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05-209Conncil l�le # �'o�� J Green Sheet # 3Q25348 RESOLUTION CIT,Y OF SAINT PAUL, MINNESOTA Presented by Referred To Committee Date 1 2 3 4 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached Memorandum of Agreement between the City of Saint Paul and the St. Paul Manual and Maintenance Supervisors Association (MMSA) to extend the prevaously approved pilot pro}ect withln the Department of Public Warks for the Public Warks Manual and Maintenance Supervisar positions. Yeas Na s Absent Benanav � Bosirom ,r Hazris � Helgen ;� Lantry ` Montgomery ` Thune ,� Adopted by Council: Date ��j'j�L, /��_��/�S Adoption Certified by Council Secretary � App� 3y: /� Requested by Deparhnent of: Office of H�� ?�an Resources I jJ p By: � f U�"` Form Appro Ciry P t By: for Si � �1anMa�n Y�b0Yme1 DEPARTMENTlOFFtCE7COUNCII.: Human Resources coxrncr r�sox & raorrE: LeeAnn Turchin 26b-6517 MUST BB ON COUNCAL AGENDA BY (DAT'� DATE IkY1TSATED 2l2sio5 ASSIGTiED NUhffiER FOR ROU7ING ORDER GREEN SHEET INITIAWDATE 1 D6PAR7A�N7 D1K � 2CiTYATLORSICY �,C Fp4qI1CtALS&RVD@ 3 6fAY06 (ORASSf.j TOTAL # OF SIGNATURE ai,i iocnTtoxs �ox os- ao� G No.:3025348 � IlVITIAL/DATE ,.�z.r�� ,,, y�'� FjNqNqAy SERV/ACCIG acnorr �QuESTSn: Approval of the attached Memorandum of Agreement (MOA) between the City and the Saint Pau1 Manual and Maintenance Supervisors Association. (MMSA) is requested. The MOA extends tbe previously approved pilot project within the Department of Public Works for supervisory positions outlined in the MOA. RECOMMENDAT10N5: Approve (A) m Reject (R) PLANMNG CObMISSION CIB CAI3IN11TEE CIVIL SERVICE COMM[SSWN PERSONAL SERVICE CON'CRACCS M[JST ANSWER THE FOLLOVVING QUESTIOIiS: 1. Hes Biis pe[sodfum ever vrodcal under a conuact fnrlfti: depaMient4 Ya t3o 2. HasNispuswJfumevecbeeaacityea@Wyee? Yes No �, pouthispersrnJfmnpossessaskiilnotnomullypossesseflbyanycursentcityemployee? Ye No A. Is tlris petsoNSrtn a targekd vmdoYl Yes No Fip{ain sil yes arewen on separare sheet and attach W greea sheet PiITIA?ItYG PROBLEM, ISSUE, OPPQKTCJNTTY (Who, What, When, Where, Why): On April 10, 2002, the City Councii approved the three-year pilot project between Saint Paul Manual and Maintenance Supervisors AssociaHon and the City for supervisory positions outlined in the MOA. Recentiy, the parties affected by the pilot ieviewed the results of Che thre�yeaz effort. A copy of the final report to the City Council is attached. ADVANTAGES IF APPROVED: Public Works and the affected bargaining unit will conrinue to receive mutual benefits for the City and the affected employees as noted in the final report. oisnnva.�v-rnc�s nF nrexoven: None. )ISADVANTAGES IF NAT APYROVED: 'he goals and objectives of the Department of Public Works regarding succession and workforce plauning may not e realized. )TAL AMOUNT OF TRANSACTION: COSTIREVENUEBUDGE �� UNDING SOTJRCE: ACTIVITY Nt3MBER MAR -0'7 20�5 �� °�3; °cz3r�� NANCIAL INFORMATION: (EXPLAIN) �� P�� Q & 20a5 hazed�HR-Competencies�Pibt.Projecis�Pu6lic.WorkslPW.ManMain.Pilot�Final.Rec.Package\Green Sheet-extension of M& M Supv Pilot Projeccwpd � , � , . , � � � � , � , ' . � � , , AOITffi3Ci OR�II2: � � � � ' Betowarecanectioutingsforthesacmostfrequentt9Pesofdocoments: , CO23TRACTS(ass�mtes'�thorizedliudget,e�sts) COiJbICII,RESOLUTl023CaucendbudB��PtB��) „" , I: Oatside�AgencY � � . � � i�..DapazhnentD'uGCtor ,� � �' ��, � � 2,'Depart�qe�rtDicecmr � „ �2�'O�ceofF"medciatSetviee`sDue,c•ton'', �,` � ' � 3.�CitpAttorn�.y �� , .. , ,�� , 3.�.Cft�rA�y,+,�, � � , � � 4. '�lvfayor/Assislmt <for conhscls,oqer $25 � � 4. Ivfa9prlAss�stant � � � � � s., �i,�� C�.�n�' o�� sQ 000� � s. �ciey� cWn�a � ; ' � � � � � �� 6., OfficeofFinanciat5avices-Acco�tiag , ' 6: Office�FatauoialSetvices-Ac�g ADIv}INLSTRATiVE ORDIILS (BndgetRevision) ' GOUNCII.ItESO�.tX1TON (all otL�s �d Ocdinances) � I� '�+�3'�M�B�`,��P�entAccoffitant � k ' �DepartmentDirector r ' ' � � � �tDuector 2. CitpA�q , , ,3. O,fficeofFi�cial§etvicesDiiECt� 3. MayperlAsdst�t � � 4. CitgCleiic � ;; � � � ",. � � 4., CityCouocik'� ' , � ' � S. Qffcx ofFivancial' Services -'Accoontiog; � � � � � � , , � ,� �� , � � � � � � � - � ADMII�IISTRt1'CiVE ORDII2S (att others) , ' &YECLTLlVE ORDII2 � ' ' a � �� l. Depa�Imeptl?�tor � I DepaztmeodD�ectnr � � � � � 2: CitS! Att�9 ,' ' 2 Ci4}� � 3: dfficeofFinenciat;Seercc�icesD"uecopr 3. bFayar/�sismut' ' , � � 4':��4y'Cleik � � � � � 4. C:itg'Cietk � � ' , ' � � �� ' TOTALNUMEIIZOF SIG�ATUREPAGES , Indicate the #�pages � wluch �goat�res at+e neqnited aad papeicBp orfhg exch af,these pages. '" � � �� , � � ��:�, �� ACTT023REQ�TES'P.ED� � �� ! , � � ' � � � � � �„ � �� Desc�a�be wketthe pioject/iequest seeks to acc�ipluh m either chronnlogical 'ordea � brder clf�mportmce,'whichever is, " mostepp�riatefatthe�sne: Do�twritecompletes�nces. Begiue�hifem,myrnuhstwsthrtverb,,, , � � �� „ � � �� RECOlo4�lENDA1TOIS5 �� . �� ' Compl�e ifdue is�e in quea�on hes baea p�d before an9 �Y PIIbfic orpavate. � � � �FERS033AT.;SII2VICE,COI3T�FACTS �� , �� , �' � , , � ° ', �,� � � � ' � � �� — ZLismf�atiaivi�libeusedtodetecmmetT�ecilp'sliab�7ityfazwork�scompensatio4de�s ta�sandpropercml2 ' � � � secvicehuiag'%u�es. � � � � � ' � , � 7NiTlATING PHOBI�M, TSSUE„ OPPORTUNITY — e L9iniliesitaatiau�conditions'tlt�«eafedaiieedfor � , 'ect�request � � � � �, . �� , � � � � �VAI�FCAGES IF �1PPROVED � '. 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Faab�tytodelivet�ervtce?�Co�e � ' � � �hightraflic,'noise accide�ra4e?'Losscaf ��revenue? � � � � � � �� ,. „ FFI3ANG7AL A�IPACT " oumusttailorthewf�ma4ionyonpcpvidefi�to:tfi�issuegonateadchessing,ingenetaiyonamst�swec Althan�Y, � , � � r ' � � twoqnesfions=�ow�mncliisitgovty�tocASf?�+VPhois,8��?�S�PaF�� „, , � �� , � � � � , , � � � � � , � -, „ � � � � �� „ � , � , - _ � � . � . „ . � �` � n � ��, � , � � � � �u, , � � � �q �, . , .. � , . ... � ,„ �� ,�,:�d 1.�.!"I�. : r�d .. i.w,.