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House Rules and Legislative Administration Committee 3/28/19


>>I WANT TO THANK MEMBERS FOR MAKING TIME TO BE HERE TODAY TO DISCUSS THE HOUSE BUDGET. I WANT TO GET OVERVIEW AND GET INTO SPECIFICS. BASICALLY TODAY; GOING TO BE CONSIDERING WHETHER TO A PROVE RECOMMENDATION FROM THE CONTROLLER. COME UP WITH A BUDGET — FROM THE HOUSE. OUR MISSION IS TO CONSIDER WHETHER THIS IS A — TO STATE GOVERNMENT FINANCE. THAT’S HOW IT WILL ROLL OUT. SO I WOULD LIKE TO DO AN OVERVIEW AND GET TO THE POINT OF HAVING A MOTION AFTER WE HAVE DONE AN OVERVIEW. THE WAY THAT THIS IS GOING TO WORK IS THE HOUSE CONTROLLER WILL PRESENT AT A HIGH LEVEL. WE WILL GET INTO A COUPLE OF INDIVIDUAL TESTIFIERS ABOUT WHERE WE STAND AND WHY THIS CAME FORWARD. I THINK THAT WOULD BE A GOOD TIME FOR QUESTIONS. THE OTHER THING IS WE CAN GET STARTED AND ASK QUESTIONS AS WE GO ALONG. WE’RE GOING TO HAVE A LOT MORE OPEN INFORMATION ABOUT THE HOUSE BUDGET IN THIS PROPOSAL. THAT IS NOT A COMMENT ON PAST SPEAK ARES OR MONTH JARIT– MAJORITY LEADERS. WE NEED TO BE MORE OPEN FORWARD ABOUT HOW THE HOUSE BUDGET IS MANAGED. SO THAT CONSTITUTIONAL CHANGE TO MEMBERS SALARIES IS WHY THE HOUSE BUDGET CAN NO LONGER BE DONE IN THE PAST. SO THAT’S THE CONTEXT FOR THIS HEARING TODAY. THE FIRST UP TO GIVE US –.>>IN YOUR PACKET IS A HANDOUT RELATING TO THE BUDGET. VERY QUICK HIGH LEVEL REVIEW. WE ARE CURRENTLY IN THE — 4 POINT $4.2 MILLION DEFICIT. THIS IS TIED TO — TWO YEARS AGO. SO FOR THE LAST 20 MONTHS WE HAVE BEEN USING OUR (INAUDIBLE) TO DEAL WITH THAT OPERATING DEFICIT. IF WE WENT INTO 20 AND 21 WITH THE SAME LEVEL OF FUNDING AND BUDGE AND THEN ADD ONTO THE — WHICH WOULD ADD ANOTHER 460 $460;000 TO THAT OPERATING DEFICIT THAT WOULD CARRY DOWN TO ABOUT 2 .2 MILLION BUT STILL HAVE OVER A 2.4 MILL WHY NOT DOLLARS DEFICIT. THAT BUDGET WOULD NOT ACCOUNT FOR A NUMBER OF THINGS. IT WOULD NOT ACCOUNT FOR END OF LIFE EQUIPMENT. WE HAVE AN EMAIL SYSTEM THAT IS NOT THE MOST — FROM MY UNDERSTANDING. WE HAVE END OF LIFE I T EQUIPMENT; END OF LIFE FURNITURE THAT WE NEED TO ADDRESS. WE HAVE A SALARY COMPENSATION. KEEPING ALL THINGS; WE WOULD HAVE NOT ADDRESSED ANY OF THAT AND — CARRY FORWARD. SO THIS LOOKS AT THE LEGISLATIVE SALARY RECOMMENDATION. SO THAT WE’RE NOT — INTO OUR CARRY FORWARD. AS MUCH AS WE ARE TODAY. IT DOES REQUEST ONE TIME SPENDING; BUT FULLY FUNDING ARE OPERATING OUT OF A GENERAL FUND APPROPRIATIONS. WITH THAT GOING INTO DETAILS — SO WE WILL GET INTO THE SPECIFICS OF A PROPOSED BUDGET. IF YOU CAN TELL US; IF WE DON’T INCREASE THE THE APPROPRIATIONS FOR THE HOUSE; WHEN DO WE RUN OUT OF MONEY. WE WOULD RUN OUT PARTIALLY THROUGH THE YEAR OF — WE WOULD CARRY FORWARD CLOSE TO FIVE MILLION DOLLARS. PARAGRAPH>>I ALSO WORK ON SALARY AND CLASSIFICATIONS STUDIES HAVING BEEN MY FORTHED IN MINNESOTA. THIS IS MY SECOND ONE IN THE HOUSE. I STUDIES TWICE IN — MAINE AND — ARE THESE COMPETITIVE WITH RANGES THAT ARE SEEN OUT IN THE MARKET. I WAS ASKED TO LOOK AT CERTAIN POSITION. THESE ARE HIGHLY COMPETITIVE POSITIONS. ARE THESE POSITIONS IN THE RIGHT CLASSIFICATION? OR WHEN THE RAGE IS BROUGHT TO