CITY OF MARSHFIELD MEETING NOTICEci.marshfield.wi.us/Agendas/FinanceBudget/FB190305 Packet...

FINANCE, BUDGET AND PERSONNEL COMMITTEE MEETING

TUESDAY, MARCH 5, 2019 COUNCIL CHAMBERS, CITY HALL

207 West 6th Street 5:30 p.m.

1. Call to Order – Jason Zaleski, Vice Chairperson

2. Identify potential conflicts of interest 3. Citizens comments

4. Consent Agenda

a) Minutes of January 15, 2019 meeting b) Minutes of February 12, 2019 meeting c) Bills and Payroll d) Report of Personnel Actions e) Monthly Position Control Report f) December Treasury Report

Recommended Action: Approve the consent agenda, as presented

5. Consideration of items removed from the consent agenda, if any

6. Request to recommend approval of Payroll Resolution No. 2019-06 providing for the pay scale adjustment in the seasonal/casual compensation plan effective April 1, 2019 and the subsequent salary adjustments for seasonal/casual/temporary employees. Presented by Jen Rachu, Human Resources Director

Recommended Action: Recommend approval of Payroll Resolution No. 2019-06 7. Request to recommend approval of placement of the City Forester position at pay grade

127 on the compensation plan. Presented by Jen Rachu, Human Resources Director

Recommended Action: Recommend approval of placement of the City Forester position at pay grade 127

8. Request to recommend approval to submit the revised Inspector III position to the City’s

compensation plan consultant for pay grade placement. Presented by Jen Rachu, Human Resources Director

Recommended Action: Recommend approval to submit the revised Inspector III position to the City’s compensation consultant for pay grade placement.

CITY OF MARSHFIELD

MEETING NOTICE

FINANCE, BUDGET AND PERSONNEL COMMITTEE

March 5, 2019

9. Request to recommend approval of revised Policy 3.510 (Vacation) Presented by Jen

Rachu, Human Resources Director

Recommended Action: Recommend approval of revised Policy 3.510 (Vacation) effective May 1, 2019.

10. Request to recommend approval of a Compensatory Time Pilot for the Street Division.

Presented by Jen Rachu, Human Resources Director Recommended Action: Recommend approval of a compensatory time pilot program

for Street Division employees effective immediately. 11. Suggested items for future agendas

12. Adjourn

Posted this day March 1, 2019 at 11:00 a.m. by Jessica Schiferl, Deputy City Clerk

NOTICE

It is possible that members of and possibly a quorum of other governmental bodies of the municipality may be in attendance at the above-stated meeting to gather information; no action will be taken by any governmental body at the above-stated meeting other than the governmental body specifically referred to above in this notice. Upon reasonable notice, efforts will be made to accommodate the needs of disabled individuals through appropriate aids and services. For additional information or to request this service, contact Deb M. Hall, City Clerk, at 207 West 6

th

Street or by calling (715) 384-3636.

REPORT OF PERSONNEL ACTIONS

FINANCE, BUDGET AND PERSONNEL COMMITTEE MEETING OF MARCH 5, 2019

NAME POSITION/DEPARTMENT EFFECTIVE DATE

HIRED/PROMOTION/

TRANSFER

Richard Dischinger Custodian January 14, 2019 Parks and Recreation Dept. Andrew Ringquist Police Officer January 21, 2019 Police Dept. Abigail Besler Administrative Associate III January 30, 2019 Parks & Recreation Dept. Kyle Kilty Firefighter/Paramedic February 6, 2019 Fire & Rescue Dept. Josh Larson Equipment Operator I February 19, 2019 Street Division Benjamin Ott Equipment Operator February 21, 2019 Street Division RETIREMENT/RESIGNATION/TERMINATION Josh Larson Police Officer February 16, 2019 Police Dept. Tom Ott Inspector II (Plumbing) March 29, 2019 Development Services

