04-873Council File # d�' �� 3
Greea Sheet # 3022045
RESOLUTION
CITY OF SAINT PAUL, MINNESOTA �$
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Presenied
Referrefl To
Committee Date
i RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
2 Memorandum of Agreement between the City of Saint Paul and American Federation of State, County and
3 Municipai Employees Local 1842 (AFSCME) to etctend the previously approved pilot project within the
4 Department of Public Works for Engineering Technician positions.
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AdoptedbyCouncil: Date G/—o1a—l��
Council Secretary
Requested by Department of:
Office f uman Resources
� Green Sheet Green Sheet
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Green Sheet Green Sheet Green Sheet Green Sheet �
DepaAmenUof�icelccunci4 Uate4nitiated:
Hu x,�,� 2�-A�� Green Sheet NO: 3022045
Corrtact Person 8 Phone: ����� SeM To Perwn � . InitiaWate
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Z66-6517 qssign 1 mim�Res arlmeatDirecWr
Must Be on Counc� Agenda by (Date): Number Z - A i
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Order 4
5 (3erk C5 C7erk
ToYai # of Signature Pages � (Clip All Locations for Signature�
Action Requested:
Approval of the attached Memorandum of Agreement (MOA) between the City and the American Federation of State, County, and
Municipal Employees (AFSCME) #1842 is requested. The MOA extends the previously approved pilot project within the Department
of Public Works for Engineering Teckurician positions.
Recumme�datio�s: AQprove (A) or Reject (R): Pecsortat Service ConBaets Must Mswer the Folluwing Questiuns:
Planning Commission 1, Has this person/firm ever worked under a contract for this departrnent?
CIS Committee Yes No
Civil Service Commission 2. Has this person/firm ever been a city empioyee?
Yes No
3. Does this persoNfirtn possess a sldll not nortnally possessed by any
current city employee?
Yes No
, ExpW+n al{ yes answers on separate sheet and altach to green sheet
lnitiating Problem, lssues, OppnRunity (Who, What, When, Where Why):
In 2001, the Ciry Council approved the three-year pIlot beriveen AFSCME #1842 and the City for Engineering Tech position. Recently,
the parties affected by the pilot reviewed the results of the three-year effort. A copy of the final report to the City Council is attached.
Advantages{fApproved:
Public Works and the affected Baz inin Unit will conlinue to receive mutual benefits for the City and the affected employees as noted
in the final xeport
DisadvanWges If Approved:
None. .b�$ F$,�e2ap�? f ��a�r
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DisadvanWges If Not Approved:
The goals and objectives of the Department of Public Works regazding succession and wozl�orce planning may not be realized.
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Transaction: CostlRevenue Budgeted: � � � � � ..�;
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Funding Source: Activlty Number: �
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Memozandnm of Agreement
This Memorandum of Agreement (MOA) is made and entered into this��`'day of 2004, by and
between the City of Saint Paul (hereinafter referred to as "City"), and the American Fed tion of State, County,
and Municipai EmpIoyees (hereinafter refeaed to as "AFSCME"). The purpose of this agreement is to continue
the competeucy-based classification system developed by the gilot gmject titled "Competency Modeling Project
Engineermg Aide I- En�neering Technical Supervisor dated Mazch 20, 2001" and the "CiviI Engineer
Technician Job Family Competency Matrix dated December 21, 2000." The City and AFSCME agcee that the
stipulations contained within the attached documents that affect terms and conditions of employment shall
contimie to apply to those employees of the Depar�ent of Public Works who hold positions allocated to the
Engineez Aide i and II, and the Public Works Techniciau I, II, and III classes and who aze represented by
AFSCME. Also, the City and AFSCME agree that the following Civil Service Rules, as modified, shall continue
to be used in the adminislration of the competency based classification system developed by the pilot project:
1. Civil 5ervice Rule 6.B (Examination Contents) shall allow qualifying exazninations, e.g.,
passlfail for promotion candidates instead of for oniy original entrants. This rule, as
modified, shall be used only for examinations used to determine eligible candidates for
promotional vacancies in posirions allocated to the Engineering Aide I, and II, and Public
Works Technician I, II, and IIT classes in the Depaztment of Public Works.
2. Civil Service Rule 7(Eligible Lists) shall allow for promotion eligible lists established for
Civil Engineering Aide I, and II, and Public Works Technician I, II, and III vacancies in the
Department of Public Works to remain in effect indefinitely.
It is fizrther agreed that grievances arising from teims and conditions of employment in the City of
Saint Paul Civil Service Rutes and Salary Pian and Rate of Compensation shall continue to be
processed through tlhe procedure outlined in the cuirent collective bazgaining agreement between the
Ciry and AFSCME. Any grievances arising from alleged violations of the procedures established in
said competency system shall also be subject to the aforemenrioned grievance procedure. However,
because both pazties aclmowledge that the City retains its inherent managerial rights to evaluate and
select staff, any concerns regarding the substantive determinarions of a Competency Review Board
shali be appealed solely to the Civil Service Commission.
