Laserfiche WebLink
Classification and Compensation 5 <br />desire to provide comparable pay to job classes with comparable duties and <br />responsibilities. <br />A pay philosophy should be developed that establishes a compensation program <br />based on individual employee performance as a key feature of the pay <br />philosophy. Therefore, we emphasize references to performance in the pay <br />philosophy discussion. As part of the Study, it is recommended that the City <br />consider these concepts in the adoption of a formal pay philosophy: <br />• Providing fair and equitable rates of pay to employees <br />• Defining the City's market area <br />• Developing a system that establishes a "market rate" for each position and <br />states the minimum wage and maximum rates that the City will pay <br />individuals within a position <br />• Establishing rates of pay that allow the City to compete successfully for <br />new employees within its market area <br />• Establishing a market position that is fiscally responsible with public <br />resources <br />• Ensuring that pay rates for existing employees are based on individual <br />performance that meets or exceeds expectations and reflects changing <br />economic conditions <br />• Developing a pay system that allows employees to progress through the <br />pay range as long as their performance consistently meets expectations <br />• Developing pay administration policies and procedures that ensure their <br />consistent application between departments <br />• Ensuring that the compensation program is understandable to employees, <br />managers, the City Council, and the public <br />F. Classification Plan Review Springsted will develop a communications strategy to inform employees of job <br />evaluation and pay grade assignments. Employee communications will be <br />developed explaining the study methodology, employee input opportunities, study <br />recommendations, and process used for reviewing requests for reconsideration by <br />employees who do not agree with the assigned classification. The consultant will <br />participate in the review of employee requests for reconsideration. <br />G. Implementation Strategy Springsted will propose a plan to implement the study recommendations that <br />coincide with the financial and budgetary requirements of the City of Lino <br />Lakes and the needs of employees. An estimate of the cost of implementation <br />will be provided. The consultant will ensure that the new plan is in compliance <br />with the requirements of the Local Government Pay Equity Act. <br />City of Lino Lakes, Minnesota. Proposal to Conduct a Classification and Compensation Study <br />