Department Division Position FTE Last Name First Name

Administration City Administrator 1.00 BARG STEVEN

Administration Human Resources Director 1.00 RACHU JENNIFER

Administration Administrative Specialist/HR Assistant 0.50 KROGMAN AMY

Administration Property Appraiser 1.00 FECHHELM BELINDA

Administration Administrative Associate II 1.00 PUGH KEITH

Administrator Total 4.50

Clerk City Clerk 1.00 HALL DEBORAH

Clerk Deputy Clerk 1.00 SCHIFERL JESSICA

Clerk Administrative Associate II 0.50 ALTMANN JANICE

Clerk Total 2.50

Communication Communication Director 1.00 LOUCKS THOMAS

Communication Communication Media Specialist 1.00 VACANT

Communication Total 2.00

Development Services Development Services Director 1.00 MILLER JOSHUA

Development Services City Planner 1.00 HEMBROOK BRYCE

Development Services Associate Planner 1.00 MONSON EVAN

Development Services Inspector III 1.00 KILTY PATRICK

Development Services Inspector I 1.00 BARKER THOMAS

Development Services Inspector II 1.00 OTT THOMAS

Development Services Administrative Associate III 1.00 UTHMEIER CHERYL

Development Services Total 7.00

Finance Accountant 1.00 NEISES PAM

Finance Accounting Manager 1.00 VAN WYHE AMY

Finance Accounting Technician 1.00 GREGOR TANYA

Finance Accounting Clerk 0.50 SABO BONNIE

Finance Finance Director 1.00 AUMANN RON

Finance Payroll/AP Technician 1.00 DRAEGER ASHLEY

Finance Payroll/AP Technician 1.00 SCHOOLEY ROBERT

Finance Total 6.50

Fire Administrative Associate IV 1.00 PANZER LORI

Fire Deputy Fire Chief 1.00 BAKOS STEVE

Fire Deputy Fire Chief 1.00 CLEMENTS JODY

Fire Deputy Fire Chief 1.00 FLETTY PETER

Fire Deputy Fire Chief 1.00 LUCARELI JON

Fire Deputy Fire Chief 1.00 WEILAND TROY

Fire Fire Chief 1.00 OWEN SCOTT

Fire Firefighter 1.00 BARTH JEFFREY

Fire Firefighter 1.00 BAUER RODNEY

Fire Firefighter 1.00 BREUER BRAD

Fire Firefighter 1.00 CHRISTOPHER LANCE

Fire Firefighter 1.00 ESKER KELLY

Fire Firefighter 1.00 MEYER JAMES

Fire Firefighter 1.00 MUELLER EVERETT

Fire Firefighter 1.00 VANDEN ELZEN JOSEPH

Fire Firefighter Paramedic 1.00 ALTMAN JONATHAN

Fire Firefighter Paramedic 1.00 ANNEN STEPHEN

Fire Firefighter Paramedic 1.00 BARNES BRIAN

Fire Firefighter Paramedic 1.00 FEITER ANTHONY

Fire Firefighter Paramedic 1.00 FOTH JASON

Fire Firefighter Paramedic 1.00 FRYDENLUND LUCAS

Fire Firefighter Paramedic 1.00 GILBERTSON BJORN

Fire Firefighter Paramedic 1.00 GRIESBACH BENJAMIN

Fire Firefighter Paramedic 1.00 HALLORAN ANTHONY

Fire Firefighter Paramedic 1.00 HINES TYLER

Fire Firefighter Paramedic 1.00 JONAS ERIK

Fire Firefighter Paramedic 1.00 KARNOWSKI MATTHEW

Fire Firefighter Paramedic 1.00 LUCHINI ANTHONY

Fire Firefighter Paramedic 1.00 MCNAMARA NATHANIEL

Fire Firefighter Paramedic 1.00 MILLER ZACHARY

Fire Firefighter Paramedic 1.00 PATTON DAVID

Fire Firefighter Paramedic 1.00 PAULSON HANNAH

Fire Firefighter Paramedic 1.00 SADAUSKAS JENI

Fire Firefighter Paramedic 1.00 SCHAD JASON

MONTHLY POSITION CONTROL REPORT

PERMANENT FULL-TIME/PART-TIME

POSITIONS AS OF JANUARY 31, 2019


Fire Firefighter Paramedic 1.00 TACKES PAUL

Fire Firefighter Paramedic 1.00 DUNN RYAN

Fire Firefighter Paramedic 1.00 WOLF MATT

Fire Firefighter Paramedic 1.00 VACANT



Fire Total 40.00

Library Administrative Assistant 0.70 RUCKER CAREY

Library Adult Services Supervisor Lib 1.00 ADLER MARY LOU

Library Asst Dir./Tech. Srvs Supervisor 1.00 BAKER KATHLEEN

Library Children's' Services Supervisor 1.00 VACANT

Library Library Assistant II 0.50 CERA JILL

Library Library Assistant II 1.00 SMITH PENNY

Library Library Custodian 1.00 LANDWEHR NICHOLAS

Library Library Director 1.00 BELONGIA LORI

Library Library Specialist I 1.00 DERFUS MARY

Library Library Specialist I 1.00 HILL SANDRA

Library Library Specialist I 1.00 SMITH DEBORAH

Library Library Specialist II 0.50 SCHNEIDER AMY

Library Library Specialist II 0.80 SLADE CHELSEA

Library Library Specialist III 0.50 APFEL STEVE

Library Library Specialist III 0.60 BARTKOWIAK SARA

Library Library Specialist III 0.50 KRUSE NATALIE

Library Library Specialist III 1.00 SCHULTZ ROBERT

Library Library Specialist III 1.00 STEELE PATRICIA

Library Library Systems Analyst 1.00 MADER ROBERT

Library Total 16.10

Mayor Administrative Specialist/HR Assistant 0.50 KROGMAN AMY

Mayor Mayor 0.50 MCMANUS ROBERT

Mayor Total 1.00

Municipal Court Municipal Court Clerk 0.75 CARLSON SUSAN

Municipal Court Total 0.75

Parks & Recreation Parks Technician 1.00 SEE CODY

Parks & Recreation Assistant Parks Superintendent 1.00 ROGERS DANIEL

Parks & Recreation Parks Technician 1.00 WEINFURTNER JEFFREY

Parks & Recreation Pool Technician 1.00 ADAMSKI CHARLES

Parks & Recreation Parks Technician 1.00 RASMUSSEN TIMOTHY

Parks & Recreation Parks & Recreation Director 1.00 CASPERSON JUSTIN

Parks & Recreation Parks Superintendent 1.00 STEINBACH BENJAMIN

Parks & Recreation Recreation Manager 1.00 CASSIDY KELLY

Parks & Recreation Administrative Associate III 1.00 BESLER ABIGAIL

Parks & Recreation Technical Services Coordinator 1.00 BEACHAMP AMY

Parks & Recreation Zoo Manager 1.00 BURNS STEVEN

Parks & Recreation Cemetery Caretaker Assistant 1.00 BRAUNSKY WILLIAM

Parks & Recreation Custodian 0.50 DISCHINGER RICHARD

Parks & Recreation Total 12.50

Police Administrative Associate IV 1.00 LINDNER PEGGY

Police Assistant Police Chief 1.00 ZEPS PATRICK

Police Custodian 1.00 TIBBETT BRUCE

Police Drug Officer 1.00 IVERSON DEREK

Police Drug Officer 1.00 FOEMMEL JASON

Police Ordinance Enforcement Officer 1.00 LARSEN ROBERT

Police Ordinance Enforcement Officer 1.00 WOLF KAYLA

Police Administrative Services Supervisor 1.00 KROKSTROM LORRIE

Police Police Chief 1.00 GRAMZA RICHARD

Police Police Detective 1.00 GIACOMINO CHRISTINE

Police Police Detective 1.00 HAMILL KEVIN

Police Police Detective 1.00 NEINAST ALLAN

Police Police Detective 1.00 PARKS JASON

Police Police Lieutenant 1.00 ESSER TRAVIS

Police Police Lieutenant 1.00 GEURINK JODY

Police Police Lieutenant 1.00 KEFFER DENNIS