��'i i fr��4d,U.9.i�dh� �S-�o9 Z005 Memorandum of Agreement This Memorandum of Agreement (MOA) is made and entered into this � day of February 2�05, by and between the City of Saint Paul, hereinafter referred to as (City), and the Saint Paul Manual and Maiuteo?nce Supervisors Association, (MMSA). The purpose ofthis agreement is to continue the originally-established pilot project iafled "Saint Paul Public Works Competency Modeling Project Manuat Maintenance Supervisors" dated January 31, 2002 and the updated "Manual Maintenance Supervisors 7ob Family Competency Matris" dated February I6, 20Q5. The City and MMSA agree ttiat the extension of the pilot projeet sha11 continue to apply to those employees of the Department of Public Works who hold positions allocated to ihe following titles and aze represented by MMSA: Bridge Maintenance Supervisor I and II, Dispatcher, PW Supervisor T, II, and III, Sewer Supervisor I, II, and IlI, Traffic Maintenance Supervisor I, and II, and Vehicle Mechanic Supervisor I and II. The Public Works Field Supervisar utle will cominue as a Manual and Nlaintenance-represented title, but is not included in this pilot project at this time. The continuation of the project is now described in the attached docwnents: ■ Saint Paul Public Works Competency Modeling Project Manual and Maintenance Supervisors revised February 16, 2005. ■ Saint Paul Public Works Manual and Maintenance Supervisors Job Family Competency Mahix revised Fehruary 16, 2005. Modifications to the Civil Service Rules continue as follows: 1. Civil Service Rule 6.B (Examination Contents). Modify Civil Service Rule 6.B to allow qualifying examinations, e.g., pass/fail for promotion candidates. This rule, as modified, shall be used anly for e�minations used to detemune eligible candidates for promational vacanoies in positions allocated to the Bridge Maimenance Supervisor I and II, Dispatcher, PW Supervisor I, II, and III, Sewer Supervisor I, II, and III, Traffic Maintenance Supervisor I, and II, and Vehicie Mechanic Supervisor I and II classes in the Department of Public Works. 2. Civil Service Rule 7(Eligible Lists). Modify Civil Service Rule 7 to allow for promotion eligihle lists established for positions allocated to the Bridge Maantenance Supervisor I and II, Dispatcher, PW Supervisor I, I�, and III, Sewer Supervisor I, II, and III, Traffic Maintenance Supervisor I, and II, and Vehicle Mechanic Supervisor I and II classes in the Deparhnent of Public Works to resnain in effect indefinitely. It is agreed that grievances arising from terms and conditions of employment in the City of Saint Paul Civil Servace Rules and Salary Plan and Rate of Compensation shall corninue to be processed through the procedure ouflined in the cunent wllective bargaining agreement behueen the City and MMSA. Any grievances arising from alleged violations of the grocedures established in said pilot pro,}ect shall be subject to the Civil Service grievance procedure. However, because both parties aclmowledge that the Ciiy retains its inhereent mauageriai rights ta evaluate and select staff, any concems regarding the substantive determinations of the Competency Review Panel shall be appealed ta the Civil Service Commission as outlined in the revised ComQetency Modeling Project - Manual and Maintenance Supervisors doeument. 05- a�9 It is further agreed that tlus Memorandum of Agreemern sha11 continue to be in force for three years umil April 10, 2008 with an automatic extension to April 10, 2010 unless the City and the Manual and Maintenance Supervisors Association mutually agree to end or modify said agreement prior ta April 10, 200&. The terms o£ this MOA become effective upon the adopfion of a CouncIl Resolution by the Sairn Paul City Councii. Pinally, it is agreed that this Memorandum of Agreement shall nat be used to set, in any way, a binding precedent on either of the parties. �� Ange Nalezny, Resources Director Glen�� ident Saint Panl Manual and Maintenance Supervisors Association son Schmid , bor Relations Manager Aated: �! °�/�� D:1fIomelQuaiwmm�EudoraL4ifndi W emo.of.Agree105.M&M3.wptl os- ao9 CTI'Y OF SAINT PAUL Randy Ke11y, Mayor MEMO TO: Kathy Lantry, Council President Jay Benanav, Counaiimember Dan Bostrom, Councifinember Pat Harris, Councilmember Lee Fielgen, Counciimember Debbie Montgomery, Gouncilmember dave Thune, Cou,�cifinember FROM: Robert Sand Glenn Kadrlil � DATE: February 16, DEPAR'PMENT OF PUBLIC WORKS Ro6ers G. Sandquis; Direc[or 1000 Ciry Hat! Annex ?5 West Fourth S[reet Sairtt Paul, Minrsesata i51Q2-1660 Fax; 651-292-7857 Ifc Works Director and Maintenance Supervisor Association President SUBJECT: Public Works Competency Modeling Project Manuai and Maintenance Supervisors in accordance with the provisions of the City Councii resolution impiementing the above referenced project, we are providing the City Council with information regarding the resuits of the three-year pllot project noted above. The Manual and Maintenance Pilot Pro}ect was implemented effective Aprii 12, 2�02. In July �999, the Public Works Succession and Workforce Planning Team proposed that the department focus their attention on a number of high-priority tasks. A driving reason for developing a succession and workforce plan in 1999 was the anticipated retirement over the next five-eight years of a number of manual and maintenance supervisors. This anticipated turnover has already begun. From the initiation of this pifot project in 2002 to the present, the Department has filled seven vacancies using the competency-based system. More vacancies are expected in the near future. 7he cornerstone ofi the pitot project is a competency-based job ciassifica6on system for Manual and Maintenance Supervisor positions. An integrated system of promotiona{ hiring and pertormance management has been implemented and yieiding good resutts. The positive results of this three-year pilot project are fourfoid and serve the City and employees well. Positive Resutts 1. Public Works and Human Resources are currentty administering a streamlined promotionai process for Manua{ Maintenance Supervisor vacancies. 