10-17-1990 Special
/
Q
o
THE CITY OF EDGEWATER
MERIT BOARD
SPECIAL MEETING
WEDNESDAY, OCTOBER 17, 1990
7:00 P.M.
CITY HALL CONFERENCE ROOM
MINUTES
CALL TO ORDER:
A Special Meeting of the Merit Board was called to order at 7:00
P.M. Wednesday, October 17, 1990 in the Conference Room of City
Hall.
ROLL CALL:
Members present were: Ms. Cece Stevens, Ms. Karen Grasberger, Ms.
Sondra Pengov, Ms. Doris Patterson, and Mr. Harry Jones. Also
present was Lisa Miller, Recording Secretary.
APPROVAL OF M1NUTES:
The Minutes of August 22, 1990 were.presented for approval.
Ms. Grasberger moved to approve the Minutes as presented. Ms.
Stevens seconded. Motion passed 5-0.
UNF1N1SHED BUS1NESS:
Ms. Patterson brought up the subject of the Cody report and when
it was to be evaluated. There seemed to be a discrepancy. Ms.
Patterson thought she was discussing the employees evaluation and
several other of the members thought they were talking about the
annual evaluation of the Cody Report itself. lt was suggested
that the secretary go back and listen to the minutes again to
clarify what was actually discussed. (The tapes were listened to
and they reflected the topic being discussed was the annual
evaluation of the Cody Report itself as was stated in the
previous minutes.)
NEW BUS1NESS:
The Proposed Personnel Manual was presented to the Merit Board
for their suggestions. A letter was submitted by Ms. Patterson
with regard to the items that she herself would like to see
changed. The Board discussed her letter and the document at
length and made the recommendations listed on the attached sheet.
o
Q
Ms. Pengov moved that the Recording Secretary prepare the
suggested changes and call a Special Meeting for the Board to go
over them and approve them before they be sent to Council. Ms.
Stevens seconded. Motion carried 5-0.
Ms. Pengov moved to adjourn.
was adjourned at 9:35 P.M.
Ms. Grasberger seconded. Meeting
Minutes respectfully submitted by:
Lisa R. Miller
Recording Secretary
-2-
u
o
THE CITY OF EDGEWATER
MERIT BOARD
SPECIAL MEETING
WEDNESDAY, OCTOBER 17, 1990
7:00 P.M.
CITY HALL CONFERENCE ROOM
MINUTES
CALL TO ORDER:
A Special Meeting of the Merit Board was called to order at 7:00
P.M. Wednesday~ October 17~ 1990 in the Conference Room of City
Hall.
ROLL CALL:
Members present were: Ms. Cece Stevens~ Ms. Karen Grasberger~ Ms.
Sondra Pengov, Ms. Doris Patterson~ and Mr. Harry Jones. Also
present was Lisa Miller~ Recording Secretary.
APPROVAL OF MINUTES:
The Minutes of August 22, 1990 were presented for approval.
Ms. Grasberger moved to approve the Minutes as presented. Ms.
Stevens seconded. Motion passed 5-0.
UNFINISHED BUSINESS:
Ms. Patterson brought up the subject of the Cody report and when
it was to be evaluated. There seemed to be a discrepancy. Ms.
Patterson thought she was discussing the employees evaluation and
several other of the members thought they were talking about the
annual evaluation of the Cody Report itself. It was suggested
that the secretary go back and listen to the minutes again to
clarify what was actually discussed. (The tapes were listened to
and they reflected the topic being discussed was the annual
evaluation of the Cody Report itself as was stated in the
previous minutes.)
NEW BUSINESS:
The Proposed Personnel Manual was presented to the Merit Board
for their suggestions. A letter was submitted by Ms. Patterson
with regard to the items that she herself would like to see
changed. The Board discussed her letter and the document at
length and made the recommendations listed on the attached sheet.
u
o
Ms. Pengov moved that the Recording Secretary prepare the
suggested changes and call a Special Meeting for the Board to go
over them and approve them before they be sent to Council. Ms.
Stevens seconded. Motion carried 5-0.
Ms. Pengov moved to adjourn.
was adjourned at 9:35 P.M.
Ms. Grasberger seconded. Meeting
Minutes respectfully submitted by:
Lisa R. Miller
Recording Secretary
-2-
Q
(J
------- - - -
1
I
~
/
MERIT BOARD RECOMMENDED CHANGES
TO THE
PROPOSED PERSONNEL MANUAL
At a Special Meeting of the Merit Board on Wednesday,October 17,
1990, the Proposed Personnel Manual was presented. A letter was
submitted by Ms. Patterson with regard to the items that she
herself would like to see changed. The Board discussed her
letter and the document at length and would like to make the
following suggestions:
1.
