5. Pos. Class.&Pay Comp. Plan
CITY OF
CHANHASSEN
o City Center Drive, POBox 147
~hanhassen, Minnesota 55317
Phone 612.9311900
General Fax 612.937.5739
'ngineering Fax 612.937.9152
'ublic Safety Fax 612.934.2524
W'eb www.ci.chanhassen.mn.us
s-
-
MEMORANDUM
TO:
Don Ashworth, City Manager
Todd Gerhardt, Assistant City Manager -r G Ilz.-
FROM:
DATE:
April 15, 1998
SUBJ:
Position Classification and Pay Compensation Plan
Earlier this year the city council reviewed the City's Position Classification and
Pay Compensation Plan and expressed concern regarding the potential liability
that may exist in how some job descriptions are written and how performance
reviews and salary reviews are administered. Staff felt that since the city attorney
would have to defend any law suit that resulted from this document, that Roger
Knutson was the perfect choice to review it for liability issues.
Attached are the results of Roger's review of the document and his suggested
changes. Staff has taken Roger's suggested changes and incorporated those into
the plan (see attachment for highlighted changes), with one exception. Roger
suggested that all secretaries have the same job description. Since the job
responsibilities are different in each department, we decided to keep the individual
descriptions, but we have standardized the requirements section. As to salary
structure and comparable worth points by positions, the State of Minnesota
regulates all city employee salaries to ensure similar jobs are comparable. In our
last submittal, we successfully met all the state requirements and received a
compliance certificate (see attached). We submitted our 1998 application this past
January and anticipate receiving the results of our certification by the end of
August.
RECOMMENDATION
Staff recommends that after your review of the document, that it be placed on the
May 4th consent agenda for approval.
ATTACHMENTS
I. Letter from Roger Knutson dated March 26, 1998
2. Letter from Todd Gerhardt dated March 9, 1998
3. Comparable Worth Compliance Certificate
4. Position Classification and Pay Compensation Plan
g:\admin\tg\paycomp I.doc
&e City of Chanhossm, A growing community with clean lakes, quality schoo/i, a charming downtown, thriving businesses, and beautìjùl palies, A great place to live, work, and play.
CITY OF
CHANHASSEN
690 City Center Drive, PO Box 147
Chanhassen, Minnesota 55317
Phone 612.937.1900
General Fax 612.937.5739
Engineering Fax 612.937.9152
Public Safety Fax 612,934.2524
W'eb www.cÏ.chanhassen.mn.us
March 9, 1998
Mr, Roger Knurson
Campbell Knutson Associates
317 Eagandale Office Center
1380 Corporare Center Curve
Eagan, MN 55121
Re: Review of Po sir ion Classificarion and Pay Compensation Plan
Dear Roger:
The Ciry ofChanhassen is requesringyour services ro review rhe ciry's 1998 Posirion
Classificarion and Pay Compensarion Plan. This document outlines how rhe ciry
adminisrers and documents rhe following irems:
1. Salary strucrure
2. How performance reviews and salary reviews are adminisrered
3. Organizarional structure
4. List of all job descriptions, salary grades, and comparable worrh poinrs by
posirion
5. Achievemenr goal serting for adminisrrative personnel
The Chanhassen Ciry Council requesred rhat rhe document be reviewed in rerms of
possible liabiliry exposure in how the ciry's job descriptions are written. Some
specific questions rhe council has are:
1. We have twO separare job descriptions for Accounting Clerk. Shouldn't titles be
separared or shouldn't the job descriptions be combined?
2. Wby do we have twO separate job descriptions under the same title of
Engineering Tech II and, in addition, they have different minimum
qualifications?
3. Wby do we have separare job descriptions for each secretary? Isn't this roo
confining? Wby not one job description with the same minimum goals and
general skill levels and duties?
4. Wby don't we state experience substirutions and define substitute experience in
lieu of degrees?
The City of Chanhossm, A growing community with clean lakes, quality schools, a charming downtown, thriving businesses, and beautìjùl palies. A great place to live, work, and p
Mr. Roger Knutson
March 9,1998
Page 2
5. All job requirements should be the same for positions in the same salary grade.
I have also enclosed the ciry's last two pay equiry compliance reports. You will
notice that the ciry successfully met all the requirements of the 1995 payequiry
report and do not foresee any problems with the 1998 pay equiry requirements.
If you have any questions regarding this information, please contact me at 937-1900
ext. 119.
Sincerely,
#
Todd Gerhardt
Assistant Ciry Manager
TG:k
Enclosure
g:\admin\tg\rogerpaycomp.doc
CAMPBELL KNUTSON
Professional Association
Attorneys at Law
Thl1!nas J. Cnmrhdl
Rugl'r N. Knutsl) )
Thomas M. Sü )tt
Elliott R. Knt'tsch
SLH.:~~\n L~',\ Pao..:l'
(612) 452-5000
Fax (612) 452-5550
...
Joel J. þmnik
AnJrl'<l l\..kDowell Pnehler
tvIatthew K. Brokl*
John F. Kelly
!\.tmhcw J. F(11i
~brgllL'fite M. McCarron
Ot:or¡.:l'T. Sterhl'nson
Author', Direct Dial: 234-6215
March 26, 1998
t..-\ls"li,-,'n,,'d'n\\;'¡."-"1lsin
BY FAX AND MAIL
()fCiJlO\sd
Cìary G. Fuchs
Mr. Todd Gerhardt
City of Chanhassen
690 Coulter Drive, Box 147
Chanhassen, MN 55317
RE: Review of Position Classification Plan
RECEIVED
MAR 2 7 1998
CITY OF CHANHASSEN
Dear Todd:
I have reviewed the City's Position Classification Plan. Overall, the plan looks excellent.
I have some general and specific comments.
It is very important that job descriptions be kept current and accurate. Job descriptions
are important in hiring, evaluating performance, and determining essential job functions under
the Americans With Disabilities Act. Your practice of having each employee fill out a job
questionnaire and reviewing the job description annually is excellent and should be continued.
Your March 19th letter asked a few specific questions. Your questions and my answers
follows:
Q. We have two separate job descriptions for Accounting Clerk. Shouldn't titles be
separate or shouldn't the job descriptions be combined?
A. I agree. Either solution will work. 1Wo job descriptions with the same title could
cause confusion .and is reduruiflnt.
Q. Why do we have two separate job descriptions under the same title of Engineering
Tech II and, in addition, they have different minimum qualifications?
A. You could change one of the job titles, but I don't perceive a problem. Your job
descriptions differentiate between the two positions: "Engineering Technician II
(Construction Coordinator)" and "Engineering Technician II (GIS/Mapping). "
You could change the titles to "GIS/Mapping Technician" and "Construction
Coordinator. "
Suite 317 . Eagandale Office Center · 1380 Corporate Center Curve · Eagan, MN 55121
Mr. Todd Gerhardt
City of Chanhassen
March 25, 1998
Page 2
Q. Why do we have separate job descriptions for each secretary? Isn't this too
conf'ming? Why not one job description with the same minimum goals and general
skill levels and duties?
A. I don't see a need for a separate job description for each secretary.
Q. Why don't we state experience substitutions and def'me substitute experience in lieu
of degrees?
A. For lTWst positions this should be done. Degree requirements have a disparit
impact on cenain protected classes and unless the requirement is a bona fide
occupation qualification, it should be eliminated. You require at least a high
school degree for almost every position. Work experience or vocational training
would be an appropriate substitute in many cases.
Q. All job requirements should be the same for positions in the same salary grade.
A. I disagree. The educational and licensing requirements for a finance director and
public safety director, for example, are different, but they are in the same pay
grade.
In reviewing the job descriptions I noted the following:
. Secretary, Administration. Correct the typo on page 30 on typing requirements.
. Public Safety Director. Add as a requirement that the person be a licensed police
officer.
· Building Official, Assistant Building Official, Building Inspector II, Building
Inspector I. The requirements for Building Official Assistant require certificates
issued after June 30, 1990; and for Inspectors I and II prior to that date. There
is probably an explanation, but I don't understand it.
· Community Service Officer. A job requirement is "enrolled in criminal justice
studies or law enforcement courses." What happens to a person who has
completed the course work?
Mr. Todd Gerhardt
City of Chanhassen
March 25, 1998
Page 3
· Director of Public Works Operations. Is there a real need for that person to be
a civil engineer?
· Equipment Operator/Laborer. The requirement for Heavy Equipment
Operator/Laborer does not include a high school degree, but this position has
such a requirement. I don't understand the need for this distinction in educational
requirements. The equipment superintendent position does not require a high
school degree.
· Exempt/Non-exempt. I have not reviewed this issue. This distinction is critical
under FLSA, but cannot be made simply upon the basis of job descriptions. If
you want me to review the issue, please call me so that we can discuss it.
If you have any questions or comments, please call.
RNK:srn
~
'-.)
~
~ t
"Ñ
~ C'.)
~~ C'.)
~
~
~ð 0 ~
.....
-c ~
Q)
"Ñ ..... ð
c:
~ .(;\ Q)
~ V>
Q)
....
"Ñ Q.. ~
~
~ ~\
"Ñ
Q
~
~
.....:.. i["~~, I...
...,úi~~~¥4\~·~;.ili¿~ ......
/'.:""'Úhi~iÄ"¥""~"'" .". . :':";~
'rt¡AY~~~¡"f1~::k;B7
{n~r( ..
vi
>-
~
..... c: Q..
U ~ Lf')
«4-""
.q ~ ~
::J ::J ....
C- V> ::J
W ~ 0
>- ~ >-
~ V> 4-
Co. ._ 0
..... Q) V>
c: U c:
Q) .'¡:; 0
E 0 ''¡:;
c: c: ~
.... V> Q)
Q) c.::
> ..c:
o f- Q)
<.J Q)
>-
o 0
N Q..
~ E
.... w
~ .....
Q..o
~. .....
..c: c:
U Q)
V> E
Q) t:
~
::J Q..
.... Q)
o
~
.....
o
V>
Q)
c:
c:
~
~
u
o
....J
Q)
..c:
.....
4-
o
V>
.....
c:
Q)
E
Q)
....
~
::J .....
C- ~
Q) Q)
.... c:
Q) c:
..c: .-
..... ~
00 "'0 "'"
..§ c: ..::
Q) ~ Q)
Q) "" -£
E "" >-
>-0;..0
::J ;:::: ~
't; "'=t .9:! .¿
V> > 0
Q) Q) Q..
uT-L..Q)
U "" ....
::J "" ~
V> U
.... ;:::: i:E ::J
.E "'=t 0 g-
>-
:!::
V>
.:!)
c:
Q)
E
Q)
....
::J
C-
Q)
....
.q
::J
C-
Q)
>-
~
Q..
.....
c:
Q)
E
c:
....
Q)
>
o
00
~
u
o
Q)
..c:
.....
..c:
.....
.~
00
c:
>-
Q..
E
o
u
c: "'0
c: 2
.9 ~
..... u
~ Q)
Q) ....
Q..Q..
o Q..
o ~
U >-
.... .....
::J ~
o Q)
>- 00
,
~
~
Q)
c:
o
.¡¡;
'"
E
E
o
u
co
c:
''¡:;
u
<:
.;;
r1
Q)
c:
o
E
V')
Q)
c:
>-
r1
s
V')
'"
'"
~
ÒQ)
~ ¡¡;
Qj 0
.D
o
8
-
...
~
~
\
....
(\.
'-
,
,
.~
~
~
,
t
'.
C"
.I
.
~
ì. E
~ ~
~'"
.2
-
U
><
ë¡:j
...
.~
"Y
.
)
~
'"'
~
~
~
.~,~
'\:.
~
..... '"">
~' ,;
...."
t
~
'l
:--...
;~\
, .
'ì\:.\
,
'"
'"
~
:"
1
~
~
.,¡-
a-.
a-.
t
,
-
,
'"
"
-;\..
i..
,
~
'"
o
...
o
c
.~
Õ
B
-
"
¿
"
,
"
-5
.¡t
'"
"
"0
E
o
~
-¡;
en
-
¡;
'"
'"
~
..c
c
~
-
o
....
o
c
o
'"
.¡:
~
a
o
U
...: ...: ..:
..c..ccE
M~¡::;¡.,¡-
O'~V'>V'>
-NN
- --
...: ..:
2i;§
<'i~
...:
N'::
O'~
OÔ==
...:
I ..c
--
0'0
r-
,..:
s..: ...:
.::~
;:!:V'>
a;~
s..: ...: ...:
~:§:§
---
.,-)..,-¡I.t":Iv-\
- - --
"':0":"':"':": ...:
'::0'::'::'::'::'::
-r---N I:' 'V ON
-Mr--:-.::t:~~O
"¡-M"¡-"¡-OOÖ
---N-
":"':"':"':0"':"':"':": ...:
'::'::'::'::0'::'::'::'::'::
NOOOOOO_-C'\\OM(">.I
O\\O\O\Or.:~O'\O'\\C-.:::t
-¢~~-.:iMNMM~\Ô
---- -----
...: ...: ...: ...:
.::.::.::.::
("'.1000000
~OC!~OC!
'VMMM
- - --
...: ...: ...: ...:
¿::=E'::¿
M- --
V)NNN
-i-i-i-i
- - --
c
~ ...: ...: ...: ...: ...: ...: ...: ...:
~~~~ð~~~~~~
~"';;~I""'1"'-¡O~Mv)I,f')V"t
~enoo'NNOv)~'¢"¿'~
..c ________
U
...: ..:
¿¿
a-. '"
-~
c ~ þ
~ oS ~
¿r:'-J~
00==
...: ...: ...: ...: ...:
g.::.::.::.::.::
_l'-VOO\t-
Ó~OC!~N<""1
MNMMa\V"'\
-----
o ~ ...: s..: ...: ...:
~~2iâ~â
ó~ooooo\C
MNMMo\....o
-----
...: ...: ...: ...: ...:
~~~~~.::
Ñr;\O~oqo
MM"¿'lI')V)r--:
-----
00
00
~<'1.
M M
M M
00
00
r- r-
0\0\
N N
00
00
00 00
",' -6
NN
00
00
'" '"
0\ 0-,"
N N
...: ...: .: ....:
..c..c.c..c
~~ÕòÒ:;
LrI MNO
0-0-0-0
N ---
...: ...: -= ...:
.::.::.::.::
-OI.t":lN
MNV)V)
oòv)v)lI"Î
----
...: ...: ...: ..:
'::5;'::'::
1.t":I_r-\O
M\O--
r--:..:fV'llli
- - --
...: ...: ...: s..:
,... ""..c..c
,,--
N-Mr-
MC'!~~
o\V)V")1.t")
- - --
000 Þ s..: ...: ...:
ooo:::::'::¿¿:::
000 I.t":I r-V"I 'V
C"'...r-:Ñ~-.:::t\OO'\
MMM\O"¿'r'>'o
- - --
...
o
.... ~
o c ...
ê; ~.9
8:.6 c g ~
~ ...:s: u 'Ë
100. Co ~ .8 '0 l-
( ,) ~ 0 I- CI) ,... I- 0 0
c~ oU 2.¡: ~ = ~u êõ
.g 0 ^ ( ,) 8.g j &: 8 ã æ -: :: ~ & a
'r¡; 0 Egg ~ '8 ~ ~ :::: :~ E:~.~.ª·ë 0 ë
æ .~ ~ ~.- g - s; êõ.... ~ ..c ~..c è:: t:'ëi; - ( ,)
~u( ,)~~~E_ ~ u~uv( ,)1- C~
"~ë~~B~~~ 0 ~o~~~~~Ë~
~ ~ .¿; ..: è- e 0 0 0 =.c >. OJ) CIl CI) .8 ~ ~-
~ .- ~ c c.E Q) .- - - co C ~ c: c c u U 'S ::
'2 c .- t'3 c.. 5 ;3 ~ _.5 >..'¡: ro'¡: 0 0 ~ 0" ~ u =
:= .2 ~ ¡....J CIl 0 E ,... ¡:: ~ ë æ- d,) CI) ( J ''':: '''::' CI) 1: (.IJ ....., '2 I-
a~,,~~·~~c..~~go:=~g,~~~~~=o>.~~g
au:: 1: :ë ;: ';:; ';:;';:; c u 1:> .ª :ë 'ëi¡ 1:> 13 " u ~ 1: ~ 1;
o"",,,,,,-aaa~u,,c,,,c""·~3~~~_
U~~en~~~~~~<en~~~~~~~~~,~~
~
;:"
è)-:-
~
U
::::
-
;>
-
...:
gggg~.::
\O-MMOOO
ÓI..Ô")")-:~
V) """ """ ,.:::t''''I:t 0\
-
...:
ggggg.::
0\ M\O \0 ",,"00
M~O\"'a-."'o\C"!
~",,"MMM~
00000"':
OOOOV)::::
OM\OM",,"
r-'" M'" v) ~ r-: "1
M~MMM\O
-
...:
8gg8~.:
'VO-OM\O
ó-q:óó~Cl':.
M"""'V,,,,"Mr-
-
...:
88888'0-
("'\IV)\O\O-
v)~"~a-."'Ó"""':
MMMM",,"~
-
C
~
a
~
o
.t.t..
';:;
o
~
"
0..
o
- ...
_ 0
ð3 Ü
~[a-~
c'S ¡:: ~ c
~a¡;"¡;;-::
~ (.IJ a a c
C¡ ~t.t.. ¿::a
1:¡j~~==
~:I:~~~
>
'<t
a-.
a-.
,
'"
"
E
"
~
'"
"
'';::
iJ
><
i:ñ
;J
o
..
"
c:
£J
Õ
g
"
~
-5
.~
'"
"
-0
OS
..
"
os
õi
r:/J
c:
"
'"
'"
OS
..c:
c:
'"
..c:
U
.....
o
c:
o
'"
.¡:
OS
8
o
U
0.:
.e
8~
a-.
......
0.:
0000-",
0000""
oor-r-OO
oô-:óô~
~"d'I.r)V)-
N
0.:
.e
8~
00
......
0.:
8888.e
f""')V)r-r-V)
¡r)oó\lS\Ó~
MM"'d"VO'\
.
J:iooooJ:i
_5°000'-;;::::
.....OO'\MMV)
O'''1or)or)-i'-i'~
\O("f")MVVr-
...... -
§ ~~
,,- a-.
.... os .
""'r:/Jr-
0.:
8888.e
Nv¡\O'-Otr)
v)'oór-:r-:OC!
MMVV~
-
c:
" .
'" ~..
'" .e
os os 0
~C;-:
'" r:/J 00
..c: _
U
0.:
8888.e
00\0\0-
\Ôo'MM'r---:
MM"d'V~
-
u
"
.=
2
"'"'
..
o
-
os
c:
.9 ~
- .. 0
'00 0 0
OõU
"'"' " '"
/È'''
c: e
- '"
õi 0
u ~ 1-0
'S ~ "
~ .... ~
-5 B,§!
:2~Jj
~
"
-
ð>
~
...:
c:
o
u
'-"
000000010000
00000000000
r-r-r-r-OO\OOOr-ON
\O~oóöó"':v"O^"':M"':M
v"d'V)V')\OV)V)V)\O\Ot-
00000000000
00000000000
_Nr-r-tONO<o::tt-"'d""d'
.,..)v)\O^"¿ oôNr-"~o\ Ó r;
"d'''d'''d'<o::tV)V)''d'''d'V)\O\O
-
000000000000
0000000000
-OMMOV\OO..o 0
-:i -i' -i' -i' -i' 00· or) -.6 -.6 ...: -i'
.....vv"d'V)'o::t'VvV)V)\O
-
000000100000
00000000000
N \0 \0 \0 V) 00 - N...N... 00 C'!
.,.;,...:r-:r-:r-:Ñr-"'O\ 00\ 00
'V'VVVVìV)"¢"I::t\OV)\C
"
oooooooor-oo
00000000000
......."'."'.~0."'.0.V').'<t."\
"d'MMM\OV)OOr--
'o::t'VVV,.:tVV)VìV) V)
\. ----....
..
o
Õ
""' ê: t-o
1-0 (1)...... 0 0) t-o t-o
o QJ......c /;.1)0_0
-tf.¡ S::CQ) C ~-
5 .~ '5h ~ -g .9 1-0 ã ~ ~
"0(1) ë;cc:~",,~Oto:::::'·O=~
Co..'"" ._ (.I.: ( J ...... _0 " - "'" ......
( J OJ (,) ...... c: to)?;
- '" 01) æ >. c..... (,) .... !U >. C/.) t-o
C ,." ........ t-o ( ) (,) .......... ~... 0
..... ""oJ co;:S ......... ~ .... (1).......... ..... - ¡:;'r
~ë §OU 8.~^~OU..g:::8 .,§
0.".... 01)- '" "'......-0 01)- W
"'''''''''C:§r:/Jr:/J"c:c:C:r:/J
en S. Q) ..... ...... ...... i 0 ~..... .s.~ (.) ::E
~..... u:2.~ Q).~ ã ~ ã·~ _:.::: ......
t-o e.. S 'S ~ ~ == c .... co;:S Cfj..o ..0 .:::-¡
~¡.l¡ol:Q<r/.i~¡¡:~¡;::<ææiJ
.....;
;>
.....;
......
;>
...... .
=><
;>-
..c:
t::
'"
<E
'"
-0
c:
'"
0'
.~.,
-
..
'"
'"
0'
-
~
ajtz::::
- "
E-5
..c: c:
g '"
"..c:
-
-
-i'
'"
-
'" ~ ~
rs Æ 0
0.... V
;., 0 .0
o _
"E.co S
E e ~
" os
..... '" -0
o tl) .;
.. - 0.
<l) e dJ
.0-0 ..
8" '"
"'t:: -0
c::: 0 B
,,0. ..
..c:" 0
-.. 0.
~ (1) ~
.0-5
"'Oc-. ~
B 0 .......
..c..c E
.!:!' t:: ..c:"
" '"
~<E .:
VJ --' M 0
B"-O'.....
CIj . .. t;
.... VJ tJ.) "T'"
;.,,,,-:.....
1-0":-;::: t: .
~ 't:: co dJ
~ g g.:;:
~ 0"''''0 5
o "E.!:: ~
c: ._..c ( J
~ -5 ~ c..
8-0-5-5
OJ æ c:: 0
..c.......rolrl
....... Sf}..c C1)
o .... -..c
;t;::~-
.... 11) 0 êfj
~05eB
~ B S ~
~ ....... u
c~t'd.s
~ dJ ~ B
~~ '"
¡j ..
'"CM_~
BO'E"
~o<!lj~
~ &~ ¡y
üi
..
...
Q
Z .
.
N
0'
"
-5
.
i
I r.l0cc<ot...uHnoIR
I Œ!:~~~~(ï¡~~o
I ~NNNN':":":ò
---------
i
I
i
I
I
I
§
ö
-
·
·
èi
...
e
·
-
::J;t E
¡jlGiD ,21
::~>:: .= ~:c
"''''I-IJl.:'J ..~;¡
1ii€ 13 >- fic~
.I: 0 .I:'~ ~ "C c::
oz cnoa.cñ~~
l81t)....s....mmc:a~m
§. ~q~..,_.:;.a.8{,.,.~
01 01 CD,.., IDID U)..,....I;')
....---------
.,
N
·
·
...
§
~
·
.D
,g
I
·
iñ
f
c;>
I
,
I
I
I
I
-
"
-...
¡¡. .
0.'" "
~:2'~ r-·~'5Iit'
~~ÞJ1HH·
4IIo..c8~o«l=oE
::oo-<oCJ:J:ci.ia:i!
o....m....(\I....,O)..,on
~fll~~~~rqq~~
~~~~~~~(\j~ß
-
"
. co
~ ~ :!! < it' 'S
.- . " - ~
. <:> ! ~~ ~ " 0.
ØJ GI_" ,3·Q)cr> Gl05
!æ !i!9~'Rd5:I: i7ilJ::
~g~!e~!!~~~
sou.E3:zz<-,Ocn
6
------
CITY OF CHANHASSEN
1998 POSITION CLASSIFICATION
AND
PAY COMPENSATION PLAN
Nancy K. Mancino, Mayor
and the
Chanhassen City Council
Michael Mason
Mark Engel
Steve Berquist
Mark SemI
Adopted by the Chanhassen City Council on January, 1998
TABLE OF CONTENTS
GOALS AND OBJECTIVES OF PLAN
Objectives of the Position Classification Plan................................................................... I
Organization Chart.... ........................................... ............. ..........., ........ ....... ....... ............... 2
Salary Structure and Principals of Application.................................................................. 3
Salary Adjustments for Improved Performance................................................................. 5
PERFORMANCE REVIEW PROGRAM
Performance Review Program .......................................................................................... II
Important Reasons for Discussion of Performance........................................................... 12
Suggestions for Conducting Performance Reviews.......................................................... 13
Suggestions for Supervisors to Follow in Planning and
Conducting Performance Discussions .................................................................. 14
ACHIEVEMENT GOAL SETTING FOR ADMINISTRATIVE PERSONNEL
Achievement Goal-Setting for Administrative Personnel................................................ 19
POSITION DESCRIPTIONS ..................................................................................................., 23
APPENDIX
Job Description Questionnaire ....................... ................................. ............ ......... ...... ......139
Performance Review Sheets........................................................................................ .....142
Salary Grade/Positions ........... ..........................................................................................150
GOALS AND OBJECTIVES OF PLAN
POSITION CLASSIFICATION & COMPENSATION PLAN
CITY OF CHANHASSEN
OBJECTIVES OF THE POSITION CLASSIFICATION PLAN
The following represents objectives set in preparing the City's Position Classification Plan:
· To review and define position responsibilities of each full time position.
· To develop a position classification and related salary plan.
· To develop sound Salary Administration Policy guidelines.
· To develop a sound approach to salary administration which will recognize the
performance being rendered and provide incentive for development of the potential
ability of each employee.
· To develop Performance Review and Implementation Programs designed to improve
employee-supervisor communications and individual employee performance.
