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93-17 ��'*' '�� Counctl File# �� RESOLUTION Green sheet# 19567 .��°`�`°� (�ITY OF� INT PAUL, MINNESOTA 'J2� i Presented By `�� ' � " " �`�-�.,�°""'` �, Referred To �� r��'�� C'fP Committee: Date �"�� f.� 1 An Administrative Resolution changing the 2 rate of pay for Selection and Validation 3 Specialist in the Salary Plan and Rates of 4 Compensation Resolution. 5 RESOLVED, that the rate of pay for the classification of Selection and 6 Validation Specialist be changed from the rate set forth in Grade 14, Section 7 ID3, to Grade 16, Section ID3, of the Professional Employees Non-Supervisory 8 Standard Ranges in the Salary Plan and Rates of Compensation; and be it 9 FINALLY RESOLVED, that this resolution shall take effect and be in force on 10 the first pay period after the passage, approval, and publication of this 11 resolution. � Yeas Na s Absent quested by Department of: Grimm Guerin ffi f H man R r Lon / Maccabee -- Rettman Thune /� Wilson � -- � Form roved �y City rne Adopted by Council: Date �-r��> 1993 By � 1 ,'�� . Adoption Ce ' ' d oun Sec,F�'t y �� By� �� '- � Approved by Mayor for Submission to Council r��, �� Approved by Mayor: Date °�'""�' By: y - By: ,.��,��E�i� .. _ .�� . . Q3_i7 �rST � DEPARTMENT/OFFICE/COUNCIL DATE INITIATED Office of Human Re ources 12-2-92 GREEN SHEET N° 19567 CONTACT PERSON&PHONE INITIAUDATE INITIAL/DATE �DEPARTMENT DIRECTOR �CITY COUNCIL John Shockley/K ren Sanchez x6502 ASSIGN �CITYATfORNEY (Z 21 2 �CITYCLERK MUST BE ON COUNCIL AGENDA BY(DATE) NUMBER FOR �BUDGET DIRECTO �FIN.8 MGT.SERVICES DIR. ROUTING ORDER Q MAYOR(OR ASSIST T) ��A TOTAL#OF SIGNATURE PAGES 1 (CLIP ALL LOCATIONS FOR SIGNATURE) ACTION REQUESTED: Upgrade the Selection and Validation Specialist class from grade 14 to grade 16 of the Professional Standard Ranges. RECOMMENDATIONS:Approve(A)or Reject(R) PERSONAL SERVICE CONTRACTS MUST ANSWER THE FOLLOWING�UESTIONS: _ PLANNINQ COMMISSION _ CIVIL SERVICE COMMISSION �• Has this pefson/firm ever worked under a contract for this department? _CIB COMMITTEE _ YES NO _STAFF _ 2. Has this person/firm ever been a city employee? YES NO _ DISTRIC7 COURT _ 3. Does this personffirm possess a skill not normally possessed by any current city employee? SUPPORTS WHICH COUNCIL OBJECTIVEI YES NO Explaln all yes answers on separate sheet and attach to 9reen sheet INITIATING PROBLEM,ISSUE,OPPORTUNITY(Who,Whet,When,Where,Why): It has been determined that the Selection and Validation Specialist class is not adequately compensated at its present grade level given the highly specialized nature of the work involved and the minimum qualifications established for this class. The above cited action requested will ensure that this classification will be equitably compensated based upon level of responsibility and complexity of duties. ADVANTAGES IF APPROVED: Equitable compensation for this single incumbent clas$nification. L'o•.:.��✓�i�'J�IJ ��• ; ' p F(' 2 2 1��2 a.-° ��=-'� +� =:� N6�'�'�:;`S �f�ICE DEC � i:�:�� DISADVANTAGES IF APPROVED: ' ��/ A 5% increase in annual salary from $42,695.95 to $44,981.78. To��n �ost i��,285.83. �%� �8199? ATj��, r��y DISADVANTAQES IF NOT APPROVED: Inequitable compensation. �' RECEIVED JAN - 5 1993 ��8 � CITY CLERK TOTAL AMOUNT OF TRANSACTION S COST/REVENUE BUDGETED(CIRCLE ONE) YES NO FUNDING SOURCE ACTIVITY NUMBER FINANCIAL INFORMATION:(EXPLAIN) �� NOTE: COMPLETE DIRECTIONS ARE INCLUDED IN THE GREEN SHEET INSTRUCTIONAL MANUAL AVAILABLE IN THE PURCHASING OFFICE(PHONE NO.298-4225). ROUTING ORDER: Below are correct routings for the five most frequent rypes of documents: CONTRACTS(assumes suthorized budget exists) COUNCIL RESOLUTION (Amend Budgets/Accept. Grants) 1. Outside Agency 1. Department Director 2. Department Director 2. City Attorney 3. City Attorney 3. Budget Director 4. Mayor(for contracts over$15,000) 4. Mayor/Assistant 5. Human Rights(for contracts over$50,000) 5. City Council 6. Finance and Management Services Director 6. Chief Accountant, Finance and Management Services 7. Finance Accounting ADMINISTRATIVE ORDERS(Budget Revision) COUNCIL RESOLUTION (all others, and Ordinances) 1. Activity Manager 1. Department Director 2. Department Accountant 2. City Attomey 3. Department Director 3. Mayor Assistant 4. Budget Director 4. City Council 5. City Clerk 6. Chief Accountant, Finance and Management Services ADMINISTRATIVE ORDERS(all others) 1. Department Director 2. Cfty Attorney 3. Finance and Management Services Director 4. City Clerk TOTAL NUMBER OF