Laserfiche WebLink
- This option may have wages for some positions going up and other being frozen <br /> which might impact our pay equity requirements by the State of Minnesota. For <br /> example, in Attachment D you will see the City Administrator position is at 101% <br /> of market but in the recent pay equity findings this position was identified as <br /> below the predicted pay based on job points and gender. The last pay equity <br /> study was conducted in 2007 by Benjamin Consulting Group. The work resulted <br /> in position evaluations to insure compliance with the Minnesota Pay Equity Act <br /> which maintains equitable compensation relationships among positions in the <br /> City. If this option moves forward the City Council might want to consider a full <br /> compensation study with classification point analysis. This study could be done <br /> in the next two years or could be completed in the 2013 budget with cost saving <br /> from Lin's position. <br /> 3. Consider increasing the number of steps in the pay scale. <br /> As you may recall, the current compensation plans are based on a six-step pay scale as <br /> amended from four steps in 2012. If an employee is started at step 1, they will reach <br /> their top step (step 6) in five years. Each step in the pay scale is approximately a 5% <br /> increase in pay. <br /> Adding two additional steps to the pay scale would result in the following table: <br /> Table 2 — Pay Steps <br /> 2011 and 2012 Proposed <br /> before 6 steps 2014 <br /> 4 ste s 8 ste s <br /> Increase between 5% 5% 3.571% <br /> ste s <br /> Startin 85% of to 75% of to 75% of to <br /> Year 1 90% 80% 78.57% <br /> Year 2 95% 85% 82.14% <br /> Year 3 100% 90% 85.71% <br /> Year 4 95% 89.28% <br /> Year 5 100% 92.86% <br /> Year 6 96.43% <br /> Year 7 100% <br /> Increasing the number of steps would stretch out the time it takes (7 years) a new <br /> employee to reach the top pay step. Perhaps this provides a longer term incentive to <br /> perform. There is only a slight cost saving associated with this change and the City <br /> Council might discuss whether this is an effective retention tool. Council might also <br /> consider whether current employees ought to be grandfathered into the pay scale that <br /> they were hired under. (Impacts 4 employees: Kyle Kirschner (CSO), Heather Gehlen <br /> (Police Admin. Assistant), Rachel Dodge (City Clerk), and Dave Klitzke (IT Tech)). <br /> 5 <br />