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PSPP051419PUBLIC SAFETY, PERSONNEL & PLANNING COMMITTEE MEETING May 14, 2019 Elected Officials Present Councilmember Mike Nelson (Chair) Councilmember Neil Tibbott Staff Present Shane Hope, Development Services Director Mary Ann Hardie, HR Director Tod Moles, Streets/Storm Supervisor Al Compaan, Police Chief The meeting was called to order at 7:01 p.m. in the Police Training Room. 1. 2019 Hourly Employee Positions Ms. Hardie referred to the 2019 Hourly Employee Wage Schedule, advising the hourly wage is increased every year based on the increase in minimum wage and a few unused positions have been removed. The wage schedule is typically included in the budget but was unintentionally omitted in 2019. Action: Schedule on Consent Agenda 2. Approval of Resources for Housing Commission Ms. Hope recalled discussions regarding formation of the Citizens' Housing Commission included funding for resources to support the commission such as a facilitator and community engagement specialist but no conclusion was reached. That discussion was tabled pending formation of the commission. The Council approved issuing an RFP for a meeting facilitator but did not specify a budget. A meeting facilitator coordinates with staff before/after meetings, runs the meeting, mediate as issues arise. The community engagement specialist would provide graphics, website information, community outreach, surveys, etc. A third resource for the Housing Commission is meeting notes/minutes. The estimated the cost of a meeting facilitator for 2019 is $9,000 and $18,000 in 2020. The cost of a contract community engagement specialist is estimated to be $27,000-$53,000 in 2019 and $55,000- $90,000 in 2020. Another option is hiring a half-time staff person instead of a community engagement specialist, estimated at $29,000 for 2019 and $58,000 in 2020. There could also be some savings if the meeting facilitator and community engagement specialist were combined. The cost of meeting minutes or notes is estimated at $300/meeting or $2100 in 2019 and $3600 in 2020. Another option is for staff to take informal notes which would not require additional funding. Ms. Hope pointed out several hundred hours of staff resources will also be required even with consultants. Hiring a staff person would be slightly less expensive and could assume some of the work that would be done by staff. She described pros and cons of a contract community engagement specialist versus a hiring staff person. Discussion following regarding logistics involved in organizing meetings throughout the City, likelihood of finding a part-time staff person, whether a facilitator would prefer to do the community engagement as well, and advantages to the Development Services Department of a staff person. The committee requested the presentation to Council include options with budgetary impacts. Action: Schedule for full Council 05/14/19 PSPP Committee Minutes, Page 2 3. Safety & Disaster Coordinator position Ms. Hardie explained a successful candidate has skills in construction safety (75%) as well as disaster coordination (25%). She distributed ranges for comparator cities, pointing out many have a Safety Coordinator and/or an Emergency Manager position but none of them have an exact match. She reviewed: Current wage range $63,256 - $84,767 NR 7 Market survey median $67,924 - $89,118 Recommended wage range $74,716 - $98,029 (NR 10) (includes 10% leveling for addition of disaster coordinator duties Ms. Hardie also distributed a comparison of Emergency/Disaster Management & Safety Coordinator positions in surrounding cities, noting most have a safety position as well as an emergency manager position. The challenge in filling this position has been the salary range as well as finding candidates with experience in both fields. Chief Compaan explained when Fire District 1 took over the Fire Department, the Police Department took on emergency operations; having a 25% position would enhance inhouse training and community outreach related to emergency preparedness. Most cities Edmonds' size have a full time person that does that. Discussion followed regarding the importance of ongoing communication with CERT-trained citizens, the position having the ability to do training, other cities that outsource training, and how a candidate's ability to train is evaluated. The committee recommended emphasizing in the Council packet/presentation inhouse training and qualifications, leadership required for the position, and experience with construction safety. Action: Schedule for full Council 4. Job Description Change, Senior Street Maintenance Worker - Cement Finisher Mr. Moles explained the 2019 budget approved hiring two new cement finishers to work on sidewalks and connections, ADA ramps, etc. and the Council subsequently approved a job description. Following lengthy discussions, the union approved the job description. One internal candidate was selected and promoted into one of the two positions. He reviewed proposed changes to the job description that eliminates the requirement for Public Works -specific experience. The union had no objection to the revised job description. Discussion followed regarding cement work done by inhouse crews in the past. Action: Schedule on Consent Agenda. The meeting was adjourned at 7:40 p.m.