HomeMy WebLinkAbout03122018 City Council Laydowns 1bo ' Z
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MEMORANDUM f40.
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DATE: APRIL 3,2017
TO: ALL EMPLOYEES
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FROM: JIM HUNT, CITY MANAGER '4 \V
SUBJECT: WELLNESS POLICY UPDATE
OBJECTIVE:
The City of Seward Wellness Program is intended to encourage City employees to take steps to improve
their health or maintain good health. The wellness program benefits both employee and the City.
Employees who are healthy may be more productive, have better morale and use fewer sick days.
Wellness programs also tend to save money due to reduced absenteeism and lower health insurance
rates.
It is the City of Seward's policy to provide the resources necessary to promote healthy lifestyles. It is our
policy to comply with the intent and spirit of applicable state and federal laws and regulations.
HISTORY:
What is the City of Seward's Wellness Program? In 2008,City Council recommended to raise the premium
required of all regular, full-time City employees by $50 a month, for APUIT health insurance. The City
Manager at the time wanted to do something proactive to counter the rising health insurance premiums
and implemented a wellness program policy. In the long-run, this wellness program was intended to
decrease the potential for future increased APUIT premiums by reducing medical claims and encouraging
employees to improve their health and lifestyles. The City Manager came up with a wellness program in
which employees would pay$50 to be put toward a wellness account and then the employee would have
the opportunity to earn$40 back each month by participating in 40 minutes of exercise four times a week,
meet weight loss goals or maintain their recommended body mass index, not consume more than seven
alcoholic beverages in a week and not smoke, use tobacco products or use illegal drugs. The remaining
ten dollars each month went into a wellness account and if you achieved a wellness goal for that entire
year,you were reimbursed $120 at the end of that year.
What we have discovered is that in theory this sounded great but in reality, the program was not
successful and, therefore has been modified. No longer are the four criteria, listed above, required;
tracking and accountability of this process was not effective. Currently all regular, full-time employees
are deducted $50 each month; this is included in their health insurance premium, which is applied to the
City Employee Wellness account. It is important to realize that this policy is a living document and it will
have changes brought forward when needed.
Page J 1 Rev. 04/03/17
CITY OF SEWARD • WELLNESS POLICY UPDATE
SCOPE:
This policy applies to all regular,full-time city employees,excepting Union employees. If employees abuse
this policy, or if it does not mutually meet the needs of the City or the employees, this policy may be
terminated, upon review of the program, at the end of the calendar year. In the event the program is
terminated however, the $50 monthly employee contribution will be contributed to health insurance
premiums, and the taxpayers will pay$50 per employee less per month, to support the employee health
insurance program. This program is strictly the City employees program. City employees contribute
money to the plan in order for the program to provide services to promote a healthy, well rounded
lifestyle. In order to reach a well-rounded lifestyle,eight dimensions of wellness will be the focus annually:
Physical,Social,Emotional,Environmental,Spiritual,Financial, Intellectual and Occupational. Each month
a member of the Wellness Committee (each department is represented) will present a topic to the
Wellness Committee. The Committee members will then take this topic back to your department. There
will be social events,guest speakers, interactive web sites, etc. Please note that an employee's level of
participation (or lack of participation) in wellness activities, has no bearing on either current or future
employment status.
EIGHT DIMENSIONS OF WELLNESS:
1. PHYSICAL wellness encourages knowledge about food, nutrition, and physical fitness (strength +
activity). The well person eats when hungry, selects a balanced diet, gets adequate sleep, and gets
medical check-ups when appropriate.
2. SOCIAL wellness is creating and maintaining positive relationships, and enjoying being with others.
The well person communicates their needs and feelings, has support networks, participates in and
contributes to their community, and actively seeks experiences that differ from their own point of
view.
3. EMOTIONAL wellness relates to how well one is able to recognize and appropriately express their
range of feelings. The well person accepts their own feelings,takes responsibility for themselves and
their actions, is able to cope with stress, and seeks support when necessary.
4. ENVIRONMENTAL wellness is about appreciating and respecting our external environment. The well
person recognizes there are limits to controlling the environment, that the earth's natural resources
are limited,and that all human activity impacts the environment.
5. SPIRITUAL wellness involves developing an appreciation for the depth and expanse of life and the
natural forces that exist in the universe. The well person explores spiritual concepts of themselves
and others to discover the meaning and purpose in human existence.
6. FINANCIAL wellness is the ability to control and maintain a balance of income and expenditures. The
well person develops the discipline to save money for short-term, long-term and emergency
expenses, as well as the ability to manager credit cards and other consumer credit responsibly.