2. The high quality of the promotionai candidates has been maintained. The system identifies developmental or training needs for individuai employees aliowing an employee ta pursue an individualized development plan. This is a pfus for both the employee and the organization. AA-ADA-EEO Employer os-ao9 Memo to City Councii Manual and Maintenance Supervisor Competency Evafuation Page 2 February 16, 2005 3. Through an agreement with the affected bargaining unit, management flexibility refative to the seleotion of the best-fit candidate for a particulas vacancy is possible. This assures that an empioyee wil{ 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 repeatediy test for vacancies in a job class, since once they are declared competent and qualifiied; they remain on the eligible list for tuture vacancies in the c4ass. This saves both time and money for the organization and is beneficial for the empioyees as weii. Continuation of Pifot Project Proposed The parties involved in this three-year pifot project have recently reviewed both the process and the overail results. They are in agreement that a Memorandum of Agreement between the parties shouid continue in force uniess and until the Cifij and the Manual and Maintenance Supervisors Association mutual{y agree to end or modify the agreement. This does not preclude one or both parties from proposing a change during the term of the MOA, which is attached. cc: Angie Natezny, Human }?esource Director os-ao9 City of Saint Paul Public Works Competency Modeling Project Manual and Maintenance (M and 1Vn Supervisors Defining CompetencieslCompetency-Based Systems Competencies are the knowledge, sldlls, abilities, cbaracteristics, attributes, and behaviors associated with successful performance on the job. Some examples are problem solving, analytical tiviflcing, communication, teamwork, leadership, and customer service. Competency-based classification systems allow organizations to move beyond the o1d "box" on the organizational chart which was a strict set of duties defining a job. Competencies promote more flexibility and keep up with constant change in the variety of work. They also allow the organization to develop other human resource systems, e.g., employee development, recruitment and selection, and performance management. In July 1999, the Public Works Succession and Workforce Planning Team proposed that the Department focus their attention on a number of high-priority tasks, which would position the Department for the future. A driving reason for action is the anticipated retirement of several engineers and techrticians in the next few years and Manual and Maintenance Supervisars over the next eight to ten years in larger ttumbers. One of several goals the Planning Team established, given the anticipated retirements, was to develop a competency-based system. In this case, a competency system would show employees what future job success would require and what development and training should be undertaken to meet the fizture requirements. Work began with the Civil Engineering and Technician positions, and has continued with the Manual and Maintenance Supervisors. A Manual and Maintenance Steering Team and a Working Group were established. Their charge was to develop competencies and an implementataon plan for the Manual and Maintenance Supervisors class series. The Working Group recommended competencies for all titles within the Manual and Maintenance }ob series found in Public Works, which were then validated by individuals currently holding those tifles and the respecrive Division Managers. The Steering Team recommends the following implementation strategies: ■ Use competencies as the basis far future training, education, and development, recruihnent and selection, and performance management within Public Works. ■ Continue to use the core competencies for Manual and Maintenance posirions that were adopted by Public Works Administration in 2000, namely: EducarionaURegistration Requirements; Technical Expertise; Project & Program Management; Communications; Teamwark, Management, and Leadership; and Customer Service. ■ Establish an administrative structure to detennine competency, which is outlined in the next section of this document. Page 1 of 6 p5- ao°� Envisioning the Future The Working Group focused its efforts upon defining what success for Manual and Maintenance Supervisors would look like now and in the future. How do we go about defining what would constitute competency, and how do we ensure that Public Works employees will be successful in the foreseeable future? There is an understanding that Manual and Maintenance positions could well become more difficult to fill in the future due to an increasingly comperitive job market. How we recnzit for positions in the future, how quickly we can hire individuals, and how competirive our salaries and other benefits aze will have a huge influence upon our future success. The Steering Team made the foilowing assumptions as part of their wark: The current Manual and Maintenance titles will be maintaaned: Bridge Maintenance Supervisor I and II; Dispatcher and Public Works Supervisor I, II, and III; Public Works Field Supervisor (F3owever, this particular title is not included in the Competency Matrix at this time.); Sewer Supervisor I, II, and III; Traffic Maintenance Supervisor I and II; and Vehicle Mechanic Supervisar I and II. That all individuals cunently holding these permanent titles met the competency levels defined in the "Saint Paul Public Works Manual and Maintenance Supervisors Job Family Competency Mah dated February 16, 20Q5. Continuation of Public Works M and M Competency-Based System This document represents and describes the current processes involved in the administration of the Saint Paul Public Works Manual and Maintenance competency-based HR systems. Promotional Selection Processes ■ Establish a three-member Competency Review Boazd (CRB) within the Department of Public Works. Composition of the three-member panel is to be comprised of at least one Manual and Maintenance Supervisor who hoids a higher title than that being reviewed, with the remaining members being either Manual and Maintenance Supervisors ar Project Engineers who have fieldlconstruction experience. Supervisors from different Divisions may serve on the Boud when they have technical knowledge concerning the position being filled. ■ Use the current Adminisirative Guidelmes established for the Manual and Maintenance competency system to administer the Manual and Maintenance Boards. Page 2 of 6 c�5-ao� ■ Convene the CRB periodacaliy and regularly, e.g., quarterly or more frequently if necessary. ✓ The convener of the Board shall be the Personnel Liaison for the Department. The Personnel Liaison will configure the boazd