08/06/2007 Council Packet - Laserfiche WebLink

Home Search

Classification and Compensation 3 D. Job Evaluation and Development of Pay Plan and/or job requirements, are included as minimum qualifications. These descriptions will also identify the essential functions customarily performed by employees assigned to each job class, physical requirements and working conditions in compliance with the Americans with Disabilities Act. At this time we will also review each position's designation under the Federal Fair Labor Standards Act. Position descriptions will be submitted to the appropriate department head for review and comment. Springsted will make modifications to the descriptions as deemed appropriate. Any disputed content in position descriptions will be presented to the City' Project Manager for resolution. The consulting team will prepare a preliminary list of employee classifications, develop preliminary class descriptions and submit them to the appropriate staff for review and comment. The consulting team will review the comments and make adjustments based upon the comments received. After all suggested changes have been evaluated, fmal classification decisions will be made and the class descriptions finalized. In order to determine appropriate salary levels of positions in the workforce and to address the issue of comparable compensation, Springsted will conduct an extensive salary survey to compare City positions with analogous positions in other comparable public agencies in the area labor market. External market comparisons for positions will be based on similar organizational structure, population, geographic location, job responsibilities, scope of authority, fmancial, socio - economic, growth, and other relevant factors. The study team will consult with City management, elected officials and designated staff in identifying the appropriate sources of survey data. Springsted will develop the salary survey in conjunction with the City. It is recommended that potential survey data pertain to organizations comparable to the City of Lino Lakes, relate to those organizations with which the City is competing for employees and represents the appropriate labor market. There are different labor markets for positions. Some positions are recruited from the local area, while others are recruited regionally and/or nationally. The consulting team will work closely with the staff in determining the appropriate labor market for positions. Based on the wage data analysis and the classification system developed, Springsted will develop a salary schedule. The salary schedule will be developed in accordance with information obtained from the City regarding its pay philosophy as well as goals and objectives established for its compensation program. Springsted will review options with the City to address the spread for pay ranges, the relationship between ranges and adjustments needed to ensure that the City remains competitive with the labor market. City of Lino Lakes, Minnesota. Proposal to Conduct a Classification and Compensation Study