yes
Util. Mt. Worker
11.08
14.70
9
8.0
Apple Valley
4
14.02
1
3
Yes
Yes
Maintenance 2
9.89
14.68
Lakeville
5
14.09
1
2 2
Yes
Yes
Utility MTCE 2
10.45
15.70
5
4.0
Inver Grove Heights
Pending
Yes
Yes
Utility Maint.
12.29
13.76
3
1.0
South St. Paul
5
14.89
5
Yes
Yes
Service Worker
11.91
14.89
5
3.0
West St. Paul
2
14.60
2
Yes
Yes
Sewer MTCE 2
14.60
Hopkins
1
14.16
1
Yes
Yes
Utility Worker
Hastings
Pending
Yes
Yes
Maint. 1
9.49
13.56
4
2.0
Robbinsdale
2
13.74
2
Yes
Yes
MM II
13.74
13.74
Moundsview
3
13.99
3
No
Yes
PW Maintenance
13.99
13.99
Chanhassen
2
12.62
1
1
No
Yes
Util. Operator
12.36
16.72
Prior Lake
2
11.61
1 1
No
Yes
Maint. Worker 1
9.62
13.00
Chaska
2
14.52
2
Yes
Yes
Maintenance II
12.34
14.52
4
2.0
Savage
2
11.37
2
Yes
Yes
Maint.Opr. 11
11.37
12.85
4
3.0
Group Statistic:
13.76
Maintenance II - Sewer & Water Maintenance Worker
Page 2
All Rates Quoted Hourly
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Wage Frequency Distribution
8.97 10.98 13.00 15.02+
Mound
Pending
No
Yes
Rosemount
2
14.28
2
Farmington
4
13.51
4
Lino Lakes
Pending
Group Statistic: 13.77
Union O/T Title
Yes
Yes
S & W Maintenance
Yes
Yes
Maintenance II
No
Yes
Maint. Worker I
Yes
Yes
Utilities Worker
y
Salary Range
Yrs
(Excluding Longevity)
# of
to
Min. Max.
Steps
Ma
11.14 13.95
3
3.0
12.66 14.60
3
3.0
11.20 13.42
3
3.0
9.44 13.18
ROSEMOUNT JOB TITLE: MAINTENANCE If
SURVEY JOB TITLE: PARKKEEPER (PARK MAINTENANCE WORKER)
Skill Level - Semi -skilled position involving truck driving, equipment operation and repair, or utilities/park maintenance.
Example of Duties - Performs semi -skilled duties in parks including equipment operation and maintenance and minor repair of buildings, parks, recreational and other facilities.
Minimum Qualifications - 6-12 months' related parkkeeping experience or equivalent.
All Rates Quoted Hourly
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Wage Freauency Distribution
9.17 10.91 12.66 14.40+
Union
0/T
Title
Burnsville
7
13.11
3
4
14.43
Yes
Yes
Maint. Worker
Eagan
9
14.33
1
1
7
Yes
Yes
Pk. Mt. Worker
Apple Valley
8
14.68
13.24
3
8
Yes
Yes
Maintenance 2
Lakeville
4
13.19
1
2
1
Yes
Yes
Pk. MTCE 2
Inver Grove Heights
Pending
12.36
16.72
Yes
Yes
Park Maint. Wkr.
West St. Paul
3
13.92
11.37
3
4
Yes
Yes
MTCE 2
Hopkins
6
13.25
1
5
Yes
Yes
MW 11
Robbinsdale
1
13.74
1
Yes
Yes
MM II
Moundsview
1
13.99
1
No
Yes
PW Maintenance
Chanhassen
2
15.32
2
No
Yes
Parkkeep/Eq. Op.
Prior Lake
2
12.63
1
1
No
Yes
Pk. MTCE 2
Savage
2
12.11
1
1
Yes
Yes
Maint.Opr. 11
Group Statistic:
13.78
Mendota Heights
1
15.19
1
Yes
Yes
Park Leadperson
Arden Hills
3
13.47
3
No
Yes
Park Maint.
Rosemount
1
14.60
1
Yes
Yes
Maintenance II
Farmington
2
14.59
2
No
Yes
MTCE Foreman-Var
Lino -Lakes
Pending
Yes
Yes
Park Worker
Group Statistic: 14.20
Salary Range
Yrs
(Excluding
Longevity)
# of
to
Min.
Max.
Steps
Ma:
9.98
14.43
5
4.0
11.08
14.70
9
8.0
9.89
14.68
4
3.0
10.45
14.85
5
4.0
11.25
13.24
3
1.0
13.92
10.11
13.88
5
5.0
13.74
13.74
13.99
13.99
12.36
16.72
9.62
13.00
11.37
11.85
4
3.0
12.66 14.60 3 3.0
12.18 14.59 3 3.0
8.85 11.60
ROSEMOUNT JOB TITLE: MECHANIC 1 NOTE: Survey indicates very few cities reported on this position. Therefore we used data from all cities reported. These are no-:
the cities we used with other positions.
SURVEY JOB TITLE: AUTO SERVICE WORKER
Skill Level - Semi -skilled position involving truck driving, equipment operation and repair or utilities/park maintenance.
Example of Duties - Services, maintains and performs minor repairs on automotive and related equipment. Does not perform overhauls and other duties normally performed by
skilled mechanics. Keeps records on maintenance and repairs performed.
Minimum Qualifications - Completion of coursework in auto/truck mechanics from a technical/vocational school OR 6-12 months' experience servicing vehicles OR equivalent.
All Rates Quoted Hourly
Jurisdiction
Bloomington
Coon Rapids
Minnetonka
Brooklyn Center
Shoreview
Group Statistic:
Rosemount
Circle Pines
Group Statistic:
13.75
1 9.67 1
1 13.37 1
11.52
Union O/T Title
No
Yes
Equip. Srv. Worker
Yes
WTD
Wane Frequency Distribution
# of
Mean
Pub. Svc. Worker
Empl.
Rates
8.95 10.88 12.81 14.74+
2
15.42
2
3
12.85
2 1
1
13.37
1
1
13.64
1
1
13.63
1
13.75
1 9.67 1
1 13.37 1
11.52
Union O/T Title
No
Yes
Equip. Srv. Worker
Yes
Yes
Mechanic Helper
Yes
Yes
Pub. Svc. Worker
Yes
Yes
Night Svc. Person
No
Yes
Asst. Mechanic
Yes Yes Mechanic 1
Yes Yes Mechanic/MTCE
Salary Range
Yrs
(Excluding Longevity)
# of
to
Min. Max.
Steps
Ma)
12.80 14.11
3
1.5
10.66 14.56
8
8.0
10.21 13.37
4
4.0
13.64
12.98 14.31
3
1.5
9.00 11.03 3 3.0
9.90 13.37 5 5.0
ROSEMOUNT JOB TITLE: MAINTENANCE 111
SURVEY JOB TITLE: HEAVY EQUIPMENT OPERATOR
Skill Level - Skilled position involving operation and/or repair of heavy duty or complex equipment.
Example of Duties - Operates relatively complex construction and maintenance equipment, such as street sweepers, motor graders, back hoes, rollers, bulldozers and tandem
trucks. May perform minor maintenance work and repairs on equipment operated. May operate light equipment and perform manual labor as the need arises.
Minimum Qualifications - 1-2 years' experience in road construction and/or maintenance work involving the operation of various types of more complex motorized equipment 01
equivalent.
All Rates Quoted Hourly
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Wane Frequency Distribution
10.27 12.09 13.90 15.72+
Union
O/T
Title
Salary Range
(Excludina Longevity)
Min. Max.
# of
Steps
Yrs
to
Ma>
Burnsville
3
14.43
3
Yes
Yes
Maint. Worker
14.43
14.43.
Apple Valley
2
15.04
2
Yes
Yes
Tech. Spec.
11.02
15.04
4
3.0
Lakeville
5
14.33
1 4
Yes
Yes
St. MTCE 2
10.45
14.85
5
4.0
South St. Paul
2
15.25
2
Yes
Yes
Equipment Opr.
12.20
15.25
5
3.0
Hopkins
3
14.46
3
Yes
Yes
MW III
Hastings
Pending
Yes
Yes
HEO
10.19
14.55
4
2.0
Ramsey
Pending
Yes
Yes
HEO
10.83
15.48
North St. Paul
Pending
Yes
Yes
Heavy Equip. Opr.
12.98
12.98
1
Chaska
5
14.52
5
Yes
Yes
Maintenance 1
12.34
14.52
4
2.0
Savage
2
14.30
2
Yes
Yes
Maint.Opr. III
12.32
14.30
4
3.0
Group Statistic:
14.55
Mendota Heights
1
15.19
1
Yes
Yes
Road/Brdg. Ldpr.
Ham Lake
1
12.29
1
No
Yes
Public Works 11
10.35
12.94
5
3.0
Rosemount
2
14.91
1 1
Yes
Yes
Maintenance 111
13.30
15.22
3
3.0
Group Statistic:
14.33
ROSEMOUNT JOB TITLE: MECHANIC III
SURVEY JOB TITLE: SKILLED MECHANIC
Skill Level - Skilled position involving the repair of heavy-duty or complex equipment.
Example of Duties - Maintains and repairs automobiles, trucks and heavy-duty street equipment and construction machinery. Performs major overhauls requiring a high level of
mechanic's skills. Keeps records on repairs performed.
Minimum Qualifications - 2-4 years' experience performing skilled duties involving repair and servicing of various vehicles/machinery OR equivalent.
All Rates Quoted Hourly
Jurisdiction
Burnsville
Eagan
Apple Valley
Lakeville
Inver Grove Heights
South St. Paul
West St. Paul
Hopkins
Robbinsdale
Moundsview
North St. Paul
Shakopee
Chanhassen
Chaska
Group Statistic:
WTD
# of Mean
Empl. Rates.
5 13.31
2 13.61
2 13.$1
2 15.05
Pending
2 15.15
2 15.19
2 14.46
1 14.32
1 14.27
Pending
Pending
1 16.40
1 15.89
14.39
Wane Freouencv Distribution
11.28 12.71 14.13 15.56+
2 1 2
1 1
1 1
2
2
2
2
1
1
Union O/T Title
Yes
Yes
Maint. Wkr./Mech.
Yes
Yes
Equip. Mt. Worker
Yes
Yes
Tech. Spec.
Yes
Yes
Service Tech.
Yes
Yes
Mechanic
Yes
Yes
Mechanic
Yes
Yes
Mechanic
Yes
Yes
Mechanic
Yes
Yes
Mechanic
No
Yes
Mechanic
Yes
Yes
Lead Mechanic
Yes
Yes
Mechanic
No
Yes
Mechanic
Yes
Yes
Mechanic
Salary Range
Yrs
(Excluding Loneevitv)
# of
to
Min. Max.
Steps
Ma>
9.98 14.43
5
4.0
11.08 14.70
11.02 15.04
4
3.0
10.45 15.25
5
4.0
13.50 14.02
3
1.0
12.12 15.15
5
3.0
15.19
14.32 14.32
14.27
14.55 14.55 1
10.51 13.58 4 3.0
14.18 19.18
15.89
Mechanic III
Page 2
All Rates Quoted Hourly
Jurisdiction
Mendota Heights
Ham Lake
Rosemount
Lino Lakes
Group Statistic:
WTD Wage Frequency Distribution
# of Mean
Empl. Rates 11.28 12.71 14.13 15.56+
1 15.19 1
1 13.78 1
1 15.22 1
Pending
14.73
Union 0/T Title
Yes
Yes
Auto Mechanic
No
Yes
Mechanic
Yes
Yes
Mechanic III
Yes
Yes
Mechanic
Salary Range Yrs
(Excluding Longevity) # of to
Min. Max. Steps Max
11.60 14.51 5 3.0
13.30 15.22 3 3.0
9.44 13.18
ROSEMOUNT JOB TITLE: PUBLIC WORKS SUPERVISOR A�
PARKS MAINTENANCE SUPERVISOR
SURVEY JOB TITLE: MAINTENANCE SUPERVISOR
Skill Level - First -level supervision over work crew.