MARKET; ARE THEY IN THE RIGHT CLASSIFICATION THEN? GENERALLY ACROSS THE — PRACTICES TO SEE IF THERE WERE RECOMMENDATIONS THAT I WOULD MAKE MOVING FORWARD. AS I LOOK AT THE SALARY RANGES; I FOUND LOOKING AT THE COUNTIES IN THE MINNEAPOLIS SAINT PAUL AREAS. I LOOKED AT THE TECHNOLOGY GUIDE AND THE — AREA; I LOOKED AT THE SENATE AND OFFICE OF EXECUTIVE BRANCH. I FOUND THAT THE SALARIES FOR THE HOUSE WERE ONE TO 19 PERCENT BEHIND THE MARKET. YOU’LL FIND THAT IN YOUR EYE T POSITIONS; YOUR APP COUNTING POSITIONS. YOU’LL FIND IT IN YOUR LEGAL POSITIONS. AND YOUR FISCAL POSITIONS. ACCORDING TO THE BUREAU OF LABOR STATISTICS; THAT HAS NOT BEEN TRUE FOR THE PEOPLE IN THE HOUSE OF REPRESENTATIVES. THIS IS THE HIGHEST CONCENTRATION INCREASE IN SALARIES IN THE MIDWEST. RIGHT HERE WHERE YOU ARE. THE UNEMPLOYMENT IS AT 2 .8 PERCENT. THIS MAKES IT DIFFICULT TO FIND SKILLED PEOPLE. YOU HAVE TO THINK WHAT IS YOUR — PHILOSOPHY HERE. I WOULD ARGUE THAT THE HOUSE NEEDS TO BE AT MARKET. AND CURRENTLY THEY’RE NOT. I CAME IN AND MADE RECOMMENDATIONS FOR MARKET RANGES. YOU MOVE TO MARKET RANGES IN 2007 AND THE ECONOMY FELL OUT. RANGES WEREN’T MOVED. SALARY RANGES HAVEN’T BEEN MOVED SINCE 2015. MOST OF YOU CAN SEE THAT SALARIES ARE MOVING FAST; POSITIONS IN COMMUNICATIONS HAVE CHANGED RADICALLY IN THE PAST FOUR YEARS. MOST STATES THAT HAVE FACED LEGAL CHALLENGES IN THE H R AREA YOU NEED PEOPLE WHO ARE MORE AND MORE SOPHISTICATED. THE COMMUNICATIONS POSITION AND DIRECTOR OF PUBLIC AFFAIR; I T AND LEGISLATIVE ANALYSTS. WE FOUND THAT THE SALARIES THERE THAT IS WHERE IT IS 15 TO 19 PERCENT HIGHER THAN THE SALARIES THAN YOU CURRENTLY HAVE IN THE HOUSE. IT IS REALLY EASY TO — END UP IN THIS POSITION AND IT IS NOT SOMETHING — A PLACE WHERE YOU WANT TO BE. ESPECIALLY WITH IN THE LEGISLATURE. LEGISLATURES; YOU LOSE ONE THIRD OF YOUR MEMBERS EVERY TWO YEARS. THE LEGISLATURE CAN TURNOVER COMPLETELY. IT NEEDS TO BE STRONG AND WHERE YOU FIND THAT STRENGTH IS IN YOUR STAFF. THE PEOPLE THAT CAN GUIDE YOU AND TAKE CARE OF THE WORK THAT YOU NEED DONE. YOU NEED TO MOVE THESE RANGES. THERE WERE SOME OBSERVATIONS THAT WERE MADE. YOU NEED TO LOOK AT HOW OFTEN THAT YOU PROMOTE PEOPLE AND YOU NEED TO REWARD THE HYPER FORMING PEOPLE BY MOVING THEM UP EVERY TWO YEARS. THIS IS GOING TO BE REALLY IMPORTANT AND KEEPING THEM ACTIVE AND INTERESTED IN THE HOUSE. THERE NEEDS TO BE AN EQUITY ADJUSTMENT. YOU HAVE A LOT OF COMPRESSION. YOU’RE GOING TO FIGURE OUT HOW TO DEAL WITH THAT. QUESTIONS ABOUT THE STUDY.>>ADJUSTMENTS WERE MADE EVERY FIVE YEARS. YOU DON’T NEED — TO DO THIS. BECAUSE YOU CAN DO IT ON YOUR OWN. YOU CAN DO THAT YOURSELF. THE WAY THAT YOU GO THROUGH THE WAY MINNESOTA HAS GONE THROUGH AND THAT’S THE ECONOMY DROPPING OUT.>>REFERRING TO WAS MORE CHANGE KIND OF PROCESS; DO THEY DO THIS THROUGH AS WE OCCUR AREN’TLY DO IT THROUGH RULES COMMITTEE OR DO THEY HAVE SEPARATE COMMITTEES THAT DEALS WITH COMPENSATION. THE REASON THAT I ASK THAT IS BECAUSE WE HAD A SUB COMMITTEE THAT DEALT WITH EMPLOYEE RELATIONS. WE DID HAVE A SUB COMMITTEE THAT KEPT — OF EMPLOYEE SALARIES WHICH IS DIFFERENT FROM THE HOUSE. THAT’S WHAT I WAS REFERRING TO IN TERMS OF WHAT OTHER STATES MAY — OF OTHER ISSUES.