HomeMy WebLinkAboutAgenda CC 02.09.2009 WorkshopNotice of Meeting of the
Governing Body of the
City of Georgetown, Texas
FEBRUARY 9, 2009
The Georgetown City Council will meet on FEBRUARY 9, 2009 at 4:00 P.M. at the Council Chamber at
101 E. 7th Street
If you need accommodations for a disability, please notify the city in advance.
Policy Development/Review Workshop -
A Presentation on the completion of the recommendations of the Humane Society of the United States
consultants -- Ken Finn, Animal Services Manager and Paul E. Brandenburg, City Manager
B Discussion regarding proposed changes, additions, and deletions to the City’s Personnel
Policies -- Kevin Russell, Director of Human Resources and Civil Service
C Presentation and possible discussion regarding General Fund excess funds from 2007/08, as well as,
previous years' excess funds appropriated in the 2008/09 budget as "1-time" expenditures -- Micki
Rundell, Director of Finance and Administration
Executive Session
In compliance with the Open Meetings Act, Chapter 551, Government Code, Vernon's Texas Codes,
Annotated, the items listed below will be discussed in closed session and are subject to action in the regular
session.
D Sec.551.071: Consultation with Attorney
1. Advice from attorney about pending or contemplated litigation and other matters on which the attorney
has a duty to advise the City Council, including this week's agenda items
2. Mark Shelton v. City of Georgetown, et al;Cause No. A07CA063; in the United States District Court
for the Western District of Texas, Austin Division
3. Lear v. Jimmy Lewis Fennell and City of Georgetown,Cause No. A08-CA-719LY, in the United States
District Court for the Western District of Texas Austin Division
4. First Citizens Bank & Trust Company v. City of Georgetown,Cause No. D-1-GN-08-02325, 53rd
Judicial District, Travis County, Texas
5. Discussion of legal issues related to payment obligations for the Public Utility Improvements under the
"Development Agreement with Forestville Associates, a Maryland General Partnership, regarding
development of Wolf Ranch" dated September 11, 2003
6. Berry Creek Partners v. City of Georgetown, Cause No. 08-767-C277, in the District Court of
Williamson County, 277th Judicial District
E Sec 551.072: Deliberation about Real Property
1. Consideration and possible action concerning the abandonment of 0.12 acres situated in the Nicholas
Porter Survey, Abstract No. 497, Williamson County, Texas, and being a portion of Oak Lane street
right-of-way as shown on the plat of Crestview Addition, a subdivision in the City of Georgetown,
recorded in Cabinet A, Slides 253-254, Plat Records, Williamson County, Texas (the "Property"). – Mark
Miller, Transportation Services Manager and Jim Briggs, Assistant City Manager for Utility Operations
2. Consideration and possible direction to staff regarding the Old Albertson's Building
Adjournment
Certificate of Posting
I, Sandra Lee, City Secretary for the City of Georgetown, Texas, do hereby certify that this Notice of
Meeting was posted at City Hall, 113 E. 8th Street, a place readily accessible to the general public at all
times, on the _____ day of _________________, 2009, at __________, and remained so posted for at least
72 continuous hours preceding the scheduled time of said meeting.
__________________________________
Sandra Lee, City Secretary
City of Georgetown, Texas
February 9, 2009
SUBJECT:
Presentation on the completion of the recommendations of the Humane Society of the United States
consultants -- Ken Finn, Animal Services Manager and Paul E. Brandenburg, City Manager
ITEM SUMMARY:
In 2005 the City engaged HSUS (Humane Society of the United States) to do an audit of the City's Animal
Services programs. The site visit of the consultants in 2005 resulted in a report with recommendations to
improve the Animal Services program. The completion of the unfinished kennel area at the Animal Shelter
finishes the implementation of the recommendations from the consultants.
FINANCIAL IMPACT:
SUBMITTED BY:
Ken Finn, Animal Services Manager
Cover Memo
Item # A
City of Georgetown, Texas
February 9, 2009
SUBJECT:
Discussion regarding proposed changes, additions, and deletions to the City’s Personnel
Policies -- Kevin Russell, Director of Human Resources and Civil Service
ITEM SUMMARY:
The City’s Personnel Policies were originally adopted into ordinance in 1997 and some major
changes made in 2004. Changes in workplace trends, employment law, and organizational size
and structure have prompted the need for review and revision of the adopted policies. An
employee committee, led by the Human Resources Department, began the process in 2008 of
reviewing all of the policies. The recommended revisions were completed and reviewed by
City Manager, Division Directors, and Department Heads.
