04-874Council File # � T' g�'T
Pmsented by
Referred To
Committee Date
1 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
2 Memorandum o£ Agreement between the City of Saint Paul and the Saint Paul Supervisors OrgaLUZation
3 (SPSO) to extend the previously approved pilot project within the Department of Public Works for
4 Engineering Technician positions.
5
Requested by Department of:
O ce of Auman Resources
B
Form Approvq{i by C� �ttomey ,�
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Adopfion Certified by Council Secretary By:
By:
Appzoved by a or Date "
B C�iL�id�!—v' Y/
Green Sheet # 3022043
RESOLUTION '
OF SAINT PAUL, MINNESOTA 19
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Adoptedby Council: Date � ��,?_��
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� Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet �
DeQarhnenUofficelcouncii; Date initiated:
Hu -�,��,� 2�-A�� Green Sheet NO: 3022043
Contact Person ffi Phone: Deoartrnent SeM To Person InitiaVDate
��eT�ron�� � u � �
zss�ssi7 as�yn i ne t���
Must Be on Counal Agenda by (Date): N�unber 2 Attorn
For
RoUting 3 0's ce or/ t
Order 4 omd
5 rk Clerk
Total # of Signature Pages �(Clip NI Locations for Signature)
Action Requested:
Apprwal ofthe attached2vIemorandum of Agreement (MOA) between the Ciry and the SaintPaui Supeivisoxs Ozgani�ation {SPSO) is
requested. The MOA extends the previously-apprwed pilot project cvithin the Department of Public Works for Engineering
Technician positions.
Recommendatians: Approve (A) or Reject (R): Personai Service Contracts Must Answer the Foilowing Questions:
Planning Commission 7. Has this persoNfirtn ever worked under a coMract for this departmeM?
CIB Committee Yes No
C"�vit Service Commission 2. Has this personlflrm ever been a city employ�?
Yes No
3. Ooes this pereoNfirtn possess a sldll not nortnalty possessed by any
current city empioyee?
' Yes No
Ezpiain all yes answers on separate sheet and atWch te green sheet
Initiating Problem, lssues, Opportunity (Who, What, When, YVhere, Why):
In 2001, the City Council approved the three�year pilot between SPSO and the City for Engineering Tech positions. RecenUy, the
pazties 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 if Approved:
Public Works and the affected Bazgaining Unit will continue to receive mutual benefits for the Ciry and affected employees as noted in
the final report.
DiSadvaMages If Approved: � �
None. ..1 �,:�r��°. F^ �€?����
��� � � ���
Disadvarrtages If Not Approved:
The goals and objectives af the Department of Public Wotks xegazding succession and wotkforce planning map not be realiaed.
������
Total Amount of Cost/Revenue Budgeted:
Transadion: {��� 3 j ���ly
Funding Source: Activity Number:
Pinanciailnformafion: ���� ���1 3+9����
(Expiain)
a�t- ���
Memorandum of Agreement
This Memorandum of Agreement (MOA) is made and entered into thiS2�l�day of S 2004, by
and between the City of Saint Paul (hereinafter referred to as "Cit}��, and the Saint Paul Su isors
Organizarion (hereinafter referred to as "SPSO'�. The purpose of this agreement is to continue the
successful competency-based classification system developed by the pilot project tifled "Competency
Modeling Project Engineering Aide I- Engineering Technical Supervisor dated Mazch 20, 2001" and the
"Civil Engineering Technician Job Family Competency Matriz dated December 21, 2000." The City and
SPSO agree that the stipulations contained within the attached documents that affect terms and condirions of
employment shall continue to apply to those employees of the Department of Public Works who hold
positions allocated to the Engineering Technician Supervisor class and who aze represented.by SPSO. Also,
the City and SPSO agree that the following Civil Service Rules, as modified, shall continue to be used in the
administration of the competency-based class�cation system developed by the pilot ptoject:
1. Civil Service Rule 6.B (Eaamination Contents) shall allow qualifying examinations, e.g., passlfail
for promotion candidates instead of for only original entrants. This rule, as modified, shall be used
only for e�minations used to determine eligible candidates for promotional vacancies in positions
allocated to the Engineering Technician Supervisor class in the Department of Public Works.
2. Civil Service Rule 7(Eligible Lists) shall allow for promorion eligible lists established for Civil
Engineering Technician Supervisor vacancies in the Department of Public Works to remain in effeet
indefinitely.
It is further ageed that grievances atising from terms and condirians of employment in the City of
Saint Paul Civil Service Rules and Salary Plan and Rate of Compensation shall continue to be processed
through the procedure ouflined in the current coliective bazgaining agreement between the City and SPSO.
