99-200� flRIG1NAL
Council File # - �O O
Green Sheet �Z +
RESOLUTION
OF SAINT PAUL, MINNESOTA �(,
,>,.
Referred To Committee Date
An Administrative Resolution changing the rate of pay
for the Citizens Service Director classification in the
Salary Plan and Rates of Compensation.
RESOLVED, that the rate of pay for the classification of Citizens Service Director he changed --_ _-
from the rate set forth in Grade 20, of the Non represented City Managers, Employee Group 17, Salary
Schedule to Grade 26, of the Non-represented City Managers, Employee Group 17, Salary Schedule;
and be it
FINALLY RESOLVED, that this resolution shall take effect and be in force on the first pay period
following its passage and approval.
Requ� by Department of.
Adoption Certified by Council Secretary
�: �� - � , �
Approved by Mayor Date ��/�,C '�/ l��
By: � ���� -
i��
•��.- � ��, w.
� ,. � � I
Form Approved by City Attomey
B � ����� � �. �2� Z�P�.
Adopted by Council: Date �`� �ti 3\°�`1`i
�
F:�B(.9Vi'PFII93�SFIOC3QRYICTPII2ES.WPD
�'3
DEPARTMENT/OFFICE/COUNCII,: DATE IN1T7ATED GREEN SHEET NO.: 63929
Human Resources 2-23-99 � Lt _�-O 0
CONTACT PERSON 8c PHONE: A7E Il�IlTlai/DAiS
Mark Robertson - 66471� in�,,,nn,�rrr d¢(4� , c�rrm�c,ca
ASSLGNFA 2Q1YAT11DRNEY � CfIYQ.ERB
MUSf BE ON COUNCII. AGENDA SY (DATL7 ���$
ROULING FAUNCV.LSERVDI& ^rINAN6ALSERVIACCTG
OBDE&
3MAYOR(O&
TOTAL # OF SIGNATURE PAGES_1 (CIdP ALL LOCATIONS FOR SIGNATURL�
ACfIONREQUESfED:
Approvat of the resolution changing the compensation assigned to the Citizens Service Director classification from
Grade 20 of the Non-represented City Managers, Employee Group 17, to Grade 26 of the same group.
RECOMMENDATIOI3S:+lppxaee(A)aR�l��) YSBSONALSERVICSCONTRACT6MU5f ANSWERTFSEFOL[AWPIGQUESfIUN&
1. HnWisPCSw/61mevawceicedtmd¢aconhactforfhisdepanment4
PLANNINGCOMMISSION - - Ya No _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ __..__ .____ _______. .__. — —.
_CffiCObA�Il11EE 2. HasiLispexon/Srmevabeenacity�ptoya7
CIVII.SERVICECOP.IIvIISSION Yo No
— s. Doesu,uyasoa+fumP�T�ask;u�tmm»I�rpms�seabr�ram�taty�nmra?
Yn No
4. 7s this pasodfvm a fageted vmd�?
Yn No
H�piain ali ya answen m�ep�rate aheet aod aMach W=reen aheet
INTTIATING PROBLEM, ISSUE, OPPORTIJTIITY (Wh0. �s4 ��, K'here, W4y):
This requested action is based upon a recently completed compensation study of the single position allocated to the
Citizens Service Director class (formerly entitled Information and Complaint O$'icer).
A copy of the compensation study report is attached.
ADVANTAGES IF APPROVED:
Equitable compensation will be established for this single position classification.
DISADVANfAGESIF APPROVED:
None. Funds for this position will be covered in the Mayor's budget.
DISADVANTAGES IF NOT APPROVED:
Equitable compensation will not be established.
TOTAL AMOUNT OF TRANSACTION: COST/REVENUE Bi3DGETED:
FUNDING SOURCE: ACTIViTY NUMBER �. �,,��
�i ='i'.nl� i r,n�n��s+„ _ ..r�t
FINANC7AL INFORMATION: (EXPLAIN)
��
L�►l�by �l :T.y\ ; I:ZK�7 u I u(��►`►LN Y Y'�(ef N� AS�/ ���
OFFICE OF HUMAN RESOUACES
JoJm Hmnrlton, Di�ector
CITY OF SAIl�IT PAUL
Nosm Coleman, Mayor
TO:
FROM:
DATE:
RE:
Susan Kimberly
Deputy Mayor
John Hamilto
Human Resour Direc[or
Febroary 2, 1999
4WCiryHaIIAnnec
25 WutFowth Sveet
SaintPmt�Mirenuota SSIO2-1631
Citizens Service Director Compensation Study
q`l' a°°
Tetephane: 651-2666500
TOD/lTY.� 651-266650I
JobGne: 651-266-6502
Facsimile: 65t -292-7656
We have completed a study of the Citizens Service Program Director position. Fred
Owusu is the current incumbent. We reviewed the incumbent's Job Profile and conducted
interviews with the incumbent, supervisory personnel, and others with knowledge of the
position. We then applied the QES job evaluation system to the information gathered.
The result is a recommendation that the compensation for the Citizens Service Program
Director be changed from Non-Rep. grade 20, to Non-Rep. grade 26. A copy of the study
report is attached for your review. If you agree with this recommendation, we will process
a resolution implementing the grade change.
As this is an unclassified position, pay for the incumbent may be assigned anywhere within
the pay range for gade 26. Consequently, the cost of the pay action could range from
$1,290 to $11,421, annually. Please call me at 266-6470, as soon as possible to discuss
how you wish to proceed.
cc: Mark Robertson
Attachments
F.�snamau.esseocrs�.er�criznsMO.arnn
qq-aoo
COMPENSATION STUDY REPORT
CLASS S'I'[JDIED: Citizen Service Program Director/City Clerk
INCUMBENT: Fred Owusu
STITDIED BY: John H. Shockley
PERSONS CONTACTED: Incumbent Fred Owusu
Tom Fabel
John Hamilton
Mlke Foley
Karen Sanchez
Background
This position is officially entitled citizens Service Program Director. However, the duties
commonly associated with the City Clerk position have been included in this position. There has
been no previous study of this position in its cuaent form. The Citizens Services Program
Director was last studied in June of 1988, and placed in Non-rep. grade 20. The City Clerk was
last studied in April of 1993 and it was recommended that it remain in Non-rep. grade 22. Since
then, the following responsibilities have been assigned:
Development work in marketing and promoting the City as a location for investment and
special events including the development and promotion of special events was added in
August of 1994.