7. INTELLECTUAL wellness is the pursuit of lifelong learning to encourage creative and critical thinking
and to motivate oneself to master new skills. The well person values education, appreciates the arts
and strives to expand their understanding and view of the world.
8. OCCUPATIONAL wellness allows an individual to prepare themselves for work which will gain personal
satisfaction and enrichment throughout the course of one's life.The well person embraces challenges,
fosters an attitude of commitment, and celebrates their successes.
Page / 2 Rev. 04/03/17
CITY OFSEWARD • WELLNESS POLICY UPDATE
THE PROGRAM:
1. All regular,full-time employees will be encouraged to participate in the Know Your Numbers Program
(KYNP)through the lab at Providence Seward Medical Center in October, November or December of
each calendar year. KYNP is a wellness program offered by the City in partnership with Providence
Seward Medical Center. This program includes a comprehensive wellness screening including(weight,
blood pressure, pulse, body mass index, abdominal circumference, cholesterol (LDL and HDL),
triglycerides, and blood sugar). You should receive a letter from Providence Seward Medical Center
stating that either your laboratory values are in check or they are out of range and it is recommended
that you consult with your health care provider. The results are strictly between the employee and
Providence Seward Medical Center. There will be NO cost to the employee;any costs not covered by
the employee's health insurance will be covered through the wellness account. Results from the KYNP
would be an exceptional way for the employee to establish a physical goal.
2. The City has a Seward Employee Fitness Center in conjunction with the Seward Volunteer Fire
Department. Use of the center is free to all City employees and SFD volunteers. The center is located
in the basement of the fire department and will be available strictly to Seward Volunteer Fire
personnel,City employees eligible for the Wellness Program and their families. Family members must
be accompanied by the employee, and children must be at least 14 years old. Prior to receiving an
access code to the facility, the employee must participate in an orientation coordinated by the
Personnel Officer.
3. Thirty-minute workout time per day: City employees will be allowed thirty minutes per day,with prior
supervisor approval, to dedicate to an exercise program and must be approved in advance.
Immediate supervisors and the City Manager have the ability to terminate this benefit if the
department is unable to meet the demands of the workload, or if the policy is being abused by the
employee(s). Employees must be physically working out during the time agreed with the supervisor
and it is up to the employee to demonstrate how they will be accountable to the supervisor. For
example, if an employee says they are walking the bike path during their lunch hour and then they
are seen at a local restaurant,the privilege of a thirty-minute workout will be revoked.
4. City employees may be acknowledged for their participation in various wellness contests. Winners
of these incentive programs may be awarded prizes.Expenditures associated with this wellness policy
program will be paid from the City Employee Wellness account funded by City employees.
5. Budget. The City Employee Wellness account is just that,the employees account. Each month,time
permitting, the budget will be provided to the Wellness Committee. Employees are encouraged to
participate in the Wellness Program and by seeing where their money is being spent,will encourage
City wide participation.
6. Each employee has a voice,share your concerns with your department representative or the Wellness
Committee Chair, let them know what is working, what isn't working and make changes that might
benefit all employees.
Page I 3 Rev.04/03/17
CITY OFSEWARD• WELLNESS POLICY UPDATE
RESPONSIBILITIES:
In order to qualify for this benefit,employees must be able to do the following:
1. Remain a regular full time employee for the City of Seward.
2. Maintain regular business hours to serve the public.
3. Follow all requirements of the Policy.
ADMINISTRATION:
This Wellness Policy was administered through the office of the City Manager.
CONTACT:
Personnel Officer,City of Seward,(907)224-4074.
Page /4 Rev. 04/03/17
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March 12, 2018 City Council meeting
Comments by Carol Griswold
I support the request for work session on the 2018-2019 Biennial Budget as
the budget that Council voted on was incomplete. Among other items, the
Position Title and Pay Ranges by Department, Pay Range Classifications,
Hourly Pay Scale, and Annual Pay Scale tables were not available until
February.
In these, we discover that 16 positions received a raise due to either added
responsibility for position vacancy, or external equity of up to 20%
including department heads while no one received COLA or merit raises. It
would be helpful to note the reason for these raises separately for clarity.
The 2016-2017 budget calendar scheduled a fourth "wrap-up" work session.
This did not happen for the 2018-2019 budget. Scheduling this work session
now, with the complete budget, would be very helpful to better understand
the budget, the changes, and provide opportunities for discussion.
I would like to thank the Electric Department for keeping the power on
during the recent storms, and Public Works for the '
weather summary. Thanks for all the plowing! °7"! vv i s1i C
City Manager Self-Evaluation
The annual evaluation of the city manager in an open meeting was both
enlightening and discouraging. Afterwards, I received the documents
through a Request for Public Records, although they should have been
posted on the city website as a council laydown.