Example of Duties - Assigns, supervises and directs the work of a crew in various departments as Street, Highway, Utilities, Park or Maintenance. Inspects work. Keeps
records of time and materials used. Work leaders who do notperform true supervisory duties should be excluded.
Minimum Qualifications - 3-5 years' experience in a Street, Highway, Utilities, Park or Maintenance department OR equivalent.
All Rates Quoted Annually
WTD
# of Mean
Jurisdiction Empl. Rates
Burnsville
5
43.5
Eagan
6
39.9
Apple Valley
7
33.8
Inver Grove Heights
3
46.6
West St. Paul
1
38.0
Hopkins
4
42.3
Hastings
Pending
8
Andover
3
29.5
Robbinsdale
4
38.6
Moundsview
1
41.8
Ramsey
Pending
Foreman
Chanhassen
3
37.6
Prior Lake
2
37.3
Chaska
2
33.1
Savage
2
37.0
Group Statistic: 38.30
Wane Frequency Distribution
26.7 34.3 41.9 49.4 +
# of
Empl
Supv.
O/T
Title
Salary Range
(Excluding Longevity)
Min. Max.
# of
Steps
Yrs
to
Ma;
1
4
8
No
Supervisor
31.2
44.4
6
5.0
5
1
8
No
Supv-Various
34.5
43.1
6
8.0
7
5
Yes
Foreman
25.3
33.8
4
3.0
3
4
No
Supv Various
42.8
47.8
3
1.0
1
15
Yes
St/Shop Foreman
32.8
38.0
1
3
5
No
Superintendent
31.1
46.3
7
10.0
Yes
St. Fore/Ast. Ut.
22.2
34.6
4
2.0
3
2
Yes
Supervisor
26.8
30.8
3.0
1
2
1
4
No
Super Various
27.5
53.2
1
9
No
PW Foreman
33.5
41.8
5
3.0
Yes
Parks/Util Coor.
28.2
40.2
3
3
Yes
Pk/St/Shop Foreman
32.0
43.3
2
5
Yes
Pw/Pk Supervisor
30.0
45.3
2
4
Yes
Working Foreman
33.1
2
6
Yes
Maint. Supervisor
32.4
37.0
4
3.0
Public Works Supervisor/Parks Maintenance Supervisor
Page 2
All Rates Quoted Annually
Jurisdiction
Mound
Mendota Heights
Rosemount
Farmington
Lino Lakes
Group Statistic:
WTD
# of Mean
Empl. Rates
Pending
1 44.7
2 43.0
1 37.7
1 32.5
40.18
Waoe Frequency Distribution
26.7 34.3 41.9 49.4+
1
1
1
2
# of
Empl
Supv O/T Title
4 Yes
Unit Supervisor
9 No
PW Supervisor
9 No
Supervisor-PW/Parks
6 Yes
Str. & Util. Foreman
6 No
PW Foreman
/v
Salary Range
Yrs
(Excluding Longevity)
# of
to
Min. Max.
Steps
Ma;
33.2 41.5
36.7 44.7
4
3.0
36.0 47.0
3
1.5
31.5 37.7
3
3.0
27.0 38.0
ROSEMOUNT JOB TITLE: PUBLIC WORKS SUPERVISOR / f
PARKS MAINTENANCE SUPERVISOR
SURVEY JOB TITLE: SUPERINTENDENT
Skill Level - Managerial position normally involving second -line supervision and overall responsibility for a department within Public Works, Highway or similar section of
government. Second -level management position in maintenance.
Example of Duties - Plans and supervises operations of a department, such as Street, Highway, Utilities, Park or Maintenance. Delegates specific responsibilities to foremen.
Schedules crews. Inspects projects.
Minimum Qualifications - Typically 5 or more years' experience in a Street, Highway, Utilities, Park or Maintenance department, including one year of supervisory experience Of
equivalent. 1.
All Rates Quoted Annually
Jurisdiction
Burnsville
Eagan
Apple Valley
Lakeville
Inver Grove Heights
South St. Paul
West St. Paul
Hastings
Andover
Ramsey
Group Statistic:
Arden Hills
Ham Lake
Group Statistic:
WTD
Wage Freauency Distribution
# of
Salary Range
Yrs
# of
Mean
Empl
(Excluding Longevity)
# of
to
Empl.
Rates
29.5 37.6
45.6 53.7+
Supv
O/T
Title
Min. Max.
Steps
Ma)
3
51.9
3
4
NO
Supt. - Various
40.0 53.6
6
5.0
3
51.4
2 1
13
No
Supt.
46.9 54.4
6
8.0
4
43.5
4
2
No
Superintendent
35.8 43.6
4.0
3
42.3
3
5
No
St/Pk/Util Supt.
35.7 43.5
7
6.0
1
50.0
1
13
No
Maint. Supt.
48.9 50.0
3
1.0
2
42.5
2
8
No
PW Supt.
42.5 42.5
1
47.0
1
15
Yes
St/Util. Supt.
38.1 47.0
3
41.1
1 2
6
No
Supt -Various
40.2
1
40.6
1
9
Yes
Superintendent
30.2 40.6
4.0
Pending
9
No
PW Supervisor
31.9 45.6
45.56
1
40.0
1
6
No
PW Supt.
34.6 43.3
5
3.0
1
34.3
1
3
Yes
Superintendent
27.4 34.3
5
3.0
37.15
ROSEMOUNT JOB TITLE: PUBLIC WORKS DIRECTOR/BUILDING OFFICIAL
SURVEY JOB TITLE: DIRECTOR OF PUBLIC WORKS
Skill Level Top position involving responsibility for overall supervision and coordination over multiple departments comprising public works.
Example of Duties - Responsible for the operations of multiple departments, such as Streets, Highway, Utilities, Park and Engineering, which often comprise Public Works.
Minimum Qualifications - Bachelor's degree in Civil Engineering, Business Administration, etc., and at least 6-8 years' Street, Highway, Utilities, Park, or Engineering experience
including two years of supervisory experience OR equivalent.
All Rates Quoted Annually
WTD Waae Freauencv Distribution # of Salary Range Yrs
# of Mean Empl (Excluding Loncevity) # of to
Jurisdiction Empl. Rates 28.3 43.0 57.7 72.3+ Supv O/T Title Min. Max. Steps Ma;
Burnsville
1
73.5
1
47
No
Dir of PW/Plan
Eagan
1
68.5
1
45
No
Dir Public Works
Apple Valley
1
66.5
1
38
No
Director of PW
Lakeville
1
55.7
1
18
No
Env Res/PW Dir.
Inver Grove Heights
1
58.4
1
20
No
Dir Public Wks
West St. Paul
Pending
21
No
Dir PW
Hopkins
1
56.0
1
30
No
Public Works Dir.
Hastings
1
51.7
1
23
No
Dir Public Works
Moundsview
1
55.2
1
13
No
PW Dir/Eng.
Ramsey
Pending
13
No
City Engineer
North St. Paul
1
52.4
1
11
No
City Engineer
Shakopee
1
52.8
1
16
No
PW Dir/City Engineer
Chanhassen
1
46.5
1
20
No
City Eng/PW Dir.
Prior Lake
1
58.2
1
12
No
Dir PW
Chaska
1
47.2
1
15
No
Superintendent
Savage
1
57.7
1
24
No
Public Works Dir.
Group Statistic:
57.16
61.0 73.5
59.1 68.5
52.8 66.5
45.4 56.1
53.1 58.4
48.7 60.9
46.1 62.2
51.2
44.1 55.2
39.4 56.3
39.6 52.8
42.8 57.9
39.5 58.1
41.1 53.4
41.1 57.7
6 8.0
5.0
7 6.0
3 1.0
5 10.0
5 3.0
6 5.0
7 6.0
Public Works Director/Building Official
Page 2
All Rates Quoted Annually
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Wane Frequency Distribution
28.3 43.0 57.7 72.3+
Mendota Heights
1
52.5
1
Little Canada
1
38.8
1
Rosemount
1
49.0
1
Farmington
1
49.9
1
Lino Lakes
1
44.1
1
Group Statistic:
46.86
# of
Em pl
Supv 0/T Title
22
No
PW Dir.
4
Yes
Supt. PW
16
No
PW Dir/Bldg Off.
15
No
PW Director
9
No
PW Director
Salary Range
Yrs
(Excluding Lonnevity)
# of
to
Min. Max.
Steps
Ma
41.5 52.5
4
3.0
34.5 41.2
6
5.0
43.0 58.0
3
1.5
41.7 49.9
3
3.0
36.5 46.6
ROSEMOUNT JOB TITLE: ENGINEERING TECHNICIAN
SURVEY JOB TITLE: ENGINEERING TECHNICIAN 3
Skill Level - Intermediate position involving more complex non-professional engineering or land surveying duties requiring specialized knowledge and experience.
Example of Duties - Position involves field or office duties such as drafting, surveying, inspection or supervision over a small survey party. Maintains instruments, takes
measurements, keeps notes and makes drawings from interpretations of field notes.
Minimum Qualifications - Completion of an approved technical training program or technical education equivalent to 2 years' vocational school or college in highway
construction or civil engineering plus 3-5 years' experience OR equivalent.
All Rates Quoted Hourly
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Eagan
3
15.68
Lakeville
1
15.28
Inver Grove Heights
1
17.05
West St. Paul
2
14.22
Hopkins
1
14.40
Hastings
Pending
Yes
Robbinsdale
1
15.33
Ramsey
Pending
12.39
Shakopee
1
16.00
Chanhassen
1
14.46
Savage
1
16.15
Group Statistic:
15.42
Mendota Heights
1
17.19
Rosemount
1
14.20
Group Statistic: 15.70
Wane Frequency Distribution
10.92 13.26 15.60 17.94+
1 2
1
1
2
1
1
1
1
1
1
1
i
O/T Title
Yes
Eng. Tech.
Yes
Tech.3
Yes
Eng. Tech. 11
Yes
Eng. Tech. 2
Yes
Eng. Tech.
Yes
Eng. Aide 2
No
Eng. Tech.
Yes
Sr. Eng. Tech.
Yes
Tech.3
Yes
Eng. Tech. 11
Yes
Eng. Tech. III
Yes Eng. Tech.
Yes Eng. Tech.
Salary Range
Yrs
(Excluding Longevity)
# of
to
Min.
Max.
Steps
Ma>
14.20
16.47
6
8.0
12.97
15.50
7
6.0
16.56
17.05
3
1.0
12.17
14.92
12.39
16.74
6
8.0
9.51
13.58
4
3.0
13.24
17.41
12.64
18.06
12.00
16.00
4
3.0
14.18
19.18
12.11
16.15
4
3.0
14.14 17.19 4 3.0
12.17 16.44 3 1.5
ROSEMOUNT JOB TITLE: ENGINEERING AIDE 23
SURVEY JOB TITLE: ENGINEERING TECHNICIAN 4
Skill Level - Senior or lead position including complex duties involving directing, coordinating and participating in the most difficult non-professional engineering work requiring
extensive specialized knowledge and experience.
Example of Duties - Position involves complex non-professional engineering duties in field or office, such as preparing complex drawings, using level and transit, establishing and
computing grades and handling inspection assignments on projects. Can include LEAD responsibilities on projects.
Minimum Qualifications - Completion of an approved technical training program or technical education equivalent to 2 years' vocational school or college in highway
construction or civil engineering plus 5-6 years' experience OR equivalent.
All Rates Quoted Hourly
Union 0/T Title
No
No
WTD
Wage Frequency
Distribution
Sr. Proj. Coord.
# of
Mean
Tech.IV
No
Jurisdiction
Empl.
Rates
13.31 15.68
18.05 20.41 +
Burnsville
2
21.15
No
2
Lakeville
1
20.92
Eng. Coord.
1
South St. Paul
1
18.05
Yes
1
West St. Paul
1
16.98
1
Hastings
Pending
Robbinsdale
1
17.88
1
North. St. Paul
1
16.99
1
Shakopee
1
18.34
1
Chanhassen
1
18.42
1
Prior Lake
3
16.58
3
Savage
2
18.56
2
Group Statistic:
18.34
Mendota Heights
1
18.52
1
Group Statistic:
18.52
Union 0/T Title
No
No
Eng. Tech. IV
No
No
Sr. Proj. Coord.