2. In 7anuary of 1995, the records retention and maintenance activities of the City Clerk were
added. However, the voter registration and municipal election work o£the City Clerk
were contracted out to the County. The City Clerk's Council secretary duties were
transferred to the Council Investigation and Research Center Director.
3. The direction of the Iiousing Code Enforcement program for existing sWctures, and
healthlnuisance law enforcement for exterior properties were added in August of 1998.
APPROVAL OF THE HUMAN RESOURCES DIRECTOR:
qq --ao�
Stud�Components
A review of the Job Profile submitted by the incumbent.
2. Interviews with the incumbent, the Deputy Mayor and Human Resources Consultants
having l�owledge ofthe Citizens Services Office functions.
A review of the resolution adopting the Citizens Services Program.
4. A review of the Administrarive Code defining the duties of the Citizens Service Office and
the Office of the City Clerk.
A review of previous compensation studies of the Citizens Service Director, Housing
Code Inspector Supervisor, City Clerk and Marketing and Promotions Director.
6. A Q.E.S. evaluation and Analysis
Position Description
This is a single incumbent, unclassified position which is appointed by the Mayor with the consent
of the City Council. The incumbent serves at the will and pleasure of the Mayor for no set term
of office.
The position performs professional supervisory and administrative work in planning and directing
the programs of the City's Citizens Service Office including cenualized complaint resoluuon and
information dissemination, records retention and maintenance, marketing and promotions of the
Ciry, and housing code enforcement for existing buildings, and healthlnuisance enforcement for
exterior properties.
The position exercises, within the assigned programs, fall supervisory authority either d'uectly or
through subordinate supervisors.
The typical duties performed by this position are:
Organizes, plans, directs, coordinates, evaluates and administers the activities of the
Information and Complaint, Records Retention and Maintenance, Marketing and
Promotions, and Housing Code Enforcement Divisions.
2. Develops the annual office budget and presents it to the Mayor and City Council for
approval; and monitors expenditures.
3. Develops and implements work plans with the division managers; oversees projects, staff
assignments, and project deadlines.
��_aoc�
4. Monitors all office activities and provides written reports and staristical information to the
Mayor and Council regazding the work of the office.
Develops office-wide policies and procedures.
6. Makes policy recommendations to the Mayor's administrarion and department and oflice
directors based on concerns and issues raised by the public.
7. Signs o�cial city documents and accepts claims on behalf of the City.
8. Directly supervises the records retention and maintenance staff
9. Coordinates Office activities with other City divisions and departments with govemment
agencies and various businesses and community gcoups.
Analvsis
The Citizens Service Program Director class, formeriy entitled Information and Compiaint
Oflicer, is currently assigned to gade 20, of emplayee group 17, Non-represented City Managers.
This grade assignment was based on a 7une 13, 1988, QE3 job evatuation and anatysis. At that
time, the duties and responsibilities evaluated were those included in managing the City's
Information and Complaint O�ce functions.
The position now has the responsibilities of the old City Cierk position with the exception of City
Council secretary duties, voter registration, and conducting municipal elections. While officially
allocated to the Citizens Service Progam Directot class this position is commonly referred to as
the City Clerk. The old City Clerk/Commissioner of Registration class was assigned to Non-rep.
grade 22.
Further responsibilities added to the position ate associated with economic development. This
position oversees the activities of an Assistant to the Mayor III in Non-rep. grade 4'IC, Public
Information Specialists in PEA grade 13, a City Web Master in SPSO gade 20, aad an IS
InfozmationlTechnical Anaiyst I in AFSCME Tech., grade 30. These positions perform duties
marketing and promoting the City. Those du6es include the determination of internal and etctemal
promotional needs, the development of a comprehensive marketing and communications pian, the
marketing and promotion of the City as a place for special events, the development of special
events, and the development and maintenance of positive relationships with special interest
groups.
Most recentiy, this position has been assigned the responsibility of managing the Housing code
Enforcement program that until the recent joint powers agreement with Itamsey County, had been
a part of the Division of Public FIealth. The Housing Code Inspection Supervisor, which is in
SPSO grade 21, now reports to this position along with an Administrative Assistant in Non-rep.
grade 16, a Police Sergeant Police grade 35, a Management Assistant II in PEA grade 9, and a
. ,
� , i ,'
number of Environmental Health Inspectors Supervisors in AFSCME Tech. Grade 40, and
Environmental Health Inspectors in AFSCME Tech. Grade 35. The Housing Code Enforcement
Program is highiy visible with the public. Also, the Mayor has made addressmg housing issues a
top priority ofhis administration.
A new QES evaluation of the position, taldng into consideration the addition of the
aforementioned responsbilities, revealed an incsease in the factor level awards for the factors of
Knowledge Required, Effect of Actions, Mental Effort, and Units Supervised.
The Knowledge required factor increased from a level seven to level eight because the position
needs advanced lrnowledge of the work required in order to carry out a very wide variety of
assignments. These assignments can be very difficult and unusual given the nature of the work
performed in the Information and Complaint, Marketing, and Housing Code Enforcement
programs. There is a great range of public and employee relations activities within the three
areas. Before the assignment of all three programs the position was required to have work
knowiedge with sufficient comprehension to perform varied assignments in the field.
The impact the duties and responsibilides of the Citizens Service Program Director position have
on the organization and the community has increased, especially with the addition of the Housing
Code Enforcement program. The importance of housing programs has increased with the citizens
and consequently with the Mayor's administration. The work of this position was primarily
concemed with ensuring the proper design and operation of the information and complaint
system. Now the work of this position produces a service that affects the development of a major
City program. This position oversees a program charged with solv'sng housing problems and
developing new approaches to the problems. Consequently, the level awazd for the factor of
Effect of Actions has increased &om a level four to a level five.
The work of the Citizens Service Program Director has changed from, primarily varied duties of a
standard nature related to managing the City Clerk and Information and Complaint Office
activities to duties that aze non-standard and highly unusuai with the addition of the Housing
Code Enforcement program. The position is now faced with more abstract situations requiring
legal analysis. Therefore, the factor level award for the factor that measures the mental effort
required to do the job has increased from a level three to a level four.
With the addition of the Mazketing and Promotions and the Aousing Code Enforcement
programs, the number of employees supervised, either directly or indirectiy through subordinates,
has increased from less than 15, to over 50. Consequently, the factor award for the factor of
Units Supervised has increased from a level three to a level five.
