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Home My WebLink About2000-02-29 CC Packet . . . SPECIAL MEETING c:.n1 ~ AGENDA CITY OF STILLWATER CITY COUNCIL MEETING NO. 00-5 Council Chambers, 216 North Fourth Street February 29, 2000 4:30 P.M 1. Executive Session to discuss labor relations issue CALL TO ORDER ROLL CALL NEW BUSINESS 1. Ed Cain, Legislative Associates: Update on Levy Wall Stage 3 OTHER BUSINESS ADJOURNMENT . r illwater "~ ~ ~ THE BIRTHPLACE OF MINNESOTA J Proposal for Restructuring The City of Stillwater's Organizational Structure . . February 2000 CITY HAll: 216 NORTH FOURTH STillWATER, MINNESOTA 55082 PHONE: 651-430-8800 . . . PROPOSED RE-ORGANIZATION PLAN OVERVIEW THE PROPOSED RE-ORGANIZATION PLAN IS DESIGNED TO INCREASE THE EFFICIENCY OF THE CITY ORGANIZATION AND TO ALSO DECREASE THE COSTS OF THE ORGANIZATION. IT IS RECOMMENDED THAT THE RE-ORGANIZATION PLAN BE IMPLEMENTED IN THREE PHASES AS FOLLOW: PHASE I. ADOPT RE-ORGANIZA TION PLAN 1. ELIMINATE THE BUILDING INSPECTION DEPARTMENT. A. PLACE THE BUILDING INSPECTION ACTIVITIES UNDER THE CONTROL AND SUPERVISION OF THE COMMUNITY DEVELOPMENT DIRECTOR. B. MODIFY THE POSITION OF BUILDING OFFICIAL TO NON-SUPERVISORY POSITION (I.E., WORK DIRECTION ONLY) 2. FINANCE DEPARTMENT WILL BECOME PART OF ADMINISTRATION DEPARTMENT. A. ELIMINATE FINANCE DIRECTOR POSITION. B. PLACE THE FINANCIAL MANAGEMENT RESPONSIBILITIES UNDER ADMINISTRATION AND CONTROL OF THE CITY ADMINISTRATOR. C. RECLASSIFY ASST. FINANCE DIRECTOR POSITION TO ACCOUNTANT 3. REVISE STRUCTURE OF ADMINISTRATION DEPARTMENT. A. MODIFY ADMINISTRATIVE ASST. CLASSIFICATION TO DIRECTOR OF ADMINISTRATION. 1. SUPERVISE CITY CLERK, MIS, ACCOUNTING AND HUMAN RESOURCE FUNCTIONS. 4. CREATE NEW MIS POSITION. 5. RECLASSIFY ENGINEERING SECRETARY TO ADMIN. SUPPORT/COMM. SPECIALIST. 6. ADOPT RESOLUTIONS APPROVING REORGANIZATION PLAN, INCLUDING JOB DESCRIPTIONS, PAY EQUITY PLAN AND PROPOSED SALARY SCHEDULES. . PHASE II. IMPLEMENTATION. 1. NOTIFY STAFF OF ORGANIZATIONAL CHANGES. 2. NOTIFY UNIONS OF ORGANIZATIONAL CHANGES. 3. EMPLOY AND WORK WITH LABOR RELATIONS ASSOCIATES TO UPDATE JOB EVALUATION SYSTEM AND TO ASSIST IN NEGOTIATIONS WITH UNIONS. 4. NEGOTIATE WITH UNIONS TO AMEND SALARY SCHEDULES BASED ON NEW OR MODIFIED JOB CLASSIFICATIONS. 5. EMPLOY AND WORK WITH LABOR RELATIONS ASSOCIATES TO REVISE AND UPDATE CITY PERSONELL POLICY AND PROCEDURES MANUAL. 6. DEVELOP PLAN FOR UPGRADING OR MODIFYING PROCESSING SYSTEMS. 7. EMPLOY CONSULTANT TO DEVELOP SHORT TERM AND LONG TERM FINANCIAL MANAGEMENT PLAN (INCLUDING 5 YEAR CIP). 8. EMPLOY CONSULTANT TO DEVELOP CITY INVESTMENT POLICY AND TO ASSIST IN THE MANAGEMENT OF CITY INVESTMENT PORTFOLIO. . 9. DEVELOP AGREEMENT WITH BOARD OF WATER COMMISSIONERS TO PROCESS CITY UTILITY BILLINGS. PHASE III. ONGOING IMPLEMENTATION AND EVALUATION. 1. REVIEW ORGANIZATION ACTIVITIES TO DETERMINE FURTHER CHANGES TO ORGANIZATION. 2. HOLD REGULAR STAFF MEETINGS TO DETERMINE DEPARTMENTAL NEEDS AND TO EVALUATE PROGRESS OF IMPLEMENTATION 3. PROVIDE TIMELY UPDATES TO COUNCIL ON THE RESULTS/SUCCESS OF IMPLEMENTATION OF REORGANIZATION PLAN. 4. REVIEW AND UPDATE JOB CLASSIFICATION AND PAY PROGRAM ON AN ONGOING BASIS AND AS NEEDED. . . ESTIMATED NET SAVINGS OF RE-ORGANIZATION PLAN ESTIMATED REDUCTIONS FINANCE DIRECTOR (ELIMINATE) (85.000) ESTIMATED COST INCREASE DIR. OF ADMINISTRATION (MODIFY) 8,170 MIS SPECIALIST (NEW) 1,900 ADMIN SUPPORT/COMM. SPEC. (RECLASSIFY) 2,280 FINANCIAL STATEMENTS- IN HOUSE (ADDITIONAL OT HOURS) 3,000 AUDITORS 5,000, TAX INCREMENT FINANCING- CONSUL TING 5,000 ' BUDGETARY- STAFF (ADDITIONAL OT HOURS) 3,000 CONSULTING 2,000' TRUTH IN TAXATION- . STAFF (ADDITIONAL OT HOURS) 3,000, CONSUL TING 2,000 INVESTMENTS- CONSUL TING 4,000 . OTHER 5.000. ESTIMATED COST INCREASE 44.350 ESTIMATED NET SAVINGS 40.650 . . . . SUMMARY OF RE-ORGANIZATION PLAN COST EFFICIENT · ELIMINATES POSITIONS AND MERGES OTHERS AT REDUCED COST · ENCOURAGES "MAXIMUM" EFFORT FROM EMPLOYEES · FORCES EVALUATION OF PROCESSES AND SYSTEMS USED STREAMLINED · COMBINES DEPARTMENTS WITH COMMON FUNCTIONS · ELIMINATES SOME "SPOKES" IN THE WHEEL OF ORGANIZATION · MERGES JOB DUTIES AND RESPONSIBILITIES · LESS SUPERVISORY NEEDS FOR CITY ADMINISTRATOR ACCOUNT ABILITY · ADDED FOR SOME · NO CHANGE FOR OTHERS . . '" " . :f . " I H s... r (!) ... ctl ~ :.;:: CJ) '+- 0 >. ... U . CITY OF STILLWATER PROPOSED ORGANIZATIONAL STRUCTURE . c::::::,a i~ i8J 1m! ~ ~i I~! "" Ie: ~! l~r iE1 rEx I' Ig, i"'l rGi M1 iJl ~, m Sll ~, ;c:'" ,'''' ,((Oi ~! ~i fol ~ ui ~ Cl) ~ cO ~ - - .- ~ "(/J ~ o ~ ~ ,- u ~ ~ ~ ~ u ~ ~~ z~ ~oo. ~~ ~-< ~z UO ~ ~ -< N ~ Z -< ~ ~ o .... o _ ;~ ~~ ~ -= ~V) .~ o '-' ,., u ~m0mm ; 0..~ 0~ m; 0~ ml rni rni rn~ :i 1 1 j ! ~. i I ~ '-' , mj m~' ~ . ~ ::E .:: 1 .:; j ~ ;;; u . .. .. "'~ ~~ I : - .~ .... '" " " ~ ." " ~:~ o " =8 is ~ ~ '" ~ .. ~f ! ~." C. ..~ ! ;5 u < ::; ,;: .i.j 'E -< ." < " j c . ~ 1 .. I ... u t .. .. ~ o . " ~ ;; ., ~ J . < :;! '3 al ~ ,.,0 "i 5 ~ E 5 e8' 0; 8J Cl t 1 ~ is A ~ j U is ~ ~ U r: ; ~ ~ N ;;: .:i :::: 9 it ..,. N co Cl ~ Cl . u " 25 U 2:- I c: u ..,. c; r: ~ O? C :::: U . . . CITY OF STILLWATER POSITION DESCRIPTION Position Title: City Administrator Department: Administration Accountable To: City Council Positions Supervised: All City Department Supervisors PRIMARY OBJECTIVE Plan, coordinate and direct the administration of city government in accordance with policies and procedures established by the city council. Supervise the administration of all departments including the Administration, Police, Fire, Engineering/Public Works, and Community Development. ESSENTIAL FUNCTIONS The administrator shall be the Chief Executive Officer for the council; coordinates the administration of all city departments and divisions. Develops and implements administrative policies and guidelines in cooperation with the City Council. Advises department heads and other employees as to administrative procedures and policies. Evaluates performance and results in accordance with overall city objectives and makes appropriate recommendations. Responsible to the city council for the effective management of city funds and assets to ensure effective investment of available funds; coordinates and directs department heads in the development, presentation and administration of the annual operating budget. Plans, develops and implements sound financial and accounting policies, practices and controls. Oversees the preparation and presentation of the annual budget and audit to include supporting documents. Develops and evaluates policies and procedures relating to the overall financial management of the city. Prepares the Comprehensive Annual Financial Report and the Annual Budget and submit to regulatory agencies. City Administrator Page I of 4 Responsible to the city council for planning and carrying out of all capital improvement projects and . service programs; serves as chief project and program director for the City. Coordinates with department heads to ensure effective utilization of employees, recommends salary adjustments, hiring, fIring, promotion and demotion of all regular full-time, regular part-time and consulting personnel; oversees employee development; Represents the city in collective bargaining matters and negotiates with representatives of employee organizations. Makes recommendations to the city council regarding any changes to the organizational structure of the city. Establishes annual and long-range work programs for city. Attends all meetings, performs all reasonable tasks and furnishes all verbal and written reports as assigned by the city council. Serves as City Treasurer and Deputy City Clerk. Performs other work as required. QUALIFICATION REQUIREMENTS . To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION AND EXPERIENCE Bachelor's degree in Public Administration or related fIeld. 4 - 6 years progressively responsible experience in municipal government, including supervisory expenence. 2 - 3 years experience in labor relations. KNOWLEDGE. SKILLS AND ABILITIES Thorough knowledge of the principles and practices of public administration; thorough knowledge of City Administrator Page 2 of 4 . . the methods of administration as applied to the management of local municipal divisions and departments. Knowledge of the principles of governmental accounting, budgeting, human resources administration, public relations and office management. Considerable knowledge of the organization and function of the city government and ordinances, regulations, and policies controlling its operation. Ability to direct and perform general administrative work; ability to analyze, study and present technical information on a variety of subjects Ability to assemble, organize, and present in oral or written form statistical, financial, and factual information derived from a variety of original and secondary sources. Ability to exercise resourcefulness in solving new problems in accordance with established ordinances, regulations, and policies. Ability to establish and maintain effective working relationships with employees, officials, and the general public. . SPECIAL REQUIREMENTS None. TOOLS AND EQUIPMENT USED Personal computer including word processing and spreadsheet software; copy machine; fax machine. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually quiet. EXAMPLES OF PERFORMANCE CRITERIA Establishes effective working relationships with others. e City Administrator Page 3 of 4 Carries out assignments and duties under limited supervision. . Improves efficiency of assigned duties. Handles difficult public contact situations in a professional manner. Policies and programs of the city are readily understood and administered by city personnel. Department Heads reporting are consistently performing at a maximum level of productivity in carrying out the policies of the Council. Clear and effective communications lines are consistently maintained throughout city organization. The city consistently maintains a positive and high reputation for service among the citizens. SELECTION GUIDELINES Formal application, rating of education and experience; oral interview and reference check; job related tests may be required. The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. . The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change. Human Resources Date Department Head Date February 2000 City Administrator Page 4 of 4 - . . . CITY OF STILLWATER POSITION DESCRIPTION Position Title: Director of Administration Department: Administration Accountable to: City Administrator Positions Supervised: All Administrative Employees PRIMARY OBJECTIVE This position is a member of the City's senior management team. The Director works with the City Administrator and other department directors to assure compliance with the City's policies, goals, and programs designed to achieve interdepartmental communication and cooperation. Directs and coordinates the activities of the Department of Administration which is responsible for Human Resources, Administrative Services, City Clerk, and Finance. Develops and administers services, facilities, and improvement programs as needed to provide public services in accordance with City policies. Work is generally performed with limited supervision, using discretion and judgement in completing duties. ESSENTIAL FUNCTIONS Assists City Administrator in the manal!ement of the City 1. Develops an effective organization. Includes analyses of operations, decisions, or recommendations concerning organization and procedures, responsibility for the development, motivation, and proper supervision of all departmental personnel. Represents the Office of the City Administrator in assisting advisory commissions; works with department Heads, staff and employees to address issues and to implement projects successfully. Conducts research and prepares reports and recommendations on complex issues and projects as assigned. Assists the City Administrator in monitoring city departments to ensure compliance with relevant state and federal regulations. Includes monitoring and evaluating legislation and informing city officials of legislation. Coordinates the operation, maintenance, and improvements to City Hall, including supplies, maintenance services, vendors and service levels, equipment and furnishings. Researches availability of state and federal grants. 2. 3. 4. 5. 6. Director of Administration Page 1 of 5 7. Occasionally Interviews, screens and refers callers; answers inquiries personally providing information on municipal services and functions. . 8. Coordinates public relations programs and projects for the City to include: coordinating, editing, and preparing articles for the City newsletter; assists in the preparation of resident guides and informational pieces; prepares speeches and declaration and press releases. 9. Performs a variety of special assignments for the City Administrator and City Council to include research, report preparation, and project management. 10. Serves as Deputy City Clerk. 11. Performs other duties as directed or apparent. Serves as City Personnel Coordinator 1. Manages day to day human resource programs to include employee recruitment, selection, orientation; maintains the City's pay program, position descriptions and evaluation systems in compliance with state pay equity and related guidelines; makes recommendations for short and long term staffing needs; recommends changes to the organizational structure. 2. Plan, develop, evaluate and recommend citywide personnel policies, procedures, and practices. 3. Administers all employee benefits programs, such as health & dental insurance, Employee Assistance Program, Long Term Disability, etc. 4. Assists City Administrator in labor contract negotiations. Responsible for contract administration, including grievance procedures. 5. Plan, purchase and coordinate citywide training to support employment law compliance and . achievement of City goals and policies. 6. Develops, up-dates and maintains City-wide Safety Program. Coordinates safety training programs for City departments. 7. Administers City's Worker's Compensation program. 8. Administers the City drug testing policy in compliance with State guidelines and The Federal Omnibus Transportation Employee Testing. 9. Performs other duties as directed or apparent Coordinates and Su-pports City technology systems and plannin2: 1. Oversees administration oflocal area network, including daily maintenance and vendor contract. QUALIFICATIONS REQUIREMENTS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with Director of Administration Page 2 of 5 . . disabilities to perform the essential functions. EDUCATION AND EXPERIENCE Minimum, bachelors degree in public administration, human resource management, urban studies, industrial relations or related field. Two (2) years progressively responsible experience in local government or related field. Demonstrated ability to provide work direction and guidance to other employees. Excellent verbal and written communication skills. DESIRED QUALIFICATIONS Masters Degree in public administration, human resource management, urban studies, industrial relations, or related field. Three (3) or more years progressively responsible experience in local government or related field. Five (5) years experience in human resource/labor relations. . KNOWLEDGE. SKILLS AND ABILITIES Comprehensive knowledge of human resources administration, principles, practices, and techniques including legal requirements. Ability to communicate effectively, both orally and in writing. Ability to plan and follow through with research assignments, summarizing findings in a concise manner. Skilled in analyzing facts, organizational procedures, programmatic and operational considerations. Ability to establish and maintain effective working relationships with other employees and the public and to deal with public relation problems courteously and tactfully. Positive attitude and flexibility to accept additional or alternate job assignments. Up to date computer skills including word-processing, spreadsheet, database, network, and Internet applications. The City uses the Microsoft Office 97 software package. . Director of Administration Page 3 of 5 SPECIAL REQUIREMENTS . None. TOOLS AND EQUIPMENT USED Personal computer including word processing software, copy machine, fax machine and common office equipment. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations . may be made to enable individuals with disabilities to perform the essential functions. . . The noise level in the work environment is usually quiet. EXAMPLES OF PERFORMANCE CRITERIA Establishes effective working relationships with others. Carries out assignments and duties under limited supervision. Improves efficiency of assigned duties. Handles difficult public contact situations in a professional manner. Work product generally free of errors and completed/updated in a timely manner. SELECTION GUIDELINES Director of Administration Page 4 of5 . . Formal application, rating of education and experience; oral interview and reference check; job related tests may be required. The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs ofthe employer and requirements of the job change. Human Resources Date Department Head Date . Dated: February 2000 . Director of Administration Page 5 of 5 . CITY OF STILL WATER POSITION DESCRIPTION Position Title: City Clerk Department: Administration Accountable to: Director of Administration Positions Supervised: Secretary, Receptionist/Clerk-Typist PRIMARY OBJECTIVE The performance of a variety of administrative duties requiring judgement based on knowledge gained through experience in procedures and responsibilities. Work is generally performed with considerable independence, using discretion and judgement in completing duties. ESSENTIAL FUNCTIONS . Performs communication activities including composing documents, resolutions, reports, notices and correspondence, completing surveys, providing information to the media and resolving routine to complex < problems. Develops and maintains contract and general administration files and records and publishes advertisements for bids. Administers election processes. Prepares training manual;, selects, trains and supervises election judges and City staff assistants. Interprets and applies election statutes and Secretary of State rules, prepares and implements election calendars, prepares computer test decks, publishes election notices and prepares statistical analyses. Accepts filings and prepares ballot information. Reviews new and updated laws and statutes; communicates updates to appropriate staff members. Performs administrative activities including planning, coordinating or attending meetings, participating in professional associations and task forces, and monitoring legislative activities. Acts as secretary to the City Council including preparing agendas, compiling information, coordinating distribution of Council packets, attending and preparing permanent record of meetings and communicating Council actions to appropriate Department, group or individual. . Performs record management activities including responding to questions about jurisdiction-wide records retention, maintaining records retention schedule and maintaining historical documentation. City Clerk Page 1 of 4 Assists in the preparation of departmental program budget including preparing annual budget for City C1e.. and Elections. . Supervise two clerical employees including delegating and scheduling work, assessing performance and employee selection. Perform duties related to the appointment of elected and appointed officials including notification and advertising for expiring terms and vacancies on City Boards and Commissions, preparation of letters of appointments and administering oaths of office. Provides information and issues new and renewed licenses including reviewing the update of ordinances and forms and resolving issues and complaints. Maintains all official documents, ordinances and resolutions including responding to cItIzen requests, publishing ordinances, hearing notices and advertisement for bid:.;, and reviewing and updating City Code. Signs, seals and certifies official city documents. Notarizes documents for City residents, City officials, and staff. Issues licenses in accordance with State Laws and City ordinances and maintains related records. Serves as back-up for reception area. . Performs other duties as assigned or apparent. QUALIFICATION REQIDREMENTS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION AND EXPERIENCE Bachelor's degree in Public or Business Administration or related field, three or more years increasingly responsible governmental clerical or administrative work. More extensive experience may substitute for some education. KNOWLEDGE. SKILLS AND ABILITIES Considerable knowledge of English, spelling, arithmetic and vocabulary. Knowledge of secretarial practices and procedures. . City Clerk Page 2 of 4 . Knowledge of municipal operations and organizations and state statutes related to operation of City government. Knowledge of modem office equipment, practices and procedures. Ability to conduct research. Ability to maintain records and files to prepare reports from such record. Ability to make decisions in accordance with established polices and procedures. Ability to establish and maintain effective working relationships with City Council, other employees and the public and to deal with public relation problems courteously and tactfully. Ability to plan, coordinate, delegate and direct the work of clerical staff. Knowledge of computers and Windows-based spreadsheets and word processing programs. SPECIAL REQUIREMENTS None. . TOOLS AND EQUIPMENT USED .' Personal computer including word processing software, copy machine, fax machine and postage machine. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually quiet. EXAMPLES OF PERFORMANCE CRITERIA Establishes effective working relationships with others. Carries out assignments and duties under limited supervision. Improves efficiency of assigned duties. Handles difficult public contact situations in a professional manner. City Clerk Page 3 of 4 Work product is accurate and completed in a timely manner. . SELECTION GUIDELINES Formal application, rating of education and experience; oral interview and reference check; job related tests may be required. The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change. Human Resources Date Department Head Date . Dated: February 2000 ,e City Clerk Page 4 of 4 . CITY OF STILL WATER POSITION DESCRIPTION Position Title: MIS Specialist Department: Administration Accountable to: Director of Administration Position Supervised: None PRIMARY OBJECTIVE To provide network administration for all computer services for the City. Consult with the various departments to assess and define information and processing technology needs. Coordinate the budgeting, purchasing, training and planning for Information Technologies. Design and manage the City's local and wide area networks and their components. Coordinate network support, maintenance and upgrades. Work with LOGIS and other outside vendors to ensure system and user needs are met. . ESSENTIAL FUNCTIONS . Coordinate all technical support for the various departments within the City and provide technical assistance as needed. Define problems and recommend solutions. Aid departments in defining need for automation; assist departments in major applications to meet specific department needs; approve overall project plans when appropriate; and, provide technical support for software, office automation, hardware and network problems including maintenance contracts and services. Install and maintain hardware, software and peripherals. Coordinate all software and hardware conversions and upgrades for all departments. Evaluate and recommend information technology hardware and software purchases and upgrades as needed. Prepare feature specifications; approve final system requirements; recommend vendors for contracts; and, purchase, inventory, install and configure all City hardware and software for the various City departments. Manage and enforce software licensing agreements and policies. Coordinate activities with Local Government Information Systems (LOGIS) and other external resources and agencies. Administers and monitors the local area network (LAN). Monitors and maintains established maintenance contracts on computer equipment. MIS Specialist Page 1 of 4 Provides training or assists in coordinating training for computer users as necessary for procedures arwIIt.. programs specific to the City of Stillwater." Recommends and implements proper cabling solutions for City-wide systems. Prepares a procedure manual for step by step LAN operations, including a problem log of system and software difficulties and corrective actions. Plan and coordinate the use of databases among City departments. Monitors and makes recommendations concerning the Information Technologies budget. Develop and implement procedures to provide for standardization, accuracy, security and operational efficiency. Research, analyze and develop new hardware, software and joint cooperating arrangements as solutions to data management problems. Attend training sessions and conferences as directed. Maintains inventory all computers, supplies, hardware and software. Trains designated employee to serve provide backup for the MIS Specialist function. Oversees creation and maintenance of city web site. . Perform other duties as assigned or apparent. Telephone and Voice Mail Trouble shoot telephone and voice mail problems and schedule repairs as necessary. Coordinate new user set up, new equipment/phone lines as directed. Train employees on phone and voice mail systems. Make changes to voice mail and phone systems as directed. Performs other duties and assumes other responsibilities as are apparent or delegated. QUALIFICATION REQUIREMENTS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. . MIS Specialist Page 2 of 4 . . . EDUCATION At'ID EXPERIENCE AA degree in computer science, management information systems or related field or proof of coursework applicable to the City's needs and two to four years related experience or equivalent combination of education and experience. Considerable knowledge of and experience with personal computer software, including: Windows, spreadsheet, word-processing applications and computer networks. KNOWLEDGE. SKILLS AND ABILITIES Ability to work independently and use good judgment without requiring immediate supervision. Ability to show organization in completing work assignments and performance of duties Ability to communicate clearly and effectively, both orally, in writing and electronically. Ability to deal with the public in a tactful and courteous manner. Knowledge of computer operating systems, including network management, trouble-shooting, security, hardware and software needs, and reporting. Knowledge of PC hardware and software installation, trouble-shooting, setup, configuration, repair and environment. Knowledge of and skilled in the operation of personal computers including but not limited to knowledge of Windows, and word processing and spreadsheet programs such as Microsoft Word, Access, and Excel. Ability to work effectively and cooperatively with other employees, vendors and agencies. SPECIAL REQUIREMENTS Experience in the operation of personal computers including knowledge of Windows, and word processing and spreadsheet programs such as Microsoft Word, Access, and Excel. Experience in a technical computer support position. Experience troubleshooting computer hardware and software problems. Experience in a wide variety of computer software packages and working with hardware. TOOLS AND EQUIPMENT USED Communications switchboard, including computer aided systems; personal computer and word processing software including the Microsoft Office Suite (Word, Excel, Access, Outlook); copy machine; fax machine; and microfilm reader. MIS Specialist Page 3 of 4 WORK ENVIRONMENT . The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually quiet. EXAMPLES OF PERFORMANCE CRITERIA Ability to carry out assigned tasks in an efficient, timely and accurate manner with little or no supervision. Ability to maintain records and files to prepare reports from such record. Ability to follow procedures and practices. Skill in the operation of a personal computer. Ability to establish and maintain effective working relationships with other employees and the public and to deal with public relation problems courteously and tactfully. SELECTION GUIDELINES . Formal application, rating of education and experience; oral interview and reference check; job related tests may be required. The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change. Human Resources Date Department Head Date Dated: February 2000 . MIS Specialist Page 4 of 4 . . . POSITION DESCRIPTION POSITION TITLE: Accountant DEPARTMENT: Administration ACCOUNTABLE TO: Director of Administration POSITIONS SUPERVISED: Non-supervisory, provides work direction to Sr. Account Clerks PRIMARY OBJECTIVE To assist and support the City Administrator in the administration of City finances. Under direction of the City Administrator, this position is responsible for detailed and complex accounting activities involving the preparation and maintenance of accounting/financial records and reports in accordance with Generally Accepted Accounting Principles. ESSENTIAL FUNCTIONS Prepare audit work papers, schedules, and reports. Prepare necessary accrual and adjusting entries in the preparation of year-end closing. Assist in the preparation of the City's Comprehensive Annual Financial Report. Prepare required State report. Prepare information for publication. Assist in the preparation and presentation of the City's annual budget. Assist other departments in preparing departmental budgets as necessary. Prepare required State report. Prepare information for publication. Provide support to the City Administrator as required or necessary. Develop and apply spreadsheet and word processing applications in producing the annual budget, the Comprehensive Annual Financial Report and other areas as required or apparent. Assist auditor with workers' compensation audit. Allocate costs for workers' compensation and general liability insurance. Responsible for the preparation and submission of various State and Federal reports.Assist with developing and implementing procedural changes to ensure compliance with City, State and Federal reporting requirements and internal reporting requirements. Generate and reconcile excise tax and prepare reports. Accountant Page lof5 Prepare schedules and required reports for bond payments and existing debt. . Reconcile City's special assessment records with Washington County's reports. Reconcile and verify tax settlement payments received. Review and recommend changes to maintain compliance with reporting requirements regulated by the IRS. Assist with evaluating specific financial and accounting procedures for effectiveness. Prepare and update documentation of accounting processes within Finance. Performs special research studies and assists the City Administrator accordingly. Prepare Fire Contract cost allocation. Recommend and execute new contracts. Research and prepare portions ofthe statistical section of the Comprehensive Annual Financial Statement. Prepare and monitor department records to assure compliance with records retention laws. Assist the MIS Specialist with the general operation and maintenance of the Finance hardware/software. . Keeps City Administrator informed of all developments that impact the effectiveness of the department. Performs other duties and responsibilities as apparent or assigned and provides assistance to the City Administrator as requested. QUALIFICATION REQUIREMENTS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. MINIMUM EDUCATION AND EXPERIENCE Bachelor's degree in accounting from accredited college. Accountant Page 2 of 5 . . . . Minimum two-four years of recent governmental accounting experience using GAAP and two years of which must be recent Municipal accounting experience. Knowledge of municipal accounting procedures and report writing. Working knowledge of and recent experience with a computerized accounting system. Working knowledge of and considerable experience with Microsoft Excel and Microsoft Office Suite of software programs. KNOWLEDGE. ABILITIES AND SKILLS Considerable knowledge of Generally Accepted Accounting Principles (GAAP), theories and procedures. Knowledge of governmental accounting. Knowledge of personal computer and accounting information systems. Ability to apply Generally Accepted Accounting Principles, theories and procedures to accounting assignments. Ability to analyze and interpret complex accounting records and reports. Ability to design, develop and prepare financial statements and reports for internal and external reporting purposes. Ability to establish and maintain good working relationships with other employees, the general pubic, state and federal agencies, and vendors and contractors. Ability to apply Minnesota statutes and rules. Ability to work effectively under pressure. Ability to assess problems and follow through to a successful conclusion. Ability to establish priorities and adjust workload on a daily basis. Ability to show organization in completing work assignments and maintaining department records. Ability to identify, initiate and carry out tasks independently. Ability to understand and carry out moderately complex verbal and written instructions. Ability to conduct research. Accountant Page 3 of 5 Ability to communicate and provide work direction clearly and concisely, both verbally and in writing. SPECIAL REQUIREMENTS None. TOOLS AND EQUIPMENT USED Personal computer including word-processing software, spreadsheet software, copy machine, fax machine, postage machine, 10-key calculator, and common office equipment. WORK ENVIRONMENT The work environment characteristics described here are representative of those employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually quiet. EXAMPLES OF PERFORMANCE CRITERIA Establishes effective working relationships with others. Carries out assignments and duties under minimal supervision. Improves efficiency of assigned duties. Work product (reports, spreadsheets, ledgers, etc.) is accurate and completed in a timely manner. Performs duties listed under Essential Functions in a timely and courteous manner. Accountant Page 4 of 5 . . . . . . SELECTION GUIDELINES Formal application, rating of education and experience; oral interview and reference check; and job related tests may be required. The duties listed above are intended only as illustration of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change. Human Resources Date Department Head Date Dated: February 2000 Accountant Page 5 of 5 . CITY OF STILLWATER POSITION DESCRIPTION POSITION TITLE: Senior Account Clerk DEP ARTMENT: Administration ACCOUNTABLE TO: Director of Administration POSITIONS SUPERVISED: None PRIMARY OBJECTIVE Perform detailed accounting work in the areas of general accounting, fixed assets, accounts receivable, accounts payable and special assessments. ESSENTIAL FUNCTIONS Perform assessment activities. . Prepare and maintain cash balance and bank statements. Prepare and maintain fixed assets records and reports. Prepare and maintain billable engineer hours. Prepare hook-up charge reports. Responsible for month-end closing entries and reports. Responsible for creating, maintaining, and preparing reports for annexation of township lands. Prepare contracts payable reports. Responsible for preparing monthly sales/use tax report. Responsible for all accounts receivable and accounts payable functions. Prepare 1099 Forms and remit as regulated by the IRS. . Sr. Account Clerk Page I of 4 Provide back-up for payroll functions. Other duties and responsibilities as assigned or apparent. . QUALIFICATION REQUIREMENTS To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. MINIMUM EDUCATION AND EXPERIENCE 2~year degree in accounting or 4 years of experience in accounting or a combination of education and experience that is substantially equivalent. Knowledge of and recent experience in governmental accounting procedures. Working knowledge of and recent experience with a computerized accounting system required. Working knowledge of and considerable experience with Microsoft Office suite software programs. . KNOWLEDGE. ABILITIES AND SKILLS Knowledge of government accounting principles and practices. Ability to work effectively and meet deadlines. Ability to assess problems and follow through to a successful conclusion. Ability to establish priorities and adjust workload on a daily basis. Ability to show organization in completing work assignments and maintaining department records. Working knowledge of main frame computers and personal computers. Demonstrated ability to identify, initiate and carry out tasks independently. Ability to understand and carry out verbal and written instructions. Sr. Account Clerk Page 2 of 4 . . Proven ability to effectively communicate, orally and in writing. Ability to work effectively with other employees, general public, vendors and agencies. Ability to conduct research. SPECIAL REQUIREMENTS None. TOOLS AND EQillPMENT USED Main frame computer, personal computer including word processing software, spreadsheet software, copy machine, fax machine, 10-key calculator, and other common office equipment. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. . The noise level in the work environment is usually quiet. EXAMPLES OF PERFORMANCE CRITERIA Establishes effective working relationships with others. Carries out assignments and duties under Essential Functions under limited supervision. Improves efficiency of assigned duties. Work product is accurate and completed in a timely manner. . Sr. Account Clerk Page 3 of 4 SELECTION GmDELINES Formal application, rating of education and experience; oral interview and reference check; and job related tests may be required. The duties listed above are intended only as an illustration of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change. Human Resources Date Department Head Date Dated: February 2000 Sf. Account Clerk Page 4 of 4 . . . . . . CITY OF STILLWATER POSITION DESCRIPTION POSITION TITLE: Payroll/Human Resource Technician DEPARTMENT: Administration ACCOUNTABLE TO: Director of Administration POSITIONS SUPERVISED: None PRIMARY OBJECTIVE Perform detailed accounting work in the areas of payroll and general accounting. Provide assistance to the Director of Administration in the area of Human Resources. ESSENTIAL FUNCTIONS Payroll Prepare and process payroll and all payroll related reports and submit to appropriate entities. Determine appropriate payroll deductions for each employee and update as necessary. Prepare deductions and reports for appropriate entities. Prepare Water Board payroll and reports. Prepare and submit quarterly and year-end reports to appropriate agencies. Reconciles wages at year-end and processes W-2's. Analyze union contracts for holiday pay. Calculate and prepare holiday pay. Prepare wage and benefit schedules for budget. Provide backup of other positions in the department. Maintain and administer the City's Flexible Spending Plan. Review records, reports and schedules for accuracy and initiate changes for administrator as necessary. Payroll/HR Technician Page 1 of5 Human Resources . Assists in maintaining all workers' compensation records. Assists in tracking leave requests, Workers' Comp, STD and L TD, personal leave, etc. Assists departments in coordination of Safety program and coordinates mandated safety training and ensures records are maintained according to mandates. Assists with coordination of citywide training program. Assists in the coordination of drug testing for new employees as required by Federal regulations and assists in random quarterly testing for employees who perform safety sensitive functions. Assists in the recruitment and selection of City emp10y~es. Assists with researching, analyzing and drafting of personnel policies. Prepares, reviews and updates job descriptions for all City departments. Assists with pay equity, job analysis and compensation for all positions. Conducts surveys, comparisons and evaluations of positions. Assists with benefits administration including Health, L TD, Life, STD, Dental, Deferred Compensation, etc. . Assists with special projects and activities, and performs other duties as apparent or assigned. QUALIFICATION REQUIREMENTS To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. MINIMUM EDUCATION AND EXPERIENCE 2-year degree in accounting or 4 years of experience in accounting or a combination of education and experience that is substantially equivalent. Knowledge of and recent experience in governmental accounting procedures. Payroll/HR Technician Page 2 of 5 e . . . Working knowledge of and recent experience with a computerized accounting system required. Working knowledge of and considerable experience with Microsoft Office Suite Software. Working knowledge of and experience accounting computer system. KNOWLEDGE. ABILITIES AND SKILLS Knowledge of government accounting principles and practices. Ability to assess problems and follow through to a successful conclusion. Ability to establish priorities and adjust workload on a daily basis. Ability to show organization in completing work assignments and maintaining department records. Working knowledge of main frame computers and personal computers. Demonstrated ability to identify, initiate and carry out tasks independently. Ability to communicate effectively verbally and in writing. Ability to work effectively and cooperatively with Administration as well as Department Heads and staff. Ability to understand and carry out moderately complex oral and written instructions. Complete understanding of a computer based payroll system and general understanding of a financial accounting system. Ability to be proactive, positive and understanding in all areas of HR issues, questions and concerns. Ability to handle multiple priorities and demands. Ability to respond in a courteous and professional manner with both internal and external customers. Ability to respond to inquiries in a timely manner. Ability to research an issue, understand the impact of a new policy or procedure, and recommend a course of action. Payroll/HR Technician Page 3 of 5 Ability to work with difficult customers. Ability to maintain confidentiality of sensitive information. SPECIAL REOUlREMENTS None. TOOLS AND EQUIPMENT USED Main frame computer, personal computer including word processing software, spreadsheet software, copy machine, fax machine, 10-key calculator, and other common office equipment. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually quiet. EXAMPLES OF PERFORMANCE CRITERIA Establishes effective working relationships with others. Carries out assignments and duties under limited supervision. Improves efficiency of assigned duties. Work product (reports, spreadsheets, ledgers, etc.) are generally free of errors and completed/updated in a timely manner. Payroll/HR Technician Page 4 of 5 . . . . . . SELECTION GUIDELINES Formal application, rating of education and experience; oral interview and reference check; and job related tests may be required. The duties listed above are intended only as an illustration of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change. Human Resources Date Department Head Date Dated: February 2000 Payroll/HR Technician Page 5 of 5 CITY OF SITLLW ATER POSITION DESCRIPTION . Position Title: Community Development Director Department: Community Development Accountable to: City Administrator Positions Supervised: All Employees in Planning and Building Inspections PRIMARY OBJECTIVE To assist the City in the development and implementation of a comprehensive community planning and development program and supervise the activities of the Planning and Building Inspections Departments. ESSENTIAL FUNCTIONS Plans and organizes activities of the Planning and Building Inspections Departments to ensure that adequate services are being provided to City residents and other parties of interest. . Establishes policies and procedures for Planning and Building Inspections Departments in order to implement directives from the City Council and the City Administrator. Participates with the City Administrator in establishing goals, budget plans and implementation strategies to ensure the desired level of planning and development activities are being provided. Reviews land use development plans for consistency with City plans, land use regulations, policies and applicable State and environmentai regulations. Oversees development and implementation of the City's Comprehensive Land Use Plan and communicates City's vision, goals and policies effectively to developers. Oversees implementation ofthe City's Redevelopment Projects including both long range planning and daily administration associated with redevelopment activities. Oversees staff's support services to Planning Commission. Supervises the redevelopment activities of the City, assuring that projects are developed and implemented consistent with established objectives. .) Community Development Director Page 1 of4 Oversees preparation of park and trail planning activities. Monitors activities of the Metropolitan Council, State agencies and other local and regional . governments that may affect local planning authority and decision making, and reports such activities to the City Administrator in a timely manner. Assists in the development of Developer's Agreements and implementation of the City's Zoning Ordinances as necessary. Represents the City of Stillwater in a manner which commands respect of the public contractors, developers and others. Keeps the City Administrator informed of important developments as deemed necessary. Performs other duties as assigned or as apparent. EDUCATION AND EXPERIENCE A combination of training and experience substantially equivalent to a Masters Degree in planning or a related field with five (5) or more years of municipal administration and/or planning experience with significant exposure to land use regulations and code enforcement functions. KNOWLEDGE. SKILLS AND ABILITIES . Considerable knowledge of municipal planning practices and principles. A practical knowledge of state, federal and regional legislation related to planning and zoning. A practical knowledge of Uniform Building Codes and code enforcement techniques. Knowledge of budget preparation and administration. Knowledge of effective supervisory practices. Ability to prepare and present comprehensive planning reports in an objective and professional manner. Ability to establish and maintain effective working relationships with other City employees, City Committees or Commissions, subordinates and the general public. Ability to maintain records, prepare reports and perform various complex administrative duties pertaining to the area of responsibility. Community Development Director Page 2 of 4 ~. . . . SPECIAL REQUIREMENTS None. TOOLS AND EQUIPMENT USED Personal Computer, phone, fax, copier, motor vehicle. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to sit and talk or hear, use hands to finger, handle, feel or operate objects, tools, or controls; and reach with hands and arms. The employee is occasionally required to walk. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision and the ability to adjust focus. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while p~rforming the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually quiet. EXAMPLES OF PERFORMANCE CRITERIA Quality of services performed meets required standards for neatness, accuracy and completeness. - Participation, awareness of needs and capacities, quality of recommendations. -Promotes a long range vision relative to the community planning as well as City activities in general. -Performance with respect to established goals and objectives Ability to work under pressure and meet required deadlines and schedules. Anticipates work needs and prepares in advance. Community Development Director Page 3 of 4 Maintains a pleasant, tactful and courteous manner in dealing with the public and fellow employees. Good working habits and a willingness to cooperate with others and contributes in a positive way to a pleasant working climate. SELECTION GUIDELINES Formal application, rating of education and experience, oral interview and reference check; job related tests might be required. The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and the employee and is subject to change by the employer as the needs of the employer and requirements of the job change. Human Resources Date Department Head Date February 2000 Community Development Director Page 4 of 4 . . . . . . CITY OF STILLWATER POSITION DESCRIPTION Position Title: Building Official Department: Building Department Accountable To: Community Development Director Positions Supervised: Non-supervisory, provides work direction to Building Inspectors and Department Secretary PRIMARY OBJECTIVE Under the administrative direction of the Community Development Director, ensures fair and impartial compliance with the State Building Code, Mechanical, Plumbing and Occupancy Codes and various related city ordinances and regulations. ESSENTIAL FUNCTIONS Assist in the coordination of the building inspection function of the City including responsibility for plan checking for code compliance, permit issuance and inspection of all construction requiring permits. Ensures accurate records and reports are maintained so that building permit information is organized and readily available. Assists in the coordination of the review of building plans with various city departments to ensure plans are complete according to required standards and required services are available. Conducts inspections on all construction, mechanical, plumbing, fire protection systems and site improvements to ensure the work is done according to the appropriate code requirements and approved permit plans. Inspects new construction and additions to ensure the authorize construction meets the setback, use and any special requirements of the Zoning Ordinance. Investigates complaints filed with the city, or noticed in the field, take appropriate enforcement actions to secure the correction of the problem and transmit corrective action to complainant. Keeps current on new materials and construction practice as well as new codes and changes in Building Official Page 1 of 4 existing codes to insure a thorough understanding of the building industry and effect administrative practices. . Provides information and answers inquiries to improve the understanding of the public, homeowner, contractor or design professional regarding building codes, zoning regulations and building permit submittal requirements. Acts as "Building Official" with all the powers and duties as called for in adopted City construction codes. Interprets building codes and makes decisions on code compliance for new methods and products used for construction. Maintains an effective working relationship with design professionals, building contractors and residents to ensure a positive response and conformance with city building codes and ordinances. Keeps daily activity reports as necessary for review and evaluation. QUALIFICATION REQUIREMENTS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with . disabilities to perform the essential functions. EDUCATION AND EXPERIENCE A combination substantially equivalent to post graduate (high school) education or completion of trade school in construction related areas or 4-5 years experience in construction trade and at least 3 years experience as Building Inspector. Certified as Class II State Building Official. KNOWLEDGE. SKILLS AND ABILITIES Considerable knowledge of building, plumbing, hearing and ventilation codes. Considerable skill in understanding construction diagrams and blueprints. Ability to communicate effectively orally and in writing. Ability to enforce Building Code and related ordinances and regulations, firmly, tactfully and impartially. Building Official Page 2 of 4 . . . .' Ability to supervise and make technically correct decisions. Demonstrated ability to develop and maintain an effective working relationship with contractors, design professionals, the general public and fellow workers. Skilled in operation of personal computer. Good working knowledge of windows-based software applications, including word-processing, spreadsheet, and database applications. Possess a valid Minnesota Driver's License. Has a safe driving record. Skilled in the operation of the listed equipment. SPECIAL REQUIREMENTS None. TOOLS AND EQUIPMENT USED Personal computer, calculator, copy machine, fax machine, motor vehicle, portable radio, ladder or scaffolding, and tape measure. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties to this job, the employee occasionally works in outside weather conditions, or risk of electrical shock. The noise level in the work environment is usually quiet in the office, and moderate to loud in the field. Building Official Page 3 of 4 EXAMPLES OF PERFORMANCE CRITERIA . Plan reviews and inspections are performed promptly, are technically correct, consistent and performed in a timely manner. All known building activity has required permits before construction begins. Record system is developed and record reporting and files are kept up to date. Promptly follows special requests. Maintain a positive and effective working relationship with department and city personnel, design professionals, contractors and the general public. City codes related to building construction are consistently administered and enforced. SELECTION GUIDELINES Formal application, rating of education and experience; oral interview and reference check; job related tests may be required. The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them form the position if the work is similar, related or a logical assignment to the position. . The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs to the employer and requirements of the job change. Human Resources Date Department Head Date Dated: February 2000 Building Official Page 4 of 4 . . . . CITY OF STILLWATER POSITION DESCRIPTION Position Title: Building Inspector Department: Building Inspection Department Accountable To: Community Development Director Position Supervised: Non-supervisory, provides work direction to Assistant Building and department secretary. PRIMARY OBJECTIVE Under limited supervision, review construction plans for issuance of permits, perform inspections, investigate complaints of Code violations and assist Building Official as is required. ESSENTIAL FUNCTIONS Checks construction plans for conformance to all applicable city construction codes and local ordinances and when compliance is verified issues work permit. Inspects construction projects for which permits had been issued to assure that construction adheres to permit plans, setback requirements and is in code compliance. Assists in maintaining proper records of permits, inspections, violations and phone conversations relating to the duties of the department. Investigates building code complaints filed with the city or noticed in the field and takes appropriate action to secure corrective actions. Keeps daily activity reports as necessary for review and evaluation. Keeps current on new materials and construction practices as well as code changes to ensure a thorough understanding of the building industry and code requirements. Furnishes construction and building code information and answers inquires to improve public understanding of building codes and building permit submittal requirements. Building Inspector Page 1 of5 Assists in resolving complex and sensitive customer service issues, either personally, by telephone or in writing. Maintains records and documents of customer service issues and resolutions. . Administers permitting function, including application processing, fee assessment and collection, permit issuance and computer logging of records to insure departmental reports are accurate and timely. Maintain effective working relations with building contractors, design professionals and the public. Keeps Community Development Director and Building Official informed on building permit and inspection activities. QUALIFICATION REQUIREMENTS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION AND EXPERIENCE . High school graduate or completion of 2 year trade school in construction related trades. At least 2 - 3 years building, 'plumbing, heating, or electrical inspection experience or equivalent. Must be certified as State Building Official. KNOWLEDGE. SKILLS AND ABILITIES Good knowledge of building, plumbing, heating and ventilation codes. Considerable knowledge of department and industry terminology. Skilled in operation of personal computer. Good working knowledge of windows-based software applications, including word-processing, spreadsheet, and database applications. Ability to read complex construction diagrams and blueprints. Ability to act in a courteous and effective manner when dealing with contractors, design professionals and the public. Building Inspector . Page 2 of 5 . . . Ability to communicate effectively orally and in writing. Must possess a valid Minnesota Drivers License. Must have a safe driving record. Ability to locate and comprehend Evaluation Service Product Research Reports. SPECIAL REQUIREMENTS None. TOOLS AND EQUIPMENT USED Personal computer, calculator, copy machine, fax machine, motor vehicle, portable radio, ladder or scaffolding, and tape measure. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee occasionally works in outside weather conditions. The employee occasionally works near moving mechanical parts and in high, precarious places and is occasionally exposed to wet and/or humid conditions, or risk of electrical shock. The noise level in the work environment is usually quiet in the office, and moderate to loud in the field. EXAMPLES OF PERFORMANCE CRITERIA Plan reviews are performed promptly and completely making every effort to minimize delays in starting or completing project construction. Building permit records and files area kept current and complete and readily available for review. Code requirements are administered consistently. All structures assigned for inspection are inspected for conformance to codes and ordinances in a firm but fair manner. Building Inspector Page 3 of5 Responds promptly and courteously to phone calls from people regarding information related to . codes and ordinances. Maintains a good working relationship with department and city personnel. . Building Inspector Page 4 of5 . . . . SELECTION GUIDELINES Formal application, rating of education and experience; oral interview and reference check; job related tests may be required. The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change. Human Resources Date Department Head Date February 2000 Building Inspector Page 5 of5 . . . CITY OF STILLWATER POSITION DESCRIPTION Position Title: Assistant Building Inspector Department: Building Inspection Department Accountable To: Community Development Director Positions Supervised: None PRIMARY OBJECTIVE Under supervision, perform inspections, investigate complaints of Code violations and assist Building Official as required. Also works under limited direction of the Building Inspector. ESSENTIAL FUNCTIONS Checks construction plans for conformance to all applicable city construction codes and local ordinances and when compliance is verified by Building Official, issues work permit. Assist in inspections of construction projects for which permits had been issued to assure that construction adheres to permit plans, setback requirements and is in code compliance. Maintains proper records of building and inspection activity, permits, violations and phone conversations relating to the duties of the department and completes related reports. Assists in administering the permitting function, including application processing, fee assessment and collection, and permit issuance. Assists in researching problems and complaints regarding residential buildings, building construction and code compliance and notifies Community Development Director and Building Official so appropriate action can be taken. Establishes and maintains daily activity reports and forms necessary for review and evaluation. Keeps current on new materials and construction practices as well as code changes to ensure a thorough understanding of the building industry and code requirements. Assists in resolving moderately complex and sensitive customer service issues, either personally, by telephone or in writing. Maintains records and documents of customer service issues and resolutions. Asst. Building Inspector Page 1 of5 Furnishes construction, zoning and building code information and answers inquiries to improve . public understanding of building codes, zoning regulations and building permit submittal requirements. Maintain effective working relations with building contractors, design professionals and the public. Keeps Building Official informed on building permit and inspection activities. Performs related work, such as fIre and sidewalk inspections, nuisance complaints, and other duties as assigned by the Community Development Director or Building Official. QUALIFICATION REQillREMENTS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION AND EXPERIENCE Must have a minimum Minnesota State CertifIcation as a Building Official- Limited. . High school graduate and completion of two-year technical school or equivalent work experience. Must be willing to attend continuing education courses, some of which are after regular business hours. KNOWLEDGE. SKILLS AND ABILITIES Skill in operation of personal computer. Good working knowledge of Microsoft Office programs in Windows environment. Ability to establish and maintain computerized records and reports for Inspection Department for submittal to Council, State and Federal Agencies and to others as necessary. Ability to learn and use new computer programs quickly and efficiently. Basic knowledge of terminology. Asst. Building Inspector Page 2 of 5 . . . . Ability to gain knowledge of building, plumbing, heating and ventilation codes. Ability to locate and comprehend evaluation service product research reports. Eligible to be certified as a state building code official within a reasonable period (one to two years). Ability to read basic construction diagrams and blueprints. Ability to act in a courteous and effective manner when dealing with contractors, design professionals and the public. Ability to maintain composure when confronted with offensive criticism or actions. Ability to learn quickly, retains and comprehend information given. Skill in the operation of the listed equipment. Be able to communicate effectively orally and in writing. Must possess a valid driver's license. Must have a safe driving record. SPECIAL REQUIREMENTS None TOOLS AND EQUIPMENT USED Personal computer, calculator, copy machine, fax machine, motor vehicle, portable radio, ladder or scaffolding, and tape measure. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee mostly works in outside weather conditions. Some work is performed in an office setting. The employee occasionally works near moving mechanical parts and in high, precarious places and is occasionally exposed to wet and/or humid conditions, or risk of electrical shock. Asst. Building Inspector Page 3 of5 The noise level in the work environment is usually quiet in the office, and moderate to loud in the . field. EXAMPLES OF PERFORMANCE CRITERIA Permits are issued promptly and completely making every effort to minimize delays in starting or completing project construction. Building permit records and files are kept current and complete and readily available for review. Enforcement of building codes administered consistently. All structures assigned for inspection are inspected for conformance to codes and ordinances in a firm but fair manner. Responds promptly and courteously to phone calls from people regarding information related to codes and ordinances. Establishes effective working relationships with others. Improves efficiency of assigned duties. . Asst. Building Inspector Page 4 of 5 . . . . SELECTION GUIDELINES Formal application, rating of education and experience; oral interview and reference check; job related tests may be required. The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements ofthe job change. ' Human Resources Date Department Head Date Dated: February 2000 Asst. Building Inspector Page 5 of5 . CITY OF STILLWATER POSITION DESCRIPTION Position Title: Administrative Support/Communications Specialist Department: Engineering/Public Works Accountable to: City Engineer/Public Works Director Position Supervised: None PRIMARY OBJECTIVE Responsible for the performance of complicated, involved and varied administrative duties requiring judgement based on knowledge gained through experience in procedures, responsibilities and experience. Responsible for the development of information technology in printed and electronic form. Work is performed with considerable independence, using discretion and judgement in completing duties. . ESSENTIAL FUNCTIONS . Performs communication activities, including: composing documents, Council resolutions, notices, correspondence, and providing information to the public via electronic, printed, and verbal forms. Uses windows-based word processing and spreadsheet computer applications to compose and type letters, memorandums, reports, specifications, bid proposals, forms, charts, notices, bulletins, meeting agendas and minutes, and records from rough drafts, dictation machines, verbal instructions or procedures. Develops and maintains Engineering/Public Works records, including: maintaining and merging databases in an orderly and timely manner. Responsible for the development of contract payments and maintaining engineering contract files and records. Responsible for the bid process including: tabulation of bids, abstract of bids for bidder information, return of bid bonds or deposits, and preparation of contracts for improvements for review by the City Attorney. Administrative Support/Communications Specialist Page 10f7 Provides information to the public, making information and records available including: property identification information; MN Statute 429 process, special assessments, policies and . procedures, and municipal process and operations. Assists in the administration ofthe MN Statute 429 process, including the calculation of improvement costs for assessments. Monitors the MN Statute 429 process to ensure that all steps are completed and verify all properties involved in local improvements. Prepares all resolutions and assists in the preparation of all EngineeringlPublic Works agenda items for Council review. Prepares monthly reports for the City Council as well as State and Federal agencies as required. Reviews Council actions and updates progress schedules and to-do lists. Responsible for the publication and mailing of all improvement and assessment hearing notices and advertisements for bids. Assists in the preparation and monitoring of EngineeringlPublic Works budget. Assists in the preparation of Geographic Information System (GIS) databases and uses this system to provide information to the public. . Contacts agencies, residents, and contractors for meeting notices. Administers the park reservation program, including: tracking fees and deposits and develop contracts based on established policies and procedures. Performs bookkeeping function for all grading escrows, park reservations, and construction costs for improvements. Develops and utilizes various procedures and controls to provide accuracy, product quality, standardization and operational efficiency within the improvement process and department operations. Designs and implements computerized reports for various applications. Plans and coordinates the use of databases in EngineeringIPublic Works and Planning. Responsible for special projects as assigned by the City EngineerIPublic Works Director, Public Works Superintendent or other departmental supervisors and personnel. Assists the City Clerk in election activities and polling locations. . Administrative Support/Communications Specialist Page 2 of7 . Purchases and maintains inventory of office supplies for EngineeringIPublic Works, Planning and Inspections Departments. Addresses inquiries from contractors and the public in a pleasant and friendly manner. Provides copies and blueprints as requested. Performs general reception and telephone answering duties for EngineeringIPublic Works, Planning and Inspection Departments. Performs other duties and responsibilities as apparent or assigned. Develops visual presentations for public meetings using computer hardware, graphical and presentation software packages. Assists in analyzing user needs and make recommendations concerning information systems for budgeting for EngineeringIPublic Works. Assists in the analysis and recommends new or improved uses of information management technology within Engineering/Public Works and Planning Departments. Provides training for computer users as necessary for procedures and programs specific to EngineeringIPublic Works. . Assists MIS Specialist and provides backup support in the absence of MIS Specialist. Website Development and Maintenance Responsible for the management of information and illustration library, Web application development, and Web page authoring. Develops the graphical interface of the City's Website utilizing various graphical software tools, Web authoring tools, and technologies to transform graphical concepts into specific Web pages. Integrates video, animation, still images, text and audio into the graphical design of Web pages as needed. Develops and identifies electronic resources and database related services of the library of Website information. Develops technical architecture of Web sites including: scripting, database design, and user interface design. Determines size and arrangement of illustrative materials and text, select style and size of type and creates sample layouts. . Creates custom HTML and CGI applications, tables, frames, and forms as needed. Administrative Support/Communications Specialist Page 3 of7 Verifies content and formatting. Edits information and refreshes Web site content to ensure accuracy and timeliness of information and images and corrects performance problems. . Stays abreast of industry trends, design philosophy, and all applicable technologies including: scripting, security issues, authoring tools, graphic design tools, new languages, and integrate new technologies into Web site as needed. Addresses any Website related questions from users. Manages the transfer of files and memory allocation for Website on the server. Communicates with other personnel, departments, and agencies regarding technical requirements of Web site and upcoming projects or events related to the Website. Critiques other designs and solicits responses on Web pages produced. Updates and maintains Website pages based on responses from Management and users. Works with web hosting vender regarding Internet related technologies. Coordinates online exhibits from outside organizations or agencies. Trains MIS Specialist in the development and maintenance of the Website. Newsletter . Responsible for the design and layout of information and illustrations. Determines the size and arrangement of illustrative materials and text, selects style and size of type and creates sample layouts. Verifies content and formatting. Edits information to ensure accuracy and timeliness of information and images. Communicates and coordinates with other personnel, departments, and City related agencies regarding content of newsletter articles and exhibits included in the Newsletter. Works with publisher to ensure quality and timeliness of publication. Works with post office to get accurate mailing lists. QUALIFICATIONS REQUIREMENTS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative ofthe knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with . disabilities to perform the essential functions. Administrative Support/Communications Specialist Page 4 of7 . . EDUCATION AND EXPERIENCE Minimum Qualifications A combination substantially equivalent to high school graduation including or supplemented by courses in typing and commercial/secretarial subjects. Three to five years of experience in responsible clerical work. Ability to type 60 words per minute. Knowledge and considerable experience with word-processing, spreadsheet, and database software applications. Desired Qualifications Minimum of two years previous related work experience in municipal/government operations. Experience with engineering or other technical field or work. Experience in basic accounting functions. Ability to demonstrate progressively responsible work experience/background. KNOWLEDGE. SKILLS AND ABILITIES Skilled in the typing of letters, documents and reports, etc. Considerable knowledge of English, spelling, punctuation, arithmetic and vocabulary. Ability to communicate effectively in graphic, verbal and written forms. Good working knowledge of the local improvement process including knowledge of MN Statute 429 and assessment roll preparation. Knowledge of modern office equipment and general office practices and procedures. Knowledge and experience in transcribing from dictating equipment. Ability to show organization in completing work assignments and perform duties in an efficient, timely and accurate manner and use judgment with little or no supervision. Ability to understand and carry out complex verbal and written instructions. . Ability to handle multiple priorities and fast-paced work environment. Administrative Support/Communications Specialist Page 5 of7 Ability to work with many distractions such as interruptions from phones and walk-in customers. . Ability to work effectively and cooperatively with other employees, agencies and vendors. Proficient in the operation of personal computers and multiple software programs such as Microsoft Word, Excel, PowerPoint, Access, PageMaker, PhotoShop, PageMill, SiteMill, and Arcview. SPECIAL REQUIREMENTS Experience in computer operating systems of personal computers including but not limited to: Windows and software programs such as Microsoft Word, Excel, PowerPoint, Access, PageMaker, PhotoShop, PageMill, SiteMill, and Arcview. Experience in technical support. Experience in Website development and maintenance. Experience in desktop publishing software. WORK ENVIRONMENT The work environment characteristics described here are representative of those an emp109yee . encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually quiet. EXAMPLES OF PERFORMANCE CRITERIA Ability to perform all duties described under "Essential Functions". Ability to carry out tasks in an efficient, timely and accurate manner and use good judgement with little or no supervision. Ability to maintain records and files to prepare reports from such record. Ability to make accurate arithmetic computations. Ability to follow procedures and practices. Skilled in the operation of a typewriter, dictating/transcribing equipment and personal computer. Ability to establish and maintain effective working relationships with other employees and the public and to deal with public relation problems courteously and tactfully. . Administrative Support/Communications Specialist Page 6 01'7 . . . SELECTION GUIDELINES Formal application, rating of education and experience, oral interview, reference check and job related tests may be required. The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change. Human Resources Date Department Head Date February 2000 Administrative Support/Communications Specialist Page 70f7 . Job Classification Point Values 2000 . Job Classification Maintenance Worker I Custodian Parking Enforcement Officer Community Service Officer (CSO) Receptionist/Clerk Typist Building Maintenance Worker II Maintenance Worker II library Assistant I Maintenance Worker III library Secretary library Assistant II Secretary Secretary/Dispatcher I Payroll/HR Technician Secretary/Dispatcher II Sr. Account Clerk Maintenance Worker IV Mechanic Chief Mechanic Engineer Technician II Admin. Support/Communications Speciali library Associate Asst. Building Inspector Admin. SupportlMlS Specialist Firefighter/Engineer librarian I Building Inspector Engineer Technician III . ~~~-","""",,' Point Value 82 121 121 122 122 125 126 128 170 173 174 177 187 194 194 194 197 197 208 212 213 213 218 225 230 259 262 262 Page 1 of2 Job Classification Point Value . Patrol Officer 280 City Clerk 291 Engineer Technician IV 292 Asst. Public Works Supt. 320 MIS Specialist 320 Fire Captain 327 Narcotics/J uven ile/lnvestigator 331 Accountant 332 Planner 342 Building Official 344 Asst. Library Director 357 Sergeant 382 Civil Engineer 398 Asst. Fire Chief 424 Public Works Superintendent 525 Library Director 554 . Police Captain 562 Director of Administration 608 Community Development Director 611 Fire Chief 618 City Engineer 732 Police Chief 739 City Administrator 1040 . 02/28/00 MaN 13:29 FAX 6125461552 r I , I I -I I I I .1 I I I I I I I I eL (],) L. ;:, 0{3 118 E I I C\I Cf) i I I m I ~ c I$g II ~ .~ 1- C ,~ (\1 I (f) e> I~ 0 I 0 "'C I ~ Q) I +--- en 10 & I e L, a.. LABOR REL\TIONS ASSOC. -.------ ------ o o C\J ,...- I I I 10 I ~ I ! i I 10 , -'j 0 ~. I I C\J -I ~~ I ~i I I I .' 0 I I I I I \ \ \ \ \ \ ~ ~ 1!J \~ \ \ ~ I L_._L-. I "" I 10 J 0 I~ I I /0 -I 0 ,CO I I 0.$ --, 0 c:: I CO 0- I ~ C\J <.0 L(') ~ C't) spuesn041 Aed >. CO a.. J CO (> >. ~ a.. J u.. ;--' i I l~ ~ ~ a.. -, :E ~ ~ CO iQ.. -c (J.) ~ 0- I L-_ !4J 002 J i I I I I I I I I I I ! I I I I I I I I i I i , I I I I I I I I I 1 I i I I I I 02/28/00 MON 13:29 FAX 6125461552 LABOR RELATIONS ASSOC. 141 003 Jurisdiction: City of Stillwater Contact: Char.tell Kadin Date; February 28, 2000 Phone: 651 430-8805 COM P L I A N C E R E P 0 R T . The statistical analysis, salar/ rangs and exceptional service pay test results are shown below. Part I is general informatior. from your Pay Equity Report data. Parts II, III, and IV give you the test results. For more detail on each test, refer to the guidebook. r. GENERAL JOB CLASS INFORMATION Male Female Balanced All Job Classes Classes Classes Classes # Job Classes 28 21 0 49 # Employees 57 27 C 84 Avg. Max Monthly Pay per Employee 3,865.56 3,421.07 3,722.69 II. STATISTICAL ANALYSIS TEST A. UNDERPAYMENT RATIO. 140.6* 1'<lale Classes Female Classes a. # at or above Predicted Pay b. "" Below Predicted Pay 1t c. TOTAL d. ~ Below Predicted Pay (b divided by c = d) 13 15 28 13 8 21 53.57 38.10 *(Result is % of male classes below oredicted pay divided by % of female classes below predicted pay~) . B. T-TEST RESULTS Degrees of Freedom (DF) ~ 82 Value of T ;: .~54 a. Avg. diff. in pay from predicted pay for male jobs $ 6 b. Avg. diff. in pay from predicted pay for female jobs; $ -22 rII. SALARY RANGE TEST; 104.48% (Result is A divided by E) A. Avg. # of years to max salary for male jobs = B. Avg. # of years to max salary for female jobs ;: 3.