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Page 9 of 12 City of Little Canada, MN: Compensation Proposal Job Classification (Included ongoing maintenance, or additional charge per position) Job classification is a series of decisions about how a position is valued within an organization. Each factor requires a decision as to how the job under consideration will be rated using levels that are increasingly complex and of great impact, frequency, or quantity. We look at the job rather than the employee. Jobs are evaluated as they exist, or as the management plan says that they should exist, to meet the needs of the organization. DDAHR is unique in our willingness and ability to utilize a variety of job evaluation systems used by the various compensation consultants in Minnesota to classify and score your jobs. If you are committed and satisfied with the system you have, we will work with you using your system. • We will assign each position a numeric score, which reflects the relative importance of the job to the organization. • We will work with the Project Team to organize jobs with similar point totals into a series of Grades. • We will provide staff with materials to communicate results to employees. • Our Job Evaluation Tool (JET) identifies and examines the following aspects of all job positions o Experience and Education needed for the position. This includes licenses and certifications. o Decision Making and its impact on the job, division, department, and organization. o Problem Solving and its impact on the organization and budget. We also include 14 aspects of supervision. o Mental and Physical Effort of the Job o Relationships and Communications o Conditions and Hazards of the job • Our Decision Authority Ranking (DAR) is a decision-based model that looks at a job from a different perspective: o This system states that every job, from a mayor to a custodian, needs to make decisions in his/her role and those decisions can be quantified o DAR then examines the complexity of the duties performed compared to other substantially similar positions. o Aspects of the job such as working conditions or certifications can increase the complexity of the evaluation. Wage/Labor Benchmarks and Market Pricing (Included in all options) The next step in the process involves looking outside of your organization to see what wages are offered to employees in the job market. • We will work with your Project Team to determine an appropriate group of comparable “benchmark” entities to achieve an adequate sample size and a meaningful comparison. These “benchmark organizations” are typically counties that are similar to yours and/or other organizations with whom you compete for employees. Although we know that you compete with private sector organizations for employees, obtaining reliable private sector information is very difficult in most cases. So, our focus will be primarily on public sector entities. • We will collect detailed wage information on all jobs that you have in common with these