The overall increase in QES job evaluation points resuking from the four factor level changes,
places the position in Non-rep. grade 26. This is the same pay rate as the Program Administrator
position overseeing the overall acquisition and maintenance of municipal vehicles and small
engines. It is also the same pay rate assigned to the Confidernial Program Administrator position
in PED and the Assistant Director of Human Resources. St. Paul Supervisors Organization
represented classes with a similar compensation rate are the PED Program Administrators, Police
��-a-�D
Research and Grants Manager and Principal Designer.
Recommendation
It is recommended that a resolution be processed changing the rate of pay for the Citizens Service
Program Director gade 20 (salary range of $48,544 to $65,644) to grade 26 (salary range of
$56,983 to $77,369) of the Employee Group 17, Non-represented City Managers salary schedule.
It is also recommended that the advisory specification be updated to include the new duties in
overseeing the activities associated with the City Clerk, Marketing and Promotions and Housing
Code Enforcement functions. It is further recommended that an ordinance be drafted amending
the minimum qualifications for the position by increasing the professional level experience
requirement and supervisory/management. This recommendation is warranted by the significant
increase in responsibility assigned to the position.
Ir � ' '
ADVISORY SPECIFTCATION
TITLE OF CLASS: CStiuns Service Program Dimctor
DESCRIPTION OF WORK
General Statement of Duties:
Pedoims professional supervisory and minicrrativs �yp� j� plgnnjng 2ttd direc[ing the progTams Of the City's
Citizens Service Office including cenuali7ed complaim resolution and informatioa dissemination, ruords
retention and maintenance, mazketing and promotions of the City, and housing code enforcemeat for existing
buildings, and Lealth/nuisance enfozcement for exterior properties; and perfoims mlated duties as assigned.
Sunervision Received:
Works under the general supe:vision of the Mayor, or his/her designee.
Sunetvision Received:
Exercises, within tbe assigned programs, fiill supervisory authority either directly or indirectly through
subordinate supeivisors.
TYPICAL DUTIES PERFORMED
T'he listed examples may not include all the duties performed by all positions in flris class.
Organizes, plans, directs, coordinates, evaluates and administers the acflvities of the InfoTmation and
Complaint, Records Retention and Maintenance, Marketing and Ptnmotions, and Housing Code
Enforcemen[ Divisions.
Develops the annual office budget and presenis it to the Mayor and City Council for approval; and
monitors eapenditures.
Develops and implements work plans with the division managers; oversees projects, stafr'assigiments, and
project deadiines.
Monitors all office activities and pmvides written ieports and statistical info:mation to the Mayor and
Council regazding the work of the office.
Develops office-wide policies and procedures.
(continued on tevecse side)
CYtizens Service Program Director
/ � �l
CStizeas Service Program Director
Makes poliry recommendations to the Mayor's ad+�;n��++on and department and office directors based
on concerns and issues raised by the public.
Signs official city documents aad accepts claims on beLalf of the City.
DiICCt1y SRpEIVISES t}1C ZCCOZaSICtCntiOII 8� m�int�o� �
COOSdID21CS �1CC BCIII'ISIES Wl� Ot}1CI CI(}' dIVISlODS 3lld dCp2IfmCIICS W1T�t $OV0I311IICIIL 8g871CiC5 3IId
V3TiOttS bllS1IICS5C5 3IId COmmnni(S' 8ro�
KNOWLEDGE, SKII.LS AND ABIIdTIES
Expert knowledge of community issues and organ'vaflon principles.
Considerable lmowledge of and experience with modern principles and prdctices of Administcation and
Management
Knowledge of City laws, niles, regulations, and ordinances relating w City operation
Basic knowledge of management information systems.
Skill in managing assignments wlrich imolves one or more of the following complications: 1)
controveisial issues, i.e., disagreemenis on program requirements, policy posiflons, or operating
proce3ures; 2) sVong public interest; or 3) bringing about major ckianges in program operations and
procedures.
Considerable ability to determine priorities, organ'sze, and delegate worlc
Considerable ability to manage resources as personnel, time, and money.
Ability to deal tactfully and effectively with public and private representatives.
Ahility to communicate cleazly and effectively with individuals and groups both orally and in writing.
MINIIvIUM QUALIFICATIONS
Graduation from an accredited four yeaz college or unive�sity with major comse work in pubiic
administration, business administration, l�erai arts, or a nlated field; and five (S) yeazs' professional
experience in areas such as consumer relations, problem sofving, and advocacy, two (2) yeazs of wlrich
must bave beeu az a managemenU or supervisory level.
Ctitizen Service Program Dimtor
� flRIG1NAL
Council File # - �O O
Green Sheet �Z +
RESOLUTION
OF SAINT PAUL, MINNESOTA �(,
,>,.
Referred To Committee Date
An Administrative Resolution changing the rate of pay
for the Citizens Service Director classification in the
Salary Plan and Rates of Compensation.
RESOLVED, that the rate of pay for the classification of Citizens Service Director he changed --_ _-
from the rate set forth in Grade 20, of the Non represented City Managers, Employee Group 17, Salary
Schedule to Grade 26, of the Non-represented City Managers, Employee Group 17, Salary Schedule;
and be it
FINALLY RESOLVED, that this resolution shall take effect and be in force on the first pay period
following its passage and approval.
Requ� by Department of.
Adoption Certified by Council Secretary
�: �� - � , �
Approved by Mayor Date ��/�,C '�/ l��
By: � ���� -
i��
•��.- � ��, w.
� ,. � � I
Form Approved by City Attomey
B � ����� � �. �2� Z�P�.
Adopted by Council: Date �`� �ti 3\°�`1`i
�
F:�B(.9Vi'PFII93�SFIOC3QRYICTPII2ES.WPD
�'3
DEPARTMENT/OFFICE/COUNCII,: DATE IN1T7ATED GREEN SHEET NO.: 63929
Human Resources 2-23-99 � Lt _�-O 0
CONTACT PERSON 8c PHONE: A7E Il�IlTlai/DAiS
Mark Robertson - 66471� in�,,,nn,�rrr d¢(4� , c�rrm�c,ca
ASSLGNFA 2Q1YAT11DRNEY � CfIYQ.ERB
MUSf BE ON COUNCII. AGENDA SY (DATL7 ���$
ROULING FAUNCV.LSERVDI& ^rINAN6ALSERVIACCTG
OBDE&
3MAYOR(O&
TOTAL # OF SIGNATURE PAGES_1 (CIdP ALL LOCATIONS FOR SIGNATURL�
ACfIONREQUESfED:
Approvat of the resolution changing the compensation assigned to the Citizens Service Director classification from
Grade 20 of the Non-represented City Managers, Employee Group 17, to Grade 26 of the same group.
