Laserfiche WebLink
PROJECT APPROACH & TIMELINE <br /> CITY OF LITTLE CANADA | MARCH 16, 2026 <br />RFP | CLASSIFICATION AND COMPENSATION STUDY PAGE 13 <br /> <br />TASK 4.0: BENEFIT COMPARISONS <br />Activities <br />4.1 Current Benefits Review <br />Gather and review current benefits data from the City and clarify any questions about the <br />data. Includes drafting an overview of the current state of benefits. <br />4.2 Benefits of Data Collection and Comparisons <br />Collect benefits data from comparable agencies through the custom market survey. This <br />may include comparisons of health insurance contributions, paid leave, retirement <br />benefits, or other workforce incentives. MGT can also incorporate cost-of-living <br />adjustments or review other economic indicators to contextualize compensation levels in <br />the local labor market. MGT will summarize the benefits data collected and conduct data <br />comparisons. <br />4.3 Findings and Recommendations <br />Prepare a benefits chapter in the draft report detailing the process, comparisons, findings, <br />and recommendations from the review. The draft will be reviewed with the City for <br />discussion and feedback, and MGT will complete any necessary revisions before <br />finalizing. <br />Deliverables <br />• Review of current benefits <br />• Administration of benefits data collection <br />• Summary of benefits comparisons, findings, and recommendations <br />TASK 5.0: CLASSIFICATION AND COMPENSATION PLAN <br />Activities <br />5.1 Develop Proposed Classification Plan <br />This task focuses on translating job analysis findings into a consistent, equitable <br />classification structure that reflects the City’s internal needs. Using JAQ data validated <br />through supervisory reviews, MGT will group jobs into appropriate classifications that <br />reflect functional responsibilities, complexity, supervision received and exercised, and <br />other relevant job factors. MGT ensures the structure supports logical career progression, <br />internal alignment, and ease of maintenance over time. <br />Each job is evaluated using MGT’s established point-factor system, which examines job <br />data across multiple dimensions such as knowledge, complexity, decision-making, and <br />working conditions. This process helps identify meaningful differences among roles and <br />supports fair and objective classification decisions. <br />MGT applies job evaluation practices that align with standards recognized by the Equal <br />Employment Opportunity Commission (EEOC) and are consistent with applicable laws, <br />including the Civil Rights Act of 1964 (Title VII), the Americans with Disabilities Act (ADA), <br />and the Age Discrimination in Employment Act (ADEA). Our classification methodology is <br />designed to focus solely on the requirements and responsibilities of each job — not the <br />personal characteristics, qualifications, or performance of the incumbent. In doing so, we <br />help the City ensure that compensation decisions are equitable, transparent, and legally <br />defensible.