FINANCIAL IMPACT:
None
SUBMITTED BY:
Kevin Russell
ATTACHMENTS:
Summary of All Policy changes
Vacation Policy
Retirement policy
Longevity policy
Sick Leave Pool policy
Bulletin Boards policy
Driving policy
Cover Memo
Item # B
Summary of Policy Changes
Listed below are the Policies that will have modifications to the procedural/guideline
and/or policy areas. Policy area modifications and new policies will have to go to
Council. Most are minor and added for administrative clarity.
No. 022 Recruiting and Selection
Modify wording to state eligibility lists for Fire and Police will be
established according to Local Govt. Code and City of Georgetown Rules.
Clarify salary posting guidelines. Clarify posting procedures.
No. 023 Conflicts of Interest in Employment
Update Relationship chart to reflect State Govt. guidelines. Modify
language to prohibit employees in personal relations from sharing the
same supervisors.
No. 024 Employment of Minors
No changes to Policy. Create City of Georgetown Parental Permit Form.
No. 026 New Employee Hiring
Proportional repay of any hiring allowances or bonuses.
No. 030 Introductory Period
Limit Appeal rights of Probationary employees to stop appeal at Division
Director.
No. 110 Exempt/Non-exempt Employee Status
Add “Safe Harbor” language to address accidental reductions of pay.
No. 120 Salary Administration
Added language to split payout of Pay for Performance bonus into half the
payout for retention and half the payout for performance to better align
with Policy. Employees leaving employment prior to payout date will only
receive half of the bonus.
No. 130 Incentive Compensation
Add more specific procedures to include dollar limits for employee
recognitions.
No. 210 Hours of Work and Payday
Clarify language on Firefighter workday and electronic timekeeping.
Corrected language on “Early Pay Check” to “Pay Advance.”
No. 211 Standby Pay
Clarify language concerning payment on holidays. And pay out of “Call
Out minimums.
Attachment number 1
Page 1 of 3
Item # B
No. 212 Travel Time
Include language to cover insurance of personal items stolen during travel.
No. 220 Overtime: Non-exempt Employees
Clarify language concerning payment of public safety employees on
holidays. Add “Call Out” minimum for employees.
No. 311 Vacation Time
Correct hours earned by Police and Fire. Removed maximum carryover
of double what employee earns.
No. 313 Sick Leave
Correct Annual Bonus exchange numbers. Clarify language regarding
exchange and use of leave. Delete language on Sick Leave Pool and add
City Manager’s approval of employee use of Sick Leave Bank.
No. 314 Injury Leave
Clarify language regarding condition for payout of leave.
No. 316 Paid Absences
Add wording to allow for ability to include Leave with Pay language for non
exempt employees. Removed some categories of paid leave – Sickness
or Death in Immediate Family and Personal Emergency.
No. 322 Family and Medical Leave
Update with latest changes in law. To include Military FMLA changes.
No. 340 Retirement
Remove reference to ICMA-RC. Allow only for the fact that the City will
offer 457B retirement plan(s) to employees.
No. 350 Longevity
Update rates.
No. 360 Sick Leave Pool
DELETED – New Sick leave bank administered by City Manager.
No. 410 Ethical Standards
Update Policy to reflect progressive discipline. Add language about
Collusion.
No. 422 Professional Standards
Added procedures for reporting harassment.
No. 427 Dress and Personal Appearance
Added progressive discipline language.
No. 450 Disciplinary Action
Added progressive discipline language.
Attachment number 1
Page 2 of 3
Item # B
No. 451 Disciplinary Action Appeals
Modified process arrangement to account for Divisions that do not report
to an Assistant City Manager. Added language for Civil Servants.
No. 520 Bulletin Boards
Added clarifying language..
No. 540 Grievance Procedure
Change wording to clarify chain of command reporting.
No. 610 Employee Development
Change wording to identify Supervisor/Employee shared responsibility in
employee development. Deleted information about Job performance.
No. 611 Training
Clarify and identify training procedures.
No. 612 Employee Performance Appraisal
Change from calendar year to fiscal year.
No. 620 Promotions
Clarify promotions as needing to be posted and competitive.
No. 621 Administrative Transfers
Clarify process and conditions for transfers.