Yes
Yes
Tech.IV
No
Yes
Eng. Tech. 3
Yes
Yes
Sr. Eng. Tech.
No
No
Sr. Eng. Tech.
No
Yes
Eng. Tech.
No
Yes
Eng. Coord.
No
Yes
Sr. Eng. Tech.
No
Yes
Eng. Tech. 4
No
Yes
Eng. Tech. IV
No Yes Sr. Eng. Tech.
Salary Range
18.34 4 3.0
Yrs
(Excluding Longevity)
# of
to
Min. Max.
Steps
Max
16.50 21.15
6
5.0
17.18 20.90
7
6.0
15.17 18.05
5
3.0
13.86 16.98
10.19 14.55
4
3.0
15.46 20.30
13.76
18.34 4 3.0
15.40
18.12
13.43
18.92
13.92
18.56 4 3.0
15.23 18.52 4 3.0
ROSEMOUNT JOB TITLE: CITY ENGINEER
SURVEY JOB TITLE: CITY/COUNTY ENGINEER a
Skill Level -Overall supervision and coordination over just the engineering function.
Example of Duties - Plans and implements engineering, design, construction, and maintenance activities.
Minimum Qualifications - Bachelor's degree in Civil Engineering or equivalent plus 6 or more years' government engineering experience including at least two years of
supervisory experience OR equivalent.
All Rates Quoted Annually
WTD
Wane Frequency Distribution
# of
Salary Range
Yrs
# of
Mean
Empl
(Excluding Lonnevity)
# of
to
Jurisdiction
Empl.
Rates
45.0 54.8 64.5 74.3+
Supv
0/T
Title
Min. Max.
Steps
Ma)
Burnsville
1
56.6
1
8
No
City Engineer
46.8 56.4
6
5.0
Lakeville
1
60.5
1
7
No
City Engineer
49.0 60.8
7
6.0
South St. Paul
1
54.0
1
30
No
City Engineer
54.0 54.0
West St. Paul
Pending
4
No
Proj. Engineer
58.1
Group Statistic:
56.97
Rosemount
1
45.0
1
2
No
City Engineer
39.0 52.0
3
1.5
Lino Lakes
1
53.0
1
1
No
City Engineer
40.5 54.0
Group Statistic:
49.0
ROSEMOUNT JOB TITLE: BUILDING INSPECTOR
SURVEY JOB TITLE: INSPECTOR 2
Skill Level - Full -performance inspection work involving the enforcement of laws and regulations concerning a single area or combination of areas, such as structural, electrical,
plumbing and heating and other codes.
Example of Duties - Position requiring inspection of one or more of the following types of construction -- footings and substructures, framing, heating, and ventilation, water an,
sewer systems, electrical wiring. Assists homeowners and contractors in the interpretations of various building codes.
Minimum Qualifications - 2-3 years' building, plumbing, heating or electrical inspection experience OR equivalent.
All Rates Quoted Hourly
Group Statistic: 17.35
Wage Frequency Distribution
11.62 14.52 17.42 20.32+
1
3
2
1
1
3
1 1
4
1
2
1
3
1
1
1
1
O/T
Title
WTD
# of
Steps
# of
Mean
Jurisdiction
Empl.
Rates
Burnsville
4
19.54
Eagan
1
18.65
Apple Valley
3
17.55
Lakeville
4
16.69
Inver Grove Heights
3
18.20
West St. Paul
1
18.44
Hopkins
3
17.30
Hastings
1
16.82
Andover
1
14.13
Ramsey
Pending
18.44
Chanhassen
4
16.77
Chaska
1
19.43
Savage
2
13.58
Group Statistic: 17.35
Wage Frequency Distribution
11.62 14.52 17.42 20.32+
1
3
2
1
1
3
1 1
4
1
2
1
3
1
1
1
1
O/T
Title
Salary Range
(Excluding Longevity)
Min. Max.
# of
Steps
Yrs
to
Ma)
Yes
Protect Insp. II
15.33
19.54
6
5.0
Yes
Lead Inspector
16.57
19.21
6
8.0
Yes
Inspector
15.14
17.84
4
3.0
Yes
Bldg/Plmb Insp.
14.05
18.20
7
6.0
No
Inspector
16.01
18.20
3
1.0
Yes
Sr. Tech/Bldg. Ins.
14.29
18.44
Yes
Inspector
13.67
18.47
6
8.0
No
Asst. Bldg. Insp.
16.82
Yes
Bldg. Inspector
11.30
14.13
3.0
Yes
Bldg. Official
13.54
19.35
Yes
Bldg./Mech. Insp.
15.40
20.84
No
Bldg. Inspector
16.58
21.54
Yes
Bldg. Inspector
12.34
16.45
4
3.0
Building Inspector
Page 2
All Rates Quoted Hourly
3/
Group Statistic: 17.53
WTD
Wage Frequency
Distribution
Salary Range
Yrs
# of
Mean
(Excluding Longevity)
# of
to
Jurisdiction
Empl.
Rates
11.62 14.52
17.42 20.32+
0/T
Title
Min. Max.
Steps
Ma>
Mound
1
18.91
1
No
Bldg. Official -
16.92 21.13
3
Mendota Heights
2
18.52
2
Yes
Code Enf. Officer
15.23 18.52
4
3.0
Little Canada
1
19.38
1
No
Building Official
15.26 19.38
6
5.0
Rosemount
1
15.68
1
Yes
Bldg. Inspector
13.22 17.85
3
1.5
Farmington
1
15.77
1
Yes
Building Official
13.16 15.77
3
3.0
Lino Lakes
1
15.94
1
No
Building Inspector
12.99 18.31
Group Statistic: 17.53
ROSEMOUNT JOB TITLE:
ASSISTANT BUILDING OFFICIAL
SURVEY JOB TITLE:
CHIEF INSPECTOR
Skill Level - First-line working supervisor over a type of inspection or the entire department.
Example of Duties - Supervises a department (or type of inspection
in large governmental units) in the administration of regulations pertaining to
construction and
zoning.
May
personally perform building
or other type of inspection.
Minimum Qualifications - Typically 4-5 years' building, plumbing, heating or electrical inspection experience plus some direction or supervision OR
equivalent.
All Rates Quoted Annually
WTD Wage Frequency
Distribution
# of
Salary
Range
Yrs
# of Mean
Empl,
(Excluding Longevity)
# of
to
Jurisdiction
Empl. Rates 33.6
39.3 45.0 50.6+
Supv.
O/T
Title
Min.
Max.
Steps
Ma>
Burnsville
1 47.3
1
8
No
Chief Bldg. Insp.
38.9
49.7
6
5.0
Eagan
1 55.3
1
12
No
Chief Bldg. Official
50.6
58.7
6
8.0
Apple Valley
1 43.6
1
4
No
Asst. PW/Bldg. Off.
35.8
43.6
4.0
Lakeville
1 46.9
1
6
No
Chief Bldg. Insp.
37.9
46.3
7
6.0
Inver Grove Heights
1 45.2
1
3
No
Chief Bldg. Off.
42.5
45.2
3
. 1.0
South St. Paul
1 42.7
1
1
Yes
Code Enforcement
34.8
42.7
West St. Paul
1 43.0
1
Yes
Bldg. Ins./Zone Ad.
31.1
43.0
Hopkins
1 42.9
1
4
No
Chief Inspector
34.3
46.3
7
10.0
Hastings
1 41.5
1
1
No
Bldg. Inspector
40.6
Andover
1 40.4
1
3
Yes
Bldg. Official
30.3
40.4
4.0
Robbinsdale
1 43.4
1
1
No
Bldg. Official
34.7
45.6
Shakopee
1 39.1 1
Yes
Bldg. Official
35.5
39.1
4
3.0
Chanhassen
1 40.6
1
4
Yes
Bldg. Official
35.5
48.0
Prior Lake
1 39.7
1
1
Yes
Bldg. Official
32.1
45.3
Savage
1 42.3
1
2
No
Bldg. Official
30.1
42.3
4
3.0
Group Statistic:
38.7
Ham Lake
1 35.0 1
1
Yes
Bldg. Official
28.0
35.0
5
3.0
Group Statistic:
35.0
ROSEMOUNT JOB TITLE: PATROL OFFICER
SURVEY JOB TITLE: PATROL OFFICER/DEPUTY SHERIFF 53
Skill Level - General duty police or patrol work.
Example of Duties - Protects life, safeguards property and maintains peace and order in the municipality or county through enforcement of laws and ordinances.
Minimum Qualifications - Completion of college or vocational -technical coursework in a law enforcement program or several years' law enforcement experience OR equivalent.
All Rates Quoted Hourly
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Wane Frequency
11.31 13.64
Distribution
15.98 18.31 +
Burnsville
34
19.18
1
1
4
28
Eagan
27
18.16
1
1
8
17
Apple Valley
20
18.57
Patrol Officer
4
18.78
16
Lakeville
16
18.98
Patrol Officer
1
3
12
Inver Grove Heights
15
17.58
2
1
2
10
South St. Paul
17
18.87
Patrol Officer
15.09
18.87
17
West St. Paul
15
16.83
4
12.02
18.49
11
Hopkins
Pending
Yes
Patrol Officer
14.17
17.79
3
Hastings
10
17.06
1
1
4
4
Robbinsdale
12
17.16
2
1
1
8
Moundsview
8
18.90
Patrol Officer
11.94
1
7
Ramsey
9
18.23
1
13.23
1
7
North St. Paul
10
17.74
Police Officer
1
3
6
Shakopee
Pending
Yes
Patrolman
12.94
17.26
4
Prior Lake
8
17.82
Patrol Officer
12.17
6
2
Chaska
8
18.03
Patrol Officer
14.99
8
5
Savage
Pending
Yes
Patrol Officer
11,49
17.97
6
Group Statistic: 18.23
Union
O/T
Title
Salary Range
(Excludina Longevity)
Min. Max.
# of
Steps
Yrs
to
Ma)
Yes
Yes
Police Officer
12.88
18.38
4
3.0
Yes
Yes
Police Officer
13.56
18.79
6
3.0
Yes
Yes
Patrol Officer
13.14
18.78
4
3.0
Yes
Yes
Patrol Officer
13.74
18.91
4
3.0
Yes
Yes
Patrol Officer
13.27
18.61
5
3.0
Yes
Yes
Patrol Officer
15.09
18.87
5
3.0
Yes
Yes
Police Officer
12.02
18.49
4
3.0
Yes
Yes
Patrol Officer
14.17
17.79
3
3.0
Yes
Yes
Officer
11.66
17.94
4
3.0
Yes
Yes
Patrol Officer
19.37
6
5.0
Yes
Yes
Patrol Officer
11.94
18.37
5
3.0
Yes
Yes
Patrol Officer
13.23
18.38
Yes
Yes
Police Officer
11.67
17.95
4
3.0
Yes
Yes
Patrolman
12.94
17.26
4
3.0
Yes
Yes
Patrol Officer
12.17
18.51
Yes
Yes
Patrol Officer
14.99
18.25
5
3.0
Yes
Yes
Patrol Officer
11,49
17.97
6
4.0
Patrol Officer
Page 2
All Rates Quoted Hourly
Jurisdiction
WTD Wage Frequency Distribution Salary Range Yrs
# of Mean (Excluding Longevity) # of to
Empl. Rates 11.31 13.64 15.98 18.31 + Union O/T Title Min. Max. Steps Ma>
Mound Pending
Mendota Heights 10 19.44
Rosemount 7 17.44
Farmington Pending
Lino Lakes 7 18.16
Group Statistic: 18.48
Yes
Yes
Patrol Officer
1 9 Yes
Yes
Patrol Officer
1 1 5 Yes
Yes
Patrol Officer
Yes
Yes
Patrol Officer
1 6 Yes
Yes
Police Officer
13.03
17.18
4
3.0
14.15
18.54
4
3.0
13.44
18.59
3
3.0
11.76
18.34
4
3.0
ROSEMOUNT JOB TITLE: PATROL TEAM SERGEANT
SURVEY JOB TITLE: POLICE/SHERIFF'S SERGEANT '55,
Skill Level - Police work involving supervision and coordination of the activities of a squad or shift of Patrol Officers or Deputy Sheriffs.
