03-04-94 agendaCITY OF RICHFIELD, MINNESOTA
Study Session Letter No. 16
Agenda March 4, 1991
Issue Statement:
Discussion on the use of "sinking funds" for the depreciation of
certain fixed assets in the General Fund.
Background:
At the City Council meeting of February 11, a question was raised
concerning the use of sinking funds for the depreciation of
certain General Fund fixed assets. The specific items under
Council consideration at the time were tennis court repairs and
carpeting at the Nature Center.
In any discussion of this topic, three significant issues must be
considered:
1. Governmental Accounting and Financial Reporting Standards
2. Costs
3. Ability to identify such assets
Governmental Accounting and Financial Reporting Standards
The Governmental Accounting Standards Board (GASB) is responsible
for setting acceptable accounting and reporting procedures for
governmental units such as the City of Richfield. A publication
of GASB which codified all of the acceptable standards and
practices for governmental units is the Governmental Accounting
and Financial Reporting Standards. These standards are the
measurement by which financial documents of the City are judged
in terms of compliance, such as the City's award winning
Comprehensive Annual Financial Report.
The standards address the issue of depreciation of fixed assets.
Further, the standards speak to the issue of depreciation of
fixed assets with respect to proprietary versus governmental
funds. With respect to proprietary funds, such as the City's
Enterprise Fund, the standards state that "depreciation
accounting is an important element of the income determination
process." Thus, in these funds, such as our liquor and golf
course operations, depreciation is a very integral and necessary
part of the accounting and reporting process.
However, with respect to governmental funds, such as the City's
General Fund, the standard state that "to record depreciation
expense in governmental funds would inappropriately mix two
fundamentally different measurements - expenses and
expenditures." This generally accepted accounting principle
would not allow for depreciation of fixed assets such as the
Nature Center carpeting or tennis court repair in the City's
General Fund. Thus, it is not only improper to depreciate fixed
assets in the General Fund, it is common practice among all
governmental entities not to do so, since most government units
adhere to the standards established by the GASB.
Costs of Depreciating or Amortizing
It is also important to consider that even if the City could
properly depreciate fixed assets such as those previously cited
in the General Fund, it would be financially prohibitive. The
cost of the Nature Center carpeting is approximately $14,000,
while the tennis court repairs are roughly $34,000. There are
dozens of other similar items which would qualify as fixed assets
to potentially be depreciated. Some specific examples are: play
features, tennis courts, furnace /air conditioning, fencing, well
pumps, parking lots, dasher boards, roofs, sewer pumps, carpet
irrigation, boilers, compressors, bleachers, practice tennis
walls, multi - purpose building flooring.
Those items individually range from $10,000 to approximately
$60,000. The cost of setting up depreciation on these items
mentioned alone would be extremely costly. This cost is further
compounded by the loss of General Fund revenues to the City from
state aids in the past few years and the devastating cuts faced
by Richfield in 1991 and 1992. Lack of funds in the General Fund
is one reason that items like the carpeting and tennis court
repairs appear in the Capital Improvement Budget, rather than the
General Fund.
Another aspect of such a depreciation or capitalization process
would be the consideration of whether we utilize an "up front"
capitalization versus a depreciation schedule for these assets,
or both. The upfront capitalization would provide a set aside
for the entire cost of the fixed asset now in addition to the
annual depreciation as the asset wears out.
Difficulty to Identify
A less significant consideration, but nonetheless a very
important one, is the issue of identifying precisely what items
are considered as fixed assets under such a procedure. For
example, arguably since carpeting at the Nature Center is a fixed
asset to be depreciated, carpeting at every other City facility
would be. The same would be true of the roof of each of these
same facilities. Similarly, one must consider the issue of every
parking lot, piece of machinery, flooring, walking path, etc.
As can be seen, the list of such fixed assets would be difficult
to assemble and would likely be very lengthy.
Recommendation:
Discuss the issue of using sinking funds for fixed assets,in the
General Fund.
Basis of Recommendation:
1. The subject of depreciating fixed assets in the General Fund
budget was brought up at the last City Council meeting and
staff was asked to prepare some information on this issue.
2. There are a number of significant reasons why depreciating
fixed assets in the General Fund would be extremely
problemsome.
0 Alternative Recommendation:
None.
Discussion /Decision Mode:
This item has been scheduled for the next Study Session which is
on March 4, 1991.
JDP:tlm
•
Respectfull submitted,
James Prosser
City ager
CITY OF RICHFIELD, MINNESOTA
Study Session Letter No. 15
Agenda March 4, 1991
Issue Statement:
Council discussion of an ordinance regulating the parking of
unattached utility trailers on City streets.
Background
Public Safety constantly receives complaints of trailers which
are not attached to vehicles parked on public streets. These
trailers include:
Boat trailers
Snowmobile trailers
Utility trailers
Construction trailers
The current ordinances of the City do not seem to address this
problem. The current ordinances seem to address it if the
trailer is attached to the vehicle and is parked more than 48
hours. If it were a commercial trailer, it could only be parked
for two hours. Boat, snowmobile, all- terrain, and utility
trailers under 10,000 pounds GVW are exempt from the two hour
limit. These are currently allowed to park for 48 hours,
attached or unattached, to a motorized vehicle.
Recommended Motion:
Staff is recommending that an ordinance be enacted which will
limit the parking of utility trailers, which include:
Snowmobile trailers
Boat trailers
All- Terrain vehicle trailers
Trailers under 10,000 pounds Gross Vehicle Weight
that are unattached to a towing vehicle on city streets for more
than two hours.
Basis of Recommendation:
Staff consistently receives complaints regarding this issue.
Current ordinances regulate commercial trailers over 10,000 lbs.
and limit them to two hours. Other vehicles, including
recreational vehicles or utility trailers attached to tow
vehicles, can park up to 48 hours on City streets. Utility
trailers unattached to tow vehicles are a safety hazard and City
streets are not meant to be a storage area.
Alternative Recommendation:
1. Restrict the parking of utility trailers entirely. This
• could create more confusion and is not necessary.
2. Do nothing. Leave the ordinances as is which would allow
0 these vehicles to remain on City streets up to 48 hours.
3. Increase or decrease the number of hours from two on the
parking of these vehicles.
Decision /Discussion Mode:
Consideration of an ordinance regulating the parking of utility
trailers on city streets and set the first reading for March 11,
1991.
JDP:JDE /lmv
is
•
James D
City Ma
submitted,
ser
BILL NO. 1991
AMENDMENT TO CHAPTER XIII
SECTION 1300, SUBSECTION 1305.27
OF THE ORDINANCE CODE OF
THE CITY OF RICHFIELD
THE CITY OF RICHFIELD DOES ORDAIN:
Subsection 1305.27 of Section 1300 of the Ordinance Code of
the City of Richfield is hereby amended by adding the following
new Subdivision 6.
Subd. 6. Utility Trailers. No person may park or let stand
for more than two (2) hours on any public street or highway a
utility vehicle as defined in Subsection 1325.03(c) of this Code
when such utility trailer is unattached to a towing vehicle.
Passed by the City Council of the City of Richfield,
Minnesota this day of , 1991.
CITY OF RICHFIELD
By
Martin J. Kirsch, Mayor
ATTEST:
Thomas P. Ferber, City Clerk
RC160 -003
•
• CITY OF RICHFIELD, MINNESOTA
Study Session Letter No. 14
Agenda March 4, 1991
Issue Statement:
Review of policy regarding payment of legal fees for Council
Members.
Background:
At the January 28 City Council Meeting, the Council directed
staff to place on a future work study session the issue of
payment of legal fees for Council Members. Attached is a letter
from John Dean outlining general obligations of the City
regarding the payment of legal bills.
Recommended Motion:
Discuss the policy regarding the payment of legal fees for
Council Members.
Basis for Recommendation:
1. Council direction.
Alternative Recommendation:
1. None.
Discussion /Decision Mode:
This matter will be discussed at the Study Session of March 4.
JDP :ds
•
Resgest,fdlAy submitted,
Jame D Prosser
CitytKdnaaer
Attorneys at Law
BERT A. AI.SOP
UL D. BAF.RTSCHI
ONALD H. BATTY
MARY J. BRF.NDEN
STEPHEN J. Bt 81:1.
ROBERT C. CARL.SON
CHRISTINE M. CHALE
JOHN B. DEAN
MARI" G. DOBBINS
JEFFREYENG
STEFANIE N. GALEI':
DAVID L. GRAVEN
CORRINE A. HEINE
JAMES S. HOI.MES
DAVID J. KENNEDY
JOHN R. LARSON
WELLINGTON H. L.AN'
February 28, 1991
Mr. James D. Prosser
City Manager
City of Richfield
6700 Portland Ave., S.
Richfield, MN 55423
Dear Jim:
HOLMES & GRAVEN
CHARTERED
470 Pillsbury Center, Minneapolis, Minnesota 55402
(612) 337 -9300
Facsimile (612) 337.9310
WRITER'S DIRECT DIAL.
337 -9207
RE •EME-H.) 1' {rain lv� l
JULIE A. LAWL.ER
CHARLES L.LEFEVERE
JOHN M. LEFEVRE.JR.
ROBERT J. LINDALL.
LAURA K. MOLLET
DANIEL. R. NELSON
BARBARA 1.. PORTN'OOD
MARI' FRANCES SKALA
JAMES M. STROMMEN
STEVEN M.TALLEN
JAMES J. THOMSON. JR.
LARRY M. WERTHEIM
BONNIE L. WILKINS
OF (OUNSEI.
ROBERT L. DAVIDSON
JOHN G. HOFS('HI.ER
At the January 28 Council meeting, member Mike Sandahl requested that the City Council
undertake to formulate a policy covering the payment, by the City, of legal expenses
incurred by individual council members who become involved in litigation which arises out
of their activities as council members. You have asked me to prepare an information
letter which touches on both the legal framework which would control the various
elements of the policy, and to make some brief comments concerning some of the factors
which the Council may wish to consider as it considers the formulation of such a policy.
For convenience, I will divide my comments between situations in which the council
member is a defendant in litigation and situations in which the council member is a
plaintiff in litigation.
I. Council Member as Defendant.
Cities are required by state statute to defend and indemnify council members for
and against damages (including punitive damages) which are claimed or levied
against council members as a result of activities occurring in the performance of
their duties. The clear public policy behind this statutory mandate is that council
members should be free to perform their duties of office, and to make difficult and
possibly unpopular decisions without fear of being held personally liable.
Because this insulation from liability could possibly lead to an abuse of authority,
state law does exempt cities from being required to pay such costs in instances
where the council member has acted in bad faith. Whether the member has acted
in bad faith is a matter which can only be determined by a close review of all of
the facts and circumstances of the matter.
Mr. James Prosser
February 28, 1991
Page 2
It is my opinion that the question of payment of costs for defendant council
members is covered by state statute and is addressed as well in case law, and that
there is no compelling reason to formulate a policy statement other than to say
that statutory and case law will govern.
II. Council Member A Plaintiff.
The legal principle concerning this situation is a general rule of municipal law that
a municipality, but is not required, to expend monies which advance a
legitimate and important public objective, serve a public purpose, are closely
related to the performance of the responsibilities which are imposed on the
municipality.
Unfortunately, the statement of the general rule does not provide much guidance in
determining how to approach the question of payment in the real life situation.
It is probably more useful to analyze these matters by looking at a number of
questions.
A. Should the City never reimburse a council member?
A determination to never, under any circumstances, (short of a court
direction) reimburse a council member does not preclude a member from
commencing litigation. It may, however, tend to discourage such litigation.
It goes without saying that these kinds of litigation can be disruptive,
divisive, and can affect the ability of the council to work for consensus in
dealing with issues facing the City. On the otherhand, absent such
reimbursement, an issue of important and significant concern to the City
may not be resolved.
B. Are there situations in which reimbursement would be a ro riate? (This
question is reached only if the first one is answered in the negative.
1. Can a distinction be made on the basis of the nature of the litigation?
For example, if a council member is suing at least in part for
personal reasons, such as the denial of a request for rezoning of the
members property, should that be treated differently than a situation
where the member has no personal stake in the outcome of the
litigation?
2. Should reimbursement be available only if the member is successful
in the litigation?
3. Should reimbursement be made only in situations where the member
not only wins, but the action complained of is determined to be
without any possible basis in law or fact?
4. Should a distinction be made between situations where the member is
challenging a f allure to act (deadlock), and a situation where the
member is challenging an action taken by a majority of the council?
•
•
•
Mr. James Prosser
February 28, 1991
Page 3
5. Should reimbursement be made in situations where the litigation
could have been initiated by a person who is not on the council?
6. Should reimbursement be made if the issue could have been resolved
by means other than litigation?
C. Additional Questions.
1. Has the litigation actually advanced a legitimate and important
public objective?
2. Even if such an objective has been advanced, has the litigation, on
balance, significantly damaged the functional relationship of the
council?
3. Should the legal costs of defending a decision not to pay be a relevant
factor?
4. Should the councilmember be reimbursed if reimbursement will
facilitate settlement of the case?
III. Concluding Observations.
The Council will certainly benefit from a thorough discussion of this topic.
However, the formulation of my sort of detailed policy will not only be an
enormous task, but it will also carry with it risks that it may, because of the
policy, be obligated to make a reimbursement on some future matter.
Perhaps a general statement such as the following would be the best approach.
A. In instances in which a council member becomes a defendant in litigation
arising out of the performance of the council member's official duty,
questions of defense and indemnification will be resolved in accordance with
the provisions of state law.
B. In instances in which a council member initiates legal action against either
the City or other council members, as a general rule, the City will not
reimburse such initiating council member for the costs incurred in
connection with the litigation. The council may, however, resolve to pay
part or all of such costs upon a finding by it that extraordinary
circumstances exist which justify payment. A council member should never
initiate such litigation against the City or other council members in the
expectation that his or her legal fees and expenses will be reimbursed.
Respectfully y urs,
�-M-
J B. Dean
JBD:rsr
RC160 -001
•
•
•
CITY OF RICHFIELD, MINNESOTA
Study Session. Letter No. 13
Agenda March 4, 1991
Issue Statement:
Discussion of City selection process.
Background:
At the February 11, 1991 City Council meeting, the City Council
asked that the City's hiring procedure be discussed at the next
Study Session.
The attached memorandum from Melanie Ault, the City's Personnel
Manager, outlines the City's hiring and selection procedures.
The process is set forth in detail from the recruitment
requisition to the job offer. Sample forms and other materials
contained within the packet give a detailed look at the many
aspects of a highly structured recruitment and selection
procedure.
Also attached is a copy of MN Statute 415.16, Employment;
Residence Requirement. The statute directly addresses the issue
of requiring that a person be a resident of the city as a
condition of employment. In Subdivision 1, the statute clearly
states that "no ... city shall require that a person be a
resident ... as a condition of employment... except for positions
which by their duties require the employee to live on the
premises of the person's place of employment."
Further, City Ordinance 310.11, Residency Requirement, states
that while police and fire personnel shall be required to meet
such residency requirements as established by the Civil Service
Commission, "there are no residency requirements for other city
employees." However, in accordance with State Statutes, neither
the City nor the Commission may establish residence or response
time living restrictions for police and fire personnel. Such
restriction may only be established through negotiations with the
respective labor group effected.
Thus, the City does not apply any type of geographic based hiring
preference system. Advertisement for positions is generally
limited to the metro area via the Minneapolis Star Tribune and
the Minneapolis Spokesman. Job specifications are also sent out
to approximately 75 minority recruitment sources and any
appropriate trade journals, newsletters or schools in accordance
with the City's State certified Affirmative Action Plan.
The City's selection process is targeted at hiring the most
qualified applicant for the position. For some selection
processes which have been conducted in the past year,
applications for one position may number well over 100. The
range of applicants' home residency may vary from outstate
Minnesota or out of state as well as many metro area candidates
for typical positions. Many job seekers from outside our area
monitor the Star Tribune Sunday classified ads for employment
opportunities.
Hiring results have included the selection of individuals from
several different communities in Minnesota and especially the
metro area. Selections for the City's permanent part -time and
full -time vacancies during the past fourteen months include
several Richfield residents, who have been the best qualified
applicant for their respective positions.
Recommended Motion:
Discuss the selection procedures as outlined in the packet of
materials.