The new evaluation forms in the July 10, 2017 Ordinance and Amended
Rules of Council Procedure are missing two sections: "Maintains a positive
relationship with the public" and "Fiscal." This was reflected in the first
evaluation submitted by the city manager. He noted, "Something is missing"
but went on to give himself top ratings: 5 for Excellent for each. I
understand he did indeed submit the missing sections later and in time, but
as he did not bring his self-evaluation to the meeting and had to use a
council member's incomplete copy for reference, this additional document
was not part of the public record.
4
When the evaluation form is corrected I hope that each category and page
will be numbered. The collective evaluation was very disorganized because
they were not, unless added by hand. The old form also had the ratings
across the top of each page, which I think is helpful for reference and should
be included.
I was also disappointed that the required "Identify a measurable component
of the goal" was missing in the evaluation; without a measurable component,
it is difficult to evaluate any accomplishment. SMART Goals should be
incorporated: Specific, Measurable, Achievable, Results-focused, Time-
bound. Please add measurable SMART goals to the 2018 goals.
I would think an annual evaluation would be an extremely important
process. Yet the city manager neglected to bring his self-evaluation to this
meeting and had to borrow one, then he forgot to bring his goals to the
subsequent meetings and the council had to recess twice for them to be
retrieved. This is unprofessional and unacceptable.
Finally, I started to read the city manager's self-evaluation. He made an
error with his unusual computation of his average scores wherein he gave
himself a 5/35, 5/25, etc. and a 4.4/5 for goals. Goals added up to 4.5, which
is 27 divided by 6. Nevertheless, it didn't matter; the final score was 4.9,
almost perfect. Needless to say, with an administration wracked with
controversy and much of the work accomplished by his excellent team, I
found his ratings unrealistic.
With employee morale so low that the majority of city employees want to
join a Union; the grievance process so broken that there has been no need to
establish an Appeal Board, and Council initiated a rewrite of the 41-year old
code, not him; evidence of massive employee turnover undocumented by
either Exit Interviews or 360° Supervisor review; etc, he gave himself a
perfect score on "manages workforce and mediates personnel issues". I have
concerns with other ratings and believe many are vastly overrated.
"Verbal and written communications are thoughtful, clear, and to the point"
was a 5.
To the point, this self-evaluation is disorganized and confusing and not
focused on 2017. The list is not organized under main goals or even
categories,just run-on. Accomplishments that haven't yet been
accomplished are credited.
M i 4
Then the narrative veers off into Boards, Committees, Memberships, Civic
Activities. It would be nice to have a regular report to council and the public
on these various meetings he attends.
Next, a separate section noting for the second time, the irrelevant $89
million "Record Grant and Appropriation Funding" for 2013-2016.
Then back to Goals, including many that the public has not heard of and
Council may not have yet vetted. It is a long and rambling evaluation.
Likewise, when listening to the meetings, it was challenging to understand
what he meant as many sentences are not finished and the thought trails off.
If this was the city manager's best effort to advocate for a raise, I believe he
failed. There is much room for improvement.
Bottom line: If the city employees do not receive merit raises and COLA, he
should not receive a raise either.
Thank you.
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Suds N Swirl (SNS) 2017 Actual vs. 2018 Projected as SGS (non metered user- per Res. 2017-077 & 2017-078)
Actual FY 2017 Projected 2018 SGS
Month Water Sewer Sales Tax Total Water Sewer Sales Tax Total % Increase
January 195.16 420.44 43.09 658.69 1,333.92 1,837.92 70.00 3,241.84
