Agenda 03-14-2022 SpecialCl FY OF
DUNN
NORTH CAROLINA
V46re commani(m 6eains!
Call to Order — Mayor William P. Elmore, Jr.
Invocation
Pledge of Allegiance
Dunn City Council
Special Called Meeting
Monday, March 14, 2022
6:00 p.m., Dunn Municipal Building
ITEMS FOR DISCUSSION AND/OR DECISION
1) Storm Water Fee Study
2) Pay Classification Study
3) Police Compensation Plan
4) Consideration of Purchase of Real Property
5) Closed Session - If called, the General Statute(s) allowing the Closed Session will be cited in
the motion
ADJOURNMENT
"This institution is an equal opportunity provider and employer"
UNN1887 CITY OF
CouncilNORTH CAROLINA City Agenda
Meeting Date: March 14, 2022
Stromwater Fees Proposal
Steve Neuschafer/City Manager
Cost Breakdown and Proposal Sum
N/A
PURPOSE: The City has completed its parcel analysis and reviewed the Equivalent
Residential Unit (ERU) calculation that is used in making a more equitable cost
comparison for Residential, Multi -Family, Commercial, and Industrial classes of rate
payers for Stormwater. This information is to be used in setting a rate sheet for our
Stromwater billing.
BACKGROUND: The City currently has two rates, Residential at $3.50 per month ($42
per year), and Commercial at $10.00 per month ($120 per year). To calculate a more
equitable charge for large businesses the City engaged the firm of Willdan to review all
parcels within the city limits and calculate the impervious spaces on each property. By
doing this we were able to set an average of residential impervious area, known as an
Equivalent Residential Unit (ERU) and we use that to calculate the fair comparison
between the average single family unit and a commercial property. Using this
information, the city has 5,160 parcels and they equate to 14,164 ERUs. The City would
leave the current Residential rate as it is now, $3.50 and would use this amount as the
multiplier for all other classes of parcels. We can also set a maximum amount to be
charged for all classes to keep very large properties from being charged an
overwhelming amount per year.
BUDGET IMPACT: This project will provide an income source that will allow the City to fund
Stromwater projects and assist in correction of issues with runoff and storm surge caused by the
need for larger pipes and improved design of Stormwater systems. There is no cost to the city to
implement these new rates.
Motion to approve the Proposal as presented with new rates to be included in the
2022-2023 budget.
Hill
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C E 1 ire () F
DUNN
F'K) 411t CAR()LINA City Council Agenda Item
Meeting Date: March 14, 2022
Pay Classification Study
Human Resources Departme
Memorandum of Agreement
PURPOSE:
A pay study will help by reviewing our salary structure and plan to ensure we are able to support recruitment
and retention of employees more effectively. It is recommended to have a study every 5 years.
.(ee]neIILII
The last study that was completed by the City was in 1998. The North Carolina League of Municipalities
subcontracts with the MAPS Group to conduct comprehensive pay and classification studies for public
sectors. The MAPS Groups is a private consulting firm who specializes in human resource and general
management, The Council set a pay classification study as a top priority during the FY 2022-2023 Budget
Retreat in an effort to recruit and retain staff.
BUDGET IMPACT:
The cost to conduct the study will be $20,600. An additional estimated amount of $800 will be included for
itemized expenses for mileage, meals, lodging, printing and supplies, and travel time with the total cost of the
complete study at $21,400.
Motion to approve and authorize the City to enter into a contract with the MAPS
Group for the purpose. of conducting a Pay Classification Study as presented.
464 raynttwiuv street
suite 1900
February 4, 2022
Hal�lgh, 11C •r tam
919 715 4000
ndm.org
Ms. Connie Jernigan
Human Resources Director
City of Dunn
401 E. Broad Street
PO Box 1065
Dunn, NC 28335
Dear Connie:
We are pleased to be able to offer the enclosed Memorandum of Agreement to the City
of Dunn to perform the specified personnel services as described herein.
This contract will be performed through an agreement between the North Carolina
League of Municipalities and the MAPS Group. This private consulting firm consists
of former and current practicing human resource and management professionals in the
public sector who specialize in human resource and general management. They are, or
have been, employed in management positions at the state and municipal level of
government and undertake consulting assignments for the North Carolina League of
Municipalities.
I will have overall responsibility for this project to determine that all contractual
obligations of this study are successfully met.
If you have any questions or need clarification on any item contained within our
Memorandum of Agreement, please contact me at the League Office.
