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91-1784 ORr��i�� ` Council File �` - 7 y' �� . _ . � �,; .� Green Sheet # 3 RESOLUTION CITY OF SAINT PAUL, MINNESOTA � Presented By Y- " v.�-�,"l Referred To �" ,/� q i�� Committee: Date � An Administrative Resolution changing the rate of pay for Public Health Nurse (appointed after July 7, 1988) .in the Salary Plan and Rates of Compensation Resolution. RESOLVED, that the rate of pay for the classification of Public Health Nurse (appointed after July 7, 1988) be changed from the rate set forth in Grade 10, 1� Section ID3 to Grade �3; Section ID3, of the Professional Standard Ranges in the Salary Plan and Rates of Compensation; and be it FURTHER RESOLVED, that the rate of pay for the Public Health Nurse (appointed on or before July 7, 1988) shall continue to be set forth in Grade 14, Section ID3, of the Professional Standard Ranges in the Salary Plan and Rates of Compensation; and be it FINALLY RESOLVED, that this resolution shall take effect and be in force on the first pay period after the passage, approval, and publication of this resolution; and be it ' FINALLY RESOLVED, that the rate of pay will be retroactive to the first pay period in November, 1991. Y� Navs Absent Requested by Department of: �v�a. r on ✓ OFFICE OF PERSONNEL AND LABOR RELATIONS accs ee � et man —T une � i son � T Adopted by Council: Date �� 1 �9�2 Form prov d b City Attorney Adoption Certified' by Coun�til ecretary gy: , �� . BY' ' Approved by Mayor for Submission to Approved b ay r: ate ✓FEB 1 2 1992 Council By: �/��'t�( BY� . �1��ED FEB ? �'�� uUU��...s,.tl� `�G'"�� C:ouncil File g �- /7 �-j Gr en sheet # D .3 RESOLUTION �,,1 �a � CITY OF SAINT PAUL, MINNESOTA /7�� , � ; / . , � . ' Presented By ✓7,��,. � , /l2eferred To ( C_`�.L%2�,.z;,u / Committee: Date � ��G� v An Administrative Resolution changing the rate of pay for Public Health Nurse (appointed after July 7, 1988) .in the Salary Plan and Rates of Compensation Resolution. RESOLVED, that the rate of pay for the classification of Public Health Nurse (appointed after July 7, 1988) be changed from the rate set forth in Grade 10, i , 14 � Section ID3 to Grade �3; Section ID3, of the Professional Standard Ran es in the � g Salary Plan and Rates of Compensation; and be it FURTHER RESOLVED, that the rate of pay for the Public Health Nurse (appointed on or before July 7, 1988) shall continue to be set forth in Grade 14, Section ID3, of the Professional Standard Ranges in the Salary Plan -? and Rates of Compensation; and be it � FINALLY RESOLVED, that this resolution shall take effect and be in force on the first pay period after the passage, approval, and publication of this resolution� and be it ' !�FINALLY RESOLVED, that the rate of pay will be retroactive to the first pay �period in November, 1991. Yeas Navs Absent Requested by Department of: ��,n i' [. � on � — �J_ OFFICE OF PERSONNEL AND LABOR RELATIONS acca ee ettman � � une � z son i I Adopted by Council: Date Form pprov d b City Attorney Adoption Certifie by Counc' ecretary BY: ' � . jBy' �.` Approved by Mayor for Submission to �Approved by yoz: Dat Council By: BY: �I , �q� r�� DEPARTMENT/OFFICE/COUNCIL DATE INITIATED � Office of Perso el & Labor Rel. -�,a.�zsi9� GREEN SHEET N° _15063 CONTACT PERSON 8 P INITIAL/DATE INITIAUDATE �DEPARTMENT DIRECTOR �CITY COUNCIL Jahn Shockle /Karen Sanchez X�F221 ASSIGN �CITVATfORNEY �CITYCLERK MUST BE ON COUNCIL AGENDA BY(OATE) NUMBER FOR Q BUDGET DIRECTOR �FIN.8 MOT.SERVICES DIR. , ROUTING ORDER 1-1 MAYOR(OR ASSISTAN� �F inance Ac 11 lII t ui TOTAL#OF SIGNATURE PAGES 1 (CLIP ALL LOCATIONS FOR SIGNATURE) ACTION RE�UESTED: Upgrade the positions within Occupational Co� 380A for Public Health. Nurse from Grade 10 to Grade 13 of the Professional Standard Ranges. - RECOMMENDATIONS:Approve(A)or Reject(R) pERSONAL SERVICE CONTRACTS MUST ANSWER THE FOILOWINCi QUESTIONS: _PLANNINCi COMMISSION _ CIVIL 3ERVICE COMMISSION �• Has this person/firm ever worked under a contract for this department? _CIB COMMITTEE _ YES NO 2. Has this personlfirm ever been a city employee? _STAFF — YES NO _ DISTRIC7 COURT _ 3. Does this person/firm possess a skill not normally possessed by any current city employee? SUPPORTS WHICH COUNCIL OBJECTIVE9 YES NO Explain all yes answers on separate shsst and attach to green sheet INITIATING PROBLEM,ISSUE,OPPORTUNITY(Who,What,When,Where,Why): The study was initiated by the department. The cited reasons for the request were recruitment difficulty, hiring problems, and low morale due to the two-tier pay rate system. Public Health Nurses appointed prior to the effective date of the two-tier pay rate were paid at Grade 14 and those appointed after such date were paid at Grade 10. ADVANTAOES IF APPROVED: ��E I V�D Equitable compensation. RECF!dED SEP 4 19.9j (�' J+ a U� 2 9 1991 Ve e �� '1�TORN�Y �UU�� Ui-FNCE DISADVANTAGES IF APPROVED: