04-22-2026 Council Packet - Laserfiche WebLink

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• 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. Currently, the city uses the state job match evaluation system to assign points to each position. Given our city's size and the nature of our “blended” positions, it is often difficult to identify matches in this system, which is why the city's proposed request for proposal also requests information on the job evaluation tool used by each consultant, as a more robust system would be beneficial for our organization. Therefore, as part of the request for proposal process, staff asked firms to provide overviews of their job evaluation system for consideration. Request for Proposal – Classification and Compensation System: As part of the 2026 budgeting process, staff requested a one-time use of fund balance for a proposed classification and compensation study. City Council approved this use of funds as part of the budgeting process. Therefore, no funds were formally budgeted in the 2026 general fund budget. As articulated in the RFP, the goals for this classification and compensation study include: • Employee participation through a job analysis process that allows staff to provide insight into their day-to-day jobs • Market analysis that is inclusive of public sector peer communities as well as private sector data, if possible o Selection of peer communities is a strategic action item • Development of a new compensation structure that removes current compression challenges and is built for possible future growth • Use of a job evaluation tool that is compliant with state and federal laws that allow for equitable and less cumbersome job evaluation through multi-factor analysis • Ability to score future positions in a less cumbersome method • A structure compliant with pay-equity • Additional Optional Services: benefits analysis and re-writing of job descriptions Request for Proposal Process On February 12, the city issued the request for proposal with questions due on March 9. The city responded to 12 questions and received 6 proposals. All six proposals were scored by a staff team, including the City Administrator, Assistant City Administrator, Finance Director, and HR Manager. Each proposal was scored across nine equal categories, with 10 points per category. While cost was a factor, it was given equal consideration with other factors. • Compliance with RFP • Understanding of the project • Services to be provided • Type of job evaluation system • Ease of post-contract maintenance of the system • Ability to meet timeline • Qualifications of the firm • Professional References • Cost