From the 5/21/2013 committee meeting:
CITY MANAGER GONZALES: Yes. And just to clarify on the
Emergency Management position, because Terry is here and the position -- if we
were to approve that position, we would actually just replacing the Records
Clerk position that Terry would be vacating. So, that’s why that’s a lower
number.
COUNCILMEMBER PFLUMM: Well, I was wondering, well, how do
we get a public information person for 70 and an emergency management position
for 45.CITY MANAGER GONZALES: Right. Right. That’s a net number of -- as actually more of a records clerk and then a little bit of additional funding for the creation of the position. Good question.
COUNCILMEMBER SAWYER: But that includes all benefits, the retirement, the whole nine yards?
CITY MANAGER GONZALES: It does. And these are round numbers, so --
(then some other stuff)
COUNCILMEMBER KUHN: Well, which is probably ironic right now, because I -- when we talk about the salaries and how it goes like that, it gets so easy to get it kind of convoluted. So, can we go back to the two positions that you’re looking at in here, both the emergency manager position and the public information position?
CITY MANAGER GONZALES: Uh-huh.
COUNCILMEMBER KUHN: You know, we kind of hear a lot of talk about them and so we’re talking about whether or not they include benefits. You’re telling us they do. So, can you give me a ballpark of what the actual salary that we would pay somebody for that is? Are you saying, I mean, is it about 25 percent less? Is that what your estimate is?
CITY MANAGER GONZALES: Yeah. That would be my estimate. And again, I don’t know yet what kind of skills we’re going to need or what kind of person we’re going to get. You know, it might be that we have a classification position called regular part-time that 30 hours a week might be adequate if we found the right person that that’s the schedule that matched for them. So, I’ve tried to just plug a certain amount of money in there and hopefully you all -- there’s some flexibility and latitude within that, but.
COUNCILMEMBER KUHN: Right. I think it’s going -- it’s so easy I think when we see that number out there, you know, we get a lot of grief when we don’t include benefits, because then we say it’s not enough.
CITY MANAGER GONZALES: Right. Right.
COUNCILMEMBER KUHN: But when you do include them, somebody goes --
CITY MANAGER GONZALES: No. It absolutely is intended to include benefits.
COUNCILMEMBER KUHN: -- $70,000 is a lot of money. So, we’re really talking about a $45,000 probably position plus benefits that go in, potentially in there.
CITY MANAGER GONZALES: Give or take, right.
From the 3/24/2014 City Council meeting:
COUNCILMEMBER MEYER: Yeah. Thank you. I don’t want to
belabor the meeting certainly as it’s already ten o’clock. But I wondered -- I
know Carol and I have had a number of conversations about kind of where the PIO
position is, communications manager. I wondered if maybe we could get a high
level kind of evolution of what it is just for everyone’s information, because
we’ve had so many chats back and forth about it.
CITY MANAGER GONZALES: Yeah. And I included that in my
updates e-mail. So, just a repeat of that pretty much?
COUNCILMEMBER MEYER: Yeah. That would be good.
CITY MANAGER GONZALES: As you all know we advertised and
went through a selection process. We did not find a good fit. There were plenty
of good candidates, good people, but not quite the right fit for us. So, we
have re-advertised. We did re-brand the position as a communications manager
thinking that might appeal more and describe more of what we were looking for. We
did advertise the salary a little differently. Same salary range, but we pumped
it up just to start it at 61, I think, which is within the same salary range.
Again, hoping we get a different -- a few different people looking at it and
then maybe get some good candidates that are a good fit for us. So, we are
actually meeting tomorrow to review, and according to our Human Resources
Manager Liz Crawford, we’ve got -- she thinks there’s several good folks and so
we’ll move forward. I hope that we will find someone good for that. I think
it’s an absolutely critical position for the City and I’m not willing to
compromise on the quality of the person that we’re going to hire, because
there’s good people out there and we need a good person. So, I’m hoping we’ll move
forward soon.
MAYOR MEYERS: Mr. Sawyer.
COUNCILMEMBER SAWYER: I have a question. So, we’ve opened
it up to 61 with benefits, we’re going to be over the 70 mark, right?
CITY MANAGER GONZALES: Possibly. Again, I am open to,
depending on what kind of candidate we get, we may get someone who wants a
30-hour work week. And if so, it would be a prorated amount. Again, as I said
during the budget process, at that point we hadn’t even identified exactly what
skill sets we’re looking for. And now we are more certain of those. So, it
could go up, could go down. Just depends on what kind of person we get.
COUNCILMEMBER SAWYER: But with benefits we’re -- all
right. Sixty, whatever the salary is, we need to add 25 percent on it.
CITY MANAGER GONZALES: About. If we hired someone at the
61.
COUNCILMEMBER SAWYER: All right. All right. Just so I
know.
CITY MANAGER GONZALES: Uh-huh.
COUNCILMEMBER SAWYER: So, that, you know, we need to try
to come in under, you know, at budget at least on something.
CITY MANAGER GONZALES: Well currently, and that number
was budgeted for an annual and actually we have money budgeted in ‘13 for that
position so, that we’ve never spent, and now we’re going to be April, end of
April probably before we get someone on board. So, there is budget authority to
cover that amount or even more. But that’s the target range that we’re looking
at. And hopefully we’ll find the right person, good person with that pay range.
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