SIGNATURE PAGES Indicate the#of pages on which signatures are required and paperclip or flag each of these pages. ACTION REQUESTED Describe what the projecUrequest seeks to axomplish in either chronologi- cal order or order of importance,whichever is most appropriate for the issue. Do not write complete sentences. Begin each item in your list with a verb. RECOMMENDATIONS Complete if the issue in question has been presented before any body,pubiic or private. SUPPORTS WHICH COUNCIL OBJECTIVE? Indicate which Council objective(s)your projecUrequest supports by listing the key word(s)(HOUSING, RECREATION, NEIGHBORHOODS, ECONOMIC DEVELOPMENT, BUDGET,SEWER SEPARATION). (SEE COMPLETE LIST IN INSTRUCTIONAL MANUAL.) PERSONAL SERVICE CONTRACTS: This information will be used to determine the city^s liability for workers compensation claims,taxes and proper civil service hiring rules. INITIATING PROBLEM, ISSUE,OPPORTUNITY Explain the situation or conditions that created a need for your project or request. ADVANTAGES IF APPROVED Indicate whether this is simpiy an annual budget procedure required by law/ charter or whether there are specific ways in which the Ciry of Saint Paul and its citizens will benefit from this projecUaction. DISADVANTAGES IF APPROVED What negative effects or major changes to existing or past processes might this projecUrequest produce if it is passed(e.g.,traffic delays, noise, tax increases or assessments)?To Whom?When?For how long? DISADVANTAGES IF NOT APPROVED What will be the negative consequences if the promised action is not approved?Inability to deliver service?Continued high traffic, noise, accident rate?Loss of revenue? FINANCIAL IMPACT Although you must tailor the information you provide here to the issue you are addressing, in general you must answer two questions: How much is it going to cost?Who is going to pay? . , �3-I"1 CITY OF SAINT PAUL Office of Human Resources Classification and Compensation Division 230 City Aa11 Annex, Saint Pau1, NN 55102-1631 612-298-4221 October 15, 1992 Thomas Cran, President Saint Paul Classified Confidential Employees Assoc. 367 City Hall Saint Paul, MN 55102 Dear Mr. Cran: It has been determined that the Selection and Validation Specialist classification should be upgraded from Grade 14 to Grade 16 of the Classified Confidential Professional Standard Ranges. Please notify me within twenty days of receipt of this memo if you wish to discuss this change. If I do not hear from you within that timeframe, I will assume agreement and will proceed with the resolution process. Sincerely, ��/NIW� Karen Sanchez Personnel Specialist I hereby waive the time remaining on this 20 day notice for the purpose of upgrading the Selection and Validation Specialist classification. Thomas Cran Date Committee Report Finance, Management, and Personnel Cortxnittee January 21, 1993 3. Resolution 92-1788 - approving the creation of a new classification entitled "Crime Prevention Coordinator" in Grade 11 of the Professional Standard Salary Ranges. (Referred from Council 12/17/92, laid over in Committee 1/07/92) , The Comanittee recommended the following language which was approved by the Comrnittee on January 7, 1993, to be included in the Mminimum qualifications" be withdrawn: "Working with a Human Service Program or equivalent. Demonstration of job responsibilities which may be applicable to the job duties required by the City." The Committee then recammended approval of the resolution with the revised "minimum qualifications" recortrtuoended by the Office of Human Resources (attached), as presented at the January 21, 1993, Finance, Management, and Personnel Committee meeting, 4-0. (Rettman, Grimn, Thune, 6uerin) The necessary budget amendment for these two positions will be prepared by the Budget Office. 4. Resolution 93-17 - upgrading the Selection and Validation Specialist Class from Grade 14 to Grade 16 of the Professional Standard Ranges. (Referred from Council 1/12j93) Committee recommended approval , 3-0. 