~O 3.35 IV. EXCEPT!ONAL S~RVIC~ PAY TEST = 103.70% (Result is B divided by A) A. % of male classes receiving ESP B. % of fsmale classes receiving ESP 64.2~* 66.67 * (If 20% or less, test result will be 0.00) Version 3.e (1993)~ 02/28/00 MON 13:30 FAX 6125461552 '-;'28/00 . Job , NUml::e;r Class Tit"e . Mainte~<<nce WOrkcr I ; C'useodi..." park1ng Enforcern*~t Office~ 4 Recept~oni8t/C1~X-TyplSt 5 Conu,u,If1i ty Service OffiCer 09 Suilding M~ineenar.ce WorKer , Library A38istar.t: I 8 Li~r8~/ secre~~ry ~ Maintenance Worker III 10 Li~r~ry A88i3t~ne II H Secretary 12 See;ctary!Olsp~tcher S3 payrol11~~ Tech 13 secret;~ry/Di.pa~cr.cr II 14 Senior Account ClerK 16 M~~nten~ce Worker IV 18 lolechan1c 19 c~ief Mechanic 54 Aemin. Suppo;re/Comrn. Spec. 20 Library Associate 50 ~a~t. Building Inspector 5L J.cad Workot; 21 Fire Fighter/Engineer 22 I.ibra.rian I 23 Building Inapectcr 24 ~glne~r.ns Tee~ III 25 Patrol Offlc~r 27 C;,ty Clerk 26 ~91ne$;rin9 Tech IV 52 MIS SpecialiSt ;~ Fire Captain 30 ~arcotic3/Juv/lnveseigator 31 ACcountant 32 Pl':mner 3~ 5~i1e~n9 Official 33 ^.~t. Library Direccor OS 3erS'eant 28 ABSt, ?~b. works S~~e. 37 ~iVl1 ensineer 38 As_t. Fire Chi.f ~o ?Ubllc WOrk$ Superintedent ~1 Library Director 42 Capt~i'l J, 01:t*etor of i\~",ini"tratlon 43 COmmunity Pev. Oirector 44 Fire Chi.H 46 City en9~neer 47 Pollce Chief 48 City COQrdinato~ . Mal.. imp 1 Fe"lale irnpl 1 1 1 o C 1 o o 5 o o o o o o , J o o 1 8 o 1 o 2 3 o o 1 o 4 1 1 o 1 o LABOR RELATIONS ASSOC. Joe r.ist Total o o o 1 1 2 o o o 1 1 o o o 2 o 2 :1 o 1 o o 1 1 o 1 c o o o c ETTll'l 5 1 2 1 1 1 2 ~ 1 1 1 1 3 2 10 1 1 1 1 1 Sex wo::k Pomca M M M F F M F F M .. po 11 F F P ~ 1'1 M r F M M M P I' M M 'i 1'1 F M M F' l' M F M M M M M F M F M l~ M M M 1040 Max I';c. Salarl' 82 '-,210.00 2.62',00 2.5:;9.00 2.6B1.00 121 12'. 122 1.. 125 126 173 173 174 2,'50.00 2,ee4.CO 2,~88,OO 2,837,00 3,034.00 2,837.00 3,122.00 3, lIS 1. 00 3,:aS.OO 3,215 .00 , 7- .' I 197 1H 194 191 197 3.215.00 3,110\.00 3. 1h . 00 3,218 .00 3,358.00 3.223.00 3,122.00 3,327.00 197 ::08 213 213 218 220 .3C 3,655.00 3,731.00 3,?:le.OO 3,643.OC 3,'81.00 3,958.00 ~s~ 262 262 280 29L 2'2 320 327 331 4,060.00 3,860.0C 3,842.00 4,265.00 '1,222.00 3,H9.CO 332 342 H4 357 Ji~ 385 398 421 32& 554 4,397.00 4,032.00 4.~50.CO 4,432.00 -', ,~27. 00 4,e45.00 4.859.00 5,095.00 5,230 .00 562 50B 511 '18 5.250.00 5,545,00 5.373.00 5.292,00 5,790.cO ',311.00 'l:< 7~' i'r",dicted P..,y 2297.12 2601.35 2601.35 260'.:<0 2609 20 263:<. 37 2655,9:< 3006.87 0005.S7 J 014 . "2 3038.26 Jl31.1? 3192.08 :1'2.08 Jl92.02 3219 ,29 3;a .28 33l.4.€l 3358.17 335.1.17 3395.01i 31:6.69 30\96.90 3701.20 3725.01 37~S. OJ. 3B8.59 3906.95 H1'l.lB 4123.05 4159.$0 4:91. 0" 41'6.00 .21S.1~ 4:5$.02 4319,24 1144.3S 4461,09 4550.78 4542,96 !C14.B'7 51"~ . 57 5:72 .97 535:.83 5J53.~e 53!n.59 SIlSS.,? 3687.71 6384.!l5 14I 004 Page ray Dirre::'~nce -e';.:2 H.e5 -42.35 71.80 Ho.eO ~51.6J 3~,08 -15'.87 2';,13 .177.72 83,74 :: S. -90 22.91 n,9Z 22.92 -74.21l -74.2 a 9'5. &: -.:7 -135.17 -277,0' .1l9.89 152.10 29,74 :'2. " -82.01 1l2. <1.: 5:.05 165.82 -263.35 .317.50 '1>.55 26. CD -196,11 ;4l.3~ 12,76 5,6. '. 2'.09 -22::.78 203.04 -1IiS.>:!7 -45,S" ~.,. O~ -10:.83 181.02 -:~,5' 33.10 -107.71 73.9~ Versi~~ ),0 (1993) 02/28/00 MON 13:30 FAX 6125461552 w 0::: ~ ~ U ~ 0::: f0- Ul -.JCr:.::: <1:<( Zw Oz I-- <C -! Ni zO ~( CJ (,). 0::"--- OCO 0-J O~I 11J C''\!'jl ~ ('- Q. j) OWl 0:.:7 8-1 1-. o I oZ 00 N(j) er.:(J) o LJJ LLO::::: C) Ul lLl (jj ,-0::::: ~ <t z <( 0: w ~ <( > -~ ---' , ~ i- 01 l..L- o ,>- 1"-' u 1--:-- ~ ~'. ~~L ~. ~ L r--- l.D 1,.1) ($) LABOR RELATIONS ASSOC. ..... ....- "'5 -- :ai '-"- -..; ~'~ L:.. ~ ~ ~ ~. 2 ~--:; 4> ..... ~!2 w... ~ :2 "-t n C"~ spuosr'OlU "':i J \...I", -, C) \-I ( ~ '-, L' I . J 0 I ,\/ ~,_vc ..J..... V v\ /, I. I..LI'. v... c o o o o o o Ci1 ,-, -' o oJ o o r--- o ,...... '-" I LD en 1-- L::. 100 , ~ r:.. : i I ; J 8 <;j o --: 0 I"') CJ o r~ ,...... '--' I 0 ~ ~ I4.J005 . . . 02/28/00 MON 13:30 FAX 6125461552 LABOR REL\TIONS ASSOC. !4J 006 . 1.lJ I 0: ! ~ I (J I f2 : 1- I (j) ! ,Cr::: <t <( i z lLJ ' o z i r---l ~I zO <( 0 ~~ nCO ......' N o ..."" W III N Olf) 0.... OW o:Z CL-.J I I Oz go NUl 0::: en o LIJ 1..:...0::: C) (flu (fl >_ n::: -.J < Z <r a::: w r- <r >= -'" . .-! -.J i I I L_ :tJ r- (f) 1..:... o >- r- U . ~ o ~.:::. 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RESOLUTION NO. 2000- - ADOPTING NEW ORGANIZATIONAL STRUCTURE FOR THE CITY OF STILLWATER THEREFORE BE IT RESOLVED, by the City Council of the City of Stillwater, Minnesota that the new Organizational Structure for the City of Stillwater, as shown on the attached Organizational Chart, is hereby approved, effective immediately. BE IT FURTHER RESOLVED, that this new Organizational Structure shall supercede all previous Organizational Structures for the City. Adopted by the City Council this 29th day of February 2000. Jay Kimble, Mayor City Clerk . s... (!) ... OJ 3: :.;:: CJ) -- o >. :!:: U . '" " u: " " . ~ I l~ r n U~ I ~ 1 " 0rn L . . ~~ goO ~ .. mm l~ I~ ~ II~ "'I E' "'I ~I ~I ~ ~ bJ ,~g I::! on 'N ",I Ian ~! =1 -i . RESOLUTION NO. 2000- APPROVE IMPLEMENTATION OF NEW ORGANIZATIONAL STRUCTURE FOR THE CITY OF STILLWATER WHEREAS, the City Council of the City of Stillwater, Minnesota adopted a new Organizational Structure and certain measures are needed to implement the new Organizational Structure. THEREFORE BE IT RESOLVED, by the City Council of the City of Stillwater, Minnesota that the following are hereby approved: I. 2. '"' ,). 4. 5. 6. 7. . 8. 9. 10. II. 12. The job classification of Finance Director is eliminated. All job classifications formerly in the Finance Department are transferred into the Administration Department. The position description for the Assistant Finance Director is modified and the job classification changed to "Accountant." The position description for the Sr. Account Clerk responsible for the payroll function is modified and the job classification changed to, "PayrolllHuman Resource Technician." The position description for the Secretary in Engineering/Public Works is hereby modified and the job classification changed to "Administrative Support/Communications Specialist." A regular, full-time "MIS Specialist" job classification is approved and staff is directed to post and fill this vacancy. The Parkkeeper, Heavy Equipment Operator, and Licensed Sewer Maintenance Worker job classifications are changed to "Maintenance Worker IV," upon modification of the position descriptions. The Jr. Parkkeeper, Jr. Sewer Maintenance Worker, and Light Equipment Operator job classifications are changed to "Maintenance Worker III," upon modification of the position descriptions. A "Maintenance Worker n" job classification is approved upon completion of a position description. The LaborerlMaintenance Worker job classification is changed to "Maintenance Worker I," upon modification of the position description. The Administrative Assistant/Personnel Coordinator position description is modified and the job classification changed to "Director of Administration." Staff is authorized to contact labor units and re-negotiate labor contracts in order to make necessary changes to complete the implementation of the new Organizational Structure. BE IT FURTHER RESOLVED, that staff is authorized to take any further action(s) deemed necessary to successfully complete the implementation of the new Organizational Structure. Adopted by the City Council this 29th day of February 2000. . Jay Kimble, Mayor City Clerk . . - RESOLUTION NO. 2000-_ APPROVING SEVERENCE PAY FOR FINANCE DIRECTOR WHEREAS, the City Council of the City of Stillwater, Minnesota has adopted a new Organizational Structure resulting in the elimination of the Finance Director job classification. THEREFORE BE IT RESOLVED, by the City Council of the City of Stillwater, Minnesota that severance pay in the amount equivalent to two months of the Finance Director's current salary and longevity is approved. BE IT FURTHER RESOLVED, that all other benefits and accruals be paid out in accordance with applicable laws. Adopted by the City Council this 29th day of February 2000. Jay Kimble, Mayor City Clerk . . e RESOLUTION NO. 2000- APPROVING NEW POSITION DESCRIPTIONS THEREFORE BE IT RESOLVED, by the City Council of the City of Stillwater, Minnesota that the modified position descriptions, as proposed, for the following job classifications are hereby approved: City Administrator Director of Administration Community Development Director City Clerk Building Official Building Inspector Asst. Building Inspector Accountant Sr. Account Clerk Payroll/Human Resource Technician Administrative Support/Communications Specialist MIS Specialist BE IT FURTHER RESOLVED, that the position descriptions for the following job classifications are hereby approved, contingent on their completion and modification: Maintenance Worker IV Maintenance Worker III Maintenance Worker II Maintenance Worker I Adopted by the City Council this 29th day of February 2000. Jay Kimble, Mayor City Clerk . . e RESOLUTION NO. 2000- APPROVING JOB CLASSIFICATION POINT VALUES WHEREAS, the City Council of the City of Stillwater, Minnesota has adopted a new Organizational Structure and as a result, created, modified and eliminated the position descriptions and job classifications of several job classifications, requiring a revision in the City's Job Classification Point Values. THEREFORE BE IT RESOLVED, by the City Council of the City of Stillwater, Minnesota that the attached schedule of Job Classification Point Values is approved. All previous Pay Equity Job Classification Point Value schedules shall be superceded by this schedule. Adopted by the City Council this 29th day of February 2000. Jay Kimble, Mayor City Clerk Job Classification Point Values 2000 . Job Classification Point Value Maintenance Worker I 82 Custodian 121 Parking Enforcement Officer 121 Community Service Officer (CSO) 122 Receptionist/Clerk Typist 122 Building Maintenance Worker II 125 Maintenance Worker II 126 Library Assistant I 128 Maintenance Worker III 170 Library Secretary 173 Library Assistant II 174 Secretary 177 Secretary/Dispatcher I 187 . Payroll/HR Technician 194 Secretary/Dispatcher II 194 Sr. Account Clerk 194 Maintenance Worker IV 197 Mechanic 197 Chief Mechanic 208 Engineer Technician II 212 Admin. Support/Communications Speciali 213 Library Associate 213 Asst. Building Inspector 218 Admin. Support/MIS Specialist 225 Firefighter/Engineer 230 Librarian I 259 Building Inspector 262 Engineer Technician III 262 ~~"""""~'==,,",""","",.'=""'~""""'r'''~=''L=''=''''''='or_=''''TI::~~_~==,,~",,,,,='=A=p=;;;;::i7:ji e . Job Classification Point Value Patrol Officer 280 City Clerk 291 Engineer Technician IV 292 Asst. Public Works Supt. 320 MIS Specialist 320 Fire Captain 327 N arcoticsl J uvenile/l nvestigator 331 Accountant 332 Planner 342 Building Official 344 Asst. Library Director 357 Sergeant 382 Civil Engineer 398 Asst. Fire Chief 424 Public Works Superintendent 525 . Library Director 554 Police Captain 562 Director of Administration 608 Community Development Director 611 Fire Chief 618 City Engineer 732 Police Chief 739 City Administrator 1040 . ,~!:...~~S~';;7;;.;.::>,",,,z:~.u.-::t:T;,-::~;;:"~~T~,)[:-.>7":;>,""';7~~~rL~~~!H'>>~"'::I.'-~.:'<"$7'\c:;;,',::n~,?uj;.'~:~~~~cm;r~~:i.!'t'",~:F~~~-~~~.$iI Page 2 of2 . . e RESOLUTION NO. 2000- APPROVING SALARY SCHEDULE FOR COMMUNITY DEVELOPMENT DIRECTOR THEREFORE BE IT RESOLVED, by the City Council ofthe City of Stillwater, Minnesota that, effective March 1,2000, the following annual salary and monthly longevity schedule for the Community Development Director is approved, contingent upon the approval of the Minnesota Teamsters Public and Law Enforcement Employee's Union, Local No. 320 Representing Stillwater Public Manager's Association: Salary After 1 Year 61,552 After 2 Years 63,216 After 3 Years 64,879 2000 Entrv 59,889 2001 61,685 63,399 65,112 66,826 Longevity After 5 Years 2000 99 After 10 Years 196 After 15 Years 293 After 20 Years 342 Adopted by the City Council this 29th day of February 2000. After 4 Years 66,543 68,539 Jay Kimble, Mayor City Clerk . RESOLUTION NO. 2000- APPROVING 2000 SALARY SCHEDULE FOR DIRECTOR OF ADMINISTRATION THEREFORE BE IT RESOLVED, by the City Council of the City of Stillwater, Minnesota that, effective March 1,2000, the following annual salary and monthly longevity schedule for the Director of Administration is approved: Salary 2000 Entrv 56,700 After 1 Year 58275 After 2 Years 59,850 After 3 Years 61,425 After 4 Years 63,000 Longevity After 5 Years 95 After 10 Years 185 After 15 Years 280 After 20 Years 325 2000 . Adopted by the City Council this 29th day of February 2000. . Jay Kimble, Mayor City Clerk RESOLUTION NO. 2000-_ APPOINTING CHANTELL KADIN AS DIRECTOR OF ADMINISTRATION WHEREAS, the City Council of the City of Stillwater, Minnesota has adopted a new Organizational Structure and as a result, modified the position description of the Administrative AssistantlPersonnel Coordinator and changed the job classification title to Director of Administration. THEREFORE BE IT RESOLVED, by the City Council of the City of Stillwater, Minnesota that Chantell Kadin is hereby appointed Director of Administration from and after March 1, 2000 to serve a probationary period of one year. Compensation for said Chantell Kadin shall be at the Entry step according to the 2000 annual salary and monthly longevity schedule for the Director of Administration. Adopted by the City Council this 29th day of February 2000. Jay Kimble, Mayor City Clerk . . . . . . RESOLUTION NO. 2000- APPROVING MIS SPECIALIST SALARY SCHEDULE THEREFORE BE IT RESOLVED, by the City Council of the City of Stillwater, Minnesota that, effective March 1,2000, the following monthly salary and longevity schedule is hereby approved, contingent upon the approval of Local 517, Council No. 14 of the American Federation of State, County and Municipal Employees, AFL-CIO (AFSCME): Salary After 6 Months 3281 After 1 Year 3474 After 2 Years 3667 2000 Entrv 3088 2001 3380 3578 3777 3181 Longevity After 5 Years 75 After 10 Years 150 After 15 Years 225 After 20 Years 272 2000 Adopted by the City Council this 29th day of February 2000. After 3 Years 3860 3976 Jay Kimble, Mayor City Clerk . . . RESOLUTION NO. 2000-_ APPROVING ACCOUNTANT SALARY/LONGEVITY SCHEDULE THEREFORE BE IT RESOLVED, by the City Council of the City of Stillwater, Minnesota that, effective March 1, 2000, the monthly salary and longevity schedule for the Accountant is hereby approved to be the same as that of the former Assistant Finance Director job classification, contingent upon the approval of Local 517, Council No. 14 of the American Federation of State, County and Municipal Employees, AFL-CIO (AFSCME). Adopted by the City Council this 29th day of February 2000. Jay Kimble, Mayor City Clerk RESOLUTION NO. 2000-_ APPOINTING SHARON HARRISON AS ACCOUNTANT WHEREAS, the City Council of the City of Stillwater, Minnesota has adopted a new Organizational Structure and as a result, modified the position description of the Assistant Finance Director and changed the job classification to Accountant. THEREFORE BE IT RESOLVED, by the City Council of the City of Stillwater, Minnesota that Sharon Harrison is hereby appointed Accountant from and after March 1, 2000. Compensation for said Sharon Harrison shall remain at the 3-Year step of the "Asst. Finance Director" classification according to the agreement between the City of Stillwater and Council No. 14 of the American Federation of State, County and Municipal Employees, AFL-CIO (AFSCME). A~opted by the City Council this 29th day of February 2000. Jay Kimble, Mayor City Clerk . . . . . . RESOLUTION NO. 2000- APPROVING P A YROLLIHUMAN RESOURCE TECHNICIAN SALARY/LONGEVITY SCHEDULE THEREFORE BE IT RESOLVED, by the City Council of the City of Stillwater, Minnesota that, effective March 1, 2000, the monthly salary and longevity schedule for the PayrolllHuman Resource Technician is hereby approved to be the same as that of the Sr. Account Clerk classification, contingent upon the approval of Local 517, Council No. 14 of the American Federation of State, County and Municipal Employees, AFL-CIO (AFSCME). Adopted by the City Council this 29th day of February 2000. Jay Kimble, Mayor City Clerk RESOLUTION NO. 2000-_ APPOINTING LAURA PHAN AS P A YROLLIHUMAN RESOURCE TECHNICIAN WHEREAS, the City Council of the City of Stillwater, Minnesota has adopted a new Organizational Structure and as a result, modified the position description of the Sr. Account Clerk responsible for payroll functions and changed the job classification to PayrolllHurnan Resource Technician. THEREFORE BE IT RESOLVED, by the City Council of the City of Stillwater, Minnesota that Laura Phan is hereby appointed Payroll/Human Resource Technician from and after March 1, 2000 to serve a probationary period of six months. Compensation for said Laura Phan shall be at Step 1 of the "Sr. Account Clerk" classification according to the agreement between the City of Stillwater and Council No. 14 of the American Federation of State, County and Municipal Employees, AFL-CIO (AFSCME). BE IT FURTHER RESOLVED, for the purposes of calculating salary and longevity according to the AFSCME contract, the original hire date of October 1, 1999 shall be used. Adopted by the City Council this 29th day of February 2000. Jay Kimble, Mayor City Clerk . . . . . . RESOLUTION NO. 2000- ESTABLISHING UNIT DETERMINATION AND APPROVING NEW SALARY SCHEDULE FOR BUILDING OFFICIAL WHEREAS, the City Council of the City of Stillwater has adopted a new Organizational Structure, and; WHEREAS, the City of Stillwater has recognizes the Stillwater Public Manager's Association as the exclusive representative of all supervisory personnel, and; WHEREAS, as a result of the new Organizational Structure, all supervisory functions have been removed from the job classification of the Building Official, and; WHEREAS, the City of Stillwater has recognized Local 517, Council No. 14 of the American Federation of State, County and Municipal Employees, AFL-CIO (AFSCME) as the exclusive representative in a unit defined as: "All employees of the City of Stillwater who are public employees within the meaning of Minnesota Statute 179A.03, Subd. 14, excluding supervisory and confidential employees, essential employees, employees of the Stillwater Public Library Board and all employees of the Public Works Department and Park and Recreation Department." THEREFORE BE IT RESOLVED, by the City Council of the City of Stillwater that, effective March 1, 2000, the Building Official job classification is hereby transferred from the Stillwater Manager's Association to the Local 517, Council No. 14 of the American Federation of State, County and Municipal Employees, AFL-CIO. BE IT FURTHER RESOLVED, that effective March 1,2000, the following monthly salary and longevity schedule for the Building Official is approved, contingent upon AFSCME approval: Salary After After After After Entrv 6 Months 1 Year 2 Years 3 Years 2000 3420 3634 3848 4061 4275 2001 3522 3743 3963 4183 4403 Longevity After After After After 5 Years 10 Years 15 Years 20 Years 2000 83 166 249 298 BE IT FURTHER RESOLVED, that the Building Official shall be paid at his current salary and longevity rates until such time that the new salary and longevity schedule, above, meets or exceeds his current rates. At such time the new salary schedule exceeds his current salary and longevity rates, the Building Official shall be paid at the higher step, closest to his current salary and longevity. Adopted by the City Council this 29th day of February 2000. Jay Kimble, Mayor City Clerk . . . RESOLUTION NO. 2000- APPROVING ADMINISTRATIVE SUPPORT/COMMUNICATIONS SPECIALIST SALARY/LONGEVITY SCHEDULE THEREFORE BE IT RESOLVED, by the City Council of the City of Stillwater, Minnesota that, effective March 1, 2000, the monthly salary and longevity schedule for the Administrative Support/Communications Specialist is hereby approved as follows, contingent upon the approval of Local 517, Council No. 14 of the American Federation of State, County and Municipal Employees, AFL-CIO (AFSCME): Salary After 6 Months 2854 After 1 Year 3022 After 2 Years 3190 After 3 Years 3358 2000 EntrY 2686 2001 2767 2940 3113 3286 3459 Longevity After 5 Years 2000 67 After 20 Years 234 After 10 Years 134 After 15 Years 201 Adopted by the City Council this 29th day of February 2000. Jay Kimble, Mayor City Clerk RESOLUTION NO. 2000-_ APPOINTING DIANE WARD AS ADMINISTRATIVE SUPPORT/COMMUNICATIONS SPECIALIST WHEREAS, the City Council of the City of Stillwater, Minnesota has adopted a new Organizational Structure and as a result, modified the position description of the Secretary in Engineering/Public Works and changed the job classification title to Administrative Support/Communications Specialist. THEREFORE BE IT RESOLVED, by the City Council of the City of Stillwater, Minnesota that Diane Ward is hereby appointed Administrative Support/Communications Specialist from and after March 1, 2000 to serve a probationary period of six months. Compensation for said Diane Ward shall be at the 3- Y ear step according to the agreement between the City of Stillwater and Council No. 14 of the American Federation of State, County and Municipal Employees, AFL-CIO (AFSCME). Adopted by the City Council this 29th day of February 2000. Jay Kimble, Mayor City Clerk . . - . . . RESOLUTION NO. 2000- APPROVING CONTRACT WITH LABOR RELATIONS ASSOCIATES TO ASSIST WITH THE UPDATE OF THE PERSONNEL POLICY WHEREAS, the City Council of the City of Stillwater, Minnesota has adopted a new Organizational Structure resulting in the creation, elimination or modification of several job classifications, and; WHEREAS, the City's current Personnel Policy was originally adopted in November 1988 and is not in accordance with the new Organizational Structure. THEREFORE BE IT RESOLVED, by the City Council of the City of Stillwater, Minnesota that the attached proposal from Labor Relations Associates to contract for the update of the City's Personnel Policy for the amount of $2500 is approved. Adopted by the City Council this 29th day of February 2000. Jay Kimble, Mayor City Clerk 02/28/00 MON 11:37 FAX 6125461552 L~OR REU.TIO~S ASSOC. LABOR RELATIONS ASSOCIATES, INC. 7501 Golden Valley Road Golden Valley, Minnesota 55427 612/546-'470 FAX: 612/546-1552 February 28, 2000 PROPOSAL FOR THE REVIEW, MODIFICATION AND UPDATE OF PERSONNEL POLICIES FOR THE OlY OF STILLWATER FROM L6BOR RELATIONS ASSOCIATES, INC. TO: Chantell Kadin Personnel Coordinator Oty of Stillwater 216 N. Fourth Street Stillwater, MN 55082 Judy Skauge ConsuIta1t FROM: A PURPOSE: To review, mxlify and update the personnel policies ci the Oty of Stillwater to corrply vvith all state and federal laws. 8. MANAGEMENT STRUCTURE: Tre review of policies to meet the objectives outlined will be under the direction of AAn Antonsen, Consultant. ~istjng will be Judy Skauge, Consultant. c. OORK PLAN 1. Review current pdides of the City. 2. Modify, create and update polides as r.ecessary. I4J002 . . . 