Item 3.6 Pay Plans 202140
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DEPARTMENT INFORMATION
Request for
City Council Action
ORIGINATING DEPARTMENT
REQUESTOR:
MEETING DATE:
Administration
City Administrator/Finance Director Flaherty
December 14, 2020
PRESENTER(s)
REVIEWED BY:
ITEM #: `
Consent
3.6
STRATEGIC VISION
MEETS:
I THE CITY OF OTSEGO:
Is a strong organization that is committed to leading the community through innovative
communication.
Has proactively expanded infrastructure to responsibly provide core services.
Is committed to delivery of quality emergency service responsive to community needs and
expectations in a cost-effective manner.
X
Is a social community with diverse housing, service options, and employment opportunities.
Is a distinctive, connected community known for its beauty and natural surroundings.
AGENDA ITEM DETAILS
RECOMMENDATION:
City staff is recommending that the City Council approve the Pay Plans for 2021.
ARE YOU SEEKING APPROVAL OF A CONTRACT?
IS A PUBLIC HEARING REQUIRED?
No
No
BACKGROUND/JUSTIFICATION:
2021 Pay Plan: Seasonal, Temporary & Part -Time Positions
The City's current pay plan for seasonal, temporary and part-time positions was adopted on December 9,
2019 and became effective on January 1, 2020. Proposed changes to this Pay Plan include:
- A $0.50 increase to both the minimum and maximum hourly rates to maintain compliance with
minimum wage laws in Minnesota and to maintain competitiveness with the part-time and/or
seasonal labor markets.
2021 Pay Plan: Scored Positions
The City's current pay plan for scored positions was adopted on December 9, 2019 and became effective
on January 1, 2020. During 2020, the City commissioned a Compensation and Classification Study (the
Study) which was conducted by BakerTilly (formerly Springsted), who conducted the previous study in
2015. The results of the Study were presented to the City Council on November 9, 2020 and further
reviewed by the City Council on November 23, 2020.
The recommendations of the Study can be summarized by the two following statements: 1) a market
adjustment of 4.00% should be applied to the Pay Plan to maintain competitiveness with the eighteen (18)
cities included in the market rate survey; and 2) a 2.25% Cost of Living Adjustment (COLA) should be
applied to the Pay Plan to keep pace with inflationary factors.
At the November 23, 2020, the City Council reviewed in-depth the four implementation options for the
Study, which were outlined in the report from BakerTilly. The City Council concurred and provided direction
to implement Option #2, which will place employees into the Pay Plan based at the step closest to their
rate of pay after factoring the 2.25% COLA. City staff has incorporated this implementation option into the
final 2021 Operating Budgets, which will be adopted by the City Council on December 14, 2020.
Based on direction from the City Council, City staff along with BakerTilly are presenting the 2021 Pay Plans
for adoption. The proposed Pay Plans, if approved by the City Council would become effective January 1,
2021.
SUPPORTING DOCUMENTS ATTACHED:
• Job Description Classifications: Scored Positions
• Proposed 2021 Pay Plan: Scored Positions
• Proposed 2021 Pay Plan: Seasonal, Temporary & Part -Time Positions
POSSIBLE MOTION
PLEASE WORD MOTION AS YOU WOULD LIKE IT TO APPEAR 1N THE MINUTES:
Motion to adopt the results and recommendations of the Compensation and Classification Study
conducted by BakerTilly; to implement by way of Option #2 in the Study; to adopt the Job Description
Classifications in the Study; and to adopt the Proposed 2021 Pay Plans, to be effective beginning January 1,
2021.
BUDGET INFORMATION
FUNDING:
BUDGETED:
Wages are budgeted for within the following funds:
Yes
#101 —General Fund
#601— Water Utility Fund
#602 — Sanitary Sewer Utility Fund
Current Per Studv
Position
Points
Grade
Points
Grade
Receptionist / Office Assistant
108
2
108
2
Streets Maintenance 1
135
4
158
5
Parks Maintenance 1
140
4
167.5
5
Utility Billing
178
6
178
6
Administrative Assistant
180
6
180
6
Deputy Clerk
178
6
183
6
Building Permit Technician
183
6
183
6
Utility Operator - Class D
183
6
193
6
Parks & Recreation Operations Coordinator
185
6
195
6
Recreation Coordinator
175
6
198
7
HR Generalist
190
6
200
7
Utility Operator - Class C
218
7
218
7
Streets Maintenance II
220
7
220
7
Fleet Maintenance Technician
240
8
240
8
Lead Parks Maintenance
250
8
250
8
Utility Operations Foreperson
262.5
9
262.5
9
Street Operations Foreperson
265
9
265
9
Accountant
313
10
313
10
City Clerk
317.5
11
317.5
11
Parks and Recreation Director
435
14
475
14
Street Operations Manager
500
15
500
15
Utility Manager
515
15
515
15
Finance Director
635
18
635
18
City Administrator
775
21
775
21
Presented to the City Council for Approval - December 14, 2020
X:\Budget\2021\Wages and Benefits\Approved Pay Plan Points by Position (PER STUDY)
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City of Otsego
Seasonal, Temporary & Part -Time Employees
Pay Plan
Range
Description Minimum Maximum Note
Recreation Department $ 10.50 $ 15.50 (1)
Seasonal Maintenance 12.50 17.50 (1)
Election Judges
10.50 15.50
Notes:
1) The Supervisor and City Administrator may grant an employee an increase between $0.25 - $1.00
per hour upon returning to seasonal work for the City. An increase will be granted only if performance
meets or exceeds position requirements.
Adjustments to this pay plan will be considered annually.
All pay is subject to State & Federal Minimum wage laws.
Presented to the City Council for Approval - December 14, 2020
X:\Budget\2021\Wages and Benefits\Approved Pay Plan 2021-PT