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07-126Council File # � 7 lo Green Sheet# 3035596 RESOLUTION SAINT PAUL, MINNESOTA �� Presented by RESOLVED, that the rate of pay for the classification of Chief of Police be changed from 2 that set forth in Grade 037 to that set forth in Grade 034 of Employee Cuoup 17, Non-Represented City Managers, and be it 4 FINALLY RESOLVED, that this resolution shall take effect and be in force on the first pay period following its passage and approval. Requested by Office of Human Resources Adoprion Certified by Counc' Secretazy BY= / / //I/lLI �n.�Sa� Approved by Date Mayor: P � L� v'7 B By: FormAppr ed cial Serv' s By: Form Approved By: � U� Form By: to Council I lSysrems Development Sectiov�Ovg Des�gv\COVwkanc-Williams�Sheila's Class Work�Fiamngton, CH Policq AuoWnon doc Adopted by Date �s /����,� Council: �1 � Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet � 07-/� � HU -xumanitesaums Contact Person 8 Phone: Sheifa Williams 266-6520 Must Be on Councii Agen Doc. Type: RESOLUTION W/$ 7RANSAC EAOeument Required: Y Document Contact: Trisha Freiberger ConWM Phone: 266-648'I 22JAN-07 y Assign Number For Routing Order Total # of Signature Pages, (Clip All Locations for Signature) Green Sheet NO: 3035596 0 man Raources � 1 umaaResonrces De arhnenfDirector 2 ivancial Servi�es ffice Fnancial Services � 3 Atiorn 4 or•s Ot6ce Ms or/ASSistant 5 ouncil Ci Couucil 6 ' Clerk C5 C1erk Approve the attached resolution changing the rate of pay for the classification tifled Chief of Police from Grade 037 to Grade 039 of Employee Group 17, Non-Represented Managers. Pfanning Commission CIB Committee Civit Service Commission 1. Has this personlfirtn ever worked under a contract for this department? Yes No 2. Has this persontfirm ever been a city employee? Yes No 3. Ooes this person/firm possess a skill not normally possessed by any current ciry employee? Yes No Explain all yes answers on separate sheet and attach to green sheet Initiating Problem, Issues, Opportunity (Who, What, When, Where, WhyJ: Human Resources studied the composite duries of a position to determine the appropriate classification and compensation for the Chief of Police position. Our office determiued that the position performs broad administraave duties that should be associated with a higher rate of compensation. This position provides strategic leadership and management for law enforcement and community policing in the City of Saint Paul. The position is expected to perform at the highest competency level in order to plan, manage, evaluate and improve the major functions for Police administratioq operarions and support activiries. T'herefore, a new compensafion nte should be assigned to this classification tifle. Advantages If Approved: Appropriate compensation will be assigned to the Chief of Police classification in accordance with the City's job evaluation system. RECENED Disadvantages If Approved: None. � �� fl 1200� MAYOR'S OFFlCE �A�.° 3 � �i��� � Disadvantages If Not Approved: Appropriate compensation will not be assigned to this classificarion. This may litnit the City's ability to successfully recruit, hire and retain qualified candidates who possess the lugh-level of lmowledge and skills required for the leadership and administrafive functions required in the Police Deparhnent. ' "`°' """""" "' CosURevenue Budgeted: Y Transaction: Funding Source: Activity Number: ��� � ����� Financial Information: Salary cost is $3,686.44 -$5,047.89 biweekly or $96,216.08 -$131,749.92 yearly. (Explain) r �' : II January 22, 2007 7:29 AM Page 1 CITY OF SAINT PAUL Chnsmpher B. Coleman, Mayar TO: Angela Nalezny, Director OFFICE OF HUMAN RESOURCES o7 /�� Angela S. Na[ezny, Direcfar 400 City HaZ1 Annex Telephone, 651-266-d�OD 25WestFourthStreet Jobline: 651-Z66-6502 Saint Paul, Minnuom 55102-7637 Facsimile: 65I-292-7656 wwm�sLpaul.gov FROM: Sheila Williams, Auman Resowces Consultant DATE: January 16, 2007 RE: CLASSIFICATION STUDY RESULT We have completed our study of the Chief of Police position held by 3ohn Harrington. We have reviewed relevant job information, discussed the position with HR Administration, and compared the position with related classes and positions. Intemal department director comparisons include the Director of Public Works, General Manager-SPRWS, City Attorney and Fire Chief classifications. A market analysis was also conducted, comparing the position to the Chief Enforcement positions in large, metropolitan jurisdictions. This