02/28/00 MON 11:37 FAX 6125461552 LABOR REUTIONS ASSOC. ~003 . 3. SublTit for consideration recorrmended additions and changes in the personnel policies of the City. 4. Provide proposed personnel policy IT18nual on diskette. D. PROJECfTlfvETABLE AND ESTlMA.TED COSTS: 1. The project is expected to require approximately 12 'Neeks from initiaticn to corrpIetioo. 2. Estimated costs as attached in Appendix A E. BIOGRAPHICAL SUM\AARlES: Ann Anton~ Ann Antonsen, Consultant, received a B.A degree in Psychology from the University of Minnesota. Her responsibilities include developmentJdesi91 of corrpensation sys1ems under the State pay equity legislation; contract negotiations. mediation and arbitration; grievance arbitratioo; and handling of corrpIaints underequaJ errployment and Americans . with Disabilities legisJation. Judy Skauge Judy Skauge's hurran resource experience includes six years as the Personnel Director for the aty of Moorhead, personnel manager ~th a manufacturing company, and training and developmsnt coordinator and work management analyst in the heaith insurance industry. Her present responsibilities include the development of personneJ policies and oompensation systems and contract negotiation and arbitration. F. lat:cr Relatioo .Associates, Inc. has completed similar projects for the following dients: Cotton'MXld County Oookston Oak Park Heiltlts OkJee 'WInona Bk River . 02:28,00 ~ON 11:37 FAX 6125481552 G.. CURP~~rr CLIENTS L~BOR RELAT!O~S ASSOC. I4l 004 . Labor ReJations Assc:dates, Inc. currently represents and/or consults with the following public employers: ClTlES Albert Lea Anoka Arden HlJs Arlington Austin Baxter Bayport Becker Belle Plaine Berndji Benson BM-abik Blaine Blc:of'rdngton Blue Earth Brainerd Brooklyn Center Brooklyn Park Buffalo Bumsville ByTa1 Chanhassen Chaska arde Pines aoquet Cderaine CoIurrt>ia Heights Coon Rapids Cottage Grove Crookston Qystal Dayton Deephaven Detroit Lakes East Grand Forks Eden Prairie Edna 8k PJver By F ail'l'T\?l1t Faribault Famington Fergus Falls Forest Lake Fridley G1erwxx1 Gdden Valley Hastings Hopkins Imler Grove Heights lsarti ltasca Jordan Kasson laCtescent Lake Crystal Lexir.gton Lino lakes Long Prairie Ll.M:me Madelia Mahncrren lV1ankato Maplewood Marshall IV1elrose Mendota Heights Milaca Minneota Minnetonka Minnetrista Mxmead Monis Mounds VIeW New Brighton New Hope NewUm ~ North St. Paul Northfie!d Oak Park Heights Orono Osseo OMitonna Pelican Rapids P1yrrouth Prior Lake Rarmey Red 'Mng Redwood Falls River Falls, \!VI Robbip.sdale Roserrount Roseville St. Anthony St. Jarres St. Louis Park St. Paul Park Shakopee SheJly Shoreview Shorev.ood South St. Paul Spring Lake Park Spring Valley Staples Stillwater Thief River Falls Tracy Vadnais Heights Victoria Virginia Wadena Waseca Wayzata Westbrook West St. Paul . e . . . 02/28/00 ~1ON 11: 58 F.U 6125461552 L~BOR REL~TIOXS ASSOC. [4j 005 Vvindom Vv'l1101a VVorthington V\b:dbury COUNTI~ Blue Earth County Cottonwood County CottorMOOd-Jackso Coom.Jnity Health Services CrON VVi~ County Dougas Q:lunty Hospital Goodhue County Goodhuel\Nabasha Coom.Jnity Health Services Hennepin Co.Jnty Jackson County Lino:in, Lyon, rvtJrray and Pipestone Counties Coom.Jrity Health SeNices Lyon County rvtJrray County Nobles County Pipestone County Medical Center METROPOliTAN AGl;NCIES Association cr Metropolitan Municipalities Metropolitan Airports Cormission Metropolitan Council Public Housing ~ of St. Paul PUBLIC LJrILlTlES Austin Brainerd Lake1ield rv100rhead Preston Spring Valley Virginia Westbrook OTHERS League of Mnnesota Cities state of Mnnesota Departm;;nt of Employee Relations 02/28/00 MON 11:38 FAX 6125461552 UBOR REUTIONS ASSOC. i4J 006 H. REFERENCES ~Ir'. William S. Joynes Oty Manager City of Golden Valley 7800 Golden Valley Road Gdden Valley, MN 55427 Ms. Marcia Glick Assistant City Manager City of Robbinsdale 4100 Lakeview Avenue Robbinsdale, MN 55422 Ms. Susan Walsh Administrative Assistant City of Roserrwnt P.O. Box 510 Roserrwnt, MN 55068-0510 Mr. Ray Ecklund City .Administrator City of Crookston 124 North BroadNay Crookston, MN $716-1730 . Ms. Janice Klassen .A.dmnistrative .Assistant County of CottQn\MX)(j 900 Third Avenue Wndom, MN 56101 ~. Eric Sorensen City f\.1anager City of ,^"nOrla P.O. Box 378 VVlnona, MN 55987-0378 . . . . . 02/28/00 MON 11:39 FA! 6125461552 LABOR REUTIONS ASSOC. APPENDIX A 1. Estimated a::sts: a. Review, rrodification and update of personnel policies Hourly cost for post contract services 'AO..IId be $80.00 per hour. I4J OOi $2,500.00 . . . LEGISLATIVE ASSOCIATES, INC. WASHINGTON OFFICE: 1101 30th Street, Suite 500 VVashin~ton,D.C.20007 (202) 62:,-4356 Fax (202) 625-4363 MINNESOT A OFFICE: P.O. Box 2131 Stillwater, MN 55082 (651) 439-7681 Fax (651) 439-7319 February 25, 2000 To: Mayor and Council Members City of Stillwater From: Ed Cain, LAI Subject: Stillwater Levee and Flood Control Project: Stage 3 Stage 2 of the Stillwater Levee and Flood Wall Project will be completed this Summer. Chuck Crist of the St. Paul Corps District Office has assured me that if additional funds are needed for the completion, they will provide them. That way, we will not have to go back to Congress for a small amount of finish money. Stage 3: As you know, Stage 3 will not be approved by the Corps until the feasibility study is completed, and that it shows we are at a 1:1 cost benefit (CB) ratio. Preliminary figures in the draft set the CB ratio at 1 :.35 for the flood wall at a 50 year flood protection level. The addition of what is called an "invisible flood wall" is added to the flood wall, it will increase the CB ratio to a 1 :.68 level, still not enough to meet the standards of the Corps. The Corps had hoped to "fuzzy up" (my term) the feasibility report sufficiently to raise the cost benefit ratio to a 1:1; then the attached report came out questioning their integrity on the navigational study results on the Upper Mississippi billion dollar project. They feel they will be under close scrutiny by Congress this year, and are being very careful not to give their critics more ammunition. Options Available: 1. The first option was to get the feasibility study up to a 1:1 cost benefit ration. With the problems the Corps is having, this appears to no longer be an option. 2. The next option is to get language included in the Water Resources Development Act (WRDA) which is coming up this year, that would exempt the Stillwater project from the required feasibility study. 3. The third option would be to utilize the language in the 1986 WRDA bill that permits . projects to "buy down" the project by constructing a part of the project with non- Federal dollars to the point where there would be a 1"1 CB ratio. I have spoken with the State as to this option, and they are willing to pick up half the cost of any buy down. As an educated guess, Stage 3 will cost about $6 million, to meet the cost benefit ratio, let's say would cost $2 million, $1 million by the State, and a million by the City. There is a good chance that some or all of the Cities share could be paid for through a contribution of land, rather than cash. We already have $750,000 of State money for Stage 3, and I think I could get them to contribute another $750,000. 4. The fourth option is to simply go no further than Stage 2, and return the States money. The State's participation to this point is only permitted for flood control projects. The reconstruction of the levee was considered erosion control. They strongly urge us to move forward. I spent an hour with Congressman Oberstar on Wednesday evening this week, and laid the entire problem out for him. He believes the Corps is being a little paranoid as a result of their criticism, and told me he would work with me on anything we needed (as he always has before.) He is the Ranking Member on the WRDA committee, and may be Chairman next year, depending on how the elections go. We can discuss the issue further Tuesday afternoon. I'll be home over the week . end if you have questions, except for a meeting Saturday morning at the Capital. Phones are 439-7681 or cell phone (651) 303-2424. . How Corps-Mned Doubt Into a Lock .- ~ "' ~ l. ::-_~..~~ .~~ .~5tas: .~~~~ .~rif~~~~..'!!'!!.~ ,€KMI~ .~ Print Edition T odi1Y's- "t..rativual Arr}clts Inside "A" Section Frorlt Page Articles On OUT Site T......... lo.-14.~"li,...ffl,...........t.~:...,-... ,.~-"'v '''!v_~(t.J;1....at\.~1!- News PoffiiC'SSeclion National Section ~" 1 ofS Imp:llwww :washin.gtonpost..cCI1!'Jwp-~.ute!2QOO-O'll1~r23~1-02130Q..idx.rit:rd .~ WORm l1PJHJIDI _ Y'E~nlm How Corps -Turned Doubt Into a Lock In Agency Where the Answer Is 'Grow;' A Qllestior...able Proiect 'Finclc:;: SnnT"lnrt .-- -J - - - - -.-- --rr--- By Michael Gn.mwald Washington Post Staff Writer Sunday, Febmary 13,2000; Page AOl Se'V-en years ago, the generals running the .Army Corps of Engineers tz.1Jped Donald. C. Swcel1e)' Ii for a vita1.iTlj~:siuIl. ~f'nG barge industry 1 .,.. 1 T ., ,,,,' . . . "'"'' " ...""',,""..."" T"_ .........~ ~~ - ft~,-,~+u....,..-t;v-ll- n"v,;",,'t..;; '-'I' .".... """""lSSlPDl 'I1'-u,..J ..,~u.t.4"V;l.--1ll6 LV:1. ,.u.u~,,-, ~"V\,..o.tl.. ~\J";"w__.... - r.L ~__~ v -... UJ.'\r ~".&..&.w.;;r .1 ~T1~ Tll;T'lnl~ "";"'~orC :"!\~....l f"^'....~o~~ l-.........f. _..~ ....._ It'~,, ...-':1 f:.... __ -..c~,_ ...1_ - '--- - '-.~ -..- ....AliA'V~ ~.a.'" -.vJ "i&U,,,,,, '-'V~o.l.v.;).;;) ',UQ.U }JU\. up \1J.JV .1lilll1VU l.Ul UU:: lllU:SL am.bj!io.l1~ .;na,qgation. stud)' e1/er" S'1leane1~ led the. stcldjl'S econumics team7 produci'-ng wark.the oCCrpS" top ec.cnow.J.st haileq. -as tithe greate-st advance we hav~made in. _ .qllite.a few yem-s." But Sweeney didn't reach the conclusion the generals expected After five years of analysis. he calculated that the costs of any major prQject would far outweigh the benefits. The Corps brass then took the study away from Sweeney, laultching a determined campaign to justify a billion-dollar construction plan. An affidavit by ~weeney--backed up by several Corps witnesses, along with. a revealing trail of internal e-mails and other . documcnts--suggests that senior officials directly ordered the study teamto figure oui a way to make lock improvements seem cost-ef[t:cuvt:. EVL'lltualiy, it did. Last week Sweeney filed a detailed request for an investigation with a .f'.oo~o__l ."l.;~+l".l..l~.~.~_~,"..~~y ~ll"~..,..,rl,;r Ud'-l"'l.L r'~'I.'I~~ 'l'''''''U'''-''l'l'l'..u", Hy' .L-y<U.v..c.u. VTl1.1,..,_u",v~vn'VJ. :a.o~.1.1.I , a- 1.,;5.6A.i;:J' 'u.. .........v :yV - ,..~ - "'.&.-~ - ~bw..u. manip.ulated the study's data -to manmactu!c a ratior.tale for construction.. The officiili den)1 the ,a11egatio-ns; thc}~ saj" the:]'" did end 11M' --with difff?loTPnt (,o"'f"l,.lcin.nc- .b11"';9."\." c';~t tlu:t,~ ~.....lTr ....-~:""I~~~~:..rt. . .....r '. ."--- .-......-..-......:-... -'.........-..._...._.,.,~~. .#__....~.L...,'- ~.J,.tJ.J VJ.Ul.~.-u..J'-~........- - Sweeney because he ''VaS WOIY1T!g too sItnvly. Still, at a time when pressure is building for the Corps to curtail its historic penchant for massive spendingonenv1T'Onme'ltally insensitive projects, this dispute has cast new light on an apparent agencywide strategy to "grow" the Corps. From its modest origins as a Revolutionary War regiment, the Army Corps has expanded into a $12 billion Pentagon behemoth with 3 7,OOOernpioyecs. Willie it still handles engineering projects for the miliiaIy> it is best known for reshaping the American landscape with locks, J.;;nlsandotllt'T public works tha1 tb.eCorps itscif , ,. . t. .. .11 "r.'''' ... -~ awcr~C:,w,cUg~5 wvt: u@:uageu tnOi.iisllilQS or IDllCS or nvers, many 01 Llzem for barges t]latiiey-er fu.li'lcd~ Theserlays the Corps is portraying itself asa reformed agency, t.~lp~nPT' ~l'nrf orppnPT It -rfp.'unT1""',," ?"n",,,,,,g. +h~_ ^~.::._+':;:'.,q.l.. _+ ;.,-. ....~.....:1 ............_1..._ _0_-,___", ~_ ~__...._.., __.. '-I~ .~~J,.V ~.1J"l.,I..'V~\of cJ.J..:..~.I..Vl .l\..,J. \rJ.Yll Y\'V~l\.~ 2/14120005 :51 PM OZ/15/00 TUE 15:36 F~1 How'Corps Thmed Doubt Into a Lock lj;fj UU;J h1..tp:ilwww.was~onpoSt.com!wp-$...teI2000-02/13123.&l-021 :)O()~i~.html )~. .., . budget to environmentaIrestoration. But the paper trail of the Upper MississiDOi studv sUQ"Q"estl) the re!;ilience of some 3P'en~v trnrlitio'Ms. .,.'.... ... __. v "--J- ._~-------- Top officials ordered the studv team "to develon evidence or data to support a defensible set of. .: oroiects," and evemtuallv rearram~~d-the numbers so that they supported a case fOT construction.': One me~o candidly declared that if the economics did not "capture the need for navigation improvements, then we have to fmd some other way to do it.'" The agency is now poised to recommend doubling the size of five barge locKs on the Mississippi above St Louis, and maybe two more ..i ""...... .. ?""'.. -', 4" , ., .. - .... .. - .. ,. on me Willms. t'..UVlIomnentaustSoeneve me project COUld ravage one ._ L't",. _ . t ." ',... ~ ....'1 _" . ..,.. .41. "'.... ~ ...... .. ., .. VI HUlt;Ilca:s must lIague ecosystems~mclU.amg an upper MISSiSSIppI 'wildlife refuge that al.u:-acts more visitors than Yellowstone Park. .And ..,L......r"-.__~ ...A...._ ...__...2.........:.-.....*"....... ____1___~_ _r!'.L.'~_ __..,_~_.,..4. .---~..,., ~.. LU<;""'VtP.:>" au<;;J. I,;VllULWUll~ uU:;i:1l.Jl:UY:>l:> 1..11. WI;; prU]l;;c:" WUU1Q get to h"l.,,~l,A :+, r<l1"t -''1''1''1'......11 VUJ,J.U ~lt,.Q;:) V'oI!V.11.... "It's very sad that this study is becoming another embarrassment, II ,,~v<: ('orne: rp,<:p,~1"l''h l'lTll'llv"j' T""ffi",,, M"''M'nn..c:.'tl''.1"\ nTht\ n,n...t-..A n... +h... ...._,; _ _.......r- .....---...- --..1 -... ""_"'.._If._J- ~~~-........._A-..,""_..I.~..T...r..;.~ ,.....,loJ"'........1IOo#~ .V'M u..Io"",, study before ~.nd ~fter it was taken away from S"weeney. "Un..fortunatelv" the manarreme1"lt offhl'! COrn<: nl'l<: In<:t ~1ll"P"Tlf"M fAT ,.II' . --.---..a...-----~---- ---.s;----....--.-------r'------- unbiased analysis." . . In fact, according to a memo summarizing a December meeting in Vicksburg. the agency's. generals have announced a goal of II growing the civil works program" for the Mississippi Valley Division-the section in charge of the Upper Mississippi study--by $100 million a year for five years. "Ifthat goalis met we arc all going to be very busy," the memo said. "To growthecivil works"pmgram, [headquarters r and the Division have agreed to get creative," the memo conth"1uea. "l11eywlYi be IookiugfoI'ways to get [studies] to "ycs'as fast aspossibie. We have beeL elico'uraged teh.&ve our study .i:Ilfm:ageLs HUl.. 1akl:}no' for an U."'>SWCf. The push to grow thepro~ll is comingn-omthetopdo'wtl." "TfiatjstI1e problem in black and white, tisaid Tim Searc.h.inger, &'1 .Pr.n,;rnnmp'n1'r.llT1",f'''''''''A 1='n...)I"'f-tn,.,.,....'. ,ubn "'.."..,.A".ri.tl."_........,, ~l~....'Y J6,J4J4-... ......v..--_......_,.~-;"""'...".........,.-W'.-. ~ '1.,a..d,~_-. '"'""",~v~~J '''-T,J,J,.V ..,tJ.J.;.V ..-:.L'""'....u y...w. u.&.........,u..lV, ~V-.i;:L5 mth Sweeney'sa.ffidavit~,.,dotherdoc.umentati{)ncfhiscO'm.Plaints, ''Planners at the .CQ!psare told lh~tnois. not a..'1. ac~ep1"~hlc an~;a{er." Maj. Gen. Russell FUlmnan. the deputy commander of the Corps, said the agency's militarvleaders do consider themselves "advocates" for naviganonprQjects that help move America's freight to markct In an era of budget surpluses, he said, the nation should invest in water transportanonjust as it is investing in highways and airports. But he said the Vicksburg memo misinterpreted the leadership's goals: It wants tofioish studies more quickly, not manipulate them 10 rubber-stamp construction projects. "The longer it takes to get a project approved, tlremore it costs, .. Fi.1hilliWl said. "SI,) ;we wanttocuttIll'oughbureaucracy ,Bm we're not talki:u.gabout d;u..lunyiugup numbers. II . But cnvu-omn.entalists say the Upper Mississippi study-which already hascDst more tha.T! Ken.llet.~ W.Sta.."T'sinvestigaticTlscfPr~sid.el'lt Clinton-is the be'5fevi.denqe y.etthat the CQrps is still, at heart, a Zof8 2/14/2(JOO 5:51 PM UU15/UO 'flit; 15:37 FAX HowCoIps T....rned Doubt Into lL Lock 'to! VV-z http://www_wash.in~npost.comJWll-s...teI2000.02tl3j23Kl~0213nO-.dx.htm1 . military-run engineering agency addicted to large projects. They say the study's fate recalls the famous 1889 advice by Mark TW;lin.; the sage of the Mississippi, to the young Rudvard Kipline; "Get your facts first, and then you can distort them as much- as you please. IT . We'll Have to Work on a Story Line' Q=t*((a-w)/(a-e)]nisaprettycomplex equation. But the story of what happened to it is pretty simple. The story begins on the Mississippi and the Illinois; two of the t... f . .. ..., "'"" . of " - , '\. ,!," ...,. .. . .. ~ once'-ramuililg nV\:::IS utI: ,",urps nas uammea" CllKea ana arec.tgea. mto 'placidba..-ge C2ir'ia1soveI 'tIle lastcehtury. Unlikemo.sl. or the 27 other Corps4ccnstr'..zcted waterways~ t.le.Mi~.l.Ssippiand' Illinois are truly _ v.ibTant_fr-eighteh2r~els-,flvatmg'tenB"Crf'm.illi{j115.. 'uftollS' uf co-aI, 'oil and /_g.r~i1'l .LTl -fast, baxge to,""JSsDz:nenmes .el1counter;-hour~long w"aits. at the l.:nlsiestlQch ~. p.OO\1'tly be~ausesta!".d2.rd 1,2QI,} fvct t.hcir.s of 15 baTgp.s I!111-St pass L1:!r{\11~h t.l],e 600~fo.Q! IDcksint\voshifts. . In the transportation world, of course, time is .money_ So barge interests--including Wasmnf!ton-wiredcom?lomerates s'U_ch as ConAgralnc., Cargmlnc. and Archer DanielsMidlandCo.