Basis of Recommendation:
1. The City Council has directed staff to bring this issue
before the City Council at a Study Session for discussion.
2. Background materials have been prepared and are available for
review and discussion.
Alternative Recommendation:
None.
Discussion /Decision Mode:
Discussion on this issue has been identified by the City Council
for the March 4 Study Session.
•
JDP:tlm
Attachments
•
Respectfu submitted,
Jame Prosser
City nager
415.11 GOVERNING BODIES vu6<S
415.11 CITIES OF SECOND, THIRD AND FOURTH CLASS, SALARIES OF
~
GOVERNING BODY.
Subdivision 1. Notwithstanding the provisions of any general or special law, char.
ter, or ordinance, the governing body of any statutory or home rule charter city of the
second, third or fourth class may by ordinance fix their own salaries as members of such
governing body, and the salary of the chief elected executive officer of such city, in such
416.01 Memorials for w,
amount as they deem reasonable.
416.02 Tax levy
War and historic:
Subd. 2. No change in salary shall take effect until after the next succeeding munic-
416.05
416.o6 construction.
ipal election.
History: Ex1967 c 42 s 1,2; 1976 c 44 s 34
416.01 MEMOR
415.15 CITY COUNCIL RESIGNATIONS, VOTING ON SUCCESSOR.
The governin
approval of a mak
No resigning member of a city council shall participate in a vote of the council to
tlon called for the
choose a person to replace the resigning member.
whereof the prop(
History: 1974 c 36 s 1
ordinance providi
415.16 EMPLOYMENT; RESIDENCE REQUIREMENT.
monument or p
marines, and war
Subdivision 1. Notwithstanding any contrary provision of other law, home rule
the supervision ar
charter, ordinance or resolution, no statutory or home rule charter city or county shall
The estimated cos
require that a person be a resident of the city or county as a condition of employment
or building, shall t
by the city or county except for positions which by their duties require the employee
vided, that no sun
to live on the premises of the person's place of employment.
excess of the amoi
Subd. 2. A statutory or home rule charter city or county, except if it is located in
such approval, is a
the area defined in section 473F.02, subdivision 2, may impose a reasonable area or
ment or parks or t
response time residency requirement if there is a demonstrated, job - related necessity.
_ shall be designate(
Subd. 3. A statutory or home rule charter city or county may impose a reasonable
History: (1933
residency requirement on persons employed as volunteers or as members of a nonprofit
firefighting corporation if there is a demonstrated, job - related necessity. The residence
416.02 TAX LEV
requirement must be related to response time and established without regard to politi-
For the purpo
cal subdivision boundaries.
such city may levy
History: 1981 c 181 s 1; 1984 c 585 s 1; 1985 c 197 s I
cost of such buildit
rately levied, and ,
only for the purpo.
History:.(1933
416.03 [Repeal(
416.04 [Repeal(
416.05 WAR AM
The governing
historical museum.
History: (1933
416.06 CONSTRI
Insofar as sect
deemed as amenda
affect any building.
under.
History: (1933
416.07 BUILDIN,
OTHER PUBLIC
x Each city of th
Richfield City Code 310.09
io310.09. Appointments. Subdivision 1. General. Appointments to the municipal
service shall be made by the manager. Appointments shall be made on the basis
of merit and fitness for the position. Department heads shall be appointed by
the city manager, subject to council approval in accordance with section 6.02,
subsection 3 of the charter: other appointments to positions in the municipal
service shall be made by the city manager after receiving the recommendation of
the appropriate department head and shall be in accordance with the rules of the
joint fire and police civil service commission where applicable.
Subd. 2. Original appointment. An original appointment shall be made by
the city manager from among the qualified eligible applicants who indicate a
willingness to accept the position.
Subd. 3. Transfer. The manager may transfer any employee from one posi-
tion to another position in the same class or from a position in one class to a
position in another related class in the same salary range.
Subd. 4. Demotion. The manager may demote an employee who becomes phys-
ically or mentally incapacitated or for any other reason cannot perform the
duties and responsibilities of the position he currently occupies, or who wishes
to be demoted for other personal reasons. The demotion may be to a position in
a lower class if the employee is qualified to perform the duties of such posi-
tion.
Subd. 5. Promotion. Whenever reasonably possible, the manager may fill
vacancies in the municipal service by promotion of permanent employees. Notice
of vacancies shall be posted for at least five days at locations where employees
may become aware or promotional opportunities. Where candidates for promotion
are equally qualified, the manager shall give consideration to the candidates'
length of service.
Subd. 6. Provisional appointment. Provisional appointments may be made by
the manager only to prevent the stoppage of public business or inconvenience to
the public. A provisional appointment shall terminate by (i) action of the
manager, (ii) by expiration of the period during which any such appointment is
limited by civil service or any other law, or, (iii) by the effective date of a
regular appointment to the position.
Subd. 7. Reinstatement. The manager may reinstate any employee who has
left city employment in good standing if such action is in the best interests of
the municipal service. Upon petition of the reinstated employee the manager may
restore to such employee all or any portion of any unused leave benefit accrued
during previous employment in the municipal service for which the employee has
not been compensated. Reinstatement of employees who have been on military
leave is regulated by Minnesota Statutes, section 192.26.
310.11. Residency requirement. Police and fire protection personnel employed
by the city shall be required to meet such residency requirements as shall be
established by joint police and fire civil service commission. There are no
residency requirements for other city employees.
0
Advertisement
If.`there�w al be an= external recruitment,. Personnel follows
City ordinance and the `City's Affirmative Action policy in!''
placing advertisement`s..'.The City has adopted;an`"Equal
'Employment Opportunity Policy'Statement (attached) which
states that the'City will take Af firmative Action,to ensure
y
that all employment practices are free from unlawful
discrimination.
The City has adopted'an.Affirmative Action policy which
out lines..procedures`'to be taken to eliminate artificial
barriers to employment and promotion`(attached).
When placing advertisements,; the City mails the job
announcement or job spec to. approximately 75 recruitment
sources=(attached'). Each recruitment source is "- notified that
qualified protected class- members are•encouraged to appl'y:.
The City also advertises in the'Sunday Star Tribune, the
Thursday SDokesmanany apprbpriate trade journals or
schools, or other area newspapers.
Personnel also reviews Affirmative Action statistics acid
reports to 'determine if additional recruitment is necessary .
to` attract qualified protedted class members. A position may
be. advertised an additional amount of time to allow for
additional recruitment.'
Application Submission
App, icants may submit completed applications up to the
closing date and time. ,..Personnel records the voluntary
•
survey,data and reports it to the Minnesota Departmentt of
Human Rights.
Screening_ Applications
The Supervisor and Personnel screen all of the applications.
The Hall'vs. City of Champlin case (attached) now mandates'
that cities use "a 100 - point system to screen and rate
applicants, and to award:Veterans Preference points. The,
City uses a 100 -point system (attached).'
If possible, the Supervisor and Personnel develop an
application score sheet (sample attached). The scope sheet
is, developed from criteria identified in the job spec, the
desirable knowledges skills'and abilities.which they City:
requests the applicants possess.
The Supervisor scores each application and selects a cut -off
point;jeveryone who scores that level or better mo es on to
process.. pp ins contain next step in the
private as well, as public data. Care must be taken so as
only the Supervisor has access to those applications (MS
13.43 'attached).
POSITION RECRUITMENT REQUISITION
City of Richfield
TO: Personnel Division
DATE:
Please begin recruitment procedures for the following position:
POSITION TITLE
DEPARTMENT /DIVISION
POSITION INCUMBENT
INCUMBENT'S DATE OF TERMINATION
INDIVIDUAL TO CONTACT REGARDING DETAILS FOR RECRUITMENT OF THIS
POSITION
I
PERSONNEL USE ONLY:
TSP Processed:
Yes / �/ No
Not Applicable I
•
Department Head Signature Date
Personnel Manager Signature Date
City Manager Signature Date
e
THE CITY OF RICHFIELD, MINNESOTA
Announces An Opening
For The Position Of
CITY PLANNER
SALARY
Salary Range: $33,030.40 /year minimum to $46,217.60/year
maximum, plus full City benefits.
NATURE OF WORK
Under general direction, is responsible for the overall
direction of the Planning and Zoning Division and performs
related duties as necessary.
EXAMPLES OF WORK PERFORMED
Plans, organizes and directs the planning and zoning function
of the City.
Administers the City zoning ordinance and coordinates all
related permit issuance.
Administers the City's Community Development Block Grant
program, from application preparation to program monitoring
and evaluation.
Supervises and coordinates the development and maintenance of
the comprehensive plan for the City.
Administers the off - street parking permit process, including
• applications, contracts, inspections and bonding.
Relieves the Community Development Director of routine
administrative duties and assists with a variety of other
administrative functions.
Prepares and administers the annual operating budget of the
Division.
Administers the subdivision regulations of the City.
Identifies various funding sources for a variety of projects,
making applications as needed.
Performs a variety of research duties for the Community
Development Director, on matters relating to planning and
zoning.
Provides information to the general public relating to
planning and zoning issues and procedures.
DESIRABLE KNOWLEDGES, SKILLS AND ABILITIES
Knowledge of the principles, practices and administration of
municipal planning and zoning.
Knowledge of the principles and techniques of the collection,
compilati
Knowledge of
Knowledge of
municipal
Knowledge of
Knowledge of
Dn, analysis and presentation of data.
public and private grant funding.
local, state and federal law pertaining to
planning.
municipal government.
the principles and practices of supervision.
0 (over)
City Planner Page Two
Ability to organize, schedule and complete projects in a
timely and efficient manner.
Ability to administer programs relating to planning and
zoning.
Ability to gather, compile and present data to the general
public, City administration and the City Council.
Ability to supervise the work of others.
Ability to communicate, both orally and in writing,
effectively and aggressively while maintaining positive
working relationships.
Ability to establish and maintain effective working
relationships with coworkers and the general public.
Ability to make verbal, written and graphic presentations.
Ability to work under pressure and meet deadlines.
DESIRABLE TRAINING AND EXPERIENCE
A combination of training and experience substantially
equivalent to graduation from an accredited college or
university with a Bachelor's Degree in Planning, Urban Studies
or closely related field and several years experience in
municipal planning and zoning, including supervisory
experience.
APPLICATIONS
• Application forms, copies of this bulletin and additional
information may be obtained by contacting the Personnel
Office, City of Richfield, 6700 Portland Avenue South,
Richfield, Minnesota 55423/861 -9700 between 8:00 a.m. and
4:30 p.m. Monday- Friday. THE CLOSING DATE FOR SUBMITTING
APPLICATIONS IS FRIDAY, JANUARY 26, 1990 AT 4:30 P.M.
AN AFFIRMATIVE ACTION /EQUAL OPPORTUNITY EMPLOYER /MFH
Personnel Office
City of Richfield
December 14, 1989
0
THE CITY OF RICHFIELD, MINNESOTA
Announces An Opening
For The Position Of
9 -1 -1 DISPATCHER
(Full -Time)
Promotional Opportunity
Open Only to Current City of Richfield Employees
SALARY
Starting Salary: $20,238.40 /year, plus full City benefits.
Salary Range: $20,238.40 /year minimum to $25,896.00 /year
maximum.
NATURE OF WORK
Under general supervision, performs public
communications dispatch work in a controlli
operates 24 hours a day, 365 days a year.
handling 911, emergency, and non - emergency
transmitting and receiving radio messages,
terminals, and other public safety support
required.
safety
Bd environment that
Duties include
phone calls,
use of computer
services work as,
EXAMPLES OF WORK PERFORMED
Answers and screens emergency and non - emergency telephone
calls.
Dispatches appropriate police and fire units.
Makes decisions related to priority of calls and
dispatches accordingly in a clear and concise manner.
Offers direction on a variety of problems presented by the
public and gives general information to the public.
Maintains record of dispatched Initial Complaint Report (ICR)
calls.
Monitors and receives a variety of radio transmissions from
police and fire units both in the city and elsewhere in
the Metro area.
Orders assistance equipment, checks computer files, sends
messages, and performs other support functions as
requested by field officers.
After hours and on weekends, assists with walk -in counter
traffic.
Monitors detention facility when persons are incarcerated
at the Public Safety Building.
Operates a variety of office machines and appliances.
DESIRABLE KNOWLEDGES SKILLS AND ABILITIES
Good knowledge of police and fire functions and purpose.
Good knowledge of Richfield and Metro area geography.
Ability to hear all human voice ranges and hear concisely
from several different sources at one time.
Ability to understand and speak English clearly.
Ability to read and understand written English.
Ability to express oneself clearly and concisely.
Ability to use a keyboard and type a minimum of 25 wpm.
• Ability to do multiple tasks at the same time.
Ability to sit at the same work station for extended periods
of time.
(over)
911 Dispatcher (Full- Time)
Page Two
Ability to function in a work environment with multiple
is stimuli.
Ability to perform satisfactorily during quiet times and
time of extreme stress.
Ability to establish and maintain effective working relations
with others.
Ability to maintain confidentiality.
DESIRABLE TRAINING AND EXPERIENCE
A combination of training and experience substantially
equivalent to graduation from high school. Work experience
involving telephones, public interaction, problem solving,
computer keyboard use, and multiple task work highly desired.
Previous Public Safety experience preferred, but not
required. At least two years of continual work experience
also desired.
APPLICATIONS
Application forms, copies of this bulletin and additional
information may be obtained by contacting the Personnel
Office, City of Richfield, 6700 Portland Avenue South,
Richfield, Minnesota 55423/861 -9700 between 8:00 a.m. and
4:30 p.m. Monday- Friday. THE CLOSING DATE FOR SUBMITTING
APPLICATIONS IS WEDNESDAY, DECEMBER 5, 1990 AT 4:30 P.M.
AN AFFIRMATIVE ACTION /EQUAL OPPORTUNITY EMPLOYER /MFH
Personnel Office
City of Richfield
November 28, 1990
0
THE CITY OF RICHFIELD, MINNESOTA
Announces An Opening
For The Position Of
ZONING ADMINISTRATOR
(Community Development /Planning & Zoning Division)
SALARY
Starting Salary: $23,587.20/year, plus full City benefits.
NATURE OF WORK
Under general supervision, responsible for assisting in the
administration of the City Zoning Ordinance, permit
applications, offstreet parking contracts, and special
projects and other duties as assigned.
EXAMPLES OF WORK PERFORMED
Assists in the administration of the City Zoning Ordinance.
Assists in the administration of offstreet parking contracts
and permit applications.
Assists the public by phone and in person, providing technical
information and assistance regarding land use regulations
and city codes and providing process information as it
relates to Planning Commission and City Council approval.
Assists in writing Council letters, Planning Commission
letters and resolutions to fulfill the legal.requirements
for public hearings, cooperative agreements, offstreet
parking bond releases, Planning Commission resolutions and
planning reports.
Processes, in a timely and accurate manner, all permit
applications as required by local and state regulations,
including but not limited to mailed notices, legal
notice publications and related requirements.
Maintains complete and accurate recordkeeping as it relates
to zoning case files and other pertinent information.
Provides staff support to the Planning Commission and Hearing
Examiner, attending monthly meetings.
Assists in conducting studies in existing ordinances and
research in order to propose amendments to existing
ordinances.
Disseminates plans and information among appropriate City
departments and coordinates interdepartmental review for
permit applications.
Investigates complaints, violations, and assists in enforcing
the City code.
Assists in the preparation of graphics for public
presentations.
Assists in special projects, as assigned.
(over)
•
Zoning Administrator Page Two
DESIRABLE KNOWLEDGE SKILLS AND ABILITIES
Ability to deal with the public, developers, citizens,
Commission Members, etc. with courtesy and discretion.
Ability to communicate effectively, both orally and in
writing.
Ability to interpret and apply the zoning ordinance.
Knowledge of current planning practices, theories and
techniques.
Knowledge of architectural techniques, building codes, and
landscape architecture.
Knowledge of statutes, federal and state regulations, court
decisions and public administration practices related to
planning.
Knowledge of technical writing and technical drawing
interpretation.
DESIRABLE TRAINING AND EXPERIENCE
Proven ability to work with the public required. Two or four
year degree with emphasis in Urban Planning, Design, Landscape
Architecture or Public Administration preferred. Experience
in zoning administration preferred.
