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P a g e | 4 <br />Keystone Compensation Group LLC <br />COMPENSATION STRATEGY FOR CITY OF LINO LAKES <br />Compensation strategy refers to how the City competes for talent in the marketplace. This strategy has four <br />pillars: <br />1) Who does the City compete with in the marketplace? Talent market is defined as metro cities with <br />comparable population size and similar nature of local economic activities. See page #5 for a list of the <br />23 cities in the peer group used in this study. <br />2) How is the City’s compensation program positioned relative to the market? City salary range <br />maximums are aligned with the average range maximum for peer group cities while ensuring internal <br />equity. To do this, City range maximums are anchored to the regression line of the average market <br />maximums and job grades. See graph on page #13. <br />3) What does the City intend pay for? The City step pay program rewards employees for their years of <br />experience contingent upon meeting expected performance standards. <br />4) How does the City deliver pay increases? Step increases are granted based on length of service and <br />performance. Employees receive the combination of the general wage schedule adjustment and the <br />step increase earned. <br /> <br />Key Insight: “Market is not the average or the median, it is a range of pay and the strategy determines <br />where within that range an organization decides to position its pay program” <br />