RECOMMENDATIOI3S:+lppxaee(A)aR�l��) YSBSONALSERVICSCONTRACT6MU5f ANSWERTFSEFOL[AWPIGQUESfIUN&
1. HnWisPCSw/61mevawceicedtmd¢aconhactforfhisdepanment4
PLANNINGCOMMISSION - - Ya No _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ __..__ .____ _______. .__. — —.
_CffiCObA�Il11EE 2. HasiLispexon/Srmevabeenacity�ptoya7
CIVII.SERVICECOP.IIvIISSION Yo No
— s. Doesu,uyasoa+fumP�T�ask;u�tmm»I�rpms�seabr�ram�taty�nmra?
Yn No
4. 7s this pasodfvm a fageted vmd�?
Yn No
H�piain ali ya answen m�ep�rate aheet aod aMach W=reen aheet
INTTIATING PROBLEM, ISSUE, OPPORTIJTIITY (Wh0. �s4 ��, K'here, W4y):
This requested action is based upon a recently completed compensation study of the single position allocated to the
Citizens Service Director class (formerly entitled Information and Complaint O$'icer).
A copy of the compensation study report is attached.
ADVANTAGES IF APPROVED:
Equitable compensation will be established for this single position classification.
DISADVANfAGESIF APPROVED:
None. Funds for this position will be covered in the Mayor's budget.
DISADVANTAGES IF NOT APPROVED:
Equitable compensation will not be established.
TOTAL AMOUNT OF TRANSACTION: COST/REVENUE Bi3DGETED:
FUNDING SOURCE: ACTIViTY NUMBER �. �,,��
�i ='i'.nl� i r,n�n��s+„ _ ..r�t
FINANC7AL INFORMATION: (EXPLAIN)
��
L�►l�by �l :T.y\ ; I:ZK�7 u I u(��►`►LN Y Y'�(ef N� AS�/ ���
OFFICE OF HUMAN RESOUACES
JoJm Hmnrlton, Di�ector
CITY OF SAIl�IT PAUL
Nosm Coleman, Mayor
TO:
FROM:
DATE:
RE:
Susan Kimberly
Deputy Mayor
John Hamilto
Human Resour Direc[or
Febroary 2, 1999
4WCiryHaIIAnnec
25 WutFowth Sveet
SaintPmt�Mirenuota SSIO2-1631
Citizens Service Director Compensation Study
q`l' a°°
Tetephane: 651-2666500
TOD/lTY.� 651-266650I
JobGne: 651-266-6502
Facsimile: 65t -292-7656
We have completed a study of the Citizens Service Program Director position. Fred
Owusu is the current incumbent. We reviewed the incumbent's Job Profile and conducted
interviews with the incumbent, supervisory personnel, and others with knowledge of the
position. We then applied the QES job evaluation system to the information gathered.
The result is a recommendation that the compensation for the Citizens Service Program
Director be changed from Non-Rep. grade 20, to Non-Rep. grade 26. A copy of the study
report is attached for your review. If you agree with this recommendation, we will process
a resolution implementing the grade change.
As this is an unclassified position, pay for the incumbent may be assigned anywhere within
the pay range for gade 26. Consequently, the cost of the pay action could range from
$1,290 to $11,421, annually. Please call me at 266-6470, as soon as possible to discuss
how you wish to proceed.
cc: Mark Robertson
Attachments
F.�snamau.esseocrs�.er�criznsMO.arnn
qq-aoo
COMPENSATION STUDY REPORT
CLASS S'I'[JDIED: Citizen Service Program Director/City Clerk
INCUMBENT: Fred Owusu
STITDIED BY: John H. Shockley
PERSONS CONTACTED: Incumbent Fred Owusu
Tom Fabel
John Hamilton
Mlke Foley
Karen Sanchez
Background
This position is officially entitled citizens Service Program Director. However, the duties
commonly associated with the City Clerk position have been included in this position. There has
been no previous study of this position in its cuaent form. The Citizens Services Program
Director was last studied in June of 1988, and placed in Non-rep. grade 20. The City Clerk was
last studied in April of 1993 and it was recommended that it remain in Non-rep. grade 22. Since
then, the following responsibilities have been assigned:
Development work in marketing and promoting the City as a location for investment and
special events including the development and promotion of special events was added in
August of 1994.
2. In 7anuary of 1995, the records retention and maintenance activities of the City Clerk were
added. However, the voter registration and municipal election work o£the City Clerk
were contracted out to the County. The City Clerk's Council secretary duties were
transferred to the Council Investigation and Research Center Director.
3. The direction of the Iiousing Code Enforcement program for existing sWctures, and
healthlnuisance law enforcement for exterior properties were added in August of 1998.
APPROVAL OF THE HUMAN RESOURCES DIRECTOR:
qq --ao�
Stud�Components
A review of the Job Profile submitted by the incumbent.
2. Interviews with the incumbent, the Deputy Mayor and Human Resources Consultants
having l�owledge ofthe Citizens Services Office functions.
A review of the resolution adopting the Citizens Services Program.
4. A review of the Administrarive Code defining the duties of the Citizens Service Office and
the Office of the City Clerk.
A review of previous compensation studies of the Citizens Service Director, Housing
Code Inspector Supervisor, City Clerk and Marketing and Promotions Director.
6. A Q.E.S. evaluation and Analysis
Position Description
This is a single incumbent, unclassified position which is appointed by the Mayor with the consent
of the City Council. The incumbent serves at the will and pleasure of the Mayor for no set term
of office.
The position performs professional supervisory and administrative work in planning and directing
the programs of the City's Citizens Service Office including cenualized complaint resoluuon and
information dissemination, records retention and maintenance, marketing and promotions of the
Ciry, and housing code enforcement for existing buildings, and healthlnuisance enforcement for
exterior properties.
The position exercises, within the assigned programs, fall supervisory authority either d'uectly or
through subordinate supervisors.
The typical duties performed by this position are:
Organizes, plans, directs, coordinates, evaluates and administers the activities of the
Information and Complaint, Records Retention and Maintenance, Marketing and
Promotions, and Housing Code Enforcement Divisions.
2. Develops the annual office budget and presents it to the Mayor and City Council for
approval; and monitors expenditures.
3. Develops and implements work plans with the division managers; oversees projects, staff
assignments, and project deadlines.
��_aoc�
4. Monitors all office activities and provides written reports and staristical information to the
Mayor and Council regazding the work of the office.
Develops office-wide policies and procedures.
6. Makes policy recommendations to the Mayor's administrarion and department and oflice
directors based on concerns and issues raised by the public.