study indicates that the position performs functions associated with a higher salary grade than currently assigned. Therefore, the Chief of Police classification should be assigned to grade 39 of the Non-Represented Employee Crroup salary schedule. Internal QES analysis indicates the position performs broad management functions with an expert-level of understanding in a range of administrative roles. This position provides strategic leadership and management far law enfarcement and community policing in the City of Saint Paul. The depth of understanding required for aspects of planning and program management, technical expertise, conununication, and staff management competencies exceed the competency levels associated with some director posations such as the Parks and Recreafion Director, Library Director and Director of PED classifications. In addition, market comparisons were made with the metrapolitan county and city Chief Enforcement positions. Market evaluation revealed that on average the comparison positions are compensated higher than the City Chief of Police position. These comparison cities and counties have populations slightly lower or slightly higher than the City of Saint Paul. Upgrading the studied position by one salary grade would bring the compensation close to the comparison positions. Given the difference in population size, distinctions in policing methodology, and enforcement needs of each jurisdiction, the proposed new salary rate seems appropriate. The new compensation level would place the City Chief of Police position just below the compensation levels for Hennepin County Sheriff, Anoka County Sheriff and Ramsey County Sheriff positions. Also, this position remains below the Minneapolis Chief of Police. An Affumative Action Equal Opportunity ADA Employei Should you choose to reallocate the position, City Council approval of the salary grade change is required before a Reallocation Certificarion can be sent through the required Auman Resources process. If you have any questions or need assistance in this matter, please call me at 266-6520. c: Trisha Freiberger An Affismative Action Equal Oppoztunity ADA Employes The City of Saint Paul, Minnesota Page 1 of 2 O 7"�0�)0 Title of Class: CHIEF OF PULICE (ADVISORI' SPEC ONL� Description of Work Code: 714 Bu: i� �s��i�o} General Duty Statement Crrade: 037 Effective Date: 11/10/2005 THIS IS AN UNCLASSIFLED POSITION. THIS CLASS SPEGIFICATION IS FOR ADVISORY Pi3RPO5ES ONLY AND IS NOT COVERED UNDER ANY P120Vi8IONS OF TI� CIVIL SERVICB RITLES. Tbe Chief of Police provides strategic leadership and management of the City of Saint Paul Police Deparlment to include highiy responsible plannittg and administrative work in the direction of ali activities of the Police Deparhnent. The Chief serves as a professionat liaison between the Police Deparhnent, other city depaztrnents, the City CounciJ, and local, state, and Federal law enforcement agencies. As the chief spokesperson for the department, the Chief provides communication with the general public and cammunity representatives. Supervision Received Tlus is an unclassified position that works under the administrative direction of the Mayor and the Mayor's designated Deputy. 5upervision Egercised This position exercises, withiu the department, generai guidance and command direction, through subordinate supervisors, over swom police, professional, technicai and administrative support staff. The incumbent serves a six-yeaz term, the conditions of which are set forth in Section 12.12.4. of the Saint Paul City Charter. Powers and duties of the position are set forth in 302.001 Saint Paul Administrative Code, Chapter 8(Subd.8.03). Requirements of the position aze set forth in Section 9.01 (a) of the Administrative Code and Section 12.12.1 of the Saint Paul City Charter. Competencies . Demonstrates an expert understanding of the principles, practices and terminology of modern police procedures and technology. Demonstrates an ability to apply this understanding in strategic planning, solving compiex problems and meeting the service needs of the public. . Demonstrates an expert understanding of police administration and constitutional, civil, state, and local administrative laws. Demonstrates an ability to apply tlris understanding in solving the most complex problems affecting deparkmental operarions. Demanstrates an ability to formulate recommendarions, if needed, for policy changes and progose legislarion ot amendments to legislafion to be