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04-988Council File # �T' / O � Green Sheet # 3023347 RESOLUTION CITY OF SAINT PAUL, MINNESOTA I� Presented by `/ Referred To Committee Date 1 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 the Saint Paul Supervisors Organization 3 (SPSO) to continue the competency-based classification, compensation, and employee selection processes 4 established for Information Services employees. Yeas Na s Absent Requested by Deparhnent of: Benanav :f Office of �f �man Resources Bostrom � Hanis � Helgen ,/ B Y' Lantry �j Montgomery �/' Form Ap oved b� City Attorney Thune ,/ By: � ; ,� i Adopted by Council: Date (�/G�h('!� � � o�VU`� Approve ayor for Swb ' s n t u cil Adoption Certifie y Council Secretary By: i' � By: l . � 1 4 — G\Sh d� -Co pctcncies\Pilot Projccte Pilot ' Piiol exicnsion icsohnionwpd Approvedb a J r. ' ' Date�� BY, 8 `�� _ D�- 9�� DEPARTMENT/OFF[CE/COUNCIL: DATE INITIATED GREEN SHEET NO.� 3023347 Huxnan Resources 10-11-04 ' CONTACT PERSON & PHONE: tNITTAL/nn7'r �NITiAL/DATE 7ohn Shockley 266-6482 1 DEPARTMBNT DIR °°' � 4 CITYCOIINCIL LeeAnnTuYChin266-6517 nssccrven 2CI]YAITORNEY _�pyL CITYCLeRK NUMBERFOR U-- — MUST BE ON COUNCIL AGENDA BY (DATE) ROUTIrvG FQJANCIALSBRV DIR FINANCIALSHRV/ACCfO ORDER 3 MAYOR (Olt A55T.) TOTAL # OF SIGNATURE PAGES_I (CLIP ALL LOCAT[ONS FOR SIGNATURE) ACTION REQUESTED: Approval of the attached Memorandum of Agreement (MOA) between the CiTy and the Saint Paul Supervisors Organization (SPSO) is requested. This MOA extends previously approved and extended terms and conditions of employment that were first established by a pilot project in October of 1998 for employees of the Information Services Division, the Saint Paul Regional Water Services, and CiTy Employees at the Ramsey County Department of Public Health. RBCOMIvIBNDATIONS: Approve (A) or Reject �) PERSONAL SERVICE COIVTRACTS MU3T ANSW6R THE FOLLOWING QUFST[ONS: L Has this pereodfimi ever worked under a wnhact [or this departixnt7 _PLANN(NG COMMISSION Yes No CIB COMMI'[THH 2. Has this persoNCum ever been a city emplayee? CML S6RVLCH COMMISSION Yes Na 3. Doasthisperson/Cvmpossessaskillnotnolmellyposaessedbyenycurtentciryemployee Yes No 4. Is this persodfirm a largeted vendor7 � Yes No Explaln ali yef enawera on eeparate aheet and flttaCh t0 gre¢n 9heet INITIATING PROBLEM, ISSUE, OPPORTUNITY (Who, Whay When, WNere, Why): In October of 1998, the City of Saint Paul Information Services (IS), the Saint Paul Regional Water Services (SPRW5), and the City employees of the Ramsey County Department of Public Health adopted a pilot project which established a competency-based classification and employee selection system for positions working in the field of information technology, The position classifications and grades, fast created in that original pilot project, have now been formally established in the corresponding union contracts and salary schedules. Also, the classification competency matrices have been updated several times and formally established by the employees and management. The selection processes and advancement in salary processes for employees have been extended twice by MOA. The employees and the City would like to continue the system. As the system processes require modification of several Civil Service Rules and the Salary Plan and Rates of Compensation, this MOA is required. The MOA extends the system into 2007 with an automatic extension into 2009, with the mutua] agreement by the parties involved. The documents explaining the system aze attached. ADVANTAGES IF APPROVED: The City and information services employees of the affected bazgaining unit will continue to receive the benefits o£a competency- based position classification, employee selection, and advancement in salary system that has been successful for almost six years. DISADVANTAGES IF APPROVED: None DISADVANTAGES IF NOT APPROVED: A successful employee selection system and advancement in salary process will not be continued . Reverting back to the old system may negatively affect both the employees and the management of Citywide information services, TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGETED: Vtn.tfn.Tl R�iS�Jc1rCF C�+'Bn'',ti:iP FUNDING SOURCE: ACTNITY NUMBER: FiNANCIAL INFORMATION: (EXPLACI� �� G:�Shared�HR-CompetenciesU'ilot.ProjectsUS.PiIotUS Pilot Extensian.greensheet.wpd � Roux�ra oxnsR: ��', Below are coaect routings for the six moet &equetxt types of dxuments: CONTRAGTS (essuwea anthorized budgat txists) 1. Outaide Agancy 2.. DepetimentDirecWr - 3, City Attomey ' 4. Mayor/Assistant (for contracts bver $25,000) 5. Hwnen Rights (for bontraots over-$50,000) 6. Office of �inan�ial Services - Accountiag COiJNCII. R�SOLTITION (aznend budgeWaocept grants) 1. DepertmentDireotor 2. Office of k'inauoial Servicas Direator - 3. CityAttorney - _ 4. Mayor/Assistant - ' 9. ciry 0ouncil _ 6� Offica of Fivancial Services - Accounting ADMINISTRATIVE ORDBRS (BudgetRevision) 1. ActrvityManegerorDepartmantAccounteat 2. DepartmentDireotor 3. Office af Finanoiel5ervicas Dir�ctor 4. City Clerk 5. Office af Finencial Services • Accounting ?,Dbffl�7lS1RATIVE ORDERS (all others) 1. DepaztmantD'uector 2. City Attorney . 3. Off'tce of Finenciat Servioae D'uecWr 4. City Clexk COUNCII. RLSOLUTION (all others and Ordisiances) 1. DepartmentDireotor 2. City.Sttorney 3. Mayor/Assistent 4. City Counoil BI{ECUTIVE ORDER 1. DeperlmentDiraotor 2, Gity Attorney 3. Ma}ror/Aasistmt 4: City Clork TOTAL NUIvIDFsR OF STCiNrSTURE PAOES Indiaate the # of pages oa wluoh signatures era required end papercUp o� flag eaah oPthese pagee. ACTION 12EQUE8TED Describe what tha project/requost seaks to accompliah in either chronological ordar ar order of importanoe, whichaver is most appropriate for the isstie. D'o not write complete sentenoes. Begin each item in your list with s verb. RECOb1NIl3NbATION5 Complete if tha issue in quastion hea been presanted before eny body, public ot private. PBRSONAI, SERVICE CONTRACTS: Tlvs information will ba used to deternune the aity's llabilily for workera compeneation claims, taxes and proper aivil service hiring rules. INITIATINCf PItOBLEM, ISSUE, OPPORTUNITY Explain the siluetion or conditions that created a need fot your project or request. ADVANTACiE31F APPROVFD Indioate whether this is simpiy an ennual budget procedu;e required by law/charter or whether there are speoifio ways in which tha City of Saint Paul and its oitizens will benefit from this projeot/aotioa DISADVANTA(3ES IF APPRO�ED What negative affeota or mejor oheages to e�asting or past prooessds might this projecY/requast produce if it ia passed (e,g„ haffie delays, noise, teac incraeses or assessments)7 To whom? When? For how long7 DISADVANTA(3ES IF NOT APPROVED • Whaf will ba the nagative oonsequences if the promised aation is not approved7 Tnability to deliver service? Continue high traffio, noise, accident rate7 Loss oFrevenue? FINAITCfAL IIviPACT Although you must teilor the information you provide here to the issue you are eddressing, in general you must answer two queationa: How much is it going to cost? Who is going to pay? i i� I •� Memorandum of Agreement This Memorandum of Agreement (hereinafter referred to as "MOA") is made and entered into this 21st day of July 2004, by and between the City of Saint Paul (hereinafter referred to as "Cit}�'), and the Saint Paul Supervisors Organization (hereinafter referred to as"SPSO"). The purpose of this agreement is to continue the successful competency-based classification, compensation, and employee-selection processes initially developed as part of the pilot project titled "Inforxnation Services Reorganization and Job Family Modeling ProjecY' dated October 1998. Those processes are currently described in the attached document titled "Information Services Competency-based Classification System." The City and SPSO agree that the stipulations contained within the attached document that affect terms and conditions of employment shall to apply only to those employees of the City Office of Technology, Infoxmarion Services Division (IS) and The Saint Paul Regional Water Services (SPRW5) Information Services Section (IS) who hold positions allocated IS Systems Consultant IV class who are represented by SPSO. Also, the City and SPSO agree that the following Civil Service Rules, as modified herein, shall be used in the administration of the competency- based classification, compensation, and employee-selection processes: 1. Civil Service Rule 8.A.2. (Reallocation Rule) This rule allows the Human Resources Director to authorize an appointing authority to promote an incumbent, without further competitive examination, to a classified position which has been reallocated to a different classification because of changes in job duries and responsibilities, which are not the result of planned management action. This authorization may occur only if the incumbent has performed the crirical duties of the higher level position for one year or more, meets the minimum qualifications, has promotion rights, and has demonstrated sarisfactory performance in their position. This rule shall instead allow for the non- competitive promotion of incumbents in IS Job Family classi£ed positions after an incumbent has demonstrated the critical competencies and performed the crirical responsibilities of a higher level position in an IS Job Family classification for six months or more, has promotion rights as de�ned in this agreement, and demonstrated sarisfactory performance in the higher level, position. 2. Civil Service Rule 7. (Eligib➢lity Lists) When an examination is scheduled for both promotion and original entrance, such examinarions are commonly called "open exams." If such an examination appiies to the filling of vacancies in IS Job Family posirions, there shall not be maintained a separate list for promotion eligibles and original entrance eligibles. Instead, there will be one list maintained for all eligible candidates. Promotion eligible candidates, as defined below, will receive additional points for IS experience as part of the competency examination process. This process is outlined in the attached system document. 3. Civil Service Rule 14 (Promotion Requirements) Employees who hold certified IS Job Family positions shall be eligible to enter an examination as a promotion eligible candidate after serving not less than one year as a certified employee with at least 1040 hours of service on the payroll prior to an examination. This rule shall be used, as modified, only for open and promotion only exams used to determine eligibles to fill vacant positions within the IS Job Family Systern and for determining eligibility for reallocation to a higher ]evel IS 7ob Family position under Rule 8.A.2. as modified above. 