Dated 11-02-17

Village of Mukwonago REGULAR MEETING OF THE COMMITTEE OF THE WHOLE OF THE VILLAGE BOARD OF TRUSTEES Notice of Meeting and Agenda Tuesday, November 7, 2017

Time: 5:30 p.m. Place: Mukwonago Municipal Building/Board Room, 440 River Crest Court

Any items not discussed or acted on at this meeting will be forwarded to a meeting of the Village of Mukwonago Committee of the Whole on Wednesday, November 8, 2017, at 5:30 p.m., or a different specified date, located at the Mukwonago Municipal Building/Committee Room, 440 River Crest Court.

The Committee of the Whole has the discretion to take up the items listed below in any order.

1. Call to Order

2. Roll Call

3. Announcement of closed session pursuant to §19.85(1)(e) for an update on the negotiations with The Mukwonago Professional Police Association, to discuss compensation of the current Assistant Utilities Director, and to conduct the performance evaluation of the Village Administrator/Economic Development Director.

4. Committee of the Whole Business Discussion and Possible Action on the Following Item

A. Approval of minutes for October 3, 2017 regular meeting

5. Committee Reports Discussion and Possible Action on the Following Items

A. Finance Committee 1) Vouchers payable batches a. Payments batch AP-11-2017-1 $1,145,637.34 b. LIBAP-10-2017 $77,267.15 c. Payments batch M-10-2017-1 $879,288.41 2) Purchase requisition (Committee Approval Only) a. DPW – Mill and Pavement Patching in the amount of $26,276 3) Funds for study of Shared Police Services with the Town of Mukwonago 4) Request by Police Department to use remaining 2017 capital budget funds for the purchase of three automated external defibrillator (AED) units 5) Request by Police Department to use remaining 2017 capital budget funds not to exceed $6,000 to upgrade department building cameras. 6) Consideration of joining centralized administration of CDBG Revolving loan funds through Waukesha County 7) September 2017 Monthly Treasury Report 8) September Revenue/Expenditure Report 9) Updates on 2018 budget

Committee of the Whole Agenda November 7, 2017 Page 2 of 2

B. Health and Recreation Committee 1) Request by John’s Disposal Service, Inc. for increase in garbage service rates 2) Selection of play structures for Rosewood Park

C. Judicial Committee 1) Parking on E. Wolf Run adjacent to the Lynch Dealerships 2) Proposed removal of parking spaces on STH 83 near Walgreens 3) Proposed amendment to Sec. 70-15 of the Municipal Code to allow chargeback of administrative staff services

D. Public Works Committee 1) Appeal by William Sievert of revocation of Holding Tank Disposal Permit 2) Tree City 2017 Application 3) Proposed highway improvement notice from Wisconsin DOT for the Mukwonago River Bridge on STH 83 – Information only 4) Installation of Street Lights on Chapman Farm Blvd. 5) Installation of Street Lights on N. Rochester at Chapman Farms Blvd. 6) Change Order #1 for the Chapman Farms Boulevard project 7) Permanent Utility Easement for the Edgewood Village Apartments development 8) Task Order for the Wastewater Treatment Facility Anaerobic Digester, Grit System and Septage Receiving Station Upgrades project

E. Personnel Committee 1) Federal Labor Standards Act (FLSA) classification change for the Court Clerk, Assistant Utilities Director, and Police Dispatcher/Clerk Supervisor positions 2) Amendments to Assistant Utilities Director position description 3) Amendments to Police Dispatcher/Clerk Supervisor position description 4) Changes to the previously adopted Compensation Philosophy 5) Amendments to the Classification, Compensation and Performance Evaluation Program Policy 6) Human Resources Coordinator position description 7) Police Community Service Officer Position Description – New Position 8) Final process for performance evaluation of the Village Administrator/Economic Development Director position 9) Convene into closed session pursuant to Wis. Stat. §19.85(1)(e) (Deliberating or negotiating the purchasing of public properties, the investing of public funds, or conducting other specified public business, whenever competitive or bargaining reasons require a closed session) for an update on the negotiations with The Mukwonago Professional Police Association, to discuss compensation of the current Assistant Utilities Director, and to conduct the performance evaluation of the Village Administrator/Economic Development Director. 10) Reconvene into open session pursuant to Wis. Stats. §19.85(2) for possible additional discussion and/or action concerning any matter discussed in closed session and/or any unfinished item remaining on the agenda

5. Adjournment

It is possible that members of, and possibly a quorum of, members of other governmental bodies of the municipality may be in attendance at the above stated meeting to gather information. No action will be taken by any governmental body at the above stated meeting other than the governmental body specifically referred to above in this notice. Please note that, upon reasonable notice, efforts will be made to accommodate the needs of individuals with disabilities through appropriate aids and services. For additional information or to request this service, contact the Clerk’s Office, 440 River Crest Court, (262) 363-6420, Option 4. Village of Mukwonago Waukesha and Walworth Counties, Wisconsin October 3, 2017 Committee of the Whole Minutes Page 1 of 6

MINUTES OF THE REGULAR COMMITTEE OF THE WHOLE MEETING Tuesday, October 3, 2017

Call to Order Village President Fred Winchowky called the meeting to order at 5:30 p.m. located in the Board Room of the Mukwonago Municipal Building, 440 River Crest Ct.

Roll Call Committee members present: Jim Decker Darlene Johnson Karl Kettner Kelly Klemme Jay Vermeulen Mark Penzkover Fred Winchowky, Village President

Also present: Rebecca Alonge, Village Engineer Ron Bittner, Public Works Director Steven Braatz, Clerk-Treasurer Dave Brown, Utilities Director Diana Doherty, Finance Director Robert Harley, Supervisor of Inspections Bruce Kaniewski, Planner/Zoning Administrator Steve LaDue, Police Lieutenant Kevin Schmidt, Police Chief Jeff Stien, Fire Chief John Weidl, Administrator/Economic Development Director

Committee of the Whole Business Motion by Decker/Johnson to approve the September 5, 2017 regular meeting carried.

Committee Business Judicial Committee Parking regulations amendments The Village Board adopted Ordinance No. 888 on December 16, 2014, which provided that limitations on parking would be made from time to time by the Village Board through the adoption of a resolution, rather than an amendment to the ordinance. Subsequently, the Board adopted Resolution 2014-49 on December 16, 2014 that was to list the streets in conjunction with Sections 82-178, 82-192, and 82-207. The list of streets in Sec. 82- 207 were not included in the resolution. This new resolution now includes the streets, which is the same list that was in the original ordinance prior to Ord 888. For plowing purposes, the Police Chief and Public Works Director wish to limit parking on the streets with cul-de-sacs in the Mukwonago Estates subdivision during the snow months.

Motion by Johnson/Decker to recommend the Village Board adopt the ordinance to create Subsection 82-180(h) and amend Subsection 82-231 of Chapter 82 of the Mukwonago Municipal Code of the Village of Mukwonago pertaining to limitations of parking on cul- de-sacs carried. Village of Mukwonago Waukesha and Walworth Counties, Wisconsin October 3, 2017 Committee of the Whole Minutes Page 2 of 6

Motion by Johnson/Decker to recommend the Village Board adopt the resolution to amend parking limitations pertaining to the list of streets limited to two-hour parking from September 1 until May 31 pursuant to Sec. 82-207 of the Municipal Code of the Village of Mukwonago, and pertaining to limitations of parking on cul-de-sacs pursuant to Secs. 82-180(h) and 82-231(b) carried.

Internet and Social Media Policy Motion by Decker/Klemme to recommend the Village Board adopt the internet and social media policy carried.

Three-year terms Charter ordinance As directed from the 9-5-17 Judicial Committee meeting, an ordinance was prepared to change the Village Board terms to three years. Pursuant to Wis. Stats. §66.0101 and 61.195, this is done by Charter Ordinance, which would go into effect 60 days after the date of publication. Assuming the Village Board adopts on 10-17-17, the ordinance will go into effect on 12-25-17, in time for the 2018 Spring election. Pursuant to the proposed Charter Ordinance, at the 2018 election the Trustee receiving the highest number of votes shall be elected for a term of three years and the other two Trustees shall be elected for a term of two years. At the 2019 election the Trustee receiving the lowest number of votes shall be elected for a term of two years, and the other two Trustees shall be elected for a term of three years. By the 2021 election, we will be on a schedule of two Trustees up for election every year, for three-year terms, and the Village President up for election every three years, for a three-year term.

Motion by Decker/Penzkover to recommend the Village Board adopt the charter ordinance relating to the establishment of three-year terms for the Village President and Trustees of the Village of Mukwonago carried (Klemme voted no).

Personnel Committee Schedule special meeting to review GovHR salary/wage study Motion by Penzkover/Decker to schedule a special meeting of the Personnel Committee on Monday, October 9, 2017 at 5:30 p.m. to review the GovHR salary/wage study carried.

Protective Services Committee Open burning ordinance Prior to the last FPC update, there were regulations pertaining to open burning and bonfires in the FPC. There were inadvertently left out of the latest update.

Motion by Decker/Penzkover to recommend the Village Board adopt the ordinance to repeal and recreate Section 38-35 (5) of the Village of Mukwonago Municipal Code pertaining to regulations on open burning carried.

Public Works Committee Appeal by William Sievert of revocation of Holding Tank Disposal Permit Item will appear on the next agenda.

Village of Mukwonago Waukesha and Walworth Counties, Wisconsin October 3, 2017 Committee of the Whole Minutes Page 3 of 6

Fairwinds Subdivision Phase IV Development Motion by Johnson/Decker to recommend the Village Board accept the streets, storm sewer, sanitary sewer and water mains for Fairwinds Subdivision Phase IV subject to the following conditions carried:

1. Complete the following punch list items identified from the Department Head walkthrough on September 21, 2017 include: a. Remove the debris from the flared end section west of Storm Manhole 23. b. Mortar the exposed rebar on the flared end section east of Storm Manhole 25. c. Mortar the exposed rebar on the flared end section east of Storm Manhole 15. d. Remove the gravel and debris in Storm Manhole 31. e. Remove the mortar off of the bench of Storm Inlet 33A. f. Mortar between the frame and chimney, install an internal seal, and remove the seal band from the bottom of Sanitary Manhole 22. g. Fix the broken top section of curb stop box of Lot 86. h. Straighten the top section of curb stop box of Lot 89. i. Cleanout the curb stop box at Lot 96. j. Cleanout and straighten the curb stop box at Lot 97. k. Straighten and raise the curb stop box to grade at Lot 98. l. Raise the curb stop box to grade at Lot 100. m. Raise the curb stop box to grade at Lot 102. n. Raise the curb stop box to grade at Lot 104. o. Raise the curb stop box to grade at Lot 106. 2. The Development Agreement requires that these three other items be satisfied prior to Village Board acceptance: a. All outstanding charges have been paid to the Village. b. A breakdown of all Developer construction, engineering, and administrative costs for sewer and water be provided to the Village to aid in establishing sewer and water utility plant value. c. Valid lien waivers must be provided from all persons providing materials or performing work on the subject improvements.

Motion by Decker/Johnson to recommend the Village Board reduce the letter of credit for Fairwinds Subdivision Phase IV Development to $141,130.25 carried.

Mukwonago Retail development located on the Chapman Farms 6-acre parcel Motion by Decker/Johnson to recommend the Village Board approve the public improvement drawings for the Mukwonago Retail development located on the Chapman Farms 6-acre parcel subject to the following conditions carried: 1. Sanitary sewer and water main be labeled as proposed Village utilities on the drawings. 2. Developer to provide about onsite pedestrian.

Motion by Decker/Johnson to recommend the Village Board approve the Storm Water Management Plan for the Mukwonago Retail development located on the Chapman Farms 6-acre parcel carried.

Village of Mukwonago Waukesha and Walworth Counties, Wisconsin October 3, 2017 Committee of the Whole Minutes Page 4 of 6

Motion by Decker/Johnson to recommend the Village Board issue the Storm Water and Erosion Control Permit subject to the following conditions carried: 1. Approval and execution of the Storm Water Maintenance Agreement. 2. Prior to any land disturbing activity, hold a preconstruction conference with representatives of the design team, the construction team, Village and Utility Staff to ensure all members of the design and construction team understand the installation of utilities and the Storm Water Management Plan. 3. During Construction: a. Owner will maintain approved plans on-site and readily available to the Village Erosion Control Inspector. b. On-site approved plans must reflect current construction conditions and compliance with the Village ordinance. c. On-site plans must reflect the current sequence of construction and all erosion and sediment control measures shall meet the Wisconsin Department of Natural Resources (WDNR) Technical Standards. d. Village ordinance requires inspection of the erosion control measures once every 7 days and within 24 hours of a rainfall of 0.5 inches or greater. All inspection reports must be available on site and available to the Village at any time of day. Reports must contain the information required by the WDNR. e. Any construction within the public right-of-way, will conform to the Village Standard Specifications and Village standard details. A copy of the requirements and details has been provided to the Engineer and Contractor. f. Owner will provide erosion control measures and restore any private utility company land disturbance resulting from providing utilities to this site regardless of location.

Motion by Johnson/Klemme to recommend the Village Board approve the Storm Water Maintenance Agreement for the Mukwonago Retail development located on the Chapman Farms 6-acre parcel carried.

Motion by Decker/Kettner to recommend the Village Board approve the Developer’s Agreement for the Mukwonago Retail development located on the Chapman Farms 6- acre parcel carried.

Motion by Decker/Johnson to recommend the Village Board approve the Acknowledgement Agreement for the Mukwonago Retail development located on the Chapman Farms 6-acre parcel carried.

Residential equivalency charge chart amendment ordinance Motion by Decker/Johnson to recommend the Village Board adopt the ordinance to amend Appendix A to Chapter 86 of the Village of Mukwonago Municipal Code concerning the residential equivalency charge chart carried.

Finance Committee Vouchers payable batches Motion by Johnson/Penzkover to recommend the Village Board approve the following batches of vouchers payable carried: a. Payments batch AP-10-2017-1 $414,840.14 Village of Mukwonago Waukesha and Walworth Counties, Wisconsin October 3, 2017 Committee of the Whole Minutes Page 5 of 6

b. LIBAP-9-2017 $17,574.31 c. Payments batch M-9-2017-1 $175,837.37

Purchase requisition (Committee Approval Only) Motion by Decker/Johnson to approve the purchase requisition for Mukwonago Department of Public Works for costs associated with sidewalk replacements from Mendoza Concrete in the amount of $21,225 carried.

Update on early start to 2018 assessment revaluation Braatz notified the Committee that the 2018 assessment revaluation will be starting in 2017. Expenditures will be coming from savings from the 2017 insurance budget and a few other 2017 budgetary savings. This will reduce the amount of expenditures needed for the 2018 assessment budget by $5,000.

2019-2021 Assessment Services Motion by Decker/Penzkover to recommend the Village Board approve the Agreement for Maintenance Assessment Services with Associated Appraisal Consultants, Inc. for years 2019-2021 carried.

Data Processing Services Property Tax Assessment and Billing Agreement Motion by Penzkover/Decker to recommend the Village Board approve the Data Processing Services Property Tax Assessment and Billing Agreement with Waukesha County carried.

$1,400,000 General Obligation Promissory Notes, Series 2017a This is the borrowing for the approved list of 2017 capital expenditures. Motion by Penzkover/Decker to recommend the Village Board adopt the resolution authorizing the issuance and sale of $1,400,000 General Obligation Promissory Notes, Series 2017a carried.

Proposed 2016-17 weights and measures schedule of assessments and fees Motion by Decker/Johnson to recommend the Village Board approve the proposed 2016- 17 weights and measures schedule of assessments and fees carried.

Review of labor attorney services expenditures For the Committee’s review. No action taken.

Consideration of joining centralized administration of CDBG Revolving loan funds through Waukesha County Item will remain in Committee.

August 2017 Monthly Treasury Report The August 2017 monthly Treasury report is on file in the Clerk’s Office.

August 2017 Revenue/Expenditure Report The August 2017 monthly Revenue/Expenditure report is on file in the Clerk’s Office.

Village of Mukwonago Waukesha and Walworth Counties, Wisconsin October 3, 2017 Committee of the Whole Minutes Page 6 of 6

2018 Capital Equipment Fund and Capital Improvements Funds budgets Doherty and Weidl presented the 2017-22 Capital Improvement Plan. Committee reviewed the proposed 2018 Capital Equipment and Capital Improvement expenditures and the proposed funding.

Motion by Penzkover/Decker to recommend the Village Board approve the proposed 2018 Capital Equipment and Capital Improvement Funds carried.

Adjournment Meeting adjourned at 7:28 p.m.

Respectfully Submitted,

Steven Braatz, Jr. Clerk-Treasurer

Vouchers Payable Cover Sheet

Payments batch AP-11-2017-1 $1,145,637.34 LIBAP-10-2017 $77,267.15 Payments batch M-10-2017-1 $879,288.41

Total for board approval: $2,102,192.90

VILLAGE OF MUKWONAGO 11/02/17 1:13 PM Page 1 Payments

Current Period: November 2017

Batch Name AP-11-2017-1 User Dollar Amt $1,145,637.34 Payments Computer Dollar Amt $1,145,637.34

$0.00 In Balance Refer 836 ADVANCED INTEGRATED TECHN Cash Payment E 100-5512-5225 Telephone LONG DISTANCE $1.81 Invoice 1005142-OCT 17 11/7/2017 Cash Payment E 610-6920-6921 Office Supplies & Expen LONG DISTANCE $2.41 Invoice 1005142-OCT 17 11/7/2017 Cash Payment E 620-8400-8510 Office Supplies & Expen LONG DISTANCE $2.40 Invoice 1005142-OCT 17 11/7/2017 Transaction Date 11/1/2017 Citizens 111000 Total $6.62

Refer 837 ALADTEC, INC. Cash Payment E 150-5221-5219 Professional Services SOFTWARE $2,310.00 Invoice 2017-102662 10/18/2017 Transaction Date 11/1/2017 Citizens 111000 Total $2,310.00

Refer 838 ALPHA SOURCE INC. Cash Payment E 150-5231-5311 Supplies BATTERY $147.85 Invoice 827172 10/25/2017 Transaction Date 11/1/2017 Citizens 111000 Total $147.85

Refer 839 AM TOWING Cash Payment E 100-5212-5219 Professional Services 17-055880 $150.00 Invoice 33800 10/17/2017 Transaction Date 11/1/2017 Citizens 111000 Total $150.00

Refer 840 AMERICAN LEGION POST #375 Cash Payment E 150-5222-5311 Supplies FLAGS $80.00 Invoice OCT 17 10/31/2017 Transaction Date 11/1/2017 Citizens 111000 Total $80.00

Refer 841 ARNOLDS ENVIRONMENTAL SERV Cash Payment E 100-5521-5311 Supplies 8 UNITS $608.00 Invoice 327048 10/26/2017 Cash Payment E 100-5521-5311 Supplies RETURN OF UNITS -$445.15 Invoice 329721 10/30/2027 Transaction Date 11/1/2017 Citizens 111000 Total $162.85

Refer 842 ARROW INTERNATIONAL INC Cash Payment E 150-5231-5311 Supplies NEEDLES/EZ-STABILIZER $610.85 Invoice 95191935 10/4/2017 Transaction Date 11/1/2017 Citizens 111000 Total $610.85

Refer 843 ASSOCIATED APPRAISAL Cash Payment E 100-5153-5219 Professional Services CONTRACT SERVICE $1,380.40 Invoice 130633 11/1/2017 Transaction Date 11/1/2017 Citizens 111000 Total $1,380.40

Refer 844 BADGER GLOVE & SAFETY Cash Payment E 100-5323-5348 Safety Supplies JACKET/SWEATSHITS $762.00 Invoice 52421 10/20/2017 Transaction Date 11/1/2017 Citizens 111000 Total $762.00 VILLAGE OF MUKWONAGO 11/02/17 1:13 PM Page 2 Payments

Current Period: November 2017

Refer 845 BITTNER RONALD Cash Payment E 100-5323-5335 Training & Travel REIMBURSE MILEAGE $131.61 Invoice 10/18 10/18/2017 Transaction Date 11/1/2017 Citizens 111000 Total $131.61

Refer 846 BROOKS TRACTOR Cash Payment E 100-5324-5395 Repairs & Maintenance PARTS/LABOR $596.70 Invoice 275813 10/10/2017 Transaction Date 11/1/2017 Citizens 111000 Total $596.70

Refer 847 BOUND TREE MEDICAL Cash Payment E 150-5231-5311 Supplies EPINEPHRINE $238.20 Invoice 82662829 10/23/2017 Cash Payment E 150-5231-5311 Supplies IV SOLUTION/ADENOSINE $199.29 Invoice 82660035 10/19/2017 Cash Payment E 150-5231-5311 Supplies IV SOLUTION $144.20 Invoice 82668063 10/27/2017 Transaction Date 11/1/2017 Citizens 111000 Total $581.69

Refer 848 BOYLE STEVE Cash Payment E 150-5223-5335 Training & Travel REIMBURSE OPEN WATER $225.00 Invoice 32523 10/31/2017 Transaction Date 11/1/2017 Citizens 111000 Total $225.00

Refer 849 C & M AUTO PARTS INC Cash Payment E 100-5212-5395 Repairs & Maintenance HEADLIGHT $23.99 Invoice 6079-254771 10/6/2017 Cash Payment E 100-5324-5395 Repairs & Maintenance LUBE $78.98 Invoice 6079-255749 10/19/2017 Cash Payment E 100-5324-5395 Repairs & Maintenance FUEL $29.99 Invoice 6079-255806 10/20/2017 Transaction Date 11/1/2017 Citizens 111000 Total $132.96

Refer 850 CARDINAL PRINT GROUP Cash Payment E 340-5890-5806 Donated Fund Expenditu CHAPLAIN BUSINESS CARDS $107.50 Invoice 15018 10/19/2017 Transaction Date 11/1/2017 Citizens 111000 Total $107.50

Refer 851 CASTLE WAYNE Cash Payment E 610-6920-6930 Misc General Expenses RECERTIFICATION $45.00 Invoice 10/19 10/19/2017 Transaction Date 11/1/2017 Citizens 111000 Total $45.00

Refer 852 CENTURYLINK Cash Payment E 100-5142-5225 Telephone PHONES $63.98 Invoice OCT 17 11/7/2017 Cash Payment E 100-5211-5225 Telephone PHONES $53.11 Invoice OCT 17 11/7/2017 Cash Payment E 100-5241-5225 Telephone PHONES $2.00 Invoice OCT 17 11/7/2017 Cash Payment E 100-5323-5225 Telephone PHONES $40.02 Invoice OCT 17 11/7/2017 Cash Payment E 100-5512-5225 Telephone PHONES $112.89 Invoice OCT 17 11/7/2017 VILLAGE OF MUKWONAGO 11/02/17 1:13 PM Page 3 Payments

Current Period: November 2017

Cash Payment E 440-5511-5225 Telephone PHONES $109.50 Invoice OCT 17 11/7/2017 Cash Payment E 610-6920-6921 Office Supplies & Expen PHONES $83.18 Invoice OCT 17 11/7/2017 Cash Payment E 620-8400-8510 Office Supplies & Expen PHONES $83.17 Invoice OCT 17 11/7/2017 Transaction Date 11/1/2017 Citizens 111000 Total $547.85

Refer 853 CIT Cash Payment E 620-8400-8510 Office Supplies & Expen COPIER $88.64 Invoice 30903123 10/4/2017 Transaction Date 11/1/2017 Citizens 111000 Total $88.64

Refer 854 CONLEY MEDIA, LLC Cash Payment G 100-162010 Potential TID Accum. Costs LEGAL NOTICE $20.42 Invoice 6362410917 9/30/2017 Cash Payment E 100-5142-5312 Printing LEGAL NOTICE $48.91 Invoice 6362410917 9/30/2017 Cash Payment E 100-5632-5312 Printing LEGAL NOTICE $177.90 Invoice 6362410917 9/30/2017 Transaction Date 11/1/2017 Citizens 111000 Total $247.23

Refer 855 CORE & MAIN LP Cash Payment E 610-6451-6651 Maintenance-Mains ANCHOR FITTINGS $31.12 Invoice H965581 10/17/2017 Cash Payment E 610-6451-6651 Maintenance-Mains VARIOUS PARTS $2,189.86 Invoice H942406 10/12/2017 Transaction Date 11/1/2017 Citizens 111000 Total $2,220.98

Refer 856 COREY OIL, LTD Cash Payment E 100-5521-5311 Supplies ANTIFREEZE $187.95 Invoice 77554 10/13/2017 Cash Payment E 100-5324-5351 Motor Fuel & Oil DEF $132.40 Invoice 77554 10/13/2017 Transaction Date 11/1/2017 Citizens 111000 Total $320.35

Refer 857 CRAIG D CHILDS, PHD, S.C. Cash Payment E 150-5221-5219 Professional Services NEW HIRE $500.00 Invoice 1900 10/12/2017 Transaction Date 11/1/2017 Citizens 111000 Total $500.00

Refer 858 CREATIVE PRODUCT SOURCE Cash Payment E 100-5213-5311 Supplies PROMO ITEMS $281.07 Invoice CPI67991 10/12/2017 Transaction Date 11/1/2017 Citizens 111000 Total $281.07

Refer 859 DISC GOLF EXPERIENCE LLC Cash Payment E 100-5521-5311 Supplies MINORS PARK DISC GOLF $2,644.35 Invoice 15 10/14/2017 Transaction Date 11/1/2017 Citizens 111000 Total $2,644.35

Refer 860 EMERGENCY MEDICAL PRODUCT VILLAGE OF MUKWONAGO 11/02/17 1:13 PM Page 4 Payments

Current Period: November 2017

Cash Payment E 150-5231-5311 Supplies TEST STRIPS/STOMIZATION $469.47 DEVICE/CATHETER/GAUZE Invoice 1944732 10/31/2017 Cash Payment E 150-5231-5311 Supplies CATHETER/GLOVES $219.90 Invoice 1943355 10/26/2017 Cash Payment E 150-5231-5311 Supplies BICARBONATE $41.25 Invoice 1943487 10/26/2017 Cash Payment E 150-5231-5311 Supplies BANDAGE/TWIST-LOK/INFUSER/IV SET $345.55 Invoice 1942030 10/19/2017 Transaction Date 11/1/2017 Citizens 111000 Total $1,076.17

Refer 861 EMERGENCY PLANNING SOLUTIO Cash Payment E 150-5221-5219 Professional Services FF RECRUITMENT 2017 $3,250.00 Invoice 1083 10/23/2017 Transaction Date 11/1/2017 Citizens 111000 Total $3,250.00

Refer 862 ENVIRONMENT CONTROL Cash Payment E 100-5160-5219 Professional Services CONTRACT CLEANING $490.00 Invoice 5537-613 11/1/2017 Transaction Date 11/1/2017 Citizens 111000 Total $490.00

Refer 863 EXCEL BUILDING SERVICES Cash Payment E 100-5211-5394 Bldg Repairs & Maintena CONTRACT CLEANING $975.00 Invoice 2930 10/16/2017 Transaction Date 11/1/2017 Citizens 111000 Total $975.00

Refer 864 FASTENAL COMPANY Cash Payment E 620-8010-8330 Maint-Treatment/Disposa FASTENERS $9.00 Invoice WIMUK68518 10/16/2017 Cash Payment E 100-5160-5311 Supplies CAN LINER $46.00 Invoice WIMUK68477 10/13/2017 Cash Payment E 610-6454-6654 Maintenance-Hydrants FASTENERS $5.83 Invoice WIMUK68546 10/18/2017 Transaction Date 11/1/2017 Citizens 111000 Total $60.83

Refer 865 FBI-LEEDA Cash Payment E 100-5213-5335 Training & Travel TUITION FOR DEMOTTO $650.00 Invoice 200011743 10/28/2017 Transaction Date 11/1/2017 Citizens 111000 Total $650.00

Refer 866 GENERAL FIRE EQUIPMENT CO Cash Payment E 100-5212-5395 Repairs & Maintenance TOMAR $66.82 Invoice 137475 10/17/2017 Transaction Date 11/1/2017 Citizens 111000 Total $66.82

Refer 867 GENESEE AGGREGATE CORP Cash Payment E 610-6451-6651 Maintenance-Mains #1 STONE $153.77 Invoice 2793 10/23/2017 Cash Payment E 620-8010-8330 Maint-Treatment/Disposa SAND $155.12 Invoice 2794 10/23/2017 Transaction Date 11/1/2017 Citizens 111000 Total $308.89

Refer 868 GENESEE AGGREGATE TRUCKIN VILLAGE OF MUKWONAGO 11/02/17 1:13 PM Page 5 Payments

Current Period: November 2017

Cash Payment E 620-8010-8330 Maint-Treatment/Disposa HAUL WWTP $110.30 Invoice T2794 10/23/2017 Cash Payment E 610-6451-6651 Maintenance-Mains HAUL DPW $93.40 Invoice T2793 10/23/2017 Transaction Date 11/1/2017 Citizens 111000 Total $203.70

Refer 869 GOURDOUX LINDA Cash Payment E 100-5144-5332 Mileage REIMBURSE MILEAGE $22.47 Invoice 10/26 10/26/2017 Transaction Date 11/1/2017 Citizens 111000 Total $22.47

Refer 870 GOVHR Cash Payment E 100-5141-5219 Professional Services WAGE/SALARY SURVEY $8,050.00 Invoice 3-10-17-247 10/25/2017 Transaction Date 11/1/2017 Citizens 111000 Total $8,050.00

Refer 871 GRAINGER Cash Payment E 620-8010-8270 Operation Supply/Expen SOCKET BIT SET $170.00 Invoice 9591092870 10/20/2017 Cash Payment E 620-8010-8270 Operation Supply/Expen MAGNETIC BASE SET $297.75 Invoice 9582925492 10/12/2017 Cash Payment E 620-8010-8270 Operation Supply/Expen SOCKET BIT SET $173.75 Invoice 9580111343 10/10/2017 Transaction Date 11/1/2017 Citizens 111000 Total $641.50

Refer 872 HAHN ACE HARDEWARE Cash Payment E 100-5211-5394 Bldg Repairs & Maintena FURNACE FILTERS/STRAINER $24.57 Invoice OCT 17 10/31/2017 Cash Payment E 100-5521-5311 Supplies BULBS/FASTENERS $19.31 Invoice OCT 17 10/31/2017 Cash Payment E 100-5160-5395 Repairs & Maintenance BATTERY $21.57 Invoice OCT 17 10/31/2017 Cash Payment E 100-5323-5395 Repairs & Maintenance PEX CRADAPTER $3.59 Invoice OCT 17 10/31/2017 Cash Payment E 100-5220-5394 Bldg Repairs & Maintena MOEN CARTRIDGE $37.79 Invoice OCT 17 10/31/2017 Cash Payment E 100-5323-5311 Supplies FASTENERS/FRESHENER $8.52 Invoice OCT 17 10/31/2017 Cash Payment E 150-5222-5311 Supplies FRESHENER/CONTROL $26.06 Invoice OCT 17 10/31/2017 Cash Payment E 150-5221-5395 Repairs & Maintenance REPLACEMENT CORD $4.49 Invoice OCT 17 10/31/2017 Cash Payment E 430-5700-5711 Police Dept Capital Equi ELECTRIC SUPP $22.00 Invoice OCT 17 10/31/2017 Cash Payment E 610-6300-6632 Operation Supply/Exp-Tr PIPING SUPP $25.15 Invoice OCT 17 10/31/2017 Cash Payment E 610-6451-6651 Maintenance-Mains BLEACH $4.12 Invoice OCT 17 10/31/2017 Cash Payment E 620-8010-8330 Maint-Treatment/Disposa SCOUR PAD $2.69 Invoice OCT 17 10/31/2017 Cash Payment E 620-8010-8270 Operation Supply/Expen CABLE/FAUCET/HOSE $87.26 Invoice OCT 17 10/31/2017 VILLAGE OF MUKWONAGO 11/02/17 1:13 PM Page 6 Payments

Current Period: November 2017

Cash Payment E 100-5323-5311 Supplies VARIOUS $25.82 Invoice OCT 17 10/31/2017 Transaction Date 11/1/2017 Citizens 111000 Total $312.94

Refer 873 HAWKINS WATER TREATMENT Cash Payment E 610-6300-6631 Chemicals AZONE/CHLORINE/CLEARITAS $2,851.77 Invoice 41687856 10/16/2017 Cash Payment E 610-6300-6632 Operation Supply/Exp-Tr PHE-250 PH ELECTRODE $419.99 Invoice 4172852 10/25/2017 Transaction Date 11/1/2017 Citizens 111000 Total $3,271.76

Refer 874 HOME DEPOT Cash Payment E 150-5221-5395 Repairs & Maintenance BRASS PIPE NIPPLE $29.42 Invoice 36139 10/17/2017 Transaction Date 11/1/2017 Citizens 111000 Total $29.42

Refer 875 INTEGRATED COLLEGE PLANNIN Cash Payment R 100-4820-4855 Village Hall Rental CANCEL EVENT $65.00 Invoice 9/28 9/28/2017 Transaction Date 11/1/2017 Citizens 111000 Total $65.00

Refer 876 JAMBRETZ MICHAEL Cash Payment E 100-5323-5348 Safety Supplies REIMBURSE BOOTS $73.56 Invoice 10/6 10/6/2017 Transaction Date 11/1/2017 Citizens 111000 Total $73.56

Refer 877 JOHNS DISPOSAL Cash Payment E 410-5140-5220 Contractual Services GARBAGE $21,493.56 Invoice 146169 10/25/2017 Cash Payment E 410-5140-5310 Outside Services RECYCLE $12,790.80 Invoice 146169 10/25/2017 Transaction Date 11/1/2017 Citizens 111000 Total $34,284.36

Refer 878 J.P. COOKE CO. Cash Payment E 100-5431-5311 Supplies 2018 CAT LICENSE $60.50 Invoice 474983 10/10/2017 Transaction Date 11/1/2017 Citizens 111000 Total $60.50

Refer 879 KAESER COMPRESSORS Cash Payment E 620-8010-8330 Maint-Treatment/Disposa TAPERED PULLEY $250.63 Invoice 912069571 9/21/2017 Transaction Date 11/1/2017 Citizens 111000 Total $250.63

Refer 880 MAILFINANCE Cash Payment E 100-5142-5315 Postage 11/13/17-2/12/18 LEASE PAYMENT $106.39 Invoice N6796473 10/13/2017 Cash Payment E 150-5221-5311 Supplies 11/13/17-2/12/18 LEASE PAYMENT $12.28 Invoice N6796473 10/13/2017 Cash Payment E 220-5140-5315 Postage 11/13/17-2/12/18 LEASE PAYMENT $4.10 Invoice N6796473 10/13/2017 Cash Payment E 410-5140-5315 Postage 11/13/17-2/12/18 LEASE PAYMENT $4.10 Invoice N6796473 10/13/2017 Cash Payment E 440-5511-5315 Postage 11/13/17-2/12/18 LEASE PAYMENT $8.20 Invoice N6796473 10/13/2017 VILLAGE OF MUKWONAGO 11/02/17 1:13 PM Page 7 Payments

Current Period: November 2017

Cash Payment E 500-5140-5315 Postage 11/13/17-2/12/18 LEASE PAYMENT $4.10 Invoice N6796473 10/13/2017 Cash Payment E 610-6920-6930 Misc General Expenses 11/13/17-2/12/18 LEASE PAYMENT $135.09 Invoice N6796473 10/13/2017 Cash Payment E 620-8400-8560 Misc General Expense 11/13/17-2/12/18 LEASE PAYMENT $135.09 Invoice N6796473 10/13/2017 Transaction Date 11/1/2017 Citizens 111000 Total $409.35

Refer 881 MARSHALL-BOND PUMPS Cash Payment E 620-8010-8330 Maint-Treatment/Disposa REPAIR KITS $523.16 Invoice 38555.0 10/17/2017 Transaction Date 11/1/2017 Citizens 111000 Total $523.16

Refer 882 MARTENS PLBG & HTG INC Cash Payment E 100-5323-5395 Repairs & Maintenance DPW REPAIRS $949.00 Invoice 42860 9/26/2017 Transaction Date 11/1/2017 Citizens 111000 Total $949.00

Refer 884 MSA PROFESSIONAL SERVICES Cash Payment E 430-5700-5712 DPW Capital Equip 3RD QTR SERVICE $4,603.81 Invoice 3 10/24/2017 Transaction Date 11/1/2017 Citizens 111000 Total $4,603.81

Refer 885 MUKWONAGO AREA CHAMBER O Cash Payment E 100-5141-5399 Other SLEIGH $50.00 Invoice 5959 10/20/2017 Cash Payment G 100-244000 Due to Chamber-Room Tax SEPTEMBER 2017 $1,665.92 Invoice 9/2017 10/30/2017 Transaction Date 11/1/2017 Citizens 111000 Total $1,715.92

Refer 886 MUKWONAGO FIRE DEPT Cash Payment G 720-250015 Due to Fire/Ambulance MNTHLY TAX $17,500.00 Invoice NOV 2017 11/7/2017 Transaction Date 11/1/2017 Citizens 111000 Total $17,500.00

Refer 887 MULCAHY/SHAW WATER, INC. Cash Payment E 620-8010-8330 Maint-Treatment/Disposa SENSOR/SKID $1,878.24 Invoice 320802 10/18/2017 Transaction Date 11/1/2017 Citizens 111000 Total $1,878.24

Refer 888 MUNICIPAL PROPERTY INSURANC Cash Payment E 100-5154-5510 State Insurance 2017/18 POLICY $9,282.17 Invoice 10/4 10/4/2017 Cash Payment E 100-5154-5511 Workmens Comp Insura 2017/18 POLICY $1,744.70 Invoice 10/4 10/4/2017 Cash Payment E 100-5154-5516 Money & Security 2017/18 POLICY $48.00 Invoice 10/4 10/4/2017 Cash Payment E 100-5254-5226 Insurance Premiums 2017/18 POLICY $6.06 Invoice 10/4 10/4/2017 Cash Payment E 150-5221-5226 Insurance Premiums 2017/18 POLICY $3,167.82 Invoice 10/4 10/4/2017 Cash Payment E 410-5140-5226 Insurance Premiums 2017/18 POLICY $319.00 Invoice 10/4 10/4/2017 VILLAGE OF MUKWONAGO 11/02/17 1:13 PM Page 8 Payments

Current Period: November 2017

Cash Payment E 440-5511-5226 Insurance Premiums 2017/18 POLICY $5,873.87 Invoice 10/4 10/4/2017 Cash Payment E 500-5140-5226 Insurance Premiums 2017/18 POLICY $6.06 Invoice 10/4 10/4/2017 Cash Payment E 610-6920-6924 Property Insurance 2017/18 POLICY $4,157.96 Invoice 10/4 10/4/2017 Cash Payment E 620-8400-8530 Insurance 2017/18 POLICY $9,490.36 Invoice 10/4 10/4/2017 Transaction Date 11/1/2017 Citizens 111000 Total $34,096.00

Refer 889 NATIONAL HOSE TESTING Cash Payment E 150-5222-5395 Repairs & Maintenance 2017 HOSE TESTING $3,417.65 Invoice 46854 10/19/2017 Transaction Date 11/1/2017 Citizens 111000 Total $3,417.65

Refer 890 NELSON SYSTEMS, INC Cash Payment E 100-5211-5219 Professional Services PD RADIOS SOFTWARE $2,877.73 Invoice P100731 10/25/2017 Transaction Date 11/1/2017 Citizens 111000 Total $2,877.73

Refer 891 NEXT ELECTRIC Cash Payment G 610-000109 Well Rehab/Generator Proje WELLS 3/4 $20,199.22 Invoice 3 10/25/2017 Transaction Date 11/1/2017 Citizens 111000 Total $20,199.22

Refer 892 PROHEALTH CARE INC Cash Payment E 150-5231-5311 Supplies SUPPLY PURCHASE $321.02 Invoice 119079 9/30/2017 Transaction Date 11/1/2017 Citizens 111000 Total $321.02

Refer 893 QUILL CORPORATION Cash Payment E 150-5221-5311 Supplies OFFICE SUPP $89.42 Invoice 1865686 10/23/2017 Cash Payment E 150-5221-5311 Supplies BATH TISSUE $58.99 Invoice 1863550 10/23/2017 Transaction Date 11/1/2017 Citizens 111000 Total $148.41

Refer 894 RED THE UNIFORM TAILOR Cash Payment E 100-5212-5346 Clothing Allowance SCHUBEL CLOTHING $266.77 Invoice W67445 10/23/2017 Transaction Date 11/1/2017 Citizens 111000 Total $266.77

Refer 895 RICOH AMERICAS CORPORATION Cash Payment E 150-5221-5311 Supplies NOV 2017 $104.28 Invoice 23590564 10/13/2017 Cash Payment E 100-5142-5312 Printing NOV 2017 $24.12 Invoice 23590565 10/13/2017 Cash Payment E 150-5221-5311 Supplies NOV 2017 $22.38 Invoice 23590565 10/13/2017 Cash Payment E 220-5140-5312 Printing NOV 2017 $1.72 Invoice 23590565 10/13/2017 Cash Payment E 410-5140-5312 Printing NOV 2017 $3.44 Invoice 23590565 10/13/2017 VILLAGE OF MUKWONAGO 11/02/17 1:13 PM Page 9 Payments

Current Period: November 2017

Cash Payment E 440-5511-5312 Printing NOV 2017 $8.61 Invoice 23590565 10/13/2017 Cash Payment E 500-5140-5312 Printing NOV 2017 $1.72 Invoice 23590565 10/13/2017 Cash Payment E 610-6920-6930 Misc General Expenses NOV 2017 $56.82 Invoice 23590565 10/13/2017 Cash Payment E 620-8400-8560 Misc General Expense NOV 2017 $53.38 Invoice 23590565 10/13/2017 Cash Payment E 100-5142-5312 Printing NOV 2017 $23.89 Invoice 23590566 10/13/2017 Cash Payment E 150-5221-5311 Supplies NOV 2017 $22.18 Invoice 23590566 10/13/2017 Cash Payment E 220-5140-5312 Printing NOV 2017 $1.71 Invoice 23590566 10/13/2017 Cash Payment E 410-5140-5312 Printing NOV 2017 $3.41 Invoice 23590566 10/13/2017 Cash Payment E 440-5511-5312 Printing NOV 2017 $8.53 Invoice 23590566 10/13/2017 Cash Payment E 500-5140-5312 Printing NOV 2017 $1.71 Invoice 23590566 10/13/2017 Cash Payment E 610-6920-6930 Misc General Expenses NOV 2017 $56.30 Invoice 23590566 10/13/2017 Cash Payment E 620-8400-8560 Misc General Expense NOV 2017 $52.89 Invoice 23590566 10/13/2017 Cash Payment E 100-5142-5312 Printing COPY USAGE $29.61 Invoice 5050761525 10/10/2017 Cash Payment E 150-5221-5311 Supplies COPY USAGE $27.48 Invoice 5050761525 10/10/2017 Cash Payment E 220-5140-5312 Printing COPY USAGE $2.11 Invoice 5050761525 10/10/2017 Cash Payment E 410-5140-5312 Printing COPY USAGE $4.23 Invoice 5050761525 10/10/2017 Cash Payment E 440-5511-5312 Printing COPY USAGE $10.57 Invoice 5050761525 10/10/2017 Cash Payment E 500-5140-5312 Printing COPY USAGE $2.11 Invoice 5050761525 10/10/2017 Cash Payment E 610-6920-6930 Misc General Expenses COPY USAGE $69.76 Invoice 5050761525 10/10/2017 Cash Payment E 620-8400-8560 Misc General Expense COPY USAGE $65.52 Invoice 5050761525 10/10/2017 Transaction Date 11/1/2017 Citizens 111000 Total $658.48

Refer 896 RUEKERT & MIELKE, INC. Cash Payment E 100-5335-5219 Professional Services GEN ENGINEERING $2,947.07 Invoice 120890 9/29/2017 Cash Payment E 610-6920-6923 Outside Services Employ WATER UTILITY $347.75 Invoice 120891 9/29/2017 Cash Payment E 620-8400-8520 Outside Services Employ SEWER UTILITY $1,129.15 Invoice 120892 9/29/2017 Cash Payment G 100-211425 Developer Escrow PREMIER WOODS $494.25 Invoice 120893 9/29/2017 Project D00002 VILLAGE OF MUKWONAGO 11/02/17 1:13 PM Page 10 Payments

Current Period: November 2017

Cash Payment G 100-162010 Potential TID Accum. Costs 915 MAIN $39.25 Invoice 120894 9/29/2017 Project TID004 Cash Payment E 480-5700-5863 NN Trail & Crosswalk CTH NN TRL $3,470.80 Invoice 120895 9/29/2017 Cash Payment G 100-211400 Billable Disbursements MIDWEST STORAGE $1,674.00 Invoice 120896 9/29/2017 Cash Payment G 610-000108 CIP-Utility Mains Projects CTH NN RECONSTRUCTION $581.21 Invoice 120897 9/29/2017 Project W00004 Cash Payment G 620-000108 CIP-Utility Mains Projects CTH NN RECONSTRUCTION $12.64 Invoice 120897 9/29/2017 Project W00004 Cash Payment E 480-5700-5865 State or County Projects CTH NN RECONSTRUCTION $37.90 Invoice 120897 9/29/2017 Project W00004 Cash Payment G 100-211400 Billable Disbursements OMSA $113.21 Invoice 120898 9/29/2017 Cash Payment G 610-000108 CIP-Utility Mains Projects WELL 3/4 $1,582.26 Invoice 120899 9/29/2017 Cash Payment G 100-211400 Billable Disbursements EDGEWOOD APTS $6,176.99 Invoice 120900 9/29/2017 Cash Payment E 480-5700-5850 Multi-Use Trail HOLZ PRKY $1,708.00 Invoice 120901 9/29/2017 Project MUT001 Cash Payment G 100-211400 Billable Disbursements HIGH SCH $226.42 Invoice 120902 9/29/2017 Cash Payment E 610-6920-6923 Outside Services Employ GIS ANNUAL $508.25 Invoice 120903 9/29/2017 Cash Payment E 620-8400-8520 Outside Services Employ GIS ANNUAL $508.25 Invoice 120903 9/29/2017 Cash Payment G 100-211400 Billable Disbursements IDS $127.50 Invoice 120905 9/29/2017 Cash Payment G 610-000108 CIP-Utility Mains Projects MAIN ST WATER $796.00 Invoice 120906 9/29/2017 Project W00005 Cash Payment G 100-211400 Billable Disbursements CHAPMAN $4,517.75 Invoice 120907 9/29/2017 Project EDC006 Cash Payment E 480-5700-5840 Street Pavement Mgmt P 2017 STREET PROGRAM $7,829.03 Invoice 120908 9/29/2017 Cash Payment G 100-211425 Developer Escrow BROOKLIFE CHURCH $155.71 Invoice 120909 9/29/2017 Project D00008 Cash Payment G 100-211400 Billable Disbursements ARBYS $157.00 Invoice 120910 9/29/2017 Cash Payment G 100-211400 Billable Disbursements ARBYS $338.30 Invoice 120911 9/29/2017 Cash Payment G 610-000109 Well Rehab/Generator Proje WELL 5 $1,940.00 Invoice 120912 9/29/2017 Cash Payment E 480-5700-5840 Street Pavement Mgmt P 2018 STREET PROJECTS $100.50 Invoice 120913 9/29/2017 Cash Payment E 100-5335-5219 Professional Services CASEYS $1,314.00 Invoice 120914 9/29/2017 Cash Payment E 620-8400-8520 Outside Services Employ 2017 SCADA $3,877.33 Invoice 120915 9/29/2017 Cash Payment E 220-5335-5219 Professional Services DEBACK $72.75 Invoice 120916 9/29/2017 Project DEV002 VILLAGE OF MUKWONAGO 11/02/17 1:13 PM Page 11 Payments