· To provide the City Council with observations and recommendations related to the
organization.
· To develop a means by which Achievement Goals can be set and means established to
monitor and evaluate attainment of such.
I
~
-<
=
u =
~ ~
Z'â
0.:
~u
~~
NÈ
~u
~
~
o
-
.-
...
=
=
Q
U
.ò
.-
u
'"
=
Q
.-
'"
'"
.-
e
e
Q
u
I
I
I
I
I
I
I
I
I
I
I
I
I
I
I
I
I
I
I
I
I
I
I
I
I
I
I
I
I
I
I
J.
Q,¡
=
...
Q
....
<
.ò
.-
u
=
Q
~.. Ñ..
-~.s
~... !i.j "0 ~ ._1;;_
-æ ~ >. 'E 8 ª cu
·ë j §'i,~q'~
"CI '" ~"Þu~
-< 8 C!)~ûCl')rn
õi IEO- '" S§ Õ
t
=
...
"
",
Q,¡
~
=
=
=
~
.ò
.-
u
..
t ~
~ ~
; "
::E ª
'"
>. 2
Ö"-,ª
~
""
,S
:9
'S
""
d
œ
...
'"
.-
'"
'"
<
...
'"
=
œ
=
~
8
'g
..
S
"
"
'"
"
'"
.-
¡..
~§
" 0
- "
U "
-<
-. § On
" 0 c
" ,-
.... u=
= -<.-
::I-..co
§= þ~
o e:.= .....
8 ¡;..::: 2
<o..:JU
~
=
.-
=
=
œ
¡¡:
..
'"
-
~
S
..
'"
is
'"
..
¡¡:
.",
,;;
g .~
Ue.
~'"
..... ~ 8
~ ~ 1-0
c:: 51 6
~=_4)~
o..¡..,¡..,cGc:::
S~~B>
.- C C ttI c::
~££~UJ
~
"1
~
~
=
.-
..
...
...
=
.-
þ )
=
f;¡;J
~
.. "
t .~-: .~
= Of)..c: ¡..
.s;, .¡¡ ¡¡:: ¡¡
= l;>F..c: V)
~ .- s ~ ~
>.U·¡::~ï:::
- .... (.) 01) Q)
.- c2cu
U ~ <;;; '8;.5
.- C (tI Of)
~ 0'0:::' C
<U~UJ
'"
~
~
'"
==
.c
=
ø.
~ ë
..~ "
~~- -g
.8.8~5 BE
.=3 ]: ==e~
~ -.;)u uC:u
mE ¿, E -c"p.",
~ u o· 'C c §'O 0
(.)~ I '8'&;:¡-£CJ) ~ë
u.=: .8-.... = -.2 l;-:.= ou
00= =CtI)VJII,)'_''::p.
~ 'C .¡r " -.~ Co ':: :0 0
~ 8.~ >-g,§ âtË:;:¡!s ~
> = 0 > ,- e.c ~...._ .c
....ooUJ ~ 5-e-~.~'~ ~''::
..: .S:! t)::C:I: ~ '::S::E::; « CJ):;:¡
S:gg .¡r:o
..'"
..
...
..
~
.~
:õ
'"
=-
...
'"
=
.s:
...
..
t
'"
&!
o(
.:é
..
œ
ø.
..: -- '"' r¡-
.. N 0 '-' I-
Q -~ '---- g
':.5 k>6e
§ 0"2- 1-0 u
~ .", 8 ¡¡ .88'8-
!!.. ~U];;j CoCo
e. c - e _0 ,_ ._
~ = v C Q) = =
.:!i '" N .¡: ~ '" <T.¡r
.. §:E 8.&:cUJ
cfJ .- U :I ~ ~ ~ ~
;:¡"'CI:!~æ(tl(tl
..::Ii: ~ ,2 ~ 0.. 0.. 0.. 0..
:; ¡¡ ¡¡ a
~ I¥tno..
è
~
œ
(I)
'"
.-
:ë
=
ø.
..
.s
~
is
i
..
'"
.B
:¡;¡
'"
..
¡.; N~ë
g -uu
6 3 U tt:1~E
.... U u____ c ou~
Et:!,M,,"":·I-oO UC/)o.
is ,ê'_ _ -- 0. 0. u .¡:: U U u
è c 0 - -: [! ¡g ~ ~ -. 'E .~ 0
~ .- bI) ci. 0. - - q;; ::J or¡ U Õ u
œ e "is.5 ¡g ¡g -¡; "is 0 ci3 M C/) 0.. .=
C/) f;:: '(7) :g - - ~.~ è -- è"iS ~
.S! - 5 IE '5 on ê" C ¡j <B ç ~ ._ a ~
:E l! -& 0 r:Q .5 :a ~ ..c: .~ ~ 1: § U ~
"= o"O-UU,nœCCe"c
.. on 1J! '" '5 " ~ " '" ~ ""
rnCrn::J ~~.- 'I-oEc_
è:::E.s:a<cccc :E.o~oo..e
:s - :S::J U U ~
Co ~ ~'S c.. 0.. C/)
Ö~~cc
SALARY STRUCTURE AND PRINCIPALS OF APPLICATION
A. Position Responsibilities: All full time job descriptions have been updated and
are included as an integral part of this plan. It is important that these descriptions
be reviewed annually and that employee input be sought every two to three years
(see Job Description Questionnaire," Exhibit A, Appendix).
B. Job Evaluation: Concurrent with the preparation and review of the job
descriptions, a job evaluation plan has been adopted to assist in relating jobs
within the City organization in as objective a manner as possible. The plan
developed includes factors present in varying degrees in all positions within the
City. A copy of this job evaluation plan is included in Exhibit B. The job
evaluation plan conforms to the requirements of the Comparable Worth Statutes.
C. Survey Comparisons: Information concerning rates paid for comparable
positions by other employers was developed from published surveys and personal
contacts. The City conforms to the State mandated "Comparable Worth" laws and
has completed a matrix analysis to insure conformance and to properly establish
points for all positions in comparison to all other positions (see Exhibit C ).
D. Salary Ranges: When salary ranges for positions are plotted, the survey
information graphically portrays the average salary for a position - a point
representing both the mean (also approximates median and mode) point of salaries
paid for a position. In addition, salaries will be found both above the mid-point
(typically experienced or outstanding performers) as well as below the mid-point
(typically employees new in their position, or employees having a weakness in
their performance). The total differential in ranges (from the average entry level
wage to top performance levels) is typically 30%. This differential will often
increase to a high of 40% in top administrative positions where individual
performances and position requirements vary the greatest.
E. Principles of Application
I. Performance being rendered in relation to overall responsibilities
delegated to a position is the principal determinant of where an
individual's salary should fall within his assigned salary range.
To illustrate, a new employee, after one year, may be making good
progress in terms of his short tenure in the position; however, he
may still be paid in the lower portion of the range because of the
employee's need for more experience to cope with all aspects of the
position.
2. The percentage spread within the salary ranges increases progressively
from the lower to the higher responsibility levels to provide greater
3
opportunity to recognize outstanding performance at the higher levels with
meaningful salary adjustments.
3. The overall salary structures will be reviewed annually and adjustments
made, when necessary, to assure comparable salary ranges are maintained.
F. Performance Reviews and Salary Reviews
I. The performance review program provides a planned and orderly means of
evaluating individual performance in a position in relation to the areas of
accountability as defined in each position write-up. "Performance Review"
as used in this policy statement means a "face-to-face" discussion of
on-job performance.
2, Salary reviews will be made by supervisory personnel for the purpose of
determining what, if any, salary adjustment is to be recommended. The
results of the performance review and the related conference conducted
with each position incumbent will be an important consideration in this
decision. If the employee has improved markedly since the performance
review, the improvement should be taken into consideration as a positive
factor when considering the salary increase.
3. In discussions with personnel, supervisors are encouraged to speak in
terms of the opportunities for salary adjustments up through the midpoint
for each position, without emphasis on the maximum established for the
position.
If a supervisor is talking to an employee presently receiving a salary at the
midpoint or to one who has given evidence of becoming a superior
performer, he should explain that continued outstanding work performance
will be recognized as justification for payment of a salary above the
midpoint.
4
RECOMMENDED SALARY INCREASE GUIDE
Effective Jannuary 1, 1998
Instmr.tions for Use
1. Locate performance rating column,
4, Percentage shown are to be applied to
midpoint of salary range,
2. Locate posRion in range row,
3. Box where the two intercept contains
the guidelines for merit salary increase
action.
5. Months shown reflect the minimum time
interval required since previous salary action.
Thus, an employee rated "B" whose salary is between 90% and
100% of the salary range may receive a merit increase
OVer Maximum
" 130%
S
a
I
a
r
y
6, Ceiling shows limit of salary opportunity
allowed by performance rating,
Of from 20/0 to 3% of the midpoint, n 6 months have 12-18 Months
elapsed since the previous Increase, and the Increase
does not resullln a new salary in excess of 100%
of the midpoint. 1-2%
" 120%
Note: As time interval increases. be sure to 12-18 Months 12 Months
use the larger percentage, I.e. rating. B;
salary as a percent of midpoint· 85%;
time interval· 6 months - Use 4% to 6%. 1-2% 1-2%
not 20/0 to 3%. Also note that the " 110%·
increase shown shall generally 12 Months 12 Months 12 Months
apply at mid-year and does not
relate to general range increases
that may occur at the first of 1-2% 1-2% 1-2%
the year, " 100%
18 Months 6-9 Months 6-9 Months 6 Months
0% 1·2% 2-3% 3-4%
" 90%
12 Months 12 Months 6 Months 6 Months 3 Months
0% 0% 1-2% 2-3% 2-3%
80%
A
s
A
P
e
r
C
e
n
t
o
f
M
i
d
P
o
i
n
t
E
D
C
B
A
Individual Performance
"Ceiling
D. Procedure for Establishing Salary Adjustments
I. The responsibility for initiating a salary adjustment recommendation is
delegated to the immediate supervisor. All recommendations must be
approved by the department head before referral to the City Manager for
review and approval. All department head reviews, including goals to be
accomplished in the next year, are to be submitted to the City Council
prior to first of year cost of living adjustments being made.
6
2. The City Manager shall be responsible for administering and approving
salary adjustments under this plan.
E, Salary Adjustments Resulting from Promotions
The objective is to provide a promoted employee with a salary adjustment
sufficient to bring the salary within the new salary range. Such an adjustment
would normally be made at the time of promotion, or within a reasonable period if
a question as to qualifications for the position is involved.
A realistic promotional adjustment should be made in connection with each
promotion. The adjustment, however, should not result in a salary which would
exceed the midpoint established for the position.
Promotional increases shall not exceed twice the maximum increase provided in
the cube at 12 month intervals. Any promotional increase that exceeds such shall
be staged over whatever number of years to bring the average yearly promotional
increase in conformity to the above stated policy. (This shall be adjusted if more
than 4 years would be required). Promotional increases shall not affect the intent
of the compensation plan to allow employees to move within their range based on
performance. As such, a performance review may occur 6 months following a
promotional increase; however, the effects of that 6 month review shall be
considered at the time that the second or third annual increase portions of a staged
promotional increase is to become effective, i.e. the second or third year staged
promotional increase will be reduced or eliminated if any 6 month interval
adjustment brings the employee into the range for the new position.
F. Hiring RateslNew Employees
New employees should be hired within the lower quartile of the range for their
position - considering education and experience required. Exceptions to this
general rule would be appropriate in the following situations:
I. An individual whose qualifications are less than normally required for the
position may be hired, promoted, or placed on an "acting" capacity at a
rate somewhat below the established minimum. Such an employee should
be brought within the range through an accelerated adjustment when he or
she meets the normal minimum requirements for the position.
, 2. An individual may be hired higher in the range where previous experience
or more than normal qualifications make a higher rate appropriate, or
when market conditions are such that persons with the required
qualifications are not available at rates in the lower portion of the range.
Such higher hiring rate should normally not exceed the range midpoint.
The City Manager may use discretion when negotiating salary/benefits
7
when hiring Department Heads - such being consistent with the purpose
and intent of this plan.
3. New employees shall serve a six month probationary period and, if
performance is less than adequate, termination may occur; or, the
probationary period may be extended for an additional six month period.
G. Council Review
The City Manager's position shall be reviewed by the City Council on or before
the completion of the probationary period and on a yearly basis thereafter.
H. Salary Adjustments Resulting from Pay Equity
Establishment of pay equity for all positions found to be in non-conformance with
the State mandated comparable worth standards shall be brought into
conformance within a maximum four year period. The date of the employees next
regular 6 month interval review period shall be used as the date for a promotional
increase to conform to the Pay Equity Act. The methodology established under
Section E - Salary Adjustments Resulting from Promotions shall apply until the
employee reclassified under the Comparable Worth Act has been brought within
the range for the reclassified position.
Comparable worth standards do not assure any employee that they will be at the
midpoint for their position. Comparable worth only assures an employee that the
City will establish a pay range having pay equity with all positions having similar
worth within the City. An employee's ability to move upwards within the range for
his or her position shall be solely based on the performance of that individual and
shall be administered similar to all positions within the City.
1. Part Time Employees, Reimbursement Policies
I. All part time employment shall be in accordance with the approved
budget.
2. Part time employees shall be paid in accordance with the responsibilities
for the job and in accordance with the position range for that responsibility
level.
3. Only permanent part time employees, equaling or exceeding 24 hours per
week shall receive pro-rated employee benefits, i.e. vacation accrual,
holidays (regular part-time employees working thirty-two hours per week
shall receive six hours pay per holiday), sick leave, etc., based on the
number of regularly scheduled hours worked in comparison to a 40 hour
work week.
8
[:~::J~
4. The City will abide by all state/federal regulations in regards to hourly pay
for youth employment as well as minimum pay.
5. The above policies shall not apply to youth employees hired for seasonal
employment. The City Manager shall set salary ranges for youth
employees considering pay requirements with the state/federal
governments, type of work to be performed, tenure, and budgetary
constraints.
9
" '.'
PERFORMANCE REVIEW PROGRAM
10
CITY OF CHANHASSEN
PERFORMANCE REVIEW PROGRAM
A performance review determines how well an employee is performing in the assigned areas of
responsibility and should encourage improved performance and personal development.
OBJECTIVE
Regular performance reviews are essential if the following basic objective is to be achieved:
To stimulate improved performance on the part of each so as to achieve the
highest possible level of excellence in service for the citizens of Chanhassen.
The success of the total program will depend upon each supervisor/administrator
recognizing a continuing responsibility to motivate and guide assigned employees.
In practice, discussions of performance should occur ---
During the formal performance review which, in turn, will lay the
foundation for ---
Day-to-day relationships which a good supervisor develops with each
associate.
The performance review is used to evaluate total performance in a position for a
specified period of time. This discussion should be scheduled in advance so the
incumbent's overall performance is fully considered.
II
IMPORTANT REASONS FOR DISCUSSION OF PERFORMANCE
It provides a positive demonstration that the employee's work assignment is of sufficient
importance to warrant individual attention. The employee also learns ---
The importance of the position within the framework of the City.
What the immediate supervisor expects in the way of performance.
How the supervisor evaluates the employee's performance.
It answers the persistent question, "How am I doing?"
Where and how performance improvement can be achieved.
The supervisor learns ---
How the employee views the responsibilities assigned to the position.
Where the employee feels performance improvement may be achieved.
What ideas and suggestions each employee may have that will benefit the City
and/or the functioning of the department.
The success of the discussion will depend upon ---
The climate in which the discussion is held.
Sincerity and frankness are more important than technique.
The planned and objective review of the areas of accountability assigned to each
employee as identified in the position responsibility write-up.
This provides the logical foundation for the discussion to follow.
The manner in which the supervisor guides the performance review discussion.
The supervisor's ability to motivate his employees to improve their performance.
12
SUGGESTIONS FOR CONDUCTING PERFORMANCE REVIEWS
It is not the individual's personality which is being reviewed
- rather -
it is the performance as related to the stated objectives of the position and the important areas of
accountability as defined in the position write-up.
This concept of the review procedure will result in a performance review which will be
constructive and will lay the groundwork for a mutually beneficial discussion between the
subordinate and the supervisor.
The best source of information is personal observation. Some supervisors may, however, find it
necessary to supplement their observations with information gained from other City
administrative personnel. This would be true when the employee being evaluated performs
services for, or comes in frequent contact with, personnel in more than one area of City
operations.
Because examples of good and poor performances are easily forgotten if not systematically
recorded, brief notes should be kept. These will prove very useful when preparing the review
form and when in conference with the person being reviewed. Reviews based on limited
information or hazy recollections are likely to be inaccurate and lead to unfair judgments.
Specific notes are the most helpful, and make the review easier and more objective. While an
impression may be helpful, the specific incidents which form the opinion are more meaningful.
Obviously, not all facts can or should be recorded. Only those which are significant and add
meaning for planning action to improve performance should be used. Isolated incidents or
unusual circumstances must not unduly influence judgments.
The review period must be clearly designated, and the review based on performance only during
that period. Performance previous to the period, and predictions of future performance, should
not be allowed to influence the review.
13
SUGGESTIONS FOR SUPERVISORS TO FOLLOW
IN PLANNING AND CONDUCTING PERFORMANCE DISCUSSIONS
I. Notify in advance the person whose performance is to be reviewed so they too may have
an opportunity to plan for it.
2. Plan the conference so you will be assured of privacy and adequate time for discussion.
3. At the very beginning, explain the purpose of the discussion. Emphasis should be placed
on the mutual benefit that can be derived from a two-way discussion of the areas of
accountability assigned and the level of performance being achieved.
4. Discuss each area of accountability in an orderly manner as outlined in the position
responsibility write-up, At the outset of the discussion, encourage the employee to make a
self-appraisal of his performance in each area.
Give recognition and praise for accomplishments where justified.
Encourage questions to clear up any uncertainty that may exist.
5. The supervisor should clearly identify the performance rendered in each area in relation to
the performance expected. It is important that the employee is not left in doubt as to how
the supervisor views the performance being rendered.
14
Specific suggestions which will result in improved performance should be clearly
outlined.
6. Where personal influences or characteristics must be discussed, the comments should be
restricted to the manner in which performance is affected.
7. Reach agreement on steps to be taken which will lead to improved performance in one or
more of the important areas of responsibility assigned -- establish a time-table and a
follow-up procedure.
8. Conclude discussion by recognizing the contributions which the employee has made to
the discussion. Stress the continuing nature of the performance review program.
The formal discussion should be thought of as the means of preparing the "blueprint" for
the day-to-day work relationship.
A. Major Areas of Accountability
The position responsibility write-ups have numbers assigned to each major area of
accountability. In evaluating performance, relate the number on the position
write-up to the same number on the performance review form. The judgment as to
the level of performance rendered for each "area of accountability" should be
noted by a check mark at the appropriate place on the graphic scale.
Where the check mark on the graphic scale indicates "substandard" or
"commendable" performance, explanatory comments should be given. Where the
performance is identified as "meeting requirements," it is not necessary to make
any comments, but it will be helpful to do so.
Whenever there is a lack of specific information concerning performance in a
particular area, there may be a tendency to indicate "average" performance. It is
recommended that such implied judgment be omitted rather than indicate a
conclusion not based on actual performance.
The completed review form will indicate individual strengths as well as areas
where improvement can be made. Every effort should be made to emphasize these
differences on the graphic scales through proper use of both high and low check
marks. This critical evaluation is an important reason for having the review.
B. Personal Characteristics to be Considered
In the space provided, the supervisor may note any important personal attributes
and characteristics possessed by the person being reviewed which, to a "marked
degree", either add to or detract from the person's overall performance. The
following are illustrations of attributes or characteristics which may exist to a
marked degree.
Positive examples -- "add to"
This person's natural enthusiasm, pleasant and cooperative manner is
stimulating to his associates.
Negative examples -- "detract from"
Creates impression of being reluctant to cooperate with other members in
department.
Tends to discourage new ideas because of a negative attitude.
C. Other Factors to be Considered
Recognize and comment upon any condition or other influence which, to a
noticeable degree, affects performance.
15
Specific examples indicating how performance was affected will help to make the
evaluation more meaningful. An employee's newness on a job or perhaps some
particularly adverse working conditions are examples of other factors to be
considered.
D. Significant Changes in Performance to be Noted
To achieve the purpose of this review program, it is essential that recognition be
given to any significant change in performance which has occurred since the
previous review - favorable or unfavorable.
Specific references and/or illustrations should be given here rather than vague
generalizations. Therefore, identify progress made toward "achievement goals"
that have been agreed on.
E. Identify Key Areas Where Performance Can Be Improved
The supervisor should clearly identify and note the specific phases of performance
where he feels improvement can be achieved. The next logical step is to reach
agreement and develop a plan of action for achieving the desired level of
performance. The exact plan agreed upon need not be recorded on the
performance review form, but a written record of the plan should be prepared and
retained.
F. Suggestions for Employee Action to Improve
'.
It is not unusual for differences of opinion to appear during a performance review
discussion. In fact, they may be anticipated in the beginning of the program. One
of the objectives of the review program is to discover disagreement areas of
misunderstanding so they can be "brought out in the open" and discussed.
Comment should be made on matters discussed with the employee which would
contribute to improved performance. Such matters might include specific night
school or correspondence courses, outside reading and study, etc.
G. Differences of Opinion
The opportunity to discuss (not argue) existing differences in thinking usually
encourages a stronger relationship. Lack of discussion may be an indication of
. indifference or fear of the consequence of disagreeing with the supervisor.
16
Summary Evaluation of Overall Performance
The statement in the position description which identifies the "primary objective of the position"
should be used as a guide in reaching a conclusion as to the overall level of performance being
rendered.
Care should be taken to give proper weight to actual accomplishments made by the
person being evaluated which contribute to a successful City operation.
The check mark should be placed within the appropriate space on the graphic scale at the
point which best represents the level of actual overall performance being rendered.
Note that no numerical values are placed on the scale. This appraisal is not the precise
measurement numbers might suggest. Research and experience indicate that a choice
between five levels, as provided for under the Summary Evaluation, is about as precise as
judgment will permit. Five levels also indicate sufficient distinction to meet the needs of
the review.
Forms
Recognizing differences in the type of work, responsibilities for setting work programs or goals,
etc. that exist for the various positions, three separate performance review forms have been
developed, i.e. Administrative/Supervisory, Clerical/Secretarial, and TechnicallMaintenance (See
exhibits in Appendix).
"
17
ACHIEVEMENT GOAL SETTING
for
ADMINISTRATIVE PERSONNEL
CITY OF CHANHASSEN
ACHIEVEMENT GOAL-SETTING FOR ADMINISTRATIVE PERSONNEL
A. Achievement goal-setting should be viewed as Phase II of the basic performance review
program (Phase I). Phase II is an important and necessary supplement to Phase I, which is
concerned primarily with developing understanding between supervisor and position
incumbent as to ---
Scope of responsibilities delegated
Relative importance or priority of each area of accountability
Level of day-to-day performance expected
B. The starting point in developing an effective achievement goal program is understanding
the philosophy of government established by the City Council. The specific service
objectives of the department to which assigned should also be clearly understood.
C. Goals to be attained by the individual administrator should then be related to the
functional areas assigned to the position for implementation.
Each employee involved in administration should be asked to identify important goals he
will commit himself to attain within a six to twelve-month period.
D. Reference to each position responsibility write-up will suggest important areas to be
stressed in achievement goal setting.
Other areas to consider in setting individual achievement goals may be broadly identified
as ---
Problem solving goals. These are not the routine day-to-day problems, but rather
those of a long range nature, which are really the most important but do not
demand the greatest immediate attention. Such problems require careful planning
and persistent follow-through to overcome.
,Creative goals. It is not possible to order creativity, only to encourage it. To
achieve objectives, creativity on the part of each administrator is essential. Each
position incumbent should continually question his established work procedures
and results being achieved, and endeavor to identify and develop new approaches
that will prove more effective.
19
Personal development goals. Self-improvement is possible for all of us. The
need is to identify a course of self-improvement that will result in ---
Improved capability in an important area of City activities, and
Also give each administrator a sense of achievement and encouragement
to continue to recognize opportunities for self-improvement.
E. The goals suggested by each administrator should be reviewed, discussed, and agreed to
with the respective supervisor. Each should have a copy of such goals in writing. Such
goals should:
Be specific, measurable and attainable
Provide for a definite time schedule with agreement to check progress as
appropriate intervals (usually every three months).
The achievement goal program can provide an important standard for measuring
performance of personnel in administrative positions. This program provides a
sound supplement to the performance review procedure in considering salary
adjustments to be recommended.
20
"
z
-
¡..
¡..
¡.¡
rLJ
..J
~
"
~
¡.¡
:!:
¡.¡
;>
¡.¡
-
::t:
U
<
-
I
~ I I
È ~'g T
~ '" c
~ ]'ª
<I) " ~
.c
~ ëõ
<I) C
ê ~ ~
0 Ì) ~
u:.s ...
< 0
;;
-
8
'0
'- ~
0
ë:E
<I) U
~<
(1)-
JO.. ~
0
"
;..;
'- C
o <I)
,l:>
<I) e 2 -
e =' C
<I)
~ U =' e
z.s '0
1j <I)
U Ì)
en .-
.c
<I) U
e<
¡.: ...
..s
'"
OJ
0
"
;::
<I)
e
;; <I)
Ì)
- :.s
U
-<
I
-
.-
¡..
C
.S:
::::
'"
¿:
APPROVED POSITION DESCRIPTIONS
for the
CITY OF CHANHASSEN
, . ~. .
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION:
City Manager
CLASSIFICATION: Exempt
DEPARTMENT:
Administration
DATE: January 1998
OBJECTIVE AND SCOPE
Plans and directs all City operations to ensure efficient municipal services and development are in
accordance with objectives and general guidelines established by the City Council.
To advise the Council regarding impact of policy decisions and to represent the interests of the City
of Chanhassen in metropolitan and state activities as delegated by the City Council.