Example of Duties - Supervises the activities of a squad or shift of Patrol Officers or Deputy Sheriffs engaged in the protection of life and property and the enforcement of laws
and ordinances. Maintains police records, reviews reports, provides instruction to department personnel and coordinates the work of personnel assigned.
Minimum Qualifications - Several years' law enforcement experience, prior to moving into sergeant assignment.
All Rates Quoted Hourly
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Wane Frequency
17.88 19.54
Distribution
21.19 22.85+
Burnsville
10
23.52
Police Sergeant
23.35
10
Eagan
7
23.03
Yes
3
4
Apple Valley
7
23.30
No
1
6
Lakeville
Pending
2
2.0
Yes
Yes
Inver Grove Heights
3
22.88
4
3.0
3
South St. Paul
4
21.23
22.88
4
3.0
West St. Paul
5
20.77
5
21.23
Hopkins
Pending
Yes
Police Sergeant
19.88
20.77
Hastings
5
19.68
5
Sergeant
19.39
Robbinsdale
3
22.18
Yes
3
Sergeant
Moundsview
2
23.07
3.0
Yes
2
North St. Paul
Pending
22.18
3
2.0
No
Shakopee
Pending
18.46
23.07
5
3.0
Prior Lake
3
21.43
1
2
Chaska
2
21.28
Sergeant
2
19.14
Savage
Pending
No
Yes
Police Sergeant
15.45
Group Statistic: 22.25
Union
0/T
Title
Salary Range
(Excluding LL)ngevity)
Min. Max.
# of
Steps
Yrs
to
Ma>
Yes
Yes
Police Sergeant
23.35
23.92
Yes
Yes
Sergeant
22.58
23.71
No
Yes
Sergeant
21.59
23.41
2
2.0
Yes
Yes
Sergeant
15.05
20.02
4
3.0
Yes
Yes
Police Sergeant
20.91
22.88
5
3.0
Yes
Yes
Sergeant
21.23
21.23
Yes
Yes
Police Sergeant
19.88
20.77
1
0.5
Yes
Yes
Sergeant
19.39
20.42
1
1.0
Yes
Yes
Sergeant
12.42
19.11
4
3.0
Yes
Yes
Sergeant
20.29
22.18
3
2.0
No
No
Sergeant
18.46
23.07
5
3.0
Yes
Yes
Sergeant
Yes
Yes
Sergeant
18.32
19.14
2
1.0
No
Yes
Police Sergeant
15.45
21.78
Yes
No
Sergeant
21.28
Yes
Yes
Patrol Sergeant
19.28
19.56
2
1.0
Mendota Heights
3
22.10 3
No
No
Police Sergeant 18.10 22.01
Rosemount
2
19.60 2
Yes
Yes
Team Sergeant 13.44 19.60
Farmington
1
18.36 1
No
Yes
Sergeant 14.14 16.94
Lino Lakes
1
19.20 1
Yes
Yes
Police Sergeant
Group Statistic: 20.40
55
4 3.0
3 3.0
3 3.0
ROSEMOUNT JOB TITLE: LIEUTENANT
SURVEY JOB TITLE: POLICE/SHERIFF'S LIEUTENANT
Skill Level - Police work involving administrative and/or supervisory duties over all or a segment of the department.
Example of Duties - Performs administrative duties in maintaining other reports and records required int he department. May also train, schedule and supervise the activities of
Patrol Officers (Deputy Sheriffs) in their day-to-day patrol function.
Minimum Qualifications Several years' law enforcement experience, including 1 year supervisory experience OR equivalent prior to being assigned as a Lieutenant.
All Rates Quoted Annually
WTD
# of Mean
Jurisdiction Empl. Rates
Burnsville
1
53.4
Eagan
2
57.8
Inver Grove Heights
2
50.0
Moundsview
1
49.7
Prior Lake
1
49.6
Savage
1
44.9
Group Statistic:
5
48.84
Rosemount
1
43.0
Orono
Pending
6.0
Group Statistic: 43.0
Wage Freauencv Distribution
40.1 44.5 49.0 53.4+
1
2
2
1
1
1
1
# of
Empl
Supv O/T Title
6
No
Police Lt.
18
No
Lt.
28
No
Police Lt.
7
No
Lieutenant
14
No
Police Lieut.
14
No
Police Lieut.
Salary Range
Yrs
(Excluding Lonaevity)
# of
to
Min. Max.
Steps
Max
48.8 51.3
2
0.5
57.8
48.7 50.0
3
1.0
39.7 49.7
5
3.0
33.8 48.7
32.0 44.9
7
6.0
9 No Pol. Lieutenant 36.0 49.0 3 1.5
17 No Po Lieutenant 35.2 41.6 4 3.0
ROSEMOUNT JOB TITLE: LIEUTENANT Jr" -7
SURVEY JOB TITLE: POLICE/SHERIFF'S CAPTAIN
Skill Level - Assists in the overall administration, supervision and coordination of all or segment of Police or Sheriff's Department activities.
Example of Duties Supervises and coordinates all the activities of the Department as are delegated by the Chief or Sheriff. Is often the number two position in the Police or
Sheriff's Department.
Minimum Qualifications - Considerable law enforcement experience, including several years' supervisory experience.
i
All Rates Quoted Annually
WTD Waae Frequency Distribution # of Salary Range Yrs
# of Mean Empl (Excluding Longevity) # of to
Jurisdiction Empl. Rates 42.0 47.4 52.8 58.1+ Supv Off Title Min. Max. Steps Max
Burnsville
3
54.4 3
11
No
Police Captain
Eagan
1
62.4 1
64
No
Deputy Chief
Apple Valley
2
57.0 2
4
No
Captain
South St. Paul.
1
49.2 1
4
No
Captain
West St. Paul
Pending
29
No
Police Captain
Hopkins
1
51.1 1
21
No
Captain
Hastings
1
47.1 1
19
Yes
Captain
Shakopee
1
47.0 1
20
No
Deputy Chief
Group Statistic: 53.4
54.4
54.7
63.4
6
8.0
45.4
57.0
4
5.0
49.2
49.2
41.9
52.4
37.9
51.1
7
10.0
45.7
35.2
47.0
6
5.0
58
ROSEMOUNT JOB TITLE: POLICE CHIEF
SURVEY JOB TITLE: POLICE CHIEF; SHERIFF
Skill Level - Top position responsible for the supervision and coordination of a Police or Sheriff's Department.
Example of Duties - Plans, organizes, supervises and is responsible for all the operations of the Police or Sheriff's Department for the prevention or detection of criminal
activities and the protection of lives and property.
Minimum Qualifications - Extensive experience in a law enforcement agency, including considerable supervisory experience.
All Rates Quoted Annually
WTD
# of Mean
Jurisdiction Empl. Rates
Burnsville
1
69.3
Eagan
1
67.4
Apple Valley
1
66.5
Lakeville
1
61.0
Inver Grove Heights
1
55.0
South St. Paul
1
54.7
West St. Paul
Pending
49
Hopkins
1
60.0
Hastings
1
53.2
Robbinsdale
1
57.5
Moundsview
1
55.1
Ramsey
Pending
No
North St. Paul
1
50.0
Shakopee
1
49.7
Prior Lake
1
54.0
Chaska
1
52.0
Savage
1
54.4
'Group Statistic: 57.32
Wane Frequency Distribution
34.4 48.3 62.2 76.1+
1
1
1
1
1
1
1
1
1
# of
Empl
Supv
OIT
Title
Salary Range
(Excluding Longevity)
Min. Max.
# of
Steps
Yrs
to
Max
71
No
Police Chief
57.5
69.3
65
No
Police Chief
59.1
68.5
6
8.0
49
No
Chief
52.8
66.5
5.0
33
No
Police Chief
49.0
60.8
7
6.0
29
No
Dir. of Police
52.6
55.0
3
1.0
30
No
Police Chief
54.7
54.7
30
No
Police Chief
46.3
57.9
33
No
Police Chief
46.1
62.2
7
10.0
22
No
Police Chief
51.6
27
No
Police Chief
51.9
68.2
16
No
Police Chief
44.1
55.1
5
3.0
11
No
Police Chief
35.7
51.0
15
No
Police Chief
21
No
Police Chief
39,2
52.3
6
5.0
15
No
Police Chief
35.9
51.6
14
No
Police Chief
41.1
53.4
15
No
Police Chief
38.8
54.4
7
6.0
Police Chief 5
Page 2
All Rates Quoted Annually
WTD Wane Freguencv Distribution # of Salary Range Yrs
# of Mean Empl (Excluding Longevity) # of to
Jurisdiction Empl. Rates 34.4 48.3 62.2 76.1+ Supv O/T Title Min. Max. Steps Max
Mound
1
51.9 1
12
No
Police Chief
43.4
54.2
3
3.0
Mendota Heights
1
52.5 1
15
No
Police Chief
41.6
52.5
4
3.0
Rosemount
1
49.0 1
12
No
Police Chief
42.0
57.0
3
1.5
Farmington
1
47.4 1
8
No
Police Chief
39.6
47.4
3
3.0
Lino Lakes
1
44.2 1
14
No
Chief of Police
36.5
46.7
Group Statistic:
49.0
To
FIRE - LEVEL 1
Skill Level 1 - Volunteer firefighting Typical Title - VOLUNTEER FIREFIGHTER
Description - A member of volunteer fire department, performs general duty firefighting work involving the protection of life and property through combatting, extinguishing and
preventing fire.
NOTE: Shown below are the pay policies for Volunteer Firefighters in each unit of government, together with examples of actual pay for one -and two-hour fire calls and a one-
hour drill.
All rates quoted hourly. Averages shown for information purpose only, due to variability in pay practice.
Vadnais Pending
Heights
Savage 35 $6.55/hr $6.55/hr.
No $6.55 $13.10 $6.55
Examples of Actual Pay
For
Approx.
Pay Policy
1 -hour
2 -hour
1 -hour
Jurisdiction No.
Fire Calls --
Drills --
O/T
Fire Call
Fire Call
Drill
Burnsville 24
$4.00/hr, $6.60/hr after
$4.00/hr.
No
Varies
Varies
Varies
3 yrs` service
Eagan 150
$7.00/call
$10.00/training
No
$7.00
$7.00
$10.00
Apple 60
$7.60/hour
$7.60/hour
No
$7.60
$15.20
$7.60
Valley
Lakeville 70
No pay
No pay
No
None
None
None
Inver Grove 60
($4.25 per point) Pay
$4.25
No
Varies
Varies
Varies
Heights
based on accum. points
Hopkins 41
$8.00/call
$10.00/drill
No
$8.00
$8.00
$10.00
Hastings 37
$9.00/hr (city);
$8.00-$10.00/hr.
No
Varies
Varies
Varies
$11.00/hr (rural)
Andover 50
Based on time/type of fire (point system). Fire Chief determines by case.
No
Varies
Varies
Varies
Robbinsdale 30
$7.00/hr.
$7.00/hr.
No
$7.00
$14.00
$7.00
Ramsey 30
Based on $5.00
Based on $5.00 increments
No
$5.00
$5.00
$5.00
increments
North 40
$6.00/call
$6.00/drill
No
$6.00
$6.00
$6.00
St. Paul
Shakopee 35
$7.50/hr.
$7.501hr.
No
$7.50
$15.00
$7.50
Chanhassen 45
$7.00/hr.
$7.00/drill
No
$7.00
$14.00
$7.00
Prior Lake 36
$4.00/hr.
$2.00/hr.
No
$4.00
$8.00
$2.00
Chaska 40
$7.50/hr.
$7.50/drill
No
$7.50
$15.00
$7.50
Vadnais Pending
Heights
Savage 35 $6.55/hr $6.55/hr.
