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<br />Item No: 3A <br />Meeting Date: 08/07/06 <br /> Type of Business: WS <br />City of Mounds View Staff Report <br /> <br />To: Honorable Mayor and City Council <br />From: Kurt Ulrich, City Administrator <br />Item Title/Subject: HR Committee Report and Recommendations Regarding <br />Compensation Plan <br /> <br />The Human Resources Committee met with human resources consultant James <br />Laumeyer on July 31st and considered the Classification and Compensation Study Final <br />Report and reviewed his recommendations. The Committee members had several <br />questions about study and the recommendations that are currently being reviewed. The <br />recommendation from the Committee will be forwarded to the Council at a future meeting <br />when available. <br /> <br />Department head staff also offered the following points for consideration by the <br />Committee: <br />1) Objectives <br />In reviewing possible implementation of the report information, staff believes it is <br />important to consider the objectives of the City’s compensation program overall. <br />Regardless of the type of market evaluation utilized, the following objectives from the <br />current personnel policy remain valid: <br /> <br />1. To develop and maintain a Comprehensive Policy which will attract <br />and retain competent personnel. <br />2. To establish and maintain a compensation schedule consistent with <br />the Pay Equity Act of 1984 and its subsequent amendments. <br />3. To provide a climate in which employees will be encouraged to develop <br />their abilities and effectiveness in performing assigned duties. <br />4. To recognize the quality of job performance demonstrated by each <br />employee. <br />5. To establish and maintain compensation levels which are <br />competitive with those provided by comparable jurisdictions. <br />6. To maintain an overall compensation policy with sufficient flexibility <br /> to meet changing economic and competitive conditions. <br /> <br />2) Job Point Evaluations: <br />- The study is valuable in determining internal equity relative to pay <br />equity by establishing Hay points. <br />- Hay points of the job should reflect the duties of the current job and <br />that job duties should not be reassigned in order to try to <br />manipulate Hay points. <br />- The market prices paid for positions often conflict and/or do not <br />match with Hay point values. For example, a high point value <br />position may not be paid as much as a lower point value position <br />depending on the relative supply/demand for those positions. <br />- Pay equity adjustments do not line-up with market data, therefore, <br />their needs to be some flexibility in how market data is applied.