Current Period: November 2017

Cash Payment E 480-5700-5399 Other WOLF RUN SIGNAL $1,585.00 Invoice 120917 9/29/2017 Project RD0005 Cash Payment G 100-211425 Developer Escrow FAIRWINDS $1,453.25 Invoice 120919 9/29/2017 Project D00007 Cash Payment G 100-211425 Developer Escrow FAIRWINDS $566.75 Invoice 120918 9/29/2017 Project D00007 Cash Payment G 100-211425 Developer Escrow ORCHARDS $132.00 Invoice 120920 9/29/2017 Project D00011 Cash Payment G 100-211400 Billable Disbursements MAJOR FARM $3,550.72 Invoice 120921 9/29/2017 Cash Payment G 100-211400 Billable Disbursements CHAPMAN $1,346.25 Invoice 120922 9/29/2017 Project EDC006 Cash Payment E 200-5335-5219 Professional Services CHAPMAN $15,346.17 Invoice 120923 9/29/2017 Project EDC006 Cash Payment G 610-000108 CIP-Utility Mains Projects CHAPMAN $2,331.06 Invoice 120923 9/29/2017 Project EDC006 Cash Payment G 620-000108 CIP-Utility Mains Projects CHAPMAN $1,748.30 Invoice 120923 9/29/2017 Project EDC006 Cash Payment G 100-211400 Billable Disbursements BERG COMMUNITY CENTER $355.00 Invoice 120924 9/29/2017 Cash Payment G 100-211400 Billable Disbursements ST JOHNS $53.50 Invoice 120925 9/29/2017 Transaction Date 11/1/2017 Citizens 111000 Total $71,251.27

Refer 897 RUTENBECK, TIM Cash Payment E 100-5241-5399 Other REIMBURSE CLOTHING $200.00 Invoice 10/25 10/25/2017 Transaction Date 11/1/2017 Citizens 111000 Total $200.00

Refer 898 SLOCUM HENRY Cash Payment E 150-5221-5335 Training & Travel REIMBURSE OPEN WATER $265.00 Invoice 32523 8/26/2017 Transaction Date 11/1/2017 Citizens 111000 Total $265.00

Refer 899 STREICHERS Cash Payment E 100-5212-5346 Clothing Allowance ORTIZ CLOTHING $79.98 Invoice I1285241 10/25/2017 Transaction Date 11/1/2017 Citizens 111000 Total $79.98

Refer 900 TRACTOR SUPPLY CREDIT PLAN Cash Payment E 620-8010-8270 Operation Supply/Expen BOTTLE JACK $21.99 Invoice 360581 10/20/2017 Cash Payment E 100-5323-5311 Supplies MALE ADAPTER $1.29 Invoice 360079 10/16/2017 Transaction Date 11/1/2017 Citizens 111000 Total $23.28

Refer 901 TRILOGY CONSULTING Cash Payment E 610-6920-6923 Outside Services Employ IMPACT FEE $316.25 Invoice 654 10/25/2017 Cash Payment E 620-8400-8520 Outside Services Employ IMPACT FEE $316.25 Invoice 654 10/25/2017 Cash Payment E 610-6920-6923 Outside Services Employ WATER/SEWER RATE $1,498.75 Invoice 655 10/25/2017 VILLAGE OF MUKWONAGO 11/02/17 1:13 PM Page 12 Payments

Current Period: November 2017

Cash Payment E 620-8400-8520 Outside Services Employ WATER/SEWER RATE $1,691.25 Invoice 655 10/25/2017 Transaction Date 11/1/2017 Citizens 111000 Total $3,822.50

Refer 902 USA BLUEBOOK Cash Payment E 610-6210-6623 Operation Supply/Exp-Pu HI-E DRY MODEL $69.84 Invoice 390968 10/11/2017 Cash Payment E 620-8010-8250 Sludge Conditioning Che GPD 50 PSI $813.74 Invoice 408262 10/31/2017 Cash Payment E 620-8010-8250 Sludge Conditioning Che STATIC MIXER $123.00 Invoice 404367 10/26/2017 Transaction Date 11/1/2017 Citizens 111000 Total $1,006.58

Refer 903 USA FIRE PROTECTION INC Cash Payment E 100-5211-5394 Bldg Repairs & Maintena ANNUAL INSPECTION $295.00 Invoice 259263 10/24/2017 Cash Payment E 100-5323-5219 Professional Services ANNUAL INSPECTION $150.00 Invoice 259262 10/24/2017 Cash Payment E 100-5160-5219 Professional Services ANNUAL INSPECTION $225.00 Invoice 259265 10/24/2017 Transaction Date 11/1/2017 Citizens 111000 Total $670.00

Refer 904 VARITECH INDUSTRIES Cash Payment E 100-5347-5311 Supplies BAFFLE $468.00 Invoice 060-1011131 10/13/2017 Transaction Date 11/1/2017 Citizens 111000 Total $468.00

Refer 905 VERIZON WIRELESS Cash Payment E 150-5221-5225 Telephone CELL PHONES $55.21 Invoice 9793870868 10/3/2017 Cash Payment E 150-5221-5225 Telephone CELL PHONES $223.71 Invoice 9794456444 10/12/2017 Cash Payment E 100-5323-5225 Telephone CELL PHONES $10.91 Invoice 9794456444 10/12/2017 Cash Payment E 610-6920-6921 Office Supplies & Expen CELL PHONES $25.29 Invoice 9794456444 10/12/2017 Cash Payment E 620-8400-8510 Office Supplies & Expen CELL PHONES $25.29 Invoice 9794456444 10/12/2017 Cash Payment E 100-5141-5225 Telephone CELL PHONES $125.76 Invoice 9794456443 10/12/2017 Cash Payment E 100-5241-5225 Telephone CELL PHONES $135.80 Invoice 9794456443 10/12/2017 Cash Payment E 150-5221-5225 Telephone CELL PHONES $364.29 Invoice 9794456443 10/12/2017 Cash Payment E 100-5211-5225 Telephone CELL PHONES $2.00 Invoice 9794456443 10/12/2017 Cash Payment E 100-5323-5225 Telephone CELL PHONES $125.76 Invoice 9794456443 10/12/2017 Cash Payment E 610-6920-6921 Office Supplies & Expen CELL PHONES $237.58 Invoice 9794456443 10/12/2017 Cash Payment E 620-8400-8510 Office Supplies & Expen CELL PHONES $237.58 Invoice 9794456443 10/12/2017 VILLAGE OF MUKWONAGO 11/02/17 1:13 PM Page 13 Payments

Current Period: November 2017

Transaction Date 11/1/2017 Citizens 111000 Total $1,569.18

Refer 906 VILLAGE OF MUKWONAGO Cash Payment E 610-6920-6408 Taxes - Village MNTHLY TAX $30,000.00 Invoice 11/7 11/7/2017 Transaction Date 11/1/2017 Citizens 111000 Total $30,000.00

Refer 907 WATER WELL SOLUTIONS Cash Payment E 610-6210-6625 Maintenance-Pumping WELL 5 REHAB $25,250.00 Invoice 432725 9/25/2017 Transaction Date 11/1/2017 Citizens 111000 Total $25,250.00

Refer 908 WAUKESHA COUNTY Cash Payment E 100-5212-5219 Professional Services INMATE BILLING $16.60 Invoice 2017-00000183 10/9/2017 Cash Payment E 480-5700-5865 State or County Projects CTH NN LOCAL AID $304,187.51 Invoice 2017-00000003 10/31/2017 Project RD0004 Transaction Date 11/1/2017 Citizens 111000 Total $304,204.11

Refer 909 WAUKESHA COUNTY EMERGENC Cash Payment E 150-5222-5311 Supplies ID CARDS $4.24 Invoice 120 10/18/2017 Transaction Date 11/1/2017 Citizens 111000 Total $4.24

Refer 910 WE ENERGIES MLWAUKEE Cash Payment E 100-5160-5222 Electric 915 MAIN $21.08 Invoice 377/10/09 10/9/2017 Transaction Date 11/1/2017 Citizens 111000 Total $21.08

Refer 912 WELDER SUPPLY CO. Cash Payment E 100-5323-5311 Supplies ACETYLENE SUPPLIES $202.69 Invoice 478167 10/13/2017 Transaction Date 11/1/2017 Citizens 111000 Total $202.69

Refer 913 WINCHOWKY FRED Cash Payment E 100-5111-5335 Training & Travel MILEAGE REIMBURSEMENT $147.13 Invoice 10/19 10/19/2017 Cash Payment E 100-5111-5335 Training & Travel REIMBURSEMENT $207.00 Invoice 10/19 10/19/2017 Transaction Date 11/1/2017 Citizens 111000 Total $354.13

Refer 914 WI DEPT OF JUSTICE-TIME Cash Payment E 100-5211-5219 Professional Services 4TH QTR 2017 $2,209.50 Invoice 2419 10/10/2017 Transaction Date 11/1/2017 Citizens 111000 Total $2,209.50

Refer 915 WISCONSIN IMAGING Cash Payment E 100-5211-5219 Professional Services COPY USAGE $64.37 Invoice AR18465 10/23/2017 Cash Payment E 610-6920-6921 Office Supplies & Expen COPY USAGE $87.12 Invoice AR18366 10/23/2017 Cash Payment E 620-8400-8510 Office Supplies & Expen COPY USAGE $87.12 Invoice AR18366 10/23/2017 Transaction Date 11/1/2017 Citizens 111000 Total $238.61 VILLAGE OF MUKWONAGO 11/02/17 1:13 PM Page 14 Payments

Current Period: November 2017

Refer 916 XYLEM WATER SOLUTIONS U.S.A. Cash Payment E 620-8020-8320 Maintenance-Lift Station SENSOR $2,016.24 Invoice 3556979384 10/6/2017 Transaction Date 11/1/2017 Citizens 111000 Total $2,016.24

Refer 917 ZIMMERMAN ED Cash Payment E 100-5323-5348 Safety Supplies REIMBURSE BOOTS $100.00 Invoice 100932847 10/8/2017 Transaction Date 11/1/2017 Citizens 111000 Total $100.00

Refer 918 CREATIVE FORMS & CONCEPTS Cash Payment E 100-5142-5311 Supplies 1099 MISC FORMS $7.79 Invoice 115856 10/24/2017 Cash Payment E 150-5221-5311 Supplies 1099 MISC FORMS $7.23 Invoice 115856 10/24/2017 Cash Payment E 220-5140-5311 Supplies 1099 MISC FORMS $0.56 Invoice 115856 10/24/2017 Cash Payment E 410-5140-5311 Supplies 1099 MISC FORMS $1.11 Invoice 115856 10/24/2017 Cash Payment E 440-5511-5311 Supplies 1099 MISC FORMS $2.78 Invoice 115856 10/24/2017 Cash Payment E 500-5140-5311 Supplies 1099 MISC FORMS $0.56 Invoice 115856 10/24/2017 Cash Payment E 610-6920-6921 Office Supplies & Expen 1099 MISC FORMS $18.35 Invoice 115856 10/24/2017 Cash Payment E 620-8300-8400 Operation Supply/Expen 1099 MISC FORMS $17.23 Invoice 115856 10/24/2017 Transaction Date 11/2/2017 Citizens 111000 Total $55.61

Refer 919 HIPPENMEYER, REILLY Cash Payment E 100-5130-5219 Professional Services MISC MATTERS $965.25 Invoice 45098 11/1/2017 Cash Payment G 100-211425 Developer Escrow FAIRWINDS $66.00 Invoice 45097 11/1/2017 Project D00007 Cash Payment G 100-211400 Billable Disbursements CHAPMAN $198.00 Invoice 45096 11/1/2017 Cash Payment G 100-162010 Potential TID Accum. Costs TID 4 $396.00 Invoice 45095 11/1/2017 Project TID004 Cash Payment E 100-5130-5219 Professional Services PROSECUTION $1,463.00 Invoice 45094 11/1/2017 Transaction Date 11/2/2017 Citizens 111000 Total $3,088.25

Refer 920 KARL JAMES & COMPANY LLC Cash Payment E 100-5670-5219 Professional Services DOWNTOWN ED CAMPAIGN $600.00 Invoice 20170058 11/1/2017 Transaction Date 11/2/2017 Citizens 111000 Total $600.00

Refer 921 MP SYSTEMS Cash Payment E 480-5700-5399 Other WOLF RUN SIGNALIZATION $64,328.65 Invoice 2 10/9/2017 Transaction Date 11/2/2017 Citizens 111000 Total $64,328.65

Refer 922 MUSSON BROTHERS VILLAGE OF MUKWONAGO 11/02/17 1:13 PM Page 15 Payments

Current Period: November 2017

Cash Payment G 610-000108 CIP-Utility Mains Projects CHAPMAN FARMS BLVD $121,711.00 Invoice 2 10/30/2017 Cash Payment G 620-000108 CIP-Utility Mains Projects CHAPMAN FARMS BLVD $90,987.00 Invoice 2 10/30/2017 Cash Payment E 200-5700-5821 Improvements CHAPMAN FARMS BLVD $248,269.96 Invoice 2 10/30/2017 Transaction Date 11/2/2017 Citizens 111000 Total $460,967.96

Refer 923 OLSEN SAFETY EQUIPMENT Cash Payment E 620-8010-8270 Operation Supply/Expen GLOVES/SAFETY GLASSES $162.33 Invoice 348685 10/30/2017 Transaction Date 11/2/2017 Citizens 111000 Total $162.33

Refer 924 SYNERGY SERVICE GROUP Cash Payment E 620-8010-8240 Phosphorous Removal C INSTALL VEGA FLEX 81 $255.00 Invoice 406355 10/27/2017 Transaction Date 11/2/2017 Citizens 111000 Total $255.00

Refer 925 TREASURER STATE OF WI Cash Payment G 100-242400 Court Fees due to State JAIL FINES OCTOVER 2017 $5,782.06 Invoice OCT 2017 11/2/2017 Transaction Date 11/2/2017 Citizens 111000 Total $5,782.06

Refer 926 TREASURER WAUKESHA COUNTY Cash Payment G 100-243240 Waukesha County Court Fe JAIL FINES OCTOBER 2017 $1,910.00 Invoice OCT 2017 11/2/2017 Transaction Date 11/2/2017 Citizens 111000 Total $1,910.00

Refer 927 WALWORTH CTY CLERK Cash Payment E 100-5142-5311 Supplies DOG LICENSES FOR 2017 $87.75 Invoice DOG 17 10/30/2017 Transaction Date 11/2/2017 Citizens 111000 Total $87.75

Refer 928 WANASEK CORP Cash Payment E 610-6451-6651 Maintenance-Mains LINCOLN & HWY 83 $2,593.81 Invoice 7744 10/27/2017 Cash Payment E 610-6451-6651 Maintenance-Mains OAKLAND & PLEASNAT $3,859.72 Invoice 7745 10/27/2017 Transaction Date 11/2/2017 Citizens 111000 Total $6,453.53 VILLAGE OF MUKWONAGO 11/02/17 1:13 PM Page 16 Payments

Current Period: November 2017

Fund Summary 111000 Citizens 100 GENERAL FUND $76,800.85 150 FIRE/AMBULANCE FUND $17,004.71 200 COMMUNITY DEVELOPMENT FUND $263,616.13 220 TID#3 - GENERAL $82.95 340 VILLAGE DESIGNATED FUND $107.50 410 RECYCLING FUND $34,619.65 430 CAPITAL EQUIPMENT FUND $4,625.81 440 LIBRARY FUND $6,022.06 480 CAPITAL IMPROVEMENT FUND $383,247.39 500 STORM WATER UTILITY $16.26 610 WATER UTILITY FUND $224,334.99 620 SEWER UTILITY FUND $117,659.04 720 TAX ESCROW AGENCY FUND $17,500.00 $1,145,637.34

Pre-Written Checks $0.00 Checks to be Generated by the Computer $1,145,637.34 Total $1,145,637.34 VILLAGE OF MUKWONAGO 10/18/17 10:09 AM Page 1 Payments

Current Period: October 2017

Batch Name LIB-10-2017 User Dollar Amt $77,267.15 Payments Computer Dollar Amt $77,267.15

$0.00 In Balance Refer 776 A-CUT ABOVE PAINTING Cash Payment E 440-5890-5806 Donated Fund Expenditu INTERIOR PAINTING $670.00 Invoice 10/6 10/6/2017 Transaction Date 10/18/2017 Citizens 111000 Total $670.00

Refer 777 AMERICA AQUARIA Cash Payment E 440-5890-5806 Donated Fund Expenditu CONTRACT MAINTENANCE $111.99 Invoice 15966 10/12/2017 Transaction Date 10/18/2017 Citizens 111000 Total $111.99

Refer 778 AMY MUELLER Cash Payment E 440-5511-5331 Programming PROGRAMMING $100.00 Invoice 10/31 10/31/2017 Transaction Date 10/18/2017 Citizens 111000 Total $100.00

Refer 779 ASSOCIATED BANK Cash Payment E 440-5700-5329 AV Material AV MATERIALS $1,620.64 Invoice 10/6 10/6/2017 Transaction Date 10/18/2017 Citizens 111000 Total $1,620.64

Refer 780 B & B CARPENTRY INC Cash Payment E 440-5890-5806 Donated Fund Expenditu COUNTERTOP $922.00 Invoice 200528134 10/6/2017 Transaction Date 10/18/2017 Citizens 111000 Total $922.00

Refer 781 BAKER & TAYLOR INC. Cash Payment E 440-5700-5328 Books BOOKS $4,014.68 Invoice 9/20-10/10 10/10/2017 Transaction Date 10/18/2017 Citizens 111000 Total $4,014.68

Refer 782 BRICKS 4 KIDZ Cash Payment E 440-5511-5331 Programming PROGRAMMING $200.00 Invoice 11/18 10/18/2017 Transaction Date 10/18/2017 Citizens 111000 Total $200.00

Refer 783 BRIDGES LIBRARY SYSTEM Cash Payment E 440-5511-5335 Training & Travel CONTINUING ED $26.00 Invoice 2017-00000195 10/3/2017 Transaction Date 10/18/2017 Citizens 111000 Total $26.00

Refer 784 BRODART Cash Payment E 440-5700-5328 Books BOOKS $122.95 Invoice B5116202 9/26/2017 Cash Payment E 440-5700-5328 Books BOOKS $16.79 Invoice B5118759 9/28/2017 Cash Payment E 440-5700-5328 Books BOOKS $61.89 Invoice B5123533 10/4/2017 Transaction Date 10/18/2017 Citizens 111000 Total $201.63

Refer 785 BUCHMANN TERRY VILLAGE OF MUKWONAGO 10/18/17 10:09 AM Page 2 Payments

Current Period: October 2017

Cash Payment E 440-5511-5331 Programming PROGRAM SUPP $233.31 Invoice 3RD QTR 10/10/2017 Cash Payment E 440-5511-5332 Mileage REIMBURSE MILEAGE $77.04 Invoice 3RD QTR 10/10/2017 Transaction Date 10/18/2017 Citizens 111000 Total $310.35

Refer 786 CLEAN MATS Cash Payment E 440-5511-5311 Supplies CLEAN SUPP $52.80 Invoice 42841 10/2/2017 Cash Payment E 440-5511-5311 Supplies CLEAN SUPP $52.90 Invoice 42612 9/15/2017 Transaction Date 10/18/2017 Citizens 111000 Total $105.70

Refer 787 CONTRACT PAINTING Cash Payment E 440-5890-5806 Donated Fund Expenditu INTERIOR PAINTING $1,970.00 Invoice 3019 9/29/2017 Transaction Date 10/18/2017 Citizens 111000 Total $1,970.00

Refer 788 DE ANGELIS JANE Cash Payment E 440-5511-5332 Mileage REIMBURSE MILEAGE $30.50 Invoice SEPT 17 9/27/2017 Transaction Date 10/18/2017 Citizens 111000 Total $30.50

Refer 789 DEMCO Cash Payment E 440-5511-5311 Supplies STORAGE CASE $127.40 Invoice 6226671 10/5/2017 Transaction Date 10/18/2017 Citizens 111000 Total $127.40

Refer 790 FRISCH LAURA Cash Payment E 440-5511-5332 Mileage REIMBURSE MILEAGE $17.12 Invoice AUG 17 10/6/2017 Transaction Date 10/18/2017 Citizens 111000 Total $17.12

Refer 791 GALE Cash Payment E 440-5700-5328 Books BOOKS $346.29 Invoice 61998185 10/2/2017 Transaction Date 10/18/2017 Citizens 111000 Total $346.29

Refer 792 ILLINGWORTH KILGUST Cash Payment E 440-5511-5220 Contractual Services CONTRACT SERVICES $1,637.50 Invoice 960001037 9/7/177 Transaction Date 10/18/2017 Citizens 111000 Total $1,637.50

Refer 793 JANZEN MATT Cash Payment E 440-5511-5331 Programming PROGRAM $50.00 Invoice 66092 10/5/2017 Transaction Date 10/18/2017 Citizens 111000 Total $50.00

Refer 794 KNESER DEB Cash Payment E 440-5511-5335 Training & Travel PROGRAM $350.00 Invoice 2017-1003 10/2/2017 Transaction Date 10/18/2017 Citizens 111000 Total $350.00

Refer 795 MICHALIK MICHELLE VILLAGE OF MUKWONAGO 10/18/17 10:09 AM Page 3 Payments

Current Period: October 2017

Cash Payment E 440-5511-5332 Mileage REIMBURSE MILEAGE $19.90 Invoice SPET 17 9/27/2017 Transaction Date 10/18/2017 Citizens 111000 Total $19.90

Refer 796 MIDWEST TAPE Cash Payment E 440-5700-5329 AV Material AV MATERIALS $474.89 Invoice 95470975 10/10/2017 Transaction Date 10/18/2017 Citizens 111000 Total $474.89

Refer 797 MUKWONAGO AREA CHAMBER O Cash Payment E 440-5511-5333 Outreach FALL FEST REGISTRATION $50.00 Invoice 5949 9/22/2017 Transaction Date 10/18/2017 Citizens 111000 Total $50.00

Refer 798 QUILL CORPORATION Cash Payment E 440-5511-5311 Supplies VARIOUS SUPPLIES $219.43 Invoice 1047728 9/21/2017 Cash Payment E 440-5511-5311 Supplies VARIOUS SUPPLIES $73.87 Invoice 1199035 9/27/2017 Cash Payment E 440-5511-5311 Supplies VARIOUS SUPPLIES $10.26 Invoice 1255513 9/29/2017 Cash Payment E 440-5890-5806 Donated Fund Expenditu VARIOUS SUPPLIES $317.49 Invoice 9873094 9/15/2017 Cash Payment E 440-5511-5311 Supplies VARIOUS SUPPLIES $19.89 Invoice 1408367 10/5/2017 Cash Payment E 440-5511-5311 Supplies VARIOUS SUPPLIES $190.15 Invoice 1387913 10/4/2017 Cash Payment E 440-5511-5311 Supplies VARIOUS SUPPLIES $103.91 Invoice 1534407 10/10/2017 Transaction Date 10/18/2017 Citizens 111000 Total $935.00

Refer 799 RICOH AMERICAS CORPORATION Cash Payment E 440-5511-5310 Outside Services COPY USAGE $455.37 Invoice 5050424597 9/19/2017 Transaction Date 10/18/2017 Citizens 111000 Total $455.37

Refer 800 ROMAN ELECTRIC CO., INC. Cash Payment E 440-5890-5806 Donated Fund Expenditu LED RETROFIT $59,990.00 Invoice 81956 9/21/2017 Transaction Date 10/18/2017 Citizens 111000 Total $59,990.00

Refer 801 SCIENCE ALLIANCE Cash Payment E 440-5511-5331 Programming PROGRAMMING $300.00 Invoice 66074 10/13/2017 Transaction Date 10/18/2017 Citizens 111000 Total $300.00

Refer 802 SUNSET PLAYHOUSE Cash Payment E 440-5511-5331 Programming PROGRAMMING $100.00 Invoice 890 10/1/2017 Transaction Date 10/18/2017 Citizens 111000 Total $100.00

Refer 803 UNIQUE MANAGEMENT Cash Payment E 440-5511-5310 Outside Services PLACEMENTS $17.90 Invoice 452275 10/1/2017 VILLAGE OF MUKWONAGO 10/18/17 10:09 AM Page 4 Payments

Current Period: October 2017

Transaction Date 10/18/2017 Citizens 111000 Total $17.90

Refer 804 VERNON LIBRARY SUPPLIES Cash Payment E 440-5511-5311 Supplies LIB SUPPLIES $134.79 Invoice 88959-IN 9/15/2017 Transaction Date 10/18/2017 Citizens 111000 Total $134.79

Refer 805 WALWORTH CTY SECURITY ALAR Cash Payment E 440-5511-5220 Contractual Services CONTRACT SERVICES $540.00 Invoice 11416 10/1/2017 Transaction Date 10/18/2017 Citizens 111000 Total $540.00

Refer 806 WI DEPT OF SAFETY Cash Payment E 440-5511-5310 Outside Services BOILER INSPECTION $220.00 Invoice 451136 9/28/2017 Transaction Date 10/18/2017 Citizens 111000 Total $220.00

Refer 807 WRAP SHOP/THE Cash Payment E 440-5890-5806 Donated Fund Expenditu META SIGN $920.00 Invoice 774 9/27/2017 Transaction Date 10/18/2017 Citizens 111000 Total $920.00

Refer 808 ZIMMERMANN OLIVER DEAN Cash Payment E 440-5890-5806 Donated Fund Expenditu TILE INSTALLATION $297.50 Invoice 110 10/13/2017 Transaction Date 10/18/2017 Citizens 111000 Total $297.50

Fund Summary 111000 Citizens 440 LIBRARY FUND $77,267.15 $77,267.15

Pre-Written Checks $0.00 Checks to be Generated by the Computer $77,267.15 Total $77,267.15 VILLAGE OF MUKWONAGO 11/02/17 11:33 AM Page 1 Payments

Current Period: October 2017

Batch Name M-10-2017-1 User Dollar Amt $879,288.41 Payments Computer Dollar Amt $879,288.41

$0.00 In Balance Refer 809 VANTAGEPOINT TRANSFER AGEN Ck# 023318 10/6/2017 Cash Payment G 100-215250 Deferred Compensation P/R ENDING 9/28/17 $1,620.61 Invoice 9/28 10/6/2017 Cash Payment G 150-215250 Deferred Compensation P/R ENDING 9/28/17 $46.56 Invoice 9/28 10/6/2017 Cash Payment G 220-215250 Deferred Compensation P/R ENDING 9/28/17 $28.93 Invoice 9/28 10/6/2017 Cash Payment G 410-215250 Deferred Compensation P/R ENDING 9/28/17 $38.53 Invoice 9/28 10/6/2017 Cash Payment G 440-215250 Deferred Compensation P/R ENDING 9/28/17 $432.18 Invoice 9/28 10/6/2017 Cash Payment G 500-215250 Deferred Compensation P/R ENDING 9/28/17 $14.85 Invoice 9/28 10/6/2017 Cash Payment G 610-215250 Deferred Compensation P/R ENDING 9/28/17 $402.70 Invoice 9/28 10/6/2017 Cash Payment G 620-215250 Deferred Compensation P/R ENDING 9/28/17 $269.47 Invoice 9/28 10/6/2017 Transaction Date 10/20/2017 Citizens 111000 Total $2,853.83

Refer 810 VILLAGE OF MUKWONAGO Ck# 023320 10/16/2017 Cash Payment G 720-250061 Due to Water Utility SETTLEMENT OF SPECIAL ASSESS & $13,588.07 DELINQUENT UB 2016 Invoice ADJ 10/16/17 10/16/2017 Cash Payment G 720-250062 Due to Sewer Utility SETTLEMENT OF SPECIAL ASSESS & $5,410.66 DELINQUENT UB 2016 Invoice ADJ 10/16/17 10/16/2017 Transaction Date 10/20/2017 Citizens 111000 Total $18,998.73

Refer 811 CITIZENS BANK OF MUKWONAGO Ck# 023321 10/12/2017 Cash Payment E 300-5800-5801 Principal Payments on D PAYMENT OF LOAN & INTEREST $675,000.00 Invoice 110005335 10/12/2017 Cash Payment E 300-5800-5802 Interest Payments on De PAYMENT OF LOAN & INTEREST $8,873.00 Invoice 110005335 10/12/2017 Transaction Date 10/20/2017 Citizens 111000 Total $683,873.00

Refer 812 REIMESCH KATHY Ck# 023449 10/18/2017 Cash Payment G 100-162007 457b Advance-Termd Empl REFUND DUE TO REVISED CALCULATIONS $185.22 Invoice ICMA ADJ 2017 10/18/2017 Transaction Date 10/20/2017 Citizens 111000 Total $185.22

Refer 813 PETE DIAN Ck# 023450 10/18/2017 Cash Payment G 100-162007 457b Advance-Termd Empl REFUND DUE TO REVISED CALCULATIONS $140.04 Invoice ICMA ADJ 2017 10/18/2017 Transaction Date 10/20/2017 Citizens 111000 Total $140.04

Refer 814 MODERACKI PAUL Ck# 023451 10/18/2017 Cash Payment G 100-162007 457b Advance-Termd Empl REFUND DUE TO REVISED CALCULATIONS $208.88 Invoice ICMA ADJ 2017 10/18/2017 Transaction Date 10/20/2017 Citizens 111000 Total $208.88 VILLAGE OF MUKWONAGO 11/02/17 11:33 AM Page 2 Payments

Current Period: October 2017

Refer 815 HANKOVICH JOSEPH Ck# 023452 10/18/2017 Cash Payment G 100-162007 457b Advance-Termd Empl REFUND DUE TO REVISED CALCULATIONS $285.54 Invoice ICMA ADJ 2017 10/18/2017 Transaction Date 10/20/2017 Citizens 111000 Total $285.54

Refer 816 BRANDEMUEHL THOMAS Ck# 023453 10/18/2017 Cash Payment G 100-162007 457b Advance-Termd Empl REFUND DUE TO REVISED CALCULATIONS $276.35 Invoice ICMA ADJ 2017 10/18/2017 Transaction Date 10/20/2017 Citizens 111000 Total $276.35

Refer 817 MILLARD CATHY Ck# 023454 10/18/2017 Cash Payment G 100-162007 457b Advance-Termd Empl REFUND DUE TO REVISED CALCULATIONS $3.91 Invoice ICMA ADJ 2017 10/18/2017 Transaction Date 10/20/2017 Citizens 111000 Total $3.91

Refer 818 VANTAGEPOINT TRANSFER AGEN Ck# 023455 10/20/2017 Cash Payment G 100-215250 Deferred Compensation P/R ENDING 10/13/17 $1,619.37 Invoice 10/13 10/20/2017 Cash Payment G 150-215250 Deferred Compensation P/R ENDING 10/13/17 $34.38 Invoice 10/13 10/20/2017 Cash Payment G 220-215250 Deferred Compensation P/R ENDING 10/13/17 $28.93 Invoice 10/13 10/20/2017 Cash Payment G 410-215250 Deferred Compensation P/R ENDING 10/13/17 $38.53 Invoice 10/13 10/20/2017 Cash Payment G 440-215250 Deferred Compensation P/R ENDING 10/13/17 $433.31 Invoice 10/13 10/20/2017 Cash Payment G 500-215250 Deferred Compensation P/R ENDING 10/13/17 $14.85 Invoice 10/13 10/20/2017 Cash Payment G 610-215250 Deferred Compensation P/R ENDING 10/13/17 $413.40 Invoice 10/13 10/20/2017 Cash Payment G 620-215250 Deferred Compensation P/R ENDING 10/13/17 $255.53 Invoice 10/13 10/20/2017 Transaction Date 10/20/2017 Citizens 111000 Total $2,838.30

Refer 819 AFLAC Ck# 023456 10/20/2017 Cash Payment G 100-215302 Supplemental Insurance Pa OCTOBER 2017 $399.89 Invoice 594699 10/20/2017 Cash Payment G 150-215302 Supplemental Insurance Pa OCTOBER 2017 $220.65 Invoice 594699 10/20/2017 Cash Payment G 220-215302 Supplemental Insurance Pa OCTOBER 2017 $0.64 Invoice 594699 10/20/2017 Cash Payment G 410-215302 Supplemental Insurance Pa OCTOBER 2017 $2.38 Invoice 594699 10/20/2017 Cash Payment G 610-215302 Supplemental Insurance Pa OCTOBER 2017 $126.18 Invoice 594699 10/20/2017 Cash Payment G 620-215302 Supplemental Insurance Pa OCTOBER 2017 $68.54 Invoice 594699 10/20/2017 Transaction Date 10/20/2017 Citizens 111000 Total $818.28

Refer 820 MUKWONAGO PROFESSIONAL FI Ck# 023457 10/20/2017 Cash Payment G 150-215500 Union Dues Payable OCTOBER 2017 $270.00 Invoice OCT 2017 10/20/2017 VILLAGE OF MUKWONAGO 11/02/17 11:33 AM Page 3 Payments

Current Period: October 2017

Transaction Date 10/20/2017 Citizens 111000 Total $270.00

Refer 821 MUKWONAGO PROFESSIONAL PO Ck# 023458 10/20/2017 Cash Payment G 100-215500 Union Dues Payable OCTOBER 2017 $550.00 Invoice OCT 2017 10/20/2017 Transaction Date 10/20/2017 Citizens 111000 Total $550.00

Refer 822 VILLAGE OF MUKWONAGO MRA Ck# 023459 10/20/2017 Cash Payment G 100-215350 Flexible Spending Contributi OCTOBER 2017 $1,136.35 Invoice OCT 2017 10/20/2017 Cash Payment G 150-215350 Flexible Spending Contributi OCTOBER 2017 $326.74 Invoice OCT 2017 10/20/2017 Cash Payment G 220-215350 Flexible Spending Contributi OCTOBER 2017 $14.62 Invoice OCT 2017 10/20/2017 Cash Payment G 410-215350 Flexible Spending Contributi OCTOBER 2017 $11.54 Invoice OCT 2017 10/20/2017 Cash Payment G 440-215350 Flexible Spending Contributi OCTOBER 2017 $72.73 Invoice OCT 2017 10/20/2017 Cash Payment G 500-215350 Flexible Spending Contributi OCTOBER 2017 $6.50 Invoice OCT 2017 10/20/2017 Cash Payment G 610-215350 Flexible Spending Contributi OCTOBER 2017 $196.66 Invoice OCT 2017 10/20/2017 Cash Payment G 620-215350 Flexible Spending Contributi OCTOBER 2017 $43.36 Invoice OCT 2017 10/20/2017 Transaction Date 10/20/2017 Citizens 111000 Total $1,808.50

Refer 823 MINNESOTA LIFE INSURANCE Ck# 023460 10/19/2017 Cash Payment G 100-215301 Life Insurance Payable NOVEMBER 2017 $1,125.52 Invoice NOV 2017 10/19/2017 Cash Payment G 150-215301 Life Insurance Payable NOVEMBER 2017 $115.96 Invoice NOV 2017 10/19/2017 Cash Payment G 220-215301 Life Insurance Payable NOVEMBER 2017 $4.59 Invoice NOV 2017 10/19/2017 Cash Payment G 410-215301 Life Insurance Payable NOVEMBER 2017 $12.03 Invoice NOV 2017 10/19/2017 Cash Payment G 440-215301 Life Insurance Payable NOVEMBER 2017 $144.59 Invoice NOV 2017 10/19/2017 Cash Payment G 500-215301 Life Insurance Payable NOVEMBER 2017 $6.08 Invoice NOV 2017 10/19/2017 Cash Payment G 610-215301 Life Insurance Payable NOVEMBER 2017 $79.39 Invoice NOV 2017 10/19/2017 Cash Payment G 620-215301 Life Insurance Payable NOVEMBER 2017 $62.10 Invoice NOV 2017 10/19/2017 Transaction Date 10/20/2017 Citizens 111000 Total $1,550.26

Refer 824 UW-GREEN BAY Ck# 023461 10/24/2017 Cash Payment E 220-5140-5335 Training & Travel DOHERTY REGISTRATION $95.00 Invoice 2017 WINTER 10/24/2017 Transaction Date 10/30/2017 Citizens 111000 Total $95.00

Refer 825 GREAT WEST RETIREMENT SERVI Ck# 006120 10/5/2017 Cash Payment G 100-215250 Deferred Compensation P/R ENDING 9/29/2017 $828.48 Invoice 9/29 10/5/2017 VILLAGE OF MUKWONAGO 11/02/17 11:33 AM Page 4 Payments

Current Period: October 2017

Cash Payment G 150-215250 Deferred Compensation P/R ENDING 9/29/2017 $86.26 Invoice 9/29 10/5/2017 Cash Payment G 610-215250 Deferred Compensation P/R ENDING 9/29/2017 $100.63 Invoice 9/29 10/5/2017 Cash Payment G 620-215250 Deferred Compensation P/R ENDING 9/29/2017 $100.63 Invoice 9/29 10/5/2017 Transaction Date 10/30/2017 Citizens 111000 Total $1,116.00

Refer 826 GREAT WEST RETIREMENT SERVI Ck# 006121 10/20/2017 Cash Payment G 100-215250 Deferred Compensation P/R ENDING 10/13/17 $828.48 Invoice 10/13 10/13/2017 Cash Payment G 150-215250 Deferred Compensation P/R ENDING 10/13/17 $86.26 Invoice 10/13 10/13/2017 Cash Payment G 610-215250 Deferred Compensation P/R ENDING 10/13/17 $100.63 Invoice 10/13 10/13/2017 Cash Payment G 620-215250 Deferred Compensation P/R ENDING 10/13/17 $100.63 Invoice 10/13 10/13/2017 Transaction Date 10/30/2017 Citizens 111000 Total $1,116.00

Refer 827 EMPLOYEE TRUST FUNDS Ck# 006122 10/20/2017 Cash Payment G 100-215300 Health Insurance Payable NOVEMBER 2017 HEALTH INS $45,015.28 Invoice NOV 2017 10/20/2017 Cash Payment G 150-215300 Health Insurance Payable NOVEMBER 2017 HEALTH INS $7,282.14 Invoice NOV 2017 10/20/2017 Cash Payment G 220-215300 Health Insurance Payable NOVEMBER 2017 HEALTH INS $229.56 Invoice NOV 2017 10/20/2017 Cash Payment G 410-215300 Health Insurance Payable NOVEMBER 2017 HEALTH INS $362.30 Invoice NOV 2017 10/20/2017 Cash Payment G 440-215300 Health Insurance Payable NOVEMBER 2017 HEALTH INS $7,460.48 Invoice NOV 2017 10/20/2017 Cash Payment G 500-215300 Health Insurance Payable NOVEMBER 2017 HEALTH INS $137.94 Invoice NOV 2017 10/20/2017 Cash Payment G 610-215300 Health Insurance Payable NOVEMBER 2017 HEALTH INS $3,986.21 Invoice NOV 2017 10/20/2017 Cash Payment G 620-215300 Health Insurance Payable NOVEMBER 2017 HEALTH INS $3,290.77 Invoice NOV 2017 10/20/2017 Transaction Date 10/30/2017 Citizens 111000 Total $67,764.68

Refer 828 PAYROLLDATA.COM Ck# 006123 10/20/2017 Cash Payment E 100-5142-5399 Other ADMIN FEES $219.81 Invoice OCT 2017 10/20/2017 Cash Payment E 150-5221-5219 Professional Services ADMIN FEES $219.83 Invoice OCT 2017 10/20/2017 Cash Payment E 440-5511-5399 Other ADMIN FEES $219.83 Invoice OCT 2017 10/20/2017 Cash Payment E 610-6920-6930 Misc General Expenses ADMIN FEES $219.83 Invoice OCT 2017 10/20/2017 Cash Payment E 620-8400-8560 Misc General Expense ADMIN FEES $219.83 Invoice OCT 2017 10/20/2017 Transaction Date 10/30/2017 Citizens 111000 Total $1,099.13

Refer 829 WI RETIREMENT SYSTEM Ck# 006124 10/23/2017 VILLAGE OF MUKWONAGO 11/02/17 11:33 AM Page 5 Payments

Current Period: October 2017

Cash Payment G 100-215200 Retirement SEPTEMBER 2017 $24,400.73 Invoice SEPT 2017 10/23/2017 Cash Payment G 150-215200 Retirement SEPTEMBER 2017 $7,825.65 Invoice SEPT 2017 10/23/2017 Cash Payment G 220-215200 Retirement SEPTEMBER 2017 $271.20 Invoice SEPT 2017 10/23/2017 Cash Payment G 410-215200 Retirement SEPTEMBER 2017 $255.96 Invoice SEPT 2017 10/23/2017 Cash Payment G 440-215200 Retirement SEPTEMBER 2017 $4,846.78 Invoice SEPT 2017 10/23/2017 Cash Payment G 500-215200 Retirement SEPTEMBER 2017 $69.68 Invoice SEPT 2017 10/23/2017 Cash Payment G 610-215200 Retirement SEPTEMBER 2017 $2,608.92 Invoice SEPT 2017 10/23/2017 Cash Payment G 620-215200 Retirement SEPTEMBER 2017 $2,134.32 Invoice SEPT 2017 10/23/2017 Transaction Date 10/30/2017 Citizens 111000 Total $42,413.24

Refer 830 HASLER MAILING SOLUTIONS Ck# 006125 10/20/2017 Cash Payment E 100-5142-5315 Postage POSTAGE $1,000.00 Invoice 10/20 10/20/2017 Transaction Date 10/30/2017 Citizens 111000 Total $1,000.00

Refer 831 WI DEPT OF REVENUE COLLECTI Ck# 002126 10/19/2017 Cash Payment G 100-162010 Potential TID Accum. Costs 2017 TID #4 $1,000.00 Invoice TID 4 10/19/2017 Project TID004 Transaction Date 10/30/2017 Citizens 111000 Total $1,000.00

Refer 832 WI DEPT OF REVENUE QTRLY TA Ck# 006127 10/19/2017 Cash Payment E 410-5140-5399 Other 3RD QTR SALES TAX $15.19 Invoice 3RD QTR 2017 10/19/2017 Cash Payment E 440-5511-5399 Other 3RD QTR SALES TAX $80.17 Invoice 3RD QTR 2017 10/19/2017 Cash Payment E 440-5511-5399 Other 3RD QTR SALES TAX $11.35 Invoice 3RD QTR 2017 10/19/2017 Cash Payment E 440-5511-5399 Other 3RD QTR SALES TAX $56.54 Invoice 3RD QTR 2017 10/19/2017 Cash Payment E 100-5521-5399 Other 3RD QTR SALES TAX $462.46 Invoice 3RD QTR 2017 10/19/2017 Cash Payment E 100-5160-5399 Other 3RD QTR SALES TAX $18.07 Invoice 3RD QTR 2017 10/19/2017 Transaction Date 10/30/2017 Citizens 111000 Total $643.78

Refer 833 WE ENERGIES MLWAUKEE Ck# 006128 10/31/2017 Cash Payment E 100-5160-5222 Electric HALL $855.00 Invoice 10/31/17 10/31/2017 Cash Payment E 100-5211-5222 Electric FLASHERS $9.87 Invoice 10/31/17 10/31/2017 Cash Payment E 100-5211-5222 Electric TOWER RADIO BLDG $22.98 Invoice 10/31/17 10/31/2017 Cash Payment E 100-5211-5222 Electric PD $1,377.08 Invoice 10/31/17 10/31/2017 VILLAGE OF MUKWONAGO 11/02/17 11:33 AM Page 6 Payments

Current Period: October 2017

Cash Payment E 100-5211-5222 Electric PD GARAGE $50.14 Invoice 10/31/17 10/31/2017 Cash Payment E 100-5254-5222 Electric MUK DAM $24.18 Invoice 10/31/17 10/31/2017 Cash Payment E 100-5323-5222 Electric DPW ELECT $299.89 Invoice 10/31/17 10/31/2017 Cash Payment E 100-5323-5224 Gas DPW GAS $25.50 Invoice 10/31/17 10/31/2017 Cash Payment E 100-5342-5222 Electric STREET LIGHTS $11,025.38 Invoice 10/31/17 10/31/2017 Cash Payment E 100-5342-5222 Electric STREET LIGHTS $990.08 Invoice 10/31/17 10/31/2017 Cash Payment E 100-5342-5222 Electric STREET LIGHTS $98.69 Invoice 10/31/17 10/31/2017 Cash Payment E 100-5342-5222 Electric SCH CROSS LIGHTS $17.47 Invoice 10/31/17 10/31/2017 Cash Payment E 100-5512-5222 Electric MUSEUM $153.20 Invoice 10/31/17 10/31/2017 Cash Payment E 100-5521-5222 Electric ANDREWS ST $104.23 Invoice 10/31/17 10/31/2017 Cash Payment E 100-5521-5222 Electric FIELD PARK $119.70 Invoice 10/31/17 10/31/2017 Cash Payment E 100-5521-5222 Electric FLD PRK BASEBALL LIGHTS $27.02 Invoice 10/31/17 10/31/2017 Cash Payment E 100-5521-5222 Electric PARKS $25.52 Invoice 10/31/17 10/31/2017 Cash Payment E 100-5521-5222 Electric CONSESSION BLDG $231.82 Invoice 10/31/17 10/31/2017 Cash Payment E 100-5521-5222 Electric PARKS $23.38 Invoice 10/31/17 10/31/2017 Cash Payment E 100-5521-5222 Electric FLD PRK SUMP PUMP $20.28 Invoice 10/31/17 10/31/2017 Cash Payment E 100-5521-5222 Electric PARKS $104.74 Invoice 10/31/17 10/31/2017 Cash Payment E 100-5521-5222 Electric MINIWAUKAN PARK $38.32 Invoice 10/31/17 10/31/2017 Cash Payment E 150-5221-5222 Electric FD $739.94 Invoice 10/31/17 10/31/2017 Cash Payment E 440-5511-5222 Electric LIB ELECT $2,887.74 Invoice 10/31/17 10/31/2017 Cash Payment E 440-5511-5224 Gas LIB GAS $207.45 Invoice 10/31/17 10/31/2017 Cash Payment E 610-6200-6622 Fuel or Power Purchased WELL #3 ELECT $2,470.84 Invoice 10/31/17 10/31/2017 Cash Payment E 610-6200-6622 Fuel or Power Purchased WELL #3 GAS $9.90 Invoice 10/31/17 10/31/2017 Cash Payment E 610-6200-6622 Fuel or Power Purchased WELL #4 ELCT $1,145.18 Invoice 10/31/17 10/31/2017 Cash Payment E 610-6200-6622 Fuel or Power Purchased WELL #4 GAS $16.14 Invoice 10/31/17 10/31/2017 VILLAGE OF MUKWONAGO 11/02/17 11:33 AM Page 7 Payments