Police Police Lieutenant 1.00 LARSON DARREN

Police Police Lieutenant 1.00 SHERDEN TRAVIS

Police Police Officer 1.00 ABEL LIBBY

Police Police Officer 1.00 BEATHARD ROBERT

Police Police Officer 1.00 BEAUCHAMP JARED


Police Police Officer 1.00 BERG CHRISTOPHER

Police Police Officer 1.00 BORCHARDT BLAKE

Police Police Officer 1.00 BORNBACH CALEB

Police Police Officer 1.00 CAROLFI KELLY

Police Police Officer 1.00 CHRISTIAN CORY

Police Police Officer 1.00 ENDRIES TERRY

Police Police Officer 1.00 FOX SAMUEL

Police Police Officer 1.00 GROSS ROCHLEY

Police Police Officer 1.00 HASZ CHRISTOPHER

Police Police Officer 1.00 KIZER JAMIE

Police Police Officer 1.00 KLEIN ANTHONY

Police Police Officer 1.00 KRAMER LANDON

Police Police Officer 1.00 LARSEN JOSHUA

Police Police Officer 1.00 MAXSON JACOB

Police Police Officer 1.00 MEEK STEVEN

Police Police Officer 1.00 MITCHELL ALEXANDER

Police Police Officer 1.00 PUNKE JASON

Police Police Officer 1.00 SCHEPPLER MACK

Police Police Officer 1.00 TLACHAC JESSE

Police Police Officer 1.00 TOPNESS MICHAEL

Police Police Officer 1.00 WARGOWSKY AARON

Police Police Officer 1.00 RINGQUIST ANDREW

Police Police Records Specialist 1.00 GAETZ CINDY

Police Police Records Specialist 1.00 KARL DEBRA

Police Police Records Specialist 1.00 STARGARDT CHRIS

Police Police School Liaison Officer 1.00 BERRES MATTHEW

Police Police School Liaison Officer 1.00 LEU-MARTINEK JULIE

Police Traffic Safety/Crime Prevention 1.00 SALACINSKI DANIEL

Police Total 49.00

Public Works Administration Public Works Director 1.00 KNOECK DANIEL

Public Works Administration Administrative Associate III 1.00 ANDERSON MARY

Public Works Facilities Management Facilities Maint. Coordinator 1.00 MOLTER JEFFREY

Public Works Engineering Assistant City Engineer 1.00 CASSIDY TIMOTHY

Public Works Engineering City Engineer 1.00 TURCHI THOMAS

Public Works Engineering Civil Engineer II 1.00 MAURITZ JOSH

Public Works Engineering SR. GIS Coordinator 1.00 BUEHLER DAVID

Public Works Engineering Engineering Technician 1.00 OLDHAM LANCE

Public Works Engineering Engineering Technician 1.00 MILLER SHAWN

Public Works Engineering Civil Engineer I 1.00 NELSON NICHOLAS

Public Works Street Services Administrative Associate III 1.00 WARP JEAN

Public Works Street Services Asst Street Superintendent 1.00 BORNBACH KURT

Public Works Street Services Asst Street Superintendent 1.00 HAWLEY KRISTOFER

Public Works Street Services Equipment Operator I 1.00 BROCK CRAIG

Public Works Street Services Equipment Operator I 1.00 ANDREWS KURTIS

Public Works Street Services Equipment Operator I 1.00 BINDER JOEL

Public Works Street Services Equipment Operator II 1.00 CHRISTIANSEN CHRISTOPHER

Public Works Street Services Equipment Operator I 1.00 GABEL BRIAN

Public Works Street Services Equipment Operator I 1.00 VACANT

Public Works Street Services Equipment Operator I 1.00 VACANT

Public Works Street Services Equipment Operator I 1.00 BROCK COREY

Public Works Street Services Equipment Operator II 1.00 LINZMEIER BRYAN

Public Works Street Services Equipment Operator II 1.00 NIEHAUS PATRICK

Public Works Street Services Equipment Operator I 1.00 OLSON SHAWN

Public Works Street Services Equipment Operator I 1.00 RAAB NOAH

Public Works Street Services Equipment Operator I 1.00 SHANKS CODY

Public Works Street Services Equipment Operator II 1.00 GUENSBURG WILL

Public Works Street Services Equipment Operator II 1.00 KOZIK KYLE

Public Works Street Services Equipment Operator II 1.00 MCCLUNG BRIAN

Public Works Street Services Equipment Operator II 1.00 CHURKEY MATTHEW

Public Works Street Services Equipment Operator II 1.00 SCHMIDT PHILIP

Public Works Street Services Equipment Operator II 1.00 SCHROEDER WILLIAM

Public Works Street Services Equipment Operator II 1.00 JOHNSON JOSH

Public Works Street Services Equipment Technician/Operator 1.00 SONNEMANN LESTER

Public Works Street Services Fleet Inventory Specialist 1.00 BECKER JEFFREY

Public Works Street Services Inventory Assistant/Operator 1.00 SMITH MELVIN

Public Works Street Services Mechanic I 1.00 BRUHN TODD

Public Works Street Services Mechanic I 1.00 WANTA DUANE


Public Works Street Services Sign Technician/Operator 1.00 LANGFELDT TIMOTHY

Public Works Street Services Specialized Equipment Operator 1.00 BABCOCK MARK

Public Works Street Services Street Superintendent 1.00 SCHILLER DEAN

Public Works Wastewater Asst Wastewater Superintendent 1.00 KIVELA MARK

Public Works Wastewater Administrative Associate III 0.60 COY JEAN

Public Works Wastewater Wastewater Operator 1.00 GESSERT ROSS

Public Works Wastewater Wastewater Operator 1.00 LUKANICH JOHN

Public Works Wastewater Wastewater Operator 1.00 KUHLKA LOUIS

Public Works Wastewater Wastewater Operator - Level 4 1.00 OTT ANDREW

Public Works Wastewater Wastewater Operator - Level 4 1.00 CHARRON JACOB

Public Works Wastewater Wastewater Operator - Level 4 1.00 GOHAM JOEL

Public Works Wastewater Wastewater Operator - Level 4 1.00 FISCHER BRANDON

Public Works Wastewater Wastewater Operator - Level 4 1.00 NOSBISCH MITCHELL

Public Works Wastewater Wastewater Superintendent 1.00 WARP SAMUEL

Public Works Total 51.60

Technology IT Analyst 1.00 WESTMAN ERIK

Technology IT Analyst 1.00 SUTTON MATTHEW

Technology IT Director 1.00 NG ENG

Technology Associate IT Analyst 1.00 SCHROEDER SHAWN

Technology Total 4.00

Grand Total 197.45

Date: February 27, 2019 To: Finance, Budget, and Personnel Committee From: Jen Rachu, Human Resources Director RE: Recommendation for Approval of Payroll Resolution 2019-06 for Seasonal/Casual staff

effective 4/1/2019

BACKGROUND

Payroll Resolution No. 2019-06 establishes adjustments to the salary ranges for several seasonal casual positions effective April 1, 2019. Seasonal/Casual employees are compensated on a schedule separate from the non-represented workforce based upon the nature of their work. The compensation rates for Seasonal/Casual employees are reviewed annually and adjusted based on workforce needs. ANALYSIS