APPLICATIONS
Application forms, copies of this bulletin and additional
• information may be obtained by contacting the Personnel
Office, City of Richfield, 6700 Portland Avenue South,
Richfield, Minnesota 55423/861 -9700 between 8:00 a.m. and
4:30 p.m. Monday- Friday. THE CLOSING DATE FOR SUBMITTING
APPLICATIONS FRIDAY, JANUARY 12, 1990, AT 4:30 P.M.
AN AFFIRMATIVE ACTION /EQUAL OPPORTUNITY EMPLOYER /MFH
Personnel Office
City of Richfield
December 14, 1989
THE CITY OF RICHFIELD, MINNESOTA
Announces An Opening
For The Position Of
• COMMUNITY SERVICE OFFICER
DEPARTMENT OF PUBLIC SAFETY
SALARY
Starting Salary: $8.83 /hour, plus partial City benefits
(excludes insurance).
Salary Range: $8.83 /hour minimum to $11.28 /hour
maximum.
HOURS
Minimum of 20 hours per week, maximum of approximately 45
hours per week. Must be able to work varied shift hours
on a short notice.
FRINGE BENEFITS
Vacation, personal leave, and holiday accrued on a pro -rated
basis when working 40+ hours during a two -week pay period.
NATURE OF WORK
Under general supervision, perform animal control functions,
perform administrative tasks as required; and perform related
work as required assisting other Public Safety functions.
EXAMPLES OF WORK PERFORMED
Receives messages and information in writing, by telephone and
• radio, gives such information as may be required.
Operates data input terminal and maintains file reference.
Performs various ordinance enforcement functions, such as
bicycle safety, health code violations and certain
parking violations, as well as assisting police and fire
personnel as the need arises in a variety of situations.
Maintains police equipment; i.e., taking vehicles to car wash,
taking vehicles in for radio repairs, etc.
Performs administrative tasks, such as delivery of council
agenda, mail runs, etc.
Picks up stolen bicycles.
Handles animal control enforcement and pick up of abandoned
property.
U
DESIRABLE KNOWLEDGES, SKILLS AND ABILITIES
Knowledge of Public Safety communications procedures and
equipment.
Ability to follow oral and written instructions.
Ability to express oneself clearly and concisely, orally as
well as in writing.
Ability to maintain composure under pressure.
Ability to type.
Ability to establish and maintain effective working relations
with general public and other employees.
Willingness to work various shift hours.
(over)
Community Service Officer
Page Two
DESIRABLE TRAINING AND EXPERIENCE
• A combination of training and experience substantially
equivalent to graduation from high school.
APPLICATIONS
Application forms, copies of this bulletin and additional
information may be obtained by contacting the Personnel
Office, City of Richfield, 6700 Portland Avenue South,
Richfield, Minnesota 55423/861 -9700 between 8:00 a.m and
4:30 p.m. Monday- Friday. THE CLOSING DATE FOR SUBMITTING
APPLICATIONS IS AT 4:30 P.M.
AN AFFIRMATIVE ACTION /EQUAL OPPORTUNITY EMPLOYER /MFH
Personnel Office
City of Richfield
•
n
LJ
THE CITY OF RICHFIELD, MINNESOTA
Announces An Opening
For The Position Of
SWITCHBOARD /RECEPTIONIST
SALARY
Starting Salary: $8.00 /hour, plus partial City benefits
(excludes insurance), for 20 hours /week.
Salary Range: $8.00 /hour minimum to $10.22 /hour maximum.
NATURE OF WORK
Under general supervision, performs clerical work of average
difficulty in the operation of a digital console switchboard;
acts as City Hall receptionist; and performs related work as
required.
EXAMPLES OF WORK PERFORMED
Operates a digital console switchboard in answering and routing
all incoming calls.
Assigns new extension numbers and keeps general records on
matters dealing with City Hall telephones.
Acts as information center and receptionist, answering routine
questions and directing the public to services.
Performs general clerical duties, such as receipt, stamping and
routing of incoming mail; receipt of utility payments and /or
assessment materials; scheduling use of meeting rooms;
maintaining petty cash funds; scheduling tours of city
facilities; filing, stuffing envelopes, and other clerical
• tasks.
May operate office machines and appliances, including the
typewriter to a limited degree.
May train other clerical personnel in telephone operation.
DESIRABLE KNOWLEDGES, SKILLS AND ABILITIES
Good knowledge and skill in the operation of a digital console
switchboard.
Good knowledge of office practices and procedures.
Knowledge and ability to perform clerical work of an average
difficulty.
Knowledge of basic arithmetic computations.
Ability to greet and deal courteously with the general public.
Ability to perform under stress.
Ability to communicate effectively, both orally and in writing.
Ability to monitor phone equipment, recognize problems and
arrange for immediate service.
Ability to perform routine cashiering duties.
Ability to interpret citizen inquiries and direct them to
proper informational resources.
Ability to establish and maintain effective working
relationships with others.
DESIRABLE TRAINING AND EXPERIENCE
A combination of training and experience substantially
equivalent to graduation from high school, preferably
• supplemented by switchboard /receptionist experience, especially
in the operation of a digital console system.
(over)
Switchboard /Receptionist Page Two
•
APPLICATIONS
Application forms, copies of this bulletin and additional
information may be obtained by contacting the Personnel Office,
City of Richfield, 6700 Portland Avenue South, Richfield,
Minnesota 55423/861 -9700 between 8:00 a.m. and 4:30 p.m.
Monday- Friday. THE CLOSING DATE FOR SUBMITTING APPLICATIONS IS
FRIDAY, JULY 20, 1990 AT 4:30 P.M.
AN AFFIRMATIVE ACTION /EQUAL OPPORTUNITY EMPLOYER /MFH
Personnel Office
City of Richfield
July 10, 1990
r1
U
n
U
4778
.o 179A.25, the
herwise stated.
nit of employees
the term means
intent relations
s any employee
r in meeting and
ilf of the public
es of the regents
:mployee who:
yer in collective
)ublic employer.
;" or "commis-
- formance of the
atives of public
ling in advance
to an agreement
.ipel either party
s any aon so
cent o time
4779 PUBLIC EMPLOYMENT LABOR RELATIONS 179A.03
Subd. 13. Professional employee. "Professional employee" means:
(a) any employee engaged in work (i) predominantly intellectual and varied in
character as opposed to routine mental, manual, mechanical, or physical work; (ii).
involving the consistent exercise of discretion and judgment in its performance; (iii)
of a character that the output produced or the result accomplished cannot be standard-
ized in relation to a given period of time; and (iv) requiring advanced knowledge in a
field of science or learning customarily acquired by a prolonged course of specialized
intellectual instruction and study in an institution of higher learning or a hospital, as
distinguished from a general academic education, an apprenticeship, or training in the
performance of routine mental, manual, or physical processes; or
(b) any employee, who (i) has completed the course of advanced instruction and
study described in clause (iv) of paragraph (a); and (ii) is performing related work under
the supervision of a professional person to qualify as a professional employee as defined
in paragraph (a); or
(c) a teacher.
Subd. 14. Public employee. "Public employee" or "employee" means any person
appointed or employed by a public employer except:
(a) elected public officials;
(b) election officers;
(c) commissioned or enlisted personnel of the Minnesota national guard;
(d) emergency employees who are employed for emergency work caused by natural
disaster;
(e) part-time employees whose service does not exceed the lesser of 14 hours per
week or 35 percent of the normal work week in the employee's appropriate unit;
(f) employees whose positions are basically temporary or seasonal in character
and: (1) are not for more than 67 working days in any calendar year, or (2) are not for
more than 100 working days in any calendar year and the employees are under the age
of 22, are full -time students enrolled in a nonprofit or public educational institution
prior to being hired by the employer, and have indicated, either in an application for
employment or by being enrolled at an educational institution for the next academic
Year or term, an intention to continue as students during or after their temporary
employment;
(g) employees providing services for not more than two consecutive quarters to the
state university board or the community college board under the terms of a professional
or technical services contract as defined in section 16B.17, subdivision 1;
(h) employees of charitable hospitals as defined by section 179.35, subdivision 3;
(i) full -time undergraduate students employed by the school which they attend
under a work -study program or in connection with the receipt of financial aid, irrespec-
tive of number of hours of service per week;
6) an individual who is employed for less than 300 hours in a fiscal year as an
Instructor in an adult vocational education program;
(k) an individual hired by a school district, the community college board, or the
'tale university board, to teach one course for up to four credits for one quarter in a
Year.
The following individuals are public employees regardless of the exclusions of
clauses (c) and (f):
An employee hired by a school district, the community college board, or the state
ua'Yersity board, except at the university established in section 136.017 or for commu-
nit`' services or community education instruction offered on a noncredit basis: (1) to
*'place an absent teacher or faculty member who is a public employee, where the
rrolaccment employee is employed more than 30 working days as a replacement for
that teacher or faculty member; or (2) to take a teaching position created due to
mcrcased enrollment, curriculum expansion, courses which are a part of the curriculum
`hcther offered annually or not, or other appropriate reasons.
i�
� i
i
F. -
. . 1
i 179A.03 PUBLIC EMPLOYMENT LABOR RELATIONS
f Subd. 15. Public employer. "Public employer" or "employer" means:
i (a) the state of Minnesota for employees of the state not otherwise provided
in this subdivision or section 179A.10 for executive branch employees;
(b) the board of regents of the University of Minnesota for its employees: and
(c) notwithstanding any other law to the contrary, the governing body of a politIca!
subdivision or its agency or instrumentality which has final budgetary approval authoT.
l ity for its employees. However, the views of elected appointing authorities who have
( standing to initiate interest arbitration, and who are responsible for the selection, direr.
tion, discipline, and discharge of individual employees shall be considered b\. the
employer in the course of the discharge of rights and duties under sections 179A.01 to
179A.25.
When two or more units of government subject to sections 179A.01 to 179A.25
f undertake a project or form a new agency under law authorizing common or join;
action, the employer is the governing person or board of the created agency. The go%.
erring official or body of the cooperating governmental units shall be bound by an
agreement entered into by the created agency according to sections 179A.01 to
179A.25.
"Public employer" or "employer" does not include a "charitable hospital" as
defined in section 179.35, subdivision 2.
Nothing in this subdivision diminishes the authority granted pursuant to law to
an appointing authority with respect to the selection, direction, discipline, or discharge
of an individual employee if this action is consistent with general procedures and stan-
dards relating to selection, direction, discipline, or discharge which are the subject of
an agreement entered into under sections 179A.01 to 179A.25.
Subd. 16. Strike. "Strike" means concerted action in failing to report for duty, the
willful absence from one's position, the stoppage of work, slowdown, or the abstinence
in whole or in part from the full, faithful, and proper performance of the duties of
employment for the purposes of inducing, influencing, or coercing a change in the con-
ditions or compensation or the rights, privileges, or obligations of employment.
Subd. 17. Supervisory employee. "Supervisory employee" means a person who has
the authority to undertake a majority of the following supervisory functions in the
interests of the employer: hiring, transfer, suspension, promotion, discharge, assign-
ment, reward, or discipline of other employees, direction of the work of other employ-
ees, or adjustment of other employees' grievances on behalf of the employer. To be
included as a supervisory function which the person has authority to undertake, the
exercise of the authority by the person may not be merely routine or clerical in nature
but must require the use of independent judgment. An employee, other than an essen-
tial employee, who has authority to effectively recommend a supervisory function, is
deemed to have authority to undertake that supervisory function for the purposes of
this subdivision. The administrative head of a municipality, municipal utility, or police
or fire department, and the administrative head's assistant, are always considered
supervisory employees. A determination that a person is or is not a supervisory
employee may be appealed to the public employment relations board.
The removal of employees by the employer from nonsupervisory bargaining units
for the purpose of designating the employees as "supervisory employees" shall require
either the prior written agreement of the exclusive representative and the written
approval of the commissioner or a separate determination by the commissioner before
the redesignation is effective.
Subd. 18. Teacher. "Teacher" means any public employee other than a superinten-
dent or assistant superintendent, principal, assistant principal, or a supervisory or con-
fidential employee, employed by a school district:
(1) in a position for which the person must be licensed by the board of teaching
or the state board of education; or
(2) in a position as a physical therapist or an occupational therapist.
Subd. 19. Terms and conditions of employment. "Terms and conditions of employ-
u
al
It
se
be
to
Uri
be
of
tic
txl
ssa
Vic
to
eac
lab
sha
cor
rep
4780
4781 PUBLIC EMPLOYMENT LABOR RELATIONS 179A.04
ment" means the hours of employment, the compensation therefor including fringe
rovided for
benefits except retirement contributions or benefits other than employer payment of,
or contributions to, premiums for group insurance coverage of retired employees or
yees: and
severance pay, and the employer's personnel policies affecting the working conditions
of the employees. In the case of professional employees the term does not mean educa-
�f a political
tional policies of a school district. "Terms and conditions of employment" is subject
)val author-
to section 179A.07.
�s who have
ction, direc-
History: 1984 c 462 s 4, 1986 c 444; 1987 c 186 s 15; 1987 384 art 2 s 1; 1988 c 605
ered by the
s 4; 1989 c 255 s 2; 1990 c 377 s 1
179A.01 to
179A.04 COMMISSIONER'S POWER, AUTHORITY, AND DUTIES.
to 179A.25
Subdivision 1. Petitions. The commissioner shall accept and investigate all peti-
or joint
cy. The govt
tions for:
tions
(a) certification or decertification as the exclusive representative of an appropriate
)ound by an
unit;
'179A.01 to
(b) mediation services;
(c) any election or other voting procedures provided for in sections 179A.01 to
hospital" as
179A.25;
(d) certification to the board of arbitration; and
ant to law to
(e) fair share fee challenges, upon the receipt of a filing fee. The commissioner shall
. or discharge
hear and decide all issues in a fair share fee challenge.
gyres and stan-
Subd. 2. Unit determination. The commissioner shall determine appropriate units,
:he subject of
under the criteria of section 179A.09.
Subd. 3. Other duties. The commissioner shall:
t for ,the
abstinence
(a) provide mediation services as requested by the parties until the parties reach
he duties of
the
agreement. The commissioner may continue to assist parties after they have submitted
their final positions for interest arbitration;
:ge in the con-
oyment.
b sub (b) issue notices, subpoenas, and orders required
P q Y law to carry out duties under
erson who has
sections 179A.01 to 179A.25;
in the
(c) certify to the board items of dispute between parties subject to action of the
,actions
'P1arge, assign-
board under section 179A.16;
other employ-
(d) assist the parties in formulating petitions, notices, and other papers required
'iployer. To be
to be filed with the commissioner or the board;
'andertake, the
(e) certify the final results of any election or other voting procedure conducted
rical in nature
under sections 179A.01 to 179A.25;
than an essen-
(0 adopt rules relating to the administration of this chapter, and the conduct of
,ry function, is ;,
hearings and elections;
he purposes of
(g) receive, catalogue, and file all orders and decisions of the board, all decisions
.tility, or police
` °=
of arbitration panels authorized by sections 179A.01 to 179A.25, all grievance arbitra-
lion decisions,
ays considered
'
and the commissioner's orders and decisions. All orders and decisions
a supervisory ='
catalogued and filed shall be readily available to the public;
,argaining units. =
(h) adopt, subject to chapter 14, a grievance procedure to fulfill the purposes of
section 179A.20, subdivision 4. The grievance procedure shall not provide for the ser-
s" shall reciuilv.
written;,
"'ces of the bureau of mediation services. The grievance procedure shall be available
to any employee
nd the
in a unit not covered by a contractual grievance procedure;
(i)
zissionerbefore_;,_
conduct elections;
superintea;,.,
(j) maintain a schedule of state employee classifications or positions assigned to
euh unit
an a
ervisory or CO —
established in section 179A.10, subdivision 2;
(k) collect such fees as are established by rule for empanelment of persons on the
L=
)ard o�
14bor arbitrator roster maintained by the commissioner or in conjunction with fair
*Ire ee challenges;
and
Provide technical support and assistance to voluntary joint labor- management
ep't n ittees
;gist.
emPl
established for the purpose of improving relationships between exclusive
ftPt'sentatives
ions of
and employers, at the discretion of the commissioner.
