Agenda Packets - 1997/03/24 - Laserfiche WebLink

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• 2. Adherence to the compliance tests as put forth in the Department of Employee Relations Pay Equity Regulations. 3. Recruitment and retention practices and patterns. • D. ANALYSIS 1. A compensation analysis shall be conducted each September to determine the compensation patterns for all job classifications. The analysis will be presented to the Department Heads no later than October 1st for review and comment. E. ADDITIONAL RE-EVALUATIONS/NEW CLASSIFICATION EVALUATION 1. When substantial changes in an assigned classification have occurred, a position evaluation shall be conducted. 2. When a new classification has been established a position evaluation shall be conducted after the employee has completed 12 months of service in that position. 3. In those instances where the City Administrator determines that the job evaluation points derived from a benchmark or jurisdictional score do not reflect the job,the City Administrator may survey similar jobs in other jurisdictions in order to provide an accurate score and may also provide for the testing of the position. • F. PAY EQUITY ADJUSTMENT A Pay Equity Adjustment will be necessary if: 1. The Annual Analysis indicates a pattern of compensation for female and male- dominated classes which is inconsistent with the requirements of State Law and the Pay Equity Regulations as set forth by the Department of Employees Relations. 2. In the event a Pay Equity Adjustment is indicated by the analysis, it will be implemented on the following January first and will be the final phase in the overall compensation process to determine the subsequent year's Step 5. 3. Position classes will be determined to be female-dominated or male-dominated based on the requirements stated in Minnesota Statutes 471.991, Subdivision 6-8. 4. A sample computation is indicated below and demonstrates the three steps of the overall compensation process and the timelines for adjustments: •