Why we do so many reclasses, a new Finance Director and Overture employee payouts for sick leave . . . with bk comments.
Here’s the agenda if you want to take a peek at some of the items.
#1 and #2 – a city grant writer position – pass without discussion.
WHY DO WE DO SO MANY RECLASSIFICATIONS?
#3 and #4 – Motion to approve
Mike Verveer asks about personnel board matters, not just Monona Terrace but the next item too, not speak to personalities, all of the personnel board are doing an exceptional job, does the Mayor’s Office have any opinions about reclasses.
Mayor Paul Soglin says that is an appropriate question. He asks Brad Wirtz, Human Resources Director to to speak to what they discussed.
Brad Wirtz says that items 3, 4 and 5 are good examples of how reclass works well, especially 3 and 4, prior to that there were 4 positions, we looked at it and said we thought we could move some duties and distribute duties to people who were there, this one saves $100K, that is an operating efficiency, not don’t just have lower level employees take on higher responsibilities. On number 5, many of classifications are about career progression or development, when someone leaves at a higher level, we hire someone at lower level, then as they gain experience they get compensated better, we keep the salary he same, we leave it in the budget but assume eventually someone will take on the duties and then gets paid, we have to continue to recognize people or we will lose them or you can’t ask them to do the other duties, we are doing it for the right reason, it saves money, most of the reclasses fall into those categories, sometimes we look at them and see one that someone is not getting paid enough, but it’s all about efficiencies and additional responsibilities. I’m not really buying it, I’d like to see some numbers to back that up. It doesn’t really reflect what I feel like I have seen in the past. But maybe this is the way moving forward.
Mayor says that he wants to give more background, there was a time where most departments had not only a Department Head, but they also had a deputy, the number 2 in command of department, as vacancies occurred we made an effort to eliminate the deputy position and distribute work in division heads in the department, the most extreme example is when they deleted the department head himself, Herb Helland, they deleted the Director of Public Works and distributed workloads among 5 divisions, in that case they did not do reclassifications, each division head took on more responsibility, sometimes he wonders if in some instances have we gone too far, he looks at work level and stress level and wonders, as cautionary note. In these situations with Monona Trrace, 4 positions were reduced to three, they will continue to do this as they try to get efficiencies, in this instance its in teh 6 figures but a cautionary note that we do this more and more through the years, we may find we overreached and have gone beyond the capabilities and we may have to come back, and crate a position, but for time being as long as people are willing to take on additional work, and in some cases additional compensation, as we eliminate positions, savings are significant, this is work in progress, we plan to do a check and look again.
Lauren Cnare asks if we do this when there are open positions or are we systemically looking through the organization?
Wirtz says vacancy or attrition.
Debra Simon, the acting Finance Director says that as part of next year’s budget more department heads may be doing it.
Soglin says they will be doing it right up to the budget because as we learn about retirements we will make adjustments where warranted, if it gets too late we will keep the budget in tact but once retirement takes place get a study done and get the recommendation.
Joe Clausius asks if it is a standing directive.
Mayor says yes.
Verveer asks how in item 5 it saves money when it costs $13K, he says he was talking with colleagues and missed that.
Wirtz says it saves money over time, when the last person left they could have hired a labor relations specialists at that level, at range 12, at $80K, instead they hired someone at range 6 at $50K and develop the person by giving them education and experience and educational opportunities for all those years until reached that budgeted level there was a savings. Again, not really buying it, but maybe we’ll see a change in attitude . . . and more staff development opportunities instead of constantly cutting the budget in that regard. Maybe.
Verveer says Wirtz was talking like there would be savings in the future, but it is savings in the past.
Wirtz says it happens all over the place, we have the opportunity to hire the highest levels, the best thing to do is to hire someone at lower level and establish savings and internally development them to a senior level position – in general it is a savings tool.
Verveer agrees, been here for a long long time and gone through a lot of personnel board items and he doesn’t see step increases like we see tonight, Monona Terrace increase is special, but how often do you see 4 step increases, why not a 2 step increases, why did she wait in line to get that step increase.
Wirtz says they don’t happen very often, not ground breaking it has happened with this position in the past, it has to do with development of individual and how quickly they can take on the tasks, Erin did it more aggressively than others, she went and got a master’s degree, her development might have happened quicker than normal or expected to occur, by the time got around to looking at what she is doing she was doing everything in that classifications.
Verveer asks if the average is an increase in 2 levels.
Wirtz says that is average, but more is not unheard of.
Verveer says that only reason asking is twofold, cuz other city employees are asking, when there are furloughs and layoffs bandied about, why are we continuing to go forward with reclasses, with previous mayor his response was that in times of tough budgets and hiring freezes, these are folks are doing good work, they deserve that, but the questions are persistent and will continue to persist. He says it’s helpful when personnel is not unanimous so he takes that seriously too, he wants to close by letting the incumbent know this has nothing to do with her, or her exceptional performance, she has been operating out of class pay since day one, its well deserved, just the timing is rotten when furloughs and layoffs are being talked about.
Mayor says he appreciates that, its part of a comprehensive plan looking at our staffing level and resulting in savings.
