Agenda Packets - 1997/04/07 - Laserfiche WebLink

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The amendment significantly changed the manner and the degree which cities had previously and would, in the future, implement pay equity. The law clearly defined what had heretofore been a vague definition of equitable compensation relationships. The amendment clearly stated that the compensation pattern of female dominated classes cannot be consistently below the compensation pattern of male-dominated classes. 1992 Pay Equity Adjustments: The City of Mounds View did not make pay equity adjustments in 1990 nor did it make adjustments since the initial adjustments in 1987. In August of 1991,the hierarchy of position values was updated internally by conducting a Metro-wide position survey and"benchmarking" all positions. The hierarchy update established ne., point values for several positions - some position values remained consistent with previously established values. New Time Spent Profiles (TSP)were not conducted because of the pending update of PDI's compensation system scheduled for 1992. Several positions were found to be below their market comparisons (using the mean of the DCA Stanton Group 5 cities.) The positions received Pay Equity adjustments December 9, 1991. 1993 Pay Equity Compliance: In 1993,the City submitted to DOER the Pay Equity Implementation Report. Mounds View was found to be in compliance with Pay Equity. No adjustments were made. 1996 Pay Equity Compliance: The Pay Equity Implementation Report was submitted to DOER January 31, 1996. Mounds View reported an underpayment ratio of 84.6%upon final examination on December 31, 1995. Unfortunately, Mounds View did not meet certain requirements resulting in a non-conformance by DOER. To pass the statistical analysis test, a minimum requirement underpayment ratio of 80%, or if below 80%, a t-test that is not • statistically significant. According to DOER,the underpayment ration is 78.6% and the t-test is 2.024,which is statistically significant. A score below score below 80% and a statistically significant t-test show that female classes are compensated consistently below male classes of comparable value. Mounds View has re-calculated the underpayment ratio and t-test score, based upon employees and the pay schedule as of 2-10-97, of which the t-test score indicated an insignificant result. The City has not been notified as to compliance results. Jurisdictional Job Evaluation Review: Staff received proposals from two organizations, PDI (current being used) and HAY in conjunction with Labor Relations Associates, regarding benchmark values and compensation specific to Mounds View. Research indicates HAY evaluation system is the most appropriate for Mounds View. The project would entail converting the job evaluation system from the PDI system to the HAY system and review possible revision of the compensation systems for the City of Mounds View consistent with State and Federal law, general principles of equitable compensation, and the City's financial resources. Currently benchmark values are not linked to compensation,therefore DCA salary information and PDI benchmark values are separate functions. This project is estimated to cost$3,350.