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HomeMy WebLinkAbout12.19.94 Council Packet MINUTES COUNCIL MEETING REGULAR DECEMBER 19, 1994 1. CALL TO ORDER 2. PLEDGE OF ALLEGIANCE 3. APPROVE AGENDA 4. CITIZENS COMMENTS (5 minute limit per person for items not on agenda) 5. CONSENT AGENDA (All items approved in one motion unless anyone wishes an item removed for discussion) a. Approve Minutes - 11/21 - Regular; 12/1 - Special; 12-5 - Regular; 12/6 - Special b. Approve Capital Outlay Request - Parks - Snowblower c. Set Public Hearing - 1/3/95 - 7 : 30 P.M. - Auction Houses as Con- ditional Use in B-i Districts d. Adopt Resolution Amending R1-94 Approving Sewer Rate Increase e. Approve Capital Outlay Request - Fire/Rescue - Pulse Oximeter f. Approve School/Conference Request - Building Official g. Approve Selection of 1994 Audit Firm h. Adopt Resolution Approving 1995 Landfill Abatement Funding Grant i. Approve Final Payment - Project 91-6 - City Center j . Approve Final Payment - Project 93-13 - Dakota County Estates 8th k. Approve 1995 Salaries - Non Union Personnel 1. Approve Huber Mineral Extraction Permit - 75, 000 Cubic Yard Expansion m. Adopt Resolution Approving Application for MPCA Loan - SE Sanitary Sewer/Sump Pump Inspections n. Approve 1994 Budget Adjustments o. Adopt Ordinance Amending Ordinance 094-337 - Annexation of Certain Properties in Prairie Waterway p. Approve Capital Outlay Request - Finance - Typewriter q. Endorse BMS Labor Management Program r. Authorize Compensation Plan Update/Approve Amended Job Descriptions s. Approve 24 Month Time Period of Sanitary Sewer Hookup - Pine Knoll t. Approve Final Payment - Project 93-20 - Outlet Control Structures u. Approve Final Payment - Project 94-7 —1994 Sidewalk Maintenance v. Approve 1994 Certification of Mileage/Desinate New Routes - MSA w. Approve Elimination of "No Truck" Route - Walnut Street x. Adopt Resolution Requesting TH 50 Remain 10 Ton Highway y. Approve School/Conference Request - Engineering - Erosion Control z. Approve Joint Cooperative Agreement - LOGIS Computer Services aa. Approve School/Conference Request - Engineering - Bridge Safety bb. Approve School/Conference Request - Parks and Recreation - Senior Center Coordinator Conference cc. Approve Plat Approval Deadline Extension - Dakota County Estates 9th dd. Approve Payment of the Bills 6. PUBLIC HEARINGS/AWARD OF CONTRACTS a. 7 : 30 P.M. - Continued from 11/21/94 - Definition of Mineral Extraction b. 7 : 30 P.M. - Continued from 11/21/94 - On Site Sewage Treatment Agenda is continued on back of this sheet. 7. PETITIONS, REQUESTS AND COMMUNICATIONS a. Establish Review Committee - Snowmobile Regulations b. Establish Neighborhood Watch Group - Second Street 8. ORDINANCES AND RESOLUTIONS a. Adopt Resolution Authorizing Issuance/Awarding Sale of G.O. Tax Increment Bonds b. Adopt Ordinance Limiting Size of Accessory Structures Outside of MUSA 9. UNFINISHED BUSINESS a. Traffic Control Study - Dakota County Estates b, c, d, e. - East Farmington - Approve Final Plat, Consider PUD Agreement, Consider Development Agreement, Consider Tax Increment Financing Agreement f. Adopt Resolution Accepting/Awarding Bids - Southeast Area Storm Sewer System 10. NEW BUSINESS 11. MISCELLANEOUS 12. REPORTS FROM COMMISSIONS, COMMITTESS, COUNCILMEMBERS 13. UPCOMING MEETINGS 14. ADJOURN 15. EXECUTIVE SESSION a. Personnel Matters AGENDA REQUEST FORM Item No. 5d Name: Wayne Henneke Department: Finance ' Date: December 9, 1994 MeetingDate: December 19, 1994 Category: Consent Subject: Adopt Resolution Amending R1-94 - Sewer Rates Explanation: Sewer rates need to be increased beginning with the 1st quarter billing in 1995. Reference Material/Responsibility Memo/Resolution - Wayne Henneke Referred To: (Name) Department Larry Thompson Administration Wayne Henneke Finance Arvilla Neff Finance Signature Memo to: Mayor & Council Date December 14, 1994 Re Sanitary Sewer Rate Increase One of the City Council' s goals is to bring all of the Enterprise Funds to a positive cash balance by the year 1998 . The financing plan contained in the updated C. I .P. calls for a 7% increase in sewer rates effective the January, 1995 billing. The sewer unit billing rate would increase from $55 . 15/qtr to $59 . 00 . It is recommended to increase sewer rates by 7% effective the January, 1995 billing. /001,vuZL4 .e,)/s . Wayne E. Henneke Finance Director c . c. Larry Thompson, City Administrator Arvilla Neff, Accounting Clerk file • PROPOSED RESOLUTION NO. R 165" 1 AMENDING RESOLUTION NO. R1-94 BY INCREASING SEWER RATES Pursuant to due call and notice thereof, a regular meeting of the City Council of the City of Farmington, Minnesota, was held in the Civic Center of said City on the 19th day of December, 1994 at 7 : 00 P.M. . Members Present:U Members Absent: Member On introduced and Member 14&) seconded the following: WHEREAS, pursuant to Resolution No. R1-94, the City Council established certain fees and charges for 1994; and WHEREAS, the financing plan contained in the updated CIP calls for a 7% increase in sewer rates effective with the January 1, 1995 billing. NOW THEREFORE, BE IT RESOLVED that quarterly municipal sewage rates be increased from $55. 15 per quarter to $59. 00 per quarter and that metered rates be increased by 7% with a minimum of $59 . 00 per quarter. BE IT FURTHER RESOLVED that said increase become effective with the 1995 first quarter billing. This resolution adopted by recorded vote of the Farmington City Council in open session on the 19th day of December 1994. Mayor Attested to the day of December, 1994. SEAL Clerk/Administrator _. -3 AGENDA REQUEST FORM Item No. 5g Name: Wayne Henneke Department: Finance ' /c----' p Date: December 5, 1994 MeetingDate: December 19 , 1994 v Category: Consent Subject: Approve Selection of Auditing Firm. for 1994 Financial Audit Explanation: Recommend authorizing the firm of Malloy, Montague, Radosevich and Company to conduct the 1994 audit. Reference Material/Responsibility Wayne Henneke Referred To: (Name) Department Larry Thompson Administration Wayne Henneke Finance WC" / t42-4CK441-- Signature Memo to: Mayor & Council Date December 5, 1994 Re Selection of Auditor - 1994 Financial Audit Malloy, Montague, Karnowski, Radosevich & Co. conducted the City' s audit last year. Bill Lauer is the manager in charge of the Farmington audit . He has extensive knowledge of the City' s books and procedures and knows where to find the records needed with minimum interruption of staff time . The audit is conducted quickly and professionally. During the year, he is called on as an advisor by the Finance Director when situations arise that are not clear. The Finance Department has a very good working relationship with the audit staff . The Governmental Accounting Standards Board and the State dictate what is to be contained in the annual financial statement . The format of the reports can be changed and additional information added if desired. It is not recommended to change the format of the report because the Finance Department uses the financial report to fill out various governmental surveys that request the information in various forms similar to the format used in the audit . The Finance Department has already requested additional information that has been added to the report . A pamphlet issued by the League of Minnesota Cities titled "The Auditing of Municipal Accounts" states" . . .as long as the audit services being provided to a governmental unit are satisfactory in every respect, there should normally be no need to consider changing auditors . " If it is decided that a change in auditors is needed, the selection process should begin well in advance of the year to be audited, in summer or fall at the latest . To begin the selection process, it would be recommended that a selection committee be appointed by Council . The Committee would then establish a Request for Proposal to be sent out to various CPA firms . Their background is reviewed and the list is reduced to several firms which would be interviewed by Council . It is recommended by the Finance Department to authorize the firm of Malloy, Montague,Radosevich, & Company to conduct the 1994 audit and to accept the terms of the attached audit engagement letter. It is further recommended that if the Council determines a change of auditing firms is needed for future audits, a selection committee be appointed. Gv Wayne E. Henneke Finance Director c .c. Larry Thompson, City Administrator file (11AZ MALLOY PRINCIPALS MONTAKARNOGIJS KENNETH W.MALLOY,CPA '\ KADOSEVIC THOMAS M.MONTAGUE,CPA IRADOSEVICH THOMAS A.KARNOWSKI,CPA PAULA.RADOSEVICH,CPA November 28, 1994 Mr. Larry Thompson Pro. City Administrator City of Farmington 325 Oak Street Farmington, MN 55024 Dear Mr. Thompson: We are pleased to confirm our understanding of the services we are to provide for the City of Farmington. We will audit the general purpose financial statements of the City as of and for the year ended December 31, 1994. Our audit will be conducted in accordance with generally accepted auditing standards and Government Auditing Standards and will include tests of the accounting records of the City and other procedures we consider necessary to enable us to express an unqualified opinion that the general purpose financial statements are fairly presented, in all material respects, in conformity with generally accepted accounting principles. If our opinion is other than unqualified, we will fully discuss the reasons with you in advance. If required, we will also perform a Single Audit conducted in accordance with the Single Audit Act of 1984 and the provisions of OMB Circular A-128, Audits of State and Local Governments, and will include tests of the accounting records of the City and other procedures we consider necessary to enable us to express an unqualified opinion that the financial statements are fairly presented, in all material respects, in conformity with generally accepted accounting principles and to report on the Schedule of Federal Financial Assistance and on the City's compliance with laws and regulations and its internal controls as required for a Single Audit. The representatives of the cognizant audit agency shall have access to the audit working papers upon request. The working papers will be maintained for at least three years after the date of the report, or longer if requested by the cognizant audit agency. In addition, we will perform the required State Legal Compliance Audit conducted in accordance with generally accepted auditing standards and the provisions of the Legal Compliance Audit Guide promulgated by the Legal Compliance Task Force pursuant to Minnesota Statutes Section 6.65, and will include such tests of the accounting records and other procedures we consider necessary to enable us to conclude that for the items tested, the City has complied with the material terms and conditions of applicable legal provisions. General fixed assets testing will be excluded from our audit because adequate detailed records at cost are not maintained. Due to this, we will disclaim an opinion on those fixed assets. CEFlTIFIEo 410 PARK NATIONAL BANK BUILDING PUBLIC 5353 WAYZATA BOULEVARD ACCOUNTANTS MINNEAPOLIS,MINNESOTA 55416 TELEPHONE:612-545-0424 TELEFAX:612-545-0569 City of Farmington Page 2 November 28, 1994 Our procedures will include tests of documentary evidence supporting the transactions recorded in the accounts and may include tests of the physical existence of inventories and direct confirmation of receivables and certain other assets and liabilities by correspondence with selected individuals, creditors, and financial institutions. We will request written representations from your attorneys as part of the engagement, and they may bill you for responding to this inquiry. At the conclusion of our audit, we will also request certain written representations from you about the financial statements and related matters. An audit includes examining, on a test basis, evidence supporting the amounts and disclosures in the financial statements; therefore, our audit will involve judgment about the number of transactions to be examined and the areas to be tested. Also, we will plan and perform the audit to obtain reasonable assurance about whether the general purpose financial statements are free of material misstatement. As required by the Single Audit Act of 1984, our audit may include tests of transactions related to federal assistance programs for compliance with applicable laws and regulations. However, because of the concept of reasonable assurance and because we will not perform a detailed examination of all transactions, there is a risk that material errors, irregularities, or illegal acts, including fraud or defalcations, may exist and not be detected by us. We will advise you, however, of any matters of that nature that come to our attention, and will include such matters in the reports required for a Single Audit. Our responsibility as auditors is limited to the period covered by our audit and does not extend to matters that might arise during any later periods for which we are not engaged as auditors. We understand that you will provide us with the basic information required for our audit and that you are responsible for the accuracy and completeness of that information. We will advise you about appropriate accounting principles and their application and will assist in the preparation of your financial statements, but the responsibility for the financial statements remains with you. This responsibility includes the maintenance of adequate records and related internal control structure policies, the selection and application of accounting principles, and the safeguarding of assets. The assistance to be supplied by your personnel, including the preparation of schedules and analyses of accounts, typing all cash or other confirmations we request, and locating any invoices selected by us for testing, will be discussed and coordinated with you. Our audit is not specifically designed and cannot be relied on to disclose reportable conditions, that is, significant deficiencies in the design or operation of the internal control structure. However, during the audit, if we become aware of such reportable conditions or ways that we believe management practices can be improved, we will communicate them to you in a separate letter. Our fees for these services will be based on the actual time spent at our standard hourly rates, plus travel and other out-of-pocket costs such as report production, typing, postage, etc. Our standard hourly rates vary according to the degree of responsibility involved and the experience level of the personnel assigned to your audit. Our invoices for these fees will be rendered each month as work progresses and are payable upon presentation. City of Farmington Page 3 November 28, 1994 If you intend to publish or otherwise reproduce the financial statements and make reference to our Firm name, you agree to provide us withprinters' proofs or masters for our review and approval before printing. You also agree to provide us with a copy of the final reproduced material for our approval before it is distributed. We appreciate the opportunity to be of service to the City and believe this letter accurately summarizes the significant terms of our engagement. If you have any questions, please let us know. If you agree with the terms of our engagement as described in this letter, please sign the enclosed copy and return it to us. Sincerely, MALLOY, MONTAGUE, KARNOWSKI, RADOSEVICH & CO., P.A. Kenneth W. Malloy, CPA Principal KWM:laj Response: This letter correctly sets forth the understanding of the City of Farmington By: Title: Date: AGENDA REQUEST FORM Item No. 5k Name: Wayne Henneke Department: Finance ] — Date: November 23 , 1994rTh, MeetingDate: December 19, 1994 � �� / Category: Consent Agenda Subject: Approve 1995 Non Union Personnel Salaries Explanation: Reference Material/Responsibility Memo - Wayne Henneke Referred To: (Name) Department Larry Thompson Administration Department Heads /� Signature 4444141.4_ �/r� Memo to: Mayor & Council Date December 13, 1994 Re Set 1995 Non-Union Salaries Recommendation The Compensation Committee recommends to establish the 1995 Cost of Living Adjustment (COLA) at 3% for non-union employees and to bring grades 10 - 15 positions up to the pay line. It was further recommended to consider an additional 1995 salary increase if union salaries experience an increase above 3%. Compensation Study Update The Payline compensation study computer program was updated using 1994 Stanton Study salaries . The Minnesota Salary Survey is completed every other year, and no report was available for 1993 salaries and the report for 1994 is not ready. For last year' s compensation plan update 1992 salaries listed in the Minnesota Survey were increased by 3% to establish an estimated 1993 salary. For 1994 Minnesota Salary Survey salaries the estimated 1993 salaries were increased again by 3% to establish the 1994 salary used in the update of the compensation plan. The new 1994 pay line shifted very little from 1993 . Grade 2 salaries are 1 . 34% above the new pay line and Grade 15 salaries are 2 . 