No. 720 Tobacco Use
Add distance from entrance (15 ft) language to policy.
No. 730 Accident/Injuries Reporting
Clarify and solidify procedures and timelines for reporting accidents.
No. 731 Modified Duty
Clarify that preferential treatment will be given to on-the-job injuries. Add
time limit for assignments.
No. 770 Driving Policy
Modify language to include DUI Violations, i.e. no more than 2 DUI’s in a
36 month period.
No. 780 A Safe Place Program
Modify language to include deferred adjudication or prosecution in addition
to the convictions.
No. 810 Employee Separation
Clarify language to allow for resignation letters instead of forms.
Attachment number 1
Page 3 of 3
Item # B
Personnel Policies and Procedures
Vacations
Policy No. 311
Origination Date: 12/01/97
Revision Date: 10/01/04
Page 1 of 3
VACATIONS
I. PURPOSE
To ensure that employees have periods of rest and relaxation which contribute to their
quality of life by maintaining an equitable balance between work and family/personal
time.
II. SCOPE
This policy applies to regular full-time and regular part-time employees.
III. POLICY
Vacation will be earned by all employees according to the following schedule:
Years of
Service
Full-time City
Employee
Firefighter Sworn Police Dept.
Employee
Hire year 6.67 hours per month 15 hrs per month* 10 hrs per month
1-4 years 10 days per year
15 days per year* 15 days per year*
5-9 years 15 days per year
15 days per year 15 days per year
10-14 years 17 days per year 17 days per year 17 days per year
15 or more 20 days per year 20 days per year 20 days per year
The City Manager may, for recruitment purposes, adjust the beginning rate and balance at
which new hires earn vacation.
*Sworn Police Department employees and firefighters accrue at higher rate than other
full-time employees as required by Local Government Code 142.0013 and Chapter
143.046. Part-time regular employees earn vacation leave on a pro-rated basis.
Deleted: 6.67
Deleted: our
Attachment number 2
Page 1 of 3
Item # B
Personnel Policies and Procedures
Vacations
Policy No. 311
Origination Date: 12/01/97
Revision Date: 10/01/04
Page 2 of 3
IV. PROCEDURE
A. Vacation will accrue on a bi-weekly basis. Changes in the accrual rate will go
into effect on the anniversary month of hire.
B. Vacation will be earned on a fiscal year basis, from October 1 through September
30 of each fiscal year.
C. With Division Director and City Manager approval, employees may borrow up to
the amount of vacation they would be eligible to earn during that fiscal year, and
will be obligated to pay back any vacation that has not been earned at time of
termination.
D. Vacation cannot be transferred between employees.
E. The City does not provide vacation pay in lieu of vacation time.
F. Official holidays occurring during a vacation will be counted as holiday, not
vacation leave.
G. Employees who separate from the City in good standing will be paid in full for
vacation earned, but not taken, at time of separation.
V. SCHEDULING
A. Approval
All vacation taken must be approved in advance by employees' the supervisor.
This approval will necessarily balance the needs of the City of Georgetown and
the needs of the employee. When there are conflicting requests, the supervisor
will distribute the vacation fairly among the requesting employees (i.e. employees
should take turns.)
B. Minimum Vacation Leave Requirement
1. After completion of one year of service with the City, each employee must
take a minimum of 40 hours per year of vacation or 20 hours per year if
part time, or lose that portion of the minimum amount that was not taken.
(For example, a full- time employee who takes only 24 hours of vacation during the year will
lose 16 hours.)
Deleted:
Attachment number 2
Page 2 of 3
Item # B
Personnel Policies and Procedures
Vacations
Policy No. 311
Origination Date: 12/01/97
Revision Date: 10/01/04
Page 3 of 3
2. Supervisors are responsible for ensuring that employees are given the
opportunity to schedule their vacations throughout the year.
3. Any exceptions must be approved by the City Manager.
4. For new employees, this requirement shall be effective starting in the
fiscal year after the date of hire.
C. Carry-Over
Employees are allowed to carry-over vacation from one fiscal year to the next.
The maximum amount any employee may carry over from Sept. 30 to Oct. 1 is
double what he/she currently earns, up to an absolute cap of 240 hours (30 days);
360 hours for firefighters, prorated for part-time employees. Any exceptions to
this policy must be approved by the City Manager.
