96-190Council File # q ( - �� �
Presented by
Refeired To
1 An Administrative Resolurion establishing the
2 Rate of pay for the Police Research and Grants
3 Manager class in the Salary Plan and Rates of
4 Compensation, and approving the Ivlinimum
5 Qualifications for same pursuant to Civil Service
6 Rule 32.
Committee Date
7 RESOLVED, that the rate of pay for the Police Research and Grants Manager class be
8 established at the rate set forth in Grade 26, Section ID4, Professional Employees Supervisory
9 Standard Ranges in the Salary Plan and Rates of Compensation, and be it
10 FCTRT'HER RESOLVED, that the City Council of the Ciry of Saint Paul hereby approves
11 the attached class specification for the Police Research and Grants Manager class,
12 and be it,
13 FINALLY RESOLVED, that this resolution shall take effect and be in force on the first
14 pay period following passage and approval.
Requested by Department of:
By: ��.��C�S1Y�
Form Appro �ed by City Attomey
�,: ���S�t� � r��� ��6 �
Certified by Council Secretary
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Approved by Ma,�6r: Date
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Green Sheet # _35831_
RESOLUTION
CITY OF SAINT PAUL, MINNESOTA �
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Adopted by Council: Date 1`� \ sw,,�. L � 9 4(..
Approved by Mayor for Submission to Council
DEPARTMENf/OFFICF/COUNCII,: DATE INiTIAT&D 35831 �
�man xesources 12/26/95 GREEN SHEET xo.: c t _ 0
CONTACTPERSON&PHOPiE: p �II1W�'�� II�TfALDATg
7ohn Shockley (266-6482) ,�� I n�rex� Dm .�C�-/� �� �q� s_crrr courrcu,
Karen Sanchez (266-6483) xvAm�e 3 CTfYATTORNEY Y crrrc�xx
gpg 2 BUDGETDIR. 6_ FIN. & MGT. SERV. DII2.
MUSTBEONCOUNCII,AGENDA BY(DATL7 ROUTING 4 MAYOR(ORASST.) _ C1VII.SERVICECOMbIISSION
ORDER
TOTAL # OF SIGNATURE PAGFS 1 (CLIP ALL LOCe1TION5 FOR SIGNATURE)
acnox�vESrgn: Establishmern of a rate of pay for the new class entitled Police Research and Grants Manager in
SPSO Grade 26, and approval of the minimum qualifications for the new class as required by Civil Service Rule 32.
RF•COMMENDATIONS: APFove �A) or Re.led (R) PERSONAL SERVICE CONTRAGTS MUSf ANSWER THE FOLLOWING
QUESl'IONS:
PLANSSINGCOMMSSSSON _C1VII.SERVICE COMIASSIOPI I. Hasthispason(S�mwcwotktdtmderacon4adformisdepact�/?
_CID COA4dITTEE Ya No
_STAFF _ 2. Hsstluapwsan/famevcbuaacilgemP�oYa?
DISIRICT COURT Y� No
surroxTSwxicxcovxcu.oa�c�rtve� a. n�mu��.�tnar�t�qe�br�r��r�v��yce?
Yes No �
EiplainaHyeaamwenonacparatcaheMandattachW sreeasLeet
INITIATING PROBLEM, ISSUE, OPPORT[7NITY (Whq Whst, WLea, When, Why):
The Police Department needs this singie-position classiScation which will be responsible for all of the depaNnenYs gmrt writing and crime data resenrch as
well as community 6aison and member of the Chief's sdm'snistrative ham.
There are no existing ciassifications that match tiils position. We have, therefore, recommended that the new clasa ofPolice Researoh and Grents Manager be
cteated.
The twenty-day notice tu creatc the new class was sent out to the Police Department and SPSO barga'viing unit on November 13,1995. We have not received
any objections from both the depattment and SPSO.