No $6.55 $13.10 $6.55
�O
VOLUNTEER FIREFIGHTER
Page 2
Examples of Actual Pay
For
Approx.
Pay Policy
1 -hour
2 -hour
1 -hour
Jurisdiction No.
Fire Calls --
Drills --
O/T
Fire Call
Fire Call
Drill
Mound 37
56.00/hr.
59.50/drill
No
$6.00
$12.00
$9.50
Mendota 35
$9.00/hr.
57.00/hr.
No
$9.00
$18.00
$7.00
Heights
Ham Lake 15-50
$7.00/call (Add'I $7 pd
56.00/drill
No
$7.00
$7.00
$6.00
for over 2 hrs.)
Rosemount 33
57.00/hr.
55.50/hr.
No
$7.00
$14.00
$5.50
Farmington 35
$6.14/hr.
56.14/drill
No
$6.14
$12.28
$6.14
72
FIRE CHIEF
Skill Level III - The top fire position in each unit of government in charge of entire department.
Description - Responsible for planning, development, implementation and evaluation of fire services. Oversees all phases of fire prevention, protection and suppression
and is closely involved in all fire investigating activities.
Minimum Qualifications Extensive experience in all areas in the provision of fire services including considerable supervisory experience.
--Rate Excluding-- --Range Longevity-- --Longevity if Applicable --
No. of Yrs to No. of Yrs to
Jurisdiction Full -Time Volunteer Pay Arrangement -- 0/T Title Min. Max. Steps Max Max Steps Max
Lakeville
$6,000 annually
No
Fire Chief
Inver Grove Heights
$690/month
No
Fire Chief
Apple Valley
$6,000/yr; fire call and drill pay
No
Fire Chief
Andover
$300/month plus incentive points No
Fire Chief
pay
Ramsey
Based on $5.00 increments
No
Fire Chief
Shakopee
$3,000/year plus $7.50/hr. per
No
Fire Chief
fire call/drill
Chanhassen
$1,700/yr.
No
Fire Chief
Prior Lake
$1,000 annual
No
Fire Chief
Chaska
$2,400 plus call & drill pay
No
Fire Chief
Vadnais Heights
Pending
Savage
$3,600/year
No
Fire Chief
Mound
$5,000 annual plus $6.50/hr
No
Fire Chief
call and $9.50 /drill
Mendota Heights
$9.00/hr call; $7.00/hr. drill
No
Fire Chief
Ham Lake
$425/year
No
Fire Chief
Rosemount
$7,200/year plus $7.00/hr call
No
Fire Chief
and $5.50/hr. drill
Farmington
$3,700.80/yr plus $6.14/hr call
No
Fire Chief
and $6.14/hour drill
73
ROSEMOUNT JOB TITLE: FIRE MARSHAL (20 hours/week)
SURVEY JOB TITLE: FIRE MARSHAL
Current
Annual Current
Full or
Member of
Pay as PT
Pay as FT
Jurisdiction
Part-time
Overtime
Fire Dept.?
Fire Marshal
Fire Marshal
Eagan
FT
Yes
Yes
33.9
Burnsvile
FT
Yes
Yes
46.1
Apple Valley
FT
No
Yes (Volunteer)
43.6
Lakeville
FT
No
No
34.6
Hopkins
FT
No
Yes
38.2
Hastings
FT
Yes
Yes
37.1
Andover
PT
Yes
Yes
$14.19/hour
Chanhassen
FT
Yes
Yes
36.2
Mound
PT
No
Yes
$3,1 00/year
Rosemount
PT
No
No
$16.33/hour
ROSEMOUNT JOB TITLE: ACCOUNTANT 74�pj
SURVEY JOB TITLE: ACCOUNTING CLERK 2
Skill Level - Intermediate -level position performing more complex operations in the department.
Example of Duties - Performs more complex checking, balancing and calculating operations on one or more segments in a complete and systematic set of records or accounts.
Judgment may be required in applying and/or occasionally interpreting policy or procedures. May reconcile accounts, bills, prepare monthly statements and generate routine
computer reports, etc. May assist Senior Accounting clerks in locating errors and completing reports. May assist in taking trial balances and may do accounting filing. Works
under direct supervision. typically, much of work performed is be operation of a visual display terminal.
Minimum Qualifications - 2-4 years of general accounting experience and/or understanding of basic accounting principles.
All Rates Quoted Hourly
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Eagan
1
12.83
Apple Valley
2
12.91
Lakeville
4
11.57
Inver Grove Heights
2
13.82
South St. Paul
1
13.97
Andover
1
9.90
Robbinsdale
1
10.24
North St. Paul
2
13.31
Shakopee
1
12.48
Chanhassen
1
13.15
Chaska
3
10.33
Group Statistic:
12.10
Mound
1 13.42
Group Statistic:
13.42
Wage Frequency Distribution
8.42 9.94 11.46 12.97 +
1
1
2 2
1
1
1
3
1
2
1
2
1
1
O/T Title
Yes
Acct. Clerk 4
Yes
Acctg. Tech
Yes
AP/Acct/Bld Ast.
Yes
Acct. Clerk 11
Yes
Accounting Clerk
Yes
Accounting Clrk
Yes
Utility Biller
Yes
Accounting Clerk
Yes
Acctg. Clerk
Yes
Account Clerk
Yes
Account Clerk
Yes Account Clerk
Salary Range
Yrs
(Excluding Longevity)
# of
to
Min. Max.
Steps
Max
11.41 12.83
8
8.0
10.53 14.42
4
3.0
9.71 12.80
7
6.0
13.44 13.82
3
1.0
11.76 13.97
5
3.0
8.02 9.90
3.0
8.85 11.64
9.36 12.48 4 3.0
12.36 16.72
9.35 12.14
11.93 14.91 3
�q
ROSEMOUNT JOB TITLE: ACCOUNTANT
SURVEY JOB TITLE: UTILITIES BILLING CLERK
Skill Level Top clerical -level position in the Utilities Billing function.
Example of Duties - Top clerical -level position in Utilities Billing. Performs the most complicated details of reconciling accounts and transactions where judgment must be used.
Complies financial billing statements and generates and reviews computer reports at regular intervals. May direct or check work of lower level billing personnel. Typically,
much of work performed is by operation of a visual display terminal.
Minimum Qualifications - 1 year of post high school training in accounting principles and 2-4 years of accounting experience. Does NOT include college accounting majors.
All Rates Quoted Hourly
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Wane Frequency
8.88 10.16
Distribution
11.43 12.71 +
O/T
Title
Salary Range
(Excludina Longevity)
Min. Max.
# of
Steps
Yrs
to
Ma:
Burnsville
1
13.28
1
Yes
Acct. Clerk II
10.35 13.28
6
5.0
Eagan
1
13.06
1
Yes
Util. Bill Clk.
12.32 13.87
8
8.0
Apple Valley
1
10.53
1
Yes
Acctg. Tech.
10.53 14.42
4
3.0
Lakeville
1
11.88
1
Yes
Ut. Bill. Clerk
10.80 12.80
7
6.0
South St. Paul
1
13.74
1
Yes
Chief Clk. Util.
11.54 13.74
5
3.0
West St. Paul
1
13.65
1
Yes
Util. Bill. Clk.
10.92 13.65
Hopkins
1
11.87
1
Yes
Senior Acct. Clk.
10.22 13.79
6
8.0
Moundsview
1
11.97
1
Yes
Utility Acct.
9.57 11.97
5
3.0
Chanhassen
1
12.50
1
Yes
Account Clerk
12.36 16.72
Prior Lake
1
10.78
1
Yes
Util. Bill. Clerk
9.62 13.00
Chaska
1
10.73
1
Yes
Util. Bill. Clerk
9.35 12.14
Savage
1
9.51
1
Yes
Util, Billing Cl.
9.51 12.68
4
3.0
Group Statistic:
11.95
Mound
1
12.66
1
Yes
Ut. Bill. Clk.
11.25 14.06
3
Lino Lakes
1
10.57
1
Yes
Utility Clerk
9.43 13.17
Group Statistic: 11.61
M
ROSEMOUNT JOB TITLE: ACCOUNTANT
SURVEY JOB TITLE: PAYROLL CLERK
Skill Level Senior -level position involving all phases of payroll preparation, validation, security and distribution.
Example of Duties - Ensures that the payroll is processed in a timely and accurate manner, assuring accounting distribution, governmental reporting/compliance, and the
preparation of necessary deductions. Updates payroll system by adding new employee and terminated employee information, and salary, tax and voluntary deduction changes.
Maintains vacation and sick leave records. Coordinates and processes any irregular payments. Communicates with employees and supervisors on all matters regarding payroll.
may provide training and work oversight to entry level clerical personnel. May coordinate with an outside payroll processing agency.
Minimum Qualifications - Bookkeeping/accounting coursework at the high school level with a minimum of 2 years' office experience and an additional 1-2 years' experience wits
financial records/payroll.
All Rates Quoted Hourly
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Wage Frequency Distribution
8.46 10.78 13.10 15.42 +
01T
Title
Eagan
1
12.83
1
Yes
Act. Clk. 4
Apple Valley
1
16.35
1
Yes
Payroll Acct.
West St. Paul
1
13.65
1
Yes
Payroll Clk.
Hopkins
1
13.79
1
Yes
Senior Acct. Clk.
Robbinsdale
1
11.00
1
No
Sr. Bookkeeper
Moundsview
1
12.40
1
Yes
Payroll Clerk
Savage
1
12.94
1
Yes
Payroll Clk.
Group Statistic: 13.28
Mound 1 12.66 1 Yes Payroll Clerk
Group Statistic: 12.66
Salary Range
Yrs
(Excluding Longevity)
# of
to
Min. Max.
Steps
Ma>
11.41 12.83
8
8.0
12.79 16.35
4
3.0
10.92 13.65
10.22 13.79
10.32 13.57
11.02 13.78
9.70 12.94
11.25 14.06
6 8.0
5 3.0
4 3.0
3
ROSEMOUNT JOB TITLE: ACCOUNTANT
SURVEY JOB TITLE: ACCOUNTING CLERK 3
Skill Level - top clerical -level position, performing the most complex responsibilities assigned to other than graduate accounting majors.
Example of Duties - Top clerical -level position in department or section. Responsible for one or more important phases of the accounting -related records. May perform the mo:
complicated details of general accounting, balancing accounts and journalizing transactions where judgment must be used as to account affected; taking trial balances,
compiling financial statements and generating and reviewing computer reports at regular intervals. May direct or check work of lower level accounting personnel. Typically,
much of work performed is by operation of a visual display terminal.
Minimum Qualifications - 1 year of post high school training in accounting principles and 4 + years of general accounting experience. Does NOT include college accounting
majors.
All Rates Quoted Hourly
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Wane Frequency
9.45 11.51
Distribution
13.58 15.64 +
O/T
Title
Salary Range
(Excluding Longevity)
Min. Max.
# of
Steps '
Yrs
to
Ma;
Burnsville
1
15.30
1
Yes
Acct. Clerk III
11.94
15.30
6
5.0
South St. Paul
1
14.10
1
Yes
Sr. Acct. Clk.
11.85
14.10
5
3.0
West St. Paul
1
13.65
1
Yes
Accts. Payable
10.92
13.65
Hopkins
1
12.48
1
Yes
Senior Acct. Clk.
10.22
13.79
: 6
8.0
Hastings
1
13.13
1
Yes
Sr. Acctg. Clerk
12.75
North St. Paul
1
14.27
1
Yes
Sr. Acctg. Clerk
Shakopee
1
17.70
1
Yes
Sr. Acctg. Clerk
13.28
17.70
4
3.0
Prior Lake
1
14.57
1
Yes
Sr. Acctg. Clerk
10.65
14.41
Chaska
1
13.93
1
Yes
Sr. Billing Clerk
11.55
15.00
Savage
1
12.76
1
Yes
Sr. Acctng. Clerk
9.57
12.76
4
3.0
Group Statistic:
14.26
Arden Hills
1
13.23
1
Yes
Sr. Acct. Clerk
10.58
13.23
5
3.0
Little Canada
1
14.71
1
Yes
Deputy Clerk
10.50
13.60
7
5.0
Ham Lake
1
13.00
1
Yes
Deputy Clerk
10.40
13.00
5
3.0
Rosemount
1
13.63
1
Yes
Accountant
11.20
15.12
3
1.5
Group Statistic:
13.64
ROSEMOUNT JOB TITLE: ACCOUNTANT
SURVEY JOB TITLE: ACCOUNTANT 1
Skill Level - Entry-level professional accounting position.
