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The City Council has the authority over the plan and must provide the final approval <br />before the plan is implemented. The City Administrator (with guidance from the <br />Administrative Services Director) oversees the implementation and administration of <br />the plan as approved by the City Council. <br /> <br />D. Plan Updates <br /> The Administration department will annually review all aspects of the Plan to determine <br />the degree to which it remains consistent with the city’s total compensation philosophy. Annual <br />review of the Plan will include reviewing, verifying, and updating as necessary, the <br />administrative guidelines, plan components, job descriptions, job evaluations, and salary ranges. <br />Any recommended changes due to internal organization modifications, external market factors, <br />strategic planning, administrative considerations, or other relevant issues will be proposed to <br />City Council in a timely manner. <br /> <br />The position grades and salary range and steps established by this plan must be annually <br />confirmed by the City Council. <br /> <br /> <br /> <br />III. Compensation Plan Elements: <br />In addition to the key objectives of compensation, there are three factors in the City’s <br />compensation plan. All three of the factors must be balanced when administering the <br />compensation plan. <br />A. Objective <br /> The City intends to provide its employees equitable compensation and financial <br />incentives, to the extent permitted by law, to promote the attainment of the highest levels <br />of performance and organizational contribution. The City recognizes that the <br />Compensation Plan is a key factor in the City’s ability to attract, retain, and motivate <br />well-qualified individuals to participate in the achievement of its objectives. Therefore, <br />the City of Lake Elmo’s Compensation Plan is based on the principles of internal and <br />external pay equity. <br /> <br />B. Job Classification <br />Job Classification is the process of determining the rank/grade of position descriptions. <br />The City shall utilize a point-factor job evaluation methodology. The City has adopted <br />Baker-Tilly’s SAFE® system to classify job descriptions. <br /> <br />C. Job Evaluation <br />Through the City’s job evaluation process, the city ensures that appropriate <br />relationships between classifications and jobs are established and maintained over <br />time through the application of periodic job description review processes and <br />reorganization studies, when appropriate. <br /> <br /> <br />1. D. Salary Structure