Requested adjustments for the various departments are noted below:

Department Position(s) Recommendation

Clerk’s Office Election Inspector

The City Clerk has requested to increase the rate of the Election Inspector. In reviewing comparable communities, the Election Inspector pay ranges from $8.16-$11.00 per hour with an average of $9.26 per hour. Our current rate of pay is $9.00 per hour. We are requesting the ability to increase the rate to $9.50 per hour. Staff recommends this change to move to a more competitive rate.

Clerk’s Office Voter Registration Deputy

The City Clerk has requested to increase the rate of pay for the Voter Registration Deputy. In reviewing comparable communities, the Voter Registration Deputy title is uncommon in comparable communities. We are requesting the ability to increase the rate from $9.50 per hour to $10.00 per

City of Marshfield

Memorandum

hour. Staff recommends this based on our City’s election worker structure and delegation of work.

Parks and Recreation

All positions in Levels I-IV

The Recreation Manager has requested a limited pay increase for all Parks and Recreation positions listed in Levels I-IV. Several of our comparable communities (Stevens Point, Wisconsin Rapids, Wood County) offer a flat rate minimum for seasonal recreation positions starting at $10.00-$11.00 per hour with an ability to increase by $0.25 to $0.50 for each returning year. The Recreation Manager has requested a $0.25 per hour increase for the seasonal recreation position in categories I-IV (step based) Level 1: $7.75-$8.50 Level 2: $8.00-$8.75 Level 3: $8.50-$9.25 Level 4: $9.00-$10.50 Based on comparables, staff recommends this change as the City’s rates are lower than surrounding communities.


All positions in Level V Pool Manager Early Bird Swim

Lap Guard Program

Coordinator

The Recreation Manager has requested an increase of $1.00 per hour in each step in this level. Similar positions in comparable communities range from $11.00-$14.60 per hour. This change will increase the City’s pay scale from $11.00-$12.50 per hour which remains competitive with our comparables.


Level VI Recreation Program Supervisor

Seasonal supervisor positions in comparable communities range from $12.06-$15.88 per hour. The City’s pay scale for this position would be $12.00-$14.50. This change is competitive with the market.


Level VI Seasonal Parks Technician

The Parks Superintendent has requested to increase this position by $1.00 per hour in each step. Seasonal general laborers in comparable communities range from $10.00-$14.21 per hour. Our current rate of $11.00-$13.50 is competitive but falls behind some communities. As a result, staff is requesting approval of the recommended adjustment.


Officials Adult Volleyball (1/match) 45 minute match

The Recreation Manager is requesting to remove basketball scorekeeper from this category and change the title from Adult Officials to Officials. The Recreation Manager is proposing to increase Adult Volleyball Official rates by $2.00 per match from $10.00-$12.50 per match to $12.00-$14.50 per match. No comparables were found for this position; however, the Recreation Manager has indicated

difficulty in recruiting for these positions. The maximum pay for this position was increased by $0.50 last year but was not enough to retain returning officials.


Officials Baseball (1/game)

The Recreation Manager is requesting to increase baseball officials by $2.00. No comparables were received for this position. However, the Recreation Manager has requested this change based on recruitment needs.


Officials Soccer (certified)

The Recreation Manager is requesting to remove Youth from this category and to increase certified soccer officials pay by $1.00 per hour. No comparable information was received for this position. The new pay range would increase from $10.00-11.50 per hour to $11.00-$12.50 per hour.

Zoo Operations Zoo Intern The Parks Superintendent is requesting to increase Step 3 and Step 4 of the Zoo Intern by $0.25 per hour to increase retention. Step 3 would move from $8.75 to $9.00 per hour. Step 4 would move from $9.25 per hour to $9.50 per hour. Comparable information was not available.

Zoo Operations Zoo Attendant The Parks Superintendent is requesting to increase this position by $0.25-$0.50 per hour to create a new scale of $8.00 to $9.50. Comparable information was not available.

Zoo Operations Zookeeper Assistant It is requested that this position change from a stepped scale to a pay range of $10.00-$12.00 per hour. The former scale was $8.75-$10.25. Comparable information was not available.

Parks/Cemetery Operations

Parks/Cemetery Operations

The Parks Superintendent is requesting to increase this range from this position from $9.00-$12.00 per hour to $10.00-$12.00 per hour. This adjustment is recommended in order to be competitive with comparable communities.

Street Division New Position: Long Term Seasonal

Request to implement a long-term seasonal position (April-October). This position would be responsible for mowing. The Street Superintendent is requesting the rate match the Street Maintenance positions at $12.50-$15.00 per hour.

Wastewater Intern Request by the Wastewater Superintendent to increase intern pay by $0.25 per hour.

The revised Payroll Resolution Detail is attached for your review and consideration. RECOMMENDATION

Staff recommends approval of Payroll Resolution No. 2019-06 providing for the pay scale adjustment in the seasonal/casual compensation plan effective April 1, 2019 and the subsequent salary adjustments for seasonal/casual/temporary employees.

