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Home My WebLink About3. Special Closed Meeting - See Minute BookTO: csei ii�o{ornouni P.O. BOX 510 2875 -145TH ST, W. ROSEMOUNT. MINNESOTA 55068 612-423-4411 Mayor Napper Council Members Klassen, Oxborough, co Wippermann FROM: Stephan Jilk, City Administrato is for 1991 - 1 s -oration and recomm iry and Benefit Ad some cases, Union ations for the tment to all ntracts, for I would not ask for your approval at this time but consideration and discussion so that I_may complete negotiation and preparation for receiving your final approval on these items. I have been in negotiations with the unions since late October and feel that we, are close to reaching agreement on adjustments which you would find acceptable. We have also been developing changes and proposals for non-union employees. We have not brought any of this to you in respect to the investigation that has been,going on knowing you would be unable and unwilling to discuss these topics because they relate to personnel matters. I. Police Union Contract 1. The present contract is a two year contract which expires 12-31-90. The contract covers all licensed police officers in the Police Department except the Lieutenant and the Chief. The Chief, Lieutenant and the Secretary/Dispatcher are covered under "non-union" employee salary and Benefits which are set by resolution (see III.) The present contract sets out all salaries, benefits, working conditions, management and employee rights. The salary structure for police officers is set up in a four step method using time employed to allow officers to step through from entry to top over a period of four years. Those officers designated as "Patrol Team Sergeants" receive $100 per month on top of their step rate. Our department operates on a two team approach so we have two officers designated as "Team Sergeants". Salary & Benefit Adjustments for 1991-1992 Page 2 2. The Police Union brought their requests for increases early in October. Their original requests are shown on Exhibit P- A, attached. Since then we've had three negotiating sessions and I am prepared to submit the following as a recommended settlement. A. Sick Leave Accumulation - Remove existing cap, under this contract period there would be no cost to the city. Only cost would be if officer would leave employment of the city to retire. No officer is near that situation. B. Sick Leave Buyout - Allow same buyout program as non- union employees (graduated % of sick leave can be "sold" back to city after 480 hrs [5 years max] are accumulated). Restrict this to a maximum of 5 days per year which can be "sold". This limits the amount of exposure that the city takes on. There would only be two officers which would have this much sick leave in the contract period for a maximum exposure of 10 days pay total. In the following contract period, 1993 - 1994, the same would be true based on present sick leave allowances. C. PERA Life Insurance- The city now pays $9.00 per month for non-union employees for a life insurance policy through PERA. This is a straight line premium/reducing benefit policy. The proposal would have city pay this for police officers who do now not have this. Cost would be $108 per officer per year. D. Vacation Accrual - Increase the amount of vacation an officer can accrue by 5 days to each step. 0- 4 yrs 20 days .... proposed..25 days 5-10 yrs 25 days .... proposed..30 days 11+ yrs 30 days .... proposed..35 days This proposal does not increase the rate at which the officer accumulates vacation but the amount an officer can carry before they lose it. We have a clause in the contract that forces a person to lose