with Manual and Maintenance Supervisors at the appropriate level or Project Engineers with fieldlconstrucrion experience who will be asked to serve as board members. The approval of the Campetency Review Board Members shall be at the discretion of the Public Works Director. ✓ The Personnei Liaison will keep a record of the Competency Review Board's competency determinations, ma3ntaining a current list of internal promotional candidates for future position vacancies. ✓ Employees wi11 be responsible for producing evidence that they have the education, certificates, and registrations required. ✓ Competency Certification, once achieved, remains current until the Competency Matrix is revised and new requirements are added. ✓ Use a four-point, 75°lo pass/faii rating scale to determine individual coinpetency ratings. ✓ Convene the Competency Review Panel when: - Manual and Maintenance Supervisor position(s) becomes available within the DepartmenY. - Employees request a competency certification review because they believe they haee attained the required competencies. ■ Provide a feedback process for employees regazding the Competency Review Board's determinations, e.g., what specifically should an employee do to demonstrate competency. The Persannel Liaison should provide this feedback to employees on behalf of the Board members. ■ Ensure that an appeal process is in place for empioyees to use when necessary. It is further agreed that grievances arising from terms and eondirions 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 Manual and Maintenance Supervisors. Any grievances arising from alleged violations of the procedures established in said pilot project sha11 be subject to the appeal process set forth in Civil Service Rule 26: Grievance Procedure. Whila both parties acknowledge that the City retains its inherent managerial rights to evaluate and select staff, when concerns regarding the substantive determinations of the Competency Review Panel occur, the parties agee to conduct an administrative review between the Human Resources Director and the Bargaining Unit Representative, which shall occur prior to an appeal being made to the Cavi1 Service Commission. Page 3 of 6 p5-�o°� Filling Vacancies, Internally and Externally The Steering Team specalates that selection of fuhue Manual and Maintenance Supervisors will most often occur as a promotion from within, but may on occasion involve hiring from outside fhe City. Promoting from within shall be done based upon the Competency Review Board's pass/fail recommendations using the selected tesring methodology. ■ Use the current "Manual and Mafntenance Supervisors 7ob Family Competency Matrix" to hire and promote Manual and Maintenance Supervisors in Public Works. Involve the Division Manger in determining the testing methodology for internal candidates, assisting the Public Work's Personnel Liaison in devising an appropriate selection process. Promotion, using the competency matrix, is not automatic. Promotion remains a management decision in that a position must be vacant and a decision to fill that position must be made by management. Hiring from the outside. If no candidates are availabie internally, hiring at any level of the Manuai and Maintenance Supervisory series should be done using the minimum quals and competencies established for the appropriate supervisory level. The Competency Review Boazd would conduct the competency review. Classification Processes ■ Use the currenY "Manual and Maintenance Supervisors 7ob Family Competency Matrix" to replace previously-utilized 7ob Specifications. Training, Education, and Development Processes Employee Responsibilities: The role of individuals and employees is one of personal responsibility to maintain their own competence and mazketability. Bmployees should demonstraYe competency to perform their current job and look for ways to prepare for the future. Employees will be expected to exercise personal responsibility for their own training, education, and development, in essence, attaining and maintaining their competence. Page 4 of 6 D5- ao� Employer Responsibilities: Public Works, as the employer, has a responsibility and a commitment to assist employees to attain and maintain their competence, since competent employees benefit both the organizarion as a whole and the individual employees within the organization. In addition to maintaining competency for one's current position, Public Warks should provide employees with career development oprions, e.g., rotation, cross-training, education, and development opportunities. Again, the belief is that this benefits both individuals and the organization. ■ Ensure that training and development is offered, either intemally or externally, in the core competency areas identified in the cunent "Manual and Maintenance Supervisors Job Family Competency Matrix." ■ Provide adequate funding and allow time for traaning, education, and development opportunities necessary to maintain employee competencies. Find ways to develop employees, thus increasing their individual competency and value to the organization. Performance Management The competirive environment we wark in demands that attention be focused on managing job performance. This means performance management is more than simply filling out an annual performance evaluarion. Performance management is instead focused on the management responsibilities ofplanning, observing, evalnating, developing measurements, and job performance indicatars. The development of care competencies is a critical component to improve effectiveness, efficiency, and productivaty within Public Works. As Public Works strives to implement its Succession and Workforce P1ati, it wil] be important to provide consistency for performance management throughout the Department. The competencies as ouflined in the current "Saint Paul Public Works Manual and Maintenance Supervisors Competency Matrix" will form the basis of the performance management system. ■ Incoxporate competencies into "Annual Employee Performance Evaluations" used within Public Works. ✓ Use the core competencies identified in the cunent "Manual and Maintenance Supervisors Job Family Competency Matrix to revise the performance evaluations as needed. ✓ Each Manual and