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MINUTES OF THE <br /> ORONO CITY COUNCIL MEETING <br /> Monday,August 13,2018 <br /> 7:00 o'clock p.m. <br /> CONSENT AGENDA—Continued <br /> 16. LA18-000062—SVEN GUSTAFSON,385 AND 38 ORONO ORCHARD ROAD SOUTH, <br /> PRELIlVIINARY PLAT—RESOLUTION NO.6893 <br /> Crosby moved,Printup seconded,to approve the Consent Agenda as amended,with the addition of <br /> Item No. 16 and the deletion of Item No. 11 from the Consent Agenda. VOTE: Ayes 5,Nays 0. <br /> PUBLIC COMMENTS <br /> None <br /> PRESENTATION <br /> 13. COMPENSATION STUDY—AEM <br /> Leah Davis,AEM Workforce Solutions, stated based on the direction of the City Council and with the <br /> assistance of the City Administrator,they looked at eight different positions for possible reclassification, <br /> conducted a full market wage analysis for all City positions, and created a draft of a more formal and <br /> structured reclassification review program and process. Davis noted this is not a final report but their <br /> initial findings. <br /> Davis noted the City's last formal compensation study done was in July of 2015. Since that time there <br /> have been some changes to positions,new positions added, ongoing union negotiations and cost of living <br /> adjustments. Following discussions with the City Administrator,it was determined that a full-blown <br /> compensation study was not required. In addition, all of the position classifications,which is the point <br /> assignment section of the study,were based on current job descriptions. The point analysis was <br /> performed using the Hay methodology that was established by the State of Minnesota and also used in the <br /> 2015 study. In doing the analysis organizational structure was also taken into account. Davis noted they <br /> did not do any pay equity analysis as part of this study,which will be done later this summer. <br /> Davis explained the Hay methodology,which is based on four key criteria. The first criteria is know- <br /> how,which is the most heavily weighed criteria. Job know-how is broadly defined as how easily learned <br /> the position is. The second criteria comprises problem solving to reach a solution;the third criteria relates <br /> to accountability,which relates to the employee's actions and the consequences of those actions; and the <br /> fourth criteria is comprised of special conditions,which factors in environmental or physical hazards the <br /> position may have. <br /> The table included in the preliminary report reflects the total scores for each position,with the eight <br /> positions the study specifically looked at being highlighted in the table. Davis stated as part of the study, <br /> they looked at whether the point value should be changed,which would then subsequently impact <br /> compensation. Overall there were some minor point changes,with only two positions resulting in a grade <br /> level change. Those positions were municipal services support representative,which is a relatively new <br /> position,and the deputy chief position. The police chief position resulted in a relatively large point <br /> increase but that did not result in a pay grade change. <br /> Rief asked if the table includes the current points. <br /> Page 2 of 14 <br />