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<br />West St. Paul 2.75% <br />Hopkins Undetermined - Upcoming negotiations. <br />Mounds View 2.5% (contracts settled for 2021) <br />Rogers Undetermined <br /> <br />Staff is recommending the addition of a COLA to the Preliminary budget. Staff will host <br />additional discussion with the Council on forecasting the financial impacts of the <br />Coronavirus during future Budget Work Sessions. <br /> <br />Benefits <br /> <br />Staff has worked with the City’s benefit consultants to review assumptions for the 2021 <br />budget related to employee benefits. Below are the budget recommendations for <br />employee benefits: <br /> <br />Benefits Increase <br />Medical 8% <br />Dental 5% <br />Life/AD&D 5% <br /> <br />Compensation Study <br /> <br />The City has been struggling with pay equity compliance and internal pay plan equity. <br />These issues are directly correlated. Current employee pay step schedules range from zero <br />to five years. Pay in comparison to market ranges from 3.1% over to 27% under market. <br /> <br />Keystone Compensation Group, LLC was brought in to perform a compensation study and <br />create a new pay structure to provide internal equity among positions. This was presented <br />to the Council during the June 1, 2020 work session. <br /> <br />The recommended salary ranges and steps of Keystone’s compensation plan result in a <br />$64,773 impact to the budget. Please note that the recommendations are for the 2020 year. <br />Any 2021 cost of living adjustment would need to be considered separate of the decision <br />to adopt the Keystone compensation plan. If the compensation plan is not approved, the <br />City will be out of compliance with pay equity for the 2021 reporting year and continue to <br />have inconsistencies in pay and step increases based off of position. <br /> <br />Staff is recommending the addition of Keystone’s compensation plan to the Preliminary <br />budget.