RELATIONSHIPS
Reports to: City Council
Supervises: Department Heads and Support Staff
Has indirect supervision over all employees of City government through the supervisory
department heads identified above.
SPECIFIC RESPONSIBILITIES
I. Plans and directs the general administration of city services.
2. Provides advice and/or recommendations, with supportive data, to the City Council as a
guide to its policy-making role.
3. Relieves the Council members of as much administrative detail, inquiry, etc. as possible
so they may devote more of their time to the policy making responsibilities of their
position.
a. Prepares agendas for Council meetings and provides supporting data.
4. Keeps the City Council informed on all important developments which may affect the
administration of City government and which they will need to know to perform
effectively as Council persons.
5. Coordinates administration and services being rendered by the various departments of
City government to ensure that the best service level is being achieved; including:
23
a, Recommending staffing levels as well as other changes in administration as may
be justified to assure a high standard of performance is maintained.
b. Oversees implementation of financial and fiscal planning in the City.
b. Appoints, dismisses or otherwise disciplines city employees.
6. Involves department heads in the identification of achievement goals that will provide
standards against which to measure their performance.
a. Reviews periodically and confers with department managers to assure that
progress in each area is being achieved as planned.
7. Follows through to assure that all City Council ordinances and directives are correctly
interpreted and implementation as planned.
8. Keeps informed on all aspects of municipal government and researches improved
methods of administration for possible implementation in Chanhassen.
REQUIREMENTS
Education/Experience: Master's Degree in Public Administration, Urban Studies or related field
with a minimum of 10 years of city government administrative experience, including six years of
supervisory experience.
24
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Assistant City Manager/
Assistant EDA Director
CLASSIFICATION: Exempt
DEPARTMENT: Administration
DATE: January 1998
OBJECTIVE AND SCOPE
Assist the City Manager in duties of that office, including duties of Assistant Executive Director
for the Chanhassen Economic Development Authority (EDA).
REPORTS TO: City Manager
Supervises: Building Maintenance Worker
SPECIFIC DUTIES:
I. Coordinates/supervises all policies and procedures adopted by the EDA, including:
Acts in the capacity of the Executive Director during the absence of the Executive
Director
Direct responsibility for overseeing property maintenancelleases of property
owned by the EDA.
Coordinate communication with existing and prospective property owners
regarding EDA policies.
Complete research/alternatives for the Executive Director.
2. Direct responsibility for the EDA's Special Assessment Reduction Program, including:
Explaining qualification standards to potential property owners.
Preparation of the Special Assessment Reduction form and presentation of such to
the EDA.
Maintenance of all EDA special assessment reduction actions and insurance that
such is properly recorded with the County.
3. Completion of all federal/state/county reporting standards regarding both Economic
Development District #1 and TID # I.
25
4. provide and complete updating both the Economic Development District and Tax
Increment District cash flow models.
Complete all documentation regarding internal audit, employment activities, and
Affirmative Action Plan modifications.
5. Assists City Manager with the budgetary process.
6. Manage the Equal Employment Opportunity/Affirmative Action Program.
Monitoring all Equal Employment Opportunity activities as required by federal,
state and local agencies.
7. Coordinate/supervise all personnel policies and procedures adopted by the City Council
and amended by the City Manager.
Coordinate and research all personnel issues necessary to properly administer
municipal employment.
Completion and monitoring of all comparable worth requirements in maintaining
reasonable compensation between equal job classifications.
8. Coordinate overall building maintenance of all facilities owned by the City ofChanhassen
and Chanhassen Economic Development Authority.
REQUIREMENTS
Basfielsr Degree ia P\iÐlie Adæiaistratisa sr related field. Barsllæeat ia a Masters of Public
Administration degree with a pregrlllR desirable. f. minimum of six years experience in public
administration with four years of supervisory experience desirable.
26
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION:
Office Manager
CLASSIFICATION: Exempt
DEPARTMENT:
Administration
DATE: January 1998
OBJECTIVE AND SCOPE
Ensures that secretarial support is provided to all operating departments. Assures that all minutes,
agendas, correspondence of all departments are completed and distributed in a professional and
timely manner. Oversees all licensing, permit and registrations received by the City, including
maintenance of all records, receipting of monies received, and completion of forms requiring
action by other departments. Acts as the Manager's Secretary.
RELATIONSHIPS;
Reports to the City Manager
Supervises and provides work direction to two Receptionists, one Secretary, and the City
Recorder.
SPECIFIC RESPONSIBILITIES:
I. Maintains calendar of all public meetings anticipated to occur during six month periods.
Develops schedules to insure secretarial support can complete required agenda and
taking/transcription/completion of minutes will occur in a timely manner. Adjusts
meetings or workloads to accommodate such.
2. Oversees completion of departmental correspondence in a professional and timely
manner. Maintains master mailing lists, establishes procedures for efficient use of word
processing equipment, and maintains all administrative files.
3. Oversees the issuance of all licenses, permits, and registrations for the City including
requirements, answering citizen questions/complaints, filing and receipt of monies
collected.
4. Directs and supervises the filing of all city documents.
5. Directs and supervises the preparation and maintenance of all resolutions and ordinances
including assigning numbers, obtaining signatures, and insuring publication in the official
newspaper.
6. Relieves the City Manager of administrative detail by performing administrative tasks
requiring detailed knowledge, experience and frequent use of judgment.
27
7. Performs secretarial functions for the Assistant City Manager, Park and Recreation
Director, Recreation Supervisors, Senior Citizen Coordinator. Provides support to the
Planning Director, City Engineer and Public Safety Director as needed.
8. Maintains records for and sale oflots in the Chanhassen Pioneer Cemetery. Coordinates
interments with Funeral Directors and the Cemetery Custodian.
9. System Manager for city's voicemail system. Includes composing and recording
greetings; weekly maintenance of the system to insure that all phone calls are being
returned in a timely manner; adding new and deleting old mailboxes as city staff changes;
completes annual update of the system.
10. Completes the layout of the city's quarterly newsletter using Desktop Publishing.
II. Compiles information and data that is included on Chanhassen's home page on the world
wide web.
REQUIREMENTS
Education: High Selleel gra¡\¡¡atiea pIlls Completion of a state recognized vocational training
program in secretarial skills and/or a minimum of five years experience with at least three of
those years in a supervisory position. fivs YSIH'S s)fJ!srisass ill ffi\lnieipalliecasing (liE lIcr,
tÐeaeee, aaim.al, cte) alld efHeial dssllffisnt rss8fd kscf!illg. Additional post secondary education
in the area of public affairs or a four-year degree highly desirable. Knowledge of word processing
systems including Microsoft Word for Windows, WordPerfect for Windows, Desktop Publishing
(PageMaker), and Lotus or Excel desirable.
Good office skills including accurate typing ability at 80 wpm or faster, ability to transcribe
machine dictation, and good clerical ability.
. j.\bility to handle contacts with the public and other outside agencies with tact and effectiveness.
28
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION:
Secretary
CLASSIFICATION: Non-exempt
DEPARTMENT:
Administration
DATE: January 1998
OBJECTIVE AND SCOPE
To perform secretarial and general clerical duties.
RELATIONSHIPS
Reports to: Office Manager
Works closely with Office Manager in providing general clerical assistance to other departments.
SPECIFIC RESPONSIBILITIES
I. Provides secretarial and general clerical assistance for all City Departments.
a. Responsible for preparation, assembly, execution, recording and filing of
department documents and contracts.
b. Types letters, memorandum, technical reports, meeting agenda, meeting notices,
and other materials from machine dictation and copy.
c. Proofreads, photocopies, and distributes materials requiring completion.
d.
Establishes and maintains all files, including files for plans, ordinances,
resolutions, private development proposals, EDA activities, and all other
departmental activities.
" "."
e. Coordinates office procedures in the absence of the Office Manager.
2. Provides clerical support services to the Planning Department/Commission, Economic
Development Authority, Zoning Board of Adjustments and Appeals, Environmental
Committee, Senior Commission, Southwest Metro Transit Commission, and various
citizen advisory committees established by the City Council to study specific issues.
a. Prepares Planning Commission yearly schedule; maintains future agenda lists;
prepares agendas, public hearing/legal notices and compiles ownership lists for
applications. Receives all new proposals and makes sure they are complete.
Prepares all follow up correspondence to applicants following Planning
Commission meetings.
29
b. Distribution of all new proposals to staff and referral agencies for review.
Schedules proposals for Planning Commission and City Council review.
f. Maintains records of escrow received for all planning applications, i.e.
subdivisions, sites plans, conditional and interim use uses, and variances.
c. Initiates and prepares standard correspondence for Planning Department.
d. Answer developer/citizen questions regarding planning procedures, zoning,
setback, flood plain, etc. information as needed.
e. Prepare legal documentation for county recording and/or publication.
3. Management of ArcView/GIS data base files. Liaison with Carver County for new data
base information. Works with the city's ArcView/GIS computer system in preparing and
editing geographic and tabular data into maps and charts; creates property owner lists by
converting data base into label format.
4. provide clerical assistance to other city departments, as needed.
a. Assists with preparations for City Council and other advisory body meetings.
b. Assists in issuance of various City licenses and permits as needed.
c. Performs receptionist and telephone answering duties, as needed.
REQUIREMENTS
I. Education: HigR S6ßssl graàllatisR pIlls Completion of a state recognized vocational
training program in secretarial skills or a minimum of 2-3 years office experience,
including experience requiring public contact. Knowledge of computer software
programs including Microsoft Word, Microsoft Windows, Lotus, WordPerfect, Arcview,
and desktop publishing desirable.
3. Skills: Must be able to accurately type at a rate of70 wpm or faster, transcribe machine
dictation, and perform other clerical duties in an efficient manner. Ability to organize,
prioritize and handle confidential material.
30
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION:
Receptionist/Secretary
CLASSIFICATION: Non-Exempt
DEPARTMENT:
Administration
DATE: January 1998
OBJECTIVE AND SCOPE
To receive telephone calls and visitors in a pleasant and businesslike manner and to refer to
proper city personnel. Also performs various clerical functions.
RELATIONSHIPS
Reports to: Office Manager
SPECIFIC RESPONSIBILITIES
I. Answers all incoming telephone calls and refers callers to proper person or department.
Processes voicemail messages.
2. Receives all visitors and assists or refers them to proper source of assistance.
3. Issues receipts for payments; balances all receipts and petty cash at the beginning of each
day. Puts all money in the safe at the end of the day.
4. Issues miscellaneous licenses and permits including animal licenses, park stickers,
garbage haulers licenses, cigarette licenses, kennel permits, etc. Update data base for
dog/cat licenses and registration information.
5. Assists in the preparation of City Council agendas, i.e. copying reports, assembling of
material, and binding file copies.
6. Picks up mail at the Post Office. Opens and distributes all incoming mail. Meter
outgoing mail and take to post office. Delivers meter to post office to purchase postage.
7. Types.and copies letters, statements, memos, and reports as may be required. Copies and
assemqles City Code Books and Comprehensive Plan books.
8. Assists in CAA and Park and Recreation activity registrations. Includes computer input,
filing, and separating brochures that are distributed to various schools.
9. Sort Administrative, Planning, HRA and Park & Recreation filing and file appropriately.
10. Performs other duties and assumes responsibilities as apparent or as assigned.
31
11. Maintains city scrapbook for City news articles.
12. Orders office supplies, name plates, business cards, and various forms used by city staff.
I. Education: High £eheel graàuate with 2 yea£s veeatiea¡¡l tmiaiag Completion of a state
recognized vocational training program in secretarial skills or a minimum of 2 years
experience in the clerical field, includilig experience with public contact.
13. Schedule meeting rooms in City Hall and old Village Hall.
REQUIREMENTS
2. Ability to deal with the public in a tactful and diplomatic manner.
3. Ability to work with figures.
32
,'C.'.
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: MIS Coordinator
CLASSIFICATION: Exempt
DEPARTMENT:
Administration
DATE:
January 1998
RELATIONSHIP
Reports to:
City Manager
OBJECTIVE AND SCOPE
Coordinate computer operations within city hall, public works building, and recreation center,
including troubleshooting PC hardware and software problems, administering Novell networks,
and conducting quantitative computer analysis for city departments.
SPECIFIC RESPONSIBILITIES
I. Determines computer needs for all city buildings including remote locations and individual
computer set-up and configuration of the network.
2. Upgrade existing computers to current technology standards to meet staffs individual needs
to complete work assignments.
3. Reassign computers to ensure that individual computer capabilities are neither excessive nor
insufficient.
4. Troubleshoot computer errors and printer problems.
5. Download current releases of existing software.
6. Connect all existing computers to Windows NT and make system modifications to ensure
existing software performs properly.
REQUIREMENTS
Completion of a two year technical training program, or certified network administrator, aftà or
4-5 years of programming or system experience. Knowledge of ArcView, Windows '95,
Windows NT, Microsoft Office, and Novell Network systems required.
33
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: GIS Specialist
STATUS: Exempt
DEPARTMENT: Administration
DATE: January 1998
OBJECTIVE AND SCOPE
Assists in the ongoing construction and maintenance of the GIS database; creates base maps, and
other GIS applications.
RELATIONSHIPS
Reports to: City Manager
Has no supervisory responsibilities.
SPECIFIC RESPONSIBILITIES
I. Creates and manipulates data to complete application functions.
2. Loads and extracts graphic files by layers, classification, and location.
3. Checks and verifies data received from aerial photography and sterodigitizing.
4. Stores, retrieves, and exchanges data information between databases.
5. Assists in writing shell or high level programs.
" ,,{(NOWLEDGE, SKILLS AND ABILITIES
I. Knowledge of Public Land Survey System.
2. Knowledge of geographic information systems.
3. Skill in mathematics.
4. Knowledge of database development and requirements.
5. Knowledge of Application Development requirements.
6. Skill in cartographic presentation principals.
7. Ability to communicate effectively both orally and in writing.
REQUIREMENTS
Completion of vocational training or 2-3 years experieIlcein ARClIIlfo and ArcView or other
GIS sòftware. Baekeler's ~egree iB GeøgFaj3kie IafeFfÐ.atisR System.s, Cøæ13Hter Seiease,
GesgtafJfl:,', Stir:eyiflg af a related field.
34
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Park and Recreation Director
CLASSIFICATION: Exempt
DEPARTMENT:
Park and Recreation
DATE: January 1998
OBJECTIVE AND SCOPE
Performs professional work related to park land acquisition and physical planning and
development of parks, open space, and trails where a strong understanding of park planning
concepts, principles and techniques is required. Administers policy and procedure as outlined in
the City Comprehensive Plan and Park and Recreation Ordinances. Administers and oversees the
development of leisure time, recreational, sports activities and programs, and special community
events within the City.
Provides primary staff support to the Park and Recreation Commission and appropriate Task
Force Study groups, including coordinating work with consultants. Provides work direction to
the Park Superintendent, Recreation Supervisors, Senior Citizen Coordinator.
Works closely with the Planning and Engineering Departments in reviewing development plans
so as to ensure development is in accordance with objectives and guidelines established by the
City Council.
RELATIONSHIPS
Reports to: City Manager
Supervises: Park Maintenance Division, Recreation Supervisors, Senior Citizen Coordinator
and, permanent part-time and seasonal employees as required
Cooperates with local Community Services Directors and neighboring Park and Recreation
Directors to provide coordinated recreational programs, park facilities and connecting trail
systems.
SPECIFIC RESPONSIBILITIES
I. Plan and direct the general administration of the Park and Recreation Department.
2. Provide advise/recommendations, with supportive data, to the Park and Recreation
Commission and special study groups, i.e. Community Center Task Force, Park Task
Force, etc., in the preparation of park plans, ordinances, reports and recommendations
relative to community services objectives and goals.
35
3. Review land development plans and make recommendations based on City park and trail
plans, ordinances, and policies in the form of oral and written reports directed to the City
Council and Park and Recreation Commission.
4. Oversee and evaluate the organization and implementation of programs to achieve
objectives, including: all city athletic, recreational and leisure programs for all age
groups; enrichment and educational programs for all ages; working with community
services directors of the school districts as appropriate; hiring and supervising program
instructors or assistants as necessary.
8. Draft and administer an annual program and capital improvement budget.
5. Oversee the coordination of scheduling and maintenance of all park and trail and public
space facilities.
6. Prepare recommendations for the purchase, utilization, and maintenance of necessary
equipment, materials, and supplies.
7. Draft and administer an annual departmental operating budget.
9. provide direct supervision to the Park Superintendent, Recreation Supervisors, Senior
Citizen Coordinator and act as a liaison to consultants.
10. Keep informed on all aspects of concern in the park and recreation field, so as to improve
methods of administration, when possible, in Chanhassen.
II. Performs other duties as necessary to carry out city policy and to achieve goals and
objectives of the city Parks and Recreation Department.
REQUIREMENTS
EDUCATION: Masters Degree in Public Administration, Parks & Recreation, or related field.
EXPERIENCE: Minimum 6 years of responsible experience in park and recreation
administration, including 4 years in a supervisory position. Ability to establish an effective
working relationship with city staff, athletic associations, civic organizations and the public.
Ability to promote and express innovative thinking in providing park and recreational services at
minimal costs while providing a good level of service. Knowledge of public administration,
organizational methods and procedures.
36
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Recreation Supervisor
CLASSIFICATION: Exempt
DEPARTMENT:
Park and Recreation
DATE: January 1998
OBJECTIVE AND SCOPE
Plan, develop and coordinate leisure time, recreational and sports activities and programs for
all ages in the community. Responsible for recreational programming in conjunction with the
Park and Recreation Commission, school districts and other community groups such as the
Chanhassen Athletic Association. Works closely with the Park Maintenance Department to
coordinate maintenance of facilities. Oversees recruitment, training and supervising of
seasonal employees and program instructors.
RELATIONSHIPS
Reports to; Park and Recreation Director
Coordinates departmental programming objectives with Recreation Supervisor I and Senior
Citizen Coordinator. Attend Park and Recreation Commission and City Council meetings as
necessary.
Coordinates with Districts 112 and 276 Community Services Departments and neighboring
Park and Recreation Departments to provide recreational programs.
Oversees hiring and supervision of part-time and seasonal employees as required.
City liaison to community organizations, i.e. CAA and CCHA.
SPECIFIC RESPONSIBILITIES
I. Work with the Park and Recreation Director to develop and recommend recreational
and community service objectives; identifY community needs and interests;
c09rdinate with community services objectives of the school districts including
planning for the development of park and recreational facilities as well as for specific
recreational programs.
2. Act as programming advisor and staff representative for the Park and Recreation
Commission in the preparation of reports and recommendations relative to
community services objectives and goals.
3. Organize and coordinate programs to achieve objectives, including:
37
Athletic, recreational and leisure programs for all age groups;
Enrichment and educational programs for all ages;
Lake Ann Beach Lifeguard and Swimming Lesson Program;
Working with community services coordinators of the school districts as
appropriate;
Hiring and supervising program instructors, seasonal staff or assistants as
necessary.
4. Coordinate the scheduling and maintenance of all facilities, including picnic sites,
ballfields, skating rinks, etc. Work with the park maintenance department to ensure
that facilities are ready for scheduled activities and that repairs are made as necessary.
Also coordinates with the school districts concerning the use of school facilities as
appropriate.
5. Evaluate all programs:
Develop feedback from participants;
Review costs and attendance;
Coordinate with school district personnel, etc. to determine if programs are
meeting objectives;
Prepare recommendations for changes as indicated.
6. Act as the city's Special Events Coordinator including the administration of the annual
sponsorship program.
Develop and implement a schedule of events.
Develop an appropriate budget to cover all costs.
Coordinate with Park Maintenance staff all that is necessary to ensure the
physical grounds are prepared.
Prepare recommendations and evaluations for changes or improvements.
7. Coordinate the City's Corporate Challenge event on an annual basis,
Develop and establish goals identifying the positives of participating.
Initiate and develop contacts from our local corporations.
Coordinate and administer all corporate challenge events and activities.
8. Supervise the operation of the Lake Ann Park Shelter Concession Stand:
Develop and operating budget.
Recruit, train and supervise staff.
Order supplies.
Maintain detailed reports on daily operations and income/expenditures.
38
9. Arrange for publicizing and promotion of programs as appropriate. Prepare or
coordinate the preparation of announcements, schedules, etc.
10. Prepare recommendations for the purchase, utilization, and maintenance of necessary
equipment, materials, and supplies.
II. Prepare annual program budget recommendations to the Park and Recreation
Director.
12. Perform other duties as necessary to achieve the City's recreational and community
services objectives as assigned.
REQUIREMENTS
I. Education: Bachelor's degree in recreation, parks and leisure services or equivalent.
2. Experience: Minimum I year of responsible experience in municipal recreation or
equivalent.
3. Knowledge in programming of recreation and leisure activities for all ages.
4. Must have leadership skills as well as organizational skills.
5. Must be skilled in public relations and dealing with city and school officials and
employees.
39
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION:
Recreation Supervisor I
CLASSIFICATION: Exempt
DEPARTMENT:
Park and Recreation
DATE: January 1998
OBJECTIVE AND SCOPE:
Coordinate all aspects of the Chanhassen Recreation Center. Develop and implement a
variety of youth, parent/child, and adult activities including special events. Recruit, train and
supervise seasonal employees, program instructors/facility supervisors. Coordinate
publishing the city's quarterly newsletter, and perform necessary public relations.
RELATIONSHIPS: Reports to Park and Recreation Director.
Coordinates departmental programming objectives with Recreation Supervisor 1. Work with
community service organizations towards the betterment of the community and with various
city commissions and boards such as CAA, Park and Recreation Commission, etc. Attend
Park and Recreation Commission and City Council meetings as necessary.
Oversees hiring and supervision of part time and seasonal employees as required.
Coordinates with Districts 276 and 112 Community Service Departments and neighboring
recreation departments to provide recreational programs.
SPECIFIC RESPONSIBILITIES:
1. Recreation Program Coordinator, Youth and Families:
Recruit and hire staff;
Keep detailed program files;
Evaluate new programs from both a budgetary and programming standpoint;
Purchase necessary supplies associated with these programs.
Create new programs.
2. Supervise the City's Summer Playground Program:
Hire and train staff.
Publicity of program.
Purchase supplies.
Monitor and evaluate program throughout its entirety.
Expansion of program sites as needed.
40
3. Responsible for the operation of the Chanhassen Recreation Center.
Supervise maintenance of the Recreation Center.
Recruit, hire, train and supervise staff.
Facility scheduling.
Promotion/publicity for Recreation Center.
Establish rental fees and rates.
Design new programs to operate out of center.
Maintain and evaluate programs currently being offered.
Work with various community and social groups as well as the school district.
Assist in purchasing supplies and keep up with inventory.
Develop operations manual for all rooms and gymnasium equipment.
Establish policies and procedures for Center operations.
4. Coordinate Community Special Events with Recreation Supervisor.
5. Coordinate the quarterly newsletter, and prepare publicity material for Park and
Recreation Department programs:
Submit weekly press releases to local newspapers;
Prepare flyers for distribution in the community and throughout School
Districts 276 and 112;
Distribute publicity materials as needed.
6. Coordinate the continued development and implementation of a comprehensive park
and recreation registration system.
Coordinate computer registration systems with office staff and consultants.
Educate the public in regard to city registration procedures and policies.
7. Arrange for publicizing and promotion of programs as appropriate. Prepare or
coordinate the preparation of announcements, schedules, etc.
8. Prepare recommendations for purchase, utilization and maintenance of necessary
equipment, materials and supplies.
9. Prepare an annual program budget recommendations to the Park and Recreation
Director.
10. Perform other duties as necessary to achieve the city's recreational and community
services objectives as assigned.
41
II. Act as programming advisor and staff representative for the Park and Recreation
Commission in the preparation of reports and recommendations relative to
community services objectives and goals.
I. Education: Bachelor's degree in Recreation, Parks, and Leisure Services or
equivalent.
2. Experience: Minimum I year of responsible experience in municipal recreation or
equivalent.
REQUIREMENTS:
4. Must possess effective oral and written communication skills.
3. Knowledge in programming of recreation and leisure activities for all ages.
5. Must have leadership skills as well as organizational skills.
6 . Must be skilled in public relations and dealing with city and school officials and
employees.
7. Previous recreation facility management experience preferable.
42
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Senior Citizen Coordinator
STATUS: Exempt
DEPARTMENT:
Park & Recreation
DATE: January 1998
OBJECTIVE AND SCOPE
Responsible for all senior center operations including budget programming, scheduling,
publicity, board liaison, and supervision of congregate dining program.
RELATIONSHIPS
Reports to: Park & Recreation Director
SPECIFIC RESPONSIBILITIES
1. Schedule activities/maintain daily operations:
a. AITange Men's and Women's Club speakers.
b. Coordinate trips.
c. Hire entertainers for special events.
d. Make all necessary catering arrangements.
e. Create new leisure classes and opportunities.
f. Purchase supplies.
g. Evaluate all activities and programs and recommend an annual budget.
h. Annually coordinate a volunteer appreciation program.
1. Supervise volunteer staff providing office assistance with the Senior
Information Line program as well as other Senior Center tasks.
2. Senior Advisory Board:
a, Attend and arrange meetings.
b. Work with chairperson on agendas.
c. . Maintain and recruit, if necessary, a 9 person board.
d. Prepare reports and informational pieces upon request.
e. Coordinate one to two meetings per year with the Senior Commission.
3. Publicity:
a. Prepare flyers for all trips, special events and programs as necessary.
b. Submit weekly press releases for senior column in newspaper.
43
c, Write articles and program descriptions for the quarterly newsletter.
d. Send appropriate information to neighboring senior centers.
e. Maintain a senior mailing list.
f. Prepare the quarterly senior news publication and monthly calendars.
4. Schedule senior center for all senior and non-senior activities.
REQUIREMENTS
I. Education: Baeheler's Associates Degree in Recreation, Human Services, Gerontology or
related field.
2. Experience: Minimum I year of responsible experience working directly with aging
population and/or previous programming background.