Example of Duties - Performs accounting work involving evaluation and ingenuity in maintaining a set of accounts, preparing financial reports and assisting in budget
preparations and other analyses. May assist higher-level accounting personnel and supervise the work of accounting clerks.
Minimum Qualifications - Bachelor's degree in Accounting, Finance, Business Administration OR equivalent. 0-2 years' experience.
All Rates Quoted Annually
Group Statistic: 29.1
WTD
Wage Frequency Distribution
Salary Range
Yrs
# of
Mean
(Excluding Lonoevity)
# of
to
Jurisdiction
Empl.
Rates
20.8 26.4 32.0 37.6+
O/T
Title
Min. Max.
Steps
Maa
Eagan
1
30.4
1
Yes
Accountant 1
29.5 34.2
6
8.0
Robbinsdale
1
28.0
1
No
Accountant
25.5 33.5
Group Statistic:
29.20
Mendota Heights
1
31.6
1
Yes
Accountant 1
26.0 31.6
4
3.0
Rosemount
1
27.7
1
Yes
Accountant
23.3 31.4
3
1.5
Farmington
1
27.9
1
Yes
Acctnt 1
23.3 27.9
3
3.0
Group Statistic: 29.1
94
ROSEMOUNT JOB TITLE: ACCOUNTANT
SURVEY JOB TITLE: ACCOUNTANT 2
Skill Level - Intermediate -level professional accounting position.
Example of Duties - Performs accounting work with a minimum of supervision involving evaluation and judgment in planning and carrying out assignments. may direct work of
accounting clerks.
Minimum Qualifications - Bachelor's degree in Accounting, Finance, Business Administration or equivalent plus 2-4 years' accounting experience OR equivalent.
All Rates Quoted Annually
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Wane Frequency Distribution
22.8 30.9 39.0 47.0+
O/T
Title
Salary Range
,(Excluding Longevity)
Min. Max.
# of
Steps
Yrs
to
Max
Eagan
1
41.9
1
No
Accountant 2
37.2 43.1
6
8.0
Apple Valley
3
34.0
3
Yes
Accountant
26.6 34.0
4
3.0
Lakeville
1
37.9
1
No
Accountant
31.4 37.9
7
6.0
Inver Grove Heights
1
47.8
1
No
Accountant 1
43.4 47.8
3
1.0
Hastings
1
32.0
1
Yes
Accountant
32.0
Moundsview
1
33.4
1
Yes
Accountant
26.7 33.4
5
3.0
Chaska
1
26.1
1
No
Accountant
24.0 31.2
Group Statistic:
35.68
Lino Lakes
1
22.8
1
Yes
Accountant 2
19.6 27.4
Group Statistic: 22.8
ROSEMOUNT JOB TITLE: ASSISTANT FINANCE DIRECTOR
SURVEY JOB TITLE: ACCOUNTANT 3
Skill Level - Top non -supervisory accounting work.
Example of Duties - Perform high-level accounting work in all areas of the department. Requires broad operations knowledge and ability to work independently, directs special
projects as scheduled or assigned.
Minimum Qualifications - Bachelor's degree in Accounting, Finance, Business Administration or equivalent plus at least 5 years' experience or equivalent.
All Rates Quoted Annually
Jurisdiction
# of
Empl.
WTD Wage Frequency Distribution
Mean
Rates 25.6 32.7 39.7 46.8+
O/T
Title
Salary Range
(Excluding Longevity)
Min. Max.
Yrs
# of to
Steps Max
Burnsville
1
36.9 1
No
Accountant
33.5 42.7
6 5.0
West St. Paul
Pending
No
Asst. Fin. Dir.
36.8 46.0
Hastings
1
40.3 1
No
Clerk/Treasurer
39.1
Group Statistic:
38.6
Lino Lakes
1
26.0 1
No
Accountant 3
22.3 31.1
Group Statistic:
26.0
4
ROSEMOUNT JOB TITLE: FINANCE DIRECTOR 81
SURVEY JOB TITLE: FINANCE DIRECTOR/AUDITOR/TREASURER
Skill Level - The top finance (accounting) position in each unit of government.
Example of Duties - Performs high-level accounting duties in the maintenance and control of municipal or county finance operations, including budget preparation, receipts and
disbursements, insurance, payroll, investments and the preparation of related financial reports.
Minimum Qualifications - Bachelor's degree in Accounting, Business Administration, Public Administration or equivalent and considerable finance/accounting experience includinc
2 years' supervisory experience OR equivalent.
All Rates Quoted Annually
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Wane Freauency Distribution
29.0 43.4 57.7 72.1+
# of
Empl
Supv
0/T
Title
Salary Range
(Excludina Longevity)
Min. Max,
# of
Steps
Yrs
to
Ma;
Burnsville
1
69.2
1
9
No
Chief Fin. Off.
56.9
69.2
Eagan
1
68.5
1
13
No
Fin. Dir./Cty. Clk.
59.1
68.5
6
8.0
Apple Valley
1
63.4
1
8
No
Fin. Dir.
52.8
66.5
5
Lakeville
1
61.8
1
28
No
Finance Director
49.0
60.8
7
6.0
Inver Grove Heights
1
56.0
1
5
No
Dir. of Finance
54.4
56.0
3
1.0
South St. Paul
1
52.0
1
6
No
Finance Dir.
52.0
52.0
West St. Paul
Pending
5
No
Finance Dir.
45.0
56.2
Hopkins
1
56.6
1
3
No
Finance Dir.
41.8
56.4
7
10.0
Hastings
1
46.3
1
6
No
Finance Dir.
46.3
Andover
1
39.3
1
5
No
Finance Dir.
31.8
42.3
5.0
Robbinsdale
1
59.0
1
7
No
Finance Dir.
56.0
73.7
Moundsview
1
53.9
1
3
NO
Fin. Dir./Treas.
43.1
53.9
5
3.0
Ramsey
Pending
5
No
Finance Officer
39.4
56.3
North St. Paul
1
49.0
1
5
No
Fin. Dir./Treas
Shakopee
1
55.4
1
2
No
Finance Dir.
41.6
55.4
6
5.0
Prior Lake
1
53.0
1
2
No
Finance Dir.
38.0
54.6
Chaska
1
46.8
1
12
No
Admin. Ser. Dir.
41.1
53.4
Savage
1
52.6
1
2
No
Finance Officer
37.4
52.6
7
6.0
Group Statistic: 51.92
Finance Director /
Page 2
All Rates Quoted Annually
Group Statistic: 46.83
WTD
Wane Frequency Distribution
# of
Salary Range
Yrs
# of
Mean
Empl
(Excluding Lonnevity)
# of
to
Jurisdiction
Empl.
Rates
29.0 43.4 57.7 72.1+
Supy
0/T
Title
Min. Max.
Steps
Ma)
Mound
1
49.9
1
3
No
Finance Director
43.4 54.2
3
Rosemount
1
48.0
1
3
No
Finance Director
42.0 57.0
3
2.0
Farmington
1
42.6
1
2
No
Finance Director
35.5 42.6
3
3.0
Group Statistic: 46.83
ROSEMOUNT JOB TITLE: DEPUTY REGISTRAR NOTE: Because few cities responded, data from all cities responding is included. 9�A
SURVEY JOB TITLE: SERVICE CENTER/LICENSE BUREAU REPRESENTATIVE
Skill Level - Experienced -level duties in processing licenses, permits, registrations, passport photos, certificates, applications and other service center transactions.
Example of Duties - Accepts, processes and issues a wide variety of forms and documents relating to licenses in the areas of marriage, motor vehicles, driver's, hunting and
fishing and passports; collects fees and payments; operates a cash register, adding machine, CRT and may operate a typewriter or other office machines; explains laws and
procedures to the public; assists in training of personnel; resolves technical problems; tabulates and prepares data for daily transaction reports.
Minimum Qualifications - One year of general clerical or public contact experience.
All Rates Quoted Hourly
Group Statistic 11.35
Rosemount
1 11.71
WTD
Wage Frequency Distribution
9.61
12.98 3 1.5
Salary Range
Pending
Yrs
Deputy Registrar
# of
Mean
Excelsior
Pending
Yes
(Excluding Longevity)
# of
to
Jurisdiction
Empl.
Rates
7.73 8.83 9.93 11.02+
0/T
Title
Min. Max.
Steps
Ma)
Roseville
1
10.41
1
Yes
Sr. License Clk.
9.36 11.45
3
White Bear Lake
Pending
Yes
License Clerk
8.37 10.06
4
3.0
Golden Valley
2
12.12
2
Yes
Mtr. Veh. Lia Clk.
11.03 12.12
4
2.0
Robbinsdale
2
11.05
2
Yes
MV Clerk III
8.85 11,64
Group Statistic 11.35
Rosemount
1 11.71
1 Yes
Deputy Registrar
9.61
12.98 3 1.5
Jordan
Pending
Yes
Deputy Registrar
11.39
11.39
Excelsior
Pending
Yes
Lic/Permit Spec.
8.92
12.74 5 3.5
Group Statistic: 11.71
ROSEMOUNT JOB TITLE: RECEPTIONIST
SURVEY JOB TITLE: TELEPHONE OPERATOR AND/OR RECEPTIONIST
Skill Level - Clerical position requiring two skills, such as typing plus knowledge or ability in a phase of operations requiring some work experience.
Example of Duties - Operates organization's telephone system. Head operators who have responsibility for supervising and training others should NOT be reported.
OR
Typically an entry-level position. Acts as receptionist to greet and direct visitors to the organization. May do incidental typing or clerical tasks.
Minimum Qualifications - 6-12 months' telephone operator experience or 1 year general clerical experience OR equivalent.
All Rates Quoted Hourly
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Wage Frequency Distribution
7.95 9.39 10.83 12.26 +
0/T
Title
Burnsville
1
10.44
1
Yes
Recept./Cashier
Apple Valley
2
12.55
2
Yes
Recept./Cashier
Lakeville
1
9.56
1
Yes
Receptionist
West St. Paul
1
10.24
1
Yes
Clk/Recept.
Hopkins
1
10.77
1
Yes
Receptionist
Andover
1
7.95
1
Yes
Receptionist
Robbinsdale
1
9.41
1
Yes
Receptionist
Moundsview
1
10.14
1
Yes
Receptionist
Ramsey
Pending
Yes
Receptionist
Shakopee
3
10.38
3
Yes
Receptionist
Chanhassen
2
11.05
1 1
Yes
Receptionist
Prior Lake
1
10.99
1
Yes
Receptionist
Chaska
1
8.04
1
Yes
Receptionist
Group Statistic: 10.36
Salary Range
Yrs
Longevity)
# of
to
,(Excluding
Min. Max.
Steps
Ma)
8.33 10.44
6
5.0
9.33 12.55
4
3.0
8.59 10.10
7
6.0
8.18 10.24
9.26 12.51
6
8.0
7.95 9.30
3.0
7.59 9.97
8.12 10.14
5
3.0
9.03 12.90
7.78 10.38
4
3.0
10.71 15.39
8.57 11.60
7.41 9.63
Receptionist
Page 2
All Rates Quoted Hourly
c14
WTD
Waae Freauency Distribution
Salary Range
Yrs
# of
Mean
(Excludina Lonaeyity)
# of
to
Jurisdiction
Empl.
Rates
7.95 9.39 10.83 12.26+
O/T
Title
Min. Max.
Steps
Ma)
Mound
1
11.27
1
Yes
Recept./Sec.
10.02 12.53
3
Mendota Heights
2
9.56
1 1
Yes
Clerk/Receptionist
8.63 10.49
4
3.0
Arden Hills
1
8.79
1
Yes
Receptionist/Clk. Typ.