68% below the new pay line. CA11 non-union employee salaries are within the 2% corridor of the paylinej Four non-union employees will be receiving step increases as per the compensation study plus a 3% COLA increase. They are the : * Assistant Engineer * Solid Waste Clerk * Civil Engineer * Fire Marshal/Building Inspector Contained in the recommendation is to bring the Grade 10 - Grade 15 positions up to the payline. They are the: * Administrative Assistant * Liquor Store Manager * Finance Director * Park & Recreation Director * Police Chief * Public Works Director * Administrator This recommendation is funded through the salary contingency line item of the 1995 Budget . If you have any concerns regarding the Compensation Committee' s recommendation, please contact me before the meeting. Wayne E. Henneke Finance Director c .c . Larry Thompson, City Administrator Department Heads file AGENDA REQUEST FORM Item No. 5q Name: Larry Thompson Department: Administration Date: December 9 , 1994 MeetingDate: December 19, 1994 Category: Consent Subject: Endorse BMS Labor Management Program . Explanation: Per discussion with AFSCME, establish a Labor Management Partnership Program. Reference Material/Responsibility Proposal/Recommendation - Larry Thompson Referred To: (Name) Department Larry Thompson Administration Wayne Henneke Finance Tom Kaldunski Public Works Jim Bell Parks and Recreation 17469117t Signature • MEMO TO: MAYOR AND COUNCIL SUBJECT: BMS LABOR MANAGEMENT PROGRAM DATE: DECEMBER 15, 1994 Attached please find a program offered by the State Bureau of Mediation Services relating to Labor/Management issues. The program offers a facilitator to open better communications and more clearly identify issues. As noted in the literature, the program is not meant to replace traditional labor/management roles or contract negotiations. It is recommended by staff and the City' s labor consultant that the Council endorse this program. The AFSCME business agent has also endorsed the program. 411;7- Larry Thompson City Administrator cc: Wayne Henneke Tom Kaldunski Jim Bell Karen Olsen, LRA Nola Profant, AFSCME , , , . MINNESOTA AFSCME COUNCIL NO. 14 ��,,P~ F E p f_ TWIN CITIES ,�Q%7 °o 267 W. LAFAYETTE FRONTAGE RD.S. METROPOLITAN AREA 'Fj ;fi ia��oST.PAUL,MN 55107-1683 Q' •,/z; TELEPHONE: 291-0333 `=.\�/.�'� FACSIMILE: 291-1103 NOV i 7 1994 November 16, 1994 Larry Thompson, Administrator City of Farmington 325 Oak Street Farmington, MN. 55024 Dear Mr. Thompson: I have enclosed information for your review from the Bureau of Mediation Services Labor Management Programs. Please look it over and let me know if this is something the City would be interested in participating in. If so both you and I need to write a letter expressing our interest to Earl Willford, Director of the Labor Management Program and he will contact us to schedule a time to meet. Sincerely, z )1 J2o'Ket 151-,r- A Nola Profant Business Representative AFSCME Council 14, Local 3 815 AFL-CIO cc: Daniel Duff, President Master Appendix A Principles and Guidelines for Establishing BMS Labor-Management Partnerships 1. Establishment of a Partnership is an evolutionary step supporting the collectiv. bargaining process. 2. The Partnership program is a process of organizational change. 3. The Partnership committee must involve top-level decision-makers from both side of the bargaining table selected by each, with two of these representatives servin as co-chairs of the Partnership effort. 4. The process of organizational change must proceed uniformly across the total organization. 5. Union leadership must be involved at all levels of the Partnership program ant process. 6. The Partnership program is an exercise in sharing power and responsibility. T. Change in the character of the union-management relationship emerges from change in the behavior of union-management leaders. 8. Both parties must be genuinely open to working on a wide range of-problems. 9. The political realities of union organizations must be thoroughly understood an considered in the Partnership program. 10. Decisions regarding agendas and actions of the Partnership committee-are mad by consensus. Each member has a veto over consideration of and action on an item. 11. All workers and all supervisors are entitled to full Information regarding Partnershi: committee actions and plans. 12. The parties jointly own the Partnership and the process and responsibility for making it work. 13. Old norms are often so deeply entrenched that a third-party consultantffacic can be important to aiding the Partnership to move past barriers to meaningful change. 14. Both parties must enter the Partnership program voluntarily and may withdraw F any time. —adapted from materials prepared by Robert Ahern, Buffalo-Erie County Labor-Management Council USES OF LABOR-MANAGEMENT COMMITTEES * Open forum for joint problem-solving and planning * Open forum for exchange of information * Open forum for jointly dealing with external forces and future * Open forum for jointly developing new ideas and models * Can address general communication and problems inside the organization, or help in larger community * Can address workplace problems such as absenteeism, safety, job design, contract bidding (possibilities span from resource use to quality to technology introduction and use) 10 RUSKS INTIK®W C IE) A Increased membership accountability with no real changes A Lack of sufficient funding to make a difference A Political factions creating stalemates for implementing improvements A Manipulation by managers A Splitting staff and elected officials from members A Hidden agendas by managers A Weak or non-existent role for the Union A Forcing concessions by playing members or departments against ends- other A Union members pursuing worksite interests at the expense of Union goals A Alienation of members if they are not informed and involved RISKS (MAHAGThIENT MERS1PECTIR ) A Pressure to promise what cannot be deliveredlhaving to say no A Double bind between Top Management and employees A Still open season on management by Union criticisms A Manipulation of management by the Union A Fear of losing power and authority A Strife during negotiations A Hidden agendas by the Union A Political factions creating stalemates for implementing improvements i 1992 National Center for Dispute Settlement_ , A } _ .331ENIETTTS TUFT(DN T'IEIRSP3C7P7E) A Another way to represent members' interests A Provides greater access to information A Regular communication between labor and management A Development of leaders and teamwork A Increased skills for members A Enhancement of visibility and positive public relations for the Union A Opportunity to directly and proactively influence the direction of the Corporation A Increased professionalization for members DB1ENIEIFIITS adIANAG18MENT IPIBIR§IPIfiCTTVIE) 0 Performance increases A Continual innovation and improvement A Flexibility and openness to change O Support received from Union for decisions made O Understanding by Union of obstacles and constraints O Clearer organizational direction A Team approach to management and leadership development O Greater involvement in decision making r 12 S GIJAIiImS: A UNION IPIEESIPIECTIIVIE • Bargain the cooperative processes and employee involvement • Union by-laws are amended to provide ongoing involvement in the project • Open and ongoing communication with the membership • The union side of any staff assigned to the process are brought into the union and given official status as union staff • The union reps are fully involved • Issues spanning collective bargaining and the planning process are.- managed by the union leadership • The union remains active in setting goals and objectives • The union jointly participates in training • The union continues to update its strategic plan SAI>:'I GUAII I DS: A MANAGEMENT IPERSIPIECTIIVE- • Top Management is fully involved and committed. • Middle managers are activity involved both in the process and in management team decision staking. • The management team has a clear understanding of the Corporation's needs and objectives for improvement. • Managers are trained early-on and receive support from Top Management. • Open communication with all managers,such as the inclusion of reports on the project at regular management meetings; • Issues spanning collective bargaining and the planning process are managed by the appropriate labor relations managers; 1992 National Censer far Dispute Seldomsoi- • b . ISI©RIE DIFF I N1IT©NS .0T C©©IPIERATII©N AND iNV©LVIEM ENT A. What it is. 0 A formai and systematic partnership between Union and Management designed to give all employees a legitimate voice in decision making to achieve benefits for both parties t. Usually a set of union-management committees designed to deal with issues of mutual benefit A A continuous,"living"process which is sometimes an uphill struggle A A partnership between Union and Management A A working relationship based on a commitment to trust, honesty, openness, and good faith 0. A legitimate Union objective and a legitimate Management objective B. What it is not. 0 A substitute for collective bargaining or the grievance process 0 A quick fix for specific morale or productivity problems A The answer to all problems A A substitute for sound Management and/or Union representation A . A program,but a long term process 0 Going to work without coramilment and effort from both Union and Management A A way to circumvent the contract I - BMS PARTNERSHIP PROGRAMS What Is A Labor Management Committee (LMC)? The Bureau of Mediation Services' Labor Management Partnership Program is a committee oriented approach to assist labor and Management 'ointly participate in discussions of issues/problems, consensus decision making, planning and organizational change. Each LMC or worksite committee is customized to meet the _ needs of the em_ployees and the organization. As a means of reasonably ensuring the success of most committees, the Bureau provides training in areas such as: committee effectiveness, conducting meetings, problem solving techniques (Six Step Model),the use of an action plan etc. Overall, labor management committees are structured to accomplish goals such as: a) Improving labor management communication. b) Building trust and improving the working relationship, c) Involving employees in problem solving and consensus decision making and, d) Involving employees in planning and organizational change efforts. Parties wishing to establish a labor management committee must know that this process does not a substitute for collective bargaining and should not be used to replace or circumvent the bargaining unit. STARTING A WORKSITE COMMITTEE? The Bureau is available to assist union and management groups in any organization set up a worksite committee. Before contacting the Bureau for assistance, both labor and management leaders should hold a meeting to assess the status of their current relationship and discuss the rationale for having a joint labor management committee. After this meeting both sides should send a joint request to the Bureau for assistance in setting up a committee. When this request is received, a date will be set for the first exploratory meeting. PROCESS FOR SETTING UP A COMMITTEE In view of the fact that there are differences of opinion about the structure and role of labor management committees, the Bureau uses a three exploratory meeting approach to discuss and inform the parties about its partnership approach. The Bureau, labor, and management use these exploratory meetings to assess their level of knowledge, • commitment and readiness to engage in a labor management partnership. All parties to the exploratory process should agree that participation in these sessions is not an commitment to having a committee prior to the completion of these exploratory meetings. At the end of the third exploratory meeting, each side (labor and managementand the Bureau) will make independent decisions about the readiness of the parties to participate in adoint program. If all sides (labor, management and the Bureau) agree to go ahead, these will be the next steps undertaken by the parties: a) Establishment of the structure and ground rules for the committee (Mission statement, Bylaws and Letter of Understanding). b) Participation in a one day training session offered by the Bureau. c) The committee begins using all the knowledge and skills from the training to deal with issues and problems mutually identified by the members. ROLE OF THE BUREAU The Bureau provides the parties with a facilitator who works with the committee for a period of between twelve to eighteen months. The facilitator chairs the first couple of meetings and trains the co-chairs who take over the chairing function. WHERE TO SEND YOUR REQUEST For inquires about the program please contact the Bureau of Mediation Services at phone # (612) 649 - 5421, during regular business hours Monday through Friday. All written requests for assistance should be made to the following address: Earl Wiliford, Director Labor Management Partnership Programs Bureau of Mediation Services 1380 Energy Lane Suite 2 St. Paul, MN. 55108. AGENDA REQUEST FORM Item No. Sr Name: Larry Thompson C,)Jz:L �_ :: a�-� -� Department: Administration CD ( pX-go`)-.a Date: December 9, 1994 %kyr' MeetingDate: December 19, 1994 Category: Consent Subject: Authorize Compensation Plan Update Explanation: The City' s job descriptions have been redrafted in order to comply with the ADA, changes in jobs, and to form a basis for the TQM program. The City should select a process for updating the City Compensation Plan to comply with new descriptions. Reference Material/Responsibility Recommendation — Wayne Henneke Referred To: (Name) Department Larry Thompson Administration Department Heads Signatur r " 0114, Memo to: Mayor & Council Date December 15,1994 Re Approval of Job Descriptions/Compensation Plan Update Job Descriptions The City has been proceeding with the Leadership in Action Project . The legal compliance part of the project, being the revision of job descriptions to comply with A.D.A. requirements is at a point of completion. The attached job descriptions have been reviewed and amended to comply with A.D.A. Some changes have been made to the job descriptions, the major change takes place with the mid- management positions being changed from giving work direction to supervising. It is recommended to adopt the attached job descriptions . Department Goals & Objectives Departmental Goals & Objectives are important to develop when writing the job descriptions of the various positions within a department to make sure the job description is directed towards fulfilling the department' s purpose. The development of the goals & objectives are also needed for A.D.A. compliance. It is recommended to adopt the attached proposed goals and objectives for each department of the City. Draft Glossary of Terms The attached glossary of terms need conceptual approval. Modifications still need to be made in order to effect organizational changes. The organizational changes mainly being the changing of mid-management positions from giving work direction to supervising. Organization Chart The current organization chart for the City is proposed to be modified. The 1995 Compensation Committee comprised of Councilmembers Galler and Ristow, and Administrator Thompson, will review and possibly recommend proposed amendments to the organization chart . It will be brought back to Council for consideration. Any input Councilmembers may have at this point, please provide your input now before the organizational chart starts taking its final proposed form. Compensation Plan Update After the previous re-evaluation, the Council had indicated that the positions should be re-evaluated in 1994 and take effect in 1995 . The Compensation Committee members will be working on the update of the city' s compensation plan including the re-evaluation. First, they must decide if this is a project they want to undertake themselves or hire a consultant to help them with the project . In any case, the job descriptions as being approved tonight will be used to rate each position and pay grades will be established. To have the process complete by March 31, 1995 would be a reasonable goal . The compensation committee would make its recommendation to the City Council for approval of the revised compensation plan. As 44114 recommended by the past Compensation Committee, any pay increases resulting from the modification of the Compensation Plan will be retroactive to January 1, 1995 . It is important to give the compensation committee any input you may have in the near future before the final recommendation is presented at a later date. Leadership in Action Project - Progress As previously stated, the action being recommended tonight completes the first phase of the project. Currently individual appraisal and educational programs are being developed. The revision of the compensation plan is on the same time schedule as the Leadership in Action Project. Action Required Tonight * Approve Job Descriptions * Approve Department Goals and Objectives * Conceptually Approve Glossary of Terms * Agree to have Compensation Committee review Organization Chart of City * Agree to have Compensation Committee update Compensation Plan Wayne E. Henneke Finance Director c.c. Larry Thompson, City Administrator Department Heads WEH file 111 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: CITY ADMINISTRATOR PURPOSE: Provide long range planning, strategic direction,management, supervision and coordination for City planning,operations and administration. REPORTS TO: City Council SUPERVISES: Finance Director Public Works Director/Engineer Park& Recreation Director Liquor Store Manager Police Chief Fire Chief Administrative Assistant RESPONSIBILITIES/ACCOUNTABILI 11hS: 1. Serve as City Clerk and City Treasurer. 