7. Signs o�cial city documents and accepts claims on behalf of the City.
8. Directly supervises the records retention and maintenance staff
9. Coordinates Office activities with other City divisions and departments with govemment
agencies and various businesses and community gcoups.
Analvsis
The Citizens Service Program Director class, formeriy entitled Information and Compiaint
Oflicer, is currently assigned to gade 20, of emplayee group 17, Non-represented City Managers.
This grade assignment was based on a 7une 13, 1988, QE3 job evatuation and anatysis. At that
time, the duties and responsibilities evaluated were those included in managing the City's
Information and Complaint O�ce functions.
The position now has the responsibilities of the old City Cierk position with the exception of City
Council secretary duties, voter registration, and conducting municipal elections. While officially
allocated to the Citizens Service Progam Directot class this position is commonly referred to as
the City Clerk. The old City Clerk/Commissioner of Registration class was assigned to Non-rep.
grade 22.
Further responsibilities added to the position ate associated with economic development. This
position oversees the activities of an Assistant to the Mayor III in Non-rep. grade 4'IC, Public
Information Specialists in PEA grade 13, a City Web Master in SPSO gade 20, aad an IS
InfozmationlTechnical Anaiyst I in AFSCME Tech., grade 30. These positions perform duties
marketing and promoting the City. Those du6es include the determination of internal and etctemal
promotional needs, the development of a comprehensive marketing and communications pian, the
marketing and promotion of the City as a place for special events, the development of special
events, and the development and maintenance of positive relationships with special interest
groups.
Most recentiy, this position has been assigned the responsibility of managing the Housing code
Enforcement program that until the recent joint powers agreement with Itamsey County, had been
a part of the Division of Public FIealth. The Housing Code Inspection Supervisor, which is in
SPSO grade 21, now reports to this position along with an Administrative Assistant in Non-rep.
grade 16, a Police Sergeant Police grade 35, a Management Assistant II in PEA grade 9, and a
. ,
� , i ,'
number of Environmental Health Inspectors Supervisors in AFSCME Tech. Grade 40, and
Environmental Health Inspectors in AFSCME Tech. Grade 35. The Housing Code Enforcement
Program is highiy visible with the public. Also, the Mayor has made addressmg housing issues a
top priority ofhis administration.
A new QES evaluation of the position, taldng into consideration the addition of the
aforementioned responsbilities, revealed an incsease in the factor level awards for the factors of
Knowledge Required, Effect of Actions, Mental Effort, and Units Supervised.
The Knowledge required factor increased from a level seven to level eight because the position
needs advanced lrnowledge of the work required in order to carry out a very wide variety of
assignments. These assignments can be very difficult and unusual given the nature of the work
performed in the Information and Complaint, Marketing, and Housing Code Enforcement
programs. There is a great range of public and employee relations activities within the three
areas. Before the assignment of all three programs the position was required to have work
knowiedge with sufficient comprehension to perform varied assignments in the field.
The impact the duties and responsibilides of the Citizens Service Program Director position have
on the organization and the community has increased, especially with the addition of the Housing
Code Enforcement program. The importance of housing programs has increased with the citizens
and consequently with the Mayor's administration. The work of this position was primarily
concemed with ensuring the proper design and operation of the information and complaint
system. Now the work of this position produces a service that affects the development of a major
City program. This position oversees a program charged with solv'sng housing problems and
developing new approaches to the problems. Consequently, the level awazd for the factor of
Effect of Actions has increased &om a level four to a level five.
The work of the Citizens Service Program Director has changed from, primarily varied duties of a
standard nature related to managing the City Clerk and Information and Complaint Office
activities to duties that aze non-standard and highly unusuai with the addition of the Housing
Code Enforcement program. The position is now faced with more abstract situations requiring
legal analysis. Therefore, the factor level award for the factor that measures the mental effort
required to do the job has increased from a level three to a level four.
With the addition of the Mazketing and Promotions and the Aousing Code Enforcement
programs, the number of employees supervised, either directly or indirectiy through subordinates,
has increased from less than 15, to over 50. Consequently, the factor award for the factor of
Units Supervised has increased from a level three to a level five.
The overall increase in QES job evaluation points resuking from the four factor level changes,
places the position in Non-rep. grade 26. This is the same pay rate as the Program Administrator
position overseeing the overall acquisition and maintenance of municipal vehicles and small
engines. It is also the same pay rate assigned to the Confidernial Program Administrator position
in PED and the Assistant Director of Human Resources. St. Paul Supervisors Organization
represented classes with a similar compensation rate are the PED Program Administrators, Police
��-a-�D
Research and Grants Manager and Principal Designer.
Recommendation
It is recommended that a resolution be processed changing the rate of pay for the Citizens Service
Program Director gade 20 (salary range of $48,544 to $65,644) to grade 26 (salary range of
$56,983 to $77,369) of the Employee Group 17, Non-represented City Managers salary schedule.
It is also recommended that the advisory specification be updated to include the new duties in
overseeing the activities associated with the City Clerk, Marketing and Promotions and Housing
Code Enforcement functions. It is further recommended that an ordinance be drafted amending
the minimum qualifications for the position by increasing the professional level experience
requirement and supervisory/management. This recommendation is warranted by the significant
increase in responsibility assigned to the position.
Ir � ' '
ADVISORY SPECIFTCATION
TITLE OF CLASS: CStiuns Service Program Dimctor
DESCRIPTION OF WORK
General Statement of Duties:
Pedoims professional supervisory and minicrrativs �yp� j� plgnnjng 2ttd direc[ing the progTams Of the City's
Citizens Service Office including cenuali7ed complaim resolution and informatioa dissemination, ruords
retention and maintenance, mazketing and promotions of the City, and housing code enforcemeat for existing
buildings, and Lealth/nuisance enfozcement for exterior properties; and perfoims mlated duties as assigned.
Sunervision Received:
Works under the general supe:vision of the Mayor, or his/her designee.
Sunetvision Received:
Exercises, within tbe assigned programs, fiill supervisory authority either directly or indirectly through
subordinate supeivisors.
TYPICAL DUTIES PERFORMED
T'he listed examples may not include all the duties performed by all positions in flris class.
Organizes, plans, directs, coordinates, evaluates and administers the acflvities of the InfoTmation and
Complaint, Records Retention and Maintenance, Marketing and Ptnmotions, and Housing Code
Enforcemen[ Divisions.
Develops the annual office budget and presenis it to the Mayor and City Council for approval; and
monitors eapenditures.