3. Must possess effective oral and written communication skills.
4. Must have leadership and organizational skills,
44
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Park Superintendent
CLASSIFICATION: Exempt
DEPARTMENT: Parks & Recreation
DATE: January 1998
OBJECTIVE AND SCOPE
Responsible for administration of the parks maintenance division, including but not limited to:
supervising parks maintenance staff; directing the construction and maintenance of recreational
areas, facilities and equipment; planning and coordinating parks maintenance projects and work
flow; establishing division priorities; and maintenance of the downtown area.
RELATIONSHIPS
Reports to: Park and Recreation Director
Supervises: 5 Equipment Operators and part-time help
SPECIFIC RESPONSIBILITIES
1. Manages park maintenance division, including but not limited to: determining
priority of work projects; determining appropriate human resources; coordinating
projects with other maintenance divisions; determining equipment needs;
communicating parks policies and procedures; authorizing deviations from
established policies, procedures, or regulations; coordinating outside contractual
work, if necessary; and reviewing projects for satisfactory completion.
2. Manages and supervises parks maintenance staff, including but not limited to:
recommending budgetary human resource needs to the Director; making hiring
recommendations; conducting performance reviews of working foreman; and
recommending disciplinary actions.
3. Supervises equipment purchases and replacements, develops long and short range
operational plans for equipment replacement, assists with preparing specifications,
and obtaining and reviewing quotes for equipment.
4. Enforces safety and environmental rules and regulations.
5. Develops division data necessary for budget preparation and monitors compliance
with approved budget, monitors and tracks division experience. Authorizes payment
for work completed, services rendered and materials purchased.
45
9. Supervises the maintenance and upkeep of the downtown area, elementary school
grounds, and snow removal of park trails and sidewalks in the downtown area.
6. Plan, directs and participates, when necessary, in the construction and maintenance of
recreational facilities and equipment; supervises the conduct of work according to
specifications.
7. Supervises the maintenance of recreational areas including baseball and softball
diamonds, tennis courts, park buildings, skating rinks, hockey rinks, and other areas.
8. Maintains records for work completed, services rendered and materials purchased.
Maintains records on assigned work, projects and related areas of program
responsibility.
10. Assist with snow removal operations of public streets under the supervision of the
Street Superintendent.
II. Performs such other duties as are consistent with the tasks of the position and as may
be assigned by the Park and Recreation Director.
REQUIREMENTS
I. Education: HigR £611s81 graàuatisR aRd Vocational or apprentice training in park
maintenance or a related field or five years of park maintenance or grounds keeping
experience ret}llired, including 3 years experience in a supervisory position.
2. License/Registrations: Valid Minnesota Class A drivers license (or ability to obtain
one within 3 months).
DESIRABLE OUALIFICATIONS
I. A basic knowledge of engineering, surveying and designs.
46
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Park Foreman
CLASSIFICATION: Non-Exempt
DEPARTMENT: Park and Recreation
DATE: January 1998
OBJECTIVE AND SCOPE
Supervise and perform all duties required to properly maintain and repair all city parks,
recreational areas and facilities.
RELATIONSHIPS
Reports to: Park Superintendent
Supervises: Four (4) Equipment Operators and part-time help.
SPECIFIC RESPONSIBILITIES
I. Plan and perform all park maintenance operations including:
a. All regular mowing, planting and fertilizing work.
b. Maintenance and repair of outdoor facilities such as shelters, restrooms, picnic
tables and playground equipment.
c. Maintenance of activity areas such as ball fields, beaches, tennis courts and
skating rinks.
2. Coordinate park maintenance work with schedules of organized recreational programs
to avoid conflicts.
3. Ensure proper utilization, storage and maintenance of all department equipment and
vehicles.
4. Maintain park records and assist Park Superintendent in preparation of the department
budget. Keep purchases within prescribed budgetary guidelines.
5. Keep supervisor advised of work schedule to allow coverage of street maintenance
duties as required.
6. Snow plowing and sanding of streets, areas around public facilities and hockey rinks.
47
7. Construct playground equipment and play structures.
I. Education: High Seftssl gfaàaatisR '.vitIJ. Vocational training in mechanical areas or
five years of park maintenance or grounds keeping experience reE¡\lireà, including two
years in a supervisory position.
8. Able to run loader, sweeper, tractors and grader.
9. Build and maintain skating rinks.
10. Construct new parks.
REQUIREMENTS
2. License/Registrations: Must possess valid Class A Minnesota Drivers License, or the
ability to obtain one within three months.
48
".,
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Heavy Equipment Operator!
Park Laborer
CLASSIFICATION: Non-Exempt
DEPARTMENT: Park and Recreation
DATE: January 1998
OBJECTIVE AND SCOPE
Operate complex construction and maintenance equipment such as street sweeper, motor
graders, back hoes, skid steer loader, rollers and bulldozer. Perform minor maintenance work
and repair on equipment operated. Operate light equipment and perform manual labor as the
need arises. Transport equipment to and from job site.
RELATIONSHIPS
Reports to: Park Superintendent
Supervises: Responsible for department when the Superintendent and Foreman are absent.
SPECIFIC RESPONSIBILITIES
I. Perform required maintenance duties including:
a. Repair and blacktopping of park paths and parking lot.
b, Rough cut and finish grading of parkland for ball fields, soccer fields and
general park areas.
c. Snow plowing and sanding of streets and areas around public facilities. Assist
in the creation and maintenance of skating and hockey rinks.
d. Trenching, tiling and proper drainage of parkland.
e. Installation of playground equipment and other park equipment.
f. Inspection and disposal of diseased trees on public property.
g. Assist with mowing, trimming and general park maintenance.
h. Other assigned duties within the street, park and utility areas.
49
REQUIREMENTS
2. Operate and assist in the repair of vehicles and equipment used to perform assigned
duties.
3. Perform assorted assignments within the parks area as needed to ensure the safety and
protection of city residents and their property.
I. Education: High ¡¡¡aReel gflle!uate ",vith Vocational or apprentice training in mechanics
or heavy equipment operation or a minimum of three years experience in the
operation of heavy equipment, park maintenance, grounds keeping and in other
maintenance functions.
2. Basic knowledge of engineering surveying and design.
3. LicenselRegistrations: Valid Minnesota Class A drivers license or ability to obtain
within three months of employment.
50
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Park Equipment Operatorillowntown
CLASSIFICATION: Non-Exempt
DEPARTMENT:
Park and Recreation
DATE: January 1998
OBJECTIVE AND SCOPE
Perform duties required for property maintenance of City streets, parks, boulevard trees and
shrubs, and public facilities.
RELATIONSHIPS
Reports to: Park Superintendent
Supervises: Supervises and coordinates the work of employees in downtown maintenance as
directed by the Park Superintendent.
SPECIFIC RESPONSIBILITIES
I. Perform required maintenance duties in the following areas:
a. Maintenance of all boulevard trees and shrubs including pruning,
transplanting, fertilizing, purchasing and any other tree or shrub care needed.
I. Assists in landscape design for the downtown.
b. Care and maintenance of trees, shrubs and lawn at City buildings and
downtown.
c. Assist with construction of play equipment in parks.
d. Assist with any park maintenance requested by the Park Foreman.
2. Learn the operation of equipment used to perform these maintenance assignments.
Know, understand, fix and repair commercial irrigation systems.
3. Perform assorted assignments within the public works area as needed to insure the
safety and protection of City residents and their property.
4. Operate truck and other gasoline-powered equipment in the maintenance of streets,
highways and other property. Specific duties may include driving truck in hauling
51
aggregate, snow plowing, repair and blacktopping of streets/trails and in removing
rubbish.
DESIRABLE KNOWLEDGE, ABILITIES AND SKILLS
I. Familiarity with plant and shrub diseases.
2. Familiarity with basic turf maintenance principals.
3. Basic knowledge of park equipment including tractors, light trucks, small engines,
mowers, etc.
4. Familiarity with basic arboriculture such as tree and shrub identification.
5. Basic knowledge of operating techniques for light and heavy equipment.
6. Ability to develop and maintain effective working relationships with City personnel,
outside technical and professional personnel and general public.
7. Ability to communicate effectively orally and in writing.
8. Ability to design, develop and maintain landscape areas.
REQUIREMENTS
I. Education: High £eflssl graàHatisH phis Completion of a state recognized vocational
training program IIfItIfor a minimum of2-3 years of experience in the operation of
light equipment and other maintenance functions.
2. Must possess valid Minnesota Class A Drivers License, or the ability to obtain one
within three months.
52
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Equipment Operator-Parks
CLASSIFICATION: Non-Exempt
DEPARTMENT: Park and Recreation
DATE: January 1998
OBJECTIVE AND SCOPE
Perform all duties required for proper maintenance and upkeep of parks, public facilities and streets.
RELATIONSHIPS
Reports to: Park Superintendent
Supervises: Has no supervisory responsibilities.
SPECIFIC RESPONSIBILITIES
1. Perform required maintenance duties including:
a. Maintenance of active play areas such as ball fields, beaches, tennis courts and
skating rinks.
b. Maintenance of outside facilities such as shelters, rest rooms, picnic tables and
playground equipment.
c. Cutting and spraying of grass and weeds within city rights-of-way and in city
parks.
d.
Snow plowing and sanding of streets, areas around public facilities and
hockey rinks.
"
e. Perform routine maintenance on park vehicles and equipment.
f. Disposal of diseased trees on public property.
g. Maintain the park equipment and assist in keeping detailed service records on
equipment.
h. Assist with construction of play equipment in parks.
i. Other assigned duties within the street, park and utility areas.
53
REQUIREMENTS
2. Operate and assist in the repair of vehicles and equipment used to perform assigned
duties.
3. Perform assorted assignments within the public works area as needed to insure the
safety and protection of city residents and their property.
1. Education: High seBeel graàuatieR phis Completion of a state recognized vocational
program and/or apprentice training in mechanics or equipment operation; or a
minimum on years experience in the operation of road maintenance equipment and
in other maintenance functions with an emphasis on park and recreation facilities.
2. LicenselRegistrations: Valid Minnesota Class A drivers license, or the ability to
obtain one within 3 months.
DESIRABLE KNOWLEDGE, ABILITIES AND SKILLS
\, Familiarity with basic turf maintenance principals.
2. Basic knowledge of park equipment including tractors, light trucks, small engines,
mowers, etc.
3. Familiarity with basic arboriculture such as tree and shrub identification.
4. Basic knowledge of operating techniques for light and heavy equipment.
5. Ability to develop and maintain effective working relationships with city personnel,
outside technical and professional personnel and general public.
6. Ability to communicate effectively orally and in writing.
7. Familiarity with sprinkler system.
54
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Finance Director
CLASSIFICATION: Exempt
DEPARTMENT:
Finance
DATE: January 1996
OBJECTIVE AND SCOPE
Direct and perform all city accounting and fund management functions to effectively account for and
protect all assets and achieve maximum safe return on investments.
Responsibility includes a wide variety of financial, accounting and office functions for a city of
15,000 people. Works independently on normal day to day matters, but keeps the City Manager
informed on financial affairs and related issues.
RELATIONSHIPS
Reports to:
City Manager
Supervises:
Accountant 2
Account Clerks (2)
SPECIFIC RESPONSIBILITIES
I, Manage and account for all city funds in conformance with state law and generally accepted
accounting principles.
a. Performs or supervises all accounting work. Maintains general ledgers, prepares
financial reports, and coordinates with the city's extemal auditors.
b, Establishes and posts sinking fund accounts, transfers money ITom sinking funds to
bond issue accounts, balances all accounts, and makes bond payments when due.
c. Monitors financial control systems and recommends changes as apparent.
d. Implement approved policies, plans and programs for the financial functions of the
city.
2. Coordinate annual audit and financial statement:
a. Work with external auditors to assure compliance with state and federal
requirements.
b. Pre-audit review, meet with auditors to assure the audit process is coordinated
properly and be aware of new/upcoming changes in the financial reporting
requirements.
55
a. Assists the city manager with planning and preparation of the annual budgets.
Ensures that all departmental budget requests are received in a timely manner.
c. Coordinate compilation of annual CAFR in accordance with GAAFR and GFOA
Standards.
d. Responsible for overall management of Fixed Asset System.
3, Coordinate annual budget:
b, Prepare notices regarding Truth in Taxation for Carver County and arrange for
publication. Final certification of the city's approved budget to Carver Co.
c. Coordinate updates to the Five Year Capital Improvement Budget with development
ofthe annual operating budget,
4. Coordinate investment activities of city funds and receive final approval from the City
Manager on all decisions. Obtain competitive quotes from banks, investment brokers/dealers
to assure best possible earnings for city portfolios.
5. Maintain debt service analysis with new bond issues and audited year end financial
statements.
6. Coordinates and implements efficient and cost effective utilization of technology.
7. Perform other duties as directed. Includes working with bond consultants in preparation of
prospectus material, providing information for city officials and the public as requested,
assisting the City Manager in other areas, and attending Council meetings as requested,
8, Provides direction to accounting staff and act as liaison to outside consultants.
REQUIREMENTS
I. Education: College graduate in accounting, business administration or public
administration required. CPA certificate or Masters Degree desired.
2. Experience: Minimum of six years of municipal accounting or related experience, with four
years being in a supervisory position.
3. Working knowledge of Generally Accepted Accounting Principles (GAAP) and good
knowledge of municipal accounting procedures including some knowledge of fund
management and investment techniques.
4, Work effectively with city officials, employees, outside agencies & the public.
56
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Accountant 2
CLASSIFICATION: Non-Exempt
DEPARTMENT: Finance
DATE: January 1998
OBJECTIVE AND SCOPE
Performs high level accounting work in all areas of municipal finance.
RELATIONSHIPS
Reports to: Finance Director
RESPONSIBILITIES:
I. General Accounting:
a, Maintain accounting and financial records.
b. Prepares journal entries and accounts for all municipal funds.
c. Performs monthly analysis and reconciliation of general ledger accounts for all
funds.
d. Coordinates the accounting data processing function to include accounts
payable, accounts receivable, cash receipts, payroll, utility billing and monthly
reporting. Responsible for timely posting of accounts to general ledger.
e. Coordinate timely distribution of monthly departmental revenue and expense
reports.
f.
g.
2. Audit:
a.
b.
Prepares supporting schedules for financial statements as directed.
Reconciles all cash and investment accounts on a monthly basis. Maintains
records and reporting of all investing activities.
Interface with external auditors during planning, interim & final field work.
Prepare audit schedules in advance of external auditor final field work.
57
c. Assist Finance Director in compilation of annual CAFR.
3. Fixed Assets:
a. Coordinates and maintains the fixed asset inventory on a monthly basis,
including additions, deletions, transfers, improvements and depreciation.
b. Implement and maintain a system for tracking of fixed assets.
c. Responsible for reconciliation of fixed assets for purposes of year end audit.
4. Budget: Participate in planning, developing and coordinating preparation of the
annual operating budget. Provides departments with historical comparative data.
Assembles departmental requests and anticipated revenues in preliminary format.
5. Coordinates annual certification of special assessments to Carver Co. .Responsible for
recording and reconciliation of special assessments to Carver County records. Posts
receipts to proper sinking or construction funds.
6. Assists Finance Director in the preparation of special reports, analytical studies,
financial planning and other accounting functions.
7. Compose written correspondence and reports, such as memos, status/activity reports.
REQUIREMENTS:
I. Education: College graduate in accounting, business administration or public
administration required.
2. Experience: Minimum of3 years professional accounting experience. Municipal or
related experience desired.
3. Working knowledge of Generally Accepted Accounting Principles (GAAP) and
knowledge of governmental accounting procedures.
4. Proficient knowledge and experience with use of Microsoft Word and Excel or other
comparable word processing and spreadsheet applications. Familiarity with use of
database manager desired.
5. Good administrative and analytical skills required.
6. Ability to work effectively with City officials and employees, outside agencies, and
the public.
58
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: PayrolllAccountClerk
~'\ee9uRtiRg ClerIc
DEPARTMENT: Finance
CLASSIFICATION: Non-Exempt
DATE: January 1998
OBJECTIVE AND SCOPE
Perform general accounting, assists the Finance Department in other functions as assigned.
RELATIONSHIPS
Reports to: Finance Director
SPECIFIC RESPONSIBILITIES
I. Coordinates all payroll and personnel records functions.
a. Reviews time cards, confers with department heads on discrepancies,
processes calculation/update/posting on the computer, and prepares checks for
all city employees.
b. Prepares and submits all forms pertaining to payroll including required
withholding reports on FICA, PERA, state and federal taxes; and reports on
health insurance, cafeteria plan, retirement and deferred compensation plans.
c. Administers the City Cafeteria Plan. Enters data relating to deposits and
withdrawals, prepares checks, and balances individual accounts.
d. Maintains files on each employee, processes group insurance and workers
compensation claims, and periodically advises employees concerning vacation
and sick leave status.
2. Coordinates all accounts payable and recording functions:
a. Checks bills against purchase orders and reviews with department heads as
necessary.
b. Ensures that all expenditures are property charged.
c. Enters invoices for processing of accounts payable.
d. Makes regular payments as authorized by the Council.
e. Prepares lists of bills requiring council approval.
f. Coordinates printing and distribution of checks.
59
4. Prepares and delivers all bank deposits.
3. Maintain all escrow deposits for landscape, grading and erosion control. Process
payment upon release.
5. Prepares and submits all sales and use tax, sac and surcharge returns.
6. Prepares assessment searches and provides information regarding legal descriptions,
property owners and property identification numbers. Prepares rolls for certification
of new assessments, removal of paid assessments.
7. Provides backup support in assisting with all utility billing functions.
8. Prepare letters and reports as requested.
9. provides assistance/information to other departments when requested.
REQUIREMENTS
I. Education: College graduate in accounting, business administration or public
administration ree¡lIireà with I year of accounting experience; or 3 years previous
bookkeeping or clerical experience with some municipal accounting experience
desired.
2. Some knowledge of municipal accounting procedures.
3. Ability to perform clerical detail work rapidly, accurately, and neatly.
4. Knowledge ofMS Word and MS Excel or other comparable word processor and
spreadsheet applications.
5. Ability to handle public contacts with tact and effectiveness.
60
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: UtiIityBilling/Account Clerk
¿........eeoHRt Cleric.
DEPARTMENT: Finance
CLASSIFICATION: Non-Exempt
DATE: January 1998
OBJECTIVE AND SCOPE
Perform general accounting, assists the Finance Department in other functions as assigned.
RELATIONSHIPS
Reports to: Finance Director
SPECIFIC RESPONSIBILITIES
1. Coordinates all utility billing and recording functions.
a. Process and prepares all residential and commercial/industrial utility bills
(water, sewer, storm sewer, etc.). Balances utility entries for billing.
b. Records all utility payments and posts to customer history accounts.
c. Discuss billing matters with customers and properly answer questions and
concerns relating to water and sewer rates, storm water charges, high usages,
and billing procedures.
d. Maintains all utility billing records including preparing new cards as needed,
keeping customer records up to date, and arranging for special meter readings
and billings when customers move in or out.
e. Maintain a cross-reference file of all residents of the city including non-
sewered and non-watered areas. Prepares "new residents" listing for welcome
service and various businesses on a monthly basis.
£ Prepares certification of delinquent utility bills.
g. Notifies residents of possible broken water meters; schedules appointment for
utility personnel to repair meter or check for leaks.
h. Maintain owner name and address changes received from Carver County
Certificates of Real Estate in ownership books. Maintain address maps.
61
4. Sends notices for any non-sufficient fund checks returned by the bank.
2. Assists with all payable work in entering invoices for processing of accounts payable.
3. Prepares Minnesota Sales & Use Tax returns.
5. Process and prepares invoices for engineering and legal services and maintains
accounts.
6. Prepares assessment searches and provides information regarding property owners,
legal descriptions, and property identification numbers.
7. Provides backup support in assisting with all payroll functions.
8. Prepare letters and reports as requested.
9. Provides assistance/information to other departments when requested.
REQUIREMENTS
I. Education: College graduate in accounting, business administration or public
administration required and I year experience in accounting; or 3 years previous
bookkeeping or clerical experience with some municipal accounting experience
desired.
2. Ability to perform clerical detail work rapidly, accurately, and neatly.
3, Knowledge of MS Word and MS Excel or other comparable word processing and
spreadsheet applications.
4. Ability to handle public contacts with tact and effectiveness.
62
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Building Maintenance Worker
CLASSIFICATION: Non-Exempt
DEPARTMENT: Administration
DATE: January 1998
OBJECTIVE AND SCOPE:
Perform duties required to assure that proper operations, cleaning and maintenance of City
Hall's mechanical systems and offices are maintained.
RELATIONSHIPS:
Reports to: Assistant City Manager
SPECIFIC RESPONSIBILITIES
1. Responsible for maintenance operations in assigned buildings to ensure acceptable
standards:
a. Maintain the city council chambers and old Village Hall. Emergency clean up
during normal working hours consisting of sweeping, mopping, collection and
disposal of wastepaper, vacuuming, cleaning windows and dusting.
b. Order and inventory maintenance supplies and materials.
c. Update the Assistant City Manager on the general building maintenance and
contract services. Perform monthly property inspections and direct
improvements in areas of maintenance, housekeeping, security, HV AC and
contract services. Provide monthly update on services provided by contracted
cleaning company.
d. Provide input for budgeting of capital and expense items.
e. Maintain, restock, ordering and inventory of pop and receipt revenues
generated from the operations of the pop machines.
f. Direct roof inspections and implement recommendations.
g. Assist with the maintenance of the Chanhassen Recreation Center, Public
Works facility, and Fire Stations.
2. Maintain HV AC systems in assigned buildings:
63
a. Ability to read blueprints and specifications to make recommendations for
efficient building operations, cost and quality control.
b. Monitor utility usage and implement cost reduction programs.
c. Implement fire/life, safety equipment testing and maintenance and document
test results. Implement insurance and ADA requirements.
d. Assist Fire Marshal and Building Inspectors on routine inspections of the
properties.
3. Property Management:
a. Provide feedback to City Manager/Assistant City Manager regarding tenant
satisfaction or complaints.
b. Advise tenants of unusual events or conditions that may cause disruption of
their services.
c. Oversees inspection of construction sites/lease hold improvements as directed
by the City Manager/ Assistant City Manager.
REQUIREMENTS
I. Two years vocational technical training in HV AC systems or two years of training in
the HV AC industry. Building maintenance experience desirable.
2. Ed1::leatien: Riga seRssl gFadHate ,vita same èael::grsl:1nà in meehaaieal systems
maiRteøanøe.
64
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Planning Director
CLASSIFICATION: Exempt
DEPARTMENT: Community Development
DATE: January 1998
OBJECTIVE AND SCOPE
Performs highly responsible and independent professional work related to land use planning
and development plan review where a strong understanding of planning concepts, principles,
and techniques is required. Administers city land use controls and implementation of the
City Comprehensive Plan in a manner consistent with City policies. Monitors activities of
state, local and regional agencies and participates when appropriate in preparation of policies
which affect local policies and decision making. Manages staffing resources as required.
Serves as liaison function to the HRA and promotes support services in the form of studies
and project reviews. Manages the Chanhassen Surface Water Management Program,
including planning, project review and improvement projects. Directs support services for
the Senior Commission, Southwest Metro Transit, Environmental Resources, including the
Chanhassen Recycling and Forestry Program. Responsible for all facets of the City's
participation in the Community Development Block Grant Program.
RELATIONSHIPS
Reports to: City Manager
Supervises: Senior Planner, Planner II, Planner I, Environmental Resource Specialist,
Water Resources Coordinator, and temporary intern positions that may arise.
Supervisory input for Planning Secretary.
SPECIFIC RESPONSIBILITIES
I. Review land development plans for consistency with city plans, land use regulations,
policies, and applicable State environmental regulations.
a. Administer land use control ordinances and implementation of the City's
Comprehensive Plan on a daily basis, and routinely provides information
concerning city planning procedures, standards, and policies to residents,
businesses, developers, and others involved in the land development process.
Responsible for updating the City's Plan as required.
b. Supervise and administer development plan review procedures from the time
of initial inquiry by a prospective developer until such time as the
development plan is approved (completed), denied, or withdrawn.
65
c. Make recommendations concerning specific development plans based on City
Plans, ordinances, policies, and professional planning practices, in the form of
oral and written reports directed to the City Council and Planning Commission.
2. Oversees staff support services to the City Council, Planning Commission, and Zoning
Board of Adjustments and Appeals, Environmental Commission, Senior Commission,
Southwest Metro Transit Commission and special task forces established by the City
Council.
a, Prepare meeting agendas, public hearing notices, staff reports and supporting
materials.
b. Provide staff support at all meetings, including presenting oral reports on land
use planning and development issues as needed.
c. Conduct special studies and provide special information to advisory bodies, as
requested from time to time.
3. Monitor activities of the Metropolitan Council, state agencies, and other local and
regional governments that may affect local planning authority and decision-making, and
report such activities to the City Manager in a timely manner.
4, Draft and administer an annual departmental operating budget.
5. Monitor and administer CDBG program. The Community Development Director is
responsible for reporting significant program events to applicable federal grantors and
their assigns between performance dates as required.
6, Provide direct supervision to Planning staff and act as a liaison to consultants including
the administration of consultant contracts.
7. Provide planning support for the Chanhassen Housing and Redevelopment Authority.
8. Serves to direct and support public information regarding development in the community
and related issues.
9. As the city's Zoning Administrator, coordinate planning code enforcement activities.
10. Providing training and professional development opportunities to department staff and
commissions.
REQUIREMENTS
Education/Experience: Master's Degree in Urban Planning or a related field, with a minimum of
6 years of related planning experience with 4 years in a supervisory position. Certification by the
American Institute of Certified Planners is desirable.
66
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Senior Planner
CLASSIFICATION: Exempt
DEPARTMENT: Community Development
DATE: January 1998
OBJECTIVE AND SCOPE
This position requires a broad level of professional expertise, education and experience that
will enable this individual to become an integral member of the Planning Department and its
programs.
