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From YouTube: May 17, 2017 Executive Committee
Description
Minneapolis Executive Committee Meeting
A
Good
morning,
I
will
call
to
order
this
regularly
scheduled
meeting
of
the
executive
committee
for
May
17
2007
teen
I
am
mayor,
Betsy
Hodges,
chair
of
the
committee
joined
this
morning
by
a
council
member
Reich
and
council.
Vice
president
glutton
and
council
member
Gordon.
We
are
quorum
of
the
committee
and
can
conduct
the
city's
business.
A
We
have
two
items
of
three
pardon
me
items
of
business
before
us
today
are
first
the
2017-18
non-represented
employees,
salary
schedule;
second,
the
political
appointed
employees,
salary
schedule
and
through
the
appointed
position
in
the
human
resources
department,
a
director
of
total
compensation.
So
I
will
ask
mr.
Goss
to
come
up
to
give
a
presentation
on
the
2017
and
2018
non-represented
employees,
salary
schedule
to
be
followed
by
the
politically
appointed
employee
salary
schedule
good
morning.
Mr.
Kyle
welcome
good.
B
Morning,
madam
mayor
members
of
the
executive
committee,
the
two
items
before
you
today
are
kind
of
annual
types
of
things
that
we
have
done
in
the
past,
but
in
terms
of
looking
at
some
other
types
of
changes
that
we're
looking
at
in
the
city,
we
thought
that
it
would
probably
be
wise
to
bring
two
years
worth
of
adjustments
for
these
two
groups.
The
first
group
looking
at
the
non-represented
employees,
were
talking
about
a
group
of
170
employees.
B
When
we
start
looking
at
this
on
a
cash
basis.
This
fits
very
nicely
within
the
two
and
a
half
percent
financial
direction
for
each
one
of
those
years.
The
only
thing
that
we
have
to
be
aware
of
is
that
there
is
a
2.3
5%
tail,
that's
moving
into
the
first
month
of
2019.
That
amounts
to
about
$29,000
or
so,
but
that's
the
recommendation
for
the
non-represented
employees
for
the
politically
appointed
employees.
I
think
we
need
to
remember
that
in
2016
we
changed
the
structure
of
the
salary
schedule
for
the
politically
appointed
employees.
B
In
both
of
those
years,
we
exceed
the
financial
projection.
The
first
year,
looking
at
the
politically
appointed
employees,
we
exceed
that
2
and
a
half
percent
projection
by
$9,000
and
in
the
second
year
we
exceed
that
two
and
a
half
percent
protection
by
$15,000.
Don't
believe
that
that's
something
that's
unreasonable!
We're
looking
at
170
employees
in
the
non
represented
group,
36
employees
in
the
politically
appointed
group-
and
we
make
this
recommendation
for
continuity
similarity
and
to
give
a
little
breathing
room
for
this.
C
B
Basically,
are
individuals
in
the
city
of
minneapolis
who
are
not
in
a
bargaining
unit
and
they
are
not
appointed
employees.
These
are
individuals
in
the
classified
service.
They
work
virtually
in
every
department,
we're
only
talking
about
170
people
we're
looking
at
a
cost
of
a
little
over
14
million
dollars
at
the
beginning
of
2017
and.
C
B
The
Supervisory
departments
that
are
in
the
involve
the
Supervisory
types
of
employees
in
the
infrastructure
departments,
infrastructure
I'm
talking
about
in
human
resources
in
the
finance
department,
some
people
in
cpad
in
terms
of
their
particular
group
and
IT,
their
supervisory
people,
none
of
them
are
represented.
Okay,
that's
very
helpful.
C
B
That's
the
extent
of
the
city
coordinators
authority
without
coming
back
to
the
council.
During
the
same
thing,
you
also
looked
at
it
in
terms
of
market
adjustment
and
the
city
coordinator
under
the
same
conditions,
has
the
authority
to
make
a
market
adjustment
up
to
2.5%.
It
has
an
obligation
to
report
to
the
council
on
all
of
the
adjustments
that
were
made
over
the
course
of
the
year
and.
C
B
C
Did
we
get
one
mr.
cross?
Okay,
all
right,
I
just
want
to
also
at
this
point
and
I
I
thought,
maybe
we'd
be
close,
but
what
the
heck
is
open.
You
know
one
of
the
things
that
we'll
have
to
decide
on
as
a
council
at
the
end
of
the
year
is
a
conversation
for
council
members
and
I
really
want
to
go
on
the
record
to
say
that
I'm
concerned
as
I.
C
C
Galvin
I,
know
you're
your
doctor
way
out
the
door,
but
I
just
I
really
want
to
I
want
us
to
think
about
when
we
have
time
here
before,
we
have
to
make
the
decision
in
December
about
what
the
next
four
years
will
be
for
compensation
for
council
members
to
perhaps
look
at
others,
municipalities
across
the
country
where
they
have
full-time
council
members
where
they
fit
in
the
compensation
structure
in
their
cities
and
and
see.
If
it
is
time
for
us
to
make
some
sort
of
adjustment,
our
council
members.
C
B
Hodges
council
president
Johnson,
we
have
done
salary
surveys
for
the
councilmembers
before
we
would
be
more
than
willing
to
do
those
salary
surveys
again
and
provide
you
with
the
information,
and
you
all
have
the
authority
to
set
your
own
salary
for
the
incoming
council,
and
we
can
just
provide
the
information
to
you.
It
would
be
more
than
willing
to
do
that.
If
that's
what
people
want
to
do.
Thank.
B
Is
a
little
bit
of
a
challenge,
though,
when
we
start
looking
at
other
jurisdictions,
similar
size
and
full-time
councils
there,
that
group
is
kind
of
limited,
so
we're
going
to
have
to
take
a
look
at
some
things
and
possibly
do
some
extrapolation,
so
it
won't
be
just
a
straightforward
numerical
type
of
thing.