Additional salary costs of approximately $9,683.62. SEP 10 i99i DISADVANTACaES IF NOT APPROVED: Inequitable compensation. This classification is currently assigned in Grade 10, but the study showed that this classification should be in Grade 13. RECEIVED SEP 17 1991 CITY C TOTAL AMOUNT OF TRANSACTION a COST/REVENUE BUDGETED(CIRCLE ONE) YES NO FUNDINti SOURCE ACTIVITY NUMBER FINANCIAL INFORMATION:(EXPLAIN) �� _�� ' ' • i 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 types of documents: CONTRACTS(assumes authorized budget exists) COUNCIL RESOLUTION (Amend Budgets/Accept.Grants) 1. Outside Agency 1. Department Director 2. Department Director 2. City Attorney 3. Ciry Attorney 3. Budget Director 4. Mayor(for contracts over$15,000) 4. Mayor/Assistant 5. Human Rights(for contracts over$50,000) 5. Ciry 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 Attorney 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. City Attorney 3. Finance and Management Services Director 4. City Clerk TOTAL NUMBER OF SIGNATURE PAGES Indicate the#of pages on which signatures a�e required and paperclip or flag each of these pages. ACTION REQUESTED Describe what the projecUrequest seeks to accomplish 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, public or private. SUPPORTS WHICH COUNCIL OBJECTIVE? Indicate which Council objective(s)your project/request 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 PROBIEM, ISSUE, OPPORTUNITY Explain the situation or conditions that created a need for your project or request ADVANTAGES IF APPROVED Indicate whether this is simply 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)7 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? � �'�-i��'� � � CITY UF SAINT PAUL if i}f Filillti "" ��`° OFFJCE OF THE CITY COUNCIL Members: Janice Rettuan. Chair Karl �leid David Thune JANICE RETTMAN JOE COLLINS Counc7persoa Legislative Assistant COMMITTEE REPORT KATHY ZIEMAN Legislacive assistant FIHANCE, MANAGEMENT, AND PERSONNEL COMMITTEE JANUARY 30, 1992 1. Call to order; introduction of inembers, staff, guests; announcement of siqn-up sheet; approval of minutes of December 16, 1991, meetinq. Minutes were approved 3-0. 2. Resolution 91-1784 - changing the rate of pay for Public Health Nurse (appointed after July 7, 1988) in the Salary Plan and Rates of Compen- sation Resolution. (Referred from Council 9/24/91, laid over in Committee 12/16j911 Approved as amended 3-0. (See attached) Katherine Cairns/Diane Holmgren were requested to prepare a budget amendment. Fund balance is the preferred funding source recortmended by the Comnittee. 3. Resolution 91-1430 - establishing the rate of pay for Marina Manager in the Salary Plan and Rates of Compensation Resolution. (Referred from Council 8/6/91, laid over in Committee 11/18/91 and 12/16J91) Laid over indefinitely at the request of the Parks and Recreation Division. A resolution will be prepared by Councilmember Thune to clarify whether or not operation of the Watergate Marina by the City will continue. Resolution 91-1430 will be placed on an agenda when the other resolution is ready. Resolution 91-2266 - amending the 1991 Budget by Adding $450,000 to the Financing and Spending Plans of PED/Rental Rehabilitation Program to the Sin41e Familv Loan Proqram. (Referred from Council 12/12j91) Approved 3-0 4. Resolution 92-28 - accepting a grant for $40,000 from the State of Minnesota to expand the Crime Prevention Program. (Referred from Council January 7. 1992) Approved with amendments made at Intergovernmental Relations Committee 3-0 (See attached) CITY HALL ROOM NO.718 SAINT PAUL, MINNFSOTA 55IO2 612/298-5289 5�46 Prinud on ReryNed Paper . . ��,,�� PUBLIC HEALTH NURSE Disadvantages if agproved (continued) : The salary cost breakdown is as follows: Current Proposed Amount of Number of Totals Bi-Weekly at Bi-Weekly at Increase Incumbents Grade 10 Grade 13 $1176.78 $1286.26 $109.48 x 1 $109.48 $1285.27 $1406.36 $121.09 x 1 $121.09 $1487.70 $1628.15 $140.45 x 1 140 45 TOTAL COST PER PAY PERIOD $371.02 ASSUMING 12-29-90 EFFECTIVE DATE, N0. OF PAY PERIODS 26.1 ADDITIONAL SALARY COST FOR 1991 $9683.62 I II � --,,,, . . . ��i /�� CITY OF SAINT PAUL Office of Personnel and Labor ReZations CZassificstion and Compensatton Div�sion 265 City Xa11, Saint Pau1, MN 55102 6Z2-298-4221 July 23, 1991 Catherine Nelson, President Professional Employees Association, Inc. Town Square Library 445 Minnesota Street Saint Paul, Minnesota 55101 Dear Ms. Nelson: We will process a resolution upgrading the Public Health Nurse classification from Grade 10 to Grade 13 of the Professional Standard Ranges. This is a change from our original recommendation of Grade 14. The Public Health Nurse was studied and was evaluated at Grade 13. We recommended Grade 14 in consideration of the problems cited by the Division of Public Health regarding the two-tier pay rate system in effect for