10/06/2008 Council Packet (2) - Laserfiche WebLink

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Findings and Recommendations 6 Concepts to consider in the development and adoption of a formal pay philosophy: • Providing fair and equitable rates of pay to employees • Defining the City's market area • 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 employees are based on individual performance that meets or exceeds expectations and reflects changing economic conditions • 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 C. Evaluating Positions All public employers in Minnesota are required to use a job evaluation system to determine comparable work value of positions. In accordance with state statute, this system must be maintained and updated. The State of Minnesota legislated factors to be included in a job evaluation system are: • Skill • Effort • Responsibility • Working Conditions There are many different job evaluation systems available, the City of Lino Lakes utilizes the Hay Management system, which is the system used by the State of Minnesota. The factors which are included in this system correspond to those mandated by the state. These are: • Know -How • Problem Solving (mental effort) • Accountability • Working Conditions The city has maintained this system, by reviewing positions as they are developed and as they change. As a part of this Audit, all job descriptions were reviewed and analyzed and Springsted made recommendations for changes to job evaluation points for some positions Job evaluation results are found in Appendix 11. Springsted Lino Lakes, Minnesota. Human Resource Audit