4. Civil Service Rule 22 (Lay Off� shall allow the class seniority lisring of IS Job Family incumbents reallocated to higher levels in the IS Job Family System on the same date to be determined by the total lengkh of continuous service in all classified City positions. 5. Section E.1., E.1.(b) and E.1.(c) of the Salary Plan and Rates of Compensation governing advancement in salary shall not apply to empioyees in positions aliocated to the IS Systems Consultant N classification. Instead, for each 1040 hours an employee rn a position allocated to the IS Systems Consultant IV class has appeared on the payroll in one position, the employee may be oy- 9gg granted an increase in salary of one step up to and including step eleven of the assigned pay range. If the employee has received a ten-year increase, the employee may be granted step twelve. If the employee has received a fifteen-year increase, the employee may be granted step thirteen. When an employee completes five years of full-time service, the employee may be granted an increase of one additional salary step however, the employee's salary shall not exceed step eleven of the Assigned pay range. The ten and fifteen-yeaz longevity step increases as defined in Section E.1.(d) and (e) of the Salary Plan and Rates of Compensation shall continue to apply £or employees in positions allocated to the IS Systems Consultant N class. It is further agreed that grievances arising ftom terms and conditions 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 outlined in the current collective bargaining agreement between the City and SPSO. Any grievances arising from alleged violations of the procedures established in said competency system shall also be subject to the aforementioned grievance procedure. However, because both parties acknowledge that the City retains its inherent managerial rights to evaluate and select staff, any concems regarding the substantive determinations of a Competency Review Board shall be appealed solely to the Civil Service Commission. It is further agreed that this MOA shall continue to be in force until July 20, 2007, with an automatic two-year extension to July 19, 2009, unless and until the City and SPSO mutually agree to end or modify said MOA prior to July 20, 2007. Finally, it is agreed that 60 calendar days prior to July 20, 2007, the City will notify SPSO, in writing, that said date is pending. Saint Paul Supervisors Organization 1iLI.L� President Shari Moore ��A Business Representative C:�Documenls and Settings\smoore�Local Settings\TempVS Campetency System Conlinuation Agreement SPSO Inly 21, 2004.wpd i,aoor tceianons rvianager / ��: De�ning Competencies/Competency-Based Systems Competencies are the knowledge, skills, abilities, characteristics, attributes, and behaviors associated with successfixl performance on the job. Some examples are project mana�ement, problem solving/analytical thinking, communication, teamwork, leadership, and customer service. Competency-based classification systems allow organizations to move beyond the old "box" on the organizational chart which was a strict set of duties defining a job. Competencies promote more fle�cibility in assignments and keep up with constant change in the variety of work. They also allow the organization to develop other human resource systems, such as employee development, recruitment and selection, and performance management. Background In October of 1998, the City of Saint Paul Division of Information Services (IS), the Saint Paul Regional Water Services (SPRWS), and the City employees of the County Department of Public Health adopted a pilot project titled "Information Services Reorganization and Job Family Modeling Project." The project was the result of a lengthy and thorough collaborative effort between employees holding information services positions and City management. The process was facilitated by an outside consultant and the staff of the City Office of Human Resources. The initial result was the establishment of a three-year pilot project as allowed for by Civil Service Rule 8.A.6. The terms and conditions of employment and procedures established in the initial project have been extended twice, through mutual agreement between the bargaining units representing the affected employees and the City. The IS Systems Support Specialist I, II, III, and IV, the IS Information/Technical Analyst I, II, III, IV, and V, and the I5 Systems Consultant I, II, III, and IV Job Families, also called job class series, and their corresponding pay grades were formally established in the salary schedules of the appropriate bargaining units by resolution of the City Council on October 28, Z001. These job classes haue also been formally established in the corresponding bargaining unit contracts representing employees in positions allocated to the aforementioned job classes. In addition, the matrices describing the competencies required for positions in the aforementioned class series have been updated by both employee and management advisory groups following the initial project and the subsequent renewals. This document describes the current process involved in the administration of the IS and SPRWS Competency- Based Employee Selection and Position Classification System. This system continues to affect positions currently allocated to the IS Systems Support Specialist, TS Information/Technical Analyst, and IS Systems Consultant job families/class series. Page 1 of 7 For The IS Systems Support Specialist, IS Information/'I'echnical Analyst, and IS Systems Consultant Job Families • •. �: The Continued Goals of the System • To ensure adequate and competent IS staff for the present and the future. • To administer an equitable method for determining appropriate classification of positions. • To provide flexibility and variety in duty assignment. • To provide clearly-defined requirements for career advancement opportunities. • To define the requirements for successful job performance. • To assist in determining employee development and training needs required for successful job performance and career advancement. Procedures For Administration of the System The following procedures have been developed for administering the IS and SPRWS Competency-Based Employee Selection and Position Classification System: 1. Selection of Candidates to fill New Vacancies In order to ensure adequate and competent City and SPRWS IS i7nit staff for the present and future and retain competent employees who have received City training, the selection process allows for vacancies to be filled from lists of eligible candidates created from training and experience (T&E) exams made up of both external and internal candidates who meet the minimum qualifications (See attachment 1, Minimum Qualifications Guidelines) for the announced vacancy and who demonstrate the required competencies through passing the examination. When an examination is announced as open to the public, current City employees who hold IS 7ob Family classifications in the Office of Technology Information Services Unit, the SPRWS Information Services Unit, and the Department of Public Health will receive additional points (See Attachment 2, T&E Example). All candidates who pass the test with a score of 75 or above will be certified to the appointing authority. The employee selection process also allows qualified City employees faster promotion opportunities. Certified City employees who have been employed for not less than one year and have at least 1040 hours of accumulated hours on the payrpll, may enter examinations announced as promotion oniy. Normally, such employees must have served not less than two years and have, at least, 2080 hours on the payroll to be eligible to take a promotion only examination. In addition, certified City employees must meet the minimum qualifications for the posted vacancy, and have a satisfactory performance rating to take the promotional T&E examination. Finally, employees who pass and become Page 2 of 7 • '�- ,, eligible will be certified to the appointing authority in accordance with the provisions of Civil Service Rule 8.A3. There wii! be an IS Staffing Advisory Group made up of employee volunteers who hold classified positions in each of the three IS Job Family class series. There will be two IS Systems Support Specialists, two IS Information/Technical Analysts and two IS Systems Consultants. Other members will include one representative of IS customers, one representative from the Office of Human Resources, and one representative from the IS Leadership Board. The responsibilities of the IS Staffing Advisory Crroup will be to review position information provided by the IS Leadership Board, IS Management, or Human Resources regarding vacancies and make recommendations to the Leadership Board, IS Management, and the Office of Human Resources regarding stafi'ing. 2. Determining Appropriate Classiflication and Competency Level of �xisting Positions It is understood that the field of Information Technology is an employment environment that changes quickly. There has been and will be constant evolution in Information Technology and, consequently, there will be change and evolution in the positions required to operate, maintain, adapt, and recommend the technology for use by customers. In order to keep up with this change, the following procedures will be Followed in determining the appropriate IS Job Family, class series, and classification competency level of existing IS positions and their incumbents: Employees of the Office of Technology Information Services Unit, the SPRWS Information Services Unit, and the Department ofPublic Health who hold positions allocated to the IS Systems Support Specialist, IS Information/Technical Analyst, and IS Systems Consultant Job Family/class series may request a study of their positions and competencies for determination of appropriate job family/class series, and classification/competency level therein (See Attachments 3, 4, and 5, IS 7ob Family Competency and Shared Responsibility Matrices). When making study requests, such employees should provide information describing their assigned job responsibilities, assigned technologies, and the competencies being demonstrated. Such studies may be initiated by submitting to the Office of Human Resources a request for a study. This can be done either through email or an interoffice memorandum. Please make sure that supervisory personnel are informed of the request. Attached to the request, should be a fully completed questionnaire describing the incumbenYs assigned position responsibilities, technologies, and the competencies being demonstrated. As an alternative, an incumbent who has previously submitted the described questionnaire and has had their position and competencies reviewed, may submit an addendum to the questionnaire describing any significant changes that have been made to assigned responsibilities and to the competencies that are being demonstrated. Questionnaires