Sincerely,
?man w
Heather James
Human Resources Consultant
HJ/kb
Enclosures
cc: The MAPS Group
WORKING AS ONE. ADVANCING ALL.
MEMORANDUM OF AGREEMENT
PERSONNEL SERVICE
CITY OF DUNN
THIS AGREEMENT is made and entered into this day of 2022 by
and between the North Carolina League of Municipalities, an unincorporated association,
hereinafter called "League", and the City of Dunn, an incorporated municipality hereinafter
called "City."
WITNESSETH
In consideration of the amounts of money hereinafter agreed to be paid, and in
consideration of the other conditions hereinafter agreed to by the City of Dunn, the League
offers to perform the following services:
Scope of Services
The League agrees to provide through its subcontractor The MAPS Group the services
described and set forth in Attachment "A", Scope of Services, which is incorporated into and
made a part of the Memorandum of Agreement by reference.
Time for Performance
The time for performance will be approximately three (3) months. The contract can
begin in after July 2022 at dates to be determined with the City.
Cost
The fee for the proposed work is twenty thousand six hundred dollars ($20,600.00). In
addition, the City will be billed for actual itemized expenses for mileage, meals, lodging, printing
and supplies and actual travel time at $25.00 per hour (estimated at around $800.00).
In consideration of the services performed by the League, the City agrees to abide by
and perform the following:
The MAPS Group will bill the City for one payment of $5150 at the beginning of the
study, a second invoice of the same amount after completion of interviews, a third payment of
the same amount upon delivery of a draft of the study, and a final payment of the same amount
plus actual itemized expenses and travel time when the study is completed. The City agrees
to remit payment to The MAPS Group upon receipt of each of the statements referred to above.
03 NC LEAGUE OF MUNICIPALITIES
Execution
If this Memorandum of Agreement is not executed and returned to the League Office
within 180 days from the submission date, the cost and time frame for performance may have
to be renegotiated.
If the terms of this contract are acceptable, please sign two (2) copies and return one
to the League office.
SUBMITTED BY:
NORTH CAROLINA LEAGUE OF
MUNICIPALITIES
qemadl6ar/
Heather James
Human Resources Consultant
2/4/2022
Submission Date
ACCEPTED BY:
CITY OF DUNN
Name
Title
Date
This instrument has been preaudited in the
manner required by the Local Government Budget
and Fiscal Control Act.
(Signature of Finance Officer)
NCLM
NC LEAGUE OF MUNICIPALITIES
ATTACHMENT"A"
SCOPE OF SERVICES
PAY AND CLASSIFICATION STUDY
SCOPE OF SERVICES
Objectives of Study
The primary purpose of this study is to conduct a comprehensive pay and classification study for
the City of Dunn to include the following work study objectives:
To study and evaluate all positions covered by the NCLGERS within the City for
the purpose of determining the proper position classification and salary for each
employee.
To conduct a comprehensive salary survey of appropriate public and private sector
organizations to determine that the City's salaries, benefits and wages are
competitive within the applicable job market.
To prepare or update class specifications for each position class based upon
current job duties and requirements, outlining appropriate ADA information.
To prepare a pay plan for the City as required to maintain a competitive system of
salaries and wages.
To identify those classes of positions that are "exempt" and "non-exempt" in
compliance with the Fair Labor Standards Act (F.L.S.A.) of 1983 as amended in
1985.
To review and make recommendations concerning the effectiveness of the City's
overall compensation system including compression issues.
Study Work Components
A. Preparation of the Classification and Pay Plan
Conduct a comprehensive review of the City's Personnel system for the purposes of staff
orientation and to provide data and information to be used in the preparation of the
classification and compensation data and related Personnel components.
2. Conduct a meeting with City Manager and department heads to discuss the various work
components of the study and to explain the study methodology and approach. At this
meeting we will also discuss the appropriate labor market for surveying salary data and
the project schedule.
3. Conduct orientation sessions with employees to cover the purposes and process of the
study. These meetings help establish realistic expectations with employees and reduce
mis-information. The meetings will cover:
purposes of the study;
steps in conducting the study;
study methodology;
* what the study will and will not cover; and
answer any questions
4. Survey existing employee positions. This task will involve a review of the completed
questionnaires, interviews with representative employees in each class, and conferences
with each department head to review and verify information presented on the
questionnaires and in the desk audits. The purpose of this task is to determine that The
MAPS group obtains comprehensive, factual, and accurate data and information. This
task also resolves any conflicting information or data.