the Public Health Nurse class. The Budget Office, however, would only lend its support to an upgrade based on the classification and compensation study. Therefore, we will re-submit a resolution upgrading the Public Health Nurse class to Grade 13. Please notify me within twenty days of receipt of this correspondence 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. Catherine Nelson Date • . , CODE: C��7� BU: 06 EFFECTIVE: 06/20/90 ` / TITLE OF CLASS: v PUBLIC HEALTH NURSE DESCRIPTION OF WORK General Statement of Duties: Performs responsible professional public health nursing work involving the assessment, promotion, maintenance, and improvement of the level of health in the community through the planning and implementation of specialized programs and clinics; and performs related duties as required. Supervision Received: Works under the general, technical, and administrative direction of a unit head. Supervision Exercised: Exercises technical supervision over lower level nurses, paraprofessionals, and volunteer workers as assigned. TYPICAL DUTIES PERFORMED The listed examples may not include all the duties performed by all positions in this class. Participates in planning, and coordinates, directs, and evaluates the daily operations of health care clinics and special health care programs in the community. Conducts individual and group counseling and instruction in the techniques and procedures to promote good health and safety. Participates in the prevention and control of communicable diseases in the community by evaluating needs and implementing education, counseling, testing, immunization, and treatment programs. Provides outreach and follow-up services in residential treatment facilities; provides education and lends technical assistance to staff. Makes on-site visits to patient homes to follow-up on abnormal cases or monitor compliance with medication, assess health needs, or to identify the source of health problems. Administers immunizations, mantoux tests, and medications as prescribed. Educates the patients and/or parents on rationale for treatment and proper compliance with medication instructions or treatment intervention. Provides information to travelers on the health risks at their destination and the medical options for prevention. Makes referrals to other health care facilities or social agencies, as needed, to promote comprehensive patient care. Leads the work of paraprofessionals, technicians, and clerical employees in (continued on reverse side) PUBLIC HEALTH NURSE ' � Page 2 . PUBLIC HEALTH NURSE clinics� and assists in their training. Trains and supervises lower level nurses, paraprofessionals, and volunteers to assist in special City health programs and clinics. Prepares statistical and narrative reports concerning program activities and participates in program evaluation process. KNOWLEDGE, SKILLS AND ABILITIES Considerable knowledge of the principles and practices of public health nursing, the epidemiologic process and the prevention and treatment of disease. Working knowledge of the City, State and Federal laws; health ordinances; and regulations applying to public health nursing and health programs. Considerable knowledge of community resources to which patients may be referred. Considerable ability to communicate effectively, both orally and in writing. Considerable ability to maintain accurate patient records and charts and comply with data privacy requirements. Considerable ability to detect early stages of emotional and physical illnesses, and refer or manage the patient as dictated by the findings. Considerable ability in human relation skills across diverse groups of clients. Working ability to assign and supervise the work of others. Working ability to give medications and treatments. MINIMUM QUALIFICATIONS College graduation and current Minnesota licensure as a registered nurse and current certification to practice as a public health nurse in the State of Minnesota; must have one year of experience as a public health nurse; and must possess a valid Minnesota Class C driver's license, or equivalent out-of-state driver's license, with no suspension or revocations within the two-year period prior to the date of the examination (suspensions for parking-related offenses excluded) . PUBLIC HEALTH NURSE r r�i�� ..,,�.;��.,,� /,'�9 CaS7 of�'•). a�4 °;�, �� i�`f �'� �'iYqj��, a� < i�� fr �TQ:�. ,e s+ ,ytitiv� '. �``�:x�r.•saR` � CITY OF SAINT PAUL BUDGET OFFICE ; Interdepartmental Memorandum June 10 199 1 , TO: Councilmember Janice Rettman, Finance Committee Chair FROM: Stacy Becker, Budget Directo 1 � � RE: Recommendation on Rate of Pay for Public Hea th Nurse �� I am forwarding the attached resolution, changing the rate of pay for the Public Health Nurse, without my approval. The resolution sets the rate of pay in Grade 14, Section D3, Professional Standard Ranges in the Salary Plan and Rates of Compensation. I would support setting the rate of pay in Grade 13, Section D3, Professional Standard Ranges for the following reasons: 1) The Classification Study Report, completed by Personnel Office staff in December of 1990, recommends without addendum a Grade 13. 