2. Direct and coordinate the management of functional departments. 3. Staff and represent the City Council. 4. Provide administrative oversight to all City operations,processes and procedures. 5. Staff appropriate Commissions,Boards and Committees and required or assigned. 6.Participate as amemberofthe management team for the City. 7.Supervise Department Heads. 8.Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing ofall the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:M.A.in Public Administration or related field plus three(3)years relevant expereience or B.S.in Public Administration plus 5 years relevant experience. Ability to be bonded. 2.Equipment:Word processing,spread sheets and calculator. 3.Class"C"Drivers License. 1 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: ADMINISTRATIVE ASSISTANT PURPOSE: Provide long range planning; assist City Administrator; Coordinate communications among City departments; direct, manage and supervise the operations of the City office. REPORTS TO: City Administrator SUPERVISES: Clerk/Typist Receptionist Part Time Secretaries Building Official Planner RESPONSIBILITIES/ACCOUNTABILITIES: 1. Assist City Administrator in the discharge of duties as required or assigned. 2. Direct and supervise the functional day to day operations of the City office. 3. Manage and coordinate election process and procedures. 4. Coordinate public notice process and procedures. 5. Manage and maintain required records and reports. 6. Provide information regarding operation of City government. 7. Participate as a member of the management team for the City. 8. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing ofall the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:B.S.Degree in Business or Public Administration and 2 years of relevant experience. 2.Equipment:Computer,related software(word processing and spreadsheet),printer,copier,calculator. 2 SIL . v ' CITY OF FARMINGTON POSITION DESCRIPTION POSITION: BUILDING OFFICIAL PURPOSE: Perform inspections of building and property for enforcement of building codes and ordinances relative to land use. REPORTS TO: Administrative Assistant RESPONSIBILITIES/ACCOUNTABILI 11ES: 1. Review applications for building permits and proposed plans for compliance with applicable codes and regulations. • Meet with architects,engineers,planners and developers to clarify codes. 2.Calculate and collect appropriate fees. 3.Inspect all permitted construction and existing structures for compliance with applicable codes and regulations. 4.Issue Certificates of Occupancy in accordance with applicable regulations. 5.Provide work direction for part time help as required or assigned. 6.Maintain records and reports as required. 7.Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:High School diploma.Must be a Class II"Certified Building Official",plus three (3)years prior experience as a municipal inspector. 2.Equipment:City vehicle,calculator,computer,related software(word processing and spreadsheet), printer,copier. 3.Class"C"Drivers License. 3 CITY OF FARMINGTON ..• . POSITION DESCRIPTION POSITION: CLERK TYPIST PURPOSE: Provide clerical, secretarial and receptionist services for assigned department or operational function. REPORTS TO: Administrative Assistant RESPONSIBILITIES/ACCOUNTABILITIES: 1.Type and manage required correspondence and documents. • Coordinates the preparation and assembly of City Council agenda materials. • Coordinates the preparation and assembly of the Planning Commission agenda materials. 2.Record and maintain filing systems for required City transactions and business. 3.Receive visitors and direct inquiries to City departments. 4.Provide information and services to public and City employees as required or assigned. 5.Record,research and report on topics as required or assigned. 6.Provide dispatch services to City departments. 7.Perform special projects as required or assigned. 8.Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:High School diploma,plus five(5)years of secretarial experience with abroad number of operations and policies. 2.Equipment:Computer,related software(word processing,spreadsheet,desktop publishing,etc.)copier, microfiche reader,typewriter,multiple line telephone system,postage meter,base radio,calculator and FAX. 4 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: RECEPTIONIST/TYPIST PURPOSE: Provide clerical,secretarial and receptionist services for assigned department or operational function. REPORTS TO: Administrative Assistant RESPONSIBILITIES/ACCOUNTABILITIES: 1.Type and manage required correspondence and documents. • Acts as HRA secretary • Acts as Building Official's secretary 2.Record and maintain filing systems for required City transactions and business. 3.Receive visitors and direct inquiries to City departments. 4.Provide information and services to public and City employees as required or assigned. 5.Record,research and report on topics as required or assigned. 6.Provide dispatch services to City departments. 7.Perform special projects as required or assigned. 8. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions of the job identified but shall not be construed as an exclusive listing ofall the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:High School graduate.Two years relevant experience. 2.Equipment:Computer,related software(word processing,spreadsheet,desktop publishing,etc.)copier, microfiche reader,typewriter,multiple line telephone system,postage meter,base radio,calculator and FAX. 5 CITY OF FARMINGTON • - POSITION DESCRIPTION POSITION: SECRETARY STATUS: Permanent Part Time REPORTS TO: Administrative Assistant RESPONSIBILITIES/ACCOUNTABILITIES: 1.Type and manage required correspondence and documents. •Coordinate preparation ofquarterly newsletter 2.Record and maintain filing systems for required City transactions and business. 3.Receive visitors and direct inquiries to City departments. 4.Provide information and services to public and City employees as required or assigned. 5.Record,research and report on topics as required or assigned. 6.Provide dispatch services to City departments. 7.Perform special projects as required or assigned. 8. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:High School diploma.Two years relevant experience. 2.Equipment:Computer,related software(word processing,spreadsheet,desktop publishing,etc.)copier, microfiche reader,typewriter,multiple line telephone system,postage meter,base radio,calculator and FAX. 6 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: CITY PLANNER PURPOSE: Provide comprehensive City planning services. REPORTS TO: Administrative Assistant RESPONSIBILITIES/ACCOUNTABILITIES: 1. Develop,prepare, implement and monitor comprehensive long range development plans for land use,transportation and public facilities. •Maintains pertinent City Code amendments. 2.StaffLiasonto City Planning Commission and related boards as required or assigned. 3.Chair Development Committee. 4.Serve as City Forester. 5.Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:M.A.in Planning or related field,plus three(3)years relevant experience;orB.S. in Landscape Architecture,plus five(5)years relevant experience. 2.Equipment:Computer,related software(word processing,spreadsheet and CADD)printer,copier, drafting equipment. 7 � CITY OF FARMINGTON ..10b POSITION DESCRIPTION POSITION: FIRE MARSHAL/BUILDING INSPECTOR PURPOSE: Provide the inspection and enforcement ofFederal,State and local fire/building codes and regulations. REPORTS TO: Fire Chief RESPONSIBILITIES/ACCOUNTABILI 11bS: 1.Ensure that plans ofproposed buildings meet the fire/building codes and regulations. 2.Inspect all permitted construction work and existing industrial,public and institutional buildings and occupancies to ensure that they comply with Federal,State and local fire/building codes and ordinances. Also as it relates to fire protection practices and equipment. 3.Supervise the investigation of fires as directed by the Fire Chief. 4.Coordinate the issuance and inspection of burning permits. 5.Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience: High School graduate or equivalent.Two(2)years of municipal experience in Uniform Fire Code inspection/enforcement.Five(5)years ofprevious experience as a full-time or volun- teer/paid firefighter. Completion of Advanced Fire Inspector course or equivalent. Completion ofFire and Arson Investigation II course or equivalent.Knowledge ofUniform Building Code. 2.City vehicle,calculator,computer,related software(word processing and spreadsheet),printer,copier. 3.Class"C"Drivers License. 8 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: FINANCE DIRECTOR PURPOSE: Provide long range planning and direct,manage and supervise the finance, accounting, data processing,risk management and personnel functions of the City. REPORTS TO: City Administrator SUPERVISES: Accountant I Accounting Clerk RESPONSIBILITIES/ACCOUNTABILITIES: 1.Define and implement financial,accounting,dataprocessing,risk management and personnel programs that meet the needs of the City and are in compliance with applicable regulations. 2. Prepare and manage budgets necessary to operationalize programs. 3. Direct appropriate staff to achieve program objectives. 4. Manage, and where applicable, secure resources to achieve program objectives. 5.Participate as a member of the management team for the City. 6. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:Bachelor's Degree in Accounting,Finance,Business Administration or Public Administration and 3-5 years supervisory experience. 2.Equipment:Computer,related software(financial,word processing and spreadsheets),printer,calculator. 9 CITY OF FARMINGTON - `'�" POSITION DESCRIPTION POSITION: ACCOUNTANT I PURPOSE: Perform the accounting and data processing functions for the City. REPORTS TO: Finance Director RESPONSIBILITIES/ACCOUNTABILITIES: 1.Provide accounting and payroll functions for the City. 2.Provide data processing function for the City. 3.Maintain investment journals and collateral analyses. 4.Manage cash receipts and bank accounts for the City. 5.Maintain required records and reports. *Maintain Personnel records. 6.Provide information and recommendations on accounting and dataprocessing functions. 7.Process insurance claims and maintain insurance files. 8. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:Bachelor's Degree in Accounting,Finance or Business Administration,plus 2-4 years accounting experience. 2.Equipment:Computer,related software(accounting package,word processing and spreadsheet), printer,copier and calculator. 10 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: ACCOUNTING CLERK PURPOSE: Provide daily basic financial accounting functions. REPORTS TO: FINANCE DIRECTOR RESPONSIBILITIES/ACCOUNTABILI 11hS: 1.Provide utility billing and reporting function for the City. 2.Maintain accounts payable function for the City. 3.Receive,deposit and account for cash receipts. 4.Maintain assigned account receivables. 5.Provide information to public and City employees as required. 6. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:High School Diploma. 2.Equipment:Computer,related software(utility billing,spreadsheet,communications,etc.)printer, calculator,adding machine and check protector. 11 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: LIQUOR OPERATIONS MANAGER PURPOSE: Provide long range planning ofand manage the Municipal liquor store. REPORTS TO: City Administrator SUPERVISES: Assistant Liquor Operations Manager,Lead Liquor Store Clerk. RESPONSIBILITIES/ACCOUNTABILI 11ES: 1.Develop and implement operational business plan for the municipal liquor store in compliance with City policies and applicable regulations. 2.Prepare and manage budget necessary to achieve operational objectives,and implement cash and inventory control functions. 3.Direct appropriate staffto achieve operational objectives. 4.Manage resources to achieve operational objectives. 5.Participate as a member ofthe management team for the City. 6. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:Bachelor's Degree in business and extensive retail management experience. 2.Must be able to lift 50 lbs regularly and have a valid Class"C"Drivers License. 2.Equipment:Computer,related software(wordprocessing and spreadsheet),and other equipment used by subordinates and associated with the operation ofaMunicipal liquor store. 12 ° . " CITY OF FARMINGTON POSITION DESCRIPTION POSITION: ASSISTANT LIQUOR OPERATIONS MANAGER PURPOSE: Assist Liquor Store Manager and to supervise the day to day operations of Municipal Liquor Stores. REPORTS TO: Liquor Operations Manager SUPERVISES: Permanent Part Time Liquor Store Clerks RESPONSIBILITIES/ACCOUNTABILITIES: 1.Provide product and service ordering and correct payment ofthem,maintain gross profit margin objectives and competitive pricing. 2.Train,schedule,supervise,inspect work of subordinate personnel and insure that they are in compliance with all applicable laws,policies and procedures. 3.Maintain required records and departmental policies. 4.Provide retail liquor sales services in compliance with applicable laws,City and departmental policies. 5.Provide information regarding departmental procedures and activities. 6.Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:High School graduate plus two(2)years ofvocational training in Business/Retail and two(2)years experience in Business/Retail. 2.Must be able to lift 5 0 lbs regularly and have valid Class"C"drivers license. 3.Equipment:Computer,related software(wordprocessing)and other equipment used by subordinates and associated with the operation of a Municipal liquor store. 13 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: LEAD LIQUOR STORE CLERK PURPOSE: Assist management and provide all phases ofretail services in the day to day Municipal Liquor Store operations. REPORTS TO: Liquor Operations Manager RESPONSIBILITIES/ACCOUNTABILITIES: 1.Provide ordering of supplies,delivery and invoice verifying,product placement,gross profit review, product computer file maintenance,review cash and inventory control functions. 2.Give work direction,inspectwork,assist in training,scheduling and supervision ofpersonnel. 3.Perform maintenance and repairs on buildings and equipment. 4.Provide retail liquor services in compliance with applicable laws,City and departmental policies. 5.Provide information regarding departmental procedures and activities. 6.Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:High School Graduate and retail store experience. 2.Must be able to lift 50 lbs regularly and have valid Class"C"Driver License. 3.Equipment:Computer,printer,cash register and computer inventory system,check verification machine, calculator and equipment associated with the operation ofa Municipal liquor store. 14 _ • - CITY OF FARMINGTON POSITION DESCRIPTION POSITION: PART TIME LIQUOR STORE CLERK PURPOSE: Provide Municipal Liquor Store retail sales services. REPORTS TO: Assistant Liquor Operations Manager RESPONSIBILITIES/ACCOUNTABILI HES: 1.Provide retail liquor sales services in compliance with applicable laws,City and departmental policies. 2.Perform daily stocking,inventory rotation and invoice posting. 3.Perform routine maintenance,minor repais and custodial duties on buildings and equipment. 4.Provide information regarding departmental procedures and activities. 5.Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open honest and supportive communication with fellow employees. The above statements describe the principle functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that be inherent in the job. QUALIFICATIONS: 1.Education/Experience:High School graduate and retail store experience. 2.Must be able to lift 50 lbs regularly and have a valid Class"C"Driver License. 3.Equipment:Computer,printer,cash register,check and credit card verifying terminal,calculator,con- veyor belt,cardboard baler and other equipment associated with the operation of a Municipal Liquor store. 15 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: PARKS AND RECREATION DIRECTOR PURPOSE: Provide long range planning and direct, manage and supervise the development and operation of City parks, recreational facilities and programs and the Senior Center. REPORTS TO: CITY ADMINISTRATOR SUPERVISES: Facilities Maintenance Supervisor Park Maintenance Supervisor Part Time Recreation Workers Recreation Programmer RESPONSIBILITIES/ACCOUNTABILI'1'1ES: 1. Define and implement a park and recreation program that meets the needs of the City. 2. Prepare and manage budget necessary to operationalize park and recreation program. 3. Direct appropriate staff to accomplish objectives of park and recreation program. 4. Manage available resources to achieve objectives of the park and recreation program. 5.Participate as a member of the management team for the City. 6. Staff the Park and Recreation Advisory Board. 7. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:Bachelor's Degree in Parks and Recreation or related degree with 5 years super- visory experience in the Parks and Recreation field. 2.Equipment:Computer,related software,printer,calculator,copier. 3.Class"C"drivers license. 