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HomeMy WebLinkAbout6.e. Approve Hiring of Director of PlanningCITY OF ROSEMOUNT EXECUTIVE SUMMARYFORACTION CITY COUNCIL MEETING DATE: MAY 71 1991 AGENDA ITEM: DIRECTOR OF PLANNING = APPROVE AGENDA SECTION: APPOINTMENT NEW BUSINESS PREPARED BY: STEPHAN JILK,-CITY ADMINISTRATOR AGENDA Nfl EjVj 6 E - ATTACHMENTS: MEMO, AP VED BY. SALARY PACKAGE This item consists of a recommendation for appointing a new Director of Planning for the City of Rosemount. The interview and selection team consisting of Council Members Sheila Klassen and Dennis Wippermann and City Administrator Stephan Jilk completed a screening process and a interview for this position and recommend the appointment of Lisa Freese to the position of Director of Planning at a starting salary of $42,000 plus all other benefits normally provided to Department Heads for the City as outlined in the attached memo. Lisa's effective starting date would be June 3, 1991; RECOMMENDED ACTION: Motion to approve the recommendation, as outlined in the memo from the administrator for the appointment of Lisa Freese as the Director of Planning for the City of Rosemount. COUNCIL ACTION: TO: Mayor Napper Council Members Klassen, Oxborough, Willcox, Wippermann FROM: Stephan Jilk, City Administrator DATE: May 3, 1991 RE: Planning Director Appointment Following the receipt of some 35 applications for the position of Director of Planning a screening process was completed to choose some six persons to interview. This screening and selection process was completed by the team consisting of Council Members Klassen and Wippermann and myself. On Saturday, April 27, this team interviewed the six applicants. Based upon the initial screening of applications and resumes and the interviews that were held, the team chose one candidate to consider for appointment. This candidate was Lisa Freese. On Monday, April 29th references for Ms. Freese were contacted and those references were all very positive. Based upon this process the interview team wishes to recommend the appointment of Lisa Freese to the position of Director of Planning for the City of Rosemount effective June 3, 1991 at a starting salary of $42,000 and other benefits. This employment package is outlined in the attached letter to Ms. Freese. lj eity of (Rosemount PHONE (612) 423-4411 2875 - 145th Street West, Rosemount, Minnesota MAYOR FAX (612) 423-5203 Mailing Address: Vernon Napper P. 0. Box 510. Rosemount, Minnesota 55068-0510 COUNCILMEMBERS Sheila Klassen May 2, 1991 John Oxborough Harry Willcox Dennis Wippermann ADMINISTRATOR Lisa Freese Stephan Juk 1124 E. Hawthorne Ave. St. Paul, MN 55106 Dear Ms. Freese: Thank you for considering your appointment as the Director of Planning for the City of Rosemount. I enjoyed the opportunity to discuss the City's offer of employment with you. As I had indicated I would follow up our phone conversation with this letter of confirmation. The following would be the City's offer to you and as such I would outline the salary and benefits you would receive upon your appointment. 1. Salary - Beginning Salary of $42,000 per year. - Upon serving a successful six month probation you would be given a $1000 increase to $43,000 a year. - You would receive whatever annual adjustment which was granted to the department head salary ranges on January 1, 1992 and January 1, 1993. - After 18 months of employment or one year from the completion of your probationary period, you would move to the mid -point of your salary range. In 1991 that mid -point is $46,485.00. 2. Auto Allowance - Department Heads are granted a auto allowance for all travel within the seven county Metro Area of $175 per month or $2,100 a year. This is in addition to the salary referenced in No. 1. above. 3. Benefits - You would receive all benefits offered non-union employees as outlined in the attached resolution and as I referenced in our phone conversation. 4. Physical - You would be required to complete, at City expense, a pre- employment physical. 5. Starting Date - As we discussed, I would hope to have you begin as soon as possible and that the June 3rd date is acceptable. I hope this reflects our discussion and your understanding of the City's offer. We truly look forward to your joining our staff. lj Enclosure *Sincerk City Administrator (Svery1hing's Cooming (Up Rosem.ount1.1 C) 100x.,......."" CITY OF ROSEMOUNT DAKOTA COUNTY, MINNESOTA RESOLUTION 1991 - 17 A RESOLUTION OUTLINING NON-UNION FULL-TIME STAFF SALARY AND BENEFITS FOR 1991 WHEREAS, the City Council of the City of Rosemount has reviewed certain salary and benefit adjustments for the non-union full-time city staff; and WHEREAS, the City Administrator has provided supporting information as to recommending salary and benefits adjustments for 1991; and WHEREAS, the City Council has reviewed a proposed policy for implementing annual adjustments and employment step adjustments in 1991 and beyond (this policy is attached as Exhibit "A") along with implementing other benefit changes as proposed by city administration; and WHEREAS, the City Council of the City of Rosemount feels it is appropriate to institute such recommended changes. NOW THEREFORE BE IT RESOLVED, all non-union positions as set which salary schedule will be Adjustment Policy (Exhibit "A" following benefit schedule be will become effective January A. Holidays: that the salary ranges are to be set for out in Exhibit "B" to this resolution, implemented as set out in the Salary to this resolution), and that the adopted for all non-union city staff and 1, 1991: 1. New Years Day 7. Columbus Day 2. Martin Luther King Day 8. Veterans Day 3. Presidents Day 9. Thanksgiving Day 4. Memorial Day 10. Friday following 5. Independence Day Thanksgiving Day 6. Labor Day 11. Christmas Day B. Vacation.: Vacation shall be earned by non -union -full-time staff monthly per the following schedule, beginning January 1, 1991: 1st year of employment .67 day/mo. (8 days) 2nd thru 3rd year of employment 1 day/mo. (12 days) 4th thru 10th year of employment 1 j days/mo. (18 days) 11th thru 15th year of employment 1-3/4 days/mo. (21 days) 16 and above years of employment 2 days/mo. (24 days) Resolution 1991 - 17 Page 2 C. vacation Accrual: Full-time non-union city staff may accumulate vacation based on years of service to the maximum prescribed below. Payment in lieu of vacation accrued beyond the amount listed will not be considered. 