05-961. • . CouncilFile# �S'��
Presented
Refeired To
Conrznittee Date
1 IiESOLVED, that the City Council of the City of Saint Paul hereby approves and rarifies the attached
2 Memorandum of Agreement between the City of Saint Paul and American Federation of State, County and
3 Municipal Employees Local #1842 (AFSCME) to extend the previously-approved pilot project within the
4 Departrnent of Public Works for Engineering Technician positions.
Yeas Nays Absent
Benanav ✓
Bos4om �/
Hanis �
Helgen �
Green Sheet # 3028075
RESOLUTION
OF SAiNT PAUL, MINNESOTA lp
Requested by Deparhnentof:
Office of Human Resources
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"` DEPARTMENT/OFFICE/COUNCII.: DATE INITIATED Gg�EN SHEET No.• 3028075
Human Resources 9-20-2005 '
- CONTACT PERSOtt & PHONE: INi'cu[/nA'rE narcw/nA're
LeeAnn Turchin 266-6517 1 DEPAR[MENT DIlt �_ <��o�a.
MUST BE ON COUNCIL AGENDA BY (DATE) .�.SS[GtvE'u z ctrreimxa�r �^`�Y
NiJMBER FOR
� ROU�'1G FINANC7ALSERVDIlt FINANCIAi.SIItV/ACCfG
ORDEB
3 MAYOR(ORASSi.)
� TOTAL # OF SIGNATURE PAGES,I (CLIP ALL LOCATIONS FOR SIGNATURE)
ACTiON REQUESTED:
' Approval of the attached Memorandum of Agreement (MOA) between the Ciry and the American Federation of State County, and
Municipal Empioyees (AFSCME) Local 1842 is requested. This MOA extends the previously approved pilot project within the
Depazhnent of Public Works for Engineering Technician positions outlined in the MOA.
, RECpMIv1ENDAT[ONS: Approve (A) or Reject�) PERSONAL SERVICE CONTAACTS MIJST ANSWER TAE FOLLOW[NG QUESTIONS:
� 1. HasUilspersoN6rtneverworked�mdaaconlnMfrn'tlilsdepaK¢snC?
PLANNING COMNIISSION Ya No
' — CIB COMNIITTEE 2. Has Ntis peesodfum everbem a ciTy ertyiloyee?
' _CMLSEAVICECOhIMISS10N Ya No
3. Doesthispersm✓6rtnpossessasldllnotnolmallypossessWbyanycwentcityen@loyeel
' — Yes No
— 4. Is trus Persodf¢m a tatgeted vendott
— Yes No
Explain atl yes arewers oa separa4 sheet and attaeh to green sheet
° INTtIATING PROBLEM, ISSUE, OPPORTUNITY (Who, What, When, Where, Why):
In 2004, the City Council approved a one-yeaz extension to the pilot project between AFSCME #1842 and the City for Engineering
Technician positions. Recenfly, the parties affected by the pilot reviewed the results of the extension and ha�e agreed to extend an
addifional yeaz to 2006.
ADVANTAGES IF APPROVED:
'' The City and engineering technician employees of the affected bazgaining unit will continue to receive the benefits of a
competency-based system for future selection (both hiring and promotion), tranvng, education, and development, recnutment, and
, peiformance management.
DISADVANTAGES IF APPROVED:
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None ��� t7 � 9 ������
� DISADVANTAGES IF NOT APPROVED:
If the pilot project is not continued, a number of City employees currently on eligible lists will be adversely affected in that their
names will be taken off the list £or fuYure vacancies. This means the employees would need to ze test, where under the terms of the
pIlot, they would not need to re-test. Sunilazly, the goals and objectives of the Department of Public Works regarding succession
and workforce planning may not be realized.
� TOTALAMOUNTOFTRANSACTION: COST/REVENUEBUDGETED: �+bv�� ���^`-��r"� �"�`�
FUNDING SOURCE: ACTIVITY NUMBER:
�3L$ � � ZQa3
, FiIYANCIAL INFORMATION: (EXPLAIN)
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Memorandum of Agreement
This Memorandum of Agreement (MOA) is made and entered into this � day of ��� ' 2005, by and
between the City of Saint Paul (hereinafter referred to as °Cit}�'), and the American Fe erahon of State,
County, and Municipal Employees (hereinafter referred to as "AFSCME"). The purpose of this agreement is
to continue the originally-established pilot project titled "Saint Paul Public Works Competency Modeling
Project Engineering Aide I- Engineering Technical Supervisor dated March 20, 2001° and the "Civil
Engineer Technician Job Family Competency Matriac dated December 21, 2000, revised August 16, 2005."