Develops and implements work plans with the division managers; oversees projects, stafr'assigiments, and
project deadiines.
Monitors all office activities and pmvides written ieports and statistical info:mation to the Mayor and
Council regazding the work of the office.
Develops office-wide policies and procedures.
(continued on tevecse side)
CYtizens Service Program Director
/ � �l
CStizeas Service Program Director
Makes poliry recommendations to the Mayor's ad+�;n��++on and department and office directors based
on concerns and issues raised by the public.
Signs official city documents aad accepts claims on beLalf of the City.
DiICCt1y SRpEIVISES t}1C ZCCOZaSICtCntiOII 8� m�int�o� �
COOSdID21CS �1CC BCIII'ISIES Wl� Ot}1CI CI(}' dIVISlODS 3lld dCp2IfmCIICS W1T�t $OV0I311IICIIL 8g871CiC5 3IId
V3TiOttS bllS1IICS5C5 3IId COmmnni(S' 8ro�
KNOWLEDGE, SKII.LS AND ABIIdTIES
Expert knowledge of community issues and organ'vaflon principles.
Considerable lmowledge of and experience with modern principles and prdctices of Administcation and
Management
Knowledge of City laws, niles, regulations, and ordinances relating w City operation
Basic knowledge of management information systems.
Skill in managing assignments wlrich imolves one or more of the following complications: 1)
controveisial issues, i.e., disagreemenis on program requirements, policy posiflons, or operating
proce3ures; 2) sVong public interest; or 3) bringing about major ckianges in program operations and
procedures.
Considerable ability to determine priorities, organ'sze, and delegate worlc
Considerable ability to manage resources as personnel, time, and money.
Ability to deal tactfully and effectively with public and private representatives.
Ahility to communicate cleazly and effectively with individuals and groups both orally and in writing.
MINIIvIUM QUALIFICATIONS
Graduation from an accredited four yeaz college or unive�sity with major comse work in pubiic
administration, business administration, l�erai arts, or a nlated field; and five (S) yeazs' professional
experience in areas such as consumer relations, problem sofving, and advocacy, two (2) yeazs of wlrich
must bave beeu az a managemenU or supervisory level.
Ctitizen Service Program Dimtor
� flRIG1NAL
Council File # - �O O
Green Sheet �Z +
RESOLUTION
OF SAINT PAUL, MINNESOTA �(,
,>,.
Referred To Committee Date
An Administrative Resolution changing the rate of pay
for the Citizens Service Director classification in the
Salary Plan and Rates of Compensation.
RESOLVED, that the rate of pay for the classification of Citizens Service Director he changed --_ _-
from the rate set forth in Grade 20, of the Non represented City Managers, Employee Group 17, Salary
Schedule to Grade 26, of the Non-represented City Managers, Employee Group 17, Salary Schedule;
and be it
FINALLY RESOLVED, that this resolution shall take effect and be in force on the first pay period
following its passage and approval.
Requ� by Department of.
Adoption Certified by Council Secretary
�: �� - � , �
Approved by Mayor Date ��/�,C '�/ l��
By: � ���� -
i��
•��.- � ��, w.
� ,. � � I
Form Approved by City Attomey
B � ����� � �. �2� Z�P�.
Adopted by Council: Date �`� �ti 3\°�`1`i
�
F:�B(.9Vi'PFII93�SFIOC3QRYICTPII2ES.WPD
�'3
DEPARTMENT/OFFICE/COUNCII,: DATE IN1T7ATED GREEN SHEET NO.: 63929
Human Resources 2-23-99 � Lt _�-O 0
CONTACT PERSON 8c PHONE: A7E Il�IlTlai/DAiS
Mark Robertson - 66471� in�,,,nn,�rrr d¢(4� , c�rrm�c,ca
ASSLGNFA 2Q1YAT11DRNEY � CfIYQ.ERB
MUSf BE ON COUNCII. AGENDA SY (DATL7 ���$
ROULING FAUNCV.LSERVDI& ^rINAN6ALSERVIACCTG
OBDE&
3MAYOR(O&
TOTAL # OF SIGNATURE PAGES_1 (CIdP ALL LOCATIONS FOR SIGNATURL�
ACfIONREQUESfED:
Approvat of the resolution changing the compensation assigned to the Citizens Service Director classification from
Grade 20 of the Non-represented City Managers, Employee Group 17, to Grade 26 of the same group.
RECOMMENDATIOI3S:+lppxaee(A)aR�l��) YSBSONALSERVICSCONTRACT6MU5f ANSWERTFSEFOL[AWPIGQUESfIUN&
1. HnWisPCSw/61mevawceicedtmd¢aconhactforfhisdepanment4
PLANNINGCOMMISSION - - Ya No _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ __..__ .____ _______. .__. — —.
_CffiCObA�Il11EE 2. HasiLispexon/Srmevabeenacity�ptoya7
CIVII.SERVICECOP.IIvIISSION Yo No
— s. Doesu,uyasoa+fumP�T�ask;u�tmm»I�rpms�seabr�ram�taty�nmra?
Yn No
4. 7s this pasodfvm a fageted vmd�?
Yn No
H�piain ali ya answen m�ep�rate aheet aod aMach W=reen aheet
INTTIATING PROBLEM, ISSUE, OPPORTIJTIITY (Wh0. �s4 ��, K'here, W4y):
This requested action is based upon a recently completed compensation study of the single position allocated to the
Citizens Service Director class (formerly entitled Information and Complaint O$'icer).
A copy of the compensation study report is attached.
ADVANTAGES IF APPROVED:
Equitable compensation will be established for this single position classification.
DISADVANfAGESIF APPROVED:
None. Funds for this position will be covered in the Mayor's budget.
DISADVANTAGES IF NOT APPROVED:
Equitable compensation will not be established.
TOTAL AMOUNT OF TRANSACTION: COST/REVENUE Bi3DGETED:
FUNDING SOURCE: ACTIViTY NUMBER �. �,,��
�i ='i'.nl� i r,n�n��s+„ _ ..r�t
FINANC7AL INFORMATION: (EXPLAIN)
��
L�►l�by �l :T.y\ ; I:ZK�7 u I u(��►`►LN Y Y'�(ef N� AS�/ ���
OFFICE OF HUMAN RESOUACES
JoJm Hmnrlton, Di�ector
CITY OF SAIl�IT PAUL
Nosm Coleman, Mayor
TO:
FROM:
DATE:
RE:
Susan Kimberly
Deputy Mayor
John Hamilto
Human Resour Direc[or
Febroary 2, 1999
4WCiryHaIIAnnec
25 WutFowth Sveet
SaintPmt�Mirenuota SSIO2-1631
Citizens Service Director Compensation Study
q`l' a°°
Tetephane: 651-2666500
TOD/lTY.� 651-266650I
JobGne: 651-266-6502
Facsimile: 65t -292-7656
We have completed a study of the Citizens Service Program Director position. Fred
Owusu is the current incumbent. We reviewed the incumbent's Job Profile and conducted
interviews with the incumbent, supervisory personnel, and others with knowledge of the
position. We then applied the QES job evaluation system to the information gathered.