RESOLUTION NO. 2019-06

PAYROLL RESOLUTION

WHEREAS, the City of Marshfield offers a wide variety of recreational programs and services in the community on a year-long basis; and WHEREAS, it is necessary to attract qualified employees to ensure that these programs and services can be offered; and NOW, THEREFORE, BE IT RESOLVED by the Common Council of the City of Marshfield that the attached pay plan be adopted effective April 1, 2019 as specifically designated. ADOPTED: __________________ __________________________________ Bob McManus, Mayor APPROVED: __________________ __________________________________ Deb M. Hall, City Clerk

Marshfield Seasonal/Casual

Payroll Resolution No. 2019-06 Detail

Rates Effective 4/1/2019

Step 1 Step 2 Step 3 Step 4

LEVEL I $7.50 $7.75 $8.00 $8.25 *Pool Attendant/Cashier $7.75 $8.00 $8.25 $8.50Scorekeeper Special Event Assistant

LEVEL II $7.75 $8.00 $8.25 $8.50 *Facility Supervisor $8.00 $8.25 $8.50 $9.00Program Instructor

LEVEL III $8.25 $8.50 $8.75 $9.00 *Ice Rink Supervisor $8.50 $8.75 $9.00 $9.25

LEVEL IV $8.75 $9.25 $9.75 $10.25 *Program Director $9.00 $9.50 $10.00 $10.50

Lifeguard

LEVEL V $10.00 $10.50 $11.00 $11.50 *Pool Manager $11.00 $11.50 $12.00 $12.50Early Bird Lap Swim Guard Program Coordinator

LEVEL VI $11.00 $12.00 $13.00 $13.50 ***Recreation Program Supervisor $12.00 $13.00 $14.00 $14.50

Seasonal Parks Technician

ADULT OFFICIALS Adult Basketball Scorekeeper 1 hour gm. $7.25 $7.75 $8.25 $8.75Adult Basketball Supervisor 1 hour gm. $8.00 $8.50 $9.00 $9.50 *Adult Volleyball (1/ma) 45 min match $10.00 $10.50 $11.50 $12.50 *

$12.00 $12.50 $13.50 $14.50

YOUTH OFFICIALS

Baseball (1/gm) $8.00 $8.50 $9.00 $9.50 ***$10.00 $10.50 $11.00 $11.50

Soccer Referee Non-Certified $8.00 $8.50 $9.00 $9.50 Certified $10.00 $10.50 $11.00 $11.50

$12.00 $12.50 $13.00 $13.50ZOO OPERATIONS

Zoo Intern $8.00 $8.50 $8.75 $9.25 **$9.00 $9.50

Zoo Attendant $7.75 $8.00 $8.25 $8.50 **$8.00 $8.50 $9.00 $9.50

Zookeeper Assistant $8.75 $9.25 $9.75 $10.25 **$10.00-$12.00

Zoo Education Coordinator $12.50-$15.00

STREET OPERATIONS

Seasonal Street Maintenance $10.00 $10.50 $11.00 $12.00 **Facillity Maintenance

Seasonal CDL Street Maintenance $12.50-$15.00Seasonal (Long Term-April-Oct)-NEW $12.50-$15.00

Seasonal Forestry Technician $10.00-$13.00

Marshfield Seasonal/Casual

Payroll Resolution No. 2019-06 Detail

Rates Effective 4/1/2019

PARKS/CEMETERY OPERATIONS

Parks/Cemetery Operations $9.00-$12.00$10.00-$12.00

INTERNS 1st Summer 2nd Summer 3rd Summer

Engineering Intern Level I (H.S.Student) $9.25 $10.25 $11.25Engineering Intern Level II (Engineering Student - College) $11.50 $12.50 $13.50Engineering Intern Level III (Civil Engineering Student) $13.75 $15.00 $16.25GIS Intern (GIS Student-College) $11.50 $12.50 $13.50Wastewater Intern (Wastewater Student-College) $11.75 $12.75 $13.75

$12.00 $13.00 $14.00

Technology Interns $9.00 - $16.00

POLICE DEPARTMENT 1st Step 1040 hrs 2080 hrs

Park Patrol $8.75 $10.00 $10.25

Transport Coordinator $15.00Transport Officers $12.00-$15.00Parking Enforcement I $8.00-$9.25

1-4 years 5 + years

Crossing Guards $11.00 $11.50

OFFICE OPERATIONS Step 1 Step 2 Step 3

Casual Temporary Clerical I $9.50 $10.50 $11.00 ****Casual Temporary Clerical II $11.00 $12.00 $13.00 ****Technology Document Processers $8.00 - $11.00

ELECTION WORKERS

Election Inspector $9.00 9.50$

Voter Registration Deputy $9.50 10.00$

Chief Election Inspector $18.19

*Level I, II, III, Adult Officials rates increase by $.25 each year for no more than a $1.00 increase. Adult VB Officials up to a $2.50 increase.** Street Operations rates increase by $.30 each year for no more than a $1.50 increase.***Level V, VI, and Youth Official's rates increase by $.50 each year for no more than a $2.00 increase.****Increase $0.25 per year for each year after completing 2080 hours for no more than a $1.00 increase.

Individuals can be hired at Step 1-4 based on experience (unless otherwise indicated) and should receive an annual increase to the next pay step.

DATE: February 26, 2019 TO: Finance Budget and Personnel Committee FROM: Jen Rachu, Human Resources Director RE: Compensation Evaluation Results: City Forester BACKGROUND

At the January 22, 2019 Common Council meeting, the committee approved the request to conduct a compensation evaluation of the revised City Forester job description which was re-scoped and moved from the Street Division to the Parks and Recreation Department. Following the meeting, the job description for this position was submitted to McGrath Human Resources Group for review. ANALYSIS

The changes in the job description included the removal of supervisory duties and a reduction in the required level of education from a Bachelor degree to an Associate degree and a reduction in the preferred years of experience from 6 years to 3 years. Based on these changes, McGrath Human Resources Group regraded the position from pay grade 131 to pay grade 127. The revised position is non-exempt and is eligible for overtime and/or compensatory time. Pay Grade 131 (2018 Pay Scale)

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Step 7

Step 8

Step 9

Step 10

Step 11

Step 12

Step 13

Step 14

Step 15

30.13

30.88

31.65

32.44

33.25

33.92

34.60

35.29

36.00

36.72

37.27

37.83

38.40

38.98

39.56

Pay Grade 127 (2018 Pay Scale)

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Step 7

Step 8

Step 9

Step 10

Step 11

Step 12

Step 13

Step 14

Step 15

23.67 24.26 24.87 25.49 26.13 26.65 27.18 27.72 28.27 28.84 29.27 29.71 30.16 30.61 31.07

RECOMMENDATION Approve the placement of the City Forester position into pay grade 127.

City of Marshfield Memorandum

.