Current Period: October 2017

Cash Payment E 610-6200-6622 Fuel or Power Purchased WELL #5 $321.51 Invoice 10/31/17 10/31/2017 Cash Payment E 610-6200-6622 Fuel or Power Purchased WELL #6 $1,005.96 Invoice 10/31/17 10/31/2017 Cash Payment E 610-6200-6622 Fuel or Power Purchased WELL #7 $3,031.69 Invoice 10/31/17 10/31/2017 Cash Payment E 610-6200-6622 Fuel or Power Purchased GREENWALD $36.57 Invoice 10/31/17 10/31/2017 Cash Payment E 610-6200-6622 Fuel or Power Purchased TOWER $32.44 Invoice 10/31/17 10/31/2017 Cash Payment E 620-8020-8210 Pumping Power & Fuel ATKINSON PUMP $388.09 Invoice 10/31/17 10/31/2017 Cash Payment E 620-8020-8210 Pumping Power & Fuel FOX RIVER VIEW $229.69 Invoice 10/31/17 10/31/2017 Cash Payment E 620-8020-8210 Pumping Power & Fuel 1224 RIVERTON $87.37 Invoice 10/31/17 10/31/2017 Cash Payment E 620-8020-8210 Pumping Power & Fuel 1240 N ROCHESTER $90.54 Invoice 10/31/17 10/31/2017 Cash Payment E 620-8010-8211 WWTP Electric Power HOLZ ELECT $6,977.88 Invoice 10/31/17 10/31/2017 Cash Payment E 620-8010-8212 Nat Gas/Admin Bldg/Hea HOLZ GAS $10.56 Invoice 10/31/17 10/31/2017 Cash Payment E 620-8010-8212 Nat Gas/Admin Bldg/Hea DIGESTER GAS $850.76 Invoice 10/31/17 10/31/2017 Transaction Date 10/30/2017 Citizens 111000 Total $36,184.72

Refer 834 JP MORGAN CHASE Ck# 006129 10/31/2017 Cash Payment E 100-5211-5311 Supplies STAPLES - OFFICE SUPP - #1646 $163.10 Invoice OCT 2017 10/31/2017 Cash Payment E 100-5213-5311 Supplies STAPLES - OFFICE SUPP - #1646 $96.05 Invoice OCT 2017 10/31/2017 Cash Payment E 100-5211-5395 Repairs & Maintenance VARIOUS - SUPPLIES - #1646 $309.42 Invoice OCT 2017 10/31/2017 Cash Payment E 100-5213-5311 Supplies PEAVEY CORP - EVIDENCE SUPP - #5772 $113.45 Invoice OCT 2017 10/31/2017 Cash Payment E 100-5241-5335 Training & Travel VARIOUS - HOTEL/MEALS - #9184 $312.03 Invoice OCT 2017 10/31/2017 Cash Payment E 100-5323-5311 Supplies BOSCH - SUBSCRIPTION - #9356 $730.45 Invoice OCT 2017 10/31/2017 Cash Payment E 100-5211-5395 Repairs & Maintenance AMAZON - EXTENSION CORD/MONITOR - $121.98 #9430 Invoice OCT 2017 10/31/2017 Cash Payment E 100-5141-5399 Other WALMART - CANDY - #3311 $44.20 Invoice OCT 2017 10/31/2017 Cash Payment E 100-5141-5311 Supplies AMAZON - VARIOUS - #3311 $336.49 Invoice OCT 2017 10/31/2017 Cash Payment E 100-5141-5335 Training & Travel VARIOUS - MEALS/REGIS/HOTEL - #3311 $413.74 Invoice OCT 2017 10/31/2017 Cash Payment E 100-5144-5335 Training & Travel WMCA - REGIS - #9283 $30.00 Invoice OCT 2017 10/31/2017 VILLAGE OF MUKWONAGO 11/02/17 11:33 AM Page 8 Payments

Current Period: October 2017

Cash Payment E 100-5142-5332 Mileage VARIOUS - GAS - #8848 $98.02 Invoice OCT 2017 10/31/2017 Cash Payment E 100-5144-5332 Mileage VARIOUS - GAS - #8848 $69.35 Invoice OCT 2017 10/31/2017 Cash Payment E 100-5144-5311 Supplies VARIOUS - TRG REFRESHMENTS - #8848 $219.88 Invoice OCT 2017 10/31/2017 Cash Payment E 100-5142-5315 Postage USPS - POSTAGE - #8848 $1.40 Invoice OCT 2017 10/31/2017 Cash Payment E 100-5144-5335 Training & Travel VARIOUS - MEALS/REGIS - #8848 $58.65 Invoice OCT 2017 10/31/2017 Cash Payment E 100-5120-5225 Telephone STECTRUM - TELECOMMUNICATIONS - $87.42 #8848 Invoice OCT 2017 10/31/2017 Cash Payment E 100-5141-5225 Telephone STECTRUM - TELECOMMUNICATIONS - $3.70 #8848 Invoice OCT 2017 10/31/2017 Cash Payment E 100-5142-5225 Telephone STECTRUM - TELECOMMUNICATIONS - $1.48 #8848 Invoice OCT 2017 10/31/2017 Cash Payment E 100-5211-5225 Telephone STECTRUM - TELECOMMUNICATIONS - $906.83 #8848 Invoice OCT 2017 10/31/2017 Cash Payment E 100-5241-5225 Telephone STECTRUM - TELECOMMUNICATIONS - $2.68 #8848 Invoice OCT 2017 10/31/2017 Cash Payment E 100-5323-5225 Telephone STECTRUM - TELECOMMUNICATIONS - $185.04 #8848 Invoice OCT 2017 10/31/2017 Cash Payment E 100-5142-5399 Other VARIOUS - #8848 $448.26 Invoice OCT 2017 10/31/2017 Cash Payment E 150-5221-5313 Fire Prevention Materials WALMART - BATTERIES - #0931 $132.67 Invoice OCT 2017 10/31/2017 Cash Payment E 150-5221-5313 Fire Prevention Materials VARIOUS - OPEN HOUSE - #2334 $323.98 Invoice OCT 2017 10/31/2017 Cash Payment E 150-5231-5219 Professional Services MEDICARE - APPLICATION - #2334 $560.00 Invoice OCT 2017 10/31/2017 Cash Payment E 150-5231-5395 Repairs & Maintenance AMAZON - BOOKS - #2334 $309.58 Invoice OCT 2017 10/31/2017 Cash Payment E 150-5223-5311 Supplies BURGER KING - MEAL - #2334 $6.31 Invoice OCT 2017 10/31/2017 Cash Payment E 150-5222-5311 Supplies WALMART - FOAM - #2334 $10.71 Invoice OCT 2017 10/31/2017 Cash Payment E 150-5221-5311 Supplies VARIOUS - REFRESHMENTS - #2334 $63.66 Invoice OCT 2017 10/31/2017 Cash Payment E 150-5221-5324 Membership Dues ACTIVE 911 - SUBSCRIPTION UPGRADE - $67.26 #8764 Invoice OCT 2017 10/31/2017 Cash Payment E 150-5222-5395 Repairs & Maintenance VARIOUS - LIGHTS/VALVE - #9356 $613.30 Invoice OCT 2017 10/31/2017 Cash Payment E 150-5221-5225 Telephone STECTRUM - TELECOMMUNICATIONS - $954.59 #8848 Invoice OCT 2017 10/31/2017 VILLAGE OF MUKWONAGO 11/02/17 11:33 AM Page 9 Payments

Current Period: October 2017

Cash Payment E 220-5140-5225 Telephone STECTRUM - TELECOMMUNICATIONS - $0.02 #8848 Invoice OCT 2017 10/31/2017 Cash Payment E 410-5140-5315 Postage USPS - POSTAGE - #8848 $0.70 Invoice OCT 2017 10/31/2017 Cash Payment E 410-5140-5335 Training & Travel VARIOUS - GAS - #8848 $33.19 Invoice OCT 2017 10/31/2017 Cash Payment E 410-5140-5225 Telephone STECTRUM - TELECOMMUNICATIONS - $0.05 #8848 Invoice OCT 2017 10/31/2017 Cash Payment E 430-5700-5711 Police Dept Capital Equi HOME DEPOT - CHAIM - 35772 $26.27 Invoice OCT 2017 10/31/2017 Cash Payment E 440-5511-5311 Supplies APPROVED - #1900 $83.72 Invoice OCT 2017 10/31/2017 Cash Payment E 440-5511-5331 Programming APPROVED - #1900 $219.48 Invoice OCT 2017 10/31/2017 Cash Payment E 440-5890-5806 Donated Fund Expenditu APPROVED - #1900 $1,082.41 Invoice OCT 2017 10/31/2017 Cash Payment E 440-5700-5329 AV Material APPROVED - #1900 $115.97 Invoice OCT 2017 10/31/2017 Cash Payment E 440-5511-5315 Postage APPROVED - #1900 $2.97 Invoice OCT 2017 10/31/2017 Cash Payment E 440-5700-5328 Books APPROVED - #1900 $54.00 Invoice OCT 2017 10/31/2017 Cash Payment E 440-5511-5340 Digital Materials APPROVED - #1900 $67.59 Invoice OCT 2017 10/31/2017 Cash Payment E 440-5511-5331 Programming APPROVED - #2596 $60.68 Invoice OCT 2017 10/31/2017 Cash Payment E 440-5890-5806 Donated Fund Expenditu APPROVED - #2596 -$336.44 Invoice OCT 2017 10/31/2017 Cash Payment E 440-5511-5225 Telephone STECTRUM - TELECOMMUNICATIONS - $607.54 #8848 Invoice OCT 2017 10/31/2017 Cash Payment E 500-5140-5225 Telephone STECTRUM - TELECOMMUNICATIONS - $0.02 #8848 Invoice OCT 2017 10/31/2017 Cash Payment E 610-6920-6933 Transportation Expenses BEST WESTERN - HOTEL - #2262 $192.92 Invoice OCT 2017 10/31/2017 Cash Payment E 610-6920-6930 Misc General Expenses MAIN ST CATE - MEAL - #6855 $40.54 Invoice OCT 2017 10/31/2017 Cash Payment E 610-6210-6623 Operation Supply/Exp-Pu HOME DEPOT - RETURN - #6868 -$129.00 Invoice OCT 2017 10/31/2017 Cash Payment E 610-6920-6935 Maintenance-General Pl USPS - POSTAGE - #9513 $3.00 Invoice OCT 2017 10/31/2017 Cash Payment E 610-6920-6921 Office Supplies & Expen STECTRUM - TELECOMMUNICATIONS - $0.41 #8848 Invoice OCT 2017 10/31/2017 Cash Payment E 620-8400-8541 Educational/Training Exp BEST WESTERN - HOTEL - #2262 $192.92 Invoice OCT 2017 10/31/2017 Cash Payment E 620-8010-8270 Operation Supply/Expen HOME DEPOT - WRENCH - #8142 $19.97 Invoice OCT 2017 10/31/2017 VILLAGE OF MUKWONAGO 11/02/17 11:33 AM Page 10 Payments

Current Period: October 2017

Cash Payment E 620-8400-8510 Office Supplies & Expen STECTRUM - TELECOMMUNICATIONS - $0.41 #8848 Invoice OCT 2017 10/31/2017 Transaction Date 10/31/2017 Citizens 111000 Total $10,135.02

Refer 835 WAUKESHA COUNTY SHERIFF Ck# 023462 10/31/2017 Cash Payment G 100-233200 Reimburse Warrants/Partial MICHAEL JAMES DORCEY 17CT1380 $2,060.00 Invoice 17CT1380 10/31/2017 Transaction Date 10/31/2017 Citizens 111000 Total $2,060.00

Fund Summary 111000 Citizens 100 GENERAL FUND $103,783.08 150 FIRE/AMBULANCE FUND $20,296.43 220 TID#3 - GENERAL $673.49 300 DEBT SERVICE FUND $683,873.00 410 RECYCLING FUND $770.40 430 CAPITAL EQUIPMENT FUND $26.27 440 LIBRARY FUND $18,811.07 500 STORM WATER UTILITY $249.92 610 WATER UTILITY FUND $16,412.65 620 SEWER UTILITY FUND $15,393.37 720 TAX ESCROW AGENCY FUND $18,998.73 $879,288.41

Pre-Written Checks $879,288.41 Checks to be Generated by the Computer $0.00 Total $879,288.41

Village of Mukwonago

AGENDA ITEM REQUEST FORM

Committee/Board: Finance Committee Topic: Funds for study of Merger of Town and Village of Mukwonago Police Services From: John S. Weidl Department: Admin Presenter: John S. Weidl Date of Committee Action (if 11/7/2017 required): Date of Village Board Action (if 11/7/2017 required):

Information Subject: Funds for study of Merger of Town and Village of Mukwonago Police Services

Background Information/Rationale: Both the Town and Village have funds allocated in next year’s budget to perform an analysis of the costs and benefits to merging police services between the Town of Mukwonago and the Village of Mukwonago.

The last time the Town and Village discussed this, the idea was to have the Chief’s do some preliminary research. That has not been done (at least not put into a report form) and the Finance Director and I do not believe that continuing to delay is a good option. We should move forward and require that the Chief’s prepare something (in conjunction with the Town) or we should move on. The Town would like to see something from the Chief’s first before deciding whether or not to pursue an official study. I agree with the logic.

Therefore, if we are still inclined to look at this issue I would ask that the Village Board direct the Village Administrator to meet with the Chief of Police to discuss a timeline and expected outcomes for a preliminary analysis of the costs and benefits of merging police services between the Village and Town. I would further ask that you direct that report to be complete by not later than June 30, 2017 so that we have time to further evaluate, if necessary. We would request that the Town Administrator and Town Chief participate in this meeting.

Key Issues for Consideration: Are we still interested in the idea of merging police services with the Town? Is this an issue worth committing future time and resources? What else would you like to see covered in the Chief’s report, if applicable?

Fiscal Impact (If any): Upfront, staff time. If we decide to move forward with a study, it could be between $10,000 and $15,000 for out half of the study

Requested Action by Committee/Board: Decide if you are interested in an internal report from our Chief and hopefully the Town Chief on the costs and benefits of merging police services with the Town. If so, let’s set the terms so there is no confusion about what we are trying to achieve. If not, we can set this conversation down and let the Town know we are not interested.

Attachments

Village of Mukwonago

AGENDA ITEM REQUEST FORM

Committee/Board: Finance Committee Topic: Repurpose of Capital Budget funds From: Chief Kevin Schmidt Department: Police Department Presenter: Chief Kevin Schmidt Date of Committee Action (if required): November 7, 2017 Date of Village Board Action (if required): November 21, 2017

Information

Subject: Repurpose of capital budget funds

Background Information/Rationale: In 2017, we budgeted $13,000 for turning the evidence lab and evidence storage room into negative air pressure rooms. Evidence rooms contain boxes and bags of biological evidence, illegal substances and narcotics. With poor ventilation and humidity, molds and fungi can grow. The system we budgeted for required some remodeling of the rooms. After the budget was improved, Lt. Streit continued to research evidence room ventilation systems. He was able to find a better alternative that served the same purpose and was much cheaper with no remodeling. We installed two units for a total price of $7,609.20, leaving a balance of $5,390.80.

We would like permission to spend the remaining funds on the purchase of three automated external defibrillator (AED) units. Currently, two of our squads have an AED unit in them. This purchase will allow us to put an AED in each patrol vehicle and the supervisor vehicle. Each AED unit runs approximately $ 1,800.

Key Issues for Consideration: In the 2019 capital budget, we requested $18,000 to replace the current units we have in squads and the ones in the Village Hall and PD, and purchase enough new ones to have one in all squads. The life expectancy of an AED is 5 to 8 years. Our oldest AED was purchased in 2004 and the most current unit was purchased in 2010. By purchasing now, I can remove the capital budget request in 2019 and replace units each year out of the ProHealth funds for non-capital expenditures in the operating budget.

Fiscal Impact (If any): Use remaining $5,390.80 from capital budget item evidence room ventilation system.

Requested Action by Committee/Board: Recommend the Village Board approve the use of remaining Police Dept. capital budget funds for the purchase of three automated external defibrillator (AED) units.

Attachments N/A

Village of Mukwonago

AGENDA ITEM REQUEST FORM

Committee/Board: Finance Committee Topic: Repurpose capital budget funds From: Chief Kevin Schmidt Department: Police Department Presenter: Chief Kevin Schmidt Date of Committee Action (if required): November 7, 2017 Date of Village Board Action (if required): November 21, 2017

Information

Subject: Repurpose cell phone forensic software capital budget funds for upgrades to police department building cameras.

Background Information/Rationale: In the 2017 capital budget, we had $7500 approved for a Celebrite cell phone forensic software system for our evidence lab. After approval, we learned that an annual license fee and support would run us $2,500 per year. We were anticipating a $600 fee. We feel with the added annual fees, this project is cost prohibitive.

Lt. Streit has been working on upgrading the PD building cameras with our IT person. The plan was to submit a proposal in the 2019 budget. We would upgrade our 8 camera system to 14 HD cameras on the department and 1 HD camera on our impound garage behind the public works building. This system is not DVR, but rather works over our network (NVR). All costs (equipment, installation and professional service fees) would run $5,788.

In the future, we could add more cameras anywhere in the Village to this system. Our IT consultant advised that as long as we have power and line of sight from the police department, we can install a camera anywhere, including in village parks or trouble intersections.

Key Issues for Consideration: This moves up a project we anticipated asking for in the 2019 budget. It also provides more cameras on and in our department, two of which would cover our new “meet up spot” parking stalls, a safe area in the front parking lot for online sales transactions.

Fiscal Impact (If any): Use up to $6,000 of the $7,500 capital budget set aside for a forensic cell phone software system.

Requested Action by Committee/Board: Recommend the Village Board approve the use of remaining Police Dept. capital budget funds not to exceed $6,000 to upgrade department building cameras.

Attachments  Velocity Camera Proposal

Long Term Tax Receipts @ Investments - Chase, TREASURERS REPORT Sep-17 TOTAL Citizens Other ADM LGIP Johnson Bank & ADM

GENERAL VILLAGE 100-111xxx General Fund 2,075,902.38 98,432.18 300.00 854,743.39 18,925.86 1,103,500.95 100-111005/020/033 Checking/MRA/Accrued Sick 267,310.23 90,535.48 176,774.75 150-111000 Fire Department 224,787.21 224,787.21 200-110xxx Lynch & Chapman Blvd 938,710.66 7,625.10 931,085.56 210-111xxx Wisc Development - RLF 204,293.12 - 204,293.12 220-111xxx TID#3-General 1,028,553.73 26,788.43 410,839.92 240,138.88 350,786.50 300-111xxx Debt Service 1,456,466.00 214,955.66 750,140.92 491,369.42 320-111000 Fire Department Designated 101,273.00 - 101,273.00 340-111xxx Village Designated Funds 319,518.57 9,663.63 309,854.94 410-111000 Recycling 161,701.86 4,381.13 70,329.62 86,991.11 430-111000 Capital Equipment 247,386.38 38,285.35 23,551.63 185,549.40 440-111xxx Library 160,687.94 5,318.09 - 100,662.48 54,707.37 450-111xxx Library Bldg 5,451.06 5,451.06 - - 480-111xxx Capital Improvement Funds 1,321,768.68 111,295.33 1,192,386.03 18,087.32 490-111xxx Capital Improvement Funds - - - 500-111000 Stormwater District #1 18,324.50 17,230.84 1,093.66 600-111xxx Impact Fees 179,094.04 83,362.91 95,731.13 - 720-111xxx Taxroll 71,563.66 2,770.50 - - 68,793.16 810-111xxx Parkland Site 250,264.34 25,082.00 225,182.34 TOTAL 9,033,057.36 875,429.42 90,835.48 2,210,267.96 4,179,856.61 1,676,667.89

WATER UTILITY 610-111000 Cash 19,017.50 19,017.50 610-111200 Bonds & Unrestricted Cash 736,916.68 736,916.68 610-111050 Current Year Debt Reserve 375,924.69 338,681.47 37,243.22 610-111060 Required Debt Reserve 439,338.66 - 439,338.66 610-111080 Impact Fee 293,943.79 105,101.52 188,842.27 610-111033 Accrued Sick Pay 51,997.68 51,997.68 TOTAL 1,917,139.00 462,800.49 - 963,002.17 491,336.34

SEWER UTILITY 620-111000 Cash 47,121.39 47,121.39 620-111200 Bonds & Unrestricted Cash 1,545,361.80 1,545,361.80 620-111030 Reserve Capacity Assessment 932,652.00 509.32 456,258.48 475,884.20 620-111060 Required Debt Reserve 751,981.97 - - 751,981.97 620-111050 Current Year Debt Reserve 430,136.09 386,659.55 43,476.54 620-111070 Equipment Replacement Fund 695,346.80 - - 695,346.80 620-111080 Impact Fee 413,706.09 57,077.06 356,629.03 620-111033 Accrued Sick Pay 4,128.13 - 4,128.13 TOTAL 4,820,434.27 491,367.32 - 2,401,725.85 1,927,341.10

GRAND TOTAL 15,770,630.63 1,829,597.23 90,835.48 2,210,267.96 7,544,584.63 4,095,345.33

Prepared by Diana Doherty balance check 15,770,630.63

Page 1 of 1 VILLAGE OF MUKWONAGO 10/30/17 10:29 AM Page 1 Revenue Guideline - Village Board September 2017 2017 2017 2017 YTD %YTD SCat Cat Descr Adopted YTD Budget YTD Amt Balance Budget Fund

Fund 100 GENERAL FUND

4100 TAXES $2,886,293.00 $2,886,293.00 $2,779,280.28 $107,012.72 96.29% 100

4300 INTERGOV T REVENUES $840,666.00 $840,666.00 $558,160.28 $282,505.72 66.40% 100

4410 LICENSES $30,326.00 $30,326.00 $27,889.00 $2,437.00 91.96% 100

4430 PERMITS & FEES $221,685.00 $221,685.00 $326,554.97 -$104,869.97 147.31% 100

4500 LAW & ORDINANCE VIOLATIONS $147,000.00 $147,000.00 $150,647.91 -$3,647.91 102.48% 100

4600 PUBLIC CHARGES FOR SERVICES $18,000.00 $18,000.00 $20,256.92 -$2,256.92 112.54% 100

4620 PUBLIC SAFETY $8,130.00 $8,130.00 $7,295.70 $834.30 89.74% 100

4670 LEISURE ACTIVITIES $94,000.00 $94,000.00 $44,815.91 $49,184.09 47.68% 100

4700 INTERGOV T CHARGES FOR SERVICE $137,869.00 $137,869.00 $83,809.67 $54,059.33 60.79% 100

4800 MISC REVENUE $1,300.00 $1,300.00 $6,830.75 -$5,530.75 525.44% 100

4810 INTEREST REVENUE $5,000.00 $5,000.00 $18,065.20 -$13,065.20 361.30% 100

4820 COMMERCIAL REVENUE $18,000.00 $18,000.00 $18,728.50 -$728.50 104.05% 100

4900 OTHER FINANCING SOURCES $10,083.00 $10,083.00 $0.00 $10,083.00 0.00% 100

Fund 100 GENERAL FUND $4,418,352.00 $4,418,352.00 $4,042,335.09 $376,016.91 91.49% VILLAGE OF MUKWONAGO 10/30/17 10:29 AM Page 2 Revenue Guideline - Village Board September 2017 2017 2017 2017 YTD %YTD SCat Cat Descr Adopted YTD Budget YTD Amt Balance Budget Fund

Fund 150 FIRE/AMBULANCE FUND

4100 TAXES $210,000.00 $210,000.00 $157,500.00 $52,500.00 75.00% 150

4300 INTERGOV T REVENUES $5,900.00 $5,900.00 $6,375.74 -$475.74 108.06% 150

4600 PUBLIC CHARGES FOR SERVICES $13,050.00 $13,050.00 $131.16 $12,918.84 1.01% 150

4620 PUBLIC SAFETY $1,010,923.00 $1,010,923.00 $789,418.21 $221,504.79 78.09% 150

4700 INTERGOV T CHARGES FOR SERVICE $210,000.00 $210,000.00 $140,000.00 $70,000.00 66.67% 150

4800 MISC REVENUE $0.00 $0.00 $3,107.04 -$3,107.04 0.00% 150

4810 INTEREST REVENUE $200.00 $200.00 $332.62 -$132.62 166.31% 150

4820 COMMERCIAL REVENUE $1,000.00 $1,000.00 $0.00 $1,000.00 0.00% 150

Fund 150 FIRE/AMBULANCE FUND $1,451,073.00 $1,451,073.00 $1,096,864.77 $354,208.23 75.59% VILLAGE OF MUKWONAGO 10/30/17 10:29 AM Page 3 Revenue Guideline - Village Board September 2017 2017 2017 2017 YTD %YTD SCat Cat Descr Adopted YTD Budget YTD Amt Balance Budget Fund

Fund 610 WATER UTILITY FUND

4010 METERED SALES $1,716,000.00 $1,716,000.00 $1,292,158.13 $423,841.87 75.30% 610

4020 OTHER OPERATING REVENUE $148,800.00 $148,800.00 $136,343.77 $12,456.23 91.63% 610

4200 SPECIAL ASSESSMENTS $8,000.00 $8,000.00 $0.00 $8,000.00 0.00% 610

4420 IMPACT FEES COLLECTED $97,500.00 $97,500.00 $105,167.44 -$7,667.44 107.86% 610

4800 MISC REVENUE $2,700.00 $2,700.00 $41.68 $2,658.32 1.54% 610

4810 INTEREST REVENUE $1,990.00 $1,990.00 $9,280.92 -$7,290.92 466.38% 610

Fund 610 WATER UTILITY FUND $1,974,990.00 $1,974,990.00 $1,542,991.94 $431,998.06 78.13% VILLAGE OF MUKWONAGO 10/30/17 10:29 AM Page 4 Revenue Guideline - Village Board September 2017 2017 2017 2017 YTD %YTD SCat Cat Descr Adopted YTD Budget YTD Amt Balance Budget Fund

Fund 620 SEWER UTILITY FUND

4010 METERED SALES $1,464,500.00 $1,464,500.00 $1,103,572.70 $360,927.30 75.35% 620

4020 OTHER OPERATING REVENUE $215,900.00 $215,900.00 $171,363.39 $44,536.61 79.37% 620

4200 SPECIAL ASSESSMENTS $8,000.00 $8,000.00 $0.00 $8,000.00 0.00% 620

4420 IMPACT FEES COLLECTED $90,000.00 $90,000.00 $57,104.90 $32,895.10 63.45% 620

4700 INTERGOV T CHARGES FOR SERVICE $2,000.00 $2,000.00 $0.00 $2,000.00 0.00% 620

4800 MISC REVENUE $500.00 $500.00 $0.00 $500.00 0.00% 620

4810 INTEREST REVENUE $4,550.00 $4,550.00 $19,490.99 -$14,940.99 428.37% 620

4900 OTHER FINANCING SOURCES $169,343.00 $169,343.00 $10,000.00 $159,343.00 5.91% 620

Fund 620 SEWER UTILITY FUND $1,954,793.00 $1,954,793.00 $1,361,531.98 $593,261.02 69.65% VILLAGE OF MUKWONAGO 10/30/17 10:29 AM Page 5 Revenue Guideline - Village Board September 2017 2017 2017 2017 YTD %YTD SCat Cat Descr Adopted YTD Budget YTD Amt Balance Budget Fund VILLAGE OF MUKWONAGO 10/30/17 10:31 AM Page 1 Expenditure Guideline Village Board September 2017 A 2017 2017 2017 YTD %YTD cCat Cat Descr Adopted YTD Budget YTD Amt Balance Budget

Fund 100 GENERAL FUND

Cat Alt Code 31-General Government

5111 VILLAGE BOARD $51,215.00 $51,215.00 $34,154.14 $17,060.86 66.69%

5112 HISTORIC PRESERVATION $400.00 $400.00 $0.46 $399.54 0.12%

5120 MUNICIPAL COURT $42,132.00 $42,132.00 $26,249.78 $15,882.22 62.30%

5130 VILLAGE ATTORNEY $73,000.00 $73,000.00 $45,537.26 $27,462.74 62.38%

5141 VILLAGE ADMINISTRATION/FINANCE $299,369.00 $299,369.00 $129,731.45 $169,637.55 43.33%

5142 CLERK-TREASURER $167,597.00 $167,597.00 $112,174.65 $55,422.35 66.93%

5144 ELECTIONS $14,200.00 $14,200.00 $4,335.99 $9,864.01 30.54%

5151 INDEPENDENT AUDITING $12,000.00 $12,000.00 $11,924.57 $75.43 99.37%

5153 ASSESSMENT OF PROPERTY $19,310.00 $19,310.00 $12,799.53 $6,510.47 66.28%

5154 RISK & PROPERTY INSURANCE $131,998.00 $131,998.00 $81,273.54 $50,724.46 61.57%

5160 VILLAGE HALL $39,078.00 $39,078.00 $25,156.13 $13,921.87 64.37%

5220 FIRE STATION (Village) $5,088.00 $5,088.00 $4,042.40 $1,045.60 79.45%

5247 BOARD OF APPEALS $700.00 $700.00 $430.72 $269.28 61.53%

Cat Alt Code 31-General Government $856,087.00 $856,087.00 $487,810.62 $368,276.38 56.98%

Cat Alt Code 32-Public Safety

5211 POLICE ADMINISTRATION $946,474.00 $946,474.00 $708,697.73 $237,776.27 74.88%

5212 POLICE PATROL $1,032,503.00 $1,032,503.00 $724,413.86 $308,089.14 70.16%

5213 CRIME INVESTIGATION $229,892.00 $229,892.00 $162,090.30 $67,801.70 70.51%

5215 POLICE TRAINING $6,600.00 $6,600.00 $4,166.27 $2,433.73 63.13%

5235 EMERGENCY GOVERNMENT $1,550.00 $1,550.00 $142.50 $1,407.50 9.19%

5241 BUILDING INSPECTOR $219,497.00 $219,497.00 $153,585.30 $65,911.70 69.97%

5254 DAMS $10,518.00 $10,518.00 $4,858.42 $5,659.58 46.19%

Cat Alt Code 32-Public Safety $2,447,034.00 $2,447,034.00 $1,757,954.38 $689,079.62 71.84%

Cat Alt Code 33-Public Works

5300 DPW GENERAL ADMINISTRATION $252,331.00 $252,331.00 $196,516.51 $55,814.49 77.88%

5323 GARAGE $45,729.00 $45,729.00 $40,569.24 $5,159.76 88.72%

5324 MACHINERY & EQUIPMENT $92,918.00 $92,918.00 $87,982.40 $4,935.60 94.69%

5335 ENGINEERING $50,000.00 $50,000.00 $34,914.37 $15,085.63 69.83%

5341 STREETS & ALLEYS $32,899.00 $32,899.00 $12,171.23 $20,727.77 37.00%

5342 STREET LIGHTING $145,100.00 $145,100.00 $109,224.34 $35,875.66 75.28%

5343 CURBS GUTTERS & SIDEWALKS $959.00 $959.00 $2,914.16 -$1,955.16 303.87%

5344 STORM SEWER $12,139.00 $12,139.00 $10,826.93 $1,312.07 89.19%

5345 STREET CLEANING $7,272.00 $7,272.00 $3,306.19 $3,965.81 45.46%

5346 BRIDGES & CULVERTS $880.00 $880.00 $400.00 $480.00 45.45%

5347 SNOW & ICE CONTROL $120,485.00 $120,485.00 $65,362.85 $55,122.15 54.25%

5348 STREET SIGNS & MARKINGS $11,070.00 $11,070.00 $15,402.32 -$4,332.32 139.14%

5349 TREE & BRUSH CONTROL $0.00 $0.00 $46.57 -$46.57 0.00%

5362 GARBAGE COLLECTION $4,241.00 $4,241.00 $3,530.23 $710.77 83.24%

Cat Alt Code 33-Public Works $776,023.00 $776,023.00 $583,167.34 $192,855.66 75.15%

Cat Alt Code 34-Health & Human Services

5431 ANIMAL POUND $2,800.00 $2,800.00 $2,670.00 $130.00 95.36%

Cat Alt Code 34-Health & Human Services $2,800.00 $2,800.00 $2,670.00 $130.00 95.36%

Cat Alt Code 35-Culture/Rec/Education VILLAGE OF MUKWONAGO 10/30/17 10:31 AM Page 2 Expenditure Guideline Village Board September 2017 A 2017 2017 2017 YTD %YTD cCat Cat Descr Adopted YTD Budget YTD Amt Balance Budget

5512 MUSEUM $10,550.00 $10,550.00 $6,619.87 $3,930.13 62.75%

5521 PARKS $168,590.00 $168,590.00 $106,304.64 $62,285.36 63.06%

5522 CELEBRATIONS $10,541.00 $10,541.00 $5,971.86 $4,569.14 56.65%

Cat Alt Code 35-Culture/Rec/Education $189,681.00 $189,681.00 $118,896.37 $70,784.63 62.68%

Cat Alt Code 36-Conservation & Development

5611 FORESTRY $16,689.00 $16,689.00 $27,747.81 -$11,058.81 166.26%

5613 WEED CONTROL $1,224.00 $1,224.00 $1,172.01 $51.99 95.75%

5632 PLANNING DEPARTMENT $58,523.00 $58,523.00 $52,352.91 $6,170.09 89.46%

5670 ECONOMIC DEVELOPMENT $55,291.00 $55,291.00 $35,840.92 $19,450.08 64.82%

Cat Alt Code 36-Conservation & Development $131,727.00 $131,727.00 $117,113.65 $14,613.35 88.91%

Cat Alt Code 37-Storm Water

5660 STORMWATER MASTER PLAN $15,000.00 $15,000.00 $12,612.95 $2,387.05 84.09%

Cat Alt Code 37-Storm Water $15,000.00 $15,000.00 $12,612.95 $2,387.05 84.09%

Fund 100 GENERAL FUND $4,418,352.00 $4,418,352.00 $3,080,225.31 $1,338,126.69 69.71% VILLAGE OF MUKWONAGO 10/30/17 10:31 AM Page 3 Expenditure Guideline Village Board September 2017 A 2017 2017 2017 YTD %YTD cCat Cat Descr Adopted YTD Budget YTD Amt Balance Budget

Fund 150 FIRE/AMBULANCE FUND

Cat Alt Code 31-General Government

5140 ADMINISTRATIVE & GENERAL $24,711.00 $24,711.00 $18,037.27 $6,673.73 72.99%

Cat Alt Code 31-General Government $24,711.00 $24,711.00 $18,037.27 $6,673.73 72.99%

Cat Alt Code 32-Public Safety

5221 FIRE ADMINISTRATION $810,209.00 $809,209.00 $541,757.34 $267,451.66 66.95%

5222 FIRE SUPPRESSION $97,186.00 $69,186.00 $43,329.48 $25,856.52 62.63%

5223 FIRE TRAINING $44,221.00 $44,221.00 $31,198.78 $13,022.22 70.55%

5231 AMBULANCE $449,831.00 $422,831.00 $317,307.60 $105,523.40 75.04%

5232 AMBULANCE TRAINING $23,609.00 $23,609.00 $8,502.75 $15,106.25 36.01%

5233 CRITICAL CARE TRANSPORTS $0.00 $0.00 $777.90 -$777.90 0.00%

Cat Alt Code 32-Public Safety $1,425,056.00 $1,369,056.00 $942,873.85 $426,182.15 68.87%

Cat Alt Code 38-Capital Outlay

5700 CAPITAL OUTLAY EXPENDITURES $0.00 $56,000.00 $19,826.20 $36,173.80 35.40%

5880 USE OF GRANTS/DONATIONS $0.00 $0.00 $4,628.91 -$4,628.91 0.00%

Cat Alt Code 38-Capital Outlay $0.00 $56,000.00 $24,455.11 $31,544.89 43.67%

Cat Alt Code 60-Transfers Out

5900 OTHER FINANCING USES $1,306.00 $1,306.00 $0.00 $1,306.00 0.00%

Cat Alt Code 60-Transfers Out $1,306.00 $1,306.00 $0.00 $1,306.00 0.00%

Fund 150 FIRE/AMBULANCE FUND $1,451,073.00 $1,451,073.00 $985,366.23 $465,706.77 67.91% VILLAGE OF MUKWONAGO 10/30/17 10:31 AM Page 4 Expenditure Guideline Village Board September 2017 A 2017 2017 2017 YTD %YTD cCat Cat Descr Adopted YTD Budget YTD Amt Balance Budget

Fund 610 WATER UTILITY FUND

Cat Alt Code 30-Operation/Maintenance

6200 PUMPING OPERATIONS $97,246.00 $97,246.00 $69,360.81 $27,885.19 71.33%

6210 PUMPING MAINTENANCE $12,429.00 $12,429.00 $15,076.23 -$2,647.23 121.30%

6300 WATER TREATMENT OPERATIONS $77,112.00 $77,112.00 $48,127.80 $28,984.20 62.41%

6310 WATER TREATMENT MAINTENANCE $6,963.00 $6,963.00 $5,115.87 $1,847.13 73.47%

6450 T&D-DISTR RSRVR/STNDP MAINT $33,146.00 $33,146.00 $1,338.48 $31,807.52 4.04%

6451 T&D-MAINS MAINTENACE $47,341.00 $47,341.00 $21,082.66 $26,258.34 44.53%

6452 T&D-SERVICES MAINTENANCE $16,576.00 $16,576.00 $45,194.25 -$28,618.25 272.65%

6453 T&D-METERS MAINTENANCE $9,725.00 $9,725.00 $13,499.60 -$3,774.60 138.81%

6454 T&D-HYDRANTS MAINTENANCE $21,207.00 $21,207.00 $28,148.95 -$6,941.95 132.73%

6901 METER READING LABOR $1,794.00 $1,794.00 $1,211.52 $582.48 67.53%

6902 ACCOUNTING & COLLECTING LABOR $68,658.00 $68,658.00 $44,824.38 $23,833.62 65.29%

6920 ADMINISTRATIVE & GENERAL EXP $926,908.00 $926,908.00 $556,624.38 $370,283.62 60.05%

Cat Alt Code 30-Operation/Maintenance $1,319,105.00 $1,319,105.00 $849,604.93 $469,500.07 64.41%

Cat Alt Code 31-General Government

5140 ADMINISTRATIVE & GENERAL $0.00 $0.00 $126.95 -$126.95 0.00%

Cat Alt Code 31-General Government $0.00 $0.00 $126.95 -$126.95 0.00%

Cat Alt Code 60-Transfers Out

5900 OTHER FINANCING USES $266,875.00 $266,875.00 $10,000.00 $256,875.00 3.75%

Cat Alt Code 60-Transfers Out $266,875.00 $266,875.00 $10,000.00 $256,875.00 3.75%

Cat Alt Code 99-YEAR END

6950 YEAR END ACCOUNTING ADJUSTMENT $389,010.00 $389,010.00 $0.00 $389,010.00 0.00%

Cat Alt Code 99-YEAR END $389,010.00 $389,010.00 $0.00 $389,010.00 0.00%

Fund 610 WATER UTILITY FUND $1,974,990.00 $1,974,990.00 $859,731.88 $1,115,258.12 43.53% VILLAGE OF MUKWONAGO 10/30/17 10:31 AM Page 5 Expenditure Guideline Village Board September 2017 A 2017 2017 2017 YTD %YTD cCat Cat Descr Adopted YTD Budget YTD Amt Balance Budget

Fund 620 SEWER UTILITY FUND

Cat Alt Code 30-Operation/Maintenance

8010 WWTP-TREATMENT/DISPOSAL/GP $466,511.00 $466,511.00 $332,997.36 $133,513.64 71.38%

8020 LIFT STATIONS/PUMPING EQUIP $19,922.00 $19,922.00 $15,284.93 $4,637.07 76.72%

8030 WASTEWATER COLLECTION SYSTEM $74,583.00 $74,583.00 $113,592.04 -$39,009.04 152.30%

8100 DPW $3,000.00 $3,000.00 $1,430.12 $1,569.88 47.67%

8300 ACCOUNTING/COLLECTING $68,858.00 $68,858.00 $46,194.53 $22,663.47 67.09%

8400 ADMINISTRATIVE & GENERAL $629,419.00 $629,419.00 $275,512.27 $353,906.73 43.77%

Cat Alt Code 30-Operation/Maintenance $1,262,293.00 $1,262,293.00 $785,011.25 $477,281.75 62.19%

Cat Alt Code 31-General Government 5140 ADMINISTRATIVE & GENERAL $0.00 $0.00 $61.71 -$61.71 0.00%

Cat Alt Code 31-General Government $0.00 $0.00 $61.71 -$61.71 0.00%

Cat Alt Code 99-YEAR END

8900 YEAR END ACCOUNTING ADJUSTMENT $692,500.00 $692,500.00 $0.00 $692,500.00 0.00%

Cat Alt Code 99-YEAR END $692,500.00 $692,500.00 $0.00 $692,500.00 0.00%

Fund 620 SEWER UTILITY FUND $1,954,793.00 $1,954,793.00 $785,072.96 $1,169,720.04 40.16% VILLAGE OF MUKWONAGO 10/30/17 10:31 AM Page 6 Expenditure Guideline Village Board September 2017 A 2017 2017 2017 YTD %YTD cCat Cat Descr Adopted YTD Budget YTD Amt Balance Budget

October 25, 2017

Steve Braatz, Village Clerk The Village of Mukwonago PO Box 206 Mukwonago, WI 53149

RE: 2018 Rates

Steve,

The Village has maintained its excellent track record of recycling with nearly 730 tons saved from the landfill last year! Markets have slowly improved during the first half of the year and we were able to market everything with little issue.

We are requesting to increase our monthly rate next year to $13.85 per unit. This is an $0.18 per month, 1.3% cost of living increase. The proposed rates will be $8.75 for garbage and $5.10 for recycle (up from $8.57 and $5.10 this year). The total per home will be $13.85 per unit (up from $13.67 in 2017). Street sweepings prices will remain at $180 per pull and $50 per ton for a 20-yard container. Yard waste will increase to $1.62 (up from $1.60 in 2017).

Please feel free to call me at 262-473-4700 if you have any questions or would like to schedule a meeting. Thank you!

Village of Mukwonago

AGENDA ITEM REQUEST FORM

Committee/Board: Health and Recreation Committee Topic: Rosewood Park Play Structure From: Ron Bittner Department: Public Works Presenter: Ron Bittner Date of Committee Action 11/7/17 (if required): Date of Village Board 11/21/17 Action (if required):

Information

Background Information/Rationale: After reviewing proposals submitted by four companies, the selection was narrowed down to two options. Lee Recreation (PLAYWORLD) and Roland Recreation (Miracle) submitted designs with the required options and within budget. We requested a second proposal from them for additional equipment (phase two) to be added as a possible future upgrade.

Key Issues for Consideration: Committee selection of play structure based on design for phase one. Cost and color should not be a factor in the decision. Borland’s design takes an active approach based on climbing. Lee’s design is a traditional style deck platform. Both companies meet the required number and types of swings. The phase two options were requested by staff as possible future expansion examples and will not be part of the initial purchase.

Fiscal Impact (If any): Funding for the project was approved at $40,000. Donations from the Mukwonago Kiwanis Club and Foundation for $4,500, provided for a project budget of $44,500. The differences in the structure proposals account for the price variation. Borland Recreation’s proposal was $44,500 and Lee Recreation’s was $43,902.

Requested Action by Committee/Board: We are asking for a committee selection on a play structure for Rosewood Park based on design and a recommendation to the Village Board to approve the selection.

Attachments  Miracle PH 1-2D  Miracle PH 2-2D  Miracle PH 1-3D  Miracle PH 2-3D  Miracle Proposal 9-25-17  PLAYWORLD ph. 1-2D  PLAYWORLD ph. 2-2D  PLAYWORLD ph. 1-3D  PLAYWORLD ph. 1-3D  PLAYWORLD Park Proposal

Mark Boland www.bolandrecreation.com Owner, Sales Jordan Judkins 2347 Oak Park Road Sales, Iowa Marshalltown, IA 50158 1-800-798-7589 Chris Roush 641-752-7589 Sales, Wisconsin

Rosewood Park Mukwonago, WI 9-25-17

Option #1

Equipment: *Equipment as depicted in CD222494-495 *Exchanged 1 tot swing seat for 1 therapeutic swing seat 9 Dyancushion mats, delivered: $32,940.00

Installation by Certified Miracle Installer: $11,560.00

Total Project, Option #1: $44,500.00

Prepared by: Chris Roush

Prices are good for 30 days Prices include delivery to your job site Prices DO NOT include sales tax, if applicable Payment for materials is due by 30 days after delivery. Payment for installation services is due by 15 days after completion of work. Boland Recreation reserves the right to charge a 1.5% fee on past due invoices. Delivery time is four weeks after the order has been placed.

NOTE: Boland Recreation, Inc. is NOT RESPONSIBLE for unloading of equipment, storage, permits, fees, ground preparation, pea gravel, borders, disposal of trash, sales tax, or anything in addition to what is listed above.