acted upon at the State or local level. . Demonstrates an ability to organize, plan, delegate, and direct the activities of the Saint Paul Police Deparhnent through subordinate supervisory stafF such as Assistant Chiefs, Commanders, Sergeants, and the work of swom and civilian personnel. Demonstrates an ability to Yrire, transfer, suspend, promote, dischazge, assign, reward, diseipline, direct, adjust grievances, and approve employee development and performance unprovement plans. . Demonstrates effective leadership of the Police Department by providing effecrive work direction to subordinate supervisors and employees, and by promoting the mission and vision of the Department and the City, and by reinforcing employee desired work behaviors; demonsh�ates the hrip:/Jwww.stpaul.govJdeptsJhumresliobclass{titlede£php?code=714 12/21/2006 1 vc �,i�y vi uaui�. i aua, iruauro�vw r a�c � vi L ability to facilitate the group problem soiving process, recognizing positive results, managing conflict, and negotiating satisfactory outcomes. . Demonstzates an ability to expertly plan and manage, wiUrin negotiated deadlines, projects that have tfie highest level of Citywide andJor community impact. Demonstrates ability to review departmental performance and effectiveness; formulate programs, projects, policies, and procedures to alleviate deficiencies; assess the effectiveness of programs, projects, policies, and procedures; and makes changes, where necessary, to improve operations. Demonstrates an ability to identify risks involved in projects to mi.,i*,,;�e any liabilities. • Demonstrates an ability to direct the development and implementation of budgets and the management of funds. Demonstrates an ability to manage and coordinate the preparation and presentation of an annual budget for the Department, direct the implementation of the approved budget, monitor expenditures, and plan for and review specifications for new or repiacement equipment. . Demonstrates an ability to lead pianning activities and assist elected officials, department and office directors, staff and customers in problem soiving and analysis. . Demonstrates an ability to listen, speak, and write, in an effective manner, with a diverse group of individuals, including elected officials, department and office directors, representatives of other jurisdictions and private organizations, subordinate employees, and the general public. Demonstrates ability to perform professional liaison acrivities between the departrnent and other deparhnents of City goveinment, State government, professional socieries, and the community. . Demonstrates an ability to transfer one?s knowledge to others and positively influence others; deinonstrates an ability to provide for and encourage the creation of a positive work environment for assigned staff. . Demonstrates an ability to d'uect others in conducting customer service needs analysis and develop citywide customer service standards. . Demonstrates an ability to understand bazgaining unit contracts, administer the provisions of such contracts, participate in negotiations with applicable bazgaining units in establishing new contracts or revising old ones and handle grievances in accordance with applicable contract procedures. Requirementa Pursuant to the provisions of Section 9.01 (a) of the Administrative Code and Section 12.121 of the Saint Pau1 City Charter, the City Council established the fbllowing minimum qualifications: The Chief of Police shall have at least four years �perience in an upper level law enforcement command position in a community with a popularion over 200,000. Strong, innovative, administrative, financial, opetational and organizational development skiils are important with demonstrated skills in leadership, wmmunication, community relations and the abIlity to work with a diverse population. Must have a proven record of success in developing labor-management collaboration in a collective bazgaining envixonment and innovarive ways of increasing diversiry in the department. Demonstrated command and supervision of police personnel is essential. A Bachelor's degree in Criminal Justice Studies, Public Administration, Management, Business Administration, or a related discipline is required. A Master's degree is preferred. Aduanced police training such as FBI National Academy, Northwestern Command, Southern Police Institute and 5taff Course or similar schools is desirable. http://www.stpauI.gov/depts/humres/jobclass/fitledef.php?code=714 12/Z 1/2006