The City and AFSCME agree that the extension of ffie pilot project shall continue to apply to those employees
of the Department of Public Works who hold posirions allocated to the Engineer Aide I and II, and the Public
Works Technician I, II, and III classes and who aze represented by AFSCME. Also, the City and AFSCME
agree that the following Civil Service Rules, as modified, shall continue to be used in the administrarion of
the competency-based classification system developed by the pilot project:
Civil Service Rule 6.B (Examination Contents) shall allow qualifying exanunations, e.g., pass/fail for
promotion candidates instead of for only original enlrants. This rule, as modified, shall be used only
for examinations used to detersnine eligible candidates for promorional vacancies in posirions allocated
to the Engineering Aide I, and II, and Public Works Technician I, II, and III classes in the Department
of Public Works.
2. Civil Service Rule 7(Eligible Lists) shall allow for promorion eligibie lists established for Civil
Engineering Aide I, and II, and Public Works Technician I, II, and III vacancies in the Department of
Public Works to remain in effect indefinitely.
It is further agreed that grievances arising from 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 bazgaining agreement between the City and AFSCME. Any
grievances arising from alleged violarions of the procedures established in said competency system shall also
be subject to the aforemenrioned grievance procedure. However, because both parties aclmowledge that the
City retains its inherent managerial rights to evaluate and select staff, any concerns regazding the substanrive
determinarions of a Competency Review Boazd shall be appealed solely to the Civil Service Commission.
Finally, it is further agreed that this Memarandum of Agreement shall continue to be in force for one yeaz unril
October 30, 2006. During the term of the agreement, the City and AFSCME will, in good faith, clarify
educarional requirement equivalencies and define the role of the Competency Review Boazd. It is further
agreed that 60-calender days prior to October 30, 2006, the City will norify AFSCME Local #1842, in wriring,
that said date is pending so that a discussion of the pilot process and the further extension of the pilot can be
held. The terms of this MOA become effective upon the adoprion of a Council Resolurion by the Saint Paul
City Council.
C \��echnical #1842
� �_�
Robin Madsen, resid
AF T 'cal 18
hri n, Bus s epre tive
AFSCME Technical #1842
G:�Shared�HR-Competencies�Pilot.Proj ects�Public. W orks�P W.EA-
Tech.Pilot\Current.System.Documents�AFSCME.Tech.Continuation MOA.2005.doc
Labor Kelahons Manager
OS- 9���
CI`I`Y OF SAINT PAUL
Randy KelZy, Mayor
To: Kathy Lantry, Council President
Jay Benanav, Councilmember
Dan Bostrom, Councilmember
Pat Harris, Councilmember
Lee F4eigen, Councilmember
Debbie Montgomery, Councilmember
Dave Thune, Councilmember
From:
Date:
Bob Sandquist, Director, Department of
October 5, 2005
DEPARTMENT OF PUBLIC WORKS
Roben G. Sandquist, Director
1000 Ciry Ha11 Annex
?5 Wesr Fourzh S�reer
SaintPaui, Minnesota 55102-1660
Faz� 657-29?-7857
Pubiic Wor s �
Subject: Public Works Civil Engineer Technician Job Family Pilot Project Update
In accordance with the provisions of City Council resolution implementing the above
referenced pilot project, the Department of Public Works is providing the Council with
information regarding the one year extension of the project.
The Civil Engineer Technician Pilot Project was initially implemented effective
September 12, 2001 for a three year period. The pilot project was extended an additionai
year effective September 12, 2004. The objectives of the project were to create a more
flexible and responsive process to facilitate Public Works Technician and Engineer Aide
staff movement, to develop clearly defined competencies, and to identify training and
developmental needs for individual employees. This competency based classification has
provided staff with a ciearly defined career ladder and career development opportunities
based on the competency requirements.
Over the past one year extension of the pilot project the process has been successfuliy
used in filling seven technical positions.
Positive Results
1. Public Works is currentiy administering a streamlined promotionai process for
Engineering Aide, Pubiic Works Technician, and Engineering Technician Supervisor
vacancies.
2. The high quality of the promotional candidates has been maintained, and in cases
where development or training is needed, the system identifies the need and an
individualized development plan can be created for the empioyee. This is a plus for
both the employee and the organization.
AA-ADA-EEO Empfoyer
, .
Public Works Civil
October 5, 2005
Page 2
Engineer Technician Job Family Pilot Project Update
os-9��
3. Through an agreement with the affected bargaining unit, management fiexibility
relative to the selection of the best- fit candidate for a particular vacancy is possible.
This assures that an employee will be successful and the organization will reap the
benefits of an employee well suited for a particular position.
4. Employees are no longer required to repeatedly test for vacancies in a job class, since
once they are deciared competent and qualified, they remain on the eligible list for
future vacancies in the class. This saves both time and money for the organization
and is beneficial to the empioyees as well.
The parties involved in this pilot project have recently reviewed both the process and the
overail results. They are in agreement that a Memorandum of Agreement between the
parties should continue in force unless and until the City and AFSCME mutuaily agree to
end or modify the agreement. This does not preclude one or both parties fram proposing
a change during the term of the MOA, which is attached.
cc: Business Representative, AFSCME #1842
Robin Madsen, President, AFSCME #1842
Angie Nalezny, Director, Office of Human Resources