vacation if it accumulates beyond the maximum in the contract. Some officers are losing vacation because of it and the scheduling our department utilizes. This increase will allow fewer hours to be lost. Based on our schedule we shouldn't experience a cost for this change. Salary & Benefit Adjustments for 1991-1992 Page 3 E. Sergeants Pay - Increase "Team Sergeants" pay from $100 above step rate to: 1991 - $150 1992 - $175 During the contract period this will be a cost of: 1991 - $1200/yr 1992 - $1800/yr F. Salary Adjustment - Adjust the pay scale structure by 5% each year across the board. The present cost of living for Minneapolis/St. Paul is 5.4% for one year (Aug. 189 - Aug. 190). This may be a little low considering that much of the effect of the Middle East problem came after August. Our salary range is consistently about 1.5% - 3% lower than cities we feel are comparable. Those cities are: Apple Valley Mendota Heights Burnsville Prior Lake Hastings Savage Inver Grove Heights South St. Paul Lakeville West St. Paul Our benefits are comparable or less than those cities. Our longevity pay is less than all but one of those cities. In most cases our longevity falls 4% below others at the maximum rate (max rate ranges from 16 yrs to 20 yrs) . The 5% increase will probably shorten the gap between. Rosemount and the other cities for salaries by about to 1% so that a 1% to 2% gap will still exist. Other cities that have settled for 1991 are settling in the 4.25% to 4.5% range. 3. I believe this package would be a good one to settle on. The overall cost for the Police Department would be 6.4% including salary, benefits and increase in associated city paid costs such as PERA. If we back out our attempt to adjust the range by some amount of 3/4% for the lag we experience to other cities we would end up with an approximate total increase of 5.65% which will be at or below cost of living increase for 1990. Salary & Benefit Adjustments for 1991-1992 Page 4 EXHIBIT "P - A" Contract Proposals Between Law Enforcement Labor Services -and- The City of Rosemount 1. Add a dental insurance plan for employees and have the City pay for it's cost. 2. Place a college tuition and books reimbursement provision in the contract. 3. Pay double time for all hours worked on a holiday or provide the equivalent in compensatory time. 4. Remove the sick leave accrual cap. 5. Allow employees to cash out all sick leave accrued in excess of 480 hours. 6. Reimburse employees for the cost of eye wear whenever they are damaged in the line of duty. 7. Provide PERA Life insurance as other City employees have and pay for it's cost. 8. Reimburse employees for the cost of a fitness club up to the amount equivalent to the cost of a single membership at Y.H.C.A./Y.W.C.A. 9. Increase the salary rates for police officers by the cost of living plus 2% for 1991. 10. Increase educational incentive from S1.20 to $1.30 per credit. 11. Increase the Sergeant pay to 10% over Police officer pay. 12. Increase what the City shall pay for the cost of ' insurance of dependent coverage to 75%. 13. Vacations - once an employee reaches the maximum accrual, allow the employee to roll vacation into compensatory time. 14. The order for call-back and other shift coverage shifts shall be offered to senior officers first . If. senior officers turn it down then the most junior employee shall be allowed to work it. 15. Allow an employee who does not desire individual health insurance to receive an equivalent amount in cash. �v cn ww mw to sr r� rD m r -n FJ - rt C11Y Or RO MOUNT > POLICE IINIOU COVI'RACP DISCUSSIONS U. F'OR 1991 & 1992 I✓ IA rt ID Patrol Officer 1990 + 1990 + 1990 + 1990 + 1990 + 1989 Rates 1990 Rates 0.035 0.04 0.045 0.05 0.055 ref ri En 0-12 months 2026.77 2112.91 2186.86 2197.43 2207.99 2218.56 2229.12 M O 13-24 months 2364.82 2465.32 2551.61 2563.93 2576.26 2588.59 2600.91 K N 25-36 months 2583.46 2693.2.6 2787.52 2800.99 2814.46 2827.92 2841.39 tD to > 37 months 2803.67 2922.82 3025.12 3039.73 3054.35 3068.96 3083.58 FI I H tD tD N Patrol Officer 0.04 0.045 0.05 1989 Rates 1.990 Rates 1991 Rates 1992 Rates 1991 Rates 1992 Rates 1991 Rates 1992 Rate 0-12 months 2026.77 2112.91 2186.86 2274.33 2207.99 2307.35 2218.56 2329.49 13-24 months 2364.82 2465.32 2551.61 2653.67 2576.26 2692.19 2588.59 2718.02 25-36 months 2583.46 2693.26 2787.52 2899.02 2814.52 2941.17 2827.92 2969.32 > 37 months 2803.67 2922.82 3025.12 3146.12 3054.35 3191.80 3068.96 3222.41 POLICE BENEFIT COMPARISON SURVEY OCTOBER 25. 1990 Salary & Benefit Adjustments for 1991-1992 '1'01' PATROL Page 6 UNIFORM HOLIDAYS IIOLiDAy PROVISIONS I,1DUCA'I'ION INCENTIVE WAGE DIFFERTIALS CITY '89 CITY MU. PAY MO.ss MO. P '90 M0, PAY '91 M0. PAY LONGEVITY TOTAL MO. INS. ALLOWANCE VACATIONS .Y P� o-aail189 as sem_ ,$2923�P as -;s-------- " altaaaaaa-Paaaa > gYRS - 2X i'=aai:-,a a s::•PO $194(AV-- af•POAio---------F=aaa=P=---------P-a--=a-a----:.dais=asi------auc:�:s $425/YR > IYR - 8 DAYS 11 DAYS I X for Eu. ".1.20/Cr=a=-P� Cr. Team Sgtsr.6$100/m0 ROSEMOUN'P $2804 - > 3YRS - 12 DAYS 11 Holidays for Ea. > 8YR5 - 3X 12YRS - 4X >IOYRS - 18 DAYS Pd lest pay >90 Crs. in > 16YRS - 5% >IIYRS - 21 DAYS day in Nov. in Flocks of '45 > Credos SAVAGE $2935 $2995 - >5YRS-$85/MO $209.63 $4'10 > IYR - > 6YRS - 10 15 DAY DAYS 11 DAYS tbd i 7 >7YRS-$90/MO >IIYRS - 16 DAYS >IOYR-$95/MO >l5YR-$100/MO >12YRS - 17 DAYS >20YRS-$105/MO >13YRS - 18 DAYS >14YRS - 19 DAYS >15YRS - 20 DAYS MENDOTA ll'1'S, $2857 $2971 - > 4YRS - 32 $225 PROVIDED YR _ 6YRS - 15 DAY 1Ayg 11 DAYS NONE > 8YRS - SX >IIYRS - 16 DAYS >16YRS - 9% >12YRS - 17 DAYS >13YRS - 18 DAYS >14YKS - 19 DAYS >15YRS - 20 DAYS FARMINGTON $2724 $2845.58 - > 5YRS -$25/ $415 PROVIDED � IYR - 10 11 DAY DAYS 11 DAYS NON E 7 >IOYRS-$40/MO -$55/MO > 7YRS - 12 DAYS „-)>I5YRS > 8YRS - 13 DAYS > 9YRS - 14 DAYS >IOYRS - 15 DAYS >15YRS - 20 DAYS >25YRS - 25 DAYS $225 .1438 > IYR - 10 DAY 11 DAYS 1-1/2 x FOR 60IIRS=1X/HO INVESTIGATOR APPLE VALLEY $2893 (3009. > 5YRS - 3% > 6YRS - 15 DAYS 10 DAYS AFTE R 4 YRS $131 MO. u �0 > BYKS - SX >IIYRS - 16 DAYS I•: hll'LOYEU (k%��,5 >12YRS - 7% >12YRS - 17 DAYS 4 YRS 3X >16YRS - 92 >13YRS - 18 DAYS ' >14YRS - 19 DAYS >15YRS - 20 DAYS BURNSVII.LE $2880.67 $2975 - 4-7YRS $85 $220 pR(1VIDED > IYR - 12 DAY 11 DAYS 1-1/2x FOR 9 STATUTORY 45-49CR-3X 90-134CRS-SX INVESTIGATOR $100 MO. ( S� 8-11YRS $140 12-15YRS $195 > 6YRS >IIYRS - 15 - 16 DAYS DAYS DAYS + ADD'1. 135-179CK-7X >16YRS $250 r >12YRS - 17 DAYS DAY OFF 180 t = 9% >13YRS - 18 DAYS >14YRS - 19 DAYS >15YRS - 20 DAYS (1989) NIS - 1989 $260 $458 > IYR - 10 DAY 12 DAYS 12 DAYS PD. NONE INV F.STI CATOR $139.95 EACAN $2799 >5YRS-2-1/21 > SYKS - 15 DAYS IN 1.11,111 OF >IOYRS -5X >14YRS - 16 DAYS IIULIDAYS SC 1'. $280.00 >15YRS-7-1/2X >15YRS - 17 DAYS >16YRS - 18 DAYS >17YRS - 19 DAYS >18YRS - 20 DAYS HASTINGS $2901.52 $2901.52 $3017.58 > 4YRS-$55-2X $400 > IYR - 5 DAY 12 DAYS 1-1/2 X 9. HOLIDAYS NONE INVIiST./DI:(:'1', 90/91 $82.35 / $82.35 > 8YRS -$70 $263.70 $400 FOR 191 > 2YRS - IU DAYS 21 >12YRS -$85 > 6YRS - 11 DAYS ItJVENILE OFFICER >16YRS -$100 > 7YRS - 12 DAYS $82,35 / $82,35 > 8YKS - 13 DAYS > 9YRS - 14 DAYS SCT. >IOYRS - 15 DAYS $189.00 / $189.00 >IIYRS - 16 DAYS >12YRS - 17 DAYS >13YRS - 18 DAYS >14YRS - 19 DAYS >15YRS - 20 DAYS POLICE BENEFIT COMPARISON SURVEY OCTOBER 25, 1990 LAKEVILLE PRIOR LAKE $2894 $3015 $3155(191) > 4YRS -3% $235.50 ('90) r�) > 8YRS -5% >12YRS -7% �>16YRS -9% $2839 SOUTH ST.PAIII. $2920 WEST ST.PAUL $2874 $2973 $3115.11' UNIFORM -31 $243.10/'90 HO1,1DAY F.DUCAT10N TOS' PATROL CITY '89 M0. PAY '90 M0. PAY 191 M0. PAY LONGEVITY 'TOTAL M0, INS. ----------------------------------------------------------aa-------------- ALLOWANCE VACATIONS aaoa.aauraarraaaa ------------- HOLIDAYS ------------------------------- PROVISIONS INCENTIV1: aaa WAGE DIFFERTIALS -=..................r.r INVER GROVE $2854 $2954 - > 4YRS -31 $240 $400 1YR - 10 DAYS 12 DAYS 1-1/2 X 8 $1.00/CR INVESTIGATOR -$100 HEIGHTS /3 > 6YRS -5% 6YRS - 15 DAYS DAYS '+ BLOCKS OF SCHOOL LIAISON OFF. Z >12YRS -7% 9YRS - 18 DAYS ANOTHER'DAY 9 CKEDITS, $100 >16YRS -9% 16YRS - 21 DAYS OFF ELIGIBLE - > 4YRS -3% $230 �91 - 17 > 8YRS AFTER 3YRS LAKEVILLE PRIOR LAKE $2894 $3015 $3155(191) > 4YRS -3% $235.50 ('90) r�) > 8YRS -5% >12YRS -7% �>16YRS -9% $2839 SOUTH ST.PAIII. $2920 WEST ST.PAUL $2874 $2973 $3115.11' > 4YRS -31 $243.10/'90 $.25/CR (1991) > 8YRS -5% - 11 DAYS 10 DAYS >12YRS -7% $500 (191) 5YRS - 12 >16YRS -9% 2YR DECREE: & 1991 - 13 DAYS $3037.69 $3174.39 > 5YRS - 3% 1990: $239 - 14 DAYS >1OYRS - 42 1991: $259 8YRS >15YRS - 5% FOR 2YRS & 20YRS - 6% - 16 $2991 - > 4YRS -3% $230 �91 - 17 > 8YRS -5% ? >12YRS -7% DAYS >16YRS -9% 15YRS $462.50 ('90) 1YR - 10 DAYS 1-1/2 FOR $.25/CR INVESTIGATOR -$100 4YRS - 11 DAYS 10 DAYS SI.00KS OF $120 / $120 $500 (191) 5YRS - 12 DAYS NEW YRS EVE 2YR DECREE: & 6YRS - 13 DAYS XMAS EVH 4YR DEGREE YOUTH RELATIONS OFF. 7YRS - 14 DAYS 1/2 DAYS MAX: $15/MO $120 / $120 8YRS - 15 DAYS FOR 2YRS & 12YRS - 16 DAYS $30/MO - 4YR CANINE HANDLER 13YRS - 17 DAYS $120 /$120 14YRS - 18 DAYS 15YRS - 19 DAYS SGT. $301.50/$315.50 16YRS - 20 DAYS $506/'90,'91 IYR - 10 DAYS 12 DAYS ADD'1, 1/2 X $.50/CR INVESTIGA'T'OR/DEC'TV. 4YRS - 15 DAYS FOR IIRS-WORKED 1YR - 3% SCHOOL LIAISON OFF. 15YRS - 21 DAYS ON 12 HOLIDAYS 2YR.S- 61 CANINE HANDLER 16YRS - 22 DAYS 3YRS- 91 $148.69 / $155.76 17YRS - 23 DAYS 4YRS-12% (1990/1991) 18YRS - 24 DAYS 19YRS - 25 DAYS 1990 8 1991 IYR - 15 DAYS 11 DAYS 1-1/2 X 8 NONE SGT.: '90 / '91 $375 11YRS - 21 DAYS HOLIDAYS $365.62 / $380.92 16YRS - 25 DAYS 20YRS - 28 DAYS $462.80 IYR - 10 DAYS 11 DAYS ADD'L 411RS NONE INVE'S'T./DECTV. $158.52 7YRS - 15 DAYS PAY FOR HOLIDAY 16YRS - 20 DAYS WORKED SCHOOL LIAISON 19YRS - 25 DAYS JUVENILE OFFICER CANINE IIANDLER PARAMEDIC $146.55 ri Salary & Benefit Adjustments for 1991-1992 Page 7 II. PUBLIC WORKS UNION 1. The present contract is a two year contract which expires 12-31-90. The contract covers all employees in the Public Works and Parks Department as well as the Water/Sewer Utilities which do field maintenance. (15 employees). The present contract sets out all salaries, benefits, working conditions, management and employee rights. The salary structure for these positions of Maintenance I, II and III, Mechanic I, II, and III, Building & Trades I, II and III, and Forester I, II, III is based upon time in position. That is, an employee is promoted, based on need of the city and experience of employee from Level I to II or III. The individual then experiences increases in salary based on time in that level. Individuals can earn "out of class pay" for doing more than two hours of work not considered, by contract, that positions' responsibility. In reviewing the other cities we have consistently found that our Level I pay is low and Levels II and III are quite comparable. 