16 • CITY OF FARMINGTON POSITION DESCRIPTION POSITION: FACILITIES MAINTENANCE SUPERVISOR PURPOSE: To perform and to supervise the day to day operation and maintenance of recreational facilities(i.e.Ice Arena,pool,senior center,and miscellaneous buildings). REPORTS TO: Park and Recreation Director SUPERVISES: Facilities Maintenance Worker Part Time arena and pool maintenance workers RESPONSIBILITIES/ACCOUNTABILITIES: 1.Determine daily departmental work plan. 2.Plan,schedule,supervise and inspect the work of subordinate employees. 3.Train employees in departmental procedures and use of departmental equipment. 4.Maintain required records and reports. 5.Provide information regarding departmental procedures and activities. 6.Manage resources within the department for the smooth operation ofthe Facilities department. 7. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:High School Diploma,2 years vocational training in Facilities Maintenance,2 years related experience,and certified Pool Operators license. 2.Equipment: Outdoor swimming pool and associated equipment(including pumping,filtration and chemi- cal systems),ice arena and associated equipment(including refrigeration systems,ice maintenance equip- ment,building maintenance equipment,heating and ventilation systems). 3.Class"B"drivers license. 17 CITY OF FARMINGTON • POSITION DESCRIPTION POSITION: FACILITIES MAINTENANCE WORKER PURPOSE: To operate and perform routine maintenance of equipment at ice arena, swimming pool,Senior Center and miscellaneous buildings. REPORTS TO: Facilities Maintenance Supervisor RESPONSIBILITIES/ACCOUNTABILITIES: 1. Operate and maintain equipment necessary for the operation of the ice arena and swimming pool. 2. Maintain necessary records for reporting requirements. 3. Provide work direction for part time help as required or assigned. 4. Perform routine cleaning of ice arena and swimming pool facilities as required. 5. Establish and maintain positive public relations. 6. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing ofall the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:High School Diploma,plus two(2)years vocational training in facilities mainte- nance and refrigeration,plus two(2)years related experience. 2.Equipment:Outdoor swimming pool equipment and associated equipment,ice arena and associated equipment. 3.Class"B"Drivers License. 18 CITY OF FARMINGTON • POSITION DESCRIPTION POSITION: PARK MAINTENANCE SUPERVISOR PURPOSE: To perform and to supervise the day to day operation and maintenance of department parks,trails and equipment. REPORTS TO: Park and Recreation Director SUPERVISES: Parkkeepper Part time park and maintenance workers RESPONSIBILITIES/ACCOUNTABILI LIES: 1.Determine daily departmental work plan. 2.Plan,schedule,supervise and inspect the work ofsubordinate employees. 3.Train employees in departmental procedures and use ofdepartmental equipment. 4.Maintain required records and reports. 5.Provide information regarding park departmental procedures and activities. 6.Manage resources within the department for the smooth operation of the Parks department. 7. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:High School Diploma,two(2)years vocational training in landscaping or related field,two(2)years related experience and licensing required for Certified Tree Inspector and lawn chemical handling.. 2.Equipment:tractor,skidsteer,vehicle and equipment maintenance equipment,park maintenance equip- ment,compressor,blade sharpening equipment,sign making machine,power and hand tools. 3.Class"B"Drivers License. 19 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: PARKKEEPPER PURPOSE: Perform routine maintenance for park and recreational facilities. REPORTS TO: Park Maintenance Supervisor RESPONSIBILITIES/ACCOUNTABILITIES: 1. Clean park buildings, grounds and facilities. 2. Operationally maintain facilities (ice rinks,ball fields, parks) as required. 3.Perform routine maintenance on park facilities and equipment. 4. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing ofall the work requirements that may be inherent in the j ob. QUALIFICATIONS: 1.Education/Experience:High School diploma and some light maintenance ability. 2.Equipment:Tractor,skidsteer,City vehicles,lawn mower,weedwhip,chainsaw,chipper,small hand and power tools. 3.Class"B"Drivers License. 20 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: RECREATION PROGRAM SUPERVISOR PURPOSE: To plan,organize and supervise recreational programs and activities. REPORTS TO: Parks and Recreation Director SUPERVISES: Senior Center Coordinator Senior Center Worker Part Time Recreation Staff RESPONSIBILITIES/ACCOUNTABILI HES: 1.Plan organize and supervise recreational programs and activities. 2.Prepare budgets and recommend program fees where appropriate. 3.Coordinate use ofprogram equipment and supplies. 4.Coordinate and conduct special events when required or assigned. 5.Supervise and train assigned employees. 6. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:Bachelor's Degree in Parks and Recreation plus one(1)years experience in recreational programming. 2.Equipment:Computer,related software,printer,copier,fax,recreation equipment. 3.Valid Class"C"Drivers License. 21 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: PART TIME SENIOR CENTER COORDINATOR PURPOSE: Supervise and program the daily operation of the senior center. REPORTS TO: Recreation Program Supervisor RESPONSIBILITIES/ACCOUNTABILI rIES: 1.Recruit,train and supervise volunteer staff. 2.Produce and distribute the Senior Center newsletter. 3.Rent building as required to meet community needs. 4.Coordinate senior center program activities. 5. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:Bachelor's degree with course work in the needs ofthe elderly or related experi- ence.Ability to maintain a good working relationship with seniors,employees and the general public. 2.Equipment:Computer,related software,printer,copier,fax,calculator and program equipment. 3.Class"B"Driver's License with Bus endorsement. 22 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: PART-TIME SENIOR CENTER WORKER PURPOSE: Maintain Senior Center. REPORTS TO: Recreation Program Supervisor RESPONSIBILITIES/ACCOUNTABILI HES: 1.Recruit,train and supervise mobile meal staff. 2.Coordinate mobile meal service. 3.Clean and maintainbuilding and related facilities. 4.Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:High School diploma,plus advanced course work in the needs of the elderly or related experience.Ability to maintain a good working relationship with seniors,employees and the general public. 2.Equipment:Building cleaning equipment,calculator,kitchen equipment. 3.Class"B"Drivers License with Bus endorsement. 23 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: POLICE CHIEF PURPOSE: Provide long range planning and direct,manage and supervise the operations ofthe Police Department. REPORTS TO: City Administrator SUPERVISES: Police Sergeant,Police Officers,Police Administration Clerk,Police Secretary/ Dispatcher. RESPONSIBILITIES/ACCOUNTABILI 11ES: 1.Define and direct policies,program and operation ofthe City Police Department. 2.Prepare and manage budgets necessary to operationalize departmental programs. 3.Direct departmental staffto achieve departmental objectives. 4.Manage,and where applicable,secure resources to achieve departmental objectives. 5.Participate as a member ofthe management team for the City. 6.Function as Emergency Management Coordinator for the City. 7.Establish and maintain positive public relations. 8.Perform all duties of Police Officer. 9. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:BA Degree in Law Enforcement,Criminal Justice or Public Administration,Full time Minnesota Peace Officer License,10 years increasingly responsible experience. 2.Equipment:Firearms,radios,squad car,use of force equipment,first responder equipment,computer. 3.Class C Driver License. 24 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: POLICE ADMINISTRATION CLERK PURPOSE: Provide clerical,secretarial,administrative and dispatch services for the City Police Department. REPORTS TO: Police Chief RESPONSIBILITIES/ACCOUNTABILITIES: 1.Type and manage required correspondence and documents. 2.Record and maintain filing systems for City Police Department. 3.Provide dispatch services to the City Police Department. 4.Process applicable license applications and renewals. 5.Escort and/or take statements from witnesses to or suspects of crimes as required or assigned. 6.Receive customers and direct inquiries to appropriate personnel. 7.Assist Police Chief in day to day administrative functions ofPolice Department. 8. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the j ob. QUALIFICATIONS: 1.Education/Experience:High School Diploma,Computer/Word Processor training,CJIS Terminal Operator Certification.Five(5)years increasingly responsible police related experience. 2.Equipment:Computer,related software,printer,copier,police radio,calculator,transcriber. 25 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: POLICE SERGEANT PURPOSE: Enforce laws and ordinances,prevent and investigate crime and maintain public order. REPORTS TO: Police Chief RESPONSIBILITIES/ACCOUNTABILTHES: 1.Perform all duties of Police Officer. 2.Maintain appropriate records and reports. 3.Assist Police Chief in day to day technical function ofthe department. 4. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing ofall the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience: Full time Minnesota Peace Officer License,A.A.Degree(or 15 years plus Technical Training Equivalent to A.A.),most recent 5 years increasingly responsible experience,completion of a Management Certificate Program recognized by the City Council. 2.Equipment:Firearms,radio,squad car,radar,use of force equipment,first responder equipment and electronic gear. 3.Class"C"drivers license. 26 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: POLICE OFFICER PURPOSE: Function as Police Officer for the City. REPORTS TO: Police Chief RESPONSIBILITIES/ACCOUNTABILI 1'1ES: 1.Perform all duties ofPolice Officer in manner as prescribed by the Chief. • Performs regularly scheduled patrol work to meet departmental objectives for public protection and crime prevention established for the particular time ofthe patrol. • Responds to reported emergencies,crimes or needs ofassistance while on patrol by proceeding to the scene and taking whatever action is appropriate for the situation. • Maintains a comprehensive knowledge ofall departmental policies,procedures and training doctrines to be able to respond accordingly to situations. • Investigates crimes reported while on patrol. • Develops and maintains expertise in particular aspects ofpolice work to serve as a resource within the department for training and investigative efforts. • Maintains qualifications with firearms carried on duty. • Coordinate activity during a shift when other officers are on duty ifhe/she is the senior officer on duty. 2.Maintain appropriate records and reports. 3.To provide work direction(supervision as defined in P.O.S.T.,Rule 6700.1110)to part-time employees as required. 4. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing ofall the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:AA Degree,Law Enforcement License(full time). 2.Equipment:Firearms,radio,squad car,radar,use of force equipment,first responder equipment and electronic gear.. 3.Class"C"Drivers License. 27 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: POLICE SECRETARY/DISPATCHER(PART-TIME) PURPOSE: Provide clerical,secretarial and dispatch services to the City Police Department. REPORTS TO: Police Chief RESPONSIBILITIES/ACCOUNTABILI 11ES: 1.Type required reports and correspondence. 2.Update in-house records for police department. 3.Provide dispatch services to City police department. 4.Accept applicable license applications. 5.Escort and/or take statements from witnesses to or suspects of crimes as required or assigned. 6.Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing ofall the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience: High School diploma,Computer Wordprocessing and 3 years clerical experience. 2.Equipment:Computer,related software,police radio,printer,transcriber and copier. 28 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: PUBLIC WORKS DIRECTOR PURPOSE: Provide long range planning and direct,manage,and supervise the operations ofthe Engineering,Public Works Streets and Utilities and Solid Waste and to function as the CityEngineer. REPORTS TO:City Administrator SUPERVISES: Streets and Utilities Supervisor Solid Waste Supervisor Assistant City Engineer Custodian Mechanic RESPONSIBILITIES/ACCOUNTABILI 1'1ES: 1.Define and implement departmental programs and services. 2.Prepare and manage budgets necessary to operationalize departmental programs. 3.Direct appropriate staff to achieve departmental objectives. 4.Manage,and where applicable,secure resources to achieve departmental objectives. 5.Participate as a member of the management team for the City. 6.Manage Minnesota State Aid System. 7.Provide for maintenance of City Hall and other Public Works buildings. 8.Serve as a liaison to applicable governmental agencies and bodies,developers and contractor's. 9. Serve as the Assistant Emergency Management Director. 10.Provides professional engineering services to the City. 11. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions of the job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:B.S.Degree in Civil Engineering from an accredited college or university,plus five (5)years experience as a City Engineer. Registered professional civil engineer in the State of Minnesota,with 2-4 years previous supervisory experience. 2.Equipment:Computer,related software(CADD,word processing,spreadsheet),printer,calculator,radio. 3.Class"C"Drivers License. 29 CITY OF FARMINGTON - POSITION DESCRIPTION POSITION: PUBLIC WORKS ADMINISTRATIVE ASSISTANT PURPOSE: Provide administrative and clerical assistance in the operations ofthe Public Works Department. REPORTS TO: Assistant City Engineer RESPONSIBILITIES/ACCOUNTABILITIES: 1.Type and manage required correspondence and documents. 2.Administer grants and loans. 3.Administer recycling program. 4.Maintain required filing systems. 5.Provide information regarding Public Works programs. 6.Perform special projects as required or assigned. 7. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing ofall the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:High School graduate level reading and writing ability,plus two(2)years secre- tarial experience with abroad number of operations and policies. 2.Equipment:Computer,related software(pagemaker,word,windows,etc.),copier,microfiche reader, typewriter,multiple line telephone system,postage meter,base radio,fax,calculator. 3.Class"C"Drivers License. 30 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: ASSISTANT CITY ENGINEER PURPOSE: To manage day to day operations ofthe Engineering Department. REPORTS TO: Director ofPublic Works SUPERVISES: Civil Engineerl Engineering Technician Engineering Intern Public Works Administrative Assistant RESPONSIBILITIES/ACCOUNTABILITIES: 1.Prepare and review plans and specifications for public improvement projects. 2.Manage public improvement proj ects(design,invitation to bid,plan preparation and review,prepare assessment rolls,contractor coordination,etc.)in accordance with City policy and State laws(M.S. Chapter 429). 3.Provide technical and administrative assistance to Public Works Director as required or assigned. 4.Maintain and update City maps. 5. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:B.S.Degree in Civil Engineering from an accredited college or university,plus two (2)years experience in municipal engineering.Engineer In Training(E.I.T.)status with State Board of Professional Registration required. Certification as a MnDOT inspector for MSA projects must be obtained within one(1)year of employment. Must be able to lift 25 lbs regularly during shift,must be able to walk long distances while doing duties and be able to access construction sites. 2.Equipment:Computer,related software(CADD,word processing and spreadsheets),surveying instru- ments and equipment,City vehicle,copier,printer,radio,calculator,drafting equipment. 3.Class"C"Drivers License. 31 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: CIVIL ENGINEER I PURPOSE: Provide plans for and coordinate construction projects including development ofplans, coordinating bid process,surveying and staking ofthe site and inspecting the performance of workers involved with the project. REPORTS TO: Assistant City Engineer RESPONSIBILITIES/ACCOUNTABILI LIES: 1.Coordinates construction proj ects with consulting engineers,consulting planner,contractors,developers, City administration and public utilities as directed by City Engineer according to City standards. 2.Secures necessary permits and approvals from Federal,state and local levels. 3.Prepares and reviews documentation ofimprovements using MSA funds. 4.Prepares and maintains plans,specifications,as-builts and pay estimates for improvement projects. Performs surveying and construction staking,utility and street inspections. 5.Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:Bachelor's Degree in civil engineering from an accredited university or institution. Status as Engineer in Training. Sufficient training and experience to demonstrate the knowledge and abilities listed above. Demonstrated leadership and the ability to work cooperatively with other employees through- out his/her work experience. Must be able to lift 25 lbs regularly throughout shift,must be able to walk long distances while doing duties and be able to access construction sites. 