Agenda Packets - 1997/04/28 - Laserfiche WebLink

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City of Mounds View Staff Report April 24, 1997 • Page 5 points) was a result of the 1985 study. Based on three things: positions values, compensation maximums and regression analysis, the first pay equity adjustments were made to Mounds View employees in 1987. In 1989, Control Data sold the program software for the study to Personnel Decisions, Inc. (PDI). 1990 Pay Equity Amendment: The Pay Equity Act was amended by the Legislature in 1990. 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 new 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. 110