RES 76163 - Laserfiche WebLink

June 10, 1976 T0: HONORABLF•. MAYOR ANll ME]~1BERS OF THE CITY COUNCIL FROM: CITY MANAGER SUBJECT: Proposed Managament Compensation Place and Strategy - 1976-77 Over the last several years the Cit}• Council has approved several staff reorganizations which have been directed tcward developing an administra- tive organization which is capable of implementing policy in an effective and efficient manner. In addition an3 consistent with our attecpts to more effectively utilize our personnel, we have attempted Cc snldiEy, broaden, and develop the management staff i.c; order to direct this implementation. In this regard, the City Council has also established a tailor-made compensation plan for management personnel based upon their neecls and in order to recognize the need for compensating for higher responsibility. Generally speaking, it is my opinion that together with the reorganization and internal administrative ter.imiques which have been established, the formulation of the management compensation plan has paid off in greater and better response of the organization to the community and the City Council. As always, the management personnel i!ave no union and do not specifically set forth their requesr.s or demands to the City Council. In this connection. I represent them and generally speaking I am very pleased with their perform- ance this past year. To be sure there is room for improvement and areas in which we must concentrate, but generally I am satisfied that the management personnel of the City are produci.rg well ..^_nd managing the organization in an effective manner consistent with the objectives of the City Council. Background The City Council will recall Chat with regard to the categories of management personnel, the two positions of City Manager and City P.ttorney are the only two staff positions directly arpeinted by the. City Council. The compensation pertaining to these positions is determined by the City Council each year utilizing available salary camparisan data and indi~°idual performance evalua- tion. The second category of positions, nor::val]^ re`erred to as "top management", are positlcn.s directly anpoinr.ed by the City itanager and consist of the three major depart!ser,t heats and City ;^anaFer's etaff.