D. Increments
Full-time, nonexempt employees may take vacation in one-hour increments and
half hour increments for part-time employees. Exceptions to this guideline may
be made for public safety employees whose schedules vary.
Attachment number 2
Page 3 of 3
Item # B
Personnel Policies and Procedures
Retirement
Policy No. 340
Origination Date: 12/01/97
Revision Date: 10/01/04
Page 1 of 2
RETIREMENT
I. PURPOSE
To help eligible employees supplement their retirement income.
II. SCOPE
All employees who are regularly scheduled to work more than 1,000 hours per calendar
year.
III. POLICY
A. Texas Municipal Retirement System.
The City is a member of the Texas Municipal Retirement System (TMRS).
Membership in the retirement system is mandatory at date of employment for all
employees who regularly work more than 1,000 hours per calendar year. The
employee’s contribution to the system is a percent of his/her gross salary as
established by Council in the budget process.
The City matches the employees contribution on a percentage determined by the
City Council. Employees who leave City employment prior to retirement will,
upon request, be refunded their portion of the retirement account plus interest
earned on their portion. Vesting occurs at five years of service.
B. Deferred Compensation
Regular City employees are eligible to participate in the deferred compensation
retirement plan(s) that will be offered by the City. This 457b plan is a deferred
compensation plan that allows employees to save and invest for retirement.
C. Health Coverage
City employees who satisfy the definition of retiree are eligible to continue health
care coverage for themselves and any eligible dependents that are covered on the
Deleted: International City
Management Association Retirement
Corporation (ICMA-RC)
Deleted: ICMA RC 457
Deleted: Retirement Plan which is a
deferred compensation program
Attachment number 3
Page 1 of 2
Item # B
Personnel Policies and Procedures
Retirement
Policy No. 340
Origination Date: 12/01/97
Revision Date: 10/01/04
Page 2 of 2
City's health plan at the time of retirement. Retiree is defined as having 20 years
of vested service in the Texas Municipal Retirement System or a minimum of 5
years of vested service and is age 60 or greater at the time of retirement. The
retired employee will be required to make payment of the full premium amount.
Please see the Human Resources Department for more information.
Attachment number 3
Page 2 of 2
Item # B
Personnel Policies and Procedures
Longevity
Policy No. 350
Origination Date: 12/01/97
Revision Date: 10/01/04
Page 1 of 1
LONGEVITY
I. PURPOSE
To recognize employee’s years of continuous service.
II. SCOPE
This policy applies to all regular employees.
III. POLICY
All full time employees with one or more years of service are eligible for longevity pay
as funded by budget. Longevity will be computed by multiplying the number of months
of service completed on December 31st of each year, times the monthly longevity rate
accrued. The monthly longevity rate is determined by the schedule below, and is based
upon the whole years of service an employee will complete any time during the calendar
year. A “whole year of service” is any full calendar year following the last work day of
the prior calendar year which the employee was employed by the City.
Years of Service Monthly Longevity Rate
0 to 4 $ 7.00
5 to 9 9.00
10 to 14 11.00
15 to 28 13.00
The maximum years of service used to compute longevity is twenty-eight.
Upon termination, an employee will receive a pro-rated longevity payment based on the
number of months employed in that calendar year.
Part-time employees earn longevity pay on a pro-rated basis.
Deleted: whole years
Deleted: times twelve
Deleted: 1
Deleted: 5
Deleted: 7
Deleted: 9
Deleted: 11
Attachment number 4
Page 1 of 1
Item # B
Personnel Policies and Procedures
Sick Leave Pool
Policy No. 360
Origination Date: 12/01/97
Review Date: 10/01/04
Page 1 of 3
SICK LEAVE POOL
I. PURPOSE
To maintain employees quality of life when medical hardship forces employees to
exhaust all benefit time. This is accomplished through teamwork by allowing employees
to donate sick leave hours to the pool.
II. SCOPE
This policy applies to all regular full-time employees who have completed their six
month orientation period and have exhausted all benefit time.
III. POLICY
The City shall maintain a sick leave pool. Employees may donate sick leave hours and
request them in time of need. Request will be granted by the City’s Sick Leave Pool
Committee and administered by the Payroll Administrator.
IV. GUIDELINES
A. Applicants will not be discriminated against for not having contributed to the sick
leave pool.
B. Should the committee discover that an applicant has made erroneous or fraudulent
statements while applying for Sick Leave Pool time, the committee may, at their
discretion, withdraw subsequent aid to that applicant.
