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E. ADDITIONAL RE-EVALUATIONS/NEW CLASSIFICATION EVALUATION <br /> 1. When substantial changes in an assigned classification have occurred, a position <br /> evaluation shall be conducted. <br /> 2. When a new classification has been established a position evaluation shall be <br /> conducted after the employee has completed 12 months �f service in that position. <br /> 3. In those instances where the City Administrator determines that the job evaluation <br /> points derived from a benchmark or jurisdictional score do not reflect the job,the <br /> City Administrator may survey similar jobs in other jurisdictions in order to <br /> provide an accurate score and may also provide for the testing of the position. <br /> F. PAY EQUITY ADJUSTMENT <br /> A Pay Equity Adjustment will be necessary if: <br /> 1. The Annual Analysis indicates a pattern of compensation for female and male- <br /> dominated classes which is inconsistent with the requirements of State Law and <br /> the Pay Equity Regulations as set forth by the Department of Employers <br /> Relations. <br /> 2. In the event a Pay Equity Adjustment ui Adjustment is indicated by the analysis, it will be <br /> implemented on the following January first and will be the final phsse t8 <br /> overall compensation process to determine the subsequent year's Step 5. <br /> 3. Position classes will be determined to be female-dominated or male-dominated <br /> based on the requirements stated in Minnesota Statutes 471.991, Subdivision 6-8. <br /> 4. A sample computation is indicated below and demonstrates the three steps of the <br /> overall compensation process and the timelines for adjustments: <br /> Process Timeline With Pay Equity Without Pav <br /> Adjustments Equity Adjustnnents <br /> Current yr Step 5 January 1758 1758 <br /> Adjusted Step 5 December 1775 1775 <br /> ACA (3%) December 1828 1828 <br /> Effective 1/1 <br /> Pay Equity Adjustment December 50 -0- <br /> Effective 1/1 • <br /> Subsequent Year's Step 5 January 1 1878 1828 <br />