The result is a recommendation that the compensation for the Citizens Service Program
Director be changed from Non-Rep. grade 20, to Non-Rep. grade 26. A copy of the study
report is attached for your review. If you agree with this recommendation, we will process
a resolution implementing the grade change.
As this is an unclassified position, pay for the incumbent may be assigned anywhere within
the pay range for gade 26. Consequently, the cost of the pay action could range from
$1,290 to $11,421, annually. Please call me at 266-6470, as soon as possible to discuss
how you wish to proceed.
cc: Mark Robertson
Attachments
F.�snamau.esseocrs�.er�criznsMO.arnn
qq-aoo
COMPENSATION STUDY REPORT
CLASS S'I'[JDIED: Citizen Service Program Director/City Clerk
INCUMBENT: Fred Owusu
STITDIED BY: John H. Shockley
PERSONS CONTACTED: Incumbent Fred Owusu
Tom Fabel
John Hamilton
Mlke Foley
Karen Sanchez
Background
This position is officially entitled citizens Service Program Director. However, the duties
commonly associated with the City Clerk position have been included in this position. There has
been no previous study of this position in its cuaent form. The Citizens Services Program
Director was last studied in June of 1988, and placed in Non-rep. grade 20. The City Clerk was
last studied in April of 1993 and it was recommended that it remain in Non-rep. grade 22. Since
then, the following responsibilities have been assigned:
Development work in marketing and promoting the City as a location for investment and
special events including the development and promotion of special events was added in
August of 1994.
2. In 7anuary of 1995, the records retention and maintenance activities of the City Clerk were
added. However, the voter registration and municipal election work o£the City Clerk
were contracted out to the County. The City Clerk's Council secretary duties were
transferred to the Council Investigation and Research Center Director.
3. The direction of the Iiousing Code Enforcement program for existing sWctures, and
healthlnuisance law enforcement for exterior properties were added in August of 1998.
APPROVAL OF THE HUMAN RESOURCES DIRECTOR:
qq --ao�
Stud�Components
A review of the Job Profile submitted by the incumbent.
2. Interviews with the incumbent, the Deputy Mayor and Human Resources Consultants
having l�owledge ofthe Citizens Services Office functions.
A review of the resolution adopting the Citizens Services Program.
4. A review of the Administrarive Code defining the duties of the Citizens Service Office and
the Office of the City Clerk.
A review of previous compensation studies of the Citizens Service Director, Housing
Code Inspector Supervisor, City Clerk and Marketing and Promotions Director.
6. A Q.E.S. evaluation and Analysis
Position Description
This is a single incumbent, unclassified position which is appointed by the Mayor with the consent
of the City Council. The incumbent serves at the will and pleasure of the Mayor for no set term
of office.
The position performs professional supervisory and administrative work in planning and directing
the programs of the City's Citizens Service Office including cenualized complaint resoluuon and
information dissemination, records retention and maintenance, marketing and promotions of the
Ciry, and housing code enforcement for existing buildings, and healthlnuisance enforcement for
exterior properties.
The position exercises, within the assigned programs, fall supervisory authority either d'uectly or
through subordinate supervisors.
The typical duties performed by this position are:
Organizes, plans, directs, coordinates, evaluates and administers the activities of the
Information and Complaint, Records Retention and Maintenance, Marketing and
Promotions, and Housing Code Enforcement Divisions.
2. Develops the annual office budget and presents it to the Mayor and City Council for
approval; and monitors expenditures.
3. Develops and implements work plans with the division managers; oversees projects, staff
assignments, and project deadlines.
��_aoc�
4. Monitors all office activities and provides written reports and staristical information to the
Mayor and Council regazding the work of the office.
Develops office-wide policies and procedures.
6. Makes policy recommendations to the Mayor's administrarion and department and oflice
directors based on concerns and issues raised by the public.
7. Signs o�cial city documents and accepts claims on behalf of the City.
8. Directly supervises the records retention and maintenance staff
9. Coordinates Office activities with other City divisions and departments with govemment
agencies and various businesses and community gcoups.
Analvsis
The Citizens Service Program Director class, formeriy entitled Information and Compiaint
Oflicer, is currently assigned to gade 20, of emplayee group 17, Non-represented City Managers.
This grade assignment was based on a 7une 13, 1988, QE3 job evatuation and anatysis. At that
time, the duties and responsibilities evaluated were those included in managing the City's
Information and Complaint O�ce functions.
The position now has the responsibilities of the old City Cierk position with the exception of City
Council secretary duties, voter registration, and conducting municipal elections. While officially
allocated to the Citizens Service Progam Directot class this position is commonly referred to as
the City Clerk. The old City Clerk/Commissioner of Registration class was assigned to Non-rep.
grade 22.
Further responsibilities added to the position ate associated with economic development. This
position oversees the activities of an Assistant to the Mayor III in Non-rep. grade 4'IC, Public
Information Specialists in PEA grade 13, a City Web Master in SPSO gade 20, aad an IS
InfozmationlTechnical Anaiyst I in AFSCME Tech., grade 30. These positions perform duties
marketing and promoting the City. Those du6es include the determination of internal and etctemal
promotional needs, the development of a comprehensive marketing and communications pian, the
marketing and promotion of the City as a place for special events, the development of special
events, and the development and maintenance of positive relationships with special interest
groups.
Most recentiy, this position has been assigned the responsibility of managing the Housing code
Enforcement program that until the recent joint powers agreement with Itamsey County, had been
a part of the Division of Public FIealth. The Housing Code Inspection Supervisor, which is in
SPSO grade 21, now reports to this position along with an Administrative Assistant in Non-rep.
grade 16, a Police Sergeant Police grade 35, a Management Assistant II in PEA grade 9, and a
. ,
� , i ,'
number of Environmental Health Inspectors Supervisors in AFSCME Tech. Grade 40, and
Environmental Health Inspectors in AFSCME Tech. Grade 35. The Housing Code Enforcement
Program is highiy visible with the public. Also, the Mayor has made addressmg housing issues a
top priority ofhis administration.