Richfield City Code 310.03, Subd. 39
. Subd. 39. "Temporary employee" means either a full -time or a part -time
employee who has been appointed to a position having a definite end of employ-
ment date.
Subd. 40. "Termination" means a complete separation from municipal employ-
ment resulting from discharge, resignation, retirement or death.
Subd. 41. "Transfer" means the horizontal movement of an employee from one
city position to another within the same pay grade, but not necessarily the same
class.
Subd. 42. "Work group" means two or more employees assigned to a division
within the city service who normally share common work sites, duties, respon-
sibilities and supervision on an ongoing basis.
310.05. Position classification plan. Subdivision 1. Establishment of plan.
The manager shall establish and maintain a position classification plan consist-
ing of class titles and class specifications.
Subd. 2. Administration. The classification plan shall be administered
and maintained by the manager. Employees shall be allocated or reallocated by
the manager to classes which best describe their duties on the basis of criteria
established in the class specifications.
• Subd. 3. Filing of classification plan. The manager shall file a current
copy of the classification plan with the city clerk.
310.07. Selection policies. Subdivision 1. Selection. The basic recruitment
and selection policies of the city are to take whatever measures as are neces-
sary to seek out and to encourage properly qualified individuals to apply for
positions at all levels of the city service.
Subd. 2. Examination methods. In making a selection from among candidates
to fill city vacancies, the manager shall use selection processes relating to
those matters which fairly test the capacity and fitness of the candidate to
discharge effectively the duties and responsibilities of the position for which
the selection processes are held.
Subd. 3. Vacancies. Application to compete for a position vacancy must be
filed in the manner prescribed by the city manager. Vacancies for permanent
positions will be posted for at least five working days.
Subd. 4. Eligibility to compete. The manager shall determine the appro-
priate selection process to use for each position vacancy, whether it be open
competitive or promotional in nature. Open competitive processes are open to
all applicants who meet the job - related criteria determined to be predictive of
success in discharging the duties and responsibilities of the vacant position.
Promotional selection processes are open to current city employees who meet the
job - related selection criteria described in the job announcement.
- .
Richfield City Code 310.09
310.09. Appointments. Subdivision 1. General. Appointments to the municipal
service shall be made by the manager. Appointments shall be made on the basis
of merit and fitness for the position. Department heads shall be appointed by
the city manager, subject to council approval in accordance with section 6.02,
subsection 3 of the charter: other appointments to positions in the municipal
service shall be made by the city manager after receiving the recommendation of
the appropriate department head and shall be in accordance with the rules of the
joint fire and police civil service commission where applicable.
Subd. 2. Original appointment. An original appointment shall be made by
the city manager from among the qualified eligible applicants who indicate a
willingness to accept the position.
Subd. 3. Transfer. The manager may transfer any employee from one posi-
tion to another position in the same class or from a position in one class to a
position in another related class in the same salary range.
Subd. 4. Demotion. The manager may demote an employee who becomes phys-
ically or mentally incapacitated or for any other reason cannot perform the
duties and responsibilities of the position he currently occupies, or who wishes
to be demoted for other personal reasons. The demotion may be to a position in
a lower class if the employee is qualified to perform the duties of such posi-
tion.
Subd. 5. Promotion. Whenever reasonably possible, the manager may fill
vacancies in the municipal service by promotion of permanent employees. Notice
of vacancies shall be posted for at least five days at locations where employees
may become aware or promotional opportunities. Where candidates for promotion
are equally qualified, the manager shall give consideration to the candidates'
length of service.
Subd. 6. Provisional appointment. Provisional appointments may be made by
the manager only to prevent the stoppage of public business or inconvenience to
the public. A provisional appointment shall terminate by (i) action of the
manager, (ii) by expiration of the period during which any such appointment is
limited by civil service or any other law, or, (iii) by the effective date of a
regular appointment to the position.
Subd. 7. Reinstatement. The manager may reinstate any employee who has
left city employment in good standing if such action is in the best interests of
the municipal service. Upon petition of the reinstated employee the manager may
restore to such employee all or any portion of any unused leave benefit accrued
during previous employment in the municipal service for which the employee has
not been compensated. Reinstatement of employees who have been on military
leave is regulated by Minnesota Statutes, section 192.26.
310.11. Residency requirement. Police and fire protection personnel employed
by the city shall be required to meet such residency requirements as shall be
established by joint police and fire civil service commission. There are no
• residency requirements for other city employees.
EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT
This is to affirm the City of Richfield's policy of
providing Equal Opportunity to all employees and applicants for
employment in accordance with all applicable Equal Employment
Opportunity /Affirmative Action laws, directives and regulations
of Federal, State and Local governing bodies or agencies thereof,
specifically Minnesota Statutes 363.
The City of Richfield will not discriminate against or
harass any employee or applicant for employment because of race,
color, creed, religion, national origin, sex, disability, age,
marital status, or status with regard to public assistance.
The City of Richfield will take Affirmative Action to ensure
that all employment practices are free of such discrimination.
Such employment practices include, but are not limited to, the
following: hiring, upgrading, demotion, transfer, recruitment or
recruitment advertising, selection, layoff, disciplinary action,
termination, rates of pay or other forms of compensation, and
selection for training, including apprenticeship.
The City of Richfield will use its best efforts to afford
minority and female business enterprises with the maximum
practicable opportunity to participate in the performance of
subcontracts for construction projects that this City engages in.
• The City of Richfield will commit the necessary time and
resources, both financial and human, to achieve the goals of
Equal Employment Opportunity and Affirmative Action.
The City of Richfield fully supports incorporation of non-
discrimination and Affirmative Action rules and regulations into
contracts.
The City of Richfield will evaluate the performance of its
management and supervisory personnel on the basis of their
involvement in achieving these Affirmative Action objectives as
well as other established criteria. Any employee of this City,
or subcontractor to this City, who, does not comply with the Equal
Employment Opportunity Policies and Procedures as set forth in
this Statement and Plan, will be subject to disciplinary action.
Any subcontractor not complying with all applicable Equal
Employment Opportunity /Affirmative Action laws, directives and
regulations of the Federal, State and Local governing bodies or
agencies thereof, specifically Minnesota Statutes 363, will be
subject to appropriate legal sanctions.
The City of Richfield has appointed Melanie Ault to manage
the Equal Employment Opportunity Program. Her responsibilities
will include monitoring all Equal Employment Opportunity
• 3a
activities and reporting the effectiveness of this Affirmative
. Action Program, as required by Federal, State and Local agencies.
The City Manager of the City of Richfield will receive and review
reports on the progress of the program. If any employee or
applicant for employment believes . he /she has been discriminated
against, please contact Melanie Ault, 6700 Portland Avenue,
R chfie 55423 or call 861 -9708.
December 6, 1990
Jam s rosser City Manager Date
•
• 3b
h. All bid specifications, proposals and contracts
• require a signed statement of Commitment to Comply.
All of the above factors have been found to be
nondiscriminatory.
RECRUITMENT /SELECTION /TRAINING
Recruitment, examination, and selection procedures shall be
continually examined to insure compliance with the federal law
and judicial mandates regarding equal employment opportunity.
All phases of the employment and promotion process shall conform
to the following guidelines:
(1) Job qualifications and requirements shall
realistically relate to the actual duties to be
performed on the job.
(2) Employment procedures and standards shall not be
arbitrary and shall not have the effect of
blocking protected classes from employment.
A. Job Specifications
The Personnel Manager shall continually review, and as
necessary, revise job specifications, subject to final
• approval by the City Manager, for all positions to
insure that job qualifications are directly related to
the actual needs of the position. This review shall
seek to eliminate all artificial barriers to employment
and promotion.
B. Recruitment
1. The recruitment sources listed in Exhibit A, page
98, shall be notified in writing of all job
vacancies. These recruitment sources shall be
notified that qualified protected class members are
encouraged to apply. This notification shall
include: job title and brief description of duties;
starting salary; education, training or skills
required; closing date; copy /copies of application
form.
2. Notification of job openings and employment ads,
when appropriate, shall be placed in all media
resources listed in Exhibit D, page 105. All
employment notices and /or ads shall prominently
display the words "Equal Opportunity Employer/
Minority - Female- Handicapped."
• 9
3. All job announcements shall be posted on all City
• bulletin boards.
4. Supervisory staff at all levels shall be encouraged
to actively recruit students belonging to protected
classes for employment in summer, internship, and
after - school employment programs.
C. Examinations
1. Eligibility to take an examination shall not be
refused on any legal discriminatory basis.
2. Examinations for like jobs shall be given under like
conditions.
3. Exam content shall be confined to measurement of
knowledge, skills, and abilities necessary to
perform specifically defined job - related tasks.
4. Examination methods used shall be assigned the
following priority, beginning with the most
desirable and progressing to the least:
a. Performance testing - Content validated per-
formance testing shall be instituted wherever
• possible. Emphasis shall be placed on this
method, particularly where a special skill or
expressed ability is required to perform a
defined group of tasks. The job structure shall
be scrutinized to identify areas where the use
of performance testing may be maximized.
b. Written test - Written tests shall be used when
they present a practicable means of determining
ability necessary in the performance of defined
tasks.
c. Rated Interviews - Rated interviews may be used
as an additional determinate of employment
eligibility, when performance and written tests
cannot fully measure the abilities necessary to
perform the duties successfully. Oral inter-
views shall be limited to asking only objective
questions that are specifically job related.
Applicants rejected on the basis of oral inter-
views shall be given a written statement of such
rejection.
• 10
5. Uniform grading standards shall be applied to each
• individual exam without regard to race, color,
religion, national origin, political affiliation,
disability, marital status, status with regard to
public assistance, sex or age.
6. There shall be periodic review of testing methods to
determine if such methods have a disparate effect
in the employment of protected class members.
D. Selection and Hiring
1. A special effort will be made to include for
consideration qualified protected classes for open
positions in areas of underutilization.
2. Hire, promote or extend an offer to the best
qualified minorities and females.
3. Make an effort to encourage and assist qualified
protected class employees to seek advancement
opportunities. Include their participation in
training and educational programs, or provide on-
the-job growth opportunities.
4. Maintain a work environment in which all employees
. are aware of the City's equal employment opportunity
policies. This includes not tolerating prejudicial
or discriminatory acts or remarks of any kind in the
work place.
5. Continue to enhance the City's image in the minority
community, as well as the community at large, by
earning respect for the City through positive
accomplishments in the area of affirmative action.
6. Any applicant rejected on the basis of poor employ-
ment references shall have the opportunity for
rebuttal.
7. Every effort shall be made by all personnel involved
in the selection process to make all applicants,
particularly protected class.members, feel comfort-
able and welcome.
8. Selection officials shall document reason if
minority /female candidate is not selected in job
groups where either are underutilized. This
documentation shall be maintained by Personnel.
is 11
9. Applicants will not be barred from employment due to
a conviction record, unless the number, nature, and
recentness of the record would cause the applicant
to be unfit for the position.
E. Probationary Period
1. Performance appraisals used during the probationary
period shall be objective and directly measure the
employee's job performance, and shall not be
arbitrary or have a discriminatory effect.
2. All supervisors shall be rated with consideration
given to their knowledge, understanding, and
successful application of the City's affirmative
action policy and program.
3. All employees shall be rated with consideration
given to their compliance with the spirit and
intent of the City's affirmative action policy and
program.
4. Any City employee dismissed during the probationary
period, due to poor work performance, shall have
received benefit of:
a. A verbal warning and specific suggestions for
the improvement of job - related deficiencies
followed by a reasonable opportunity to correct
these deficiencies.
b. A written warning and specific suggestions for
the improvement of deficiencies followed by a
reasonable opportunity to correct these
deficiencies.
c. A written notice of dismissal.
d. An opportunity to have his /her dismissal
reviewed by the Personnel Manager to determine
if discriminatory practices were factors in
his /her dismissal and to recommend a remedy if
justified.
TRAINING
A. All training programs shall be extended to all
employees, if the program is job related and would
result in better work performance. No employee shall be
restricted from attending such programs or courses
because of race, religion, color, national origin,
12
Lee Plante Sister Kenny Institute
Dept. of Vocational Rehab. MEED Program Mike Peterson
5609 Bernard Place S. 7145 Harriet Ave. So., #204 800 E. 28th St. at Chicago
Minneapolis, MN 55436 Richfield, MN 55423 Minneapolis, MN 55407
Q oria Sexton Gamble- Skogmo, Inc. Transition Services
innesota Migrant Council 2730 Nevada Avenue No. Control Data Corp.
220 South Robert St., #104 Minneapolis, MN 55427 -2852 8100 34th Ave. So. HOS01 Q
St. Paul, MN 55107 Bloomington, MN 55425 -1640
Carolyn Hardy, Q.R.C. Marcia Barnes Martin Luther King Program
Courage Center Catholic Charities 19 Johnston Hall
3915 Golden Valley Road 2104 Stevens Ave. South University of Minnesota
Golden Valley, MN 55422 Minneapolis, MN 55404 Minneapolis, MN 55455
Project Technology Power Asian /Pacific American LRC American Indian LRC
339 Walter Library 117 Pleasant St. S.E. 106 Pleasant St. S.E.
University of Minnesota 306 Walter Library 125 Fraser Hall
Minneapolis, MN 55455 Minneapolis, MN 55455 Minneapolis, MN 55455
Chicano /Latino LRC African American LRC Chicano Latino Employment
117 Pleasant St. S.E. 323 Walter Library 1575 Ames Avenue
332 Walter Library 117 Pleasant St. S.E. 'St. Paul, MN 55106 -2901
Minneapolis, MN 55455 Minneapolis, MN 55455
WINGS H.E.L.P. Placement American Indian OIC
N: Job Developer Suite 250 Job Training Partnership
0 Fremont Ave. North 5219 Wayzata Blvd. 1845 East Franklin Avenue
Minneapolis, MN 55412 St. Louis Park, MN 55416 Minneapolis, MN 55404
Eve Winters Carolyn Hardy Placement Coordinator
Stubbe & Associates Vocational Services H.H.Humphrey /Job Corps Ctr.
P.O. Box 1024 3915 Golden Valley Road 480 No. Snelling Avenue
Minnetonka, MN 55345 -0024 Minneapolis, MN 55422 St. Paul, MN 55108
Shirley DeJong Martin Luther King Center Sheryl Carlson
Opportunity Workshop, Inc. 270 Kent Street Career Alternatives
5500 Opportunity Court St. Paul, MN 55102 6801 North Markwood
Minnetonka, MN 55343 Minneapolis, MN 55427
Jon Stanley Mr. Benjamin Arriola Rev. John Chell
7026 5th Ave. South 7300 Thomas Avenue So. 6734 Oakland Ave. So.
Richfield, MN 55423 Richfield, MN 55423 Richfield, MN 55423
Mr. Gordon Anderson Ms. Jean Fox Daphne Gopaul
7501 Elliot Avenue So. 6616 Sheridan Avenue So. 7036 Portland Avenue
Richfield, MN 55423 Richfield, MN 55423 Richfield, MN 55423
Nancy Rowley Darold Luze Gamila Zelada
7520 Blaisdell Avenue 7514 Nicollet Avenue 662412th Ave. South
Richfield, MN 55423 Richfield, MN 55423 Richfield, MN 55423
Dept. of Jobs & Training Centro Cultural Chicano * FlexWork
ATTN: Peter Haqq Attention: Laura Simpson c/o Donna Tirnmreck
1200 Plymouth Ave. N. 1704 Dupont Avenue North 1900 Chicago Avenue
Minneapolis, MN 55411 Minneapolis, MN 55411 Minneapolis. MN 55404
of City Regional Ctr. Mpls. Chinese Chamber of Upper Midwest American
15 Penn Avenue North Commerce -c /o David Fong's Indian Center
Minneapolis, MN 55411 9329 Lyndale Ave. So. 1113 West Broadway
Bloomington. MN 55420 Minneapolis, MN 55411
Mr. Lee Tillman Myrna Hammer, Place. Coor. Employment Action Center
Minneapolis Urban League Rehabilitation Services ATTN: Gloria Mosley
On- the -Job Training Prog. 3201 West 69th Street 310 E. 38th St., Room 101
2000 Plymouth Ave. N. Minneapolis, MN 55435 Minneapolis, MN 55409
Minneapolis, MN 55411
Minneapolis WIN St. Paul Rehab. Center Crawford & Company
Peter Hagg Attn: Placement Dept. 1295 Bandana Blvd. North
311 Second Ave. So. 319 Eagle Street Suite 235
Minneapolis, MN 55401 St. Paul, MN 55102 St. Paul, MN 55108
Phyllis Wheatly Comm. Ctr. Placement Unit -MN Serv. H.T.C. - CETA South
919 Fremont Ave. N. for Blind & Visually Imp. 7145 Harriet Ave. So.
Minneapolis, MN 55411 1745 University Ave. Room 205
St. Paul, MN 55104 -3690 Richfield, MN 55423
Multi Resource Centers Don Taragos Working Opport. for Women
0 nn: Mary Beth Bengston Employment Action Center Colonial Office Park
0 Chicago Avenue Lenox Community Center 2700 University Ave. #120
neapolis, MN 55404 6715 Minnetonka Blvd. St. Paul. MN 55114
St. Louis Park, MN 55426
Native American Center P.W.I. Kateri Residence
1530 Franklin Ave. E. Multi Resource Centers Inc. 2408 Fourth Avenue So.
Minneapolis, MN 55404 1900 Chicago Ave. Minneapolis, MN 55404
Minneapolis, MN 55404
St. Paul American Indian Career Center Loring Nicollet Comm. Ctr.