2. The Public Works Union brought their proposals to us in November (see attached Exhibit -PW -A). We have met twice to negotiate adjustments and would provide the following recommendations to settle this contract for 1991-1992. A. Dental Insurance - Provide same coverage as other non- union employees. Cost maximum would be $17.00 per month per employee. B. Clothing Allowance - Increase maximum city payment to $7 per week or on increase of $1.15 per week. C. Funeral Leave - Allow 5 days for mother, father, siblings, wife and children. Keep 3 days for mother- in-law, father-in-law, and grand parents and one day on special approval for other blood relatives. D. Sick Leave - Increase payment of sick leave accumulated to spouse on death of employee from .75% to .80%. Salary & Benefit Adjustments for 1991-1992 Page 8 E. Retirement Pay - Now employee receives 25% of accumulated sick leave on retirement after 5 years of service; and 50% of accumulated sick leave on retirement after 10 years of service. Propose: 1 thru 5 yrs 10% 6 thru 10 yrs 30% 11 thru 15 yrs 50% 16 and above 60% which, except for the 50%, is the same as non- union employees. F. Job Performance Evaluations - Will be completed once a year (as now) and emphasize more often in contract but not required more often. G. Part Time Employees - Would consider language emphasizing that if layoffs occur part time employees hired to take on duties of a specific position would be laid off before the full time position. This item is very important. The union wanted to be able to take all part time work on weekends, nights, etc. before part timers were used. If we allow it we give up all flexibility for scheduling and , in fact, hiring. We can't afford it. We would end up hiring full time employees to do everything. This is a basic management right which must be maintained. H. License Pay and Out of Class Pay - These two items are yet to be settled. They are important to the Union but I believe are easily settled and without much, if any, cost to the City. I believe it may be a "one person" issue and not of major importance to the majority in the Union. I. Salary Adjustments - Since Levels II and III seem to compare favorably with other cities and Level I seems to be low, I propose to increase salary range by: 1991 1992 Level I 7% 4% Level II,III 4% 4% J. Overall Increase - for the entire package will be about 5.250. EXHIBIT -PW-A Page 1 of 2 A , MINNESOTA TEAMSTERS PUBLIC & LAW ENFORCEMENT EMPLOYEES UNION �F`Q LOCAL NO. 320 ..`°ate T a affiliated' with the �'kRMs'E?y INTERNATIONAL BROTHERHOOD OF TEAMSTERS, CHAUFFEURS, WAREHOUSEMEN & HELPERS OF AMERICA 3001 University Avenue S.E.—Minneapolis, Minnesota 55414 FAX (612)331-8948 Phone (612) 331-3873 ROSEMOUNT PUBLIC NA"ORKS CONTRACT DEMANDS 1. ARTICLE XXXV - DURATION: Two (2) year agreement effective January 1, 1991 through December 31, 1992. 2. APPENDIX A - WAGES: An eight (8%) percent increase in 1991 and another eight (8%) percent increase in 1992. 3. ARTICLE XXVIII - GROUP INSURANCE BENEFITS - (NEW): The Employer shall provide 100% Dental Insurance for employees. 4. ARTICLE XXXII - CLOTHING ALLOWANCE: Employer shall pay the full cost of uniforms for employees. 5. ARTICLE XXII - FUNERAL LEAVE: Employees shall have a maximum of fwe (5) days for funeral leave for immediate family. 6. ARTICLE XXI - SICK LEAVE: Change sick leave to 100% in the event of employee's death. The Employer shall pay 100% of unused sick leave to the employee's family in the event of an employee's death. 7. ARTICLE XXXI - RETIREMENT PAY: Increase to seventy-five (75 %) percent after ten (10) years, fifty (50%) percent after five years of service. 8. JOB PERFORMANCE EVALUATION: Employer shall evaluate employees job perfor- mance every six (6) months. 9. Employee shall receive foreman's pay when a bargaining unit employee fill the foreman's position. 