>>THEY DO IT WITH A SPECIAL SUB COMMITTEE SO THERE ARE TWO WAYSES.>>WHEN I LOOKED AT THE CHARTS AND SO ON YOU HAVE HERE; WHEN WE’RE DEALING WITH OUR STATE AGENCIES AND SO ON; DEALING WITH — WHATEVER THAT WE TALK ABOUT. TOTAL COMPENSATIONS. DO YOU CARE TO COMMENT WHERE WE STAND WHEN WE LOOK AT TOTAL COMPENSATION.>>I DID LOOK AT SOME LABOR STATISTICS; THE MINNESOTA TAXPAYERS ASSOCIATION. I LOOKED AT SOME OF THEIR STUDIES. I THINK THAT; WE TALKED ABOUT THIS MORNING ABOUT THAT. YOUR BENEFITS ARE ABOUT 33 PERCENT OF SALARY RIGHT NOW. THAT IS PRETTY AVERAGE.>>HOW DID THESE COMPENSATION RANGES COMPARE DURING THAT TIME PERIOD. AND IT SEEMS TO ME AS YOU GO THROUGH A RECESSION AND PRIVATE SECTOR FINDS THAT AT LEAST THEY DID; A MAJOR REDUCTION. WE HAD EMPLOYERS GETTING RID OF STAFF AND IN ORDER TO STAY ALIVE. REDUCING SALARIES. THAT DOESN’T HAPPEN IN GOVERNMENT. I HAVE NEVER SEEN IT HAPPEN. SO IT IS INTERESTING WHEN THE PRIVATE O SECTOR IS STARTING TO COME UP. WE HAVE GOVERNMENTS SAYING WE WANT TO BE PART OF THAT TOO. THE CURVE OF THE PRIVATE SECTOR THERE IS A GRADUAL INCREASE OVERTIME. GOVERNMENT DOESN’T FOLLOW THAT SO; WHY SHOULD WE FOLLOW THAT IN AN UP ECONOMY IN A PRIVATE SECTOR BUT NOT IN A DOWN ECONOMY IN A RECESSION.>>I CAN TELL YOU THAT THESE SALARY RANGES HAVEN’T MOVED AT ALL. AND YOU’RE HIRING AT $70;000. WHICH DOESN’T NECESSARILY GET YOU THE BEST H R DIRECTOR THAT YOU NEED. ESPECIALLY IN THIS DAY AND AGE. SO I WOULD ARGUE THAT YOU HAVEN’T HAD A MECHANISM FOR — KEEPING THE PRIVATE SECTOR. THERE HAS BEEN A DRAMATIC DROP IN THE NUMBER OF POSITIONS THAT YOU HAVE HAD IN THE HOUSE. AND THE NUMBERS OF POSITIONS FUNDED –>>MY QUESTION IS; DID THE STUDY LOOK AT SOME OF THE IMPACTS? WHAT CAN YOU TELL US ABOUT THE IMPACTS OUT OF RANGE WITH OTHER AGENCIES?>>AND THAT HAS HAD AN IMPACT AND I EVEN SAW ARTICLES OUTSIDE OF THE LEGISLATURE ABOUT THE LOSS OF THESE PEOPLE AND WHAT IT MEANS TO THE ORGANIZATION. WHEN YOU START LOSING PEOPLE THAT ARE HYPER FORM MAN’S AND NOT KEEPING THE PACE.>>THANK YOU. AND JUST A COMMENT AND A UNIQUE PERSPECTIVE ON THIS AS SOMEONE WHO HAS BEEN A HOUSE STAFF PERSON; WHAT WE’RE LOOKING TO RETAIN AND HIGHER QUALITY STAFF. OVER MY TIME; OVER THE PAST; SOME OF THE DOWNTURN TIME. I DID SEE A HUGE CHALLENGE. SOME OF THE BEST WORKERS THAT WE HAD AND SKILLED WORKERS. WE’RE ALWAYS IN COMPETITION WITH OTHER STATE AGENCIES AND WE HAVE NEVER REALLY — I THINK ESPECIALLY OVER THE LAST SEVEN REAL YEARS WHERE WE HAVE SEEN — CHALLENGE IS GROWING.>>I JUST HAVE A FEW QUESTIONS SINCE WE JUST TALKED ABOUT THE TURNOVER. — WHEN THEY GO ELSEWHERE BECAUSE THEY CAN GET MORE MONEY; THEN THAT IS A BLOW TO THE LEGISLATION INSTITUTION. AND I’M GOING TO LET KELLLY TALK ABOUT THAT.>>SO DO YOU HAVE AN ID EA OF WHAT A TYPICAL TURNOVER IS IN A PRIVATE SECTOR — HOW THAT COMPARES?>>I THINK IT REALLY VARIES AS FAR AS THE TYPE OF COMPANIES — BUT THE BETTER THAT YOU PAY THE MORE ENERGETIC THE INDUSTRY.>>THE SENATE WOULD HAVE SIMILAR CIRCUMSTANCES; IS THERE ANYTHING IN THE METHODOLOGY TO ACCOUNT FOR THE UNIQUE NATURE OF THE LEGISLATURE. SOME OF THE THINGS THAT WOULD BE MORE IN TANGIBLE. SO OUR SALARIES ARE A LITTLE BIT LOW FOR MANY OF THESE CATEGORIES. THEY GET SOME TIME OFF WHEN OTHER PEOPLE MIGHT NOT BE GETTING TIME OFF.