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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 />PRESENTATION — Continued <br />Davis indicated those are the proposed points. <br />Crosby asked what the change to the deputy chief. <br />Davis stated they are recommending a point change of 42, which is reflected in the table. <br />Rief noted the City already corrected that. <br />Davis stated the second part of their engagement was to conduct a full market wage analysis. Based on <br />information provided by City Staff, the average wage information was provided as well as job <br />descriptions. Two different samples were used to gather that information, with the first one being a <br />manual survey that was sent to 10 or 11 comparable cities. Davis noted Table 2 is not necessarily an <br />apples -to -apples comparison based on position since not every city surveyed had the same positions. In <br />addition, some difficulties were encountered comparing the deputy chief position since a number of the <br />cities did not have that position, and as a result, the study looked at some county positions. Based on the <br />information provided, the study formally reclassifies the deputy chief position. <br />Table 3 depicts the total market survey results for every position in the City. As part of the study, it was <br />assumed that most cities utilize the point system. Davis stated the table basically focuses on the <br />minimum and maximum wages. As an example, per the market, the average minimum pay for the <br />accountant position is $25.52 per hour. In the over/under current minimum column, if the number is <br />negative, that means the current market minimum is above the Orono minimum, and if the number is <br />positive, that means the market minimum is below market per the data that was collected. <br />Davis stated overall on average the City comes in at about 55 cents per hour above the average market <br />minimum and about even on the market maximum. That number takes the whole city as a whole and that <br />there are employees that are either over or under that maximum. Davis stated on average the cost of <br />living adjustments and contract negotiations have kept the City in line with other same or similar <br />positions. <br />The positions where most of the market minimums were below the market tended to be in the nonunion <br />group. As a result, that group was isolated to see exactly where that group is at. Aside from two <br />positions, both related to the police department, the City does come in below market on average for those <br />two positions. Based on that information, Davis suggested some discussion be had by the City about the <br />deputy chief position and the office manager position, which was coming in well above the market. <br />The last part of AEM's engagement was to compile and develop a formal position review and <br />reclassification process to use going forward. The City had indicated this was needed to ensure both <br />consistent and fair application and provide guidance to City leadership on how to address specific <br />requests as they come up. Some of the key outcomes and requirements were to establish clear review <br />request eligibility guidelines, to provide some classification methodology information to Staff, to clearly <br />communicate and direct formal position classification review requests and processes as well as provide <br />information related to the right to appeal. <br />Davis stated on average the City seems to be very much in line with the market maximums and <br />minimums. AEM's recommendations are as follows: <br />Page 3 of 14 <br />