C. Sick leave acquired from the sick leave pool will not be paid to an employee who
subsequently leaves City service or to the estate of a deceased employee. Any
unused balance will be returned to the sick leave pool.
Attachment number 5
Page 1 of 3
Item # B
Personnel Policies and Procedures
Sick Leave Pool
Policy No. 360
Origination Date: 12/01/97
Review Date: 10/01/04
Page 2 of 3
V. PROCEDURES
A. A committee of employees will review all applications to receive time from the Sick
Leave Pool.
B. The committee shall determine the exact amount of time that an eligible employee
may draw from the Sick Leave Pool based on the circumstances of the medical illness
or medical injury and prior practices of the committee.
C. The employee, employee’s supervisor, or the committee member for the employee’s
division on the employee’s behalf will submit an application to the committee. The
form shall be signed by the supervisor if he/she recommends the granting of the time.
(Form #012)
D. Grants for transfers from the Sick Leave Pool shall be made on the vote of at least
three committee members. All transfers are confidential.
E. Any full time permanent employee who has successfully completed the six month
probationary period and who has exhausted all accrued benefit time is eligible to
apply for and receive transfers from the Sick Leave Pool. The employee and
supervisor should have considered options for working a flexible schedule before an
application is submitted to the committee.
F. Approved transfers from the Sick Leave Pool shall be made at the end of each payroll
reporting period to cover absences for the specified illness or injury during that
reporting period until the total approved transfer is reached. Any benefit time earned
by the recipient shall be used prior to each bi-weekly transfer from the Sick Leave
Pool.
G. Employees absent on Sick Leave Pool time will be considered for all purposes as if
on earned sick leave.
H. An employee is eligible to apply to Sick Leave Pool even if the employee has
previously received a transfer from the pool.
I. Employees eligible to donate time: Any full time permanent employee may make a
minimum contribution of 8 hours. Employees are not allowed to contribute time (1)
bringing their personal sick leave account balance to less than six days or (2) that was
earned in a prior calendar year.
Attachment number 5
Page 2 of 3
Item # B
Personnel Policies and Procedures
Sick Leave Pool
Policy No. 360
Origination Date: 12/01/97
Review Date: 10/01/04
Page 3 of 3
J. The transfer of sick leave to the Sick Leave Pool is entirely voluntary and may be
done at any time. The contributor may not designate the recipient of his or her
donated sick leave.
K. Applicants will not be discriminated against for not having contributed to the Sick
Leave Pool.
The City Manager will be notified of any application that the Committee has
reviewed.
Attachment number 5
Page 3 of 3
Item # B
Personnel Policies and Procedures
Bulletin Boards
Policy No. 520
Origination Date: 12/01/97
Revision Date: 10/01/04
Page 1 of 1
BULLETIN BOARDS
I. PURPOSE
To provide a permanent and official channel of communication to employees.
II. SCOPE
This policy applies to all locations of the City.
III. POLICY
Important City information will be displayed as required on bulletin boards located at
strategic points throughout the City’s facilities. Information will be of the following
types:
1. Legally required posters and notices.
2. Safety rules and related information.
3. Management memos and announcements, including job posting forms.
4. City sponsored social and recreational events.
5. City authorized functions.
Employees will be responsible for locating and regularly checking/reading the bulletin
board as well as following posted rules, regulations, and instructions. Employees are not
to post materials on these designated areas without prior authorization. These bulletin
boards are for informational purposes only and should not serve as a forum for the
expression of personal or political beliefs.
IV. PROCEDURE
Each facility shall assign an employee who will be responsible for maintaining the orderly
appearance of the bulletin board, posting new information and removing dated material. All
materials for posting not specifically defined above must be approved in advance by the City
Manager.
Formatted: Bullets and Numbering
Formatted: Bullets and Numbering
Deleted: with ten or more employees
Deleted: 4.
Attachment number 6
Page 1 of 1
Item # B
Personnel Policies and Procedures
Driving Policy
Policy No. 770
Origination Date: 12/01/97
Revision Date: 10/01/04
Page 1 of 3
DRIVING POLICY
I. PURPOSE
To encourage safe use of vehicles and equipment. To monitor vehicle operators to ensure
they are in compliance with State and local laws as well as with this policy.
II. SCOPE
All employees who operate City vehicles and their private vehicles on City business
(being reimbursed for mileage) and employees who are subject to perform any driving
duties as assigned.