To assist the Community Development/Planning Director in accomplishing the duties and
responsibilities of that office including administering city land use controls and
implementation of the city comprehensive plan in a manner consistent with city policies.
RELATIONSHIPS
Reports To: Community DevelopmentIPlanning Director
SPECIFIC RESPONSIBILITIES
1. Staff representative reviewing land development plans for consistency with city plans,
land use regulations, and policies.
a. Administer land use control ordinances and implementation of the city's
comprehensive plan on a daily basis, and routinely provides information
concerning the city planning procedures, standards, and policies to residents,
businesses, developers and others involved in the land development process.
b. Administer development plan review procedures, time of initial inquiry by a
prospective developer until such time as the development plan is completed.
c. Make recommendations concerning specific development plans based on city
plans, ordinances, policies, and professional planning practices, in the form of
oral and written reports directed to the City council and Planning Commission.
d. Assume primary responsibility for assigned projects of various scales and
types including building permit review.
2. Assists the Community DevelopmentIPlanning Director in providing staff support
services to the City Council. Staff representative for the Planning Commission.
67
a. Prepare staff reports and supporting materials.
b. Attend meetings as assigned to present oral reports on land use planning and
development issues as needed.
c. Conduct special studies and provide special information to advisory bodies, as
required from time to time.
3. Acts as primary staff representative to coordinate solid waste programs including
monitoring activities and requirements established by state and regional agencies, as
well as establishing local programs.
4. Fill in for Community DevelopmentIPlanning Director in director's absence.
5. Support Planning Department efforts for code enforcement and complaint response.
6, Familiarity with zoning codes and their preparation and refinement. Extensive citizen
contact explaining and interpreting comprehensive plan and city code.
7. Prepare updates for the comprehensive plan including population projections, capital
programming, land demand studies, housing inventories, etc.
8. Provide expertise and support to planning staff and other city staff including career
enhancement and training opportunities to other planning staff.
9. Prepare grant applications for local, regional, state, and federal grant programs.
10. Coordinate the right-of-way acquisition loan fund (RALF) program for the city.
11. Other duties and special projects as assigned.
REQUIREMENTS
A Master's Degree in planning or related field and a minimum of three years practical
experience, including two years in a supervisory position. AICP membership is desired.
Ability to handle multiple tasks on a timely basis.
68
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Planner II
CLASSIFICATION: Exempt
DEPARTMENT: Community Development
DATE: January 1998
OBJECTIVE AND SCOPE
This position requires a moderate level of professional expertise, education and experience
that will enable this individual to become an integral member of the Planning Department
and its programs.
RELATIONSHIPS
Reports To: Director of Planning
SPECIFIC RESPONSIBILITIES
1. Familiarity with zoning codes and their preparation and refinement. Extensive citizen
contact explaining and interpreting comprehensive plan and city code.
2, Work with developers on development review process. Carry through with reports
from the conception of the development through to the Planning Commission/City
Council approval stage. Will need to assume primary responsibility for assigned
projects of various scales and types.
3. Assists the Planning Director in providing staff support services to the City Council,
Planning Commission, Senior Commission and Southwest Metro Transit
Commission.
a. Prepare meeting agendas, public hearing notices, staff reports and supporting
materials.
b. Attend meetings as assigned to present oral reports on land use planning and
development issues as needed.
c. Conduct special studies and provide special information to advisory bodies, as
required from time to time.
d. Oversees the operation of the Senior Information Line and Congregate Dining
Program.
69
"\!!
4. Provide support services to the Southwest Metro Transit Commission, monitor
activities and provide reports as necessary. Work with local businesses and city
residents to provide public transit.
5. Undertake activities to implement and enforce city plans, approval of developments
and ordinances
6. Assume shared duties with the City building and sign permit review process.
7. Support Planning Department efforts for code enforcement and complaint response.
8. Other duties and special projects as assigned.
REQUIREMENTS
A Bachelor's degree in planning or a related field and a minimum of two years practical
experience. with a ¡¡referease fer a Master's Degree desired and such degree may substitute
for one year of relevant experience. AICP membership is desired. Ability to handle multiple
tasks on a timely basis.
70
DEPARTMENT: Community Development
DATE: January 1998
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Planner I
CLASSIFICATION: Exempt
OBJECTIVE AND SCOPE
To assist the Community Development Director and Senior Planner, and Planner II in
accomplishing the duties and responsibilities of that office including administering City land
use controls and implementation of the City Comprehensive Plan in a manner consistent with
City policies. Responsible for managing permit review procedures and undertake
departmental functions as directed.
RELATIONSHIPS
Reports to: Community Development Director
Provides staff support.
SPECIFIC RESPONSIBILITIES
I. Staff representative reviewing land development plans and permit applications for
consistency with City plans, land use regulations and policies.
a. Works effectively with land use control ordinances and implementation of the
City's Comprehensive Plan on a daily basis, and routinely provides
information concerning City planning procedures, standards and policies to
residents, businesses, developers, and others involved in the land development
process.
b. Conduct development, building, and sign plan review procedures as directed.
c. Make recommendations concerning specific development plans based on City
plans, ordinances, policies, and professional planning practices, in the form of
oral and written reports.
2. Assists the Community Development Director, Senior Planner, and Planner II in
providing staff support services to the City Council, Planning Commission and
Zoning Board of Adjustments and Appeals.
71
a. Prepare meeting agendas, public hearing notices, staff reports and supporting
materials.
b. Attend meetings as assigned to present oral reports on land use planning and
development issues as needed.
c. Conduct special studies and provide special information to advisory bodies, as
required from time to time.
3. Handle planning related aspects of the City's permit review program including
building, sign, grading and related permits.
4. Respond to complaints voiced to the department relative to zoning ordinance
standards.
5. Undertake activities to implement and enforce City plans, approval of developments
and ordinances.
REQUIREMENTS
EducationlExperience: Bachelor's Degree in Urban Planning required; some experience in
Urban Planning or a related field desired.
72
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Environmental Resource Specialist
STATUS:
Exempt
DEPARTMENT:
Community Development
DATE:
January 1998
OBJECTIVE AND SCOPE
To assist the Planning Director, planning department and other city departments with
environmentally related issues and activities. Duties and responsibilities include
management of forestry, recycling, and other environmentally related programs. Provide
Environmental Commission staff support and community environmental education.
Responsible for permit review procedure and other departmental functions as directed.
RELATIONSHIPS
Reports to Planning Director
SPECIFIC RESPONSIBILITIES
I. Responsible for managing comprehensive forestry program, including plantings,
maintenance, disease control and landscaping.
2. Work effectively with residents, businesses, developers and others to provide
technical information and recommendations on a daily basis and routinely review land
development plans for consistency with city environmental regulations and policies.
3. Staff support to Environmental Commission assisting with technical information on
environmental issues.
4. Secure available grant monies for creation and expansion of community
environmental programs.
5. Provide direction and support on community recycling efforts including operation of
compost site and as a liaison on recycling and special waste with county.
6. Staff representative reviewing permit applications for consistency with city plan, land
use regulations and policies.
73
7. Maintain community environmental education outreach including natural resource
and health issues.
8. Identify, recommend, and coordinate ecologically sound management practices to
protect, restore and enhance the natural resources with the city.
9. Assist other departments in technical support on forestry related issues, landscaping
plans, boulevard design and plantings, reforestation plans, etc.
REQUIREMENTS
College degree in forestry or related field; or a Certified Tree Inspector with 3 years of
forestry and/or horticulture experience.
74
POSITION: Water Resources Coordinator
CLASSIFICATION: Exempt
JOB DESCRIPTION
CITY OF CHANHASSEN
DEPARTMENT:
Community Development
DATE: January 1998
OBJECTIVE AND SCOPE
Assists the Engineering and Planning Departments in assuming responsibility for the City's
Surface Water Management Program. The position requires an individual who is willing and
able to participate as a vital member of a team of engineering and planning professionals. The
position calls for expertise in the areas of storm water management, water quality protection,
wetland protection and limnology. The Water Resources Coordinator should be able to develop
a cooperative working relationship with the staff of the Engineering, Planning and Public Works
Departments. The Water Resources Coordinator will be responsible for coordinating the city's
response to drainage, erosion control, water quality and quantity, and wetland issues, develop and
implement projects and programs in support of the City's Surface Water Management Plan,
respond to related issues and problems as they arise, provide input into the city's development
review program in related areas and serve as an educational and information resource in these
areas for the community.
RELATIONSHIPS
Reports to: Director of Planning
Supervises: Public Works Department, Consultants, and Interns on a project
basis.
PRIMARY RESPONSIBILITIES
I. Assist in the implementation of the Chanhassen Surface Water Management Plan
consistent with program policies and recommendations; periodically provide input and
recommend updates to the program. Develop a stormwater infrastructure maintenance
program.
2. Respond to citizen complaints and requests for assistance with storm drainage and water
quality problems and other related inquiries. Assist in administrating water quality
monitoring programs, including short-term lake sampling, inter-agency monitoring
programs, documentation and assessment of public complaints. Maintain up-to-date
computerized inventory of all lakes, ponds and corresponding drainage systems.
3. Manage the erosion control program and ordinance.
75
4. Manage the research and implementation of City-sponsored programs designed to reduce
the introduction of nutrient and chemical pollutants into water bodies, including
monitoring data, collection and analysis, street sweeping, emergency spill response,
hazardous waste collection and regulation of commercial lawn care companies.
5. Periodically train, inform developers, City staff and consultants, on water quality
management efforts, including the design and use of nutrient ponds, dedication policies
for nutrient pond development, and the use of water quality assessment models. Develop
public information and education programs to inform the public about the program and
about appropriate, environmentally sensitive land management practices.
6. Assist with the effective administration of program elements on an "inter-agency" level,
both in-house and with other appropriate outside agencies, including but not limited to
the Soil and Water Conservation District, Watershed District, Department of Natural
Resources, Army Corps of Engineers, Pollution Control Agency, Metropolitan Council
and Board of Soil and Water Resources, and MN Pollution Control Agency.
7. Assist in preparing long and short-range capital improvement programs designed to
improve the quality of Chanhassen's lakes, ponds and wetlands, while managing storm
water protection. Capital improvements may include creation of upstream nutrient ponds,
water level manipulation, construction of phosphorus precipitators or in-basin
sedimentation ponds, impoundments, piping, etc.
8. Assist in preparing annual operating budgets related to water quality planning; analyze
and recommend appropriate sources of funding to ensure the effective implementation of:
education programs, monitoring, capital improvements, and lake management. Assist
with administration of operating budgets and revenue sources.
9. Identify appropriate sources of outside funding; assist with writing and administration of
grant applications - seek sources of technical assistance, manage associated projects, and
prepare follow-up documentation.
10. Identifying, pursuing, and coordinating public-private partnerships for water quality
enhancement, including: Lake association initiatives, corporate/private initiatives, civic
organization projects, donations and charitable contributions.
II. Maintain up-to-date knowledge of developments in the Water Quality and Storm Water
Management field so that City programs can operate in a state-of-the-art fashion. Provide
ideas for innovations and follow-through to implementation.
12. Coordinate all wetland activities including administration of the State's Wetland
Conservation Act with Planning Department Staff.
13. Oversee the city's milfoil and loosestrife programs.
76
I. Bachelor of Science Degree in Engineering, water resources, linlllology, natural
resources, or hydrology with an emphasis in Water Resources or a closely related field
and a thorough knowledge of the principals and practices of water resource management
and the Wetland Conservation Act.
MINIMUM QUALIFICATIONS
2. Proven excellent communication skills, both written and oral and ability to establish and
maintain effective relationships with staff, advisory bodies, other govemment agencies
and deal properly with the public.
3. Familiarity with computerized water quality programs and storm modeling techniques.
4. A demonstrated ability to work independently and successfully complete projects with
little or no supervision.
5. Ability to perform physical labor commonly encountered in water resource field studies
and project management.
REQUIREMENTS
I. College degree in Water Resources Management or a closely related field.
2. Project management experience.
3. Three years of progressively responsible experience in a position directly related to water
resources and design of storm drainage systems and ponds.
4. Working knowledge of applied lakes management techniques.
5. Knowledge ofandlor experience with phosphorous reduction programs, water quality
monitoring programs and land use regulations pertaining to soil/water conservation.
77
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Public Safety Director
CLASSIFICATION: Exempt
DEPARTMENT:
Public Safety
DATE: January 1998
OBJECTIVE AND SCOPE
Overall responsibility for supervision and administration of all personnel, activities and functions
of the Department of Public Safety. The divisions within the Public Safety Department include:
law enforcement; community service officer programming; animal control; fire inspections; code
& zoning enforcement; building & mechanical inspections; secretarial support services; and the
fire department.
. .
Administrative responsibilities include the design, implementation & supervision of public safety
services within the City of Chanhassen. Additional administrative responsibilities include
coordinating activities with the Carver County Sheriffs Department through the law enforcement
contract, coordinating the extended animal control contract to neighboring cities, administering
the licensing activities handled through this department, as well as coordinating services with
the Minnesota State Patrol, Southwest Metro Drug Task Force and Department of Natural
Resources.
The Public Safety Director is responsible for the efficient operation of the Public Safety
Department through the development and implementation of policies necessary for providing
public safety services to the city. This includes responsibility for the supervision, work
assignments, training and discipline of department personnel, while interacting as an effective
liaison with the other agencies that cooperatively provide public safety services to the City of
Chanhassen.
RELATIONSHIPS:
Reports to: City Manager
Supervises: Community Service Officers, Assistant Public Safety Director, Public Safety
Officer, Fire Marshal, Fire Inspector, Crime Prevention Officer, Building Official,
Building Inspectors, Mechanical Inspectors, Secretaries, Fire Chief
Administrative
Liaison with: Chanhassen Fire/Rescue, Carver County Sheriff's Department, Waconia & St.
Francis Paramedics, Minnesota State Patrol, Department of Natural Resources,
Southwest Metro Drug Task Force
78
SPECIFIC RESPONSIBILITIES
I. Programs:
a. Develops, administers and coordinates programs to achieve effective public safety
services to the City of Chanhassen, including the areas of: law enforcement, code
enforcement, fire protection, emergency medical/ambulance services, civil
defense & emergency management, animal control, crime prevention and public
education.
b. Serves as Emergency Management Director and Civil Defense Director for the
City of Chanhassen.
c. Coordinates the use of all departmental personnel, materials, equipment and
facilities.
d. Monitors departmental programs to determine their responsiveness to the needs of
the city.
e. Designs and recommends new programs which will improve the operations and
the services of the Department of Public Safety.
f. Develops positive and cooperative relationships with the various other agencies
that work cooperatively to provide public safety to Chanhassen.
g. Available to provide assistance on calls to the Fire/Rescue Department and the
law enforcement agencies serving the city.
h. Coordinates with the Building Official, City Engineer, Fire Marshal, Fire Chief
and Planning Director in reviewing all new construction plans to ensure that
public safety needs are met.
I. Coordinates the code enforcement program and serves as liaison with the city
attorney's office to facilitate the enforcement and prosecution of applicable
statutes and ordinances.
J. Issues gun permits pursuant to state statute.
k. Designs and recommends prime prevention and public safety education strategies
for the city.
I. Coordinates animal protection and control services for Chanhassen and
contractual cities.
79
Personnel:
a. Responsible for the supervision, work assignments and discipline of departmental
personnel.
b. Develops an effective and efficient work force while assisting employees to
develop professionally through evaluation programs to attain the skills needed to
meet both employee and department goals.
c. Assists the City Manager in the recruitment and selection of public safety
personnel.
d. Projects future staffing needs in accordance with departmental goals, and plans
alternate ways of meeting those needs when appropriate.
e. Develops a program of accident prevention and risk management, the objective of
which is prevention of on the job and off the job injury to employees and the
prevention of damage to equipment and property.
3. Budget Process:
a. Monitors the departmental budget and recommends modifications where
necessary .
b. Prepares an annual budget and offers detailed justification for requests.
c. Administers an on-going budget review and control program.
4. Planning:
a. Develops program objectives which will guide the future development of the
department in terms of anticipated needs.
b. Prepares and recommends emergency plans which can be implemented in the
event of emergencies and disasters.
c. Works closely with the various agencies providing public safety services to the city in
order to provide them with an understanding and awareness of the needs of the
community.
5. Communication:
a. Communicates with City Manager and other department heads in maintaining a
cooperative atmosphere to successfully accomplish the responsibilities of the
Public Safety Director.
80
b. Works with the Public Safety Commission to accomplish their responsibilities set
forth by ordinance.
c. Serves as the contact for other agencies, professional organizations and
neighboring jurisdictions that interact with Chanhassen Public Safety.
REQUIREMENTS
EducationlExperience: Must be a licensed police officer with a minimum of 6 years law
enforcement/fire/rescue experience in a management capacity, including 4 years in a supervisory
position. Knowledge of municipal and budgetary procedures, legal and risk management issues,
knowledge of Fire Code, fire suppression, and Building Code requirements. Masters degree in
Public Administration, law enforcement or related field.
81
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Deputy Public Safety Director
CLASSIFICATION: Non-Exempt
DEPARTMENT: Public Safety
DATE: January 1998
OBJECTIVE AND SCOPE
To carry out public safety duties, including code enforcement, animal control, law enforcement
and emergency response. Assists the Public Safety Director to facilitate the delivery of public
safety services by assisting with the administration of the department.
RELATIONSHIPS: Reports to the Public Safety Director
SPECIFIC RESPONSIBILITIES
I. Provide for the public safety of the city:
a. Respond to public safety related radio calls as dispatched.
b. provide assistance as needed to the emergency response agencies serving
Chanhassen.
c. Respond to police calls upon request of the Carver County Sheriffs Department,
and other law enforcement agencies.
d. Assist with the administration and pursuit of code enforcement duties in
Chanhassen, including maintenance of records.
e, Assist with the administration of the Community Service Officer program in
Chanhassen as directed by the Public Safety Director.
f. Assist with the field training and ongoing education of training ofCSOs.
g. Provide animal control services, including preventive patrol, to the City of
Chanhassen and be responsible for day-to-day record keeping including keeping
the City Finance Department, veterinary clinic, and Public Safety Director
updated on record data.
h. Provide animal control services as directed by the Director to meet contractual
obligations of the animal control contract.
I. Assist with crime prevention and public safety education services to city residents.
82
2.
Assist Public Safety Director as directed:
a. Provide immediate supervision of Community Service Officers.
b. Be primary liaison with animal control cities.
c. Facilitate Code Enforcement Program.
d. Attend Council meetings, commission meetings, etc., as directed by the
Public Safety Director.
e. Assist Public Safety Director maintaining mandated training.
REQUIREMENTS
Associates Degree in law enforcement with a Bachelor's Degree desired. Must be a licensed
police officer in Minnesota with a minimum of five years experience in law enforcement and
public safety, with three years in a supervisory position. Completion of emergency medical
training desired. Excellent communications skills and public contact desired.
83
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Fire MarshallFire Administration
CLASSIFICATION: Exempt
DEPARTMENT:
Public Safety
DATE: January 1998
RELATIONSHIPS: Reports to: Public Safety Director
OBJECTIVE AND SCOPE
Assists the Building Official in administering regulations pertaining to Fire Code and Life Safety
Code involving new construction. Assists in the enforcement of fire, life safety, zoning, and local
ordinances to include existing structures. .' .
SPECIFIC RESPONSIBILITIES-FIRE MARSHAL
I. Assists in pre-fire planning, fire disaster planning, and water supply for fire protection.
2. Assists in review of building and development plans for compliance with fire code
requirements and makes recommendations regarding fire safety.
3. Performs initial inspections of new buildings, periodic inspections of existing buildings,
and re-inspections. Enforces local fire ordinances, state fire code, and maintains all
related reports. Follows up on violations and hazards found during inspections to assure
proper compliance.
4. Assists in review and completion of fire incident reports to that they may be properly
submitted to the State Fire Marshal.
5. Responds as an Operations Officer/firefighter for Fire Department calls.
6. Participates as directed in public education programs relating to preventing fires and to
instilling proper public fire reaction.
7. Assists in fire/arson investigation as directed by the Director of Public Safety through the
Fire Chief.
84
SPECIFIC RESPONSIBILITIES-FIRE ADMINISTRATION
I. Collects, reviews, and approves fire department payrolls.
2. Coordinates the process for approval of budgeted expenditures and the approval process
for non-budgeted expenditures with fire department management.
3. Public Relations: Develops and maintains a Public Relations Program to insure
community support for fire department programs.
4. Master Planning: Continuous analysis of current fire problems and available resources
that leads to planning to reduce the problems identified.
5. Fire Department Procedures: Insure that rules, regulations and standard operating
guidelines are in place and frequently reviewed and updated.
6. Records and Reports: Coordinates the preparation of an annual report which reviews fire
department activities and accomplishments and can be distributed to elected officials,
community organizations, and interested citizens.
.
7. Maintenance of Equipment: Monitors fire department maintenance activities insuring
that appropriate repairs and service activities are scheduled and accomplished.
8. Fifty percent of time performs a variety of technical and supervisor work related to fire
code enforcement, fire investigation, and fire inspection and prevention. Supervises and
coordinates the training programs of the fire department as follows:
a. OSHA: Insure that fire fighters have documented training for all tasks they are
required to perform at any emergency scene. Insure that all fire fighters have
completed Employee Right-to-Know training and that a written program is in
place. Insure that the department has a written Respiratory Protection Program in
place which includes training of respirator users; selection, care, use, and storage
of respirators.
b. Fire Fighter Selection: Insure that the selection process for new fire fighters
conforms to policies and procedures adopted and approved by the city council.
c. Mutual Aid: Insures that Mutual Aid agreements are consistent with current fire
department policy and approved by elected officials and that a current inventory
list of other department's equipment are maintained.
d. Finance and Budget: Monitors expenditures of current year's budget and
coordinates the preparation of the annual budget with fire department
management. Establishes and reviews a fire year capital expenditure plan and
insures that priorities for expenditures are continuously reviewed.
85
SECONDARY RESPONSIBILITIES
I. Assists the Public Safety Director in all code enforcement activities as directed in regards
to Fire Department involvement.
2. All incidental public safety activities as directed by the Director of Public Safety.
3. Acts as a Public Safety member to the Chanhassen Fire Dept.
REQUIREMENTS
Education/Experience: High SeÐeel Degree f!llis Ii Vocational/Associate degree in Fire
Science/Inspections. Must have municipal or fire experience of at least 5 years either full time or
volunteer with 2 years experience in a supervisory position. Must have a working knowledge of
the Life Safety and NFP A Fire Code requirements. Should be familiar with new construction and
have some knowledge of Plan Review for Life Safety/Fire Code. Should be familiar with
sprinkler systems and their operation.
.
86
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Fire Inspector/
Training Coordinator
CLASSIFICATION: Non-Exempt
DEPARTMENT: Public Safety
DATE: January 1998
OBJECTIVE AND SCOPE
Administrative and technical work related to fire inspection and prevention. Coordinates the
training programs for the Fire Department
SPECIFIC RESPONSIBILITIES
I. Fire Inspection:
a. Schedules and conducts inspections of existing structures, new construction and
remodel sites for compliance with the fire codes and existing ordinances.
Resolves compliance problems with owners within scope of knowledge and
authority.
b. Coordinates with building officials for fire related code review and approval of
occupancy permits and business licenses.
c. Calculates water flow requirements for existing buildings and new construction.
d. Responds to citizen complaints regarding fire code violations and fire hazards.
e. Issues warnings and citations for fire code violations.
f. Assists in fire/arson investigation as directed by the Deputy Director-Fire.
2. Ensures that Minnesota Fire Incident Reports are promptly prepared and submitted.
Monitors types of calls to identify fire or other "problems" that may need to be addressed
in terms of policy creation or change.
3. Fire Department Training:
a. Assists the Fire Department management in the development of an annual training
program.
b. Coordinates the day-to-day training activities of the fire department to include
classroom instruction and training exercises.
87
c. Schedules instructor assignments and ensures availability of training and audio
visual materials.
d. Maintains fire department member's training records. Reviews records to ensure
individuals have received appropriate mandatory training.
e. Coordinates fire department health and safety program to ensure compliance with
federal and state law and national consensus standards.
f. Coordinates applications of fire department members for outside training
activities; secures approval of fire department management for attendance and
ensures appropriate registration procedures are completed. Ensures that
completion certificates are filed in appropriate personnel files.
4. Other activities as directed.
REQUIREMENTS
High 8sheel graèHate with aft Vocational/Associate Degree in Fire Science/Inspection and five
years experience in either fire suppression, inspection, investigation or training in a municipal
fire department.
88
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Building Official
CLASSIFICATION: Exempt
DEPARTMENT: Public Safety
DATE: January 1998
OBJECTIVE AND SCOPE
Administer regulations pertaining to building construction, including enforcement of building
codes and ordinances, and inspection of building and land uses to determine compliance with
City codes.
RELATIONSHIPS
Reports to: Public Safety Director
Provides Supervision to: Building Inspector(s), Mechanical Inspector(s)
SPECIFIC RESPONSIBILITIES
I, Administer building permit procedures.
a. Provides information concerning building permit procedures and standards on a
daily basis to residents, businesses, developers, architects, and others involved in
building construction activities.
b. Establishes and maintains records of all building-related permits.
c. Determines charges and collects fees prior to issuance of permits.
2. Supervises all plan review and building inspections.
3. Interprets building and zoning codes to determine applicability to specific building and
development proposals.
4. Works with builders, architects, engineers, fire department, other city departments, etc.,
to assist with pre-construction planning and to determine plan modifications necessary to
comply with codes.
5. Enforces codes.
a. Receives and investigates complaints concerning alleged code violations.
89
b, Determines whether or not code violations exist, and meets with violators to
inform them of specific violations and necessary corrective measures.
c, Prepares and issues violation notices, and issues "Citation of Offense" to violators
who fail to comply with violation notices.
d. Assists City Attorney in prosecution of code violations.
e. Assists Planning Department in ordinance revisions.