8.79 11.01
5
3.0
Little Canada
1
8.00
1
Yes
Receptionist
7.00 9.85
7
5.0
Rosemount
1
10.12
1
Yes
Receptionist
8.67 11.71
3
1.5
Lino Lakes
1
9.22
1
Yes
Receptionist
8.19 10.48
Group Statistic:
9.50
ROSEMOUNT JOB_ TITLE: SECRETARY AIDE (part-time position
SURVEY JOB TITLE: SECRETARY C
Skill Level - First -level secretarial position.
Example of Duties - Usually assigned to a department and may work for more than one person. Types and uses transcription skills --either note -taking technique or transcription
machine. May operate work processing equipment or a personal computer with word processing software to produce repetitive letter, source documents, etc. Performs work
requiring judgment, experience and office knowledge in such matters as routing of mail and telephone calls, scheduling appointments and maintaining functional file systems.
Performs other related secretarial work of a routine nature.
Minimum Qualifications - 1-2 years of general clerical work experience.
All Rates Quoted Hourly
Jurisdiction
Burnsville
Eagan
Lakeville
Group Statistic:
WTD
Wane Frequency Distribution
Salary Range
Yrs
# of
Mean
(Excluding Longevity)
# of
to
Empl.
Rates
7.35 9.31 11.28 13.24+
O(T
Title
Min. Max.
Steps
Ma}
6
9.81
3 2 1
Yes
Secretary 1
8.55 11.46
6
5.0
10
11.26
6 4
Yes
Clerical Tech. 3
10.57 11.89
8
8.0
1
10.18
1
Yes
Secy./Recept.
8.59 10.10
7
6.0
10.68
ROSEMOUNT JOB TITLE: ADMINISTRATION SECRETARY PUBLIC WORKS SECRETARY 91
ECON. DEV./PERSONNEL SEC. BUILDING SECRETARY
POLICE SECRETARY PLANNING SECRETARY
SURVEY JOB TITLE: SECRETARY A
Skill Level - Highly -skilled secretarial position requiring keyboarding, detailed knowledge, experience and frequent use of judgment in performing personalized secretarial duties.
Example of Duties - Performs broad, varied secretarial duties and other responsibilities to relieve supervisor of administrative detail. Composes correspondence, prepares
periodic reports and conducts special projects. May utilize work processing equipment of personal computer and may be required to become proficient in the use of more than
one software package. Position requires considerable judgment and is typically performed under general or minimum supervision.
Minimum Qualifications - 5-6 years of secretarial work experience with thorough knowledge of department/organization operations and policies.
All Rates Quoted Hourly
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Wane Frequency
9.14 11.36
Distribution
13.58 15.79 +
01T
Title
Salary Range
(Excluding Longevity)
Min. Max.
# of
Steps
Burnsville
5
15.30
5
Yes
Secretary 111
11.94
15.30
6
Eagan
5
13.52
3
2
Yes
Sec.5
12.32
13.87
8
Apple Valley
5
13.99
1
4
Yes
Secretary
10.53
14.42
4
Lakeville
4
14.02
4
Yes
Dept. Secretary
11.93
14.16
7
Inver Grove Heights
4
11.86
4
Yes
Clerk 111
11.25
11.86
3
South St. Paul
7
13.72
4
3
Yes
Secretary
11.25
14.56
5
West St, Paul
2
12.86
2
Yes
Secretary 1
10.29
12.86
Hopkins
2
12.18
2
Yes
Secretary
10.22
13.79
6
Hastings
2
12.69
2
Yes
Police Sec.
12.40
Robbinsdale
4
11.78
1
3
Yes
Dept. Secretary
9.56
12.57
Moundsview
2
13.80
2
Yes
PW/Pol. Secretary
11.04
13.80
5
Ramsey
Pending
Yes
Secretary
9.93
15.48
North St. Paul
2
12.60
2
Yes
Secretary ,
Shakopee
4
12.72
4
Yes
Secretary
9.54
12.72
4
Chanhassen
3
13.74
1
2
Yes
Secretary
12.36
16.72
Chaska
3
10.74
2
1
Yes
Admin. Secretary
9.66
12.54
Savage
3
11.54
1
2
Yes
Secretary A
9.57
12.76
4
Grojjp Statistic: 13..12
Administrative Sec./Public Works Sec./Econ. Dev. Sec./Building Sec./Police Sec./Planning Sec.
Page 2
All Rates Quoted Hourly
WTD
Waae frequency Distribution
Salary Range
Yrs
# of
Mean
(Excluding Longevity)
# of
to
Jurisdiction
Empl.
Rates
9.14 11.36 13.58 15.79 +
0/T
Title
Min. Max.
Steps
Ma:
Mound
3
12.66
3
Yes
Secretary
11.25 14.06
3
Mendota Heights
3
12.20
1 2
Yes
Secretary
10.52 12.78
4
3.0
Little Canada
1
11.25
1
Yes
Secretary
9.00 11.85
7
5.0
Rosemount
5
13.37
2 3
Yes
Secretary-Var
11.20 15.12
3
1.5
Lino Lakes
3
10.46
3
Yes
Secretary
9.43 13.17
Group Statistic: 12.72
ROSEMOUNT JOB TITLE: PROGRAM DIRECTOR
aD
SURVEY JOB TITLE: RECREATION SUPERVISOR 1
Skill Level - Entry-level professional position in recreation.
Example of Duties - Supervises a certain segment of the recreation program or assists others int he overall implementation of the recreation
program.
Minimum Qualifications - 0-2 years' experience administering/implementing recreation programs
OR equivalent.
All Rates Quoted Annually
WTD Wane Frequency Distribution
Salary Range
Yrs
# of Mean
(Excluding Longevity)
# of
to
Jurisdiction Empl. Rates 20.0 25.8 31.6 37.3+
O/T
Title
Min. Max.
Steps
Ma>
Eagan 2 35.4 2
No
Rec. Supv. 1
31.9 37.0
6
8.0
Apple Valley 2 29.7 3
Yes
Rec. Specialist
24.3 31.5
4
3.0
Chanhassen 1 30.1 1
Yes
Rec. Supv. 1
29.5 39.8
Chaska 1 21.9 1
No
Rec. Supervisor
24.0 31.2
Group Statistic: 30.3
Rosemount 1 20.0 1
Yes
Program Director
20.0 26.0
3
1.5
Farmington 1 24.3 1
Yes
Recreation Mgr.
23.3 27.9
3
3.0
Group Statistic: 22.2
ROSEMOUNT JOB TITLE: ASST. DIRECTOR OF PARKS & REC.
SURVEY JOB TITLE: RECREATION SUPERVISOR 2
Skill Level - Experienced -level professional recreation position.
Example of Duties - Specializes in heading up a certain segment of the recreation program or assists Director of Parks and Recreation in the overall implementation of the
recreation program.
Minimum Qualifications - 3-5 years' experience administering/implementing recreation programs OR equivalent.
All Rates Quoted Annually
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Wage Frequency Distribution
14.9 23.6 32.2 40.9+
# of
Empl.
Supv.
O/T
Title
Salary Range
(Excluding Longevity)
Min. Max.
# of
Steps
Yrs
to
Ma>
Burnsville
1
44.4
1
1
No
Fac./Prog. Supv.
34.8
44.4
6
5.0
Eagan
1
43.1
1
2
No
Rec. Superintendent
37.2
43.1
6
8.0
Apple Valley
1
37.1
1
3
No
Rec. Supv.
31.5
37.1
4.0
Lakeville
1
37.1
1
1
No
Rec. Supv.
31.4
37.9
7
6.0
Inver Grove Heights
1
38.3
1
No
Rec. Supervisor
34.7
38.3
3
1.0
South St. Paul
1
37.3
1
2
Yes
Program Dir.
West St. Paul
1
38.4
1
Yes
Rec. Prog. Dir.
30.7
38.4
Hopkins
1
38.2
1
1
No
Comm. Ctr. Coord.
28.4
38.2
7
10.0
Robbinsdale
1
37.2
1
1
No
Rec. Supervisor
32.1
42.2
Moundsview
1
33.4
1
0
No
Pk/Rec. Admin. As.
26.7
33.4
Shakopee
1
41.7
1
0
No
Prog. Supv.
31.3
41.7
6
5.0
Chanhassen
1
39.8
1
1
No
Park & Rec. Coord.
35.5
48.0
Prior Lake
1
30.8
1
1
No
Rec. Supv.
26.1
36.1
Group Statistic:
38.2
Arden Hills
1
31.2
1
No
Program Supr.
29.4
36.8
5
3.0
Rosemount
1
35.0
1
2
Yes
Adm.. Asst. Pk. & Rec.
29.0
40.0
3
1.5
Lino Lakes
1
24.0
1
No
Recreation Supv.
22.3
31.1
Group Statistic: 30.1
ROSEMOUNT JOB TITLE: DIRECTOR OF PARKS & RECREATION M. `/
SURVEY JOB TITLE: DIRECTOR OF PARKS & RECREATION
Skill Level - Top position involving overall responsibility for recreation activities in a unit of government.
Example of Duties - Has overall responsibility for organizing, promoting and directing various governmental recreational programs. May also have the responsibility for planning
and supervising park development and maintenance, especially in the smaller units of government.
Minimum Qualifications - Considerable experience in recreation and/or park development and maintenance including 2 years of supervisory experience OR equivalent.
All Rates Quoted Annually
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Wage Frequency Distribution
26.5 40.5 54.6 68.6+
Burnsville
1
64.1
to
1
Eagan
1
63.4
Ma>
1
Apple Valley
1
58.8
1
Lakeville
1
56.0
8.0
1
Inver Grove Heights
1
53.4
1
Parks & Rec. Director
South St. Paul
1
47.7
1
Dir. of Parks & Rec.
West St. Paul
Pending
3
1.0
Parks & Rec. Director
Hastings
1
47.1
1
Dir. Parks & Rec.
Robbinsdale
1
46.8
1
Parks & Rec. Director
Moundsview
1
48.8
1
Parks & Rec. Director
North St. Paul
1
44.1
1
Pk/Rec/For Dir.
Prior Lake
1
49.3
1
Recreation Director
Chaska
1
46.2
1
Parks & Rec. Director
Savage
1
37.2
1
Dir. Parks & Rec.
Group Statistic: 47.4
# of
Em pl.
Supv. O/T
25 No
20 No
25 No
9 No
6 No
4 No
7 No
6 No
9 No
13 No
15 No
6 No
15 No
3 No
Salary Range
Yrs
(Excluding Longevity)
# of
to
Title
Min.
Max.
Steps
Ma>
Dir. of Parks & Rec.
54.5
65.7
Dir. of Parks & Rec.
54.7
63.4
6
8.0
Dir. of Parks & Rec.
52.8
66.5
Parks & Rec. Director
45.4
56.1
7
6.0
Dir. of Parks & Rec.
51.7
53.4
3
1.0
Parks & Rec. Director
47.7
47.7
Dir. Parks & Rec.
40.7
50.8
Parks & Rec. Director
46.3
Parks & Rec. Director
44.5
58.6
Pk/Rec/For Dir.
39.0
48.8
5
3.0
Recreation Director
Parks & Rec. Director
33.8
48.7
Dir. Parks & Rec.
41.1
53.4
Parks/Rec. Coord.
26.6
37.2
7
6.0
Director of Parks & Rec.
Page 2
All Rates Quoted Annually
m q
WTD
Wage Frequency Distribution
# of
Salary Range
Yrs
# of
Mean
Empl.
(Excluding Longevity)
# of
to
Jurisdiction
Empl.
Rates
26.5 40.5 54.6 68.6+
Supv.
O/T
Title
Min. Max.
Steps
Ma>
Arden Hills
1
37.4
1
4
No
Parks Dir.
34.2 42.8
5
3.0
Little Canada
1
31.1
1
No
Dir. of Parks & Rec.
Rosemount
1
49.0
1
7
No
Dir. Parks & Rec.
41.0 56.0
3
1.5
Farmington
1
45.0
1
8
No
Dir. Parks & Rec.