AFSCME Councd #14 has abjected to the minimum qualifications fot tlus new c(ass patticulazly the requicement on crime data mseazch. AFSCME contends
thatthe min'vnums are too restricfive and that the requirement on crime data reseench should be revised W inctude any kind of research.
We have reviewed the minimum qualifica6ons based on AFSCME's contention. We have also asked the depaAment ifthey would consider changing crime
data iesearch to genejal research and if they could justify why crime daffi reseerch is impoi£ant to the position and should be included in the minimum
qualifications.
It is our position that the nunimum quaGficafions fo� tkie Police Research and Grants Manager should remain as we have recommended.
Attachments:
Police Reseazch and Grants Manager class speci5cation
Civi( Service Rule 32 �"' �,�' �
Classification Study Report � � �w� �� � � �
Twenty Day Notice
Office of Human Resources Position on Minimum Quelifications �� A � �� ��� �
PoGce DepaRment Position on Minimum Quatifications
ADVANPAGESIFAPPROV&D: ������ ���'� .
The staffing needs of the department will be met.
DISADVANTAGES II+AYPROVED:
Annuai salary cost to the department for 1996 would be $59,000. The City makes no direct contribution towards
heaith and life insurance.
DISADVANfAGES IF NOT APPROVED:
The staffing needs of the department will not be met.
TOTAL AMOUNT OF TRANSACTION: S COSIYREVENUE BUDGETED:
FUNDING SOURCE: ACfIVITY NUMBER:
FINANCfAL INFORMATION: (EXPLAIN)
PROPOSED TITL.E OF C1ASS:
` I
DESCRIP2ZOti OF SJORK
CODE: 575A
BU: 09
EFFEC2IVE:
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Generzl Statement of Ducies:
Performs highly responsible administrative and professional work
directing the research and gzants mnnngement functions of the depar�ent;
acts as community liaison; and performs other ze2ated duties as required.
SuDervision Received:
Uorks undez the administrative supervision of the depnrtment director.
,�uoervision Exercised:
Exercises vithin a unit
staff.
TYPICAL DUTIES PERFORMED
POLICE RESEARCH AND GRAhTTS 1SANAGER
general and technieal supervision ovez assigned
The listed examples may not include all the duties pezformed by all positions
in this class.
Manages the researeh and development unit and all its functions zelating
to the development, preparation, maintenance, dissemination of crime data
research, analysis and zelated zepozts.
� Oversees the dissemination of information in response to zequests for
information on czime statistics and zeports from City departments, othez
law enforcement and governmental agencies, district councils, media and
the public.
Oversees the development and maintenance of snnual reports, manual and
official forms of the depaztment.
Manages grants inc2uding grant vziting, administering grant funds and
budgets, evaluating grant pzograms and activities, monitoring compliance
and preparing reports, coordinating City policies with State and Federal
grant-in-aid policy, and collaborating vith other agencies.
Provides technical assistance in grant writing to various governmental
and community agencies involved in crime pzevention and intervention.
Makes recommendations to the depaztment dizector on legislstive issues
and pzoposals concerning grants; testifies at legislative heazings as
needed.
Answers questions and zesponds to requests for informatioa from the
Mayor's staff, City Counailmembers and elected officials regarding
current and future funding possibilities and progrsms.
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Aets as a resource and depar�ent liaison with the community; serves on
district councils and local boards, attends meetings and special events,
(continued on zeverse side)
POLICE RESEARCH AND GRAt�"fS MANAGER
Page 2
PROPOS£D TITI.E OF CIASS;
POLZCE RESEARCH AND GRANLS MANAGER
and communicates to the the department director zelevant issues and
events. �
Serves as member for the department administrative team.
Assigns, trains, supervises and evaluates the xork of assigned staff.
Coozdinates special projects, committees and co�unity aetivities as
needed.
KNOWLED�E, SKZLLS AND ABILITIES
Considerable imowledge of law enforeement, czimiaal justiee, and othez
subject areas related to the opezational activities of a police
department.
