Laserfiche WebLink
STAFF REPORT <br />DATE:December 16, 2025 <br />CONSENT <br />TO: Mayor and Councilmembers <br />FROM: Jennifer Doyle, Administrative Services Director <br />AGENDA ITEM: Pay Grade Realignment-Public Works Positions <br />CORE STRATEGIES: <br />☐ Vibrant, inclusive, connected community ☒ Efficient, reliable, innovative services <br />☒ Responsive, transparent, adaptive governance ☒ Balanced Finances now and future <br />☐ Managed Growth ☐ Resilient Infrastructure <br />BACKGROUND: Staff recently conducted an internal review of several Public Works positions in <br />accordance with the City of Lake Elmo’s Compensation Plan. Through regular review of positions our <br />goal is to provide employees with equitable compensation, attract, retain, and motivate well-qualified <br />individuals, and comply with Minnesota Pay Equity requirements. Staff also consulted with its <br />classification and compensation consultant, Flaherty and Hood, P.A., to review several Public Works <br />positions within the City’s pay structure to determine the appropriateness of their respective points under <br />the City’s job evaluation system (SAFE) and corresponding pay grades. The reviews concluded that the <br />current job duties of PW Operator I, PW Operator II, PW Operator III, and PW Lead Operator align with <br />higher points and a corresponding higher pay grade than initially assigned. <br />A market analysis for all positions within the City’s pay structure is planned and budgeted for 2026. <br />ISSUE BEFORE COUNCIL: <br />Does the City Council support and approve the realignment of PW Operator I, PW Operator II, PW <br />Operator III, and PW Lead Operator effective January 1, 2026? <br />PROPOSAL DETAILS/ANALYSIS: The City of Lake Elmo’s compensation plan provides for internal <br />review of position realignment using the City’s job evaluation system (SAFE). The duties and <br />responsibilities of the affected positions remain unchanged. But, a review of physical working conditions <br />under the SAFE system of these positions establish they are heavy – not medium as previously established. <br />Accordingly, the points under the SAFE system warrant an increase. <br />These adjustments are not reclassifications under the SAFE system and are not market adjustments. Instead, <br />they are pay grade realignment of each position within the pay plan to ensure consistency with SAFE <br />evaluation point factors and internal equity. This approach and change supports the City’s compensation <br />philosophy by promoting internal equity, external competitiveness, and compliance with Minnesota Pay <br />Equity requirements, as well as providing competitive pay for recruitment and retention of employees.