February 176.40 214.80 27.38 418.58 1,333.92 1,837.92 70.00 3,241.84
March 217.56 259.88 33.42 510.86 1,333.92 1,837.92 70.00 3,241.84
April 282.24 330.72 42.91 655.87 1,333.92 1,837.92 70.00 3,241.84
May 420.36 488.05 63.59 972.00 1,333.92 1,837.92 70.00 3,241.84
June 747.96 837.64 70.00 1655.60 1,333.92 1,837.92 70.00 3,241.84
July 949.24 1044.90 70.00 2064.14 1,333.92 1,837.92 70.00 3,241.84
August 1244.04 1219.24 70.00 2533.28 1,333.92 1,837.92 70.00 3,241.84
September 827.52 919.58 70.00 1817.10 1,333.92 1,837.92 70.00 3,241.84
October 513.96 595.05 70.00 1179.01 1,333.92 1,837.92 70.00 3,241.84
November 276.36 324.28 42.04 642.68 1,333.92 1,837.92 70.00 3,241.84
December 205.80 247.00 31.70 484.50 1,333.92 1,837.92 70.00 3,241.84
Totals $ 6,056.60 $ 6,901.58 $ 634.13 $ 13,592.31 $ 16,007.04 $ 22,055.04 $ 840.00 $ 38,902.08 186.21%
Information compiled by Seward Pub' , ' •
Actual 2017 Bills per SPU Projected charge (SGS, but charged metered rates)
6 atati co dasollko4ona44Sa14 Cowua15Or.aec1Aaa�eri .8a..(lom(14%#*atwna'aUral("sAwe*atSf *<ecr�tw-um•
Month Water Sevier Sales Tax Total Month Water Sewer Sales Tax Total Variance
146+449 20121 235.60 3D 05 461146 laaaar i 199 91 21056 10.13 .1-1 31 2 56
febraary 17640 21440 27.71* 41858 Febrairy 20400 38602 41 30 63132 212'1
Match 217.56 259.0* 3343 SAO$6 Math 22213 117,76 44 79 611.68 17382
$pr6 2422,4 310 72 4191 095.117 Apt 21617 336.11 3617 *77.4* 221.61
1144y 424116 46105 63.59 172 OD 1.44y 42919 79317 1601 1217.40 31310
Mt t 717.96 *37.64 1007 1.655 e0 Mat 763.67 136192 7000 230139 587.91
Mb 919.20 1.014.90 7000 2061.10 My 9691* 1.712.20 7000 2751.33 617.21
aaarnt 1.21476 1239.31 1000 253328 1.120 1 270 16 206169 71000 3.40385 17057
September *27.52 919 Si 7000 1.11710 September 04 90 1505 24 7000 242011 60304
Cktober 31396 39501 7000 117101 October 524 75 969.37 7000 1.564 12 3d.11
ho.nrrbe 27336 334 28 4201 64268 11..ember 21216 52356 51 7s NO 411 217 79
Dot40tbex 205.00 267.00 31-70 40 50 04(embet 210 12 196.60 4247 619 19 164 70
Totals 5 6.063.61 5 6 716 74 3 621.61 ;1140202 TOPA 36.201 31 5 10911 23 5 60 96 3 17.006 50 4,10211
•ppiet tato•raease of 2 15‘ 3164
ttoot 201$torn 446.1te rt'.oatamp!icm
Suds N Swirl(SNS) based on remaining a metered user.
2005-2019 Water&Sewer Increases per City Council Resolutions
%Tariff increases directly effecting SNS,assuming SNS remains metered(Res.2017-077&078 states SNS will pay by ERU and Administration Is telling us today we will remain metered).
Approval
Year Water ERU Sewer ERU Resolution# Date
2005 5% $34.17 15% $41.06 *2004-105&106 11/22/2004 *?effective date-should be January 1,2005.
2008 N/A N/A 5% $43.11 2007-123 11/26/2007
2010 4.80% $35.81 4.80% $45.18 *2009-*117&118 11/10/2009
2011 5.10% $37.64 5.10% $47.48 2009-117&118 11/10/2009
2012 4% $39.15 6% $50.33 2011-079&080 10/24/2011
2013 6% $39.15 6% $50.33 2011-079&081 10/25/2011
2018 33% $47.64 33% $65.64 2017-077&078 11/27/2017
2019 33% $47.64 33% $65.64 2017-077&078 11/27/2017
* Note second"WHEREAS"states"a 35%increase in all water rates effective January 1,2005." Resolution 2004-106 indicates a 5%increase across the board.
2005-2019 Water&Sewer Increases per City Council Resolution
Percentage Tariff increases directly effecting non-metered users.
Sewer Approval
Year Water ERU Sewer ERU %Increase Resolution# Date
2005 5% $34.17 15% $41.06 1.202% 2004-105&106 11/22/2004 Error on effective date-should be January 1,2005.
2008 N/A N/A 5% $43.11 1.262% 2007-123 11/26/2007
2010 4.80% $35.81 4.80% $45.18 1.284% '2009-'117&118 11/10/2009
2011 5.10% $37.64 5.10% $47.48 1.261% 2009-117&118 11/10/2009 Note"sewer shall be 1.2 times the computed water charge" (Per 2009-118)this only applies to on-metered
2012 4% $39.15 6% $50.33 1.286% 2011-079&080 10/24/2011
2013 6% $39.15 6% $50.33 1.286% 2011-079&081 10/25/2011
2018 33% $47.64 33% $65.64 1.378% 2017-077&078 11/27/2017
2019 33% $47.64 33% $65.64 1.378% 2017-077&079 11/27/2017
0 Note second"WHEREAS"states"a 35%increase in all water rates effective January 1,2005." Resolution 2004-106 indicates a 5%increase across the board.