Center Metro State University Attn: Bill Allexsaht
341 University Ave. W. 730 Hennepin Ave. 1925 Nicollet Avenue
St. Paul, MN 55103 Minneapolis, MN 55403 -1897 Minneapolis, MN 55403
TCOIC Placement District Office Job Placement Office
Lynn Jones 1820 N. Xenium Lane Inver Hills Comm. Coll.
935 Olson Memorial Hwy. Minneapolis, MN 55441 8445 College Trail
Minneapolis. MN 55405 Inver Grove Ht, MN 55075
St. Paul Urban League Employment Chairman Barbara Victorson
401 Selby Ave. American Legion Post #435 8649 Emerson Ave. North
St. Paul, MN 55103 6501 Portland Ave. So. Minneapolis, MN 55435
Richfield, MN 55423
•
H.I.R.E.D./ Ronnie Angelus & Assoc. Andres Burgos
Matchmaker Network 8030 Cedar Ave., #225 St. Paul TVl, Bi- Lingual
4139 Regent Ave. No. Bloomington, MN 55420 235 Marshall Ave.
Robbinsdale, MN 55429 St. Paul. MN 55102
Michael Sandahl Martin Kirsch Ivan Ludeman
7601 Bryant Ave. South 6725 Penn Ave. South 6304 Harriet Ave. South
Richfield, MN 55423 Richfield, MN 55423 Richfield, MN 55423
Distal Stokes Thomas Kosel Armando Lissarrague
6733 17th Ave. So., Catholic Charities 7521 17th Ave. South
Richfield, MN 55423 215 Old 6th St. Richfield, MN 55423
St. Paul, MN 55102
Mr. Yeh Vang Susie VandenBurg John Boyle
Lao Family 7506 Fremont Avenue 6639 Morgan Avenue
976 W. Minnehaha Richfield, MN 55423 Richfield, MN 55423
St. Paul, MN 55104
Lou Lepisto Lois Anderson Ping Wang
Wittwer Services DRS Metro State U
5821 Cedar Lake Road 1611 W. Cty. Rd. B. # 104 121 7th Place E., #142
Minneapolis, MN 55407 Roseville, MN 55113 St. Paul. MN 55101
Ramsey County O.I.C. Richard Coleman Mr. Hoang Tran
Mel Reeves Epilepsy Foundation of MN Ctr. for Asians & Pac. Islanders
215 East 9th St. 777 Raymond Ave. 1304 E. Lake Street
St. Paul, MN 55101 St. Paul, MN 55114 Mpls., MN 55407
Vicky Hartford Ms. Leslie Fagre Mr. Lon Meak
Luth. Soc. Serv. Emplmt. Proj. Hmong American Partnership R.I.R.C.
6s., 4 Park Ave. So. 450 N. Syndicate, #35 1821 University Ave., #360S
MN 55404 St. Paul, MN 55104 St. Paul, MN 55104
John Landers - WORK READINESS Minneapolis NAACP State Services for the Blind
Flour Exchange Building W. Matthew Little, Pres. 1745 University Ave. West
310 S. 4th Street - 7th Floor 310 East 38th Street St. Paul, MN 55104 -3690
Minneapolis, MN 55415 Minneapolis, MN 55409
C
RETURN TO:
PERSONNEL OFFICE
6700 PORTLAND AVENUE
ICHFIELD, MN 55423
CITY OF RICHFIELD
APPLICATION FOR EMPLOYMENT
DATE RECEIVED
1. Title of Specific Position For Which You Are Applying
2. Date of Application T
Date Available for Work
4. Last Name First Name Middle Name
5. Social Security Number
6. Are You Between The Ages of 18 - 70? 7. Residence Phone 8. Business Phone 9. County
❑ Yes ❑ No If Not, State Date of Birth
6A. Liquor Store Applicants Only: City Ordinance requires that Municipal Liquor Store employees be at least 21 years of age.
Do you meet this requirement? ❑ Yes ❑ No
10. Street Address 7--C`ty
12. State and Zip Code
13. Do you have any relatives working for the city? If yes, relationship
❑ Yes ❑ No Department
14. Employment Condition Desired:
(check one) (check one)
❑ Permanent ❑ Full Time
❑ Temporary ❑ Part Time
15. Have you previously been employed by the city?
❑ Yes ❑ No If yes, date position
16. If position involves driving, please indicate driver's license number
State Class
17. Relevant current professional memberships, registrations or licenses. Include date first issued.
18. Education: Did you graduate from high school or receive a GED?
❑ Yes ❑ No School Attended
How many years of education have you had? (circle one) 7 8 9 10 11 12 13 14 15 16 17 18 19 20
Name and Location of College, University, Technical Schools
Dates
Qtr. or Sam.
Hours
Cert. or Degree
Major
Minor
From
To
19. Work Experience (Experience and training ratings are determined by this information; please be complete.) List your present or most recent
experience first. Attach additional sheets if necessary.
Employing Firm
Address
Phone Number Supervisor
Your Title Supervisor's Title
Number and Type of Positions You Supervised
Length of Employment
From
month year
To
month year
Total
years months
Hours Per Week
Last Salary
Reason for Leaving
% of Time Spent
In Each Area of
Responsibility Principal Responsibilities — Be Complete
May we contact your present employer?
❑ Yes ❑ No
If no, explain
Employing Firm
Length of Employment
Address
From
month
year
Phone Number Supervisor
Your Title Supervisor's Title
To
Number and Type of Positions You Supervised
month
year
Total
years
months
% of Time Spent
In Each Area of
Hours Per Week
Responsibility Principal Responsibilities — Be Complete
Last Salary
Reason for Leaving
Employing Firm
Length of Employment
Address
From
month
year
Phone Number Supervisor
Your Title Supervisor's Title
To
Number and Type of Positions You Supervised
month
year
Total
years
months
% of Time Spent
In Each Area Of
Hours Per Week
Responsibility Principal Responsibilities — Be Complete
Last Salary
Reason for Leaving
Employing Firm
Length of Employment
Address
From
month
year
Phone Number Supervisor
Your Title Supervisor's Title
To
Number and Type of Positions You Supervised
month
year
Total
years
months
% of Time Spent
Hours Per Week
In Each Area of
Responsibility Principal Responsibilities — Be Complete
Last Salary
Reason for Leaving
Employing Firm
Length of Employment
Address
From
month
year
Phone Number Supervisor
Your Title Supervisor's Title
To
month
year
Number and Type of Positions You Supervised
Total
years
months
% of Time Spent
Hours Per Week
In Each Area of
Responsibility Principal Responsibilities — Be Complete
Last Salary
Reason for Leaving
CITY OF RICHFIELD
ELECTION OF VETERAN'S PREFERENCE
NAME: DATE:
APPLYING FOR POSITION OF
If you qualify for.the position for which you are applying, do
you intend to claim a veteran's preference?
Yes No
If so, please check the preference you are claiming:
Veteran (defined as person separated under honorable
conditions who has served on active duty for at
least 181 days, or honorably discharged by reason of
disability incurred while on active duty).
Disabled Veteran (a veteran having a compensable
service connected disability as adjudicated by the
U.S. Veterans Administration or the retirement board
of one of the branches of the Armed Forces, which
disability is currently existing).
Spouse of deceased veteran
L Spouse of disabled veteran who is unable to use
preference due to disability.
NOTE;
•
If you elect to use a- veteran's preference, you will
be required to present documentation establishing
your right to claim the preference.
20. Job Relevant Volunteer and Unpaid Work Experience
Kind of Volunteer Activity
(Do not specify organization)
Percent of Time
Per Responsibility
Major Responsibilities
No. Hrs.
Per Mo.
Years
From
To
21. Describe any additional experience or training that qualifies you for this job.
22. CLERICAL APPLICANTS ONLY:
Typing Speed
Words Per Minute Shorthand Speed
23. If you are not a citizen of the United States, do you have a valid work permit?
❑ Yes ❑ No Number
Words Per Minute
24. Have you ever been convicted of a crime for which a jail sentence of more than 90 days could have been imposed? ❑ Yes ❑ No
'You may answer "No" to this question if the conviction or criminal records thereof have been annulled, expunged, sealed, set aside or purged, or if
you have been pardoned pursuant to law. Before any applicant is rejected on the basis of a criminal conviction, he /she will be notified in writing and
will be given any rights to processing of complaints or grievances afforded by Minnesota Statute Ch. 364.
If the answer to question 24 is yes, please attach a separate sheet of paper giving full particulars.
IMPORTANT FACTS CONCERNING INFORMATION PROVIDED ON YOUR APPLICATION
Only candidates for police and fire civil service positions need complete the reverse side of this page.
Minnesota law affects you as an applicant for employment with the City of Richfield. The following data is public information and is accessible to anyone:
Veteran's Status, relevant test scores, rank on eligibility list, education and training, and work availability. All other personally identifiable information is
considered private, including, but not limited to, your name, home address and phone number.
If you are selected as a finalist for a position, your name will become public information. You become a finalist if you are selected to be interviewed by
the Employer.
The information requested on the application is necessary, either to identify you or to assist in determining your suitability for the position for which you are
applying. You may legally refuse, but refusal to supply the requested information will mean that your application for employment may not be considered.
If you are selected for employment with the City, the following additional information about you will be public: your name; actual gross salary and salary
range; actual gross pension; the value and nature of your fringe benefits; the basis for and the amount of any added remuneration, such as expenses or
mileage reimbursement, in addition to your salary; your job title; job description; the dates of your first and last employment with us; the status of any
complaints or charges against you while at work; the final outcome of any disciplinary action taken against you, and all supporting documentation about
your case; your badge number, if any; your city and county of residence; your work location and work telephone number. Anything not listed above which
is placed in your application folder or your personnel file (such as medical information, letters of recommendation, resumes, etc.) is made private
information by the law. For further information, refer to Minnesota Statute Ch. 13.
I understand that any false information on or omission of information from this application (including Additional Information Required For Public
Safety Applicants, if applicable), or failure to present the required proofs, will be cause for rejection or dismissal if employed.
Public Safety Applicants Only: In consideration of being permitted to apply for the position herein, I voluntarily assume all risks in connection with
my participating in any tests the city deems necessary to determine my fitness and eligibility, and I release and forever discharge the City of Richfield,
its officers and employees from any and all claims for any damage or injury that I might sustain.
Applicant's Signature Date
The City of Richfield's policy and intent is to provide equality of opportunity in employment to all persons. This policy prohibits discrimination because
of race, color, religion, national origin, political affiliation, disability, marital status, sex or age (except when sex or age is a bona fide occupational
qualification).
ADDITIONAL INFORMATION REQUIRED FOR PUBLIC SAFETY APPLICANTS
1. If you have worked under any other name than the one previously indicated on this application, indicate:
Last Name First Name Middle Name
2. Indicate below any time during the last ten years not previously accounted for on this application. Indicate status during that time such as
unemployed, ill, etc.
STATUS
ADDRESS
CITY
STATE
FROM
TO
4. Give the names of five people outside of relatives who can be contacted regarding your qualifications, work habits and character.
NAME
PRESENT ADDRESS
TELEPHONE
POSITION AND RELATION TO YOUR WORK
•
Employment Data Record
Employees are treated during employment without regard to race, color, religion, sex, national
origin, age, marital or veteran status, medical condition or handicap, or any other legal protected
status.
As an employer with an Affirmative Action Program, we comply with government regulations,
including Affirmative Action responsibilities where they apply.
The purpose for this Data Record is to comply with government record keeping, reporting, and
other legal requirements. Periodic reports are made to the government on the following informa-
tion. The completion of this Data Record is optional. If you choose to volunteer the requested
information please note that all Data Records are kept in a Confidential File and are not a part ofyour
Application for Employment or personnel file. Please note: YOUR COOPERATION IS VOLUNTARY.
INCLUSION OR EXCLUSION OF ANY DATA WILL NOT AFFECT ANY EMPLOYMENT DECISION.
VOLUNTARY SURVEY
(Please Print) Date
Government agencies attimes require periodic reports on the sex, ethnicity, handicap, veteran and other
protected status of employees. This data is for statistical analysis with respect to the success of the
affirmative action program. SUBMISSION OF THIS INFORMATION IS VOLUNTARY.
Name
Address
City State Zip
Social Security No.
DATE OF BIRTH
Month Day Year
HANDICAPPED?
(Circle one number)
YES 1
NO 2
HOW DID YOU FIRST LEARN OF THIS JOB?
(Circle one number)
MPLS. STAR AND TRIBUNE
MPLS. SPOKESMAN
OTHER NEWSPAPERS
1
2
3
ETHNIC CATEGORY
SEX
(Circle one number)
(Circle one number)
State name:
MALE 1
CITY SITES
4
WHITE (Not of Hispanic Origin)
1
FEMALE 2
PROFESSIONAL JOURNAL
5
State name:
BLACK (Not of Hispanic Origin)
2
RADIO/TV
AGE
CITY EMPLOYEE
7
HISPANIC
3
(Circle one number)
Under 40 1
JOB LISTING POSTED IN OTHER AGENCY
8
AMERICAN INDIAN or
Over 40 2
Name of Agency:
ALASKAN NATIVE
4
OTHER
9
ASIAN or PACIFIC ISLANDER
5
Identify:
.--I
0
SAMPLE ONLY
APPLICATION SCORING SHEET
LEAD LIQUOR CLERK
.
Possible
Points
Received deliveries (liquor, beer, supplies)
2
Stocks products (lists)
2
Customer Service
7
Cash register experience
7
Carding
2
Assessing potential customer intoxication
2
Supervisory duties
5
Inventory control
2
Opening and closing of store
2
Cleaning duties
1
Product knowledge
7
High school graduate and 2 years retail
1
TOTAL POSSIBLE 40
Score
1 2. 0 0. 9 0 0 2 : 5 1 P M - L S A C U R OF MN C Z T I z w
. •
SUPAim COURT
STATE OF ICU SOTA
C9- 89.13M
P O 1
e�w
ar _
Court of Appeals WAIM4 J.
In The Mattar of. Jeffrey P. Hall,
Respondents,
V. Fled: November 30, 1990
C' of Champlin, Office of Appellate Courts
. 1Ly Alin, Petitioner,
Relator.
SYLLABUS
I. Minnesota Statutes 1148A.11 and 197.485 (1988), which provide for the granting
of preference points to voters= applying for employment with•political subdivisions. of the
state, apply to all political subdivisions of the state regardless of the type of personnel
system used.
2. Political subdivisions of the sate must adapt their hiring systems to a 1006
Point rating system to enable the allomtim of veteran's preference points,
Affirmed.
Heard, considered and decided by the court on baac.
OPINION
WAHL, Justice.
This appeal by relator City of Champlin (city) challenges a determination by the
Commissioner of Veterans Affairs (commissioner) that the city violated the Veterans
Preference Act by failing to award Jeffrey He vsteraas preference points when he applied
for the position of laborer with the city. The court of appeals affirmed the decision of the
1
1 7, 03. 90 02 5 1 PM .«LSAGVS OF MN C ZTZ s!r
P02
commissioner. We affirm the decision of the court of appeals. .
