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<br />Page 7 of 12 <br />City of Little Canada, MN: Compensation Proposal <br /> <br />Detroit Lakes Hoyt Lakes Morristown Staples <br />Dundas Kasson North St. Paul St. Paul Park <br />East Grand Forks Lake Elmo Olivia Victoria <br />Fairfax Lake Park Pequot Lakes Waverly <br />Gaylord Mahnomen Pierz Zumbrota <br /> <br />County Classification and Compensation Study Clients <br /> <br />Benton County Mower County <br />Big Stone County Murray County <br />Chippewa County Rice County <br />Clay County Rock County <br />Dodge County St. Louis County <br />Fillmore County Swift County <br />Freeborn Count Wadena County <br />Hubbard County Waseca County <br />Martin County Yellow Medicine County <br /> <br />Other Government Entities Classification and Compensation Study Clients <br /> <br />Brainerd Utilities Rice and Steele 911 <br />Counties Providing Technology South Lake Minnetonka Police Dept <br />East Grand Forks Utilities Tri-Cap <br />Mower Soil/Water Conservation Mn Prairie County Alliance <br /> <br /> <br />OUR PHILOSOPHY FOR COMPENSATION STUDIES <br /> <br />Government is in the service delivery business, and quality service requires quality employees. An <br />effective compensation system will help you attract and keep talented employees. Likewise, an out-of- <br />date or ill-conceived compensation system will produce turnover and hamper efforts to recruit quality <br />replacements. <br /> <br />In the real world of limited resources, government is increasingly expected to do more with less. <br />Accordingly, a community’s pay philosophy must strike a reasonable balance between a desire to pay <br />your good employees well to retain their good services, while at the same time controlling costs to keep <br />faith with the taxpayers. Designing a pay system is not easy, every community is different, and a “one <br />size fits all” approach seldom produces a good result. As we work with you to build the best <br />compensation system for your community, we keep four very practical objectives in mind: <br /> <br />o You need compensation and benefits to be sufficiently competitive to hire, retain and motivate <br />qualified workers. <br />o You must maintain internal pay relationships that satisfy the State’s pay equity requirement of <br />equal pay for equal work. <br />o You must remain in control of the process, to assure final recommendations strike a proper <br />balance between wages/benefits and available resources.