may be currently obtained from the IS internal information network or from the Office of Human Resources web-site. Upon receipt of all appropriate documentation, including a fully completed questionnaire or addendum, the Office of Human Resources will enter the study in Page 3 of 7 � i » their records and inform the incumbent of receipt of the study request. As part of the study procedure, Office ofHuman Resources Staffwill review the information provided by the incumbent. Interviews with the incumbent and supervisory personnel may be conducted. All information gathered about the assigned responsibilities of the position in question and the competencies being demonstrated by the incumbent will be thoroughly analyzed. This tnay include compazisons of this position information with the shared responsibilities and competencies described in the various competency matrices. Also, a comparison of the position information may be conducted with similar IS positions. As soon as possible following the analysis and comparisons, the Oflice of Human Resources will issue, to the appointing authority, a determination regarding the employee's position. This will include the appropriate IS 7ob Family/class series and classification and competency level therein. Possible outcomes could be, a. determination that the position should be allocated to a higher level, a lower level, or remain the same. Implementation of a determination made by the Oi£ice of Human Resources is the responsibility of the appointing authority and is subject to any filling of vacancies approval processes set forth by the Mayor's Administration. Human Resources deternunations recommending that an incumbenYs position be allocated to a classification assigned to a higher maximum paq level is a promotion and may be implemented by the appointing authority through the process commonly known as reclassification. This process is set forth in Civil Service Rule 8.A2. However, under the IS and SPRWS Competency-based Employee Selection and Position Classification System, employees who meet the aforementioned requirements for entering an examination as a promotional candidate and if the employee affected by the determination has already taken a T&E exam for a vacancy in the higher level classification as determined by the study, and is on an e�sting eligible list for the higher levei classifxcation, the employee may be certified for appointment. In the case of a an eligible list generated from a promotion only examination, certification would be made without regard to the affected employee's standing on the list. Also, determinations resulting in a recommendation of promotion may be implemented by the appointing authority through the process commonly known as realtocation. This process is set forth also in Civil Service Rule 8.A.2. However, under the IS Competency-based Employee Selection and Position Classification System, employees who meet the aforementioned requirements for entering an examination as a promotional candidate and who have been performing all the significant higher level responsibilities and demonstrating all the significant competencies ofthe higher level classification for a period o£at least six months, mav be promoted to the higher level class without competitive examination. Page 4 of 7 . � J • � Position allocation determinations made by the Office of Human Resources may be aQpealed. They may be appealed through the process discussed in this document or through the process set forth in Civil Service Rule 26, Section 3.C.. reearding challenges to classification determinations. Tnitially, as is the process with all studies conducted by the Office of Human Resources, there is an informal appeal process. Following learning of the determination, the incumbent notifies the Human Resources staffperson who conducted the study that there is disagreement with the determination. This notification should be made within five working days of the incumbent learning of the determination from the appointing authority. As soon as possible thereafter, a meeting will be held between the Human Resources staff person who conducted the study and the incumbent. At this meeting, the incumbent and the Human Resources staff person will identify those azeas where there is agreement and those areas of disagreement. Additional information may be presented or requested by the incumbent, and questions may be asked. As soon as possible after the meeting the Human Resources staff person will analyze any additional information presented and issue another determination. If the incumbent continues to disagree with the determination and believes that their position and competencies were unfairly or inadequately audited, then the incumbent may issue a letter to the IS Staffing Advisory Group stating the specifics as to why they believe their position was not fairly or adequately audited. Copies of the letter should also be sent to the appointing authority, and the Human Resources Director. This letter of appeal must be made within twenty calendar days of the incumbent learning of the determination made by the Office of Human Resources resulting from the informal appeal meeting with the Human Resources staff person. The IS Staffing Advisory Group will then review the letter and decide whether to act on the appeal. Within 10 days o�'receipt of the request, the Group will notify the incumbent as to whether they will conduct a review of the appeal. If they accept, the process will include a review of all public documents including the Human Resources initial Report and Determination, and any subsequent appeal reports and determinations issued by Human Resources. The IS Staffing Advisory Group may conduct additional interviews with the incumbent, supervisory personnel, and the Human Resources staff person who conducted the study. The IS Staf£xng Advisory CTroup will then issue a recommendation regarding the appeal to the appointing authority. The appointing authority raay then implement the recommendation, reject it, or may ask that the Human Resources Office recommend options for restructuring the position. If the recommendation is rejected, then the appointing authority will issue a detailed letter outlining the reasons for the rejection both to the employee and the IS Staffing Advisory Group. The above referenced appeais process is an alternative way to deal with issues involving appropriate allocation of positions and competency of incumbents in the Page 5 of 7 • � V V \ ♦ IS Competency-based Classification System. If the IS Staffing Advisory Group conducts a review of an appeal, the issues under appeal wili be reviewed by employees who hold or have held positions in the complex field of information technology. They also have a knowledge of and have demonstrated the competencies required for successful performance in these highly technical positions. If the employee decides not to appeal to the IS Staffing Advisory Group, or if the Group decides not to act on the employee's appeal, or if the appointin� authority rejects the recommendations of the IS Staffing Advisory Group, then the appeal rights set forth in the Civil Service Cttievance Procedure, Rule 26, regarding Classification challenges are available to the incumbent. This may include the right to a hearing before the Civil Service Commission. However, if the employee appeals to the IS Staffing Advisory Group and the Group decides to act on the appeal and issues a recommendation that is accepted by the appointing authority, the employee may not appeal through the Civil Service Grievance ptocess. 3. Advancement In Salary In order to accelerate the opportunity for advancement in salary as a result of ineeting or exceeding job performance expectations, the grades assigned the classifications within IS Job Families contain salary steps at six month intervals until employees reach salary steps considered to be based on longevity, or yeazs of service. Generally, this means that employees who meet or exceed performance expectations based upon the competencies defined for their position by the IS Competency-based Classification System and IS supervisory personnel, may be eligible for a step increase after every 1040 hours on the payroll. The earliest a step increase may become effective, however, is the first pay period following the anniversary of 1040 hours on the payroll. For employees in positions allocated to classifications level within the IS Systems Suqqort�ecialist and I5 Information/Technical Analyst Job P'amilies, employees may be eligible for step increases after every 1040 hours up to and including step nine. This means that an employee appointed at step one, who consistently meets or exceeds performance expectations, may take no longer than four years to get to the maximum step increase before a longevity step. Employees may also be eligible for longevity step increases after they have reached 10 years, 15 yeazs, 20 years, and 25 years of service with the City of Saint Paul. However, in no case, may an employee advance to one of these longevity steps without having served the corresponding number of years. For employees in positions allocated to the I5 Systems Consultant I level in the IS Systems Consultant Job Family employees may be eligible for step increases after every 10 40 hours up to and including step 15. This means that an employee appointed at step one, who consistently meets ar exceeds performance expectations, may take no longer than seven years to get to the maximum step Page 6 of 7 • •� v increase before a longevity step. Employees may also be eligible for longevity step increases after they have reached 10 yeazs, and 15 years of service with the City of Saint Paul. However, in no case, may an employee advance to one of these longevity steps without hauing served the corresponding number of years. For employees in positions allocated to the classification levels of IS Systems Consultant II. III, and IV in the IS Systems Consultant Job Familv, employees may be eligible for step increases after every 1040 hours up to and including step eleven. This means that an employee appointed at step one who consistently meets or exceeds performance expectations, may take no longer than five years to get to the ma�cimum step increase before a longevity step. �mployees may also be eligible for longevity step increases after they have reached 10 years, and 15 years of service with the City of Saint Paul. However, in no case may an employee advance to one these longevity steps without having served the corresponding number of years. G:\Shared�HR-Competencies�i'ilot.ProjectsUS.PilotUnfomiation Services Competency-based clASSification.doci¢nent.2004.wpd Page 7 of 7 � � .� � � � � � � A C7 0 H U � d 4� � � U � � w O � .� 0 a � O W C'. 0 .� U � y R 6' � .� .� 0 � 'b 0 w � O � � � � b q . 6u .� � � v, o , � � � •� � H � � �� . � � .