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.
EXHIBIT "B"
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