2.Equipment:Computer,related software(Cadd,Lotus 1-2-3,Wordperfect,Theodite,Automatic Level). 3.Class"C"Drivers License required,Class"B"Drivers License desirable. 32 CITY OF FARMINGTON • POSITION DESCRIPTION POSITION: ENGINEERING TECHNICIAN PURPOSE: Provide technical assistance to the Assistant City Engineer REPORTS TO: Assistant City Engineer RESPONSIBILITIES/ACCOUNTABILI IHES: 1.Preparation and drafting ofplans and specifications for municipal projects. 2.Survey,stake and inspect municipal project. 3.Maintenance of public works records such as designs,plans,maps and as-built drawings. 4.Provide information regarding municipal projects as required. 5.Maintain MSA and bridge inspection reports and database. 6.Provide snowplowing as directed. 7. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:High School Diploma.Minimum of one(1)year's training at vocational or college level in engineering field,or,similar experience gained by working in the engineering field.Must be able to lift 25 lbs regularly through shift. Must be able to walk long distances while doing duties and be able to access construction sites. 2.Equipment:Computer,related software(CADD and word processing),distance measuring and survyeing equipment,copier,electronic sewage meters,city vehicles. 3.Class"B"Drivers License. 33 CITY OF FARMINGTON • _ POSITION DESCRIPTION POSITION: SOLID WASTE SUPERVISOR PURPOSE: To perform and supervise the day to day operation ofthe Solid Waste department. REPORTS TO: Public Works Director SUPERVISES: Solid Waste Operator II Solid Waste Operator I Solid Waste Worker RESPONSIBILITIES/ACCOUNTABILI l IES: 1.Determine daily departmental work plan. 2.Plan,schedule,supervise and inspect the work ofsubordinate employees. 3.Train employees in departmental procedures and use ofdepartmental equipment. 4.Maintain required records and reports. 5.Provide information regarding departmental procedures and activities. 6.Manage resources within the department for the smooth operation of Solid Waste Collection. 7. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing ofall the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:High School Diploma or equivalent,two(2)year vocational education or equiva- lent experience. Two to four year supervisory experience in Solid Waste operations. Must be able to lift 50 to 75 lbs regularly through out shift. Must be able to access equipment. 2.Equipment:Solid waste vehicles,vehicle maintenance equipment,calculator,onboard computers. 3.Class"A"Drivers License. 34 • • CITY OF FARMINGTON POSITION DESCRIPTION POSITION: SOLID WASTE OPERATOR II PURPOSE: Operate and maintain automated collection vehicle over assigned route. REPORTS TO: Solid Waste Supervisor RESPONSIBILITIES/ACCOUNTABILI HES: 1.Operate and maintain automated collection vehicle. 2.Load solid waste in accordance with prescribed procedures. 3.Report violations and damage to City or Private Property. 4.Maintain required records and reports. 5.Provides work direction to solid waste crews when the foreman is absent. 6. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:High School Diploma or equivalent,reading and writing ability,three(3)years experience in operating heavy equipment,knowledge of City solid waste ordinances and policies,uses cooperative work methods,mechanical aptitude with one(1)year vocational training or equivalent experi- ence. Must be able to lift lbs,must be able to access equipment. 2.Equipment:Automated collection vehicle,power and hand tools,vehicle maintenance equipment. 3.Class"A"Drivers License. 35 CITY OF FARMINGTON . - POSITION DESCRIPTION POSITION: SOLID WASTE OPERATOR I PURPOSE: Operate and maintain City solid waste vehicle over assigned route. REPORTS TO: Solid Waste Supervisor RESPONSIBILITIES/ACCOUNTABILITIES: 1.Operate and maintain solid waste vehicle. 2.Load solid waste in accordance with solid waste regulations. 3.Report violations and damage to City or private property. 4.Maintain required records and reports. 5. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:Reading and writing ability,three(3)years experience in operating heavy equip- ment,knowledge of City solid waste ordinance and policies,uses cooperative work methods. Must be able to lift lbs regularly throughout shift. Must be able to access equipment. 2.Equipment:Solid waste recycling vehicle,power and hand tools. 3.Class"A"Drivers License. 36 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: SOLID WASTE WORKER PURPOSE: Load solid waste into collection vehicle and assemble solid waste containers. REPORTS TO: Solid Waste Supervisor RESPONSIBILITIES/ACCOUNTABILITIES. 1.Load solid waste and recyclables in collection vehicle. 2.Assemble and deliver solid waste containers. 3.Perform routine maintenance and repairs to vehicles and equipment. 4.Report damage to City ofprivate property. 5. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing ofall the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:Must be in good physical condition,ability to lift lbs repetitively throughout the work shift,able to walk long distances while doing duties. 2.Equipment:Solid waste vehicle and equipment,power and hand tools. 3.Class"C"Drivers License. 37 CITY OF FARMINGTON POSITION DESCRIPTION POSITION: STREET AND UTILITY SUPERVISOR PURPOSE: To perform and supervise the day to day operation of the Street and Utility department. REPORTS TO: Public Works Director SUPERVISES: Maintenance Worker Part Time Workers RESPONSIBILITIES/ACCOUNTABILI HES: 1.Determine daily departmental work plan. 2.Plan,schedule,supervise and inspect the work of subordinate employees. 3.Train employees in departmental procedures and use of departmental equipment. 4.Maintain required records and reports. 5.Provide information regarding departmental procedures and activities. 6.Manage resources within the department for the smooth operation ofthe Streets&Utilities department. 7. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:High School Diploma,two(2)years vocational education,2-4 years supervisory experience in public works. Water System operator license,Class"C",Sewer System operator license, Class"SC",Certified MnDOT inspector for base,bituminous and concrete,must be able to lift 25 lbs regularly throughout shift,must be able to access equipment and construction sites. 2.Equipment:tractor,grader,skidsteer,all other heavy and light equipment,power and hand tools. 3.Class"A"Drivers License. 38 . ' CITY OF FARMINGTON POSITION DESCRIPTION POSITION: MAINTENANCE WORKER PURPOSE: Operates equipment and performs labor in the maintenance of streets,water and sewer lines and City properties. REPORTS TO: Street and Utility Supervisor RESPONSIBILITIES/ACCOUNTABILI HES: 1.Operate appropriate light and heavy equipment in the removal of snow from City streets and roads. 2.Operate appropriate light and heavy equipment or perform manual labor in the repair and maintenance of water distribution and sewer collection systems. 3.Operates appropriate light and heavy equipment or perform manual labor in the repair and maintenance of City streets,removal of debris,or a variety of other general service or maintenance tasks. 4.Perform routine maintenance,service and repairs on City equipment as required or assigned. 5. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing ofall the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience: 1-2 years experience in Public Works. Reading and writing ability,three(3) years experience in operating heavy equipment,knowledge of City Ordinance and Policies,must be able to lift 25 lbs regularly throughout shift. Must be able to access equipment and construction sites. 2.Equipment:Light and heavy trucks,backhoe,skidsteer,tractor,grader,jackhammer,air tools,cutting torch,cutoff saw,sewer cleaning equipment,hand tools,pavement roller;ability to be trained in operations oflift stations,wells and water main tapping machine. 3.Class"A"Drivers License. 39 CITY OF FARMINGTON ' - POSITION DESCRIPTION POSITION: MECHANIC PURPOSE: To repair and maintain Public Works vehicles and equipment. REPORTS TO: Public Works Director RESPONSIBILITIES/ACCOUNTABILI HbS: 1.Repair City owned vehicles and equipment as required. 2.Establish and maintain schedule for vehicle and equipment maintenance. 3.Maintain vehicle and equipment maintenance and repair records. 4.Provide information regarding vehicle and equipment maintenance and repairs as needed. 5.Operate appropriate light and heavy equipment in the removal of snow from City streets and roads. 6.Provide other maintenance duties as assigned. 7. Be committed to providing services to the public in a fair,impartial and cost effective mariner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience: High School Diploma,Certified Master Mechanic,two(2)years vocational experience,Certified D.O.T.Vehicle inspector,2-4 years experience in fleet management and repairs. Must be able to lift 25 lbs regularly throughout shift,must be able to access equipment. 2.Equipment:Light and heavy trucks,backhoe,skidsteer,tractor,grader,jack hammer,air tools,cutting torch,cutoff saw,sewer cleaning equipment,hand tools,pavement roller,solid waste vehicles,computers. 3 Class"A"Drivers License. 40 . " CITY OF FARMINGTON POSITION DESCRIPTION POSITION: CUSTODIAN PURPOSE: Perform custodial,maintenance and related repairs as assigned. REPORTS TO: Public Works Director RESPONSIBILITIES/ACCOUNTABILITIES: 1.Perform daily cleaning and maintenance of assigned areas. 2.Perform non-routine maintenance and repairs as required or assigned. 3.Maintain City Hall grounds as required or assigned. 4. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing ofall the work requirements that may be inherent in the job. QUALIFICATIONS: 1.Education/Experience:High School Diploma and light lifting ability. 2.Equipment:Building cleaning equipment,lawnmower,hand power tools,ladder. 3.Ability to access all areas of buildings to be maintained. 41 CITY OF FARMINGTON _ POSITION DESCRIPTION POSITION: HOUSING AND REDEVELOPMENT AUTHORITY(HRA)EXECUTIVE DIRECTOR PURPOSE: Provide long range planning and direct,manage and supervise the operation ofthe HRA and to implement the policies and programs ofthe Board of Commissioners. REPORTS TO: Housing and Redevelopment Authority(HRA) RESPONSIBILITIES/ACCOUNTABILI 11MS: 1.Staffthe Board of Commissioners. 2.Train and supervise staff. 3.Secure and manage budget and funding for HRA projects and programs. 4.Maintain required records and reports. 5.Provide information regarding HRA policies and programs. 6.Manage and administer the community and economic development functions for the City. 7.Participate as a member ofthe management team for the City. 8. Be committed to providing services to the public in a fair,impartial and cost effective manner and to foster open,honest and supportive communication with fellow employees. The above statements describe the principal functions ofthe job identified but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. QUALIFICATIONS: 1.College degree in Housing and Redevelopment,Urban and Regional studies,Business Administration, Public Administration,or related fields. 2.Prefer two(2)years of administrative experience in a public agency or combination of equivalent experience and education. 3.Excellent oral and written communication skills. 4.Knowledge of local,state and federal housing programs and grant programs. 42 CITY OF FARMINGTON DEPARTMENTAL GOALS ALL EMPLOYEES AND DEPARTMENTS OF THE CITY SHALL: 1. Recognize first and foremost, that the City exists to serve its constituents and not itself Above all, serve as ambassadors of the City with pride, and be dedicated to carrying out the vision and principles of the City Council. Citizens, visitors, and other contacts shall be treated as customers, with respect and dignity, and on a fair and consistent basis. 2. Employees shall posses high personal and professional standards and values, and accept responsibility for their action; shall work to highest capabilities while recognizing limita- tions established by law or policy; and accept accountability for their actions as well as failure to act. 3. Employees and Departments shall openly communicate and cooperate with each other in a constructive way, support each other, and treat each other with dignity and respect. 4. Give and receive direct support and timely feedback without blame or shame. 5. Provide employees the opportunity to grow and learn, and encourage to constructively contribute, not only within their respective departments, but throughout the entire City. Understand employees' needs to know and understand not only the goals and activities of their respective departments, but the goals and activities of all City operations. 6. Encourage innovation and enthusiasm for change. Recognize and plan for the growth and changing needs of the City. 7. Manage on a most cost effective basis recognizing limited resources. 8. An emphasis shall be placed on safety within the workplace and safety for constituents. Understand that failure to report an unsafe condition is as serious as acting in or creating an unsafe situation. 9. Maintain all facilities, vehicles, equipment and infrastructure with pride in a neat and well groomed fashion, recognizing that they are a direct reflection on the City's operations. 10. Manage and maintain a system of accountability which provides an understanding and trust that actions contrary to these goals, City policies, or Law will be addressed on a prompt and consistent basis. 11. Serve as the City's "eyes and ears" by reporting Code violations, City infrastructure con- cerns and other items of note. ADMINISTRATION: 1. Provide the primary initial contact for City Hall customers. The major emphasis shall be the prompt, courteous and consistent response to all contacts. 2. Provide the primary clerical staff for the City, including typing, information processing, copying, and filing. The focus should be fostering cooperation and establishing methods to enhance coordination between the various departments, recognizing the different de- mands of each department. 3. Process all licenses and permits on a timely basis. 4. Serve as the primary manager and clearinghouse of City records. Emphasis shall be to maintain records in an orderly manner while complying with the requirements of the Data Practices Act. 5. Provide for the coordination and implementation of all City development activity, includ- ing Long Range Planning, Zoning, Special Assessments, Subdivisions, Development Agreements, and Building Inspections. 6. Conduct all City, State, and Local elections. FINANCE/PERSONNEL 1. Primary duty shall be to provide all financial support service for the city, including maintaining the general ledger, cash management, utility billings, and fixed assets. The focus should be maintaining the financial integrity of the City, and to require compliance with all laws and policies, and to respond to all activities on a timely basis. This goal also includes responsibility of preparing, monitoring, and implementing the budget, with an emphasis on zealously enforcing the budget. 2. Provide personnel services, including City benefits, legal compliance, recruitment, selec- tion, comparable worth, and enforcement of personnel policies. Provide the primary initial contact for all disciplinary proceedings. 3. Ensure the City's liability exposure is mitigated, including review and maintenance of all city insurance, safety training, legal compliance, and safety audits. 4. Provide leadership in negotiating collective bargaining units. 5. Serve as the primary focus for the purchase of all city data processing equipment. 6. The Billing Department must recognize that it is normally the initial contact for service complaints, and should strive at recognizing the special needs of concerned customers. POLICE 1. Serve as the primary legal enforcement agency within the City. Maintain a high degree of professional standards and ethics in law enforcement, and recognize victims' and accused needs and rights, and legal constraints. Enforcement should be on a timely and consistent basis. 2. Maintain a high degree of visibility within the community through routine patrol, commu- nity functions, departmental programs, and public relations. Establish and maintain the respect of the local community and its constituents. 3. Emphasis the need to keep abreast of current laws and normal police practices. Recognize the need to be proactive in establishing police procedures that deal with reoccurring or anticipated events. 4. Establish and implement interdiction programs aimed at crime prevention. 5. Maintain records in an orderly manner and comply with the Data Practices Act. 6. Provide Civil Defense services and serve as the primary focus, and City spokesperson during community emergencies. PUBLIC WORKS DEPARTMENT 1. Operate and maintain the city's infrastructure including street, sanitary sewer, storm sewer, and water systems as to comply with all City, State, and Federal Laws and commu- nity expectations. Streets and sidewalks should be kept neat, clean and in good repair. 2. Operations should be proactive in nature, anticipating potential problems before they occur, and establishing policies and procedures to respond to reoccurring or anticipated events on a timely basis. Focus on treating customers on a courteous, timely, and consistent basis. 