5. Following the review and field audit of existing employee positions, class specifications
(often called job descriptions) will be prepared. These class specifications will be written
to comply with OSHA and ADA regulations. The MAPS Group will use the following factors
to classify jobs:
Difficulty, complexity, and variety of work
Education and experience requirements of the job
Nature and extent of public contact
Physical effort and hazards; and
Supervision given and received.
B. Development of the Pay Plan
1. A survey of salary plans will be performed utilizing public sector jurisdictions and other
organizations for the purpose of recommending wage and salary schedules that are
competitive and sufficient to attract and retain qualified employees. The identification of
competitive organizations will be made by the City in consultation with The MAPS Group.
The salary survey will request hiring and maximum salaries for each position surveyed.
2. A comprehensive analysis of the salary survey will be prepared.
3. Following analyses of all inputs considered previously in Study Components A and B, all
classes of positions will be allocated to the recommended salary schedule.
C. Preparation of the Employee Allocation List
Following completion of the classification plan and compensation schedule, an allocation
list will be prepared showing employees by name, present classification, proposed
classification, present salary grade, proposed salary grade, recommended salary, and
proposed increase amount (if applicable).
2. Costs for implementation options of the plan will be provided. Up to three optional
implementation strategies will be provided with graphs illustrating impact of each option
on salary compression as well as costs. Options will be designed specifically to address
compression if needed and desired.
If more than three options are needed, there will an additional charge of $250 per
additional option.
Personnel Policv Review
The MAPS Group will review and make recommendations for updating the City's personnel policy
to be consistent with modern and effective human resource management and current laws and
regulations. The personnel policy is reviewed for policy versus procedural language and is
recommended to meet a balance of providing guidance without including unnecessarily restrictive
or detailed procedures. If needed, a new policy will be provided.
FLSA Status
As part of this study, the MAPS Group will identify and recommend positions that the City may
consider Exempt from the Wage and Hour Provisions of the Fair Labor Standards Act.
Communication with the City
During the study, MAPS principals will be available to City management to clarify any steps,
current stage of the study, or other issues related to the study by phone and email. In addition,
while MAPS principals are on site for orientation and/or interviews, personal consultations are
available as necessary to the study. If needed, communications may take place electronically for
social distancing purposes. A draft of the study will be sent to management for review and MAPS
will make one visit to discuss management reactions to the study prior to finalizing it. After the
draft review, the MAPS Group will make a presentation to the City Council and then return once
more to respond for discussion and questions with the Council. Any additional trips will require
additional fees.
Involvement of City Staff
City staff members will be required to complete position description questionnaires for each
position, prepare organization charts, participate in interviews if selected (all department directors
will be interviewed), provide current employee data including copies of current salary plan and
employee information by department with name, current classification, current grade, date of hire,
date of entry to current position, and current annual salary. These last components are needed
for calculating the costs of implementation options.
Results of the Stud
The study will result in the publication and delivery to the City of the report to include the narrative
summary, classification plan, class specifications, compensation plan, salary data, and
implementation costs. The MAPS representative will formally present the study to the City Council
and be available to respond to questions.
Plan Maintenance
Once the study is complete and implemented, the MAPS Group will provide assistance to City
staff on maintenance of the plan including the classification of new or revised positions, market
revisions to the pay plan and other assistance as needed.
In addition, the MAPS Group will provide the City with a linked spreadsheet that will allow for
market adjustments (cost of living increases) to automatically update the salary schedule and
class listings and provide the City with a digital copy of all class specifications and policies.
Project Staff
The project staff will be determined in consultation with the City.
VITA
REBECCA L. VEAZEY
BORN: Durham County, North Carolina
EDUCATION:
Southern High School, Durham, N. C.
B. A. Speech and Education - University of North Carolina at Chapel Hill
M. P. A. - University of North Carolina at Chapel Hill
Municipal Administration Course, Institute of Government
Group Facilitation and Consultation Course, Institute of Government
President, The MAPS Group (Management and Personnel Services) - a
consulting group providing personnel, organization development, training,
and management services for local governments, 1995 to present
Principal, the MAPS Group
Human Resources Director, Durham County
Director of Personnel, City of Cary (Cary's first Personnel Director)
Personnel Officer, City of Chapel Hill
Training Specialist, City of Greensboro
PROFESSIONAL ACTIVITIES:
International Personnel Management Association (IPMA). Lifetime Achievement
Award 2010. Active in N. C. Chapter including serving as Treasurer, on
program committee for state chapter for three years, on Regional program
committee one year, and chairperson of Finance Strategic Planning
Committee.