In the Table of Contents -
items EXAMINATIONS and
EMPLOYMENT.
Reverse
TEMPORARY
the order of the
AND PART TIME
2. Page ~l - Under General Policy the suggestion was made
to clarify the wording in the second paragraph. It was
thought that the words alien status would sound better
than alienage.
3.
Page #2 Under General Prohibitions to
reference Appendix C after the first paragraph.
would make it easier to find.
insert
This
4. Page ~3 - Under REJECTION OF APPLICATIONS in the last
sentence where it states ....giving false information
concerning past employment history, conviction record,
or delete ""for-8ny" other appropriate reason.
5. Page ~3 - Under APPOINTMENTS The last sentence of the
first paragraph , change testinq to test.
6. Page #3 - Under APPOINTMENTS The second paragraph to
read: The City res~rves the riQht to request applicants
or em lOlees to be re-examined b a h/sician at ani
time if reasonable cause exists to assure the City that
they are PhYSically (insert)and PSYChologicallY able to
perform their jobs properlv and effectivelv.
7. Page #5 - Under FINANCIAL DISCLOSURE the section was
rewritten to read:
Employees who are required to do so. must file a
completed financial disclosure form with the SuperVisor
of Elections.
Emplovees required by the State Ethics Commission to
.file financial disclosure statements will automatically
be sent a form and information from that Commission.
The last sentence would remain the same:
The completion of the State form automatically
satisfies the Financial Disclosure requirement.
8. Under EXAMINATIONS - the paragraph to be rewritten as
All apPointments, includinQ the entrance. promotional,
or transfer to a different ClaSSification. shall be
made on the basis of merit. fitness. and ability to be
determined. as far as practical. bv examination. Such
examinations shall be desiQned to be fair and
im artial and to test the a licant's abilit
ex erience and other related ualifications.
Examinations may consist of a written, oral,
erformance or other a licable test deemed neceSSdr
b' the De dl- tment Head and '-oved b the C it
t'lanaqel- .
. 9. Page 6 undel- 'ASS1GNI"IENTS ~'delete the last sentence of
the. paragraph. .tt-~~-the-re~pon5~b~t~tY-of--the-emPtoyee'
to-teaFR-R~5-Re~Fs-e+_weF~.
, .
u
u
Page 9 undel- DISCIPLINARY ACTIONS it should say SEE
10.
APPENDIX C. PAGES 47-53.
11.
Page 14 under OVERTIME The first sentence to read:
Overtime means hours worked in excess of a normal work
schedule which must be authorized in advance by an
employee's Supervisor or Department Head, except ~n~t
in departments in which unusual work schedules.....
12.
Page 15 under COMPENSATORY TIME The sentence be
changed to read Prior to any overtime beino worked. the
decision to receive compensatory time or pay for
overtime worked shall be reached between the employee
and Department Head.
13.
Page 15 under COMPENSATORY TIME paragraph four to
read: If any employee resiQns or retires without havinQ
used accumulated compensatory time. the time will be
paid out at the same rate at which it was earned
( 1001.) .
14. Page 18 under COMPOSITION OF THE PAY PLAN
l-ed.d:
it should
The Pay plan shall include:
Appendix B
1. A table of minimum and maximum pay ranQes.
2. A schedule of salary qrades for each title in the
classification plan. consistinq of minimum and
maximum ranqes. Appendix A.
15. Page 18 undel- SALARY RANGES AND PROGRESSION Insert:
See Apoendix A - oaoes 41-43 Between title and #1.
16. Page 20 undel- GRIEVANCE AND ARBITRATION PROCEDURE
Step 2: Any qrievance which cannot be satisfactorily
settled with the Supervisor shall be reduced to writinQ
within five (S) working days by the employee....
17. Page 20 under GRIEVANCE AND ARBITRATION PROCEDURE
Step 3: Change it to read The Qrievance as specified
in Step 2 shall be discussed by and between the
employee and~or-~n~-re~r~~~n~ati~e-end the City ManaQer
and an impartial third party l'Jithin five (S) loJorkinQ
days after completion of Step 2. The City ManaQer
shall within seven (7) workinq days after this
discussion (or such lonqer periods of time as i~
mutually aqreed upon) render his decision in writinq.
with a copy to the employee and the impartial third
party.
18. Page 21 under GRIEVANCE AND ARBITRATION PROCEDURE
(CON'T> under Step 4 paragraph one: it should read: At
any time within ten days followina written notification
of the City Manaaer's decision. an employee may submit
a written request for further review to the Merit
BOdTd.