Maintenance Supervisor within Public Works should have an annual competency development planning discussion as part of their performance evaluarion. This discussion would include areas to attainlmaintain competency for current position, and/or a discussion o£how to attain future competency. When holding these annual discussions with employees, use competency Page 5 of 6 evaluation data from the Competency Review Board if that is available. ✓ Educate Managers and Manual and Maintenance Supervisors on how to incotporate competencies into the annual performance reviews. �,-�o°t Dated: January 31, 2002 Revised: March Z0, 2002 Revised: Febraurp 16, 2005 G:�Shared\HR-Competencies�Pilot.ProjecisV'ublic.Works�PW ManMain.Pilot�Final.Rec.Package\comp.model.document216.O5.wpd Page 6 of 6 � 0 � � Saint Paul Public Works Manual and Maintenance Supervisors Job Family Competency Matrix (F'ebruary 2005) Each competency builds upon the other as the class series progresses.) � c n ca �. e . e � r �y� �� . . .� , - . e . us � ca , � e - se � s a e e �ec , ca �ki� e:c�iu"� �,� �� Bridge Maintenance Supervisor I Demonstrates an understanding of the full range of procedures, Demonstrates an ability to ideatify basic nsks and liability Demonsaates an understanding uf the operation of the various techniques and equipment used in bridge conshvction maintenance implicarions associated with the work and take appropriate action to tools and equipment used in bridge maintenance activities and Must possess a valid MN Class D Driver's �d repair and demonstrates an understanding of the common laws min'vnize those risks; demonstrates an ability to refer common legal keeps cunent on advancements; demonstrates computer skills in License and have certification as a Level I and regulations affecting bridge maintenance and repair; issues to higher level supervisory authority; demonstrates an operating a keyboazd and mouse and basic computer skills Bridge Safety Inspecrion Assistant as demonstrates the abiliry to apply this understanding in identifying understanding of established safety practices and equipment care necessary to produce required reports and work related fonns. defined by MnDot Technical Certification and resolving tbe common problems associated with the work procedures and demonshates an ability to insW ct others in such Program. practices and procedures. Bridge Maintenance Supervisor II Demonstrates an understanding of the full range of procedures, Demonstrates an ability to identify the full range of risks and liabiliry Demonstrates an undersianding of the operation of the various techniques and equipment used in btidge construct�on, maintenance implications associated with the work and take appropriate action to tools and equipment used in bridge maintenance activit�es and Must possess a valid MN Class D Driver's and repair and demonshates an understanding of the full range of minimize those risks; demonstrates an ability to confer with the City keeps current on advancements; demonshates computer skills in License and certification as a I.evel II laws and regulations affecting bridge maintenance and repair; Attomey's Office in addressing legal issues; demonstrates an operating a keyboazd and mouse; demonstrates the abiliry to use Bridge Safety Tnspector and Level II demonstrates the abiliry to apply this onderstanding in identifying understanding of established safety pracrices and equipment caze common computer software such as spreadsheets, word Bridge Construction Inspector as defined �d resolving the full range of problems associated with the work. procedures and demonslrates an ability [o mstruct others in such processing„ database management, and Intemet seazch tools. by MnDOT Technical Certificatio� practices and procedures. Progam. IYispatcher Demonstrates an understanding of the full range of State and City DemonstrnTes an abiliry to identify the fuli range of risks and liability Demonstrates an understanding of and ability to operate various Laws, ordinances, rules, regulations and P�blic Works Department implicarions associated with the work and take appropriate action to tools and equipment used in street maintenance activities; Must possess a valid MN Class B Driver's operating procedures goveming sheet maintenance, construction, minimize those risks; demonstrates an ability to confer with the City demonstrates wmputer skills in operating a keyboazd and License (CDL). cleaning, and sewer construction; wrth partiwlaz emphasis given to Attomey's Office in addressing legal and ]iabiliry issues including mouse; demonshates the ability to use wmmon computer demonstratmg an understanding of snow plowing including snow those associated with accidents inwlving Public Works Street softwaze such as spreadsheets, word processing database emergencies, street sweeping. patching, and overlays operaring Maintenance Drvision equipment. management, and Intemet seazch tools. procedures; demonstrates an abiliry to apply th�s understanding in identifying and resolvmg the full range of problems associated with the work; demonstrates an �nderstanding of the duties and responsibilitres of the various �ob classifications and temvs and conditions of employment set forth in the labor agreements for the umons representing employees in positions in those job classes. Page 1 of 4 � c"d � � 0 Sewer Supervisor rII Demonstrates an understanding of the full [ange of Federal, State, Demonshates an ability to identify the full range of risks and liability Demonstrates an unders[anding of the opeiation of various tools and City Laws, ordinances, rules, regulations, guidelines, and implicarions associated with the work and take appropriate action to and equipment used in sewer maintenance activities and keeps Must obtain a Class S-A Wastewater Public Works Depattrnent operating procedures goveming sewer minimize those risks; demonstra[es an ability to confer wiih the Ciry wrrent on advancemevts in same; demonshates computer skills Treahnent Facility Operator Ce[tificate collection sys[em, operation, maintenance, and construc[ion; Attomey's Office in addressing the full range of legal and liabiliry in operaTiqg a keyboard and mouse; demonstrates the ability to issued by the MN Pollution Control demonstrates an abiliry to apply this