5. Resolution 92-776 - approving Fire Department Relief Association by-law amendment allowing survivor benefits to continue to spouses who remarry. �Referred from Council 6l11/92, laid over in Committee 7/16/92 and 9J3/92� Committee recommended a lay over to the February 18th meeting, 4-0. (Rettman, Grimm, Thune, Guerin) 6. Chair Rettman requests that Robert Sandquist apprise the Committee as to findings regarding garage consolidation and vehicle maintenance. (This is an update onlv: no action will be taken at this oarticular meetina. Committee reconunended a lay over (3-0) for 2-4 weeks in order to obtain additional information. Mr. Sandquist stated that there are currently 56 vehicles in the Parks and Recreation Department that should be replaced. Twenty-nine (29) vehicles could be rented from the Public Works Department. (Continued) 2 � , � , CODE: 413C q3-�� BU: 83 TITLE OF CIASS: C�� P�C EFFECTIVE: O1/13/90 � RECEIV�D SELECTION AND VALIDATION SPECIALIST JAN - 5 1993 DESCRIPTION OF WORK CBTY CLERK General Statement of Duties: Performs highly apecialized and skilled work in the areas of quantitative test validation and assessment center development; performs a full range of test development and related training; performs related duties as assigned. ��erviaion Received: Works under the ganeral supervision of a Personnel ltanager. Sypervision Exercised: May provide technical guidance and direction to peers and lower level professional staff. TYPICAL DUTIES PERFORMED The listed examples may not include all the duties performed by all positions in this class. Develops, conducts� end manages the execution of assessment centers for a wide variety of mid- and upper-level management po�itions. Conducts a variety of statistical studies to determine the validity of aelection instruments. Prepares statistical data and text in a format to clearly present the results of validation studies. Presents validation studies before various bodies including courts. Participates in the development of a variety of selection instruments including providing aclvice on their validity. ABSists in the preparation of studies to determine the effect of recruitment and selection practices� especially the effect on the population of protecte8-class aembers. Conducts training of professional staff in the administration and rating of assessment centers and other selection instruments. KNOWLEDGE, SKILLS AND ABILITIES Considerable knowledge of statistical techniques required to conduct quantified validation of various testing/selection instruments. Considerable knowledge of the methods of data gathering and evaluation. " Considerable skill in training methods for ataff development. (continued on reverse side) SELECTION AND VALIDATION SPECIALIST Page 2 ' ' ` . SELECTION AND VALIDATION SPECIALIST Considerable ability to develop a variety of selection instruments� especially assessment centers for management level personnel and ratings thereof. Considerable ability to develop results of test validation for presentation in court. Considerable ability to communicate orally and in writing. MINIMUM QUALIFICATIONS Master's degree in Industrial Relations or a closely related field and four years of professional experience performing statistical validation of testing instruments including development of assessment centers for high-level aanagement positions. SELECTION AND VALIDATION SPECIALIST . - � .� ��3 -�°� CIASSIFICATION STUDY REPORT ✓ CIASS STUDIED: Selection and Validation Specialist INCUMBENT: Nancy Stovall STUDIED BY: Karen Sanchez DATE STUDIED: September 28, 1992 PERSONS CONTACTED: (Desk Audit) (�--1 j APPROVAL OF CIASSIFICATION & COMPENSATION MANAGER: "��ss /� � �� ' DATE: lL�� -�Z C' C�. _- Background The study was conducted to determine the appropriate compensation of the Selection and Validation Specialist class. Study Components Review of the job profile. Interview with the immediate supervisor. Class specification comparisons. QES evaluation and analysis. Job Descr�ption The following are the typical duties of the Selection and Validation Specialist class: Develop and manage the execution of assessment centers. Conduct validation studies of various selection instruments. Prepare for presentation the results of validation studies. Present the results of validation studies before bodies including the courts. Provide technical expertise and assistance to the staff. Assist in the preparation of studies to determine the effect of recruitment and selection practices particularly on the protected class members. ' The following are the duties of the incumbent: Conducts in-depth job analysis and develops various selection instruments. Writes written test multiple-choice questions and develops assessment centers in-basket and simulator exercises. Conducts statistical review of exams and responds to challenges to test items and procedures. Reviews and approves all other examiners' announcements and examination files. Makes recommendations or provides assistance to � the staff regarding the type of exam to give and