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Classification and Compensation 2 Springsted will conduct employee informational meetings to introduce the study, explain study procedures and answer any questions employees may have about the process. Multiple meetings may be conducted to ensure that all employees have the opportunity to attend and so as to not disrupt the operations of the City. Employees will receive a Position Analysis Questionnaire (PAQ) at this time. The questionnaire provides an opportunity for each employee to describe their job duties, responsibilities and essential functions in detail, and provide input on the various job factors that affect the position. Employees will also identify the specific physical requirements and working conditions of their position to assist in the consultant's review for compliance with the Americans with Disabilities Act. Springsted will spend time at the meeting reviewing the PAQ and responding to employee questions. The information gathered from the PAQ's will provide the information to be used in developing new class descriptions, during the job evaluation process and to assist in gathering wage data from comparable organizations. During the informational meeting(s), we will also explain the supervisors' role in completing and signing off on the PAQ's. The questionnaire is designed to allow supervisors to comment on employee responses without altering employee responses. This allows the consultant to review complete, unedited responses from employees and supervisors. In instances where the employee and supervisor view the position requirements differently, Springsted will conduct job audits to obtain more information. Audits will be scheduled to minimize disruption to City operations. If necessary, meetings can be scheduled at the beginning or end of a shift to facilitate employee attendance. C. Preliminary Classifications Upon receipt of the completed PAQ's, Springsted will review and conduct a and Class Descriptions task analysis for each position. Existing job descriptions will also be reviewed Review at this time. Additional employees will be identified to participate in job audits. Springsted will utilize the information provided in the PAQ's and job audits to prepare preliminary class and position descriptions. In some instances, class and position descriptions will be the same. Sometimes individual positions will be incorporated into a broader job class. For example, the work of an office assistant may be essentially the same regardless of the department to which the position is assigned. Consolidating similar positions (for example, an office assistant) into a job class facilitates human resources administration and ensures increased internal equity among City positions. Springsted will develop a preliminary assignment of employees to appropriate job classes based on a review of duties and responsibilities, skills and abilities, and minimum education and experience requirements. Position descriptions will be prepared defining the essential functions and minimum requirements for the positions assigned to the job class. Special attention will be given to ensuring that bona fide occupational qualifications, registrations, licensing, certification and special training, if dictated by standards of practice City of Lino Lakes, Minnesota. Proposal to Conduct a Classification and Compensation Study