III. POLICY
In addition to having a valid driver's license, employees must comply with the City’s
Drug and Alcohol Free Environment #710 and maintain a safe driving record according
to these requirements:
x No more than two moving violations in a twelve (12) month period, or
x No more than three moving violations in a twenty four (24) month period, or
x No DWI/DUI (Driving While Intoxicated / Driving Under the Influence) within
the past thirty-six (36) months.
Not meeting these requirements and/or failure to demonstrate the ability to drive safely
will constitute an unsafe driving record. A driver’s license record check will be done at
time of employment and at least annually thereafter.
IV. RESPONSIBILITIES
A. Human Resources Department
1. At time of employment and at least annually, the Human Resources
Department will conduct a driver’s license record check.
Attachment number 7
Page 1 of 3
Item # B
Personnel Policies and Procedures
Driving Policy
Policy No. 770
Origination Date: 12/01/97
Revision Date: 10/01/04
Page 2 of 3
2. The Human Resources Department will notify the supervisor if the results
of an employee’s annual driving record check shows an invalid license or
that the employee has an unsafe driving record.
B. Supervisors
With knowledge that an employee does not have a valid drivers license or has an
unsafe driving record the supervisor will not allow that employee to operate City
vehicles (including off road motorized equipment.) Nor will the supervisor
approve the use of that employee’s private vehicle on City business.
C. Employees
1. Employees who are required to have a Texas driver’s license will be
responsible for keeping the appropriate license current and valid.
2. Employees operating private vehicles on City business must have a valid
driver license and proof of insurance.
3. If an employee receives a moving violation or traffic citation, on or off the
job, they must report it to their supervisor and/or the Human Resources
department immediately.
V. PROCEDURE
A. Records
If an initial driving record check on a new employee reveals that the employee’s
driving record is in violation of this policy, the employee may be subject to
corrective action, which may include termination.
B. Operations
Any employee found to be operating a motor vehicle on City business with an
invalid license or an unsafe driving record in accordance with this policy will
immediately cease operating City vehicles and is subject to the City’s Modified
Duty #731 and/or disciplinary action.
Attachment number 7
Page 2 of 3
Item # B
Personnel Policies and Procedures
Driving Policy
Policy No. 770
Origination Date: 12/01/97
Revision Date: 10/01/04
Page 3 of 3
C. Safety
1. All occupants, as required by law, must wear seat belts, whenever the
vehicle is in motion.
2. Regular preventative maintenance should be performed on all City
vehicles as suggested by the owner’s manual of the vehicle.
3. No alcohol or drugs (illegal and/or prescription that could impair abilities)
should be consumed prior to, or while operating the vehicle.
D. Use of vehicles
1. Only licensed drivers, 18 years of age or older, will operate vehicles.
2. All traffic laws will be obeyed.
3. Only authorized City employees can drive City vehicles. Riders will not
be carried except in conjunction with the jobs to which the vehicles are
assigned.
E. Accidents
Accidents will be reported on the standard forms to the Human Resources
Department.
F. Fines
Fines resulting from violations of motor vehicle regulations will be paid by
employees.
Attachment number 7
Page 3 of 3
Item # B
City of Georgetown, Texas
February 9, 2009
SUBJECT:
Presentation and possible discussion regarding General Fund excess funds from 2007/08, as well as, previous
years' excess funds appropriated in the 2008/09 budget as "1-time" expenditures -- Micki Rundell, Director
of Finance and Administration
ITEM SUMMARY:
The Fiscal and Budgetary Policy adopted by Council on September 9, 2008, section II (C) states that excess
balances in the operating funds from previous years would be used for non-recurring expenditures/expenses
or as capital funds. The City’s practice is to identify the available fund balances from these operating funds
on a yearly basis and appropriate it towards 1-time programs in the subsequent year’s budget.
FINANCIAL IMPACT:
The excess fund balance for fiscal year end 2007/08 in the General Fund is $2,059,886. The projected
operating shortfall for fiscal year 2008/09 is estimated at $1.2M as of January 2009. Revenues are expected
to be $2.7M less than budgeted, offset by $1.5M in expense savings related to the “Budget Contingency
Plan”, including salary and benefit savings due to the hiring freeze, as well as, cost savings adjustments. The
Council also took action on November 25, 2008 to use $156,433 of this excess to fund the solid waste cost
adjustment instead of allocating it to the customer base. The remaining unallocated / unobligated funds are
approximately $710,000.