5. Prepares monthly and annual reports on construction activity to Regional, State, and
Federal agencies, and to the City Council.
6.
Prepares, up-dates, and is responsible for city addressing system.
.'
7. Performs on-site inspections for building construction work and land uses to ensure code
compliance.
8. Performs septic system review and inspection of on-site systems.
9. Assists Public Safety Director as requested.
REQUIREMENTS
Education/Experience:
I. Rig!!. SeReel àipleæa with a Vocational! Associate degree in Building Inspection
Technology; and a minimum five years experience in the building construction trade with
three years in a supervisory position. Must have certification by the State of Minnesota as
a Class II Building Official issueà after JURe 39, 1999; and ICBO Building Inspector and
Plans Examiner Certification.
2. Strong written and oral communications skills desirable.
3. Valid Minnesota Drivers License.
90
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Assistant Building Official
CLASSIFICATION: Non-Exempt
DEPARTMENT: Public Safety
DATE: January 1998
OBJECTIVE AND SCOPE
Administer regulations pertaining to building construction, including enforcement of building
codes and ordinances, and inspection of building and land uses to determine compliance with
City codes.
RELATIONSHIPS
Reports to: Building Official
Provides Supervision to: Building Inspector(s), Mechanical Inspector(s) in the absence of the
Building Official.
SPECIFIC RESPONSIBILITIES
I. Administer building permit procedures.
a. Provides information concerning building permit procedures and standards on a
daily basis to residents, businesses, developers, architects, and others involved in
building construction activities.
2. Reviews building plans for compliance with applicable building and zoning codes.
3. Interprets building and zoning codes to determine applicability to specific building and
development proposals.
4. Works with builders, architects, engineers, fire department, other city departments, etc.,
to assist with pre-construction planning and to determine plan modifications necessary to
comply with codes.
5. Enforces codes.
a. Receives and investigates complaints concerning alleged code violations.
b. Determines whether or not code violations exist, and meets with violators to
inform them of specific violations and necessary corrective measures.
91
c. Prepares and issues violation notices, and issues "Citation of Offense" to violators
who fail to comply with violation notices.
d. Assists City Attorney in prosecution of code violations.
6. Performs on-site inspections for building construction work and land uses to ensure code
compliance.
7. Assists Building Official as requested.
REQUIREMENTS
Education/Experience:
I. High Sshaal tlif!lama ',','ith a V ocationall Associate degree in Building Inspection
Technology; and a minimum five years experience in the building construction trade with
two years in a supervisory position. Must have certification by the State of Minnesota as
a Class II Building Official isstletl after JIJRe ]9, 1999; and ICBO Building Inspector and
Plans Examiner Certification.
2. Strong written and oral communications skills desirable.
3. Valid Minnesota Drivers License.
92
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Building Inspector II
CLASSIFICATION: Non-Exempt
DEPARTMENT:
Public Safety
DATE: January 1998
RELATIONSHIPS:
Reports to: Building Official
OBJECTIVE AND SCOPE
Assists the Building Official in administering regulations pertaining to building construction and
zoning, including enforcement of building and zoning codes and ordinances, and inspection of
buildings and land uses to determine compliance with City codes.
SPECIFIC RESPONSIBILITIES
I. Reviews building plans for compliance with applicable building and zoning codes.
a. Works with contractors, homeowners, engineers, architects, etc. to assist with pre-
construction planning and to determine plan modifications necessary to comply
with codes.
2. Performs on-site inspections for all commercial and residential construction work and
land uses to ensure code compliance.
3. Works with other city departments to ensure compliance with city ordinances.
a. Inspection responsibilities include, but are not limited to, building setbacks,
footings and substructures, framing, insulation, final inspections.
REQUIREMENTS
EducationlExperience: Higa seaeel dipleæa "lith. a Vocationall.Associate degree in Building
Inspection Technology; or a minimum of 5 years working experience in a building construction
trade. Must have certification by the State of Minnesota as a Building Official er eertified as a
BaildiRg OfHeial Class II prier Ie .Jtia8 ]9, 1999; and a minimum two years experience as a
building inspector; and a valid Minnesota Drivers License.
93
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Building Inspector I
CLASSIFICATION: Non-Exempt
DEPARTMENT: Public Safety
DATE: January 1998
RELATIONSHIPS:
Reports to: Building Official
OBJECTIVE AND SCOPE
Assists the Building Official in administering regulations pertaining to building construction and
zoning, including enforcement of building and zoning codes and ordinances, and inspection of
buildings and land uses to determine compliance with City codes.
SPECIFIC RESPONSIBILITIES
I. Reviews building plans for compliance with applicable building and zoning codes.
a. Works with contractors, homeowners, engineers, architects, etc. to assist with pre-
construction planning and to determine plan modifications necessary to comply
with codes.
2. Performs on-site inspections for all commercial and residential construction work and
land uses to ensure code compliance.
3. Works with other city departments to ensure compliance with city ordinances.
a. Inspection responsibilities include, but are not limited to, building setbacks,
footings and substructures, framing, insulation, final inspections.
REQUIREMENTS
Education/Experience: HigIJ. ssli661 àipl6mtl with a Vocational/Ass()ciaie degree in Building
Inspection Technology or 3 years working experience in a building construction trade.
Certification by the State of Minnesota as a Building Official ar eefl:iiieà as a Baildiag Offieial
Class II pFÍer t6 JURe 3Q, 199Q; and a valid Minnesota Drivers License.
94
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Mechanical Inspector II
CLASSIFICATION: Non-exempt
DEPARTMENT: Public Safety
DATE: January 1998
OBJECTIVE AND SCOPE
Assists the Building Official in administering regulations pertaining to building construction and
zoning, including enforcement of building and zoning codes and ordinances, and inspection of
buildings and land uses to determine compliance with City codes.
RELATIONSHIPS
Reports to: Building Official
SPECIFIC RESPONSIBILITIES
I. Reviews building plans for compliance with applicable plumbing and mechanical codes.
a. Works with builders, homeowners, etc. to assist with preconstruction planning
and to determine plan modifications necessary to comply with codes.
2. Performs on-site inspections for all mechanical construction work and land uses to ensure
code compliance.
a. Inspection responsibilities include rough-in and final inspections of mechanical
and plumbing systems.
b. All other related duties as assigned by the Building Official.
REQUIREMENTS
EducationÆxperience: High sehsel èifJleæa '.viti!. Vocational training in plumbing/mechanical
systems; minimum 5 years working experience in a plumbing/mechanical construction trade;
licensed plumber with knowledge and experience in plumbing and HV AC systems; ICBO
Mechanical Inspector Certification; and a valid Minnesota Drivers License.
95
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Mechanical Inspector I
CLASSIFICATION: Non-exempt
DEPARTMENT: Public Safety
DATE: January 1998
OBJECTIVE AND SCOPE
Assists the Building Official in administering regulations pertaining to building construction and
zoning, including enforcement of building and zoning codes and ordinances, and inspection of
buildings and land uses to determine compliance with City codes.
. .
RELATIONSHIPS
Reports to: Building Official
SPECIFIC RESPONSIBILITIES
I. Reviews building plans for compliance with applicable plumbing and mechanical codes.
a. Works with builders, homeowners, etc. to assist with preconstruction planning
and to determine plan modifications necessary to comply with codes.
2. Performs on-site inspections for all mechanical construction work and land uses to ensure
code compliance.
a. Inspection responsibilities include rough-in and final inspections of mechanical
and plumbing systems.
b. All other related duties as assigned by the Building Official.
REQUIREMENTS
Education/Experience: High seheel ¡¡¡¡¡lelRa with Vocational training in plumbing/mechanical
systems; minimum 3 years working experience in a plumbing/mechanical construction trade;
licensed plumber with knowledge and experience in plumbing and H.V.A.C. systems; lGBG
Meehanieal IBs¡3eeter CeftifieatioB, and a valid Minnesota drivers license.
96
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Secretary
CLASSIFICATION: Non-exempt
DEPARTMENT: Public Safety
DATE: January 1998
OBJECTIVE
To provide administrative/secretarial support to the Public Safety Department.
Reports To: Public Safety Director
SPECIFIC RESPONSIBILITIES
I. Provides secretarial and general support services for the Public Safety Department.
a. Responsible for preparation, assembly, execution, and filing of departmental
documents.
b. Types letters, memorandums, building permits, meeting agendas, meeting notices,
meeting minutes, forms and other materials from machine dictation and copy, and
attending evening meetings as required. Assemble commission packets.
c. Answers all incoming telephone calls and refers callers to proper person or
department. Receives all visitors and assists or refers them to proper source of.
assistance.
d. Performs various administrative duties and phone contact with
contractors/residents in the processing of building, plumbing, heating, gas piping,
water treatment, RPZ, burning, handgun, septic, shooting, solicitors,
noise/loudspeaker, fire sprinkler permits, parking, and lawn irrigation permits.
e. Issues various city licenses and permits.
f. Coordinates the scheduling of all inspections.
g. Proofreads, photocopies, and distributes materials requiring completion.
h. Originates and distributes correspondence.
1. Retrieves data from Criminal Justice Information System.
J. Processes in-coming and out-going mail on a daily basis.
97
k. Maintains confidential files.
I. Provides information concerning building permit procedures on a daily basis to
residents, businesses, contractors, and others involved in building construction
activities.
m. Receives and investigates complaints concerning alleged city code violations.
Provides information concerning city ordinances.
n. Prepares monthly and annual reports on construction activity.
o. Conducts criminal history background checks for various city permits and
licenses.
p. Assists in the implementation of various policy and procedural manuals,
q. All other duties as assigned.
2. Provides assistance to other city departments as needed.
a. Assists with preparation for City Council and other advisory body meetings.
b. Performs receptionist and telephone answering duties as needed.
c. Proofreads reports and correspondence and makes copies for distribution.
REQUIREMENTS
I. Education: High SeRael graduatiea f!Iu5 Completion of a state recognized vocational
training program aHtI,lor a minimum of 3 years office experience, including experience
requiring public contact.
'. . 2. Skills: Must have strong communication skills; be able to accurately type at a minimum
rate of 70 wpm; Word experience; transcribe machine dictation; operate city radio, fax,
alpha pager, multi-line phone, copier; balance cash box; receipt monies; order supplies
and office equipment; and demonstrate ability to organize, prioritize, and handle
confidential material.
98
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Public Safety Education Coordinator
CLASSIFICATION: Exempt
DEPARTMENT:
Public Safety
DATE: January 1998
OBJECTIVE AND SCOPE
To coordinate and provide public safety education services through program development and
implementation.
The Public Safety Education Coordinator is a non-sworn position of the Chanhassen Public
Safety Department. This person will design, implement and coordinate services to the
community that emphasizes proactive and reactive responses to public safety in our community.
Crime prevention services, safety education and responding to victims of criminal activity in
Chanhassen will fall within the duties of this position.
RELATIONSHIPS
Receives supervision from the Public Safety Director; works with Public Safety, Fire Department
and City staff, other emergency service organizations, and most importantly, the public.
SPECIFIC RESPONSIBILITIES
I. Coordinate and assist with crime prevention programs, including:
A. Operation Identification;
B. Neighborhood Watch;
C. Business Risk Management/Loss Prevention.
2. Disseminate to civic organizations, businesses and residents relevant crime prevention
and safety information.
3. Represent department at designated police-community activities and meetings.
4. Conduct premise surveys of commercial establishments and residential dwellings as
requested.
5. Encourage citizen and commercial participation in crime prevention programs.
6. Assist in the preparation and distribution of "Crime Alerts".
7. Work with neighborhoods and businesses to assist with specific problems, needs or
requests.
99
8. Work directly with the schools and other neighborhood, civic, and service organizations
to provide requested information or suggest safety programming.
9. Provide effective information to the community, with possibilities including newspaper
articles, city newsletter articles, cable TV programming, etc.
10. Communicate with victims of crime in the community to offer assistance.
II. Review law enforcement reports and work with law enforcement agencies to maintain an
awareness of specific safety related needs.
12. Maintain records reflecting effectiveness of the program.
13. Work with the Carver County Sheriffs Department, Minnesota State Patrol, Southwest
Metro Drug Task Force and Chanhassen Fire Department to coordinate efforts and assist
where needed.
REQUIREMENTS
I. Bachelor's Degree in criminal justice.
2. One year of experience dealing with personal safety programs, crime prevention
techniques, programs and philosophies regarding crime prevent and safety education.
3. Ability to work a flexible work schedule.
4. Ability to communicate effectively verbally and writing.
5. Strong organizational skills with an emphasis on prioritizing and following directives.
6. General knowledge of criminal justice systems.
7. Valid Minnesota Drivers License.
100
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Public Safety Officer
CLASSIFICATION: Non-exempt
DEPARTMENT:
Public Safety
DATE: January 1998
OBJECTIVE AND SCOPE
To carry out public safety duties, including code enforcement, animal control, law enforcement,
community oriented policing, and emergency response. Assists the Public Safety Director facilitate
the delivery of public safety services,
RELATIONSHIPS: Reports to the Deputy Director of Public Safety
SPECIFIC RESPONSIBILITIES:
1, Respond to public safety related radio calls as dispatched.
2. Provide assistance as needed to the emergency response agencies serving Chanhassen.
3, Respond to police calls upon request of the Carver County Sheriff's Department, and other
law enforcement agencies.
4, Assist with the pursuit of code enforcement duties in Chanhassen.
5, Assist with the administration of the Community Service Officer program in Chanhassen as
directed by the Deputy Director of Public Safety.
6, Assist with field training and ongoing education of training CSOs,
7. Provide animal control services, including preventive patrol, to the City of Chanhassen.
8. Provide crime prevention services to city residents and assists with other community policing
activities through the Public Safety Education Coordinator.
9. Assists the Deputy Director of Public Safety Director.
REQUIREMENTS
Must be licensed as a police officer in Minnesota, with a minimum of two years law enforcement
training. Bachelor's degree preferred. Completion of emergency medical training and have at least
two years related experience.
Must have an articulate nature, excellent communication skills, service oriented attitude, emergency
medical training, Minnesota Peace Officer license.
101
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Community Service Officer
CLASSIFICATION: Non-exempt
DEPARTMENT: Public Safety
DATE: January 1998
RELATIONSHIPS: Reports to Public Safety Director
OBJECTIVE AND SCOPE
To carry out public safety duties not requiring a police officer, including code enforcement,
animal control, crime prevention and the duties to facilitate the delivery of public safety services... .
SPECIFIC RESPONSIBILITIES:
1. Respond to public safety related radio calls as dispatched.
2. Provide animal control services, including preventive patrol, to the City of Chanhassen.
3. Assist with code enforcement duties in Chanhassen.
4. Provide assistance as needed to the emergency response agencies serving Chanhassen.
5. Provide crime prevention services to city residents.
6. Provide animal control services as directed by the Director to meet contractual
obligations of the animal control contract,
7. All other duties as assigned by the Director and Public Safety Officer.
REQUIREMENTS
High Selleel greàliate with Must have an interest in publicsafety,SaIT\ephysical, mental and
character standards required of a public safety officer. Cólllpletion of or enrolled in Criminal
Justice Studies or Law enforcement courses.
SKILLS AND ABILITIES
I. Articulate nature
2. Above average communicative abilities
3. Service oriented attitude
4. Physical ability to perform job
5. Report writing skills.
102
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: City Engineer
CLASSIFICATION: Exempt
DEPARTMENT: Engineering
DATE: January 1998
OBJECTIVE AND SCOPE
To provide overall planning and supervision of the Engineering Department to achieve the goals
of the City Manager and the policies set by the City Council.
RELATIONSHIPS
Reports to: City Manager
Supervises: Assistant City Engineer, Engineering Tech II (2), Engineering Secretary (1.5)
SPECIFIC RESPONSIBILITIES
I. Coordinate the long-range planning and oversee the daily activities of the engineering
department to assure administration of required services and department policies.
2. Plan and direct all functions of the engineering department including:
a. Establishment of design and construction standards.
b. Project management of engineering consultants and construction contractors.
c. Oversee the preparation of feasibility studies and project plans as well as
maintenance of as-built records.
d. Supplement the City planning process with engineering data and reports in the
area of community development.
3. Develop and implement short and long-term capital improvement programs.
4. Draft and administer an annual department budget including capital projects.
5. Work with the City Council, City Commissions, City staff, and other government
agencies, developers, and residents towards fulfilling the needs of the City in the area of
Engineering.
103
REQUIREMENTS
I. Education: Registered professional engineer under the laws of the State of Minnesota 6f
the aàility t8 rseei"¡e registf&tiefl ·.vitJiia. SÜl mantas sf effii31øyHleat.
2. Experience: Six years of experience in a position which demonstrates a thorough
knowledge of all the rules and regulations pertaining to municipal engineering and
engineering administration, with four years of supervisory experience àesiFll'ele.
104
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Assistant City Engineer
CLASSIFICATION: Exempt
DEPARTMENT: Engineering
DATE: January 1998
OBJECTIVE AND SCOPE
Responsible for immediate supervision of all personnel, activities, and functions of the Engineering
Division, within the Department of Public Works.
Assists the City Engineer in the operation of the Engineering division through the development execution
of policies as necessary. Assists in the supervision, assignment, training, and discipline of all department
personnel.
RELATIONSHIPS
Reports: City Engineer
Supervises: Supervision of Engineering Technicians and Secretarial Support Staff,
SPECIFIC RESPONSIBILITIES
1, Programs:
a, Responsible for review of all plats and the coordination with the Planning Department.
Prepares staff reports and attends Planning Commission meetings as required,
b. Responds to all citizen inquiries and takes action as appropriate,
c. Assists in the coordination and use of all department materials, equipment and facilities.
d. Reviews plans and specifications for construction and prepares reports as assigned.
e. Assists in the design and recommendation of new programs which will improve the
operations and the services ofthe Engineering division.
f. Responsible for specific city programs as delegated by the City Engineer such as
pavement management, infiltration/inflow removal.
g. Assists in the development of all applicable computer programs.
h. Responsible for the project management of all private development projects.
105
2. Personnel:
a, Assists in the supervision, assignment and discipline of all department personnel.
b. Develops an effective and efficient work force and assists employees through evaluation
programs to attain the skills needed to meet both employee's and the city's goals.
c. Encourages the development and improvement of divisional personnel.
d. Assists in projecting future staffing needs in accordance with department goals and plans
alternate ways of meeting those needs.
3. Planning:
a. Develops program objectives which will guide the future development of the division in
terms of anticipated needs.
b. Coordinates with Building Official, City Engineer, Planning and Fire Marshal in
reviewing all new construction plans.
REQUIREMENTS
1.
A Bachelor of Science degree in Civil Engineering and a registered Engineer-in- Training (EIT)
with a thorough knowledge of the principles and practices of municipal engineering; or a
minimum of 5 years of practical experience relating to municipal engineering, including 3 years
in a supervisory position.
2,
~ ::~:re~~~: iB TraiBiBg (ðIT) wi\!¡ a desire te Be:~ ~ ~~~=~~:~::~~~
~'. t~~ ;r~~Ballæe\'Aeàge aeEtl'ired tBrffilgB GUBstaatiill yeaTs ef ~areer
eR13erieaee may Be sa8stiæteà aeesràiagly.
3,
Ability to establish and maintain effective relationships with others and deal properly with the
public.
4.
Ability to prepare and present effective oral and written reports.
5.
A demonstrated ability to work independently and successfully complete projects with little or no
supervision.
106
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Engineer'¡ngTeehnieion II
Construction Technician II
CLASSIFICATION: Non-exempt
DEPARTMENT:
Engineering
DATE: January 1998.
OBJECTIVE AND SCOPE
To provide assistance and support to the Engineering Department and the public in providing
field supervision of public and private improvement projects, performing engineering
calculations and other studies as assigned.
RELA TIONSHlPS
Reports: City Engineer and Assistant City Engineer
SPECIFIC RESPONSIBILITIES
I. Construction
a. Become intimately familiar with construction documents (plans and
specifications) to oversee and supervise the consultant inspection of various
construction projects in the field.
b. Visit each construction site on a regular basis consistent with the intensity of the
construction activity. Provide oral and written critique of the construction activity
as necessary to protect the City's interests and see that the projects are constructed
in compliance with the plans and specifications.
c. Review construction sites for items such as erosion control grading; pipe
installation; sewer, water and storm sewer installation; street subgrades; test
rolling for street compaction; sub-grade quantities; placement of curb and gutter;
inspection of blacktop; preliminary inspection of utilities; and to make sure that
services are properly marked; etc.
d. . Conduct final inspections of projects making sure that gate valves are straight and
, keyable; manholes and inverts are finished with dog houses around pipes; benches
are clean, all steps are in, no infiltration from joints, lift holes or from rings;
mandrel test lines, air test lines, pressure test, and conductivity tests on water
mains. Review sites and see to it that proper clean up has been accomplished.
107
e. Conduct a post-construction review prior to the expiration of construction
maintenance bonds. Note any deficiencies in the construction and arrange for any
corrective services required prior to expiration of the maintenance bond.
f. Review and provide information to update the city's standard construction
specifications and detail plates.
g. Review as-built plans for compliance with city specifications and follow up with
any corrections as necessary.
h. Review bid tabs as provided by consultants for completeness and accuracy and
monitor/forecast construction schedules.
i.
Attend bid openings and/or preconstruction meetings as directed by the City
Engineer.
. .
J. Anticipate construction/citizen problems for the residents in proximity of the
construction and take appropriate action to preempt citizen complaints and
construction deficiencies, especially as it relates to erosion control measures.
k. Maintain contact with Utility Superintendents to see that they are up to date on the
construction status of private development contracts.
I. Prepare daily and monthly reports for each project regarding the construction
activity, work completed and document any problems or direction given to the
contractor.
m. Obtain/review copies of daily inspection reports for consultants to check against
invoices and review items of and follow-up.
n. Advise the Assistant City Engineer as to status of letters of credit and the release
thereof, as it relates to the stage of completion of the construction. Prepare letter
of credit reductions as appropriate.
o. Review building permits to ensure proper building type, location, elevations, and
drainage patterns are consistent with approved grading plans.
2. Special Projects
a. Perform engineering calculations and prepare diagrammatics as directed by the
City Engineer.
b. Perform calculations and takeoffs on special projectS.
c. Develop and administrate (in cooperation with the Street Superintendent) the
annual street repair project.
108
d, Review and provide input on site plans, plat review and construction plans and
specifications and other reports provided to the Engineering Department as
requested by the City Engineer.
e. Research and complete other surveys and reports from agencies such as the
Metropolitan Waste Control Commission (annual Sewer Use Survey), Department
of Natural Resources (Water Pumping Permits), etc., for the City Engineer's
approval and sign off.
3. Administration
a. Run copies of prints for the public and/or City staff as needed.
b. Maintain neat/orderly map files and work area.
c. Handle calls from the public, as requested, and resolve issues keeping City
Engineer informed/involved when appropriate.
REOUIREMENTS
I. .^. åigå 56å881 èipl8ma ',\'itå Completion of an approved vocational training program in
civil engineering technology or a minimum of 3 years of practical experience relating to
municipal engineering, drafting, and a thorough knowledge of the principles and practices
of municipal engineering.
3. Ability to establish and maintain effective relationships and deal properly with the public.
4, Ability to utilize engineering tools such as planimeter, transit, level, and blue line
lettering machines.
109
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: ERgiReeFÏ.Rg TeehRieioR II
QStMapping Technician II
CLASSIFICATION: Non-Exempt
DEPARTMENT: Engineering
DATE: January 1998
OBJECTIVE AND SCOPE
To provide assistance and support to the Engineering Department and the public in filing and
locating engineering documents and information and performing engineering calculations and
studies as assigned.
RELATIONSHIPS
Reports: City Engineer and Assistant City Engineer
SPECIFIC RESPONSIBILITIES
I. System Mapping
a. Update street, sewer and water maps (all scales), including half-section maps of
the City. Maintain an updated inventory of system footages and type sizes.
b. Update State-Aid map.
c. Develop an overlay system for efficiently updating and coordinating mapping
information.
d. Begin to integrate mapping pavement management and sign inventory processes
into the computer applications.
e. Maintain as-built file, do map updates, keep tie sheets current. Put tie sheets in
building file as they are made available.
f. Become intimately familiar with and proficient with the GIS and AutoCad system.
2. Construction
a. Conduct final and warranty inspections of projects as directed by the City
Engineer making sure that gate valves are straight and keyable; manholes and
inverts are finished with dog houses around pipes, benches are clean, all steps are
in, no infiltration from joints or lift holes or from rings; mandrel test lines, air test
lines, pressure test, and water conductivity tests on watermains.
110
b. Administrate permit applications for utility placement (electric, telephone, cable
tv, etc.) and perform appropriate inspections.
c. Correspond with developers/contractors on warranty repairs and facilitate
completion of the repairs in a timely fashion.
d. Maintain contact with Street and Utility Superintendents to see that they are up to
date with as-built maps and any warranty repair work.
e. Review building permit applications for compliance with city codes.
£ Determine and inspect erosion control requirements for various private building.
g. Perform bridge inspection as per the annual bridge inventory up for MnDOT.
3. Special Projects
a. Perform engineering calculations and prepare diagrammatics as directed by the
City Engineer.
b. Do earthwork calculations and takeoffs on special projects.
c. Review and provide input on draft copies of plans and specifications and other
reports provided to the Engineering Department as requested by the City
Engineer.
d. Prepare utility and right-of-way easement descriptions.
e. Research and complete other surveys and reports ITom agencies such as the
Metropolitan Waste Control Commission (annual Sewer Use Survey), Department
of Natural Resources (Water Pumping Permits), State-Aid mileage certification,
etc., for the City Engineer's approval and sign off.
f. Maintain in good operating order the City's traffic counters and conduct traffic
counts in compliance with State-Aid and all other special requests.