JOB TITLE: City Forester DEPARTMENT: Parks and Recreation SUPERVISOR: Parks Superintendent COMPENSATION GRADE: 127 EXEMPT STATUS: Non-Exempt

JOB SUMMARY

Under the general direction and supervision of the Parks Superintendent, the City Forester is responsible for managing the urban forest and the urban forest programs. Work involves instructing staff in the planting, cultivating, and maintenance of a variety of trees and other plant materials throughout the City. This position also performs snow and ice removal and other duties as assigned.

JOB DESCRIPTION

Task Description Frequency

1. Develops and implements an urban forestry maintenance program which is completed by internal and contracted services.

20%

2. Maintains urban forestry data base in GIS. 20% 3. Coordinates removal, trimming, and planting of trees on

City terraces and greenways. Prepares grant application to receive state funding.

20%

4. Supervises internal and contracted services for landscape maintenance of City flowerbeds, round-abouts, and boulevards. Monitors work for completion and ensures adherences to proper methods.

15%

5. Designs, implements, and monitors horticultural programs. Determine location and species of trees to be planted.

10%

6. Effectively communicates with property owners, residents, elected officials, and staff on any questions, requests, or complaints with the City’s forestry ordinances, policies, and procedures.

5%

8. Inspects and determines value of trees, shrubs, and other planting losses after accidents or injuries.

2%

9. Trains and monitors employees and other community 2%

.

groups in proper tree pruning. 10. Diagnoses tree problems and determine necessary

treatment including insects, disease and structural issues. 2%

11. Performs routine equipment maintenance and minor repairs as needed.

2%

12. Provides on-call assistance for snow and ice removal, and storm damages at varying times of the day.

2%

REQUIRED QUALIFICATIONS

Education:

Associates degree in Forestry, Horticulture or related field is required. Bachelors degree preferred. Equivalent combination of education and experience may be considered in lieu of formal education. Experience:

Three to five years of experience in urban forestry operations in related field is preferred. License/Certifications:

Valid Wisconsin commercial driver's license, Class “A” with tanker endorsement within one year is required. Ability to obtain Commercial Pesticide Applicators License within two years is required. Possess and maintain International Society of Arboriculture certification within two years is required.

Knowledge/Skills/Abilities: Considerable knowledge of methods, procedures, equipment and supplies used in tree trimming and related operations is required. Skill to operate computer equipment including GIS and Microsoft Office is preferred. Ability to set up and barricade a work zone in accordance to the Manual of Uniform Traffic Control Devises (MUTCD) standards preferred. 1/2019

DATE: February 27, 2019 TO: Finance Budget and Personnel Committee FROM: Jen Rachu, Human Resources Director RE: Compensation Evaluation-Inspector III BACKGROUND

Josh Miller, Development Services Director, recently reviewed the job descriptions of our Inspector positions within the Development Services Department. Upon his review, Josh is recommending changes in the Inspector III role. The Inspector III is currently an exempt staff-level position with no direct reports. This this position is responsible for all Commercial Building and Electrical inspections for the City. The primary change in the job description is to establish this position as a Division Head within Development Services, which would include direct supervision and oversight of the Inspector I, and Inspector II positions including hiring, training, scheduling, coaching/performance management, and discipline, as needed. This would help the City to ensure building codes are applied consistently and appropriately throughout all levels of inspection. The redlined job description is attached for your review and consideration. The cost of the compensation evaluations is $130.00 per evaluation utilizing the McGrath Human Resources Group.

Recommendation:

Staff is seeking approval for the revised job description and the ability to submit the Inspector III job description to McGrath Human Resources Group for pay scale placement.

City of Marshfield Memorandum

JOB TITLE: Inspector III – Commercial Building/Electrical

Inspector

DEPARTMENT: Development Services

SUPERVISOR: Development Services Director

COMPENSATION GRADE: 133

EXEMPT STATUS Exempt

JOB SUMMARY

The Commercial/Electrical Inspector III provides commercial building and all electrical inspection services and all necessary documentation for all buildings commercial construction in the City; Assures code compliance to provide safe and sanitary commercial buildings; supervisor to Inspectors I and II. Conducts code enforcement inspections under various municipal codes relating to public peace and good order and miscellaneous nuisances. This position requires strong interpersonal skills, customer service mentality, and problem solving ability serving both internal and external customers. The Inspector I and Inspector II positions report to this position.

JOB DESCRIPTION

Task

No.

Description Frequency

1. Conducts plan reviews for all new and remodeled non-residential and commercial buildings (residential, non-residential and commercial)and provides assistance in plan reviews for residential buildings in the City to assure compliance with State and local regulations and approve permit issuance to provide safe and sanitary properties.

3025%

2. Conducts all required inspections for all new and remodeled non-residential and commercial buildings and provides assistance in inspections for residential buildings in the City.for all classes of construction in the City. Completes detailed inspection logs reports on a daily basis. May include electrical, HVAC, building, energy, and plumbing and erosion code inspections in the City.

3025%

3. Issues corrective orders for non-code compliant issues in installation. Completes follow up inspections to check for compliance.

10%

4. Oversees and conducts various nuisance code inspections to 10%

ensure public peace and order. Documents complaints; views problem properties; issues orders for correction; follow-up with inspections when the compliance date is due; issues follow-up letters and/or citations as needed; and works with the Municipal Court and the City Attorney for gaining compliance as needed. Provides and implements a systematic approach to identifying nuisance properties and abatement of these issues.

5. Inspect new electrical services and issues with existing ones inside and outside the municipal limits that are in the Marshfield Utilities (MU) service area sand reviews proposed electrical service changes at existing locations throughout the MU’s service area.

510%

6.6. Provides Ddirect supervision and oversight of sor to

Inspectors I and Inspector II positions including hiring, training, scheduling, coaching/performance management,

and discipline, as needed. Ensures building codes are

applied consistently and appropriately throughout all levels of inspection. Conducts periodic review of fee

schedules and the City’s Municipal Code.

10%2%

7. Conducts and participates in training seminars and meetings with Fire Department, Department of CommerceDepartment of Safety and Professional Services (DSPS), personnel, and local contractors and developers to promote professional development and public awareness of safety and health rules.