~help.ed. persuade Congress to order a study of navieation imnrovements. hoping for locks that would accommodate 1,200-foottows. Con'&ress has always loved navigation projects, and the Mississippi--flowiIlg through 10 states--l1as a particulady mighty political base. T o lead the federally mandated cost-benefit analysis, the Corps tumed to Sweeney, 48~ an intense economist who jcined the agency while stili in graduate school in 1977. Tne bespectaCled l1llii1bc.r-crili1cher~'-and fenner college linebacker-has always received exce1leut job eva1illitkm.s;despite hisfal1ingc-oulwith Corps . manage IS,. his latest review calls hilJlarI "exceptionally competent economistll '''w~h.o-is. "lligblYCCjl1i"r.Litted. tC'-'P!u'CluC1rJ.g .Qi17i\it'y 'pluducts. If That daunting equation is one of those products. Sweeney realized that the Corps' old economics models had glossed over the idea that when barge costs go UP. sJllppe-.I'S may not use barges as much. So Corosstudies had,consistentlv ()ver.estim.~tted.the barge traffic that lock-~d-dam projects would atfract, which had helped just.i.fY elaborate river-tanliIl.g efforts that oftensecmed unnecessary in retrospect. Sweeney's more complex model avoided that problem, and it was heralded as asupennodel in reviews inside and outside the Corps. "I tried as hardasl could to teal' down Don'swork, but it's brilliant," sai~Mars.balJ University economist Mark Burton. who conducted one reVieW. . Sweeney cOl"iCluded "ihatfm: the; l:la."i. 50 yeats, ttlosicon.gesnon could L, "..- ...",I:A..,,,,,A S;-, ""].,,'\.-.. L..:I~.:_~~~~u., .~.",d=t'"m"'''''<>.1-Tft{'1 1:-,..:,1'1"t;""". ~L"'" ~ .,k..~"I:~''''\i<I_M, :.!.J;L.I..F1 .v,-' V~~ .,t;l,J;:'C:;--y." UJ;w"""'..-.,;)....': , vv-, ~ .1l1vU u._... v prom-ote. 1Jiltd~J "self=hclp ~.~~the. :*eady >ccnnncu- '.practice of tnw1-l(\~t' t'lT'\f>..-...tn.T'<:. h....ln;1'\n .,.",,,h nth..... "'::!"'" t,.hmucl-.. .1"P.k-<1: .U..Pc ~::.'\.,'V nn ...- . - _ -,-- - r....---v.....~ '.--..'t".........'f:; .---..... .--.~\ ,t-'-,.,. --_......- '0". uv...__.. ~- ....__v.,. --- need fur,m.ajJ)r,C(m~lction. In April 1998, Sweeney presented his preliminary results to Corps 30f& 2/14/2000 5:$1 PM 1)~/15/00 TUE 15:37 FAX HoW'Corps T;umed Doubt into a Lock Igj VI)OJ h.ttp:ffwww .washmgtouPQst.comfW'p.s ...tei20i3Q..Q2J13/23 %1-02 \300~idx.html . leaders such as Maj. Gen. Fuhnnan, then director of the civil works pro.gram~ Maj. Gen.Pl1illip Anderson, Mississippi Valley division commander,. and CaL James Mudd, Roc..k Islanddistrictcom..-rnander. They were no.t pleased. In June, just three mQnth.sbefQre thp. study's due date, Gen. Andersen transferred all economics.questions..to.aJ1eW panel, demoting Sweeney to. a mere "adviser" to. the paneL Sweeney has not lest his jeb, but he has filed a whistleblo.wer complaint with the federal Office of Special Counsel, and recently was disciplined for instibOTutnation. In an interview, Mudd described Sweeney as too. much thought, not enuugh action. (Anderson was unavailable tor co.nunent.) "He did gOOdWOlk~ du.ti:1. get me ""Tong," said Mudd, a firebrand of an officer who was a key- plan.i1.er for Gen. Norman ScnwaIZl.copf during the J)=_:~~ 1"'_.1~'tl.T6_ "n......t..~_.'~.. __,__~._.f._...", ., ......,,~"""" '-'1.UJ. .yy 11l. UUOI. well;;;:j i:l:PV:llll. W.HI;I" Tll-get.,tD-jt~"vken.-l-get-to-it' Wuil't cut it. _ _ _ ;Ve!vce been-verycarefui to ,.,..,:'::tlr~C","!I:~p, "~,u:"_~.,,,",,,T'l!!'i' ~ r"I_"'~.o ..,+'_.^_____._.......-._......I..,...: ....._-+i""'-';.1-1-1-~t-:-r-..;;;:iyr't:-. :(Ji.,!~lr'''''' ~U ':....,.#I..........~ .....w.A,.:......1',.'V '\.L.v.u. ~ .1..1,,,,,""'- Q, .LUJ.-llucvu.-... \".VJ.J.\to1U':::lUJ..1, L....... -....."" iIlJ'U;.1:"" 1f....~ -rw not cooking the books." Pretty soon, though, the Corps' brass made it clear that those cconomics.questionsha.dacorrect answer ,a.n.d it :wasn't the ar-.swer Sweeney had sugge5ted"A~'\. Sweeney's boss in t'l1e St. Louis Dffic.e pointed out in an e-mail: "It's urettv clear tome where this is headed." ~ ~- ~ . . On Sept. 3, an o:fficiallaid aut the panel's new mission in an e-mail: "The team should determine an alternative. . . that appears to. be the most likely to justify large-scale alternatives in the near-term. II And in a briefing on Sept. 23, Gen. FUllnnan declared even more forcefully that the "well-being of the Midwest" depended on new impTOvements. 'There is a need to improve the system," project manager Dudley Hanson 'W'!ote in a memo relayingFUhnnan1s instructio.ns to. the panel. "lfthe demand curves, trainc growth projects and associated variables . . _dvrlOtcaptU1etht:ll~t:d for navigation improvements, then we hayctofigureoutsomeotb.cl~way tvu<.rit . . . We need 10 develop a :rationale for taking this rclati:vely more :rubjecti>veap-pToachto our tlr.'13!)rti.ca! process. U The memo's "Guidance" section was even more explicit about _Fllhnnan~s .caIl forpreordaiv.ed results: .. He di'rectsthat~vc develop evidence ordatato. support adefcJ1sible,.setof c.apacityerJJaTJCement projects. . . . TIle.rationaleshoulderr.onthehlghside," Fuhrman said in an interview that while he did have a "gut instinct" that improvements were necessary. he never ordered anyane to devise a rationale to. build them.. He said Hanson, who recently retired and could not be reached for comment, must have misunderstood him. But in another e-mail, Hanson had no. doubt what Fuhrman meant: "This overt advocacy role, to. me, is a new departure. We'll have to work an a story line. . . . We will need corporate solidarity when we go ba.ck to. our publics with this more aggressive advocacy position." . Mudd alSo. insisted that t.'1e Corps has "bent over bacla.'vards to take a bal<:h"1ced approacl:i, " and notedtl1at 'bargeinte.rests have complained fu:ricusly-"abcut the "agen~yfs ,de.1iheraticn5~ -Chri5t~phet~Blescia, direct.!)!' oiM.ARC 2000, the mainI1a'\.-igOO&B lObby in the-Midwest, <JO'rp.~..2 ..2A",~b;nO' tnf' r'1"tTT'l<: "'" tnn dAn' "'.......:1 f,.,,, ,."............."+....... .r.A.b-....-_.JJ,..I~"..:~...:s-.:.......-...........;c..'_... ----..t"'- __: ...v'Vw.&;,'V'7'.. -.L...u.u....."" "'-^,.I:A.a.""..,I. yu,\;J...""", 40f8 2/1412000 5:51 PM V;;:/1;)/UU TlIL 1:):;)1:1 ]:'.U How Corps T.umed Doubt Into a Lock 19J uuu http://www.washingtonpost.com/wp-s...te/2000-02l13f2381-021300-idx.html .... . . although he did say the agency had Hcorne a long way since they got Sweeney off the economics team. .. But Mudd added that he was livery careful not to push anyone to do near-term improvements, large-scale improvements, whatever." In an Oct. 2 memo clarifying Fuhrman's commands to the economics panel-a memo Mudd now says he canlt r.emember writing-he seemed to do just that. "MG Fuhrman has c1earlystated that the COIpS has the responsibility as'tl:le Ft;deral Government's advocate for the inland wateTW'ay system," hewTotc; "TohdviIriliccxccution ofiliiJ; responsibility, you-;;.;illtkve;vf/ the~"Conv:micCO:fllpOile~lt'vfthecasefor a .. recoInL"'!le.adatiol1'L1at illclu-des" neaY~tei1Illlllprov'"CmeIitg;' rt:Cog1tlZiiig t'l."H'JJif..f'h,,::>>..n":!-h.('\;'P'\ ,;0[11 'b.o+fo_ t'OQ'I"'OlI"=-~- .'h..,.,. -;-_....L">.~-.,..~m. '.....':""'.4.,..,..1...."':"+ "...._.,......_,,+'L,_~ .,.,;............ ..;U:~ ..I...LiMt!l..&.V.Ll..-L~U'-~L'L.IOJ.a. .;s\;,..iJ,-'V'",,,,,- VJ .u,.u,p..lV-v,t.;. . \:'.l.J.i04 U:J.t;LL '1(,;.-11 Ull Ul~ large"'scale side, t~"'1 by',actiGllS that err or;.. ti.e underdeveloped -5ide~'" In the 'N,' a Way to Say 'Yes' Then it was Just a matter of tlguring out how to err. And it didn't take an economist to see that O=t*Ua-w)/(a-e)Jn was.a..Q:oQ.d..o~e.tQ.star:t - . ..,-.,.... ','-'" .~,~,. .... '""' . The key term in all that gobbledygook was "n," the variable that Sweeney designed to account for alternatives to barge transportation. Tlie higher the value ofuD.," the lower the benefits ofimprovements. Sweeney computed the main n value at 2. Burton later concurred. Under pressure from above, Richard Manguno, the new economics team leader, reluctantly reduced n to 1.5. But that was still too high to justi(y rock expansions, and he refused to go lower without a command. Ultimately, according to Sweeney's affidavit and a source who W"aS present, he got one~ On May 5, 1999, Ma.j. Gcn. .4..'1derson and other Corps officials held a closed..d.oor n.eco!tomics",s\k"'nmitU -'~~J-lth Bre~cia .,?u~d 'ctl1e!industr'J Jeadel's,i'lc1udingrep.resentatives fromCcnA~ Ca:;gilland ..t\..merican Commerc:iJ:! J Barg~ Lines. II! thir.k\ve helped them understan.d.the.s~nsitivity of al.Lthis,." Bresc.iarf'caUed. Immediately after the meeting,.an "ai.detoAn..der,<SOl1.asked MangU!l'o what n would have to be to justify lock expansions, I've already figured that out, interjected Mudd. Itls 1.2. Three weeks later, Mudd called Manguno. N, he declared, was llOW 12 . The newn was apparently grounded in a basic math error, but that wasn'i the only effort by the COIpS to exaggeratebem:ifits and Wluerstate costs; Sweeney charged. Hi-ere were others, and all were needed for lock cxpansiun:>topassmustcr. . In fact,. the day after the metamorphosis of n., a Corps "study update" &LTJQIDJ.ceda.suddeIl-DelV ben:efi-t: LOCK cxpansic-ns.\vvuld preempt 'ti'!e-. .need for r..enova.tionsin 20 15--event'hQugh.an. earlier CCIpS:l!'l.:l1ysis had. fo.und.ther.e. would- ne.noneedJor re..'1ov~tions u.!Jtil.at !east.2()33. The same uodate also inc1lliierlasudden..newcutback in t:o$tS: Th-e ~_ 0,- _ 50f8 2/1412000 5:5/ PM V"::li;)/UU lU.b l;);J~ i"A.l 19j 007 http://www . washington130St.COmfwp-S.. .te!2000-Q2/13/23 81-0213()l)..idx.\1tml How corps 1i.urned Doubt Into a Lock " . . . . 60f8 estimate for overruns was chopped from 35 percent to 2S percent. Earlier, Corps officials had int1atedthe benefit<;.ofloCK expansions. by . assuming that tows would no longer use much self-help,. Swee:n.ey argued. Even these changes barely pushed the predicted benefits past the costs, according to Cmps documents. And the Corps is still basing its entire case tor unprovements on an. forecast of barge growth that lias proven tremendously overoptimistic over the last several years. So on June 29 Sweeney sent out a detailed memo noting all these discrepancies; suggesting there might be "an appearance of cooicitlg thc'"ecvnc.micbook.s. "A:notlrereconoIT.acs panel membe:r,Wesiey Walker~ subrrJr-Miseveral of his Ow'll obje-.;;tiollS' the Si:fine day; On July 4, at Mudd's recommendation., illiderson disbanded the paneL t1Tt...ank YO.)T tn pvpnrnnp.,TnT' l.,~ln;n_n__t^, ("r_Ol".t~~'-~":"-~~~J~ +.~v ~""~'-'.'~:"""1',.r--.'- .,.;t ~,~ ....!..!......._... -- -.'....- '., ..'_.....j_......~- ......'"".a "'J;.'tiP'...t"~& ~v i!:;'W'" ___ .., ___ -V"!I ...""" ...-.~....., to.day, II hi."memo dedared. "The te.a.rneffort bas .had support from many individuals_ Yourcont.ribunons are appreciated." Competing Visions of 'Green' .Flash back a moment to 1929, long before Don Sweeney was born, Maj. Charles Hall, the chief Corps engineer in the Rock Island district, had conducted an exhaustive smdy of a plan to build new darns on the free-flowing Upper Mississippi, and had concluded it wouldn't justify the econoniic costs. His superiors had overruled him. So Hail raised a new issue in a speech at the American School of Wi1diife, arguing that locks and dams wouid "radically change" the rivers habitats. "Tnepublic can properly demand that the biological effec"l.5.ofa proposed movementbe stared before irwas adopted,"Hal1 said. At the rime, that was a radical notion. The barge-friendly.Minneapolis Jcmnal denounced these IIgratuitcllscpinicns"fYwuIid-enng u"why 1-4ajor Hall sJlo-uld l'lJoII11-,-abo-ut flora ,an.G'm'Unt.1M' .d;11~" A.lv;finn-e'3ota.' senator fh.med th~! "it would be U!lfortur..ate a..'1d. ag;ainf.t public polky if colJatel:'a1m3trers.a.re.per:rnitted to interfere." H~l1was quickly relieved of his dutiesonthc .smnv. - - '.-- - '",,- .. .,l- Seventy years later, Sweeney suffered a similar fate. So has the Corps changed? Today no one dares to suggest publicly that nature should be a "collateral matter," and top Corps officials insist it is a high priority. The agency's spending on environmental projects has quadrnpled since 1992, highiightcdby a $J3-million-a-year program to revive the 'UpperMississippi'sheaith. The Corps is pursuing several huge H::storatiuu projects, most notabiya bold repiumbing of the Fforida D~veTg1ades. At the same time, though. critics say the agency continues to pUIsue huge, tradition.-a} projec::s"tlmt could -~.ndanger \.~~etIands -and wildlife., fi " T'T" .,. 1Qm a na\'1g~fion cana...m ~cmSlana to .a -pumplng stat.OIl :lTl. Mississ,ippi to port-dredging efforts aU along the Atlanric co~t /k coalition of environmental.groltpsalQug W..e Gulf' cfMeYdCCreccntly 2114/2000 5:51 PM \.1;:;1 ii>/\.I\J.llIL 1:>: Jl:I .tAA How Corps ~umed Doubt Into a Lock lfQ \.11.10 htl.p:/Iwww.washingtonpo5t.COm/wp.s.. .tef200Q-Q2! 13/23 ~1..(l213{)O.,d..x.html ~. ... . published a report titled "Destruction by Design: The u.s. Ann)' Corps of Engineers' Continuing. Assault on ,Al1lerica' s. En:vlro!'..rn.J:!!.t." Taxpayer groups continue to blast the agency as a m.oney sinkh.ole" 'There is a battle rag~g for the soul of the Corps, in part pitting civilian leaders who want to nudge the Corps toward a more environmental outlook against military leaders who tend to respond to traditional constituencies in the barge. farm and construction industries.! he agency is an odd hybrid in the Pentagon chain of command, staffed alinost emireiy by civilians. run predominantly by -uniformed officers. A civilian assistant secretary' of the Army is supposed-to setdvll works policy. bmmost of the actUal' engineering 2U.a analysis getsdUl.l~' ll'l'4S division and district offices commanded by m.ilitaxy' persorweL Now the war is playing out on the Upper ~Aississippi. A top Corps gen.eraldid crder- areT.:-ie~~.: cfthe.-lock cot'u1:ru.ctiol..stu'dy last -week, a!o.u!l!lthe.ti,me Sweene)~ filed.his $!idavit.(^i. decision is ,expected next,month"an.tJ.QutsideobsetVers think it wi11say a let abcut the future of the Corps. . Environmental groups believe the extra barges lured by lock expansions would grind UP more fish. uproot more ve~etatiQn._silt.in more side channels and ftiither erode'shorelines. They.... also warn that if the Corps builds these improvements, relievi:n,g congestion at some -locks, it will create new bottlenecks at other locks, fuelingdemands for more improvements. But even though a 1996 Corps poll found that Henvironmenral considerations are people's biggest concerns" for the river, tile agency has reieased preliminary data justifying seven lock expansions. "This )5 a real test fOT the Corps: Are they going to robber-stamp more ci'llpGrate-w"elfare,oraret:he-.rgo:ingto'louk outror the river for a chmlge?" roked Dean Rcbuffoni, a Siena Chio leader in Yrinue-.ipolis. "1 hear the greenr.h.etct'..e,but I don't sce.'-the'..action-.. n Fubnnan insists the Corps is trying to- strike a balance. He- ::!cknnwlp.rlo:p<:: tn~t the rnl"'l"l!:l ",17.<>cnt~ +^C",..""rt +h... n""...(l'<;>+;"~ <-..n+"'.... ~-.......-.~_i_,~_ -~.,' '_-'_;:j__ __.'_.. -_v;.a.y..... "'T:~...1J "..... <oJ~:Io.t'.t'v....'lo WJU.,,-," ..L&LIo"'.4.QiA.-UV-J..i i77.;:n..,-,..1ll., just like, the. D.~.pa.rtment of TT~lspOrt~t\Oll w,an!s to support the transpm:tatino.system. But he says the agency iscom"1ittedtc th.e environment as well,. anci recog::nizes.i:ts. naw:e.some:responsibiE!y" to keep its analyses on the leveL "I would be the last person to advocate an increase in capacity for the sake of increasing capacity, II he said. "l think we've been an honest broker." . Controlling the Flow Since Maxcn 1993, the Army Corps of Engineers bas been studying prvpDsedrl~vigi:tciou unprov(."IDents in the: Upper1~ssissi~pJba.sin: The-Corps IS e';(~-red to recommend- majOrexpanslOns ornve WCKS "''''' +1--", 11.4.,..,....,,,._...: _~A,_~_1...._~ ...l.-"'l),,,v~~-" 'li'i"'u""T ">('TI'~'-"--'i:i~ f1,...-.'lFc '0" n'm" e QkA; u.:..A.'" .J..~~.l.;;:t:.3j,.t"pl,. -aJ.;.LU pvl..ua..t'~ LlJ;C ... ..... :6,1;,-:'-':" ____, al..e.... v........~ rUi.l1ois.FJver.. The j-mpID~lemellts ~"vuld ease. barge..cougestion, btlt- .envirQnme,ntalistg..fear they '>/c:\lld. darnage,.one cf.Amenca'slucst fr~le. e.c.o.c;.ystt"JIl.$,. incJudi:1jg .3 host oi wildlife refuges. 7of8 2/14/2000 5:51 PM "'" 7:00 p.m. Regular Meeting FYI ,.:;- ~r:c_-:::_, '\S1;';';#~~lwater Township 'p'ebruary 24,2000 Chair: Agenda: Special Event Adopt Chris Kearney, Building Inspector j I Call To Order .Minutes: Approve ivlinutes: February 10, 2000 Treasurer: 1. Balances 2. Claims & Checks 3. Consider SO.32/mile reimbursement starting February 1 4 Consider $60.00/hour fee fOf architect Stennerson to come to the next Citizens Advisory Committee Meeting for some suggestions about renovating the town hall. 5. Motion approving miscellaneous. personnel expenses. Attorney: 1. Look at Otto Berg Park deed for Park Grant 2. Nicanna Hills Letter ofCredir Update 3. Ordinance combining Parks with Public Works. Planner: 1. Zoning Ordinance Engineer: Public \Vorks: Clerk: 1. Board of Audit Motion 2 Annual Meeting Agenda 3. Short Course Committees: 1. Ken LaBoda - Citizen's Advisory 2. S-M. Untiedt - Park Status People: 8:00 PM: Steve Nelson. Old Business:. New Business: Adjourn 02/1812000 Par Bantli Fc3-1S-2000 0~:22 . 7;00 p.rr:. ... 0- L: :;;) 1'.:n. 7:10 p.m. . 7:15 p.m. fv'. 7:20 p.m. V. . CITT OF OPH crTI' OF OAl< PARK HEIGHTS 7 :00 P.M. TlJESDAY, FEBRUARY 22, 2000 CIlY COUNCIll\'lEETING AGEl\1J)A 7:00 P.l\1. I. call to Order! Approval of .~e::da II. Depa.rbnentlCour..cil Liaison Rencrts A. Planning Commission B. Parks Commission C. Cable Commission D . Water Management Organiza~.cn5 1. Brown', Creek Watershed District: 2. Middle St. Cmi." W atenhed District ~ Vallev Branch Wa.tershed District: E. ether Lill;onlStaff Reports III. Visitors/Public Comment A. Recycling Award (1) Thill i~ an opporlu;tit"j for the public to 3ddrEliS the Cou.~d ",-ith q~estion:l or conc~ms on i's'~es not pa..-t: of the regdar ilgenda.. (Ple:1se limit commer:ts to 3 mil1\.:t~s in I~ngth.) Consent .A"'enda (Roll Call V ate) A. Al'~rove Bills & Investments B. A;;rove City Council Minutes - Februarj 8, 2000 (2) C. Approve Resolution 00-02-17 A Resolution Granting the AppticatiCln of Whitetails Unlimited Metro Chapter to Conduct a One. Day RafHe at the VFW Chili #323 On March 18,2000 (3) D. Approve Eller Media Propoaed Settlement Agreement (4) E. Receipt of Correspondence to Met Council regardir.g Plawling Assistance Grant (5) F. Approval of A- T...." Licer..se for 2000 (IX) Public Hearin~s None. P.03/05 FE3-12-2000 09:2: CITY OF OFH - ':>0 i:_ p.m. VI. N e~r Busi.'less R~eipt of Correspondence from KSP Regarding Re.Pennitting for Slag PH: (6) AppJ:ove Resolution ;:-J o. 00-02-_ A Resolution Suppot1ing a Ramsey a.nd Washington County Joint public Safety Training Facility and Supporting State of MiI".nescta Legislation to Pl'ovide Financd Assistance for the Construc~ion of the Joint Facility (7) VSSA PUD Amendment/Minor subdivision Request (8) Discussion of and Authorization to Direct Staff to Send il Letbr to Congressman Luther's Cffice in Support of Retail Services at the Postal Site. Receipt of Memo Re: Boutwell's Landing Project Fund and Authorization to Request Funds (2X) 7:40p.m. VII. Old Business A. E. C. D. E. A. Authorization to Proceed with 'Well #3 (9) 1) Approval of Resolution 00-02-_ Authorizing and Duectiug the City Administrator and Director of public Werks to Begin Negotiations with the Department of Corrections to Acquire all EZlSement for Municipal Well Construction 2) Authorization to co~duct surveys of the well sites 3) Authorization for City Attorney and P\lblic Worb Diredor to proce55 easement agreement for Well #3 4) Approve draft plans and specs for Well #3 drilling and authorization to go out for bid 5) Authorization for City Engineer to obtain quotes for test d..