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<br />City of Lake Elmo Compensation Planolicy <br />_____________________________________________________________ <br /> <br />I. Purpose: <br />The City of Lake Elmo intends to establish, administer, maintain and regularly update an <br />internal job evaluation hierarchy that is consistent with the Local Government Pay Equity <br />Act. The city also intends to establish, administer, maintain and regularly update a pay <br />structure covering all the jobs within the city and in line with the stated compensation <br />strategy. that is appropriate to the breadth and depth of services being offered to and provided <br />for the City and is also affordable within available resources. The pay structure is reviewed <br />regularly to ensure financial funding is available to administer the plan and that any changes <br />in the plan are approved by the City Council. In addition, Finally, the city intends to maintain <br />supplemental benefits (insurance, holiday/paid time off schedules, etc) that meet state and <br />federal laws, are competitive with the market, and also affordable within available <br />resources.fit within the city’s financial budget. <br /> <br />This policy establishes the guidelines for all non-represented city positions with the exception of <br />elected officials, temporary or seasonal positions and paid on call firefighters. Compensation for <br />seasonal or temporary employees and paid on call firefighters will be set by the City Council at <br />the time of hire, or on an annual basis. <br /> <br />II. ADMINISTRATIVE GUIDELINES <br />A. Participation <br /> This policy outlines the guidelines for all non-represented city positions excluding <br />elected officials, temporary or seasonal positions and paid on call firefighters. <br />Compensation for seasonal or temporary employees and paid on call firefighters will <br />be set by the City Council at the time of hire, or on an annual basis. <br /> <br />B. Key Objectives of the Classification and Compensation Plan <br />• Attract and retain qualified employees to provide services to city residents. <br />• Maintain a plan that is consistent with the city’s compensation strategy; equitable <br />and competitive. <br />• Maintain a plan that is clear and easy to communicate to city employees,. <br />• Maintain compliance with the Minnesota Local Government Pay Equity Act. <br />• Maintain compliance with all applicable local, State and Federal laws and <br />regulations that affect the plan. <br />• To do so efficiently and effectively thereby being fiscally responsible to the <br />interests of the taxpayer. <br /> <br />C. Accountability for Administration of the Plan