� � ti y � U � 0 � .-�r � N � '- � � F � .� � � b � .� m � m � N U � O �j P�.� O � .� o w � O N � � U Y � �� o °' � .� � ... � � �� a �., W 0 N y S"-. U � Y � t7 � O y r+�l � Q, 3 w N � y � U � �� ~ '� U pq N .� � '�d cd i�i .n � o � '� � O U �-, 'CJ b ln N ti b f.� a� c� w > �, ,� � U o b •C ��,�� >� . u, � � w � � o � V � O � W ro �' �+ � U '� q �� Y ttl y uJ w � � � p U N ti y � � � U �� O � � w O .fl �"� W y •� '� U�J y bq O � '"~�' O � q 'd � o a o N O � V O .� � � .� � O � ro � a. o w o" � � o' O V y � ti � _� y ,� (d /y � . U � W � � � � �� .� � �. H � .� O � � y � � a .� .� � b � � U � y � .N � y .� � � a ,., a� .� U � �a �� ai � V] ,D F i�+ W n O y �--i a � � �a � '� U � T W �' y � d q F�i O �-' � �� 'd U o � � � C � O f� • G o' ,� � y � � � Q r� y N � b °�o � ? ti ti � � � � 0 .� � x 0 �� ti �� .� � N � N � � C a � � b � � C/� p p p cd ca y a��+ +��+ � � � v ' q b Q" q p o o O v�i U U U � U � � � � � � N � � � � � � � � � 5 � � a � � .� � � � � � � ,q � � 6 6 � � H ( N� y N N N W �y � � � � r�-i H H H r� �-bi � � C� `" ., � � iJ y fA � � � U � �.r � U� y N y � � � � � V ❑ a a °i a a i� '� � p (% � � � � y � � d � � � N � � � � � Twelve months of technical school traiuiug or one yeaz of work experience in a technicaUoperations environment. Six months of technical school plus one yeaz of work of experience or two years of work experience in a technicaUoperations environment. Minimum Successful completion of a technical school certificate related to the vacancy pius fwo yeazs of work experience related to the vacancy or four years of work experience related to the vacancy. Guide Successful completion of a technical school certificate related to the vacancy plus four years of work experience related to the vacancy or six years of work experience related to the vacancy. ATTACHMENT 1 � � �v .� Information/Technolo Analysts -- Su ested Minimum Qualificarions Guide , . . , ,_ . � - .- : r . -. - Info7Tech Analyst I' �ufo/TechAvalyst II. Info/Tech Analyst III, ;iufolT`eeh Analyst N_IrifofTech Analyst:v> - � : ,� � A technical school A Bachelor's Degree A Bachelor's Degree A Bachelor's Degree A Bachelors Degree certification in an area in Information in Information in Information in Information of informarion Management, Management or Management, Management, technology that is Computer Computer Computer Computer related to the vacancy, Technology, or a Technology, or a Technology, or a Technology, or a or at least, twelve related field plus one related field plus two related field plus four related field plus six months of documented year of work yeazs of work years of work years of work on the job training experience related fo experience related to experience related to experience related to related to the vacancy. the vacancy or a the vacancy or a the vacancy or a the vacancy or a vacancy related vacancy related vacancy related vacancy related technicaIschool technicalschool technicalschool technica�school certificate plus two certificate plus four certificate plus siY certificate plus eight years of work years of work years of work yeazs work experience experience related to experience related to experience related to related to the vacancy. the vacancy. the vacancy. the vacancy. ATTACHI��NT 1 � • . ., S stems Consultants -- Su ested Minimum Qualif'ications Guide Systems Consultant I Systems Consultant II Systems Consultant III Systems Consultant IV A Bachelor's Degree in A Bachelor's Degree in A Bachelor's Degree in A Bachelor's Degree in Information Management, Information Management, Information Management, Informarion Management, Computer Technology, or a Computer Technology or a Computer Technology, or a Computer Technology, or a related field plus two yeazs related field plus four years related field plus five yeazs related field plus six yeazs of of vacancy related work of vacancy related work of vacaney related work vacancy related work experience or vacancy eaperience or vacancy experience or vacancy eaperience or vacancy related technical school related technical school related technical school related technical school certificarion plus four yeazs certification plus si�c yeazs of certification plus eight years certification plus ten yeazs of of work experience related to work experience related to of work experience related to work experience related to the vacancy. the vacancy. the vacancy. the vacancy. Work experience must have Work experience must have Work experience must have Work experience must have included business analysis included business analysis included project included four years of and project definition that and project definition that management, work experience supervising or would allow one to gain a would allow one to gain a coordination, budget leading technicai staff and basic understanding of good understanding of management, and demonstrated project technology relevant to the technology relevant to the cost/benefit analysis that management of lazge vacancy vacancy. would allow one to gain an technical projects that would expert lrnowledge of one or allow one to gain a more technicai platforms conceptual understanding of relevant to the vacancy. intenelated technical platforms. G:lShazed�HR-Competencies�Pilot.Projects�IS.PiIotWTTACHMENT- 1- MINIMUM QUALIFICATIONS GUIDEs General Themes and guides.wpd i.! r ! � � � I '•� •. IS Training & Experience Evaluation Outline Example Some Suggested Rating Guidelines City of Saint Paul - I5 Experience If the candidate has one year or more of IS experience in a certified ATTACHIvIENT 2 0 - 10 points City job, in the Office of Technology, SPRWS, or Public Health, add points. Education and technical training 0- 20 points (Points in this category can come from a single or multiple sources but may not exceed a total of 20 points) Formal Education College Degree IS, Business, Management 0- 10 Other college degree Technical School On the job Education Technical courses, seminars & certifications or on the job learning Competency 12ating Technical competencies assignment related) i. City or SPRWS technical environment 2. Assigned platform 3. Customer applications General competencies 4. Project Management/Prioritization/1'lanning 5. Problem Solving /Analysis G. Communication 7. Customer Consulting 8. Teamwork/Management/Leadership 0-5 0-5 0-5 0 - 70 points 0-5 0-10 0-5 0-10 0-10 0-10 0-10 0-10 Weights assigned to the competencies may vary based on analysis of the vacancy. _ Total 0 - 100 points For examinations announced as open and not announced as promotion only, all candidates who receive 75% or more are considered eligible for interviews with the appointing authority. The appointing authority will decide who to interview from the pool of eligible candidates. G:\Shared�HR-Competencies�I'ilot.Projects�IS.Pilot\T and E Guide Attachment 2.wpd City and SPRWS Information Services IS Systems Support Specialist Job Family Competency Matris -May 2004 (Attachment Three) � Shared Systems_Snpport Specialist I, Systems Sixgport_Specialist II _ . Systems Snpport Specialist III _,, _, _Systems_Support S�ecialist IV � Competencies (Each competency builds upon the other as (Each competency builde apon the other as the (Each competency 6ndds upon the oCher as the class (Each competency builds upon the other as the � � the class series progresses.) �. � class series progresses.) series progresses:) � '�> - - � class series progresses ) � - - ' - . , � . � � . . Technical Expertise Demonstrates the ability to quickly acquire a basic Demonshates a good understanding of the assigned Demonstrates an advanced understanding of the assigned Demonstrates an expert understanding of the assigned City and Saint P¢ul �derstanding of assigned azeas of information information technology environmenUinfrastructure; infomiation [echnology environmenUinfrastructure; information technology environmenUinfrastructure; Regiona[ Water Services technology environmenUinfrastructure; demonsh a good understanding of information demonshates an undezstanding of current trends in demonstrates the ability to apply current hends in best (SPRWSJ Technical demonstrates a basic understanding of information technology best practices and standazds; demonstrates informaUOn technology bes[ practices and standazds; practices and standazds in assisting customers to meet technology best practices and standazds; an understanding of the goals and objectives of the demonstrates an ability to apply this understanding to their future infotma.tion technology needs.; Environment demonstrates the ability to acquire an assigned information services unit. work projects and processes. demonstrates an ability to assist the assigned IS unit in understanding of the goals and objectives of the setting goals and objectives. assigned information services unit. Technical Expertise Demonstrates the abiliry to acquire a basic Demonshates a good understanding of the assig�ed Demonstrates an advanced understanding of the assigned Demonstrates the abHity to understand inteerelated Assigned Platform understanding of an assigned information information technology pla[form. information technology platform and demonstrates the informarion needs on multiple assigned information technology platform ability to recommend improvements ro the technology. technology platforms. Technical Expertise Demonshates the ability to develop a basic Demonstrates a good understanding of assigned Demonstrates a good uuderstanding of the business of Demonslrates an expert understanding of the assigned Customer Applications understanding of assigned customer applications; customer applications; demonstrates the ability to the assigned customer and the related information needs; customer applications and demonstra[es the abiliry to demonstrates the abi]ity to provide Da�i� support identify and resolve common problems involving demonstrates an advanced understanding of assigned identify and resolve the most complex problems of these applicaTions; demonstrates the ability to assigned customer applications and report more customer applications; demonstrates the ability to associated wiffi the work.; demonstrates the abiliry to identify and address basic customer problems and complex customer issues to the appropriate staff. identify and resolve the full range of problems involving wnfigure, install, and test the most complex report more complex wstomer issues to the assigned wsromer applications; demonstrates the ability applications and equipment and demonstrates an appropriate staff. to provide cross plafform customer support; demonstrates understanding of the full range of related processes and the ability to configure, install, and test a w3de variety of prorocols. applications and equipment. Page 1 of 2 � 5hared Systems Snpport Specialist I_ __ . Systems Support Specialist II __ Systems Su ort S eciahst III __ Syskems Support Specialist IV _ P1�._ . P . � Competencies (Each competency builds upon the other as (Each competeney builds upon the other as the (Each competency builds upon the other as the class (Each competency builds upon the other as the - - - - — . _..