>>I THINK THAT I NEVER FELT IT MADE SENSE TO GO TO LAW FIRMS — TO GO TO BIG CITY LAW FIRMS AND TO ASK WHAT THEIR SALARIES ARE BECAUSE IT IS SO SKEWED. WHEN YOU AVERAGE THE PRIVATE SECTOR AND YOU’RE LOOKING AT — AND YOU AVERAGE THAT AND YOU GET A MORE REALISTIC FIGURE. DO YOU KNOW GIVEN THE DIFFERENT; BREAK DOWN IN POSITION; DO WE KNOW WHAT THE NET ASSESS WOULD BE IN THE SHORT-TERM. HOW MANY OF THESE POSITIONS; HOW MANY PEOPLE WOULD BE BUMPING UP SALARIES IMMEDIATELY AND IN THE DIFFERENT CATEGORIES.>>I DON’T KNOW THAT BUT KELLLY NIGHT DOES. I DEAL WITH THEM AS A GROUP AND YOU ALWAYS WHEN YOU — YOU HAVE TO SEPARATE OUT THE EMPLOYEES FROM THE ACTUAL POSITION. WHAT OUR TOTAL BUDGET IS WHEN WE EXCHANGE MAJORITY. SO PRESUMABLY WE WOULD HAVE QUITE A FEW PEOPLE BUMPING UP THEIR SALARIES.>>THANK YOU VERY MUCH FOR THE STUDY; I FIND THESE INTERESTING AND — I SUPPOSE THOSE ARE HARD FOR PEOPLE TO SEE THE NUMBERS. TRYING TO KEEP PEOPLE AND; REALLY IS THE BOTTOM LINE. BUT IT IS — THE PEOPLE ALSO KEEP THE WHOLE BUILDING CLEAN AND SAFE. SO WE ARE SEEING A GREAT IMPROVEMENT IN THE SAFETY OF THIS BUILDING. I’M ONE OF THOSE THAT LISTENS TO THIS; I LIKE TO LISTEN TO THE RETIREMENT SPEECHES AND WE REALLY DO THANK PEOPLE. BOTH SIDES OF THE AISLE.>>A QUICK COMMENT AROUND THE DATA. AROUND WHAT THE PRIVATE SECTOR IS. I WANT US TO BE THOUGHTFUL — THEY WERE GOING TO — SO THEY NEVER REALLY HIRED BACK. THEY ARE SHIFTING FROM — MY HUSBAND WENT THROUGH AN UPDATE. A REORGANIZATION. IF WE’RE LOOKING AT AVERAGE SALARIES; NOBODY DOES — IT ALMOST NEVER HAPPENS. IT MIGHT HAVE GONE DOWN BUT BECAUSE THEY REDUCE THE INDIVIDUAL SALARIES. SO I JUST WANTED TO THINK ABOUT THE NUANCES. WE DON’T HAVE EQUAL COMPARISON. JUST REMEMBER THE NOWANCES THAT WE’RE NOT COMPARING APPLES TO APPLES. WE MAKE COST OF LIVING ADJUSTMENTS. THAT IS PROBABLY MORE ACCURATE. WITH A MARKET — IT IS REALLY DIFFICULT TO HIRE UNLESS YOU PAY THEM MORE MONEY NOW.>>I WILL GO TO — FIRST AND THEN I’LL RETURN TO YOU.>>AT ONE POINT I WANT TODAY MAKE AND I SHARE A LOT OF THE COMMENTS ALSO AS A FORMER STAFF PERSON WHO WAS HIRED UNDER THE MINIMUM AT ONE POINT. BUT THE THING THAT I WANTED TO — WE HAVE TO KEEP IN MIND THAT IF WE KEPT UP WITH THE PRIVATE MARKET; THERE ARE SOME UNIQUE DRAWBACKS FOR FOLKS WHO CHOOSE TO WORK HERE. SO EVEN IF YOU GET PAID THE SAME IN THE PRIVATE SECTOR WE TAKE FOR GRANTED THAT WHEN WE’RE HERE UNTIL MIDNIGHT; WE CHOOSE TO RUN — THE STAFF ARE REALLY THE WHIM OF THEED ABOUT EVERY. I KNOW THAT I GET EMAIL FREEZE VERY STAFF PEOPLE WHO ARE WORKING AT TWO IN THE MORNING. I JUST WANT TODAY POINT OUT THAT IT IS KIND OF HARD TO MAKE DIRECT COMPARISONS BECAUSE WE HAVE STAFF WHO MIGHT NOT REALLY SEE THEIR FAMILIES FOR TWO MONTHS. I CAN CHOOSE TO BRING MY KIDS HERE; OCCASIONALLY. BUT OUR STAFF DOESN’T ALWAYS HAVE THAT LUXURY. THAT IS AN IMPORTANT PIECE TO THIS. THERE REALLY ARE — ARE YOU GOING TO TAKE A JOB THAT PACE THE SAME OR ARE YOU GOING TO TAKE THE PRIVATE SECTOR JOB WITH THE HOURS ARE MORE REASONABLE?