This balance is based on the revenue/expense projections used in estimating the year-end operating shortfall
for the General Fund. Actual excess funds will not be determined until year-end. The estimated will be
updated monthly, as actual revenues are recorded. Additional savings may also be realized throughout the
remainder of the fiscal year due to project savings and possible project delays.
SUBMITTED BY:
Micki Rundell, Director of Finance and Administration
ATTACHMENTS:
0809 Budgeted 1 Time Programs
Cover Memo
Item # C
Fund/Dept Description Total
One-
Time
General Fund
Planning Rezone Commercial & Employment Areas Program 15,000 X
Planning Supplies for UDC/Dev. Manual Updates; Printing Service Level 7,000 X
Tennis SRF Convert to fiber optic connectivity Service Level 5,821 X
Recreation Furniture, Fixtures & Equipment - Rec Ctr expansion Service Level 200,000 X
Recreation Pavalion, network equip, & windows - Rec Ctr expansion Service Level 52,500 X
Library Public access computers at Library Service Level 42,000 X
Facilities HVAC Invensys System Service Level 34,000 X
Facilities Vehicle Impound Lot Service Level 80,000 X
Operations Portable radios for all firefighters Service Level 40,000 X
Transportation Admin Overall Transportation Plan Update 170,000 X
Streets Traffic Signal Acquisition 150,000 X
Streets Maple Street / SW 650,000 X
Streets Street Equipment 50,000 X
Finance Police Vehicles 656,500 X
Finance Toughbook Replacement 185,000 X
IT Transfer to IT for new position computers 16,719 X
Mgmt Svcs Transfer out to Façade Fund 28,320 X
Mgmt Svcs Transfer out to Joint Services - Bonus Program 150,000 X
Finance Transfer out Juvenille SRF 23,371 X
Finance Transfer out Facilities Fund 63,150 X
Mgmt Svcs CARTS 75,000 X
Streets Roll forward Road Impact Study 35,000 X
Mgmt Svcs Roll forward Home Repair Program 43,540 X
2,772,921
2008/2009 General Fund One Time Only Funding
Attachment number 1
Page 1 of 1
Item # C
City of Georgetown, Texas
February 9, 2009
SUBJECT:
Sec.551.071: Consultation with Attorney
1. Advice from attorney about pending or contemplated litigation and other matters on which the attorney has
a duty to advise the City Council, including this week's agenda items
2. Mark Shelton v. City of Georgetown, et al;Cause No. A07CA063; in the United States District Court for
the Western District of Texas, Austin Division
3. Lear v. Jimmy Lewis Fennell and City of Georgetown,Cause No. A08-CA-719LY, in the United States
District Court for the Western District of Texas Austin Division
4. First Citizens Bank & Trust Company v. City of Georgetown,Cause No. D-1-GN-08-02325, 53rd Judicial
District, Travis County, Texas
5. Discussion of legal issues related to payment obligations for the Public Utility Improvements under the
"Development Agreement with Forestville Associates, a Maryland General Partnership, regarding
development of Wolf Ranch" dated September 11, 2003
6. Berry Creek Partners v. City of Georgetown, Cause No. 08-767-C277, in the District Court of Williamson
County, 277th Judicial District
ITEM SUMMARY:
None
FINANCIAL IMPACT:
None
SUBMITTED BY:
Jessica Hamilton, Assistant City Secretary
Cover Memo
Item # D
City of Georgetown, Texas
February 9, 2009
SUBJECT:
Sec 551.072: Deliberation about Real Property
1. Consideration and possible action concerning the abandonment of 0.12 acres situated in the Nicholas
Porter Survey, Abstract No. 497, Williamson County, Texas, and being a portion of Oak Lane street right-of-
way as shown on the plat of Crestview Addition, a subdivision in the City of Georgetown, recorded in
Cabinet A, Slides 253-254, Plat Records, Williamson County, Texas (the "Property"). – Mark Miller,
Transportation Services Manager and Jim Briggs, Assistant City Manager for Utility Operations
2. Consideration and possible direction to staff regarding the Old Albertson's Building
ITEM SUMMARY:
None
FINANCIAL IMPACT:
None
SUBMITTED BY:
Jessica Hamilton, Assistant City Secretary
Cover Memo
Item # E