ROSEWOOD PARK MUKWONAGO, WI OPTION #1

96’

Tranfer 3-Bay Station Single Post Swings (2 Belt Seats, 90 Degree 2 Swing Alongs, Loop Ladder Complies With: 2 Tot Seats) Ribbon Pipe Wall Climber Transfer w/ Telescope ASTM F1487-01 Station (Above) Silo Post-Mount ASTM F1487-98 Climber Leg Steering Wheel CPSC #325 (Below) 36” Lift Slide n Learn Anywhere ADA-ADAAG Panel (Above) Seat ADA Driver ADA Tower Panel (Below) Stairs 44’ Climber 84” 60” Design Number: PW091317-1 36” 48” Rock Climber 108” Use Zone: 3,426 Sq. Ft. Glide # of Users: 63 Slide Spiral # of Active Play Events: 24 Spiral Climber Age: 2 to 5 & 5 to 12 Twist n Shout Slither ADA Double Slide Slide Hopscotch Colors Shown: Stair ADA Climber Stairs • Forest Green • Lime • Brownstone ROSEWOOD PARK MUKWONAGO, WI OPTION #1

VIEW B

VIEW A

Village of Mukwonago

AGENDA ITEM REQUEST FORM

Committee/Board: Public Works Committee Topic: Revision to Temporary Parking on E. Wolf Run From: Ron Bittner & Chief Schmidt Department: Public Works/Police Department Presenter: Ron Bittner/Mark Greene Date of Committee Action 11/7/17 (if required): Date of Village Board 11/21/17 Action (if required):

Information

Subject: Revision to the temporary parking allowed on E. Wolf Run by the Lynch Dealerships.

Background Information/Rationale: Parking was temporarily allowed on the north side of E. Wolf Run until the dealership could construct additional angled parking in the terrace. An extension was granted earlier this year to allow for the negotiations for the purchase of an adjacent piece of property for a new dealership and the required additional parking. With the expiration date for the temporary parking approaching, the Lynch Automotive Group was preparing to ask for another extension. Staff reviewed the request and the following temporary solution was recommended. Parking would be allowed on both sides on a section of E. Wolf Run with the following conditions:

1. Street parking can be removed at any time the Village requires the need for two lanes of traffic on that section of E. Wolf Run. 2. Lynch Automotive agrees to pay for all costs associated to the temporary parking, (examples include, but are not limited to pavement markings, signage, design, installation, and developer’s agreement amendments). 3. The parking zone on the south side of E. Wolf Run will start 60 FT west of the cul-de-sac and extend to the west for 850 FT… The north side will start 60 FT west of the cul-de-sac and extend to the west for 850 FT with allowances for no parking at driveway entrances and an unloading zone. The unloading zone is located west of the main entrance on the north side of the street and will be within 100 FT of the main entrance. 4. Parking on E. Wolf Run will be limited to between the hours of 6:00 AM and 10:00 PM. 5. The cul-de-sac will remain No Parking.

Key Issues for Consideration: Changing the No Parking Ordinance for an 850 FT. section of E. Wolf Run to allow for temporary on street parking from 6:00 A.M. to 10:00 P.M.

Fiscal Impact (If any): No impact.

Village of Mukwonago

AGENDA ITEM REQUEST FORM

Requested Action by Committee/Board: Recommend the Village Board approve the temporary parking on E. Wolf Run subject on the conditions listed above.

Future action: There will need to be an amendment to Chapter 82 the ordinance to include the limited parking time period of 6:00 a.m. to 10:00 p.m., and an amendment to the parking limitations resolution to include this ordinance amendment.

1. On both sides of East Wolf Run, east of State Highway 83, with the exception of the north side of E. Wolf Run immediately adjacent to Tax Parcel No. MUKV2013994004, the south side of E. Wolf Run commencing 60 FT west of the cul-de-sac and extending to the west for 850 feet, and the north side of E. Wolf Run commencing 60 FT west of the cul-de-sac extending to the west for 850 feet

Attachments  Lynch Parking Proposal

Village of Mukwonago GIS VILLAGE OF MUKWONAGO 440 River Crest Court PO Box 206 DISCLAIMER: The Village of Mukwonago does not guarantee the accuracy of the Mukwonago, WI 53149 material contained here in and is not responsible for any misuse or 262-363-6420 misrepresentation of this information or its derivatives. SCALE: 1" = 145 ' 2,256.99 Print Date: 10/31/2017

Steve Braatz

From: Bill Sievert Sent: Monday, September 25, 2017 12:30 PM To: Steve Braatz Subject: Re: dumping to whom it may concern

I william sievert owner of bills portable toilets and septic would appeal dave browns decision on not letting me dump my waste at the treatment plant. I like to appeal his decision Mr brown pretty much already told me i was wasting my time because he told me on the phone that the board members will back his decsion. I feel you need to know my side of the story and not just dave browns.

William Sievert

On Monday, September 25, 2017 11:57 AM, Steve Braatz wrote:

You can certainly appeal the decision to the Public Works Committee. I would need a written request either emailed or dropped off here no later than 4pm tomorrow, Tuesday, Sept 26 to be on the October 3 Public Works Committee agenda.

Steven A. Braatz, Jr. Clerk-Treasurer Village of Mukwonago 262-363-6421 262-363-6425 Fax www.villageofmukwonago.com

From: Bill Sievert [mailto:[email protected]] Sent: Monday, September 25, 2017 9:33 AM To: Steve Braatz Subject: Re: dumping well i like to take this to the village board and explain my side

On Monday, September 25, 2017 9:27 AM, Steve Braatz wrote:

Good morning, Bill-

Unfortunately the decision to revoke your permit is final.

Steven A. Braatz, Jr. Clerk-Treasurer Village of Mukwonago 262-363-6421 262-363-6425 Fax www.villageofmukwonago.com 1

From: Bill Sievert [mailto:[email protected]] Sent: Sunday, September 24, 2017 10:41 AM To: Steve Braatz Subject: RE: dumping so now what do i have to do???????????

Sent from Yahoo Mail on Android

On Thu, Sep 14, 2017 at 9:13 AM, Bill Sievert wrote:

I also can give Judy my credit card number and she can bill it their monthly Sent from Yahoo Mail on Android

On Thu, Sep 14, 2017 at 9:08 AM, Steve Braatz wrote: Good morning, Bill-

I forwarded your email to Utilities Director Dave Brown for a response. You will need to talk to him. I am not certain when and where you called, but the Utilities phone number is 262-363-6416, and they are open 7am- 3:30pm, M-Fr. They do not have clerical staff, and I do know they were busy with a water main break yesterday.

Steven A. Braatz, Jr. Clerk-Treasurer Village of Mukwonago 262-363-6421 262-363-6425 Fax www.villageofmukwonago.com

From: Bill Sievert [mailto:[email protected]] Sent: Wednesday, September 13, 2017 9:56 PM To: Steve Braatz Subject: dumping

Im the owner of bills portable toilets and septic i disagree with this i got a invoice for 25.00 on 8-28-17 for 25.00 and then o got a invoice dated for 266.57 and 100.00 of that 266.57 invoice was for the renwal fee. I like to talk to some one about this I will come to a town board meeting if i have to. I called 3 times today and no one returned 1 phone call

Thank you Bill Sievert 262-313-7753

2

3 Steve Braatz

From: David Brown Sent: Thursday, September 14, 2017 4:08 PM To: Steve Braatz; John Weidl; Judy Taubert; Linda Gourdoux; Village Trustee 5; Mark G. Blum Subject: RE: dumping

Good afternoon All,

Mr. Sievert has been delinquent for 7 months the total bill including his annual permit fee of $100 was $267. Judy has been billing him monthly with no response. He called me back in the beginning of the year on the permit fee and he said he was going to go to the hall and take care of it as we do not take credit cards at the plant. I now find out he did not do that. This has cost us more in billing than we collected in fees and this has been an ongoing problem for more than just this year.

Judy discussed this with me the other week and I told her we would deny him anymore disposal privileges permanently. Judy wrote him a letter explaining this to him and that we would no longer allow him future discharge to our facility and if he did not pay his bill in full he would be sent to collections. He then promptly paid the bill owed.

On Sept 13th I caught him coming to dump and told him he was no longer allowed to dump here. He insisted he had paid and I said yes after we had denied him further future service and that the decision was final.

On Sept 14th I contacted him by phone and explained to him again that my decision was final and that I understood he may wish to appeal to the board and that this was his right but I had no intentions on reversing my decision nor did I feel the board would either. He said he would like to come to the Village Board so I told him to contact Steve.

Dave Brown

From: Steve Braatz Sent: Thursday, September 14, 2017 9:08 AM To: Bill Sievert Subject: RE: dumping

Good morning, Bill‐

1 I forwarded your email to Utilities Director Dave Brown for a response. You will need to talk to him. I am not certain when and where you called, but the Utilities phone number is 262‐363‐6416, and they are open 7am‐3:30pm, M‐ Fr. They do not have clerical staff, and I do know they were busy with a water main break yesterday.

Steven A. Braatz, Jr. Clerk‐Treasurer Village of Mukwonago 262‐363‐6421 262‐363‐6425 Fax www.villageofmukwonago.com

From: Bill Sievert [mailto:[email protected]] Sent: Wednesday, September 13, 2017 9:56 PM To: Steve Braatz Subject: dumping

Im the owner of bills portable toilets and septic i disagree with this i got a invoice for 25.00 on 8-28-17 for 25.00 and then o got a invoice dated for 266.57 and 100.00 of that 266.57 invoice was for the renwal fee. I like to talk to some one about this I will come to a town board meeting if i have to. I called 3 times today and no one returned 1 phone call

Thank you Bill Sievert 262-313-7753

2 Village of Mukwonago

AGENDA ITEM REQUEST FORM

Committee/Board: Public Works Committee Topic: Tree City 2017 Application From: Justin Noe Department: Public Works Presenter: Ron Bittner Date of Committee Action 11/7/17 (if required): Date of Village Board 11/21/17 Action (if required):

Information

Subject: Tree City 2017 Application

Background Information/Rationale: As part of the forestry program, the Village applied and received its first Tree City recognition award in 2016. In keeping with tradition, we are applying again in 2017.

Key Issues for Consideration: N/A

Fiscal Impact (If any): The required per capita spending is included in the Public Works operations budget.

Requested Action by Committee/Board: Recommend the Village Board authorize the Village President to sign the 2017 Tree City application.

Attachments  TreeCityPrintForm

 

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AGENDA ITEM REQUEST FORM

Committee/Board: Public Works Committee Topic: Proposed highway improvement notice from Wisconsin DOT for the Mukwonago River Bridge on STH 83 From: Ron Bittner Department: Public Works Presenter: Ron Bittner Date of Committee Action No Action Required, Informational Only (if required): Date of Village Board N/A Action (if required):

Information

Subject: Proposed highway improvement notice from Wisconsin DOT for the Mukwonago River Bridge on STH 83

Background Information/Rationale: We received a PROPOSED HIGHWAY IMPROVEMENT NOTICE from Wisconsin DOT. They are currently in the preliminary stage of designing a concrete overlay project for the bridge and requested area utility locations.

Key Issues for Consideration: N/A

Fiscal Impact (If any): N/A

Requested Action by Committee/Board: No action required, informational only.

Attachments  20171006 Letter from Wisc DOT re Proposed Highway Improvement Notice  10005403 Project Description

Scott Walker, Governor Division of Transportation Dave Ross, Secretary System Development Internet: www.dot.wi.gov Southeast Regional Office 141 N.W. Barstow Street Telephone: (262) 548-5903 Waukesha, WI 53187-0798 Facsimile (FAX): (262) 548-5662 E-Mail: [email protected]

October 6, 2017

MR. RON BITTNER MUKWONAGO, VILLAGE OF 440 RIVER CREST CT PO BOX 206 MUKWONAGO, WI 53149

SUBJECT: PROJECT I.D.: 1000-54-73 VARIOUS HIGHWAYS VARIOUS BRIDGES SE REGION VAR-HWY VARIOUS COUNTIES

Dear Mr. Bittner:

TRANS 220 PROJECT

In compliance with Wisconsin Statute 84.063 and Administrative Rule TRANS 220, we enclose the following:

1. “PROPOSED HIGHWAY IMPROVEMENT NOTICE” (form number DT 1077), for the above- mentioned project. NOTE: You will need to return this form within seven (7) days of your receiving it, with one of the three options marked, your signature and date under “NOTICE ACKNOWLEDGEMENT” at the bottom of the form. A business reply envelope is enclosed to assist you. 2. A copy of the Concept Definition Report, which provides information on the scope of the project and map of the project location. 3. A list of other utility companies and contact people that may have facilities within the project limits. If you know of any other utility facilities that are not on the list, please provide their company name and contact information.

If you have any questions, feel free to contact me at (262) 548-8733.

Sincerely,

Denise Rosenthal

Denise Rosenthal Southeast Region Utility Coordinator [email protected]

Enclosures

DLR: Filed as N:\PDS\projects\10005473\util\DT1077&Ltr_Village of Mukwonago.doc PROPOSED HIGHWAY IMPROVEMENT NOTICE Wisconsin Department of Transportation DT1077 10/2005 (Trans. 220 WI Admin. Code)

Pursuant to s.84.063 Wisconsin Statutes, this notice advises that the Wisconsin Department of Transportation is planning the improvement identified below.

To From – Name, Address, City, State, ZIP Code Mr. Ron Bittner Wisconsin Department of Transportation Mukwonago, Village of Attention: Denise Rosenthal, Utilities Unit 440 River Crest Ct PO Box 206 141 N.W. Barstow Street, P.O. Box 798 Mukwonago, WI 53149 Waukesha, WI 53187-0798 Improvement Project ID County 1000-54-73 VARIOUS COUNTIES Highway Route Number or Name VAR-HWY; VARIOUS HIGHWAYS Improvement Limits VARIOUS BRIDGES SE REGION General Description of Work to be Done See Attached Utility Coordination Desired Completion Date Anticipated Year of Improvement Construction 7/2019 2019

Transportation Region Name Southeast Region Brian Pluemer (262) 548-6721 Denise Rosenthal 10/6/2017 Consultant Name (Region or Consultant Representative Signature) (Date) (If Computer-filled, Brush Script Font)

Utility Coordinator (Title)

NOTICE ACKNOWLEDGEMENT

Return this form within 7 days of receipt to address shown above.

Receipt of the above notice is acknowledged.

We have no utility facilities in the vicinity of the improvement.

We have utility facilities in the improvement vicinity and will provide a description and general location within 60 days of the above notification date as required by s.84.063(2)(b) Wis. Stats.

We have utility facilities in the improvement vicinity; their description and general location are identified below. (Attach additional sheets if necessary.)

Utility Name

Utility Representative Name – Please Print (Utility Representative Signature) (Date)

(Title)

PROJECT DESCRIPTION

Project ID 1000-54-03 Various Bridges in SE Region Various Highways Various Counties

The Wisconsin Department of Transportation, SE Region, is working on the design of the bridge rehabilitation of 4 bridges throughout the SE Region.

The bridges that will be rehabilitated and the anticipated rehabilitation are as follows: A. Concrete Overlays 1. B-64-71 = STH 50 over Jackson Creek, City & Town of Delavan, Walworth County 2. B-67-216 = STH 83 over Mukwonago River, Village of Mukwonago, Waukesha County

B. Polymer Modified Overlay (PMA) 1. B-66-122 = STH 28 over E Br Milwaukee River, Town of Kewaskum, Washington County 2. B-67-217 = STH 145 over abandoned RR, Village of Menomonee Falls, Waukesha County

The existing bridge typical will remain the same and additional right of way is not expected to be required. The existing posted speed limits are not planned to change with this project. The existing guardrail will remain. No girder painting is required for the project.

WisDOT is currently reviewing the project to determine if it will be put on the Screening List and an Asbestos Report will be completed for each bridge.

One Public Involvement Meetings will be held to obtain input from the public. The project has an Advanceable PS&E date of May 1, 2018. Construction is tentatively scheduled for 2020.

Brian Pluemer, P.E., Project Manager

N:\PDS\Projects\10005102\DESIGN\10005102 Project Description.doc Village of Mukwonago

AGENDA ITEM REQUEST FORM

Committee/Board: Public Works Committee Topic: Installation of Street Lights on Chapman Farm Blvd. From: Ron Bittner Department: Public Works Presenter: Ron Bittner Date of Committee Action 11/7/17 (if required): Date of Village Board 11/21/17 Action (if required):

Information

Subject: Installation of Street Lights on Chapman Farm Blvd.

Background Information/Rationale: The current street light design calls for seven lights on Chapman Farm Blvd

Key Issues for Consideration: Approval to install street lights on Chapman Farm Blvd

Fiscal Impact (If any): The installation fee of $30,580.45 and the monthly usage charge of $118.72.

Requested Action by Committee/Board: Recommend the Village Board approve WE Energies work request 4118650 for the installation of street lights on Chapman Farm Blvd.

Attachments

 STH 83 Chapman Farms Blvd Lighting 4118650 Request  STH 83 Chapman Farms Blvd Lighting 4118650 Sketch

Village of Mukwonago

AGENDA ITEM REQUEST FORM

Committee/Board: Public Works Committee Topic: Installation of Street Lights on N. Rochester at Chapman Farms Blvd. From: Ron Bittner Department: Public Works Presenter: Ron Bittner Date of Committee Action 11/7/17 (if required): Date of Village Board 11/21/17 Action (if required):

Information

Subject: Installation of Street Lights on N. Rochester at Chapman Farms Blvd.

Background Information/Rationale: The current street light design calls for the addition of four lights along the extended multi-use trail on N. Rochester north of Chapman Farms Blvd. The lighting for the Blvd is currently in the design stage.

Key Issues for Consideration: Installing street lights on N. Rochester to continue the current design.

Fiscal Impact (If any): The installation cost of $16,447.66 and the addition of $59.36 to the monthly billing for street lights. Chapman Farm project.

Requested Action by Committee/Board: Recommend the Village Board approve WE Energies work request 4134056 for the installation of street lights on N. Rochester St. (STH 83) at Chapman Farms Blvd.

Attachments  STH 83 Chapman Farms Blvd Lighting 4134056 Request  STH 83 Chapman Farms Blvd Lighting 4134056 Sketch

COMMON INFORMATION JOB INFO: ELEC WR DE 4134056 CONTINGENCIES & COMMENTS: STAKING REQUIREMENTS: MAIN / SERVICE IN SECTION / TOWN / RANGE: SW1/4 SEC23, T5 N, R18E EASEMENT: DIGGERS HOTLINE / MISS DIG REQUIRED. GAS WR SURVEYOR STAKED X SITE VISIT COMPLETED BY: Brent Fintel YES NO DESIGNER NOT NEEDED WE ENERGIES WILL RESTORE JOB OWNER: Mike Wastian 262-968-5738 NORTH CITY / TOWN / VILLAGE: V/Mukwonago RESTORE PRIVATE PROPERTY: WE ENERGIES X CUSTOMER WE ENERGIES WILL HAUL SPOIL CUST/PROJ NAME: V/Mukwonago MAIN CONTACTS CUSTOMER IS REQUIRED TO LOCATE ALL WORK IS APPROX 200 FT, DIRECTION West OF CL OF PROJECT LOCATION: STH 83 & Chapman Farms BLVD. CONTRACTOR/BUILDER: PRIVATE UNDERGROUND FACILITIES PRIOR

NEAREST CROSS STREET TO INSTALLATION. Black Bear BLVD PLUMBER/ HVAC: (ALSO FOR GAS SERVICE TEE) ELECTRICIAN: WE ENERGIES IS NOT RESPONSIBLE FOR WORK DESCRIPTION: Install (4) Street Lights ELECTRIC INFORMATION ROOT DAMAGE X CUSTOMER: Ron Bittner 262-363-6447

OPER MAP #:3888-7472 FEEDER/LINE #: Z77382

PREPARED BY: Brent Fintel CATV JOINT USE #:None TEL JOINT USE #:None

E-MAIL: [email protected] PROPOSED GAS SERVICE INFORMATION

OFFICE #:262-968-5713 CELL #: 414-254-3082 MTR SIZE: MTR TYPE: PRES: EFV CUSTOMER'S SIGNATURE OF APPROVAL DATE

PAGER #: IO #: 26057 SERV PIPE SIZE: MATERIAL: RELIGHT

PROJECT ID: CGS #: MTR LOC: FT. OF CORNER CURB VLV

DATE PREPARED: 10/10/17 DATE REVISED: CONSTRUCTION TYPE: TIE IN PIPING RAILROAD PERMITTING/FLAGGING REQUIRED YES X NO RR NAME

CORROSION CONTACT: PHONE #:

Primary Map 3 2AS All Proposed Street Lights

- 624 15 are 15' Fiberglass poles

-

BC

3 240

A 75-3 277/480 with LED Coach Fixtures. C L EXISTING REGIONA 25 WET POND 336

A S A 606 BC BC 75 A 150 120 - 636 3 C L - 1A / 3 15 638 208 L A 3 1 BC L - 208 A / 251 75 K M A S C A 50A 621 120T A R A L A H B E VD R625 50 8 B L S 622 L B A 3 A H 1 -3 A 208 50 626 A / 629V L BC 150 1A Z77382 I 120 E A 605 W C D 25 R

SHEET NO.

. 1 OF 2 10/16/2017 6:44:12 AM U:\Data\@Work Management\Western\Desc\@DESC 4120000 - 4139999\4134056\4134056.dgnNot Verified in the field ELEC WR DE 4134056 Bore 20' S3

GAS WR 10 11-00897 45 120 15C NORTH ' Std. 129-13.1 S 3 B o r 17L Z e 20 7 N Install Street Light Pole C 2 a Install 3' BOC u ti 120 on

' 500#

30 17L S B 3 o Install Street Light Pole r

e Install 3' BOC g a 11-00223 45 s

m a C i a n 120 u 40 17L ti

' S Install Street Light Pole on S T B Install 3' BOC Z 3 R o H 60# 7 A N r E 2 e B 83 g K a 50 17L C s A . Install Street Light Pole 60 L m B a VD Install 3' BOC ' i L n B MANUFACTURER:

KVA: 11-00224 45

VOLTAGE:

LOCATION ID: Z PHASE: 7 168 N FLUID TYPE: 2

DESIGN IZ:

SERIAL:

MATERIAL #: 11-00213 45

11-L-01762 15 SHEET NO. 2 OF 2 10/16/2017 6:44:12 AM U:\Data\@Work Management\Western\Desc\@DESC 4120000 - 4139999\4134056\4134056.dgn STANDARD WIRE KEY NEUTRAL SECONDARY - 1PHASE SECONDARY - 3PHASE WE ENERGIES - ELECTRIC OPERATIONS OVERHEAD PRIMARY N 1-#2 ACSR S 6DX $ 1/0 TXF E, F, H, Q, R, W, X or Z STATIC WIRE - N1 1-#1/0 ACSR S1 4 TX $1 4/0 TXF UNLESS OTHERWISE NOTED IN THIS DOCUMENT, THE FOLLOWING NOTES APPLY: SW 1/0AS for W, H and J; 2/0AS for R Z 1 #2 ACSR N2 1-#3/0 ACSR S2 2 TX -LOCATION OF OBSTRUCTIONS ARE FROM RECORDS AND MUST BE VERIFIED IN THE FIELD. $2 336 TXF DIRECT BURY PRIMARY - E, F, H, Q, R, W, X or Z Z1 1 #1/0 ACSR N3 1-#4/0 AL S3 1/0 TXR $3 3/0 TX -MAINTAIN 2' MIN. CLEARANCE BETWEEN OUTSIDE FACE OF MANHOLE & BELL OF PIPE. Z2 1 #3/0 ACSR Z13 1 #1 AL 25KV X22 1 #2 Cu 15kV N4 1-#336 ACSR S4 3/0 TXR $4 350 TX -THIS APPLIES TO GAS AND WATER MAINS. Z3 3 #2 ACSR Z14 3 #1 AL 25KV X23 3 #2 Cu 15kV N5 REMOVAL S5 350 TXR $5 750 TX -MAINTAIN 2' MIN. VERTICAL CLEARANCE AT CROSSINGS OF SEWER OR WATER MAINS. Z4 3 #1/0 ACSR Z15 3 #500 AL 28KV Z24 1 #2 Cu 25kV GUYING S6 750 TXR $6 1/0 QXF -MAINTAIN 5' MIN. HORIZONTAL DIST. BETWEEN CONDUIT AND SEWER. Z5 3 #3/0 ACSR X16 1 #2 AL 15KV Z25 3 #2 Cu 25kV G 1/4" ARM GUY S7 1/0 TXF $7 3/0 QXF Z7 3 #336 ACSR -MAINTAIN 3' MIN. HORIZONTAL DIST. BETWEEN CONDUIT AND WATER MAINS. X17 3 #2 AL 15KV X26 3 #500 Cu 15kV G1 5/16" ARM GUY S8 4/0 TXF $8 350 QXR Z9 SPECIAL LIST ON SKETCH NOTE - CLEARANCES SHOWN ARE MINIMUM DISTANCES - REFERENCE PERMITS FOR X18 3 #500 AL 15KV Z27 3 #500 Cu 28kV G2 3/8" ARM GUY S9 336 TXR $9 750 QXR Z10 1 WIRE REMOVAL S10 750 TXF SPECIFIC CLEARANCE REQUIREMENTS. ADDITIONAL UNDERGROUND INFORMATION ON R19 3 #1/0 AL 35KV Z28 3 #750 Cu 28kV G3 5/16" POLE GUY $10 3 WIRE REMOVAL Z11 2 WIRE REMOVAL R20 3 #750 AL 35KV G4 3/8" POLE GUY S11 3 WIRE REMOVAL $11 3/0 QXR EXCAVATION, BACKFILLING AND CLEARANCES CAN BE FOUND IN STD. 281-02. Z29 SPECIAL - LIST Z12 3WIRE REMOVAL Z21 3 #750 AL 28KV ON SKETCH G5 7/16" POLE GUY S12 3 WIRE MAIN $12 4 WIRE REMOVAL EROSION CONTROL LEGEND WE ENERGIES WORK REQUEST ENVIRONMENTAL NOTES (Notes 1 through 7 apply to ALL work requests) ENV ENV APPROXIMATE BORE PIT LOCATION 8, 27 8, 27 (WITH & WITHOUT PERIMETER Waterways General BORE PIT BORE PIT CONTROL) 1. If WDNR and/or USACE permits were obtained for the project, all permit conditions shall 13. All excess spoils shall be removed from wetlands and placed in a suitable upland location. INLET PROTECTION, TYPE be met during construction of the project. 14. Trenching and pit excavations within wetlands shall include soil segregation to facilitate A/B/C/D restoration of pre-construction soil stratification, and restoration to pre-construction Erosion Control elevations. 12" WATTLE or 12"/20" SEDIMENT LOG 2. If soil disturbance occurs on slopes or channels/ditches leading to wetlands or waterways, 15. Poles scheduled to be removed, and that occur within wetland, shall be cut at the ground or 9.5"/20" EROSION EEL or within wetlands, the disturbed areas shall be stabilized and appropriate erosion control surface. Best Management Practices (BMP's) shall be implemented. STONE DITCH CHECK 3. Erosion Control BMR's shall meet or exceed the approved WDNR Storm Water Management 16. No work can be performed within the banks or below the ordinary high watermark of any Technical Standards (http://dnr.wi.gov/topic/stormwater/standards/const_standards.html). navigable waterways/streams. Refer to We Energies Construction Site Sediment and Erosion Control Standards. 17. No crossing of navigable waterways with equipment can occur. Foot traffic is allowed. ROCK BAG 1 18. Any disturbed soil within 75-feet of the ordinary high water mark of any navigable 4. Inspect installed erosion control BMP's at least one time per week and after 2" rain events: waterways/streams shall be stabilized within 24 hours of construction completion. repair as necessary. MULCH 5. When temporary stabilization is required (e.g. for winter or short-term construction) prior to final Threatened and Endangered Species restoration, soil stabilizer shall be installed wherever possible. Erosion mat shall be used temporarily 19. Threatened or endangered species are known to occur in the work area. It is illegal to only where appropriate, in accordance with state standards, and when approved by the harass, harm, or kill a protected species under state and federal regulations. Proper SOIL STABILIZER, TYPE A Operations Supervisor. precautions shall be taken to ensure harm to individuals is avoided. Contaminated Soils 20. In order to protect the threatened or endangered species, work must be conducted EROSION MAT CLASS I, TYPE A between November 5 and March 15. 6. Whenever soil exhibiting obvious signs of contamination (e.g., discoloration, petroleum or solvent 21. Exclusion fencing must be installed at the work area prior to March 15. odor, free liquids other than water, buried containers or tanks, or other obvious signs of environmental 22. A qualified biologist must be present when conducting work at this location. EROSION MAT CLASS I, TYPE B impacts) is encountered during excavation or installation, cease work immediately, take appropriate immediate precautions to ensure worker health and safety, and contact the Operations Supervisor Invasive Species or Inspector. EROSION MAT CLASS I, TYPE A URBAN 23. State regulated invasive species are known to occur in the work area. Reasonable Spills precautions are legally required to prevent the spread of these species. The Wisconsin 7. If an oil spill occurs during construction, call the Environmental Incident Response Team Council on Forestry Transportation and Utility Right-of Way Best Management Practices EROSION MAT CLASS I, TYPE B URBAN (EIRT) at 414-430-3478: should be followed: (http://council.wisconsinforestry.org/invasives/transportation/). a. Any quantity of oil is spilled into surface water; Cultural and Historical Resources, cont. b. Any oil spill greater than 50 ppm PCB into a sewer, vegetable garden, or grazing land; EROSION MAT CLASS II c. Any oil spill containing greater than 500 ppm PCB; 24. The project is within or adjacent to an area that is identified by the State of Wisconsin as d. Five gallons or more of oil spilled to the ground; potentially having Native American artifacts, burial mounds or burial sites, which could be encountered during construction. EROSION MAT CLASS III e. Any oil spill involving a police department, fire department, DNR, or concerned property owner. 25. If human bone or any artifacts are discovered during construction, work must cease Notes 8 through 27 apply as noted at specific points within each work request: immediately. Contact the Environmental Department who will contact the State Burial VEGETATIVE BUFFER Sites Preservation Office and determine the next steps that must be taken in order to Dewatering comply with state law. Work at that site MAY NOT PROCEED until the Environmental 8. Dewatering of pits or trenches shall be done in accordance with state standards. Use an Department authorizes it. TRACKING PAD approved sediment bag, a straw bale dewatering basin, a combination of both, or equivalent. 26. A "qualified archaeologist," as specified under Wis. Stats 157.70 (1) (i) and Wis. Admin. Code HS 2.04 (6), must be present to monitor all ground disturbing activities. Wetlands TIMBER MAT Frac-out Contingency Plan 9. As much as practicable, the majority of the work shall be staged from the public roadways and road shoulders, keeping equipment out of adjacent wetlands. 27. A frac-out contingency plan shall be on-site and implemented accordingly. The contingency plan shall incorporate the following components. SILT FENCE 10. All work shall be conducted to minimize soil disturbance. No rutting will be allowed within the wetlands. a. Continuously inspect the bore paths for frac-outs in order to respond quickly 11. If soils are not frozen or stable to a point that avoids rutting, timber mats, mud tracks, or and appropriately. TSB TEMPORARY SEDIMENT BASIN equivalent shall be utilized to access pole locations. b. Containment materials (e.g. silt fence, straw bales, sand bags, etc.) shall be on site 12. Excavated soils cannot be stockpiled in wetlands. and available should a frac-out occur. c. A vac truck shall be accessible on short notice in order to respond quickly to a frac-out. SURFACE WATER FLOW Appendix A

TASK ORDER This is Task Order No. 2017-21, consisting of 8 pages Village of Mukwonago Wastewater Treatment Facility Anaerobic Digester, Grit System and Septage Receiving Station Upgrades Task Order

In accordance with the Agreement between Village of Mukwonago (Owner) and Ruekert & Mielke, Inc. (Engineer) dated December 4, 2014, Owner and Engineer agree as follows:

1. Specific Project Data

A. Title: Wastewater Treatment Facility Anaerobic Digester, Grit System and Septage Receiving Station Upgrades

B. Description: Design, bidding and construction-related services.

The project consists of upgrades to three processes of the wastewater treatment facility (WWTF). These are the anaerobic digestion system, the grit system, and the addition of a septage receiving station. The anaerobic digesters and septage receiving station work was evaluated in a previous study. The results of that study were documented in a report issued to the Village in August of 2017. The grit upgrades are significantly smaller in scope than the other two components. A miscellaneous component is the roof-mounted furnace replacement for the Administration Building. Each project component is described in the following sections:

Anaerobic Digester

Significant repairs and upgrades have been identified for the digestion system.

The anaerobic digesters have recently been cleaned out and inspected. The digesters were cleaned out and the steel covers and inside of the concrete tanks were inspected. Significant grit was discovered in the primary digester. There was approximately 13 feet of grit in the primary digester. This indicates that the WWTF grit collection system, upstream of the digesters is not performing well. However, it has been a long time (12 years) since the digesters were last cleaned out. Industry standard is to clean out digesters every five years. The accumulated grit also indicated that the digester needs better mixing.

A conceptual design for a simple mixing system has been identified. The system includes a pump located in the digester room, suction piping from the digester and a discharge pipe to a digester. The discharge pipe would convey biosolids through two nozzles with a smaller diameter to achieve high velocity. The two discharge nozzles would create a circular motion in the digester providing mixing. The piping system would be provided in each digester using one common pump. The existing digester system does not have a mixing system aside from the recirculation pump.

For preventative maintenance, it is an industry standard that digester covers are removed, inspected, recoated and rehabilitated as necessary, every 20 to 25 years. Recoating is critical as the gases inside the digester are very corrosive. The Mukwonago digester covers have never Page 1 of 8 Pages 11/1/17 Task Order No. 2017-07 (12-10074) Ruekert & Mielke, Inc. ~12-00000 General Client Records > 011 Master Agreement and Task Orders > 2017 > 2017-21 WWTF Anaerobic Digester, Grit System and Septage Receiving Station Upgrades > 2017-21 WWTF Anaerobic Digester, Grit System and Septage Receiving Station Upgrades.docx~ TASK ORDER

been removed for a comprehensive rehabilitation since the WWTF was put on-line in 1981. The covers are due for comprehensive rehabilitation. They have only been recoated on the exposed surface on the top of the steel covers. The concrete walls and floor of each digester will be recoated to protect the concrete.

There are also repairs needed for the boiler gas burner heater and heat exchanger assembly, and the digester gas safety equipment. The Village has worked with the Evoqua Water Technologies, on these repair items. Through detailed coordination with Evoqua, specific components have been identified to be replaced or rehabilitated. For the gas burner heater and heat exchanger assembly, most of the components will be replaced. For the digester gas safety equipment, the system will be rebuilt.

There are also upgrades to the anaerobic digestion system needed for National Fire Protection Association (NFPA) compliance. This code is relevant to digestion systems as flammable methane gases are the main byproduct of anaerobic digestion. The NFPA has safety requirements for new facilities. The requirements are designed to protect human life and property. In addition, the code requires a reasonable attempt for current code compliance be made at the time other significant digestion upgrades. The code does not mandate that all requirements that apply to newly constructed anaerobic digestion facilities be met. R/M has reviewed the code and analyzed potential upgrades. The following upgrades will be made:

1. Upgrade the ventilation in the digester room for a minimum of two air changes per hour. 2. Provide a new Electrical/Control Building adjacent to the existing Digester Building to house electrical equipment. The new building would allow critical electrical components to be located in a different room than the digester room which has a significant amount of gas piping. This room is classified as a hazardous location. The concern is that an explosion could occur if a leak develops in the piping or a piping joint. The Motor Control Center (MCC) and biosolids heat exchanger control panel would be located in the new building. 3. Replace the raceways and wiring in the Digester Building to meet the hazardous location requirement. 4. Replace the sludge transfer pump motor and compressor in the Digester Building with units rated for a hazardous location. 5. Replace the lighting in the Digester Building with lighting rated for a hazardous location. 6. Provide combustible gas detection equipment in the Digester Building. This equipment would detect combustible gas (methane) and sound an audible and/or visual alarm. The detection status could also be connected to the WWTF SCADA system.

Relocating the main electrical components to the new building would provide the space necessary for the pump, piping and valves needed for the mixing system.

Grit System

Upgrades to the grit system include increasing the size of the piping from the aerated grit tank to the grit pump to 4-inch diameter. The existing piping is 3-inch diameter. There are two pipes, Page 2 of 8 Pages 11/1/17 Task Order No. 2017-07 (12-10074) Ruekert & Mielke, Inc. ~12-00000 General Client Records > 011 Master Agreement and Task Orders > 2017 > 2017-21 WWTF Anaerobic Digester, Grit System and Septage Receiving Station Upgrades > 2017-21 WWTF Anaerobic Digester, Grit System and Septage Receiving Station Upgrades.docx~ TASK ORDER

one from each sump, from the grit tank that combine to one pipe just before the grit pump. There is also a low spot in the grit piping. The piping will be reinstalled to have a continuous slope down from the aerated grit tank sumps to the basement of the pump room where the grit pump is located. The piping changes will help reduced clogging that the WWTF has experienced in the past. The grit classifier is original to the 1981 WWTF project and is at the end of its service life. The classifier will be replaced with a more efficient classifier with an integral hydro-cyclone. The new equipment will result in cleaner and dryer grit.

In addition, R/M will investigate an alternate preliminary grit collection system consisting of stacked trays to replace the aerated system in the first tank. Presently, air is used to create a roll in the grit tank. This roll separates grit from the wastewater. The aerated system achieves fair performance. The stacked tray system uses less energy and results in more grit being captured. R/M will identify the cost of this particular improvement and determine if it can fit in the overall project budget. We will include this in our design if it is decided to include this component. The component could be added as an alternate to give the Village flexibility on whether to include this based on the actual incremental cost.

Septage Receiving Station

The Village has identified that treating septage can generate extra revenue. The WWTF has been accepting large amounts of septage for approximately three months with no adverse impacts. The improvements for this item are the facilities needed for efficient operation of septage receiving including metering and tracking.

The WWTF presently has a manhole where the holding tank haulers dump into. The manhole is on the main interceptor to the WWTF. It is located approximately 30 feet from the influent channel that the fine screen is in. Trucks back into this portion of the WWTF. The turning movements required by the trucks to use this location are cumbersome.

An inclined receiving pad with a center drain would be provided for truck discharge. The pad would be located at the far southwest corner of the WWTF. Septage and holding tank waste trucks would be routed to this area. The pad would be large enough to enclose the entire truck and capture any spills from the truck. The pad would consist of thickened reinforced concrete slab. A card reader system would be provided where the hauler, contents (holding tank waste or septage), date, time, and other information would be collected for invoicing. A piping quick- connect system would be provided on the pad for truck discharge. The receiving pad would have a curb and drain to collect storm water as the storm water from the area is likely to be contaminated. The storm water or spills would be routed to the same pipe from the septage receiving station downstream of the flow meter directly to the WWTF influent channel.

From the receiving pad, septage would flow to the receiving station which would consist of a buried tank. The tank would measure approximately 6 feet wide by 10 feet long by 12 feet deep. The first part of the tank would settle rocks and heavy debris. After the large debris is settled out, the septage would flow through a wall opening with an adjustable weir to another portion of the tank where the septage is conveyed in a pipe. The tank would have two access doors to allow access to the settling basin for clean-out and access to the adjustable weir. Page 3 of 8 Pages 11/1/17 Task Order No. 2017-07 (12-10074) Ruekert & Mielke, Inc. ~12-00000 General Client Records > 011 Master Agreement and Task Orders > 2017 > 2017-21 WWTF Anaerobic Digester, Grit System and Septage Receiving Station Upgrades > 2017-21 WWTF Anaerobic Digester, Grit System and Septage Receiving Station Upgrades.docx~ TASK ORDER

The pipe would be routed to a manhole with a vertical offset. The low portion of the offset would have a magnetic flow meter to measure the instantaneous and total flow. The flow meter would be connected to the WWTF SCADA system for tracking and reporting capability and would be connected with the truck card reader system. The flow meter would be in a manhole to allow access.

With the overall WWTF septage improvements, there would be a looped driveway system where trucks could enter the discharge area, discharge their contents, and pull out without backing up. Access to the septage receiving station would be through a new southern entrance off Holtz Parkway with a new driveway and gate operator. A new automatic gate would be provided exiting the WWTF through the existing driveway. Additional pavement would be needed to accommodate this traffic pattern.

Administration Building

The roof mounted gas furnace for the Administration Building has reached the end of its life. The furnace provides all heat for the building with the exception of the garage. A recent assessment of the furnace indicated that the coils were in very poor condition and that a new furnace is needed.

2. Services of Engineer: The scope for this project includes design, bidding, and construction related services. The scope is provided in the following sections:

A. Design

1. Have meeting with Village to confirm design requirements at the beginning of the project. 2. Determine additional cost to incorporate stacked tray grit removal system in the grit tank instead of using an aerated system. 3. Coordinate with Village to mark out site utilities. If necessary, coordinate with a private utility locating company to mark out utilities on -site. The Village will pay for private utility location services outside the contract with the Engineer. 4. Survey the site at select locations for utilities, process piping, topography, buildings, structures, fence, pavement, wetlands, and any other features needed for design. 5. Prepare, submit and obtain all permit requirements for design and construction. This includes local permits such as erosion control. It is assumed that wetland permits, a Chapter 30 permit, and a Storm Water Notice of Intent permit will not be necessary. 6. Prepare and submit intermediate (60% complete) design drawings. The drawings will show the size, locations, orientation and details of new facilities in the project scope. The drawings will show the required structural, architectural, mechanical, electrical and control components. Coordinate and attend a review meeting to review the draft of plans. 7. Prepare and submit near-final design drawings (95% complete). The drawings will show the size, locations, orientation, details of new facilities in the project scope. The drawings will

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show the required structural, architectural, mechanical, electrical and control components. Coordinate and attend a review meeting to review the second draft of plans. 8. Design an improved SCADA system. The system would provide the needed functionality for the grit system pump and valve operation, the anaerobic digestion system gas monitoring, the metering and tracking of the new septage receiving station. We will specify needed hardware and software components and integrate the new functionality. 9. Write technical specifications for project. Follow the Construction Specifications Institute format for all specifications. 10. Assemble public bidding documents, including but not limited to requirements for insurance, bonds, Agreement, and bidding. Documents should follow the Engineers Joint Contract Documents Committee format. Combine these documents with the technical specifications to make a complete bidding and contract document set. 11. Prepare a final construction cost estimate for the project. 12. Submit and obtain Wisconsin Department of Natural Resources (WDNR) project approval. Submit the required number of copies of to the WDNR. Respond to WDNR questions and modify drawings and specifications as necessary to get approval.

B. Bidding

1. Conduct administration for on-line public bidding services. 2. Answer bidders’ questions. Maintain a log of bidders’ questions and answers given. 3. Plan and attend a pre-bid meeting where bidders can visit the site. Issue notes of the meeting to all attendees. 4. Issue any required addenda. 5. Attend bid opening. 6. Review bids for completion of all contract requirements. Review prequalification statements, and bidder references. 7. Issue Recommendation of Award and Notice of Award. 8. Attend Village Board meeting to answer questions about the award of the project.

C. Construction Related Services

1. Coordinate contract execution with success bidder. Coordinate bonds, insurance, Agreement, and other documents. 2. Coordinate a preconstruction meeting. This includes writing an agenda, attending the meeting, and issuing meeting notes.

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3. Coordinate general administration with General Contractor including answering questions, and facilitating communication with Village. 4. Attend eight progress meetings. 5. Provide construction staking consisting of four trips. 6. Review submittals including shop drawings, operation and maintenance manuals, start-up reports, and other submittals. 7. Review and process contractor pay requests. 8. Serve as Resident Project Engineer for construction review services. 9. Negotiate and coordinate changes orders. 10. Attend and oversee equipment start-ups as planned by General Contractor. 11. Provide SCADA integration. 12. Prepare a punch-list near the end of the project. 13. Coordinate project close out documentation including insurance, lien waivers, record documents (submitted by contractor), Consent of Surety for Final Payment, and other documentation.

3. Owner's Responsibilities: Attend design progress meetings. Allow access on-site for Engineer and Contractor. Accommodate construction progress meetings with Engineer and Contractor to discuss project. Accommodate General Contractor and Subcontractors during a construction period to last approximately nine months.

4. Times for Rendering Services

Phase Completion Date Design & Bidding March 31, 2018 Construction December 31, 2018

5. Payments to Engineer

A. Owner shall pay Engineer for services rendered as follows:

Category of Services Compensation Method Lump Sum, or Estimate of Compensation for Services

Design and Bidding A. Alternate Hourly Rates $109,000

Construction A. Alternate Hourly Rates $88,300 Engineering Services

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B. The terms of payment are set forth in the Standard Terms and Conditions.

6. Consultants

IBC Engineering Services, Inc. for plumbing and HVAC. Computerized Structural Design for structural components.

7. Other Modifications to Standard Terms and Conditions

None.

8. Attachments

None.

9. Documents Incorporated by Reference

Ruekert & Mielke, Inc. / Village of Mukwonago "Alternate Rates" Master Agreement

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Terms and Conditions: Execution of this Task Order by Owner and Engineer shall make it subject to terms and conditions, (as modified above) set forth in the Master Engineering Agreement between Owner and Engineer, dated December 8, 2011, which are incorporated by this reference. Engineer is authorized to begin performance upon its receipt of a copy of this Task Order signed by Owner.

The Effective Date of this Task Order is ______, ______.

OWNER: ENGINEER:

Village of Mukwonago Ruekert & Mielke, Inc.

By: By:

Name: Name: Steven C. Wurster, P.E.

Title: Title: Senior Vice President/COO

Date: Date: November 1, 2017

DESIGNATED REPRESENTATIVE FOR TASK ORDER

Name: Name: David W. Arnott

Title: Title: Senior Project Manager/Team Leader

Address: Address: W233 N2080 Ridgeview Parkway ______Waukesha, WI 53188-1020

Email: Email: [email protected]

Phone: Phone: 262-953-3080

Fax: Fax: 262-542-5631

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AGENDA ITEM REQUEST FORM

Committee/Board: Personnel Topic: Federal Labor Standards Act (FLSA) classifications and position description amendments for certain exempt vs. non- exempt positions From: Diana Doherty Department: Finance/Administration Presenter: Diana Doherty Date of Committee Action 11-7-17 (if required): Date of Village Board 11-21-17 Action (if required):

Information

Background Information/Rationale: As part of the GovHR study that was conducted, we asked the consultant to review the Federal Labor Standards Act (FLSA) classifications of the positions surveyed to ensure the Village had them classified properly. FLSA criteria determines whether or not a position is exempt or non- exempt and thus eligible for overtime pay. The Consultant highlighted three positions that might be incorrectly classified and recommended further review by our labor attorney. The memo from the GovHR Consultant is attached for reference. This memo along with the three position descriptions and the corresponding job analysis questionnaires (JAQs) filled out by the employees for the GovHR study were forwarded to the Attorney for review.