0 thru 4 years of service 20 days (160 hours) 5 thru 10 years of service 25 days (200 hours.) 11 11 years of service and above 30 days (240 hours) D. Comoensatory Time: Compensatory time may be accumulated for overtime worked at the rate of one and one-half times the hours worked in excess of 40 hours per week. Compensatory time may accumulate to a maximum of 80 hours. Combined accumulation of compensatory time and vacation will not exceed vacation maximum plus 40 hours. E. Sick Leave: Full-time non-union staff will earn sick leave at the rate of one day per month with no maximum accrual. Sick leave to be available for use as accrued. Buvout Provision: Employees accruing in excess of 60 days (480 hours) of sick leave under this section may, on January 1st only of each year, elect to "sell" those hours in excess of 480, to the city at a conversion rate equal to the percentage figures in Section E times the hours being "sold" times the employee's then base rate of pay. (Example: Employee John Doe, employed with the city 14 years has 640 hours of sick leave accumulated. His rate of pay is $14.00/hr. He chooses to "sell" 100 hours. The calculation would be 100 x .45 x 14.00 = 630. this would leave him 540 hours of sick leave left. The $630 would be added to his payroll check subject to all taxes, social security, etc. F. Severance pav: Full-time non-union staff will receive payment at the employee's rate at time of leaving, as prescribed below when leaving the employ of the city in good standing. Vacation: ua to accrued amount Sick Leave: 1 thru 5 years of service, 15% of accumulated sick leave 6 thru 10 years of service, 30% of accumulated sick leave 11 thru 15 years of service, 45% of unused sick leave 16 yrs of service and above, 60% of unused sick leave Plus the following when the employee is leaving the employ of the City for retirement purposes: I 5 thru 9 years of service = 2 weeks pay 10 years of service and above = 4 weeks pay Resolution 1991 - 17 Page 3 G. Longevity: After 5 years of service, 1% of base After 8 years of service, 2% of base After 12 years of service, 3% of base After 16 years of service, 4% of base H. Health Insurance: Cost of Basic Plan (ist dollar) - 100% of employees coverage - 65% of the difference between single employee coverage and the total family coverage. The cost difference between the basic (1st dollar) plan and any optional plans available to employees, will be paid by the employee. I. Life Insurance: The City will pay the cost of: 1. $10,000 Term Life Insurance (Minnesota Mutual Life) 2. Declining value PERA Life Insurance Plan Any additional life insurance costs for optional plans available to the employee will be born by the employee. J. Dental Insurance: The City will pay the cost of single coverage through a plan approved by the city (1991 cost of $17.00 through Delta Dental Plan). Employee pays any additional cost for employee or dependents. # K. Education Reimbursement: The City will pay 100% of all costs of taking a class not to exceed $750 a year for classes approved by Administration and successfully completed. The City will also pay 50% of costs above the initial $750 for classes approved by Administration and successfully completed. Adopted this 5th day of March, 1991. Vernon J. Napper, Mayor ATTEST: Susan M. Johnson, City Clerk Motion by: Oxborough Seconded by: Napper Voted in favor: Willcox Wippermannr Napperr Oxborough, Klassen Voted against: None EXHIBIT "A" CITY OF ROSEMOUNT POLICY TITLE: SALARY ADJUSTMENT POLICY - NON-UNION EMPLOYEES POLICY NUMBER: PE - 3 PROPOSED BY: ADMINISTRATION DATE APPROVED BY COUNCIL: DECEMBER 5, 1989 PURPOSE The City of Rosemount values its employees and maintain a credible method by which employees c maintain salary levels within the city's salary will determine a consistent method by which an and how an employee's salary may be adjusted fr the employee to advance within the salary range employee holds. finds it necessary to an expect to gain and structure. This policy employee's salary is set om time to time allowing for the position the I. The City Council of Rosemount has established a certain salary compensation schedule which is updated on an annual basis to reflect changes in position requirements and compensation value for those positions. (The current schedule is attached for reference to this policy.) II. Employees may be hired anywhere within the salary range for the Position they will fill at the discretion of the City Council based upon recommendation by city administration. III. Salary adjustments can be made based on two criteria: (1) annual cost of living adjustments, or other factors such as comparable worth which affect the salary range the employee is in; and (2) adjustments to the specific employee's salary due to movement within the range. IV• It is envisioned that the middle of the salary range will maintain an average salary for positions for cities the size of Rosemount and for positions with similar duties and responsibilities. In order for an employee to reach that "average", he/she should exhibit "at1,. s� e t" average experience and capabilities. It is further assumed that to qualify in meeting the experience factor, an employee should have at least one year in -the position currently assigned. Movement through the salary range will also be determined by satisfactory performance evaluations completed by the employee's supervisor. V. movement of employees to salary levels along the range to points not specifically coinciding with mid and_top points is sat.isfactory and will be determined b the y employee's supervisor j and the approval of the city administrator under budgeting EXHIBIT "A" SALARY ADJUSTMENT POLICY - NON-UNION E14PLOYEES PE - 3 Page 2 guidelines determined and approved by City Council. VI. Unsatisfactory performance evaluation by the employee's supervisor will be the basis for holding an employee back from potential movement in the salary schedule and/or annual adjustments to the position's salary range. 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