01-08-2009 Charter Packet - Laserfiche WebLink

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CITY COUNCIL WORK SESSION October 6, 2008 APPROVED 89 (considering the offer to the commission to participate in the newsletter) and the request 90 for funding for additional services. 91 92 COMPENSATION AUDIT REPORT 93 94 Ann Antonsen, Springsted, Incorporated, presented the consultant's completed Human 95 Resource Audit report. The audit provides a review of current compensation levels, 96 classification system, external and internal comparability, current performance evaluation 97 system, and the methodology used for the report. It asks the question of a pay 98 philosophy and how that is established (by comparison to whom). The pay for 99 performance would tie back to that pay philosophy so that isn't included in the report 100 specifically at this time. The report discusses the task and methodology used (looking at 101 information on jobs provided by the city). The pay philosophy, again, will be the key. 102 Information is provided on other metropolitan cities, by size of cities and by cluster as 103 established by the League using information besides size. The city needs to decide 104 "who" and "how" in looking at the pay philosophy question. 105 106 The report also reviewed job positions and descriptions and found that the city has done a 107 good job of keeping those up to date as jobs have changed. The city is required to 108 maintain a job evaluation system and does so utilizing the same point based system as the 109 state of Minnesota. 110 111 In looking at the compensation system for the audit, the marketplace (other comparable 112 cities) were reviewed and the city appears to be within close proximity of the survey 113 averages. An intemal analysis, comparing positions within the organization for equity, is 114 also included in the report. 115 116 The performance evaluation system was also reviewed. The current system used by the 117 city looks at essential jobs functions with a rating system attached. One thing that could 118 be upgraded is to expand the definitions included in the rating system. As well, the goal 119 setting system could be expanded so that goals are included by the employee and 120 supervisor. Additional performance factors could be added. Supervisor training on 121 conducting performance evaluations is another suggestion. The system used for 122 evaluation would be key in setting up any type of pay for performance element. 123 124 A council member asked if there is another way to consider compensation other than 125 comparables, and Ms. Antonsen suggested that the city determine its compensation 126 philosophy. However, if the system isn't comparable, it can result in frequent loss of 127 trained employees to other organizations with the associated costs, etc. of filling 128 positions. 129 130 TOWN CENTER UPDATE 131 132 Finance Director Rolek noted that the council has been discussing options on the 133 improvement bonds issued for the Town Center Project. As explained in the information �. 3