10. ARTICLE XXIX - UTILITY DEPARTMENT LICENSES AND PAY: Employer shalt add $.10 per hour for any license demanded by the State of Minnesota for any classification. Any drivers license expense beyond Class C shall be paid by Employer. 11. WORKING OUT OF CLASSIFICATION: Omit 3rd hour of operation. All work done on Police Squads other than preventive maintenance should be United To Protect Page 2 EXHIBIT -PW -A Page 2of2 Level 2 work. All City owned heavy equipment, cars, pick-up trucks, lawn mowers, and jet machines shall be repairs out of Classification Level 2 other than pr.wentive maintenance. Air break diesel engine tune-ups, diesel or gas engines R & R, clutch R & R, rear end R & R, hydraulic work excluded, hose replacement, transmission R & R shall be considered Level 3 out of classification. All fire truck P.M. should be out of Classification Level 2. All fire truck work other than brakes and diesel engine tune-up should be Level 2. Fire Truck brake and diesel engine repair should be Level 3. Repair welding should be Level 2 and fabrication should be Level 3. 12. ARTICLE XXIII - VACATION: 1st year - 12 days 2nd - 3rd year - 15 days 4th 10th year - 21 days 11th year and above - 24 days 13. SCHOOLING: Employer shall pay all costs of schooling for employees to upgrade classification according to the State. 14. PART-TIME EMPLOYEES: Employees will have first choice of all work related to there normal job classification any time after normal working hours. 15. ARTICLE XXIX - UTILITY DEPARTMENT LICENSES AND PAY: Add the following to the above Article. Any license required by the State for Mechanics, Forester and Carpenter shall be paid by the Employer. The Employer shall pay an additional ten cents (S. 10) per hour for any upgrading required by the City or State. Also, any computer classes required by the City shall be paid by the Employer. 16. The Union reserves the right to alter and/or modify demands during the course of negotiations. 17. All items not changed shall remain the same. JLM/j mm OPEIU-# 12 Salary & Benefit Adjustments for 1991-1992 Page 9 PUBLIC WORKS UNION SALARY SCHEDULE (Proposed) A. The following hourly wage rates shall be effective January 1, 1991 through December 31, 1991. Step and Classification Start -A 12 Mo. -B 24 Mo. -C 36 Mo. -D Level III $12.79 $13.40 $14.02 $14.63 Level II $12.17 $12.80 $13.95 $14.04 Level I $ 8.57 $ 9.21 $ 9.88 $10.51 B. The following hourly wage rates shall be effective January 1, 1992 through December 31, 1992. Step and Classification Start -A 12 Mo. -B 24 Mo. -C 36 Mo. -D Level III $13.30 $13.94 $14.58 $15.22 Level II $12.63 $13.31 $14.51 $14.60 Level I $ 8.91 $9.58 $10.28 $10.93 Note: 1991 Level I 7% Adjustment Levels I & II 4% Adjustment 1992 Level I, II & III 4% Adjustment Salary & Benefit Adjustments for 1991-1992 Page 10 III. NON-UNION EMPLOYEES Non -Union salaries and benefits are established through several methods with final determination and approval given by the City Council. The documents that set these salaries and benefits out are: 1. Resolution adopted annually determining benefits. 2. Personnel Policy. 3. Salary Adjustment Policy PE -3. 4. State law requiring implementation of the Comparable Worth Act. Based on review of our benefits package and salaries for similar positions in other cities and the cost of living increase expected for 1990 I would recommend the following: A. Adjust salary ranges by: 1) Department Heads and Administrator by 4.250 2) Staff level employees by 4.50 Individuals, based upon successful completion of performance evaluations would receive 4.25% or 4.50% increases depending on their positions. Also, certain individual are still working through an approved step in their salary range