Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Personnel Utilities topic
No spam. Unsubscribe anytime.
Council discusses new utility '3 lead' classification to create supervisory layer
Summary
City staff described a new "3 lead" classification for water and sewer operations that would make one senior field worker the lead for distribution, treatment and collections, create promotion opportunities and shift annual review duties off the utility manager.
James Trefry presented a plan to create a new "3 lead" classification for the utility department that would cover the water treatment plant, water distribution, wastewater treatment plant and sewer collections. "This then allows, class 2 people to raise up and, go into a 3 position," Trefry said, explaining the goal was to provide career advancement and retain staff.
Trefry said the new 3 lead position would be held by a single employee who would serve as the lead for field crews and conduct annual performance reviews for the staff they supervise. "This takes a load of 22 annual reviews off of Caitlin Dwyer's desk and puts it where it belongs with the people who work mostly with the staff that's in the field," he said.
Council members asked whether current employees meet the proposed qualifications and about the scope of authority for the new lead. In response to a question about whether employees exist who would fill the roles, Trefry said, "Yes, we do." He clarified the lead would handle annual reviews and up to coaching memos, while higher-level actions such as hiring, firing or discipline would remain with the utility manager and human resources. "They will do corrections up to employee coaching memos. But if anything has to elevate past that, then it goes to Caitlin," he said.
Council members also pressed on chain-of-command and conflict resolution. Trefry said the department would follow the chain of command and that Caitlin Dwyer has a good working relationship with the employee who would be promoted. "If the 3 lead position says that disagrees with them goes up to Caitlin," Trefry said, adding that Caitlin would defer to the 3 lead on day-to-day field matters.
Supporters on the council compared the proposed structure to common private-sector career ladders. One council member said, "In banking, you've always got different levels for tellers and bankers. Then inspire them to learn more so they can achieve that next level, earn more money, and then you're training your up and coming supervisors and your replacement, right?" The council proceeded with no recorded formal vote on the proposal in the transcript.
The item was presented as a personnel classification change intended to create upward mobility for field staff and reduce administrative workload on the utility manager. No specific effective date, salary grade, or formal vote appears in the transcript; those details were not specified.