3. Provide all engineering services for the City in a timely and accurate manner, including development plan review, engineering reports, feasibility reports, plans and specs, bid- ding, project oversight, and records. Manage all infrastructure records of the City. 4. Review and approve all permits as required by City, State and Federal Law. 5. Ensure that traffic signs are installed where required and kept in good repair. 6. Provide for the collection or dropoff of all municipal solid waste as required by City, County, State and Federal Law and community expectations. Focus on servicing the customers on a courteous, consistent, and timely basis. 7. Operate and maintain all equipment in a safe manner according to Law. Focus necessary professional training on safety needs. 8. Provide custodial services for City Hall, Senior Center, and Fire Hall, and provide mainte- nance and upkeep at City Hall and Public Works facilities, emphasizing pride and owner- ship. 10. Prepare and update long range plans for all major systems. PARKS AND RECREATION 1. Operate and maintain all city parkland, trails, and park facilities recognizing the diverse needs and expectations of the constituents. The focus should be on beautification and community pride. 2. Prepare and update a long range parkland and trail plan with a primary focus on establish- ing minimum park standards with a trail system which ultimately connects all parks and neighborhoods. A secondary focus should be establishing a Community park with a balifield complex 3. Establish, operate, and promote a wide array of programs, recognizing the wants and expectations of constituents and limited resources. Focus should be on balancing the self sufficiency of programs with the need to provide access to constituents with limited re- sources. Continuously evaluate the effectiveness of each program. 4. Operate the Arena and Swimming Pool cost effectively, with an emphasis on maintaining the facilities in a neat, safe, and well groomed manner, and under the parameters stated in paragraph 3. Provide a schedule which balances diverse inter and intra community inter- ests with the need to generate revenues. Improper customer conduct shall be dealt with quickly and fairly to protect other customer's rights. Customers shall be treated courte- ously but firmly, if warranted. 5. Operate and maintain all equipment in a safe manner according to Law. Focus necessary professional training on safety needs. 6. Diligently protect and enhance the City's urban forest. 7. Operate and maintain the Senior Citizens' Center under the parameters in paragraph number 3. LIQUOR STORE 1. Operate the Municipal liquor store according to Law and Community expectations. An emphasis should be placed on prompt and courteous service to customers. 2. Employees should be knowledgeable in the inventory and customer expectations with a special emphasis on Dram Shop and other appropriate laws. 3. The department is expected to be profitable, but to also recognize another mission of controlling liquor sales within the community. 4. Cash management with strict controls is to be emphasized. 5. The department should operate in a "quasi" private business manner, recognizing the need to market, promote, advertise, and adapt to changing customer needs. 6. The stores shall be kept in a neat and orderly fashion that is customer friendly, with an emphasis on employee pride. 7. Work closely with the Police Department in Liquor Law enforcement and to ensure em- ployee safety and inventory security. FIRE DEPARTMENT 1. Serve as the primary fire safety, prevention, and rescue agency in the City. Maintain a high degree of professional standards in fire safety. Maintain State certification as re- quired. 2. Maintain a high degree of visibility with the community through services, community events, education, and public relations. 3. Emphasize the need to keep abreast of current professional practices and equipment. Recognize the need to be proactive in establishing procedures that deal with fire and rescue protocol and reoccurring or anticipated events. Establish programs and protocol to pre- vent or safely minimize loss to life and property from fire and other emergencies at the highest level within the confines of available resources. 4. Establish and maintain an inspection program aimed at fire prevention and correcting code violations or potential fire hazards. 5. Establish and maintain a HAZ MET program directed towards dealing with chemical spills or fires. 6. Review and approve all fire permits within the Community and contracted areas. 7. Operate and maintain all equipment in a safe manner according to law. Focus necessary professional training on safety needs. • • • • Glossary of Terms Used in . Performance Appraisals and Job Descriptions This section gives you a comprehensive glossary of terms that can be used in performance appraisals and job descriptions.You • may want to share this with the supervisors in your company or . let them know it's available for them to use when it's time to prepare performance appraisals and job descriptions for their de • - partments. • • '. Accountable: The state of being liable to be called to account; - answerable for an action or a decision and for the consequences • for that action or decision. . : • Accountability is the measured effect of a job's end results.The degree to which an employee is accountable for certain results depends upon: • Freedom to act—the degree of personal or procedural control and guidance • • The impact of the job on end results—the degree to which the incumbent personally affects the ultimate results • Magnitude—the general dollar size of areas most clearly or primarily affected by the job Acts: Does or performs something: plays the part of; carries out • • • an action; operates or functions as a substitute for someone or - something; brings about; produces as an effect; discharges or • performs the office or duties of; serves in the capacity of: acts as or for. For example, an assistant supervisor may act as supervisor in the latter's absence in order to provide continuity in the daily overall operations of the department or work group. An incumbent's freedom to act is the degree to which that person is authorized to make decisions without the superior's personal or the organization's procedural control and guidance. . Freedom to act ranges from direct,detailed instructions and close • supervision to general guidance from topmost management (for example, the Chief Operating Officer or the Executive Officers of • ' -. an organization). 173 "Copyrighted material reprinted with permission of the Bureau of Business Practice, 24 Rope Ferry Road, Waterford, CT 06386 • • • Administers: Oversees and performs the details of management functions related to overall policies and procedures; ensures the 0 • execution of policies and plans. In an academic or a health-service environment,an administra- tor may be a high-level executive, establishing comprehensive objectives for the organization or one of its major subdivisions, • taking into account all the forces—competitive,technical,govern- mental, etc.—that bear on the organization's functioning and • progress. • In an industrial business environment, the administrator generally manages the details of executive affairs,without involve- ment in establishing overall business strategy. Advises: Offers advice or counsel to;recommends and suggests; informs or notifies; imparts, apprises, enlightens, coaches. • . For example, a personnel director may be asked to advise supervisors and managers on their legal obligations in recruiting, selecting, and placing minority group members, by interpreting Equal Employment Opportunity guidelines (Title VII of the Civil Rights Acts). Positions that are designed to provide advisory staff services for use by others in taking action or making decisions often have a contributory impact on end results. Allocates: Designates for a special purpose; sets apart for a specific reason; distributes, assigns, or allots according to plan; apportions, consigns, marks off; appropriates to or for; reserves. For example, the director of marketing may allocate different amounts of the marketing budget for various advertising and promotional campaigns for specific company products. Analyzes: Dissects, separates, or breaks down a whole into its parts so as to find out their nature,proportion,function,relation- ship.etc.;makes a close study of or carefully examines all phases; thoroughly investigates point by point or step-by-step; distin- guishes or ascertains elements of; separates into component • parts;examines closely and critically,as in attempting to discover • the nature, extent, and causes of absenteeism in a given depart- ment of the organization. Anticipates:Feels or realizes beforehand;foresees;looks forward 0 174 • • to; expects; acts in advance so as to prevent, preclude; to use in • • advance. . For example,in order to properly motivate employees, supervi- • sors making salary decisions about subordinates should antici- • pate and plan for a subordinate's reaction to those decisions. Appraises: Estimates or judges the quantity or the quality of - something; assigns a value; assesses; evaluates, rates, or mea- • sures, as in judging the performance of a subordinate. Approves: Confirms or consents to officially; regards favorably; commends by word or action; considers right or good; sanctions or ratifies; endorses or accredits. For example, a department head may submit for approval a recommendation to a division manager that one of the subordi- • . •• nates in the department be promoted.Once that recommendation - is approved,it implies official endorsement gained upon conform- ing to standards established by the division manager and/or personnel policy regarding promotions. Assigns: Appoints subordinates to accomplish specific tasks. For example, a maintenance supervisor may assign a specific repair task to a subordinate. Assists: Aids; helps; supports. Task force projects are often completed by having department . heads assist one another in producing a report or a proposed solution to a problem.Here,the department heads frequently have a shared impact on end results. Key subordinates are often called upon to assist their depart- • ment head in writing a report by collecting and analyzing data on which that report will be based.Here,the impact may be contribu- tory. Assures, Ensures, Insures: Makes sure of something; makes a doubtful thing certain;makes secure;promises,pledges, or gives • one's word; to guarantee, as in being held accountable for the • • timely completion of a task force project or for the effective implementation of a sales campaign. For example, a personnel manager may ensure that certain employment tests are used for selecting applicants but may 175 • delegate the actual administration, scoring,and interpretation of • • those tests to a specialist on his or her staff. • • Attends: Is present at; is there; remains; finds oneself at. For example, in order to personally represent a department head at meetings, a given subordinate attends those meetings. • Attendance does not imply authority to act on the behalf of. • • Audits: Examines to verify accuracy or conformity with require- ments. • For example, a personnel assistant may audit the composition of the organization's workforce to assure compliance with EEO • requirements. Authorizes: Grants authority or power to; approves or gives • permission for, sanctions;justifies. For example, a division manager may authorize the sales manager to recruit,select,and place sales representatives without submitting those decisions for approval to the division manager. Conducts: Exercises leadership in a project or a study. For example, a project leader might conduct a research study for a particular product or job (with or without subordinates assigned to the project). Consults: Seeks the opinion or advice of another. For example, a manufacturing supervisor or manager may consult with the quality control department to develop techniques to improve quality in his or her department. Contributes: Exercises restraining or governing influence over activities to accomplish planned results by establishing stan- dards, measuring work in progress, interpreting results, and taking corrective action. Coordinates:Brings into proper order or relation;harmonizes or • adjusts; systematically organizes the activities or functions of • different subordinates to achieve organizational goals. For example, a supervisor or manager may have to coordinate • the respective contributions of various specialists in the depart- ment in order to complete a task force project or to design and implement a local public relations or advertising campaign. • 176 • • • Counsels: Gives advice and guidance to another. • For example,a purchasing agent may counsel a subordinate on the negotiation of contracts with different vendors. Creates: Causes to exist;brings into being; originates; gives rise to;brings about;invests with office or title;brings to pass;brings • into effect; makes,generates,or produces;gives origin to;formu- lates; evolves; erects; pieces together. For example, an engineer may create a new, more efficient • method of manufacturing a product,in a way that decreases cost • per unit produced. Positions in a pure research environment may require the incumbent to work with novel or nonrecurring pathfinding solu- tions. In these situations, the incumbent might be required to develop new concepts and to create imaginative approaches to solve complex problems. Delegates: Authorizes or entrusts with authority a person to act as one's representative or agent; authorizes another person or persons to fulfill one or part of the superior's accountabilities, or designates someone as responsible for achieving a subgoal that contributes to the fulfillment of a goal at a higher level in the organization. Designs:Plans;makes preliminary sketches of;forms in the mind or contrives;plans to do;arranges the parts or details of something especially so as to produce a complete unit or whole. • For example, a production worker may design a proposal for a new,improved method of production that is more economical than • the present one. • Determines: Sets limits to; bounds or defines; settles conclu- sively or beforehand;decides or resolves;reaches a decision about something after thought and investigation; finds out exactly; • ascertains or calculates; concludes from reasoning. . For example, a personnel director may determine that an applicant for employment is not qualified for a given position. • • • Develops: Causes to become gradually fuller, larger,better, etc.; expands, as a business; brings into actuality, as an idea; shows • or works out by degrees; reveals or discloses. • 177 A • • For example,an accounting department employee may develop a new form for projecting the next year's department budget, a form that will facilitate financial analyses by automated data • - processing. Devises: Forms or arranges in the mind; plans, invents, or contrives; fabricates; frames; constructs; builds; sets up; con- cocts;hatches;dreams up; lays plans;lines up; shapes a course. For example, a sales representative may devise a courteous "soft sell" way to greet and assist customers that significantly increases sales per customer. - Directs: Gives authoritative instructions to a person that some- thing should be done to bring about purposeful action toward desired objectives. • • A manager or supervisor who directs others is involved with delegation,motivation,coordination,and management of change and differences. Establishes: Makes stable or Ill n; settles or appoints perma- nently; sets up, installs, or organizes, as a manager who estab- lishes a newly created department. Evaluates: Ascertains or fixes the value or worth of; examines, judges, appraises, or estimates; calculates or sets down the numerical value of; expresses numerically. For example, a person in the safety department may decide to evaluate the effectiveness of a new employee accident prevention program by the degree to which the number and the seriousness of accidents decrease. Examines: Inspects or scrutinizes in detail; observes or analyzes carefully; interrogates or questions formally to elicit facts, infor- mation, or the like; considers or tests introspectively; reflects upon. • For example,before new equipment is ordered, a supervisor or manager may have a subordinate examine all major factors related to the purchase. . Executes:Carries out in the sense of putting into effect;performs or does in accordance with a prescribed design; follows up or pursues to the end; effectuates; puts into practice. 