4. Administration
a. Run copies of prints for the public and/or City staff as needed.
b. Research and provide sewer invert and other as-built information as requested by
staff and the public.
c. Maintain neat/orderly map files and work area.
111
d. Handle calls from the public, as requested, and resolve issues keeping City
Engineer informed/involved when appropriate.
e, Order office supplies and equipment as budgeted to avoid shortages and meet
special approved department requests.
f. Conduct periodic price checks on routine supplies and obtain quotes as required
on purchases to obtain most reasonable cost.
g. Provide budgetary input to the City Engineer for preparation of the annual budget.
REQUIREMENTS:
I. f. Righ ScReel ài¡¡lema !leà Vocational training in municipal engineering aeàkr a
minimum of 3 years of practical experience relating to municipal engineering.
2. Ability to establish and maintain effective relationships with others and deal properly
with the public.
3. Ability to utilize engineering tools such as planimeter, Leroy and Kroy lettering
machines, and a minimum of 3 years drafting experience or equivalent.
4. Experience with Autocad and related computer applications is desirable.
112
CITY OF CHANHASSEN
POSITION: Secretary
CLASSIFICATION: Non-exempt
DEPARTMENT: Engineering
DATE: January 1998
OBJECTIVE
To provide administrative support to the Director of Public Works and City Engineer and to
provide secretarial support to the Public Works and Engineering staff.
RELATIONSHIPS: Reports to; City Engineer and Assistant City Engineer
SPECIFIC RESPONSIBILITIES:
I. Provides secretarial and general clerical support for Engineering Department.
a. Responsible for preparation, assembly, execution, and filing of departmental
documents and construction contracts.
b. Types letters, memorandums, assessment rolls, contracts, proposals,
specifications, technical reports, meeting agendas, meeting notices, forms and
other materials from machine dictation and copy.
c. Proofreads, photocopies and distributes materials requiring completion.
d. Establishes and maintains all files, including project, public works, grading
permit, land use review, development contract files and SWMP files. Maintains
and updates all reference file lists.
e. Processes incoming mail which involves screening, sorting, date stamping and
distribution.
f. Initiates and prepares standard correspondence.
g. Answer phone calls pertaining to general engineering and public works questions
and refer to appropriate party as necessary.
2. Provides back up for Public Works Secretary in her absence to process Gopher State One
Call system; process location request tickets and works closely with Utility and Street
Departments to ensure location of City utilities in a timely manner.
3. Processes lot releases from development contracts, maintains record of lots released, and
fees received.
113
4. Tracks development security instruments, i.e. loan agreements, letters of credit, cash
escrows, maintenance bonds and grading permits on the computer; and notifies
appropriate department staff member in advance of their expiration/renewal dates.
5. Prepares legal notices for public hearings and informational meetings such as for
feasibility studies, assessment hearings, etc. which involves research and compilation of
property owners lists.
6. Maintains schedule of future Engineering agenda items.
7. Responsible for coding invoices/pay requests for payment.
8.
Processes invoices for in-house engineering fees (plats, as-builts, aerials, etc.)
. . "
9. Processes invoices for underground utility permits.
10. Calculates year-end contracts payable on all public improvement construction contracts
for auditing purposes.
REQUIREMENTS
I. Education: High seassl graèliEHisR files Completion of a state recognized vocational
training program in secretarial skills aaèfor a minimum of;;!-3 years experience including
public contact experience.
2. Skills: Must be able to accurately type at a rate of 70 wpm or faster, transcribe machine
dictation and perform other clerical duties in an efficient manner. Ability to handle
contacts with the public and other outside agencies with tact and effectiveness. Ability to
organize, prioritize and deal effectively with stressful situations.
3. Ability to adapt to various computer programs/software and be proficient in Microsoft
Windows and Word.
114
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Director of Public Works Operations
CLASSIFICATION: Exempt
DEPARTMENT: Public Works
DATE: January 1998
OBJECTIVE AND SCOPE
To provide overall planning and supervision of the Public Works Department operations (streets,
utilities and shop) to achieve the goals of the City Manager and the policies set by the City
Council.
RELATIONSHIPS
Reports to: City Manager
Supervises: Street Superintendent, Utility Superintendent, Equipment Superintendent, Public
Works Secretary
SPECIFIC RESPONSIBILITIES
I. Coordinate the long-range planning and oversee the daily activities of the street, utility,
shop and engineering departments to assure administration of required services and
department policies.
2. Function as a highly visible close-contact leader for the Public Works Department.
3. Plan and direct all functions of the Public Works Department including:
a. Development and review of operation and maintenance standards and policies.
b. Safety training and cross-training programs.
c. Preparation of short and long-term maintenance programs.
3. Draft and administer an annual department budget including review of all equipment
purchases and capital expenses.
4. Work with the City Council, City Commissions, City staff, and other government
agencies, developers, and residents towards fulfilling the needs of the City in the area of
public works.
5. Promote citizen awareness of Public Works maintenance functions.
115
REQUIREMENTS
I. Education: Bachelor Degree in Civil Engineering or related field and eeFtifieatisR as a
Registered PrsF6ssisaal Bagineer.
2. Experience: Six years of experience in a municipal position which can demonstrate
thorough knowledge of public works operations and maintenance functions, with four
years experience in a supervisory position desired.
116
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Street Superintendent
CLASSIFICATION: Exempt
DEPARTMENT: Public Works
DATE: January 1998
OBJECTIVE AND SCOPE
Plan and direct all activities of the street maintenance department to efficiently achieve City and
department objectives.
RELATIONSHIPS
Reports to: Director of Public Works
Supervises: 2 Heavy Equipment Operators (1 Foreman), 4 Equipment Operators/Laborers,
Seasonal Employees within Department
SPECIFIC RESPONSIBILITIES
I. Plan and direct all street maintenance department functions including:
a. On-call 24 hours for all emergency operations, or coordinate with others in
maintenance department to cover any emergency that may arise.
a. Street repair operations.
b. Street sweeping operations,
c. Snow plowing and sanding operations.
d. Installation and maintenance of signs.
e. Grading of gravel roads.
f. Grass maintenance within City rights-of-way (mowing, etc.)
g. Storm drain maintenance repairs.
h. Other assigned duties as may be required.
I. Signal and street light repair and maintenance.
J. Tree trimming and disposal of dead trees on public property.
117
2. Work with Director on formulating department budget including equipment purchases
and capital expenditures, while performing required services within final budget
guidelines.
3. Coordinate operations as appropriate with the Utility Superintendent, Shop
Superintendent, private contractors, and City residents.
4. Locate underground city utility systems and street lighting and signals.
REQUIREMENTS
I. Education: MiaiHl\lHl sf high sGheel gffiEluatiBa Y.'itll Completion of a vocational degree
in heavy equipment operation or related field; or a minimum of 5 years experience in
municipal street and equipment operations with 3 years of supervisory experience.
3. License/Registrations: Valid Minnesota Class A drivers license or ability to obtain within
3 months.
118
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Heavy Equipment Operator/
Foreman
CLASSIFICATION: Non-exempt
DEPARTMENT: Public Works - Streets
DATE: January 1998.
OBJECTIVE AND SCOPE
Operate complex construction and maintenance equipment such as street sweeper, motor graders,
back hoes, skid steer loader, rollers and bulldozer. Perform minor maintenance work and repair
on equipment operated. Operate light equipment and perform manual labor as the need arises.
Haul equipment to and from job site.
RELATIONSHIPS
Reports to: Street Superintendent
Supervises: Responsible for street department in Superintendent's absence. Supervises and
coordinates the work of crews in street maintenance department as directed by the
superintendent.
SPECIFIC RESPONSIBILITIES
1. Perform required maintenance duties including:
a. Repair and blacktopping of streets.
b. Installation and maintenance of roadway signs.
c. Assure proper operation of street and signal lights.
d. Snow plowing and sanding streets, and areas around public facilities.
e. Cutting grass and weeds within City right-of-way.
f. Grading gravel roads.
g. Tree trimming and disposal of diseased trees on public property.
h. Maintains and inspects storm sewer catch basins and drainage ways for proper
working order. Builds manholes and places culverts when needed.
1. Other assigned duties within the Street Department.
119
2. Operate and assist in the repair of vehicles and equipment used to perform assigned
duties.
3. Perform assorted assignments within the public works area as needed to insure the safety
and protection of City residents and their property.
4. Locate underground city utilities, i.e. storm sewer, street lighting, and signals.
REQUIREMENTS
I.
Education: Higl! £eaeel gf!Ià1iatiea aaà Vocational or apprentice training in mechanics or
equipment operation or a minimum of 5 years experience in the operation of heavy
equipment and in other maintenance functions with 2 years experience in a supervisory
position.
. .
2.
License/Registrations: Valid Minnesota Class A drivers license or ability to obtain within
3 months.
120
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Heavy Equipment Operator/Laborer
CLASSIFICATION: Non-exempt
DEPARTMENT: Public Works - Streets
DATE: January 1998
OBJECTIVE AND SCOPE
Operate complex construction and maintenance equipment such as street sweeper, motor graders,
back hoes, skid steer loader, rollers and bulldozer. Perform minor maintenance work and repair
on equipment operated. Operate light equipment and perform manual labor as the need arises.
Haul equipment to and from job site.
RELATIONSHIPS
Reports to: Street Superintendent
Supervises: Responsible for Department when the Superintendent and Foreman are absent.
Supervises and coordinates work of crew in Street Maintenance Department when
necessary in field and shop.
SPECIFIC RESPONSIBILITIES
I. Perform required maintenance duties including:
a. Repair and blacktopping of streets.
b. Installation and maintenance of roadway signs.
c. Assure proper operation of street and signal lights.
d. Snow plowing and sanding streets, and areas around public facilities.
e. Cutting grass and weeds within City right-of-way and in city parks.
f. Grading gravel roads.
g. Inspection and disposal of diseased trees on public property.
h. Other assigned duties within the street department.
2. Operate and assist in the repair of vehicles and equipment used to perform assigned
duties.
121
3. Perform assorted assignments within the public works area as needed to insure the safety
and protection of City residents and their property.
4. Locate underground city utilities, i.e. storm sewer, street lighting, and signals.
REQUIREMENTS
I. Education: Higå Sehssl gFaèuatisa llfIà Vocational or apprentice training in mechanics
or equipment operation; or a minimum of 3 years experience in the operation of heavy
equipment and in other maintenance functions
3. License/Registrations: Valid Minnesota Class B Drivers License or ability to obtain
within 3 months of employment. Class A license desirable.
122
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Equipment Operator/Laborer
CLASSIFICATION: Non-exempt
DEPARTMENT: Public Works - Streets
DATE: January 1998
OBJECTIVE AND SCOPE
Perform all duties required for proper maintenance and upkeep of City streets and public
facilities.
RELATIONSHIPS
Reports to: Street Superintendent
Supervises: Has no supervisory responsibilities.
SPECIFIC RESPONSIBILITIES
I. Perform required maintenance duties including:
a. Repair and blacktopping of streets.
b. Installation and maintenance of roadway signs.
c. Assure proper operation of street and signal lights.
d. Snow plowing and sanding of streets, areas around public facilities.
e. Cutting grass and weeds within City right-of-way and in City parks.
f. Grading gravel roads.
g. Tree trimming and disposal of diseased trees on public property.
h. Other assigned duties within the street department.
2. Operate and assist in the repair of vehicles and equipment used to perform assigned
duties.
3. Perform assorted assignments within the public works area as needed to insure the safety
and protection of City residents and their property.
123
REQUIREMENTS
I. Education: Higll Seassl gFIIEhlatisB plus CÐHlpletisB sf a state reesgaizeà Vocational
prÐgF!lHl or apprentice training in mechanics or equipment operation; Rflå,lor a minimum
of;!-te 3 years experience in the operation of light equipment and in other maintenance
functions.
2. License/Registrations: Valid Minnesota Class A drivers license.
124
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Equipment Superintendent
CLASSIFICATION: Exempt
DEPARTMENT:
Public Works - Shop
DATE: January 1998
OBJECTIVE AND SCOPE
Supervise, plan and direct all mechanical work in the maintenance and repair of all City vehicles
and equipment.
RELATIONSHIPS
Reports to: Public Works Director
Supervises: Two mechanics
SPECIFIC RESPONSIBILITIES
I. Supervise the repair and maintenance of all City vehicles and equipment including
routine maintenance as well as major repairs and overhauls. Arrange for outside work as
required due to equipment or parts limitations. Department vehicles include street, fire,
sewer and water, park, public safety and administration.
2. Maintain a preventative maintenance schedule and coordinating maintenance activities to
most effectively accomplish repair work.
3. Maintain the garage facilities while keeping detailed service records on all vehicles and
equipment.
4. Work with Public Works Director on the equipment and vehicle maintenance sections of
the department budgets as well as the overall garage budget. Strive to keep expenditures
within specified budgetary limits.
5. Manage and supervise garage mechanics including conducting performance reviews and
making hiring recommendations.
6. Write specifications and recommend purchase of Public Works vehicles and equipment.
Work with other department heads on vehicle or equipment purchases.
7. Maintain fuel and lubricant supplies. Keep diesel fuel blended for season changes.
Maintain file and records for fuel tanks and hazardous wastes according to PCA laws.
8. Maintain a limited parts inventory for all City vehicles and equipment.
125
9. Is knowledgeable and informs subordinates of Employee-Right- To-Know information
concerning hazards in the work area.
10. Maintains a current file on Employee Right-to-Know releases concerning these hazards.
REQUIREMENTS
I. Education: Vocational training in automotive mechanics and equipment management; or
e¡¡lIi'¡aleat enperiease a minimum of 5 years experience in equipment management
including 3 years experience in a supervisory position, and exposure to a wide variety of
vehicle and equipment repair.
3.
License/Registrations: Valid commercial drivers license.
. . "
126
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Mechanic
CLASSIFICATION: Non-exempt
DEPARTMENT:
Public Works
DATE: January 1998
OBJECTIVE AND SCOPE
Maintains and repairs automobiles, trucks, heavy duty street equipment and construction
machinery. Performs major overhauls requiring a high level of mechanical skills. Keeps records
on repairs performed.
RELATIONSHIPS
Reports to:
Equipment Superintendent
SPECIFIC RESPONSIBILITIES
I. Perform required maintenance duties including:
a. Repair and maintain all City vehicles including routine maintenance as well as
major repair.
b. Maintain garage facilities and assist in keeping detailed service records on all
vehicles and equipment.
c. Assist with street and park maintenance duties as requested.
2. Operate and assist in the repair of vehicles and equipment used to perform assigned
duties.
3. Perform assorted assignments within the public works area as needed to insure the safety
and protection of City residents and their property.
REQUIREMENTS
I. Education: Vocational training in automotive mechanics and related areas Sf equi'/llleBt
e~~efieBee or minimum of 3 years experience in automotive mechanics including
exposure to a wide variety of vehicles and equipment.
3. LicenselRegistrations: Valid Commercial Drivers License.
127
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Utility Superintendent
CLASSIFICATION: Exempt
DEPARTMENT: Public Works - Utilities
DATE: January 1998
OBJECTIVE AND SCOPE
Direct the operation and maintenance of the City's water supply and sanitary sewer systems.
RELATIONSHIPS
Reports to: Public Works Director
Supervises: Assistant Utility Superintendent
Sr. Utility Maintenance Operator
Utility Maintenance Operators (4)
SPECIFIC RESPONSIBILITIES
I. Plan and direct the operations of the water supply and wastewater systems including:
a. Daily inspection of wells and lift stations while performing or contracting for
required repairs to maintain service.
b. Testing of the water to insure an adequate and safe supply.
c. Maintenance and repair of water and sewer lines as required.
d. Installation, reading, and repair of water meters and remotes.
2. Prepare reports required by regulatory agencies.
, 3. Maintenance of all department facilities including upkeep on the buildings and grounds as
well as the department vehicles and equipment.
4. Keep detailed system repair and maintenance records and assist the Public Works
Director in establishing an annual upgrade program.
5. Locate and record all outside sewer and water connections performed by private
contractors and update as-builts/tie sheets accordingly.
6. Assist the Public Works Director in preparation of the department budget while then
striving to keep all expenditures within the final budgetary guidelines.
7. Arrange for "around-the-clock" response to system problems so utility service to City
residents and businesses is not interrupted.
128
8. Check and inspect utilities on all new projects and work with Public Works Director and
contractors to make corrections to achieve final acceptance status,
9. Monitor warranty period for new equipment and installations and see that warranty
repairs are made within the warranty period.
10. Plow snow for utility access.
II. Work cooperatively with other superintendents and personnel of the Public Works
Department.
12. Be able to communicate effectively, courteously and responsibly with the public at any
given time.
13. Performs or supervises the locations of all Chanhassen sewer and water utilities for
Gopher State One Call system in accordance with one-call system time and marking
requirements.
14. Sees to the training of all subordinates in "Confined-Space Entry" safety procedures of
the City and OSHA. Enforces the use of these procedures.
REQUIREMENTS
I. Education: High Seåesl gmå\latisn witå Vocational and apprentice training in water and
waste water systems or equivalent experience as indicated below.
2, Experience:
a. Minimum of 5 years experience with sewer and water maintenance or related field
including experience with pumps, motors, and electrical equipment and 3 years
experience in a supervisory position.
b. Be able to operate equipment such as front end loader, bob cat, vac truck, jet
sewer cleaner, etc.
c. Be able to weld, have mechanical and torch experience.
d. Be able to arrange for and/or perform typical sewer and water main repairs.
License Registrations:
I. Valid ¡Class B Drivers License.
2. Must have tanker endorsement on license.
3. Class C Sewer and Water License mandatory.
129
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Assistant Utility Superintendent CLASSIFICATION: Non-exempt
DEPARTMENT: Public Works - Utilities DATE: February 1997
OBJECTIVE AND SCOPE
Perform duties required to assure proper operation and maintenance of the City's water supply
and sanitary sewer systems.
RELATIONSHIPS
Reports to: Utility Superintendent
Supervises: First line supervisor over other utility operators and responsible for utility
department in Superintendent's absence.
SPECIFIC RESPONSIBILITIES
I. Supervise or perform the following duties:
a, Inspect wells and lift stations daily to record readings, check equipment operation,
and obtain and test water samples daily. Perform minor and major system repairs
as required.
b. Maintenance of the City water and sewer system including repair of breaks,
cleaning of lines, and servicing and repair of hydrants.
c. Install, read, and repair water meters and remotes.
d. Normal servicing and upkeep of department vehicles, equipment, and buildings.
e. Miscellaneous assignments as directed to insure uninterrupted utility service to
City residents and businesses. Must be available to be on call approximately every
sixth week, 24 hours per day.
f. Make supervisory decisions in absence of Superintendent.
g. Be able to communicate effectively, courteously and responsibly with the public
at any given time.
130
h. Must be able to operate different types of vehicles and equipment such as front
end loader, bobcat, vac truck, jet sewer cleaner, etc.
1. Snow plowing for access to utilities and assist Street Department if necessary.
J. Utility marking for Gopher State One Call.
k. To be knowledgeable of and comply with all safety procedures of OSHA and the
City of Chanhassen with strong emphasis on Confined Entry Procedures.
I. Be able to prioritize jobs and assign them in a fair and orderly manner.
m. Be able to keep maintenance and pumping records up to date and accessible at all
times.
REQUIREMENTS
I. Education: High Sehool gradliation and Vocational or apprentice training in water and
waste water systems, mechanics, and electrical; or five years of previous maintenance or
construction experience related to water and waste water systems mandatary, including 2
years in a supervisory position.
3. License/Registrations:
a. Valid Class B Drivers License with Tanker endorsement.
b. Class C Sewer and Water License.
131
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Senior Utility Operator
CLASSIFICATION: Non-exempt
DEPARTMENT: Public Works - Utilities
DATE: January 1998
OBJECTIVE AND SCOPE
Perform duties required to assure proper operation and maintenance of the City's water supply
and sanitary sewer systems.
. '
RELATIONSHIPS
Reports to: Utility Superintendent
Supervises: Limited responsibility in supervising other utility operators and acting as leadman
in many situations.
SPECIFIC RESPONSIBILITIES
I. Inspect wells and lift stations daily to record readings, check equipment operation, and
obtain and test water samples daily. Assist with minor and major system repairs as
required.
2. Maintenance of the City water and sewer system including repair of breaks, cleaning of
lines, and servicing and repair of hydrants.
3. Install, read, and repair water meters and remotes.
4. Assist in normal servicing and upkeep of department vehicles and equipment.
5. Perform miscellaneous assignments as directed to insure uninterrupted utility service to
City residents and businesses. Must be available to be on call approximately every fifth
week, 24 hours per day.
6. Has to make supervisory decisions when on call or in absence of supervisor.
7. Be able to communicate effectively, courteously and responsibly with the public at any
given time.
8. Must be able to operate different types of vehicles and equipment such as front end
loader, bobcat, vac truck, jet sewer cleaner, etc.
132
9. Snow plowing for access to utilities and assist Street Department if necessary.
10. Utility location marking as necessary.
II. Must be knowledgeable of and comply with all safety procedures of OSHA and the City
for "Confined-Space Entry".
REQUIREMENTS
Riga £easel gmooatioH wita TyiS YS!li'S Vocational or apprentice training in water and waste
water systems, mechanics, or electrical;-!lf!Ei or 3 years experience in maintenance of water and
waste water systems. Must possess a valid Class B drivers license with tanker endorsement to
operate vac truck and jet rodder, and a Class D Sewer and Water License.
133
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Utility Operator
CLASSIFICATION: Non-exempt
DEPARTMENT: Public Works - Utilities
DATE: January 1998
OBJECTIVE AND SCOPE
Perform duties required to assure proper operation and maintenance of the City's water supply
and sanitary sewer systems.
RELATIONSHIPS
Reports to: Utility Superintendent
SPECIFIC RESPONSIBILITIES
I. Inspect wells and lift stations daily to record readings,
check equipment operation, and obtain water samples for testing. Assist with minor and
major system repairs as required.
2. Maintenance of the City water and sewer system including repair or breaks, cleaning of
lines, and servicing of hydrants.
3. Install, read, and repair water meters and remotes.
4. Assist in normal servicing and upkeep of department vehicles and equipment.
5. Perform miscellaneous assignments as directed to insure uninterrupted utility service to
City residents and businesses. Must be available to be on call approximately every fifth
week, 24 hours per day.
6. Has to make supervisory decisions when on call or in absence of supervisor.
7. Must be able to communicate effectively, courteously and responsibly with the public at
any given time.
8. Must be able to operate different types of vehicles and equipment such as front end
loader, bobcat, vac truck, jet sewer cleaner, etc.
9. Snow plowing for access to utilities and assist Street Department if necessary.
10. Utility location marking as necessary.
134
II. Inspect new utility projects before acceptance.
12. Must be knowledgeable and comply with all safety procedures of OSHA and the City for
"Confined Space Entry."
13. Operates back hoe.
REQUIREMENTS
I. Education: High Selleel gmèaatieß aad Vocational or apprentice training in water and
waste water systems, mechanics or electrical; or;He 3 years experience in maintenance or
construction experience related to water and waste water systems.
3. LicenseIRegistrations:
a. Valid Class B Drivers License with tanker endorsement.
b. Class "D" Sewer and Water License.
135
JOB DESCRIPTION
CITY OF CHANHASSEN
POSITION: Secretary
CLASSIFICATION: Non-exempt
DEPARTMENT: Public Works/Maintenance
DATE: January 1998
OBJECTIVE
To provide administrative and secretarial support to the Public Works maintenance staff.
RELATIONSHIPS
Reports to: Director of Public Works
SPECIFIC RESPONSIBILITIES
I. Provides secretarial and general clerical support for Public Works maintenance
departments.
a. Responsible for preparation, assembly, execution, and filing of departmental
documents.
b. Types letters, memorandums, contracts, proposals, specifications, forms and other
materials from machine dictation and copy.
c. Proofreads, photocopies and distributes materials requiring completion.
d. Establishes and maintains all files related to the Street, Utility, Park and
Equipment Maintenance Departments.
e. Processes incoming mail which involves screening, sorting, date stamping and
distribution.
f. Initiates and prepares standard correspondence.
g. Answer phone calls pertaining to public works maintenance questions and refer to
appropriate staff as necessary.
2. Coordinates Gopher State One Call system; processes location request tickets and works
closely with Utility and Street Departments to ensure location of City utilities in a timely
manner.
3. Maintains schedule of future Public Works Maintenance agenda items.
4. Responsible for coding invoices/pay requests for payment.
5. Processes street light repair requests.
REQUIREMENTS
I. Education: High seheel graEffiatiea pIli" Completion of a state recognized vocational
training program in secretarial skills-aHElfor a minimum of ~3 years experience including
public contact experience.
2. Skills: Must be able to accurately type at a rate of70 wpm or faster, transcribe machine
dictation and perform other clerical duties in an efficient manner. Ability to handle
contacts with the public and other outside agencies with tact and effectiveness. Ability to
organize, prioritize and deal effectively with stressful situations.
3. Ability to adapt to various computer programs/software and be proficient in Microsoft
Windows and Word.
4. Ability to handle contacts with the public and other outside agencies with tact and
effectiveness. Ability to organize, prioritize and deal effectively with stressful situations.
137
APPENDIX
. . ,
138
JOB DESCRIPTION QUESTIONNAIRE
Date Completed:
Job Title:
Department:
Incumbent's Name:
Supervisor's Name and Title:
Location:
INSTRUCTIONS
This questionnaire is designed to help you describe your present job. Please complete the form
carefully, listing your duties and responsibilities as you understand them. The following
suggestions may be helpful.
I. Divide your job into its separate areas of responsibilities.
2. Organize your various duties in relation to those responsibility areas.
3. List your duties in the order of their importance or in the order in which you do them.
4. Describe each task in a brief but clear statement. Include enough information so that
someone who is not familiar with your job will understand.
5. Indicate in the right hand column the approximate amount or percent of your time spent
on each of your major duties.