We
will
have
to
do
some
mathematical
manipulations
so
that
we
can
get
to
what
if
we
believe,
a
fair
number
might
be,
and
then
you
get
to
decide
whether
you
like
it
or
not.
Thank.
C
A
That
carries
and
then
I
will
also
move
the
staff
recommendation
for
item
2,
2017
and
2018
politically
appointed
employees.
Salary
schedules
any
discussion
on
that,
seeing
none
all
an
approval,
please
signify
by
saying
aye,
aye
I
opposed
abstentions.
That
also
carries
thank
you.
Thank
you
very
much,
mr.
Giles
and
while
I
know
that
you
will
be
here
with
us
for
some
time.
I
am
also
aware
that
I
believe
is
maybe
your
last
official
presentation
in
front
of
the
executive
committee
in
your
current
role
and
wanted
to
thank
you
here
and
say:
congratulations!
A
B
Thank
you
very
much
chair,
Hodges
I,
probably
will
be
back
before
this
group
a
couple
of
times,
probably
in
closed
session,
because
we've
got
some
labor
agreements
that
we're
closing
out.
We've
got
some
out
there
that
are
on
the
horizon,
so
I'll
probably
be
around
for
that,
and
they
have
graciously
tempted
me
to
go
into
a
phased
retirement
thing
so
that
periodically
I'll
be
showing
up
for
things.
I
think.
A
A
D
Morning,
mayor
hodges
members
of
the
effective
city,
we're
here
to
ask
you
to
consider
the
approval
of
a
new
position
and
Human
Resources
title
director
compensation.
The
human
resources
department
is
respecting
its
employee,
Services
Division
upon
the
retirement
of
the
current
director
of
employee
services.
This
week
the
proposed
reorganization
will
result
in
an
expanded
unit
that
will
entail
employee
benefits,
classification
and
compensation.
The
position
will
be
responsible
for
coordinating
and
developing
and
implementing
a
comprehensive
approach
to
total
rewards
that
supports
recruitment
and
retention
of
well
qualified
and
high-performing
employees.
D
To
that
matter,
I
will
actually
ask
the
chief
human
resources
officer
talk
about
how
that
structure
looks
and
answer
any
questions
you
have
about
the
the
business
model
for
that,
but
before
that
I'll
explain
the
value
of
the
job
as
we've
evaluated
it
through
the
classification
process.
We
are
going
to
ask
that
you
adopt
the
findings
that
the
proposed
position
meets
the
criterion
section.
Twenty
point:
one:
zero:
one:
zero
of
the
Minneapolis
Code
of
Ordinances
Paulo
City
Council,
to
establish
appointed
positions.
D
We're
going
to
ask
that
you
approve
the
appointed
position
title
director,
total
compensation
which
has
been
evaluated
at
625
total
points
and
is
allocated
to
grade
13.
We
ask
that
you
approve
the
corresponding
salary
schedule
in
accordance
with
the
appointed
compensation
plan,
which
has
a
range
of
one
hundred
and
ten
thousand
one
hundred
forty
nine
to
130
thousand
five
hundred
and
seventy
four.
E
Morning,
chair
Hodges
and
mayor
members
of
the
executive
committee,
as
we
all
know,
mr.
Goss
will
be
retiring
this
week
as
the
director
of
employee
services
and
in
that
role
that
he
currently
has
the
functions
of
classification,
compensation,
benefits,
wellness
and
Labor
Relations
report
to
that
particular
position,
and
so
we've
taken
a
step
back
to
look
at
number
one.
E
What
would
be
in
the
best
interest
of
the
city
and
then
allows
us
to
have
a
much
more
streamlined
way
of
approaching
total
rewards
and
compensation
and
classification
and
then,
at
the
same
time
recognizing
that
we
cannot
no
longer
continue
to
have
all
of
those
functions
report
to
one
single
function.
Mr.
Dodd
did
a
remarkable
job
in
leading
those
functions,
but
realistically
it
would
be
very
difficult
to
find
someone
with
all
of
the
competencies
and
capabilities
and
skill
sets
that
he
currently
has.
E
So
what
we've
done
is
looked
at
the
best
practices
in
the
field
of
Human
Resources,
which
support
total
rewards,
total
compensation
and,
through
that
process,
decided
that
the
best
way
to
structure
the
position
was
to
have
all
of
those
functions,
classification,
compensation
benefits
and
wellness
report
to
a
total
compensation
director
position.
What
that
allows
us
to
do
is
the
city
is
to
look
at
a
comprehensive
way
of
how
we
view
classification,
compensation
and
benefits
and
take
a
much
more
strategic
and
much
more
holistic
approach.
It
also
allows
us
to
be
more
flexible.
E
It
also
allows
us
to
even
more
aligned
with
our
compensation
philosophy
as
a
city,
and
it
also
allows
us
to
be
able
to
provide
a
much
more
customer
service
focus
to
the
numbers
of
our
employees
is
also
to
the
city
of
Minneapolis.
I
am
available
to
stand
for
questions.
We
are
not
asking
for
additional
allocation,
we're
going
to
realign
on
the
position
around
our
current
salary
structure
within
human
resources,
now
I'm
available
to
stand
for
questions
so.
A
C
E
A
E
A
A
Believe
I
already
made
the
point
about
the
value
of
mr.
Geils
to
the
enterprise.
I
think
that
this
doubles
down
on
evidence
to
that
effect,
and
that
fact
and
renew
my
thanks
to
mr.
Giles
for
his
service.
All
those
in
favor,
please
signify
by
saying
aye,
aye
aye
opposed
abstentions
that
carries
seeing
no
further
business
before
the
committee.
We
are
adjourned.