------ � the class series_progresses.) class series progresses,) series progresses.) " � ciase series Qrogresses.) PYOJCCY. Demonstrates the abiliry to follow assigned work Demonstrates the ability to prioritize work and handle Demonstrates the ability to make recommendations and Demonstrates the ability to set priori[ies under � Management, processes and priorifies, and meet established multiple projects and priorities as assigned. participate in setting work priorities: demonstrates the conditions of limited resources and competing deadlines. abiliry to plan and estimate all aspects of work projects; demands; demonslrates the ability to coordinate � Prioritiza6on, and demonshates the ability to lead the analysis and solut�on mulriple projec[s or projects having multiple phases. � Planning ofproblems. O Problem Demonstrates the ability to effectively analyze and Demonsfrates the ability to identify and resolve Demonshates the ability to effectively identify and Demonstrates the ability to effectively analyze and SOIVIIIg/Ari81ySIS solve basic work rela[ed challenges; demonstrates commou problems associated with the work; resolve complex work-related problems; demonstrates solve difficult and complex work-related problems the ability to understand and follow established demonstrates the ability to appropriately define a the ability to interpcet complex and detailed project using past experience, reseazch; and best practices policies, procedures, and schedules; demonstrates problem and apply lmowledge gained from previous specificadons and make suggesrions for improving information; demonstrates the ability [o lead a group the ability to deal eft'ectively with conflict by problems and solutions to resolving curzent problem-solving processes. problem solving process. maintaining poise and seeking acceptable solu6ons challenges. based on common goals and objectives; demonstrates the abiliry to ask fnr assistance from coworkers. Communication Demonstrates good oral and written Demonstrates the ability to effecrively in[eract with Demonstrazes the ability to effecfively interact with Demonstrates the abiliry to speak and write in a communication; demonshates the ability to listen customers through listening attentively to wstomer customers, management, and stakeholders; demonshates manner that can be easily understood by employees at attentively, be patient with customers, and produce needs, documenting customer issues, tracking the abiliry to act as a liaison between the customer and all levels within the Ciry including the ]eadership level; easily understood work reports and other problem resolutions, and infomung customers of the the assigned IS unit. demonstrates the abiliry to prepaze cleaz and documentation; demonshates the abiliry to ask status of projects. comprehensive project proposals and plans; effecrive questions, give general work related demonstrates the ability to effectively represent the advice and direct more complex questions [o City's perspective to other public agencies, vendors, appropriate sources of information. and other enriries doing business with the City. Customer Demonstrates a strong commitment to good Demonstrates the ability to develop a good Demonstrates the abiliry to understand and convey to co- Demonstrates the abiliry to develop an understanding COIISll1tIII wstomer service; demonstrates the ability to understanding of customer information technology workers the business needs of the customer; demonstrates of the full range of the customer's business and g idenrify basic customer information technology service needs. the ability to develop an understanding of the relationship infom�ation needs; demonstrates the ability to identify service needs. between the wstomer's business needs and informarion and resolve the full range of related issues. technology needs. Teamwork Demons�ates the ability to be an effecrive member Demonstrates the qualities of adaptahiliry, flexibility, Demonstrates effecfive leadership within a work group Demonstrates the ability to provide effecrive project Management, and °f a cross functional work group by following oral dependabiliry, and accountability in everyday work through providing a positive influence in the work leadership by demonsbating support of the group and written instructions, accepting assiguments and in interactions with coworkers; demonstrates an environment; demons[rates the ability to give technical problem solving process; demonshates the abiliry to Leadership willinglg and completing assig�ments within understanding of one's specific role, responsibility, direction to less experienced staff recognize positive results, manage conflict, and agreed upon time lines; demonstrates considerazion and expectations within an assigned IS work group. negotiate with coworkers and other project members of others, tactfulness, and support of coworkers. for satisfactory outcomes; provides effective work direction to project membeis by demonstrating an ability and willingness to provide assistance through sharing of technical expertise and through promotion of positive work behaviors. l�:�nareaLLitc-l:ompetencles�PiloLrro�ecuuJ.Pllot�Kev[sea 1� Jystems Jupport �peciaust (:ompetency 1vlatnx May Luva.wpct Page 2 of 2 City and SPRWS Information Services IS SYSTEMS SUPPORT SPECIALIST Job Family Shared Res onsibilities - May 2004 (Attaehment Threel 5hared IS Systems Support Specialist I IS Systems Support Specialist II IS Systems Sapport Specialist III ` IS Systems Support Specialist IV Responsibilities Providessupportin Provides entrylevelinformariontechnology Providesintermediatelevelinformationtechnology Provides advancedlevelinformation Provides espertlevetinformationtecLnology meeting customer help desk support to customets; follows help desk support to customers; follows detailed technology help desk support and cross support and ptoject leadership; serves as a (� information technology established routine procedures, processes, operating inslrucrions and procedures to support platform tecluucal support to customers; xnakes resource and liaison to customers, coworkers, � systems needs; keeps and schedules; provides basic assistance over technical operations; provides both over the phone decisions based on protocols and pxevious and vendors; perfomis complex platuting, � systems functionaL the phone in resolving routine hardware and and hands on assistance in iden6fying and resolving practice; determines appropriate implementarion, and maintenance of infom�ation � software problems; refers more complex common hardware and software problems; refers 4oubleshooting procedures; provides hands on technology infrastructure. � problems to employees having a lugher level complex problems to employees having a higher level assistance in identifying and resolving of expertise; may perfoim data enhy work. of expertise. complex hudwaze and softwaze problems. Communicates with Keeps logs and records customer issues Same Consults with customers to detemilne level of Consults with customers to deteunine how customers to determine xegarding hardware and softwaze support required to meet the customer's infom�arion technology system unprovements nature of problems, malfuncrions; informs customers of the business needs; schedules and/or provides can enhance business performance; reseazches provide information priority, progress, and time-lines of technical support as needed. new systems, conducts cost estimates; regarding project corrective acrions being taken; updates coordinates complex implementation projects. priorities, progress, and custoxners regazding on-going hardware and complefion deadlines. softwaze installation projects, service agreements and schedules, and other infonnarion technology projects. Installs and maintains Provides assistance in the installation of Installs and operates hardwaze and softwaze; performs Installs, configures, and tests a wide variety of Coordinates the acquisition, configurarion, information technology software and hardware. uoubleshooting; follows service ageemerns and hazdwaze and soflware, including complex installation, and testing of new systems; performs tools as needed. service schedules. applications and technology tools; performs advanced houbleshooting across technical troubleshooting on infrastructure failures. platfom�s. Works as a member of a Serves as a member of a cross functional Same Provides technical leaderslup to a work team Provides project and work group leaderslvp. cross funcrional or work group; may serve as a member of a project work team. project work group. Cross trains and May provide back up to coworkers. Provides training and assistance to less experienced Provides staff wiYh training in the installation, Serves as a mentor to other staff metnbers. provides back up to staff and back up to coworkers. configurarion, and testing of software and Provides staff with 7rnining in the installation, cuworkers as assigned. Lardwaze. cAnfigucation, and testing of new andloL specialized softwaze and hardwaze. Page 1 of 2 Assists in egtablishing Provides customer assistance in accordance Same Makes recommendations regazding setting Participates in establishing procedural standards and meeting customer with set service standards established for the service standards based on meeting the and guidelines for work projects. service needs and quality IS Unit so that customers can eft'ectively use customer's business needs; performs quality control standards. informarion technology tools; provides control assessments. assistance in coordinating the support acrivities of coworkers, vendors, and contractors. Keeps current in Same Reads publications regarding infoimafion tecl�nology May recommend new best practices, processes, Conducts specific reseazch and evaluates new informatiott technology and exchanges informarion regarding best practices and standards. systems, pracrices, processes, and standards; best practices, including and new technology with fellow employees and the recommends specific cUanges to meet customer Qp new technologies and people in the information technology field. business needs. . trends. a Q Maintains a fle�ble Same Same Same Same work schedule; works the hours necessary to complete projects. G:\Shared�F3R-Competencies�Pilot.Projects�IS.PiIot�Revised IS Systems Support Specialist Shared Responsibilities May 2004.wpd Page 2 of 2 � City and SPRWS Information Services ► �� IS Information/Technical Anal st Job Famil Com etenc Matrix -Ma 2004 Attachment Four - Shared- � Info_/�'ech Analy_st I Tnfo/Tech Analyst II Info/Tech Analyst III Info/Tech_Analyst_IV _ Info/Tech Analyst V Competencies (Eac6 competency builds (Each