37.6 45.0
3
3.0
Lino Lakes
1
33.7
1
1
No
Pk. Rec. For. Coord.
27.0 38.1
Group Statistic:
39.2
ROSEMOUNT JOB TITLE: ASSISTANT PLANNER
SURVEY JOB TITLE: PLANNER
Skill Level Entry-level professional planning position.
Example of Duties - Performs professional work in community planning or related area where an understanding of basic concepts, principles and techniques of planning is
required. Often assists planners of a higher class on assignments.
Minimum Qualifications - Bachelor's degree in Business Administration, Public Administration, Urban/City Planning OR equivalent. 0-2 years' experience.
All Rates Quoted Annually
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Wage Frequency Distribution
22.2 26.7 31.3 35.8+
Eagan
3
34.2
3
Moundsview
1
28.4
1
Ramsey
Pending
3.0
24.4 34.9
Shakopee
1
28.9
1
Chanhassen
1
27.8
1
Chaska
1
34.7
1
Group Statistic:
31.8
Rosemount
1
27.0
1
Farmington
1
37.7
1
Group Statistic: 32.4
O/T Title
No
Project Planner
Yes
Planning Tech.
Yes
Project Mgr.
No
Asst. Planner
No
Planner 1
No
Planner
Yes Asst. Planner
Yes City Planner
Salary Range
Yrs
(Excluding Longevity)
# of
to
Min. Max.
Steps
Ma>
31.9 37.0
6
8.0
25.2 31.5
5
3.0
24.4 34.9
28.9 38.6
6
5.0
25.7 34.8
32.5 42.3
27.0 37.0 3 1.5
31.5 37.7
ROSEMOUNT JOB TITLE: DIRECTOR OF PLANNING 163
SURVEY JOB TITLE: DIRECTOR OF PLANNING (PLANNING ONLY)
Skill Level - Top position in planning.
Example of Duties - Manages and directs all activities in the planning department. Responsible for budget, staff, planning strategies into the future, and broad operational
knowledge.
Minimum Qualifications - Extensive experience in performing urban/city planning including several years of project responsibility and/or supervision of others.
All Rates Quoted Annually
Salary Range
(Excluding Longevity)
Min. Max.
# of
Steps
WTD
Wage Freouencv Distribution
# of
5.0
46.9 54.4
6
# of
Mean
Empl.
42.2 43.4
3
Jurisdiction
Empl.
Rates
28.6 41.2 53.8 66.4+
Supv.
O/T
Title
Burnsville
1
42.9
1
3
No
City Planner
Eagan
1
51.2
1
5
No
City Planner
Apple Valley
1
45.9
1
4
No
City Planner
Inver Grove Heights
1
43.4
1
2
No
Planning Supv.
Hastings
1
38.5
1
No
City Planner
Andover
1
28.6
1
1
Yes
City Planner
Chanhassen
1
50.6
1
1
No
Dir. of Planning
Prior Lake
1
50.2
1
4
No
Dir. Planning
Savage
1
44.3
1
1
No
City Planner
Group Statistic:
44.0
Rosemount
1
45.0
1
2
No
Dir. of Planning
Group Statistic:
45.0
Salary Range
(Excluding Longevity)
Min. Max.
# of
Steps
Yrs
to
Ma>
38.9 49.7
6
5.0
46.9 54.4
6
8.0
38.2 45.9
42.2 43.4
3
1.0
38.5
23.0 28.7
4.0
42.8 57.9
33.8 48.7
31.6 44.3
7
6.0
41.0 56.0 3 1.5
ROSEMOUNT JOB TITLE: ADMINISTRATIVE ASSISTANT
SURVEY JOB TITLE: CITY CLERK
Skill Level - Duties are a combination of clerical support, record-keeping, administrative detail and inter -function organizing.
Example of Duties - Personally performs or directs the performance of duties associated with voter registration, election arrangements, minutes of council meetings, other
official records, licenses, etc., as required by law.
Minimum Qualifications - Varies
All Rates Quoted Hourly
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Wane Frequency
8.26 13.45
Distribution
18.64 23.83 +
O/T
Title
Burnsville
1
18.63
1
5.0
No
City Clerk
Apple Valley
1
22.07
6.0
1
No
City Clerk
Lakeville
1
16.91
1
6
Yes
City Clerk
Inver Grove Heights
1
17.13
1
No
Clerk IV
Andover
1
14.11
1
Yes
City Clerk
Shakopee
1
20.07
1
No
City Clerk
Savage
1
15.04
1
Yes
City Clerk
Group Statistic:
17.70
Mound
1
19.71
1
No
City Clerk
Mendota Heights
1
24.29
1
No
City Clerk
Arden Hills
1
17.36
1
No
Deputy Clerk
Lino Lakes
1
15.11
1
No
Clerk Treasurer
Group Statistic:
19.12
Salary Range
19.95 3
Yrs
(Excluding Longevity)
# of
to
Mina Max.
Steps
Max
16.09 20.53
6
5.0
18.37 22.07
4.0
14.05 16.86
7
6.0
15.66 17.13
3
1.0
11.27 14.11
3.0
15.05 20.07
6
5.0
14.10 18.80
4
3.0
15.96
19.95 3
19.99
24.29 4 3.0
15.05
18.80 5 3.0
12.98
18.30
ROSEMOUNT JOB TITLE: ADMINISTRATIVE ASSISTANT R-07
SURVEY JOB TITLE: ADMINISTRATIVE ASSISTANT
Skill Level - Professional administrative assistant position.
Example of Duties - Assists high-level administrators in a specific phase of government administration, such as personnel, finance, planning, public works, police, etc., or may
perform a variety of projects as assigned.
Minimum Qualifications - Bachelor's degree in Business Administration, Public Administration OR equivalent.
All Rates Quoted Annually
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Wage Frequency Distribution
24.5 31.1 37.8 44.4+
O/T
Title
Salary Range
(Excluding Longevity)
Min. Max.
# of
Steps
Yrs
to
Max'
Burnsville
1
37.4
1
No
Admin. Asst.
30.8 39.3
6
5.0
Eagan
1
43.1
1
No
Admin. Asst.
37.2 43.1
6
8.0
Apple Valley
1
36.7
1
No
Asst. to Adm.
33.3 38.7
4.0
Lakeville
1
33.7
1
No
Research Analys.
29.2 35.1
7
6.0
Inver Grove Heights
1
50.0
1
No
Admin. Asst.
45.4 50.0
3
1.0
South St. Paul
1
33.6
1
No
Admin. Asst.
33.6
Robbinsdale
1
39.0
1
No
Adm/Ast/Mgt. Ani.
37.5 49.3
Chaska
1
36.7
1
No
Admin. Asst.
32.5 42.3
Savage
1
36.3
1
No
Admin. Assistant
27.3 38.3
7
6.0
Group Statistic:
38.5
Mendota Heights
1
41.5
1
No
Admin. As
34.1 41.5
4
3.0
Rosemount
1
42.0
1
No
Admin. Asst.
36.0 49.0
3
1.5
Farmington
1
40.1
1
No
Adm. Asst.
33.5 40.1
3
3.0
Lino Lakes
1
33.1
1
No
Asst. to Adm.
36.5 46.7
Group Statistic:
39.2
3
ROSEMOUNT JOB TITLE: ADMINISTRATIVE ASSISTANT /73
SURVEY JOB TITLE: DEPUTY/ASSISTANT MANAGER/ADMINISTRATOR
Skill Level - Experienced professional position in public administration below the top Administrator.
Example of Duties - Performs specialized duties as assigned by Administrator of government unit. May act as the Administrator during the Administrator's absence.
Minimum Qualifications - Bachelor's degree in Business Administration, Public Administration or equivalent and 5 years' supervisory/administrative experience in a governmental
unit OR equivalent.
All Rates Quoted Annually
WTD Waoe Freouency Distribution
# of Mean
Jurisdiction Empl. Rates 41.2 56.0 70.8 85.5+
# of
Em pl.
Supv. OR Title
Salary Range Yrs
(Excludina Longevity) # of to
Min. Max. Steps Max
South St. Paul
1
44.9
1
2
No
Admin. Ser. Dir.
44.9
West St. Paul
Pending
2
No
City Clerk/Asst. Mgr.
42.4
53.1
Hopkins
1
49.2
1
2
No
Asst. City Mgr.
37.9
51.1 7
Shakopee
1
46.5
1
9
No
Asst. City Adm./CO
34.8
46.5 6
Chanhassen
1
45.7
1
No
Asst. Manager
39.2
53.1
Prior Lake
1
41.6
1
1
No
Asst. City Mgr.
33.8
48.7
Group Statistic: 45.6
10.0
5.0
ROSEMOUNT JOB TITLE: _CITY ADMINISTRATOR 1
SURVEY JOB TITLE: CITY MANAGER/ADMINISTRATOR/COUNTY ADMINISTRATOR
Skill Level - Top administrator in municipality, county or related government unit.
Example of Duties - Carries out the policies established by the Board, Council or Commission for the efficient administration of the county's or municipality's business. Duties
include coordinating the administration of all county or municipal departments, developing the annual budget, preparing for and attending board or council meetings, providing
information to the public concerning government business, supervising the maintenance of records and making recommendations for the improvement of efficient administration
of the affairs of the governmental unit.
Minimum Qualifications - Requires managerial, administrative and educational experience necessary for the management of a governmental unit.
All Rates Quoted Annually
Jurisdiction
# of
Empl.
WTD
Mean
Rates
Wane Frequency Distribution
27.3 46.0 64.7 83.4+
# of
Empl.
Supv.
O/T
Title
Salary Range
(Excluding Longevity)
Min. Max.
# of
Steps
Yrs
to
Max
Burnsville
1
79.2
1
230
No
City Manager
79.2
79.2
Eagan
1
79.9
1
173
No
City Administrator
68.9
79.9
6
8.0
Apple Valley
1
74.7
1
145
No
City Administrator
Lakeville
1
77.2
1
120
No
City Administrator
60.6
75.7
7
6.0
Inver Grove Heights
1
70.0
1
85
No
City Administrator
63.6
70.0
South St. Paul
1
58.5
1
108
No
City Administrator
58.5
58.5
West St. Paul
Pending
95
No
Mgr.
57.9
72.3
Hopkins
1
66.0
1
101
No
City Manager
56.1
75.8
Hastings
1
57.9
1
85
No
Adm.
57.9
Andover
1
60.2
1
26
No
City Administrator
46.6
62.1
5.0
Robbinsdale
1
70.0
1
150
No
City Manager
Moundsview
1
59.7
1
53
No
City Administrator
47.8
59.7
5
3.0
Ramsey
1
49.2
1
45
No
City Administrator
43.2
61.7
North St. Paul
1
74.8
1
48
No
City Manager`
Shakopee
1
64.4
1
58
No
Adm.
48.3
64.4
6
5.0
Chanhassen
1
59.3
1
49
No
City Manager
51.1
69.1
Prior Lake
1
55.9
1
47
No
Mgr.
47.2
70.7
Chaska
1
59.5
1
90
No
Adm.
53.8
69.9
Savage
1
56.5
1
80
No
City Administrator
44.6
62.6 7
6.0
City Administrator
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Page 2
f
I
Group Statistic:
65.2
All Rates Quoted Annually
WTD
Waste Frequency Distribution
# of
Salary Range
Yrs
# of
Mean
Empl.
(Excluding Longevity)
# of
to
Jurisdiction
Empl.
Rates
27.3 46.0 64.7 83.4+
Supv.
O/T
Title
Min. Max.
Steps
Max
Mound
1
61.8
1
37
No
City Manager
50.0 62.4
3
Mendota Heights
1
55.1
1
41
No
Adm.
Little Canada
1
48.7
1
11
No
City Admin.
Ham Lake
1
48.0
1
9
No
Adm/Clerk/Treas.
39.0 48.0
5
3.0
Rosemount
1
63.0
1
49
No
Administrator
51.0 69.0
3
1.5
Farmington
1
52.3
1
52
No
City Administrator
43.7 52.3
3
3.0
Group Statistic: 54.8