Key Issues for Consideration: FLSA classifications center on whether the primary duties of a position involve directing the work of others and/or using independent judgement and discretion in performing the position’s duties. There is also a minimum salary test. The Attorney did agree with the Consultant on two of the recommendations to change FLSA classifications for Court Clerk and Assistant Utilities Director. For the Police Dispatcher/Clerk Supervisor, the JAQ indicated the employee spent a majority of time on dispatching duties as opposed to supervisory responsibilities. The Attorney explained that in the event of a Department of Labor audit, more weight is placed on an interview with the employee to describe what he or she actually does on a regular basis than on what the position description states the duties are. In this situation, the Attorney said it would be difficult to defend an exempt classification for the Police Dispatcher/Clerk Supervisor because of the JAQ responses.

Based on the Attorney’s review of the position descriptions and further discussion with the Village Administrator and the Department Heads, we are asking the Board to adopt the following changes:

 Court Clerk – FLSA classification from exempt to non-exempt based on the salary test. In addition, the position has no supervisory responsibility and the duties are clerical in nature. There are no changes to the actual position description adopted May 16, 2017.

Village of Mukwonago

AGENDA ITEM REQUEST FORM

 Assistant Utilities Director – FLSA classification from non-exempt to exempt. The position description needs to have the supervisory responsibilities alluded to in the “Primary Function” section added to the “Duties” section. A few other minor changes were made to the description, as noted in the attached draft.

 Police Dispatcher/Clerk Supervisor – FLSA classification to remain non-exempt but we are proposing a change in position title to “Lead Police Dispatcher/Clerk” to more closely match the level of supervision performed in relation to other duties, while recognizing the responsibilities above and beyond those in the Dispatcher/Clerk position. There would be no changes to the position description adopted May 16, 2017 other than the title change.

Fiscal Impact (If any): Minimal. The proposed changes do not result in any of the positions being moved to a different pay range level within the compensation plan from where the GovHR consultant has placed them.

Requested Action by Committee/Board: Recommend the Village Board approve the changes to Federal Labor Standards Act (FLSA) classifications and/or changes to the Court Clerk, Assistant Utilities Director, and Police Dispatcher/Clerk Supervisor position descriptions.

Attachments

 Consultant Memo regarding FLSA recommendations  Amended Position Descriptions Drafts for Lead Police Dispatcher/Clerk and Assistant Utilities Director

October 20, 2017

Mr. John S. Weidl Village Administrator/ Director of Economic Development Village of Mukwonago 440 River Crest Court Mukwonago, WI 53149

Re: FLSA Review

Dear Mr. Weidl,

As a part of the Classification and Compensation Study we conducted for Mukwonago, we reviewed the Exempt/Nonexempt classifications for each of the Village’s positions. Based upon our review of job duties and supervisory responsibilities, our recommendation is that the FLSA status for each of the following positions should be changed.

Court Clerk – currently classified as Exempt, should be changed to Nonexempt because the position’s primary job duties do not require the exercise of a high level of discretion or independent judgment.

Assistant Utilities Director and Dispatch Supervisor – both positions are currently classified as Nonexempt and should be changed to Exempt, based primarily on their supervisory responsibilities and the exercise of independent judgment in their job duties.

If you have any questions or need additional information, please let me know.

Sincerely,

Joellen Cademartori Earl Chief Executive Officer

630 Dundee Road, Suite 130, Northbrook, IL 60062 Local: 847.380.3240 Toll Free: 855.68GovHR (855.684.6847) Fax: 866.401.3100 GovHRUSA.com

EXECUTIVE RECRUITMENT INTERIM STAFFING MANAGEMENT AND HUMAN RESOURCE CONSULTING

RESOLUTION 2017-057

VILLAGE OF MUKWONAGO ASSISTANT UTILITIES DIRECTOR POSITION DESCRIPTION

Title: Assistant Utilities Director Status: Full-Time, Wage, NR Department: Water and Wastewater Utilities Revision Date: April 27, 2017 10-31-17 Reports to: Utilities Director Adoption Date: May 16, 2017 11-21- 17

I. PRIMARY FUNCTION. As team leader, the Assistant Utilities Director provides direction and open communication with the staff. Focus is to insure effective work coordination and gain insights that can lead to the utility’s improvement. During the absence of the Utilities Director the Assistant Utilities Director will temporarily assume the duties of the Utilities Director. The Assistant Utilities Director reports to the Utility Director and will/can be called upon to report directly to the Village Administrator and the Village Board. Employee is responsible for the operation and maintenance of the equipment owned and operated by the utility and to assist in the work of the entire utility.

II. ESSENTIAL DUTIES AND RESPONSIBILITIES. The following duties are normal for this position. These are not to be construed as exclusive or all-inclusive. Other duties may be required and assigned.

A. GENERAL DUTIES 1. Employees assist in planningPlans work for both Water and Sewer Utilities staff in an orderly and effective manner and assesses the quality and efficiency of work performed, particularly in the area of regulatory compliance. 2. Works with the Utilities Director in the interviewing and selection of new employees; trains employees and evaluates employee performance. 3. Effectively resolve employee issues, including recommendations to Utility Director on disciplinary matters. 1.4. Maintains records necessary for the annual Public Service Commission (PSC) required reporting for the Water Utility. 2.5. Assist inT troubleshootings equipment and system problems and performs repairs as conditions warrant. 3.6. Employees pProvides input to identify opportunities to improve the efficiency, safety and effectiveness of the utility. 4.7. Focuses on providing good customer service in the performance of the work. 5.8. Performs sample collection and perform laboratory analyses, as permits dictate. 6.9. Inspects, operates and maintains the utility treatment plant valves, pumps, meters and chemical feed equipment. 7.10. Adjusts plant processes, based on plant performance and test data dictates. 8.11. Inspects, operates and maintains the utility wells and lift stations. 9.12. Inspects, maintains, and operates fire hydrants and valves. 10.13. Installs, replaces, tests, and reads water meters. 11.14. Performs Utility locating/marking. 12.15. SnowplowingSnowplows in emergency situations. 13.16. Operates utility jetter and cleans sanitary sewers. 14.17. Serves as back-up “operator-in-charge” for both the Water and Sewer Utilities. 15.18. Assists other Village departments, as conditions warrant.

III. EDUCATION, LICENSURE/CERTIFICATION AND EXPERIENCE. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills and abilities required.

A. High school diploma or GED equivalent supplemented with college courses in supervisory management, utility operations, maintenance and chemistry. B. Experience in utility operation and maintenance or equivalent experience. C. Valid Wisconsin driver’s license. D. Certification Requirements: 1. Wastewater: WDNR Advanced license for subclasses Biological Treatment: Suspended Growth Process (A1), Solids Separation (B), Biological Solids/Sludge Handling, Processing & Reuse (C), Disinfection (D), Laboratory (L), Total Phosphorus (P), or the ability to achieve them within three (3) years. 2. Water: WDNR Grade T licenses in groundwater and distribution or the ability to achieve them within one (1) year. E. Required to obtain a valid Commercial Driver’s License with air-brake and tank truck endorsements within one (1) year of hire.

IV. ESSENTIAL SKILLS OF THE JOB.

A. Knowledge of state and federal regulations and guidelines regarding water and wastewater processing. B. Ability to work from drawings, technical manuals and blue prints. C. Working knowledge of mechanical, electrical and hydraulic operations of water and wastewater plants. D. Knowledge and use of proper safety procedures at all times and in all environments. E. Ability to maintain good public relations and respond to citizen complaints related to the utilities. F. Effective written and verbal communication skills. G. Multiple processing skills for problem-solving and detail orientation H. Ability to foster teamwork environment within the department I. Ability to perform physical aspects of the job which include heavy lifting, twisting, standing, stooping, crawling, and working in high places.

V. WORK ENVIRONMENT. The work environment characteristics are reflective of the responsibilities as described in the major duties and responsibilities. Work is performed both inside and outside, where extreme weather conditions may be experienced. Contact with staff, other Village employees, public and governmental agencies are required.

VI. AMERICANS WITH DISABILITIES ACT (ADA) ESSENTIAL ELEMENTS AND QUALIFICATIONS.

A. Requires normal vision range and absence of color blindness. B. Requires eye/hand coordination and manual dexterity. C. Requires lifting up to 50 pounds. D. Frequent bending, stooping and walking. E. Requires indoor/outdoor job duties and responsibilities. F. Requires confined space entry. G. Requires the ability to work above the ground.

VII. ADDITIONAL REQUIREMENTS.

A. Compliance with conditions of employment as stated in the Village of Mukwonago Employee Handbook. B. Must keep current with new computer technology which would benefit the Village and its residents. C. As a team member, the employees are expected to communicate with their co-workers for the most efficient performance of the work being performed and convey ideas and suggestions to the team. The employees report to their Assistant Director on a regular basis and to the Utility Director as conditions warrant or when requested to. As Village employees, there are times when communication is extended to include communication with the Village Administrator and Village Trustees. D. Reside within a twenty-five (25) mile radius of the Village Square (intersection of County Hwy ES and State Hwy 83) within 1 year after successful completion of probation. E. Employee carries (utility-issued) phone to maintain availability during normally scheduled hours or 24 hours if acting as temporary Utilities Director. This does not exclude the employee from having to respond to emergency calls while off duty. F. 24 hour availability for snowplowing and utility operations G. Implement the policy directives of the Village Board. H. Work with the Finance Director to respond to auditor questions during the annual financial audit and to provide statistical information needed to file the annual PSC report.

The Village of Mukwonago is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the Village will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.

Adopted this 16th day of May 2017.

______Fred Winchowky, Village President

Attest: ______Steven Braatz, Jr., Clerk-Treasurer

RESOLUTION 2017-053

VILLAGE OF MUKWONAGO LEAD POLICE DISPATCHER/CLERK SUPERVISOR POSITION DESCRIPTION

Title: Lead Police Dispatcher/Clerk Supervisor Status: Full-Time, NR Department: Police Department Revised Date: April 24, 2017October 31, 2017 Reports to: Lieutenant Adoption Date: May 16, 2017November 21, 2017

I. PRIMARY FUNCTION. The dispatcher/clerk supervisor directly accountable to the Chief of Police or his/her designee. The supervisor must follow all written and verbal orders that are not in direct conflict with statutory laws.

II. ESSENTIAL DUTIES AND RESPONSIBILITIES. The following duties are normal for this position. This description has been prepared to assist in evaluating various classes of responsibilities, skills and working conditions. It is not intended as a complete list of specific duties and responsibilities. Nor is it intended to limit or modify the right of any supervisor to assign, direct, and control the work of employees under supervision. Other duties may be required and assigned. For the Fair Labor Standards Act (FLSA), this position is considered nonexempt, meaning they are entitled to overtime pay.

A. PLANNING FOR FUTURE NEEDS 1. Assist the chief and lieutenant in charge of Dispatchers/Clerks in planning for the department’s dispatch and clerical future needs. 2. Assist in the development of procedures and policies required to provide professional services to Police, Fire, EMS, and DPW personnel from the Village of Mukwonago and other municipalities served. 3. Assist in preparation of the department budget by researching cost, serviceability and other aspects of purchases. 4. Continue to keep abreast of the latest advances in dispatching and supervision techniques and be prepared to make recommendations to the chief.

B. ORGANIZING THE DEPARTMENT 1. Assist in the selection and training of new dispatcher/clerk hires. 2. Delegate authority and responsibility with accountability to immediate subordinates. 3. Assist in developing and updating job descriptions for all dispatchers/clerks. 4. Assist in developing dispatcher/clerk personnel, by upgrading all facets of the person, job skills, knowledge, attitudes and ethics. 5. Establish an effective working relationship with all members of the department. 6. Resolve conflicts among the dispatcher/clerks quickly and efficiently.

C. DIRECT THE DEPARTMENT TO ESTABLISHED GOALS 1. Assist in developing and updating the organizational structure of span of control, chain of command and unity of command. 2. Assist in the implementation of new plans with a reasonable period for completion. 3. Strive to stimulate and encourage dispatcher/clerks to higher planes of growth, both on a personal and professional level.

4. Make sure that all dispatcher/clerks understand what is expected of them, by providing effective communications, both verbal and follow up written guidelines. 5. When issuing directives, be certain that dispatcher/clerks understand them and respond to them. 6. Have a working knowledge of all department policies and procedures.

D. CONTROL OVER DEPARTMENT STAFF AND EQUIPMENT 1. Assist in establishing realistic goals and performance levels for employees, and then follow up with monitoring of employees and providing feedback to the employee. 2. Be responsible for the good working condition of all equipment under his/her command. 3. Assist in preparing the work schedule and the scheduling of off day requests. 4. Coordinate training for dispatcher/clerks, to include providing sufficient training to maintain certifications. 5. Assist department administration by coordinating the implementation of new technology with personnel.

E. SUPERVISION AND EVALUATION 1. Provide direction, correction, and coaching to other dispatcher/clerical personnel to maintain exceptional customer service. 2. When possible meet one to one with dispatcher/clerks to maintain uniform application of policies and rules. 3. Maintain an open line of communication with all dispatcher/clerks to provide an ongoing flow of ideas to keep the department moving toward the future. 4. The dispatch/clerk supervisor shall provide an example for all members under his/her command with his/her appearance, attitude, dignity, courtesy and shall at all times appear neatly attired and clean. 5. It shall be the dispatcher/clerk supervisor’s duty to ensure that all members under his/her command are properly uniformed, equipped and fitted for duty. 6. Assist in handling personnel issues in the dispatch/clerk center, to include but not limited to internal investigations and disciplinary matters. 7. Evaluate telecommunications and clerical operating procedures to determine effectiveness and efficiency. Make recommendations for change as necessary. 8. Evaluate performance of dispatcher/clerk personnel based upon direct observation, review of work performance, including dispatch and clerical work. 9. Consider each member’s strengths and weaknesses on an individual level when evaluating members. 10. Maintain an open mind and do not allow personal feelings to intrude when evaluating a member. 11. The dispatcher/clerk supervisor shall report in writing to the chief, information on any dispatcher/clerk who is unfit for service because of either mental or physical incompetence or any other condition causing the member to be unfit for duty.

F. ADDITIONAL TASKS 1. Along with the duties already listed, the dispatcher/clerk supervisor will also perform the duties of a dispatcher/clerk. 2. Undertake other duties or tasks as ordered or required. 3. The dispatcher/clerk supervisor shall at the direction of the chief, investigate any citizen’s complaints on any dispatcher/clerk under his/her command and at the completion of the investigation provide a report to the chief.

4. Work to create a positive relationship with other village departments and area public safety answering points. 5. The dispatcher/clerk supervisor shall abide by and enforce all rules of the department and other village rules as applicable.

III. EDUCATION, LICENSURE/CERTIFICATION AND EXPERIENCE. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills and abilities required.

A. High School graduate, GED or HSED B. A minimum of five (5) years of previous law enforcement experience. C. Any additional training as recommended or required by the chief.

IV. QUALIFICATIONS AND SKILLS. Must be able to provide evidence of extensive knowledge and experience of the following:

A. Best practice methods and practices of public safety dispatching. B. Computer systems and other methods of collecting and analyzing data. C. Supervision of the operation and maintenance of various types of dispatch and telecommunication apparatus and equipment. D. Best practice training methods and the ability to supervise the training and instruction of personnel. E. Must have clear and precise verbal skills. F. Must possess excellent leadership skills. G. Should be organized and comfortable delegating. H. Must have strong problem-solving and technological abilities. I. Must be able to foster positive working relationships both within and outside of the department. J. Must be adaptable and demonstrate a willingness to seek out and try new methods and abandon ineffective ones. K. Ability to instruct and train other staff L. Ability to utilize computer programs and equipment M. Ability to communicate effectively orally and in writing N. Ability to multi-task and problem solve.

V. WORK ENVIRONMENT. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job:

A. Must be available around the clock as a variety of shifts, including evenings, weekends and holidays, must be covered B. Overtime and long-shifts – sometimes 12 hours – are common. C. May be subject to call up in the event of an emergency D. The pressure to respond quickly and calmly in alarming situations that can be stressful. E. Can experience uncomfortable temperatures in the dispatch center. F. May face exposure to infectious agents, such as hepatitis B or HIV.

VI. AMERICANS WITH DISABILITIES ACT (ADA) ESSENTIAL ELEMENTS AND QUALIFICATIONS.

A. Must be able to sit, stand, bend, walk and climb with or without back support. B. Able to lift a minimum of 25 pounds. C. Must have dexterity and hand/eye coordination necessary to operate computer keyboard and other office equipment. D. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to focus E. Requires normal vision range and absence of color blindness. F. Hearing activities requires the ability to participate in numerous conversations throughout the workday both in person and over the telephone. G. Must be able to work with file cabinets that are 5’8” in height and cabinet drawers that have a depth of 24.”

VII. ADDITIONAL REQUIREMENTS.

A. Comply with the conditions of employment as stated in the Village of Mukwonago Employee Handbook. B. Must keep current with new computer technology which would benefit the Village and its residents. C. Reside within a twenty-five mile radius of the Village Square (intersection of County HWY ES and State Hwy 83) within 1 year after successful completion of probation. D. Continue his/her education, leading to an associates or bachelor’s degree in Criminal Justice or related field. E. Implement the policy directives of the Police Chief and Village Board.

The Village of Mukwonago is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the Village will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.

Adopted this 16th day of May 2017.

______Fred Winchowky, Village President

Attest: ______Steven Braatz, Jr., Clerk-Treasurer

VILLAGE OF MUKWONAGO

EMPLOYEE CLASSIFICATION AND COMPENSATION STUDY FINAL REPORT OCTOBER 2017

TABLE OF CONTENTS

I. INTRODUCTION – Pages 1 to 2 • Scope of Work – Page 1

II. EXECUTIVE SUMMARY – Pages 3 to 5 • Internal Equity – Classification Plan Development – Page 3 • Job Title Changes – Page 4 • External Equity – Market Competitiveness – Page 4 • Salary and Benefits Survey – Page 4 • Proposed Classification and Compensation Plans – Page 5 • Future Administration of the Classification and Compensation System – Page 5 • Benefits Analysis – Page 5

III. THE POSITION CLASSIFICATION PLAN and JOB EVALUATION – Pages 6 to 7 • The Position Classification Plan – Page 6

IV. JOB EVALUATION – Pages 8 to 10 • Job Evaluation – Page 8 • Determination of Fair Labor Standards Act Designation – Page 9

V. SALARY AND BENEFITS SURVEY – Pages 11 to 14 • Selection of Comparable Jurisdictions for Survey Purposes – Page 11 • The Salary Survey – Page 12 • Appraisal and Use of the Salary Survey Data – Page 13 • The Benefits Survey and Findings – Page 14

VI. COMPENSATION PLAN DEVELOPMENT AND RECOMMENDATIONS – Pages 15 to 23 • Development of the Compensation Plan – Page 15 • Pay Plan Options for the Village’s Consideration – Page 15 • Pay Plan Design – Defined Increment, Open-Range, and Blended Pay Plans - Page 15 • Recommendation: Open-Range Merit Plan – Page 18 • Pay Philosophy – Page 18 • Proposed Compensation Plan and Structure – Page 18 • Implementation and Administration of the Pay Plan for Current Employees – page 19 • Employee Advancement through the Ranges – Page 20 • Future Administration of the Compensation Plan – Page 21 • Future Administration of the Classification Plan – Page 22 • Appreciation – Page 23 i Tables Table 1 – Classification Plan Table 2 – Comprehensive Table Table 3 – Proposed Compensation Ranges

APPENDICES Appendix A – Job Analysis Questionnaire Appendix B – Comparable Community Analysis Appendix C – Detailed Salary Survey Data Appendix D – Detailed Benefits Survey Data

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I. INTRODUCTION

GovHR USA, LLC is pleased to have had the opportunity to work with the Village of Mukwonago on this Classification and Compensation Study. Human resource management is a significant concern as governmental services continue to increase in cost and complexity, and the resources to fund local governments are constrained. Day-to-day operations present challenging administrative problems in planning, organizing, and directing human resource functions in order to achieve maximum efficiency and effectiveness in the delivery of municipal services. A properly developed and administered classification and compensation plan forms the foundation for meeting these challenges. It helps to ensure that the Village can not only recruit the best and brightest employees – even in a competitive marketplace – to complete its mission, but retain those employees as well. By retaining qualified, experienced employees the Village avoids the costs of re-recruitments, retraining and lost productivity, while maximizing the benefits of the investments it has made in training employees and the institutional and community knowledge acquired by those employees over their tenures.

GovHR USA (GovHR) understands the high expectations that have been established in Mukwonago for service delivery and competitiveness in recruiting and retaining excellent employees. These factors have been taken into consideration in the analysis and reflected in the Study results.

Scope of Work The scope of work called for GovHR to carry out the following:

I. Job Evaluation Analysis and Job Classification System

Below is a list of tasks included in this component of the Study (listed in the order that the work was performed):

• Study preparation and project meetings. Met with the Village Administrator, Finance Director and the other Department Heads via teleconference to discuss Study methods and expectations, and the current classification and compensation plans and organizational structure. Determined problem areas, answered questions, and reviewed the scope and schedule of work.

• Material distribution. Prepared a memorandum of explanation, which was distributed to employees. Held meetings with employees to discuss the Job Analysis Questionnaire (JAQ) and to explain the scope and purpose of the Study. Employees were allowed about ten days to complete the questionnaire. The completed questionnaires were then reviewed by each employee’s Supervisor and/or Department Head and Village Administration for approval as to

GovHR USA, LLC The Village of Muckwonago, WI 1

content. The JAQ forms were returned to GovHR within approximately three (3) weeks of distribution.

• Determined comparable communities and prepared and sent out the compensation survey. Working with the Village Administrator, Finance Director and other Department Heads, determined a logical survey sample of “like” communities that impact the compensation market of Mukwonago. Designed and sent out the compensation survey for the benchmark classifications and benefits covered in the Study.

• Job evaluation analysis and establishment of job classification system. Upon return of the JAQs by the Village, GovHR performed the following:

. Read each JAQ and corresponding Job Description in its entirety. . Conducted in person interviews with employees in classifications covered by the Study, as well as the Department Heads with regard to jobs under their jurisdiction, to further understand the scope of duties and responsibilities of each position. . Applied a measurement system of job evaluation factors to all classifications, which formed the basis for internal rankings (equity) of classifications. . Upon completion of the job evaluation measurements, a new Classification Plan was developed.

II. Salary and Benefits Survey

The following tasks were included in this component of the Study:

• Tabulated, summarized, and analyzed comparative compensation information obtained through the salary and benefits survey. Prepared pay tabulations that compared the salary ranges of the Village of Mukwonago to the salary ranges of its “like” communities. Prepared comparison calculations at the 50th, 60th, 65th, 75th and 80th percentiles. Displayed data for each responding jurisdiction for each classification and summarized the data in table form. Based on discussions with the Village and the gathered data developed salary ranges that would establish Mukwonago as a payer at the 50th percentile of the municipalities surveyed (see the Section VI on pay philosophy).

• Based on the above data, developed and recommended new salary schedules and titles and provided feedback on selected benefits for the Village.

IV. Draft and Final Report Preparation

• A preliminary analysis of the data and recommended classification and compensation plan was shared with the Finance Director and Village Administrator. Over several telephone calls and emails, feedback from the Village Administration was reviewed and incorporated into the recommendations.

• This draft report has been prepared by the Consultant and sent electronically to the Village.

• A presentation of these draft findings will be conducted for the Village Board October 9, 2017. Once the presentation is made and review comments are returned, a final report will be prepared and transmitted electronically to the Village.

GovHR USA, LLC The Village of Muckwonago, WI 2 II. EXECUTIVE SUMMARY

A Classification and Compensation Study encompasses a significant amount of information that can be time consuming to condense and organize into an abbreviated format. Therefore, GovHR USA has compiled this Executive Summary in order to provide a quick synopsis regarding the major components, findings and recommendations of this Study.

The purpose of a well-designed Pay and Classification Study is twofold. First, it establishes internal equity (ranking) among employees across Departments in the Village. Second, it assures external equity/competitiveness by comparing the compensation of Mukwonago employees against market data.

Internal Equity - Classification Plan Development The Study developed a new Classification Plan for 26 classified positions of the Village of Mukwonago. To complete this task, the Consultant completed a Job Evaluation. The Job Evaluation involved all of the employees in Mukwonago covered by the Study. As a result of the Job Evaluation, which included the completion of a questionnaire and interviews of at least one employee working in each classification covered by the Study, the Consultants assigned a numerical value to each position so like positions within the organization would be grouped together to produce an internal equity hierarchy. Nine factors were used for the evaluation of Mukwonago's job classifications. They were as follows:

1. Education – Required Preparation and Training 2. Work Experience – Years of Experience Needed to Perform Job 3. Decision Making and Independent Judgment 4. Responsibility for Policy Development 5. Planning 6. Contact with Others 7. Work of Others (Supervision Exercised) 8. Working Conditions 9. Use of Technology/Specialized Equipment

The product of this internal ranking is shown in Table 1, which lists the Village’s job classifications with their numerical job evaluation score, also known as a Classification Plan. The higher the job factor evaluation score, the higher the job classification within the Classification Plan.

GovHR USA, LLC The Village of Muckwonago, WI 3 Job Title Change After conducting the job evaluation noted above, the Consultants observed an inconsistency between the market and the actual duties assigned to a classification. Therefore, the following job title change has been recommended based on clarification of duties and market trends:

Current Title Proposed New Title

Finance Director Finance Director/Human Resources Coordinator

External Equity – Market Competitiveness The second component of the Classification and Compensation Study involved establishing external competitiveness. A group of communities comparable to the Village was established. The Consultants started with all Wisconsin communities from the Illinois state line north to approximately Fond du Lac with populations between 7,500 and 12,500 and then applied a specific set of comparison criteria (e.g., basic spending per capita, equalized value, municipal property tax levy, etc.) to each community. (See Appendix B.) Based on the results of this analysis, the following group of communities was deemed to be the most comparable to the Village. Brown Deer McFarland Burlington Monona DeForest Pewaukee Elkhorn Plymouth Fort Atkinson Port Washington Grafton St. Francis Hales Corners

Salary and Benefits Survey GovHR then prepared and distributed a salary and benefits survey to the thirteen communities listed above. Eleven of the communities responded to the survey. The salary survey summary results can be found in Table 2 and the detailed data for the salary survey can be found in Appendix C. To provide external competitiveness for the Village’s salaries, the salary ranges derived from this survey were used to help establish the proposed pay plan. The recommended pay ranges are contained within Table 3 of the report.

GovHR USA, LLC The Village of Muckwonago, WI 4 Proposed Classification and Compensation Plans The goal of this study was to recommend a classification and compensation plan that is internally equitable and externally competitive. To accomplish this, a compensation plan was developed using the 50th percentile comparison of the salary ranges that were acquired through the salary survey data.

The resulting classification and compensation plans consist of 9 pay grades (1 being lowest, 9 being highest), and is broken down into the following four (4) bands.

 Grades 1 – 3 – Administrative and Technical Staff  Grades 4 – 6 – Supervisors and Advanced Technical Staff  Grades 7 – 8 – Directors and Managers  Grade 9 – Village Administrator

All proposed pay ranges are open ranges. There is a 7.5% gradation between grades 1 – 3 and a 10% gradation between grades 4 – 6 and grades 7 – 8. The ranges for all grades 1 – 9 have a 35% spread from minimum to maximum.

Future Administration of the Classification and Compensation System Within the body of this report, GovHR has outlined how the Village can maintain the classification and compensation system. GovHR will supply the Village with a User’s Manual and all associated documents to maintain the classification plan and the steps to ensure the Village remains competitive with the market in the years to come.

Benefits Analysis Observations and recommendations were made regarding the benefits plan offered by the Village of Mukwonago in relation to its comparable municipalities. These findings can be found in the body of the report in Section V.

GovHR USA, LLC The Village of Muckwonago, WI 5 III. THE POSITION CLASSIFICATION PLAN

A position classification plan provides for a systematic arrangement of positions into classes. A position, often referred to as a job (e.g., Administrative Assistant), contains a specific set of duties and responsibilities that is the objective of the classification process. A class is a grouping of positions which are “similar” in nature of work, principal duties and responsibilities, relative level of work difficulty, and level of knowledge, skill and ability (KSAs) required to perform the job. Positions allocated to the same class are “sufficiently similar” with respect to the types of factors enumerated above to permit them to be compensated at the same general level of pay. The positions do not have to be identical, however, and can be in different departments or even in the same department dealing with different subject matter or performing different specific duties.

It is this arrangement of positions and resulting classification structure that forms the basis for the compensation plan. A classification study is not intended to assess individual performance. To that end, a position that belongs in a certain class is not entitled to be placed in a higher class simply because the individual performs the work with a high degree of success and efficiency, nor is it placed in a lower class simply because the incumbent performs the work with low competence or productivity. Variations in individual performance are not recognized by differences in classification, but are management issues. Similarly, there is a tendency in some work forces to use the classification plan to reward longevity, even though the duties and responsibilities of individual positions may not have changed over time. However, just because an individual has been with an organization for a long time and is at the top of their pay range, this does not mean they should be moved to the next higher pay grade. Longevity is not a classification factor and the classification plan should not be used in this manner.

As an assessment of duties performed and of responsibilities exercised, a position classification plan is an exceedingly useful managerial tool. It provides the fundamental rationale for the compensation plan and helps management identify positions which have taken on (or in some cases eliminated) duties and responsibilities, thereby sustaining the principle of equal pay for equal work. Through proper maintenance of the classification plan, employees are assured of management’s continuing concern about the nature of work that they carry out and its reward in the form of appropriate pay levels and relationships.

GovHR USA, LLC The Village of Muckwonago, WI 6 The classification plan provides the basis for recruitment, screening, and selection of employees in direct relationship to job content. Promotional ladders as well as opportunities for lateral career development are also evidenced by the logical grouping of allied occupational classes and hierarchies.

GovHR USA, LLC The Village of Muckwonago, WI 7 IV. JOB EVALUATION

GovHR’s approach to job evaluation involves a quantitative “point and factor” comparison method, which “cross-compares” all jobs in the organization against numerous factors such as educational requirements, experience, work conditions, and the like (see below). Therefore, all jobs in each organizational unit (e.g., Finance, Police, Public Works, etc.) may be compared against each other, based upon the same factors.

In conducting the job evaluation exercise, it must be again emphasized that the position, and not the incumbent’s qualifications, performance, or years of service in the position, is evaluated. An incumbent employee may feel s/he should be placed in a higher level (i.e., receive more points) because the individual performs well, has a long tenure with the organization, and/or has additional education or skills not required to perform that job, or may feel s/he does more tasks than a similar employee in another Department, but these are not valid determinants for job classification.

Before reviewing the results of the evaluation of the job classes, it is important to note that the purpose of job evaluation is to identify whether a job is more or less advanced than, or equal to, other jobs in the organization, based on nine (9) objective factors. While these factor definitions are guidelines, they are constructed to allow limited flexibility of interpretation while at the same time providing a strict framework and structure for comparison.

The nine (9) factors used for the evaluation of Mukwonago’s job classes are as follows:

1. Preparation and Training 2. Experience Required 3. Decision Making and Independent Judgment 4. Responsibility for Policy Development 5. Planning of Work 6. Contact with Others 7. Work of Others (Supervision Exercised) 8. Working Conditions 9. Use of Technology/Specialized Equipment

As part of the job evaluation process, the duties, responsibilities, and qualification requirements for each job classification were reviewed via a thorough reading of the incumbent’s current job description

GovHR USA, LLC The Village of Muckwonago, WI 8 and a Job Analysis Questionnaire (JAQs) completed by each employee (Appendix A). In addition, GovHR conducted interviews with at least one employee in each of the classifications covered by the Study and with the Department Heads. Points were then assigned to each factor by selecting the description that best fit the appropriate level of compliance. In other words, a position that requires a Master’s Degree would receive more points under the “Preparation and Training” factor than positions that did not require this advanced degree. Points for each factor were then totaled for each position. Using this method, the positions were found to fall into distinguishable job factor analysis (JFA) scores. Table 1 contains the Classification Plan, including the job classification title, the proposed Grade, JFA score and proposed new title for the evaluated classifications.

As part of the service provided in the pay study, we make recommendations of title changes/additions to reflect either a better description of the job being performed or to be consistent with trends in the organization or the marketplace. Based on this, we recommend the following change to the current plan: Current Title Proposed New Title Finance Director Finance Director/Human Resources Coordinator

Determination of Fair Labor Standards Act Designation The Fair Labor Standards Act (FLSA) imposes certain minimum wage and overtime pay requirements on employers for jobs that are covered under the Act. Most jobs, including the majority of public-sector jobs, are covered under the Act and entitled to overtime pay. But certain positions, mostly office jobs, are “exempt” from coverage under the Act and therefore not entitled to overtime pay.

Employers often misclassify employees as exempt (and therefore not entitled to overtime pay) because of a misunderstanding of the law or unfamiliarity with the rules. An incorrect determination regarding whether certain positions within an organization are entitled to overtime pay can subject an employer to back pay awards and expensive fines and penalties if the employees file a complaint with the Department of Labor, and the Department decides to file a lawsuit against the employer. It is therefore important to make the proper determination regarding the status of each job within the organization, and whether that job is entitled to the rights and protections afforded to workers under the FLSA.

GovHR USA, LLC The Village of Muckwonago, WI 9 Before any determination can be made, it is important to become familiar with the many rules, regulations and exceptions contained in the Fair Labor Standards Act. These rules can be complex, and the determination regarding whether a particular position is covered by the Act is not always clear-cut. GovHR began its analysis by having employees complete a questionnaire that has been specifically designed to elicit responses from the employees regarding the types of duties they are required to perform on a regular basis. The answers provided were generally sufficient for the Consultant to determine if the position was or was not exempt under the Act. The Consultant also gathered additional information during the employee interviews, including concrete examples of the types of policies the employees had been involved in formulating, or whether the employees had significant input or sole discretion on things such as hiring, firing and discipline of other employees in their departments. Based on the review of the FLSA assignments, GovHR found that the majority of positions were appropriately designated. Positions that may need to have their designations changed have been indicated and the Village has been advised of the Consultant’s recommendation. GovHR recommends the Village consult with its Attorney before any changes are applied.

It is important to note that the FLSA provides certain minimum standards that the employer must provide, and that cannot be waived or reduced by the nonexempt employee either individually or through a collective bargaining agreement. The employer can, of course, choose to also apply minimum wage and overtime pay requirements to otherwise exempt employees, or to exceed the minimum requirements for some or all of its employees by agreement. If the Village chooses to award overtime to positions designated as exempt, then it should take care to be certain that the standard it applied uniformly across similar classifications within the organization.

GovHR USA, LLC The Village of Muckwonago, WI 10 V. SALARY AND BENEFITS SURVEY

The Village of Mukwonago initiated this Study with the objective of assuring that its compensation and benefits plan is both internally equitable and externally competitive. The Job Evaluation System (outlined in Part IV) is performed to address the issue of internal equity. To achieve external competitiveness, a market survey of comparable jurisdictions was conducted. The following presents and explains the labor market review and salary and benefits survey data.

Selection of Comparable Jurisdictions for Survey Purposes Selecting jurisdictions for the comparison group is an important element in a classification and compensation study. When selecting jurisdictions to serve as survey comparables, it is important to use particular criteria to evaluate the other jurisdictions to assure that those chosen as comparables will be the most similar to Mukwonago.

To determine which municipalities should be used for survey purposes, the Consultants first considered all Wisconsin communities from the Illinois state line north to approximately Fond du Lac with populations between 7,500 and 12,500. Subsequently, the following criteria was then applied to each of these communities:

Criterion Total Possible Points Factor Weight 1. Equalized Value 20 20% 2. Municipal Property Tax Levy 15 15% 3. Basic Spending Per Capita 15 15% 4. Municipal Property Tax Rate 15 15% 5. Per Capita Income 15 15% 6. Operating Spending Per Capita 10 10% 7. General Obligation Debt 5 5% 8. Shared Revenues 5 5% 100 100%

The eight (8) categories listed incorporate a variety of economic indicators to ensure selection of comparables with similar financial conditions to the Village of Mukwonago.

Within each of the eight (8) categories, ranges of compatibility were established. For example, the closer a community was to matching the Village of Mukwonago’s basic spending per capita, the closer

GovHR USA, LLC The Village of Muckwonago, WI 11 the community would be to receiving the maximum of fifteen (15) points. A community whose basic spending per capita was significantly larger or smaller than Mukwonago’s basic spending per capita would receive fewer or even zero points. Thus, a municipality achieving a total of 100 points would be considered most comparable to the Village of Mukwonago. A community with zero points was therefore determined to be the least comparable to the Village. A more detailed explanation of the methodology used to determine the comparable communities is included in Appendix B.

A cutoff of 90 points was established to select the communities most strongly similar to Mukwonago across the eight (8) categories. After applying the eight (8) criteria, thirteen (13) communities achieved 90 or more compatibility points on the comparison scale with Mukwonago. They are as follows, in alphabetical order:

Brown Deer McFarland Burlington Monona DeForest Pewaukee Elkhorn Plymouth Fort Atkinson Port Washington Grafton St. Francis Hales Corners

The Salary Survey After selecting the municipalities for the source of survey data, the Consultants then prepared and distributed a salary and benefits survey to the thirteen comparable communities listed above. Eleven of the communities responded to the survey. Table 2 is a summary of the benchmark salary survey data. The detailed salary survey data for each position is contained in Appendix C.

It is important to make a few of observations regarding Table 2 and Appendix C. 1. The salary data is information that was available as of June – August 2017. The new recommended salary ranges for the Village were developed using this salary data from the comparable communities. 2. Some of the comparable municipalities provided salary range minimums and maximums for comparison purposes, while others (those that don’t utilize salary ranges as part of their pay plans) provided actual salaries for surveyed positions. The salary range minimums and maximums were analyzed to determine the 50th, 60th, 65th, 75th and 80th percentiles to identify

GovHR USA, LLC The Village of Muckwonago, WI 12 wage ranges for “average” and “above average” payers. Any actual salaries provided by the comparable municipalities were not analyzed simply because there was abundant salary range information. Salary ranges are a better gauge of market salaries than an actual salary and are thus preferred to conduct analysis. 3. Salary ranges associated with positions that have been reclassified may not be consistent with other salary ranges in a particular Grade. 4. Data contained within Appendix C has been thoroughly reviewed. If the Consultants determined the data was not relevant, it was removed. Thus, if a specific position within the salary survey has two worksheets associated with it in Appendix C, then data were removed. The second data sheet will have the word “Edited” after the title of the position surveyed. If a specific data point was removed, it is highlighted on the first worksheet and then removed on the second worksheet associated with the position.

Appraisal and Use of Salary Survey Data While comparing Mukwonago’s current salaries to those paid by other employers in the survey group, it must be noted that variations in compensation may be due to several factors, including:

1. Organizational size and economic conditions that can have an impact on classifications. In smaller organizations, employees are often asked to "wear many hats" and therefore take on more duties and responsibilities than would normally be required of a certain position. In addition, the economic downturn forced organizations to "do more with less", compelling staff to take on more duties and responsibilities than they have in the past. Therefore, it becomes increasingly harder to compare “like” classifications within organizations. To try to avoid inaccurate comparisons, a short job description of the classifications was included in the survey in order to ascertain if “like" positions were being compared.

2. Some employers place a different “relative worth” on certain groups of employees. For example, some employers are forced to place a higher value on certain employees or groups of employees because of the market, and therefore, pay them more. Overall, the policies and value judgments of different employers in compensating the same kind of work can vary widely. There is rarely a single prevailing rate for any particular kind of work, even within the same labor market.

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3. Exact comparisons among different employers of ostensibly similar jobs duties and responsibilities and related employment factors are sometimes difficult to make.

Nevertheless, comparative salary data widely recognized as a good measure of the appropriate compensation rates with respect to the prevailing market. This data is also useful as an indication of generally prevailing opinions concerning the pay relationships that should exist among different classes of work. Of equal importance, however, are the internal relationships arrived at by comparing the relative levels of difficulty, responsibility, experience, education and training for the various classes, as was accomplished in the job evaluation portion of this Study.

The Benefits Survey and Findings The benefits portion of the survey collected data related to the following benefits: Insurance: Medical — Life Leave: Holiday – Personal – Sick - Vacation Retirement Education-based Pay Incentives Part-time Benefits

Appendix D contains tables summarizing the data related to the benefits survey. A review of the benefits offered in Mukwonago versus the comparable communities shows that Mukwonago is on par with the benefits it offers the Village employees. There are some variations in the various benefits but overall the Village is comparable and competitive when compared to the other responding communities.

GovHR USA, LLC The Village of Muckwonago, WI 14 VI. COMPENSATION PLAN DEVELOPMENT AND RECOMMENDATIONS

Development of the Compensation Plan A basic element in any human resources management program is adequate and equitable employee compensation. A compensation plan of this nature is essential if qualified employees are to be recruited and retained. To achieve these ends, there must also be a reasonable, uniform, and widely accepted model of the factors of job content upon which the compensation system rests. Application of the model and definition of job content were the purpose of the job evaluation aspects of this Study.

The plan presented in this report is designed to accomplish the Study goals by: (1) providing for equal compensation for work of equivalent job content and responsibility; (2) facilitating adjustments to compensation levels based on changing economic and employment conditions that impacted these interrelationships; and (3) establishing compensation rates that compare favorably with those of other equivalent jurisdictions within the appropriate labor market. In preparing this plan, the Study only looked at base compensation. The compensation associated with longevity or other fringe benefits was not analyzed or factored into the compensation plan.

Pay Plan Options for the Village’s Consideration One of the purposes of this Study was to provide an updated pay plan that both relates to the external market and is internally equitable. The consulting team held several discussions with Village Administration to examine the many facets of salary administration, at both the technical and philosophical level. During these discussions, the concepts – and potential advantages and disadvantages – of defined increment and open range pay plans were reviewed.

Pay Plan Design: Defined Increment, Open-Range, and Blended Pay Plans

Defined increment merit plans are pay plans that have salary ranges with a minimum and a maximum with defined percentage increments (e.g., 3%) in between. If an employee has a satisfactory performance evaluation, he/she systematically advances through the pay range. This performance evaluation, and resulting salary increment increase, occurs annually.

Open-range merit plans also have salary ranges with minimums and maximums, but without defined percentage increments in between. Employees are advanced through the pay range based on annual

GovHR USA, LLC The Village of Muckwonago, WI 15 satisfactory performance evaluation, with the “percentage” of their increase determined by their supervisor.

In considering either the defined increment or open range merit plans, it is important to understand that employees at various levels of responsibility may react differently toward, and be motivated differently by, the salary plan they work under. Management personnel may have a higher acceptance of open-range, goal-oriented merit salary plans, and thus tend to be more comfortable with and motivated by this method of compensation. Mid to lower level positions may want the assurance of a defined salary increase based on satisfactory performance. Possible advantages and disadvantages of each plan are summarized below:

A. Defined Increment Plan Advantages Village: A defined increment merit plan has the advantage of creating financial predictability because it is easier for management to predict and plan for salary increases on an annual basis.

Employees: Employees like a defined increment merit plan because it offers security and predictability for advancement through the range. Another plus of this plan is that it offers a high degree of internal equity and fairness – the expectation that fellow workers in this plan are all being treated the same.

Disadvantages Village: The Village may feel that increment plans simply reward pay increases on a routine basis. However, by tying the increase to a satisfactory performance evaluation, the Village can be assured that only acceptably-performing employees will receive a salary increase.

Employees: Employees may feel unmotivated to perform at an above average or at a superior level, knowing their salary increase amount is pre-determined. One way to remove this negative is to allow an employee with a superior performance evaluation to get a two (2) increment increase. This, however, would be the exception and not the rule to this system. Most employees would be considered “average” performers and receive a one (1) increment increase.

B. Open Range Merit Plan

Advantages

GovHR USA, LLC The Village of Muckwonago, WI 16 Village: The open range plan tends to motivate employees to perform at a higher level, thereby achieving greater production/benefit for the Village. This plan also enables the supervising authority to reward high-performing employees with a salary increase greater than a defined increment.

Employees: Employees who are high performers like working under this plan as they can “earn” a higher percentage salary increase.

Disadvantages Village: Anticipating the cost of merit increases has less financial predictability, as it is not always possible to know how many employees will be high performers in any given year. However, the Village can fund a “merit increase pool” for all open-range employees to receive an average percentage (i.e., a 2-3% increase), knowing that some employees will receive less (or no) increase and some employees will earn more.

Employees: Open-range merit plans can create a perceived inequity regarding how individuals are granted salary increases. It is incumbent upon management to use an equitable performance evaluation system when implementing this salary plan. It is also incumbent on management to ensure that the performance evaluation system is applied fairly and that supervisors receive appropriate training on conducting the evaluation and using the evaluation tool properly.

C. Blended Merit Plan

There are positives and negatives for both defined increment merit plans and open-range merit plans. However, it is also possible to design a pragmatic salary system that uses elements of both defined increment and open-range plans. It is becoming increasingly common for organizations to have a blended pay plan for various levels of positions that reflects the particular circumstances and culture of the organization. A plan of this type is customizable to the needs of the organization. It is also a preferable plan for organizations that are transitioning from defined increment to open range merit plans. The following is one example of a blended plan:

Exempt: All exempt employees are in an open-range merit plan.

Non-exempt: Non-exempt employees are in defined-increment/open-range blended merit plan. In this plan, salary ranges begin at the minimum with, for example, three defined increments and then transition into an open range. The initial increment of the assigned range is intended as the normal

GovHR USA, LLC The Village of Muckwonago, WI 17 hiring/promoting rate. Increments 2 and 3 would be awarded upon successful completion of the employee's initial evaluation period and/or after another period that is set by the Village (e.g., Increment 2 after the initial evaluation and Increment 3 after an additional year of employment.) After that, Increment 3 employees may advance through the open range as a result of a successful performance appraisal.

