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City of Lake Elmo Compensation Plan _____________________________________________________________ I. PURPOSE: The City of Lake Elmo intends to establish, administer, maintain and regularly update an internal job evaluation hierarchy that is consistent with the Local Government Pay Equity Act. The city also intends to establish, administer, maintain and regularly update a pay structure covering all the jobs within the city and in line with the stated compensation strategy. The pay structure is reviewed regularly to ensure financial funding is available to administer the plan and that any changes in the plan are approved by the City Council. In addition, the city intends to maintain supplemental benefits (insurance, holiday/paid time off schedules, etc.) that meet state and federal laws, are competitive with the market, and fit within the city’s financial budget. II. ADMINISTRATIVE GUIDELINES A. Participation This policy outlines the guidelines for all non-represented city positions excluding elected officials, temporary or seasonal positions and paid on call firefighters. Compensation for seasonal or temporary employees and paid on call firefighters will be set by the City Council at the time of hire, or on an annual basis. B. Key Objectives of the Classification and Compensation Plan • Attract and retain qualified employees to provide services to city residents. • Maintain a plan that is consistent with the city’s compensation strategy; equitable and competitive. • Maintain a plan that is clear and easy to communicate to city employees, • Maintain compliance with the Minnesota Local Government Pay Equity Act. • Maintain compliance with all applicable local, State and Federal laws and regulations that affect the plan. • To do so efficiently and effectively thereby being fiscally responsible to the interests of the taxpayer. C. Accountability for Administration of the Plan The City Council has authority over the plan and must provide the final approval before the plan is implemented. The City Administrator (with guidance from the Administrative Services Director) oversees the implementation and administration of the plan as approved by the City Council. D. Plan Updates The Administration department will annually review all aspects of the Plan to determine the degree to which it remains consistent with the city’s total compensation philosophy. Annual review of the Plan will include reviewing, verifying, and updating as necessary, the administrative guidelines, plan components, job descriptions, job evaluations, and salary ranges. Any recommended changes due to internal organization modifications, external market factors, strategic planning, administrative considerations, or other relevant issues will be proposed to City Council in a timely manner.