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Pay equity compliance is statutorily mandated while market-based compensations systems provide a discretionary guideline. 3) Market Data: - Several of the sample cities differ from Mounds View in significant ways. For example, only five of the ten sample cities have their own Police Department. Police Departments themselves are large operations (55% of the budget in Mounds View), and the existence of a Police Department affects the level and complexity of support services such as human resources, finance, and administration. - The raw data indicates that the number of comparable positions found in the ten sample cities is limited for some positions. - Market data taken from a small sample of ten cities may vary widely from one year to the next if there is a shift in 2-3 positions within the sample. - Several of the sample cities (i.e., Buffalo, Hutchinson, Monticello, St. Michael) are outside of, or on the fringe, of the urban area. Urban metropolitan communities have more diverse populations, urban utilities, greater urban impacts from traffic, crime, etc., and a higher cost of living (e.g., housing costs). - Tax capacity is a variable that will change over time. In Mounds View changes will occur as TIF districts decertify. Currently, Mounds View’s net tax capacity is relatively low due to the amount of commercial and industrial tax base within TIF districts. Other cities may have a higher rate of new development due to open land. - Populations of the comparison cities range from 9,620 to 13,950. Mounds View is listed at 12,738. - The job market is tightening-up for qualified employees. For example, only five people applied for the last department head position hired by the City. - Existing employees were hired under the current compensation plan that is still in effect. - The current group of employees has worked to stay within budgets, pursue outside revenue opportunities, and adheres to the budget/levy directives of the Council. - Employees are an investment that can provide a good return for the City. - The market study doesn’t look at other benefits. For example, the Mounds View benefit for health insurance is likely better then the market. Other benefits (e.g., car allowances, training opportunities, tuition reimbursement) may be less. 4) Action/alternatives: - Process pay equity adjustments as required to come into compliance with State statute. - Consider the market data as a guideline and target each position to be within a range (e.g., __% +/-) of the market data. - Cities that have Police Departments (i.e., Hutchinson, Buffalo, Mound, Robinsdale, N. St. Paul) could be weighted more heavily in the comparisons. - Phase implementation over time. - Contracts need to be negotiated with AFSCME, the Police