270463 M�H17E - CITY CLERK COUIIC11 F�•'����V�
PINK - FINANGE G I TY OF SA I NT PA IT L
CANARV - DEPARTMENT
BLUE - MAVOR File NO.
Council Resolution
Presented By 1!�'�^�'�
Referred To Committee: Date
Ont of Committee By Date
RESOLVED, That upon recommendation of the Mayor and pursuant to
Section 10.07.4 of the Charter of the City of Saint Paul, there is
hereby transferred the following in the 1978 budget:
From: General Government Accounts
Contingent Reserve-General
09060-536-000 Transfer or Contribution to Budget Fund $20,000
To: Personnel Office
00155-111-000 Salaries-Full Time Certified $20,000
To fund an additional employee who will be assigned job classification
and career development tasks.
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Approved as to Funding: Approved:
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Dir., Dept. of Finance & Manage. Serv. dget Director
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COUNCILMEN
Yeas Nays Requested by Department of:
Butler �
Hozza [n Favor
Hunt
Levine _ __ Against BY
Roedler
Sylvester
Tedesco �qN 2 0 1978
Form Approved b Cit Attor y
Adopted by ncil: Date —
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Certi d Yasse y Cou cil ecretary By
�' JAN 2 7 1978 � �� �`
Approved by ; vor: Date Appro e by Mayor r Submi 'on o Council
By BY
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pURP�,� �D '�A�It3�� �r'OtR �iI�S A�TI ON: _
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The. ���3 re�c��.ufii.+� w�,ll: gxov�.de funds i��� an adc'�t. �a� �lt�e� �rt �e �8���rn�l "
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, dsrv���nt, th� bene���� to be ga�i�ed' g�om''t3�:s : �'��.an a��re� ��:��1�:���►g: :
�� mobility fc�._.�:ity :e�►loye��,_ a�sffi�.st�nq emp�ogs+�� " ri careez �5�;� �r►$..
-�t�r��,or� ;die.velcip�et�t, prov3.dir�g a� �ior� ord�r�y r�aid �g�s. � �.a aPPra���; �O �ab.
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Civil Service Commisslon S � ° ` ° ; PAV� � ''��� '�� Director of Personnel
<. � . . .
Mr.A.R.(Dick)Zangs,Chairman � � � �; Thomas D. Gleason
Dr.Geo�e o. Bem PERS L OFFICE
Mrs. Marylyn Deneen � � Assistant Director
Bernard P.Wright
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ST. PAUL, MINNESOTA 55102
January 3, 1978
MII�ItANDUM
ro: Maqor George Latiwer
From: Thomas D. Gleaaon ��
Diractor of Parscnnel���
R�: Pro�motional Opportunities and Deve2opme�nt o� Car�er Laddsrs
The Civil Service Co�iasion has proposed the addition of a staff
me�mber in the Personn�l Office to puraua tha dev�lopmant of career
laddere and promotional opportuaities for protectad claesea of
employsea. We feel t'hat the poeition xill also allo� classification
and ,�ob audit work to be done on an on going basia.
At thia time, the claesification and �ob audit functions are being
handled oa a part-time basis by sCaff inembers who are ependiag a good
share of their tim� working on Iabor negotiations. We are 3n need of
someone who can spend full time on the classification aad job aodit
proceduree ia order to keep the claes�fication eyatem updated.
In order to �uetify the need fox the position we need only look
at the on-going costs fvr the past fera yaars. In 1974 the City -
contracted with United Statee Civil 3ervics Co�mmiseion to do a pexson-
nel study for the City. The total coet of the contract was approximatalq
$73.000. Xn addition to thie, the etaff of the Personnel Office
vas deeply involved with the pro3ect and spent a large amount of tia�
aeaisting the U.S. Civil Service Commission in thnir work in terme of
information and analqeis. The study vas apread over a span of about
tWO years, end eincs that time the Personnel O�fice has spent a graat
deal of ataff time trqing to implement some of the suggested changes.
In addition to the etaff time expended by the Personnal Office, the
murvey and the on-going effort since that time have invo2ved many
staff inembers from varioue citq departments.
Thsra are advantagsa in having a resident etaff of claesification
experta. The f+ork can be done in an orderly fashion rather than on
a wholesale basie. There is better control of attention to detail,
less poesibility of missing important factors, and less overall turmoil
for the entire citq staff when an on-going study is maintained. The
rasident etaff is also more aware of the complications of changee in
policy or clasaification changES.
���NA�,ary
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Mq'�'AGEMfN1
MEMBER
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Th�re are also advanta$es in having a staff inember dedicated to
the coacept of helping city employe�s in their career plane and in
assistiag thoee who are at a disadva.ntage in their efforts to improve
their position. The efforts should result in a betCer traiaed, more
dadicated, loqal work force over a period of time.
Upward mobility ie a popular concept at thia time, aad it is proviag
to be a good management tool. In general, promoting ezperi�nced city
employe�e� into mors reaponeible positions usually r�quires l�es training.
Also there is a bettsr responss to probl�m eituatione where previous
experience gives a clu� to the solution.
Assisting present employeee ia career planniag and �ducational
development is a m�3or etep in follawing an affirmative action program.
This is sspeciallq true wheu the assistance is aimad at protected c1aBs
e�ploqees who otherwise might not be able to afford training, or even
be awars of opportunitiea which aria�.
We wieh to request that $20.000 be sat asid� to fund this position
in the Perso�nsl Office. This should enable us to hir� an iadividual
at the lev�]. of a Personnel Asaietant IY with enough experiance to be of
value without a great deai of initial training. This person would be
aseigned to �ob claesification and career development taslca. It will
aleo sllcr�r us to frae up a present staff inember full time to assist in
labor ne�gotiations. This should result in better preparation for dealings
with the various bargaining units, and poasibly reduce aaZary �xpenditures
overall.
If you have any questiona concerning this please contact me.
cc Peter Hames