Laserfiche WebLink
-14-eri 1V o . —7 <br /> Sf Repo& fib. 47-200 WS <br /> interoffice <br /> MEMORANDUM <br /> to: Bruce Kessel <br /> Chuck Whiting <br /> from: Lynette Morgan <br /> subject: Jurisdictional Job Evaluation Review <br /> date: March 17, 1997 <br /> Attached is proposal from Labor Relations Associates. PDI did not generate a"proposal"based <br /> on the MAMA/TUG relationship and their philosophy of having cities work rather independently <br /> the City (i.e., the Cites decides which positions should be evaluated). <br /> PDI Job Evaluation Review Entails: <br /> • Select the employees who will complete the questionnaires. <br /> • Set up a completion session to review the instructions for filling out the questionnaires. <br /> • Distribute questionnaire to the employees. (questionnaires approx. 50 pages) <br /> • Have the employees fill out general section than go onto the tasks. <br /> • Upon completion, supervisor should review questionnaires. <br /> • • Review for accuracy the General Section, Job Content Section, Write-in Sections, if <br /> added, and the percent job covered. <br /> PDI projects seems rather time consuming and involves little communication support. It would <br /> be a benefit for the City, ar well as the employees, if the organization provided one to one <br /> communication rather than completing this project via mail. <br /> Estimated costs for PDI (they did not provide a proposal, therefore, this figure is based on my <br /> calculations). <br /> Process a new questionnaire and produce <br /> a new Position Profile ($35 @ 50 employees) $1,750 <br /> Valuing of Write-Ins $250 <br /> Whole Jurisdiction Hierarchy $95 <br /> **Expenses such as shipping and telephone are additional <br /> ESTIMATED TOTAL EXPENSE $2,095 <br /> Hay Evaluation System entails: <br /> • Revising the current the Job Evaluation System used at Mounds View which would <br /> include using job descriptions, Questionnaires (simple form), and input from City <br /> Management staff. (Similar to PDI, but more user friendly) <br /> • Review and possibly revise Compensation System. <br /> Review salary relationship (wage and wage equivalents) between City employees. <br /> Identify patterns of comparison which have contributed to existing compensation <br />