Recommendation: Open-Range Merit Plan Based on the discussions with the Village, GovHR is recommending an open-range merit plan. Open- range merit plans have salary ranges with minimums and maximums, but without defined percentage increments in between. Employees are advanced through the compensation range based on annual satisfactory performance evaluation, with the “percentage” of their increase determined by their supervisor and Village Administration.

The open range plan also allows maximum flexibility for the Village relative to recruitment and funding as employees can be hired within the range and the increases provided annually for meritorious performance can fluctuate based on available funding. Given Mukwonago’s goal to recruit, reward and retain motivated, high-performing employees, the open-range merit plan has been selected for recommendation.

Pay Philosophy An important component in the process of developing a pay plan is understanding and applying the pay philosophy that has been adopted by the Village. In Mukwonago, the Village subscribes to a pay philosophy of compensating employees at an “at-market” rate at the 50th percentile.

Proposed Compensation Plan and Structure The next step in this process is to combine the JFA scores included in Table 1 and 2 with the proposed salary ranges in Table 3. The JFA scores were categorized into nine (9) skill level/compensation grades, which recognize significant and definable differences in the level of duties and responsibilities and group classifications according to these factors. Table 2 combines all of the information at the 50th percentile.

Table 1 includes the Proposed Classification Plan. The plan’s 9 compensation grades (1 being lowest, 9 being highest) are grouped into three categories or pay bands, as shown in Table 3:

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• Grades 1 – 3 – Administrative and Technical Staff • Grades 4 – 6 – Supervisors and Advanced Technical Staff • Grades 7 – 8 – Directors and Managers • Grade 9 – Village Administrator

There is a 7.5% gradation between grades 1 – 3 and a 10% gradation between grades 4 – 6 and 7 – 8. The ranges for all grades 1 – 9 have a 35% spread from minimum to maximum.

Note 1: Different pay grades may have different ranges from minimum to maximum pay. It is appropriate for the lower grades in a pay plan to have a smaller spread from minimum to maximum as it is likely that new employees would start at the minimum pay of the range. Conversely, it is more likely that more experienced employees or Department Head level employees may be hired at a rate above the minimum pay of a range, thus it is necessary to have a greater spread from minimum to maximum pay.

Note 2: Gradation refers to the relationship between the minimum pay of one grade to the minimum pay of the next grade. In this case, the starting pay for Grade 2 is 7.5% higher than Grade 1 and so on. The gradation will vary depending upon the relationship between the salary survey data for the grade, the number of grades in the pay band and the established pay range.

Implementation and Administration of the Compensation Plan for Current Employees Implementation of the Compensation Plan, as it affects individual employees, should be under the following pattern of adjustments:

1. Employees whose present compensation is below the minimum compensation of the range for their classification should be raised to the minimum of the range. These employees have salaries bolded in Green on Table 2.

2. The compensation of employees whose present compensation is within the range for their class should be slotted into the new compensation plan at the current rate.

GovHR USA, LLC The Village of Muckwonago, WI 19 3. The compensation of the employee whose present compensation is above the maximum pay of the range should be held at his or her present rate, without a reduction in compensation, until such time that further market analysis indicates commensurate alignment with the market place. However, the Village can consider lump sum increases for these employees, which does not impact base pay levels, until the ranges adjust to include the individual employee pay rates. These employees have salaries bolded in Red on Table 2.

In other studies, GovHR has been asked for ideas on how to address the situation of long-term employees whose current compensation falls near the bottom (within 5 - 10%) of the proposed pay range. If this occurs, it illustrates that the position has been compensated at less than the market rate for someone with similar tenure. Thus, some communities elect to make additional adjustments for those employees at implementation. This program is discretionary for the community to adopt and only occurs one time, at the implementation of the new classification and compensation plan. If the Village wishes to consider such a program, an example is illustrated below:

Service Adjustment 1 - 3 Years 0% Over 3 and up to 8 Years 1% Over 8 and up to 15 Years 2% Over 15 Years 3%

Employee Advancement through the Ranges To implement the new compensation plan, we recommend that the Village use the following procedure.

The starting salary of the range (Minimum) is the normal hiring/promoting rate. Exceptions to this starting point should be limited to hiring situations involving: 1) applicants with exceptional background and qualifications; 2) a promotion in which the employee’s current compensation is higher than the minimum of the new range; or 3) in the case of a labor market situation where it is impossible to recruit qualified candidates at the minimum. In these cases, employees may be appointed to their positions anywhere within the defined range (generally up to the midpoint), depending on their experience and qualifications, and based on the provisions of the Village’s Personnel policies. Employees should not be hired below the minimum of their compensation range.

GovHR USA, LLC The Village of Muckwonago, WI 20

Salary advancement between the hiring rate and the top of the range (Maximum) is done throughout the employee’s tenure with the organization. Advancement through the range would be done on an annual basis and be dependent on a satisfactory performance evaluation. Incumbents progressing through the range should understand that standards of performance would become more exacting or controlling as compensation levels advance. Typical movement through the range could be in increments of 1% to 3%, depending on the employee’s performance evaluation and goal attainment, as well as the financial resources of the Village.

The Village may also wish to provide a merit bonus for exemplary performance after an employee reaches the maximum pay for the range. If this option is exercised, then an employee would be eligible to receive a payment after a successful performance appraisal each year. This payment should not be worked into the base salary. It can be in the form of a lump sum payment that is a set amount calculated each year and the same for all employees, such as $500 for meeting expectations and $1,000 for exceeding expectations. Another option is to calculate a percentage of the employee’s pay and provide a lump sum payment equivalent to that amount, such as 1% for meeting expectations and 2% for exceeding expectations.

It is recommended that the Village set aside a "merit pool" every year, to fund increases for employees in this plan. This money would then serve as the "pool" for merit payments, knowing that some employees will be high performers, getting a higher percentage, and some employees will be lower performers, getting a lower percentage.

Again, it should also be noted that the implementation and use of a formal performance evaluation process for all staff members is a key component to the success of this merit system. Equally, if not more important, is to have supervisors be adequately trained to perform the formal performance evaluation process.

Future Administration of the Compensation Plan To maintain competitive salary levels and salary ranges, there should be an annual review of the Village’s salary ranges. The fourteen communities used in the survey group for this Study have been determined to be comparable jurisdictions to the Village. Therefore, Mukwonago can continue to use

GovHR USA, LLC The Village of Muckwonago, WI 21 these jurisdictions as a comparable salary survey group for annual salary comparison purposes, until it is determined that they are no longer valid comparables. As mentioned earlier, the salary levels for these comparables are current as of June-August 2017. It is GovHR USA’s recommendation that an annual “survey” of these jurisdictions be conducted to determine the percentage increase each organization in the comparable group is granting either as an annual “across-the-board increase” to their employees or as a general adjustment to their pay ranges. The Village may wish to provide an “across-the-board increase” to all employees based on the information received from the comparable communities. If this is the case, then the increases would be granted separately from any merit increase that would be awarded as a result of a successful performance appraisal.

It is the further recommendation of the Consulting team that the salary ranges for each grade be increased by the average percentage increase of the comparable group, even if an “across-the-board increase” is not given to all employees. Employees would continue to “advance” through the compensation ranges (provided that the employee is not at the maximum of the compensation range) by virtue of a merit increase granted for satisfactory or above satisfactory performance of their job duties. Finally, it is recommended that the Village review the comparability of the 13 municipalities after five years.

Future Administration of the Classification Plan The administration of a classification plan is an ongoing process. It must be recognized that it is not static and is not intended to affix positions permanently into job classes. Instead, the plan must be administered continually to adapt it to changing conditions.

Three specific types of changes in the plan itself are possible: abolition of a class, creation of a class, or adjustment/revision of a class. When all positions in a class are abolished or when positions are significantly changed work duties and responsibilities to the extent that the class becomes inappropriate or inaccurate, the class should be abolished. Similarly, new classes should be created when new work situations arise that are not covered by the established classes. However, caution should be exercised in this respect, particularly to assure that new classes are justified, are not merely duplicating established classes, cannot be accommodated through changes in existing classes, and reflect substantially permanent rather than temporary situations. The adjustment or revision of a class should be done when there are substantial changes to the requirements of the position or to the nature and

GovHR USA, LLC The Village of Muckwonago, WI 22 complexities of the duties being performed. All changes should be thoroughly evaluated for their effect on employee morale and the integrity of the class relationships established in the classification and compensation plans.

The Village Administration has been provided with the Job Analysis Questionnaire as well as the Job Factor Scoring Sheet, enabling the Village to grade a newly created or revised class. GovHR provides scoring assistance in such cases free of charge for one year after the delivery of this report.

Appreciation GovHR USA, LLC has appreciated the opportunity to work with the Village of Mukwonago in this most important Classification and Compensation Study. Special thanks are given to the employees of Mukwonago for all of the information provided to allow for the analysis and to the Project Team for the significant amount of work and support dedicated to the project.

GovHR USA, LLC The Village of Muckwonago, WI 23 VILLAGE OF MUKWONAGO Table 1 CLASSIFICATION PLAN

Current Position Title Proposed Title Total Grade Skill Level

Village Administrator 800 800 + 9

Directors and Managers Fire Chief 785 730 to 795 8 Police Chief 775 (65 points)

Police Lieutenant 715 660 to 725 7 Public Works Director 700 Utilities Director 700 Finance Director Finance Director/HR Coordinator 695

Supervisors and Advanced Technical Staff Police Sergeant 650 590 to 655 6 Assistant Utilities Director 625 Clerk-Treasurer 620

Supervisor of Inspections 565 520 to 585 5 Police Dispatcher/Clerk Supervisor 555 Public Works Crew Supervisor 530 Lead Utilities Operator 525

Building Codes Official 500 450 to 515 4 Patrol Officer 480 School Resource Officer 480 Public Works Mechanic 465 Accountant 460 Utilities Operator 450

Administrative and Technical Staff Police Dispatcher/Clerk 440 400 to 445 3 Deputy Clerk-Treasurer 430 (45 points) Public Works Crewperson 415 ` Court Clerk 395 350 to 395 2 Administrative Clerk/HR Specialist 375

Administrative Clerk (PT) 335 To 345 1

GovHR USA, LLC The Village of Muckwonago, WI 24 VILLAGE OF MUKWONAGO Table 2 COMPREHENSIVE TABLE Skill Salary Survey Data MukwonagoActual Proposed Position Title Total Level Grade 50th Percentile Salary RangeSalary Salary Range (50th) Village Administrator 800 800 + 9 $89,090 $108,888 $87,918 $105,503 $96,782 $82,500 $111,375

Directors and Managers Fire Chief 785 730 to 795 8 $76,729 $98,820 $69,023 $82,829 $80,600 $75,350 $101,723 Police Chief 775 (65 points) $79,196 $104,049 $76,584 $91,902 $89,440

Police Lieutenant 715 660 to 725 7 $66,414 $84,787 $67,087 $80,505 $78,021 $68,500 $92,475 Public Works Director 700 $75,355 $96,058 $67,161 $80,593 $69,347 Utilities Director 700 $68,897 $92,708 $69,825 $83,791 $72,093 Finance Director 695 $70,656 $95,542 $69,512 $83,413 $78,811

Supervisors and Advanced Technical Staff Police Sergeant 650 590 to 655 6 $60,694 $79,015 $74,348 $77,733 $77,730 $58,685 $79,225 Assistant Utilities Director 625 $59,030 $70,824 $70,824 Clerk‐Treasurer 620 $66,306 $75,460 $58,526 $70,231 $68,349

Supervisor of Inspections 565 520 to 585 5 $63,146 $82,930 $54,888 $65,450 $63,752 $53,350 $72,023 Police Dispatcher/Clerk Supervisor 555 $38,085 $45,302 $46,072 Public Works Crew Supervisor 530 $54,584 $71,736 $47,466 $56,950 $0 Lead Utilities Operator 525 $47,175 $63,358 $0

Building Codes Official 500 450 to 515 4 $52,808 $63,370 $54,517 $48,500 $65,475 Patrol Officer 480 $56,416 $67,870 $55,246 $71,680 $71,677 School Resource Officer 480 $71,677 Public Works Mechanic 465 $45,448 $59,613 $46,987 $56,326 $56,326 Accountant 460 $54,425 $66,679 $42,078 $50,482 $44,137 Utilities Operator 450 $44,546 $59,099 $46,550 $55,848 $46,550

Administrative and Technical Staff Police Dispatcher/Clerk 440 400 to 445 3 $37,428 $47,611 $35,901 $43,202 $36,005 $40,447 $54,603 Deputy Clerk‐Treasurer 430 (45 points) $42,049 $52,561 $42,474 $50,960 $48,173 Public Works Crewperson 415 $43,062 $53,362 $45,531 $54,621 $47,008

GovHR USA, LLC The Village of Muckwonago, WI 25 VILLAGE OF MUKWONAGO Table 2 COMPREHENSIVE TABLE Skill Salary Survey Data MukwonagoActual Proposed Position Title Total Level Grade 50th Percentile Salary RangeSalary Salary Range (50th)

Court Clerk 395 350 to 395 2 $37,247 $47,561 $33,218 $37,625 $50,794 Administrative Clerk/HR Specialist 375 $33,571 $40,290 $38,043

Administrative Clerk (PT) 335 To 345 1 $16.91 $20.70 $16.14 $19.37 $17.20 $35,000 $47,250

GovHR USA, LLC The Village of Muckwonago, WI 26 VILLAGE OF MUKWONAGO Table 3 PROPOSED PAY RANGES

50th Percentile Administrative and Technical 7.5% between Ranges 35% Range Spread 1 $35,000.00 1.35 $47,250.00 2 $37,625.00 1.35 $50,793.75 3 $40,446.88 1.35 $54,603.28

Supervisors and Advanced Technical 10% between Ranges 35% Range Spread 4 $48,500.00 1.35 $65,475.00 5 $53,350.00 1.35 $72,022.50 6 $58,685.00 1.35 $79,224.75

Directors and Managers 10% between Ranges 35% Range Spread 7 $68,500.00 1.35 $92,475.00 8 $75,350.00 1.35 $101,722.50

Village Administrator 35% Range Spread 9 $82,500.00 1.35 $111,375.00

GovHR USA, LLC The Village of Muckwonago, WI 27

APPENDIX A

GovHR USA, LLC The Village of Muckwonago, WI 28

EMPLOYEE JOB ANALYSIS QUESTIONNAIRE (JAQ)

VILLAGE OF MUKWONAGO

IDENTIFICATION INFORMATION

NAME: DATE:

YEARS OF EXPERIENCE WITH EMPLOYER: JOB TITLE:

YEARS OF EXPERIENCE ON THIS JOB: YOUR JOB IS: FULL TIME PART TIME

YOUR YEARS OF EXPERIENCE IN THIS FIELD: YOUR EDUCATION: High Sch. Assoc. Deg. Bach. Deg. Mas. Deg.

NAME OF IMMEDIATE SUPERVISOR: HIS/HER TITLE:

INSTRUCTIONS The purpose of this questionnaire is to obtain additional information about your job that may not be included in your current job description. Please answer each question thoughtfully and frankly. After you have finished your portion of the questionnaire, give it to your immediate supervisor, who will complete his/her section.

General Summary: In three or four sentences, please summarize the major purpose or primary function of your job.

Please indicate if you have reviewed your current job description. If you have any changes to your current job description, please mark them on the JD and attach it to this JAQ, or indicate changes here:

If you do not have a job description available to review, please list your job duties. Try to place your duties in their order of importance, and group “like” tasks together (e.g., “clerical duties including word processing, opening mail, filing, etc.” or e.g., “front desk responsibilities including greeting visitors, answering telephones and routing calls, etc.”).

Job Duty 1.

2.

3.

4.

5.

6.

GovHR USA, LLC The Village of Muckwonago, WI 29 7.

8.

9.

10.

11.

12.

13.

14.

15.

Feel free to add more numbers/duties if necessary.

FACTOR 1: Education and Training: In your opinion, what kind of education and training is necessary to perform your job?

LEVEL 1: Level of knowledge that is below what is normally attained through high school graduation. LEVEL 2: High school diploma (GED) or equivalent. LEVEL 3: High school, plus elementary technical training, acquired through one year or less of technical or business school. LEVEL 4: Extensive technical or specialized training such as would be acquired by an Associate’s Degree or two years of technical or business school. LEVEL 5: Completion of four-year college degree program. LEVEL 6: Additional professional level of education beyond a four-year college program, such as a CPA or Professional Engineer (P.E.) training. LEVEL 7: Completion of graduate coursework equal to a Master’s Degree or higher.

What specific degree/coursework is NECESSARY?

What specific degree/coursework is PREFERRED?

If a specific certificate or license is mandated by an outside agency to perform your duties, name the certificate or license:

What special skills, knowledge, and abilities are required to perform your job? Please list:

FACTOR 2: Years of Experience: How much previous work experience do you feel is necessary to perform your job? LEVEL 1: LEVEL 2: LEVEL 3: LEVEL 4: LEVEL 5: LESS THAN 1 YEAR 1 TO 3 YEARS 4 TO 6 YEARS 7 TO 10 YEARS MORE THAN 10 YEARS

What is the minimum number years required?

GovHR USA, LLC The Village of Muckwonago, WI 30 What specific experience is necessary?

FACTOR 3: Independent Judgment and Decision Making: Part 1: How much discretion do you have in making decisions with or without the input or direction of your supervisor? LITTLE: Little discretion or independent judgment exercised. SOME: Some discretion or judgment exercised, but supervisor is normally available. OFTEN: Job often requires making decisions in absence of specific policies and/or guidance from supervisors, but some direct guidance is received from supervisors. HIGH: High level of discretion with decisions restricted only by Departmental policies and little direct guidance from supervisors. VERY HIGH: Very high level of discretion with decisions only restricted by the broadest policies of the Organization. Part 2: If you make an erroneous decision, what impact would this decision have on your work unit, department, and/or the Organization? MINOR: Some inconvenience and delays but minor costs in terms of time, money, or public/employee good will. MODERATE: Moderate costs in time, money, or public/employee good will would be incurred. Delays in important projects/schedules likely. SERIOUS: Important goals would not be achieved and the financial, employee, or public relations posture of the Organization would be seriously affected. CRITICAL: Critical goals and objectives of the Organization would be adversely and very seriously affected. Error could likely result in critical financial loss, property damage, or bodily harm/loss of life.

FACTOR 4. Responsibility for Policy Development: Does your job require you to participate in the development of policies for your unit/division/department/the Organization?

LEVEL 1: Position involves only the execution of policies or use of existing procedures. LEVEL 2: May provide some input to supervisor when policies and procedures are updated. LEVEL 3: Position involves some development of policies/procedures for the Department, as well as the interpretation of departmental policies for others in the organization or residents. LEVEL 4: Position involves significant or primary responsibility for the development of policies and procedures for a division or organizational component of a department, as well as the interpretation, execution and recommendation of changes to department policies. LEVEL 5: Position involves significant or primary responsibility for the development of policies and procedures for an entire department, plus occasional participation in the development of policies which affect other departments in the organization. LEVEL 6: Position involves the primary responsibility for the development of departmental policies and procedures and regular participation in the development of policies that affect other departments and occasionally involves participation in the development of organization-wide policies.

Give some examples of the types of policies you’ve written or been a part of creating:

FACTOR 5. Planning: How much latitude do you have to set your own daily work schedule and priorities for a given workday?

LEVEL 1: Position requires that my daily work load and activities are assigned to me by my supervisor. LEVEL 2: Position requires that I plan my own daily work load and work independently according to established procedures or standards. GovHR USA, LLC The Village of Muckwonago, WI 31 LEVEL 3: Position requires that I plan my own daily work load and those of others in the department (first-level supervision). LEVEL 4: Position requires an above average ability to analyze data and develop departmental plans, including plans where a number of difficult, technical and/or administrative problems must be addressed (Manager/Division level planning). LEVEL 5: Position requires a high level of analytical ability to develop plans for a department or complex situation, including plans that involve integrating/involving/impacting other departments (Department Head level planning).

FACTOR 6. Contacts with Others: In the course of performing your job, what contacts with people in your department, other departments within the organization, and/or people from outside the organization are you required to make?

LEVEL 1: Position involves interaction with fellow workers on routine matters with relatively little public contact. LEVEL 2: Position involves frequent internal and external contact, but generally on routine matters such as furnishing or obtaining information. LEVEL 3: Position involves frequent internal contact and regular contact with outsiders generally on routine matters, including contacts with irate outsiders which require some public relations skill for taking complaints for others to follow up upon. LEVEL 4: Position involves frequent internal and external contacts which require public relations skills in handling complaints. Contacts involve non-routine problems and require in-depth discussion and/or persuasion in order to resolve the problem. Handles more difficult contacts that are referred by front line employees. LEVEL 5: Position involves frequent internal and external contacts which require skill in dealing with, and influencing others, and initiating changes in policy/procedures to address the issue so as to avoid having to deal with the issue again in the future. LEVEL 6: Position involves frequent internal and external contacts in which I act as the spokesperson for the department and may be authorized to make commitments of resources on behalf of the department. LEVEL 7: Position involves frequent internal and external contacts where I represent the entire organization and am authorized to make commitments in matters of broad or critical interest to the entire organization.

With which internal individuals or groups do you have the most contact?

With which external individuals or groups do you have the most contact?

FACTOR 7. Supervision Given: LEVEL 1: Do you supervise or assign work to other employees? Yes No If yes: LEVEL 1: Position is regularly responsible for assigning work to an employee or employees, without acting in a supervisory role. To whom does this position assign work? LEVEL 2: Position is responsible for the supervision of one full time or several part time employees. LEVEL 3: Position is responsible for the supervision of two to five full time (or full time equivalent) employees. LEVEL 4: Position is responsible for the supervision of six to 15 full time (or full time equivalent) employees. LEVEL 5: Position is responsible for direct and/or indirect supervision of 16 to 29 full time (or full time equivalent) employees. LEVEL 6: Position is responsible for direct and/or indirect supervision of 30 to 50 full time (or full time equivalent) employees. LEVEL 7: Position is responsible for direct and/or indirect supervision of more than 51 full time (or full time equivalent) employees. Actual number of full-time (or full-time equivalent) employees supervised: GovHR USA, LLC The Village of Muckwonago, WI 32

FACTOR 8. Physical Demands: Please describe any physical demands required to perform your job.

Demand No Yes How often? (rarely, occasionally or daily) Lifting to 20 pounds Lifting 20-50 pounds Lifting 50+ pounds Climbing Walking Kneeling Crouching Crawling Bending Sitting Prolonged Standing Prolonged Visual Concentration

Unpleasant or Hazardous Conditions: Please describe any unpleasant or hazardous conditions you are exposed to in performing your job and how often you are exposed to those conditions. Include only those conditions which are directly related to your work rather than specific work area conditions.

Condition No Yes How Often? Lighting-dimness or brightness Dust Heat Cold Odors Noise Vibration Wetness/Humidity Toxic Agents Electrical Currents Heavy Machinery Violence Disease Smoke ` Other

FACTOR 9. Use of Technology/Specialized Equipment: Please check the level of technology or specialized equipment use needed for you to perform your job:

LEVEL 1: Position has no responsibility for, or use of, technology. LEVEL 2: Position has some basic use of computers for word processing/data entry and some use of the telephone, copier, etc. LEVEL 3: Position has daily use of computers for word processing/data entry and use of the telephone, fax machine, copier, etc. LEVEL 4: Position has daily use of computers, the Internet, Smartphones, etc. to create databases, spreadsheets, or reports. Position designs and creates customized reports, presentations, and/or documents using advanced software skills. LEVEL 5A: Position provides routine consultation and technology support for everyday computer programming and/or software requests/questions to others in the organization; is an applications super user; or uses specialized software such as GIS, SCADA or telecommunications software. GovHR USA, LLC The Village of Muckwonago, WI 33 LEVEL 5B: Position uses, troubleshoots, and/or repairs various pieces of specialized equipment such as HVAC, lighting, gas flares, blowers, engines, heavy equipment, diagnostic equipment, large vehicles (vacuum trucks, street sweepers, fire apparatus) and/or medical or public safety equipment. LEVEL 6: Position is responsible for advanced computer programming, maintenance, training, and purchasing of items such as computers, printers, scanners, etc., for the computer system for the organization (IT personnel). LEVEL 7: Position is responsible for system security, as well as the overall direction and supervision of the staff that are responsible for the computer and technology needs of the organization, including responsibility for developing technology policies for the organization (IT personnel).

10. FLSA Exempt or Non-Exempt Determination

Do you receive overtime or comp time for hours worked beyond your normal work week?

Yes No

Is your position considered any one of the following: Executive, Administrative, Professional, or Computer? If so, please answer the questions in the applicable sections below. If not, please skip to Question 11.

PLEASE ANSWER FOR ONLY ONE CATEGORY:

a. Executive Yes No Don’t know

Are you paid the equivalent of at least $455 per week on a salary basis?

Are you paid the equivalent of at least $913 per week on a salary basis?

Is your primary duty managing the department or unit of a local government? Percent of time spent managing _____

Do you customarily direct the work of two or more other employees (or the equivalent of two or more, e.g., 4 part timers)?

Do you have the ability to hire and fire, or do your recommendations carry significant weight even if you are unauthorized to make the final decision?

b. Administrative Yes No Don’t know

Are you paid the equivalent of at least $455 per week on a salary basis?

Are you paid the equivalent of at least $913 per week on a salary basis?

Is this a “staff” position where your primary duty is performing office or non-manual work directly related to the management or general operations of the organization, division or unit?

Do you exercise discretion and independent judgment with respect to matters of significance, have the authority to formulate/interpret policy, and have a high level of operational responsibility?

c. Professional Yes No Don’t know

GovHR USA, LLC The Village of Muckwonago, WI 34 Are you paid the equivalent of at least $455 per week on a salary basis?

Are you paid the equivalent of at least $913 per week on a salary basis?

Does your primary duty include the performance of work that requires advanced knowledge in a field of science or learning that is customarily acquired by a prolonged course of specialized instruction?

Is a specialized advanced degree a prerequisite for your job? If yes, what is the degree or certification?

d. Computer Yes No Don’t know

Are you paid the equivalent of at least $455 per week on a salary basis?

Are you paid the equivalent of at least $913 per week on a salary basis?

Do your primary duties involve: Yes No Don’t know

1. The application of systems analysis techniques and procedures, including consulting with users, to determine hardware, software or system functional specifications; or

2. The design, development, documentation, analysis, creation, testing or modification of computer systems or programs, including prototypes, based on or related to user or system design specifications; or

3. The design, documentation, testing, creation or modification of computer programs related to organizational operating systems; or

4. A combination of the aforementioned duties, the performance of which requires the same level of skills.

11. Comments/Additional Information: Feel free to add additional information below. If using a printed copy of this form, use the back of the form to add your comments.

Type your name and the date below, then save this form as a Word document with your last name in the file name and email it to your supervisor. If using a printed copy of this form, sign and date it and then deliver to your supervisor.

______EMPLOYEE’S SIGNATURE OR TYPED NAME DATE

THIS SECTION TO BE COMPLETED BY IMMEDIATE SUPERVISOR AND/OR DEPARTMENT HEAD Please provide your comments below. If using a printed copy of the form and additional space is needed, please use the back of this form or attach an additional sheet. Please do not mark in employee’s portion of the questionnaire. GovHR USA, LLC The Village of Muckwonago, WI 35

1. Do you agree with the employee’s answers to all of the above questions? If not, please explain.

2. List any job duties or assignments which the employee performs which are in addition to those listed on the job description or this form.

3. How long has this employee worked for you?

4. Additional comments from the employee’s immediate supervisor:

Type your name and the date below, then email this form to your Department Head (if applicable) or to the Finance Director. If using a printed copy of this form, sign and date it before forwarding.

SUPERVISOR’S SIGNATURE OR TYPED NAME DATE

If Supervisor isn’t Department Head, Department Head should review this form as well.

I have read the above and substantially concur. I have read the above and have the following comments:

Type your name and the date below, and then email this form to the Finance Director. If using a printed copy of this form, sign and date it before forwarding.

DEPARTMENT HEAD SIGNATURE OR TYPED NAME DATE

IMPORTANT DATES:

July 7th: Employees complete and submit the JAQs to their Supervisors. Please save file as follows: Last Name – Job Title.

July 14th: Supervisors and Department Heads review and then submit the JAQs to the Finance Director.

July 21st: Village Administration reviews and then submits the JAQs to the GovHR.

July 31st and August 1st: GovHR USA conducts on-site interviews with employees.

GovHR USA, LLC The Village of Muckwonago, WI 36

APPENDIX B

GovHR USA, LLC The Village of Muckwonago, WI 37 Village of Mukwonago, Wisconsin Criteria used to Determine Survey Comparables

1. Equalized Value (Millions): ~ Maximum 20 points $745 Factor Minimum Range Maximum Range Points 1.33 $560 $745 $745 $991 20 1.67 $446 $559 $992 $1,244 15 2.00 $372 $445 $1,245 $1,490 10 2.33 $320 $371 $1,491 $1,735 5 All Others 0

2. Municipal Property Tax Levy (Thousands): ~ Maximum 15 points $5,494 Factor Minimum Range Maximum Range Points 1.33 $4,131 $5,494 $5,494 $7,307 15 1.67 $3,290 $4,130 $7,308 $9,175 12 2.00 $2,747 $3,289 $9,176 $10,988 9 2.33 $2,358 $2,746 $10,989 $12,801 6 All Others 0

3. Basic Spending (Per Capita): ~ Maximum 15 points $625 Factor Minimum Range Maximum Range Points 1.33 $470 $625 $625 $831 15 1.67 $374 $469 $832 $1,044 12 2.00 $313 $373 $1,045 $1,250 9 2.33 $268 $312 $1,251 $1,456 6 All Others 0

4. Municipal Property Tax Rate: ~ Maximum 15 points $7.78 Factor Minimum Range Maximum Range Points 1.33 $5.85 $7.78 $7.78 $10.35 15 1.67 $4.66 $5.84 $10.36 $12.99 12 2.00 $3.89 $4.65 $13.00 $15.56 9 2.33 $3.34 $3.88 $15.57 $18.13 6 All Others 0

5. Per Capita Income: ~ Maximum 15 points $31,427 Factor Minimum Range Maximum Range Points 1.33 $23,629 $31,427 $31,427 $41,798 15 1.67 $18,819 $23,628 $41,799 $52,483 12 2.00 $15,714 $18,818 $52,484 $62,854 9 2.33 $13,488 $15,713 $62,855 $73,225 6 All Others 0

GovHR USA, LLC The Village of Muckwonago, WI 38 Village of Mukwonago, Wisconsin Criteria used to Determine Survey Comparables

6. Operating Spending Per Capita: ~ Maximum 10 points $903 Factor Minimum Range Maximum Range Points 1.33 $679 $903 $903 $1,201 10 1.67 $541 $678 $1,202 $1,508 8 2.00 $452 $540 $1,509 $1,806 6 2.33 $388 $451 $1,807 $2,104 4 All Others 0

7. General Obligation Debt (Thousands): ~ Maximum 5 points $25,962 Factor Minimum Range Maximum Range Points 1.33 $19,520 $25,962 $25,962 $34,529 5 1.67 $15,546 $19,519 $34,530 $43,357 4 2.00 $12,981 $15,545 $43,358 $51,924 3 2.33 $11,142 $12,980 $51,925 $60,491 2 All Others 0

8. Shared Revenues (Thousands): ~ Maximum 5 points $315 Factor Minimum Range Maximum Range Points 1.33 $236 $315 $315 $418 5 1.67 $188 $235 $419 $525 4 2.00 $157 $187 $526 $629 3 2.33 $135 $156 $630 $733 2 All Others 0

NOTES: Geographic region: Generally Fond du Lac (east to west) south to State line Data Source: MunicipalFacts 16 (Wisconsin Taxpayers Alliance) ** population (screen: 7,500 to 12,500 population) **Equalized Value (2015) per million dollars **Municipal Property Tax Levy (2015/16) in Thousands of dollars **Basic Spending Per Capita (2014) General Government; Streets; Law Enforcement; Fire-Ambulance **Municipal Property Tax Rates (2015/16) **Operating Spending Per Capita **General Obligation Debt (2014) in thousands of dollars **State Shared Revenues (2014) in thousands dollars

Per Capita Income: US Census Bureau (American Fact Finder - 2015 American Community Survey)

Each of the eight criterion contain ranges to assess comparability with the Village of Mukwonago's data. For example, each of the four factor ranges for Per Capita Income is developed using a factor of .33 percent (+/-). To determine the population range that will receive a score of 15 (most similar to the Village), the Village's per capita income is multiplied by 1.33 (maximum range) and divided by 1.33 (minimum range). The Village's per capita income is then multiplied and divided by 1.67, 2.0 and 2.33 to determine ranges of decreasing similarity (and subsequently decreasing "comparability points").

GovHR USA, LLC The Village of Muckwonago, WI 39 Village of Mukwonago, Wisconsin Comparable Communities (arranged by score)

Municipality Eq. Value Max. Prop. Tax Max. Spending Max. Prop. Tax Max. Per Capita Max. Oper. Max. Gen. Oblig. Max. Shared Max. Total (Millions) Points Levy (Ths.) Points Per Capita Points Rate Points Income PointsSpendingPoints Debt Points Revs. (Ths.) Points Points Mukwonago $745 20 $5,494 15 $625 15 $7.78 15 31,427 15 $903 10 $25,962 5 $315 5 100

DeForest $885 20 $5,704 15 $422 12 $7.29 15 $31,705 15 $765 10 $26,034 5 $315 5 97 Elkhorn $660 20 $4,850 15 $418 12 $7.96 15 $24,288 15 $750 10 $22,388 5 $434 4 96 Brown Deer $900 20 $7,968 12 $677 15 $9.27 15 $29,585 15 $1,017 10 $23,598 5 $429 4 96 Hales Corners $653 20 $5,216 15 $612 15 $8.02 15 $38,036 15 $901 10 $6,215 0 $238 5 95 McFarland $795 20 $5,486 15 $549 15 $7.21 15 $37,591 15 $770 10 $8,868 0 $213 4 94 Pewaukee (v) $928 20 $4,797 15 $601 15 $5.17 12 $37,119 15 $796 10 $13,232 3 $197 4 94 Port Washington $891 20 $4,979 15 $527 15 $5.60 12 $30,908 15 $892 10 $24,287 5 $2,680 0 92 Plymouth $701 20 $4,008 12 $424 12 $6.63 15 $37,431 15 $693 10 $21,368 5 $731 2 91 Monona $1,130 15 $6,185 15 $590 15 $6.10 15 $37,698 15 $987 10 $53,655 2 $193 4 91 Fort Atkinson $874 20 $6,974 15 $404 12 $8.18 15 $26,213 15 $692 10 $14,839 3 $1,130 0 90 Burlington $826 20 $3,032 9 $536 15 $9.07 15 $24,667 15 $809 10 $18,810 4 $654 2 90 Grafton $1,193 15 $7,647 12 $615 15 $7.08 15 $33,786 15 $848 10 $37,815 4 $492 4 90 St. Francis $601 20 $5,737 15 $815 15 $9.56 15 $27,159 15 $1,016 10 $10,780 0 $2,122 0 90 Delevan $549 15 $5,496 15 $582 15 $10.48 12 $32,420 15 $776 10 $16,696 4 $536 3 89 Portage $562 20 $4,983 15 $597 15 $8.99 15 $21,239 12 $936 10 $12,120 2 $1,817 0 89 Monroe $664 20 $6,668 15 $680 15 $10.63 12 $24,063 15 $1,034 10 $12,804 2 $1,471 0 89 Oregon $938 20 $5,156 15 $452 12 $5.72 12 $36,499 15 $722 10 $10,636 0 $213 4 88 Hartland $1,190 15 $5,358 15 $550 15 $4.51 9 $31,716 15 $737 10 $14,423 3 $245 5 87 Cedarburg $1,204 15 $8,431 12 $534 15 $7.00 15 $39,441 15 $812 10 $7,048 0 $356 5 87 Sheboygan Falls $589 20 $3,574 12 $359 9 $6.30 15 $28,427 15 $625 8 $11,950 2 $412 5 86 Baraboo $777 20 $7,857 12 $608 15 $10.63 12 $21,887 12 $994 10 $20,446 5 $1,585 0 86 Reedsburg $544 15 $5,502 15 $504 15 $10.53 12 $23,913 15 $799 10 $13,655 3 $881 0 85 Ripon $457 15 $3,043 9 $523 15 $7.66 15 $26,788 15 $790 10 $15,994 4 $1,571 0 83 Sussex $1,222 15 $6,305 15 $377 12 $5.20 12 $32,290 15 $563 8 $22,874 5 $124 0 82 Jefferson $482 15 $4,214 15 $471 15 $9.12 15 $23,485 12 $779 10 $8,630 0 $768 0 82 Platteville $633 20 $3,957 12 $401 12 $7.17 15 $16,784 9 $635 8 $21,974 5 $2,569 0 81 Lake Geneva $1,177 15 $6,488 15 $892 12 $5.85 15 $27,455 15 $1,339 8 $7,210 0 $108 0 80 Verona $2,094 0 $10,714 9 $574 15 $6.57 15 $38,693 15 $973 10 $39,013 4 $309 5 73 Holmen $571 20 $2,484 6 $224 0 $4.39 9 $25,997 15 $387 0 $8,380 0 $475 4 54 Richfield $1,512 5 $2,514 6 $185 0 $1.66 0 $43,160 12 $229 0 $158 0 $129 0 23

GovHR USA, LLC The Village of Muckwonago, WI 40 Village of Mukwonago, Wisconsin Comparable Communities (arranged alphabetically)

Municipality Eq. Value Max. Prop. Tax Max. Spending Max. Prop. Tax Max. Per Capita Max. Oper. Max. Gen. Oblig. Max. Shared Max. Total (Millions) Points Levy (Ths.) Points Per Capita Points Rate Points Income PointsSpendingPoints Debt Points Revs. (Ths.) Points Points Mukwonago $745 20 $5,494 15 $625 15 $7.78 15 31,427 15 $903 10 $25,962 5 $315 5 100

Baraboo $777 20 $7,857 12 $608 15 $10.63 12 $21,887 12 $994 10 $20,446 5 $1,585 0 86 Brown Deer $900 20 $7,968 12 $677 15 $9.27 15 $29,585 15 $1,017 10 $23,598 5 $429 4 96 Burlington $826 20 $3,032 9 $536 15 $9.07 15 $24,667 15 $809 10 $18,810 4 $654 2 90 Cedarburg $1,204 15 $8,431 12 $534 15 $7.00 15 $39,441 15 $812 10 $7,048 0 $356 5 87 DeForest $885 20 $5,704 15 $422 12 $7.29 15 $31,705 15 $765 10 $26,034 5 $315 5 97 Delevan $549 15 $5,496 15 $582 15 $10.48 12 $32,420 15 $776 10 $16,696 4 $536 3 89 Elkhorn $660 20 $4,850 15 $418 12 $7.96 15 $24,288 15 $750 10 $22,388 5 $434 4 96 Fort Atkinson $874 20 $6,974 15 $404 12 $8.18 15 $26,213 15 $692 10 $14,839 3 $1,130 0 90 Grafton $1,193 15 $7,647 12 $615 15 $7.08 15 $33,786 15 $848 10 $37,815 4 $492 4 90 Hales Corners $653 20 $5,216 15 $612 15 $8.02 15 $38,036 15 $901 10 $6,215 0 $238 5 95 Hartland $1,190 15 $5,358 15 $550 15 $4.51 9 $31,716 15 $737 10 $14,423 3 $245 5 87 Holmen $571 20 $2,484 6 $224 0 $4.39 9 $25,997 15 $387 0 $8,380 0 $475 4 54 Jefferson $482 15 $4,214 15 $471 15 $9.12 15 $23,485 12 $779 10 $8,630 0 $768 0 82 Lake Geneva $1,177 15 $6,488 15 $892 12 $5.85 15 $27,455 15 $1,339 8 $7,210 0 $108 0 80 McFarland $795 20 $5,486 15 $549 15 $7.21 15 $37,591 15 $770 10 $8,868 0 $213 4 94 Monona $1,130 15 $6,185 15 $590 15 $6.10 15 $37,698 15 $987 10 $53,655 2 $193 4 91 Monroe $664 20 $6,668 15 $680 15 $10.63 12 $24,063 15 $1,034 10 $12,804 2 $1,471 0 89 Oregon $938 20 $5,156 15 $452 12 $5.72 12 $36,499 15 $722 10 $10,636 0 $213 4 88 Pewaukee (v) $928 20 $4,797 15 $601 15 $5.17 12 $37,119 15 $796 10 $13,232 3 $197 4 94 Platteville $633 20 $3,957 12 $401 12 $7.17 15 $16,784 9 $635 8 $21,974 5 $2,569 0 81 Plymouth $701 20 $4,008 12 $424 12 $6.63 15 $37,431 15 $693 10 $21,368 5 $731 2 91 Port Washington $891 20 $4,979 15 $527 15 $5.60 12 $30,908 15 $892 10 $24,287 5 $2,680 0 92 Portage $562 20 $4,983 15 $597 15 $8.99 15 $21,239 12 $936 10 $12,120 2 $1,817 0 89 Reedsburg $544 15 $5,502 15 $504 15 $10.53 12 $23,913 15 $799 10 $13,655 3 $881 0 85 Richfield $1,512 5 $2,514 6 $185 0 $1.66 0 $43,160 12 $229 0 $158 0 $129 0 23 Ripon $457 15 $3,043 9 $523 15 $7.66 15 $26,788 15 $790 10 $15,994 4 $1,571 0 83 Sheboygan Falls $589 20 $3,574 12 $359 9 $6.30 15 $28,427 15 $625 8 $11,950 2 $412 5 86 St. Francis $601 20 $5,737 15 $815 15 $9.56 15 $27,159 15 $1,016 10 $10,780 0 $2,122 0 90 Sussex $1,222 15 $6,305 15 $377 12 $5.20 12 $32,290 15 $563 8 $22,874 5 $124 0 82 Verona $2,094 0 $10,714 9 $574 15 $6.57 15 $38,693 15 $973 10 $39,013 4 $309 5 73

GovHR USA, LLC The Village of Muckwonago, WI 41 Village of Mukwonago, Wisconsin Top Comparable Communities (Communities Scoring 90 Points or More)

Municipality Eq. Value Max. Prop. Tax Max. Spending Max. Prop. Tax Max. Per Capita Max. Oper. Max. Gen. Oblig. Max. Shared Max. Total (Millions) Points Levy (Ths.) Points Per Capita Points Rate Points Income Points Spending Points Debt Points Revs. (Ths.) Points Points Mukwonago $745 20 $5,494 15 $625 15 $7.78 15 31,427 15 $903 10 $25,962 5 $315 5 100

DeForest $885 20 $5,704 15 $422 12 $7.29 15 $31,705 15 $765 10 $26,034 5 $315 5 97 Elkhorn $660 20 $4,850 15 $418 12 $7.96 15 $24,288 15 $750 10 $22,388 5 $434 4 96 Brown Deer $900 20 $7,968 12 $677 15 $9.27 15 $29,585 15 $1,017 10 $23,598 5 $429 4 96 Hales Corners $653 20 $5,216 15 $612 15 $8.02 15 $38,036 15 $901 10 $6,215 0 $238 5 95 McFarland $795 20 $5,486 15 $549 15 $7.21 15 $37,591 15 $770 10 $8,868 0 $213 4 94 Pewaukee (v) $928 20 $4,797 15 $601 15 $5.17 12 $37,119 15 $796 10 $13,232 3 $197 4 94 Port Washington $891 20 $4,979 15 $527 15 $5.60 12 $30,908 15 $892 10 $24,287 5 $2,680 0 92 Plymouth $701 20 $4,008 12 $424 12 $6.63 15 $37,431 15 $693 10 $21,368 5 $731 2 91 Monona $1,130 15 $6,185 15 $590 15 $6.10 15 $37,698 15 $987 10 $53,655 2 $193 4 91 Fort Atkinson $874 20 $6,974 15 $404 12 $8.18 15 $26,213 15 $692 10 $14,839 3 $1,130 0 90 Burlington $826 20 $3,032 9 $536 15 $9.07 15 $24,667 15 $809 10 $18,810 4 $654 2 90 Grafton $1,193 15 $7,647 12 $615 15 $7.08 15 $33,786 15 $848 10 $37,815 4 $492 4 90 St. Francis $601 20 $5,737 15 $815 15 $9.56 15 $27,159 15 $1,016 10 $10,780 0 $2,122 0 90

GovHR USA, LLC The Village of Muckwonago, WI 42

APPENDIX C

GovHR USA, LLC The Village of Muckwonago, WI 43 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

VILLAGE ADMINISTRATOR Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer $97,352.00 $131,712.00 Burlington $127,004.80 DeForest $133,888.65 Administrator/Finance Director Elkhorn Not part of General Comp Plan Fort Atkinson $79,532.54 $96,668.83 City Manager/Finance Director Grafton $105,000.00 Hales Corners $89,207.00 $107,049.00 McFarland $83,844.80 $108,888.00 Monona $97,375.00 Pewaukee (v) $89,090.13 $120,271.67 Plymouth $123,839.00 City Administrator/Utilities Manager Port Washington St. Francis

Mukwonago $87,918.00 $105,503.00 $96,782.00

Average $87,805.29 $112,917.90 $117,421.49 50th Percentile $89,090.13 $108,888.00 $123,839.00 60th Percentile $89,136.88 $113,441.47 $125,105.32 65th Percentile $89,160.25 $115,718.20 $125,738.48 75th Percentile $89,207.00 $120,271.67 $127,004.80 80th Percentile $90,836.00 $122,559.74 $128,381.57

GovHR USA, LLC The Village of Muckwonago, WI 44 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

CLERK-TREASURER Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer $66,306.00 $89,708.00 Treasurer/Comptroller Burlington $68,328.00 $87,838.40 Director of Administrative Services DeForest $77,500.00 Deputy Administrator/Village Clerk Elkhorn $51,932.00 $67,512.00 City Clerk Fort Atkinson $67,833.58 $75,158.30 Grafton $55,421.00 $74,940.00 Village Clerk Hales Corners N/A McFarland $66,414.40 $86,257.60 Monona $65,372.00 City Clerk Pewaukee (v) $55,896.25 $75,459.94 Village Clerk Plymouth $61,313.20 Port Washington St. Francis

Mukwonago $58,526.00 $70,231.00 $68,349.00

Average $61,733.03 $79,553.46 $68,061.73 50th Percentile $66,306.00 $75,459.94 $65,372.00 60th Percentile $66,371.04 $81,938.54 $67,797.60 65th Percentile $66,403.56 $85,177.83 $69,010.40 75th Percentile $67,123.99 $87,048.00 $71,436.00 80th Percentile $67,549.75 $87,522.24 $72,648.80