establish norms for modified exams. Reviews statistical results of all exams for problem items and adverse impact and makes ad,justments when necessary. Administers exams. Reviews job applications. Works on high profile � special projects. � - 1 - � � q� �f7� • 3s te r o The classification was compared with the classifications of Human Resources Specialist III and IV and Human Resources Manager. The level of specialization or expertise of the Selection and Validation Specialist class is greater than that of the Human Resources Specialist III class. The Selection and Validation Specialist is a single-incumbent class that performs "highly specialized and skilled" professional work in quantitative test development and validation. Whereas, the positions allocated to the Human Resources Specialist III class perform "skilled" professional work in one or more of the central human resources functions. Quantitative test development and validation is a highly specialized field for which the minimum qualifications are a master's degree and four years of experience in the field. Because of its highly specialized nature, staff cross training does not appear readily possible in the field of quantitative test validation as it is in the other areas or functions of human resources. The incumbent provides technical guidance and direction to the other staff specialists and provides technical review of their work. This is not typical of the positions allocated to the Human Resources Specialist III class. The scope and level of responsibility of the Selection and Validation Specialist are not comparable to that of the Human Resources Specialist IV and Human Resources Manager classes. The positions allocated to these two classes perform "supervisory" human resources . work planning, directing, and managing one or more of the major central human resources functions. The incumbent is a high level specialist, but not a formal supervisor or manager. Position Comparisons The position of Selection and Validation Specialist performs other essential functions which differentiate it from the other examiner positions within the unit. These are as follows: -Develops and administers all police and fire tests and upper management tests which are high profile and have high risk of error. Examples: Police Chief, Fire Chief, and promotional Police and Fire exams. -Develops assessment centers - in-basket and simulator exercises - and the ma�ority of written test questions. -Works on ongoing special projects which are highly visible, requiring an in-depth understanding of the technical aspects and involving difficult outside interactions. Examples: 1988 Fire Fighter lawsuit, Exam Preparation Worshops for Southeast Asian Management Trainees, Civil Service Rule change on pass point for all exams, and use of statistical formula to set pass point for the next Fire Fighter written exam. -Reviews all other examiners' announcements and examination files before and after test administration for statistical and validation purposes. In addition to being the key test development staff in the unit, the - 2 - , . . � q3 -�`7 � position is consistently assigned to work on Police and Fire tests � which are considered the most difficult assigments in recruitment and selection. Q.E.S. Evaluation and Analysis The Selection and Validation Specialist class should be rated higher than the Human Resources Specialist III class under the Knowledge Required factor. The minimum requirements of the studied class are higher and the field of work is highly specialized. The knowledge required of the studied class meets the Level 8 definition of "advanced knowledge" of a field of work or study and involves "highly technical or specialized assignments." The other classifications which are evaluated at Level 8 for Knowledge Required are the Accountant IV, Budget Analyst IV, Civil Engineer IV, Development and Finance Specialist IV, Risk Analyst, and Value Analyst III. A common factor between these classifications and the Selection and Validation Specialist class is work involving quantitative analysis at the higher level. The results of the QES evaluation and analysis support allocating the classification to Grade 16 of the Classified Confidential Professional Standard Ranges. Recommendation Based upon the results of the comparisons and the QES evaluation and analysis, I recommend that the Selection and Validation Specialist class be upgraded to Grade 16 from Grade 14 of the Classified Confidential Professional Standard Ranges. - 3 -