6. If there is anything you don't understand in connection with this questionnaire, ask your
Supervisor.
139
A.
List a brief description of duties:
Approx. Time
Involved
140
B. What are your most important duties? Why?
C. What are the most difficult parts of your job? Why?
D. In what ways do you have to exercise judgment in making decisions?
E. List your principal contacts with others inside or outside of the organization and indicate
the purpose of the contact.
If you supervise or direct the work of others, list their names and job titles.
141
Performance Review
Date of Review:
--
--
Name:
Division Job Title
Supervisor's Name Job Title
Instructions
The supervisor and the person being evaluated should each complete the appropriate column for
each section by circling a number for each line item. Each should then record the ratings of the
other on their form. By reviewing and discussing the ratings, a mutually agreed rating for each
item should be determined and entered in the combined column. This rating will not necessarily
be an average of the two columns. Each section should then be totaled and an average or overall
rating determined and carried forward to the Rating Summary below.
Rating Standards: This form is provided as an aid to ASSIST in performance review, in
discussing performance levels, and in communicating areas for improvement. This form is
designed to provide a framework in which the person can be quantifiably and qualitatively
measured using the following ratings:
Distinguished: Refers to those persons who go well beyond the requirements of the job and are
willing to take on new and greater challenges and responsibilities. This person is always
dependable and ready to perform in any capacity as may be necessary. This person has
demonstrated ability to handle greater responsibility in the organization.
Commendable: Refers to those persons who are clearly more motivated and perform better than
the average employee in the area mentioned. They generally go the extra mile and meet all goals
and requirements on time or before.
Adequate: Refers to those persons who are performing all necessary work and effort in the areas
mentioned. This rating is expected of all employees who are meeting job requirements.
Deficient: Refers to those persons who are performing below the acceptable standards of the
Department and who are contributing a minimal amount of effort to the job. The deficient rating
indicates significant room for development in order to function effectively.
142
Unacceptable/:Provisional: Refers to those persons who may have just begun their
employment with the Department or who are changing positions within the organization. This
performance level may also apply to other employees who are performing well below the
acceptable level.
Rating Summary
Self Average Reviewer Average Resolved Average
Part I.
Job Effectiveness
Part 2.
People Skills
Part 3.
Supervisory
OVERALL
Comments:
143
Part I - Job Effectiveness (Confidential)
Ratings:
5=Distinguished 4=Commendable 3=Adequate 2= Deficient 1 =Unacceptable
Self Reviewer Resolved
Evaluation Evaluation
1. Knowledge and understanding of duties 12 3 4 5 12345
and responsibilities.
2. Effective execution of specific 12 3 4 5 12 3 4 5
responsibilities - as per approved job
description.
3. Sufficient technical knowledge 12 3 4 5 12 3 4 5
commensurate with responsibilities.
4. Self-starter - accomplishing the 12 3 4 5 12 3 4 5
objectives of the job by efficient allotment
of time.
5. Productivity - volume of acceptable work. 12 3 4 5 12 3 4 5
6. Quality of work - thoroughness, neatness, 12 3 4 5 12 3 4 5
and accuracy.
7. Effective oral presentations. 12 3 4 5 12 3 4 5
8. Initiative - ability to originate and develop 12 3 4 5 12 3 4 5
ideas and get things started.
9. Meeting set deadlines for projects. 12 3 4 5 12 3 4 5
10. Concentration - ability to stick with a 12 3 4 5 12 3 4 5
given task.
11. Problem solving - sticking with tough 12 3 4 5 12 3 4 5
situations and bringing about solutions.
12. Compliance with and enforcement of new 12 3 4 5 12345
programs, policies and procedures.
13. Use of goals and objectives to get results. 12345 12 3 4 5
14. Sets priorities effectively. 12345 12 3 4 5
15. Controlling paperwork - maintaining the 12345 12345
flow in your area of responsibility.
144
16. Internal Control - maintaining record 12 3 4 5 12 3 4 5
keeping systems to insure the accuracy of
records and the safeguarding of files and
documents.
17. Meetings - effective use of time through 12 3 4 5 12 3 4 5
proper preparation, planning,
organization, and follow-up.
18. Thorough research of 12 3 4 5 12 3 4 5
applications/projects before making
recommendations.
19.
20.
TOTALS THIS SECTION
AVERAGES THIS SECTION
Part 2 - People Skills (Confidential)
Ratings:
5=Distinguished 4=Commendable 3=Adequate 2= Deficient I =Unacceptable
Self Reviewer Resolved·
Evaluation Evaluation
I. Tact, sincerity, thoughtfulness, and 12 3 4 5 12 3 4 5
courtesy.
2. Dependability, reliability, follow through. 12 3 4 5 12 3 4 5
3. Disposition, consistent, optimistic, even- 12 3 4 5 12 3 4 5
tempered, patient.
4. Loyalty to the city/department and fellow 12345 12 3 4 5
employees, avoidance of rumors, keeping
confidences.
5. Promotion of office professional image 12345 12 3 4 5
and proper work environment.
6. Contribution to team effort. 12 3 4 5 12 3 4 5
145
7. Memory - remembering commitments, 12345 12 3 4 5
incidents or promises.
8. Keeps others informed on important 12345 12 3 4 5
matters that may develop.
9. Ability to develop and maintain rapport 12 3 4 5 12 3 4 5
and working relationships with:
Immediate Supervisor
Co-workers 12 3 4 5 12345
Subordinates 12 3 4 5 12345
Other Departments 12 3 4 5 12 3 4 5
PubliclDevelopers/Builders 12 3 4 5 12 3 4 5
Board/Commissions/Committees 12 3 4 5 12 3 4 5
City Administration 12 3 4 5 12 3 4 5
TOTALS THIS SECTION
AVERAGES THIS SECTION
Part 3 - Supervisory (Confidential)
Ratings:
5=Distinguished 4=Commendable 3=Adequate 2= Deficient I =Unacceptable
Self Reviewer Resolved
Evaluation Evaluation
J. Ability to build the morale and motivation 12345 12345
of others.
2. Ability to direct, organize and coordinate 12345 12345
the efforts of a team.
3. Ability to teach and train subordinates. 12345 12345
4. Ability to get results from teamwork, 12 3 4 5 12 3 4 5
subordinating own interests in the interest
of a team effort.
146
5. Delegation - making subordinates 12 3 4 5 12 3 4 5
responsible for appropriate activities
while retaining control. Check on results,
follow-up.
6. Sensitive to employees work load 12 3 4 5 12 3 4 5
demands - moves in with appropriate
assistance at the right time.
7. Reviews all relevant information before 12 3 4 5 12 3 4 5
making decisions.
8. Conducts and participates in regular 12 3 4 5 12 3 4 5
performance reviews with supervisors and
subordinates.
9. Recruiting and staffing with competent, 12 3 4 5 12 3 4 5
skilled managers and employees.
10. Communicates effectively - letting others 12 3 4 5 12 3 4 5
know what you expect.
11. Handling of sensitive information and 12 3 4 5 12 3 4 5
situations in a confidential manner.
TOTALS THIS SECTION
AVERAGES THIS SECTION
147
...
o
.
I
~
~
n."c.c -
~=i~ !:
:.g,: ~
--... þ
~: ~;: ~
:; ;:;:¡
..
.O.~.
..-cr.~
-.-c3
-... ..
-...--
c...._ ...
..."'C"'C .. ~
... 11".
. -..
.._ 0.
o .
ft~=!.-
., .. .,
. :II ..
.
_c,..
ë~ 0 0 N
.w ..
· .
.
~
zz,"
0" ..
.. ..
It 0..,
, . ~
· .
· ..
_..~
ëS;
..
..
...c
;:1
-,.
...c..
::c ;"1
-..
0"
~.
.
;rl-
t
..--...
00...,.,
.. ...
:I. .. ...
2 . ~:.. Vt
.. 0
.. ~
04_-=....
:I 0::1 II
.Go. 0..
=~t~:J I-
-cc
0.. .. II .
=-.._co
. O'a"
. .-a It _
:':t~aG\
.... -.
c :. c
o
~
:;':~r
· ....
.on_,
co -a
..n. ~
"... c
......_::r
......
"'C _"C C
,... .. -
· - .
· ..".
....
'0..
1:1 =.
- -.
--c_
&..o::r
.. ., 0
..we
· ...
·
.. -"0"" ,..
O":t.. .. ,._
, .....
.....,..... .
--000.. ...
if··.. ...
2.cr__
. :t.. . It 0
-:'-:1
'ft.. .
-....
.'."1"-
I cf=-
, ...... .. ..
.....
.. n.. ":II ...
· c.. 0
_0111 C
n..._co
'It ft_
., ..
0.. ...
- -..
ë' Ie
. .
I
-..,
..
.
..
I
I
"
...
~:f: g
... _Go 0
-v 'V ., ."
--...- ...
c -c.. a
AO.... ..
.:1,,,,,, ~
...
..
.
0'_0
_o_c
~_.,
. .....
,..."C
. .. ..
..-..
. -c
...a
,,-. ...
;'Ir~
.. ....~
c .1
.~..
......-c
..... N
·C .
-e.
... 0..
..,
.
..
_Coile ..00
-__'n.
11¡r-:.
.. 0.._..
. _II: . __ w
0_...11 -
... 0 .. ..
.,......
_c_....
"'J''''!\-
0... __
__0..
r':l,;-
,. G._
· .,..-..
. .
::. !.
..
..
,
c.".oc:
:';:"1:
.... _"CI"
"a_"'",
~=I ;¡:: '"
Ir-" .. ..
· .
0.. :IIcn
0-0
,:.-;r~ I-
- ...
.. ....0 0..
.... 0 ., 0
· - .c
g;!. ~: ~
-.. .
·
-
·
·
·
..
: :'~~::I
· ..et.-c
0-...
ft .., . "'C
-c. II..,
· ... C
.... -ft
.. ..0
· ot:rc
· -f. ¡-
. c....
.... ...:
;:.;::
... ..
... . .
..:'.~
.. .-
l'
~:.. ft"n~
-:12"".",
f":';-: ~ '
: ca.~ ¡·;-o': ..
..ð.cÞOO"c
0.,..... ..c
~Q.'''-- .
.-... :t 0 ,
.,. ....."'C
::J! :tc"l-
.-.¡ -.." . 0
.... -."'C C
:'ct~..l_
......0.10
.... .. 0
,..., ~ G"C
cr c.....
-c. :¡. .
..
"
..
.
I ..
o
.
I
~
..
-..... a
:I....c ,.,
...... =' ~
C _It" ,.,
::'ñl::- i
.,... ..
"C ..:r... liD
-1'1- _
0._ _'"
" ..
..
..
Co ..
-.....
..-..
.....
:II 11 ...
·
... 0
'"~
.0
......
:::¡r-
'.: .
·
__.. N
...0...
· ....
. .
"
...
nao "0
o co. ft
:'1 &,1.::
.,. If II
C :r - w
c- 1'10
~~f·:
...::.;Z .=
r..ttg-'" ~
.,. ft.,...
1"..1:-:'
,... .
· . _:I.
.... ..
~...
,,- ,..
c ....
. o.
.. 0
.
'I:':
:LI:"'C::
· A.cr:r
."C .. a.. ""
" 0 .
O.,c....:II
".0. ft
· ,...
:';-f-., -
"'0.
· c :r ft
c... ~
1 ~~g a..
,.. ..
c. ".. CP\
I"o
· ..õ"a.
· ca.:I.
" .
·
:-:t~t::
~: ~ë~~
-. ..
:1;:::,.-'" ...
· .....
:II... .,.
- ......
::;'c·r-
~. ~:5I
· ."
... O.
"':::':
.c... .. .
c - ~
'i.~ ~
,..
·
A.CZCz
0-._"
~·"..c
.. -o.:r.
o .0.,
o ~ C
:I. C·.._
.. .
.- ,...
-.."'C 0"
_.. 0
, .. C ...... 0
. If - ,
.. -.
.. -x..
...."
..c."
- ....
... It-,
. c. ...
....~ .
0'
....
148
N
.
..
o
.
I
..
..
......-4",
_.,a.
.~. c
nil -ft
C ., :t.
----
õ;¡ õ
~ n "
·
'j'U .. I
;¡
."
Þ
..
..
o
:0
N ..
-
·.......cr~
ëO~:'~.
.... -.
'OC,....
.. , eo.
.;-=...:1 .
.-.." »
_:I"'. .
-G . It ~
:'O:'~Õ- I
~"II: ,..
_r III...
~:.:z ::~
"'C"II' .. . ..
... ...
o 0
::1'
......
c .... Ot
0- ...
'''.0
..-oc
.;l.a""2II;:
:.-'-=' J;
-ao_ ='"
:.~:-~ ;;¡:
:;= :t-~c..
_ "'.. ~jO
0_. CI
2°11;- en
..-.
"'Ccca.~
. '_0
~ ,
~
o ..
c
-
· .....
c c ~
.,-
,~..
· ...
.. ...
.0_ 0
C:'O c:
o - ;:¡
;}:: - _:0
· ...,
_0 ..
.C :0
, .
....
"'0 .
. ..
"...
.
.............
c _0 0"
- , ..
-a O.
.. ___cr..
-::.:-. ~ 8
0_. - c -c
... III. Of
- , ...
'õ' :1"" r- ¡
:"'1·1 ;Z.g
,. ...
... ""0
. ..:r, ...
: J; I ~ 0
--"
.1-:':'::
-.....
...
f
..
.
c-
o
.
..
Z
..
¡r.
III
M
I-
...
,..
..
...
..
"
...
0-
...,
.. ..
- ..
.
.. ..
......
.-
..
·
...
...
-. ...,
_"'1:1 0...
:~-:.
II 0'.__
· ~ r_
: .'.i'
...-..
-....
o ...
~ :r ..,
.....
CP......~
-. -.
:II ., ..
· . ..~
'1 r :.-
" c _a
::'1;
· :r It :II
, . ..
· ...
.. .....
.. 0 0_
o ~ 1.
... ..:II
· ft It ft
... 0
.. . ~
::1:'
...
n - -c
.. 2 ·
a" :;:
· --.
- ..
CDC..
~.. :1.,
A."'I:I ..._
.. :t" . II
, 0
,. ,
· fa _CP.
-.. ..
" . 0
.. .....
., ...
zo_
_oc:t"
r__.
· . ..
~ ..
· ...
· CI. e"'l:l
..... ..
...0
; = =-=
o .....
· :I' . _
)& . Go..
· ..
.. 0"
.... c.
· ..,
.... .
· ... co
· . ,,~
u :r _.
C . ,_
, -..
· 0 ..
, .0
--c 0'
~ "...
.. . ,
~ 1 ,-
.... . r
;": i=
.. _ 0
· .. "
.... 0
· "...
-='I-='o
.: ~ t"
· . .,.
· .
.,.... Go_
· C "
· ....-
-c.
- ..,
......
-..
.. "-
.. " .
.. -
. 0
...
·
..
..
c
~
..
..
,
-
·
,.
..
...
...
·
..
-
~
·
z
..
¡
..
:0
c:
..
=
..
..
..
-
..
!
..
·
,
"
..
...
·
·
,
..
..
.
.
è
..
..
,..
..
..
~
:0
,..
..
~
:0
;¡
=
¡.¡
¡
...
.
."
¡
Z
..
...
..
z
L
..
.
...
...
:0
~
:0
=
z
R
..
e
·
..
·
,
;-
·
~
...
c-
o
0:
=
-
..
.
.. ~ ..
· !: !,
,
- ·
, · ::
· ... I
· ...
~ , ·
" ~ ..
·
· ·
· · ·
... .. ..
... ..
, .. ·
· · I
4
· · ..
· , ·
.. · .,
... ...
... 'I ..
, I
...
·
~ ·
· ;:
·
"
· !
...
II II
...
.. .!:
...
· -
-
'3 I'
~ ..
II ..
..
· ·
·
· ..
.. ·
.. OJ
~
·
..
...
· 4
·
· ..
..
I ·
4
.. ·
... ... ..
· ..
- ... ::
· ·
2 ·
... a
I. .. 0:'
·
:
~
':
~
!:
·
.. ::a
· ..
~ D!
;
e
·
·
·
~ ~
·
..
c
·
..
·
...
!.
-'.
:r
·
·
...
..
·
...
·
·
·
..
~
.
;
c
.. 'U:¡ ..... ..
;'-- !.AI I
.. 1.1':'
~. ,..
:'1' ..- ..
... let :;
Ii -,....
-. . ..,
....-. ..- I
. a -0... ... .
:~ ..... ...... ..
'1 ~.I .:-
. ....
. :-1
"I. 11.'1
... ..1. ...
. .
- : ¡. .....
i ~.::. ~i
.. -
!. .1.1
...-
- II ~'1
...
· t
...
I ..
'1
I. ....
.
..
::
1 ..
.
.. ..
. ,
1.1. ..
..
....
...
:1 ~
1.-
..-
..-
·U .-
'.
~.
...
..-
· -. '"
-.
.:r..
J.:', -
1'1;-
-1.:-
.-
... ...
::.
1
....
..
-..
..... ...
.. ...
1.-'"
-.
· .
.. .. t-
.....
-..
J_il
..
,.. .
...
.
...
....
..-
.. ...
-:I "'Ii. '"
..,.-
- .. .
,.. ---
220.
_-"2 r-
.. ....
"".... -
· , ~
.... -
-.. -
- - ...
:r_
...
149
'a !2r
AI
rt' !I
=' III
III
en
=
III
"I
<
....
01
0
"I
..'
DI tIS
.'0 <
''ODI
>1...
0=
'0111
>1rt'
"'111
III
rt'1II ~
tIS IIIDI
111 n ,
:J=' Ëi
HI C
DI' &~ 1M
.... ~
>1 1\1'0
.. >1...
,0
t:f' DI'< ¡¡¡; 'U
CD 8'm ~
III < t
n 111... ! 0
n :J I
c rt'
"I ='>1 Z
DI 111,3 t3
rt'
1\1 n 0:1 ~ tI1
.. 0'1 t Ct
"Ie. i;J 111 g.
~ >1 n '0
11Irt' tIS 0: DI
e. no H "I ;1
rt'=, 'U' !2 S'
t:f' þJ rt'
III e.... :0 ~ ...
11101 en :J .111
=' rø ~ 11'
0 n'O
::s '1'1
1\1 "'0
rø ].~ .1:"
11'
. ",·n
<11'
111....
0 I
'O:J
=,.
~~
rø
I\In
. ...
>1
n
...
I-':
.g
~
1\1
g
01
11'
c -
... '"
~...c: ... .. - ·
.. z ... ~-. c ... · 2 · I
-¡;: 2 ·
~ ~ ~ ... - ... ;:¡ ~ . · ..
~ , · '1': ... .2 · Z ... C C
'" ... " .. · I;:'" · cc> c .. :: ·
;; " "
... · · ::1 ., ... · ... · .. · · · ,
- ., , · ... .....~ ... ., , .. , ... · ~ ~ ·
· · ... " . · '--~ .. C .. .... .. ...
· · · ... -. ., -. .. .. !it .. .. ·
.. " ... ., ~.. · S';-ca. !;I !::iII :: .. !II " ... '1 .,
" " .. · · - ·
~ · ... -" · ... ... .. · C · !. " .. Õ
· .. .. 1:1 = ...~.. i · .. ~ i c c
, · .. · r." " i " :: ::
... ... .. - .... .. ., · ~ .. ... ~
... .... - ..- · -O8 .. " " ".
" , .. " : =-1 ... ~~... a c ~ ·
i :. ... ~ 01= .. · .. r .. ..
.. .... .. ... · c c ·
.. · · ..-... .. . ... = ~ ·
'. · " ., :31 r_" ... · ...
" .. .. · ." z ... · · -
.. · ........ · · · ·
.. · ... '1 ~õ · -. '" c ..
.. c c.. · · .. ·
I 2 , "';:1 . · " 1 ·
... i ... ..
c: " ~ ". c ·
.. · ~.. ,. · · ·
.. · ~ -. ¡ Ii" · · ..
· · .. · ·
, · " · .... · .. ... :.
., .. " · 1:'1 - ~ ~ ~
c c · · · =
.. · !!: ... I :. ·
., ... ..- ... I
u '1 ~ " ..,.. - .. ~ ~
· - ... · ,.. ·
2 -.. · .. ... .. = ·
· .. · ... ... .. ~ 2 - ·
· ~ · ..... , · ~ = ~ ..
... ... · = !J-;' · " · 2 ...
.. · · · · ~
- ~ · -.. · ., ,.. · ·
... ..... ." · : .. :.
· · ," · .. .. ~ ·
~ " .. ..... .. ., · ~ · .!:.
- . .. .... ... · :
:! ~ -.,~ g. · · .. =
".. ... · · - ~
· ... -" ... ... ... .. ..
....... ... - .. I
~ .... · · .. ·
--.. .. .. ~ · c
· ."" = · · ... 2 ...
- - · - ..
, ... .. c · · .. :. I
· .r~ · · .. ·
.. .. -. .. ... · · =
· -- - · c
· ..... ... .. ... ~ j
- " · .. ...
· ... , · · _ I
.. ...... .... ",,- ... · , ~ ::
=~·~I~ · .... ,.. ,.. ~ ...
c c i' .. .. ~
.. a · -1....... -- .0 · !. , " -
.. .. .'''0-0 :Ir , , ... !. ·
.. · ......,., · .. " ., .... !
· ... G"G.:" =-1 - , C> - - - · " · t
· · .,. · · · c · ;;
., .. - " . " ". " · I
:t 0 n_n :: ::s " .. C ..
.. !: · A,......... .. · · I
... ~- .. " . · ~ -
" ... c c... c .. ., " .. - c
- ~ 1-_ 0.. ~. · ... · .. ...
r Go..'O _ ... ., . -
:I roCÞO'c.O"'C .. · -- · ~ ·
... .. -- ,,-.. · 2 ~ I
· · "a....... . . - - · ... ·
, 0" .... . =~'X .. .. ~
-c....o.. ., , · I
.. :I...C_ ."., · ~ · S
... __n:ll.a. ... ,.. · · ...
· ....."........ ::~ .. " " .. ·
· ". . I. " .. ~ , . ~
.... · " · " .. · " ~
. ..... -... ~ ... .. c ·
:;. -!1 " " .. .. I- 2 I
· -" · .. ... ~
.... ... .... .. ... · ..
... ,C · .. " , ·
I· - " · ~ ..
1"'" .... .. ... ... .. ... ... ·
-. · · · ., · f
,.. , ....... .... .. .. · "
.... ... "... g. ., .. ... · ~ ·
· ~ .... · .. . .. ~
.. , .. .. .. ... ~
I. I .. ., · ... ..
... ... ,.. · -, ., .. ...
~ .. ... · . " .. .. .... ... ..
u ... "" .. · ....
· ~ , .. . ..., g. · ".
· .. · .. :. ·
· !!. ' ..... ... .. ·
· ..... .. = ....
~ · 1:.1 .." .. II-
· 1::- I I
~ .. -c., ... ·
.. .,..- .... ., · C
.,.. -. 0 ¡:
C " :I . ., :- !. 2
· c .. ..
.. I- ".. .,... .. ., .. ..
..-... .. ..
~ .. .. 0 ~: " · ·
'. · :: - c ...
.. ... ·
" .. · ... · ,.. C> C .,
.. · ... .... · ... · · · ..
· .. 0:. ... ... · , ., · I
- .. ,,- 1 0 · .. ...
.. · · " ... -" ... .. "
... .. H ~. ... · · ... .. -
. · · ·
!. 0 · ... ... ~ .. · .. c
. . -0 .. .. ·
.. ~ - · ., .. · ..
". ... · -. · .. .. · ·
.. .. .. ,.. · ., ·
· .. 0 " " .- · .. ·
· .." ..... .. ·
... .. .. .. · ...
- 0 .. -. .... -
0 · ,.. -" g. ..
.. _ .... ... ·
· 0 -" · - ·
.. , .... .
... "'... ..
· . - -...
" -- c .,
... .0 -.
~ .." " c
2 .. . .. -
-- ...
· · . ..
.. ..
...~n
0. k
SALARY GRADE/POSITIONS - 1998
Comparable 98 Midpoint
Salary Worth of Grade
Grade Position Points (Monthly)
1. Community Service Officer 45 2,177
Senior Citizen Coordinator 45
II. Receptionist/Secretary 46 2,838
Building Maintenance Worker 46
Environmental Resources Coordinator 46
Public Safety Officer 46
III. Utility Operator 53 3,087
Equipment Operator/Laborer 53
Equipment Operator - Parks 53
Equipment Operator - Downtown 53
Planner I 53
Secretary 54
GIS Specialist 54
IV. BBgiBeeriag Teeh.:1Î.iaB II ~ 3,536
Mapping Technicìan IT 56
Construction Technician II 56
Recreation Supervisor I 56
f.eeeuBt Clerk Utility BillinglAcct. Clerk 56
Payroll/Account Clerk 56
Public Safety Education Coordinator 56
Fire Inspectorrrraining Coordinator 56
Heavy Equipment Operator 57
Senior Utility Operator 57
Mechanic 57
Building Inspector I 57
Mechanical Inspector I 57
Planner II 58
V. Heavy Equipment Operator/Foreman 60 3,842
Park Foreman 60
Fire Marshal 60
Building Inspector II 60
Mechanical Inspector II 60
Accountant 2 60
Water Resources Coordinator 65
Assistant Utility Superintendent 65
Assistant Building Official 65
151
VI. Park Superintendent 78 4,257
Equipment Superintendent 78
Building Official 78
Deputy Public Safety Director 78
MIS Coordinator 78
Senior Planner 78
Office Manager 80
Asst. City Engineer 80
Street Superintendent 82
Utility Superintendent 82
VIII. Finance Director 90 5,143
Park and Recreation Director 90
City Engineer 90
Planning Director 92
Public Works Director 98
Assistant City Manager 98
Public Safety Director 98
IX.
X. City Manager 128 6,136
152