understanding in identifying issues; demons[rates an understanding of established safety practices use common computer sofrware such as spreadsheets, word Agency within one yeaz of appointment or and resolving the more complex problems associated with the and equipment caze procedures ar�d demonstrates an ability to instruct processing„ database management, and Intemet seazch tools. employment and a valid MN Class D work others in such practices and procedures. Driver's License. Tcaffic Maintenance Supexviso[ I Demonshates an understanding of the full range of Federal, StaTe Demonstrates an abiliry to identify the full range of risks and liability Demonstrates an understanding of the operation of the various and City Laws, ordinances, ru]es, regulations and Public Works implicarions associated with the work and take appropriate action to too]s, machmes, and equipment used in the installation, Must possess a valid MN Class B Department operaring procedures goveming traffic signs and traffic minimize ffiose risks; demonstraTes an ability to refer common legal maintenance and repair of traffic signs and keeps cunent on Commercial Driver's License (CDL). control; demonstrates a good understanding of the location of City issues to higher level supervisory authority; demonst�ates an advancements in same; demonstrates computer skills in of Saint Paul streets and atleys; demonstrates an ability to apply understanding of estahlished safety pracrices and equipment care opernring a keyboard and mouse and basic computer sMlls this understanding in identifying and resolving the full range of procedures and demonshates an ability to instruct others in such related to producing required reports and work related forms. problems associated with the work. practices and procedures. Traffic Maintenance Supervisor II Demonstrates an understanding of the full range of Federal, State, Demonstrates an abiliry to identify the full range of risks and liability Demonstrates an understanding of the operation of the various and City Laws, o7dina�ces, rules, regulations and Public Works implications associated with the work and take appropriate acrion to tools, machines, and equipment used in the installation, Must possess a valid MN Class B Depariment operating procedures gwernin� traffic signs and traft'ic minimize those risks; demonstrates an ability to confer with the City maintenance and repair of traffic signs, slreet markings, pazking Commercial Driver's License. control; demonstrates a good understanding of the location of City Attomey's Office regazding lega] and liability issues; demonstrates an meters, and painting opera[ions and keeps cunent oa of Saint Paul streets, alleys, and roads requirirtg stree[ sigcis and understanding of established safety practices and equipment care advancements in same; demonstrates computer skills in markings; demonstrates an abi]ity to apply this understanding in procedures and demonstrates an ability to i�shvct others in such operating a keyboard and mouse; demonstrates the ability to use identifying and resolving the full range of problems associated with p�actices and procedures. comnwn computer sofiwaze such as spreadshee[s, word the work, processing„ database management, and Intemet search tools. Vehicle Mechanic Supervisor I Demonstrates an understanding of the full range of procedures and Demonstrates an ability to identify the full range of risks and liabil�ty DemonsRates an understanding of the operation of and skill in techniques used in secvicing, repairing and maintaining veh�cles in implications associated with the work and take appropriate acrion to the use of the vanous tools, machines, and equipment used in the Must possess a valid MN Class B the municipal Tleet; demonstrates an ability to apply this minimize those risks; demonstrates the ability to refer the full range of repair, overhaul, and maintenance of vehicles in the municipal Commercia] Driver's License (CDL) and �derstanding in identifying and resolving the full range of risks and liabilities to higher level supervisory authority; demonstrates fleet and keeps current on advancements in same; demonshates MnDOT Commercial Vehlcle Inspection problems associated with the work. an understanding of established safety practices and equipment care computer skills in operating a keyboazd and mouse and basic Certificate as defined by the MnDOT procedures and demonshates an ability to instruct others in such computer skills related to producing zequired reports and work Technical Certificarion Program. practices and procedures. related foims. Vehicle Mechanic Supervisor II Demonstrates an understanding of the fu]] range of procedures and Demonsh�ates an ability to identify the full range of risks and ]iability Demonshates an understanding of the full range of current techniques used in servicing, repairing and maintaining municipal implications associated with the work and take appropriate action to technology used in servicing, repaieing, and maintaining a Must possess a Commercial Driver's vehicles; demonstrates an understanding of the Public Works minimize those risks; demonstrates an ability to confer with the City variety of heary motoriZed equipment, hvcks, and automobiles; License (CDL). operational use of the full range of vehicles assigned to the Attomey's Office regazding legal and liability issues; demonstrates an demonshates an understanding of ffie full range of operational municipal fleet; demonstrates an ability to apply this understanding understanding of established safety practices and equipment caze uses for such vehicles and keeps cu[rent on advancements in in identifying and resolving the more complex problems associated procedures and demonshates an ability to instruct others in such same; demonstrates computer skills in ope�ating a keyboard and with the work. practices and procedures. mouse; demonstrates the ability to use common computer � software such as spreadsheets, woxd processing, database management, and Tntemet seazch tools. Page 3 of 4 Project and Program Demonstrates an ability to prioritize own work, the work of others, Demonstrates an ability to prioritize own work, the work of others, and Demonstrates an abi]ity to prioritize own work, the work of Management, Prioritiztion, �d