competency builds upon (Each competency builds upon (Each competency builds upon (Each competency builds upon � upon the other as the class -� the other as the class series � the other as the class series the other as the class series� the other as the class series . _ .. — - . . _.. . . - � -� --- ---- ----� - series progresses.) ,� progressea� progresses.) progresses.) � ,':, progresses.). . Technical Demonstrates the ability to Demonstrates a�� Demonstrates an Adt�t��d Demonstrates an ��p�P4 Demonstrates an @Y�@�'� Expertise �� derstanding understanding of the currently understanding of the assigned understanding of the assigned understanding of the City and Saint Paul °f the assigned informarion assig�ed informarion services unit information services unit information services unit intenelafionship of the assigned services unit informarion informafion technology information technology jy¢'o�.tion technology information services unit Regional Water environmenUinfrastructure; environmenUinfrashvcture and the Services SPRWS technology environmenUinfrasiructure and information technology � � demonstrates an understanding of ability to idenrify and resolve environntenUinfrastructure; the ability to identify and resolve environmenUinfrashucture; Technical demonsttates the ability to the goals and objectives of the complex challenges assoeiated with �e most difficult and lughly demonstrates an understanding of Environmest assigned information services the work; demonstrates an acquue a good understanding complex challenges associated emerging 4ends in informarion of informarion technology unit. understanding of cuxrent trends in �� e work. technology best pracrices and best pracrices and standazds. informarion technology best standards; demonstrates the practices and standazds; demonsVates the ability to apply abilily to apply tlus this understanding to work projects understanding to the inforn�arion and processes. technology plamiing efforts of the complete organizarion. Technical Demonstrates the ability to Demonstrates a�ad Demonstrates an �dt��C�d Demonstrates the ability to Demonstrates an@��Yt Expertise �� $�� understanding of an assigned understanding of an assigned understand complex interrelated nnderstanding of all phases and U►1d�tAHdI of an assi ed information technology platform information technology platform information needs on multiple as ects of the ro Assigned P[atjorm � � P p � infortnarion technology and demonstrates the abiliTy to and demonstrates the ability to information technology platforms. development process; platform convey that understanding to recommend improvements to the demonstrates the ability to others. technology. maintain up to date l�owledge of innovationsininformation technology. Technical Demonstrates the ability to Demonstrates a�OOd Demonshates an�dV�H�d Demonstrates an understanding of Demonstrates the ability to make Expertise develop programs, interfaces, Ued�f��1� �f t�� bUS[�� of understanding of assigned the fuIl range of customer recommendafions, on a and fixes on the assigned the assigned customer and the customer applications; information/data management organization-wide basis, as to the Customer wstomer business applicarions. related informarion needs; demonstrates the ability to systems and related processes and �efiilness of new information ApplicationS demonstrates a�d understand information/data protocols; demonstrates the ability technology in improving understanding of the assigned management concepts. to resolve the most difficult and customer services; demonstrates technology and issues of complex challenges associated with ��derstanding of best practices connectivity; demonstmtes the the work. ability to test customer business in information/data management applications. principles and demonstrates an ability to apply this understanding in resolving organization-wide challenges associated with the work Page 1 of 3 .� ►� � �; ` Skared Info/Tech Analyst I Info/Tech AnaCyst II Info/Tech Analyst YII Info/Tech Analyst IV _Info/Tech Analyst V . CO1riP0t011CICS _(Each competency builds, (Each competency builds upon {Each competency builds upon (Each competency buitds upon (E�ach competency builds upon upun the other as the class the ot6er as the class series the other as the class series the other as the class series .the other as the class series -- --- --- - ---- - � -- - � - -- - —�-- -- -`-- series progresses:) progresses.) progresses.) � progresses.) progresses.) ProjeCt Demonstrates the ability to Demonstrates the ability to Demonstrates the ability to make Demonstrates the ability to set Demonstrates the ability to Management� meet assigied work deadlines prioritize work and handle recommendations and participate priorities under conditions of consider the impact of one's PYioYitization� and priorities; demonstrates multiple projects and priorities in setting work priorities; limited resources and competing actions on ffie overall the ability to follow detailed as assigned; demonstrates the demonshates the ability to plan demands; demonshates ffie organizarion when setting work and Planning specifications. ability to prepare and interpret and estixnate all aspect of a work ability to coordinate mulriple priorities; demonstrates the project specificarions. project; demonstrates the ability projects and projects having ability to consider contingencies to lead the problem analysis of mulriple phases. for the unexpected when solurion design. planning long term work initiarives. Problem Demonstrates the ability to Demonstrates the abIlity to Demonstrates the abiliry to Demonsirates the ability to Demonstrates the ability to SOlving/Analysls effecrively aaalyze and solve effecrively analyze and solve eft'ectively analyze and solve effectively analyze and solve the effecrively analyze and solve the basic work related challenges; moderately difficult work complex work xelated problems; more difficult and complex work most difficult, tecluucal, and demonstrates the ability to related problems on a variety of demonstrates the ability to related problems by using past complex work related problems; deal effecrively with conflict platforms; demonstrates the interpret complex and detailed experience, research, and best demonstrates the ability to by maintainiiig poise and ability to appropriately define a specifications and make pracrice informarion; recommend a number of solurion seeking acceptable solurions problem and apply knowledge suggestions that provide demons4ates the ability to lead options to tecluucal issues; based on common goals and gained from previous issues and workable solurions to problems feasibility studies that produce demonstrates initiarive in objecrives; demonstrates an solutions to Lesolving a cuxeent considered as co�lex, useful recommendarions. accepting accountability for understanding of when to ask challenge. recommendarions and decisions. for and an ability to ask for assistance &om coworkers. CoinnluniCation Demonstrates the ability to Demonstrates the abiliry to Demonstrates the ability to Demonstrates the ability to speak Demonstrates the ability to speak effecrively communicate effectively interact with effectively interact wiffi and write in a xnavuer that can be and write in an effective manner verbally and in writing; customeis through listening management and other easily understood by emgloyees with individuals at all levels demons4ates the abiliry to attentively to customer needs stakeholders; demonstrates the at all levels witbin the within the assigned information create program documentarion and keeping customers informed ability to be an effective liaison organizarion including services unit. Tlus would That is appropriate and easily regazding the status of projects. beriveen the customer and the organizational leaderslup; included policy makers such as understood; demonshates assigned information services demonshates the ability to deparhnent and office directors, good interpersonal unit. prepaze cleaz and comprehensive and elected officials. communicarion skills with project proposals and plans; customers and co-woxkers by demonstrates an ability to listening attentively,being effecrivelyrepresentthe patient,and displaying organization'sperspectiveto appropriate body language. other public agencies, vendors, and other entities doing business with the organizaiaion Page 2 of 3 •t ♦� • � Shared Info/Tech Analysf InfolTech Analyst II Info/Tec6 Analy_st III„ Info/Tech Analyst IV- Info/Tech Analyst_V Competencies (Each competency budds„ (Each competency builds upo¢ (Each competency builds upon (Each competency builds upon - (Each competency builds upon upon the other as the class the other as the class series the other as the class series the other as the class series Yhe other as the class series � - - --� ----� ---- �_.-- ----- �- series progresses.) progresses,) progresses,) progresses.) progresses.) � CUStOmeY Demonstrates a shong Demonstrates an ability to Demonshates an ability to Demonstrates the ability to Demonstzates an ability to ConSUlting commihnent to good customer develop a thorough understand and convey to co- develop an understanding of the idenrify the customer's service; demonstrates the understanding of the customer's workers the business needs of the full range of the customer's informarion services goals and ability to identify basic informarion technology service customer; demonstrates an ability business and information needs; desired outcomes and mavage information technology needs. to develop an understanding of demonstrates the ability to customer service expectauons. service needs. the relafionship between the identify and resolve the full range customer's business needs and of related issues. information needs. TOamWOrk� Demonshates the ability to be Demonstrates the quali6es of Demonstrates effecrive leaderslup Demonsirates the ability to Demonstrates the ability to Management, an effective member of a adaptability, flexibiliry, within a work group Uuough provide effecrive project provide effecfive cross funcrional and Leadershlp cross functional work group dependability, and providing a posirive influence in leadership by demonstrating work team leadership by by accepting assigunents accountabiliry in everyday work the work envuonment; support of the group problem encouraging individual willingly and completing and in intetactions with demonstrates the ability to give solving piocess; demonshates the participarion and cceativity; is assignments within agreed coworkers; demonstrates an technical direcrion to less ability to recognize posirive supportive of others and the upon time lines; demonstrates understanding of one's specific experienced staff. results, manage conflict, and group decision maldng process; consideration of others, role, responsibility, and negotiate with coworkers and demonsirates the ability to tactfulness, and support of expectations within the assigned other project members for facilitate the group problem coworkers. information services unit. satisfactory outcomes; provides solving process, recognizing effective work direcrion to posirive results, managing project members by conflict, and negotiating for demonstrating the ability and sarisfactory outcomes; willingness to provide assistance demonstrates the abiliry to be an through sharing of technical effective member at the expertise and through promotion management team level by of posirive work behaviors. promoting the mission and vision assigned information services unit G:\Shared�Hlt-Competencies�PilotYrojects�lS.PilotUtevised IS Informa6on.Technical Analyst Competencies 1-V May 2UU4.wpd Page 3 of 3 City and SPRWS Information Services IS Information/Technical Analyst Job Family Shared Responsibilities -May 2004 (Attachment Four) .