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<br />2 | P a g e <br /> <br />• Geographic Proximity <br />• Population Size <br />• Services Provided <br />• Entities you lose employees to <br />• Entities you recruit from <br />• Other factors include tax capacity, size of budget, number of employees, etc. <br />The following list was created <br />Arden Hills <br />Lake Elmo <br />Mahtomedi <br />Maplewood <br />Mendota Heights <br />Mound <br />North St. Paul <br />Roseville <br />St. Anthony <br />Shoreview <br />Vadnais Heights <br /> <br /> <br />Market Analysis <br />For each position, we looked at similar job positions and wage ranges. Note that not all jobs have comparable jobs in other entities, so we begin to calibrate the <br />pay structure at jobs that are most like benchmark communities. <br />• For each position the percentage difference has been calculated between the City’s figure and the market. <br />• If the figure is: <br />▪ Positive (+): Figure indicates that the City pays above the market <br />▪ Negative (-): Figure indicates that the City pays below the market <br />• The following guidelines are used when determining the competitive nature of current actual compensation: <br />o +/- 5% (Highly Aligned with the market) <br />o +/- 10% (Aligned with the market) <br />o +/- 11-15% (Possible misalignment with the market) <br />o > 15% (Significant misalignment with the market) <br /> <br />Next Steps <br />• Council to review preliminary analysis and recommendations <br />• Employees to review classifications. <br />o Classification Appeal Process, if employees feel that their job description is missing something or warrants another review. <br />o DDA will review any appeals. <br />• Formal Council Approval <br />• Implementation