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PROJECT APPROACH & TIMELINE CITY OF LITTLE CANADA | MARCH 16, 2026 RFP | CLASSIFICATION AND COMPENSATION STUDY PAGE 10 We also recognize that recruitment markets vary by role. While some positions draw from local talent, others require broader or remote recruitment strategies. Fields like IT, finance, and administration often span multiple industries and geographic areas, requiring flexible market comparisons. To ensure accuracy and relevance, MGT uses multiple data sources to validate findings and reflect the real-world challenges of recruiting and retaining talent. ENSURING EQUITY Our team is committed to ensuring equity in the pay structures and compensation systems we recommend to our clients. We know how to help organizations ensure compliance while promoting fair and equitable pay practices. In addition to market factors, MGT also considers an organization’s internal structure relative to hierarchy and supervisory lines when determining appropriate placement in a compensation system. We also review each pay range to ensure comparable jobs are assigned, while adjusting for any outliers. Ensuring equity includes guidance for regular reviews, transparent criteria, and ongoing training to promote fairness and inclusivity across all levels of an organization for long-term administration. Proposed Work Plan The following tasks represent MGT’s proposed work plan for this engagement. The nature of these tasks requires that some be done sequentially, while others may occur simultaneously. We have specified those areas where the City’s input/assistance may be needed. TASK 1.0: STUDY INITIATION AND COMMUNICATION Activities 1.1 Project Kickoff, Data Request, and Team Communication MGT will meet with the City to introduce the project team, clarify roles, and confirm study goals and the work plan. This will include a review of data collection activities and expectations relative to the type and extent of employee involvement needed. This ensures that the project goals and expectations are clearly understood and that the study begins with shared understanding and a consistent framework. MGT will also discuss with the City the market goals and the strengths and limitations of the current system. These discussions will provide MGT with an understanding of current concerns and opportunities to address during the study. Deliverables, decision points, and expectations for data submission to support study initiation will also be finalized. MGT will provide a structured worksheet outlining the data needed from the City to begin the study, including current job titles and descriptions, organizational charts, employee rosters, salary schedules, personnel policies, and other relevant HR forms or procedures. MGT will conduct a preliminary review of the City’s existing system to understand the current framework, identify any inconsistencies or known challenges, and begin shaping the study approach. MGT and the City will also agree upon future communication expectations, including periodic update meetings and project status updates. MGT will maintain regular contact with the City to ensure all components of the study maintain alignment with the City’s goals and expectations. MGT will also review the City’s current use of the Minnesota State Job Match Evaluation System to understand how positions have historically been evaluated and to identify