>>NOT ONLY DID THEY CUT COMPENSATIONS BUT FULL BENEFIT PACKAGES. IN ORDER TO KEEP EMPLOYEES AND FAMILIES A IAR AFLOAT: WE OFTEN FORGET; THAT THE GOVERNMENT DOESN’T HAVE TO LOOK AT THE REVENUE AND MAKE IT MATCH THE OTHER END. INSTEAD LET THE GOVERNMENT — –>>THANK YOU SO; THE ECONOMIC RESEARCH INSTITUTE. I WOULD LIKE TO SEE SOME OF THE DATA THAT YOU HAVE IN YOUR STUDY FROM THE PRIVATE SECTOR. BECAUSE ALL THAT I REMEMBER ABOUT THE ECONOMIC — WE WANT THIS TO BE AN EX — MISSION. THEY ARE NOT A RIGHT TO WORK ORGANIZATION; LET ME SAY THAT. BUT IF YOU CAN TELL ME MORE ABOUT THEM AND WHAT THEY DO AND THEIR ABILITY TO BE NON-PARTISAN.>>WE JUST KNOW THAT THEY HAVE GOOD DATA ON PRIVATE SECTOR. THEY HAVE — WE HAVE USED TO TAKE WHEN WE LOOK TO THE SENATE. AND WE WENT OUT TO ABOUT FIVE TO SEVEN STATES. THAT WOULD COMPLY — ENTIRELY WITH YOUR CHARACTERIZATION.>>I THINK I WAS GOING TO GIVE A LITTLE HISTORY LESSON.>>THANK YOU FOR YOUR STUDY AND BRINGING THIS FORWARD.>>WHAT IS SOME OF THE INFORMATION THAT YOU HAVE IN YOUR PACKET THAT YOU THOUGHT WOULD BE HELPFUL IN STAFFING ? TO GIVE PEOPLE AN IDEA IT IS THE LARGER CHART. THE FIRST ONE BEING THE GREEN CHART. THAT IS A — TO CURRENT AND HOW WE WERE AT A HIGH IN JANUARY OF 2002. AND WE ARE CURRENTLY AT 231 — YOU’LL SEE SOME SHARP DECLINE DURING RECESSION PERIODS. ALSO TOO IN THE — YOU’LL SEE A HIGH IN JANUARY OF 2001.>>IN 2007 THAT THE TIME OUR RANGES WERE LOW. AND THAT COMPETITIVE — RANGES NEEDED TO BE ADJUSTED. ALSO RECOMMENDATIONS BEING MOVED ANNUALLY. AND THEN AGAIN WE REKNEW OUR SALARY RANGES; FOR SOME HIGHLY COMPETITIVE POSITIONS. THE HOUSE IMMEDIATELY AFTER THIS SURVEY CAME THROUGH WAS NOTABLE TO DO THE RECOMMENDATION. AND THAT WAS FOLLOWED — WHICH FURTHER CAUSES US TO HAVE COMPLICATING FACTORS AND BE ABLE TO TAKE OUR PEOPLE. IN ADDITION NOW ONE OF THE THINGS THAT WE’RE SEEING ARE THOSE HIGHER SALARY RANGES. WOULD ALLOW OUR STAFF TO MOVE TO A HIGHER COMPENSATED POSITION AND REMAIN WITH IN THE STATE OF MINNESOTA. MY CONCERN IS WHERE YOU HAVE THAT WITH IN THE AGENCY TAKING OUR STAFF AND IN ADDITION TO THAT WE’RE GETTING TO A POINT WHERE WE HAVE A LOT OF SENIOR STAFF RETIRING. I’M CONCERNED ABOUT THE (INAUDIBLE) ON THE INSTITUTION.>>WITH YOUR KNOWLEDGE ABOUT THE DEPTHS OF YOUR TENURE HERE. MAYBE IT IS PART OF THE HOUSE RULES MAYBE IT IS — WHOEVER IS DOING THESE THINGS. WHEN WE GO THROUGH THE HIRING OR RELEASING EMPLOYEES. YOU SURE ARE PLUGGED INTO THE MARKET AND WHAT IS NEEDED AND ARE YOU OFFERING THE RIGHT KIND OF PACKAGES. HAVE YOU SEEN WHERE; COMMITTEES GET-TOGETHER AND — AT LEAST IF WE GET-TOGETHER ONCE OR TWICE TO TALK ABOUT WHATEVER — WHAT MATTERS IS THAT COMMITTEES ARE LINING UP AND SAYING — THIS IS A FORCED CONVERSATION. HAS THAT HAPPENED IN THE PAST? JUST SO THAT OUR RATES ARE STAYING COMPETITIVE.>>MR. CHAIR AND MEMBERS. I THINK THAT WITH IN THE HOUSE THERE IS AN EQUITY. SO THERE IS AN EQUITY THERE. WHERE WE GET BLINDSIDED; THEY HAVE REQUESTED TO DO A FURTHER SALARY STUDY. SHOWS THAT THEY’RE BEYOND MARKET. THERE IS VERY LITTLE COORDINATION THERE. AND THAT IS ONE OF THE THINGS THAT WE HAD HOPED TO DO WAS TO LOOK AT THIS AND DO THIS EVERY FIVE YEARS. IT IS HARD TO — INTO THAT AND TO GO; I JUST WANT TO LET YOU KNOW THAT EVERYBODY IS TEN PERCENT BELOW MARKET WHEN THERE IS NO MONEY FOR PAY INCREASE. THAT WAS ONE OF THE REASONS THAT SOME OF THIS HAS GOTTEN PUSHED OFF.