2%

8. Conducts periodic review of fee schedules and the City’s Municipal Code.

2%

9. Assists other City Departments as needed with facility assessments and improvements.

2%

10. Provides phone and walk-in coverage for the Development Services office when Administrative Assistant III is out of the office or is already assisting other customers. Answers customer questions and helps citizens’ complete appropriate forms, all in an effort to provide outstanding customer service.

2%

11. Performs various other duties as necessary. 54%

QUALIFICATIONS

Education:

Associates degree in Engineering, Construction or related field is required. Equivalent

combination of education and experience may be considered in lieu of formal education.

Experience:

Six Minimum of six to nine years building inspection or construction experience is

required. Valid Wisconsin Class D driver’s License required. Supervisory code

enforcement experience in a municipality certified by the Department of Commerce for

commercial building plan review and inspection is preferred. Experience as a State of

Wisconsin Certified Commercial Electrical Inspector is desired but not required

preferred. Wiring experience in healthcare occupancies and installations of fire alarm

systems is preferred.

Certifications/Licenses: State of Wisconsin Certificates are required for the following:

a) Commercial Building Inspector-Construction b) Uniform Dwelling Code Inspector-Construction, c) Uniform Dwelling Code Inspector-HVAC,

Additional preferred qualifications/certifications: a) Uniform Dwelling Code Inspector-Plumbing (Or ability to obtain within twelve

months of hire) b) Uniform Dwelling Code Inspector-Electrical (Or ability to obtain within twelve

months of hire)\ Valid Wisconsin Class D driver’s License is required.

Skills:

Ability to effectively communicate, delegate, follow-up and the ability to maintain effective communications and relationships with the general public is required.

Requires strong interpersonal skills, customer service mentality, and problem solving ability serving both internal and external customers.

Independent decision making skills are required.

Ability to effectively use office equipment such as calculator, computer, telephone, and multi-function machine.

Ability to perform in an active work environment and handle multiple tasks in an organized and effective manner.

20182/2019

DATE: February 27, 2019 TO: Finance, Budget, and Personnel Committee FROM: Jen Rachu, Human Resources Director RE: Revision of Vacation Policy (3.510)

BACKGROUND

The City’s Vacation Policy (3.510) was last revised on October 20, 2016. This policy addresses the vacation schedule, how vacation pay is computed, requests, and vacation payouts at time of termination vacation payout, minimum vacation increments and length of time or use of vacation. The policy has been reviewed in full and several changes are recommended and outlined below. ANALYSIS

Key policy highlights are noted below for your convenience: Vacation Schedules

Changes to vacation schedules for recruitment and retention purposes Change in titles of vacation schedule buckets

o From Non-Management to Non-Exempt o From Management to Exempt

Addition of third tier of vacation for Department or Division Heads

CURRENT SCHEDULE PROPOSED SCHEDULE

Non-Management Employees Non-Exempt Employees

6 Months = 1 Week of Vacation 1 Year = 1 Week of Vacation 2 Years = 2 Weeks of Vacation 7 Years = 3 Weeks of Vacation 13 Years = 4 Weeks of Vacation 20 Years = 5 Weeks of Vacation

Upon Hire = 1 Week of Vacation

1 Year = 2 Weeks of Vacation

7 Years = 3 Weeks of Vacation 13 Years = 4 Weeks of Vacation 20 Years = 5 Weeks of Vacation

Management Employees Exempt Employees

6 Months = 1 Week of Vacation 1 Year = 3 Weeks of Vacation 10 Years = 4 Weeks of Vacation 17 Years = 5 Weeks of Vacation

Upon Hire = 2 Weeks of Vacation

1 Year = 3 Weeks of Vacation 7 Years = 4 Weeks of Vacation

15 Years = 5 Weeks of Vacation Department/Division Heads

City of Marshfield

Memorandum

Same as Management schedule above Upon Hire = 3 Weeks of Vacation

5 Years = 4 Weeks of Vacation

13 Years = 5 Weeks of Vacation

These changes are based on feedback received through the recruitment process. Our goal is to be competitive in our vacation schedule. These proposed changes will help to recruit new hires into the City, will assist/encourage current staff to promote within the City, and retain our current employees. Vacation Payout at Termination of Employment

Retain the current two (2) week notice period for non-exempt staff at two weeks in order to receive their vacation payout

Implement a four (4) week notice period for exempt staff and department/division heads in order to receive their vacation payout. This change will allow for a longer transition and planning period for replacement of these positions.

Minimum Vacation Length Change the current minimum length of vacation for non-exempt employees from four (4) hour increments to one (1) hour increment to allow for additional flexibility in scheduling. Department or Division Heads may choose to require a higher minimum based on department needs. Exempt employees will continue to utilize vacation in ½ day increments through deduction of vacation balances as allowable by the Fair Labor Standards Act. Less than ½ day increments are not allowable unless qualified under FMLA. Length of Time to Use Vacation/Vacation Rollover Vacation is intended to be used each year by the employee’s anniversary date; however, the City realizes this is not always possible. Employee’s may rollover a maximum of 40 hours of unused vacation time per year. Any additional unused vacation will be forfeited. In reviewing the impact of these changes on our current staff, there would be a total of ten (10) employees affected including three (3) Department/Division Heads, one (1) Exempt employee, and six (6) Non-exempt employees. In each of these cases, the employee would increase their current vacation balance by one (1) week. In addition, three new hires would have the 6-month waiting period waived.

RECOMMENDATION

Staff is requesting approval to implement the revised Vacation Policy (3.510) effective 5/1/2019.

