04-22-2026 Council Packet - Laserfiche WebLink

Home Browse Search

PROJECT APPROACH & TIMELINE CITY OF LITTLE CANADA | MARCH 16, 2026 RFP | CLASSIFICATION AND COMPENSATION STUDY PAGE 9 • Long-term system administration: Without a flexible evaluation methodology, organizations may find it difficult to consistently evaluate new or evolving roles. As organizations evolve, new roles emerge, and job responsibilities change, systems based primarily on external title matching can become difficult to maintain. Municipal governments increasingly require classification frameworks that can adapt to organizational changes, incorporate evolving professional roles, and provide internal tools for evaluating new or modified positions consistently and transparently. Without these capabilities, classification decisions may become difficult to administer over time and may require repeated external comparisons rather than internally consistent evaluation criteria. The City’s desire to conduct a comprehensive classification and compensation study presents an opportunity to build upon the strengths of the current framework while addressing these limitations. MGT understands that the City must maintain compliance with Minnesota Pay Equity requirements while also ensuring that the compensation system supports workforce competitiveness, internal equity, and operational sustainability. Through this study, MGT will conduct a detailed job analysis to confirm the actual duties, responsibilities, and reporting relationships associated with each position. Using this information, we will apply a structured point-factor job evaluation methodology that examines the relative value of positions based on measurable job factors such as knowledge, complexity, decision-making authority, and working conditions. This approach allows each job to be evaluated directly based on its responsibilities rather than relying on approximate title matches, resulting in a more accurate and defensible classification structure. The study will also incorporate comprehensive market benchmarking to evaluate the City’s compensation structure relative to comparable municipalities and relevant labor markets. By integrating both internal job value and external market data, the City will gain a balanced understanding of how its compensation structure supports recruitment, retention, and internal equity, allowing the City of Little Canada to transition from a classification approach based primarily on external job matching to a modern compensation framework that is transparent, maintainable, and aligned with both internal organizational needs and external labor market realities. PROJECT MANAGEMENT MGT uses proven project management methodologies to deliver projects on time, within budget, and aligned with client expectations. We prioritize planning and communication, clearly defining milestones, responsibilities, and deadlines, and tracking progress daily. After contract award, we refine the initial work plan with your input, incorporating detailed timelines and consultant roles. Our teams adapt quickly to deviations using problem-solving, technology, and flexibility to meet deadlines. We maintain frequent communication through weekly updates and bi-weekly status calls, ensuring transparency and avoiding surprises. MARKET DATA MGT conducts benchmark compensation analyses using Custom Market Surveys. Our surveys assess not only pay and benefits, but also compensation philosophies, which are critical to understanding competitiveness and career advancement structures. MGT maintains ongoing relationships with numerous public sector clients, allowing timely access to market data and current industry trends.