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2. The City accept the status recommendations regarding the Federal Labor Standards Act listed in Table 1. 3. The City re-classify the Assistant to the City Clerk/City Administrator to the designation of Assistant City Clerk/City Administrator. 4. The City conduct a comprehensive salary survey an a two-year cycle to monitor its market competitiveness. The following Tables 1-4 are the result of the evaluation of the classification structure of the City of Mounds View. Table 1 represents the jab classification hierarchy with recammended job classification titles, class codes and FLSA designations..Table 2 illustrates the contrast between the current titles used by the City versus recommended class titles. Table 3 depicts the use of the City's Hay Point Factor System and a contrast between the point totals last established and the point totals that were determined via this project. Table 4 indicates the City's market competitiveness based on the specific cities that were selected for a custom salary survey. As part of this project, determinations were made on each job classification relative to eligibility for premium overtime or compensatory time aff in accordance with the Federal Labor Standards Act (FLSA). The FLSA cites specific instances where the nature of an employees' work exempts them from eligibility for premium (time and a half) overtime pay or compensatory time off. The exemption categories used for this project are: Professional Test: Those employees who have a four year degree whose work involves professional judgment and discretion. Executive Test: Those employees who have supervision and management as their primary jab focus. Administrative Test: Those employees who are using judgment and discretion in developing and affecting management policies. The results can be seen in Table 1 on the following page.