CITY OF MARSHFIELD, WISCONSIN POLICIES AND PROCEDURES

1. COMMON COUNCIL 4. FINANCIAL

2. ADMINISTRATIVE 5. PUBLIC WORKS

3. PERSONNEL 6. PARKS AND RECREATION

CHAPTER: Employee Benefits SUBJECT: Vacation Policy POLICY NUMBER: 3.510 PAGES: 3 EFFECTIVE DATE: May 1, 2019 IMPLEMENTED: December 19, 1980 REVISION DATES: May 20, 2014, October 20, 2016 DEPARTMENTS OF PRIMARY RESPONSIBILITY: City Administrator's Office, Finance Department Special Notes: This policy/procedure manual does not in any way constitute an employment contract and the City of Marshfield reserves the right to amend this manual at any time subject only to approval by the Common Council. POLICY:

I. Vacation Schedule: All vacations shall be based on the employee’s anniversary date of hire, and shall be accrued according to the following schedule. . Non-Management Non-Exempt (Hourly) Employees

6 months – 1 week vacation 1 year of service - 1 week vacation 2 years of service - 2 weeks vacation 7 years of service - 3 weeks vacation 13 years of service - 4 weeks vacation 20 years of service - 5 weeks vacation Upon hire – 1 week of vacation 1 Year of Service - 2 weeks of vacation 7 Years of Service – 3 weeks of vacation 13 Years of Service – 4 weeks of vacation 20 Years of Service – 5 weeks of vacation

Management Exempt (Salaried) Employees 6 months – 1 week

1 year of service - 3 weeks of vacation

C:\Users\jschiferl\AppData\Local\Microsoft\Windows\Temporary Internet Files\Content.Outlook\CP2IFYF3\3.510 Vacation Policy-Redlined Version (Rev 02.27.2019).docF:\Home\Ad\Policies\Chapter 3 Personnel\3.510 Vacation Rev 10.20.2016 2

10 years of service - 4 weeks of vacation 17 years of service - 5 weeks of vacation

Upon hire – 2 weeks of vacation 1 Year of Service - 3 weeks of vacation 7 Years of Service – 4 weeks of vacation 15 Years of Service – 5 weeks of vacation Department and Division Heads Upon Hire - 3 weeks of vacation 5 Years of Service – 4 weeks of vacation 13 Years of Service – 5 weeks of vacation

I.II. Computation of Vacation Pay.

A week's vacation pay shall be computed on the basis of a 40 hour week at the employees’ normal rate of pay. Any changes in earning levels or length of service will require employees to earn pro-rated vacation benefits based upon actual months worked.

II.III. Requests for Vacation

All employees who are eligible for vacation shall submit their choices of dates to their immediate supervisor. The supervisor shall use their discretion and department/division specific procedure in approving vacations. The choice and length of the vacation may be changed by mutual agreement between the employee and the immediate supervisor.

III.IV. Vacation Payout at Termination of Employment.

Non-probationary non-exempt employees who must provide give at least two weeks prior notice to quitting of resignation in order to receive their vacation pay out. Failure to provide this notice will result in the employee forfeiting any remaining vacation. Non-probationary exempt employees and department or division heads must provide a minimum of a four weeks notice of resignation in order to receive their vacation payout. Failure to provide this notice will result in the employee forfeiting any remaining vacation and employees Employees who provide appropriate notice or whose service is being terminated due to discharge, death, or retirement shall will also receive all prorated earned vacation for the upcoming year based upon actual months of service. If an


employees service is terminated before the (15th) of the month, he shall not receive credit for such month; however, if the termination occurs on or after the (15th) of the month, credit for a full month shall be credited toward the pro-rated vacation allowance.

A probationary employee who is terminated or resigns during the probationary period is not eligible for pro-rated vacation/holiday payout. In instances where an employee has used more than the pro-rated amount of personal holidays, the City will deduct this amount from the employee’s last payroll check.

IV.V. Minimum Vacation Length.

Employees minimum vacation period shall be one-half day hour increments. Supervisors may require a higher minimum vacation period based on business needs.

V.VI. Length of Time to Use Vacation/Vacation Rollover. Vacation earned at six months of employment must be used within eighteen months of earning it (before the second anniversary date). If a new employee has not used their vacation earned at six months by their twelve month anniversary date, they will need to notify through their supervisor, the Administrative Assistant III in City Administration. Additionally, each day of vacation earned at six months and being taken beyond twelve months will need to be reported to the Administrative Assistant III in City Administration for a manual override. The employee should note that until the vacation earned at six months is used, their paystub showing vacation availability will be inaccurate. Vacation credits earned at twelve months and beyond must be used each year and shall not accumulate. In unusual circumstances the employee may make a written request through the immediate supervisor to the City Administrator for a limited extension. Vacation is intended to be used each year by the employee’s anniversary date, however the City realizes this is not always possible. Employee’s may rollover a maximum of 40 hours of unused vacation time per year. Any additional unused vacation will be forfeited.

Unused Vacation. Unused vacation time shall be considered as time worked, and shall not be compensated. In rare occurrences, the city administrator has the sole discretion to approve vacation carry overs.


VI.VII. Records. All employees will be required to maintain records of all absences on time cards or through department/division specific procedures. Employees are responsible to track their vacation balance which will be listed on their pay stub. If an employee has a question about the accuracy of the balance they should contact their immediate supervisor.

Date: February 28, 2019 To: Finance, Budget, and Personnel Committee From: Jen Rachu, Human Resources Director Dan Knoeck, Public Works Director RE: Street Division Compensatory Time Pilot

BACKGROUND

The City has experienced a high number of snow emergencies in the past several weeks causing excess hours to be worked by our Street Division staff. The City is looking for ways to ensure necessary work is completed while continuing to manage costs. Based on the current circumstances, a request has been made by our Street Superintendent to extend the amount of compensatory time earned for Street Division employees from 40 hours to 80 hours.

ANALYSIS

The current Overtime/Call-In/Captive Time Policy for Non-exempt Personnel (3.820) under the Compensatory Time Off Option states: “Employees who qualify for overtime pay (under section #1 of this policy) have the option of receiving the payment of the time worked either as cash or banked as compensatory time for use as time off during the remainder of the calendar year.” It also states, “A maximum of 40 hours can be accumulated by any employee.” Currently if an employee earns 40 hours of compensatory time, any additional hours are paid in overtime. Employees are able to re-load their compensatory time banks as compensatory hours are used, up to the 40 hour limit. Staff has discussed the ability to run a pilot program for the next 6 months to enable Street Division employees to accrue up to 80 hours of compensatory time with a potential cap 80 hours of compensatory time earnings for the year. At the end of 6 months, staff would evaluate how the pilot worked, review the pros and cons of the additional compensatory time accrual and cap, and would provide an update to the Finance, Budget, and Personnel Committee regarding the results of the pilot and any further recommendations.

RECOMMENDATION

Staff is requesting approval of a compensatory time pilot program for Street Division employees effective immediately.

City of Marshfield

Memorandum

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