02-11-2026 Council Packet - Laserfiche WebLink

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About the 2022 Pay Structure: The adopted structure in 2022 consisted of 15 pay grades, each with 7 steps, with 3.25% in between steps. All employees were placed in the closest step to where they were currently placed in the previous pay structure, with a few exceptions. The implementation date of the play plan was June 29, 2022. 2025 Wage Analysis: As part of the preparations for the City Administrator recruitment process, staff researched the market to determine if the current wage for City Administrator was market competitive, in the hopes of ensuring the best candidates were considering the role. DDA worked with the city and reviewed only the City Administrator position. The City Council reviewed proposed adjustments to Grade 15 only at the March 12 city council workshop and gave staff direction to adjust Grade 15 only for purposes of recruitment. However, as part of that exercise, DDA noted the last market review occurred in 2021/2022 and recommended the city review all market data, as it is anticipated that the entire grid will be under market average. DDA outlined several trends that have likely impacted the city’s market competitiveness: • With the removal of the salary cap, city leadership positions, including City Administrator, positions are increasing • Several of the city’s benchmark communities have done a market analysis and pay grid recalibration since 2022 Job Evaluation System: As required by Pay Equity, the city must submit position titles, salaries, the number of males and females in each job, and job point information to the State of MN Management and Budget Department to assess compliance every three years. Pay Equity is a method of eliminating discrimination against women who are paid less than men for jobs requiring comparable levels of expertise. This goes beyond the familiar idea of equal pay for equal work, where men and women with the same jobs must be paid equally. A policy to establish pay equity usually means: 1) That all jobs will be evaluated and given points according to the level of knowledge and responsibility required to do the job; and 2) That salary adjustments will be made if it is discovered that women are consistently paid less than men for jobs with similar points. The following example shows a typical gender-based wage disparity. As outlined above, two positions are scored at 117 points, despite having very different titles. Job evaluation allows organizations to score positions in an organization based on several compensable factors, despite seeming differences. A score or “points” then correlates with the placement of positions on a wage table. Job Title Job Evaluation Rating Salary Delivery Van Driver (mostly men)117 points $3125 per month Office & Admin Specialist (mostly women)117 points $2900 per month