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•yrrar iiiini <br />name Kon Moorse <br />Title City Administrator <br />Item Description: <br />Finance Staff Position Reclassifications <br />riWdiTiR <br />KiTiriiliilkilr.Ui <br />O/’ <br />Attachments: 1. Proposal to Create a Management Analyst/Accountant Position <br />2. Management Analyst/Accountant Job Description <br />3. Resume of John Olson ’s Education and Work Experience <br />Background . <br />In mid-1994 the city made the decision to fill vacancies in both the Assistant Finance Director <br />and Senior Accounting Clerk positions with candidates with a different set of skills, specifically <br />a high level of skills in both accounting and personal computers/management information <br />systems. The purpose of this was to provide a base of expertise in financial management and <br />computer technology to be used to improve operations, both in the Finance Department and <br />organization wide-to enable the city to provide better service at reduced costs. The hiring was <br />done under the then-existing pay classifications for the two positions, since it was not clear at <br />that time what specifically these new sKdls would bring to the organization. The potential <br />impact had a lot to do with the level of initiative the two new individuals would show in seeking <br />out opportunities to use their expertise to increase the effectiveness of operations both in the <br />Finance Department and in other departments. <br />One of the first indications of what the new skills would bring to the organization was the sUidy <br />of MIS needs of the administrative area; which resulted in the proposal to install a local area <br />network and convert to PC-based financial software, resulting in a substantial cost savings. <br />The proposal indicated that the additional responsibilities of administrating an in-house local area <br />network and financial system would potentially result in the two finance positions and the Deputy <br />Clerk position being reclassified to a higher grade in the city’s compensation strucmre. Staff <br />indicated the responsibilities would be monitored, both during and after the local area network <br />installation and financial system conversion, so that any reclassification would be based on an <br />identification of the specific levels of knowledge, skill and responsibility required. <br />At this time, the local area network in the administration area has been installed for <br />approximately one year. The finance and iccounting system has been converted to an in-house <br />system and has been in use for approximately six months. The new finance staff have both <br />shown exceptional initiative in identifying and following through on oppormnities to use their