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City of Mounds View Staff Report <br /> April 24, 1997 <br /> Page 4 <br /> (*Payable 1996 Property Taxes,9/96 LMC) <br /> b. Use similar size metropolitan cities with populations between 10,000 and <br /> 20,000 and relevant market data. <br /> ► COST OF LIVING ADJUSTMENTS <br /> 1. Existing policy provides COLA's on January 1. <br /> 2. Alternative option: COLA's coincide with anniversary date. <br /> ► PROGRESSION THROUGH 5 STEP SCHEDULE <br /> 1. Existing policy: Advancement from the initial Step 1 occurs six months after the <br /> employee's date of hire, or reclassification, and on the employee's anniversary <br /> date thereafter until the employee reaches Step 5. Advancement to each step <br /> occurs only after a performance evaluation rated satisfactory or better has been <br /> conducted by the employee's supervisor and approved by the Department Head, <br /> City Administrator and the City Council. <br /> 2. Alternative option: No step progression. New hires or reclassified positions begin <br /> salary at maximum range. <br /> ► MERIT PAY <br /> 1. Develop compensation range to include adjustments for merit pay. Factors • <br /> include determination of which employee classes (i.e., exempt-non exempt)to <br /> include and effects on bargaining units. <br /> Currently compensation is not linked to benchmark values. Salaries are based on Stanton <br /> information which for the majority of positions falls between Stanton 6 and Stanton 7 cities. • <br /> PAY EQUITY/COMPARABLE WORTH <br /> Background Summary: In 1984,the State Legislature passed into law the Pay Equity Act. The <br /> law required that all units of local government establish equitable compensation relationships. <br /> A primary consideration in negotiating, establishing,recommending, and approving <br /> compensation is comparable work value in relationship to other employees positions within the <br /> political subdivisions." Compensation for positions bear"reasonable relationships"to one <br /> another if the compensation for positions which require comparable skills, effort, responsibility, <br /> working conditions, and other relevant work-related criteria is comparable. Every political <br /> subdivision shall use a job evaluation system in order to determine the comparable work value of <br /> the work performed by each class of its employees. The system must be maintained and updated <br /> to account for new employee classes and any changes in factors affecting the comparable work <br /> value of existing classes. <br /> Subsequent to the enactment of the law, Mounds View, together with approximately 105 other <br /> cities, entered into an agreement with Control Data to develop a system of determine equitable . <br /> compensation relationship among position classes. The hierarch of the position values (or <br />