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Methodology <br />2. Methodology <br />4 <br />Springsted <br />Springsted, Incorporated used the following methodology to develop <br />recommendations for the City of Lino Lakes: <br />1. Springsted met with the Director of Administration to gain an understanding <br />of the needs and expectations of the City. This also provided an opportunity <br />to discuss the City's goals in conducting the Audit, reviewing the <br />compensation offered to the City's employees, review current policies and <br />practices relating to the City's existing pay practices, performance <br />evaluation system and obtain data on the programs and materials currently in <br />use. <br />2. Information was gathered from the City on the current compensation <br />structure, current job evaluation points, existing job descriptions for all City <br />positions, and performance evaluation forms for all positions within the City <br />3. Market survey information was gathered on minimum, maximum and actual <br />wage information for all positions. <br />4. Using the City's current job descriptions, job evaluation points were <br />reviewed and recommendations for revisions were developed. <br />5. The performance evaluation forms were reviewed and recommendations <br />were developed for changes to those forms to more accurately evaluation <br />individual employee performance. <br />Lino Lakes, Minnesota, Human Resource Audit <br />