08-27-2018 Council Packet - Laserfiche WebLink

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