A new QES evaluation of the position, taldng into consideration the addition of the
aforementioned responsbilities, revealed an incsease in the factor level awards for the factors of
Knowledge Required, Effect of Actions, Mental Effort, and Units Supervised.
The Knowledge required factor increased from a level seven to level eight because the position
needs advanced lrnowledge of the work required in order to carry out a very wide variety of
assignments. These assignments can be very difficult and unusual given the nature of the work
performed in the Information and Complaint, Marketing, and Housing Code Enforcement
programs. There is a great range of public and employee relations activities within the three
areas. Before the assignment of all three programs the position was required to have work
knowiedge with sufficient comprehension to perform varied assignments in the field.
The impact the duties and responsibilides of the Citizens Service Program Director position have
on the organization and the community has increased, especially with the addition of the Housing
Code Enforcement program. The importance of housing programs has increased with the citizens
and consequently with the Mayor's administration. The work of this position was primarily
concemed with ensuring the proper design and operation of the information and complaint
system. Now the work of this position produces a service that affects the development of a major
City program. This position oversees a program charged with solv'sng housing problems and
developing new approaches to the problems. Consequently, the level awazd for the factor of
Effect of Actions has increased &om a level four to a level five.
The work of the Citizens Service Program Director has changed from, primarily varied duties of a
standard nature related to managing the City Clerk and Information and Complaint Office
activities to duties that aze non-standard and highly unusuai with the addition of the Housing
Code Enforcement program. The position is now faced with more abstract situations requiring
legal analysis. Therefore, the factor level award for the factor that measures the mental effort
required to do the job has increased from a level three to a level four.
With the addition of the Mazketing and Promotions and the Aousing Code Enforcement
programs, the number of employees supervised, either directly or indirectiy through subordinates,
has increased from less than 15, to over 50. Consequently, the factor award for the factor of
Units Supervised has increased from a level three to a level five.
The overall increase in QES job evaluation points resuking from the four factor level changes,
places the position in Non-rep. grade 26. This is the same pay rate as the Program Administrator
position overseeing the overall acquisition and maintenance of municipal vehicles and small
engines. It is also the same pay rate assigned to the Confidernial Program Administrator position
in PED and the Assistant Director of Human Resources. St. Paul Supervisors Organization
represented classes with a similar compensation rate are the PED Program Administrators, Police
��-a-�D
Research and Grants Manager and Principal Designer.
Recommendation
It is recommended that a resolution be processed changing the rate of pay for the Citizens Service
Program Director gade 20 (salary range of $48,544 to $65,644) to grade 26 (salary range of
$56,983 to $77,369) of the Employee Group 17, Non-represented City Managers salary schedule.
It is also recommended that the advisory specification be updated to include the new duties in
overseeing the activities associated with the City Clerk, Marketing and Promotions and Housing
Code Enforcement functions. It is further recommended that an ordinance be drafted amending
the minimum qualifications for the position by increasing the professional level experience
requirement and supervisory/management. This recommendation is warranted by the significant
increase in responsibility assigned to the position.
Ir � ' '
ADVISORY SPECIFTCATION
TITLE OF CLASS: CStiuns Service Program Dimctor
DESCRIPTION OF WORK
General Statement of Duties:
Pedoims professional supervisory and minicrrativs �yp� j� plgnnjng 2ttd direc[ing the progTams Of the City's
Citizens Service Office including cenuali7ed complaim resolution and informatioa dissemination, ruords
retention and maintenance, mazketing and promotions of the City, and housing code enforcemeat for existing
buildings, and Lealth/nuisance enfozcement for exterior properties; and perfoims mlated duties as assigned.
Sunervision Received:
Works under the general supe:vision of the Mayor, or his/her designee.
Sunetvision Received:
Exercises, within tbe assigned programs, fiill supervisory authority either directly or indirectly through
subordinate supeivisors.
TYPICAL DUTIES PERFORMED
T'he listed examples may not include all the duties performed by all positions in flris class.
Organizes, plans, directs, coordinates, evaluates and administers the acflvities of the InfoTmation and
Complaint, Records Retention and Maintenance, Marketing and Ptnmotions, and Housing Code
Enforcemen[ Divisions.
Develops the annual office budget and presenis it to the Mayor and City Council for approval; and
monitors eapenditures.
Develops and implements work plans with the division managers; oversees projects, stafr'assigiments, and
project deadiines.
Monitors all office activities and pmvides written ieports and statistical info:mation to the Mayor and
Council regazding the work of the office.
Develops office-wide policies and procedures.
(continued on tevecse side)
CYtizens Service Program Director
/ � �l
CStizeas Service Program Director
Makes poliry recommendations to the Mayor's ad+�;n��++on and department and office directors based
on concerns and issues raised by the public.
Signs official city documents aad accepts claims on beLalf of the City.
DiICCt1y SRpEIVISES t}1C ZCCOZaSICtCntiOII 8� m�int�o� �
COOSdID21CS �1CC BCIII'ISIES Wl� Ot}1CI CI(}' dIVISlODS 3lld dCp2IfmCIICS W1T�t $OV0I311IICIIL 8g871CiC5 3IId
V3TiOttS bllS1IICS5C5 3IId COmmnni(S' 8ro�
KNOWLEDGE, SKII.LS AND ABIIdTIES
Expert knowledge of community issues and organ'vaflon principles.
Considerable lmowledge of and experience with modern principles and prdctices of Administcation and
Management
Knowledge of City laws, niles, regulations, and ordinances relating w City operation
Basic knowledge of management information systems.
Skill in managing assignments wlrich imolves one or more of the following complications: 1)
controveisial issues, i.e., disagreemenis on program requirements, policy posiflons, or operating
proce3ures; 2) sVong public interest; or 3) bringing about major ckianges in program operations and
procedures.
Considerable ability to determine priorities, organ'sze, and delegate worlc
Considerable ability to manage resources as personnel, time, and money.
Ability to deal tactfully and effectively with public and private representatives.
Ahility to communicate cleazly and effectively with individuals and groups both orally and in writing.
MINIIvIUM QUALIFICATIONS
Graduation from an accredited four yeaz college or unive�sity with major comse work in pubiic
administration, business administration, l�erai arts, or a nlated field; and five (S) yeazs' professional
experience in areas such as consumer relations, problem sofving, and advocacy, two (2) yeazs of wlrich
must bave beeu az a managemenU or supervisory level.
Ctitizen Service Program Dimtor