Respondent Je2rey Halt is a disabled veteran within the meaning -of Minna Stat, S
43A.11, subd. S. On February 3, 1989, along with 108 other applicants, he applied for one
of two positions of laborer advertised by the city. Hill was one of the top 15 applicants
considered by the city, but was not among the top eight selected to be interviewed and was
not hired. The city, operating under its personnel ordinance, hired on the basis of written
application and an informal rating of interviewed candidates. The city gave no preference
to applicants who were veterans.
Hall petitioned the Commissioner of Veterans Affairs under Minn. Stat. f 197.481
(1988) to enforce his veterans preference rights under Minn. Stat. 143A.11 (1988). After
a contested case hearing, the administrative law judge (ALJ) concluded that the city could
not avoid the Veterans Preference Act by enacting an ordinance that does not provide for
a competitive open examination; that the city violated sections 197.455 and 43A.11 by
failing to use at examination process that would have added 10 preference points to Hall's
score; and that the 10 points would have entitled hall to a laborer's job. The
Commissioner ordered the city to hire Hall. The city complied with the order but sought
review.
The court of appeals affirmed the commissioner's order, holding that section 197.455
applies to all governmental units and that the sty must adjust its hiring system to a 100 -
point basis to allow for allocation of the veteran's preference points required by section
43A.11. This court granted the city's petition for review and the motion of the League of
Minnesota Cities (League) to Sle an amicus curiae brief.'
The appeal, while specifically asking whether the city violated the Veterans
'In its brief the League of Minnesota Cities states that it has a memibirship of 794 out
of 854 cities of Minnesota and represents the common interests of those cities before the
courts, and other governmental bodies.
2
12. 03. 90 02 s 51PM -La"Wt or MH CITIti
P03
. Preference Act by failing to award the petitioner veteran's preference points when he
applied for the position of laborer with the city, raises the broader issue as to whether
Minn. Stat. b 3 43A.11 and 197.465, which provide for the granting of preference points to
veterans applying for' employment with political subdivisions of the state, apply to all
political subdivisions in the state or only to those which have dvil service systems. .
The Veteran's Preference Act reads, in relevant part:
48A.11 vETE1gAN'S PKEFER,ENCE
Subdivision 1. Creation. Recognizing that training and experience in
the military services of the government and loyalty and sacrifice for the
government are qualifications of merit which cannot be readily assessed by
examination, a veteran's preference shall be available pursuant to this section
to a veteran as defined in section 197.447.
t t s
Subd. S. Nondisabled veteran's credit. There shall be added to the
competitive open examination rating of a nondisabled veteran, who so elects,
a credit of five points provided that the veteran obtained a passing rating on
the examination without the addition of the credit points.
Subd. 4. Disabled veteran's -credit. There shall be added to the
competitive open examination rating of a disabled veteran, who so elects, a
credit of ten points provided that the veteran obtained a passing rating on
the examination without the addition of the credit points.
Section 197.455 provides:
197.455 STATE LAW APPLICABLE.
The provisions of section 43A11 granting preference to veterans in the
state civil service shall also govern preference of a veteran under the civil
service laws, charter provisions, ordinances, rules or regulations of a county,
city, town, school district, or other municipality or political subdivision of this
state, except that a notice of *action stating the reasons for rejection of a
qualified veteran shall be filed with the appropriate local personnel officer.
Any provision in a law, charter, ordinance, rule or regulation contrary to the
applicable provisions of section 43A.11 is void to the extent of such
inconsistency. Sections 197.46 to 197.48 shall not apply to state civil service.
To construe these statutes, we find it useful to view them in historical
context and in light of the policy and purpose of the legislative enactment. Since 1907,
it has been the policy of the state to grant veterans preference in hiring.- Chapter 263,
• 1907 Minn. Gen. Laves, provided for an absolute veterans hiring preference which applied
3
12. 03. 90 02 : 51PM wL=AGVZ OF MM CZTZKM PO4
to all governmetnt.+l nnitit in the state, including cities such = Champlin. Subsequently,
in 1939, the legislature adopted a modified rather than an absolute preference for state
civil service. 1939 Minn. Gen. Laws ch. 441, 1 31; in Minn. Stat. f 43.30 (repealed and
reenacted as Minn. Stat, 143A.11 in 1981) Under this modified veterans preference law,
veterans applying for state employment received preference points added to their
examination rating. ten points added to the rating of a disabled veteran; five points added
to the rating of nondisabled veterans.
Until 1975, governmental subdivisions remained obliged to grant absolute hiring
preference to veterans who were capable of performing the duties required and were of
good character. Minn, Stat. 9 197.45, subd. 2 (1974), In 1975, however, the legislature
amended Minn. Stat. S 43.30, repealed section 197.45 and adopted section 197.455, making
the modified point -based preference applicable to political subdivisions as well as to the
state civil service system. 1975 Minn. Gen. Laws, ch. 45.
• The city and the League argue that the veterans hiring preference, which was
absolute as to all political subdivisions of the state until the 1975 amendment, now no
longer applies, even in its modified version, to political subdivisions such as the City of
Champlin which choose, as permitted by statute, to adopt personnel hiring systems other
than a civil service system This is a misreading of the statute. The plain words of
section 197.455 provide that section 43&11 shall govern preference of a veteran under
charter provisions, ordinances, and rules or regulations, as well as civil service Ims, of the
political subdivisions of this state.
The city argues that section 197.456 applies only to political subdivisions which have
civil service systems because section 43&11 requires a "competitive open examination"
which can only refer to the formal, written examination required by a civil service system,
There is little support for this contention. We have recognized that the intent of the
legislature is not to be defeated by placing a narrow or technical construction upon words
s .
4
1 2. O 3. 90 02 : 5 1 PM "c L Z AG V Z OF MN CST t Z i P 0 5
40 if the context and purpose of the statute as a whole indicate that they were used in a
popular sense with a broader meaning. Goveimmul ReseaMt RMau v. Borgpn, 224
Minn 313, 322, 28 N.W.2d 780, 785 (1947). Here, there is ample support for the
conclusion that the legislature did not, by its use of the words, "open competitive
examination" intend to restrict application of veterans preference to cities with civil service
systems, but intended a broader application.
In 1975, when the legislature adopted section 197.455, referencing section 43.30, it
simultaneously amended section 43.30 to provide that "[aln open competitive examination
is an examination open to current employees and non - employees of the state or political
subdivision." 1975 Minn. Gen. Laws, ch. 45; Minn. Stat. 143.80 (1975). Further, although
Minn. Stat. § 43A gives no definition of "examination," Minn, Stat. J 44, governing
municipally adopted civil service systems, includes interviews as an appropriate form of
examination. Minn. Stat. 1 44,07, subd. 1 (1988), Most cities conduct an "examination" of
. some hind during the hiring process, as did the city in this case, by reviewing applicant's
quaMeations and informally ranking applicants after oral interviews. Even under the
absolute preference statute, cities conducted "examinatioue of the veteran applicant to
determine whether the veteran was competent to do the job required and of good
character. Minn. Stat. § 197.45, subd. 2 (1974).
Contrary to the city's assertions at argunnent, nothing in the legislative history
indicates a legislative intent to completely abrogate veterans hiring preference with respect
to one group of veterans.Z Such intent is highly improbable in light of the stab's
longstanding commitment to reward military service by awarding veterans a preference in
hiring. A legislative intent to abrogate this preference as to some political subdivisions is
=The transcribed testimony of the League's legislative counsel, Duke Addix, indicates
that the League's concern at the time of the 1975 hearing was that the modified, flexible
veterans preference permitted by statute in state employment be extended to local
• governments which were then governed by an absolute veterans preference.
5
90 02 = 51PMLiAGVS O! MIi CTT =!W F'OB
also unlikely because in enacting chapter 45 in 1975, the legislature left intact the closely
related veterans hearing rights provision in section 197.46 which applies to "the several
counties, cities, towns, school districts and all other political subdivisions of the state.'
Both parties and the League agree that the legislature intended, in its 1975
enactment, to create a uniform system for the application of veterans preference in hiring.
With a goal of uniformity, the legislature would not likely create a "patchwork" of veterans
preference rights which would result, under the ciWs proposed reading of the statutes, in
giving veterans preference in some cities and not in others, Only a uniform policy
applicable to all veterans throughout the state can effect the intent of the legislature.
It would also be difficult to reconcile the legislature's recognition of the training and
experience of veterans in the military service and their loyalty and sacrifice for the
government with a system. that would reward the military service and sacrifice of some
veterans and not of others. egg Minn. Stat. 143A.11, subd. 1 (1988). For the reasons set
forth above, we hold that Minn. Stat. I § 4SA.11 and 197.455, which provide for the
granting of preference points to veterans applying for employment with political
subdivisions of the state, apply to all political subdivisions of the state regardless of the
type of personnel system used. Accordingly, the City of Champlin violated the Veterans
Preference Act by failing to give veterans preference under the provisions of the Act in its
hiring process.
The question then arises as to how cities with non -civil service employment systems
can apply the veteran's preference points required by section 4U11, subdL 2 and S. The
court of appeals determined that the city must adjust its hiring system to a 100 -point basis
to enable the allocation of veterans preference points. Hall v. - City of t'hamnlin, 450
N.W.2d 613, 616 Odinn. App. 1990). Although the legislature has never explicitly required
that all political subdivisions administer a 100 -point based hiring system, we agree with the
court of appeals that a 100 -point based rating system is implicit in the modified point.
0 6
w L S A G U i or M" 02"
based preference law because it is necessary to the uniform application and intended effect
of that law. &I Op. Att'y Gen. 644-G (Oct. 12, 1979). Further, the second sentence of
section 197.455 provides that "(alnry provision in a law, charter, ordinance, rule or
regulation contrary to' the applicable provisions of section 43A.11 is void to the extent of
such inconsistency." This limiting proviso, in effect, requires that cities, regardless of the
type of personnel system, adapt their hiring procedures to a system that enables allocation
of veterans preference points. We hold that political subdivisions of the state must adapt
their hiring systems to a 100 -point rating system to enable the allocation of veterans
preference points.
Our decision today does not unduly restrict the discretion granted by the legislature
to cities that choose to operate under a personnel ordinance. It does not require political
subdivisions to adopt any particular form of hiring system. They used not adopt cavil
service systems nor need they extensively revise hiring processes and administer formal
written examinations for all positions subject to veterans preference. A local appointing
authority may administer any type of evaluation as long as it is based on criteria capable
of being reduced to 100 -point rating system- The 100-point rating system will apply to all
positions except those specifically exempted from the veterans preference act by Minn.
Stat. 1 197.46 .3
We affirm the decision of the court of appeals and the decision of the Comtaissioner
of Veterans Affairs.
Affirmed.
3W=osota Statutes 6 197.46 specifically exempts from the application of the Veterans
Preference Act "the position of private secretary, teacher, superintendent of schools, or one
chief deputy of any elected official or head of a department, or 0 any person holding a
strictly confidential relation to the appointing oMeer."
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the state
the civil
351 s 5
ntained,
division
s of this
277 GOVERNMENT DATA PRACTICES 13A3
disciplinary action contained in the record of the disciplinary action are classified as
public, pursuant to section 13.02, subdivision 15. The entire record concerning the
disciplinary proceeding is public data pursuant to section 13.02, subdivision 15, in
those instances where there is a public hearing concerning the disciplinary action. The
license numbers, the license status, and continuing education records issued or main-
tained by the board of peace officer standards and training are classified as public data,
pursuant to section 13.02, subdivision 15.
Subd. 5. Releasing data. Any licensing agency may make any data classified as pri-
vate or confidential pursuant to this section accessible to an appropriate person or
agency if the licensing agency determines that failure to make the data accessible is
likely to create a clear and present danger to public health or safety.
History: 1981 c 311 s 27,39, 1982 c 545 s 12- 14,24; 1984 c 436 s 16; 1984 c 654 art
5s58; 1987c351 s6; 1990c573s5
13.42 MEDICAL DATA.
Subdivision 1. Definition. As used in this section: (a) "Directory information"
means name of the patient, date admitted, general condition, and date released.
(b) "Medical data" means data collected because an individual was or is a patient
or client of a hospital, nursing home, medical center, clinic, health or nursing agency
operated by a state agency or political subdivision including business and financial
records, data provided by private health care facilities, and data provided by or about
relatives of the individual.
Subd. 2. Public hospitals; directory information. If a person is a patient in a hospi-
tal operated by a state agency or political subdivision pursuant to legal commitment,
directory information is public data. If a person is a patient other than pursuant to com-
mitment in a hospital controlled by a state agency or political subdivision, directory
to iso
information is public data unless the patient requests otherwise, in which case it is pri-
dminis-
vate data on individuals.
agencies
Directory information about an emergency patient who is unable to communicate
shall be
which is public under this subdivision shall not be released until a reasonable effort is
made to notify the next of kin. Although an individual has requested that directory
i by any
information be private, the hospital may release directory information to a law enforce -
iion 12:
ment agency pursuant to a lawful investigation pertaining to that individual.
:ses; the
Subd. 3. Classification of medical data. Unless the data is summary data or a stat-
plicants
ute specifically provides a different classification, medical data are private but are avail -
- disclo-
able only to the subject of the data as provided in section 144.335, and shall not be
m is not
disclosed to others except:
medical
(a) Pursuant to section 13.05;
i antici-
(b) Pursuant to a valid court order;
of stat-
(c) To administer federal funds or programs;
ited by -
(d) To the surviving spouse, parents, children, and siblings of a deceased patient
or client or, if there are no surviving spouse, parents, children, or siblings, to the surviv-
rnment -; :
ing heirs of the nearest degree of kindred;
(e) To communicate a patient's or client's condition to a family member or other
appropriate person in accordance with acceptable medical practice, unless the patient
iivision
or client directs otherwise; or
(f) As otherwise required by law.
-cessary
History: 1979 c 328 s 16; 1980 c 603 s 27,28; 1981 c 311 s 16,39; 1982 c 545 3 24;
1'�Y9 c• 175 S 1
ined by
ubdivi- _
13.43 PERSONNEL DATA.
nst any
Subdivision I. Definition. As used in this section, "personnel data" means data on
individuals collected because the individual is or was an employee of or an applicant
or cmplovment
by, performs services on a voluntary basis for, or acts as an indepen-
13.43 GOVERNMENT DATA PRACTICES 27h
dent contractor with a state agency, statewide system or political subdivision or is a
member of an advisory board or commission.
Subd. 2. Public data. (a) Except for employees described in subdivision 5, the fol-
lowing personnel data on current and former employees, volunteers, and independent
contractors of a state agency, statewide system, or political subdivision and members
of advisory boards or commissions is public: name; actual gross salary; salary range:
contract fees; actual gross pension; the value and nature of employer paid fringe bene-
fits; the basis for and the amount of any added remuneration, including expense reim-
bursement, in addition to salary; job title; job description; education and training
background; previous work experience; date of first and last employment; the existence
and status of any complaints or charges against the employee, whether or not the com-
plaint or charge resulted in a disciplinary action; the final disposition of any disciplin-
ary action together with the specific reasons for the action and data documenting the
basis of the action, excluding data that would identify confidential sources who are
employees of the public body; the terms of any agreement settling administrative or
judicial proceedings; work location; a work telephone number; badge number; honors
and awards received; payroll time sheets or other comparable data that are only used
to account for employee's work time for payroll purposes, except to the extent that
release of time sheet data would reveal the employee's reasons for the use of sick or
other medical leave or other not public data; and city and county of residence.
(b) For purposes of this subdivision, a final disposition occurs when the state
agency, statewide system, or political subdivision makes its final decision about the
disciplinary action, regardless of the possibility of any later proceedings or court pro-
ceedings. In the case of arbitration proceedings arising under collective bargaining
agreements, a final disposition occurs at the conclusion of the arbitration proceedings.
Final disposition includes a resignation by an individual when the resignation occurs
after the final decision of the state agency, statewide system, political subdivision, or
arbitrator.
Subd. 2a. Data disclosure by statewide pension plans. Notwithstanding any law to
the contrary, with respect to data collected and maintained on members, survivors, and
beneficiaries by statewide retirement systems that is classified as public data in accor-
dance with subdivision 2, those retirement systems may be only required to disclose
name, gross pension, and type of benefit awarded, except as required by sections 13.03,
subdivisions 4 and 6; and 13.05, subdivisions 4 and 9.