--ill for Well #3 6) Authorizatioll for City Engineer to prepare plans and specifications for Well House #3 7) Authorization for the sampling of Jord.m aquifer weUs which are near or within :he well head protection area for the proposed well field (not to exceed $5,000) Authorization to proceed with looping of the water main from Oakgreen to Stagecoach (10) 1) Authorization to conduct survey of the looping system 2) Authori:zatioD for City En~ineer to prepare plans and specifications for looping sy5tem 3) .d.uthorization for .City Attorney, Public Werks Director ar-d City Engineer to process easement agreements for the looping system Au thorization fer City Engineer to prepare plans and specifications to upgrade the water utility conirol system (11) Authorization for Northern Environmental to upgrade well head protection plan to include the proposed well field (12) B. c. D. P . 12)4/05 . . . . F~B-18-2000 09:21 C tility Rate Study 1) Acceptance of Springsted Report (13) 2) Acceptance of staff recomme:ldation effeC:lye Aprill, 2000 (14J Video Tape Retention Policy (15) City Hall Par1ing Loi: 1) Reset Public Hearing for April 25, 2000 at 7:00 p.m. 2) Authorize staff to contract with Bonestroo to condue, a follcw-up traffic study. BRW - CBD 1) Authorization to C~nhact with BRW for Design SerJices (16) 2) Auilioriz~tion for BRW, Inc. to Assist the City of oak Park Heights in t.l"e Review and Evaluation of CED Development Propo.J, (17) Resolution Supporting the delay of the :\ crth Water Unit until Year 2003. E. r r. G. H. 1. 8:30 p.m. VIII. Ad~ournment . . CITY OF CFH =.05/05 <:' . / at" "II, LTI "';:><'12 9 hCl'mg ai :"PP'ec~ 4 to .J"IIOW TC'T~L F.05 FEB-18-2000 13:59 C ITYJF OFH ;::.02/02 eI1Y OF OAK PARK HEIGHTS eI1Y COUNCIL WORK SESSION TIJESDAY, FEBRUARY 22, 2000 6:00 - 7:00 P.M. AL"\1ENDED 6;00 P.M. BRIDGE DrSCl'SSION 7:00 P.M. iillJOURN TO em CCVNCIL MEETI~G TOTPL F.02 . . . WASHINGTON COUNTY COUNTY BOARD AGENDA FEBRUARY 22, 2000, 9:00 A.M. DennIs c. Hegberg D~1 B111'u11mU:>e1< D~2 Wally Abraham...n D~3 Myra Pet.....n Diatrlct 4 Dick Stafford Ciatrlct 5iC.'>air 1. 2. 3. 9:00 9:00 .~ -r. 9:45 5. 6. 10:15 10:25 7. . 8. 9. 10:40 10. 10:50 to 11:20 Roll Call Consent Calendar Public Hearing - Public Health and Environment - Mary McGlothlin, Director Receive Public Comment on: Food Code and Lodging Ordinances, Public Pools Ordinance and Manufactured Home ParklRecreational Camping Areas and Youth Camp Ordinance Transportation and Physical Development - Don Wisniewski, Director Update on the Woodbury Library and Indoor Park Design and Cost Estimates General Arlmini~tration - Jim Schug, County Ac1mini~trator Discussion from the Audien~ Visitoxsmay shaIe theirconcemswith the CountyBomd ofCOUIIIIissioncr.l on any item not on the agenda. The Chairwill direct the Cotmty Adm:inistrat.or to pRparc responses to your concems. You arc encomaged not to be repetitious of previous speakers and to limit your address to Jive minutes. Commissioner Reports - Comments - Questions Tnis period of time shall be u.:ed by the Commi3sionen to report to the full Board on commiltee activiti~, make comments on matter:; of interest and information. or raise que.:tWns to the staff. Tni.: action is net intended to 11!SU1t in substantive board action during this time. Any action nea=ary beca:.ue of disc:=ion will be scheduled for a future board meeting. Board Correspondence Adjourn Board Workshop with Public Health and Environment Review of Updated Changes to Washington County Administrative Ordinance ************************************************************* REMINDER: No Board Meeting on February 29 - su. Tuesday Date February 22 February 22 February 23 February 23 February 24 _;ny 24 24 28 March 1 :March 1 MEETING NOTICES Committee Time Location Personnel Committee 11:30 a.m. P1annine Advisory Commission 7:00 p.m. Metropolitan Mosquito Control 9:00 a.m. Reg. Solid Waste Management Coorrlinatine Brei. 10:30 a.m. Community Corrections Advisory Board 7:30 a.m. Met TAD 12:30 p.m. Red Rock Corridor 3:30 p.m. Library Board 6:30 p.m. Met LRT Joint Powers Board 8:30 a.m. Plat Cornrn;~on 9:30 a.m. washington County Government Center Washington County Government Center 2099 University Avenue West - 81. Paul ~n South - Bloomington Washington Couitty Government Center 230 E. SUO 8t. - Mears Park Centre Cottage Grove City Hall 1010 Heron Avenue No. - Oakdale Hennepin County Government Center Washington County Government Center A.uistive &tJming d!,vic!O M'tJ ".,u.bIa for U3tI in the Courrty Bo.rd Ream " you fHled 3S$inlN7ce due to dl3ebi/itv or km!1u!I<le b~r, plttMe C811 43~60CO 8TDD 439-32201 EQUAl. EMPLOYMENT OPPORTUNITY I AFFIRMATIVE ACTiON EMP!.. YER vV ASH1NGTON COUNTY BOARD OF COM1vfISSIONERS CONSENT CALENDAR * FEBRUARY 22, 2000 . Tne following items are presented for Board approval/adoption: DEPARTMENT/AGENCY ITEM Arh-ninisrration A Approval of the Januarj 25, February 1, 8 and 15,2000 Board meeting minutes. B. Approval of staff comments on the City ofSt. Mary's Point Comprehensive Plan., 2000-2010. C. Approval to appoint Keith Hegstrom, Forest Lake, to the Parks and Open Space Commission to:fill an rmexpired term expiring December 31,2001. D. Approval to appoint Randall Samuelson. Marine on St Cro~ to the Planning Advisory Commission, to a first term expiring December 31,2002. E. Approval of revised Policy I02I-Reimbursement for meals and authorized expenses. .A..ssessment, Ta.-'<.payer Services and Elections F. Approval to renew on sale and Srmday liquor license for Afton Alps, Inc., for the period of April 1, 2000 to March 31,2001. Approval to renew off sale liquor li~e for AJL EnteI]lrises Inc., Scandia Ole Town Liquor, for the period of April 1, 2000 to March 31,2001. G. H. Approval to renew off sale liquor license for S/S/G Corporation for the period of April 1, 2000 to March 31, 2000. Community Services 1. Approval of application for needs determination of services to persons with mental retardation or a rehited condition and recommends the closme of the LAK. Home in Cottage Grove as the needs of these individuals can be better met in an alternative program Court Services J. Approval of2000 purchase of service agreement with Family Violence Network for the period of January 1,2000 to December- 31,2000. . Transportation and Physical Development K. Approval of2000 Transportation and Physical Development seasonal employee pay rates. L. Approval and execution of operations grant to the Washington County Historical Society in the amOlmt of$37,500. M. Approval of resolution, final payment to Dresel Contracting, Inc. in the amount of $12,825.35 for CSAH 2 road construction. . .Consent Calendar it=s are generally defined as items of routine business, not ~uiring discussion, and approved in one vote. Commissioners may elect to pull a Consent Calendar item(s) for discussion and/or separate action. . . ~ :"Cri :"Mr/ To: C-:ar"';te~ Kac:n AMM FAX NEWS Feb. 1.1-15, 2~CO Ca~e: a17TC~ Tne 5: ~ ~ :.:. FM Fage 2 o' 2 f~.i.'~.-.~~'.~ (,-.'.....'...1 ~ AHociation of Metropolitan Municipalitie) Public Corporations Bill heard Bills }::er'Tlittin;; leea! ;,;n;ts of gover-:me'""t to estabiis~ rO:i-proii: entries was the subject of =1ear;n~s in bctl the House and the Ser:a:e Rep Aj,n Rest (D-,'lew r.cpe) presented HF 2673 to tt:e House Loca: Govemmer:t & Metrq:clitan Affairs Committee. She no~ec that the :U has t,'/O major c::mpcnents. 8re part of t-:e bil~ au:herL:E:s a Icca; unit to estabiish a corporatien which wO:JI,j be s:.Jbjec: to tre laws ;o'leming local gcvernmen:s wrile the second ;:;art'l'lcuk1 ratify tr,e exstence cf existirg c::rporat:o'is and per:i1it t"le Icca' gcvernn; bocy by resolut:on :0 exempt the ~;poratol f,om existin;; laws. Being aware of concem fcr the exemption fr-m c:.Jrrert 'aw, Rest cffered ar: amendment tlat would reqdre a three-year rey'ew or the exemptions. Rep. M2r! Liz !-'oiber; (R-Lake'li'le) also offered an 2mendr.entthat disa:l::v,/s a lecai gcverning body frcr.1 excluding a corpor2ltio,-: from the Ope'"" Meet'ng Law or Cata Frc:cti:es ft.ct. Due to a lack of time ~he bill and Holberg's a:-nen::me:.t ....tI be r,ear::: on AJIJI Fa.x ;"\"ews is faxed paiodicalI)' to all ....UHf at)' l1'.illUlga-S and adminislTaloTs" Tite inforrrut1ioll is in- t~ndcd to be sh:ued ....ilh mayors, cOLlTlcilmf:!:l})ers and staff iJI orda to keep officials abr~aSl of important metro city issues. ;q-.Copyright :000 ".un! 145 ["niversily.-!wlllU ;1"= St. Paul. .\1,,'/ 55103-:04-1 PltOJle: (651) :15-1000 . Fa.;r:: (651) ;81-1;99 E-mail: amm'u amml-t 5.07" ~ '" Mcnd:y. :t is a:itic:pated that the c:" rr;itse wd: vote on :r.e bill 2lnd -erer it to t~e Tax Ccrnr.1ittee Tr,e Senate version :::fthe bi!l (S= 2521), which is authored by Sen. Jim Vicl<erman (0- Tracy), was heard in the Data F'riVc:cy & Informat:on P:::licy Sw::comr.1ittee of the Ser.a:e JL:d:c:ar/ Committee. An amendment to de!ete the ab;lity of a local jurisdic~ion :0 exempt a c:::rporat:on from the 'y,'O la'.vs wi!1 prcbably be approved :y tlie s:.;bc:rrmitee. Some members raised :oncems regard:nt; the authori~ to exerr;p: c::rporat:ons from certain Iav.s. There c:::uld be an amendrr.ent to f"rtr:er reshct cr eliminate the authority. Your input is needed! H:= 2517, autroree by Rep. Earb Haake (R-Mounds View), would prchibit a city ccuncil member fr::m serving on a crr,! char-er ~mmission. 'tie need your he!pll-'aake hes requested inpl.J from the A.MM. Please e...maii (rcqer~amm145crc) or cal: (6=1.215.4000) Roger ,:Je:erson ff'leu Business Subsidy Biil advances Rep. Da:-: McE!~C'1 (R- Burnsvi:le) prese-:ted HF 3057 to tre !-'ouse Jcbs ar.d Eco'":om:c Cevelcpment Dolicy 8cmmitee. T1e bill makes seve::! amenc- , meris to the 1999 Busiress SiJes::::'} A.ct A.r.1on~ tie amenc- merts is a cr.2!lge in the ceTI:;i:ion c' 2 b'.1siness sucsidy that ra:ses the minimum s:..ibsidy 2mcunt 'rom S25 oca to SiOO,OOO. -:Ie bd! also perrri:s :: city cCl!nei' after:: public hearing :0 , ce:ermine tha~ a subs:d'l will have a I p~b,iC ;:urpcse that may nc: i:iciuce j:::b creatior. The ciil also ;::ermits : cit/ counc:1 to waive t:;e ft'le-ye::r lecation recuirement.. The bill has been referred ro the Lecai Gcvemrr.ent and Metropelltan Afairs Committee. wisr-, to comr.ent 0;; t:-e bll, if four c.t; has 2ppointed council memeers te :: c~arter commission, or to reay 'Ict:.c experence of h2ving elected ::fficials or t~,e comr.issicn be2rd Thanks I Met Council reorganization bills proposed Seve:al :i:ls have te~n in~;cdueed Ir. t Ie House reg::rclng tne Nlet~cpo:itan C:uncil. T]-,e bilis inc!ude H= ::<l5S tha: 'Neuld separ::te the o:::erating age::c;es from the ;::lanning an::: regional c:rr:mis- sons, such as Parks and Open S;:::ce ard the 800 ,"Hz Radio 30ard l-'F 3259 would make the Ceu'!c:l a s:ate agency and HF 2E:97 woc!::: at,oiish the Caunc:l ard dis:ritu:e its functions am:ng state 2.ne speci2li purpose regional a~encjes. Ir. additicn to t~e o~g2n.:at.on :i1s. H= :54':3 \'.ould make h:usin;;; a rie!:e. peitar. sys:en. Ail :i.ls :-:a'le :::eer referred to the L:ca: Gover:-:me:-:t anc Metrop:::litan Affairs Ccmm-tt<:e. A cor.mirtee or subc:::rrmitee en the Metrcp:::!'ten COJncil coud be sched... uled ....thin the rext few '''leeks v:::l- Gel 2.ccess al the :Us :h2.t :he A\lM is r.onitoring e'l vis:tir.g tr,e MAIl's VIets te (~ttp:!i\wfN2.mm:45cr;;;) and c!ckir.;; cn 'Ei I Trackr.; Rs;:or: Index" Fron "'\1'" To: Nle Kriese AMM FAX NEWS Feb. 2i -25, 20CO (no. 2) Date 2'241CO -me. 619::C ;OM Fage 1 of 1 ~ AHociation of Metropolitan Municipalitie~ . Builders Association of the Twin Cities discusses land availability study and policy recommendations with the Met Council's Livable Communities Committee Or: TUEsday February 22, the Public Poiicy Ccmmittee of ~he Bt..;i1ders Association cf the Twin Cities (BATC) met with the Livable Communi- ties Ccmrnttee oftr,e Metrocolita'l Council. BA7C committee chair Dan ~unt and consultant John ShardloVl made tt-,e presentation. :'M. Shard low began by reviewirg SATC's 1996 study tra! foune: . Ac:ual12nd supply substamially smaller than previeusly reccrdec . Major barriers and developmental constraints exist within the plarned u rbar: areas. The st'.Jdy predicted that: . Land prices wi!hin the metropolitan urbar. services area (MUSA) would continue to rapidly increase. . l..and prices will increase housing COS!S and limit hcusing thaI can ce provided. . E:xurban ceve!opment (ccllar county) will increase significantll. as buyers fo:lcv,l crice ane avail- ability. The 1996 study recommended that tre Metro~olitan Council ant local ..UHf Fa."C ZVews is faxed periodit:ally 10 allA..l1},.J ciry man agel'S and administrators. The information is intended lQ be shuredw.lh mayo~. cOllncilmembers andstaffin order to keep officials abreast of - imporratzt maro dIy issues. .~ Copyright 1000 AJDI 1J5 Cniverri;yAvenue West SL Paul. .""V 5S1fJ3-Z0JJ Phone: (65/) 215-4000 F=: (65/) 281-1299 E-mait amm"1j;ammlJJ.org govenme"ts consider e?<panding t~e MUSA, suppcrting marker based ;n;'ill and redevelopment in the region's c::::re, m2king the MUS;'. eXP2nsior; precess more flexible, delineating and preserving urban transition a:-eas 2nd acocting restrictive rural density stardards to protect the ~rban transi- tien areas. BATC conciuded that there was a c::::nsensus 'hith the recommen- dations and they were impiemen,ec in part. The most recent study has found that the critical shortage of sewered lane anc five-year mini-\1USA ras c::::ntricuted to in::::reased lane prices that range from two to four times the 199= prices. Despite the land cost increase the average number of housing units being c::::nstructed from 1980 to 1999 contin- ues to average 15,000 unl:s annually. BATC, however, highlights that an increasing number o~ the units are beir:g built in six counties adjace:1t to the seven coumy regior:. In 1991, 1,893 building permits \\I€re issued in the Gounties of Chisago, Isanti, Sherburne, Wright and the 'Nisconsin c::::unties cf Pierce and St. Croix. The permits were 136 percent cf all resi- dential building permits issued in 1991. In 1999 :he six county total was 4,1;;8 or 20.2 percent of the total. The study also presents land c::::sts, and housi~g c::::sts by c::::unty that show more affordable land and nousirg is availab'e beyond the MUSA and in the collar ccunties. The study also indicates that there are at least 26 communities in the c::::l[ar counties with wastewater treat- ment systems. Based on their stUdy BATC recom- mends that the mini-MUSA poliC'1 be abandoned and that any land within the 2020 MUSA be available for deve!o~- ment provided it is censiste'it with regional and local policy. The committee did not take any action but will continue the M USA diSCUSSion and coulc have a rec::::m- mendation to the Councii within this calendar year. If you would like a copy of the executive summary cf thiS please ccntact Gene at the AMM. . I' Metropolitan Council Subcommittee to Meet The Metropolitan Council Su::- committee cf the House Local Government Comr.1ittee will rreet on F~iday Februar'l25 Tr:e subcom. mittee will hear presentatior:s frem tre Metropolitan Councii anc could begin a discJSSiOn cf the bills referred to it. The bills proposes inciude the election of Councii Members, the abolit:on of the Council, the establishment cf the Council as a state agency a1d the reorganization of the Council's functions . . . . rob ~~8 Vida. L-,w"~ CifM, o.r.. ~--'-- -) Adninistrfltor Page 001 Of BBl FRIDAyFAX A weekly legislative update from the League of Minnesota Cities Number 4 February 25,2000 Levy limits hearing Monday The Propeny Tax Division of the House Tax Committee w~1 hold a hearing 10 a.m., Feb. 28 on levy limits. On the agenda are several bills that address problems with current levy limits, including a preemptive strike by Polk County that would increase the county's levy limit base by $500,000 a year for the next two years. The bill would only be effective if levy limits are extended beyond taxes pay- able in 2000. LegiSlators Will discuss the pros and cons of levy limits and hear from local officials. LMC President Susan Hoyt and Robbinsdale Council- member Bob lagaros are sched- uled to testify The Robbinsdale City Council was forced to make cuts in city services as a result of the extremely tight levy limits currently in place. Call Eric Willette at the League, (651) 281-1263, by Friday i1 you would liKe [0 testify. State budget forecast The State Department ot Finance will release an updated estimate ot tile state's budget on Tuesday. LegiSlators have been anxiously awaiting the forecast, which will become the basis tor final session actions on everything from a sales tax rebate to any supplemental appropriations bills. There is no clear consensus among legislators or lobbyists about what the forecast will yield. Speculation ranges from a small additional surplus to rumors that the forecast will reveal another substantial increase in the esti- mated budget balance. County EDA bill to be heard H.F. 1182/S.F 1226, introduced by Rep. Bill Kuisle (R-Rochester) and Sen. Jim Vickerman (DFL-Tracy), creates a process for counties to establish economic development authorities (EDAs). The biU will be heard Monday at 12:30 p.rn. in the House Local Government and Met- ropolitan Affairs Comminee and at 2 p.m. in the Senate Local and Met- ropolitan Government Committee. The bill is the product 01 lengthy negotiations among city, county, and HRA representatives. City provisions in the bill include an ability for cities to elect not to par- ticipate in the county EDA. to not be subject to the EDA's tax levy, and to have a buffer zone that would extend two miles from a city's boundaries. Recently, the Minne- sota Association of Townships raised concerns with the two-mile buf1er zone provision and may seeK to have it removed. Several cities have responded that the buffer is critical to ensure county EDA authority does not promote devel- opment in areas where it cannot be supported. Please share your concerns with tile members of the House and Senate committees. Call Mary Diedrich or Donyelle Mikacevich, (651) 281-1200 or (800) 925-1122, for House and Senate comminee member contact information. Occupational safety & health The House Jobs & Economic Development Policy Committee passed H.F. 2901 (Anderson, B.-R, Buf1alo Township) as amended to the House Jobs Finance Commit- tee. The bill provides tor a $50,000 penalty against employers who commit a serious, willful, or re- peated violation of occupational safely and health requirements, and the violation contributes to the death of the employee. It also pro- vides that a deceased employee's next of kin can panicipate in the safety review process and chal- lenge the citation issued to the employer. A similar bill authored by Sen. Marty (D-Roseville) will be heard next week in the Senate Jobs Committee. Weight exemption for utility vehicles The House Transportation Policy Committee heard H.F. 3274 (Work- man-R, Chanhassen) on Thursday. The bill is likely to pass to the House floor later this month. The bill exempts vehicles owned by a public utility, municipal utility, or electric cooperative from the state's road weight restriction laws, includ- ing the seasonal weight restric- tions. The Senate is expected to taKe action on the companion bill, S.F. 2785 (Murphy-D, Red Wing), early in March. Salary caps The Legislative Commission on Employee Relations met Tuesday to discuss the state's salary cap requirements imposed on municipal employees. The issue was raised by SF 2385/HF 3629 (Ourada-R, Buffalo/Olson-R, Big Lake). a bill to eliminate salary caps on cenain municipal hospital employees. The Commission recommended the bill not be passed into law and recom- mended the Legislature address the broader public policy issues raised by the compensation limit law. It is unclear how the Legisla- ture will act on tile bill For mort /JJfortmltlon 011 clt] Itglslatlvtlssllts, contact any Mtmber of the LtGg"t of M/JJntsotG Cltter lniergovernml!11tal ReUltlons ttam. (651) 281-1200 or (800) 925-1122