2) I do not agree there is any market sensitivity to recruiting qualified candidates for the position at its current salary at grade 10. Test eligibility lists for Public Health Nurse for several years contained an average of 15 candidates, most of whom were never hired. 3) I cannot support the logic to increase the recommended grade by one level to match that of existing Public Health Nurse incumbents hired before July 7, 1988. Although reducing grades may cause employee morale problems, this type of thinking erodes the credibility of our classification and compensation system. 4) A grade 13 rate of pay is competitive with those listed on a metropolitan area salary survey of similar positions. If you have any questions, please contact Barbara Jeanetta. She assisted in preparing these comments. CODE: Cy- ' I�7� BU: 06 EFFECTIVE: 06/20/90 TITLE OF CLASS: PUBLIC HEALTH NURSE DESCRIPTION OF WORK General Statement of Duties: Performs responsible professional public health nursing work involving the assessment, promotion, maintenance, and improvement of the level of health in the community through the planning and implementation of specialized programs and clinics; and performs related duties as required. Supervision Received: Works under the general, technical, and administrative direction of a unit head. Supervision Exercised: Exercises technical supervision over lower level nurses, paraprofessionals, and volunteer workers as assigned. TYPICAL DUTIES PERFORMED The listed examples may not include all the duties performed by all positions in this class. Participates in planning, and coordinates, directs, and evaluates the daily operations of health care clinics and special health care programs in the community. Conducts individual and group counseling and instruction in the techniques and procedures to promote good health and safety. Participates in the prevention and control of communicable diseases in the community by evaluating needs and implementing education, counseling, testing, immunization, and treatment programs. Provides outreach and follow-up services in residential treatment facilities; provides education and lends technical assistance to staff. Makes on-site visits to patient homes to follow-up on abnormal cases or monitor compliance with medication, assess health needs, or to identify the source of health problems. Administers immunizations, mantoux tests, and medications as prescribed. Educates the patients and/or parents on rationale for treatment and proper compliance with medication instructioris or treatment intervention. Provides information to travelers on the health risks at their destination and the medical options for prevention. Makes referrals to other health care facilities or social agencies, as needed, to promote comprehensive patient care. Leads the work of paraprofessionals, technicians, and clerical employees in (continued on reverse side) PUBLIC HEALTH NURSE ,� � Page 2 PUBLIC HEALTH NURSE clinics, and assists in their training. Trains and supervises lower level nurses, paraprofessionals, and volunteers to assist in special City health programs and clinics. Prepares statistical and narrative reports concerning program activities and participates in program evaluation process. KNOWLEDGE� SKILLS AND A.BILITIES Considerable knowledge of the principles and practices of public health nursing, the epidemiologic process and the prevention and treatment of disease. Working knowledge of the City, State and Federal laws; health ordinances; and regulations applying to public health nursing and health programs. Considerable knaw2edge of community resources to which patients may be referred. Considerable ability to communicate effectively, both orally and in writing. Considerable ability to maintain accurate patient records and charts and comply with data privacy requirements. Considerable ability to detect early stages of emotional and physical illnesses, and refer or manage the patient as dictated by the findings. Considerable ability in human relation skills across diverse groups of clients. Working ability to assign and supervise the work of others. Working ability to give medications and treatments. � MINIMUM QUALIFICATIONS College graduation and current Minnesota licensure as a registered nurse and current certification to practice as a public health nurse in the State of Minnesota; must have one year of experience as a public health nurse; and must possess a valid Minnesota Class C driver's license, or equivalent out-of-state driver's license, with no suspension or revocations within the two-year period prior to the date of the examination (suspensions for parking-related offenses excluded) . PUBLIC HEALTH NURSE : '' .