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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 g& bi,4 TR 7?r4k ,= M 'TT s ^lh�eG.t.tl b C_//t_s IF - - - A 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 T 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 / 1 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