HomeMy WebLinkAbout7 Finance and Human Resource Positions Agenda Item #
Memorandum
To: Board of Directors
From: Peter Holzmeister
Date: April 15, 2005
Subject: Setting salary for Finance and Accounting Manager and Human Resource
Administrator positions
Why this matter is before the board: This matter involves amending the Salary Scale for
Management and Exempt Employees to add two new positions. The board adopts and
amends the Salary Scale.
History: During the past couple of strategic plan workshops we have talked about how the
District is growing. The organization needs to change accordingly. We are performing
more sophisticated tasks, using more technology, changing processes, looking further into
the future, planning more. We are at a point where the management of the District needs
to focus on managing process and monitoring and reporting results to the board.
Management needs to constantly evaluate performance and make proposals for
improvement to the board. Management needs to engage in a dialogue with the board
about policy, performance, and long-term trends.
The position of Administrative Services Manager is a key management position at the
District. Mary Chapman is overloaded. She frequently works six days a week or works
until late in the evening. She has no time to review process, monitor performance or look
into the future.
Finance and Accounting: Mary is performing detailed accounting transactions, such as
preparing journal entries. Over the last couple of years there have been new accounting
rule changes such as GASB 33 and GASB 34 which have had a major impact on how we
do and report our work. There will continue to be major GASB pronouncements that will s
increase demands on the accounting staff.
The accounting staff needs closer supervision and support than can currently be provided.
Often work that should be performed each month doesn't get done until the end of the year z making the audit preparation process more time consuming. While Mary performs or
closely monitors the more complex accounting activity, the shear increase in volume and
complexity requires that we have someone who can manage and monitor the activity of the
accounting staff on a daily basis.
Human Resources: Mary and I together are performing detailed human resource functions,
such as conducting salary and benefit surveys. The District continues to add to staff.
Also, we have lost employees for various reasons. Employees have retired, a few have
left because they can't afford to live in Truckee or for other reasons. With the changes in
employment laws particularly in the area health care, privacy and drug testing areas, more
work is required. The hiring process takes a lot more time. As our community and the
District continue to grow, the human resource demands will continue to increase and
become more complex.
The auditors are always evaluating processes for segregation of duties. An area they
have discussed a change in is to separate the human resource activity from the payroll
function. Currently our accounts payable/payroll clerk performs many of the human
resource processes. Filling the position of human resources administrator will help us
accomplish that separation of duties. While there are several of us involved in the human
resource processes, it would be much more efficient to concentrate most of these activities
in a human resource administrator position.
Administrative Services Manager: There are many things that need to be done that end up
on the back burner because there just isn't enough time in the day. Once these positions
are filled and those filling the positions are able to take over some of Mary's current
responsibilities in these areas, she will begin to address other areas of need. She will be
able to manage the department from a higher level. She will continue to review and
monitor the results of the department's work, update and develop much needed policies
and operating procedures, coordinate the revision of department job descriptions and
physical job descriptions, perform employee evaluations on a regular basis, hold more
frequent department staff meetings and work with the management team. Her goal is to
focus on continuing to streamline the operation, improve the skills and education of the
staff and perform long-term planning.
The budget for 2005 contains funding for two new positions: Finance and Accounting
Manager and Human Resources Administrator.
New information: The board conducted a workshop on this matter two weeks ago.
Attached is a proposed amended Salary Scale. The amendment does nothing but add the
two new positions. The rest of the Scale does not change.
Recommendation: I recommend that the board adopted the amended Salary Scale for
Management and Exempt Employees.
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TRUCKEE DONNER PUD SALARY SCALE FOR MANAGEMENT AND EXEMPT EMPLOYEES-2005
Assistant Admin Electric Electric General General Services Water Utility Utility Telecom System Water System Sueerin-ctric Water
Steps Manager Manager Manager Manager Manager Manager En ineer En ineer �— Super
_9.__ tendent tendent
Step 5 $ 131,127.24 $ 120,199.97 $ 98,345A3 $ 98,345.43 $ 98,345.43 $ 98,345.43 $ 92,881,80 $ 92,881.80 $ 87,418.16 $ 87,418.16
Step 4 $ 126,756.33 $ 115,829,06 $ 95,067.25 $ 95,067.25 $ 95,067.25 $ 95,067.25 $ 90,040,70 $ 90,040.70 $ 85,232.71 $ 85,232.71
Step 3 $ 122,385.42 $ 111,458.15 $ 91,789.07 $ 91,789.07 $ 91,789.07 $ 91,789,07 $ 87,199.61 $ 87,199.61 $ 83,047.25 $ 83,04T25
Step 2 $ 118,014.52 $ 107,087.25 $ 88,510.89 $ 88,510.89 $ 88,510.89 $ 88,510,89 $ 84,358.52 $ 84,358.52 $ 80,861.80 $ 80,861.80
Step 1 $ 113,643.61 $ 102,716.34 $ 85,232.71 $ 85,232.71 $ 85,232,71 $ 85,232.71 $ 81,517.43 $ 81,517.43 $ 78,676.34 $ 78,676.34
Entry $ 109,272.70 $ 98,345.43 $ 81,954.53 $ 81,954.53 $ 81,954.53 $ 81,954.53 $ 78,676.34 $ 78,676.34 $ 76,490.89 $ 76,490.89
Support
Services Associate Associate Finance & Human
GIS co- Planning Senior Executive Electrical Steps Manage Water Accounting Resources
—S_ ordinator Director Accountant Secretary En ineer En ineer Manager Administrator
Step 5 $ 81,954.53 $ 85,232.71 $ 78,676.34 $ 78,676.34 $ 54,636,35 $ 81,370.00 $ 81,370.00 $ 92,881,80 $ 68,003.00
Step 4 $ 79,331.98 $ 81,735.98 $ 76,053.80 $ 76,053.80 $ 52,450.90 $ 78,486.00 $ 78,486.00 $ 90,040.70 $ 65,469.00
Step 3 $ 76,709.44 $ 78,239.25 $ 73,431,25 $ 73,431.25 $ 50,265.44 $ 75,602.00 $ 75,602.00 $ 87,199.61 $ 62,934.00
Step 2 $ 74,086.89 $ 74,742.53 $ 70,808.71 $ 70,808.71 $ 48,079.99 $ 72,718.00 $ 72,71800 $ 84,358.52 $ 60,399.00
Step 1 $ 71,464.35 $ 71,245.80 $ 68,186.16 $ 68,186.16 $ 45,894.53 $ 69,834.00 $ 69,834:00 $ 81,517.43 $ 57,865,00
Entry $ 68,841.80 $ 67,749,07 $ 65,563.62 $ 65,563.62 $ 43,709.08 $ 66,950.00 $ 66,950.00 $ 78,676.34 $ 55,330.00