Laserfiche WebLink
At the October 2, 2023 Work Session, Council directed staff to perform additional market <br />research using only comparable cities that have a part-time fire response. The results of that <br />market data are listed in the table below: <br />City Part-Time Fire <br />Response <br />Authorized # <br />of PT Fire <br />Fighters <br />Actual # of <br />PT Fire <br />Fighters <br />Starting <br />Wage <br />Champlin No <br />Chaska No <br />Columbia Heights No <br />Crystal No <br />Farmington No <br />Forest Lake No <br />Golden Valley No <br />Hastings No <br />Hopkins Yes 4 4 $17.15 <br />Lino Lakes Yes 15 6 $19.36 <br />New Brighton No <br />New Hope No <br />Northfield No <br />Prior Lake No <br />Ramsey No <br />Rosemount No <br />Savage No <br />Stillwater No <br />South St. Paul No <br />West St. Paul No <br />White Bear Lake Yes 40 21 $15.86 <br />In addition, Council asked staff to perform a job re-evaluation for the position of Part-Time <br />Firefighter. Following Council direction, a second analysis was completed by staff with the <br />assistance of the City’s Compensation Consultant. An in-depth analysis of the position’s <br />requirements were performed and the position was benchmarked against similarly situated <br />positions within the City, to ensure internal equity. <br />The purpose of evaluating jobs is to compare different attributes or elements of jobs and <br />establish a job ranking. By introducing a repeatable process for evaluating jobs, this system <br />provides logical and systematic steps to reduce the subjectivity of judging job value. It also <br />provides more consistency to the method of assigning jobs to grades. <br />The Keystone Job Leveling System uses five of the most broadly used compensable factors as <br />evidenced by extensive global research on point-factor job evaluation methods. These factors <br />have been proven to have a high degree of correlation with market value and are considered <br />282