and so may receive more of an adjustment in 1991 than the 4.25% or 4.50%. And, there are recommendations to increase certain employees more in 1991 based on their performance in their position. B. No changes to the benefit package as set out in the attached resolution which approved benefits in 1989 for 1990. C. The overall package cost should be less than 5% for Non - Union employees. The salary range schedule attached, NU - A, reflects a 4.25% adjustment to department heads ranges and 4.50% adjustment to staff level. I would like to spend a few minutes in closed session with you on Wednesday to discuss these proposals Since there is no EDA meeting on Wednesday we could meet at 7.00 p.m. in the upstairs conference room to review this information Salary & Benefit Adjustments for 1991-1992 Page 13 Resolution 1991 - 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 years of service and above 30 days (240 hours) D. Compensatory 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. Buyout 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 Pay: 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: Up to accrual Plus: 5 thru 9 years of service = 3 weeks pay 10 years of service and above = 4 weeks pay Sick Leave: 1 thru 5 years of service, 15% of accumulated sick leave 6 thru 10 years of service, 20% 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 Salary & Benefit Adjustments for 1991-1992 Page 14 Resolution 1991 - 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, 40 of base H. Health Insurance: Cost of Basic Plan (1st 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 1000 of all costs of taking a class not to exceed $750 a years for classes approved by Administration and successfully completed. The city will also pay 500 of costs above the initial $750 for classes apnroved by Administration and successfully completed Adopted this 3rd day of January, 1991. Vernon J. Napper, Mayor ATTEST: Susan M. Johnson, City Clerk Motion by: Seconded by: Voted in favor: Voted against: Salary & Benefit Adjustments for 1991-1992 Page 15 CITY OF ROSEMOUNT POLICY TITLE: POLICY NUMBER• EXHIBIT "All November 21, 1989 SALARY ADJUSTMENT POLICY - NON-UNION EMPLOYEES PE - 3 PROPOSED BY: ADMINISTRATION DATE APPROVED BY COUNCIL: NOVEMBER 21, 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 "at least" 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. Salary & Benefit Adjustments for 1991-1992 Page 16 SALARY ADJUSTMENT POLICY - NON-UNION EMPLOYEES PE - 3 PAGE 2 V. Movement of employees to salary levels along the range to points not specifically coinciding with mid and top points is satisfactory and will be determined by the employee's supervisor and the approval of the city administrator under budgeting 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. Salary & Benefit Adjustments for Page 17 1990 a MIDPT. ANNUAL, range JOB TITLE PTS RATE ---------------------------------- ADMINISTRATOR :118 :54,954 5763,162 66320.43 PW DIR/ENG :105 :47,382 4954,460 57183.32 COMM DEV DIR :103 :46,470 4853,412 56082.60 POLICE CHIEF :101 :45,557 4752,363 54980.63 FINANCE DIR. :100 :45,101 47b1,838 54429.64 P & R DIR 99 :44,590 4651,251 53813.39 MAIN/PK FRMN 94 :38,881 4044,796 47036.25 BLDG OFFICIAL 94 :38,881 4044,796 47036.25 POLICE LT 94 :38,881 4044,796 470.36.25 CTY CLK/AD.ASS: 88 :34,924 3640,237 42249.00 Dep. Fin. Dir.: 88 :34,924 3640,237 42249.00 Planner : 85 :33,692 3538,817 40.758.33 ASST. P&R DIR.: 80 :31,502 3236,295 38109.96 ASST PLANNER 75 :29,504 3033,993 35692.37 BLDG INSPCTOR 75 :29,504 3033,993 35692.37 DEP. CLK. 75 :29,504 3033,993 35692.37 Econ. Dev.Sp. 75 :29,504 3033,993 35692.37 Ad. Ast.