19. Page 21 under GRIEVANCE AND ARBITRATION PROCEDURE
(CaN'T) under Step 4 paragraph two: The Merit Board
will investiqate the request. hear the employee and
concerned parties and submit to the City Council a
recommendation in which it will summarize its findinas
and state its disposition of the case. The employee
may appeal the deet~ton recommendation of the Board to
the City Council which may reverse only upon a 4/5
vote.
-2-
(J
(,)
Page 21 under MERIT SYSTEM POLICY - Purpose of the
20.
Merit System - under item #2 insert:
The merit system shall consist of merit of 0 - 4Y. based
upon the followinq points received on each emoloyee
evaluation.
Non-Suoervisory Positions
Score
Percent Increase
Below standards
Meets standards
Exceeds standards
Exceeds standards olus
Outstanding
Outstandina plus
25-74
75
76-84
85-90
91-99
100-111
OY.
OY.
lY.
2Y.
3Y.
4Y.
Supervisory oositions
Below standards
Meets standards
Exceeds standards
Exceeds standards plus
Outstanding
Outstandina olus
33-98
99-107
108-115
116-123
124-131
132-151
OY.
OY.
1Y.
2Y.
3Y.
4Y.
The merit s stem increases
that are determined at
evaluation~ and shall
anniversary date.
are
the
be
based onIon
time of each
effective upon
'ob erformances
employee's annual
the emoloyee's
20. Page 22 under LEAVE OF ABSENCE WITH PAY under Leave
with Pay: drop the paragraph down so that Leave with
Pay is a heading.
Leave with Pay:
The City Manaaer may authorize leave with oay which
will not be charoed to vacation or sick leave under the
followinq terms:
21. Page 22 under Leave with Pay: item #2 should read:~
For attendance at--~n--off~e~a+--m~et~n~ for a valid
municioal purpose.
22. Page 23 under LEAVE OF ABSENCE WITH PAY (CON'T) Delete
the E. and the F. to read:
Disa ,-oval ma
rievance roredure.
The City has the riqht to request a verification of the
death.
23. Page 24 unde,- LEAVE OF ABSENCE l..JITHOUT PAY (CON'T)
delete the extra space between LEAVE OF ABSENCE WITHOUT
PAY (CON'T) and Maternitv Leave:
24. Page 24 under SICK LEAVE item #2 should be moved to
page 25 so that items # 2 and #3 are consecutive
thereby making them easier to understand.
25.
,-emove
26. Page 35 under CODE OF CONDUCT (CON'T) The title Code of
Ethics should be in caps: CODE OF ETHICS.
-3-
<J
~
27. Page 36 Code of Ethics (CON'T) should be in capitals
CODE OF ETHICS (CaN'T).
28.
Page 37 under CODE OF ETHICS
APPEARANCE (CON'T) Down to
heading in lower case:
should move DRESS AND
be a heading and put the
CODE OF ETHICS -
Dress and Aooearance {Can't>
City employees represent the City in all.......
29.
Page 38
Undel- nea th
( Co n · t ) .
Code of
should
Ethics should be
read Employment
in capitals.
of relatives
30. Page 41~ 42, 43 - Appendix A - Rather than having the
table put in sideways it would look nicer if it was
turned around . See Attached example labeled Insert E.
31. Page 44, 45~ 46 - Appendix B - should be turned around
to match Insert A. On pages 45 and 46 the subheadings
MINIMUM and MAXIMUM should be carried over.
32. Page 47 - Appendix C - the word Dismissal needs to be
lined up with the others in the column.
33. Page 47 - Appendix C - the Disciplines should be listed
in order of severity, either starting from the least to
the worst or from the worst to the least, preferably
from the least to the worst.
34. The Board would like to see an Organizational Chart
added to the Proposed Personnel Manual. This would
show who is responsible to whom; not by name but by
organization. There should be one for the City and one
also by Department. This should be done by Job Title,
not by the name of individuals. This should be put in
the beginning of the Proposed Personnel Manual.
35. Mileage should be addressed under Other Compensations
01- Benef its.