� ►� 1 � Shared Info/Tech Analyst I Info/Tech Analyst II Info/Tech Analyst III Info/Tech Analyst IV Info/Tech Analyst V Responsibilities Provides support to Performs programming work Performs programming work of Performs complex programming Perfornzs very complex Provides expert technical work of customers in meeting of basic compleacity in support intermediate complexity in work requiring an advanced progranmung work requirutg an the highest complexity for both their computer of an assigned technology support of information technology understanding of the City's eacpert understanding of the intemal and external customers. application needs. platform projects that involve multiple informarion technology business of the customer and the platforms and applications. infrastructure. corresponding infortnation requirements. Meets with customers Consults with customers; Consults with customers and Consults with customers on Consults with customers as a Consults with City IS to collect information determines the relevancy of works on projects of average complex projects of a scope that business partner in planning all mana.gement and makes necessary to define informarion regazding projects complexity and scope; prepares requires a thorough understanding aspects of information technology recommendarions regazding scope of projects, that aze usually nartow in plans and makes of the assigned customer's projects to meet future needs. projects that may set the futute establish priorities, scope, and usually involve recommendarions. information technology needs. direcrion of infotmaUOn and the deadlines of specific proganmvng technology in the City. projects. modules or processes. Participates in Performs basic programming, Consults with customers to Consults with customers in order Consuks with customers in order Consults with customeis in selecting appropriate including coding, generating understand their informarion to assist in planning for future to ensure the proper planuing for technology solutions to meet ad-hoc reports, and debugging needs; works on projects designed systems improvements. configurarion, efficiency, and upgrades; detemilnes the value of defined customer basic programs on an assigned to increase operaring efficiency, security of City applications. the retum on investment in new needs. informarion technology effectiveness or designed to adapt teclmology. platform. new operating requitements. Performs problem Performs prograxn testing and Performs coding and problem Performs work on complex Performs work on the most Performs expert professional solving on assigned fixes. solving on applications of systenas and solves associated coiaplex and advanced City level work on the most advanced City applications. average compl�ity affecting a problems; leads the analysis and applicarions requiring the teclmologies, solves problems broad range of projects, design of relevant databases and development of procedures to using the most soplristicated tools multiple processes within facilitate complex and corresponding solutions. business applications. implementations and disaster recovery. Parflcipates as a Assists in gathering relevant Prepazes basic project plans and Advises and assists less Assists other staff members in Serves as a member of the IS member of a work information from customers makes recommendarions on experienced team members in developing and implementing leadeislrip team; provides work team regazding projects; assists in infrashucture and process their development technical solurions. direction to lower level writing programming solutions. employees and facilibtes group documentarion or iraining problem solving processes. modules. Page 1 of 2 ♦� a_ ♦ �' Shared Info/Tech Analyst I Info/�'ech Analyst �II Info/Tech Analyst III Info/Tech Analyst IV TIIfo/Tech Analyst V Responsibilities � � � � � � ��, Assists in esta6lishing Follows set standaxds. Assists in establishing Participates in setring work Establishes procedural standards Makes iecommendations and meeting quality measurements for deternrining priorities and standards for all and guidelines for work projects. regarding Citywide procedural control standards for success of projects. aspects of a work pxoject. standazds and guidelines to all projects. Management personnel. Keeps current in Reads publications regazding Same Maintains lmowledge of cuttent Same. Maintains a lmowledge of information information technology and best practices and frends in new emerging trends in best pracrices technology best exchanges informarion technologies and applies that and new technologies and applies practices including regarding best practices and lmowledge in recommending tlus lmowledge to solving work new technologies and new technology with fellow solutions to work project issues project issues and organizafional trends. �nP�oyees and other people in and/or changes to processes. plaw�ing activities. the information technology field. Maintains a fle�ble Saxne Same Same Same Same work schedule and works the hours necessary to complete projects. G:VShared�EIR-Competencies�Pilot.Proiects�IS.PiloflRevised IS InformaGon Technical Analvst Shared Resoonsibilities I-V Mav 2004.wpd Page 2 of 2 City and SPRWS Information Services ` � IS SYSTEMS CONSULTANTS Job Famil Com etenc Matrix -Ma 2004 Attachment Five Shared $ystems Consaltant_I - Systems.Consaltant II _ _. _. Systems Consultant III _ � , _ _ _Systems Consultant IV _ _ Competencies (Each competency buidds upon the other as (Each competency builds upon the other as the (Each competency builds upon the other as the class, (Each competency builds upoa the other as the . .- ` --- --.._ -- - � We class series progresses.) � class series progresses.) . series progresses.) :�,;, � �� class series progresses.) � TeChlllCal ExpePtlse Demonstrates a basic understanding of the Demonsuates a good understanding of the Demonstrates an expert understanding of the Demonsuates a conceptual understanding of the �` City and Saint Paul assigned information services unit assigned informarion services uniYs current assigned informarion service unit infocmation City informarion technology environment and � Regional Water Services "�ormarion technology environmern. informarion technology envuonmern and the technology envuonment and the related goals and emerging trends in the indushy; demonstrates the � (SPRWS) Technieal related goals and objecrives of the information objecrives of the Informarion Services Unit; abIlity to apply this understanding in planning for Environment services unit; demonstrates an undexstanding of demonstrates an ability to impart this expertise to the and meering the Ciry's future information emerging trends in information technology. other staff inembers. technology needs. Technical Expertise Demonstrates an in-depth understanding of Demonsuates an in-depth understanding of assigied Demonstrates an expert understanding of one or Demonstrates a conceptual understanding of all Assigxed Platform assigned technical platform. informarion technology platform and current more information technology platforms or a information technology platforms and theu technology platforms, demanmates an specialty area such as database administrarion or interrelarionslup to assigned functional azea or understanding of the relationship of platforms for network infrastructure security; demonstrates areas. operarional purposes. conesponding hands on elcpertise; demonstrates an ability to impart tlus expertise to other staff members. TeChnlCal ExpeCtise Demonstrates a basic understanding of Demonsirates a good understanding of assigned Demonstrates an espert understanding of assigned Demonsirates a conceptual understanding of the Customer Applications assigned customer applicarions. customer applications; and demonsirates the customer applicarions; and demonshates the abiliry customer applicarions related to assigned ability tn do initial infrastruchxce planning. to provide ongoing infrastructute plannina; funcrional area oT ateas. demonstrates an ability to impart this expertise to the other staff inembers. PYOjeCt Demonstrates the ability to handle multiple Demonstrates the ability to focus energy and Demonstrates the ability to appropriately define Demonstrates the abiliry to manage all aspecu of Management� �d changing prioriries as assi�ed; prioritize the work; demonstrates the ability to prioriries in a changing environxnent, including a project or assigned func6onal azea having a PrloCitlZation� and demonstrates an ability to plan and lead plan, coordinate, and monitor basic projects and one's own priorifies, and the prioriries of others citywide impact; demons�ates the ability to small projects and installations; resources; demonstrates the ability to perform assigned to a demonstrates the ability to identify wlrich employee or technical issue PlaIIniIIg demonstrates the ability to define and effecrive feasibility studies on technical projects. prepare and work within pzoject plans and budgeu; requires immediate attenrion and plans for and measure results; demonstrates the ability to demonstrates the ability to develop protocols and takes effective and appropriate action. effecrively commimicate the status of standards based on industry best pncrices; projects to all parties. demonshates the ability to apply previous eaperience and knowledge to projecu; demonstrates the ability to idenrify appropriate perfonvance measurements in order to determiue the success of projects. Page 1 of 2 } Shared Systems Consultant I Systems Cansultant II, Systems Consultant III Systems Consultant I�? - � � - �� - Gompetencies (Each competency builds upon the other as (Each competency builds upon the other as the (EacH competency builds upon tlte other as the class Each competency builds upon the other as the . the class series progresses.) class series progresses.). � � �� series progresses.) �� -, �� class series progresses.) - — Problem Demonstrates the ability to effecrively Demonstrates the ability to conduct research of Demonstrates the ability to conduct reseazch of Demonstrates the ability to assist Inforniarion � Solving/AnalySls analyze and solve basic challenges; intermediate complexiry and perform in-depth advanced complexity and effectively analyze and Services staff and customers in problem solving r� demonstrates the abilily to deal effecrively pzoblem solvivg. solve problems that involve mulfiple platforms and and analysis as an internal ieader; demonstrates p.