GovHR USA, LLC The Village of Muckwonago, WI 45 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

DEPUTY CLERK-TREASURER Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer $46,421.00 $62,806.00 Burlington $56,867.20 $73,132.80 City Clerk DeForest $47,153.60 Administrative Assistant Elkhorn $42,049.00 $52,561.00 Fort Atkinson $33,018.96 $39,668.93 Dep Clerk/Dep Treasurer/Utility Billing Clerk Grafton $38,526.00 $52,066.00 Deputy Clerk Hales Corners $49,675.00 $59,609.00 McFarland $39,312.00 $51,064.00 Deputy Clerk Monona $38,904.00 Deputy Clerk/City Hall Receptionist & Info Clerk Pewaukee (v) N/A Plymouth $39,520.00 Deputy Clerk-Treasurer/Muni Court Clerk Port Washington St. Francis

Mukwonago $42,473.60 $50,960.00 $48,173.00

Average $43,695.59 $55,843.96 $41,859.20 50th Percentile $42,049.00 $52,561.00 $39,520.00 60th Percentile $44,672.20 $56,789.80 $41,046.72 65th Percentile $45,983.80 $58,904.20 $41,810.08 75th Percentile $48,048.00 $61,207.50 $43,336.80 80th Percentile $49,024.20 $62,166.60 $44,100.16

GovHR USA, LLC The Village of Muckwonago, WI 46 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

ADMINISTRATIVE CLERK (PT) Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer $16.19 $21.91 Administrative Assistant (Full Time) 40 hrs./wk. Burlington $16.85 $21.02 32 hrs./wk. DeForest $15.80 Administrative Assistant 17 hrs./wk. Elkhorn N/A Fort Atkinson N/A Grafton $18.52 $20.15 Utility Clerk (Full-time) 40 hrs./wk. Hales Corners $16.97 $20.37 Full-time 40 hrs./wk. McFarland $20.03 EMT (Contracted/Union) 50% Admin 40 hrs./wk. Monona $16.65 Utility Billing Clerk 30 hrs./wk. Pewaukee (v) N/A Plymouth N/A Port Washington St. Francis

Mukwonago $16.14 $19.37 $17.20

Average $17.13 $20.86 $17.49 50th Percentile $16.91 $20.70 $16.65 60th Percentile $16.95 $20.89 $17.32 65th Percentile $16.96 $20.99 $17.66 75th Percentile $17.36 $21.24 $18.34 80th Percentile $17.59 $21.38 $18.68

GovHR USA, LLC The Village of Muckwonago, WI 47 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

FINANCE DIRECTOR Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer N/A Burlington $83,574.40 $107,452.80 DeForest $133,888.65 Administrator/Finance Director Elkhorn $69,497.00 $90,345.00 Finance Director/Comptroller Fort Atkinson N/A Grafton $70,656.00 $95,542.00 Director of Administrative Services Hales Corners N/A McFarland $74,609.60 $96,907.20 Monona $95,701.00 Pewaukee (v) $59,250.02 $79,987.53 Village Treasurer Plymouth N/A Port Washington St. Francis

Mukwonago $69,512.00 $83,413.00 $78,811.00

Average $71,517.40 $94,046.91 $114,794.83 50th Percentile $70,656.00 $95,542.00 $114,794.83 60th Percentile $72,237.44 $96,088.08 $118,613.59 65th Percentile $73,028.16 $96,361.12 $120,522.97 75th Percentile $74,609.60 $96,907.20 $124,341.74 80th Percentile $76,402.56 $99,016.32 $126,251.12

GovHR USA, LLC The Village of Muckwonago, WI 48 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

ACCOUNTANT Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer $65,000.00 $67,000.00 Burlington N/A DeForest $48,692.80 Accountant/Deputy Treasurer Elkhorn $53,086.00 $66,358.00 Deputy Finance Director-Treasurer Fort Atkinson N/A Grafton $48,258.00 $65,224.00 Part-time, flexible 20+/- hrs. Hales Corners N/A McFarland $55,764.80 $72,425.60 Deputy Treasurer/Accountant Monona N/A Pewaukee (v) N/A Plymouth N/A Port Washington St. Francis

Mukwonago $42,078.40 $50,481.60 $44,137.00 (Job Share)

Average $55,527.20 $67,751.90 $48,692.80 50th Percentile $54,425.40 $66,679.00 $48,692.80 60th Percentile $55,229.04 $66,871.60 $48,692.80 65th Percentile $55,630.86 $66,967.90 $48,692.80 75th Percentile $58,073.60 $68,356.40 $48,692.80 80th Percentile $59,458.88 $69,170.24 $48,692.80

GovHR USA, LLC The Village of Muckwonago, WI 49 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

HR SPECIALIST/ADMINISTRATIVE CLERK II Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer N/A Burlington N/A DeForest $53,000.00 Human Resources/Public Relations Elkhorn N/A Fort Atkinson N/A Grafton $41,593.00 $56,200.00 Administrative Assistant I (Fin/Admin) Shared Hales Corners N/A McFarland N/A Monona $57,366.00 Administrative Services Director Pewaukee (v) N/A Plymouth $60,000.00 Human Resources Specialist Port Washington St. Francis

Mukwonago $33,571.20 $40,289.60 $38,043.00

Average $41,593.00 $56,200.00 $56,788.67 50th Percentile $41,593.00 $56,200.00 $57,366.00 60th Percentile $41,593.00 $56,200.00 $57,892.80 65th Percentile $41,593.00 $56,200.00 $58,156.20 75th Percentile $41,593.00 $56,200.00 $58,683.00 80th Percentile $41,593.00 $56,200.00 $58,946.40

GovHR USA, LLC The Village of Muckwonago, WI 50 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

FIRE CHIEF Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer N/A Burlington $83,574.40 $107,452.80 DeForest Fire is separate from Village Elkhorn $69,497.00 $90,345.00 Fort Atkinson $70,560.46 $78,181.79 Grafton $74,356.00 $100,541.00 Hales Corners $80,913.00 $97,098.00 McFarland $79,102.40 $102,731.20 Monona $89,541.00 Fire Chief/EMS Director Pewaukee (v) N/A Plymouth $52,788.11 Port Washington St. Francis

Mukwonago $69,023.00 $82,829.00 $80,600.00

Average $76,333.88 $96,058.30 $71,164.56 50th Percentile $76,729.20 $98,819.50 $71,164.56 60th Percentile $79,102.40 $100,541.00 $74,839.84 65th Percentile $79,555.05 $101,088.55 $76,677.49 75th Percentile $80,460.35 $102,183.65 $80,352.78 80th Percentile $80,913.00 $102,731.20 $82,190.42

GovHR USA, LLC The Village of Muckwonago, WI 51 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

SUPERVISOR OF INSPECTIONS Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer N/A Burlington $64,500.80 $82,929.60 DeForest Contracted Elkhorn Contracted Fort Atkinson $59,646.50 $66,089.30 Building Inspector Grafton $63,146.00 $85,393.00 Building Inspector Hales Corners N/A McFarland $70,387.20 $91,436.80 Community Development Director Monona N/A Pewaukee (v) N/A Plymouth N/A Port Washington St. Francis

Mukwonago $54,888.00 $65,450.00 $63,752.00

Average $64,420.12 $81,462.17 #DIV/0! 50th Percentile $63,823.40 $84,161.30 #NUM! 60th Percentile $64,229.84 $84,900.32 #NUM! 65th Percentile $64,433.06 $85,269.83 #NUM! 75th Percentile $65,972.40 $86,903.95 #NUM! 80th Percentile $66,855.36 $87,810.52 #NUM!

GovHR USA, LLC The Village of Muckwonago, WI 52 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

SUPERVISOR OF INSPECTIONS (Edited) Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer N/A Burlington $64,500.80 $82,929.60 DeForest Contracted Elkhorn Contracted Fort Atkinson $59,646.50 $66,089.30 Building Inspector Grafton $63,146.00 $85,393.00 Building Inspector Hales Corners N/A McFarland Community Development Director Monona N/A Pewaukee (v) N/A Plymouth N/A Port Washington St. Francis

Mukwonago $54,888.00 $65,450.00 $63,752.00

Average $62,431.10 $78,137.30 #DIV/0! 50th Percentile $63,146.00 $82,929.60 #NUM! 60th Percentile $63,416.96 $83,422.28 #NUM! 65th Percentile $63,552.44 $83,668.62 #NUM! 75th Percentile $63,823.40 $84,161.30 #NUM! 80th Percentile $63,958.88 $84,407.64 #NUM!

GovHR USA, LLC The Village of Muckwonago, WI 53 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

BUILDING CODES OFFICIAL Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer $61,871.00 $83,708.00 Building Inspector Burlington N/A DeForest Contracted Elkhorn N/A Fort Atkinson N/A Grafton N/A Hales Corners N/A McFarland $52,603.20 $68,328.00 Building Inspector Monona Shared with McFarland (reimburse for 50%) 20 hrs./wk. Pewaukee (v) N/A Plymouth N/A Port Washington St. Francis

Mukwonago $52,808.00 $63,370.00 $54,517.00

Average $57,237.10 $76,018.00 #DIV/0! 50th Percentile $57,237.10 $76,018.00 #NUM! 60th Percentile $58,163.88 $77,556.00 #NUM! 65th Percentile $58,627.27 $78,325.00 #NUM! 75th Percentile $59,554.05 $79,863.00 #NUM! 80th Percentile $60,017.44 $80,632.00 #NUM!

GovHR USA, LLC The Village of Muckwonago, WI 54 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

COURT CLERK Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer $37,428.00 $50,638.00 Burlington $41,620.80 $53,518.40 Judicial Assistant 32 hrs./wk. DeForest $45,780.80 Elkhorn $38,222.00 $47,778.00 Fort Atkinson $35,100.00 $38,891.01 Grafton Contract Hales Corners $37,065.60 $44,491.20 McFarland N/A Monona $42,641.00 Pewaukee (v) $35,070.00 $47,344.50 Plymouth $39,520.00 Deputy Clerk-Treasurer/Municipal Court Clerk Port Washington St. Francis

Mukwonago $33,217.60 Part-time

Average $37,417.73 $47,110.18 $42,647.27 50th Percentile $37,246.80 $47,561.25 $42,641.00 60th Percentile $37,428.00 $47,778.00 $43,268.96 65th Percentile $37,626.50 $48,493.00 $43,582.94 75th Percentile $38,023.50 $49,923.00 $44,210.90 80th Percentile $38,222.00 $50,638.00 $44,524.88

GovHR USA, LLC The Village of Muckwonago, WI 55 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

POLICE CHIEF Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer $89,936.00 $121,678.00 Burlington $83,574.40 $107,452.80

DeForest $96,250.00 Elkhorn $68,897.00 $95,767.00 Fort Atkinson $76,014.43 $84,225.02 Grafton $77,905.00 $105,367.00 Hales Corners $80,913.00 $97,098.00 McFarland $79,102.40 $102,731.20

Monona $103,459.00 Pewaukee (v) $79,289.90 $107,041.36 Plymouth $80,652.00 Port Washington St. Francis

Mukwonago $76,584.00 $91,902.00 $89,440.00

Average $79,454.02 $102,670.05 $93,453.67 50th Percentile $79,196.15 $104,049.10 $96,250.00 60th Percentile $79,614.52 $105,701.87 $97,691.80 65th Percentile $80,182.61 $106,287.90 $98,412.70 75th Percentile $81,578.35 $107,144.22 $99,854.50 80th Percentile $82,509.84 $107,288.22 $100,575.40

GovHR USA, LLC The Village of Muckwonago, WI 56 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

POLICE LIEUTENANT Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer $78,133.00 $105,710.00 Burlington $72,134.40 $92,726.40

DeForest $81,325.00 Elkhorn $60,739.00 $78,961.00 Police Captain Fort Atkinson $65,104.42 $72,136.69 Grafton N/A Hales Corners $69,896.00 $83,876.00 McFarland $66,414.40 $86,257.60

Monona $86,537.00 Detective Lieutenant/Operations Lieutenant 2 positions Pewaukee (v) $62,805.03 $84,786.78 Plymouth $73,346.00 Deputy Police Chief Port Washington St. Francis

Mukwonago $67,087.00 $80,505.00

Average $67,889.46 $86,350.64 $80,402.67 50th Percentile $66,414.40 $84,786.78 $81,325.00 60th Percentile $68,503.36 $85,669.27 $82,367.40 65th Percentile $69,547.84 $86,110.52 $82,888.60 75th Percentile $71,015.20 $89,492.00 $83,931.00 80th Percentile $71,686.72 $91,432.64 $84,452.20

GovHR USA, LLC The Village of Muckwonago, WI 57 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

POLICE SERGEANT Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer $73,649.00 $99,643.00 Burlington $60,694.40 $78,041.60

DeForest $75,162.00 Elkhorn Union - not General Comp Plan Fort Atkinson N/A Grafton $83,036.00 Min Rate - contract Hales Corners $71,843.20 36+ hrs. McFarland $55,764.80 $72,425.60 37.5 hrs.

Monona $75,644.00 3 positions Pewaukee (v) $59,250.02 $79,987.53 Plymouth $66,548.24 Police Lieutenant Port Washington St. Francis

Mukwonago $74,348.00 $77,733.00

Average $66,478.84 $82,524.43 $72,299.36 50th Percentile $60,694.40 $79,014.57 $73,502.60 60th Percentile $65,876.24 $79,598.34 $74,498.24 65th Percentile $68,467.16 $79,890.23 $74,996.06 75th Percentile $73,649.00 $84,901.40 $75,282.50 80th Percentile $75,526.40 $87,849.72 $75,354.80

GovHR USA, LLC The Village of Muckwonago, WI 58 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

PATROL OFFICER Comparable Minimum Maximum Actual Community Salary Salary Salary Title (If Different) Comment Brown Deer N/A Burlington $58,364.80 $65,540.80

DeForest $64,708.80 48 hrs./wk. Elkhorn Union - not General Comp Plan Fort Atkinson $54,320.24 $61,322.98 37.44 hrs. Grafton $58,203.00 $77,603.00 Hales Corners $53,518.40 $67,392.00 McFarland $51,771.20 $68,556.80 Union 37.5 Monona $59,280.00 $68,348.80 2015 rates (2016 and 2017 not yet approved) hrs./wk. Pewaukee (v) $56,152.97 $72,620.03 min is start for 2017, max is scale after 3.5 years 4/2 work Plymouth $56,680.00 $60,819.20 Port Washington St. Francis

Mukwonago $55,246.00 $71,680.00

Average $56,036.33 $67,775.45 $64,708.80 50th Percentile $56,416.49 $67,870.40 $64,708.80 60th Percentile $56,984.60 $68,390.40 $64,708.80 65th Percentile $57,517.65 $68,463.20 $64,708.80 75th Percentile $58,243.45 $69,572.61 $64,708.80 80th Percentile $58,300.08 $70,994.74 $64,708.80

GovHR USA, LLC The Village of Muckwonago, WI 59 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

SCHOOL RESOURCE OFFICER Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer N/A Burlington $58,364.80 $65,540.80

DeForest $67,787.20 Elkhorn Union - not General Comp Plan Fort Atkinson N/A Grafton N/A Hales Corners N/A McFarland $64,272.00 $68,556.80 37.5 hrs.

Monona $70,137.60 2015 Rates, 2016 and 2017 not approved 37.5 hrs. Pewaukee (v) N/A Plymouth N/A Port Washington St. Francis

Mukwonago $55,246.00 $71,680.00

Average $61,318.40 $67,048.80 $68,962.40 50th Percentile $61,318.40 $67,048.80 $68,962.40 60th Percentile $61,909.12 $67,350.40 $69,197.44 65th Percentile $62,204.48 $67,501.20 $69,314.96 75th Percentile $62,795.20 $67,802.80 $69,550.00 80th Percentile $63,090.56 $67,953.60 $69,667.52

GovHR USA, LLC The Village of Muckwonago, WI 60 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

DISPATCHER/CLERK SUPERVISOR Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer N/A Burlington $53,081.60 $68,244.80 Administrative Services Manager

DeForest $48,687.50 Office Manager Elkhorn N/A Fort Atkinson N/A Grafton Police Captain oversees dispatch N/A Hales Corners N/A McFarland $39,312.00 $51,064.00 Administrative Assistant (Confidential)

Monona N/A Pewaukee (v) N/A Plymouth N/A Port Washington St. Francis

Mukwonago $38,084.80 $45,302.40 $46,072.00

Average $46,196.80 $59,654.40 $48,687.50 50th Percentile $46,196.80 $59,654.40 $48,687.50 60th Percentile $47,573.76 $61,372.48 $48,687.50 65th Percentile $48,262.24 $62,231.52 $48,687.50 75th Percentile $49,639.20 $63,949.60 $48,687.50 80th Percentile $50,327.68 $64,808.64 $48,687.50

GovHR USA, LLC The Village of Muckwonago, WI 61 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

DISPATCHER/CLERK Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer $37,428.00 $50,638.00 Desk Clerk (No Dispatching 911) Burlington $41,620.80 $53,518.40

DeForest $38,584.00 Administrative Assistant Elkhorn $32,135.00 $38,563.00 Communications Clerk Fort Atkinson $36,493.81 $40,436.24 Grafton $41,593.00 $56,200.00 Hales Corners N/A McFarland $29,369.60 $37,939.20 Police Clerk I

Monona $45,219.20 $47,611.20 Dispatcher 37.5 hrs./wk. Pewaukee (v) N/A Plymouth N/A Port Washington St. Francis

Mukwonago $35,900.80 $43,201.60

Average $37,694.20 $46,415.15 $38,584.00 50th Percentile $37,428.00 $47,611.20 $38,584.00 60th Percentile $39,927.00 $49,427.28 $38,584.00 65th Percentile $41,176.50 $50,335.32 $38,584.00 75th Percentile $41,606.90 $52,078.20 $38,584.00 80th Percentile $41,615.24 $52,942.32 $38,584.00

GovHR USA, LLC The Village of Muckwonago, WI 62 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

PUBLIC WORKS DIRECTOR Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer $73,649.00 $99,643.00 Burlington $83,574.40 $107,452.80 DeForest $84,000.00 Director of Public Services Elkhorn $65,563.00 $85,233.00 Operations Manager - DPW Fort Atkinson $65,104.42 $72,136.69 Public Works Superintendent Grafton $77,905.00 $105,367.00 Director of PW/Village Engineer Hales Corners $77,060.00 $92,473.00 McFarland $79,102.40 $102,731.20 Monona $92,284.00 Also Water & Sewer Utilities Pewaukee (v) $79,289.90 $107,041.36 Director of Public Works/Engineer Plymouth $97,000.00 Director of Public Works/City Engineer Port Washington St. Francis

Mukwonago $67,161.00 $80,593.00 $69,347.00

Average $75,156.01 $96,509.76 $91,094.67 50th Percentile $77,482.50 $101,187.10 $92,284.00 60th Percentile $78,144.48 $103,258.36 $93,227.20 65th Percentile $78,563.57 $104,180.89 $93,698.80 75th Percentile $79,149.28 $105,785.59 $94,642.00 80th Percentile $79,214.90 $106,371.62 $95,113.60

GovHR USA, LLC The Village of Muckwonago, WI 63 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

PUBLIC WORKS DIRECTOR (Edited) Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer $73,649.00 $99,643.00 Burlington $83,574.40 $107,452.80 DeForest $84,000.00 Director of Public Services Elkhorn $65,563.00 $85,233.00 Operations Manager - DPW Fort Atkinson $65,104.42 $72,136.69 Public Works Superintendent Grafton Director of PW/Village Engineer Hales Corners $77,060.00 $92,473.00 McFarland $79,102.40 $102,731.20 Monona Also Water & Sewer Utilities Pewaukee (v) Director of Public Works/Engineer Plymouth Director of Public Works/City Engineer Port Washington St. Francis

Mukwonago $67,161.00 $80,593.00 $69,347.00

Average $74,008.87 $93,278.28 $84,000.00 50th Percentile $75,354.50 $96,058.00 $84,000.00 60th Percentile $77,060.00 $99,643.00 $84,000.00 65th Percentile $77,570.60 $100,415.05 $84,000.00 75th Percentile $78,591.80 $101,959.15 $84,000.00 80th Percentile $79,102.40 $102,731.20 $84,000.00

GovHR USA, LLC The Village of Muckwonago, WI 64 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

PUBLIC WORKS CREW SUPERVISOR Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer $61,871.00 $83,708.00 Operations Supervisor Burlington $56,867.20 $73,132.80 Working Foreman DeForest $75,000.00 Elkhorn $53,271.00 $70,339.00 Field Operations Supervisor Fort Atkinson $46,954.54 $50,530.27 Construction Foreman Grafton $63,146.00 $85,393.00 Superintendent of Public Works Hales Corners $52,187.20 $62,587.20 McFarland $66,414.40 $86,257.60 Assistant Public Works Director Monona $57,595.20 Streets Foreman Pewaukee (v) $55,896.25 $75,459.94 Public Works Supervisor Plymouth $64,278.00 Street Superintendent Port Washington St. Francis

Mukwonago $47,465.60 $56,950.40

Average $57,075.95 $73,425.98 $65,624.40 50th Percentile $56,381.73 $74,296.37 $64,278.00 60th Percentile $57,867.96 $77,109.55 $66,422.40 65th Percentile $59,619.29 $79,996.37 $67,494.60 75th Percentile $62,189.75 $84,129.25 $69,639.00 80th Percentile $62,636.00 $84,719.00 $70,711.20

GovHR USA, LLC The Village of Muckwonago, WI 65 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

PUBLIC WORKS CREW SUPERVISOR (Edited) Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer $61,871.00 $83,708.00 Operations Supervisor Burlington $56,867.20 $73,132.80 Working Foreman DeForest $75,000.00 Elkhorn $53,271.00 $70,339.00 Field Operations Supervisor Fort Atkinson $46,954.54 $50,530.27 Construction Foreman Grafton Superintendent of Public Works Hales Corners $52,187.20 $62,587.20 McFarland Assistant Public Works Director Monona $57,595.20 Streets Foreman Pewaukee (v) $55,896.25 $75,459.94 Public Works Supervisor Plymouth $64,278.00 Street Superintendent Port Washington St. Francis

Mukwonago $47,465.60 $56,950.40

Average $54,507.87 $69,292.87 $65,624.40 50th Percentile $54,583.63 $71,735.90 $64,278.00 60th Percentile $55,896.25 $73,132.80 $66,422.40 65th Percentile $56,138.99 $73,714.59 $67,494.60 75th Percentile $56,624.46 $74,878.16 $69,639.00 80th Percentile $56,867.20 $75,459.94 $70,711.20

GovHR USA, LLC The Village of Muckwonago, WI 66 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

PUBLIC WORKS CREW PERSON Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer $41,986.00 $56,805.00 Laborer Burlington $41,620.80 $53,518.40 Maintenance Worker DeForest $47,008.00 Elkhorn $40,571.00 $48,685.00 Fort Atkinson $40,553.76 $44,937.36 Grafton $44,817.00 $60,615.00 Hales Corners $47,299.20 $56,763.20 McFarland $39,312.00 $51,064.00 Monona $44,137.60 $53,206.40 Pewaukee (v) $44,275.06 $59,771.34 Equipment Operator Plymouth $44,990.40 $51,521.60 Equipment Operator & General Driver/Laborer Port Washington St. Francis

Mukwonago $45,531.20 $54,620.80

Average $42,956.28 $53,688.73 $47,008.00 50th Percentile $43,061.80 $53,362.40 $47,008.00 60th Percentile $44,192.58 $54,816.32 $47,008.00 65th Percentile $44,254.44 $56,276.48 $47,008.00 75th Percentile $44,681.52 $56,794.55 $47,008.00 80th Percentile $44,851.68 $57,398.27 $47,008.00

GovHR USA, LLC The Village of Muckwonago, WI 67 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

PUBLIC WORKS MECHANIC Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer $44,254.00 $59,872.00 Burlington $45,448.00 $58,427.20 DeForest $56,992.00 Operator Elkhorn N/A Fort Atkinson $46,954.54 $50,530.27 Grafton $48,258.00 $65,224.00 Crewperson - Mechanic Hales Corners $49,670.40 $59,612.80 McFarland $41,662.40 $54,121.60 Monona $60,694.40 Pewaukee (v) $44,275.06 $59,771.34 Plymouth $53,352.00 Port Washington St. Francis

Mukwonago $46,987.20 $56,326.40 $56,326.00

Average $45,788.91 $58,222.74 $57,012.80 50th Percentile $45,448.00 $59,612.80 $56,992.00 60th Percentile $46,351.93 $59,707.92 $57,732.48 65th Percentile $46,803.89 $59,755.49 $58,102.72 75th Percentile $47,606.27 $59,821.67 $58,843.20 80th Percentile $47,997.31 $59,851.87 $59,213.44

GovHR USA, LLC The Village of Muckwonago, WI 68 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

UTILITIES DIRECTOR Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer N/A Burlington $56,867.20 $73,132.80 Working Foreman DeForest $75,000.00 Crew Supervisor Elkhorn $68,897.00 $92,708.00 Electric & Water Utilities Fort Atkinson $65,104.42 $72,136.69 Water Supervisor, Wastewater Supervisor Grafton $70,656.00 $95,542.00 Utility Superintendent Hales Corners N/A McFarland N/A Monona $92,284.00 Public Works Director Pewaukee (v) $79,289.90 $107,041.36 Director of Public Works/Engineer Plymouth N/A Port Washington St. Francis

Mukwonago $69,825.00 $83,791.00 $72,093.00

Average $68,162.90 $88,112.17 $83,642.00 50th Percentile $68,897.00 $92,708.00 $83,642.00 60th Percentile $69,600.60 $93,841.60 $85,370.40 65th Percentile $69,952.40 $94,408.40 $86,234.60 75th Percentile $70,656.00 $95,542.00 $87,963.00 80th Percentile $72,382.78 $97,841.87 $88,827.20

GovHR USA, LLC The Village of Muckwonago, WI 69 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

UTILITIES DIRECTOR (Edited) Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer N/A Burlington Working Foreman DeForest Crew Supervisor Elkhorn $68,897.00 $92,708.00 Electric & Water Utilities Fort Atkinson $65,104.42 $72,136.69 Water Supervisor, Wastewater Supervisor Grafton $70,656.00 $95,542.00 Utility Superintendent Hales Corners N/A McFarland N/A Monona $92,284.00 Public Works Director Pewaukee (v) Director of Public Works/Engineer Plymouth N/A Port Washington St. Francis

Mukwonago $69,825.00 $83,791.00 $72,093.00

Average $68,219.14 $86,795.56 $92,284.00 50th Percentile $68,897.00 $92,708.00 $92,284.00 60th Percentile $69,248.80 $93,274.80 $92,284.00 65th Percentile $69,424.70 $93,558.20 $92,284.00 75th Percentile $69,776.50 $94,125.00 $92,284.00 80th Percentile $69,952.40 $94,408.40 $92,284.00

GovHR USA, LLC The Village of Muckwonago, WI 70 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

ASSISTANT UTILITIES DIRECTOR Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer N/A Burlington N/A DeForest N/A Elkhorn $60,889.00 $76,111.00 Electric Utility field Operations Supervisor Fort Atkinson N/A Grafton N/A Hales Corners N/A McFarland N/A Monona $57,595.20 Utilities Foreman Pewaukee (v) N/A Plymouth N/A Port Washington St. Francis

Mukwonago $59,030.40 $70,824.00

Average $60,889.00 $76,111.00 $57,595.20 50th Percentile $60,889.00 $76,111.00 $57,595.20 60th Percentile $60,889.00 $76,111.00 $57,595.20 65th Percentile $60,889.00 $76,111.00 $57,595.20 75th Percentile $60,889.00 $76,111.00 $57,595.20 80th Percentile $60,889.00 $76,111.00 $57,595.20

GovHR USA, LLC The Village of Muckwonago, WI 71 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

LEAD UTILITIES OPERATOR Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer N/A Burlington $45,448.00 $58,427.20 Wastewater Operator DeForest N/A Elkhorn $64,664.00 $77,596.00 Lead Line Tech - Electric Utility Fort Atkinson $47,174.82 $50,773.42 Wastewater Foreman Grafton $55,421.00 $74,940.00 Field Operations Coord & Plant Operator 2 positions Hales Corners N/A McFarland N/A Monona N/A Pewaukee (v) $46,931.57 $63,357.62 Utility Leadman Plymouth N/A Port Washington St. Francis

Mukwonago New Position

Average $51,927.88 $65,018.85 #DIV/0! 50th Percentile $47,174.82 $63,357.62 #NUM! 60th Percentile $50,473.29 $67,990.57 #NUM! 65th Percentile $52,122.53 $70,307.05 #NUM! 75th Percentile $55,421.00 $74,940.00 #NUM! 80th Percentile $57,269.60 $75,471.20 #NUM!

GovHR USA, LLC The Village of Muckwonago, WI 72 VILLAGE OF MUKWONAGO, WI DETAILED SALARY DATA

UTILITIES OPERATOR Comparable Minimum Maximum Community Salary Salary Actual Salary Title (If Different) Comment Brown Deer $44,254.00 $59,872.00 Burlington $45,448.00 $58,427.20 DeForest N/A Elkhorn $54,293.00 $65,151.00 Operator in Charge - Water Utility Fort Atkinson $42,450.51 $45,850.06 Grafton $44,817.00 $60,615.00 Hales Corners N/A McFarland N/A Monona $39,520.00 $48,880.00 Pewaukee (v) $44,275.06 $59,771.34 Plymouth $51,209.60 $57,782.40 Water Op (min rate) WW Op (max rate) Port Washington St. Francis

Mukwonago $46,550.40 $55,848.00

Average $45,783.40 $57,043.63 #DIV/0! 50th Percentile $44,546.03 $59,099.27 #NUM! 60th Percentile $44,943.20 $59,791.47 #NUM! 65th Percentile $45,164.05 $59,826.70 #NUM! 75th Percentile $46,888.40 $60,057.75 #NUM! 80th Percentile $48,904.96 $60,317.80 #NUM!

GovHR USA, LLC The Village of Muckwonago, WI 73

APPENDIX C

GovHR USA, LLC The Village of Muckwonago, WI 74 VILLAGE OF MUKWONAGO, WI MEDICAL AND LIFE INSURANCE

Health Dental Vision Life Insurance Emp Family Emp Family Emp Family Flexible FSA Municipality Spending Contrib. Comments % Paid by % Paid by % Paid by % Paid by Deductibl % Paid by % Paid by Deductibl Benefit % Paid by Deductible Deductible Acct Muni. Muni. Muni. Muni. e Muni. Muni. e Amount Muni.

Brown Deer 88.00% $ 1,000.00 88.00% $ 2,000.00 0.00% 0.00% $ 25.00 Yes No 1x Base 100%

Also offer tradiitonal PPO at 80/20, 90% 97.50% $ 1,200.00 97.50% $ 2,400.00 40.00% 40.00% $ - 100.00% 100.00% $ - Yes No 1x Base 100% employer, $2000 family deductible Burlington Village pays for basic and 95.00% $ 500.00 95.00% $ 1,000.00 100.00% 100.00% $ 50.00 0.00% 0.00% $ 25.00 Yes No Varies 100% DeForest spouse/dependent life insurance HRA, employer contribution 250/500; Life 100.00% $ 1,000.00 100.00% $ 2,000.00 100.00% 100.00% N/A N/A N/A Yes No $10,000 100% insurance includes WRS Plan, Dental max Elkhorn $1,000 per person Fort Atkinson 88.00% $ 500.00 88.00% $ 1,000.00 100.00% 100.00% $ - N/A N/A N/A Yes No Basic 50% Grafton 85.00% $ 500.00 85.00% $ 1,000.00 0.00% 0.00% $ - N/A N/A N/A Yes No 1x Base 100% re-insurance kicks in after $1000/$2000 91.00% $ 2,000.00 91.00% $ 4,000.00 90.00% 90.00% $ - N/A N/A N/A Yes No 1x Base 100% deductibel, everything after is submitted to Hales Corners reinsurer.

Village is part of the Stae Plan which includes vision. The State calculates the Basic through 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% Yes No 100% maximum Village payment. In 2017 it was State 0%, 2016 was around 5%. Dental is 100% employee funded through Delta McFarland Monona 90.00% 90.00% 100.00% 100.00% 100.00% 100.00% Yes No 1x Base 20% State Health Plan PO-16 (no dental) vision 88.00% $ 500.00 88.00% $ 1,000.00 50.00% 50.00% $ 25.00 N/A N/A N/A Yes No 1000 of Salary 100% Pewaukee (v) (exams only) Plymouth 85.00% $ 1,300.00 85.00% $ 2,600.00 0.00% 0.00% Varies 0.00% 0.00% DNR Yes No 1x Base 100% Port Washington N/R St. Francis N/R AVERAGE 82.50% 82.50% $ 1,888.89 58.00% 58.00% $ 12.50 33.33% 33.33% $ 16.67 1 X Base 88.18% Village pays 88% of lowest-cost plan; employees pay 12% of lowest-cost plan and any additional cost if not taking the 1 X Salary. lowest cost plan. Employees can choose Employees to add basic dental coverage to their plan can elect to at a slightly higher premium. purchase Village contributes $250 (Single) or $500 Mukwonago 88% $ 500.00 88% $ 1,000.00 88% 88% 0% N/A N/A N/A Yes 250/500 additional 100% (Family) to an FSA for Full-Time coverage for employees; employees can choose to add themselves, to it up to $2,500. Employees that choose spouse and health option without dental have the dependents difference in the Village's cost contributed to an HRA account that can be used for dental and vision expenses.

GovHR USA, LLC The Village of Muckwonago, WI 75 VILLAGE OF MUKWONAGO, WI HOLIDAYS AND PERSONAL DAYS

Municipality Holidays per Year Personal Days per Year Comments

Brown Deer 9 2 Burlington 11 1 DeForest 8 3 Village Hall staff only 2 personal days Elkhorn 10 0 Fort Atkinson 8 3 Grafton 9 2 Hales Corners 10 0 McFarland 9 2 Monona 8 3 Pewaukee (v) 9 3 Plymouth 11 0 Port Washington N/R N/R St. Francis N/R N/R 9.30 1.70 Mukwonago 8 4

GovHR USA, LLC The Village of Muckwonago, WI 76 VILLAGE OF MUKWONAGO, WI SICK LEAVE

Sick Days Maximum Municipality Earned per Accrual (Sick Employee Separation Comments Year Leave Bank)

Hired prior to 7-1-07, with 15 years service will have 70 days put 12 70 into their post healthcare reimbursement plan. After 7-1-07, no Brown Deer payout Burlington 12 150 $50 per day paid out for death or retirement only At retirement, sick leave is converted to HRA. No payout upon 13 85 DeForest voluntary seperation PTO, no stand alone sick time, except PD Union (12 Varies by date of hire Elkhorn days) Fort Atkinson 13 125 DNR PTO capped bi-weekly, excess PTO is transferred to Medical - 60 Grafton Leave Bank, which is not payable pre 7/1/16 hire date - 50% of value of bank paid out or used 12 90 Hales Corners towards medica l premiums McFarland 12 180 Paid out into VEBA account Converted for health insurance premiums or paid into a 457 12 85 retirement account if employee retires from City; otherwise, sick Monona leave is forfeited at termination. Pewaukee (v) Short-term Dispability policy to 52 weeks In addition, paid 25% unused sick leave in excess of 12 Unlimited Min 10 years service receive max 50 days paid out. Plymouth 100 days no to exceed 30 days. Port Washington N/R St. Francis N/R 12.25 105.63

A maximum of 960 hours for Full Time employees can be paid up to 1200 hours into an HRA account upon separation from the Village after 20 12 for full-time Mukwonago years of Full-Time employment. There is no proration of this employees benefit for less than 20 years of Full-Time employment.

GovHR USA, LLC The Village of Muckwonago, WI 77 VILLAGE OF MUKWONAGO, WI VACATION

Milestone Comparison Max Carry Comments Municipality > 1 yr > 6 yrs > 10 yrs > 15 yrs > 20 yrs over

Brown Deer 10 10 15 17 25 40 Burlington 5 15 20 20 21 5 25 years, 25 days Max DeForest 10 15 20 25 25 5 Elkhorn PTO, did not report Fort Atkinson 5 15 15 20 25 N/A PTO capped bi-weekly, excess PTO is 16 25 25 28 31 N/A Grafton transferred to Medical Leave Bank Hales Corners 1 10 15 20 25 N/A McFarland 10 15 15 20 25 5 Non-Department Heads Monona 8 13 18 18 23 20 Pewaukee (v) 10 15 15 20 25 Plymouth 6 10 15 21 25 80 Port Washington N/R St. Francis N/R Average 8.1 14.3 17.3 20.9 25.0 25.8 No maximum carryover; however, employees must use any days carried Mukwonago 5 15 20 25 25 N/A over by April 30th. There is no payout of unused days.

GovHR USA, LLC The Village of Muckwonago, WI 78 VILLAGE OF MUKWONAGO, WI RETIREMENT

Contribution Levels Municipality Programs Deferred Comp Municipality Employee

Brown Deer 6.80% 6.80% Nationwide, Security Benefits, North Shore Bank Yes, No Contribution Burlington 6.80% 6.80% DeForest 6.80% 6.80% WI deferred Comp, North Shore Bank, Thrivent Financial Yes, No Contribution Elkhorn DNR DNR Fort Atkinson 6.80% 6.80% Great West, North Shore Bank Yes, No Contribution Grafton 6.80% 6.80% ICMA-RC, North Shore Bank Yes Protective is more but all employee's pay including bargaining 6.80% 6.80% Hales Corners unit police for employee rate by WRS Yes McFarland 6.80% 6.80% Yes, No Contribution Monona 6.80% 6.80% No Pewaukee (v) 50.00% 50.00% Yes, No Contribution Protected Police Officers hired before 2016 are paying 3.6% in 6.80% 6.80% 2017, 5.2% in 2018 and full EE portion in 2019. the ER portion Plymouth is the difference of the total less EE% Yes, No Contribution Port Washington N/R St. Francis N/R

Contributes 2.5% of non-represented employees' pay to ICMA; employees Mukwonago 6.8% 6.8% ICMA, Great West Retirement, and North Shore have option to add more. No Village contribution to Great West or North Shore

GovHR USA, LLC The Village of Muckwonago, WI 79 VILLAGE OF MUKWONAGO, WI EDUCATION-BASED PAY INCENTIVE PROGRAM

Municipality Program

Brown Deer None $200 per credit hour, $3600 max per year. Directly related to employee position, upon approval. Burlington* Employee must be regular full-time for at least 1 year. All union sworn officers are eligible after 18 months of employment. 3% increase in base rate for 90 credits from college/university and 6% increase in base rate for undergraduate BA/BS degree from DeForest college/university. Elkhorn Yes Fort Atkinson None Tuition reimbursement (@local universities) for job related coursework subject to verification of Grafton* course completion Hales Corners None Police employees under contract get 3% added to their base rate for an Associate, 5% for McFarland Bachelor's, and 7% for a Masters

For patrol officers, sergeants, lieutenants, SRO: $1,000 annually for Bachelor's degree; $2,000 annually for Master's Degree. Must have 5 years of service to receive this annual stipend. Monona Police CBA: 1-15 creidts - $25/month 30 credits - 30/month 45 credits - 35/month full associate degree - 60/month Pewaukee (v) full bachelor of arts degree - 75/month Plymouth None Port Washington N/R St. Francis N/R

For Police Officers, the School Resource Officer and the Police Sergeant: $700 for Associates + 15 Mukwonago credits; $800 for Associates + 30 credits; $900 for an Associates +45 credits; $1,500 for a Bachelors degree.

*The data submitted by Burlington and Grafton describe reimbursement for tuition costs rather than ongoing stipends for achievement of specific credit hour objectives.

GovHR USA, LLC The Village of Muckwonago, WI 80 VILLAGE OF MUKWONAGO, WI PART-TIME EMPLOYEES

Municipality Benefits

Brown Deer No Burlington Vacation and Sick Time egular part time employees receive vacation, sick, and holiday on a prorated basis. Retirement is based on hour requirement by WRS. No education DeForest incentive for part-time employees. Elkhorn On pro-rata basis Fort Atkinson None Grafton holidays, pro-rated PTO, and insurance (if eligible) Hales Corners pro-rated holiday, sick and vacation based upon intended max hours per year upon hire McFarland By policy, all might be afforded some of these benefits on a pro-rate basis depending on their hours worked Prorated vacation and holiday pay for all permanent part-time employees; prorated sick leave also for permanent part-time employees working 20 or more Monona hours per week. Pewaukee (v) vacation and holiday (pro-rated basis) Plymouth Regular PT EE's=vacation 28 hours per week; sick earned at 5.6 hours/month; holiday; life insurance; WRS Port Washington N/R St. Francis N/R

Prorated Vacation, Sick days and holiday pay are granted to part-time employees who are regularly scheduled to work a minimum of 30 hours per week. Employees who work less than 30 hours per week do not receive and PTO benefits. Part- Mukwonago time mployees who are eligible for WRS can receive health insurance which is prorated based on the number of hours they are regularly scheduled to work. Part-time employees are not eligible for flex spending, HRA, or ICMA contributions made by the Village on the employees' behalf.

GovHR USA, LLC The Village of Muckwonago, WI 81

October 16, 2017

Mr. John S. Weidl Village Administrator/ Director of Economic Development Village of Mukwonago 440 River Crest Court Mukwonago, WI 53149

Re: Review of Village Clerk and Deputy Village Clerk Positions

Dear Mr. Weidl,

As a result of the direction provided at the Village Board meeting on Monday, October 9, 2017, I went back and reviewed the scoring for the positions of Village Clerk and Deputy Village Clerk. Presently, the positions are scored in a manner that is advantageous and appropriate. For example, the Village Clerk’s position has the highest score for Technological Proficiency in the Village. Both positions, have an appropriate amount of Judgement and Decision Making and Contact with Others, which are key skill areas for the positions.

Based on my review and our subsequent discussion, I have determined that the positions are placed in the appropriate Grades for the work performed.

If you have any questions or need additional information, please let me know.

Sincerely,

Joellen Cademartori Earl Chief Executive Officer

630 Dundee Road, Suite 130, Northbrook, IL 60062 Local: 847.380.3240 Toll Free: 855.68GovHR (855.684.6847) Fax: 866.401.3100 GovHRUSA.com

EXECUTIVE RECRUITMENT INTERIM STAFFING MANAGEMENT AND HUMAN RESOURCE CONSULTING Village of Mukwonago

AGENDA ITEM REQUEST FORM

Committee/Board: Personnel Topic: Compensation Philosophy & Policy Updates and Other Follow- Up Items from the Compensation Study Presentation From: Diana Doherty Department: Finance/Administration Presenter: Diana Doherty Date of Committee Action 11-7-17 (if required): Date of Village Board 11-21-17 Action (if required):

Information

Background Information/Rationale: On October 9, 2017 the Village Board accepted the results of the Employee Classification and Compensation Study prepared and presented by Joellen Earl, the consultant from GovHR. Information within the study required changes to the Village’s adopted Compensation Philosophy and the Classification, Compensation and Performance Evaluation Program Policy which are summarized below with the draft documents attached for your review.

Also attached is a memo from the consultant in response to the Board’s request that she re-evaluate the classifications of the Clerk-Treasurer and the Deputy Clerk-Treasurer positions.

Lastly, there is a draft position description outlining the “HR Coordinator” duties (which I have been performing for the past few years) for consideration to be formally added to the Finance Director’s role in conjunction with the title change as recommended by the consultant.

Key Issues for Consideration: The following summarizes the main changes to the Compensation Philosophy and the Classification, Compensation and Performance Evaluation Program Policy documents which are attached with the changes noted:

 How positions are evaluated for placement within the Compensation Plan and how pay ranges apply to all the positions within a particular grouping in the plan is explained.  Identification of the factors the Village uses to determine comparable communities for external bench-marking purposes is added.  How employees can progress through pay ranges through cost of living adjustments or merit- based increases is explained as “step” increases have been eliminated.  The specific factor that will be used to determine an annual increase to the minimum and maximum value of each range was changed.  How compensation plan adjustments affect employees who fall below, above or within the ranges established for their position’s classification is clarified. Please see “Fiscal Impact” section for more on this topic.  Some items have been moved within the document for better continuity of topic.

Please note when reviewing the attached drafts: Items lined out in red are deletions while items underlined in red are revisions or additions and items lined out in green are moved to another part of the document where you will find them in their new location also in green with a double underscore.

Village of Mukwonago

AGENDA ITEM REQUEST FORM

Fiscal Impact (If any): As discussed in the meeting on October 9, the majority of employees fall within the ranges compiled by the consultant and would receive the 2% increase that was proposed in the 2018 budget. Excluding the Library staff this amount is $84,586. There are 7 employees who need to be brought up to the minimum rate for their respective ranges, totaling $30,394.

I had originally proposed granting 5 employees who were within range but on the low end considering how long they had been in the positions, an additional 5% adjustment which would have totaled $10,902. I have looked at that proposal again in light of the consultant’s recommendation as laid out in the study. Using the criteria she has recommended as an example (and which has been incorporated into the Classification, Compensation and Performance Evaluation Program Policy draft under the Compensation Plan section, item V(k)), this number has been reduced to $1,393 and affects 3 employees, only 1 of which was part of the original 5 that we previously talked about. The other 4 employees, fall outside of the eligibility measurement criteria by a small margin. If the measurement criteria was increased to 15%, instead of the 10% used as the example, the other 4 employees originally discussed could qualify for the one-time adjustment but at a reduced level than what was originally proposed (they would receive a 1%-3% instead of 5% adjustment). Using the 1%- 3% recommended based on length of time in the position, the adjustments for all 7 employees who fall within the 15% eligibility measurement totals $5,955.

I would like to have a discussion with the Committee on this particular recommendation in the policy and whether the criteria used as an example is what should be adopted or if the board would like to see other factors used. Again, the intent of this recommendation is to adjust the pay of employees on the low end of the range relative to their time in the position.

Requested Action by Committee/Board: Recommend the Village Board adopt changes to the previously adopted Compensation Philosophy and Classification. Recommend the Village Board adopt the amendments to the Compensation and Performance Evaluation Program Policy. Recommend the Village Board adopt the HR Coordinator position description.