meet project and prograzn deadlines; demonshates an ability to meet project and program deadlines; demonstraTes an ability to assist others, and meet project and program deadlines; demonstrates an assist in the planning coordination, and monitoring of projects and in the planning, coordination, and monitoring of projects and abiliry to plan, coordinate, and monitor projects and programs Planning and Finances programs in assigned azea of responsibility; demonstrates an ability programs in assigned azea of responsibility; demonstrates an ability to and develop factors for measuring project and program success to make sure that project and program funds aze used effecrively appropriately monitor the daily distriburion of project and program in assigned azea of responsibiliry; demonstrates an abiliry to and efficiently, funds. appropriately monitor the overel] distribution of project and program funds. COIDII1llII1CahOIIS Demonstrates an ability to effectively listen, speak, write, and Demonstrates an ability to effectively listen, speak, write, and intemct Demonstrates an ability to effectively listen, speak, write, and interact tacffully in a work group or with the public. tactfully in a work group or with the public; demonstrates a verbal and interact tactfully in a work group or with the public; written abiliry to appropriately respond to informarion requests from demonstrates a verbal and written ability to appropriately citizens and the media; respond to information requests from citizens and the media; demonstrates an ability to effectively respond to a variety of demonstrates an ability to effectively respond to a variety of complaints in verbal and written form; demonstrates an ability to complaints m verbal and written fomt; demonstrates an ability to produce effective written reports, memoranda and letters. produce ef£ecrive written reports, memoranda and letters; demonstrates skil! in publicly presenting inforntarion to community groups, including elected of£cials. Teamwork, Management, Demonstrates effective ]eadership of an assigned work goup by DemonsRates effective leadership of subordinate supervisors and Demonstra!es effective leadership of subordinate supervisors by and Leadership actively supporting the mission and vision of the division and/or assigned work groups by acrively supporting the mission and vision of actively supporting the mission and vision of the division and/or department and positively influencing the work environment the division andlor department and positively influencing the work deparhttent and posttively influencing the work environment through regulazly following work rules, being on time for work, not environment through regularly fo]]owing work rules, being on time for through regulazly following work rules, being on time for work, leaving eazly, and not abusing sick leave; demonstrates work, not leaving eazty, and not abusing sick ]eave; demonstrates not leaving eazly, and no[ abusing sick leave; demonstrates consideration fot others, tact£ulness, support of the decisions of consideration for others, tactfulness, support of the decisions of higher consideration for others, tactfulness, support of the decisions of higher level supervisors, support of subordinates, and impartial level supervisors, support of subordinates, and impartial application of the engineers and management, support of subordinates, and application of work assignments and work rules; demonstrates an work assignments and work rules; demonstrates an abiliry to hain impartial application of work assignments and work rules; ability to train employees in proper and safe work methods, coach employees in proper and safe work methods, coach employees and demonshates an ability to nain employees in pxoper and safe employees and manage their pedomiance; e�ibits crearivity manage their performance; exhibits creativity in solving complex work work methods, coach employees and manage their perforrt�ance; solving everyday work problems. problems. exhibits creativiry in antic�pating and solving the most complex work problems. Customer Service Demonstrates a commihnent to customer service; demonstrates an Demonstrates a commitrnent to customer service; demonstrates an Demonstrates a commitrnent to customer seroice; demonstrates understanding of the sernces provided and the sernce standazds; understanding of the services provided and suggests �mprovements in an understanding of the services provided and sets the service demonstrates a willingness and ability to ass�st the customers by the service standards; demonshates a willingness and abiltty to assist standazds; demonstrates a willingness and abiliry to assist the answering their questions or making a refettal; demonstrates an the wstomers by answering their questions or making a refemal; customers by answering their quesrions or making a refenal; ability to assist in idenrifying the needs of the customers. demonshates an ability to assist in idenhfying the needs of the demonsRates an ability to identify the needs of the customers; customers; demonstrates an ability to appropriately respond ro demonstrates an ability to appropriately respond to the most customer complaints. complex and dtfficult customer complaints. G:\Shazed�FiR-Competencies�PilotProj ects�Public. W orks�P W.ManMain.Pilot�Final.Rec.PackageuVIan.Main.Co�etency.Matrix 2.16.OS.wpd Effecfive 5/4/04, minimum qualificarions for Sewez Supervisor III were revised through the 20-day notice ptocess. Effecrive 3(1(O5, minimum qualifications for PW Supervisor I and II wexe revised fluough the 20-day norice process. Page 4 of 4 � �'6 � O PW 5upervisot' I Demonstrates an understanding of the common State and Ciry Demonstrates an abiliry to identify basic risks and liability Demons[rates an understandin� of the operarion of the various Iaws, ordinances, rules, regulations and Public Works Departrnent implications associated with the work and take appropriafe action to tools and equipment used in street maintenance activities and Must possess a valid MN Class D Driver's operating procedures goveming street maintenance, construction, minimize those risks; demonstrates an abiliry to refer basic legal issues keeps current on advancements in satne; demonstrates computer License. Mus[ have