>>I THINK THE POINT BEING THAT YOU HAVE RANGES WHERE YOU WORK — COMPENSATION OF EMPLOYEES.>>SO YOUR COLLEAGUE — THIS ENVIRONMENT IS VERY UNIQUE: THEY GET TIME OFF IN THE SUMMER AND THAT IS A NICE BENEFIT TO HAVE. THEY LOVE BEING HERE AND I THINK THAT PART OF THIS IS; I THINK WE NEED TO MAKE SURE WHAT COMPETITION IS. I JUST WANT TO MAKE SURE THAT WHERE WE ARE GOING TO MOVE OR NOT; WE NEED TO KNOW WHEN THEY’RE MOVING. WE’RE COMPETING FOR THE SAME STAFF.>>YES. AND WE CAN DO THAT AND THEN YOU KNOW; BRING THAT DATA BACK HERE TO THIS COMMITTEE. I WOULD ALSO ARGUE THAT OUR POOL GETS EVEN SMALLER BECAUSE OF THE HOURS DURING SESSION. WE HAVE — THAT CAN’T WORK UNTIL THREE AM BECAUSE THERE IS NOT DAYCARE UNTIL THREE A. EVEN THOUGH THEY LOVE THIS PLACE AND LOVE SERVING THE MEMBERS; THEY CAN’T. THEY JUST CAN’T DO IT. THAT POOL OF KNOWLEDGE THAT WE HAVE ACCESS TO; WHILE AN AGENCY DOESN’T HAVE THAT SAME DEMAND. THAT WOULD BE A GOOD FIT FOR THAT PERSON.>>THANK YOU. I’M WONDERING IF YOU CAN — DO THE TEMPORARY EMPLOYEES QUALIFY FOR OVERTIME PAY?>>THEY DO NOT. THE TEMPORARY STAFF ARE LIMITED TO THE HOURS IN THE PAY PER ODD. SO IF THE PAY PERIOD IS 80 HOURS THEY ARE LIMITED.>>THANK YOU. DO WE KNOW; ARE WE MONITORING THAT CLOSELY SO THAT DURING THE CRUNCH TIME WE DON’T HAVE PEOPLE WHO ARE — WE DON’T HAVE A WAGE THEFT SITUATION HERE WHERE PEOPLE ARE WORKING OFF THE CLOCK?>>YES. SUPERVISORS WILL TELL YOU — IF SOMEBODY IS 15 MINUTES OVER ON A TIME CARD; THERE IS A PHONE CALL. THEY GET REPORTS AFTER EACH PAY PERIOD. EVEN IF TLE LET SOMETHING GO THROUGH AND IT SHOWS UP; THEY HAVE GOT SOME CALLS FROM MY OFFICE ON THAT. SO COULD YOU TALK ABOUT THE COMP TIME; WHAT THOSE CALCULATIONS ARE? IF WE’RE GOING TO TALK ABOUT COMP TIME; IT IS A BIT LIKE; IT MAKES WORKING ONE HUNDRED HOURS A WEEK ALL WORTH IT. IF YOU CAN EXPLAIN IT.>>THIS COMMITTEE JUST ADOPTED A CHANGE TO THE POLICY AND IN A PAY PERIOD; THEY ARE — SO THE HOURS HAPPENS TO BE 80. FOR EVERY HOUR THAT THEY WORK OVER THAT THEY GET AN HOUR OF COMP TIME. I WILL TELL YOU THAT WE HAVE HAD SEVERAL STAFF THAT MAXED OUT AT THE END OF FEBRUARY. AND THE MAX IS 220 HOURS.>>I WOULD SAY THEY’RE GOING TO BE A NUMBER THAT WILL BE AS OF THE END OF MARCH; AND WE CAN LOOK AT THAT AND CERNLY LET YOU KNOW. WHAT THAT IS.>>I’M WONDERING IF YOU CAN GIVE US SOME IDEA; SOME INDICATION OF WHAT THIS WOULD LOOK LIKE IN INDIVIDUAL CATEGORIES. BUT SOME INDICATION OF WHERE WE ARE CURRENTLY AND HOW MANY EMPLOYEES ARE AT THAT BASE SALARY. SO THAT WE HAVE AN IDEA OF HOW MANY SALARIES WILL BUMP UP. THERE WOULD BE 96 EMPLOYEES WHO WOULD NEED TO BE BROUGHT UP TO THE NEW MINIMUM.>>AND THAT IS OUT OF 233 EMPLOYEE? SO CLOSE TO HALF. OKAY. THANK YOU.