Motion passes.
MORE ITEMS NOT DISCUSSED
#5 – Human resources position passes without further comment.
#6 – Mark Hanson’s, the Assessor for the city, 5 year contract was recommended for approval without comment or discussion.
NEW FINANCE DIRECTOR
#7 – Soglin wants to start off by says he is incredibly pleased both that we got an application from David and that the panel that made the recommendation to put him at the top of the list and after he reviewed their recommendation and made an offer, he accepted. His experience is such that even tho he is new to city employment, the learning curve is not steep, he knows state statutes, he knows how we operate, many people in the city knew David, when they heard of the appointment they made comments about wonderful experiences with him in the past. Do you want to say anything in your defense?
David Schmeidicke says thank you, he has long experience with staff, looks forward to bringing that to the city, its a very interesting experience and looks forward to working with staff, he’s gotten a little sense of what is going on and sees it as an exciting opportunity and is excited to be here.
Joe Clausius says they just met a few minutes ago, he has an impressive resume, where do you hail from, do you have a family, do you ride a Harley (Brian Solomon says “or a Schwinn”). Um, for a guy who has sat on the Affirmative Action Commission for over 10 years, you’d think he’d exercise more discretion in an interview type setting – kinda bizarre question.
Schmeidicke says he rides the latter, he’s from Madison, parents moved here when he was less than an week old, he grew up in near west side, went to all Edgewood schools, met his wife at the UW, raised 3 children, that’s his personal background, you can look at the resume for work experience.
Claussius says thank you.
Verveer says welcome and congrats, we have had people from your budget shop here in the past, Andrew Statz.
Schmeidicke says yes, he knows Andrew.
Verveer says one interesting question is have you thought much about how our budgets differ, ours is peanuts compared to the state, but how about the fact working that he was working for executive branch, and not the mere mortals at joint finance, he was in the fiscal bureau, Verveer remembers going to meetings years ago and they had their own desk, now you also work for legislative branch.
Scheidicke says he spent a lot of time at joint finance, he provided information to them, looks forward to it and knows info is important and analysis, it is important to both the executive and legislative branch – he looks forward to it – I missed a bit.
Verveer says one last softball, if confirmed, when start, after next council meeting?
Yes.
Passes.
MORE ITEMS WITH LITTLE DISCUSSION
#8 – Passes, no discussion – Extension of Fire Contract with State
#9 – Passes no discussion – Fired Station Roof
#10 – Cnare asks what “fare media” is?
Solomon says tickets
Crystal Martin – Metro Paratransit Manager introduces herself and is available to answer questions.
There are none and it passes.
#11 – Motion, passes no discussion. Agreement with Regents for technology grant.
#12 – Distributing extra fees Charter collected to WYOU
Cnare says Rummel would like to be added as a sponsor.
Verveer says unfortunate likely the last payment.
Mayor says yes, was nice to get the additional payment.
#13 – Storm water utility item.
Cnare says that whomever gets the unpleasant dredged stuff in their area, if alder she highly recommends to find out where it is going, what looks like and what it smells like, its not just sand, people will be asking questions, beware.
Soglin says unusual not unpleasant. And I think he smiled. 🙂
#14 – Façade improvement grant on E Gorham passes
#15 – George Austin contract for consulting on Public Market, er Parking Ramp, hotel, municipal building blowck.
#16 – Referral of TIF Distict for Whitney Way
SICK LEAVE FOR OVERTURE
Cnare move approval, there are two seconds
Public Comment
Lori kief registered in support but notes money should come from money the Overture gets in 2012.
Deirdre Garton wanted to take a couple minutes to say how pleased they are that they taking up this resolution, leadership at overture have been urging the issue get addressed, it goes to retention of employees and they are anxious to retain as many of them as possible and this will go a long way. She wants to clarify that last fall when all negotiations going on, sick leave was a part of the discussion, it was on the table and was at point where city wanted to remove self as possible owner it came off the table. Council members characterized it as an issue between city and employees, so she wanted to clarify that a little bit, Overture actually caries sick leave and vacation on its books, it’s a liability, it comes off the books when there is a retirement. When they take a cash settlement or purchase health insurance, but funds come out of Overture. She also wants to say there is an ongoing effort and for last 3 to 4 years, some of the issues resolved with the financial situation, a key to the sustainability is about keeping as many of our wonderful employees as we can and sustain the organization for years to come, thanks you. Appreciate it and look forward to further conversations.
No questions.
Cnare added as sponsor, Clausius and Solomon as well.
Verveer concurs with what Deirdre says, Ald Clausius was only person present when they had a closed session a few months ago to discuss, and frankly, this is long overdue, there was a change in the administration and that is understandable for part of the delay but this ¼ million that is the high end, but it was the low end of discussion in closed session, he wants them to know that Wirtz and Human Resources and the city attorney have laid out other scenarios that could have been more substantial. Also, the effect internally on bumping and destruction that might cause is avoided. First and foremost right thing to do, we have to do it, we promised we would and hopes it goes to retention of the employees.
Motion passes.
Move adjournment.