Attachments o Compensation Philosophy Revised Draft o Classification, Compensation and Performance Evaluation Program Policy Revised Draft o Consultant Memo re: the re-evaluation of specific positions o HR Coordinator position description draft

RESOLUTION 2016-0172017-XXX

A RESOLUTION ADOPTING AREVISING THE VILLAGE OF MUKWONAGO’S COMPENSATION PHILOSOPHY

WHEREAS, the Village Board of the Village of Mukwonago wishes to establishpreviously adopted a philosophy upon which to design an effective compensation system and strategy on April 11, 2016; and

WHEREAS, the Village Board accepted the 2017 GovHR Employee Classification and Compensation Study and wishes to incorporate recommendations therein; and

WHEREAS, the Personnel Committee has reviewed and recommends adoption of said changes to the compensation philosophy.

NOW, THEREFORE, BE IT RESOLVED that the Village Board of the Village of Mukwonago hereby adopts the amended Compensation Philosophy as stated below:

Definition and Purpose

The Compensation Philosophy is a statement that guides the design of the compensation system and strategy. The statement aligns total rewards (cash compensation and benefits) with the goals for recruitment and retention of employees. The philosophy takes a comprehensive, long term focus and explains the compensation program’s goals and how the program supports the employer’s long-range strategic goals. Without a compensation philosophy, compensation decisions tend to be viewed from a short-term tactical standpoint apart from the Village’s overall goals.

Objectives

The Village of Mukwonago recognizes that its employees play a unique and significant role in the provision of municipal services. The Village endeavors to recruit, train and develop cohesive, high quality professional staff that will excel in providing public services. It is the compensation philosophy of the Village to provide a total compensation package (salary and benefits) to attract quality staff. As such, based on individual employee performance as ais also an important component of the Village’s compensation system.

The Village has identified the following objectives in its compensation philosophy and program:

 Provide fair and equitable rates of pay to employees  Develop a system that establishes a “market rate” for each position classification and states the minimum and maximum rates that the Village will pay individual employees in those positions classifications  Establish rates of pay that allow the Village to successfully compete for, recruit and retain qualified employees with a higher level of prior related work experience while being fiscally responsible with public resources  Ensure that pay rates for existing employees are based on individual performance that meets or exceeds expectations and reflects changing economic conditions  Develop a pay system that allows employees to progress through the pay ranges as long as their performance consistently meets or exceeds expectations based on a formal annual performance evaluation  Implement pay administration policies and procedures that ensure consistent application throughout the Village  Ensure that the compensation program is understandable to employees, Department Heads, Village Board, and the public  Allow the Village to retain experienced employees

Position Descriptions and the Classification Plan

Position descriptions comprise the basis of the compensation program. The position description outlines the primary purpose of the position; the essential functions, knowledge, skills and abilities required to perform the job; education and certifications required; as well as minimum and desired qualifications. To determine proper placement within the Village’s classification plan, the following nine factors are considered and rated: 1. Education 2. Work Experience 3. Decision-making and Independent Judgement 4. Responsibility for Policy Development 5. Planning 6. Contact with Others 7. Supervisory Responsibilities 8. Working Conditions 9. Use of Technology or Specialized Equipment

Each position is scored based on the above criteria and grouped in the classification plan with other positions which are similarly scored. Pay ranges are established for each position based on the stated functions and requirements. based on these groupings in the classification plan, not on individual positions. Employees who achieve possess qualifications certifications outside of position requirements will generally not receive additional compensation for those certificationsqualifications.

The organization will review position descriptions at any time there is a major change in the composition of a position to ensure the position description remains accurate and up to date. The content of the position descriptions remain the responsibility of the Village Administrator and Village Board.

Reclassification

Occasionally a position within the organization may undergo a significant change in duties in order to meet the needs of the organization. In that case, the position description will be reviewed and when applicable, updated with new areas of responsibility. Based on the significance of the change, the Village Board will determine if a change in salary is required. Reclassifications may be initiated by the Village Administrator, but staff may also request a review through the Village Administrator.

External Market Analysis

In order for the organization to attract and retain employees, it is necessary to evaluate the external “market” to determine if our total compensation package is appropriate. To remain competitive, it is the intent of the Village to review the external market every five to seven years (or more frequently when so determined by the Village Board). The municipalities selected for comparison are similar to the Village of Mukwonago and include cities and villages located near and around Mukwonago geographically and those which will be comparable as the Village grows. This group includes municipalities close to Mukwonago’s current population and the projected population at the time of the next expected review of the external market.

In determining a municipality’s comparability to the Village of Mukwonago, financial criteria is also used. Factors considered include: equalized value; property tax levy and tax rate; basic spending per capita; per capita income; operating spending per capita; general obligation debt and shared revenue.

Compensation Plan

The Compensation Plan for the Village includes ranges established for each the classification of positions with ranges established for each classification. Each range has a with a 2035% spread based on the initial market survey’s mid-point range average for that position recommendation of the study’s consultant. Assuming performance that meets and exceeds expectations, employees can progress through their position’s range in a period of about 6 years Employees move through the established ranges through Village Board approved cost of living adjustments (COLA) or merit-based increases based on performance. Performance evaluations must be completed by June 30th and submitted to the Village Administrator for review. Employees with performance ratings of meeting or exceeding expectations or higher willmay be eligible to receive an increase in the beginning of the new budget year provided an allocation for COLA has been made by the Village Board as explained in Item XI of the Village’s Classification, Compensation and Performance Evaluation Program Policy.

Employees with performance ratings of below expectations or needs improvement will not receive an increase until the performance rating improves to meeting expectations or higher.

An employee who is at the maximum of the pay range may still be eligible for a performance based increase as described in the Village’s Classification, Compensation and Performance Evaluation Program Policycompensation policy.

Annually, the Village Board will review the compensation plan and may recommend changes due to factors such as recruitment and retention issues. Prior to preparing the annual budget, the Finance Director will present the current budget year’s position Compensation Plan classification ranges adjusted by an appropriate inflation factor to maintain ranges comparable to the market. The annual adjustment to the ranges will be based on the cost of living adjustment factor used by the Social Security Administration. average annual percentage change in the Consumer Price Index for All Urban Consumers (CPI-U) for the 12 months ending June 30. The CPI-U was chosen as it is representative of 89% of the total U.S. population. A negative CPI-U will result in no change to the established ranges for the subsequent budget year.

The Village Board reserves the right to deviate from the compensation plan when, in sole judgment of the Board, market conditions or other circumstances dictate such a decision.

Compensation Plan Adjustment Implementation

Effective the date of implementation as determined by the Village Board, employees in positions where the pay rate is adjusted upward as a result of a market study or pay equity review will be placed on the range that is closest to their current rate of pay resulting in an increase in base rate have their base rate brought up to the minimum pay established for the range in which the position is classified. Employees whose pay exceeds the established range are notwill not be eligible for base rate increases but will not suffer a pay cut. Instead, the employees’ base rates shall be frozen until such time as their pay range maximum exceeds their current base rate of pay. Employees whose base rate falls within their established range will not be eligible for a base rate adjustment solely based on the market study implementation.

Any future market adjustments will be handled in the same manner as the initial implementation.described above. Some possible exceptions to base rate adjustments are described in the Classification, Compensation and Performance Evaluation Program Policy, under the Compensation Plan section, item V(k).

Passed and adopted this 11th 21st day of April, 2016November, 2017.

______Fred H. Winchowky, Village President

Attest: ______Steve Braatz, Jr. Village Clerk

RESOLUTION 2016-018 2017-XXX

A RESOLUTION ADOPTING AREVISING THE VILLAGE OF MUKWONAGO’S POSITION CLASSIFICATION, COMPENSATION AND PERFORMANCE EVALUATION PROGRAM POLICY

WHEREAS, the Village Board of the Village of Mukwonago has established a compensation philosophy upon which to design an effective compensation system and strategy; and,

WHEREAS, the Village Board wishes to establish a formal compensation policy based on the philosophy; and made changes to the compensation philosophy based on recommendations contained within the 2017 GovHR Employee Classification and Compensation Study; and

WHEREAS, changes in the Compensation Philosophy necessitated changes in the Village’s adopted Classification, Compensation and Performance Evaluation Program Policy (informally known as the Compensation Policy); and

WHEREAS, the Personnel Committee has reviewed and recommends adoption of said changes to the policy.

NOW, THEREFORE, BE IT RESOLVED that the Village Board of the Village of Mukwonago hereby adopts the amended Position Classification, Compensation, and Performance Evaluation Program Policy as stated below:

Classification Plan

I. Position Classification Plan.

The Village Board has adopted the following Position Classification Plan. The Classification Plan includes all non-represented positions in the Village, with the exception of temporary or seasonal positions. Each position description will have a pay range established for the position as determined in the Compensation Plan.will be placed in the Classification Plan with positions which scored similarly in the position evaluation process. Pay ranges based on external benchmarking are established for the classification and apply to all the positions within that classification.

Position descriptions outline the primary purpose of the position. Written descriptions for all positions will include the following:

a. A position summary which explains the nature of the work responsibilities of the position; b. The essential duties and responsibilities; c. Position requirements such as the knowledge, skills, and abilities necessary for performance of the work; d. A statement of the education, experience and training required, and desired (if different) for recruitment; e. Specialized requirements such as licensures, certifications, or registrations; f. Physical requirements and working conditions

Each position is evaluated and scored using the following nine criteria:

1. Education 2. Work Experience 3. Decision-making and Independent Judgement 4. Responsibility for Policy Development 5. Planning 6. Contact with Others 7. Supervisory Responsibilities 8. Working Conditions 9. Use of Technology or Specialized Equipment

The scoring of the position determines its placement within the classification plan. Major changes to a position description will prompt a review against the scoring criteria to determine if a change in classification is warranted. The content of position descriptions are the responsibility of the Village Administrator and the Village Board.

II. Maintenance of Classification Plan

The Village Administrator has overall responsibility for the Classification Plan and has designated responsibility for the maintenance of it to the Finance Director. The Classification Plan ensures position classifications accurately reflect the essential duties and responsibilities, required knowledge, skills, and abilities, and other requirements including education and/or certifications. Any changes recommended by the Finance Director will be reviewed and approved by the Village Administrator prior to recommendation to the Village Board for implementation.

Department Heads will be responsible for notifying the Finance Director of substantive changes in the nature of the duties, responsibilities, working conditions, or other factors affecting the classification of any existing position in their department. The Finance Director will work with the Department Head to review and analyze changes in position and determine whether the change in the nature or level of duties and responsibilities warrants a revision or reassignment of the position classification with a new title in the scoring of the position and/or a new title. The Finance Director will also determine whether the changes result in a reassignment to a different pay range within the Compensation Classification Plan. Significant updates to position descriptions, the creation of new position descriptions and any recommendation to changes of the positions within in pay ratesthe Classification Plan will be brought before the appropriate committee for approval and recommendation to the Village Board for adoption.

III. Classification of New Positions

The Finance Director will be responsible for the analyzing and assigninganalysis and placement of new positions to existing position classifications or developing a new position classification, and evaluating the new position classification for placement in within the Village’s Compensation Plan.

IV. Amendments of the Position Classification Plan

The Village Board will approve amendments to the Position Classification Plan by adding, changing, or deleting positions or classes of positions and pay ranges based on internal analysis, market comparisons, authorized budget allocation, and other relevant factors, based upon the Finance Director’s recommendations and Village Administrator’s review. The Village Board reserves the right to modify or eliminate all or any portion of the Classification Plan at any time.

Compensation Plan

I. Coverage of the Compensation Plan

The Village Board has adopted the following Compensation Plan. The Compensation Plan includes all non-represented position classifications in the Village, with the exception of temporary or seasonal positions.

II. Objectives

The Village recognizes that employees play a significant role in the provision of services in the community. The Village strives to recruit and retain high quality employees to provide public services. Please refer the Village of Mukwonago’s Compensation Philosophy document for additional information on the objectives the Village Board seeks to achieve through its Compensation Plan.

III. Compensation Plan

The Compensation Plan is designed to establish and maintain a pay structure which attracts, motivates, recruits and retains qualified employees; is competitive with the local labor market; and recognizes and rewards individual employee performance. These objectives are accomplished through the use of:

a. A formal position evaluation and classification system

b. Competitive compensation structure with pay increases based on cost of living and/or performance factors as the Village budget allows.

c. Pay ranges with an established minimum, midpoint, and maximum rate based on the external market and on the placement of the position within the Classification Plan. Position classifications will be placed in a pay range based on the formal position evaluation ranking of the position classification and upon market considerations.

d. Performance evaluation as a major component of the Village’s Compensation Plan and a basis for employee development. Employees may receive merit increases based on the results of individual employee performance evaluations as the Village budget allows.

e. Annual review and evaluation of the overall Compensation Plan with communication to the Village Board of any recommended changes.

f. The Compensation Plan, and/or individual wage adjustments, may be limited by budgetary constraints and be structured accordingly. c.  The assumption of duties outside of the normal scope of the position description may have an additional amount paid to the employee as compensation for those duties pending approval by the Village Board. This additional amount will be removed when the employee no longer performs the additional duties.  Supervisors will have a $1 per hour increase over the range established for the employees they supervise. In the event the Supervisor no longer serves in that function, the additional amount will be removed.  Pay ranges are established for each position based on the stated functions and requirements of the position. Employees who achieve certifications outside of position requirements will generally not receive additional compensation for those certifications.

d.a. Performance evaluation as a major component of the Village’s Compensation Plan and a basis for employee development. Employees may receive merit increases based on the results of individual employee performance evaluations as the Village budget allows.

e.a. Annual review and evaluation of the overall Compensation Plan with communication to the Village Board of any recommended changes.

f.a. The Compensation Plan, and/or individual wage adjustments, may be limited by budgetary constraints and be structured accordingly.

IV. Maintenance of Compensation Plan

As part of the annual budgetary process, the Village Administrator and Finance Director will review the status of the Compensation Plan and evaluate any amendments to maintain an up-to-date and competitive compensation structure.

The Village Administrator will recommend to the Village Board any modifications to the plan based upon a study of local economic conditions, the financial state of the Village’s budget, and market/merit conditions of position classifications and other relevant factors.

V. Pay Adjustments

The Finance Director will be responsible for implementing all pay adjustments approved by the Board. Pay adjustments may occur as a result of the following:

a. Cost-of-Living Adjustment (COLA): The Village Board may grant a cost-of-living adjustment each fiscal year based on the recommendation of the Village Administrator and budgetary considerations. The adjustment to pay ranges will be the same factor used by the Social Security Administration. Only employees who achieve a Meets or Exceeds Expectations on their annual evaluation will be eligible for the cost-of-living increases which will go into effect at the beginning of the new budget year. The minimum and maximum values for each range will be adjusted annually based on the average annual percentage change in the Consumer Price Index for all Urban Consumers (CPI-U) for the 12 months ending June 30. The CPI-U was chosen as it is representative of 89% of the total U.S. population. A negative CPI-U will result in no change to the established ranges for the subsequent budget year. Employees who are at the minimum of the range prior to the CPI-U adjustment will be brought up to the new minimum (assuming a positive CPI-U) even if no other COLA or merit-based increases are granted. b. Movement within Ranges: An employee who receives an evaluation of Meets or Exceeds Expectations will be moved to the next established level within his or her pay range until the maximum rate is achievedand who will not exceed the range maximum for his or her position classification will receive the COLA increase approved by the Village Board for the succeeding budget year. Increases will be effective for time worked beginning January 1 of the new budget year. c. Range Maximums: An employee whose current pay exceeds the maximum established for his or her pay range will be kept at that base rate until the COLA CPI-U adjusted range maximum catches up to the pay rate. At that point the employee will receive an increase not to exceed the CPI-U adjusted range maximum, assuming a performance rating of Meets or Exceeds Expectations. d. Performance-Based Increase: Performance-based increases may be authorized by the Village Board in conjunction with the Village’s Performance Evaluation Program. Performance increases are based on an individual employee achieving an “Exceeds Expectations” rating on the annual performance evaluation which must be completed and submitted to the Village Administrator by June 30th for the prior calendar year. Department Heads must review all evaluations with the Village Administrator prior to discussing evaluation with the employee, particularly those evaluations which exceed expectations to ensure the eligibility for the increase. Performance-based increases in up to the amount of $1,000 will be paid to the approved employee on the first paycheck in February of the new budget year following the performance evaluation, provided sufficient financial resources have been allocated per item XI of this policy. At the discretion of the Village Administrator and Village Board, in consultation with the employee’s supervisor, employees may also receive a merit-based adjustment to their salary in lieu of a one-time performance-based increase. e. Demotion: An employee may receive a decrease in pay due to a demotion to a lower level position assigned to a lower pay range. The Department Head will recommend a proposed pay level which will be subject to review and approval by the Village Administrator and confirmed by the Village Board. f. Promotion: An employee promoted to a position classification with a higher pay range, will be brought up to the minimum base rate for that range if his or her current rate is below that amount. An additional may receive a wage adjustment may be granted as the Village budget allows. The Department Head will recommend a proposed pay levelbase rate which will be subject to review and approval by the Village Administrator and confirmed by the Village Board. g. Reclassification: When a position is reclassified resulting in the assignment of the position to a different pay range, the employee’s pay may be adjusted in accordance with the pay range for the newly assigned pay rangeclassification. The Department Head (unless the position in question is a Department Head position) will recommend a proposed pay levelbase rate which will be subject to review and approval by the Village Administrator and confirmed by the Village Board.

h. Transfer: The Village Administrator may adjust the pay of an employee transferred to a new position within the range as recommended by the Department Head subject to confirmation by the Village Board.

i. Other Increases: Other pay increases may be granted from time to time with the approval of the Village Administrator and Village Board. For example, Tthe assumption of duties outside of the normal scope of the position description may have an additional amount paid to the employee as compensation for those duties pending approval by the Village Board. This additional amount will be removed when the employee no longer performs the additional duties.

j. Qualifications Outside of Position Requirements: Pay ranges are established for each positionPosition placement within the Classification Plan is based on the stated functions and requirements of the position. Employees who achieve certifications, educational degrees, or some other qualification outside of position requirements will generally not receive additional compensation for those certificationsqualifications although the Board may recognize such achievement with a one-time recognition.

k. Implementation of Compensation Plan Adjustments Based on External Market Studies or Equity Review: Employees in positions where the pay rate is adjusted upward as a result of a new market study or pay equity review will have their base rate brought up to the minimum established for the range in which the position is classified. Employees whose base rate falls within the established range will generally not receive a base rate adjustment. Employees whose pay exceeds the maximum will not be eligible for a base rate increase.

Exceptions to the above: The Board may approve an additional one time 1-3% increase to the base-rate for employees whose pay falls within 10% the bottom of the established range for their position’s classification relative to the length of time they have been in the position. Increases may be granted in the following scenarios:

Years in Position Adjustment 1-3 Years 0% Over 3 and up to 8 Years 1% Over 8 and up to 15 Years 2% i. Over 15 Years 3%

VI. Amendments to the Compensation Plan

The Village Board reserves the right to modify or eliminate all or any portion of the Compensation Plan at any time.

Performance Evaluation Program

I. Coverage of the Performance Evaluation Program

The Village Board has adopted the following Performance Evaluation Program which is based on position-specific competencies. The Program will include all non-represented positions in the Village, with the exception of temporary or seasonal positions.

II. Objective

The primary objective of the Village of Mukwonago’s Performance Evaluation Program is to encourage a high level of employee performance and recognize Village employees who exceed established competency standards utilizing an objective evaluation system. As such, the program will reward performance for those who exceed those standards in serving the citizens of the Village of Mukwonago. The Performance Evaluation Program also serves to identify areas where employee improvement or development is needed in order to meet the established standards for the position.

III. Implementation

The Village Administrator, under the direction of the Village Board, is responsible for implementation of the Performance Evaluation Program.

IV. Definitions

a. Annual Evaluation Period: The annual performance evaluation period for employees will be on a twelve month calendar basis, with evaluations due to the Village Administrator by June 30th

b. Competency: A required performance factor identified as essential for the position

c. Performance Increase: An annual increase in pay based on an employee exceeding established performance standards.

d. Performance Goal: A projected result using the S.M.A.R.T. criteria.

e. Evaluator: An individual having supervisory authority over the employee. The Evaluator is designated as a Department Head, Department Supervisor or the Village Administrator. The Village Board will evaluate the performance of the Village Administrator. using the same format and guidelines contained in this Performance Evaluation Program.

V. Policy

a. Individual employees’ performance is formally evaluated annually on a twelve month basis ending June 30th. All employees covered by this policy are evaluated based on their performance on established performance factors, defined performance levels, and approved goals. b. Eligible employees who have been promoted/transferred/demoted and are in an introductory period status may receive a performance increase upon completion of their introductory period. c. Employees who receive an overall rating of Below Expectations may be provided an opportunity to improve their performance at the Village’s discretion. If the opportunity for improvement is granted by the Village, the employee will be placed on probationary status and a performance improvement plan will be developed and followed for the period specified in the plan. Improvement plans should not exceed 90 days. A 30 day extension may be granted if needed and approved.

VI. Performance Factors

Employees are evaluated on the basis of position specific performance competencies designed to measure significant dimensions of their performance. All performance factors are defined on the Performance Evaluation Form.

VII. Establishing Performance Goals

Goals will be established for each employee covered by the Performance Evaluation Program. Employees may have the opportunity to develop performance goals and discuss them with their Department Head to ensure conformity with unit objectives and the Village’s goals and objectives for that particular office or department. For employees in their introductory period, the Department Head will develop the employee’s initial goals. Department Heads must approve all employee proposed goals and will have the discretion to reject, change or establish alternate goals that best serve the department.

VIII. Rating Employee Performance

An employee’s performance is evaluated based on the degree to which he or she demonstrates behaviors described within each pre-established performance competency and, where applicable, on attainment of performance goals. For each performance competency, the evaluator selects the level, which most closely describes the employee’s performance. The four (4) levels of performance ratings are:

a. Exceeds Expectations: Employee consistently performs above the established performance standard for the competency. In addition, the employee regularly makes positive contributions to the work unit that demonstrates creativity and initiative. Employee has complete understanding of all the requirements of the position and how they relate to the goals of the organization, the mission of the department and the needs of other departments. Employee takes a leadership role in developing new ideas on how to improve the level of service and possesses the job knowledge, skills and abilities required to successfully complete all assigned tasks efficiently and effectively. Only a small number of employees typically achieve this level of performance.

b. Meets Expectations: Employee maintains performance level in accordance with the established standard for the competency and performs position duties at or near full proficiency. Employee’s work is completed accurately and on time and the employee works well with associates and the public. The majority of all employees perform at this level.

c. Needs Improvement: Employee is not meeting some of the performance standards for established competencies. Employee may be lacking some of the required knowledge, skills, and abilities required to perform some tasks to established standards. Coaching and additional training may be necessary to raise the employee’s performance level.

d. Below Expectations: Employee is not meeting a significant number of performance standards established for the competencies required of this position. Employee lacks the required knowledge, skills and abilities and is unable to perform many of the tasks required of the position. Corrective measures are necessary and a formal performance plan should be implemented.

It is anticipated that ratings of “Exceeds Expectations” or “Below Expectations” are the exception, not the rule.

IX. Establishing Overall Ratings

Employees’ overall performance ratings will be correlated to any merit increases that are authorized by the Village Board for the following budget year. Employees who receive a performance rating of Below Expectations may be placed on a performance improvement plan and will be ineligible for any pay increase until a Meets Expectations level is achieved.

X. Frequency of Ratings

An employee’s performance is formally evaluated once during the calendar year with the following exceptions.

a. Orientation Period: An employee who is in an orientation period (generally 12 months) will be evaluated upon completion of the approved period. These evaluations should be submitted to the Village Administrator, no later than fifteen (15) calendar days prior to the close of the employee’s orientation period. An employee may be terminated at any time after consultation with the Village Administrator.

b. Extended Orientation Period: If a new employee’s overall performance is less than Meets Expectations and the employee is not terminated, the Department Head may request in writing to the Village Administrator, an extension of the employee’s orientation period up to 90 additional days. The time frame specified in subparagraph (a.) above will apply to submission of the extended introductory period evaluation.

c. Transfer/Resignation of an Evaluator: A performance evaluation is submitted for an employee at the time of transfer, promotion, or resignation of the Evaluator, provided an employee performance evaluation has not been completed within ninety (90) days. This process facilitates the new evaluator’s ability to evaluate the employee’s entire rating period.

d. Diminished Performance: If at any time during the evaluation period an employee’s performance diminishes and falls Below Expectations, the employee may be placed on probation, counseled and placed on a performance improvement plan as deemed appropriate by the Department Head and approved by the Village Administrator. The employee may be terminated at any time after consultation with the Village Administrator.

Evaluators are responsible for ensuring all documents are forwarded to the Village Administrator according to the time requirements outlined in this policy.

XI. Administration of Performance Evaluation Process

Annual Fund Allocation Process

The Village Administrator, working with the Village Board, will annually review the operation of the Performance Evaluation Program and the following process will be utilized in developing budget estimates of funds to be allocated to the various departments of the Village.

a) The Finance Director will determine the dollar amount to allocate to each department based on the performance evaluation rating results submitted by June 30th and approved by the Village Administrator.

b) Performance increase recommendations will be clearly supported by each respective employee’s performance evaluation rating. The Village Administrator and Village Board will give final approval of all recommendations for performance-based pay increases.

c) The total amount of funds dedicated to performance increases will be recommended for approval as part of the annual budget process.

Employee Performance Evaluation Administrative Process

a. All evaluations are to be conducted using the performance competencies identified by the Department Head for the position.

b. Evaluators should review performance notes and other documentation gathered throughout the evaluation period on individual employee’s performance on the essential duties and responsibilities of the position, other performance factors and on the established goals for the evaluation period. Evaluators will also establish goals for the next evaluation period for each employee supervised.

c. Employees should review information relative to their individual performance during the evaluation period in preparation for the evaluation.

d. Supporting examples and/or commentary must be provided for ratings that are above or below the “Meets Expectations” standards. These comments should amplify or explain why or how you chose a particular level of performance.

e. Important! Evaluators will turn in their proposed Performance Evaluations to the Village Administrator prior to meeting and discussing them with the employee. If the proposed Performance Evaluation is acceptable, the Village Administrator will sign the evaluations and return them to the Evaluator for review with and signature from the employee. If the Performance Evaluation is not acceptable, the Village Administrator will discuss the evaluation with the Evaluator as to areas of the evaluation that are unacceptable and require modification.

f. Employees and evaluators sign the Performance Evaluation form to signify this process was accomplished.

XII. Performance Goals

a. Apply the S.M.A.R.T criteria to performance goals. These are designed to answer the Who, What, Where, When, Why and How of job expectations for the coming year.

 Specific: The goals should identify a specific duty, action, project or event.

o Ask – What exactly will be accomplished?

 Measurable: Describe the measurements to be used to determine that the results or outcomes expected have been achieved.

o Ask – How will I know when the goal has been reached; what defines a successful outcome?

 Attainable: Goals should challenge people to do their best, but they need to be attainable.

o Ask – Is this goal reachable? What resources are needed to reach it?

 Relevant: Goals must directly pertain to the performance that is being managed.

o Ask – Why is this goal significant to the employee’s job or department?

 Timely: Goals must have starting and ending points. This will help employees focus their efforts, and to plan accomplishment of goals around day-to-day duties and crises.

o Ask – When does this goal need to be achieved?

XIII. Monitoring Performance

While formal evaluations are an annual process, performance feedback should not be a once-a-year event, Department Heads and Supervisors should be providing feedback to their employees (both positive and negative) on a regular basis throughout the year regarding performance. Employees should never learn about an important issue for the first time during the annual review. The evaluation is not a substitute for recognition, coaching, or discipline that should occur throughout the year.

Passed and adopted this 11th 21th day of AprilNovember, 20162017.

______Fred H. Winchowky, Village President

Attest: ______Steve Braatz, Jr. Village Clerk

Village of Mukwonago

AGENDA ITEM REQUEST FORM

Committee/Board: Personnel Committee Topic: Creation of a Community Service Officer Position From: Chief Kevin Schmidt Department: Police Department Presenter: Chief Kevin Schmidt Date of Committee Action Recommend approval of new part-time position in the Police (if required): Department Date of Village Board Action (if required): November 21, 2017

Information

Subject: Creation of new Community Service Officer (CSO) Position in the Police Department starting July 1, 2018.

Background Information/Rationale: A Community Service Officer (CSO) is a non-sworn position. This class of position differs from that of a Police Officer in that the community service officer does not possess arrest powers, is not authorized to carry a firearm or impact weapon, and does not enforce criminal laws, respond to emergency calls or calls where the potential for confrontation exists. The CSO will be deployed in the field to assist police officers by responding to and investigating lower priority calls for service, so police officers will be available to respond to higher priority emergency calls for service and have more time for proactive enforcement.

As you will see on Appendix A, our police officers respond to many low-level type calls, such as parking, animal, minor damage and public nuisance calls. Appendix A shows a list of some of these low priority calls and the average time a police officer spends on them.

Key Issues for Consideration: The policy attached is the department job description for the Community Service Officer. As you will see, the calls this position responds to are non-emergency calls, such as parking complaints, abandoned property, preliminary breath tests (PBT’s) at the department (many times we have to call a police officer off the street to handle), police department tours, and child safety seat checks. The department stopped doing these checks as the time constraints of keeping up certification and doing the checks left us shorthanded on street.

I want to stress that a Community Service Officer will not mean we do not need to hire more sworn police officers in the future. This is a non-sworn position and can only respond to low- level, non-emergency calls. The program is not intended to replace those positions. It is intended to enhance the productivity and efficiency of the Police Department by handling calls for service that do not require the presence of a sworn police officer.

The CSOs will receive training on our CAD/report writing system and TraCS system for issuance of citations for parking, animal, and code violations. They will also receive instruction covering Village of Mukwonago

AGENDA ITEM REQUEST FORM a variety of topics including Report Writing, First Aid/CPR, Vehicle Operations, Interviewing Persons, Defensive Tactics, and OC spray.

The ideal candidate for this position would be a young male or female who is currently going to school for criminal justice/police science. However, the position may attract someone who is retired also.

All successful applicants will be required to pass an extensive background which may include criminal history searches, driving history checks, education verification, employment verification, or other search methods as deemed necessary for the position. In addition, the applicant will be required to undergo a medical examination, which may include a drug screening, prior to appointment.

I would like to try this position, similar to an intern position, for a period of three (3) years. After three (3) years, we would evaluate if the program is successful in freeing up sworn officers and if yes, should the position remain part-time or consider a full-time position.

Fiscal Impact (If any): The salary will be $12.00/hr. Hours will be mainly Monday through Friday, 4 hours per day for a maximum of 20 hours per week. The wage will not exceed $ 6,000 in 2018. The hours will be flexible to include weekends when needed. Benefits are not offered for this position. In 2019, the wage will not exceed $12,500.

The Community Service Officer will wear a gray uniform shirt, with a patch and badge that says “Community Service Officer”, black pants and a Duty Belt with a Radio, Pepper Spray and a flashlight. Equipment needed could be purchased within the current non-capital equipment budget.

The CSO will be driving our current squad # 638, a tan Chevrolet Impala. A magnetic sign with “Village of Mukwonago Community Service Officer” will be placed on the front driver and passenger door when in use.

Requested Action by Committee/Board: Recommend the Village Board approve the new Police Department community service officer position description effective July 1, 2018.

Attachments

 Community Service Officer Data  Police Community Service Officer Position Description - 11-1-17 draft

VILLAGE OF MUKWONAGO POLICE COMMUNITY SERVICE OFFICER POSITION DESCRIPTION

Title: Community Service Officer Status: Part-Time, Non-Represented Department: Police Department Effective Date: July 1, 2018 Reports to: Shift Supervisor (i.e. Chief, Adoption Date: Sergeant, or Lieutenant) ______

I. PRIMARY FUNCTION. The community service officer answers most directly to the Lieutenant, but ultimately to the Police Chief. The community service officer must follow all the verbal and written orders that are not in conflict with statutory laws. Community Service Officers are civilian, non-sworn, employees of the Police Department that work in coordination with the patrol division performing regularly assigned duties under general orders of the on-duty shift supervisor. Community Service Officers perform limited law enforcement duties, which do not require a sworn officer, as well as support services and community service functions for the Police Department. The purpose of this position exists to perform code enforcement duties and a variety of support services to the Police Department in conformity with established policies and procedures.

II. ESSENTIAL DUITES AND RESPONSIBILITIES. The following duties are normal for this position. These are not to be construed as exclusive or all-inclusive. Other duties may be required and assigned.

A. MAJOR RESPONSIBILITIES 1. Perform code enforcement duties. 2. Perform community service functions. 3. Provides support to the Police Department. 4. Other limited law enforcement duties as assigned.

B. SAMPLE OF DUTIES 1. Public nuisance complaints, such as nuisance yard complaints, unshoveled sidewalks, illegal dumping, etc... 2. Parking enforcement. 3. Animal control activities, such as animal bite complaints, animals at large, barking dogs, animal trap requests, etc… 4. Perform preliminary breath tests for the Waukesha County Alcohol Court. 5. Assists officers with traffic control duties and funeral escorts. 6. Perform child car seat checks. 7. Gives directions, provides information to the public, and assists stalled motorists. 8. Collect and inventory found property. 9. Perform crossing guard duties when crossing guard is not available. 10. Work as bailiff for Municipal Court. 11. Bicycle patrol at community events and parks in the summer. 12. Pickup and delivery duties for the department (paperwork to DA’s office, post office, village hall, etc…) 13. Provide preventive maintenance on some department equipment.

14. Identify traffic signs and signals that are not functioning properly. 15. Assist dispatch/clerical by providing over the counter information to the public. 16. Conduct department tours. 17. Put up no parking and detour signs for special events.

C. TYPICAL WORKING CONDITIONS 1. Ability to maintain physical condition appropriate to the performance of assigned duties and responsibilities which may include walking, standing or sitting for extended periods of time. 2. Normal work schedule will be five 4 hour days, followed by two days off. 3. Normal work hours will be Monday through Friday. However, because of special events on weekends, such as Maxwell Street Days, Midnight Magic, and some parades, hours can be adjusted to work on a Saturday and/or Sunday. 4. Due to the nature of the job, a community service officer may be assigned a 4 hour shift anytime between 8:00 AM to 10:00 PM for events such as National Night Out. 5. Deal with a varied spectrum of personalities with in person, radio and telephone contact throughout the shift. 6. May be subject to call up in the event of an emergency.

D. INTELLECTUAL ASPECTS 1. Understand and be able to communicate, both verbally and written, in the English language. 2. React quickly and effectively to stressful situations 3. Ability to perform multiple tasks and prioritize those tasks. 4. Quick study on new assignments. Possess the ability to read a map and provide directions. 5. Have knowledge or the ability to gain knowledge of jurisdiction serviced. 6. Able to deal with all types of people and personalities. 7. A steady and calm demeanor. 8. The ability to deal with stress.

E. MISCELLANEOUS ASPECTS 1. Work in an extremely stressful environment and must be able to properly deal with stress. 2. Much information that a community service officer comes in contact with is of a confidential nature and must remain that way. 3. Must be able to deal with people from all races, religions, ethnic backgrounds, sexual orientations and ages.

III. MINIMUM JOB QUALIFICATIONS. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills and abilities required.

A. 18 years of age. B. High school graduate, GED or HSED.

C. Must possess a valid Wisconsin driver’s license, or its equivalent from another state and a good driving record. D. Be able to listen and talk on a telephone and speak on a radio. E. Able to speak, read, understand and write the English language. F. Working knowledge of applicable federal, state and local laws and ordinances. G. No felony convictions. H. Successfully complete a 12-month probationary period. I. Ability to utilize computer programs and equipment. J. Ability to communicate effectively orally and in writing. K. Must have the ability to multi-task and problem solve. L. Be able to prepare reports documenting the facts and actions regarding incidents conforming to all rules of punctuation and grammar. M. Ability to establish and maintain effective working relationships with fellow workers and the public. N. Any additional training as recommended or required.

IV. WORK ENVIRONMENT. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job:

A. Tasks may require that work be performed in adverse environmental conditions. B. The pressure to respond quickly and calmly in alarming situations that can be stressful. C. Operate equipment as efficiently and economically as possible under a variety of conditions and in accordance with law and established procedures. This includes but is not limited to vehicle, computer and radio equipment, cameras and audio and video recording equipment. D. May face exposure to infectious agents such as hepatitis B or HIV.

V. AMERICANS WITH DISABILITIES ACT (ADA) ESSENTIAL ELEMENTS AND QUALIFICATIONS.

A. Must be able to sit, stand, bend, walk and climb with or without back support. B. Able to lift a minimum of 75 pounds. C. Must have dexterity and hand/eye coordination necessary to operate multiple computer monitors, keyboards and other office equipment. D. Hearing activities requires the ability to participate in numerous conversations throughout the workday both in person and over the telephone.

VI. ADDITIONAL REQUIREMENTS

A. Comply with the conditions of employment as stated in the Village of Mukwonago Employee Handbook. B. Must keep current with new computer technology which would benefit the Village and its residents. C. Reside within a twenty-five mile radius of the Village Square (intersection of County HWY ES and State Hwy 83) within 1 year after successful completion of probation.

D. Implement the policy directives of the Police Chief and Village Board.

The Village of Mukwonago is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the Village will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.

APPENDIX A

Community Service Officer Data

January 2013 – August 29th 2017

Call Description Total Total Average Calls Average Time Average Hours Calls Hours Per Year Per Call Per Year (Rounded Off) Animal Call Other Than Bite 799 193:02 159.8 24 Minutes 64 Car Seat Check 1 60 66:20 30 61 Minutes 31 Escort/Transport 160 57:53 33 36 Minutes 20 Found Property 213 33 44 15 Minutes 11 Illegal Dumping 21 14 4.3 7 Minutes 1 Lost Property 103 18:21 21.45 17 Minutes 6 Parking Complaint 1,592 171:43 330 11 Minutes 61 PBT Test 2,994 323:00 624 11 Minutes 114 Pedestrian Complaint 65 13 14 20 Minutes 5 Public Nuisance 9 3 2 33 Minutes 1 School Crossing Guard Duty 204 70 43 34 Minutes 24 Snow Removal Complaint 153 17:48 32 11 Minutes 6 Special Project/Tours 1,100 1,639 229 109 Minutes 416

(Included in above is posting parking/detour 91 81:15 19.15 53:50 Minutes 17 signs and/or cones for events)2

Traffic Direction/Control (Motorcycle Rides/Funerals) 304 120 63 39 Minutes 41 or Crowd Control at Civic Events

1 We stopped doing car seat checks in 2015 as the certification requirements took too much of the officers time. The intent is to get the CSO certified and start the child car seat program up again. 2 In 2016, we turned the posting of parade routes over to Public Works.

The Community Service Officer (CSO) would not handle every call in the above chart, as there will be times when a call comes in and the CSO is not on duty.

In addition to the above duties, the Community Service Officer would also assist in some crime prevention duties and provide support to the Police Department. The CEO would assist in the following areas: ● Walk-ins to the department with non-emergency situations ● Provide preventive maintenance on Department equipment (cleaning and checking department vehicles for low fluids, tire pressure, etc...) ● Pickup and delivery duties for the department (paperwork to the DA’s office, post office and village hall) ● Municipal court bailiff duties ● Bicycle patrol at community events and parks in the summer

This list is not all inclusive. The department would reserve the right to assign the CSO to duties not listed, if the duties are within the scope of responsibilities applicable to the level of work performed by a community service officer.

MUKWONAGO VILLAGE ADMINISTRATOR Review Process

The purpose of this document is to define a more consistent, valuable process for annually evaluating the Mukwonago Village Administrator’s performance to the defined goals/objectives established by the Mukwonago Village Board.

The Village administrator evaluation will be based on two key components:

1) Professional goals focused around the key goals/objectives established for the village by the village board. This set of goals will:

a. be re-established at the beginning of every review period to stay aligned with village goals.

b. make up 65% of the overall review rating.

c. be made up of any number of goals within it, with percentage applied at the individual goal level at the beginning of each review period.

d. be selected, by the Village Board, from the goals/objectives defined with the annual budget review process.

e. be periodically reviewed and adjusted if priorities shift, at the board’s discretion.

f. be defined in the Jan-Feb timeframe of each calendar year, and reviewed in the Nov-Dec timeframe of each year.

g. Be reviewed with and mutually agreed upon by the village administrator and the village board.

2) Integrity related goals focused around how the village administrator executes within the role. The Integrity goals will:

a. be broken into the following categories (See Appendix for more detail):

1. PROFESSIONAL SKILL

2. COMMUNICATION

3. POLICY EXECUTION

4. LEADERSHIP

5. COMMUNITY

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MUKWONAGO VILLAGE ADMINISTRATOR Review Process b. remain static with each review period.

c. only be changed or updated through a majority vote by the village board.

d. make up 35% of the overall rating for each review period, broken down into 7% for each categories.

The review process will be broken into multiple phases.

1) Peer/Direct report review: 3-5 individuals, decided upon by the village board, and with a direct tie to village activities, will be asked to provide feedback on the village administrator’s performance for the review period. The sampling of individuals must be mixture of direct reports, peers, customers, business owners, and/or residents. Each individual will be asked the following:

a. What do you believe the Village Administrator has done well?

b. Where do you believe the Village Administrator has been challenged?

c. What do you believe the Village Administrator could improve on?

d. What suggestions do you have for the Village Administrator?

If feedback received is unclear, it will be at the discretion of the Head of the Personnel Committee to follow up for further clarification.

The Village Administrator may provide input for this list of individuals, to assist in the selection process, however, selection will ultimately be left up to the village board.

2) Self evaluation: The Village Administrator will assess his/her performance against the professional and integrity goals. The assessment will include an overall rating scale of 1-5 for each goal, as well as comments to support the goal rating.

Rating Scale

 5 – Exceeds Expectations – Results achieved exceeded all performance expectations of the goal. Work produced was exceptionally high quality with an outstanding contribution that surpassed expected performance.  4 – Above Expectations – Results achieved exceeded most performance expectations, with some aspects within the exceptional achievement category, and others within the solid performance category.  3 – Meets Expectations – Results achieved met all quoted expectations, or actions taken and effort invested pushed towards a positive outcome overall for the benefit of the village. Solid performance.

2

MUKWONAGO VILLAGE ADMINISTRATOR Review Process  2 – Below Expectations – Results achieved met some, but not all quoted expectations, and actions taken and effort invested was minimal to push towards a positive outcome for the village.  1 – Needs Improvement – Results did not meet any of the quoted expectations or goals.

3) Board evaluation: The peer/direct report reviews and the self evaluation will be provided to each village board member as part of a review package. Each trustee will be asked to review the information provided within the review package and complete an evaluation of the village administrator’s performance against the goals. The review will consist of a rating for each individual goal level, as well as supporting comments. (Any rating with a 2 or below requires comment to provide guidance as to the shortfall.)

Rating Scale

 5 – Exceeds Expectations – Results achieved exceeded all performance expectations of the goal. Work produced was exceptionally high quality with an outstanding contribution that surpassed expected performance.  4 – Above Expectations – Results achieved exceeded most performance expectations, with some aspects within the exceptional achievement category, and others within the solid performance category.  3 – Meets Expectations – Results achieved met all quoted expectations, or actions taken and effort invested pushed towards a positive outcome overall for the benefit of the village. Solid performance.  2 – Below Expectations – Results achieved met some, but not all quoted expectations, and actions taken and effort invested was minimal to push towards a positive outcome for the village.  1 – Needs Improvement – Results did not meet any of the quoted expectations or goals.

4) Rating calculation and feedback consolidation: When all reviews have been received, the ratings provided by the trustees for each individual goal will be averaged, assigning a summary rating to that goal. The percentage of that goal (see 1c) will then be applied to the goal rating to calculate the amount from that goal that will be applied to the total review score. A summary of comments from all trustee reviews, in addition to direct quotes supporting the summary, (may include both positive and constructive comments) will be created for each individual goal, as well as for the overall review, to corroborate the ratings.

5) Review communication: The village board will be provided with a copy of the final documented review prior to communication to the village administrator. This will allow the board to identify key commentary or detail that needs to be included in a discussion with the village administrator. A final discussion with the village administrator, the personnel committee chair, and the village President will occur

3

MUKWONAGO VILLAGE ADMINISTRATOR Review Process to communicate the review period rating, and key commentary related to the rating.

4

MUKWONAGO VILLAGE ADMINISTRATOR Review Process

APPENDIX

INTEGRITY GOALS: 35%

1. PROFESSIONAL SKILLS – 7%

- Diligent and thorough in the discharge of duties, "self-starter".

- Demonstrates a capacity for innovation and creativity.

- Anticipates and analyzes problems to develop effective approaches for solving them.

- Sets a professional example by handling affairs of the public office in a fair and impartial manner.

- Assists by facilitating decision making without usurping authority.

2. COMMUNICATION – 7%

- Maintains clear, concise and effective communication with the Village Board for swift execution of village matters.

- Provides regular information and reports to the governing body concerning matters of importance to the local government, using the Village charter as guide.

- Takes the initiative to provide information, advice, and recommendations to the governing body on matters that are non-routine and not administrative in nature.

- Responds well to requests, advice, and constructive criticism.

- Disseminates complete and accurate information equally to all members in a timely manner.

3. POLICY EXECUTION – 7%

- Carries out directives of the body as a whole.

- Implements governing body actions in accordance with the intent of Village Board.

- Supports the actions of the governing body after a decision has been reached.

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MUKWONAGO VILLAGE ADMINISTRATOR Review Process

- Understands, supports, and enforces local government's laws, policies, and ordinances.

- Reviews ordinance and policy procedures periodically to suggest improvements to their effectiveness.

- Offers workable alternatives to the governing body for changes in law or policy when an existing policy or ordinance is no longer practical.

4. LEADERSHIP – 7%

- Encourages heads of departments to make decisions within their jurisdictions, yet maintains general control of operations by providing the right amount of communication to the staff.

-

- Instills confidence and promotes initiative in subordinates, while monitoring operations at the department level.

- Sustains or improves staff performance by evaluating the performance of staff members, setting goals and objectives, periodically assessing their progress, and providing appropriate feedback.

- Encourages teamwork, innovation, and effective problem-solving among the staff members.

- Stays accurately informed and appropriately concerned about employee relations.

5. COMMUNITY – 7%

- Shares responsibility for addressing the difficult issues facing the Village.

- Helps the Village Board address future needs and develop adequate plans to address long term trends.

- Cooperates with neighboring communities, county, regional, state and federal government agencies.

- Demonstrates a dedication to service to the community and its citizens, through compassion and responsiveness.

6

MUKWONAGO VILLAGE ADMINISTRATOR Review Process

- Gives an appropriate effort to maintain citizen satisfaction with Village services.

7