Considerable knowledge of police depaztmental plans and programs and
feder>1, state and city procedures regarding administration of
grants-in-aid.
Considerable knowledge of federal and atate grant pzograms, pzocesses and
procedures.
Considerable knowledge of prixuiples, mett�ods, techniques and procedures
of research and analysis.
Considerable knovledge of the structure and functions of Lhe vazious �
levels of government.
Considerable ability to establish and maintain extensive networking vith
public officials, govemment ageneies, and eo�unity organizations foz
grant purposes.
Considerable ability to resolve differences among oompeting points of
vieW and develop eommitment to mutually aceeptable goals.
Considerable ability to conduct research and analysis and to pzepaze and
present effective zeports and zeco�endations.
Considerable abil3ty to p2en, organize and supervise the wnrk of othezs.
Considerable ability to communicste effectively, both orally and in
vriting.
l4INIMUM QUALIFICATIONS
A bacheloz's degree in statictics, finance, public admiaistzation or a
related field and six years of professiotsal experienee to include gzant
writing, czime data zeseareh, coaunity development, and two yeazs of
supervision. (Na substitution foz edueation.)
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POLICE RESEARCH AND GRA2iTS MANAGER
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� 31. PAYROLLS
Payrolls shall be checked to determine legality of employment.
Each ites shall confoxm to the Personnel Office records. Each
incorrect iten shall be red lined and the department shall be
notified.
Departments must deliver payrolls to the Personnel Office and such
payrolls shall have the names arranged alphabetically. T3me of
receipt and time of delivery to the Accounting Division sha11 be
stamped on each roll. Rolls shall be checked so far as
practicable in the order of their receipt.
The payroll for any department shall not be passed unless all
certification and reinstatement orders made by the Civil Service
Commission to the department are reported upon by the appointing.
of£icer within ten days of the time such certification and
zeinstatev�ent orders are made.
32. CLASS SPECIFICATIONS
Class specifications shall not be a part of the Civil Service
Rules but shall be maintained by the Personnel Director as an
administrative tool. The Personnel Director may make changes in
� the class specifications as he/she sees fit. However, if a change
in a class specification is challenged or protested by any
individual or group, the change must be approved by resolution of
the City Council. Such rules or amendments which are approved by
the Council shall be submitted within five days of their passage
to the Civil Service Commission for their approval or zejection.
Within ten business days the Civil Service Co�ission shall either
approve and sign the measure or shall return it to the Council
with a communicat3on in wr3ting stating their disapproval and the
reasor. therefor. If the Commission neither signs nor vetoes the
measure within ten business days, it shali be deened approved.
Any such measure which is vetoed by the Civil Service Commission
may be reconsidered by the Council and shall become law if passed
by an affirmative vote of at least five members of the Council
within 30 days of the veto. Any such measure which has been
reconsidered by the Council and repassed shall be deemed approved.
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CLASSIFICATION STUDY REPORT
Class Swdied:
Incumbent
Date Swdied:
Swdied By:
Program Adminisvator
Carrie Wasley (Provisionaf)
October 17, 1995
Karen Sanchez
Persons Contacted: Incumbent and Police Deparanent Admtnistrat3on
APPROYAL OF THE CLASSIFICATION AND COMPENSATION MANAGER:
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The posidon was swdied to determine iu appropriate classification and compensation.
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Review of the job profile submitted by the incumbenL
Interview with the incumben�
Comparison of the position to related classifications and positions.
Posidon evaluation ustng the QES system.
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The position supervises the Research and Development unit of the Sa[nt Paul Police
Deparunent and all iu funct3ons and operadons.
A. A� supPrvisor of research and developmen�, the oosit3on:
1. Supervises the development, preparation and maintenance of the departrnent's crime data
research and analysis.
2. Oversees �e dissemtnation of crime data to other law enforcement and govemmentat
agencies and w various groups and individuals upon request.
