08-23-10 WS AgPCITY OF SIC) WOOD
CITY COUNCIL WORK SESSION
MONDAY, AUGUST 23, 2010
5755 COUNTRY CLUB ROAD
CITY HALL
6:00 P M.
1. CONVENE CITY COUNCIL WORK SESSION
B. Review Agenda
Mayor Liz& -
Bailey
Turgeon
Woodruff
Zerby .
04 19 p) IWTA- y Ell 05 V
Administrator's memo
Administrator's memo
CITY OF SHOREWOOD
MEMORANDUM #2
The Council requested review of the recently adopted Council Policy document as it relates to
the setting of meeting times.
Council member Woodruff provided some preliminary draft language for Council to consider and
to start discussion and is attached for your reference.
The draft language address the issue of setting times for work sessions and special meetings,
including the number of days in advance the meeting can be called and time established. The
timing works ok for the work session; however, statute already covers the criteria for calling a
special meeting and the policy document reflects the statute — that is the mayor or two members
of a five member Council can call a special meeting by providing written notice to the Clerk and
the Clerk shall notify the Council of the time and place of the meeting at least one day before
the meeting — MS 412.191 subdivision 2.
I believe the way to solve the timing issue is to add another sentence to section 2.6 that states
something like "Work sessions will generally be held prior to the regular council meeting and
shall begin at 6:00 p.m. unless otherwise indicated and agreed upon by Council at the meeting
prior to the scheduled work session."
Draft for discussion — Dick Woodruff, 8/1.7/1 G
Add to City Council Policy and Procedures section 2.8 Notice of Meetings-
CITY OFSHOREWOOD
_
MEMORANDUM
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Council reviewed the concepts and a draft compensation plan during the review and
consideration of the revised Police Manual. In the end, Council directed the Administrator to
revise the entire compensation plan and to work with council member Woodruff in the process.
Council member Woodruff and I met and discussed the original plan and talked about ways to
construct the new plan. Some of the issues considered included where in the market does the
city want to be in compensation lower end, lower middle, middle, upper middle, or top. Do we
use actual compensation paid in figuring the median or the range?
I worked out a draft compensation schedule and met again with council member Woodruff to
fine tune the document. A few of the considerations in developing the plan were to make sure
our compensation amounts remained competitive in the market, which we defined as the
metropolitan area, providing a starting wage competitive enough to attract top candidates, and a
broad enough range broad to motivate and retain staff. We believe the final draft of the
compensation plan achieves all three components.
We developed the salary table using the most recent LMC /AMM /AMC salary survey data for all
metropolitan jurisdictions. We selected only those classifications we have in Shorewood and in
most cases; we dropped the three highest paid and three lowest paid jurisdictions from the
calculation. A few of the classifications contained only five or six comparatives so in these
cases, we did not exclude any jurisdictions.
The compensation table provides a minimum and a maximum level and a "band" between the
high and low. This "band" is the target compensation for employees who meet expectations of
the position and requirements of the job. This band consists of a low middle and high. The
"Market" represents the median wage actually paid in that classification. The low represents
90% of this amount and the high represents 105 %. Thus, an employee has a 15% band of wage
movement once in the "performance" band. The minimum, or starting wage, is the median for
the starting wage of the classification. The maximum any employee in Shorewood can achieve
is 110% of the market and is only achievable through consistent and ongoing performance that
exceeds expectations and job requirements.
Job
Job Classification Points
City Administrator
1040
Public Works Director
732
Finance Director
677
Planning Director
542
City Engineer
511
Deputy Clerk / Administrative Assistant
375
Building Official
362
Assistant Planner
314
Senior Accountant
238
Administrative Assistant/Receptionist
194
Communications Tech
194
"Market Minimum" = range minimum from survey
"Low" =90% of the Median, "High" = 105% of
Median
$45.27
Average Achieving Expected Performance Range
Market Actual Market
Minimum Low Median High Maximum
$44.62
$48.24
$53.60
$56.28
$58.96
$39.59
732
$44.50
$49.44
$51.91
Finance Director
$54.38
$38.63
$38.28
$42.34
$47.04
$49.39
$51.74
$34.42
92.03%
$38.80
$43.11
$45.27
511
$47.42
$30.77
$34.83
$38.70
$40.64
$36.38
$42.57
$27.80
Building Official
$30.58
$33.98
$35.68
83.86%
$37.38
$31.50
$33.88
$37.64
$39.52
$41.40
$21.93
238
$22.39
$24.88
$26.12
Administrative Assistant /Receptionist
$27.37
$24.21
$26.11
$26.61
$29.57
$31.05
$32.53
$19.28
93.87%
$21.52
$23.91
$25.11
$26.30
$19.28
$21.52
$23.91
$25.11
requirements.
$26.30
The table below shows where staff compensation falls in relation to the revised compensation
schedule.
Percent
of
Job Current Market
Job Classification Points Wage Maximum
City Administrator
1040
$45.49
77.16%
Public Works Director
732
$47.52
87.39%
Finance Director
677
$38.28
73.98%
Planning Director
542
$43.64
92.03%
City Engineer
511
$37.81
88.82%
Deputy Clerk / Administrative Assistant
375
$36.38
97.33%
Building Official
362
$34.72
83.86%
Assistant Planner
314
$32.14
117.42%
Senior Accountant
238
$28.02
86.13%
Administrative Assistant /Receptionist
194
$26.11
99.28%
Communications Tech
194
1 $24.69
93.87%
NOTES: "Maximum" = 110% over Actual Market Median
"Market Minimum" = range minimum from survey
"Achieving Expected Performance" = range for employees whose performance meets expectations and job
requirements.
"Low" =90% of the Median, "High" = 105% of Median
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