09-24-2018 Council Packet - Laserfiche WebLink

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To: Dustin Rief, City Administrator From: Ron Olson, Finance Director Subject: Police Chief Scoring Date: September 19, 2018 Attachments: 1. Scoring Matrix 2. Position Grades Based on the changes being made to the job description of the Police Chief, it was necessary to review the position for placement in the City's compensation plan. The position is currently scored at 883 points and is at grade 17 of the compensation plan. The City's current compensation plan was created in 2015 by AEM workforce solutions. The scoring system is based on an adaption of the Hay job evaluation system used by the State of Minnesota. The system uses the following categories for scoring: Know -How; Problem Solving; Accountability; and Special Conditions. Each category is also broken down into subcategories. For the Know How category, the subcategories are Job Specific Knowledge, Integrating Know - How, and Human Relation Skills. The changes to the Police Chief Job description are designed to recognize that the position is responsible for servicing for cities not just one. They also recognize that the position is the Emergency Manager for the cities. These changes have a direct impact on the Integrating Know - How which used to rank managerial breadth and scope of job functions. Being responsible for four cities effectively increases the size of the Police Department. According to AEM, "The overall size of an organization directly influences the number of managerial breadth categories, because the organizational size often reflects requirements for increased managerial complexity and diversity." Being an Emergency Manager also involves training and certification that are in addition to those required to be a Police Chief. Once again adding to the breadth of responsibilities. Based on the review and our discussions of the scoring system, I believe that the proper score for the position should be 993 points. This is an increase of 100 points and is due to changing the Integrating Know -How from the current rating of III to a rating of IV. This change is justified by the additional responsibilities identified in the new job description. This change would place the positions in grade 18 of the compensation plan. A move to grade 18 will result in a wage increase of $7,119.08 or 6.38%.