178 • For example,a supervisor or manager is responsible for making . sure company policies are effectively executed in his or her department or work group. • Expedites: Speeds up the progress of; helps along; assists and facilitates; performs quickly and efficiently; precipitates; drives • on; hustles; speeds on its way. . For example,an effective secretary may expedite a supervisor's • or manager's response to a letter by bringing the importance of ' that letter to his or her immediate attention. •• • Follows up: Sees that actions are carried out to the finish. ' For example, a supervisor may follow up with a subordinate to assure that an assigned task has been completed.Or,an employee . who has been given training responsibilities may follow up to • make sure the trainee is following correct procedures. Formulates: Creates, makes; evolves; elaborates; fabricates; constructs;builds;puts up;sets up;prepares;composes;devises or concocts; sets forth in a definite and systematic statement. For example, an advertising department employee may formu- late a new type of newspaper advertising that is particularly effective in increasing sales. Function: The normal or characteristic action of anything; a special duty or performance required of a person or a thing in the course of work.The basic function of a position is the major reason . it exists. • Functional Reporting Relationship: The normal, formal chan- nels by which an employee is connected with co-workers, subor- dinates,and superiors in order to perform the basic function of the job.By defining the functional reporting relationship in an organi- zation, one can determine who reports to whom. A functional reporting relationship could also refer to a situ- ation where a manager or supervisor has a dual reporting relation- ship—one to a functional head within the same function,and one to a general line manager. In this case, the functional reporting relationship is to the functional head and the line reporting relationship is to the general manager.A functional reporting relationship of this sort • is often called a"dotted line" reporting relationship. S 179 • • • • Guides: Prescribes what should be done in very general terms— • such as a steady increase in sales volume—but not how to . . accomplish it.Jobs under broad guidance are subject only to the broad policy and general management. • Review ofguided work is a matter of evaluating the validity of the goals in light of internal circumstances and external constraints, and of appraising progress toward those goals.Typically, execu- tives "guide." • Implements:Completes,performs,fulfills,executes(as a policy); puts into effect; accomplishes. For example, a personnel manager may implement a policy of • evaluating the performance of employees every six months. Initiates: Begins, commences, enters upon, introduces, origi- nates; instructs in the first principles. • For example, a public relations director may initiate a new customer relations program by informing all appropriate employ- ees how to handle customer complaints. Instructs: Furnishes with knowledge; teaches; educates; gives orders to; informs; tells, imparts, familiarizes; acquaints or en- lightens;gives the facts;gives an account of; makes known;gives one to understand; shows how. Positions with a very limited freedom to act are subject to direct,detailed instruction and close supervision. For example, an employee with training responsibilities may instruct new employees on how to operate a piece of equipment by showing them the equipment, explaining its parts, and demon- strating its operation. Integrates: Renders entire or complete; combines into a whole; brings together the parts of. For example, a sales manager may integrate the separate • activities of sales representatives by discussing with them their • respective accountabilities, sales territories, and their interde- • pendence in achieving company sales goals. • Interprets: Clarifies the meanings of; elucidates; expounds the significance of; offers an explanation; renders clear or explicit; explains; diagnoses. 180 • • • For example. a company attorney is frequently asked to inter- pret the practical implications of revisions in existing laws that : • may significantly affect the operations. Investigates: Observes or inquires into a detail; examines sys- tematically; makes an investigation; searches into: explores. • ' For example, a security guard investigating ways to protect company property may probe into and evaluate the relative • advantages and disadvantages of closed-circuit cameras or other type of security system. Issues: Sends out or distributes officially. For example,a department manager may issue procedures and policy guidelines to be observed by all department personnel. Maintains: Keeps in a state of efficiency or validity. For example, a personnel assistant may be expected to main- tain complete and up-to-date records of all personnel actions. Manages:Plans,organizes,staffs,directs,and controls the course of.A manager integrates and coordinates a number of functions, all of which contribute to the achievement of a common goal. The manager is a tactician who translates the overall goals set by higher management into individual and collective goals for subordinates;develops plans for accomplishing goals and directs and reviews progress toward them;delegates to subordinates the task of supervising the details of accomplishment. Motivates: Inspires and stimulates subordinates to maximize their performance and productivity; provides a motive to act in a certain way or achieve a desired end result. For example, a sales manager may attempt to motivate sales representatives by periodically reviewing their performance against established objectives or by recommending the implementation of an incentive pay plan. . Negotiates: Reaches agreement on specific proposals through • discussion or communication with others who hold a different • viewpoint. . For example, a labor relations manager may negotiate with union representatives regarding proposed revisions to a collective bargaining agreement. . • 181 • Observes: Perceives; notices; sees; watches attentively; takes notice; views; discerns; scrutinizes; looks at; studies. For example, a supervisor or manager who carefully observes the effects of decisions on subordinates can frequently predict the • reactions of those subordinates to future decisions. • Organizes: Pulls together into an orderly, functional, structured whole;arranges or systematizes;arranges in a desired pattern for • harmonious or structured action. For example, an employee (or supervisor) who is to report on new equipment, procedures, or products must organize the information, details, and facts before writing the report. Originates:Brings into being;creates;invents;devises;contrives; • concocts; fabricates; brings into effect; gives origin to; sets up. For example, a supervisor or manager who originates a given • aspect of a personnel policy is likely to be strongly committed to its application in his or her department. Oversees: Supervises; sees after the doing of; superintends; inspects; examines; looks after. For example, employees may be responsible for overseeing the quality of the products they produce.Similarly,their supervisor or manager is responsible for overseeing the entire department or work group. Participates: Takes part;joins or shares with others. For example, department heads and their employees might have a shared impact on the achievement of certain companywide goals(such as a 10 percent increase in net profits)if they conferred and participated with each other, and jointly devised and imple- mented specific plans to achieve those goals. Plans: Devises or predetermines a course of action to achieve a desired end result. Planning may involve forecasting; setting objectives; developing strategies to determine achievement of goals; establishing priority, sequence, and timing of activities; • budgeting; and developing policies and procedures. • Prepares: Makes ready beforehand for a specific purpose or some • event,occasion, or the like;puts together or makes by combining various elements or ingredients; puts things or oneself in readi • - 182 • • ness; gets ready. For example, the effectiveness of most meetings is highly • dependent upon how well the meeting leader prepares for them, particularly by anticipating the reactions, comments, and ques • - • tions of meeting participants. Presents: Offers for consideration and/or approval. (See "pro- poses.") Proposes: Puts forward for consideration, discussion, or adop- • tion;suggests;presents or nominates;forms or makes a proposal. For example, most employee-level positions have only the authority to propose and recommend certain courses of action to supervisors and managers,while the latter may be able to accept or reject these proposals and retain the option of implementing them. Provides: Furnishes, supplies, makes available; affords; takes measures in preparation. For example,a supervisor or manager who is skilled in delegat- ing work to subordinates provides those subordinates with ample opportunity to learn from their mistakes without being chastised for them. Recommends: Mentions or introduces with commendation in order to induce acceptance or trial; advises; offers to the favor, attention,or use of another;commends to the attention of another as reputable,worthy,or desirable;makes attractive or acceptable. • For example,in order to attract qualified applicants for employ- ment, the director of personnel may recommend to the company that starting salaries offered to those applicants be increased. Represents: Stands for; symbolizes; depicts; portrays; presents clearly to the mind; describes a person or a thing as an embodi- ment of some specified quality; serves as the official and author- ized delegated agent for; acts as a spokesperson for; is the equivalent of. ' • For example, at a meeting of supervisors and managers, each department head essentially represents the interests of subordi- nates and in this capacity acts as their official spokesperson. • • Reviews:Surveys;looks back upon;studies;considers;examines 183 • • again; goes over to make corrections. For example, a trainer in the accounting department may review the work of a new accountant and point out mistakes and how they can be avoided in the future. Revises:Prepares a newly edited version of;changes or modifies. . For example,a supervisor or manager frequently revises docu- • ments written by assistants. Selects: Chooses from among several alternatives; takes in pref- erence; picks out; makes a choice or selection. • . - For example, a supervisor or manager who selects an employ- • • ment applicant for a key position in the department is basically predicting that the applicant will "successfully" fulfill all the requirements of the position. Serves: Actively carries out duties within the framework of specialized activities, such as those of a committee. For example,a data processing employee may serve on a special task force to develop new quality control procedures. Strategy: The science or art of command as applied to overall planning and conduct of large-scale and long-term operations; a plan or action resulting from the practice of this science.Strategic planning is planning designated for the long-range future. Supervises: Directs and inspects the performance of employees; oversees and superintends.A supervisor clearly prescribes what • . work should be done and how it should be accomplished. Generally, any situations not covered by instructions or rules are referred to the supervisor.A supervisor reviews, in detail, the subordinates'performance of assignments. Surveys: Examines or looks at in a comprehensive way;inspects carefully: scrutinizes; makes a survey; takes a general view. For example,a salary administrator who is asked to propose an incentive plan for an organization's executives sometimes surveys current incentive plans used elsewhere to help custom-tailor one •• for the organization. • Tactics:An expedient for achieving a goal or a strategy.A manager • is a tactician who functions through a group of subordinates who 184 • are in charge of several functions to be coordinated; translates strategy goals into objectives for those subordinates, develops plans to achieve them, and directs and reviews progress. • Tactical planning involves planning the day-to-day or interme- diate-term operations in order to carry out assigned functions and strategy effectively. • • Trains:Coaches in some mode ofbehavior or performance;makes proficient with specialized instruction and practice; teaches a person how to perform a task, make certain decisions, operate equipment, etc. For example, most supervisors or managers have one or two •• • employees they rely on to train new people in the basics of the job. Verifies: Proves the truth of by presentation of evidence or • testimony; substantiates; determines or tests the truth or accu • - racy of, as by comparison, investigation, or reference. For example, to ensure accuracy, a senior accountant fre- quently verifies the work of an entry-level accountant. 185 '' ORGANIZATION CHART CITY r T ) COUNCIL t t 1 Attorney Sr. Center Planning PARAC CATV HPC Adv. Comm. HRA Water Board AHRA Admin. Admin. Fin. Liquor olice Fire ark& P.W. Asst. Dir. Mgr_ Chief Chief Rec. Dir. Dir. 0 Operating Board Advisory ASupervisory Staff L ' ADMINISTRATION dAin. Clerk/Typist Receptionist Planner Bldg. P.T. Official Secretary FINANCE inanc Director Acct. P.T. Acct. Acct. I Clerk Clerk 0 Operating Board Advisory ASupervisory Staff LIQUOR iquor Op. Mgr. sst. Lead Liquor Liquo Clerk Mgr. Part time Liquor Clerk li 0 Operating Board Advisory ASupervisory Staff j AGENDA REQUEST FORM Item No. 5v Name: Tom Kaldunski Department: Public Works 1 Date: December 9, 1994 MeetingDate: December 19, 1994 Category: Consent Subject: Approve 1994 Certification of Mileage/Designation of New Routes - MSA Explanation: I will be presenting an annual report of MSA miles and requesting designation of new MSA streets due to growth. Reference Material/Responsibility Memo/Certification - Tom Kaldunski Referred To: (Name) Department Larry Thompson Development Committee 1:44/e/L-1 Signature . t MEMO TO: MAYOR AND COUNCIL SUBJECT: ANNUAL CERTIFICATION OF MILEAGE AND RESOLUTION TO DESIG- NATE A NEW M.S.A. STREET DATE: DECEMBER 16, 1994 Every year the City Engineer certifies the annual mileage in the City of Farmington. Attached you will find this certification for 1994 and a map indicating MSA routes. The City has continued its pattern of growth, 3.61 miles of street were added to the City in 1994. These streets are associated with the new subdivision developed this year. Currently, there are 45.89 miles of roads in the City. With this growth, the City has the ability to designate additional MSA mileage. A total of 0.68 miles is available. It is to the City's advantage to maximize its designations, to maximize Munici- pal State Aids. Attached is a resolution for the City Council to consider. It is my recommendation that the City Council designate Spruce Street from Denmark Avenue (C.S.A.H. 31) to First Street ( MSA route as an MSA route - 0.50 miles). In addition, attached is a copy of the City's thoroughfare plan. It is recommended that the Coun- cil add Spruce Street from First Street to Pilot Knob to this plan. This will allow future MSA designations on Spruce Street west of Denmark. 4fL/eeinel Thomas J. Kaldunski, P.E. Director of Public Works/City Engineer cc: file Development Committee 159 PROPOSED RESOLUTION NO.R -94 ESTABLISHING MUNICIPAL STATE AID HIGHWAYS Pursuant to due call and notice thereof,a regular meeting of the City Council of the City of Farmington,Minnesota, was held in the Civic Center of said City on the 19th day of December, 1994 at 7:00 P.M. The following members were present: " The following members were absent: Member IY\troduced and Membe seseoned the following resolution: WHEREAS, it appears to the City Council of the City of Farmington that the street hereinafter described should be designated municipal state aid street under the provisions of Minnesota Law. NOW THEREFORE,BE IT RESOLVED by the City Council of the City of Farmington that the road described as follows,to-wit: 212-110-40 Spruce Street from First Street(212-102-030)to Denmark Avenue(CSAH 31) be,and hereby is,established,located,and designated a municipal state aid street of said City subject to the approval of the Commissioner of Transportation of the State of Minnesota. BE IT FURTHER RESOLVED that the City Clerk is hereby authorized and directed to forward two certified copies of this resolution to the Commissioner of transportation for his consideration,and that upon his approval of the designation of said road or portion thereof,that same be constructed,improved and maintained as a municipal state aid street of the City of Farmington,to be numbered and known as municipal state aid street 212-110-40. This resolution adopted by recorded vote of the Farmington City Council in open session on the 19th day of December, 1994. Mayor Attested to the day of , 1994. 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I q/11111 111 COM=888811110411111 ._ IIIIIIIb 1,, Q®am NI IMP 811 IL i `\ j1 � ��nm4, mmt mlm N1...::• �xN66L I 1 it: -m_1_1. - 1 86A5 . 66N w til ®®�1 it■ .. 01' '_ii — OTH \....� l ` 1 5 PARK I!!�F 11 I:: 0l"PI!111 TNN "•=7" IEEE' ill" -Nn 1n NIIIINI■■ ' I. o •...„—: -- I. I'' ^ieae _ ,Ata I PIMP FAIR GROUNDS L I B ST K1-r c<W o c w DICc I\)1'�CGb I�(UN l IPR�— / t E ., . W r € 1 A 1b 511a ET 5`-f5TeM (2/94) w ;' : . k z r € nc m Egeg a s CITY OF FARMINGTON _. — �% LEGEND. 5TFTs--jiaut-I K- IAIG.t.11DaY pg. Ca u.).1-rt 'SMTE—AiD JQIEoJtog 1{ ®PARK -_= FUTURE MINER ANTERIAL AGENDA REQUEST FORM Item No. 5w Name: Tom Kaldunski / /.r- Department: Public Works Date: December 9, 1994 MeetingDate: December 19 . 