four yeazs of deaning, snow removal and basic sewer conswction; to higher level supervisory authority; dertwnshaYes an understanding skills in operaring a keyboazd and mouse and basic computer experience in the Public Woxks' Street demonstrates a colmnon understanding of City of Saint Paul streets, of established safery practices and equipment care procedures and skills related to producing required reports and work related Maintenance Division as a Dnver- alleys, bridges, and sewer system; demonsfiates an ability to apply demonstrates an ability to instiuct others in such practices and foims. Operator, Street Services Worker, or �is understanding in identifying and resolving the noimal procedures. Heary Equipment Operntor. problems associated with the work. PW Supervisor II Demonstrates an understanding of the full range of State and Ciry Demonstrates an ability to idenrify common risks and liability Demonstrates an understanding of the operation of various tools Laws, ordinances, rules, regulations and Public Works Deparlment implications associated with the work and take appropriate action to and equipment used in street maintenance activities and keeps Must possess a valid MN Class D Driver's opernring procedures goveming street maintenance, construction, minimize those risks; demonstrntes an abiliry to refer common legal wtrent on advancements in same; demonsfrates computer skills License. Must have three yeazs cleaning, snow removal and basic sewer construction; demonstrates issues to higher ]evel supervisory authoriry; demonstrates an in operating a keyboazd and mouse; demonshates the abiliry to a good understanding of City of Saint Pau] streets, alleys, bridges, understanding of established safety practices and equipment care use common computer softwaze such as spreadsheets, word experience working in the Public and sewer system; demonstrates an ability to apply this procedures and demonstrates an ability to instruct othezs in such processing„ database management, and Intemet seazch tools. Works' Street Maintenance Division understanding in identifying and resolving the full range of pracrices and procedures. as a Public Works Supervisor. problems associated with the work PW Supervisor III Demonstrates an understanding of the full range of State and City Demonstrates an ability to identify the full range of risks and liability Demonstrates an understanding of the operation of various tools Laws, ordinances, rules, regulations and Public Works Department implications associated with the work and take appropriate action to and equipment used in street maintenance acrivities and keeps Must possess a valid MN Class D Driver's operating procedures goveming street maintenance, construction, minimizz those risks; demonstrates an ability to confer with the Ciry cuirent on advancements in same; demonstrates computer slnlls License. cleaning snow removal and basic sewer construction; demonstrates Attomey's Office in addressing the full range of legal and liability in operating a keyboard and mouse; demonshates the ability to an expert understanding of Ciry of Saint Paul sVeets, alleys, issues; demonstrates an understanding of established safety practices use common computer software such as spreadsheets, word bridges, and sewer system; demonstrates an ability to apply this and equipment caze procedures and demonstrates an abiliry to instruct processing„ database tnanageme�t, and Intemet seazch tools. undersianding in idenrifying and resolving [he more complex others in such practices and procedures. problems associated with the work. Sewer SupervisOr I Demonstrates an understanding of the wmmon Federal, State, and Demonstrates an ability to identify basic risks and liabiliry Demonsffates an understanding of and skill in the safe operation City Laws, ordinances, rules, regulations, guidelines, and Public implications associated with the work and take appropriate action to of the vatious tools and equipment used in sewer maintenance Must possess a Class S-D certificate W orks Deparhnent operaring procedtues govertaing sewer minimize those risks; demonsffaYes an ability to refer basic legal issues acirvities and keeps cunent on advancements in same; issued by MN Pollution Control Agency collection system operation, maintenance, and construction; to higher leve] supervisory authonty; demonstra[es an unders[anding demonstrates computer skills in operating a keyboazd and mouse upon hire and a Class S-C prior to end of demonstrates an ability to apply this understanding in identifying of established safery practices and equipment caze procedures and and basic computer skills related to producing required reports probationary period. Must possess a valid and iesolving the noimal problems associated with the work. demonstrates an abiliry to instruct others ia such pracrices and and work related fortns. MN Class B Commercial Drivers L�cense procedures. (CDL). Sewer 5upervisor II Demonshates an understanding of the futl range of Federal, State, Demonstrates an abil�ty to identify the full range of risks and liability Demonstrates an understanding of the operation of the various and Ciry Laws, ordinances, rules, regulations, guidelines, and implications associated with the work and take appropriate action to tools and equipment used in sewer maintenance actrvities and Public Works Department operating procedures goveming sewer minimize those risks; demonstrates an ability to refer common legal keeps cunent on advancements in same; demonstrates computer Must possess a Class S-B Wastewater collection system operation, mamtenance, and construction; issues to higher level supervisory authority; demonshates an skills in opernting a keyboazd and mouse; demonstrates the Treatment Facility Operatnr Certificate demonstrates an ability to apply this understanding in �dentifying understanding of establ�shed safety practices and equipment care ability to use common compnter softwue such as spreadsheets, issued by the MN Pollution Contro] and resolving the full range of problems associated with the work procedures and demonstrates an ability to instruct others in such word processing„ database management, and Intemet seazch Agency and a valid MN Class D DrivePs practices and procedures. tools. License. Page 2 of 4