�/-�7�L . � J CLASSIFICATION STUDY REPORT CLASS STUDIED: Public Health Nurse INCUMBENT: Laura Wingate, Penelope Quinn, Lynn Bahta, Anne Kuettel, Jean Rancone STUDIED BY: Karen Sanchez ' DATE STUDIED: December 1990 PERSONS CONTACTED: Irene 0'Ryan, Senior Public Health Nurse APPROVAL OF CLASSIFICATION & COMPENSATION MANAGER: sa =� ��_ _ DATE: /� /U - �'1�� Background . i Previouslx, the public health nursing class series consisted of the Public Health Nurse I, II and III classes. In 1986, the Public �� Health N urse I class was in grade 7 and the II was in grade 9 of the Professional Salary Standard Ranges; the Public Health Nurse III class was in grade 13 of the Professional Supervisory Salary ' Standard Ranges. (At issue is the Public Health Nurse class, therefore, the Public Health Nurse III class which has since been revised to Senior Public Health Nurse is not a part of this study. ) In 1988, as a result of the comparable worth study by Hallcrest Craver, Inc, and an independent study conducted by the Office of Personnel and Labor Relations, changes were made in the salary grades for the I and II classes. The Public Health Nurse I class remained in grade 7, and the Public Health Nurse II class was paid at two different pay grades. Those who were appointed prior to July 7, 1988, were paid at grade 14, whereas, those who were appointed thereafter were paid at grade 10. On June 20, 1990, the Public Health Nurse I and II classes were combined into one classification - the Public Health Nurse class; but the two pay grades remained in effect. The minimum requirements for the new classification were likewise revised to include one year of prior public health nurse experience. Prior to the establishment of the new class, the Public Health Nurse I class did not require any work experience, which is true in most entry-level professional job openings. Whereas, the Public Health Nurse II class required one year of prior work experience in public health nursing. It is obvious that when the I and II classes were combined, the new classification took on the minimum requirements of the Public Health Nurse II classification. - 1 - , . r �;��''��i i • ' On August 2, 1990, the department requested that a salary survey for �; the Public Health Nurse be conducted citing recruitment difficulties with the current pay rate� and morale problems among the new and old nurses brought on by the disparity in the salary. (Attached is the I�� result of the 1989 salary survey.) � Therefore, our Office initiated this classification and compensation study to address these issues. tud C m ent S y o pon s Review of previous �ob profiles. Interview with the immediate supervisor. ' Comparisons with other positions. QES evaluation and analysis. Jo �escri�ti�n The positions allocated to the Public Health Nurse class perform skilled professional public health nursing work involving the planning, implementation, maintenance, promotion, and evaluation of assigned public health programs. Currently, there are five Public Health Nurse positions in the : Division of Public Health. Except for one position, all four of ' them report directly to a Senior Public Health Nurse who is the supervisor of public health community programs. Two are paid at ; grade 14, and 3 are paid at grade 10. Their work assignment are as follows: Dav Care Inspection - The public health nurse assigned in this '� program assesses the health and safety status of licensed daycare � centers and facilities; educates daycare directors and staff on icommunicable disease contxol, childhood in,jury prevention, and other current health and safety issues. The position responds to questions and concerns of daycare center directors and staff. It inspects , daycare centers and facilities; issues citations; meets with daycare ; staff to discuss options for effective maintenance of health and safety practices; assesses hazards and conducts tests. Currently, ' there are about 6,000 children in daycare centers in the City of ' Saint Paul. The position spends 80$ of the time doing field work. jHepatitis B - The public health nurse assigned in this program ', immunizes high-risk babies against hepatitis B, such as babies whose ' mothers are infected with the disease. The immunization is a series of three shots. All newborn, Southeast Asians and high-risk , patients are targeted groups, The position spends 308 of the time doing field work. ' TB Outreach - The same public health nurse assigned in Hepatitis B ' is assigned in this program. The TB Outreach program is an - 2 - �I I �. , �-�/-'/�� outgrowth of the TB Clinic, which is one of the clinical programs in the Division of Public Health. As such, the clients of the TB Outreach program are referrals from the TB Clinic. The position follows