1994 Category: consent • Subject: Approve Elimination of No Truck Route Designation - Walnut Street Explanation: The City must respond to MnDOT rules which do not allow restrictions of truck traffic on MSA routes. Reference Material/Responsibility Memo - Tom Kaldunski Referred To: (Name) Department Larry Thompson Development Committee Residents of Neighborhood Signature MEMO TO: MAYOR AND COUNCIL SUBJECT: "NO TRUCK SIGNS" ON WALNUT STREET - 2ND TO 3RD STREET DATE: DECEMBER 14, 1994 Attached is correspondence I received from MnDOT regarding truck restrictions on State Aid routes. Cities may not bar trade from state-aid routes for any reason other than weight. Currently, the City has placed "no truck" signs on Walnut Street (an M.S.A. route) between 2nd and 3rd Street. This is not allowed as noted in the attachment. It is my recommendation that the City Council direct staff to remove these signs promptly to comply with the Minnesota Statutes. Thomas J. Kaldunski, P.E. Director of Public Works/City Engineer cc: file Development Committee Jerry Bauer Property owners on Walnut between 2nd and 3rd MINNESOTA DEPARTMENT OF TRANSPORTATION DIVISION OF STATE AID ‘100 FOR LOCAL TRANSPORTATION Technical Memorandum No. 94-SA-11 November 30, 1994 TO: County Highway Engineers Distribution 618 Municipal Engineers Distribution 650 District State Aid Engineers Distribution 046 FROM: Patrick B. Murphy, Directorj 5 lt( State Aid Division for Local Transportation SUBJECT: Truck Restrictions on State-Aid Routes From time to time, the question is raised about banning trucks from state- aid routes. State Aid has always responded that trucks may not be banned from state-aid routes because they are public highways supported by highway user taxes, and should be open to all legal vehicles. There was not, however, a clear rule prohibiting such a ban. In an attempt to clarify and resolve this issue, it was proposed to add language to the state-aid rules expressly prohibiting local ordinances that ban trucks from state-aid routes. After consulting with our legal counsel, we have decided that such a rule is not necessary, and that the statutes themselves are sufficiently clear on the subject. Therefore, based upon Minnesota Statutes, section 169.80 and section 169.87, it remains that cities and counties may not ban trucks from state- aid routes for any reason other than weight. In lieu of additional rules, the following information concerning the legal rights of cities and counties to restrict vehicles from state-aid routes will be placed in State Aid Manual. 5-892.540 SEASONAL LOAD RESTRICTIONS Cities and counties are authorized by Minnesota Statutes, section 169.87, to prohibit vehicles or to impose vehicle weight restrictions on any street or highway under their jurisdiction, whenever a street or highway will be seriously damaged or destroyed unless the use of vehicles is prohibited or the permissible weights of vehicles reduced. Legal vehicles may not be prohibited from state-aid routes for any other reason. Signs indicating the restrictions must be placed at each end of the portion of street or highway that is affected. This technical memorandum will remain in effect until this subject is included in the State Aid Manual. If you have any questions about this memorandum, please call Mark Gieseke at (612) 296-9877. - END - Timmon and Rhonda Shea 200 Walnut St. Farmington, MN 55024 Quinto and Rita Lotti 201 Walnut St. Farmington, MN 55024 Randy and Loray Hanson 204 Walnut St. Farmington, MN 55024 Esther Gerster 207 Walnut St. Farmington, MN 55024 Thomas and Carolyn Ryan 208 Walnut St. Farmington, MN 55024 Mark and Justine Jacobson 213 Walnut St. Farmington, MN 55024 John and Margaret DeBates 19927 Akin Road Farmington, MN 55024 Steve and Barbara Snyder 600 3rd Street Farmington, MN 55024 AGENDA REQUEST FORM Item No. 7.6 Name: Daniel M. SiebenaterJ�t__ -- Department: Ool ice / Date: 12-09-94 12-19-94 Meeting Date: �. Category: Petitions, Requests, Communications Subject: Neighborhood Watch 2nd Street Explanation: Establishment of Farmington's first Neighborhood Watch and Permission to post Neighborhood Watch signs in area. Reference Material/Responsibilty Memo Referred To: (Name) Department Larry Thompson Administrator Tom Kaldunski City Engineer Signature MEMO TO: Mayor and Council SUBJECT: Second Street Neighborhood Watch DATE: December 13 , 1994 Neighborhood Watch is a program of Minnesota Crime Watch. It is a crime prevention program under which a neighborhood organizes and educates themselves in crime prevention techniques . Residents study material on personal and residential security. They take steps to protect themselves and their property. Many will join Operation Identification and mark their valuables with a personal I .D. number. Neighborhood Watch takes these protection measures one step further. Residents of the area make sure they know who their neighbors are and keep an eye on one another' s property. They report suspicious activity and people to the police. When rumors of trouble come into the neighborhood as they will on occasion, the block captains or Neighborhood Watch will contact the police to verify or discredit the rumor and pass accurate information to their neighbors. Neighborhood Watch is not a program in which the City does something for the people . It is a program in which the people, with help from the police, take care of themselves . In Farmington, we have had several requests to start Neighborhood Watch Programs . In each case they are told the same things . This is a citizen driven program, not a City driven program, get a meeting of your neighbors together. At that meeting, an officer addresses the group about personal and residential safety. Residents are enrolled in Operation I .D. When enough people have completed their requirements, the neighbors call a second meeting to choose block captains . It is up to the Block Captain to call meetings and pass along information. We recommend four of these meetings per year. We also recommend social activity with these meetings to encourage familiarity and a sense of community. The residents of the Second Street area have actively pursued the Neighborhood Watch Program. At their first organizational meeting there were about 60 people present . Many of those enrolled in Operation I .D. b Memo: Mayor and Council December 13 , 1994 Page 2 At their second meeting, the group chose four block captains to represent the different areas of the neighborhood. I am very pleased with the self initiated activity of the Second Street Neighborhood Watch group and I am pleased to work with them in making their community a safer and friendlier place. I am requesting authorization to post Neighborhood Watch signs at 2nd and Ash Streets, 2nd and Walnut Streets and in the 200 blocks of Beech and Hickory Streets . If you have any comments or questions, feel free to contact me at your convenience. Daniel M. Siebenaler Chief of Police DMS/m AGENDA REQUEST FORM Item No. 9a Name: Tom Kaldunski /1 Department: Public Works / Y 2 Date: December 9, 1994 j61- MeetingDate: December 19 , 1994 Category: Unfinished Business Subject: Dakota County Estates Traffic Control Study Explanation: Per Council directive of October 17 , 1994. Reference Material/Responsibility Memo - Tom Kaldunski Referred To: (Name) Depai taient Larry Thompson Administration Tom Kaldunski Public Works Dan Siebenaler Police Jerry Bauer Public Works 1;411:1L1/ Signature MEMO TO: MAYOR AND COUNCIL SUBJECT: PETITION FOR STOPS SIGNS IN DAKOTA COUNTY ESTATES DATE: DECEMBER 15, 1994 The City Council received a petition from 20 residents requesting a stop sign at Elkwood Avenue and 183rd Street on 10/17/94 (attached). The City Council directed staff to conduct a traffic study of the entire Dakota County Estates area. Attached is a map of the area showing traffic counts taken recently. The Police Department has been unable to secure part time help to complete the speed survey. The Minnesota Manual on uniform traffic control devices lists 4 warrants for stop signs; 1) intersection of a less important road with a main road 2) street entering a through street or highway 3) Unsignalized intersection in a signalized area 4) other intersections where a combination of high speed, restricted view, high traffic volumes and serious accident record Based upon this manual, the only location of the six studied and outlined on the map that warrants a stop sign is on 185th Street at Embers Avenue. Embers Avenue is a minor collector on the City's traffic plan and it meets warrants #1 and #2. It is anticipated that traffic volume on Embers will also increase as the Prairie Creek Development progress. This is also consistent with the other stops signs that have been installed. I would recommend that the Council order the installation of this stop sign. The other 5 locations do not warrant stop signs and it is my recommendation that stop signs are not installed at any other locations within Dakota County Estates at this time. l Thomas J. Kaldunski, P.E. Director of Public Works/City Engineer TJK/11 cc: file Larry Thompson TJK petitioners I Q - 1 1,1.! - I Y e E7 I s V) . t..'4- I-A n�" � �.� a., A Q A G1 dE a- a a_ iii (-- 2 tz# VI I (r) . ti \ 11 1 1 1 1 1-t-t-644•5-3-1.-t- • - 111111 EQ- .01:ba: ____x:. q Intqqaw son lit si ♦� in N. ..._P.. .. q� � o Q e q �.. 57SE 111134 Mil . .v.. nt 1-:;% R , ....„, mm1©• s � as ram VW 12114 Mil 41V Irr 4it :: M- i 40 � t► ,..„ scrod 4a. Y..__. , .,,, '4 a ci 1.11 ' N#41 444 , . •;, (77:1 ;:3-4_ X IIII ' lac I OM 0:11L-14 1._ I i1IIiW 1���r i ® musam as g INN istr r , a38 a MI . ma= , 21:11 I I I- 44 IIII II CI v r IL9 al,I i't MIMI * . es ..6A. .. fe - II II g lkN IE& 1! 03 a imonot • 0 . .., , - s.,so i _ 4A V ...+iN Or 0 ► 1 1 1 .. i �n �� - f _ 1 1 _ 0....._____- 1., • d �':BbN)1 1OlId ki. ir--- --?.,\.„AW 4_2_ /' MEMO TO: MAYOR AND COUNCIL SUBJECT: RECEIVE PETITION FOR TRAFFIC CONTROL AT ELKWOOD AVENUE AND 183RD STREET DATE: OCTOBER 13, 1994 Attached you will find a copy of a petition submitted by 20 residents near the intersection of Elkwood Avenue and 183rd Street (see attached map). The petition is requesting three items; 1) A stop sign at the intersection— 2) A Children at Play sign 3) 25 mph speed limit — As more growth occurs in the developments of Dakota County Estates, Prairie Creek, Silver Springs and other areas west of Pilot Knob, more traffic is being generated. Rather than react to a single request, it would be in the City's best interest to conduct a traffic study of the entire area. A similar study was done a few years ago which resulted in the traffic signs that exist. This study would identify a number of existing problem areas (i.e. the intersection of Pilot Knob Road and Upper 182nd Street is a prime example) and present an overall traffic control plan for the area that is a consistent with the City's transportation plan. If residents of the entire area have input, such as this request, the best traffic plan can be developed. Residents should provide this input to the City's Engineering Department. In addition, a series of traffic counts and traffic projections would be useful in developing this plan. All traffic controls must be in compliance with the Minnesota Uniform Traffic Manual. Traffic controls should meet the warrants outlined in this manual. It is my recommendation that the City Council direct staff to conduct this traffic study. It may be beneficial to have this study prepared by the City's consulting engineer, Bonestroo, Rosene, Anderlik and Associates. Regarding the second and third requests, State law establishes the 30 mph speed limit. It requires a special order by the State Traffic Commissioner to reduce the speed limit. It is unlikely that this area would meet the required warrants for a reduced speed limit. The City has had a policy of installing "Children at Play" signs near parks and schools only. Installation of these signs has not been very effective in slowing traffic speeds in residential areas. The proliferation of signs should be discouraged. The City Council should officially receive the petition and direct staff to conduct the study. In addition, it is my recommendation that the City Council pass the attached resolution requesting that Dakota County Highway Department conduct a study on the intersection of Pilot Knob Road (C.S.A.H. 31) with 180th, Upper 182nd, Upper 183rd, 185th and 187th Street. I believe some of these intersections may warrant traffic control due to volumes and the occurrence of accidents (particularly at Upper 182nd). /4/‘14, Thomas J. Kaldunski, P.E. Director of Public Works/City Engineer cc: file Development Committee Street crew Engineering crew L �/ (E-�-/ J J' lar•: -/-G"-• A- S - s(f.„., A / T/(.. l O c i+A•e,-- p /— /k 1iv a e•ct A,-e_. ?9-,40 GG cc1 6 3 -5726), _e_ .--.,_/ /',,- A at e,..? 4_7 '/ly� Ct. '‘)/ ____ !P. t y -Ste ee, 4-t\ % 7 4 ;‘ "Ile....... \''''t t i . E_ ta, ____ 4(51, .., Oris YZS-ayS,-0,� / 3 ibi - %-t.idik.., 870A-thf-1e.c.--P .6ejilas,.. _ 1-- �-.) /e_r 1., — t"1 _s JCynn (rt 66, ________L__ ,_ 7___ILice 2__D, #.„,,,„060,A.. -----__ i ..•.--1._.-_'_______-_______-__-,((,'x2-......1. .7__,2._-.. __— 1,:11 PDQ ) __ _,t z._,.-. ,--,_\,,,,-- ,,p,,..,_._,,_1.. . „,/e___ _y, 1--;;/ 1/.:;71'--:7-.', _ ,3 rJC�.y I�A2: ___.._....____ _- _ , �--� _-- -_-_x:11_ 4�c�nc�. 11_ -- - _ J 1 .. _ �� - •• cepC — AGENDA REQUEST FORM } Item No. 9b Name: Larry Thompson Department: Administration Date: December 6, 1994 MeetingDate: December 21 , 1994 Category: Unfinished Business Subject: East Farmington - Final Plat Explanation: Information sent previously. Reference Material/Responsibility Referred To: (Name) Department Development Committee Signature AGENDA REQUEST FORM • Item No. 9c Name: Larry Thompson Department: Administration Date: December 6 , 1994 MeetingDate: December 19, 1994 Category: Unfinished Business Subject: Consider East Farmington PUD Agreement Explanation: Information sent previously. Reference Material/Responsibility Referred To: (Name) Department Development Committee Signature AGENDA REQUEST FORM Item No. 9d Name: Larry Thompson Department: Administration Date: December 6 , 1994 MeetingDate: December 19, 1994 Category: Unfinished Business Subject: Consider Development Agreement - East Farmington Explanation: Information sent previously. Reference Material/Responsibility Referred To: (Name) Depai tiuent Development Committee Signature Memo to: Mayor and Council Subject: East Farmington Development Agreement Date: December 15, 1994 Attached, please find the proposed development agreement for the East Farmington Addition Final Plat. The agreement is of standard form which has previously been used by the City. The following points should be noted: Section 10. Grading Plan. Normally the City does not allow the rough grading of outlots until the final plat has been filed, but since the block parks are listed as outlots, and they are an integral part of the construction site grading, that exception has been noted. Section 13. Phased Development. As noted above, the block park outlots will have been deemed to be final platted upon filing of the Plat. Development Fees. The following development fees will be charged and assessed against the developable lots within the plat: A.Storm Sewer Trunk $103.550.83 B.Water Area $29,0011.10 C.Sanitary Trunk $33,960.00 D.Sanitary Sewer Lateral $52,797.92 In addition the City will assess $199,092.16 against the future phases for Sanitary Sewer Laterals. The City will also collect $54,382.40 for Parkland dedication and $5,652.00 for the initial sealcoating. Section 16. Wetland Mitigation. This is new language which is required under the Water Conservation Act, which states in part that the City ensure that wetland areas are dedicated as such. Tom is presently preparing the legal descriptions. Section 22. Trunk Highway 3 Access. This language has been added as a result of the nego- tiation. The previous scenario presented to the Council had the City acquiring the Hed property and reimbursing itself through TIF, and the developer would install the improvements along TH #3. The proposed language in the Development, P.U.D., and T.I.F. Agreements sets forth that the City acquire the Hed property and the developer immediately reimburses the City for the acquisi- tion. The developer would be reimbursed through excess TIF revenues if available. The City would install the TH #3 improvements and assess the developers share of the costs against the developable property. The TH #3 improvements would be financed through the Road and Bridge Fund, so no borrowing would be required. It is felt this scenario places the City in a more favor- able financial position. Section 26. Security. The following surety will be required: Grading & Erosion Control $285,200.00 Sanitary Sewer Laterals $259,200.00 Monuments $19,800.00 St. Lights & Signs $46,500.00 Water Main $268,900.00 Storm Sewer $140.250.00 Street Construction $590,875.00 Wetlands Mitigation $117,530.00 Blvd. Trees $96,500.00 Two Yrs. Taxes and Assess. $65,370.00 Total Security $1,908,425.00 It is anticipated the Security will be in the form of a cash escrow. Section 31 (K). This is the new language relating to penalties for breach of any terms of the agreement. It is recommended the Council approve the agreement. • Larry Thompson City Administrator ljt cc: Dave Grannis Development Committee Rod Hardy file AGENDA REQUEST FORM Item No. 9e Name: Wayne Henneke Department: Finance Date: December 6, 1994 MeetingDate: December 19, 1994 Category: Unfinished Business Subject: Consider Tax Increment Financing Agreement - East Farmington Explanation: Information sent previously. Reference Material/Responsibility Referred To: (Name) Department Development Committee Signature