-police 71 :28,257 2932,556 34184.06 ENG TECH 65 :27,171 2831,305 32869.97 FIN SUPPORT 60 :24,997 2628,800 30240.50 SECY/PW/ZON 60 :24,997 2628,800 30240.50 PROG DIR/PARKS: 53 :21,463 2224,729 25965.27 Police Secy : 53 :21,463 2224,729 25965.2.7 ASST DEP REG : 53 :21,463 2224,729 25965.27 ADMIN SECY : 50 :20,517 2123,639 24821.42 PLNG/BLDG SECY: 50 :20,517 2123,639 24821.42 RECEPTIONIST 46 :19,360 2022,306 23421..57 JANITOR 46 :19,360 2022,306 23421.57 EXHIBIT "B" Salary & Benefit Adjustments for 1991-1992 Page 17 Exh 1 t`ltx % to 1990 adjust MIDPT. for ANNUAL 1991 A Range B Range C range JOB TITLE PTS RATE 1.04 1.04 ---------------------------------- AI]MINISTRATOR :118 :54,954 -------- 57289.13 49117.36 51,702 54423.67 54424.67 57,289 60153.58 60154.58 63,162 66320.43 PW DIR/ENG :105 :47,382 49396.15 42350.12 44,579 46925.34 46926.34 49,396 51865.96 51866.96 54,460 57183.32 COMM DEV DIR :103 :46,470 48445.31 41534.89 43,721 46022.04 46023.04 48,445 50867.57 50868.57 53,412 56082.60 POLICE CHIEF :101 :45,557 47493.38 40718.74 42,862 45117.71 45118.71 47,493 49868.05 49869.05 52,363 54980.63 FINANCE DIR. :100 :45,101 47017.42 40310.66 42,432 44665.55 44666.55 47,017 49368.29 49369.29 51,838 54429.64 P & R DIR 99 :44,590 46485.07 39854.24 41,952 44159.82 44160.82 46,485 48809.33 48810.33 51,251 53813.39 MAIN/PK FRMN 94 :38,881 40630.73 34834.87 36,668 38598.19 38599.19 40,631 42662.27 42663.27 44,796 47036.25 BLDG OFFICIAL 94 :38,881 40630.73 34834.87 36,668 38598.19 38599.19 40,631 42662.27 42663.27 44,796 47036.25 POLICE LT 94 :38,881 40630.73 34834.87 36,668 38598.19 38599.19 40,631 42662.27 42663.27 44,796 470.36.25 CTY CLK/AD.ASS: 88 :34,924 36495.32 31289.27 32,936 34669.55 34670.55 36,495 38320.08 38321.08 40,237 42249.00 Dep. Fin. Dir.: 88 :34,924 36495.32 31289.27 32,936 34669.55 34670.55 36,495 38320.08 38321.08 40,237 42249.00 Planner : 85 :33,692 35207.63 30185.24 31,774 33446.25 33447.25 35,208 36968.01 36969.01 38,81`1 40.758.33 ASST. P&R DIR.: 80 :31,502 32919.86 28223.76 29,709 31272.87 31273.87 32,920 34565.85 34566.85 36,295 38109.96 ASST PLANNER 75 :29,504 30831.46 26433.22 27,824 29288.89 29289.89 30,831 32373.03 32374.03 33,993 35692.37 BLDG INSPCTOR 75 :29,504 30831.46 26433.22 27,824 29288.89 29289.89 30,831 32373.03 32374.03 33,993 35692.37 DEP. CLK. 75 :29,504 30831.46 26433.22 27,824 29288.89 29289.89 30,831 32373.03 32374.0.3 33,993 35692.37 Econ. Dev.Sp. 75 :29,504 30831.46 26433.22 27,824 29288.89 29289.89 30,831 32373.03 32374.03 33,993 35692.37 Ad. Ast.-police 71 :28,257 29528.52 25316.12 26,649 28051.10 28052.10 29,529 31004.95 31005.95 32,556 34184.06 ENG TECH 65 :27,171 28393.36 24342.86 25,624 26972.69 26973.69 28,393 29813.03 29814.03 31,305 32869.97 FIN SUPPORT 60 :24,997 26121.93 22395.39 23,574 24814.83 24815.83 26,122 27428.02 27429.02 28,800 30240.50 SECY/PW/ZON 60 :24,997 26121.93 22395.39 23,574 24814.83 24815.83 26,122 27428.02 27429.02 28,800 30240.50 PROG DIR/PARKS: 53 :21,463 22428.82 19229.01 20,241 21306.38 21307.38 22,429 23550.27 23551.27 24,729 25965.27 Police Secy : 53 :21,463 22428.82 19229.01 20,241 21306.38 21307.38 22,429 23550.27 23551.27 24,729 25965.27 ASST DEP REG : 53 :21,463 22428.82 19229.01 20,241 21306.38 21307.38 22,429 23550.27 23551.27 24,729 25965.27 ADMIN SECY : 50 :20,517 21440.72 18381.84 .19,349 20367,69 20368.69 21,441 22512.76 22513.76 23,639 24821.42 PLNG/BLDG SECY: 50 :20,517 21440.72 18381.84 19,349 20367.69 20368.69 21,441 22512.76 22513.76 23,639 24821.42 RECEPTIONIST 46 :19,360 20231.48 17345.06 18,258 19218.91 19219.91 20,231 21243.06 21244.06 22,306 2342.1.57 JANITOR 46 :19,360 20231.48 17345.06 18,258 19218.91 19219.91 20,231 21243.06 21244.06 22,306 23421.57 Exh 1 t`ltx