through with individuals who did not show up for their appointment in the TB Clinic; and follows through with children who are on liquid medication to make sure that they take the medication as prescribed. The position spends 308 of the time doing field work. Lead Poisonin,$ - The public health nurse assigned in this program refers those individuals with above normal ZEP levels in their blood to the physician; conducts survey to identify the source(s) of lead poisoning through interview and questionnaire; develops individualized health care plan for lead clients; maintains records and follows through to make sure they receive adequate medical care and that their homes have been cleared of lead paint hazards; provides information and educates families or community groups on lead poisoning - its sources, effects, safe methods and prevention. Currently, there are about 7,000 children screened for possible lead poisoning. The position spends 308 of the time doing field work. Well-Chi �t - The public health nurse assigned in this program administers immunization and follows through to make sure that children participating in the WIC program have the necessary immunizations such as DPT, polio, MMR, and Hepatitis B. The position makes sure that children have access to available neighborhood clinic and health�care, and assists families in securing medical assistance or Children's Health Plan insurance. Currently� there are about 7,000 low-income children served by the program. The position spends about 30$ of the time doing field work. Families in CriGi� - The public health nurse assigned in this program is the only position who does not report to a Senior Public Health Nurse. It reports directly to the Public Health Division Manager. This program aims to improve the qualit of life of homeless individuals. The osition y to homeless patients through on-site clinic;Pschedulesrappointments,darrangesc care transportation, provides medication, and other clinic procedures under standing orders of a physician; educates and follows through with patients to make sure that they are receiving adequate health care. The following are the duties and responsibilities which are common to all five public health nurse positions regardless of their specific program assignment: Acts as program manager; develops plans, implements, and evaluates the program, Responsible for the productivity of the program. Prepares annual work plan, prepares and maintains all paperwork� statistics, and reports pertaining to the program. Assesses health status of individuals and potential health risks or needs of the community; and makes referrals to appropriate health care providers or community agencies. Administers flu and measles shots; takes blood pressure, and reports incidence of child abuse to the State; and follows through with patients to ensure compliance with medications, physicians' orders, and discusses medical problems. Instructs, educates, gives group presentations, and assists in developing educational materials to promote the program in the community. Acts as liaison with other clinics, health care providers, and community agencies; i � . ��. � . � 9��, ,. '' • erforms home visits or ins ections. "� , P P �/ I' �omparisons '' The position was compared with other health-related professional classifications � desiing with health maintenance in the community either through on-site clinic, inspections, home visits or community outreach, and health education. i �nvironmental Health Analyst - The positions allocated to this class perform responsible professional work developing and evaluating programs and plans relating ' to environmental health activities; coordinating special environmental health , activities and studies, and providing liaison with federal, state, and communit Y , health agencies. The public health nurse positions are comparable to the i environmental health analyst positions in that they are also primarily responsible for planning, developing, implementing and evaluating assigned public health i programs. Environmental health may be different from public health, thus� � requiring different bodies of knowledge; but the responsibilities of the positions � allocated to these two classes are comparable. Both positions are responsible for � planning, developing, coordinating, and evaluating assigned programs. Both perform icommunity outreach either through inspections or home visits; and act as liaison with the community and other outside groups or agencies. The scope and level of responsibility of the positions allocated to the public health nurse class are � comparable to that of the environmental health analyst class. � I Health Educator II - The positions allocated to this class perform responsible professional work involving the planning and conducting of health education programs of the Division of Public Health. The health