� with conflict by maintaining poise and applications or an azea of technical specialty; the ability to select technical employees and � seeldng acceptable solurions based on demonstrates the ability to apply one's technical supervisory employees best suited foi the o common goals and objectives. specialty to customer problems; demonstrates the assigned fiuncrional area and demonstrates the abiliry to appropriately assess the risks involved in ability and skills necessary to effecrively mu�age addressing problems with new technology. employee perfomiauce. CO1ttIDllniCatioII Demonsuates an ability to effecrively Demonstrates an ability to effectively lead Demonstrates effecrive writing and presentation Demonstrates the abiliry to speak and write in a communicate verbally and in writing; meetings; demonstrates an ability to effecrively sldlls in preparing project proposals, project plans, persuasive manner that can be understood by demonstrates the ability to create useful convey technical issues to systems users. technological and cost issues that can be understood employees at all levels within the City, including systems documentarion; demonsuates good by a broad spechum of individuals including elected officials; demonstrates the ability to interpersonal comm�micarion sldlls with customers, department managezs, and senior prepaze planning documents that can be used for customers and employees in situations that information services staff. a broad range of systems issues; demonstrates the may involve conflict; demonsuates ability to pzesent information regazding the use of attenfive listening sldlls, parience, information technology in an effective mamier to appropriate mamierisms, and adaptive senior City xnanagement. approaches in hauiing customers. CuStomeT Demonstrates the ability to understand Demonsuates sldll in applying cross platform Demonstrates the ability to coozdinate plauning Demonshates the ability to d'uect the planning COnSUltlrig customer operations and identify the knowledge in platming for the meeting of activities within an assigned customer service area activiries within an assigned Citywide funcrional corresponding information technology customer service needs. or azea of one's infoimarion tectwology expertise; azea. service needs. demoasirates the abiliry to develop customer service standards. TeamW oYk� Demonstrates the ability to be an effective Demonstrates effective cross funcrional work Demonstrates effecrive leaderslup of a work group Demonstrates effective leaderslrip of an assigned Management� and �� member in a cross functional work team leadersUip by encouraging individual by providing a positive influence to others and the functional area; demonstrates the ability to Lead¢YShlp team by accepting assignments willingly participation, creativity, and support of the group work environment; demons4ates the abiliry to be provide effective work direction to subordinate and cox�leting assignments within agreed decision making process; demonstrates an abIlity impartial, �ve effective technical work direction, employees by promoting the mission and vision upon rime lines; demonstrates consideration to effecrively mana.ge conflict and assist in the management of work group and of the unit and the desired work behaviors; of others, tacKulness, and support of individual emgloyee perfozmance; demonshakes The demonshates the ahility to facilitate the gcoup coworkers. ability to assist management in providing a technical problem solving process, recognizing posirive focus fox the organization. results, managing conflict, and negotiating for sarisfactory outcomes. lu:4SharealliK-COmpetencies�YlloLrro)ectsu.�'.Y�loflKevisea 15 lystems l:onsultant Competenc3es 1-tv May ZUU4.wpa Page 2 of 2 City axd SPRWS Information Services IS SYSTEMS CONSULTANTS - Job Family Shared Responsibilities - May 2004 (Attachment F�ve) Shared Systems Consultant I Systems Consultant II Systems Consultant III Systems Consultant IV Responsiblities - Provides leadership to other May provide technical direction and leadership to May assist the OfFice of Hnmsn Resources in ffie testing May assist the Office of Hnman Resources in the Assists Office of Human Resources in ffie testing and staff which may include lower level staff as assigned on a project basis. and selection of new employees; in the assigned azea of testing and selecqon of new employees; in [he selection of new employees; effeaively recommends or (� selection, direction, responsibility, may provide input to the assigned assigned area of responsibiliry, may provide input may hire employees; effecrively manages employee (� assigument, retenttou, informarion services unit management regazding the to the assigned information services unit performance throu� developing perfonnance � pedormance management, _ hiring of employees, the development of pedormance management regazding the hiring of employees, expectations, providing regular performance reviews, � employee development. expectations, and the review of employee performance, the development of perfom�ance expectations, rewards, and discipline; works with employees in � may act as a lead worker to a small work group of and the review of employee perfottnance, may act developing their competencies; works with an assigned Q employees providing a specific service. as a lead worker to a moderate size large section of the City Information Services Unit; departmental work team or functional work supervises subordinate personnel; may be involved in the team in a tnajor applicarion area having differing grievance resolufion process. levels of employee responsibiliUes. Meets with wstomers to Acts as a]iaison between the Information Services Develops a thorough understanding of the assigned Pedorms as an expert in a complex information Oversees, plans, and evaluates the work of a large section determine customer Unit and an assigned client unit; develops a good client operarions, usua]]y at the deparhnent or lazge technology specialty area such as database of the City Information Services Unit providing Citywide information technology understanding of the assigned client operations. office/division level; provides project leadership of coordinarion and management or network informafion technology support; develops section needs and works with cross deparimental work teams; ensures that ihe work infrastructm'e security; defines the technical budget, monitors eapenditures, and sets priorities. customers to establish team services provided meet or exceeds the customer's aspects of work projects; determines priorities and projects to meet identified expectations. ass3gnments in an area of technical specialry; needs; establishes steps in provides technica] leadership within the assigned implementing projects, informarion services unit; may make negutiates deadlines for recommendarions on employee hiring and comple8on of the projects, performance appraisals; monitors short and long and establishes standards to term technical plans and time lines. measure project success. Commuuicates with Provides project coordination with a specific Provides customers with the assigned information Provides a broad range of customers with project Provides leadership, on a Citywide basis, in the assig�ed customers, on a regular and customer in accordance with the specifically defined services unit information technology perspective or informarion including deparhnent and office City Information Services Unit information technology timely basis, as to t6e status implementation sieps of the project. direcrion and coordinates the needs of a broad customer directors, division managers, and senior assigned functional support area or azeas. of projects and the base with that d"uection. ]nformation services unit staff; advises customers occurrence of any changes on projear changes to avoid implementation in the implementarioa problems. process. Through strong customer Provides analysis and problem solving services in Provides analysis and problem solving services in areas Provides experiise in one or more inforznation Provides expertise on a conceptual basis of all input, analyzes work flows, areas of work flow, methods and processes that aze of work flow, methods and processes that aze of an technology areas; provides mentoring and infonnation technology platforms and the"v work methods, work of basic complexity. intermediate complexity level. technical assistance in educating infoimation interrelationship to the assigied City Infomiation processes, and identiSes services employees; acts as a resource to other Services Unit functional support azea or areas. problems. , consultants in analysis and problem solving activities at an advanced level of complexity. Page 1 of 2 �� r� r �: °.Shared Systems Consultant I Systems Consuitant II Systems Consultaut III Systems Consultant IV Responsibilities Conducts research into best Assists customers in the selection and procurement Panners with customers in detemvning appropriate Inh best practices, processes, and Applies best practices to the assigned City Information practices in information of information technology applicable to meeting application of best practices. protocols. Services Unit functiona] support area or areas. technology and applies customer needs. them when applicable iu meetiug the customer's needs. Installs, configures, and Provides basic tcaining in the effective use of Provides training of iritermediate complexity in the Provides training of advanced complexity in the Provides for the trainin�of assigsed staff in the tesk infrastructure and information [echnology tools and coordinates ef£ective use of information technology tools and installation, configuration, and testing of inshallation, configurarion, and testing of infrashvcture or departmeut speciflc training and /or installation activities with vendors coordinates h and/or installarion activities with infrastructure and applications. applica6ons related to the assigned City Information applications of information and contractors, vendors and contractors. Services Unit functional support azea or areas. technology. Maintains a flexibie work Same Same Same Same schedule; works the hours necessary to complete projects. G:\Shared�I3R-Competencies�Pilot.Projects�IS.Pilot�Revised IS Systems Consultant I-N Shared Responsibilities May 2004.wpd Page 2 of 2