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,; <br />-f�Qtie <br />�%ACar , ry <br />TO: Mayor and City Council <br />t <br />FROM' "'.irk E3ernh_rdson, City Administrato1k <br />DATE: September 4, 1985 <br />SUBJECT: 1985 Interim Compensation Study <br />BACKGROUND <br />One of the priorities for the staff for 1985 was review of the <br />staffs compensation, particularily in light of the police <br />bargain units gains as they related particularily to longevity, <br />annual percentage differential (1% above general staff for 1985), <br />leave and injury on duty pay. Initially Cy Smythe was asked to <br />review this in conjunction with the personnel rules revision. <br />Concurrent with this was Orono's joining together with the other <br />suburban municipalities in a joint compensation study for <br />purposes of comparable worth. <br />Since commencing 1 May the following actions have been taken by <br />staff. <br />a. Receipt, review and revision of the organization's <br />Administrative and Personnel Rules from Cy Smythe. <br />These are at the point that they will be submitted for <br />City Attorney review by mid September. A portion of <br />these rules address the aspects of compensation <br />including benefit levels of vacation, sick leave etc. <br />These aspects are presently reviewed as part of this <br />interim compensation study. <br />b. Comparable Worth Compensation Stu_y - Initiated <br />---------------- <br />following—1984 legislative session mandating such a <br />study by all units of government in Minnesota; this <br />study has been proc _ding on schedule. All employees <br />have completed task analysis questionaires relating to <br />their job with an indication of time spent on each of <br />those tasks. The time -tasks profiles are currently <br />being reviewed by the employees' supervisors. <br />Additionally all tasks were rated relative to the <br />factors of skill, importance to the organization, <br />undesirability and an overall ranking. Once done these <br />will be brought together to give an overall ranking of <br />each job's worth in the organization. Additional ly <br />market data relative to the jobs wi11 be supplied. This <br />is expected to be completed in November. Once completed <br />the City will have to: <br />1.) Consider the relative rate of compensation for its <br />employees vis-a-vis the market (i.e. average, above, <br />blow average etc.) <br />