Subd. 3. Public employment. Except for applicants described in subdivision 5, the
following personnel data on current and former applicants for employment by a state
agency, statewide system or political subdivision is public: veteran status; relevant test
scores; rank on eligible list; job history; education and training; and work availability.
Names of applicants shall be private data except when certified as eligible for appoint-
ment to a vacancy or when applicants are considered by the appointing authority to be
finalists for a position in public employment. For purposes of this subdivision, "final-
ist" means an individual who is selected to be interviewed by the appointing authority
prior to selection.
Subd. 4. All other personnel data is private data on individuals but may be
released pursuant to a court order.
Subd. 5. All personnel data maintained by any state agency, statewide system or
political subdivision relating to an individual employed as or an applicant for employ-
ment as an undercover law enforcement officer is private data on individuals.
Subd. 6. Access by labor organizations. Personnel data may be disseminated to
labor organizations to the extent that the responsible authority determines that the dis-
semination is necessary to conduct elections, notify employees of fair share fee assess-
ments, and implement the provisions of chapters 179 and 179A. Personnel data shall
-be disseminated to labor organizations and to the bureau of mediation services to the
extent the dissemination is ordered or authorized by the commissioner of the bureau
of mediation services.
Subd. 7. Employee assistance data. All data created, collected or maintained by
g!
;a
A-
nt
Ts
l
,,
ie-
n-
ng
ce
n-
n-
ze
re
or
)rs
ed
.at
or
ne
o-
ng
_;s•
:rs
i or
•
279 GOVERNMENT DATA PRACTICES 13.46
any state agency or political subdivision to administer employee assistance programs
similar to the one authorized by section 16B.39, subdivision 2, are classified as private,
pursuant to section 13.02, subdivision 12. This section shall not be interpreted to
authorize the establishment of employee assistance programs.
History: 1979 c 328 s 17,• 1980 c 603 s 24,25,29; 1981 c 311 s 12,13,17,39; 1982 c
545 s 9,10,24; 1984 c 436 s 17; 1984 c 544 s 89, 1985 c 298 s 12, 1987 c 186 s 15; 1987
c 284 art 1 s 1; 1987 c 351 s 7; 1987 c 384 art 1 s 2; 1988 c 598 s 1; 1990 c 550 s 1
13.44 PROPERTY COMPLAINT DATA.
The identities of individuals who register complaints with state agencies or politi-
cal subdivisions concerning violations of state laws or local ordinances concerning the
use of real property are classified as confidential data, pursuant to section 13.02, subdi-
vision 3.
History: 1980 c 603 s 20; 1981 c 311 s 39, 1982 c 545 s 5,24, 1984 c 436 s 18
13.45 SALARY BENEFIT SURVEY DATA.
Salary and personnel benefit survey data purchased from consulting firms, non-
profit corporations or associations or obtained from employers with the written under-
standing that the data shall not be made public which is maintained by state agencies,
political subdivisions or statewide systems are classified as nonpublic pursuant to sec-
tion 13.02. subdivision 9.
History: 1981 c 311 s 19,39, 1982 c 545 s 24
13.46 WELFARE DATA.
Subdivision 1. Definitions. As used in this section:
(a) "Individual" means an individual pursuant to section 13.02, subdivision 8, but
does not include a vendor of services.
(b) "Program" includes all programs for which authority is vested in a component
of the welfare system pursuant to statute or federal law.
(c) "Welfare system" includes the department of human services, county welfare
boards. county welfare agencies, human services boards, community mental health cen-
ter boards. state hospitals, state nursing homes, the ombudsman for mental health and
mental retardation, and persons, agencies, institutions, organizations, and other enti-
ties under contract to any of the above agencies to the extent specified in the contract.
(d) "Mental health data" means data on individual clients and patients of commu-
nity mental health centers, established under section 245.62, mental health divisions
of counties and other providers under contract to deliver mental health services, or the
ombudsman for mental health and mental retardation.
Subd. 2. General. (a) Unless the data is summary data or a statute specifically pro-
vides a different classification, data on individuals collected, maintained, used, or dis-
seminated by the welfare system is private data on individuals, and shall not be
disclosed except:
(1) pursuant to section 13.05;
(2) pursuant to court order,
(3) pursuant to a statute specifically authorizing access to the private data;
(4) to an agent of the welfare system, including a law enforcement person, attor-
ncy. or investigator acting for it in the investigation or prosecution of a criminal or civil
Procceding relating to the administration of a program;
S) to personnel of the welfare system who require the data to determine eligibility,
amount of assistance, and the need to provide services of additional programs to the
individual;
(6) to administer federal funds or programs;
( 7) between personnel of the welfare system working in the same program;
is
9549 DEPARTMENT OF HUMAN RIGHTS 363.03
(d) Nothing in this chapter restricts or limits the rights, procedures, and remedies
available under section 504 of the Rehabilitation Act of 1973, United States Code, title
29, section 794, or the Education of the Handicapped Act, United States Code, title 20,
sections 1401 and following.
Subd. 4. Public accommodations. The provisions of section 363.03, subdivision 3,
relating to sex, shall not apply to such facilities as restrooms, locker rooms, and other
similar places.
Subd. 5. Disability. Nothing in this chapter shall be construed to prohibit any pro-
gram, service, facility, or privilege afforded to a person with a disability which is
intended to habilitate, rehabilitate, or accommodate that person. It is a defense to a
complaint or action brought under the employment provisions of this chapter that the
person bringing the complaint or action has a disability which in the circumstances and
even with reasonable accommodation, as defined in section 363.03, subdivision 1,
clause (6), poses a serious threat to the health or safety of the disabled person or others.
The burden of proving this defense is upon the respondent.
Subd. 6. Age. By law or published retirement policy, a mandatory retirement age
may be established without being a violation of this chapter if it is established consis-
tent with section 181.81. Nothing in this chapter nor in section 181.81 shall prohibit
employee pension and retirement plans from granting pension credit to employees over
the age of 65 at a lesser rate than is granted to other employees, provided that in no
event may an employee's accumulated pension credits be reduced by continued
employment, and further provided that no other state or federal law is violated by the
reduced rate of pension credit accrual. Nothing in this chapter shall be construed to pro-
hibit the establishment of differential privileges, benefits, services, or facilities for per-
sons of designated ages if (a) such differential treatment is provided pursuant to statute,
or (b) the designated age is greater than 59 years or less than 21 years. Clause (b) does
not apply to hiring, tenure, compensation, upgrading, or conditions of employment.
Subd. 7. Summer youth employment program. The provisions of section 363.03,
subdivision 1, with regard to age shall not apply to the state summer youth employment
program administered by the commissioner of jobs and training.
History: 1955 c 516 s 4, 1961 c 428 s 4; 1965 c 584 s 1; 1967 c 897 s 10,11; 1973 c
729 s 2; 1975 c 206 s 1; 1977 c 351 s 2 -4; 1977 c 408 s 2; 1977 c 430 s 25 Subd 1; 1978
c 649 s 4, 1980 c 355 s 3, 1980 c 509 s 143, 1980 c 531 s 3; 1982 c 492 s 2; 1982 c 526
art 2 s 16; 1983 c 276 s 5,6; 1983 c 301 s 198, 1984 c 608 s 3, 1Sp1985 c 14 art 9 s 75,
1986 c 444; 1987 c 23 s 2; 1987 c 129 s 1,2; 1988 c 660 s 2,3; 1989 c 280 s 4-8, 1990 c
567 s 2
NOTE: See also section 471.997.
or a religious
363.03 UNFAIR DISCRIMINATORY PRACTICES.
)licants of the
Subdivision 1. Employment. Except when based on a bona fide occupational quali-
sex, shall not
fication, it is an unfair employment practice:
e educational
thing in this
(1) For a labor organization, because of race, color, creed, religion, national origin,
difications or
sex, marital status, status with regard to public assistance, disability, or age,
nation which
(a) to deny full and equal membership rights to a person seeking membership or
to a member,
v to the con-
(b) to expel a member from membership;
ion or a pub-
(c) to discriminate against a person seeking membership or a member with respect
members of
to hiring, apprenticeship, tenure, compensation, terms, upgrading, conditions, facili-
-ie sex, if this
ties, or privileges of employment; or
(d) to fail to classify properly, or refer for employment or otherwise to discrimi-
ging sex di*-
nate against a person or member.
-vices pug
oc
(2) For an employer, because of race, color, creed, religion, national origin, sex,
pr
V
status, status with regard to public assistance, membership or activity in a local
I commission, disability, or age,
363.03 DEPARTMENT OF HUMAN RIGHTS 855(
855)
(a) to refuse to hire or to maintain a system of employment which unreasonably
agency, or organiza
excludes a person seeking employment; or
undue hardship on
(b) to discharge an employee; or
tion" means steps w limitations of a qua
(c) to discriminate against a person with respect to hiring, tenure, compensation,
but is not limited to,
terms, upgrading, conditions, facilities, or privileges of employment.
ble to and usable by
(3) For an employment agency, because of race, color, creed, religion, national ori-
ules, acquisition or
gin, sex, marital status, status with regard to public assistance, disability, or age,
on a temporary or F
(a) to refuse or fail to accept, register, classify properly, or refer for employment
In determining
or otherwise to discriminate against a person; or
the operation of a b
(b) to comply with a request from an employer for referral of applicants for
(a) the overall
employment•if the request indicates directly or indirectly that the employer fails to
employees or memb
comply with the provisions of this chapter.
(b) the type oft
(4) For an employer, employment agency, or labor organization, before a person
force, and the numb(
is employed by an employer or admitted to membership in a labor organization, to
(c) the nature a
(a) require or request the person to furnish information that pertains to race, color,
(d) the reasonal
creed, religion, national origin, sex, marital status, status with regard to public assis.
and
tance, disability, or age; or, subject to section 363.02, subdivision 1, to require or
(e) documented
request a person to undergo physical examination; unless for the sole and exclusive pur.
including c(
pose of national security, information pertaining to national origin is required by the
natives,
United States, this state or a political subdivision or agency of the United States or this
abled persons or orf
state, or for the sole and exclusive purpose of compliance with the public contracts act
A prospective e;
or any rule, regulation, or laws of the United States or of this state requiring the infor-
if it is available fron
mation or examination. A law enforcement agency may, after notifying an applicant
Subd. la. Disci(
for a peace officer or part -time peace officer position that the law enforcement agency
information adverse:
is commencing the background investigation on the applicant, request the applicant's
'= applicant or employ(
date of birth, gender, and race on a separate form for the sole and exclusive purpose
i within ten days of tl
of conducting a criminal history check, a driver's license check, and fingerprint criminal
Subd. 2. Real p,
history inquiry. The form shall include a statement indicating why the data is being col-
i
(1) For an owne
lected and what its limited use will be. No document which has date of birth, gender,
-, having the right to s
or race information will be included in the information given to or available to any per -
(a) to refuse to s
son who is involved in selecting the person or persons employed other than the back -
ground investigator. No person may act both as background investigator and be
or group of persons
`: origin, sex, marital st
involved in the selection of an employee except that the background investigator's
report about background may be used in that selection as long as no direct or indirect
status; or
references are made to the applicant's race, age, or gender; or
(b) to discrimin
(b) seek and obtain for purposes of making a job decision, information from any
creed, religion, natic
source that pertains to the person's race, color, creed, religion, national origin, sex, mar-
tance, disability, or
lease of any
ital status, status with regard to public assistance, disability, or age, unless for the sole
rental or
and exclusive purpose of compliance with the public contracts act or any rule, regula-
t tion therewith, excel
tion, or laws of the United States or of this state requiring the information; or
adoption of reasonab
(c) cause to be printed or published a notice or advertisement that relates to
real property or any
employment or membership and discloses a preference, limitation, specification, or dis-
(c) in any transz
crimination based on race, color, creed, religion, national origin, sex, marital status, sta-
to be printed, circula
for the purcha
tus with regard to public assistance, disability, or age.
Any individual who is required to provide information that is prohibited by this
cation
in connection with t
subdivision is an aggrieved party under section 363.06.
expresses, directly of
race, color, creed, reli
(5) For an employer, an employment agency, or a labor organization, with respect
lic assistance, disabil
to all employment related purposes, including receipt of benefits under fringe benefit
specification, or disci
programs, not to treat women affected by pregnancy, childbirth, or disabilities related
prohibit the advertise
to pregnancy or childbirth, the same as other persons who are not so affected but who
are similar in their ability or inability to work, including a duty to make reasonable
placing the advertise
accommodations as provided by paragraph (6).
prohibiting discrimir.
(6) For an employer with 50 or more permanent, full -time employees, an employ-
(2) For a real est
ment agency, or a labor organization, not to make reasonable accommodation to the
(a) to refuse to s
known disability of a qualified disabled person or job applicant unless the employer,
erty to any person of
8551 DEPARTMENT OF HUMAN RIGHTS 363.03
agency, or organization can demonstrate that the accommodation would impose an
undue hardship on the business, agency, or organization. "Reasonable accommoda-
tion" means steps which must be taken to accommodate the known physical or mental
limitations of a qualified disabled person. "Reasonable accommodation" may include
but is not limited to, nor does it necessarily require: (a) making facilities readily accessi-
ble to and usable by disabled persons; and (b) job restructuring, modified work sched-
ules, acquisition or modification of equipment or devices, and the provision of aides
on a temporary or periodic basis.
In determining whether an accommodation would impose an undue hardship on
the operation of a business or organization, factors to be considered include:
(a) the overall size of the business or organization with respect to number of
employees or members and the number and type of facilities;
(b) the type of the operation, including the composition and structure of the work
force, and the number of employees at the location where the employment would occur,
(c) the nature and cost of the needed accommodation;
(d) the reasonable ability to finance the accommodation at each site of business;
and
(e) documented good faith efforts to explore less restrictive or less expensive alter-
natives, including consultation with the disabled person or with knowledgeable dis-
abled persons or organizations.
A prospective employer need not pay for an accommodation for a job applicant
if it is available from an alternative source without cost to the employer or applicant.
Subd. 1 a. Disclosure of medical information. If any health care records or medical
information adversely affects any hiring, firing, or promotional decision concerning an
applicant or employee, the employer must notify the affected party of that information
within ten days of the final decision.
Subd. 2. Real property. It is an unfair discriminatory practice:
(1) For an owner, lessee, sublessee, assignee, or managing agent of, or other person
having the right to sell, rent or lease any real property, or any agent of any of these:
(a) to refuse to sell, rent, or lease or otherwise deny to or withhold from any person
or group of persons any real property because of race, color, creed, religion, national
origin, sex, marital status, status with regard to public assistance, disability, or familial
status; or
(b) to discriminate against any person or group of persons because of race, color,
creed, religion, national origin, sex, marital status, status with regard to public assis-
tance, disability, or familial status in the terms, conditions or privileges of the sale,
rental or lease of any real property or in the furnishing of facilities or services in connec-
tion therewith, except that nothing in this clause shall be construed to prohibit the
adoption of reasonable rules intended to protect the safety of minors in their use of the
real property or any facilities or services furnished in connection therewith; or
(c) in any transaction involving real property, to print, circulate or post or cause
to be printed, circulated, or posted any advertisement or sign, or use any form of appli-
cation for the purchase, rental or lease of real property, or make any record or inquiry
in connection with the prospective purchase, rental, or lease of real property which
expresses, directly or indirectly, any limitation, specification, or discrimination as to
race, color, creed, religion, national origin, sex, marital status, status with regard to pub-
lic assistance, disability, or familial status, or any intent to make any such limitation,
specification, or discrimination except that nothing in this clause shall be construed to
prohibit the advertisement of a dwelling unit as available to adults -only if the person
placing the advertisement reasonably believes that the provisions of this subdivision
Prohibiting discrimination because of familial status do not apply to the dwelling unit.
(2) For a real estate broker, real estate salesperson, or employee, or agent thereof-
(a) to refuse to sell, rent, or lease or to offer for sale, rental, or lease any real prop-
erty to any person or group of persons or to negotiate for the sale, rental, or lease of
TXj,' cliY OF RICH ��en Opening
�punces
For The Posl tion Of
CLERK - TYPIST
Public Safety Department
(Part -Time)
SALARY
Starting Salary: $7.59 /hour, plus partial City benefits
(excludes insurance).
