Corcoran City Council — Transcript
Sunday, July 5, 2026
Longevity Pay for Non-Police Employees
Section Two Handbook Amendments
Non-Union Police Officer Benefits
City Administrator Performance Review Process
Hennepin County Property Assessments Process
Votes (5)
Longevity Pay
Dissent: Council Member Landerman and Pamela Wilson (resident) voiced strong opposition to expanding longevity pay beyond the police bargaining unit.
The council debated extending longevity pay to City Hall and Public Works employees. Concerns were raised regarding current high compensation levels, significant leave liabilities, and a lack of clear evidence for recruitment or retention issues due to pay. Arguments for extension centered on equity, consistency across city employee groups (union vs. non-union), and mitigating the risk of non-union staff seeking different arrangements. Opposition highlighted the unique risks of police work and the financial burden on taxpayers for creating new, permanent obligations without demonstrated need. Staff was asked to provide further cost analysis and historical compensation data.
Section Two Handbook Amendments
Dissent: None
Moved by Council Member Nichols [1:50:00] · Seconded by Unknown [1:50:02]
Staff presented a series of amendments to Section Two of the employee handbook. The majority of these changes were described as administrative updates to ensure compliance with current laws and existing policies. A notable change involved the Paid Time Off (PTO) policy, where the lowest accrual rate for new employees (0-1 year of service at 4.7 hours per pay period) was eliminated. Instead, new employees will now start at 6.2 hours per pay period (for 0-4.9 years of service). Additionally, the top PTO accrual rate, previously limited to employees hired before December 1, 2011, was extended to all employees with 20+ years of service for improved consistency and equity.
Non-Union Police Officer Benefits
The discussion focused on formalizing benefits for non-union police officers, including command staff and supervisors. It was emphasized that many of these benefits already exist in practice and the proposal aimed to formalize and align them with the new collective bargaining agreement (CBA) for unionized police officers. The council generally supported maintaining internal consistency within the public safety department, acknowledging the unique responsibilities, risks, and training requirements of these positions. A request was made to ensure the PTO policy for non-union police officers aligns with the general non-union staff PTO policy. The City Administrator also noted the Chief of Police currently lacks an employment contract, and samples are available for council consideration. Staff was directed to bring back a revised document for final approval at a subsequent meeting.
City Administrator Review Process
Moved by Council Member Nichols [2:06:55] · Seconded by Unknown [2:07:07]
The City Council discussed updating the City Administrator's performance review process. Staff recommended utilizing a third-party consultant to ensure objectivity, facilitate a more candid review, and effectively incorporate goal setting. This approach was presented as best practice in local government. Two proposals were reviewed: 'Local Government Re-envision' and MGT. The council opted for 'Local Government Re-envision' due to its lower cost, with the condition that the consultant's process includes feedback from a broader range of staff members, beyond just department heads and council members, as had been done in previous reviews. The City Administrator also requested his review not coincide with the 'truth in taxation day' due to stress.
Hennepin County Property Assessments Process
The council discussed concerns from residents regarding Hennepin County's property assessment process, specifically the requirement for interior home inspections when residents appeal their valuations. The City Administrator presented the county assessor's response, citing Minnesota Statute 274.13 subdivision 8, which prevents adjustments benefiting a property if access for inspection is denied. Council members expressed discomfort, framing it as 'coercion,' especially concerning elderly residents. The City Attorney clarified the legal framework, noting the county's discretion in requesting inspections and the high cost of the city contracting its own assessor, which would likely still require inspections. The council decided to invite Hennepin County Commissioner Kevin Anderson to a future meeting to discuss these issues.
Notable Quotes (11)
I don't support extending longevity pay to city hall and public works employees... I believe that we have an obligation to the taxpayers who fund those salaries and benefits. The money we're discussing tonight does not belong to us. It belongs to the residents. And before we create a new permanent compensation obligation, I believe we have a responsibility to determine why this is necessary.
If the union employees negotiate a benefit, it's very common that the non-unionized staff would have a similar benefit added so that there is not a dramatic difference between those two groups as a way to mitigate the risk of someone feeling the need to seek out a different arrangement which could potentially lead to performance issues or uh longer-term cost to the city that aren't factored into that immediate decision.
When you look at the 3% every 5 years, they're structured differently. But when we looked at it with Mayor McKee and Councilmember Lantman, the reason that framework was discussed and adopted in the CBA was cuz that was median of the road compared to what some of the others I think we had five comparables that we looked at with the police departments with the longevity pay.
The only thing that is changing is Minnesota paid family leave policy. Which we have no clue. That was approved earlier. Well, I think it was approved last year cuz it's effective this year, so we had to incorporate that language into the handbook. The only thing I can think of off the top of my head right now just looking at this, um the PTO policy, so Erin, if you can pull that up and down and switch it over.
So in other words, we could have just eliminated the top row. Got you. Yeah. That That's really what happened is the top row got eliminated.
This is not the same as creating an entirely new compensation program. Police supervisors and command staff operate in a unique environment. They carry many of the same responsibilities, risks, training requirements, certification requirements, and liability exposures as union police officers.
It's I would say it's more in line with what some of the collective bargaining agreements are. And it's essentially an updating of the policy that was adopted in 2021 incorporating the new updated language of the new CBA.
The reasoning is is severalfold in terms of the process that we adopted. Uh one, it puts the assistant in the HR uh staff in a very awkward position. And which is not helpful uh for the council or for the organization. Having an objective person come in and meet with council and with department heads.
I would I would rather keep that. I want process. I want that process there of everybody has the opportunity to do an evaluation of our city administrator.
So, basically, it's coercion. You let the the government is saying, you let us in or else you don't get to appeal anything. I mean, I'm not as smart as our city attorney, but it kind of sounds like coercion to me. And just because something is legal doesn't make it right.
My review of the statute itself, um the the assessor's opinion is correct that, you know, if access is requested and then denied, their their hands are tied. They they can't adjust it downward. Or favorably, I should say. Um but um to go to Mr. Nichols' point, um they there's no mandate that they ask to do so. That that's discretionary.
Ordinances & Resolutions (10)
Agreement for police officers that included longevity pay, referenced as a precedent for other city employees and for non-union police benefits.
Meeting materials including budget implications, compensation data, longevity pay policies of other cities, handbook amendments, and benefits letters.
State-mandated report submitted every three years, potentially impacted by benefit disparities among employee groups.
Conducted by Abdo in 2024 and implemented in 2025 to ensure competitive salaries, aiming for the middle of the market.
Data point from the Metropolitan Council indicating Corcoran's population has exceeded 10,000 as of April 2025.
Approved by City Council on November 21, 2021, it memorializes benefits for non-union police officers.
State law regarding Board of Adjustments that ties property value adjustments to assessor access for interior inspections.
Document that Council Member Nichols references regarding city council's authority to change property valuations.
Document showing proposed changes to Section 2C benefits for non-union police officers, to be reviewed.
Document outlining proposed changes to employee handbook policies, primarily for compliance and PTO accrual.