Agenda Packets - 2006/02/13 - Laserfiche WebLink

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I. PROJECT BACKGROUND AND GOALS The City of Mounds View currently has in place a job evaluation and compensation system that was reviewed and updated in 2002 for pay equity compliance. Mounds View is a growing Twin Cities, fourth ring suburb with a population of approximately 12,000. The City has approximately 28 position descriptions (a listing of position titles is enclosed) of which approximately 28 classifications are subject to the State of MN Pay Equity Compliance requirements. Mounds View employs _____ full-time and _____ part-time employees. Of this, ____ employees are organized in the following unions: • AFSCME • Law Enforcement Labor Services, Inc., Local 232 • Law Enforcement Labor Services, Inc., Local 204 • Public Works Collective Bargaining Unit The collective bargaining agreement is a two -year contract and will expire on _________________. Non-exempt, exempt, and union positions are paid on a step program. The City has been in compliance with pay equity requirements, but will need confirmation that this is still the case. There may be a series of jobs that skew the equity. Internal equity is currently based on the HAYS points evaluation system. The City is interested in implementing another system to match other area municipalities to include population, city market value and city tax capacity for comparison purposes. Throughout the last several years there have been several changes in position classifications, new position additions and compensation schedule adjustments. The City does however; recognize the need to establish a method for determining classification for newly established positions. There is also a need to have the entire job evaluation and compensation system reviewed by an outside professional consultant. A method for determining the validity of requests for position and thus compensation re-classifications is also of interest. New management may also want to explore various methods of payment such as merit vs. step systems while creating consistency throughout. The goal would be to comprise a complete plan and process audit to achieve the new plan and process development including: • Evaluating each position utilizing an up to date job description. • Creating opportunity for management and employee input through utilizing key participants • Compile and analyze market comparables and competitive data • Ensure regulatory compliance • Draft new design according to City philosophy • Create a transition and implementation plan • Provide necessary tools to manage program going forward