Agenda Packets - 1990/07/02 - Laserfiche WebLink

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MAYOR AND CITY COUNCIL PAGE FOUR JUNE 12, 1990 wage provided by the City is not consistent with the Law. The third example on Exhibit 2 identified as, "consistently below" provides a good example for how the Department will review a total city's pay equity wage structure and determine whether or not it is consistent with the Law. You will note in this case that the Department indicates that in order to correct the inequity that they have perceived, the jurisdiction must increase compensation for most female classes to where they fall within the middle of the male classes. Again, the Department is dictating to the City the wages to be paid for specific female employees or female job classes. I am sure you are all wondering how this applies to the City of Mounds View. Unfortunately, i cannot give you a definitive answer to this question simply because without a set of rules or guidelines from the Department of Employee Relations it is difficult at best to predict how they will evaluate our pay equity system. Attached for your information as Exhibit 3 is the pay equity analysis scattergram for the City of Mounds View. This analysis uses software provided by the Department of Employee Relations and which they will be using to determine whether or not our pay structure is consistent. 411 Values for these positions will likely change as a result of reevaluations that are currently being done on those positions. The positions are Public Works Director, Public Works Foreman, Building Official and City Planner. Each of these is being revalued as a result of the fact that the positions have been significantly changed and/or the positions were never valued in the first place and a benchmark value was used. It is expected that the Assistant Engineer's position will be valued at the beginning of next year after one year's experience with this new position. I would expect that the revaluing of the four previously mentioned positions will likely result in eliminating any sex base wage disparities that might result from the current valuing of those positions. The difficulty we would experience in the review of our current pay equity system would be with the Police Department where all of the sworn officer positions from Police Chief down to Patrol Officers are clearly paid more than comparably valued female positions. When I advised the representative of the Department of Employee Relations that included in our wages for police is a longevity bonus which was mandated by arbitrators award in the late 1970 's, she indicated that it may be a consideration for allowing the wages to be higher than would normally be acceptable under pay equity but would •