Organization of Municipal Personnel Officers (OMPO), Life Member Award,
Board Member, President, and Immediate Past President.
North Carolina League of Municipalities, Board of Directors, 1985-1987.
American Society for Training and Development, Triangle Chapter member.
Facilitation and Organization Development Group, (FODG) founding member
Systems Thinking in Government Group
COMMUNITY AND OTHER ACTIVITIES
U. N. C. General Alumni Association, Board of Directors
U. N. C. Master of Public Administration Alumni Association, Past President
Local Government Employees Federal Credit Union, founding member, Loan
Committee Chairperson, and member of the Board of Directors
United Way Campaign Chair, Durham County and City of Cary
EXPERIENCE:
Conducting classification and pay studies for municipalities, counties, councils of
governments, housing authorities, and other non-profit organizations.
Facilitating/leading the development and implementation of performance management,
compensation philosophy and performance pay programs as both an internal and external
consultant.
Rebecca L. Veazey
Vita Synopsis
Page 2
Experience (continued)
Serving as facilitator at strategic planning and team building retreats for staffs, boards,
and elected officials. Also, providing on -going developmental facilitation to assist an
organization with team building; organization development; planned change; development
of mission, vision, and values; development of compensation philosophies; leadership
development; or other issues.
Developing and conducting management and supervisory training on a variety of topics
including leadership, coaching and feedback, conducting performance reviews, principles
of supervision, communications skills, motivation techniques, legal issues in supervision,
hiring the right person, effective grievance and disciplinary actions administration, conflict
resolution, facilitation skills, and a number of other topics. This includes designing and
updating materials and teaching and coordinating the School of Government's
comprehensive Effective Supervisory Management Program since 2002.
Administering assessment instruments and providing interpretation and feedback or
training; instruments include EQ-1 (Emotional Intelligence Quotient), Myers Briggs, Human
Patterns, Styles of Management Inventory, Johari Window (Personnel Relations
Inventory), Leadership Profile System, Ego State Assessment, FIRO B, etc.
Developing and conducting assessment centers and serving as an assessor for the
purpose of selection, promotion, succession planning, and professional development.
Conducting recruitment and selection processes focused on assessing management
excellence in candidates.
Establishing and revising policies and programs on a variety of personnel topics including
writing personnel policies, establishing recruitment and selection procedures, developing
performance review forms and procedures, and problem -solving employee relations
issues and grievances.
Speaking on a variety of personnel and management topics at the School of Government,
NCLM Convention, IPMA (international and state conferences), Area Health Education
Centers, parks and recreation conferences, and for other groups.
Teaching personnel administration course to students in the MPA Program at UNC-G and
in a six weeks seminar at NCSU, and teaching a seminar on facilitation skills to students
in the MPA Program at UNC.
CLIENTS ON CONSULTANT PROJECTS:
Municipalities:
Apex
Atlantic Beach
Bald Head Island
Banner Elk
Blowing Rock
Boone
Brevard
Butner
Carrboro
Carthage
Charlotte
Chapel Hill
Claremont
Clayton
Clinton
Concord
Creedmoor
Elon
Forest City
Franklin
Gibsonville
Goldsboro
Harrisburg
Henderson
Hendersonville
Holden Beach
Holly Springs
Hudson
Laurel Park
Lowell
Lumberton
Morganton
Morrisville
Mount Pleasant
Nags Head
Oak Island
Ocean Isle Beach
Pinehurst
Red Springs
Reidsville
Salisbury
Saluda
Selma
Shallotte
Southport
Spindale
Sylva
Tarboro
Wallace
Weaverville
Weldon
Wendell
Williamston
Counties:
Alleghany
Anson
Beaufort
Caldwell
Cherokee
Clay
Currituck
Greene
Hyde
Iredell
Mitchell
Nash
Northampton
Orange
Perquimans
Person
Rowan
Rutherford
Tyrrell
Vance
Wake County Sheriff's Office
Wilkes
Councils of Government:
Albemarle Commission
Centralina Council of Governments
Isothermal Planning and Development
Kerr Tar Council of Governments
Land of Sky
Triangle J Council of Governments
Western Piedmont COG
Housing Authorities:
Benson
Mount Airy
North Wilkesboro
Smithfield
Other Non profit/Governmental Agencies:
Contentnea Metropolitan Sewerage District
Davidson Water
School of Government
North Carolina League of Municipalities
Raleigh Durham International Airport
Toe River Health District
Tuckaseigee Water and Sewer Authority
C I I" Y O
DUNN
NORTH CAROLINA City Council Agenda Ite
Meeting Date: March 14, 2022
SUBJECT TITLE Police Salary and Benefit Proposal
PRESENTER/DEPARTMENT Clark White/ Police, Jim Roberts/Finance Department, Steve
Neuschafer/City Manager
ATTACHMENT($) I Cost Breakdown and Benefit Summary
PUBLIC HEARING PUBLISH DATES N/A
PURPOSE: The Police Department is proposing to restructure their salary and career
development plan to clearly define attainable goals for officers across positions within
the Department.