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� 3. Oversees the preparadon and dissemination of responses to telephone requesu for
information on crime data research, statistiu and repom as welt as requesu from other
deparunenu, disuict councIls, media, and special requesu.
4. Oversees the preparadon and maintenance of the deparnnent's annual reports and officiat
forms such as the SPPD Annual Report and Police Manual. Includes �e re-write; conso(idadon
and re-organization of depatnnent policies as part of the ongoing mafntenance of the poiice
manual.
5. Acu as a resource for the department and �e City in the area of crime data research and
analysis.
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t. Writes granu including administering grant funds and budgeu, evaluating grant programs
and activities, preparing reports, and developing and maintaining extensive networking with
governmental agencies, for profit and non-profit corporations, schools, and communiry
agencies, etc. for grant purposes.
2. Coordinates the Youth Collabcrative Commit[ee, providing technical assistance and
financing suategies through grant wridng, comprised of representatives from the Saint Paul
� Schools, Ramsey County, Youth Services Bureau, Private (ndusuy Councii, and various City
departmenu.
3. Parvcipates and provides leadership and/or technical assistance to other agencies involved
in crime prevention and intervention in collaborative efforts for grant writing purposes, such
as, the Saint Paul Youth Service Bureau, Ramsey County Sheriff's Office, Ramsey County
Human Services, Ramsey Counry Community Corrections, Ramsey County Attomey's Office,
the Boys and Girls Club of Saint Paui, Saint Paul Connections, Save our City's Kids Program,
tl�e Wi{der Foundation, the Saint PaulSchool D'isvict, and other ciries, governmental uniu or
initiatives.
4. Provides research and recommendation to the Chief on draft legisiadve proposats or
legislative issues conceming granu and answers questions from the Mayor's staff, Ciry
Councilmembers and State Senators and Representatjves to ctarify current or future funding
possibilities and programs; testifies at legis(adve hearings.
y • , � • •�_.�� ��-��•.- . y- � - :•u � - ,u ,- .. •�
t. Advises the Chief on policy decisions and fumre directlon of the deparm�ent widi the other
members of the adminisrrative team.
� 2. Ac[s as a resource for the community with the Saint Paul Police Departrnent and
communicates to the Chief relevant information �egarding community issues and evenu.
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3. Coordinates special projecu or community activities such as the Public Safery Fun Eairs and �
attends community meetings and special evenu.
4. Serves on the District Five Council and local boards.
Comparison
The position in quesdon has three major areas of responsibility - crime data research and
analysis, grant writing, communiry liaison and member of the Chief's administrative team.
As supervisor of research and development, the position can be comparable to the Research
Analyst III (Grade 14) or Research Analyst IV (Grade 20) of the Professional Standard
Ranges, which describe highiy responsible work supervising research functions and activiues.
However, the other two major functions of the position - grant writing and community
developmenbmember of the Chief s administrative team - are not described by this class. The
position has more responsibility than either one of these two classes.
As lead grant writer, the posidon can be comparable to the Granu Manager class (Grade 20)
of the Professional Standard Ranges, which describes highly responsible work in the
administration, coordination, oversight and management of the funding of community
development projecu and programs. However, the other two major functions of the position -
crime data research and analysis and community developmendmember of the ChieYs �
administrative team - are not described by this class. The position has more responsibility than
this class.
The community liaison/administrative function of the position can be comparable to any higher
level adminisvative and/or supervisory classes. However, none of the existing classes can fully
describe the combined duties and specialties of the position in question. An Administrative
Assistant, for example, has a wide range of administrative functions, none of which are as
involved in research and/or grant writing as that of the position being studied.
The position is currently aliocated to the Program Adminisuator class as a provisional
appointmen� The duties, knowledge, skilis and abilities as well as the minimum qualifications
established for the Program Administrator class are not endrely appropriate to the position in
question. There are no existing classes that can fully describe the combined dudes and
specia(ty areas of the position in question.
