01/07/2008 Council Packet - Laserfiche WebLink

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Human Resource Audit F. Internal Equity G. Pay for Performance • Providing fair and equitable rates of pay to employees • Defining the City's market area • Developing a system that establishes a "market rate" for each position and states the minimum wage and maximum rates that the City will pay individuals within a position • Establishing rates of pay that allow the City to compete successfully for new employees within its market area • Establishing a market position that is fiscally responsible with public resources • Ensuring that pay rates for existing employees are based on individual performance that meets or exceeds expectations and reflects changing economic conditions • Developing a pay system that allows employees to progress through the pay range as long as their performance consistently meets expectations • Developing pay administration policies and procedures that ensure their consistent application between departments • Ensuring that the compensation program is understandable to employees, managers, the City Council, and the public Springsted will review the current internal pay relationships within the City's current compensation plan to assess if changes are necessary in order to attain an equitable compensation program, ensure reasonable internal pay relationships any that the current system is not creating pay compression, wherein line staff, with their overtime pay are not being compensated at a higher rate that first line supervisors. The City is interested in establishing a performance component to their compensation system. Springsted will, in consultation with the City, develop a performance pay program to meet the City's needs which will be tied to the performance evaluation system utilized by the City, will maintain compliance with the Local Government Pay Equity Act, internal equity and the City's fiscal resources. City of Lino Lakes, Minnesota. Proposal to Conduct a Human Resource Audit