Any grievances azising from alleged violations of the procedures established in said competency system
shall also be subject to the aforementioned grievance procedure. However, because both parties
aclmowledge that the City retains its inherent managerial rights to evaluate and select staff, any concems
regarding the substanrive daterminations of a Competency Review Board shall be appealed solely to the
Civil Service Commission.
Finally, it is agteed that this Memorandum of Agreement shall continue to be in force until
Septemberl2, 2007 with an automatic two-yeaz extension to September 12, 2009 unless and until the
City and SPSO mutually agree to end or modify said agreement, prior to September 12, 2U�7.
Ci f Saint Paul Saint Paul Supervisors Organization
�° -
1 (3'@'t.L
Angel ezny Shazi Moore, Presiden
Human Resources Due�� �� Saint Paul Supervisors Organization
Relations Manager
C:�Documents and Settings�smoore�i.ocal Settings\Temp1SPS0 Competency Model Continuation MOAwpd
o�l- 8��
CITY OF SAIN'T PAUL
Randy C. Ke7(y, Mayor
OFFICE OF t-IUMAN KESOURCES
AngelaS Nde=ny,Orrector
400 Cuy Hdl Annex
25 West Forvth Street
SaiMPaul, M"vmeso�a 55102-163!
TeTephone: 65l-266fi500
Jobline: 651-266-6502
Facs'vnile: 65/-292-7656
MEMO TO: Kathy Lanhy, Council President
Jay Benanav, Councilmember Dan Bostrom, Councilmember
Pat Harris, Councilmember Lee Helgen, Councilmember
Debbie Montgomery, Councilmember Dave Thune, Councilmember
FROM: hari Moore, SPSO President �
b rt Sandquist, Public Works Director
DATE:
SUBJECT:
August 17, 2004
Public Works Civil Engineer Technician Job Family Pilot Project Update
In accordance with the provisions of the City Council resolution implementing the above-
referenced pilot project, the affected bargaining unit and the Public Works Director are providing
the Council with information regazding the results of the three-year pilot project.
The Civil Engineer Technician Pilot Project was implemented effective September 12, 2001. In
July 1999,the Public Works Succession and Workforce Planning Team proQosedthatthe
Department focus their attention on a number of high-priority tasks, which would position the
Deparhnent for the future. A driving reason for developing a succession and workforce plan in
1999 was the an$cipated engineer and technician retirements over the next five-eight yeazs. This
anticipated turnover of staff has already begim. From the initiation of the pilot project in 2001 to
present, the Department tias filied four vacancies using the competency-based system. A primary
goal of the Planning Team was to develop a competency-based system that would:
■ clazify current and future expectations for employees,
■ serve as the basis of a revamped performance management system,
■ encourage employees to seek training, and develop their competencies,
■ benefit both the City and the employees.
Continuation of Pilot Project Proposed
The paRies involved in this three-year pilot pro}ect have recenfly reviewed both the process and the
overall results. They are in agreement that a Memorandum of Agreement between the parties
should continue in force unless and until the City, AFSCME, and SPSO mutually agree to end or
modify said agreement. This does not preclude one or both of the parties from proposing a change
during the term of the MOA, which is attached.
An AfFirmative Action Equal Opportunity ADA Employer
o� ���
Memo to City Council
CE Competency Evaluation
Page 2
August 17, 2��4
The comerstone of the pilot project is a competency-based job classification system for the Civil
Engtneering Technician positions. An integrated system of promotional hiring and performance
management has heen implemented, �uhich is yielding good results. The results of this three-year
pilot aze fourfold and serve both the City and the employees well.
Positive Results
l. Public Works is currently adminisfering a streamtined promotional process that is able to
fill vacancies promptly. In fact, in most cases a list of competent and qualified employees
is available when a vacancy is declared.
2. The high quality of the promotional 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 organization.
3. Through the agreement with the affected bazgaining unit, management flexibility relative
to the selection of the best-fit candidate for a particular vacancy is possible. This assures
that an employee will be successful and the organization will reap the benefits of an
employee well suited for a particular position.
4. Employees are no longer required to repeatedly test for a similazly-situated vacancy, since
once they are declared competent and qualified, they remain on the eligible list for future
vacancies. This saves both tune and dollaz resources for the organization and is beneficial
for the employees as well.
While there will continue to be improvements made to increase the effectiveness and the efficiency
of the competency-based system over time, the Saint Paul Supervisors' Organization and the Saint
Paul Public Works Department have agreed that the pilot project has been a success.
lt
cc: 5hari Moore, SPSO President
Angela Nalezny, Human Resources Director
Bob Sandquist, Public Works Director
An Affirmative Action Equal Opporiunity ADA Employer