Finally, it is agreed that this Memorandum of Agreement shall continue to be in force until
September 12, 2005. It is further agreed that 60 calendaz� days prior to September 12, 2005, the City
wiil notify AFSCME Local #1842, in writing, that said date is pending so that a discussion of the
pilot pzocess and the fiuther extension of the pilot can be held.
City of Sain aul AFSCME Technical #1842
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P,ngela alezny Robin Madsen, President
Human Resources Dir cto AFSCME Technical #1842
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ason Sc dt Kurt Errickson, Business Representative
Labor Relations Manager AFSCME Technical #1842
G:VShazed�HR-Coatpetencies\PilotProjec5lPublic. Works�PW.EA-TechPBoMcantinuatianoipilo[documents.bD4WFSCME.TechCOmpetency Model Cominuation MOA.wpd
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OFFICb OF HUMAN RESOURCES
Ange1¢ S. Nal�y, Director
SAfNi
PAUL
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Al1AA
CTTY OF SAINT PAUL
Randy C. Kelly, Mayor
MEMO TO: Kathy Lantry, Council President
Jay Benanav, Councilmember
Pat Harris, Councilmember
Debbie Montgo ry, Councilmember
FROM: Robert Sandquis �
Public Works D' y�
DATE:
SUBJECT:
August17,2004
400 Ciry Hall Annrs
25 Wett Faurth Street
SaintPau[,M'vmuota SSl02-l631
Dan Bostrom, Councilmember
Lee Helgen, Councilmember
Dave Thune, Councilmember
Public Works Civil Engineer Technician 7ob Family Pilot Project Update
Telephone: 651-266-6500
Job[ine: 651-166-6502
F¢csimi(e: 651-291-7656
In accordance with the provisions of the City Council resolution implementing the above-
referenced pilot project, I am providing the City Council with information regarding the results of
the t}uee-yeaz pilot project noted above.
The Civil Engineer Technician Pilot Project was implemented effective September 12, 2001. In
7uly 1499, the Public Works Succession and Workforce Planning Team proposed that the
Department focus attention on a number of high-priority tasks. A driving reason for developing a
succession and worl�'orce plan in 1999 was the anticipated retirement over the next five-eight yeazs
of a number of technicians and engineers. This anricipated hunover has akeady begun. From the
initiarion of the Civil Engineer Technician pilot project in 2001 to the present, the Department has
filled five vacancies using the competency-based system. More vacancies will be filied shorfly.
The cornerstone of the pilot project is a competency-based job classification system for the Civil
Engineering Technician positions. An integrated system of promotional hiring and performance
management has been implemented, wlrich is yielding good results. The positive results of this
tl�ree-yeaz pilot are fourfold and serve both the City and the employees well.
Positive Results
1. Public Works is currently administering a streamlined promotional process for Engineering
Aide, Technician, and Engineering Technician Supervisor vacancies.
2. The high quality of the promofional candidates has been maintained, and in cases where
development or training is needed, the system identifies the need and an individualized
development plan can be created for the employee. This is a plus for both the employee
and the ozganization.
An Affirmative Action Equal Opportunity ADA Employer
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M�o to c�� co���t
CE Competency Evaluation
Page 2
August 17, 2004
Through an agreement with the affected bazgaining unit, management flexibility relarive to
the selection of the best-fit candidate for a particulaz vacancy is possible. This assures that
an employee will be successful and the organizarion will reap the benefits of an employee
well suited for a particular position.
4. Employees aze no longer required to repeatedly test for vacancies in a j ob class, since once
they are declazed competent and qualified, they remain on the eligible list for £uture
vacancies in the class. This saves both time and money for the organizarion and is
beneficial for the employees as well.
While there will continue to be unprovements made to increase the effectiveness and the efficiency
of the competency-based system over time, the Saint Paul Public Works Department endorses the
pilot project and considers it a success.
Continuation of Pilot Project Proposed
The parties involved in this three-yeaz pilot project have recenfly reviewed both the process and the
overall results. They are in agreement that a Memorandum of Agreement between the parties shouid
continue in force unless and until the City, AFSCME, and SPSO mutually a�ee to end or modify the
agreement. This does not preclude one or both of the parties from proposing a change during the
term of the MOA, which is attached.
lt
cc: Kurt Errickson, AFSCME Technical #1842 Business Representative
Robin Madsen, AFSCME Technical #18942 President
Angela Nalezny, Human Resources Director
An Affirmative Action Equal Opportunity ADA Employer