QES Evaluation
The results of the QES evaluadon support assigning the position in Grade 26 of the SPSO
Standard Ranges.
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Since there are no existing classes that can fulty describe the position, 1 recommend that a new
class entitled "Police Research and Granu Manager" be created in Grade 26 of the SPSO
Standard Ranges and the position be allocated to thts new class.
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CITY OF SAINT PAUL
ftbrm Coleman, May�ar
612-266-6502
TO: Chief Bill Finney
Police Deparanent
FROM: Karen Sanchez TI� -� J
Classification, Compensation 8t Org'I Design
DATE:
RE:
November 13,1995
Twenry Day Notice
Facstmtte: 61 Z-292-7656
It has been determined that the tide and c(ass specification of Police Research and
Granu Manager should be created in Grade 26 of the Saint Paul Supervisors
Organization Standard Ranges. � have attached a copy of the class specificadon for your
review. Piease nodfy me within twenty days of receipt of this memo, if you wish to
discuss this action. If I do not hear from you within that time frame, I will assume
agreement and will proceed with the process.
1 will also be processing a resolution to establish the rate of pay for the dde of Police
Research and Granu Manager in Section I.B4 of the Salary Plan and Rates of
Compensation.
I hereby wa'�ie time remaining on this 20 day nodce for the purpose of creadng this
dtle and d�ss specificaUOn.
OFFICE OF HUMAN RESOURCES
7ohn Hamitron, Direcror
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230 Ciry• HaU Annex Te/ephane: 612-266-65GG
25 West Faurth Streer IDD?IY.� 612-266-650!
Saint Paut, Mfnnesoa 55102-1631 j o b I i n e:
Date U,���' �
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CITY OF SAINT PAUL
A'orm Goleman, M¢yor
November l3, 1995
Jim O'Leary, President
St. Paul Supervisors Organization
Planning st Economic Development
1300 �iry Hail Annex
St. Paul, MN 55102
Dear )im:
OFf7CE OF HiJ?.1q7� JtESOURCES
lohn Hamilron, Direao.
z3o c;�y x�tt.i,,,��s
25 Werr Fau+th Srreet
�;�•Paui,Minnesora 55T02-1631
7elephone: 672-266-6500
7I7D?7}'.� 672-266-6507
Jobliru: 672-266-6502
Facsimilt: 612�292-7656
lt has been determined that the dde and class specification of Police Research and
Granu Manager should be created in Grade 26 of the Saint Paui Supervisors
Organizadon Sundard Ranges. I have atrached a copy of the class specification for your
review. Please notify me within twenty days of receipt of this memo, tf you wish to
discuss this action. If I do not hear from you within that time frame, 1 will assume
agreement and will proceed with the process.
t will afso be processing a resolution creadng the dde and class specification of Police
Research and Granu Manager in Section I.D4 of the Salary Plan and Rates of
ompen atio .
�+r r��{�}�
Karen Sanche�
Classification, Compensation 8t Org'1 Design
1 hereby waive the time remaining on this twenty day notice for the purpose of creadng
this dde and class specification.
Date
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OFFICE OF HUMAN RESOURCES POSITION ON
MINIMUM QIIALIFICATIONS
It is the position of the Office of Human Resources that the proposed minimum qualifications
for the Police Research and Granu Manager are appropriate for this c(ass for the following
reasons:
1. The proposed minimum qualificadons are consistent with d�e major areas of responsibility
of this ctass, namely, grant writing, crime dau research, and communiry liaison. It is imporcant
for the position in this class to have the knowledge and nnderstanding of the nawre and
interrelationships of the major areas involved.
2. The proposed minimum qualifications are consistent with other Ciry classifications and
practices, as follows:
A. The same standard procedures were foilowed in creating this class.
B. The proposed minimums are direcdy related to the duties, knowledge, ski[Is and abilities
required.
