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P a g e | 8 <br />Keystone Compensation Group LLC <br />SUMMARY OF MARKET ANALYSIS RESULTS AND PROGRAM DESIGN CHANGES <br />In this section we provide a high-level summary and observations about the current compensation program <br />and use graphs to illustrate our findings. <br />1. The comparison of current Lino Lakes actual pay with the market showed that the City is paying employees <br />close to 97.0% of market median. There are differences among jobs. However, this ratio is considered <br />competitive and falls within the competitive range of 95%-105% of market. <br />2. Current City range maximums lag the market average maximum by about 6.5%. Extent of this lag varies <br />from job to job. <br />3. Current salary range minimums lag the market minimum by about 8.0%. This may not give the City good <br />position to attract and retain talent. <br />4. The City has too many ranges in its current wage schedule (27). The new program reduces the number of <br />ranges to 16 grades. <br />5. The number of steps in the current system is too low based on market best practices. This leads to new <br />employees receiving above market salary increases and reaching their range maximum too quickly. <br />6. The new system sets the number of steps based on job level and the length of time it takes incumbents to <br />master all aspects of their jobs. <br />7. The new salary range matrix provides more uniform step progression based on job level. <br /> <br />