educator II positions are responsible for preparing various educational materials to promote the different health programs and services of the Division; developing and conducting training sessions; and are responsible for preparing and coordinating various health information and education activities of the Division. Although public health nursing is not health education per se, an important aspect of the work has a lot to do with health education in maintaining and promoting assigned community programs. Public health nurse positions instruct, educate, give group presentations, and assist in developing educational materials. Therefore, the positions allocated to the public health nurse class are comparable to that of the health educator II class in one major aspect of their work. Nutritionist II - The positions allocated to this class perform responsible professional nutrition work involving the assessment, promotion and provision of nutrition services and education in the community. Both the public health nurse and the nutritionist II positions perform screening and assessment of their clients; although one assesses the health or medical status or needs of an individual, while the other assesses the specific nutritional needs of an individual. Each field uses different procedures and techniques, but the nature of contacts or interactions with clients are comparable. Both the public health nurse and nutritionist II positions are responsible for assessing the health status of individuals; determine the needs and develop program plans or individualized health care plans to meet these needs; provide education and consultation to individuals or groups; prepare and maintain records and reports; drive and transport equipment to and from clinics or off-site presentations. Therefore, the positions allocated to the public health nurse class are comparable to that of the nutritionist II class. Overall, the comparisons revealed that although they differ in program content and • assignment, all four of the above-mentioned classes are comparable with respect to the following: 1. they all perform skilled professional work in a health-related field outside of a clinic-setting, 2. the ma,jor areas of responsibilities are comparable especially in terms of providing a full range of management and implementation services of assigned program(s) , and 3. they all require college . .,� ��,-�� graduation and 1 - 2 years prior work experience independent of specific � requirements by state board or professional certification. 4 E S Evaluation and Analvsis Knowledge Required . . . . . . . . . . 7 — 795 points Effect of Actions . . . . . . . . . . . 3 — 245 Mental Effort . . . . . . . . . . . . . 3 — 220 Amo�_m*.. of D;�cretion . . . . . . . . . 3 — 205 Impact on Policies and Procedures . . . 2 — 135 Consequence of Error . . . . . . . . . 3 — 170 Hazards and Stress . . . . . . . . . 3 — 170 Contacts . . . . . . . . . . . . . . . 3 — 100 Physical Effort . . . . . . . . . . . . 2 — 60 Surrounding . . . . . . . . . . . . . . 2 — 35 Personnel Authority . . . . . . . . . . 1 — 30 Units Supervised . . . . . . . . . . . 1 — 5 Total . . . . . . . . . . . . . . . . . 2170 points The Public Health Nurse class was evaluated at 2170 points, which is equivalent to Grade 13 of the Professional Standard Ranges. Recoa�mendation Based upon the results of the study, I recommend that the Public Health Nurse class be upgraded to Grade 13 from Grade 10 of the Professional Standard Ranges. Recommendation - Addendum The department, with the concurrence of the Personnel Office, recommends an upgrade to Grade 14 in consideration of the other issues outlined in Kathy Cairn's memo of July 31, 1990, market sensitivity, and because there is only one level difference between the QES evaluation and the level at which the public health nurses appointed prior to July 7, 1988, are currently paid. . .�� . . ,,�� . . �� 1990 Metropolitan Area Salarv Survey Jurisdiction Minimwn Maximwn Yrs. to •Minimum ax. Requirements Washington County $29,400. $38,300. 7 w/ experience Dakota County 29,300. 42,700. w/ experience Bloomington 29,200. 32,200. 1.5 w/ experience Hennepin County 28,800. 37,800. 6.5 w/ experience Ramsey County 28,000. 38,400. 5 w/o experience Scott County 27,700. 36,700. w/ experience St. Paul 27,200. 35,800. 5 w/ experience Minneapolis 26,800. 38,100. 5 w/o experience St. Louis County 26,700. 31,100. 4 w/o experience Carver County 25,900. 6.5 w/ experience Olmstead County 25,600. 38,400. w/ experience Anoka County 25,400. w/ experience 1. Common to all �urisdictions are the minimum requirements for BS in nursing, RN, and PHN certificate. Most require prior work experience. 2. Average annual starting salary is $27,500. 3. The survey did not include number of openings and comparability of the 3urisdictions in terms of size, services, and duties and responsibilities.