>>JUST TO ADD A BIT; WE RESPONDED IN A VARIETY OF WAYS; AS SHE POINTED OUT SALARY INCREASES. I REMEMBER WHEN EACH — WAS ASKED TO REDUCE THEIR COST AND I DON’T REALLY AT THAT TIME HOW THE REPUBLICAN — HANDLE IT BUT WE WERE GIVE NOT A NUMBER AND RATHER THAN LAYING PEOPLE OFF; OUR STAFF VOLUNTARY RYIRY TOOK A SALARY REDUCTION. I JUST WANT TO POINT OUT BECAUSE OF THE COMMENTS; IT IS TRUE WITH THE MINNESOTA HOUSE OF REPRESENTATIVES AS WELL. WHEN I REFERENCED HAVING A SUB COMMITTEE OF RULES; SEEING — AT THE TABLE. ONE OF THE RECOMMENDATIONS THAT WE MADE AT THE TIME WAS TO HAVE A PERSONAL DIRECTOR. THANK YOU FOR YOUR WORK.>>MEMBERS; WE HAVE 15 MINUTES LEFT AND WE ARE GOING TO HEAR FROM — ABOUT THE CHALLENGES IN FISCAL AND RESEARCH IN MAINTAINING EMPLOYEES WITH THESE SALARY RANGES. THIS IS JUST ONE COMPONENT. POE WE WILL HAVE TO COME BACK AT SOME POINT TO LOOK AT THE REST OF THE BUDGET. I WILL GIVE YOU A QUICK HIGHLIGHT. THE COST TO IMPLEMENT THE RECOMMENDATIONS OF THE COMPENSATION STUDY IS ABOUT THE SAME OF COST TO PAY MEMBERS FOR OUR SALARY INCREASE THROUGH THE COMPENSATION COMISSION. AS WE COME BACK TO LOOK AT THE BUDGET DOWN THE LINE WE ARE ASKING THE MEMBERS OF THE HOUSE TO A PROVE A HOUSE BUDGET THAT WOULD — IN LINE WITH THE SAME DOLLAR AMOUNT THAT MEMBERS HAVE RECEIVED.>>IN THINKING ABOUT — COMMENTS HERE TODAY I THOUGHT; I ASKED MY SELF WHAT IS THE RELATIVE ADVANTAGE THAT STAFF GIVES. AND WE WORK WITH STATE AGENCIES ALL OF THE TIME. THEY DO A LARGE — LARGE STAFF AND A LOT MORE FORMAL PROCEDURES; INSTITUTIONAL DATA. SO WE RELY ON STATE AGENCIES. THE LEGISLATURE RELIES ON THE INSTITUTIONAL KNOWLEDGE OF ITS STAFF. AND IT IS CRUCIAL TO UNDERSTAND WHAT WE HAVE GONE THROUGH. WE HAVE GONE THROUGH AND ARE GOING THROUGH THE PARTS OF THE BABY BOOM. WHO WHEN THEY WALK OUT THEY TAKE 45 YEARS OF KNOWLEDGE. IF WE LOSE THOSE PEOPLE PART WAY THROUGH THEIR DEVELOPMENT PROCESS THAT — THE TO CRAFT THE LEGISLATION. I WANT TO SAY THAT THIS IN SIGHT APPLIES TO — STAFF THAT WE WORK WITH. PEOPLE FROM THE L C C AND ALL WALKS OF LIFE. THAT ISSUE IMPACTS US TO HAVE THE KNOWLEDGE AND BRING FORTH THE FACTS. SO IT IS ABOUT BUILDING THE STAFF WHICH IS OUR UNIQUE ADVANTAGE.>>BUILDING ON WHAT YOU SAID; AS FAR AS THE FISCAL STAFF WE’RE SMALL. WE HAVE EVOLVED AND ALSO HAD RETIREMENTS. WE HAVE LOST SOME PEOPLE. WE LOSE PEOPLE WHO DON’T CARE FOR THE LEGISLATIVE ENVIRONMENT. WHEN WE LOSE PEOPLE BECAUSE ANOTHER STATE AGENCY CAN PAY THEM MORE; THAT’S WHERE I FEEL LIKE WE’RE LOSING AN OPPORTUNITY THERE. SO WE KNOW THAT THE EXECUTIVE BRANCH IN PARTICULAR; DEPARTMENT OF FINANCE STAFF; WE WORK CLOSE AND — WE KNOW THAT WE’VE FALLEN BEHIND WHERE THEIR SALARY SCHEDULES ARE AND THAT IS OF CONCERN. SO ALL IN ALL THE RECOMMENDATIONS WOULD HELP US KEEP US ON A COMPETITIVE LEVEL. AND HELP US — WHERE WE HAVE A GOOD STAFF.>>ALL RIGHT. SO REPRESENTATIVE?>>THANK YOU. I JUST WANT TO ADDRESS A COMMENT. I THINK MEMBERS SHOULD REFRAIN FROM — IS WRONG. SO ONE OF OUR — I SPENT MANY YEARS AT THE FEDERAL RE SERVESERVE BANK LOOKING AT COMPENSATIONS FOR LARGE; MEDIUM AND SMALL FIRMS. IT IS VERY RARE THAT YOU SEE WAGES FALL; STICKY WAGES; STICKY DOWNWARD. TOTAL COMPENSATION MAY FALL BECAUSE THEY’RE REDUCING MEDICAL BENEFITS OR PASSING ON THE COST. MOST OF THE TIME THEY’RE CHANGING FROM PART-TIME TO FULL-TIME EMPLOYEES. WHEN YOU LOOK BROODLY; ATBROADLY YOU VERY RARELY SEE A WAGE DROP.