-4-
-=.:~ 'J' =- :;-~ \ .-"'
u
CITY OF EDGEWATER
JOB CLASSIFICATION PLAN
JOB CLASSIFICATION
GRADE
DEPARTMENT HEADS
CITY CLERK
PARKS & RECREATION DIRECTOR
DIRECTOR OF PUBLIC WORKS
DIRECTOR OF UTILITIES
FINANCE DIRECTOR
FIRE CHIEF
PLANNING/ZONING DIRECTOR
POLICE CHIEF
CITY ENGINEER
21
21
23
23
24
24
24
24
30
ADMINISTRATIVE/CLERICAL
OFFICE ASSISTANT 4
CUSTOMER SERVICE REPRESENTATIVE 7
FINANCE CLERK 7
PLANS/PERMIT CLERK 8
PAYROLL/INSURANCE CLERK 10
SENIOR FINANCE CLERK 11
STAFF ASSISTANT 11
DEPUTY CITY CLERK 13
EXECUTIVE ASSISTANT 14
FINANCE OFFICER 17
PE:~NNE~ 11 [ h' r J"J~~t C I ~CLCRK--.- 19
PUBLIC SAFETY
ANIMAL CONTROL OFFICER 10
DISPATCHER/FIRE 10
TELECOMMUNICATOR 10
COMMUNICATIONS SUPERVISOR 11
RECORDS SUPERVISOR/
PUELIC INFORMATION OFFICER 11
FIREFIGHTER/EMT 12
DETECTIVE 13
ELECTRICAL & MECHANICAL INSPECTOR 13
FIRE SAFETY INSPECTOR 13
POLICE OFFICER 13
1"11 N IMUM
SALARY
$25,646.00
$25,646.00
$28,267.00
$28,267.00
$29,681.00
$29,681.00
$29,681 .00
$29,681.00
$39,832.00
$11,190.00
$12,958.00
$12,958.00
$13,603.00
$14,997.00
$15,746.00
$15,746.00
$17,368.00
$18,221.00
$21,091.00
$23,254.00
$14,997.00
$14,997.00
$14,997.00
$15,746.00
$15,746.00
$16,536.00
$17,368.00
$17,368.00
$17,368.00
$17,368.00
41
APPENDIX A
1'1A X I MUl'1
SALARY
$37,960.00
$37,960.00
$41,850.00
$41 ,850.00
$43,950.00
$43,950.00
$43,950.00
$43,950.00
$58,926.00
$16,557.00
$19,178.00
$19,178.00
$20,134.00
$22, 194.00
$23,29~.OO
$23,296.00
$25,688.00
$26,978.00
$31,242.00
$34,424.00
$22,194.00
$22,194.00
$22,194.00
$23,296.00
$23,29.6.00
$24,461.00
$25,688.00
$25,688.00
$25,688.00
$25,688.00
A-l
(.)
SAFETY DIRECTOR/
CODE ENFORCEMENT OFFICER
DETECTIVE/SERGEANT
POLICE SERGEANT
POLICE LIEUTENANT
FIRE LIEUTENANT
BUILDING OFFICIAL
13
17
17
19
19
21
ENVIRONMENTAL
SERVICE WORKER 1 5
METER READER 6
SERVICEWORKER II 7
WATER PLANT OPERATOR - TRAINEE 7
MECHANICS HELPER 8
UTILITIES SERVICE WORKER 8
SERVICEWORKER III 9
TRADESWORKER 1 9
UTILITY SYSTEMS MECHANIC 9
RECREATION SUPERVISOR 11
BUILDING MAINTENANCE FOREMAN 11
MECHANIC 12.
TRADES WORKER 11 12.
WASTE WATER PLANT OPERATOR "C" 12.
WATER PLANT OPERATOR "C" 12
FIELD OPERATIONS SUPERVISOR 13
WATER PLANT OPERATOR "B" 13
WASTE WATER PLANT SUPERVISOR 15
SANITATION SUPERVISOR 16
STREETS SUPERVISOR 16
WATER PLANT SUPERVISOR 17
ASST. PARKS & RECREATION DIRECTOR 19
ASST. PLANNING/ZONING DIRECTOR 19
ASST. PUBLIC WORKS DIRECTOR 19
ASST. DIRECTOR OF UTILITIES 19
u
$17,368.00
$21,091.00
$21 ,091 .00
$23,254.00
$23,254.00
$25,646.00
$11,752.00
$12,334.00
$12,958.00
$12,958.00
$13,603.00
$13,603.00
$14,290.00
$14,290.00
$14,290.00
$15,746.00
$15,746.00
$16,536.00
$16,536.00
$16,536.00
$16,536.00
$17,368.00
$17,368.00
$19,136.00
$20,093.00
$20,093.00
$21,091.00
$23,254.00
$23,254.00
$23,254.00
$23,254.00
42
$25,688.00
$31,242.00
$31,242.00
$34,424.00
$34,424.00
$37,960.00
$17,389.00
$18,262.00
$19,178.00
$19,178.00
$20,134.00
$20,134.00
$21 , 1 33 . 00
$21,133.00
$21,133.00
$23,296.00
.$23,296.00
$24,461.00
$24,461.00
$24,461 .00
$24,461.00
$25,688.00
$25,688.00
$28,329.00
$29,744.00
$29,744.00
$31,242.00
$34,424.00
$34,424.00
$34,424.00
$34,424.00
A-2