Laserfiche WebLink
• <br />1 <br />2 <br />3 <br />4 <br />5 <br />6 <br />7 <br />8 <br />9 <br />10 <br />11 <br />12 <br />13 <br />14 <br />15 <br />16 <br />17 <br />18 <br />19 <br />20 <br />21 <br />• 22 <br />23 <br />24 <br />25 <br />26 <br />27 <br />28 <br />29 <br />30 <br />31 <br />32 <br />33 <br />34 <br />35 <br />36 <br />37 <br />38 <br />39 <br />40 <br />41 <br />42 <br />43 <br />• 44 <br />45 <br />CITY COUNCIL WORK SESSION October 23, 2007 <br />APPROVED <br />DATE <br />TIME STARTED <br />TIME ENDED <br />MEMBERS PRESENT <br />MEMBERS ABSENT <br />CITY OF LINO LAKES <br />MINUTES <br />SPECIAL WORK SESSION <br />: October 23, 2007 <br />. 5:35 p.m. <br />. 7:27 p.m. <br />: Councilmember Carlson, O'Donnell, <br />Reinert, Stoltz and Mayor Bergeson <br />: None <br />Staff members present: City Administrator, Gordon Heitke; Director of Administration, <br />Dan Tesch; Director of Public Safety, Dave Pecchia; Director of Community <br />Development, Michael Grochala; and City Clerk, Julie Bartell <br />COMPENSATION <br />Mayor Bergeson explained that the purpose of the meeting is to talk about the city's <br />compensation system. He noted that written information on the compensation system <br />was previously delivered to the council. <br />Director Tesch outlined the make up of a compensation system. A sample of a job <br />description and performance review form was reviewed. <br />The council was informed that the directors do performance reviews for the employees in <br />their unit. <br />Director Tesch continued his review of the compensation system. If a new job <br />description is proposed, it is forwarded to an analyst for assignment of job value points <br />that are ultimately used for job equity standards. All jobs have points assigned and the <br />city uses the same widely used system as the state, the Hay method. All City jobs would <br />be evaluated upon that selected system. <br />Director Tesch explained that most positions are union and that adds an element of <br />negotiation or involvement. Pay equity compliance has always been a part of the city's <br />system. The city has used the League of Minnesota Cities (LMC) survey information — <br />specifically in Group 6, a grouping based on the city's current estimated population. <br />Does the council consider that a legitimate market? <br />The council asked for more information about the survey and its data. <br />Ann Antonsen, consultant, Springsted, Inc., replied that the survey information is quite <br />reflective because cities in the metro area are generally very responsive, in the ninety <br />percent range. <br />1 <br />