Agenda Packets - 1997/04/07 - Laserfiche WebLink

Home Browse Search

performance, supported by the recommendation of the immediate supervisory and • preceded by a year-end performance evaluation rated satisfactory or above. 2. All recommendations will be reviewed by the City Administrator who will recommend approval or denial of the ACA to the City Council for final approval. 3. If a performance evaluation is rated less than satisfactoryor it is determined that the employee has areas of job performance which need improvement,the employee may receive less than the full ACA percentage increase. PHASE III. PAY EQUITY COMPLIANCE AND MAINTENANCE PROGRAM INTRODUCTION: The State of Minnesota's Pay Equity Law requires that: ..."every political subdivision of this state shall establish equitable compensation relationships between female-dominated, male-dominated and balanced classes of employees in order to eliminate sex-based wage disparities in public employment in the state."(MS. 471.992, subd. 1) "Equitable compensation relationship'means that the compensation for female- dominated classes is not consistently below the compensation for male-dominated classes of comparable work values..."(MA. 471.991, subd. 5). • A. In order to comply with the Pay Equity Law, the City Administrator shall annually conduct an analysis of compensation using the job evaluation study method determined by the City Council. B. The Pay Equity Analysis and any subsequent compensation adjustment represents the final Step in the overall compensation process. C. The compensation analysis shall consist of several factor, including but not limited to the following: 1. Specific analysis of female-dominated positions which appear to be paid consistently below male-dominated positions. 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.