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Matfhew Weatherly,President
STAF�'ING LEVEL ANALYSIS
Purpose and Overview
- To conduct an objective analysis to determine the appropriate number, type, and level of
employee(s) required to provide existing City services.
- To create a baseline of ineasurable statistics that can be monitored and compared
annual(y as indicators of contraction or growth (examples: calls for service, work orders
completed, lane miles maintained).
- To create a tooi fo�departments, city management, and City Council fo utilize during the
budget process that wili assist in measuring changes in service demand, service
pertormance level, turnaround times, etc,
� DeliverableS
- Suggested future staffing levels by major department functions.
- Statistieal allocation of FTE's(positions}to major functions.
- Calculation of personnel costs(savings or additional expenses as appropriate)
associated with providing each studied servfce,
- The process itself—a"dual analysis"that can be fhen performed annually.for budgeting,
Major Steps �
- Interact wifh Council members, city management, and department heads to collect initial
dafa and feedback on current City services, service performance levels, and service
demand/volume.
- Follow-up�interviews and observations of major department services and functions. �
- Creation of narratives describing current and alternative staffing practices, and the
patential impack on service levels should staffing levels be modified (-or+),
- Presentation and reporting of findings and recommendations for short term and long term
staffing adjustments, based on Gouncil, city management, and deparfinent head input.
Notes and Examples
- Statistical Inputs; current work volumes, such as # of service calls, # of development
plans reviewed,#of work orders closed o.ut, #of customer complaints
- "Variable" Components; opinions on curr�nt service performance levels, possible.impacts
an service per�ormance levels if staffing levels or service demands were to change •
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