Contact

➤ LOCATION

1210 NE 29th Street
Ankeny, Iowa 50021

☎ CONTACT

Ehansen.mmc@gmail.com
(515) 391-9816

Executive Recruitment

City Administrators, City Managers, Deputy or Assistant City Managers, City Clerks, Public Works Directors, Chamber Directors, Economic Development Directors, and other executives play a critical role in how services are provided to the public and how local government and non-profit organization resources are utilized. We take pride in working with our clients to find the best possible fit for your community and organization. We find highly talented individuals with a commitment to serve the public, and our placements will be some of the best and brightest in their fields. You can explore executive jobs in the Midwest region across industries and functions here.

Capital Improvements Planning (CIP)

The Capital Improvements Plan (CIP) serves as an effective guide for the efficient and effective provision of public facilities, outlining timing and financing schedules of capital and infrastructure projects for a five-year planning period.  The City Council reviews and updates the Plan annually and only approves the first year of the Plan during the fiscal year budget process. The CIP is a significant part of the Budget.

The CIP identifies capital needs, establishes priorities and identifies potential funding sources. Key sources of identifying capital requirements include the city’s Comprehensive Plan, as well as professional studies of facilities, transportation, and utility needs.

The CIP neither appropriates funds nor authorizes projects. The City Council must act to initiate each project. Proceedings to initiate capital improvements are presented when sources of funding are available.

Midwest Municipal Consultants have a team of engineers and financial advisors to assist them in outing together a plan that can work for your organization.

Board Effectiveness Training

Organizations trust us to build and enhance their boards. Midwest Municipal Consulting works directly with local government and community leaders to assess their needs, evaluate and improve their effectiveness, and build teamwork. While internal expertise likely exists, some organizations do not have the time or feel comfortable having these tense conversations with their own boards. Our team can assist with paving the way for improved overall organizational effectiveness. 

Equipment Revolving Planning (ERP)

An Equipment Revolving Plan (ERP) is a method for the replacement of fleet.  By directing certain general fund or other special revenues into a revolving account, the department is able to replace all fleet in each particular department over a period of fifteen (15) years.  The first year of the Equipment Revolving Plan, will be included as part of the budget submitted for Council approval each year.  Since it is a revolving fund, some years there may be less revenues being transferred into the accounts and more expenses paid.  Other years there will be balances revolving as there may be less expenses.  The Plan should not show any year where there are insufficient funds to make the necessary equipment purchases.

COMPENSATION STUDIES

An organization needs talented and skilled individuals to build a successful City. Because these talented people are highly sought after, an attractive pay structure is often the key to bringing the best candidates on board. Studies have shown that a fair compensation system is among one of the most effective ways in retaining and motivating employees. When an organization is made up of people who are skilled and motivated, city business thrives. Furthermore, salary structures provide a framework for fair and consistent pay policies; they help monitor and control the implemented pay practices and demonstrate possible pay opportunities to the employees. Implementing good salary structures is critical for any organization.

Goal Setting and Strategic Planning

It is imperative for every leadership team to meet in a relaxed and positive environment to enhance communication, develop consensus on issues and opportunities, review roles, and build team spirit. With the organizations mission, values, comprehensive plan and other community visioning plans in place, our team has led a number of retreats and workshops to challenge the leadership and community decision makers to address critical issues, identify priorities and development action plans that match those decisions in a 1-5 year or a 5-20 year plan. This process is beneficial in achieving board effectiveness by developing a future focus, so your organization can move forward together. Midwest Municipal Consulting includes public input, team building and clear role expectations for staff and the elected officials and action planning in the process.

UPDATED JOB DESCRIPTIONS

Job descriptions are the cornerstone of communication between you and your staff.  After all, it’s hard for supervisors to measure job effectiveness during performance reviews unless they and the employees both know what you expect.  Of all the important tasks that are included in the hiring process, making sure that job descriptions are up-to-date may not always be on your radar. However, if your employees have been in the same position for a while, it’s highly unlikely that their job descriptions are the same as when they were first hired. Over time, employee duties may have shifted, teams may have melded, and new positions might have taken on essential tasks. It may seem like a trivial part of Human Resources, but outlining and updating job descriptions is an important piece of preparing for future hiring objectives, cultivating current employee productivity, and ensuring long-term workforce sustainability. 

Midwest Municipal Consulting makes sure you have job descriptions for all employees’ positions. Then the City can keep those descriptions updated when duties change and during the annual evaluation process.