>>I THINK THE CHALLENGE OF GOING THROUGH THE HOUSE BUDGET; WE WILL HAVE TO DO IT ANOTHER TIME.>>ALL RIGHT. AS MENTIONED; I THINK I NEED TO CORRECT A STATEMENT. WE STARTED THIS PROCESS LOOKING AT WHERE WE ARE IN 18 AND 19. IF WE AN DRESS ANY STAFFING ISSUES OR END OF LIFE I T INVEST MENT CAPITAL ISSUES. THIS BUDGET DID TAKE 18 TO 19 — ONE OF THE THINGS — SPECIFICALLY IN SALARY WHAT WE WERE ABLE TO DO AND STARTING AND LOOKING AT THAT; COMPARED TO TWO YEARS AGO AND THAT SAVINGS ALLOWED ME TO ABSORB INCREASES IN HEALTH CARE. SO ALL OF THOSE TYPES OF THINGS I WAS ABLE TO ABSORB. THIS BUDGET DOES — I’M GOING TO WORK FROM THIS DOCUMENT. THIS BUDGET DOES ASK FOR AN OVERALL SPENDING REQUEST TO 79 MILLION. I’M GOING TO WREAK THAT UP INTO TWO DIFFERENT PIECES. OPERATING BUDGET WOULD BE INCREASED AND THAT IS A TEN PERCENT INCREASE. AND THE ONE TIME SPENDING; LOOKING AT REPLACING END OF LIFE ITEM WOULD BE THE BALANCE OF THAT INCREASE THACHLT WOULD BE A — INCREASE. WHEN YOU LOOK AT THE OPERATING SIDE; WE HAD AN OPERATING BUDGET BUT ONLY AN APPROPRIATION OF (INAUDIBLE). THIS PROPOSAL WOULD LOOK AT CREATING EQUITY; AND LEAVING THE — FORWARD FOR THOSE ONE TIME REPLACEMENT THINGS. LOOKING OVERTIME JUST TO GIVE CONTEXT THERE IS A CHART IN YOUR PACKET SHOWING APPROPRIATIONS APPROVED OVERTIME. YOU CAN SEE TEN YEARS AGO WE HAD A LITTLE OVER 63 $63 MILLION APPROPRIATION. THIS WOULD ASK FOR AN 11 MILL WHY NOT DOLLAR INCREASE ABOVE THAT. IT EQUATES TO AN APPROPRIATION INCREASE; WE’RE ASKING FOR A 20 PERCENT INCREASE. OPERATING SIDE; AGAIN; GOING FROM 2008; 2009. WITH THIS BUDGET THAT IS BEING PROPOSED; THE OTHER CHART IN YOUR PACKET; WHEN ALL IS SAID AND DONE WE WOULD HAVE AN ESTIMATED 4 POINT $4.2 MILLION; YOU CAN SEE OVERTIME THAT IS BIVINE THE BALANCE. SIGNIFICANT CANCER OF THAT NUMBER IS TWO FOLDS. IT ALLOWS FOR A — IN THE SUMMER THAT WE SPEND. VARIOUS OPERATING COST. IT WOULD ALSO COVER — IF THE SHUT DOWN LED TO A LAYOFF SITUATION. PARAGRAPH>>WE ARE AT TIME. I WOULD LIKE TO LEAVE YOU WITH A COUPLE OF POINTS. IF YOU LOOK AT THIS CHART; SHOWING THE CARRY FORWARD NUMBERS; THE DECLINE THAT WE’RE RECEIVING AS LEGISLATIVE — INCREASING. WE’RE NOW BURNING THROUGH THAT EVERY YEAR AS WE STAY AT THE SAME APPROPRIATION LEVEL. SO WE HAVE TO ADJUST THAT. THESE THINGS HAVE HAPPENED. AND SO I THINK IT WOULD BE — TO NOT PREPARE FOR THE POLITICAL DISASTERS THAT WE HAVE SEEN. I JUST FEEL LIKE IT IS A MATTER OF RESPONSIBILITY. AND YOU WILL SEE THE RED BAR GOES ABOVE APPROPRIATION. SO WE HAVE A CRISIS THAT NEEDS TO BE RESOLVED. THE HIGH LEVEL; THE HOUSE BUDGET HAS TO BE ADDRESSED OR WE WILL BE IN BIG TROUBLE.>>WHEN WE HAD THAT ISSUE WITH THE GOVERNOR VETOING THIS BRANCH FOR A BIT. WERE THE CARRIED FORWARD FUNDS; WAS THAT — IS THAT GOING TO REPLACE? I WANT TO MAKE SURE THESE LOSSES ARE NOT REFLECTIVE.>>WE HAD TRANSFERRED MONEY AND THAT WAS PAID BACK. SO WHEN YOU SEE ON HERE IS OUR CARRY FORWARD FOR OUR NEEDS.>>WE’LL HAVE AN OPPORTUNITY TO GO THROUGH ISSUES. THINGS THAT ARE GENERALLY WEARING OUT. SO WE’LL FINISH THIS UP ANOTHER TIME. WE ARE ADJOURNED.

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