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C. The requirement on crime data research is consistent with the minimum qualifications that •
have been established for other classes which involve speciafized area of research.
Examn(e
Research Librarfan (inactive) - Two years of experience conducting research and devetaping
a special collections library in law enforcement and crimina[ justice.
Health Analyst (inactive) - Three years of experience in health services planning and analysis.
Human Righu Program Analyst - Four years of experience as a research analyst, at least two
years in civil and human righu.
Selecdon and Validadon Specialist - Eour years of professional experience in statisdcai
vatidation of testing inmumenu inctuding development of assessment centers for high-level
management positions.
Management Analyst - Five years of e�cperience in methods and procedures analysis,
adminisaative analysis or organizadonal developmenL
Systems and Organizational Development Specialist - Six years of experience in public
administration including organizadonai development, rystems analysis/operations research, and •
deve[opment of vaining programs.
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� D. The proposed overall minimum qualifications are consistent with the minimum
qualifications established for other cfasses which de(ineate certain specific areas of expertise.
Examnle: Storeroom Manager, Public Service Manager - Water Utiliry, Housing Information
Coordinator, Cable Communications Officer, Computer Operations Supervisor, Conservatory
Manager, EDP Technical Services Supervisor, Purchasing Systems Manager and Treasury
Manager.
E. The proposed minimum qualifications are typicai of single-position classifications which
have multi-faceted responsibilities.
3. The proposed minimum qualifications are appropriate to the level of responsibiliry of the
pos+don. As a supervisor, it is impor[ant for the posiaon in this ctass to have the knowledge
and understanding of the subject matter concemed. It wiil be relied upon to provide technical
assisunce and expenise to others.
4. The department needs this single-position classification to assist in the development and
funding of programs refating to community poficing which is a departmental priority. It is
important for the position in this class to have the knowledge and understanding of the
community as well as the technical aspecu of the job.
� 5. It is important for the position in this class to have an understanding of the total crime
picture with all iu nuances, trends and pattems to be at least conversant in this field, hence,
to be able to write successful grant applications for programs relating to crime prevention and
intervention.
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POLICE DEPARTMENT POSITION ON
MINIMUM QUALIFICATIONS
tt is the posidon of the Police Department that the proposed minimum quatifications for the
Po(ice Research and Granu Manager are appropriate for this c(ass particu{ar(y the requirement
on crime data research for the following reasons:
1. In order to prepare grants within their respective guideiines, a thorough
knowledge and understanding of crime statistics, 2rends and patierns is
necessary_ individual grant requirements may look exciusive uniess the grant
writer has the wherewithal to fit the current picture of crime within the
grant �equisites.
2, Trends and patterns in crime, especiatiy juveniie crime is ever changing ar�d
evo(ving. The ability to write successful grant apptications is based on this
expertise. The grant writer wittrproficiency statistics Lhus
cognizan2 of the national situation and is able to more successfully predic2
what funding sources wiil fund.
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3. The ability to form collaborations wiih community based organizations which
assisi the Saint Paul Police Departmeni in ongoing crime prevention and
intervention is another reason for proficiency in criminal research. The Crime
data research provides the grantwriter with the abitity to form effective •
coliaborations for those crime prevention projects which can effectivefy
chailenge crime data trends.
4. Due to the amount of crime data coUected, the ability to effectively tell the
"crime" story is another aspect of the position. With crime data expertise,
the grantwriter can retate not only the obvious, but atso is able to reveal
nuances and important trend inceptions.
5. The ability to brainstorm with other criminal justice and Iaw enforcement
professionals is another important function of this position. Without a thorough
mastery of crime data, the acceptance of the grantwriter by the
Iegislature,.judiciary, corrections, human services, and educational uniis of
government woutd not occur. By working with alt of tf�em, the grantwriter is
able to produce a more sensitive and appropriate product.
TOTRL P.02 