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EXECUTIVE SUMMARY <br />This report constitutes the findings and recommendations for the positions that were <br />reviewed for the City of Mounds View within the context of classification and <br />compensation analysis. <br />We thank all City employees for their participation and willingness to provide <br />information, which was key to the successful completion of the project. Special thanks to <br />the City Clerk/City Administrator and the Assistant to the City Clerk/City Administrator <br />for their assistance and quality control efforts in the conduct of this project. <br />A. Principal Findings <br />1. The City is fortunate to have many dedicated, loyal and hard-working employees <br />who like their jobs and provide quality services to the City's residents. Tn <br />addition, the City is the benefactor of low employee turnover. <br />2. The City's classification titles were reviewed for appropriateness and designations <br />for the Federal Labor Standards Act (ELBA) were also applied. Approximately <br />59% of the job titles reviewed received recommended title changes (see Table 2). <br />3. The Hay .Point Factor System was reapplied to determine if any of the City's job <br />class point totals should be adjusted from the previous point totals. Based on the <br />latest application, the majority of the job classes received adjusted point totals <br />(see Table 3). <br />4. Of the positions reviewed, the Assistant to the City Clerk/City Administrator <br />designation is incorrectly classified. The nature and kind of work performed by <br />the position is of a professional nature and is beyond the clericaUadministrative <br />support profile that is characteristic of an "Assistant to" position. <br />5. A review of the City's current compensation rates for individual job classes based <br />on the results of a custom salary survey indicates that the City is, in mast cases, <br />above the current market rates (see Table ~. <br />6. The sample of jurisdictions for the market analysis was selected by the City based <br />on several factors, including geographic proximity, tax capacity, infrastructure <br />and population size. Further, it was segmented for exempt and non-exempt <br />employees. The sample was of sufficient size to provide statistically reliable <br />comparison/approximation to the labor market. <br />B. Principal Recommendations <br />I. The subject employees to be placed in the classification title recommendations <br />shown within Tables 1 and 2. <br />2 <br />