BACKGROUND: This proposal will assist in recruiting, hiring, and retaining the best
qualified and trained candidates for the City. It will also reflect the demographics and
address the projected growth of the City of Dunn.
BUDGET IMPACT: This project will require discussion to finalize the amount of funds needed to
cover the proposal. It has the potential to be an increase of approximately $200,000 per year in
increased costs. The total project will cost approximately $50,357 in the fourth quarter of this
current year.
Motion to approve the Proposal with funding coming from the General
Balance as a revenue source.
•
OTHER LAW ENFORCEMENT AGENCIES AND DUNN POLICE DEPARTMENT
PROPOSED STARTING SALARY
$41,021.22 - REQUIREMENTS: BLET CERTIFIED WITH NO EXPERIENCE
OTHER ENTRY LEVEL BENEFITS
OTHER POLICE AGENCIES DUNN POLICE DEPARTMENT PROPOSAL
$1,000.00 BI-LINGUAL BONUS $300.00 $500.00
$ 1,000.00 ASSOCIATE'S DEGREE $600.00 $1,000.00
$2,000.00 BACHELOR'S DEGREE $1,200.00 $1,500.00
$2,500.00 MASTER'S DEGREE -0- $2,000.00
Current Budget $ 2,818,096
PROPOSAL
4th quarter
Increase
$ 50,357
4th quarter for P011l and up
$ 25,986
4th
quarter for LT and below
$ 38,936
Full year new
proposal
$ 31019,522
Yearly Increase totaled
$ 201,427
CITY OF
DUNN
NORTH C;;AROI.iNA
Meeting Date: March 14, 2022
I SUBJECT TITLE I Consideration of Purchase of Real Property
PURPOSE:
To consider purchase of Real Property.
Mlwrice •• W�
NIIIIl 4 AIvilLT-111035
Manager Neuschafer
Motion to authorize the City Manager to enter into a contract for t
property for the amount of $ as presented.
CLOSED SESSION CRITERIA
(Specify one or more of the following permitted reasons for closed sessions)
Move that we go into closed session in accordance with:
[N.C.G.S. 143-318.11(a)(1)]
Prevent the disclosure of privileged information
i Under the North Carolina General Statutes or regulations.
i Under the regulations or laws of the United States.
[N.C.G.S. 143-318.11(a)(2)]
Prevent the premature disclosure of an honorary award or scholarship
[N.C.G.S. 143-318.11(a)(3)]
Consult with the Attorney
To protect the attorney -client privilege.
i To consider and give instructions concerning a potential or actual claim,
administrative procedure, orjudicial action.
To consider and give instructions concerning a judicial action titled
vs
[N.C.G.S. 143-318.11(a)(4)]
To discuss matters relating to the location or expansion of business in the
area served by this body.
[N.C.G.S. 143-318.11(a)(5)]
To establish or instruct the staff or agent concerning the negotiation of the
price and terms of a contract concerning the acquisition of real property
located at
(OR)
To establish or instruct the staff or agent concerning the negotiations of
the amount of compensation or other terms of an employment contract.
[N.C.G.S. 143-318.11(a)(6)]
To consider the qualifications, competence, performance, condition of
appointment of a public officer or employee or prospective public officer or
employee.
(OR)
To hear or investigate a complaint, charge, or grievance by or against a
public officer or employee.
[N.C.G.S. 143-318.11(a)(7)]
To plan, conduct, or hear reports concerning investigations of alleged
criminal conduct.
School violence 143-318.11(a)(8) and terrorist activity (9).