Salary Range: $7.59 /hour minimum to $10.22 /hour maximum.
HOURS
reekdays, approximately 35 hours /week; 11:00 a.m. -6:00 p.m.
NATURE OF WORK 0 and varied
Performs work of average difficulty in M "n 9 f
general clerical work and receptionist duties a L L�� r ront
counter, and other jobs as required.
EXAMPLES OF WORK PERFORMED
Performs general clerical duties, as assigned.
Types correspondence, memoranda and related materials.
Provides information and referral at the front counter.
Transcribes tapes from dictating equipment.
• Performs heavy data entry and retrieval from city and state
computers.
Verifies data entry and makes corrections as necessary to
insure integrity of data.
DESIRABLE_ KNOWLEDGES, SKILLS AND ABILITIES
Good knowledge of spelling, grammar, punctuation and
arithmetic.
Good knowledge of office practices and procedures and of
general clerical work.
General knowledge and understanding of municipal government
and Public Safety in particular.
Skill in the operation of office machines, such as the
typewriter, word processor, copy machine and computer
terminal.
Ability to perform typing (40+ wpm) and general clerical work
of average difficulty in.a neat and accurate manner.
Ability to organize and prioritize work.
Ability to courteously and effectively deal with the public.
Ability to maintain confidentiality.
Ability to work independently and use own judgment.
(over)
•
Clerk - Typist
Page Two
DESIRABLE TRAINING AND EXPERIENCE
A combination of training and experience substantially
equivalent to graduation from high school, preferably
including or supplemented by courses in office practices, and
one year of general clerical experience.
APPLICATIONS
Application forms, copies of this bulletin and additional
information may be obtained by contacting the Personnel
Office, City of Richfield, 6700 Portland Avenue South,
Richfield, Minnesota 55423/861 -9700 between 8:00 a.m. and
4:30 p.m. Monday- Friday. THE CLOSING DATE FOR SUBMITTING
APPLICATIONS IS FRIDAY, JUNE 8, 1990 AT 4:30 P.M.
AN AFFIRMATIVE ACTION /EQUAL OPPORTUNITY EMPLOYER /MFH
Personnel Office
City of Richfield
May 30, 1990
0
is
{
POINT ALLOCATION
CLERK- TYPIST
Public Safety Department
(Part -Time)
Typing Test
Police Report Corrections
Interview
•
Possible Points
20
20
60
100 Points
•
•
•
CITY OF RICHFIELD
Memorandum
DATE: June 28, 1990
TO: Melanie Ault, Personnel
FROM: Elaine Elsen, Administrative Aide (�
SUBJECT: Clerk Typist Interviews
I used the following scale for scoring the typing tests:
41+ = 20 pts
37 - 40 = 15 pts
33 - 36 = 10 pts
29 - 32 = 5 pts
I have decided to use 30 points as the cutoff for interviews.
This leaves four candidates for interviews:
38
pts
33
pts
�► 31
pts
30
pts
I would like to interview either Monday afternoon or anytime
Tuesday if that's convenient for you. Thanks.
I have attached all tests for your review.
0 C O N F I D E N T I A L APPLICANT
•
•
SAMPLE ONLY
CLERK TYPIST (PUBLIC SAFETY) - INTERVIEW QUESTIONS:
1) Please tell us about your education, training and experience
as it relates to the position of Clerk - Typist.
2) Tell me what your response would be to this scenario.
Investigator A has you typing a report and is waiting for you
to finish it so he can take it to the County Attorney's
office to file a complaint. Investigator B wants you to type
a search warrant right away. What do you do?
3) Describe your dexterity in the area of a 10 -key and
typewriter keyboard.
4) It is 5:00 and most of the office staff has left for the
day. A customer approaches the counter and wants to speak
to the Director of Public Safety regarding the conduct of an
Officer. The Director and his secretary have left for the
day. What would you do?
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• City of Richfield, Minnesota
Study Session Letter No. 12
Agenda, March 4, 1991
Issue Statement:
Policy and Strategy Recommendations for Airport Related Issues.
Background:
Recent developments regarding the airport include the following:
• Interactive Community Planning at MSP
The MAC has developed three groups to assist with the MSP long-
term comprehensive plan. By the end of 1991, the MAC must adopt
the plan with a terminal and airfield design which will meet
future air traffic needs in this region. The MAC will submit
this plan to the Legislature on January 1, 1992.
The three interactive groups include:
1. MSP AIRPORT PLANNING TASK FORCE
This task force includes local, state and
The group will meet regularly during 1991
board for work in progress on the long -te:
A staff member from the City of Richfield
participate in the task force. The first
metropolitan officials.
to provide a sounding
rm comprehensive plan.
has been asked to
meeting is scheduled on
is Wednesday, March 6. The agenda includes an overview of the
airfield and terminal concepts, a review of the initial
evaluation of the consolidated concepts, and a presentation of
additional noise analysis.
2. MSP AIRPORT INTERACTIVE PLANNING GROUP
This group will help determine off -site impacts and potential
mitigation measures for each airport development proposal in the
long -term comprehensive plan. Members of this group include
elected officials from the communities surrounding MSP,
representatives from the Met Council and MAC.
Mayor Martin Kirsch has been invited to serve on this committee.
According to MAC staff, the group will have its first meeting in
March.
3. MSP AIRPORT PLANNING REVIEW GROUP
This group will address and review the work of the MAC on the
long -term comprehensive plan for MSP. Members include
representatives from the Met Council, MAC and independent outside
experts.
In addition to these groups, the MAC will hold two MSP Airport
Planning Workshops. The purpose of these workshops is to obtain
input from the participants on the long -term comprehensive plan
concepts which will provide direction to the MAC. One workshop
was held on January 30, 1991. Mayor Martin Kirsch and city staff
attended the meeting. There is another workshop scheduled in
July 1991.
The MAC will hold public meetings with communities adjacent to
MSP in April /May and again in August /September on the various
airfield and terminal plans. The meetings are intended to
provide wide spread community participation in the planning
process.
• Property Acquisition in New Ford Town and Rich Acres
City staff and consultants are in the process of developing a
comprehensive proposal that will be submitted to the MAC
identifying all the activities and components necessary for a
complete buy out of New Ford Town and Rich Acres. The working
outline for the proposal includes:
I. Finance Plan
A. Net tax lose plan to schools and city property
1. Interim period (while buy out is occurring)
2. Permanent period (after buy out period in
preparation of redevelopment of the area)
B. Acquisition financing
II. Acquisition Management
A. Acquisition
The city would offer the services of the HRA to manage
the acquisition process including relocation.
• B. Interim property management
C. Demolition
III. Legal Framework
A. Legal basis of acquisition
B. Incorporation of financial assurances for acquisition
C. Indemnification agreement for property tax base
(schools and city)
D. Property management agreements
E. Final property disposition agreement including:
1. Airport use option
a. land use compatibility system
b. net tax loss indemnification
The proposed time period for voluntary acquisition of properties
in the area will be three to five years. After five years, the
city will consult with the MAC about.what to do with the
remaining properties in the area. The city will propose MAC to
buy out the remaining properties or the city.
• MAC Part 150 Program
The MAC has hired a consulting firm, Aviation Planning, Inc. and
Wyle Laboratories, to develop an implementation plan for the Part
150 noise program. The purpose of the program is to identify and
improve the noise environment around the airport. The FAA
approved the MAC Noise Compatibility Program for MSP on April 2,
1990.
The MAC consultants will work with communities surrounding MSP to
is develop an implementation plan that will define the procedures
for specific projects (what, where, when and how), the phasing
for each specific project and the estimated costs. The
consultants will complete this task by the end of 1991.
In two weeks, the MAC will send a letter to the cities adjacent
to MSP requesting a representative from each city to serve on a
policy advisory group. This group will also include a
representative from the Met Council, FAA, MAC, and the Chair and
Vice -Chair of MASAC. The Chair of MASAC will serve as chair of
this group.
The MAC will also be asking the adjacent cities to establish a
core group that will work with the consultants to develop a list
of needs for the Part 150 program.
• MASAC
On February 11, 1991, the Council appointed representatives and
alternates to serve on MASAC. Kristal Stokes and Don Priebe were
appointed as representatives. Don Priebe declined reappointment
to the council. Mike Sandahl and James Prosser were appointed as
alternates.
Recommended Motion:
With this background information, the following recommendations
• are provided to address these issues:
• Interactive Community Planning at MSP
The city supports the development of MSP interactive planning
groups and will continue to encourage the MAC to work with
neighboring communities on future airport planning. The proposed
enhancement plans for MSP will have adverse environmental impacts
on the communities surrounding the airport. These communities
must work together and identify agreeable measures to mitigate
negative environmental impacts from the proposed enhancement
plans. City staff will continue to participate in the MSP
interactive planning groups.
a Property Acquisition in New Ford Town and Rich Acres
The adverse environmental impacts from the airport on the
residents in these two neighborhoods must be alleviated soon.
City staff and consultants will continue to meet and develop the
MAC comprehensive proposal outlining an agreement plan to buy out
New Ford Town and Rich Acres. The comprehensive proposal will be
completed and submitted to the MAC by the end of May 1991.
• MAC Part 150 Program
The Council should designate a representative to serve on the,
policy advisory group. In addition, the staff will develop a
core group of representatives to work with the MAC consultants.
This group will specifically identify the homes, schools and
other public buildings located in Richfield affected by airport
noise that are eligible for Part 150 noise compatibility projects
(property acquisition, soundproofing and other measures).
e MASAC
The Council should designate a MASAC representative to replace
Don Priebe.
Alternative Recommendation:
A variety of alternative recommendations may be discussed at the
March 4, 1991 Study Session.
Discussion /Decision Mode:
These matters will be discussed at the March 4, 1991 Study
Session.
JDP:kab
u
Respect lly submitted,
2V
James u. Prosser
City Manager
CITY OF RICHFIELD, MINNESOTA
Study Session Letter No. 11
. Agenda March 4, 1991
Issue Statement:
Safety and traffic improvements on Penn Avenue from 80th Street to
76th Street.
Background:
Hennepin County, in consultation with the Minnesota Department of
Transportation (MN /DOT), Bloomington and Richfield, has proposed a
number of safety improvements and measures to improve traffic flow on
Penn Avenue at 1494 and nearby intersections from 80th Street in
Bloomington to 76th Street in Richfield. The project is estimated to
cost in the range of $4.7 to $5.2 million, depending on the alignment
chosen, with Richfield's 25% to 35% share of the total cost to be
funded through Municipal State Aid funds. If the project is approved
on all levels, property acquisition would occur in 1992 and
construction in 1993.
Traffic congestion
severe during rush
traffic to back up
movements produce
vicinity of 1494.
Hennepin County is
in and around the Penn Avenue /I494 Interchange is
hour. Vehicles waiting to make left - turns cause
in the left lane on Penn Avenue and left -turn
s high number of accidents on Penn Avenue in the
proposing to add a left -turn lane on the bridge
over 1494 to provide some relief for traffic obstructed by motorists
waiting to enter onto the freeway. A concrete median would be added
on Penn Avenue extending from I494 to 600' north of 76th Street with
openings at intersecting streets.
Seventy - eighth Street to the east of Penn Avenue would be rerouted to
enter Penn Avenue at 77th Street and a new traffic signal would be
installed at the intersection. Also, left -turn lanes would be added
at 77th Street for traffic to enter and leave the frontage road.
Additional right of way would need to be acquired from businesses, a
church, apartment buildings and single - family homes along Penn
Avenue.
At 76th Street, left -turn lanes are proposed for all four legs of the
intersection. Three different alignments are proposed for widening
76th Street to add left -turn lanes. Sketches of these three options
will be available at the study session. About 24' of additional
right of way would be needed. This additional right of way may
affect some or all of the following properties: a church; single -
family homes; and /or, apartment buildings along 76th Street. A
concrete median would be built extending east and west about 600'
from the 76th Street and Penn Avenue intersection.
The proposal has been presented to the Richfield Ad Hoc Traffic
Committee for its review. Although no recommendation has been made
yet, the Committee is waiting for Council direction before they
continue. The Committee discussed the three different alignments for
widening 76th Street to add left -turn lanes. The major issues
identified by the Committee were the need for adding left -turn lanes,
- 2 -
potential neighborhood opposition to acquiring residential property
for street widening, and the potential for redevelopment associated
with each alternative alignment.
The widening of 76th Street would be done in response to accidents
and traffic congestion at the 76th Street and Penn Avenue
intersection. However, the following table reveals that most left -
turn accidents at this intersection occur on Penn Avenue, not on 76th
Street.
1987 -89 Accidents at Penn Ave. /76th Street
Left -Turn
Direction Accidents
Northbound Penn Avenue 23
Southbound Penn Avenue 26
Eastbound 76th Street 3
Westbound 76th Street 6
Right Angle Accidents -
Total 58
City staff will verify the accuracy of computer
accident to ensure that all accidents involving
on 76th Street are properly accounted for.
Total
Accidents
28
33
6
9
2
rl?
records for each
left turn movements
Traffic volumes on both 76th Street and Penn Avenue are high, and are
projected to increase after the reconstruction of 135W and I494.
Average daily traffic (ADT) in 1990 and twenty -year projections are
shown below:
Segment
North Leg of Penn Ave.
South Leg of Penn Ave.
East Leg of 76th St.
West Leg of 76th St.
At Penn Ave. /76th Street Intersection
1990
2010 Forecasted
Percentage
ADT
ADT
Increase
14,300
20,000
+40%
16,100
19,000
+18%
12,100
21,300
+76%
9,950
16,700
+68%
Sources: Hennepin County 1990 Traffic Counts and
BRW 77th Street Access Study for 2010 Traffic Forecasts
When the intersection is analyzed using projected increases in
traffic and adding left turn lanes only on Penn Avenue, the
intersection fails to function properly, especially for eastbound
traffic on 76th Street. Delays are caused when vehicles cannot make
a left turn and force cars behind them to wait. By adding left turn
lanes on 76th Street, the analysis shows that traffic congestion can
be alleviated.
Both Penn Avenue and 76th
part of the regional road
high volumes of medium to
relievers to the freeways
it is important to assure
adequately handle project
Street are classified as minor arterials as
network. These roads are designed to carry
long range trips. They also serve as
in times of traffic congestion. Therefore,
that the two roads are designed to
ad traffic.
- 3 -
City staff is proposing a public review process to obtain public
comments on the proposed improvements if the City Council wants to
continue to consider the project.
Recommended Motion:
No recommended motion. The purpose of this meeting is to discuss the
proposed improvements on Penn Avenue from 80th Street to 76th Street.
Basis of Recommendation:
The proposed improvements, depending on the alignment chosen, may
involve substantial acquisition of right of way from businesses,
apartments, single- family homes and a church.
Alternative Recommendations:
1. Do not support any proposed physical improvements along Penn
Avenue or 76th Street because they may involve substantial
acquisition of property from residents, businesses and a
church. However, traffic congestion and a high incidence of
accidents will become worse as traffic increases near I494.
2. Support only the proposed widening of Penn Avenue but not the
widening of 76th Street to add left turn lanes. However,
traffic congestion and the number of accidents on 76th Street
will increase as the volume of traffic continues to grow.
3. Replacing a concrete median with a painted median is an
alternative but will not be recommended by City staff because
the painted median exposes left turning vehicles to too much
accident risk. No alignment for adding left turn lanes on
76th Street will avoid the taking of private property. Even
reduced design standards such as 11' wide traffic lanes will
still require the acquisition of property.
Discussion /Decision Mode:
The City Council may 1) endorse the need for improvements on Penn
Avenue and 76th Street and the public review process, 2) indicate
modifications the City Council would like before the proposal is
submitted for public review, or 3) oppose any improvements on Penn
Avenue and /or 76th Street. No decision is needed now, but the City
Council needs to convey some form of positive response to the
proposal before Hennepin County staff will proceed with further
design work.
Respectfully submitted,
James Prosser
City ?aageEr
JDP /tff
Attachment
•
•
NO LEFT TURN LANES WITH LEFT TURN LANES
•
SRFBenefits of Left Turn Lanes 19
at Signalized Intersections